D i ve r s i t yWo rks !
Urban League
Employment/Career & Small Business Guide
A communit y ser vice of the Business Work force D evelopment D epar tment of T he Urban League of San Die go Count y    
Creating jobs should
always be America’s
number one priority
By Marc Morial, NUL
President and CEO
I t is time to stop
the outsourcing of
American jobs. It is time
to start investing in our
greatest resource: the
American worker and
American ingenuity.
We need to create jobs, jobs
and more jobs if we want to
restore real economic growth
 Healthcare & Hospitality:
Two thriving industries emerge
Check out what the experts say. Turn to page 7
Ten success keys to use
at job and career fairs
By Randall S. Hansen, Ph.D.
There are many types of job
and career fairs – from ones
scheduled during Spring Break
for college students to industry
specific ones for professionals.
But they all have one common
theme: it’s a chance for company
recruiters to meet and screen a
large volume of potential job
candidates in one place.
Which are the top companies to work for in town?
See the diversity rundown...
page 8 taking place throughout the country.
What’s an Affinity Group Partner?
Find out what it means to be a member.
Read the Definition: page 22
and promise to every
American.
Now is the time
when America needs
the largest, most far
reaching effort to train
and retrain American
workers for the jobs of
the 21st century.
Here are a few things that
See Outsourcing on page 9
10 Keys to
Success
Whether you’re a college
student new to the job-hunting
process or a seasoned professional,
these ten strategies will improve
your odds of not being screened-
See 10 Keys on page 25
July 2006 Vol. 1 - No. 1
  w w w.ulsdc.org
Multicultural awards honor
firms promoting diversity
W ells Fargo and the San
Diego Business Journal’s
11th Annual Multicultural
firms of small, medium and large
businesses not only participate in
San Diego’s diverse community:
Heritage Awards were held Mar.
29, at the San Diego Marriott
Hotel and Marina.
they define it. Leading their
industries through programs,
policies and plans, they set the
This program was created to bar for others to attain.
recognize and honor San Diego Congratulations to each of
area companies that go above these honorees for their contin-
and beyond to celebrate ethnic ued commitment to nurturing a
diversity in the workplace and in multicultural workplace.
the community.
These outstanding non-profit See The Winners on page 14
Premiere Issue
a product of the
San Diego Urban League
Are employers finally “getting it”?
A wave of trendy multicultural events and meetings is
9
Finding the right job is easy if you know who’s diversity
friendly. We’ve partnered with some of the best companies.
See our Diversity Works! Employer Partners list today and get an edge... 12
 | July 2006 | Diversity Works!
 Diversity Works! | July 2006 | 

Welcome to the premiere edition of the Diversity Works! Employment &

URBAN LEAGUE OF SAN DIEGO COUNTY
T he
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
effectively recruit, train and inspire a diverse workforce and driv-
ing a commitment to inclusion and diversity.
—As a non-profit organization, founded in 1953, the Urban
Career Guide. We are pleased to provide you, the job seeker, with this publication
paid for by our Diversity Works! Affinity Partners who are actively seeking you for
Welcome!
employment and work closely with League staff to ensure that you are aware of
their commitment to diversity and inclusion. These “investors” appreciate the value
of a diverse workforce and believe in creating opportunities for all people within
their organizations. Each month we will provide you with insights, information
and resources on employment opportunities throughout the San Diego County.
This will help you make informed choices about the company you want to work for
as well as preparing you for a successful career. You will also see which employers
are investing in diversity and the current positions available at their companies.
So please, enjoy this publication and we wish you much success on your search for Maurice D. Wilson
the right employer.

 Contents
League of San Diego County, is one of more than 100 affiliates na-
tionwide, and seeks to eliminate the equality gap by empower-
ing citizens to spread educational information that provides the
tools for social, political and economic success. 18 Dw! Employer Partners
The Directory, where employers get noticed
—Our current services focus on the following areas: Membership has benefits: Become a DW! Partner
[1] Education
[2] Housing INSIDE JULY 2006 Social Venture Partners unite through diversity

[3] Employment.
—We are committed to helping build a better community. 22 Affinity Groups directory
Work closely through the employment network

Cecil H. Steppe
4 Diverse Nation
Retail careers on the rise
by referring your constituents to our job bank

President & CEO

Reality check: A parolee’s plight
Diversity: Do managers disagree? 24 Career Development
Straight talk about your next great job
Ten keys for success at job fairs: Getting hired
Maurice Wilson
Publisher/Exec. Vice President, COO 6 Industry Watch
San Diego County Job Industry Report
Work-Readiness seminars start at The League
Staffing agencies directory: Need a job fast?

Barbara Webb
Health & Hospitality: Two SD sectors show growth
Top local companies to work for 26 Seven tips for effective resume writing
Career Tools: Suggested reading on jobs & hiring
Diversity helps bottom line: How managers react 2006 Career Fair Expo: A recap
Director, Workforce Development
10 High impact diversity training: What is it?
31 Warm Spirit consultants
African-American women
Paul S. Wong II support with affirmations
Art/Design Editor

URL
32 Youth Opportunities
Golden Pyramid recognition to 580 students
Business & Employer Rankings: The Lists Literacy training for young people
www.ulsdc.org DW! Employer Partners: Get on track

Governance 14 Multicultural Heritage Awards: 2006 Winners

AETNA gets real about smoking and cancer issues 34 Marketplace
Diversity Works! advertising for everyone
Non-profit

Hours of Operation Established in 1910, learn about the history of

Mon. - Fri.
8 am - 5 pm
The National Urban League and how the San Diego
affiliate got its start on June 23, 1953, when visiting
ONLINE AT www.ULSDC.COM
the website. You’ll also have
United Way quick access to The League’s
Agency Code: 6496 Mission Statement which
explains our role in the com-
Mailing Address munity and the five-point
720 Gateway Center Drive strategy to implement goals.
San Diego CA, 92102 Also, be sure to bookmark
(619) 263-3115 the site for your job search
(619) 263-3660, Fax campaign. Explore the
pages for important news
email: sdul@sdul.org
and information on The
League’s Workforce Devel-
The Diversity Works! Employment/Career &
opment programs where
Small Business Guide is a monthly publication
compiled by the Business & Workforce you’ll find links to the
Development Department of Diversity Job Bank, Entre-
The Urban League of San Diego County. preneur Network, Work
Readiness Training, and
For information on editorial other employment related
submissions, or display advertising content. And young people
please call (619) 266-6244 or can tap into The League’s
email diversityworks@sdul.org. network for scholarship and
programs information. As
a member of the online
community, and the diverse
community you live in, The
An affliliate of The National Urban League League pledge’s to keep you
informed via the internet.

 | July 2006 | Diversity Works!

Diverse Nation Please send your diversity related news and information by
email to diversityworks@sdul.org or call (619) 266-6244

Retail careers Why use the internet

are on the rise
Do you have what it takes to
work for a competitive retailer?
By Claudia D. Wheezler
The retail field has become
increasingly competitive and
complex as the nation’s retailers
require job candidates with more
professionalism, top-notch skills,
as well as college degrees, depend-
ing on the position.
Retailers step-up recruitment
efforts of graduates who are
members of minority groups
on college campuses, as well as
through professional organiza-
tions, job fairs, and recruitment
events throughout the United
States. The demand for talented
candidates to fill key job positions
in many areas has increased.
Professionals in the retail
field have varying educational
backgrounds, however, in general,
coursework in accounting,
marketing, management, and
sales, as well as psychology,
sociology, communications, and
information technology (IT) is
helpful.
Recruiters look for leadership
abilities, self-confidence, motiva-
tion, and decision-making skills
when interviewing candidates,
particularly for supervisory
positions.
to look for a job?
The Internet is becoming
more and more essential
to getting and keeping a
job. Increasingly, com-
panies are moving their
recruitment efforts online,
and larger numbers of
job seekers each day are
posting their resumes on career new meaning to the term, as more
oriented web sites. and more people are working
More and more frequently, remotely from home, using PCs
those without internet access find to stay connected to the office.
themselves taking what’s left after Office workers without
the electronic job matches already internet access will be increasingly
have been made. And those at a disadvantage, as companies
already “on the job” are finding move to increase their numbers of
that the internet is giving a whole “teleworkers.”

Tap into Literacy programs for low-income families

emerging By Pamela Friedman on alternative banking institutions. PDF format.

markets
These indicators suggest The brief outlines key prin-
Making effective financial that access to financial literacy ciples and related funding sources
decisions and knowing how to programs is a pressing need in for designing and operating
Minority communities are rapidly manage money are skills critical to our society, especially youth and financial literacy programs for
becoming the most sought after enjoying a secure financial future. families transitioning from welfare low-income adults and youth.
sources of new employees and Yet many individuals and to self-sufficiency. It is intended to give com-
customers. families lack the knowledge These findings are a sum- munity leaders, policy makers,
The Urban League of San Diego necessary to make sound financial mary of what’s contained in the and program developers a
County’s Urban Marketing and For more information visit our choices, as evidenced by falling complete document at: http:// better understanding of effective
Research Division effectively con- Diversity Job Bank (www.ulsdcjobs. savings rates, mounting consumer www.financeproject.org/publica- approaches to providing financial
nects job seekers with employers. net), or call (619) 263-8196. debt, and a growing dependence tions/FESfinancialliteracy.pdf, in literacy training.

Vets: Did You Know? Parolee support in

Certain veterans and disabled veterans receive preference in hiring and the community
retention for government jobs, based on a point system for active duty The State of California Dept. of
served. Find out more about where you stand in the point system. For Corrections and Rehabilitation is
focusing its attention on provid-
more information on the Jobs for Vets program, go to http://www.dole- ing the resources that parolees
ta.gov/programs/VETS/ need to assist them in their
reintegration, which decreases
the recidivism rate and makes the
community safer.
As a result of the state’s dedi-
cation to the effort, the parole
office in El Cajon, California has
developed an orientation program
for parolees called Parole and
Community Team (P.A.C.T.).
The P.A.C.T. program is made-
up of community and faith-based
organizations, local businesses,
educational facilities, health care
programs, government agencies,
local police departments and the
parolee’s parole agency.
P.A.C.T. orientation meetings
are held every three weeks. The
meetings include approximately
80-100 newly released parolees
and lasts about 1 1/2 hours.
The State of California Dept.
of Corrections and Rehabilita-
tion is recruiting organizations
which might want to take part in
P.A.C.T. meetings by offering a
provision of community resources
for parolees. Your role would be
to speak for approximately three
minutes on the objectives your
organization and the services your
agency provides.
In addition, time is allotted
at the end of the meeting for
parolees to speak with you one-on-
one about your agency’s services.
This is also an optimal time to
network with other organizations
and bond with the community as
a whole.
If this is something your
agency might be interested in, we
would love to hear from you at
the earliest convenience.
Contact one of the following
representatives:
Deme Hill - Coordinator,
Parole & Community Services
Division (East County, Escondido,
Oceanside & El Centro Regions)
(619) 441-2302, ext. 276 or:
Steve Kiser, Parole Agent II,
Parole & Community Services
Division (East County & El Cen-
tro) (619) 441-2302 ext. 278.

Diversity Works! | July 2006 | 

Diverse Nation
The Urban League of San Diego holds
monthly diversity networking luncheons
The Urban League of San Diego County hosts a monthly
Employer Diversity Networking luncheon at its corporate
office in the Gateway Center business complex. The 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 differences found in the workplace. Each month
employers attend to hear progressive ideas on how to integrate
diversity into the workplace. For scheduling and other
information, contact Ms. Barbara Webb at 619-266-6232 or
email barbara@sdul.org

Are you interested in a
job on the waterfront?
There is a demonstrable need for
shipyard employees, and positions
in all levels from deckhand and
engineer to U.S. Merchant Marine
jobs, according to Coordinated
Maritime Services of San Diego™,
a non profit organization, that
promotes maritime careers, educa-
tion, and service opportunities.
CMS rescues derelict or dete-
riorated vessels, restores them
with volunteers and students,
and provides hands-on training,
internships, apprenticeships, and
new job opportunities to young
people and employable adults in
transition.
CMS offers pathways to navi-
gate a future with the Maritime
Career Exploring Program for
ages 14 and up. Activities include
training at the Maritime Learn-
ing Center™ aboard vessels. CMS
school ships include the US Army
Tug Boat Museum and the 43-ft.
sailboat, the Lady Dee. Advanced
training includes boat building
and small boat repair.
The CMS Maritime Career
Training and Apprenticeship
Program, for ages 18-24, is a two
or three month paid training
program with classroom and on
the job instruction. A certificate
and cash stipend is awarded at the
conclusion of the program.
Program objectives include:
Basic Shipyard Skills Orientation
Basic Deckhand Training
Surface prepping and coating
Fundamentals in Basic Diesel
Engine & Forklift Operation
Basic Rigging and Crane Service.
For additional information, call
619-696-0797 or email cmsofsd@
surfree.com
H andling cultural diversity,
managers often disagree
A s more global enterprises seek
to improve employee perfor-
mance, they soon learn that local
cultural differences can be an
impediment, according to Nova-
tions Group, consultants who
studied manufacturing operations
on three continents.
Programs aimed to man-
age employee performance face
particular resistance, according to
Joe Kaplan, director of Novations
Group’s measurement practice.
“Even though nearly 90% of
managers agree it’s essential to
companies trying to cut down
vacation time to United States
equivalents.
Moreover, seeking to boost
productivity or improve global
competitiveness is increasingly
seen as unwelcome American
interference. In Asian countries,
Kaplan adds, resistance to compe-
tency-based performance mea-
surement takes a different form.
“These societies place high
value on hierarchy, tenure, and
experience and employees aren’t
comfortable with a system based

Evicted from the community:

measure performance, 60% think on merit. Any new performance
a new system would do more evaluation system is not likely to
harm than good if it violates the gain acceptance if it’s used to rate,

