=DiversityWorks!

Urban League

M a g a z i n e
Spring Issue Volume 2 Issue 2

2007 Diversity Works! Career Fair Edition

HEALTH IS WEALTH
An official publication of the
An Affiliate of the National Urban League = Urban League
San Diego County
Empowering Communities.
Changing Lives.
Wherever your job search leads, we’ll take you there.
There are several different ways to find a good job, but search resource, you’ll find quality job opportunities, informative
none better than using The San Diego Union-Tribune and articles that will help you on your career path, and news about
SignOnSanDiego.com. That’s because recruiters know that various jobs fairs that will put you one-on-one with recruiters.
one ad in the Sunday Union-Tribune and Signonsandiego.com If you’re looking, find www.sdjobs.signonsandiego.com.
combined reaches 1,385,800 It’s the vehicle you need on the path to your ideal job.
San Diego adults who have
Source: August 2005 - July 2006 San Diego Scarborough Report.
either read the Union-Tribune
or visited SignOnSanDiego.
com in the month. That’s
62 percent of adults in
San Diego County. When
you utilize the U-T and
SignOnSanDiego as a job-
 contents
CREDITS
Publisher - Maurice D. Wilson
Editor-in-Chief - Pamela S. Perkins
Managing Editor - Sheri L. Williams
Assistant Editor - Paulette Bartley-Royster
Research & Development Manager - NJ Mitchell
Layout & Design - Graphics by Design
Photographer - Larry Morgan
Cover Design - Graphics by Design
Cover Design Concept - Union Tribune
Contributing Writers - P.S. Perkins, Walter Davis, Shelia Burrell,
Maria Dowd, Mayumi King, Jaime Arroyo 20. African American Folklore
The MEDICAL FOLKLORE of Black Americans
contains elements from European and African...

Feature Story 23. Must Read Book Reviews:

Only 25 years ago under
the notion of “welfare
capitalism,” it was expected
that you became educated
in your craft, sought a job
for life and raised a family.
Loyalty and security were
unspoken agreements
between the employee...
16. Introducing Neo-Professionalism: Power,
Performance and Prosperity - part 1
4. Message from the President/CEO and the Publisher
6. Message from the Editor-in-Chief
The Audacity of Hope by Barack Obama
24. Powerful, Motivational & Powerful Quotes Ahead
A motivational and positive quote contains the
power to help people overcome their toughest stum-
bling blocks;...
28. Understanding Emotions in Traditional Chinese
Medicine
In traditional Asian medicine, emotions and physi-
cal health are intimately connected. Sadness, nerv-
ous tension and anger, worry, fear, and overwork...
30. Success Story: Ruth Sinclair
As a young girl growing up in the Caribbean, I
dreamt of going to America for better...

7. Career Fair Expo Chair Persons
As the Co-Chairs of the 18th annual Diversity Works!
Career Fair/Expo, we would like to Welcome you!…
32. Cross-Cultural Communication in the Workforce
There is nothing wrong with the way you talk.
Communication...

38. DiversityWorks! Partners

8. Career Fair Expo Committee As one of over 57000 employers in the region we
are counting on your support to help make
9. Career Fair Expo Schedule of Events
Diversity Work! here in San Diego.
10.Career Fair Expo Exhibitors
11. Career Fair Expo Supporters

13. Health is Wealth: How Diet Affects AA Men’s Health

African-American men have a greater chance of devel-
oping or dying from many chronic diseases,...

15. National Urban League & Walgreens Wellness Tour

Please visit one of the following locations for 5...

18. FYI: Information You Should Know

African American women in the South are about 60
percent more likely than white women to die from.... DiversityWorks!
 Cecil H. Steppe Maurice Wilson
President/CEO VP/Publisher

A History of Service:
Not your Grandfather's Urban League
Written by, Cecil Steppe, President and Maurice Wilson, VP/Publisher

ou may not know this, but the Urban League is the oldest diver-

Y sity staffing agency in the nation. Started in 1910, 97 years ago

the Urban League began assisting southern rural Blacks migrat-
ing to the North for jobs in factories. These eager jobseekers lacked the
education, job skills and urban cultural awareness necessary to survive in
the tough industrialized workplace. Because of tough Anti-Negro educa-
tion laws in the South, they were ill-equipped for the task. However, like
most of America's immigrants, they had the desire to make a better life
for themselves and their families.

4 Health is Wealth
 Unfortunately, the industrialized
North lacked important integrationist
policies and the cultural awareness to
make this vast pool of workers produc-
tive resulting in cultural clashes, stereo-
types, racism and misperceptions. This
led to underutilization, high job turn-
over, low production and appalling
working conditions for Black workers.
As today, far too many capable and will-
ing marginalized workers still find
themselves experiencing the same levels
of inaccessibility.
To overcome these conditions, the
Urban League was formed by two peo-
ple with a vision, Mrs. Ruth Standish
Baldwin and Dr. George Edmund
Haynes. Mrs. Baldwin, the widow of a
railroad magnate and a member of one
of America's oldest families, had a
remarkable social conscience and was a
stalwart champion of the poor and dis-
advantaged. Dr. Haynes, a graduate of
Fisk University, Yale University, and
Columbia University (he was the first
African American to receive a doctorate
from that institution), felt a compelling
need to use his training as a social
worker to serve his people. The two set
in motion a national movement now
called the National Urban League.
Today, there are over 100 Urban
Leagues throughout the nation serving
communities of color. These local affili-
ates serve as a bridge between commu-
nities of color and corporations facili-
tating cultural awareness, training, and
advocacy. They exist primarily through
grants and donations.
FROM SOCIAL SERVICE TO
SOCIAL ENTREPRENEUR
Based on organizational trends of
most non-profit organizations, the
Urban League has to transform itself
from a social service organization try-
ing to do business to a business-like
organization that does social service
work. The goal is to make the transfor-
mation and not lose our social service
identity and purpose.
Repositioning ourselves as a busi-
ness-social agency is also a matter of
funding. In the past, most of the
League's operational funds came from
grants which created breaks in the
business/operational cycles, resulting
in programs with very short life-cycles
and minimal impact to the community.
The plan was to convert appropriated
activities into "fee for service" with the
goal of long-term sustainability and
effect. In 2002, under the leadership of
President and CEO, Cecil H. Step, the
Urban League of San Diego County
began the transformation of its philoso-
phy and is now in the advanced stage
of social entrepreneur transformation
according to SCORE.
Designed by Maurice D. Wilson,
Vice President of Business and
Workforce Development, the Urban
League of San Diego County is now
operating within a business paradigm
while maintaining its roots as a social
change agent. ULSDC has created as its
primary economic engine, the
Diversity Works! Initiative which
focuses on developing jobseekers
through behavior modification training
and assisting companies with hiring,
retention, cultural integration and com-
munity outreach. The goals of the
Diversity Works! Initiative is to convert
activities into "fee" centers that would
benefit customers, individuals and
companies. The Urban League is a
place for everyone, at all levels of the
socio-economic scale. This would elimi-
nate the need to rely solely on grants as
a means of existence. Any revenues
derived from fees are channeled into
social services eliminating the need to
spend resources chasing grants. It also
reduces admin overhead and promotes
the sustainability of good programs.
There are a variety of business and
service areas that create the Diversity
Works! Network:
• The Career Fair
• The Pacific Institute Work
Readiness Workshops
• Affinity Partnerships
• The Job Bank - www.ulsdcjobs.net
• Diversity Works! Magazine
• Diversity Advisory Council
• Monthly Diversity Works!
Luncheon
• The Employment & Career Guide
THE PERFECT INTERFACE
Because of our new Social
Entrepreneur model, the Urban League
of San Diego County is the perfect part-
ner for businesses in the region. Our 53-
year old presence and strong communi-
ty ties help many companies to see us as
a very attractive business resource and
community partner. The League has
positioned itself as a community out-
reach provider who can leverage its
long-term relationships in the communi-
ty with companies seeking to hire quali-
fied people of color.
It's sort of a one-stop for companies:
social citizenship, community involve-
ment, diversity staffing, cross-cultural
development, employee participation
programs. Our new organizational strat-
egy now involves our Affinity Group
Partners, community outreach, out-
sourcing, and Staffing and placement
agency. The list of companies doing
business with the League is getting big-
ger every day as more companies learn
about the new Urban League. Plans are
now in place to begin a massive aware-
ness campaign to introduce our network
of services to the entire region!
No, it's not your grandfather's Urban
League, but we have maintained the
core mission and integrity of this great
97 year old Black institution while look-
ing forward to sharing the vast resources
a promising future offers us all.
Diversity Works 5

