MGM Resorts Bets On Two Sure Things:

Also Inside:

Its Policy of Inclusiveness and Debra Nelson, VP, Corporate Diversity & Community Affairs

The Best Bet

Prescribing Inclusion

Tech Etiquette

THE BLACK PERSPECTIVE25

Work Here. Fly Anywhere.www.skywest.com/careers

the journey begins here

4 The Black Perspective

Inside This Issue:MGM Resorts Bets On Two Sure Things:

Also Inside:

Its Policy of Inclusiveness and Debra Nelson, VP, Corporate Diversity & Community Affairs

The Best Bet

Prescribing Inclusion

Tech Etiquette

Remarkably, when most people hear the word diversity, their thoughts go typically to equal social, employment and professional opportunities for Black

people. And while the African-American struggle led to the signing of the 1964 Civil Rights Act by President Johnson, which in turn gave birth to the Equal Employment Opportunities Commission, diversity means so much more in

a nation like ours.In addition to spreading its umbrella over tradi-

tionally underrepresented people of all colors, gen-ders and orientations, diversity has also come to be recognized for what it truly is. A dynamic business imperative adding robustness as well as bandwidth to any organization that truly embraces the concept, diversity has harnessed the energy and creativity of every aspect of our society to incite growth and progress in every industry.

The Reverend Dr. Martin Luther King is quoted as having once said; “All I’m saying is simply this, that all life is interrelated, that somehow we’re caught in an inescapable network of mutuality tied in a single garment of destiny. Whatever affects one directly— affects all indirectly. For some strange reason, I can never be what I ought to be until you are what you ought to be. You can never be what you ought to be until I am what I ought to be. This is the interrelated structure of reality.”

And the acknowledgment, understanding, and acceptance of this reality are driv-ing business to new heights of accomplishment.

In this issue, we profile two of the leading corporate diversity officers in the coun-try, each in a different industry, both contributing mightily to the communities in which they live, as well as society in general and the corporations with which they are employed. And while they came from distinctly different backgrounds, along widely divergent educational paths, they’ve both arrived at the same conclusion. Diversity is about more than social responsibility—which it is very much so—it’s also about the advancement of our way of life for society as whole.

Speaking of advancement, you’ll notice a number of differences in this issue of The Black Perspective. We’ve a new layout, new features and a new editor. It’s been said the only thing that never changes is that things change, and this is true for us as well.

Please peruse the issue carefully and let us know how we’ve done. What did we do right? What can we do better? The publication is here to serve you, and through your feedback, we can make sure we continue to do so in issues to come.

Lyndon Conrad bellEditor

Editor’s Letter

Inside This Issue:

CliCk on a page number to go to that story

Debra nelson, mgm resorts international’s, vice-president of Corporate Diversity & Community affairs, has led mgm resorts to consistent rankings among the top companies for di-versity in the united states. honored with numerous awards and broad recognition, nelson shares her guiding philosophies.

High Tech Etiquette A Change For Good The Prescription Is Inclusion

Page 12 Page 14 Page 16

MGM Resorts Bet On Diversity

With the proliferation of mobile devices, a whole new paradigm of decorum has entered the realm of business. so many of us are glued to our screens, we often neglect the people around us. a recent study by robert half indicates this could have a negative im-pact on career growth. here’s what to do about it.

When Chris maclin realized he was in a rut, he turned to the work he loved to find satisfaction. rather than settle for the status quo, with the help of talentguard, maclin found a way to turn his skills and experience to the best possible use.

David Casey, vice president of Workforce strategies and chief diversity officer at CVs/ Care-mark ensures the company has the right people in the right roles, at the right time, in the right places. his common sense methodologies keep the company at the forefront of diversity and inclusion.

Page 19

PUBLISHEREqualityMagazines.com

ManagIng dIREctoRJeff Palmatier

dIREctoR - MaRKEtIngMark cohen

EdItoRLyndon conrad Bell.

aRt dIREctoRFran Sherman

WEBMaStERVince ginsburg

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 2011. all rights reserved.

