From Silicon Valley’s IPO class of 1986 to today’s burgeoning tech ‘unicorns,’ Greystone’s Mark Curtis has built a powerhouse business managing stock-based wealth. Today’s frozen IPO market makes his services more in-demand than ever.
Что представляют собой современные частные военные компании? Чем они занимаются и на что способны? Слово эксперту.
FACT SHEET: During National Reentry Week, Reducing Barriers to Reentry and Employment for Formerly Incarcerated Individuals
~President Obama Establishes Federal Interagency Reentry Council~ An estimated 70 million or more Americans have some kind of criminal record. Each year, more than 600,000 individuals are released from Federal and State prisons, and millions more are released each year from local jails. Promoting the rehabilitation and reintegration of individuals who have paid their debt to society makes communities safer by reducing recidivism and victimization; assists those who return from prison, jail, or juvenile justice facilities to become productive citizens; and saves taxpayer dollars by lowering the direct and collateral costs of incarceration. Providing incarcerated individuals with job and life skills, education programming, and mental health and addiction treatment increases the likelihood that they will be successful when released. Policies that limit opportunities for people with criminal records create barriers to employment, education, housing, health care, and civic participation. All of these are critical to reducing recidivism and strengthening communities. As part of National Reentry Week, the Administration has taken a series of steps to reform the federal approach to reentry by addressing barriers to reentry, supporting state and local efforts to do the same, and engaging the private sector to provide individuals who have earned a second chance the opportunity to participate in the American economy. Today, the President will sign a Presidential Memorandum establishing the Federal Interagency Reentry Council to lead the Government’s work on the rehabilitation and reintegration of individuals returning to their communities from prisons and jails. The Attorney General has successfully led a Cabinet-level working group for the last five years, and this Memorandum will build on that success and ensure that the Federal Government will continue this important work. The Administration is taking important steps to reduce barriers to employment for formerly incarcerated individuals: The Office of Personnel Management (OPM) is publishing a proposed rule that would prohibit federal agencies from asking questions about criminal and credit history to applicants for tens of thousands of jobs in the competitive service, as well as the career senior executive service, until a conditional offer of employment has been made. People with criminal records are already eligible to compete for the vast majority of federal jobs; the proposed rule builds on current practice at many agencies by ensuring that hiring managers are making selection decisions based solely on applicants' qualifications. Early inquiries into an applicant's criminal history may discourage motivated, well-qualified individuals who have served their time from applying for a federal job. Early inquiries could also lead to the disqualification of otherwise eligible candidates, regardless of whether an arrest actually resulted in charges or a conviction, and regardless of whether consideration of an applicant's criminal history is justified by business necessity. These barriers to employment unnecessarily narrow the pool of eligible and qualified candidates for federal employment, while also limiting opportunities for those with criminal histories to obtain the means to support themselves and their families. The rule would also allow agencies to request exceptions where there are legitimate job-related reasons why they might need to obtain a candidate's background information sooner in the hiring process. Unless an exception is granted, only after a conditional job offer is made will candidates be asked questions about criminal and credit history that may bear on their suitability for federal employment. The Presidential Memorandum directs all agencies and departments to review their procedures for conducting a suitability determination for a job applicant with a criminal record. These suitability determinations evaluate each individual’s character and conduct and consider such factors as the relevance of any past criminal conduct to the job; the nature, seriousness, recency, and circumstances of any criminal conduct; the age of the individual at the time of the conduct; contributing societal conditions; and whether any efforts have been made toward rehabilitation. The Presidential Memorandum directs all agencies with discretion to grant or deny occupational licenses to revise their procedures, consistent with the need to protect public safety, to ensure that a criminal record is not an automatic disqualifier and that the determination to grant or deny a licenses is made after consideration of all relevant facts and circumstances. Engaging the Private Sector and Honoring Champions of Change The President continues to call on members of the private sector to improve their communities by creating a