Speak Your
he readership following Diversity Works!
T Magazine recent issues, is aware that
Communication Skills are a foundational topic
of personal and professional success shared in our
writings. As we experience life's choices, we under-
stand that our communication plays a major role in
our relationship to people within our social and pro-
fessional environments. We are connected to one
another through our words. Last months letter dis-
cussed the topic of "naming" and "identity" asking us
to question how we name and what we call our chil-
dren. (Speak Your Legacy, Winter edition, p.6,
www.ulsdc.org). This Diversity Works! Edition
acknowledges and celebrates the vast career oppor-
tunities and successes available to anyone who is
willing to apply their passion! The work-scape has
changed drastically from the career "job" to the intri-
cate network of career experiences. The Urban
League of San Diego County's Annual Career Fair,
featured in this edition, provides an insider's view of
the career choices available for individuals wanting
to become aware of current market trends. Our youth
must be prepared!
How do we help young adults become employable?
How do we assist in ensuring they have a fair chance
in this highly competitive work culture? Effective
communication is the KEY! We must speak confi-
dence and action to them. Young minds are first and
foremost impressionable. They readily absorb the
words, ideas, concepts, labels and stereotypes set
before them. They are as their environment shares
with them until they make different choices. The
words, ideas, labels, we speak to our children are the
images they use to create their lives. How often do
our children hear words and phrases such as: lazy,
stupid, ugly, just get a job, let the military take care of
you, you're just like your_______, and other words of
self-hate versus healthy words: have courage, see
your uniqueness, strive for your best, and other
phrases of empowerment.
6 Health is Wealth
Legacy!
Editor-in-Chief
How do our words affect a young mind's perception
of itself? How do our words affect their self-esteem?
Are your children encouraged to have a dream? Is it
a "whatever you desire" dream or a "just get
by"dream? Of course, we lead more by our actions
than our words. But remember, actions come from
thoughts. What do your actions suggest to your chil-
dren? We do not always want to ask these hard ques-
tions but if we do not, who will? Our children are our
children. We must do all we can to build their self-
esteem and their ability to grow in self-love. But it is
in the words and actions that self confidence and
positive self worth are built, then they can compete
in the knowledge of knowing who they are. If they
do not know who they are or whose they are, there
are always hundreds waiting to tell them who they
are not! Your children should hear and use words
that positively affirm their great potential. As a child
thinketh, so is she. Instill concepts of strength, confi-
dence, self worth, self-reliance, talent, faith and per-
sistence into the young creator's mind.
As a community of caring adults, let us work to offer
words of healing and hope to our youth. Affirming
names of strength and nobil-
ity, as well as speaking
words of great expectation
tempered in love. Speak a
LEGACY of personal and
collective responsibility.
SPEAK a legacy of creat-
ing a beautiful life
script…thoughts and
words are the pens and
pencils for the canvas
called LIFE!
Pamela S. Perkins
Part II
Welcome to the
2007 Career Fair Expo!
Career Fair/Expo
Chair Persons THANK YOU!
To the following
companies for their support
of the Urban League of
San Diego County’s
2007 Career Fair/Expo
Callie Clayton Barbara Webb CAREER FAIR/EXPO SPONSORS
s the Co-Chairs of the 18th annual Diversity Works!

A Career Fair/Expo, we would like to Welcome you!

Once again we are pleased to have the San Diego
Union Tribune as our presenting sponsor. It is a great honor to
PRESENTING CAREER FAIR/EXPO
SPONSOR
have the largest newspaper in town, proud to present the
largest diversity career fair/expo in town. This example of
San Diego Union Tribune
“Diversity Working!” is a perfect match made in heaven.
We would like to extend a special “thank you” to all of the
employers who made a commitment to the future of San Diego's
GOLDEN GATE SPONSOR (GOLD)
workforce through involvement in this year's fair/expo. We are Cardinal Health
extremely enthusiastic about your continued commitment and
support of not only the Urban League but to community of San
ManPower
Diego County. Science Applications International
A bright spot of every year is the team of radiant profession- Corporation (SAIC)
als whose knowledge, dedication and motivation create this
astonishing community event. The Career Fair/Expo
Committee members are motivated leaders from San Diego's
top organizations that invest their time and money in support of BROOKLYN SPONSORS (BRONZE)
this diverse community we call home. Cubic Corporation
No other Career Fair/Expo provides such a collection of
employment enhancements and opportunities in one setting.
This event brings together an incomparable collection of the
leading players in the San Diego Job Market, all under one roof
for the ultimate “Diversity Works!” Career Fair/Expo.
Take advantage of this once a year opportunity to come
together with colleagues, job seekers and new acquaintances
that are facing the same employment discovery challenges that
you are. Sharing insights, discussing innovations and overcom-
ing employment challenges is what this event is all about.

Diversity Works 7
 Committee
2 0 07
Career Fair/Expo

Abuka, Pamela Espinoza, Carla Kaiser, Matt Russell, Dessie

Grossmont College Cubic Corporation NAS Recruitment Comm Volunteer

Bartley-Royster, Paulette Fast, Suellen Karp, Denise Seward, Cathy

Graphic by Design SIFE UCSD Sony Electronics

Brady, Daryl Files, Michael Kell, Heidi Sitz, Adrianna

The San Diego Union-Tribune Space & Naval Warfare Sys. Cen. The Hartford San Diego Zoo

Brady, Ph.D., Leroy Fleming, Letitia Lewis, Carrie Smith, Judith

San Diego City College Employment Services MHS Kyocera America, Inc. Deaf Community Services

Clayton, Callie Gianturco, Judie Light, Jovita Stamp, Bob

Ultimate Staffing Services JenMark Industries Starbucks Coffee Co. Cubic Corporation

Cross, Robert Glass, Clifford Loomis, Janet Thomas, Dee

Guard Management, Inc. Guard Management, Inc. University of California, San Diego SAIC

Davis, Nancy Graham, Tiffani Mason, Mary Kay Thornton, Pearl

Grossmont College FedEx Home Delivery Consultant Volunteer

DeHaas, Wendy Grothen, Shirley Mirano-del Mar, Rosemarie Webb, Barbara

Bernard Hodes Group Unified Port of San Diego UCSD Urban League of San Diego County

Derringer, Edna Hagan, Kea Montague, James Willis, Irateen

Employment Dev. Dept Urban League of San Diego County Guard Management, Inc. Manpower

Dugan, Bridget Hall, Cindy Ostrowski, Maria Wilson, Maurice

SD Marriott Hotel & Marina Grossmont College San Diego Custom Baskets Urban League of San Diego County

Egli, Claire Hinojosa, Randea Parrish, JoDean Woods, Jennifer

San Diego National Bank Loews Coronado Bay Resort & Spa San Diego Zoo Cardinal Health

Elliot, Doug Johnson, Gwendolyn Radiez, Theresa Yates, Michael

Consultant Customs & Border Protection City of San Diego University of California, San Diego

Ellison, Heather Jones, Burke Reese, Stephen Zamora, Phil

Deaf Comm. Services Total Document Solutions Hawthorne Machinery Co. Hawthorne Machinery Co.

