The company will also sponsor a first-of-its-kind Fellowship that supports diverse entrepreneurs and founders in building inclusion and representation into the core of their products through AI
MIAMI–(BUSINESS WIRE)–Spectrum Labs, a leading AI-based content moderation platform, today announced the relocation of its headquarters to Miami. Spectrum Labs’ presence in Miami will enable the company to access a diverse and skilled talent pool to help realize its ambition of helping its customers to build online communities that serve as an engine of business growth. While Spectrum Labs’ headquarters are moving, the company will remain remote-first and continue to support employees from anywhere.
“As a business, Spectrum Labs is focused on building brighter and cleaner communities,” said Justin Davis, CEO and Co-Founder of Spectrum Labs. “A key part of this is diversity of thought. Having diverse perspectives is a catalyst in building an inclusive AI company, especially one in content moderation. This move to Miami gives us access to a diverse and highly skilled talent pool that will enable us to build innovative solutions and power a better internet as we live more of our lives online.”
As a leading innovator in AI development, Spectrum Labs provides technology talent in Miami an opportunity to join a growing industry that is forecasted to reach around 126 billion dollars by 2025, as well as the chance to join the movement towards building a stronger and safer internet for future generations.
A key pillar in creating better online communities is ensuring they are built with inclusion and safety at the core. As part of its work in this area, Spectrum Labs is also announcing its headline sponsorship of the Inclusion by Design Fellowship launched by Oasis Consortium, a nonprofit organization that advances digital sustainability through ethical tech and standards. The Fellowship is created for diverse founders, including Miami based tech leaders, who run community based companies and aim to build safety into their emerging platforms. Recipients of the fellowship will receive access to Spectrum Labs’ content moderation platform at a discounted rate.
“Oasis partners with ethical technology companies like Spectrum Labs, to enable ‘ethical by design’ for emerging platforms,” said Tiffany Xingyu Wang, President and Co-Founder of Oasis Consortium. “Safety, Privacy, and Inclusion by design are the pillars to build ethics and civility into our digital future.”
“Miami offers leaders everything they need to build a tech company,” said Miami Mayor, Francis Suarez. “We’re focused on providing a business-friendly environment while also ensuring we build a city that works for everyone. We welcome companies like Spectrum Labs who will play a significant role in helping us grow a robust and inclusive tech hub, and commend their efforts to incentivize diverse startup founders to prioritize safety in their technology through their sponsorship of Oasis’ Inclusion by Design Fellowship.”
To learn more about opportunities with Spectrum Labs and how its content moderation technology works for text and audio, please visit Spectrum Labs’ website.
About Spectrum Labs
Safe online communities are profitable ones; our AI-based Trust & Safety platform identifies 40+ toxic behaviors across all languages enabling Trust & Safety teams to reduce content moderation efforts by 50% and increase detection by 10x. Spectrum Labs’ mission is to use the power of data and community to rebuild trust in the Internet, making it a safer and more valuable place for all. For more, go to spectrumlabsai.com.
SPRINGFIELD, Mass.–(BUSINESS WIRE)–#massmutual–On the heels of announcing a $150 million commitment to utilizing underrepresented diverse businesses in its procurement process, Massachusetts Mutual Life Insurance Company (MassMutual) today announced a new diverse business program in partnership with Dartmouth College and Stanford University aimed to help diverse businesses thrive and grow. The program will impact 175 businesses over the next five years through comprehensive education, business planning and mentorship.
“This new diverse business program is one more example of MassMutual’s commitment to making an impact and contributing towards systemic change,” said Regina Heyward, head of supplier diversity with MassMutual. “Bringing together national leaders in diversity, academia and financial services, we are striving to deliver a holistic approach to help today’s most pressing issues facing underrepresented diverse businesses.”
The diverse business program’s framework is comprised of financial, collaboration and educational elements which will rely upon and strengthen relationships with key diverse constituencies. Program participants will receive financial and executive level education to enhance their business acumen. The program will be delivered through the Dartmouth College Tuck School of Business Diversity Business Programs and the Stanford Latino Entrepreneurship Initiative, a research and education collaboration between Stanford University Graduate School of Business and the Latino Business Action Network.
