D i ve r s i t yWo rks !

Urban League

Employment/Career & Small Business Guide Summer 2006 Vol. 1 - No. 2

A communit y ser vice of the Business Work force D evelopment D epar tment of T he Urban League of San Die go Count y      
  w w w.ulsdc.org

Revisiting setback caused to

affirmative action by Prop 209
by Russell Nichols
Ask 50 people on the street
about Proposition 209 and you
will likely get a blank stare from
most. Yet ten years ago, Prop 209
was a hot issue.
Tell those same people that it
wiped out affirmative action in
California, and that it was the
brainchild of black activist Ward
the climate for minority-owned
small business. And it has
wonder where California is ex-
pected to get its doctors, lawyers
and entrepreneurs in an increas-
ingly diversified state.
The sponsors of Prop 209
championed what they called the
California Civil Rights Initiative
Campaign, language that critics
say misled voters into thinking
they were voting for expansion
of civil rights. They were actually

Gaming industry:
Connerly, and the light will go resulted in closing the classroom voting to end programs designed
on. Oh, now they remember. door to racially disadvantaged to give minority business a boost,
The fact is, Proposition 209, students at the UC and Cali- and help racially disadvantaged

diversity on the job

an amendment to the California fornia State university systems.
constitution, drastically changed Thoughtful observers are left to See Prop 209 on Page 7

by Chet Barfield than $20,000 a year. Many earn with tuition assistance from their

They are retirees and

middle-agers who
wanted to shift gears.
Or seasoned profes-
sionals who brought
specialized skills to a
new arena. Others are
just starting out, in
their early to mid-20s.
They serve meals and mix
drinks. They deal cards, greet
customers and count change in
$40,000, $50,000 or more, plus
benefits. They are ethnically di-
verse. Most are older than 30 and
many older than 50. About half
drive at least 20 miles to work.
An overwhelming majority of
the casino workers have at least
high school diploma, and many
are pursuing higher education
Wal-Mart
employers. More than half of
those in management have col-
MEDICAL SCHOOL
lege degrees, executives say.
For some in this industry, like
ENROLLMENT:
table games shift manager Pat SURPRISING FACT
Hixon, gaming has been a long-
time profession. He supervised
See Gaming Jobs on Page 9
The National Urban League in a
multi-year grant.

cashier cages, handling more
money in one shift than many
people see in a year.
Earning $10 an hour to
$100,000 a year, they’re part
donates
The Urban League of San
Diego County (ULSDC) benefits
by being one of ten national
$5 million affiliates to receive a $250,000
share for workforce development

of what has become one of the
region’s fastest-growing labor
pools: the Indian casino work
force.
Figures gathered from the
five tribes employing almost
90 percent of the county’s
12,800 casino workers reveal
a demographic portrait of this
to Urban
training programs over the next
five years.
“This generous donation from
League Wal-Mart will be invaluable in
helping San Diego job seek-
ers meet the requirements and
Of the 4,700
medical students
Training programs performance standards of 21st enrolled at UCLA,
century employers,” said Cecil
get needed boost Steppe, president of the ULSDC. only 96 are

burgeoning industry. Even
more illuminating are stories
from workers themselves, how
and why they came to be doing
what they are.
Few of them are making less
W
al-Mart Stores Inc.,
which employs 225,000
African-Americans in
its United States locations, has
solidified its commitment to
diversity by giving $5 million to
“These funds will allow us to
provide more career skills and job
African-American.
training to enhance the econom-
ic opportunities for our program
Story on Page 10
See Walmart on Page 15

24 Ten best cities

to find a job...
Casino gaming continues
Where does
San Diego fit in? to be a multi-billion dollar
annual industry in California
5 that can’t fill jobs fast enough.
See which local colleges have
Almost 40% of young black males are unemployed. added gaming studies to their curriculum. 8
Are employers refusing to hire them?
 | Summer 2006 | Diversity Works!

Our commitment to diversity gives us all a chance to grow.

No one told us to open our doors to multicultural businesses. Including these businesses as part of our competitive bidding process was
our own idea, for the simple reason that it made good business sense and it was the right thing to do. At Bank of America, our commitment
to helping minority-, woman-, veteran- and disabled person-owned businesses prosper is stronger than ever. Visit our Web site at
www.bankofamerica.com/supplierdiversity to learn more about our commitment to helping our diverse suppliers’ businesses grow and succeed.

Bank of America, N.A. Member FDIC. ©2006 Bank of America Corporation.

SDD-18-AD

URBAN LEAGUE OF SAN DIEGO COUNTY
T he
recognizes that an inclusive workforce with a variety of views,
perspectives, and backgrounds is integral to our client’s success.
—This unique mixture in the workforce provides unlimited
ideas and innovative solutions that are imperative to thriving and
propelling our economy forward.
—The Urban League is dedicated through our extensive net-
work of partners and unparalleled reach into the urban market to
effectively recruit, train and inspire a diverse workforce and driv-
ing a commitment to inclusion and diversity.
—As a non-profit organization, founded in 1953, the Urban
Diversity Works! | Summer 2006 | 
We are again pleased to provide you, the job seeker, with a publication paid for
by our Diversity Works! Affinity Partners who actively seek you for employment and work
closely with League staff to ensure that you are aware of their commitment to diversity and Welcome!
inclusion. These “investor/supporters” appreciate the value of a diverse workforce and believe
in creating opportunities for all people within their organizations. This summer edition has
insights, information and resources on employment opportunities throughout San Diego
County that will improve your search for the right job and the right employer. I want to
personally invite all job seekers to attend our “Building Blocks to a Successful Career”
workshop. These sponsored workshops are free to job seekers and provide you with some
of the best career readiness training in the region. At the core of this 40-hour workshop is
the acclaimed Pacific Institute curricula used in over 30 countries and taught in 8 different
languages. Highly successfully people like Colin Powell, Nelson Mandela and countless
professionals around the globe have received this training and watched their careers soar.
The League is pleased to offer these workshops, paid for by our Employer Partners and a Maurice D. Wilson
grant by Wal-Mart. Call Barbara Webb at 619-266-6232 for start time and information.

Contents
League of San Diego County, is one of more than 100 affiliates na-
tionwide, and seeks to eliminate the equality gap by empower-
ing citizens to spread educational information that provides the
tools for social, political and economic success. 15 Getting Fired: the words that
strike fear in all working persons.
—Our current services focus on the following areas: Is it an opportunity for change
[1] Education
[2] Housing  INSIDE and growth, or a crisis?

[3] Employment.
—We are committed to helping build a better community. 18 Dw! Employer Partners
The Directory, where employers get noticed

Cecil H. Steppe
4 Diverse Nation
African-American teen unemploy-
Membership has benefits: Become a DW! Partner
Social Venture Partners unite through diversity
President & CEO ment rate six times the average

Maurice Wilson
Drive for Diversity has a winner
Ten best cities to find a job 22 Affinity Groups directory
Work closely through the employment network
by referring your constituents to our job bank
Publisher/Exec. Vice President, COO
6 Industry Watch
Economic outlook for San Diego in 2006
24 Career Development
Barbara Webb
Director, Workforce Development
8 San Diego State University adds casino gaming 40 percent of young black males are unemployed
Survey says writing key to success in workplace
Be prepared to lose your job at any time
People with super skills get jobs
Paul S. Wong II
Art/Design Editor 30 What to say (or not say) at a
job interview and more

URL
www.ulsdc.org
MiraCosta College keeps pace with gaming studies
34 Youth Opportunities
New book: Seven Secrets of How to Study

10 Only 96 African-Americans at UCLA this fall

Governance
DW! Employer Partners: Get on track with a job
Business & Employer rankings 36 Marketplace
Diversity Works! advertising for everyone
Non-profit

Hours of Operation Established in 1910, learn about the history of

Mon. - Fri.
8 am - 5 pm
The National Urban League and how the San Diego
affiliate got its start on June 23, 1953, when visit-
ONLINE AT www.ULSDC.COM
ing the website. You’ll also
United Way have quick access to The
Agency Code: 6496 League’s Mission Statement
which explains our role in
Mailing Address the community and the
720 Gateway Center Drive five-point strategy to imple-
San Diego CA, 92102 ment goals. Also, be sure
(619) 263-3115 to bookmark the site for
(619) 263-3660, Fax your job search campaign.
Explore the pages for impor-
email: sdul@sdul.org
tant news and information
on The League’s Workforce
The Diversity Works! Employment/Career &
Development programs
Small Business Guide is a monthly publication
compiled by the Business & Workforce where you’ll find links to
Development Department of the Diversity Job Bank, En-
The Urban League of San Diego County. trepreneur Network, Work
Readiness Training, and
For information on editorial other employment related
submissions, or display advertising content. And young people
please call (619) 266-6244 or can tap into The League’s
email diversityworks@sdul.org. network for scholarship and
programs information. As
a member of the online
community, and the diverse
community you live in, The
An affliliate of The National Urban League League pledge’s to keep you
informed via the internet.

 | Summer 2006 | Diversity Works!

Diverse Nation Please send your diversity related news and information by
email to diversityworks@sdul.org or call (619) 266-6244

Unemployment rate for

African-American teens
six times national average
While overall unemployment
remains steady at 4.6%, the un-
employment rate among African-
American teens increased by 11%
in June to the shockingly high
rate of 27.8%, according to the
Labor Dept.’s monthly jobs report.
This bleak employment out-
look for young African-Americans
threatens to become much worse
as lawmakers take-up the debate
to raise the minimum wage to
$7.25 an hour, according to the
Jesus
Hernandez Ten best
celebrates
victory at cities to
find a job
African-American teenagers Hickory
actively seeking employment who Motor
are finding it difficult to secure Speedway,
a job. the first College graduates often
Decades of economic research Hispanic flock to major cities to
conclude that mandated wage
hikes eliminate entry-level jobs,
driver to win start their new careers. But
putting particular pressure on at the track. they might be far better
off in smaller metro areas
minorities and the low skilled.
Washington D.C.,
Drive for
such as
A Cornell University study includes several national and
found that black young adults track championships. Phoenix or L as Vegas.
typically bear almost four times
the employment loss of their non- Diversity® Chris Bristol’s win at Hickory,
NC, Motor Speedway last season
by Hannah Clark

Employment Policies Institute.

While overall teenage un-
employment continues to hover
around 15%, African-American
teen unemployment remains more
than six times the national rate.
This translates into about 244,000
black counterparts after a mini-
mum wage increase. Specifically,
they found that a 10% increase
in the minimum wage will result
in an 8.5% decrease in employ-
ment for black young adults and
teenagers.
hits stride
The Drive for Diversity® program,
an ethnic and gender minority
driver and crew member devel-
opment program, is enjoying a
breakout year in just its third
season.
Operated by Access Marketing
made him the first African-Amer-
ican driver to win in the track’s
55-year history. Jesus Hernandez
followed by becoming the first
Hispanic driver to win at the
track.
Peter Hernandez visited vic-
tory lane twice this year at the 99
Speedway in Stockton, CA. Al-
Cabot, Vermont, is a bad location
if you want to work in politics but
ideal if you’re interested in cheese.
West Yellowstone, Montana,
doesn’t have a huge finance sector,
but it’s a mecca for park rangers.
But for most people looking
for work, major metropolitan
areas offer the best variety of job

Why use the internet & Communications (AMC), the

program is the leading on-track
lison Duncan made history at the
track last season becoming the
opportunities, along with the ex-
citement and energy of urban life.

to look for a job?

The internet is becoming more
and more essential to getting
and keeping a job. Increasingly,
companies are moving their
recruitment efforts online, and
larger numbers of job seekers each
day are posting their resumes on
career oriented web sites.
More and more frequently,
diversity initiative with eight driv- first female driver to win there. That’s why college graduates flock
ers competing in the NASCAR It was also the first win for the to New York City, San Francisco,
Dodge weekly series. Drive for Diversity® program. Los Angeles and Chicago every
those without Although the season is only But the most impressive driver year to start their careers.
internet access find at the midway point, the drivers this season has been Marc Davis, But they might be headed in
themselves taking have combined for eight victories. a 16-year-old from Mitchellville, the wrong direction. Those four
what’s left after “The hard work of all of the MD, who has won five Limited cities landed near the bottom of
the electronic job teams involved, including Joe Late Model races at Hickory in our list of the best cities to get a
matches already have Gibbs Racing and MB2 Motor- just 11 starts. job. Using U.S. government data
been made. And sports, has gone a long way in “The Drive for Diversity® driv- supplied by Moody’s Economy.
those already “on building the program to where ers have the potential to ascend com, we ranked the largest 100
the job” are finding it is today” said Greg Calhoun up the NASCAR ladder system metropolitan areas according to
that the internet is owner of AMC. into one of the three national their unemployment rates, cost of
giving a whole new The eight drivers represent series,” explained Calhoun. living, median household income,
meaning to the term, as more and a variety of racing and ethnic “Our goal is to create a steady job growth and income growth.
more people are working remotely backgrounds and each touts an pipeline of talented drivers and While we expected the cost of
from home, using PCs to stay impressive on-track resume that crew members.” living to weigh down big cities’
connected to the office.
Office workers without internet
access will be increasingly at a
disadvantage, as companies move
to increase their numbers of
“teleworkers.”

African-Americans, Hispanics
have strong trust in brands
Some 58 % of Hispanics and 55 % of African-Americans agree with
the statement that “it is risky to buy a brand you are not familiar with,”
according to a new multicultural study by the Yankelovich group. And
only 42 % of African-Americans and 40 % of Hispanics said they
would “buy private label and generic brands” if their families unexpect-
edly had less money.
Moreover, when both groups consider cultural roots: 67 % of Afri-
can-Americans and 71 % of Hispanics agree, “...roots and heritage are
more important to me today than they were just five years ago.”

800-426-3660
Teaching individual and organizations how to manage change, set and
achieve goals, lead more effectively and think in ways that create success.

#16 San Diego
San Diego is one of the most expensive places to live
in the country. But high income growth, job growth
and relatively low unemployment rates make it one of
the best places to get a job. Outlying Carlsbad and San
Marcos are included in the city’s metropolitan region.
rankings, we didn’t know they
would fare so badly in the other
categories as well. Detroit and
New Orleans, not surprisingly,
are the two worst cities to get
a job. But New York was 96th.
Chicago beat NYC by a hair,
coming in 93rd. And San Fran-
cisco and Los Angeles did slightly
better, coming in 87th and 85th,
respectively.
Why? We used the latest
available figures for unemploy-
ment, cost of living and median
household income. For job and
income growth, however, we used
Shipyard/Ship Repair
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Scholarship applications available
Maritime Career Discovery
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Maritime Learning Center
Training lab school ships
placement referrals
(619) 696-0797
cmsofsd@surfree.com
Coordinated Maritime Services
of San Diego
Waterfront Workforce Development
www.maritimelearningcenter.org
a five-year average. That means
the 2001 Dot-com bust hurt the
rankings of some major cities.
“All of those areas were hit
really hard during the 2001 reces-
sion, the Dot-com bust and the
accompanying financial bust,”
says Steve Cochrane, an econo-
mist with at Moody’s Economy.
com website. Hiring didn’t pick
up until early 2005, he says.
By contrast, the Washington,
D.C., metropolitan area is the
best place to get a job, partly
because consultants, lobbyists and
congressional staffers didn’t suffer
as much during the recession.
“In Washington, D.C., you
have a lot of government stuff,
which is relatively impervious to
the business cycles,” says Jonas
Prising, president of the North
American division of Manpower,
a staffing firm.
The northeast and Midwest
fared poorly in our ranking, while
the south and the southwest
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Diversity Works! | Summer 2006 | 
Diverse Nation
The Urban League of San Diego holds
monthly diversity networking luncheons
The Urban League of San Diego County hosts a monthly
Pamela
Employer Diversity Networking luncheon at its corporate Perkins,
office in the Gateway Center business complex. The meeting an inter-
features discussions on diversity practices and a thirty-minute national
presentation by a diversity professional. Its purpose is to foster consultant,
a deeper understanding of diversity and a greater appreciation trainer and
motivational
for cultural differences in the workplace. Employers attend speaker,
to hear progressive ideas on how to integrate diversity into
appears on
the workplace. For scheduling and information, contact Ms. Aug. 24
Barbara Webb at 619-266-6232 or email barbara@sdul.org
soared. Only two cities north of Some offer a wide variety of Even during boom years, large
Washington, D.C., made it onto opportunities, while others have metropolitan areas often see
the list, although Poughkeep- seen sector specific growth. A tempered growth because their
sie, NY, deserves a shout-out for resurgence of travel and tourism economies are so diverse. The Los
landing at 17. By contrast, Florida, has boosted Honolulu, which Angeles economy, for example,
Virginia and California all host is 15th on our list. In the 1990s, relies on film, international trade,
multiple cities in the top 15. as Japan’s economy languished, travel and tourism, and the de-
Migrating south, businesses Hawaii’s tourism industry suf- fense industry.
and workers are both seeking fered as well. After the Sept. 11, “Even if one industry is doing
sunny skies. “Corporations have 2001, terrorist attacks, however, well, there’s a whole lot else that
been leaving the northeast, and American travelers began look- could be holding it back,” Co-
going toward the southeast, where ing for domestic vacation spots. chrane says.
the climate is easier and the cost “Honolulu has made a 180 degree
of living is easier,” says Nels turnaround,” Cochrane says.
Olson, a managing director with “Now not only is domestic travel Top ten cities for job hunting
executive search firm Korn/Ferry strong, but international travel is
International. Retirees are migrat- coming back.”
ing south for the same reasons. Las Vegas, No. 3 on our list, 1 Washington, D.C.
Meanwhile, Asian auto firms benefited from all the trends 2 Phoenix
like Toyota and Nissan are boosting the region that Co-
building plants in southern states, chrane calls the “southern cres- 3 Las Vegas
where unions are scarce. cent.” In the last decade, the en- 4 Orland, Fla.
To be sure, these rankings
aren’t definitive. Investment
tertainment industry has become
more family friendly. Meanwhile, 5 Bethesda, MD
bankers shouldn’t seek work immigrants and retirees have 6 Richmond, VA
in Phoenix just because it’s our
second best city to get a job. And
flocked there, the former for jobs
and the latter for warm weather. 7 Raleigh, NC
blackjack dealers should prob- The construction industry has also 8 Jacksonville, Fla.
ably avoid Washington, D.C. The
cities on our list simply have the
flourished.
By contrast, New York and 9 Oklahoma City
right conditions for a speedy job
search and a high salary.
Chicago are mature cities, with-
out as much space to expand.
10 Virginia Beach, VA
TPCC provides high-skill
occupational and vocation
training opportunities to
individuals with physical
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Building & Computer
Industries Technologies
Classes start Sept. 2006
TPCC’s goal — inspired from
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Training Programs
building industry — offers curricu- Business Accounting
la to under-represented students
exposing them to occupations Computer A ided Drafting
General, Architectural, Landscape
that provide upward mobility Architectural, Civil, Electrical &
and improved standard of living. Mechanical Engineering, Dry Utilities
Computer Networking Specialist
Technical Professional Computer Operations for Business
Career College
Computer Technician
3911 North Cordoba Ave, Suite C
Spring Valley, CA 91977 Construction M anagement A sst.
Phone: (800) 903-9766 Office A dministration
Fax: (619) 660-1372 Optical Networking Specialist

 | Summer 2006 | Diversity Works!

