IS THEFEDERAL GOVERNMENT

YOUR BEST JOB SOURCE?

IS THEFEDERAL GOVERNMENT

YOUR BEST JOB SOURCE?OUTSTANDING ACHEIVEMENTS

The 20th Black Engineer of the Year Awards

A CLIMATE OF CHANGE A Black Perspective on Global Warming

OUTSTANDING ACHEIVEMENTS The 20th Black Engineer of the Year Awards

A CLIMATE OF CHANGE

A Black Perspective on Global Warming

Work Here. Fly Anywhere.www.skywest.com/careers

the journey begins here

THE BLACK PERSPECTIVE3

PublisherEM Publishing Enterprises

PresidentJeff Palmatier

Director - Marketing Strategies

Mark Cohen

Publication Design RC DIGITAL DESIGN

Editor/Art DirectorRichard Chudy

THE BLACK PERSPECTIVE™, is a publication of Equality

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This publication is dedicated to informing the African American community of job and career opportunities.The publishers

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Views and opinions expressed within the publication are not

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ON THE COVERUNCLE SAM WANTS YOU!While the current jobs outlook looks bleak, there is an employer who has the intent to hire hundreds of thousands of employees this year and into the future. Who is it? Meet your Uncle Sam, perhaps the best source for jobs in the country. OUTSTANDING ACHIEVEMENTSThe twentieth annual Black Engineer of the Year Awards National Conference took place this past February, and once again, many up and coming engineers and seasoned veterans shared the spotlight. 40 DIVERSE COMPANIESRachel Zupek, CareerBuilder.com writer and blogger, sheds some light on forty companies that go the extra mile to promote diversity and inclusion in the workplace. DIVERSITY NEWS BRIEFS• First African American Woman Named Board Chair• More Minorities in Corporate Suite Good for Business • Pres. Obama Launches White House Internship Program • CitiGroup Executives Make Most Powerful Executives List • ComCast Named a Top Company for Diversity

A CLIMATE OF CHANGEKaren Y. Ellis, Director of Corporate and International Environmental Programs at FedEx Express Shares Her Thoughts on Taking Charge of our Environmental Action.

CLICK ON A PAGE NUMBER TO GO TO THAT ARTICLE OR SECTION

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ClimbersWanted.To us, “diversity” meansmore than “race” or “gender.”

It means developing,manufacturing andmarketing life-enhancingmedical technologies inseveral therapeutic fields.

It means cultivating a work-force that spans a variety ofcultures around the globe.

And it means fostering thecareers of talented individuals,whatever their background oravenues of interest.

Take the next step in yourcareer. Visit us at:

C. R. Bard, Inc. is an Affirmative Action/Equal Opportunity Employer

www.crbard.com/careers

TM

THE BLACK PERSPECTIVE5

DIVERSITY NEWS BRIEFSFIRST AFRICAN AMERICAN WOMAN NAMED BOARD CHAIRThe California Community Foundation announced Wednesday it appointed Reveta Bowers, a prominent early education leader, as its first African American woman to lead its board of directors.

Bowers, who began her two-year term on Jan. 1 suc-ceeds Jane B. Eisner, president of the Eisner Foun-dation, who served from 2006 through 2008.“It is an honor to lead an organization that is helping to make Los Angeles a better place to live, particular-ly during tough economic times,“ said Bowers, head of school of The Center for Early Education in West Hollywood. “The world has undergone a huge shift and we must focus our efforts on where we can make the greatest impact ― by helping the nonprofits that serve the neediest populations in L.A. County. I look forward to the challenge.”

“We are incredibly lucky to have her expertise, en-ergy and commitment,” said CCF President and CEO Antonia Hernández. “She is exactly what the founda-tion needs to continue to raise the level of our work, especially at a time when the capacity for grantmak-ing is declining while the need for grantmaking is increasing. We thank Jane for her services and for helping us get to where we are today.” A native Angeleno, Bowers joined the foundation’s board in January 2004. She has been at The Center for Early Education, an independent coed day school

for students of differing ethnic and socioeconomic backgrounds, for more than 30 years.

A recognized authority in her field, Bowers has served as president of the California Association of Independent Schools and treasurer of the National Association of Independent Schools. She has been a trustee at Harvard Westlake and Windward schools in Los Angeles, and is on the board of the Education-al Records Bureau. Bowers earned her undergradu-ate degree from the University of Southern Califor-nia and has a master’s degree and three teaching credentials.

The California Community Foundation is L.A.’s foundation. We’ve been around since 1915 and have nearly $1 billion in assets. Each year we give about $125 million in grants to outstanding nonprofits. We’re known as one of L.A.’s most innovative inves-tors in permanent, low-income housing; the biggest supporter of individual artists in the region; the larg-est scholarship fund manager in L.A.; and a national leader in increasing services for returning vets from Iraq and Afghanistan. Thousands of donors choose us because of our personal service and expertise. To learn more, visit www.calfund.org.

CORPORATE ExECUTIVES SAY MORE MINORITIES IN THE CORPORATE SUITE IS GOOD FOR BUSINESSBut African-American women are having a tough time breaking through.

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Senior corporate executives who participated in a recent survey commissioned by The Executive Leadership Council® believe it is important to have minorities in senior executive roles.

Conducted by Harris Interactive, the poll of 150 executives from a broad range of industries, ser-vices and locales, was taken between November 4 and December 2, 2008. The findings show that 75 percent of corporate executives believe that having minorities in senior executive positions is particularly important to providing new ideas and innovation and to better reflect the diversity of customers.

The poll, conducted immediately following the elec-tion of Barack Obama, occurred at a time when there was increased discussion of how the election of the first African-American President of the United States would impact opportunities for minorities seeking to move into the C-Suite and on to corporate boards.The findings also showed that African-American women in particular face serious challenges in their climb up the corporate ladder. Thirty-one percent of the surveyed executives attribute those challenges to weaker or less strategic networks available to African-American women. Inaccurate perceptions of African-American women’s capabilities (24 percent) and work/life balance demands (23 percent) round out the top three issues cited as preventing or slow-ing down their rise.

“Frankly, the findings confirm what we found in our in-depth research completed earlier in 2008,” said Carl Brooks, President and CEO of The Executive Leadership Council, the leading organization for the most senior level African-American executives in

DIVERSITY NEWS BRIEFScorporate America. Completed in spring 2008, the Black Women Executives Research Initiative was a year-long study of success factors and impediments for black women executives aspiring to the most senior positions in America’s top companies. “Not only should senior executives cultivate more trusted and strategic relationships with high-potential black women executives, it is important for black women executives to have and execute detailed plans for advancement and demonstrate a passion for the val-ues and culture of their companies,” said Brooks.

The Executive Leadership Council (ELC) poll yielded a number of findings that coincided with the earlier in-depth research, including:• African-American women should seek high-visibility stretch assignments to improve their access to C-Suite positions, (73 percent);• African-American women should set career goals and create the action plans necessary to achieve them (67 percent);• African-American women should work with execu-tive coaches to prepare for and take full advantage of critical feedback (57 percent). “CEOs and black women executives seem to have a significant disconnect about how they view some of the behaviors and experiences of senior black corpo-rate women,” said Ancella Livers, Executive Director of the ELC’s Institute for Leadership Development & Research.

Said a CEO, “There is an issue whether black wom-en have emphasized whether they have taken on the most challenging assignments, but are not getting credit for it and not getting the value for it. You want

THE BLACK PERSPECTIVE7

to anticipate what you want, and what you think is owed to you, and ask for it in advance.”Said one of the black women executives, “I didn’t get feedback about why I wasn’t considered for the General Manager role. I was given the feedback that ‘this position is not for you’ rather than hearing, ‘this is what you need to do to become the GM.’”