For advertising, email:sales@equalitymagazines.com

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

p 2. Acushnetp 3. Skywestp 6. Covancep 7. Rehrig Pacificp 9. AAA p 11. Nestle

Ad Index:p 15. Oshkoshp 18. Sodexop 22. CRbardp 23. DirectEmployersp 24. L-3 Communicationsp 25. Talent Guard

Page 8: News BriefsPage 28: Book Shelf: Managing Diversity

Departments:Page 29: Guide To African-American Professional OrganizationsPage 30: Guide to 2011 Diversity Events

p 26. Waste Management p 27. Jacobs Technologyp 27. LAPDp 27. Golden Corral p 27. City of Hollywood p 27. E & J Gallo

p 29. Bristol Meyers Squibb p 29. HSB Global p 30. Vanasee Hagen Brustlin

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

THE BLACK PERSPECTIVE14

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

8 The Black Perspective

Diversitybusiness.com has an-nounced the “top 25 government Agencies for organizations for Multi-cultural business opportunities, and the u.S. Postal Service topped the list.

over 750,000 businesses were asked 10 questions regarding diver-sity. Their decisions were based on factors such as volume, consistency and quality business opportunities granted to women and minority-owned companies. other government agencies at the top of the list include nASA, Department of Commerce, u.S. Army, and the Department of Defense. A complete listing of the winners is available at: www.Diversitybusiness.com/topbusinessList. BP

Individuals considering a career in direct selling, or who are in the early stages of their career in this field will soon have the opportunity to earn a Direct Selling Entrepreneur Certificate at their local community college. Through a new partnership, the Direct Selling Education Foundation (DSEF), a nonprofit public education organization affiliated with the Direct Selling Association, and the na-tional Association for Community College Entrepreneurship (nACCE), is developing the curriculum for a non-credit program that will be made available to community colleges across the country. The curricu-lum is expected to be available as a pilot in fall 2011.

More than 15 million people in the united States, representing nearly $30 billion in revenue, participate in direct selling. Direct selling is defined as the sale of a consumer product or service, person-to-person, away from a fixed retail location and marketed through indepen-dent sales representatives. This certificate is designed to equip individuals in this burgeoning field with knowledge of mar-keting, time management, finance, and leadership—among other key topics. The educational program has two main com-ponents; a workshop providing insights to direct selling to help participants decide if this career option is for them, and a content-driven learning program provid-ing students with the knowledge and skills they need to excel in direct sales.

Visit www.nacce.com for more details. BP

Alpha Phi Alpha, Kappa Alpha Psi, Omega Psi Phi, Phi Beta Sig-ma, and Iota Phi theta fraternities, have jointly produced a diversity job board in conjunction with the employment search firm Personnel Strategies. the job board, entitled www.greekdiversity.com, pro-motes career opportunities to fraternity members across America and will be featured at all fraternity websites.

“the greekdiversity.com job board is a great project. Our fraternity members are excited about supporting this effort and using this tool to improve their career potentials. It will also assist our corporate part-ners to connect with our unique market of qualified and value driven candidates.” says Richard Lee Snow Executive director of Kappa Alpha Psi. “We can finally centralize all our efforts to assist our alumni and student population.”

Black fraternities are a mainstay in African-American society—initi-ating changes and affecting politics, philanthropy and the nation as a whole. For employers who share similar commitments to community and society, www.greekdiversity.com will provide a myriad of oppor-tunities for diversity branding and recruiting. BP

USPS Named Top Government Agency for Multicultural Business Opportunities

America’s Five Historically Black Fraternities Partner to Help Members Find Jobs

Community Colleges to Offer Direct Selling Entrepreneur Certificate

News Briefs

The Black Perspective 9

10 The Black Perspective

The report discusses 52 reasons in deference to the fact there are 52 nations on the conti-nent. The list includes both continent-specific and country-specific reasons to invest in Africa.

