diversity works employment guide spring 2008

A communit y ser v ice of the Business Work force Development Depar tment of The Urban League of San Diego Count y w w w.ulsdc .org

Employment/Career & Small Business Guide

U r b a n L e a g u e

Spring 2008 Vol. 3 - No. 1

Job seekers gain from career fairs

Urban League signspact with SBA’s Scoresmall business mentors

Since 1976, the National Urban League has released its annual State of Black America (SOBA) report, a barometer of conditions

of the African-American community in The United States. The 2008 edition of the SOBA report is subtitled “In the Black Woman’s Voice.” As the subtitle suggests, the report provides the black female perspective on the challenges that currently confront African-Americans in general and women of color in particular.

With a foreword by the esteemed Dr. Dorothy I. Height, president emerita of the National Council of Negro Women, the 2008 State of Black America features essays from noted black female scholars, political activists, business consultants and other critical thinkers.

The 2008 State of Black America presents the National Urban League’s ground breaking Opportunity Compact, a comprehensive set of principles and policy recommendations designed to empower all Ameri-cans to be full participants in the economic and social mainstream of this nation. The Opportunity Compact provides the framework for the 2008 edition, with several essays addressing the key recommendations set out in the Compact.

Key Findings: 2008 Equality IndexIn addition to addressing specific themes, the 2008 State of Black Amer-ica report, includes the National Urban League 2008 Equality Index,™ an aggregate measure of the relative status between blacks and whites in America, based upon five sub-indexes: Economics, Education, Health, Social Justice and Civic Engagement.

The overall 2008 Equality Index is 73%, an increase of 0.41% from the 2007 index. The 2008 Equality Index indicates an increase in eco-nomics, education and social justice sub-indexes.

Other highlights:

• The Economic sub-index (30% of the Equality Index) is 56.8%, un-changed from the previous year.

• The Education sub-index (25% of the Equality Index) of 78.2% is a 0.6 decline from 2007 (78.6%).

• The Health sub-index (25% of the Equality Index) increased 0.4% point to 75.7%, upon revision of the 2007 figure from 77.8% to 75.3 %.

The State of Black America®2008Executive Summary“ I n t h e b l a c k wo m a n’s vo i ce”Foreward by Dr. Dorothy I. Height

by Liz Wiedemann

Score San Diego and the Urban League of San Diego

County say they have joined in a two-year partnership. An agree-ment was signed on Jan. 31. The two groups said the alliance rep-resents a commitment to “develop and foster understanding, open communication and a coopera-tive working relationship, while advancing San Diego’s growing small-business community.”

Based on the agreement, Score San Diego will provide mentors for clients selected for a National Ur-ban League business program, aid in business counseling and supply information on networking and re-source materials for selected Urban League members.

Citibank, Raytheon, District At torney’s of f ice

Companies earn Urban League’s President’s Award for Diversity

National Urban League Special report:

equality gaps remain...Page 4

by Maureen Crawford Hentz

Career fairs can occasionally be intimidating. As a job seeker,

you must distinguish yourself from hundreds or even thousands of other job applicants. The following are a few simple strategies to help you stand out from the crowd.

Find a Fair. Many career fairs are free, but some require a registration and/or fee. The first place to look for a career fair is your alma mater. Colleges and universities routinely hold career fairs for stu-dents and alumni. Call your col-lege’s office and find out if you need to register and what the gen-eral format of the fair will be.

Professional organizations also often sponsor large career fairs at their national and regional confer-

ences. Many organizations require membership for admission to the conference and career fair, while some offer day-long “placement-only” admission.

Unsure about which profes-sional associations would be best for you and which career fairs will have what you want? Query the in-ternet for professional associations in your field (for example, Interior + Design + Association) and see if the resulting web sites indicate ca-reer fair participants.

See Career Fairs on Page 34See sCore on Page 7

See soBa on Page 8 See awards on Page 7

Divers i tyWorks !

During the First Annual Di-versity Summit held in Oct.

2007, the Urban League of San Diego County’s Diversity Advisory Council (DAC) selected three companies for their commitment to diversity and inclusion in San Diego: Citibank, Raytheon and the city District Attorney’s office were this year’s official winners.

Since 2005 the DAC has been soliciting nominations from local companies in an effort to identify diversity friendly companies in San Diego. The process used is similar to the one administered by Di-versityInc Magazine, a prominent national magazine focused entirely on raising diversity awareness.

The DAC goal is to raise aware-ness and to identify the best prac-tices for other companies to em-ulate. Previously the awards were presented at the League’s annual Equal Opportunity Awards Din-ners, but in 2007 presentations were aligned with the Annual Di-versity Summit whose purpose is to focus on regional diversity issues

and create an open dialogue. Last year’s summit, sponsored

by Sempra Energy, was held at the Naval Training Center promenade on Oct. 11 & 12. Over 280 profes-sionals attended including, Luke Visconti, co-founder of DiversityInc Magazine.

Other prominent speakers in-cluded:Dr. Johnnetta B. Cole (Board Chair of the JBC Global Diversity & Inclusion Institute);Juan Williams (National Public Radio, Senior Correspondent and award-winning Journalist);Radm. Leendert R. Hering (Navy Commander, Southwest Region);Consuelo C. Kickbusch (U.S. Army, retired);Jessie J. Knight Jr. (Executive Vice President, Sempra Energy);Dr. Julie M. Wong (Assistant Vice

B a r b a r a E . W e b b , 19 t h A n n u a l Diversity Works! C a r e e r Fa i r/ E x p o s i t i o n I s s u e

Page 34

2 | Spring 2008 | Diversity Works!

Diversity Works! | Spring 2008 | 3

As the oldest diversity staffing agency in the nation and one of the longest promoters of diversity in San Diego, The League is proud to feature this edition of the Diversity

Works! Employment/Career & Small Business Guide. It’s our goal to bring you invaluable information and resources that will assist you in finding and building your dream of a suc-cessful career. Over the years, we find that having a dream or “vision” of where we want to go is “the Secret” to success. Each week here at The League we show people how to create a vision of success, control self-talk and to focus on a goal. By following these steps, they are able to open opportunity doors previously closed. They learn that everything they need is right in front of them but because of conditioned perceptions, they block their own success. San Diego is a city rich with opportunity. Each day, thousands of jobs go unfilled simply because people are allowing their personal biases to get in their way. Unfortunately, many are unaware of the vast resources available to assist them in making the right connection. Which is why we have decided to produce this guide. Our rational in creating this guide was to provide you with a “big picture” so you can start building on your visions of success.

Contents

Welcome!

Maurice D. Wilson

The URBAN LEAGUE OF SAN DIEGO COUNTY recognizes that an inclu-sive workforce with a variety of views, perspectives, and back-

grounds is integral to our client’s success. —This unique mixture in the workforce provides unlimited

ideas and innovative solutions that are imperative to thriving and propelling our economy forward.

—The Urban League is dedicated through our extensive net-work of partners and unparalleled reach into the urban market to effectively recruit, train and inspire a diverse workforce and driv-ing a commitment to inclusion and diversity.

—As a non-profit organization, founded in 1953, the Urban League of San Diego County, is one of more than 100 affiliates na-tionwide, and seeks to eliminate the equality gap by empower-ing citizens to spread educational information that provides the tools for social, political and economic success.

—Our current services focus on the following areas:[1] Education [2] Housing[3] Employment. —We are committed to helping build a better community.

Diverse NatioN2008 National Urban League reportLuncheon with dave winfieLd, at career fair

Author Sarita Maybin’s new book

iNDustry Watch Unemployment rate at 5% in San Diego

the State of BLack america 2008“IN the Black WomaN’s VoIce” Scholarships for women in science and medicine

Walgreen’s “Take Care Health” tour commencesaetna’S BLack hiStory caLendar excerptS:Two reports on health care in black America

employer partNersThe Directory, where employers get noticedMembership has benefits: become a DW! Partner

affiNity Groups DirectoryWork closely through the employment network by referring your constituents to our job bank

small busiNessBaby boomers start more businesses in 2008Jump Start your BuSineSS: think LocaL

Tax tips for young professionals

small busiNess eveNts &San Diego career fair directory

career DevelopmeNtMatchmakers on the move: How to find oneJoB SeekerS gain from career fairS

19th aNNual barbara e. Webb career fair, apr. 24, GolDeN hall coNcourse

youth opportuNitiesBuilding skills early in life: Two new programsJoB corpS may have Something for you

marketplaceDiversity Works! advertising for everyone

Ray King President & CEO

Maurice Wilson

Publisher/Exec. Vice President, COO

Paul S. Wong IIArt/Design Editor

URL

www.ulsdc.org

GovernanceNon-profit

Hours of Operation

Mon. - Fri.8 am - 5 pm

United Way Agency Code: 6496

Mailing Address720 Gateway Center Drive

San Diego CA, 92102(619) 263-3115

(619) 263-3660, Faxemail: [email protected]

The Diversity Works! Employment/Career & Small Business Guide is a monthly publication

compiled by the Business & Workforce Development Department of

The Urban League of San Diego County.

For information on editorial submissions, or display advertising

please call (619) 266-6244 or email [email protected].

An affliliate of The National Urban League

4

68

15

18

22

24

2728

3835

40

INSIDE

ONLINE AT www.ULSDC.COMEstablishEd in 1910, learn about the history of The National Urban League and how the San Diego affiliate got its start on June 23, 1953, when visit-ing the website. You’ll also have quick access to The League’s Mission Statement which explains our role in the community and the five-point strategy to imple-ment goals. Also, be sure to bookmark the site for your job search campaign. Explore the pages for impor-tant news and information on The League’s Workforce Development programs where you’ll find links to the Diversity Job Bank, En-trepreneur Network, Work Readiness Training, and other employment related content. And young people can tap into The League’s network for scholarship and programs information. As a member of the online community, and the diverse community you live in, The League pledge’s to keep you informed via the internet.

U r b a n L e a g u e

Divers i tyWorks !


Diverse Nation Please send your diversity related news and information by email to [email protected]

While U.S. blacks continue to make small gains in clos-

ing the equality gap with whites, according to the National Urban League’s (NUL) 2008 State of Black America Report, the socio-economic disparities for black wom-en in particular, continue to widen at a troubling pace. The report was officially released by NUL on March 5 at the National Press Club in Washington, D.C.

“Over the past year, a recession, diminishing real estate values and a tight credit market have allowed

the inequalities in our society to reveal serious differences in the ways Americans view prosper-ity,” said National Urban League President and CEO Marc Morial. “All of these factors make this year’s presidential election one of the most competitive and historic appoint-ments in generation.”

The National Urban League’s State of Black America report is a barometer of conditions of African Americans in the United States. It includes the League’s Equality Index, a statistical measurement

of the disparities between blacks and whites across five categories: economics, education, health, civic engagement and social justice.

This year’s report focuses on the African- American female, with a spotlight on political disenfran-chisement, the glass ceiling in career advancement, the impor-tance of early childhood education, relationships, health, civil rights and negative images in the media.

Established in 1910, The Urban League is the nation’s oldest and largest community-based move-ment devoted to empowering African-Americans to enter the economic and social mainstream.

Today, the National Urban League, headquartered in New York City, spearheads the non-partisan efforts of its local affiliates. There are over 100 local affiliates of the National Urban League located in 35 states and the District of Co-lumbia providing direct services to more than 2 million people nation-wide through programs, advocacy and research.

FORBES measures small gains in its article

National Urban League report: significant equality gaps remain

National Urban League President Marc Morial with President Bush

Accomplished public speaker, author Sarita Maybin’s clients

for training sessions and keynote speeches include Hewlett-Packard, Nokia, SUN Microsystems, Toyota, WD-40 and the Professional Golfers Association. She holds a Master of Education from the University of Maryland.

What’s your “elevator speech?” My main message is that we have other options for communicating. What if you can’t say something nice? My term is “constructive confrontation. “How did you establish your consulting business? Baptism by fire!

I worked as a seminar contractor for six years for CareerTrack (a training company that is no longer in business). Meantime, I stayed at my “day job” as a university administrator. I started public speaking on a full-time basis nine years ago. I just jumped! I called

everyone to say that I was available for training workshops.

What’s the highlight of your work? I love the speaking itself! I usually say that the constant travel, the long waits in airports, the marketing and planning are all the “real” work. So I get the joy of speaking for free! I really thrive on the energy of the audience, especially when people don’t want to be there. For instance, I have given mandatory negativity training sessions for various city and county departments. These employees leave my sessions knowing that they have options. Change is difficult, and we can get ugly in those situations, like when the entire computer system of our organization is transitioning!

advice for public speakers? Right now, my biggest contracts with two large technology companies. Family, friends,

If You Can’t Say Something Nice, What Do You Say? Practical Solutions for Working Together Better

By author Sarita Maybin


Diverse NationPlease send your diversity related news and information by email to [email protected]

Each month we bring together communities of color and corporations to break bread and build bridges. Our purpose is to create a dialogue on diversity in the workplace and to facilitate mutual understanding, respect, and appreciation. The center of activity is a presentation on diversity from a professional in the field followed by questions and answers. This month’s featured speaker is baseball great, Dave Winfield, one of the most respected motivational speakers on the circuit. He addresses diverse international audiences from elementary schools and colleges, to corporations such as American Express, CDW MasterCard, Marriott, John Hancock Financial Services, Monster.com, IBM, Xerox, GE Small Business Solutions, General Motors, Bank of America and the FDIC. His dynamic presentations feature sports, education, health, fitness, teamwork and corporate productivity. This is a special event and will be held at the San Diego Concourse in conjunction with the 19th Annual Barbara E. Webb, Diversity Works! Career Fair. Check the day’s listing for more details.

san Diego urban league luncheon with Dave Winfield

Young man rising is Program Assistant for presidential classroom in Washington D.C.

If you’ve ever spoken to Roosevelt Williams III, you know immedi-

ately that this is a young man with determination who’s on the rise.

Williams is the current co-pres-ident of the Urban League’s Career College Club Network. He served as an parliamentarian and co-presi-dent of the Youth Leadership Team

in his younger years. Now a college student, Roosevelt

is majoring in political science with a minor in business administration. He enjoys exercising his oratorical skills in debate competitions and playing chess.

Currently, Roosevelt is serving as a program assistant for the Presi-dential Classroom in Washington D.C. His duties include participat-ing in briefings from senior officials

in the executive branch, members of congress, senior military officials, leaders of federal departments, cabi-net officials, leading economists, historians, and scientists.

Roosevelt believes that “success is normal” and essential to do a 360 degree circle by returning to the community to give back.

As an Americorp member, he completed 900 hours of community service. He also provided assistance to the Urban League of San Diego County and served as council repre-sentative to Anthony Young,

According to DiversitySearch.com, a website which specializes in di-versity employment practices, there is a distinct pattern of reasons why minorities change jobs.

1. Lack of opportunities in my previous field 2. Family obligations 3. Relocation 4. Opportunity for higher earning potential 5. Burn out

Why minorities change jobs

relatives and friends are always your best leads. Don’t quit your day job! Join professional associations. I also say, “Go with what brought you!” Whatever makes you unique, play it up! Your experience is your best branding! When I’m in front of a particular audience, for instance, I mention that I’m an “army brat.”

talk about your upcoming Work I definitely want to see more collabo-ration in my work, like my recent book release with California State University San Marcos. The uni-versity produced an insert for the winter catalog, scheduled media in-terviews and hosted a signing event. I also want to work more with large organizations and companies that have limited time, personnel and resources to focus on communica-tions. Forty percent of my speak-ing engagements are conferences, keynote addresses and breakout sessions, so I want to develop those connections, too.

What’s your motivation? Having a life and raising a daughter who is 16 is enough!


Unemployment rate at 5% in San Diego County23,000 jobs added to the region over the year

Industry Watch

The unemployment rate in San Diego County was 5.0% in February 2008, down from a revised 5.2% in January

2008, but above the year-ago estimate of 4.3%. This compares with an unadjusted unemployment rate of 6.1% for California and 5.2% for the nation during the same period.

Between January 2008 and February 2008, nonfarm wage and salary employment in San Diego County rose by 3,500 jobs, or 0.3%, to reach 1,297,400.

• The largest job gain occurred in government, which added 2,500 jobs. Federal government reported no change; state government gained 700 jobs (all in public education institu-tions); local government increased by 1,800 jobs (with 1,200 in local education).

• Leisure and hospitality expanded by 1,800 jobs. 61% (1,100 jobs) posted in accommodation and food services, where food services and drinking places added 900. The arts, entertain-ment and recreation category, which has been recording month-over losses since September 2007, added 700 jobs in February 2008 (with 500 in the categories of amusement, gambling and recreation).

• A loss of 1,900 jobs occurred in trade, transportation and utilities. Retail trade trimmed 2,100 jobs. More than half of the loss took place in clothing and clothing accessories stores and in general merchandise stores (down 900 jobs each).

Between February 2007 and February 2008, nonfarm wage and salary employment in San Diego County was up by at least 300 jobs.

• Leisure and hospitality added 4,300 jobs over the year, ex-panding by 2.8%. Accommodation and food services led the sector, adding 3,100 jobs. Food services and drinking places recorded 2,400 of the additional jobs, or 77% increase.

• Educational and health services increased by 3,500 jobs since last year, with employment up in every category. 31% of the gain was recorded in educational services (up 1,100 jobs) and 69% in health care and social assistance (up more than 2,400 jobs).

• Construction reported a year-over decrease of 8,300 jobs, or 9.5%. The greatest decline was in specialty trade contrac-tors, which fell by 4,500 jobs.

• Financial activities contracted by 5,500 jobs. Sixty-four percent of the decrease occurred in finance and insurance (down by 3,500). 36%, or 2,000 jobs, was lost in real estate and rental and leasing, where real estate firms shed 1,400.

Information provided by the State of California, as of March 21, 2008.

Contact : Barbara Ruehl, (619) 266-4220


sCorecontinued from Page 1

awardscontinued from Page 1

The Herndon, Virginia based Score, led locally by chapter president Monty Dickinson, is a national association of active and retired business people who volunteer to share their expertise with small businesses and new startups.

“Score is thrilled to commence its relationship with the League and to provide mentoring for the emerging business success program,” said Dickinson.

Ray King, president and chief executive officer of the local office, joined the organization in October after 25 years with the Port of Oakland.

“The strategic alliance between the Urban League and Score San Diego represents a shared commitment to meet the needs of the small-business community,” King said.

President, University of Texas at El Paso); plus twenty-one workshop presenters round-ing out the group.

The Mistress and Master of ceremonies were Channel 4’s Emmy Award-winning reporter, Jessica Chang and Marianne Kushi, anchor of the NBC Morning News; and Dwayne Brown, KPBS’s morning anchor.

Sempra Energy, the title sponsor, has received national recognition as Fortune Magazine’s “Best Place to Work for Minori-ties” and Diversity Inc.’s “Top 50 Companies for Diversity.” Supporting sponsors include CDM, Point Loma Nazarene University, AT&T, Prudential, Heinekin, Qualcomm, SAIC, The Daily Transcript, San Diego Work-force Partnership, Raytheon, UPS, San Diego Community College District, USD, Jobing.com, HSBC and Wal-Mart.

