women in business & industry 2005

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4 Women in Business & Industry

Women in Business & Industry 5

CINGULAR WIRELESSNAMED TO DIVERSITYINC.TOP 50 LISTCompany Cited for Commitment to Diversity

Cingular Wireless, the nation’s largestwireless communications company, is amongthe Top 50 corporations in the U.S. with arecognizable commitment to diversity,according to recently announced rankings byDiversityInc. Magazine, a leading nationalpublication that focuses on workplace diversityand inclusion.

“Cingular is proud of its successes in theareas of diversity and inclusion, and we arehonored to be recognized for an achievementthat we consider so integral to our business,”says Bob Reed, Vice President - Diversity atCingular. “We will continue to value theuniqueness and similarities of the Cingularfamily of employees and customers.”

This year, Cingular was also named one ofthe “50 best places to work” for Hispanicwomen by LATINA Style, a national women’smagazine. In addition, the company wasselected as a “2005 Employer of Choice” bythe Minority Corporate Counsel Association(MCCA) for its commitment to creating andmaintaining an inclusive corporate legaldepartment.

DiversityInc. says the Top 50 companieshire more than 40 percent more people ofcolor than all U.S. companies; they have fivetimes more diverse suppliers than all U.S.businesses; and, they tend to recruit andretain a larger set of diverse employees.Companies are selected on the basis ofresponses to more than 200 questions aboutCEO level commitment, human capital,

corporate communications and supplierdiversity. More than 203 companiesparticipated in the by-invitation survey.

About Cingular WirelessCingular Wireless is the largest wireless

carrier in the United States, serving morethan 50 million customers. Cingular, a jointventure between SBC Communications (NYSE:SBC) and BellSouth (NYSE: BLS), has thelargest digital voice and data network in thenation. Cingular is the only U.S. wirelesscarrier to offer Rollover(SM), the wireless planthat lets customers keep their unused monthlyminutes. Details of the company are availableat www.cingular.com.

First Florida CensusReports Women Hold FewBoard Seats & ExecutivePosts in State’s LargestPublic Companies,According to WomenExecutive Leadership

Women hold 96, or 7.9 percent, of the1,213 corporate board seats with Florida’s 150largest public companies, according to theresults of a study released today by WomenExecutive Leadership (WEL).

The 2004 Florida Census of WomenDirectors and Executive Officers, which WELconducted in conjunction with the University

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of Miami, reviews the composition of directorsand executive officers with the state’s 150largest public companies. WEL, whosemission is to increase the number of womenserving on corporate boards, plans to use thefindings to raise awareness of gender diversityin the boardroom and facilitate a dialogueabout the positive impact women have oncorporate governance and companies’financial success.

“Although more women are rising to senior-level positions in corporate America, theycontinue to be underrepresented in theboardroom,” said Cindy Kushner, president ofWEL. “The results of this first Florida censusestablish an important baseline to understandhow Florida companies stack up againstnational averages. We believe that bypublishing these statistics, recognizing thosecompanies that have a commitment to genderdiversity and connecting qualified women toboard opportunities, we can positively impactthe future of companies in Florida.”

The study’s findings show:

• Among those cities and states that havedone similar research, Florida ranks second tolowest in the percentage of board seats heldby women.

• Florida’s 150 largest public companies haveas many as 15 or as few as four directors.

• Seventy-seven, or 52.4 percent, of thesecompanies have no women on their boards.

• Fifty-two, or 35.4 percent, of thesecompanies have one woman on their board.

• Eighteen, or 12.2 percent, of thesecompanies have two or more women on theirboards.

• Only 20 percent of the companies in thehealthcare sector have a woman on theirboards. This is the smallest representation inany sector.

• Women hold 15.1 percent of board seats inthe retail/restaurant sector - the most in anysector.

About the CensusIn conjunction with WEL, research for the

2004 Florida Census of Women Directors andExecutive Officers was gathered and analyzedby Kay Tatum, Ph.D., CPA, University ofMiami’s Chair and Associate Professor ofAccounting. Additional assistance wasprovided by Ya-wen Yang, Ph.D., CPA,Assistant Professor of Accounting, and threegraduate business students. Dr. Tatum joinedthe University of Miami’s Department ofAccounting in 1986 after receiving herdoctorate from Texas Tech University. Herprimary teaching and research interests areauditing and corporate governance. She is amember of the Public Company AccountingOversight Board’s Standing Advisory Groupand is a contributing author to the book AuditCommittees: Guide for Directors, Management& Consultants.

About WELWomen Executive Leadership (WEL) is a

not-for-profit organization whose mission is toincrease the number of women serving oncorporate boards. With a membership thatreflects Florida’s diverse businesses, WELrecognizes and connects accomplished womenand further expands their influence withintheir respective business communities.Through its quarterly meetings, WEL providesa forum for executive women to unite,leverage best practices and address thechallenges and opportunities faced by C-levelexecutives and corporate board members ofFortune 1000 companies. WEL, whoseprimary sponsors are KPMG and Holland &

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Knight, seeks to raise awareness of genderdiversity on corporate boards and collaboratein the director-selection process. For moreinformation or to view the 2004 FloridaCensus of Women Directors and ExecutiveOfficers, which WEL conducted in conjunctionwith the University of Miami, visitwww.womenexecutiveleadership.com.

Key Findings Reveal theImpact of HispanicWomen on the U.S.Economy

DIVERSITY BRIEFSHispanic women are a rapidly growing

segment of the U.S. population, withespecially large representation in younger agegroups. By 2050, Hispanics are forecasted tocomprise nearly one quarter of U.S. women,according to the HispanTelligence(R) researchreport “Hispanic Women in Profile 2005”released in June by Hispanic Business Inc.

The data-rich report also reveals thatnative-born Hispanic women have highereducational attainment and average earningsthan do foreign-born Hispanics, therebynarrowing the differences between Hispanicsand national averages.

While only 2.9 percent of Hispanic womenhave advanced degrees, the ones that dohave higher average annual earnings

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($58,623) than all women with advanceddegrees ($50,756).

“From 1979 to 2002, Hispanic womengained a 10 percent increase in real earnings,increasing median annual earnings from$18,720 to $20,592. The wage gap, thedifference in earnings between men andwomen, is smaller among Hispanics thanwhites. Hispanic women earn 88 percent ofHispanic men‚s earnings, while white womenearn only 78 percent of white men‚s earnings,”stated the author of the study, AndreaLehman, HispanTelligence(R) BusinessEconomist.

Another interesting finding described in thereport is that the number of firms owned byHispanic women has increased by 63.9percent between 1997 and 2004. The numberhas passed the half million mark with 553,618Hispanic women-owned businesses in 2004.

