How We’re Surviving through the Pandemic

BusinessHealth

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.

How to Make Boards More Diverse

BusinessCareers

A diverse board of directors sitting around a table

By Dr. Apollo Emeka

The consequences of the status quo have never been clearer. Decades of pollution created a climate disaster. Political power struggles are eroding trust between individuals and leading to war between countries. Multiple diseases present public health challenges. Increasingly frequent financial disasters have caused some to question the viability of capitalism itself. Status quo thinking got us here. Only innovative, critical and diverse thinking will get us out.

There’s no easy fix to the problems we face but there are a couple of big levers we can pull that will shift things in a positive direction. Where can we find these levers, you ask?

So much of the human experience is shaped by big companies and big companies are shaped by their board of directors. A change at the board level will change companies and the companies will impact societal outcomes. Change is never easy, but it’s nearly impossible when the people responsible for enacting the change don’t see any reason to. This article is for you if you’re being asked (or compelled) to change, or if you’re the one trying to compel folks.

Why are Corporate Boards so Important?

Corporate boards influence company strategy and determine both institutional and individual relationships in and out of the company. Corporate boards choose the C-suite: the people who control the most powerful, non-governmental organizations on earth. Boards composed of people who all have the same priorities, values and blind spots (which has historically been the case in America) are limited in their ability to affect change.

There have been efforts in recent years to increase board diversity. Motivations for this push range from economic self-interest (some studies show that diverse groups make better decisions) to social justice (shouldn’t the powerful institutions of America reflect its multicultural population?). However, meaningful changes to board makeup have not yet been achieved. Not even close. Instead, according to a 2022 New York Times article, “directors from underrepresented groups occupy 17 percent of board seats, up from 14 percent in 2020.” Not only is a 3 percent increase insignificant, it is telling that someone would think to combine all non-white males into a single group and consider it meaningful. This tells me perspectives on what representation looks like need to change.

There are concrete steps we can take to make meaningful changes to board diversity. Here are a few to keep in mind.

“Critical Mass” is Critical

In order for us to realize the moral, cultural and economic benefits of diversity, equity and inclusion, we need to reach a critical mass of distinct perspectives within the boardroom. Including one person with a diverse identity is unlikely to turn the tide of status quo thinking. No one woman can speak for all women. No one Black person can speak for all Black people (besides maybe Beyoncé?). Expecting someone to be the sole representative of the identities they embody is unfair. Expecting them to bring the perspectives of all the “other” identities is outright irresponsible.

Ongoing research has suggested that a minimum percentage of representation is required in any group in order for minority voices to be heard. While research is ongoing, an excellent article by Konrad et al. titled “The Impact of Three or More Women on Corporate Boards,” published in Organizational Dynamics, Vol. 37, 2008, puts critical mass in the boardroom at 30 percent. If there is minority representation below 30 percent, outcomes are generally indistinguishable from those of a homogeneous group. A board with 10 seats, needs a minimum of two or three people from every identity group (e.g., Black, Chinese, gay, woman, Rural, Brazilian, etc.) you want to have representative influence. That means our diversity target should not be 20-30 percent total, but 20-30 percent times the number of groups that we care about including. With typical sizes between 4 and 12 directors, it may not be possible to represent all groups meaningfully on every board. But we can strive for representation that aligns with the priorities of each corporation. For example, a large, national company might be best served by a board that reflects the diversity of the American population. Whereas a company with a more specific niche would do well to include representation from their specific customer (or supplier) base.

Here’s how to get to that 20 to 30%

First, seek out innovators. Grab people after their first press release, not because they have been in the industry for decades. Populating a board with people who all come from the same backgrounds, career paths, educational pedigree and lists of “diverse board” members does not meet the bar of true diversity.

Second, elevate and protect dissenting voices starting now. At the beginning of my 6-year stint in the FBI, we learned about the intelligence failures of 9/11 and the U.S. invasion of Iraq. The FBI wanted to understand why and how the intelligence community failed so we wouldn’t repeat past mistakes. We were taught to seek divergent thinking by presenting our assessments to non-subject matter experts. These outside perspectives always forced me to think about my own assessments in a different, more rigorous light. We made a habit of process in the FBI. In the context of a board that’s growing more diverse, including systems that explicitly elevate the voices of diverse members would combat some of the cultural biases that have, for so long, maintained the status quo.