8 Health is Wealth
 2 0 07
Career Fair/Expo Schedule of Events
URBAN LEAGUE OF SAN DIEGO COUNTY DIVERSITY WORKS! CAREER FAIR EXPO
April 26, 2007, 9:00 a.m. - 4:00 p.m.
Golden Hall - San Diego Concourse Convention • 202 "C" Street, San Diego, North Terrace 202
BRING YOUR RESUME ON CD OR FLASH DRIVE TO REVISE AND REPRINT!!
Success Seminars - North Terrace 202 Upstairs
JOB SEARCH SUCCESS SEMINARS - THE FINEST LINE-
UP IN SAN DIEGO JOB FAIR HISTORY!!
Produced by the Career Development and Placement Advisory
Committee of San Diego Continuing Education
9:00-9:30 a.m. PRE-JOB FAIR SESSION
How to Work a Job Fair, North Terrace 202
Trevor Blair, Manpower, Inc., & Christina Harrison, Mesa
College
A career fair is huge room filled with people and over a hundred
booths….don't let it intimidate you! We'll arm you with strate-
gies and tips to help you put your best foot forward and make the
most of your time.
9:30-10 a.m. PRE-JOB FAIR SESSION
Resumes 101, North Terrace 202
Trevor Blair, Manpower, Inc., and Christina Harrison, Mesa
College
Creating an effective resume is easier than you think, but you still
have questions: What are recruiters looking for? How can I make
my resume stand out? What's an objective statement? All this
and more will be covered in this session.
10:30-11:00 a.m.
Job searching en Espanol, North Terrace 202
Monica Ruiz, MACC Project
What does all this job-seeker jargon really mean? What
resources are available to Spanish-speakers? No se sienta intim-
idado! Nosotros le ayudaremos a revisar lo esencial que nesecita
para encontrar y comensar una nueva carrera.
11:30-12:00 p.m.
Overcoming Job Search Barriers, North Terrace 202
Trevor Blair, Manpower, Inc. and Carol Conger Cross, San
Diego Housing Commission
Has your background or personal situation prevented you from
getting the job you really want? Are you trying to juggle child-
care of school or both? What I you have a previous conviction?
It can be overcome…come to learn how work around barriers!
12:30-1:00 p.m.
Apprenticeships & non-traditional Careers, North Terrace 202
Elena Adams, San Diego Continuing Education and Carol
Conger Cross, San Diego Housing Commission
Is there a career field you've always wanted to try but you just
didn't fit the profile? Being unique can be an advantage. Come
learn from those who have bucked the trend and found reward-
ing careers. We'll also discuss apprenticeships and pathways to
success.
TEEN AND YOUNG ADULT JOB SEARCH SUCCESS SEMI-
NARS - SILVER ROOM 205 UPSTAIRS
Produced by the Students in Free Enterprise class (SIFE), San Diego
City College Dr. Leroy Brady, Assistant Professor of Business
11am-11:30am
Slamming Cover Letters and Resumes - Silver Room 250
In today's job market developing a winning resume and cover
letter are important tools in the job search. This brief but dynam-
ic workshop will focus on how to move your resume from "just
another piece of paper to - the final selection."
1pm-1:30pm
"I got the job!" - Interviewing Secrets - Silver Room 250
Say what you mean and mean what you say. Learn the secret of
words in a job interview. In today's work world "Information +
Knowledge = Success. Learn the power of your words and the
3X3 learning process. How you speak tells people who you are
and what you are about.
2pm-2:30pm
"What's Up" - The Politics of the Workplace - Silver Room 250
Once the wrong words are spoken it's too late to take them back.
Learn the politics of your work place. Think before you talk. This
seminar will focus on listening, observing and thinking before talk-
ing. Office politics can make or break the new employee. Positive
workplace communication is good common sense!
2pm-2:30pm
"What's Up" - The Politics of the Workplace - Silver Room 250
Once the wrong words are spoken it's too late to take them back.
Learn the politics of your work place. Think before you talk. This
seminar will focus on listening, observing and thinking before
talking. Office politics can make or break the new employee.
Positive workplace communication is good common sense!
ADDITIONAL SERVICES TO HELP YOUR SUCCESS IN
TODAY'S JOB MARKET!
9:00am - 4:00pm
Resume Critique
Have your resume critiqued by our employment and human
resources professionals who will review your resume and pro-
vide suggestions and handouts on how to maximize its impact to
prospective employers. One of the most popular services we
offer at the Career Fair….for free!!!!
10:00am - 4:00pm
Job Matching
Find out which exhibitors have job openings in your career area.
Stop by the booth in the lobby and map out a game plan to tar-
get potential employers.
Diversity Works 9
 2007 Career Fair/Expo Exhibitors
Ace Parking
AGC Apprenticeship & Training Trust
AIG American General Life & Accident
AMN Healthcare
Asymtek
ATK Space Systems & Sensors
Biosite
Business Consultants
California Conservation Corps
Coca-Cola Bottling Company
Cox Communications
Cubic Corporation
Deaf Community Services/EDD
Einstein Industries
Evans Hotel
Federal Bureau of Investigation
Geico
General Atomics
General Dynamics NASSCO
GKN Aerospace Chem-Tronics
Goodrich Aerostructures
Grossmont-Cuyamaca Comm College Dist
Har Bro, Inc.
Hawthorne Machinery Co.
Hilton Family of Hotels
Kaiser Permanente
Kyocera America/The Eastridge Group
Lindberg Parking
Lockheed Martin
Loews Coronado Bay Resort & Spa
Los Angeles County Sheriff
Los Angeles Police Department
Manpower
Marriott International
Mesa Distributing Company
Port of San Diego
Qualcomm
Raytheon Company
Remec Defense & Space
10 Health is Wealth
RevCare
SAIC
San Diego Community College District
San Diego Convention Center
San Diego Electrical Training
San Diego Fire-Rescue/City of San Diego
San Diego Hotel Human Resources Assoc.
San Diego Gas & Electric
San Diego National Bank
San Diego Sheriff's Department
San Diego Unified School District
San Diego County Water Authority
Scripps
SDSU Research Foundation
Sedona Staffing
Senior Areospace, Jet Products
SmartEdge by GMAC
Solar Turbines
Sony Electronics
Southern California Edison
Starbucks Coffee Company
The Active Network, Inc.
The Hartford
The San Diego Union Tribune
The Scripps Research Institute
Time Warner
UCSD Medical Center
Ultimate Staffing
United States Army
United States Navy
Universal Protection Service
University of California, San Diego
Urban League of San Diego County
US Customs and Border Protection
US Forest Service
Vons
Wal-Mart Stores, Inc.
Zoological Society of SanDiego
 Career Fair/Expo Supporters
Special thanks to the following companies for their generous
support of the Urban League of San Diego County - San Diego
Union-Tribune 2007 Diversity Works! Career Fair/Expo:
94th Aerosquadron Hash House A GO GO San Diego Community College Dis.

Alex’s Brown Bag Hawthorne Machinery Co. San Diego Continuing Education

Angelica Textile Services House of Blues San Diego Customs Baskets

Anthony's Fist Grotto Hyatt Hotels San Diego Housing Commission

Antique Row Café of Lemon Grove Jack 100.7 San Diego Humane Society

Asian Journal JenMark Industries San Diego Job Corps

Atlas Mechanical Joe's Mobile Auto Detailing San Diego Marriott Hotel & Marina

Authentic Flavors Catering KFMB San Diego National Bank

Barona Casino KFMB TV San Diego Referrals, Inc.

Bernard Hodes Group KPRZ 120 San Diego State University

Boll Weevil Imperial Beach KUSI San Diego Union-Tribune

Boll Weevil Restaurant Kyocera America, Inc. San Diego Voice & View Point

California Conservation Corps La Prensa San Diego Zoo

Casper Company Loews Coronado SeaWorld

Cement Cutting, Inc. MACC Project Select Electric

Chef's Wok Manpower Shorty's Deli

CIC Research Mary Kay Mason Consulting SignOnSanDiego.Com

Citibank Mesa College Sony

City of San Diego Mike's Mobile Auto Detailing Southland Envelope

Coca-Cola Millenium Dining Starbucks

Courtyard Marriott - Downtown NAS Recruitment Communications Subway

Cubic Corporation Pepsi Cola Subway – Imperial Beach

Daphne's Greek Café Port of San Diego Sundt Construction Company

Deaf Community Services Radio Latina 104.5 The Butcher Shop

D’Lush Ralphs UCSD Birch Aquarium

EDD RMH Catering UCSD Human Resources Dept

Erreca's, Inc. Road Runner Sports UPS Store Copy & Print Ctr.

Evans Hotel Rubio’s Viejas Casino

Glaceau SAIC Westin Hotel

Grossmont College San Diego City College SIFE XX Sports 105.7/1090/Cash 1700 Financial Talk

Guard Management, Inc. San Diego City Schools

The Urban League of San Diego County would like to thank Manpower
For sponsoring the printing of our 2007 Career Fair bags.
Diversity Works 11
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 HEALTH IS WEALTH

mind
body
& spirit
How Diet Affects African
American Men's Health
frican-American men have a greater chance of developing or dying from
A many chronic diseases, including certain cancers, diabetes, heart disease,
and high blood pressure, than their Latino, Caucasian, Asian/Pacific Islander, and
Native American brothers. Lifestyle factors such as poor diet and lack of physi-
cal activity contribute to their increased risk of disease.
The link between eating plenty of fruits and vegetables and decreasing the risk
of disease is well established. The Centers for Disease Control and Prevention
(CDC) estimates that, in America, at least 300,000 deaths each year are associat-
ed with poor nutrition and lack of physical activity. According to the CDC,
improving dietary habits to include more fruits and vegetables could reduce the
incidence of some chronic diseases. The National 5 A Day For Better Health
Program recommends that all Americans eat five to nine servings of fruits and
vegetables a day to promote health and reduce the risk of chronic diseases.
Continued on p. 14