Sempra’s Executive Vice President, Knight, said, “Global diversity is a core issue for For-tune 1000 companies that operate in interna-tional environments. Diversity is integral for successful business. This summit will explore innovative global diversity solutions.”

Visit: www.diversitysummit.info


DIVERSITY WORKS!

• The Social Justice sub-index (10% of the Equality Index) increased six percentage points from a revised 65.4% in 2007 to 71.7% in 2008, the largest improvement of all sub-indexes.

• The Civic Engagement sub-index (10% of the Equality Index) was 103.6%, a decrease of 1.3 percentage points from 105% in 2007.

In Depth Economics: The Economic sub-index remained unchanged from last year (56.8%), and the index for median income remained the same at 61%. The poverty index mini-mally changed, with three times as many blacks as whites living below 125% of the poverty line. The black-white unemployment gap decreased between 2007 (45%) and 2008 (49%). The 2008 Equality Index also showed an increase in the digital divide, a compo-nent of the economics sub-index, in which the ratio for adult users of broadband access increased from to 82% , and increase of 21% from 2007.

Education: In the Education sub-index, the rate of enrollment for African-American students within the age range of 30 to 34 years of age increased from 7.2% to 10%, with much of the school enrollment oc-curring at the college level. Also, the index indicated that the dropout rate for black high school students decreased from 15% in 2007 to 13% in 2008. However, the index showed a 15% decline in college enrollment for recent African-American high school graduates from 2007, with black students less likely to enroll at university compared to recent white high school graduates.

Health: The 2008 Health sub-index increased slightly, at a 0.4 percentage point. The gap in total uninsured increased this year, with the index falling from 56% in 2007 to 53% in 2008. Also, there was minimal change in the gap of children’s health insurance, with black children twice as likely to be uninsured compared to their white counterparts (52%).

Social Justice: Of all sub-indexes of the Equality Index, the Social Justice sub-index showed the most improvement, with jail sen-tencing for blacks decreasing 15 percentage points, from 93% in 2007 to 77% in 2008. Also, the average sentence for blacks de-creased from 44 months to 40 months, while the average sentence for whites increased from 34 months to 37 months.

Civic Engagement: Civic Engagement is the only area in which African-Americans exceed whites. However, the sub-index indicated a small decline at 1.3 percentage points. Black volunteerism in the U.S. military reserves has slightly decreased over the last five years, pos-sibly due the current war in Iraq.

The Opportunity CompactThe 2008 edition of SOBA presents the National Urban League’s Opportunity Compact, a comprehensive set of principles and policy recommendations designed to empower all Americans to be full participants in the economic and social mainstream of this nation. Based upon the National Urban League’s five point Empowerment Agenda, this comprehensive plan for empowering the nation’s urban communities, identifies four cornerstones that reflect the values represent the American dream: 1) The Opportunity to Thrive (Children); 2) The Opportunity to Earn (Jobs); 3) The Opportunity to Own (Housing); and 4) The Opportunity to Pros-per (Entrepreneurship). The cornerstones are supported by a list of ten policy priorities:

1. Commit to mandatory early childhood education beginning at age three as well as guaranteed access to college for all.

2. Close the gaps in the health insurance system to ensure universal health care for all children.

3. Establish policies that provide tools for working families to become economically self-sufficient.

4. Create an urban infrastructure bank to fund reinvestment in urban communities (e.g. parks, schools, roads).

5. Increase economic self-sufficiency by indexing the minimum wage to the rate of inflation and expanding the Earned Income Tax Credit to benefit more working families.

6. Expand “second chance” programs for high-school drop-outs, ex-offenders and at risk youth to secure GEDs, job training and employment.

7. Adopt the “Home buyer’s Bill of Rights” recommended by advocates at the National Urban League.

8. Reform public housing to assure continu-ing national commitment to problems faced by low-income families.

9. Strongly enforce federal minority business opportunity goals to ensure greater minority participation in government contracting.

10. Build capacity of minority business

through expansion of micro-financing, equity financing and the development of strategic alliances with major corporations.

The essays and commentaries in the 2008 State of Black America explore the social, eco-nomic, educational, health and political is-sues currently affecting the African-American community in general and black women in particular. The essays address both the issues contained in the Opportunity Compact and the National Urban League’s five-point Em-powerment Agenda: Economics, Education, Employment, Health and Quality of Life, Civic Engagement and Civil Rights.

EconomicsIn the opening essay, “Shouldering the Third Burden: The Status of African-American Women,” Dr. Julianne Malveaux, president of Bennett College for Women and guest editor for the 2008 SOBA report, explores the dis-proportionate economic, family and societal responsibilities that African-American wom-en bear as a result of, among other things, the limited employment and educational oppor-tunities afforded to many African-American men, who are either spouses or fathers to the children of black women.

In “Invisibility Blues,” Maudine Cooper, president & CEO of the Greater Washing-ton Urban League, uses a recent tragic case in Washington D.C., involving a mentally disturbed young woman who murdered her

The State of Black America® 2008Executive Summary

“ I n t h e b l a c k wo m a n’s vo i ce”

State of Black America Essays & Commentaries

soBacontinued from Page 1


four children, to illustrate how impoverished black women are often “invisible” to a society that often ignores their needs, sometimes leading to devastating consequences. To this end, she endorses several policies of NUL’s Opportunity Compact, which would greatly assist single, poor African-American mothers and thereby lift the “veil of invisibility” for such women.

EducationThe SOBA report also addresses educational issues that impact African-American moth-ers in their efforts to educate their children. Renee Hanson, the National Urban League’s Policy Institute emerging scholar, explores the role that pre-school attendance and parental commitment can play in determining early learning outcomes for children in her essay “A Pathway to School Readiness: The Impact of Family on Early Childhood Education.”In “The Triumphs and Challenges of Histori-cally Black Colleges and Universities,” Dr. Johnnetta Cole explains how historically black colleges and universities account for 25% of all black college graduates and 75% of blacks with doctorate degrees. Yet many schools are in need of funding despite endow-ments which are often meager.

Employment & EntrepreneurshipIn “Tale of Two Cities,” former Labor Secre-tary Alexis Herman discusses the challenges confronting the increasing presence of black women in today’s workforce. Although more opportunities have opened up to African-American women in both the workplace and academia, with nearly 150,000 black women currently holding college degrees, black

women are still making salaries that are lower to those of their white female counterparts.

Dr. Lucy Reuben’s “The New She EOs: An Analysis of Business Owned by Black Females,” explains how black women-owned enterprises play a significant role in employing workers and how they provide realistic living wages for their employees.

Housing and the Sub-primeMortgage CrisisAs with most Americans, home ownership is an important goal of many African-American women. However, unscrupulous practices in sub-prime lending in recent years have made it extremely difficult for African-American women to achieve the AmericanDream. In her essay “Unsustainable Loans Wipe Out Gains Made by African-American Women,” Andrea Harris cites a recent report issued by the Consumer Federation of Amer-ica disclosing that African-American women, along with Latino women, have the highest rate of sub-prime borrowing. Also, African-American women accounted for nearly 50% of African-American borrowers in 2006, and African-American women are five or six times more likely to receive sub-prime mortgages than white men. Harris proposes the enact-ment of legislation to prohibit predatory lending practices.

In “Putting Home Ownership Back Within Our Reach,” Lisa Mensah, executive direc-tor of the Initiative on Financial Security, suggests how home buyers, particularly ones who are less than affluent, would benefit from a matched down payment savings account or “home account” to purchase homes, as an

alternative to sub-prime mortgages.

Civic EngagementIn “Election Reform: Protecting Our Vote from the Enemy Who Never Sleeps!” Melanie Camp-bell, president of the National Coalition of Black Civic Participation, maintains that voter disenfranchisement among African-Americans still persists. She calls on African- Americans to pressure political officials to enforce the Voting Act of 1965 and the Help America Vote Act of 2002 to ensure that all Americans are guaranteed their right to vote in political elections.

Civil RightsIn “The State of Civil Rights,” Kimberly Alton, public policy counsel for the Lawyers Committee for Civil Rights Under Law also acknowledges the need for activism to com-bat racist practices affecting black America, such as discriminatory practices in housing, unfair mortgage lending, anti-affirmative ac-tion initiatives, and voter disenfranchisement. She also advocates the lobbying of Congress for the restoration of civil rights laws that have been incorrectly interpreted by the U.S. Supreme Court.

Special Section: Black Women’s HealthDr. Doris Browne’s “Black Women’s Health Report” cites the health differences that unfor-tunately still exist with regard to race and gender in the United States. For instance, the heart disease death rate for black women is 20% higher than that for white women, and while cancer is the second leading cause of death among women in the United States, the five year survival rate is 10% lower for black women. Furthermore, an African-American woman is 24 times more likely to become afflicted with HIV/AIDS than the typical Caucasian woman.

Eboni Morris, Health Policy Fellow at the National Urban League Policy Institute, de-tails the statistics and implications for health outcomes for uninsured African-American women in the U.S. health care system. She suggests the possiblility of public and private sector solutions aimed at improving the rate of health insurance coverage among African-American women.

CommentaryThe 2008 SOBA also features commentaries by several African-American women, who provide insights about various issues affecting black women and African-American culture.Susan Taylor, former editorial director of Essence magazine, offers her thoughts and feelings on how relationships in the African-American community can be enhanced in “Black Love Under Siege.”

In “Weaving the Fabric: The Political Activism of Young African-American Women,” Tiffany Lindsay, student body president at Bennett College for Women, reflects on her experienc-es in banding together her fellow students for the historic Jena Six Rally in Louisiana and stresses the key element of unity in activism.

“Going in Circles: The Struggle to Diversify Popular Images of Black Women” is writer Moya Bailey’s call to black women to take measures combating the perpetuation of de-grading and stereotypical images of African-American women currently portrayed in the media. Guest editor Dr. Julianne Malveaux comments on the numerous contributions and accomplishments made by black women in global affairs in the book’s final essay, “Black Women’s Hands Can Rock the World.”

The 2008 SOBA closes with an Afterword by editor-in-chief Stephanie Jones, execu-tive director of the National Urban League Policy Institute, who notes that In the Black Woman’s Voice is a painstakingly researched yet uniquely inspirational reference tool for anyone seeking a deeper understanding of the issues, challenges, successes and beauty of the African-American woman and the communi-ties she graces.”

By uplifting black women, especially those struggling hardest to keep their families together and their dreams on track, we lift up every American community. I encourage you to read this year’s edition of the State of Black America: In the Black Woman’s Voice with special atten-tion to the Opportunity Compact. Our country urgently needs a new vision to close the gaps between black and white Americans. The State of Black America and the Opportunity Compact will help guide the way.

---Marc H. Morial, National Urban League President & CEO

A new scholarship program is helping African-American women pursue their educa-tional goals. The Ambi Skincare Scholarship in Science & Medicine, is now available to African-American women with a genuine interest in the fields of science and medicine.

According to a recent study only 15.3 percent of African-American women hold college degrees. This Ambi is designed to recognize, reward and support African-American women in achieving their career goals. Ambi will award a total of $50,000 to five African-American and Hispanic women, each of whom will receive $10,000 for tuition for education in any accredited science or medicine program.

“This scholarship program is a wonderful opportunity for black women because it offers

invaluable financial support towards making the dream a reality,” says Karen Morris-Priester, M.D.

The Ambi was inspired by Karen Morris-Priester, M.D., the first grandmother to graduate from Yale. Karen’s academic achievements have been presented on The Oprah Winfrey Show.

Scholarships for womenin science & medicine


Now that you’ve made it and are part of the professional business world, it’s time to give back to your community and help our

young kids move forward.

URBAN LEAGUE of SAN DIEGo CoUNty yoUNG PRofESSIoNALS

Visit www.ulsdc.org to learn how you can join

The League of Young Professionals.

When it comes to finding and keeping jobs, Americans work. Statistics show that unemployment in the U.S.

has remained below 5% for the past two years. While those numbers are certainly a good sign for the economy, the lack of available workers has presented some employers with a unique problem: how to attract top talent from such a small pool of potential employees.

Fortunately, there might be a number of simple solutions. The following best practices for manager recruitment come from Adecco Group North America, a leading workforce solutions and recruitment company.

1. START AT THE TOP. Take a close look at the top performers in your organization and determine what the key characteristics are that enable them to succeed. Incorporate these into your job description, discuss them with your recruiters and address them with candidates during your initial interviews.

2. LOOK AHEAD. As you begin hiring for a position, consider what success will look like a year from now for the person you hire. What will the person need to have accomplished to be deemed a success? Which key stakeholders will play a role in this person’s career at the company? How will this person fit culturally with these stakeholders and the rest of their core team?

3. CLARITY. Have a clearly defined job description at the onset. If you take the time to capture what the job is and the key requirements for success, you’ll be able to attract more targeted candidates. When interviewing candidates, be clear and candid about the ins and outs of the job.

4. COMMUNICATION. It’s essential to take the time to communicate consistently with everyone involved in your

recruitment process. First, clearly define as a team what your hiring needs are and the type of person you are looking for. Second, help your recruiter understand your needs. When you do identify candidates to interview for the role, be sure you communicate all aspects of the job to them and what success looks like.

5. RECRuITINg IS MARkETINg. Every point of contact builds a brand, and recruiting is no exception. As you post jobs, interview candidates and introduce them to your company, it’s an opportunity to help build your company’s reputation. Whether the candidate turns out to be the right fit or not, you should always market your company and its products/services in a positive and enthusiastic way.

For more information, visit www.adeccousa.com.

Recruiting and retaining the best of the best

From enterprise and innovation to finance, academia, medicine and more, African-American men continue to make significant contributions to the American landscape.

In celebration of African-American male achievement and to address rising joblessness and unemployment among African-American men in Atlanta and Chicago, a new job training and mentoring program began in February 2008 in observance of Black History Month. This unprecedented initiative will provide tangible opportunities to promising

individuals and support the efforts of social service organizations that work tirelessly to uplift and empower under served communities.

The focal point of the Seagram’s Gin Pursuit of Excellence program is a rigorous, four-week training session administered by the Chicago Urban League and the Atlanta Workforce Development Office, respectively. The Pursuit of Excellence Institute is designed to provide hands-on job training and mentoring for adult males who are either underemployed or seeking employment while showing great courage in the face of poverty and challenge as they pursue their paths to personal excellence.

“Seagram’s has long been at the forefront of innovative initiatives and activities designed to celebrate and support the communities in which we do business,” says Bill, Vice President, Multicultural Marketing for Pernod Ricard USA, parent company of Seagram’s. “It is only natural that we extend our cause-related platform simultaneously to include this new program that both celebrates African-American men and recognizes the efforts of such phenomenal organizations as the Chicago Urban League and Atlanta’s Workforce Development Office.”

The program will pair participants with successful and inspiring individuals for one-on-one mentoring and guidance. In addition to completing weekly take-home assignments, participants will attend multiple training sessions. They will receive computer training, attend interview skill workshops, participate in self-esteem-building exercises and technical training classes, while gaining insights on dress-for-success and financial empowerment strategies.

Each participant will receive a $500 stipend, a briefcase with weekly lesson plans and supplies, as well as a suit of clothing. One outstanding participant from each city will receive a $2,500 fellowship and career-focused wardrobe.

The program will culminate with special graduation receptions in each city in early spring.

“Nationwide, African American unemployment is at a record high 9%, according to the U.S. Department of Labor.

The Seagram’s Gin Pursuit of Excellence program will undoubtedly shine a much-needed spotlight on the issue and set the stage for others in the private sector to follow suit.

Seagram’s Gin Program Pursuit of ExcellenceCelebrating African-American male achievement


AIG American Airlines Bank of America Cardinal Health

Citibank CIC Research

Cost Plus World Markets Cox Communications

Cubic Corporation Curtis Moring Insurance Agency, Inc.

Enterprise Rent-A-Car Federal Bureau of Investigations

Genentech Inc.Hawthorne Machinery

Keith Goosby Inspirations & Motivations Kaiser Permanente

Kyocera Lockheed-Martin, Maritime Systems & Sensors

Loews Coronado Bay Resort & SPA Manpower of San Diego

National University Neighborhood National Bank

NorLab Business Solutions North Island Financial Credit Union

San Diego Padres Qualcomm

Science Application International Corp. (SAIC) Scripps Research Institute

SDSU Research Foundation San Diego Business Journal

San Diego Gas & Eletric San Diego Monitor News San Diego National Bank

San Diego County Sheriff’s Department SeaWorld San Diego

Sempra Utilities Solar Turbines

Sony Corporation Southern California Edison Starbucks Coffee Company

Sycuan Casino The Hartford

The San Diego Union Tribune The Pacific Institute

Timmis J MooreUCSD

Union Bank of CaliforniaUnion Tribune

United Way of San DiegoUPS

Viejas Casino Wal-Mart Stores, Inc.

Wells Fargo Bank Washington Mutual Bank

The employers below have made an extra commitment to hiring diverse job seekers by investing in The Urban League of San Diego County. You can learn

more about them by visiting: www.ulsdcjobs.net

for additional details on becoming a Diversity Works! Employer Partner,

please turn to page 18 for more infor-mation and company profiles.

Join today and help us reap the benefits of a strong workforce.

Call 619-266-6244 or email us at

[email protected]

that have a U.S. or Alberta, Canada, disclosure document, and only those whose information Entrepreneur verified from the disclosure documents, are eligible to be ranked-giving us the top 500 franchises. Search by keyword or state/region or browse by business category.

THE INC. 500 The top 500 “small businesses” according to Inc. Magazine. Also includes a benchmarking form so you can see how your business ranks against these. The current list is available online, along with a searchable database of all Inc 500 winners for the past 8 or 10 years. The new list is issued each November.

NASDAQ 100 See online FlashQuotes for their top 100 trading stocks, which may give indicators to a top performing company to take note of. Note that this list is presented in alphabetical order, not by ranking.

PoSt 200 from the Washington Post The Post 200 starts with a list of the 125 largest public companies with headquarters in Washington and its suburbs. Completing the 200 are the 20 largest financial institutions with headquarters in the region, the 15 largest private companies with headquarters in the area and the 20 largest public companies in Maryland and Virginia, respectively, with headquarters outside the Washington area. The list is issued annually in April, and past rankings are also available so you can track a company’s progress (or decline...or disappearance).

TOP 100 U.S. FOUNDATIONS The Top 100 U.S. grant making foundations ranked by value of assets, based on current data in the Foundation Center’s database. There are other ranking lists available accessible from the home page, including top corporate grant makers and largest community foundations. Updated as new audited financial information becomes available.

Business & Employer

Rankings Diversity Works!

Employer PartnersWhen job hunting, target the best employers and the top companies according to these invalu-able online surveys. Of course, this couldn’t pos-sibly be a comprehensive list of every survey out there. Always keep an eye out for other updated lists from up and coming sources and specialty business magazines.

the main lists

The Fortune 500 from Fortune Magazine is the venerable leader of all such lists and a must for all serious job seekers. Go online and browse the list by company, CEO, or industry. The list is issued each year in April. Under the main 500 you’ll find mini-listings for the best employers, the diversity leaders, and a list entitled Women CEOs.

FORTUNE’S Global 500 A ranking of the largest companies in the world, browse the online list by company name, CEO, or industry.

Forbes requires readers to register to read some articles on their web site. It’s free, fast, you don’t have to give them your name, and you only get their e-newsletters if you decide to check the boxes (the default is you don’t get any newsletters when no boxes are checked).

