¡En Contacto! Fall 2012

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HCC STL Foundation

Golf Classic Raises $11,000

S p on s or e d by E n te r p r is e B a n k & T rust

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Spotlight:

Margarita Flores

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Latino Vote

Rings Loud & Clear

Dear Member /Readers, What a great year it has been so far! Our Class II of the Latino Leadership Institute has already kicked off on October 12th and in addition, we received great feedback from our recent graduates of Class I. Currently, we have seventeen new students for this second class and strongly believe the program will play a key role in developing the next generation of Hispanic leaders in the Metro area.

We continue to strive to bring value to all of our members every day. Whether it is through our Business After Hours, Lunch and Learn Forums, or expanding our networks, we believe that if we are strategic and intentional about it, new opportunities will arise and add success to your business. We realize that value means different things to different people, but building meaningful relationships is truly the key to open new doors and help each other move forward. So, take advantage now of all the things the Hispanic Chamber has to offer! You can find information for all of our upcoming events on our website — www.hccstl.com. We like to make these events free in order to attract and help you invite new business leaders from the community to get plugged in with the Hispanic Chamber.

Today, more than ever before, the Hispanic Chamber has become a relevant organization in the Saint Louis area. The momentum we have achieved has not taken place by pure luck, but as a result of our members and corporate sponsors’ involvement by joining our efforts to better serve our community. This year, we celebrated 30 years of history and great growth at the Hispanic Chamber, we look forward to do more, reach our goals, and be a part of your growing success!

Thank you, Karlos Ramirez Executive Director

This year, we celebrated 30 years of history and great growth at the Hispanic Chamber, we look forward to do more, reach our goals, and be a part of your growing success!

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Welcome New Members!

By joining, the following individuals and companies have decided to make an investment in the Hispanic Chamber of Commerce and our community at large.

We encourage you to find out more about them and, whenever possible, to use their services. If you would like more information about any of these individuals or organizations, please contact us at: 314.664.4432

» Competitive Range » Fifth Third Bank – Friend Level » Global Management Services LLC » Henner Truchsess » Ilenia Hennessy » Meridian Enterprises Corporation » Select Staffing » Sheraton St. Louis City Center Hotel and Suites – Friend Level

» Smart Ideas Consulting Firm » St. Louis Staffing » The Vaski Group » YMCA of Greater St. Louis

AT&T Payroll Office in St. Louis Recognized for Exemplary Workplace Practices AT&T’s Payroll Office, based in St. Louis, has been honored with the 2012 Alfred P. Sloan Award for Excellence in Workplace Effectiveness and Flexibility for its use of flexibility as an effective workplace strategy to increase business and employee success.

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This prestigious award, part of the national When Work Works project administered by the Families and Work Institute and the Society for Human Resource Management, recognizes employers of all sizes and types in the St. Louis region and across the country.

Congratulations to HCC STL Corporate Sponsor AT&T on this honor!

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HCC STL Foundation News

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Enterprise Bank & Trust SBA Loan Process

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Spotlight: Margarita Flores

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Diversity and Inclusion in the Workplace

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Eagle Bank Hillsboro, Missouri

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Welcome New & Renewing Board of Directors

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Latino Vote Rings Loud & Clear

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HCC STL Foundation News

6th Annual HCC STL Foundation Golf Classic The HCC STL Foundation, along with title sponsor VisionIT, hosted the 6th Annual Golf Classic on Thursday, September 13, at the Norman K. Probstein course in Forest Park. This event raises funds for the Hispanic Chamber of Commerce of Metropolitan St. Louis’ charitable arm, the HCC STL Foundation. This year, the Golf Classic raised $11,000.

“VisionIT was proud to be the title sponsor of the HCC STL Golf Classic,” said David Segura, CEO of VisionIT. “A diverse region is a strong region, and we support the work that the Foundation, as well as the Hispanic Chamber, is doing for the Hispanic community in the St. Louis Metro area.”

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The Foundation’s three primary areas of focus are on advancing opportunities to promote education, training and to provide scholarships. One of the Foundation’s biggest programs is the Latino Leadership Institute. Funds raised at the Golf Classic provide scholarships for LLI participants.

“We are very excited about the amount that was raised at this year’s Golf Classic,” said Karlos Ramirez, Executive Director of the Hispanic Chamber. “The HCC STL Foundation is committed to improving the St. Louis region and every year, the Golf Classic is the main event that raises funds to help us do that.”

