National Urban League

Special report:
B a r b a r a E . We b b, 19 t h A n n u a l
equality gaps remain... Diversity Works! C a r e e r Fa i r/ E x p o s i t i o n I s s u e
Page 4 Page 34

Dive rs i t y Work s !
Urban League

Employment/Career & Small Business Guide Spring 2008 Vol. 3 - No. 1

A communit y ser vice of the Business Work force Development Depar tment of T he Urban League of San Diego Count y     
  w w w.ulsdc.org

The State Urban League signs

pact with SBA’s Score
Job seekers gain
of Black small business mentors from career fairs
America® by Liz Wiedemann by Maureen Crawford Hentz

2008 S core San Diego and the

Urban League of San Diego
County say they have joined in a
C areer fairs can occasionally be
intimidating. As a job seeker,
you must distinguish yourself from
Executive Summary two-year partnership. An agree-
ment was signed on Jan. 31. The
hundreds or even thousands of
other job applicants. The following

“In the black woman’s voice” two groups said the alliance rep-
resents a commitment to “develop
and foster understanding, open
Foreward by Dr. Dorothy I. Height communication and a coopera-
tive working relationship, while
are a few simple strategies to help
you stand out from the crowd.
Find a Fair.
Many career fairs are free, but
ences. Many organizations require
membership for admission to the
conference and career fair, while
some offer day-long “placement-

S ince 1976, the National Urban League has released its annual
State of Black America (SOBA) report, a barometer of conditions
of the African-American community in The United States. The 2008
advancing San Diego’s growing
small-business community.”
Based on the agreement, Score
some require a registration and/
or fee. The first place to look
for a career fair is your alma
only” admission.
Unsure about which profes-
sional associations would be best
edition of the SOBA report is subtitled “In the Black Woman’s Voice.” As San Diego will provide mentors for mater. Colleges and universities for you and which career fairs will
the subtitle suggests, the report provides the black female perspective on clients selected for a National Ur- routinely hold career fairs for stu- have what you want? Query the in-
the challenges that currently confront African-Americans in general and ban League business program, aid dents and alumni. Call your col- ternet for professional associations
women of color in particular. in business counseling and supply lege’s office and find out if you in your field (for example, Interior
With a foreword by the esteemed Dr. Dorothy I. Height, president information on networking and re- need to register and what the gen- + Design + Association) and see if
emerita of the National Council of Negro Women, the 2008 State of source materials for selected Urban eral format of the fair will be. the resulting web sites indicate ca-
Black America features essays from noted black female scholars, political League members. Professional organizations also reer fair participants.
activists, business consultants and other critical thinkers. often sponsor large career fairs at
The 2008 State of Black America presents the National Urban See Score on Page 7 their national and regional confer- See C areer Fairs on Page 34
League’s ground breaking Opportunity Compact, a comprehensive set of
principles and policy recommendations designed to empower all Ameri-
cans to be full participants in the economic and social mainstream of this
nation. The Opportunity Compact provides the framework for the 2008
edition, with several essays addressing the key recommendations set out in
Companies earn Urban League’s and create an open dialogue.
Last year’s summit, sponsored
the Compact. President’s Award for Diversity by Sempra Energy, was held at the
Naval Training Center promenade
Key Findings: 2008 Equality Index Citibank, Raytheon, District Attorney’s office on Oct. 11 & 12. Over 280 profes-
sionals attended including, Luke
In addition to addressing specific themes, the 2008 State of Black Amer- Since 2005 the DAC has been Visconti, co-founder of
ica report, includes the National Urban League 2008 Equality Index,™ soliciting nominations from local DiversityInc Magazine.
an aggregate measure of the relative status between blacks and whites in companies in an effort to identify Other prominent speakers in-
America, based upon five sub-indexes: Economics, Education, Health, diversity friendly companies in San cluded:
Social Justice and Civic Engagement. Diego. The process used is similar Dr. Johnnetta B. Cole (Board Chair
The overall 2008 Equality Index is 73%, an increase of 0.41% from to the one administered by Di- of the JBC Global Diversity &
the 2007 index. The 2008 Equality Index indicates an increase in eco- versityInc Magazine, a prominent Inclusion Institute);
nomics, education and social justice sub-indexes. national magazine focused entirely Juan Williams (National Public
on raising diversity awareness. Radio, Senior Correspondent and
Other highlights:

• The Economic sub-index (30% of the Equality Index) is 56.8%, un- D uring the First Annual Di-
versity Summit held in Oct.
2007, the Urban League of San
changed from the previous year.
Diego County’s Diversity Advisory
• The Education sub-index (25% of the Equality Index) of 78.2% is a 0.6 Council (DAC) selected three
decline from 2007 (78.6%). companies for their commitment
• The Health sub-index (25% of the Equality Index) increased 0.4% point to diversity and inclusion in San
to 75.7%, upon revision of the 2007 figure from 77.8% to 75.3 %. Diego:  Citibank, Raytheon and
the city District Attorney’s office
See SOBA on Page 8 were this year’s official winners.
The DAC goal is to raise aware-
ness and to identify the best prac-
tices for other companies to em-
ulate. Previously the awards were
presented at the League’s annual
Equal Opportunity Awards Din-
ners, but in 2007 presentations
were aligned with the Annual Di-
versity Summit whose purpose is
to focus on regional diversity issues
award-winning Journalist);
Radm. Leendert R. Hering (Navy
Commander, Southwest Region);
Consuelo C. Kickbusch (U.S. Army,
retired);
Jessie J. Knight Jr. (Executive Vice
President, Sempra Energy);
Dr. Julie M. Wong (Assistant Vice
See Awards on Page 7
2 | Spring 2008 | Diversity Works!
 Diversity Works! | Spring 2008 | 3

Di ve rs i t y Wor k s ! A
s the oldest diversity staffing agency in the nation and one of the longest promoters

Welcome!
Urban League of diversity in San Diego, The League is proud to feature this edition of the Diversity
Works! Employment/Career & Small Business Guide. It’s our goal to bring you invaluable
information and resources that will assist you in finding and building your dream of a suc-
cessful career. Over the years, we find that having a dream or “vision” of where we want to

T he URBAN LEAGUE OF SAN DIEGO COUNTY recognizes that an inclu-

sive workforce with a variety of views, perspectives, and back-
grounds is integral to our client’s success.
—This unique mixture in the workforce provides unlimited
ideas and innovative solutions that are imperative to thriving and
propelling our economy forward.
—The Urban League is dedicated through our extensive net-
work of partners and unparalleled reach into the urban market to
effectively recruit, train and inspire a diverse workforce and driv-
ing a commitment to inclusion and diversity.
—As a non-profit organization, founded in 1953, the Urban
go is “the Secret” to success. Each week here at The League we show people how to create a
vision of success, control self-talk and to focus on a goal. By following these steps, they are
able to open opportunity doors previously closed. They learn that everything they need is
right in front of them but because of conditioned perceptions, they block their own success.
San Diego is a city rich with opportunity. Each day, thousands of jobs go unfilled simply
because people are allowing their personal biases to get in their way. Unfortunately, many
are unaware of the vast resources available to assist them in making the right connection.
Which is why we have decided to produce this guide. Our rational in creating this guide
was to provide you with a “big picture” so you can start building on your visions of success. Maurice D. Wilson

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. 22 Affinity Groups directory
Work closely through the employment network
—Our current services focus on the following areas: by referring your constituents to our job bank
[1] Education
[2] Housing
[3] Employment.
 INSIDE 24 small business
Baby boomers start more businesses in 2008
—We are committed to helping build a better community. Jump start your business: think local

Ray King
4 Diverse Nation
2008 National Urban League report
Tax tips for young professionals

President & CEO

Luncheon with dave winfield, at career fair
Author Sarita Maybin’s new book 27 Small business events &
San Diego career fair directory

Maurice Wilson
Publisher/Exec. Vice President, COO 6 Industry Watch
Unemployment rate at 5% in San Diego 28 Career Development
Matchmakers on the move: How to find one
Job seekers gain from career fairs
Paul S. Wong II 8 The State of Black America 2008
Art/Design Editor
“In the Black Woman’s Voice”
Scholarships for women in science and medicine 35 19th Annual Barbara E. Webb Career
Fair, Apr. 24, golden hall Concourse

URL
www.ulsdc.org 15 Walgreen’s “Take Care Health” tour commences
Aetna’s Black History Calendar excerpts: 38 Youth Opportunities
Building skills early in life: Two new programs
Two reports on health care in black America Job Corps may have something for you
Governance
Non-profit 18 Employer Partners
The Directory, where employers get noticed 40 Marketplace
Diversity Works! advertising for everyone
Membership has benefits: become a DW! Partner
Hours of Operation
Mon. - Fri.
8 am - 5 pm
Established in 1910, learn about the history of
United Way
Agency Code: 6496
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
Mailing Address have quick access to The
720 Gateway Center Drive League’s Mission Statement
San Diego CA, 92102 which explains our role in
(619) 263-3115 the community and the
five-point strategy to imple-
(619) 263-3660, Fax ment goals. Also, be sure
email: sdul@sdul.org to bookmark the site for
your job search campaign.
Explore the pages for impor-
The Diversity Works! Employment/Career &
tant news and information
Small Business Guide is a monthly publication
compiled by the Business & Workforce on The League’s Workforce
Development Department of Development programs
The Urban League of San Diego County. where you’ll find links to
the Diversity Job Bank, En-
For information on editorial trepreneur Network, Work
submissions, or display advertising Readiness Training, and
please call (619) 266-6244 or other employment related
email diversityworks@sdul.org. content. And young people
can tap into The League’s
network for scholarship and
programs information. As
a member of the online
community, and the diverse
community you live in, The
An affliliate of The National Urban League League pledge’s to keep you
informed via the internet.

4 | Spring 2008 | Diversity Works!
Diverse Nation
National Urban League report:
significant equality gaps remain
FORBES measures small gains in its article
National Urban League President Marc Morial with President Bush
W hile U.S. blacks continue to
make small gains in clos-
ing the equality gap with whites,
according to the National Urban
League’s (NUL) 2008 State of
Black America Report, the socio-
economic disparities for black wom-
en in particular, continue to widen
at a troubling pace. The report
was officially released by NUL on
March 5 at the National Press Club
in Washington, D.C.
“Over the past year, a recession,
diminishing real estate values and
a tight credit market have allowed
the inequalities in our society to
reveal serious differences in the
ways Americans view prosper-
ity,” said National Urban League
President and CEO Marc Morial.
“All of these factors make this year’s
presidential election one of the most
competitive and historic appoint-
ments in generation.”
The National Urban League’s
State of Black America report is a
barometer of conditions of African
Americans in the United States.
It includes the League’s Equality
Index, a statistical measurement
Please send your diversity related news and information by email to diversityworks@sdul.org
of the disparities between blacks
and whites across five categories:
economics, education, health, civic
engagement and social justice.
This year’s report focuses on the
African- American female, with
a spotlight on political disenfran-
chisement, the glass ceiling in
career advancement, the impor-
tance of early childhood education,
relationships, health, civil rights
and negative images in the media.
Established in 1910, The Urban
League is the nation’s oldest and
largest community-based move-
ment devoted to empowering
African-Americans to enter the
economic and social mainstream.
Today, the National Urban
League, headquartered in New York
City, spearheads the non-partisan
efforts of its local affiliates. There
are over 100 local affiliates of the
National Urban League located in
35 states and the District of Co-
lumbia providing direct services to
more than 2 million people nation-
wide through programs, advocacy
and research.
A ccomplished public speaker,
author Sarita Maybin’s clients
for training sessions and keynote
speeches include Hewlett-Packard,
Nokia, SUN Microsystems, Toyota,
WD-40 and the Professional
Golfers Association. She holds
a Master of Education from the
University of Maryland.
What’s your “elevator speech?”
My main message is that we have
other options for communicating.
What if you can’t say something
nice? My term is “constructive
confrontation. “How did you
establish your consulting business?
Baptism by fire!
I worked as a seminar contractor
for six years for CareerTrack (a
training company that is no longer
in business). Meantime, I stayed
at my “day job” as a university
administrator. I started public
speaking on a full-time basis nine
years ago. I just jumped! I called
If You Can’t Say
Something Nice,
What Do You Say?
Practical Solutions
for Working
Together Better
By author
Sarita Maybin
everyone to say that I was available
for training workshops.
What’s the highlight of your
work? I love the speaking itself!
I usually say that the constant
travel, the long waits in airports,
the marketing and planning are all
the “real” work. So I get the joy
of speaking for free! I really thrive
on the energy of the audience,
especially when people don’t want
to be there. For instance, I have
given mandatory negativity training
sessions for various city and county
departments. These employees leave
my sessions knowing that they have
options. Change is difficult, and we
can get ugly in those situations, like
when the entire computer system of
our organization is transitioning!
advice for public speakers?
Right now, my biggest contracts
with two large technology
companies. Family, friends,

Diversity Works! | Spring 2008 | 5

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

relatives and friends are always your

best leads. Don’t quit your day job!
Join professional associations. I also
say, “Go with what brought you!”
Whatever makes you unique, play
it up! Your experience is your best
branding! When I’m in front of a
particular audience, for instance, I
mention that I’m an “army brat.”
Talk about your upcoming work I
definitely want to see more collabo-
ration in my work, like my recent
book release with California State
University San Marcos. The uni-
versity produced an insert for the
winter catalog, scheduled media in-
terviews and hosted a signing event.
I also want to work more with large
organizations and companies that
have limited time, personnel and
resources to focus on communica-
tions. Forty percent of my speak-
ing engagements are conferences,
keynote addresses and breakout
sessions, so I want to develop those
connections, too.
What’s your motivation? Having
a life and raising a daughter who is
16 is enough!
Young man rising is Program Assistant for
presidential classroom in Washington D.C.
in his younger years.
Now a college student, Roosevelt
is majoring in political science with
a minor in business administration.
He enjoys exercising his oratorical
skills in debate competitions and
playing chess.
Currently, Roosevelt is serving
as a program assistant for the Presi-
dential Classroom in Washington
D.C. His duties include participat-
ing in briefings from senior officials
I f you’ve ever spoken to Roosevelt
Williams III, you know immedi-
ately that this is a young man with
determination who’s on the rise.
Williams is the current co-pres-
ident of the Urban League’s Career
College Club Network. He served
as an parliamentarian and co-presi-
dent of the Youth Leadership Team
in the executive branch, members
of congress, senior military officials,
leaders of federal departments, cabi-
net officials, leading economists,
historians, and scientists.
Roosevelt believes that “success
is normal” and essential to do a 360
degree circle by returning to the
community to give back.
As an Americorp member, he
completed 900 hours of community
service. He also provided assistance
to the Urban League of San Diego
County and served as council repre-
sentative to Anthony Young,
Why minorities
change jobs
According to DiversitySearch.com,
a website which specializes in di-
versity employment practices, there
is a distinct pattern of reasons why
minorities change jobs.
1. Lack of opportunities in my
previous field
2. Family obligations
3. Relocation
4. Opportunity for higher earning
potential
5. Burn out

6 | Spring 2008 | Diversity Works!
Industry Watch
Unemployment rate at
5% in San Diego County
23,000 jobs added to the region over the year
T he unemployment rate in San Diego County was 5.0%
in February 2008, down from a revised 5.2% in January
2008, but above the year-ago estimate of 4.3%. This compares
with an unadjusted unemployment rate of 6.1% for California
and 5.2% for the nation during the same period.
Between January 2008 and February 2008, nonfarm wage
and salary employment in San Diego County rose by 3,500
jobs, or 0.3%, to reach 1,297,400.
• The largest job gain occurred in government, which added
2,500 jobs. Federal government reported no change; state
government gained 700 jobs (all in public education institu-
tions); local government increased by 1,800 jobs (with 1,200
in local education).
• Leisure and hospitality expanded by 1,800 jobs. 61% (1,100
jobs) posted in accommodation and food services, where food
services and drinking places added 900. The arts, entertain-
ment and recreation category, which has been recording
month-over losses since September 2007, added 700 jobs in
February 2008 (with 500 in the categories of amusement,
gambling and recreation).
• A loss of 1,900 jobs occurred in trade, transportation and
utilities. Retail trade trimmed 2,100 jobs. More than half of
the loss took place in clothing and clothing accessories stores
and in general merchandise stores (down 900 jobs each).
Between February 2007 and February 2008, nonfarm wage
and salary employment in San Diego County was up by at
least 300 jobs.
• Leisure and hospitality added 4,300 jobs over the year, ex-
panding by 2.8%. Accommodation and food services led the
sector, adding 3,100 jobs. Food services and drinking places
recorded 2,400 of the additional jobs, or 77% increase.
• Educational and health services increased by 3,500 jobs
since last year, with employment up in every category. 31%
of the gain was recorded in educational services (up 1,100
jobs) and 69% in health care and social assistance (up more
than 2,400 jobs).
• Construction reported a year-over decrease of 8,300 jobs,
or 9.5%. The greatest decline was in specialty trade contrac-
tors, which fell by 4,500 jobs.
• Financial activities contracted by 5,500 jobs. Sixty-four
percent of the decrease occurred in finance and insurance
(down by 3,500). 36%, or 2,000 jobs, was lost in real estate
and rental and leasing, where real estate firms shed 1,400.
Information provided by the State of California, as of March
21, 2008.
Contact : Barbara Ruehl, (619) 266-4220