Diversity Works 13
 The good news is that fruit and veg-
etable consumption has gone up in the
United States. Yet, the most recent esti-
mates show that consumption of fruits and
vegetables is declining among African-
American men. Indeed, data show that
African-American men aged 35 to 50 eat
only 3.5 servings of fruits and vegetables a
day, approximately one-third of the nine
servings recommended for men by national
health authorities. Moreover, only 14 per-
cent of African Americans are even aware
of the recommendation to eat at least five
servings a day. Black men eat fewer fruits
and vegetables than any other group. In
focus groups, African-American partici-
pants were less likely than other population
groups to make a connection between fruit
and vegetable consumption and reduced
risk for disease, particularly cancer.
Interestingly, African Americans were
more likely to believe health messages
about diet if they were related to hyperten-
sion and diabetes, and if they included clear
messages about which specific foods are
best to eat to prevent those diseases.
Because African-American men experi-
ence a disproportionate burden of diet-
related chronic diseases, the National 5 A
Day For Better Health Program is launch-
ing a campaign to encourage black men to
eat five to nine servings of fruits and veg-
etables a day. This summary provides back-
ground information about the important
link between eating fruits and vegetables
and the health of black men.
LEADING CANCER DEATHS IN AFRICAN-AMERICAN MEN
Source: SEER Cancer Statistics Review, 2003
100
80 107.0
Per 100,000
60
40 73.0
20
0
Lung Prostate
DIET-RELATED CHRONIC DISEASES
THAT DISPROPORTIONATELY
AFFECT AFRICAN AMERICANS
CANCER
The African-American community has
higher overall rates of newly diagnosed
cancers and deaths from cancer than any
other racial or ethnic group. Compared to
14 Health is Wealth
white men, African-American men are dis-
proportionately affected by cancers of the
lung, prostate, colon, rectum, and pan-
creas, among other sites.
40,000
37,077
30,000 32,542
20,000
10,000
0 7,823
Heart
Disease
Cancer
• African-American men are 1.4 times
more likely than white men to die
from cancer.
• Overall, people whose diets are the
lung, mouth, pharynx, esophagus,
stomach, colon, and rectum. They are
also less likely to get cancers of the
breast, pancreas, larynx, and bladder.
• A growing body of evidence supports
a role for diet in reducing incidence
(rates of newly diagnosed cancer) and
mortality (death rates) for some other
cancers. For example, new research
suggests that diets rich in cruciferous
vegetables (broccoli, cauliflower,
Brussels sprouts) and lycopene-rich
foods (tomato sauce, tomato paste)
may reduce the risk of prostate cancer.
CANCER INCIDENCE AMONG AFRICAN AMERICANS AND WHITES
Source: SEER Cancer Statistics Review, 2003
700
600 696.8
Per 100,000
500
555.9
400
300
200
100
Black
Men
Scientists estimate that as many as 50 to
70 percent of cancer deaths in the United
States are caused by human behaviors such
as smoking and dietary choices. Some
important steps in preventing cancer
34.6
include maintaining a healthy weight,
16.4
Colorectal Pancreas being physically active, avoiding tobacco
use, and eating a low-fat diet that is high in
fruits and vegetables.
HEART DISEASE
Heart disease is the leading cause of
death for African-American men. Despite
recent declines in heart disease death rates
in the general population, the disparity
between African Americans and whites has
increased.
• Heart disease killed more than
725,000 Americans in 1999.
• The mortality rate of heart disease for
African-American men aged 35 to 44
years is more than twice that for
LEADING CAUSES OF DEATH OF
AFRICAN-AMERICAN MEN white men.
Source: National Center for Health Statistics,
Vital Statistics System, 1999 Risk factors for heart disease include
8,629 7,823
poor nutrition (a diet high in fat and low in
Accidents Stroke Homicide fruits and vegetables), lack of physical
activity, smoking, being overweight or
obese, and having diabetes or high blood
pressure. African Americans have the
highest rates of diabetes, high blood pres-
sure, and obesity, and have the lowest con-
sumption of fruits and vegetables, placing
many of them at a markedly increased risk
for heart disease.
PREVALENCE OF HYPERTENSION IN AFRICAN AMERICANS AND WHITES
Source: Centers For Disease Control And Prevention, 1988-1994.
50
40
30
36.4%
20
35.9%
10
25.5%
19.7%
0
Black Black White White
Men Women Men Women
HIGH BLOOD PRESSURE
African Americans have the highest rate
of high blood pressure in the world.
• Hypertension affects one of every
three African Americans.
• 36.4 percent of black men aged 20 and
older have high blood pressure, com-
pared to 25.5 percent of white men.
431.8
406.3 • Black men develop hypertension at an
White Black White
earlier age than white men.
Men Women Women
• African Americans are more likely to
experience hypertension complica-
tions and are less likely to receive
treatment than whites.
Risk factors for hypertension include
poor diet, tobacco use, obesity, diabetes,
and lack of physical activity. Significant
improvements in controlling blood pressure
have been achieved through diet modifica-
tion to include more fruits and vegetables. In
the Dietary Approaches to Stop
Hypertension (DASH) trial sponsored by the
National Heart, Lung, and Blood Institute,
African-American men who adopted a diet
rich in fruits and vegetables and low in fat
had even greater reductions in blood pressure
than white men who did the same.
DIABETES
Diabetes mellitus is one of the most serious
health challenges facing the African-American
community.
• 2.8 million African Americans have dia-
betes.
• For every six whites with diabetes, ten
African Americans have the disease.
• Diabetes contributes to many health prob-
lems — including heart disease, kidney
failure, leg and foot amputations, and
blindness — that often result in disability
and death. African Americans with dia-
betes are more likely to develop these
complications and experience greater dis-
ability from them than whites.
• African Americans have a 27 percent
higher mortality rate from diabetes than
whites.
Risk factors for diabetes include poor nutri-
tion, lack of physical activity, and obesity.
Findings from the CDC’s Diabetes Prevention
Program showed that a healthy diet, which
includes fruits and vegetables, and exercise
can reduce the risk for developing diabetes in
high-risk populations.
OBESITY
Over 60 percent of adults in the United
States are overweight or obese, and African
Americans are disproportionately affected.
Excess weight from fat increases the chance of
developing many health problems, including
cancer, diabetes, and heart disease.
• In 1998, 22.8 percent of African-
American men were obese and 43.2 per-
cent were overweight.
• Obese people (Body Mass Index 30 and
above) have a 50 to 100 percent increased
risk of death from all causes, compared
with normal-weight people (Body Mass
Index 18.5 – 24.9).
Risk factors for obesity include physical
inactivity and a diet that is high in calories and
fat. Fruits and vegetables are naturally low in
calories and high in fiber and water. Research
suggests that people with higher fruit and veg-
etable intakes tend to eat fewer calories overall
and have better weight control.
EAT 5 TO 9 SERVINGS OF FRUITS &
VEGETABLES A DAY FOR BETTER
HEALTH
Researchers are beginning to unravel the
mystery of why fruits and vegetables are able
to help fight disease and protect health.
Vitamin A, vitamin C, fiber, and thousands of
phytochemicals in fruits and vegetables are
thought to play a part in helping to reduce the
risk for disease. While the exact mechanisms
of specific phytochemicals are being studied,
one thing is clear: the different colors of fruits
and vegetables — green, red, yellow/ orange,
Continued on p. 27

National Urban League & Walgreens

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Please visit one of the following locations for 5 FREE Health Screenings
5 FREE Health Screenings Include: CHOLESTEROL, GLUCOSE, BONE DENSITY, BLOOD PRESSURE,
AND BODY MASS INDEX
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Saturday 21-Apr 8:30am-2:30pm
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1111 3rd Ave.
Sunday 22-Apr Walgreens 11am-5pm
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3222 University
Monday 23-Apr Walgreens 11am-5pm
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ULSDC Career Fair, 202 C Street
Thursday 26-Apr 10am-4pm
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885 Euclid Ave.
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National City, CA
2001 Newton Ave.
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5825 Imperial Ave.
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336 Euclid Avenue
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8766 Navajo Rd.
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President John Adams 5471 Bayview Place
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3115 Altadena Ave.
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Visit www.walgreens.com or call 1-866-484-TOUR (8687)
for future cities and locations
Diversity Works 15
 HEALTH IS WEALTH

mind
body
& spirit
INTRODUCING NEO-PROFESSIONALISM:
Power, Performance and Prosperity - PART I

he Heyday of Welfare Capitalism

T Only 25 years ago under the notion of “welfare capitalism,” it was expected
that you became educated in your craft, sought a job for life and raised a family.
Loyalty and security were unspoken agreements between the employee and
employer. Your company was like an extended family and when it was time to
“retire,” your company and government took care of you and your family.

The Inevitability of Change

Massive merging, purging of companies and people, and the exportation of thou-
sands of jobs in the 1980s came as the most “logical” answers to the calls to
streamline operations, increase profitability and stock values. The icing was the
9/11 attacks on our country, economy and psyche. As a result, the remaining strands
of security, loyalty and responsibility we once knew under “welfare capitalism”
went wayside.

The “New” Welfare Capitalism

“In the early 1990s, corporations invested significantly in workforce diversity,
employee development and promoting family values,” explains Maria Dowd,
women's empowerment expert, author and founder of the now-retired African
American Women on Tour conferences for Black women. “Telecommuting, job
sharing and contract work saved companies millions of dollars. The unemployed
got new positions, and entrepreneurs trekked out on their own, creating new jobs
within new industries.” Despite the dramatic changes in workplaces, employers
continued to acknowledge the need for greater collaboration, trust, empathy, per-
sonal involvement and ethical use of power.

16 Health is Wealth
Is It Really About the Money?
Jared Bernstein, senior economist at the Economic Policy Institute
reflects the views of many experts that more pay is part of the solu-
tion and says, “…too often (employee) paychecks fail to reflect their
contribution, and they struggle to balance work and family.
Employers who address these shortcomings will find that investments
in their workforce yield impressive returns, building a more dedicat-
ed, productive staff and lifting the bottom line.”
“While we agree that companies who offer work-life balance solutions
reap measurable rewards, we believe it isn't about the money,” con-
tends Mayumi King, CPA and Founder of Club Freedom, who devel-
ops and delivers nationwide financial education programs that trans-
form one's emotional relationship with money. “More money creates
only an illusion of security, but does little to curb the real impact of
life's challenges with housing, health, family, and debt. The psycho-
logical toll often finds its way into the workplace. The solution begins
with redefining 'job security.'”
Neo-Professionals: Professionalism Redefined
There's a new call for employers and employees to address head-on
their fears and indifferences. The new challenge is to arrive at a new
agreement that produces a win-win solution for all parties involved.
We achieve this by continuing to ask the questions: “What does it
mean to be a professional, an employee, an employer today?” What
is Neo-Professionalism? Who is the Neo-Professional?
What? No Room for Compromise?
Neo-Professionalism doesn't allow space for “compromise” where
someone must give up something. Instead, it empowers employers and
employees to partner and re-define the context for each organization,
through a marriage of values, internal and external environmental fac-
tors, needs and desires that builds and nurtures holistic
employer/employee relationships. It acknowledges that performance,
retention and company profitability are directly tied to the physical,
emotional, spiritual, material, educational and experiential well-being,
as well as the prosperity consciousness of its workforce. Here's the
basic formula: Power + Performance + Prosperity = Partnership &
Profitability
• Power - Empowered people
improve productivity. In this
model, both the employer and
employee have power and are 100
percent responsible. The employer
is 100 percent responsible for
PROVIDING ACCESS or
REMOVING BARRIERS, and the
employee is 100 percent responsi-
ble for taking INSPIRED ACTION
or PREVENTING HARM.
Empowering companies provide
access to valuable life tools,
resources and information, and
empowering employees utilize and
implement those opportunities.
• Performance - Healthy lifestyles enhance performance. It's
been proven that by creating a wellness or fitness program with-
in the workplace, employers can lower health-care costs, absen-
teeism and stress, while increasing productivity, morale and time
utilization. “Company health programs are not costly, especially
relative to the benefits for employers and workers,” according to
two-time Olympian and health and fitness expert, Shelia Burrell.
“Let's face it, when there are problems with your health, who
cares about solving work-related problems.”
• Prosperity - Wealthy mindsets fuel innovation. Most employers
and employees operate from a scarcity mind set. Finding ways to
retain valuable employees may be the very thing that drives great
people away. If even a 10-year tenure at a company is the excep-
tion and not the rule, what would it look like to assist an employ-
ee in their exit strategy, so that she can leave powerfully? Why
not work from a prosperity mindset and encourage people to pur-
sue their passions and support their journeys. In return, the com-
pany is rewarded by loyalty and commitment.
• Partnership - Will it be WIN-WIN or WIN-LOSE? Honestly,
if starting, growing and sustaining a business were simple, we'd
all be business owners. Corporations have no greater guarantees
of security or loyalty than any of its workers. Employers need
employees and employees need employers. The question is: can
employers and employees both profit from this new partnership
of Neo-Professionalism? We enthusiastically say YES! Let us
show you how.
In Part II of this article, Maria, Mayumi and Shelia will offer ideas on
creating community and coaching for the Neo-Professionals for
greater workforce diversity, retention, quality of life, freedom of
choice and well-being. ###
Co-authored by Shelia Burrell, U.S. Olympian/Health & Fitness
Expert; Maria Dowd, Inspirational Speaker/Author of three books,
including of Journey to a Blissful Life; and Mayumi King, CPA and
Founder of Club Freedom.
Diversity Works 17
INFORMATION
YOU SHOULD KNOW
Diversity and Medicine
By Jaime Arroyo, M.D., San Diego, CA

Did you know that…?