The Latino Leadership Institute, sponsored by Centene Corporation, is a skills-based leadership training program targeted at young Hispanic

professionals. The Institute consists of nine training sessions conducted once a month, each focused on a particular skill set for the developing leader. The Latino Leadership Institute will train young Hispanic professionals on for-profit and non-profit management skills and network development within the St. Louis business community. In addition to their leadership training, participants will be encouraged to give back to the St. Louis region through community involvement.

Class II of the Latino Leadership Institute began in October.

Congratulations to the following on being selected for this Class: Alvaro Arias, Staffchex Inc.

Jessica Mendez, Armstrong Teasdale

Santiago Beltran, Build-A-Bear

Missy Munoz, Eagle Bank & Trust

Colleen Brown, State Farm

Erick Prado Monsanto

Andre Cantareira, Wells Fargo Advisors

Carol Quick, Debra K. Schuster, P.C.

Carlos Cuartas, Boeing

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Delia Domingo Davis, Fifth Third Bank

Edna Rodriguez, Wells Fargo Home Mortgage

Arlene Galve, St. Louis Language Immersion Schools

Jaqueline Shafer, Barnes Jewish Home Care

Antonio Lozano, Ameren

Roberto Tsuchiya, AT&T

Julia Macias Garcia, Washington University

Cecilia Velazquez, Red Latina Communications, Inc.

VisionIT was proud to be the title sponsor of the HCC STL Golf Classic

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We are pleased to welcome two new members to our HCC STL Foundation Board of Directors: Margarita Flores Vice President of Community Affairs Anheuser-Busch, Inc.

Gilbert Bailón Editor St. Louis Post-Dispatch

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Member Spotlight

Margarita flores Margarita Flores serves as a bridge between

she has served this company in a variety of locations

Anheuser-Busch. and Latinos nationwide. As the

and roles. But throughout her career, one passion

Vice President of Community Affairs, she leads the

has remained constant: promoting opportunities for

company’s community outreach efforts in the United

Latinos to learn and prosper.

States, including management of the AnheuserBusch Foundation.

In addition to being a Board Member of the Hispanic Chamber’s charitable arm, the HCC STL Foundation,

Margarita is a native of Mexico who grew up in

Flores is a Board Member of the Hispanic

Laredo, Texas and graduated from St. Mary’s

Scholarship Fund, the nation’s leading scholarship

University in San Antonio. After earning her

provider for Latinos, and also serves on the Board

International Business degree, Flores joined

of the Smithsonian Latino Center

Anheuser-Busch in 2006. Since that time, In her words…

How has being Hispanic impacted your role in business?

Margarita FLORES: I don’t know that being Hispanic dictates my role in business, mostly because it’s who I am. It provides me with a different perspective, a different voice at the table. Hispanics are the largest growing segment of population, and all businesses want to capture this market. As a company, Anheuser-Busch has recognized this segment of the population even before I started with them 16 years ago. AB has pursued partnerships that have been in place for a long time! Most notably would be the Hispanic Scholarship Fund, which AB has supported for more than 30 years. Our company has had the vision to recognize that education is a worthwhile investment and more than worthy cause to support.

Why are you involved with the Hispanic Chamber?

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Margarita FLORES: Most Chambers exist to advocate on behalf of small businesses. As we have all seen and heard, small businesses are the motor of most economies. As a business we at AB know if you have a strong economy, it creates more

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opportunity for everyone. It makes sense for AB to support organizations that strengthen our communities. If you support the Chamber, you support the entire business structure of the Hispanic community.

Favorite thing about STL? One thing you could change?

Margarita FLORES: In my role, I’ve had the opportunity to travel to many cities. And what continues to amaze me is the generosity of the people of St. Louis. When a need is made, there is no end to the generosity to the people of this city.

I don’t see that everywhere and this has always impressed me.

I wouldn’t change a thing about St. Louis. Cities are defined by its people and our people are caring. In addition, St. Louis has world class institutions in the art, sports and educational realms. There is a lot to be proud of here!