Without real change to existing power structures, our future is just going to be a bleaker version of our present. Elevating those with diverse identities can enact that change if it is done deliberately and without compromise. And no matter how it is done, we would do well to remember the wisdom of De La Soul: the stakes is high.

The Mentor Match – Would You Be Swiped Left?

BusinessCareers

woamn looking at cell phone screen smiling

By Allison Struber

Recently, a friend shared with me she was meeting a lot of great people by swiping right. I was a bit taken aback because she is, what appears to be, happily married. My response caused her to grin and clarify she was not looking for romance. She was using a new app to find mom-friends. It has similar features to the infamous Tinder dating app, but the purpose is to narrow down the vast number of moms in an area to those who share similar interests.

As she further explained how the app worked and her success, my opinion of this swipe left/swipe right function began to change. With correct intentions, the technology could be helpful.

HOW TO SWIPE FOR NETWORKING SUCCESS

Consider all of the factors that go into choosing a mentor or mentee. It would be great to quickly swipe through professional profiles to find a good match. I would look for things like: integrity, honesty, enthusiasm, skills and experience. I would want someone who was passionate about growing new leaders and committed to investing the time it takes to do so. But just like the popular dating app, a swipe right on a mentor’s professional profile would not mean a match. My profile would also need to reflect good mentee status.

If you were seeking a mentor, here are a few things you would need to get swiped right.

Availability

Good mentors and good mentees use their time intentionally. It can be difficult to find coordinating availability, so be accommodating. Make this opportunity a priority and accept the meeting time offered.

Prepared questions

Good mentors have a wealth of knowledge, and a good mentee is going to pull out that great information. Think about what you admire in this mentor and ask questions to discover how he/she developed that skill or ability.

Teachable

Nothing is worse than a person who ‘knows it all’ except a person wanting to be mentored who ‘knows it all.’ If the conversation turns to a topic you feel confident about, pivot the discussion to something else with a new question or ask for feedback about a time you have utilized that specific knowledge.

Listener

It is ok and important to open up and share about yourself, but give your mentor the chance to lead the conversation. If you are doing most of the talking at every meeting, the balance is off.

Willing to take advice

No mentor is perfect, but there is an assumption their role has been given because he/she has been successful in an area. There is no expectation that a mentee must mirror the mentor’s experience, however, if instruction/advice/guidance is continually being disregarded, you will be right on track to find yourself without a mentor.

Willing to be a mentor

A good mentor has a goal to inspire and teach others. It is a reward to see the investment of their time multiplied by their mentee becoming a mentor. Honor your mentor and give yourself the joy of pouring into someone else. Swipe right on your own mentee.

Source: ClearanceJobs

Licenses and Permits: Everything You Need to Know

Business

man with rubber stamp and papers on desk

Most small businesses need a combination of licenses and permits from both federal and state agencies. The requirements — and fees — vary based on your business activities, location and government rules.

Here are the basics of what you need to know:

Federal Licenses and Permits

You’ll need to get a federal license or permit if your business activities are regulated by a federal agency. If your business deals with the transport, production, sales or dealings of any of the following products, you will have to obtain a specific permit from a specific federal agency. This includes business activities such as:

Agriculture: Business practices that deal with the import or transport animals, animal products, biologics, biotechnology or plants across state line
- Issuing Agency: U.S. Department of Agriculture
Alcoholic Beverages: Business practices that deal with the manufacture, wholesale, import and/or sales of alcoholic beverages at a retail location
- Issuing Agency: Alcohol and Tobacco Tax and Trade Bureau, Local Alcohol Beverage Control Board
Aviation: Business practices involving the operation of aircraft, transportation of goods or people via air or aircraft maintenance
- Issuing Agency: Federal Aviation Administration
Commercial Fisheries: For businesses engaged in commercial fishing of any kind
- Issuing Agency: National Oceanic and Atmospheric Administration Fisheries Service
Fish and Wildlife: For businesses engaged in any wildlife related activity, including the import or export of wildlife and derivative products
- Issuing Agency: U.S. Fish and Wildlife Service
Maritime Transportation: For businesses providing ocean transportation or facilitate the shipment of cargo by sea
- Issuing Agency: Federal Maritime Commission
Mining and Drilling: For businesses engaged in drilling for natural gas, oil or other mineral resources on federal lands
- Issuing Agency: Bureau of Safety and Environmental Enforcement
Nuclear Energy: For businesses producing commercial nuclear energy, is a fuel cycle facility or is involved in distribution and disposal of nuclear materials
- Issuing Agency: U.S. Nuclear Regulatory Commission
Radio and Television Broadcasting: For businesses dealing in broadcasting information by radio, television, wire, satellite or cable
- Issuing Agency: Federal Communications Commission
Transportation and Logistics: For businesses operating oversize or overweight vehicles.
- Issuing Agency: Permits are issued by your state government and can be reached through the U.S. Department of Transportation.

In-State Licenses and Permits

The licenses and permits you need from the state, county or city will depend on your business activities and business location. Your business license fees will also vary.

States tend to regulate a broader range of activities than the federal government. For example, business activities that are commonly regulated locally include auctions, construction, dry cleaning, farming, plumbing, restaurants, retail and vending machines.

Some licenses and permits expire after a set period of time. Keep close track of when you need to renew them — it’s often easier to renew than it is to apply for a new one.

What You’ll Need

Depending on the licensing you need, your license qualifications will differ. However, just about every license and/or permit requires that you have the following documentation:

Your business description or business plan that includes:
- Employee numbers
- Annual sales
- Job description
- Contact information for the business owner
- Other pertinent business information
Government ID, including your Social Security Number or Federal Employment Identification Number
Fees (varies by state)
LLC registration, for businesses structured as one. Having your LLC is not the same as having your business license, although they often compliment one another.

For more information on what you need for your specific business license, visit sba.gov/business-guide/launch-your-business/apply-licenses-permits#section-header-0.

Sources: Small Business Administration, Collective.com

This Afro-Latina Never Saw Herself Represented Growing Up — Here’s How She’s Working To Change That

Black HeritageBusinessEntertainment

Afro Latina - Bianca Kea sitting behind a table of jack and green apples

By Refinery 29

Growing up in the suburbs of Detroit, Bianca Kea was acutely aware that outside of her family, there were no other Afro-Latinxs that looked like her. No one she could relate to or look up to. But that all changed when she moved to New York City.

“Moving to New York City was such an eye-opening experience,” she recalls. “And it was the first time somebody actually identified me as Afro-Latina — I had never heard the term before, and I was able to learn about my heritage, my history as an Afro-Mexicana.” Her experience — the realization and recognition of being Afro-Latina, of being both Black and Mexican, and not feeling like she had to choose one or the other — led to her launching Yo Soy AfroLatina, an online platform and lifestyle brand that celebrates “Afro-Latinidad in the Americas and validates our hermanas’ experience.” It was born out of not seeing herself represented and wanting to create something that would not only make an impact on the culture, but also cultivate a community. “We all have different experiences — we’re not a monolith — and it’s important for people to understand what it means to be at the intersection of two beautiful cultures,” Kea says. “I hope we’re able to break down stereotypes, empower people, and allow them to be Afro-Latina. Just be yourself.”

That’s why Refinery29 is partnering with Jack Daniel’s Tennessee Apple to produce Valiente Y Fuerte — a video campaign designed to amplify the voices of Latinx creatives like Kea who inspire us every day. Watch the video above for more information about Yo Soy AfroLatina — and how Kea is turning her passion into a legacy.

Click here to read the full article on Refinery 29.

Chance the Rapper says the idea to ‘man up’ is harmful to Black men’s mental health

EntertainmentHealthlifestyle

By David Artavia, Yahoo! Life

Chance the Rapper is not holding back when it comes speaking about the benefits of prioritizing mental health.