Reality check: A parolee’s plight prevailing norms and values of

By Deme Hill
Getting a decent job is already
difficult if you don’t have a
good education. Imagine hav-
ing a felony conviction; add
on some racism, class issues,
sexism, and sprinkle that with
Dept. of Revenue & Recovery
collection proceedings and/or
child support issues.
I sat and imagined how
hard it would be to be in a
parolee’s shoes. I would feel
deeply discouraged, over-
whelmed and depressed.
To the contrary of popular
belief, employers definitely
benefit by hiring parolees.
Here are a few reasons why:
• Most parolees have an incen-
tive to do good: they do not
want to return to custody.
• Most want to provide for
themselves and their families.
• Many parolees have a
skill trade, prior training
and/or expertise to offer after
developing a work history
within the penal system.
Parole agents, community
based organizations, religious
organizations and other
agencies have stepped-up to
assist with parolee reentry
by providing housing, job
opportunities, transportation,
child care, mentoring and
other benefits.
The California Dept. of
Labor issues a sizable tax
credit to businesses that hire
parolees if the parolee is
retained (up to $2400). Even
the United States federal
government is finding creative
ways to help with re-entry.
Six states including
California have adopted
a new law which assists
ex-felons by authorizing
“Certificates of Rehabilitation,”
which after a period of time
and proven stability helps
ex-felons gain recognition
for changing their lives. This
is also a tool that assists in
gaining occupational licenses,
which a parolee might have
not previously been privy to.
Several major cities are
adopting a new policy called
The Second Chance Labor
Project, which eliminates the
question: “Have you ever
been convicted of a crime?”
from the initial hiring
application. The question
will now only be asked after
their country, “Kaplan explained.
“At one location, more than 70%
rank or promote people.”
American employees, concedes
Kaplan, are no less skeptical of
of managers criticized a proposed new performance management
seriously considering hiring system as culturally inappropriate systems. “In the U.S., employees
an individual. or irrelevant.” are suspicious or mistrustful of
On Feb. 8, 2006 President Employees’ most common any initiative championed by
Bush signed legislation complaint is that such programs management. A performance
S.1932 into law pertaining lack validity or objectivity, notes improvement program might be
to students who have been Kaplan, who says a typical considered a scheme to impose
convicted of drug crimes. comment is: “It doesn’t measure forced rankings and reduce
Previously not eligible for the right things.” In some cases, head count.”
college financial aid, these Kaplan believes, cultural objec- According to Kaplan, no
students will become eligible tions may just be a way to mask performance management system
as long as the drug crime nationalistic sentiments. is perfect, nor need it be. “Our
did not occur at the school At a Western European plant, research shows that a new system
location. The law goes into one employee dismissed a planned will be accepted if it’s shown to
effect on July 1. program as an “American thing.” lead to individual growth and
The future of parolee According to Kaplan, American development and also has top
reintegration into society is management innovations have management buy-in. If there are
brighter by the fact that now taken on a negative connotation clear, positive payoffs, employees
millions of dollars in federal after publicity showed European will willingly participate.”
grants are being dispersed
to organizations to assist
ex-offenders.
I am in agreement with the
philosophy that if a parolee
were my next door neighbor,
I would rather that they were
employed and educated. If a
parolee has paid a debt to the
community, and is attempt-
ing a better life, we should
not shut them out with a
deadbolt lock on the door.
Rather, let’s give them a
hand up as if we were in
their shoes.
 | July 2006 | Diversity Works!
Industry Watch
Job Industry Report
San Diego, Carlsbad & San Marcos
23,000 Jobs Added to The Region
The unemployment rate in San Diego
County was 3.9 percent in March 2006, down
from 4.1 percent in February 2006, and below
the year-ago estimate of 4.5 percent. This com-
pares with an unadjusted unemployment rate
of 5.0 percent for California and 4.8 percent
for the nation during the same period.
• Between February 2006 and March 2006,
nonfarm wage and salary employment in San
Diego County rose by 4,200 jobs to reach
1,294,300 jobs.
• Leisure and hospitality recorded the larg-
est increase, up 1,200 jobs. Two-thirds of the
growth occurred in accommodation and food
services.
From February to March 2006, employment in
San Diego rose by 4,200 jobs, with 1,200 occurring
– certified nursing assistants, home health care work-
ers, nursing assistants, and other health care profes-
in leisure and hospitality, and 900 coming in educa- sionals – is continuing to grow across the nation and
tion and health services. Despite warnings of a slowing specifically in the San Diego region. Though there is
housing market, construction grew by 900 jobs, and turnover in these occupations, much of it is attributed
professional and business services expanded by 700 to upward mobility, advancing up the career ladder
jobs, mostly in professional, technical, and scientific into other nursing positions, such as licensed voca-
services. (EDD Monthly Press Release, April 2006) tional nurses (LVNs) and registered nurses. Golden
Between March 2005 and March 2006, San Diego’s Hill Health Careers Academy, the county’s Regional
employment base grew by 23,000 jobs, a 1.8% Occupational Program, Maric College, MiraCosta
annual increase. This growth is attributed to several College, and the Glenner Alzheimer’s Family Center
industries: leisure and hospitality recording the largest are among the programs throughout the county that
increase, 6,400, mostly in accommodation and food provide training in these occupations. The Workforce
services; construction growing by 5,200 jobs, with Partnership has documented the need for workers in
most of its gain in the specialty trade contractors these and other healthcare occupations in a series of
segment; professional and business services adding recently released publications that provide data on the
approximately 3,900 jobs, most of which were con- healthcare sector and occupations and offer recom-
centrated in the professional, scientific, and technical mendations for providing a sufficient and skilled
services segment; and education and health services workforce for the healthcare sector in the years ahead.
growing by 3,300 positions, 2,900 of which were in Visit www.sandiegoatwork.com/generate/html/LMI/
healthcare and social assistance. (EDD Monthly Press healthcare_sector_studies_06.html to view the three
Release, April 2006) Workforce Partnership reports on the healthcare sector.
The demand for direct health care workers (SignOnSanDiego.com, April 24, 2006)

• Educational and health services added 900

jobs over the month. The job growth was con-
centrated in private educational services.

• Construction grew by 900 jobs, with growth

occurring mostly in specialty trade contractor
services where many electricians, carpenters
and other trades are classified.

• Professional and business services expanded

by 700 jobs. Over half of the increase was
recorded in professional, scientific and techni-
cal services.

• Between March 2005 and March 2006, total

nonfarm employment was up by 23,000 jobs,
an increase of 1.8 percent.

• Leisure and hospitality recorded the largest

increase, up 6,400 jobs. The job gains were
concentrated in accommodation and food
services.

• Construction grew by 5,200 jobs. Most of the

gain occurred in the specialty trade contractors
sector.

• Professional and business services added

3,900 jobs over the year. The majority of the
job growth occurred in professional, scientific
and technical services.

• Manufacturing lost 900 jobs as increases in

nondurable goods manufacturing were offset
by losses in durable goods manufacturing.

Diversity Works! | July 2006 | 

W orkforce
Partnership, Healthcare & Hospitality Sectors: the residents
of this entire

Two Thriving Industries

Inc., released six
studies today:
three on the
healthcare sector
and three on
the hospitality
industry.
“These studies
will help us meet the workforce needs of
our healthcare and hospitality industries,
two of the most dynamic sectors in our
region,” said Lawrence G. Fitch, San Diego
Workforce Partnership’s president & CEO.
Careers in San Diego’s Healthcare
Industry: A Healthy Future and Careers
in San Diego’s Hospitality Industry:
Opportunities Abound are comprehensive
resource reports containing information
on industry trends, firms, employment,
occupations, wages, and career ladder
opportunities, along with 37 occupational
profiles for the healthcare sector and 61 for
the hospitality industry.
Two abbreviated versions of these
publications, San Diego’s Healthcare
Sector – Prognosis: Positive and San Diego’s
Hospitality Industry – Outlook: Sunny,
were also produced.
“San Diego’s Hospitality Industry,
Outlook: Sunny, provides a detailed
overview of San Diego’s extensive and
diverse hospitality industry workforce,
with an added emphasis on opportunities
New Studies Reveal Rapid Industry Growth
for advancement through defined career
ladders,” said Sal Giametta, VP of Public
Affairs and Communications at the San
Diego Convention & Visitors Bureau.
The reports are designed to meet the
needs of policy makers, employers, educa-
tion and training providers, job seekers
and youth. Policy makers can use these
publications to gain a better understanding
of the dynamics of the healthcare sector
and the hospitality industry.
Employers can use the publications to
compare their human resource practices to
industry norms.
Education and training providers can
use them to plan programs and instruc-
tional content.
Job seekers can use the publications
to learn more about the healthcare and
hospitality industries and their occupations.
Youth and their parents can use them
to select and prepare for careers in the
healthcare or hospitality industries.
The two additional reports, San Diego’s
Hospitality Industry: Keeping it Vibrant and
San Diego’s Healthcare Sector: A Prescription
for Strength, provide policy recommenda-
tions to ensure that the region’s hospitality
and healthcare employers are able to
find the skilled workers they need to stay
profitable, while hospitality and healthcare
employees have the career opportunities
they need to thrive in our region.
The findings of the studies show that
both industries are thriving. The healthcare
sector is projected to grow by 23 percent
and the hospitality industry by 27 percent
between 2004 and 2010.
The rapid growth in the healthcare sec-
tor could exacerbate the shortage of skilled
workers that already exists in the region.
This shortage not only impacts the ability
of our region’s healthcare providers to find
qualified employees and our residents to
find quality healthcare services, but also
illustrates the critical need for the region
to expand its capacity to educate and train
future healthcare professionals.
“The release of these workforce publica-
tions demonstrates the collaboration of the
healthcare community with the region’s
education and training providers, as well
as its commitment to assuring a competent
and well-educated healthcare workforce for
region,”
said Steve
Escoboza,
President
and CEO of
the Hospital Association of San Diego and
Imperial Counties.
Rapid growth in San Diego’s hospitality
industry provides employers with the
opportunity to move existing employees
up the career ladder into higher paying
jobs. Taking advantage of this opportunity,
however, will require programs to upgrade
the skills of current hospitality workers,
particularly in the areas of english language
and computer skills.
All six reports are available online in
PDF format at www.SanDiegoAtWork.
com. A limited number of print copies are
available by contacting Terri Bergman at
terri@workforce.org or 619-228-2936.
San Diego Workforce Partnership is an
organization committed to coordinating
a comprehensive workforce development
system that ensures a skilled and produc-
tive workforce and supports a healthy
economy throughout the San Diego region.
Through its network of countywide One-
Stop Career Centers, SDWP continues
to be the leading authority in workforce
development issues in San Diego County.
Visit www.SanDiegoAtWork.com or call
619-228-2900 for more information.

the region only has one program for training dental hygienists, and no programs for
SUMMARY OF HEALTHCARE FINDINGS preparing physical therapists.

San Diego’s healthcare sector is a thriving sector: • Despite the immediate need for qualified healthcare professionals in many occupa-
• The healthcare sector is that part of the economy involved in preventive care, vac- tions, limited budgets, a lack of physical space, and a lack of faculty prevent schools in
cination, diagnosis, prescription and administration of medicine, surgery, observation, our region from increasing their education and training capacity.
and attendance at childbirth. The sector will continue to promote career advancement opportunities
• San Diego’s healthcare sector employed 80,573 people across 5,626 facilities in
and target specific populations for entry into the healthcare sector
2004.
• The sector is expected to grow 23 percent between 2004 and 2010. • Education and training providers and healthcare employers should increase the
amount of training that is offered to individuals wishing to enter into the healthcare
San Diego’s healthcare sector is experiencing and will likely continue to field, as well as career ladder training that is offered to healthcare professionals wanting
experience occupational shortages: to advance within the sector.
• A number of healthcare occupations are currently understaffed, and an analysis of
several economic indicators within the healthcare sector reveals that there may be more • Educational institutions should increase the productivity of the space and resources
job openings than qualified candidates in the future as well. they have by screening program entrants and adopting distance learning strategies.

• Shortages of qualified candidates are most likely for dental assistants, dental hygien- • Educational institutions and employers should develop programs that help healthcare
ists, licensed practical and vocational nurses, radiologic technologists and technicians, professionals from the military or foreign countries qualify for work in our healthcare
and registered nurses. sector. Recognizing the medical training that these two target populations have already
received can help relieve some of the region’s healthcare staffing shortages.
Education and training opportunities exist in San Diego for those seek-
ing healthcare careers, but enrollment is limited for some jobs:
• Education and training for most healthcare sector careers can be found in San Diego.

• Training programs, including certificate, associate’s, bachelor’s, and master’s degree

programs, are available at the region’s four-year universities and colleges, community
colleges, private institutions, regional occupational and adult education programs, and
high schools.

• In addition, upgrade training is available for licensed practical and vocational nurses
seeking to become registered nurses.

• Unfortunately, enrollment capacity in healthcare programs is severely limited,

particularly for occupations with some of the largest gaps between job openings and
qualified candidates.

• Long waiting lists limit the region’s capacity to develop nurses of all types, while
 | July 2006 | Diversity Works!

TOP SAN DIEGO COMPANIES

The following list, compiled from Fortune magazine’s annual report entitled 100 Best Companies to Work
For, shows local and nation presence, companies which scored highest in employee satisfaction and diversity.

RANK COMPANY JOB GROWTH COMPANY SIZE EMPLOYEES

(PERCENTAGE)

BEST 15 Whole Foods Market 18 Large 33,248

COMPANIES 23 Qualcomm 23 Medium 7,562

TO WORK FOR 29 Starbucks 26 Large 91,056

43 Intuit 6 Medium 6,516

46 Nordstrom 3 Large 45,112

47 AFLAC 5 Medium 4,034

Genentech
64 FedEx 7 Large 212,241

71 PricewaterhouseCoopers 11 Large 26,392

72 Booz Allen Hamilton 9 Large 15,582

87 Washington Mutual 7 Large 54,396

92 Men’s Warehouse 9 Large 10,757

96 IKEA (U.S.) 18 Medium 9,499

99 Marriott International 3 Large 126,704

Company In Focus
Genentech, the cutting edge biotechnology
reseach firm, was listed number one on Fortune’s list
of 100 Best Companies To Work For in the January 9,
2006 issue of the financial magazine.
This is the first number one ranking for the company,
which has been named to the list for eight consecutive
years.
The list is compiled for Fortune based on two sources:
an evaluation of the policies and culture of each com-
pany; and the opinions of the company’s employees.
This year, Genentech was considered among 466 can-
didate companies, up from 356 companies evaluated
last year.
Genentech was also named Top Employer this year
by Essence magazine.
In May 2005, the company was listed by Essence
as among the top 35 Great Places to Work for the 3rd
year in a row for its commitment to diversity in career
advancement, work-life balance, representation in the
workforce, and community support and involvement.
Candidate companies were asked to provide actual
data on their practices in three key areas. Genentech
led all other companies in the following criteria:

1)  the number of African-American women employed

in all positions at all levels

2)  the amount of money spent with minority vendors

3)  the amount in contributions given to organizations

of interest to African-American women.
 Diversity Works! | July 2006 | 

Outsourcing continued from page 1 Diversity becoming

could be done and
what every public of-
ficial seeking office in
the near future should
respond to:
•  America must re-
store vocational edu-
cation in high schools
that fit a 21st century model. In 2010 there
will be a 10 million person gap, a shortage
of both blue collar and white collar skills.
•  America should invest in programs
that develop more skilled workers for the
construction industry. Just rebuilding on
the Gulf Coast alone will require tens of
thousands more workers. If America could
rebuild Europe after WWII, why can’t
we create jobs to rebuild part of our own
country?
•  We must insist on investment in prisons
to provide education training for inmates
instead of expensive senseless warehousing.
The bottom line is that we want Americans
in bank lines, not unemployment lines. We
want workfare, not welfare.
America needs to provide its workers
with a path so they can realize their prom-
ise and stand with pride.
Today, more than ever, every American
must get that opportunity.
priority as employers
get enlightened
As corporate diversity programs and
initiatives continue to gain strength and
gather momentum across the country, the
boundaries of diversity are extending well
beyond the more traditional concepts of
race and sex to include sexual orientation,
national origin and religion.
Today, creating a corporate culture of
inclusion means embracing and leveraging
the benefits of building and maintaining a
work force with a broad variety of language
skills and cultural backgrounds, as well as
a wide range of ages, physical abilities and
disabilities.
The most enlightened companies are
using their diversity initiatives to spread
this expanded, more inclusive concept of
diversity to their vendors and suppliers,
who themselves are demanding that
diversity become an integral part of the
way companies do business.
The most successful companies will be
those that recognize the power of diversity
in their work forces and in their product
mix, and effectively create products and
services that appeal to their increasingly
diverse customer bases.
These companies know that diversity will
become even more important in the coming
years, and that the leading companies will
be those best reflecting the increasingly
diverse marketplaces they serve.