Combined with its research, the Institute intends to use the survey results to finalize programs for senior and mid-level black women executives to help them strengthen strategic relationships with senior level men, build networks and increase visibility. “In spite of the barriers, many black women are skilled and ready to assume the responsibilities of the C-Suite. This work allows us to create a roadmap to help prepare mid-career black women who aspire to the highest levels of leadership in today’s corporations,” said Dr. Livers. Respondents to both studies provided concrete sug-gestions when asked what major corporations can do to increase the number of African-American female executives in their senior management teams. • “Corporations need cultural change to attract African-American females and females in general. Second,specific training for women and African-American women by major corporations.”• “There needs to be senior management complete commitment – not just a pet project of the CEO.” About the Executive Leadership CouncilThe Executive Leadership Council is an indepen-dent, non-profit 501(c)(6) corporation, founded in 1986 to provide African-American executives of ma-jor U.S. companies with a professional network and

DIVERSITY NEWS BRIEFSforum to offer perspective and direction on national and international business and public policy issues. It is the preeminent organization that recognizes the strengths, success, contributions, and impact of African-American corporate business leaders. Coun-cil members – more than 400 executives, one-third of them women –represent more than 280 Fortune 500 corporations. For more information about The Executive Leadership Council, please visit www.elcinfo.com.

About the Executive Leadership Council SurveyThe Executive Leadership Council survey was conducted by telephone within the U.S. by Harris Interactive for the Harris Interactive Executive Om-nibus. The survey was fielded between November 4 and December 2, 2008. The sample included a total of 150 executives from a broad range of industries, services and locales and included respondents from companies with revenue of $1 billion and above annually. Respondents included CEOs, Chairmen/Executive Vice Presidents and Vice Presidents/Di-rectors.

Black Women Executives Research Initiative ReportThe year-long study of success factors and impedi-ments for black women executives as they aspire to the most senior positions in corporate America included interviews with 76 black women executives, 18 CEOs, and 38 peers The report was commis-sioned by The Executive Leadership Council and The Executive Leadership Council Foundation, con-ducted by Springboard—Partners in Cross Cultural Leadership and supported by the JPMorgan Chase Foundation and the Moody’s Foundation.

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PRESIDENT OBAMA LAUNCHES WHITE HOUSE INTERNSHIP PROGRAMOn March 6th, President Obama launched the White House Internship Program for his administration and announced that applications are currently being accepted for the summer of 2009. Those selected to participate in the program will gain valuable job experience and an inside look at the life of White House staff while building leadership skills.

“This program will mentor and cultivate young lead-ers of today and tomorrow and I’m proud that they will have this opportunity to serve,” said President Obama. “I look forward to working with those that are selected to participate and I want to commend all who apply for their desire to help through public service to forge a brighter future for our country.”

In addition to normal office duties, interns will supple-ment their learning experience by attending a weekly lecture series hosted by senior White House staff, help at White House social events, and volunteer in community service projects.

Those interested in applying to the White House Internship Program must be: * US Citizens * Eighteen years of age on or before the first day of the internship. * Enrolled in a college or university (2-4 year institu-tion) or must have graduated from college in the past two years.

DIVERSITY NEWS BRIEFSInterns will be placed in a departmental office for their internship. Below is a list of departments in the Office of the President and the Office of the Vice President where interns could be placed.

* White House Department of Scheduling and Ad-vance * The Office of Cabinet Affairs * The White House Communications Department * The White House Office of Public Liaison and Inter-governmental Affairs * The Office of the First Lady * The White House Office of Legislative Affairs (OLA) * The Office of Political Affairs * The Office of Management and Administration * The Office of White House Counsel * The Domestic Policy Council * The White House Office of Presidential Personnel * Office of the Vice President

More information on the White House Internship Program, including application instructions, can be found at: www.whitehouse.gov/about/internships

CITIGROUP ExECUTIVES NAMED TO BLACK ENTERPRISE’S 100 MOST POWERFUL ExECUTIVES IN CORPORATE AMERICA LISTCitigroup announced that two of its top executive’s Mark Mason, Chief Financial Officer for Citi Holdings and Raymond McGuire, Co-Head, Global Investment Banking, Institutional Clients Group

THE BLACK PERSPECTIVE9

have been named to Black Enterprise’s 100 Most Powerful Executives in Corporate America list in the magazine’s February issue, currently on newsstands.

The list and accompanying special report spotlight the extraordinary achievements of top African Ameri-can professionals whose leadership and intellect will help preserve, expand and transform global business for years to come, according to Black Enterprise. The magazine identifies these executives as best posi-tioned to lead the way in a strained global economy.

Ray and Mark embody the spirit of leadership and commitment to excellence that Citi brings to all its relationships with its customers and clients around the world, with the communities we serve, with our shareholders, and with each other. We congratulate them on this well-deserved accolade, said Vikram Pandit, CEO of Citigroup.

Black Enterprise editors chose executives who hold senior management positions including CEOs, CFOs, COOs, or heads of major divisions at one of the top 1,000 publicly traded U.S. companies or at an international corporation with gross revenues of $1 billion or more.

About Mark Mason Mark Mason is currently Chief Financial Officer for Citi Holdings, which comprises Brokerage and Asset Management, Global Consumer Finance and Citi’s Special Assets Portfolios. Prior to becoming CFO for Citi Holdings, Mason served as CFO and Head of Strategy and M&A for Citigroups Global Wealth Management Division where he was responsible for all aspects of financial management for Citi’s Smith

DIVERSITY NEWS BRIEFS

THE BLACK PERSPECTIVE10

Barney Brokerage business and Global Private Bank.

Among his other notable roles at Citi, Mason served in the Office of the Chairman and CEO from 2003 to 2006 as the chief of staff to former Citi Chairman and CEO Charles Prince. In 2008, Mason was recog-nized by Crains 40 under 40 and was the recipient a YMCA Business Leadership Award. Mark holds a Bachelor of Business and Administration in Finance and graduated with Honors from Howard Univer-sity; he also holds an MBA from Harvard Business School.

About Raymond McGuire Raymond McGuire is Citi’s Co-Head of Global Investment Banking, based in New York. He has responsibility for managing the coverage of global industries and clients and executing strategic trans-actions. He is a member of Citi’s Senior Leadership Committee. At Citi, McGuire has advised on trans-actions valued at more than $200 Billion, including representing Time Warner in its separation of Time Warner Cable ($45.0 Billion).

Prior to joining Citi, McGuire was the Global Co-Head of Mergers & Acquisitions at Morgan Stanley; Managing Director in the Mergers and Acquisitions Group of Merrill Lynch & Co., Inc.; and one of the original members of Wasserstein Perella & Co., Inc.

Presently, McGuire serves on several boards includ-ing De La Salle Academy, the International Center of Photography, Lincoln Center, New York-Presbyterian Hospital, The New York Public Library, the Studio Museum in Harlem and the Whitney Museum of

DIVERSITY NEWS BRIEFSAmerican Art. He is also a Director of the Wyeth Corporation.

Among his many honors and accolades, in May 2008, McGuire was presented with the Frederick Douglas Award by the New York Urban League. He also has been honored by Make-A-Wish Foundation, the Art for Life Foundation and the Pratt Institute, among other institutions. McGuire received an MBA and a JD from Harvard Business School and Harvard Law School, respectively, and graduated cum laude from Harvard College.

About Citigroup Citi, the leading global financial services company, has approximately 200 million customer accounts and does business in more than 140 countries. Through its two operating units, Citicorp and Citi Holdings, Citi provides consumers, corporations, governments and institutions with a broad range of financial products and services, including consumer banking and credit, corporate and investment banking, securities brokerage, and wealth management.

COMCAST NAMED A TOP COMPANY FOR DIVERSITY BY DIVERSITYMBA MAGAZINE Comcast Corporation, the nation’s leading provider of entertainment, information and communication products and services, today announced that it has been named to DiversityMBA Magazine’s annual list

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of 50 Out Front for Diversity Leadership: Best Places for Diverse Managers To Work. The publication recognized Comcast’s diverse employee base, its focus on inclusion and its leadership development programs as key strengths for the organization.

