Diversity MBA Digital Entertainment Issue

MAGAZINE

Vivica A. Fox

Every Day I'm Hustling Millennials: Know Thyself – Part 1

3 Black Female CEOs Check out our Entertainment Briefs

PLUS: SAVE THE DATE: SEPTEMBER 19-20, 2018 DMBA NATIONAL BUSINESS LEADERS CONFERENCE & AWARDS GALA

Editor’s Perspective

Welcome back to our Entertainment Digital Issue!

Our cover story features American actress, producer, television host and now author, Vivica A. Fox. DMBA’s CEO, Pam McElvane, had the pleasure to interview Vivica Fox where she shared her journey in the entertainment industry on and off the television screen.

Fox spoke about how she conquered adversity as an African American woman in this industry as well as the adjustments she made to balance both her professional and her personal life.

The next feature celebrates Black women in the music industry. You’ll learn about three women’s journey and their success landed them on the cover of Billboard Magazine.

And, as always, we have something very special for our millennials. Dr. Deborah Ashton, shared a piece titled, “Millennials, Know Thyself”.

In this feature, Dr. Deb examines the idea that across all generations there is a belief that Millennials are colorblind. Is this true?

We are back and geared up with new content that is short, sweet, and accessible whether you are at home on your desktop, or mobile and on-the-go.

We are excited to share the fresh look of our digital platform, http://diversitymbamagazine.com/, where you can find the latest, real-time stories focused around Diversity and Inclusion in various of categories. Be sure to check it out!

In this issue, we took the opportunity to highlight the success of those making great strides in the entertainment industry.

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I believe that whether you are a millennial or connected to the entertainment industry in any way, there is something for everyone in this issue. Because, let’s face it, whether we realize it or not, we encounter and are influenced by media and entertainment platforms on the daily.

I hope that you enjoy this issue and stay tuned for our next digital publication.

If you have any feedback or questions I would love to hear from you-tavashane@diversitymbamagazine.com.

P&L Group, Ltd of IL Advisory Board of Directors Pam McElvane, MBA, MA CEO & Publisher Diversity MBA

Angela Talton, MBA Chief Diversity Officer Nielsen

Board Chair James Taylor, PhD. SVP & Chief Diversity & Learning Officer UPMC

Celeste Warren VP & Chief Diversity Officer MERCK

Eugene Kelly World Wide Vice President of Workplace & Global Initiatives Colgate-Palmolive Immediate Past Chair Andrew Lee, PhD. Chief Diversity Officer WellStar Health System Angela Roseboro Chief Diversity Officer Drop Box

Pamela A. McElvane • Publisher EDITORIAL TEAM Dan Holly • Executive Editor & Vice President Dan@diversitymbamagazine.com TaVashané Brown. Assistant Managing Editor & Digital Editor Contributing Editors Alexis Alfred, Lisa Raatz OPERATIONS/PRODUCTION TEAM Fran Sherman. Production & Art Director Bárbara Negrón, Graphic Designer Kelvin Scott, Digital Director Tiresha Taylor • Executive Coordinator Rhonda Grayson, Circulation & Program Manager SALES & MARKETING TEAM Anita Gonzales, Head of Client Engagement anita@diversitymbamagazine.com

Cynthia Washington Interim President & CEO Institute for Diversity Management/AHA Donald Fan Sr. Director Culture & Inclusion Wal-Mart Stores, Inc.

Grant Clarke Face Book Neddy Perez Head of Campus Recruiting & Talent Acquisition TIAA Patricia Arredondo, Ed.D Arredondo Advisory Group Special Advisory Rich Robles Director Diversity & Inclusion Novant Health System

Kirsten Marriner SVP & Chief People Officer The Clorox Company

Sheila Morgan President & CEO Chicago Minority Supplier Development Council

Fernando Little AVP Human Resources Carolinas HealthCare System

Steve Humerickhouse Executive Director St. Thomas University

Erika Thompson Young, Corporate Relations Lead erika@diversitymbamagazine.com Kendall Grisham, Social Media & Marketing Coordinator Kendall Oliver Advertising Coordinator

Copyright © 2018, P&L Group, Ltd. of Illinois Diversity MBA Magazine is published as follows: Fifty Out Front Companies Issue, Diversity MBA 100 Issue, Diversity in Sports, Diversity in Entertainment, Diversity in Travel & Culture.