Score
continued from Page 1
The Herndon, Virginia based Score,
led locally by chapter president Monty
Dickinson, is a national association of active
and retired business people who volunteer to
share their expertise with small businesses
and new startups.
“Score is thrilled to commence its
relationship with the League and to provide
mentoring for the emerging business success
program,” said Dickinson.
Ray King, president and chief executive
officer of the local office, joined the
organization in October after 25 years with
the Port of Oakland.
“The strategic alliance between the Urban
League and Score San Diego represents a
shared commitment to meet the needs of the
small-business community,” King said.
Diversity Works! | Spring 2008 | 7
Awards
continued from Page 1
President, University of Texas at El Paso);
plus twenty-one workshop presenters round-
ing out the group.
The Mistress and Master of ceremonies
were Channel 4’s Emmy Award-winning
reporter, Jessica Chang and Marianne Kushi,
anchor of the NBC Morning News; and
Dwayne Brown, KPBS’s morning anchor.
Sempra Energy, the title sponsor, has
received national recognition as Fortune
Magazine’s “Best Place to Work for Minori-
ties” and Diversity Inc.’s “Top 50 Companies
for Diversity.” Supporting sponsors include
CDM, Point Loma Nazarene University,
AT&T, Prudential, Heinekin, Qualcomm,
SAIC, The Daily Transcript, San Diego Work-
force Partnership, Raytheon, UPS, San Diego
Community College District, USD, Jobing.
com, HSBC and Wal-Mart. 
Sempra’s Executive Vice President, Knight,
said, “Global diversity is a core issue for For-
tune 1000 companies that operate in interna-
tional environments. Diversity is integral for
successful business. This summit will explore
innovative global diversity solutions.”
Visit: www.diversitysummit.info
8 | Spring 2008 | Diversity Works!
SOBA
continued from Page 1
The State of
Black America®
2008
Executive Summary
“In the black woman’s voice”
• The Social Justice sub-index (10% of the
Equality Index) increased six percentage
points from a revised 65.4% in 2007 to
71.7% in 2008, the largest improvement
of all sub-indexes.
• The Civic Engagement sub-index (10% of
the Equality Index) was 103.6%, a decrease
of 1.3 percentage points from 105% in 2007.
In Depth
Economics: The Economic sub-index
remained unchanged from last year (56.8%),
and the index for median income remained
the same at 61%. The poverty index mini-
mally changed, with three times as many
blacks as whites living below 125% of the
poverty line. The black-white unemployment
gap decreased between 2007 (45%) and 2008
(49%). The 2008 Equality Index also showed
an increase in the digital divide, a compo-
nent of the economics sub-index, in which
the ratio for adult users of broadband access
increased from to 82% , and increase of 21%
from 2007.
Education: In the Education sub-index, the
rate of enrollment for African-American
students within the age range of 30 to 34
years of age increased from 7.2% to 10%,
with much of the school enrollment oc-
curring at the college level. Also, the index
indicated that the dropout rate for black high
school students decreased from 15% in 2007
to 13% in 2008. However, the index showed
a 15% decline in college enrollment for recent
African-American high school graduates from
2007, with black students less likely to enroll
at university compared to recent white high
school graduates.
Health: The 2008 Health sub-index increased
slightly, at a 0.4 percentage point. The gap
in total uninsured increased this year, with
the index falling from 56% in 2007 to 53%
in 2008. Also, there was minimal change in
the gap of children’s health insurance, with
black children twice as likely to be uninsured
compared to their white counterparts (52%).
Social Justice: Of all sub-indexes of the
Equality Index, the Social Justice sub-index
showed the most improvement, with jail sen-
tencing for blacks decreasing 15 percentage
points, from 93% in 2007 to 77% in 2008.
Also, the average sentence for blacks de-
creased from 44 months to 40 months, while
the average sentence for whites increased
from 34 months to 37 months.
Civic Engagement: Civic Engagement is the
only area in which African-Americans exceed
whites. However, the sub-index indicated a
small decline at 1.3 percentage points. Black
volunteerism in the U.S. military reserves has
slightly decreased over the last five years, pos-
sibly due the current war in Iraq.
The Opportunity
Compact
The 2008 edition of SOBA presents the
National Urban League’s Opportunity
Compact, a comprehensive set of principles
and policy recommendations designed to
empower all Americans to be full participants
in the economic and social mainstream of
this nation. Based upon the National Urban
League’s five point Empowerment Agenda,
this comprehensive plan for empowering the
nation’s urban communities, identifies four
cornerstones that reflect the values represent
the American dream: 1) The Opportunity
to Thrive (Children); 2) The Opportunity
to Earn (Jobs); 3) The Opportunity to Own
(Housing); and 4) The Opportunity to Pros-
per (Entrepreneurship). The cornerstones are
supported by a list of ten policy priorities:
1. Commit to mandatory early childhood
education beginning at age three as well as
guaranteed access to college for all.
2. Close the gaps in the health insurance
system to ensure universal health care for
all children.
3. Establish policies that provide tools for
working families to become economically
self-sufficient.
4. Create an urban infrastructure bank to
fund reinvestment in urban communities
(e.g. parks, schools, roads).
5. Increase economic self-sufficiency by
indexing the minimum wage to the rate of
inflation and expanding the Earned Income
Tax Credit to benefit more working families.
6. Expand “second chance” programs for
high-school drop-outs, ex-offenders and at
risk youth to secure GEDs, job training
and employment.
7. Adopt the “Home buyer’s Bill of Rights”
recommended by advocates at the National
Urban League.
8. Reform public housing to assure continu-
ing national commitment to problems faced
by low-income families.
9. Strongly enforce federal minority business
opportunity goals to ensure greater minority
participation in government contracting.
10. Build capacity of minority business
through expansion of micro-financing, equity
financing and the development of strategic
alliances with major corporations.
State of Black America
Essays & Commentaries
The essays and commentaries in the 2008
State of Black America explore the social, eco-
nomic, educational, health and political is-
sues currently affecting the African-American
community in general and black women in
particular. The essays address both the issues
contained in the Opportunity Compact and
the National Urban League’s five-point Em-
powerment Agenda: Economics, Education,
Employment, Health and Quality of Life,
Civic Engagement and Civil Rights.
Economics
In the opening essay, “Shouldering the Third
Burden: The Status of African-American
Women,” Dr. Julianne Malveaux, president of
Bennett College for Women and guest editor
for the 2008 SOBA report, explores the dis-
proportionate economic, family and societal
responsibilities that African-American wom-
en bear as a result of, among other things, the
limited employment and educational oppor-
tunities afforded to many African-American
men, who are either spouses or fathers to the
children of black women.
In “Invisibility Blues,” Maudine Cooper,
president & CEO of the Greater Washing-
ton Urban League, uses a recent tragic case
in Washington D.C., involving a mentally
disturbed young woman who murdered her
DIVERSITY WORKS!

four children, to illustrate how impoverished
black women are often “invisible” to a society
that often ignores their needs, sometimes
leading to devastating consequences. To this
end, she endorses several policies of NUL’s
Opportunity Compact, which would greatly
assist single, poor African-American mothers
and thereby lift the “veil of invisibility” for
such women.
Education
The SOBA report also addresses educational
issues that impact African-American moth-
ers in their efforts to educate their children.
Renee Hanson, the National Urban League’s
Policy Institute emerging scholar, explores the
role that pre-school attendance and parental
commitment can play in determining early
learning outcomes for children in her essay
“A Pathway to School Readiness: The Impact of
Family on Early Childhood Education.”
In “The Triumphs and Challenges of Histori-
cally Black Colleges and Universities,” Dr.
Johnnetta Cole explains how historically
black colleges and universities account for
25% of all black college graduates and 75%
of blacks with doctorate degrees. Yet many
schools are in need of funding despite endow-
ments which are often meager.
Employment &
Entrepreneurship
In “Tale of Two Cities,” former Labor Secre-
tary Alexis Herman discusses the challenges
confronting the increasing presence of black
women in today’s workforce. Although more
opportunities have opened up to African-
American women in both the workplace and
academia, with nearly 150,000 black women
currently holding college degrees, black
women are still making salaries that are lower
to those of their white female counterparts.
Dr. Lucy Reuben’s “The New She EOs: An
Analysis of Business Owned by Black Females,”
explains how black women-owned enterprises
play a significant role in employing workers
and how they provide realistic living wages
for their employees.
Housing and the Sub-prime
Mortgage Crisis
As with most Americans, home ownership is
an important goal of many African-American
women. However, unscrupulous practices in
sub-prime lending in recent years have made
it extremely difficult for African-American
women to achieve the American
Dream. In her essay “Unsustainable Loans
Wipe Out Gains Made by African-American
Women,” Andrea Harris cites a recent report
issued by the Consumer Federation of Amer-
ica disclosing that African-American women,
along with Latino women, have the highest
rate of sub-prime borrowing. Also, African-
American women accounted for nearly 50%
of African-American borrowers in 2006, and
African-American women are five or six times
more likely to receive sub-prime mortgages
than white men. Harris proposes the enact-
ment of legislation to prohibit predatory
lending practices.
In “Putting Home Ownership Back Within
Our Reach,” Lisa Mensah, executive direc-
tor of the Initiative on Financial Security,
suggests how home buyers, particularly ones
who are less than affluent, would benefit from
a matched down payment savings account
or “home account” to purchase homes, as an
alternative to sub-prime mortgages.
Civic Engagement
In “Election Reform: Protecting Our Vote from
the Enemy Who Never Sleeps!” Melanie Camp-
bell, president of the National Coalition of
Black Civic Participation, maintains that
voter disenfranchisement among African-
Americans still persists. She calls on African-
Americans to pressure political officials to
enforce the Voting Act of 1965 and the Help
America Vote Act of 2002 to ensure that all
Americans are guaranteed their right to vote
in political elections.
Civil Rights
In “The State of Civil Rights,” Kimberly
Alton, public policy counsel for the Lawyers
Committee for Civil Rights Under Law also
acknowledges the need for activism to com-
bat racist practices affecting black America,
such as discriminatory practices in housing,
unfair mortgage lending, anti-affirmative ac-
tion initiatives, and voter disenfranchisement.
She also advocates the lobbying of Congress
for the restoration of civil rights laws that
have been incorrectly interpreted by the U.S.
Supreme Court.
Special Section:
Black Women’s Health
Dr. Doris Browne’s “Black Women’s Health
Report” cites the health differences that unfor-
tunately still exist with regard to race and
gender in the United States. For instance, the
heart disease death rate for black women is
20% higher than that for white women, and
while cancer is the second leading cause of
death among women in the United States, the
five year survival rate is 10% lower for black
women. Furthermore, an African-American
woman is 24 times more likely to become
afflicted with HIV/AIDS than the typical
Caucasian woman.
Eboni Morris, Health Policy Fellow at the
National Urban League Policy Institute, de-
tails the statistics and implications for health
outcomes for uninsured African-American
women in the U.S. health care system. She
suggests the possiblility of public and private
sector solutions aimed at improving the rate
of health insurance coverage among African-
American women.
Scholarships for women
in science & medicine
A new scholarship program is helping
African-American women pursue their educa-
tional goals. The Ambi Skincare Scholarship
in Science & Medicine, is now available to
African-American women with a genuine
interest in the fields of science and medicine.
According to a recent study only 15.3
percent of African-American women hold
college degrees. This Ambi is designed to
recognize, reward and support African-
American women in achieving their career
goals. Ambi will award a total of $50,000 to
five African-American and Hispanic women,
each of whom will receive $10,000 for tuition
for education in any accredited science or
medicine program.
“This scholarship program is a wonderful
opportunity for black women because it offers
Diversity Works! | Spring 2008 | 9
Commentary
The 2008 SOBA also features commentaries
by several African-American women, who
provide insights about various issues affecting
black women and African-American culture.
Susan Taylor, former editorial director of
Essence magazine, offers her thoughts and
feelings on how relationships in the African-
American community can be enhanced in
“Black Love Under Siege.”
In “Weaving the Fabric: The Political Activism
of Young African-American Women,” Tiffany
Lindsay, student body president at Bennett
College for Women, reflects on her experienc-
es in banding together her fellow students for
the historic Jena Six Rally in Louisiana and
stresses the key element of unity in activism.
“Going in Circles: The Struggle to Diversify
Popular Images of Black Women” is writer
Moya Bailey’s call to black women to take
measures combating the perpetuation of de-
grading and stereotypical images of African-
American women currently portrayed in the
media. Guest editor Dr. Julianne Malveaux
comments on the numerous contributions
and accomplishments made by black women
in global affairs in the book’s final essay,
“Black Women’s Hands Can Rock the World.”
The 2008 SOBA closes with an Afterword
by editor-in-chief Stephanie Jones, execu-
tive director of the National Urban League
Policy Institute, who notes that In the Black
Woman’s Voice is a painstakingly researched
yet uniquely inspirational reference tool for
anyone seeking a deeper understanding of the
issues, challenges, successes and beauty of the
African-American woman and the communi-
ties she graces.”
By uplifting black women, especially those
struggling hardest to keep their families together
and their dreams on track, we lift up every
American community. I encourage you to read
this year’s edition of the State of Black America:
In the Black Woman’s Voice with special atten-
tion to the Opportunity Compact. Our country
urgently needs a new vision to close the gaps
between black and white Americans. The State
of Black America and the Opportunity Compact
will help guide the way.
---Marc H. Morial, National Urban League
President & CEO
invaluable financial support towards making
the dream a reality,” says Karen Morris-
Priester, M.D.
The Ambi was inspired by Karen Morris-
Priester, M.D., the first grandmother to
graduate from Yale. Karen’s academic
achievements have been presented on The
Oprah Winfrey Show.
10 | Spring 2008 | Diversity Works!
 Diversity Works! | Spring 2008 | 11

Recruiting and individuals and support the efforts of social service

organizations that work tirelessly to uplift and empower
under served communities.

retaining the
The focal point of the Seagram’s Gin Pursuit of Excellence
program is a rigorous, four-week training session administered
by the Chicago Urban League and the Atlanta Workforce
Development Office, respectively. The Pursuit of Excellence

best of the best

Institute is designed to provide hands-on job training and
mentoring for adult males who are either underemployed
or seeking employment while showing great courage in the
face of poverty and challenge as they pursue their paths to

W hen it comes to finding and keeping jobs, Americans

work. Statistics show that unemployment in the U.S.
has remained below 5% for the past two years. While those
numbers are certainly a good sign for the economy, the lack of
available workers has presented some employers with a unique
problem: how to attract top talent from such a small pool of
potential employees.
Fortunately, there might be a number of simple solutions.
The following best practices for manager recruitment come
from Adecco Group North America, a leading workforce
solutions and recruitment company.
1. Start at the top. Take a close look at the top
performers in your organization and determine what the key
characteristics are that enable them to succeed. Incorporate
these into your job description, discuss them with your
recruiters and address them with candidates during your
initial interviews.
2. Look ahead. As you begin hiring for a position,
consider what success will look like a year from now for
the person you hire. What will the person need to have
accomplished to be deemed a success? Which key stakeholders
will play a role in this person’s career at the company? How
will this person fit culturally with these stakeholders and the
rest of their core team?
3. Clarity. Have a clearly defined job description at the
onset. If you take the time to capture what the job is and the
key requirements for success, you’ll be able to attract more
targeted candidates. When interviewing candidates, be clear
and candid about the ins and outs of the job.
4. Communication. It’s essential to take the time to
communicate consistently with everyone involved in your
recruitment process. First, clearly define as a team what your
hiring needs are and the type of person you are looking for.
Second, help your recruiter understand your needs. When you
do identify candidates to interview for the role, be sure you
communicate all aspects of the job to them and what success
looks like.
5. Recruiting is marketing. Every point of contact
builds a brand, and recruiting is no exception. As you post
jobs, interview candidates and introduce them to your
company, it’s an opportunity to help build your company’s
reputation. Whether the candidate turns out to be the right
fit or not, you should always market your company and its
products/services in a positive and enthusiastic way.
For more information, visit www.adeccousa.com.
Seagram’s Gin Program
Pursuit of Excellence
Celebrating African-American male achievement
From enterprise and innovation to finance, academia,
medicine and more, African-American men continue to make
significant contributions to the American landscape.
In celebration of African-American male achievement
and to address rising joblessness and unemployment among
African-American men in Atlanta and Chicago, a new job
training and mentoring program began in February 2008
in observance of Black History Month. This unprecedented
initiative will provide tangible opportunities to promising
personal excellence.
“Seagram’s has long been at the forefront of innovative
initiatives and activities designed to celebrate and support
the communities in which we do business,” says Bill, Vice
President, Multicultural Marketing for Pernod Ricard USA,
parent company of Seagram’s. “It is only natural that we
extend our cause-related platform simultaneously to include
this new program that both celebrates African-American men
and recognizes the efforts of such phenomenal organizations
as the Chicago Urban League and Atlanta’s Workforce
Development Office.”
The program will pair participants with successful and
inspiring individuals for one-on-one mentoring and guidance.
In addition to completing weekly take-home assignments,
participants will attend multiple training sessions. They will
receive computer training, attend interview skill workshops,
participate in self-esteem-building exercises and technical
training classes, while gaining insights on dress-for-success
and financial empowerment strategies.
Each participant will receive a $500 stipend, a briefcase
with weekly lesson plans and supplies, as well as a suit of
clothing. One outstanding participant from each city will
receive a $2,500 fellowship and career-focused wardrobe.
The program will culminate with special graduation
receptions in each city in early spring.
“Nationwide, African American unemployment is at a
record high 9%, according to the U.S. Department of Labor.
The Seagram’s Gin Pursuit of Excellence program will
undoubtedly shine a much-needed spotlight on the issue and
set the stage for others in the private sector to follow suit.

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.
12 | Spring 2008 | Diversity Works!
 Diversity Works! | Spring 2008 | 13

Business & Employer Diversity Works!