“For four decades, the Tuck Diversity Business Programs have delivered high-impact business education for entrepreneurs through executive education programs online and on the Dartmouth campus in Hanover, NH, and through outreach programs in all 50 states,” said Emmanuel Ajavon, associate director of business leadership programs at Tuck. “We are proud to collaborate with MassMutual to continue in this rich tradition as we work with a new generation of diverse entrepreneurs.”
“The diverse business program is a tangible extension of MassMutual’s ‘Live Mutual’ philosophy, allowing us to bring our purpose to life in specific, measurable ways,” added Heyward. “It enables us to directly invest in change and help people secure their future and protect the ones they love.”
MassMutual is a leading mutual life insurance company that is run for the benefit of its members and participating policyowners. Founded in 1851, the company has been continually guided by one consistent purpose: we help people secure their future and protect the ones they love. With a focus on delivering long-term value, MassMutual offers a wide range of protection, accumulation, wealth management and retirement products and services. For more information, visit www.massmutual.com.
LOS ANGELES–(BUSINESS WIRE)–Demonstrating a very strong commitment to diversity and opportunity in the transportation sector, Los Angeles SkyRail Express (LASRE) is partnering with 33 Disadvantaged Business Enterprises (DBEs) as it performs pre-development work on an innovative monorail transportation solution for LA’s traffic-congested Sepulveda Pass/405 Corridor between the San Fernando Valley, Westside, and ultimately LAX.
Going beyond meeting minimum requirements called for in its Pre-Development Agreement (PDA) contract with the Los Angeles County Metropolitan Transportation Authority (Metro), LASRE is proactively affording every practicable opportunity for the DBE community to participate in the Sepulveda Transit Corridor Project.
“Diversity and inclusion are core values for the LASRE team,” said Teresa Maxwell, LASRE DBE Liaison Manager. “DBEs are an integral part of the team and the LASRE Academy workshops and DBE mentoring plan demonstrate our commitment to including small minority and women-owned firms and supporting them throughout every phase of the project so they are successful.”
The LASRE team is comprised of several of the nation’s and the world’s leading transportation, construction, engineering, finance, and technology companies. This predominantly local team is led by John Laing, Skanska, BYD, Gensler, HDR, ACI, and Innova.
Each firm is either headquartered in Los Angeles or has a major regional center here. Combined, the team employs over 2,300 workers in the Los Angeles metro area.
LASRE’s DBE Contracting Outreach and Mentoring Plan builds further upon this commitment by engaging individual DBEs as protégés in a customized Mentor-Protégé Program that addresses their unique needs and focuses on helping the DBE protégés meet strategic business objectives. Additionally, through the LASRE Academy, workshops will be offered to DBE teaming partners to ensure capacity building opportunities are available to small businesses on the project.
If ultimately selected as Metro’s preferred team and technology, LASRE proposes to link the historically underserved San Fernando Valley to the Westside transportation and education hubs, including options to connect directly with UCLA, with a straddle monorail system that runs on narrow guide beams that both support and guide the trains.
Straddle-type urban monorail is proven to provide safe, comfortable and reliable transportation in dense urban areas all over the world, with the International Monorail Association listing straddle-type urban monorail transit systems in 42 cities worldwide, moving millions of passengers per day.
LASRE team members have worked on several such projects. For example, the Team’s lead structural engineering firm, Innova, itself a certified DBE, has provided structural design services on new monorail systems under construction in some of the world’s largest cities, including Bangkok, Cairo, and Sao Paulo. Further, BYD has extensive experience with such systems, including 14 contracted straddle-type monorail and automated people mover systems in operation, construction, or planning, in both Asia and the Americas.
In addition, LASRE technology supplier BYD also is a member of two teams that have been short-listed to build advanced technology automated people mover projects on the East Coast. BYD is part of Liberty Integrated Connectors, a team vying to build, operate, and maintain a new AirTrain system at Newark Liberty International Airport in New Jersey; and also is a member of The LaGuardia Connectors, a team vying to build, operate, and maintain an AirTrain system for New York’s LaGuardia Airport.
Finally, LASRE’s selected lead construction company, Skanska, has compiled a very strong track record of success in Los Angeles County, both as a builder of several of Metro’s rail rapid transit lines, and as the builder of many Caltrans and local highway and bridge projects, employing thousands of local construction workers and many DBE firms.