pathway to a job for a formerly incarcerated individual. On April 11th, the White House hosted 19 companies to launch the Fair Chance Business Pledge, including American Airlines, Busboys and Poets, The Coca-Cola Company, Facebook, Georgia Pacific, Google, Greyston Bakery, The Hershey Company, The Johns Hopkins Hospital and Health System, Koch Industries, Libra Group, PepsiCo, Prudential, Starbucks, Uber, Under Amour/Plank Industries, Unilever and Xerox. In the two weeks since these initial companies took the pledge, an additional 93 companies and organizations have joined the pledge, including Microsoft, Best Buy, Lyft, Kellogg Company, Staples, TrueBlue, the Oklahoma City Thunder, Catholic Charities USA, NAACP, Manufacturing Alliance of Philadelphia, American Civil Liberties Union, the American Sustainable Business Council and dozens of small and medium-sized companies from across the country. Together, these 112 companies and organizations employ well over 1.5 million people. By joining the pledge, they are committing to take action to reduce barriers to a second chance, such as “banning the box,” ensuring information regarding a criminal record is considered in the proper context, and engaging in hiring practices that do not unnecessarily place jobs out of reach for those with criminal records. Companies and organizations interested in joining the pledge can continue to do so by visiting www.whitehouse.gov/fairchancepledge. This past Wednesday, the White House honored 10 individuals as “White House Champions of Change for Expanding Fair Chance Opportunities.” These individuals were recognized for their leadership and tireless work to remove barriers to a second chance for those with a criminal records. Additional Federal Agency Actions To Reduce Barriers During National Reentry Week As part of National Reentry Week, the Federal Interagency Reentry Council agencies have announced additional steps to improve the rehabilitation and reintegration of formerly incarcerated individuals: The Council of Economic Advisors released a report, “Economic Perspectives on Incarceration and the Criminal Justice System,” and hosted an event with the Brennan Center for Justice and the American Enterprise Institute focused on the economic impact of the criminal justice system and identified cost-effective ways to reduce crime and incarceration rates. The Department of Justice (DOJ) announced its “Roadmap to Reentry,” outlining five evidence-based principles of reform to be implemented by the Bureau of Prisons to ensure DOJ’s commitment to reentry is incorporated throughout incarceration – from intake to release. Attorney General Lynch sent a letter to governors asking them to allow individuals reentering the community to exchange their corrections identification card for a state identification cards or to accept a corrections identification card as a form of identification. The lack of state-issued identification is another common barrier in getting a job, housing, or opening a bank account. The U.S. Attorneys’ Offices and Bureau of Prisons are hosting hundreds of events in all 50 states, the District of Columbia, Puerto Rico, and the U.S. Virgin Islands, including job fairs and resource fairs, mock interview sessions, resume workshops, family engagement events. The Department of Housing and Urban Development (HUD) released guidance on the application of Fair Housing Act standards to the use of criminal records by providers of housing and guidance for public housing authorities on excluding the use of arrest records in housing decisions. HUD and DOJ announced recipients of $1.75 million in grants for Public Housing Authorities and nonprofit legal service organizations to assist young people residing in public housing or who would be residing in public housing but for their criminal record. The Department of Health and Human Services released guidance clarifying that individuals in state or local halfway houses and those on probation or parole are not excluded from Medicaid and describing how states can better facilitate access to Medicaid services for individuals reentering the community. The Department of Veterans Affairs (VA) is participating in 120 events at Bureau of Prison facilities and VA medical centers to serve justice-involved Veterans. VA’s Veterans Justice Outreach initiative is active in over 350 Veterans Treatment Courts and other Veteran-focused court programs and 1,284 local jails.
“Now, a lot of time, [a] record disqualifies you from being a full participant in our society -- even if you’ve already paid your debt to society. It means millions of Americans have difficulty even getting their foot in the door to try to get a job much less actually hang on to that job. That's bad for not only those individuals, it's bad for our economy. It’s bad for the communities that desperately need more role models who are gainfully employed. So we’ve got to make sure Americans who’ve paid their debt to society can earn their second chance. – President Barack Obama, Rutgers University, November 2, 2015 Today at the White House, Attorney General Loretta Lynch, Senior Advisor to the President Valerie Jarrett, and other White House officials hosted 19 companies from across the American economy who are standing with the Obama