What the Number of Years You’ve Spent at a Company Says About You, According to a Recruiter

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Here’s some insider info: One thing recruiters go back and forth on all the time is what the number of years you’ve spent at a company says about you professionally.

And while I can’t speak for all hiring managers, I can tell you all the questions I used to ask myself when reviewing dates listed on a resume, why they made me hesitate, and how you can address any issues right off the bat in your cover letter.

6 Months (or Less): Was This His Choice or His Employer’s Choice?

A common rule of thumb is that you should stay with a company for at least a year, even if you’re not totally pumped about your job. The reality is that, for a number of reasons, some people just don’t end up doing that. Sometimes that means people were part of a big layoff, they discovered the job wasn’t what they expected, or they got an amazing offer that they couldn’t turn down.

How to Address It

There is one surefire way of answering questions about the shorter stops on your resume. And that’s to be as honest as possible on your cover letter, even if you were let go. However, don’t harp on the fact that you were only there for a few months. Instead, use this space to highlight what you were able to accomplish in that short amount of time.

Exactly 1 Year: Why Has This Person Bounced Around So Many Times?

Going back to that common “one-year” rule of thumb, some candidates I reviewed really took that to heart. And by that, I mean their resumes were littered with jobs they spent exactly a year doing. While it was up to me to look past this if it was clear someone might be a good fit for a job I was hiring for, it was absolutely something I’d think about. Is he or she actually interested in working for our company, or just a job-hopper looking to continue his or her climb up the ladder?

How to Address It

Here’s the thing—it’s great to be motivated to keep moving up. But if you have a number of one-year stints on your resume, take some time to think about your career story before you apply. Your cover letter is the first (and only, in some cases) chance you’ll get to tell the hiring manager that you don’t consider his company just another step along the way. Emphasize why all of those experiences have led you to apply for this job.

1-3 Years: Has This Person Been Promoted?

This is a really solid amount of time to spend with one company. However, one thing I always looked for was upward mobility, at least in the amount of responsibilities a candidate with this much tenure at a company was given. While that didn’t necessarily mean I was only looking at people whose titles changed over their time with the company, I wasn’t exactly excited about someone who made it clear he or she was comfortable doing the same type and amount of work for three years in a row.

How to Address It

Odds are that even if you didn’t get an official promotion, you were given additional responsibilities over time. So, use your cover letter to walk recruiters through these additions. Titles rarely tell the full story, and most people understand that. Take this opportunity to make that clear—rather than breezing past it in hopes the person won’t notice.

Author-Richard Moy

Continue on to The Muse to read the complete article and also check out amazing companies hiring now!

Khaby Lame– The Most Followed Influencer On TikTok

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Khaby Lame – The Most Followed Influencer On TikTok

By Keka Araujo, BET

Black excellence is reigning on TikTok. Twenty-year-old Khabane “Khaby” Lame recently surpassed Charli D’Amelio as the most followed user on the popular social media platform.

The Senegalese influencer reportedly has almost 100,000 more followers (he has 143.4 million) than the dancing influencer (142.3 million). The popular TikToker built his massive following in the beginning by making dance vids, comedic skits and video game reactions.

It wasn’t until 2021 that the Lame’s account blew up after his hilarious and expressive reactions to life hacks. His viewership took off after his reaction only vids caught the eyes of TikTok platforms. Fans made it their business to elevate the 22-year-old social media star.

Lame explained the magic behind his success.

“I came up with the idea because I was seeing these videos circulating, and I liked the idea of bringing some simplicity to it,” Lame told CNN. ” I thought of a way to reach as many people as possible. And the best way was not to speak.”

The creator now lives in Italy and has amassed over 2 billion likes for his hilarious videos.

Black TikTokers called the social media platform out over allowing white creators to steal from Black trendsetters.

BET.com reported choreographer JaQuel Knight partnered with Logitech to ensure that Black creators copyright and monetize their projects.

“I am so thrilled to announce this collaboration with The JaQuel Knight Foundation and Logitech, a remarkable step in our goal toward creating a system of protection for young creators,” Knight said.

He continued, “The JK Foundation was ultimately started to provide a place of support for dancers (during an extremely fragile time in the pandemic, nonetheless), and to put the power back in the artists’ hands – not just for myself, but for the next JaQuel Knight. For all of the little boys and girls who look like me.”

Click here to read the full article on BET.

Naomi Osaka launches media company in partnership with Lebron James

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Tennis Player, Naomi Osaka poses for a photo with LeBron James #23 of the Los Angeles Lakers after the game on April 4, 2019 at STAPLES Center in Los Angeles, California.

By Ian Krietzberg, CNBC

Four-time Grand Slam winner Naomi Osaka is launching a media production company in partnership with The SpringHill Company, a media conglomerate created by Lebron James.

The production company, called Hana Kuma, will produce scripted and nonfiction content, starting with a New York Times documentary about Patsy Mink, the first woman of color elected to U.S. Congress, according to a press release. The announcement says Hana Kuma will highlight “empowering” and “culturally specific” stories.

