Breaking Barriers, Building a Hire Ground: Recent Episodes

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On this episode of Breaking Barriers, Building a Higher Ground, I had the pleasure of speaking with Adam Moore and Cloe Guidry Reed about the future of supplier diversity in 2024. In the rapidly evolving world of supplier diversity, Adam and Cloe delved into the emerging trends and challenges that businesses should prepare for in the coming year.

Cloe Guidry Reed is a distinguished figure in the supplier diversity sector, known for her strategic leadership and innovative approach at Higher Ground. With a rich background in business and diversity initiatives, Cloe has been instrumental in shaping the conversation around economic inclusion and supplier diversity. Her expertise drives impact and fosters a culture of organizational diversity and equity. Cloe is highly sought after for her insights on emerging trends and her commitment to sustainable practices.

“Harder conversations… It goes back to positioning your team as a potential revenue generator. If you’re not doing that, you’re really not doing a good job promoting the team.” – Adam Moore

Today on Breaking Barriers, Building a Hire Ground:

• Technology’s Role: Embracing the potential of AI and technology to streamline and enhance supplier diversity programs to meet compliance goals and reporting needs.
• Strategic Partnerships: The importance of aligning supplier diversity initiatives with business goals and objectives to demonstrate value back to the organization.
• Supply Chain Shifts: Anticipating an uptick in onshore manufacturing and the impact on pricing and inflation while companies hold steady in response to the upcoming election year.
• Industry-Specific Conferences: Supplier diversity professionals should be intentional about attending conferences and building partnerships with industry-specific suppliers.
• Intentionality and Education: The value of intentional attendance at conferences, focusing on educational sessions, and building connections within the community.
• Economic Landscape: Understanding the potential impact of economic conditions, regulatory changes, and the need for supplier diversity practitioners to drive strategic impact within their organizations.
• Messaging and Perception: Addressing messaging challenges in the renewable energy sector and the urgency of addressing climate change.
• Collaboration for Progress: The future of supplier diversity initiatives will require collaboration across industries and political lines to ensure market readiness and the widespread adoption of inclusive practices.

Contact Adam Moore and Cloe Guidry Reed on LinkedIn for more insights and updates on supplier diversity and economic inclusion.

Resources Mentioned:

To learn more about efficient supplier diversity programs and inclusive workforce development, visit Hire Ground.

This podcast is brought to you by Hire Ground

Hire Ground is a technology company whose mission is to bridge the wealth gap through access to procurement opportunities. Hire Ground is making the enterprise ecosystem more viable, profitable, and competitive by clearing the path for minority-led, women-led, LGBT-led, and veteran-led small businesses to contribute to the global economy as suppliers to enterprise organizations.

For more information on getting started, please visit us @ hireground.io today!

If you enjoyed this episode, please subscribe and leave a review wherever you get your podcasts.

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February 2021 was Black History Month, a movement that is not and should not be confined to one month of the calendar year. Despite the best intentions of many companies to promise change in the workplace for the better, Black History Month’s message can easily get lost regardless of the many corporations pledging to make a positive change in their industries. In the last year, the Black Lives Matter movement has gained worldwide coverage helping to pull focus on Black history and the Black contribution to American society. With the whole world watching, it is more important than ever for corporations to stay true to their word when they say they are doing all they can to create fairer opportunities for all.

In today’s episode, we want to keep the conversation of Black History & Culture going beyond a month of celebration to stay intentional with the essential and ongoing change across our society. We discuss the ways businesses can tangibly support Black culture, minority employees, and minority suppliers. We explain why it’s important to recognize the differences each person can bring to your business and why the fashion to ‘not see color’ is unhelpful when you have a mix of cultures and backgrounds that you should try to understand and celebrate. We also look at the evolution of America and just how black people have been an integral part of the building of our nation, how they have been overlooked in the past for their contributions, and of course, why we celebrate the changes that have happened, are happening, and have yet to come.

“What actually makes us stronger as friends and co-hosts is realizing those differences, celebrating them, and not being ashamed to talk about them.” – Adam Moore

This week on Breaking Barriers:

• Why intentionality HAS to follow corporate statements that promise meaningful change
• How Affinity groups (BRGs) can create safe spaces for dialogue between minorities and their employers
• Why ‘not seeing color’ doesn’t work for healthy diversity
• The Black creators, contributors, and inventors behind the technologies we use today
• Why Juneteenth is a Black holiday for some parts of the US more than others
• How Hire Ground can help you help your employees volunteer for equality initiatives
• How to approach ‘difficult’ conversations on diversity
• A moment for Vernon Jordan the black businessman and civil rights activist who sadly passed away this month

Connect with Hire Ground:

• Hire Ground’s Website
• Hire Ground on LinkedIn
• Hire Ground on Facebook
• Hire Ground on Twitter
• Cloe Guidry-Reed on LinkedIn
• Adam Moore on LinkedIn

This podcast is brought to you by Hire Ground

Hire Ground is a technology company whose mission is to bridge the wealth gap through access to procurement opportunities. Hire Ground is making the enterprise ecosystem more viable, profitable, and competitive by clearing the path for minority-led, women-led LGBT-led, and veteran-led small businesses to contribute to the global economy as suppliers to enterprise organizations.

For more information on getting started please visit us @ hireground.io today!

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The Supply Chain Advisory Board for the University of Georgia is the primary contact between industry and Supply Chain professors and students.

Marty Parker is a UGA alumnus and lecturer who helped launch the UGA Supply Chain Advisory Board and is currently an honor supply chain leader for UGA. He is a partner at TechCXO, providing companies with on-demand executives. Marty is a Strategy Expert in Supply Chain with 25+ years of Operations, Supply Chain, Marketing, Strategic Planning, International Expansion, Factory Buildouts, M & M&A, ERP, CRM, and process improvement experience with key software tools, including SAP, Salesforce, and Arena Simulations. He is also the Chief Strategy Officer with Hire Ground. He is a valuable asset to the company’s strategic planning processes, creating greater transparency and accountability within those processes.

Aliana Stehr is a student at UGA and the Vice President of the UGA Supply Chain Advisory Board. Studying a BBA in Business Management with Emphasis in Supply Chain/Operations, she seeks a summer internship in the supply chain sector. Aliana has interned with Broadway Enterprises Inc, gaining experience with the latest warehouse inventory systems and getting hands-on experience with project leads. As a previous team leader with Chick-Fil-A and as an intern with the American Franchise Company, Aliana already has a diverse work education to bring to her studies and the career that will follow.

Marty and Aliana join us today to discuss what Diversity Supply Chain means and the goal of diversity hiring. We discuss the importance of creating next-generation talent in supplier diversity and what the profession’s elders can do for the new kids on the block. Ali shares her discovery of supply chain and explains the benefits the industry has to all different kinds of people from all different walks of life. We also discuss the upcoming and emerging technologies and what newcomers can expect when working with A.I. and robotics in business.

“The more diversity you have, the better performing team you will have.” – Marty Parker

This week on Breaking Barriers:

• What I.S. Supply Chain Management?
• What UGA’s Supply Chain Advisory Board means for students and employers
• Why Ali found a career in supply chain so attractive
• How A.I. and digital transformation is transforming the supply landscape
• Why adaptability is key with emerging industrial technologies
• How a younger workforce can change the culture of a business for the better

Connect with Marty Parker:

• Marty Parker on LinkedIn

Connect with Ali Stehr:

• Aliana Stehr on LinkedIn

Connect with Hire Ground:

• Hire Ground’s Website
• Hire Ground on LinkedIn
• Hire Ground on Facebook
• Hire Ground on Twitter
• Cloe Guidry-Reed on LinkedIn
• Adam Moore on LinkedIn

With thanks to

University of Georgia Supply Chain Advisory Board

In addition to ensuring the UGA’s supply chain curriculum meets employer’s needs, the board also connects employers with highly qualified students and joins corporate board members like Johnson and Johnson, Home Depot, and Chick-Fil-A to discover and hire tomorrows supply chain innovators today.

To learn more go to www.terry.uga.edu click on Alumni and find the Supply Chain Advisory Board there!

Deeply Experienced, Proven Executives, On Demand with

TechCXO

Get proven hands-on C Suite executives to take on an interim role and provide fractional help and lead projects. TechCXO on-demand executive model consistently delivers time and cost savings of 50 to 75% compared to a full-time in-house function.

They have helped their clients secure over 4 billion dollars in debt and equity financing and have advised clients on over 200 transactions including: due diligence preparation M&A and financing alternatives.

To learn more please visit

www.techCXO.com

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Welcome to Hire Ground, where we delve into the strategies that cultivate an inclusive and thriving workplace. Today’s episode, featuring the insightful Vicky Brown, CEO of Idomeneo Enterprises, takes us on a journey through the intricacies of creating an empowering employee experience. With a wealth of knowledge in HR and employee training, Vicky’s approach to shaping a positive corporate culture and improving interdepartmental relationships is both practical and transformative.

Vicky Brown is renowned for her capacity to merge HR best practices with a deep understanding of the organizational culture. She is an advocate for structured onboarding processes, developing comprehensive employee handbooks, engaging leadership training, and fostering affinity groups. Throughout her career, Vicky’s dedication to nurturing trust and respect in the workplace has shaped her as a respected voice in her field.

“People need to feel trusted and respected in the workplace—it’s about more than just a paycheck; it’s about dignity.” – Vicky Brown

This week on Hire Ground:

• The pivotal role of structured onboarding to influence employee perceptions.
• The merit of a customized, living employee handbook that reflects and evolves with your company’s culture.
• The influence of a manager’s interaction on team members’ engagement and organizational loyalty.
• The significance of consistent leadership training to effectively manage and inspire teams.
• The importance of empowering employees with trust, respect, and timely compensation.
• Challenges of implementing effective HR policies and the promise of an employee handbook.
• The potential of affinity groups to strengthen organizational culture and employee connection.
• Vicky Brown’s journey as an HR professional and how mentorship has paid it forward.

Connect with Vicky Brown:

LinkedIn
Idomeneo Enterprises

This podcast is brought to you by Hire Ground

Hire Ground is a technology company whose mission is to bridge the wealth gap through access to procurement opportunities. Hire Ground is making the enterprise ecosystem more viable, profitable, and competitive by clearing the path for minority-led, women-led, LGBT-led, and veteran-led small businesses to contribute to the global economy as suppliers to enterprise organizations.

For more information on getting started please visit us @ hireground.io today!

If you enjoyed this episode, please subscribe and leave a review wherever you get your podcasts.

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Be sure to share your favorite episodes on social media and join us on Facebook, Twitter, and LinkedIn

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Welcome to another enlightening episode of Hire Ground, where we explore the intersecting paths of supply chain inclusion, supplier diversity, and creating a more equitable economy. On today’s episode, we have the pleasure of hosting Takema Robinson, an inspiring leader and catalyst for social justice through corporate change.

Takema Robinson, founder and CEO of Converge, is not only at the forefront of advocating for diversity, equity, and inclusion (DEI) in the corporate world, but she’s also solidifying the importance of DEI within the very fabric of community dynamics. With a rich family history in civil rights activism and a personal education journey through Howard University, her expertise surrounds nurturing relationships with giant corporations to better serve communities of color, ensuring that diversity is more than just a buzzword, but rather a potent asset in every aspect of a business ecosystem.

“The key to unlocking real change is not to be punitive but to invite everyone to see diversity as a superpower, something that can positively influence all of us.” – Takema Robinson

Key takeaways from our conversation with Takema include:

• Understanding that true commitment to DEI comes from ingrained company values, not just external mandates.
• Recognizing the significant impact that the purchasing power of younger generations has on promoting socially conscious businesses.
• The empowerment of employees in non-DEI aligned companies through collective actions such as walkouts and conversations around these critical topics.
• Emphasizing the need for deep listening, observation, and trust-building for authentic engagements in conversations on diversity.
• Focusing on collecting accurate data for inclusive analysis, utilizing third-party consultants when necessary to maintain authenticity.
• Acknowledging the current legal and societal pushbacks affecting the progress of DEI, racial equality, and diversity efforts.
• Addressing the cultural work necessary within schools and organizations to provide access to knowledge, development tools, and assessments.
• Sharing the potential risks and rewards of advocating for equitable business relationships, as highlighted in Takema’s personal experience with an NFL team.

Connect with Takema Robinson:

LinkedIn
Converge Consulting
Takema

Resources Mentioned:

Fearless Fund
Our show aspires to not only engage minds but to spur action that uplifts communities through informed and passionate discourse. We extend our deepest gratitude to Takema Robinson for her energy and insights, and we encourage our listeners to connect, share their thoughts, and become part of the vital conversation surrounding DEI.

This podcast is brought to you by Hire Ground

Hire Ground is a technology company whose mission is to bridge the wealth gap through access to procurement opportunities. Hire Ground is making the enterprise ecosystem more viable, profitable, and competitive by clearing the path for minority-led, women-led, LGBT-led, and veteran-led small businesses to contribute to the global economy as suppliers to enterprise organizations.

For more information on getting started please visit us @ hireground.io today!

If you enjoyed this episode, please subscribe and leave a review wherever you get your podcasts.

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In this week’s episode, we dive deep into the critical intersection of law, ESG, and racial equity with our guest, Johnjerica Hodge. As a partner at Katten and co-chair of their ESG risk and investigations practice, Johnjerica plays a vital role in guiding companies through the complexities of maintaining their ESG and DEI commitments while facing legal challenges. We discuss the importance of supply chain inclusion and supplier diversity, as well as the evolving landscape of ESG in corporate practices. John Jericho shares practical tips and insights for companies navigating these issues and emphasizes the need for continuous adaptation and awareness in the ever-changing ESG space.

Johnjerica Hodge is a partner at Katten and co-chair of their ESG risk and investigations practice. With over seven years of experience at the firm, she has handled various internal and governmental investigations, corporate compliance, and ethics work. Her work in the ESG space began last year when she realized clients’ growing needs in this area. Johnjerica and her co-chair, India Williams, started teaching a course on ESG at their alma mater, the University of Alabama, focusing on racial equity audits in the ESG paradigm. They have also contracted a publisher for an upcoming book on ESG. Johnjerica’s expertise in ESG, racial equity audits, and legal matters makes her a valuable resource for companies navigating the complexities of ESG and DEI commitments.

“Everyone is trying to get to a certain level. And so, some of the companies we speak with, they are very, very ESG savvy. They’ve implemented the policies, implemented the procedures, they are doing the monitoring, they feel comfortable, and they are near the forefront of the space.”~Johnjerica Hodge

Today on Breaking Barriers:

• ESG (Environmental, Social, and Governance) is a cross-generational topic that requires inclusivity in various aspects such as racial equity, age diversity, and gender diversity.
• ESG is not just a concern for public companies but also for private companies, as research shows that companies embracing ESG are more profitable and have better outcomes in bankruptcy.
• Small and diverse businesses should pay attention to ESG because they are part of supply chains and may need to meet certain criteria set by the companies they supply to.
• Legislation, such as the German Supply Chain Act, requires companies to report on ESG aspects of their supply chain, which can impact small suppliers even if they don’t operate in that specific country.
• In-house legal teams should ensure they have a strong grasp of their organization’s DE&I initiatives, including supplier diversity programs, and regularly update their policies and procedures.
• It is important to stay informed about legal developments, such as court rulings and state attorney general letters, that may impact DE&I programs and supplier diversity.
• Companies should conduct a risk analysis and consider making language changes to align their DE&I programs with legal requirements and mitigate potential legal risks.
• ESG will continue to be a primary concern for companies in the next three years and beyond, as it impacts the bottom line and is influenced by global legislation and market trends.

Resources Mentioned:

• Breaking Barriers, Building a Higher Ground
• Katten
• University of Alabama
• German Supply Chain Act

Get in Touch with Johnjerica:

• LinkedIn
• Katten

This podcast is brought to you by Hire Ground

Hire Ground is a technology company whose mission is to bridge the wealth gap through access to procurement opportunities. Hire Ground is making the enterprise ecosystem more viable, profitable, and competitive by clearing the path for minority-led, women-led, LGBT-led, and veteran-led small businesses to contribute to the global economy as suppliers to enterprise organizations.

For more information on getting started please visit us @ hireground.io today!

If you enjoyed this episode, please subscribe and leave a review wherever you get your podcasts.

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Be sure to share your favorite episodes on social media and join us on Facebook, Twitter, and LinkedIn.

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In this episode of Breaking Barriers, Building a Higher Ground, we had the pleasure of speaking with Leslie Chang from Caelux a California-based startup at the forefront of solar technology innovation. Leslie, as the director of strategy and policy, shared her journey from studying economic history to consulting for global development organizations, and how her passion for sustainability and climate change led her to Caelux.

Caelux is not just pioneering in solar technology with their proprietary perovskite nanomaterials that promise to increase solar panel efficiency by 30%, but they are also deeply committed to inclusive workforce development and economic equity. Leslie highlighted the importance of local hiring, providing living wages, and offering career mobility within the company, emphasizing that their workforce should reflect the community they are part of.

We delved into the company’s strategic decision to manufacture domestically, spurred by the Inflation Reduction Act, which offers financial incentives for onshore production. Leslie pointed out the importance of messaging in the renewable energy sector, especially when it comes to bridging the divide in public perception and working with various stakeholders, including utilities, to ensure market readiness for new technologies.

Leslie’s insights into the future of the green economy and job creation were thought-provoking, stressing the need for the industry to come together to shape the market and make climate change relatable to the working class. It was a conversation filled with practical tips and a testament to how energy startups can be catalysts for change, not just in their communities but on a broader scale.

Leslie Chang is a distinguished figure in the tech industry, known for her dynamic leadership and innovative approach at Caelux Corporation. With a rich background in engineering and business, Leslie has been instrumental in steering Caelux’s growth and expansion in new markets. Her expertise lies in developing cutting-edge technologies and fostering a culture of creativity and excellence within the organization. Leslie is a respected voice in tech, often sought after for her insights on emerging trends and her commitment to sustainable practices. Her leadership style is characterized by her ability to blend technical acumen with strategic foresight, making her a key player in shaping the future of technology. Beyond her professional achievements, Leslie is an advocate for diversity and inclusion in STEM fields, actively working to inspire the next generation of innovators and leaders.

“We’re not just pushing forward innovative changes within renewable energy, we’re also building this muscle again to become a thriving, economically driven country focused on the middle and working class.” – Leslie Chang

Today on Breaking Barriers:

• Innovative Solar Technology: Caelux Corporation is pioneering the next generation of solar technology with their proprietary perovskite nanomaterials, which can increase solar panel efficiency by 30%.
• Economic Inclusion: Beyond technological advancements, Caelux is committed to inclusive workforce development, ensuring their workforce reflects the community and contributes to local economic growth.
• Domestic Manufacturing: Caelux has made a strategic decision to manufacture within the United States, influenced by patriotic values and financial incentives from the Inflation Reduction Act.
• Intentional Hiring Practices: The company focuses on hiring locally and providing opportunities for career mobility, emphasizing the importance of a diverse and inclusive workforce.
• Supply Chain Partnerships: Caelux is actively working to bolster domestic supply chains, advocating for tax credits and incentives that support not just manufacturers but also smaller suppliers.
• Addressing Climate Change: Leslie Chang emphasizes the urgency of addressing climate change and the role renewable energy companies play in accelerating the transition to a decarbonized economy.
• Messaging and Perception: The renewable energy sector faces a messaging challenge, needing to make the impact of climate change relatable to everyday people and bridge the divide in public perception.
• Collaboration for Progress: The future of the green economy and job creation in the sector will require collaboration across companies, industries, and political lines to ensure market readiness and widespread adoption of renewable technologies.

