Also Inside:Commonground/MGS

Makes History

Hispanic Business Roundtable Institute

Mexican-American Chamber’s Scholarships

Practicing And Measuring Good Faith Efforts

www.hispanic-today.com

Rosa SantanaToyota’s First Hispanic Female Tier 1 Supplier

Acushnet Company proudly supports

America’s Veterans.

Join the Team behind the Brands.

www.AcushnetCompany.comAn equal opportunity employer, m/l/d/v

Opportunities are available in Southeastern MA and Southern CA. Acushnet Company offers competitive salaries and comprehensive

benefits. For more information, check out our website.

Tax Accounting • Customer Service • Information Technology

We embrace diversity in our products, the players who use our equipment, and most importantly, our people.

Embracing Diversity

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

4

Letters From The EditorThe Only Thing You Need To Fear…

ISIL, Ebola, militant police forces, computer hackers…Every day, it seems there is something new in the

world to incite fear among us. This is also true when you’re contemplating a career change, or striking out on your own to become an employer. Fear is always waiting out there like some huge cloud to obscure all of your hopes, dreams, plans, and strategies.

Dictionary.com defines fear as a distressing emo-tion aroused by impending danger, evil, pain, etc., whether the threat is real or imagined; the feeling or condition of being afraid.

The key phrase in that definition?“Whether the threat is real, or imagined…”It’s quite natural to experience fear. Our psy-

chological makeup is designed to protect us from perceived danger—whether physical, emotional, financial or otherwise. Often though, to achieve success, we have to proceed in spite of our fears. We have to risk the benefit of the reward will outweigh the discomfort we have to experience to achieve it.

The thing is, more often than not, the things we worry the most about never come to pass.

This is why the most important thing we can do as we strive to create something capable of bettering our lives is manage our fears. Left unchecked, fear can debilitate, stagnate, and ultimately assassinate our dreams. Proceeding cautiously and warily is one thing. Standing inert because of fear is quite another.

Some people say the best way to overcome a fear is to live through it. While this is effective, one can also quash fears by learning from other’s experi-ences. This is where solid research comes in. Do your homework, learn as much as possible about your endeavor; you’ll find the pitfalls and see how others overcame them. Incorporate those strategies and you’ll find fear falls by the wayside pretty quickly.

Whichever method you choose to overcome it, one thing is certain.

The only thing you really need to fear—is fear.

Lyndon Conrad Bell. Editor

Hispanic Today

On the CoverForma Automotive’s

Rosa SantanaOn September 12, 2014, Toyota Motor Manufacturing

announced Santana’s contract, making her the com-pany’s first Hispanic female Tier 1 supplier. In this issue, Santana explains how she got there, and lays out an easy

to follow plan for others to proceed in her footsteps.

Features CLICK ON A PAGE NUMBER TO GO TO THAT STORY

Latinas & Unequal PayPage 12

Page 18

When it comes to compensation equality, Latinas seem perennially stuck at the bottom of the barrel. A problem in and of itself, the ramifications go far beyond take-home pay.

Representing some of the most noted brands in America, the launch of Commonground/MGS marks the formation of the nation’s first minority-owned marketing and communications holding company.

PUBLISHEREqualityMagazines.com

MANAGING DIRECTORJeff Palmatier

DIRECTOR - MARKETINGMark Cohen

EDITORLyndon Conrad Bell

ART DIRECTORFran Sherman

WEBMASTERVince Ginsburg

OFFICE MANAGERRobin Cohen

HISPANIC TODAY is a publication of EqualityMagazines.com

This publication is dedicated to informing the Hispanic 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 2014. All rights reserved.

For advertising, emailsales@EqualityMagazines.com

For editorial, emaileditor@EqualityMagazines.com

EqualityMagazines.comHISPANIC TODAY13351 Riverside Dr., #514Sherman Oaks, CA 91423Tel: 818-654-0870http://www.hispanic-today.com

News, Views, Opportunities & Advice:

The Only Thing You Need To Fear…

Page 04 Letters From The EditorPage 08 The Hispanic Business Roundtable Institute LaunchesPage 09 Mexican American Chamber of Commerce ScholarshipsPage 14 Hispanic Financial Aid GuidePage 22 Practicing & Measuring Good Faith EffortsPage 28 Bookshelf

Page 20

Commonground/MGS Makes History

Page 2 – AcushnetPage 3 – CovancePage 6 – Direct EmployersPage 7 – Vanasse Hangen Brustlin, Inc.Page 10 – TalentGuardPage 11 – Rehrig PacificPage 16 – Valley Power SystemsPage 17 – CaterpillarPage 26 – Lockheed Martin

Ad Index

Page 27 – Union Pacific RailroadPage 28 – HSB Global StandardsPage 28 – Equality MagazinesPage 29 – LAPDPage 29 – E & J Gallo WineryPage 29 – Golden CorralPage 29 – City of Hollywood, FloridaPage 29 – American Pacific CorporationPage 30 – Equality Magazines

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

www.vhb.com | Offi ces located throughout the east coast

VHB is dedicated to providing a challenging, dynamic and rewarding work environment. Our sta� enjoys opportunities to grow professionally and work on interesting projects. Our dynamic, people-centric organization focuses on our culture of collaboration, personal development, and fostering lasting relationships both inside and outside of our � rm.