Go online to see a variety of lists which updates each year. For employer rankings compiled according to size of company filters, this includes:

200 Best Small Companies400 Best Big CompaniesForbes’ 500s Forbes International 500 Global 2000 Largest Private Companies.

other ListsBRANHAM GROUP’ Branham 300 Each year, the Branham Group ranks the top 300 Canadian Information Technology (IT) companies. The rankings are divided into 8 categories, including the 100 Top Software Companies, 100 Top IT Professional Services, 25 Top IT Multinationals in Canada, 25 up and Coming Technology Firms, 20 Top Wireless Technology Companies, 10 Top Internet Service Providers, 10 Top Application Service Providers, and 10 Top Telecom Wireless Service Providers. Click on the company’s name for very short profile. Neat feature – they watch these companies during the year and update the list as needed.

You’ll find the annual ranking of the best franchising opportunities in the world. They do an extensive background check on these too. “Only franchise companies that submitted full Uniform Franchise Offering Circulars (UFOCs) disclosure documents were eligible to receive a listing in the magazine. In addition, only those companies

FORTUNE

FORBES

THE FORBES’ Lists

ENTREPRENEUR.COM’S Franchise 500


Today’s young professionals are in a difficult financial position.

Often squeezed between supporting aging parents and young children of their own, the under 40 crowd is often referred to as The Sandwich Generation. However, we prefer to use a more descriptive, more encompassing definition which in-cludes the issues of retirement plan-ning, career guidance, educational goals, and issues at home. We lov-ingly call this unique category, the Degree Rich, Money Poor group.

Who Are They? Sandwich Gen-eration. Debt Generation. Baby Boom Echo. Generation X/Y. The media uses many names to describe this emerging group, but until now, no label had fully described this growing population of young pro-fessionals who continue to yearn for financial direction.

Interestingly, the Degree Rich, Money Poor are a college-educat-ed, tech-savvy, autonomous group which carries an attitude of “I could do everything for myself, but I’m willing to pay someone for ser-vices that save me time, energy, and especially frustration.”

Whether living at home with mom and dad, or out in the “real world” struggling with student loan repayment, credit repair, mar-riage, mortgages, and children, this under-40 group wants to maintain full control while minimizing any inconveniences. Moreover, they are smart enough to realize that they don’t know everything, particularly about issues of personal finance.

Generation 2.0

The Degree Rich, Money Poor are master outsourcers, willing to delegate tedious, menial activities

associated with financial matters. As qualified professionals, we are usually brought in to serve as co-pilots: setting the course, reading the maps, and keeping the client on track. But make no mistake, the Degree Rich, Money Poor want to steer, and they keep their hands and feet firmly on the wheel and pedals at all times.

In order to accomplish this, the Degree Rich, Money Poor embrace and exploit the productivity re-wards of technology. For example, young professionals in California show no hesitation when hiring our Georgia-based firm to serve as their “virtual financial planners” who will meet with them via remote desktop sharing and web conferenc-ing tools. In fact, we have count-less remote clients throughout the country with whom we “share” Microsoft Word documents and PowerPoint presentations via the in-ternet during our advising sessions. Just Give it to Me straiGht

The under-40 professional is also starving for honest, ethical, profes-sional financial advice. Most De-gree Rich, Money Poor—like their parents—are either unaware of, or simply don’t have the necessary resources to employ the basic prin-ciples of personal finance:

Spend less than you earn•Make the money you have •work for youPrepare for the unexpected; •save a little

Find a CoMpetent planner

A great deal of our time is spent ed-ucating every client before we really get into the nuts & bolts of their fi-nancial situations. In fact, we often setup a meeting in the beginning of the engagement just to teach our clients about credit repair, insur-ance, and other urgent issues. Not surprisingly, the Degree Rich, Money Poor soak up honest, professional advice like an unused sponge. Qualified, competent financial planners are plentiful and can be found through websites of industry leading organizations such as the Financial Planning Association, the National Association of Personal Financial Advisors, and the Gar-rett Planning Network. We also encourage consumers to work with advisors who have invested the time and energy to seek higher creden-tials. In our opinion, the Certified Financial Planner professional is at the top of the heap. Also, young professionals will do well to find an advisor who operates an hourly, fee-only practice.

Degree Rich, Money Poorby Justin S. Parr

You probably have a few barriers that are standing in your way

and preventing you from daring yourself to new levels of greatness. Barriers, though they are imaginary obstacles, seem very real at the moment you experience them.

What you must realize is that whenever you find yourself resisting anything during the dream job process, know that it is fear talking. When you begin to understand why you’re having difficulty moving forward in the process, you can identify the fear and be ready to move on with confidence and embrace your greatness.

Identify your barriers and then you can begin to come up with a plan so that you can take action and let the momentum you create help carry you towards the life you want and deserve.

1. Time

We must take time for ourselves, but it’s difficult to commit time, especially when you are working a full-time job. We’re taught to put others needs and wants before our own and often wind up tired, overscheduled and with no energy for ourselves. Make time for yourself and escape the busy life syndrome for awhile.

2. Fear of change & success

Many people enjoy the status quo and don’t want to make a change to become more successful. Though

they state that they do indeed want success, they choose to stay in their comfort zone. Success is the unknown and the unknown is often feared. Increased success means change and an increased level of responsibility. It takes courage and risk for most of us to take the leap and find new and fulfilling employment.

After we’ve achieved success, we must maintain that success and that takes effort. We must live with a new reality, a new view of ourselves and a new way of relating to the world. It is so much easier to daydream about “someday” than it is to actually take the steps to make “someday” a reality and live it on a day to day basis. That requires work and commitment and many of us find it easier to live in the daydream of “what if” than to make it a “what is” reality.

3. Fear of failure

The most common fear of them all. We fear so many things about failure. We fear making a fool out of ourselves, we fear losing our security, we fear stepping backwards instead of forward, we fear making the wrong decision, we fear not being able to live up to standards (whether they are ours or society’s), we fear being labeled a failure or a loser. There can be so much fear that it is often paralyzing. We have no idea where to begin to deal with all the fears that we just stay where we are.

4. Isolation & lack of support

Isolation is a dream job killer. We all need support to land the job of our dreams. Daring ourselves and moving forward are often facilitated when we have a great support system. When we find ourselves trying to go it alone, it’s more likely that we’ll have setbacks and just stay where we are. In many cases, understanding who you are and what you enjoy doing is enhanced with the help of others. If we don’t have support, it’s often too overwhelming and easier to just play it safe and stay at our current level of mediocrity.

5. Shoulds from family & society

Throughout our lives, we hear many messages about how we should act. We become conditioned and socialized to act in acceptable ways that may not always be in our best interests. We often live a life doing what others tell us we should. We’re told/taught “Don’t rock the boat,” “Fit in, be like everyone else”, “This is how it’s done” and more.

Being like everyone else may not be where our greatness lies and we wind up not even knowing what we want in a dream job. We fear rejection so much that we often play small just to fit in. We take our place as one of the mindless worker ants, trudging through the same routines, complaining about the same problems and realizing the same small results. We must move from our shoulds to our genuine wants or desires.

6. Financial obligations and fear of poverty

Financial obligations such as mortgages, credit card bills, college savings for children and more can restrain us. If your survival depends on your income alone, this is a fear you may experience when facing dramatic changes in your life. Recognize that you have control over the changes you wish to bring about and can do so gradually while maintaining a secure income from a familiar source. You can ease into the life you want one step at a time and reduce the threat of poverty.

7. Comparing & despairing

There will always be someone who is “better”. Someone who has more, lives better, is more fulfilled, etc. Comparison is a losing game. It lets

Top barriers limiting you from dream job?by Joel Garfinkle


us run round in endless circles and provides many excuses for not doing anything more – “I’ll never be as good an actor as Meryl Streep so why should I even go on any auditions?”, “I’ll never be able to get a recording contract like Garth Brooks so why should I work on my singing career?” The fact that acting is your passion or singing speaks to your soul gets lost somehow.

8. Self-doubt

We see ourselves as less than who we really are and feel we are unworthy to receive all that we deserve. Our own fears, limitations and mental criticisms alienate us from our goal. Self-doubt is one of the biggest obstacles to achieving our dreams. We often ignore ourselves in favor of others. We value their opinions too highly and our own too little.

The only real approval that matters is that which comes from inside ourselves. We’re the only people who know what we truly need and want. This makes us our own best judge of whether or not what we’re doing is right and good for us. We must shift from self-doubt to belief. If we tap into our true gifts and unleash our essence, we come from a place of strength. It is possible to be all we can during the dream job process.

9. Not knowing what you would love to do

Most people don’t know what they want or what they enjoy doing. They don’t know what they value or believe in. They aren’t sure where they are going and how to get there. This frustration of not knowing freezes

Walgreens Take Care Health Tour launched its annual tour to provide more than $35 million dollars in free health screenings and services. The expanded 2008 program features ten customized traveling education and health-screening vehicles, compared to the four vehicle tour in 2007. This is the tour’s fourth year of crossing the country.

The Walgreens tour is on a 300-city, 12 month nationwide health screening tour. The program will travel more than 240,000 miles to offer six free screenings, including total cholesterol levels, blood pressure, bone density, glucose levels, waist circumference and body mass index. The services are worth more than $115 in value and no appointment is necessary.

“Walgreens is dedicated to improving lives, and this tour will provide better health in communities across the country, particularly in areas most in need of affordable health care,” said Walgreens President Gregory D. Wasson.

“This is an exciting year for the tour because we’re expanding our commitment to keeping people well and in control of their health. With the Take Care Health Tour, people across the country will have the opportunity to receive these important,

life-saving screenings no matter what their income level. You can’t put a price on wellness, so ‘free’ sounded pretty good to us.”

The tour aims to bring free screening services and better health awareness to local communities throughout the United States and Puerto Rico. Many diseases can be detected through screenings long before any symptoms are noticed, making awareness the key to remaining healthy.

This year, the tour plans to provide 1.5 million screenings, valued at more than $35 million. After receiving results, visitors are encouraged to see their doctor regarding any particular concerns.

Participating sponsors of the Walgreens tour include Eli Lilly and Company, LifeScan, Inc. (OneTouch), Johnson & Johnson (Tylenol, Pepcid, St. Joseph, Benadryl), GlaxoSmithKline (Nicorette and Alli) and Procter & Gamble (Actonel).

For Walgreen’s tour dates and information about San Diego call the toll free number, 866-484-8687 and also visit the tour web site, www.Walgreens.com/takecare.

Walgreen is the nation’s largest drugstore chain with 6,237 stores across the country.

Walgreens provides free screenings on health tour12 month campaign visits 300 cities, including a stopover in San Diego

people from taking the risk and having the courage to find out what they would love to do in life.

10. Fear of making the wrong decision

Each decision you make will lead you down a unique path with challenges and opportunities of its own. You may have several options you would like to try and worry that only one will be the right one and spend endless time trying to decide which is the best.

Thinking a situation through in a thorough manner is a good thing. We weigh pros and cons and find the best way to achieve our goals. However, analyzing can be used to avoid action. We can make endless lists, but if items never get checked off the list, what good is it? It’s easy to get lost in the details and never get around to doing anything because you’re too busy planning for every possible contingency.

Life is not so easily split into right or wrong, black or white. It is made up of many shades of gray. Don’t allow analysis to become an excuse for inaction.

Helen Keller said, “The marvelous richness of human experience would lose something of rewarding joy if there were no limitations to overcome. The hilltop hour would not be half so wonderful if there were no dark valleys to traverse.”

Author Joel Garfinkle provides a step-by-step Dream Job process that has guided thousands of clients to find the perfect job and reach career fulfillment. For Career Coaching Services, visit Dream Job Coaching.com


Even Dr. Sharon Youmans sometimes has trouble under-

standing medical text. “I read some things and think, ‘I don’t get this,’ and I consider myself well edu-cated,” says Youmans, an associate professor of clinical pharmacy at the University of California, San Francisco. “I still can not imagine how it is for someone with low health literacy.”

Through research, Youmans is trying to better understand what pharmacists must do to help patients with low health literacy take medicines correctly. She passes this knowledge on to her students. She teaches them that the answer lies in open communication—both spoken and written—and under-standing of the culture.

An important part of Youmans’ lesson plan is role playing. One stu-dent plays the pharmacist and one plays the patient. She tells students to listen without judgment. She has them encourage the “patients” to ask questions. Youmans recalls one role-play session in which she

asked the “pharmacists” to create a medication reminder calendar for their “patients.” One student became upset because he didn’t know where to begin. Youmans suggested he ask the “patient” what she wanted. “Pharmacists often have action plans for patients. But we need to ask them ‘What works for you?’” says Youmans. “Other-wise, the patient may just say he or she understands. But in reality, he or she may be unable to carry out the correct instructions or sugges-tions at home.”

These important lessons get students ready to take part in the school’s Medicare Part D outreach program. This is where students work one-on-one with seniors to choose the most cost-effective prescription drug plan. “It’s a great opportunity for students to practice their communication skills,” says Youmans. “Until they do that, they can’t fully understand how important it is to break down the medical jargon when working with low literacy patients.”

When she’s not in the classroom, Youmans is working on studies that look at how pharmacists can improve patient relationships and communication. “Being able to take medication the right way is key,” says Youmans. “Many people think that just because they’re taking the

pills, they’re doing the right thing. But if they’re not taking them properly, it can mean the differ-ence between a treatment working or not working, or between having side effects or not. “This is why it’s so important that we continue to develop training for pharmacists

to improve their communication with patients. We can have the best technology and the best medica-tion. The information required for people to take medications properly must be given in a way that patients understand it best. Anything less is simply unacceptable.”

Thanks to HealthPowerFor-Minorities.org, better health

literacy is only a click away. “The goal of our web site is to be the most trusted source for minority and multicultural health informa-tion,” says Dr. Norma Goodwin, founder, president and CEO of Health Power for Minorities, LLC.

The company creates culturally appropriate health materials and programs. The web site is one of its major projects. “We created the web site because we saw a real need for it,” Goodwin says. “The internet is a major source of health informa-tion for many Americans, but there isn’t a lot of information on it that has been adapted particularly for multicultural populations.”

Goodwin knew that if health information on the internet did not become more culturally relevant, health disparities would widen. People who knew how to use the

major health web sites would increase their health knowledge. People who did not use the internet for health information would fall behind. “We knew we had to make our information and messages user friendly, and keep them short and simple. The goal for us in the health field is to take no more than five minutes to give good, easy-to-understand basic health informa-tion,” Goodwin says. “Discussion, of course, must follow.”

Goodwin thought about health literacy when developing all areas of the web site. Instead of calling one section a “Glossary,” she called it “What it Means.” She made all pag-es printer friendly. This way, people could print them and talk about the information with their doctors. She made the design exciting. She in-cluded soul food recipes and added different information for different cultural groups. “The goal is to pro-

vide health information that causes change,” she says. “People can’t plan to act until they understand. People can’t understand until they have information.” The problem is not only health literacy. Goodwin says many people are not comfortable using computers and the Internet. “We need to be interesting enough to attract people to the site. That’s why we’re working with faith-based groups and community groups. We

teach them about our site. We’re also trying to get employers to see how important it is to have comput-ers in break rooms,” says Goodwin.

Goodwin’s methods are work-ing. Today, HealthPowerFor-Minorities.org is listed in the top five Google sites for both health information for minorities and mul-ticultural populations. It gets more than 2 million hits per year. Many large national health organizations

also use the web site as a resource for their patients.

“Our tagline is ‘Knowledge + Action = Power.’ And I truly believe that,” she says. “We are empowering people to take action. And there’s nothing more satisfying than that.”

health illiteracy?

HealthPowerforMinorities.com

Excerpts from Aetna’s 2008 African-American History Calendar

Dr. Shanon Youmans

Dr. Norma Goodwin


Directory Diversity Works! Employer Partners

COX COMMunICAtIOnS Diversity is a critical part of our culture, values and business operations. Here, diversity starts with understanding, valuing and represent-ing the varied needs, gifts and priorities of employees, customers, communities and suppliers. This diversity of people, products and partners naturally stimulates a diver-sity of perspectives, which helps create an enviable company culture and enhance the growth and vitality of all Cox stakeholders.

http://www.cox.com/CoxCareer/

BAnk OF AMErICA “Our commit-ment to diversity is a commitment to indi-viduals and to the team. It’s about creating an environment in which all associates can fulfill their potential without artificial barri-ers, and in which the team is made stronger by the diverse backgrounds, experiences and perspectives of individuals. It’s about giving all of us — individually and together — the best possible chance to succeed.” - Kenneth D. Lewis, Chairman and Chief Executive Officer, Bank of America.

We are proud of Bank of America’s legacy as a leader in corporate diversity and in equal employment opportunity. At Bank of America, we work to foster an inclusive corporate culture and an environment free of discrimination or harassment.

http://www.bankofamerica.com/careers/

CArDInAl HEAltH is the world´s leading contract manufacturer of health and nutrition products. We offer a wide range of products and services at multiple facilities with standardized procedures and processes. Our in-ternational presence allows easy access anywhere in the world for your convenience - Americas, Europe and Asia/Pacific.

Cardinal Health offers customers practi-cal solutions to address the most critical issues affecting health care: cost, time-to-market, talent shortage and medication safety. We define diversity as openness and appreciation for ideas that are different from one’s own. We see it as a business imperative.

Cardinal Health is committed to a work-force that is free of discrimination. We respect differences in culture, ethnicity, gender, sexual orientation, and race. We are committed to equal opportunity. To learn more about Cardinal Health,

Visit us at: www.cardilan.com

CItIGrOup values a work environment where diversity is embraced, where people are promoted on their merits, and where people treat each other with mutual respect and dignity. Around the world, we are committed to being a company where the best people want to work; where opportuni-ties to develop are widely available; where innovation and an entrepreneurial spirit are valued; and where a healthy work/life bal-ance is encouraged.

www.citigroup.com

WOrlD MArkEt Join our growing retail company. We value the talents each employee brings to Cost Plus World Market, and highly encourage internal growth opportunities within the organization. We offer a world of benefits to our employees including: Medical/Dental/Vision, a generous Employee Discount, 401k with matching program, Paid Holidays, Sick Pay and Vacation & many others. Cost Plus World Market is an equal opportunity employer.

www.worldmarkets.com

CuBIC A tradition of innovation continues into the 21st century as Cubic’s cutting-edge research and development holds promise for customers worldwide. Today, the company’s two major segments - the Defense Group and the Transportation Systems Group - have become world leaders in their respective industries with leading edge technologies.

Since its founding in 1951, Cubic has helped make a difference in the San Diego community by supporting a wide range of nonprofit organi-zations whose issues and values are aligned with corporate interests and employee values.

www.cubic.com

EntErprISE rEnt A CAr, an $8 billion international transportation leader, is the largest rental car company in the U.S. in fleet size and locations. A candidate can expect to start as a Sales Management Trainee learning all of the facets of how to run our business, includ-ing management, customer service, administra-tion, and sales/marketing. The combination of our 100% promotion from within policy and the upcoming expansions in the San Diego area has created dynamic opportunities for growth. Upon successful completion of the Management Trainee Program, candidates have the opportu-nity to grow into management positions within their first year with the company. If you are in-terested in career opportunities with Enterprise, apply online at www.enterprise.com.