Some of the reasons the report lists are as follows:

Reason # 4: big multinational com-panies are spending big money to build up Africa’s infrastructure. For example, diamond industry leaders De beers recently signed a deal to mine diamonds in botswana, including a commitment to build a diamond sorting facility. Also, the Infrastructure Consortium for Africa (ICA) reported on Jan. 18, 2011 that IbM will be joining bharti Airtel (which services 16 African countries)

to improve its telecommunications infrastructure.

Reason # 6: The workforce in Africa is young and energetic. African gov-ernments don’t have to dedicate a lot of resources to elderly care and pension plans.

Reason #29: Mauritius ranked 20th

among 183 countries (and first in Africa) as the “Easiest Place to Do business” accord-ing to a June 2010 ranking methodology by the World bank. A high ranking means the country’s regula-tory environment is conducive to the start-ing and operation of a business.

Reason #52: Invest-ing in Africa means investing in lives, liter-ally and figuratively. Foreign investors are in

a good position to help the economi-cally deprived in Africa. This is impor-tant, because economic deprivation on the continent of Africa can negatively impact economic security across the world.

Read the entire report at www.My-AfricanPlan.com. BP

MyAfricanPlan.com Releases “52 Reasons to Invest in Africa”

News Briefs

“the U.S. Federal government spends billions of dol-lars each year employing tens of thousands of attorneys outside of the judicial branch. From the Justice department to nASA, attorneys work in legal disciplines including civil rights, labor and employment, ethics, elec-tions, criminal law, environmental conservation and protection, natural resources, foreign affairs, inter-national trade, national security, military, agriculture, education, contracts, taxation, transportation, banking, finance, securities, com-munications, intellectual property, science and technology, health, housing and consumer safety.

Inside the World’s Largest Legal Employer: Careers and Compen-sation with U.S. Federal Agencies provides a tactical guide for anyone

considering legal employment in U.S. Federal agencies by detailing where the jobs are, what roles attorneys play and how much they are compensated. the book also highlights

a number of noteworthy statistics. Men hold 75% of the highly

coveted administrative law judge-ships, while women hold 35% of the 11,000+ positions with salaries over $150,000. Minorities comprise approximately 35% of the attorneys at the U.S. department of Housing and Urban development compared to slightly over 10% of the thou-sands of civilian attorneys within the department of defense.

the average salary for hearings and appeals positions that do not re-quire a law license is over $100,000 and can exceed $150,000. BP

Book Outlines Legal Careers and Compensation with U.S. Federal Agencies

MyAfricanPlan.com Releases “52 Reasons to Invest in Africa”

12 The Black Perspective

TechEtiquette

In the days when “tweets” were bird sounds and a “text” was a book, workplace blunders had a limited audience. now, however, these missteps can receive broad exposure—with unhappy consequences: Three out of four human resources managers polled by spe-cialized staffing firm Robert half, said technology eti-quette breaches can affect a person’s career prospects.to prevent professionals from falling victim to online gaffes, Robert half has released a new guide, Business Etiquette: The New Rules in a Digital Age.

“Etiquette breaches, such as paying more attention to your smartphone than the people you’re meeting with, can make others feel less important and cause you to miss information,” said brett good, senior district president of Robert half International. “other mistakes, such as sending a confidential e-mail to the wrong person or impulsively posting an offensive comment on Facebook or twitter, can have more seri-ous, career-impacting consequences.”

Robert half identified the top five technology eti-quette breaches and offers the following advice to help workers avoid these labels:

New Guide Helps Prevent Career-Crushing Blunders

The Black Perspective 13

Etiquette

1. The Venter. This indiscreet individual never misses an opportunity to docu-ment a bad work situation. Job-related gripes and groans get splashed across Facebook, twitter and her personal blog. E-mail, too, takes a decidedly negative tone.

Advice: Look on the bright side. to avoid this label, keep the information that you post positive. Sticky or un-pleasant situations are best discussed offline and in private.