VHB is proud to be an Equal Opportunity/A� rmative 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.

Planning | Transportation | Land Development | Environmental

8

news & views

Hispanic Business

Roundtable Institute

TAMACC Partnership

Business leader and former U.S. Small Business Administrator, Hec-tor Barreto has announced the official launch of the Hispanic Busi-ness Roundtable Institute, a non-partisan, non-profit grassroots organization seeking to promote and advocate economic advance-

ment and U.S. job growth in America.

“I am excited to announce the launch of the Hispanic Business Roundtable Institute,” said Hector Barreto, HBRTI president and former U.S. Small Business Administrator. “As a busi-ness owner, I see the potential and reward of investing in America and the contribution it makes to the economic growth of our na-tion. We actively work with leading Hispanic entrepreneurs, organizations and government officials to help create the environment for businesses to grow and thrive.”

Headquartered in Washington, D.C., HBRTI supports national and regional based pro-grams and studies resulting in measurable social, economic, and educational opportuni-ties for those seeking and building the Ameri-can Dream.

Across the board, business leaders believe Congress and the Administration need to invest in America by focusing on growing our economy. HBRTI will advocate for the follow-

ing: controlling the mounting deficit; creating an environment of less regulations and more competitiveness; access to quality healthcare and affordable costs; educating our children; and offering economic independence and stability to the Hispanic community.

“Small businesses drive job creation and economic development across the country,” said Barreto. “Hispanics account for more than three-million businesses in America today and they are starting those businesses at three times the national average. We know Hispanics have the potential to change how America does business. However, for the U.S. economy to return to its growth potential, the private sector and policymakers need to focus their efforts. HBRTI is the link to positively impact businesses and the economy, while also serving as a voice for Hispanic entrepreneurs.”

Learn more about the Hispanic Business Roundtable Institute at http://www.hbrti.com/. HT

Barreto Launches

TAMACC Partnership

WGU Texas has signed an agree-ment with the Texas Association of Mexican American Chambers of Commerce (TAMACC). TAMACC,

is a 39-year-old Austin-based organization, consisting of 24 local Hispanic chambers of commerce throughout Texas, and represents more than 15,000 Hispanic business mem-bers. WGU Texas is the first university to part-ner with TAMACC.

WGU Texas will award five Hispanic Achiever Scholarships, each valued at up to $5,000 ($1,000 per term for up to five terms) to encourage TAMACC members and their employees to get a college degree, Members and their employees will also receive a five percent tuition discount (for up to two years) and can also apply for scholarships offered through the WGU Texas Institutional Part-ners Scholarship program.

“To succeed in our state’s competitive economy, Hispanic business owners need workers with top-notch credentials and management skills,” said JR Gonzales, executive vice chair at TAMACC. “WGU Texas is offering our members an affordable and credible path to get their college degrees, while con-tinuing to successfully grow their businesses.”

The demand for educated and skilled workers in Texas continues to rise. By 2020, 62 percent of the jobs in Texas will require post-secondary educa-tion, according to a study by the Georgetown Uni-versity Center on Education and the Workforce.

However, while the fastest growing workforce fields require college degrees, Hispanics continue to have the lowest post-secondary degree attain-ment of any population. Currently, fewer than 17.18 percent of Hispanic Texans have attained a two- or four-year degree.

John Flores, a network engineer in Houston, Texas, and a father of two sons under the age of three, earned a B.S. in Information Technology from WGU Texas in a year and a half and is now working toward his master’s degree. “The best thing about WGU Texas is that the university val-ues the knowledge you already have, and teaches you what you don’t know,” he said.

WGU Texas offers more than 50 accredited online degree programs in today’s high de-mand fields. To learn more about the Hispanic Achievers Scholarships, go to texas.wgu.edu/his-panicachievers. For more information about the TAMACC partnership benefits, go to texas.wgu.edu/TAMACC. HT

WGU Texas Announces

and $25,000 in Scholarships

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

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

12

news & views

Latinas Can’t Afford Unequal Pay for Equal Work

For all the talk about Latinas’ strides in terms of earning college degrees, politi-cal participation, small business ownership and the all-time marketing favorite, “spending power,” there is a dark piece of reality that needs to be confronted, discussed and acted upon: The fact that when it comes to pay equality, we seem

to be perennially stuck at the bottom of the barrel.

