A communi t y ser vi ce of the Busi ness Wor kf orce Devel opment Depar tment of The Ur ban League of San

Di ego Count y   www. ul sdc. org
Employment/Career & Small Business Guide
U r b a n L e a g u e
Summer 2006 Vol. 1 - No. 2
Di versi tyWorks!
Ten besT ciTies
To find a job...
Where does
San Diego ft in?
Almost 40% of young black males are unemployed.
Are employers refusing to hire them?
by Russell Nichols
Ask 50 people on the street
about Proposition 209 and you
will likely get a blank stare from
most. Yet ten years ago, Prop 209
was a hot issue.
Tell those same people that it
wiped out afrmative action in
California, and that it was the
brainchild of black activist Ward
Connerly, and the light will go
on. Oh, now they remember.
Te fact is, Proposition 209,
an amendment to the California
constitution, drastically changed
Revisiting setback caused to
afrmative action by Prop 209
the climate for minority-owned
small business. And it has
resulted in closing the classroom
door to racially disadvantaged
students at the UC and Cali-
fornia State university systems.
Toughtful observers are left to
wonder where California is ex-
pected to get its doctors, lawyers
and entrepreneurs in an increas-
ingly diversifed state.
Te sponsors of Prop 209
championed what they called the
California Civil Rights Initiative
Campaign, language that critics
say misled voters into thinking
they were voting for expansion
of civil rights. Tey were actually
voting to end programs designed
to give minority business a boost,
and help racially disadvantaged Gaming industry:
diversity on the job
Of the 4,700
medical students
enrolled at UCLA,
only 96 are
Story on Page 10
by Chet Barfeld
Tey are retirees and
middle-agers who
wanted to shift gears.
Or seasoned profes-
sionals who brought
specialized skills to a
new arena. Others are
just starting out, in
their early to mid-20s.
Tey serve meals and mix
drinks. Tey deal cards, greet
customers and count change in
cashier cages, handling more
money in one shift than many
people see in a year.
Earning $10 an hour to
$100,000 a year, they’re part
of what has become one of the
region’s fastest-growing labor
pools: the Indian casino work
Figures gathered from the
fve tribes employing almost
90 percent of the county’s
12,800 casino workers reveal
a demographic portrait of this
burgeoning industry. Even
more illuminating are stories
from workers themselves, how
and why they came to be doing
what they are.
Few of them are making less
than $20,000 a year. Many earn
$40,000, $50,000 or more, plus
benefts. Tey are ethnically di-
verse. Most are older than 30 and
many older than 50. About half
drive at least 20 miles to work.
An overwhelming majority of
the casino workers have at least
high school diploma, and many
are pursuing higher education
with tuition assistance from their
employers. More than half of
those in management have col-
lege degrees, executives say.
For some in this industry, like
table games shift manager Pat
Hixon, gaming has been a long-
time profession. He supervised
See ProP 209 on Page 7
See GaminG Jobs on Page 9
See Walmart on Page 15
al-Mart Stores Inc.,
which employs 225,000
African-Americans in
its United States locations, has
solidifed its commitment to
diversity by giving $5 million to
$5 million
to Urban
Te National Urban League in a
multi-year grant.
Te Urban League of San
Diego County (ULSDC) benefts
by being one of ten national
afliates to receive a $250,000
share for workforce development
training programs over the next
fve years.
“Tis generous donation from
Wal-Mart will be invaluable in
helping San Diego job seek-
ers meet the requirements and
performance standards of 21st
century employers,” said Cecil
Steppe, president of the ULSDC.
“Tese funds will allow us to
provide more career skills and job
training to enhance the econom-
ic opportunities for our program
Casino gaming continues
to be a multi-billion dollar
annual industry in California
that can’t fll jobs fast enough.
See which local colleges have
added gaming studies to their curriculum.
Training programs
get needed boost
2 | Summer 2006 | Diversity Works!
Bank of America, N.A. Member FDIC. ©2006 Bank of America Corporation.
Our commitment to diversity gives us all a chance to grow.
No one told us to open our doors to multicultural businesses. Including these businesses as part of our competitive bidding process was
our own idea, for the simple reason that it made good business sense and it was the right thing to do. At Bank of America, our commitment
to helping minority-, woman-, veteran- and disabled person-owned businesses prosper is stronger than ever. Visit our Web site at
www.bankofamerica.com/supplierdiversity to learn more about our commitment to helping our diverse suppliers’ businesses grow and succeed.
Diversity Works! | Summer 2006 |
We are again pleased to provide you, the job seeker, with a publication paid for
by our Diversity Works! Afnity Partners who actively seek you for employment and work
closely with League staf to ensure that you are aware of their commitment to diversity and
inclusion. Tese “investor/supporters” appreciate the value of a diverse workforce and believe
in creating opportunities for all people within their organizations. Tis summer edition has
insights, information and resources on employment opportunities throughout San Diego
County that will improve your search for the right job and the right employer. I want to
personally invite all job seekers to attend our “Building Blocks to a Successful Career”
workshop. Tese sponsored workshops are free to job seekers and provide you with some
of the best career readiness training in the region. At the core of this 40-hour workshop is
the acclaimed Pacifc Institute curricula used in over 30 countries and taught in 8 diferent
languages. Highly successfully people like Colin Powell, Nelson Mandela and countless
professionals around the globe have received this training and watched their careers soar.
Te League is pleased to ofer these workshops, paid for by our Employer Partners and a
grant by Wal-Mart. Call Barbara Webb at 619-266-6232 for start time and information.
Maurice D. Wilson
recognizes that an inclusive workforce with a variety of views,
perspectives, and backgrounds is integral to our client’s success.
—This unique mixture in the workforce provides unlimited
ideas and innovative solutions that are imperative to thriving and
propelling our economy forward.
—The Urban League is dedicated through our extensive net-
work of partners and unparalleled reach into the urban market to
efectively recruit, train and inspire a diverse workforce and driv-
ing a commitment to inclusion and diversity.
—As a non-proft organization, founded in 1953, the Urban
League of San Diego County, is one of more than 100 afliates na-
tionwide, and seeks to eliminate the equality gap by empower-
ing citizens to spread educational information that provides the
tools for social, political and economic success.
—Our current services focus on the following areas:
[1] Education
[2] Housing
[3] Employment.
—We are committed to helping build a better community.
Diverse NatioN
African-American teen unemploy-
ment rate six times the average
Drive for Diversity has a winner
Ten best cities to fnd a job
iNDustry Watch
Economic outlook for San Diego in 2006
san Diego state University aDDs casino gaming
MiraCosta College keeps pace with gaming studies
only 96 african-americans at Ucla this fall
DW! Employer Partners: Get on track with a job
Business & Employer rankings
getting fireD: the words that
strike fear in all working persons.
Is it an opportunity for change
and growth, or a crisis?
DW! employer partNers
The Directory, where employers get noticed
Membership has benefts: Become a DW! Partner
Social Venture Partners unite through diversity
affiNity Groups Directory
Work closely through the employment network
by referring your constituents to our job bank
career DevelopmeNt
40 percent of yoUng black males are UnemployeD
Survey says writing key to success in workplace
Be prepared to lose your job at any time
People with super skills get jobs
what to say (or not say) at a
job interview anD more
youth opportuNities
New book: Seven Secrets of How to Study

Diversity Works! advertising for everyone
Cecil H. Steppe
President & CEO

Maurice Wilson
Publisher/Exec. Vice President, COO

Barbara Webb
Director, Workforce Development
Paul S. Wong II
Art/Design Editor



Hours of Operation
Mon. - Fri.
8 am - 5 pm
United Way
Agency Code: 6496
Mailing Address
720 Gateway Center Drive
San Diego CA, 92102
(619) 263-3115
(619) 263-3660, Fax
email: sdul@sdul.org
The Diversity Works! Employment/Career &
Small Business Guide is a monthly publication
compiled by the Business & Workforce
Development Department of
The Urban League of San Diego County.

For information on editorial
submissions, or display advertising
please call (619) 266-6244 or
email diversityworks@sdul.org.
An afiliate of Te National Urban League
EstablishEd in 1910, learn about the history of
Te National Urban League and how the San Diego
afliate got its start on June 23, 1953, when visit-
ing the website. You’ll also
have quick access to Te
League’s Mission Statement
which explains our role in
the community and the
fve-point strategy to imple-
ment goals. Also, be sure
to bookmark the site for
your job search campaign.
Explore the pages for impor-
tant news and information
on Te League’s Workforce
Development programs
where you’ll fnd links to
the Diversity Job Bank, En-
trepreneur Network, Work
Readiness Training, and
other employment related
content. And young people
can tap into Te League’s
network for scholarship and
programs information. As
a member of the online
community, and the diverse
community you live in, Te
League pledge’s to keep you
informed via the internet.

4 | Summer 2006 | Diversity Works!

Diverse Nation
Te internet is becoming more
and more essential to getting
and keeping a job. Increasingly,
companies are moving their
recruitment eforts online, and
larger numbers of job seekers each
day are posting their resumes on
career oriented web sites.
More and more frequently,
Why use the internet
to look for a job?
those without
internet access fnd
themselves taking
what’s left after
the electronic job
matches already have
been made. And
those already “on
the job” are fnding
that the internet is
giving a whole new
meaning to the term, as more and
more people are working remotely
from home, using PCs to stay
connected to the ofce.
Ofce workers without internet
access will be increasingly at a
disadvantage, as companies move
to increase their numbers of
Please send your diversity related news and information by
email to diversityworks@sdul.org or call (619) 266-6244
While overall unemployment
remains steady at 4.6%, the un-
employment rate among African-
American teens increased by 11%
in June to the shockingly high
rate of 27.8%, according to the
Labor Dept.’s monthly jobs report.
Tis bleak employment out-
look for young African-Americans
threatens to become much worse
as lawmakers take-up the debate
to raise the minimum wage to
$7.25 an hour, according to the
Employment Policies Institute.
While overall teenage un-
employment continues to hover
around 15%, African-American
teen unemployment remains more
than six times the national rate.
Tis translates into about 244,000
African-American teenagers
actively seeking employment who
are fnding it difcult to secure
a job.
Decades of economic research
conclude that mandated wage
hikes eliminate entry-level jobs,
putting particular pressure on
minorities and the low skilled.
A Cornell University study
found that black young adults
typically bear almost four times
the employment loss of their non-
black counterparts after a mini-
mum wage increase. Specifcally,
they found that a 10% increase
in the minimum wage will result
in an 8.5% decrease in employ-
ment for black young adults and
Unemployment rate for
African-American teens
six times national average
Te Drive for Diversity® program,
an ethnic and gender minority
driver and crew member devel-
opment program, is enjoying a
breakout year in just its third
Operated by Access Marketing
& Communications (AMC), the
program is the leading on-track
diversity initiative with eight driv-
ers competing in the NASCAR
Dodge weekly series.
Although the season is only
at the midway point, the drivers
have combined for eight victories.
“Te hard work of all of the
teams involved, including Joe
Gibbs Racing and MB2 Motor-
sports, has gone a long way in
building the program to where
it is today” said Greg Calhoun
owner of AMC.
Te eight drivers represent
a variety of racing and ethnic
backgrounds and each touts an
impressive on-track resume that
Drive for
hits stride
includes several national and
track championships.
Chris Bristol’s win at Hickory,
NC, Motor Speedway last season
made him the frst African-Amer-
ican driver to win in the track’s
55-year history. Jesus Hernandez
followed by becoming the frst
Hispanic driver to win at the
Peter Hernandez visited vic-
tory lane twice this year at the 99
Speedway in Stockton, CA. Al-
lison Duncan made history at the
track last season becoming the
frst female driver to win there.
It was also the frst win for the
Drive for Diversity® program.
But the most impressive driver
this season has been Marc Davis,
a 16-year-old from Mitchellville,
MD, who has won fve Limited
Late Model races at Hickory in
just 11 starts.
“Te Drive for Diversity® driv-
ers have the potential to ascend
up the NASCAR ladder system
into one of the three national
series,” explained Calhoun.
“Our goal is to create a steady
pipeline of talented drivers and
crew members.”
CollEgE graduatEs oftEn
floCk to major CitiEs to
start thEir nEw CarEErs. but
thEy might bE far bEttEr
off in smallEr mEtro arEas
suCh as washington d.C.,
PhoEnix or las VEgas.
by Hannah Clark
Cabot, Vermont, is a bad location
if you want to work in politics but
ideal if you’re interested in cheese.
West Yellowstone, Montana,
doesn’t have a huge fnance sector,
but it’s a mecca for park rangers.
But for most people looking
for work, major metropolitan
areas ofer the best variety of job
opportunities, along with the ex-
citement and energy of urban life.
Tat’s why college graduates fock
to New York City, San Francisco,
Los Angeles and Chicago every
year to start their careers.
But they might be headed in
the wrong direction. Tose four
cities landed near the bottom of
our list of the best cities to get a
job. Using U.S. government data
supplied by Moody’s Economy.
com, we ranked the largest 100
metropolitan areas according to
their unemployment rates, cost of
living, median household income,
job growth and income growth.
While we expected the cost of
living to weigh down big cities’
Ten best
cities to
fnd a job
victory at
the frst
driver to win
at the track.
Teaching individual and organizations how to manage change, set and
achieve goals, lead more effectively and think in ways that create success.
Some 58 % of Hispanics and 55 % of African-Americans agree with
the statement that “it is risky to buy a brand you are not familiar with,”
according to a new multicultural study by the Yankelovich group. And
only 42 % of African-Americans and 40 % of Hispanics said they
would “buy private label and generic brands” if their families unexpect-
edly had less money.
Moreover, when both groups consider cultural roots: 67 % of Afri-
can-Americans and 71 % of Hispanics agree, “...roots and heritage are
more important to me today than they were just fve years ago.”
African-Americans, Hispanics
have strong trust in brands

Diversity Works! | Summer 2006 | 5
Te Urban League of San Diego County hosts a monthly
Employer Diversity Networking luncheon at its corporate
ofce in the Gateway Center business complex. Te meeting
features discussions on diversity practices and a thirty-minute
presentation by a diversity professional. Its purpose is to foster
a deeper understanding of diversity and a greater appreciation
for cultural diferences in the workplace. Employers attend
to hear progressive ideas on how to integrate diversity into
the workplace. For scheduling and information, contact Ms.
Barbara Webb at 619-266-6232 or email barbara@sdul.org
Small Business Training
For Consultants,
Contractors & Vendors
We offer specialized training to meet your needs.
Courses offered include:
■ Doing Business with the Water Authority
■ Proposal Development and Writing
■ Project Management
■ Bidding, Estimating, & Bonding
■ Marketing
www.sdcwa.org/scooptraining.html www.sdcwa.org/scooptraining.html
The San Diego County Water Authority’s Small Contractor
Outreach and Opportunities Program (SCOOP) is designed to
maximize participation of diverse, qualified contractors, consultants
and vendors seeking to do business with the Water Authority.
Diverse Nation
San Diego is one of the most expensive places to live
in the country. But high income growth, job growth
and relatively low unemployment rates make it one of
the best places to get a job. Outlying Carlsbad and San
Marcos are included in the city’s metropolitan region.
#16 San Diego
rankings, we didn’t know they
would fare so badly in the other
categories as well. Detroit and
New Orleans, not surprisingly,
are the two worst cities to get
a job. But New York was 96th.
Chicago beat NYC by a hair,
coming in 93rd. And San Fran-
cisco and Los Angeles did slightly
better, coming in 87th and 85th,
Why? We used the latest
available fgures for unemploy-
ment, cost of living and median
household income. For job and
income growth, however, we used
a fve-year average. Tat means
the 2001 Dot-com bust hurt the
rankings of some major cities.
“All of those areas were hit
really hard during the 2001 reces-
sion, the Dot-com bust and the
accompanying fnancial bust,”
says Steve Cochrane, an econo-
mist with at Moody’s Economy.
com website. Hiring didn’t pick
up until early 2005, he says.
By contrast, the Washington,
D.C., metropolitan area is the
best place to get a job, partly
because consultants, lobbyists and
congressional stafers didn’t sufer
as much during the recession.
“In Washington, D.C., you
have a lot of government stuf,
which is relatively impervious to
the business cycles,” says Jonas
Prising, president of the North
American division of Manpower,
a stafng frm.
Te northeast and Midwest
fared poorly in our ranking, while
the south and the southwest
soared. Only two cities north of
Washington, D.C., made it onto
the list, although Poughkeep-
sie, NY, deserves a shout-out for
landing at 17. By contrast, Florida,
Virginia and California all host
multiple cities in the top 15.
Migrating south, businesses
and workers are both seeking
sunny skies. “Corporations have
been leaving the northeast, and
going toward the southeast, where
the climate is easier and the cost
of living is easier,” says Nels
Olson, a managing director with
executive search frm Korn/Ferry
International. Retirees are migrat-
ing south for the same reasons.
Meanwhile, Asian auto frms
like Toyota and Nissan are
building plants in southern states,
where unions are scarce.
To be sure, these rankings
aren’t defnitive. Investment
bankers shouldn’t seek work
in Phoenix just because it’s our
second best city to get a job. And
blackjack dealers should prob-
ably avoid Washington, D.C. Te
cities on our list simply have the
right conditions for a speedy job
search and a high salary.
Some ofer a wide variety of
opportunities, while others have
seen sector specifc growth. A
resurgence of travel and tourism
has boosted Honolulu, which
is 15th on our list. In the 1990s,
as Japan’s economy languished,
Hawaii’s tourism industry suf-
fered as well. After the Sept. 11,
2001, terrorist attacks, however,
American travelers began look-
ing for domestic vacation spots.
“Honolulu has made a 180 degree
turnaround,” Cochrane says.
“Now not only is domestic travel
strong, but international travel is
coming back.”
Las Vegas, No. 3 on our list,
benefted from all the trends
boosting the region that Co-
chrane calls the “southern cres-
cent.” In the last decade, the en-
tertainment industry has become
more family friendly. Meanwhile,
immigrants and retirees have
focked there, the former for jobs
and the latter for warm weather.
Te construction industry has also
By contrast, New York and
Chicago are mature cities, with-
out as much space to expand.
Even during boom years, large
metropolitan areas often see
tempered growth because their
economies are so diverse. Te Los
Angeles economy, for example,
relies on flm, international trade,
travel and tourism, and the de-
fense industry.
“Even if one industry is doing
well, there’s a whole lot else that
could be holding it back,” Co-
chrane says.
Top Ten ciTieS for job hunTing
an inter-
trainer and
appears on
Aug. 24