In a new interview with Taraji P. Henson and her best friend Tracie Jade on Facebook Watch’s Peace of Mind with Taraji, the rapper opened up about dealing with the “dark days” of his mental health and how it inspired him to fight for better mental health services in Black communities.

“I think Black men are naturally guarded,” he said when asked about the pressure many Black men face to “man up” and not show their emotions. “You kind of have to be [because] your weakness is preyed upon. So, I think it’s a defense mechanism. You go to a funeral, like, you kind of don’t want to cry. You know what I mean? You don’t want to subject yourself to the feeling of like, that weakness, of like, you know, it just takes a lot to be cathartic, to cry, to empty yourself.”

“I saw my friend killed in front of me when I was 19,” he continued. “I’ve seen people I didn’t know get killed too, and you become kind of like numb to it. Somebody else died last week. But it stays with you, you know what I mean? And you don’t realize until later [that] it could have lasting effects.”

It was these types of discoveries that led him to donate $1 million in 2019 to mental health services in his hometown of Chicago through SocialWorks, his nonprofit organization.

“A couple of years ago, I, for the first time experienced a friend, somebody that I knew from growing up, that was having a mental health crisis,” he said. “His family and his friends had exhausted their efforts over years and years of trying to help. I didn’t really know that much about this stuff. There’s probably a ton of situations where people, you know, we just wrote them off as like, ‘crazy,’ or like, ‘they was tweaking.’ But they were actually going through a chronic mental health disorder.”

After realizing “the kind of care” his friend needed “wasn’t available in the city” for those who can’t afford it, he decided to team up with local advocates to help build the change.

“We basically found every possible mental health initiative within the city of Chicago, and then within Cook County, and then eventually through the entire state of Illinois,” he explained. “[We] created this app that allows people to get in contact, whether it’s an in-person meeting or tele-health, with a mental health service provider, and get the help that they need, instantly from their phone. And it’s free.”

While Chance acknowledges it’s great that celebrities are starting to drive the message that “health is beyond just our physical state,” he argues that equal access to mental health services isn’t going to happen until those in power, particularly “our lawmakers and the billion-dollar companies,” rise to meet the community’s need.

“We’re talented people, but we’re not the people that make the big decisions,” he said. “We’re not the people that write the biggest checks. Those kind of things have to happen.”

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

5 Minutes With MDee Beauty’s Deidra Smith

Business

Diedre Smith of MDee BEauty looking strong and wearing tee-shirt with company name across it

We often think of inclusion as only existing within professional or social circles, forgetting that it must also go a step further. In that spirit, the Black EOE Journal spent five minutes with Deidra Smith of MDee Beauty, a makeup company that is passionate about diversity without giving up on quality.

Black EOE Journal (BEOEJ): Where did your inspiration for MDee Beauty come from and what makes it stand out from the crowd?

Deidra Smith (DS): As a child I used to watch my mother put on her makeup, I dreamed of the day when I could do the same. From there my passion for skin care and the way I look took on a whole new meaning. It was more than just the way it made me feel, it was who I became once I became an adult. Skin care, the importance of lipstick all touched parts of me and what I deemed important. It was from that background the inspiration for MDee Beauty was born. I have used many products, never finding one with sustainability. There were many that became my favorite until later finding out that something in the formula had changed to make it no longer fit my needs. So, it was then that I started researching and later developing a formula that fit not only my needs but also that of other women who felt the same as me.

What makes us stand out from the crowd is basically the love that we put into the products. We have addressed issues of sustainability and longevity. Our ingredients are natural and good for the health of your lips. To enhance the lip care, we have subtle and bold colors that make this the perfect product that women who feel the same as I do, would want to consider.

BEOEJ: You’ve shared your views previously on the import of diversity and inclusion reform in the workforce. Why should businesses and business owners want to consider diversity, equity and inclusion when thinking in terms of their workforce, supply chain or mastermind group?

DS: I’ve been on both sides of this question as an employee and employer. I have been overlooked as a female and as a black female. I’ve been made to think that my ideas and what I had to say didn’t matter. It was kind of like when they tell kids, just be seen and not heard. Everyone’s voice needs and should be heard especially in the workforce on your team. Everyone’s background, experience and culture creates a product of inclusiveness, not only in the office but also for the market we are trying to reach. As the employer, I know that I don’t know everything, that’s why I surround myself with motivated, opinionated and diversity in thought. If you continue to do things the way they were done in the past, how do we get to the future?