Industry Watch
Economic outlook for
San Diego county in 2006
A special report from the San Diego Workforce Partnership
The Gross Regional Product (GRP, the apartments types, while occupancy rates dropped just
value of all goods and services produced within the three-tenths of a percent to 94.9 percent. Apartment
region) of the San Diego area is forecast to increase occupancy rates are projected to drop again this year,
to $155 billion in 2006, up nearly 7 percent from the though slightly.
estimated $145 billion in 2005. The office and industrial market performed
The region’s population growth is projected to very well last year when over 2 million square feet of
add nearly 42,000 people with most of the increase, space were absorbed, the best absorption locally in five will provide added projects.
25,000, occurring from natural growth, followed by years. Vacancy rates dropped to 8 percent at the end of In sum, San Diego’s regional economic outlook
growth from foreign migration, and domestic migration. the year compared to 9.2 percent at the end of 2004. for 2006 is positive, with its performance expected to
The unemployment rate throughout the county is The demand for office and industrial space is predicted be similar to that during 2005. The performance of
predicted to remain relatively low during 2006 – around to continue into this year with the most active areas the local economy is projected to parallel the national
4.2 percent, which is slightly less than the 4.4 percent being Carlsbad, Del Mar, and Rancho Bernardo. Con- economy: the Gross Regional Product will increase;
rate for 2005. struction spending reached $4.9 billion last year and unemployment, inflation, interest rates will remain low;
Inflation is expected to remain mild in the should remain near that level in 2006 but the sectors for and new job creation will provide between 18,000 and
San Diego region, in the 3 to 4 percent range, though spending will be more varied as educational buildings 20,000 jobs throughout the year, about 1,000 to 3,000
slightly higher than the 2 to 3 percent range forecast for and hotel facilities, office, retail and commercial space more than were created during 2005.
the nation.
Predictions are for about 18,000 to 20,000 new
jobs to be created in the region during the year, up from
the estimated 17,000 created during 2005; about 2,000
people who live outside the county (in Riverside and Im-
perial Counties because of lower housing costs) compete
for those jobs.
The Visitor Services industry will continue to
expand – benefiting from foreign tourists taking advan-
tage of the devalued dollar – helping to generate new
local jobs.
The local Defense and Transportation industry
should benefit from increased defense spending, adding
jobs as contracts are awarded to local defense contrac-
tors, manufacturers and service providers.
State and local government may experience
some job growth during the second half of the year
as the budget at the state and local level benefit from
increased state allocations, though financial challenges
at the City of San Diego will prevent much added job
growth to the city’s employment ranks.
The construction industry is projected to
maintain a stable level of jobs as new transportation and
improvement projects are initiated.
The local high-tech sector is expected to expand
its job base throughout the year with job increases
projected for both the Life Sciences and Telecommuni-
cations sectors.
In the real estate market, home prices are pre-
dicted to continue their rise, but at less dramatic rates
than that of several years ago. A low affordability rate
and the high home costs will slow the rise in prices. The
general feeling is that home values will not decline but
will experience de-accelerated appreciation in the 4-5
percent range. However, there is a counter view that
home prices would decline by about 5.5 percent because
potential home buyers can no longer afford the upper-
tier homes and condo conversions had pretty much run
the course. Also rising costs for building materials will
cause construction costs to increase, which is a major
issue for the upcoming year and will add to the cost of
homes. The median home price at the end of 2005 was
near $494,000 (up 7.6 percent from $459,000 of 2004)
and the local affordability index stood at about 8 per-
cent (down from 12 percent of the prior year).
Last year apartment rents in the region rose
3.3 percent to $1,254, a monthly average across all

Prop 209
continued from Page 1
Voters may have
misunderstood
bill’s intent
students gain entrance to university class-
rooms.
The Los Angeles Times recently
reported that only 96 African-Americans
are expected to enroll at UCLA this fall.
That’s only 2 percent of the more than
4,700 freshmen registered for September.
A 2006 document from the Warren
Institute at UC Berkeley reads: At the Uni-
versity of California and in other sectors
of public higher education in the state the
direct effect of Proposition 209 on student
body diversity was devastating. The num-
ber of historically underrepresented minor-
ity students admitted to and enrolled in
the University of California plummeted at
UCLA and Berkeley and has yet to recover.
Michael Banner, an African-American
businessman in Los Angeles, told Small
Business Exchange (SBE): “...if you are
coming from the worst public school in
Los Angeles, you don’t get a chance to go
to college unless someone leaves a crack in
the door. There are so many things in this
country that are not equal and people have
to work at a disadvantage. If you don’t give
people the opportunity to get educated
how do you build a work force?”
Banner is president of the Los Angeles
firm LDC, which provides loans to inner
city businesses. Banner and other observers
believe a supercritical mass of black stu-
dents is necessary to meet an increasingly
diverse and global marketplace.
John Murray, president of the Southern
California Minority Business Development
Council (SCMBDC), told SBE: “Prop
209 is a disaster, the worst public policy I
have ever seen. It has had a tremendously
detrimental impact on recruitment and
admission to universities and that defi-
nitely affects minority businesses because
minority business needs a wealth of trained
minority students. They have been denied
opportunities.”
Earl Cooper, president and CEO of the
Black Business Association in Los Angeles,
said: “Without a doubt it has had a nega-
tive effect on minority business enterprises
in the public and private sector.”
The language of Prop 209 is simple. The
first line reads: The state shall not discrimi-
nate against, or grant preferential treatment
to any individual or group on the basis of
race, sex, color, ethnicity, or national origin
in the operation of public employment,
public education, or public contracting.
The rest of the measure sets forth the
details: It is permissible to take gender into
consideration if necessary. The proposi-
tion doesn’t apply where federal laws take
precedent. And it applies to any govern-
mental instrumentality of or within the
state, including cities, counties and the
university systems. It means that when a
Diversity Works! | Summer 2006 | 
school district, for
example, buys
Action (CAA) in San Francisco found that
contract dollars awarded by businesses
remedy.
One possible remedy for negative effects
office supplies, it owned by minorities and women fell by 22 of Prop 209 was recently enacted by the
is prohibited from % following the repeal of affirmative action San Francisco Board of Supervisors. Ordi-
giving a small programs. Business worth at least $94.5 nance 92.06, a 50 page document passed
minority-owned
company a break.
million a year was lost to these companies.
Minority owned businesses suffered bigger
in April reads: “...the city is committed to
ensuring that neither MBEs nor WBEs
However, there
is one excep-
losses than those owned by women.
A 1997 study cited in the CAA report
nor any other business is unfairly excluded
from contracting opportunities. The City
tion made to the found that nearly half of all small business- remains committed to addressing discrimi-
Disabled Veteran es in California were owned by minorities nation in public contracting to the fullest
Business Enterpris- and women. Yet ten years ago, California extent allowed by law.”
es. The California community colleges awarded only 4.8% According to Deputy City Attorney
Dept. of General of contracts to minority business enter- Catharine Barnes, the ordinance simply
Services has a goal prises (MBE) and 4.6% to women business requires that contractors not discriminate
of awarding at least 3% of all state con- enterprises (WBE). The California Dept. because public money is involved in award-
tracts to businesses owned by veterans. of Transportation awarded only 11% and ing public contracts.
Minority-owned businesses are often 5%, respectively, of total contract dollars to “The ordinance is race and gender
the new kids on the block, still strug- these entities. neutral, no preferences are given. Prop
gling to establish themselves. Without Small MBE and WBE companies face 209 didn’t authorize discrimination,” said
affirmative action, government contracts several barriers in securing state contracts. Barnes. “Outreach and data collection are
are more likely to go to large contractors They often do not have access to informa- an important part of the contracting pro-
because they can afford to write low bids. tion available to their larger competitors. cess. The onus is on the contractor to show
The result: long established white-owned Nor do they have the right political and he is not discriminating.”
companies have a built-in advantage and business connections and state officials may Barnes reported that the Bay Area Rapid
get the contracts. exploit loopholes in the law to get around Transit has been using this model for years.
Berkeley sociologist Andrew Barlow told competitive bid requirements. State agen- She said she did not expect a challenge
SBE: “We know that public contracting is cies are required by a 1989 Supreme Court from Pacific Legal Foundation, a conserva-
done through informal networks. That’s decision to address such overt discrimina- tive supporter of Prop 209.
how it works. There’s no doubt. The market tion, but they can take years studying the “No one in the state wants to support
rationale that the lowest bidder gets the situation before crafting a narrowly tailored discrimination.”
contract is largely a facade. Minorities are
frozen out. The end of affirmative action is
a return to the good old days of the good
old boy’s network.”
The money supporting passage of Prop
209 reportedly came from a variety of
conservative sources, including Home
Savings founder, Howard Ahmanson; mil-
lionaire energy mogul Michael Huffington;
backers of former US House Speaker Newt
Gingrich; and large California contrac-
tors. Prop 209 campaign chairman Ward
Connerly had worked as a lobbyist for the
construction and roofing industry, and
campaign co-chair Pam Lewis had served
as legal counsel for contractors. Republican
Governor Pete Wilson strongly supported
Prop 209.
“I was at a dinner last night for the Los
Angeles County Bar Assn.,” said Banner. “I
was in a country club room of primarily
lawyers. There were five African-Ameri-
cans, and four of those were women, in a
crowd of about 350 people, mostly in the
real estate and legal community. That’s
an example. If L.A. is a real estate driven
economy, how much diversity do we have?
People do business with people who look
like them; they share something. Some-
times you have to have a way to intervene
in that process.”
One way to begin intervention would
entail collection of data on race and gender
disparities. Prop 209 does not require state
agencies to stop collecting such data on the
impact of discrimination. However, agen-
cies including the General Services Admin-
istration, do not collect it. This practice
began in 1995, when former Governor Pete
Wilson issued an executive order forbidding
the collection of race and gender statistics.
There have been few studies on the
impact of Prop 209. However, one 2003
investigation by Chinese for Affirmative
  | Summer 2006 | Diversity Works!
SDSU’s College of Extended
Studies adds casino gaming
by Steve Dolan
Casino gaming continues to be a multi-
billion dollar annual industry in California
that can’t fill jobs fast enough.
In response to these facts, the College of
Extended Studies (CES) is adding profes-
sional certificate programs in Casino Gam-
ing and The Business of Wine, entitled
“From Vineyard to Table.”
“We have always been instrumental in
providing quality programs that enhance
the skills needed in workforce develop-
ment,” said William Byxbee, dean of CES.
“These two new certificate programs pro-
vide a magnificent opportunity for those
interested in solid careers in either casino
gaming or the business of wine.  San Di-
ego County is particularly dependent on
tourism and these programs will prepare
motivated workers to enter these fields with
skills taught by working professionals.”
The professional certificate in Casino
Gaming program, which begian on April
1 of this year, is proving to be viable and
highly popular. It has attracted a capac-
ity of 35 students for the first course, and
a waiting list is developing for others inter-
ested in the program.
Numerous media outlets have produced
stories on the professional certificate in
Casino Gaming curriculum. They include
the Los Angeles Times, San Diego Union,
Channel NBC 7/39, Univision Channel 17,
and KPBS.
The gaming certificate program is de-
signed to provide students with the oppor-
tunity to begin or further their careers in
the casino and gaming industry. Partici-
pants will obtain a strong basic background
in American Indian gaming history, regu-
lations, gaming law, supervision, customer
service, and leadership.
Industry experts will deliver instruc-
tion, emphasizing the latest developments,
practices, and issues facing the gaming pro-
fession which can be applied immediately
to the job. Content and competencies are
geared directly toward the casino organi-
zation’s needs, and are designed to provide
students with the tools necessary to be-
come successful in this exciting field.
Course topics are: Introduction to In-
dian Gaming, Gaming Regulations on
Sovereign Soil, Gaming Security and Sur-
veillance, Customer Service in a Unique
Environment, Diversity in the Workplace,
Table Games, Slot Analysis, Revenue Tech-
niques, and Deterring and Detecting Ca-
sino Cheats.
For more information on these new pro-
grams, please call 619-594-6255 or visit
www.neverstoplearning.net.
MiraCosta
class examines
casino career
opportunities
by Jaimy Lee
The class is a mix of college students,
retirees, casino enthusiasts and the middle-
aged looking for a career change.
For these students, MiraCosta College’s
Casino and Gaming Operations class is the
right course to take. Casinos and gaming
are two of the fastest-growing segments in
the hospitality industry, said Karen Smith,
lead instructor for hospitality, restaurant
management and tourism studies at the
college.
“There are so many different jobs and
employment opportunities in our area,” she
said. “They’ll learn some skills in the class
and get some through the casino if they get
hired to work there.”
The three-unit class provides a broad
overview of the casino and gaming indus-
try. Topics discussed in the class range
from horse racing, slot operations, hotel
management, table games, tribal gaming
and lotteries, food and beverage to security
and surveillance, human resources and re-
sponsible gaming.
Julie Hatoff, the college’s vice president
of instruction, and Eileen Kraskouskas,
dean of career and technical education,
took 23 students to Harrah’s Rincon
Casino in Valley Center for a crash course
in the basic day-to-day operations of a
casino.
“It gave our students a much better abil-
ity to understand the concepts we had been
discussing in class,” Smith said.
But the trip wasn’t just an excuse to
play the slot machines. The students toured
the spa, restaurants, casino floor and pool.
They had to answer questions about uni-
forms, discuss dining options and listen to
cashier training supervisor Kevin Malone
speak about the standard for working at
Harrah’s Rincon Casino.
With ten American Indian casinos and
one playing card casino in the San Diego
area, Smith said the need for workers
in the gaming industry in the county is
enormous. At Harrah’s Rincon Casino, the
hotel occupancy is at 100 percent almost
every night — a number that Smith called
“staggering” for the hotel industry.
One student, Jeanette Thornton, works
as a project director for International Hotel
Marketing in Oceanside and has been
taking classes at MiraCosta for the past
two years.
“There are a lot of people changing
careers,” she said. “There are so many job
opportunities. The days of the gold watch
are over.”
Another class student John Troike,
60, works for the Marine Corps and is
thinking seriously about a changing
careers.
“We have a wide, wide range of students,”
Smith said. “We have all ages. Many are
returning to school for a new career or
changing careers; some are out of high
school, some out of the military and even
international students.”
Makiko Akiyama, 29, of Encinitas,
moved to the United States from Japan to
attend college at MiraCosta. She said that
casinos are popular in Japan but do not
offer the same amenities — the spas, the
hotels, the restaurants — that American
casinos do.
The Casino and Gaming Operations
class will be held again next spring based
on the success of this semester’s class.
For information about upcoming
courses at MiraCosta College, visit www.
miracosta.edu.
DIVERSITY WORKS!
 Diversity Works! | Summer 2006 | 

Gaming Jobs whose four 10

hour overnight
like a Las Vegas casino,” Hixon said. “Ev-
erything I feared and heard was untrue.”
continued from Page 1 shifts each week Sycuan Casino General Manager Steve