We are very pleased to be recognized by Diversi-tyMBA Magazine as a one of the best companies for diversity, said David L. Cohen, Executive Vice Presi-dent, Comcast Corporation. Diversity and inclusion is a part of our company culture and is integral to our relationships with our employees, suppliers, commu-nity organizations and customers.

This is the fourth year that Comcast has been named to DiversityMBA Magazine’s Top 50 Companies for Diverse Managers list, climbing in the rankings to number six in 2009 from 13 in 2008. This recogni-tion comes on the heels of several other diversity accolades by other publications, including Black Enterprise’s 40 Best Companies for Diversity (2008), and DiversityBusiness.com’s Top 50 Organizations for Multicultural Business Opportunities (2008). Ad-ditionally, Comcast was named to Women of Color magazine’s 40 Great Places for Women in Science, Technology, Engineering and Math (STEM) Careers in 2008.

Comcast’s overall commitment to diversity is focused in four key areas: attracting and retaining a multicul-tural workforce, developing a diverse supplier group, offering a wide selection of multicultural programming and pledging significant community investments.

The complete special report on the best companies for diversity, including methodology and selection cri-

teria, is available in the Spring issue of Diversity MBA Magazine, which will appear on newsstands in April. DiversityMBA Magazine provides research reports on industry diversity programs and performance, continuing education, networking opportunities, professional development for women and people of color working in corporate America, and business entrepreneurs. The magazine, published quarterly, is distributed at newsstands, top business schools, pro-fessional and business associations and international networks, and reaches 100,000 subscribers.

About Comcast Corporation Comcast Corporation (Nasdaq: CMCSA, CMCSK) (www.comcast.com) is the nation’s leading provider of entertainment, information and communication products and services.

DIVERSITY NEWS BRIEFS

BP

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Rehrig Pacific is a world-leading manufacturer of reusable

plastic pallets and crates for handling and transporting

commercial products, manufactured goods, produce, food

and beverage products, and more. We help thousands of

businesses move their products more efficiently through

the supply chain. An international company with licensees

worldwide, Rehrig Pacific offers an ever-expanding line

of transport packaging products, such as our new export

pallet, and logistical services for industry.

In addition, Rehrig Pacific also manufactures a full line of

roll-out carts and recycle bins for the curbside collection

of household waste and recyclables, and commercial

containers and litter bins for automated refuse and

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alike enjoy the many advantages of using Rehrig Pacific

collection containers and distribution services.

To learn more about us or to explore careers

with Rehrig Pacific, visit us online.

www.rehrigpacific.com

An Equal Oppprtunity Employer Committed to Diversity

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UNCLE SAM

WANTS YOU!

Layoffs,

company

closings, early

retirement offerings

with no intention of

replacing the retiree, high

unemployment ranks…

On first glance, the job market in 2009

does not look good…

or does it?

By Richard Chudy

THE BLACK PERSPECTIVE14

While many employers are handing out pink slips, one large employer is not only hiring, but also preparing to do so on a massive scale. Who? The federal government… that’s right, Uncle Sam wants you!

According to labor department statistics, the total number of federal employees reached an astounding 2.7 million in 2008 with nearly 50% of those employees becoming eligible for regular or early retirement. Forecasters anticipate the federal government will need to fill in the area of 1 million positions as baby boomers bid adieu to their federal careers. The appeal of a career with the federal government is quite obvious. The average federal worker receives $106,871 in annual compensation when pay and benefits are factored into the equation – a whopping difference compared to the $53,328 average annual compensation in the private sector. Add in student loan payoff programs, paid relocation and even cash incentives for hard to fill positions and you can see why the federal government is quickly becoming a sought-after employer.

It’s somewhat difficult for some to see the enormity of the federal government as an employer but when compared to some of the world’s largest employers, the picture becomes quite clear. For instance, when compared to WalMart – the world’s largest company with the largest workforce of any private sector employer with over 1.8 million workers – the federal government eclipses their employee count by nearly 1 million. From 2001-2006 the U.S. federal government averaged 238,184 new hires each year and that number was required just to replace those employees that left government employment for private sector positions, self-

employment or retirement. With ambitious plans to right the listing ship of employment opportunities, the current administration anticipates hiring over 400,000 new employees this calendar year. The U.S. government is the largest employer in the United States hiring approximately 2% of the nation’s civilian population. No other employer can come close perhaps making Uncle Sam the best option for today’s jobseekers.

So, how does one go about landing a job with the federal government? Well, for starters, knowing how to take advantage of the federal hiring system is paramount. Outstanding career opportunities are available to those that learn how to tap into this lucrative job market. Like most employers, the federal government makes hiring decisions based performance and qualifications without regard for race, color, creed, religion, disability or national origin. The majority of civilian jobs offered by the federal government are in

… when compared to

WalMart – the world’s largest

company with the largest

workforce of any private

sector employer with over

1.8 million workers – the U.S.

federal government eclipses

their employee count by

nearly 1 million.

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the following departments; Defense, Veterans Administration, Homeland Security, Treasury, Justice and Agriculture. Getting your résumé into the hands of as many departments and agencies is the key to finding the best job for you. In the 10th edition of “The Book Of U.S. Government Jobs” author Dennis V. Damp outlines time-tested strategies to find out where the jobs are, what’s available and how to get one. Included in his outline is:

1) How to approach the federal sector and identify available recruitment incentives.

2) How to complete and tailor federal-style résumés to obtain the highest rating and get the attention of the selecting officials attention.

3) Easy and effective ways to evaluate job announcements and write effective Knowledge, Skills, Abilities and Other Characteristics (KSAOs) statements that are often required.

4) Determine whether or not your occupation requires a written entrance exam and how to prepare for it.

5) Preparing for interviews, learning about overseas job options, and law enforcement opportunities.

6) Resources for networking and locating positions.

UNDERSTANDING FEDERAL RECRUITMENTAccording to Damp, there are numerous misconceptions about federal civil service. Some believe that all federal employment requires a Civil Service Exam, they don’t. Others think that federal workers have the same benefits as veterans or that one must be a veteran to have a chance at landing a federal job. Others

fail to apply because they don’t think they have the qualifications, although many times that is the result of not reading the entire job announcement. Often, job seekers submit private-sector style résumés when federal-style résumés require much greater depth and detail. Adding to the confusion is the fact that there are simply not enough government personnel specialists available to counsel prospective applicants. In order to land a job with the government, you must know the ins and outs of how, when and where to apply. Hiring for most federal jobs comes by way of competitive examination, but that does not mean an actual written exam in many cases.

In the 10th edition of “The Book Of U.S. Government Jobs” author Dennis V. Damp outlines time-tested strategies to find out where the jobs are, what’s available and how to get one.

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The vast majority of positions are filled through the examination of your background, work history and experience, and education without any written examinations. Education or degree requirements can often be substituted with actual work experience. For example, applicants for positions in Administrative or Management can substitute three years of general experience for a four-year degree requirement. As mentioned earlier, should an applicant read a job announcement with the four-year degree requirement, they may stop there and not apply. Had they read the entire announcement and had they been aware of the ability to substitute actual experience for degree requirements, they may very well have been the best qualified, highest rated applicant and as such, the one hired. It is also worth mentioning that under certain circumstances and depending on the individual job announcement, written tests can be bypassed. Many agencies now offer what is called “Occupational Questionnaires” in lieu of written tests. These are an “occupation-specific” series of questions that can often be completed online in order to determine your eligibility for a given position.

The standard brief résumé

that is readily accepted in

the private sector simply

won’t make the grade when

applying for a federal job.