What do these key findings mean for thefuture of Hispanic women? Hispanic womenwill have an increasing impact on the face ofthe U.S. economy that cannot be ignored ˆespecially in entrepreneurial and small-business ventures.

The HispanTelligence(R) “Hispanic Women inProfile 2005” report also provides:

• Further demographic data on education,population, and other comparative trends

• Comparison of native-born and foreign-bornHispanic women

• Description of Hispanic women by area oforigin

• Labor force participation of Hispanic womenwith children

• Breakdown of employment by industry

• Minority women-owned firms

• Concentrations by industry of Hispanicwomen-owned businesses

To purchase a full copy of this or any of ourother informative HispanTelligence(R) reports,please visit http://www.hispanicbusiness.com/research/ or our research channel at http://www.hispanicbusiness.com To order by phone,please call their Research Department at(805) 964-4554 ext. 605.

Magnum Staffing Named10th Largest Woman-Owned Business InHoustonHouston Staffing Company Makes BusinessJournal’s Prestigious List

Magnum Staffing recently was named 10thlargest woman-owned business in Houston bythe Houston Business Journal, jumping fromthe number 16 spot in 2003. This prestigiouslist names only top-grossing businessesowned and operated by women in Houston.

“We’ve continued to grow considerably bynever taking any size of business for granted,”said Caroline Brown, president and CEO ofMagnum Staffing. “My true measure ofsuccess is when referral clients outpacesolicited clients.”

The Houston Business Journal ratedtemporary placement firms based on thenumber of employees placed in the previousyear. The successful companies listed in theissue have made significant contributions totheir local economy through placing workers

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in jobs to meet the demands of areabusinesses.

“We have a lot of work to do, but we areproud of our current corporate resume,”Brown said. “The challenge is to continuemaking sure our clients and associates believethey’ve made a great business decision inchoosing Magnum and are committed for thelong term. We certainly are.”

Established in 1996, Magnum Staffingprovides personnel in the areas ofwarehousing, manufacturing, construction andoffice/clerical. An active voice in the TexasAssociation of Staffing, Magnum Staffing hasbeen ranked nationally in America’s Hottest100 Companies by Entrepreneur Magazine,Top 10 Staffing Firms and Top 10 Woman-Owned Businesses in Houston by the

Houston Business Journal, Houston’s 100Fastest-Growing Companies by the Universityof Houston Business Center and the Best Placeto Work in Houston by the Houston HumanResource Management Association.

For more information about MagnumStaffing, please call (713)658-0068 or visitwww.magnumstaffing.com.

MERCEDES LAPORTA WINSPRESTIGIOUS WOMEN’SBUSINESS AWARDSuccessful businesswoman receivesnational recognition

Mercedes LaPorta, president of MercedesElectric Supply, Inc., has received theprestigious Salute to Women’s BusinessEnterprises award from the Women’s Business

Enterprise National Council (WBENC) inWashington, D.C.

The WBENC is the nation’s largest and mostwidely recognized third-party certifier ofwomen-owned businesses. LaPorta is one of14 Women-owned Business Stars honored thisyear, representing one of the 14 partnerorganizations outlined in the WBENC’sstructure. The “Business Stars” are selectedbased on their leadership in the localcommunity, their unique ability to inspireother women business owners, and theirsuccess in directing a WBENC-certifiedbusiness.

The award comes as no surprise to thosewho know her, though Ms. LaPorta is thrilledand humbled to be honored. “I am so gratefulto receive the Business Stars award from theWBENC,” said Mercedes LaPorta, “especiallysince the organization has already given meso much by enabling me to meet like-mindedand successful businesswomen at Fortune 500corporations and around the region.”

LaPorta is currently celebrating 26 years inbusiness, having grown from a small Sylvanialamp distributor to a 43-employee, full-serviceelectrical supply company housed in a 30,000square foot office building and warehouse.Mercedes Electric Supply boasts a diverseproject roster that includes work at the MiamiAmerican Airlines Arena, Nellis Air Force Basein Nevada and the Federal Law EnforcementBuilding that has helped her earn over $20million in annual sales. Their contracts withthe Miami International Airport haveaccounted for $10-20 million in revenueduring the last four years. Since joining theWBENC in 2004 she has already receivedmultiple orders for electrical supplies for OfficeDepot stores nationwide.

Mercedes LaPorta’s businessaccomplishments include multi-year recognition

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DIVERSITY BRIEFSas one of the top Hispanic-owned businesses in thenation and in Florida. Professionally, she is amember of WBENC, WPO and NMSDC. Herindustry affiliations include the IMARK Group,National Association of Electrical Distributors(NAED), National Electrical Contractors Association(NECA), and the Association of Building Contractors(ABC). Locally, she is a member of the GreaterMiami Chamber of Commerce.

About Mercedes Electric SupplyMercedes Electric Supply is family-owned

business started in 1979. As an electricaldistributor, the company stocks $2 million worth ofinventory from manufacturers such as Square DCompany, Pass and Seymour, Osram/Sylvania andSouthern Wire. The company is also certified as aWoman-Owned Business and Hispanic BusinessEnterprise under various state and countyagencies.

Xerox Among Top 10Companies for ExecutiveWomen, Says NationalAssociation for FemaleExecutives

The ability of women to lead and succeedat Xerox Corporation (NYSE: XRX) hasearned the company a top spot on the 2005Top 30 Companies for Executive Women list,released today by the National Associationfor Female Executives, a women’sprofessional and business association.

mailto:[email protected]


Xerox is No. 8 on NAFE’s annual ranking,recognizing the company’s inclusive workplaceculture and women in leadership roles.

For the first time, NAFE measured thepercentage of women occupying positions with“profit-and-loss” responsibility. Other factorsconsidered in the ranking included successionplanning programs, leadership training,mentoring programs, and work/life programs.Eligible companies also must have at least twowomen on the board.

“Xerox proves that it’s not that difficult tomove women into leadership,” said Dr. BettySpence, president of NAFE. “Women make upapproximately a third of their work force; andtheir number of women managers matchesthat, with many of those women exercisingprofit-and-loss responsibility. They are astand-out.”

In addition to the high percentage of womenin Xerox’s overall U.S. work force, at the levelof vice president and above, 27 percent areminority and majority women, according to2004 year-end data. Women in key rolesinclude the company’s chairman and chiefexecutive officer, chief engineer, chiefinformation officer, corporate treasurer, vicepresident of finance for Xerox North America,vice president of human resources, andpresident of Business Group Operations, a $12billion organization.