The purpose of the “Spotlight” column is to highlight notable Hispanics that are members of the Hispanic Chamber. We want to share their stories, their history and why they love to call St. Louis home. If you have a suggestion for a “Spotlight” story, please call: 314.664.4432

Eagle Bank & Trust

“

…. I ’ve got a very good partner in my business with Eagle Bank

O

riginally chartered in 1911 in Hillsboro, Missouri, Eagle Bank has seen many changes and many changes are yet to be seen. The single constant amid all of the change is the bank’s commitment to unequalled service quality.

Few people know this better than Barry Corona, former president of the St. Louis Hispanic Chamber of Commerce. As the owner and operator of Production Products in St. Louis, Missouri, Mr. Corona has been a customer of Eagle Bank for over twelve years and has experienced their commitment to excellence first hand. According to Corona, “Eagle Bank can evaluate a company without just looking at the balance sheet. The big banks don’t want to take the time to find out who we are, what we do, and how our business works.”

Eagle Bank recognizes that people have many choices when it comes to selecting a bank.

Experience has taught them that providing customer service that goes beyond the expected is how Eagle Bank is best able to differentiate itself from the competition. According to Corona, “At Eagle Bank, my business is valuable. The large banks didn’t

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care. We were just a number and the personal relationship was not there.”

Now as Eagle Bank enters its second century of service to the community, the bank remains committed to focusing on ethical core values and responsible fiscal management. The bank diligently protects the assets of its customers providing security and stability. Eagle Bank takes this course because it considers itself a partner in a business owner’s success. Most importantly, though, Eagle Bank takes the time to give the hands-on, personal attention regardless of the company’s size.

“I’ve got a very good partner in my business with Eagle Bank” says Corona.

“

At Eagle Bank, my business is valuable. The large banks didn’t care. We were just a number and the personal relationship was not therer

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Latino Vote Rings Loud and Clear Impact of the Latino vote reverberated through the nation on Election Day and affected political races from the presidency to the contours of congress and state legislatures. An estimated 12.2 million Latinos voted on November 6, representing a voter turnout that rose to 10 percent from 8 percent of the national electorate.

President Barack Obama won re-election by winning large majorities of the vote among Latinos, African-Americans, Asian-Americans and young adults. The Latino vote for Obama was 70 percent and even higher among AfricanAmericans, whose turnout exceeded many projections.

Swing state votes that tilted the victory toward President Obama were made possible by the Latino and AfricanAmerican vote in critical states such as Florida, Colorado, Ohio, Virginia and Nevada.

Clout of the increased Latino voter turnout has focused national attention on the current and future impact of Latinos at the ballot box. The national footprint has been the focal point, but the Hispanic impact sent waves through all levels of government and is more bipartisan than presidential race suggests alone. The Nov. 6 election winners include a record third Latino U.S. senator, Ted Cruz of Texas, who will join senators Marco Rubio of Florida and Bob Menendez of New Jersey. Cruz and Rubio are Republicans.

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The new Congress has a record high 28 Latino representatives, including Joaquin Castro and Pete Gallego from Texas, and Michelle Lujan Grisham of New

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Mexico, all Democrats. Among the increasing number of Latino elected officials at all levels are Gov. Susana Martinez of New Mexico and Gov. Brian Sandoval of Nevada, both Republicans.

Beyond electing more Latino officials, the Hispanic vote portends even greater impact in future elections, including at state and local levels, especially in the Southwest and California. Hispanics, the fastest-growing ethnic population that exceeds 50 million, also has the highest domestic birth rate and a young population with millions under age 18. As this election showed, the inexorable change in demographics is accelerating and asserting itself on the national political landscape.

That potential will be further shaped by voter registration of a burgeoning younger generation as it ages into adulthood and conversion of immigrants, who have legal status but lack U.S. citizenship, into citizens. The resounding impact of Latinos at the polls has made a bold impact. It quickly rekindled bipartisan political energy behind legislation that would provide comprehensive immigration reform.

President George W. Bush unsuccessfully pursued immigration reform. In his first term, President Obama espoused immigration reform but no viable legislation ever emerged in Congress. Now, key Democratic and Republican leaders have foreshadowed that immigration will be a central issue in 2013. Perhaps immigration finally will be viewed as a key driver of economic recovery and a chance to expand the workforce for immigrants who meet specific standards.

