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Chairwoman and CEO Accel Inc. & Member of the National Women’s Business Council



THIS CALENDAR INCLUDES EVENTS HOSTED BY WBENC’S REGIONAL PARTNER ORGANIZATIONS AND STRATEGIC PARTNERS. VISIT WBENC’S ONLINE CALENDAR FOR MORE EVENTS. October 22, 2014 Diversityinc Culturally Competent Healthcare New York, N.Y. Use WBE Promo code: HC15WBENC for 15% off the current price. Click here for details. October 22, 2014 Doing Business with the USDA Webinar Click here for details. October 22, 2014 WBDC Corporate Partner Panel Minneapolis, Minn. Click here for details. October 23, 2014 Latin Business Association Sol Business Awards Gala Burbank, Calif. Click here for details. October 27, 2014 WBEA Texas 18th Annual Golf Classic & Silent Auction Spring, Texas Click here for details. October 27-28, 2014 Toyota 25th Annual Opportunity Exchange Cincinnati, Ohio Click here for details. November 1, 2014 MBE Magazine 30th Anniversary Experience Orlando, Fla. Click here for details. November 2-5, 2014 NMSDC Conference & Business Opportunity Fair Orlando, Fla. Click here for details. November 4, 2014 WBEA FOR THE WIN-Women’s Entrepreneurial Symposium Houston, Texas Click here for details.

November 5, 2014 WBDC Connection Points: WBE B2B Speed Networking Plymouth, Minn. Click here for details. November 10, 2014 PINK’s Signature 10th Anniversary Fall Empowerment Event Atlanta, Ga. Click here for details. November 12, 2014 Astra Women in Manufacturing Online Virtual Webinar Click here for details. November 12, 2014 WeConnect International Europe Conference London Click here for details.

November 14, 2014 GWBC LACE Awards Atlanta, Ga. Click here for details. November 14, 2014 WBDC Women Vetrepreneurship Program: Back 2 Basics Reloaded Chicago, Ill. Click here for details. November 21, 2014 NGLCC National Dinner Washington, District of Columbia Click here for details. November 29, 2014 Small Business Saturday Click here for details.

November 13, 2014 Cutting Edge Awards & Scholarship Luncheon Houston, Texas Click here for details. November 13, 2014 Latina Style Columbus Columbus, Ohio Click here for details. November 13-14, 2014 WBEC South - Tennessee 20th Anniversary Celebration Nashville, Tenn. Click here for details. November 13-14, 2014 2014 Inaugural Astra Women’s Business Alliance STEAM Summit Mountain View, Calif. Click here for details. November 14, 2014 WBEC PA-DE-sNJ Just Desserts Celebration Philadelphia, Pa. Click here for details.






Pat Birmingham






FEATURES Corporate Spotlight: Avis Budget Group, BP America and PG&E Go for the Greens Recap The LGBT Community Within WBENC

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GOVERNMENT SPOTLIGHT Figuring Out the Feds: Preparing for Government Contracting Season


CERTIFICATION Woman Owned Logo in Action Focus on the Forum: Sharon Mahin Rona Lum – A Practicing Attorney and Business Woman Congratulations to the Tuck-WBENC Class of 2014! 2014 Dorothy B. Brothers Scholarships Recipients!

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ENGAGEMENT ManpowerGroup Hosts 12th Annual Supplier Diversity Roundtable Bulletin Board

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Laura Rehbehn Limb Design


Julie Fletcher Photography Kathy Anderson Linda Johnson Life Touch Portrait Studios Stokes Creative Group


Paige Adams Senior Director, Development and Corporate Relations Mary Callaghan Executive Assistant Brenda Loube Principal/Founder of Corporate Fitness Works Pamela Prince-Eason President and CEO Lynthia Romney RomneyCom, LLC Candace Waterman Chief of Staff LaKesha White Senior Compliance Manager

RESOURCES Best Practices & Details on Multigenerational Workplaces Top 10 Things You Should Know Women on Wellness: Healthy Breast Campaign

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Advertisers’ Index: 2015 Summit & Salute 23 Legacy Bracelet 32 Small Business Saturday 33 WBENC Insights 22 WBENC Shop 27



The award recognizes outstanding women business owners from North America and around the globe. Award winners are recognized for building financially successful, thriving businesses; exhibiting leadership at the local, state, national or international level; and mentoring and giving back to support other women in business. The deadlines for submitting a nomination is November 23, 2014. Submit your nominations at WWW.WBENC.ORG » OCTOBER EDITION 2014 »



MESSAGE Dear Friends, Our engaged Corporate Members, dynamic Regional Partner Organizations, dedicated WBENC Staff and impressive Women’s Business Enterprises make up the diverse network that is WBENC. It is the diversity of this network that gives WBENC strength and a collective voice. While over the years we have utilized our voice in various ways we now have an exciting new opportunity to elevate that voice. Last month I was appointed to the National Women’s Business Council (NWBC), a non-partisan federal advisory council created to serve as an independent source of advice and counsel to the President, Congress, and the U.S. Small Business Administration on economic issues of importance to women business owners. The council consists of 15 members including one presidentially appointed chair, eight business owners or CEOs, and six representatives of national women’s business organizations. As a member of the council I will be representing WBENC and my responsibility is to provide a platform for change to expand and improve opportunities for women business owners and their enterprises, conduct research on issues important to women business owners, and communicate those findings widely. These responsibilities align with the WBENC mission and enable me to have an even greater impact on the advancement of women’s businesses everywhere. Over the last three years Tara Abraham, the Chairwoman and CEO of Accel Inc. and former Forum Chair at WBENC, has represented WBENC on the NWBC. During her tenure Tara and the council have made nine recommendations around four pillars: access to capital, access to markets, job growth and creation, and data. The council conducts research products investigating women-owned small businesses and federal procurement trends. Some of the research topics include the personal factors influencing the growth of women-owned businesses, the inequality in federal contracts, and young female entrepreneurs approaches and expectations about entrepreneurship. The goal is to help women business owners make informed decisions and maximize their success as suppliers. I encourage you to read more about the council’s findings and their initiatives, a great overview can be found in the 2013 Annual Report. Tara’s work on the council has been influential and will impact our community for years to come. I am so grateful to her for her service, and look forward to continuing WBENC’s role on this critical council. In September, we both participated in an event NWBC hosted which included three workshops: Get Ready for Primetime, Go Global, Get Your Export ON and the workshop I facilitated, Make your Fortune from the Fortune 500. Thank you to the WBENC Corporate Members who participated in the workshop and contributed their valuable insights: Donna Donato, VP of Global Procurement at Bristol-Myers Squibb; Pamela Pesta, VP Strategic Sourcing, Supply Management Services, Nationwide; Shendora Pridgen, VP, Global Head of Supplier Diversity at Morgan Stanleyj and Deborah Shaw, Senior VP and Chief Global Diversity and Engagement Officer of PepsiCo. I look forward to engaging the NWBC with our community during my tenure. We will be hosting one of the NWBC meetings at our National Conference in Austin. In support of you and the NWBC mission I will continue to provide regular updates on our progress through the President’s Report as well as make requests for your input in support of WBENC’s participation in the NWBC. This is an exciting time for WBENC. Thank you again to Tara for all of her contributions to the NWBC. Best, Pamela Prince-Eason WBENC President and CEO

WOMAN OWNED LOGO IN ACTION The implementation of the new Women Owned logo is in full swing with products starting to show up on Walmart shelves. Keep an eye out for these on store shelves in your community and make sure to tweet about your purchases (#buywomenowned). Each month we will highlight the different companies using the new logo.