“There has been an explosion of creators of color finally being equipped with resources and a huge platform,” Osaka said in the release. “In the streaming age, content has a more global perspective. You can see this in the popularity of television from Asia, Europe and Latin America that the unique can also be universal. My story is a testament to that as well.”

The SpringHill Company, founded by NBA star James and business partner Maverick Carter, will provide production and strategic resources to Hana Kuma, the release said. Hana Kuma also has partnerships with crypto exchange platform FTX and health platform Modern Health.

In May, Osaka launched an athlete representation agency called Evolve.

Click here to read the full article on CNBC.

FAA Launches ‘Be ATC’ Campaign to Recruit Next Diverse Generation of Air Traffic Controllers

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Air Traffic Controller

The Federal Aviation Administration (FAA) is launching “Be ATC,” a recruiting campaign to hire the next generation of air traffic controllers. The application window will be open nationwide from June 24-27 for all eligible U.S. citizens.

Air traffic controllers are part of the FAA’s fast-paced, active team of 14,000 professionals in radar facilities and in air traffic control towers who keep the skies safe across the nation. Controllers have a tremendous responsibility, handling an average of 45,000 flights a day and more than 5,000 aircraft traversing the skies at once during peak times.

Anyone interested in becoming an air traffic controller can view more about eligibility requirements and application instructions at faa.gov/be-atc. Applicants can begin building a profile and learn how to apply.

Building on last year’s successful campaign to receive more applications from women and other underrepresented groups, the FAA will again work with diverse organizations, host Instagram Live conversations, and work with social media influencers and others. The FAA has created a digital toolkit to get the word out.

“We know that different perspectives add value to any organization, so it is important that we attract people with a wide range of backgrounds to help enhance our safety mission,” said Virginia Boyle, Vice President for System Operations Services in the FAA’s Air Traffic Organization.

“It’s a challenging job, but it’s also rewarding. At the end of the day when you get home and look up at the sky, you know that what you’ve done makes a difference,” said Jeffrey Vincent, Vice President for Air Traffic Services in the FAA’s Air Traffic Organization.

Applicants must be U.S. citizens, speak English clearly and be no older than 30 (with limited exceptions). They must have either three years of general work experience or four years of education leading to a bachelor’s degree, or a combination of both. Applicants must also pass the Air Traffic Skills Assessment (ATSA). Individuals who are selected are also required to pass all pre-employment requirements, including a medical examination, security investigation, and drug test.

Selected candidates will train at the FAA Academy in Oklahoma City, Okla. After successful completion of training, they will be placed in a radar facility or air traffic tower. Staffing needs will determine facility assignment, and applicants must be willing to work anywhere in the United States.

“As aerospace technology continues to grow, we need people to join the FAA to ensure our airspace continues to be the safest in the world,” said FAA Deputy Administrator A. Bradley Mims. “We are looking for a diverse pool of candidates who are ready to rise to the challenge and become air traffic controllers.”

The FAA’s controller workforce reached about 14,000 in fiscal year 2021. The FAA hired 509 new controllers in fiscal year 2021, and the FAA plans to hire more than 4,800 controllers over the next five years.

Mellody Hobson to join Denver Broncos as the first Black female NFL owner

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Mellody Hobson to join Denver Broncos as the first Black female NFL owner

BY Angel Saunders, Revolt

Last week (June 8), it was announced that a group headed by Walmart heir Rob Walton would buy the Denver Broncos, pending approval from the league. One of the group members, a businesswoman named Mellody Hobson, is set to become the first Black female NFL minority owner.

Also in the group is Walton’s daughter, Carrie Walton Penner, and his son-in-law Greg Penner, who will become minority owners as well.

At 53 years old, Hobson has built an impressive resume. The Princeton University grad is the president and co-CEO of Ariel Investments and the chairwoman of Starbucks Corporation. She previously held a position at DreamWorks Animation as a chairwoman as well.

Walton appears to be pleased with her skill set. “Beyond her role at Ariel, Mellody is an influential leader in corporate and civic organizations across the nation,” he said in a press release.

He continued, “Mellody currently serves as chair of the board of Starbucks Corporation and is also a director of JPMorgan Chase. We know she will bring her strategic acumen and leadership perspective to our team.”

Hobson is married to film director George Lucas, who is widely known for his work with the Star Wars franchise.

In February, NFL commissioner Roger Goodell announced that the Broncos would be sold. After an avalanche of claims that the league had an issue hiring minorities in leadership roles, the commissioner expressed that he was looking for diverse ownership.

Click here to read the full article on Revolt.

Jennifer Hudson Becomes an EGOT at the 2022 Tony Awards as She Wins for A Strange Loop

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Jennifer Hudson on the red carpet in a black off the shoulder gown

By Jen Juneau, People

Jennifer Hudson has officially achieved EGOT status! The actress and singer clinched her first-ever Tony Award on Sunday evening, when A Strange Loop won best musical. (Hudson, 40, serves as a producer on the show.) It was the final trophy she needed to complete the EGOT quartet of having won an Emmy, Grammy, Oscar and Tony.

Hudson won her first of the big four awards, an Oscar, for her role in 2007’s Dreamgirls. She is a two-time Grammy winner, having nabbed her first one for her 2009 self-titled album. The American Idol alum went on to score a Daytime Emmy last year, for the animated short Baba Yaga, which she co-produced and lent her voice to.

