black perspective 2012

The Five MosT PowerFul African Americans In Business:

Also Inside: Will Online Job Search Strategies Improve Your Odds?

Could Owning A Sears Store Be In Your Future?

Going Back To School—Are HBCUs Still Relevant?

ceosBlack500’s

fortuneURSUlA M. BURnS Xerox Corporation Chairperson and CEO

KenneTH I. CHenAUlTAmerican Express Chairperson and CEO

KenneTH C. FRAzIeRMerck & Co., Inc. President, CEO and Director

ROdneY O’neAlDelphi Corporation CEO and President

ClARenCe OTIS, JR.Darden Restaurants, Inc. CEO and President

THE BLACK PERSPECTIVE25

http://employment.acushnetgolf.com/

© 2011 NAS(Media: delete copyright notice)

7.375 x 9.754 color

That one-on-one connection.

It’s why you became a nurse.

At VITAS Innovative Hospice Care®, we put our feelings and values into action every day by preserving quality of life for those who have a limited time to live. As the nation’s leading provider

of end-of-life care, we touch the lives of many through 46 hospice programs in 15 states and the District of Columbia. Helping our patients live as comfortably as possible with dignity is a labor of

love. It is work done by exceptional people – like you.

NURSING & NURSE LEADERSHIP OPPORTUNITIES

Among our diverse and highly skilled team, including a strong representation of women and minorities, you’ll find a welcoming atmosphere where you’re supported to be your best.

It’s a place where you can remember why you became a nurse, that special direct connection with your patients, as well as your team.

To learn more about joining a pioneer in the industry, please visit:

www.VITAS.jobs

EOE/AA/M/F/D/V Drug-Free Workplace

http://www.vitas.jobs

Inside This Issue:

CliCk on a page number to go to that story

of the 500 corporations on Fortune’s list of the most powerful companies in america, african americans run five. meet them and learn how they got to where they are today—commanding five of the largest corporations on earth.

The softer side of sears

Target-ing Diversity And Inclusiveness

online Job search strategies

Page 8 Page 10 Page 14

The Five Most Powerful African Americans In Business

sears holdings is making a special effort to include people of color in its latest initiative to encourage entrepreneur-ship. ever thought about own-ing a sears store? neither had we. but the opportunity exists and sears is making it as easy as possible.

a passionate advocate for diversity and inclusion, laysha Ward, target brands, inc.’s president of Community relations, offers some insights into the philosophies defining the mega-retailer’s human resource core values.

you’re reading this, so you know how crucial the inter-net is to job searches these days. but, do you know the best strategies for cutting through the terabytes of online clutter to make your credentials stand out?

Page 19

PUBLISHEREqualityMagazines.com

ManagIng dIREctoRJeff Palmatier

dIREctoR - MaRKEtIngMark cohen

EdItoRLyndon conrad Bell.

aRt dIREctoRFran Sherman

WEBMaStERVince ginsburg

oFFIcE ManagER:Robin cohen

BLacK PERSPEctIVEis a publication of EqualityMagazines.com

this publication is dedicated to informing the african-american community of job and career opportunities. Views and opinions expressed within the publication are not necessarily those of the publisher. the publisher reserves the right to reject or edit any copy, advertising, or editorial, the publisher is not responsible for any unsolicited materials.

copyright 2012. all rights reserved.

For advertising, email:[email protected]

For editorial, email:[email protected]

EqualityMagazines.comBLacK PERSPEctIVE13351 Riverside dr., #514Sherman oaks ,ca 91423tel: 818-654-0870http://www.blackperspective.com

p2: Acushnetp3: Vitasp5: Rehrig Pacificp7: Covancep9: CVS Caremark

Ad Index:p11: C.R. Bardp13: nestlep15: Cargillp22: direct employersp23: l-3 Communications

Page 12: news BriefPage 26: Book Shelf

Departments:Page 28: Guide To Business eventsPage 30: Guide To Professional Organizations

p24: TalentGuardp25: los Angeles Co. Fire dept.p27: lAPdp27: Jacobs Technologyp27: e. & J. Gallo

p27: City of Hollywood, Fla.p27: American Pacificp30: Vanasse Hangen Brustlin, Inc.p30: Golden Corralp31: Union Pacific


Rehrig Pacific is a world-leading manufacturer of reusable

plastic pallets and crates for handling and transporting

commercial products, manufactured goods, produce, food

and beverage products, and more. We help thousands of

businesses move their products more efficiently through

the supply chain. An international company with licensees

worldwide, Rehrig Pacific offers an ever-expanding line

of transport packaging products, such as our new export

pallet, and logistical services for industry.

In addition, Rehrig Pacific also manufactures a full line of

roll-out carts and recycle bins for the curbside collection

of household waste and recyclables, and commercial

containers and litter bins for automated refuse and

recylables collection. Private haulers and municipalities

alike enjoy the many advantages of using Rehrig Pacific

collection containers and distribution services.

To learn more about us or to explore careers

with Rehrig Pacific, visit us online.

www.rehrigpacific.com

An Equal Oppprtunity Employer Committed to Diversity

http://www.rehrigpacific.com/about/careers_11.aspx

6 The Black Perspective

The Five MosT PowerFul African Americans In Business:

Also Inside: Will Online Job Search Strategies Improve Your Odds?

Could Owning A Sears Store Be In Your Future?

Going Back To School—Are HBCUs Still Relevant?

ceosBlack500’s

fortuneURSUlA M. BURnS Xerox Corporation Chairperson and CEO




ClARenCe OTIS, JR.Darden Restaurants, Inc. CEO and President

It’s nice to Be RecognizedWhew, we made it! moving into 2012, pausing for

just a moment to reflect on the lessons learned dur-ing 2011, we’re gratified to see the economy is in re-bound, prosperity is returning, and while there’s still a ways to go before we get all the way back, at least it’s finally in sight. yes, unemployment is still high, and yes, more people than ever (in recent memory at least) are still pulling mightily to get ends close together—if not exactly meeting. still though, things are better than they were four years ago.

Think about it; back in 2008, it looked like gm and Chrysler were destined for the scrapbooks as once proud, now defunct automakers. our nation was waging war in two countries; afghanistan and iraq—mostly because of a guy who turned out to be in neither country. he was in pakistan the whole time. gays had to serve in the military essentially gagged—thanks to “Don’t ask, Don’t tell”. and, liter-ally millions of children had no health insurance.

no, the nation still isn’t perfect, there’s a lot yet to be done to get things back on track, and there’s still a great deal of disagreement about the best way to accomplish them. hopefully, moving into 2012, we’ll see a coalescing of ideals, enabling the acceleration of the progress we’ve seen over the past four years toward making our country once again an example to look up to.

speaking of disagreements, there’s considerable debate over the usefulness of the nation’s network of historically black colleges and uni-versities (hbCus). one school of thought says they’ve run their course; another school of thought says hbCus still perform a vital role. We’re of the latter opinion and you’ll see why, starting on page 16 of this issue.

you’ll also learn about a remarkable franchise opportunity, one that exists on a grander scale than you may have previously imagined. you’ll find some key tips to improve your online job search strategies, meet the five most powerful african ameri-cans in business, and see why many black students are doing better in school than most people realize.

speaking of unrecognized efforts, it’s interesting how one can toil along year after year, doing all the right things while getting no recognition for your efforts. Then, one day, someone comes along and says; “hey, that’s a very cool thing you’re doing, we like that, keep it up.”