PBnJ baby PBnJ baby was founded in 2008 by Stacie Blaney and her husband Michael. The couple was looking for a way to keep their young son from throwing his sippy cup on the floor while also enabling him to retrieve if it did drop. Stacie searched the market for existing products but found that even with her son’s developmental delays as an autistic child, he could easily take the strap off his cups, rendering those products useless. Taking action, Michael began designing a cup holder that would meet their needs but also still be easy for adults to attach and remove. Working with pediatricians and occupational therapists the SippyPal was created and PBnJ baby was born. Today the company continues to develop cool baby gear including Stop the Dropsy 3-in-1 Combo Pack, Paci Holders, Toy Savers, Paci Wipes, Clip‘n Go, Lock‘n Go and Stroller Straps. You can find PBnJ baby products in major retailers, grocery chains and independent juvenile stores across the United States and Canada. PBnJ became WBENC-Certified at the beginning of 2014.

Ziegenfelder Company The spirited team at Ziegenfelder Company, is proud of their growth and their delicious fun treats they’ve been producing for well over a century. The company started as a small candy store in West Virginia in 1861. In 1922 it was incorporated as an ice cream business, and was later purchased by the Lando family expanding into all types of frozen treats. Today the company is focused on their Budget $aver brand of pops and is lead by President and CEO Lisa Allen. Lisa and her four siblings grew up visiting the factory where her grandfather and father worked. In 1999 Lisa began working alongside her father until the business was put in her hands in 2003. As one of the largest suppliers of frozen twin pops, the company focuses on their beloved consumers from ages 2 to 92, producing fun, refreshing Budget Saver twin pops and Monster Pops, available in a rainbow of colors and flavors. The treats are available for purchase across North and South America in many retailers including Walmart, WinCo, HEB, Dollar General, Safeway, Food Lion, Giant Eagle and many independent grocery stores. Ziegenfelder became WBENC-Certified in 2013. WWW.WBENC.ORG » OCTOBER EDITION 2014 »



CORPORATE SPOTLIGHT: AMERICA’S TOP CORPORATIONS This year 45 corporations were named to the list of America’s Top Corporations for Women’s Business Enterprises. The following series highlights these organizations’ programs and their efforts to advance the development of women’s businesses. This month we find out more about the programs at Avis Budget Group, BP America, and PG&E. Throughout the year we will hear from all of the 2013 Top Corporations. Q. How are you evolving your diversity program over the next year and what do you hope to achieve?

Avis Budget Group Avis Budget Group wants to continue to increase our vendor base and hopes to gain additional staff on a part-time basis to achieve this result. In addition, we are now a global company. We represent Avis, Budget, Zipcar, Payless and Apex. In addition to WBENC, we have established a corporate membership with WEConnect International to further evolve our diversity program throughout the international market.

BP America BP has a long history of working with Women Business Enterprises (WBEs), and our supplier diversity process is constantly evolving. This year, we are launching the new Supplier Diversity Advisory Council, comprised of employees from procurement and operations, which is essential to strategically influence the inclusion of WBEs and other diverse enterprises in the procurement process. In addition to serving as ambassadors for supplier diversity, this group will meet regularly to review diverse spend each quarter and offer recommendations to sustain performance.

PG&E In 2013 PG&E spent over $1.1 billion (more than 20 percent of its total spend) with women-owned businesses, demonstrating PG&E’s commitment to supporting womanowned businesses, and our willingness to welcome new suppliers into every sector of our supply chain. We are always looking for those great WBEs that operate in nontraditional areas like gas, electric and nuclear and have found a number of very impressive WBEs in these fields. Over the next year we are putting a special focus on identifying WBEs that operate in gas construction, management consulting, Smart Grid and energy procurement – with the goal of working with the best WBEs in the industry.

Q: How are you overcoming challenges you’ve faced in women’s business development?

Avis Budget Group Through our continued involvement with the programs which WBENC and our regional partner organizations, Women Presidents’ Educational Organization (WPEO) and Women’s Business Development Council (WBDC) provide, we are moving forward on overcoming any challenges we have faced in women’s business development. As a

PRESIDENT’S REPORT result, we have participated in many programs and opportunities to network with certified Women Business Enterprises (WBEs) including, but not limited to, “The Brown Bag Lunch” which we hosted for the WPEO and sponsorships for the WBENC National Conferences such as previous co-chair, trade fair sponsor, participation in matchmaking sessions and the WBDC Chicago Entrepreneurial Women’s Conference.

BP America Our Supplier Diversity team works closely with WBEs to ensure they have access to key decision makers and subject matter experts to increase their knowledge of how we operate. However, we recognize the many challenges in maintaining a pipeline business that can operate safely and reliably. We are proud of the partnerships we have with organizations like WBENC, the WBDC-Chicago and the WBEC-South. From networking opportunities and programming to increasing access to capital, we appreciate the vital role our partners play in supporting WBE development.

PG&E PG&E is currently targeting existing WBE suppliers who are ready to take their enterprises to the next level. For example, PG&E’s formal Supplier Development Program pairs select diverse suppliers with executive mentors, provides cross-functional team support to identify opportunities for growth, offers capacity-building scholarships to executive management programs like the UCLA Management Development for Entrepreneurs Program and grants-training scholarships to achieve ISO 9001/14001 certifications in operational and environmental standards. Our Supplier Development Program and the processes PG&E has in place for managing diverse suppliers have played an enormous role in PG&E achieving its soaring spend goals with WBEs.

Q: How has your organization increased opportunities for womenowned businesses in non-traditional spend categories?

Avis Budget Group Our procurement team works closely with our supplier diversity team where we draw from a pool of certified women-owned businesses that are in our DivTRAK system which measures, markets and manages supplier diversity. We review the certifications of the supplier and so membership in WBENC is beneficial for growth and customer satisfaction. Avis Budget relies on our relationships with diverse suppliers to provide a variety of services which are unique to car rental companies and assist Avis Budget to provide impeccably clean, safe and attractive cars which exceed our customer’s expectations. The non-traditional spend categories are: cleaning products and chemicals, mechanical and after-market products; floor mats; and other appearance improvement items.

BP America BP has strived to provide opportunities for WBEs in all of our categories. To date, we have WBE representation in our core business categories including electrical and instrumentation, coating services and fabricated equipment. We understand the need to have a stronger, results-focused action plan to increase the number of qualified local and diverse enterprises in BP’s supply chain, and the practices we’re implementing over the next year will support our efforts to sustain spend in these categories and grow others.