Washington, D.C.
Las Vegas
Orland, Fla.
Bethesda, MD
Richmond, VA
Raleigh, NC
Jacksonville, Fla.
Oklahoma City
Virginia Beach, VA
the urban league of san Diego holds
monthly diversity networking luncheons
training Programs
businEss aCCounting
ComPutEr aidEd drafting
General, Architectural, Landscape
Architectural, Civil, Electrical &
Mechanical Engineering, Dry Utilities
ComPutEr nEtworking sPECialist
ComPutEr oPErations for businEss
ComPutEr tEChniCian
ConstruCtion managEmEnt asst.
offiCE administration
oPtiCal nEtworking sPECialist
TPCC provides high-skill
occupational and vocation
training opportunities to
individuals with physical
or economic barriers.
Building & Computer
industries teChnologies
3911 North Cordoba Ave, Suite C
Spring Valley, CA 91977
Phone: (800) 903-9766
Fax: (619) 660-1372
TPCC’s goal — inspired from
a need for skilled workers in the
building industry — ofers curricu-
la to under-represented students
exposing them to occupations
that provide upward mobility
and improved standard of living.
Classes start sept. 2006
shipyard/ship repair
hands on training
Free and paid training programs.
Scholarship applications available
Ages 14 and up
Maritime Learning Center
Training lab school ships
plaCement referrals
(619) 696-0797
Coordinated maritime serviCes
of san diego
Waterfront Workforce Development

6 | Summer 2006 | Diversity Works!

Economic outlook for
San Diego county in 2006
A special report from the San Diego Workforce Partnership
Industry Watch
value of all goods and services produced within the
region) of the San Diego area is forecast to increase
to $155 billion in 2006, up nearly 7 percent from the
estimated $145 billion in 2005.
The region’s population growth is projected to
add nearly 42,000 people with most of the increase,
25,000, occurring from natural growth, followed by
growth from foreign migration, and domestic migration.
The unemployment rate throughout the county is
predicted to remain relatively low during 2006 – around
4.2 percent, which is slightly less than the 4.4 percent
rate for 2005.
Inflation is expected to remain mild in the
San Diego region, in the 3 to 4 percent range, though
slightly higher than the 2 to 3 percent range forecast for
the nation.
Predictions are for about 18,000 to 20,000 new
jobs to be created in the region during the year, up from
the estimated 17,000 created during 2005; about 2,000
people who live outside the county (in Riverside and Im-
perial Counties because of lower housing costs) compete
for those jobs.
The Visitor Services industry will continue to
expand – benefting from foreign tourists taking advan-
tage of the devalued dollar – helping to generate new
local jobs.
The local Defense and Transportation industry
should beneft from increased defense spending, adding
jobs as contracts are awarded to local defense contrac-
tors, manufacturers and service providers.
State and local government may experience
some job growth during the second half of the year
as the budget at the state and local level beneft from
increased state allocations, though fnancial challenges
at the City of San Diego will prevent much added job
growth to the city’s employment ranks.
The construction industry is projected to
maintain a stable level of jobs as new transportation and
improvement projects are initiated.
The local high-tech sector is expected to expand
its job base throughout the year with job increases
projected for both the Life Sciences and Telecommuni-
cations sectors.
In the real estate market, home prices are pre-
dicted to continue their rise, but at less dramatic rates
than that of several years ago. A low afordability rate
and the high home costs will slow the rise in prices. Te
general feeling is that home values will not decline but
will experience de-accelerated appreciation in the 4-5
percent range. However, there is a counter view that
home prices would decline by about 5.5 percent because
potential home buyers can no longer aford the upper-
tier homes and condo conversions had pretty much run
the course. Also rising costs for building materials will
cause construction costs to increase, which is a major
issue for the upcoming year and will add to the cost of
homes. Te median home price at the end of 2005 was
near $494,000 (up 7.6 percent from $459,000 of 2004)
and the local afordability index stood at about 8 per-
cent (down from 12 percent of the prior year).
Last year apartment rents in the region rose
3.3 percent to $1,254, a monthly average across all
apartments types, while occupancy rates dropped just
three-tenths of a percent to 94.9 percent. Apartment
occupancy rates are projected to drop again this year,
though slightly.
The office and industrial market performed
very well last year when over 2 million square feet of
space were absorbed, the best absorption locally in fve
years. Vacancy rates dropped to 8 percent at the end of
the year compared to 9.2 percent at the end of 2004.
Te demand for ofce and industrial space is predicted
to continue into this year with the most active areas
being Carlsbad, Del Mar, and Rancho Bernardo. Con-
struction spending reached $4.9 billion last year and
should remain near that level in 2006 but the sectors for
spending will be more varied as educational buildings
and hotel facilities, ofce, retail and commercial space
will provide added projects.
In sum, San Diego’s regional economic outlook
for 2006 is positive, with its performance expected to
be similar to that during 2005. Te performance of
the local economy is projected to parallel the national
economy: the Gross Regional Product will increase;
unemployment, infation, interest rates will remain low;
and new job creation will provide between 18,000 and
20,000 jobs throughout the year, about 1,000 to 3,000
more than were created during 2005.

Diversity Works! | Summer 2006 | 7
students gain entrance to university class-
Te Los Angeles Times recently
reported that only 96 African-Americans
are expected to enroll at UCLA this fall.
Tat’s only 2 percent of the more than
4,700 freshmen registered for September.
A 2006 document from the Warren
Institute at UC Berkeley reads: At the Uni-
versity of California and in other sectors
of public higher education in the state the
direct efect of Proposition 209 on student
body diversity was devastating. Te num-
ber of historically underrepresented minor-
ity students admitted to and enrolled in
the University of California plummeted at
UCLA and Berkeley and has yet to recover.
Michael Banner, an African-American
businessman in Los Angeles, told Small
Business Exchange (SBE): “...if you are
coming from the worst public school in
Los Angeles, you don’t get a chance to go
to college unless someone leaves a crack in
the door. Tere are so many things in this
country that are not equal and people have
to work at a disadvantage. If you don’t give
people the opportunity to get educated
how do you build a work force?”
Banner is president of the Los Angeles
frm LDC, which provides loans to inner
city businesses. Banner and other observers
believe a supercritical mass of black stu-
dents is necessary to meet an increasingly
diverse and global marketplace.
John Murray, president of the Southern
California Minority Business Development
Council (SCMBDC), told SBE: “Prop
209 is a disaster, the worst public policy I
have ever seen. It has had a tremendously
detrimental impact on recruitment and
admission to universities and that def-
nitely afects minority businesses because
minority business needs a wealth of trained
minority students. Tey have been denied
Earl Cooper, president and CEO of the
Black Business Association in Los Angeles,
said: “Without a doubt it has had a nega-
tive efect on minority business enterprises
in the public and private sector.”
Te language of Prop 209 is simple. Te
frst line reads: Te state shall not discrimi-
nate against, or grant preferential treatment
to any individual or group on the basis of
race, sex, color, ethnicity, or national origin
in the operation of public employment,
public education, or public contracting.
Te rest of the measure sets forth the
details: It is permissible to take gender into
consideration if necessary. Te proposi-
tion doesn’t apply where federal laws take
precedent. And it applies to any govern-
mental instrumentality of or within the
state, including cities, counties and the
university systems. It means that when a
school district, for
example, buys
ofce supplies, it
is prohibited from
giving a small
company a break.
However, there
is one excep-
tion made to the
Disabled Veteran
Business Enterpris-
es. Te California
Dept. of General
Services has a goal
of awarding at least 3% of all state con-
tracts to businesses owned by veterans.
Minority-owned businesses are often
the new kids on the block, still strug-
gling to establish themselves. Without
afrmative action, government contracts
are more likely to go to large contractors
because they can aford to write low bids.
Te result: long established white-owned
companies have a built-in advantage and
get the contracts.
Berkeley sociologist Andrew Barlow told
SBE: “We know that public contracting is
done through informal networks. Tat’s
how it works. Tere’s no doubt. Te market
rationale that the lowest bidder gets the
contract is largely a facade. Minorities are
frozen out. Te end of afrmative action is
a return to the good old days of the good
old boy’s network.”
Te money supporting passage of Prop
209 reportedly came from a variety of
conservative sources, including Home
Savings founder, Howard Ahmanson; mil-
lionaire energy mogul Michael Hufngton;
backers of former US House Speaker Newt
Gingrich; and large California contrac-
tors. Prop 209 campaign chairman Ward
Connerly had worked as a lobbyist for the
construction and roofng industry, and
campaign co-chair Pam Lewis had served
as legal counsel for contractors. Republican
Governor Pete Wilson strongly supported
Prop 209.
“I was at a dinner last night for the Los
Angeles County Bar Assn.,” said Banner. “I
was in a country club room of primarily
lawyers. Tere were fve African-Ameri-
cans, and four of those were women, in a
crowd of about 350 people, mostly in the
real estate and legal community. Tat’s
an example. If L.A. is a real estate driven
economy, how much diversity do we have?
People do business with people who look
like them; they share something. Some-
times you have to have a way to intervene
in that process.”
One way to begin intervention would
entail collection of data on race and gender
disparities. Prop 209 does not require state
agencies to stop collecting such data on the
impact of discrimination. However, agen-
cies including the General Services Admin-
istration, do not collect it. Tis practice
began in 1995, when former Governor Pete
Wilson issued an executive order forbidding
the collection of race and gender statistics.
Tere have been few studies on the
impact of Prop 209. However, one 2003
investigation by Chinese for Afrmative
Action (CAA) in San Francisco found that
contract dollars awarded by businesses
owned by minorities and women fell by 22
% following the repeal of afrmative action
programs. Business worth at least $94.5
million a year was lost to these companies.
Minority owned businesses sufered bigger
losses than those owned by women.
A 1997 study cited in the CAA report
found that nearly half of all small business-
es in California were owned by minorities
and women. Yet ten years ago, California
community colleges awarded only 4.8%
of contracts to minority business enter-
prises (MBE) and 4.6% to women business
enterprises (WBE). Te California Dept.
of Transportation awarded only 11% and
5%, respectively, of total contract dollars to
these entities.
Small MBE and WBE companies face
several barriers in securing state contracts.
Tey often do not have access to informa-
tion available to their larger competitors.
Nor do they have the right political and
business connections and state ofcials may
exploit loopholes in the law to get around
competitive bid requirements. State agen-
cies are required by a 1989 Supreme Court
decision to address such overt discrimina-
tion, but they can take years studying the
situation before crafting a narrowly tailored
One possible remedy for negative efects
of Prop 209 was recently enacted by the
San Francisco Board of Supervisors. Ordi-
nance 92.06, a 50 page document passed
in April reads: “...the city is committed to
ensuring that neither MBEs nor WBEs
nor any other business is unfairly excluded
from contracting opportunities. Te City
remains committed to addressing discrimi-
nation in public contracting to the fullest
extent allowed by law.”
According to Deputy City Attorney
Catharine Barnes, the ordinance simply
requires that contractors not discriminate
because public money is involved in award-
ing public contracts.
“Te ordinance is race and gender
neutral, no preferences are given. Prop
209 didn’t authorize discrimination,” said
Barnes. “Outreach and data collection are
an important part of the contracting pro-
cess. Te onus is on the contractor to show
he is not discriminating.”
Barnes reported that the Bay Area Rapid
Transit has been using this model for years.
She said she did not expect a challenge
from Pacifc Legal Foundation, a conserva-
tive supporter of Prop 209.
“No one in the state wants to support
ProP 209
continued from Page 1
Voters may have
bill’s intent
8 | Summer 2006 | Diversity Works!