Hudson previously joked when asked about her plans to achieve EGOT status, “I should get two more dogs.”

“I got a dog and named it Oscar, and then I won my Oscar. And then I got a dog and named it Grammy, and then I won my Grammy,” she said at the time. “So I think I should get some dogs and name them Emmy and Tony — and it’ll give me good luck, and I’ll win. [They’re] like my good luck charms.”

Presented by the Broadway League and the American Theater Wing, the annual Antoinette Perry Awards for Excellence in Theatre (as the Tonys are officially known) recognize the highest honor in U.S. theater — the equivalent of TV’s Emmys, music’s Grammys or the film industry’s Oscars. It’s a necessary award in achieving EGOT, the grand slam of show business.

Click here to read the full article on People.

It’s About Making Us Feel Seen: How 3 Brand Founders Are Making Space For Black Women

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Three black women brand founders headshots

By Natasha Marsh, Refinery 29

In the wake of social unrest in 2020, as the country reckoned head-to-head with its stance and role in racism, many companies released blanket statements professing their solidarity with Black people, most of which lacked emotion and felt more like a sink-or-swim tactic. Brands who declared to suddenly be woke were met with skepticism and the unanimous knowing that for years, their inaction reflected their failure to support the Black community both personally and professionally. History has shown that the system was never built to nurture Black-founded companies the way it has their white counterparts, making it nearly impossible for these brands to prosper and, in many cases, preventing them from ever getting off the ground.

But with more and more companies beginning to take inventory of their blind spots and part in systemic racism, this is starting to change. In fact, according to a 2021 survey by The Harvard Business Review and Global Entrepreneurship Monitor, 17% of Black women are in the process of starting or running new businesses, compared to the 10% of white women and 15% of white men. Indeed, Black women-owned businesses are on the rise, which may be because we’ve finally been given more access to the resources and capital to properly sustain them.

The rise of brand incubators and mentorship programs has certainly helped pave the way. Working to meet the growing needs of entrepreneurs who weren’t traditionally given a seat at the table, they help equip small businesses owners with the tools and support they need for success. By passing the mic to Black women, they give us the space to build community, empower one another, and, in part, inspire the next set of young Black entrepreneurs-to-be.

Ahead, get to know the founders of three Black-women-owned businesses in  program and how they’re using their platforms to inspire Black women to be their most authentic selves and forge their own paths.

Malisa Parke of Swanky Designs

Founded by creative mother-daughter duo Malisa and Imani Parke, Swanky Designs is handcrafted jewelry, apparel, and home goods brand, most known for its bold and colorful statement earrings. Sharing a deep love of art and fashion, the pair have channeled this passion into creating pieces of wearable art that speak to women’s individuality.

More so than anything, the Parkes believes in lifting women up and creating collections that complement that. “My goal is to empower other women to live their authentic lives, to not be afraid of standing out,” says Malisa. Rather than follow the ever-changing trend cycle, they aim to stay true to themselves, drawing inspiration from both the world around them and their roots. “We’re from New York, so we’re always in the city, looking at things like shapes and buildings,” Malisa explains. “We’re also very much into African-inspired jewelry, but with a twist, and we’d like to continue digging deeper into that.”

Ahead, Refinery29 spoke with Malisa about her creative relationship with her daughter, how it’s shaped their brand journey, and why we all should be our own trendsetters. 

You run your brand with your daughter, Imani. What inspired you to go into business together?
“We both have the creative gene. Imani has always been a super creative person. She started designing clothing at 14, while I used to sell jewelry at different vendor shows. One day I said to myself, You know what? I can do this myself. I prefer my own creativity, and Imani told me she wanted to do the same. Our creative juices flowed so well together that I suggested we do it as a team, and that’s pretty much how it was born.”

What lessons have you taught each other throughout your brand journey? How has your business strengthened your mother-daughter relationship?
“Imani teaches me a lot. Because she’s younger, she keeps me very fresh, but she also allows me to make mistakes. She’s teaching me not to be so constrained and to be freer. At this point in her life, I’m guiding her through it and helping her learn to [navigate it]. Being in business together strengthens our relationship in some ways, but she’s my daughter, so we butt heads a lot. When you’re in business with anyone, you’re going to clash; it can be tough, but then I’m reminded of the importance of our relationship”

In what ways do you use your brand to uplift and empower Black women?
“I hope to influence Black women to know they can do this, too, and that there’s room for everyone in jewelry making, no matter what medium you’re using. Age shouldn’t stop you from doing anything, know you can do it whenever you want. I also don’t think we should be so concerned about following fashion trends; we should be our own trendsetters. You shouldn’t have to worry about buying or being the latest — just do you. It’s a constant learning experience — we ask ourselves: How can we get better? What’s going to be the best for us?”

What advice do you have for young Black entrepreneurs?
“Read, learn, and get a mentor. Don’t just jump into it and expect things to happen because you’ll be quickly disappointed that it doesn’t happen that way. If you’re an entrepreneur, what you do is your passion, and it comes naturally to you. But you also need to read about the business side of things. Understanding capital, loans, taxes, and manufacturing; are things you have to know. Talk to people who are doing it and be open to accepting help.”