Administration as founding pledge takers to launch the Fair Chance Business Pledge. The pledge represents a call-to-action for all members of the private sector to improve their communities by eliminating barriers for those with a criminal record and creating a pathway for a second chance. Companies signing the pledge today include: American Airlines, Busboys and Poets, The Coca-Cola Company, Facebook, Georgia Pacific, Google, Greyston Bakery, The Hershey Company, The Johns Hopkins Hospital and Health System, Koch Industries, Libra Group, PepsiCo, Prudential, Starbucks, Uber, Under Amour/Plank Industries, Unilever and Xerox. Right now, there are approximately 2.2 million Americans behind bars. The United States accounts for 5 percent of the world’s population, and 25 percent of its inmates. Each year, more than 600,000 inmates are released from federal and state prisons, and another 11.4 million individuals cycle through local jails. Around 70 million Americans have some sort of criminal record — almost one in three Americans of working age. Too often, that record disqualifies individuals from being a full participant in their communities — even if they’ve already paid their debt to society. As a result, millions of Americans have difficulty finding employment. Since President Obama took office, this Administration has been committed to reforming America's criminal justice system. Last summer, the President spoke about the importance of reducing barriers facing people who have been in contact with the criminal justice system and are trying to put their lives back on track. He then became the first President to visit a federal prison where he sat down with individuals who would be returning to their communities. In November, he visited with formerly incarcerated individuals and emphasized that a smarter approach to reducing crime and enhancing public safety must begin with investing in all of our communities. He also announced new efforts by this Administration to help formerly incarcerated individuals to rehabilitate and reintegrate back into their communities, including an upcoming rule from the Office of Personnel Management that will “ban the box,” delaying inquiries into criminal history until later in the federal hiring process. Building on these efforts, the White House issued a challenge to businesses to take on the Fair Chance Business Pledge. A broad array of businesses have come together to support the reforms needed to bring about this change. By signing the Fair Chance Business Pledge, these companies are: Voicing strong support for economic opportunity for all, including the approximately 70 million Americans who have some form of a criminal record. Demonstrating an ongoing commitment to take action to reduce barriers to a fair shot at a second chance, including practices like “banning the box” by delaying criminal history questions until later in the hiring process; ensuring that information regarding an applicant’s criminal record is considered in proper context; and engaging in hiring practices that do not unnecessarily place jobs out of reach for those with criminal records. Setting an example for their peers. Today’s announcement is only the beginning. Later this year, the Obama Administration will release a second round of pledges, with a goal of mobilizing more companies and organizations to join the Fair Chance Business Pledge. Companies and organizations interested in joining the Fair Chance Business Pledge can do so by signing up HERE. Building on today’s announcement, in the coming weeks, the White House and the Department of Justice will host events in Washington, D.C. and across the country to amplify leaders taking steps to provide fair chance opportunities: The Justice Department has designated the week of April 24-30, 2016, as National Reentry Week and is coordinating reentry events across the country – from job fairs, to practice interviews, to mentorship programs, to events for children of incarcerated parents – designed to help prepare inmates for release. To learn more, click HERE. In the coming weeks, the White House will host a Champions of Change event to honor individuals expanding fair chance opportunities. The event will highlight local leaders and programs that are improving their communities by partnering with the philanthropic and private sectors to help those who have been incarcerated rehabilitate and reintegrate. To learn more, click HERE. THE FAIR CHANCE BUSINESS PLEDGE We applaud the growing number of public and private sector organizations nationwide who are taking action to ensure that all Americans have the opportunity to succeed, including individuals who have had contact with the criminal justice system. When around 70 million Americans – nearly one in three adults – have a criminal record, it is important to remove unnecessary barriers that may prevent these individuals from gaining access to employment, training, education and other basic tools required for success in life. We are committed to providing individuals with criminal records, including formerly incarcerated individuals, a fair chance to participate in the American economy. These companies put forth their pledges as follows: AMERICAN AIRLINES: At American Airlines, our employees are the source of our