Rankings Employer Partners
The employers below have made an extra
commitment to hiring diverse job seekers 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
AIG
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
American Airlines
lists from up and coming sources and specialty Bank of America
state/region or browse by business category. Cardinal Health
business magazines. Citibank
CIC Research
THE INC. 500 Cost Plus World Markets
The Main Lists The top 500 “small businesses” according to Inc. Magazine. Cox Communications
Also includes a benchmarking form so you can see how Cubic Corporation
your business ranks against these. The current list is Curtis Moring Insurance Agency, Inc.
Enterprise Rent-A-Car
FORTUNE available online, along with a searchable database of all Inc
Federal Bureau of Investigations
The Fortune 500 from Fortune Magazine is the venerable 500 winners for the past 8 or 10 years. The new list is issued Genentech Inc.
leader of all such lists and a must for all serious job seekers. each November. Hawthorne Machinery
Go online and browse the list by company, CEO, or Keith Goosby Inspirations & Motivations
industry. The list is issued each year in April. Under the Kaiser Permanente
main 500 you’ll find mini-listings for the best employers, NASDAQ 100 Kyocera
the diversity leaders, and a list entitled Women CEOs. See online FlashQuotes for their top 100 trading stocks, Lockheed-Martin, Maritime Systems & Sensors
which may give indicators to a top performing company to Loews Coronado Bay Resort & SPA
take note of. Note that this list is presented in alphabetical Manpower of San Diego
National University
FORTUNE’S Global 500 order, not by ranking.
Neighborhood National Bank
A ranking of the largest companies in the world, browse NorLab Business Solutions
the online list by company name, CEO, or industry. North Island Financial Credit Union
POST 200 from the Washington Post San Diego Padres
The Post 200 starts with a list of the 125 largest public Qualcomm
FORBES companies with headquarters in Washington and its Science Application International Corp. (SAIC)
Forbes requires readers to register to read some articles on suburbs. Completing the 200 are the 20 largest financial Scripps Research Institute
their web site. It’s free, fast, you don’t have to give them institutions with headquarters in the region, the 15 largest SDSU Research Foundation
your name, and you only get their e-newsletters if you private companies with headquarters in the area and the San Diego Business Journal
San Diego Gas & Eletric
decide to check the boxes (the default is you don’t get any 20 largest public companies in Maryland and Virginia,
San Diego Monitor News
newsletters when no boxes are checked). respectively, with headquarters outside the Washington San Diego National Bank
area. The list is issued annually in April, and past rankings San Diego County Sheriff’s Department
are also available so you can track a company’s progress (or SeaWorld San Diego
THE FORBES’ Lists decline...or disappearance). Sempra Utilities
Go online to see a variety of lists which updates each Solar Turbines
year. For employer rankings compiled according to size of Sony Corporation
company filters, this includes: TOP 100 U.S. FOUNDATIONS Southern California Edison
The Top 100 U.S. grant making foundations ranked by Starbucks Coffee Company
Sycuan Casino
200 Best Small Companies value of assets, based on current data in the Foundation
The Hartford
400 Best Big Companies Center’s database. There are other ranking lists available The San Diego Union Tribune
Forbes’ 500s accessible from the home page, including top corporate The Pacific Institute
Forbes International 500 grant makers and largest community foundations. Updated Timmis J Moore
Global 2000 as new audited financial information becomes available. UCSD
Largest Private Companies. Union Bank of California
Union Tribune
United Way of San Diego
UPS
Other Lists Viejas Casino
Wal-Mart Stores, Inc.
Wells Fargo Bank
BRANHAM GROUP’ Branham 300 Washington Mutual Bank
Each year, the Branham Group ranks the top 300 Canadian
Information Technology (IT) companies. The rankings are
divided into 8 categories, including the 100 Top Software For additional details on becoming a
Companies, 100 Top IT Professional Services, 25 Top IT Diversity Works! Employer Partner,
Multinationals in Canada, 25 Up and Coming Technology
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. Join today and help us reap the
Click on the company’s name for very short profile. Neat benefits of a strong workforce.
feature – they watch these companies during the year and Call 619-266-6244
update the list as needed.
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
14 | Spring 2008 | Diversity Works!
Degree
Rich,
Money
Poor
by Justin S. Parr
T oday’s young professionals are
in a difficult financial position.
Often squeezed between supporting
aging parents and young children
of their own, the under 40 crowd is
often referred to as The Sandwich
Generation. However, we prefer
to use a more descriptive, more
encompassing definition which in-
cludes the issues of retirement plan-
ning, career guidance, educational
goals, and issues at home. We lov-
ingly call this unique category, the
Degree Rich, Money Poor group.
Who Are They? Sandwich Gen-
eration. Debt Generation. Baby
Boom Echo. Generation X/Y. The
media uses many names to describe
this emerging group, but until now,
no label had fully described this
growing population of young pro-
fessionals who continue to yearn for
financial direction.
Interestingly, the Degree Rich,
Money Poor are a college-educat-
ed, tech-savvy, autonomous group
which carries an attitude of “I
could do everything for myself, but
I’m willing to pay someone for ser-
vices that save me time, energy, and
especially frustration.”
Whether living at home with
mom and dad, or out in the “real
world” struggling with student
loan repayment, credit repair, mar-
riage, mortgages, and children, this
under-40 group wants to maintain
full control while minimizing any
inconveniences. Moreover, they are
smart enough to realize that they
don’t know everything, particularly
about issues of personal finance.
Generation 2.0
The Degree Rich, Money Poor are
master outsourcers, willing to
delegate tedious, menial activities
associated with financial matters.
As qualified professionals, we are
usually brought in to serve as co-
pilots: setting the course, reading
the maps, and keeping the client
on track. But make no mistake, the
Degree Rich, Money Poor want to
steer, and they keep their hands and
feet firmly on the wheel and pedals
at all times.
In order to accomplish this, the
Degree Rich, Money Poor embrace
and exploit the productivity re-
wards of technology. For example,
young professionals in California
show no hesitation when hiring our
Georgia-based firm to serve as their
“virtual financial planners” who
will meet with them via remote
desktop sharing and web conferenc-
ing tools. In fact, we have count-
less remote clients throughout the
country with whom we “share”
Microsoft Word documents and
PowerPoint presentations via the in-
ternet during our advising sessions.
Just Give it to Me Straight
The under-40 professional is also
starving for honest, ethical, profes-
sional financial advice. Most De-
gree Rich, Money Poor—like their
parents—are either unaware of,
or simply don’t have the necessary
resources to employ the basic prin-
ciples of personal finance:
•
•
Spend less than you earn
Make the money you have
work for you
• Prepare for the unexpected;
save a little
Find a Competent Planner
A great deal of our time is spent ed-
ucating every client before we really
get into the nuts & bolts of their fi-
nancial situations. In fact, we often
setup a meeting in the beginning
of the engagement just to teach our
clients about credit repair, insur-
ance, and other urgent issues. Not
surprisingly, the Degree Rich, Money
Poor soak up honest, professional
advice like an unused sponge.
Qualified, competent financial
planners are plentiful and can be
found through websites of industry
leading organizations such as the
Financial Planning Association, the
National Association of Personal
Financial Advisors, and the Gar-
rett Planning Network. We also
encourage consumers to work with
advisors who have invested the time
and energy to seek higher creden-
tials. In our opinion, the Certified
Financial Planner professional is
at the top of the heap. Also, young
professionals will do well to find an
advisor who operates an hourly, fee-
only practice.
Top barriers limiting
you from dream job?
by Joel Garfinkle
Y ou probably have a few barriers
that are standing in your way
and preventing you from daring
yourself to new levels of greatness.
Barriers, though they are imaginary
obstacles, seem very real at the
moment you experience them.
What you must realize is that
whenever you find yourself resisting
anything during the dream job
process, know that it is fear talking.
When you begin to understand
why you’re having difficulty moving
forward in the process, you can
identify the fear and be ready to
move on with confidence and
embrace your greatness.
Identify your barriers and then
you can begin to come up with a
plan so that you can take action
and let the momentum you create
help carry you towards the life you
want and deserve.
1. Time
We must take time for ourselves,
but it’s difficult to commit time,
especially when you are working
a full-time job. We’re taught to
put others needs and wants before
our own and often wind up tired,
overscheduled and with no energy
for ourselves. Make time for
yourself and escape the busy life
syndrome for awhile.
2. Fear of change & success
Many people enjoy the status quo
and don’t want to make a change
to become more successful. Though
they state that they do indeed
want success, they choose to stay
in their comfort zone. Success is
the unknown and the unknown
is often feared. Increased success
means change and an increased
level of responsibility. It takes
courage and risk for most of us
to take the leap and find new and
fulfilling employment.
After we’ve achieved success,
we must maintain that success
and that takes effort. We must live
with a new reality, a new view of
ourselves and a new way of relating
to the world. It is so much easier to
daydream about “someday” than it
is to actually take the steps to make
“someday” a reality and live it on a
day to day basis. That requires work
and commitment and many of us
find it easier to live in the daydream
of “what if” than to make it a “what
is” reality.
3. Fear of failure
The most common fear of them
all. We fear so many things about
failure. We fear making a fool
out of ourselves, we fear losing
our security, we fear stepping
backwards instead of forward, we
fear making the wrong decision,
we fear not being able to live up
to standards (whether they are
ours or society’s), we fear being
labeled a failure or a loser. There
can be so much fear that it is often
paralyzing. We have no idea where
to begin to deal with all the fears
that we just stay where we are.
4. Isolation & lack of support
Isolation is a dream job killer. We
all need support to land the job
of our dreams. Daring ourselves
and moving forward are often
facilitated when we have a great
support system. When we find
ourselves trying to go it alone, it’s
more likely that we’ll have setbacks
and just stay where we are. In many
cases, understanding who you
are and what you enjoy doing is
enhanced with the help of others.
If we don’t have support, it’s often
too overwhelming and easier to just
play it safe and stay at our current
level of mediocrity.
5. Shoulds from family & society
Throughout our lives, we hear
many messages about how we
should act. We become conditioned
and socialized to act in acceptable
ways that may not always be in our
best interests. We often live a life
doing what others tell us we should.
We’re told/taught “Don’t rock the
boat,” “Fit in, be like everyone else”,
“This is how it’s done” and more.
Being like everyone else may not
be where our greatness lies and we
wind up not even knowing what
we want in a dream job. We fear
rejection so much that we often
play small just to fit in. We take
our place as one of the mindless
worker ants, trudging through the
same routines, complaining about
the same problems and realizing the
same small results. We must move
from our shoulds to our genuine
wants or desires.
6. Financial obligations and fear of
poverty
Financial obligations such as
mortgages, credit card bills, college
savings for children and more can
restrain us. If your survival depends
on your income alone, this is a fear
you may experience when facing
dramatic changes in your life.
Recognize that you have control
over the changes you wish to bring
about and can do so gradually while
maintaining a secure income from
a familiar source. You can ease into
the life you want one step at a time
and reduce the threat of poverty.
7. Comparing & despairing
There will always be someone who
is “better”. Someone who has more,
lives better, is more fulfilled, etc.
Comparison is a losing game. It lets

us run round in endless circles and provides
many excuses for not doing anything more –
“I’ll never be as good an actor as Meryl Streep
so why should I even go on any auditions?”,
“I’ll never be able to get a recording contract
like Garth Brooks so why should I work on
my singing career?” The fact that acting is
your passion or singing speaks to your soul
gets lost somehow.
8. Self-doubt
We see ourselves as less than who we really
are and feel we are unworthy to receive all
that we deserve. Our own fears, limitations
and mental criticisms alienate us from our
goal. Self-doubt is one of the biggest obstacles
to achieving our dreams. We often ignore
ourselves in favor of others. We value their
opinions too highly and our own too little.
The only real approval that matters is that
which comes from inside ourselves. We’re
the only people who know what we truly
need and want. This makes us our own best
judge of whether or not what we’re doing is
right and good for us. We must shift from
self-doubt to belief. If we tap into our true
gifts and unleash our essence, we come from
a place of strength. It is possible to be all we
can during the dream job process.
9. Not knowing what you would love to do
Most people don’t know what they want
or what they enjoy doing. They don’t know
what they value or believe in. They aren’t
sure where they are going and how to get
there. This frustration of not knowing freezes
people from taking the risk and having the
courage to find out what they would love to
do in life.
10. Fear of making the wrong decision
Each decision you make will lead you
down a unique path with challenges and
opportunities of its own. You may have
several options you would like to try and
worry that only one will be the right one and
spend endless time trying to decide which is
the best.
Thinking a situation through in a
thorough manner is a good thing. We weigh
pros and cons and find the best way to
achieve our goals. However, analyzing can be
used to avoid action. We can make endless
lists, but if items never get checked off the
list, what good is it? It’s easy to get lost in
the details and never get around to doing
anything because you’re too busy planning
for every possible contingency.
Life is not so easily split into right or
wrong, black or white. It is made up of
many shades of gray. Don’t allow analysis to
become an excuse for inaction.
Helen Keller said, “The marvelous
richness of human experience would lose
something of rewarding joy if there were no
limitations to overcome. The hilltop hour
would not be half so wonderful if there were
no dark valleys to traverse.”
Author Joel Garfinkle provides a step-by-step
Dream Job process that has guided thousands of
clients to find the perfect job and reach career
fulfillment. For Career Coaching Services, visit
Dream Job Coaching.com
Walgreens provides
free screenings
on health tour
12 month campaign visits 300 cities,
including a stopover in San Diego
Walgreens Take Care Health Tour launched
its annual tour to provide more than $35
million dollars in free health screenings
and services. The expanded 2008 program
features ten customized traveling education
and health-screening vehicles, compared
to the four vehicle tour in 2007. This is the
tour’s fourth year of crossing the country.
The Walgreens tour is on a 300-city, 12
month nationwide health screening tour.
The program will travel more than 240,000
miles to offer six free screenings, including
total cholesterol levels, blood pressure, bone
density, glucose levels, waist circumference
and body mass index. The services are worth
more than $115 in value and no appointment
is necessary.
“Walgreens is dedicated to improving
lives, and this tour will provide better
health in communities across the country,
particularly in areas most in need of
affordable health care,” said Walgreens
President Gregory D. Wasson.
“This is an exciting year for the tour
because we’re expanding our commitment
to keeping people well and in control of
their health. With the Take Care Health
Tour, people across the country will have
the opportunity to receive these important,
Diversity Works! | Spring 2008 | 15
life-saving screenings no matter what their
income level. You can’t put a price on
wellness, so ‘free’ sounded pretty good to us.”
The tour aims to bring free screening
services and better health awareness to local
communities throughout the United States
and Puerto Rico. Many diseases can be
detected through screenings long before any
symptoms are noticed, making awareness the
key to remaining healthy.
This year, the tour plans to provide 1.5
million screenings, valued at more than $35
million. After receiving results, visitors are
encouraged to see their doctor regarding any
particular concerns.
Participating sponsors of the Walgreens
tour include Eli Lilly and Company,
LifeScan, Inc. (OneTouch), Johnson &
Johnson (Tylenol, Pepcid, St. Joseph,
Benadryl), GlaxoSmithKline (Nicorette and
Alli) and Procter & Gamble (Actonel).
For Walgreen’s tour dates and information
about San Diego call the toll free number,
866-484-8687 and also visit the tour web
site, www.Walgreens.com/takecare.
Walgreen is the nation’s largest drugstore
chain with 6,237 stores across the country.
16 | Spring 2008 | Diversity Works!
Health illiteracy?
E ven Dr. Sharon Youmans
sometimes has trouble under-
standing medical text. “I read some
things and think, ‘I don’t get this,’
and I consider myself well edu-
cated,” says Youmans, an associate
professor of clinical pharmacy at
the University of California, San
Francisco. “I still can not imagine
how it is for someone with low
health literacy.”
Through research, Youmans
is trying to better understand
what pharmacists must do to help
patients with low health literacy
take medicines correctly. She passes
this knowledge on to her students.
She teaches them that the answer
lies in open communication—both
spoken and written—and under-
standing of the culture.
An important part of Youmans’
lesson plan is role playing. One stu-
dent plays the pharmacist and one
plays the patient. She tells students
to listen without judgment. She
has them encourage the “patients”
to ask questions. Youmans recalls
one role-play session in which she
Excerpts from Aetna’s 2008
African-American History Calendar
HealthPowerforMinorities.com
T hanks to HealthPowerFor-
Minorities.org, better health
literacy is only a click away. “The
goal of our web site is to be the
most trusted source for minority
and multicultural health informa-
tion,” says Dr. Norma Goodwin,
founder, president and CEO of
Health Power for Minorities, LLC.
The company creates culturally
appropriate health materials and
programs. The web site is one of its
major projects. “We created the web
site because we saw a real need for
it,” Goodwin says. “The internet is
a major source of health informa-
tion for many Americans, but there
isn’t a lot of information on it that
has been adapted particularly for
multicultural populations.”
Goodwin knew that if health
information on the internet did not
become more culturally relevant,
health disparities would widen.
People who knew how to use the
asked the “pharmacists” to create
a medication reminder calendar
for their “patients.” One student
Dr. Shanon Youmans
became upset because he didn’t
know where to begin. Youmans
suggested he ask the “patient” what
she wanted. “Pharmacists often
have action plans for patients. But
we need to ask them ‘What works
for you?’” says Youmans. “Other-
wise, the patient may just say he or
she understands. But in reality, he
or she may be unable to carry out
the correct instructions or sugges-
tions at home.”
These important lessons get
students ready to take part in the
school’s Medicare Part D outreach
program. This is where students
work one-on-one with seniors to
choose the most cost-effective
prescription drug plan. “It’s a great When she’s not in the classroom, pills, they’re doing the right thing. to improve their communication
opportunity for students to practice Youmans is working on studies But if they’re not taking them with patients. We can have the best
their communication skills,” says that look at how pharmacists can properly, it can mean the differ- technology and the best medica-
Youmans. “Until they do that, improve patient relationships and ence between a treatment working tion. The information required for
they can’t fully understand how communication. “Being able to take or not working, or between having people to take medications properly
important it is to break down the medication the right way is key,” side effects or not. “This is why it’s must be given in a way that patients
medical jargon when working with says Youmans. “Many people think so important that we continue to understand it best. Anything less is
low literacy patients.” that just because they’re taking the develop training for pharmacists simply unacceptable.”
Dr. Norma Goodwin
major health web sites would
increase their health knowledge.
People who did not use the internet
for health information would fall
behind. “We knew we had to make
our information and messages
user friendly, and keep them short
and simple. The goal for us in the
health field is to take no more than
five minutes to give good, easy-to-
understand basic health informa-
tion,” Goodwin says. “Discussion,
of course, must follow.”
Goodwin thought about health vide health information that causes teach them about our site. We’re also use the web site as a resource
literacy when developing all areas of change,” she says. “People can’t plan also trying to get employers to see for their patients.
the web site. Instead of calling one to act until they understand. People how important it is to have comput- “Our tagline is ‘Knowledge +
section a “Glossary,” she called it can’t understand until they have ers in break rooms,” says Goodwin. Action = Power.’ And I truly believe
“What it Means.” She made all pag- information.” The problem is not Goodwin’s methods are work- that,” she says. “We are empowering
es printer friendly. This way, people only health literacy. Goodwin says ing. Today, HealthPowerFor- people to take action. And there’s
could print them and talk about the many people are not comfortable Minorities.org is listed in the top nothing more satisfying than that.”
information with their doctors. She using computers and the Internet. five Google sites for both health
made the design exciting. She in- “We need to be interesting enough information for minorities and mul-
cluded soul food recipes and added to attract people to the site. That’s ticultural populations. It gets more
different information for different why we’re working with faith-based than 2 million hits per year. Many
cultural groups. “The goal is to pro- groups and community groups. We large national health organizations
Diversity Works! | Spring 2008 | 17