Xerox’s investments in leadership trainingand employee development arecomplemented by investments to helpemployees balance their work and personallives. The company offers flex time, jobsharing and telecommuting workarrangements as well as benefits such astuition reimbursement, child-care subsidies,child-care counseling and referral, first-timehomebuyer’s assistance, adoption assistance,

DIVERSITY BRIEFSon-site fitness and banking facilities, andemployee assistance programs.

The 2005 “Top 30” marks the fourth timethat Xerox has been recognized since the list’s1998 inception; the company also was listedin 1998, 1999 and 2004.

NAFE’s rankings are determined throughresearch conducted by the organization’s staffand comprehensive questionnaires completedby each company. The National Association forFemale Executives, founded in 1972, is part ofWorking Mother Media, which also operatesWorking Mother magazine. More information isat www.nafe.com.

Pitney Bowes’ Leslie Abi-Karam Recognized as2005 Woman ofDistinction in HighVolume TransactionOutput Industry

Pitney Bowes Inc. (NYSE: PBI) announcedthat Leslie Abi-Karam, president, Pitney BowesDocument Messaging Technologies, has beedhonored as a 2005 Woman of Distinction at anawards ceremony on May 19, 2005 at the AIIMON Demand conference and exhibition inPhiladelphia. Ms. Abi-Karam will be recognizedfor her leadership skills, professionalachievements and contributions to the highvolume transaction output (HVTO) industry.

Organized by OutputLinks, a leadinginformation resource of the HVTO industry, the



Woman of Distinction’s annual programspotlights the rich contributions and ongoingachievements of innovative women who helpshape today’s transaction output industry.

“Our program honors HVTO luminaries,”said Andy Plata, president, OutputLinks.“This award recognizes the manycontributions, achievements and successes ofstellar women — like Leslie Abi-Karam — intransaction output.”

Among her many career accomplishments,Ms. Abi-Karam has led Pitney Bowes to be theworldwide leader in the mail and documentproduction industry for the past three years.

I am of course honored to receive thisaward,” said Abi-Karam, “and to join this highprofile league of industry achievers.”

Also to be recognized at the awardsceremony is Brian M. Baxendale, recentlyretired senior vice president of Pitney BowesInc. and president, Enterprise RelationshipDevelopment. Baxendale will receive theStewardship Award in recognition of hispersonal and professional leadership,achievements and contributions to theElectronic Document Systems Foundation(EDSF).

About Pitney BowesPitney Bowes is the world’s leading provider

of integrated mail and documentmanagement systems, services and solutions.The $5.1 billion company helps organizationsof all sizes efficiently and effectively managetheir mission-critical mail and document flowin physical, digital and hybrid formats. Itssolutions range from addressing software andmetering systems to print streammanagement, electronic bill presentment andpresort mail services. The company’s 85 yearsof technological leadership have produced

many major innovations in the mailingindustry, and it is consistently on theIntellectual Property Owner’s list of top U.S.patent holders. With approximately 35,000employees worldwide, Pitney Bowes servesmore than 2 million businesses through directand dealer operations. More information aboutthe company can be found at www.pb.com.

NEW women of colorreport outlines industry’schallenges, opportunitiesNEW urges action on the promotion of womenof color

The Network of Executive Women has issueda new report urging action on the promotion ofwomen of color in the consumer products andretail industry. The report, “Women of Color:The Challenge and Opportunity Ahead,”includes a 10-point corporate action plan tohelp address what it calls the “stubborn lack ofprogress” in promoting women of color tosenior management positions.

The new white paper points out that only oneFortune 500 CEO is a woman of color, andquotes a Catalyst study revealing that women ofcolor hold only 1.6 percent of corporate officerpositions at 429 of the Fortune 500 companiessurveyed. The non-profit association says thatwomen of color lag behind not only white menbut white women in promotion and pay.

The Network’s 10-point corporate action planincludes such recommended steps as crafting adiversity plan, setting goals, establishingbenchmarks and creating support networks andprograms for women of color.

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‘Good for growth’The NEW report refers to a recent Catalyst

study as evidence that promoting women is“not just good policy, but good business.”According to the survey, companies with thegreatest gender diversity in their ranks have a35 percent higher return on equity thancompanies with the lowest women’srepresentation.

Gender and ethnic diversity in management“is good for growth,” the report concludes.“Executive women of color are a vastunderutilized business resource. Theirleadership can be the key to new markets,increased consumer loyalty, greaterproductivity, creativity and diversity indecision-making, and fresh insights to yourcustomers.”

“We’ve run out of excuses,” commentedNEW board member Trudy Bourgeois,president and CEO of the Center for WorkforceExcellence. Bourgeois helped spearhead theNEW Women of Color initiative that led to thismonth’s report.

“It’s not a pipeline issue,” Bourgeois said. “It’san emotion issue. It’s about the willingness ofpeople to change. She said, “A lot of lip serviceis being paid - some people see this as thepolitically correct thing to do, but in order tothrive organizations must fully engage everyemployee and fully serve every consumer.”

NEW Executive Director Joan Toth said thewhite paper is the second in a series of BestPractices reports designed to help NEWsponsors and members realize “the full potentialof management diversity.” In addition to thewhite paper series, “NEW will continue toconsult and advise its members on diversityissues, hold networking events, facilitatementoring and champion the cause of industrydiversity,” Toth said.

To inquire how your company can receivethis and other Best Practice Series whitepapers, contact NEW Executive Director JoanToth at (312) 373-5682, or [email protected].

One thousand membersThe Network of Executive Women,

Consumer Products and Retail Industry, iscomprised of more than 1,000 individualmembers, including senior executives,emerging leaders and academics andstudents. They represent more than 300organizations, including grocery, chain, drugand mass retailers, wholesalers, CPGmanufacturers, consultants and sales agents,and associations and media.

The Network is supported by itsmembership and its corporate sponsors,including Accenture, PepsiCo, Ahold USA,Procter & Gamble, Coca-Cola North America,Wal-Mart/Sam’s, Johnson & Johnson, ConAgraFoods, Leadership Network Corporation,Deloitte, 7-Eleven, The Gillette Company,Trade Marketing Group, GSP MarketingTechnologies, Tyson Foods, Kraft Foods, USSmokeless Tobacco, AC Nielsen, the HersheyCompany, Campbell Soup Co., Kellogg’s, DelMonte Foods, Sara Lee Coffee & Tea, CadburyAdams, Flowers Foods, Daymon Worldwide,Mass Connections, Giant Eagle, Meijer, J.B.Hunt and Morton Salt / Rohm and Haas

For more information on the Network ofExecutive Women, its upcoming LeadershipSummit Sept. 26-27 and its education,mentoring, networking and leadershipdevelopment programs, contact ExecutiveDirector Joan Toth at (312) 373-5682 or visitwww.newonline.org. WIBI


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More than 30 MillionWomen Worldwide AreEntrepreneursMentoring and Support Networks AreVital To Success

Forty-one percent of entrepreneurs arewomen, according to a cross-national study ofthirty-four countries. The first GlobalEntrepreneurship Monitor (GEM) report on

women’s entrepreneurial activity was releasedtoday by The Center For Women’s Leadershipat Babson College.