success, with a clear connection between the quality of our team and the quality of the experience we can provide our customers. American is working hard to recruit, develop, retain and engage the very best people – those with unique perspectives and ways of thinking that will position us as a global leader – while recognizing the importance, in appropriate circumstances, of giving people a second chance. To ensure we aren’t removing qualified individuals from employment consideration, we have banned the box and we don’t ask criminal history questions until someone accepts an offer. We are also conducting consistent, reliable, and fair-minded background checks as part of our hiring process. We commend the Administration and applaud the many corporations and organizations that are taking similar actions to give all Americans a fair chance to succeed and enjoy everything our country has to offer. American Airlines is proud to take the Fair Chance Business Pledge. THE COCA-COLA COMPANY: Fair chance policies and programs not only enhance the likelihood of success for the more than 600,000 individuals who are released annually from state and federal prisons – they also help to reknit families and rebuild communities. For these and other reasons as outlined below, The Coca-Cola Company is pleased to join the Fair Chance Business Pledge as a signatory. The Coca-Cola Company has a long-standing commitment to equal opportunity. This spans our employment practices and development of existing employees. We are dedicated to maintaining workplaces that are free from discrimination or harassment on the basis of race, color, religion, sex, national origin, age, disability, pregnancy, veteran status, genetic information, citizenship status, marital status, sexual orientation, gender identity and/or expression, or any other reason prohibited by law. The basis for recruitment, hiring, placement, training, compensation and advancement at the Company is qualifications, performance, skills and experience. We are particularly proud to share that The Coca-Cola Company and Coca-Cola Refreshments do not engage in background screening related to criminal history until after a decision to hire has been made. When there is a successful applicant who has a criminal history, our talent acquisition team has in place a process to review the relevancy of the history to make an informed decision. We recognize that creating a pathway for a second chance is an important first step in creating successful, sustained re-entry into mainstream society. FACEBOOK: Facebook is a vocal supporter of equality and we are proud to stand with a growing number of companies who have chosen to ban the box. We strongly oppose hiring practices that discriminate against qualified applicants on the basis of criminal record. Recently, Facebook collaborated with the California Department of Justice on the agency’s OpenJustice initiative, a program that promotes transparency in the criminal justice system to strengthen the public trust, enhance government accountability, and inform public policy development. Signing the Fair Chance Hiring pledge allows us to reaffirm our commitment to find ways that our company can create opportunities for all to succeed. And we encourage other organizations and employers to do the same. GOOGLE: Google has banned the box in its hiring process since 2011. In the last year alone, Google has advanced racial justice and criminal justice reform with grants to organizations and leaders totaling over $5 million. Google will continue its commitment to criminal justice reform and creating opportunities for formerly incarcerated Americans by: Convening other leading technology companies to recruit more companies to ban the box and go beyond the box to support formerly incarcerated Americans re-entering the job market. Conducting listening sessions with criminal justice organizations and formerly incarcerated leaders to understand what specific supports are needed and consider how Google products can be used to raise awareness of the issue of mass incarceration in America. Hosting a series of regional forums on criminal justice reform with formerly incarcerated women and men. GREYSTON BAKERY: As part of our Fair Chance Pledge, we commit to: Banning the Box - by delaying criminal history questions until later in the hiring process, or not asking them at all and giving individuals a chance to prove themselves through hard work regardless of background; Training human resources staff on making fair decisions regarding applicants with criminal records, and other employment barriers, and reporting data on the number of applicants through Open Hiring; Ensuring jobs, internships, apprenticeships, and regular and progressive job trainings are available to individuals with criminal records and other employment barriers; Keeping an open door policy for Open Hiring for anyone to sign up for a chance at a job, when one becomes available; in the meantime, accessing workforce development trainings for employment readiness; Providing mentorship and “soft-skills” support once on the job to ensure retention and readiness, particularly through the apprenticeship/internship period; Supporting with placement to area employers from workforce development training programs