Multicultural efforts help the company bottom line while providing

minority group benefits but managers are slow to get the message
By Dorcy Bowman Rose
Issues of multicultural-
ism and diversity are taking
on a new focus in business,
impacting every aspect of
corporate development,
growth and operations in
every industry imaginable.
Gone are the days
when “multicultural” and
“diversity” were terms
used primarily by human
resources departments to
merely tout a company’s equal employment
opportunity policies.
Now more than ever, multicultural is
a method of doing business that reaches
from the corporate hierarchy to its bottom
line and every department in between,
including its meetings.
Recently, the San Diego Meeting
Professionals International (MPI) hosted a
Multicultural Trade Show and Luncheon
in San Diego with eight community
and industry organizations in support of
the MPI Multicultural Initiative, which
focuses on multiculturalism within the
meetings market.
The keynote speaker, Roy Jay, President
of the Oregon Convention and Visitors
Network, discussed leading issues that
can enhance the success of multicultural
meetings, and how Portland has developed
strong multicultural
partnerships leading to
significant new business
opportunities for the city
and its hospitality industry.
Jay answered questions
with a panel of commu-
nity and industry partners,
which included San Diego
MPI, San Diego Conven-
tion and Visitors Bureau,
The Urban League of San
Diego County, San Diego
County Hispanic Chamber
of Commerce, Southwest Chapter of the
Professional Convention Management
Association (PCMA), Asian Business
Association, Barona Band of Mission
Indians, and Multicultural Convention
Services Network.
The attendees included a diverse group
of suppliers and companies interested in
better understanding their opportunities
for multicultural business growth.
“There is a growing number of cities,
convention bureaus, centers, hotels
and others in the lodging, meeting and
hospitality business that are ’getting it’,”
Jay said. “And San Diego needs to be
among them.”
Without a doubt “getting it” means
recognizing and understanding the value
of the multicultural marketplace, and then
addressing those key audiences in the most
appropriate, knowledgeable and culturally
sensitive methods possible without alienat-
ing other audiences.
But how can companies that hold
multiple meetings each year “get it” to
the point of enhancing their meetings to
ensure that all participants and attendees
have a memorable, fulfilling, educational
and enjoyable experience? It begins with
knowing the facts. Multicultural markets
include Asian, Hispanic/Latino, and
African-American populations, as well as
other growing segments.
Recent research indicates that the
annual buying power of multicultural
groups in the United States will reach $1.5
trillion by 2009 and will collectively reign
with the largest buying power of any other
group in the country.
By 2008, in the U.S. alone, the Asian
population is projected to reach more than
14 million, the African-American popula-
tion will grow to more than 39 million,
and the Hispanic/Latino population will
increase to more than 52 million. Just
in San Diego County, one out of three
persons is identified as a Latino.
For companies interested in holding
meetings as a part of their business
development and marketing strategies,
these demographics offer important insight
into the change that is expected among the
population of attendees at their meetings.
Corporate diversity and understanding
multiple cultures will become more valu-
able for these organizations if they truly
want to maximize the potential of all their
employees and gain interest and loyalty of
their multicultural audiences.
And for suppliers, expanding business
opportunities by joining multicultural
associations will help gain insight into the
needs and concerns of these groups to more
effectively service them.
For those who still don’t “get it” there
is a choice: either ignore the research that
points to change on the horizon and watch
your meetings suffer a slow and costly
decline; or alternatively, maximize the
potential of all people and resources by
seeking assistance from professionals who
can help you gain the maximum benefit
from this lucrative and growing multicul-
tural marketplace.
Dorcy Bowman Rose, CMP is the Executive
Director of Rendezvous a meetings planning
company, focusing on the strategic business
of meetings. She can be reached at dorcy@
meetingplanner.com; her website is www.
meetingplanner.com
10 | July 2006 | Diversity Works!
Race? Gender? Sexual orientation? Disability? Change?
What is diversity about?
By Geoff Pierce
I f you ask a field sales representa-
tive to tell you about some of their
biggest screw-ups, nine times out
of ten, they’ll talk about mistakes
they made because they assumed some-
thing about their potential clients.
One of the classics: assuming a client’s
gender by looking at the first name. For
example, names such
as Leigh, Frances or
Kit - although most of
us assume are women’s
names - are also com-
mon to men.
Another easy
mistake that many
pharmaceutical
sales reps talk about:
assuming the family
doctor you’re calling
on is of the same race
as the community in
which he or she prac-
tices. Sales reps will
tell you, when they
make mistakes like
these, it usually takes a
long time, and a lot of
visits, to win back the
potential client’s trust.
These kinds of
assumptions and
mistakes are clearly
under the “diversity”
umbrella. And they
always come up when people talk about
diversity training for field sales reps.
So, when Harry Bradford, a regional
sales VP with GlaxoWellcome, was looking of Us’ program. They wanted what we call
to expand his sales force in the Bay Area,
he wanted to make sure his team would
avoid diversity mistakes and assumptions
when calling on potential clients.
“I wanted the reps to see, first hand, how would encounter.”
diversity mistakes and assumptions can
cost us.” Bradford, an African-American,
says, “But I needed them to get this experi- Orlando-Ward & Associates developed a
ence in a safe environment, where they
could spot the assumptions, learn to avoid
them, and practice their diversity skills.”
So, Bradford turned to a unique con-
sulting group, Orlando-Ward & Associates, of “Sales Calls” was a series of vignettes,
which specializes in using live, profes-
sional drama as a diversity-training tool.
In response, Orlando-Ward & Associates
created a series of realistic scenarios or
vignettes, specific to Bradford’s target
region, that replicated the situations his
sales reps would encounter.
With teams in New York City, south-
ern California and London, England,
Orlando-Ward & Associates are considered door easily enough. But, he then made the
top experts in the use of live, professional
drama and interactive, interpersonal facili-
tation and communication as training and
education tools.
Their flagship program is All of Us:
Diversity, Beyond Race and Gender which
includes a 30-minute play about a fictional
corporation, and an “interactive” session
with the actors returning after the show “in
character,” has been presented nearly 1,000
times in the United States for organizations
such as Merck Medco, American Express,
HP, The Federal Reserve and many more.
“But,” says Gregg Ward, Orlando-Ward
& Associates’ Producing Director and
primary creator of all their programs,
“GlaxoWellcome wanted more than the ‘All
an ‘experiential learning’ program from
which sales reps would walk away with
a deep understanding of the diversity of
their clients and within the situations they
So, after several fact-finding sessions
with Bradford and his senior sales reps,
half-day intensive training program named
“Sales Calls,” which they delivered to 50
GlaxoWellcome sales representatives in the
Bay Area last year. The meat and potatoes
performed by professional actors with
the Orlando-Ward & Associates southern
California team.
One vignette, called “The Assistant,”
involved a fictional sales representative
named Stan (played by San Diego actor
Walter Murray), visiting Doctor M. Lee’s
office for the first time in San Francisco’s
Chinatown district. Stan got through the
unfortunate assumption that the young
Asian woman behind the counter was the
doctor’s assistant.
“I’m Stan Murray with GlaxoWellcome,”
Stan said, “I wonder if I could speak with
the doctor for a moment?” The woman,
(played by Asian-American actor Kimberly
Miller), replied coolly, “You’re speaking
with Doctor Lee right now.”
As Stan did his utmost to apologize for
his mistake, Dr. Lee maintained her com-
posure and informed him that she would
be happy to meet with him and discuss his
company’s new medications, “...in about
a year from now.” She refused to take his
samples and headed off to see a patient.
Stan left, his proverbial tail between
his legs.
The response from the GlaxoWellcome
sales reps to “The Assistant”, and the other
vignettes in the “Sales Calls” program, was
instantaneous and very enthusiastic.
“I was instantly reminded of the mis-
takes I had made when I started out,” said
one senior rep who attended the program.
“I’m really glad my colleagues are getting
this training so they don’t have to learn
about diversity like I did, in the school of
hard knocks.”
After each scenario Ward, who has
worked in the diversity training field for
many years, leads the attendees on an
interactive debriefing wherein the diversity
mistakes and the skills needed to avoid
them are identified and discussed.
“It’s imperative that the attendees are
actively engaged in spotting mistakes
and coaching their colleagues on how
to address them,” says Ward. “Sharing
organizational knowledge and personal
experience is a key to high impact diversity
training. It can’t be just me up there giving
a lecture.”
When the mistakes and corrective
skills are identified by the group, Ward
and his team then ratchet the training up
another notch using a technique Ward calls
“The Replay.”
In replay, volunteers from the audience
are identified, and they step into the
vignette, opposite the professional actors.
It’s the volunteer’s job to practice avoiding
assumptions and mistakes, and handle the
situation more effectively. And the actors,
playing the “offended” doctors, are trained
to respond to the
volunteers “in kind.”
If the volunteer
handles the situation
effectively, the doctor
is cooperative. If
not, the doctor
pushes back and
subtly guides the
volunteer into the
appropriate behavior,
without ever breaking
character.
“It’s in the replays,”
says Ward, “where
the rubber really
meets the road for
sales reps. They’re
practicing what they
preach, in front of
their colleagues.”
And the good news,
Ward says, in 99%
of the replays, the
volunteers handle the
situation far better
than anyone could
have imagined. “People really rise to the
occasion. It’s impressive.”
On top of this success, the “Replay”
technique is also a great morale booster for
the attendees who don’t volunteer. Here is
one of their own, managing a very complex
and stressful situation with confidence
and grace.
“I’ve seen groups jump up to cheer and
pat a volunteer on the back after they
come out of a successful replay,” says Ward.
“People are really moved by it.”
As for Bradford and his Bay Area sales
reps, they gave the Orlando-Ward &
Associates “Sales Calls” live drama diversity
training program top marks.
“This is some of the most powerful and
effective sales rep training I’ve ever seen,”
says Bradford. “Anything that can give my
reps a realistic sense of the diverse people
and situations they’ll encounter is abso-
lutely golden to me.”
Orlando-Ward Associates, based in San Diego,
with offices in New York City and London,
provides educational workplace training with
a unique twist. The company specializes in
live-action professional drama as a tool for
facilitating communication within organiza-
tions about issues usually too uncomfortable
to discuss, such as diversity, sexual harassment
and organizational change.
 Diversity Works! | July 2006 | 11

demographics: DIVERSITY at a glance

12 | July 2006 | Diversity Works!

Business & Employer Diversity Works!

Rankings Employer Partners
The employers below have made an extra
committment to hiring diverse jobseekers by investing in
When job hunting, target the best employers The Urban League of San Diego County. You can learn
and the top companies according to these invalu- more about them by visiting: www.ulsdcjobs.net
able online surveys. Of course, this couldn’t pos- that have a U.S. or Alberta, Canada, disclosure document,
sibly be a comprehensive list of every survey out and only those whose information Entrepreneur verified
from the disclosure documents, are eligible to be ranked-
there. Always keep an eye out for other updated giving us the top 500 franchises. Search by keyword or
AIG
lists from up and coming sources and specialty American Airlines
state/region or browse by business category. Bank of America
business magazines. Cardinal Health
Citibank
THE INC. 500 CIC Research
The Main Lists The top 500 “small businesses” according to Inc. Magazine. Cost Plus World Markets
Also includes a benchmarking form so you can see how Cox Communications
your business ranks against these. The current list is Cubic Corporation
Curtis Moring Insurance Agency, Inc.
FORTUNE available online, along with a searchable database of all Inc
Enterprise Rent-A-Car
The Fortune 500 from Fortune Magazine is the venerable 500 winners for the past 8 or 10 years. The new list is issued Federal Bureau of Investigations
leader of all such lists and a must for all serious job seekers. each November. Genentech Inc.
Go online and browse the list by company, CEO, or Hawthorne Machinery
industry. The list is issued each year in April. Under the Keith Goosby Inspirations & Motivations
main 500 you’ll find mini-listings for the best employers, NASDAQ 100 Kaiser Permanente
the diversity leaders, and a list entitled Women CEOs. See online FlashQuotes for their top 100 trading stocks, Kyocera
which may give indicators to a top performing company to Lockheed-Martin, Maritime Systems & Sensors
take note of. Note that this list is presented in alphabetical Loews Coronado Bay Resort & SPA
Manpower of San Diego
FORTUNE’S Global 500 order, not by ranking.
National University
A ranking of the largest companies in the world, browse Neighborhood National Bank
the online list by company name, CEO, or industry. NorLab Business Solutions
POST 200 from the Washington Post North Island Financial Credit Union
The Post 200 starts with a list of the 125 largest public San Diego Padres
FORBES companies with headquarters in Washington and its Qualcomm
Forbes requires readers to register to read some articles on suburbs. Completing the 200 are the 20 largest financial Science Application International Corp. (SAIC)
their web site. It’s free, fast, you don’t have to give them institutions with headquarters in the region, the 15 largest Scripps Research Institute
your name, and you only get their e-newsletters if you private companies with headquarters in the area and the SDSU Research Foundation
San Diego Business Journal
decide to check the boxes (the default is you don’t get any 20 largest public companies in Maryland and Virginia,
San Diego Gas & Eletric
of them.) respectively, with headquarters outside the Washington San Diego Monitor News
area. The list is issued annually in April, and past rankings San Diego National Bank
are also available so you can track a company’s progress (or San Diego County Sheriff’s Department
THE FORBES’ Lists decline...or disappearance). SeaWorld San Diego
Go online to see a variety of lists which updates each Sempra Utilities
year. For employer rankings compiled according to size of Solar Turbines
company filters, this includes: TOP 100 U.S. FOUNDATIONS Sony Corporation
The Top 100 U.S. grant making foundations ranked by Southern California Edison
Starbucks Coffee Company
200 Best Small Companies value of assets, based on current data in the Foundation
Sycuan Casino
400 Best Big Companies Center’s database. There are other ranking lists available The Hartford
Forbes’ 500s accessible from the home page, including top corporate The San Diego Union Tribune
Forbes International 500 grant makers and largest community foundations. Updated The Pacific Institute
Global 2000 as new audited financial information becomes available. Timmis J Moore
Largest Private Companies. UCSD
Union Bank of California
Union Tribune
United Way of San Diego
Other Lists UPS
Viejas Casino
Wal-Mart Stores, Inc.
BRANHAM GROUP’ Branham 300 Wells Fargo Bank
Each year, the Branham Group ranks the top 300 Canadian Washington Mutual Bank
Information Technology (IT) companies. The 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 For additional details on becoming a Diversity
Firms, 20 Top Wireless Technology Companies, 10 Top Works! Employer Partner, please turn to page
Internet Service Providers, 10 Top Application Service 18 for more information and company profiles.
Providers, and 10 Top Telecom Wireless Service Providers. Join today and help us reap the
Click on the company’s name for very short profile. Neat benefits of a strong workforce.
feature - they watch these companies during the year and Call 619-266-6244
update the list as needed. or email us at
diversityworks@sdul.org

ENTREPRENEUR.COM’S Franchise 500

You’ll find the annual ranking of the best franchising
opportunities in the world. They do an extensive
background check on these too. “Only franchise companies
that submitted full Uniform Franchise Offering Circulars
(UFOCs) disclosure documents were eligible to receive a
listing in the magazine. In addition, only those companies
Diversity Works! | July 2006 | 13
14 | July 2006 | Diversity Works!
The Winners:
Non-Profit
Family Health Centers
of San Diego (FHCSD)
Family Health Centers of San Diego is a
private, nonprofit community clinic orga-
nization founded by community activists in
1970. At that time, a neighborhood resident
helped to lead a sit-in at the existing Neigh-
borhood House building to bring needed
medical services to the barrio. From this
remarkable beginning, the organization has
grown from one clinic to a comprehensive
health center system serving more than
100,000 diverse individuals per year at 24
service sites.
KPBS Radio and Television
KPBS radio and TV continues to feature a
diverse blend of local, regional and national
programs that celebrate diverse cultures.
The mission of KPBS is to enrich the lives
of people in the San Diego region through
unique media services. These high quality
radio, TV, web and community activities
educate, inspire, entertain and advance civic
involvement, celebration of culture and the
power of diverse perspectives.
YMCA of San Diego County
YMCA of San Diego County is dedicated
to improving the quality of human life and
to helping all people realize their fullest
potential through the development of the
spirit, mind and body. To remain true to
this mission, each branch and department
of YMCA of San Diego County develops a
proactive, deliberate Branch Diversity Plan
in order to be representative of all the com-
munities they serve, as well as address the
management and appreciation of cultural
diversity.
Small Business
The Centre City Develop-
ment Corporation (CCDC)
The Centre City Development Corporation
recognizes that cultural bridging has proven
to be a successful strategy throughout the
San Diego region. In addition to its 8th An-
nual San Diego Multicultural Festival 2006
(held on the Martin Luther King, Jr. prom-
enade and attracted approximately 25,000
attendees), the organization has an African-
American female who serves as community
relations manager. This position was created
in 2000 to focus on ethnic outreach via its
external communications program. CCDC
deliberately drew a bigger circle to bring
everyone in to live, work, shop, play, dine
and invest in downtown San Diego.
Gray Systems, Inc.
Gray Systems, Inc., is a 15 year old IT
service corporation in Mission Valley
owned by an African-American woman.
The company enjoys a staff of network
and programming professionals from a
broad group of cultural backgrounds, and
demonstrates through many initiatives that
it appreciates diversity in the community
throughout the year.
Southwestern College Sun
The Southwestern College Sun, a student
newspaper, has been a clarion for the
power and light of diversity by highlighting
inspiring examples of multiculturalism at
work and creating understanding through
education. The Southwestern College Sun
has a highly diverse staff representing nearly
every segment of San Diego County’s rich
cultural blend, and actively recruits people
of color, linguistic talent, differently-abled,
gays and lesbians, minority religious groups
and other under represented and under
served voices in the community. The Sun
includes a range of ages from high school
seniors on special admission to retirees. The
team is also diverse in socioeconomic status,
which greatly expands the organization’s
point of view and leads to robust,
productive discussions of news value and
community journalism.
Medium Business
Gordon and Reese
Gordon and Reese’ commitment to diver-
sity encompasses both lawyers and staff
alike, including people of different races,
religions, cultural backgrounds, national
origins, sexual orientations, gender, gender
identity, disabilities or medical conditions
and ages. The firm is a supporter of numer-
ous community groups in promoting diver-
sity and multiculturalism, including SDSU’s
President’s Diversity Gala, the Hispanic Bar
Association, The San Diego Urban League,
San Diego Hispanic Chamber of Com-
merce, the Corporate Director’s Forum,
Big Brothers/Big Sisters and the San Diego
Legal Aid Society. It has also participated in
the National Black Law Students Associa-
tion’s Western Regional Job Fair.
House of Blues San Diego
House of Blues San Diego’s mission is
to create a profitable, principled, global
entertainment company to celebrate the
diversity and brotherhood of world cultures:
to promote racial and spiritual harmony
through love, peace, truth, righteousness
and nonviolence. Its flagship program,
Blues School House, transforms the venue
into a multimedia classroom where students
and teachers learn about music, history and
cultural impact of the blues and traditions
of related folk art. It also highlights Afri-
can-American cultural contributions and
explores the traditions and cross-influences
of diverse cultures. The program is offered
free of charge to students and teachers in
the San Diego City Schools District and
hundreds of students and teachers from the
local community and the San Diego region
have participated in the program.
Sullivan International Group
Sullivan offers its staff a welcoming diverse
environment where everyone is an integral
part of a dynamic team of professionals.
The appreciation for different cultures stems
from the people that make up Sullivan
International Group by employing people
originating from all over the world. Sul-
livan has employees from Asia, Australia,
Indonesia, Laos, Latin America, Philip-
pines, South Africa and Vietnam as well as
military veterans, the previously retired and
people with disabilities. It also sponsors a
number of foreign employees, assisting with
legal paperwork and fees to obtain their
H1B Visas.
Large Business
Pfizer
Pfizer colleagues come from many differ-
ent countries and cultures and speak many
languages. Because Pfizer has a diverse
workforce, this means that its colleagues
have the benefit of drawing experience from
different backgrounds and perspectives.
With a nearly equal ratio of men to women
and almost 40 percent of employees are mi-
norities, Pfizer La Jolla’s workforce reflects
its local community.
Qualcomm
Qualcomm employees see themselves as
a catalyst to transforming the local com-
munity and region’s understanding and ap-
preciation for diversity and various cultures,
committed to forming meaningful commu-
nity partnerships that develop multicultural
education and appreciation.
San Diego Convention
Center Corp.
The San Diego Convention Center Corp.
actively recruits minorities: 60 percent of its
employees are African American, Hispanic,
Pacific Islander and Native American and
collectively speak more than 39 different
languages.