This podcast is brought to you by Hire Ground

Hire Ground is a technology company whose mission is to bridge the wealth gap through access to procurement opportunities. Hire Ground is making the enterprise ecosystem more viable, profitable, and competitive by clearing the path for minority-led, women-led, LGBT-led, and veteran-led small businesses to contribute to the global economy as suppliers to enterprise organizations.

For more information on getting started please visit us @ hireground.io today!

If you enjoyed this episode, please subscribe and leave a review wherever you get your podcasts.

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Be sure to share your favorite episodes on social media and join us on Facebook, Twitter, and LinkedIn

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In this special episode we focus on Hire Ground, the innovative minority-woman-led B2B software company that sponsors and produces this podcast. Hire Ground gives enterprise buyers the tools to confidently source and manage suppliers while helping diverse entrepreneurs access new business opportunities. Through tailored configuration, data-driven matchmaking, best-in-class management tools, and unparalleled thought partnership, Hire Ground helps clients meet their supply chain inclusion goals while optimizing their entire procurement process.

Members of Hire Ground’s staff join hosts Cloe Guidry-Reed and Matt Colaciello (in for Adam Moore) to discuss the company, its software, and its mission to create a business ecosystem where everyone has access to opportunities for innovation, growth, and prosperity. Cloe is the CEO and founder of Hire Ground. She describes the company’s bold vision for the future of supplier diversity and economic inclusion, including how listeners—from corporate supply chain professionals to diverse entrepreneurs—can play a role in building the equitable economy of the future. Hire Ground’s staff members then discuss the software they develop, challenges they are helping clients overcome, and their growing work with clients in the U.K. and European Union.

“Our hypothesis is that by empowering supplier diversity professionals with the technology and support they need, we’re ensuring that the next generation of diverse entrepreneurs will succeed.”

~Chloe Guidry-Reed

Resources Mentioned:

• Learning from Supplier Diversity in the U.K. with Mayank Shah, Founder of MSDUK

This podcast is brought to you by Hire Ground

Hire Ground is a technology company whose mission is to bridge the wealth gap through access to procurement opportunities. Hire Ground is making the enterprise ecosystem more viable, profitable, and competitive by clearing the path for minority-led, women-led, LGBT-led, and veteran-led small businesses to contribute to the global economy as suppliers to enterprise organizations.

For more information on getting started please visit us @ hireground.io today!

If you enjoyed this episode, please subscribe and leave a review wherever you get your podcasts.

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Be sure to share your favorite episodes on social media and join us on Facebook, Twitter, and LinkedIn.

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Zuzy Martin-Aly is the host of the Girls in Tech podcast, a nonprofit organization with a mission to eliminate the gender gap in tech one episode at a time. She is an expert in brand strategizing and marketing and works with clients and agencies to promote their products or services in the most creative ways possible. Zuzy is also an award-winning filmmaker whose documentary film, Craving Cuba, was accepted to 13 film festivals. Craving Cuba inspects the Cuban-American experience, paying close attention to the ways politics complicate their relationship with Cuba.

Zuzy joins us to discuss what Girls in Tech is about and how they’re different from other women-led organizations. She shares her experience as a podcaster and how her background in film helped her grow the show. She explains the different stereotypes and barriers that keep many women out of the tech industry. She discusses the art of interviewing and how it’s more than just asking questions and getting answers. Zuzy also describes the benefits of having a diverse team in any business.

“I’ve been challenged to work with people who are different from me. I take that as a great puzzle that’s going to get us to a solution.” – Zuzy Martin-Aly

This week on Breaking Barriers:

• The background and mission of Girls in Tech
• How their show stands out from other female-led podcasts
• The barriers that keep the number of women in the tech industry low
• How working with an array of people promotes creative, innovative solutions
• Zuzy’s experience working in multicultural markets
• Why it’s a privilege to interview a person
• How Zuzy’s film-making experience influenced the way she runs her podcast
• Zuzy’s advice for preparing an interview
• Why independent films are more likely to connect with audiences

Connect With Zuzy Martin-Aly:

• Girls In Tech
• Girls in Tech Podcast
• Startup Cuba

This podcast is brought to you by Hire Ground

Hire Ground is a technology company whose mission is to bridge the wealth gap through access to procurement opportunities. Hire Ground is making the enterprise ecosystem more viable, profitable, and competitive by clearing the path for minority-led, women-led, LGBT-led, and veteran-led small businesses to contribute to the global economy as suppliers to enterprise organizations.

For more information on getting started please visit us @ hireground.io today!

If you enjoyed this episode, please subscribe and leave a review wherever you get your podcasts.

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Be sure to share your favorite episodes on social media and join us on Facebook, Twitter, and LinkedIn.

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It goes without saying that 2021 fared leagues better than 2020 did. Many companies will start engaging with their consumers to celebrate the world’s grand reopening, especially now that we’re near the end of the year. However, what does it mean when your business only engages with the market when all is said and done? How do you engage with your diverse suppliers without it feeling artificial or forced?

In today’s episode, we describe the wild ride 2021 has been and what we can expect for 2022. We explain why businesses shouldn’t just establish rapport with their suppliers and consumers when the year ends. We discuss the ways companies can work with their suppliers to more effectively engage with their communities. We also share the importance of being kind to one another, especially during the holidays, and how kindness can significantly impact the way we perceive society as a whole.

“The one thing the pandemic has taught all of us is the one size fits all mentality doesn’t work.” – Adam Moore

This week on Breaking Barriers:

• Reflecting on the past year
• Building relationships throughout the year instead of during the holidays
• Why it is crucial to personalize your customer engagement
• What the pandemic has taught us about our teams and customers
• How suppliers are part of your company’s teams as well
• Making communities come together toward the end of the year
• The importance of being nice to people during the holidays

This podcast is brought to you by Hire Ground

Hire Ground is a technology company whose mission is to bridge the wealth gap through access to procurement opportunities. Hire Ground is making the enterprise ecosystem more viable, profitable, and competitive by clearing the path for minority-led, women-led, LGBT-led, and veteran-led small businesses to contribute to the global economy as suppliers to enterprise organizations.

For more information on getting started please visit us @ hireground.io today!

If you enjoyed this episode, please subscribe and leave a review wherever you get your podcasts.

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Be sure to share your favorite episodes on social media and join us on Facebook, Twitter, and LinkedIn.

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Sarah Marske is the Founder and CEO of Saramar Group, a marketing consultancy firm specializing in connecting brands to the U.S. Hispanic market. Saramar Group integrates three core solutions for business growth with social impact: Hispanic Marketing Services, Social Impact Initiatives, and Consulting & Training. Sarah was previously the Multicultural Marketing Brand Manager for Coca-Cola. She led award-winning Hispanic marketing campaigns and social impact initiatives, earning multiple awards that include The ANA Multicultural Excellence Award, the Silver Anvil Award for Best PR Campaign, and the Billboard Music Award. A true ‘Iberophile’ Sarah has a B.A. in International Studies and Spanish from the University of North Carolina and completed an M.A. in Communication with Mass Media while also gaining her Translation Certificate (Spanish/English) both from Georgia State University.

In today’s episode, Sarah joins us to share her valuable insights into multicultural marketing, where her love and passion for reaching diverse communities led her to create the Saramar Group. She discusses her college days of International Studies, volunteering with the YMCA in Costa Rica, and her experience of living in Spain to study with the University of Salamanca, all of which solidified her passion for culture and her need to serve and give back through business. Sarah explains how companies should connect with diverse communities in authentic and thoughtful ways and what they should consider when marketing to this audience. She also reveals what she thinks will happen in the future digital diverse marketing space and why it won’t mean discarding real-life connections but strengthening them instead.

“I’m a big believer in doing business with a higher purpose where we not only generate profits and growth for our businesses, but we generate a larger social impact as well” – Sarah Marske

This week on Breaking Barriers:

• The No.1 rule when connecting with Hispanic audiences
• Why we should be paying attention to the growing and youthful Hispanic population
• The 5 steps companies can take to connect with their consumer base
• What a hybrid of digital and IRL spaces will look like in a diverse marketing space
• Why your workforce should represent the community you’re serving
• How you can avoid missteps when trying to reach a multicultural audience

Connect with Sarah Marske:

• Saramar Group Website
• Saramar Group on LinkedIn
• Sarah Marske on LinkedIn

Connect with Hire Ground:

• Hire Ground’s Website
• Hire Ground on LinkedIn
• Hire Ground on Facebook
• Hire Ground on Twitter
• Cloe Guidry-Reed on LinkedIn
• Adam Moore on LinkedIn

With thanks toUniversity of Georgia Supply Chain Advisory Board

In addition to ensuring the UGA’s supply chain curriculum meets employer’s needs, the board also connects employers with highly qualified students and joins corporate board members like Johnson and Johnson, Home Depot, and Chick-Fil-A to discover and hire tomorrows supply chain innovators today.

To learn more go to www.terry.uga.edu click on Alumni and find the Supply Chain Advisory Board there!

Deeply Experienced, Proven Executives, On Demand withTechCXO

Get proven hands-on C Suite executives to take on an interim role and provide fractional help and lead projects. TechCXO on-demand executive model consistently delivers time and cost savings of 50 to 75% compared to a full-time in-house function.

They have helped their clients secure over 4 billion dollars in debt and equity financing and have advised clients on over 200 transactions, including due diligence preparation M&A and financing alternatives.

To learn more, please visit

www.techCXO.com

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Bruce Katz is the Founder of New Localism Associates, a firm that helps cities finance, deliver, and design innovative initiatives that focus on sustainable growth and inclusion. He received the Heinz Award in Public Policy for his contributions to city planning and influences on the community’s economy and livability. He authored the book The New Localism, which provides a roadmap for change that begins in the local communities. Bruce is also the Director of the Nowak Metro Finance Lab at Drexel University.

Bruce joins us today to describe how the pandemic adversely impacted minority-led businesses. He shares why the “New Normal” doesn’t exist despite the buzzword’s popularity. He offers his take on the future of diversity and what the workforce will look like. He discusses how every business grows through routines. Bruce also reveals why the US doesn’t have a capital problem and what needs to happen for him to say the country is making progress.

“Don’t waste the crisis—crisis begets innovation.” – Bruce Katz

This week on Breaking Barriers:

• Bruce Katz and his work on inclusion
• The destructive effect the pandemic had on Black and Latino businesses
• Why there is no “New Normal” according to Bruce
• Bruce’s observations on the workforce and the future of diversity
• The difference between contract-driven and collateral-driven financing
• Why routines are necessary for growing businesses
• Why we don’t have a capital problem in the US
• What would need to happen for Bruce to say we’re making progress

Connect with Bruce Katz:

• The New Localism
• Drexel University
• Book: The New Localism: How Cities Can Thrive in the Age of Populism
• Bruce Katz on LinkedIn

This podcast is brought to you by Hire Ground

Hire Ground is a technology company whose mission is to bridge the wealth gap through access to procurement opportunities. Hire Ground is making the enterprise ecosystem more viable, profitable, and competitive by clearing the path for minority-led, women-led, LGBT-led, and veteran-led small businesses to contribute to the global economy as suppliers to enterprise organizations.

For more information on getting started please visit us @ hireground.io today!

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Everyone has an experience of being promised something and then discovering the promise cannot be kept. While it may be easier to accept someone’s information without intending to follow up, you never know when that decision could come back to haunt you. It’s important whether you’re on the corporate side or the supplier side to remain transparent and be realistic about what you can actually provide in a partnership.

In today’s episode, we talk about what both corporates and suppliers can do to help increase transparency and be realistic about their promises. We discuss what a cycle time is and how this timeline can be a lot longer for larger businesses. We talk about why you shouldn’t focus on getting contracts at tradeshows, and what you should be looking for instead. We also explain how working in a tier-two can be a great learning experience and opportunity to grow with larger businesses.

“Any relationship is going to be as deep and as valuable as the time and effort you put into it.” – Adam Moore

This week on Breaking Barriers:

• The importance of transparency when communicating with suppliers
• Understanding what a “Cycle Time” is and how long this process can take
• The flexibility of larger businesses vs smaller businesses
• Accepting that small businesses may be competing with larger ones for contracts
• What you should be focusing on getting at tradeshows
• How tier-two programs can be a great opportunity to begin working with larger companies

Connect with Hire Ground:

• Hire Ground’s Website
• Hire Ground on LinkedIn
• Hire Ground on Facebook
• Hire Ground on Twitter
• Cloe Guidry-Reed on LinkedIn
• Adam Moore on LinkedIn

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As the founder of four companies, Monique Mills is no stranger to blazing the trails of entrepreneurship in technology and digital transformation. She is passionate about helping companies overcome obstacles and innovate new roads to technological development and is intent on solving big problems within the modern world. As the founder and chief strategist of TPM Focus, Monique and her team offer a unique blend of corporate sensibility and startup scrappiness to help their clients align their marketing, technology, sales, and customer service with their revenue goals. Monique is also the host and Executive Producer of the Unpolished MBA Podcast, where she speaks with innovators and entrepreneurs – some with MBAs, and some without – to share their entrepreneurial journey, experience, and the wisdom they’ve gained along the way.

Monique joins us today to share how she blazed her own trail in the tech industry. She explains how she helps organizations align their marketing, sales, and technology with their revenue goals, why it’s crucial to align your marketing efforts with your revenue goals, and the importance of being strategic when creating your marketing campaigns. Monique explains why entrepreneurs need to properly segment their target audience and build their marketing strategies around them. She shares what inspired her to launch her podcast, the Unpolished MBA, and what she hopes to accomplish with her show. We discuss the value of co-locating with other organizations and the importance of understanding how buying habits are shifting. We also discuss the most common problems women in the workplace face – particularly in the S.T.E.M industries – and how entrepreneurs and organizations can help move the needle on creating more inclusive workplaces for women.

“Never stop learning. Never stop learning from everyone around you. Everyone has value and information that could be helpful to you.” – Monique Mills

This week on Breaking Barriers:

• How Monique helps B2B companies achieve their revenue goals
• The importance of aligning your marketing efforts with your revenue goals
• Defining your marketing playbook
• How to properly segment your target market
• Encouraging your technology, engineering, business, and leadership teams to communicate and collaborate
• How collaborating and co-locating with other organizations can help entrepreneurs increase their revenue
• Common issues women face in the workplace around gender equality and how organizations can help move the conversation
• How the face of technology roles has shifted over the years and Monique’s advice to women in S.T.E.M.
• The lessons Monique has learned throughout her career and how they impacted her as an entrepreneur

Resources Mentioned:

• WIT – Women In Technology

Connect with Monique Mills:

• TPM Focus
• TPM Focus Marketing
• Monique Mills Website
• Podcast: Unpolished MBA
• TPM Focus on LinkedIn
• TPM Focus on Facebook
• Monique Mills on LinkedIn

This podcast is brought to you by Hire Ground

Hire Ground is a technology company whose mission is to bridge the wealth gap through access to procurement opportunities. Hire Ground is making the enterprise ecosystem more viable, profitable, and competitive by clearing the path for minority-led, women-led, LGBT-led, and veteran-led small businesses to contribute to the global economy as suppliers to enterprise organizations.

For more information on getting started please visit us @ hireground.io today!

If you enjoyed this episode, please subscribe and leave a review wherever you get your podcasts.

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Christine Rogers is the President and COO of Aspireship, a company helping tomorrow’s leaders by ensuring they perform at optimum level in their current roles with training, interview preparation, leadership development, and career development coaching. Aspireship looks to proactively match such leaders with fast-growing employers in need of talented and ambitious professionals. Christine has previous experience as a Senior Director of Sales for large corporations such as MINDBODY Inc. and Infusionsoft. However, she is also an experienced entrepreneur, having previously owned Room 4 Baby, a baby and children’s store in Gilbert, AZ, where she supervised all aspects of a small baby business, from sales staff supervision to payroll and contract negotiation. Christine currently resides in Scottsdale, Arizona.

Christine joins us today to reveal how identifying difficulties in hiring consistently good talented people for selling environments led to the creation of Aspireship, a course platform allowing someone without experience to learn foundational selling. She explains how such untapped potential – when trained – can be matched with a company whose focus is on the employee’s competency and ability rather than their previous resume. Christine takes a holistic look over workforces and why she thinks it’s important everyone in a business, from marketing to accounts, should understand selling when representing a company. She also discusses the role of leadership when placing new hires in an organization and how vital these leaders are for the success and longevity of such placements.

“Do a roleplay. Feel how it feels. Are you understanding those concepts and can you do it?” – Christine Rogers

This week on Breaking Barriers:

• Why everybody is a salesperson – or should be – inside your organization
• The benefits of a workforce having the skills to ask good questions
• Why all workforce members should be able to articulate the value of their organization
• How to set up your sales team for success
• Why you need a leader in place to monitor the progression and development of new hires
• The qualities you should be looking for in your next leader

Connect with Christine Rogers:

• Aspireship’s Website
• Aspireship on LinkedIn
• Aspireship on Facebook
• Christine Rogers on LinkedIn

Connect with Hire Ground:

• Hire Ground’s Website
• Hire Ground on LinkedIn
• Hire Ground on Facebook
• Hire Ground on Twitter
• Cloe Guidry-Reed on LinkedIn
• Adam Moore on LinkedIn

This podcast is brought to you by Hire Ground

Hire Ground is a technology company whose mission is to bridge the wealth gap through access to procurement opportunities. Hire Ground is making the enterprise ecosystem more viable, profitable, and competitive by clearing the path for minority-led, women-led, LGBT-led, and veteran-led small businesses to contribute to the global economy as suppliers to enterprise organizations.

For more information on getting started please visit us @ hireground.io today!

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Abraham Xiong is the President of Government Contractors Association, Inc., a national trade association of commercial contractors and government agencies. The organization’s goal is to help small or minority-led businesses get their fair share of opportunities in the government market. Abraham is also the co-founder of Blockchain Chamber of Commerce, a membership-based organization supporting emerging cryptocurrency and blockchain industries.

Abraham joins us to discuss how he and his group help underserved businesses get more government contracts. He shares how his passion for government contracting began and his life after his family migrated to the United States. He describes the economic imbalance minority-led and women-led companies face with government contracts. He explains the importance of being a business certified by the government and the opportunities it unlocks. Abraham also shares his stories of what it was like dating outside of the Hmong community and what his occupation was before he became a full-time entrepreneur.