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Job announcements are issued by the Office of Personnel Management (OPM) as well as by individual agencies that have direct hire authority. Jobseekers can search for open positions through employment service centers operated by the OPM, touch-screen computers at federal job centers or by phone. OPM’s extensive web site, www.usajobs.gov, is perhaps the easiest and fastest way to find job announcements. Not all agency openings are posted by OPM, some you may need to find by contacting individual agencies within your employment search area(s). You can find a list of federal agency employment web sites by visiting http://federaljobs.net. PREPARING A “FEDERAL-STYLE” RÉSUMÉThe importance of crafting résumés that fulfill the requirements of federal employment consideration cannot be overstated. The standard brief résumé that is readily accepted in the private sector simply won’t make the grade when applying for a federal job. A federal-style résumé is highly structured and must contain specific information or the chances of consideration for hire are slim. An excellent resource for aiding in the creation of your résumé and other documents and forms that may be required when responding to job announcements is the “Quick & Easy Federal Jobs Kit” from DataTech Software. Included in the software is the SF-171 application form as well as other forms that may be required along with your application. The software also generates résumés from data you input, provides you with KSAs, and it even comes with spell check and formatting options. The software is supported for use on Windows operating

systems from Windows 95 to XP and Vista.

USAJOBS also offers a comprehensive online résumé builder. You can access the system at http://www.usajobs.gov with online registration. Many agencies will direct applicants to the site to register and submit required application materials; other agencies have their own online résumé systems in place. Follow the instructions found in the specific job announcement you are responding to for the best results. While both the “Quick & Easy Federal Jobs Kit” and the feds own online application/ résumé building systems are certainly helpful, it is up to you to take the required time and energy necessary to thoroughly examine your knowledge and skill sets and craft a résumé that is tailored to each job announcement’s specific requirements, duties and specialized experience. If you’re using the “Quick & Easy Federal Jobs Kit” then you have access to a built in browser that lists Internet job sites that have federal job listings. A simple click takes you the various sites where you can find jobs and save the vacancy announcement on your computer.

When constructing your résumé, keep in mind that it’s imperative that you supply all the information requested in the job announcement, but there’s also more that need to be included. Always include:• Job announcement number, title and grade(s) of the job for which you are applying.• Your full name, mailing address and day and evening phone numbers.• Social Security number.• Country of citizenship (most require U.S. citizenship)

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SO WHERE DO YOU START LOOKING?There are numerous ways to go about looking for a government job. The Internet is without a doubt the best place to start. Here’s a brief list of some of the best Internet sites for federal job searchers. GOVERNMENT JOB SEARCH NETWORKS

Federal Jobs Network –

http://www.federaljobs.net

Federal Online Job Search by FRS –

http://fedjobs.com

FedWorld –

http://www.fedworld.gov

FirstGov –

http://www.firstgov.gov

Federal Jobs Digest –

http://jobsfed.com

USA.gov –

http://www.usa.gov

USAJOBS –

http://www.usajobs.opm.gov

For job searches by individual agency, try

the following.

Agriculture –

http://www.usda.gov

Commerce –

http://www.doc.gov

Education –

http://www.ed.gov

Energy –

http://www.energy.gov

• Veterans’ Preference (include DD-214 or SF-15 forms)• Education including high school with date of diploma or GED, college/university including majors along with type and year of degree(s), and include transcripts when requested.• Work experience listing job title(s), duties and accomplishments, employer(s) name and addresses, supervisors names and phone numbers, starting and ending dates, hours per week and salary. Include military service time and training.• All other qualifications included job-related training courses, skills, certificates, awards, licenses plus you should also included any special accomplishments such as publications, memberships in professional societies, leadership activities and public speaking. INCENTIVESFederal jobs often offer special incentives for hard to fill positions. One such incentive is the Federal Student Loan Repayment Program. Since 2002 when the program began, as much as $60 million in incentives have been paid out to new hires and current federal employees. The loan repayment program is a tool to assist agencies in reaching recruitment and retention goals and is an excellent reason to explore careers within federal service agencies. Employees that take part in the program are required to sign service agreements where the employee remains in the service of the agency for a minimum of three years. Other types of incentives include Recruitment, Relocation and Retention incentives. A Recruitment incentive may be paid whenever an agency determines that a particular

THE BLACK PERSPECTIVE19

position may go unfilled in the absence of an incentive. Relocation incentives may also be paid to a current employee who must relocate to accept a position in another geographic area. Once again, a minimum service term agreement may be required when this type of incentive is paid. Failure to fulfill agreed upon service terms, whether by voluntary separation or by involuntary separation due to poor performance of other violation of policy and procedure, will result in the repayment of incentives to the paying agency. In addition, all incentives paid are considered income so taxation of those benefits will reduce the actual benefits received.

RECRUITING HELP FOR GOVERNMENT AGENCIESThere’s also help for government agencies looking to recruit new talent into their employee ranks. As a matter of fact, more and more private recruitment agencies and advertising firms are coming to realize the number of positions that the federal government has to fill and as such, are creating new divisions and services aimed at assisting government with the task. A recent addition to the mix is TMP Government. The venture was announced just this past February with the objective of bringing state of the art measurement system for determining the effectiveness of government recruitment communications called TMP GovMetrics™. According to TMP, government agencies can use the system to measure responses to website related

continued from sidebar on page 19

Health & Human Services – http://www.os.dhhs.gov

Homeland Security – http://www.dhs.gov

Interior – http://www.doi.gov

Justice – http://www.usdoj.gov

Labor – http://www.dol.gov

State – http://www.state.gov

Transportation – http://www.dot.gov

Treasury – http://www.ustreas.gov

Veterans Affairs – http://www.va.gov

White House – http://www.whitehouse.gov For job searches with independent establishments and government corporations try these sites.Central Intelligence Agency – http://www.cia.gov

Environmental Protection Agency – http://www.epa.gov

Federal Communications Agency –

http://www.fcc.gov

Office of Personnel Management – http://www.opm.gov

U.S. Postal Service – http://www.usps.gov

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outreach campaigns with the privacy concerns surrounding cookies. Since privacy requirements prevent government websites from storing user identification, TMP GovMetrics uses a cookie-less way to measure response. Government HR officials are then able to non-invasively evaluate a campaigns effectiveness while obtaining statistical evidence that outreach expenditures is money well spent. TMP GovMetrics creates a personalized report that provides anonymous statistical analysis. This detailed report gives agencies a much closer look at how dollars are being spent and which media are delivering the highest return. The report further provides an in–depth analysis, performance statistics, easy–to–read diagrams and suggestions for upcoming campaigns. Also included are quick–to–read executive overviews.

“We understand the challenges that government faces when attempting to retrieve reporting on their outreach campaigns due to privacy policies,” said TMP Government’s Senior Vice President Lindsay Wozniak. “Fortunately TMP Government’s methodology for gathering and reporting on web traffic has already been tested and proven by a number of our federal clients.”

Of course, measurement is only one aspect of managing and improving recruitment and outreach communications. These reports, however, supply missing data that agencies have long wanted. With TMP GovMetrics, they can understand traffic patterns, judge the effectiveness of the overall campaign and improve the results.

For more details on TMP GovMetrics visit: www.TMPGovMetrics.com.

JACOBS is creating the world of tomorrow as one of the largest providers of architecture, engineering, construction, and other professional technical services. Jacobs Technology, a wholly-owned subsidiary of Jacobs Engineering, is a worldwide leader in providing advanced engineering and technical services for government and industry.

www.jacobstechnology.com

The Metropolitan Police Department, City of St. Louis, Missouri is an Equal Opportunity Employer

FOR INFORMATION ON COMMISSIONED AND CIVILIAN CAREER OPPORTUNITIES, VISIT:

www.slmpd.org/hr/index.htm

Should you have additional questions concerning employment opportunities you may call 314-444-5615.

If you are interested in a position as a police officer

please request to speak to a Recruiter.

If you are interested in a civilian position please ask for a Human Resources Assistant.