Dr. Anne Beal of AbsoluteJOI

For many Black consumers, the desire to take better care of our skin has been hindered by the fact that we’ve been long ignored by mainstream beauty brands. This makes it taxing to source products to effectively combat the most common concerns of melanated skin, like hyperpigmentation and dark spots. So was the case with physician Dr. Anne Beal, who launched AbsoluteJOI after struggling to find products that worked both for her and her daughters. Her research led her to discover that 70% of women of color believe the products currently available don’t work for them, so she developed her own, tailored to women over the age of 35 seeking to address signs of aging.

“There are so many products available that address aging, but people with melanin-rich skin don’t show aging with fine lines and wrinkles,” Dr. Beal says. “Instead, we start to show age with changes in skin tone and dark marks.” Fusing scientifically based active ingredients and soothing botanicals, AbsoluteJOI products focus on balancing and nourishing the complexion while reducing the damage caused by aging and hyperpigmentation. Rather than offer a dizzying array of products, Dr. Beal took a minimalist approach by launching a tight edit of cleanly formulated necessities, such as a tinted daily SPF moisturizer and a retinol-powered, tone-evening night oil.

Ahead, Refinery29 spoke with Dr. Beal about how she uses her brand and platform to make Black women feel more seen, plus the skin-care advice every woman of color should follow. 

When it comes to caring for skin of color, what are some of the most common misconceptions?
“Historically, there have been a lot of recommendations for products and home remedies, including everything from lemon juice and apple cider vinegar to using bleach — both medicinal like hydroquinone and actual commercial bleach. The reality is that skin of color is incredibly sensitive, so we need to take a very gentle approach. Secondly, the approach toward aging skin care for the general population is very much centered on fine lines and wrinkles, but many women of color first develop dark spots and changes in skin tone and, later, the lines. So when you’re thinking melanin-rich skin, the approach should be to address tone first.”

What is the most important skin-care advice you think every woman of color should follow?
“Sunscreen, sunscreen, sunscreen, all day, every day. Many women of color think they don’t need it because they have melanin, but we do. We age with dark marks, and those are signs of sun damage. It’s also important to look for a sunscreen with blue light protection. Recent studies have shown that the blue light emitted from our screens — like our phones and computers — causes hyperpigmentation in darker-toned skin. Retinol is also a fabulous ingredient [for evening skin tone].”

In what ways do you use your brand to uplift and empower Black women?
“First and foremost, to say I see you. I recently posted a video discussing the four features of melanated skin that make us unique, and so many commenters mentioned how they feel seen and heard. I’ve also posted reels where I share the behind-the-scenes of our photoshoots, and it’s just a melanin celebration. I’m also very deliberate in who I collaborate with and what businesses I work with, and I try to seek out other Black women as business partners. I have aspirations to, at some point, grow the company to where we can invest in and mentor other businesses.”

What advice do you have for young Black entrepreneurs?
“One, I would say read and be well-read. Two, don’t start a business — solve a problem, and the business will come. When you solve a problem, the implication is that you know who your customer is, what they want, and what their challenges are. If you solve their problems, then you have a business there. Take a customer-focused approach.”

Terese Brown of Terese Sydonna

Jamaican-born, New York-raised designer Terese Brown infuses her vibrant Jamaican culture and love of Japanese art and architecture into every collection she creates. A self-starter, she’s greatly focused on inspiring women to step into their authentic selves for their communities and, most importantly, themselves. “I personally understand the struggles women face navigating pressure to fit a particular image and standard of beauty,” she says. “I want to change this and empower them to confidently reveal their inner strength and untapped superpowers.” And so, she considers her sophisticated collection of dresses, robes, two-piece sets, and accessories as “modern armor.”

Many white or non-Black entrepreneurs start businesses with capital from generations of wealth in their families, but unfortunately, this is not a common thread in the Black community. Brown, who has experienced her own career pivots and understands the value of mentorships and incubator programs first-hand, is looking to change that with her work on several advisory boards centered around entrepreneurship. “As a minority business owner, being authentic, being unapologetic about my story of sacrifice, dreaming big, and overcoming the extra hardships to be where I am now are what matters most,” she says.

Ahead, Refinery29 spoke with Brown about what led her to start a brand of her own and the importance of uplifting other Black women.

You began your career in finance and then pivoted to working with some of the biggest names in fashion. What inspired you to make this transition and eventually start a brand of your own?
“As an immigrant and the oldest in my family, it was always my mother’s dream for me to be successful and get a “big” job, and for a while, I bought into that. I did my stint on Wall Street, but it just didn’t feel right or feel like me, so I made the transition to buying and merchandising. I started working as an assistant buyer at a major retailer right before the 2008 recession, and one day I went to work, and half of us were fired. I remember feeling so relieved; it was my opportunity to get out to do what I really wanted to do. The next week, I was enrolled in a one-year design program, and within a year’s time, I was working as a designer by day and on my own line, Terese Sydonna, by night.”