When that happens, you find yourself reenergized to go out once again, fight the good fight, do what you know is right, and redouble your efforts to do all you can to continue to change the world for the better—even if it’s only one initiative at a time. hopefully, by the time we get to the spring 2013 issue of The Black Perspective, we’ll have seen some well-deserved recognition of that nature paid in national politics as well.

lyndon Conrad belleditor-in-ChiefThe Black Perspective

editor’s letter

DIVERSITYAt Covance, we respect, value and understand the differences of each of our employees and create a work environment that encourages, develops and leverages their diverse capabilities to achieve our business goals. Simply speaking, our vision statement is to — build competitive advantage by optimizing the impact of diverse skills, cultures, ideas and experiences of every employee around the globe.

We believe that diversity is not about legal requirements, affi rmative actions, quotas, or minority representation. Rather, its focus is on awareness, inclusion, respect, understanding and developing a supportive work environment for all employees regardless of age, gender, ethnic background, or sexual orientation.

Bring your unique talents to Covance. Visit www.covancecareers.com to learn more about a career with Covance and search open job opportunities.

I S I N O U R C U L T U R E

Diversity within Covance is alive and universal. EOE

www.covancecareers.com

http://www.covancecareers.com/index.php


searsholdingsSharing

The Word

sears holdings is sharing the word of empowerment through entrepreneur-ship throughout 2012 and beyond. Created to promote and honor the legacy of african-americans, sears’ share the Word platform provides valuable resources and information to enhance the lives of sears and kmart customers. now, in its fifth year, the program will focus on empowering african-americans by presenting opportunities for entrepre-neurs through the own a sears store program.

a recent study in entre-preneurship found african americans are 50 percent more likely to start a busi-ness than any other race or ethnicity. Further, according to data released by the u.s.

Census bureau in 2011, the number of black-owned businesses increased at triple the national rate over the past five years.

“The desire and interest in owning a business is huge among african-americans; and, in terms of sheer num-ber, black-owned businesses are one of the fastest grow-ing segments of our econ-omy,” said alfred edmond, Jr., senior vice president and editor-at-large of Black Enterprise Magazine.

The own a sears store program presents a unique opportunity for entrepre-neurs to work with one of america’s most trusted and recognized brands. sears offers extensive training and ongoing support for retail franchise concepts includ-

ing sears appliance show-rooms, sears appliance & hardware stores and sears auto Centers.

each franchisee is given a business model to fol-low, strategic insight and creative support for market-ing and competitive pricing on premier brands such as kenmore, Diehard, may-tag, Whirlpool, samsung, Craftsman, michelin and goodyear.

statistics show seven out of 10 african americans regularly access a social media account. share the Word is bringing the own a sears store message of entrepreneurial empower-ment to life through social platforms including twitter, Facebook and linkedin with engagement opportunities

such as tweet-up events and sharable video content.

as the role of social media in business continues to evolve, entrepreneurs can take advantage of the oppor-tunities presented to engage customers in real-time dialogue and personally respond to questions and comments.

additionally, in-store materials and signage will provide a Qr code which links to the own a sears store homepage.

For more information on sears holdings share the Word and the own a sears store programs visit: http://www.kmartepk.com/sharetheword and www.ownasearsstore.com. BP

Company Offering Opportunities to Own Part Of Iconic Brand

The Black Perspective 9

Bringing unique talents together is what sets us apart.At CVS Caremark, we are able to achieve market-leading business

results every day because we understand and truly value the

power of diversity.

Through genuine respect and by embracing everyone’s differences,

abilities and complexities, we have created an all-inclusive work

environment and a more innovative, creative and rewarding

organization. Join us and add your unique voice, strength and

character to our mission of improving lives daily.

CVS Caremark celebrates those who have

served our country. We value their experience

and training as leaders, innovators and team

builders and see many opportunities for

veterans to make a seamless transition from

the military to our company.

Join our team and experience a fulfilling career at CVS Caremark. Visit us at

jobs.cvscaremark.comCVS Caremark is an equal opportunity employer supporting a drug-free work environment.

TMP PRODUCTION BOS020871B

JLFORD

rv

CVSCA10002

veterans

1

7.875 x 10.875” (4c process)

2011

jobs.cvscaremark.com


layshawardtargeting Diversity

And Inclusiveness

as a global company, target sees the world through a diverse lens. Diversity and inclusion are part of the target story in every store and warehouse, every global sourcing office, every ven-dor and community partnership, and among its senior leaders.

one such leader is laysha Ward, president, Community relations and target Foundation. a passionate advocate for diversity and inclusion as core values, Ward talked with us about inclusive communities and her inspira-tions.

HoW DoeS tArget InSpIre An IncluSIve communIty?

lW: The most important thing any company can do is to listen, which is something we are doing very well right now. We’re listening to (target) team members from every background, cul-ture and preference. We’re asking what it feels like to work at target—both the good and the challenges. We’re using that information to drive decisions to make this a more inclusive place to work—and a stronger company all around.

Further, we all have an important role to play when it comes to ensur-ing all kids reach their full potential, regardless of race or economic back-

ground. target works with schools in need to build a pipeline of diverse tal-ent, by inspiring learning and putting more kids on the path to high school graduation, college, and successful careers. We are on track to give $1 bil-lion for education by the end of 2015, with an emphasis on the significant academic milestone of helping children read proficiently by the end of third grade.

WHAt AfrIcAn AmerIcAn leADerS—pASt or preSent—InSpIre you?

lW: i had the great fortune and deep privilege to know Coretta scott king. it was an honor to call her my mentor and friend. she told me some-thing i will never forget: “you have earned the right to be here. now do what you have been called upon to do.”

mrs. king also encouraged me to surround myself with divergent think-ing, traditions and points of view to fully grow as a human being and a leader. i initially thought that was a crazy notion, but later realized the power of that life lesson.

Do you HAve Any ADvIce for young AfrIcAn-AmerI-cAnS leADerS In tHe Work force?

lW: i’m reading a book right now i would recommend to anyone look-ing to shape their career. The Power of Choice by mike hyter (see book shelf on page 26) is built around a simple premise: “long-term career growth is the result of deliberate choices.” We all make choices every single day, so choose to be intentional about your life. investing in yourself and others around you will pay tremen-dous dividends in your personal and professional well-being. believe you’ve earned the right to be where you are and where you intend you go. act with confidence, self-reflection, and humil-ity. and, appreciate every step of your life’s journey.

Do you HAve A leADerSHIp mAntrA?

lW: align your words with your actions. be authentic, be humble, and always act with integrity. Focus on developing your team and driving for results. be a lifelong learner. have fun!

Click to learn more about ms. Ward and target’s Diversity initiatives. BP


ClimbersWanted.To us, “diversity” meansmore than “race” or “gender.”

It means developing,manufacturing andmarketing life-enhancingmedical technologies inseveral therapeutic fields.

