Naval Veteran And Realtor Brings Number One Home Inspection Company To Norfolk

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Demetrius Payne posing in front of his Home Inspection van

(NORFOLK, VA)- Demetrius Payne knows how to use his expertise and skills. After serving in the Navy for 10 years, he then went on to operate a testing facility for aircraft carriers and submarines for 11 years! Interesting background to say the least, but practical Payne decided to become a licensed Realtor a year ago. In September he added a Pillar To Post Home Inspectors® franchise and training to round out the tremendous services he can offer home buyers and sellers.

Payne serves homebuyers and sellers throughout Virginia Beach, Norfolk, Portsmouth, Chesapeake, Suffolk, Isle of Wight, Southampton and Franklin City. The franchise brand is a favorite among veterans such as Payne. Pillar To Post Home Inspectors is a member of VetFran, a program of the International Franchise Association that helps vets purchase franchises and it has achieved 5-star status in that program, the top ranking possible. In 2018, one-third of new Pillar To Post Home Inspectors franchisees were military vets. “I was impressed by the level of commitment Pillar To Post Home Inspectors makes to its franchisees,” Payne said. “My previous careers have taught me leadership, professionalism and customer service skills. My real estate experience helps me understand the ins and outs of homes.”

Pillar To Post Home Inspectors, is the brand to which more than three million families have turned to for 25 years to be their trusted advisor when buying or selling a home. Consistently ranked as the top-rated home inspection company on Entrepreneur Magazine’s annual Franchise500®, Pillar To Post Home Inspectors is enjoying its 19th year in a row on that list.

A professional evaluation both inside and outside the home is at the core of Pillar To Post Home Inspectors’ service. Pillar To Post Home Inspectors input data and digital photos into a computerized report that is printed and presented on site. All information is provided to clients in a customized binder for easy reference, allowing homebuyers or sellers to make confident, informed decisions.

For more information visit: demetriuspayne.pillartopost.com or call 757-234-8566.

About Pillar To Post Home Inspectors®
Founded in 1994, Pillar To Post Home Inspectors is the largest home inspection company in North America with home offices in Toronto and Tampa. There are nearly 600 franchises located in 49 states and nine Canadian provinces. The company has been named as Best in Category in Entrepreneur Magazine’s Franchise500® ranking for 19 years in a row. Long-term plans include adding 500 to 600 new franchisees over the next five years. For further information, please visit pillartopostfranchise.com.

Minority-Owned Firm Partners with Microsoft to Launch $250 Million Fund for Business Owners

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Siebert Williams Shank Co. L.L.C. (SWS) is partnering with Microsoft Corp. to launch the Clear Vision Impact Fund L.L.C., with an initial $25 million seed investment from the software giant.

The nation’s largest minority-and-women-owned financial firm, SWS reports that the investment fund will have a target size of $250 million. It will invest growth and operating capital in small-and medium-sized businesses, with an emphasis on minority-owned businesses, to maximize social impact.

SWS reports the “fund” is the first of its kind created for minority-owned firms, including black businesses. It expects to focus on small and medium-sized businesses, with an emphasis on those that are minority- and women-owned, that, in general, have enterprise values of less than $100 million. SWS added the investments look to target companies demonstrating an operating track record, with sustainable business models, companies that operate in or serve underserved markets, and companies
fostering inclusive growth initiatives.

The objective of the partnership between Microsoft and SWS is to mitigate the deficits in capital access that minority-owned businesses often encounter, thereby enhancing the positive impact that these companies have on the communities in which they operate.

“We are extremely pleased to have Microsoft’s critical support in delivering the commercial and social resources necessary to strengthen underperforming communities,” Chris Williams, chairman of SWS, stated in a news release. “Our role in helping to implement Microsoft’s vision of community support is a recognition of the vital role that small businesses play in their communities, particularly during this period of widespread economic distress.”

The fresh funding is needed. Gaining access to capital to start or expand businesses has long been and continues to be an ongoing challenge for minority-owned firms.

Tahreem Kampton, assistant treasurer and CIO at Microsoft, stated, “We’re pleased to continue our 10-year relationship with Siebert Williams Shank to partner together to create new opportunities and expand access to capital for minority-owned small businesses. This is just the first step to building a more diverse and equitable playing field and we look forward to the opportunities that this investment will help create.”

The fund expects to deliver value beyond providing capital solutions to financial sponsors and entrepreneurs. It aims to do that by leveraging both SWS’s national network of relationships and its visibility and reputation within the minority business community.

Source: globenewswire.com

Inclusion at the Forefront: Letter from the Editor

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Anthony Anderson on the cover of the Black EOE Journal

By Samar Khoury

We are celebrating milestones every day, and this issue of Black EOE Journal is full of them. Inclusion surrounds this issue, as it is at the forefront more than ever.

For example, our Best of the Best lists recognize the top HBCUs and Colleges & Universities for their commitment to inclusion. This issue is also filled with firsts: Senator Kamala Harris, the first black woman of Indian descent to formally accept a vice president nomination; Jeanette Epps, the first black woman astronaut to join the international space station crew; Michael V. Drake, the University of California’s first black president; and much, much more. These are only scratching the surface. Even better news: A new law has been passed requiring large corporations to diversify their boards.