Dee Dee Andrews, regional recruiter. http://www.erac.com/recruit/

FEDErAl BurEAu OF InVEStIGAtIOnS Like no other career choice you’ve explored. It’s challenging. Compelling. Important. Whatever your background or expertise, you will find an FBI future exceptionally rewarding. The work you perform will have a daily impact on the na-tion’s security and the quality-of-life for all citi-zens. Our mission is to uphold the law through the investigation of violations of federal criminal law; to protect the United States from foreign intelligence activities; to provide leadership and law enforcement assistance to federal, state, local and international agencies; to provide the execu-tive branch with information relating to national security. Join as a Special Agent or in a support role as a Computer Specialist, Crime Scene Spe-cialist, Linguist, Fingerprint Expert, Intelligence Research Specialist, Laboratory Tech, Accounting Professional, Laborer, Secretary, etc. www.fbijobs.com

GEnEntECH Considered the founder of the biotechnology industry, Genentech has been delivering the promise of biotechnology for 30 years, using human genetic information to dis-cover, develop, commercialize and manufacture biotherapeutics that address significant unmet medical needs. Today, Genentech is among the world’s leading biotech companies, with multiple products on the market for serious or life-threatening medical conditions and over 40 projects in the pipeline. With its strength in all areas of the drug development process — from research and development to manufacturing and commercialization — Genentech continues to transform innovative science into breakthrough therapies for patients.

Genentech’s commitment to diversity is a commitment to providing an environment where each individual is respected, honored and sup-ported, and is rewarded on the basis of personal achievement and contribution. (760) 231-2440

directly at: www.gene.com/careers/

HAWtHOrnE MACHInEry CO. has been the exclusive Caterpillar dealer serving San Diego County since 1956. The company’s territory also includes Northern Baja California, the Hawaiian Islands, Tonga, Samoa, Guam and Saipan. Hawthorne Machinery Co. offers a com-plete line of new and used Caterpillar® and other quality brand equipment, service contracts, field service, repairs, custom fabrication, CAT factory authorized engine service and rebuilding, and the most modern service and testing facilities. We currently have 23 positions available.

Visit: www.hawthorn.cat.com for details.

AMErICAn AIrlInES and American Eagle carriers serve almost 250 cities all over the globe with more than 3,600 flights per day. Earning our title as the largest airline in the United States and the largest regional air carrier in the world has resulted in a history rich in achievement. With a combined fleet of over 850 aircraft, the best employees in the world, the oldest and largest frequent flyer program - AAdvantage®, and The TurnAround plan, we will achieve our objective of being the world’s leading airline.

http://www.aacareers.com

AIG, the largest of United States under-writers for commercial and industrial insur-ance and the most extensive international property-casualty network, including per-sonal lines and mortgage guaranty insur-ance. Life insurance and retirement services and the most extensive global network of any life insurer, AIG is the most profitable U.S. life insurance organization. and a retirement services franchise that includes leadership positions in the U.S. fixed and variable annuity markets and a growing international network.

http://www.aig.com/gateway/home

recipient of the urban league’s 2008 president’s Award For Diversity


For information on becoming a Diversity Works! Employer PartnerCall (619) 266-6244 or email [email protected]

kyOCErA WIrElESS COrp We value exploration, innovation and achieve-ment in our employees. We take pride in our diverse work force and provide an internal climate that encourages a global approach to business. By matching the most talented individuals with the resources they need to succeed, we’ve created an environ-ment that promotes change, growth and creativity. Competitive compensation and benefits teamed with exceptional training are available to those with the skills and motivation to make a difference.

www.kyocera.com/kai

IBM Think core values. Look for a company that believes workforce diversity is a major contributor to success. IBM has been the leader in corporate workforce diversity since its found-ing. Did you know that we employ specialists dedicated to recruiting women, minorities and people with disabilities? Visit us and learn more at:

http://www-03.ibm.com/employment/

IntEGrItS COrpOrAtIOn is a progressive Information Technology (IT) services firm based in San Diego, California. We provide high-technology products and services to the commercial and defense markets. Come JOIN & GROW with us! Integrits Corporation is a leader in state-of-the-art Navy C4I, Command & Control and Weapon Systems Integration. We have many challenging and rewarding opportuni-ties available to those individuals that strive to succeed and excel. We are currently offering the following job opportunities:

C41 Test Engineers & Analysts TADIL Communications Engineers Information Assurance Project Leads IT Business Consultants IT Infrastructure Analysts IT Administrators & Analysts

Visit our website at: www.integrits.com

lOCkHEED MArtIn is a corporation of 125,000 employees engaged in some of the most important projects in the U.S. and around the world. We live and work as good citizens in communities where employees take special pride in volunteering to serve for the betterment of all. As such, the Lockheed Martin team is naturally diverse—encompassing people of all shapes, colors, perspectives, ages, religions and nationalities.

We have varied backgrounds, opinions, lifestyles and talents, and we see the world in many different ways based on our uniqueness as individuals. Though different, we share one thing in common. We are linked in some way to the same enterprise. Collectively, we contribute to missions of profound significance to the security and advancement of the world. We create products and solutions that improve communities, save lives and protect principles like liberty and tolerance that we hold so dear.

www.lockheedmartin.com

MAnpOWEr We understand that a sound diversity program is a critical component of our values and our success. In order to realize our vision of being the best worldwide provider of higher-value staffing services and the centre for quality employment opportunities, we must continuously dare to innovate and be pioneers. That means reflecting the diversity in our markets and in our communities. www.manpowerprofessional.com/sandiego/

nAtIOnAl unIVErSIty Committed to maintaining a high quality, diverse work force representative of the populations we serve. It is our policy to provide equal employment opportunities for all applicants and employees. The University does not unlawfully discriminate on the basis of race, color, religion, sex (including pregnancy, childbirth, or related medical conditions), national origin, ancestry, age, physical disability, mental disability, medical condition, family care status, veteran status, marital status, sexual orientation, or any other basis protected by state or federal laws.

http://www.nu.edu/

tHE pADrES believe that all persons are entitled to equal employment opportunity and the Club does not discriminate against quali-fied employees or applicants because of race, color, religion, sex, pregnancy, national origin, ancestry, citizenship, military status, age, marital status, sexual orientation, gender identification, physical disability, mental disability, medical condition, or any other characteristic protected by federal, state or local law. Equal employment opportunity will be extended to all persons in all aspects of the employer-employee relationship, including recruitment, hiring, upgrading, train-ing, promotion, transfer, discipline, layoff, recall, and termination. www.padres.com

QuAlCOMM Innovations reflect the smart and creative individuals and teams that have made us the leader in our industry. Many of those innovations turn into patents—over 3,000 issued or pending. We’re looking for thinkers with the desire and initiative to make an impact on our company and the wireless evolution. We thrive on ideas and perspective evident in a diverse and multinational workforce. Diversity plays an integral role in our global viewpoint and provides an atmosphere that fosters the kind of free-flow of ideas that has made us a technology leader. By communicating with people from di-verse backgrounds and groups all over the world, we engage in a dialogue that drives the wireless communication’s industry. We currently have over 890 positions available globally of which 641 are available in San Diego.

Apply directly at: https://jobs.qualcomm.com/

SAIC For 37 years, Science Applications International Corporation (SAIC), the nation’s largest employee owned engineering and research company, has worked on solving some of the most complex technical problems facing our nation and the world – challenges in national and homeland security, energy, the environment, space, telecommunications, health care, and logistics. Our continuous growth and our success, providing world-class systems integration, information technology and eSolutions to customers, worldwide, is a credit to our staff. And we help our employees stay the best and the brightest with highly praised training, education, and professional development programs. Apply at www.saic.com/career/find.html

nEIGHBOrHOOlD nAtIOnAl BAnk Our philosophy is to provide a work-ing environment where employees can expand professionally and be rewarded for achievement. National Bank is a full-service bank and a cata-lyst for economic development in under served communities.

www.neighborhoodnationalbank.com

kAISEr pErMAnEntE, where we value the rich diversity of our organization and aspire always to demonstrate respect for the uniqueness of each individual. We encourage each contribution to the establishment of an open, inclusive environment that supports and empowers our employees. www.kaiserpermanentejobs.org/

lOEWS HOtElS It’s a world of places, people and services that make us truly unique. Loews Hotels is a collection of unique, one of a kind hotels with distinct personalities. Each is high in quality, fun, and is unpretentious, a great value and con-sistently delivers warm friendly service. As a company we care about our guests, our community and our employees. We want to be a “home away from home” by catering to discerning business and leisure travelers and host to the most important business, political and industry association events. Contact us: Loews Hotels, 667 Madison Ave., New York, NY 10021 (212) 521.2000

http://www.loewshotels.com/

recipient of the urban league’s 2008 president’s Award For Diversity


For over 50 years, The urban League of San Diego County (ULSDC) has assisted many of its citizens in preparing for and finding meaningful employment. For most of that time, you, our area employer, has assisted us along the way. And now more than ever, your cooperation is needed to help us meet our mission.

That’s why we’re asking you to become a Diversity Works! partner (DWP).

According to research by the Hudson Institute, a nationally recognized social

Diversity Work’s Employer Part-ners are also Social Venture Partners (SVP). As it applies here, SVP’s are employers/profes-sionals looking for a way to invest their time,

trends think tank, within the next 10 to 15 years, changing demographics, technological advances, and economic globalization will shape the workplace. The United States work force will continue to expand, although at a much slower rate. However, its composition will shift to a more balanced distribution by age, sex, race or ethnicity.

Keeping pace with these changing workplace dynamics -- while implementing the mandate of our mission to assist African-Americans and other under served to achieve social and economic equality

-- ULSDC has strategically positioned itself to better serve San Diego through our Diversity Works! Initiative.

Through Diversity Works! we help you

find, and if necessary, develop scarce and diverse human resources. For example, the online Diversity Job Bank (www.ulsdcjobs.net) has attracted over 1000 job seekers. And the students who attend our workshops undergo behavior modification training in

conjunction with our award-winning work readiness and diversity training, producing outstanding results.

This combination produces employees who are truly work ready. Consequently, as our employer

investor-partner, you will benefit not only from finding highly qualified job candidates in our job bank, but prospective employees who attend our workshops are also prepared attitudinally to enter the workplace.

We are asking you to invest just $1200 a

year. This is not a donation, but an invest-ment and a smart business move. It will provide you with unlimited posting/reviews at the Job Bank, mention in our Diversity Works! magazine, coverage as a featured employer on our web site, and discounts on upcoming career fairs.

To facilitate answering your questions, we conduct monthly luncheon seminars to explain the benefits of the DWP initiative here at The League’s corporate office at 720 Gateway Center Dr., San Diego, CA, 92102.

Please RSVP to Barbara Webb, Deputy Director, (619) 266-6232. Space is limited and for lunch, we need to hear from you.

Here’s to the continued success of our social venture partnership, which leads to the next subject...

“We’re asking you to become a Diversity Works! Partner (DWP)...as an investment and a smart business move.”

As one of over 57,000 employers in the region we’re counting on your support to help make Diversity Work! here in San Diego.

Membership as Diversity Works! Employer Partner brings social benefits...

F

Directory Diversity Works! Employer Partners

SOutHErn CAlIFOrnIA EDISOn As a global corporation, Edison International makes every effort to ensure that our suppliers and work force reflect our multicultural marketplace. As a community partner, Edison International works closely with low-income, minority, and women’s groups to advance their employment opportunities, educational needs, and economic development. Edison International’s commitment to diversity and equal opportunity is evident throughout the organization. Minority and female repre-sentatives currently comprise 25% of Edison International’s Board of Directors.Edison Inter-national’s largest operating company, Southern California Edison, promotes equal opportu-nity and diversity with leadership programs, diversity recruiting, and supplier diversity goals. The result of these efforts is evident in SCE’s ranking, for the sixth consecutive year.

www.edisonjobs.com

tHE SCrIppS rESEArCH InStItutE is one of the largest, private, non-profit research organizations in the U.S. It has attained recognition as a center of excellence in a highly focused branch of research, the nexus of the structure of biological molecules and their cellular functions with chemical synthesis. www.scripps.edu

SDSu FOunDAtIOn has been orga-nized to function as a self-contained private corporation, separate from the University, yet integrated into the goals and programs of San Diego State University (the Univer-sity) and responsible for the accomplish-ment of certain University objectives. SDSU Foundation is responsible for many activities that require financial support not provided by the State. These activities occur in all three areas of University life includ-ing: instruction, research and community service. www.foundation.sdsu.edu

SOlAr turBInES is a world leading producer of mid-range industrial gas tur-bines for use in power generation, natural gas compression, and pumping systems. It provides full product support, equipment supply, financing, plus installation and op-eration and maintenance capability. http://esolar.cat.com/solar/

At Sony, we believe that diver-sity is key to our competitive advantage and we value the collective strengths of all our employees. We are proud to be an Equal Opportunity Employer (EOE), with an unwavering commitment to Affirmative Action (AA) for Minorities (M), Women (F), Individuals with Disabilities (D), and Veterans (V). www.sonyjobs.com

tHE SAn DIEGO SHErIFF’S DEpt is looking for the best and brightest individuals – those who have the aptitude and sense of commitment - those who want to help their community, and who want to make a difference. The San Diego Sheriff’s Department’s goal is to provide the highest level of professional public service to the wide range of ethnic and culturally diverse groups that make up San Diego. www.sdsheriff.net/jobs/

SAn DIEGO JOBS The ideal candidate for the San Diego Union Tribune has the following attributes: Punctual, Customer Service Oriented, Team Player, Can Do At-titude, Media related experience preferred, but not required Areas of focus: Custodial, Customer Service, Clerical/Data Entry, Sales Support, Account Managers, Pressroom Helpers, And More. We respect diversity and embrace inclusion.Cindy Nguyen, Sr. Recruiter www.signonsandiego.com

SAn DIEGO GAS & ElECtrIC Diversity is not only a corporate commitment to respect the differences among people, but also the recognition that those differences are a strength. Diversity is a source of power that has a positive effect on our customers and helps us to make the most of business opportunities. People are at the heart of Sempra Energy’s strategic di-versity policy: people committed to taking bold action to create a work environment where com-petence is recognized and celebrated, without respect to gender, race, age, sexual orientation, national origin, physical ability, religious beliefs, personal preferences or life experiences. www.sdge.com/careers or www.sempra.com/careers.htm

SAn DIEGO nAtIOnAl BAnk has often reflected the characteristics of a big family — quite extraordinary for a bank. But, it is not so extraordinary, considering the type of staff, management and board of directors that SDNB has attracted and enjoyed. Our success is a direct result of the type of customers our company serves. We have been very grateful for the support and loyalty our customers have brought us. www.sdnb.com

recipient of the urban league’s 2008 president’s Award

For Diversity


available to promote your company’s efforts via The League’s media channels17. Eligibility to compEtE for the President’s Award for Diversity and attendance at The League’s annual Equal Opportunity Awards dinner gala in the fall.18. participation at our monthly Employers Diversity Networking luncheons, usually featuring a 30 minute presentation by a diversity professional on diversity related topics of the day.19. national rEcognition for being proactive in diversity.20. accEss to ovEr 150,000 people of color via our Employment Network.21. socially connEct with communities of color and enhance your cultural competency and awareness.22. mEEt your company’s EEo require-ments for outreach and involvement (DOL-OFCCP).

For information on becoming a Diversity Works! Employer Partner Call (619) 266-6244 or email [email protected]

skills and resources in under served com-munities with the goal to achieve a specific positive outcome.

Our SVP’s work through The League to make a hands-on difference. As a Diversity Works! SVP you help to deliver programs and services and build the organizational capacity of the agency.

In turn, we are able to leverage your investment by offering needed services to constituents throughout the county in the areas of education, employment and housing.

Corporate membership with The Urban League of San Diego County for one year includes the following benefits:1. unlimitEd job posting and resume reviews in the Diversity Job Bank for one year (www.ulsdcjobs.net)2. FEaturEd EmployEr in the DW! Job Bank for the entire year.3. corporatE logo displayEd in special DW! Partners section on the website

4. your own wEb pagE on our site featur-ing your company’s profile and current jobs.5. livE links to othEr job boards such as monster.com or careerbuilder.com, which automatically pulls the jobs posted on these other job boards into your profile with us. No need to enter the same jobs in several places.6. FivE FEaturEd jobs each year in the Job Bank.7. listing in thE dw! Employer Partners directory in the magazine8. possiblE FEaturE articlEs in the DW! magazine about your company’s diversity outreach efforts.9. your company proFilE and job listings (5) in DW! Employment and Career guide, a monthly mailing to 300 affinity groups.10. FrEE booth at quartErly Mini-Career Fairs held at The League’s corporate office,

on a first come first served basis.11. discounts on booths at the annual Career Fair, and at Career Zones held in conjunction with other civic events such as the Heritage Day Parade which usually draws 10,000.

12. “hot job” noticEs sent out via our Employment Network email distribution system.13. dirEct markEting to the Urban Market via our DW! Employ-ment Guide and email

blasts.14. listing as an invEstor in the DW! Work Readiness Workshops class materials.15. dirEctly rEcruit graduatEs from workshops and receive invitations to graduation ceremonies.16. othEr promotion vEhiclEs may be

...while Social Venture Partners unite for diversity through League

“We treat our corporate members like investors.”

WEllS FArGO BAnk has understood the importance of both hiring and retaining a diverse workforce and serving a diverse community for more than 150 years. Our Diversity Mission: “Wells Fargo Team Members should expect to work in an environment where each person feels valued for individual traits, skills and talents, and has the opportunity to fulfill ambitions and contribute to the success of the company.” From senior managers to tellers, 62% of our Team Members are women, and 29% of our Team Members are minorities. While these numbers are positive, we are always working to increase our diversity. We’re focused on recruiting, training, and retaining the best and brightest people today to join our diverse workplace.

https://www.wellsfargo.com/employment/

tHE HArtFOrD We believe that the broad diversity of our workforce, customer base and the communities we serve provide a clear opportunity to create competitive advantage. We value and respect the unique characteristics, skills, and experiences that employees bring to the workplace. On a daily basis, diversity and inclusion is evi-dent at all levels in the company in the way we listen and respond to our customers, our community and each other. http://www.thehartford.com/

StArBuCkS, where diversity is a way of life. It is the core of our culture and a foun-dation for the way we conduct business. Our goal is to attract and retain a work-force that reflects the world, to develop policies and practices that fully utilize the human potential and to create hopes, fulfill dreams and build equity in our partners, neighborhoods and communities.

www.starbucks.com/jobs/

VIEJAS Offers employees an exciting environment with competitive wages and benefits including:

·Holidays Accrued vacation and sick leave ·Medical, dental, and chiropractic ·Discounted employee meals ·Retirement Plan (401k) ·Quarterly Incentive Plan

If you are offered employment with Viejas you will be required to complete an Em-ployment/Gaming License Application and pass a pre- employment drug and alcohol test and background screening.