Because Metro has not completed a CEQA review, the information contained herein does not constitute or evidence an approval by Metro of, or commitment of Metro to, any action for which prior environmental review is required under CEQA. Metro retains the absolute sole discretion to make decisions under CEQA, which discretion includes, without limitation (i) deciding not to proceed with the Project (known as the “no build” alternative) and (ii) deciding to approve the Project. There will be no approval or commitment by Metro regarding the development of the Project, unless and until Metro, as the Lead Agency, and based upon information resulting from the CEQA environmental review process, considers the impacts of the Project.
Measures by energy providers to expand minority supplier participation are dismal and extremely disconcerting
SACRAMENTO, Calif., Aug. 26, 2021 /PRNewswire-HISPANIC PR WIRE/ — A recent report commissioned by the California Hispanic Chambers of Commerce (CHCC) has revealed that California’s Community Choice Aggregators (CCAs) are woefully behind in contracting with the state’s diverse small businesses. Community Choice Aggregators are a much newer set of energy agencies regulated by the California Public Utility Commission (CPUC). The report, Failure to Diversify found that CCAs contracted with diverse firms for less than 0.1% of purchases, cutting women, minority, disabled veteran, and LGBT business enterprises out of $1.2 billion of economic opportunity when compared to investor-owned energy utilities.
“California is home to the nation’s largest and fastest growing segment of diverse small businesses,” said Julian Canete, President and CEO, CHCC. “We are extremely concerned at the lack of progress in procurement opportunities for those small businesses as set forth and required by General Order 156, adopted by the CPUC. Despite being a critical part of California’s economic post pandemic recovery, small and diverse owned businesses have missed out on $1.2 billion in contracting opportunities, a situation that is unacceptable and must be remedied now.”
Passed and adopted in 2002, Assembly Bill 117 authorized cities and counties to form their own agencies to procure electricity for individual customers within their own jurisdiction. These agencies, called Community Choice Aggregators compensate regulated utilities for the cost of electricity transmission and distribution to CCA customers. California’s first CCA, Marin Clean Energy, launched in 2010 and today there are 14 different CCAs around the state that are registered with the California Public Utilities Commission (CPUC).
“For more than three decades, General Order 156 has proven that when women, minority, and other diverse businesses finally get the opportunity to compete, they often beat their competition,” said Senator Steven Bradford (D-Gardena), the author of several measures expanding supplier diversity requirements. “But it is clear that CCAs must step up on diverse procurement if they want the moral as well as economic leadership positions they want. Their lack of meaningful diverse spending shows they are not creating real jobs or contracting opportunities. The only diversity they seem to represent is in the communities that they claim to serve, but actually take advantage of. Much more must be done, and I appreciate that this report focuses attention on the need to increase GO 156 procurements across all providers, particularly from CCAs.”
In 1988, the California Public Utilities Commission (CPUC) adopted General Order 156 in response to calls from policy makers and the public to increase opportunities for diverse small businesses to contract with corporations regulated by the CPUC. General Order 156 requires energy utility, water and telecommunications companies overseen by the CPUC to provide an annual report of their percentages of contracts given to women, minority, disabled veteran, and LGBT business enterprises, collectively referred to as “WMDVLGBTBE firms.”
Recognizing that promoting the interests of diverse businesses strengthens the overall state economy, GO 156 Section 8 set forth procurement goals for regulated utilities, requiring that companies establish plans to purchase at least 21.5% of each major category of products and services from diverse outside vendors, including 15% for minority-owned firms, 5% for women-owned firms, 1.5% for disabled veteran-owned firms, and goals to be established for LGBT-owned firms. In 2020, the state’s four large, regulated energy utilities contracted with WMDVLGBTE firms for 39% ($8 billion) of a total of $20.6 billion of products and services.
“CCA’s have been around for almost 20 years so it was shocking to see supplier diversity outcomes this low,” said José Atilio Hernández, Chairman of IdeateLABS, a statewide policy think tank issued the report commissioned by the Hispanic Chambers on the Failure to Diversify report. “As of 2020, California law requires CCA’s to take an initial step toward meeting CPUC requirements to contract with diverse businesses by requiring reporting of outcomes. Now that we see the numbers, it is clear that additional action is required for CCA’s to make meaningful progress toward meeting the state’s equity contracting goals.”