2. The Noise Polluter. This person’s phone seems to lack a silent mode or an off button. Whether in a meeting or at a colleague’s desk, he freely takes and makes calls, oblivious to his sur-roundings. between noisy ring tones and loud public broadcasts of personal conversations, it’s impossible to con-centrate when he’s nearby.

Advice: to keep office noise at a mini-mum, set your phone to silent mode at the office, and hold personal conversa-tions behind closed doors.

3. The Cryptic Communicator. This person relies on texting shorthand for every type of correspondence. odd or informal abbreviations, poor punctua-tion, and spelling and grammatical goofs leave people shaking their heads —and pleading for clarification.

Advice: Slow down, and take it easy on the abbreviations. Spending a little more time on your communications can make them easier to decipher.

4. The Pop-Up Artist. While you’re try-ing to complete assignments, this chat fanatic insists on sending you a flurry of instant messages. Throughout the day, you’re subjected to the pings and pops of incoming IMs: RUTHERE? CYE [check your e-mail]!

Advice: IMs are fine for quick volleys of conversations, but don’t go over-board. And don’t expect that everyone will want to “chat” with you. For many, e-mail is immediate enough.

5. The Conference Call Con. This multi-tasker pretends to pay attention during teleconferences but is so busy check-ing e-mail he has no clue what’s being discussed. It’s not an unusual problem: 45 percent of executives confessed to frequently doing other things while in these meetings, according to another Robert half survey.

Advice: Although we all multitask from time to time, pay attention to relevant conversations when on conference calls. It can help to turn away from your monitor so you’re not distracted by e-mail. BP

14 The Black Perspective

ChrisMaclinA Man on a MissionWRITTEN By LINDA GINAC

When the economy is sluggish, most people think about holding on tight to their job even if they are miserable. Despite a progressive career at one of the largest computer manufacturing companies, u.S Army veteran Chris Maclin was not satisfied.

Maclin says, “After the military, I landed a job as a project manager and I was doing well. I was admired by my peers, got strong performance reviews, and worked in a culture that supported and encouraged diversity.”

Despite all these attributes however, Maclin couldn’t help but feel something was missing from his career. Maclin says, “I just couldn’t get jazzed about building and selling computer electronics and thought about moving on several times.” Despite his unhappiness though, he stuck with it because the job market was not thriving.

In 2005, Maclin was given an incredible opportunity to lead the company’s recovery outreach effort due to the Katrina storm in new orleans. During the disaster, comput-ers were needed to track supplies and customize purchase orders on-demand.

Maclin says, “The company didn’t have an efficient way to track property, such as monitors and servers provided to agencies in the area, so I developed a logistics tracking pro-cess and worked across the company to ensure the solution worked.”

This project enabled the company to respond to a major disaster, while protecting the company’s assets. The work brought Maclin excitement and intensity on so many levels he hated to see it come to an end. “I derived a lot of enjoy-ment from using technology to help people in need.” Maclin says of the project.

After it ended, Maclin’s frustration grew over the years.

no matter how many projects he managed successfully, he couldn’t shake the feeling he wasn’t in the right career or company. he searched the job market several times using job boards, but nothing ever jumped off the page. Maclin’s frustration led him to seek out a career coach to find direc-tion and/or help him redirect his talents within his current company. he contacted talentguard because he’d heard about their systematic framework established specifically to help people make career changes.

After months of working with talentguard, Maclin real-ized he was in the right job but in the wrong environment. Maclin needed to be in an environment that focused on helping people—as clichéd as it sounds, he truly wanted to make a difference in the world. Then an opportunity pre-sented itself that would allow Maclin to give back to the very people he served with during his military tenure. Maclin joined the u.S. Department of Veterans Affairs to manage a project that would reinvent the healthcare delivery for America’s Veterans. “Without the assistance of talentguard and their amazing team of coaches, I would not have truly realized all of my talents and how to best position them in the marketplace,” says Maclin.