18 | Spring 2008 | Diversity Works!
 Diversity Works! Employer Partners
 Directory
AIG, the largest of United States under-
writers for commercial and industrial insur-
ance and the most extensive international
property-casualty network, including per-
sonal lines and mortgage guaranty insur-
ance. Life insurance and retirement services
and the most extensive global network of
any life insurer, AIG is the most profitable
U.S. life insurance organization. and a
retirement services franchise that includes
leadership positions in the U.S. fixed and
variable annuity markets and a growing
international network.
http://www.aig.com/gateway/home
Citigroup values a work environment
where diversity is embraced, where people
are promoted on their merits, and where
people treat each other with mutual respect
and dignity. Around the world, we are
committed to being a company where the
best people want to work; where opportuni-
ties to develop are widely available; where
innovation and an entrepreneurial spirit are
valued; and where a healthy work/life bal-
ance is encouraged.
www.citigroup.com
Recipient of the Urban League’s
2008 President’s Award For Diversity
Enterprise Rent A Car, an $8
billion international transportation leader, is the
largest rental car company in the U.S. in fleet
size and locations. A candidate can expect to
start as a Sales Management Trainee learning all
of the facets of how to run our business, includ-
ing management, customer service, administra-
tion, and sales/marketing. The combination of
our 100% promotion from within policy and
the upcoming expansions in the San Diego area
has created dynamic opportunities for growth.
Upon successful completion of the Management
Trainee Program, candidates have the opportu-
nity to grow into management positions within
their first year with the company. If you are in-
terested in career opportunities with Enterprise,
apply online at www.enterprise.com.
Dee Dee Andrews, Regional Recruiter.
http://www.erac.com/recruit/
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
Cox Communications Diversity
is a critical part of our culture, values and
business operations. Here, diversity starts
with understanding, valuing and represent-
ing the varied needs, gifts and priorities of
employees, customers, communities and
suppliers. This diversity of people, products
and partners naturally stimulates a diver-
sity of perspectives, which helps create an
enviable company culture and enhance the
growth and vitality of all Cox stakeholders.
http://www.cox.com/CoxCareer/
Federal Bureau
of Investigations
Like no other career choice you’ve explored. It’s
challenging. Compelling. Important. Whatever
your background or expertise, you will find an
FBI future exceptionally rewarding. The work
you perform will have a daily impact on the na-
tion’s security and the quality-of-life for all citi-
zens. Our mission is to uphold the law through
the investigation of violations of federal criminal
law; to protect the United States from foreign
intelligence activities; to provide leadership and
law enforcement assistance to federal, state, local
and international agencies; to provide the execu-
tive branch with information relating to national
security. Join as a Special Agent or in a support
role as a Computer Specialist, Crime Scene Spe-
cialist, Linguist, Fingerprint Expert, Intelligence
Research Specialist, Laboratory Tech, Accounting
Professional, Laborer, Secretary, etc.
www.fbijobs.com
Bank of America “Our commit-
ment to diversity is a commitment to indi-
viduals and to the team. It’s about creating
an environment in which all associates can
fulfill their potential without artificial barri-
ers, and in which the team is made stronger
by the diverse backgrounds, experiences and
perspectives of individuals. It’s about giving
all of us — individually and together — the
best possible chance to succeed.” - Kenneth
D. Lewis, Chairman and Chief Executive
Officer, Bank of America.
We are proud of Bank of America’s
legacy as a leader in corporate diversity and
in equal employment opportunity. At Bank
of America, we work to foster an inclusive
corporate culture and an environment free
of discrimination or harassment.
http://www.bankofamerica.com/careers/
World Market Join our growing
retail company. We value the talents
each employee brings to Cost Plus
World Market, and highly encourage
internal growth opportunities within the
organization. We offer a world of benefits to
our employees including: Medical/Dental/
Vision, a generous Employee Discount,
401k with matching program, Paid
Holidays, Sick Pay and Vacation & many
others. Cost Plus World Market is an equal
opportunity employer.
www.worldmarkets.com
Genentech Considered the founder of
the biotechnology industry, Genentech has been
delivering the promise of biotechnology for 30
years, using human genetic information to dis-
cover, develop, commercialize and manufacture
biotherapeutics that address significant unmet
medical needs. Today, Genentech is among
the world’s leading biotech companies, with
multiple products on the market for serious or
life-threatening medical conditions and over 40
projects in the pipeline. With its strength in all
areas of the drug development process — from
research and development to manufacturing and
commercialization — Genentech continues to
transform innovative science into breakthrough
therapies for patients.
Genentech’s commitment to diversity is a
commitment to providing an environment where
each individual is respected, honored and sup-
ported, and is rewarded on the basis of personal
achievement and contribution. (760) 231-2440
directly at: www.gene.com/careers/
Cardinal Health is the world´s
leading contract manufacturer of health and
nutrition products. We offer a wide range of
products and services at multiple facilities with
standardized procedures and processes. Our in-
ternational presence allows easy access anywhere
in the world for your convenience - Americas,
Europe and Asia/Pacific.
Cardinal Health offers customers practi-
cal solutions to address the most critical issues
affecting health care: cost, time-to-market,
talent shortage and medication safety. We define
diversity as openness and appreciation for ideas
that are different from one’s own. We see it as a
business imperative.
Cardinal Health is committed to a work-
force that is free of discrimination. We respect
differences in culture, ethnicity, gender, sexual
orientation, and race. We are committed to equal
opportunity. To learn more about
Cardinal Health,
Visit us at: www.cardilan.com
Cubic A tradition of innovation continues
into the 21st century as Cubic’s cutting-edge
research and development holds promise for
customers worldwide. Today, the company’s two
major segments - the Defense Group and the
Transportation Systems Group - have become
world leaders in their respective industries with
leading edge technologies.
Since its founding in 1951, Cubic has helped
make a difference in the San Diego community
by supporting a wide range of nonprofit organi-
zations whose issues and values are aligned with
corporate interests and employee values.
www.cubic.com
Hawthorne Machinery Co.
has been the exclusive Caterpillar dealer serving
San Diego County since 1956. The company’s
territory also includes Northern Baja California,
the Hawaiian Islands, Tonga, Samoa, Guam and
Saipan. Hawthorne Machinery Co. offers a com-
plete line of new and used Caterpillar® and other
quality brand equipment, service contracts, field
service, repairs, custom fabrication, CAT factory
authorized engine service and rebuilding, and
the most modern service and testing facilities.
We currently have 23 positions available.
Visit: www.hawthorn.cat.com for details.

For information on becoming a Diversity Works! Employer Partner
Call (619) 266-6244 or email diversityworks@sdul.org
IBM Think core values. Look for a company
that believes workforce diversity is a major
contributor to success. IBM has been the leader
in corporate workforce diversity since its found-
ing. Did you know that we employ specialists
dedicated to recruiting women, minorities and
people with disabilities? Visit us and learn more
at:
http://www-03.ibm.com/employment/
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
Neighborhoold National
Bank Our philosophy is to provide a work-
ing environment where employees can expand
professionally and be rewarded for achievement.
National Bank is a full-service bank and a cata-
lyst for economic development in under served
communities.
www.neighborhoodnationalbank.com
Integrits Corporation is a
progressive Information Technology (IT) services
firm based in San Diego, California. We provide
high-technology products and services to the
commercial and defense markets. Come JOIN
& GROW with us! Integrits Corporation is a
leader in state-of-the-art Navy C4I, Command
& Control and Weapon Systems Integration. We
have many challenging and rewarding opportuni-
ties available to those individuals that strive to
succeed and excel. We are currently offering the
following job opportunities:
C41 Test Engineers & Analysts
TADIL Communications Engineers
Information Assurance Project Leads
IT Business Consultants
IT Infrastructure Analysts
IT Administrators & Analysts
Visit our website at: www.integrits.com
Loews Hotels It’s a world of places,
people and services that make us truly
unique. Loews Hotels is a collection of
unique, one of a kind hotels with distinct
personalities. Each is high in quality, fun,
and is unpretentious, a great value and con-
sistently delivers warm friendly service. As
a company we care about our guests, our
community and our employees. We want to
be a “home away from home” by catering
to discerning business and leisure travelers
and host to the most important business,
political and industry association events.
Contact us: Loews Hotels, 667 Madison
Ave., New York, NY 10021 (212) 521.2000
http://www.loewshotels.com/
The Padres believe that all persons are
entitled to equal employment opportunity and
the Club does not discriminate against quali-
fied employees or applicants because of race,
color, religion, sex, pregnancy, national origin,
ancestry, citizenship, military status, age, marital
status, sexual orientation, gender identification,
physical disability, mental disability, medical
condition, or any other characteristic protected
by federal, state or local law. Equal employment
opportunity will be extended to all persons in all
aspects of the employer-employee relationship,
including recruitment, hiring, upgrading, train-
ing, promotion, transfer, discipline, layoff, recall,
and termination.
www.padres.com
Kaiser Permanente, where we
value the rich diversity of our organization and
aspire always to demonstrate respect for the
uniqueness of each individual. We encourage
each contribution to the establishment of an
open, inclusive environment that supports and
empowers our employees.
www.kaiserpermanentejobs.org/
Manpower We understand that a sound
diversity program is a critical component of our
values and our success. In order to realize our
vision of being the best worldwide provider of
higher-value staffing services and the centre for
quality employment opportunities, we must
continuously dare to innovate and be pioneers.
That means reflecting the diversity in our
markets and in our communities.
www.manpowerprofessional.com/sandiego/
Qualcomm Innovations reflect the smart
and creative individuals and teams that have
made us the leader in our industry. Many of
those innovations turn into patents—over 3,000
issued or pending. We’re looking for thinkers
with the desire and initiative to make an impact
on our company and the wireless evolution.
We thrive on ideas and perspective evident in a
diverse and multinational workforce. Diversity
plays an integral role in our global viewpoint and
provides an atmosphere that fosters the kind of
free-flow of ideas that has made us a technology
leader. By communicating with people from di-
verse backgrounds and groups all over the world,
we engage in a dialogue that drives the wireless
communication’s industry. We currently have
over 890 positions available globally of which
641 are available in San Diego.
Apply directly at: https://jobs.qualcomm.com/
Diversity Works! | Spring 2008 | 19
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 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/
SAIC For 37 years, Science Applications
International Corporation (SAIC), the
nation’s largest employee owned engineering
and research company, has worked on solving
some of the most complex technical problems
facing our nation and the world – challenges
in national and homeland security, energy,
the environment, space, telecommunications,
health care, and logistics. Our continuous
growth and our success, providing world-class
systems integration, information technology
and eSolutions to customers, worldwide, is a
credit to our staff. And we help our employees
stay the best and the brightest with highly
praised training, education, and professional
development programs.
Apply at www.saic.com/career/find.html
Recipient of the Urban League’s
2008 President’s Award For Diversity
20 | Spring 2008 | Diversity Works!
 Diversity Works! Employer Partners
 Directory
The San Diego Sheriff’s
DePT is looking for the best and brightest
individuals – those who have the aptitude
and sense of commitment - those who want
to help their community, and who want to
make a difference. The San Diego Sheriff’s
Department’s goal is to provide the highest
level of professional public service to the
wide range of ethnic and culturally diverse
groups that make up San Diego.
www.sdsheriff.net/jobs/
San Diego Gas & Electric
Diversity is not only a corporate commitment
to respect the differences among people, but
also the recognition that those differences are a
strength. Diversity is a source of power that has a
positive effect on our customers and helps us to
make the most of business opportunities. People
are at the heart of Sempra Energy’s strategic di-
versity policy: people committed to taking bold
action to create a work environment where com-
petence is recognized and celebrated, without
respect to gender, race, age, sexual orientation,
national origin, physical ability, religious beliefs,
personal preferences or life experiences.
www.sdge.com/careers or
www.sempra.com/careers.htm
San Diego Jobs The ideal candidate
for the San Diego Union Tribune has the
following attributes: Punctual, Customer
Service Oriented, Team Player, Can Do At-
titude, Media related experience preferred,
but not required
Areas of focus: Custodial, Customer Service,
Clerical/Data Entry, Sales Support, Account
Managers, Pressroom Helpers, And More.
We respect diversity and embrace inclusion.
Cindy Nguyen, Sr. Recruiter
www.signonsandiego.com
San Diego 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

SDSU Foundation has been orga-
nized to function as a self-contained private
corporation, separate from the University,
yet integrated into the goals and programs
of San Diego State University (the Univer-
sity) and responsible for the accomplish-
ment of certain University objectives.
SDSU Foundation is responsible for many
activities that require financial support not
provided by the State. These activities occur
in all three areas of University life includ-
ing: instruction, research and community
service.
www.foundation.sdsu.edu
The Scripps Research
Institute is one of the largest,
private, non-profit research organizations
in the U.S. It has attained recognition as
a center of excellence in a highly focused
branch of research, the nexus of the
structure of biological molecules and their
cellular functions with chemical synthesis.
www.scripps.edu
Recipient of the Urban League’s
2008 President’s Award
For Diversity
Solar Turbines is a world leading
producer of mid-range industrial gas tur-
bines for use in power generation, natural
gas compression, and pumping systems. It
provides full product support, equipment
supply, financing, plus installation and op-
eration and maintenance capability. http://
esolar.cat.com/solar/
At Sony, we believe that diver-
sity is key to our competitive advantage and
we value the collective strengths of all our
employees. We are proud to be an Equal
Opportunity Employer (EOE), with an
unwavering commitment to Affirmative
Action (AA) for Minorities (M), Women
(F), Individuals with Disabilities (D), and
Veterans (V). www.sonyjobs.com
Southern California
Edison As a global corporation, Edison
International makes every effort to ensure
that our suppliers and work force reflect our
multicultural marketplace. As a community
partner, Edison International works closely
with low-income, minority, and women’s groups
to advance their employment opportunities,
educational needs, and economic development.
Edison International’s commitment to diversity
and equal opportunity is evident throughout
the organization. Minority and female repre-
sentatives currently comprise 25% of Edison
International’s Board of Directors.Edison Inter-
national’s largest operating company, Southern
California Edison, promotes equal opportu-
nity and diversity with leadership programs,
diversity recruiting, and supplier diversity goals.
The result of these efforts is evident in SCE’s
ranking, for the sixth consecutive year.
www.edisonjobs.com

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
Works! magazine, coverage as a featured
force will continue to expand, although at a And the students who attend our workshops
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 “We’re asking you to readiness and diversity we conduct monthly luncheon seminars to
explain the benefits of the DWP initiative
ethnicity.
become a Diversity Works! training, producing
outstanding results. here at The League’s corporate office at 720
Keeping pace
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

Diversity Works! | Spring 2008 | 21

For information on becoming a Diversity Works! Employer Partner

Call (619) 266-6244 or email diversityworks@sdul.org

Starbucks, where diversity is a way of
life. It is the core of our culture and a foun-
dation for the way we conduct business.
Our goal is to attract and retain a work-
force that reflects the world, to develop
policies and practices that fully utilize the
human potential and to create hopes, fulfill
dreams and build equity in our partners,
neighborhoods and communities.
www.starbucks.com/jobs/
Sycuan is more than just a business
enterprise. Sycuan is a community of
people working together toward a common
goal. Whether you work in our beautiful,
state-of-the-art Casino or become a staff
member in one of our other enterprises,
you will be part of the Sycuan family. In
addition to the Casino, Sycuan operates a
Fire Department, Medical Clinic, Dental
Clinic, Day Care Center, Tribal Police De-
partment, Learning Center, and Kumeyaay
Community College. We currently employ
over 2,500 people in a variety of positions,
including casino operations, food service,
security, accounting, facilities, and land-
scaping, just to name a few.
http://www.sycuan.com/sycuan_casino/
human_resources.html
The Hartford We believe that the
broad diversity of our workforce, customer
base and the communities we serve provide
a clear opportunity to create competitive
advantage. We value and respect the unique
characteristics, skills, and experiences that
employees bring to the workplace. On a
daily basis, diversity and inclusion is evi-
dent at all levels in the company in the way
we listen and respond to our customers, our
community and each other.
http://www.thehartford.com/
Union Bank of California
is proud to play an integral role in the many
diverse communities we serve. Our bankers
have the language and cultural skills to help you
with your personal and business banking needs
every step of the way. We make a concerted
effort to support these communities both as a
financial institution and as a good neighbor.At
Union Bank of California, our people are our
greatest asset. Our employees come from many
different backgrounds, bringing with them dif-
ferent experiences and perspectives, which are
the key to our success. We strive to build an em-
ployee group that understands and reflects the
diverse communities we serve through our 319
offices. Our efforts have been recognized by the
U.S. Department of Labor, as well as Fortune
Magazine, who, for two years in a row, ranked
us among the top ten companies for diversity in
the workplace. For more information about our
company’s history, visit our website.