Even though country’s ethnic diversity has been growing for decades, the last comprehensive immigration reform occurred in 1986 under the Reagan Administration, which included legalization of some undocumented immigrants and allowed businesses to hire seasonal agricultural workers to harvest crops and work in related industries, tough jobs often unfilled by U.S. natives.

Comprehensive immigration reform would invigorate the overall economy and minority-owned businesses in particular. Whether small businesses that immigrants would create or filling highly skilled jobs that require specialized training, an infusion of immigrants would help build our communities.

For new and expanding businesses, immigrants offer skills involving language, culture and technical expertise that can transcend borders and open broader markets. That holds true for businesses of all sizes and varieties given our modern technology.

Midwestern locales such as Missouri and St. Louis area need to increase their population. A primary reason that larger cities and states in other parts

of the country have rising populations are increasing immigrant communities and increasing numbers of Hispanics of all backgrounds, who have higher birth rates.

Political coalescing around immigration reform would create a new vector for the subject in the United States. Instead of talking about “taking our country back” the focus would shift to how to rebuild the U.S. economy using the full talents of people of all backgrounds.

One would hope that punitive antiimmigrant legislation enacted in Arizona and Alabama would become less politically popular in favor of efforts to embolden agricultural industries by allowing legal seasonal workers, which are vital in farming and related industries in Missouri and Illinois.

The City of St. Louis is striving to increase its population, and immigrants are a key component of that strategy. St. Louis is home to a wide range of immigrants and provides excellent immigrant outreach programs to help newcomers to settle here. Additionally, St. Louis is ripe with science, biotech, higher education, health care and medical research sectors that would be further strengthened with skilled immigrants.

The availability of more visas for highly skilled immigrants and the opportunity for immigrants studying at area universities to stay here could have a profound effect on the local economy.

The growth of foreign-born students throughout the U.S. is continuing.

Immigrant students in U.S. higher education reached a record level of 764,495 last year, including increase of

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For new and expanding businesses,immigrants offer skills involving language, culture and technical expertise that can transcend borders and open broader markets.

6.3 percent and 6.4 percent in Missouri and Illinois, respectively. Keeping some of that talent pool could be a dramatic infusion in some industries.

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President Obama stated after his re-election that homeland security measures would be part of immigration reform, but that would be balanced with efforts to put DREAM Act students, children of undocumented immigrants raised in the United States, on a pathway to eventual citizenship. A route to legal status would keep immigrant families united and encourage more immigrants to integrate fully into society and many more to become U.S. citizens with full rights and responsibilities, including the right to vote and learning English.

Many families have mixed immigration situations such when parents are immigrants of varying statuses and the children were born in the United States. The opportunity to “regularize” their statuses and maintain family unity are central to Hispanics and other immigrant groups. Immigration reform should not be confined to a “Latino issue” but expanded into a critical economic strategy. The surging Latino vote has raised the profile of that discussion. America has a window to boost its economy by embracing immigration reform as a catalyst for growth.

Gilbert Bailón, Editor of the St. Louis Post-Dispatch. Gilbert became the editor of the St. Louis Post-Dispatch in May of 2012. Prior to that, Bailón had been editorial page editor of the Post-Dispatch since November 2007. He previously worked at the Dallas Morning News, where he was vice president and executive editor. Bailón also worked at the Fort Worth Star-Telegram, The Los Angeles Daily News, The San Diego Union and The Kansas City Star.

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Understanding the SBA Loan Process By: Gay Eggemeyer Schwer, Enterprise Bank & Trust

If you are thinking of starting a business or expanding your business, a Small Business Administration (SBA) loan may be the ideal loan for you.

SBA loans are different from conventional loans for the following reasons: • Terms are longer resulting in lower monthly payments • Businesses that are naturally short on collateral can still qualify for loans • Many projects can be financed with lower down payments than conventional loans.

Below is an outline of actions to implement before you begin the SBA loan application process: Do your homework before applying for an SBA loan In order for your lender to feel comfortable in your competence as a business owner, you’ll also need to demonstrate your knowledge of your business operations, the basics of marketing your company, understanding your company’s financials, and hiring employees. Before you can even consider applying for a SBA loan, you must gather a collection of information, including a written business plan, a summary of how the loan money would be spent, a current resume, and current tax returns and financials or pro-forma financials. Local resources available to inform and educate you on launching and growing a business include: Enterprise University (EU) is a free educational program for entrepreneurs and business people, which offers high-impact, university- caliber business courses sponsored by Enterprise Bank & Trust. A variety of business topics are covered ranging from marketing and social media to recruiting and hiring talent to sales management. Each spring and fall a series of courses are offered that deliver real value to business owners and their senior management teams, community leaders and not-for-profit executives. For more information about the EU classes offered n St. Louis, please visit, http://www. enterprisebank.com/eu?l=stl.