BP

THE BLACK PERSPECTIVE21

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The twentieth annual Black Engineer of the Year Awards National Conference took place this past February, and once again, many up and coming engineers and seasoned veterans shared the spotlight. Taking the top honor was Dr. Amanda Watson, President and CEO of The Aerospace Corporation (TAP). Dr. Watson began her career at TAP in 1979 alongside deep space network pioneer and company leader, Eberhardt Rechtin. Rechtin’s unique style of leadership positioned TAP as a leader in equal opportunity by publicly posting career opportunities and personally interviewing all prospective candidates – a means to avoid the many pitfalls to equal opportunity created by the “old boy” mentality that permeated the industry during the 70’s and 80’s. It was with Rechtin’s mentoring that Dr. Austin pursued higher education culminating with a PhD.Austin’s time at TAP included heading up a team of over 1,000 engineers in the development of satellite technology for the military. She took the helm of TAP as President and CEO in January of 2008.

OUTSTANDING ACHIEVEMENTSIntroduction by Richard Chudy

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Among the many other notable award recipients and companies in attendance at the event was the Raytheon Company. Eight Raytheon employees received national recognition during the 2009 Black Engineer of the Year Awards.

“For more than 20 years, this conference has served as a tremendous platform to recognize the outstanding achievement of African-Americans across our country,” said William H. Swanson, Chairman and CEO of Raytheon Company. “We are very proud of all of this year’s award recipients.”

Swanson attended the event and presented two of BEYA’s top honors to Raytheon employees Alana Tyler and David Wilkins.

Tyler was awarded BEYA’s Most Promising Engineer Award. She is a graduate of the class of 2007 Raytheon Engineering Leadership Development Program, and she was also selected for the 2007 President’s Culture Initiative to help drive cultural change in Raytheon’s Integrated Defense Systems Business. Due to her proven work ethic, her ability to get results, and her insights, she was chosen for a special rotational assignment to support the Integrated Defense Systems Vice President of Engineering.

Wilkins received the prestigious Career Achievement Award at the BEYA Conference. As Vice President of Contracts for Raytheon Network Centric Systems, Wilkins is a leader who has contributed enormously to the significant growth and success of the company’s business. In 2007 he established a diverse group to pursue international growth.

The group has bid on more than 100 international programs worth more than $15 billion and has contributed to higher efficiency, win rates and profitability. He has also chaired the business’ People Engagement Council, which launched three initiatives last year that will benefit more than 14,000 employees, including more than 6,500 engineers. In addition, he served as the Executive Sponsor for the Raytheon Black Engineer Network for four years, significantly increasing the organization’s effectiveness.

Six other exceptional employees were also named Modern Day Technology Leaders at a special conference event where they were recognized for their dedication and contributions to Raytheon and to industry. They are Vincent Alexander, Jaron Charles, Sherita Cummings, Tiffany Graham, Amunche Onyemelukwe, and Sidney Rodrigues.

Jon Jones, Raytheon executive diversity champion and president of Raytheon Space and Airborne Systems, said: “Encouraging diversity of thought enables us to tap into the different perspectives and expertise of our employees. The result: more innovative solutions for our customers.”

“For more than 20 years,

this conference has

served as a tremendous

platform to recognize the

outstanding achievement

of African-Americans

across our country.”

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Here are brief bios on those Raytheon employees recognized for their acheivements.

Alana Tyler – Most Promising EngineerAlana D. Tyler was first appointed Engineering Initiatives Liaison to the Office of Raytheon Integrated Defense Systems (IDS) Vice President of Engineering in June 2008. In this breakout role she leads special projects, including the execution of an engineering communications demonstration program to facilitate alignment and connection among the engineering community located in seven IDS Mission Centers.

Previously, Tyler functioned as a Program Engineer for the Surveillance Radar Program where she was a leader in an Integrated Product Team managing one of the four largest programs in Product Development Services Department. Prior to that Tyler was an individual contributor in Materials Engineering where she completed numerous projects including one for Raytheon’s University Research Program. In this role, she managed

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cost and had technical responsibility for a technology development program with Stanford University.

Additionally, she served as a Production Supervisor where she was part of a team that built the world’s largest X-Band radar. In this role, she interacted with subcontractors regarding quality issues and met schedule and deliverable requirements. Concurrently, Tyler functioned as a Product Engineer where she co-developed a process for reworking a newly developed composite material.

Tyler joined Raytheon immediately out of college and utilized her problem solving skills by analyzing complex thermal issues. Tyler received her Bachelors of Science in Mechanical Engineering (BSME) in 2001 with a co-op distinction from the University of Maryland College Park. Her senior design project was competitively selected for its innovation and a provisional patent was submitted.

In 2007, Tyler graduated the prestigious Raytheon Engineering Leadership Development Program and was part of IDS President Dan Smiths’ Cultural Initiative. She has received a number of awards and most notably, Raytheon IDS 2006 “Up and Coming Engineer,” Raytheon IDS 2005 Author’s Award and Four Achievement/Recognition Awards.

Tyler is a member of Raytheon’s Black Employee Network and the National Society of Black Engineers Alumni Extension. In the past she supported the Society of Women Engineers, the American Society of Mechanical Engineers and has served many positions within these organizations. She

Publication:

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BLACK PERSPECTIVE MAGAZINE 12/31/2006152296-BO23834LIBMUT3.625” x 9.75”Holly Mitton v.1

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A WORLD OF OPPORTUNITYWe are the world’s largest ASME Authorized Inspection Agency. Although we are best known for our services as an AIA, we’ve leveraged experience gained over more than 136 years of operation to become an industry leader in a variety of engineering services fields.

Job opportunities are currently available at HSB Global Standards. Please visit our website for more information on current openings.

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An Equal Opportunity Employer

actively supports various community organizations to increase awareness of math and science in girls and minorities. In her spare time she serves as a BigSister, is involved in the acquisition and management of real estate and loves to travel.

David Wilkins – Career AchievementDavid Wilkins is vice president, Contracts for Network Centric Systems (NCS). Wilkins joined Raytheon in January 2002 as director of Contracts for Command, Control and Communications Systems in Marlborough, MA. Before joining Raytheon, Wilkins was vice president, Contracts, for Northrop Grumman’s Electronic Combat division in Baltimore, MD.

In 1997, Wilkins was named vice president of Contracts, Pricing and Subcontracts for the Electronic Warfare division of Litton Industries in College Park, Md. Prior to joining Litton, he was a senior manager of Contracts and Subcontractors for the propulsion division of Hughes Space and Communications Company in El Segundo, CA. Prior to that, Wilkins was a contracting officer and acquisition analyst at the Department of Defense’s Space and Missile Systems

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Center in Los Angeles, CA and the Air Force’s Contract Management Division in Anaheim, CA.

Wilkins is a member of the Maryland Bar and the American Bar Association. He is also on the National Board of Advisors for the National Contracts Management Association and has earned his Certified Professional Contracts Management Certification.

Wilkins received his bachelor’s degree in economics and financial management from the University of New Mexico in 1984 and his master’s of business administration in 1985. He earned his law degree from Loyola Law School in Los Angeles in 1998. He also graduated from the Litton Executive Graduate Program at Harvard Business School and the Wharton School of Business in 2000.

UPS Freight is an Equal Opportunity Employer M/F/D/V

UPS Freight is one of the largest less than truckload carriers in the U.S. and offers

both LTL and truckload job opportunities. For Current Opportunities Visit:

ltl.upsfreight.com/aboutus/careers.aspx

Chris Alexander Modern Day Technology WinnerChris Alexander is a Senior Systems Engineer by title, but his real passion is for Software Engineering GUI applications. It would be difficult to find anyone who keeps up-to-date with Microsoft Visual Studio updates more than Alexander. From the early Visual Studio 6 development environment, to .Net 2003, 2005, and 2008, Chris keeps abreast of the state-of-the-art in development technology and incorporates the most relevant features into the TSP Windows GUI applications. He is a good mentor and is willing to help anyone wanting to learn about the latest Windows technological advances. With his upbeat attitude, he will work whatever hours are necessary to accomplish the desired tasks. As a member of the Raytheon IIS/OTS/ICM/TSP business area, Chris has supported numerous customers simultaneously and has been involved in demos for the Raytheon Board of Directors and Investors.