We are not responsible for unsolicited manuscripts. For consideration for publication, please send queries only to dan@diversitymbamagazine.com; Diversity MBA welcomes feedback from our readers. Address all correspondence to Diversity MBA Magazine 24 E.107th Street, Chicago, IL 60628 Or email us at diversitymba@diversitymbamagazine.com.

Letters should include full name, address and telephone number.

Editing for clarity and space will occur Website: www.diversitymbamagazine.com

PUBLIC RELATIONS Jerry Thomas, Media Consultant Jerry@Jerrythomaspr Sasha Parrish Communications Intern EXECUTIVE TEAM Pam McElvane, CEO Dr. Deborah Ashton, Chief Psychologist DeAndre Hodo, Chief Technology Officer, Jexet Suri Surinder, Head of Learning & Innovation, CTR Factor

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Cover Story

x o F .

A a c i v i V

Pam McElvane: You mentioned facing Vivica A. Fox is an American adversity as a Black woman. Can you actress, producer, television host and share how you’ve overcome some of author. Known originally for her acting, those obstacles?

Fox started her career in the US Television Vivica A. Fox: You know, society has soap series, Days of Our Lives. She made it whereas for women once you turn received her first big break in the film, 35 you aren’t sexy anymore, you aren’t Independence Day (1996) along with Will strong, you can’t play certain roles, you Smith, and also Set It Off (1996). She has should be doing this instead of that. And, if earned critical acclaim for her portrayal you aren’t grounded, these ideas can really of “Maxine” in the 1997 motion picture, impact your movement and success in Soul Food (1997). Fox has been in the this business. But now, I think there are entertainment industry for years and has so many positive role models that have obtained substantial success through her done it and they have inspired me. You’re various endeavors. Through her influence seeing women being stronger and better she has become a voice for Black women than ever. Together, we are now beating in Hollywood facing adversity. Her new the odds and are making power moves. book, Every Day I’m Hustling, is a personal PHOTO BY BLAKE LITTLE I am now taking care of myself mentally book with a message to readers that: “you and physically like working out and taking some time to spend make your own luck.” In this book Fox provides “start-today” strategies for success in business and “been there” lessons in love, with friends and family. I also get fueled from seeing our women in power positions in Hollywood. We see successful TV shows along with stories from her early family life all the way through like Being MaryJane, Scandal, Greenleaf. Oh, my goodness! The to today. In her book, Fox is very open and transparent when success of Black Panther and the images they showed; beautiful it comes to the lessons she has learned as well as giving readers tales from behind-the-scenes of her biggest movies such as Uma Black women are warriors.

Thurman’s life-changing advice during Kill Bill and Will Smith’s Pam McElvane: How do you find balance in your personal and downtime pep talk on Independence Day. professional life?

In addition to Fox’s success on and off the television screen, she takes immense pride in social action and giving back to her communities. Whenever Fox gets a chance, she loves to share her story to inspire other.

Diversity MBA’s CEO, Pam McElvane, had the pleasure of doing an exclusive interview with Fox where she shared her journey in the entertainment industry, overcoming adversity, and how she balances her professional and personal life.

Take a look at some of the highlights from DMBA’s interview with Vivica A. Fox. Pam McElvane: What motivated you to write this book today?

Vivica A. Fox: When I first started in the business, people saw me as a diva. They created a perception about me based on the strong roles I played. But people don’t know my story and what it took to get here. Every year I set goals for myself. I want to do this for my business and expand my brand in this way. I am now in my 50’s and at a place where I want to share my story. I want people to understand my journey as a Black woman in this industry and learn from it. I want my readers to be inspired.