Multicultural a management, marketing and consulting company.
Heritage Awards Graham presents, consults and conducts training with
corporations, organizations and nonprofits on the topics
hosts author, of maximizing leadership, achieving success, growing a
educator, business, embracing diversity, achieving optimal health and
personal and professional branding.
entrepreneur Graham has authored nine books, including two New
York Times bestsellers and is actively involved in education.
Stedman Graham is chairman He is currently an adjunct professor at Temple University,
and CEO of S. Graham & Associates, is a former adjunct professor at the University of Illinois,
Diversity Works! | July 2006 | 15
Chicago, and taught a management strategy course at the
Kellogg Graduate School of Management at Northwestern
University.
He also founded and directed George Washington
University’s Forum for Sport and Event Management and
Marketing – the first of its kind in the country.
Graham has shown a lifelong commitment to youth
and community, and serves on several boards for various
foundations.
 and young adults still do not understand the disease Health Scientist in the Tobacco Control Research
or the at-risk behaviors that can lead to its transmission,
said Dr. Loretta Sweet Jemmott, a professor of nursing
Ph.D., R.N., F.A.A.N.
Branch at the National Cancer Institute
tobacco use, you prevent many of the cancers associated
with it.”
at the University of Pennsylvania and an expert on Professor of Nursing at the University of
HIV 16 | July 2006 | Diversity Works!
prevention. Residence: Hyattsville, Maryland According to the NCI, smoking causes 87 percent of lung
Pennsylvania and expert on HIV prevention cancers. “People’s lifestyles have a big impact on their quality
“Often, young adults simply do not want to hear that their of life and longevity. A lot of people don’t know the lifestyle

AETNA highlights smoking

behaviors can harm them,” Sweet Jemmott said. “They feel risk factors they have – or how to modify those risk factors,”
invulnerable. I try to show them that they are not, and that
Residence: Wynnewood, Pennsylvania said Fagan. “Smoking is addictive. Smokers need help, but
they need to protect themselves.” they may not know how to quit or have access to resources

risks and lung cancer issues

It seems simple, and you’ve no doubt heard it before:
If you smoke, quit. If you don’t smoke, don’t start.
to help them quit.”
Although African Americans make up 12.3 percent of the “Lung cancer is the leading cause of cancer death among
U.S. population, they have accounted for 40 percent of the Pebbles Fagan, Ph.D., men and women; and African American men have the
highest lung cancer incidence and death rates, compared
The Centers for Disease Control and Prevention’s Surgeon
almost 1 million AIDS cases diagnosed since the start of
M.P.H. It seems simple, and you’ve no
to other racial and ethnic groups,” said Dr. Pebbles Fagan, General’s intervene in tobacco
Report states that smoking and usetobacco
among use can
the epidemic and approximately half of the 43,171 cases
doubt heard it before: If you
a health scientist in the Tobacco Control Research Branch cause racial, ethnic and low socioeco- disease;
cardiovascular disease and stroke; respiratory

Educate
diagnosed in 2003 alone, according to the Centers for Health Scientist in the Tobacco Control Research at the National Cancer Institute (NCI). “If you prevent
and infertility; as well as leukemia, and cancers of the kidney,
Disease Control and Prevention.
Branch at the National Cancer Institute smoke, quit. If you don’t smoke,
tobacco use, you prevent many of the cancers associated
with it.”
nomic groups.
pancreas, uterine cervix, larynx, oral cavity, pharynx,
AIDS is caused by HIV, the virus that destroys the body’s
don’t start. “Smoking
esophagus, bladder is a big problem
and stomach.
According to the NCI, smoking causes 87 percent of lung
Residence: Hyattsville, Maryland cancers.“Lung cancer have ais
bigtheimpactleading among the poor, the unemployed,

Knowledge
ability to fight infections and certain cancers by killing or “People’s lifestyles on their quality
of life and longevity. A lot of people don’t know the lifestyle Through her research, Fagan hopes to stimulate new ways
riskcause ofhavecancer death among and those with less than 12 years
impairing immune-system cells. According to the health factors they – or how to modify those risk factors,”
Web site BlackHealthCare.com, HIV infection can be to intervene in tobacco use among racial, ethnic and low-
transmitted in a variety of ways – most commonly by
men and women: and African-
said Fagan. “Smoking is addictive. Smokers need help, but
of education. African-Americans
they may not know how to quit or have access to resources socioeconomic groups. “Smoking is a big problem among
to American
help them quit.” men have the highestthe poor,have the lowest
the unemployed, median
those with lessincome
than 12 years of
unprotected sexual contact with an infected partner. It is
also spread through contact with infected blood, drug The lung
Centerscancer incidence
for Disease Control andSurgeon
and Prevention’s deatheducation,and the the
lowerhighest
class and percentage
those who workofinper- service and
needles and syringes, as well as from infected mother to General’s Report states that smoking and tobacco use can blue-collar jobs. African Americans have the lowest median
fetus through pregnancy, birth or breast-feeding. rates,
cause compared
cardiovascular to other
disease and stroke; respiratoryracial
disease; and sons below poverty level.”

Educate
and infertility; as well as leukemia, and cancers of the kidney,
income and the highest percentage of persons below poverty
ethnic
pancreas, uterinegroups,”
cervix, larynx, said Dr.
oral cavity, Pebbleslevel. We haveTobacco
pharynx, to consideruse howistonot justtheharm-
address macro-social
“Young adults should be told everything about HIV and
AIDS. We can’t sugarcoat it. We need to stop this epidemic
Fagan, a health scientist in the context offul
esophagus, bladder and stomach.
to the
tobacco user,
use,” said Fagan. “People
she said.
as a community,” said Sweet Jemmott, who is nationally Tobacco
Through Control
her research, Fagan hopesResearch
to stimulate new Branch
ways still don’t think secondhand
to intervene in tobacco use among racial, ethnic and low- Tobacco use is not just harmful to the user, said Fagan.
recognized for her award-winning programs and materials at the National Cancer Institute“People still
socioeconomic groups. “Smoking is a big problem among smoke is dangerous.
don’t think secondhand Of smoketheis dangerous,”
that address major issues such as sex, teen pregnancy, HIV, the poor, the unemployed, those with less than 12 years of
AIDS, sexually transmitted diseases, puberty and drugs.
(NCI).
education, the lower class and those who work in service andshe said. 440,000 “Exposure todeaths
secondhand thatsmoke
occurineachthe home or in

Tobacco Control
blue-collar jobs. African Americans have the lowest median the workplace can lead to tobacco-related illnesses. Of the
These programs aim to reduce HIV-risk-related behavior income“If you prevent
percentage oftobacco
persons belowuse, povertyyou year due to tobacco use, approxi-
HIV and AIDS
and the highest
level. We have to consider how to address the macro-social 440,000 deaths that occur each year due to tobacco use,
among African American adolescents and are implemented prevent many of the cancers asso-
context of tobacco use,” she said.
mately 40,000 are due to second-
approximately 40,000 are due to secondhand smoke.”
internationally.
ciated with it.” According to the hand smoke.”
“Smoking
Sweet Jemmott saidis addictive.
young Smokers
people often do not understand need help,
Tobacco use is not just harmful to the user, said Fagan.
NCI,
“People smoking
“Young
still don’t causes
think secondhand adults
smoke 87 percent
should
is dangerous,” Fagan said
be No
that nomatter
told matter how
everythinghow longlong a person
a person has been
the links between behavior and consequences. “They need to she said. “Exposure to secondhand smoke in the home or in smoking, it’s never too late to quit. She suggested calling
but they may not know theof lungcancancers. has been smoking, it’s never too
another.how
They needto quit or have
be shown
Tobacco
how one behavior can affect
help figuring out how to be safe.
Control workplace

“People’s
440,000 deaths that
approximately
lead to tobacco-related illnesses. Of the
about
40,000 arelifestyles
HIV
occur each year due toand
due to secondhand have
AIDS. We can’torsugarcoat
1-800-QUIT-NOW
a big resourceslate
tobacco use,
smoke.”
visiting www.smokefree.gov to find
to “Quitting
to help. quit, suggests smokingFagan
early in and
life decreases
access to resources to help them quit.” impact it. on We their need quality to of life stop andthe this epidemic
calling
chances asillnesses.
1-800-QUIT-NOW
of smoking-related a You can’t or vis-
go back
“Smoking is addictive. Smokers need help, Fagan said that no matter how long a person has been
“We live in a difficult time today. Young adults are getting
bombarded but they may
with messages from not
media,know how
clothing, their to quit or have
peers
longevity,”
smoking, said
community.”
it’s never too late Fagan.
to quit. “Smoking
She suggested calling
1-800-QUIT-NOW or visiting www.smokefree.gov to find ill and dying,” she said.
iting
to zero risk, but www.smokefree.gov
you can reduce your chances to offind
becoming
and their partners
access – messages that encourage
to resources and glorify
to help them quit.” is addictive.
resources to help. “Quitting Smokers
smoking early need help,
in life decreases resources can be helpful.
the chances of smoking-related illnesses. You can’t go back
to but they
but youmay not yourknowchances ofhow toFagan, who “Quitting smoking early in lifehopes to
unsafe sexual practices,” Sweet Jemmott said. “There are too zero risk, can reduce becoming takes time to meditate in the morning,
many negative messages out there. I try to get them to look
at the right message.” quit or have access to resources continue
ill and dying,” she said.
to decreases
to help buildthe chances
research ofinsmoking-
capacity tobacco control.
Fagan, who takes time to meditate in the morning, hopes to “I truly enjoy mentoring young women scientists. It’s
help them quit.” related illnesses. You can’t to back
continue to help build research capacity in tobacco control. important to pass on the torch,” she said. “If we can build
Her message is clear: Go out and get tested. “Get tested “I truly The Centers
enjoy mentoring young for
women Disease
scientists. It’sCon- to zero risk, but you canshift
reduce
every six months. When it comes to HIV and AIDS, the important to pass on the torch,” she said. “If we can build our research capacity, ultimately we can the paradigm
earlier the diagnosis the better. The faster you receive treat- ourtrol
researchand Prevention’s
capacity, ultimately we can shift Surgeon
the paradigm on how we your chances
address of becoming
tobacco-related ill and
health disparities.”
on how we address tobacco-related health disparities.”
ment, the better your health outcomes will be,” she said. General’s Report states that smok- dying,” Fagan said.
ing and tobacco use can cause Dr. Fagan hopes to build
cardiovascular disease and stroke; research capacity in tobacco
respiratory disease; and infertility; control. “I truly enjoy mentor-
FACT
About 8.6 million
as well as leukemia, and cancers ing young women scientists. It’s
FACT

July
FACT people in the United of the kidney, pancreas, uterine important to pass the torch,” she
By the end
About ofhave
8.6States December
million at least
2006 STAGE OF LIFE – Young Adult

June
cervix, larynx, oral cavity, pharynx, said.“If we can build our research

July 2006
2003, 195,891 African
one serious illness
people in caused
died.
the United
Americans withby AIDS
States have at least
smoking.

SUNDAY
one serious illness
had
2006 MONDAY TUESDAY
STAGE OF LIFE – Young Adult
STAGE OF LIFE – Young
WEDNESDAY
Adult
THURSDAY
esophagus, bladder and stomach.
FRIDAYThrough research,
hopes to stimulate new ways to
SATURDAY Dr. Fagan
capacity, ultimately we can shift
the paradigm on how we address
tobacco-related health disparities.”
caused by smoking.
SUNDAY MONDAY TUESDAY WEDNESDAY THURSDAY 1 FRIDAY SATURDAY
1889: Frederick Douglass named U.S.
SUNDAY MONDAY TUESDAY WEDNESDAY THURSDAY Minister to Haiti. FRIDAY SATURDAY

2 3
1872: Elijah McCoy patents first self-lubricating
locomotive engine. The quality of his inventions
helped coin the phrase “the real McCoy.”
1688: The Quakers in Germantown,
Pennsylvania, make first formal protest
against slavery.
4 5
Independence Day
1900: Traditional birthdate of Louis
“Satchmo” Armstrong, jazz pioneer.
1 2 3
6 7 8
1892: Andrew J. Beard patents rotary engine.
1991: Nelson Mandela elected president of
1957: Althea Gibson wins women’s singles
title at Wimbledon, first black to win tennis’s
1968: Henry Lewis becomes first black musical
1948: Cleveland Indians sign pitcher
director
1971: Samuel L. Gravely Jr. becomes first
1943: Faye Wattleton, first black director
of an American symphony orchestra of PlannedAfrican
Leroy “Satchel” Paige.
American admiral in U.S. Navy.
Parenthood, born.
1
1890: L.H. Jones patents corn harvester.
1904: Charles R. Drew, who developed
— New Jersey Symphony. 1889:
process for preserving Frederick
blood plasma,Douglass
born. named U.S.
the African National Congress. most prestigious award. 2000: Venus Williams wins women’s singles
championship at Wimbledon. Minister to Haiti.