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Giles & Ransome, Inc. is a full-line CaterpillarDealer including Caterpillar earthmovingequipment, compact construction equipment,engine power and rental services.

Giles & Ransome, Inc.2975 Galloway RoadBensalem, PA 19020www.ransome.com

215.245.2741We stand in support of equality for and advancement of all people based on their qualifications and actions alone without regard to color, gender, age, religion, national origin or disability.

Jaron B. Charles Modern Day Technology WinnerJaron B. Charles joined Raytheon Company in 2005 as an antenna and radar designer for the Space and Airborne Systems (SAS) Advanced Products Center. He earned his Bachelor of Science Electrical Engineering and Master of Science Electrical Engineering from Stanford University. As an SAS engineering rotator, Jaron will complete three different engineering assignments within two years, which will allow him

to gain a breadth of technical knowledge and experience. His current rotation is in the SAS Intelligence, Surveillance, and Reconnaissance Systems business area where he is a lead for a innovation. Jaron’s previous rotation was on the SAS Deployment Expert Team where he served as a Gate/eGate expert and Product Line Deployment Engineer, working with program leadership to implement the independent review and program tailoring process.

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Sherita Cummings – Modern Day Technology WinnerSince joining Raytheon in 2001, Sherita Cummings has held various assignments of increasing responsibility. In her current role, Cummings serves as a section manager in the System Validation, Test and Analysis Directorate (SVTAD). In previous roles, she has performed requirements verification, certification and accreditation, requirements management, web development and test. She has worked on multiple programs, including Exoatmospheric Kill Vehicle (EKV), Navy Marine Corps Intranet (NMCI), Terminal High Altitude Area Defense (THAAD) Obsolescence Risk Reduction (ORR) and various enterprise campaigns.

Cummings is a dedicated organizer and supporter of diversity efforts within the company. She served as a Game Changer, in which she facilitated training sessions to promote respectful and inclusive behavior. Her performance and model behavior led her peers to nominate her to receive the 2008 Game Changer Excellence Award. She is also actively involved in Raytheon Black Employee Network (RAYBEN), and she serves as the current Warfighter Protection Center (WPC) chapter president. In addition, she supports the community by volunteering with elementary and middle school students through Junior Achievement and MathMovesU.Cummings received a Bachelor of Science in Computer Science from Jackson State University. She also obtained a Master of Science in Management Information Systems and a graduate certificate in Information Assurance-Cybersecurity from the University of Alabama in Huntsville. Cummings is a current member of the Raytheon Engineering Leadership Development Program (ELDP).

Tiffany Graham – Modern Day Technology WinnerTiffany Graham was born in a small town in Arkansas. After graduating high school with honors, she joined the U.S. Navy, where she became a cryptologist (CTT).

After finishing her tour with the Navy, Graham began working for Raytheon Company in 2000 as a multi-disciplined engineer, monitoring the real-time system. After two years, she took a position as a trainer for this system, which allowed her to set the foundation for all new personnel. Graham then began a new job as an R&D system operator. In this role she provided support for regression testing of

new upgrades and software patches, and was responsible for operating a communications research and development system.

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Currently Graham works as a support analyst for six operating systems. She acts as the point of contact for feedback among the site developers, R&D analyst chief, and the customers. She has written a lot of documentation for the operating systems and developed a new way to administer certifications on an operation system. While working for Raytheon, Graham joined the Raytheon Black Employee Network (RAYBEN), and she actively participates in community service, including tutoring students at a local high school. She is also in the process of completing her Bachelor of Science in Electrical Engineering at the University of Colorado at Denver.

Amuche N. Onyemelukwe – Modern Day Technology WinnerAmuche N. Onyemelukwe was born in Nigeria on November 19, 1982. She attended Framingham State College in 2000 earning a Bachelor of Science in Computer Science. While there, Onyemelukwe became a McNair scholar, where she conducted research with Professor Timothy Hickey of the Brandeis University Computer Science Department, and also presented at the McNair Scholars conference at Berkeley University. She graduated Framingham State College in 2004 and later acquired a Master of Science Software Engineering from Brandeis University. She joined Raytheon in 2004 as a software engineer in the Patriot Modernization Department. Onyemelukwe produces quality code that seldom needs rework and she consistently meets all deadlines. She currently has lead responsibilities on the Patriot Program’s Fire Power Rehost Project. Her goals include leading a large software integrated product team, using her leadership skills in line management and becoming a subject matter expert in radar software.

Sidney Rodrigues – Modern Day Technology WinnerSidney Rodrigues received a Bachelor of Science Electrical Engineering and Master of Science Electrical Engineering from Northeastern University in 2001 and 2004, respectively. As a graduate student, he studied Electromagnetic fields, wave and optics. In 2001, he joined the Monolithic Microwave Integrated Circuit (MMIC) Design Group at Raytheon Company as a microwave design engineer. He is currently engaged in MMIC designs and high frequency modeling of Galium Nitride and Galium Arsenide devices at the company’s Integrated Defense Systems unit. In his work, Rodrigues has yielded two sets of Galium Nitride models that were superior to the previous internal and external models used at the time. These models have now become

Raytheon standard. Additionally, Sidney extracted models for devices from outside foundries to help the Raytheon business, Space and Airborne Systems (SAS), with its design efforts. The success of the SAS modeling effort led to greater than $1.5M in bookings. BP

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Twenty years ago, you may have been hard pressed to find a company that employed women or minorities in senior management

positions, if at all. Today, you’d be less likely to find otherwise: 28 percent of employers have more than five women in senior management positions and 18 percent of employers have more than five people of an ethnic minority in senior management positions, according to a 2008 CareerBuilder.com diversity survey.

Diversity can have a considerable influence on how your organization is perceived by others, and as a result, more and more companies are making

diversity a core value or a business imperative. Including diversity programs can help increase an organization’s success, have a positive impact on workplace culture and help improve relationships with clients and customers.

On his company’s Web site, Kenneth D. Lewis, chief executive officer at Bank of America, says, “Our commitment to diversity is a commitment to individuals and to the team. It’s about creating an environment in which all associates can fulfill their potential without artificial barriers, and in which the team is made stronger by the diverse backgrounds, experiences and perspectives of individuals. It’s about giving all of us -- individually and together --

40DIVERSE COMPANIES

By Rachel Zupek, CareerBuilder.com writer

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the best possible chance to succeed.”

To help promote diversity within the workplace, organizations are offering a variety of programs and events, according to the CareerBuilder.com survey:

- Diversity training for employees (31 percent)

- Surveys and focus groups to see how employees perceive diversity in the company and solutions to enhance that perception (15 percent)

- Various support and mentoring groups for diverse segments of the work force (14 percent)

- Diversity council to promote diversity within the workplace (14 percent)

- Diversity Day or other events celebrating diversity (12 percent)

- Employee incentives to promote diversity (7 percent)

To recognize the companies that go above and beyond in their efforts to incorporate diversity into their workplace culture, Black Enterprise magazine annually identifies 40 companies that surpass others in one or more categories: supplier diversity, senior management, board involvement and employee base. In 2008, BE also focused its report on companies that have retained and developed diverse executive talent.

Here are the 40 Best Companies for Diversity in 2008, according to BE magazine*:

Aetna Inc., Hartford, Conn. Business: Insurance Diversity fact**: As of March 2008, approximately 31 percent of Aetna’s 35,000 employees were people of color and 76 percent were women.