Joining the right company has made a positive impact in Maclin’s life. Currently an adjunct professor at Letourneau university, instructing students on Project Management operations Management and Strategic Management, as well as business Policy—Maclin is a good example of someone who didn’t settle for the status quo. he continually sought out areas where his skills would be valued and where he felt like he could make a difference.

to learn more about talentguard, visit them at www.talentguard.com. BP

When the economy is sluggish, most people think about holding on tight to their job even if they are miserable. despite a progressive career at one of the larg-est computer manufacturing companies, U.S Army veteran Chris Maclin was not satisfied.

VETERANS ENTERPRISE48

A Man on a Mission

16 The Black Perspective

DavidCasey WRITTEN By JIM HUGHES

CVS Caremark’s

Prescribing Success Through Diversity

The Black Perspective 17

DavidCasey

“I learned something today, and I learn something new almost every day,” says Casey, vice president of Workforce Strategies and chief diversity officer for CVS Caremark. “I do this work for a living, and there are still things I know we all have to be conscious about. I wasn’t exposed to all kinds of people when I grew up. none of us were. We all have filters, and I know I have to be conscious about managing those filters.”

It’s advice he often gives to young diversity practitioners: “Just because you have a background people think of as ‘diverse’, don’t assume you have all the answers, because you don’t.”

The “filters” Casey describes are of increasing interest to corporate America, as companies see their markets chang-ing with the demographics of the country, and their cus-tomers and employees representing an increasingly diverse set of backgrounds. This awareness is at the center of CVS Caremark’s approach to recruiting workers at all levels for CVS Caremark, a company of about 200,000 employees that is nearly always hiring, from entry-level store associates to highly trained health care professionals and executives.

“A big part of my team’s job is to deliver the right people in the right roles, at the right time, in the right places,” he says. “And because we are focused on helping customers and patients improve their health in communities across the country, you can imagine how highly engaged and diverse we have to be if we’re going to be effective today and into the future.”

over the course of a career that started with the u.S. Ma-rine Corps and has allowed him an opportunity to emerge as a national figure in diversity management, Casey has seen the very concept of diversity management evolve. There was a time when it was thought of as primarily a moral imperative, he says. today, it is more widely understood as a strategic

imperative for business.“The model we use at CVS Caremark (and other compa-

nies use it too), is based on a methodology that in many ways follows the contours of a basic business plan. We spend a lot of time looking at four things: having a workforce reflective of our customers; building and sustaining a company culture of inclusion where all of our colleagues can perform at their highest potential; ensuring our policies and procedures en-able us to effectively manage diverse talent; and effectively engaging all external stakeholders, such as our customers, communities and clients,” Casey says. “Managing diversity well doesn’t come solely from personal experiences. There really are structured methodologies and practices that work across all industries and sectors. The business community is becoming more educated about these tools and how people can use them in their personal and professional lives.”

So what’s left to learn for a senior leader in the field of diversity management?

“We, far too often, feel the need to re-create the wheel so to speak” says Casey. “to come up with the new and next best thing in this work. I believe we should balance that with taking the time to recognize where we are managing diversity well, but may not even know it. We have to be careful to not assume things are broken right out of the gate. What’s just as important is to first understand what diversity really is and how to help others recognize when they’re man-aging it well, just as often as we seek to ‘fix’ what we think is broken.” BP

David Casey has spent his career working on diversity management and today has responsibility for this and other core elements of human resources strategy for the 18th largest company in the country. But if you ask him, he’ll tell you: He still has a lot to learn.

Prescribing Success Through Diversity

Your future

so creative, so successful,so inclusive, so different,

so sodexoAt Sodexo, our dedication to a culture of diversity includes investing in professional growth and development for every individual. Our offerings include a blend of formal classroom, e-based and on-the-job training with some of the brightest talent in the industry. Examples include:

Come Alive with Sodexo – an award-winning one-year, five-phase program offering a growth plan for all new management employees through an integrated approach to learning.

Leading the Sodexo Way – a powerful leadership development series of courses that reinforce our core competencies.