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Vivica A. Fox: You know, I really didn’t find that balance until I lost my favorite uncle and my dad. It woke me up losing them.

It taught me that life goes by quickly. Before then, my focus was all work and unfortunately it cost me to miss out on a lot. Lately, I take time to go to the graduations, birthday parties, basketball games, and even take time to go on vacation. Being around my family has grounded me and made me stronger.

Pam McElvane: Lastly, let’s talk about the progression of women in the entertainment industry.

Vivica A. Fox: Over the years I’ve learned that if you want to be the “head chick in charge”, you have to do the work. Bottomline.

It’s no way around it. But, I will say this for women and men in this industry, I am glad that people are standing up and speaking out. That is the only way to promote change. If you don’t talk about it, it becomes an ugly secret. So, don’t ever be afraid to speak out for equality and inclusion.

Through being transparent and open, Fox hopes to touch her audiences in a way that helps them better themselves. By speaking on her life lessons and strategies that help her lead a successful and happy life, she hopes that people can learn from her that: “you make your own luck.”

Feature Story

Black Women in Music Industry A recent Billboard cover story features a trio of the most powerful black women at the three major-label groups, Motown Records President Ethiopia Habtemariam, Epic Records President Sylvia Rhone, and Atlantic Executive VP Juliette Jones.

These women are redefining leadership in a music business that – with label revenue strong, Spotify stock rising and startups proliferating – requires a wider talent pool than ever, from blockchain engineers to bilingual vocal coaches. Says Epic president Sylvia Rhone: “Aspiring female executives will be able to find their place in this music ecosystem – and change the world.”

CREDIT: SHOT BY SAMI DRASIN EXCLUSIVELY FOR BILLBOARD

COVER STORY PDF https://drive.google.com/file/d/0B6hvpbjDQ-lLRjBDUEduaHI2LXVqVkZlWjN6c0hiYlNXVXY0/view?usp=sharing

PHOTO CREDITS https://drive.google.com/file/d/1CRR4Ik-ZEmgBmvOsUM_wKxfTY9ij80VZ/view?usp=sharing

LINK TO ONLINE COVER STORY How Ethiopia Habtemariam Became Universal Music Group’s Most Powerful African-American Woman: ‘I Love Proving People Wrong’

How Sylvia Rhone Became Sony Music’s Most Powerful African-American Woman: ‘Many Questioned My Ability’

How Juliette Jones Became Warner Music Group’s Most Powerful African-American Woman: ‘It’s Important We Use Our Power to Support Each Other’

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Feature Story

Millennials: Know Thyself – Part 1 First, I would like to acknowledge that some, who belong to what is referred to as “Millennials” or the “Y-Generation”, do not like being labelled “Millennials” or the “Y-Generation”. I apologize for the labelling, but it is a short-cut. And let’s face it, people who are now senior citizens are still called “Baby Boomers” and they have not been babies for a long time.

BY DR. DEBORAH ASHTON, I also wish to apologize, in CHIEF PSYCHOLOGIST & advance, to the Gen-Xers, who HEAD OF BEHAVIORAL are sandwiched between the PRACTICES DMBA two largest generations. GenXers are, to some degree, the forgotten generation. Scholars busy themselves discussing when are Millennials going to get “their turn at bat” and Gen-Xers are thinking they should be next in the batting order.

Center for Information and Research on Civic Learning and Engagement (CIRCLE) found that for Millennials: • •

The Democratic Party was trusted “somewhat” or “completely” by 23% of Whites, 47% of Blacks and 36% of Latinos; The Republican Party was trusted “somewhat” or “completely” by 19% of Whites, 10% of Blacks and 15% of Latinos.