National gender gap figures, with women who work full time paid just 77 cents for every dollar a man with the same experience and education profile makes, are deplorable in and of themselves. Yet for Latinas, the gap is even wider. In fact, according to the National Partner-ship for Women and Families (NPWF), in 2013 we made a paltry 55 cents to every dollar a white male makes last year — the lowest amount of any other ethnic group of women. The median salary for Latinas is $29,020 per year, compared to a median salary of $48,202 for all men – or a difference of $19,182 per year.

While many cite education as the decisive factor, that’s not entirely true: Latinas are still underpaid even

when they have the same experience and educational background. The reality is, many other factors also contribute to the dismal wage level of many of our mu-jeres. These factors range from language and immigra-tion status and the kind of jobs to which these afford access, to obligations imposed on gender by remnants of machismo within our culture, to overt and implicit workplace discrimination.

The consequences of the disparity are adverse and long lasting for all Latinas, but especially so for the more than 2 million Latino families who rely on women as the main breadwinners. When you factor in a fam-ily’s living expenses, food, and other basic needs, the

13

Latinas Can’t Afford Unequal Pay for Equal Work

Editor’s note: Elianne Ramos is principal and chief executive officer at Speak Hispanic Communica-tions. This article originally appeared at the U.S. Department of Labor Website.

The consequences of the disparity are adverse and long lasting for all Latinas, but especially so for the more than 2 million Latino families who rely on women as the main breadwinners.

result is an alarming amount of single parent Latino households living paycheck-to-pay-check, barely making ends meet. Childcare costs alone could range between $3,582 and $18,773 a year ($300 to $1,564 a month!) de-pending on where you live, according to the National Association of Child Care Resource & Referral Agencies (NACCRRA).

Over the short term, less income for Latina heads of household means less money for groceries, less money for college savings, less money for an emergency fund. Over time, however, the damage reaches the hundreds of thousands of dollars in lost wages. This trans-lates into lower educational opportunities for these women and their children, abandonment of the work force due to an inability to afford care giving costs for children and aging par-ents, as well as significantly smaller retirement funds, among many other blocks to potential wealth. The resulting vicious cycle of poverty is one that few in our community are able to overcome, let alone escape.

The elimination of the wage gap, on the other hand, would make a crucial and posi-tive difference in the lives of millions of La-tinas and by extension, that of their families. As the NPWF report shows, a Latina working full time, year-round, for example, would have enough money to cover:

• Nearly THREE years’ worth of food• Nearly TWO years of rent• Almost FIVE more years’ worth of family

health insurance premiums• 5,743 additional gallons of gas

As we celebrate Hispanic Heritage Month, I urge Latinas and Latinos to pay attention to the wage gap debate, learn how equal pay would benefit our families, and speak up. It’s time to become aware, vocal and civically engaged to ensure that everyone, regardless of gender, race or ethnicity is compensated

equally for doing the same job. One way we can do this is by registering to vote and supporting national, state and local policies and candidates in favor of ending the wage gap, and holding them accountable for their promises to do so. We must stand up to-gether and demand equality for Latinas – for all – because in the end, folks, no one will do it for us.

Attaining wage equality is at the heart of economic empowerment, which has a direct impact on our community’s future educa-tional, social and political prospects in this country. In other words: When La-tinas succeed, our families succeed… and America succeeds. HT

14

¡Gradúate!A Financial Aid Guide to Success

education

White House Issues Hispanic Financial Aid Guide

The White House Initiative on Edu-cational Excellence for Hispanics (WHIEEH) has announced the re-lease of “¡Gradúate! A Financial Aid

Guide to Success” to help support His-panic students in their efforts to enroll and afford a postsecondary education.

In order to improve opportunities for Hispanic students, President Obama signed Executive Order 13555 on Oct. 19, 2010, renewing the White House Initiative on Educa-tional Excellence for Hispanics. This executive order dem-onstrates the president’s strong support for the critical role Hispanics play in the overall prosperity of the nation and highlights the administration’s commitment to expand-ing educational opportunities and improving educational outcomes for all students.

The guide, available in English and Spanish, includes recommendations on how to prepare a college application, helpful tips on how to choose the right college, and types of financing options, including resources for students granted Deferred Action for Childhood Arrivals and non-U.S.citizen students.

“We developed the guide in response to feedback that we received directly from students and parents across the country. Our goal is to continue providing the Latino community with the resources and tools they need to be successful from cradle to career.” says Alejandra Ceja, executive director of the White House Initiative on Educa-tional Excellence for Hispanics.

Determined to help the country reach the President’s 2020 goal to once again lead the world in college gradu-ates, the Initiative has prioritized college access among Hispanics as a key issue. Recent research indicates that the national Hispanic high school graduation rate is at 76 percent—an all-time high.