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

UPS We are the world’s largest global
transportation company, operating in more
than 200 countries and territories and
employing 370,000 people worldwide.
The company’s commitment to its
employees has been recognized by several
notable publications including America’s
Best Part-Time Job (Your Money
magazine), America’s Best Companies for
Minorities (FORTUNE magazine) and
Best Company Benefits (MONEY
magazine.)
https://ups.managehr.com/
US Bank A commitment to a diverse
employee Base. It is our goal to recruit,
select and retain the most qualified
employees who represent all segments of
the communities we serve and support. We
cultivate a highly talented workforce by
valuing people for who they are and what
they can contribute.
Viejas Offers employees an exciting
environment with competitive wages and
benefits including:
·Holidays Accrued vacation and sick leave
·Medical, dental, and chiropractic
·Discounted employee meals
·Retirement Plan (401k)
·Quarterly Incentive Plan
If you are offered employment with Viejas
you will be required to complete an Em-
ployment/Gaming License Application and
pass a pre- employment drug and alcohol
test and background screening.
Wells Fargo Bank has understood
the importance of both hiring and retaining
a diverse workforce and serving a diverse
community for more than 150 years.
Our Diversity Mission:
“Wells Fargo Team Members should expect to
work in an environment where each person feels
valued for individual traits, skills and talents,
and has the opportunity to fulfill ambitions and
contribute to the success of the company.” From
senior managers to tellers, 62% of our Team
Members are women, and 29% of our Team
Members are minorities. While these numbers
are positive, we are always working to increase
our diversity. We’re focused on recruiting,
training, and retaining the best and brightest
people today to join our diverse workplace.

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

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

skills and resources in under served com-
munities with the goal to achieve a specific
positive outcome.
Our SVP’s work through The League to
make a hands-on difference. As a Diversity
Works! SVP you help to deliver programs and
services and build the organizational capacity
of the agency.
In turn, we are able to leverage your
investment by offering needed services to
constituents throughout the county in the
areas of education, employment and housing.
Corporate membership with The Urban
League of San Diego County for one year
includes the following benefits:
1. Unlimited job posting and resume
reviews in the Diversity Job Bank for one
year (www.ulsdcjobs.net)
2. Featured Employer in the DW! Job
Bank for the entire year.
3. Corporate logo displayed in special
DW! Partners section on the website
4. Your own web page on our site featur- on a first come first served basis. available to promote your company’s
ing your company’s profile and current jobs. 11. Discounts on booths at the annual efforts via The League’s media channels
5. Live links to other job boards such Career Fair, and at Career Zones held in 17. Eligibility to compete for the
as monster.com or careerbuilder.com, conjunction with other civic events such President’s Award for Diversity and
which automatically pulls the jobs posted as the Heritage Day Parade which usually attendance at The League’s annual Equal
on these other job boards into your profile draws 10,000. Opportunity Awards dinner gala in the fall.
with us. No need to 12. “Hot Job” notices 18. Participation at our monthly
enter the same jobs in sent out via our Employers Diversity Networking
several places. Employment Network luncheons, usually featuring a 30 minute
6. Five featured jobs “We treat our email distribution presentation by a diversity professional on
each year in the Job Bank. corporate members system. diversity related topics of the day.
7. Listing in the 13. Direct marketing 19. National recognition for being
DW! Employer Partners like investors.” to the Urban Market proactive in diversity.
directory in the magazine via our DW! Employ- 20. Access to over 150,000 people of
8. Possible feature ment Guide and email color via our Employment Network.
articles in the DW! magazine about your blasts. 21. Socially connect with communities
company’s diversity outreach efforts. 14. Listing as an Investor in the DW! of color and enhance your cultural
9. Your company profile and job listings Work Readiness Workshops class materials. competency and awareness.
(5) in DW! Employment and Career Guide, 15. Directly recruit graduates from 22. Meet your company ’s EEO require-
a monthly mailing to 300 affinity groups. workshops and receive invitations to ments for outreach and involvement
10. Free booth at quarterly Mini-Career graduation ceremonies. (DOL-OFCCP).
Fairs held at The League’s corporate office, 16. Other promotion vehicles may be

22 | Spring 2008 | Diversity Works!
 Affinity Groups
 Directory
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 Blacks In
Government San Diego Chapter
The Greater San Diego Chapter of Blacks in
Government (BIG), as a 501(C)3, non-
profit, civil rights organization, is dedicated
to eliminating discrimination and racist
acts in all forms, against ALL people, but
especially African-Americans, in all govern-
ment agencies; whether it is a city, county,
state or federal government agencies.
National Society of
Black Engineers
Alumni Extension
NSBE’s mission is to increase the number
of culturally responsible African-American
engineers who excel academically, succeed
professionally and positively impact the
community.
The Multi-Cultural
Convention Services Network
is a destination marketing company that
promotes San Diego as a premier destina-
tion. We match the needs of incoming
conferences and event coordinators with
local business. MCCSN finds the best
venue, whether a hotel, conference center
or unique location, at the best possible
value. Principal Clara Carter is a native and
has over 15 years experience in the hospital-
ity industry.
Students In
Free Enterprise
The Mission of SIFE is to provide college
students the best opportunity to make a
difference and develop leadership, team-
work and communication skills through
learning, practicing and teaching the
principles of free enterprise. Visit: www.
sdsife.com
United Front
for Education
Advocates for quality, equality and parity
for children’s education, providing resourc-
es and support to families, students and
teachers in the community.
Definition: An affinity group is a group of people who share interests, issues, and a common bond or background, and offer support for
each other. These groups can be formed between friends, people from the same community, workplace or organization. We outreach to all affinity
groups to deliver the word about our Diversity Works! programs and opportunities. Affinity Groups can represent a narrow or broad definition of
a dimension of diversity: African-American, Asian, Indian, Hispanic, women, veterans, the disabled, the gay and lesbian communities, to name a
few. In fact the list is endless. Become an Affinity Partner by joining today. We’ll add your group to our distinguished list of members.
NAACP Metro NAACP Metro
San Diego Branch North County Branch
The mission of the National Association for The mission of the National Association for
the Advancement of Colored People is to the Advancement of Colored People is to
ensure the political, educational, social and ensure the political, educational, social and
economic equality of rights of all persons economic equality of rights of all persons
and to eliminate racial hatred and racial and to eliminate racial hatred and racial
discrimination. discrimination.
Greater San Diego Business Warm Spirit
Development Council Independent Consultants
Its mission is to expand business opportu- Warm Spirit is a culturally diverse, self-care
nities for minority business enterprises and network marketing company, specializing
create mutually beneficial links between in spa-quality, aromatherapy products and
corporate members and minority business herbal remedies. Having surpassed $14
enterprises. The ultimate outcome is to add million in sales in 2005, Warm Spirit was
economic value to the supply chain while recently voted “Emerging Company of the
increasing economic opportunities for the Year” by Black Enterprise. “The heart and
minority business community. soul of Warm Spirit is empowering people
Visit us at: www.gsdbdc.org to care for themselves and to nurture their
potential within.”
The 100 Black Men Black Business Association
of San Diego of San Diego County
An affiliate of the 100 The vision of the BBASD is to be recog-
Black Men of America, nized as the preeminent small busines-
this group improves the quality of life of sadvocate, help black-owned and other
San Diego city residents we serve. Our pro- minority-owned businesses play an in-
grams enhance educational and economic creasing role in the economy of San Diego
opportunities for African-Americans, and County through networking, training
African American youth in particular. and other resources. To learn more about
1240 AM The Diamond Business
Soul of San Diego Improvement District
The neighborhood radio station is an advocate group that works within a
that plays gospel, contemporary, designated, City of San Diego sanctioned
inspirational, traditional, quartets, old school area to encourage business development.
and Caribbean gospel, is the latest musical The DBID enhances business success
offering from the San Diego’s black commu- through leadership, development and
nity. The station is located in East San Diego, resources, with the primary objective of
at 6134 Benson Avenue, San Diego, California igniting potential through education. www.
92114, Office: (619)841-0180; Sales Office: diamondbid.org
(619) 527-1246; Fax: (619) 266-1408

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
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)
800-426-3660
Diversity Works! | Spring 2008 | 23
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 | Spring 2008 | Diversity Works!
 Small Business
Baby boomers start more
small business in 2008
I f you’re a baby boomer about to retire, an
employee worried about recession or are
simply frustrated by making someone else’s
dreams come true, chances are you’ll start a
small business in 2008.
According to a recent AARP study, only
20% of retiring baby boomers plan to stay re-
tired. AARP research consistently found that
so-called “retirees” plan to continue work-
ing, at least part-time, past the traditional
retirement age of 65. In 2006, the number of
workers older than 55, including those who
are self-employed, reached a record 24.6 mil-
lion (one-fourth of them were 65 or older).
The surge in non-retired retirees is growing
and not slowing down any time soon.
In addition, the economy is current-
ly showing signs that it is slowing down.
Whether you talk to Wall Street or the For-
tune 500, no one is willing to eliminate the
possibility of recession. The ongoing mort-
gage and credit crisis, as well as slowing pay-
roll growth and two-year record-high unem-
ployment, are fueling the mood
Whether you are a retiring baby boomer
or a recession-motivated entrepreneur, start-
ing a small business is a popular and reward-
ing choice. Each year, more than 671,800
small businesses open their doors. The
50-plus crowd now accounts for about half
of all small-business owners, according to the
U.S. Small Business Administration.
So, where do you turn?
Many resources are available to help newly
formed small businesses succeed. One option
is the one-stop resource called ZANA Net-
work, which combines an online marketplace
with essential business services and all the
information a small business would ever need
to know. Sellers can advertise their products
and services worldwide and buyers can find
anything they need.
ZANA Network has information ranging
from business structure to legislative impact
and from finding new business in the form
of 7,000 government contracts to 101 tips on
how to successfully market your company.
In addition, the company offers access to mi-
croloans from $5,000-$25,000, with money
arriving in as few as 72 hours, as well as vari-
ous other business loans ranging up to as
high as $2 million.
“2008 represents significant economic
change for America as we begin to adjust to
72.8 million retiring baby boomers, an unsta-
ble economy and an election year,” said How-
ard Keating, ZANA Network founder and
CEO. “We exist to provide stability for small
businesses through direct access to essential
resources to start, build, maintain and grow
successful businesses.”
Learn more, visit www.zananetwork.com.
The Small Business
Advisory Council will
assist Urban League
The Small Business Advisory Council (SBAC)
will advise the Urban League on the types
of services that will be helpful for small
business owners, and will provide a small
business perspective to guide them in their
decisions about public policy and economic
development. The council will also advise
the Mayor of the City of San Diego on how
the city can effectively serve the needs of
the small business community in terms of
policies, procedures, and services offered.
The goal of the Small Business Advisory
Council is to provide education, advocacy
and business-development connections for
small-businesses in San Diego. The Urban
League has a long-standing reputation for
advocating for small business, particularly
when it comes to helping these companies
make connections.

For information on the Diversity Works! Small Business, call (619) 266-6244 or email diversityworks@sdul.org
Jump start your business
think local and prosper
One of the best ways to jump-start any business is to
take advantage of local resources. Some of your best business
opportunities may be found in your hometown. Here are a
few tips to get you started:
1. Don’t just advertise in the newspaper your neighbors read,
work to get some free publicity by holding events or taking
part in community charity events.
2. Join the chamber of commerce in your area. It’s a great
place to network and get the word out about your business.
3. Get listed in a “Local Search” service online. A study
performed by comScore Networks found that local search
grew 20% this year, 40% faster than searches on Google,
Yahoo, MSN and other broader search sites.
Score also reports that 63% of the online population (109
million users) is conducting local searches on a monthly basis.
About half of all users take their local search to the next level
by visiting a merchant they found via such search engines.
Research has found that consumers typically spend about
80% of their income within 50 miles of their homes and
that about 30% of all Internet searches are commercial. For
the search provider, this involves providing efficient search
algorithms and solid local Web indexing technologies that can
help connect the searching customer to the company.
Here’s what the small-business owner needs to do:
1) Determine who your customers are and what they want to
buy and when.
2) Determine the key words these customers use when trying
to find the product or service your company provides; fill your
web site (if you have one) with these keywords and make them
part of your core marketing blueprint.
3) Add fresh content to your web site regularly, including
information on new products or services, as well as new and
continuing specials.
4) Make it easy for your company to be found by using the
marketing tools offered by your search engine provider to
improve your online marketing presence, typically at very
little or sometimes no cost. Explore all the available options
for local search related online advertising to maximize your
web presence.
5) Do several searches as if you were a customer looking for
your products/services to confirm that you’re listed and that
the information is correct.
For more details, call Local.com at (888) 854-6728 or visit
www.local.com.
Businesses can attract customers by getting listed in a
“Local Search” service online. For more details, call Local.
com at (888) 854-6728 or visit www. local.com.
Diversity Works! | Spring 2008 | 25
Tax tips for young
professionals
April 15th will be here before you know it, and clients usually
ask us about some last-minute tax tips to minimize their tax
bills. As a result, here are a few of our favorite strategies to
save you time, money, and mental stress.
1. Get Some Credit for Retirement
Stay aware of tax benefits for investing money in a 401k
account—your dollars are invested pre-tax, and income taxes
are deferred. The Retirement Savings Contribution Credit can
be worth up to $1,000 based on your adjusted gross income is
designed to help some wage earners save more for retirement.
2. Make it Virtual
Consider filing your taxes online this year. IRS is extending
its free E-file system of federal tax returns for individuals with
an AGI less than $54,000. Not only will you save money on
filing fees, but your tax refund generally arrives faster and the
likelihood of filing errors is reduced.
3. Give Thanks, Get a Deduction
Contributions of cash and property more than $250 are
deductible if they are made to “qualified organizations” as
defined by the IRS.
4. Recognize Your Small Business
Did you receive side income for small business services ren-
dered. If so, be sure to deduct all expenses directly related to
your operations, marketing, fees, even pens and pencils. These
are all qualified business expenses and should be written off.
5. Plan the Entire Year
Keep proper ongoing tax records, maintain a special location
for stashing your receipts, and throughout the entire year,
be sure to clearly document all transactions that will have a
tax effect. Remember, tax planning is a year-round endeavor.
Don’t be like our clients who regularly bring in piles of tax
documents in January and February.
26 | Spring 2008 | Diversity Works!

Entreprenuerial contest gets

“You Be the VC,” sponsored
by Bang Ventures, a networking

support from successful

support services company, says the
contest isn’t a beauty pageant; it’s
an effort to allow great ideas to

business models like Google become great companies. The real

reward is the experience and sup-

A contest which gives entrepreneurs the opportunity to pitch their business ideas before port—financial and otherwise—to
the likes of Google’s Marissa Mayer, the Red Sox’s Curt Schilling and the world, is build your own company.
underway entitled “You Be the VC”. Three idea driven individuals will walk away with not Bang Ventures helps smart and
only investment dollars, but a functioning company supported by some of the best business driven people co-found fantas-
advisers, accountants, lawyers and marketers in the world. tic new companies, providing
In the process, a vibrant community for start-ups and those interested in investing in them, entrepreneurs with a roof over their
partnering with them, working for them or beta testing their services will develop. The three heads, mentoring, a deep network
candidates will be able to brainstorm, get new ideas and meet potential new business partners, of contacts, marketing support,
investors and employees. professional services and other
The contest site is a community and utility that will grow in its own right over time. It’s a technical support, as well as pos-
network where people interested in entrepreneurship, start-ups, investing and hot new tech- sible funding options.
nologies will congregate to discuss ideas, collaborate, look for jobs and perhaps take part in The firm gets into the projects at
future contests. the inception phase, evaluating opportunities and empowering entrepreneurs to develop strong
The deadline for the “You Be the VC” open call for entrepreneurs to submit their ideas for personal driven companies.
the new start-ups ended on Feb. 1, 2008. Now the public will ultimately decide which three To get more information on “You Be the VC” visit the web site at www.youbethevc.com.
companies will get start-up funds and resources. The “launch pad” will include:

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

• Legal counsel from Foley & Lardner;
• Financial and accounting advice from Deloitte & Touche;
• Start-up capital from Bang Ventures, an investment firm focused on early-stage emerging
technology companies; and
• Stipend to live and work in the Boston area for three months.

In addition to representatives from the above-named companies, contest judges will include
Robert Balke, corporate adviser, Forge Partners; Tony Perkins, founder and editor in chief,
AlwaysOn; Jason Pontin, editor in chief and publisher, Technology Review; Bambi Francisco,
CEO, Vator.tv; Keith Rabois, co-founder, Slide.com; Leah Culver, co-founder, Pounce; Craig
Walker, co-founder, GrandCentral; Rob Norman, CEO, Group M Interaction Worldwide;
Jim Fowler, CEO, Jigsaw; Marissa Mayer, vice president, Search Products & User Experience,
Google; and Curt Schilling, founder and chairman, 38 Studios.
 Diversity Works! | Spring 2008 | 27

Upcoming Small Business events...