PG&E We have hosted targeted matchmakers and educational forums in areas that have been historically difficult for diverse suppliers to engage in, and have recruited the dominant prime suppliers to work with us in fostering greater participation of womenowned businesses. For example, PG&E’s power procurement team has fully embraced the goal of including women-owned businesses in the energy sector. PG&E is among the California utilities that sponsor of the Advanced Technology Management Institute (ATMI) at the UCLA Anderson School of Management, which helps qualified diverse business enterprise leaders learn about new technologies that make their work valuable to their corporate customers. The program includes a curriculum developed by UC-San Diego, UC-Davis, UC-Berkeley and the Lawrence Livermore National Laboratory and mentoring from the sponsoring organizations.

Q: How have you sustained support for WBEs internally and externally at your organization?

Avis Budget Group With regard to internal support, Avis Budget has a Women’s Leadership Initiative. Each year different women officers are selected to attend the Women in Leadership Annual Conference; wherein they are counseled and mentored for future growth. In addition, our senior leadership team understands the importance of women in our marketplace and hopes that woman entrepreneurs will be brand loyal when renting their vehicles. For external support, we have provided registrations to WBEs considering certification at the WBENC National Conference, WPEO events and WBDC Chicago Entrepreneurial Women’s Conference, to enable more women’s businesses to become certified and certified WBEs to learn how to grow their businesses.

BP America For more information on Avis Budget Group http://www.avisbudgetgroup. com/company-information/ diversity-and-inclusion/supplierdiversity/

For more information on BP America global/corporate/about-bp/ bp-worldwide/bp-in-america/ committed-to-the-US/fabric-ofamerica/supplier-diversity.html

For more information on PG&E supplierdiversity/

Sustaining support for WBEs comes easy when the companies continue to deliver value in our supply chain and the communities where we operate. Our internal support for WBEs is sustained through the diligent efforts of the Supplier Diversity and Procurement teams, and with the formation of the Supplier Diversity Advisory Council will only continue to boost our efforts. Externally, support for WBEs continues to grow: BP is proud to have been a member of WBENC for more than 13 years and values the role the organization plays in developing potential suppliers that can support our business.

PG&E It is critical for any company interested in starting or expanding a supplier diversity initiative to secure a focused commitment from the top and all throughout the company — the board of directors, those in the C-suite and sourcing and supply chain teams, along with those employees who work side by side with our diverse suppliers in accomplishing great things. When our stakeholders see that WBEs are increasing safety, affordability and reliability, they are more than willing to lend their support to increasing WBE participation. Externally, PG&E has partnered over the years with great advocates in community-based organizations that understand a robust supplier diversity program translates into successful diverse suppliers in their communities, and are key allies in sustaining support for WBEs in our business.


FIGURING OUT THE FEDS: PREPARING FOR GOVERNMENT CONTRACTING SEASON The U.S. Federal Government, as the world’s largest purchaser of goods and services, remains the lifeblood for small businesses, with nearly $125B available for your contracting opportunities. As the new fiscal year gets underway, procurement officers are identifying departmental needs in order to solidify budget expenditures for the remainder of the year. In order to stay one step ahead of your competition, here are a few helpful tips to position your company as a potential vendor: Know the Rules It is important to become familiar with all that is involved in being a supplier to the Government as it is quite different than the private sector due to the strict bidding and product requirements. Know What the Government is Buying Unlike the private sector, the Government publicizes each departments budgetary priorities which provides insight into what products or services are needed. Along with what the departments’ need to purchase is the amount they have available to spend. The information provided on the Office of Management and Budget (OMB) website can be utilized by small businesses to develop an appropriate sales and marketing strategy to be geared at the agency of interest. Not Meeting Small Business Goals = Prime Target Small businesses have access to a key piece of information that can serve as a precursor to being extended a contract opportunities. The Federal Procurement Data System posts scorecards of each agency which reports whether that agency is meeting the SBA small business goals (23% with small business with 5% geared towards women owned small businesses). This knowledge could be used in the marketing strategy to set your business apart from a potential competitor. Search for Opportunities Once you have identified the agencies that are not meeting their small business goals, the search needs to be narrowed to identify those your company better aligns with as a vendor. There are sites such as Federal

Business Opportunities that provides a listing of all the contract opportunities currently available with each agency. If the company holds a certain designation (such as WOSB, 8a, etc.), it will be beneficial to search for potential set asides, which narrows the vendor pool and provides a greater opportunity for success. NETWORK! NETWORK! NETWORK! Once the decision is made to actively pursue business with the government, the representatives of the company must become engulfed in the Government space. Attendance at industry specific events sponsored by the different agencies is key. This practice is the same in the private sector with attending trade shows to start making the appropriate contacts and building the relationship. Another key contact to make is with the Office of Small and Disadvantaged Business Utilization (OSDBU). Corporate supplier diversity representatives serve as a liaison between the vendor and buyer, which is the primary function of the OSDBU. Many OSDBUs promote events within their agency to serve as a platform for vendors to meet buyers. Partner for Profit Although teaming up with a competitor may seem taboo, it could lead to the road of success. You should also think about identifying companies within the WBENC network who could be potential partners to fulfill a contract that may be larger than your current capacity. Avoid overextending your capabilities as the results can be detrimental to the success of your company and the Government contracting program.




MANPOWERGROUP HOSTS 12TH ANNUAL SUPPLIER DIVERSITY ROUNDTABLE More than 130 diverse suppliers gathered at ManpowerGroup’s global headquarters in Milwaukee for the 12th annual Supplier Diversity Roundtable held September 21-23. The attendees included minority, veteran, LGBT, small and women-owned staffing firms from across the United States. The event focused on relationship building between the suppliers and the various businesses which comprise ManpowerGroup, peer-to-peer networking and education. The leadership team from ManpowerGroup actively participated in the event, demonstrating their strong commitment to Supplier Diversity. “ManpowerGroup approaches supplier diversity in a unique way, partnering with diverse-owned staffing companies who do business in the same industry,” said Kip Wright, senior vice president, Manpower, North America. “By aligning, we can better serve our shared clients with unique, innovative workforce strategies. The roundtable is an important facet in making this collaborative approach work, allowing us dedicated time to focus on building our relationships and sharing ideas.”

In addition to Wright, Jonas Prising, CEO of ManpowerGroup, updated attendees on his leadership platform and vision for the company. Prising also moderated an interactive Q&A focused on issues and trends facing CEOs and the staffing industry. The keynote address by Joe Sweeney, Managing Director – Corporate Financial Advisors, provided several thought-provoking concepts for networking strategies – perfect content to set the stage for multiple networking opportunities. Afterward, multiple breakout sessions gave the attendees ample choices to have a productive experience. Pat Birmingham, vice president of Operations & Marketing for WBENC, joined Joset Wright Lacy, president of NMSDC, and Sam McClure, vice president of Affiliate Relations & External Affairs for NGLCC, for a panel which discussed the state of diversity business networks. The event also included 340 MatchMaker sessions where the suppliers met with buyers and executives that spanned Manpower Group’s four brands. In addition, ManpowerGroup hosted an awards dinner to recognize winners of the ManpowerGroup Supplier Excellence Award. Suppliers earn the award based on exceptional performance in overall spend and number of accounts, performance metrics and overall partnership. WBENC-Certified WBE Olsa Martini, president & CEO of OLSA Resources, Inc., was among the awardees. Martini is an active participant in the planning group that orchestrates this annual event.