Sycuan Casino include Satur-

days. “The only
Penhall said the toughest positions to fill
are those at the top and bottom of the pay
reported the other negative
to it is that not
ranges, and for the same reason: the high
cost of living in San Diego. Entry-level
most diversity, everybody’s go-
ing to leave the
workers often have transportation problems,
he said, which is why Sycuan now buses
2,004 employees casino happy. employees to work from Tecate, Chula
There can be Vista and El Cajon.
floor games at Las Vegas’ posh Paris Resort some negativity Many specialized jobs aren’t out on
before coming to Pala in 2001. sometimes.” the casino floor. Creative manager Larry
For others, such as dispatch supervisor Each of the large casinos surveyed by Gallegos has been with Barona 11 years,
Jerry Lynn, who has been running Barona’s The San Diego Union-Tribune  showed overseeing its radio and TV ad campaigns
busy radio communications control room noteworthy numbers in at least one demo- and making a salary he says would rival
since 1994, casino work was a mid-life graphic category. any in his field.
change after 30 years of auto-body repairs. Barona Valley Ranch, for example, Late last month, Gallegos was holding
“I make more now than I did in that reported that 65 percent of its 3,543 casting sessions for actors in an upcoming
career, and it’s easier work,” he said. “It’s employees earn more than $40,000 a year. commercial, then reviewing the videotapes
hectic and it’s stressful, but I don’t have to (Two casinos, Pala and Rincon, declined to with the producer, director and writers in a a dealer, then pit boss. Now he earns more
worry about stitches in my fingers.” provide pay-scale percentages.) Mira Mesa video production studio. than $55,000 as a shift manager and part-
Most casino jobs involve customer Viejas Casino reported many long Tiffany Noriega of Carlsbad left an time casino manager, alternately supervis-
interactions, and people who are grumpy or tenured employees, with 47 percent of its office job close to home four years ago to ing Viejas’ 31 card tables and, in his other
introverted are advised to look elsewhere. 2,222 workers on the payroll more than become senior secretary for the Harrah’s role, the entire casino on 12 hour overnight
“It’s lights. It’s loud. It’s fun,” said Dani- five years. Pala Casi- Rincon marketing shifts.
elle Quiroz, 28, a buffet cashier at Sycuan no listed 56 percent vice president. She Acero started at Barona almost 12 years
for 3½ years. “It’s kind of like you’re per- of its 1,863 workers drives 45 minutes ago as a dishwasher making $4.75 an hour.
forming sometimes.” as 41 or older. to work, but says He was soon serving food and drinks on
Galyan “JuJu” Gago, 27, says working Harrah’s Rincon it’s worth it. the casino floor, then 10 years ago got
Sycuan’s cashier’s cage is far more stimulat- resort reported the A 38-year-old trained in-house to become a blackjack
ing than the liquor store where she used most long-distance single mom, she dealer.
to be. “I deal with the money, with the commuters, with 81 makes $42,000 a Now Acero makes more than $60,000
jackpots. I deal with the customers when percent of its 1,656 year, 20 percent a year managing Barona’s baccarat room,
they bring me the chips,” she said. “It’s fun.” workers driving at more than she did where players wager $100 to $10,000 a
The regional casino work force has more least 20 miles. at her last job. She hand. He wears a crisp suit; his dealers
than doubled in the five years that Gago Sycuan Casino Galyan “JuJu” Gago, who works also likes being wear tuxedos. He describes his job as the
has been at Sycuan. Five of the county’s reported the most the cashier’s cage at Sycuan, in on behind-the- exact opposite of the golf-club assembly
eight casinos opened in 2001, and all eight diversity among its says the job is more stimulating scenes stuff such as line where he used to work in El Cajon.
have expanded since then. 2,004 employees, booking entertain- “What attracts me to it is the action, the
Yet the casinos still employ only a frac- with 37 percent
than the liquor store where she ment, planning ad money, the people,” he said. “On top of
tion of the region’s 1.3 million workers, white, 24 percent used to work. She’s been em- campaigns and or- that, every day is a different day.”
according to state Labor Dept. statistics. As Asian, 16 percent ployed at the casino for 5 years. ganizing in-house Acero expects more growth ahead in his
of 2005, San Diego County had 86,600 Hispanic, 5 percent promotions. casino, his industry and his career.
construction workers, 21,600 grocery black, 1 percent American Indian and 17 “This is the easiest and most fun job “They’ve given me the opportunity to
employees and 16,100 telecommunications percent other minorities. I could come up with without a college be able to progress,” he said. “I know I can
Gago, the Sycuan cashier, is Iraqi. She degree,” she said. still keep moving up.”
spends much of her time off with 10 pals Many entry-level employees dream of
from work – men and women. career paths such as those taken by Viejas’
“There is a Mexican, Vietnamese, white John Tehan and Barona’s Rodrigo Acero,
people – we’re all mixed,” she said. “We go both 31. Tehan started out at Viejas 13
to restaurants. They come over to my house. years ago, making minimum wage “clean-
We go to the movies. We go bowling.” ing bathrooms and emptying trash.” He
Floor security guard Murrill McCoy, worked his way up through the housekeep-
who is 62 and black, worked for grocery ing department, eventually supervising it
stores and armored trucks before coming for eight years.
to Sycuan 12 years ago. He makes $15.70 In 2004, he transferred into gaming,
an hour and likes the “carnival atmosphere” learning all the card games and becoming
of casino work.
He and others elsewhere say few workers
workers. More people worked in cloth- are moving from casino to casino. Most
ing stores – 12,900 – than the 12,800 in migration is in-house, from entry-level to
Indian gaming. skilled jobs, such as dealers. Their bosses
Each of the more than two dozen agree, saying most turnover occurs in the
casino employees interviewed for this story first year or two.
expressed high overall satisfaction in their “The thing that surprises me the most is
jobs, including benefits such as health, the stability of the work force,” said Jerry
dental and vision insurance, yearly bonuses Turk, Pala Casino managing partner. “Of
and 401(k) funds. the original 1,000 employees that we had
According to figures provided by the (in 2001), over 250 of those people are still
casinos, a majority of their workers earn with us.”
more than the $32,300 calculated by the Among them is Hixon, the table games
state labor office as the 2005 median wage shift manager. He had doubts about leav-
in San Diego County. ing Las Vegas because he had heard that
The main drawbacks voiced by casino tribal casinos in California were unprofes-
employees were cigarette smoke and having sional and second-rate. Those misgivings
to work nights, weekends and holidays. were dispelled when he came to Pala and
“The hours can be a challenge,” said Bar- met Turk and his top managers.
ona Asst. Gen. Manager Kari Stout-Smith, “They wanted to operate this 100 percent
 10 | Summer 2006 | Diversity Works!
Under representation isn’t new at UC colleges,
only 96 black students enrolled in fall semester
UCLA’s do-nothing admissions solution
by Erin Aubry Kaplan
The latest bad news about blacks and public
education: UCLA’s incoming class of 4,700
this fall includes only 96 blacks, the fewest
in more than 30 years. Many African-
Americans are understandably up in arms.
Whether everybody else is so concerned
remains to be seen.Many blacks are calling
for accountability and action; an alliance of
scholars, alumni and activists held a news
conference at UCLA last week to air their
outrage and to publicize the findings of a
report by UCLA’s Ralph J. Bunche Center
for African-American Studies on the ever-
vexing subject of black admissions.
The report chastises the university for
being too lax in admitting qualified black
students since affirmative action was killed
by University of California policy in 1995,
then by California voters in 1996.
In other words, although the lack of
affirmative action is a factor in the cur-
rent crisis, the more immediate problem
lies with the practices of the admissions
office itself. Without official pressure, the
report charges, UCLA and other public
Medical school diversity across the nation  
by Olivia Pullmann
Only 20 percent
of medical school
graduates said they
intended to practice in
under served locations
and cater to under
served populations,
according to a 2004
survey by the A ssn.
of A merican Medical
Colleges (AAMC).
The vast majority of
graduates indicating a
willingness to practice in such
areas are members of minority groups. Of
the physicians who responded, 51 percent
were black, 41 percent American Indian
and 33 percent Hispanic. Just over 18
percent of white respondents were willing
to work in those locations.
With United States census projections
indicating that racial minorities will
account for half of the country’s population
by 2050, are medical schools producing
enough culturally sensitive doctors to
handle this population? The AAMC board
of directors has expressed concern about
diversity in medical school, and for good
reason.
Practicing minority physicians and
surgeons — American Indian, black,
Hispanic and native Hawaiian/other
— make up only 10 percent of all doctors.
The matriculation of black doctors has
remained flat over the last two decades.
universities tend not to adequately consider
qualified black candidates. And that’s
unacceptable.
I wholeheartedly agree. (Disclosure:
I’m a member of the UCLA Black Alumni
Assn., though a very recent member.)
But as long as people see black admis-
sions as a result of affirmative action
— a policy that’s become as repugnant to
conservatives as higher taxes are to most
centrists — there’s going to be a problem.
The truth is, UCLA has always had a
hard time recruiting decent numbers of
black students. I should know. I worked
for a couple of outreach programs in the
admissions office in the mid-1980s, when
such programs were not only legal, they
had some cachet.It was tough.
The critical mass of university-ready
black students that I imagined was out
there in the public schools, just waiting for
a bit of encouragement from a friendly role
model like me, was just that — imaginary.
I pored over lists of black students at
high school campuses in the allegedly
fertile San Fernando Valley as if I were
panning for gold. I had to play the talented-
Applications to medical school:
An AAMC analysis shows there was
an abrupt decline in minority applicants
across the nation between 1997 and 2002,
however, the numbers appear to be on the
rise. Prior to the drop-off that started in
the late 1990s, minorities made some gains
in medical school applications.
Meanwhile, there was a significant
decrease in applications from white
students, from 34,785 in 1978 to 21,028 in
2004. Blacks posted a slight increase, from
2,295 in 1978 to 2,802 in 2004. Hispanics
showed the most gain, from 837 in 1978
to 2,545 in 2004. Minority applicants
rose in 2003 and 2004, but data is not yet
available for 2005.
Nearly 59 percent of medical school
applicants in 2004 were white, while only
tenth game, prodding and pleading with
my few black prospects to come to West-
wood, or at least to apply.
But blacks never got close to the holy
grail of parity: reaching the same percent-
age of the UCLA student body as in the
statewide population of high school gradu-
ates. The irony is that affirmative action
was banished in part because of a percep-
tion that students of color were overrun-
ning universities like UCLA — that is, the
policy was working too well.
But in fact, it wasn’t working well
enough, certainly not for blacks. How
many black students are too many? That’s
the impolite but very real question that
drove many a debate about race and higher
education.
Beneath the blather about academic
standards and colorblindness was a concern
about maintaining power and control: Just
how many of these folks are we going to let
in? 100? 200? Blacks raise this gatekeeper
anxiety more than any other group because
white elitism has always depended on black
marginalization.
Historically and psychologically, black
7.8 percent were black, 18.8
percent were Asian, and 7.1
percent were Hispanic.
Graduating Medical
Students and The Trends:
Gender diversity is
becoming a significant trend
in medical programs. The
number of women graduating
from medical school doubled
between 1980 and 2004, and
women make up nearly half of
all medical school graduates.
In 2004, the 15,821 total
graduates included 7,256
women, or 46 percent of the total. That is
a significant jump from 1980, when 3,497
women graduated from medical school.
There appears to be a downward trend
enrollment in higher education is more
fraught than, say, Asian or Latino enroll-
ment. Since the 60s, it has been standard
practice to have some blacks on campus,
just as there are always a couple of black
faces at the most exclusive party in town.
To many people, that pair of faces is
plenty, a good-enough show of magnanim-
ity on the part of the host to make it a suc-
cessful party. To others, the chronically few
black faces are an insult, a reminder that 50
years after Brown vs. Board of Education
and 40 years after the passage of the Civil
Rights Act, America has yet to achieve
integration.
Which raises the question: Does
America really want to? After all, this in-
cremental integration never seems to raise a
lot of temperatures, mostly because it feels
normal.
Indeed, this country has known nothing
else, and if integration stops altogether and
UCLA’s admissions of black students slow
to a trickle, even in 2006 — well, what of
it?
Maybe many people not-so-secretly
think that blacks simply can’t make the
grade. Maybe, if blacks haven’t caught up
after all this time (40 years), they don’t be-
long — not just at UCLA but in American
society.
With the Bunche report, blacks will try
yet again to hold an institution’s feet to the
fire.
But it’s a fire that’s cooling to embers,
and maybe to something less.
in whites graduating from medical schools.
In 1980, the 12,788 white graduates made
up nearly 89 percent of the graduating
class, while in 2004, whites were only 65.6
percent of all graduates.
Asians have shown the most gain,
making up only 2.8 percent of graduates
in 1980 but nearly 21 percent by 2004.
Hispanics have doubled their numbers in
the last 24 years, making up 6.5 percent
of graduates in 2004, compared to 3.2
percent in 1980. The graduation rate of
African- Americans has remained mostly
flat — 5.3 percent in 1980 and 6.1 percent
in 2004.
Source: AAMC 2005 Facts and Figures
Source: AAMC data warehouse 2004
Source: AMCA (California stats)
Facts and Figures 2003
 Diversity Works! | Summer 2006 | 11

Some of our best investments

have nothing to do with banking.
We get our highest returns from the community
when we give to the community.
That’s why U.S. Bank is proud to support the
Urban League of San Diego
Supporting our community and organizations like yours says
a lot about whom we value most…you.

El Cajon Branch
490 Fletcher Parkway
El Cajon, California 92020
619-401-3303

usbank.com | 800-US BANKS (872-2657)

Member FDIC
12 | Summer 2006 | Diversity Works!

Lashana,
Wal-Mart Associate,
Tutor

Keya,
Student

We believe that valuing differences

is fundamental to our success.
At Wal-Mart, our commitment to diversity is fostered throughout the company and interwoven into all
of our Associate programs, recruitment efforts, supplier relations, charitable initiatives and community
efforts. We believe that success requires an environment where people are respected and valued, along
with a talented workforce that represents our diverse customer base. By embracing diversity, we are
providing each of our Associates with the opportunity to advance, succeed and personally develop
them in everything they do.

Wal-Mart Stores, Inc. is proud to support the San Diego Urban League’s 33rd Annual Equal Opportunity
Awards Dinner and salute their commitment to “Making Diversity Work.”

©2005 Wal-Mart Stores, Inc.

 Diversity Works! | Summer 2006 | 13

Business & Employer Diversity Works!

Rankings Employer Partners
The employers below have made an extra
committment to hiring diverse jobseekers by investing in
When job hunting, target the best employers The Urban League of San Diego County. You can learn
and the top companies according to these invalu- more about them by visiting: www.ulsdcjobs.net
able online surveys. Of course, this couldn’t pos- that have a U.S. or Alberta, Canada, disclosure document,
sibly be a comprehensive list of every survey out and only those whose information Entrepreneur verified
from the disclosure documents, are eligible to be ranked-
there. Always keep an eye out for other updated giving us the top 500 franchises. Search by keyword or
AIG
lists from up and coming sources and specialty American Airlines
state/region or browse by business category. Bank of America
business magazines. Cardinal Health
Citibank
THE INC. 500 CIC Research
The Main Lists The top 500 “small businesses” according to Inc. Magazine. Cost Plus World Markets
Also includes a benchmarking form so you can see how Cox Communications
your business ranks against these. The current list is Cubic Corporation
Curtis Moring Insurance Agency, Inc.
FORTUNE available online, along with a searchable database of all Inc
Enterprise Rent-A-Car
The Fortune 500 from Fortune Magazine is the venerable 500 winners for the past 8 or 10 years. The new list is issued Federal Bureau of Investigations
leader of all such lists and a must for all serious job seekers. each November. Genentech Inc.
Go online and browse the list by company, CEO, or Hawthorne Machinery
industry. The list is issued each year in April. Under the Keith Goosby Inspirations & Motivations
main 500 you’ll find mini-listings for the best employers, NASDAQ 100 Kaiser Permanente
the diversity leaders, and a list entitled Women CEOs. See online FlashQuotes for their top 100 trading stocks, Kyocera
which may give indicators to a top performing company to Lockheed-Martin, Maritime Systems & Sensors
take note of. Note that this list is presented in alphabetical Loews Coronado Bay Resort & SPA
Manpower of San Diego
FORTUNE’S Global 500 order, not by ranking.
National University
A ranking of the largest companies in the world, browse Neighborhood National Bank
the online list by company name, CEO, or industry. NorLab Business Solutions
POST 200 from the Washington Post North Island Financial Credit Union
The Post 200 starts with a list of the 125 largest public San Diego Padres
FORBES companies with headquarters in Washington and its Qualcomm
Forbes requires readers to register to read some articles on suburbs. Completing the 200 are the 20 largest financial Science Application International Corp. (SAIC)
their web site. It’s free, fast, you don’t have to give them institutions with headquarters in the region, the 15 largest Scripps Research Institute
your name, and you only get their e-newsletters if you private companies with headquarters in the area and the SDSU Research Foundation
San Diego Business Journal
decide to check the boxes (the default is you don’t get any 20 largest public companies in Maryland and Virginia,
San Diego Gas & Eletric
of them.) respectively, with headquarters outside the Washington San Diego Monitor News
area. The list is issued annually in April, and past rankings San Diego National Bank
are also available so you can track a company’s progress (or San Diego County Sheriff’s Department
THE FORBES’ Lists decline...or disappearance). SeaWorld San Diego
Go online to see a variety of lists which updates each Sempra Utilities
year. For employer rankings compiled according to size of Solar Turbines
company filters, this includes: TOP 100 U.S. FOUNDATIONS Sony Corporation
The Top 100 U.S. grant making foundations ranked by Southern California Edison
Starbucks Coffee Company
200 Best Small Companies value of assets, based on current data in the Foundation
Sycuan Casino
400 Best Big Companies Center’s database. There are other ranking lists available The Hartford
Forbes’ 500s accessible from the home page, including top corporate The San Diego Union Tribune
Forbes International 500 grant makers and largest community foundations. Updated The Pacific Institute
Global 2000 as new audited financial information becomes available. Timmis J Moore
Largest Private Companies. UCSD
Union Bank of California
Union Tribune
United Way of San Diego
Other Lists UPS
Viejas Casino
Wal-Mart Stores, Inc.
BRANHAM GROUP’ Branham 300 Wells Fargo Bank
Each year, the Branham Group ranks the top 300 Canadian Washington Mutual Bank
Information Technology (IT) companies. The rankings are
divided into 8 categories, including the 100 Top Software
Companies, 100 Top IT Professional Services, 25 Top IT For additional details on becoming a
Multinationals in Canada, 25 Up and Coming Technology Diversity Works! Employer Partner,
Firms, 20 Top Wireless Technology Companies, 10 Top please turn to page 18 for more infor-
Internet Service Providers, 10 Top Application Service mation and company profiles.
Providers, and 10 Top Telecom Wireless Service Providers.
Click on the company’s name for very short profile. Neat
Join today and help us reap the
feature - they watch these companies during the year and benefits of a strong workforce.
update the list as needed. Call 619-266-6244
or email us at
diversityworks@sdul.org
ENTREPRENEUR.COM’S Franchise 500
You’ll find the annual ranking of the best franchising
opportunities in the world. They do an extensive
background check on these too. “Only franchise companies
that submitted full Uniform Franchise Offering Circulars
(UFOCs) disclosure documents were eligible to receive a
listing in the magazine. In addition, only those companies
 | Summer 2006 | Diversity Works! 9/14/06
14RTN168_DiversityAD 5:35 PM Page 1