It means cultivating a work-force that spans a variety ofcultures around the globe.

And it means fostering thecareers of talented individuals,whatever their background oravenues of interest.

Take the next step in yourcareer. Visit us at:

C. R. Bard, Inc. is an Affirmative Action/Equal Opportunity Employer

www.crbard.com/careers

TMlayshaward

http://careers.crbard.com/


african american students are driving positive academic change in some pub-lic schools nationwide, says Dr. Jawanza kunjufu, national education consultant and author of the newly released book There Is Nothing Wrong With Black Students. in fact, black students in more than 3,000 schools are performing well above the national average.

kunjufu spotlights the great strides being made in public schools because he says, “This marginalized population has been the most neglected. i want all children to succeed, but i focus on the 6.75 million african-american children in regular pub-lic schools because they lack both choice and a voice.”

kunjufu, who logs several days a week working with schools in some of the most underserved communities nationwide, says educators at the forefront of change are modeling innovative approaches, including:• Culturally relevant curriculum design and

afrocentric charter schools• Single gender classrooms and schools• Improved teacher quality• Pedagogy adapted to the learning styles of

students• Strong academic leadership from

principals• Block scheduling and attention to time

on task. illustrating the goal of academic parity,

kunjufu notes there is virtually no racial gap between black and White home-schooled students. in grades k-12, both groups scored, on average, in the 87th percentile in reading. in math, Whites scored in the 82nd percentile while blacks scored in the 77th percentile.

two of the great turnaround stories in african-american male education have occurred in single gender schools. kunjufu says eagles academy (new york) and urban prep (Chicago) are outstanding schools bringing out the full potential of this population. eagles students consistently outperform their peers in state-wide exams. urban prep has the distinction of all of their graduates being accepted into four-year colleges.

african-american charter schools, notable for their use of afrocentric curricula, have produced a 1.5 percent or greater annual increase in academic achievement. an 80 percent or higher graduation rate is the norm at these

schools. “When they have the same access to a quality education

as their peers in private schools, home schools, and wealthy public schools, black students are well able to overcome any challenge,” says kunjufu.

There Is Nothing Wrong offers educational models of excellence, resources, best practices, and hope for educa-tors who are dedicated to improving academic outcomes for black students.

For additional information, contact 1-800-552-1991, Fax# (708) 672-0466. p.o. box 1799, Chicago heights, il 60412. Website: http://www.africanamericanimages.com, email:[email protected]. BP

studies show Black students score Above theNational Average in 3,000+ schools

dR. JAWAnzA KUnJUFU, SAYS THeRe IS nOTHInG WROnG WITH BlACK STUdenTS.

http://www.nestleusa.com/PubCareers/Default.aspx

studies show Black students score Above theNational Average in 3,000+ schools

http://www.nestleusa.com/PubCareers/Default.aspx


online Job search strategy

improve your

Job seeking in today’s world can be overwhelming for those new to the hunt, especially college students or recent graduates. They must learn to combine traditional efforts like networking with new methods such as navigating internet job postings and social media.

in her new book, Best Resumes for College Students and New Grads (see Bookshelf - page 26) louise m. kurs-mark offers simple steps for managing and balancing a successful online job search.

Step 1: convert your resume into an Internet-compatible format. your resume can be a text file for past-ing into online applications, a pDF file to preserve special formatting, or an online portfolio that provides an expanded resource beyond the tradi-tional resume.

Step 2: post your resume online. employers and recruiters can easily view your resume on countless web-sites, and a few are especially helpful for students and new grads:• monster.com• careerbuilder.com• college.monster.com• wetfeet.com• collegegrad.com• campuscareercenter.com• student.fins.com• collegerecruiter.com• tenstepsforstudents.org• aftercollege.com

Step 3: Build your online image. First, establish your personal persona by thinking about who you are and what kind of image you want to pres-ent to hiring managers and recruiters. Then do a quick internet search to see what type of information is available

about you: is it positive or negative? is it relevant to your job search? Did you find nothing about you? you then can decide how to highlight and build your online image:• Create a LinkedIn profile.• “Like” appropriate Facebook pages.• Join a professional association rel-

evant to your field.• Tweet about your profession.• Read blogs about your field, and

share your opinion.additional information can be found

in Best Resumes for College Students and New Grads. The book was pub-lished in January of 2012 and is avail-able at major bookstores, amazon.com and jist.com. BP

WRITTen BY lORI MICHelle RYAn

©2011 Cargill, Incorporated Nourishing Ideas. Nourishing People.Nourishing Ideas. Nourishing People.

Together, we can change the face of foodTurn your experiences into opportunities.

At CargiIl, we believe individuals with diverse perspectives and backgrounds can make our company smarter,

more competitive and better prepared to meet the needs of the future. That’s why we encourage diversity in our

employees and our suppliers. Consider adding your talents to the mix, and help us change the face of food.

Learn more at Cargill.com/careers or Cargillsupplierdiversity.com

online Job search strategy

http://www.cargill.com/careers/index.jsp


still relevantWRITTen BY ClAUdIA ROYSTeR

“The reason i chose to attend an hbCu was to grasp the culture of the african-american race,” says Jazmin Johnson, a junior from Florida a&m university and a native of Jersey City, new Jersey. “i went to a very diverse high school and it was always my dream to attend a black institution.”

like Johnson, most african-american students attend an hbCu to learn more about their own race.

some facts about hbCus (according to www.thinkhbcu.org): • HBCUs represent nine of the top 10 colleges graduating

african-american students who go on to earn ph.D.s. • More than 50 percent of the nation’s African-American

public school teachers and 70 percent of african-ameri-can dentists and physicians earned degrees at hbCus.

• HBCUs annually produce 44 percent of all african-american bachelor’s degrees awarded for communications technology, 33 percent of bachelor’s de-grees awarded for engineering technology, and 43 percent of bachelor’s degrees awarded for mathematics.

• Almost half of the membership of the Congressional black Cau-cus attended an hbCu.

still, many african-american college students choose a traditional college or university over an hbCu. Jonathan Wellington, a senior at montclair state university in new Jersey says, “i think hbCus are no better than any other higher learning institution. at a traditional college, i think you’re exposed to different walks of people that come from various backgrounds—given a chance to attend an hbCu, i probably wouldn’t for the prime reason that the ‘real world’ isn’t compiled of people of one ethnicity or race so i don’t want to be exposed to just one.”

That said, hbCus are still alive and very relevant. as places of higher learning, hbCus offer african-amer-

ican students a sense of “self ” and pride. students are able to see other students like themselves striving for the same com-mon goal. Further, students develop a love for their hbCu

that isn’t common in traditional schools.

Johnson says, “our love for the school (Famu) i think is the greatest love, i don’t think a traditional school can top us. it is kind of like black love and black love to me is the greatest love ever. black love and school pride are a great combination and the greatest aspect of my hbCu.” BP

Homecomings, step shows, hanging on the “Yard”, and those ever-present drum lines are all things an attendee of a Historically Black college or University (HBcU) would know about. Many HBcUs were established after the civil War to educate newly freed slaves. today, when african-american students can choose to attend whatever school

they like, some have begun to ask the question, “are HBcUs still relevant?”