SyCuAn is more than just a business enterprise. Sycuan is a community of people working together toward a common goal. Whether you work in our beautiful, state-of-the-art Casino or become a staff member in one of our other enterprises, you will be part of the Sycuan family. In addition to the Casino, Sycuan operates a Fire Department, Medical Clinic, Dental Clinic, Day Care Center, Tribal Police De-partment, Learning Center, and Kumeyaay Community College. We currently employ over 2,500 people in a variety of positions, including casino operations, food service, security, accounting, facilities, and land-scaping, just to name a few.

http://www.sycuan.com/sycuan_casino/human_resources.html

uS BAnk A commitment to a diverse employee Base. It is our goal to recruit, select and retain the most qualified employees who represent all segments of the communities we serve and support. We cultivate a highly talented workforce by valuing people for who they are and what they can contribute.

upS We are the world’s largest global transportation company, operating in more than 200 countries and territories and employing 370,000 people worldwide.The company’s commitment to its employees has been recognized by several notable publications including America’s Best Part-Time Job (Your Money magazine), America’s Best Companies for Minorities (FORTUNE magazine) and Best Company Benefits (MONEY magazine.)

https://ups.managehr.com/

unIOn BAnk OF CAlIFOrnIA is proud to play an integral role in the many diverse communities we serve. Our bankers have the language and cultural skills to help you with your personal and business banking needs every step of the way. We make a concerted effort to support these communities both as a financial institution and as a good neighbor.At Union Bank of California, our people are our greatest asset. Our employees come from many different backgrounds, bringing with them dif-ferent experiences and perspectives, which are the key to our success. We strive to build an em-ployee group that understands and reflects the diverse communities we serve through our 319 offices. Our efforts have been recognized by the U.S. Department of Labor, as well as Fortune Magazine, who, for two years in a row, ranked us among the top ten companies for diversity in the workplace. For more information about our company’s history, visit our website.

Visit: http://cce.uboc.com/ to learn more.


Affinity Group Partners

Affinity Groups Directory

The Affinity Group Partners below work closely with The League through the Employment Network by referring their constituents to our job bank.

Definition: An affinity group is a group of people who share interests, issues, and a common bond or background, and offer support for each other. These groups can be formed between friends, people from the same community, workplace or organization. We outreach to all affinity groups to deliver the word about our Diversity Works! programs and opportunities. Affinity Groups can represent a narrow or broad definition of a dimension of diversity: African-American, Asian, Indian, Hispanic, women, veterans, the disabled, the gay and lesbian communities, to name a few. In fact the list is endless. Become an Affinity Partner by joining today. We’ll add your group to our distinguished list of members.

NAtIoNAL SoCIEty ofBLACk ENGINEERS ALUMNI ExtENSIoN NSBE’s mission is to increase the number of culturally responsible African-American engineers who excel academically, succeed professionally and positively impact the community.

NAACP MEtRo NoRth CoUNty BRANCh The mission of the National Association for the Advancement of Colored People is to ensure the political, educational, social and economic equality of rights of all persons and to eliminate racial hatred and racial discrimination.

The 100 Black Men of San Diego An affiliate of the 100 Black Men of America,

this group improves the quality of life of San Diego city residents we serve. Our pro-grams enhance educational and economic opportunities for African-Americans, and African American youth in particular.

StUDENtS IN fREE ENtERPRISEThe Mission of SIFE is to provide college students the best opportunity to make a difference and develop leadership, team-work and communication skills through learning, practicing and teaching the principles of free enterprise. Visit: www.sdsife.com

WARM SPIRIt INDEPENDENt CoNSULtANtSWarm Spirit is a culturally diverse, self-care network marketing company, specializing in spa-quality, aromatherapy products and herbal remedies. Having surpassed $14 million in sales in 2005, Warm Spirit was recently voted “Emerging Company of the Year” by Black Enterprise. “The heart and soul of Warm Spirit is empowering people to care for themselves and to nurture their potential within.”

GREAtER SAN DIEGo BUSINESS DEVELoPMENt CoUNCIL Its mission is to expand business opportu-nities for minority business enterprises and create mutually beneficial links between corporate members and minority business enterprises. The ultimate outcome is to add economic value to the supply chain while increasing economic opportunities for the minority business community. Visit us at: www.gsdbdc.org

NAACP MEtRo SAN DIEGo BRANCh The mission of the National Association for the Advancement of Colored People is to ensure the political, educational, social and economic equality of rights of all persons and to eliminate racial hatred and racial discrimination.

GREAtER SAN DIEGo BLACkS IN GoVERNMENt SAN DIEGo ChAPtER The Greater San Diego Chapter of Blacks in government (BIg), as a 501(C)3, non-profit, civil rights organization, is dedicated to eliminating discrimination and racist acts in all forms, against ALL people, but especially African-Americans, in all govern-ment agencies; whether it is a city, county, state or federal government agencies.

United Front for Education

Advocates for quality, equality and parity for children’s education, providing resourc-es and support to families, students and teachers in the community.

BLACk BUSINESS ASSoCIAtIoNof SAN DIEGo CoUNtyThe vision of the BBASD is to be recog-nized as the preeminent small busines-sadvocate, help black-owned and other minority-owned businesses play an in-creasing role in the economy of San Diego County through networking, training and other resources. To learn more about

thE DIAMoND BUSINESS IMPRoVEMENt DIStRICt is an advocate group that works within a designated, City of San Diego sanctioned area to encourage business development. The DBID enhances business success through leadership, development and resources, with the primary objective of igniting potential through education. www.diamondbid.org

thE MULtI-CULtURAL CoNVENtIoN SERVICES NEtWoRkis a destination marketing company that promotes San Diego as a premier destina-tion. We match the needs of incoming conferences and event coordinators with local business. MCCSN finds the best venue, whether a hotel, conference center or unique location, at the best possible value. Principal Clara Carter is a native and has over 15 years experience in the hospital-ity industry.

1240 AMSoul of San DiegoThe neighborhood radio station that plays gospel, contemporary,

inspirational, traditional, quartets, old school and Caribbean gospel, is the latest musical offering from the San Diego’s black commu-nity. The station is located in East San Diego, at 6134 Benson Avenue, San Diego, California 92114, Office: (619)841-0180; Sales Office: (619) 527-1246; Fax: (619) 266-1408


For information on becoming a Diversity Works! Affinity Partner Call (619) 266-6244 or email [email protected]

100 Black Men of San Diego

African American Business Women of Vision

African American Chamber of Commerce

African American Writers & Artists, Inc. SD

Alpha Chi Omega

Alpha Delta Pi (University of San Diego)

Alpha Kappa Alpha Sorority

Alpha Phi

Alpha Phi Alpha Fraternity

Alpha Phi Gamma Sorority

Alpha Pi Sigma Sorority

Alpha Psi Rho Fraternity

Alpha Tau (San Diego City College)

American Indian Science and Engineering Society

Asian American Journalists Association

Asian Business Association of San Diego

Asian Pacific Islander Caucus (SDSU)

Association of African American Educators

Assn. of Hispanic Advertising Agencies

Assn of Latino Professionals in Finance and Accounting

Barrio Station

Beta Omega Phi Fraternity

Beta Theta Pi (University of San Diego)

Blackdiego.com

BlackPortal.com

Black Contractors Association (BCA)

Blacks in Government

Black Men United

Brothers Inc.

California Chicano News Media Association

California Council for the Humanities

Centro Cultural de la Raza

Chicano Federation

CNET-Community Network

Conference on Asian and Pacific Islander Leadership

Delta Sigma Psi Sorority

Delta Sigma Theta Sorority

Delta Tau Delta (University of San Diego)

Diversity Training University International

Earl B. Gillim Bar Association

Federal Asian Pacific American Council

Filipino American Lawyers of San Diego

Gamma Phi Beta

Gamma Phi Epsilon Fraternity

Gamma Zeta Alpha Fraternity

Hispanic Alliance for Career Enhancement (HACE)

Hispanic American Chamber of Commerce

Hispanic Association on Corporate Responsibility

HispanicBusiness.com

Hispanic Employee Council of Foreign Affairs Agencies

Hispanic Employment Program Managers Council

Hispanic Engineer National Achievement Awards

Hispanic National Bar Association

Jack & Jill Club of San Diego

Kappa Alpha Theta

Kappa Kappa Gamma

Lambda Chi Alpha

Lambda Sigma Gamma Sorority

Lambda Theta Alpha Sorority

Latino Builders Association

Latin Business Owners of America

League of United Latin American Citizens

Links Incorporated

Local Council for Latin American Advancement (LCLAA)

MANA

Million Man March Local Organizing Committee

Multicultural Convention Services Network

National Association for the Advancement of Colored People

(NAACP- San Diego)

National Association for the Advancement of Colored People

(NAACP- North County)

National Association of the Advancement of Hispanic People

(NAAHP)

National Society of Black Engineers -SDSU

National Society of Black Engineers

National Association of Black Journalists

National Association of Colleges Employers

National Association of Hispanic Journalists

National Association of Hispanic Nurses

National Association of Social Workers

National Black MBA Association

National Black Law Students Association

National Council of La Raza

National Council of Social Studies

National Organization for the Professional Development of

Black Chemists & Chemical Engineers (NOBCChe)

The National Organization of Black Law Enforcement Execu-

tives (NOBLE)

National Pan-Hellenic Council

National Sales Network (NSN)

National SER

National Society of Black Engineers (NSBE)

National Society of Hispanic MBAs

Native American Journalists Association

Native Indian Education Association

The New Leaders

Nu Alpha Kappa Fraternity

Omega Psi Phi Fraternity

Organization of Chinese American

Pan African Association of America

Pan Helenic Association of San Diego

Pan Asian Lawyers of San Diego (PALSD)

Pazzaz Inc.

Phi Beta Sigma Fraternity

Project Employment-Plus

RAYBEN (Raytheon Black Employees Net)

San Diego Association of Black Journalists

San Diego Black Nurses’ Association Inc.

San Diego Black Health Association

San Diego City Black Employees Assn.

San Diego Black Pages.com

San Diego Black Storytellers Assn.

Sigma Alpha Zeta Sorority

Sigma Gamma Rho Sorority

Sigma Lambda Beta Fraternity

Sigma Lambda Gamma Sorority

Sigma Phi Epsilon (University of San Diego)

Sigma Phi Omega Sorority

Sigma Theta Psi Sorority

The Sisterfriend Society

Sisters In Support

Society of Hispanic Professional Engineers

Trans Africa Forum

UCSD Black Staff Association

UJIMA Network (UCSD)

United Sorority and Fraternity Council

Upsilon Kappa Delta Sorority

Urban Economic Corporation

Urban League of San Diego County

Urban League of San Diego County Guild

Urban League of San Diego County Young Professionals

The Urban Financial Services Coalition - San Diego

Women in Technology International

Women Inc.

Zeta Phi Beta Sorority

Affinity Groups in San Diego

800-426-3660


Small Business

If you’re a baby boomer about to retire, an employee worried about recession or are

simply frustrated by making someone else’s dreams come true, chances are you’ll start a small business in 2008.

According to a recent AARP study, only 20% of retiring baby boomers plan to stay re-tired. AARP research consistently found that so-called “retirees” plan to continue work-ing, at least part-time, past the traditional retirement age of 65. In 2006, the number of workers older than 55, including those who are self-employed, reached a record 24.6 mil-

Baby boomers start moresmall business in 2008

lion (one-fourth of them were 65 or older). The surge in non-retired retirees is growing and not slowing down any time soon.

In addition, the economy is current-ly showing signs that it is slowing down. Whether you talk to Wall Street or the For-tune 500, no one is willing to eliminate the possibility of recession. The ongoing mort-gage and credit crisis, as well as slowing pay-roll growth and two-year record-high unem-ployment, are fueling the mood

Whether you are a retiring baby boomer or a recession-motivated entrepreneur, start-

ing a small business is a popular and reward-ing choice. Each year, more than 671,800 small businesses open their doors. The 50-plus crowd now accounts for about half of all small-business owners, according to the U.S. Small Business Administration.

So, where do you turn?Many resources are available to help newly

formed small businesses succeed. One option is the one-stop resource called ZANA Net-work, which combines an online marketplace with essential business services and all the information a small business would ever need to know. Sellers can advertise their products and services worldwide and buyers can find anything they need.

ZANA Network has information ranging from business structure to legislative impact and from finding new business in the form of 7,000 government contracts to 101 tips on how to successfully market your company. In addition, the company offers access to mi-croloans from $5,000-$25,000, with money arriving in as few as 72 hours, as well as vari-ous other business loans ranging up to as high as $2 million.

“2008 represents significant economic change for America as we begin to adjust to 72.8 million retiring baby boomers, an unsta-ble economy and an election year,” said How-ard Keating, ZANA Network founder and

The Small Business Advisory Council (SBAC) will advise the Urban League on the types of services that will be helpful for small business owners, and will provide a small business perspective to guide them in their decisions about public policy and economic development. The council will also advise the Mayor of the City of San Diego on how the city can effectively serve the needs of the small business community in terms of policies, procedures, and services offered.

The goal of the Small Business Advisory Council is to provide education, advocacy and business-development connections for small-businesses in San Diego. The Urban League has a long-standing reputation for advocating for small business, particularly when it comes to helping these companies make connections.

The Small Business Advisory Council will assist Urban League

CEO. “We exist to provide stability for small businesses through direct access to essential resources to start, build, maintain and grow successful businesses.”

Learn more, visit www.zananetwork.com.


One of the best ways to jump-start any business is to take advantage of local resources. Some of your best business opportunities may be found in your hometown. Here are a few tips to get you started:1. Don’t just advertise in the newspaper your neighbors read, work to get some free publicity by holding events or taking part in community charity events.2. Join the chamber of commerce in your area. It’s a great place to network and get the word out about your business.3. Get listed in a “Local Search” service online. A study performed by comScore Networks found that local search grew 20% this year, 40% faster than searches on Google, Yahoo, MSN and other broader search sites.

Score also reports that 63% of the online population (109 million users) is conducting local searches on a monthly basis. About half of all users take their local search to the next level by visiting a merchant they found via such search engines.

Research has found that consumers typically spend about 80% of their income within 50 miles of their homes and that about 30% of all Internet searches are commercial. For the search provider, this involves providing efficient search algorithms and solid local Web indexing technologies that can help connect the searching customer to the company.

Here’s what the small-business owner needs to do:1) Determine who your customers are and what they want to buy and when.2) Determine the key words these customers use when trying to find the product or service your company provides; fill your web site (if you have one) with these keywords and make them part of your core marketing blueprint.3) Add fresh content to your web site regularly, including information on new products or services, as well as new and continuing specials. 4) Make it easy for your company to be found by using the marketing tools offered by your search engine provider to improve your online marketing presence, typically at very little or sometimes no cost. Explore all the available options for local search related online advertising to maximize your web presence.5) Do several searches as if you were a customer looking for your products/services to confirm that you’re listed and that the information is correct.

For more details, call Local.com at (888) 854-6728 or visit www.local.com.

Businesses can attract customers by getting listed in a “Local Search” service online. For more details, call Local.com at (888) 854-6728 or visit www. local.com.

Jump start your business think local and prosper

April 15th will be here before you know it, and clients usually ask us about some last-minute tax tips to minimize their tax bills. As a result, here are a few of our favorite strategies to save you time, money, and mental stress. 1. Get Some Credit for Retirement Stay aware of tax benefits for investing money in a 401k account—your dollars are invested pre-tax, and income taxes are deferred. The Retirement Savings Contribution Credit can be worth up to $1,000 based on your adjusted gross income is designed to help some wage earners save more for retirement. 2. Make it Virtual Consider filing your taxes online this year. IRS is extending its free E-file system of federal tax returns for individuals with an AgI less than $54,000. Not only will you save money on filing fees, but your tax refund generally arrives faster and the likelihood of filing errors is reduced. 3. Give Thanks, Get a Deduction Contributions of cash and property more than $250 are deductible if they are made to “qualified organizations” as defined by the IRS.4. Recognize Your Small Business Did you receive side income for small business services ren-dered. If so, be sure to deduct all expenses directly related to your operations, marketing, fees, even pens and pencils. These are all qualified business expenses and should be written off. 5. Plan the Entire Year Keep proper ongoing tax records, maintain a special location for stashing your receipts, and throughout the entire year, be sure to clearly document all transactions that will have a tax effect. Remember, tax planning is a year-round endeavor. Don’t be like our clients who regularly bring in piles of tax documents in January and February.

Tax tips for young professionals

For information on the Diversity Works! Small Business, call (619) 266-6244 or email [email protected]


A contest which gives entrepreneurs the opportunity to pitch their business ideas before the likes of Google’s Marissa Mayer, the Red Sox’s Curt Schilling and the world, is

underway entitled “You Be the VC”. Three idea driven individuals will walk away with not only investment dollars, but a functioning company supported by some of the best business advisers, accountants, lawyers and marketers in the world.

In the process, a vibrant community for start-ups and those interested in investing in them, partnering with them, working for them or beta testing their services will develop. The three candidates will be able to brainstorm, get new ideas and meet potential new business partners, investors and employees.

The contest site is a community and utility that will grow in its own right over time. It’s a network where people interested in entrepreneurship, start-ups, investing and hot new tech-nologies will congregate to discuss ideas, collaborate, look for jobs and perhaps take part in future contests.

The deadline for the “You Be the VC” open call for entrepreneurs to submit their ideas for the new start-ups ended on Feb. 1, 2008. Now the public will ultimately decide which three companies will get start-up funds and resources. The “launch pad” will include:

• Incubator office space and support staff in Cambridge, Mass.;

• Legal counsel from Foley & Lardner;

• Financial and accounting advice from Deloitte & Touche;

• Start-up capital from Bang Ventures, an investment firm focused on early-stage emerging

technology companies; and

• Stipend to live and work in the Boston area for three months.

In addition to representatives from the above-named companies, contest judges will include Robert Balke, corporate adviser, Forge Partners; Tony Perkins, founder and editor in chief, AlwaysOn; Jason Pontin, editor in chief and publisher, Technology Review; Bambi Francisco, CEO, Vator.tv; Keith Rabois, co-founder, Slide.com; Leah Culver, co-founder, Pounce; Craig Walker, co-founder, GrandCentral; Rob Norman, CEO, Group M Interaction Worldwide; Jim Fowler, CEO, Jigsaw; Marissa Mayer, vice president, Search Products & User Experience, Google; and Curt Schilling, founder and chairman, 38 Studios.

“You Be the VC,” sponsored by Bang Ventures, a networking support services company, says the contest isn’t a beauty pageant; it’s an effort to allow great ideas to become great companies. The real reward is the experience and sup-port—financial and otherwise—to build your own company.

Bang Ventures helps smart and driven people co-found fantas-tic new companies, providing entrepreneurs with a roof over their heads, mentoring, a deep network of contacts, marketing support, professional services and other technical support, as well as pos-sible funding options.

The firm gets into the projects at the inception phase, evaluating opportunities and empowering entrepreneurs to develop strong personal driven companies.

To get more information on “You Be the VC” visit the web site at www.youbethevc.com.