whenever possible, through matching services and providing trainings in demand; Providing key worker benefits past the apprenticeship period including: subsidized childcare, access to lower-cost nutritious food, and access to affordable housing, to address the highest risk factors of low-income workers and previously incarcerated individuals in sustaining employment; Working to provide a “living wage” to all our workers in addition to subsidized worker benefits, to help those with employment barriers sustainably break the cycle of poverty. Greyston also takes action in our local community of Yonkers, NY by supporting other employers in considering Open Hiring in their businesses, de-risking fair chance employment for them by investing in workforce development and job training programs, to increase overall regional employability and job readiness, including in “soft skills” such as literacy and numeracy, mentorship, etc. Greyston also provides other community programs such as an early childcare center, community gardens, and housing supports for both worker benefit as well as community health and well-being, to truly contribute to sustained Fair Chance employment. THE JOHNS HOPKINS HOSPITAL AND HEALTH SYSTEM: The Johns Hopkins Hospital and Health System’s (JHHS) practice of providing access and opportunity to the returning citizens of Baltimore is not a charitable endeavor, but a strategic part of the way we conduct our business. We are not just an organization that conducts business in Baltimore, but an integral part of the community — interwoven and connected for 126 years and counting. When Mr. Hopkins endowed the Hospital, he recognized that the service we provide can only have a positive lasting impact if all members of the community are a part of JHHS mission. We have made sure to keep Mr. Hopkins’ directives, which in many ways mirror the Fair Chance Business Pledge, at the forefront of all that we do. This is evidenced in our hiring practice, which embraces our community's citizens who meet our hiring requirements — including returning citizens. We have banned the box in our hiring process and have an established practice of individually reviewing applicants that have criminal background. This thoughtful, detailed process has enabled us to have a strong returning citizen hire rate over the years. Our long standing partnerships with community based partners, particularly those that serve returning citizens, and understand our organization and the work we do, provides us with a pipeline of talented applicants. We share our practices with other Baltimore City companies and encourage dialogue on the importance of engaging all of our citizens in the employment process. Lastly, our organizations unwavering commitment to Baltimore City and Maryland is reflected in our Institution’s leadership, managerial and supervisory staff, who understand that we have a lot of talented people in our community. We recognize that we cannot afford to let good talent get away — especially talent that might need a second chance. KOCH INDUSTRIES AND GEORGIA PACIFIC: Koch Industries and Georgia-Pacific support the Fair Chance Business Pledge and applaud the leadership of the White House on this critically important issue. The Pledge is consistent with Koch and Georgia-Pacific’s mission to help people improve their lives and remove barriers to opportunity for all Americans, especially the least advantaged. We believe that we shouldn’t be rejecting people at the very start of the hiring process who may otherwise be capable and qualified, and want an opportunity to work hard. LIBRA GROUP: The Libra Group believes strongly in the twin values of hope and opportunity. Investing in the community isn’t just a matter of ‘paying back’ with the fruits of commerce; it is good business in its own right. A community with hope and opportunity is one better equipped to contribute in tomorrow’s world. Part of our responsibility in running an international business is to actively give something back. We do this through a series of 10 managed programs and initiatives which are broadly linked to the themes of community support and assisting people who have been denied or have limited opportunity, including the formerly incarcerated. Some of these initiatives include: Drive Change: Libra Group supports Drive Change and its mission to use the food truck workplace to run a 1-year Fellowship for young people returning home from prison so they can obtain preferred employment and educational opportunities. Our monetary and in-kind support, in the form of essential skills trainings have allowed Drive Change to: Hire a part-time “Truck Coach” who will empower the young people in the program to gain the most from their entire Drive Change experience; Host hospitality trainings to make sure the Fellows are receiving quality instruction that can drive their future career opportunities; Support instructors in developing courses in work-place readiness, social media, marketing, money management and small business development; Provide management training for Executive Staff. Defy Ventures: Libra Group provides funding to Defy Ventures to support its mission of harnessing the natural talents of formerly incarcerated individuals and redirecting them towards the creation