You proudly manufacture your collections in New York City’s Garment District. Why is it important to you to keep your brand locally made?
“I feel like I’m living my American dream. I’m proudly Jamaican, a New Yorker, and a Bronxite, and I feel like New York has given so much to me. I love working with the small businesses that make Terese Sydonna what it is. Every single person that I work with who helps us create the prints, that do our manufacturing, or handle our grading and marking is part of an individual family business of color and immigrants. It feels so good to know that, together, we’re creating something so beautiful. It means the world to me knowing that I’m helping out my community.”

In what ways do you use your brand to uplift and empower Black women?
“My brand is all about authenticity. I wasn’t able to truly tell my story until I started being authentic in owning the fact that I am a Black woman. How can I design something if I’m not empowering myself and empowering Black women, too? When I look back on my time on Wall Street and in buying and merchandising, there were so many spaces where I couldn’t be myself, where my hair was an issue, or where I was the only Black woman. Many of my clientele are Black women, and they face these same challenges every single day. I wanted to change that, so I sought out to create a community centered around celebrating each other and what makes us unique. I couldn’t do any of this without celebrating Black women because they truly built my business and helped me get to where I am today.”

What advice do you have for young Black entrepreneurs?
“Whatever your idea, always listen to that inner voice telling you to do it. No one is going to cheer for you as hard as yourself. You are your biggest cheerleader. I also think young entrepreneurs need to realize that the story behind your brand is what matters. People are more interested in ideas, feelings, and stories — they care less about the clothes, they buy them because it’s you, and that’s what makes you magic.”

Click here to read the full article on Refinery 29.

New Women of Color in Business: Cross-Generational Survey©, by Harvard Business School Alumnae and Business Leaders Bonita C. Stewart and Jacqueline Adams, Sponsored by Google, Published Today

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two diverse tech students in classroom reviewing work on computer screen on google

By PR Newswire

Today, Harvard Business School alumnae and co-authors Bonita C. Stewart and Jacqueline Adams published their 2021 U.S. Women of Color in Business: Cross-Generational Survey© sponsored by Google. Titled Untapped Women of Color: The Talent Force Multiplier, the new release, and third in five planned annual surveys, is unique in its analysis of the opinions and capabilities of women desk workers and students across four generations. The work also highlights new, evolving skills and attitudes that managers must develop to assess and motivate talent, across cultures as well as generations, in the complex post-COVID workplace.

For the first time, the 2021 edition of the U.S. Women of Color in Business: Cross-Generational Survey© compared and contrasted the experiences of 300 White and Black male managers with those of 4,000 women managers and desk workers across four races (Black, LatinX, Asian American and White) and four generations (Gen Z students [ages 17-24], Millennials [ages 25-39], Gen X [ages 40-56], and Boomers [ages 57-74]). The results underscore the need for a more nuanced appreciation of “generational diversity,” an original concept coined by Stewart and Adams.

In addition to including Black and White male managers, this year’s survey takes a deeper look at Asian American women desk workers, with differentiating responses by the women’s countries of origin: China, Vietnam, India and the Philippines.

Co-authors Adams and Stewart, a Board Partner at Google’s Gradient Ventures, note that they truly appreciate Google’s support of their work. “The company’s sponsorship validates the originality and importance of our research,” they say. “We are also grateful for the on-going expertise of our survey partner, Quadrant Strategies. We believe creating a talent multiplier requires building new management capability in the areas of Cultural Intelligence (CQ), as well as understanding Generational Diversity in the workplace.”

“The data leads the co-authors to the conclusion that great managers matter,” says Melonie Parker, Chief Diversity Officer at Google. “The underappreciated generational changes identified in the survey should encourage and challenge leaders to assess ‘untapped’ talent pools as a force multiplier for business success. At Google, we see this research as another lens to inform our ongoing work to build belonging, while providing exceptional thought leadership to all companies navigating the growing complexities of the workplace.”

Highlights from the new research include:
Despite promises of progress, despite disruptions to corporate recruiting, the co-authors’ chief performance metric – the Onlys – remains stalled, with almost half of Black and LatinX women continuing to report being frequently or always the only person of their races in professional settings.

More distressing is that the number of Black and LatinX Millennial Onlys has spiked: 55% for Black and 45% for LatinX.

The 2021 results show clear differentiations among Black and LatinX Millennial women, especially when it comes to confidence about the future, ways of coping with workplace stresses, and even teaming up within the “sisterhood.”

This was a breakaway year for innovation among Millennials, what this survey calls “First to Know About Technology.” 44% of Black Millennial women desk workers said they are always the first to know; 42% for LatinX, 33% for Asian Americans and 38% for White Millennials.

Black and LatinX women reported that they are actively participating in the current startup boom.

32% of Black Millennial women said they founded or co-founded the company they work at, more than doubling the 14% in 2020.

Just as they reported in 2020, Black women across all generations are more likely to be “side-preneurs”—to have a business they are working on outside of their desk jobs. 27% said they are side-entrepreneurs, as opposed to 16% LatinX, 11% Asian American, and 12% White women.

Millennial women are acknowledging systemic racism in the U.S. and are not shy about using their power to address it.

In 2021, Asian American women fell behind other racial groups, across all generations, in terms of career satisfaction.