Our cover story- actor, activist, and comedian Anthony Anderson- sees value in inclusion and continuously pushes for justice. A prominent figure in the Black Lives Matter movement, Anderson makes it his mission to advocate for a more inclusive future. “I have to build my own table and seat. We don’t have to sit at other peoplpe’s tables. We invite people to our table,” Anthony says.

Read more about his efforts and inspiring story on page 48.

We’ve also rounded up a list of influential figures who aim to make a difference in the world. From Tyler Perry to Yara Shahidi, these people are inspirations.

Read about these figures on page 30.

You, too, can make a difference, and that is by voting during the upcoming presidential election. Have your voice heard, and advocate for change. Your vote can be what the world needs. So, get out there and vote! Every vote counts.

Last but not least, job opportunities are still present among the pandemic and we’ve presented them for you. Every issue of Black EOE Journal strives to give the best job opportunities and tips while navigating these unprecedented times.

While times are changing, one thing isn’t, and that is the importance of inclusion. So, follow in Anthony Anderson, Senator Harris, Jeanette Epps, and many more influential figures’ footsteps, and make your own change.

Supplier Diversity—Part of a Black Chamber’s DNA

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By Bobby McDonald, President, OC Black Chamber

The Orange County Black Chamber of Commerce, for over 36 years, has prided itself for providing Access to Information. Our mission has strongly supported our minority and diverse communities.

We at the Black Chamber are always looking for ways to help our business community improve, enhance and grow their business.

In 2001, Supplier Diversity became an integral part of the Orange County Black Chamber and its membership.

Southern California Edison created a supplier diversity and development team that outreached with events that identified diverse suppliers for potential business opportunities.

It was easy to follow their new innovative playbook because they understood it wasn’t just the idea of doing the right thing, but supplier diversity made good business sense.

Networking, matchmaking events, business forums, “how to do business” workshops and now, the Edison Entrepreneurial, Development, Growth and Education (EDGE) Programs, offer potential members to learn how to participate, gain experience, learn the nomenclature and variance of degrees of supplier diversity, and how to prepare to do business effectively.

As far as certification goes, we at the Black Chamber have partnered with Department of General Service, who offers training and certification for small business to businesses in California. A small business certification supports the pursuit of contract opportunities with the state and helps the state meet its 25 percent goal.

The Dept. of General Services also offers certification for Disabled Veteran Business Enterprises. The chamber offers a yearly certification training event for veterans in conjunction with the California Employment Development Department.

One our biggest success was to have a two-session certification with the DGS, where 33 individuals came to get their business SB and DVBE certification. After the training, we were informed that DGS confirmed seven individuals had garnered successful certification.

The chamber has found and truly believes that corporations that set minority procurement goals that are supported by top management can achieve substantial progress in narrowing the opportunity gap between minority- and white-owned businesses.

We are now currently involved with supplier diversity programs with Southern California Gas Company, Semper Energy Utilities along with AT&T, to name a few. It’s now part of our chamber DNA.

We totally realize and understand the value of supplier diversity and how it enhances and creates proactive business and encourages the use of minority-owned, women-owned, veteran-owned, LGBT-owned, service-disabled-veteran-owned, historically underutilized business, and Small Business Administration (SBA)-defined small business concerns as suppliers.

 

What Are the Most Secure Jobs in America Now?

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Closeup of woman's hand iworking by touching laptop

Millions of Americans have filed for unemployment benefits in the past months. Most states have been under stay-at-home orders, which have meant nonessential businesses have shut their doors and laid off workers. Below is a list of the most secure jobs in America now.

Nurses

The median annual wage for registered nurses was $73,300 in May 2019.

Employment of registered nurses is projected to grow 7 percent from 2019 to 2029, faster than the average for all occupations. Growth will occur for a number of reasons, including an increased emphasis on preventive care; increasing rates of chronic conditions, such as diabetes and obesity; and demand for healthcare services from the baby-boom population, as this group leads longer and more active lives.

Physicians & Surgeons

Wages for physicians and surgeons are among the highest of all occupations, with a median wage equal to or greater than $208,000 per year.

Overall employment of physicians and surgeons is projected to grow 4 percent from 2019 to 2029, about as fast as the average for all occupations.

Physician’s Assistant

The median annual wage for physician assistants was $112,260 in May 2019.

Employment of physician assistants is projected to grow 31 percent from 2019 to 2029, much faster than the average for all occupations. As demand for healthcare services grows, physician assistants will be needed to provide care to patients.

Home Health Aide

The median annual wage for home health aides and personal care aides was $25,280 in May 2019.

Overall employment of home health aides and personal care aides is projected to grow 34 percent from 2019 to 2029, much faster than the average for all occupations. As the baby-boom generation ages and the elderly population grows, the demand for the services of home health aides and personal care aides will continue to increase.

Substance Abuse and Behavioral Disorder Counselor

The median annual wage for substance abuse, behavioral disorder, and mental health counselors was $46,240 in May 2019.