In the 2016 election, Millennials voted for Clinton because they are the most diverse generation. Yes, the majority of Millennials voted for Clinton because 42% of the young voters were nonwhite. In fact, 48% of the white young voters, Millennials, voted for Trump and 43% of white Millennials voted for Clinton. But this should not be a surprise. According to the Pew Research Center and the CIRCLE, in 2012, 51% of the white youth vote (Millennials) voted for Mitt Romney, only 44% of white Millennials voted for President Obama. Who did you vote for in 2012 and 2016?

What follows in Part 1 & 2 of Millennials: Know Thyself is second, third, fourth, etc.

Across the generations there is a belief that Millennials are colorblind. What is interesting is that many Baby Boomers also like to say that they do not see color, just ask President Trump.

In fact, regardless of generation, the first thing people see is race and gender. Researchers, Contreras, Banaji, and Mitchell, at Harvard found that race and gender is recognized within 200 milliseconds. Also, research has shown that individuals who think they are bias free are more likely to discriminate because it is hard to counteract implicit/unconscious bias.

Part of the evolutionary process is to categorize the world into ‘safe’ and ‘not safe’. Evolutionarily, the in-group is safe, the out-group is not safe, and men are seen as more dangerous than women. Researchers, such as Amodio, have charted the prejudice network of the brain that has developed over millennia.

https://civicyouth.org/an-estimated-24-million-youngpeople-vote-in-2016-election/ According to the CIRCLE research, Millennials are probably more moderate than being liberal or conservative. What are you? https://www.brookings.edu/blog/fixgov/2016/11/21/howmillennials-voted/

Do you think you are colorblind? The best way to counteract bias is to assume you are bias, even if you don’t know it.

It is important that employers do not believe the fallacy that Millennials have overcome millennia of the brain’s prejudice network. It is important to provide inclusion and implicit bias training equally across generations. That way, companies are more likely to avoid the fiascos that ensued when police were called to some hospitality establishments because potential customers were treated as ‘unsafe’. In 2016, Tufts University’s

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In Part 2 of Millennials: Know Thyself, some characteristics used to describe Millennials will be critiqued. Stay tuned!

Entertainment Briefs

Beyoncé Knowles-Carter Announces the Eight Recipients of The Homecoming Scholars Award For The 2018-2019 Academic Year Through Her BeyGOOD Initiative

literature, creative arts, AfricanAmerican studies, science, education, business, communications, social sciences, computer science, engineering and more. All applicants must maintain a 3.5 GPA or above.

Google.org partnered with BeyGOOD following Beyoncé’s second weekend Coachella performance, to add four more schools, including Fisk University, the alma mater of Beyoncé’s father, Mathew Knowles and Morehouse College, the alma mater of Parkwood President & COO, Steve Pamon.

NEW YORK, -- Beyoncé Knowles-Carter announces the eight recipients of the Homecoming Scholars Award for the 2018-2019 academic year.

The Homecoming Scholars Award Program for 2018-2019 is a merit-based program. It is the second scholarship merit program from Beyoncé KnowlesCarter and BeyGOOD. The Formation Scholars Award Program was announced in the spring of 2017 and was open to female students across a variety of studies.

The Homecoming Scholars Award Program, announced after Beyoncé’s brilliant first weekend Coachella performance, an homage to excellence in education and a celebration of the homecoming weekend experience, named four universities and extended the program to all qualifying students at the universities, regardless of gender.

The 2018-2019 disciplines include

All qualifying applicants submitted a 1,000-word essay about one African or African-American thought leader in their field who has inspired them to achieve their goals (educational, professional, and/or communitydriven). The essay included how they plan to contribute to history through their own life’s work. All finalists and the eight recipients were selected by committees from the colleges and universities.

KAMERON WILLIS Morehouse College Mrs. California International, Lauren Weeks, Crowned Mrs. International 2018 CHARLESTON, W.Va., -- Mrs. California International, Lauren Weeks, 32, of Hemet, Calif. was crowned Mrs. International 2018, at the Annual Mrs. International Pageant held in Charleston, W.Va. The threehour event took place at the Cultural Center, featuring 60 contestants from around the world competing in three categories, including interview, fitnesswear, and evening gown. Weeks was joined on stage by her husband, Ian Weeks, for her crowning before a soldout audience.