by Steve Dolan
Casino gaming continues to be a multi-
billion dollar annual industry in California
that can’t fll jobs fast enough.
In response to these facts, the College of
Extended Studies (CES) is adding profes-
sional certifcate programs in Casino Gam-
ing and Te Business of Wine, entitled
“From Vineyard to Table.”
“We have always been instrumental in
providing quality programs that enhance
the skills needed in workforce develop-
ment,” said William Byxbee, dean of CES.
“Tese two new certifcate programs pro-
vide a magnifcent opportunity for those
interested in solid careers in either casino
gaming or the business of wine. San Di-
ego County is particularly dependent on
tourism and these programs will prepare
motivated workers to enter these felds with
skills taught by working professionals.”
Te professional certifcate in Casino
Gaming program, which begian on April
1 of this year, is proving to be viable and
highly popular. It has attracted a capac-
ity of 35 students for the frst course, and
a waiting list is developing for others inter-
ested in the program.
Numerous media outlets have produced
stories on the professional certifcate in
Casino Gaming curriculum. Tey include
SDSU’s College of Extended
Studies adds casino gaming
the Los Angeles Times, San Diego Union,
Channel NBC 7/39, Univision Channel 17,
and KPBS.
Te gaming certifcate program is de-
signed to provide students with the oppor-
tunity to begin or further their careers in
the casino and gaming industry. Partici-
pants will obtain a strong basic background
in American Indian gaming history, regu-
lations, gaming law, supervision, customer
service, and leadership.
Industry experts will deliver instruc-
tion, emphasizing the latest developments,
practices, and issues facing the gaming pro-
fession which can be applied immediately
to the job. Content and competencies are
geared directly toward the casino organi-
zation’s needs, and are designed to provide
students with the tools necessary to be-
come successful in this exciting feld.
Course topics are: Introduction to In-
dian Gaming, Gaming Regulations on
Sovereign Soil, Gaming Security and Sur-
veillance, Customer Service in a Unique
Environment, Diversity in the Workplace,
Table Games, Slot Analysis, Revenue Tech-
niques, and Deterring and Detecting Ca-
sino Cheats.
For more information on these new pro-
grams, please call 619-594-6255 or visit
by Jaimy Lee
Te class is a mix of college students,
retirees, casino enthusiasts and the middle-
aged looking for a career change.
For these students, MiraCosta College’s
Casino and Gaming Operations class is the
right course to take. Casinos and gaming
are two of the fastest-growing segments in
the hospitality industry, said Karen Smith,
lead instructor for hospitality, restaurant
management and tourism studies at the
“Tere are so many diferent jobs and
employment opportunities in our area,” she
said. “Tey’ll learn some skills in the class
and get some through the casino if they get
class examines
casino career
hired to work there.”
Te three-unit class provides a broad
overview of the casino and gaming indus-
try. Topics discussed in the class range
from horse racing, slot operations, hotel
management, table games, tribal gaming
and lotteries, food and beverage to security
and surveillance, human resources and re-
sponsible gaming.
Julie Hatof, the college’s vice president
of instruction, and Eileen Kraskouskas,
dean of career and technical education,
took 23 students to Harrah’s Rincon
Casino in Valley Center for a crash course
in the basic day-to-day operations of a
“It gave our students a much better abil-
ity to understand the concepts we had been
discussing in class,” Smith said.
But the trip wasn’t just an excuse to
play the slot machines. Te students toured
the spa, restaurants, casino foor and pool.
Tey had to answer questions about uni-
forms, discuss dining options and listen to
cashier training supervisor Kevin Malone
speak about the standard for working at
Harrah’s Rincon Casino.
With ten American Indian casinos and
one playing card casino in the San Diego
area, Smith said the need for workers
in the gaming industry in the county is
enormous. At Harrah’s Rincon Casino, the
hotel occupancy is at 100 percent almost
every night — a number that Smith called
“staggering” for the hotel industry.
One student, Jeanette Tornton, works
as a project director for International Hotel
Marketing in Oceanside and has been
taking classes at MiraCosta for the past
two years.
“Tere are a lot of people changing
careers,” she said. “Tere are so many job
opportunities. Te days of the gold watch
are over.”
Another class student John Troike,
60, works for the Marine Corps and is
thinking seriously about a changing
“We have a wide, wide range of students,”
Smith said. “We have all ages. Many are
returning to school for a new career or
changing careers; some are out of high
school, some out of the military and even
international students.”
Makiko Akiyama, 29, of Encinitas,
moved to the United States from Japan to
attend college at MiraCosta. She said that
casinos are popular in Japan but do not
ofer the same amenities — the spas, the
hotels, the restaurants — that American
casinos do.
Te Casino and Gaming Operations
class will be held again next spring based
on the success of this semester’s class.
For information about upcoming
courses at MiraCosta College, visit www.
Diversity Works! | Summer 2006 | 9
gaming jobs
continued from Page 1
foor games at Las Vegas’ posh Paris Resort
before coming to Pala in 2001.
For others, such as dispatch supervisor
Jerry Lynn, who has been running Barona’s
busy radio communications control room
since 1994, casino work was a mid-life
change after 30 years of auto-body repairs.
“I make more now than I did in that
career, and it’s easier work,” he said. “It’s
hectic and it’s stressful, but I don’t have to
worry about stitches in my fngers.”
Most casino jobs involve customer
interactions, and people who are grumpy or
introverted are advised to look elsewhere.
“It’s lights. It’s loud. It’s fun,” said Dani-
elle Quiroz, 28, a bufet cashier at Sycuan
for 3½ years. “It’s kind of like you’re per-
forming sometimes.”
Galyan “JuJu” Gago, 27, says working
Sycuan’s cashier’s cage is far more stimulat-
ing than the liquor store where she used
to be. “I deal with the money, with the
jackpots. I deal with the customers when
they bring me the chips,” she said. “It’s fun.”
Te regional casino work force has more
than doubled in the fve years that Gago
has been at Sycuan. Five of the county’s
eight casinos opened in 2001, and all eight
have expanded since then.
Yet the casinos still employ only a frac-
tion of the region’s 1.3 million workers,
according to state Labor Dept. statistics. As
of 2005, San Diego County had 86,600
construction workers, 21,600 grocery
employees and 16,100 telecommunications
workers. More people worked in cloth-
ing stores – 12,900 – than the 12,800 in
Indian gaming.
Each of the more than two dozen
casino employees interviewed for this story
expressed high overall satisfaction in their
jobs, including benefts such as health,
dental and vision insurance, yearly bonuses
and 401(k) funds.
According to fgures provided by the
casinos, a majority of their workers earn
more than the $32,300 calculated by the
state labor ofce as the 2005 median wage
in San Diego County.
Te main drawbacks voiced by casino
employees were cigarette smoke and having
to work nights, weekends and holidays.
“Te hours can be a challenge,” said Bar-
ona Asst. Gen. Manager Kari Stout-Smith,
whose four 10
hour overnight
shifts each week
include Satur-
days. “Te only
other negative
to it is that not
everybody’s go-
ing to leave the
casino happy.
Tere can be
some negativity
Each of the large casinos surveyed by
Te San Diego Union-Tribune showed
noteworthy numbers in at least one demo-
graphic category.
Barona Valley Ranch, for example,
reported that 65 percent of its 3,543
employees earn more than $40,000 a year.
(Two casinos, Pala and Rincon, declined to
provide pay-scale percentages.)
Viejas Casino reported many long
tenured employees, with 47 percent of its
2,222 workers on the payroll more than
fve years. Pala Casi-
no listed 56 percent
of its 1,863 workers
as 41 or older.
Harrah’s Rincon
resort reported the
most long-distance
commuters, with 81
percent of its 1,656
workers driving at
least 20 miles.
Sycuan Casino
reported the most
diversity among its
2,004 employees,
with 37 percent
white, 24 percent
Asian, 16 percent
Hispanic, 5 percent
black, 1 percent American Indian and 17
percent other minorities.
Gago, the Sycuan cashier, is Iraqi. She
spends much of her time of with 10 pals
from work – men and women.
“Tere is a Mexican, Vietnamese, white
people – we’re all mixed,” she said. “We go
to restaurants. Tey come over to my house.
We go to the movies. We go bowling.”
Floor security guard Murrill McCoy,
who is 62 and black, worked for grocery
stores and armored trucks before coming
to Sycuan 12 years ago. He makes $15.70
an hour and likes the “carnival atmosphere”
of casino work.
He and others elsewhere say few workers
are moving from casino to casino. Most
migration is in-house, from entry-level to
skilled jobs, such as dealers. Teir bosses
agree, saying most turnover occurs in the
frst year or two.
“Te thing that surprises me the most is
the stability of the work force,” said Jerry
Turk, Pala Casino managing partner. “Of
the original 1,000 employees that we had
(in 2001), over 250 of those people are still
with us.”
Among them is Hixon, the table games
shift manager. He had doubts about leav-
ing Las Vegas because he had heard that
tribal casinos in California were unprofes-
sional and second-rate. Tose misgivings
were dispelled when he came to Pala and
met Turk and his top managers.
“Tey wanted to operate this 100 percent
like a Las Vegas casino,” Hixon said. “Ev-
erything I feared and heard was untrue.”
Sycuan Casino General Manager Steve
Penhall said the toughest positions to fll
are those at the top and bottom of the pay
ranges, and for the same reason: the high
cost of living in San Diego. Entry-level
workers often have transportation problems,
he said, which is why Sycuan now buses
employees to work from Tecate, Chula
Vista and El Cajon.
Many specialized jobs aren’t out on
the casino foor. Creative manager Larry
Gallegos has been with Barona 11 years,
overseeing its radio and TV ad campaigns
and making a salary he says would rival
any in his feld.
Late last month, Gallegos was holding
casting sessions for actors in an upcoming
commercial, then reviewing the videotapes
with the producer, director and writers in a
Mira Mesa video production studio.
Tifany Noriega of Carlsbad left an
ofce job close to home four years ago to
become senior secretary for the Harrah’s
Rincon marketing
vice president. She
drives 45 minutes
to work, but says
it’s worth it.
A 38-year-old
single mom, she
makes $42,000 a
year, 20 percent
more than she did
at her last job. She
also likes being
in on behind-the-
scenes stuf such as
booking entertain-
ment, planning ad
campaigns and or-
ganizing in-house
“Tis is the easiest and most fun job
I could come up with without a college
degree,” she said.
Many entry-level employees dream of
career paths such as those taken by Viejas’
John Tehan and Barona’s Rodrigo Acero,
both 31. Tehan started out at Viejas 13
years ago, making minimum wage “clean-
ing bathrooms and emptying trash.” He
worked his way up through the housekeep-
ing department, eventually supervising it
for eight years.
In 2004, he transferred into gaming,
learning all the card games and becoming
a dealer, then pit boss. Now he earns more
than $55,000 as a shift manager and part-
time casino manager, alternately supervis-
ing Viejas’ 31 card tables and, in his other
role, the entire casino on 12 hour overnight
Acero started at Barona almost 12 years
ago as a dishwasher making $4.75 an hour.
He was soon serving food and drinks on
the casino foor, then 10 years ago got
trained in-house to become a blackjack
Now Acero makes more than $60,000
a year managing Barona’s baccarat room,
where players wager $100 to $10,000 a
hand. He wears a crisp suit; his dealers
wear tuxedos. He describes his job as the
exact opposite of the golf-club assembly
line where he used to work in El Cajon.
“What attracts me to it is the action, the
money, the people,” he said. “On top of
that, every day is a diferent day.”
Acero expects more growth ahead in his
casino, his industry and his career.
“Tey’ve given me the opportunity to
be able to progress,” he said. “I know I can
still keep moving up.”
Galyan “JuJu” Gago, who works
the cashier’s cage at Sycuan,
says the job is more stimulating
than the liquor store where she
used to work. She’s been em-
ployed at the casino for 5 years.
Sycuan Casino
reported the
most diversity,
2,004 employees
10 | Summer 2006 | Diversity Works!
by Erin Aubry Kaplan
Te latest bad news about blacks and public
education: UCLA’s incoming class of 4,700
this fall includes only 96 blacks, the fewest
in more than 30 years. Many African-
Americans are understandably up in arms.
Whether everybody else is so concerned
remains to be seen.Many blacks are calling
for accountability and action; an alliance of
scholars, alumni and activists held a news
conference at UCLA last week to air their
outrage and to publicize the fndings of a
report by UCLA’s Ralph J. Bunche Center
for African-American Studies on the ever-
vexing subject of black admissions.
Te report chastises the university for
being too lax in admitting qualifed black
students since afrmative action was killed
by University of California policy in 1995,
then by California voters in 1996.
In other words, although the lack of
afrmative action is a factor in the cur-
rent crisis, the more immediate problem
lies with the practices of the admissions
ofce itself. Without ofcial pressure, the
report charges, UCLA and other public
universities tend not to adequately consider
qualifed black candidates. And that’s
I wholeheartedly agree. (Disclosure:
I’m a member of the UCLA Black Alumni
Assn., though a very recent member.)
But as long as people see black admis-
sions as a result of afrmative action
— a policy that’s become as repugnant to
conservatives as higher taxes are to most
centrists — there’s going to be a problem.
Te truth is, UCLA has always had a
hard time recruiting decent numbers of
black students. I should know. I worked
for a couple of outreach programs in the
admissions ofce in the mid-1980s, when
such programs were not only legal, they
had some cachet.It was tough.
Te critical mass of university-ready
black students that I imagined was out
there in the public schools, just waiting for
a bit of encouragement from a friendly role
model like me, was just that — imaginary.
I pored over lists of black students at
high school campuses in the allegedly
fertile San Fernando Valley as if I were
panning for gold. I had to play the talented-
Under representation isn’t new at UC colleges,
only 96 black students enrolled in fall semester
UCLA’s do-nothing admissions solution
tenth game, prodding and pleading with
my few black prospects to come to West-
wood, or at least to apply.
But blacks never got close to the holy
grail of parity: reaching the same percent-
age of the UCLA student body as in the
statewide population of high school gradu-
ates. Te irony is that afrmative action
was banished in part because of a percep-
tion that students of color were overrun-
ning universities like UCLA — that is, the
policy was working too well.
But in fact, it wasn’t working well
enough, certainly not for blacks. How
many black students are too many? Tat’s
the impolite but very real question that
drove many a debate about race and higher
Beneath the blather about academic
standards and colorblindness was a concern
about maintaining power and control: Just
how many of these folks are we going to let
in? 100? 200? Blacks raise this gatekeeper
anxiety more than any other group because
white elitism has always depended on black
Historically and psychologically, black
enrollment in higher education is more
fraught than, say, Asian or Latino enroll-
ment. Since the 60s, it has been standard
practice to have some blacks on campus,
just as there are always a couple of black
faces at the most exclusive party in town.
To many people, that pair of faces is
plenty, a good-enough show of magnanim-
ity on the part of the host to make it a suc-
cessful party. To others, the chronically few
black faces are an insult, a reminder that 50
years after Brown vs. Board of Education
and 40 years after the passage of the Civil
Rights Act, America has yet to achieve
Which raises the question: Does
America really want to? After all, this in-
cremental integration never seems to raise a
lot of temperatures, mostly because it feels
Indeed, this country has known nothing
else, and if integration stops altogether and
UCLA’s admissions of black students slow
to a trickle, even in 2006 — well, what of
Maybe many people not-so-secretly
think that blacks simply can’t make the
grade. Maybe, if blacks haven’t caught up
after all this time (40 years), they don’t be-
long — not just at UCLA but in American
With the Bunche report, blacks will try
yet again to hold an institution’s feet to the
But it’s a fre that’s cooling to embers,
and maybe to something less.
Te vast majority of
graduates indicating a
willingness to practice in such
areas are members of minority groups. Of
the physicians who responded, 51 percent
were black, 41 percent American Indian
and 33 percent Hispanic. Just over 18
percent of white respondents were willing
to work in those locations.
With United States census projections
indicating that racial minorities will
account for half of the country’s population
by 2050, are medical schools producing
enough culturally sensitive doctors to
handle this population? Te AAMC board
of directors has expressed concern about
diversity in medical school, and for good
Practicing minority physicians and
surgeons — American Indian, black,
Hispanic and native Hawaiian/other
— make up only 10 percent of all doctors.
Te matriculation of black doctors has
remained fat over the last two decades.
An AAMC analysis shows there was
an abrupt decline in minority applicants
across the nation between 1997 and 2002,
however, the numbers appear to be on the
rise. Prior to the drop-of that started in
the late 1990s, minorities made some gains
in medical school applications.
Meanwhile, there was a signifcant
decrease in applications from white
students, from 34,785 in 1978 to 21,028 in
2004. Blacks posted a slight increase, from
2,295 in 1978 to 2,802 in 2004. Hispanics
showed the most gain, from 837 in 1978
to 2,545 in 2004. Minority applicants
rose in 2003 and 2004, but data is not yet
available for 2005.
Nearly 59 percent of medical school
applicants in 2004 were white, while only
Medical school diversity across the nation
7.8 percent were black, 18.8
percent were Asian, and 7.1
percent were Hispanic.
Gender diversity is
becoming a signifcant trend
in medical programs. Te
number of women graduating
from medical school doubled
between 1980 and 2004, and
women make up nearly half of
all medical school graduates.
In 2004, the 15,821 total
graduates included 7,256
women, or 46 percent of the total. Tat is
a signifcant jump from 1980, when 3,497
women graduated from medical school.
Tere appears to be a downward trend
in whites graduating from medical schools.
In 1980, the 12,788 white graduates made
up nearly 89 percent of the graduating
class, while in 2004, whites were only 65.6
percent of all graduates.
Asians have shown the most gain,
making up only 2.8 percent of graduates
in 1980 but nearly 21 percent by 2004.
Hispanics have doubled their numbers in
the last 24 years, making up 6.5 percent
of graduates in 2004, compared to 3.2
percent in 1980. Te graduation rate of
African- Americans has remained mostly
fat — 5.3 percent in 1980 and 6.1 percent
in 2004.
Source: AAMC 2005 Facts and Figures
Source: AAMC data warehouse 2004
Source: AMCA (California stats)
Facts and Figures 2003
by Olivia Pullmann
only 20 PErCEnt
of mEdiCal sChool
graduatEs said thEy
intEndEd to PraCtiCE in
undEr sErVEd loCations
and CatEr to undEr
sErVEd PoPulations,
aCCording to a 2004
surVEy by thE assn.
of amEriCan mEdiCal
CollEgEs (aamC).
Diversity Works! | Summer 2006 | 11
usbank.com | 800-US BANKS (872-2657)
Member FDIC
We get our highest returns from the community
when we give to the community.
That’s why U.S. Bank is proud to support the
Urban League of San Diego
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12 | Summer 2006 | Diversity Works!
Wal-Mart Associate,
©2005 Wal-Mart Stores, Inc.
At Wal-Mart, our commitment to diversity is fostered throughout the company and interwoven into all
of our Associate programs, recruitment efforts, supplier relations, charitable initiatives and community
efforts. We believe that success requires an environment where people are respected and valued, along
with a talented workforce that represents our diverse customer base. By embracing diversity, we are
providing each of our Associates with the opportunity to advance, succeed and personally develop
them in everything they do.
Wal-Mart Stores, Inc. is proud to support the San Diego Urban League’s 33rd Annual Equal Opportunity
Awards Dinner and salute their commitment to “Making Diversity Work.”
We believe that valuing differences
is fundamental to our success.
Diversity Works! | Summer 2006 | 1
American Airlines
Bank of America
Cardinal Health
CIC Research
Cost Plus World Markets
Cox Communications
Cubic Corporation
Curtis Moring Insurance Agency, Inc.
Enterprise Rent-A-Car
Federal Bureau of Investigations
Genentech Inc.
Hawthorne Machinery
Keith Goosby Inspirations & Motivations
Kaiser Permanente
Lockheed-Martin, Maritime Systems & Sensors
Loews Coronado Bay Resort & SPA
Manpower of San Diego
National University
Neighborhood National Bank
NorLab Business Solutions
North Island Financial Credit Union
San Diego Padres
Science Application International Corp. (SAIC)
Scripps Research Institute
SDSU Research Foundation
San Diego Business Journal
San Diego Gas & Eletric
San Diego Monitor News
San Diego National Bank
San Diego County Sherif’s Department
SeaWorld San Diego
Sempra Utilities
Solar Turbines
Sony Corporation
Southern California Edison
Starbucks Cofee Company
Sycuan Casino
The Hartford
The San Diego Union Tribune
The Pacifc Institute
Timmis J Moore
Union Bank of California
Union Tribune
United Way of San Diego
Viejas Casino
Wal-Mart Stores, Inc.
Wells Fargo Bank
Washington Mutual Bank
The employers below have made an extra
committment to hiring diverse jobseekers by investing in
Te Urban League of San Diego County. You can learn
more about them by visiting: www.ulsdcjobs.net
For additional details on becoming a
Diversity Works! Employer Partner,
please turn to page 18 for more infor-
mation and company profles.
Join today and help us reap the
benefts of a strong workforce.
Call 619-266-6244
or email us at
that have a U.S. or Alberta, Canada, disclosure document,
and only those whose information Entrepreneur verifed
from the disclosure documents, are eligible to be ranked-
giving us the top 500 franchises. Search by keyword or
state/region or browse by business category.
THE INC. 500
Te top 500 “small businesses” according to Inc. Magazine.
Also includes a benchmarking form so you can see how
your business ranks against these. Te current list is
available online, along with a searchable database of all Inc
500 winners for the past 8 or 10 years. Te new list is issued
each November.
See online FlashQuotes for their top 100 trading stocks,
which may give indicators to a top performing company to
take note of. Note that this list is presented in alphabetical
order, not by ranking.
POST 200 from the Washington Post
Te Post 200 starts with a list of the 125 largest public
companies with headquarters in Washington and its
suburbs. Completing the 200 are the 20 largest fnancial
institutions with headquarters in the region, the 15 largest
private companies with headquarters in the area and the
20 largest public companies in Maryland and Virginia,
respectively, with headquarters outside the Washington
area. Te list is issued annually in April, and past rankings
are also available so you can track a company’s progress (or
decline...or disappearance).
Te Top 100 U.S. grant making foundations ranked by
value of assets, based on current data in the Foundation
Center’s database. Tere are other ranking lists available
accessible from the home page, including top corporate
grant makers and largest community foundations. Updated
as new audited fnancial information becomes available.