PRESIDENT’S REPORT Other awardees included:

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CorTech International Victory Personnel Services, Inc. Intraedge, Inc. Avenues International, Inc. Emergys, Inc. Spectraforce Technologies Express Employment Professionals

In addition, two new awards were introduced to recognize ManpowerGroup colleagues who are champions of supplier diversity within the company. The inaugural Jeffrey Joerres CEO Award for ManpowerGroup leaders was given to Jeffrey Joerres, ManpowerGroup Executive Chairman. Circle of Excellence Awards were given to:

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Mary Reynolds, supplier management professional, Manpower Daniel Friker, director of strategic accounts, Experis Virginie Langenfeld, sourcing specialist, ManpowerGroup Jamiel Saliba, vice president of operations, TAPFIN

Congratulations to all of the awardees and especially to ManpowerGroup for executing a world-class event and continuing to demonstrate their unwavering commitment to supplier diversity. For more information about supplier diversity at ManpowerGroup, visit




7TH ANNUAL GO FOR THE GREENS BUSINESS DEVELOPMENT CONFERENCE September 11-13 marked the 7th Annual Go For the Greens Business Development Conference and the second year that WBENC has partnered with the Go For the Greens Foundation to execute the event. This boutique event offers exclusive access to companies, government agencies, nonprofits and professional associations that can help women-owned businesses secure their largest, most profitable contracts ever… in a fun, creative setting at Disney’s BoardWalk Resort in Orlando, Florida. WBENC focuses the programming for this event to create a unique opportunity for the Women’s Enterprise Forum. The Forum Leadership Team (FLT) held their retreat the day before the conference began and actively participated in the entire conference, along with many other Forum members, WBENC Corporate Members, WBENC Board members and WBENC staff. WBENC Forum members were slotted for 64 of the 150 MatchMaker meetings, creating opportunities and building new relationships. The conference was a huge success – sold out attendance, a record number of MatchMaker Meetings and multiple networking opportunities throughout. Nancy Allen, President & CEO, Women’s Business Development Council of FL, with Mary Schnack Award winner Matt Thursam, whose dedication to Go For the Greens as a recently retired Disney Supplier Diversity Manager was recognized – Matt is currently the Regional Director for WBDC FL

Attendees headed off to an exclusive reception and firework display at Epcot, all sporting their Raytheon T-shirts!

Go For the Greens co-founders, Diane Sears and Cindy Chase, accept a gift from Kathy Homeyer, Director of Supplier Diversity for UPS and WBENC Board member


Patricia Rodriguez-Christian, CEO of ADP-LLC and Forum Vice Chair, provides a read out from energetic “power rounds” that spanned a variety of topics

Cheryl Snead, President & CEO, Banneker Industries and Forum Vice Chair; Michelle Morin, Executive Director, Office of Supplier Diversity – State of Delaware; Theresa Harrison, Director of Supplier Diversity, EY and WBENC Board 1st Vice Chair; and Benita Fortner, Director of Supplier Diversity, Raytheon and WBENC Board Chair – having a lively interaction on Business Innovation through Collaboration in Contracting

Benita Fortner, Director of Supplier Diversity, Raytheon and WBENC Board Chair; Pamela Prince-Eason, President & CEO, WBENC; and Pat Birmingham, Vice President, Marketing, WBENC all concur that the Greens agenda is robust!

Kittie Watson, President of Innolect Inc. and WBENC Forum Committee Representative, participating in a MatchMaker session

Julie Copeland, owner of Arbill and Forum Chair, moderating the power rounds session

WBENC proudly displaying their brand at Go For the Greens!

SAVE THE DATE Go For the Greens 2015, September 16-19 WWW.WBENC.ORG » OCTOBER EDITION 2014 »



THE LGBT COMMUNITY WITHIN WBENC “Just by asking the question, you’re being more inclusive; just by noticing a lack of diversity, you are progressing on the path.” Jennifer Brown WBENC’S DIVERSITY WBENC is a diverse collective of women representing the many faces of society. Together, WBENC’s community embodies a variety of ethnicities and cultures and includes, people with disabilities, veterans, and women within the lesbian, gay, bisexual and transgender (LGBT) communities. As WBENC has established its place within the diversity & inclusion space through supplier diversity, it is critical to recognize the diverse communities we represent and understand how to elevate one-another, not only as women suppliers, but in the various positions held by women within the economy – as business leaders in the corporations and communities we work and serve. SUZANNE BAUGH Q & A Entertainment

This month we will hear from WBEs who share the voice of other women within the LGBT community, their reflections of the value of LGBT inclusion as a WBE, as an advocate within corporate America, and from the perspective as a business owner. When speaking of diversity and inclusion it all begins with having a conversation. As many community advocates, human resource professionals, and diversity and inclusion leaders can attest a simple question can spark a conversation and alter a dynamic. Suzanne Baugh, CEO of Q & A Entertainment, says she is most comfortable at events where the discussion around the LGBT community is normalized, “where the conversation is not happening as education, rather a matter of fact that these people are a part of our community as well.”

JENNIFER BROWN Jennifer Brown Consulting

This was her experience at the recent USBLN conference in Orlando, Florida. Q&A Events, a dual-certified WBE and LGBTBE meetings and event company based in Atlanta, was the event management company for one of WBENC’s partner organizations, the United States Business Leadership Network for People with Disabilities (USBLN) conference and was able to see first-hand how the conversation created a welcomed environment for everyone. “It just created this environment of inclusivity and it was extremely comfortable,” said Baugh.

Baugh, and her colleagues, experience this often through their work with clients such as The Coca-Cola Company a WBENC Corporate Member well-known for their diversity & inclusion programs. MICHELLE TOMALLO AND MICKI TUBBS Fit Technologies

“The mission of our company is to create more inclusive workplaces for all kinds of talent,” says Jennifer Brown, CEO and President of Jennifer Brown Consulting.


The best measurement for these programs is how they engage constituents at all levels – it is the experience by anyone, inside or outside of the company – from a consumer, supplier, or employee. “Over the last 10 years the business case for retaining diverse talent has become very clear and very top of mind for all HR leaders everywhere. They realize they cannot afford to lose any talent, and yet they are losing diverse talent because people are still not feeling included.” says Brown. Her New York-based firm is also a dual-certified WBE and LGBTBE (Lesbian, Gay, Bisexual, Transgender Business Enterprise).

Brown understands the value proposition for diversity and inclusion from inside a corporation, and how that translates externally. “It is really important for people to feel that they’re not alone in their experience. We still have such a lack of diversity at the top of most companies, so there is still a huge need for people to gather, to build that community, and to identify and share the particular barriers and challenges they may be experiencing as they work their way up the pipeline in corporate America.”