“There is an economic injustice that’s going on in the government contracting world.” – Abraham Xiong

This week on Breaking Barriers:

• How Abraham got into the business of government contracting
• Migrating from Laos and how the United States let Abraham find success
• Why it took a long time for Abraham to find his purpose
• The amount of money Abraham’s family had when they emigrated to the United States
• What it was like starting a business with $300 in pocket money
• When Abraham realized he was meant to be an entrepreneur
• The mission of the Government Contractor’s Association
• The injustice small businesses and women entrepreneurs face in government contracts
• Why having a government certification opens doors for a lot of small businesses
• Some of the challenges small businesses face in a post-Covid world
• The importance of taking risks and mustering confidence as an entrepreneur
• How the 2008 recession affected Abraham’s business plans and cash flow
• Real-life risks Abraham took that turned out to be critical for his career path
• How strict Abraham’s family was and how close they were in their community
• The story of Abraham’s first dating experience

Connect With Abraham Xiong:

• Government Contractors Association
• Blockchain Chamber of Commerce
• Abraham Xiong on LinkedIn

This podcast is brought to you by Hire Ground

Hire Ground is a technology company whose mission is to bridge the wealth gap through access to procurement opportunities. Hire Ground is making the enterprise ecosystem more viable, profitable, and competitive by clearing the path for minority-led, women-led, LGBT-led, and veteran-led small businesses to contribute to the global economy as suppliers to enterprise organizations.

For more information on getting started please visit us @ hireground.io today!

If you enjoyed this episode, please subscribe and leave a review wherever you get your podcasts.

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Amanda Hammett is the CEO of Core Elevation, a company dedicated to helping high-performance leaders achieve even greater results and working with Inc. 5,000 corporations to strategize attracting, retaining, and engaging top-level talent. She is also the host of the Next Generation Rockstars Podcast (aka Millennial Rockstars), where she proves her nickname as the ‘Millennial Translator’ by interviewing millennial business prodigies on the secrets of their success and the motivations that focus them. Amanda currently serves on the US Pan Asian American Chamber of Commerce board while also serving for the past ten years as Corporate Board President of the Hugh O’Brian Youth Leadership Georgia (HOBY). With a BA in History & Political Science from Agnes Scott College, she is a consultant and trainer who has delivered over 800 keynote speeches to the millennials corporate America needs to connect with.

In today’s episode, Amanda joins us to discuss recruiting millennials and Generation Z and what problems she has observed with modern recruitment techniques for this demographic. She reveals her Millennial Translator moniker’s origin and why businesses began to queue up for her help in connecting them with their younger workforce. Amanda takes a psychological look at the millennial employee and why they rebel against the Boomer Generation’s work-life values before them. She also warns the companies who are quick to make statements of intent; be that for social change, better employment practice, or other morally guided declarations. She explains that millennials do their homework on their possible future employees and empty promises can come back to haunt a brand in the most damaging of ways.

“What makes millennials different is their size. They are the biggest generation to come through since boomers and (are) even larger than boomers AND their willingness to speak up – their willingness to say ‘This isn’t for me.'” – Amanda Hammett

This week on Breaking Barriers:

• Why you need to lose the negative preconceptions about millennials
• How millennials have a different work-life ambition to the Boomer Generation before them
• Why companies struggle to retain millennial talent
• How Boomer employers don’t account for the speed of change in technology and culture and the communication changes that are needed to accompany this
• The importance of deadlines and enforcing accountability with your millennial employee
• Why taking the time to explain your businesses processes will save you in millennial productivity
• How millennials will hold your company to account for your business practice promises`

Connect with Amanda Hammett:

• Next Generation Rockstars Podcast
• Core Elevation’s Website
• Core Elevation on LinkedIn
• Amanda Hammett’s Website
• Amanda Hammett on LinkedIn

Connect with Hire Ground:

• Hire Ground’s Website
• Hire Ground on LinkedIn
• Hire Ground on Facebook
• Hire Ground on Twitter
• Cloe Guidry-Reed on LinkedIn
• Adam Moore on LinkedIn

This podcast is brought to you by Hire Ground

Hire Ground is a technology company whose mission is to bridge the wealth gap through access to procurement opportunities. Hire Ground is making the enterprise ecosystem more viable, profitable, and competitive by clearing the path for minority led, women led LGBT led, and veteran led small businesses to contribute to the global economy as suppliers to enterprise organizations.

For more information on getting started please visit us @ hireground.io today!

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It’s no question that having supplier diversity can elevate a company’s financial growth—especially if more companies actively pursue supplier diversity. In fact, CVS Health reported their supplier diversity program contributed an astounding $5.5 billion to the US economy in 2018. This shows supplier diversity isn’t just a trend or a fad businesses can ride until it loses its luster. Supplier diversity improves your company’s relationships with minority-led and LGBT-led companies and lets you cast a wider net, which can result in more significant profits.

Today, we discuss why supplier diversity is more than just a trend and its critical role in the economy. We explain how supplier diversity programs can be essential in mergers and acquisitions and when dealing with other suppliers. We describe the potential losses a company would incur if they don’t have a supplier diversity program. We also share some of the ways businesses can strike while the supplier diversity iron is still hot.

“Supplier diversity is crucial to the vitality of the company” – Adam Moore

This week on Breaking Barriers:

• Why supplier diversity is crucial for the longevity of a company
• How supplier diversity can be a significant factor in mergers and acquisitions
• How supplier diversity communicates your intent to different communities
• How much money supplier diversity generates for the economy
• The cost of not giving diverse suppliers opportunities
• Why putting someone in an RFP can be profitable
• Diverse suppliers working with other diverse suppliers
• How to take advantage of the impact of supplier diversity on our economy

Resources Mentioned:

• CVS Health

This podcast is brought to you by Hire Ground

Hire Ground is a technology company whose mission is to bridge the wealth gap through access to procurement opportunities. Hire Ground is making the enterprise ecosystem more viable, profitable, and competitive by clearing the path for minority-led, women-led, LGBT-led, and veteran-led small businesses to contribute to the global economy as suppliers to enterprise organizations.

For more information on getting started please visit us @ hireground.io today!

If you enjoyed this episode, please subscribe and leave a review wherever you get your podcasts.

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Joy White is a mindset and wellness coach, keynote speaker, and the founder and CEO of Flawed Masterpiece, a health and wellness business that wants Black women to adopt a lifestyle of self-care, healing, and inner peace. She has over 16 years of experience holding executive positions in non-profit boardrooms, international law firms, and small boutiques. Joy founded Flawed Masterpiece to help clients navigate professional roadblocks exclusive to Black women as they work in male-dominated industries and professions.

Joy joins us today to discuss the ideas behind Flawed Masterpiece and why she prioritizes Black women as their primary clients. She shares the self-care habits she has developed for herself and her clients. She explains what counts as self-care and why it doesn’t simply involve checking into a spa hotel. Joy describes some of her best client success stories. She shares actionable tips to employers regarding employee burnout and laws. Joy also discusses the risks associated with being careless about employment terminology.

“There’s a cost that you will incur when you are not mindful of peoples’ wellbeing and overall working conditions.” – Joy White

This week on Breaking Barriers:

• Who Joy White is, her line of work, and the accolades she has received
• Flawed Masterpiece: its goals and how it came to be
• The ways women can start working toward self-care
• What Joy does that counts as self-care
• Joy’s processes for coaches her clients
• What a typical success story looks like in her business
• The questions you have to ask when evaluating your lifestyle
• Joy’s advice to business leaders for creating balance for their employees
• What the cost of burnout is, and how to avoid burning out an employee
• How critical employee laws are and what is required of employers and employees
• Joy’s advice to businesses when dealing with employment and legal terms

Connect With Joy White:

• Flawed Masterpiece
• LinkedIn

This podcast is brought to you by Hire Ground

Hire Ground is a technology company whose mission is to bridge the wealth gap through access to procurement opportunities. Hire Ground is making the enterprise ecosystem more viable, profitable, and competitive by clearing the path for minority-led, women-led, LGBT-led, and veteran-led small businesses to contribute to the global economy as suppliers to enterprise organizations.

For more information on getting started please visit us @ hireground.io today!

If you enjoyed this episode, please subscribe and leave a review wherever you get your podcasts.

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Dr. Janelle Williams is the co-founder and CEO of Atlanta Wealth Building Initiative, a catalytic nonprofit that seeks to build Black wealth through community wealth-building strategies. Committed to advancing investments and policies that increase opportunities for disinvested communities, Janelle has led several strategies for the Federal Reserve Bank of Atlanta and the Annie E. Casey Foundation to advance inclusive and thriving communities. She has also served as a congressional fellow in the U.S. House of Representatives. Janelle holds a doctorate in International Family and Community Studies from Clemson University, a Master’s degree in Public Administration from the University of Georgia, and a Bachelor’s degree in Psychology and Sociology from Florida Memorial University.

Janelle joins us today to discuss the wealth divide and how to close it. She explains why the wealth divide is not a simple gap, but a deep-seated divide perpetuated by historical injustices. She presents data that highlight the wealth disparities between Black and White households in Atlanta and across the nation. She shares AWBI’s efforts to close the wealth divide and shares their projects, such as the 1,000 Black Businesses Campaign and the Black Community Wealth Network. Janelle also emphasizes the need to disaggregate data by race and ethnicity, especially for Minority Business Enterprises, and underscores the importance of solidarity and collective action in addressing economic inequality.

“A divide is something intentionally created. We have to constantly acknowledge the root causes that not only created this divide, but perpetuate it.” – Dr. Janelle Williams

This week on Breaking Barriers:

• Janelle’s background and AWBI’s mission
• Her path to working in economic justice
• Love and justice and the value of active engagement in building an equitable society
• The social awareness of today’s generation
• Understanding the wealth divide
• The Black/White wealth gap in Atlanta
• How enslaved people were used as collateral
• How slave labor has been a constant driver of economic growth in the United States
• Making intentional investments in Black businesses in high-growth industries
• Distinguishing income-generating models and wealth-building vehicles
• Thinking of wealth beyond the frames of assets minus liabilities
• The structural barriers around Black community wealth
• The role of partnerships and collaboration in addressing economic justice
• Data in addressing wealth disparities and the value of community-based participatory research in the process
• Disinvestment in supplier diversity
• How corporate America can leverage resources to ensure supplier diversity and distribute wealth equitably
• Why corporations need to incentivize joint ventures for Black and other minority businesses
• Education and workforce development in the local economy
• AWBI’s rebranding strategy and plans for scaling its impact beyond Atlanta

Connect with Dr. Janelle Williams:

• Atlanta Wealth Building Initiative
• Atlanta Wealth Building Initiative on LinkedIn
• Atlanta Wealth Building Initiative on Instagram
• Atlanta Wealth Building Initiative on Facebook
• Atlanta Wealth Building Initiative on Twitter
• Atlanta Wealth Building Initiative on YouTube
• Dr. Janelle Williams on LinkedIn

This podcast is brought to you by Hire Ground

Hire Ground is a technology company whose mission is to bridge the wealth gap through access to procurement opportunities. Hire Ground is making the enterprise ecosystem more viable, profitable, and competitive by clearing the path for minority-led, women-led, LGBT-led, and veteran-led small businesses to contribute to the global economy as suppliers to enterprise organizations.

For more information on getting started please visit us @ hireground.io today!

If you enjoyed this episode, please subscribe and leave a review wherever you get your podcasts.

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Matthew Sekol is the Global ESG and Sustainability Advisor at Microsoft. Matthew has over 20 years of experience in storytelling, pioneering disruptive strategies, and influencing transformation by unpacking and clarifying organizational risks and opportunities to senior stakeholders. In addition to serving as an advisor at Microsoft, Matthew is an ESG speaker and writer who has co-authored whitepapers on ESG data rating agencies and data aggregation as well as financial services and biodiversity. He is also the creator of The ESG Advocate newsletter. In recognition of Matthew’s work, Onalytica has included him among their Who’s Who in ESG in 2023. Matthew holds a Bachelor’s degree in English from Penn State University.

Matthew joins us today to discuss Microsoft’s deep commitment to Environmental, Social, and Governance principles and sustainability. He details the company’s strategies for reducing carbon emissions and achieving a net-zero water footprint and highlights how Microsoft’s technology—such as real-time transcription and translation—makes digital content accessible to diverse communities. Matthew also explains how Microsoft ensures Diversity, Equity, and Inclusion within its workforce and supplier ecosystem and offers advice on how small companies can build durable ESG programs in their operations and collaborations

“I hope that, like Microsoft, more bigger companies will do engagement over divestment; that means putting together things like training programs and transparency to enable our suppliers to meet goals.” – Matthew Sekol

This week on Breaking Barriers:

• Matthew’s background and his journey toward ESG
• Microsoft’s long-term and short-term sustainability goals
• The vital role technology plays in addressing environmental challenges
• The role of leadership and culture in driving ESG efforts in organizations like Microsoft
• The three buckets of sustainability and how ESG efforts benefit Microsoft’s business
• How Microsoft added accessibility features to Office
• How Microsoft embeds Diversity, Equity, and Inclusion into performance reviews and how the company supports diverse entrepreneurs
• What it means to be water positive and how Microsoft invests in water replenishment projects
• Microsoft’s initiatives to engage and help small and diverse businesses
• How start-ups and smaller organizations can integrate ESG into their operations or collaborations with other companies

Resources Mentioned:

• Water.org

Connect with Matthew Sekol:

• The ESG Advocate
• Microsoft
• Microsoft on LinkedIn
• Matthew Sekol on LinkedIn

This podcast is brought to you by Hire Ground

Hire Ground is a technology company whose mission is to bridge the wealth gap through access to procurement opportunities. Hire Ground is making the enterprise ecosystem more viable, profitable, and competitive by clearing the path for minority-led, women-led, LGBT-led, and veteran-led small businesses to contribute to the global economy as suppliers to enterprise organizations.

For more information on getting started please visit us @ hireground.io today!

If you enjoyed this episode, please subscribe and leave a review wherever you get your podcasts.

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LaMecia Butler is the Program Manager for Meta’s Supplier Diversity. As Program Manager, LaMecia shapes the engagement between Facebook’s supplier diversity team and key stakeholders, which include internal buyers, management, media, diverse suppliers, and industry partners. LaMecia is also the Principal of GEM Legacy Management LLC, a firm that consults with organizations to identify the best strategies for maximum and lasting impacts on communities and individuals. LaMecia received her MBA from Rice University and her BA in Communications – Public Relations from The University of Texas at San Antonio.

LaMecia joins us today to discuss Meta’s innovative supplier diversity practice. She highlights the impact of intentionality and engagement on supplier diversity. She describes her background, shares why she decided to join Meta after a career in public relations, and illustrates the role of data in storytelling. She describes the internal tools Meta has built and how they’ve embedded systems to secure and future-proof the sustainability of diverse suppliers. LaMecia also underscores the important role of storytelling in supplier diversity.

“At Meta, we bring the world together. We ensure we have the right diverse supplier search tools so people can get involved in finding, recommending—and connecting us to—diverse suppliers.” – LaMecia Butler

This week on Breaking Barriers:

• LaMecia’s background, work in non-profit, and career path from PR to supplier diversity
• How a passion to drive change is a core part of supplier diversity professionals
• How LaMecia’s experience in PR and storytelling helps her communicate diverse suppliers’ stories
• A best practice many supplier diversity managers and professionals forego
• Creating impact reports, data storytelling, and why the Meta team is making their diversity data transparent to everyone
• Why organizations may be hesitant to make their diversity data visible
• Encouraging supplier diversity champions at Meta
• How Meta is future-proofing and ensuring the sustainability of diverse suppliers
• Lessons Meta’s supplier diversity team has learned about implementing unique global programs

Connect with LaMecia Butler:

• Meta Supplier Diversity
• LaMecia Butler on LinkedIn

This podcast is brought to you by Hire Ground

Hire Ground is a technology company whose mission is to bridge the wealth gap through access to procurement opportunities. Hire Ground is making the enterprise ecosystem more viable, profitable, and competitive by clearing the path for minority-led, women-led, LGBT-led, and veteran-led small businesses to contribute to the global economy as suppliers to enterprise organizations.

For more information on getting started please visit us @ hireground.io today!

If you enjoyed this episode, please subscribe and leave a review wherever you get your podcasts.

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Vicky Brown is the President and CEO of Idomeneo Enterprises, a strategic business process outsourcing firm that specializes in Human Resources. Vicky’s HR expertise and leadership experience encompass industries such as technology, entertainment, and advertising. In addition to her role as CEO of Idomeneo, Vicky is an accomplished coach who helps new entrepreneurs on their journey toward establishing and running a successful business. She is a recipient of the Senior Professional in Human Resources certification by the Human Resources Management Certification Institute and the Senior Certified Professional designation by the Society for Human Resources Management and holds a California Teaching Credential from the University of Southern California. Vicky is the author of Sing With Your Opera Voice, My Journey From Solopreneur to Entrepreneur.

Vicky joins us today to discuss recruiting and firing properly as a small business. She provides key tips on streamlining your hiring and firing process to ensure seamless transitions, quality hires, and amicable parting. She describes her former life as an HR professional by day and a lyric soprano by night. Vicky also highlights the importance of preparation when interviewing a job candidate, explains why recruitment is marketing, and underscores how diversity can impact an organization’s growth and success.

“Recruiting is a marketing experience, the same way you’re recruiting potential clients to work with you, you’re recruiting potential candidates to your organization: you want them to be invested in your vision.” – Vicky Brown

This week on Breaking Barriers:

• Vicky’s background and her experience as an opera singer, lyric soprano, and HR professional
• How an opera by Mozart inspired the name of Vicky’s company
• Vicky’s transition to HR and how a former colleague encouraged her to start her own HR services company
• The tech bubble of the early 2000s and the lessons Vicky learned from starting her own company
• Why preparation is key to getting the right job candidate to apply and show up for your vacancy
• Why recruitment is a marketing experience and the difference between job descriptions and job postings
• Why Vicky dislikes the “five years from now” interview question
• Three categories to consider when looking at a candidate’s resume
• Preparing to interview a job applicant and asking the right questions during an interview
• Vicky’s thoughts on using AI and other tools for HR and recruitment work
• State and federal laws and regulations on the use of AI
• Improving HR practices for fair, diverse, and equitable hiring
• Why it’s important to have a formal job application in addition to a resume
• Letting employees go while retaining their dignity
• Issuing verbal, written, and final warnings before firing an employee
• What “at-will” is and the value of an employment contract
• The offer letter and the “good faith exception”
• Separation agreements and how small business owners can use them to protect themselves
• The importance of engaging a labor council when setting up and implementing HR policies

Connect with Vicky Brown:

• Idomeneo Enterprises
• Email: hello@idomeneoinc.com
• Idomeneo Enterprises on LinkedIn
• Idomeneo Enterprises on YouTube
• Idomeneo Enterprises on Facebook
• Idomeneo Enterprises on Twitter
• Vicky Brown on LinkedIn
• Book: Sing With Your Opera Voice: My Journey from Solopreneur to Entrepreneur

This podcast is brought to you by Hire Ground

Hire Ground is a technology company whose mission is to bridge the wealth gap through access to procurement opportunities. Hire Ground is making the enterprise ecosystem more viable, profitable, and competitive by clearing the path for minority-led, women-led, LGBT-led, and veteran-led small businesses to contribute to the global economy as suppliers to enterprise organizations.