Business & Employer
Diversity Works!
Employer Partners
When job hunting, target the best employers
and the top companies according to these invalu-
able online surveys. Of course, this couldn’t pos-
sibly be a comprehensive list of every survey out
there. Always keep an eye out for other updated
lists from up and coming sources and specialty
business magazines.
the main lists
Te Fortune 500 from Fortune Magazine is the venerable
leader of all such lists and a must for all serious job seekers.
Go online and browse the list by company, CEO, or
industry. Te list is issued each year in April. Under the
main 500 you’ll fnd mini-listings for the best employers,
the diversity leaders, and a list entitled Women CEOs.
FORTUNE’S Global 500
A ranking of the largest companies in the world, browse
the online list by company name, CEO, or industry.
Forbes requires readers to register to read some articles on
their web site. It’s free, fast, you don’t have to give them
your name, and you only get their e-newsletters if you
decide to check the boxes (the default is you don’t get any
of them.)
Go online to see a variety of lists which updates each
year. For employer rankings compiled according to size of
company flters, this includes:
200 Best Small Companies
400 Best Big Companies
Forbes’ 500s
Forbes International 500
Global 2000
Largest Private Companies.
Other Lists
BRANHAM GROUP’ Branham 300
Each year, the Branham Group ranks the top 300 Canadian
Information Technology (IT) companies. Te rankings are
divided into 8 categories, including the 100 Top Software
Companies, 100 Top IT Professional Services, 25 Top IT
Multinationals in Canada, 25 Up and Coming Technology
Firms, 20 Top Wireless Technology Companies, 10 Top
Internet Service Providers, 10 Top Application Service
Providers, and 10 Top Telecom Wireless Service Providers.
Click on the company’s name for very short profle. Neat
feature - they watch these companies during the year and
update the list as needed.
You’ll fnd the annual ranking of the best franchising
opportunities in the world. Tey do an extensive
background check on these too. “Only franchise companies
that submitted full Uniform Franchise Ofering Circulars
(UFOCs) disclosure documents were eligible to receive a
listing in the magazine. In addition, only those companies
14 | Summer 2006 | Diversity Works!
At Raytheon, an inclusive culture is one of the things we believe gives us a competitive advantage. By recognizing
the uniqueness of individuals, empowering employees, and truly valuing their input, our company consistently performs
beyond all expectations. It’s a philosophy we’ll always embrace. It’s right for people, and it’s right for business.
A diversity of great technology and solutions
starts with a diversity of great people
© 2006 Raytheon Company. All rights reserved. Raytheon is an equal opportunity, affirmative action employer and welcomes
a wide diversity of applicants. U.S. citizenship and security clearance may be required. “Customer Success Is Our Mission”
is a registered trademark of Raytheon Company.
We’re proud to feature Raytheon employees in
our ads. To join them in a rewarding career, visit
RTN168_DiversityAD 9/14/06 5:35 PM Page 1
Diversity Works! | Summer 2006 | 15
Boys & Girls
Ages 12 - 18
Night at the Races
California Speedway
Fast, Furious & Free Fun! Fast, Furious & Free Fun!
Friday, Sept. 1, 2006
Buses Leave at 3 pm
From La Costa Resort
Meet Driver
Chris Bristol
Please Respond by August 15th
Dinner & Refreshments
Buses return at 12:30 AM
Contact: Darrell Porcher to reserve your
seat. 858-942-7879 Sony Diversity
by Randall S. Hansen
he words that strike fear in all working
persons — fred, terminated, laid of,
let go, restructured, dismissed, downsized,
right-sized — mean only one thing: you’re
back on the job market looking for new
employment opportunities.
While you may fnd losing your job
hard to deal with, most career experts say
the best thing you can do is get right back
into the job market, even if you’ve gotten a
severance package, rather than sit around
being discouraged. And you shouldn’t
be discouraged — look at this fring as a
chance to start anew with a better oppor-
How do you deal with being fred or
downsized in terms of your resume and
job-hunting? Tat’s what this article is all
about — getting you in shape to fnd an
even better job than the one you had previ-
ously. What follows is the career tune-up
dECidE on a CarEEr Path or ChangE
If you loved your last position and the
industry you worked in, then you can move
to the next point. But, if you weren’t happy,
now is the time to think about a career
change. What kind of transferable skills
did you acquire from your previous em-
ployment? For example, if you worked in a
college admissions ofce, but now want to
get into sales, you have valuable sales and
people skills — transferable skills from one
position to another. If you’re not sure what
you want to do, you should do some self-as-
sessment. You can fnd some great career
assessment tests on the web.
tunE uP that rEsumE
Ideally, you’ve been keeping your resume
current, but if you have not, now is the
time to take a hard look at it. Find some
great resumes resources here, then: the
frst thing you need to decide is whether
to include the job from which you were
terminated on your resume. In most cases,
you should include the job — unless you
only worked there a short period of time
(less than three months). Show an end date
of your previous job. Focus on your accom-
plishments and achievements.
Consider adding — if you haven’t
already done this — a key accomplish-
ments and transferable skills section for
your resume. Positioning these sections at
the top of your resume also means you can
downplay your actual employment his-
tory…or at least make it secondary to your
accomplishments and skills. A functional
resume, rather than a traditional chrono-
logical resume, will also serve this purpose.
Develop both a traditional formatted
resume and a scannable (text-only) resume.
Since job-hunting has expanded greatly
to include traditional methods as well as
online methods, you really need to have
both types.
Get your resume critiqued. Ask some-
one in your network — possibly a former
boss or college career ofce (most work
with alumni) to review your new resume(s)
and ofer constructive criticism. We also
ofer professional resume critiques.
rEsolVE whEthEr you arE staying
or relocating. Now is the time to think
about whether enough opportunities exist
where you currently live, or whether you
need or want to relocate.
nEtwork, nEtwork, nEtwork
Tell everyone you know that you are in the
job market again. You don’t need to tell
them you were fred if you don’t want to,
but don’t be ashamed of it either, as labor
fgures indicate that many people have
lost (or will lose) their jobs involuntarily.
Your network includes your family, friends,
former coworkers, former bosses, neighbors,
friends of friends — just about anyone.
Tese people may not be able to ofer you a
new job, but they may know someone who
can, so they play a vital role in your job
search. And once you fnd a new job, make
sure you keep networking rather than
waiting until you don’t have a job to do so.
Read as much as you can about the art of
rEVisit your rEfErEnCEs
Depending on the circumstances surround-
ing your dismissal, you may or may not
have a good reference from your former
employer. Now is the time to revisit your
reference list. You need to contact these
people (which you should already have
done from #4), inform them that you are
again on the job market, and ask if they
will still be a reference for you. If you know
your former employer might give you a bad
reference, it is extremely important that
you have other people who will rave about
your accomplishments and abilities.
bE PrEParEd to work
It’s a cliché, but looking for a new job is
now your full-time job. Stay focused and
accomplish something every day.
faCE thE tough quEstion
Be prepared with an answer when an
interviewer asks you why you left your last
job. Make sure you can articulate why your
last job didn’t work out and what you have
learned from the experience. Never blame a
former supervisor or employer — and don’t
make excuses.
bE PrEParEd for rEjECtion
You may be a little extra sensitive because
of being fred, but remember that there
is always a degree of rejection in any job
search — so don’t let it get you down. Keep
looking forward.
Questions about some of the terminol-
ogy used in this article? Get more informa-
tion on key college, career, and job-search
terms by going to our Job-Seeker’s Glossary
of Job-Hunting Terms at www.quintca-
Dr. Randall Hansen is webmaster of Quintes-
sential Careers, as well as publisher of its
electronic newsletter, QuintZine. He writes
a biweekly career advice column under the
name, Te Career Doctor. He is a published
career expert — and has been for the last
ten years. He is co-author, with Katharine
Hansen, of Dynamic Cover Letters. And he
has been an employer and consultant dealing
with hiring and fring decisions for the past
ffteen years. He can be reached at randall@
Getting fired
An opportunity for change and growth
ULSDC was chosen through a competi-
tive process from a feld of 17 applicants.
Other cities included Broward County
(Fla.), Cleveland, Dallas, Houston, Hudson
County (NJ), Los Angeles, Philadelphia,
Sacramento, and Washington, D.C.
Te Wal-Mart grant also supports Te
National Urban League’s endowment fund
and the Black Executive Exchange Pro-
gram which includes a lecture series at the
some of the nation’s historic black colleges.
“Te initiative Wal-Mart Stores has
shown will have tremendous impact, not
only locally but across the nation,” said San
Diego council member Tony Young. “It is
vital that all employers recognize the role
they must play to ensure that more mem-
bers of our community are able to success-
fully seek and retain employment.”
In 2006, Diversity Inc. named Wal-
Mart among its Noteworthy Companies
for Diversity and Top 10 Companies for
African-Americans. Black Enterprise
Magazine listed the company on its 2006
list of the Top 40 U.S. Companies for Di-
versity and one of the 10 Best Companies
for Marketing Diversity.
continued from Page 1
16 | Summer 2006 | Diversity Works!
Diversity Works! | Summer 2006 | 17
Recognizing the accomplishments of
San Diego County’s family-owned businesses.
December 14, 2006
4:00 - 7:00 p.m.
San Diego Marriott
Hotel & Marina
Marina Ballroom F-G
Title Sponsor:
Deadline for Nominations:
November 3, 2006
Awards will be presented in the following categories:
Small Business Award - (1-50 employees)
Medium Business Award - (51-250 employees)
Large Business Award
- (more than 250 employees)
Longevity Award
Emerging Business Award
Community Action Award
Sponsorship opportunities are
still available.
Contact your account executive
at 858-277-6359 for further
We are now accepting nominations of family businesses with
outstanding business and community accomplishments.
Nominees and winners will be recognized at The 6th Annual
Family-Owned Business Awards and in the newspaper.
2006 Nomination Criteria
Complete & Return by November 3, 2006*
1. Number of employees and year founded*
2. List principal owners employed and not employed by company, and principal
product/service of company
3. Number of family owners working and not working currently at the company
4. Number of generations currently involved in company and number of
generations involved since the company was founded
5. List the company’s current locations
6. Give a brief history of your family business and growth in sales, including gross
annual sales figures**
7. Explain how your family business has successfully linked your family with your
business (e.g. commitment to company, division of responsibilities, etc.)
8. Describe the impact your family business has had on your community (e.g.
specific support of charities, nonprofits, industry or neighborhood organizations,
9. Submit a company catalog/brochure, color logo and one or two color photos
of your family or key employees (these items can be mailed or emailed to the
addresses below)
Fax to: 858-277-2149, Attn: Taylor Peterson • e-mail to: tpeterson@sdbj.com
Or mail to: San Diego Business Journal, Attn: Events Dept. • 4909 Murphy
Canyon Road, Suite 200 • San Diego, CA 92123
*Only completed nominations will be accepted. Nominations must include: company name; address; phone; fax;
contact person’s name, e-mail and phone number; company catalog/brochure and color logo in jpeg format.
**To assist the selection committee in determining the best category in which to place your application for the
Family-Owned Business Awards, it is critical to have accurate gross sales information as well as current number
of employees. Rest assured that all data submitted will be kept confidential and not shared with anyone other
than the members of the selection committee. We value your privacy as a family business and therefore insist on
confidentiality with all of the application information.
18 | Summer 2006 | Diversity Works!
At Cox Communica-
tions, diversity is a
critical part of our
culture, values and
business operations. Here, diversity starts
with understanding, valuing and represent-
ing the varied needs, gifts and priorities of
employees, customers, communities and
suppliers. Tis diversity of people, products
and partners naturally stimulates a diver-
sity of perspectives, which helps create an
enviable company culture and enhance the
growth and vitality of all Cox stakeholders.
“Our com-
mitment to
diversity is a commitment to individuals
and to the team. It’s about creating an en-
vironment in which all associates can fulfll
their potential without artifcial barriers,
and in which the team is made stronger by
the diverse backgrounds, experiences and
perspectives of individuals. It’s about giving
all of us — individually and together — the
best possible chance to succeed.” - Kenneth
D. Lewis, Chairman and Chief Executive
Ofcer, Bank of America.
We are proud of Bank of America’s
legacy as a leader in corporate diversity and
in equal employment opportunity. At Bank
of America, we work to foster an inclusive
corporate culture and an environment free
of discrimination or harassment.
Cardinal Health is
the world´s leading
contract manufac-
turer of health and
nutrition products. We ofer a wide range of
products and services at multiple facilities with
standardized procedures and processes. Our in-
ternational presence allows easy access anywhere
in the world for your convenience - Americas,
Europe and Asia/Pacifc.
Cardinal Health ofers customers practi-
cal solutions to address the most critical issues
afecting health care: cost, time-to-market,
talent shortage and medication safety. We defne
diversity as openness and appreciation for ideas
that are diferent from one’s own. We see it as a
business imperative.
Cardinal Health is committed to a work-
force that is free of discrimination. We respect
diferences in culture, ethnicity, gender, sexual
orientation, and race. We are committed to
equal opportunity. To learn more about Cardinal
Health, visit us at: www.cardilan.com
Citigroup values a
work environment
where diversity is
embraced, where people are promoted on
their merits, and where people treat each
other with mutual respect and dignity.
Around the world, we are committed to be-
ing a company where the best people want
to work; where opportunities to develop are
widely available; where innovation and an
entrepreneurial spirit are valued; and where
a healthy work/life balance is encouraged.
Join our
We value the talents each employee brings
to Cost Plus World Market, and highly
encourage internal growth opportunities
within the organization. We ofer a world
of benefts to our employees including:
Medical/Dental/Vision, a generous
Employee Discount, 401k with matching
program, Paid Holidays, Sick Pay and
Vacation & many others. Cost Plus World
Market is an equal opportunity employer.
tradition of
continues into
the 21st century as Cubic’s cutting-edge research
and development holds promise for customers
worldwide. Today, the company’s two major seg-
ments - the Defense Group and the Transporta-
tion Systems Group - have become world leaders
in their respective industries with leading edge
Since its founding in 1951, Cubic has helped
make a diference in the San Diego community
by supporting a wide range of nonproft organi-
zations whose issues and values are aligned with
corporate interests and employee values.
Rent A Car,
an $8 billion
international transportation leader, is the largest
rental car company in the U.S. in feet size and
locations. A candidate can expect to start as a
Sales Management Trainee learning all of the
facets of how to run our business, including
management, customer service, administration,
and sales/marketing. Te combination of our
100% promotion from within policy and the
upcoming expansions in the San Diego area
has created dynamic opportunities for growth.
Upon successful completion of the Management
Trainee Program, candidates have the opportu-
nity to grow into management positions within
their frst year with the company. If you are in-
terested in career opportunities with Enterprise,
apply online at www.enterprise.com.
Dee Dee andrews, regional recruiter.
Diversity Works! Employer Partners
Te Federal Bureau of Investi-
gations is like no other career
choice you’ve explored. It’s challenging. Compel-
ling. Important. Whatever your background or
expertise, you will fnd an FBI future exception-
ally rewarding. Te work you perform will have
a daily impact on the nation’s security and the
quality-of-life for all citizens. Our mission is
to uphold the law through the investigation of
violations of federal criminal law; to protect the
United States from foreign intelligence activi-
ties; to provide leadership and law enforcement
assistance to federal, state, local and interna-
tional agencies; to provide the executive branch
with information relating to national security.
Join as a Special Agent or in a support role as
a Computer Specialist, Crime Scene Special-
ist, Linguist, Fingerprint Expert, Intelligence
Research Specialist, Laboratory Tech, Accounting
Professional, Laborer, Secretary, etc.
Considered the
founder of the
biotechnology industry, Genentech has been
delivering the promise of biotechnology for 30
years, using human genetic information to dis-
cover, develop, commercialize and manufacture
biotherapeutics that address signifcant unmet
medical needs. Today, Genentech is among the
world’s leading biotech companies, with multiple
products on the market for serious or life-threat-
ening medical conditions and over 40 projects in
the pipeline. With its strength in all areas of the
drug development process — from research and
development to manufacturing and commer-
cialization — Genentech continues to transform
innovative science into breakthrough therapies
for patients.
Genentech’s commitment to diversity is a
commitment to providing an environment where
each individual is respected, honored and sup-
ported, and is rewarded on the basis of personal
achievement and contribution. (760) 231-2440
directly at: www.gene.com/careers/
Machinery Co.
has been the
exclusive Caterpillar dealer serving San Diego
County since 1956. Te company’s territory also
includes Northern Baja California, the Hawai-
ian Islands, Tonga, Samoa, Guam and Saipan.
Hawthorne Machinery Co. ofers a complete
line of new and used Caterpillar® and other
quality brand equipment, service contracts, feld
service, repairs, custom fabrication, CAT factory
authorized engine service and rebuilding, and
the most modern service and testing facilities.
We currently have 23 positions available. Visit:
www.hawthorn.cat.com for details.
American Airlines and American Eagle
carriers serve almost 250 cities all over the
globe with more than 3,600 fights per day.
Earning our title as the largest airline in the
United States and the largest regional air
carrier in the world has resulted in a history
rich in achievement. With a combined feet
of over 850 aircraft, the best employees in
the world, the oldest and largest frequent
fyer program - AAdvantage®, and Te
TurnAround plan, we will achieve our
objective of being the world’s leading
AIG, the largest of
United States underwrit-
ers for commercial and
industrial insurance and the most extensive
international property-casualty network,
including personal lines and mortgage
guaranty insurance. Life insurance and
retirement services and the most extensive
global network of any life insurer, AIG is
the most proftable U.S. life insurance or-
ganization. and a retirement services fran-
chise that includes leadership positions in
the U.S. fxed and variable annuity markets
and a growing international network.
Diversity Works! | Summer 2006 | 19
For information on becoming a Diversity Works! Employer Partner
Call (619) 266-6244 or email diversityworks@sdul.org
At Kyocera
Corp. we
value exploration, innovation and achieve-
ment in our employees. We take pride
in our diverse work force and provide an
internal climate that encourages a global
approach to business. By matching the most
talented individuals with the resources they
need to succeed, we’ve created an environ-
ment that promotes change, growth and
creativity. Competitive compensation and
benefts teamed with exceptional training
are available to those with the skills and
motivation to make a diference.
Tink core values. Look
for a company that be-
lieves workforce diversity is
a major contributor to success. IBM has been the
leader in corporate workforce diversity since its
founding. Did you know that we employ special-
ists dedicated to recruiting women, minorities
and people with disabilities? Visit us and learn
more at:
Corporation is
a progressive
Information Technology (IT) services frm based
in San Diego, California. We provide high-tech-
nology products and services to the commercial
and defense markets. Come JOIN & GROW
with us! Integrits Corporation is a leader in
state-of-the-art Navy C4I, Command & Control
and Weapon Systems Integration. We have many
challenging and rewarding opportunities avail-
able to those individuals that strive to succeed
and excel. We are currently ofering the following
job opportunities:
C41 Test Engineers & Analysts
TADIL Communications Engineers
Information Assurance Project Leads
IT Business Consultants
IT Infrastructure Analysts
IT Administrators & Analysts
Visit our website at: www.integrits.com
Martin is a
of 125,000 employees engaged in some of the
most important projects in the U.S. and around
the world. We live and work as good citizens
in communities where employees take special
pride in volunteering to serve for the betterment
of all. As such, the Lockheed Martin team is
naturally diverse—encompassing people of all
shapes, colors, perspectives, ages, religions and
We have varied backgrounds, opinions,
lifestyles and talents, and we see the world in
many diferent ways based on our uniqueness
as individuals. Tough diferent, we share
one thing in common. We are linked in some
way to the same enterprise. Collectively, we
contribute to missions of profound signifcance
to the security and advancement of the world.
We create products and solutions that improve
communities, save lives and protect principles
like liberty and tolerance that we hold so dear.