A diversity of great technology and solutions

starts with a diversity of great people

At Raytheon, an inclusive culture is one of the things we believe gives us a competitive advantage. By recognizing
the uniqueness of individuals, empowering employees, and truly valuing their input, our company consistently performs
beyond all expectations. It’s a philosophy we’ll always embrace. It’s right for people, and it’s right for business.

We’re proud to feature Raytheon employees in

our ads. To join them in a rewarding career, visit
www.rayjobs.com

© 2006 Raytheon Company. All rights reserved. Raytheon is an equal opportunity, affirmative action employer and welcomes
a wide diversity of applicants. U.S. citizenship and security clearance may be required. “Customer Success Is Our Mission”
is a registered trademark of Raytheon Company.
 Diversity Works! | Summer 2006 | 15

Getting fired reference list. You need to contact these

people (which you should already have
Wal-mart
continued from Page 1
done from #4), inform them that you are
An opportunity for change and growth again on the job market, and ask if they
will still be a reference for you. If you know
by Randall S. Hansen your former employer might give you a bad
reference, it is extremely important that

T he words that strike fear in all working

persons — fired, terminated, laid off,
let go, restructured, dismissed, downsized,
right-sized — mean only one thing: you’re
back on the job market looking for new
employment opportunities.
While you may find losing your job
hard to deal with, most career experts say
the best thing you can do is get right back
into the job market, even if you’ve gotten a
severance package, rather than sit around
being discouraged. And you shouldn’t
be discouraged — look at this firing as a
chance to start anew with a better oppor-
tunity.
How do you deal with being fired or
downsized in terms of your resume and
job-hunting? That’s what this article is all
about — getting you in shape to find an
even better job than the one you had previ-
ously. What follows is the career tune-up
checklist.
Decide on a career path or change
If you loved your last position and the
industry you worked in, then you can move
to the next point. But, if you weren’t happy,
now is the time to think about a career
change. What kind of transferable skills
did you acquire from your previous em-
ployment? For example, if you worked in a
college admissions office, but now want to
get into sales, you have valuable sales and
people skills — transferable skills from one
position to another. If you’re not sure what
you want to do, you should do some self-as-
sessment. You can find some great career
assessment tests on the web.
Tune up that resume
Ideally, you’ve been keeping your resume
current, but if you have not, now is the
time to take a hard look at it. Find some
great resumes resources here, then: the
R esolve whether you are staying
or relocating. Now is the time to think
about whether enough opportunities exist
where you currently live, or whether you
need or want to relocate.
Network, network, network
Tell everyone you know that you are in the
job market again. You don’t need to tell
them you were fired if you don’t want to,
but don’t be ashamed of it either, as labor
figures indicate that many people have
lost (or will lose) their jobs involuntarily.
Your network includes your family, friends,
former coworkers, former bosses, neighbors,
friends of friends — just about anyone.
These people may not be able to offer you a
new job, but they may know someone who
can, so they play a vital role in your job
search. And once you find a new job, make
sure you keep networking rather than
waiting until you don’t have a job to do so.
Read as much as you can about the art of
networking.
R evisit your references
Depending on the circumstances surround-
ing your dismissal, you may or may not
have a good reference from your former
employer. Now is the time to revisit your
you have other people who will rave about
your accomplishments and abilities.
Be prepared to work
It’s a cliché, but looking for a new job is
now your full-time job. Stay focused and
accomplish something every day.
Face the tough question
Be prepared with an answer when an
interviewer asks you why you left your last
job. Make sure you can articulate why your
last job didn’t work out and what you have
learned from the experience. Never blame a
former supervisor or employer — and don’t
make excuses.
Be prepared for rejection
You may be a little extra sensitive because
of being fired, but remember that there
is always a degree of rejection in any job
search — so don’t let it get you down. Keep
looking forward.
Questions about some of the terminol-
ogy used in this article? Get more informa-
tion on key college, career, and job-search
terms by going to our Job-Seeker’s Glossary
of Job-Hunting Terms at www.quintca-
reers.com.
Dr. Randall Hansen is webmaster of Quintes-
sential Careers, as well as publisher of its
electronic newsletter, QuintZine. He writes
a biweekly career advice column under the
name, The Career Doctor. He is a published
career expert — and has been for the last
ten years. He is co-author, with Katharine
Hansen, of Dynamic Cover Letters. And he
has been an employer and consultant dealing
with hiring and firing decisions for the past
fifteen years. He can be reached at randall@
quintcareers.com.
participants.”
ULSDC was chosen through a competi-
tive process from a field of 17 applicants.
Other cities included Broward County
(Fla.), Cleveland, Dallas, Houston, Hudson
County (NJ), Los Angeles, Philadelphia,
Sacramento, and Washington, D.C.
The Wal-Mart grant also supports The
National Urban League’s endowment fund
and the Black Executive Exchange Pro-
gram which includes a lecture series at the
some of the nation’s historic black colleges.
“The initiative Wal-Mart Stores has
shown will have tremendous impact, not
only locally but across the nation,” said San
Diego council member Tony Young. “It is
vital that all employers recognize the role
they must play to ensure that more mem-
bers of our community are able to success-
fully seek and retain employment.”
In 2006, Diversity Inc. named Wal-
Mart among its Noteworthy Companies
for Diversity and Top 10 Companies for
African-Americans. Black Enterprise
Magazine listed the company on its 2006
list of the Top 40 U.S. Companies for Di-
versity and one of the 10 Best Companies
for Marketing Diversity.

Fast, Furious & Free Fun!

first thing you need to decide is whether
to include the job from which you were
terminated on your resume. In most cases, Meet Driver
you should include the job — unless you Chris Bristol
only worked there a short period of time
(less than three months). Show an end date
Night at the Races
of your previous job. Focus on your accom-
plishments and achievements.
California Speedway
Consider adding — if you haven’t Boys & Girls Friday, Sept. 1, 2006
already done this — a key accomplish- Ages 12 - 18
ments and transferable skills section for Buses Leave at 3 pm
your resume. Positioning these sections at
the top of your resume also means you can From La Costa Resort
downplay your actual employment his-
tory…or at least make it secondary to your
accomplishments and skills. A functional
resume, rather than a traditional chrono-
logical resume, will also serve this purpose.
Develop both a traditional formatted
resume and a scannable (text-only) resume.
Since job-hunting has expanded greatly
to include traditional methods as well as
online methods, you really need to have SEATS ARE LIMITED
both types.
Please Respond by August 15th
Get your resume critiqued. Ask some-
one in your network — possibly a former Dinner & Refreshments
boss or college career office (most work Buses return at 12:30 AM
with alumni) to review your new resume(s) Contact: Darrell Porcher to reserve your
and offer constructive criticism. We also
offer professional resume critiques.
Sony Diversity seat. 858-942-7879
16 | Summer 2006 | Diversity Works!
 Diversity Works! | Summer 2006 | 17

December 14, 2006 Recognizing the accomplishments of

4:00 - 7:00 p.m. San Diego County’s family-owned businesses.
San Diego Marriott
Hotel & Marina We are now accepting nominations of family businesses with
outstanding business and community accomplishments.
Marina Ballroom F-G Nominees and winners will be recognized at The 6th Annual
Family-Owned Business Awards and in the newspaper.
Deadline for Nominations:
November 3, 2006
Awards will be presented in the following categories: 2006 Nomination Criteria
Small Business Award - (1-50 employees) Complete & Return by November 3, 2006*
Medium Business Award - (51-250 employees)
1. Number of employees and year founded*
Large Business Award
- (more than 250 employees) 2. List principal owners employed and not employed by company, and principal
Longevity Award product/service of company
Emerging Business Award 3. Number of family owners working and not working currently at the company
Community Action Award 4. Number of generations currently involved in company and number of
generations involved since the company was founded
5. List the company’s current locations
Title Sponsor:
6. Give a brief history of your family business and growth in sales, including gross
annual sales figures**
7. Explain how your family business has successfully linked your family with your
business (e.g. commitment to company, division of responsibilities, etc.)
8. Describe the impact your family business has had on your community (e.g.
specific support of charities, nonprofits, industry or neighborhood organizations,
etc.)
Co-Sponsors: 9. Submit a company catalog/brochure, color logo and one or two color photos
of your family or key employees (these items can be mailed or emailed to the
addresses below)
Fax to: 858-277-2149, Attn: Taylor Peterson • e-mail to: tpeterson@sdbj.com
Or mail to: San Diego Business Journal, Attn: Events Dept. • 4909 Murphy
Canyon Road, Suite 200 • San Diego, CA 92123
*Only completed nominations will be accepted. Nominations must include: company name; address; phone; fax;
Sponsorship opportunities are contact person’s name, e-mail and phone number; company catalog/brochure and color logo in jpeg format.
still available. **To assist the selection committee in determining the best category in which to place your application for the
Family-Owned Business Awards, it is critical to have accurate gross sales information as well as current number
Contact your account executive of employees. Rest assured that all data submitted will be kept confidential and not shared with anyone other
at 858-277-6359 for further than the members of the selection committee. We value your privacy as a family business and therefore insist on
information. confidentiality with all of the application information.
18 | Summer 2006 | Diversity Works!
 Diversity Works! Employer Partners
 Directory
AIG, the largest of
United States underwrit-
ers for commercial and
industrial insurance and the most extensive
international property-casualty network,
including personal lines and mortgage
guaranty insurance. Life insurance and
retirement services and the most extensive
global network of any life insurer, AIG is
the most profitable U.S. life insurance or-
ganization. and a retirement services fran-
chise that includes leadership positions in
the U.S. fixed and variable annuity markets
and a growing international network.
http://www.aig.com/gateway/home
Citigroup values a
work environment
where diversity is
embraced, where people are promoted on
their merits, and where people treat each
other with mutual respect and dignity.
Around the world, we are committed to be-
ing a company where the best people want
to work; where opportunities to develop are
widely available; where innovation and an
entrepreneurial spirit are valued; and where
a healthy work/life balance is encouraged.
www.citigroup.com
Enterprise
Rent A Car,
an $8 billion
international transportation leader, is the largest
rental car company in the U.S. in fleet size and
locations. A candidate can expect to start as a
Sales Management Trainee learning all of the
facets of how to run our business, including
management, customer service, administration,
and sales/marketing. The combination of our
100% promotion from within policy and the
upcoming expansions in the San Diego area
has created dynamic opportunities for growth.
Upon successful completion of the Management
Trainee Program, candidates have the opportu-
nity to grow into management positions within
their first year with the company. If you are in-
terested in career opportunities with Enterprise,
apply online at www.enterprise.com.
Dee Dee Andrews, Regional Recruiter.
http://www.erac.com/recruit/
American Airlines and American Eagle
carriers serve almost 250 cities all over the
globe with more than 3,600 flights per day.
Earning our title as the largest airline in the
United States and the largest regional air
carrier in the world has resulted in a history
rich in achievement. With a combined fleet
of over 850 aircraft, the best employees in
the world, the oldest and largest frequent
flyer program - AAdvantage®, and The
TurnAround plan, we will achieve our
objective of being the world’s leading
airline.
http://www.aacareers.com
At Cox Communica-
tions, diversity is a
critical part of our
culture, values and
business operations. Here, diversity starts
with understanding, valuing and represent-
ing the varied needs, gifts and priorities of
employees, customers, communities and
suppliers. This diversity of people, products
and partners naturally stimulates a diver-
sity of perspectives, which helps create an
enviable company culture and enhance the
growth and vitality of all Cox stakeholders.
http://www.cox.com/CoxCareer/
The Federal Bureau of Investi-
gations is like no other career
choice you’ve explored. It’s challenging. Compel-
ling. Important. Whatever your background or
expertise, you will find an FBI future exception-
ally rewarding. The work you perform will have
a daily impact on the nation’s security and the
quality-of-life for all citizens. Our mission is
to uphold the law through the investigation of
violations of federal criminal law; to protect the
United States from foreign intelligence activi-
ties; to provide leadership and law enforcement
assistance to federal, state, local and interna-
tional agencies; to provide the executive branch
with information relating to national security.
Join as a Special Agent or in a support role as
a Computer Specialist, Crime Scene Special-
ist, Linguist, Fingerprint Expert, Intelligence
Research Specialist, Laboratory Tech, Accounting
Professional, Laborer, Secretary, etc.
www.fbijobs.com
“Our com-
mitment to
diversity is a commitment to individuals
and to the team. It’s about creating an en-
vironment in which all associates can fulfill
their potential without artificial barriers,
and in which the team is made stronger by
the diverse backgrounds, experiences and
perspectives of individuals. It’s about giving
all of us — individually and together — the
best possible chance to succeed.” - Kenneth
D. Lewis, Chairman and Chief Executive
Officer, Bank of America.
We are proud of Bank of America’s
legacy as a leader in corporate diversity and
in equal employment opportunity. At Bank
of America, we work to foster an inclusive
corporate culture and an environment free
of discrimination or harassment.
http://www.bankofamerica.com/careers/
Join our
growing
retail
company.
We value the talents each employee brings
to Cost Plus World Market, and highly
encourage internal growth opportunities
within the organization. We offer a world
of benefits to our employees including:
Medical/Dental/Vision, a generous
Employee Discount, 401k with matching
program, Paid Holidays, Sick Pay and
Vacation & many others. Cost Plus World
Market is an equal opportunity employer.
www.worldmarkets.com
Considered the
founder of the
biotechnology industry, Genentech has been
delivering the promise of biotechnology for 30
years, using human genetic information to dis-
cover, develop, commercialize and manufacture
biotherapeutics that address significant unmet
medical needs. Today, Genentech is among the
world’s leading biotech companies, with multiple
products on the market for serious or life-threat-
ening medical conditions and over 40 projects in
the pipeline. With its strength in all areas of the
drug development process — from research and
development to manufacturing and commer-
cialization — Genentech continues to transform
innovative science into breakthrough therapies
for patients.
Genentech’s commitment to diversity is a
commitment to providing an environment where
each individual is respected, honored and sup-
ported, and is rewarded on the basis of personal
achievement and contribution. (760) 231-2440
directly at: www.gene.com/careers/
Cardinal Health is
the world´s leading
contract manufac-
turer of health and
nutrition products. We offer a wide range of
products and services at multiple facilities with
standardized procedures and processes. Our in-
ternational presence allows easy access anywhere
in the world for your convenience - Americas,
Europe and Asia/Pacific.
Cardinal Health offers customers practi-
cal solutions to address the most critical issues
affecting health care: cost, time-to-market,
talent shortage and medication safety. We define
diversity as openness and appreciation for ideas
that are different from one’s own. We see it as a
business imperative.
Cardinal Health is committed to a work-
force that is free of discrimination. We respect
differences in culture, ethnicity, gender, sexual
orientation, and race. We are committed to
equal opportunity. To learn more about Cardinal
Health, visit us at: www.cardilan.com
Cubic’s
tradition of
innovation
continues into
the 21st century as Cubic’s cutting-edge research
and development holds promise for customers
worldwide. Today, the company’s two major seg-
ments - the Defense Group and the Transporta-
tion Systems Group - have become world leaders
in their respective industries with leading edge
technologies.
Since its founding in 1951, Cubic has helped
make a difference in the San Diego community
by supporting a wide range of nonprofit organi-
zations whose issues and values are aligned with
corporate interests and employee values.
www.cubic.com
Hawthorne
Machinery Co.
has been the
exclusive Caterpillar dealer serving San Diego
County since 1956. The company’s territory also
includes Northern Baja California, the Hawai-
ian Islands, Tonga, Samoa, Guam and Saipan.
Hawthorne Machinery Co. offers a complete
line of new and used Caterpillar® and other
quality brand equipment, service contracts, field
service, repairs, custom fabrication, CAT factory
authorized engine service and rebuilding, and
the most modern service and testing facilities.
We currently have 23 positions available. Visit:
www.hawthorn.cat.com for details.