Following the 2019 expansion of G0 156 reporting requirements to CCAs through Senate Bill 255, CCAs filed their first Supplier Diversity Procurement Reports in 2021. The result was a dismal less than 0.1% of purchases, clearly cutting WMDVLGBTE businesses out of $1.2 billion of economic opportunity when compared to investor-owned energy utilities.
The CHCC is demanding the CCAs rectify this abysmal situation immediately and recommends the following steps for the consideration of regulators and policy makers if CCAs are to meet the CPUCs 21.5% diverse contracting goal or match the 40% average seen by CPUC-regulated investor-owned energy utilities,
Require GO 156 Contracting Goals for CCAs. The Legislature stopped short of requiring the same 21.5% diverse contracting goal contained in GO 156 for CCAs. As a result, CCAs stopped well short of that contracting goal, procuring less than 0.1% of total procurement through WMDVLGBTE firms. CCAs therefore must be included in GO 156.
Public Hearing on CCA Supplier Diversity. These findings regarding 2020 supplier diversity outcomes should be subject to a CPUC hearing to elicit feedback and guidance on how to help CCAs meet the diverse contracting goals of GO 156, especially as the Legislature and Commission considers our recommendation to include CCAs in GO 156.
A Moratorium on New CCAs. Until CCAs are formally brought into the GO 156 Supplier Diversity Program, we recommend a moratorium on creating any new CCAs. These agencies have advanced policy conversations around the need to accelerate progress toward our renewable energy and climate change objectives. But these efforts cannot come at the expense of the state’s diverse small businesses, who we see losing out on billions of dollars as CCAs take on more procurement responsibilities in the energy supply chain.
About the California Hispanic Chambers of Commerce The CHCC, through its network of over 103 local Hispanic chambers and trade associations, represents the interest of over 815,000 Hispanic businesses in California. For over forty years, the CHCC has served as the nation’s leading regional Hispanic business organization. The CHCC works to bring the issues and needs of Hispanic-owned businesses to the forefront of the California and national economic agendas.
About IdeateLABS IdeateLABS is an interactive non-profit think tank that provides real time solutions to clients and partners. It’s an idea generator to policymakers, practitioners, research institutions, and stakeholders. We use real intelligence, in real time to develop and visualize policy solutions to effectively communicate solutions to policymakers. We measure the impact of policy, investments, and business development to deliver a real time analysis.
This recognition comes as Randstad hires a new leader to further enhance its global supplier diversity and inclusion program
ATLANTA, June 23, 2021 /PRNewswire/ — Randstad North America today announced that it was named a 2021 Top Ten Global Champion for Supplier Diversity & Inclusion, recognizing its commitment to global inclusive sourcing from diverse groups including minority, women, LGBT, and disabled-owned businesses.
Randstad was chosen for the honor based on the success of its supplier diversity program, including senior leadership support, program scope, supplier development and global spend with diverse suppliers.
“Randstad is proud to create economic opportunities for underrepresented communities by supporting diverse-owned businesses throughout our supply chain,” said Karen Fichuk, CEO, Randstad North America and Executive Board Member, Randstad N.V. “We see our supplier diversity program as a way to positively impact minority communities and as a competitive advantage for Randstad and our customers.”
“It is very important to us that our workforce and our supplier base represent the individuals that we help find jobs on a daily basis,” said Rebecca Henderson CEO, Randstad Sourceright Global Businesses and Executive Board Member. “Randstad’s commitment to supplier diversity and inclusion is directly aligned with our ongoing efforts to provide equitable opportunities to those who need it most.”
Further underscoring the importance of its supplier diversity program, Randstad North America recently hired Nino Campos as global supplier diversity manager. Campos has more than 13 years of experience building a diverse supplier base and implementing creative strategies to achieve supplier diversity goals. Throughout his career, Mr. Campos has focused on locating, mentoring and developing diverse suppliers as part of sourcing and procurement strategies.