Brown works with larger corporations on change management efforts relating to human capital, including the design, development and facilitation of customized, interactive classroom and online learning events, and is known as the creator of the ERG Progression Model, a proprietary development tool that facilitates the transformation of Employee Resource Groups (ERGs) into true business partners. Brown came into this field after her own experience as an employee in corporate America, deciding to combine her appreciation for her work and her community. With a masters in organizational development, Brown studied organizational change, leadership, learning and development, and how to train and coach leaders so they are equipped to understand the mechanics of organizational change. At the same time, she was an active member of the LGBT community, participating on boards of LGBT advocacy organizations. By bringing those parts of her life together, Brown emerged as an expert in creating inclusive workplaces.

While diversity and inclusion is at the top of many corporate agendas, it has found its voice within supplier diversity. As the rights and advocacy for LGBT individuals expands many organizations are developing programs and initiatives to fuel the progress. WBENC’s affiliate organization the National Gay and Lesbian Chamber of Commerce (NGLCC), has been certifying LGBT business and working to ensure the inclusion of LGBT business enterprises within corporate procurement. “The more certified companies that we can put into the supply chain the better off all of us are” says Michelle Tomallo, President of Fit Technologies, “because we are helping underscore the argument that we’re making in the first place… we want more success stories! The more diverse businesses we have in the supply chain, the better success stories that we can tell.”

Fit Technologies, founded in 1999, is a full-service managed IT firm. As an LGBTBE, Tomallo and her partner, Micki Tubbs, are highly active in their LGBT Chamber of Commerce in Cleveland, Plexus, but learned about the chamber through a series of connections starting with the WBENC community. After becoming WBENC-Certified in 2008, another female business leader heard their company story and suggested they apply for the Ernst & Young Entrepreneur of the Year Award. WBENC Corporate Member Ernst & Young is also one of NGLCC’s biggest supporters and when it was recognized Tomallo and Tubbs were also LGBT, they encouraged them to become NGLCC certified in 2009. Tomallo believes there is real value in WBEs who are LGBT to become dual-certified. “I have found that when you have a group that has been part of a minority, a group that can understand the power of affinity, I think that there is a baseline value around the responsibility to lift up and support other diverse organizations,” says Tamallo.

As larger WBEs have instituted their own supplier diversity programs to mimic those of their corporate customers, WBEs should too consider the value of diverse and inclusive suppliers, consumers, and employees. Brown suggests to start simply: “Express your commitment to it, regardless of the size of your company, on your website, in your marketing materials and in your mission statement. If you believe diverse talent in all the definitions of diversity



really fuels your ability to be innovative and provide better solutions to your customers, you should say it! You should say it because it is welcoming language, it will offend no one and actually it will draw people to you who value that.” Tomallo’s advice is to step back and evaluate your current policies, “Put on the filter of ‘what if I was LGBT and reviewing these? Is this reflecting what our policy really is and is our language inclusive? Do we have a policy that supports what our values are? Is our policy inclusive? Are our benefits inclusive for those people who have same-sex partners, how do those benefits extend? Do people feel comfortable being out in the workplace? Often times these things are around education and awareness, that’s how we start to break down the things that happen in workplace culture that make someone feel like they can’t be out. It’s those types of policies and perceptions that business leaders and coworkers might not even be conscious of.”

By taking small steps any business can begin to build a more inclusive workplace, Brown says. “At the very least, discuss it on your leadership team, close the door and say let’s talk about this. How diverse are we? What message do we think that sends to our workforce? How do we think that makes them feel?” For More Information:,,,

Talking about LGBT People & Equality The words we use to talk about lesbian, gay, bisexual and transgender (LGBT) people and issues can have a powerful impact on our conversations. The right words can help open people’s hearts and minds, while others can create distance or confusion.

Gay, Lesbian & Bi Terms to Use: gay (adj.), lesbian (n. or adj.), bi (adj) Usage Examples: “gay people”, “gay man/men”, “lesbian couple”, “he is gay”, “she is bi” Terms to Avoid: homosexual, gay (n.)( ex he is a gay) Explanation: Gay is an adjective, not a noun; it is sometimes used as a shorthand term encompassing gay, lesbian and bisexual orientations. While many lesbians may identify as gay, the term lesbian(s) is clearer when talking only about a woman or women. Anti-gay activists often use words like “homosexual” to stigmatize gay people by reducing their lives to purely sexual terms.

Transgender The term transgender refers to people whose gender identity (the sense of gender that every person feels inside) or gender expression is different from the sex that was assigned to them at birth. At some point in their lives, transgender people decide they must live their lives as the gender they have always known themselves to be, and often transition to living as that gender.

Terms to use: transgender (adj.) Usage Examples: “transgender person”, “transgender advocate” Terms to Avoid: “transgendered”, “a transgender” (n.), “transvestite”, “tranny” Explanation: Transgender is an adjective, not a noun. Be careful not to call someone “a transgender.” Do not add an unnecessary “-ed” to the term (“transgendered”), which connotes a condition of some kind. Never use the term “transvestite” to describe a transgender person. Always use a transgender person’s name. Also a person who identifies as a certain gender should be referred to using pronouns consistent with that gender. When it is isn’t possible to ask what pronoun a person would prefer, use the pronoun that is consistent with the person’s appearance and gender expression. Read the complete guide on talking about LGBT People & Equality created by GLAAD


FOCUS ON THE FORUM: SHARON MAHIN Sharon Mahin is a passionate proponent of WBENC certification. She considers it a key differentiator in the two businesses she leads. As CEO of Mahin Impressions, Inc. an established graphic design, printing, fulfillment and mailing company headquartered in lower Manhattan, she used it to surge through economic downturns in the wake of 9/11 and the financial crisis in 2008.

As President and CEO of the more recently-launched Savoca Enterprises, she coaches Women’s Business Enterprises (WBEs) on how to wield the connections afforded by certification to drive game-changing growth. These includes both the corporations who award business, and other WBEs whose partnership can broaden capacity. “Join Forces. Succeed Together. speaks to this opportunity,” she says. At the same time, she points out that WBENC-Certification is “a license to hunt, not a lottery ticket.” She primes WBEs to use it strategically, and benefit from the contacts it affords with savvy supplier diversity advocates who can lead them to decision makers. “WBEs don’t have to start at square one. They can benefit from the experience of other WBEs and save years on the learning curve.” She founded Savoca in early 2011, following an “epiphany” at a gathering of fellow WBEs certified through the Women Presidents’ Educational Organization-NY (WPEO-NY) when she realized how much collective wisdom they offered.

Today she guides WBEs on how to showcase certification in marketing and branding, sales development and connection acceleration. A key strategy that she foresees for future growth is partnership – to include mergers and acquisitions – that expands a WBE’s breadth and footprint. “WBEs can target complementary businesses to partner with and create broader solutions,” she points out.

As an example, she shares the story of one client, an Information Technology service disabled minority veteran who had created an app that caught the eye of a majority-run European-based company. Although the company was initially acquired along with the app, Mahin guided the business owner to carve out a new company as a consultant to the acquiring company and retain its status. “In an acquisition, you need to think beyond the transaction towards what the future will hold. The goal is to elevate the position of the acquired company,” she states.

PRESIDENT’S REPORT Mahin heeds her own advice. Mahin Impressions is currently developing a strategic partnership with a company ten times its size. “I targeted them because of their technology leadership. They initially met with me because of the certification,” she says, “It’s gotten this far because both of us understand the new demands and opportunities that give real value to supplier diversity in the changing environment.”