BEOEJ: What can entrepreneurs or solopreneurs do to be a part of the change?

DS: Listen to the ideas of all. Decisions on what ethic groups like and don’t like can’t be made without those ethic groups being part of the conversation. Get it right the first time with inclusion of thought.

BEOEJ: Why, is not only the quality of your products, but also their sustainability, important to your company? What does sustainability mean to you as a business owner?

DS: There’s lot of good products out there but most don’t last. As women when we leave our homes, we want to look good all day. Looking and feeling a certain way we should expect it to last all day, maybe with a little touch up. We want you to be confident that your look can last all day. We did that. Our product is built on healthiness, vibrant colors and sustainability. It is our goal to keep you looking good all day long. Sustainability means that I stand behind my products. If you read the reviews MDee Beauty should be a staple in your beauty regimen. With the glowing reviews we have received thus far, it is evident that our company has sustainably, as the MDee Beauty roots continue to grow in the cosmetic industry. My goal is to continue to provide a quality product that people will purchase without reservation.

To learn more about Deidre and MDee Beauty, you can visit their website at mdeebeauty.com.

Photo Credit: Anthony Sealey

Meet Krystal Shaw of Random Rompers

BusinessDisability

Krystal Shaw close up holding a sample of her clothing line smiling

When Krystal Shaw needed to help support her family, she turned to what she knew best, fashion. Little did she know she would turn her passion for fashion into a thriving business, a clothing company for children with special needs.

Watch the video and learn more about the story behind her shop Random Rompers.

Meet the Founder of a Thriving Black-Owned, Vegan-Friendly Beauty Brand

Businesslifestyle

Nynoka Grant facing the camera in a white shirt while holding up the packaging for one of her products

By Black News

Meet Nynoka Grant, founder and CEO of Akoyn Beauty, an Atlanta-based Black-owned company that manufactures vegan-friendly personal care specialty products that are especially for women. Their premium soaps, skin creams, and body butter are handmade from the finest all-natural ingredients. Now, more than ever, taking care of yourself and remaining stress-free is a priority.

Nynoka comments, “Women are indeed running the world, wielding political power but also facing unfair burdens during the global pandemic. Some women are working from home while homeschooling children. Others are essential workers. Women across the world are remaining indoors for safety reasons. Pandemic life is different, and everyone has adjusted. However, self-care is not optional.”
She continues, “This is not the time to abandon everyday beauty routines. Caring for your skin must be part of a twice-daily ritual, and the right all-over-body products can keep every inch of your skin nourished.”

Her company’s Hydrating Body Balm and Moisturizer help to improve and maintain skin tone and texture, naturally, without harsh ingredients. Aside from aesthetics, healthy skin signals overall health. Women must take time for themselves. Women are so bogged down with responsibilities, bath time may be the only private time, but caring for others requires that you make yourself a priority.

Nynoka says she wants every woman tasked with taking care of someone else to make themselves a priority. “You need to because they need you,” she says. “Our products are invigorating. Lift your spirits. Lavish your skin with much-needed attention. Refresh twice a day to experience softer, smoother skin, and enjoy the delicate signature fragrance you’ll be glad to call your own.”

Akoyn Beauty’s products are created for every skin complexion, skin tone, and skin type—dry skin and sensitive skin. Available in Elegant Lavender, Pink Cranberry, Tropical Fruit, and Minty Lime, these signature fragrances are designed and infused with essential oils to make women feel wonderful.

Click here to read the full article on Black News.

Groundbreaking Study of Black Business Owners in the Wine Industry Reveals the Immediate Need for Inclusion & Equity

Business

By Press Release, Advisor

Marketing professor and wine business researcher, Monique Bell, Ph.D., has released an inaugural study of Black wine entrepreneurs that captures survey data collected in the aftermath of the global pandemic and civil unrest in 2020. Survey participants, who represent a diverse spectrum of businesses and professional expertise, completed the online survey in late 2020 amidst pandemic-related losses and renewed civil rights and “buy Black” movements.