We understand
that a sound
program is a
critical component of our values and our success.
In order to realize our vision of being the best
worldwide provider of higher-value stafng
services and the centre for quality employment
opportunities, we must continuously dare
to innovate and be pioneers. Tat means
refecting the diversity in our markets and in our

National University
is committed
to maintaining
a high quality,
diverse work force
representative of the populations we serve. It
is our policy to provide equal employment
opportunities for all applicants and employees.
Te University does not unlawfully discriminate
on the basis of race, color, religion, sex
(including pregnancy, childbirth, or related
medical conditions), national origin, ancestry,
age, physical disability, mental disability, medical
condition, family care status, veteran status,
marital status, sexual orientation, or any other
basis protected by state or federal laws.
Te Padres believe that all
persons are entitled to equal
employment opportunity and
the Club does not discriminate
against qualifed employees
or applicants because of race,
color, religion, sex, pregnancy, national origin,
ancestry, citizenship, military status, age, marital
status, sexual orientation, gender identifcation,
physical disability, mental disability, medical
condition, or any other characteristic protected
by federal, state or local law. Equal employment
opportunity will be extended to all persons in all
aspects of the employer-employee relationship,
including recruitment, hiring, upgrading, train-
ing, promotion, transfer, discipline, layof, recall,
and termination.

Qualcomm innova-
tions refect the smart
and creative individuals and teams that have
made us the leader in our industry. Many of
those innovations turn into patents—over 3,000
issued or pending. We’re looking
for thinkers with the desire and
initiative to make an impact on
our company and the wireless
evolution. We thrive on ideas and perspective
evident in a diverse and multinational workforce.
Diversity plays an integral role in our global
viewpoint and provides an atmosphere that fos-
ters the kind of free-fow of ideas that has made
us a technology leader. By communicating with
people from diverse backgrounds and groups
all over the world, we engage in a dialogue that
drives the wireless communication’s industry. We
currently have over 890 positions available glob-
ally of which 641 are available in San Diego.
apply directly at: https://jobs.qualcomm.com/
For 37 years, Science
Applications International
Corporation (SAIC), the
nation’s largest employee
owned engineering and research company, has
worked on solving some of the most complex
technical problems facing our nation and the
world – challenges in national and homeland
security, energy, the environment, space,
telecommunications, health care, and logistics.
Our continuous growth and our success,
providing world-class systems integration,
information technology and eSolutions to
customers, worldwide, is a credit to our staf
– many of whom are the best and the brightest
in their felds. And we help our employees
stay the best and the brightest with highly
praised training, education, and professional
development programs.Tere are currently 105
positions available in San Diego in the following
apply at www.saic.com/career/fnd.html
Our philosophy is
to provide a working
environment where
employees can expand
professionally and be
rewarded for achieve-
ment. National Bank is
a full-service bank and a catalyst for economic
development in under served communities.
At Kaiser
Permanente, we
value the rich
diversity of our
organization and aspire always to demonstrate
respect for the uniqueness of each individual. We
encourage each contribution to the establishment
of an open, inclusive environment that supports
and empowers our employees.
“Prepare to become Inspired”
Te world of
Loews Hotels.
It’s a world
of places, people and services that make us
truly unique. Loews Hotels is a collection
of unique, one of a kind hotels with dis-
tinct personalities. Each is high in quality,
fun, and is unpretentious, a great value and
consistently delivers warm friendly service.
As a company we care about our guests,
our community and our employees. We
want to be a “home away from home” by
catering to discerning business and leisure
travelers and host to the most important
business, political and industry association
Contact us: Loews Hotels, 667 Madison
Ave., New York, NY 10021 (212) 521.2000
20 | Summer 2006 | Diversity Works!
Diversity Works! Employer Partners
As a global cor-
poration, Edison
makes every
efort to ensure that our suppliers and work
force refect our multicultural marketplace. As
a community partner, Edison International
works closely with low-income, minority, and
women’s groups to advance their employment
opportunities, educational needs, and economic
development. Edison International’s commit-
ment to diversity and equal opportunity is
evident throughout the organization. Minority
and female representatives currently comprise
25% of Edison International’s Board of Direc-
tors.Edison International’s largest operat-
ing company, Southern California Edison,
promotes equal opportunity and diversity with
leadership programs, diversity recruiting, and
supplier diversity goals. Te result of these ef-
forts is evident in SCE’s ranking, for the sixth
consecutive year.
Te Scripps Research
Institute is one of the
largest, private, non-
proft research organiza-
tions in the U.S. It has
attained recognition as
a center of excellence in
a highly focused branch
of research, the nexus of the structure of
biological molecules and their cellular
functions with chemical synthesis.

SDSU Foun-
dation has
been orga-
nized to func-
tion as a self-contained private corporation,
separate from the University, yet integrated
into the goals and programs of San Diego
State University (the University) and re-
sponsible for the accomplishment of certain
University objectives. SDSU Foundation is
responsible for many activities that require
fnancial support not provided by the State.
Tese activities occur in all three areas
of University life including: instruction,
research and community service.

Solar Turbines
is a world lead-
ing producer
of mid-range industrial gas turbines for use
in power generation, natural gas compres-
sion, and pumping systems. It provides
full product support, equipment supply,
fnancing, plus installation and operation
and maintenance capability. http://esolar.
At Sony, we believe
that diversity is key to
our competitive advantage and we value the
collective strengths of all our employees.
We are proud to be an Equal Opportunity
Employer (EOE), with an unwavering
commitment to Afrmative Action (AA)
for Minorities (M), Women (F), Individu-
als with Disabilities (D), and Veterans (V).
Te San Diego
Sherif’s Depart-
ment is looking
for the best and
brightest individuals – those who have the
aptitude and sense of commitment - those
who want to help their community, and
who want to make a diference. Te San
Diego Sherif’s Department’s goal is to
provide the highest level of professional
public service to the wide range of ethnic
and culturally diverse groups that make up
San Diego.
Te ideal
candidate for
the San Diego
Union Tribune has the following attributes:
Punctual, Customer Service Oriented, Team
Player, Can Do Attitude, Media related
experience preferred, but not required
Areas of focus: Custodial, Customer Service,
Clerical/Data Entry, Sales Support, Account
Managers, Pressroom Helpers, And More.
We respect diversity and embrace inclusion.
Cindy Nguyen, Sr. Recruiter

Diversity is not
only a corporate
to respect the
among people,
but also the recognition that those diferences
are a strength. Diversity is a source of power
that has a positive efect on our customers and
helps us to make the most of business opportuni-
ties. People are at the heart of Sempra Energy’s
strategic diversity policy: people committed to
taking bold action to create a work environment
where competence is recognized and celebrated,
without respect to gender, race, age, sexual
orientation, national origin, physical abil-
ity, religious beliefs, personal prefer-
ences or life experiences.
www.sdge.com/careers or
recipient of the Urban League’s
2005 President’s award For Diversity
San Diego
National Bank
has often refected
the characteristics
of a big family — quite extraordinary for
a bank. But, it is not so extraordinary,
considering the type of staf, management
and board of directors that SDNB has
attracted and enjoyed. Our success is a
direct result of the type of customers our
company serves. We have been very grateful
for the support and loyalty our customers
have brought us.

For over 50 years, Te Urban League of
San Diego County (ULSDC) has assisted
many of its citizens in preparing for and
fnding meaningful employment. For most
of that time, you, our area employer, has
assisted us along the way. And now more
than ever, your cooperation is needed to help
us meet our mission.
Tat’s why we’re asking you to become a
Diversity Works! Partner (DWP).
According to research by the Hudson
Institute, a nationally recognized social
Diversity Work’s Employer Part-
ners are also Social Venture Partners (SVP).
As it applies here, SVP’s are employers/profes-
sionals looking for a way to invest their time,
trends think tank, within the next 10 to 15
years, changing demographics, technological
advances, and economic globalization will
shape the workplace. Te United States work
force will continue to expand, although at a
much slower rate. However, its composition
will shift to a more
balanced distribution
by age, sex, race or
Keeping pace
with these changing
workplace dynamics
-- while implementing
the mandate of our
mission to assist
African-Americans and other under served
to achieve social and economic equality
-- ULSDC has strategically positioned itself to
better serve San Diego through our Diversity
Works! Initiative.
Trough Diversity Works! we help you
fnd, and if necessary, develop scarce and
diverse human resources. For example, the
online Diversity Job Bank (www.ulsdcjobs.
net) has attracted over 1000 job seekers.
And the students who attend our workshops
undergo behavior modifcation training in
conjunction with our
award-winning work
readiness and diversity
training, producing
outstanding results.
Tis combination
produces employees
who are truly work
ready. Consequently,
as our employer
investor-partner, you will beneft not only
from fnding highly qualifed job candidates
in our job bank, but prospective employees
who attend our workshops are also prepared
attitudinally to enter the workplace.
We are asking you to invest just $1200 a
year. Tis is not a donation, but an invest-
ment and a smart business move. It will
provide you with unlimited posting/reviews
at the Job Bank, mention in our Diversity
Works! magazine, coverage as a featured
employer on our web site, and discounts on
upcoming career fairs.
To facilitate answering your questions,
we conduct monthly luncheon seminars to
explain the benefts of the DWP initiative
here at Te League’s corporate ofce at 720
Gateway Center Dr., San Diego, CA, 92102.
Please RSVP to Barbara Webb, Deputy
Director, (619) 266-6232. Space is limited
and for lunch, we need to hear from you.
Here’s to the continued success of our
social venture partnership, which leads to the
next subject...
“We’re asking you to
become a Diversity Works!
Partner (DWP)...as an
investment and a smart
business move.”
as one of over 57,000
employers in the region
we’re counting on your
support to help make
Diversity Work! here
in San Diego.
Membership as Diversity Works! Employer Partner brings social benefts...
Diversity Works! | Summer 2006 | 21
available to promote your company’s
diversity eforts via Te League’s media
17. Eligibility to ComPEtE for the
President’s Award for Diversity and
attendance at Te League’s annual Equal
Opportunity Awards dinner gala in the fall.
18. PartiCiPation at our monthly
Employers Diversity Networking
luncheons, usually featuring a 30 minute
presentation by a diversity professional on
diversity related topics of the day.
19. national rECognition for being
proactive in diversity.
20. aCCEss to oVEr 150,000 people of
color via our Employment Network.
21. soCially ConnECt with communities
of color and enhance your cultural
competency and awareness.
22. mEEt your ComPany’s EEo require-
ments for outreach and involvement
For information on becoming a Diversity Works! Employer Partner
Call (619) 266-6244 or email diversityworks@sdul.org
Wells Fargo has
understood the
importance of
both hiring and
retaining a diverse workforce and serving a
diverse community for more than 150 years.
Our Diversity Mission:
“Wells Fargo Team Members should expect to
work in an environment where each person feels
valued for individual traits, skills and talents,
and has the opportunity to fulfll ambitions and
contribute to the success of the company.” From
senior managers to tellers, 62% of our Team
Members are women, and 29% of our Team
Members are minorities. While these numbers
are positive, we are always working to increase
our diversity. We’re focused on recruiting,
training, and retaining the best and brightest
people today to join our diverse workplace.
We believe that the
broad diversity of our
workforce, customer
base and the communi-
ties we serve provide
a clear opportunity to create competitive
advantage. We value and respect the unique
characteristics, skills, and experiences that
employees bring to the workplace. On a
daily basis, diversity and inclusion is evi-
dent at all levels in the company in the way
we listen and respond to our customers, our
community and each other.