Aflac Inc., Columbus, Ga. Business: Insurance Diversity fact: Women account for nearly 70 percent of Aflac’s entire work force.

American Express Co., New York Business: Financial services Diversity fact: American Express offers employee networks for different minorities, genders and sexual orientations. Participants engage in educational activities including job fairs and cultural events; they also act as liaisons to management and to the community.

Aramark Corp., Philadelphia Business: Food and facilities management services Diversity fact: Aramark has a diversity component called Kaleidoscope, which focuses on retaining, developing and recruiting a diverse, high-performing team to meet the needs of clients and customers.

AT&T, San Antonio Business: Telecommunications provider Diversity fact: Today, AT&T’s 50-state work force is 44 percent female and 39 percent people of color.

Bank of America, Charlotte, N.C. Business: Financial services Diversity fact: In 2007, 49 percent of Bank of America officials and managers were women and 25 percent were a minority.

Burger King Holdings, Miami Business: Food services Diversity fact: African-American entrepreneurs conduct more than $100 million in business with the Burger King system.

Chrysler LLC, Auburn Hills, Mich. Business: Automotive Diversity fact: Kim Harris Jones was recently

THE BLACK PERSPECTIVE34

named Chrysler’s first female officer and senior vice president, corporate controller and auditor. She is the company’s second African-American officer as well as its highest-ranking African-American female.

Coca-Cola Co., Atlanta Business: Beverages Diversity fact: Coca-Cola ranked No. 4 on DiversityInc.’s 2007 “Top 50 Companies for Diversity” and performed well in two categories: Top 10 Companies for Recruitment and Retention (No. 5) and Top 10 Companies for Asian-Americans (No. 6).

Comcast Corp., Philadelphia Business: Cable and communications Diversity fact: Comcast has been named to BE’s diversity list two years in a row; it’s also been recognized by other publications such as Diversity MBA Magazine’s “Top 50 Companies for Diverse Managers” (2008).

Eastman Kodak Co., Rochester, N.Y. Business: Imaging Diversity fact: Kodak got a perfect score on the Human Rights Campaign Corporate Equality Index because of its policies that support gay employees.

Exelon Corp., Chicago Business: Utilities Diversity fact: Exelon was voted the best company for diverse graduates by Diversity Edge Magazine. The list provides undergraduate and graduate students direction as they decided where they want to launch their careers.

Fannie Mae, Washington, D.C.Business: Financial services Diversity fact: In 2008, Fannie Mae received many awards for its commitment to diversity. Recognitions included the No. 12 “Best Company to Work for in America” by Latina Style magazine and a ranking

as one of the “100 Best Companies for Working Mothers” by Working Mother magazine.

FedEx Corp., MemphisBusiness: Package delivery Diversity fact: FedEx has been recognized by Fortune as one of the “50 Best Companies for Minorities.”

General Mills Inc., MinneapolisBusiness: Consumer packaged goods Diversity fact: General Mills is approaching half a billion dollars in purchases from minority- and women-owned businesses, with more than 50 percent growth from fiscal year 2005 to 2007.

General Motors Corp., Detroit Business: Automotive Diversity fact: GM works with more than 200 certified minority- and female-owned companies.

IBM Corp., Armonk, N.Y. Business: Computer hardware and software Diversity fact: In 2008, 25 percent of IBM’s total work force consisted of minorities, including 18.4 percent of officials and management.

Johnson Controls Inc., Milwaukee Business: Automotive systems and building control Diversity fact: Johnson Controls sponsored two recent national conventions for the National Association for the Advancement of Colored People.

Kellogg Co., Battle Creek, Mich. Business: Consumer packaged goods Diversity fact: To develop its recruiting efforts, Kellogg has partnerships with the Society of Women Engineers, Network of Executive Women, Black MBA, Hispanic MBA and the National Sales Network.

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Marriott International, Washington, D.C. Business: Lodging Diversity fact: Of the college students Marriott recruited in 2007, more than 32 percent were minorities. Of the new managers hired that year, 30 percent were minorities and 52 percent were women.

McDonald’s Corp., Oak Brook, Ill.Business: Food services Diversity fact: McDonald’s has many employee networks, including but not limited to McDonald’s African American Council, Women’s Leadership Network, and Gays, Lesbians and Allies at McDonald’s.

MGM Mirage, Las Vegas Business: Hotels, casinos and resorts Diversity fact: In 2007, the Mirage introduced a diversity best-practices series, which sponsors guest speakers and talks among company diversity councils and leaders.

Pepco Holdings Inc., Washington, D.C. Business: Utilities Diversity fact: Pepco’s supplier diversity has been recognized by DiversityInc., Veterans Business Journal, Women’s Enterprise USA Magazine, Fortune, AARP and the Asian American Business Roundtable.

Pepsi Bottling Group Inc., Somers, N.Y. Business: Beverage distribution Diversity fact: PBG employees have completed more than 300,000 hours of diversity training in the past 20 years to learn about the importance of diversity at every level of the company.

PepsiCo Inc., Purchase, N.Y. Business: Convenience foods and beverages Diversity fact: In 2006, PepsiCo surpassed $1 billion in spending with minority and women vendors.

PG&E Corp., San Francisco Business: Utilities Diversity fact: PG&E achieved its highest level of diversity spending at $598.8 million in 2007.

Pitney Bowes Inc., Stamford, Conn. Business: Business communications Diversity fact: Pitney Bowes trains its employees on diversity through media like new employee orientations, an annual diversity festival, diversity communications and an online diversity training curriculum.

Procter & Gamble Co., Cincinnati Business: Consumer packaged goods Diversity fact: P&G has one of the oldest supplier diversity programs in the United States, spending more than $1.5 billion across nearly 2,000 minority- and women-owned suppliers.

Ryder System Inc., Miami Business: Transportation Diversity fact: Ryder has consistently been included in Hispanic magazine’s list of 100 companies that provide the most opportunities for Hispanics in areas of recruitment, scholarships and minority supplier programs.

Sempra Energy, San Diego Business: Utilities Diversity fact: Sempra has been listed among the top five of Fortune magazine’s “America’s 50 Best Companies for Minorities” since 1998.

Sodexo USA, Gaithersburg, MD Business: Food and facilities management services Diversity fact: Rohini Anand, senior vice president and chief diversity officer of Sodexho, was named to Diversity Edge Magazine’s 2007 Top 20 Diversity Champions List.

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Starwood Hotels., White Plains, N.Y. Business: Lodging Diversity fact: Starwood has established a diversity council made up of senior leaders to improve the diversity.

State Farm., Bloomington, ILBusiness: Insurance Diversity fact: Since LATINA Style 50 magazine began its diversity survey 11 years ago, State Farm has been recognized as one of the “Top 50 Best Companies for Latinas to Work.”

TIAA-CREF, New York Business: Financial services Diversity fact: TIAA-CREF’s commitment to workplace diversity has been recognized consistently in studies published by Fortune, Working Mother and Hispanic magazine.

Toyota North America Inc., New York Business: Automotive Diversity fact: The total number of minority-owned Toyota dealerships has increased by 30 percent since 2001.

United Parcel Service Inc., Atlanta Business: Packaging Diversity fact: African-Americans, Hispanics, Asian-Pacific Americans and other minorities make up 35 percent of UPS´ 348,400 employees in the United States.

Verizon Inc., Washington, D.C. Business: Telecommunications Diversity fact: Verizon’s work force is 59 percent women and 35 percent minorities; the top management positions are 30 percent women and 17 percent minorities.

WGL Holdings Inc., Washington, D.C. Business: Public utility holding Diversity fact: WGL Holdings has been named in BE’s Best Companies for Diversity for the past two consecutive years.

Xerox Corp., Stamford, Conn. Business: Computer and office equipment Diversity fact: Xerox placed fifth in “Best of the Best for Women & Diversity,” a special report produced by Diversity Best Practices and the Business Women’s Network.