SHARON MAHIN CEO, Mahin Impressions, Inc. President and CEO, Savoca Enterprises

Mahin grew up in a family of entrepreneurs, going with her father to get his first bank loan as a young girl and helping him sort his records at the end of the day. During the economic downturn of the early 2000s, she recognized that WBENC-Certification could unlock opportunities in completely new and unforeseen ways. Attendance at her first National Conference & Business Fair in New York in 2003 confirmed it. “I felt like a kid in a candy store seeing so many potential avenues to develop corporate business,” she says. She is an enthusiastic member of the Forum, which she joined in 2007. She was one of the first WBEs to go global, traveling to the United Kingdom to participate in WEConnect UK. Following the financial crisis in 2008, she learned from her fellow WBEs and built “a bigger, better mousetrap” with digital printing capability to sustain her business. Then she started Savoca in 2011 because she was excited about expanding the playing field for herself and others. “I love being able to show other people that there’s always more opportunity than is immediately obvious.” For more information, see and




RONA LUM – A PRACTICING ATTORNEY AND BUSINESS WOMAN Ten years ago Rona Lum opened the doors to her own law firm, Rona M. Lum, P.C. Based out of Auburn Hills, Michigan, her boutique law firm specializes in immigration law with a focus on business-based immigration law. Her clients are multi-national corporations who have foreign national employees they need to have work and live in the United States, “I work on all of the legal paperwork that is necessary to obtain the proper employment visas.” When Lum originally graduated from law school she began practicing law as a litigator, engaged in insurance defense work. After a few years in that space Lum knew she did not want to be a litigator for the remainder of her career, “I just realized that I didn’t want to do this forever because all we were fighting over was money.” Knowing this, one of her law school classmates who was practicing immigration law gave her an opportunity to see if she liked this area of law, “I jumped right in with two feet and I’ve never left that pond. I was very fortunate, I was given an opportunity to try a different area of law.” When she was ready she opened her own firm, “I like to be in charge of my own destiny and develop my business and create relationships with people in my unique way.” Lum says she is a business person first, who happens to be an attorney. When she is working with her clients she is often interacting with HR departments or communicating with the employees moving to the U.S., e.g. individuals who are not lawyers. As a result she translates the law into an understandable language, “I feel that one of my strengths is the ability to break down legal and complex concepts into laymen’s terms. I communicate what the law requires, but in a very simple way.” She also makes herself available to her clients, “when my clients call our office, they can actually speak to the attorney and not only the paralegal.”

Her approach to business has certainly paid off and today she acquires new clients almost exclusively through referrals, “I believe that if you focus on your core competencies, do it well, have a genuine interest and concern for your clients, this will keep them satisfied and they will stay with you.” With each client Lum becomes more than just an attorney, “they really do use me as a resource beyond the legal services I provide. They’ll call me about tax issues and other questions affecting a foreign national coming to the U.S. I’m usually their first stop.” Lum became WBENC-Certified in 2009, but has actually been active in the WBENC community for over 12 years volunteering with the Women’s Business Enterprise Council-Great Lakes in the Center for Empowerment & Economic Development (CEED) on the Certification Review Committee. “Most women become certified and then get involved. I was the opposite, I was already involved well before I became certified,” says Lum.


After becoming WBENC-Certified Lum joined the National Certification Committee for WBENC, “I had been on the certification committee at the local RPO for so many years it was just natural. At the national level, the committee has discussions from a 30-mile high type view. Should we change procedures, should we streamline it, incorporate more technologies?”

RONA LUM Law Offices of Rona M. Lum

Lum believes it is important to be active in the organizations you are a part of, “If you participate in an organization whose mission and purpose you truly believe in, you gain visibility and over the years, people get to know you and what you do. It becomes a snowball effect.” She suggests that WBEs get involved with their local RPO, “if you really want some value out of your certification get involved in the organization and through your involvement you will come in contact with supplier diversity representatives from the corporations.” She also is an ardent networker, “I always try to connect people. I meet a WBE and she says she is looking for something, I will introduce her to another WBE who I feel perhaps would be a fit. People remember when you help them, so they start looking for opportunities to help you too. It is a win-win all the way around.”

At the end of the day, Lum loves what she does, “I feel very fortunate to get up every morning and look forward to the day doing something I am passionate about.”



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WBENC INSIGHTS Access it Today!

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WBENC Insights is a password-protected site for WBENCCertified WBEs, Regional Partner Organizations, and National Corporate and Government Members with information on industry forecasts, procurement trends, government contracting, and skill building. If you have not yet created an account please check all mail folders for a message from our media partner, MobilePaks, a VIA Company, with instructions on how to login to your account. Additional information about WBENC Insights can be found under Resources at



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CONGRATULATIONS TO THE CLASS OF 2014! The 2014 Tuck-WBENC Executive Program brought to you by IBM, occurred on October 5-10 in Palisades, NY. WBENC- certified women business owners from across the country came together for a week long executive development program, designed to assist WBEs in evaluating their businesses in the way of financials, market analysis and leadership. WBENC congratulates these women for their commitment and investment in their businesses and in the 2014 Tuck-WBENC Executive Program. Janice Adams CHEMICO International, Inc. Margie Aguilar IS Productions Camille Austin Elite Roofing Services, Inc. Helen Avery WBENC Tracy Balazs FSR Debra Berry Berry Industrial Group Inc Jean Bjork Bjork Construction Company, INC. Darby Bruno BEI Latoya Bullard-Franklin The Bulsard Group, LLC Donna Childs Prisere LLC Tracy Craig Craig Communications Inc. Stacie Curtis CW Solutions


Susan Jarvis Aristocat Transportation

Rosemary Czopek Gorilla Stationers LLC

Eleanor Kassner W.H. Kassner, Inc.

Kayla Dang GMI Group, Inc.

Wendy Kaufman Balancing Life’s Issues, Inc.

Barbara Tulskie TREC Group, Inc.

Robin Kerrs Piemonte & Liebhauser, LLC

Joyce Usher-Mesiano National Brokers Insurance Services Inc.


Johnette van Eeden Star Wellness

Joan LaGrasse Imagen, LLC

Pat Vice Texas Security Shredding

Jodi Gill The Experts Bench, Inc.

Sheila Lee Sheila Lee & Associates, LLC

Marilyn Weinstein Vivo, Inc.

Dana Hali CeteraMarketing

Christine Mackie Zippy Ice Inc.

Bonnie Wentworth Wentworth Consulting Group

Laurie Halloran Halloran Consulting Group, Inc.

Janice Migliore PALCO

Wendy Willson AC Flag & Banner, Inc.

Nhora Murphy TMNcorp

Aundrea Young Competitive Choice, Inc.

Kathryn Petty White Lion Tea

Robyn Zlotkin Arbill

Michelle Deal Key Services, Inc. Jennifer Deare Deare Marketing, Inc. Susie Galyardt XIOSS Lois Gamerman Soft Stuff Distributor, Inc.