Historically Black Colleges And Universities Serve A Vital Role

Top 25 HBcus


still relevant

Top 25 HBcusin order to be on the list, a school must be designated currently by the u.s. Department of education as an historically black College or university (hbCu). to qualify for the u.s. news ranking, an hbCu also must be an undergraduate baccalaureate-granting institution that enrolls primarily first year, first-time students and must be a school that is currently part of the 2012 best Colleges rankings.

read more: top 25Colleges for black students — infoplease.com http://www.infoplease.com/ipa/a0771723.Rank Name, location Tuition Total student population 2010 Acceptance rate Freshman retention rate

1 Spelman College, Atlanta, Ga. $23,254 2,177 39% 88%

2 Howard University, Washington, D.C. $19,741 10,594 54% 84%

3 Morehouse College, Atlanta, Ga. $23,792 2,579 64% 83%

4 Hampton University, Hampton, Va. $18,798 5,254 56% 78%

5 Fisk University, Nashville, Tenn. $17,952 n.a. 48% 77%

5 Tuskegee University, Tuskegee, Ala. $17,840 2,946 64% 68%

5 Xavier University, New Orleans, La. $17,900 3,391 69% 72%

8 Claflin University, Orangeburg, S.C. $13,965 1,920 35% 70%

9 Dillard University, New Orleans, La. $14,530 1,187 48% 67%

10 Florida A&M University, Tallahassee, Fla. in-state: $5,161, out-of-state: $17,102 13,284 61% 82%

11 N.Carolina Central University, Durham, N.C . in-state: $4,801, out-of-state: $15,374 8,645 61% 74%

11 N. Carolina A&T State University, Greensboro, N.C. in-state: $4,668, out-of-state: $14,302 10,795 61% 74%

13 Johnson C. Smith University, Charlotte, N.C. $17,368 1,331 25% 66%

14 Elizabeth City State University, Elizabeth City, N.C. in-state: $4,151, out-of-state: $13,894 3,307 67% 77%

15 Delaware State University, Dover, Del. in-state: $6,731,

out-of-state: $14,310 3,757 41% 64%

16 South Carolina State University, Orangeburg, S.C. in-state: $9,258,

out-of-state: $18,170 4,362 84% 64%

17 Clark Atlanta University, Atlanta, Ga. $18,911 3,941 69% 65%

18 Alabama A&M University, Normal, Ala. n.a. 5,814 51% 70%

18 Bennett College, Greensboro, N.C. $16,794 780 57% 70%

18 Morgan State University, Baltimore, Md. in-state: $6,928,

out-of-state: $16,134 7,805 50% 67%

18 Tennessee State University, Nashville, Tenn. in-state: $6,088,

out-of-state: $18,616 8,930 65% 66%

18 Tougaloo College, Tougaloo, Miss. $10,210 918 34% 72%

18 Winston-Salem State University, Winston-Salem, N.C. in-state: $5,654,

out-of-state: $14,767 6,333 62% 74%

24 Lincoln University, Lincoln University, Pa. in-state: $9,984,

out-of-state: $14,950 2,361 31% 71%

25 Alcorn State University, Alcorn State, Miss. n.a. 3,682 34% 65%


Distinguished HBcu Alumni

those who feel HBcUs are somehow inferior need only look at a list of the distinguished americans who call an HBcU their alma mater. the roster reads like a partial Who’s-Who of influential African Americans.

Businessearl g. graves, publisher, black enterprise: morgan statereginald lewis, late Ceo of tlC/ beatrice: virginia state

educationmarva Collins, founder of Chicago’s Westside preparatory school: Clark atlantaruth J. simmons, brown university president: Dillard university

entertainmented bradley: Cheyney stateWanda sykes: hamptonkeenan ivory Wayans: tuskeegee.oprah Winfrey: tennessee state

lawThurgood marshall: lincoln university and howard College of law

literatureralph ellison: tuskegee nikki giovanni: Fiskalex haley: alcorn statelangston hughes: lincolntoni morrison: howardalice Walker: spelman

medicineDavid satcher, former u.s. surgeon general: morehouseDr. lasalle D. laffall, Jr., president of the american Cancer society: Florida a&m and howard university College of medicine.

musicyolanda adams: tennessee stateerykah badu: gramblingsean “p.Diddy” Combs: howard Common: Florida a&mbranford marsalis: southern reuben studdard, american idol winner: alabama a&m

Scienceronald mc nair, astronaut: north Carolina a&t

Sportsalthea gibson: Florida a&msteve mcnair: alcorn state earl “the pearl” monroe: Winston-salemWalter payton: Jackson stateJerry rice: mississippi valley

politicsJesse l. Jackson, Jr.: north Carolina a&t barbara Jordan: texas southern vernon Jordan: howardDr. martin luther king Jr.: morehousekweisi mfume: morganFormer u.s. treasurer, azie taylor morton: huston-tillotson university

eARl C. GRAVeS

MARVA COllInS

ed BRAdleY

THURGOOd MARSHAll

nIKKI GIOVAnnI

AzIe TAYlOR MORTOn

AlTHeA GIBSOn

ROnAld MCnAIR

YOlAndA AdAMS

dAVId SATCHeR


ceosBlack500’s

The most powerful African Americans In BusinessWRITTen BY lYndOn COnRAd Bell.

Distinguished HBcu Alumni

corneroffice

fortune


a lot of people have heard the adage “What’s good for general motors is good for america.” however, that same lot of people aren’t aware the saying arose from a misquote. in 1953, president Dwight David eisenhower nomi-nated gm’s then-Ceo Charles Wilson to the post of secretary of defense in his cabinet. During Wilson’s Congressional confirmation hearings, when asked if—as secretary of defense—he could make a decision adverse to the interests of general motors, Wilson answered he could, but then added he could not conceive of such a situation; “Because for years I thought what was good for the country was good for General Motors and vice versa.”

While it is debatable whether that can be said of general motors specifi-cally today, it can, still quite accurately be said what’s good for the Fortune 500 as a whole is good for the american economy. and, if what’s good for the american economy is also good for the Fortune 500, it would seen to beg the question; given an african-american president of The united states, why aren’t there more african-american Ceos running Fortune 500 companies?

as of this writing, (march, 2012) only eleven african americans have ever occupied the top position at one of the Fortune 500 corporations. Franklin Delano raines was the first black person to shatter that Ceo-ling when he accepted the top spot at Fannie mae, america’s largest home mortgage lender in 1999.

ursula burns became america’s first black Fortune 500 female Ceo when she assumed the reins at Xerox some ten years later in 2009. burns went on to become chairperson of that storied corporation in 2010. her Xerox ap-pointment also marked another first for corporate america; burns—succeed-ing anne mulcahy—was the first female chief executive to replace another female chief executive at a Fortune 500 company.

today five Fortune 500 Ceos are black, they are:

a lot of people have heard the adage “What’s good for general motors is good for america.” however, that same lot of people aren’t aware the saying arose from a misquote. in 1953, president Dwight David eisenhower nomi-nated gm’s then-Ceo Charles Wilson to the post of secretary of defense in his cabinet. During Wilson’s Congressional confirmation hearings, when asked if—as secretary of defense—he could make a decision adverse to the interests of general motors, Wilson answered he could, but then added he could not conceive of such a situation; “Because for years I thought what was good for the country was good for General Motors and vice versa.”