The GEM 2004 Report on Women andEntrepreneurship provides an in-depth globallook at women’s entrepreneurship and highlightsthe important role that women play in developingand developed economies.

“The GEM study on women’s entrepreneurshipemphasizes the critical role women have in newventure creation and provides insights to informpolicies focused on increasing and extending thescope and reach of their entrepreneurial

WOMEN AS ENTREPENEURSWOMEN AS ENTREPENEURS


activities,” said Dr. Nan Langowitz, Director ofthe Center for Women’s Leadership at BabsonCollege. “These findings support our goal ofunderstanding, featuring and supporting theentrepreneurial efforts of women worldwide. “

Key findings in 2004

• In 2004, GEM estimated that about 73 millionpeople are involved in starting a new businessin the 34 countries that participated in the study.Of those, about 30 million are women. Theaverage level of female total entrepreneurialactivity (TEA) rate across the 34 GEM countriesvaried from 39.1% in Peru to 1.2% in Japan.

• In every country in the study, men are moreactive in entrepreneurship than women. Thelargest gap occurs in middle income nationswhere men are 75% more likely than women tobe active entrepreneurs, compared to 33% inhigh-income countries and 41% in low-incomecountries.

• Overall, opportunity is the dominantmotivation for women’s entrepreneurship,similar to men. Nonetheless, many more womenthan men are involved in entrepreneurshipbecause of the lack of alternative jobopportunities.

• In low and middle income countries, the peakyears to become involved in entrepreneurialactivities for women are ages 25-34. In highincome countries, on the other hand, the peakyears for women are ages 35-44.

• In low income countries, the majority ofentrepreneurially active women (54%) have notcompleted a secondary degree. In high income

countries, on the other end, women with postsecondary education are the most likely (34%)to start a new business.

• As in the case of men, and regardless of percapita income, the largest majority of womeninvolved in starting a new business hold otherjobs.

• Regardless of per capita income, a strongpositive and significant correlation existsbetween knowing other entrepreneurs and awoman’s involvement with starting a newbusiness.

“Our results suggest that employed womenwho know other entrepreneurs are the mostlikely to start a new business,” said BabsonProfessor Maria Minniti, one of the authors ofthe report. “These women tend to be olderand better educated in high-income countriesthan in low and middle-income countries. Wealso found that a woman’s perceptions ofenvironmental opportunities as well asconfidence in her own capabilities are apowerful predictor of her entrepreneurialbehaviour.”

The GEM report shows that across allcountries, a strong positive and significantcorrelation exists between opportunityrecognition and a woman’s likelihood ofstarting a new business. Women whoperceived the existence of businessopportunities were more likely to make thedecision to start a new business.

Additionally, across all countries, a strongpositive and significant correlation existsbetween a woman’s belief of having the

In every country in the study, men are more active in

entrepreneurship than women. The largest gap occurs in middle

income nations where men are 75% more likely than women to

be active entrepreneurs, compared to 33% in high-income

countries and 41% in low-income countries.


knowledge, skills and experience required tostart a new business and her likelihood ofstarting one. Conversely, a strong negativeand significant correlation exists between fearof failure and a woman’s likelihood of startinga new business.

Other Findings

• Subjective assessments about theavailability of opportunities, the ability toexploit them, and the possibility of failing indoing so are all crucial factors in a woman’sdecision to start a new business.

• The majority of businesses started bywomen employed less start-up capital ascompared to men, used known technology,and targeted existing markets. This suggeststhat women entrepreneurs may take a moreconservative approach to business formation,perhaps because of their higher involvementin necessity driven entrepreneurship.

• On average, businesses started by menused more capital than those started bywomen (USD 65,010 vs. USD 33,201respectively).

• Women tend to have slower early growthtrajectories. The vast majority of womeninvolved in starting a new business expect tocreate five or fewer additional jobs within afive-year period. In low and middle incomecountries, only 1% of women’s newbusinesses qualify as having high employmentpotential. The percentage increases to only

1.6 in high income countries.

• Further, women entrepreneurs tend to startbusinesses with known technology and inestablished markets.

Policy Implications

“In order to be effective, policies withrespect to entrepreneurship need to betailored to a country’s specific context,” saidProf. Minniti. “This is particularly importantfor women since they tend to be much moresensitive than men to conditions in their localenvironment. Nonetheless, across allcountries, it is clear that support policies bythemselves are not sufficient to increasewomen’s involvement in entrepreneurship.Women are particularly sensitive to theirsocial environment. Mentoring and networksupport, especially at the local level, are atleast as crucial in boosting women’s attitudeswith respect to business leadership and newventure creation as financial support.”

Policy Implications – High-Income Countries

High-income countries need to sustaininnovation rates and encourage theinvolvement of women in entrepreneurship,especially when faced with an aging laborforce. Areas of importance for policy makersshould include promoting entrepreneurialeducation at the college and post-graduatelevel and encouraging more women to pursuetechnical degrees and to commercialize theirideas. Coordinating policy to encourage equal

“Our results suggest that employed women who know other

entrepreneurs are the most likely to start a new business,”

said Babson Professor Maria Minniti, one of the authors of

the report. “These women tend to be older and better

educated in high-income countries than in low and middle-

income countries.


benefits for women in the workforce, whetherin traditional or entrepreneurial businessroles, is vital.

Policy Implications – Middle-IncomeCountries

More than in other groups, women in middleincome countries shy away from starting theirown businesses. Areas of importance forpolicy makers should include to instillfundamental aspects of the entrepreneurialmindset and to increase the attractiveness ofentrepreneurship as an income producingactivity for women even when they haveaccess to jobs in manufacturing or in thepublic sector.

Policy Implications – Low-Income Countries

Much female entrepreneurship in low-income countries is motivated by necessity,thus starting a new business represents aneffective and flexible way for women toemancipate themselves and provide for theirfamilies. Areas of importance for policymakers should include literacy and financialassistance.

