ASIAN BUSINESS

ASSOCIATION,
SAN DIEGO
Asian Business Association of San Diego (ABA) is a
501(c)(6) non-profit organization that reaches out to small and
developing businesses to establish networking opportunities
and create an active environment for business enhancement.
Founded in 1990, ABA provides a strong voice on business,
cultural and political issues of interest to San Diego’s Asian and
Pacific Islander community. ABA encourages full involvement in
entrepreneurship and business establishments throughout San
Diego without the regard for race, color, creed or national origin.

With over 400 business members, ABA has taken great

part in its members’ business successes and growth,while also
advocating to increase diversity and contracting opportunities in
San Diego’s business community.Mainstream in its focus, ABA
facilitates the growth and development of member businesses
through ongoing entrepreneurial education, communication
and business networking programs. ABA offers a number of
programs and services to both members and non-members.
This includes business development and the benefit of ABA’s
many educational programs, services, and events (i.e., Rice Club
luncheons featuring and hosting prominent speakers, business
seminars, Lunar New Year Celebration, Annual Awards Gala).

In addition to small business owners, entrepreneurs, young

professionals and students, ABA has numerous corporate
members including Citi, SDG&E, Viejas Enterprises, Cox
Communications, Prudential Financial, and AT&T. ABA’s
President/CEO Joni T. Low also represents ABA on a number of
local committees and boards including the San Diego Regional
Chamber of Commerce Public Policy Committee, San Diego
County District Attorney’s Women’s Advisory Council, and the
San Diego Workforce Partnership Board of Directors.

ABA is proud to work closely with federal, state, and

local officials and other business organizations. This includes
Members of Congress, state legislators, San Diego County
Supervisors, Mayor Jerry Sanders, San Diego County
Hispanic Chamber of Commerce, Greater San Diego Business
Association, San Diego World Trade Center, Japan Society
of San Diego & Tijuana, and the San Diego Regional Airport
Authority.