“I am thrilled to welcome Nino as part of the Randstad North America diversity team,” said Audra Jenkins, Chief Diversity Officer, Randstad North America. “Our diverse workforce helps us better understand the needs of those we serve and work with, and Nino’s expertise will further elevate our program.”
Randstad North America, Inc. is a wholly owned subsidiary of Randstad N.V., a €20.7 billion global provider of flexible work and human resources services. As a trusted human partner in the technology-driven world of talent, we combine the expertise and passion of our employees with some of the most innovative HR technologies on the market today to advance the careers and business success of our candidates and clients.
Randstad’s North American operations comprise 5,700 associates and a deployed workforce of more than 86,000 in the U.S. and Canada. In addition to staffing and recruitment, Randstad offers outsourcing, consulting and workforce management solutions for generalist and specialist disciplines, including technology, engineering, accounting and finance, clinical and non-clinical healthcare, human resources, legal, life sciences, manufacturing and logistics, office and administration and sales and marketing. Global concepts available to North American client companies include RPO, MSP, integrated talent solutions, payrolling and independent contractor management and career transition services. Learn more at www.randstadusa.com or www.randstad.ca.
SOURCE Randstad US
CONTACT: Scott Lusk, 1.202.288.3233, firstname.lastname@example.org; Kiara Reynolds-Westry, 678.624.2472, email@example.com
MIAMI & LONDON–(BUSINESS WIRE)–In response to the worldwide calls for social reform and racial equality, companies are making plans to dramatically expand their Supplier Diversity programs over the next few years, according to a new study from The Hackett Group, Inc. (NASDAQ: HCKT).
According to The Hackett Group’s study, companies globally dedicate 7.2% of their spend to diverse-owned business currently, which is equal to $72 million per billion of total spend. But by 2025, companies expect a more than 50% increase in their diversity spend goals, with an average target of 13% of their spend dedicated to companies across a wide range of under-represented diversity groups. While the list can vary globally, most organizations include one or more of the following categories: minority-owned, women-owned, veteran-owned, service-disabled veteran-owned, historically underutilized business-zone located businesses, LGBTQ-owned businesses, and indigenous businesses.
“As a direct result of the worldwide social reform movement this has become a board-level issue,” said Laura Gibbons, Senior Research Director, Procurement Executive Advisory Programs for The Hackett Group, who co-authored the study. “Companies are seeing calls to action from consumers and employees to invest in areas of environmental, social and corporate governance. It’s encouraging to see that an increased focus on supplier diversity is a clear part of this effort for most companies.”
The study reveals several pivotal changes and opportunities that organizations must address to align with characteristics of top-performing supplier diversity programs. Nearly 30% of organizations say they are now setting formal diversity spend goals for the first time, in response to the increased focus on social reform and racial injustice in 2020. By 2025, top-quartile supplier diversity organizations plan to spend 54% more of their total spend with diverse-owned businesses compared to median organizations (20% goal versus 13%).
Achieving these goals is ultimately dependent on the ability of organizations to include diverse suppliers in their sourcing opportunities. Currently, only 36% of procurement policies mandate inclusion of at least one diverse supplier in each sourcing event. Finding quality diverse suppliers will be a growing challenge for supplier diversity programs as program goals and ambitions rise. Organizations will also need to actively develop diverse suppliers. Currently, only 44% of companies allocate funds specifically for supplier development activities while another 39% of companies plan to do so.
Organizations are also becoming more inclusive and intentional with the diversity groups their programs target, with 53% of companies reporting a greater focus on spending with specific diversity groups. Nearly a third of all tier-1 diversity spend currently goes to women-owned business, the study found, with another 13% going to black-owned businesses, 11% to Asian Indian-owned, and 9% to Hispanic-owned.
While women-owned businesses are currently the top diversity category globally, major spending increases are expected across different diversity groups. To name a few, 77% of study respondents said that they are planning an increase in spend with black-owned businesses, 66% with LGBTQ-owned businesses, 65% with women-owned businesses, 62% with Hispanic-owned businesses and 63% with service-disabled veteran-owned businesses.