The Center for Women’s Leadership atBabson College provides educationalprograms, conducts research, and offersexecutive outreach that promote theadvancement and accomplishment of womenat all stages of their professional developmentand the achievement of competitiveadvantage by companies focused on the talentand market power of women. For moreinformation, visit www.babson.edu/cwl.

Babson College, Wellesley, Mass., USA, isrecognized internationally as a leader in

entrepreneurial management education.Babson grants BS degrees through itsinnovative undergraduate program and grantsMBA and custom MS and MBA degreesthrough the F.W. Olin Graduate School ofBusiness at Babson College. Babson ExecutiveEducation offers executive developmentprograms to experienced managers worldwide.For information, visit www.babson.edu.

The GEM report: The GlobalEntrepreneurship Monitor (GEM) wasestablished by Babson College and the LondonBusiness School and is an annual cross-national assessment of entrepreneurship.Started in 1999 with 10 participatingcountries, the project has expanded to include34 countries in 2004, representing a totallabor force of 784 million.

The GEM program is a major effort aimed atdescribing and analyzing entrepreneurialprocesses within a wide range of countries.The program has three main objectives:

• To measure differences in the level ofentrepreneurial activity between countries

• To uncover factors leading to appropriatelevels of entrepreneurship

• To suggest policies that may enhance thenational level of entrepreneurial activity

New developments, and all national reports,can be found at www.gemconsortium.org. Theprogram is sponsored by Babson College andLondon Business School.

Copies of GEM cross-national assessment onwomen’s entrepreneurial activity are availableat www.gemconsortium.org.

GEM estimated that about 73 million people are involved in

starting a new business in the 34 countries that participated

in the study. Of those, about 30 million are women.


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Just over two thirds (67%) of organizationsin the U.S. and 71% elsewhere in thedeveloped world explicitly view promotingdiversity at all levels as a retention tool,according to a study by global career servicescompany Lee Hecht Harrison. The report,Release, Retain, Recruit: Optimizing the Cycleof Workforce Regeneration, is based on atelephone survey of senior human resourcesexecutives from 300 organizations in theUnited States, Europe, Asia/Pacific Islands,Central America, South America and Canada.

Lee Hecht Harrison Executive Vice PresidentBernadette Kenny said the widespread recognitionof the role developing and advancing employeeswith diverse backgrounds plays in retention wasamong the study’s pleasant surprises. “Certainly,

with demographic shifts and globalizationchanging organizations’ customer bases, therehas been growing awareness that havingemployees at all levels who represent diverseconstituencies is not just a legal or moral issue butalso a business imperative,” Kenny said. “The factthat most organizations now see the link betweenproviding equal advancement opportunities andemployee retention is another step forward inunderstanding the value of diversity in theworkplace.”

Kenny noted that Lee Hecht Harrison’sfindings are reinforced by a 2004 NationalUrban League study that looked at thequestion from the employee perspective. Thestudy, Diversity Practices that Work: TheAmerican Worker Speaks, found that 59% of

GLOBAL HR EXECS LINK DIVERSITY TO RETENTION

IS DIVERSITYTHE KEY?


U.S. employees believe that effective diversitypractices are extremely or very important toretaining diverse talent. It’s noteworthy,however, that when asked whether theircompany had an effective diversity program,only 32% of the representative sample ofAmerican workers had a favorable response.The plurality (42%) was neutral, while 26%had a negative view of their companies’efforts.

Kenny said that many participants in LeeHecht Harrison’s study acknowledge theirorganizations are not yet doing everythingthey can to promote diversity at all levels. Infact 35% of U.S. respondents and 20% of thoseelsewhere in the world say that commitment todeveloping a diverse workforce is one of theareas they need to improve in order to recruitand retain talented employees going forward.

While developing diverse employees is only oneof the areas respondents singled out forimprovement, it was cited by more U.S.respondents than bonuses and benefits and bymore worldwide respondents than vacationtime and perks.

Kenny said that given widespread fears thata new global retention crisis looms,organizations should institute or reassess,and, if necessary adjust, their diversityinitiatives. “It is not enough for companiessimply to have many different groupsrepresented in their workforce. Current andprospective employees need to know thatregardless of background, everyone has anequal opportunity to develop, contribute toand advance in the organization.”


The quantitative data in Release, Retain,Recruit: Optimizing the Cycle of WorkforceRegeneration is the result of the surveycommissioned by Lee Hecht Harrison andexecuted by professional research firm GlobalStrategy Group, LLC, using a uniform, 51-itemquestionnaire. The margin of error is +/- 5.7%.

To request a copy of the report, call800.611.4LHH or visit Lee Hecht Harrison’swebsite at www.LHH.com.

With over 240 offices in 36 countries, LeeHecht Harrison is the global performance leaderin career and leadership consulting, maximizingorganizational and individual success throughservices that connect people to work, increasecareer effectiveness, and develop superiorleaders. Its focus is helping organizations andtheir employees deal with career transitions,career management and the effect of change oncareers, work and employability. Established in1974, Lee Hecht Harrison’s experience includeshelping companies of all sizes effectivelymanage change, downsizing and internal careermobility. Lee Hecht Harrison is the flagshipbrand of the Adecco Career Services division ofAdecco S.A., the world’s largest HR solutionscompany with nearly 6,000 offices in 62countries. For more information about thecompany and its recent research on HR topics,please visit Lee Hecht Harrison’s website atwww.LHH.com. WIBI

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Women-owned businesses increasingly aredriving the economic health of the top 50metropolitan areas through job creation andgenerating revenues. A report released bythe Center for Women’s Business Researchshows that the number of women-ownedbusinesses in the top 50 metropolitanstatistical areas (MSAs) continues to growfaster than the economy in general. The 5.1million privately-held, 50% or more women-owned firms located in the top 50 MSAsemploy 9.5 million people and generate $1.3trillion in annual sales.

The report, entitled Women-OwnedBusinesses in 2004: Trends in the Top 50Metropolitan Areas, is part of the Center’sbiennial update on women-owned firms. InApril, the Center released its most up-to-datenumbers on women’s business ownership inthe United States and 50 states. Wells Fargocontinues its longstanding exclusiveunderwriting of the national, state, and metroareas biennial reports.The final piece of the2004 biennial update, the numbers for womenbusiness owners of color, will be released inthe fall.

“At a time when employment is critical tothe growth of urban economies, women-owned businesses are having a vital impact.Between 1997 and 2004, the number ofprivately-held, 50% or more women-ownedbusinesses with employees in these metroareas grew by 30%, compared to a 10%growth rate for all firms with employees inthese areas,” said Myra M. Hart, Chair, Centerfor Women’s Business Research and Professor,Harvard Business School.