Entreprenuerial contest gets support from successful business models like Google


Small Business Loan DayLearn more about SBA financing, and alternatives. Thismonth’s featured lender: San Diego National Bank.Date: April 24Time: 12:00 P.M. – 2:00 P.M.Cost: $20 per personTo register, call (619) 482-6391 or visit www.sbditc.org

Import/Export SeminarUSDOC, SBDITC, SCORE, FedEx, DHS and SBApresent the basics of international trade: documentation,logistics, financing, free online resources available, etc.Date: April 24Time: 9:00 A.M. – 4:00 P.M.Cost: $69 per person in advance, $79 at the doorTo register, call SCORE at (619) 557-7272

Personal Branding How to Turn Yourself into a Star in Your FieldLearn Money-Generating, Client-Grabbing Techniques Every Entrepreneur Should Know! You will learn how to use these tactics to:

Attract New Clients•

Monster Job Fair April 2, 2008 Holiday Inn San Diego On The Bay 1355 North Harbor Drive, San Diego11:00 am - 2:00 pm; http://www.nationalca-reerfairs.com/monster/job_fairs/details/CA/San_Diego/April/2/2008/ Healthcare Job Fair April 8, 2008 DoubleTree Mission Valley 7450 Hazard Center Drive, San Diego 10:00 am - 3:00 pm http://sdjobs.signonsandiego.com/jobfairs/healthcare_0408.cfm Cal State San Marcos Career Expo April 10, 2008 Kellogg Library Plaza 333 S. Twin Oaks Valley RD, San Marcos 10:30 am - 2:00 pm; http://www.csusm.edu/careers/jobfair/jobfair.html City of Oceanside - Teen FestApril 12, 2008 City of Oceanside Teen Expo 300 North Coast Highway, Oceanside 10:00 am - 2:00 pm; http://www.ci.oceanside.ca.us/datarelation.aspx?Content=233

Build Personality Into Your Business •Make Customers Chase After You•Build Your Reputation and Prestige•Achieve Top of the Mind Status•Develop Effective Personal Branding Materials•Pre-sell Prospects Before They Call•Overcome Sales Resistance•Package Your Expertise •

Date: April 26Time: 9:30 A.M. – 11:30 P.M.Cost: $49.00 On-siteREGISTER EARLY - Seating is limitedPresented by SCORE San Diego, call: 619-557-7272 for more information Financial Management SeminarThis seminar will cover budgeting & forecasting, recordkeeping, financial reports, and much more.Date: April 30Time: 9:00 A.M. – 12:00 P.M.Cost: FREE!This seminar is sponsored by California Southern. Seating is limited: to register, call Teresita at (619) 232-7771

Upcoming Small Business events...

Fourth District Job Fair April 17, 2008 South Metro Career Center 4389 Imperial Avenue, San Diego 4:00 pm - 7:00 pm AngelaW@workforce.

Military Job FairApril 23, 2008 MCAS Miramar Career Resource Center Bldg. 5305 - Miramar Room, San Diego 10:00 am - 1:00 pm http://www.taonline.com/militaryjobfairs/ Hospitality Career Fair April 23, 2008 San Diego State University - Centennial Walk Way 5500 Campanile Drive, San Diego 10:00 am - 2:30 pm; http://www.jobfairsand-iego.com/ Teen Job Fair April 24, 2008 La Mesa Community Center4975 Memorial Avenue, La Mesa 4:00 pm - 7:00 pm http://www.ci.la-mesa.ca.us/index.asp?NID=800

Barbara E. Webb Diversity Works Career Fair/ Expo April 24, 2008 San Diego Concourse 202 “C” Street, San Diego 10:00 am - 4:00 pm http://www.sdul.net/sdul/html/ modules.php?op=modload& name=cpage&file=preview&id=136 Cuyamaca College East County Career & Job Fair May 6, 2008 Cuyamaca College 900 Rancho San Diego Parkway, El Cajon 9:30 am -12:30 pm; http://www.cuyamaca.edu/careerserv/career_fair_gen.asp San Diego Workforce Partnership South Bay Career Fair May 10, 2008 Turning The Hearts Center 345 Fifth Avenue, Chula Vista 9:00 am - 1:00 pm [email protected]

Jobing Career Expo May 28, 2008 San Diego Convention Center 111 West Harbor Drive, San Diego12:00 pm - 5:00 pm; http://sandiego.jobing.com/ CareerBuilder Job FairJune 11, 2008 Scottish Rite Masonic Center 1895 Camino del Rio South, San Diego 10:00 am - 3:00 pm http://www.careerbuilder.com/Job-Seeker/CareerFairs/CareerFairDetails.aspx?cfid=SDJune08&sc_cmp1=JS_CF_Fair_SDJune08 Jobing Career ExpoAugust 28, 2008 San Diego Convention Center 111 West Harbor Drive, San Diego 12:00 pm - 5:00 pm, http://sandiego.jobing.com/ Jobing Career Expo November 5, 2008 San Diego Convention Center 111 West Harbor Drive, San Diego 12:00 pm - 5:00 pm http://sandiego.jobing.com/

and upcoming Career fairs in San Diego


Career Development

by Elka Maria Torpey

WELCOME TO THE 21ST-CENTURY workforce: It’s dynamic and productive—and constantly in flux. Data from the U.S. Bureau of Labor Statistics (BLS) illustrate the employment mobility of our society. In January 2006, for example, workers reported having been with their current employer for a median of only 4 years. And about 10 million workers changed occupations between Janu-ary 2005 and January 2006.

“There are differences in the way we work now,” says Annette Summers, executive direc-tor of the Association of Career Professionals International. “People used to join a company and stay there for their entire careers.” Today, she says, both workers and employers expect change over a period of time.

But that expectation doesn’t always mean change is easy. So, when switching jobs or finding new workers, many job seekers and employers turn to professionals for help. And that creates opportunities for employ-

Employment matchmakers: pairing people and workWorkers want jobs, and employers need workers.Matchmakers help bring the t wo groups together.

ment matchmakers. Some matchmakers, such as career and vocational rehabilitation counselors, provide job seekers with career guidance or job-hunt ing advice. Others, such as recruiters and human resources managers, help employers find workers. Such divisions aren’t always so clear, however, and some matchmakers assist both groups.

This article focuses primarily on em-ployment matchmakers who interact directly with job seekers, hiring managers, or both. It describes the occupations on both sides of an employment match, explains where employ-ment matchmakers work, and reveals what skills are needed to succeed in these careers

Employment advice matchmakers give expert advice to job seekers. Sometimes, the advice helps job seekers find work. Other times, it’s career help. The goal remains the same: matching the job seeker to a job.

Employment advisors, who often work as counselors, are experts in using and providing

career and labor-market information. They might show people how to find job postings, teach them about networking and about writ-ing resumes and cover letters, or coach them on preparing for an interview.

Advisors also help people develop a plan of action for their job search. When giving career advice, these work ers match a client’s interests and abilities to employment op-portunities. To do this, they might talk with a client about previous work experience and education, likes and dislikes, and career goals. They also give assessment tests to reveal the client’s strengths, prefer ences, and possible career options.

Finding an appropriate job fit involves explaining the work tasks and requirements

of occupations and industries. In some cases, employment advisors recommend that clients get additional training. Advisors also suggest resources that can help clients learn more on their own. And knowledge of the local labor market helps advisors steer their clients to-ward careers that have good prospects.

Employment advisors work with people who have a variety of backgrounds and experience levels. Frequently, their advice is tailored to a particular type of client, such as students, managers, or job seekers with special challenges. Some advisors meet with their clients primarily one-on-one; others present information to small or large groups. They may help run career centers, or organize workshops, semi nars, and job fairs.


For information on the Diversity Works! Job Bank, call (619) 266-6244 or email [email protected]

Advisors help job seekers in many ways. But their work also depends on collaboration with their clients. “I see so much opportunity and so much potential for people, but it’s up to them,” says outplacement specialist Jayne Mattson of Westborough, Massachusetts. “My job is to try to instill in them some lifelong career management skills.

“Sarah Wilson, a career counselor at a community college in Charlotte, North Caro lina, echoes that philosophy. “I really want my students to be ready to go out and get jobs,” she says. “I give them suggestions and ideas, but most importantly, I teach them how to find information themselves.”

The following discussion of job duties helps to highlight key distinctions between different types of employment advisors.

Career counselors

By applying counseling and career develop-ment principles, career counselors lead their clients toward an employment match. These workers, like all counselors, help people make decisions and offer advice for dealing with problems. Career counselors usually work individually with clients. A counselor’s knowledge about people’s personalities and preferences, and how those fit into the world of work, gives them a foundation for linking people with professions.

Career counselors strive to help people improve their well-being through work. Some people, for example, might be unhappy in their current jobs. A career counselor assists these clients in identifying what about their occupations or workplaces clashes with their personalities—and what might be a better fit. Other clients have limited work experience and need help deciding on a career to pursue.

To give people a better understanding of work options, career counselors often apply career development theories and tools. For example, many counselors use occupational codes to divide personality types and work environments into six categories: realistic, investigative, artistic, social, enterprising, and conventional. After developing a personal profile of a client, a career counselor might suggest that he or she use the occupational categories to explore career possibilities.

All employment advisors off er similar guidance, but career counselors can provide other kinds of advice, such as mental health counseling, when needed. As a result, career counselors usually need at least a master’s degree with a specialization in career counsel-ing, community counseling, or one of several related fields. A degree in counseling usually requires supervised experience, together with specialized course work.

Many students complete internships and part-time jobs in career centers to gain hands-on understanding of the work and im prove job prospects. In some cases, career

counselors must be licensed or certified. State licensure boards or prospective employers can provide more information on equirements.

Moreover, voluntary credentials offered by the National Career Development Associa-tion help coun selors demonstrate proficiency in the field. Some people work in other fields before developing an interest in career counseling. A recruiting or human resources background can be especially beneficial.

Vocational rehabilitation counselors

Vocational rehabilitation counselors work with job seekers who have disabilities. This collaboration often involves first identifying client impairments and then helping them through any challenges they may face in find ing a job. Workers who give employment advice have expert knowledge of career and labor-market information. These counselors understand how dis abilities affect what peo-ple do for a living. Some vocational rehabili-tation counselors specialize in working with a specific group of clients, such as those who have a brain injury or visual impairment.

Counselors who work for publicly funded facilities, such as state vocational rehabilita-tion agencies, must first determine whether the job seeker requesting services is disabled. During this evaluation, vocational rehabilita-tion counselors study the job seeker’s medical or psychological records to confirm the exis-tence and degree of his or her disability.

Vocational rehabilitation counselors help each client identify work that he or she might like to do and some ways to eliminate or reduce obstacles to employment. For ex-ample, they often teach clients about adaptive tech nologies and workplace accommodations required by the Americans with Disabilities Act. If a disability prevents someone from doing the work that he or she has previously performed or if a client has a limited work history, vocational rehabilitation counselors might focus on training options or transfer-able job skills.

These counselors might also work directly with employers or refer clients to job place-ment specialists, helping them to identify job opportunities and to place clients in jobs. When necessary, vocational rehabilitation counselors assist their clients in locating other resources, such as those providing medical care or housing. And they frequently main-tain contact with clients during job training, place ment, and other assistance to ensure that the arrangements are appropriate.

Vocational rehabilitation counselors must meet specific educational requirements. These include either a master’s degree in rehabilita-tion counseling or a bach elor’s degree in a related field—such as social work, counsel-ing, psychology, or special edu cation—and additional coursework. Licensure may be required, and State licensure boards can offer more information on what is needed to work

in a particular setting. Knowledge of disabili-ties and the abil ity to work with a variety of populations are important qualifications.

Other skills, such as proficiency in sign language for working with people who are deaf or hard of hearing, might also be required. Vocational rehabilitation counselors often gain work experience by completing intern ships. Counselors learn many of the occupa tion’s practical skills by watching peers, and ongoing training helps these work-ers keep current on the latest laws, accommo-dations, and counseling techniques. Profes-sional certification is also available.

The most commonly required certifica-tion, for rehabilitation counselors, is of-fered by the Commission on Rehabilitation Counselor Cer tification, although specialized credentials are available as well. Contact prospective employ ers to find out which kind of certification they require or prefer.

Other employment advisors

Matching workers to employment options doesn’t always require a degree in counsel-ing. Employment advisors who provide career guidance have a variety of job titles and du-ties, including the following:

• Career coaches often have a broad range of clients and a broad focus. Although some career coaches help job seekers ex clusively, others provide guidance to both job seekers and workers. These career coaches might help workers progress in a current job by teaching them a variety of life skills, such as time man-agement or interpersonal commu nication. Career coaches are often self-employed.

• Career development facilitators usually do not have a bachelor’s degree in counseling, but they do receive special train ing. Their job duties and skill levels range from providing career information services to assisting coun-selors. These workers may have different titles, including job placement specialist. Many of them are employed by community or govern-ment agencies, such as One-Stop Career Centers or schools. Others work for staffing firms or employment place ment firms.

• Career management professionals also provide employment advice, but they usually work with clients who have more ex perience or higher earnings. Their job duties are often similar to those of career counsel ors—and, like career development facilitators, their job titles vary. These workers are more likely than other career advisors to work for themselves or for employers.

• Out placement specialists work with indi-viduals who have been, or are about to be, laid off from their jobs. These specialists often help workers through their initial reaction to a job loss, and they help them to consider

other employment options. Some work for out placement firms or employers; others work for non-profits or public agencies.

None of the preceding jobs requires a degree in counseling, but the educa tion and training needed for these employ ment advi-sors varies. Most have some college education. Others, such as career manage ment profes-sionals, have a master’s or higher degree in a field such as psychology or human resources management. Many also receive special train-ing to administer career assess ment tests.

Related experience is helpful for these workers, as it is for all employment advi sors. Previous work at a staffing firm or as a re-cruiter, for example, could give them insight that helps them better serve their clients.

Voluntary credentials are available for career development facilitators through the National Career Development Association. Other certification or training programs exist, but experts stress the importance of evaluat ing a program’s focus and reputation before signing up.

help wanted: finding workers

Matchmakers whose clients are employers concentrate on planning for and locating suit-able workers. To succeed, these matchmakers must keep abreast of trends in employment and the labor market, and they know what skills are required in different occupations. Also, when filling specific job openings, they need to be aware of what their clients want.

Employer-sided matchmakers often meet with hiring managers to help determine the types of workers the managers need—or will need. Sometimes, to prepare for future needs, this planning occurs before employers have any job openings. But often, job searches must be done quickly, which adds to the chal lenge of making a good match.

“To get the right person takes time,” says human resources manager Tracy Staley of Bethesda, Maryland. But, she adds, a delib-erate approach to finding workers doesn’t al-ways mesh with employers who are in a hurry.

“It can be very fast paced and demand-ing, because a lot of times managers want someone right away.”

Instead of being a deterrent, however, such intensity is an attraction for many match-makers. When George Fleming, a career coach in Phoenix, Arizona, worked as an ex ecutive recruiter, acting quickly from start to finish was one of the things that he liked best about his job.

“The pace of putting the deal together, getting both parties to agree—it’s exciting,” he says. Another draw for these workers is seeing how influential their efforts are. “You really have a direct effect on the business, and

See MatChMakers on Page 31

Teaching individual and organizations how to manage change, set and achieve goals, lead more effectively and think in ways that create success.


Staffing Agencies:When you need a job in a hurry!At Your Service Temporary Staffing Services At Your Service (AYS) is a temporary staffing agency that is committed to providing highly trained and experienced Banquet Servers to the Hospitality Industry. As a member of the San Diego Hotel/Motel Association, AYS is aware of the industry’s challenges with finding quality help. For more information, call us at: (619) 527-0554. Location: 930 Gateway Center Way, San Diego CA, 92102

Smart Staffing SmartStaff Staffing Solutions provides a full range of employment opportunities throughout San Diego, South Bay, East and North Counties. We provide permanent and temporary placement to professional and semi-professional applicants in technical, accounting, administrative, and some engineers, programmers, call centers, clerical, assem-bly, light industrial laborers, janitorial, driving, and H.R. professionals. For more information, call: (619) 718-6330 or visit: http://www.smart-staff.com/

Manpower Manpower Inc. is a world leader in the staffing industry, providing workforce management services and solutions to customers through 3,900 offices in 63 countries. The firm annually provides employment to 2 million people world-wide and is an industry leader in employee assessment and training. Manpower also provides a range of staffing solu-tions, engagement and consulting services worldwide under the subsidiary brands of Brook Street, Elan, The Empower Group and Jefferson Wells. For more information, visit: http://manpower-sd.com

Human Resources Management Specialists

Human Resource Management Specialists is a full service management consulting firm with over 30 years of experi-ence in providing training and consulting services to public organizations, private companies and community based organizations.

The company is considered a leader in providing programs to address EEO, AA, Diversity, Sexual Harassment and other human resource issues. HRMS is under the direction of Dr. Larry Marion, an organizational psychologist with over thirty years experience in the design, implementation and evaluation of programs to improve the management of human resources. Human Resource Management Special-ists, 7960 Silverton Ave, Suite 201, San Diego, CA 92126 Phone: (858) 549 4337 Fax: (858) 549 4341 E-mail: HRMSPRO @ SBCGLOBAL.NET

Visions Human Resources Services

Visions Human Resources Services (VHRS) is an independent company of Human Resources Services Companies, providing high-tech employers with human resource needs on a contingency basis. Based in San Diego, CA, Visions Human Resources Services, a minority-owned company, supports a national and local client base, solving business challenges through the effective use of technology and human resources. We provide a full range of Human Resources services in the areas of: staffing - job fairs – resumes – focus workshops - training. Quality, reliability, and professional services are the foundation for VHRS. For more information, visit the following web site: www.visions-hrs.com

As a minority, it is essential to recognize the important role you play in the workplace now and in the future. As more and more employers begin to reach out and embrace diversity, your individual behavior is seen as a reflection of the group you represent. To assist you in becoming “diversity-friendly,” The Urban League will begin offering job seekers a 40-hour Work-Readiness Seminar during the summer of 2006. The seminar, sponsored by Diversity Works! Employer Partners, is a “Fast Track” solution aimed at assisting job seekers in fine-tuning their job hunting and presenting skills. The agenda consists of the following thirteen tracks:

• Track 1: Breaking Barriers• Track 2: The Wizard• Track 3: Conditioning• Track 4: Your Self-Image• Track 5: How Your Self-Image is Built• Track 6: Building Self-Esteem• Track 7: Comfort Zones• Track 8: Motivating Yourself• Track 9: Self-Esteem & Performance• Track 10: Creating Positive Motivation• Track 11: Shaping Your Future• Track 12: Making It Work• Track 13: Staying on Track

All attendees will receive a seminar workbook contain-ing company profiles on participating Diversity Works! Employer Partners which includes information on the types of candidates they are looking for. In addition, students will receive a copy of the Diversity Works! magazine where they will find valuable employment information.

Capacity is 40 students per class. Please call 619-266-6247 or email [email protected].

Work-readiness seminars at the Urban League


you get to see that,” says Staley. “If you can’t fill jobs, you see the negative impact. If you fill them with good people, you see the posi-tive results. And you learn a great deal about the business.”

Recruiters, human resources managers, and employer liaisons are three occupations in which workers help employers with their planning and staff-search tasks. The specifics of what these workers do vary, but the pages that follow describe how they each have a special role in ensuring that employers’ work-force needs are met.

As matchmakers on the front lines of hiring, employment recruiters communicate directly with potential workers. One part of recruit ers’ jobs is to identify candidates for employ ment. To do this, they might search online job boards or resume banks, attend job fairs, network, or make “cold calls”.