of profitable and legal business ventures. Libra Internship Program: Libra Group Internships are a unique opportunity for bright, talented young people with proven leadership potential to undertake a paid placement of up to six months’ duration with the Libra Group and its subsidiaries around the world. We work with organizations such as LEDA (Leadership Enterprise for a Diverse America), SEO, Prep for Prep, Harlem Children’s Zone, Miami Dade College, Olivier Scholars and CUNY, who are dedicated to provide educational opportunities to students coming from disadvantaged backgrounds. Through Libra’s Internship Program, we support the children of formerly incarcerated parents. We have hosted a number of students who have grown up with either one or both parents in the criminal justice system. PEPSICO: We all have a vested interest in creating conditions that allow individuals with criminal convictions to succeed. Finding a job is often one of the biggest barriers to a second chance; that's why PepsiCo is proud to sign the Fair Chance Business Pledge. A fair chance at a good job significantly increases an individual's chances of successfully re-entering society while strengthening the communities we all share. We already “ban the box” by eliminating criminal history questions on our employment applications and delaying a background check until after a conditional offer of employment has been made. In cases of a criminal background, we individually review each case to understand the relevancy of the conviction, time passed, evidence of rehabilitation and other factors. All candidates have the opportunity to tell their unique story and will not be eliminated from consideration based solely on the fact of a criminal conviction. PepsiCo has a long history of promoting equal opportunity. We evaluate current and prospective employees solely on their qualifications, experience and performance – and we have zero tolerance for discrimination of any kind. We will continue our efforts to create opportunities for formerly incarcerated Americans by working with community partners to provide job readiness training and support, such as Stanford Law School's Justice Advocacy Project, an effort to assist individuals with navigating the challenges of reentry. PRUDENTIAL FINANCIAL: Prudential Financial is proud to take the White House Fair Chance Business Pledge, building upon our long-standing commitment to equal opportunity. Our efforts to date have focused on establishing internal policies and supporting programs that rebuild communities and provide second chances to individuals and families. Internally, Prudential is committed to inclusive hiring practices when it comes to recruiting and retaining the best talent. We post our open roles publicly and do not inquire about an individual’s criminal history until after an offer of employment is extended. If it is revealed that a candidate does have a criminal record, that does not in and of itself necessarily disqualify him/her. Additionally, Prudential has provided nearly $50 million to support fair chance hiring policies by investing in businesses and organizations who have demonstrated a commitment to inclusive hiring practices. These practices include assisting individuals with criminal backgrounds through workforce training, which includes occupational skills training and workplace soft skills training, so that they can successfully re-enter the workforce. STARBUCKS: Starbucks continues to encourage its partners (employees) and others to recognize the choices we, as organizations and as citizens, can each can make every day to see a different story for America. The Company believes that equal access to opportunities, for those willing to work hard and play fair, continues to be the promise of our country. In many ways, Starbucks is demonstrating responsible, compassionate ways to provide more individuals a second chance: Ban the Box: Starbucks does not inquire about criminal histories on initial job applications and runs background checks only after a conditional offer of employment. The intent is to provide applicants with a criminal history the chance to be evaluated as a whole person by having their circumstances considered on a case-by-case basis. Access to Opportunity: In partnership with like-minded organizations, Starbucks has come up with creative solutions to open doors for transitioning veterans, aspiring students seeking debt-free college degrees, and Opportunity Youth- 16-24 year olds who face systemic barriers to jobs and education. 