Kay Hamilton The Hamilton Group Charlene Hesketh Photomation Kari Hus Pacific Maintenance Company

Joaneane Smith Global Commerce and Services, LLC

Katherine Stevens Business Health Solutions, PC Karen Tate The Giffin Tate Group Inc.


2014 DOROTHY B. BROTHERS SCHOLARSHIPS RECIPIENTS! WBENC would like to congratulate the 2014 Dorothy B. Brothers Scholarship recipients! The Dorothy B. Brothers Scholarship is awarded to a group of WBENC-certified WBEs to attend the executive program of their choice each year. This scholarship offers WBEs the opportunity to access executive programs and networks. WBENC would like congratulate these WBEs on being a 2014 Dorothy B. Brothers Scholarship recipient. Janice Adams CHEMICO International, Inc.

Dana Hali CeteraMarketing

Margie Aguilar IS Productions

Charlene Hesketh Photomation

Camille Austin Elite Roofing Services, Inc.

Susan Jarvis Aristocat Transportation

Debra Berry Berry Industrial Group Inc

Eleanor Kassner W.H. Kassner, Inc.

Jean Bjork Bjork Construction Company, INC.

Wendy Kaufman Balancing Life’s Issues, Inc.


Robin Kerrs Piemonte & Liebhauser, LLC

Darby Bruno BEI

Sheila Lee Sheila Lee & Associates, LLC

Tracy Craig Craig Communications Inc.

Nhora Murphy TMNcorp


Kathryn Petty White Lion Tea

Rosemary Czopek Gorilla Stationers LLC

Pat Vice Texas Security Shredding

Michelle Deal Key Services, Inc.

Aundrea Young Competitive Choice, Inc.

Lois Gamerman Soft Stuff Distributor, Inc.



bulletin BOARD EXPANSION FOR AMI Recent updates to AMi: - Increased warehouse space by over 10,000 sq ft - Purchased new inserting equipment Celebrating our 10th year in business July 2014

AMi, Inc

KEY SERVICES: RESIZING FOR THE FUTURE Key Services is proud to announce that we are the May winner of the Supplier Connection Contest. Our entry “Resizing for the Future” highlights our ability to adapt as technology advances, and make strategic decisions that translate to long-term success for our company. In today’s ever-changing business world, flexibility is increasingly important. At Key Services, we attribute our current and future success on the internal flexibility of our organization. To see the full entry, visit: keyservicesresizingforfuture/

Key Services

ALOM WINS 2014 SDC100 SUPPLY CHAIN AWARD ALOM, a global leader in supply chain management, has been named to the 2014 Supply & Demand Chain Executive list of 100 Great Supply Chain Projects. ALOM was honored for its work in supporting the Ford Recycle for Charity Program whose recycling net proceeds went to charity. “ALOM is proud to have partnered with Ford as an innovative leader in achieving environmental benefits while aiding in the support of important charitable organizations. Achieving sustainability across the supply chain is one of the most crucial priorities of our time.” said ALOM President and CEO Hannah Kain.


FIRST-TIME WBEA 2014 BUSINESS ATTENDS EXPO Tiffany Williams attended WBEA EXPO for the first time. Accidentally arriving two hours early, Williams decided to get a head start and draw a mental map of the exhibit hall. She met Robert Watts, founder of Watts Exhibits, an Atlanta-based company setting up trade show exhibit booths and displays. Watts asked about her company’s services; videography, photography, graphic design, and media consulting, and hired her on the spot. Twice Media was to take photos for his client, Toyota, during the National Urban League Conference in Cincinnati. Watts was so impressed, he hired Twice Media for two more jobs.

Twice Media Productions

NEUTRAL POSTURE TO ACQUIRE EQUITY LINE Neutral Posture, Inc. today announced it has agreed to acquire the Equity® product line from Knoll, Inc. Equity®, originally designed and manufactured by Knoll, will transition to become a Neutral Posture manufactured product. Regarding the acquisition, Rebecca Boenigk, CEO of Neutral Posture, said, “This deal is a win for everyone involved. This acquisition is the perfect way for Neutral Posture to enter the systems furniture business and for the customers who have been buying Equity® for decades to have an uninterrupted source of supply.”

Neutral Posture, Inc.


M. Davis & Sons, Inc. is celebrating 145 years in business. The family-owned business began as a tinsmith shop and has evolved to become a leader in industrial construction, fabrication, engineering, and maintenance. As the fifth generation to lead the company, 2014 WBE Star Peggy Del Fabbro continues to embrace the values that have guided the company over the past 145 years leading the company to be the leader it is.

WBE TO WBE OPPORTUNITY SUCCESS STORY MySupplies has secured a deal with Mayer Electric Supply to service 56 locations in five states. What makes this deal note worthy is that Mayer is one of WBENC’s largest WBE’s with annual sales of over $672 million, an exciting WBE to WBE business opportunity.

MySupplies and Mayer Electric Supply &


Make a statement with the premier line of WBENC signature products. Engage our community and share the WBENC brand when you travel. See the WBENC Collection during the National Conference & Business Fair to select items that fit your personal style. You can also view and purchase additional products online at

Pebble Grain Zippered Portfolio W/ Calculator

Sling Backpacks Executive Rhinestone Pens

Wine Carrier & Purse 16 Oz Tervis Tumbler

Tervis Water Bottle

Alexis Nylon Purse Style Wine Tote Bag

Bling Mugs




BEST PRACTICES & DETAILS ON MULTIGENERATIONAL WORKPLACES TOP 10 THINGS YOU SHOULD KNOW Largest diversity of generations is U.S. workplace than ever before: 3 most represented are: Baby Boomers (1944-64), Generation X (1965-81), and Millennials --aka Generation Y -- (1982-2000). There are some Veterans (1901-43) working, but they’re not a dominant factor.

Core Values for Baby Boomers, Generation X and Millennials? Boomers: optimism, team orientation, health and wellness, work Gen X: diversity, thinking globally, balance, informality, self-reliance, pragmatism Millennials: optimism, volunteerism, confidence, achievement, morality, street smarts and diversity

 e are more alike than we are different. W According to research from the Center for Creative Leadership, the number one value for all generations is family. But how this “shows up” for each generation is different. For example, for Boomers, family is their number one priority and that’s why they work all the time – to provide for their family. Where a Gen Xer may leave early to coach his child’s little league team or work from home – to spend more time with family.

Areas of potential strife: differing workplace expectations, views on work ethic, deep-seated attitudes, opposing perspectives. Often, what seems like generational conflict is more misunderstanding and miscommunication about clout – who has it and who wants it.

Understand & appreciate key motivators for each generation. By understanding and appreciating each group’s work style, personality traits and needs based on where they are in their career (beginning, close to retirement), existing friction can be minimized and managing is more effective. Boomers need opportunities to give back (mentoring/coaching); Xers want a flexible work environment and Gen Y seeks opportunities to contribute and move up the corporate ladder – and quickly, based on competencies not tenure. Preferred communication styles differ: Baby Boomers value face-to-face dialogue, and have no problem walking to another office to speak to a coworker. Xers use whatever communication form is most efficient. Millennials favor instant messaging, text messaging and e-mails; many are more comfortable sending a quick e-mail or other digital message, than having a face-toface conversation or using the phone.