While it is debatable whether that can be said of general motors specifi-cally today, it can, still quite accurately be said what’s good for the Fortune 500 as a whole is good for the american economy. and, if what’s good for the american economy is also good for the Fortune 500, it would seen to beg the question; given an african-american president of The united states, why aren’t there more african-american Ceos running Fortune 500 companies?

as of this writing, (march, 2012) only eleven african americans have ever occupied the top position at one of the Fortune 500 corporations. Franklin Delano raines was the first black person to shatter that Ceo-ling when he accepted the top spot at Fannie mae, america’s largest home mortgage lender in 1999.

ursula burns became america’s first black Fortune 500 female Ceo when she assumed the reins at Xerox some ten years later in 2009. burns went on to become chairperson of that storied corporation in 2010. her Xerox ap-pointment also marked another first for corporate america; burns—succeed-ing anne mulcahy—was the first female chief executive to replace another female chief executive at a Fortune 500 company.

today five Fortune 500 Ceos are black, they are:

T raditionally consid-ered the 500 larg-est companies in the United States, the Fortune 500 is frequently used as

a yardstick for measuring the health and success of the american economy. If those companies are doing well, one school of thought considers the country as a whole is do-ing well too.


URSUlA M. BURnS Xerox Corporation Chairperson and CEO

Burns earned her bachelor’s degree in mechanical engineering from Polytechnic Institute of nYU and her master’s degree in mechanical engineering from colum-bia University. She joined Xerox in 1980, as a mechanical engineering summer in-tern. Named chief executive officer in July 2009, she made the largest acquisition in Xerox history, the $6.4 billion purchase of Affiliated Computer Services, cata-pulting the company’s presence into the $500 billion business services market.


Frazier earned his bachelor’s degree from the Pennsylvania State University and holds a J.d. from Harvard Law School. He joined Merck in 1992 as vice president, general counsel and secretary of the astra Merck group. In december 1999, he became senior vice president and general counsel. Frazier was named cEo and a member of the board of directors on January 1, 2011, and became chairman of Merck’s board on december 1, 2011.


chenault earned his bachelor’s degree in history from Bowdoin college and his juris doctorate from Harvard Law School. He joined american Express in 1981, as its director of strategic planning. In 1989, he was named president of american Express’ consumer card group. In 1997, chenault was named president and chief operating officer of the company. In 2001, Chenault was named CEO of American Express.


o’neal earned his bachelor’s degree from Kettering University (formerly general Motors Institute) and his master’s degree from Stanford University. He joined gen-eral Motors in 1975, and held a number of engineering and manufacturing positions in ohio, Portugal, and canada. o’neal was elected president of delphi Interior Systems in November 1998, named president and chief operating officer in 2005, after the company was spun off of gM, and was named delphi’s chief executive officer in January of 2007.

ClARenCe OTIS, JR.Darden Restaurants, Inc. CEO and Presidentotis earned his bachelor’s degree, magna cum laude, from Williams college in Williamstown, Mass., and his juris doctorate degree from Stanford Law School. He joined darden in 1995, as vice president and treasurer. otis has served as chief executive officer of Darden Restaurants since November 2004, and chairman of darden’s Board of directors since november 2005. darden owns and operates Red Lobster, olive garden, LongHorn Steakhouse, the capital grille, Bahama Breeze, Seasons 52, and Eddie V’s restaurants. BP

Visit www.Employers.Universe.jobs or call (866) 268-6206 toll-free to learn more

© 2011 DirectEmployers Association, Inc., a nonpro�t consortium of leading global employers

anything you can imagine

Imagine the possibilities

http://www.directemployers.org/

When you are launching your next career search—moving from the military to the private sector— it helps to have someone in your corner who knows the way...

L-3 Communications is a $15 billion company with more than 62,000 employees worldwide. We are the sixth-largest Department of Defense (DoD) contractor; eighth-largest Federal information technology prime contractor, and the eighth-largest Department of Homeland Security (DHS) contractor.

With more than 2,600 employees throughout the world, our Global Security & Engineering Solutions (GS&ES) division provides a broad range of technical, analytical, operational, and security services and products. We present a diversified business base that focuses on DoD, DHS, DoS, and other Federal civilian agencies, State and local governments, international, and commercial security customers.

Our vision is to provide the best value for our customers by investing in and evolving our products. To reach this goal we need creative and innovative thinkers. Every individual in our company brings to the table a unique background and perspective, a unique set of abilities. Those differences are assets and resources that will determine our success. To compete and win in this industry we continually strive to create an environment where everyone is a valued member of the team with the opportunity to maximize his or her personal contribution. The possibilities are limitless when different ideas, backgrounds and ways of getting the job done are present. We want you to be a part of our varied workforce.

GS&ES’s strong commitment to workforce diversity encourages inclusion of all people by maintaining a work environment supported by policies and procedures that foster a nondiscriminatory workplace. Equal Employment Opportunity and Affirmative Action principles and policies are demonstrated in the practice of L-3 GS&ES’s values and are incorporated into the daily operations of the company in every personnel decision and action.

Job positions will be posted on www.L-3Com.com/CAREERS.

L-3com.com/careers

http://www.l-3com.com/careers/

Job Search

Résumé

Coaching

Give them a systematic framework to make the right career decisions.

Our career training programs have helped

thousands of individuals land in successful careers.

TalentGuard gives your students or employees state-of-the-art tools to strengthen their careers.

Call Today512.943.6800

or visitwww.talentguard.com

http://talentguard.com/displaycommon.cfm?an=1&subarticlenbr=132


http://www.fire.lacounty.gov/HelpWanted/BeAFirefighter.asp


Book shelf

Become A frAncHISe oWner!Joel Libava - John Wiley & Sons

Become a Franchise Owner! informs would-be franchise owners of the joys and perils of purchasing a franchise. authored by a trusted, feisty, tell-it-how-it-is independent franchise industry insider, this book offers straightforward, step-by-step tips and advice on how to properly (and carefully) research and select a franchise business.

tHe poWer of cHoIce: emBrAcIng effIcAcy to DrIve your cAreer Michael Hyter - Global Novations

professionals who perceive themselves or are perceived by others to be different often feel something prevents them from achieving the same career suc-cess as their colleagues. in The Power of Choice, michael hyter draws on his experience as an african-american in corporate america and the principles of efficacy to show professionals how to boost their competence and confidence and achieve their aspirations.

tHere IS notHIng Wrong WItH BlAck StuDentSDr. Jawanza Kunjufu - African American Images

refuting common ideas about the racial achievement gap, There Is Nothing Wrong with Black Students posits the gap stems from the limited effective-ness of the schools they attend. With a focus on what principals and teachers can do, this in-structive resource explores ways schools can change in order to better serve the needs of these students with a passionate and comprehensive education. BP

BeSt reSumeS for col-lege StuDentS AnD neW grADS: Jump-StArt your cAreer!Louise M. Kursmark – Jist Works

Best Resumes for College Stu-dents and New Grads includes descriptions of the skills and attributes valued in the workplace, answers to com-mon questions, expert advice that is relevant in today’s hiring market, and features a show-case of high-quality resumes and cover letters prepared by professional resume writers, all written for college students or new graduates.