For more information on getting started please visit us @ hireground.io today!

If you enjoyed this episode, please subscribe and leave a review wherever you get your podcasts.

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Jon Suber is the Supplier Diversity Manager at Freddie Mac, a government-sponsored private bank providing mortgage capital to lenders to make homeownership possible for millions of families and individuals. Jon has a BSBA in Marketing from the Katz Graduate School of Business at the University of Pittsburgh and an MBA in Supply Chain Management from Howard University. Before working in his current role Jon worked for international corporations that include Proctor & Gamble and Unilever. He has extensive experience in supply planning, contract manufacturing, logistics, and project management.

In today’s episode, Jon joins us to discuss the Supplier Inclusion program with Freddie Mac, one of the biggest buyers of mortgages in the U.S. He discusses how the company works to promote opportunities to diverse suppliers in their pipeline system, how they outreach via national conferences and local events for their 30 Max Supplier diversity program, and how they spread the word on the types of opportunity available at Freddie Mac. Jon explains the Supplier Academy program launched by the company in 2016 and what it provides in terms of education on the company and also the opportunity for diverse suppliers to present their capabilities. He also shares his journey into Supplier Diversity, where he was first introduced to the practice while interning in his first summer of business school and seeded in him a passion for supplier diversity, he would fully realize 11 years later with Freddie Mac.

“You have to overcome the unconscious bias of using a diverse supplier versus the Big Four. Because the Big Four is a brand name. You know them. You trust them. They’ve done work but the reality is -who do you think the diverse supplier is? It’s not necessarily a small Mom & Pop operation.” – Jon Suber

This week on Breaking Barriers:

• The 3 pillars of the Freddie Macs Supplier Inclusion program
• How Freddie Mac utilized diverse suppliers instead of the Big Four
• The areas of opportunity the company offers for diverse suppliers
• How Freddie Mac operates differently from a regular high street bank
• Why it’s important for contract owners to have awareness of the skills and capabilities of diverse suppliers as showcased in Freddie Macs Capability Presentation day
• How you can reach out to Freddie Mac to begin building a Supplier Diverse relationship with them

Resource Mentioned:

• Freddie Mac’s Supplier Diversity Application

Connect with Jon Suber:

• Freddie Mac’s Website
• Freddie Mac on LinkedIn
• Freddie Mac on YouTube
• Freddie Mac on Twitter
• Freddie Mac on Facebook
• Jon Suber on LinkedIn

Connect with Hire Ground:

• Hire Ground’s Website
• Hire Ground on LinkedIn
• Hire Ground on Facebook
• Hire Ground on Twitter
• Cloe Guidry-Reed on LinkedIn
• Adam Moore on LinkedIn

This podcast is brought to you by Hire Ground

Hire Ground is a technology company whose mission is to bridge the wealth gap through access to procurement opportunities. Hire Ground is making the enterprise ecosystem more viable, profitable, and competitive by clearing the path for minority-led, women-led, LGBT-led, and veteran-led small businesses to contribute to the global economy as suppliers to enterprise organizations.

For more information on getting started please visit us @ hireground.io today!

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"We know that women are making tremendous strides, but they're still fighting for opportunities for success in the workplace and as entrepreneurs." – Cloe Guidry-Reed March has arrived and Spring is in the air! March may be the month of rebirth and regrowth, but it is also the month dedicated to honoring women in business. March 8th was International Women's Day, a global day celebrating women's social, economic, and political achievements. March is also Women's History Month, a month holding some important milestones for women: Title IX, prohibiting sex discrimination in all federally funded education programs, was passed by the Senate on March 1st, 1972. The Senate passed the Equal Rights Amendment on March 22nd of the same year. In March, the first major suffragist 'march' took over Washington DC on March 3rd, 1913. It is the month of women for a good reason. In today's episode, we discuss some of the triumphs and struggles of women in business today. We dissect the reasons women still may have to fight for opportunities to progress while others make tremendous strides in their field. We reveal the different approaches men and women have to pay raises where men are more likely to demand a pay raise while women wait to be recognized. We also look at mentorship, team-building opportunities, and the discussions we can engage in to make positive changes for a fair playing field for women in 21st Century business. This week on Breaking Barriers:

How women's entrepreneurial experience vs. corporate America experience differs Why women miss out on 'Boy's Club' networking opportunities Offsite activity suggestions for female-centric team-building sessions Why a round of golf won't cut it when giving women a chance to network How men may unintentionally exclude women from professional relationship building Overcoming the Pay Gap Why women shouldn't be apologizing in their business pitches

Connect with Hire Ground:

Hire Ground's Website Hire Ground on LinkedIn Hire Ground on Facebook Hire Ground on Twitter Cloe Guidry-Reed on LinkedIn Adam Moore on LinkedIn

This podcast is brought to you by Hire Ground Hire Ground is a technology company whose mission is to bridge the wealth gap through access to procurement opportunities. Hire Ground is making the enterprise ecosystem more viable, profitable, and competitive by clearing the path for minority-led, women-led LGBT-led, and veteran-led small businesses to contribute to the global economy as suppliers to enterprise organizations. For more information on getting started please visit us @ hireground.io today!

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“Supplier diversity for me from a corporate standpoint isn’t so much a definition or a case study as it is a program where we’re actively helping reduce barrier of entry to small and diverse businesses into corporate America” – Adam Moore

Do you think you understand and practice supplier diversity and inclusion? The Harvard Business Review describes a diverse supplier as “a business that is at least 51% owned and operated by an individual or group that is part of a traditionally underrepresented or underserved group.” Bearing that in mind, onboarding diverse suppliers to your supply chain is far more than “the right thing to do.” Supplier inclusion best practices can help your company build a more agile, innovative, and profitable supply chain.

In today’s episode of Breaking Barriers, Building a Hire Ground, hosts Cloe Guidry-Reed and Adam Moore discuss supplier diversity and inclusion, and what it means for the next generation of entrepreneurs. They break down the categories of diverse suppliers and discuss what needs to be done to give new-majority-owned companies greater access to opportunities in enterprise supply chains.

Cloe and Adam also look at the history of supplier inclusion, starting with the Civil Rights Movement in the 1950’s and 1960’s to its evolution into an economic development initiative. In addition, the podcast hosts talk about the differing responsibilities small businesses have compared to large corporations, and how those smaller businesses can mitigate their own risks when they are brought into a larger organization.

This week on Breaking Barriers, Building a Hire Ground:

• What supplier diversity and inclusion means in business today
• The four groups that supplier diversity and inclusion practices cover
• Why the definition of “diversity and inclusion” only outlines the problem, not the solution
• How supplier diversity and inclusion has evolved since the 1960’s
• Why Corporate America needs to expand its knowledge of supplier diversity
• Why advocacy needs to be supported with the correct language

Connect with Hire Ground:

• Hire Ground’s Website
• Hire Ground on LinkedIn
• Hire Ground on Facebook
• Hire Ground on Twitter
• Cloe Guidry-Reed on LinkedIn
• Adam Moore on LinkedIn

This podcast is brought to you by Hire Ground

Hire Ground is a technology company whose mission is to bridge the wealth gap through access to procurement opportunities. Hire Ground is making the enterprise ecosystem more viable, profitable, and competitive by clearing the path for minority-led, women-led, LGBT-led, and veteran-led small businesses to contribute to the global economy as suppliers to enterprise organizations.

For more information on getting started please visit us @ hireground.io today!

If you enjoyed this episode, please subscribe and leave a review wherever you get your podcasts.

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“We realize that you can be everything to everybody. There is absolutely no way that we can all be good at everything, and we’re looking for specialists to come in.” – Adam Moore

Do you know why you did not get that call back? There are many topics and attitudes we believe are good to share during sales meetings, because we think it adds value. However, most corporations know what they specifically want, and if you send the wrong message, they will find someone else who is more aligned with their needs. It’s time to prepare, make a plan, and specialize.

In today’s episode, we share our top 5 things to avoid when connecting with corporates. We talk about how being unprepared for meetings is much more obvious than you think. We also talk about why it’s better to make a plan when going to tradeshows instead of seeing how things go. We emphasize the importance of being a keen listener and why promising everything doesn’t always look as impressive as you think.

This week on Breaking Barriers, Building a Hire Ground:

• The importance of research before a corporate meeting
• Why you should develop a plan when attending tradeshows
• How respecting a client’s time can be a huge win
• Understanding what you do well and explaining that clearly
• Why saying yes to everything can be a deterrent

Connect with Hire Ground:

• Hire Ground’s Website
• Hire Ground on LinkedIn
• Hire Ground on Facebook
• Hire Ground on Twitter
• Cloe Guidry-Reed on LinkedIn
• Adam Moore on LinkedIn

This podcast is brought to you by Hire Ground

Hire Ground is a technology company whose mission is to bridge the wealth gap through access to procurement opportunities. Hire Ground is making the enterprise ecosystem more viable, profitable, and competitive by clearing the path for minority-led, women-led, LGBT-led, and veteran-led small businesses to contribute to the global economy as suppliers to enterprise organizations.

For more information on getting started please visit us @ hireground.io today!

If you enjoyed this episode, please subscribe and leave a review wherever you get your podcasts.

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“A succession plan is critical for small, medium, and diverse businesses—it is how your business lives beyond you.” – Adam Moore

A business succession plan is something not commonly discussed among small and diverse businesses. After all, it’s especially difficult for any founder—especially those who think of their business as their child—to think of themselves as replaceable. However, in a rapidly changing, post-COVID market, succession planning has become more important than ever—having plans for leadership transitions is vital to maintaining the long-term health of any organization.

In this episode, we discuss what succession planning is, why it’s important for your businesses, and how it’s different from a business continuity plan. We share examples of successful companies with succession plans. We outline the key elements every succession plan needs and describe why a time element is crucial. We also highlight how a succession plan can help a business focus on mentorship, explain the importance of internal training and leadership development, and underscore the characteristics any business owner or leader should look for in their replacement.

This week on Breaking Barriers:

• What a succession plan is and how it’s different from a continuity plan
• Succession planning for multi-generational businesses
• Envisioning the characteristics of your replacement with a succession plan
• The key elements of a succession plan
• Why not having a succession plan is a major risk to any business
• How Chick-fil-A’s succession plan helps the company grow as a multi-generational business
• Incorporating a time element into your succession plan
• Building an onboarding process into a succession plan
• Leadership development and training for succession planning
• How often succession plans should be reviewed and revised
• Why small businesses tend to not have succession plans
• The value of mentorship

This podcast is brought to you by Hire Ground

Hire Ground is a technology company whose mission is to bridge the wealth gap through access to procurement opportunities. Hire Ground is making the enterprise ecosystem more viable, profitable, and competitive by clearing the path for minority-led, women-led, LGBT-led, and veteran-led small businesses to contribute to the global economy as suppliers to enterprise organizations.

For more information on getting started please visit us @ hireground.io today!

If you enjoyed this episode, please subscribe and leave a review wherever you get your podcasts.

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“A business continuity plan sounds scary, but it allows you to do much more than just run a business—you have to come out of being the ‘Chief Everything Officer’ and truly become the CEO.” – Adam Moore

An emergency is bound to happen in any organization, whether it’s a Fortune 500 company or a small, diverse business. For any business, preparation is better than cure. That’s where the business continuity plan comes in; it’s a wonderful document that helps you and your people navigate times of uncertainty. But did you know that a continuity plan goes far beyond just helping an organization continue its operations amid a crisis?

In this episode, we discuss the “why” and the “how” of creating business continuity plans for small- to medium-sized businesses. We outline the key elements of building a continuity plan. We explore how business continuity plans can help transform business owners into excellent leaders. We explain what makes the US Army one of the most successful organizations in the world. We also highlight how a continuity plan can help business owners sell their businesses and underscore how continuity plans can help leaders communicate clearly amid disasters and crises.

This week on Breaking Barriers:

• The role of business continuity in small- and medium-sized business
• The foundations of a business continuity plan
• Why business continuity plans should be three layers deep
• Training leaders and employees on the business continuity plan
• The difference between a business owner and a CEO
• Cultivating a company culture that could successfully execute a business continuity plan

This podcast is brought to you by Hire Ground

Hire Ground is a technology company whose mission is to bridge the wealth gap through access to procurement opportunities. Hire Ground is making the enterprise ecosystem more viable, profitable, and competitive by clearing the path for minority-led, women-led, LGBT-led, and veteran-led small businesses to contribute to the global economy as suppliers to enterprise organizations.

For more information on getting started please visit us @ hireground.io today!

If you enjoyed this episode, please subscribe and leave a review wherever you get your podcasts.

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“Through business excellence, we can transform communities that have had historically high rates of poverty into predictable wealth.” – Louis Garcia

This week on Breaking Barriers:

• What inspired Louis’s entrepreneurial desire
• Louis’s thoughts on inclusive generational wealth
• Using business excellence to elevate communities from poverty
• Why many businesses have problems with buying too many CRMs
• Case studies that have shown the results of their small business projects
• Louis’s advice to the small business community
• Viewing failures as opportunities to do better

Connect with Louis Garcia:

• Media Garcia
• Media Garcia on LinkedIn
• Media Garcia on Twitter
• Media Garcia on Instagram
• Media Garcia on Facebook
• Louis Garcia on LinkedIn

This podcast is brought to you by Hire Ground

Hire Ground is a technology company whose mission is to bridge the wealth gap through access to procurement opportunities. Hire Ground is making the enterprise ecosystem more viable, profitable, and competitive by clearing the path for minority-led, women-led, LGBT-led, and veteran-led small businesses to contribute to the global economy as suppliers to enterprise organizations.

For more information on getting started please visit us @ hireground.io today!

If you enjoyed this episode, please subscribe and leave a review wherever you get your podcasts.

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“The intersection between caring for the environment and managing your company in a sustainable, ethical way is called corporate social responsibility.” – Elba Pareja-Gallagher

Elba Pareja-Gallagher is an Environmental, Social, and Governance expert, sustainability consultant, and keynote speaker. Elba is the founder and Principal of Sustainability Navigator, which offers coaching and mentoring to small, minority-owned businesses on following ESG regulations in the sustainability sector. She is also the founder and Executive Director of ShowMe50% Women Leading, an organization dedicated to closing the gender gap in companies. Prior to founding Sustainability Navigator, Elba served various roles at UPS for over 26 years: Director of Finance, U.S. Product Performance and Sustainability Director, and Stakeholder Engagement.

Elba joins us today to outline key ideas on sustainability for small- and medium-sized businesses. She describes how she learned about ikigai and how she came to the ESG industry after a career in finance. She explains why small- and medium-sized businesses need to be able to clearly demonstrate their commitment to sustainability practices. Elba also highlights the challenges these businesses face when implementing ESG and sustainability practices and shares the first steps for jumpstarting sustainability programs.

This week on Breaking Barriers:

• Elba’s background and how she began her journey in ESG
• How professionals find fulfilling careers in supplier diversity
• Engaging family and friends with sustainability and diversity
• Why getting a clear understanding of your company’s mission and goals is crucial to achieving sustainability
• How sustainability practices help companies save money and create revenue
• The relationship between small businesses and sustainability
• Why small businesses need to be able to demonstrate their commitment to sustainability
• The evolution of sourcing roles around sustainability
• Why every individual in an organization needs to know ESG and participate in its efforts
• Controversies regarding ESG and sustainability
• The difference between corporate ESG and ESG investing
• Why small- and medium-sized businesses need to have great relationships with the larger companies they work with
• Human rights and dangers along the supply chain
• The United Nations’ three guiding pillars for human rights
• Elba’s thoughts on Scope 3 emissions regulations

Connect with Elba Pareja-Gallagher:

• Sustainability Navigator
• Sustainability Navigator Newsletter
• Sustainability Navigator on Twitter
• Elba Pareja-Gallagher on LinkedIn
• Email: Discover@SustainabilityNavigator.com

This podcast is brought to you by Hire Ground

Hire Ground is a technology company whose mission is to bridge the wealth gap through access to procurement opportunities. Hire Ground is making the enterprise ecosystem more viable, profitable, and competitive by clearing the path for minority-led, women-led, LGBT-led, and veteran-led small businesses to contribute to the global economy as suppliers to enterprise organizations.

For more information on getting started please visit us @ hireground.io today!

If you enjoyed this episode, please subscribe and leave a review wherever you get your podcasts.

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“Your network is your net worth.” – Shakeia Kegler

Shakeia Kegler is the Founder & CEO of GovLia, a company that helps state and local government agencies effortlessly implement and manage supplier diversity programs. Their goal is to expedite supplier diversity efforts without the traditional, time-consuming, paper-based processes. Before founding GovLia, Shakeia served for five years in the Navy as Aviation Ordnanceman Petty Officer 2nd Class. Following her career in the military, Shakeia also worked as a specialist in the government contracting department. The opportunity led to starting GovLia in 2017.

Shakeia joins us to discuss how GovLia helps supplier diversity efforts through government contracting support. She recounts her experience in the Navy as well as what it was like to transition back to civilian life. She describes the difficulty of small businesses getting awarded government contracts, especially if these businesses are minority-owned. Shakeia also explains what small businesses can do to make themselves look better than the competition when applying for government contracts.

This week on Breaking Barriers:

• Shakeia’s experience in the Navy’s purchasing department
• Her struggles adjusting back to civilian life
• What the government usually buys that may sound difficult to believe
• Why GovLia was founded and how they support supplier diversity
• Why businesses miss out on selling their products and services to the government
• How GovLia helps businesses connect with government transactions
• How the government filters business partners
• Why past performance matters when trying to sell to the government
• How Shakeia’s Navy experience affected the way she ran her business
• The one hobby Shakeia likes pursuing and how it helps her connect with people

Connect With Shakeia Kegler:

• GovLia
• GovLia on Instagram
• Shakeia Kegler’s Website
• Shakeia Kegler on Instagram
• Shakeia Kegler on LinkedIn

This podcast is brought to you by Hire Ground

Hire Ground is a technology company whose mission is to bridge the wealth gap through access to procurement opportunities. Hire Ground is making the enterprise ecosystem more viable, profitable, and competitive by clearing the path for minority-led, women-led, LGBT-led, and veteran-led small businesses to contribute to the global economy as suppliers to enterprise organizations.

For more information on getting started please visit us @ hireground.io today!

If you enjoyed this episode, please subscribe and leave a review wherever you get your podcasts.

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“We are committed to inclusion, but sometimes, using jargon can exclude people from participating.” – Adam Moore

There are a plethora of buzzwords and industry terms in the supplier diversity world. As a professional industry, we tend to throw around terms and concepts that could be overwhelming not only for seasoned supplier diversity professionals but also for business owners who are new to supplier diversity practices. We can also expect new concepts and terminologies to emerge as the industry continues to evolve. Whether you’re a veteran supplier diversity professional brushing up on your supplier diversity terms or a new business owner trying to implement supplier diversity programs, you’re in the right place.