The Terroir Noir: 2020 Study of Black Wine Entrepreneurs survey respondents answered multiple questions related to their motivations for wine entrepreneurship, experiences with racism and other challenges, perceptions of the wine industry’s inclusion efforts, business strategies and practices, and the impacts of COVID-19. Black-owned wineries account for less than 1 percent of all U.S. wineries, while Black people typically make up more than 10 percent of American wine consumers. A majority of survey participants (43%), which represent wineries and other wine businesses, report that financial capital is the primary business roadblock to their business. Bias/racism was cited by 20% as the number one challenge, in general, for Black wine businesses. Further, more than half of respondents (58%) are neutral or disagree that the wine industry is taking meaningful action to be more inclusive of underrepresented groups.

“I am grateful to the Black wine business community for welcoming me during a very trying time and sharing their valuable insights for this important study,” says Bell, who performed the research during a sabbatical at the Fresno State Craig School of Business and subsequently founded Wyne Belle Enterprises. “The opportunity to connect with wine entrepreneurs inspires me to pursue further research and has opened pathways to increase exposure to and awareness about underrepresented groups in traditionally exclusive industries.”

The survey is the first of its kind among trade reports and academic examinations, and it will be followed by studies of Black wine professionals and consumers, respectively. Bell and her California State University colleagues, including Liz Thach, Ph.D., M.W., of Sonoma State, are currently analyzing more than 40 in-depth interviews with Black wine entrepreneurs.

“In illuminating Black entrepreneurs in the wine industry, Dr. Bell has identified an important gap in the global wine industry and in our collective knowledge about wine entrepreneurship,” says Liz Thach, Distinguished Professor of Wine and Professor of Management, Sonoma State. “As a wine business educator, writer, and consultant, I’ve sought to bring diversity, equity, and inclusion issues to the forefront, and the Terroir Noir study will help further the industry’s progress.”

It was through Bell’s research that she met Angela McCrae, founder of Uncorked & Cultured, and joined the media platform centered on wine, wellness, culture, and adventure as Chief of Cultural Insights and Partnerships. McCrae and Bell, both graduates of Morgan State University, launched the Sip Consciously Directory, a comprehensive resource of more than 100 Black entrepreneurs in the three-tier wine distribution chain. Importantly, the directory enhances Black visibility in the $70 billion wine industry where less than 1% of wineries are Black-owned. The evolving resource connects wine lovers with Black-owned brands, distributors, and retailers, and is complemented by the growing Sip Consciously YouTube video series.

“With knowledge there is power, so it’s important for Uncorked & Cultured to be a destination and resource for consumers and the greater wine industry to understand Black wine entrepreneurs exist and the challenges we face in the industry,’ says Angela McCrae. “We’re filling a void and creating solutions to connect, not just Black winemakers and entrepreneurs with consumers, but also with mainstream brands and major distributors for an opportunity to tap into a far too often overlooked demographic.”

Click here to read the full article on the Advisor.

Should Your Company Invest in Supplier Diversity Programs? The Answer is Yes.

Business

Young African man folding arms in factory

By Yvette Montoya

When we consider the state of the United States in 2022 both socially and economically, it’s clear that our demographic is shifting and that Americans believe that social responsibility is more important than ever.

Companies that want to stay relevant in this economy need to prioritize diversity, equity and inclusion (DEI) programs and initiatives. A 2017 Cone Communications CSR study stated that 87 percent of consumers would purchase a product that aligned with their own values, and 76 percent would boycott a brand if it supported an issue that went against their beliefs. So, it’s a good time for companies to evaluate what their corporate social responsibility (CSR) looks like and where it needs improvement.

There are four types of corporate social responsibility: Environmental, philanthropic, ethical and economic responsibility– and supplier diversity programs have the potential to achieve all four categories. In a world that’s increasingly looking to employers to create stability and treat employees fairly, supplier diversity programs not only give companies a competitive edge but also make them more likely to maintain high standards of ethics. Implementing diversity, equity and inclusion (DEI) positions businesses to create a positive experience for employees, vendors and the community at large.