JACOBS is creating the world of tomorrow as one of the largest providers of architecture, engineering, construction, and other professional technical services. Jacobs Technology, a wholly-owned subsidiary of Jacobs Engineering, is a worldwide leader in providing advanced engineering and technical services for government and industry.

www.jacobstechnology.com

UPS Freight is an Equal Opportunity Employer M/F/D/V

UPS Freight is one of the largest less than truckload carriers in the U.S. and offers

both LTL and truckload job opportunities. For Current Opportunities Visit:

ltl.upsfreight.com/aboutus/careers.aspx

VETERANS ENTERPRISE35


jacobstechnology.com

The Metropolitan Police Department, City of St. Louis, Missouri is an Equal Opportunity Employer

FOR INFORMATION ON COMMISSIONED AND CIVILIAN CAREER OPPORTUNITIES, VISIT:

www.slmpd.org/hr/index.htm

Should you have additional questions concerning employment opportunities you may call 314-444-5615.

If you are interested in a position as a police officer

please request to speak to a Recruiter.

If you are interested in a civilian position please ask for a Human Resources Assistant.

10

HISPANIC TODAY

CAREER AND BUSINESS NEWSAnother four percent of companies planned to give smaller bonuses than a year ago, which the same percentage who said as much in the 2008 survey.“Companies are not quite ready to ramp up hiring, but they are beginning to see the light at the end of the tunnel. While most can probably justify postponing bonuses another year, there are growing concerns that job market improvements in 2010 could bring an exodus of workers. Companies are also sending a message that we appreciate that this has been a tough year for everyone, and that the workers’ part in ensuring continued survival is recognized,” said John A. Challenger, chief executive officer of Challenger, Gray & Christmas.

Many employers are indeed expecting a rapid surge in turnover when the economy improves, according to a survey by consultancy firm Deloitte. The survey found that nearly two-thirds of managers were highly or very highly concerned about losing high-potential talent in the year after the recession ended.

“In addition to layoffs, the recession forced many employers to decrease workers’ hours, institute pay cuts, force employees to take unpaid vacations and halt matching 401(k) contributions. While some of these measures have saved jobs, they undoubtedly

left many workers disgruntled, frustrated and ready to move on as soon as the market improves. Year-end bonuses may not ensure the loyalty of all unhappy workers, but they could help entice some to stay aboard,” said Challenger.

While the human resource executives surveyed did not provide details on the amount of bonus checks, John Challenger said some companies may choose to be creative when it comes to year-end rewards. “In some respects, it truly is the thought that counts. Employees want to be recognized for their contribution to the company. It doesn’t have to be a Wall Street sized bonus check. Many workers would be happy with a $100 gift certificate to a local restaurant or store. Many would probably be happy with a couple of extra days of paid vacation at the end of the year. Many are simply happy to have a job in this economy,” said Challenger.

“Of course, those who are just happy to have a job are usually the first ones seeking greener pastures at the first sign of improvement. Companies understand this and it is why nearly two-thirds of them are finding a way to give bonuses this year,” he concluded. HT



www.jacobstechnology.com

UPS Freight is an Equal Opportunity Employer M/F/D/V

UPS Freight is one of the largest less than truckload carriers in the U.S. and offers

both LTL and truckload job opportunities. For Current Opportunities Visit:

ltl.upsfreight.com/aboutus/careers.aspx

Book shelf


3

HISPANIC TODAY

A WORLD OF OPPORTUNITYWe are the world’s largest ASME Authorized Inspection Agency. Although we are best known for our services as an AIA, we’ve leveraged experience gained over more than 136 years of operation to become an industry leader in a variety of engineering services fields.

Job opportunities are currently available at HSB Global Standards. Please visit our website for more information on current openings.

www.hsbglobalstandards.com

An Equal Opportunity Employer

Vanasse Hangen Brustlin, Inc.Transportation | Land Developement | Environmental Services

www.vhb.com | Offices located throughout the east coast

Consistently named among the “Best Civil Engineering Firms to Work For” by CE News magazine, VHB is committed to providing a challenging, dynamic and rewarding work environment. Our staff enjoys opportunities to grow professionally and work on interesting projects. Our dynamic, people-centric organization focuses on our culture of collaboration, personal development, and developing lasting relationships both inside and outside of our firm.

VHB is proud to be an Equal Opportunity/Affirmative Action Employer.VHB ensures non discrimination in all programs and activities in accordance with Title VI and Title VII of the Civil Rights Act of 1964.VHB participates in the E-verify employment authorization program.

http://www.gallo.com/

http://www.apfc.com/

http://www.hollywoodfl.org/

http://www.jacobstechnology.com/careers.html

http://www.joinlapd.com/


spring 2012calendar of

Diversity events and

conferences

MARch 20 - 5 STepS To cRe-ATiNg A MARkeTiNg plAN. Springfield, Virginia. Presented by the Community Business Partnership. 703/768-1440. E-mail: [email protected]. Website: www.cbponline.org.

MARch 21-22 - WiNNepeg op-poRTuNiTy FAiR. Venue to be determined, Winnipeg, Manitoba, Canada. Presented by the Canadian Aboriginal and Minority Business Council. 416/941-0004. E-mail: [email protected]. Website: www.camsc.ca.

MARch 22 - FiNdiNg youR FuNdiNg.Philadelphia, Pennsylvania. Presented by the Women’s Business Development Center. 215/790-9232. Website: www.womensbdc.org

.

MARch 22 - glAAAcc 19Th ANNuAl ecoNoMic AWARdS diNNeR. JW Marriott Los Angeles at L.A. Live, Los Angeles, California. Pre-sented by the Greater Los Angeles African American Chamber of Commerce. 310/216-4722. E-mail: [email protected]. Website: www.glaaacc.com.

MARch 22-23 - 27Th ANNuAl SFMSdc BuSiNeSS expo. Broward County Convention Center, Fort Lauderdale, Florida. Presented by the Southern Florida Minority Supplier Development Council. 305/762-6151. Website: www.sfmsdc.org. MARch 27 - 5 STepS To cRe-ATiNg A FiNANce plAN. Springfield, Virginia. Presented by the Community Business Partnership. 703/768-1440. E-mail: [email protected]. Website: www.cbponline.org.

MARch 29 - pRocuReMeNT FAiR ANd VeNdoR FAiR. UC Irvine Student Center Pacific Ballroom, Irvine, California. Pre-sented by the University of Cali-fornia Small Business Program. 949/824-5942. E-mail: [email protected]. Website: www.uci.edu.

ApRil 4 - NeTWoRkiNg coNNecTioNLuncheon. Omni Hotel, Houston, Texas. Presented by the Houston Minority Supplier Development Council. 713/271-7805. E-mail: [email protected]. Website: www.hmsdc.org.