“This research further confirms thetremendous impact women-owned businesseshave on the U.S. economy,” said Joy Ott,Regional President for Wells Fargo in Montanaand National Spokesperson for Wells Fargo’sWomen’s Business Services Program. “It’svery encouraging to see women entrepreneursin growing economic areas like Salt Lake City,Phoenix, and Seattle taking risks and buildingsuccessful businesses.”

In this fourth biennial update, the studyreveals that based on the numberof firms,employment, and sales, the top ten MSAs are(in rank order):

Los Angeles/Long Beach, CA

Chicago, IL

New York, NY

Houston, TX;

Phoenix/Mesa, AZ

Washington, DC

Maryland

Virginia

West Virginia

Dallas, TX

Detroit, MI

Philadelphia, PA

New Jersey

Atlanta, GA

Seattle/Bellevue/Everett, WA

Women-Owned BusinessesContinue to Grow in Top 50Metropolitan Areas


The ten metropolitan areas with the fastestgrowth rates for 50% or more women-ownedfirms are (in rank order):

Salt Lake City/Ogden, UT

Phoenix/Mesa, AZ

Las Vegas, NV

Raleigh/Durham/Chapel Hill, NC

Charlotte/Gastonia/Rock Hill, NC

Greensboro/Winston-Salem, SC

Portland, OR

Vancouver, WA

Nashville, TN

Denver, CO

Miami, FL

St. Louis, MO/IL (tied).

The top ten metropolitan areas estimated tohave the greatest share of 50% or morewomen-owned firms are (in rank order):

Portland/Vancouver, OR/WA(57.7%)

Seattle/Bellevue/Everett, WA (56.8%)

Phoenix/Mesa, AZ (54.7%)

Las Vegas, NV/AZ (53.7%)

St. Louis, MO/IL (52.6%)

Sacramento, CA (52.5%)

Kansas City, MO/KS (51.4%)

Oakland, CA (51.3%)

Tampa Area, FL (50.5%)

San Diego, CA (50.3%)

The report focuses, for the first time ever,on three categories of privately-held, women-owned businesses: those businesses whichare equally (50/50) women- and men-owned;those which are 51% or more women-owned.The report, Women-Owned Businesses in2004: Trends in the Top 50 Metropolitan

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Areas, is available on CD-ROM for $145.When ordered in conjunction with the Women-Owned Businesses in 2004: Trends in the U.S.and 50 States CD-ROM ($145), both can bepurchased at a discounted price of $250.(Further discounts are available for Centercorporate partners and NAWBO members.)For further information, contact: Center forWomen’s Business Research, 1411 K Street,NW, Suite 1350, Washington, DC 20005-3407Phone: 202-638-3060, ext. 10.

Email: [email protected],Web site:www.womensbusinessresearch.org.

Methodology

Estimates for privately-held, 50% or morewomen-owned firms; privately- held, majority(51% or more) women-owned firms;privately-held, equally (50- 50) women- andmen-owned firms; and all privately-held firmsin the top 50 Metropolitan Areas (MSAs) arederived from the Census Bureau’s “1997Survey of Women-Owned BusinessEnterprises” (SWOBE). The top 50 MSAs arebased on 1997 U.S. Census Bureau definitionsand are based on overall population size. Theestimates are based on state-level growthrates from 1992 - 1997 that are partiallyderived using unpublished SWOBE data. (SeeCenter for Women’s Business Research:Women-Owned Businesses in 2004:

Trends in the U.S. and 50 States, April2004, for more details). Estimates for boththe equally (50-50) women- and men-ownedfirms and all privately-held firms are based onthe growth rates of all privately-held firms,and estimates for majority (51% or more)women-owned firms are based on the growthrates for only those firms that are majority(51% or more) women-owned.

Estimates and growth rates for theprivately-held, 50% or more women- ownedfirms are based on the combined majoritywomen-owned and equally women- and men-owned firm data.

About the Center for Women’s Business Research

Center for Women’s Business Research is thepremier source of knowledge about womenbusiness owners and their enterprises worldwide.The Center’s mission is to unleash the economicpotential of women entrepreneurs by conductingresearch, sharing information and increasingknowledge about this fast-growing sector of theeconomy.

Since 1989, the Center has generated research-based intelligence that has helped public- andprivate-sector leaders, advocates, and individualwomen business owners make informed strategicdecisions for generating greater businessopportunities.

The Center shares its knowledge of the economicand social aspects of women’s entrepreneurshipwith policy makers, financial institutions, corporateleaders, government agencies, academia, and themedia through research reports, press releases,newsletter publications, seminars, speakingengagements, and worldwide on the Internet atwww.womensbusinessresearch.org.

About Wells FargoWells Fargo & Company is a diversified financialservices company with $420 billion in assets,providing banking, insurance, investments,mortgage and consumer finance to more than 23million customers from more than 6,000 storesand the Internet (wellsfargo.com) across NorthAmerica and elsewhere internationally. Wells FargoBank, N.A. is the only “Aaa”- rated bank in theUnited States.

Providing financial products and services to morethan one million businesses with annual sales up to$20 million in all 50 states, Puerto Rico andCanada, Wells Fargo is the #1 lender to smallbusinesses in the United States in total dollarvolume according to 2002 CRA data. The secondlargest national SBA lender in dollars, and thirdlargest in loans, Wells Fargo is an SBA PreferredLender in 28 states, and originated 3,181 loans for$473 million in 2003. Wells Fargo has also beenranked the number one SBA 504 lender nationallyfor the last two years. Speer & Associates ratedWells Fargo’s online services #1 for small businessand for consumers (2003). Its targeted businessservices programs provide outreach and educationto women, African American, Latino, and Asianbusiness owners about financial services. Since1995, Wells Fargo has loaned more than $20billion to women and minority business owners.

Visit Wells Fargo at www.wellsfargo.com.


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Suzanne Bates Inks BookDeal With Major Publisher

Award-winning TV journalist turnedbusiness-owner to reveal how to“Speak Like a CEO”

Suzanne Bates, President and CEO of thecommunications consulting firm, BatesCommunications, Inc., has signed withpowerhouse publisher McGraw Hill to pen herfirst book, titled, “Speak Like A CEO: Secretsto Command Attention and Get Results.”

Bates is a former TV reporter and top-ratednews anchor in major market television,

spending more than a decade as an anchorand reporter for Boston‚s WBZ-TV. Shestarted her own company three years ago,parlaying her media skills into a thriving,high-demand business for executive coachingand speaker and media training.