Here are three reasons why every company should take supplier diversity programs seriously:

You Get to Be a Leader in Social Responsibility

Companies that choose to focus intentionally on investing in Black and Latinx, women-owned, and LGBTQ+ businesses build trust with their customer base and inspire other business leaders to examine their own company practices. When we create transparency related to how products are sourced and/or hiring and management practices, we put our money where our mouth is, and so will your customers. According to Cone Communications, three out of five Americans believe that companies should spearhead social and environmental change. And eighty-seven percent of Americans said they’d buy a product because a company advocated for an issue they care about.

Although there may be some challenges in finding minority-owned vendors that comply with a buyer’s procurement requirements, there are two solutions to this. One being creating mentoring and training programs for diverse suppliers to help them meet the standards of the certification process. The other is to partner with relevant councils and chambers of commerce that provide these support systems. When value is created through tangible solutions, everyone wins.

Investing in DEI will Foster Innovation and Sales

Treating DEI like an option or something that isn’t deserving of attention means that customers will see that you’re not taking your CSR seriously. Corporate social responsibility initiatives can be the best public relations — as well as marketing — tool. Gen Z and Millennials are experts at spotting inauthenticity. A company that positions authentically with real company-wide efforts and accountability will be viewed favorably in the eyes of consumers, investors and regulators. Honest initiatives attract opportunities and employees that match an organization’s convictions.

CSR initiatives can also improve employee engagement and satisfaction — key measures that drive retention. Finally, corporate social responsibility initiatives by nature force business leaders to examine practices related to how they hire and manage employees, source products or components and deliver value to customers. All of these things create happy employees and customers, which lead to innovation, sales and a good reputation.

You Get to Make an Impact on Structural Inequality in America

Supplier diversity programs are a catalyst for true social impact because thriving small businesses are the lifeblood of the American economy. Strong local businesses create jobs and higher wages, which put money back into the community and drive economic growth. Another plus of supplier diversity is the impact it will have on the company at large and the economy overall. Supplier diversity promotes healthy competition by increasing the pool of possible suppliers. This can lead to potentially lower costs and a better product quality. Not only that, bringing in people from different backgrounds or from backgrounds that reflect the community your company serves can result in better marketing, unique solutions to old problems, as well as innovative ways to meet your customer’s needs.

With midterm elections underway, it’s a good idea for businesses to be on the right side of key issues, including racial and gender equality and environmental sustainability. This gives corporations the opportunity to work collaboratively with businesses in a way that combats racial discrimination, all while empowering the public, creating economic opportunity and enhancing their business.

Yvette Montoya is a Los Angeles native and journalist who is equal parts content creator and writer. She covers everything from issues of spirituality and politics to beauty and entertainment. Her journalistic work has been featured on Refinery29, Teen Vogue, ArtBound, HipLatina, Mitu, and she’s a regular contributor for POPSUGAR.

Meet The Woman Behind Google’s Multi-Million Dollar Partnerships With Black Founders Around The Globe

Business

Rachael Palmer, the Woman Behind Google’s Multi-Million Dollar Partnerships With Black Founders Around The Globe

By Alexa Imani Spencer, Yahoo! Finance

Rachael Palmer is behind Google’s partnership strategy with venture capitalists and startups throughout Europe, the Middle East, and Africa.

Her track record includes the launch of a $2 million fund for Black founders in Europe and a $3 million scheme in Africa, Business Insider reported.

“My role focuses on driving partnerships with the region’s top VCs and startup but also working on initiatives to transform the ecosystem for the better,” Palmer told Insider.

Before she joined Google, she worked at Microsoft and American Express. She spent plenty of time working with small businesses at the latter. As an internal consultant at Google, she “quickly found my back to working within the startup ecosystem”

Every day is different and far from typical, she told Insider.

“I spend some days working closely with founders to understand their business and how we can help them, or with internal product teams discussing opportunities to engage the VC and startup ecosystem,” she said. “Another day might be spent with a VC learning more about their portfolio companies, how we can partner and also what they look for in investments.”

Palmer shared her top five tips for businesses seeking to work with Google.