Additionally, a record 69 percent of Hispanic high school graduates in the class of 2012 enrolled in college that fall, two percentage points higher than the rate (67 percent) of their white counterparts, according to a Pew Research Center analysis of new data from the U.S. Census Bureau. The dropout rate for Hispanic students has also been cut in half. Despite these tremendous gains, only 15 percent of Latino adults hold a bachelor’s degree. A significant barrier for Hispanic postsecondary attainment is a financial one.

Alejandra Ceja, executive director of the White House Initia-tive on Educational Excellence for Hispanics

15

The Guide highlights the following:

• Planning for College: Recommended steps of action for high school stu-dents, such as enrolling in challenging courses and completing the FAFSA in order to receive federal financial aid.

• Choosing the Right College: Resources like the College Scorecard, Financial Aid Shop-ping Sheet, and College Navigator help students navigate the college plan-ning and selection pro-cess to find the right one for them.

• FAFSA 101: Information on the FAFSA, the primary form that must be filled out annually to apply for fed-eral financial aid, and key deadlines for submission.

• Financial Aid: Descrip-tions of the various feder-al financial aid programs available to help students pay for college such as grants, federal work-study and federal student loans.

• Scholarships: List of some scholarships avail-able, including schol-arships for students pursuing careers in the teaching and Science, Technology, Engineering, and Math (STEM) fields, and guidance on the ap-plication process.

• Financial Resources for Undocumented Students: Information about the avail-able financial aid options, including scholarships, available to undocumented and DACA students.

The guide, available in English and Spanish, includes

recommendations on how to prepare a college

application, helpful tips on how to choose the

right college, and types of financing options.

• Completing College: Types of on-campus resources available to support college persistence among Latino students.

• Career Pathways: Information about pursuing STEM and teaching careers – key priorities for our nations’ future workforce.

Access the guide online at ed.gov/HispanicInitia-tive. The guide will also be housed on the U.S. Department of Educa-tion’s new online resource page designed to help the immigrant community navigate the U.S. educa-tional system. HT

MEET BRANDON, THE MAN BEHIND THE MACHINES BEHIND THIS AIRPORT RUNWAY

SWITCH ON THE AFTERBURNERS WITH A CAREER IN THE TRADES Construction projects like this airport runway can’t happen without skilled workers like Brandon. And that means a lot more than turning wrenches. As a Cat® dealer technician, he’s working on the latest heavy equipment, using cutting-edge diagnostic tools that give him a chance to use his head and his hands. That way, he’s fully engaged and his career is ready for takeoff.

The skilled trades make civilization possible. For Brandon, being a Cat dealer technician is more than a career choice, it’s a choice career. Learn more at caterpillar.com/dealercareers.

CAT, CATERPILLAR, their respective logos, “Caterpillar Yellow” and the “Power Edge” trade dress, as well as corporate and product identity herein, are trademarks of Caterpillar and may not be used without permission. © 2012 Caterpillar. All Rights Reserved.

TechRCRT_Runway_VET_ETRPS_CS5.indd 1 10/17/12 12:47 PM

18

making moves

Minority-Owned Holding CompanyMarketing’s First

Leverages culture, creativity, technology and content.

Commonground/MGS founders – from left: Ahmad Islam, Manuel E. Machado, Al Garcia-Serra, Manny Vidal and Sherman Wright

WRITTEN BY MIA SISSAC

I ndustry trailblazers, Al Garcia-Serra, Chairman/Co-Founder, MGCCOMM; Ahmad Islam, Co-Founder/Managing Partner, Commonground; Manuel E. Machado, CEO/Co-Founder, MGSCOMM; Manny Vidal, President/CEO, The Vidal Partnership and Sherman Wright, Co-Founder/Managing Partner, Commonground – have an-

nounced the formation of the marketing and communications industry’s first wholly minority-owned holding company, phase one of a multi-phase rollout.

This unique model, a holding company without walls, leverages each of their expertise in multicultural and millennial consumer groups to help client partners meet marketing and business objectives. The strength of Commonground/MGS rests on the unequaled owner management team’s hands-on approach, their unique lens and understanding of the new marketplace - in-cluding the role of diverse populations and millennial culture, and a holistic approach to a truly integrated agency - one company, one bottom line.

Commonground/MGS operates in a world where America is approaching a watershed moment; the tip-ping point when multicultural is the new mainstream. This new company believes businesses need to focus and invest financially and intellectually to win in this new marketplace where multicultural insights lead general market strategies for growth, innovation, sustainability and a competitive advantage; opening up a world of opportunities for clients who are ready to look at the US with new appreciation.