Yum! Brands Inc., Louisville, Ky. Business: Food service Diversity fact: Yum! owns such brands as KFC, Pizza Hut, Taco Bell, A&W and Long John Silver’s. About 70 percent of the associates at Yum! are Hispanic, African-American and/or Asian. Minorities and women made up 64 percent of its external management hires and 41 percent of internal management promotions in 2007.

* The magazine examined 1,000 publicly traded companies and 50 leading global companies with major U.S. operations. As with the previous survey, four key areas -- suppliers, senior management, work force and corporate board diversity -- factored into the measurement of each company’s diversity practices.

**All diversity facts are according to each company’s Web site or press releases.

Rachel Zupek is a writer and blogger for CareerBuilder.com. She researches and writes about job search strategy, career management, hiring trends and workplace issues

Reprinted with permission from CareerBuilder.com BP

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HISPANIC TODAY

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Karen Y. Ellis, Director of Corporate and International

Environmental Programs at FedEx Express Shares Her

Thoughts on Taking Charge of our Environmental Actions

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More than 40 years ago, soul singer Sam Cooke recorded “A Change is Gonna Come.” An anthem for the Civil Rights Movement of the sixties,

it has gained popularity among a new generation. Today, the first African-American president in U.S. history is bringing that song into the present tense. Change is here, including the way we all look at our responsibilities to our shared environment when its resources are threatened. In the words of President Obama, “…this moment of peril must be turned into one of progress.”

A report by the Intergovernmental Panel on Climate Change (IPCC) indicates the largest contribution to climate change the average person makes comes from the amount of fuel we burn in our cars, electricity we use at home and work, and the amount of waste we generate.

I can relate to this assessment. In my career, I lead a team that has helped FedEx Express make environmental choices, such as installing solar power on a major hub facility in California and buying hybrid delivery vans. In my day-to-day life, I make similar choices on a personal scale; choices we can all make. Together, we can lessen the global environmental impact of our lifestyle choices and leave a greener planet to our grandchildren.

Let’s look at air quality and waste at home. Indoor air quality can be improved with small changes. For example, I remember my grandmother using baking soda, vinegar and hot water to remove grease from her kitchen appliances. This “green” mixture still cleans and deodorizes well today and is one option to reduce the amount of chemicals released in your home. Controlling the level of chemical exposure for your family and properly disposing of leftover

hazardous products like paints, motor oil and pesticides is essential. Check the Environmental Protection Agency’s website for more information on options.

Also, by eliminating or recycling more food and household waste, we lower emissions of greenhouse gases (gases that trap the sun’s heat in the Earth’s atmosphere) from landfills. Methane, produced in high levels at landfills, is a greenhouse gas 20 times more potent than the carbon dioxide in car and truck exhaust that receives so much media attention.

To reduce wastes destined for landfills, consider changing habits at home, like actually eating those leftovers from holiday and Sunday family meals, sticking to your grocery list instead of adding impulse purchases, and even using cloth napkins in your child’s lunchbox instead of paper. And if that

Karen Y. Ellis, Director of Corporate and International Environmental Programs at FedEx Express

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school lunch is in a reusable lunch box instead of a disposable one, you also save the energy needed to produce new paper bags.

Saving energy is key to reducing our families’ impact on the environment, especially in areas where most electricity is generated from fossil fuels. Take simple steps, such as changing traditional light bulbs in our home, business or church to energy-efficient models. According to the U.S. Environmental Protection Agency (EPA), if every American home replaced just one light bulb with an ENERGY STAR compact fluorescent light, we would save enough energy to light more than three million homes for a year. Of course, we can save even more energy and money by simply opening the blinds and using sunlight instead of turning on lights at all during the day.

Note that new clean-burning technologies are on the way for power plants, but in the interim, consider an extra layer of clothes at home when it’s cold instead of turning up the heat. Even better, keep out more of the winter cold (and summer heat as well) by taking advantage of the energy efficiency plan President Obama has championed, offering tax credits to keep that expensive energy you buy from leaking out of your home. You can save from 10 to 25 percent of your home energy bill and help the environment. Check the IRS website for details on the tax credit.

We should also unplug electrical appliances like toasters, cell phone chargers and the TV in the guest bedroom when not in use. They still draw electricity when plugged in. Additionally, if you’re thinking about a digital TV as we approach the June 2009 broadcast changeover from analog, make sure you check the energy efficiency ratings of models you’re shopping for. As with other appliances, more efficiency means significant savings for you over its lifetime.

As with your TV selection, fuel economy should be

among the top criteria for your next vehicle purchase. Check out fueleconomy.gov to see which cars get the best mileage ratings before deciding. At FedEx, we’re continuing to invest in more fuel-efficient planes and trucks, even though the price of fuel has dropped a lot from last year’s highs. We know it won’t take much to shoot that price back up again. Besides, we take our environmental responsibility very seriously, and we know that the most efficient single way to reduce our “environmental footprint” is to burn less fuel, because fuel consumption has a direct relationship to greenhouse gas emissions. And whatever vehicle you drive, you can reduce pollution and save fuel by following the tips of the pros behind the wheels of our trucks: avoid hard stops, quick acceleration and extensive idling. Even extra weight burns more gas so unload unnecessary items in the trunk and backseat. Also, regular vehicle maintenance helps improve fuel efficiency and reduces emissions.

Our choices are even more important in urban communities that are often disproportionately affected by air pollution. For example, there is more car and bus traffic in cities and near our schools. That’s one of the reasons why FedEx founder Fred Smith is a leading proponent of electrifying urban transportation as quickly as possible, removing those emissions from the air we breathe. Also, many residents live in proximity to power plants and local landfills. It is therefore important that

Together, we can lessen the

global environmental impact

of our lifestyle choices and

leave a greener planet to our

grandchildren.

THE BLACK PERSPECTIVE41

we take personal action on environmental issues that adversely affect the quality of health in our neighborhoods.

Over the years, I have found great excitement and satisfaction in my career in environmental engineering. It is clear from President Obama’s agenda that this career field will grow substantially in years to come. In the African-American tradition of inventors and entrepreneurs, there’s plenty of room for technology innovation and green job creation. Moreover, we need more experts like Lewis Howard Latimer or Granville T. Woods to create technologies that improve our quality of life. These “green” career paths aren’t just for scientists and engineers, either. People of color looking to make a difference can also engage themselves in local, state or national public decision-making processes to affect sensible change on environmental matters affecting our communities.

There are many options from which to choose in participating in this climate of change. A friend of mine once remarked, “Our ancestors helped build this country. So we must also build it up, not tear it down, in order to pay homage to our ancestors and provide for our children and future generations.” I agree. What about you?

ABOUT THE AUTHORKaren Y. Ellis, Director of Corporate and International Environmental Programs at FedEx Express, has served the company for 11 years and has been appointed to regional environmental boards by the Mayor of Memphis, Tennessee and selected for the Alaska Climate Change Mitigation Advisory Board. Her background includes a degree in chemical engineering from Christian Brothers University in Memphis, TN. Op. Ed submission by FedEx.

Recycle your cell phone. It’s an easy call.

There are thousands of places to recycle your phone. Here are just a few:

The Plug-In to eCycling program is open to all qualified electronics manufacturers and retailers. For additional information go to www.epa.gov/plugin.

Identifying locations for cell phone recycling does not constitute EPA endorsement of the products or services of our program partners.

To learn more, go to www.epa.gov/cellphones

Recycle your cell phone. It’s an easy call.

There are thousands of places to recycle your phone. Here are just a few:

The Plug-In to eCycling program is open to all qualified electronics manufacturers and retailers. For additional information go to www.epa.gov/plugin.

Identifying locations for cell phone recycling does not constitute EPA endorsement of the products or services of our program partners.

To learn more, go to www.epa.gov/cellphones

BP

THE BLACK PERSPECTIVE42

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