100,000 Opportunities Initiative: Supported by many of the country’s youth and opportunity-focused nonprofit organizations, local governments, and participating funders, the 100,000 Opportunities Initiative is an employer led coalition of over 30 companies committed to engaging at least 100,000 opportunity youth by 2018 through experiential job fairs, apprenticeships, internships, and both part-time and full-time jobs. Since August, Starbucks has already hired over 7,000 opportunity youth, and plans to host its next hiring fair in its hometown of Seattle in May. UBER: Providing economic opportunities to those with certain offenses on their records is a way for Uber to help reentering citizens find a way to earn a living. Driving for the Uber platform is a great option for someone looking to get back on their feet: it’s easy to get started and completely flexible. We believe that the right path forward is to tailor our driver screening process to focus on issues that are directly relevant to providing a safe and reliable ride. We also conduct a transparent, up-to-date, and fair assessment of who should be on the Uber platform and who shouldn’t. This ensures rider safety without excluding people who deserve a fair shot at work opportunities. To that end, in California—where more than 100,000 people drive with Uber—we’ve committed to: Notifying people who don’t pass Uber’s pre-screening process that they could be eligible for getting felonies on their records adjusted under Proposition 47 (which they only have until November 2017 to do) and pointing them to resources to help them do that. Aligning our pre-screening process with Proposition 47 to give people with low-level, nonviolent convictions on their records the same economic opportunities as everyone else. Referring people who still don’t qualify to Defy Ventures to get work and entrepreneurship training as well as mentoring and job placement assistance. We look forward to making similar commitments across the country, and we’re pleased that already, our technology and our background check processes—which include screening through national, state, and local databases—are reliable and accurate without unnecessarily discriminating against minorities as fingerprint-based checks do. We’re excited to continue working with community groups and reentry organizations across the country to explore ways our policies and technology can make our screening process fair for everyone. UNDER ARMOUR AND PLANK INDUSTRIES: Under Armour and Plank Industries want to commend the Administration for their leadership in promoting the Fair Business Pledge with employers across this country and we are proud to take the pledge across all of our businesses. This initiative serves as an important reminder that while we all seek to improve our economy and create jobs, we must also consider the barriers that prevent qualified individuals from joining the workforce. Under Armour comes from very humble beginnings in Baltimore, Maryland. Today, we are a global brand in performance footwear, apparel and technology with nearly $4 billion in annual revenue employing 12,000 teammates in 28 offices across 18 countries. Baltimore is home to Under Armour, and as we grow, so will the opportunities in this great city. While Under Armour continues to be a catalyst for economic activity in Baltimore, we believe there is even more we can do to grow the economy. Taking the Fair Business Pledge is just one example of how we can make our hiring practices more inclusive for some in our community. Through the Blocal initiative, we have also pledged to work with other business leaders in Baltimore to promote locally owned businesses, hire more from the local community, buy from local suppliers and continue to give back to our local communities. As leaders in business, we all focus on creating economic opportunity. As leaders in our community, we should also consider how everyone can participate in the opportunities we create. UNILEVER: Through the Unilever Sustainable Living Plan, Unilever is committed to enhancing livelihoods and creating a brighter future for all. We believe that businesses like ours can and should play an important role in generating wealth and jobs around the world, improving skills and offering access to markets. Fairness in the workplace is about respecting the rights of all those who work with us. Furthermore, business can only truly flourish in societies and economies where human rights are respected and upheld. Several years ago, Unilever was one of the first companies to implement the “banning the box” policy, meaning that we no longer ask applicants to declare a criminal record prior to being invited to interview for a position. More recently, we decided that we will not conduct criminal background checks until a contingent offer has been made to a potential applicant. By taking these actions, Unilever is proud to be a signatory of the Fair Chance Business Pledge. We are committed to providing equal opportunities to individuals with criminal records a fair chance to participate in the American economy. XEROX: Xerox is proud to join other corporate leaders in “banning the box.” Xerox is committed to fostering an environment where everyone can contribute and succeed at every level of the corporation. Our outreach into diverse and broad employment markets for qualified individuals results in hiring our talented workforce and allows us to build and maintain an inclusive corporate culture. We strive continually to strengthen our work environment on an ongoing basis by valuing employees with different backgrounds and perspectives.