Suzanne decided to write the book whenher work with executives revealed they hadlittle or no formal training in public speaking.“Some had been through just a day or two ofgroup training, and few had ever worked witha coach,” adds Bates, “yet they were expectedto speak to large groups, deliver majorkeynotes, appear at important industryconferences, lead board meetings, talk tonews reporters, and manage other highpressure situations.” It was then that Batesrealized the need for a book that provides asophisticated approach to finding your“unique” style, speaking well, and projectinggenuine leadership skills.

“Speak Like A CEO” offers last-minute tipsfor executives-in-training, long-term speakingplans for CEOs, and a complete coaching


guide for people who want to be leaders. It‚sbroken down into three sections on speaking:The Secrets, The Situations, and TheStrategies for commanding attention andgetting results through effectivecommunication.

Suzanne Bates describes “Speak Like ACEO” as a “different kind of book on speaking— for CEOs and business professionals whoaspire to greatness. Whether you‚re the CEO,or want to be the CEO someday, you have anopportunity right now, today, to develop andgrow one of your greatest assets - theauthentic voice of leadership.”

For more, visit www.speaklikeaceo.com

The McGraw-Hill Companies have been a leaderin providing trusted information and analysis forwell over a century, filling a critical need forinformation and insight by helping individuals andbusinesses in a broad range of markets. McGraw-Hill Education is the largest kindergarten through12th grade publisher in the U.S. and a leadingglobal provider of education materials andprofessional information. BtoB magazine recentlynamed The McGraw-Hill Companies No. 1 on its“Top 10 Business Media Powerhouses” list.

Suzanne decided to write

the book when her work with

executives revealed they

had little or no formal

training in public speaking.

“Some had been through

just a day or two of group

training, and few had ever

worked with a coach...”

says Bates

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continued on next page>>>

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OLA R. JACKSON


I t was 14 years ago, when I received a handmade birthday card, coupled with a check and a note that read, “Happy Birthdayfrom the Staff of Jackson Communications”(later changed to Ola Jackson Communications).My unofficial staff consisted of my husbandDaryl and my then 5-year-old son Armon whohad pulled together their resources, threw insome artistic talents, and presented me with anopportunity.

The funds helped me purchase stationaryand other badly needed office supplies, and alittle was left over for capital. By my ownadmission, I did not have a clue as to how torun a business, create a business plan orgenerate revenues...I did have a vision;although somewhat blurry.

I knew that I needed more than an idea toassure that my venture would be profitable. Iwas also aware that entrepreneurial ideascame a dime a dozen. My natural instinctprompted me to draw on some assets that Ithought would be valuable investments for mynew endeavor; self-determination, drive andwho lot of courage.

In 1991, I started a public relationscompany that specialized in media relationsand special event planning. In addition tocoordinating groundbreakings, ribbon cuttingsand business affairs, I utilized my experiencein fashion merchandising to provideprofessional development services to jobtraining programs, colleges and universities.During a welfare-to-work seminar, whileteaching young mothers how to prepareresumes, enhance their interviewing skills anddress appropriately for job interviews, Inoticed that the women weren’t paying meany attention.

I had a revelation, if they ignored me duringmy workshops, I wondered if it would help if Icreated a publication that they could take withthem and read on their own time. I realizedthat these ladies desperately needed ongoingcareer advancement assistance. After a yearof contemplating how I could produce apublication with no experience in journalismor English, I finally decided to take a leap. Mydesire to empower these women was thenexus of Onyx Woman, a free, bimonthlyprofessional development newsletter forAfrican-American women that was distributedthroughout the Pittsburgh area.

The hardest part of creating my new projectwas choosing a name. I looked through thedictionary and every word that defined,“Black” was derogatory. I prayed for ananswer from God to complement the visionthat He had given me. I came up with thename, “Onyx.” “Onyx” was just right; it wasthe perfect depiction that defined African-American women; strong, precious, valuableand black.”

A few years after production, I decided toput a subscription price on what was the onlypublication of its kind in Pittsburgh and relievemyself of the tireless effort to drive aroundthe city with husband and son in towdelivering the papers.

Upon review of my new subscription database, I had a shocking discovery...thedemographic population that my newsletterwas created for was not the population thatwas subscribing. Onyx Woman subscriberswere professionals, executives, attorneys,doctors and politicians.

FROM STRUGGLE TO SUCCESSHow I made it Happen!



It wasn’t long after I set up shop in myhome office that I ran into a friend whoinformed me about a new incubator (abuilding that houses several start-upbusinesses while in their infancy stages) in anearby community. She suggested that I takea look at it. Since my business was quite newI did not want to incur any additional seriousfixed cost so I dismissed her recommendation.

My friend, harassed me until I finally said,“Okay, I’ll take it!” I convinced my husbandthat the move might be a good idea because Icould reach more people by having access toother entrepreneurs who were housed in thebuilding. He hesitantly gave me a handshakeand said, “I guess you’re now officially onyour own.”

I nervously embarked on my relocation andwas able to generate just enough revenuefrom neighboring business owners to pay therent. I recall on many occasions, sitting in mysmall but eloquently decorated office,twiddling my thumbs while waiting for thephone to ring. The walls in the modestlyrenovated community redevelopment project,located in the heart of the inner city, weren’tquite thick enough to block a whisper. Eachtime I would leave my office the receptionistwould laughingly inform me that she wasaware that my phone had not rung all day.Her sarcastic sense of humor motivated me toslip outside the building and call my ownoffice, allowing the phone to ring just enoughtimes to enable my nosey receptionist to hearthe chimes. I wanted to give other tenants inthe building the impression that things werenot as bad as they seemed; when in fact theywere worse.

It was the height of gang activity in thecommunity that caused my husband to beconcerned for my well-being. I knew it wouldnot be long before a conversation was toensue about the harmful effects of my currentbusiness residence.

In the course of a conversation with acolleague, I was notified that a woman had

just made history inPittsburgh by being thefirst African-Americanwoman to purchase anoffice building neardowntown Pittsburghand that I should checkit out. “You got to bekidding!” I told mycolleague, “How onearth could I afford anuptown office?”

After severalsuggestions, I went to check it out. The officewas far too large for my activities, and I couldnot envision paying out, “that kind of rent.”

Even though I had no idea what, “that kindof rent” would be. I met the owner of thebuilding who informed me that she ran aChristian-based business and that she wouldhave to pray on her decision to allow me tomove in. I felt that it did not matter how hardshe prayed unless she would pray that Iobtained a large contract. I just could notenvision myself in that big office paying, “thatkind of rent.” She contacted me later to notifyme that the office was mine and at anunbelievable low rate; far below market value.