If you’re interested in learning more about ABA, please visit

or call Joni Low at (858) 277-2822.
SDSU’s College of Extended Studies
Bringing a Myriad of Learning Experiences to a Diverse San Diego
Textinction,
eens are learning to create websites and video
games. Senior citizens are discussing dinosaur
folk music or ethnic conflict. Military
spouses and unemployed workers are starting free
career training. San Diegans are advancing their
careers in professional certificate classes. It’s another
busy semester at the College of Extended Studies, San
Diego State University, meeting the diverse educational
needs of an even more diverse population.
Reaching out to the greater San Diego community,
SDSU’s College of Extended Studies offers a wide
variety of lifelong learning classes, seminars, certificate
and degree programs, and other learning opportunities
for students in every facet of life:
Teens High-schoolers “start college” early at
SDSU’s day camps, where they discover new interests
and learn valuable life skills. This past summer, teens
saw a trial in action in Superior Court, shadowed Fox
6 News, built multimedia web sites, and learned about
video game creation at Sony Online Entertainment.
Adults 50+ Home to Osher Lifelong Learning
Institute, SDSU offers adults 50 and better an
opportunity to return to campus and study topics
ranging from political science to art history, literature
to astronomy. No grades or exams – just a chance
to recapture the thrill of learning with outstanding
instructors including SDSU faculty, award-winning
authors, artists, and other professionals. Is it
rewarding? Just ask “Uncle Bill” Gilmore, a 100-year-
old “life-long learner,” who’s taken 30 SDSU Osher
classes!
Military Spouses Eligible military spouses can
receive up to $6,000 for education and
training at SDSU through the Military
Spouse Career Advancement
Account (CAA). A variety of
classes help military spouses
prepare for new careers in
finance, computers/IT, health care, education, and
construction.
Unemployed and Underemployed Workforce
Partnership and SDSU’s College of Extended Studies
offer online and classroom courses designed to help
San Diegans find jobs or train for new careers in the
fields of Casino Gaming, Construction Inspection,
Contract Management, Hospitality, Human Resource
Management, Lean Enterprise, Meeting and Event
Planning, Personal Fitness Trainer, and Project
Management. San Diego’s seven One Stop Career
Centers can help individuals determine if they are
eligible to receive the free training.
Professional Development College of Extended
Studies helps professionals fast-track their careers
by offering 35 professional certificate programs and
career enhancement courses online, on campus and
at corporate and military venues. Certificate programs
range from Project or Process Management to
Healthcare, Marketing, Human Resources, and more.
SDSU’s College of Extended Studies provides San
Diegans with a wide variety of educational opportunities
in face-to-face and online courses, from academic
degree programs and professional development
workshops, to lifelong learning seminars and English
for non-native English speakers. Career advancement
courses are offered in a variety of topic areas including
process improvement or management and leadership
with specialized programs such as cultural competency
in the workplace, while self-enrichment courses range
from astronomy to web design. For more information
on the cutting-edge opportunities offered in career
training, or other programs, visit the College’s web site
at www.NeverStopLearning.net,
or call (619) 265-SDSU.
Diversity
Initiatives
SAIC has focused energy and
investments on developing and
strengthening strategic initiatives
to grow future leaders, improve
work force diversity, and expand
training opportunities.
Executive Corporate
Diversity Council
Established in March 2006,
the executive Corporate
Diversity Council was formed
to advise and recommend
strategic direction and policy
for the enterprise. Chaired by
CEO Ken Dahlberg, the Council
meets monthly to establish a
corporate diversity strategic plan,
with measurable milestones and
appropriate accountability, and to
ensure effective communication of
diversity initiatives throughout the
company.
Executive Diversity
Fellows Program
The Executive Diversity Fellows
Program (EDFP), is an internal and
external recruitment and retention
initiative aimed at recognizing
and developing highly qualified
diverse individuals in the scientific,
technical and engineering
fields. The EDFP will help
SAIC cultivate talent and
produce even more innovative planning, we has a multi-year
solutions for our customers. This commitment with Georgia Tech to
results-oriented program will fund undergraduate and graduate
provide a platform where scientists
and engineers can concentrate on
research, research products, research
students and provide opportunities
for professional development.
reports, discovery and innovation. Succession Planning
Formal talent management
Employee Networks review and succession planning are
key elements of diversity pipeline
SAIC has two employee networks, development and include individual
the Women’s Network and the development plans for high potential
Multicultural Network. The purpose employees.
of these networks is to provide a
forum for learning, understanding, College/University Scholars
and supporting the professional Program
growth of employees, particularly
women and people of color; and To help address the critical
to help recruit, develop, advance, shortage of underrepresented
and retain employees, particularly students in the fields of science and
women and people of color by technology, SAIC recently pledged
leveraging the collective knowledge, a multi-year commitment to the
perspective, skill, and experience of College of Computing at the Georgia
all participants through internal and Institute of Technology (Georgia
external networking programs and Tech) to fund undergraduate /
activities. graduate students and Ph.D. student
mentors, provide opportunities
Diversity Training for professional development,
a stipend, an ongoing link with
SAIC utilizes both online and corporate leaders at SAIC, and an
facilitator lead training to provide advising program that will support
our managers and employees with the students’ success through
necessary awareness and tools to graduation.
foster an inclusive environment.
Diversity Pipeline
Development
In addition to SAIC’s format talent
management review and succession