19

Minority-Owned Holding Company

Commonground/MGS founders – from left: Ahmad Islam, Manuel E. Machado, Al Garcia-Serra, Manny Vidal and Sherman Wright

“We all realize successfully connecting with diverse audiences and the ability to provide co-hesive total market solutions is more than a ‘nice to do’ - it has become a critical component of any successful organization’s strategic imperatives,” said Islam. “Our vision is to create a unique com-pany that lives at the intersection where culture, content, technology and creativity meet.”

“While many companies are well intentioned, they need a partner and guiding light when it comes to understanding the importance and im-pact of culture and diversity to the bottom-line,” added Machado.

“Moreover, with millennials being the most diverse, evasive and critical consumer group—understand-ing cultural context is a must. We believe Commonground/MGS provides solutions to these challenges.”

Commonground/MGS—with full service offices in New York, Miami, Chicago, Houston and Los An-geles—brings together a diverse array of nearly 300 passionate market-ers who truly understand the new marketplace, which leads to the development of strategies and ideas that drive client business growth. The new entity maintains 100% minority ownership and management, with projected net revenues of $50 million.

This new entity brings market expertise, indus-try reputation, award-winning creative and inno-vations. With these resources, Commonground/MGS is poised to be at the forefront of the new marketplace conversation, and do something transformational in the space, while bringing new solutions to an industry-wide problem.

“At the end of the day, we are all entrepreneurs who have seen steady growth in arguably some of

the most tumultuous times the industry has seen, because we aren’t afraid to evolve. When we look to where the opportunities for growth are, our business model is in stride with what’s happen-ing today and what’s coming tomorrow for both clients and talent,” said Wright.

“We will continue to invest in the next phase of incremental growth for Commonground/MGS to morph into a total market super power. We will seek to acquire companies and talent driven by an entrepreneurial spirit that, like us, want to dominate this new consumer space,” added Garcia-Serra.

Commonground/MGS lives at the intersection of culture, creativity, technology and content. The agency offers cli-ents an integrated scope of services including account planning, advertising, brand strat-egy, consumer promo-tion, cultural consult-ing, content/property development, data & analytics, digital/mo-bile solutions, event marketing, produc-

tion services, public affairs and communications, public relations, shopper marketing, and social media across multiple consumer segments, with an emphasis on millennials, the most ethnically and racially diverse generation.

The company is headquartered in New York with offices in Miami, Chicago, Houston, and Los Angeles. Current clients include: American Fam-ily Insurance, Bacardi, beIN Sports, BMO Har-ris, Coca-Cola, Florida Power & Light Co., HBO Latino, Hyundai Motor America, Illinois Lottery, ITT Technical Institute, Lincoln Financial Group, Miami Marlins, MilkPEP, MillerCoors, NBCUni-versal, Outback Steakhouse, Primaloft, Southeast Toyota Distributors, TD Bank, The Florida Lottery, Tiffany & Co., and Verizon Wireless. HT

“While many companies are well intentioned, they need a partner and guiding light when it comes to understanding the

importance and impact of culture and diversity to the bottom-line,”

2020

corn

er

Rosa Santana

office

Written By Craig Mullenbach

Toyota’s First Female Hispanic Tier 1 Supplier

Rosa Santana has become the first Hispanic woman to own a business serving as a direct Tier I supplier to Toyota. The automaker’s Opportunity Exchange (OE) — an annual two-day event providing minority-owned businesses the chance to network with direct suppliers — paved her path.

2121

On Sept. 12, Toyota announced Santana’s Forma Auto-motive LLC will join Toyota Motor Manufacturing, Tex. as an on-site supplier beginning in 2015. Forma Automo-tive will assemble Tacoma truck beds at the plant.

“Had I not participated in OE, my company would not have been known the way we’re known by the people at Toyota and we would not have been offered this great opportunity,” Santana says.

It’s a milestone made possible by 10 years of hard work, dating back to when Toyota first announced it would build a manufacturing facility in San Antonio. At the time, Santana’s recently launched Integrated Human Capital (IHC) staffing company was based in El Paso, 550 miles away.

“We opened a tiny office in downtown (San Antonio), because I knew having a presence there was important to anyone who was going to do business with Toyota,” says Santana.

Her short-term goal was to work with Toyota’s Tier I and Tier II suppliers and begin forming strong relationships for future growth. “I have focused all my time on doing business with their suppliers, and while the end goal was to work directly with Toyota, I knew working with those direct suppliers was an important step in the process.”

“Rosa showed initiative and business acumen in cultivating and developing her relationship with Toyota through the years,” says Jim Holloway, general man-ager of supplier relations for Toyota Motor Engineering Manufacturing North America (TEMA). “IHC’s experi-ence gives her a good understanding of the automotive business, and now she’s shown she’s willing and capable of expanding into a new space with Forma Automotive.”