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Hispanic Chamber of Commerce of Metropolitan St. Louis: The HCCSTL provides an extensive list of local small business resources on its web site.

Here is a link to the list, www.hccstl.com/resources/ SmallBusinessResources.aspx.

SCORE is a nationally recognized, non-profit of business-savvy professional volunteers who provide free confidential, valuable advice for your business needs.

The HCCSTL has a SCORE chapter that meets regularly at the HCCSTL Centene Technology Center, which is the Chamber’s headquarters, located at 3611 South Grand, Suite 105, St. Louis, Mo., 63118. For more information about SCORE, please visit, www.score.org.

Small Business Administration: The SBA web site is full of resources for your use before applying for a loan.

You can access forms, bulletins, and contact information for various other small business organizations. Here is a link to the web site, http://www.sba.gov.

Create a relationship with a bank before you need an SBA loan A banker is more receptive to your SBA loan request if he or she knows you. Develop a relationship with a bank that provides SBA loans. Learn which banks in your area are active SBA lenders. The best way to meet a banking professional is through referrals. Talk with your business colleagues and professional peers and find out who they use for their banking needs.

Find an experienced SBA banker and ask questions It is essential that you find a banker who understands the SBA lending process. Many lending institutions promote their preferred lender status; however, these designations are given to the institution and not the individual. Make sure the banker you are dealing with has a respectable history in SBA lending. You need an experienced professional to guide you through the process and ensure your application continues to move forward. A question you might consider asking: “How many SBA loans have you personally completed in the past several years?”

Other questions to ask: • How did you become involved with SBA lending?

• With the information I’ve provided, is my application a strong SBA loan candidate?

• In what areas should I improve my business operations, business plan, finances?

Provide details on exactly how much financing you need and how you will use it Banks love details so be prepared to provide a precisedollar amount and give specifics of how you will use the funds.

For example, if you are seeking $100,000 to expand your business, provide a written summary of how the money will be spent. Explain that you’ll need $50,000 of working capital to support three months of expenses and another $50,000 for six networked computers and a server.

Provide estimates of your expenses and written quotes for installation of the computer networks.

Be prepared to offer collateral The SBA requires collateral to fully secure a loan to the extent that collateral is available. Examples of collateral that would be accepted include a lien on your business assets, your home and other land holdings, and investments in the stock market or mutual funds.

Detail your credit history and credit score Your credit score is an important part of the loan process.

It illustrates the way in which you handle your other financial obligations. The bank will eventually run its own credit report as part of the loan application review. If you provide the information prior to the bank conducting its own due diligence, you can discuss any problems from your past ahead of time that could affect your credit score like identify theft, bankruptcy or divorce.

Provide complete copies of tax returns, financial statements and bank statements Though it can be time consuming to gather these documents, your bank will need this information to assess your request. Remember that your bank will become your financial partner. Prepare the documents in advance and find out if the documents can be submitted electronically and how that can be done safely.

Explain how you’ll achieve your projections Now is the time to brag about you and your business and to sell your lender on your vision and forecasted success.

If customers have expressed a desire to do business with you, give your lender a copy of their correspondence. Prove to the lender that a market for your product or service exists and demonstrate the validity of your sales and expense figures.

Expect questions and be patient Your lender needs to connect with you to understand the reasons why you are applying for an SBA loan and to know that your business will see future growth. The banker is rarely the only decision-maker and typically works with a loan approval committee. The stronger your relationship is with the banker and the more he/she knows your character as a business owner, the stronger the case will be to persuade others that your business is a strong SBA candidate. The loan process may not be what you expect, so be patient. Ask your lender for an estimated time frame for approval and be responsive if additional information is necessary. Also keep in mind that the loan approval process is dependent on how complicated the loan request is.

For many, owning a business is the American dream. Small businesses are the backbone of the US economy. Have you given any thought to your business ownership dreams? It might involve an SBA loan.