COMPANY
Aetna Inc., Hartford, CT
AFLAC Inc., Columbus, GA
Aramark Corp., Philadelphia, PA
Burger King Holdings, Miami, FL
Comcast Corp., Philadelphia, PA
Convergys Corp., Cincinnati, OH
Fannie Mae, Washington, DC
FedEx Corp., Memphis, TN
Marriott International Inc.,
Bethesda, MD
McDonald’s Corp., Oak Brook, IL
Sodexo USA, Gaithersburg, MD
Starwood Hotels & Resorts
Worldwide, White Plains, NY
TIAA-CREF, Charlotte, NC
WGL Holdings Inc.,
Washington, DC
Yum! Brands Inc., Louisville, KY
The Best
Companies for
Workforce
Diversity
They raised the bar in diversity
recruitment, retention, and
inclusion
Every July, Black Enterprise (BE) magazine
JOB OPPORTUNITIES
identifies the “40 Best Companies for Diversity.”
Insurance In addition, they compile sublists for the “Best
Companies for Senior Management Diversity,” “Best
Insurance Companies for Supplier Diversity,” “Best Companies
for Workforce Diversity,” and “Best Companies for
Food & Facilities Board Diversity.” These “sublists” include companies
Management Services that are strong in one particular category of diversity.
Food Services It is possible that a company might make the sublist
and not the main list.
Cable and
Communications On Wednesday, July 10, they highlighted the
Employee
15 Best Companies for Workforce Diversity. Per
Relationship Management BE, recruitment, inclusion and retention of a
diverse workforce often require a calculated and
Financial Services spirited campaign on the part of the employer.
Package Delivery Whether tactics include increasing recruitment at
historically black colleges and universities (HBCUs)
Lodging
or establishing a corporate scorecard measure to
increase the pool of diverse candidates, the end
Food Services result for the companies that invest in diverse talent,
their employees, and their consumers, is always
Food and Facilities win-win-win.
Management Services
Lodging According the Black Enterprise, the companies that
made the Workforce Diversity sublist outperformed
Financial Services other corporations in the percentage of minority
employees in the organization as a percentage of
Utilities all employees.
Food Services Source: Black Enterprise
Radio
One
releases largest national
survey conducted on
African-Americans