Finally, the study offered seven areas of focus for companies hoping to expand their supplier diversity programs. These included: ensure enterprise alignment through collaboration with activities in other related areas; invest in supplier diversity, with both budget and dedicated headcount; join supplier diversity organizations; invest in the development of diverse suppliers; ensure high-quality data and reporting to measure program performance; measure program ROI by going beyond diverse spend totals; and create policies to encourage success.
“Starting, growing or improving an established supplier diversity program is top of mind for many procurement programs around the world,” said Tarun Puri, Senior Director at The Hackett Group and a co-author of the study. “But to truly succeed, it’s critical for companies to set the right scope for program activities and ensure that they have an adequate level of support.”
More than 100 large global and U.S. companies across an array of industries participated in The Hackett Group’s 2021 Supplier Diversity study. Median global revenue was $11.8 billion.
About The Hackett Group
The Hackett Group (NASDAQ: HCKT) is an intellectual property-based strategic consultancy and leading enterprise benchmarking firm to global companies, offering digital transformation including implementation of leading enterprise cloud applications, workflow automation and analytics that enable digital world class performance.
Drawing from our unparalleled IP from nearly 20,000 benchmark studies with the world’s leading businesses – including 93% of the Dow Jones Industrials, 91% of the Fortune 100, 80% of the DAX 30 and 55% of the FTSE 100 – captured through our leading benchmarking platform, Quantum Leap®, and our Digital Transformation Platform (DTP), we accelerate best practices implementations.
This release contains “forward looking” statements within the meaning of Section 27A of the Securities Act of 1933 as amended and Section 21E of the Securities Exchange Act of 1934, as amended. Statements including without limitation, words such as “expects”, “anticipates”, “intends”, “plans”, “believes”, seeks”, “estimates” or other similar phrases or variations of such words or similar expressions indicating, present or future anticipated or expected occurrences or outcomes are intended to identify such forward looking statements. Forward looking statements are not statements of historical fact and involve known and unknown risks, uncertainties and other factors that may cause the Company’s actual results, performance or achievements to be materially different from the results, performance or achievements expressed or implied by the forward looking statements. Factors that may impact such forward looking statements include without limitation, the ability of Hackett to effectively market its digital transformation and other consulting services, competition from other consulting and technology companies who may have or develop in the future, similar offerings, the commercial viability of Hackett and its services as well as other risk detailed in Hackett’s reports filed with the United States Securities and Exchange Commission. Hackett does not undertake any duty to update this release or any forward looking statements contained herein.
If you’re a business owner in the United States who identifies as lesbian, gay, bisexual, transgender, asexual, intersex, or queer you can become a Certified LGBT Business Enterprise® and take advantage of the benefits the NGLCC offers.
To do so, you must first become a member of a local LGBTQ Chamber of Commerce. Find an affiliated chamber directly on the NGLCC that is in your city. If there is not one yet, locate the one closest to you. Often local LGBTQ Chambers of Commerce have options for those living in their state but beyond their home base city. Check out their website. If it doesn’t have information regarding living a distance away, don’t get discouraged. Call and/or email them to get a conversation going.
Once accomplished, celebrate. You have now distinguished your business as an underrepresented minority owned business.
Okay – Now What?
Big Client Potential B2B
The NGLCC has partnered with many corporations that have Diversity Supplier Policies and are seeking LGBTQ-owned businesses that provide products and/or services they need. You can learn more on the NGLCC website.
Local Client Potential – B2B
Even if you are a local business serving local businesses, organizations that aren’t part of the NGLCC you may encounter business prospects who have official diversity supplier programs, and some who even if not official will value the distinction and view it as a competitive advantage.
Consumers – B2C
Even if you are a local business serving the public, getting certified and displaying the accreditation logo for all to see can create tryst and loyalty with your customers.
Other Minority Certifications
There are other minority owned business certifications that you may qualify for. After or during the process of becoming a Certified LGBTQ Business Enterprise seek out others. Why not? You now likely have most of the documentation required. With just a little bit more effort to prepare jump in and go for it. Check this great resource to learn more about other diversity certifications.
Join Out:Biz Owners Group
We’d love to have you join OutBüro and then join the group of out LGBTQ+ entrepreneurs just like you where you can connect, share, engage, and grow together. Additionally, create a group around your location, industry, business, or interests. We are looking to add services to the site with entrepreneurs in mind.