Recruiters then talk to candidates about available job openings and answer ques tions related to the positions. In these discus sions, recruiters help promote the company and get candidates interested in applying for or accepting a job. Another element of many recruiter’s jobs is screening applicants.

These recruiters stay involved in the selec-tion process by reviewing resumes, conduct-ing interviews, and recom mending strong candidates to employers. Some recruiters verify character references or arrange for pre-employment testing or back ground checks. There are different types of recruiters.

Of ten, these workers are classified on the basis of whom they work for or whom they recruit. For example, corporate or in-house recruiters work directly for the hiring employ-er; third-party recruiters work for the hiring firms that employers contract with to help fill positions. Some third-party recruiters are further classified as either “contingency” or “re tained” recruiters, terms that refer to the way their recruiting firms are paid.

Contingency recruiters must work quickly, because mul tiple recruiting firms often compete to fill a particular position and the only firm paid is the one that finds the new candidate. Re tained recruiters usually have more time and often interview candidates more extensively, because their firms are paid regardless of whether someone is hired during the search process.

Another way to classify recruiters is by the types of workers they recruit. Entry-level recruiters focus on bringing in inexperienced people, often by recruiting at colleges and universities. Technical recruiters, sometimes

called search professionals, look for people with expertise in fields such as electrical engi-neering and computer science. And executive recruiters, also called headhunters or execu-tive search consultants, specialize in finding leadership candidates who typically have considerable experience and earnings.

Still other workers—for example, em-ployment interviewers, also known as staffi ng coordinators or workforce development specialists—do tasks that are similar to those done by recruiters. Like recruiters, these workers recommend job candidates to em-ployers. However, unlike recruiters, employ-ment interviewers do not usually seek out job seekers. Rather, job seekers come to them at an employment office, staffing firm, or some other type of employment assistance location.

Many employers prefer to work with recruiters who have a bachelor’s degree; some employers even require the re cruiter to have one. Human resources manage ment and business are especially helpful areas of study, although almost any type of degree helps recruiters to qualify. Some employers seek recruiters who have the same background or degree as the candidates they hope to hire. And recruiters often receive training regard-ing company-specific hiring criteria.

Experience in customer service, hospi-tality, sales, marketing, staffing, or human resources provides a good background for recruiters. Some start out as recruiting asistants, researchers, or sourcers, helping recruiters to review resumes, identify poten-tial candidates, or do other basic tasks. Less experienced recruiters often begin by filling entry-level jobs. Recruiting for higher level workers usually requires more experience.

Several types of voluntary certification are available from the Society for Human Re-sources Management.

Human Resources Managers

Human resources managers specialize in a number of areas, many of which are not related to employment match making. Those human resources managers involved in staff-ing, however, help with workforce planning and recruitment. Their specific job titles vary, but many of these workers are categorized as employment and placement managers.

In assisting with workforce planning, human resources managers might meet with hiring managers and others in a company to learn more about expected areas of personnel growth and attrition due to retirement, pro-motions, transfers, or other changes. Human resources managers also consider external fac-tors, such as overall labor market conditions. Often using workforce planning software, managers analyze the information they have collected and create estimates of short and long term hiring needs.

To help employers develop a strong workforce, human resources managers might provide guidance about the types of workers employers should hire, perhaps by writing or revising job descriptions. Some human resources managers develop an employer’s recruiting strategies, which may involve deciding which applicant sources to target or recommending new approaches after evaluat-ing cost and employee retention.

Human resources managers keep up to date on hiring practices, employment trends, and labor and employment laws. They also keep abreast of human resources issues linked

even indirectly to employment match mak-ing; for example, human resources managers must understand compensation and benefits struc tures to ensure that they find and retain good workers in a competitive market. And some human resources managers oversee a staff of recruiters, reviewing their selections of final candidates.

Human resources managers commonly have a bachelor’s and, sometimes, a master’s degree in business, human resourc es manage-ment, or a related field. Related work experi-ence is also usually required, and optional certification is avail able. These workers might have a background in recruiting or in other areas of management, human resources, or staffing. Like many man agers in other fields, most human resources managers work their way up to their positions.

Employer Liaisons

Employer liaisons work for staffing firms or other organizations that offer human resourc-es or job placement services. Liaisons work directly with an employer, either to promote the staffing firm’s services to the employer or to ensure that its services are being offered to the employer’s satisfaction. Some positions involve sales and marketing tasks; others re-quire extensive account management. But all employer liaisons either develop or maintain employer contacts.

Job titles for these workers vary and include business services representative, business liaison, account representative, and employer relations coordinator.

Many employer liaisons help to forge new relationships between their organization and employers who have job openings or other hu man resources needs. They might market their organization’s match making services by being involved in local chambers of com-merce or attending meetings and events for human resources professionals. Those who seek out new business typically do a lot of networking and other types of sourcing to identify em ployers who might be interested in using their services.

Employer liaisons also manage existing relationships with employers. They might, for example, educate employers about how or where to find job candidates and answer ques tions that employers might have about place ment services.

Some of these workers are contact per sons for managers who hire applicants. Others help managers when problems arise with the contract or temporary workers provided by a liaison’s firm. Although most employer liai sons don’t help to place individual job candi dates, they often pass along information about the candidate to others.

Educational requirements for employer li-aisons vary, but most have a bachelor’s degree.

Work experience helps employer liaisons understand a company’s perspective. Par-ticularly valuable is work in sales, market ing, customer service, recruiting, staffing, or human resources. Being well connected to the business community is also beneficial.

See MatChMakers on Page 32

MatChMakerscontinued from Page 29


Matchmaker profile

Employment matchmakers are usually outgo ing. Many enjoy networking and are good listeners. And most matchmakers are able to successfully juggle several things at once. “You have to be really good at multitasking,” says rehabilita-tion counselor Abby Swider of Wilmington, Delaware. “The most challeng ing part is managing every-thing and being organized.”

The specific abilities required may differ by job, but having good people skills is a common denomi-nator. “There’s an intangible side to what we do,” says career coach George Fleming. Employment matchmakers not only look at job descriptions, he says; they also con-sider whether someone’s personality fits a particular occupation or posi-tion. Recruitment and staffing firm vice president Claudette Cunitz of Dearborn, Michigan, agrees: “You need to read human behavior.”

Most employment matchmak-ers cite the diversity of the people they come into contact with as one of the best parts of their jobs. “I’m always talking with and meeting differ ent people,” says business liaison Pat Richards of Sunnyvale, California. “That makes my job very interesting.”

But working with people can also bring frustration, because suc-cess often depends on the motiva-tion of others. “It can be really challenging when people won’t or are unwilling to do what needs to

be done,” says Jayne Mattson, an outsourcing specialist.

Employment matchmakers enjoy helping others, and their work often has an impact on people’s lives. Mattson, for example, assists workers who have been laid off, and she says, “It’s so wonderful watch-ing people find out that there is life after the company they left. At the most difficult time, you help.”

Career counselor Sarah Wilson expresses similar job satisfaction. “I enjoy feeling like I’m making a difference,” she says, “and that I’ve helped someone to get a job he might not otherwise have gotten, or to consider occupa tions that he might not have thought of.”

Even those who don’t work di-rectly for job seekers still help them every day. “The best part for me is the fact that you’re selling oppor-tunities,” says corporate recruiter Marie Artim of St. Louis, Missouri. “You’re helping someone to start her career. She’ll always look to you as the person who did that for her.”

Settings and salaries

The varying job duties and require-ments of matchmakers often de-pend on where they work and can affect what they earn.

For example, a matchmaker’s job duties might differ because of the size of the estab lishment in which they work. Larger orga nizations are more likely to employ human resources managers who special-ize in match making tasks; smaller organizations often hire human re-sources managers who have broader knowledge of employment-related issues. And in smaller organiza-

If you’re ready for a career change, you’re not alone. In a recent survey of over 5,700 workers, more than one-third said they were interested in trying out a new career path.

Whether you’re motivated by the desire for better pay and benefits, career advancement opportunities or a more fulfilling work experi-ence, making a change can be scary. The good news is now may be an opportune time to get your foot in the door as companies struggle to attract top talent.

Of over 3,000 employers 44% surveyed by CareerBuilder.com said they have open positions for which they can’t find skilled labor. Seventy-eight percent said they are willing to recruit workers who don’t have specific experience in their in-dustry and provide the training or certification needed for new hires.

If you’re frustrated, unchal-lenged or simply looking for some-thing new, consider these tips:• gain a better understanding of your interests and strengths. Online sites such as www.careerpath.com provide free assessment tests that match abilities, personal values and interests to competencies that are necessary for certain fields of work. • Do your homework. Learn all you can about the industry you want to join. Attend an industry trade show, order subscriptions to indus-try publications, and read online newsletters and blogs. • Conduct informational inter-views. Reach out to individuals in the industry to get information on job requirements, daily responsibili-ties and overall work experience. In-dustry networking events can make it easier to identify and approach these individuals.• Identify your transferable skills. Evaluate your professional back-ground, personal life and volunteer experiences and make a list of gen-eral skills you have that are trans-ferable and the skills you need to be successful in your new career. Of-ten, skills can be applied in several different ways depending on your job goal.• Plot out your path. The path to a new career doesn’t have to be a straight one. Start by sketching out a time line of steps you will need to take in order to qualify for your de-sired job. This may include contin-ued education, experience with jobs that are stepping stones to the new industry or even assembling a port-folio of relevant projects. Set specif-ic milestones to make sure you stay on track.

tions, it’s often common for workers to start out in entry-level positions and move up to higher level posi-tions as they gain experience.

The type of establishment, as well as workers’ experience levels and job duties, can also affect matchmaker earnings—even within the same occupation. For example, the pay structures at cer-tain types of recruiting firms might lead to income instability for some re cruiters: Firms that are paid only for success fully placing job candi-dates might be more likely to link a recruiter’s pay with his or her ability to attract suitable workers.

Where they work

Employment matchmakers work in a variety of places. Nearly all types of organizations—from hospitals to banks—hire people to help them acquire workers. Some also employ matchmakers to assist employees in managing their careers.

Employment services firms pro-vide an additional source of jobs. These firms are categorized in dif-ferent ways, and sometimes terms for them are used interchangeably. One distinct type is the professional employer organization, which recruits workers and does other hu-man resources tasks.

Many of the match making jobs available at these firms are for hu-man resources managers and others who often work for corporations.

But employer liaisons work for employment services firms as well. helping to find and communicate with clients.

Getting ready for a new career

MatChMakerscontinued from Page 31

Had enough? It may be time to find a more fulfilling job and chart a path to achieve your career goals.

Encanto urban villagE

A community of new, affordable

homes starting at $379,000

A joint partnership of

Carter-Reese & Associates and

The Urban League of San Diego’s

Urban Housing Project

For information contact

Debra Stephens at

(619) 571-5225

EmpowEring communitiEs & changing livEs


Employment Service Centers

by Katharine Hansen

Here are the keys to successful networking for your job search. Follow these simple rules and you should achieve success in this impor-tant strategic tool of job-hunting.

Do realize why networking is so impor-tant. Only 5 to 25% of jobs are advertised, so you can find out about all the unadvertised openings only through talking to as many

people as possible and telling them you are looking for a job.

Do read our article, Networking Your Way to a New Job. Do think creatively about where to find network contacts. You can find people to add to your growing network list almost anywhere.

Don’t go anywhere without copies of your resume and business cards or networking cards. You can keep your resume in your car or briefcase, but be sure you can access it eas-ily if you meet someone who could pass your resume along to a hiring manager.

Don’t be afraid to ask for help. Most people are flattered to be asked for assistance and advice with your job search. It makes them feel important.

Do join a professional organization related to your field. In a survey conducted for A Foot in the Door: Networking Your Way into the Hidden Job Market, professional organi-zations were cited as the top venue to network with others.

Do volunteer. Volunteer work was cited in the survey as the No. 2 way to make contacts.

Do find a mentor. A mentor, that one person who can guide you, help you, take you under his or her wing and nurture your career quest —can be the most valuable kind

Do’s and don’ts of job networking

of network contact. Do come up with a system for organizing

your network contacts, whether a spreadsheet on your computer, a file box of index cards, a three-ring binder, or whatever works for you.

Do consider conducting informational in-terviews, the ultimate networking technique. See our Informational Interviewing Tutorial.

Don’t forget to thank everyone in your network who has been helpful to you, prefer-ably with a nice thank you note. It’s just common courtesy to show your appreciation for people’s time and assistance, and your contacts will remember your good manners.

Do keep networking even after you’ve found a job. You never know when you might need your network contacts again.

Questions about some of the terminology used in this article? Get more information (definitions and links) on key college, career, and job-search terms by going to our Job-Seeker’s Glossary of Job Hunting Terms.

Katharine Hansen is a former speech writer and college instructor. She can be reached by e-mail at [email protected].

Typically these centers have direct rela-

tionships with local employers as well as a

wealth of resources and advice to assist you

in finding a job. Most of their services are

free to the public paid for by tax dollars.

South County Career Center 1111 Bay Blvd., Suite E Chula Vista, CA 91911 Phone: (619) 628-0300

East County Career Center 924 East Main Street El Cajon, CA 92021

Phone: (619) 590-3900

north County Coastal Career Center 1949 Avenida del Oro, Suite 106

Oceanside CA, 92056 Phone: 760-631-6150

East County Career Center/ Spring Valley Branch 836 kempton Street

Spring Valley, CA 91977

Metro Career Center 3910 University Avenue San Diego, CA 92105

Phone: (619) 516-2200

South Metro Career Center4389 Imperial AvenueSan Diego, CA 92113

Phone: (619) 266-4200

can help you with job-search

assistance


Career fairs offer job seekers many benefits

continued from Page 1

Finally, look in the Help-Want-ed section of your local newspaper. Many career fairs are listed in their own column. Also look for employ-ers with large ads to see if any indicate “We will be at the Electro Mechanical Job Expo next week!”

Choose the Right Fair. You probably don’t want to waste your time at a medical-technology fair if you are looking for a position in education. Do your research. If possible, get the names of compa-nies that will be recruiting at the fair. Hosting agencies often post an abridged list to attract job-seekers like you.

Arrive Early. As a career-fair recruiting veteran, I can confidently attest that my ability to remember names, faces, and details of candidates waned as the day went on. Rolling my materials into each career fair, I set up my table in eager anticipation of the fabulous candidates I would find. As the fair picked up, while my eagerness never diminished, my ability to remember candidate de-tails did. Go early to ensure quality time with the recruiters.

Do a Reconnaissance Circuit When you get to the fair, don’t go into a frenzy of resume dropping-off. Sit down with the program and decide on the order in which you will talk to recruiters. Many career fair veterans agree that beginning in the back of the room and work-ing your way to the front is the way to go when you are seeing recruiters fresh, while people who started in the front may be starting to lose energy. While you are getting the lay of the land, pick up information from the tables. Information, as well as freebies such as pens, mag-nets, and stress balls, are there for the taking. Gather information on

companies of particular interest and sit down in the candidate lounge. Information may include company annual reports, brochures, and a list of open positions. Review the materials so that you have a starting point for conversation with each recruiter you meet.

Have a Booth Speech Too many times I would see candidates going down a row of tables asking the dreaded question “Can you tell me a little bit about your company?” As a recruiter, no matter how much you like to talk to people, this question becomes old quickly. Better to have a booth speech that you give to the recruiter. “Hello Aurora, I wanted to introduce myself to you. My name is Janet Ridge. I am an Asian-studies trainer with six years of experience, and I wanted to talk to you about the Training Specialist vacancy at XYZ Company.”

Hone InAs you begin talking, the recruiter then may ask you questions about yourself or tell you about the posi-tion. Ensure that you make eye contact and listen carefully for

tidbits that are not mentioned in the written materials. If you are interested in the company or a posi-tion therein, ask for the recruiter’s business card and leave a resume.

In addition, go back to the candidate lounge and write a short note to the employer. Attach it to your resume and redeposit into the employer’s resume box. Your note should be brief and professional and reference your conversation. “Dear Aurora, thank you for spending time with me today at the Asia Alive! Recruiting Fair. I appreci-ate your making time to explain the detailed requirements of the Training Specialist position, as well as the history of the position. Please do feel free to contact me directly if you need additional information.” This note can be handwritten but should be stapled directly to your cover or resume.

At the end of the fair (or sometimes during it), recruiters go through the resumes making notes on impressive candidates. Attach-ing a note to the resume is a way to distinguish yourself from other candidates who don’t bother with this step.

Don’t be a Booth Buffoon Recruiters are there to find many good candidates, not just one. Don’t monopolize a recruiter by taking all his/her time. If a line develops behind you, be sensitive to that. Say something like “Thank you so much for speaking with me. I see you have quite a line, and I don’t want to monopolize your time.” Then, get out of the way. If you are particularly interested in making another contact, it is fine to come back again when the line has died down. If a recruiter is speaking generally to another candidate, it is perfectly acceptable to join the conversation, make eye contact, and ask questions. It is not necessary to wait in a line for individual one-on-one attention, particularly if you plan to ask a similar question.

After the FairFollow-up is extremely important. Recruiters will collect hundreds or thousands of resumes at a large career fair. If you are interested in applying for a specific position, go to the company web site and apply directly using the company’s preferred format. Open your cover letter by indicating that you discov-ered the position at the AsiaAlive! Career Fair and in speaking with recruiter Aurora Crawford, you became convinced that this was the position for you. You may also want to follow up with an email to the recruiter directly, if that informa-tion is on the business card.

In the future, if other positions are advertised for that company, use your inside connection with the re-cruiter. Apply using the company’s

preferred process and then send an email along with your resume to the recruiter you met at the career fair. That recruiter may or may not be working with the new posi-tion but could be provide the foot in the door that you need. Your email would say something like “Dear Ms. Crawford, I met you last March at the AsiaAlive! Recruit-ing Fair. At that time we discussed XYZ Company and the Training Specialist position. I see you now have a Country Specialist position available in the Tokyo office, and I wanted to contact you directly to express my interest. My resume and cover letter are attached. Of course, I have also applied through your company web site.”

Final ThoughtsCareer Fairs don’t have to be intimidating. Remember that the recruiters are there to find you. Recruiter success is determined by sourcing appropriate candidates and funneling them toward the company. Remember that you are what they are looking for. Employ-ing these success strategies is sure to make a difference in the kind, quantity and quality of your career-fair interactions.

QuintZine regular contributor Maureen Crawford Hentz is the director of career services at Went-worth Institute of Technology, Boston. An independent career and HR consultant she has been working with career-seekers for 10 years. She has a master’s degree in college student personnel from Bowling Green State University. A popular conference lecturer, she specializes in large and small specially designed workshops for professional organizations, students and environmental groups. The writer’s most popular career work-shops address topics including: Non-Verbal Techniques To Use During an Interview; Powerful Resumes; and Interviewing Etiquette You’ve Never Even Thought About.


Build a diverse team.

Let us find the rightperson for your

current job opening.

The San Diego County Urban League has been recruiting for 32 years.

By posting your career opportunities in our Diversity Job Bank you’ll

have access to a talented and diversepool of success-oriented professionals.

pOSt A JOB tODAy!

Visit http://www.ulsdjobs.netor call (619) 266-6244 to submit your listing.