L African American women in the South are about 60 percent more like-
ly than white women to die from breast cancer after diagnosis.

L One of the Five Precepts of Buddhist tradition states: 'I undertake to

abstain from intoxicants which cloud the mind', which for individual
Buddhists might include some medicines. Some Buddhists may there-
fore refuse to take medications that include alcohol.

L Among Mexican American and Puerto Rican women, cervical cancer

incidence is two to three times higher than in non-Hispanic White
women.

L In general, smoking rates among Mexican American adults increase as

they learn and adopt the values, beliefs, and norms of American culture.

L Lesbians may experience a breast cancer risk twice as high as hetero-

sexual women, but this increased risk is based on risk factors such as a
history of no pregnancies or a first pregnancy after age 30, not on sex-
ual orientation.

L African American men in South Carolina are nearly 80 percent more

likely to get prostate cancer and nearly three times more likely to die of
the disease than white men.

L Some Muslims, especially the older generation, may refuse pain relief
on the basis that all suffering is sent to them as a test of their faith and
so ought not to be avoided.

L Approximately 22 percent of Chinese women often use herbal remedies

when diagnosed with breast cancer, a fact that has to be incorporated
into their treatment plan.

L In San Diego, California, the highest number of tobacco displays is

found in Asian American stores, roughly twice as many as for stores in
predominantly White neighborhoods.
18 Health is Wealth
These points indicate the remarkable variety
in disease and risk profiles that health care
providers encounter among various ethnic
and racial populations in the United States.
They also highlight the importance of under-
standing the beliefs and other cultural charac-
teristics of the populations we serve in order
to provide optimal care. Our population is
becoming increasingly ethnically and racially
diverse. For example, US Census data show
that between 2000 and 2003 the growth rate
among Asians and Hispanics was four times
that of the rest of the population.
Our ability as medical professionals to
deliver effective care to patients from a vari-
ety of cultural, racial and ethnic back-
grounds, or "culturally competent health
care," is an area of increasing focus for
every physician and every health care organ-
ization in the country. Not only is this focus
the result of our common interest in promot-
ing and preserving the health of our patients,
it is also being driven by the "pay for per-
formance" trend in medicine in the U.S.
Increasingly, purchasers of health care, such
as large corporations, are demanding that
the remuneration for these services be based
on measurable results in the healthcare out-
comes of their insured employees. Some of
these measurements include the rates at
which our patients undergo necessary pre-
ventive medicine tests, such as pap smears
and mammograms. They also include meas-
urements of our success at managing chron-
ic illnesses like diabetes and hypertension,
with very specific numerical targets.
To care well for his/her patients, a health
care provider needs to:
K Understand the differences in the
health risks among different patients
(e.g., the need to start prostate cancer
screening at least five years earlier for
African American than for other males
or the need to make pap smear screen-
ing easily accessible for populations,
such as Latinas, with a greater inci-
dence of cervical cancer).
K Make allowances for socio-economic
factors that may present barriers to care,
such as the reduced ability of patients
with low incomes or poor access to
convenient transportation to return for
multiple follow up visits, and design an
evaluation and care plan accordingly.
K Understand and respect the cultural
beliefs and traditions regarding health
issues among different patients and
how they may impact their treatment
(e.g., the greater use of complementary
or alternative medicine remedies
among Latino and Asian populations.)
K Assess and utilize the most effective
communication tools for a given
patient's care. In patients with limited
English fluency this may require the use
of trained medical translators. In patients
with limited reading skills this may
require verbal or pictorial education.
From time to time I see new patients in
my practice who have been treated for
diabetes for years and who do not know
they are diabetics! It reminds me of the
large gap that can exist between the
information one believes one is commu-
nicating and the message that gets
through, and how important it is to veri-
fy that the gap has been closed.
K Understand the cultural differences
that may influence a patient's decisions
on medical care and the compliance
with a proposed treatment. In some
ethnic groups, such as those with an
Asian Pacific or Middle Eastern back-
ground, it may be necessary to involve
a family elder who may have ultimate
say on such matters. Spiritual and reli-
gious beliefs need to be considered as
well, since a treatment plan that puts
the patient at odds with his/her belief
system is doomed to fail. Physicians
who start working with a Latino popu-
lation are often surprised that patients'
spouses and other family members are
almost always present during visits,
which in other cultures may be consid-
ered a loss of privacy. Most of us come
to see this family participation as a
great asset, since it can help insure that
the information discussed will be
remembered, and since the family
member can become a "therapeutic
ally" in the care of the patient.
We all recognize diversity as a critical ele-
ment of successful business in corporate
America. Medicine is no longer exempt
from this paradigm. Health Care organiza-
tions that provide effective diversity training
to their medical staff and who take the nec-
essary steps and invest the resources to pro-
vide a welcoming, culturally sensitive care
environment for their patients will be richly
rewarded. The two major areas on which
medical providers of any size are measured-
patient health care outcomes and patient sat-
isfaction- will reflect these efforts, and will
serve as a means to set these providers apart
from competitors who have failed to under-
stand the need to move away from a "one
size fits all" style of medical care.
Resources
There are many government and private on-
line resources that provide information on
relevant health care data on U.S. ethnic and
racial populations and on resources to
measure and achieve "cultural competency"
for health care organizations. Here are a
few to get you started:
• Cultural Competence Resources for
Providers from the Dept. of Health and
Human Services http://www.hrsa.gov/cul-
turalcompetence/
• National Center on Minority Health
Disparities-National Institutes of Health
http://ncmhd.nih.gov/
• U.C. San Francisco School of Medicine
http://medicine.ucsf.edu/resources/guide-
lines/culture.html
Diversity Works 19
 Medical History

mind
body
& spirit
African American
Medical Folklore
HE MEDICAL FOLKLORE of Black

T Americans contains elements from

European and African beliefs, blended with
religious elements associated with Christianity and
African voodoo. Folk medicine consists of traditional
healing concepts and methods used in past cultures by
people deemed to have the healing power. Often based
on religious beliefs, these practices are used to cure
diseases and promote emotional and physical well
being. The practice of folk medicine is usually handed
down from generation to generation by word of mouth.
In general, this system was used because traditional
medicine failed to support blacks and poor whites.

20 Health is Wealth
SPANISH MOSS
(Also referred to as Crape-moss and Old
man's beard)
• When boiled, the concoction is used to
bathe swellings and also relieve pains
associated with rheumatism
• Boiled (when green) - drink the "tea"
for easy delivery at childbirth
• Increases the flow of mother's milk
• Assists in promoting the delivery of the
"afterbirth"
• Taken twice daily to "clean out" after
giving birth
• When green, can be put in shoes to
lower blood pressure
• When crushed, apply to hemorrhoids
• When tied around the neck, it relieves
sprained neck
VITAMIN E OIL
• Apply twice a day for herpes to encour-
age the healing process
• Avoid eating peanuts during this time
since they work against the natural
healing in the body
CAYENNE PEPPER
• Mix some cayenne pepper with aloe
juice and rub over sore muscles or
arthritic joints
• Also good for bee stings
ALOE VERA
• Aids the healing of burns and sores
• Can also be taken internally for stom-
ach disorders
BAKING SODA
• For acid stomach, make a drink of ½
teaspoon baking soda and a few drops
of lemon juice in ½ cup warm water
LEECHES
• Many rheumatism specifics are found
in Negro "leechcraft"
• Leeches are used in many modern ortho-
pedic facilities today to keep the circula-
tion in injured limbs and digits from
gumming up during the healing process
(SIMULATED) BLACK DOG
• Grease stewed from a black dog is a
helpful cure for rheumatism, though
some say it should be put on in the dark
of the moon to be most effective
RATTLESNAKE SKIN
• A snake skin, especially the skin of a
rattlesnake, dried and tied around the
wrist or leg is good for rheumatism
• Worn around the waist, it will prolong life
• The flexibility of the snake may have
been the quality which first suggested
its use to cure stiffness
BUZZARD FEATHERS
• For rheumatism, asthma, and "jerking
fits" (epilepsy), two wing feathers of a
buzzard are effective if burned under
the nose and the smoke inhaled
SILVER DIME
• A coin, especially a (silver) dime, worn
about the neck or ankle will surely stop
rheumatism
GARLIC
• Used to regulate blood pressure and
relieve cramps
• Crush one clove of garlic in a glass of
hot milk and drink quickly
Continued on p. 22
Diversity Works 21