For information on becoming a Diversity Works! Employer Partner
Call (619) 266-6244 or email diversityworks@sdul.org
Think core values. Look
for a company that be-
lieves workforce diversity is
a major contributor to success. IBM has been the
leader in corporate workforce diversity since its
founding. Did you know that we employ special-
ists dedicated to recruiting women, minorities
and people with disabilities? Visit us and learn
more at:
http://www-03.ibm.com/employment/
Lockheed
Martin is a
corporation
of 125,000 employees engaged in some of the
most important projects in the U.S. and around
the world. We live and work as good citizens
in communities where employees take special
pride in volunteering to serve for the betterment
of all. As such, the Lockheed Martin team is
naturally diverse—encompassing people of all
shapes, colors, perspectives, ages, religions and
nationalities.
We have varied backgrounds, opinions,
lifestyles and talents, and we see the world in
many different ways based on our uniqueness
as individuals. Though different, we share
one thing in common. We are linked in some
way to the same enterprise. Collectively, we
contribute to missions of profound significance
to the security and advancement of the world.
We create products and solutions that improve
communities, save lives and protect principles
like liberty and tolerance that we hold so dear.
www.lockheedmartin.com
Our philosophy is
to provide a working
environment where
employees can expand
professionally and be
rewarded for achieve-
ment. National Bank is
a full-service bank and a catalyst for economic
development in under served communities.
www.neighborhoodnationalbank.com
Integrits
Corporation is
a progressive
Information Technology (IT) services firm based
in San Diego, California. We provide high-tech-
nology products and services to the commercial
and defense markets. Come JOIN & GROW
with us! Integrits Corporation is a leader in
state-of-the-art Navy C4I, Command & Control
and Weapon Systems Integration. We have many
challenging and rewarding opportunities avail-
able to those individuals that strive to succeed
and excel. We are currently offering the following
job opportunities:
C41 Test Engineers & Analysts
TADIL Communications Engineers
Information Assurance Project Leads
IT Business Consultants
IT Infrastructure Analysts
IT Administrators & Analysts
Visit our website at: www.integrits.com
The world of
Loews Hotels.
It’s a world
of places, people and services that make us
truly unique. Loews Hotels is a collection
of unique, one of a kind hotels with dis-
tinct personalities. Each is high in quality,
fun, and is unpretentious, a great value and
consistently delivers warm friendly service.
As a company we care about our guests,
our community and our employees. We
want to be a “home away from home” by
catering to discerning business and leisure
travelers and host to the most important
business, political and industry association
events.
Contact us: Loews Hotels, 667 Madison
Ave., New York, NY 10021 (212) 521.2000
http://www.loewshotels.com/
The Padres believe that all
persons are entitled to equal
employment opportunity and
the Club does not discriminate
against qualified employees
or applicants because of race,
color, religion, sex, pregnancy, national origin,
ancestry, citizenship, military status, age, marital
status, sexual orientation, gender identification,
physical disability, mental disability, medical
condition, or any other characteristic protected
by federal, state or local law. Equal employment
opportunity will be extended to all persons in all
aspects of the employer-employee relationship,
including recruitment, hiring, upgrading, train-
ing, promotion, transfer, discipline, layoff, recall,
and termination.
www.padres.com
At Kaiser
Permanente, we
value the rich
diversity of our
organization and aspire always to demonstrate
respect for the uniqueness of each individual. We
encourage each contribution to the establishment
of an open, inclusive environment that supports
and empowers our employees.
www.kaiserpermanentejobs.org/
“Prepare to become Inspired”
http://kgim.blackportal.com
We understand
that a sound
diversity
program is a
critical component of our values and our success.
In order to realize our vision of being the best
worldwide provider of higher-value staffing
services and the centre for quality employment
opportunities, we must continuously dare
to innovate and be pioneers. That means
reflecting the diversity in our markets and in our
communities.
www.manpowerprofessional.com/sandiego/
Qualcomm innova-
tions reflect the smart
and creative individuals and teams that have
made us the leader in our industry. Many of
those innovations turn into patents—over 3,000
issued or pending. We’re looking
for thinkers with the desire and
initiative to make an impact on
our company and the wireless
evolution. We thrive on ideas and perspective
evident in a diverse and multinational workforce.
Diversity plays an integral role in our global
viewpoint and provides an atmosphere that fos-
ters the kind of free-flow of ideas that has made
us a technology leader. By communicating with
people from diverse backgrounds and groups
all over the world, we engage in a dialogue that
drives the wireless communication’s industry. We
currently have over 890 positions available glob-
ally of which 641 are available in San Diego.
Apply directly at: https://jobs.qualcomm.com/
Diversity Works! | Summer 2006 | 19
At Kyocera
Wireless
Corp. we
value exploration, innovation and achieve-
ment in our employees. We take pride
in our diverse work force and provide an
internal climate that encourages a global
approach to business. By matching the most
talented individuals with the resources they
need to succeed, we’ve created an environ-
ment that promotes change, growth and
creativity. Competitive compensation and
benefits teamed with exceptional training
are available to those with the skills and
motivation to make a difference.
www.kyocera.com/kai
National University
is committed
to maintaining
a high quality,
diverse work force
representative of the populations we serve. It
is our policy to provide equal employment
opportunities for all applicants and employees.
The University does not unlawfully discriminate
on the basis of race, color, religion, sex
(including pregnancy, childbirth, or related
medical conditions), national origin, ancestry,
age, physical disability, mental disability, medical
condition, family care status, veteran status,
marital status, sexual orientation, or any other
basis protected by state or federal laws.
http://www.nu.edu/
For 37 years, Science
Applications International
Corporation (SAIC), the
nation’s largest employee
owned engineering and research company, has
worked on solving some of the most complex
technical problems facing our nation and the
world – challenges in national and homeland
security, energy, the environment, space,
telecommunications, health care, and logistics.
Our continuous growth and our success,
providing world-class systems integration,
information technology and eSolutions to
customers, worldwide, is a credit to our staff
– many of whom are the best and the brightest
in their fields. And we help our employees
stay the best and the brightest with highly
praised training, education, and professional
development programs.There are currently 105
positions available in San Diego in the following
categories:
Apply at www.saic.com/career/find.html
20 | Summer 2006 | Diversity Works!

 Diversity Works! Employer Partners

 Directory
The San Diego
Sheriff’s Depart-
ment is looking
for the best and
brightest individuals – those who have the
aptitude and sense of commitment - those
who want to help their community, and
who want to make a difference. The San
Diego Sheriff’s Department’s goal is to
provide the highest level of professional
public service to the wide range of ethnic
and culturally diverse groups that make up
San Diego.
www.sdsheriff.net/jobs/
Diversity is not
only a corporate
commitment
to respect the
differences
among people,
but also the recognition that those differences
are a strength. Diversity is a source of power
that has a positive effect on our customers and
helps us to make the most of business opportuni-
ties. People are at the heart of Sempra Energy’s
strategic diversity policy: people committed to
taking bold action to create a work environment
where competence is recognized and celebrated,
without respect to gender, race, age, sexual
orientation, national origin, physical abil-
ity, religious beliefs, personal prefer-
ences or life experiences.
www.sdge.com/careers or
www.sempra.com/careers.htm
The ideal
candidate for
the San Diego
Union Tribune has the following attributes:
Punctual, Customer Service Oriented, Team
Player, Can Do Attitude, Media related
experience preferred, but not required
Areas of focus: Custodial, Customer Service,
Clerical/Data Entry, Sales Support, Account
Managers, Pressroom Helpers, And More.
We respect diversity and embrace inclusion.
Cindy Nguyen, Sr. Recruiter
www.signonsandiego.com
San Diego
National Bank
has often reflected
the characteristics
of a big family — quite extraordinary for
a bank. But, it is not so extraordinary,
considering the type of staff, management
and board of directors that SDNB has
attracted and enjoyed. Our success is a
direct result of the type of customers our
company serves. We have been very grateful
for the support and loyalty our customers
have brought us.
www.sdnb.com

Recipient of the Urban League’s

2005 President’s Award For Diversity

SDSU Foun- The Scripps Research Solar Turbines As a global cor-

dation has
been orga-
nized to func-
tion as a self-contained private corporation,
separate from the University, yet integrated
into the goals and programs of San Diego
State University (the University) and re-
sponsible for the accomplishment of certain
University objectives. SDSU Foundation is
responsible for many activities that require
financial support not provided by the State.
These activities occur in all three areas
of University life including: instruction,
research and community service.
www.foundation.sdsu.edu
Institute is one of the
largest, private, non-
profit research organiza-
tions in the U.S. It has
attained recognition as
a center of excellence in
a highly focused branch
of research, the nexus of the structure of
biological molecules and their cellular
functions with chemical synthesis.
www.scripps.edu
is a world lead-
ing producer
of mid-range industrial gas turbines for use
in power generation, natural gas compres-
sion, and pumping systems. It provides
full product support, equipment supply,
financing, plus installation and operation
and maintenance capability. http://esolar.
cat.com/solar/
At Sony, we believe
that diversity is key to
our competitive advantage and we value the
collective strengths of all our employees.
We are proud to be an Equal Opportunity
Employer (EOE), with an unwavering
commitment to Affirmative Action (AA)
for Minorities (M), Women (F), Individu-
als with Disabilities (D), and Veterans (V).
www.sonyjobs.com
poration, Edison
International
makes every
effort to ensure that our suppliers and work
force reflect our multicultural marketplace. As
a community partner, Edison International
works closely with low-income, minority, and
women’s groups to advance their employment
opportunities, educational needs, and economic
development. Edison International’s commit-
ment to diversity and equal opportunity is
evident throughout the organization. Minority
and female representatives currently comprise
25% of Edison International’s Board of Direc-
tors.Edison International’s largest operat-
ing company, Southern California Edison,
promotes equal opportunity and diversity with
leadership programs, diversity recruiting, and
supplier diversity goals. The result of these ef-
forts is evident in SCE’s ranking, for the sixth
consecutive year.

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

As one of over 57,000
employers in the region
we’re counting on your
support to help make
Diversity Work! here
in San Diego.
For over 50 years, The Urban League of
San Diego County (ULSDC) has assisted
many of its citizens in preparing for and
finding meaningful employment. For most
of that time, you, our area employer, has
assisted us along the way. And now more
than ever, your cooperation is needed to help
us meet our mission.
That’s why we’re asking you to become a
Diversity Works! Partner (DWP).
According to research by the Hudson
Institute, a nationally recognized social
trends think tank, within the next 10 to 15
years, changing demographics, technological
find, and if necessary, develop scarce and
diverse human resources. For example, the
year. This is not a donation, but an invest-
ment and a smart business move. It will
advances, and economic globalization will online Diversity Job Bank (www.ulsdcjobs. provide you with unlimited posting/reviews
shape the workplace. The United States work net) has attracted over 1000 job seekers. at the Job Bank, mention in our Diversity
force will continue to expand, although at a And the students who attend our workshops Works! magazine, coverage as a featured
much slower rate. However, its composition undergo behavior modification training in employer on our web site, and discounts on
will shift to a more
balanced distribution
conjunction with our
award-winning work
upcoming career fairs.
To facilitate answering your questions,
by age, sex, race or
ethnicity.
“We’re asking you to readiness and diversity we conduct monthly luncheon seminars to
become a Diversity Works! training, producing explain the benefits of the DWP initiative
Keeping pace outstanding results. here at The League’s corporate office at 720
with these changing Partner (DWP)...as an This combination Gateway Center Dr., San Diego, CA, 92102.
workplace dynamics investment and a smart produces employees Please RSVP to Barbara Webb, Deputy
-- while implementing who are truly work Director, (619) 266-6232. Space is limited
the mandate of our business move.” ready. Consequently, and for lunch, we need to hear from you.
mission to assist as our employer Here’s to the continued success of our
African-Americans and other under served investor-partner, you will benefit not only social venture partnership, which leads to the
to achieve social and economic equality from finding highly qualified job candidates next subject...
-- ULSDC has strategically positioned itself to in our job bank, but prospective employees Diversity Work’s Employer Part-
better serve San Diego through our Diversity who attend our workshops are also prepared ners are also Social Venture Partners (SVP).
Works! Initiative. attitudinally to enter the workplace. As it applies here, SVP’s are employers/profes-
Through Diversity Works! we help you We are asking you to invest just $1200 a sionals looking for a way to invest their time,
F

For information on becoming a Diversity Works! Employer Partner
Call (619) 266-6244 or email diversityworks@sdul.org
At Star-
bucks, diver-
sity is a way
of life. It is
the core of our culture and a foundation for
the way we conduct business. Our goal is to
attract and retain a workforce that reflects
the world, to develop policies and practices
that fully utilize the human potential and
to create hopes, fulfill dreams and build eq-
uity in our part- ners, neighborhoods
and com- munities. www.
s t a rbuc k s . com/jobs/
Winner of the Urban League’s
2005 President’s Award for Diversity
We are the
world’s
largest global
transportation company, operating in more
than 200 countries and territories and
employing 370,000 people worldwide.
The company’s commitment to its
employees has been recognized by several
notable publications including America’s
Best Part-Time Job (Your Money
magazine), America’s Best Companies for
Minorities (FORTUNE magazine) and
Best Company Benefits (MONEY
magazine.)
https://ups.managehr.com/
...while Social Venture Partners unite for diversity through League
skills and resources in under served com-
munities with a goal to achieve a specific
outcome.
Our SVP’s work through The League to
make a hands-on difference. As a Diversity
Works! SVP you help to deliver programs and
services and build the organizational capacity
of the agency.
In turn, we are able to leverage your
investment by offering needed services to
constituents throughout the county in the
areas of education, employment and housing.
Corporate membership with The Urban
League of San Diego County for one year
includes the following benefits:
1. Unlimited job posting and resume
reviews in the Diversity Job Bank for one
year (www.ulsdcjobs.net)
2. Featured Employer in the DW! Job
Bank for the entire year.
3. Corporate logo displayed in special
DW! Partners section on the website
Sycuan is more We believe that the
than just a business broad diversity of our
enterprise. Sycuan is workforce, customer
base and the communi-
a community of people working together
toward a common goal. Whether you work ties we serve provide
in our beautiful, state-of-the-art Casino a clear opportunity to create competitive
or become a staff member in one of our advantage. We value and respect the unique
other enterprises, you will be part of the characteristics, skills, and experiences that
Sycuan family. In addition to the Ca- employees bring to the workplace. On a
sino, Sycuan operates a Fire Department, daily basis, diversity and inclusion is evi-
Medical Clinic, Dental Clinic, Day Care dent at all levels in the company in the way
Center, Tribal Police Department, Learn- we listen and respond to our customers, our
community and each other.
ing Center, and Kumeyaay Community
College. We currently employ over 2,500
people in a variety of positions, including http://www.thehartford.com/
casino operations, food service, security,
accounting, facilities, and landscaping, just
to name a few.
http://www.sycuan.com/sycuan_casino/
human_resources.html
Our commitment Viejas offers its
to a Diverse employees an
exciting work
Employee Base
environment
It is our goal to recruit, select and retain
the most qualified employees who represent with competitive
all segments of the communities we serve wages and benefits including:
and support. We cultivate a highly talented ·Holidays Accrued vacation and sick leave
workforce by valuing people for who they ·Medical, dental, and chiropractic
are and what they can contribute. ·Discounted employee meals
·Retirement Plan (401k)
·Quarterly Incentive Plan
If you are offered employment with Viejas
you will be required to complete an Em-
ployment/Gaming License Application and
pass a pre- employment drug and alcohol
test and background screening.
4. Your own web page on our site featur- Fairs held at The League’s corporate office,
ing your company’s profile and current jobs. on a first come first served basis.
5. Live links to other job boards such 11. Discounts on booths at the annual
as monster.com or careerbuilder.com, Career Fair, and at Career Zones held in
which automatically pulls the jobs posted conjunction with other civic events such
on these other job boards into your profile as the Heritage Day Parade which usually
with us. No need to draws 10,000.
enter the same jobs in 12. “Hot Job” notices
several places. sent out via our
6. Five featured jobs “We treat our Employment Network
each year in the Job corporate members email distribution
Bank. system.
7. Listing in the DW! like investors.” 13. Direct marketing
Employer Partners direc- to the Urban Market
tory in the magazine via our DW! Employ-
8. Possible feature articles in the DW! ment Guide and email blasts.
magazine about your company’s diversity 14. Listing as an Investor in the DW!
outreach efforts. Work Readiness Workshops class materials.
9. Your company profile and job listings 15. Directly recruit graduates from
(5) in DW! Employment and Career Guide, workshops and receive invitations to
a monthly mailing to 300 affinity groups. graduation ceremonies.
10. Free booth at quarterly Mini-Career 16. Other promotion vehicles may be
Diversity Works! | Summer 2006 | 21
Union Bank of Cali-
fornia is proud to
play an integral role
in the many diverse
communities we serve. Our bankers have the
language and cultural skills to help you with
your personal and business banking needs every
step of the way. We make a concerted effort to
support these communities both as a financial
institution and as a good neighbor.At Union
Bank of California, our people are our greatest
asset. Our employees come from many different
backgrounds, bringing with them different
experiences and perspectives, which are the key
to our success. We strive to build an employee
group that understands and reflects the diverse
communities we serve through our 319 of-
fices. Our efforts have been recognized by the
U.S. Department of Labor, as well as Fortune
Magazine, who, for two years in a row, ranked
us among the top ten companies for diversity in
the workplace. For more information about our
company’s history, visit our website.
Visit: http://cce.uboc.com/ to learn more.
Wells Fargo has
understood the
importance of
both hiring and
retaining a diverse workforce and serving a
diverse community for more than 150 years.
Our Diversity Mission:
“Wells Fargo Team Members should expect to
work in an environment where each person feels
valued for individual traits, skills and talents,
and has the opportunity to fulfill ambitions and
contribute to the success of the company.” From
senior managers to tellers, 62% of our Team
Members are women, and 29% of our Team
Members are minorities. While these numbers
are positive, we are always working to increase
our diversity. We’re focused on recruiting,
training, and retaining the best and brightest
people today to join our diverse workplace.
https://www.wellsfargo.com/employment/
available to promote your company’s
diversity efforts via The League’s media
channels
17. Eligibility to compete for the
President’s Award for Diversity and
attendance at The League’s annual Equal
Opportunity Awards dinner gala in the fall.
18. Participation at our monthly
Employers Diversity Networking
luncheons, usually featuring a 30 minute
presentation by a diversity professional on
diversity related topics of the day.
19. National recognition for being
proactive in diversity.
20. Access to over 150,000 people of
color via our Employment Network.
21. Socially connect with communities
of color and enhance your cultural
competency and awareness.
22. Meet your company ’s EEO require-
ments for outreach and involvement
(DOL-OFCCP).
22 | Summer 2006 | Diversity Works!