The Homecoming Scholars for 2018-2019 are: ALLANA J. BAREFIELD Xavier University ERIN EVANS Wilberforce University CALEB WASHINGTON Tuskegee University DEMETRIUS WEAVER Bethune-Cookman University JORDAN DAVIS Texas Southern University DARTISHA MOSLEY Fisk University CLETUS EMOKPAE Grambling State University

LAUREN WEEKS OF CALIFORNIA IS CROWNED MRS. INTERNATIONAL 2018.

The International Pageants system promotes community service with half of each contestant’s competition score based on knowledge of and work with her platform. During her reign, Weeks will promote Together We Rise (www. togetherwerise.org), an organization

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Entertainment Briefs

that provides bare essentials and other programs and services to children in the foster care system. Weeks has served the organization for eight years, during which she has raised money to replace the trash bags children are given to transport their items to a foster home with new duffle bags—also known as “Sweet Cases” – filled with essential items, as well as teddy bears, and coloring books and crayons. To date, she has raised money to purchase and donate more than 1,000 duffle bags to Southern California-area foster programs.

and networking strategies, among other skills. They are also inspired by celebrity speakers and other special guests who share their stories and provide insights on how to achieve their life goals.

The second decade of Disney Dreamers Academy is focused on challenging young people to relentlessly pursue their dreams through the “Be 100” campaign. This promotional push is inspired by the powerful impact Disney Dreamers Academy has made on graduates, who have gone on to become doctors, nurses, engineers, pilots, journalists and more. Some have started their own public relations firms, while others have worked with national political leaders.

Weeks is the mother of two young boys and enjoys family time hiking, fishing and camping. She has a B.A. degree in Business Communications and owns an entertainment business, as well as continuing to pursue a singing and theater acting career.

This four-day, all-expenses-paid experience at Walt Disney World will continue to help change the lives of young people in 2019. For more information or to apply, visit DisneyDreamersAcademy.com.

Applications Now Open for Disney Dreamers Academy at Walt Disney World Resort LAKE BUENA VISTA, Fla., -- Applications are being accepted now through Oct. 31, 2018, for the Disney Dreamers Academy with Steve Harvey and Essence magazine. This annual outside-the-classroom mentoring program is scheduled for March 21-24, 2019, at the Walt Disney Resort in Florida. The program helps 100 select high school students, ages 13-19, from across the United States jump-start their life goals and pursue their dreams.

Disney Dreamers Academy turns the entire magical setting of Walt Disney World into a vibrant classroom.

Students participate in a series of sessions and workshops designed to help them imagine bright futures, make exciting discoveries and learn how to put their goals into action.

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DISNEY DREAMERS ACADEMY AT WALT DISNEY WORLD RESORT

Disney Dreamers engage in a wide variety of experiences at Walt Disney World while working side by side with celebrities, community and industry leaders and Disney cast members.

For more than a decade, Disney Dreamers Academy has inspired young people from across the country by fueling their dreams and showing them a world of possibilities as they prepare for the future. Each year, students participate in hands-on, immersive career seminars in a wide range of disciplines found at Walt Disney World. Participants learn how to improve their communication skills, what it means to be a leader

ResearchFox has Launched its Market Research Panel Book 2018 Covering More Than 62 Countries Across the Globe BENGALURU, -The new Market Research Panel Book 2018 by ResearchFox Consulting, covers more than 62 countries and has more than 10 million panel members. The panel has been divided into Consumer, Professional and Industry/B2B. Consumer Panel covers all the major industry segments Consumer Panel covers FMCG, Personal Care, Telecom, Fashion & Entertainment, Healthcare Pharma, Mobile Technology, Finance,

Entertainment Briefs

Automobile as its major industry segments. The panel book includes profiles of varied demographic and socio-economic segments like Working and Non-working population, Entrepreneurs, Traders, Rented and Owned Households, Salaried Population, Business establishment decision makers, Credit Card holders and others.