Emerging Leaders – a dynamic, challenging, 9-month program that offers selected participants the opportunity to develop strategic leadership skills.

Mentoring Initiative – programs that match mentors and mentees who can discuss challenges and give valuable career advice on a more personal level.

Sodexo and Hispanic Today share in the desire to maximize the power of a diverse workforce.

“ Despite a year of economic uncertainties, Sodexo remained steadfast in its commitment to diversity and inclusion. It is that commitment that drives our ability to identify and develop the best talent, create an inclusive culture where our workforce can thrive, and deliver outstanding services to our clients and customers.”

George Chavel, President and CEO From Sodexo’s 7th Diversity & Inclusion Annual Report

Now, can we build your career together?

Search for your ideal opportunity:

From your mobile device:

From your desktop:http://bit.ly/HispanicTodaySodexo

The Black Perspective 19

G rowing up in Birmingham, Alabama during the era of the civil rights struggles, Debra Nelson has vivid memories of the perils of being African-American in that city. “I recall accompanying my mother on a trip downtown to pay the household bills. She cautioned me to

hold on to her should anything happen. It was in the 1960’s when Blacks were subject to attack by the authorities with fire hoses and dogs.”

DebraNelson MGM’

s

20 The Black Perspective

Later, as a young adult—in the early days of her professional career—nelson was moved by the story “grady’s gift” in the Decem-ber 1991 issue of The New York Times Magazine. grady hutchin-son was an Alabama woman con-fined by time and circumstance to jobs beneath her abilities. because of her race, grady was unable to pursue higher education in Ala-bama’s mainstream public colleges and universities to enable her to live up to her true potential. The author of the story, howell Raines, discussed what he called a ‘conspir-acy of silence’ contributing to the inequality and racism hutchinson endured.

nelson defines these two factors as the catalysts for her multiple award-winning career in diversity. As vice-president of Corporate Diversity & Community Affairs at MgM Resorts International, nelson is responsible for the stra-tegic devel-opment and implemen-tation of the company’s diversity initia-tives and commu-nity affairs activities.

In Las Vegas, a list of the 16 MgM resorts there reads like a what’s-what of the Strip. In addition to the MgM grand, the portfolio includes, bellagio, Excalibur, Luxor, Mandalay bay, Mirage, Monte Carlo and new York-new York. other resorts include MgM grand Detroit, beau Rivage in biloxi, Mississippi, and the MgM Macau.

Prior to joining MgM Resorts, nelson held positions in diversity management at DaimlerChrysler, The Chrysler group, Mercedes-benz uSA, and Mercedes-benz u.S. Inter-national—before the field of diversity even had a name.

nelson says, “At the time, we did not call this work diver-sity. As a then-new company operating in the u.S., I helped Mercedes-benz successfully establish inclusive practices

governing its business operations in Alabama, essentially blending the culture of german industry with the sociology of the Ameri-can southeast to extract the best of both worlds. As a result of this work, the president of sister company Mercedes-benz uSA asked me to launch a national diversity initiative engaging all corporate disciplines: human resources, training, retail, dealer network, advertising, marketing and purchasing.”

For this work, the automotive publishing company on Wheels, Inc. honored her with its “Wom-an of the Year urban Wheel Award” for impacting diversity within the auto industry.

Currently based in Las Vegas, nelson now works closely with the Diversity Committee of MgM Resorts International’s board of Directors and the

company’s senior executives to ensure implemen-tation of diver-sity policies and practices within the conglomerate. nelson, regarded as one of the na-tion’s top diversity

practitioners, cites her understanding of the business impact of diversity as key to her efforts.

She says, “As a professional discipline, I believe diversity will evolve as business demands dictate. I’ve seen it grow from a response to political pressure and legal mandates to a competitive business asset. As society becomes more diverse, yet more connected via technology, continuing the practice of inclusiveness will help us develop the skills to enable us to better understand and accept each other, and leverage our differences to the benefit of our respective organizations.”

