Hispanic or Latino—A person of Cuban, Mexican, Puerto Rican, South or Central American, or other Spanish culture or origin regardless of race.
White—A person having origins in any of the original peoples of Europe, the Middle East, or North Africa.
Black or African American—A person having origins in any of the black racial groups of Africa.
Native Hawaiian or Other Pacific Islander—A person having origins in any of the peoples of Hawaii, Guam, Samoa, or other Pacific Islands.
Asian—A person having origins in any of the original peoples of the Far East, Southeast Asia, or the Indian Subcontinent, including, for example, Cambodia, China, India, Japan, Korea, Malaysia, Pakistan, the Philippine Islands, Thailand, and Vietnam.
Native American or Alaska Native—A person having origins in any of the original peoples of North and South America (including Central America), and who maintain tribal affiliation or community attachment.
Two or More Races—All persons who identify with more than one of the above five races.
A majority of the manufacturing sector partnership leadership team organizations completed the Assessment and used their aggregated data to inform a proposal of 7 potential equity tactics to focus on as a collective. Participants also received individualized scorecards for their organization to further engage their internal leadership and staff on DEI objectives.Visit WorkForce Connect
Greater Akron Chamber participants also received individual scorecards along with the aggregate results, in addition to an exclusive webinar focused on interpreting their results and benchmarking within their locality.c and social circumstances for people of color to grow their businesses.
This public-private collaboration presents economic development priorities in a Memorandum of Understanding that uses Community Benefits Agreements (CBAs) as a tool to underscore specific actions that Project Owners can use to increase job and business opportunities for local workers and local female- and minority-owned businesses.
CDI’s Work & Jobs Strategy Group convened construction sector representatives to discuss the business impacts of COVID-19 as well as to provide a platform for owners of construction MBE’s to voice their specific business needs to the broader construction sector. Volunteer leaders from CDI’s Advisory Board have actively engaged in the Real Estate & Construction Re-Start discussions, one of the key committees formed by GCP to frame strategies for re-opening our regions’ businesses.
As strategic partners, CDI and the Ace Mentoring program recruited 10 construction sector firms to participate in CMSD’s Student Workforce Advancement Group (SWAG) Fall programming. Targeted outreach focusing on the Inclusion Marketplace positioned CDI to meet and exceed its 2020 Marketplace goals for both buyers and suppliers.
If successful, the region will realize great benefits, i.e. more jobs, less poverty, and greater economic output. The goal of CommitCLE is closing the racial gap in business-ownership by demonstrably increasing supplier diversity spend, proactively connecting buyers to minority business suppliers, and significantly growing businesses owned by people of color. This effort is innovative in Northeast Ohio in that it focuses on both sides of the equation: building the capacity of both buyers and minority-owned business suppliers (MBEs). Corporations commit to leverage their collective purchasing power to increase contracts with MBEs, and GCP commits to building the capacity of scalable businesses owned by people of color.
A pared down version was launched on April 29th in response to the COVID-19 crisis. This weekly version of the program pairs an MBE with a group of volunteer leaders and advisors to provide resources, connections and ideas to pivot the business through the COVID-19 crisis.