Employment of substance abuse, behavioral disorder, and mental health counselors is projected to grow 25 percent from 2019 to 2029, much faster than the average for all occupations. Employment growth is expected as people continue to seek addiction and mental health counseling.

Software Developer

The median annual wage for software developers was $107,510 in May 2019.

Employment of software developers is projected to grow 22 percent from 2019 to 2029, much faster than the average for all occupations. Software developers will be needed to respond to an increased demand for computer software.

Researchers and Scientists

The median annual wage for computer and information research scientists was $122,840 in May 2019.

Employment of computer and information research scientists is projected to grow 15 percent from 2019 to 2029, much faster than the average for all occupations. Job prospects are expected to be excellent.

Teachers

The median annual wage for high school teachers was $61,660 in May 2019. The median annual wage for middle school teachers was $59,660 in May 2019.

Employment of high school and middle school teachers are projected to grow 4 percent from 2019 to 2029.

Veterinarian

The median annual wage for veterinarians was $95,460 in May 2019.

Employment of veterinarians is projected to grow 16 percent from 2019 to 2029, much faster than the average for all occupations. Overall job prospects are expected to be very good.

Lawyer

The median annual wage for lawyers was $122,960 in May 2019.

Employment of lawyers is projected to grow 4 percent from 2019 to 2029, about as fast as the average for all occupations. Competition for jobs over the next 10 years is expected to be strong because more students graduate from law school each year than there are jobs available.

Source: money.usnews.com; glassdoor. com; bls.gov

How We’re Surviving through the Pandemic

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A man working on his computer in an office while wearing a mask

By Connie Russell | C. L. Russell Group, LLC

L. Russell Group, LLC (CLRG) is a woman-owned small business full-service workforce training company. Specializing in workforce training, content development, performance assessment and quality assurance. CLRG, like many other small businesses, is learning to persevere in the face of the Covid-19 pandemic.

Here, the founder and CEO, Connie Russell, shares her inspiring story of how using creativity, connection, and a lot of driven faith to navigate her business survival in the face of adversity.

Initial Impact

Although the services we offered were adaptable for COVID-19, we still had a few challenges. Training is not a new industry, and it is very competitive. We discovered many businesses who were in other industries and trying to survive like CLRG also tapped into the training industry to save their company during this turmoil. We found ourselves not only a small company competing with other training businesses (large and small), we are now competing with businesses from other industries taking advantage of the training industry opportunities as well.

COVID-19 Pandemic Impact

Undeniably, this has been the most difficult moment CLRG has faced since our five-year tenure. Our sales decreased more than 80 percent, and that was just the beginning. The severity of the Covid-19 crisis put our business, the community and many families in what some would consider uncharted territory. Even though our services initially included virtual training among other services, we were still majorly affected.

Many of our clients who valued the professional training services we provided for their employees, had to step back and reassess their organization’s essential needs during the pandemic. Unfortunately, professional training services were no longer an immediate essential service for many businesses. Many of our clients had to redirect their training funds to meet essential needs aligned with health, safety, and government regulations. Increasing our virtual and on-demand training services kept us optimistic—a high percentage of our sales came from instructor-led training. This required face-to-face training, and lack of social distancing. So, when employees began to quarantine at home, we immediately lost 100 percent of our instructor-led training services for the second quarter and counting.

Since health concerns and government pandemic policies directly impacted how people can gather for the unpredictable future, I knew CLRG had to quickly reassess our existing services as well as pivot our business model. It was time to seriously bootup.

CLRG shared a few tips that helped them pivot their business during the pandemic below.

Pandemic Pivoting

As our team brainstormed over innovative marketing tactics, we decided to focus on utilizing two (2) Cs of marketing: Customer Solutions and Convenience. The two Cs of marketing put the customer’s interests (the buyer, our clients) ahead of the marketer’s interests (the seller, CLRG).

 

  • Customer Solutions, Not Products: Understand your client’s needs as well as find solutions to their problems. Customers want to buy value or a solution to their problems. CLRG collaborated with other small businesses as well as community organizations to help identify essential needs. This allowed us to broaden our services not only from a business perspective but from a community professional trainer provider. CLRG also identified the trending industries affected by COVID-19 and aligned essential training services to meet those needs as well.

 

  • Outcome: Focusing on customer solutions allowed CLRG to expand in new industries such as the Health Industry. This industry was one of CLRG’s goals for our 2020 opportunity list! Connecting with the community allowed us the opportunity to offer complimentary virtual skills training courses to individuals who were unemployed during the pandemic or simply wanted to use this time to enhance their skills. We discovered possible ways to be a part of the solution, not just for businesses, but the community as well. This was a healing process for everyone.

 

  • Convenience, Not Place: Customers want products and services to be as convenient to purchase as possible. Design your products/services so the customer feels confident when utilizing your services. Customers do not want to embark on additional work to use your products/services. Putting yourself in the place of the customer when trying to decide how to design a more efficient service isn’t always the best route. You already know your products/services so it can be challenging to discover new innovative designs. Try ideation sessions with external stakeholders to discover innovative ways to serve your customers. CLRG wanted to ensure the experience during this sensitive time was beneficial to our customers. Since this was a very unpredictable time, CLRG designed a service that was convenient based on our client needs, with the option of flexibility.