A big part of Santana’s strategy has been attending the Toyota Opportunity Exchange (OE) the past 10 years. By doing so, she has landed at least one new account each year; in fact, her first San Antonio customer came out of her initial visit to OE in 2005. There she met Kevin Shurn, president of Superior Maintenance Co., who later won a bid to provide maintenance and janitorial services for the new Toyota truck assembly plant in San Antonio. Superior Maintenance then contracted with IHC to staff the operation. Since then, IHC has been contracting with and providing staffing, recruitment and direct-placement services to an additional 17 suppliers at the site.

“Our business really has grown with those accounts. A lot of it has to do with our continued participation in OE and our continued success in talking with the right people representing those companies at OE,” Santana says. “It’s like being a kid in a candy store; you’ve got

everybody’s attention right there in one place.”Santana is now sharing in her success, helping other

M/WBEs navigate OE and spreading the word. One year, she brought seven new companies to the event. Santana says participating in OE drives more return on investment than any other conference or trade show she’s attended, and the fact it’s free to participate only makes it better.

“To me, actions speak louder than words. Toyota’s management team talks about supplier diversity, and they really do what they say they are going to do. What’s more, they are committed to increasing the opportunities of minority and women owned businesses. They’re offer-ing an incredible opportunity.”

“The fact Toyota has put me in front of all of these suppliers who could become my customers, even if they were Tier II and Tier III suppliers to them; this is the tremendous value of Toyota Opportunity Exchange. Now on the other end, as a direct Tier I supplier, I am amazed at the level of commitment and respect the company demonstrates for its suppliers.”

Now in its 25th year, the 2015 Toyota Opportunity Exchange will be held October 27-28 at the Duke En-ergy Convention Center in downtown Cincinnati. The event includes seminars, panel discussions, and sharing of success stories by Toyota M/WBE suppliers, both direct and indirect. HT

For more information about Toyota’s supplier diversity program, please visit www.toyotasupplier.com.

“Rosa showed initiative and business acumen in cultivating and developing her relationship with Toyota through the years,”

22

cohen’s corner

CREATE A VIABLE AND WORKING AOP (ACTION ORIENTED PLAN)

Such a plan would describe in detail each action that would serve the company in achieving its goals for diversity hires, includ-ing responsibility and completion dates for the stated goals. Take advantage of company benefits specific to minority hires. For exam-ple, while trying to hire females, emphasize the offering of childcare facilities. This goes a long way toward proving your GFE’s legitimacy to the OFCCP. If this is written as a stated policy in your A.O.P. as well as documented and practiced the result is usually a check mark on a list and not further investigation by the OFCCP during the audit process.

FINDING HIRES THROUGH YOUR JOB POSTINGS

The Department of Labor (OFCCP) is now requesting that you (your company) keep and

BestGoodFaithEffortPractices

Company Targeted Hiring And Community Outreach

Question:

Answer:

Why are “Good Faith Efforts” (GFE’s) part of any Office of Federal Contract Compliance Programs (OFCCP) audit?It’s Required.

Here are some solutions that are accepted good faith recruitment effort best practices.

Written By Mark Cohen

23

Company Targeted Hiring And Community Outreach

provide “detailed” information on your recruitment sources. Simply posting on a minority specific web site is not enough, you (your company) must prove that your resources are producing measurable results while at the same time these targeted resources go further than simply placing an employment ad in a place that it can possibly be seen by the targeted group.

An example of OFCCP accepted best practices while job posting is the use of community based targeted minority hiring resources. One such example would be Women in Business & Industry when trying to reach into the female talent pool. The reason this is differ-ent from posting with the giant job boards is simple, not only have you (your company) shown that you are actively recruiting from within the targeted minority group, you are also specifically reaching into that com-munity through the resources and information made available to that targeted minority community through established and OFCCP-recognized targeted minority recruitment vehicles.

USE THIRD-PARTY VENDORSEven though developing a strategy to improve your

(your company) GFE’s is an essential part of any com-pany talent management effort, as this can be a time consuming and stressful undertaking the OFCCP does allow for third party vendors to be of assistance. A third party vendor should have most, if not all of the attri-butes that follow:

• Secure web based application that can deliver visual results at anytime.

• Track and report all of the outreach activities and GFE’s.• Allow all HR and diversity stakeholders access to the

outreach effort information.• Have a secure way to create, store, and circulate all

reports and policies insuring a company wide under-standing of the developed and accepted OFCCP GFE’s.

The reason that GFE’s are so important can be simplified as easily as saying that “Good Faith Ef-forts” are the right thing to do. Also, simply put it is required by the OFCCP. As the OFCCP becomes more and more audit happy, you (your company) will have to show that you do more than simply post your company opportunities.

You will have to reach into the various minority tal-ent pools, produce measurable results and document them. You will have to prove you’ve created an AOP

that emphasizes and includes GFE’s, and that you (your company) are actively out in the minority community looking for new targeted hires.