A
ccording to one of the largest-
ever studies of Black America,
70 percent of African Americans
already have a plan for their future.
The survey was released today by
Radio One, Inc., the study’s sponsor,
and Yankelovich, the Chapel Hill-
based research firm. (June 27,
2008)The survey of 3,400 African
Americans between 13 and 74 years
of age, the only study to include Black
teens and seniors, found also that 54
percent were optimistic about their
future and 60 percent believe “things
are getting better for me.”
The study provides the most
detailed snap shot of African
American life in the United
States today, and finds strong
group identity across age
and income brackets. It also
discloses a comprehensive
and nuanced look at how
African Americans feel
about many aspects of life in
America, and cautions against
a simplistic reading of Black
America as a monolithic group.
In fact, it shows that Blacks
are divided evenly on how they
liked to be described, with 42
percent (who are more likely
to be affluent) preferring to be
called “Black” and 44 percent
preferring “African American.”
The survey, representing
nearly 30 million Black
Americans, identified eleven
specific segments within Black
America today, ranging from
Connected Black Teens,
Digital Networkers and Black
Onliners at the younger end, to
Faith Fulfills, Broadcast Blacks
and Boomer Blacks at the
older end.
The segmentation analysis
identifies differences in Black
America regarding everything
from what it means to be Black
today, perceptions about
African American history and
expectations for the future of
Blacks, to consumer trends,
media preferences and
confidence in key institutions
(such as the church,
government, financial services
companies and the media).
For instance, among the
Connected Black Teens
segment, 25 percent are
saving to start a business. Yet,
among Digital Networkers, the
majority of whom are in their
20s, 45 percent are already
saving for retirement.
“While people are less
inclined these days to think
that all Blacks are the same,
they really do not understand
the diversity within the African
American community,”
Catherine Hughes, Founder
and Chairperson of the Board,
said. “Blacks share many
commonalities regardless of
age, income and geography,
but there are also differences
-- that suggest a new
understanding of the past
and a more optimistic sense
of the future. We’re confident
that Black Americans -- and
all Americans -- will find the
results of the survey useful
and in some cases surprising,
given perceptions about Black
life that are still pervasive in
our country.”
Alfred C. Liggins, CEO
and President, explained
that Radio One commissioned
Yankelovich to conduct the
study to learn more about what
Black Americans are thinking
today about all aspects of their
lives, including their hopes
for the future, their fears, the
institutions they love and hate,
how they get information,
whether they are plugged into
the Internet, and what they
want for themselves and their
children.
“We wanted to know in
detail who we are, what we
want and where we are going,”
Mr. Liggins said.
What is Black America
today? The average household
of those surveyed has three
people in it, half of whom live
in a single family home, one-
third in apartments, one-third
in the suburbs and half in
cities. Among 29 to 74 year-
olds, one-third are married. 61
percent of Black Americans
are parents, five percent of 13
to 17 year-olds are parents,
and half of all parents are
single parents.
From an educational and
economic standpoint, 34
percent of those surveyed
who are 18 or older have
some college or a two-year
degree, 21 percent have a BA
or higher, 40 percent have an
annual income under $25,000
(20 percent of whom are
retired), and one-third more
than $50,000.
The digital divide has faded.
68 percent of those surveyed
are online (compared to 71
percent of all Americans), and
two-thirds of them shop online.
Among Black teens, over 90
percent are online. Blacks who
live in the south are least likely
to be online (63 percent).
Black identity remains
strong across all age and
economic groups. While 56
percent of those surveyed
have “all” or “almost” all Black
friends, only 30 percent said
they prefer being around
people of the same race.
Black solidarity too is strong
across all groups, with 88
percent saying they have Blacks who go online search - Other media highlights
enormous respect for the the internet for health and include: 84 percent of
opinions of their elders (84 medical information. households have cable, 81
percent among teens). While percent of those surveyed
71 percent overall said they -- 83 percent of those watch Black TV channels
believe Blacks need to stick surveyed describe themselves weekly, 87 percent listen to
together to achieve gains as Christian, though only 41 radio in a typical week (only
for their community, only 54 percent go to church at least 16 percent listen to Satellite
percent of teens concurred. once a week. 70 percent of radio), 64 percent watch news
women and 59 percent of or news magazines and 50
Discrimination remains a men believe that faith in God percent watch Court shows
very real part of Black life in is more likely to help them (compared to 41 percent for
America. While 24 percent recover from a serious illness. sports and 46 percent for
said they had been personally entertainment)
discriminated against in -- 72 percent want to learn
the past three months, 82 more about how to invest. 50 -- Blacks are not satisfied with
percent said they believe percent believe banks and how they are portrayed by the
it is “important for parents other financial institutions do media. Only 29 percent agree
to prepare their children for not understand their needs; that the mainstream media
prejudice.” 67 percent overall and only 8 percent trust credit portrays Blacks in a positive
said they believe the history of card companies. light -- compared to 50
slavery is a key way in which percent who do not relate to
-- 21 percent shop for fun
Blacks are different from other frequently and 19 percent said the way Blacks are portrayed
groups, but one-third also say they have to have what they on most Black TV shows.
that too much emphasis is put like even if it costs more than Two-thirds believe there
on the oppression of Blacks. should be more television
they would like to spend.
shows that focus on Blacks.
While 72 percent of Blacks Forty percent think Black
-- Blacks are wary of many
say they know how American institutions. They TV is reinforcing a negative
to have fun and 60 percent have the highest level of trust stereotype of Blacks.
think things are getting better in the education system and
for them, many often feel Black media to treat them For more information about
stressed (33 percent). Money and their families fairly (30 the Black America Today
is the greatest cause of stress percent) compared to 24 study, please visit
(53 percent) followed by the www.blackamericastudy.com.
percent for the healthcare
well being of kids (49 percent) system, 12 to 16 percent
and health (40 percent). While for police, government,
only 3 in 10 feel financially and mainstream media and
secure, 8 in 10 pay their bills 8 percent for credit card
each month. companies.
Among other findings in the -
report:

-- 83 percent of those
surveyed have health
insurance, a majority (66
percent of women and 52
percent of men) has family
doctors, and 40 percent of