SBA LOAN CHECKLIST This checklist will assist in gathering necessary information for initial evaluation of your loan request. q Sba Business Loan Application q Statement of Personal History q Personal Financial Statement(s) q Personal Tax Returns q Projected Income Statement q Management Resume(s) q Copies of Personal Trust Agreements (If applicable) q Business Debt Schedule q Business Financial Statements q Business Tax Returns q Legal Documents q History of Business or Business Plan

q Accounts Receivable and Accounts Payable Aging (If applicable) q Affiliate Business Tax Returns and Interim Financials (If applicable) q Request for Transcript of Tax Return (Form 4506-T) q Copy of Purchase Agreement for Property, Real and/or Personal , or Business Acquisition q Description of Property and/or Equipment q Copy of Notes to Be Refinanced with Loan Proceeds q For Tenant Improvements or Construction (If applicable) – Copy of Purchase Agreement, Plans and Spec, Bids, and Contruction Contract q Copy of Existing Lease(s) (If applicable) q Franchise Agreement, Uniform Franchise Offering Circular and Certificate of No Change (If applicable)

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Creating Competitive Advantage

through a Diverse Workforce Let’s be Honest, on a Scale of 1 (low) to 10 (high):

Q

: How important is cultivating a diverse workforce in your company?

1 2 3 4 5 6 7 8 9 10

Q

: Does your company have a formal program to ensure the inclusion and acceleration of diverse employees?

1 2 3 4 5 6 7 8 9 10

Q

: Do employees who are culturally diverse feel embraced as productive contributors in the company?

1 2 3 4 5 6 7 8 9 10 If you didn’t score very highly with that question, then maybe you need to consider the following: Q: Did you know that a culturally diverse workforce actually results in improved Return on Investment (ROI)??

• Nextel set out to measure the ROI for their Diversity Program. Through various measurements over the course of one year, they realized a ROI of 163%, which translates to a savings of $3.2 million by decreasing turnover by 9.77%. They accomplished this by focusing on enhancing communication skills, ensuring management accountability and focusing on their overall goal of increasing employee satisfaction and retention. Some of the intangible benefits included: improved relationships between managers/ employees, increased communication and cooperation between team members; increased diversity and overall increased employee satisfaction.

• Deloitte of Canada won the 50 Best Employers in Canada in 2009 by increasing their number of new partners who are women or visible minorities by 10.5% from the previous year. They continue to attract the top talent from a diverse market of new immigrants, women, the LGBT community and minority groups.

• Sodexo is recognized as the #1 company for Executive Women by Diversity, Inc. They focus on the Benefits of Diversity in the Workplace Employee Value Proposition with Goals of 1) sustain & It is becoming increasingly known that diversity is enhance leadership, 2) increase hiring, development, beneficial to both associates and employers. Although engagement and retention of top talent; 3) embed associates are interdependent in the workplace, it has inclusion and diversity in ALL levels and functions to been proven that respecting individual differences can foster culture and integration; and 4) make diversity increase productivity. Diversity in the workplace can and inclusion a competitive advantage to growing not only reduce lawsuits and fulfill legal requirements, business. but can also increase marketing opportunities, recruitment of motivated candidates, enhance According to Sodexo President & CEO, George Chavel: creative solutions, and improve the overall business “When employees feel respected and valued, their image. In an era when flexibility and creativity are productivity, innovation and creativity thrive, ensuring keys to competitiveness, diversity is critical for an our continued superior business performance and organization’s success. that of our clients.”

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I can think of several examples where companies have successfully integrated a corporate culture and standard practice of inclusion and multiculturalism.

These companies all set up management accountability and reward systems as well as internal and external communications of their philosophy and mission of inclusion:

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In the recent World Diversity & Inclusion Conference hosted during Edward Jones’ Inclusion and Diversity Week 2012, several St. Louis CEOs provided insight to why diversity and includion was so important in their respective companies. Jim Weddle of Edward Jones; Ameren Corporation’s Tom Voss, Centene Corporation’s Michael Neidorff and Prudential

Financial’s John Strangfeld all spoke to the importance of implementing – from the top-down—a realistic and robust diversity and inclusion program which is held as a top initiative in their companies.