 

  • Outcome: By initially inquiring with our clients about their ‘current’ needs, and not focusing on what we had to offer; CLRG was able to design services that were timely, convenient and flexible during the pandemic. When you demonstrate to clients that you are flexible when meeting their needs (especially during a pandemic), this is when true customer relationships are developed.

Remaining Optimistic into the Future

Ridiculous faith has become my mantra during this pandemic. I refused to believe the pandemic would be the reason CLRG closed its doors. I must admit, I have been truly blessed with an amazing team. As the saying goes, ‘what doesn’t kill you only makes you stronger.’ We truly discovered what a real shoestring budget feels like, but it has also shown us our true colors of perseverance. There were times my team members would ask why I continued to go into the office. Although my verbal response was ‘because we’re still paying rent’ I was actually thinking of the words my mother would often say to me: ‘continue to move forward as if it is.’ We will continue to strive for excellence, seek innovative solutions and humbly serve. CLRG will continue to believe we have a purpose here and will continue to positively impact the workforce industry for businesses, the community, and families.

Lessons Learned

As a professional development training company, we found ourselves receiving just as much training as our customers during this pandemic. There were so many lessons learned thus far during the pandemic, and I’m sure more to come. But if I had to think of two it would be leadership and relationships. True leadership is demonstrated during trials. On many occasions, I found myself serving in several roles. But it was through this experience I was able to discover new ideas and see my business from different perspectives. When you’re always serving as the leader, sometimes you miss these opportunities to get your hands dirty…literally.

Relationships are key, period. During challenging times, it was very important to stay connected with our customers and associates. Simply sending a hello to let them know you’re thinking about them and hoping they’re doing well says a lot. It demonstrates your sensitivity to the situation at hand and acknowledges that you’re authentic about your relationship. Our customers appreciated this. We will continue to stay optimistic and believe a silver lining is on the way. Until then, we are preparing for the new norm.”

 Click here to view the source: CL Russell Group.

Avoiding Workplace Word Wars

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A napkin with conflict resolution solutions wrtten on it, sitting next to a cup of coffee

By Lorie Reichel-Howe
Founder, Conversations In The Workplace

If you work with people, it’s inevitable that you have felt the sting of cutting words, the stab of sarcasm and the sickening silence when a coworker is verbally attacked. When workplace word wars occur, people become casualties, relationships are strained, and morale plunges downward.

Unless people effectively and confidently respond to verbal outbursts, culture will erode, productivity will plummet, and attrition will skyrocket.

In my consulting work, I’ve observed that unaddressed behaviors become workplace norms. When hurtful behaviors are tolerated, people are dehumanized and verbal offenders multiply. On the flip side, organizations that prepare employees to effectively respond to workplace zingers, jabs and verbal bombs, establish a safe workplace culture.

Unfortunately, wanting to speak up when a verbal assault bomb is dropped doesn’t mean you know how to speak up, or even what to say so here are a few communication strategies you can implement. Instead of simply describing the strategies, I will demonstrate how to implement them in a workplace scenario where a frustrated employee, Jolene, blurts out a negative comment about the Help Desk department.

Scenario

Upon submitting a request for support from Help Desk, Jolene was informed that, due to complications with the new system software installation, that there will be a two-day delay in receiving technical support. Angry at the delay, Jolene blurted out:“The Help Desk department should be renamed the Helpless Department.”

Request clarification

In a calm and firm manner, ask Jolene to share what she meant by “renaming the Help Desk Department to the Helpless Department.” In taking a curious approach, you invite reflection of the meaning of one’s words. Asking questions prevents you from accusing, lecturing or judging the actions of others.

Acknowledge the needs or concerns of the other person

Acknowledging someone’s concern is a great diffuser. People commonly breathe a sigh of relief when their concern is recognized. When we feel angry or hurt and believe someone has crossed a line, our human tendency is to become defensive. Acknowledging the other person’s challenge is not instinctive. Even so, learning to acknowledge instead of telling someone what you think of their outburst, can become a patterned response with repeated practice. While acknowledging is not a solution to the problem, it opens up a dialogue where a solution could be explored. Rest assured, acknowledging someone’s concerns doesn’t mean you approve of their behavior, it simply means you understand what motivated their behavior or outburst.

Communicate positive wants (for everyone involved)

When people hear that you desire a positive outcome or solution to their problem, they see you as an advocate, not an enemy. It’s assuring to know someone cares about you even when you’ve acted impulsively or spoken inappropriately. It only takes a few seconds to communicate to Jolene that you want her to obtain the technical support needed to complete her work. Share that you want Help Desk to successfully implement a new system upgrade that improves everyone’s working experience and that you want other departments to support Help Desk in their improvement efforts. Lastly, include your desire for a positive work environment for everyone where concerns and needs are respectfully communicated.

Bring awareness of the impact of words and actions

To help Jolene understand the impact of her words, tell her that when you hear her say that the Help Desk Department should be renamed the Helpless Department, it comes across as an attack on a team within the organization. Share that negative comments like these, instead of unifying the organization, separate and divide. It only takes one match to ignite a fire and once negativity spreads, it’s hard to stop.”