1. Keep Google’s users in mind

For startup founders hoping to secure an investment from Google, Palmer’s main tip is to ensure you have something to offer the company’s users.

“I meet many startups that want to get their content or product built into Search,” she said. “However, they often fail to step back and think about what’s in it for our users and how it enhances the product. For a partnership to work, it has to be mutually beneficial to both sides.”

2. Do your company values align with Google’s?

For Palmer, it’s important for her to get to know what’s in “the DNA of a company.”

“I really care about its values and how closely it meshes with Google,” she said. “In a pre-COVID world, I used to enjoy a visit to the offices as you can tell a lot about a company through seeing where and how they work.”

3. Think seriously about diversity

Palmer said about picking venture capitalist business partners, “I obviously care deeply about their ability to pick winners but I also care about their perspective on diversity.”

4. Think locally and globally

Palmer said she’s always been impressed by the go-to market strategies of EMEA-based startups.

“They often establish themselves in their home country then quickly create the blueprint for expansion by becoming really good at localization, developing local partnerships and navigating regulatory situations in different markets.”

5. Expect competition

Large companies like Google have rival founders and interested venture capitalists in numbers. This year’s Black founder initiative is one example.

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

3 Ways to Conquer Imposter Syndrome

EducationHealthMentoringUConnect

By Lori Pugh

I’ve spent most of my professional career in the high-tech field, surrounded by predominantly male leadership. While I will always be appreciative of the mentorship and guidance I have received over the years, I’ve often found self-comparison leading the way for me.

In the STEAM fields, you’re expected to be very innovative and forward-looking. While those around me exuded confidence and self-assurance, I have often felt like I was faking it. For the longest time, I became risk-averse for fear of looking stupid. As I climbed the corporate ladder, I was sure these feelings would leave me and was disappointed to find that they would intensify.

Then, one day, many years ago, an employee reached out to me asking for advice about overcoming “imposter syndrome.” Never having heard of this affliction, my interest was piqued. After reading more about it, I realized this term describes me. Discovering that others felt these feelings flooded me with relief. In my research, I found that this “syndrome” was felt mainly by women and people of color.

Instead of being stressed, I felt challenged to learn how to conquer it. I sought coaching to help me do so, which inspired me to help others with my newfound knowledge. It has been a monumental privilege to help others learn to conquer this debilitating condition. If you can relate to these feelings, then I know you can conquer them, too. Here are three ways to do so.

1. Build self-confidence. Nobody is born with confidence. That means it can be built! Self-confidence is an emotion guided by our thoughts. If we become aware of our thoughts and identify the driving factor of negative emotions, then we have the power to target and change them. We can alter beliefs about ourselves, our career, our relationships, our lives. It’s natural for fear to crop up. That’s just the primitive part of our brains trying to protect us. With practice, all of us can rise above those natural, fear-driven thoughts and create self-confidence in every area of our lives.

2. Recognize that failing is a crucial part of success. We’ve all been taught in some way that failure must be avoided. However, when I was surrounded by software engineers, I learned that we all need to fail to improve. They call it “failing fast.” When developing software, failures or “bugs” are a normal and natural part of the testing process. It helps developers improve what isn’t working in the coding. Rather than fearing failure, look at it as a sign that you’re learning and moving forward.

3. Stop agonizing over what others may think. It’s natural for us to ponder what others think about us, but it’s the worrying that paralyzes us because there’s nothing we can do about it. Worried thoughts, however, are notoriously inaccurate. In the end, you cannot control others’ thoughts, feelings or expectations. While you may still face times of worry, you also face a choice in those moments to have courage and move forward despite any discomfort. And in doing so, you will continue to build confidence in yourself.

The journey of creating self-confidence and conquering imposter syndrome can be a long and challenging process. But if you choose to be your authentic self and have confidence in your abilities, you’ve taken the first important step.

Lori Pugh is the Chief People Officer for the nonprofit, Waterford.org. She is also a certified life coach specializing in helping women build their self-confidence and recognize their inherent brilliance. You can find more information on her website, loripugh.com, or by joining her Facebook group, “Women Walking Tall.”