In its ongoing effort to promote diversity and inclusion in employment, The Urban League of San Diego County, through its employer volunteer network the Career Fair

Committee, is presenting the 19th Annual Barbara E. Webb Diversity Works! Career Fair/Expo. It will be held Thursday, April 24, 2008, from 10 a.m. to 4 p.m., at San Diego’s Golden Hall Concourse at 202 “C” Street. The San Diego Union-Tribune is co-sponsoring the event.

The theme of this year’s career fair is: “Tapping into San Diego’s Diverse Resources.” Named for the career fair’s late founder, the annual event is a celebration of the Urban League, the Career Fair Committee and our sponsor’s com-mitment to diversity and inclusion.

“I commend the Urban League’s continuing efforts to close equality gaps by focusing on diversity,” said San Diego’s Mayor Jerry Sanders. “This annual career fair highlights the vast pool of human resources available to local employers who otherwise may not be exposed to the talent available in our region. I encourage employers and job seekers to take advan-tage of this opportunity before, during and after the career fair. We can build a better San Diego through diversity.”

The career fair’s format has been designed to ensure that both employers and job seekers gain the exposure, tools and benefits they desire from their participation. More than 5,000 job seekers are expected to attend the career fair, offering employers a great opportunity to tap into a new talent pool. Job seekers also will have the opportunity to take advantage of local resources to help prepare them for job interviews. They

may also take part in workshops focusing on practices that support the retention and advancement of diverse employees

This year’s career fair features/benefits:Pre-Career Fair workshops at one-stop career centers•County-wide exposure/marketing through the UT•Opening ceremony by Mayor Jerry Sanders•Employer’s Diversity Networking Luncheon with key-•note by Major League baseball legend - Dave WinfieldEmployer and job seeker seminars•

About the Career Fair CommitteeThe Career Fair Committee is a corporate volunteer arm of the Urban League that works to support and assist the League in raising awareness as it relates to diversity and inclusion. They do this by providing community service in support of events such as the annual career fair.

About the Urban League of San Diego CountyThe Urban League of San Diego County is a nonprofit, nonpartisan, civil rights and community-based movement that serves over 10,000 people, by providing direct services, research and policy advocacy to help individuals and com-munities reach their fullest potential. Primarily working with African-American and other emerging ethnic communities, its network of professional staff is working to close equality gaps for people at all economic levels and stages of life, and giving citizens a chance to give back as volunteers. There are over 100 Urban Leagues throughout the nation.

About the Diversity Works! Initiative Diversity Works! is the Urban League of San Diego County’s initiative that takes a practical approach to developing a more diverse workplace through training, lectures, seminars, sum-mits, career fair’s and partnerships. With the belief that if you change the way a person thinks, you can help them change their behaviors, Diversity Works! engages all people at all levels, using positive thinking and debunking myths. Its goal is to unlock potential and stimulate personal and professional growth – thus enhancing the workplace and our economy

Sponsors of the event include Cardinal Health, Cubic, Raytheon, SAIC, the San Diego County Port Authority, Ulti-mate Staffing and the San Diego Workforce Partnership.

Employers and job hunters seeking more information on the 2008 Career Fair/Expo and the Diversity Works! Initia-tive can visit the League’s web site at www.ulsdcjobs.net, or request information via email at [email protected], or contact Maurice Wilson at the League office, (619) 266-6244.

This material is developed by and is the property of NAS Recruitment Communications (NAS) and is to be used only in connection with services rendered by NAS. It is not to be copied, reproduced, published, exhibited, or otherwise used without the express written consent of NAS.

• DA studies your company to discover issues of diversity and gender makeup• DA strives for a clear picture of your organization’s culture from an unbiased perspecive • DA presents recommendations and implements a strategic plan for cultural change• DA provides benchmarks to improve performance and retention of employees• DA identifies diversity concerns which hinder profitability and return on investment

www..com

Providing organizational surveys of managers and employees


The dictionary defines an assertive person as one who is: Confidently aggressive or self-assured; positive: aggressive;having a distinctive or pronounced taste or aroma.

However a better definition I found for this term: “Assertiveness is an attitude and a way of relating to the

outside world, backed up by a complete set of verbal skills for effective communication.

To be truly assertive, you need to see yourself as being of worth and as having a right to enjoy life. At the same time, you value others equally, respecting their right to an opinion and to enjoy themselves.”

In today’s workplace where the three generations, genera-tion X, generation Y or the Millennials and the baby boomers are working together in the same environment, some person-ality clashes are bound to happen. One generation or a group of workers might be more aggressive or speed driven than the others; while the other generation might bring in more stabil-ity at work with cautious decisions and reserved attitude.

Although these traits are important at all levels, make sure that your quiet working habits are not considered unconfident or timid. You will move forward in a competitive market with positive and mindful assertiveness. Assertiveness is critical to career success.

It is essential to focus on this skill development by all em-ployees and managers at a workplace and assertiveness should not be gender biased.

assertive Women vs assertive men

Some common misconceptions on assertiveness that I have often heard around: “being assertive is not polite” or “people consider assertiveness in a woman as being aggressive and in a man good business skills”.

Taking in consideration the second thought—though across several cultures this still holds true—I feel women need to be more assertive in today’s competitive workplace. Here I would like to assert the point that being assertive is not being aggressive, to be assertive is a sign of a strong personality and leadership skill. Some have it inborn some have to acquire it.

On gender-based assertiveness classification, an article in the New York Times says, “They (women) are expected to be nurturing, but seen as ineffective if they are too feminine, she said in a speech last week at Cornell. They are expected to be strong, but tend to be labeled as strident or abrasive when acting as leaders. “Women have to choose between being liked but not respected, or respected but not liked,” she (Joan Wil-liams author of the book “Unbending Gender”) said.

While some researchers, like those at Catalyst and WorkLife Law, tend to paint the sweeping global picture— women don’t advance as much as men because they don’t act like men—other researchers narrow their focus.

Victoria Brescoll, a researcher at Yale, made headlines this August with her findings that while men gain stature and clout by expressing anger, women who express it are seen as being out of control, and lose stature.”

I agree to the point that women do not advance as much as their male counterparts because they lack assertiveness and the positive aggression that marks them as leaders and pioneers in their specific fields.

To me assertiveness is using your skills towards a goal or task or influencing a decision with mindfulness and focus. Positive and healthy aggression strengthens your progress towards achieving the same.

In the book titled: Why Good Girls Don’t Get Ahead But Gutsy Girls Do by Kate White, the strategy number six talks about what it means to be an assertive girl.

Strategy # 6: A gutsy girl Asks for What She Wants. It is not easy to ask for what you want. Unfortunately, you might have been brought up thinking that you should not have to ask. You might think that if you work hard, you will be right-fully rewarded. You might also be hesitant to ask because you do not wish to appear greedy or a little obnoxious.

The truth is, to get what you want you have to ask for it. Furthermore, your boss would actually appreciate if you do so. Of course, you have to learn to ask for what you want in the right way.

the perfect Way to ask

Here are some principles you can use when you want to ask for what you want:

discover the other person’s secret greed When you ask for something you need, ask it in such a way that you seem to be addressing the other person’s needs at the same time.

ask fast Speak quickly and clearly when making your request. It might be best to rehearse what you’re going to say before you say it.

sell yourself hard When making your request, give the reasons why you deserve what you’re asking for. Talk about your accomplishments.

ask for the business Make sure you have made your request. Pop the question. Some tips that might help you be positively assertive: 1. Be clear in your communication Miscommunication often results in unsatisfactory worker relations or poor delivery during project execution. Be clear, be specific and don’t hesitate to clarify the requirements or expectations of your work. 2. Define deadlines and initiate written commitments From an employee’s or a manager’s perspective it is very important to get written commitments and also clearly define deadlines for projects. These are essential managerial skills but often clear communication lacks between managers and em-ployees. As an employee if you feel that the deadlines outlined for a project are unattainable or unreasonable, be ready to communicate assertively and always have a relevant explana-tion ready for this discussion with your boss. 3. Be assertive — not dominating or difficultBe aware of the difference between assertiveness and being difficult to work with. Of course, the 21st century workplace works well with assertive people but dominating or difficult people will always be scorned at. While asserting your ideas at your workplace be mindful of your colleagues working habits especially since we all work in a much more global environ-ment these days. Evaluate your expectations first before bringing it to the table. Be a team player and avoid personal-ity clashes; being assertive is not about having a dominating personality, but knowing how to express a demand or execute a task by getting your thoughts across clearly and mindfully.

Having good communications skills is extremely essential for your success in today’s workplace, invest time and energy in acquiring these skills and see yourself moving up the suc-cess ladder faster than you anticipate. Also it creates a healthy friendly work environment when you are able to communicate

with ease and effectiveness with your colleagues, managers and outside visitors to the company.

Some quotes on assertiveness that best describes positive assertiveness:

“The basic difference between being assertive and being ag-gressive is how our words and behavior affect the rights and well being of others.” — Sharon Anthony Bower

“To exercise power costs effort and demands courage. That is why so many fail to assert rights to which they are perfectly entitled—because a right is a kind of power but they are too lazy or too cowardly to exercise it. The virtues which cloak these faults are called patience and forbearance.”— Friedrich Nietzche.

Are you assertiveor timid at work?

by Kathy Condon

Each time I begin my networking seminars I ask the participants two questions:

What is your name? 1. Why did you decide to come to this seminar?2.

WHAT IS YOUR NAME?

That’s pretty simple. Most people know their name. Though occasionally I will have a participant who has recently been married and stumbles when she is standing up before a group. Note that I said standing. Always stand when you are introducing yourself. Even at a U-shaped table the people sitting at the other end of your table cannot see you. The goal is to be remembered. In addition, your voice is much clearer.

Keep in mind, our names are very important to all of us. If they are not wearing name tags big enough to read, make a chart and write the first names of the people who are stand-ing. You will be amazed at how quickly you can build rapport with a person when you start using his or her name.

WHY DID YOU DECIDE TO COME TO THIS SEMINAR?

It is easy to predict what they will say:

“My job requires me to out in the public and meet people, and I’m very uncomfortable doing it.”

“I am an introvert, and I don’t know what to say or do.”

“I go to events and I find them so boring and become so self-conscious.”

“I’m great at talking with people at my church, yet there is something about having to go do networking that strikes real fear for me.”

This is perfect! Once again, they have set me up for my “little speech” on what networking is.

First, you must understand that you are networking every place you go. Networking is about building relationships. It’s about learning things about other people. You know every-thing you know. You are doing yourself a disservice if you do all the talking. People have had amazing experiences in their lives, and it is great to hear about the wisdom they have gained and the challenges that they have overcome.

What you want to do is ask questions and learn about the other person. You will be amazed at how quickly you will find

Networking explained: making personal connections work


URBAN LEAGUE of SAN DIEGo CoUNty GUILDThe Guild is an auxiliary of The Urban League of San Diego County. Membership is made up

of volunteers from various backgrounds and professions, most over 40 years of age. The Guild welcomes anyone who has an interest in serving the community, assisting with outreach programs, special events,

fund-raisers, and working with youth and adult participants enrolled in Urban League programs. Whatever your talent, whatever time you have to offer, belonging to the Guild allows you to meet

others with similar interests, while making a worthwhile contribution to the community. Please join us!

Visit us at: www.ulsdc.org

One of the most important steps you can take to build a bright future is to land and keep a good job. The right job will allow you to challenge yourself, learn new skills, develop self-confidence, and, of course, earn a good income. Your paycheck gives you economic power—not just to buy “things,” but to pro-vide a strong financial foundation for you and

Investing in your career

your family. You also can use your economic power to contribute to your community and ensure that others also find their way up the ladder to success.

Getting the right job will not be easy. That’s why the Urban League of San Diego County and numerous employers called: Di-versity Works! Partners have joined together to develop and fund the Diversity Works! Workshops. These workshops combine behavior modification along with advanced work readings and training to help you land a good job, show you how to fit in as a good

corporate citizen, and make wise choices about your career.

Planning for your own success means that you must always think about your future. You will need to continually expand your knowledge and your work skills. You also must be able to show on your resume and in your employer interviews that you have the skills and commitment to get the job done.

Being prepared to succeed in the 21st century means embracing lifelong learning, becoming an active problem-solver and devel-oping the discipline to manage your income.

a common ground between you. The key is when you ask a question, you have to listen to the answer. Then you can build on the answer to ask another question. Example:

“Did you have the opportunity to go a vacation last summer?” “No, I didn’t.”

“Are you planning one for the future? No, saving for college for my children.”

“How many children do you have?”

Notice if the question I asked produced “yes or no” answer, I had a way to keep asking questions. Naturally, it is better to ask open-ended questions, yet we all forget and there is a way to extend the conversation. If you truly are focusing on the person and the conversa-tion you are having, there is the next question you can ask.

For some reason we have compartmental-ized what we do for work as different from what we do in our daily lives. Yet, you are networking at your gas station and your dry cleaners. The other day the woman at the dry cleaners and I started a great conversation over a skirt I brought in for cleaning. Before we knew it, we were talking about the college courses she was taking, and she was really smiling. Not only did she end up giving me a special discount, but I said “good-by” with a huge smile and “I’ll see you next Saturday.” I smiled about the great customer service as I walked out the door.

The word “networking” needs to be banned as far as I am concerned. The younger generations instantly think of computer networking. Bookstores have whole sections labeled “networking,” for computers!

What we really are talking about is con-necting with people. I never talk about my business on a first meeting with someone, un-less he or she asks. It is my view that I want to get know more about the person with whom I am speaking at the time. Business can come later, when we sit down over a cup of coffee.

I’ll give the woman at the cleaners my card next Saturday because I want to make it easy for her to get in touch with me if she wants to. I have long ago given up the thought that my cards are “my advertise-ment.” My cards serve as way to make it easy for people to get in touch with me.

I have a story about a new client that I met four years ago at a social event. Shortly after we met, we went out for cup of coffee, and he learned what I did. Today, he is without a job. Last week, he called, and even though I haven’t seen him in three years, he remem-bered our conversation, and I will be guiding him to his new career.

If you want to be good at “networking,” be interested in people. Then watch your circle of friends and acquaintances grow. I’m betting if you take this approach, the listings in your contact program will grow substan-tially. More than likely, these people will be there for you when you need help, because you built a relationship with them.

MISSION: The Urban League of San Diego County promotes economic self-sufficiency among African-American families and the under served in our communities, while improving The League’s public image and increasing awareness.


For information on Youth Opportunities at The League Call (619) 266-6244 or email [email protected]

youth opportunities

Climbing the corporate ladder takes time-but two new programs may help many of today’s students skip a few rungs.One gives kids experience making business decisions and seeing firsthand how those choices impact a company’s future. The other gives students an inside glimpse of the working world, helping them better understand the day-to-day life of the workplace. Both can have an impact that lasts for years to come. Here’s a closer look:

CEO FOR A DAYMore than 42,000 children acted as virtual CEOs last year through the JA Titan program, run by JA Worldwide (Junior Achievement). They learned to set prices, production levels and capital investment-and how to allocate resources for marketing and research & development. Thousands of children will participate again this year, and the valuable teamwork and decision-making skills they learn can be applied to the workplace whether they end up running their own company or not. Each year, a series of nationwide JA Titan competitions is held, simulating a business cycle of five to 20 business quarters. Students make decisions, resulting in a score called a performance index. The team with the highest performance index wins the competition.

SEEING IS BELIEVINGA program called JA Job Shadow brings students into the workplace through on-site career mentoring provided by businesses in the community. Job Shadow gives students real-world experience as a member of the workforce and helps teach “soft skills” such as teamwork, leadership and problem solving, which complement what they learn in classrooms. Seventy thousand participants visited local businesses last year alone.

A HELPING HAND Both programs are funded in part by The Best Buy Children’s Foundation, which awarded a grant in excess of $640,000 to JA Worldwide, bringing its total support of the organization to more than $4 million since 2000. Money has gone to help the group offer programs to help students in grades K-12 devise and adhere to a budget, learn about the cost of credit, and become informed consumers who make smart choices. For more information, visit www.ja.org.

Skills building early in lifeNew programs let children experience the working world for themselves.


10. TRAIN FOR A SUCCESSFUL CAREER Choose from more than 60 exciting career areas. From carpentry and painting to health occupations and business technology, our professional staff will teach you the skills you need to succeed. During your time at Job Corps, you’ll have the opportunity to master your skills through hands-on training at area work sites. At Job Corps, we believe that real world success begins with real-life work experience.

9. BECOME A LEADER Whether you decide to join the student government, play point guard on an intramural basketball team, or volunteer to participate in a community service project, as a Job Corps student you will develop leadership skills that will serve you well at work and at home, long after you have graduated.

8. TAKE ADVANTAGE OF ACADEMIC OPPORTUNITIES Most of your time on center will be devoted to training and education. If you have not graduated from high school, Job Corps can help you earn your high school diploma or GED. For students who are a few credits shy of graduation, many centers offer online programs and classes through local school systems. Job Corps also offers classes to prepare you for the GED test.

7. LEARN ESSENTIAL EMPLOYABILITY SKILLS During your first 60 days on center, you will go through what we call the Career Preparation Period (CPP). During this time, Job Corps staff will help you learn how to create an effective resume, put your best face forward during job interviews and develop important social skills. You will also work on computer and job search skills. Job Corps gives you all of the tools you will need to land that perfect job. 6. gET THE RESPECT YOu DESERVE Job Corps strives to provide safe and comfortable accommodations where all students are treated with respect. For that reason, all centers enforce a Zero Tolerance Policy for violence and drugs. Your success and safety are important to us. Job Corps provides an environment that is supportive and tolerant of all students who want to learn.

5. JOB CORPS DOESN’T COST STuDENTS A THINg All of the great training and educational opportunities provided by Job Corps are available at no cost to you. You’ve got nothing to lose and everything to gain.

4. A PLAN DESIGNED JUST FOR YOU Students arrive at Job Corps with different needs and expectations. All participants have the opportunity to develop a personal career development plan that is designed especially for them. When you leave Job Corps, you will be fully equipped with the academic and technical training, as well as employment skills, you will need to find a rewarding career.

3. SUPPORT WHEN YOU NEED IT THE MOST Job Corps counselors work with graduates for up to 18 months after graduation to help them achieve stability and comfort in their new lives. Besides career counseling, support services include help finding housing, health care, transportation and child care. Career transition specialists stay connected with graduates to help them stay on track with their career goals. This personal touch after graduation helps graduates find good jobs while receiving the support needed to stay in the workforce.

2. GAIN INDEPENDENCE Ninety percent of students enrolled in Job Corps are residential students, so chances are that if you choose to join the program, you will live on the center. Each of the 17 centers in the Atlanta Region provides dorms on campus, and students live with roommates. During your time on the center, you will learn to live independently. You will help create your academic and career training schedule, and you will be able to choose from a variety of recreational activities in which to participate. You will gain the responsibility and maturity to forge your own path outside the center.

1. YOU! The number one reason to join Job Corps is you! You owe it yourself to gain the skills and knowledge that are essential to becoming successful in today’s workforce. Take the first step on your journey to success and enroll today.

10 reasons to enroll in Job Corps


Marketplace


For information on placing Diversity related advertising,call (619) 266-6244 or email [email protected]

diversity works employment guide spring 2008

Documents