Small Business Loan Day • Build Personality Into Your Business
Learn more about SBA financing, and alternatives. This • Make Customers Chase After You
month’s featured lender: San Diego National Bank. • Build Your Reputation and Prestige
Date: April 24 • Achieve Top of the Mind Status
Time: 12:00 P.M. – 2:00 P.M. • Develop Effective Personal Branding Materials
Cost: $20 per person • Pre-sell Prospects Before They Call
To register, call (619) 482-6391 or visit www.sbditc.org • Overcome Sales Resistance
• Package Your Expertise
Import/Export Seminar Date: April 26
USDOC, SBDITC, SCORE, FedEx, DHS and SBA Time: 9:30 A.M. – 11:30 P.M.
present the basics of international trade: documentation, Cost: $49.00 On-site
logistics, financing, free online resources available, etc. REGISTER EARLY - Seating is limited
Date: April 24 Presented by SCORE San Diego, call: 619-557-7272 for more information
Time: 9:00 A.M. – 4:00 P.M.
Cost: $69 per person in advance, $79 at the door Financial Management Seminar
To register, call SCORE at (619) 557-7272 This seminar will cover budgeting & forecasting, record
keeping, financial reports, and much more.
Personal Branding How to Turn Yourself into a Star in Your Field Date: April 30
Learn Money-Generating, Client-Grabbing Techniques Time: 9:00 A.M. – 12:00 P.M.
Every Entrepreneur Should Know! Cost: FREE!
You will learn how to use these tactics to: This seminar is sponsored by California Southern.
• Attract New Clients Seating is limited: to register, call Teresita at (619) 232-7771

and upcoming Career Fairs in San Diego

Monster Job Fair Fourth District Job Fair Barbara E. Webb Diversity Works Jobing Career Expo
April 2, 2008 April 17, 2008 Career Fair/ Expo May 28, 2008
Holiday Inn San Diego On The Bay South Metro Career Center April 24, 2008 San Diego Convention Center
1355 North Harbor Drive, San Diego 4389 Imperial Avenue, San Diego San Diego Concourse 111 West Harbor Drive, San Diego
11:00 am - 2:00 pm; http://www.nationalca- 4:00 pm - 7:00 pm 202 “C” Street, San Diego 12:00 pm - 5:00 pm; http://sandiego.jobing.
reerfairs.com/monster/job_fairs/details/CA/ AngelaW@workforce. 10:00 am - 4:00 pm com/
San_Diego/April/2/2008/ http://www.sdul.net/sdul/html/
modules.php?op=modload&
Military Job Fair name=cpage&file=preview&id=136 CareerBuilder Job Fair
Healthcare Job Fair April 23, 2008 June 11, 2008
April 8, 2008 MCAS Miramar Scottish Rite Masonic Center
DoubleTree Mission Valley Career Resource Center Bldg. 5305 - Cuyamaca College East County 1895 Camino del Rio South, San Diego
7450 Hazard Center Drive, San Diego Miramar Room, San Diego Career & Job Fair 10:00 am - 3:00 pm
10:00 am - 3:00 pm 10:00 am - 1:00 pm May 6, 2008 http://www.careerbuilder.com/Job-
http://sdjobs.signonsandiego.com/jobfairs/ http://www.taonline.com/militaryjobfairs/ Cuyamaca College Seeker/CareerFairs/CareerFairDetails.
healthcare_0408.cfm 900 Rancho San Diego Parkway, El Cajon aspx?cfid=SDJune08&sc_cmp1=JS_CF_Fair_
9:30 am -12:30 pm; http://www.cuyamaca. SDJune08
Hospitality Career Fair edu/careerserv/career_fair_gen.asp
Cal State San Marcos Career Expo April 23, 2008
April 10, 2008 San Diego State University - Centennial Jobing Career Expo
Kellogg Library Plaza Walk Way San Diego Workforce Partnership August 28, 2008
333 S. Twin Oaks Valley RD, San Marcos 5500 Campanile Drive, San Diego South Bay Career Fair San Diego Convention Center
10:30 am - 2:00 pm; http://www.csusm.edu/ 10:00 am - 2:30 pm; http://www.jobfairsand- May 10, 2008 111 West Harbor Drive, San Diego
careers/jobfair/jobfair.html iego.com/ Turning The Hearts Center 3 12:00 pm - 5:00 pm, http://sandiego.jobing.
45 Fifth Avenue, Chula Vista com/
9:00 am - 1:00 pm
City of Oceanside - Teen Fest Teen Job Fair AngelaW@workforce.org
April 12, 2008 April 24, 2008 Jobing Career Expo
City of Oceanside Teen Expo La Mesa Community Center November 5, 2008
300 North Coast Highway, Oceanside 4975 Memorial Avenue, La Mesa San Diego Convention Center
10:00 am - 2:00 pm; http://www. 4:00 pm - 7:00 pm http://www.ci.la-mesa. 111 West Harbor Drive, San Diego
ci.oceanside.ca.us/datarelation. ca.us/index.asp?NID=800 12:00 pm - 5:00 pm
aspx?Content=233 http://sandiego.jobing.com/


28 | Spring 2008 | Diversity Works!
Career Development
Employment matchmakers:
pairing people and work
Workers want jobs, and employers need workers.
Matchmakers help bring the two groups together.
by Elka Maria Torpey
Welcome to the 21st-century
workforce: It’s dynamic and productive—
and constantly in flux. Data from the U.S.
Bureau of Labor Statistics (BLS) illustrate
the employment mobility of our society. In
January 2006, for example, workers reported
having been with their current employer for a
median of only 4 years. And about 10 million
workers changed occupations between Janu-
ary 2005 and January 2006.
“There are differences in the way we work
now,” says Annette Summers, executive direc-
tor of the Association of Career Professionals
International. “People used to join a company
and stay there for their entire careers.” Today,
she says, both workers and employers expect
change over a period of time.
But that expectation doesn’t always mean
change is easy. So, when switching jobs or
finding new workers, many job seekers and
employers turn to professionals for help.
And that creates opportunities for employ-
ment matchmakers. Some matchmakers,
such as career and vocational rehabilitation
counselors, provide job seekers with career
guidance or job-hunt­ing advice. Others, such
as recruiters and human resources managers,
help employers find workers. Such divisions
aren’t always so clear, however, and some
matchmakers assist both groups.
This article focuses primarily on em­
ployment matchmakers who interact directly
with job seekers, hiring managers, or both. It
describes the occupations on both sides of an
employment match, explains where employ­
ment matchmakers work, and reveals what
skills are needed to succeed in these careers
Employment advice matchmakers give
expert advice to job seekers. Sometimes, the
advice helps job seekers find work. Other
times, it’s career help. The goal remains the
same: matching the job seeker to a job.
Employment advisors, who often work as
counselors, are experts in using and providing
career and labor-market information. They
might show people how to find job postings,
teach them about networking and about writ­
ing resumes and cover letters, or coach them
on preparing for an interview.
Advisors also help people develop a plan
of action for their job search. When giving
career advice, these work­ers match a client’s
interests and abilities to employment op-
portunities. To do this, they might talk with
a client about previous work experience and
education, likes and dislikes, and career goals.
They also give assessment tests to reveal the
client’s strengths, prefer­ences, and possible
career options.
Finding an appropriate job fit involves
explaining the work tasks and requirements
of occupations and industries. In some cases,
employment advisors recommend that clients
get additional training. Advisors also suggest
resources that can help clients learn more on
their own. And knowledge of the local labor
market helps advisors steer their clients to­
ward careers that have good prospects.
Employment advisors work with people
who have a variety of backgrounds and
experience levels. Frequently, their advice is
tailored to a particular type of client, such
as students, managers, or job seekers with
special challenges. Some advisors meet with
their clients primarily one-on-one; others
present information to small or large groups.
They may help run career centers, or organize
workshops, semi­nars, and job fairs.

For information on the Diversity Works! Job Bank, call (619) 266-6244 or email diversityworks@sdul.org
Advisors help job seekers in many ways.
But their work also depends on collaboration
with their clients. “I see so much opportunity
and so much potential for people, but it’s up
to them,” says outplacement specialist Jayne
Mattson of Westborough, Massachusetts.
“My job is to try to instill in them some
lifelong career management skills.
“Sarah Wilson, a career counselor at a
community college in Charlotte, North
Caro­lina, echoes that philosophy. “I really
want my students to be ready to go out and
get jobs,” she says. “I give them suggestions
and ideas, but most importantly, I teach them
how to find information themselves.”
The following discussion of job duties helps to
highlight key distinctions between different types
of employment advisors.
Career counselors
By applying counseling and career develop­
ment principles, career counselors lead their
clients toward an employment match. These
workers, like all counselors, help people
make decisions and offer advice for dealing
with problems. Career counselors usually
work individually with clients. A counselor’s
knowledge about people’s personalities and
preferences, and how those fit into the world
of work, gives them a foundation for linking
people with professions.
Career counselors strive to help people
improve their well-being through work. Some
people, for example, might be unhappy in
their current jobs. A career counselor assists
these clients in identifying what about their
occupations or workplaces clashes with their
personalities—and what might be a better fit.
Other clients have limited work experience
and need help deciding on a career to pursue.
To give people a better understanding of
work options, career counselors often apply
career development theories and tools. For
example, many counselors use occupational
codes to divide personality types and work
environments into six categories: realistic,
investigative, artistic, social, enterprising, and
conventional. After developing a personal
profile of a client, a career counselor might
suggest that he or she use the occupational
categories to explore career possibilities.
All employment advisors of­fer similar
guidance, but career counselors can provide
other kinds of advice, such as mental health
counseling, when needed. As a result, career
counselors usually need at least a master’s
degree with a specialization in career counsel-
ing, community counseling, or one of several
related fields. A degree in counseling usually
requires supervised experience, together with
specialized course­work.
Many students complete internships
and part-time jobs in career centers to gain
hands-on understanding of the work and
im­prove job prospects. In some cases, career
Teaching individual and organizations how to manage change, set and
achieve goals, lead more effectively and think in ways that create success.
counselors must be licensed or certified. State
licensure boards or prospective employers can
provide more information on equirements.
Moreover, voluntary credentials offered by
the National Career Development Associa-
tion help coun­selors demonstrate proficiency
in the field. Some people work in other
fields before developing an interest in career
counseling. A recruiting or human resources
background can be especially beneficial.
Vocational rehabilitation counselors
Vocational rehabilitation counselors work
with job seekers who have disabilities. This
collaboration often involves first identifying
client impairments and then helping them
through any challenges they may face in
find­ing a job. Workers who give employment
advice have expert knowledge of career and
labor-market information. These counselors
understand how dis­abilities affect what peo-
ple do for a living. Some vocational rehabili-
tation counselors specialize in working with
a specific group of clients, such as those who
have a brain injury or visual impairment.
Counselors who work for publicly funded
facilities, such as state vocational rehabilita­
tion agencies, must first determine whether
the job seeker requesting services is disabled.
During this evaluation, vocational rehabilita­
tion counselors study the job seeker’s medical
or psychological records to confirm the exis-
tence and degree of his or her disability.
Vocational rehabilitation counselors
help each client identify work that he or she
might like to do and some ways to eliminate
or reduce obstacles to employment. For ex-
ample, they often teach clients about adaptive
tech­nologies and workplace accommodations
required by the Americans with Disabilities
Act. If a disability prevents someone from
doing the work that he or she has previously
performed or if a client has a limited work
history, vocational rehabilitation counselors
might focus on training options or transfer-
able job skills.
These counselors might also work directly
with employers or refer clients to job place­
ment specialists, helping them to identify
job opportunities and to place clients in jobs.
When necessary, vocational rehabilitation
counselors assist their clients in locating other
resources, such as those providing medical
care or housing. And they frequently main-
tain contact with clients during job training,
place­ment, and other assistance to ensure that
the arrangements are appropriate.
Vocational rehabilitation counselors must
meet specific educational requirements. These
include either a master’s degree in rehabilita-
tion counseling or a bach­elor’s degree in a
related field—such as social work, counsel-
ing, psychology, or special edu­cation—and
additional coursework. Licensure may be
required, and State licensure boards can offer
more information on what is needed to work
in a particular setting. Knowledge of disabili-
ties and the abil­ity to work with a variety of
populations are important qualifications.
Other skills, such as proficiency in sign
language for working with people who
are deaf or hard of hearing, might also be
required. Vocational rehabilitation counselors
often gain work experience by completing
intern­ships. Counselors learn many of the
occupa­tion’s practical skills by watching
peers, and ongoing training helps these work-
ers keep current on the latest laws, accommo-
dations, and counseling techniques. Profes-
sional certification is also available.
The most commonly required certifica-
tion, for rehabilitation counselors, is of-
fered by the Commission on Rehabilitation
Counselor Cer­tification, although specialized
credentials are available as well. Contact
prospective employ­ers to find out which kind
of certification they require or prefer.
Other employment advisors
Matching workers to employment options
doesn’t always require a degree in counsel­
ing. Employment advisors who provide career
guidance have a variety of job titles and du­
ties, including the following:
• Career coaches often have a broad range
of clients and a broad focus. Although some
career coaches help job seekers ex­clusively,
others provide guidance to both job seekers
and workers. These career coaches might help
workers progress in a current job by teaching
them a variety of life skills, such as time man-
agement or interpersonal commu­nication.
Career coaches are often self-employed.
• Career development facilitators usually do
not have a bachelor’s degree in counseling,
but they do receive special train­ing. Their job
duties and skill levels range from providing
career information services to assisting coun-
selors. These workers may have different titles,
including job placement specialist. Many of
them are employed by community or govern-
ment agencies, such as One-Stop Career
Centers or schools. Others work for staffing
firms or employment place­ment firms.
• Career management professionals also
provide employment advice, but they usually
work with clients who have more ex­perience
or higher earnings. Their job duties are often
similar to those of career counsel­ors—and,
like career development facilitators, their job
titles vary. These workers are more likely than
other career advisors to work for themselves
or for employers.
• Out placement specialists work with indi-
viduals who have been, or are about to be,
laid off from their jobs. These specialists often
help workers through their initial reaction
to a job loss, and they help them to consider
Diversity Works! | Spring 2008 | 29
other employment options. Some work for
out­placement firms or employers; others work
for non-profits or public agencies.
None of the preceding jobs requires a
degree in counseling, but the educa­tion and
training needed for these employ­ment advi-
sors varies. Most have some college education.
Others, such as career manage­ment profes-
sionals, have a master’s or higher degree in a
field such as psychology or human resources
management. Many also receive special train-
ing to administer career assess­ment tests.
Related experience is helpful for these
workers, as it is for all employment advi­sors.
Previous work at a staffing firm or as a re-
cruiter, for example, could give them insight
that helps them better serve their clients.
Voluntary credentials are available for
career development facilitators through the
National Career Development Association.
Other certification or training programs
exist, but experts stress the importance of
evaluat­ing a program’s focus and reputation
before signing up.
Help wanted: Finding workers
Matchmakers whose clients are employers
concentrate on planning for and locating suit­
able workers. To succeed, these matchmakers
must keep abreast of trends in employment
and the labor market, and they know what
skills are required in different occupations.
Also, when filling specific job openings, they
need to be aware of what their clients want.
Employer-sided matchmakers often meet
with hiring managers to help determine the
types of workers the managers need—or will
need. Sometimes, to prepare for future needs,
this planning occurs before employers have
any job openings. But often, job searches
must be done quickly, which adds to the
chal­lenge of making a good match.
“To get the right person takes time,” says
human resources manager Tracy Staley of
Bethesda, Maryland. But, she adds, a delib­
erate approach to finding workers doesn’t al-
ways mesh with employers who are in a hurry.
“It can be very fast paced and demand­
ing, because a lot of times managers want
someone right away.”
Instead of being a deterrent, however, such
intensity is an attraction for many match-
makers. When George Fleming, a career
coach in Phoenix, Arizona, worked as an
ex­ecutive recruiter, acting quickly from start
to finish was one of the things that he liked
best about his job.
“The pace of putting the deal together,
getting both parties to agree—it’s exciting,”
he says. Another draw for these workers is
seeing how influential their efforts are. “You
really have a direct effect on the business, and
See M atchmakers on Page 31
30 | Spring 2008 | Diversity Works!
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As a minority, it is essential to recognize the important
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To assist you in becoming “diversity-friendly,” The
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All attendees will receive a seminar workbook contain-
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Capacity is 40 students per class. Please call
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M atchmakers
continued from Page 29
you get to see that,” says Staley. “If you can’t
fill jobs, you see the negative impact. If you
fill them with good people, you see the posi-
tive results. And you learn a great deal about
the business.”
Recruiters, human resources managers,
and employer liaisons are three occupations
in which workers help employers with their
planning and staff-search tasks. The specifics
of what these workers do vary, but the pages
that follow describe how they each have a
special role in ensuring that employers’ work­
force needs are met.
As matchmakers on the front lines of
hiring, employment recruiters communicate
directly with potential workers. One part of
recruit­ers’ jobs is to identify candidates for
employ­ment. To do this, they might search
online job boards or resume banks, attend job
fairs, network, or make “cold calls”.
Recruiters then talk to candidates about
available job openings and answer ques­tions
related to the positions. In these discus­sions,
recruiters help promote the company and
get candidates interested in applying for or
accepting a job. Another element of many
recruiter’s jobs is screening applicants.
These recruiters stay involved in the selec-
tion process by reviewing resumes, conduct-
ing interviews, and recom­mending strong
candidates to employers. Some recruiters
verify character references or arrange for pre-
employment testing or back­ground checks.
There are different types of recruiters.
Of­ten, these workers are classified on the
basis of whom they work for or whom they
recruit. For example, corporate or in-house
recruiters work directly for the hiring employ-
er; third-party recruiters work for the hiring
firms that employers contract with to help
fill positions. Some third-party recruiters are
further classified as either “contingency” or
“re­tained” recruiters, terms that refer to the
way their recruiting firms are paid.
Contingency recruiters must work quickly,
because mul­tiple recruiting firms often
compete to fill a particular position and the
only firm paid is the one that finds the new
candidate. Re­tained recruiters usually have
more time and often interview candidates
more extensively, because their firms are paid
regardless of whether someone is hired during
the search process.
Another way to classify recruiters is by
the types of workers they recruit. Entry-level
recruiters focus on bringing in inexperienced
people, often by recruiting at colleges and
universities. Technical recruiters, sometimes
called search professionals, look for people
with expertise in fields such as electrical engi­
neering and computer science. And executive
recruiters, also called headhunters or execu­
tive search consultants, specialize in finding
leadership candidates who typically have
considerable experience and earnings.
Still other workers—for example, em­
ployment interviewers, also known as staff­ing
coordinators or workforce development
specialists—do tasks that are similar to those
done by recruiters. Like recruiters, these
workers recommend job candidates to em­
ployers. However, unlike recruiters, employ­
ment interviewers do not usually seek out job
seekers. Rather, job seekers come to them at
an employment office, staffing firm, or some
other type of employment assistance location.
Many employers prefer to work with
recruiters who have a bachelor’s degree; some
employers even require the re­cruiter to have
one. Human resources manage­ment and
business are especially helpful areas of study,
although almost any type of degree helps
recruiters to qualify. Some employers seek
recruiters who have the same background or
degree as the candidates they hope to hire.
And recruiters often receive training regard-
ing company-specific hiring criteria.
Experience in customer service, hospi­
tality, sales, marketing, staffing, or human
resources provides a good background for
recruiters. Some start out as recruiting
asistants, researchers, or sourcers, helping
recruiters to review resumes, identify poten­
tial candidates, or do other basic tasks. Less
experienced recruiters often begin by filling
entry-level jobs. Recruiting for higher level
workers usually requires more experience.
Several types of voluntary certification are
available from the Society for Human Re­
sources Management.
Human Resources Managers
Human resources managers specialize in
a number of areas, many of which are not
related to employment match making. Those
human resources managers involved in staff­
ing, however, help with workforce planning
and recruitment. Their specific job titles vary,
but many of these workers are categorized as
employment and placement managers.
In assisting with workforce planning,
human resources managers might meet with
hiring managers and others in a company to
learn more about expected areas of personnel
growth and attrition due to retirement, pro­
motions, transfers, or other changes. Human
resources managers also consider external fac­
tors, such as overall labor market conditions.
Often using workforce planning software,
managers analyze the information they have
collected and create estimates of short and
long term hiring needs.
To help employers develop a strong
workforce, human resources managers might
provide guidance about the types of workers
employers should hire, perhaps by writing
or revising job descriptions. Some human
resources managers develop an employer’s
recruiting strategies, which may involve
deciding which applicant sources to target or
recommending new approaches after evaluat­
ing cost and employee retention.
Human resources managers keep up to
date on hiring practices, employment trends,
and labor and employment laws. They also
keep abreast of human resources issues linked
Diversity Works! | Spring 2008 | 31
even indirectly to employment match mak-
ing; for example, human resources managers
must understand compensation and benefits
struc­tures to ensure that they find and retain
good workers in a competitive market. And
some human resources managers oversee a
staff of recruiters, reviewing their selections of
final candidates.
Human resources managers commonly
have a bachelor’s and, sometimes, a master’s
degree in business, human resourc­es manage-
ment, or a related field. Related work experi-
ence is also usually required, and optional
certification is avail­able. These workers might
have a background in recruiting or in other
areas of management, human resources, or
staffing. Like many man­agers in other fields,
most human resources managers work their
way up to their positions.
Employer Liaisons
Employer liaisons work for staffing firms or
other organizations that offer human resourc-
es or job placement services. Liaisons work
directly with an employer, either to promote
the staffing firm’s services to the employer or
to ensure that its services are being offered to
the employer’s satisfaction. Some positions
involve sales and marketing tasks; others re­
quire extensive account management. But all
employer liaisons either develop or maintain
employer contacts.
Job titles for these workers vary and
include business services representative,
business liaison, account representative, and
employer relations coordinator.
Many employer liaisons help to forge new
relationships between their organization and
employers who have job openings or other
hu­man resources needs. They might market
their organization’s match making services by
being involved in local chambers of com-
merce or attending meetings and events for
human resources professionals. Those who
seek out new business typically do a lot of
networking and other types of sourcing to
identify em­ployers who might be interested in
using their services.
Employer liaisons also manage existing
relationships with employers. They might,
for example, educate employers about how
or where to find job candidates and answer
ques­tions that employers might have about
place­ment services.
Some of these workers are contact per­sons
for managers who hire applicants. Others
help managers when problems arise with
the contract or temporary workers provided
by a liaison’s firm. Although most employer
liai­sons don’t help to place individual job
candi­dates, they often pass along information
about the candidate to others.
Educational requirements for employer li-
aisons vary, but most have a bachelor’s degree.
Work experience helps employer liaisons
understand a company’s perspective. Par­
ticularly valuable is work in sales, market­ing,
customer service, recruiting, staffing, or
human resources. Being well connected to
the business community is also beneficial.
See M atchmakers on Page 32
32 | Spring 2008 | Diversity Works!
M atchmakers
continued from Page 31
Matchmaker profile
Employment matchmakers are
usually outgo­ing. Many enjoy
networking and are good listeners.
And most matchmakers are able to
successfully juggle several things at
once. “You have to be really good
at multitasking,” says rehabilita-
tion counselor Abby Swider of
Wilmington, Delaware. “The most
challeng­ing part is managing every-
thing and being organized.”
The specific abilities required
may differ by job, but having good
people skills is a common denomi-
nator. “There’s an intangible side
to what we do,” says career coach
George Fleming. Employment
matchmakers not only look at job
descriptions, he says; they also con-
sider whether someone’s personality
fits a particular occupation or posi-
tion. Recruitment and staffing firm
vice president Claudette Cunitz of
Dearborn, Michigan, agrees: “You
need to read human behavior.”
Most employment matchmak-
ers cite the diversity of the people
they come into contact with as one
of the best parts of their jobs. “I’m
always talking with and meeting
differ­ent people,” says business
liaison Pat Richards of Sunnyvale,
California. “That makes my job
very interesting.”
But working with people can
also bring frustration, because suc-
cess often depends on the motiva-
tion of others. “It can be really
challenging when people won’t or
are unwilling to do what needs to
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be done,” says Jayne Mattson, an
outsourcing specialist.
Employment matchmakers
enjoy helping others, and their work
often has an impact on people’s
lives. Mattson, for example, assists
workers who have been laid off, and
she says, “It’s so wonderful watch-
ing people find out that there is life
after the company they left. At the
most difficult time, you help.”
Career counselor Sarah Wilson
expresses similar job satisfaction.
“I enjoy feeling like I’m making
a difference,” she says, “and that
I’ve helped someone to get a job he
might not otherwise have gotten,
or to consider occupa­tions that he
might not have thought of.”
Even those who don’t work di-
rectly for job seekers still help them
every day. “The best part for me is
the fact that you’re selling oppor-
tunities,” says corporate recruiter
Marie Artim of St. Louis, Missouri.
“You’re helping someone to start her
career. She’ll always look to you as
the person who did that for her.”
Settings and salaries
The varying job duties and require-
ments of matchmakers often de-
pend on where they work and can
affect what they earn.
For example, a matchmaker’s job
duties might differ because of the
size of the estab­lishment in which
they work. Larger orga­nizations
are more likely to employ human
resources managers who special-
ize in match making tasks; smaller
organizations often hire human re-
sources managers who have broader
knowledge of employment-related
issues. And in smaller organiza-
tions, it’s often common for workers
to start out in entry-level positions
and move up to higher level posi-
tions as they gain experience.
The type of establishment, as
well as workers’ experience levels
and job duties, can also affect
matchmaker earnings—even
within the same occupation. For
example, the pay structures at cer-
tain types of recruiting firms might
lead to income instability for some
re­cruiters: Firms that are paid only
for success­f ully placing job candi-
dates might be more likely to link a
recruiter’s pay with his or her ability
to attract suitable workers.
Where they work
Employment matchmakers work in
a variety of places. Nearly all types
of organizations—from hospitals to
banks—hire people to help them
acquire workers. Some also employ
matchmakers to assist employees in
managing their careers.
Employment services firms pro-
vide an additional source of jobs.
These firms are categorized in dif-
ferent ways, and sometimes terms
for them are used interchangeably.
One distinct type is the professional
employer organization, which
recruits workers and does other hu-
man resources tasks.
Many of the match making jobs
available at these firms are for hu-
man resources managers and others
who often work for corporations.
But employer liaisons work for
employment services firms as well.
helping to find and communicate
with clients.
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career advancement opportunities
or a more fulfilling work experi-
ence, making a change can be scary.
The good news is now may be an
opportune time to get your foot in
the door as companies struggle to
attract top talent.
Of over 3,000 employers 44%
surveyed by CareerBuilder.com
said they have open positions for
which they can’t find skilled labor.
Seventy-eight percent said they are
willing to recruit workers who don’t
have specific experience in their in-
dustry and provide the training or
certification needed for new hires.
changing lives
If you’re frustrated, unchal-
lenged or simply looking for some-
thing new, consider these tips:
• Gain a better understanding of
your interests and strengths. Online
sites such as www.careerpath.com
provide free assessment tests that
match abilities, personal values and
interests to competencies that are
necessary for certain fields of work.
• Do your homework. Learn all you
can about the industry you want
to join. Attend an industry trade
show, order subscriptions to indus-
try publications, and read online
newsletters and blogs.
• Conduct informational inter-
views. Reach out to individuals in
the industry to get information on
job requirements, daily responsibili-
ties and overall work experience. In-
dustry networking events can make
it easier to identify and approach
these individuals.
• Identify your transferable skills.
Evaluate your professional back-
ground, personal life and volunteer
experiences and make a list of gen-
eral skills you have that are trans-
ferable and the skills you need to be
successful in your new career. Of-
ten, skills can be applied in several
different ways depending on your
job goal.
• Plot out your path. The path to
a new career doesn’t have to be a
straight one. Start by sketching out
a time line of steps you will need to
take in order to qualify for your de-
sired job. This may include contin-
ued education, experience with jobs
that are stepping stones to the new
industry or even assembling a port-
folio of relevant projects. Set specif-
ic milestones to make sure you stay
on track.