In this episode, we define supplier diversity terms both old and new. We discuss common myths and misconceptions about diverse and small businesses. We explore set-aside programs and how they’re taking hold in the private sector. We reveal the number one risk to any business today. We also highlight what diverse spending is and how it can impact the generational wealth gap and explain why every small business needs to reach out to their local SBA office.

This week on Breaking Barriers:

• What ESG means in business and supply chain
• Understanding supplier diversity
• Diverse suppliers and what could be considered a diverse business
• Inclusive procurement and putting intentionality behind the sourcing process
• What it means to be certified by the Small Business Administration
• Set-aside programs and how they can help small and diverse businesses
• Tier 2 programs in the supplier diversity world
• Supplier relationship management
• Diverse spend and its impact on alleviating the generational wealth gap
• Direct and indirect spend
• Certifications and organizations

Resources Mentioned:

• National Minority Supplier Development Council
• National Veteran-Owned Business Association
• Disabled Veteran Business Alliance

This podcast is brought to you by Hire Ground

Hire Ground is a technology company whose mission is to bridge the wealth gap through access to procurement opportunities. Hire Ground is making the enterprise ecosystem more viable, profitable, and competitive by clearing the path for minority-led, women-led, LGBT-led, and veteran-led small businesses to contribute to the global economy as suppliers to enterprise organizations.

For more information on getting started please visit us @ hireground.io today!

If you enjoyed this episode, please subscribe and leave a review wherever you get your podcasts.

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Be sure to share your favorite episodes on social media and join us on Facebook, Twitter, and LinkedIn.

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“Goals and metrics are your North Star—if you don’t have them, you have no idea what you’re navigating to.” – Adam Moore

Supplier diversity is rapidly becoming a necessity for every business in the modern corporate world. Tapping into diverse talent is crucial to staying innovative and competitive while simultaneously meeting your organizational goals for inclusive economic impact. But how is a successful supplier diversity program started and maintained? What does it take to develop and sustain strong procurement practices and align your company’s values with a more diverse and inclusive mindset?

In this episode, we outline how organizations can build supplier diversity programs from the ground up. We explore how identifying the goals of a supplier diversity program impacts support, buy-in, and success. We discuss strategies for updating an existing supplier diversity program in a company. We also highlight the supplier diversity manager’s role as a changemaker and relationship-builder and share best practices for establishing connections with other supplier diversity professionals.

This week on Breaking Barriers:

• Starting or relaunching a supplier diversity practice or program
• Change management and three questions to ask before starting a supplier diversity practice
• The role of supplier diversity managers as change managers
• Transforming entrenched mindsets about viable partners across racial and gender lines
• Updating an existing supplier diversity program in a company
• Establishing and maintaining external relationships with supplier diversity professionals and other stakeholders
• Driving incremental change and language learning through immersion
• Best practices for identifying diverse suppliers
• The importance of goals and metrics in supplier diversity programs
• Why relationship-building is crucial to a supplier diversity program’s success

This podcast is brought to you by Hire Ground

Hire Ground is a technology company whose mission is to bridge the wealth gap through access to procurement opportunities. Hire Ground is making the enterprise ecosystem more viable, profitable, and competitive by clearing the path for minority-led, women-led, LGBT-led, and veteran-led small businesses to contribute to the global economy as suppliers to enterprise organizations.

For more information on getting started please visit us @ hireground.io today!

If you enjoyed this episode, please subscribe and leave a review wherever you get your podcasts.

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“Supplier diversity is an intentional program that reaches out to diverse suppliers. It is about working with your business units to ensure they build relationships with and include suppliers owned by diverse persons.” – Adam Moore

You may be hearing a lot of talk about supplier diversity programs these days. You may also have heard about how implementing them is crucial to success, especially in today’s market and corporate environment. But do you actually need one? What are supplier diversity programs and what can they do for your company’s innovation and quality goods and services?

In this episode, we outline the fundamental reasons businesses need to build a supplier diversity program, especially in the context of the contemporary corporate environment. We discuss how consumer pressure is driving demand for DE&I, ESG, and CSR from companies and how supplier diversity can bridge that gap. We explore how supplier diversity officers act as a business’s first line of risk mitigation. We also discuss how diverse suppliers stepped up and fulfilled product demand during the height of the COVID-19 pandemic and underscore how supplier diversity professionals act as conduits between a company and the communities they want to connect with.

This week on Breaking Barriers:

• What supplier diversity is and why it’s vital to companies today
• How consumer pressure and government regulations increase the demand for supplier diversity
• How supplier diversity becomes a common touchpoint between DE&I, ESG, and CSR
• Why having a diverse supply chain is a risk mitigation strategy
• Misconceptions about working with small and diverse businesses
• The role of cultural change management in an organization’s supplier diversity program
• Tying supplier diversity goals into larger company goals like sustainability and CSR
• Why a supplier diversity program is an inter-organizational practice as much as it is intra-organizational
• How supplier diversity contributes to industry-wide growth and innovation
• Why supplier diversity is critical to correcting today’s social ills

This podcast is brought to you by Hire Ground

Hire Ground is a technology company whose mission is to bridge the wealth gap through access to procurement opportunities. Hire Ground is making the enterprise ecosystem more viable, profitable, and competitive by clearing the path for minority-led, women-led, LGBT-led, and veteran-led small businesses to contribute to the global economy as suppliers to enterprise organizations.

For more information on getting started please visit us @ hireground.io today!

If you enjoyed this episode, please subscribe and leave a review wherever you get your podcasts.

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“Diversity, equity, and inclusion is beneficial for an entire business; for everyone.” – Jackie Ferguson

Jackie Ferguson is the Head of Content & Programming and Co-Founder of The Diversity Movement, a full-service DEI consultancy that provides diversity and inclusion content such as courses, videos, webinars, and podcasts. As Head of Content & Programming, Jackie manages all the content her company produces, especially when customizing them for each client. Her passion for diversity and inclusion started from her youth, having been an advocate for human rights and equality for more than 20 years. Jackie is also the host of the Diversity Beyond The Checkbox podcast, a show where they share diverse perspectives from business leaders.

Jackie joins us today to discuss how their company enables organizations to apply a DEI program and make sure their program is not entirely foreign to the company culture. She shares how the company was founded and why they pivoted away from providing elearning courses. She describes the challenges companies and organizations face when it comes to applying DEI programs. She explains some of the complexities involved in customizing a DEI program for a client. Jackie also discusses where she found her passion for DEI and her life as an activist.

This week on Breaking Barriers:

• What is The Diversity Movement, and why the founders started the company.
• The effect of establishing fast credibility on business growth.
• The consulting model Jackie promotes and what sets them apart from the competition.
• Big challenges many organizations struggle with in the context of diversity.
• Why many DEI programs are difficult to adapt in a corporate setting.
• The complexities involved in adapting a diversity and inclusion program as an organization.
• The first critical step when it comes to customizing a DEI program.
• What the podcast “Diversity Beyond The Checkbox” is all about.
• How Jackie found her passion.

Connect with Jackie Ferguson:

• The Diversity Movement
• LinkedIn
• Diversity Beyond The Checkbox podcast

This podcast is brought to you by Hire Ground

Hire Ground is a technology company whose mission is to bridge the wealth gap through access to procurement opportunities. Hire Ground is making the enterprise ecosystem more viable, profitable, and competitive by clearing the path for minority-led, women-led, LGBT-led, and veteran-led small businesses to contribute to the global economy as suppliers to enterprise organizations.

For more information on getting started please visit us @ hireground.io today!

If you enjoyed this episode, please subscribe and leave a review wherever you get your podcasts.

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“Being open is the sign of a curious mind, and a curious mind is not going to stop until it gets the information it needs to make a difference.” – Joset Wright

Joset Wright Lacy is an attorney, executive coach, diversity consultant, and founder and President of Waypoint Strategies LLC. Through Waypoint Strategies, Joset provides coaching and consulting services with a focus on building leadership skills. She has over 30 years of experience leading public, private, and non-profit organizations. Prior to founding Waypoint Strategies, she served as the President of the National Minority Supplier Development Council from 2010 to 2017. Joset received her Juris Doctor degree from the Georgetown University Law Center and graduated with a Bachelor of Arts in Sociology and Anthropology from Denison University.

Joset joins us today to share her thoughts on driving change for supplier inclusion. She describes her professional journey from practicing as a lawyer to working in the supplier diversity industry and explains the interplay between diverse suppliers, businesses, and the ability to drive change and impact in a community. She discusses generational shifts in the workforce and how they drive demand for diversity and inclusion in companies. Joset also highlights the roles of commitment, empowerment, and accountability in driving inclusive procurement and outlines how professionals can bridge the gap between younger employees’ demand for DE&I and consensus.

This week on Breaking Barriers:

• Joset’s background and career path in supplier diversity
• Supplier diversity as a strategy to increase the economic prosperity of a city
• Changing culture and misconceptions about small businesses
• The generational shift in the workforce
• How Joset became the president of the National Minority Supplier Development Council
• How younger employees are pushing for inclusion, impact, purpose, and changemaking in ESG
• A sense of belonging in Diversity, Equity, and Inclusion
• Strategies for bringing accountability for inclusive procurement

Connect with Joset Wright:

• Joset Wright on LinkedIn

This podcast is brought to you by Hire Ground

Hire Ground is a technology company whose mission is to bridge the wealth gap through access to procurement opportunities. Hire Ground is making the enterprise ecosystem more viable, profitable, and competitive by clearing the path for minority-led, women-led, LGBT-led, and veteran-led small businesses to contribute to the global economy as suppliers to enterprise organizations.

For more information on getting started please visit us @ hireground.io today!

If you enjoyed this episode, please subscribe and leave a review wherever you get your podcasts.

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Be sure to share your favorite episodes on social media and join us on Facebook, Twitter, and LinkedIn.

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“Corporations have to begin to hold the boards accountable to be that bridge to small and diverse suppliers.” – Nedra Dickson

Nedra Dickson is the Global Supplier Inclusion and Sustainability Lead at Accenture, one of the world’s largest professional services companies focusing on strategy and consulting, operations, technology, and interactive services. Nedra promotes and leads Accenture’s efforts to maximize procurement opportunities with small and diverse businesses across 17 countries. She also holds several board seats within the supplier diversity community, including board memberships in the Women Business Enterprise Council, the Georgia Minority Supplier Diversity Council, and the Supplier Diversity Leadership Council for The Conference Board.

Nedra joins us to discuss what companies should measure to gauge the progress of their supplier diversity programs. She explains the expanse of Accenture’s supplier diversity program and its international reach. She describes the complex processes involved in navigating another country’s laws and legislations for their programs. Nedra also shares how being a board member of various councils made her appreciate her role.

This week on Breaking Barriers:

• What Accenture is and Nedra’s role in the company
• How small and diverse businesses can help fill current supply chain gaps
• How Nedra manages the company’s supplier diversity programs overseas
• Lowering your expectations when working with other countries’ laws and legislations
• The Global Data Privacy Regulation and the enormous fines associated with it
• The KPIs Nedra set for her team regarding their company’s capability
• How to know whether your supplier diversity program is running successfully
• Nedra’s “Building The House” model for programs
• The right metrics to measure the ROI for supplier diversity programs
• What it means to collaborate and co-innovate when looking for opportunities
• Nedra’s involvement in boards and how it shaped her outlook of supplier equity and inclusion
• Why 2022 is going to be important for the boards

Connect with Nedra Dickson:

• Accenture
• Nedra Dickson on LinkedIn
• Nedra Dickson on Twitter

This podcast is brought to you by Hire Ground

Hire Ground is a technology company whose mission is to bridge the wealth gap through access to procurement opportunities. Hire Ground is making the enterprise ecosystem more viable, profitable, and competitive by clearing the path for minority-led, women-led, LGBT-led, and veteran-led small businesses to contribute to the global economy as suppliers to enterprise organizations.

For more information on getting started please visit us @ hireground.io today!

If you enjoyed this episode, please subscribe and leave a review wherever you get your podcasts.

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“We have to keep that cycle of money going through our small and diverse business communities because they’re the ones creating jobs.” – Vickie Irwin

Vickie Irwin is the General Manager of Supplier Sustainability and Equity at Southern Company, one of the largest energy providers in the country. Southern Company owns various electric utilities, natural gas distribution utilities, fiber optics, and wireless communications across multiple states. As General Manager, Vickie is responsible for building relationships that support the growth and development of small, diverse businesses. She is also a CPA and Project Management Professional who specializes in helping diverse companies partner with corporations.

Vickie joins us today to share how Southern Company promotes supplier diversity and discusses its supplier sustainability practices. She describes her role as General Manager of Supplier Sustainability and Equity. She explains how small businesses are driving half the jobs created in the US. She discusses the different cores that make up supplier sustainability and equity. Vickie also divulges the company’s ESG goals and what’s in store for Southern Company.

This week on Breaking Barriers:

• Who Vickie is and what it means to have sustainability and equity at Southern Company
• The company’s ESG goals and how supplier diversity can support them
• Where Vickie went to learn about sustainability
• The importance of supplier sustainability in small and diverse businesses
• Why small and diverse businesses are critical for jobs creation
• The different areas of supplier sustainability and equity
• Other areas of growth the company can still expand on
• The most prominent creators of job growth in the industry today
• Examples of diverse companies that champion supplier sustainability and equity

Resources Mentioned:

• Milhouse Engineering & Construction

Connect with Vickie Irwin:

• Southern Company on Linkedin
• Vickie Irvin on LinkedIn

This podcast is brought to you by Hire Ground

Hire Ground is a technology company whose mission is to bridge the wealth gap through access to procurement opportunities. Hire Ground is making the enterprise ecosystem more viable, profitable, and competitive by clearing the path for minority-led, women-led, LGBT-led, and veteran-led small businesses to contribute to the global economy as suppliers to enterprise organizations.

For more information on getting started please visit us @ hireground.io today!

If you enjoyed this episode, please subscribe and leave a review wherever you get your podcasts.

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“Supplier diversity is important in life because equity, parity, and inclusion are important to the ecosystem of human life.” – Courtney Williams

Courtney Williams is a supplier diversity manager at Evergy, a company that delivers utility services to 1.8 million residential and commercial customers in Kansas and Missouri. Courtney has worked in community engagement for over 20 years and is passionate about the development of diverse businesses as a way to create local impact and foster generational wealth. As a supplier diversity manager for Evergy, Courtney is also dedicated to increasing the culture of supply chain inclusion and the development of impactful business relationships. She holds a Master’s degree in Mass Communication from Lindenwood University.

Courtney joins us today to discuss why cultivating supplier diversity in the energy sector is an engine for economic development and economic justice. She describes her professional journey in supplier diversity and how she became a part of the Evergy family. She explains Evergy’s goal and its approach to making its supply chain more diverse and inclusive. She outlines Evergy’s three pillars as an organization and how supplier diversity aligns with them. She highlights why, despite the necessity of ensuring spending on diverse firms, it’s still imperative to treat them according to their merits and the quality of the products they provide. Courtney also underscores why having an economic impact report is crucial and why it’s essential to have policies, practices, and procedures that make it easy to be inclusive in supplier diversity opportunities.

This week on Breaking Barriers:

• Courtney’s background and role as a supplier diversity manager at Evergy
• How supplier diversity aligns with Evergy’s overall vision and mission
• Why passion plays a critical role in supplier chain diversity
• How diverse spend can impact companies and communities
• Balancing stakeholders, shareholders, and risk factors when onboarding suppliers
• Getting stakeholders to support inclusive procurement in supplier diversity
• Evergy’s programs and outreach efforts for diverse entrepreneurs
• Ensuring that diverse communities have access to supply chain opportunities
• Unconscious bias in supplier diversity management
• Common myths and misconceptions in supply chain diversity and about diverse suppliers
• Data transparency and the power of reporting on diverse spend
• Environmental, Social, and Governance practices at Evergy
• Evergy’s programs to build diverse supplier ecosystems
• Our plans for the ecosystem and community we’re building

Connect with Courtney Williams:

• Evergy
• Evergy on LinkedIn
• Evergy on YouTube
• Evergy on Facebook
• Evergy on Twitter
• Email: Courtney.Williams@Evergy.com |Supplier.Diversity@Evergy.com

This podcast is brought to you by Hire Ground

Hire Ground is a technology company whose mission is to bridge the wealth gap through access to procurement opportunities. Hire Ground is making the enterprise ecosystem more viable, profitable, and competitive by clearing the path for minority-led, women-led, LGBT-led, and veteran-led small businesses to contribute to the global economy as suppliers to enterprise organizations.

For more information on getting started please visit us @ hireground.io today!

If you enjoyed this episode, please subscribe and leave a review wherever you get your podcasts.

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“Diverse suppliers should focus on what’s important to the companies they’re engaging with. They have to be able to scale, operate, and deliver, leading to better outcomes relative to services and products.” – Curtis Crowder

Mishaune Sawyer is the Senior Regional Diversity, Equity, and Inclusion Manager at JE Dunn Construction. A leader in the commercial construction industry since its founding in 1924, JE Dunn is a family-owned, employee-owned commercial building contractor headquartered in Kansas City. Mishaune has over two decades of professional experience in diversity, equity, and inclusion. She is the former Director of Projects at ERS Enterprises, Inc., where she served for over 20 years before joining JE Dunn Construction. She holds a Bachelor of Arts in Political Science from Emory University and a J.D. from DePaul University College of Law.

Kris Oswold is the Vice President of Global Supplier Diversity at UPS. Kris is a leader in global business process design and organizational transformation who has built a career at UPS designing and executing global organizational change through formal programs and personal leadership. As the Vice President of UPS’s Global Supplier Diversity program, Kris is dedicated to expanding opportunities for diverse suppliers and enabling them to collaborate with UPS. She holds a Bachelor’s degree from the University of Washington.

Curtis Crowder is a cross-functional senior executive, award-winning entrepreneur, and diversity leader. He is the Director of Global Supplier Diversity, Sustainability, and Innovation at Fiserv, a leading global technology provider for the financial services industry. Curtis served as the Chief Information Officer of Jetaire Flight Systems and the Director of Client Solutions for Metasys Technologies before joining Fiserv. He also formerly served as the founder and CEO of Syntellus Dataworks for over a decade before joining SPI as an infrastructure solutions partner in 2014. He holds a degree in Management from Georgia Institute of Technology.

Mishaune, Kris, and Curtis join us today to share their insights on how they select diverse suppliers. They describe the key factors corporations evaluate when considering working with diverse suppliers. They explore how diverse suppliers can demonstrate scalability to corporations they want to work with. They also outline best practices and innovative tips for leveraging diversity and gaining access to corporate procurement opportunities.