At Star-
bucks, diver-
sity is a way
of life. It is
the core of our culture and a foundation for
the way we conduct business. Our goal is to
attract and retain a workforce that refects
the world, to develop policies and practices
that fully utilize the human potential and
to create hopes, fulfll dreams and build eq-
uity in our part- ners, neighborhoods
a n d c o m - munities. www.
s t a r bucks . com/jobs/
Viejas ofers its
employees an
exciting work
with competitive
wages and benefts including:
·Holidays Accrued vacation and sick leave
·Medical, dental, and chiropractic
·Discounted employee meals
·Retirement Plan (401k)
·Quarterly Incentive Plan
If you are ofered employment with Viejas
you will be required to complete an Em-
ployment/Gaming License Application and
pass a pre- employment drug and alcohol
test and background screening.
Winner of the Urban League’s
2005 President’s Award for Diversity
Sycuan is more
than just a business
enterprise. Sycuan is
a community of people working together
toward a common goal. Whether you work
in our beautiful, state-of-the-art Casino
or become a staf member in one of our
other enterprises, you will be part of the
Sycuan family. In addition to the Ca-
sino, Sycuan operates a Fire Department,
Medical Clinic, Dental Clinic, Day Care
Center, Tribal Police Department, Learn-
ing Center, and Kumeyaay Community
College. We currently employ over 2,500
people in a variety of positions, including
casino operations, food service, security,
accounting, facilities, and landscaping, just
to name a few.
Our commitment
to a Diverse
Employee Base
It is our goal to recruit, select and retain
the most qualifed employees who represent
all segments of the communities we serve
and support. We cultivate a highly talented
workforce by valuing people for who they
are and what they can contribute.
We are the
largest global
transportation company, operating in more
than 200 countries and territories and
employing 370,000 people worldwide.
Te company’s commitment to its
employees has been recognized by several
notable publications including America’s
Best Part-Time Job (Your Money
magazine), America’s Best Companies for
Minorities (FORTUNE magazine) and
Best Company Benefts (MONEY
Union Bank of Cali-
fornia is proud to
play an integral role
in the many diverse
communities we serve. Our bankers have the
language and cultural skills to help you with
your personal and business banking needs every
step of the way. We make a concerted efort to
support these communities both as a fnancial
institution and as a good neighbor.At Union
Bank of California, our people are our greatest
asset. Our employees come from many diferent
backgrounds, bringing with them diferent
experiences and perspectives, which are the key
to our success. We strive to build an employee
group that understands and refects the diverse
communities we serve through our 319 of-
fces. Our eforts have been recognized by the
U.S. Department of Labor, as well as Fortune
Magazine, who, for two years in a row, ranked
us among the top ten companies for diversity in
the workplace. For more information about our
company’s history, visit our website.
Visit: http://cce.uboc.com/ to learn more.
skills and resources in under served com-
munities with a goal to achieve a specifc
Our SVP’s work through Te League to
make a hands-on diference. As a Diversity
Works! SVP you help to deliver programs and
services and build the organizational capacity
of the agency.
In turn, we are able to leverage your
investment by ofering needed services to
constituents throughout the county in the
areas of education, employment and housing.
Corporate membership with Te Urban
League of San Diego County for one year
includes the following benefts:
1. unlimitEd job Posting and resume
reviews in the Diversity Job Bank for one
year (www.ulsdcjobs.net)
2. fEaturEd EmPloyEr in the DW! Job
Bank for the entire year.
3. CorPoratE logo disPlayEd in special
DW! Partners section on the website
4. your own wEb PagE on our site featur-
ing your company’s profle and current jobs.
5. liVE links to othEr job boards such
as monster.com or careerbuilder.com,
which automatically pulls the jobs posted
on these other job boards into your profle
with us. No need to
enter the same jobs in
several places.
6. fiVE fEaturEd jobs
each year in the Job
7. listing in thE dw!
Employer Partners direc-
tory in the magazine
8. PossiblE fEaturE artiClEs in the DW!
magazine about your company’s diversity
outreach eforts.
9. your ComPany ProfilE and job listings
(5) in DW! Employment and Career Guide,
a monthly mailing to 300 afnity groups.
10. frEE booth at quartErly Mini-Career
Fairs held at Te League’s corporate ofce,
on a frst come frst served basis.
11. disCounts on booths at the annual
Career Fair, and at Career Zones held in
conjunction with other civic events such
as the Heritage Day Parade which usually
draws 10,000.
12. “hot job” notiCEs
sent out via our
Employment Network
email distribution
13. dirECt markEting
to the Urban Market
via our DW! Employ-
ment Guide and email blasts.
14. listing as an inVEstor in the DW!
Work Readiness Workshops class materials.
15. dirECtly rECruit graduatEs from
workshops and receive invitations to
graduation ceremonies.
16. othEr Promotion VEhiClEs may be
...while Social Venture Partners unite for diversity through League
“We treat our
corporate members
like investors.”
22 | Summer 2006 | Diversity Works!
The 100 Black Men
of San Diego
An afliate of the
100 Black Men
of America, this
group improves the quality of life of San
Diego city residents we serve. Our pro-
grams enhance educational and economic
opportunities for African-Americans, and
African American youth in particular.
Afnity Group Partners
Afnity Groups
Greater San Diego
Blacks In Government
San Diego Chapter
Te Greater San Diego
Chapter of Blacks in
Government (BIG), as a
501(C)3, non-proft, civil rights organiza-
tion, is dedicated to eliminating discrimi-
nation and racist acts in all forms, against
ALL people, but especially African-Ameri-
cans, in all government agencies; whether
it is a city, county, state or federal govern-
ment agencies.
San Diego Branch
Te mission of the Na-
tional Association for the
Advancement of Colored
People is to ensure the
political, educational, social and economic
equality of rights of all persons and to
eliminate racial hatred and racial discrimi-
North County Branch
Te mission of the Na-
tional Association for the
Advancement of Colored
People is to ensure the political, education-
al, social and economic equality of rights
of all persons and to eliminate racial hatred
and racial discrimination.
National Society of
Black Engineers
Alumni Extension
NSBE’s mission is to
increase the number of
culturally responsible African-American
engineers who excel academically, succeed
professionally and positively impact the
The Afnity Group Partners below work closely with The League through the Employment Network by referring their constituents to our job bank.
Definition: An affinity group is a group of people who share interests, issues, and a common bond or background, and offer support for
each other. These groups can be formed between friends, people from the same community, workplace or organization. We outreach to all affinity
groups to deliver the word about our Diversity Works! programs and opportunities. Affinity Groups can represent a narrow or broad definition of
a dimension of diversity: African-American, Asian, Indian, Hispanic, women, veterans, the disabled, the gay and lesbian communities, to name a
few. In fact the list is endless. Become an Affinity Partner by joining today. We’ll add your group to our distinguished list of members.
Now that you’ve made it and are
part of the professional business
world, it’s time to give back to
your community and help our
young kids move forward.
Visit www.ulsdc.org
to learn how you can join
Te League of Young Professionals.
Students In
Free Enterprise
Te Mission of SIFE is to
provide college students
the best opportunity to
make a diference and
develop leadership, teamwork and commu-
nication skills through learning, practicing
and teaching the principles of free enter-
prise. Visit: www.sdsife.com
Warm Spirit
Warm Spirit is a culturally diverse, self-care
network marketing company, specializing
in spa-quality, aromatherapy products and
herbal remedies. Having surpassed $14
million in sales in 2005, Warm Spirit was
recently voted “Emerging Company of the
Year” by Black Enterprise. “Te heart and
soul of Warm Spirit is empowering people
to care for themselves and to nurture their
potential within.”
Greater San
Diego Business
Its mission is to
expand business opportunities for minority
business enterprises and create mutually
benefcial links between corporate members
and minority business enterprises. Te ulti-
mate outcome is to add economic value to
the supply chain while increasing economic
opportunities for the minority business
Visit us at: www.gsdbdc.org
United Front
for Education
Advocates for quality, equality and parity
for children’s education, providing resourc-
es and support to families, students and
teachers in the community.
Diversity Works! | Summer 2006 | 2
For information on becoming a Diversity Works! Afnity Partner
Call (619) 266-6244 or email diversityworks@sdul.org
100 Black Men of San Diego
African American Business Women of Vision
African American Chamber of Commerce
African American Writers & Artists, Inc. SD
Alpha Chi Omega
Alpha Delta Pi (University of San Diego)
Alpha Kappa Alpha Sorority
Alpha Phi
Alpha Phi Alpha Fraternity
Alpha Phi Gamma Sorority
Alpha Pi Sigma Sorority
Alpha Psi Rho Fraternity
Alpha Tau (San Diego City College)
American Indian Science and Engineering Society
Asian American Journalists Association
Asian Business Association of San Diego
Asian Pacifc Islander Caucus (SDSU)
Association of African American Educators
Assn. of Hispanic Advertising Agencies
Assn of Latino Professionals in Finance and Accounting
Barrio Station
Beta Omega Phi Fraternity
Beta Theta Pi (University of San Diego)
Black Contractors Association (BCA)
Blacks in Government
Black Men United
Brothers Inc.
California Chicano News Media Association
California Council for the Humanities
Centro Cultural de la Raza
Chicano Federation
CNET-Community Network
Conference on Asian and Pacifc Islander Leadership
Delta Sigma Psi Sorority
Delta Sigma Theta Sorority
Delta Tau Delta (University of San Diego)
Diversity Training University International
Earl B. Gillim Bar Association
Federal Asian Pacifc American Council
Filipino American Lawyers of San Diego
Gamma Phi Beta
Gamma Phi Epsilon Fraternity
Gamma Zeta Alpha Fraternity
Hispanic Alliance for Career Enhancement (HACE)
Hispanic American Chamber of Commerce
Hispanic Association on Corporate Responsibility
Hispanic Employee Council of Foreign Afairs Agencies
Hispanic Employment Program Managers Council
Hispanic Engineer National Achievement Awards
Hispanic National Bar Association
Jack & Jill Club of San Diego
Kappa Alpha Theta
Kappa Kappa Gamma
Lambda Chi Alpha
Lambda Sigma Gamma Sorority
Lambda Theta Alpha Sorority
Latino Builders Association
Latin Business Owners of America
League of United Latin American Citizens
Links Incorporated
Local Council for Latin American Advancement (LCLAA)
Million Man March Local Organizing Committee
Multicultural Convention Services Network
National Association for the Advancement of Colored People
(NAACP- San Diego)
National Association for the Advancement of Colored People
(NAACP- North County)
National Association of the Advancement of Hispanic People
National Society of Black Engineers -SDSU
National Society of Black Engineers
National Association of Black Journalists
National Association of Colleges Employers
National Association of Hispanic Journalists
National Association of Hispanic Nurses
National Association of Social Workers
National Black MBA Association
National Black Law Students Association
National Council of La Raza
National Council of Social Studies
National Organization for the Professional Development of
Black Chemists & Chemical Engineers (NOBCChe)
The National Organization of Black Law Enforcement Execu-
tives (NOBLE)
National Pan-Hellenic Council
National Sales Network (NSN)
National SER
National Society of Black Engineers (NSBE)
National Society of Hispanic MBAs
Native American Journalists Association
Native Indian Education Association
The New Leaders
Nu Alpha Kappa Fraternity
Omega Psi Phi Fraternity
Organization of Chinese American
Pan African Association of America
Pan Helenic Association of San Diego
Pan Asian Lawyers of San Diego (PALSD)
Pazzaz Inc.
Phi Beta Sigma Fraternity
Project Employment-Plus
RAYBEN (Raytheon Black Employees Net)
San Diego Association of Black Journalists
San Diego Black Nurses’ Association Inc.
San Diego Black Health Association
San Diego City Black Employees Assn.
San Diego Black Pages.com
San Diego Black Storytellers Assn.
Sigma Alpha Zeta Sorority
Sigma Gamma Rho Sorority
Sigma Lambda Beta Fraternity
Sigma Lambda Gamma Sorority
Sigma Phi Epsilon (University of San Diego)
Sigma Phi Omega Sorority
Sigma Theta Psi Sorority
The Sisterfriend Society
Sisters In Support
Society of Hispanic Professional Engineers
Trans Africa Forum
UCSD Black Staf Association
UJIMA Network (UCSD)
United Sorority and Fraternity Council
Upsilon Kappa Delta Sorority
Urban Economic Corporation
Urban League of San Diego County
Urban League of San Diego County Guild
Urban League of San Diego County Young Professionals
The Urban Financial Services Coalition - San Diego
Women in Technology International
Women Inc.
Zeta Phi Beta Sorority
Afnity Groups in San Diego
Afnity Groups

24 | Summer 2006 | Diversity Works!

Career Development
8 : 3 0 A M- 1 1 : 3 0 A M
( 6 1 9 ) 2 6 3 - 8 1 9 6
7 2 0 G A T E WA Y C E N T E R D R I V E
S A N D I E G O C A 9 2 1 0 2
( 6 1 9 ) 2 6 3 - 8 1 9 6
Funded by
Employer Partners
and the
Getting hired by a top company has
never been more competitive.
Today’s employers require basic
literacy skills and entrance
examinations from job candidates.
JUMPSTART is a computer-based adult
education service designed to help
individuals upgrade reading, writing,
math, science and English skills.
by Earl Ofari Hutchinson
Nearly 40 percent of young black males
are unemployed, according to Labor Dept.
reports. But not by choice, rather because
employers refuse to hire them.
Te battle continues to rage between
economists, politicians, immigrants’ rights
activists, and black anti-immigration activ-
ists over whether illegal immigrants are
the major cause of double-digit joblessness
among poor, unskilled young black males.
Despite the Bush administration’s boast
that its tax cut and economic policies
has resulted in the creation of more than
100,000 new jobs, black unemployment
still remains the highest of any group in
America. Black male unemployment for the
past decade has been nearly double that of
white males.
Several years before the immigration
combatants squared of, former University
of Wisconsin graduate researcher De-
vah Pager pointed the fnger in another
direction — a direction that makes most
employers squirm. Tat of a persistent and
deep racial discrimination in the workplace.
Pager found that black men without a
criminal record are less likely to fnd a job
than white men with criminal records.
Pager’s accusation of discrimination as
the main reason for the racial hiring dispar-
ity set of a howl of protest from employers,
trade groups, and even a Nobel Prize win-
ner. Tey lambasted her for faulty research.
Tey said her sample was much too small,
and the questions too vague. Tey pointed
to the ocean of state and federal laws that
ban racial discrimination.
In 2005, Pager, now a sociologist at
Princeton, duplicated her earlier study. She
surveyed nearly 1,500 private employers
in New York City. She used teams of black
and white testers, standardized resumes,
and she followed up their visits with
telephone interviews with employers. Tese
are the standard methods researchers use to
test racial discrimination.
Te results were exactly the same as
before: black men with no criminal records
were no more likely to fnd work than
white men with criminal records. Tat’s
true despite the fact that New York has
some of the nation’s toughest laws against
job discrimination.
Dumping the blame for the chronic
job crisis of young, poor black men on
illegal immigration stokes the hysteria of
immigration reform opponents, but it also
lets employers of the hook for discrimina-
tion. And it’s easy to see how that could
happen. Te mountain of federal and state
anti-discrimination laws, afrmative action
programs, and successful employment
discrimination lawsuits gives the public
impression that job discrimination is a relic
of a shameful, and bigoted racial past.
But that isn’t the case, and Pager’s study
is hardly isolated proof of that. Count-
less research studies, Te Urban League’s
annual State of Black America report, a
2005 Human Rights Watch report, and the
numerous Equal Employment Opportunity
Commission (EEOC) practice discrimina-
tion complaints over the past decade reveal
that employers have devised endless dodges
to evade anti-discrimination laws. Tat in-
cludes rejecting applicants by their names,
areas of the city they live in, and claims of
mistaken advertising (that the jobs adver-
tised were flled).
In a comprehensive seven-month
university study of the hiring practices of
hundreds of Chicago-area employers (a few
years before Pager’s graduate study), many
top company ofcials said they would not
hire blacks. When asked to assess the work
ethic of white, black and Latino employees
by race, nearly 40 percent of the employers
ranked blacks dead last.
Te employers routinely described blacks
as “unskilled,” “uneducated,” “illiterate.”
“dishonest,” “lacked initiative,” “unmotivat-
ed,” “involved with gangs and drugs,” “did
not understand work,” “unstable,” “lacked
charm,” “had no family values,” and were
“poor role models.”
Te consensus among these employers
was that blacks brought their alleged pa-
thologies to the work place, and were to be
avoided at all costs. Te researchers found
that black business owners shared many of
the same negative attitudes.
Other surveys have found that a
substantial number of non-white business
owners also refuse to hire blacks. Teir
bias efectively closed out another area of
employment to thousands of blacks, solely
based on their color.
Tis only tells part of the sorry job
picture for many poor blacks. Te Congres-
sional Black Caucus reports that at least
half of all unemployed black workers have
been out of work for nearly a year or more.
Many more have given up looking for work.
Te census does not count them among the
Te dreary job picture for the unskilled
and marginally skilled urban poor, espe-
cially the black poor, is compounded by the
racially skewed attitudes of small and large
employers. Even if there was not a single
illegal immigrant in America, that attitude
insures that black job seekers would still be
just as poor and unemployed.
Earl Ofari Hutchinson is the author of Te
Crisis in Black and Black (Middle Passage
Press). Te Hutchinson Report Blog is now
online at Earl Ofari Hutchinson.com.
Nearly 40 percent of young
black males are unemployed
Diversity Works!
Start your career today
(619) 266-6247