Only 30% of Asian American women (down from 39% in 2020) agreed a great deal that they’ve had the opportunity to do meaningful and satisfying work, compared to 42% White women, 47% LatinX women, and 51% Black women).

Chinese American respondents, in particular, reported the lowest career satisfaction, while Indian American, Filipina American, and Vietnamese American women were comparatively more satisfied.

Only 17% of Chinese American women feel greatly fulfilled at work, compared to 33% of Filipina American women, 32% of Indian American women, and 31% of Vietnamese American women.

Click here to read the full article on PR Newswire.

‘Sex Education’ actor Ncuti Gatwa will be the first Black lead in ‘Doctor Who’

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Actor Ncuti Gatwa at the premiere of the second season of the Netflix series Sex Education. Tolga Akmen/AFP via Getty Images

By , NPR

Actor Ncuti Gatwa will play the role of The Doctor in the show Doctor Who, the BBC announced Sunday, in a historic casting selection that marks the first time a Black person has been cast to star in the show’s central role full-time.

The 29-year-old Gatwa, best known for his work in the Netflix series Sex Education, is also among the youngest Doctors yet.

“There aren’t quite the words to describe how I’m feeling. A mix of deeply honoured, beyond excited and of course a little bit scared,” Gatwa said in a press release. “Unlike the Doctor, I may only have one heart but I am giving it all to this show.”

Gatwa was born in Rwanda and raised in Scotland. He began his professional acting career eight years ago after graduating from the Royal Conservatoire of Scotland, one of the world’s top performing arts schools.

In Netflix’s warm-hearted series Sex Education, Gatwa plays the vibrant Eric Effiong, a gay high school student.

As a gay Black teen who is the best friend of the show’s main character, the role of Eric could have been a trap of cliches as the “gay sidekick” or “Black best friend” for a straight white male protagonist.

Instead, Gatwa’s Eric stands out from the ensemble cast with a fully realized personality and inner life. The actor has twice been nominated for Best Male Comedy Performance at the British Film and Television Awards.

He becomes the 14th actor to be cast in the iconic role, following the departure of Jodie Whittaker, who was the first woman to play the role when she was cast in 2017.

In 2020, a Black person played a variation of the Doctor role for the first time when Jo Martin was cast as the Fugitive Doctor.

The new season of Doctor Who is also marked by the return of showrunner Russell T Davies, who helped revive the show in 2005 after a 15-year hiatus. Davies stepped away from the showrunner role in 2009.

Click here to read the full article on NPR.

Pharrell Williams wants to fund minority business leaders who want to uplift their communities

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Felecia Hatcher, CEO of Black Ambition, and Pharrell Williams, Founder, Black Ambition.

By Talib Visram, Fast Company

In a lighthearted moment at Fast Company‘s Most Innovative Companies Summit, the CEO of Black Ambition, Felecia Hatcher, suggested that the concepts behind today’s biggest crowdfunding businesses, like Kickstarter and Indiegogo, were invented years ago by Black communities.

“All you had to do was look at the Black church,” she said. “We pass a plate every Sunday from one pew to the next. That’s how we funded scholarships. That’s how we fixed the roof.”

But there was a more poignant message to her comment, too. “We’ve had to be innovative out of necessity,” she said, given the lack of historical financial support for communities of color.

Innovation among minority communities has existed but hasn’t received due credit, capital, or support. Filling that gap is the aim of Black Ambition, a nonprofit organization and pitch competition founded by musician and record producer Pharrell Williams, which distributes startup capital and mentorship to Black and Latino entrepreneurs. Williams and Hatcher spoke to multimedia editor KC Ifeanyi about the competition returning for its second year, what they learned from its debut, and why they’re not looking for entrepreneurs who only want to line their own pockets.

The concept behind what they’re doing is the “uninterrupted founder.” That is: “What would your life look like if nothing stood in the way of you achieving success?” Hatcher explained. Throughout history, minorities in America have been faced with systemic racism that’s locked out opportunities for capital. Of the $148 billion that venture capitalists provided in funding in 2020, only about 3% went to Black entrepreneurs. “I always say [that] most Black and Latinx entrepreneurs, we get a round of applause from everyone, [but] we don’t always get the round of funding,” Hatcher said.

Williams added that the lack of networking power has also blocked success. “I know people [who] have had much better ideas [than me], and because they just didn’t have the ecosystem to go knock on the door, or pick up a phone, or send an email and get the codes, they lost out on genius ideas.”

Black Ambition hopes to provide both the capital and the networking. It’s awarding prizes of up to $1 million to founders. Last year, the organization gave its top prize, $1 million, to Livegistics, a Detroit-based software company whose operating system provides real-time digital records to stakeholders in the construction industry. It invested in 34 companies, and trained and supported 300 with mentorship by partners including Adidas, Chanel, and the Visa Foundation.

In a separate category, it’s also awarding up to $100,000 to founders who currently attend historically Black colleges and universities. “HBCUs have always been the fertile ground for growth in the Black communities,” Williams said. “They’re like little baby cities of potential.”

Click here to read the full article on Fast Company.