Ask questions to spark brainstorming a solution

Successful communicators empower others by asking them questions. They avoid directing or dictating what others can or should do. Ask Jolene if there are technical support resources other than Help Desk. This moves her from attacking a department to finding another resource for technical support.

Get a commitment

To ensure that negative comments are not made in the future, ask Jolene to commit to discussing her concerns in the future without attacking a team or individual. Documenting Jolene’s agreement is helpful in case of a repeated offense. It takes discernment to know if a reminder is adequate, if an apology is appropriate or if consequences should be imposed.

If the behavior continues

If the behavior is repeated, reference the earlier commitment and identify that you are now holding an accountability conversation to address a behavior pattern. Make it clear that this is not a first-time offense – this person has a history. Pattern behaviors erode trust because they cause you to question whether a person has the ability to uphold their commitments.

Create safe and positive workplaces

It’s not enough to inform people of workplace policies, people need to know what to do when policies are violated and when employees become causalities of a toxic culture. Organizations that develop a positive and safe workplace understand that telling or expecting people to address negative behavior is as helpful as a medical diagnosis without a recovery plan. These organizations invest in training all employees, managers and teams in effectively addressing harmful workplace zingers, jabs and verbal bombs.

Lorie Reichel Howe is founder of Conversations in the Workplace. She leverages over 20 years of expertise in communication and relationship management. She equips managers, teams and business professionals to have “safe conversations” – transformative dialogue that uncovers hidden workplace issues. Whether issues are challenging team dynamics, mismanaged expectations or good old-fashioned bad behavior, “safe conversations” foster greater innovation, inclusion and collaboration within organizations.

Click here to learn more about Lorie’s impact.

Top 15 States with the Most Remote Jobs

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By Brie Weiler Reynolds, Career Development Manager

Before the COVID-19 crisis, 4.9 percent of the U.S. workforce worked from home full time. Now, nearly everyone who can is working from home due to ongoing pandemic concerns, and many companies are switching to remote work indefinitely.

According to a recent survey, more than three-quarters of office workers who’ve been working remotely say they would prefer to work from home more often, even after the pandemic ends.

Does it matter where you’re working from if you work from home, though? Many people think having a remote job will allow them to work from anywhere they choose. But the truth is that the vast majority of remote jobs require workers to reside in a specific geographic location.

Why Do Remote Jobs Require a Location?

Close to 95 percent of remote jobs have location or geographic requirements, such as a city, state, region of a country, or country. That means that only 5 percent of remote, work-from-home positions are truly work-from-anywhere jobs, and that’s really important for job seekers to know if they want to land a remote job.

The most common reasons employers need their remote workers based in a specific area include legal, taxation, professional licensing, training, and regular in-person meetings.

So, if remote positions usually have location requirements, where are the most remote jobs? The following 15 states have had the highest number of remote job listings in the last year and a half, since January 1, 2019. The state’s current remote worker population, according to the U.S. Census Bureau, is also noted along with the top three cities with the most remote workers, and remote-friendly companies across the state.

States with the Most Remote Jobs
1. California: 6%

Cities in California with the highest populations of remote workers:
Berkeley: 11.6%
Santa Monica: 9.6%
Pleasanton: 9.5%

2. Texas: 5.2%

Cities in Texas with the highest populations of remote workers:
The Woodlands: 11.3%
Sugar Land: 8.8%
Austin: 8.2%

3. New York: 4.5%

Cities in New York with the highest populations of remote workers:
New York City: 4.3%
Syracuse: 4.2%
Rochester: 2.9%

4. Florida: 6.2%

Cities in Florida with the highest populations of remote workers:
Delray Beach: 9.5%
Clearwater: 9%
Miami Beach: 8.6%

5. Illinois: 5.1%

Cities in Illinois with the highest populations of remote workers:
Naperville: 10.1%
Evanston: 7.9%
Arlington Heights: 6.2%

6. Virginia: 5.6%

Cities in Virginia with the highest populations of remote workers:
Arlington: 5.7%
Alexandria: 5.3%
Roanoke: 4.1%

7. Pennsylvania: 5.1%

Cities in Pennsylvania with the highest populations of remote workers:
Pittsburgh: 4.8%
Philadelphia: 4.4%
Allentown: 3.7%

8. North Carolina: 6%

Cities in North Carolina with the highest populations of remote workers:
Asheville: 8.3%
Charlotte: 6.9%
Raleigh: 6.9%

9. Georgia: 5.9%

Cities in Georgia with the highest populations of remote workers:
Columbus: 8%
Atlanta: 7.2%
Sandy Springs: 5.5%

10. Massachusetts: 5.3%

Cities in Massachusetts with the highest populations of remote workers:
Newton: 10%
Worcester: 6.4%
Cambridge: 6.2%

11. Washington: 6.5%

Cities in Washington with the highest populations of remote workers:
Bellevue: 8.2%
Seattle: 7.6%
Renton: 5.7%

12. New Jersey: 4.7%

Cities in New Jersey with the highest populations of remote workers:
Jersey City: 3.5%
Camden: 1.9%
Newark: 1.6%

13. Colorado: 8.6%

Cities in Colorado with the highest populations of remote workers:
Boulder: 14.9%
Broomfield: 9.4%
Denver: 8.2%

14. Arizona: 6.8%

Cities in Arizona with the highest populations of remote workers:
Scottsdale: 10.7%
Mesa: 6.6%
Flagstaff: 5.9%

15. Minnesota: 6.1%

Cities in Minnesota with the highest populations of remote workers:
Plymouth: 9.2%
Eagan: 6.3%
St. Paul: 6%

Remote Work Trends
Commute stress is routinely cited as one of the primary reasons workers seek remote jobs. And, With the average daily commute at 27.1 minutes one way, employees who work remotely half-time (about two to three days per week) stand to gain back 11 days a year just from not commuting as much!