ApRil 5 - MiNiMize youR BuSiNeSS RiSk. Springfield, Virginia. Presented by the Community Business Partnership. 703/768-1440. E-mail: [email protected]. Website: www.cbponline.org.

ApRil 10-11 - cAMSc diVeR-SiTy pRocuReMeNT FAiR. Westin Harbourcastle Hotel, Toronto, Canada. Presented by the Canadian Aboriginal and Minority Business Council. 416/941-0004. E-mail: [email protected]. Website: www.camsc.ca.

ApRil 11-13 - 45Th ANNuAl chicAgo BuSiNeSS oppoR-TuNiTy FAiR (cBoF 45). Navy Pier, Chicago, Illinois. Presented by the Chicago Minority Supplier Development Council. Website: www.cmsdc.org.

ApRil 12-13 - NMSdc MiNoRiTy BuSiNeSS pRogRAM MANAg-eRS’ SeMiNAR. Atlanta, Georgia. Hosted by United Parcel Service. 212/944-2430. E-mail: [email protected]. Website: www.nmsdc.org.

ApRil 16 - SpoTlighT oN coNSTRucTioN. Atlantic City Convention Center, Atlanta, Georgia. Presented by ShoWorks, Inc. 509/838-8755 or 877/421-8476. E-mail: [email protected]. Website: www.allianceforbiz.com.

ApRil 17 - AlliANce SouTh SMAll BuSiNeSS pRocuReMeNT FAiR. Georgia International Conven-tion Center, Atlanta, Georgia. Presented by ShoWorks, Inc. 509/838-8755 or 877/421-8476. E-mail: [email protected]. Website: www.allianceforbiz.com.

ApRil 24-27 - iSdip iNAuguRAl coNFeReNce. Gran Melia Puerto Rico Resort, San Juan, Puerto Rico. Presented by the International Society of Diversity and Inclusion Professionals. 919/443-2429. Website: http://diversityandinclu-sionprofessionals.org.

ApRil 25 - The goVeRNMeNT coST pRopoSAl pRoceSS. Student Union Building, University of Las Vegas, Las Vegas, Nevada. Presented by RGFCC. For more information or to register, call 888/389-1230. Website: www.rgfcc.com.

ApRil 25-26 - MiNoRiTy BuSiNeSS SuMMiT & BuSi-NeSS expo. Venue to be determined. Pre-sented by the Georgia Minority Supplier Development Council. 404/589-4929. E-mail: [email protected]. Website: www.gmsdc.org.

ApRil 26 - iNdiRecT coSTS, RATeS ANd FiNANciAl STRATegy. Student Union Building, University of Las Vegas, Las Vegas, Nevada. Presented by RGFCC. For more information or to register, call 888/389-1230. Website: www.rgfcc.com.

ApRil 26-28 - ReTAileR oNe oN oNe deAl-MAkiNg eVeNT & oRlANdo FRAN-chiSe ShoW. Royal Pacific Resort, Orlando, Florida. Presented by Real Prop-erty Specialists. 407/812-8000 ext. 121. E-mail: [email protected]. Website: www.orlandofran-chiseshow.com.

ApRil 29-30 - The 50Th ANNuAl NoRThWeST Food-SeRVice ShoW. Washington State Convention Center, Seattle, Washington. Presented by Washington Restau-rant Association and the Oregon Restaurant & Lodging Association. 800/645-7350. Website: www.nwfoodserviceshow.com.

ApRil 29-MAy 2 - 84Th ANNuAl AAAe coNFeReNce & expoSiTioN. Phoenix Convention Center, Phoenix, Arizona. Presented by the Association of American Airport Executives. 703/824-0504 ext. 174. E-mail: [email protected]. Website: www.aaae.org.

ApRil 30-MAy 3 - FMi 2012. Dallas Convention Center, Dallas, Texas. Presented by the Food Marketing Institute. 770/576-4971. E-mail: [email protected]. Website: www.fmi2012.com.

MAy 6-9 - iSM’S 97Th ANNuAl iNTeRNATioNAl Supply MAN-AgeMeNT coNFeReNce ANd educATioN exhiBiT. Baltimore, Maryland. Presented by the Institute for Supply Manage-ment. 800/888-6276. Fax: 480/752-6276. Website: www.ism.ws.

MAy 6-9 - 26Th iNTeRNATioNAl coNFeReNce oN BuSiNeSS iNcuBATioN. Sheraton Atlanta Hotel, At-lanta, Georgia. Presented by the National Business Incubation Association. 740/593-4331. E-mail: [email protected]. Website: www.nbia.org.

MAy 6-11 - BuildiNg A high-peRFoRMiNg MiNoRiTy BuSiNeSS. Tuck School of Business, Dart-mouth College, Hanover, New Hampshire. Presented by the Tuck Executive Education. 603/646-3740. E-mail: [email protected]. Website: www.tuck.dartmouth.edu/exec/minority.

MAy 10 - SMAll BuSiNeSS expo.Penn Plaza Pavilion, New York City, New York. Presented by The Small Business Expo. 212/404-2345. E-mail: [email protected]. Website: www.thesmallbusines-sexpo.com.

MAy 20-26 - 2012 NATioNAl SMAll BuSiNeSS Week. Venue to be announced, Washing-ton, D.C. Presented by the U.S. Small Business Administration. Website: www.sba.gov.

MAy 21-23 - AMeRicAN SMAll BuSiNeSS SuMMiT. Omni Shoreham Hotel, Wash-ington, District of Columbia. Presented by the U.S. Chamber of Commerce. 202/778-2429. E-mail: [email protected]. Website: www.uschambersummit.net.

MAy 22 - 16Th ANNuAl ScieNce FoRuM ANd Sup-plieR FAiR. The Jet Propulsion Laboratory, Pasadena, California. Presented by the JPL Business Opportunities Office. E-mail: [email protected]. Website: http://acquisition.jpl.nasa.gov/boo/

MAy 23-25 - 29Th ANNuAl eei SupplieR diVeRSiTy coNFeReNce. The Hyatt Grand Champions, Palm Desert, California. Presented by the Edison Electric Institute. 202/508-5549. E-mail: [email protected]. Website: www.eei.org/diversity.

JuNe 2012 JuNe 2-5 - TiA 2012.Gaylord Texan Hotel & Convention Center, Dallas, Texas. Presented by the Telecommunications In-dustry Association. 703/907-7002. E-mail: [email protected]. Website: http://tia2012.org.

JuNe 5-7 - TiA 2012. Gaylord Texan, Grapevine, Texas. Presented by the Telecommunica-tions Industry Association. E-mail: [email protected]. Website: www.tiaonline.org.

JuNe 9-12 - 2012 AMAc/FAA AiRpoRT BuSiNeSS diVeRSiTy coNFeReNce. St. Louis Convention Center and Renaissance Grand Hotel, St. Louis, Missouri. Presented by the Airport Minority Advisory Council and the Federal Aviation Administration. 703/417-2622. Fax: 703/417-2620. E-mail: [email protected]. Website: www.amac-org.com.

JuNe 14-15 - NMSdc MiNoRiTy BuSiNeSS pRogRAM MANAg-eRS’ SeMiNAR. Atlanta, Georgia. Hosted by Chev-ron Corporation and Pacific Gas and Electric Company. 212/944-2430. E-mail: [email protected]. Website: www.nmsdc.org.