Your social media posts might win over or make you lose friends, but according to a recent CareerBuilder survey, they could also have a big impact on prospective employers. Seventy percent of employers use social networking sites to research job candidates (on par with last year), while seven percent plan to start. And that review matters: Of those that do social research, 57 percent have found content that caused them not to hire candidates.

Furthermore, the Consumer panel is subdivided based on Marital Status, Language, Income, SEC status, Age, Gender, Religion, Educational Qualification, Nationality, Employment Type, Geographical Location, Ethnicity, Average Family Size and others.

Professional Panel covers all the major professions The Professional panel consist of people from varied domains. The panel consists of Doctors, Lawyers, Government Bureaucrats, Chartered Accountants, Senior Executives of Corporates, Specialist Engineers and various Influencers segments.

This panel data brings together a selected group of people or industry specialists, for seeking their opinions on a broad range of topics relating to demand and supply, product/service development, marketing, idea validation, concept testing and others.

Industry/B2B Panel is spread across the corporate hierarchy The industry panel consist of people with deep knowledge and experience in a specific industry, and who are responsible for decision making.

The age for the panel is between 24 and 64, which covers CXOs, Mid-Level Managers and Front-Line executives. The panel is spread across industries in both Government and Private sector.

The national survey was conducted online on behalf of CareerBuilder

by The Harris Poll between April 4 and May 1, 2018. It included a representative sample of more than 1,000 hiring managers and human resource professionals across industries and company sizes in the private sector.

MORE THAN HALF OF EMPLOYERS HAVE FOUND CONTENT ON SOCIAL MEDIA THAT CAUSED THEM NOT TO HIRE A CANDIDATE, ACCORDING TO RECENT CAREERBUILDER SURVEY

Using Social Media to Research Potential Job Candidates Seven in ten employers (70 percent) use social networking sites to research job candidates during hiring process Nearly half of employers (48 percent) check up on current employees on social media A third of employers (34 percent) have reprimanded or fired an employee based on content found online

Who’s Checking and Why? Broken down by industry, those in IT (74 percent) and manufacturing (73 percent) are more likely than those in retail/non-retail sales (59 percent) to do social networking digging on potential job candidates. But it’s not just the social sites that are fair game – 66 percent of employers say they use search engines to conduct their research on potential job candidates.

According to employers who use social networking sites to research potential job candidates, what they’re looking for when researching candidates is: •

Information that supports their qualifications for the job: 58 percent

•

If the candidate has a professional online persona: 50 percent

•

What other people are posting about the candidate: 34 percent

•

A reason not to hire the candidate: 22 percent

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CONNECT, ENGAGE, & THRIVE! Search “DiversityMBA” On Your App Store Did you know that Diversity MBA Magazine had a mobile app? It can be downloaded from any mobile app store. Why should you download it? Well, we are glad you asked.

Here’s the Top 5 Reasons Why Students Should Download the Diversity MBA Mobile App. • • • • •

Connect with Fortune 500 companies through the DMBA resume database.

Learn the latest insights on corporate internship hiring trends.

Get real time updates on DMBA events Discover the latest D&I best practices through the Diversity MBA Magazine digital publications.

Access to the CEO inclusive diversity blog to improve interview skills.

Saluting those who make a difference in diversity and inclusion.

UPMC salutes Diversity MBA and all those honored in the “50 Out Front” and “Top 100” showcase.

We are especially proud that two of UPMC’s own physician leaders were recognized, and that UPMC was hailed as the #17 place nationally to work for women and people of color.

Congratulations to: Rasu Shrestha, MD, MBA Chief Innovation Officer, UPMC Executive Vice President, UPMC Enterprises

MaCalus V. Hogan, MD Vice Chair of Education, Associate Professor, Department of Orthopaedic Surgery, UPMC