Diversity Works! | Summer 2006 | 25
by Eric Foster
Many people in the job market assume that signing on
the dotted line with a company ensures job security and
Unfortunately, hard work and dedication are no longer
the keys to retaining your position. With a still unstable
economy, job layofs, company bankruptcies, and corporate
scandals, we must protect ourselves and prevent being
caught unprepared.
Being prepared shouldn’t lead you to being paranoid
about your job. However, a job layof should not be viewed
as anything more than a setback. Te key is to be prepared
for what may come. Granted, we cannot predict everything
that will happen, but we can at least act to minimize the
Te frst and most important thing is proper money
management. You should always have money saved up for
hard times. Try to set aside 15 - 25% of every paycheck.
Te more you can save, the better. Tis money will
allow you to continue living and meeting your fnancial
obligations should you unexpectedly lose your job. Other
tips for money management can be found at the local
library or on the internet.
It is also important to keep your resume current.
Typically, you should review and update every three to
six months. You will also want to make changes after
signifcant accomplishments, recognition, or changes in
job responsibilities or position. Tis will ensure that your
resume is always ready to send and that you won’t have to
refect on and sum up your prior job experiences at one
Take advantage of training opportunities and tuition
reimbursement. Many companies encourage and will
pay for their employees to attend training seminars, take
college courses, or take certifcation classes, especially if
they relate to and will improve job performance. Tis will
increase your value with your company and boost your
marketability should you ever be an unfortunate victim of
Finally, keep your eyes, ears, and options open. Don’t
be too quick to listen to the ofce gossip, but be mindful
of information about the company’s overall status or your
job. Don’t be too quick to jump ship when it appears your
company may be experiencing some fnancial or legal
troubles as they may be minor setbacks that the company
can rebound from.
However, you also don’t want to wait until it’s
too late before you start investigating other options.
Nothing’s wrong with keeping an eye on job boards or
the daily classifeds or even networking to learn of other
Keep your options open, especially if you are an at-will
employee; don’t allow yourself to be completely dependent
on job security that might not exist.
Be prepared to lose
your job at any time
Are you looking for the right skills to get ahead in your
career? A recent survey of America’s top businesses reveals
that being able to write well is essential for success, espe-
cially in industries that will have the greatest growth in the
Te report from the National Commission on Writ-
ing (NCW) for America’s Families, Schools, and Colleges
shows that poorly written job applications can be the kiss
of death. Te survey also found that computer technology
plays an important role in writing and the workplace.
“With the fast pace of today’s electronic communica-
tions, one might think that the value of fundamental writ-
ing skills has diminished in the workplace,” said Joseph M.
Tucci, president and CEO of EMC Corporation. “Actually,
the need to write clearly and quickly has never been more
important than in today’s highly competitive, technology-
driven global economy.”
Te NCW asked members of the Business Roundtable,
a group of business leaders from more than 150 top Ameri-
can corporations, how important writing really is in the
workplace. Half of the companies reported that they take
writing into consideration when hiring. Tat fgure
jumped to 80 percent among companies in fnance,
insurance, and real estate sectors. “Applicants who
provide poorly written letters wouldn’t likely get an
interview,” one insurance executive explained.
Corporations spend more than $3 billion annually
trying to improve employees’ poor writing skills. Be-
ing able to write well may also help workers make the
leap from hourly pay to professional, salaried positions.
Two-thirds of salaried employees in large American
companies have some
writing responsibility, compared to smaller percent-
ages among hourly employees.
“People unable to express themselves clearly in writ-
ing limit their opportunities for professional, salaried
employment,” said Bob Kerrey, president of New
School University in New York and chair of the com-
mission.Te commission, a group of education and
business leaders from across the country, is pushing
for a stronger focus on the teaching of writing at all
grade levels from kindergarten through college. Tis
Survey says writing key
to success in workplace
advice also applies to those who are already out of school.
“You’re never too old to learn,” Kerrey advises. “It’s a
skill that is acquirable.”
A few years ago, basic skills meant reading,
writing, and arithmetic. Now those skills are just a start-
ing point. Take a look at the basic skills needed in today’s
information age workplace.
• Learning to Learn Workers need the ability to acquire
new information and skills and apply them to their jobs.
• Listening Important for more than just following
supervisors’ instructions, good listening skills help work-
ers understand the concerns of coworkers, suppliers, and
• Oral Communications Workers must be able to
respond clearly to concerns of their coworkers, customers,
and suppliers.
In a changing workplace,
today’s employers look
for people with super skills
• Problem Solving New styles of work organization will
require all workers to analyze problems and come up with
• Creative Thinking Te more fexible work becomes,
the more creative workers’ solutions will have to become.
• Self-Esteem Supervisors told the researchers they want
workers who are proud of themselves and their abilities.
• Goal Setting/Motivation Workers need the ability to
set objectives and the persistence to achieve them.
• Personal and Career Ideally, companies hire workers
for the long haul. Te most valuable development em-
ployees are those who understand the need to continually
develop on the job.
• Interpersonal Skills New employees must be able to
get along with their suppliers, coworkers, and customers.
Teamwork People in cooperative work teams need to
know how to divide work equitably and efectively and
work with one another to achieve team goals.
• Negotiation Workers need the ability to build consen-
sus through give and take with their customers, coworkers,
and supervisors.
• Organizational effectiveness To be productive, em-
ployees must understand the company’s business goals and
how their jobs contribute to fulflling those goals.
• Leadership Workers must be able to assume responsibil-
ity and direct their co-workers when necessary.
• Competence in Writing Workers must be able to
examine, analyze, and merge information to communicate
clearly the important points in writing.
• Competence in Computation Employees who can
accurately use common mathematical concepts related to
their work will be in high demand.
• Competence in Reading Employees need the ability to
locate information and use thinking skills to understand
the meaning of the written word.
For information on the Diversity Works! Job Bank, call (619) 266-6244 or email diversityworks@sdul.org
26 | Summer 2006 | Diversity Works!
Stafng Agencies:
When you need a job in a hurry!
At Your Service Temporary Stafng Services

At Your Service (AYS) is a temporary stafng agency that
is committed to providing highly trained and experienced
Banquet Servers to the Hospitality Industry. As a member
of the San Diego Hotel/Motel Association, AYS is aware of
the industry’s challenges with fnding quality help. For more
information, call us at: (619) 527-0554. Location: 930
Gateway Center Way, San Diego CA, 92102
Smart Stafng

SmartStaf Stafng Solutions provides a full range of
employment opportunities throughout San Diego, South
Bay, East and North Counties. We provide permanent and
temporary placement to professional and semi-professional
applicants in technical, accounting, administrative, and
some engineers, programmers, call centers, clerical, assem-
bly, light industrial laborers, janitorial, driving, and H.R.
professionals. For more information, call: (619) 718-6330
or visit: http://www.smart-staf.com/

Manpower Inc. is a world leader in the stafng industry,
providing workforce management services and solutions to
customers through 3,900 ofces in 63 countries. Te frm
annually provides employment to 2 million people world-
wide and is an industry leader in employee assessment and
training. Manpower also provides a range of stafng solu-
tions, engagement and consulting services worldwide under
the subsidiary brands of Brook Street, Elan, Te Empower
Group and Jeferson Wells. For more information, visit:
Human Resources Management Specialists
Human Resource Management Specialists is a full service
management consulting frm with over 30 years of experi-
ence in providing training and consulting services to public
organizations, private companies and community based
Te company is considered a leader in providing programs
to address EEO, AA, Diversity, Sexual Harassment and
other human resource issues. HRMS is under the direction
of Dr. Larry Marion, an organizational psychologist with
over thirty years experience in the design, implementation
and evaluation of programs to improve the management of
human resources. Human Resource Management Special-
ists, 7960 Silverton Ave, Suite 201, San Diego, CA 92126
Phone: (858) 549 4337 Fax: (858) 549 4341 E-mail:
Visions Human Resources Services
Visions Human Resources Services (VHRS) is an
independent company of Human Resources Services
Companies, providing high-tech employers with human
resource needs on a contingency basis. Based in San Diego,
CA, Visions Human Resources Services, a minority-owned
company, supports a national and local client base, solving
business challenges through the efective use of technology
and human resources. We provide a full range of Human
Resources services in the areas of: stafng - job fairs
– resumes – focus workshops - training. Quality, reliability,
and professional services are the foundation for VHRS.
For more information, visit the following web site: www.
As a minority, it is essential to recognize the important
role you play in the workplace now and in the future. As
more and more employers begin to reach out and embrace
diversity, your individual behavior is seen as a refection of
the group you represent.
To assist you in becoming “diversity-friendly,” Te
Urban League will begin ofering job seekers a 40-hour
Work-Readiness Seminar during the summer of 2006.
Te seminar, sponsored by Diversity Works! Employer
Partners, is a “Fast Track” solution aimed at assisting
jobseekers in fne-tuning their job hunting and presenting
skills. Te agenda consists of the following thirteen tracks:
• Track 1: Breaking Barriers
• Track 2: Te Wizard
• Track 3: Conditioning
• Track 4: Your Self-Image
• Track 5: How Your Self-Image is Built
• Track 6: Building Self-Esteem
• Track 7: Comfort Zones
• Track 8: Motivating Yourself
• Track 9: Self-Esteem & Performance
• Track 10: Creating Positive Motivation
• Track 11: Shaping Your Future
• Track 12: Making It Work
• Track 13: Staying on Track
All attendees will receive a seminar workbook contain-
ing company profles on participating Diversity Works!
Employer Partners which includes information on the types
of candidates they are looking for. In addition, students will
receive a copy of the Diversity Works! magazine where they
will fnd valuable employment information.
Class capacity is 40 students per seminar. Please call 619-
263-8196 or email diversityworks@sdul.org for registration.
seminars begin
summer 2006
Diversity Works! | Summer 2006 | 27
AT&T salutes the diversity efforts of the San Diego Urban League.
Our customers are some
of the most diverse in the
world. Our employees, too.
We’ve been recognized by DiversityInc., HISPANIC
Magazine and ESSENCE. And for six years in a row,
Fortune Magazine has ranked us among the Best
Companies for Minorities. But a commitment to
workforce diversity is nothing new here. It’s part
of our culture. And, considering the diversity of
our customers, a big reason for our success.
600953 10x13d5 ATT.indd 1 8/9/2006 1:25:02 PM
28 | Summer 2006 | Diversity Works!
Surprising six-fgure jobs
by Tom Van Riper
You’re probably thinking you’ve
got to work on Wall Street, a law
frm or have gone through years
of medical school to earn that
kind of a salary.
While all that helps, we found
some surprising jobs that pay
$100,000 or more. Even for those
without an advanced degree,
there are ways to hustle for a big
Time-tested skills are still in
demand. If, for example, you
think typists are as outmoded
as typewriters, you’d be wrong.
A skilled typist who’s willing
to train intensely to get up to
about 200 words a minute can
qualify to be a court reporter — a
highly specialized skill always in
Tere are only 50,000 to
60,000 of them in the United
States, according to Labor Dept.
statistics, and job openings are
expected to grow steadily through
2010. Te national median salary
is $62,000 annually, though it
tops $100,000 in many cities.
And some are surprised to
discover that only about a quarter
of reporting jobs are actually
performed in a court room. Te
skills translate to lucrative gigs
like broadcast captioning and real-
time reporting for web casts.
Elsewhere, mining companies
sometimes don’t even require a
college degree for a mine manager
position, achievable for those who
started in lower positions who
show a knack for organizational
skills. Tese managers, who aver-
age $106,000 annually, plan out
procedures for mining projects,
from setting budgets to enforcing
Not every well-paying job in
publishing is in editorial. Tra-
ditional pressmen and printing
plant operators still command big
bucks in some markets. In New
York and other big cities they
make over $30 an hour, which
means six fgures is possible with
overtime. And it’s well earned
— the skills needed for the job
require a four-year apprenticeship.
One caveat: Bureau of Labor
statistics show that the industry
employs only 191,000 printing
machine operators these days,
down from over 300,000 fve
years ago.
For anyone interested in white
collar work, consider one of the
fastest growing career paths: the
“professional coach.” No, not the
sports kind (who easily make six
and often seven fgure incomes),
but those business and life coach-
es who try to provide a confdence
lift to struggling entrepreneurs
and aspiring novelists.
About 20 percent of the 10,000
registered coaches earn six fgure
incomes, according to estimates
from industry veterans. No spe-
cial degree or training is required.
And while some provide specifc
expertise, such as those hired by
large companies to train a sales
staf, others rake in money from
those looking for little more than
a cheerleader as they open a busi-
ness or try their hand at writing
a book.
“Coaching is exploding,” says
Dan Janel, president of Great
Teleseminar, a business that caters
to tech-savvy coaches by handling
the production work needed to
perform remote seminars via the
TV screen. Janel said his busi-
ness was earning six fgures itself
within 13 months, thanks to the
plethora of coaches popping up.
Another business spawned by
coaching, naturally, is coaching
the coaches. Christian Mickelson,
who started as a small business
coach in San Diego seven years
ago, now helps wannabe coaches
get their businesses started
through his website, Coaching
Business Rocket Launcher. He
says the key to six-fgure success
in coaching is fnding a specialty
and sticking with it.
“Be a business or life coach but
not both,” Mickelson says. “You
need to realize why people hire
coaches; it’s not about having
some super-awesome life, but be-
cause they have a specifc problem
they want to solve.”
by Janet Kelley
It just makes sense. How do you turn
around someone’s life when they get out of
jail? Especially someone without education,
skills or work experience. A decent job,
Deon Roth believes, can change
Roth, director of Lancaster County’s
Adult Probation & Parole Services, in-
troduced the new “Job Court’’ concept
to a gathering of community and county
It won’t be easy, for either the parolees or those who supervise them,
Roth knows. But in the long run, it could prevent people from going
back to jail, provide labor for local businesses and help the community.
And in the end, it could change lives.
Job Court is not only a frst for Lancaster County, but is believed to
be a frst for the entire country. Roth said he came up with the concept
based on the already established Drug Court, which holds people with
substance-abuse problems to certain and specifc standards — helping
them to get out of their addictions as well as jail. Job Court will do the
same thing, he said, with those who are unemployed or under trained.
More than three dozen local employers have since met with Roth
expressing an interest in participating in a partnership with the county
agency. Twice that number of employers already work with the proba-
tion and parole ofce on a regular basis.
At this point, most of the jobs are in the construction feld, Roth
said, but hopefully that will expand and diversify with the program.
But since the age group Job Court hopes to target is between 18 and 23,
Roth said, “...that’s a need we think we can fll.’’
Like Drug Court, participation in Job Court is voluntary and one
judge, Judge David Workman, will handle the cases when the program
begins next month.
“It’s not for everyone,” Roth says. “Tose who commit to the pro-
gram will face consequences if they fail, including possible dismissal
from the program or even a return to jail.” If there’s a problem, Roth
said, the case workers may be able to identify and correct it faster than
they could through normal legal channels.
Job Court ofcers will have a smaller and more intense caseload, but
take on the additional roles of guidance counselor, personal mentor
Nation’s frst job court:
out of jail, into a new job
EnCanto urban VillagE
A community of new, afordable
homes starting at $379,000
A joint partnership of
Carter-Reese & Associates and
The Urban League of San Diego’s
Urban Housing Project
For information contact
Debra Stephens at
(619) 571-5225
EmPowEring CommunitiEs &
Changing liVEs
Diversity Works! | Summer 2006 | 29
Employment Service Centers
Typically these centers have direct relationships with local employers as well as a wealth
of resources and advice to assist you in fnding a job. Most of their services are free to the
public paid for by tax dollars.
Metro Career Center
3910 University Avenue
San Diego, CA 92105
Phone: (619) 516-2200

South Metro Career Center
4389 Imperial Avenue
San Diego, CA 92113
Phone: (619) 266-4200