This week on Breaking Barriers:

• Business continuity, value proposition, and other factors corporations consider when working with diverse suppliers
• What scalability means in the context of supplier diversity
• The relationship between scale and capacity
• How training programs can bridge the scalability gaps among diverse contractors
• How diverse suppliers can differentiate themselves from other suppliers
• The importance of networking and relationship-building
• True software providers as diverse suppliers
• What ESG initiatives permanent recruitment firms should solve
• How IT Solutions providers can show they’re hungry, humble, smart, and willing to show the sweat equity
• The value of brainstorming sessions and discovery meetings with supplier diversity professionals
• Finding the best point of entry in growth relationships with the right person in corporations
• Creating relationships in supplier diversity and beyond

Resources Mentioned:

• National Association of Minority Contractors
• National Association of Women in Construction

Connect with Mishaune Sawyer:

• JE Dunn Construction
• Mishaune Sawyer on LinkedIn

Connect with Kris Oswold:

• UPS
• Kris Oswold on LinkedIn

Connect with Curtis Crowder:

• Fiserv Services Technology
• Fiserv on LinkedIn
• Fiserv on Facebook
• Fiserv on Twitter
• Curtis Crowder on LinkedIn

This podcast is brought to you by Hire Ground

Hire Ground is a technology company whose mission is to bridge the wealth gap through access to procurement opportunities. Hire Ground is making the enterprise ecosystem more viable, profitable, and competitive by clearing the path for minority-led, women-led, LGBT-led, and veteran-led small businesses to contribute to the global economy as suppliers to enterprise organizations.

For more information on getting started please visit us @ hireground.io today!

If you enjoyed this episode, please subscribe and leave a review wherever you get your podcasts.

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Jon Shane is the Vice President for Broker Relations at SouthStar Capital, an asset-based private lender with in-house closing, underwriting, and account management. A commercial lending institution that specializes in accounts receivable, payroll funding, and purchase-order financing, SouthStar Capital provides custom financial solutions from its diverse product mix to help its customers meet their unique cash flow needs. Jon holds a Bachelor of Science in Education from the University of Wisconsin-Stevens Point and a Master’s of Ministry in Biblical Studies from Northland International University.

Jon joins us today to discuss purchase-order financing and SouthStar’s asset-based lending services. He describes his role and responsibilities as the Vice President for Broker Relations at SouthStar Capital. He differentiates asset-based lending from other financing structures and outlines different terms that describe the asset-based lending structure. Jon also highlights how asset-based lending can help small businesses create cash flow and grow their accounts receivable.

This week on Breaking Barriers:

• SouthStar’s asset-based lending services and Joe’s role and responsibilities in the organization
• Risks and rewards related to asset-based lending and purchase-order financing
• Invoice factoring and accounts receivables funding
• Merchant cash advance loans and how asset-based lending is different from payday loans
• Understanding and making smart, strategic purchases

Connect with Jon Shane:

• SouthStar Capital
• SouthStar Capital on LinkedIn
• SouthStar Capital on YouTube
• SouthStar Capital on Facebook
• SouthStar Capital on Twitter
• Jon Shane on LinkedIn
• Email: jshane@southstar.com

This podcast is brought to you by Hire Ground

Hire Ground is a technology company whose mission is to bridge the wealth gap through access to procurement opportunities. Hire Ground is making the enterprise ecosystem more viable, profitable, and competitive by clearing the path for minority-led, women-led, LGBT-led, and veteran-led small businesses to contribute to the global economy as suppliers to enterprise organizations.

For more information on getting started please visit us @ hireground.io today!

If you enjoyed this episode, please subscribe and leave a review wherever you get your podcasts.

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“The psychology of consumer loyalty is impacting all of us.” – Stefanie Francis

Stefanie Francis is the Founder of Hootology, a marketing research firm that fully utilizes a tech-forward approach to consumer behavior and analytics. Hootlogy is founded on her passion for quantitative analytics, anthropology, innovation, art, and the creative process. She champions supplier diversity and is an advocate for equality inside and outside the workplace. Stefanie is also an Adjunct Professor at NYU SPS Tisch Institute for Sports Management, Media, and Business. She is an award-winning speaker, a member of Valley Leadership, and has been recognized as one of the Phoenix Business Journal’s ‘Forty Under 40.’

In this episode, Stefanie shares the significance of considering consumer psychology when making an intelligent business decision. She shares how Hootology got started and what the name stands for. She explains how her company stands out among other research firms, particularly regarding the kind of data analytics they apply. She discusses the percentage of supplier diversity awareness in the industry. Stefanie also describes what large companies are missing by ignoring the trending data on supplier diversity.

This week on Breaking Barriers:

• How the idea of Hootology started.
• The importance of market research for large companies.
• Why psychology is at the root of consumer research.
• Why not doing your market research is like throwing expensive darts with a blindfold.
• What Stefanie enjoys about being a professor for university students.
• What the Hoot in Hootology stands for.
• What separates Hootology from other research firms.
• The qualities of a high-level research firm that clients should look for.
• Why awareness of supplier diversity being low isn’t as bad as it seems.
• What Stefanie would say to companies who won’t prioritize supplier diversity.

Connect with Stefanie Francis:

• Hootology
• Phone: (480) 685-0639

This podcast is brought to you by Hire Ground

Hire Ground is a technology company whose mission is to bridge the wealth gap through access to procurement opportunities. Hire Ground is making the enterprise ecosystem more viable, profitable, and competitive by clearing the path for minority-led, women-led, LGBT-led, and veteran-led small businesses to contribute to the global economy as suppliers to enterprise organizations.

For more information on getting started please visit us @ hireground.io today!

If you enjoyed this episode, please subscribe and leave a review wherever you get your podcasts.

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“The more diverse the decision-making body is, the more factors you can get into the decision.” – Johnny Howze III

Johnny Howze III is the Vice President of Supply Chain Management at Southern Company, an energy company that produces clean, safe, and affordable energy for its 9 million customers. Johnny’s responsibilities include overseeing operational functions and power delivery. He has over 20 years of experience in plant operations and leadership positions, including running various coal-fired power plants that served millions of customers.

Johnny joins us today to discuss why he prefers the term “economic inclusion” over “supplier diversity.” He divulges Southern Company’s efforts in helping small businesses work with them, especially regarding the services they will need in the future. He explains his economic takeaways from the pandemic and why a diverse team allows for better decision-making. Johnny also dispels the myth of the costs associated with working with small businesses.

This week on Breaking Barriers:

• What Southern Company provides
• Johnny’s role at Southern Company
• Southern Company’s Net Zero Plan by 2050
• The company’s beliefs on nuclear energy generation
• The goods and services diverse listeners should provide in the future
• How they make sure they have a diverse supply base
• The economic disparities in America and the wealth gap unearthed by the pandemic
• Involving everyone in the future of energy
• Having a diverse team when it comes to making the right leadership decisions
• Why Johnny prefers the term “economic inclusion” over “supplier diversity”
• Dispelling the myth about diverse suppliers being more expensive
• Johnny’s advice to small businesses interested in working with large corporations

Connect with Johnny Howze III:

• Southern Company
• Johnny Howze III on LinkedIn

This podcast is brought to you by Hire Ground

Hire Ground is a technology company whose mission is to bridge the wealth gap through access to procurement opportunities. Hire Ground is making the enterprise ecosystem more viable, profitable, and competitive by clearing the path for minority-led, women-led, LGBT-led, and veteran-led small businesses to contribute to the global economy as suppliers to enterprise organizations.

For more information on getting started please visit us @ hireground.io today!

If you enjoyed this episode, please subscribe and leave a review wherever you get your podcasts.

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Be sure to share your favorite episodes on social media and join us on Facebook, Twitter, and LinkedIn.

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“Understand and know your data, and don’t over-collect. If you’re worried about it—and all businesses who collect data should worry about these laws—engage a privacy professional and attorney.”
– Rebecca Rakoski

Rebecca Rakoski, Esq., is the co-founder and managing partner of XPAN Law Partners. A boutique domestic and international cybersecurity and data privacy law firm, XPAN Law is dedicated to global strategic thinking that reduces risk and leads businesses forward. Rebecca, an experienced litigator, is committed to counseling and defending public and private corporations and their boards during data breaches and has handled hundreds of matters in state and federal courts. She is also skilled in mitigating her clients’ litigation risks by managing the intersection of state, federal, and international regulations that impact the transfer, storage, and collection of data. She received her Juris Doctor from the Widener University School of Law.

Rebecca joins us today to discuss data privacy and why it’s critically important for small businesses to understand. She discusses the right to privacy and how the United States views it differently from other parts of the world. She explores state-level data privacy laws in the United States and describes how business practice should be done in states with data privacy laws. Rebecca also explains what access control policies are and why data privacy policies and practices need to evolve and be tailored to the needs of a business.

This week on Breaking Barriers:

• What data privacy is and why it’s important for small businesses to consider
• State-level privacy laws in the United States
• The importance of understanding the data you collect as a small business
• Why over-collecting and over-storing data should be avoided
• The first steps toward data privacy compliance
• The value of working with data privacy professionals and attorneys
• Access control policies and why data privacy policies and practices need to always evolve and change
• GDPR, data privacy, and personal data in the European Union
• Working with data privacy laws after a breach has occurred

Resources Mentioned:

• Data Breach Investigations Report by Verizon

Related Content:

• What Businesses Need To Know about Cybersecurity Law with Rebecca Rakoski of XPAN Law Partners

Connect with Rebecca Rakoski:

• XPAN Law Partners
• XPAN Law Partners LLP on LinkedIn
• XPAN Law Partners LLP on Facebook
• XPAN Law Partners LLP on Twitter
• Rebecca Rakoski on LinkedIn
• Email: rrakoski@xpanlawpartners.com

This podcast is brought to you by Hire Ground

Hire Ground is a technology company whose mission is to bridge the wealth gap through access to procurement opportunities. Hire Ground is making the enterprise ecosystem more viable, profitable, and competitive by clearing the path for minority-led, women-led, LGBT-led, and veteran-led small businesses to contribute to the global economy as suppliers to enterprise organizations.

For more information on getting started please visit us @ hireground.io today!

If you enjoyed this episode, please subscribe and leave a review wherever you get your podcasts.

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“Failure is an option. Failure is a great guide. It is how you learn—how you recognize you’re not doing the right things and therefore you should change to succeed.” – Paul Singer

Paul Singer is the Investigations and Impact Editor at the GBH News Center for Investigative Reporting. His The Color of Public Money series at GBH News investigates the systemic exclusion of minority-owned businesses from public contracts in Massachusetts. Before joining GBH News in 2018, Paul was a politics editor and Washington correspondent for USA Today. He also previously worked as an associate editor of Investigations for Roll Call and an executive branch correspondent for the National Journal. Paul holds a Bachelor’s degree in Sociology from Kenyon College.

Paul joins us today to share a recent ground-breaking story about a construction company that filed false reports on its diverse spend to the city government while working on a $100 million public contract. He describes the background of The Color of Public Money series at GBH News and how they discovered evidence of vast racial disparities in awarding government contracts. Paul also underscores how the leadership of an enterprise can impact spending on diverse businesses and highlights the importance of transparency.

“Failure is an option. Failure is a great guide. It is how you learn—how you recognize you’re not doing the right things and therefore you should change to succeed.” – Paul Singer

This week on Breaking Barriers:

• How the state of Massachusetts falsified information on the number of contracts they awarded to minority-owned businesses
• George Floyd’s murder and its impact on Massachusetts’ action on false reporting on diverse expenditures
• How investigative reporting changed Massachusetts’ reporting practices and spending on minority-owned businesses
• The value of failure and the importance of transparency
• Gilbane/Hunt and their false diverse spend reporting issue
• Why false reporting on diverse spending happens
• How companies can validate the accuracy of information being reported to their subcontractors
• The aftermath of the Gilbane/Hunt false reporting issue
• Making truthful, accurate reporting part of an organization’s KPIs
• The role of investigative journalists in creating an equitable ecosystem

Resources Mentioned:

• The Color of Public Money: Worcester Spent More Than $100 Million Building Polar Park. Minority Companies Got Peanuts
• The Color Of Public Money: Black Businesses’ Share Of Public Contracts Has Declined Over 20 Years

Related Content:

• Uncovering Racial Inequalities in Public Contracting with Journalist Paul Singer

Connect with Paul Singer:

• GBH News
• The Color of Public Money
• Paul Singer on LinkedIn
• Paul Singer on Twitter
• Email: paul_singer@wgbh.org

This podcast is brought to you by Hire Ground

Hire Ground is a technology company whose mission is to bridge the wealth gap through access to procurement opportunities. Hire Ground is making the enterprise ecosystem more viable, profitable, and competitive by clearing the path for minority-led, women-led, LGBT-led, and veteran-led small businesses to contribute to the global economy as suppliers to enterprise organizations.

For more information on getting started please visit us @ hireground.io today!

If you enjoyed this episode, please subscribe and leave a review wherever you get your podcasts.

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“Good financial stability and wellness of the company, coupled with good people, is every business’s heartbeat. Without them, the likelihood that a company can survive is low.” – Durran Dunn

Durran Dunn is an accomplished business professional currently serving as the Managing Director for Grant Thornton’s Advisory, Governance, Risk, Compliance, and Controls practice. Over his 20 years of experience leading global businesses in accounting, finance, and internal audits, Durran has worked in multiple industries, including manufacturing, consumer products, media & entertainment, and biopharmaceuticals. In addition to his work with Grant Thornton, he is a professional athlete, a popular member of the Atlanta Braves Major League Baseball club, and the 2021 World Series champion.

Durran joins us today to discuss presence, excellence, and risk management strategies for small businesses. He describes his passion to succeed and his background as a professional athlete and explains why athletes make excellent business professionals. He highlights the value of being fully engaged at the moment and details his ability to excel as a professional athlete and business professional. Durran also underscores the importance of representation and Diversity, Equity, & Inclusion and offers advice on how small businesses can improve their accounting and risk management efforts.

This week on Breaking Barriers:

• Grant Thornton’s audit and advisory services
• Durran’s background and role in Grant Thorton
• Burnout, multi-tasking, and how Durran is able to excel both as an athlete and a business professional
• Representation, DE&I, and being Jamaican-American in risk management and accounting
• Grant Thornton’s “Bring Your Own Self” campaign and other DE&I programs
• Why it’s critical for organizations to enlist third party experts for risk, risk management, and ESG
• Social media’s impact on the importance of Environmental, Social, & Governance standards
• Accounting and risk management tools and strategies for small businesses

Resources Mentioned:

• QuickBooks

Connect with Durran Dunn:

• Grant Thornton LLP
• Grant Thornton LLP on LinkedIn
• Grant Thornton LLP on Instagram
• Grant Thornton LLP on Facebook
• Grant Thornton LLP on Twitter
• Durran Dunn on LinkedIn
• Durran Dunn on Instagram

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“As supplier diversity leaders and professionals, we need to open our eyes and minds to doing something differently and finding new ways to engage stakeholders, scale with the program, and create inclusion.”
– Curtis Crowder

Curtis Crowder is a cross-functional senior executive and award-winning entrepreneur, and diversity leader. He is the Director of Global Supplier Diversity, Sustainability, and Innovation at Fiserv, a leading global technology provider for the financial services industry. Before joining Fiserv, Curtis was the Chief Information Officer of Jetaire Flight Systems and the Director of Client Solutions for Metasys Technologies. He also formerly served as the founder and CEO of Syntellus Dataworks for over a decade before joining SPI as an Infrastructure Solutions Partner in 2014.

Curtis joins me today to discuss creating innovation in supplier diversity and sustainability. He outlines how he transitioned his career from deep technology to supplier diversity. He describes Fiserv’s services and how supplier diversity sits within its global strategic sourcing. He explains supplier sustainability at the enterprise level with Environmental, Social, and Governance metrics and how supplier sustainability can be viewed from the lens of the supply chain and vendors themselves. Curtis also highlights how supplier diversity and supplier sustainability walk hand-in-hand in Fiserv and underscores how supplier diversity professionals and leaders can lead the next steps toward creating an equitable and inclusive marketplace for buyers and suppliers.

This week on Breaking Barriers:

• Curtis’ career history and background in deep technology
• Starting his company and what propelled Curtis’ passion for supplier diversity
• Fiserv and how it serves to move information and money around the world
• The role of passion and what inspires Curtis to continue working in supplier diversity
• The importance of a solid onboarding process for suppliers
• Setting expectations as supplier diversity leaders
• What supplier diversity looks like in Fiserv on a global scale
• How supplier diversity differs according to geography and culture
• Risk management and mitigation and assessing the risk and maturity of a supply chain
• How diverse suppliers can prepare with Fiserv
• Total disruption and what supplier diversity professionals and leaders can do to innovate
• The role of technology in creating modern, equitable, and inclusive marketplaces

Connect with Curtis Crowder:

• Fiserv Services Technology
• Fiserv on LinkedIn
• Fiserv on Facebook
• Fiserv on Twitter
• Curtis Crowder on LinkedIn

This podcast is brought to you by Hire Ground

Hire Ground is a technology company whose mission is to bridge the wealth gap through access to procurement opportunities. Hire Ground is making the enterprise ecosystem more viable, profitable, and competitive by clearing the path for minority-led, women-led, LGBT-led, and veteran-led small businesses to contribute to the global economy as suppliers to enterprise organizations.

For more information on getting started, please visit us @ hireground.io today!

If you enjoyed this episode, please subscribe and leave a review wherever you get your podcasts.

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Be sure to share your favorite episodes on social media and join us on Facebook, Twitter, and LinkedIn.

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“To really build in supplier diversity, you have to hit all levels within an organization.” – Cecelia Bolden

Cecelia Bolden is an IT executive, business strategist, client relationship expert, and Diversity, Equity, & Inclusion advocate with over 34 years of experience in the information systems industry. She serves as the Chief Development and Diversity Officer of SDI Presence, an IT consultancy and managed services provider that leverages its strong team presence to advance its clients to a secure digital enterprise. In her role, Cecilia leads the development of new, large strategic accounts for SDI Presence. She oversees the organization’s financial stability, growth, vision, and direction while working to implement a business strategy that foregrounds DE&I efforts. She worked for Accenture and Oracle prior to joining SDI Presence and holds an Executive MBA from the University of Notre Dame – Mendoza College of Business.

Cecilia joins us today to discuss cultivating an ecosystem of diverse suppliers. She describes her professional journey in consulting and her role and responsibilities as SDI Presence’s Chief Development & Diversity Officer. She reveals the deficiencies in IT that she sees as an African American woman. She outlines how SDI Presence empowers diverse suppliers and how they work with organizations like Chicago United to build a supplier diversity ecosystem in Chicago. Cecilia also highlights how it’s possible to turn business competitors into collaborators and partners and underscores how the integration of commitment, education, and corporate America can create a thriving ecosystem of diverse suppliers.