Establishing a Culture of Diversity in the Workplace Many companies have strived to implement a diversity and inclusion program, only to fail miserably, resulting in a more antagonistic workforce or worse, lawsuits. Establishing a successful program cannot come from a “have to/ required to by law” mentality. If so, yours will be counted among the casualties. Instead, considering the benefits listed above, your company leadership must not only understand that it makes good business sense, leadership must see a diverse workforce as a strength, a competitive advantage over your competition. Implementing – and more importantly – holding leaders accountable for developing Cultural Competence must start with true motives.

I like to suggest, leaders begin with a “Look Inside.”

Developing a Cultural Competence comprises four components: (a) Awareness of one’s own cultural worldview,

(b) Attitude towards cultural differences, (c) Knowledge of different cultural practices and worldviews, and (d) Development of cross-cultural skills.

Developing cultural competence results in an ability to understand, communicate with, and effectively interact with people across cultures.[1] If you really consider this, everyone has their own unique cultural value. I would suggest we start by becoming more aware of our own backgrounds, ethnicity – we all come from an ancestral group!

– our family of origin, our upbringing, our life experiences, and the value system we have developed over the course of our lifetime. With more self-awareness, we are in a better position to then explore the differences between us.

TIP TO GET STARTED I like to suggest that you get together with a group of co-workers or friends who are of a different cultural orientation than you in a casual, nonthreatening environment. Ask some honest openended questions such as: “Tell me about what it’s like being raised in India?” or “Tell me about the significance of your favorite Jewish holiday?” or “Tell me how you keep your Spanish so polished?” or simply: “I would love to learn more about you

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... continued from page 13: Creating Competitive Advantage through a Diverse Workforce

because I value you as a person, would you tell me what you were like as a kid?” — these are examples of questions that can help open the door to additional discussion to gain a greater understanding. And remember, this goes both ways; be prepared to ANSWER the same questions you ask! WARNING: NEVER assume something about the other person because of their culture. DO NOT begin a relationship with these questions; a trusting rapport should first be established. ALWAYS be genuinely curious.

Developing Cultural Competence throughout your organization means developing a culture where leaders and associates understand, communicate with and effectively interact with people across cultures. In order to do so, however, it is important to understand the differences between various cultures, and how to adapt thereto. A few areas where cross-cultural understanding is essential in the workplace include: Communication: Providing information accurately and promptly is critical to effective work and team performance. This is particularly important when a project is troubled and needs immediate corrective actions. However, people from different cultures vary in how, for example, they relate to bad news.

People from some Asian cultures are reluctant to give supervisors bad news - while those from other cultures may exaggerate it.

• Team-building: Some cultures — like the United States — are individualistic, and people want to go it alone. Other cultures value cooperation within or among other teams. Team-building issues can become more problematic as teams are comprised of people from a mix of these cultural types.

Effective cross-cultural team-building is essential to benefiting from the potential advantages of cultural diversity in the workplace • Time: Cultures differ in how they view time. For example, they differ in the balance between work

and family life, and the workplace mix between work and social behavior. Other differences include the perception of overtime, or even the exact meaning of a deadline. Different perceptions of time can cause a great misunderstanding and mishap in the workplace, especially with scheduling and deadlines. Perceptions of time underscore the importance of cultural diversity in the workplace, and how it can impact everyday work.

• Calendars: The business world generally runs on the western secular year, beginning with January 1 and ending with December 31. However, many cultures use others calendars to determine holidays such as New Years or specific holy days. For example, Eastern Orthodox Christians celebrate Christmas on a different day from western Christians. For Muslims, Friday is a day for prayer. Jews observe holidays ranging from Rosh Hashanah to Yom Kippur. These variations affect the workplace as people require time off to observe their holidays. Cultural diversity calendars are helpful tools to ensure meetings are successful, and deadlines are met. [2] If your company didn’t score as highly at the beginning of this article as you would have hoped, you may want to move toward the goal of, as Jack Salzwedel, Pres & CEO of American Family Insurance stated so well: “Our diversity & inclusion efforts will continue to revolve around a simple, undeniable premise—everyone matters.” The very essence of inclusion; the very heart of it, is ALL people are valuable.

[1] Mercedes Martin & Billy Vaughn (2007). “Strategic Diversity & Inclusion Management” magazine, pp. 31-36. DTUI Publications Division: San Francisco, CA. [2] http://www.culturesconnecting.com/docs/ DiversityCalendar2012-2013.pdf — A downloadable calendar with all cultural & ethnic holidays.