WHAT HAPPENS WITHOUT GFES?Companies unable to show proof of GFE’s or that

have no plan will be facing what can be severe conse-quences. These can be financial and have long-term effects on your (your company’s) bottom line. The truth is that the financial ramifications are only part of the potential problem. There are also the public or publicity factors that will have an effect on the com-pany; and in today’s online-connected world percep-tion is everything. Lastly but certainly not least is the fact that you will be placing yourself (your company) on the OFCCP audit radar.

Despite what people are hopeful for, the truth is that the OFCCP is again going to increase the number of field audits that they conduct this year. One need only see that the OFCCP has increased the number of field audits each of the last three years. This year the OFCCP has hired more than two thousand new field investigators, so it is safe to say that the number of field audits will increase again this year.

An industry insider that I follow closely always says “It’s better to be proactive than have them be punitive”. The single best way to be proactive is to be aware of your options and use the resources that are presented to you. HT

An example of OFCCP accepted best practices while job posting is the use of community based targeted minority hiring resources.

24

cohen’s corner

NO PROOF; NO GFEWhereas the OFCCP in the past has given credit

for GFE’s and always gave employers the benefit of the doubt with regards to the effectiveness of their company’s GFE’s; now and in the future, auditors are demanding detailed and regimented proof of each GFE undertaken—as well as evidence of each GFE’s effectiveness.

By no means is the task of planning, implementing, and tracking each GFE easy. Nor is documenting the measurable results and analyzing the success of each effort. But now, the consequence of not keeping such diligent records is the potential expense of an audit.

Here are a few statistics from the D.O.L.:

• From 2000 to 2005, five percent of all compliance audits closed with a Technical Conciliation Agree-ment (TCA). This is a finding of a violation other than discrimination as defined by EO 11246, section 503 Rehab Act and VEVRAA (*2).

• In 2012, thirty two percent of all audits closed with a TCA. Of these, sixty percent included a violation for lack of GFE’s as it relates to Female, Minorities, Veterans and persons with disabilities.

• These numbers are expected to increase again as the D.O.L. and OFCCP have made more than 600 new hires specifically to become field personnel (case auditors).

Based on these facts, it is evident the OFCCP is very focused on GFE’s during audits.

Keep in mind the actual requirements under CFR 60-2.17 (*1), which states “effective AOP’s (action oriented programs) consist of more than following the same procedures which have previously produced inadequate results” and also showing “GFE’s were made to remove identified barriers, expand employment opportunities and produce measurable results”.

POSSIBLE GRAY AREASHowever, since there are no explicit guidelines for GFE

documentation, this makes the audit and review some-

The OFCCP Says “NO!”

GF ESIf Your GFE’s Are Not Measurable,

ARE THEY REAL?

25

Mark Cohen has been working since 1995 to promote diversity and equality in the workplace through minority recruitment and community outreach. In his position as VP and director of New Business Development at Equality Magazines.com Mark has become a recognized au-thority on minority recruitment and compliance.

Equality Magazines.com and its family of Community based Diversity and Targeted Minor-ity Recruitment Vehicles have been at the forefront of best practices, minority recruitment and compliance. Since 1997, they have been advocates of promoting diversity in America’s workforce; bringing the vast and talented pools of African-American, Hispanic, Veteran, and Female workers to the companies that need them.

what subjective—depending upon the regional or compliance officer bias.

Unfortunately, this fact, coupled with the glaring fact there is no established set of metrics, means what may satisfy one compliance officer will not suffice for another. This can and does lead to the much larger number of TCA’s with GFE violations—generally at the regional level.

GFE’s for minorities and females are only a re-quirement for “under-utilized “ job categories. There are no requirements to engage in outreach where minorities and females are “fully utilized”.

The D.O.L. and the OFCCP recommend through CFR 60-2 (*1) “that it is not a bad idea” to engage in outreach and recruitment for these groups as well. This is again a possible gray area and potentially a conflict with or violation of the stated company AAP, which will lead to the probable issuance of a TCA. GFE’s for Veterans and Persons with Disabilities are always required—regardless of the underutilization of these minorities. This is because there is currently no complete analysis of these groups.

WHAT CAN YOU DO ABOUT IT?These ideas and accepted best practices will go a

long way toward ensuring your company’s efforts and aid in the acceptance of GFE’s for audit purposes.

• Plan, Plan, Plan. Meet with the recruitment staff to go over all goals, outreach and recruitment wise. Document this meeting.

• Develop a corporate book where you can centralize all of the company’s GFE’s. Document and make this available on a local level too.

• Keep track of all off site diversity recruitment vehicles, maintain records and receipts for all job postings, career fairs, and related community out-reach programs. Document and keep copies of all your efforts.