Do they need feedback? Boomers and Xers require little feedback to do their jobs well, whereas Millennials like and expect constant feedback. They feel more at ease and able to perform when given detail-oriented instructions – a result of heavy parental involvement in formative years. This can cause conflict when a Gen X or Boomer manager feels like they need to provide too much “hand holding” to a Millennial direct report. Importance of Work/Life Balance? Veterans and Boomers have always put in long hours due to their training and beliefs about job security. They believe in paying your dues, hard work and sacrifice. To many Boomers, long hours equals self-worth and a sense of contribution. This job devotion results in an imbalance between work and family life, which is felt most severely by their children, the Xers. As a result, Xers have developed a focus on a clear balance between work and family. Millennials share Gen X’s view of the importance of work/life balance. Many organizations now focus on the goal of work/life balance and well-being, and instated related employee policies. This new trend is often referred to as “harmonization.” Generational diversity impacts HR policy & employee retention/development. Employees of different ages react differently to programs designed to address these two areas, and have differing expectations. Older Boomers want to see the bottom line on payroll. Gen X members want flexibility. Millennials need to see meaning and value in their contributions – it’s what keeps them involved and engaged. Also important to Yers are collaboration, fast-track leadership programs, and managers who recognize and reward contributions. All generations seek to learn and professional development opportunities.

Workforces of the future – employees born in 2001+ While there’s no official recognized name for this generation, some articles have referred to them as “Generation Z,” “Homelanders” or “Digitals.” These labels are typically assigned when the majority of a generation has come of age/ entered the workforce, which hasn’t happened. What is known for sure: They are even more aware of and reliant on new communication technologies. Time will tell how that impacts our workplaces.

Amy uses an experiential approach to training, speaking and coaching, helping clients feel fulfilled and demonstrate a more confident, authentic style. She facilitates programs on leadership presence, presentation/ facilitation skills, and managing generational differences. Amy presents at many conferences, including Association for Talent Development, Society of Pharmaceutical & Biotech Trainers and Pharmaceutical Management Science Association – consistently receiving high evaluations. She was featured in a report about intergenerational training on “The Early Show.” Her new book is Leadership Presence: The Influential Intangible. 215-886-1688 AMY GLASS WWW.WBENC.ORG » OCTOBER EDITION 2014 »



HEALTHY BREAST CAMPAIGN THERE IS SO MUCH MEDIA ATTENTION AND PUBLICITY NOW AROUND BREAST CANCER BECAUSE OCTOBER IS BREAST CANCER AWARENESS MONTH. WHAT CAN A WOMEN DO TO MINIMIZE HER RISK FOR PROBLEMS? HOW CAN THE FOCUS BE SHIFTED FROM BREAST CANCER TO HEALTHY BREASTS AND PREVENTION? Lower the risk: First, each woman must get the facts in order to be educated as to the risks for being diagnosed with breast cancer. This leads toward making changes to lower their risk profile, and subsequently, maintain the health of their breasts

• White women have a slightly increased risk of breast

Get the Facts: • Breast cancer is the most common cancer among women in the United States, next to skin cancer. After lung cancer, it is the second leading cause of cancer death in women. • The chance of a woman having invasive breast cancer some time during her life is a little less 1 in 8. The chance of dying from breast cancer is about 1 in 36. Breast cancer death rates have been going down. This is probably the result of finding the cancer earlier and having better treatment. Right now there are more than 2.5 million breast cancer survivors in the United States.

• •

cancer compared to other races. Avoiding risk factors and increasing protective factors may help prevent cancer. Body weight, physical activity, and diet have been linked to breast cancer. After menopause, increased body weight and weight gain as an adult are linked with a higher risk of breast cancer. Obesity increases the risk of breast cancer, especially in postmenopausal women who have not used hormone replacement therapy. Drinking alcohol increases the risk of breast cancer. The level of risk rises as the amount of alcohol consumed rises. Even low levels of alcohol intake have been linked with an increase in risk.

PRESIDENT’S REPORT Preventive Practices to Reduce Your Risk: • Have monthly breast checks. • Get daily physical activity, moderate to vigorous, especially if exercise is for four or more hours a week. The positive effect of exercise to lower breast cancer risk may be greatest in premenopausal women who have normal or low body weight. • Maintain a healthy body weight with a diet rich in vegetables, fruit, poultry, fish, and low-fat dairy products. • Avoid or limit your alcohol intake to less than 1 drink each day for women (2 drinks for men). Early Detection can Keep Your Breasts Healthy: Check for changes in breasts six days after your period or on the first day of the month if you no longer have periods. Perform breast checks either in the shower, while the body is wet and soapy. Use the pads of three fingers to check each breast for lumps. Move fingers in a row pattern—up and down all the way across one breast and then the other. Check the outside of the breasts: armpit to collar bone, below the breast, and the nipple area Things to look for after a shower: liquid coming from the nipples, puckering of the skin, redness or swelling, or a change in size or shape. Breast checks can be done while lying in bed, in a comfortable position and place. The most important key is to JUST DO IT. If any lumps or changes are noted, call a doctor immediately. Remember, most lumps are not cancerous. Know what is normal for the breasts. If something does not feel normal, call a doctor. –Mammograms, Clinical Breast Exams, Self-breast Checks: Making monthly breast checks a routine is the key. Once girls’ breasts begin to develop and they need a bra, teaching them to do monthly breast checks can be a lifesaver. Women

with daughters are being encouraged to teach this procedure termed, Check My Breasts. The goal is that each girl will find this to be a normal routine that she will do throughout high school, college, and throughout lifetime. Adult women can incorporate this monthly checkup into their routine by taking advantage of apps, alarms, or calendars to set up reminders. Mothers demonstrating the procedure to daughters and talking about the risks together is what can normalize the best preventive tool available. Breast cancer prevention will then be placed literally into the hands of women. Take a moment to read the article in People Magazine that has Joan Lunden, formerly the co-host of Good Morning America, on the cover. The title of the article is, Joan Lunden Fights Cancer. Her story is a formidable one. In the article, Joan discusses what she did after being diagnosed, “taking the all-in approach,” which was:

• Completely revamped her diet by eliminating all sugars and grains.

• Exercising every day to keep up her strength. Many prominent women are sharing their journeys in fighting the disease; there is much to be learned from each one.

Resources: American Cancer Society, National Cancer Institute, Beat (Center for Advancement in Cancer Education) Making Strikes WWW.WBENC.ORG » OCTOBER EDITION 2014 »


build your own

The Bracelet as individual as you are. WBENC has created the Legacy Bracelet as a statement of your participation and ongoing support of our organization. Each beautiful hand-crafted sterling silver bead represents different aspects of WBENC that have made it the progressive and respected organization that it is today. Whether you are new to certification, membership or supplier diversity and women’s entrepreneurship, you can build your own beautiful piece of jewelry that will tell the story of how you’re engaged with WBENC.

Isn’t it time to start your Legacy®?

Order Your WBENC Legacy® Online 1-800-704-0546



WBENC President's Report October 2014  

WBENC President's Report October 2014