About Martha Garcia-Kampen: First-generation Mexican-American, Martha Garcia Kampen was raised bilingually and bi-culturally. Having studied in Guadalajara, Mexico, Martha launched her career in Hispanic Marketing to the U.S. With extensive experience in Marketing research, planning and implementation, Garcia Kampen provides Generational & Cultural Strategic Marketing consultation to businesses, Educational development on cross-cultural communications and trains corporate leaders and teams in the areas of Inclusion & Diversity. Contact Info: Kampen Consultants, LLC 745 Craig Road, Suite 212, St. Louis, Missouri 63141.

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888-887-6536. Martha@kampen.com; www.kampen.com

fall 2012 HISPANIC CHAMBER OF COMMERCE

From left: Ricky Vigil, Steve Martinez, Martha Garcia Kampen, Robyn Heidger and Tony Maldonado

Welcome our new and renewing Board of Directors On October 18th, Hispanic Chamber membership voted to approve the following new and renewing Board of Directors candidates for the 2013-2015 term.

Ricky Vigil is a CPA and Chief Financial Officer for Life Systems, Inc., which provides high quality endoscope repair services as well as new and reconditioned endoscopy equipment. As CFO, Ricky is responsible for strategic planning and forecasting as well as general oversight of the company’s day to day finance and accounting to ensure solid financial and operational health. He received both his Bachelor’s degree and Master’s degree in Accounting from Truman State University, and he is a fluent Spanish speaker. Ricky is a member of the Nurses for Newborns Foundation Young Professionals Committee as well as the Regional Business Council Young Professionals Network Leadership 100.

Steve Martinez, a native of Colorado, Steve has lived in St. Louis since 1997 and has been a member of the HCCSTL since 2000. He is married with two daughters. As a State Farm Agent, Steve is active in helping the Hispanic community of St. Louis to understand the need for insurance and financial planning. Steve has been an active member of the HCC since June 2000. He currently serves on the Board of the Directors and the Executive Committee.

Martha Garcia Kampen is founding partner of the marketing management firm of Kampen Consultants, LLC, specializing in strategic marketing planning for closely-held companies since 1988. Her 30 years of management experience ranges from sales, product management and market research to strategic marketing planning. St. Louis has been her home since 1983, when she moved from Kansas City to marry her husband. In that time she has been involved in the community in areas of serving the elder population, in working with youth and more recently, working with Hispanic immigrants.

Robyn Heidger is the Senior Vice President of Community Development for Enterprise Bank & Trust. She is responsible for developing relationships with community groups and organizations representing diverse interests in the St. Louis, Kansas City and Phoenix markets. Robyn currently serves on the Board of the Metropolitan St. Louis CRA Association and the Advisory Board of MU’s Extension’s Business Development Program. She is a volunteer for the United Way and Beyond Housing and is Co-Chair of the Sponsorship Committee for the Komen St. Louis Race for the Cure. She resides in the Central West End with her husband, Tom. Tony Maldonado is a proud business owner of Puckett Floor Coverings. He is a 20+ member of the HCC and has been a Board member since 2010. He is also a Board member of the Puerto Rican Society, Metro Theater Company, Every Step Counts and is the Chairman of the Board of the Florissant Hispanic Committee. Tony also donates his time as a SCORE counselor and to Casa de Salud.

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Membership Sponsors

DIAMOND Regional Business Council

PLATINUM Centene Corporation

SILVER

BRONZE Ameren Armstrong Teasdale LLP CB&E Construction Group Commerce Bank Crown Linen Service Dean Team of Brentwood Drury Hotels Emmis Communications St. Louis Enterprise Bank & Trust Enterprise Rent-A-Car Fifth Third Bank Four Seasons Hotel St. Louis Hospitality Staffing Solutions McCormack Baron Salazar, Inc. Midwest BankCentre

FRIEND

Missouri Job Corps NextGen Information Services Pangea Group People’s Health Centers Prudential Ranken Technical College Regions Bank River City & Lumiere Casino Sheraton St. Louis City Center Hotel and Suites Sheraton Westport Hotels Stinson Morrison Hecker LLP St. Louis College of Health Careers St. Louis Post-Dispatch UMB Bank United Way