9 10 11 12 13 14 15
4 1893: Dr. Daniel Hale Williams performs
first successful open-heart operation. 51875: Educator Mary McLeod Bethune,
founder of Bethune-Cookman College, born. 6
1905: W.E.B. DuBois and William Monroe
Trotter organize the Niagara Movement, 7
1937: Actor, comedian Bill Cosby born.
1949: Frederick M. Jones patents cooling
1965: Thurgood Marshall becomes first black
appointed U.S. solicitor general. 8 1951: George Washington Carver Monument,
first national park honoring a black, is dedicated 9
1867: Maggie Lena Walker, first woman and
first black to become president of a bank, born. 10
1967: Bill Cosby receives an Emmy Award 1987: Dr. Mae C. Jemison becomes first a forerunner of1831: First annual People
the NAACP. of Color
systemconvention
for food transportation 1917:
vehicles.Poetess Gwendolyn Brooks, first black 1953:in Supreme Court ruling bans discrimination
Joplin, Missouri. 1962: W.W. Braithwaite, poet, anthologist 1854: James Augustine Healy, first black
2 for his work in the television series I Spy.
1972: Activist Angela Davis acquitted
3
African American woman astronaut. 4
held in Philadelphia. 5
to win the Pulitzer Prize (poetry, 1950), born. 6
in Washington, D.C., restaurants. 7
and literary critic, dies in New York City.
1995: Lincoln J.
8
Roman Catholic bishop, is ordained a priest
1872: Elijah McCoy patents first self-lubricating 1688: The Quakers in Germantown, Independence Day 1892: Andrew J. Beard patents rotary engine. 1957: Althea Gibson wins women’s singles 1948: Cleveland Indians sign pitcherin Notre Dame Cathedral.
Ragsdale, pioneer fighter 1943: Faye Wattleton, first black director
of all murder and conspiracy charges. pilot of World War II, dies.
locomotive engine. The quality of his inventions Pennsylvania, make first formal protest 1900: Traditional birthdate of Louis 1991: Nelson Mandela elected president of title at Wimbledon, first black to win tennis’s Leroy “Satchel” Paige. of Planned Parenthood, born.
16 17 18 19 20 21 22
helped coin the phrase “theA.real
1822: Violette McCoy.”
Johnson, first black woman against slavery.
1959: Singer Billie Holiday dies. “Satchmo”
1899: L.C. Bailey issued Armstrong,
patent for the folding bed. jazz
1925:pioneer.
Paris debut of Josephine Baker, the African National
1950: Congress.
Black troops (24th Regiment) win first most
1896: Mary prestigious
Church Terrell electedaward.
first presi- 1939: Jane M. Bolin of New York City 2000: Venus Williams wins women’s singles
to practice before the U.S. Supreme Court, born. 1998: African American Civil War Soldiers entertainer, activist and humanitarian. U.S. victory in Korea. dent of National Association of Colored Women. appointed first black female judge. championship at Wimbledon.
1862: Anti-lynching activist Ida B. Wells- Memorial dedicated, Washington, D.C.
11 Barnett born. 12 13 14 15 16 17
1964: Nelson Mandela sentenced to life 1963: Medgar W. Evers, civil rights leader, 1967: Thurgood Marshall nominated to Flag Day 1913: Dr. Effie O’Neal Ellis, first black woman 1970: Kenneth A. Gibson elected mayor of 1775: Minuteman Peter Salem fights
imprisonment by South African government. assassinated in Jackson, Mississippi. Supreme Court by President Lyndon Johnson. 1864: Congress rules equal pay for all soldiers. to hold an executive position in the American Newark, New Jersey, first African American in the Battle of Bunker Hill.
9 23 10
24 25 11 26 12 27
1927: George Washington Carver patents 28 13
Medical Association, born. 29 14
mayor of a major Eastern city. 15
1893: Dr. Daniel 1962:
HaleJackie
Williams performs
Robinson becomes first black 1875: Educator Mary
1807: Shakespearean McLeod
actor Ira Bethune, 1916: Garrett Morgan,
Aldridge born 1905: W.E.B.
inventor of the DuBois
gas and1948:
William Monroe
President Harry S. Truman issues 1937: Actor,
1880:comedian
process of producing paints Bill Cosby
Alexander P. Ashbourne
and stains. born.
patents 1868: 14th 1965: Thurgood
Amendment, Marshall
granting blacks becomes
1895:first black Conference1951:
First National George Washington Carver Monument,
of Colored 1867: Maggie Lena Walker, first woman and
baseball player in the major leagues inducted in New York City. mask, rescues six people from gas-filled Executive Order 9981, ending segregation process for refining coconut oil. full citizenship rights, becomes part of Women Convention held in Boston.
first successful open-heart operation.
into baseball’s Hall of Fame.
founder of Bethune-Cookman College, tunnel
born.in Cleveland,Trotter
Ohio.
organize the Niagara Movement,
in armed forces.
1949: Frederick M. Jones patents cooling appointed U.S. solicitor general.
the Constitution.
first national park honoring a black, is dedicated first black to become president of a bank, born.
a forerunner of the NAACP. system for food transportation vehicles. in Joplin, Missouri.

18 19 20 21 22 23 24
Father’s Day 30 31
1865: Blacks in Texas are notified of 1953: Albert W. Dent of Dillard University elected 1945: Col. Benjamin O. Davis Jr. becomes first 1897: William Barry patents postmarking 1940: Sprinter Wilma Rudolph, winner of three 1964: Carl T. Rowan appointed director
1942: Harvard 1822: James Varick
University becomes
medical first bishop of
student 1874: Rev. Patrick
Emancipation Francis Healy inaugurated
Proclamation, issued president of the National Health Council. black to command an Army Air Corps base. and cancelling machine. gold medals at 1960 Summer Olympics, born. of the United States Information Agency.

16 African Methodist Episcopal Zion Church.

Bernard Whitfield Robinson commissioned
as the Navy’s first black officer.
1822: Violette A. Johnson, first black woman
to practice before the U.S. Supreme Court, born.
1862: Anti-lynching activist Ida B. Wells-
17president of Georgetown University,
in 1863. “Juneteenth” marks the event.
Washington, D.C.
1959: Singer Billie Holiday dies.
18 19 20 21 22
1899: L.C. Bailey issued patent for the folding bed. 1925: Paris debut of Josephine Baker, 1950: Black troops (24th Regiment) win first 1896: Mary Church Terrell elected first presi- 1939: Jane M. Bolin of New York City
1998: African American Civil War Soldiers entertainer, activist and humanitarian. U.S. victory in Korea. dent of National Association of Colored Women. appointed first black female judge.
Memorial dedicated, Washington, D.C.

25
Barnett born. 1973: First U.S. federal restriction on 26 27 28 29 30
1941: Franklin D.smoking. Officials
Roosevelt issues rule
executive all airlines
1975:must create
Dr. Samuel Blanton Rosser becomes first 1991: Supreme Court Justice Thurgood 1864: Fugitive slave laws repealed by Congress. 1886: Photographer James Van Der Zee born. 1921: Charles S. Gilpin awarded Spingarn
order establishingnonsmoking sections.
Fair Employment Practices African American certified in pediatric surgery. Marshall announces his retirement. 1911: Samuel J. Battle becomes first black Medal for his performance in Eugene O’Neill’s
Commission. policeman in New York City. Emperor Jones.
23 24 25 26 27 28 29
1962: Jackie Robinson becomes first black 1807: Shakespearean actor Ira Aldridge born 1916: Garrett Morgan, inventor of the gas 1948: President Harry S. Truman issues 1880: Alexander P. Ashbourne patents 1868: 14th Amendment, granting blacks 1895: First National Conference of Colored
baseball player in the major leagues inducted in New York City. mask, rescues six people from gas-filled Executive Order 9981, ending segregation process for refining coconut oil. full citizenship rights, becomes part of Women Convention held in Boston.
into baseball’s Hall of Fame. tunnel in Cleveland, Ohio. in armed forces. African American History Calendar the Constitution.
www.aetnaafricanamericancalendar.com

30 31
1822: James Varick becomes first bishop of 1874: Rev. Patrick Francis Healy inaugurated
African Methodist Episcopal Zion Church. president of Georgetown University,
Washington, D.C.

The red ribbon became an international symbol of AIDS

1973: First U.S. federalawareness
restrictionduring
on 1991. The organization Visual AIDS in New
smoking. Officials rule York, together
all airlines with
must Broadway Cares and Equity Fights AIDS,
create
established the wearing of a red ribbon as something that
nonsmoking sections.
signified support for people living with HIV/AIDS.
African American History Calendar
www.aetnaafricanamericancalendar.com

African American History Calendar

www.aetnaafricanamericancalendar.com
 Diversity Works! | July 2006 | 17

Lashana,
Wal-Mart Associate,
Tutor

Keya,
Student

We believe that valuing differences

is fundamental to our success.
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.”

©2005 Wal-Mart Stores, Inc.

18 | July 2006 | Diversity Works!
 Diversity Works! Employer Partners
 Directory
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 guar-
anty insurance. Life insurance and retire-
ment services and the most extensive global
network of any life insurer, AIG is the most
profitable U.S. life insurance organization.
and a retirement services franchise that in-
cludes leadership positions in the U.S. fixed
and variable annuity markets and a growing
international network.
http://www.aig.com/gateway/home
Citigroup values a
work environment
where diversity is
embraced, where people are promoted on
their merits, and where people treat each
other with mutual respect and dignity.
Around the world, we are committed to 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.
www.citigroup.com
Enterprise
Rent A Car,
an $8 billion
international transportation leader, is the largest
rental car company in the U.S. in fleet size and
locations. A candidate can expect to start as a
Sales Management Trainee learning all of the
facets of how to run our business, including
management, customer service, administration,
and sales/marketing. The combination of our
100% promotion from within policy and the
upcoming expansions in the San Diego area
has created dynamic opportunities for growth.
Upon successful completion of the Management
Trainee Program, candidates have the opportu-
nity to grow into management positions within
their first year with the company. If you are in-
terested in career opportunities with Enterprise,
apply online at www.enterprise.com.
Dee Dee Andrews, Regional Recruiter.
http://www.erac.com/recruit/
American Airlines and American Eagle
carriers serve almost 250 cities all over the
globe with more than 3,600 flights per day.
Earning our title as the largest airline in the
United States and the largest regional air
carrier in the world has resulted in a history
rich in achievement. With a combined fleet
of over 850 aircraft, the best employees in
the world, the oldest and largest frequent
flyer program - AAdvantage®, and The
TurnAround plan, we will achieve our
objective of being the world’s leading
airline.
http://www.aacareers.com
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
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and partners naturally stimulates a diver-
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growth and vitality of all Cox stakeholders.
http://www.cox.com/CoxCareer/
The Federal Bureau of Investi-
gations is like no other career
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a daily impact on the nation’s security and the
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to uphold the law through the investigation of
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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.
www.fbijobs.com
“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 fulfill
their potential without artificial 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
Officer, Bank of America.
We are proud of Bank of America’s
legacy as a leader in corporate diversity and
in equal employment opportunity. At Bank
of America, we work to foster an inclusive
corporate culture and an environment free
of discrimination or harassment.
http://www.bankofamerica.com/careers/
Join our
growing
retail
company.
We value the talents each employee brings
to Cost Plus World Market, and highly
encourage internal growth opportunities
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of benefits to our employees including:
Medical/Dental/Vision, a generous
Employee Discount, 401k with matching
program, Paid Holidays, Sick Pay and
Vacation & many others. Cost Plus World
Market is an equal opportunity employer.
www.worldmarkets.com
Considered the
founder of the
biotechnology industry, Genentech has been
delivering the promise of biotechnology for 30
years, using human genetic information to dis-
cover, develop, commercialize and manufacture
biotherapeutics that address significant unmet
medical needs. Today, Genentech is among the
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products on the market for serious or life-threat-
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the pipeline. With its strength in all areas of the
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Genentech’s commitment to diversity is a
commitment to providing an environment where
each individual is respected, honored and sup-
ported, and is rewarded on the basis of personal
achievement and contribution. (760) 231-2440
directly at: www.gene.com/careers/
Cardinal Health is
the world´s leading
contract manufac-
turer of health and
nutrition products. We offer a wide range of
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standardized procedures and processes. Our in-
ternational presence allows easy access anywhere
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Cardinal Health offers customers practi-
cal solutions to address the most critical issues
affecting health care: cost, time-to-market,
talent shortage and medication safety. We define
diversity as openness and appreciation for ideas
that are different from one’s own. We see it as a
business imperative.
Cardinal Health is committed to a work-
force that is free of discrimination. We respect
differences in culture, ethnicity, gender, sexual
orientation, and race. We are committed to
equal opportunity. To learn more about Cardinal
Health, visit us at: www.cardilan.com
Cubic’s
tradition of
innovation
continues into
the 21st century as Cubic’s cutting-edge research
and development holds promise for customers
worldwide. Today, the company’s two major seg-
ments - the Defense Group and the Transporta-
tion Systems Group - have become world leaders
in their respective industries with leading edge
technologies.
Since its founding in 1951, Cubic has helped
make a difference in the San Diego community
by supporting a wide range of nonprofit organi-
zations whose issues and values are aligned with
corporate interests and employee values.
www.cubic.com
Hawthorne
Machinery Co.
has been the
exclusive Caterpillar dealer serving San Diego
County since 1956. The company’s territory also
includes Northern Baja California, the Hawai-
ian Islands, Tonga, Samoa, Guam and Saipan.
Hawthorne Machinery Co. offers a complete
line of new and used Caterpillar® and other
quality brand equipment, service contracts, field
service, repairs, custom fabrication, CAT factory
authorized engine service and rebuilding, and
the most modern service and testing facilities.
We currently have 23 positions available. Visit:
www.hawthorn.cat.com for details.

For information on becoming a Diversity Works! Employer Partner
Call (619) 266-6244 or email diversityworks@sdul.org
Think 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:
http://www-03.ibm.com/employment/
Lockheed
Martin is a
corporation
of 125,000 employees engaged in some of the
most important projects in the U.S. and around
the world. We live and work as good citizens
in communities where employees take special
pride in volunteering to serve for the betterment
of all. As such, the Lockheed Martin team is
naturally diverse—encompassing people of all
shapes, colors, perspectives, ages, religions and
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We have varied backgrounds, opinions,
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as individuals. Though different, we share
one thing in common. We are linked in some
way to the same enterprise. Collectively, we
contribute to missions of profound significance
to the security and advancement of the world.
We create products and solutions that improve
communities, save lives and protect principles
like liberty and tolerance that we hold so dear.
www.lockheedmartin.com
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.
www.neighborhoodnationalbank.com
Integrits
Corporation is
a progressive
Information Technology (IT) services firm 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 offering the following
job opportunities:
C41 Test Engineers & Analysts
TADIL Communications Engineers
Information Assurance Project Leads
IT Business Consultants
IT Infrastructure Analysts
IT Administrators & Analysts
Visit our website at: www.integrits.com
The 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 distinct
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, politi-
cal and industry association events.
Contact us: Loews Hotels, 667 Madison
Ave., New York, NY 10021 (212) 521.2000
http://www.loewshotels.com/
The Padres believe that all
persons are entitled to equal
employment opportunity and
the Club does not discriminate
against qualified employees
or applicants because of race,
color, religion, sex, pregnancy, national origin,
ancestry, citizenship, military status, age, marital
status, sexual orientation, gender identification,
physical disability, mental disability, medical
condition, or any other characteristic protected
by federal, state or local law. Equal employment
opportunity will be extended to all persons in all
aspects of the employer-employee relationship,
including recruitment, hiring, upgrading, train-
ing, promotion, transfer, discipline, layoff, recall,
and termination.
www.padres.com
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.
www.kaiserpermanentejobs.org/
“Prepare to become Inspired”
http://kgim.blackportal.com
We understand
that a sound
diversity
program is a
critical component of our values and our success.
In order to realize our vision of being the best
worldwide provider of higher-value staffing
services and the centre for quality employment
opportunities, we must continuously dare
to innovate and be pioneers. That means
reflecting the diversity in our markets and in our
communities.
www.manpowerprofessional.com/sandiego/
Qualcomm innova-
tions reflect the smart
and creative individuals and teams that have
made us the leader in our industry. Many of
those innovations turn into patents—over 3,000
issued or pending. We’re looking
for thinkers with the desire and
initiative to make an impact on
our company and the wireless
evolution. We thrive on ideas and perspective
evident in a diverse and multinational workforce.
Diversity plays an integral role in our global
viewpoint and provides an atmosphere that fos-
ters the kind of free-flow 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/
Diversity Works! | July 2006 | 19
At Kyocera
Wireless
Corp. we
value exploration, innovation and achieve-
ment in our employees. We take pride
in our diverse work force and provide an
internal climate that encourages a global
approach to business. By matching the most
talented individuals with the resources they
need to succeed, we’ve created an environ-
ment that promotes change, growth and
creativity. Competitive compensation and
benefits teamed with exceptional training
are available to those with the skills and
motivation to make a difference.
www.kyocera.com/kai
National University
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.
The University does not unlawfully discriminate
on the basis of race, color, religion, sex
(including pregnancy, childbirth, or related
medical conditions), national origin, ancestry,
age, physical disability, mental disability, medical
condition, family care status, veteran status,
marital status, sexual orientation, or any other
basis protected by state or federal laws.
http://www.nu.edu/
For 37 years, Science
Applications International
Corporation (SAIC), the
nation’s largest employee
owned engineering and research company, has
worked on solving some of the most complex
technical problems facing our nation and the
world – challenges in national and homeland
security, energy, the environment, space,
telecommunications, health care, and logistics.
Our continuous growth and our success,
providing world-class systems integration,
information technology and eSolutions to
customers, worldwide, is a credit to our staff
– many of whom are the best and the brightest
in their fields. And we help our employees
stay the best and the brightest with highly
praised training, education, and professional
development programs.There are currently 105
positions available in San Diego in the following
categories:
Apply at www.saic.com/career/find.html
20 | July 2006 | Diversity Works!