Continued from p. 21
EELSKIN
• Tie the hair up with eelskin to make it grow
• Wear it around the head to cure
headache
• If worn about the wrist, it will relieve
pain there
• Rubbing the part of an aching back with
an eelskin is an effective relief
WOODLICE
• Sew "live woodlice" into a pouch and
hang around baby's neck to relieve pain
and fever associated with "teething"
• When the woodlice die, the teeth come
through
• Currently used in the rural south
• The "woodlouse" is the Porcellio scaber
• Not to be confused with white ants or
termites
OTHER FOLK BELIEFS OF THE
SOUTHERN NEGRO (From: Folk Beliefs
of the Southern Negro, 1926)
22 Health is Wealth
DRINKING
• To break your husband of drinking, skin
a live eel, put the skin in some liquor and
give it to him. He will never drink again.
CHICKEN-POX
• Go into the chicken house and let the
chickens fly over you, or simply push
the patient backward into the henhouse.
CHILLS AND FEVER
• Cut a notch in a piece of wood for every
chill you have had, blow on it, and
throw it into a running stream where you
never expect to pass again. Go home
without looking back, and you will have
no more chills.
TYPHOID
• Typhoid fever may be cured by taking a
bath in steeped peach leaves, while a
young black chicken is split open and
applied bloody and hot to the chest.
BACKACHE
• Let a child who has never seen his father
or the seventh daughter of anyone walk
across your back.
TOOTHACHE
• Pick an aching tooth with a splinter
(from the north side of a pine tree that
has been struck by lightning) and throw
the sliver into running water.
HICCOUGHS
• May be cured by holding your breath and
taking nine swallows of water. Nine
grains of pepper for nine mornings or
nine shots held in the mouth are equally
effective.
SORE THROAT
• Tie the sock that you have worn all day
around your throat with the sole of the
sock turned towards your skin. Some
believe that salt or warm ashes should
be put into the stocking and some insist
upon using a dark stocking.
EARACHE
• Take the head off a wood beetle and
drop the one drop of blood that comes
out into the aching ear. For similar
results, get some hair from a young girl
and place it in your ear.
mustreads Book Review

THE AUDACITY OF HOPE

By Barack Obama

"A government that truly represents these Americans-that truly serves these Americans-will
require a different kind of politics. That politics will need to reflect our lives as they are
actually lived. It won't be pre-packaged, ready to pull off the shelf. It will have to be con-
structed from the best of our traditions and will have to account for the darker aspects of
our past. We will need to understand just how we got to this place, this land of warring
factions and tribal hatreds. And we'll need to remind ourselves, despite all our differences,
just how much we share: common hopes, common dreams, a bond that will not break."
-from The Audacity of Hope

n July 2004, Barack Obama electrified the Democratic National Convention with an address that spoke to
I Americans across the political spectrum. One phrase in particular anchored itself in listeners' minds, a
reminder that for all the discord and struggle to be found in our history as a nation, we have always been guid-
ed by a dogged optimism in the future, or what Senator Obama called "the audacity of hope."
Now, in The Audacity of Hope, Senator Obama calls for a different brand of politics-a politics for those
weary of bitter partisanship and alienated by the "endless clash of armies" we see in congress and on the cam-
paign trail; a politics rooted in the faith, inclusiveness, and nobility of spirit at the heart of "our improbable
experiment in democracy." He explores those forces-from the fear of losing to the perpetual need to raise
money to the power of the media-that can stifle even the best-intentioned politician. He also writes, with sur-
prising intimacy and self-deprecating humor, about settling in as a senator, seeking to balance the demands of
public service and family life, and his own deepening religious commitment.
At the heart of this book is Senator Obama's vision of how we can move beyond our divisions to tackle
concrete problems. He examines the growing economic insecurity of American families, the racial and reli-
gious tensions within the body politic, and the transnational threats-from terrorism to pandemic-that gather
beyond our shores. And he grapples with the role that faith plays in a democracy-where it is vital and where it
must never intrude. Underlying his stories about family, friends, members of the Senate, even the president, is
a vigorous search for connection: the foundation for a radically hopeful political
consensus.
A senator and a lawyer, a professor and a father, a Christian and a skeptic, and
above all a student of history and human nature, Senator Obama has written a
book of transforming power. Only by returning to the principles that gave birth to
our Constitution, he says, can Americans repair a political process that is broken,
and restore to working order a government that has fallen dangerously out of
touch with millions of ordinary Americans. Those Americans are out there, he
writes-"waiting for Republicans and Democrats to catch up with them."

Book Review
http://bookmarked.target.com/book/

Diversity Works 23
 HEALTH IS WEALTH

mind
body
& spirit
Powerful Motivational
& Positive Quotes Ahead
motivational and positive quote contains the power to help people

A overcome their toughest stumbling blocks; be it smoking, low self-

esteem, weight loss, health issues or to improve their golf game. The
power is there.
Motivational and positive quotes also have the power to rewrite negative
thoughts that may have been recorded in your mind from even decades pre-
viously. Perhaps it was a former boss, or teacher, or even a parent who contin-
ually made statements that caused you to feel bad about yourself and believe
you could not succeed.
We all know it takes longer to undo a bad Journal of Applied Psychology found that the
habit than it does to create it. This is also true results of positive affect on motivation are
with negative thoughts. It may take much internal change and improved performance.
longer to erase those negative thoughts and
replace them with positive thoughts, but the mo•ti•va•tion n.
effort is well worth it and more and more 1. a. The act or process of
people are choosing to make that effort. motivating.
Many choose to inscribe a keepsake with a 1. b. The state of being
special motivational quote as a way to rein- motivated.
force positive thoughts. 2. Something that motivates;
Recent scientific studies have found a direct an inducement or incentive.
link between the results of positive affect and
motivation. Studies released in the 2002 Motivation forces acting either on or within a

24 Health is Wealth
person to initiate behaviour. The word is derived from the
Latin term motivus ("a moving cause"), which suggests
the activating properties of the processes involved in psy-
chological motivation.
The synopsis of the story, try a motivational and posi-
tive quote for yourself; you will see the difference in your
overall mental health and your vision of life will change.
Secret to fulfilment many people seem to enjoy could be
found in a motivational and positive quote.
The cognitive processes involved in a daily motivation-
al and positive quote could be linked to the reason some
people may be happier than others according to Scientific
studies. Everything from the promotion of positive per-
sonal development, more self-confidence and improved
self-awareness can all be accomplished through positive
thinking or even in a simple motivational quote.

MOTIVATIONAL & POSITIVE QUOTES

"Our deepest fears is that we are powerful beyond measure. It is

our light, not our darkness, that most frightens us. We ask our-
selves, who am I to be brilliant, gorgeous, talented, fabulous?
Actually, who are you NOT to be? Your playing small doesn't
serve the world."
-Marianne Williamson (RETURN TO LOVE)

"The best thing about the future is that it comes one day at a time."
- Abraham Lincoln

"The value of a man resides in what he gives and not in what he

is capable of receiving."
- Albert Einstein

"Challenges are what makes life interesting; overcoming them is

what makes life meaningful."
-Joshua J. Marine

"Wisdom is not a product of schooling, but of the life-long

attempt to acquire it."
-Albert Einstein

"motivation." Encyclopædia Britannica. 2005. Encyclopædia Britannica

Premium Service 26 Feb. 2005 http://www.britannica.com/

http://www.motivationalcentral.com/index.html

Stay Motivated!
Diversity Works 25
26 Health is Wealth
Continued from p. 15
blue/purple, and white—all contain a unique
array of disease-fighting phytochemicals that
work together with vitamins and minerals to
protect our health. Here are just a few exam-
ples of the phytochemicals found in different
colored fruits and vegetables:
• Carotenoids from red and yellow/
orange fruits and vegetables (such as
tomatoes, sweet potatoes, carrots)
• Lycopene in tomato-based foods (such
as tomato sauce, tomato paste)
• Lutein and Zeaxanthin in leafy greens
(such as spinach, Romaine lettuce)
• Flavonoids in brightly colored fruits and
vegetables (such as blueberries, cher-
ries, strawberries)
The 5 A Day For Better Health Program
recommends eating five to nine servings of
colorful fruits and vegetables every day.
The recommendation to eat five to nine
servings of fruits and vegetables a day dates
back to 1991 when the U.S. Department of
Agriculture (USDA) first published the Food
Guide Pyramid. The pyramid recommends
eating two to four servings of fruits and three
to five servings of vegetables every day for a
total of five to nine daily servings. The Dietary
Guidelines for Americans, released jointly by
USDA and the U.S. Department of Health and
Human Services in 2000, recommend that:
• Children over age six, teenage girls, and
active women eat seven servings of
fruits and vegetables a day.
• Teenage boys and active men eat nine
servings a day, based on calorie needs.
What is a serving? What counts toward five
to nine A Day? All varieties of fruits and veg-
etables—fresh, frozen, canned, dried, and 100
percent juice. A serving size is smaller than
many people think. The National Cancer
Institute defines a serving as:
• One medium-sized fruit (apple, orange,
banana, pear)
• 1/2 cup of raw, cooked, canned, or
frozen fruits or vegetables
• 3/4 cup (6 oz.) of 100-percent fruit or
vegetable juice
• 1/2 cup cut-up fruit
• legumes (beans and peas) 1/2 cup
cooked or canned
• 1 cup of raw, leafy vegetables (lettuce,
spinach)
• 1/4 cup dried fruit (raisins, apricots, mango)
CONCLUSION
According to the latest estimates, African-
American men’s consumption of fruits and
vegetables is declining. African-American
men ate 3.9 servings of fruits and vegetables a
day on average in 1991, compared to about 3.5
servings in 1997—approximately one-third of
the amount recommended for good health by
national health authorities. To address this, the
National Cancer Institute has embarked on a
comprehensive communications campaign to
reach African-American men aged 35 to 50
years with the 9 A Day message.
The U.S. Department of Health and
Human Services is committed to reducing
health disparities in America. Encouraging
African-American men to eat 9 servings of
fruits and vegetables a day is a critical piece
of that mission. In focus groups with African-
American men, researchers found that clear
messages about the specific benefits of eat-
ing more fruits and vegetables would res-
onate well with African-American audiences.
NCI’s 5 A Day For Better Health Program is
committed to delivering those messages.
For more information on the benefits of
eating fruits and vegetables, state-specific
program information, recipes, and more,
visit www.9aday.cancer.gov.
Diversity Works 27
Understanding
Emotions in Traditional
Chinese Medicine From Cathy Wong