Due to the fact that COVID-19 forced many companies to implement remote work on the fly, employees who otherwise wouldn’t be working virtually now are.

Zillow reports that more than half of homebuyers who work remotely say remote work influenced a major home change. For instance, remote work means that you don’t necessarily have to live in the same city as your employer, and aren’t forced to live in a larger (and more expensive) metropolitan area.

Furthermore, several cities and states now offer incentives for remote employees to move to their location. Oklahoma, Vermont, Alabama, and Colorado are some states that currently have remote worker incentive programs.

Find a Remote Job By Location

What if your state isn’t on this list? Many tools, such as FlexJobs, allow you to find remote jobs by entering your location.

Source: FlexJobs

Rihanna Joins ‘Forbes’ List Of America’s Richest Self-Made Women

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Rihanna on professional women's magazine cover wonder woman of the year.

Forbes has unleashed its list of America’s Richest Self-Made Women and there are plenty of recognizable names.

According to the outlet, the entire ranking of trailblazers are worth a collective $90 billion and have “have started or helped expand companies that do everything from build rockets to create snowboards to make Covid-19 tests.” At the top of the ranking is roofing entrepreneur Diane Hendricks, co-founder of ABC Supply, one of the country’s largest wholesale distributors of roofing, siding and windows. She tops the list for the third year in a row with her empire, which reportedly exceeds $8 billion.

Meanwhile, Rihanna makes her first appearance on the list at the No. 33 spot, courtesy of her cross-genre ventures. In addition to her Fenty Beauty line, the pop titan also has her Savage x Fenty lingerie line, as well as her music ventures, racking up an estimated $600 million for her earnings across the board in 2019.

Among the other celebrity appearances include Kris Jenner, who nabbed her first entry at the No. 92 spot with a net worth of $190 million. Oprah Winfrey returns to this year’s ranking at the No. 9 spot with a net worth of $2.9 billion, while Kim Kardashian took the No. 24 spot with her net worth of $780 million and little sister Kylie Jenner took the No. 29 position with a net worth of $700 million. Lady Gaga and Jenniffer Lopez both snagged the No. 97 spot with their net worth of $150 million.

Continue on to 1043myfm to read the complete article.

NTI@Home Aids in Finding Work-at-Home Opportunities

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A woman working from home at a desk

By Kate Brouse, Business Development Lead at NTI

For many Americans with disabilities—even prior to these unusual times—finding and keeping a job comes with unique challenges: commuting to a workplace, job flexibility to allow for doctor’s visits and treatments, and needed accommodations to complete a job.

Now, the COVID-19 pandemic has upended traditional businesses nationwide, resulting in many companies sending employees home while at the same time, seeing a huge increase in the demand for customer support. Call and contact centers in particular have become the frontline for branding and customer experience. Companies are increasingly seeing an urgent need to create and staff virtual call centers to meet the increasing demand. This shift in the typical office dynamic has increased the availability of flexible, work-at-home jobs with competitive pay, and has opened doors for new job opportunities for the disability community.

Before mid-March, only 1.3 percent of job postings on ZipRecruiter explicitly offered the opportunity to work from home. Now, 11.3 percent of jobs on the site offer at-home flexibility. As unfortunate as the pandemic is, one silver lining it that is has forced companies to allow people to work at home—an accommodation those within the disability community have been requesting for years that has suddenly become the norm due to COVID-19. A disabled person who may be at a disadvantage in the workplace may now find it easier to secure an at-home job for which accommodations are not even required; their homes are already set up for their needs.

National nonprofit NTI@Home has been providing work-at-home opportunities for people with disabilities and their caretakers for over 25 years. NTI@Home provides free training and job placement services to disabled Americans and veterans, providing many with the first step on the path to a new career—all from the comfort and safety of their own homes. Over 4,300 Americans have found roles in government organizations, Fortune 500 companies, and other national organizations after completing NTI@Home’s free training program.

Andrea Thomas founded NTI@Home after a debilitating illness kept her out of the workforce for more than six years. Following a two-decade career and early, unplanned retirement, Thomas always had a desire to go back to work. After working with NTI and completing a self-paced training program, Thomas found a role at Celgene, a global pharmaceutical company that develops cancer and inflammatory disease therapies. As a customer survey agent, she works with patients to log prescription information, medical history, and more.

“My job has given me the opportunity to be a part of the workforce again and I love it,” said Thomas, a California resident. “This is a great opportunity for people to work from home. I love working for a company like Celgene that allows me to connect and help people nationwide.”