 Diversity Works! Employer Partners

 Directory
The San Diego
Sheriff’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 difference. The San
Diego Sheriff’s Department’s goal is to
provide the highest level of professional
public service to the wide range of ethnic
and culturally diverse groups that make up
San Diego.
www.sdsheriff.net/jobs/
Diversity is not
only a corporate
commitment
to respect the
differences
among people,
but also the recognition that those differences
are a strength. Diversity is a source of power
that has a positive effect on our customers and
helps us to make the most of business 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
www.sempra.com/careers.htm
The 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
www.signonsandiego.com
San Diego
National Bank
has often reflected
the characteristics
of a big family — quite extraordinary for
a bank. But, it is not so extraordinary,
considering the type of staff, management
and board of directors that SDNB has
attracted and enjoyed. Our success is a
direct result of the type of customers our
company serves. We have been very grateful
for the support and loyalty our customers
have brought us.
www.sdnb.com

Recipient of the Urban League’s

2005 President’s Award For Diversity

SDSU The Scripps Research Solar Turbines As a global

Foundation
has been
organized to
function as a self-contained private corpo-
ration, separate from the University, yet
integrated into the goals and programs of
San Diego State University (the University)
and responsible for the accomplishment of
certain University objectives. SDSU Foun-
dation is responsible for many activities that
require financial support not provided by
the State. These activities occur in all three
areas of University life including: instruc-
tion, research and community service.
www.foundation.sdsu.edu
Institute is one of the
largest, private, non-
profit 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 func-
tions with chemical synthesis.
www.scripps.edu
is a world lead-
ing producer of
mid-range industrial gas turbines for use in
power generation, natural gas compression,
and pumping systems. It provides full prod-
uct support, equipment supply, financing,
plus installation and operation and mainte-
nance capability. http://esolar.cat.com/solar/
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 Affirmative Action (AA)
for Minorities (M), Women (F), Individu-
als with Disabilities (D), and Veterans (V).
www.sonyjobs.com
corporation,
Edison Inter-
national makes
every effort to ensure that our suppliers and
work force reflect our multicultural marketplace.
As a community partner, Edison International
works closely with low-income, minority, and
women’s groups to advance their employment
opportunities, educational needs, and economic
development. Edison International’s commit-
ment to diversity and equal opportunity is evi-
dent throughout the organization. Minority and
female representatives currently comprise 25% of
Edison International’s Board of Directors.Edison
International’s largest operating company, South-
ern California Edison, promotes equal oppor-
tunity and diversity with leadership programs,
diversity recruiting, and supplier diversity goals.
The result of these efforts is evident in SCE’s
ranking, for the sixth consecutive year.
www.edisonjobs.com

Membership as Diversity Works! Employer Partner brings social benefits...

As one of over 57,000
employers in the region
we’re counting on your
support to help make
Diversity Work! here
in San Diego.
For over 50 years, The Urban League of
San Diego County (ULSDC) has assisted
many of its citizens in preparing for and
finding meaningful employment. For most of
that time, you, our area employer, has assisted
us along the way. And now more than ever,
your cooperation is needed to help us meet
our mission.
That’s why we’re asking you to become a
Diversity Works! Partner (DWP).
According to research by the Hudson
Institute, a nationally recognized social
trends think tank, within the next 10 to 15
years, changing demographics, technological
find, and if necessary, develop scarce and
diverse human resources. For example, the
year. This is not a donation, but an investment
and a smart business move. It will provide
advances, and economic globalization will online Diversity Job Bank (www.ulsdcjobs. you with unlimited posting/reviews at the
shape the workplace. The United States work net) has attracted over 1000 job seekers. And Job Bank, mention in our Diversity Works!
force will continue to expand, although at a the students who attend our workshops magazine, coverage as a featured employer
much slower rate. However, its composition undergo behavior modification training in on our web site, and discounts on upcoming
will shift to a more
balanced distribution
conjunction with our
award-winning work
career fairs.
To facilitate answering your questions,
by age, sex, race or
ethnicity.
“We’re asking you to readiness and diversity we conduct monthly luncheon seminars to
become a Diversity Works! training, producing explain the benefits of the DWP initiative
Keeping pace outstanding results. here at The League’s corporate office at 720
with these changing Partner (DWP)...as an This combination Gateway Center Dr., San Diego, CA, 92102.
workplace dynamics investment and a smart produces employees Please RSVP to Barbara Webb, Deputy
-- while implementing who are truly work Director, (619) 266-6232. Space is limited
the mandate of our business move.” ready. Consequently, as and for lunch, we need to hear from you.
mission to assist our employer investor- Here’s to the continued success of our
African-Americans and other under served partner, you will benefit not only from finding social venture partnership, which leads to the
to achieve social and economic equality highly qualified job candidates in our job next subject...
-- ULSDC has strategically positioned itself to bank, but prospective employees who attend Diversity Work’s Employer Partners
better serve San Diego through our Diversity our workshops are also prepared attitudinally are also Social Venture Partners (SVP). As it
Works! Initiative. to enter the workplace. applies here, SVP’s are employers/profession-
Through Diversity Works! we help you We are asking you to invest just $1200 a als looking for a way to invest their time,
F
 Diversity Works! | July 2006 | 21

For information on becoming a Diversity Works! Employer Partner

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

At Starbucks, Sycuan is more We believe that the Union Bank of

diversity than just a business
is a way of enterprise. Sycuan is
life. It is the
a community of people working together
core of our culture and a foundation for the toward a common goal. Whether you work
way we conduct business. Our goal is to in our beautiful, state-of-the-art Casino or
attract and retain a workforce that reflects become a staff member in one of our other
the world, to develop policies and practices enterprises, you will be part of the Sycuan
that fully utilize the human potential and to family. In addition to the Casino, Sycuan
create hopes, fulfill dreams and build equity operates a Fire Department, Medical Clinic,
in our partners, neighborhoods and Dental Clinic, Day Care Center, Tribal
communities. www.starbucks. Police Department, Learning Center, and
com/jobs/
Kumeyaay Community College. We cur-
rently 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.
http://www.sycuan.com/sycuan_casino/
human_resources.html
Winner of the Urban League’s
2005 President’s Award for Diversity
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 evident
at all levels in the company in the way we
listen and respond to our customers, our
community and each other.
http://www.thehartford.com/
California is proud
to play an integral
role in the many
diverse communities we serve. Our bankers have
the language and cultural skills to help you with
your personal and business banking needs every
step of the way. We make a concerted effort to
support these communities both as a financial
institution and as a good neighbor.At Union
Bank of California, our people are our greatest
asset. Our employees come from many differ-
ent backgrounds, bringing with them different
experiences and perspectives, which are the key
to our success. We strive to build an employee
group that understands and reflects the diverse
communities we serve through our 319 of-
fices. Our efforts have been recognized by the
U.S. Department of Labor, as well as Fortune
Magazine, who, for two years in a row, ranked
us among the top ten companies for diversity in
the workplace. For more information about our
company’s history, visit our website.
Visit: http://cce.uboc.com/ to learn more.

We are the Our commitment Viejas offers its Wells Fargo

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

...while Social Venture Partners unite for diversity through League programs
skills and resources in under served communi-
ties with a goal to achieve a specific outcome.
Our SVP’s work through The League to
make a hands-on difference. As a Diversity
Works! SVP you help to deliver programs and
services and build the organizational capacity
of the agency.
In turn, we are able to leverage your
investment by offering needed services to
constituents throughout the county in the
areas of education, employment and housing.
Corporate membership with The Urban
League of San Diego County for one year
includes the following benefits:
1. Unlimited job posting and resume
reviews in the Diversity Job Bank for one
year (www.ulsdcjobs.net)
2. Featured Employer in the DW! Job
Bank for the entire year.
3. Corporate logo displayed in special
DW! Partners section on the website
4. Your own web page on our site featur-
ing your company’s profile and current jobs. on a first come first served basis. available to promote your company’s
5. Live links to other job boards such as 11. Discounts on booths at the annual diversity efforts via The League’s media
monster.com or careerbuilder.com, which Career Fair, and at Career Zones held in channels
automatically pulls the jobs posted on these conjunction with other civic events such 17. Eligibility to compete for the Presi-
other job boards into your profile with us. as the Heritage Day Parade which usually dent’s Award for Diversity and attendance
No need to enter the same jobs in several draws 10,000. at The League’s annual Equal Opportunity
places. 12. “Hot Job” notices Awards dinner gala in the fall.
6. Five featured jobs sent out via our 18. Participation at our monthly
each year in the Job Employment Network Employers Diversity Networking luncheons,
Bank. “We treat our email distribution usually featuring a 30 minute presentation
7. Listing in the DW! corporate members system. by a diversity professional on diversity
Employer Partners direc- 13. Direct marketing related topics of the day.
tory in the magazine like investors.” to the Urban Market 19. National recognition for being
8. Possible feature via our DW! Employ- proactive in diversity.
articles in the DW! ment Guide and email 20. Access to over 150,000 people of
magazine about your company’s diversity blasts. color via our Employment Network.
outreach efforts. 14. Listing as an Investor in the DW! 21. Socially connect with communities
9. Your company profile and job listings Work Readiness Workshops class materials. of color and enhance your cultural compe-
(5) in DW! Employment and Career Guide, 15. Directly recruit graduates from tency and awareness.
a monthly mailing to 300 affinity groups. workshops and receive invitations to 22. Meet your company’s EEO require-
10. Free booth at quarterly Mini-Career graduation ceremonies. ments for outreach and involvement
Fairs held at The League’s corporate office, 16. Other promotion vehicles may be (DOL-OFCCP).
22 | July 2006 | Diversity Works!

 Affinity Groups
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

 Directory
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.

Affinity Group Partners

The Affinity Group Partners below work closely with The League through the Employment Network by referring their constituents to our job bank.

Greater San Diego Greater San

Blacks In Government
San Diego Chapter
The Greater San Diego
Chapter of Blacks in
Government (BIG), as a
501(C)3, non-profit, civil rights organiza-
tion, is dedicated to eliminating discrimina-
tion and racist acts in all forms, against ALL
people, but especially African-Americans,
in all government agencies; whether it is
a city, county, state or federal government
agencies.
Warm Spirit
Independent
Consultants
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. “The heart and
soul of Warm Spirit is empowering people
to care for themselves and to nurture their
potential within.”
NAACP Metro
San Diego Branch
The 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 elimi-
nate racial hatred and racial discrimination.
The 100 Black Men
of San Diego
An affiliate of the
100 Black Men of
America, this group
improves the quality of life of San Diego
city residents we serve. Our programs
enhance educational and economic oppor-
tunities for African-Americans, and African
American youth in particular.
NAACP Metro
North County Branch
The 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.
Students In
Free Enterprise
The Mission of SIFE is to
provide college students
the best opportunity to
make a difference and
develop leadership, teamwork and commu-
nication skills through learning, practicing
and teaching the principles of free enter-
prise. Visit: www.sdsife.com
Diego Business
Development
Council
Its mission is to
expand business opportunities for minor-
ity business enterprises and create mutually
beneficial links between corporate members
and minority business enterprises. The ulti-
mate outcome is to add economic value to
the supply chain while increasing economic
opportunities for the minority business
community.
Visit us at: www.gsdbdc.org
National Society of
Black Engineers
Alumni Extension
NSBE’s mission is to
increase the number of
culturally responsible African-American
engineers who excel academically, succeed
professionally and positively impact the
community.

URBAN LEAGUE of san diego county YOUNG PROFESSIONALS

Now that you’ve made it and are

part of the professional business
world, it’s time to give back to
your community and help our
young kids move forward.

Visit www.ulsdc.org
to learn how you can join
The League of Young Professionals.

For information on becoming a Diversity Works! Affinity Partner
Call (619) 266-6244 or email diversityworks@sdul.org
Affinity Groups in San Diego
100 Black Men of San Diego
African American Business Women of Vision
African American Chamber of Commerce
African American Writers & Artists, Inc. SD
Alpha Chi Omega
Alpha Delta Pi (University of San Diego)
Alpha Kappa Alpha Sorority
Alpha Phi
Alpha Phi Alpha Fraternity
Alpha Phi Gamma Sorority
Alpha Pi Sigma Sorority
Alpha Psi Rho Fraternity
Alpha Tau (San Diego City College)
American Indian Science and Engineering Society
Asian American Journalists Association
Asian Business Association of San Diego
Asian Pacific Islander Caucus (SDSU)
Association of African American Educators
Assn. of Hispanic Advertising Agencies
Assn of Latino Professionals in Finance and Accounting
Barrio Station
Beta Omega Phi Fraternity
Beta Theta Pi (University of San Diego)
Blackdiego.com
BlackPortal.com
Black Contractors Association (BCA)
Blacks in Government
Black Men United
Brothers Inc.
California Chicano News Media Association
California Council for the Humanities
Centro Cultural de la Raza
Chicano Federation
CNET-Community Network
Conference on Asian and Pacific Islander Leadership
Delta Sigma Psi Sorority
Delta Sigma Theta Sorority
Delta Tau Delta (University of San Diego)
Diversity Training University International
Earl B. Gillim Bar Association
Federal Asian Pacific American Council
Filipino American Lawyers of San Diego
Gamma Phi Beta
Gamma Phi Epsilon Fraternity
Gamma Zeta Alpha Fraternity
Affinity Groups
Hispanic Alliance for Career Enhancement (HACE)
Hispanic American Chamber of Commerce
Hispanic Association on Corporate Responsibility
HispanicBusiness.com
Hispanic Employee Council of Foreign Affairs Agencies
Hispanic Employment Program Managers Council
Hispanic Engineer National Achievement Awards
Hispanic National Bar Association
Jack & Jill Club of San Diego
Kappa Alpha Theta
Kappa Kappa Gamma
Lambda Chi Alpha
Lambda Sigma Gamma Sorority
Lambda Theta Alpha Sorority
Latino Builders Association
Latin Business Owners of America
League of United Latin American Citizens
Links Incorporated
Local Council for Latin American Advancement (LCLAA)
MANA
Million Man March Local Organizing Committee
Multicultural Convention Services Network
National Association for the Advancement of Colored People
(NAACP- San Diego)
National Association for the Advancement of Colored People
(NAACP- North County)
National Association of the Advancement of Hispanic People
(NAAHP)
National Society of Black Engineers -SDSU
National Society of Black Engineers
National Association of Black Journalists
National Association of Colleges Employers
National Association of Hispanic Journalists
National Association of Hispanic Nurses
National Association of Social Workers
National Black MBA Association
National Black Law Students Association
National Council of La Raza
National Council of Social Studies
National Organization for the Professional Development of
Black Chemists & Chemical Engineers (NOBCChe)
The National Organization of Black Law Enforcement Execu-
tives (NOBLE)
National Pan-Hellenic Council
National Sales Network (NSN)
Diversity Works! | July 2006 | 23
 
Directory
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
Society of Hispanic Professional Engineers
Trans Africa Forum
UCSD Black Staff Association
UJIMA Network (UCSD)
United Sorority and Fraternity Council
Upsilon Kappa Delta Sorority
Urban Economic Corporation
Urban League of San Diego County
Urban League of San Diego County Guild
Urban League of San Diego County Young Professionals
The Urban Financial Services Coalition - San Diego
Women in Technology International
Women Inc.
Zeta Phi Beta Sorority