n traditional Asian medicine, emotions and physical health

I are intimately connected. Sadness, nervous tension and

anger, worry, fear, and overwork are each associated with a
particular organ in the body. For example, irritability and inap-
propriate anger can affect the liver and result in menstrual pain,
headache, redness of the face and eyes, dizziness and dry
mouth.
The traditional Asian diagnosis is highly individualized. Once
an organ system is identified, the unique symptoms of the
patient determine the practitioner's treatment approach.
Using the liver again as an example, breast distension, men-
strual pain, and irritability during menses are treated with cer-
tain herbs and acupuncture points, and migraines headaches,
dizziness, and inappropriate anger with redness of the face
point to a different type of liver pattern and is treated in a dif-
ferent way.
What does the liver have to do with migraine headaches?
Organ systems in the traditional Asian sense may include the
Western medical-physiological function, but are also part of a
holistic body system.
The liver, for example, ensures that energy and blood flow
smoothly throughout the body. It also regulates bile secretion,
stores blood, and is connected with the tendons, nails, and eyes.

28 Health is Wealth
 y understanding these connec-
B tions, we can see how an eye dis-
order such as conjunctivitis might be
due to an imbalance in the liver, or
excess menstrual flow may be due to
dysfunction in the liver's blood-storing
ability. Besides emotions, other factors
such as dietary, environmental,
lifestyle, and hereditary factors also
contribute to the development of
imbalances.
SPLEEN
• Emotions - worry, dwelling or
focusing too much on a particular
topic, excessive mental work
• Spleen Function - Food digestion
and nutrient absorption. Helps in
the formation of blood and energy.
Keeps blood in the blood vessels.
Connected with muscles, mouth,
and lips. Involved in thinking,
studying, and memory.
• Symptoms of Spleen Imbalance:
Tired, loss of appetite, mucus dis-
charge, poor digestion, abdominal
distension, loose stools or diar-
rhea. Weak muscles, pale lips.
Bruising, excess menstrual blood
flow, and other bleeding disorders.
LUNG
• Emotions - grief, sadness, detached.
• Lung Function - Respiration.
Forms energy from air, and helps
to distribute it throughout the
body. Works with the kidney to
regulate water metabolism.
Important in the immune system
Alternative Medicine
and resistance to viruses and bac-
teria. Regulates sweat glands and
body hair, and provides moisture
to the skin.
• Symptoms of Lung Imbalance:
Shortness of breath and shallow
breathing, sweating, fatigue, cough,
frequent cold and flu, allergies,
asthma, and other lung conditions.
Dry skin. Depression and crying.
LIVER
• Emotions - anger, resentment,
frustration, irritability, bitterness,
"flying off the handle."
• Liver Function - Involved in the
smooth flow of energy and blood
throughout the body. Regulates
bile secretion, stores blood, and is
connected with the tendons, nails,
and eyes.
• Symptoms of Liver Imbalance:
breast distension, menstrual pain,
headache, irritability, inappropri-
ate anger, dizziness, dry, red eyes
and other eye conditions, ten-
donitis.
HEART
• Emotions - lack of enthusiasm and
vitality, mental restlessness,
depression, insomnia, despair.
• Heart Function - Regulates the
heart and blood vessels.
Responsible for even and regular
pulse. Influences vitality and spir-
it. Connected with the tongue,
complexion, and arteries.
• Symptoms of Heart Imbalance:
Insomnia, heart palpitations and
irregular heart beat, excessive
dreaming, poor long-term memo-
ry, psychological disorders.
KIDNEY
• Emotions - fearful, weak willpow-
er, insecure, aloof, isolated.
• Kidney Function - Key organ for
sustaining life. Responsible for
reproduction, growth and devel-
opment, and maturation. Involved
with lungs in water metabolism
and respiration. Connected with
bones, teeth, ears, and head hair.
• Symptoms of Kidney Imbalance:
Frequent urination, urinary incon-
tinence, night sweats, dry mouth,
poor short-term memory, low back
pain, ringing in the ears, hearing
loss, and other ear conditions.
Premature grey hair, hair loss, and
osteoporosis.
References
1. Kaptchuk TJ. The Web That Has No
Weaver. Chicago: Congdon and Weed,
Inc., 1983.
2. Tierra M, Tierra L. Chinese Traditional
Herbal Medicine Volume 1: Diagnosis
and Treatment. Twin Lakes: Lotus
Press, 1998.
Created: December 21, 2003
http://altmedicine.about.com/cs/anxietydepression/a/
EmotionsTCM.htm
Diversity Works 29
 Ruth Sinclair

success
story
Urban League Success Story

s a young girl growing up in the Caribbean, I dreamt of going to

A America for better opportunities. In the mid 80's I finally got the
opportunity to migrate to the United States and stayed with rela-
tives in the Maryland area. To my surprise when I arrived, I realized that
life in this country is not as easy as I had perceived.