“To really build in supplier diversity, you have to hit all levels within an organization.” – Cecelia Bolden

This week on Breaking Barriers:

• Why Diversity, Equity, & Inclusion is all about intentionality and focus
• Cecelia’s professional journey in consulting and her career at SDI Presence
• How her work in designing and implementing information systems has informed her leadership in Diversity, Equity, & Inclusion, and supplier diversity
• Chicago United: its creation and mission
• Chicago United’s “Five Forward” program and how it builds supplier diversity
• The role of mentorship and apprenticeship programs in cultivating a supplier diversity ecosystem
• The factors that encourage an ecosystem of diverse suppliers to flourish in the Chicago area
• SDI Presence’s “Three Cs” ethos
• Collaboration over competition and growth versus fixed mindset in business
• Enabling diverse suppliers to grow

Connect with Cecelia Bolden:

• SDI Presence LLC
• SDI Presence on LinkedIn
• SDI Presence on Instagram
• SDI Presence on Facebook
• SDI Presence on Twitter
• SDI Presence on Vimeo
• Cecelia Bolden on LinkedIn

This podcast is brought to you by Hire Ground

Hire Ground is a technology company whose mission is to bridge the wealth gap through access to procurement opportunities. Hire Ground is making the enterprise ecosystem more viable, profitable, and competitive by clearing the path for minority-led, women-led, LGBT-led, and veteran-led small businesses to contribute to the global economy as suppliers to enterprise organizations.

For more information on getting started, please visit us @ hireground.io today!

If you enjoyed this episode, please subscribe and leave a review wherever you get your podcasts.

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“Working with great leadership and great organizations gives you the keys to the kingdom and to being great yourself. And the more individuals who have jobs, the more we can tackle the systemic ills in our society.” – Rondu Vincent

Devin Carsdale is the Associate Director of Sustainability for Strategic Sourcing and Procurement at Bristol Myers Squibb. Devin drives short- and long-term strategy and builds partnerships with internal and external stakeholders to govern the company’s Sustainable Procurement program. Before joining Bristol Myers Squibb as a Sustainability Manager in 2020, Devin served as a Sustainability Compliance Auditor for IKEA and Performance Consultant at Gap International. He holds a Certificate of Corporate Sustainability from New York University and a Master of Arts degree in International Affairs from the American University.

Rondu Vincent is a global procurement and supplier diversity executive and a leader in DE&I. He serves as the Executive Director for Supplier Diversity and Sustainability at Bristol Myers Squibb, a company he has been working with for over eight years. Prior to joining Bristol Myers Squibb, Rondu served as the Manager of Supplier Diversity at Pfizer, a post he held for seven years before moving up as Pfizer’s Director of Supplier Diversity. He is also the former Strategic Sourcing Manager at Becton Dickinson.

Devin and Rondu join us today to discuss how supplier diversity and sustainability can drive systemic change and impact communities economically. They describe their professional backgrounds and how they became passionate about supplier diversity work. They outline Bristol Myers Squibb’s programs and commitments around inclusion, equity, and supplier diversity. They discuss what makes a great supplier diversity professional. They explain the economic reasons to comply with supplier diversity and dissect the Environmental, Social, and Governance (ESG) framework. They also highlight how any company, regardless of size or scale, can play a part in ESG work and underscore why professionals need to think about where they want to be as supplier diversity practitioners.

This week on Breaking Barriers:

• Devin’s background and journey in supplier diversity and sustainable procurement
• How European companies are driving sustainability and diversity
• Rondu’s career in the healthcare industry and how he gravitated toward supplier diversity
• The importance of authenticity and passion in the mission of inclusion
• Bristol Myers Squibb’s supplier diversity and environmental sustainability goals
• How strong leadership support empowers supplier diversity professionals
• Rallying buy-in for Environmental, Social, and Governance goals
• Bristol Myers Squibb’s programs and projects on supplier diversity and ESG
• How small and diverse businesses drove supply chain resiliency in the pharmaceutical industry amid the pandemic
• Quiet quitting and conscious quitting
• The difference between lifestyle entrepreneurs and serial entrepreneurs

Connect with Devin Carsdale:

• Devin Carsdale on LinkedIn

Connect with Rondu Vincent:

• Rondu Vincent on LinkedIn
• Rondu Vincent on Instagram
• Rondu Vincent on Twitter

Connect with Bristol Myers Squibb:

• Bristol Myers Squibb
• Bristol Myers Squibb on LinkedIn
• Bristol Myers Squibb on Instagram
• Bristol Myers Squibb on Facebook
• Bristol Myers Squibb on Twitter

This podcast is brought to you by Hire Ground

Hire Ground is a technology company whose mission is to bridge the wealth gap through access to procurement opportunities. Hire Ground is making the enterprise ecosystem more viable, profitable, and competitive by clearing the path for minority-led, women-led, LGBT-led, and veteran-led small businesses to contribute to the global economy as suppliers to enterprise organizations.

For more information on getting started please visit us @ hireground.io today!

If you enjoyed this episode, please subscribe and leave a review wherever you get your podcasts.

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Bruce Katz is the Founder of New Localism Associates, a firm that helps cities finance, deliver, and design innovative initiatives that focus on sustainable growth and inclusion. He received the Heinz Award in Public Policy for his contributions to city planning and influences on the community’s economy and livability. He authored the book The New Localism, which provides a roadmap for change that begins in the local communities. Bruce is also the Director of the Nowak Metro Finance Lab at Drexel University.

Bruce joins us today to describe how the pandemic adversely impacted minority-led businesses. He shares why the “New Normal” doesn’t exist despite the buzzword’s popularity. He offers his take on the future of diversity and what the workforce will look like. He discusses how every business grows through routines. Bruce also reveals why the US doesn’t have a capital problem and what needs to happen for him to say the country is making progress.

“Don’t waste the crisis—crisis begets innovation.” - Bruce Katz

This week on Breaking Barriers:

● Bruce Katz and his work on inclusion

● The destructive effect the pandemic had on Black and Latino businesses

● Why there is no “New Normal,” according to Bruce

● Bruce’s observations on the workforce and the future of diversity

● The difference between contract-driven and collateral-driven financing

● Why routines are necessary for growing businesses

● Why we don’t have a capital problem in the US

● What would need to happen for Bruce to say we’re making progress

Connect with Bruce Katz:

● The New Localism

● Drexel University

● Book: The New Localism: How Cities Can Thrive in the Age of Populism

● Bruce Katz on LinkedIn

This podcast is brought to you by Hire Ground

Hire Ground is a technology company whose mission is to bridge the wealth gap through access to procurement opportunities. Hire Ground is making the enterprise ecosystem more viable, profitable, and competitive by clearing the path for minority-led, women-led, LGBT-led, and veteran-led small businesses to contribute to the global economy as suppliers to enterprise organizations.

For more information on getting started, please visit us @ hireground.io today!

If you enjoyed this episode, please subscribe and leave a review wherever you get your podcasts.

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Rachel Muredzwa is the Director of Equity & Inclusion at Ohio State University’s College of Nursing. She is a seasoned DE&I professional, community impact leader, and higher education administrator with over 20 years of progressive leadership experience in inclusive youth development programming. Before working with the College of Nursing at Ohio State University, Rachel served as the Coordinator for the Office of Student Money Management at Austin Community College. She also previously served as the Director of the Office for Student Support Services at the University of Chicago and as an Assistant Director at DePaul University. Rachel holds a Master of Social Work degree from Ohio State University and received her Bachelor of Arts in Sociology/Anthropology from Ohio Wesleyan University.

Rachel joins us today to discuss how she’s working with Ohio State University’s College of Nursing to make an impact through education and inclusion. She discusses why active listening and non-violent communication are essential skills for being a DE&I professional and impact leader and how we can get education and insight from anyone and everywhere. She explains why there is no need for a zero-sum game for human beings and elaborates on the value of igniting the passion of young people. She also highlights how advocacy and social justice are the bread and butter of social work and outlines the different outreach programs the College of Nursing organizes within and beyond the borders of Ohio State University.

“Truly passionate, alive people will inspire others to be passionate. Plant those seeds, even if we may never see them become mighty oaks.”- Rachel Muredzwa

This week on Breaking Barriers:

● Rachel’s professional journey to Ohio State University, her current role as Director of DE&I, and how it functions within Ohio State University

● Why universities are in a unique position to do social impact work

● How Rachel’s background in social work informs the work she does in her current role as Director of DE&I

● Meeting students where they are and why Rachel is personally invested in intersectionality

● Rachel’s philosophy as a DE&I professional and community impact leader

● The Summer Institute for Future Nurses and other community outreach programs at Ohio State University’s College of Nursing

● The role of coaches and mentors in activating the next generation’s dreams

Connect with Rachel Muredzwa:

● Ohio State University

● Ohio State University on LinkedIn

● Ohio State University on Instagram

● Ohio State University on Facebook

● Ohio State University on Twitter

● Rachel Muredzwa on LinkedIn

This podcast is brought to you by Hire Ground

Hire Ground is a technology company whose mission is to bridge the wealth gap through access to procurement opportunities. Hire Ground is making the enterprise ecosystem more viable, profitable, and competitive by clearing the path for minority-led, women-led, LGBT-led, and veteran-led small businesses to contribute to the global economy as suppliers to enterprise organizations.

For more information on getting started please visit us @ hireground.io today!

If you enjoyed this episode, please subscribe and leave a review wherever you get your podcasts.

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Rebecca Rakoski, Esq., is the co-founder and Managing Partner at XPAN Law Partners, a boutique domestic and international cybersecurity and data privacy law firm. XPAN Law is committed to global strategic thinking that reduces risk and leads businesses forward. Rebecca is an experienced litigator who has handled hundreds of matters in state and federal courts and has counseled and defended public and private corporations and their boards during data breaches. She received her Juris Doctor from the Widener University School of Law.

Rebecca joins us today to discuss why businesses need to proactively work toward cybersecurity regardless of their size. She describes her career history and how she realized the importance of cybersecurity and data privacy for businesses. She explains how legal structures and cybersecurity go hand-in-hand, how laws catch up to the speed of tech development, and why cybersecurity isn’t just a matter of technology. Rebecca also recommends some steps small businesses can take today to build cybersecurity and underscores the value of understanding data.

“Businesses are attacked twice: they are attacked when they get hacked, and attacked again when they get sued.” - Rebecca Rakoski

This week on Breaking Barriers:

● Rebecca’s background and career in the cybersecurity industry

● The relationship between law and cybersecurity

● The importance of knowing niche laws that are keeping up with the speed of tech development

● What small business owners can do to protect themselves and their data

● Why small businesses are uniquely at data risk

● Common cybersecurity-related legal issues small businesses encounter

● What remediation looks like for a business owner involved in a data breach

● The common mistakes small business owners make with cybersecurity matters

● What justice looks like in keeping companies cyber secure

Resources Mentioned:

● National Institute of Standards and Technology

Connect with Rebecca Rakoski:

● XPAN Law Partners

● XPAN Law Partners LLP on LinkedIn

● XPAN Law Partners LLP on Facebook

● XPAN Law Partners LLP on Twitter

● Rebecca Rakoski on LinkedIn

● Email: rrakoski@xpanlawpartners.com

This podcast is brought to you by Hire Ground

Hire Ground is a technology company whose mission is to bridge the wealth gap through access to procurement opportunities. Hire Ground is making the enterprise ecosystem more viable, profitable, and competitive by clearing the path for minority-led, women-led, LGBT-led, and veteran-led small businesses to contribute to the global economy as suppliers to enterprise organizations.

For more information on getting started please visit us @ hireground.io today!

If you enjoyed this episode, please subscribe and leave a review wherever you get your podcasts.

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In today’s market, financial performance is no longer the sole indicator of an organization’s success. If a company is making money but forgoes sustainability or has sweatshops, how good of a company is it? Environmental, Social, and Governance (ESG) is a critical framework for any organization to understand and track—whether a multinational corporation or a small business.

In this episode, we discuss the ESG framework, why you need to track it, and how. We explain how it helps organizations and small business owners evaluate which markets or regions to invest in. We describe the challenge of tracking ESG. We also highlight why ethical sourcing is a critical component of supplier diversity and underscore how taking small steps can substantially impact the world.

“Environmental, Social, and Governance ensure accountability and systems to manage a corporation’s impact on all things, so we can all start thinking about how we show up in the world we live in.” - Cloe Guidry-Reed

This week on Breaking Barriers:

• The Environmental, Social, and Governance framework and its background
• How capital markets use ESG to evaluate organizations and determine future financial performance
• The challenge of tracking ESG
• Ethical sourcing as a critical component of supplier diversity
• Why tracking ESG is important for investors
• Navigating ESG as a small business community

This podcast is brought to you by Hire Ground

Hire Ground is a technology company whose mission is to bridge the wealth gap through access to procurement opportunities. Hire Ground is making the enterprise ecosystem more viable, profitable, and competitive by clearing the path for minority-led, women-led, LGBT-led, and veteran-led small businesses to contribute to the global economy as suppliers to enterprise organizations.

For more information on getting started, please visit us @ hireground.io today!

If you enjoyed this episode, please subscribe and leave a review wherever you get your podcasts.

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Becoming incorporated is a monumental step for many businesses and their owners. Incorporating a company can open many growth opportunities: it can help protect business owners amid uncertain times like recessions and ensure a business’s survivability years down the road. So, how do you turn incorporation—a seemingly gigantic, terrifying thing for small businesses—into a simple, manageable process?

This episode discusses the basics of incorporation and introduces what to expect when considering incorporating your company. We explain how incorporating can give your business survivability and help prepare your successors. We describe how incorporating your organization recession-proofs your personal assets and business. We also explore Cloe’s experience going through the process of incorporation and highlight the importance of exit planning and thinking about where you want your business to be years from today.

“When you’re not incorporated, your personal credit and liability get impacted. You become the business and everything you do on the personal side shows up on the business side, too.” - Adam Moore

This week on Breaking Barriers:

● What happens when companies become incorporated

● Partnerships, shared responsibility and risk, and corporate stocks

● How incorporation helps a business and its owner amid a recession

● Estate planning, business survivability, and how incorporation can help prepare your loved ones

● The first important steps toward getting incorporated

● How creating structure can help small businesses succeed

● The importance of exit planning

● Pros and cons of setting up an incorporation

● Cloe’s experience with incorporation

● Why investors will not invest in LLCs

This podcast is brought to you by Hire Ground

Hire Ground is a technology company whose mission is to bridge the wealth gap through access to procurement opportunities. Hire Ground is making the enterprise ecosystem more viable, profitable, and competitive by clearing the path for minority-led, women-led, LGBT-led, and veteran-led small businesses to contribute to the global economy as suppliers to enterprise organizations.

For more information on getting started, please visit us @ hireground.io today!

If you enjoyed this episode, please subscribe and leave a review wherever you get your podcasts.

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It’s a brand new year, which means it’s the perfect time to sit down and think about our goals and plans for 2023. Sometimes, it can be difficult to look forward. We can get stuck either not knowing what it is exactly we want to achieve or reaching for grandiose goals without a plan. How exactly does one plan and set goals to reach new business heights in 2023?

In this episode, we delve into the process of setting goals, planning and strategizing for a profitable 2023. We discuss how knowing your purpose as an organization can help you build goals around it and empower leaders and teams. We explain the value of transparency and integrity when communicating strategy changes and offer advice on making a pivot. We also highlight how evaluating the previous year can help you set up goals for the new year and underscore how creating opportunities for diverse suppliers can serve your organization.

“Your tactics have to make sense and be a mirror of who you are as a corporation. Whatever strategy you’re setting up needs to be in harmony with who you are as an owner and business.” - Adam Moore

This week on Breaking Barriers:

● Envisioning and understanding where you want to be at the end of 2023

● Considering your capacity to execute in line with your vision and strategy

● Starting with “why” and knowing your purpose as an organization

● The importance of leading by example

● Getting team buy-in and why decisions and strategies shouldn’t be made in a vacuum

● Why solopreneurs should be part of a trade group

● How to adapt a strategy and make a pivot

● Communicating changes in strategies

● Assessing whether you need to make a hard strategy pivot or “adapt-and-overcome.”

● The role of mindset in leadership and the advantage of being a small organization

● Understanding transparency and communicating business strategies to employees and the leadership team

● Volunteering, giving back and serving the people and communities around you

● Creating opportunities and developing the suppliers that you have today

This podcast is brought to you by Hire Ground

Hire Ground is a technology company whose mission is to bridge the wealth gap through access to procurement opportunities. Hire Ground is making the enterprise ecosystem more viable, profitable, and competitive by clearing the path for minority-led, women-led, LGBT-led, and veteran-led small businesses to contribute to the global economy as suppliers to enterprise organizations.

For more information on getting started, please visit us @ hireground.io today!

If you enjoyed this episode, please subscribe and leave a review wherever you get your podcasts.

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Lee Henderson is the Americas EY Private Leader for Ernst & Young, a company he has worked with for the past 27 years. As a private leader and advocate for entrepreneurial access, Lee works with teams across the EY Americas Area to support high-growth entrepreneurs and private middle-market companies. In addition to his role at EY, Lee is a board member of The Big Shoulders Fund and the Robert R. McCormick Foundation. He is also a member of the Forbes Finance Council and The Economic Club of Chicago. He graduated from California State University in Hayward with a Bachelor of Science degree in Accounting.

Lee joins us today to discuss leveraging corporate resources to support minority-owned businesses. He describes his role as the Americas EY Private Leader and as a mediator between large companies and individuals who want to start a business. He discusses EY’s Entrepreneurship Access Network program and how it helps Black, Hispanic, and women founders and entrepreneurs. He also offers advice to minority entrepreneurs and business owners and shares the ways investors and larger companies can turn their social awareness into concrete action.

“To minority entrepreneurs: be bold, have a lot of pride, and do not think of your company as a ‘small’ business. Think about your five-year-plan and your potential to scale.” - Lee Henderson

This week on Breaking Barriers:

● Lee’s background and journey to EY

● His latest role and responsibilities as the Americas EY Private Leader

● Lee’s function as a connector between large companies and individuals who want to start a business

● Different ways to create capital and fund minority-owned businesses

● EY’s top-down approach to Diversity, Equity, & Inclusion

● Lee’s membership in The Big Shoulders Fund, The Economic Club of Chicago, and The Robert R. McCormick Foundation

● Turning awareness into action and Lee’s advice to investors and large companies in supporting minority-owned businesses

Connect with Lee Henderson:

● EY

● EY on LinkedIn

● EY on Facebook

● EY on Twitter

● EY on YouTube

● Lee Henderson on LinkedIn

● Lee Henderson on Twitter

This podcast is brought to you by Hire Ground

Hire Ground is a technology company whose mission is to bridge the wealth gap through access to procurement opportunities. Hire Ground is making the enterprise ecosystem more viable, profitable, and competitive by clearing the path for minority-led, women-led, LGBT-led, and veteran-led small businesses to contribute to the global economy as suppliers to enterprise organizations.

For more information on getting started please visit us @ hireground.io today!

If you enjoyed this episode, please subscribe and leave a review wherever you get your podcasts.

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Mayank Shah is the Founder & CEO of MSDUK, the UK’s leading supplier diversity organization. As an advocate for supplier diversity, MSDUK pushes for minority business inclusion in corporate supply chains. Mayank has championed supplier diversity over the last 20 years and has worked with over 125 international corporations and 1500 ethnic minority companies. They have delivered world-class events and various business development programs to help minority businesses be more competitive in their respective industries.