Strengthening Black businesses is good for CT, America

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black businesses: female ceo leading a conversation at a conference table

By Anthony Price, Hartford Business

Capitalism works best when businesses innovate and create jobs.

This was not the case when the COVID-19 pandemic struck in 2020. While all small businesses (companies with fewer than 500 employees) were affected, it flattened Black businesses like a tornado, impacting them far more than other companies.

From a public policy perspective, two questions come to mind: Why were Black businesses impacted more than other businesses? What can be done to strengthen Black businesses?

The answers are essential because Black businesses play a vital role in their communities.

When the U.S. House of Representatives Small Business Committee released the report “The State of Black-Owned Businesses in America” in February 2022, Chairwoman Nydia M. Velázquez stated, “I’m hopeful that this report will provide a sober look at the reality facing Black business owners and help provide a path forward in terms of recovery.”

According to the report, “In 2020, Black business ownership rates dropped 41% between February and April 2020, the largest [decline] of any racial group.”

While “Black Americans owned 124,551 employer businesses, they represented just 2.2% of all employer businesses (the 5.7 million employer businesses with at least one employee),” the report found.

The challenge

The Brookings Institution, a nonprofit public policy organization based in Washington, D.C., released a report in December 2020 entitled: “To Expand the Economy, Invest in Black Businesses.”

A key finding is that “The underrepresentation of Black businesses is costing the U.S. economy millions of jobs and billions of dollars in unrealized revenues.”

Black people comprise 14.2% of the U.S. population. At a time when America is becoming more “racially and ethnically diverse,” Black-owned employer firms are not keeping up with the pace of the country’s population growth.

Historically, Black businesses have faced challenges and gaps in three areas: Access to capital, mentorship (access to a mentor), and access to business opportunities. Compounding these issues, Black businesses face “institutional discrimination and social inequalities.”

Most Americans build wealth through homeownership. Black homeownership lags behind that of whites. Furthermore, “The median Black household’s wealth ($9,000) is nearly one-fifteenth that of non-Black households ($134,520),” the Brookings Institution report said.

The report states that Black homes are “devalued by an estimated sum of $156 billion — the equivalent of more than 4 million firms, based on the average amount Black people use to start their businesses.”

Available resources

Capital is necessary. Connecticut is helping.

The state Department of Economic and Community Development (DECD) provides financial support to HEDCO, a nonprofit lender based in Hartford that lends at reasonable interest rates to small businesses throughout the state, including many Black businesses.

Technical assistance is needed to help build up businesses. The Black Business Alliance (BBA) is a statewide organization based in Milford, supported by DECD funding. The BBA provides access to capital, technical assistance, space to showcase retailers, and networking opportunities.

Ann-Marie Knight, the executive director, says, “We’ve become a catalyst for change. We can be an organization that speaks on behalf of Black businesses.”

Led by volunteers, ShopBlackCT.com is a free, online Black-owned business guide. Founder Sarah Thompson and her colleague Yvette Young work at The Village for Families in Hartford. ShopBlackCT.com has over 1,700 businesses listed on its website.

Young says, “We offer Black businesses visibility and marketing support.”

Click here to read the full article on Hartford Business.

Major retailers boost Black female entrepreneurship as employment gap lingers

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Ulta Beauty has doubled the number of Black-owned brands that it carries.

By Maia Vines, CNBC

Major beauty retailers are boosting small, minority-owned businesses as Black female entrepreneurship helps bridge an employment gap.

As of last year, 17% of Black women in the U.S. were in the process of starting or running new businesses, according to the Harvard Business Review. That outpaces the 15% of white men and the 10% of white women who reported the same.

Yet, only 3% of Black women reported running mature businesses.

And the traditional workforce unemployment rate remains high among Black women, at 5.5% in March, compared with overall U.S. unemployment of 3.6%, according to the Labor Department. The unemployment rate among Hispanic women during the same period was 4.2%. For white women it was 2.8%.

In an effort to assist small businesses and advance Black entrepreneurship opportunities, major retailers such as Ulta, Sephora and Target have created start-up incubators and diversity programs, providing mentorship, financial support and new business opportunities.

This month, Ulta Beauty partnered with incubator Rare Beauty Brands and Black Girl Ventures, a foundation that funds and scales Black- and Brown-founded businesses, on the group’s second pitch competition for minority-owned beauty start-ups. The competition is a live, crowdfunded event where founders create a three-minute pitch in hopes of elevating their businesses.

The first-place winner will receive accounting consultations, $10,000 and a spot on Ulta’s product shelves for at least six months. Winners are picked based on audience votes. Voting between the seven finalists closed on April 14. The winner will be announced next week.

The competition also promises the chance at key mentoring. Black Girl Ventures offers coaching to applicants prior to the pitch, and Rare Beauty Brands works with business owners after their win.

“We already know that in the beauty industry, Black women consume more than their fair share of beauty products and yet, funding for Black female entrepreneurs is dramatically underdeveloped relative to where it should be,” said Rare Beauty Brands CEO Chris Hobson. “This is less about adding brand value to us and really more about righting a wrong and a way to say ‘Thank you’ to a big chunk of our consumers and try and be part of the solution here.”