24 | July 2006 | Diversity Works!
Career Development
Move on in your career: straight talk
By Eileen Chalmin
To move or not to move, that is the
question and there’s nothing noble about it.
It’s truly a daunting, overwhelming decision
whether or not to relocate and you will live
with the repercussions of this choice for a
long time.
There are so many unknowns and chal-
lenges, so be as thoughtful and prepared as
possible.This is not a time to take unnec-
essary chances; it is a time to do all your
homework before you make that decision
Informed is the key word here. Getting
informed takes time and effort, but do meet
the challenge. Investigate everything about
the company, job offer, growth opportu-
nities, geographic area, support agencies,
transportation options, and other factors.
For an individual with a disability, it
is even more important to investigate all
your options before you actually accept a
new job, especially in another city, state, or
country. I have always cautioned against
disclosure about your disability unless
and until it is necessary, but in the case of
relocation, it is critical you not only disclose,
but investigate all the facts.
A Good Fit First...make sure the job
is a good fit as this career opportunity will
provide your financial support and you
Adult Basic Education Service
HOURS OF OPERATION
MONDAY THRU FRIDAY
8:30AM-11:30AM
FOR MORE INFORMATION
PLEASE CALL
(619)263-8196
Funded by
DiversityWorks!
Employer Partners
and the
want it to last. Find out
about growth opportuni-
ties and the willingness
and ability of the company
or government agency to
accommodate your disabil-
ity. Call the local Chamber
of Commerce and ask a
representative to send you
information on transporta-
tion, civic, social, and local
agencies dedicated to your
disability as well as housing
options. Ask the representa-
tive about your proposed
company and if the employer has a reputa-
tion for being disability friendly.
As best as you can, figure out the physi-
cal requirements of your new job and what
accommodations you may need to perform
all the tasks. Contact the local agencies
that deal with your disability and enlist
their help. If you need assistance on the
job to execute certain tasks, arrange these
accommodations with the human resources
department in advance as well. The com-
pany may be able to help you rearrange
workstations, improve accessibility, and
even purchase equipment, but, if possible,
utilize local and state agencies that have
Jumpstart
Is a Computer-Based AdultBasic Educa-
tion Service operated by the Urban
League of San Diego County designed to
assist individuals in improving their basic
skills in reading, writing, math, English,
science, and more.
Jumpstart provides adult basic educa-
tion and literacy enhancement, coupled
with job training, job placement and
support services.
This program is open to the public.
Call 619.263.8196
For more information
720 GATEWAY CENTER DRIVE
SAN DIEGO CA 92102
(619) 263-8196
experience in this area to help you with the
transition.
Planning Skills...your investigative
and planning skills do not end with the job
you’re making a total life change for. The
time spent in the community as well as life
after 5 pm are equally important. Take a
trip to your future location to spend a few
days checking out life after work. Scout
out the neighborhoods that feel most
comfortable, talk to strangers, and get a
sense of the area. Meet with realtors and
explore living options.
Take off those rose-colored glasses and
look around with crystal clear vision. Each
Top 10 occupations
with the greatest
job growth in
San Diego
County:
1. Retail Salespersons • Track 8: Motivating Yourself
2. Food Prep & Service/Fast Food • Track 9: Self-Esteem & Performance
3. Cashiers • Track 10: Creating Positive Motivation
4. Software Engineers, Applications
5. Customer Service
6. Computer Support Specialists • Track 13: Staying on Track
7. Janitors/Ex Maids/Housekeeper
8. Registered Nurses workbook containing company profiles on
9. Office Clerks, General
10. Operations Managers
Source: California Employment
Development Department
www.labormarketinfo.edd.ca.gov/
state, city, and country offers different
internal structures and programs, especially
for individuals with disabilities. The U.S.,
in general, is probably the most disability-
friendly country with greater accessibility
and more agencies geared toward helping
overcome barriers.
Get as smart as you can before embark-
ing on your move. Life is full of tradeoffs,
but don’t trade for less than you already
have or less than you ultimately need.
Don’t let the unknown keep you from
personal growth and accepting new chal-
lenges; go for it, but do it knowing you’ve
done all your homework so you are able to
make the right choice.
I want to wish you a bon voyage. Enjoy
the journey, good luck, and let me know
how it works out.
Work-readiness
seminars begin
summer 2006
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 reflection of the group
you represent.
To assist you in becoming “diversity-
friendly,” The Urban League will begin
offering job seekers a 40-hour Work-Readi-
ness Seminar during the summer of 2006.
The seminar, sponsored by Diversity
Works! Employer Partners, is a “Fast Track”
solution aimed at assisting jobseekers
in fine-tuning their job hunting and
presenting skills. The agenda consists of the
following thirteen tracks:
• Track 1: Breaking Barriers
• Track 2: The 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 11: Shaping Your Future
• Track 12: Making It Work
All attendees will receive a seminar
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
find valuable employment information.
Class capacity is 40 students per seminar.
Please call 619-263-8196 or email diversity-
works@sdul.org for registration.

For information on the Diversity Works! Job Bank, call (619) 266-6244 or email diversityworks@sdul.org
10 Keys continued from page 1
10
out and should lead
Keys to to a deeper level of
Success: satisfaction with your
efforts and increase
your chances of
obtaining a second interview.
Keep in mind that career fairs should be just one small
part of your entire job search process; however, they can be
a successful part.
Will these ten strategies guarantee you success? Of
course not, but by following these strategies, you will
be in position to strategically
place yourself above many of
the other job-seekers who are
attending the fair.
1. Pre-register Some
career fairs allow job seekers
to pre-register for the event,
which usually includes sub-
mitting a resume or summary
resume. With more fairs going
to the Web, pre-registration
will most likely become even
more common. The idea behind
pre-registering, of course, is
that employers get a chance
to prescreen applicants and
possibly make note of appli-
cants they want to meet at the fair. Does pre-registration
guarantee that you will get noticed or that employers will
even look at the registrations? No, but why would you not
take advantage of such an easy step?
2. Research Many job-seekers go to fairs to “see the
sights” and are not prepared to interview. You can get
a huge jump on the competition by getting a list of the
companies attending the fair and doing some research on
each of the companies you want to interview with; don’t
waste time with companies that do not interest you. While
all of the recruiters will have company literature at their
booths at the fair, you often can’t access those until after
the interview. With so much information about companies
on the Web, there is no excuse not to do your homework.
3. Resumes Bring lots of resumes to the fair — at least
two for each company for which you have an interest. If
you have multiple interests or job objectives, make sure you
bring enough of each version of your resume. You should
also bring scannable versions of your resumes. More and
more recruiters are simply bringing these collected stacks
of resumes back to the corporate office and scanning
them into a database. Need assistance with developing a
scannable resume?
4. Portfolios More and more career experts are empha-
sizing the importance of career portfolios. These portfolios
should include copies of your resumes, a list of references,
and samples of your best work. While most career fair
interviews are fairly short, there may be opportunities for
discussing your portfolio with a recruiter — either over a
short break or meal or during a second interview on-site. It
is best to always be prepared no matter what happens.
5. Attire Conservative business attire is essential, even
for those Spring Break beach side career fairs because
image and first impressions are critical. Know what is the
expected attire of your profession and dress accordingly. It
is always better to be overdressed than under dressed.
6. Strategy You need to devise a strategy or plan of
attack for the fair. You’ve already done the first step by
researching the companies you are interested in. The
second step is seeing if any new companies have registered
when you arrive at the fair. The third step is surveying the
layout of the fair and determining an order of interviewing.
Some experts suggest meeting with your top choices first
thing in the morning, interviewing with your other choices
in the middle of the day, and returning to your top choices
at the end of the day to thank them again for their time.
But remember to stay flexible as your top choices may be
the top choices of many, creating long lines that you may
wish to avoid.
7. Interviewing You may only have two to five
minutes to market yourself and protect yourself from
being screened out, thus you need to make the most of
your time. Many experts suggest that you develop a one-
minute “commercial” that highlights the key benefits that
you can offer the organization — and then use it at the
beginning of the interview. Also remember the three keys
to all interviews: make eye contact, offer a firm handshake,
and show enthusiasm. You should also prepare answers
to interview questions just as you would any employment
interview. The most common question you will face is
something along the lines of “what are you here for today?”
Seems like an easy question to answer, especially if you’ve
done your homework and can tailor your answer to your
interests and the company’s interests, thereby marketing
yourself. Make sure you also have some questions ready
to ask the interviewer. A great concluding question for
you to ask is, “What do I need to do to obtain a second
interview with your firm?” Finally, make sure to avoid
poor communication bad habits, such as fidgeting, rocking,
chewing gum, etc.
8. Intangibles There are several other things you can do
to help make your career fair experience a success. First,
don’t waste your time interviewing with companies you
have no desire to work for; do make sure to interview with
all the companies you do want to work for. Second, if you
Diversity Works! | July 2006 | 25
did not prepare for a company you want to interview for,
try eavesdropping on several of the interviews ahead of you
so you can better prepare; do also try to get some company
literature from the booth before getting in line so you can
read about the company while waiting; don’t just stand in
line doing nothing. Third, do extend common courtesies,
such as offering to get the recruiter a beverage or snack;
don’t be upset if the recruiter has to take a break before your
interview. Fourth, if your ideal company is hiring computer
technicians and you want to work in accounting, do still
interview with the company at the fair, being sure to leave
the interview with the contact information of the person
responsible for hiring in that area; don’t be discouraged and
walk away.
9. Networking Career
fairs are all about networking.
Of course, you are building
a network with the recruit-
ers — this task is your most
vital. However, you can also
network with your fellow
job-seekers in terms of shar-
ing information about job
leads, companies, and their
recruiting strategies and styles.
There may also be professional
organizations or employment
agencies on hand at the fair,
which are also good sources
for networking.
10. Follow-up Don’t take the order of this key to mean
it to be the least important; in fact, some would say it is
one of the most important. You would be surprised at how
few job-seekers actually take the time to follow-up their
career fair interviews, thus when you do it, you will get an
edge over the many others who do not. There are two main
methods of follow-up. Some experts suggest actually calling
the recruiter the evening of the fair and leaving a voice mail
message thanking the recruiter again for his/her time that
day. A more concrete and traditional method is to write a
thank you note and mail it the next day to the address on
the recruiter’s business card. In the letter, thank the recruiter
for his/her time, restate your interest and qualifications for
the position, reiterate your interest in a second interview,
and make a promise to follow-up the letter with a phone
call (and then make sure you do in fact call). You probably
should enclose another copy of your resume to be sure.
What should the letter look like?
Dr. Randall Hansen is currently Webmaster of Quintessen-
tial Careers, as well as publisher of its electronic newsletter,
QuintZine. He writes a biweekly career advice column under
the name, The Career Doctor. He is also a tenured, associate
professor of marketing in the School of Business Administration
at Stetson University in DeLand, Florida. 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 firing decisions for the past fifteen years. He can be
reached at randall@quintcareers.com.
26 | July 2006 | Diversity Works!
Staffing Agencies:
When you need a job in a hurry!
At Your Service Temporary Staffing Services
At Your Service (AYS) is a temporary staffing 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 finding quality help. For more
information, call us at: (619) 527-0554. Location: 930
Gateway Center Way, San Diego CA, 92102
Smart Staffing
SmartStaff Staffing 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-staff.com/
Manpower
Manpower Inc. is a world leader in the staffing industry,
providing workforce management services and solutions to
customers through 3,900 offices in 63 countries. The firm
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 staffing solu-
tions, engagement and consulting services worldwide under
the subsidiary brands of Brook Street, Elan, The Empower
Group and Jefferson Wells. For more information, visit:
http://manpower-sd.com
Human Resources Management Specialists
Human Resource Management Specialists is a full service
management consulting firm with over 30 years of experi-
ence in providing training and consulting services to public
organizations, private companies and community based
organizations.
The 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:
HRMSPRO @ SBCGLOBAL.NET
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 effective use of technology
and human resources. We provide a full range of Human
Resources services in the areas of: staffing - 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.
visions-hrs.com
Seven Tips for Effective
Resume Writing
• Pay attention to detail—Don’t cut corners
by, for instance, not proofreading the cover letter, failing to
include information the hiring manager asked for, or begin-
ning the cover letter “Dear Sir or Madam” when the hiring
manager’s name is on the company web site. Take the time
to make sure the correspondence and information sent is
correct and error-free.
• Do the basics—Proofread for spelling, grammar, and
tone, and make sure you have followed the instructions of
the employer. Firing off an e-mail is a convenient method
of communication. However, don’t let the sloppy nature
and informality of e-mail correspondence seep into your
communications—whether it’s emailed or written—with
potential employers.
• Construct an effective resume—Organize
your information in a logical fashion and keep descriptions
clear and to the point. Include as much work experience as
possible, even if it obviously doesn’t relate to the job you are
seeking. Also, use a simple, easy-to-read font.
• Customized headings—Address the hiring man-
ager directly, and include the name of the company and the
position for which it is hiring in your cover letter/e-mail
response. Make it easy for the hiring manager—Use your
name and the word “resume” in your e-mail header so it’s
easy to identify. If the employer asks for information—such
as references or writing samples—provide it.
• Focus on you—Bring to the employer not only what
you want from the job, but what is good for both sides.
This is an opportunity for you to market yourself and stand
out from the other candidates. What can you do to make
the hiring manager’s life easier? What can you do to help
the company?
• Be professional—You won’t be taken seriously if
you don’t have e-mail or voice mail/answering machine. If
you don’t have e-mail, set up a free account through Yahoo!
and Hotmail. Provide the recruiter with a cell phone num-
ber if your voice mail/answering machine doesn’t pick up
when you are online. Also, it’s a good idea to ditch the cute
e-mail address or voice mail/answering machine messages in
favor of something that sounds professional.
Courtesy of:
JobWeb.com
Career development and job-search advice
for new college graduates.
Copyright © National Association of Colleges and Employers
62 Highland Avenue • Bethlehem, PA 18017-9085
Phone: 610/868-1421 or 800/544-5272 •
Fax: 610/868-0208
 Diversity Works! | July 2006 | 27

URBAN LEAGUE OF SAN DIEGO COUNTY GUILD

The Guild is an auxiliary of The Urban League of San Diego County. Membership is made up
of volunteers from various backgrounds and professions, most over 40 years of age. The 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 offer, belonging to the Guild allows you to meet
others with similar interests, while making a worthwhile contribution to the community.
Please join us!

MISSION: The Urban League of San Diego County promotes

economic self-sufficiency among African-American families
and the under served in our communities, while improving
The League’s public image and increasing awareness.
Visit us at: www.ulsdc.org

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Partnership
Excellence
Transfor mation
Higher Perfor mance

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Partnership
Excellence
28 | July 2006 | Diversity Works!
CAREER TOOLS
Suggested reading material that will help you get a job and keep it
Job Seekers: You need this
book to ace the interview!
Did you know that corporations
average five to ten interviews
with an applicant before
making a hiring decision? With
corporate downsizing and an
enormous pool of qualified tal-
ent, managers now spend more
time disqualifying candidates
than hiring them.
Brenda Greene’s You’ve Got the Interview… Now What?
shows you exactly how to outshine the competition—and
land the job that is right for you.
Greene takes you into the offices of human resources and
recruitment professionals at Fortune 500 companies to give
you the inside scoop on how they size up their applicants.
In ten chapters packed with tips and strategies, this book
reports survey results from leading companies such as Office
Depot, TIAA-CREF, Fannie Mae, Alltel, Continental
Airlines, CarMax, BellSouth, Medco Health Solutions,
Deere & Company, and more. You’ll learn:
• How to research the company before putting a foot in
the door.
• What kind of questions interviewers are likely to ask.
• What kind of answers further your cause.
• What questions you must ask.
• How to handle multiple rounds of interviews—one-on-
one as well as panel interviews.
Whether a seasoned pro, a mid-career candidate, or an
entry-level applicant, Greene will help you create a meeting
of the minds that’s the mark of a successful interview. You’ve
Got the Interview…Now What? coaches you every step of the
way—from that very first telephone conversation through
salary negotiations—until you’re hired.
Journey to the Ph.D.: Career Planning and
How to Navigate the Pro- Job Searching in the
cess as African-Americans Information Age
As a new generation of African - This book answers key questions
Americans completes college, an for today’s providers of career-
increasing number of students planning and job searching in-
are aspiring to the Ph.D. as a formation. Librarians and career
stepping stone to a career in the development professionals’ con-
academy and to fully participate cerns such as cost-effective use
in shaping our society. of the internet, the reliability
Most African-Americans are conscious that they are and integrity of electronic resources, and successful search
the first in their families to embark on this journey. They strategies are addressed in this comprehensive collection.
are aware they will meet barriers and prejudice, are likely In this follow-up to Library Services for Career Planning,
to face isolation and frustration, and find few sources of Job Searching and Employment Opportunities (1992), real-life
support along the way. methods used by information providers to reduce costs and
This book, by twenty-four black scholars who “have improve quality of service through a better understanding
been there,” offers a guide to aspiring doctoral students of today’s technology and audience needs and expectations
to the formal process and to the personal, emotional and are shown.
intellectual challenges they are likely to face. Readers learn about issues and ethics in the electronic
The authors come from a wide range of disciplines environment, job searches conducted on the world wide
– from computing, education and literature to science and web, a university placement office is a gopher site for
sociology. Although their experiences and backgrounds 24-hour access to job information, a university library
are as varied as they are as individuals, their richly diverse and career service department collaborate on job search
chapters cohere into a rounded guide to the issues for those seminars, how a public library fits electronic job searching
who follow in their footsteps. into its mission, and an alumnae network is evolving into a
From questioning the reader about his or her reasons national career development organization.
for pursuing a doctorate, offering advice on financial issues,
the choice of university and doctoral program, and reloca-
tion, through the process and timetable of application,
interviews, acceptance and rejection, the authors go on Welcome to the 21st
to describe their own journeys and the lessons they have century job market
learned. Whatever you’re doing today will
These men and women write candidly about their most likely be history ten years
experiences, the strategies they used to maintain their from now. Your current skills
motivation, make the transition from HBCUs to PWIs, may well be obsolete. In the
balance family and work, make the right choices and keep coming decade you will probably
focussed on priorities. have three different jobs with
They discuss how to work effectively with advisors and three different employers. You
mentors, make all-important connections with teachers and may change careers and move to
build professional and personal support networks. They a new community.
recount how they dealt with tokenism, established cred- So what will you be doing three, five, ten or twenty years
ibility, handled racism, maintained their values and culture, from now? Will you be working in one of the best or worst
and persuaded supervisors to legitimize their research jobs? Here’s the book that identifies what’s happening in the
interests in African American issues. work world of the new talent driven economy. Forecasting
This is both an inspirational and practical book for every 33 major employment trends, the Drs Krannich take a criti-
African American considering pursuit of a doctoral degree. cal look at the best jobs in the decade ahead.
 Diversity Works! | July 2006 | 29

WORKSHOPS Career Fair/Expo largest

Building Blocks to Success & Personal Growth:
employment event of 2006
The 2006 Career Fair/Expo held on April 27, marked another successful year for
Where Dreams Come to Reality The San Diego Urban League. Its 17th fair, this annual event, started by Director of Work-
force Development Barbara Webb and coordinated with the help of over 70 volunteers, has
• Master hard and soft employment-focused skills grown from 60-110 booths. Attendance by prospective job seekers also increased to more
than 5000 during the eight-hour event.
•  Computer-based vocational training to help tune-up your literacy skills
Employers from as far away as Los Angeles were on hand recruiting for in-demand va-
• Post your resume on line with the Diversity Job Bank viewed by over 600 employers cancies at their companies. Sponsors, exhibitors and Diversity Works! Partners, The League
• Interviewing and dress for business success training thanks you for joining us once again in the name of diversity.
•  Certificates of completion
Limited space available. Call now: The Urban League of San Diego Country, 720 Gateway
Center Drive, San Diego, CA 92102, 619-263-8196, fax 619-263-1938

Employer Partners presents

MINI-CAREER FAIR
Direct exposure (networking) is the best way to sell yourself to a potential employer.