With that philosophy, nelson has been instrumental in guiding MgM Resorts International to consistent rankings among the top companies for diversity in the united States. on her watch, MgM Resorts International has been recog-nized as a leading company for hispanic businesses by His-panic Business magazine; one of the “top 40 Companies for Diversity” by Black Enterprise magazine; one of the “50 best

An incredibly driven individual, Nelson also works to ensure opportunities for those in her surrounding community.

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The Black Perspective 21

Companies for Latinas” by LATINA Style magazine; and one of the “top 50 Com-panies for Diversity” by DiversityInc magazine.

When Global Gam-ing Business magazine named her one of its “25 People to Watch”, the pub-lication highlighted her under-standing of the business impact of diversity as exemplified by the Women of Color Conference, an annual professional development event attracting participants from throughout the u.S. to Las Vegas. Founded by nelson, the two-day event was designed to simultaneously promote MgM Resorts as an employer of choice, generate revenue for the company through lodging, food and beverage expenditures, and enhance tourism for the Las Ve-gas region—all while empower-ing women of color. now in its fifth year, the Women of Color Conference routinely attracts nationally recognized speakers and experts to offer professional development and leadership training to conference attendees.

An incredibly driven individ-ual, nelson also works to ensure opportunities for those in her sur-rounding community. The imme-diate past president of the urban Chamber of Commerce in Las Vegas, she was instrumental in brokering an agreement with the City of Las Vegas to enable the uCC to become managing operator of a micro- and small business incubator, developing and creating local jobs. The 17,100 square foot facility, christened the urban Chamber of Commerce business Development Center, pro-vides below market lease rates for office space, a portfolio of executive services, office equipment and furnishings, as well as conference and training rooms.

“one of the most impressive attributes of the incubator is that one of every two jobs created within the facility goes to eligible individuals of low to modest incomes,” nelson says. “During

this period of high unem-ployment and economic recession, this program is a welcome resource for many people.”

nelson currently serves as chairperson of the committee charged with marketing the incubator to prospective tenants and sponsors.

because of her community involvement, nelson has been honored with numerous local awards and recognition. The Women’s Chamber of Com-merce of nevada presented her its highest honor, the “Athena Award” for leadership and in-ducted her into its Women’s hall of Fame in 2010. She is a recipi-ent of the prestigious “Women of Distinction” award from the national Association of Women business owners of Southern nevada, and the “Professional Services” award from the Latin

Chamber of Commerce in nevada. Asked about her guiding philosophy regarding her work,

the university of Alabama graduate says, “My primary and highest motivation has always been to make a meaningful positive difference in the communities where I’ve lived and for the companies at which I’ve worked.”

grady hutchinson would be proud to see what her story inspired in the career of another young woman from Ala-bama. BP

Because of her community involvement, Nelson has been honored with numerous local awards and recognition.

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NEW yORk-NEW yORk LUxOR LAS VEGAS

THE BLACK PERSPECTIVE8

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

TM

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

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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

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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

“A culture thatvalues diversity isa rich and versatile one.”

Our workforce has time and again sought to be one where employees of all backgrounds are treated with the respect they deserve as equal human beings.

We comply with all EEO and OFCCP regulations in order to display our committment to minority and women’s inclusion.

It’s our world. We want your input.

THE BLACK PERSPECTIVE4

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.

THE BLACK PERSPECTIVE26

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

THE BLACK PERSPECTIVE26

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

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

THE BLACK PERSPECTIVE26

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

28 The Black Perspective

Book Shelf

The BUSINeSS Of DIVeRSITy: A VIew fROM The CORPORATe SUITeCognella Academic PublishingYoulanda M Gibbons

The Business of Diversity: A View from the Corporate Suite delves into the experiences of executives and senior-level managers in America’s top For-tune 500 corporations. In ex-clusive, eye-opening interviews, these men and women recount their professional and personal experiences associated with their corporation’s adoption and implementation of diversity strategies. The book brings to center stage the frustrations and challenges propelling com-panies’ responses to external pressures, including changing population and workplace de-mographics and public scrutiny that influences the adoption and implementation of recruitment, hiring and retention strategies directed toward women and minorities.