Kim Roxie, founder and CEO of Lamik Beauty, the first Black-owned clean beauty brand to be featured at Ulta, won last year’s pitch competition from Rare Beauty Brands and Black Girl Ventures. She said the partnership with Rare Beauty Brands was transformative for her business.

“It was game-changing for me as a founder, and it was game-changing for my company,” Roxie told CNBC. “They allowed me to utilize their team in a way that I would have had to try to hire all those different people and it would have been out of my reach.”

“They sort of subbed in and filled in that gap for me.”

Ulta Beauty has pledged to spend $50 million this year on diversity initiatives, including the launch of an accelerated program to support Black founders and putting money toward marketing their brands.

In February, the company said it is roughly halfway toward reaching a goal of 15% minority representation on shelves as part of its broader diversity initiatives.

Scaling brands
Sephora runs similar accelerated programs for entrepreneurs, aimed at improving representation of brands from BIPOC — Black, Indigenous and people of color — founders. The company’s Accelerate program, which launched five years ago, received more than 600 applications from small business owners this year.

“The Accelerate program serves as a springboard for nascent brands to become visible, viable, stable, and financially solvent,” said Rauvan Dulay, vice president of global merchandising, business development and strategy for Sephora. “Business growth in communities of color creates jobs, opportunity, stability and generational wealth — having the potential for decades of positive impact.”

Big-box retailer Target launched Target Takeoff in 2016 with similar objectives but aimed more at mature consumer packaged goods companies. Five years later, the company added Forward Founders to its portfolio, an incubator initiative designed to engage Black entrepreneurs much earlier in their start-up journeys by helping them navigate critical stages, such as ideation, product development and scaling to serve mass retail, according to the company.

The incubator announced its second cohort in January.

“Target has a longstanding, successful track-record of Accelerator programs and we saw an opportunity to do more, and think differently about how we support underrepresented entrepreneurs,” the company said in a statement to CNBC.

Target’s Forward Founders program received about four times the number of applicants it anticipated this year, the company said. It tripled the size of the annual cohort and created an all-new virtual program so all applicants could benefit.

Click here to read the full article on CNBC.

Putting Black Women First Starts With Entrepreneurship

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co black women business owners for the crabby shack wearing teir company t shirts and smiling at the camera

By Fifi Bell-Clanton, Yahoo! News

For nearly a decade, I’ve been the co-owner of a Black-owned seafood restaurant, The Crabby Shack. What initially started as a barbecue sensation and personal passion has transformed into a Brooklyn-based seafood joint where everyone and anyone can enjoy great food made with love. Despite the challenges that Black women entrepreneurs face, we persist and continue to fulfill our entrepreneurial dreams. But now, more than ever, we need an investment in resources, access to professional networks, and the business education needed to survive and thrive. My entrepreneurship journey was completely self-started. I went to local restaurants and researched what it takes to run my own. To fund the restaurant, my business partner and I had to crowdsource from friends and even relied on personal finances to get The Crabby Shack off the ground. It was a tough journey in the beginning but we kept at it. And through a labor of love, we built a seafood haven that speaks to the determination and power of Black women business owners.

The struggles we faced opening and maintaining the business aren’t unique. Research has shown that many Black, women-owned small businesses initially financed their business with their own personal savings. Also, roughly 17% of new businesses are started by a Black woman but only 3% eventually become mature businesses, ultimately leading to Black women owning their own businesses at a rate 24 times lower than white men.

Through business ownership, we can begin to close the racial wealth gap. With less than 1% of Black women owning a business, it’s clear that in order to pave a better future for Black women, we must invest in Black women entrepreneurs, particularly sole proprietors. Sole proprietors make up 96% of Black businesses and over half are women-owned.

Supporting Black entrepreneurship, and Black women solopreneurs, will help our entire economy thrive. Reducing the wage gap for Black women can create 1.2 to 1.7 million U.S. jobs and increase GDP by $300 to 525 billion. The numbers reveal a simple truth: when Black women succeed, we all succeed.

Participating in Goldman Sachs’ 10,000 Small Businesses was the best thing I ever did to help my business thrive and become the successful entrepreneur I am today. The program gave me access to resources and a network that allowed me to take The Crabby Shack to the next level. Programs like Goldman Sachs’ One Million Black Women: Black in Business are taking a critical step in providing the tailored resources needed for Black women sole proprietors to thrive.

Click here to read the full article on Yahoo! News.

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Upcoming Events

  1. City Career Fair
    January 19, 2022 - November 4, 2022
  2. The Small Business Expo–Multiple Event Dates
    February 17, 2022 - December 1, 2022
  3. San Diego Unified Construction Expo 2022
    July 13, 2022
  4. NAACP National Convention
    July 14, 2022 - July 20, 2022
  5. Business Beyond Barriers Conference + Expo
    July 14, 2022
  6. National Urban League Annual Conference 2022
    July 20, 2022 - July 23, 2022
  7. National Organization of Black Law Enforcement Executives (NOBLE) Annual Conference
    July 22, 2022 - July 27, 2022
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    August 2, 2022 - August 5, 2022
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    August 18, 2022 - August 20, 2022
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    September 19, 2022 - September 23, 2022