Do’s and don’ts of
job networking
by Katharine Hansen
Here are the keys to successful networking
for your job search. Follow these simple rules
and you should achieve success in this impor-
tant strategic tool of job-hunting.
Do realize why networking is so impor-
tant. Only 5 to 25% of jobs are advertised, so
you can find out about all the unadvertised
openings only through talking to as many
people as possible and telling them you are
looking for a job.
Do read our article, Networking Your
Way to a New Job. Do think creatively about
where to find network contacts. You can find
people to add to your growing network list
almost anywhere.
Don’t go anywhere without copies of your
resume and business cards or networking
cards. You can keep your resume in your car
or briefcase, but be sure you can access it eas-
ily if you meet someone who could pass your
resume along to a hiring manager.
Don’t be afraid to ask for help. Most
people are flattered to be asked for assistance
and advice with your job search. It makes
them feel important.
Do join a professional organization related
to your field. In a survey conducted for A
Foot in the Door: Networking Your Way into
the Hidden Job Market, professional organi-
zations were cited as the top venue to network
with others.
Do volunteer. Volunteer work was cited in
the survey as the No. 2 way to make contacts.
Do find a mentor. A mentor, that one
person who can guide you, help you, take
you under his or her wing and nurture your
career quest­— can be the most valuable kind
Diversity Works! | Spring 2008 | 33
of network contact.
Do come up with a system for organizing Employment
your network contacts, whether a spreadsheet
on your computer, a file box of index cards, a Service
three-ring binder, or whatever works for you.
Do consider conducting informational in-
terviews, the ultimate networking technique.
Centers
See our Informational Interviewing Tutorial.
Don’t forget to thank everyone in your
network who has been helpful to you, prefer- can help you
ably with a nice thank you note. It’s just
common courtesy to show your appreciation
with job-search
for people’s time and assistance, and your assistance
contacts will remember your good manners.
Do keep networking even after you’ve
found a job. You never know when you might Typically these centers have direct rela-
need your network contacts again.
Questions about some of the terminology tionships with local employers as well as a
used in this article? Get more information wealth of resources and advice to assist you
(definitions and links) on key college, career,
and job-search terms by going to our Job- in finding a job. Most of their services are
Seeker’s Glossary of Job Hunting Terms. free to the public paid for by tax dollars.
Katharine Hansen is a former speech writer
and college instructor. She can be reached by Metro Career Center
e-mail at kathy@quintcareers.com. 3910 University Avenue
San Diego, CA 92105
Phone: (619) 516-2200
South Metro Career Center
4389 Imperial Avenue
San Diego, CA 92113
Phone: (619) 266-4200
East County Career Center/
Spring Valley Branch
836 Kempton Street
Spring Valley, CA 91977
North County Coastal Career Center
1949 Avenida del Oro, Suite 106
Oceanside CA, 92056
Phone: 760-631-6150
East County Career Center
924 East Main Street
El Cajon, CA 92021
Phone: (619) 590-3900
South County Career Center
1111 Bay Blvd., Suite E
Chula Vista, CA 91911
Phone: (619) 628-0300
34 | Spring 2008 | Diversity Works!
continued from Page 1
Career fairs offer job
seekers many benefits
Finally, look in the Help-Want-
ed section of your local newspaper.
Many career fairs are listed in their
own column. Also look for employ-
ers with large ads to see if any
indicate “We will be at the Electro
Mechanical Job Expo next week!”
Choose the Right Fair. You
probably don’t want to waste your
time at a medical-technology fair
if you are looking for a position
in education. Do your research. If
possible, get the names of compa-
nies that will be recruiting at the
fair. Hosting agencies often post an
abridged list to attract job-seekers
like you.
Arrive Early.
As a career-fair recruiting veteran,
I can confidently attest that my
ability to remember names, faces,
and details of candidates waned
as the day went on. Rolling my
materials into each career fair, I set
up my table in eager anticipation
of the fabulous candidates I would
find. As the fair picked up, while
my eagerness never diminished, my
ability to remember candidate de-
tails did. Go early to ensure quality
time with the recruiters.
Do a Reconnaissance Circuit
When you get to the fair, don’t go
into a frenzy of resume dropping-
off. Sit down with the program and
decide on the order in which you
will talk to recruiters. Many career
fair veterans agree that beginning
in the back of the room and work-
ing your way to the front is the way
to go when you are seeing recruiters
fresh, while people who started in
the front may be starting to lose
energy. While you are getting the
lay of the land, pick up information
from the tables. Information, as
well as freebies such as pens, mag-
nets, and stress balls, are there for
the taking. Gather information on
companies of particular interest and
sit down in the candidate lounge.
Information may include company
annual reports, brochures, and a
list of open positions. Review the
materials so that you have a starting
point for conversation with each
recruiter you meet.
Have a Booth Speech
Too many times I would see
candidates going down a row of
tables asking the dreaded question
“Can you tell me a little bit about
your company?” As a recruiter,
no matter how much you like
to talk to people, this question
becomes old quickly. Better to
have a booth speech that you give
to the recruiter. “Hello Aurora, I
wanted to introduce myself to you.
My name is Janet Ridge. I am an
Asian-studies trainer with six years
of experience, and I wanted to talk
to you about the Training Specialist
vacancy at XYZ Company.”
Hone In
As you begin talking, the recruiter
then may ask you questions about
yourself or tell you about the posi-
tion. Ensure that you make eye
contact and listen carefully for
tidbits that are not mentioned in
the written materials. If you are
interested in the company or a posi-
tion therein, ask for the recruiter’s
business card and leave a resume.
In addition, go back to the
candidate lounge and write a short
note to the employer. Attach it to
your resume and redeposit into the
employer’s resume box. Your note
should be brief and professional and
reference your conversation. “Dear
Aurora, thank you for spending
time with me today at the Asia
Alive! Recruiting Fair. I appreci-
ate your making time to explain
the detailed requirements of the
Training Specialist position, as well
as the history of the position. Please
do feel free to contact me directly if
you need additional information.”
This note can be handwritten but
should be stapled directly to your
cover or resume.
At the end of the fair (or
sometimes during it), recruiters go
through the resumes making notes
on impressive candidates. Attach-
ing a note to the resume is a way
to distinguish yourself from other
candidates who don’t bother with
this step.
Don’t be a Booth Buffoon
Recruiters are there to find many
good candidates, not just one.
Don’t monopolize a recruiter by
taking all his/her time. If a line
develops behind you, be sensitive
to that. Say something like “Thank
you so much for speaking with
me. I see you have quite a line, and
I don’t want to monopolize your
time.” Then, get out of the way. If
you are particularly interested in
making another contact, it is fine to
come back again when the line has
died down. If a recruiter is speaking
generally to another candidate, it
is perfectly acceptable to join the
conversation, make eye contact, and
ask questions. It is not necessary to
wait in a line for individual one-on-
one attention, particularly if you
plan to ask a similar question.
After the Fair
Follow-up is extremely important.
Recruiters will collect hundreds
or thousands of resumes at a large
career fair. If you are interested
in applying for a specific position,
go to the company web site and
apply directly using the company’s
preferred format. Open your cover
letter by indicating that you discov-
ered the position at the AsiaAlive!
Career Fair and in speaking with
recruiter Aurora Crawford, you
became convinced that this was the
position for you. You may also want
to follow up with an email to the
recruiter directly, if that informa-
tion is on the business card.
In the future, if other positions
are advertised for that company, use
your inside connection with the re-
cruiter. Apply using the company’s
preferred process and then send an
email along with your resume to
the recruiter you met at the career
fair. That recruiter may or may not
be working with the new posi-
tion but could be provide the foot
in the door that you need. Your
email would say something like
“Dear Ms. Crawford, I met you last
March at the AsiaAlive! Recruit-
ing Fair. At that time we discussed
XYZ Company and the Training
Specialist position. I see you now
have a Country Specialist position
available in the Tokyo office, and
I wanted to contact you directly to
express my interest. My resume and
cover letter are attached. Of course,
I have also applied through your
company web site.”
Final Thoughts
Career Fairs don’t have to be
intimidating. Remember that the
recruiters are there to find you.
Recruiter success is determined by
sourcing appropriate candidates
and funneling them toward the
company. Remember that you are
what they are looking for. Employ-
ing these success strategies is sure
to make a difference in the kind,
quantity and quality of your career-
fair interactions.
QuintZine regular contributor
Maureen Crawford Hentz is the
director of career services at Went-
worth Institute of Technology, Boston.
An independent career and HR
consultant she has been working with
career-seekers for 10 years. She has
a master’s degree in college student
personnel from Bowling Green State
University. A popular conference
lecturer, she specializes in large and
small specially designed workshops for
professional organizations, students
and environmental groups. The
writer’s most popular career work-
shops address topics including: Non-
Verbal Techniques To Use During an
Interview; Powerful Resumes; and
Interviewing Etiquette You’ve Never
Even Thought About.