• Whenever possible, keep screenshots with geo-graphic location availability (for proof purposes) when using third party vendors; maintain records of all your contacts.

• Use a “kitchen sink” approach to putting together your GFE’s. Utilize community outreach and mi-nority recruitment efforts; these will always count toward good corporate citizenship. Always include Veterans and Persons with Disabilities.

PICK A GOOD VEHICLEThere are many potential vehicles you can use

to further advancement of your company’s GFE’s. However, their effectiveness varies. The ideal vehicles offer the following attributes:

• They possess a direct link toward your intended audi-ences and are seen as prominent centers of information and outreach within those respective communities

• They are established bastions of information and outreach in those communities

• Their methods and content fall under accepted meth-ods of furthering GFE’s by the D.O.L. and OFCCP. HT

(*1) Code of Federal Regulations, title 41, chapter 60(*2) Executive Order 11246, Section 503 of the D.O.L. Rehabilitation Act, Vietnam ERA Veterans Readjustment Assistance Act

By no means is the task of planning, implementing, and tracking each GFE easy. Nor is documenting the measurable results and analyzing the success of each effort.

The OFCCP Says “NO!”

If Your GFE’s Are Not Measurable,

At Lockheed Martin, we believe that in order to have a world-class supplier base, we must provide opportunities for

a wide range of businesses to work with us. Veteran-owned businesses bring a special perspective with them that

enables us to deliver innovative solutions and new ideas to our customers. And we’re proud to say that putting supplier

diversity into practice has made us one of DiversityInc magazine’s Top 50 Companies for Diversity. Lockheed Martin.

Supporting veterans and veteran-owned businesses. We always have. And we always will.

www.lockheedmartin.com

NEVER UNDERESTIMATE THE POWER OF

EXPERIENCE©

201

2 Lo

ckhe

ed M

artin

Cor

pora

tion

300-63487_SupplierDiv_Veterans_Cent_BP.indd 1 7/13/12 2:34 PM

At Lockheed Martin, we believe that in order to have a world-class supplier base, we must provide opportunities for

a wide range of businesses to work with us. Veteran-owned businesses bring a special perspective with them that

enables us to deliver innovative solutions and new ideas to our customers. And we’re proud to say that putting supplier

diversity into practice has made us one of DiversityInc magazine’s Top 50 Companies for Diversity. Lockheed Martin.

Supporting veterans and veteran-owned businesses. We always have. And we always will.

www.lockheedmartin.com

NEVER UNDERESTIMATE THE POWER OF

EXPERIENCE

© 2

012

Lock

heed

Mar

tin C

orpo

ratio

n

300-63487_SupplierDiv_Veterans_Cent_BP.indd 1 7/13/12 2:34 PM

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.

28

From The Author: On the path to success, we all start. It doesn’t matter what mo-

ment of our lives we find our-selves in. I became acquaint-ed with fame as a TV news anchor for Univision. I was at the summit of my career, and without warning, my world fell apart. Perhaps some of my experiences will aid you on your path to success.

From The Author: Whether your business is large or small, you’ll benefit

from Business Rules! Some are surprising: “Fail fast and fail cheap” (Rule 14) shows the power of failure. Others offer new insights: “Focus on your best customers” (Rule 4) shows how Lady Gaga builds loyalty. Business Rules! is your guide to success in business.

From The Author: Success in today’s globalized business en-vironment re-quires deep knowledge

of varied areas, and the willing-ness to engage in commerce not just across geographic areas, but cross-culturally and environmen-tally as well. Doing Business in Latin America offers an in-depth look and ideas to examine for con-ducting business in Latin America through the lens of international business and globalization.

From The Author: The game of golf has long been considered a neces-sity for success

in business. Golf–Access To Success explains why golf is important, and gives concrete examples of how to employ the game to further your business interests, The book makes golf absolutely acces-sible and explains why it is a vital tool for business.

Reinventing Yourself: Creating Your Own

Path for Success!

Business Rules!: 52 Ways to Achieve

Business Success

Doing Business In Latin America: Challenges and Opportunities

The Art of the Deal: Golf—Access to Success

BY PILAR ORTIZCREATESPACE INDEPENDENT

PUBLISHING PLATFORM

BY MICHAEL SANSOLO BRIGANTINE MEDIA

BY JOHN E. SPILLAN, NICHOLAS VIRZI, AND MAURICIO GARITA

ROUTLEDGE

BY ROSE HARPERTHE GRASS CEILING

B O O K S H E L F

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 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

VETERANS ENTERPRISE35

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.

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.

T H E B L A C K

PERSPECTIVETODAY

ENTERPRISEV E T E R A N S

T h e M i l i t a r y a n d V e t e r a n ’ s B u s i n e s s N e t w o r k

Part of theEqualityMagazines.comFamily of Diversity Publications