Thursday • July 13, 2006

11:00 a.m. - 2:00 p.m.
CODE ENFORCED:
Proper business attire.
20 copies of your resume or more.
A positive attitude!

Ace Parking, American Airlines, Cardinal Health, Citibank, Cox Communications,

Cost Plus World Markets, Cubic Corporation, Enterprise Rent-A-Car, FBI, Genentech
Inc., Hawthorne Machinery, Integrits, Kyocera, Lockheed-Martin, Maritime Systems &
Sensors, Loews Coronado Bay Resort, Manpower of San Diego, Padres, Qualcomm, SAIC,
SDSU Research Foundation, San Diego Business Journal, SDGE, San Diego County
Sheriff’s Department, San Diego Monitor News, San Diego National Bank, Sempra,
Solar Turbines, Sony, Southern California Edison, Starbucks, San Diego Union Tribune
Scripps Research Institute, UCSD, ULSDC, UPS

Empowering Communities. Booths are free for confirmed

Changing Lives.

Corporate Office
and are on a first come first served basis.
720 Gateway Center Drive
Please contact:
San Diego, CA 92102
Barbara Webb at 619-266-6232
For details call: 619.263.8196 barbara@sdul.org to RSVP your space.
Participating Employer Partners:

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 finding a job. Most of their services are free to the
public paid for by tax dollars.

Metro Career Center A special thanks to the following companies for their generous support of the
3910 University Avenue East County Career Center The Urban League of San Diego County & the San Diego Union-Tribune
San Diego, CA 92105 924 East Main Street
94th Aerosquadron, Angelica Textile Services, Antico Toscano, Atchison Products, Atlas Mechanical,
Phone: (619) 516-2200 El Cajon, CA 92021
Bernard Hodes Group, Boll Weevil Restaurant, California Conservation Corps, Casper Company, Catalyst
Phone: (619) 590-3900 Advancement, LLC, Cement Cutting, Inc., Chef ’s Wok, CIC Research, Citibank, City of San Diego,
Cubic Corporation, Da Boyz Pizza, Deaf Community Services, EDD, Enterprise Rent-A-Car, Erreca’s,
South Metro Career Center North County Coastal Career Center Inc., Grossmont College, Guard Management, Inc., Hash House A GO GO, Hawthorne Machinery Co.,
4389 Imperial Avenue 1949 Avenida del Oro, Suite 106 Hyatt Hotels, JenMark Industries, Karen Goslin, Kyocera America, Inc., La Mesa Outback Steakhouse,
San Diego, CA 92113 Oceanside CA, 92056 LiLi Bakery, Manchester Grand Hyatt, Mark Daemon, Mary Kay Mason Consulting, Mike’s Mobile Auto
Phone: (619) 266-4200 Phone: 760-631-6150 Detailing, Operation Homefront, Pepsi Cola, Point Loma Nazarene University, RMH Catering, Rubio’s,
SAIC, San Diego City Schools, San Diego Community College Dist., San Diego Customs Baskets, San
Diego Referrals, Inc., San Diego State University, SeaWorld, Select Electric, SignOnSanDiego.Com, Steve
Borseth, Premier Bancorp, Su Casa Property Inspection, Sundt Construction Company, Soup Plantation,
East County Career Center/ South County Career Center
Sony, Southland Envelope, Teri Patterson, The Arc of San Diego, The Living Room Cafe, The San Diego
Spring Valley Branch 1111 Bay Blvd., Suite E Union Tribune, UCSD Human Resources Dept, UCSD Prof. Recruitment, UPS Store Copy & Print Ctr.,
836 Kempton Street Chula Vista, CA 91911 Upper Deck, Vietnam Veterans of SD, Workplace Training Network, Inc.
Spring Valley, CA 91977 Phone: (619) 628-0300
30 | July 2006 | Diversity Works!

VIP Networking Reception and Silent Auction, Westin Horton Plaza, 5 pm

In the Spreckels Theater, Awards Presentation Ceremony, 7:15 pm, Benefit Jazz Concert with Kirk Whalum, 8:30 pm
 Diversity Works! | July 2006 | 31

Warm Spirit consultants support African

American women and offer “Affirmations”
Your Journey to Empowerment: A Baker’s Dozen to Manifesting Wealth
by Maria D. Dowd and Salimisha Logan

We are Warm Spirit, Self-Care and Empowerment Special-

ists. 99.9% percent of our success hangs in the rafters of
our mind set. With a clear vision, uncompromising faith,
conviction, passion and purpose-driven action, we all have
the capacity to be outrageously successful in our chosen
paths. Start by following these 13 Affirmations:
Voted “Emerging Company of 2006” Black Enterprise Magazine
RULE #1: See It. In living
color, visualize yourself doing
what your heart desires; living RULE #8:  Self-Control It. Take control of your thinking.
the lifestyle, being the person “Change the way you look at things and the things you look
you want to be. at will change.” (W. Dwyer) Practice canceling negative
thoughts.
RULE #2: Speak It. Be mind-
ful of your language – nonver- RULE #9: Strategize It. All you need is a good idea and the
bal and verbal. Practice speak- commitment to do it. The “how” can be borrowed from the
ing positively about everything, masters. Why reinvent any wheels?
all the time. Words heal. Words
Maria D. Dowd
transform. RULE #10: Set It Free. To be free, you have to have wealth:
financial, physical, emotional, spiritual, relationship, expe-
RULE #3: Step Into It. Be the riential, intuitive and be free to live your genius, your soul
person you want to be and do purpose.
what that person does to realize
his/her fullest potential. Keep RULE #11: Specify It. The more clarity, the more power-
company with people you
admire and respect.
ful. Better questions yields better results. Be clear about
your intentions and don’t compromise to fit someone else’s
dream.
Build a
RULE #4: Study It. Learn more
about your desired skill or tal-
ent; and about how the mind
RULE #12: Seize It. “Whatever you can do, or dream you
can, begin it; boldness has genius, power and magic in it.”
diverse
and emotions can work for or
against you. Learn from the
Masters. Most have books
Salimisha Logan
(Goethe). Seize the opportunity to dream big, think great-
ness and attract wealth. team.
and/or tapes. RULE #13: Succeed and Soar With It: You have this one
opportunity to manifest what you want. Break through,
RULE #5: Slay It. Slay the self-destructive thought and
emotional patterns that may be blocking your blessings and
leverage what you love and achieve outrageous wealth in
this lifetime.
Let us find the right
person for your
paths to wealth. Your thoughts are your reality.
Maria Dowd is an author, founder of African-American
RULE #6: Spiritualize It. Opportunities and blessings will Women on Tour and Warm Spirit Director (#1422). She can
flow to those who constantly give thanks for each and every
lesson learned. Become a more enlightened partner with
be reached at 619-229-7766, email at maria@aawot.com
and website at www.aawot.com current job opening.
the Almighty.
Salimisha Logan is an independent Warm Spirit Self-Care
RULE #7: Share It. Givers get. Give and it will be given to Consultant (#740) and founder of Wealth Angels. Her office
you. An open heart receives. number is 619-264-8444. www.warmspirit.org/salimisha The San Diego County Urban League
has been recruiting for 32 years.
Journey to a Warm Spirit Opportunity Mixer
Blissful Life
by Maria D. Dowd
6:30 – 8 pm, 2nd & 4th Thursdays of the month, By posting your career opportunities
at The Urban League of San Diego County, Board
Room, 720 Gateway Dr., San Diego, CA 92102 in our Diversity Job Bank you’ll
“Perfect for sisters who
Free for guests. Consultant fee $5 have access to a talented and diverse
want their ‘soul food’ in
RSVP:
bite size chunks.”
Essence, Jan. 2006.
Maria Dowd, 619-229-7766 or Salimisha Logan, 619- pool of success-oriented professionals.
264-8444; www.sandiegoBOM.mollyguard.com

“An Afternoon Sip

of Serenity with
POST A JOB TODAY!
Warm Spirit”

Saturday, July 29, 3-6 pm

Join us to sample and
Visit http://www.ulsdjobs.net
experience nature-based or call (619) 266-6244
self-care & spa products.
Call 619 264-8444 to submit your listing.
for more information.

32 | July 2006 | Diversity Works!

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

580 area students receive

Golden Pyramid recognition
Over 580 students who
maintained a 3.0 or higher
grade point average were
recognized at the 15th
Annual Golden Pyramid/
National Achievers Society
Awards ceremony on Sat-
urday June 10, in Balboa
Park’s Organ Pavilion.
Family, friends, community leaders and board mem-
bers were in attendance to salute these exceptional young
people. The Urban League of San Diego County Young
Professionals, Delta Sigma Theta Sorority, Inc., and the San
Diego Alumnae Chapter presented awards as partners in the
National Urban League’s Achievement Matters campaign.
Together, these community based organizations awarded
more than $20,000 in scholarship funds to be split between
several youth in the county for college education expenses.
The Golden Pyramid program is designed to identify,
recruit, nurture and support students who are striving to
achieve academic and economic excellence.
The community goal is to ensure that its future parents,
politicians, scientists, carpenters, doctors and professors are
identified early and supported continuously in their quest
to achieve excellence.. The Urban League acknowledges
these distinguished youth in a public forum as a show of
support. They are the building blocks of the future.
The Urban League in partnership with Delta Sigma The-
ta Sorority, Inc., Kappa Alpha Psi Fraternity, Inc., Omega
Psi Phi Fraternity, Inc. and Touching Hands Foundation
hosted the celebration.

youth under age 16 may work:

Financial literacy 3 hours a day/18 hours a week
in a school week
training for youth 8 hours a day/40 hours a week
in a non-school week
The Jump$tart Coalition reports that the average
student graduating from high school lacks basic financial youth under age 16 must perform work
skills. Many are unable to balance a checkbook and most between 7am and 7pm
have no insight into concepts of earning, spending, saving
and investing. Many young people fail their first credit card. except between June 1 and Labor Day,
The Coalition´s direct objective is to encourage curricu- when evening hours are extended to 9pm
lum enrichment to ensure that basic personal financial man-
agement skills are attained during the K-12 school experi- youth over age 16 have no restrictions
ence. The wheels of education do not need to be reinvented,
they simply require balancing.
on the hours they may work
Visit: http://www.jumpstartcoalition.org/ for details.
 Diversity Works! | July 2006 | 33

D i v e r s i t y.

T h e P o w e r B e h i n d O u r E n e r g y.

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
www.sempra.com/careers.

©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.

34 | July 2006 | Diversity Works!

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

“We provide under-served communi-

ties with financial products and ser-
vices that helps them build wealth”

Bob Adkins
President/CEO

www.neighborhoodnationalbank.com

Diversity Works! | July 2006 | 35

DiversityWorks!
BUILDING BLOCKS TO SUCCESS WORKSHOPS
Helping Jobseekers Prepare For Today’s
Diverse Work Environments and unlocking their potential
The Power of Inclusion “To meet the needs of the nation’s fastest growing minority
Our marketplace is becoming more and more diverse
each day. With this constant change comes new growth
groups, many businesses have taken steps to capture these
opportunities for our nations minority populations new and emerging audience segments. Diversity Works! is a
as well as for women, seniors and the physically part of business that every layer of a company will need to
challenged. reflect in the markets that they serve.”
A diverse workforce is emerging and businesses need
to become stronger with regards to this power of
Our Vision
difference and inclusion.
In 1996, the Urban League of San Diego County envisioned the need for a more practical
approach to developing a diverse workplace. Diversity Works! began with changes in
Inclusion increases opportunities to reach new markets,
attitudes and then related values which grow behavior.
improve recruitment and retention and strengthens customer loyalty and the employees
commitment and morale. This in turn enhances the market performance and keeps
businesses competitive. Jobs Seekers
Call us for more information on the next Diversity Works! Workshop and how they can
Diversity Works! delivers far beyond the traditional concept of simply facilitating job help you. To get connected to a Diversity Friendly Employer in San Diego post your
placement. Graduates of our workshop for example, undergo behavior modification resume in our Diversity Works! Job bank at: www.ulsdcjobs.net
training developed by Seattle-based Pacific Institute (TPI) that is presented in conjunction
with our award-winning work readiness and diversity training, producing outstanding For more information about how Diversity Works! for you
results. This combination provides the leading job readiness training in the county, resulting Contact our Workforce Development Department
in employees who are truly work-ready. (619) 263-8196 or email: diversityworks@sdul.org.

You can also visit our Diversity Job Bank at: www.ulsdcjobs.net
A Case For San Diego
According to research by the Hudson Institute, a nationally recognized social trends think Learn how to unlock your potential.
tank, within the next 10 to 15 years, demographic trends, technological advances, and
economic globalization will shape the workplace. The U.S. workforce will continue to
expand, although at a much slower rate. However, its composition will shift to a more Classes begin May 1st. Call 619-263-8196 to register.
balanced distribution by age, sex and race/ethnicity.

Getting Connected
Keeping pace with these changing workplace dynamics, while implementing the mandate
of our mission to assist African Americans and other under served people achieve social and
economic equality, the Urban League of San Diego County is uniquely and strategically
positioned to become your social venture partner through our Diversity Works! Initiative.

Diversity Works!: A Model For Success

Orientation
ULSDC conducts monthly employment seminar/orientations around the county to inform
potential participants about the benefits of enrolling in our program. These seminars are
designed to attract likely candidates to attend a workshop.

Behavior Modification Workshops (Core)

Interested individuals attend a one week Diversity Works! Employment Continuum
workshop. These workshops are conducted monthly at the beginning of the month.
Participants are given 40 hours of the TPI/work readiness training and are enrolled in our
Diversity Works! Job Bank.

Diversity Works! Employer Referral

Graduates are referred to participating Diversity Works! Employer Partners. These
employers have committed themselves to supporting a diverse workforce and work closely
with League staff and Diversity Works! professionals to ensure success on the job.

800-426-3660
Teaching individual and organizations how to manage change, set and
achieve goals, lead more effectively and think in ways that create success.
36 | July 2006 | Diversity Works!
 Diversity Works! | July 2006 | 37

Different Jobs. Same Benefits.

Community Relations Pressman

Representative

We offer a lot to our employees. Our employees offer a lot to us. They make us Diverse Opportunities
look good every day. In return, we provide the same stellar benefits for ADVERTISING
Account Managers
everyone, no matter what their job description. Our wide selection of benefits is CIRCULATION
larger than most. We even offer a separate company retirement plan aside, P/T Distribution Center Representatives
DISTRIBUTION
from the exceptional 401k options. That’s a special benefit that’s hard to find P/T Local/Class A Drivers
these days. We welcome you to explore our many job opportunities in these FINANCE
Junior Buyer
areas: Newsroom, Operations, Marketing, Circulation, Advertising, Accounting Clerk
Finance, Human Resources and SignOnSanDiego.com. Check out the HUMAN RESOURCES
Senior Human Resources Associate
current list of job opportunities online at: www.utjobs.uniontrib.com. Or come in
INFO. TECH./COMPUTER SERVICES
person to our Mission Valley location at: 350 Camino de la Reina, San Diego, CA Systems Business Analyst III
PRODUCTION/OPERATIONS
92108. We invite you to apply today. Because at The San Diego Union-Tribune,
Electronic Technicians
everyone benefits. Production Mechanics
P/T Pressroom Helpers
P/T Packagers

We promote and support diversity in the workplace and we are an equal opportunity employer.

w w w . u t j o b s . u n i o n t r i b . c o m
Post your resume
online today!

Connect with over 500 area

employers

Visit us at
www.ulsdjobs.net