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

 Directory few. In fact the list is endless. Become an Affinity Partner by joining today. We’ll add your group to our distinguished list of members.

Affinity Group Partners

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

Greater San Diego Greater San

Blacks In Government Diego Business
San Diego Chapter Development
The Greater San Diego Council
Chapter of Blacks in Its mission is to
Government (BIG), as a expand business opportunities for minority
501(C)3, non-profit, civil rights organiza- business enterprises and create mutually
tion, is dedicated to eliminating discrimi- beneficial links between corporate members
nation and racist acts in all forms, against and minority business enterprises. The ulti-
ALL people, but especially African-Ameri- mate outcome is to add economic value to
cans, in all government agencies; whether the supply chain while increasing economic
it is a city, county, state or federal govern- NAACP Metro NAACP Metro opportunities for the minority business
ment agencies. San Diego Branch North County Branch community.
The mission of the Na- The mission of the Na- Visit us at: www.gsdbdc.org
National Society of tional Association for the tional Association for the
Black Engineers Advancement of Colored Advancement of Colored
Alumni Extension People is to ensure the People is to ensure the political, education-
NSBE’s mission is to political, educational, social and economic al, social and economic equality of rights Warm Spirit
increase the number of equality of rights of all persons and to of all persons and to eliminate racial hatred Independent
culturally responsible African-American eliminate racial hatred and racial discrimi- and racial discrimination. Consultants
engineers who excel academically, succeed nation. Warm Spirit is a culturally diverse, self-care
professionally and positively impact the network marketing company, specializing
community. The 100 Black Men Students In in spa-quality, aromatherapy products and
of San Diego Free Enterprise herbal remedies. Having surpassed $14
An affiliate of the The Mission of SIFE is to million in sales in 2005, Warm Spirit was
United Front
100 Black Men provide college students recently voted “Emerging Company of the
for Education
of America, this the best opportunity to Year” by Black Enterprise. “The heart and
group improves the quality of life of San make a difference and soul of Warm Spirit is empowering people
Advocates for quality, equality and parity Diego city residents we serve. Our pro- develop leadership, teamwork and commu-
for children’s education, providing resourc- to care for themselves and to nurture their
grams enhance educational and economic nication skills through learning, practicing potential within.”
es and support to families, students and opportunities for African-Americans, and and teaching the principles of free enter-
teachers in the community. African American youth in particular. prise. Visit: www.sdsife.com

URBAN LEAGUE of san diego county YOUNG PROFESSIONALS

Now that you’ve made it and are

part of the professional business
world, it’s time to give back to
your community and help our
young kids move forward.

Visit www.ulsdc.org
to learn how you can join
The League of Young Professionals.

For information on becoming a Diversity Works! Affinity Partner
Call (619) 266-6244 or email diversityworks@sdul.org
Affinity Groups in San Diego
100 Black Men of San Diego
African American Business Women of Vision
African American Chamber of Commerce
African American Writers & Artists, Inc. SD
Alpha Chi Omega
Alpha Delta Pi (University of San Diego)
Alpha Kappa Alpha Sorority
Alpha Phi
Alpha Phi Alpha Fraternity
Alpha Phi Gamma Sorority
Alpha Pi Sigma Sorority
Alpha Psi Rho Fraternity
Alpha Tau (San Diego City College)
American Indian Science and Engineering Society
Asian American Journalists Association
Asian Business Association of San Diego
Asian Pacific Islander Caucus (SDSU)
Association of African American Educators
Assn. of Hispanic Advertising Agencies
Assn of Latino Professionals in Finance and Accounting
Barrio Station
Beta Omega Phi Fraternity
Beta Theta Pi (University of San Diego)
Blackdiego.com
BlackPortal.com
Black Contractors Association (BCA)
Blacks in Government
Black Men United
Brothers Inc.
California Chicano News Media Association
California Council for the Humanities
Centro Cultural de la Raza
Chicano Federation
CNET-Community Network
Conference on Asian and Pacific Islander Leadership
Delta Sigma Psi Sorority
Delta Sigma Theta Sorority
Delta Tau Delta (University of San Diego)
Diversity Training University International
Earl B. Gillim Bar Association
Federal Asian Pacific American Council
Filipino American Lawyers of San Diego
Gamma Phi Beta
Gamma Phi Epsilon Fraternity
Gamma Zeta Alpha Fraternity
Affinity Groups
Hispanic Alliance for Career Enhancement (HACE)
Hispanic American Chamber of Commerce
Hispanic Association on Corporate Responsibility
HispanicBusiness.com
Hispanic Employee Council of Foreign Affairs Agencies
Hispanic Employment Program Managers Council
Hispanic Engineer National Achievement Awards
Hispanic National Bar Association
Jack & Jill Club of San Diego
Kappa Alpha Theta
Kappa Kappa Gamma
Lambda Chi Alpha
Lambda Sigma Gamma Sorority
Lambda Theta Alpha Sorority
Latino Builders Association
Latin Business Owners of America
League of United Latin American Citizens
Links Incorporated
Local Council for Latin American Advancement (LCLAA)
MANA
Million Man March Local Organizing Committee
Multicultural Convention Services Network
National Association for the Advancement of Colored People
(NAACP- San Diego)
National Association for the Advancement of Colored People
(NAACP- North County)
National Association of the Advancement of Hispanic People
(NAAHP)
National Society of Black Engineers -SDSU
National Society of Black Engineers
National Association of Black Journalists
National Association of Colleges Employers
National Association of Hispanic Journalists
National Association of Hispanic Nurses
National Association of Social Workers
National Black MBA Association
National Black Law Students Association
National Council of La Raza
National Council of Social Studies
National Organization for the Professional Development of
Black Chemists & Chemical Engineers (NOBCChe)
The National Organization of Black Law Enforcement Execu-
tives (NOBLE)
National Pan-Hellenic Council
National Sales Network (NSN)
Diversity Works! | Summer 2006 | 23
 
Directory
National SER
National Society of Black Engineers (NSBE)
National Society of Hispanic MBAs
Native American Journalists Association
Native Indian Education Association
The New Leaders
Nu Alpha Kappa Fraternity
Omega Psi Phi Fraternity
Organization of Chinese American
Pan African Association of America
Pan Helenic Association of San Diego
Pan Asian Lawyers of San Diego (PALSD)
Pazzaz Inc.
Phi Beta Sigma Fraternity
Project Employment-Plus
RAYBEN (Raytheon Black Employees Net)
San Diego Association of Black Journalists
San Diego Black Nurses’ Association Inc.
San Diego Black Health Association
San Diego City Black Employees Assn.
San Diego Black Pages.com
San Diego Black Storytellers Assn.
Sigma Alpha Zeta Sorority
Sigma Gamma Rho Sorority
Sigma Lambda Beta Fraternity
Sigma Lambda Gamma Sorority
Sigma Phi Epsilon (University of San Diego)
Sigma Phi Omega Sorority
Sigma Theta Psi Sorority
The Sisterfriend Society
Sisters In Support
Society of Hispanic Professional Engineers
Trans Africa Forum
UCSD Black Staff Association
UJIMA Network (UCSD)
United Sorority and Fraternity Council
Upsilon Kappa Delta Sorority
Urban Economic Corporation
Urban League of San Diego County
Urban League of San Diego County Guild
Urban League of San Diego County Young Professionals
The Urban Financial Services Coalition - San Diego
Women in Technology International
Women Inc.
Zeta Phi Beta Sorority

24 | Summer 2006 | Diversity Works!
Career Development
Nearly 40 percent of young
black males are unemployed
by Earl Ofari Hutchinson
Nearly 40 percent of young black males
are unemployed, according to Labor Dept.
reports. But not by choice, rather because
employers refuse to hire them.
The battle continues to rage between
economists, politicians, immigrants’ rights
activists, and black anti-immigration activ-
ists over whether illegal immigrants are
the major cause of double-digit joblessness
among poor, unskilled young black males.
Despite the Bush administration’s boast
that its tax cut and economic policies
has resulted in the creation of more than
100,000 new jobs, black unemployment
still remains the highest of any group in
America. Black male unemployment for the
past decade has been nearly double that of
white males.
Several years before the immigration
combatants squared off, former University
of Wisconsin graduate researcher De-
vah Pager pointed the finger in another
direction — a direction that makes most
employers squirm. That of a persistent and
deep racial discrimination in the workplace.
Pager found that black men without a
criminal record are less likely to find a job
than white men with criminal records.
Pager’s accusation of discrimination as
the main reason for the racial hiring dispar-
ity set off a howl of protest from employers,
trade groups, and even a Nobel Prize win-
ner. They lambasted her for faulty research.
They said her sample was much too small,
and the questions too vague. They pointed
to the ocean of state and federal laws that
ban racial discrimination.
In 2005, Pager, now a sociologist at
Diversity Works!
Princeton, duplicated her earlier study. She
surveyed nearly 1,500 private employers
in New York City. She used teams of black
and white testers, standardized resumes,
and she followed up their visits with
telephone interviews with employers. These
are the standard methods researchers use to
test racial discrimination.
The results were exactly the same as
before: black men with no criminal records
were no more likely to find work than
white men with criminal records. That’s
true despite the fact that New York has
some of the nation’s toughest laws against
job discrimination.
Dumping the blame for the chronic
job crisis of young, poor black men on
illegal immigration stokes the hysteria of
Start your career today
(619) 266-6247
immigration reform opponents, but it also
lets employers off the hook for discrimina-
not understand work,” “unstable,” “lacked
charm,” “had no family values,” and were
tion. And it’s easy to see how that could
happen. The mountain of federal and state
“poor role models.”
The consensus among these employers
anti-discrimination laws, affirmative action was that blacks brought their alleged pa-
programs, and successful employment thologies to the work place, and were to be
discrimination lawsuits gives the public avoided at all costs. The researchers found
impression that job discrimination is a relic that black business owners shared many of
of a shameful, and bigoted racial past. the same negative attitudes.
But that isn’t the case, and Pager’s study Other surveys have found that a
is hardly isolated proof of that. Count- substantial number of non-white business
less research studies, The Urban League’s owners also refuse to hire blacks. Their
annual State of Black America report, a bias effectively closed out another area of
2005 Human Rights Watch report, and the employment to thousands of blacks, solely
numerous Equal Employment Opportunity based on their color.
Commission (EEOC) practice discrimina- This only tells part of the sorry job
tion complaints over the past decade reveal picture for many poor blacks. The Congres-
that employers have devised endless dodges sional Black Caucus reports that at least
to evade anti-discrimination laws. That in- half of all unemployed black workers have
cludes rejecting applicants by their names, been out of work for nearly a year or more.
areas of the city they live in, and claims of Many more have given up looking for work.
mistaken advertising (that the jobs adver- The census does not count them among the
tised were filled). unemployed.
In a comprehensive seven-month The dreary job picture for the unskilled
university study of the hiring practices of and marginally skilled urban poor, espe-
hundreds of Chicago-area employers (a few cially the black poor, is compounded by the
years before Pager’s graduate study), many racially skewed attitudes of small and large
top company officials said they would not employers. Even if there was not a single
hire blacks. When asked to assess the work illegal immigrant in America, that attitude
ethic of white, black and Latino employees insures that black job seekers would still be
by race, nearly 40 percent of the employers just as poor and unemployed.
ranked blacks dead last.
The employers routinely described blacks Earl Ofari Hutchinson is the author of The
as “unskilled,” “uneducated,” “illiterate.” Crisis in Black and Black (Middle Passage
“dishonest,” “lacked initiative,” “unmotivat- Press). The Hutchinson Report Blog is now
ed,” “involved with gangs and drugs,” “did online at Earl Ofari Hutchinson.com.
TIRED OF NOT
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Diversity Works! | Summer 2006 | 25

For information on the Diversity Works! Job Bank, call (619) 266-6244 or email diversityworks@sdul.org

Survey says writing key can corporations, how important writing really is in the
workplace. Half of the companies reported that they take
advice also applies to those who are already out of school.
“You’re never too old to learn,” Kerrey advises. “It’s a
to success in workplace writing into consideration when hiring. That figure
jumped to 80 percent among companies in finance,
skill that is acquirable.”

Are you looking for the right skills to get ahead in your
career? A recent survey of America’s top businesses reveals
that being able to write well is essential for success, espe-
cially in industries that will have the greatest growth in the
future.
The report from the National Commission on Writ-
ing (NCW) for America’s Families, Schools, and Colleges
shows that poorly written job applications can be the kiss
of death. The survey also found that computer technology
plays an important role in writing and the workplace.
“With the fast pace of today’s electronic communica-
tions, one might think that the value of fundamental writ-
ing skills has diminished in the workplace,” said Joseph M.
Tucci, president and CEO of EMC Corporation. “Actually,
the need to write clearly and quickly has never been more
important than in today’s highly competitive, technology-
driven global economy.”
The NCW asked members of the Business Roundtable,
a group of business leaders from more than 150 top Ameri-
insurance, and real estate sectors. “Applicants who
provide poorly written letters wouldn’t likely get an
interview,” one insurance executive explained.
Corporations spend more than $3 billion annually
trying to improve employees’ poor writing skills. Be-
ing able to write well may also help workers make the
leap from hourly pay to professional, salaried positions.
Two-thirds of salaried employees in large American
companies have some
writing responsibility, compared to smaller percent-
ages among hourly employees.
“People unable to express themselves clearly in writ-
ing limit their opportunities for professional, salaried
employment,” said Bob Kerrey, president of New
School University in New York and chair of the com-
mission.The commission, a group of education and
business leaders from across the country, is pushing
for a stronger focus on the teaching of writing at all
grade levels from kindergarten through college. This

Be prepared to lose damage.

The first and most important thing is proper money
college courses, or take certification classes, especially if
they relate to and will improve job performance. This will

your job at any time
by Eric Foster
Many people in the job market assume that signing on
the dotted line with a company ensures job security and
stability.
Unfortunately, hard work and dedication are no longer
the keys to retaining your position. With a still unstable
economy, job layoffs, company bankruptcies, and corporate
scandals, we must protect ourselves and prevent being
caught unprepared.
Being prepared shouldn’t lead you to being paranoid
about your job. However, a job layoff should not be viewed
as anything more than a setback. The key is to be prepared
for what may come. Granted, we cannot predict everything
that will happen, but we can at least act to minimize the
management. You should always have money saved up for
hard times. Try to set aside 15 - 25% of every paycheck.
The more you can save, the better. This money will
allow you to continue living and meeting your financial
obligations should you unexpectedly lose your job. Other
tips for money management can be found at the local
library or on the internet.
It is also important to keep your resume current.
Typically, you should review and update every three to
six months. You will also want to make changes after
significant accomplishments, recognition, or changes in
job responsibilities or position. This will ensure that your
resume is always ready to send and that you won’t have to
reflect on and sum up your prior job experiences at one
time.
Take advantage of training opportunities and tuition
reimbursement. Many companies encourage and will
pay for their employees to attend training seminars, take
increase your value with your company and boost your
marketability should you ever be an unfortunate victim of
downsizing.
Finally, keep your eyes, ears, and options open. Don’t
be too quick to listen to the office gossip, but be mindful
of information about the company’s overall status or your
job. Don’t be too quick to jump ship when it appears your
company may be experiencing some financial or legal
troubles as they may be minor setbacks that the company
can rebound from.
However, you also don’t want to wait until it’s
too late before you start investigating other options.
Nothing’s wrong with keeping an eye on job boards or
the daily classifieds or even networking to learn of other
opportunities.
Keep your options open, especially if you are an at-will
employee; don’t allow yourself to be completely dependent
on job security that might not exist.