30 Health is Wealth
I could not enroll in college, could not open
a bank account or even get a driver's
license. I soon discovered that I would need
a green card to stay in the country and that
the only viable option for me was to find a
job with a company who would be willing
to sponsor me before my visa expired. This
effort was further challenged with the real-
ization that the opportunity to acquire gain-
ful employment is slim to none for a naive
young black woman with no specialized
skill or training. As luck would have it, I
found and accepted a position as a full-time
nanny with a family that was located not
too far from home. Although I was delight-
ed to be employed, the job was very
demanding. I worked seven days a week,
fourteen to sixteen hours a day, for five
long years at a salary below the going min-
imum wage at the time before I finally
received my green card. There were many
times I almost felt like giving up, but I
struggled to persevere knowing that one
day it would finally pay off.
In November of 1989, I moved to San
Diego and found a temporary job as a sales
clerk in a large department store. The job
did not pay much; I struggled financially
trying to meet the obligations of support-
ing my son and helping out my family in
the Caribbean. In 1990, a gentleman, who
later became my husband, told me about
the training program that was offered
through the San Diego Urban League and
introduced me to their top career place-
ment specialist, Barbara Webb, now
Deputy Director, Workforce Development.
Barbara was instrumental in getting me
enrolled in their Office Automation
Program. I learned typing and received
training in the latest office productivity
software at the time, including
WordPerfect, Lotus 1-2-3, and Dbase. Six
months later, I graduated from the program
and received my typing certificate for 55
wpm. A placement coordinator placed me
with a company in La Jolla but I could not
keep the job as I lived in Poway and did
not have a car to get back and forth to
work. It became extremely difficult using
public transportation so I went back to
retail. Later, I was recruited by one of my
clients to work as a Front Receptionist at a
day spa where I was able to utilize the
office skills and computer training I
received from the Urban League. I was
soon promoted to front desk supervisor
and stayed with the company for three and
a half years. In the meantime, I enrolled in
college and was taking courses in business
management.
During my tenure there, the company
went through a period of financial difficul-
ty which was mitigated by management
imposing an employee-wide pay cut strat-
egy. I realized that I could no longer sup-
port my family on the lower salary so I
made a decision to resign my position and
seek better employment opportunities that
will provide for me and my family.
Although I recognized that my state of
unemployment was only a transitional
period, I felt as though I as was wasting my
life. I received all this wonderful training
from the Urban League but for some rea-
son, I felt as though I was still settling for
less. For six months I stayed at home and
tried to find a better job but to my dismay
nothing worthwhile came along. I grew
desperate and took a job at another day spa
which was a huge mistake. I hated every
minute of it and after six months I quit and
stayed at home for another three months.
This time I was determined to find a job
with a reputable company, one that chal-
lenged me and offered potential for
growth. I did not want to accept another
aimless job, I wanted a career. From that
moment on, I knew that in order to realize
my objective, I had to change my attitude;
I had to stay positive and focus on my goal.
I remembered that one of my aspirations
was to work for one of the most esteemed
educational institutions in California, for
me this was the University of California,
San Diego (UCSD). With a new found pur-
pose and direction to achieve my dream, I
applied for several job positions there and
was hired through the UCSD Temporary
Agency and worked for eight days as an
Administrative Assistant in the Payroll
department. I was quickly offered a perma-
nent position as Front Desk Receptionist in
the Human Resources department. After
one year in that position, I applied for and
was promoted to Administrative Assistant
II; this position was with Staff Education
and Development, a unit of Human
Resources. I was then reclassified to high-
er level position within that unit. I held that
position until 2004. I then applied for and
was promoted to a Human Resources
Specialist in the Vice Chancellor Health
Sciences Dean's office and after a year in
that position was reclassified to a Human
Resources Analyst. Throughout my career
advancements at UCSD, I was very fortu-
nate to work with some wonderful people
who mentored me and provided wonderful
opportunities for me to achieve my goals. I
acknowledge that I must also give proper
recognition to the San Diego Urban
League, for without their training and tute-
lage none of this would be possible. I shall
always be grateful to Barbara Webb and
the wonderful staff at the San Diego Urban
League for giving me my start and offering
me the opportunity to give back by partic-
ipating in various programs that facilitate
the inspiring work the San Diego Urban
League performs along with the many
services it provides for the community.
Diversity Works 31
 Cross-Cultural
Communication
in the Workplace
"What's Wrong with the Way I Talk?"
othing and perhaps something. There is
N nothing wrong with the way you talk.
Communication is either appropriate or
inappropriate. When a person says that the way an
individual talks, is good or bad, they are actually
confusing syntax with communication - the order of
words with expression of words. The use of a spe-
cific language grammatically can be good or bad;
but communication is appropriate or inappropriate
for the audience. So we are all always either com-
municating appropriately for the listener and the
setting or we are not.
However, this does not cover the something. The
appropriateness of communication style depends on
the place and space you are speaking in. Work,
home, or out socially having fun - each one of these
communication environments have a certain way
you communicate with the people that are listening
to you. The problem can be that some dialects and
nonverbal communication do not translate effec-
tively in certain environments where there are pre-
scribed communication rules of what is considered
appropriate.
Take the workplace for instance. There are com-
32 Health is Wealth
munication prescriptions concerning volume, eye
contact, appearance, space, time, touching and all
sorts of rules of what is appropriate. The rules are
created and governed according to the values and
mission of the creators of the organization. The
dominant culture (creators) of the organization
governs the communication environment. Each
individual is asked to adapt and adopt the
prescribed patterns of verbal and nonverbal
communication. All members of the organization
are expected to assimilate to the dominant
communication pattern.
There are hundreds, by some counts thousands, of
ethnic and regional dialects in the United States.
These dialects do not only belong to migrants of
Mexican, East African or Asian heritage, but many
of these dialects belong to early European immi-
grants and migrants that came to the U.S. through
Ellis Island. You can still hear their dialects through-
out Pennsylvania, North Dakota, Coast of Virginia,
Massachusetts and other areas congregated by
European ethnic groups. We tend to look at recent
immigrants and migrants as the individuals with
accents and dialect. EVERYONE has an accent and
a dialect. It is just that society holds one environments is a part of living in a global pluralistic approach to originality and prob-
accent and dialect as the preferred one to village. Within the organizational setting, lem solving. The global village is mandat-
listen and give validation to. We tend to the employer and employee, dominant cul- ing diversity of perspective to solving
only hear the "general American dialect" ture and co-culture, must understand the world problems and the sharing of world
heard on major television networks. Many interplay and interconnection of communi- resources. Find clear ways to affect inclu-
ethnic and regional dialects find them- cation and the organization's productivity. sion, open and available on all levels of
selves being relegated to the confines of The considerations below are addressed to decision-making. Adopting a model of
home and social community instead of dis- both the dominant prescriber and the indi- organizational acculturation (aggressive
playing the rich fabric of U.S. American vidual having to make primary adjust- inclusion of patterns of thinking, communi-
cultural dialects. Environments outside the ments. cation and cultural paradigms that vary and
community are not often receptive to enhance but do not adversely disturb orga-
speaking patterns that do not mimic their I. Seek to empower the organizational nizational effectiveness) is much more
own. We are all aware that language pat- environment with the innovation pro- effective and employee friendly than the
tern including sound of an individual's duced through acculturation versus model of assimilation requiring that an
speech, labels him or her in a variety of assimilation as a way to effectively individual just conform. Develop cross-cul-
ways. An example of this would be level of utilize your workforce: tural communication skills amongst
intelligence and socio-economic level. employees to create culturally aware, inno-
So, how does this affect the way YOU The organizational culture/environment vative and productive environments. Help
talk at work? Do you use the same dialect must broaden the decision making and individuals broaden their circle of uncer-
at home and at work? Do you talk the same innovation sharing table. Encourage a more Continued on p. 34
way in the community and in a
work environment that is differ-
ent from your cultural surround-
ings? I know of many women
and other co-cultures that have
been asked to adjust their com-
munication pattern, verbal and
nonverbal, to fit into the pre-
scribed pattern of the workplace.
Certain complaints include:
being too loud or too soft, gram-
mar correctness, inappropriate
appearance, hard to understand,
verbal clutter (too many details),
and being emotional, to name a
few. All of these patterns relate
to culture and its expression
according to the perception of
those involved. It is often con-
fusing to a worker when they are
being constantly corrected for
things that they feel are "just
them", "who they are" - the way
the normally express themselves.
We should all understand that
communication is rule governed.
Making the necessary adjustment
to your various communication

Diversity Works 33
Continued from p. 33
tainty avoidance. Encourage different voic-
es to bring forth suggestions and remedies.
Make sure your Orientation programs
include vital sessions on Cross-Cultural
Communication and how to best acclimate
to the organizational culture.
Visit: www.hci-global.com
II. "When in Rome do as the Romans.
When at home do as the Homies"™
everyone has something to bring to the table
- something worth including. We get to know
and understand where we each are coming
from in the way that we see things, solve
problems, talk about concerns, etc. It's all in
the "Way you see it!" Sharing across cultures
helps to understand there is not one way to
approach any aspect of life and it is the diffu-
sion of ideas and innovations that help to
bring forth the solutions that impact the
diverse clientele. We all have a role of adop-
tion and adaptation to play! The synergy of
creative minds communicating effectively
moves forward the organizational goal more
than any other single factor. We can create
vibrant, progressive work environments. It
takes ALL of us!

As a member of a co-culture working

within the dominant-culture communication
context, understand the need to adjust your
communication to the environment you are
in. Expand and grow your ability to feel
comfortable to contribute your ideas. You
can only do this if you adopt a pattern of
communication that crosses cultural bound-
aries. Learn to adjust your patterns of com-
munication to arrange sentences, use words
and formulate ideas in a way that everyone
understands you in that specific setting.
There are personal, social and professional
patterns of communicating. You communi-
cate differently with different people. Am I
saying not to be authentic? NO! Vigorously
maintain your language, dialect, tradition,
customs, and the heritage that defines your
global contributions of greatness. And bring
them to the table, yes, bring them to the
table! But this must be done in a manner that
takes in consideration who is listening and
how they can best receive the message. To
borrow, "Become all things to all people." It
is also important to engage in Professional
Development and gain valuable oral and
written communication skills. There is noth-
ing wrong with learning to express yourself
in different ways while knowing who you
are, where you come from and where you
are planning to go!
As you can see, it's a win-win situation - a
give and take on both ends that seeks to meet
in the middle of understanding, mutual
respect and collective goals. This is the major
quotient that learning to communicate effec-
tively cross-culturally offers. We must
assume for the good of all concerned that
34 Health is Wealth
So do we. Since 1951, Cubic Corporation has been developing innovative solutions in
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Diversity Works 37
DiversityWorks! Partners
•
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38 Health is Wealth
Become a DW! Partner
s one of over 57000 employers in the region we are
A counting on your support to help make Diversity Work!
here in San Diego. For over 50 years, the Urban League of San
Diego County has assisted many of its citizens in preparing for
and finding meaningful employment. For most of that time,
you, our area employer, has been assisting us along the way.
And now more than ever, your help is needed to help us meet
our mission. That is why we are asking you to become a
Diversity Works! Partner.
According to research by the Hudson Institute, a nationally
recognized social trends think tank, within the next 10 to 15
years, demographic trends, technological advances, and eco-
nomic globalization will shape the workplace. The U.S. work-
force will continue to expand, although at a much slower rate.
However, its composition will shift to a more balanced distri-
bution by age, sex, and race/ethnicity.
Keeping pace with these changing workplace dynamics,
while implementing the mandate of our mission to assist
African Americans and other underserved people achieve social
and economic equality, the Urban League of San Diego County
has strategically positioned itself to better serve San Diego
through our Diversity Works! initiative.
Through Diversity Works! we help you find, and if neces-
sary, develop scarce diverse human resources. For example,
our Diversity Job Bank has attracted over 1000 jobseekers.
And the students who attend our workshops undergo behavior
modification training in conjunction with our award-winning
workreadiness 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 perspective employees who
attend our workshops are also prepared attitudinally to enter
the workplace.
We are asking you to invest $1,200 year. This is not a dona-
tion, but an investment and a smart business move. It will pro-
vide you with unlimited posting/reviews to our Diversity Job
Bank (www.ulsdcjobs.net), mention in our Diversity Works!
Magazine, featured employer on our website and discounts on
our next Career Fair scheduled for (27 April, 2006).
To facilitate answering your questions, we will conduct
monthly luncheon seminars to explain the benefits of this ini-
tiative here at the League’s corporate office; 720 Gateway
Center Drive, San Diego CA 92102. Please RSVP with
Barbara Webb, Deputy Director, at 619-266-6232 as space is
limited and for lunch ordering purposes.
Here’s to the continued success of our social venture part-
nership.
 Diversity Works!
=
Urban League
Online Diversity Network for
Diversity Works! Diversity Recruitment
Job Bank

Post your resume

on-line today!

www.ulsdcjobs.net