JuNe 15-17 - iNTeRNATioNAl FRANchiSe expo. Javits Center, New York City, New York. Presented by MFV Exposi-tions. 201/226-1130. Website: www.ifeinfo.com.


http://www.gallo.com/


NATioNAl MedicAl ASSociATioN Professional society representing the interests of physicians of African descent and the patients they serve. www.nmanet.org

NATioNAl BAR ASSociATioN Represents the interests of African-American attorneys in the United States. www.nationalbar.org

uNiTy: JouRNAliSTS oF coloR, iNc. Strategic alliance of journalists of color acting as a force for positive change in a fast-changing global news industry.www.unityjournalists.org

BlAck cAucuS oF The AMeRicAN liBRARy ASSociATioN Promotes the development of library and information services for people of African descent.www.bcala.org

NATioNAl oRgANizATioN oF MiNoRiTy ARchiTecTS (NoMA)dir.yahoo.com/.../Professional/National_Organization_of_Minority_Archi-tects__NOMA_

Professional organizationsAfrican-American


3

HISPANIC TODAY

A WORLD OF OPPORTUNITYWe are the world’s largest ASME Authorized Inspection Agency. Although we are best known for our services as an AIA, we’ve leveraged experience gained over more than 136 years of operation to become an industry leader in a variety of engineering services fields.

Job opportunities are currently available at HSB Global Standards. Please visit our website for more information on current openings.

www.hsbglobalstandards.com

An Equal Opportunity Employer

Vanasse Hangen Brustlin, Inc.Transportation | Land Developement | Environmental Services

www.vhb.com | Offices located throughout the east coast

Consistently named among the “Best Civil Engineering Firms to Work For” by CE News magazine, VHB is committed to providing a challenging, dynamic and rewarding work environment. Our staff enjoys opportunities to grow professionally and work on interesting projects. Our dynamic, people-centric organization focuses on our culture of collaboration, personal development, and developing lasting relationships both inside and outside of our firm.

VHB is proud to be an Equal Opportunity/Affirmative Action Employer.VHB ensures non discrimination in all programs and activities in accordance with Title VI and Title VII of the Civil Rights Act of 1964.VHB participates in the E-verify employment authorization program.

BlAck culiNARiAN AlliANce Committing itself towards the unification of African Americans in the hospitality industry.www.blackculinarians.com

oRgANizATioN oF BlAck deSigNeRS - (oBd) Nonprofit association dedicated to addressing the unique needs of African-American design professionals.www.core77.com/OBD

BdpA philAdelphiA Black Data Processing Associates; organization of information tech-nology professionals.www.bdpaphilly.org

houSToN lAWyeRS ASSociATioN An affiliate chapter of the National Bar Association, founded to ad-dress the needs of Black lawyers and the Black community.www.houstonlawyers.org

SouTh JeRSey MedicAl ASSociATioN African-American health professionals organization practicing the healing arts in Southern New Jersey.www.southjerseymedical.com

BlAck BRoAdcASTeRS AlliANce Primarily comprised of African-American broadcasters, who represent the interests of both employees and owners in the broadcast com-munications industry.www.thebba.org

NATioNAl ASSociATioN oF BlAck AccouNTANTS, iNc.dir.yahoo.com/.../Professional/National_Association_of_Black_Ac-countants__Inc_


VA is requesting $54.3 billion in advance appropriations for 2012 for health care, an increase of $2.8 billion over the 2011 enacted amount. Planned initiatives in 2012 include better leveraging acquisitions and contracting, enhancing the use of referral agreements, strengthening VA’s relationship with the Defense Department, and expanding the use of medical technology.

Preserving National Shrines“VA remains steadfastly committed to providing access to a dignified and respectful burial for Veterans choosing to be buried in a VA national cemetery,” Shinseki said. “This promise requires that we maintain national cemeteries as shrines dedicated to the memory of those who served this nation in uniform.”

The requested $251 million for cemetery operations and maintenance will support more than 114,000 interments in 2011, a 3.8 percent increase over 2010. In 2011, the department will maintain 8,441 acres with 3.1 million gravesites. The budget request includes $37 million to clean and realign an estimated 668,000 headstones and repair 100,000 sunken graves.

“The 2011 budget proposal

continues the department’s

keen focus on improving

the quality, access and

value of mental health

care provided to Veterans,”

Shinseki said.

Building for the Future$1.15 billion requested for major construction for 2011 includes funding for medical facilities in New Orleans; Denver; Palo Alto, Calif.; Alameda, Calif.; and Omaha, Neb. Also budgeted for 2011 are major expansions and improvements to the national cemeteries in Indiantown Gap, Pa.; Los Angeles; and Tahoma, Wash., and new burial access policies that will provide a burial option to an additional 500,000 Veterans and enhance service in urban areas.

A requested budget of $468 million for minor construction in 2011 would fund a wide variety of improvements at VA facilities. VE

http://www.vhb.com/careers.asp?pagename=careers

http://goldencorral.hodesiq.com/job_start.asp

Professional organizationsAfrican-American


VA is requesting $54.3 billion in advance appropriations for 2012 for health care, an increase of $2.8 billion over the 2011 enacted amount. Planned initiatives in 2012 include better leveraging acquisitions and contracting, enhancing the use of referral agreements, strengthening VA’s relationship with the Defense Department, and expanding the use of medical technology.

Preserving National Shrines“VA remains steadfastly committed to providing access to a dignified and respectful burial for Veterans choosing to be buried in a VA national cemetery,” Shinseki said. “This promise requires that we maintain national cemeteries as shrines dedicated to the memory of those who served this nation in uniform.”

The requested $251 million for cemetery operations and maintenance will support more than 114,000 interments in 2011, a 3.8 percent increase over 2010. In 2011, the department will maintain 8,441 acres with 3.1 million gravesites. The budget request includes $37 million to clean and realign an estimated 668,000 headstones and repair 100,000 sunken graves.

“The 2011 budget proposal

continues the department’s

keen focus on improving

the quality, access and

value of mental health

care provided to Veterans,”

Shinseki said.

Building for the Future$1.15 billion requested for major construction for 2011 includes funding for medical facilities in New Orleans; Denver; Palo Alto, Calif.; Alameda, Calif.; and Omaha, Neb. Also budgeted for 2011 are major expansions and improvements to the national cemeteries in Indiantown Gap, Pa.; Los Angeles; and Tahoma, Wash., and new burial access policies that will provide a burial option to an additional 500,000 Veterans and enhance service in urban areas.

A requested budget of $468 million for minor construction in 2011 would fund a wide variety of improvements at VA facilities. VE

Sometimes, it sounds a horn.To see the wide range of challenging and meaningful career opportunities available

right now at North America’s premier railroad, visit www.unionpacific.jobs.

An Equal Opportunity and Affirmative Action Employer

Union Pacific Railroad Careers

@UPRailroadJobs

Opportunity doesn’t always knock.

http://www.unionpacific.jobs/

http://www.equalitymagazines.com

black perspective 2012

Documents