In a changing workplace,
today’s employers look
for people with super skills
A few years ago, basic skills meant reading,
writing, and arithmetic. Now those skills are just a start-
ing point. Take a look at the basic skills needed in today’s
information age workplace.
• Learning to Learn Workers need the ability to acquire
new information and skills and apply them to their jobs.
• Listening Important for more than just following
supervisors’ instructions, good listening skills help work-
ers understand the concerns of coworkers, suppliers, and
customers.
• Oral Communications Workers must be able to
respond clearly to concerns of their coworkers, customers,
and suppliers.
• Problem Solving New styles of work organization will
require all workers to analyze problems and come up with
solutions.
• Creative Thinking The more flexible work becomes,
the more creative workers’ solutions will have to become.
• Self-Esteem Supervisors told the researchers they want
workers who are proud of themselves and their abilities.
• Goal Setting/Motivation Workers need the ability to
set objectives and the persistence to achieve them.
• Personal and Career Ideally, companies hire workers
for the long haul. The most valuable development em-
ployees are those who understand the need to continually
develop on the job.
• Interpersonal Skills New employees must be able to
get along with their suppliers, coworkers, and customers.
Teamwork People in cooperative work teams need to
know how to divide work equitably and effectively and
work with one another to achieve team goals.
• Negotiation Workers need the ability to build consen-
sus through give and take with their customers, coworkers,
and supervisors.
• Organizational effectiveness To be productive, em-
ployees must understand the company’s business goals and
how their jobs contribute to fulfilling those goals.
• Leadership Workers must be able to assume responsibil-
ity and direct their co-workers when necessary.
• Competence in Writing Workers must be able to
examine, analyze, and merge information to communicate
clearly the important points in writing.
• Competence in Computation Employees who can
accurately use common mathematical concepts related to
their work will be in high demand.
• Competence in Reading Employees need the ability to
locate information and use thinking skills to understand
the meaning of the written word.
26 | Summer 2006 | Diversity Works!
Staffing Agencies:
When you need a job in a hurry!
At Your Service Temporary Staffing Services
At Your Service (AYS) is a temporary staffing agency that
is committed to providing highly trained and experienced
Banquet Servers to the Hospitality Industry. As a member
of the San Diego Hotel/Motel Association, AYS is aware of
the industry’s challenges with finding quality help. For more
information, call us at: (619) 527-0554. Location: 930
Gateway Center Way, San Diego CA, 92102
Smart Staffing
SmartStaff Staffing Solutions provides a full range of
employment opportunities throughout San Diego, South
Bay, East and North Counties. We provide permanent and
temporary placement to professional and semi-professional
applicants in technical, accounting, administrative, and
some engineers, programmers, call centers, clerical, assem-
bly, light industrial laborers, janitorial, driving, and H.R.
professionals. For more information, call: (619) 718-6330
or visit: http://www.smart-staff.com/
Manpower
Manpower Inc. is a world leader in the staffing industry,
providing workforce management services and solutions to
customers through 3,900 offices in 63 countries. The firm
annually provides employment to 2 million people world-
wide and is an industry leader in employee assessment and
training. Manpower also provides a range of staffing solu-
tions, engagement and consulting services worldwide under
the subsidiary brands of Brook Street, Elan, The Empower
Group and Jefferson Wells. For more information, visit:
http://manpower-sd.com
Human Resources Management Specialists
Human Resource Management Specialists is a full service
management consulting firm with over 30 years of experi-
ence in providing training and consulting services to public
organizations, private companies and community based
organizations.
The company is considered a leader in providing programs
to address EEO, AA, Diversity, Sexual Harassment and
other human resource issues. HRMS is under the direction
of Dr. Larry Marion, an organizational psychologist with
over thirty years experience in the design, implementation
and evaluation of programs to improve the management of
human resources. Human Resource Management Special-
ists, 7960 Silverton Ave, Suite 201, San Diego, CA 92126
Phone: (858) 549 4337 Fax: (858) 549 4341 E-mail:
HRMSPRO @ SBCGLOBAL.NET
Visions Human Resources Services
Visions Human Resources Services (VHRS) is an
independent company of Human Resources Services
Companies, providing high-tech employers with human
resource needs on a contingency basis. Based in San Diego,
CA, Visions Human Resources Services, a minority-owned
company, supports a national and local client base, solving
business challenges through the effective use of technology
and human resources. We provide a full range of Human
Resources services in the areas of: staffing - job fairs
– resumes – focus workshops - training. Quality, reliability,
and professional services are the foundation for VHRS.
For more information, visit the following web site: www.
visions-hrs.com
Work-readiness
seminars begin
summer 2006
As a minority, it is essential to recognize the important
role you play in the workplace now and in the future. As
more and more employers begin to reach out and embrace
diversity, your individual behavior is seen as a reflection of
the group you represent.
To assist you in becoming “diversity-friendly,” The
Urban League will begin offering job seekers a 40-hour
Work-Readiness Seminar during the summer of 2006.
The seminar, sponsored by Diversity Works! Employer
Partners, is a “Fast Track” solution aimed at assisting
jobseekers in fine-tuning their job hunting and presenting
skills. The agenda consists of the following thirteen tracks:
• Track 1: Breaking Barriers
• Track 2: The Wizard
• Track 3: Conditioning
• Track 4: Your Self-Image
• Track 5: How Your Self-Image is Built
• Track 6: Building Self-Esteem
• Track 7: Comfort Zones
• Track 8: Motivating Yourself
• Track 9: Self-Esteem & Performance
• Track 10: Creating Positive Motivation
• Track 11: Shaping Your Future
• Track 12: Making It Work
• Track 13: Staying on Track
All attendees will receive a seminar workbook contain-
ing company profiles on participating Diversity Works!
Employer Partners which includes information on the types
of candidates they are looking for. In addition, students will
receive a copy of the Diversity Works! magazine where they
will find valuable employment information.
Class capacity is 40 students per seminar. Please call 619-
263-8196 or email diversityworks@sdul.org for registration.
 Diversity Works! | Summer 2006 | 27

Our customers are some

of the most diverse in the
world. Our employees, too.
We’ve been recognized by DiversityInc., HISPANIC
Magazine and ESSENCE. And for six years in a row,
Fortune Magazine has ranked us among the Best
Companies for Minorities. But a commitment to
workforce diversity is nothing new here. It’s part
of our culture. And, considering the diversity of
our customers, a big reason for our success.

AT&T salutes the diversity efforts of the San Diego Urban League.

600953 10x13d5 ATT.indd 1 8/9/2006 1:25:02 PM

28 | Summer 2006 | Diversity Works!

Surprising six-figure jobs but those business and life coach-

es who try to provide a confidence
lift to struggling entrepreneurs
Nation’s first job court:
out of jail, into a new job
by Tom Van Riper and aspiring novelists.
About 20 percent of the 10,000
Want to make six figures? registered coaches earn six figure by Janet Kelley
You’re probably thinking you’ve incomes, according to estimates
got to work on Wall Street, a law from industry veterans. No spe- It just makes sense. How do you turn
firm or have gone through years cial degree or training is required. around someone’s life when they get out of
of medical school to earn that And while some provide specific jail? Especially someone without education,
kind of a salary. expertise, such as those hired by skills or work experience. A decent job,
While all that helps, we found large companies to train a sales Deon Roth believes, can change
some surprising jobs that pay staff, others rake in money from everything.
$100,000 or more. Even for those those looking for little more than Roth, director of Lancaster County’s
without an advanced degree, a cheerleader as they open a busi- Adult Probation & Parole Services, in-
there are ways to hustle for a big ness or try their hand at writing troduced the new “Job Court’’ concept
paycheck. started in lower positions who a book. to a gathering of community and county
Time-tested skills are still in show a knack for organizational “Coaching is exploding,” says officials.
demand. If, for example, you skills. These managers, who aver- Dan Janel, president of Great It won’t be easy, for either the parolees or those who supervise them,
think typists are as outmoded age $106,000 annually, plan out Teleseminar, a business that caters Roth knows. But in the long run, it could prevent people from going
as typewriters, you’d be wrong. procedures for mining projects, to tech-savvy coaches by handling back to jail, provide labor for local businesses and help the community.
A skilled typist who’s willing from setting budgets to enforcing the production work needed to And in the end, it could change lives.
to train intensely to get up to deadlines. perform remote seminars via the Job Court is not only a first for Lancaster County, but is believed to
about 200 words a minute can Not every well-paying job in TV screen. Janel said his busi- be a first for the entire country. Roth said he came up with the concept
qualify to be a court reporter — a publishing is in editorial. Tra- ness was earning six figures itself based on the already established Drug Court, which holds people with
highly specialized skill always in ditional pressmen and printing within 13 months, thanks to the substance-abuse problems to certain and specific standards — helping
demand. plant operators still command big plethora of coaches popping up. them to get out of their addictions as well as jail. Job Court will do the
There are only 50,000 to bucks in some markets. In New Another business spawned by same thing, he said, with those who are unemployed or under trained.
60,000 of them in the United York and other big cities they coaching, naturally, is coaching More than three dozen local employers have since met with Roth
States, according to Labor Dept. make over $30 an hour, which the coaches. Christian Mickelson, expressing an interest in participating in a partnership with the county
statistics, and job openings are means six figures is possible with who started as a small business agency. Twice that number of employers already work with the proba-
expected to grow steadily through overtime. And it’s well earned coach in San Diego seven years tion and parole office on a regular basis.
2010. The national median salary — the skills needed for the job ago, now helps wannabe coaches At this point, most of the jobs are in the construction field, Roth
is $62,000 annually, though it require a four-year apprenticeship. get their businesses started said, but hopefully that will expand and diversify with the program.
tops $100,000 in many cities. One caveat: Bureau of Labor through his website, Coaching But since the age group Job Court hopes to target is between 18 and 23,
And some are surprised to statistics show that the industry Business Rocket Launcher. He Roth said, “...that’s a need we think we can fill.’’
discover that only about a quarter employs only 191,000 printing says the key to six-figure success Like Drug Court, participation in Job Court is voluntary and one
of reporting jobs are actually machine operators these days, in coaching is finding a specialty judge, Judge David Workman, will handle the cases when the program
performed in a court room. The down from over 300,000 five and sticking with it. begins next month.
skills translate to lucrative gigs years ago. “Be a business or life coach but “It’s not for everyone,” Roth says. “Those who commit to the pro-
like broadcast captioning and real- For anyone interested in white not both,” Mickelson says. “You gram will face consequences if they fail, including possible dismissal
time reporting for web casts. collar work, consider one of the need to realize why people hire from the program or even a return to jail.” If there’s a problem, Roth
Elsewhere, mining companies fastest growing career paths: the coaches; it’s not about having said, the case workers may be able to identify and correct it faster than
sometimes don’t even require a “professional coach.” No, not the some super-awesome life, but be- they could through normal legal channels.
college degree for a mine manager sports kind (who easily make six cause they have a specific problem Job Court officers will have a smaller and more intense caseload, but
position, achievable for those who and often seven figure incomes), they want to solve.” take on the additional roles of guidance counselor, personal mentor

Encanto Urban Village Empowering Communities &

A community of new, affordable changing lives
homes starting at $379,000
A joint partnership of
Carter-Reese & Associates and
The Urban League of San Diego’s
Urban Housing Project
For information contact
Debra Stephens at
(619) 571-5225
 Diversity Works! | Summer 2006 | 29

and job coach. While

the parole officers may
“shepherd them through
WORKSHOPS
the program,’’ offering
suggestions and remind- Building Blocks to Success & Personal Growth:
ers, “...these are adults
and they will be held Where Dreams Come to Reality
accountable for their ac-
tions,” said Roth. • Master hard and soft employment-focused skills
The process is •  Computer-based vocational training to help tune-up your literacy skills
divided into five levels. • Post your resume on line with the Diversity Job Bank viewed by over 600 employers
Pre-admission parole
officers will meet with • Interviewing and dress for business success training
participants before they •  Certificates of completion
are released from prison,
Limited space available. Call now: The Urban League of San Diego Country, 720 Gate-
discussing skills, potential and goals. After they are accepted into the program, they go
way Center Drive, San Diego, CA 92102, 619-263-8196, fax 619-263-1938
into school, take skills classes, participate in work release or are placed in a job with or
without electronic monitors. Paroled from prison, they are placed on supervision with Job
Court, completing various commitment levels for a minimum of one year.
And in the end, Roth said, “...the goal is to have people who not only successfully
fulfilled their legal obligations but to have them become self-sufficient and productive
members of the community.’’ With nearly 20 years of experience dealing with Lancaster
County’s probation and parole agencies, Roth knows how much difference a job can make
to someone on the edge.
“People with a job, a house, and a mortgage are less likely to commit crimes because
they have a lot more to lose,’’ Roth said. “We want to give them the tools to become
grounded...and this is a start.’’

You can get a job from

attending a career fair
by Tracey L. Minor

While most professionals write-off career fairs as a means of finding a job,

according to several new surveys, over 70% of human resources departments rely on job
fairs to recruit employees.
They are not only great events for identifying employment opportunities, but also for
expanding your network, honing your interview skills, learning industry information,
gathering data about companies, and collecting business cards.
“Career fairs are good job seeking tools because you are able to make more contacts
through employers and candidates just by being around forty or fifty companies and
talking to your peers,” says Lew Shomer, President/CEO of the NAACP Diversity Career
Fair.
“These are opportunities to network, resource contacts, get information on new
products and services and determine your individual worth in the market by just asking a
few key questions.“

Niche Career Fairs

In recent years, niche career fairs have grown in popularity. Not only can you find
events for people in your specific career specialty, but also in your specific industry. A
great resource for these types of events are professional association conferences. Most of
these events prominently feature career fairs.
“Corporations look at these career fairs and national associations that host them, like
Employment Service Centers
National Black MBA Assn. (NBMBAA) as a cost efficient manner to locate a marketplace,”
said Antoinette M. Malveaux, President & CEO of NBMBAA. “The minority Typically these centers have direct relationships with local employers as well as a wealth
professional who does attend these events is missing a great opportunity to connect with a of resources and advice to assist you in finding a job. Most of their services are free to the
number of corporations.” public paid for by tax dollars.
As the ethnic make-up of the U.S. population becomes increasingly diverse, employers
find it important to have a staff that reflects the diversity of our society. To accommodate Metro Career Center East County Career Center
this demand, diversity career fairs have become increasingly popular. 3910 University Avenue 924 East Main Street
San Diego, CA 92105 El Cajon, CA 92021
Job Fair Planning Phone: (619) 516-2200 Phone: (619) 590-3900

While many job seekers earnestly seek to obtain employment by attending these events,
few know how to go about it successfully. Many are ill prepared and walk away from South Metro Career Center North County Coastal Career Center
them without having had interviews with their targeted companies, feeling let down. By 4389 Imperial Avenue 1949 Avenida del Oro, Suite 106
developing a strategic plan, you can significantly increase your success at identifying San Diego, CA 92113 Oceanside CA, 92056
employment opportunities, making an impression and obtaining second interviews. Phone: (619) 266-4200 Phone: 760-631-6150