I
n its ongoing effort to promote diversity and inclusion in
employment, The Urban League of San Diego County,
through its employer volunteer network the Career Fair
Committee, is presenting the 19th Annual Barbara E. Webb
Diversity Works! Career Fair/Expo. It will be held Thursday,
April 24, 2008, from 10 a.m. to 4 p.m., at San Diego’s Golden
Hall Concourse at 202 “C” Street. The San Diego Union-
Tribune is co-sponsoring the event.
The theme of this year’s career fair is: “Tapping into
San Diego’s Diverse Resources.” Named for the career fair’s
late founder, the annual event is a celebration of the Urban
League, the Career Fair Committee and our sponsor’s com-
mitment to diversity and inclusion.
“I commend the Urban League’s continuing efforts to
close equality gaps by focusing on diversity,” said San Diego’s
Mayor Jerry Sanders. “This annual career fair highlights the
vast pool of human resources available to local employers who
otherwise may not be exposed to the talent available in our
region.  I encourage employers and job seekers to take advan-
tage of this opportunity before, during and after the career
fair. We can build a better San Diego through diversity.” 
The career fair’s format has been designed to ensure that
both employers and job seekers gain the exposure, tools and
benefits they desire from their participation. More than 5,000
job seekers are expected to attend the career fair, offering
employers a great opportunity to tap into a new talent pool.
Job seekers also will have the opportunity to take advantage of
local resources to help prepare them for job interviews. They
www.
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
Diversity Works! | Spring 2008 | 35
may also take part in workshops focusing on practices that
support the retention and advancement of diverse employees
This year’s career fair features/benefits:
• Pre-Career Fair workshops at one-stop career centers
• County-wide exposure/marketing through the UT
• Opening ceremony by Mayor Jerry Sanders
• Employer’s Diversity Networking Luncheon with key-
note by Major League baseball legend - Dave Winfield
• Employer and job seeker seminars
About the Career Fair Committee
The Career Fair Committee is a corporate volunteer arm of
the Urban League that works to support and assist the League
in raising awareness as it relates to diversity and inclusion.
They do this by providing community service in support of
events such as the annual career fair.
About the Urban League of San Diego County
The Urban League of San Diego County is a nonprofit,
nonpartisan, civil rights and community-based movement
that serves over 10,000 people, by providing direct services,
research and policy advocacy to help individuals and com-
munities reach their fullest potential. Primarily working with
African-American and other emerging ethnic communities,
its network of professional staff is working to close equality
gaps for people at all economic levels and stages of life, and
giving citizens a chance to give back as volunteers. There are
over 100 Urban Leagues throughout the nation.
Build a
About the Diversity Works! Initiative
Diversity Works! is the Urban League of San Diego County’s
initiative that takes a practical approach to developing a more
diverse
diverse workplace through training, lectures, seminars, sum-
mits, career fair’s and partnerships. With the belief that if you
change the way a person thinks, you can help them change
team.
their behaviors, Diversity Works! engages all people at all
levels, using positive thinking and debunking myths. Its goal
is to unlock potential and stimulate personal and professional
growth – thus enhancing the workplace and our economy
Sponsors of the event include Cardinal Health, Cubic,
Raytheon, SAIC, the San Diego County Port Authority, Ulti-
mate Staffing and the San Diego Workforce Partnership.
Employers and job hunters seeking more information on
Let us find the right
the 2008 Career Fair/Expo and the Diversity Works! Initia-
tive can visit the League’s web site at www.ulsdcjobs.net, or
request information via email at diversityworks@sdul.org, or
person for your
contact Maurice Wilson at the League office, (619) 266-6244.
This material is developed by and is the property of NAS current job opening.
Recruitment Communications (NAS) and is to be used only
in connection with services rendered by NAS. It is not to be
copied, reproduced, published, exhibited, or otherwise used
without the express written consent of NAS.
The San Diego County Urban League
has been recruiting for 32 years.
By posting your career opportunities
in our Diversity Job Bank you’ll
.com 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.
36 | Spring 2008 | Diversity Works!
Are you assertive
or timid at work?
The dictionary defines an
assertive person as one who is:
Confidently aggressive or self-assured; positive: aggressive;
having a distinctive or pronounced taste or aroma.
H owever a better definition I found for this term:
“Assertiveness is an attitude and a way of relating to the
outside world, backed up by a complete set of verbal skills for
effective communication.
To be truly assertive, you need to see yourself as being of
worth and as having a right to enjoy life. At the same time,
you value others equally, respecting their right to an opinion
and to enjoy themselves.”
In today’s workplace where the three generations, genera-
tion X, generation Y or the Millennials and the baby boomers
are working together in the same environment, some person-
ality clashes are bound to happen. One generation or a group
of workers might be more aggressive or speed driven than the
others; while the other generation might bring in more stabil-
ity at work with cautious decisions and reserved attitude.
Although these traits are important at all levels, make sure
that your quiet working habits are not considered unconfident
or timid. You will move forward in a competitive market with
positive and mindful assertiveness. Assertiveness is critical to
career success.
It is essential to focus on this skill development by all em-
ployees and managers at a workplace and assertiveness should
not be gender biased.
Assertive Women Vs Assertive Men
Some common misconceptions on assertiveness that I have
often heard around: “being assertive is not polite” or “people
consider assertiveness in a woman as being aggressive and in a
man good business skills”.
Taking in consideration the second thought—though
across several cultures this still holds true—I feel women need
to be more assertive in today’s competitive workplace. Here I
would like to assert the point that being assertive is not being
aggressive, to be assertive is a sign of a strong personality and
leadership skill. Some have it inborn some have to acquire it.
On gender-based assertiveness classification, an article in
the New York Times says, “They (women) are expected to be
nurturing, but seen as ineffective if they are too feminine, she
said in a speech last week at Cornell. They are expected to
be strong, but tend to be labeled as strident or abrasive when
acting as leaders. “Women have to choose between being liked
but not respected, or respected but not liked,” she (Joan Wil-
liams author of the book “Unbending Gender”) said.
While some researchers, like those at Catalyst and
WorkLife Law, tend to paint the sweeping global picture—
women don’t advance as much as men because they don’t act
like men—other researchers narrow their focus.
Victoria Brescoll, a researcher at Yale, made headlines this
August with her findings that while men gain stature and
clout by expressing anger, women who express it are seen as
being out of control, and lose stature.”
I agree to the point that women do not advance as much
as their male counterparts because they lack assertiveness
and the positive aggression that marks them as leaders and
pioneers in their specific fields.
To me assertiveness is using your skills towards a goal or
task or influencing a decision with mindfulness and focus.
Positive and healthy aggression strengthens your progress
towards achieving the same.
In the book titled: Why Good Girls Don’t Get Ahead But
Gutsy Girls Do by Kate White, the strategy number six talks
about what it means to be an assertive girl.
Strategy # 6: A Gutsy Girl Asks for What She Wants. It is
not easy to ask for what you want. Unfortunately, you might
have been brought up thinking that you should not have to
ask. You might think that if you work hard, you will be right-
fully rewarded. You might also be hesitant to ask because you
do not wish to appear greedy or a little obnoxious.
The truth is, to get what you want you have to ask for it.
Furthermore, your boss would actually appreciate if you do
so. Of course, you have to learn to ask for what you want in
the right way.
The Perfect Way to Ask
Here are some principles you can use when you want to ask
for what you want:
Discover the Other Person’s Secret Greed
When you ask for something you need, ask it in such a way
that you seem to be addressing the other person’s needs at the
same time.
Ask Fast
Speak quickly and clearly when making your request. It might
be best to rehearse what you’re going to say before you say it.
Sell Yourself Hard
When making your request, give the reasons why you deserve
what you’re asking for. Talk about your accomplishments.
Ask for the Business
Make sure you have made your request. Pop the question.
Some tips that might help you be positively assertive:
1. Be clear in your communication
Miscommunication often results in unsatisfactory worker
relations or poor delivery during project execution. Be clear,
be specific and don’t hesitate to clarify the requirements or
expectations of your work.
2. Define deadlines and initiate written commitments
From an employee’s or a manager’s perspective it is very
important to get written commitments and also clearly define
deadlines for projects. These are essential managerial skills but
often clear communication lacks between managers and em-
ployees. As an employee if you feel that the deadlines outlined
for a project are unattainable or unreasonable, be ready to
communicate assertively and always have a relevant explana-
tion ready for this discussion with your boss.
3. Be assertive — not dominating or difficult
Be aware of the difference between assertiveness and being
difficult to work with. Of course, the 21st century workplace
works well with assertive people but dominating or difficult
people will always be scorned at. While asserting your ideas at
your workplace be mindful of your colleagues working habits
especially since we all work in a much more global environ-
ment these days. Evaluate your expectations first before
bringing it to the table. Be a team player and avoid personal-
ity clashes; being assertive is not about having a dominating
personality, but knowing how to express a demand or execute
a task by getting your thoughts across clearly and mindfully.
Having good communications skills is extremely essential
for your success in today’s workplace, invest time and energy
in acquiring these skills and see yourself moving up the suc-
cess ladder faster than you anticipate. Also it creates a healthy
friendly work environment when you are able to communicate
with ease and effectiveness with your colleagues, managers
and outside visitors to the company.
Some quotes on assertiveness that best describes positive
assertiveness:
“The basic difference between being assertive and being ag-
gressive is how our words and behavior affect the rights and well
being of others.” — Sharon Anthony Bower
“To exercise power costs effort and demands courage. That
is why so many fail to assert rights to which they are perfectly
entitled—because a right is a kind of power but they are too lazy
or too cowardly to exercise it. The virtues which cloak these faults
are called patience and forbearance.”— Friedrich Nietzche.
Networking explained: making
personal connections work
by Kathy Condon
Each time I begin my networking seminars I ask the
participants two questions:
1. What is your name?
2. Why did you decide to come to this seminar?
What is your name?
That’s pretty simple. Most people know their name. Though
occasionally I will have a participant who has recently been
married and stumbles when she is standing up before a
group. Note that I said standing. Always stand when you are
introducing yourself. Even at a U-shaped table the people
sitting at the other end of your table cannot see you. The goal
is to be remembered. In addition, your voice is much clearer.
Keep in mind, our names are very important to all of us.
If they are not wearing name tags big enough to read, make a
chart and write the first names of the people who are stand-
ing. You will be amazed at how quickly you can build rapport
with a person when you start using his or her name.
Why did you decide to come to this seminar?
It is easy to predict what they will say:
“My job requires me to out in the public and meet people, and
I’m very uncomfortable doing it.”
“I am an introvert, and I don’t know what to say or do.”
“I go to events and I find them so boring and become so self-
conscious.”
“I’m great at talking with people at my church, yet there is
something about having to go do networking that strikes real fear
for me.”
This is perfect! Once again, they have set me up for my “little
speech” on what networking is.
First, you must understand that you are networking every
place you go. Networking is about building relationships. It’s
about learning things about other people. You know every-
thing you know. You are doing yourself a disservice if you
do all the talking. People have had amazing experiences in
their lives, and it is great to hear about the wisdom they have
gained and the challenges that they have overcome.
What you want to do is ask questions and learn about the
other person. You will be amazed at how quickly you will find
 Diversity Works! | Spring 2008 | 37

a common ground between you. The key is

when you ask a question, you have to listen to Investing in your family. You also can use your economic
power to contribute to your community and
corporate citizen, and make wise choices
about your career.
the answer. Then you can build on the answer
to ask another question. Example: your career ensure that others also find their way up the
ladder to success.
Getting the right job will not be easy.
Planning for your own success means that
you must always think about your future.
You will need to continually expand your
“Did you have the opportunity to go a vacation One of the most important steps you can take That’s why the Urban League of San Diego knowledge and your work skills. You also
last summer?” “No, I didn’t.” to build a bright future is to land and keep County and numerous employers called: Di- must be able to show on your resume and in
a good job. The right job will allow you to versity Works! Partners have joined together your employer interviews that you have the
“Are you planning one for the future? challenge yourself, learn new skills, develop to develop and fund the Diversity Works! skills and commitment to get the job done.
No, saving for college for my children.” self-confidence, and, of course, earn a good Workshops. These workshops combine Being prepared to succeed in the 21st
income. Your paycheck gives you economic behavior modification along with advanced century means embracing lifelong learning,
“How many children do you have?” power—not just to buy “things,” but to pro- work readings and training to help you land becoming an active problem-solver and devel-
vide a strong financial foundation for you and a good job, show you how to fit in as a good oping the discipline to manage your income.
Notice if the question I asked produced “yes
or no” answer, I had a way to keep asking
questions. Naturally, it is better to ask open-
ended questions, yet we all forget and there is
URBAN LEAGUE OF SAN DIEGO COUNTY GUILD
a way to extend the conversation. If you truly
The Guild is an auxiliary of The Urban League of San Diego County. Membership is made up
are focusing on the person and the conversa-
tion you are having, there is the next question
of volunteers from various backgrounds and professions, most over 40 years of age. The Guild welcomes
you can ask. anyone who has an interest in serving the community, assisting with outreach programs, special events,
For some reason we have compartmental- fund-raisers, and working with youth and adult participants enrolled in Urban League programs.
ized what we do for work as different from Whatever your talent, whatever time you have to offer, belonging to the Guild allows you to meet
what we do in our daily lives. Yet, you are others with similar interests, while making a worthwhile contribution to the community.
networking at your gas station and your dry Please join us!
cleaners. The other day the woman at the dry
cleaners and I started a great conversation
over a skirt I brought in for cleaning. Before
we knew it, we were talking about the college
courses she was taking, and she was really
smiling. Not only did she end up giving me
a special discount, but I said “good-by” with
a huge smile and “I’ll see you next Saturday.”
I smiled about the great customer service as I
walked out the door.
The word “networking” needs to be
banned as far as I am concerned. The younger
generations instantly think of computer
networking. Bookstores have whole sections
labeled “networking,” for computers!
What we really are talking about is con-
necting with people. I never talk about my
business on a first meeting with someone, un-
less he or she asks. It is my view that I want to
get know more about the person with whom MISSION: The Urban League of San Diego County promotes
economic self-sufficiency among African-American families
I am speaking at the time. Business can come and the under served in our communities, while improving
later, when we sit down over a cup of coffee. The League’s public image and increasing awareness.
I’ll give the woman at the cleaners my Visit us at: www.ulsdc.org
card next Saturday because I want to make
it easy for her to get in touch with me if
she wants to. I have long ago given up the
thought that my cards are “my advertise-
ment.” My cards serve as way to make it easy
for people to get in touch with me.
I have a story about a new client that I met
four years ago at a social event. Shortly after
we met, we went out for cup of coffee, and
he learned what I did. Today, he is without
a job. Last week, he called, and even though
I haven’t seen him in three years, he remem-
bered our conversation, and I will be guiding
him to his new career.
If you want to be good at “networking,”
be interested in people. Then watch your
circle of friends and acquaintances grow. I’m
betting if you take this approach, the listings
in your contact program will grow substan-
tially. More than likely, these people will be
there for you when you need help, because
you built a relationship with them.

38 | Spring 2008 | Diversity Works!

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

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

Climbing the corporate ladder takes time-but two new

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

CEO For A Day

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

Seeing Is BelievingA program called JA Job Shadow

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

A Helping Hand Both programs are funded in part by

The Best Buy Children’s Foundation, which awarded a grant
in excess of $640,000 to JA Worldwide, bringing its total
support of the organization to more than $4 million since
2000. Money has gone to help the group offer programs
to help students in grades K-12 devise and adhere to a
budget, learn about the cost of credit, and become informed
consumers who make smart choices. For more information,
visit www.ja.org.

10 reasons to
enroll in
Job Corps
10. Train For a Successful Career
Choose from more than 60 exciting career areas. From
carpentry and painting to health occupations and business
technology, our professional staff will teach you the skills
you need to succeed. During your time at Job Corps, you’ll
have the opportunity to master your skills through hands-on
training at area work sites. At Job Corps, we believe that real
world success begins with real-life work experience.
9. Become a Leader
Whether you decide to join the student government, play
point guard on an intramural basketball team, or volunteer
to participate in a community service project, as a Job Corps
student you will develop leadership skills that will serve you
well at work and at home, long after you have graduated.
Diversity Works! | Spring 2008 | 39
8. Take Advantage of Academic Opportunities
Most of your time on center will be devoted to training and
education. If you have not graduated from high school, Job
Corps can help you earn your high school diploma or GED.
For students who are a few credits shy of graduation, many
centers offer online programs and classes through local school
systems. Job Corps also offers classes to prepare you for the
GED test.
7. Learn Essential Employability Skills
During your first 60 days on center, you will go through
what we call the Career Preparation Period (CPP). During
this time, Job Corps staff will help you learn how to create
an effective resume, put your best face forward during job
interviews and develop important social skills. You will also
work on computer and job search skills. Job Corps gives you
all of the tools you will need to land that perfect job.
6. Get the Respect You Deserve
Job Corps strives to provide safe and comfortable
accommodations where all students are treated with respect.
For that reason, all centers enforce a Zero Tolerance Policy for
violence and drugs. Your success and safety are important to
us. Job Corps provides an environment that is supportive and
tolerant of all students who want to learn.
5. Job Corps Doesn’t Cost Students a Thing
All of the great training and educational opportunities
provided by Job Corps are available at no cost to you. You’ve
got nothing to lose and everything to gain.
4. A Plan Designed Just For You
Students arrive at Job Corps with different needs and
expectations. All participants have the opportunity to develop
a personal career development plan that is designed especially
for them. When you leave Job Corps, you will be fully
equipped with the academic and technical training, as well
as employment skills, you will need to find a rewarding career.
3. Support When You Need It The Most
Job Corps counselors work with graduates for up to 18
months after graduation to help them achieve stability
and comfort in their new lives. Besides career counseling,
support services include help finding housing, health care,
transportation and child care. Career transition specialists
stay connected with graduates to help them stay on track with
their career goals. This personal touch after graduation helps
graduates find good jobs while receiving the support needed
to stay in the workforce.
2. Gain Independence
Ninety percent of students enrolled in Job Corps are
residential students, so chances are that if you choose to
join the program, you will live on the center. Each of the 17
centers in the Atlanta Region provides dorms on campus,
and students live with roommates. During your time on the
center, you will learn to live independently. You will help
create your academic and career training schedule, and you
will be able to choose from a variety of recreational activities
in which to participate. You will gain the responsibility and
maturity to forge your own path outside the center.
1. You!
The number one reason to join Job Corps is you! You owe it
yourself to gain the skills and knowledge that are essential to
becoming successful in today’s workforce. Take the first step
on your journey to success and enroll today.

40 | Spring 2008 | Diversity Works!

Marketplace

Diversity Works! | Spring 2008 | 41

For information on placing Diversity related advertising,call (619) 266-6244 or email diversityworks@sdul.org
42 | Spring 2008 | Diversity Works!
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