Racism is a topic on every American's mind these days. Sparked by what seems to be a resurgence of racism throughout the country, there has been a spotlight placed on presidential hopefuls, governors and police chiefs to ask -- what can they do about racial inequality? Racially-motivated attacks on black people at Donald Trump rallies have gone viral on the internet. Racism has led to the allowance of toxic water distribution to residents in the predominately black town of Flint, Michigan. Police killings of numerous unarmed black men sparked hundreds of protests throughout the country. While many ask what our elected officials are doing, I ask: What is business doing? Some businesses, known as social enterprises, work to solve social problems. However, little is known about how they aim to combat America's most challenging issue -- racism. As businesses that attempt to address pressing social ills, the social enterprise sector should be a forerunner in the movement against racial inequality. Popular social enterprises such as The Women's Bean Project and Greyston Bakery have taken steps using an affirmative business model. In this model, they intentionally hire people facing barriers to employment. Employment barriers consist of factors such as being low-income, under-skilled, under-educated, homeless or formerly incarcerated. African-Americans and Hispanics are more likely than whites to live in communities with low educational attainment rates. This results in large percentages of minorities who are under-skilled and under-educated, hindering their ability to obtain professional jobs. Affirmative business social enterprises recruit people, usually minorities, with such barriers to place them in transitional employment programs. The programs increase their skills and experiences in an effort to enhance their ability to obtain professional jobs. Because these factors disproportionately affect communities of color, affirmative business social enterprises help foster economic self-sufficiency for those communities. Still, these social enterprises only address some consequences of racial inequality, rather than taking on the causes. Little information exists on how they do, or even if, they do. Rolfe Larson and Janine Vanderberg of npEnterprise Forum (npE) identified this issue in their blog post noted, the World Economic Forum's recent report on three investments with the most potential for high-impact did not include racial inequality. Instead, the report suggested the three biggest investments pertain to climate change, the environment, and the lifestyles of health and sustainability market. Investments made to generate social or environmental development, called impact investments, should not be made without an eye toward race. Many social enterprises rely on such investments made by individuals, banks, foundations, government agencies and more to support their business activities. For example, Revolution Foods received impact investments of $500,000 to make affordable, nutritious meals for primary and secondary school students in low-income areas. After securing meal contracts with over 1,000 schools, Revolution Foods makes almost $100 million annually and serves more than 200,000 meals a day. Lack of investment in the fight against racism may be one reason for the lack of knowledge about social enterprises that directly address racial inequality. Despite that obstacle, if the mission of the social enterprise sector is to alleviate social problems, combating racism should be one of its top priorities. Racism is divisive, destructive and deadly. It has affected every aspect of human life from infant mortality rates to educational outcomes. Racial injustices like the water crisis in Flint and attacks at Donald Trump rallies have increased the need for organizations aiming to alleviate such issues. In so doing, they have also heightened the need to understand social enterprise as a tool for combating social problems. -- This feed and its contents are the property of The Huffington Post, and use is subject to our terms. It may be used for personal consumption, but may not be distributed on a website.
When Fanny Perez arrived at Hot Bread Kitchen, she didn't know much about baking for customers. But now, "I know everything," the Ecuadorian immigrant tells us in a new video from the NYC bakery. At Hot Bread Kitchen, women of all origins -- from East Harlem to West Africa -- join the Bakers In Training program to learn how to make breads from around the world, like chewy Persian flatbread and fluffy braided challah. Many of the aspiring bakers are immigrants, and all come from low-income backgrounds. Hot Bread Kitchen recruits them, trains them in a 9-month program and sets them up with industry jobs that pay an average of 70 percent more than what they were making before, according to the bakery's website. That's a lot of dough. via GIPHY Hot Bread Kitchen's bread is sold in greenmarkets, restaurants and Whole Foods around New York City, as well as online. They ship overnight, spokesperson Allegra Ben-Amotz told HuffPost, so the bread always arrives fresh. So far, the bakery has trained 116 women from 28 different countries, Ben-Amotz said. It's a powerful statement in a restaurant world controlled mostly by men. Hot Bread Kitchen is similar to Greyston Bakery, another social enterprise famous for its fudgy brownies and chocolate-flecked blondie bars. And both are more delicious, game-changing reasons to eat up. Also on HuffPost: -- This feed and its contents are the property of The Huffington Post, and use is subject to our terms. It may be used for personal consumption, but may not be distributed on a website.