DIVeRSITy: LeADeRS NOT LABeLS: A New PLAN fOR A The 21ST CeNTURy free PressStedman Graham

Diversity: Leaders not Labels studies diversity as no one has before, exploring different cul-tures and their histories to help you understand that everyone has had challenges and that the transformation process is the same for each of us. hard work, sacrifice, talent, and self-moti-vation are the tools you need for the future. by showcasing indi-viduals who have successfully transcended labels to become leaders, graham helps read-ers begin to move from their history to carving their own individual pathways to success, based on authenticity as well as the talents and skill they bring to the workforce.

MANAGeMeNT, GeNDeR, AND RACe IN The 21ST CeNTURyUniversity Press of America Margaret Foegen Karsten

Management, Gender, and Race in the 21st Century summa-rizes the experiences of specific racial and ethnic minorities and women in leadership positions in u.S. organizations since World War II, with emphasis on the past 10 years. This com-prehensive study explores new leadership styles, changes in organizational structure aimed at empowering previously disenfranchised groups, and the increasing prevalent role of women in major corporations. BP

The perception of diversity and inclusiveness has evolved from one of a political imperative to a valuable component and an integral aspect of a successful business. Organizations have come to recognize how incorpo-rating people from a broad range of backgrounds and cultures can have

a positive impact on the bottom line. these four books examine diversity from a number of perspectives, and can be very helpful toward developing a policy of

Diversity And The 21st Century workplace

CORPORATe TRIBALISM: whITe MeN/whITe wOMeN AND CULTURAL DIVeRSITy AT wORk University Of Chicago PressThomas Kochman and Jean Mavrelis

Corporate Tribalism is an invaluable resource as we look toward a future beyond the glass ceiling. The 2008 elections shattered historical precedents and pushed race and gender back to the forefront of our national consciousness. The wide range of reactions to the efforts of barack obama, hill-ary Clinton, and Sarah Palin dramatically reflected ongoing conflicts over diversity in our society, especially in the venue where people are most likely to encounter them: work. As more and more people who aren’t white men enter corporate America, we urgently need to learn how to avoid clashes over these issues and how to resolve them when they do occur.

The Black Perspective 29

Diversity And The 21st Century workplace

THE BLACK PERSPECTIVE4

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.

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 infor-mation services for people of African descent.www.bcala.org

NatioNal orgaNizatioN of MiNoritY architects (NoMa)dir.yahoo.com/.../Professional/National_Organi-zation_of_Minority_Architects__NOMA_

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 technology professionals.www.bdpaphilly.org

hoUstoN lawYers associatioN An affiliate chapter of the National Bar Associa-tion, founded to address the needs of Black lawyers and the Black community.www.houstonlawyers.org

soUth JerseY Medical associatioN African-American health professionals organi-zation 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 communications industry.www.thebba.org

NatioNal associatioN of Black accoUNtaNts, iNc.dir.yahoo.com/.../Professional/National_Asso-ciation_of_Black_Accountants__Inc_

Professional OrganizationsAfrican-American

VETERANS ENTERPRISE9

30 The Black Perspective

2011 Calendar of

Diversity Events and

Conferences

March 23-27, 2011National society of Black engineersSt. Louis, MO

March 29, 2011catalyst awards dinnerNew York, NY

MaY 2-3, 2011hispanic association on corporate responsibility annual symposiumWashington, D.C.

JUNe 21-23, 2011women’s Business enterprise National council National conferenceLas Vegas, NV

aUgUst 10-13, 2011ascend Pan-asian leaders National conferenceNew York, NY

aUgUst 2011National association of asian american ProfessionalsBoston, MA

octoBer 30 - NoveMBer 2, 2011National Minority supplier development councilAtlanta, GA

THE BLACK PERSPECTIVE4

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.