Tracey L. Minor is the managing producer of The Multicultural Advantage, a website that
provides resources designed to help people of color succeed in the workplace. Special emphasis is East County Career Center/ South County Career Center
placed on addressing leadership issues. She is responsible for publishing the Power Moves For Spring Valley Branch 1111 Bay Blvd., Suite E
People of Color Newswire and The Multicultural Advantage Staffing Report and also serves as 836 Kempton Street Chula Vista, CA 91911
a career expert for Monster.com. Spring Valley, CA 91977 Phone: (619) 628-0300
30 | Summer 2006 | Diversity Works!
What to say
(or not say)
at a job
interview
by Tag and Catherine Goulet
The last time you applied for a job
and didn’t get an interview, was
your resume tossed on the “no”
pile after someone skimmed it
for only a few seconds; or did the
employer read it carefully and you
just missed making the cut?
We had the chance to listen in
while 70 recruiters met recently
at the University of Calgary ‘s
Haskayne School of Business to
discuss what can make or break a
resume. The recruiters represented
a variety of industries including
oil & gas, tourism, technology
and financial services. Some of
what we learned may surprise you.
An employer may review 100
or more resumes in an hour, with
only 20-30 seconds spent on
each one. “Recognize that most
employers are using the resume to
screen you out rather than to se-
lect you in,” says Derek Chapman,
Ph.D., professor of industrial
organization and psychology at
the Haskayne School of Business.
Getting Attention
“If you don’t catch my eye,
you’re out,” said one recruiter.
That doesn’t mean you should
use bright pink paper or multi-
colored lettering, but several
recruiters said they don’t mind
applicants including a photo. Cre- help you make the “yes” pile:
ative photos (such as the shot an
applicant included of herself in a •  Have a conventional email ad-
snow suit with snowmen on either dress. Your name is fine; kooky-
side and a caption saying “I’m the bear@hotmail.com or weedsmok-
one in the middle”) might help
land the interview.
However, Chapman cautions
against including a photo. “A
photo can be used to screen you
out on the basis of your sex, age, is seeking for that particular posi-
national or ethnic origin, etc. If tion.
someone hires you for your good
looks are you sure you want to
work for that supervisor?”
Name Dropping
A better way to catch an
employer’s eye is to include names
of well known companies you
have worked for. As one recruiter
explained, if you previously
worked for a reputable company,
it enhances your application “be-
cause they have some standards.”
Employers are likely to assume
you will be a good employee
because you successfully passed
that company’s hiring process and
were well trained. If you haven’t
been employed by any large
companies, consider doing an
internship or volunteer work for a
well known organization.
Surprisingly, “name dropping”
only works when mentioning
companies. The recruiters said
they are turned off when an ap-
plicant writes in a cover letter that
they were referred by someone
such as a company executive. The
employers said if someone really
thinks you are a good applicant
that person should deliver the
resume to the recruiter or phone
on your behalf.
Resume Mistakes
While employers want resumes
that are error free, making a
mistake such as addressing your
cover letter to the wrong company
won’t necessarily disqualify you
from the job. Of course it de-
pends on the employer. For some
recruiters, that kind of mistake is
inexcusable.
However, many others will
allow one or two mistakes -- even
stapling the second page upside
down -- as long as you have the
right qualifications. To minimize
mistakes, proofread your resume.
Your spell checker doesn’t know
you meant to say “manager” in-
stead of “manger”.
Another surprise is that about
one-third of the recruiters at the
session said they do not read
cover letters. To make sure your
important information doesn’t get
overlooked, it should be in your
resume.
Making the “Yes” Pile
Here are some additional tips to
er@msn.com are not.
•  Tailor your resume to each job
you apply for. Make sure it shows
you have the skills the employer
•  Use lots of white space and
bullet points to help information
stand out.
•  Include interests that are
relevant to the job. If you are
applying for a job in agriculture,
for example, show that you have
rural roots.
•  If you are submitting an
electronic resume use a standard
format such as Word to ensure it
can be opened.
•  Don’t disclose irrelevant per-
sonal information. (“I don’t want
to know you are 5’6” and weigh
195 pounds” said one employer.)
Diversity friendly Retain & promote African-
American employees.
companies:
where are they?
Look into whether the company’s
African-American employees are
by Tracey Minor
in lower-level positions, in only a
few departments or are at all lev-
Some companies still cling to
els throughout the organization.
Support diversity at the
cultures designed to support and
senior-management level
advance those who are part of the
good old boys’ network. Organizations in which manage-
While many employers are ment supports diversity are more
now working hard to make their likely to create a corporate culture
workplaces more inclusive, many and an environment that enables
•  State your accomplishments African-Americans, like others your career to thrive.
rather than just your respon- not privy to a traditional office
Demonstrate a commitment to
sibilities. “For example simply clique, find themselves in stagnat-
the community.
stating: ‘Managed a budget of ing career situations.
$200,000 annually for training Avoid this by seeking com- Diverse companies encourage em-
and development’ is not nearly panies committed to diversity ployees to volunteer in the com-
as powerful as ‘Reduced training — those doing more than just munity, donate resources, sponsor
and development costs by 20% talking about hiring minorities. events, provide scholarships and
while maintaining the quality and During your job search, look for partner with organizations dedi-
quantity of training provided to companies that do the following: cated to African-American.
employees’,” says Chapman. Now that you know what
Commit resources to
“Placing positive information to look for when evaluating a
recruit African-Americans.
at the very beginning and very potential employer’s commitment
end of the resume helps keep the These companies recruit on to diversity, use these resources to
employer’s attention and capital- college campuses where African- collect this information:
izes on psychological principles Americans are well-represented.
Company information
of memory to work in your favor,” Such companies attend job fairs
says Chapman. “Remember, most and cultural conferences, and of- Most companies offer a variety
employers are only skimming fer minority internship programs. of resources to uncover informa-
your resume. Make sure they can They advertise in publications that
find your information easily.” target African- Americans. See Diversity Friendly on Page 32
www.
.com
Providing organizational surveys of managers and employees
•  DA studies your company to discover issues of diversity and gender makeup
•  DA strives for a clear picture of your organization’s culture from an unbiased perspecive
•  DA presents recommendations and implements a strategic plan for cultural change
•  DA provides benchmarks to improve performance and retention of employees
•  DA identifies diversity concerns which hinder profitability and return on investment

Diversifying your
contacts means
more business
opportunities
H ow many times have you gone to a function and all
of the African-Americans were clustered in a group?
The number one rule of social interaction is that people
seek out those with whom they share a common bond.
African- Americans are no different.
While ‘clustering’ is harmless enough in our personal
lives, it can have a serious impact on our ability to build
productive business relationships. As business people, we
need to make every effort to nurture and establish a wider
network of contacts for greater exposure to resources.
Gaining access to groups outside of the African-Ameri-
can business community requires reaching beyond comfort
zones and exploring different environments. There are
many settings outside of work to diversify contacts such
as mainstream professional or trade organizations, civic
groups and continuing education classes. Actively partici-
pating in these environments will highlight your skills and
expose you to new experiences.
George Fraser is a well-respected authority on the sub-
ject of networking and building effective relationships. “As
African-Americans in business we cannot afford to limit
ourselves in any way,” he said.
“We need to seize every opportunity to nurture and de-
velop a diverse network of resources because it is critical to
business survival. While the success of our community as
a whole dictates that we effectively work with and through
our own people, we must also remain open and receptive
to all people and opportunities.”
Diversity Works! | Summer 2006 | 31
Fraser’s tips to help
diversify your contacts:
Let Down Your Guard. Establishing connected
relationships can only happen if you are open to the
experience. People outside our community often perceive
African-Americans as unapproachable. Be mindful of your
attitude and body language in diverse environments. If
your objective is to meet new people you need to mingle
and work the room. Recognize similarities and use them
to promote dialogue. Remain focused on being a part of
conversations rather than just answering questions. Be
engaging by elaborating on topics with colorful examples
and anecdotes. Realize that the other person wants to feel
like they have made a connection just as you do.
Say It With A Note. Simply exchanging business
cards is not enough to make a memorable impression. A
simple follow-up note on nice stationary is an ideal way to
say “nice to meet you” and solidify a connection that you
have made. E-mail is less personal, but also an option. Be
sure to include the name of the event and the date so the
person can easily remember you. Follow-up with a phone
call within a week to set up another time to meet. Every-
body loves to eat and drink! So, don’t be shy about inviting
someone out for breakfast, lunch or coffee. Be sure to fol-
low through on any promises and next steps you outline.
Build It Before You Need It. Do not expect to
begin diversifying your networking the moment you need
a job or other resources. Connected relationships should
produce reliable resources so when you need them they
already exist.
What’s more, most people are more inclined to help
those with whom they already have a history. Keep in
Build a
mind, sharing resources is critical in developing solid
business relationships. It is also a good way to demonstrate
your knowledge, expertise and willingness to be a team
diverse
player. Expanding your contacts can be challenging but
small steps can lead to big rewards. team.
George C. Fraser is the best-selling author of Success Runs
in Our Race and Race for Success. FraserNet Inc.’s mission is
to produce products and services that teach and promote excel-
lence and effective networking.
Let us find the right
person for your
FraserNet publishes also Success Guide Worldwide - The
Networking Guide to Black Resources.
For more information, call 216-691-6686 x330 or visit
www.frasernet.com
current job opening.
The San Diego County Urban League
has been recruiting for 32 years.
By posting your career opportunities
in our Diversity Job Bank you’ll
have access to a talented and diverse
pool of success-oriented professionals.
POST A JOB TODAY!
Visit http://www.ulsdjobs.net
or call (619) 266-6244
to submit your listing.
32 | Summer 2006 | Diversity Works!

Diversity friendly The media African-Americans researching potential employ-

continued from Page 30
tion about corporate culture and commitment to diversity.
Check out company websites, mission statements, poli-
cies, annual reports, videos, recruitment literature and
advertisements. Also, ask around or set up informational
interviews with current or former staff.
Much diversity data and information about company
culture can be found in articles devoted to spotlighting
diversity programs. Lists like “the best places to work”
have become increasingly popular. Look for Fortune’s Best
Companies for Minorities and Black Collegian’s Top 100
Employers.
ers’ commitment to diversity often find they have to sift
through disconnected pieces of information. You must
view all that you uncover with a degree of skepticism to
effectively evaluate and use this information to get to the
truth. The decisions you make will have a far-reaching
impact on your career.

Journey to a
Blissful Life
by Maria D. Dowd

“Perfect for sisters who

want their ‘soul food’ in
bite size chunks.”
Essence, Jan. 2006.
Voted “Emerging Company of 2006” Black Enterprise Magazine
 Diversity Works! | Summer 2006 | 33

Best companies URBAN LEAGUE OF SAN DIEGO COUNTY GUILD

for women
of color The Guild is an auxiliary of The Urban League of San Diego County. Membership is made up
of volunteers from various backgrounds and professions, most over 40 years of age. The Guild welcomes
anyone who has an interest in serving the community, assisting with outreach programs, special events,
fund-raisers, and working with youth and adult participants enrolled in Urban League programs.
Whatever your talent, whatever time you have to offer, belonging to the Guild allows you to meet
others with similar interests, while making a worthwhile contribution to the community.
Please join us!

According to results from Working Mother

magazine’s first annual Best Companies for
Women of Color, American Express, Fan-
nie Mae and IBM are the top companies
for women of color.
Working Mother based its list on com-
pensation policies that reward managers for
helping women of color advance, inclusion
in succession plans, employee surveys on
diversity issues and supplier diversity ini-
tiatives. Companies were also asked about
its diversity councils, employee networking
groups, mentoring and leadership training
for women of color.
“What we’ve found is that companies MISSION: The Urban League of San Diego County promotes
economic self-sufficiency among African-American families
that understand the importance of diversity and the under served in our communities, while improving
have started to focus on what they must do The League’s public image and increasing awareness.
Visit us at: www.ulsdc.org
to recruit women of color and then ensure
that talent gets rewarded and stays around,”
said Jill Kirschenbaum, editor-in-chief of
Working Mother.
“But it’s important to remember that the
high level of satisfaction we found among
the women in the survey reflects the com-
mitment of their organizations to diversify.
These women work at companies that are
self-selected as good companies for women
of color, and the optimism of the women
who work there reflects that.
Working Mother also found in a survey
at major American companies, including
the three winners, that a majority of wom-
en of color executives, professionals, and
managers reported overall satisfaction with
their advancement opportunities, compen-
sation and their companies’ commitment to
diversity.
However, these women, who consist of
1,115 African-American, Asian-American,
Latin-American, and Native-American
women, also say that they feel they must
out-perform white women and male col-
leagues to keep pace while 51 percent of
respondents believe that being a woman of
color impedes their advancement.
Of the women surveyed, 31 percent hold
managerial or executive positions, although
39 percent have graduate degrees.
“Despite growing numbers in corporate
America, women of color continue to lag in
terms of salary and advancement,” added
Ms. Kirschenbaum.
“They are vastly under represented in
management positions, in executive suites,
and on corporate boards. And, because
many corporate diversity programs include
minority men and white women, it’s easy
for the progress of women of color to be
overlooked.”
Founded in 1979, Working Mother
magazine reaches more than three million
readers, and is the only national publica-
tion written expressly for working mothers.

34 | Summer 2006 | Diversity Works!

Youth Opportunities For information on Youth Opportunities at The League
Call (619) 266-6244 or email diversityworks@sdul.org

Seven
Secrets of
How to Study
On any given day 50% of our
nations 9th grade students
are contemplating dropping
out of school. In fact in many
inner city schools only 50%
of students who start the 9th
grade do not earn a diploma.
A large percentage of these students lack the study habit
skills to complete high school. According to a report by the
Stanford Institute For Higher Education entitled Betraying
the College Dream released on March 4, 2003, college
bound students are being set-up to fail.
For example, U.S. Dept. of Education researchers
indicate that a greater level of mathematics proficiency in
calculus increases graduation rate potential by 80%, but
most schools are not offering advanced courses.
Over the next ten years 10 million young adults may
pursue their college dreams with inadequate preparation.
Our country faces severe economic consequences if we
cannot educate the future workforce.
The Dream report includes the following misconcep-
tions students have about college:
•  Adhering to high school graduation requirements will
prepare me for college (not always true)
•  Getting in to college is the most difficult part.
(graduating is the hardest part)
•  It's important to take easier classes in high school and
earn better grades (definitely not true, challenging courses
help students to prepare)
•  Studying in the senior year of high school is not
important (definitely not true)
African-American Dr. Stephen Jones has launched
a national initiative to save youth and prepare them for
college. His new book entitled Seven Secrets of How to
Study looks at solving student retention and dropout
problems by demonstrating how students should prepare
for college or trade school. Jones believes that students can
achieve better grades if they are given the right tools to
help overcome test anxiety, poor time management, and an
inability to focus.
Jone’s book offers a 120-page easy step-by-step system
to show students how to master seven key study habit
elements:
(1) How to Study Smart, (2) Time Management, (3)
Financial Planning, (4) Term Papers, (5) Test Questions,
(6) Understanding the Text Book, and (7) Understanding
Your Teacher.
In addition, Dr. Jones offers a guided curriculum,
seminars, and individual consultation regarding the book
and its topics.
Students who read this book learn how easy it is to
obtain an A+ on assignments. And every parent wants to
know what will help their child earn better grades.
Dr. Stephen Jones, a Philadelphia native who has 20
years of experience as an educator, presenter, and author,
has devoted his career to helping 1000s of students from
across the country.
Contact Dr. Stephen Jones, P.O. Box 37, Sharon Hill,
PA, 19079; 610-583-3125; cellular, 610-842-3843
Cost of the book is $19.99 plus taxes and shipping. For
more information see (www.sevensecrets-books.com).

INTEGRITS CORPOR ATION

 Diversity Works! | Summer 2006 | 35

D i v e r s i t y.

T h e P o w e r B e h i n d O u r E n e r g y.

At Sempra Energy,® diversity is a company - wide commitment, connecting every

department, every employee and every country where we conduct business.
From our citizenship and community involvement programs and our Customer
Care Centers where 16 languages are spoken, to our nationally heralded supplier
diversity program and our corporate boardroom where 42-percent of the members
are women and minorities, we “walk our talk.”
We take great pride in demonstrating that diversity not only works... it is the power
behind our energy , as well as our success. For career opportunities, visit
www.sempra.com/careers.

©2004 Sempra Energy. All copyright and trademark rights reserved. Sempra Energy is an Equal Employment Opportunity/Affirmative Action/ Disabled Veterans Employer. Find
out more at www.sempra.com/diversity.

36 | Summer 2006 | Diversity Works!

Marketplace For information on placing your Diversity related advertising,
call (619) 266-6244 or email diversityworks@sdul.org

Diversity Works! | Summer 2006 | 37

Different Jobs. Same Benefits.

Community Relations Pressman

Representative

We offer a lot to our employees. Our employees offer a lot to us. They make us Diverse Opportunities
look good every day. In return, we provide the same stellar benefits for ADVERTISING
Account Managers
everyone, no matter what their job description. Our wide selection of benefits is CIRCULATION
larger than most. We even offer a separate company retirement plan aside, P/T Distribution Center Representatives
DISTRIBUTION
from the exceptional 401k options. That’s a special benefit that’s hard to find P/T Local/Class A Drivers
these days. We welcome you to explore our many job opportunities in these FINANCE
Junior Buyer
areas: Newsroom, Operations, Marketing, Circulation, Advertising, Accounting Clerk
Finance, Human Resources and SignOnSanDiego.com. Check out the HUMAN RESOURCES
Senior Human Resources Associate
current list of job opportunities online at: www.utjobs.uniontrib.com. Or come in
INFO. TECH./COMPUTER SERVICES
person to our Mission Valley location at: 350 Camino de la Reina, San Diego, CA Systems Business Analyst III
PRODUCTION/OPERATIONS
92108. We invite you to apply today. Because at The San Diego Union-Tribune,
Electronic Technicians
everyone benefits. Production Mechanics
P/T Pressroom Helpers
P/T Packagers

We promote and support diversity in the workplace and we are an equal opportunity employer.

w w w . u t j o b s . u n i o n t r i b . c o m
38 | Summer 2006 | Diversity Works!

“We provide under-served com-

munities with financial products and
services that helps them build wealth”

Bob Adkins
President/CEO

www.neighborhoodnationalbank.com
Diversity Works! | Summer 2006 | 39
Post your resume
online today!

Connect with over 500 area

employers

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