Thomas is the perfect example of what NTI@Home can do for people with disabilities who want to be a part of the workforce but often find obstacles in their way. NTI@Home has long recognized these barriers and helped people within the disability community find an alternate path to employment. The COVID-19 pandemic has only accelerated their ability to help disabled Americans find remote work with competitive pay. The nonprofit recently expanded their mission to serve not only people receiving disability benefits from the Social Security Administration, but also any American with a documented disability, including those with invisible disabilities and chronic health conditions like asthma, COPD, PTSD, and cancer, to name just a few.

“In 1990, the Americans with Disabilities Act empowered more workers with disabilities to work from home,” said Alan Hubbard, COO of NTI. “But now the economic situation created by the COVID-19 crisis has opened the doors for thousands of disabled Americans to enter the workforce.”

After making the adjustment to working as a remote customer service agent following an injury, Adrian Galaviz, 38, of Corpus Christi, Texas, is a strong advocate for working-from-home. Galaviz had worked in the call center industry on site before a car accident in 2016 caused him to seek a telework opportunity.

“You have to treat it like you would any other job,” said Galaviz. “You have to be ready mentally, with no TV or radio in the area. I also don’t have any Internet browsers open. It took a bit of time to get used to working at home. It was different than going to a brick-and-mortar store as there were so many distractions.”

For the one in four Americans who live with a disability, the opportunity to work from home after completing NTI@Home’s free training allows many benefits: a flexible schedule, a paying job in a reputable company, and an active role in the workforce. NTI@Home is committed to helping and inspiring disabled Americans by sharing stories of individuals like Andrea Thomas and Adrian Galaviz who now have successful careers working at home.

 

Source: Kate Brouse on Twitter. Click here to view Kate’s twitter.

New Law Requires Large Corporations to Diversify Boards

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A diverse board of directors sitting around a table

By Natalie Rodgers

On August 31, California lawmakers passed a new, unnamed piece of legislature that would increase diversity and inclusion rates in big California businesses.

Under this new law, large corporations would be required to have at least one board member on their team who comes from an underrepresented community. The legislature further clarifies the definition of underrepresented communities to include: Black and African American, Hispanic and Latino, Native American, Native Hawaiian, Alaska Native, Asian, Pacific Islander, or LGBTQ+.

“Corporations have money, power, and influence,” Assemblyman and author of the law Chris Holden stated. “If we are going to address racial injustice and inequity in our society, it’s imperative that corporate boards reflect the diversity of our state.”

Holden hopes that the bill will make large representative changes resulting in racial justice, similar to the gender equality shown after the passing of the 2018 bill, requiring big-name corporations that have a certain number of women on their board.

While presenting the new legislature, lawmakers strived to prove the necessity for its existence by referring to various studies that showed a lack of diversity in big corporations and the state of California alike. One such study, done by the Deloitte and Alliance for Board Diversity in 2018, stated that out of the 1,222 new board members that were introduced to Fortune 100 companies, 940 of them identified as Caucasian, a whopping 77 percent. Another study, done by the Latino Corporate Directors Association in July 2020, stated that 87 percent of California business boards did not have Latino representation, despite making up almost 40 percent of the total population. Many large technology companies, such as Apple and Facebook, were also tested to have all-white executives in the top executive positions on the board.

“There is enough evidence to show there is discrimination,” Holden told lawmakers. “The numbers simply don’t lie.”

Besides the presence of discrimination, lawmakers also showed evidence of the economic impact that diversity can have on large corporations. Companies that present a larger understanding and representation of diversity have shown to increase in profit as their target audience begins to draw in more people from various backgrounds.

Under Holden’s law, diversity would be required to increase in the coming years in California businesses. Corporations with more than nine board members would need to have a minimum of three members that come from underrepresented communities and corporations with  five to eight board members would be required to have at least two of these members. If signed into law by Governor Gavin Newsom, the law would also penalize those violators with fines starting at $100,000.

Resume and Skills Refresh: Don’t Waste Your Pandemic

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woman holding her resume in her hand smiling

By Greg Stuart

While I’m not that old, just over 40, I can’t remember living in a crazier time. This pandemic has affected how we go about our daily life in so many different ways.

The closest thing I have to compare to this crazy time is the post 9/11 era. While COVID-19 has changed all of our travel plans, it has also changed how we function in the everydayness of life too. Most prevalently, the way in which we work and communicate has drastically changed. Remote work filled with Zoom meetings and Webex presentation have become the norm. I have enjoyed working from home because it has allowed me much more flexibility. No sitting in traffic or heading back and forth from the airport (I travel a lot for work). When I’m done for the day, I’m left with time that I normally don’t have. So, what should we do with that time? It’s a perfect time to refresh your skills and update your resume.

Remote Work Is the Best Time to Refresh Your Resume

Since the shift to remote work, I’ve taken three certification exams and added them to my resume. My skills are growing because I have time to do a lot more self-study than I had before. Here are some ideas as to how you can use this quarantine/pandemic to refresh your skills and update your resume.