South County Career Center
1111 Bay Blvd., Suite E
Chula Vista, CA 91911
Phone: (619) 628-0300
East County Career Center
924 East Main Street
El Cajon, CA 92021
Phone: (619) 590-3900
North County Coastal Career Center
1949 Avenida del Oro, Suite 106
Oceanside CA, 92056
Phone: 760-631-6150
East County Career Center/
Spring Valley Branch
836 Kempton Street
Spring Valley, CA 91977
• Master hard and soft employment-focused skills
• Computer-based vocational training to help tune-up your literacy skills
• Post your resume on line with the Diversity Job Bank viewed by over 600 employers
• Interviewing and dress for business success training
• Certifcates of completion
Limited space available. Call now: Te Urban League of San Diego Country, 720 Gate-
way Center Drive, San Diego, CA 92102, 619-263-8196, fax 619-263-1938
Building Blocks to Success & Personal Growth:
by Tracey L. Minor
While most professionals write-off career fairs as a means of finding a job,
according to several new surveys, over 70% of human resources departments rely on job
fairs to recruit employees.
Tey are not only great events for identifying employment opportunities, but also for
expanding your network, honing your interview skills, learning industry information,
gathering data about companies, and collecting business cards.
“Career fairs are good job seeking tools because you are able to make more contacts
through employers and candidates just by being around forty or ffty companies and
talking to your peers,” says Lew Shomer, President/CEO of the NAACP Diversity Career
“Tese are opportunities to network, resource contacts, get information on new
products and services and determine your individual worth in the market by just asking a
few key questions.“
Niche Career Fairs
In recent years, niche career fairs have grown in popularity. Not only can you fnd
events for people in your specifc career specialty, but also in your specifc industry. A
great resource for these types of events are professional association conferences. Most of
these events prominently feature career fairs.
“Corporations look at these career fairs and national associations that host them, like
National Black MBA Assn. (NBMBAA) as a cost efcient manner to locate a marketplace,”
said Antoinette M. Malveaux, President & CEO of NBMBAA. “Te minority
professional who does attend these events is missing a great opportunity to connect with a
number of corporations.”
As the ethnic make-up of the U.S. population becomes increasingly diverse, employers
fnd it important to have a staf that refects the diversity of our society. To accommodate
this demand, diversity career fairs have become increasingly popular.
Job Fair Planning
While many job seekers earnestly seek to obtain employment by attending these events,
few know how to go about it successfully. Many are ill prepared and walk away from
them without having had interviews with their targeted companies, feeling let down. By
developing a strategic plan, you can signifcantly increase your success at identifying
employment opportunities, making an impression and obtaining second interviews.
Tracey L. Minor is the managing producer of Te Multicultural Advantage, a website that
provides resources designed to help people of color succeed in the workplace. Special emphasis is
placed on addressing leadership issues. She is responsible for publishing the Power Moves For
People of Color Newswire and Te Multicultural Advantage Stafng Report and also serves as
a career expert for Monster.com.
You can get a job from
attending a career fair
and job coach. While
the parole ofcers may
“shepherd them through
the program,’’ ofering
suggestions and remind-
ers, “...these are adults
and they will be held
accountable for their ac-
tions,” said Roth.
Te process is
divided into fve levels.
Pre-admission parole
ofcers will meet with
participants before they
are released from prison,
discussing skills, potential and goals. After they are accepted into the program, they go
into school, take skills classes, participate in work release or are placed in a job with or
without electronic monitors. Paroled from prison, they are placed on supervision with Job
Court, completing various commitment levels for a minimum of one year.
And in the end, Roth said, “...the goal is to have people who not only successfully
fulflled their legal obligations but to have them become self-sufcient and productive
members of the community.’’ With nearly 20 years of experience dealing with Lancaster
County’s probation and parole agencies, Roth knows how much diference a job can make
to someone on the edge.
“People with a job, a house, and a mortgage are less likely to commit crimes because
they have a lot more to lose,’’ Roth said. “We want to give them the tools to become
grounded...and this is a start.’’
0 | Summer 2006 | Diversity Works!
What to say
(or not say)
at a job
by Tag and Catherine Goulet
Te last time you applied for a job
and didn’t get an interview, was
your resume tossed on the “no”
pile after someone skimmed it
for only a few seconds; or did the
employer read it carefully and you
just missed making the cut?
We had the chance to listen in
while 70 recruiters met recently
at the University of Calgary ‘s
Haskayne School of Business to
discuss what can make or break a
resume. Te recruiters represented
a variety of industries including
oil & gas, tourism, technology
and fnancial services. Some of
what we learned may surprise you.
An employer may review 100
or more resumes in an hour, with
only 20-30 seconds spent on
each one. “Recognize that most
employers are using the resume to
screen you out rather than to se-
lect you in,” says Derek Chapman,
Ph.D., professor of industrial
organization and psychology at
the Haskayne School of Business.
Getting Attention
“If you don’t catch my eye,
you’re out,” said one recruiter.
Tat doesn’t mean you should
use bright pink paper or multi-
colored lettering, but several
recruiters said they don’t mind
applicants including a photo. Cre-
ative photos (such as the shot an
applicant included of herself in a
snow suit with snowmen on either
side and a caption saying “I’m the
one in the middle”) might help
land the interview.
However, Chapman cautions
against including a photo. “A
photo can be used to screen you
out on the basis of your sex, age,
national or ethnic origin, etc. If
someone hires you for your good
looks are you sure you want to
work for that supervisor?”
Name Dropping
A better way to catch an
employer’s eye is to include names
of well known companies you
have worked for. As one recruiter
explained, if you previously
worked for a reputable company,
it enhances your application “be-
cause they have some standards.”
Employers are likely to assume
you will be a good employee
because you successfully passed
that company’s hiring process and
were well trained. If you haven’t
been employed by any large
companies, consider doing an
internship or volunteer work for a
well known organization.
Surprisingly, “name dropping”
only works when mentioning
companies. Te recruiters said
they are turned of when an ap-
plicant writes in a cover letter that
they were referred by someone
such as a company executive. Te
employers said if someone really
thinks you are a good applicant
that person should deliver the
resume to the recruiter or phone
on your behalf.
Resume Mistakes
While employers want resumes
that are error free, making a
mistake such as addressing your
cover letter to the wrong company
won’t necessarily disqualify you
from the job. Of course it de-
pends on the employer. For some
recruiters, that kind of mistake is
However, many others will
allow one or two mistakes -- even
stapling the second page upside
down -- as long as you have the
right qualifcations. To minimize
mistakes, proofread your resume.
Your spell checker doesn’t know
you meant to say “manager” in-
stead of “manger”.
Another surprise is that about
one-third of the recruiters at the
session said they do not read
cover letters. To make sure your
important information doesn’t get
overlooked, it should be in your
Making the “yes” Pile
Here are some additional tips to
help you make the “yes” pile:
• Have a conventional email ad-
dress. Your name is fne; kooky-
bear@hotmail.com or weedsmok-
er@msn.com are not.
• Tailor your resume to each job
you apply for. Make sure it shows
you have the skills the employer
is seeking for that particular posi-
• Use lots of white space and
bullet points to help information
stand out.
• Include interests that are
relevant to the job. If you are
applying for a job in agriculture,
for example, show that you have
rural roots.
• If you are submitting an
electronic resume use a standard
format such as Word to ensure it
can be opened.
• Don’t disclose irrelevant per-
sonal information. (“I don’t want
to know you are 5’6” and weigh
195 pounds” said one employer.)
• State your accomplishments
rather than just your respon-
sibilities. “For example simply
stating: ‘Managed a budget of
$200,000 annually for training
and development’ is not nearly
as powerful as ‘Reduced training
and development costs by 20%
while maintaining the quality and
quantity of training provided to
employees’,” says Chapman.
“Placing positive information
at the very beginning and very
end of the resume helps keep the
employer’s attention and capital-
izes on psychological principles
of memory to work in your favor,”
says Chapman. “Remember, most
employers are only skimming
your resume. Make sure they can
fnd your information easily.”
by Tracey Minor
Some companies still cling to
cultures designed to support and
advance those who are part of the
good old boys’ network.
While many employers are
now working hard to make their
workplaces more inclusive, many
African-Americans, like others
not privy to a traditional ofce
clique, fnd themselves in stagnat-
ing career situations.
Avoid this by seeking com-
panies committed to diversity
— those doing more than just
talking about hiring minorities.
During your job search, look for
companies that do the following:
Commit resourCes to
reCruit afriCan-ameriCans.
Tese companies recruit on
college campuses where African-
Americans are well-represented.
Such companies attend job fairs
and cultural conferences, and of-
fer minority internship programs.
Tey advertise in publications that
target African- Americans.
Diversity friendly
where are they?
retain & promote afriCan-
ameriCan employees.
Look into whether the company’s
African-American employees are
in lower-level positions, in only a
few departments or are at all lev-
els throughout the organization.
support diversity at the
senior-management level
Organizations in which manage-
ment supports diversity are more
likely to create a corporate culture
and an environment that enables
your career to thrive.
demonstrate a Commitment to
the Community.
Diverse companies encourage em-
ployees to volunteer in the com-
munity, donate resources, sponsor
events, provide scholarships and
partner with organizations dedi-
cated to African-American.
Now that you know what
to look for when evaluating a
potential employer’s commitment
to diversity, use these resources to
collect this information:
Company information
Most companies ofer a variety
of resources to uncover informa-
See Diversity FrienDly on Page 32
• DA studies your company to discover issues of diversity and gender makeup
• DA strives for a clear picture of your organization’s culture from an unbiased perspecive
• DA presents recommendations and implements a strategic plan for cultural change
• DA provides benchmarks to improve performance and retention of employees
• DA identifies diversity concerns which hinder profitability and return on investment
Providing organizational surveys of managers and employees
Diversity Works! | Summer 2006 | 1
Build a
Let us fnd the right
person for your
current job opening.
Te San Diego County Urban League
has been recruiting for 32 years.
By posting your career opportunities
in our Diversity Job Bank you’ll
have access to a talented and diverse
pool of success-oriented professionals.
PoST a JoB ToDaY!
Visit http://www.ulsdjobs.net
or call (619) 266-6244
to submit your listing.
ow many times have you gone to a function and all
of the African-Americans were clustered in a group?
Te number one rule of social interaction is that people
seek out those with whom they share a common bond.
African- Americans are no diferent.
While ‘clustering’ is harmless enough in our personal
lives, it can have a serious impact on our ability to build
productive business relationships. As business people, we
need to make every efort to nurture and establish a wider
network of contacts for greater exposure to resources.
Gaining access to groups outside of the African-Ameri-
can business community requires reaching beyond comfort
zones and exploring diferent environments. Tere are
many settings outside of work to diversify contacts such
as mainstream professional or trade organizations, civic
groups and continuing education classes. Actively partici-
pating in these environments will highlight your skills and
expose you to new experiences.
George Fraser is a well-respected authority on the sub-
ject of networking and building efective relationships. “As
African-Americans in business we cannot aford to limit
ourselves in any way,” he said.
“We need to seize every opportunity to nurture and de-
velop a diverse network of resources because it is critical to
business survival. While the success of our community as
a whole dictates that we efectively work with and through
our own people, we must also remain open and receptive
to all people and opportunities.”
Diversifying your
contacts means
more business
LET DOWN YOUR GUARD. Establishing connected
relationships can only happen if you are open to the
experience. People outside our community often perceive
African-Americans as unapproachable. Be mindful of your
attitude and body language in diverse environments. If
your objective is to meet new people you need to mingle
and work the room. Recognize similarities and use them
to promote dialogue. Remain focused on being a part of
conversations rather than just answering questions. Be
engaging by elaborating on topics with colorful examples
and anecdotes. Realize that the other person wants to feel
like they have made a connection just as you do.
SAY IT WITH A NOTE. Simply exchanging business
cards is not enough to make a memorable impression. A
simple follow-up note on nice stationary is an ideal way to
say “nice to meet you” and solidify a connection that you
have made. E-mail is less personal, but also an option. Be
sure to include the name of the event and the date so the
person can easily remember you. Follow-up with a phone
call within a week to set up another time to meet. Every-
body loves to eat and drink! So, don’t be shy about inviting
someone out for breakfast, lunch or cofee. Be sure to fol-
low through on any promises and next steps you outline.
begin diversifying your networking the moment you need
a job or other resources. Connected relationships should
produce reliable resources so when you need them they
already exist.
What’s more, most people are more inclined to help
those with whom they already have a history. Keep in
mind, sharing resources is critical in developing solid
business relationships. It is also a good way to demonstrate
your knowledge, expertise and willingness to be a team
player. Expanding your contacts can be challenging but
small steps can lead to big rewards.
George C. Fraser is the best-selling author of Success Runs
in Our Race and Race for Success. FraserNet Inc.’s mission is
to produce products and services that teach and promote excel-
lence and efective networking.
FraserNet publishes also Success Guide Worldwide - Te
Networking Guide to Black Resources.
For more information, call 216-691-6686 x330 or visit
2 | Summer 2006 | Diversity Works!
Voted “Emerging Company of 2006” Black Enterprise Magazine
by Maria D. Dowd
“Perfect for sisters who
want their ‘soul food’ in
bite size chunks.”
Essence, Jan. 2006.
tion about corporate culture and commitment to diversity.
Check out company websites, mission statements, poli-
cies, annual reports, videos, recruitment literature and
advertisements. Also, ask around or set up informational
interviews with current or former staf.
diVErsity friEndly
continued from Page 30
the media
Much diversity data and information about company
culture can be found in articles devoted to spotlighting
diversity programs. Lists like “the best places to work”
have become increasingly popular. Look for Fortune’s Best
Companies for Minorities and Black Collegian’s Top 100
African-Americans researching potential employ-
ers’ commitment to diversity often fnd they have to sift
through disconnected pieces of information. You must
view all that you uncover with a degree of skepticism to
efectively evaluate and use this information to get to the
truth. Te decisions you make will have a far-reaching
impact on your career.
Diversity Works! | Summer 2006 |
Te Guild is an auxiliary of Te Urban League of San Diego County. Membership is made up
of volunteers from various backgrounds and professions, most over 40 years of age. Te Guild welcomes
anyone who has an interest in serving the community, assisting with outreach programs, special events,
fund-raisers, and working with youth and adult participants enrolled in Urban League programs.
Whatever your talent, whatever time you have to ofer, belonging to the Guild allows you to meet
others with similar interests, while making a worthwhile contribution to the community.
Please join us!
MISSIOn: Te urban league of San Diego County promotes
economic self-sufciency among African-American families
and the under served in our communities, while improving
Te league’s public image and increasing awareness.
Visit us at: www.ulsdc.org
According to results from Working Mother
magazine’s frst annual Best Companies for
Women of Color, American Express, Fan-
nie Mae and IBM are the top companies
for women of color.
Working Mother based its list on com-
pensation policies that reward managers for
helping women of color advance, inclusion
in succession plans, employee surveys on
diversity issues and supplier diversity ini-
tiatives. Companies were also asked about
its diversity councils, employee networking
groups, mentoring and leadership training
for women of color.
“What we’ve found is that companies
that understand the importance of diversity
have started to focus on what they must do
to recruit women of color and then ensure
that talent gets rewarded and stays around,”
said Jill Kirschenbaum, editor-in-chief of
Working Mother.
“But it’s important to remember that the
high level of satisfaction we found among
the women in the survey refects the com-
mitment of their organizations to diversify.
Tese women work at companies that are
self-selected as good companies for women
of color, and the optimism of the women
who work there refects that.
Working Mother also found in a survey
at major American companies, including
the three winners, that a majority of wom-
en of color executives, professionals, and
managers reported overall satisfaction with
their advancement opportunities, compen-
sation and their companies’ commitment to
However, these women, who consist of
1,115 African-American, Asian-American,
Latin-American, and Native-American
women, also say that they feel they must
out-perform white women and male col-
leagues to keep pace while 51 percent of
respondents believe that being a woman of
color impedes their advancement.
Of the women surveyed, 31 percent hold
managerial or executive positions, although
39 percent have graduate degrees.
“Despite growing numbers in corporate
America, women of color continue to lag in
terms of salary and advancement,” added
Ms. Kirschenbaum.
“Tey are vastly under represented in
management positions, in executive suites,
and on corporate boards. And, because
many corporate diversity programs include
minority men and white women, it’s easy
for the progress of women of color to be
Founded in 1979, Working Mother
magazine reaches more than three million
readers, and is the only national publica-
tion written expressly for working mothers.
Best companies
for women
of color

4 | Summer 2006 | Diversity Works!
For information on Youth Opportunities at The League
Call (619) 266-6244 or email diversityworks@sdul.org
youth Opportunities
On any given day 50% of our
nations 9th grade students
are contemplating dropping
out of school. In fact in many
inner city schools only 50%
of students who start the 9th
grade do not earn a diploma.
A large percentage of these students lack the study habit
skills to complete high school. According to a report by the
Stanford Institute For Higher Education entitled Betraying
the College Dream released on March 4, 2003, college
bound students are being set-up to fail.
For example, U.S. Dept. of Education researchers
indicate that a greater level of mathematics profciency in
calculus increases graduation rate potential by 80%, but
most schools are not ofering advanced courses.
Over the next ten years 10 million young adults may
pursue their college dreams with inadequate preparation.
Our country faces severe economic consequences if we
cannot educate the future workforce.
Te Dream report includes the following misconcep-
tions students have about college:
• Adhering to high school graduation requirements will
prepare me for college (not always true)
• Getting in to college is the most difcult part.
(graduating is the hardest part)
• It's important to take easier classes in high school and
earn better grades (defnitely not true, challenging courses
help students to prepare)
• Studying in the senior year of high school is not
important (defnitely not true)
African-American Dr. Stephen Jones has launched
a national initiative to save youth and prepare them for
college. His new book entitled Seven Secrets of How to
Study looks at solving student retention and dropout
problems by demonstrating how students should prepare
for college or trade school. Jones believes that students can
achieve better grades if they are given the right tools to
help overcome test anxiety, poor time management, and an
inability to focus.
Jone’s book ofers a 120-page easy step-by-step system
to show students how to master seven key study habit
(1) How to Study Smart, (2) Time Management, (3)
Financial Planning, (4) Term Papers, (5) Test Questions,
(6) Understanding the Text Book, and (7) Understanding
Your Teacher.
In addition, Dr. Jones ofers a guided curriculum,
seminars, and individual consultation regarding the book
and its topics.
Students who read this book learn how easy it is to
obtain an A+ on assignments. And every parent wants to
know what will help their child earn better grades.
Dr. Stephen Jones, a Philadelphia native who has 20
years of experience as an educator, presenter, and author,
has devoted his career to helping 1000s of students from
across the country.
Contact Dr. Stephen Jones, P.O. Box 37, Sharon Hill,
PA, 19079; 610-583-3125; cellular, 610-842-3843
Cost of the book is $19.99 plus taxes and shipping. For
more information see (www.sevensecrets-books.com).
Secrets of
How to Study

Diversity Works! | Summer 2006 | 5
Di versi ty.
The Power Behi nd Our Energy.
©2004 Sempra Energy. All copyright and trademark rights reserved. Sempra Energy is an Equal Employment Opportunity/Affirmative Action/ Disabled Veterans Employer. Find
out more at www.sempra.com/diversity.
At Sempra Energy
, diversity is a company
wide commitment, connecting every
department, every employee and every country where we conduct business.
From our citizenship and community involvement programs and our Customer
Care Centers where 16 languages are spoken, to our nationally heralded supplier
diversity program and our corporate boardroom where 42-percent of the members
are women and minorities, we “walk our talk.”
We take great pride in demonstrating that diversity not only works... it is the power
behind our energy, as well as our success. For career opportunities, visit

6 | Summer 2006 | Diversity Works!

For information on placing your Diversity related advertising,
call (619) 266-6244 or email diversityworks@sdul.org

Diversity Works! | Summer 2006 | 7
w w w . u t j o b s . u n i o n t r i b . c o m
Different Jobs. Same Benefits.
We offer a lot to our employees. Our employees offer a lot to us. They make us
look good every day. In return, we provide the same stellar benefits for
everyone, no matter what their job description. Our wide selection of benefits is
larger than most. We even offer a separate company retirement plan aside,
from the exceptional 401k options. That’s a special benefit that’s hard to find
these days. We welcome you to explore our many job opportunities in these
areas: Newsroom, Operations, Marketing, Circulation, Advertising,
Finance, Human Resources and SignOnSanDiego.com. Check out the
current list of job opportunities online at: www.utjobs.uniontrib.com. Or come in
person to our Mission Valley location at: 350 Camino de la Reina, San Diego, CA
92108. We invite you to apply today. Because at The San Diego Union-Tribune,
everyone benefits.
Community Relations
We promote and support diversity in the workplace and we are an equal opportunity employer.
Diverse Opportunities
Account Managers
P/T Distribution Center Representatives
P/T Local/Class A Drivers
Junior Buyer
Accounting Clerk
Senior Human Resources Associate
Systems Business Analyst III
Electronic Technicians
Production Mechanics
P/T Pressroom Helpers
P/T Packagers
8 | Summer 2006 | Diversity Works!
“We provide under-served com-
munities with fnancial products and
services that helps them build wealth”
Bob Adkins
Diversity Works! | Summer 2006 | 9
Visit us at
Post your resume
online today!
Connect with over 500 area

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