After a few months in my new location, Ifound myself running back and forth throughthe suite to answer the phones. My phonesystem was not properly installed so I couldnot answer all of the lines on the same phone.During the course of one of my marathonraces to the grab the receiver, I paused justlong enough to take a good chuckle, as Ipondered on the thought that I had grownfrom receiving very few phone calls, to notbeing able to juggle the incoming callers.

“It takes hard work, dedication, tenacity,

patience and perseverance to make a

business work. These are characteristics

that you cannot and will not learn in

business school.”


My growth spurt was a resultof being in close proximity tothe major advertising agenciesin downtown and rechargingthe newsletter to focus on mynew found demographicpopulation, as well as, finding anew home on the Internetwhich propelled my subscriptionbase even more.

As with many new venturesprogress didn’t last long.Growth began to level off and Ibadly needed a “Plan B.” Mybusiness strategy was in needof a jolt. So I created a spin-offof my quarterly publication andstarted conducting entrepreneur workshops inan effort to diversify the services that mybusiness offered. For a few years we receivedunacceptable attendance and were forced torethink the workshop’s viability. After someresearch, I refined the workshops to focus onfinancial matters for all women whether theywere in business or not, which resulted in aseries of seminars that eventually transformedinto a full-blown, sell-out conference. I wentfrom trying to figure out how we could attractmore people to regrettably having to informwould-be attendees that we could notaccommodate them. Of course thistransformation forced me to reminisce aboutthe days when our events could hardly fill asmall conference room.

Around the same time, we did a publicationmake-over adding more pages and splashes ofcolor. Onyx Woman began to receive badlyneeded attention from women around thecountry. I began receiving invitations tospeak to other women about the successfuljourney of turning my vision into a successfulventure.

Reminiscing about the past brings to mindthe day my husband snapped an unflatteringpicture of me lying across my bed in abathrobe trying to figure out how to prepare abusiness plan. My surprise and anger lead meto holler, “Why are you doing that?” “Whenyou become successful I want you to look

back at this picture,” responded Daryl. At thattime, I viewed his behavior as playful tainting,as opposed to him simply believing in me.Little did I know that he would become mybiggest supporter and his belief in me wouldbe one of my biggest motivating factors.

That photograph now sits on my desk 14years later.

There have been many changes in my life,my magazine and my business since myhusband captured the image of the beginningof my ambitious undertaking during hisimpromptu photo session. The greatesttransformation has been the creation of OnyxWoman Network (OWN), which includes, inaddition to what is now a full-blown magazinedistributed in 10 major African-Americanmarkets, our new television talk show, ourconference debuting in Atlanta next Spring2006, and our online radio show. What hasn’tchanged is the love and commitment fromfriends and family; especially my husband,whose patience and understanding has beenso badly needed as we both endured thesacrifices and risk that were necessary tomake it all happen.

The message that I want to convey to thoseseeking to strike out on their own is thatgoing solo can give you a sense of isolation,especially during those times when you feel as

“The message that I want to convey

to those seeking to strike out on

their own is that going solo can give

you a sense of isolation, especially

during those times when you feel as if

you are swimming against the tide.”



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if you are swimming against the tide.Through the years, I felt as if I was sure tosink, and just as my raised hand was justabout to go under water, somebody,somewhere somehow grabbed hold and pulledme to shore only to breathe life into my soul.

I have had many people support me alongthe way. Their words of encouragement havestrengthened me. Their prayers have openeddoors that I thought were bolted shut.Through them I have been able to hold onuntil change took place.

It takes hard work, dedication, tenacity,patience and perseverance to make a businesswork. These are characteristics that youcannot and will not learn in business school. Iwant you all to know in pursuing your dreamssometimes the waves of life are gentle,enabling us to glide over like a breeze. Thenthere are huge, dangerous rip tildes that canswallow you up and steal the breath out ofyour spirit. There is nothing constant aboutchange, other than the fact that it isguaranteed tohappen. What you mustremember is that you play a vital role inwhether you drown in your sorrows or stayafloat with the changes. Before you go under,remind yourself why you are struggling ratherthan surrendering your dreams only to accepta life of simple contentment and meresurvival. You can go from struggle to success.

Ola Jackson earned an Associate’s Degree in FashionMerchandising from Duff’s Business Institute and a Bachelor ofScience in Business Administration from Robert MorrisUniversity, where she majored in Marketing. Jackson has beenfeatured in a number of newspapers and has been a frequentguest on various radio and television talk shows. She waselected Business Woman of the Year by the Negro Business andProfessional Women’s Club for her contributions to thecommunity through Onyx Woman. Jackson was honored by theN.A.A.C.P. in recognition of her role as business owner. Shereceived the Woman of Excellence Award from the ProfessionalWomen in Business Club, and the Woman of Distinction Awardfrom Ebenezer Baptist Church. Jackson hosted a popular, live,business radio talk show, entitled “Movin On with Ola Jackson”and “Accents on Women” which aired on WCXJ radio inPittsburgh. Jackson was also a business coach for disabledadults.

You can see a sample of the magazine at: www.onyxwoman.com.

You can contact Jackson at 412-731-5159. WIBI

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NASA ENGINEER WINSPRESTIGIOUS AWARD

NASA aeronautical engineer Laurie Marshall isbeing honored by the National Society of BlackEngineers (NSBE) with their 2005 Golden TorchAward for Outstanding Woman in Technology ofthe Year.

Marshall was selected for her professionalachievements in science and engineering.According to the Society, the Golden TorchAwards honor, “the best and brightesttechnology professionals in government,business and academia.”

Marshall has participated in several researchprojects at the NASA Dryden Flight ResearchCenter (DFRC), Edwards, Calif. She served aschief engineer for the third flight of the X-43Ahypersonic vehicle in November 2004. Theproject validated supersonic-combustion ramjet(scramjet) propulsion technology.

Marshall began her NASA career in 1992,when she served an internship in theAerodynamics Branch at DFRC. She accepted apermanent position in 1993, followinggraduation from the University of California atDavis with mechanical and aeronauticalengineering degrees. She earned an Engineer-

in-Training license in 1994. She received amaster’s of science degree in mechanicalengineering from California State University atFresno in 1998.

Marshall received her award at the 8th annualGolden Torch Awards ceremony in Boston onMarch 24 during the 31st NSBE convention. Formore information about the Society, visit: http://www.nsbe.org/convention/index.php

For information about NASA on the Internet,visit: http://www.nasa.gov

Photo - Tom Tschida - courtesty of NASANASA aeronautical engineer Laurie Marshall

WIBI


Reprinted with permission from Caliper.


WIBI

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women in business & industry 2005

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