Study & Learn

There is no better time than now to get online and learn something new. If you have ever thought about learning coding, there are free online resources for that. Try Code Academy. They have a large library of practice labs and exercises to teach you how to code. They offer classes in Java, Python, Perl, Ruby, and more. If cybersecurity is your thing, you can go to sites like PluralSight and Udemy to learn about the latest cybersecurity initiatives and training. Maybe being online all day for work and then staying online after work to study isn’t your thing. I get that. I prefer to crack open a book and study up on my next certification goal.

Grow Your Network

Having extra time on your hands will give you an opportunity to reach out to people within your professional network and catch up. Reaching out to someone within your network gives you an opportunity to update them on what you have been up to and find out what they are doing. Maybe you are working on projects of interest to each other and you can swap notes and ideas. In the event you are planning to be back on the job market, refreshing your professional network helps to keep multiple sets of eyes out for the best next opportunity for you. Updating your professional network helps to grow it and keep it strong. The best thing you can do is cultivate a strong professional network that you can call on for help and/or guidance from time to time.

Build a Home Lab

If you have extra time and extra money lying around, build yourself a home lab to keep up to date on the latest and greatest technologies out there. Even if you don’t have a lot of extra money, you can always download a trial license of VMware Workstation and start building yourself a nested lab that you can use to build virtual servers and appliances to further your learning. Find an older PC that you might have lying around and throw Workstation on it, and you are off to a good start. Some companies even give a lab allowance to their employees for licenses and hosting.

Attend a Virtual Event

Lastly, with this pandemic still going strong, there are many opportunities to attend a conference virtually that you might not have been able to physically. VMworld 2020 has gone virtual and has opened registration up to anyone for free (no, you don’t get a backpack!). There are other events you can attend as well, such as networking events in which you join a Zoom meeting to sync up with others in your field and learn from one another.

Balancing Personal Life with Resume Refresh Goals

There are so many things you can do to optimize your time during this phase so you are ready for a resume refresh. Find something you can do to balance learning and growing your sphere of influence within your field. At the same time, remember to enjoy your family and friends and be safe.

Source: news.clearancejobs.com

Level Up: Joining a Professional Organization to Bolster Your Network

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A group of men shaking hands and networking

By: Stephanie Hughes, MPH, CHES

Featuring: Collin Mays, MPA

If I asked a room of 10 people what comes to mind when they hear the word “networking,” I would expect to get ten different answers.

The first thing that probably comes to mind is a room full of people with name tags, exchanging resumes, or business cards. Networking is the activity that we all know and love, or hate, that involves the exchange of information in either a personal or professional capacity. We build networks every day to find jobs, mentors, and friends. This exchange of information makes it possible to form long-lasting relationships and can provide opportunities that would not be present otherwise.

We have all heard the statement, “It’s not about what you know, but who you know.” I remember hearing it on many occasions in both my undergraduate and graduate career. Then, “why am I spending all of this time in school, if what I know doesn’t weigh all that much?” While knowledge and expertise are important for us to mold our careers, it isn’t the only factor. If I have learned anything throughout my professional experience, it is that having champions in your corner who know your character and what you stand for are more powerful than any line on your resume.

Collin Mays, a member of the National Forum for Black Public Administrators (NFBPA), an organization committed to supporting professionals in the field of public administration, recounts his experience joining a professional organization committed to public service:

“I joined NFBPA because I believe in the overall mission. Often, black public administrators are not highlighted for their work. My goal is to help promote our profession and encourage the next generation of black public administrators. I realized that to pursue that, networking is essential to your career success. Of course, I encourage everyone to pursue as much education as possible. However, while education is the foundation of success, ultimately networking will help you land your next job and advance through your career. You never get anywhere if people don’t know you.”

I resonate very much with Collin’s statement. The National Forum for Black Public Administrators was my first real experience networking and building professional relationships. I never knew what it truly meant to network. I attended their Annual Forum as a scholarship recipient and truly had no idea what to expect. It was the first time in my life where I was surrounded by so many professionals who looked like me. And for some reason, they wanted to get to know the 19-year-old girl from Raleigh, North Carolina.

Throughout the conference, I met with people from all over the country that served in various capacities and spoke about my passion for public service. Conversations seemed to flow easily as such like-minded individuals surrounded me. Individuals I met have become mentors and friends as I pursue a career in healthcare and public service. In fact, this is true for many professionals as they recount the beginnings of their careers. It was at this moment when I realized the true importance of joining a professional organization.

“Young people, especially young people of color, should join as many professional organizations as possible. Not only will each organization enhance your knowledge of the profession, but each organization can produce lifelong friendships and professional relationships.”

If you are interested in a career in public administration or a related sector and would like to join a professional organization, please  consider contacting the NFBPA.

Click here to view the NFBPA websitethrough our website

Click here to explore programs for emerging leaders and young professionals.

The National Forum for Black Public Administrators (NFBPA) is the nation’s principal and most progressive organization dedicated to the advancement of African American public leadership in local and state governments. NFBPA is an independent, nonpartisan 501(c)(3) non-profit organization founded in 1983. With more than 2,500 members, NFBPA has established a national reputation for designing and implementing successful, quality leadership development initiatives.

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