Mayank joins us today to describe what MSDUK does for supplier diversity on a local and global scale. He shares the differences in how the UK and US define supplier diversity. He explains how an EU company can start a US-based business. He discusses the importance of having the numbers to support your business case on top of having a supplier diversity program. Mayank also reveals the one thing that can make supplier diversity professionals succeed.

"It's good to have supplier diversity, but if you don't measure what you're doing, it's not going to be easy for you to make a strong business case for it." - Mayank Shah

This week on Breaking Barriers:

● The current state of supplier diversity in various countries

● The time Mayank met Magic Johnson

● Mayank's advice to those who want to start a company in the US but are based in the EU

● The importance of measuring your success

● What you need to have a supplier diversity mindset

● What Mayank noticed about companies who have supplier diversity programs

● The challenges involved in the certification process

● The difference in how the US and the UK handle supplier diversity

● The key to succeeding as a supplier diversity professional

Resources Mentioned:

● GSDA

Connect with Mayank Shah:

● MSDUK

● Mayank Shah on LinkedIn

This podcast is brought to you by Hire Ground

Hire Ground is a technology company whose mission is to bridge the wealth gap through access to procurement opportunities. Hire Ground is making the enterprise ecosystem more viable, profitable, and competitive by clearing the path for minority-led, women-led, LGBT-led, and veteran-led small businesses to contribute to the global economy as suppliers to enterprise organizations.

For more information on getting started please visit us @ hireground.io today!

If you enjoyed this episode, please subscribe and leave a review wherever you get your podcasts.

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Mishaune Sawyer is the Senior Diversity, Equity, and Inclusion Manager at JE Dunn Construction, a family and employee-owned commercial building contractor founded in 1924. She has over 20 years of professional experience and is an expert in the diversity, equity, and inclusion space.

Theresa Schroeder is the Vice President and Regional Community and Citizenship Director at Turner Construction Company, an international construction services company that’s proud to be a leader in diverse markets. She drives the community outreach at Turner Construction and is a seasoned professional in supplier diversity, diversity, and inclusion.

Mishaune and Theresa join us today to describe how their companies navigate the DE&I space and how they established a culture of diversity in their organizations. They share their professional experiences in heading supplier diversity programs. They explain that diversity isn’t just about minorities but everyones’ opinions being heard. They share how not everyone has the intent to offend and how we can use those moments as a learning opportunity. Mishaune and Theresa also describe the questions we should be asking to move forward.

"If DE&I is working like it's supposed to, it's interwoven in everything we do." - Mishaune Sawyer

This week on Breaking Barriers:

● Mishaune's and Theresa's professional background and their DE&I programs

● Their experience in supplier diversity and how they apply it in their organizations

● How a law degree helps in maneuvering the DE&I space

● Ensuring representation in everyday ads

● Identifying and addressing problems instead of excusing them

● Creating a culture of accountability starting from the interview

● Why diversity is not just about minorities

● Understanding that some people don't mean to be offensive

● Addressing the remaining barriers we need to remove for diversity

● The questions we should be asking to assert supplier diversity from a cultural standpoint

Connect with Mishaune Sawyer:

● JE Dunn Construction

● Mishaune Sawyer on LinkedIn

Connect with Theresa Schroeder:

● Turner Construction Company

● Therese Schroeder on LinkedIn

This podcast is brought to you by Hire Ground

Hire Ground is a technology company whose mission is to bridge the wealth gap through access to procurement opportunities. Hire Ground is making the enterprise ecosystem more viable, profitable, and competitive by clearing the path for minority-led, women-led, LGBT-led, and veteran-led small businesses to contribute to the global economy as suppliers to enterprise organizations.

For more information on getting started please visit us @ hireground.io today!

If you enjoyed this episode, please subscribe and leave a review wherever you get your podcasts.

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Darryl Lesure is the Senior Principal Lead at Chick-Fil-A Corporate, a family-owned and privately held restaurant chain with over 2,500 restaurants across 47 states and Canada. Chick-Fil-A is known for its customer service, being named in Newsweek’s 2019 America’s Best Customer Service report. Darryl’s responsibilities as Senior Principal include providing supply chain leadership in innovation, apparel, and supplier diversity. Darryl has been with Chick-Fil-A for over 22 years.

Darryl joins us today to discuss Chick-Fil-A’s supplier diversity program and its criteria when looking for potential partners. He shares how their operations ran before the pandemic and the company's groundwork for its various DE&I programs. He describes how they remain consistent regarding quality customer service. Darryl also explains what leaders should do to improve supplier diversity and employee engagement.

"If you can't find a real opportunity, then just wait." - Darryl Lesure

This week on Breaking Barriers:

● Chick-Fil-A at its core: its history and values

● Why private corporations aren't required to have a supplier diversity program

● Why Chick-Fil-A took it upon itself to focus on supplier diversity

● What were their operations like before the Covid-19 pandemic

● What "spill kit," is and what do they use it for

● How the company laid the groundwork for supplier diversity

● How the events of the last two years solidified their need for a DE&I program

● How they continue to deliver top-notch customer experience while working on supplier diversity

● Their criteria for choosing minority suppliers

● Darryl's advice to those who want to start a supplier diversity program

● What Darryl says leaders should do to get people behind their programs

Resources Mentioned:

● Assertive Industries

● Communique´ USA

Connect with Darryl Lesure:

● Chick-Fil-A

● Chick-Fil-A on LinkedIn

● Darryl Lesure on LinkedIn

This podcast is brought to you by Hire Ground

Hire Ground is a technology company whose mission is to bridge the wealth gap through access to procurement opportunities. Hire Ground is making the enterprise ecosystem more viable, profitable, and competitive by clearing the path for minority-led, women-led, LGBT-led, and veteran-led small businesses to contribute to the global economy as suppliers to enterprise organizations.

For more information on getting started please visit us @ hireground.io today!

If you enjoyed this episode, please subscribe and leave a review wherever you get your podcasts.

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Gary Sutton is the US Firm Business Diversity Leader at Deloitte Consulting. Gary has over 18 years of sourcing and procurement experience, during which he has served more than 40 commercial and public sector clients. In addition to Deloitte, Gary has worked with the Boston Consulting Group and The Hackett Group. He completed his Bachelor’s degree in Economics at Howard University and his Master of Business Administration degree at the Fuqua School of Business at Duke University.

Gary joins us today to discuss how Deloitte strategizes to procure diverse suppliers systematically. He shares what motivated him to become the Business Development Leader of Deloitte after 13 years of serving as a supply chain consultant. He describes how Deloitte is pursuing its mission to create sustainable wealth for communities of color and women. Gary also explains the role of intent in shaping the future and highlights the business case for supplier diversity in the professional services industry.

“Business diversity is about including diverse suppliers across the entire spectrum of what we spend money on and the segments of the economy that are growing the fastest.” - Gary Sutton

This week on Breaking Barriers:

● How Deloitte is making supplier diversity proactive

● The Deloitte strategy to systematically procure diverse suppliers

● Valuing strategic relationships between diverse and non-diverse firms

● The power of targeting start-ups in supplier diversity efforts

● Building better incubator programs and helping diverse suppliers’ capacity

● Making the case for supplier diversity in the professional services and consultancy industry

Connect with Gary Sutton:

● Deloitte Consulting

● Deloitte Consulting on LinkedIn

● Deloitte on Facebook

● Deloitte on Instagram

● Deloitte on Twitter

● Deloitte on YouTube

● Deloitte on Glassdoor

● Gary Sutton on LinkedIn

This podcast is brought to you by Hire Ground

Hire Ground is a technology company whose mission is to bridge the wealth gap through access to procurement opportunities. Hire Ground is making the enterprise ecosystem more viable, profitable, and competitive by clearing the path for minority-led, women-led, LGBT-led, and veteran-led small businesses to contribute to the global economy as suppliers to enterprise organizations.

For more information on getting started please visit us @ hireground.io today!

If you enjoyed this episode, please subscribe and leave a review wherever you get your podcasts.

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Michael Russell is the CEO of HJ Russell & Company, a family-run construction service business founded in 1952. It is one of the country’s most prominent African-American-run businesses specializing in real estate development, program management, construction, and property management. HJ Russell & Company have completed over 500 projects and managed over 20 properties. As CEO, Michael is in charge of strategic planning and connecting with other minority-led businesses.

Michael joins us to discuss what it is like to be the CEO of a family-run business with over 60 years of history. He shares how he plans on honoring the legacy his grandfather and father made while also moving the company forward. He explains why family and business typically don’t mix well. He describes how their company supports minority-led companies. Michael also shares his thoughts on the future of supplier diversity in business.

"You have to honor the past, but also position the business for the future." - Michael Russell

This week on Breaking Barriers:

● The mission of HJ Russell & Company

● The importance of legacies to companies as they grow

● How reputation and historical impact can make business come your way

● How Michael honors the legacy of his father and grandfather's contribution to the company

● What Michael is doing to move the company forward while honoring the past

● Michael's experience as the CEO of a family-run business

● Why family and business do not typically mix well together

● The guidelines and expectations for next-generation owners

● Michael's interaction with supplier diversity and how it affects the construction side of business

● How big is big enough to start thinking about supplier diversity

● Michael's thoughts on supplier diversity as a minority-run business owner

Connect With Michael Russell:

● HJ Russell & Company

● Michael Russell on LinkedIn

This podcast is brought to you by Hire Ground

Hire Ground is a technology company whose mission is to bridge the wealth gap through access to procurement opportunities. Hire Ground is making the enterprise ecosystem more viable, profitable, and competitive by clearing the path for minority-led, women-led, LGBT-led, and veteran-led small businesses to contribute to the global economy as suppliers to enterprise organizations.

For more information on getting started please visit us @ hireground.io today!

If you enjoyed this episode, please subscribe and leave a review wherever you get your podcasts.

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Reena Bhatia is an advisor, founder, and Chief Proposal Architect of ProposalHelper, one of the first companies to offer fixed-price proposal support services. Reena founded ProposalHelper with the intent of helping small businesses—especially minority-owned businesses—have their proposals be on the same playing field as bigger competitors.

Charles James is ProposalHelper’s Business Solution Manager, and his role is to help clients win more opportunities and maintain a competitive edge. Before working with ProposalHelper, Charles was the Assistant Vice President of the finance group, SouthStar Capital.

Reena and Charles join us today to describe how ProposalHelper assists small businesses. They explain the challenges of being a small fish in a big pond, especially when everyone is vying for the same resources. They discuss why they have a much higher win ratio than their competitors. Reena and Charles also share how small businesses can all work together to ensure each one gets their fair share of large contracts.

“It’s shocking how many small businesses lose out because they don’t follow through with that proposal.” - Reena Bhatia

This week on Breaking Barriers:

● What ProposalHelper is and how it came to be

● How Charles connected with ProposalHelper

● ProposalHelper’s projects and how they plan to dominate the industry

● The struggles of expanding as a small business

● Untangling the government bureaucracy for small businesses

● Why their win rate is higher than their competitors

● The last thing a small business needs

● The best time to hire ProposalHelper for your business

● Certifications and how they boost your proposals

● How small businesses can improve the ecosystem altogether

Connect with Reena Bhatia:

● ProposalHelper

● Reena Bhatia on LinkedIn

Connect with Charles James:

● Charles James on LinkedIn

● BidExecs

● Email: charles@proposalhelper.com

This podcast is brought to you by Hire Ground

Hire Ground is a technology company whose mission is to bridge the wealth gap through access to procurement opportunities. Hire Ground is making the enterprise ecosystem more viable, profitable, and competitive by clearing the path for minority-led, women-led, LGBT-led, and veteran-led small businesses to contribute to the global economy as suppliers to enterprise organizations.

For more information on getting started please visit us @ hireground.io today!

If you enjoyed this episode, please subscribe and leave a review wherever you get your podcasts.

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Victor Brown is a partner at Birmingham Business Alliance, a non-profit organization that helps businesses start and succeed in Birmingham. As a partner, Victor addresses the needs of clients and executives in various industries by supporting job creation and providing customized solutions. He also provides expert consulting services to guide businesses in pursuing more excellent opportunities and boosting their pipeline.

Victor joins us today to discuss Birmingham Business Alliance's services for new businesses and how they manage their supplier diversity and inclusion program. He describes his role and responsibilities as a partner and how he came to join the organization. He explains how Corporate America has evolved in the last 50 years to become more inclusive than ever. Victor also reviews business trends and reveals what Boomers and Millennials can agree on.

“In the chamber of commerce world, all good ideas need to be stolen.” - Victor Brown

This week on Breaking Barriers:

● The mission of the Birmingham Business Alliance

● Victor’s role in the alliance

● How Corporate America has changed since the 50s

● The business trend Millennials and Gen Z prefer

● What their inclusive procurement program is about

● Various executive opportunities for minorities

● The source of friction between Millennials and Baby Boomers

● What it takes to grow a multi-million dollar company

Connect with Victor Brown:

● Birmingham Business Alliance

● Victor Brown on LinkedIn

This podcast is brought to you by Hire Ground

Hire Ground is a technology company whose mission is to bridge the wealth gap through access to procurement opportunities. Hire Ground is making the enterprise ecosystem more viable, profitable, and competitive by clearing the path for minority-led, women-led, LGBT-led, and veteran-led small businesses to contribute to the global economy as suppliers to enterprise organizations.

For more information on getting started please visit us @ hireground.io today!

If you enjoyed this episode, please subscribe and leave a review wherever you get your podcasts.

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Be sure to share your favorite episodes on social media and join us on Facebook, Twitter, and LinkedIn.

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Leonard “Len” Greenhalgh is a Professor of Management at the Tuck School of Business at Dartmouth. He has taught at Tuck since 1978 and has been a champion for minority business advocacy for longer. He holds a Master of Business Administration degree from the University of Rhode Island and a Ph.D. from Cornell University. He is also the author of Minority Business Success: Refocusing on The American Dream, which delves into the contribution of minority-led businesses and how they will eventually become the majority of our workforce. Len’s interests include supply chain management, changing workforce demographics, and strategic alliances.

Len joins us today to talk about his passion for upholding minority business advocacy. He explains how racial discrimination differs in the UK and the US. He shares his opinions regarding labor laws. He discusses why purchasing agents have difficulty choosing minority-led businesses over what’s tried and tested. Len also describes examples of labor inequality and how Native Americans run businesses.

“The present is not the reflection of the past and not a prediction of the future.” - Len Greenhalgh

This week on Breaking Barriers:

● Len’s achievements in minority business advocacy

● Why Len is passionate about helping minorities get opportunities

● Len’s upbringing and the culture shock he experienced when he went to the US

● Len’s thoughts on political decisions that don’t seem to help those who need it

● The work of a purchasing agent and the risks associated with choosing a minority-led business

● Addressing the talent gap to replace older workers

● Examples of industry inequalities and how we can address them

● Why Native Americans aren’t minorities and how they run their businesses

● Thinking forward and adjusting based on future trends from a purchasing perspective

● Why we’ve lost our way regarding the American Dream

Connect with Leonard Greenhalgh:

● Tuck School of Business

● Minority Business Success: Refocusing on The American Dream

This podcast is brought to you by Hire Ground

Hire Ground is a technology company whose mission is to bridge the wealth gap through access to procurement opportunities. Hire Ground is making the enterprise ecosystem more viable, profitable, and competitive by clearing the path for minority-led, women-led, LGBT-led, and veteran-led small businesses to contribute to the global economy as suppliers to enterprise organizations.

For more information on getting started please visit us @ hireground.io today!

If you enjoyed this episode, please subscribe and leave a review wherever you get your podcasts.

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Kenneth Kelly is the Chairman and CEO of First Independence Bank, the 7th largest African-American-owned bank in the United States. Founded in 1970, the bank has served the Detroit-Metropolitan area and remains the only African American-owned bank headquartered in the State of Michigan. Kenneth is also behind the book, Prepared Before I Let Go, which outlines preserving professions through proper planning. He also developed My Legacy Items, a service that allows people to prepare their last will and testament easily.

Kenneth Kelly joins us today to describe the importance of leaving a legacy with sustainability in mind. He shares how First Independence Bank started, its mission, and how they contribute to its community as an African-American-owned bank. He explains how companies can be ESG-focused. He discusses why being intentional with the terms we use matters from a community perspective. Kenneth also reveals why money is the oxygen for any business idea.

“Do your work in such a way that there are others willing to speak up on your behalf.” - Kenneth Kelly

This week on Breaking Barriers:

● The importance of having a black-owned bank in any community

● What Kenneth’s book is about and its startling findings

● Why all of us should be ESG-oriented

● The questions large and small companies should be asking to focus on ESG

● Supplier diversity, lending, and banking

● Kenneth’s institutional initiatives around supplier equity and inclusion

● Being intentional with how we use our terms and language for inclusion

Connect with Kenneth Kelly:

● First Independence Bank

● Prepared Before I Let Go

● My Legacy Items

● Kenneth Kelly on LinkedIn

This podcast is brought to you by Hire Ground

Hire Ground is a technology company whose mission is to bridge the wealth gap through access to procurement opportunities. Hire Ground is making the enterprise ecosystem more viable, profitable, and competitive by clearing the path for minority-led, women-led, LGBT-led, and veteran-led small businesses to contribute to the global economy as suppliers to enterprise organizations.

For more information on getting started, please visit us @ hireground.io today!

If you enjoyed this episode, please subscribe and leave a review wherever you get your podcasts.

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Bruce Katz is the Founder of New Localism Associates, a firm that helps cities finance, deliver, and design innovative initiatives that focus on sustainable growth and inclusion. He received the Heinz Award in Public Policy for his contributions to city planning and influences on the community’s economy and livability. He authored the book The New Localism, which provides a roadmap for change that begins in the local communities. Bruce is also the Director of the Nowak Metro Finance Lab at Drexel University.

Bruce joins us today to describe how the pandemic adversely impacted minority-led businesses. He shares why the “New Normal” doesn’t exist despite the buzzword’s popularity. He offers his take on the future of diversity and what the workforce will look like. He discusses how every business grows through routines. Bruce also reveals why the US doesn’t have a capital problem and what needs to happen for him to say the country is making progress.

“Don’t waste the crisis—crisis begets innovation.” - Bruce Katz

This week on Breaking Barriers:

● Bruce Katz and his work on inclusion

● The destructive effect the pandemic had on Black and Latino businesses

● Why there is no “New Normal,” according to Bruce

● Bruce’s observations on the workforce and the future of diversity

● The difference between contract-driven and collateral-driven financing

● Why routines are necessary for growing businesses

● Why we don’t have a capital problem in the US

● What would need to happen for Bruce to say we’re making progress

Connect with Bruce Katz:

● The New Localism

● Drexel University

● Book: The New Localism: How Cities Can Thrive in the Age of Populism

● Bruce Katz on LinkedIn

This podcast is brought to you by Hire Ground

Hire Ground is a technology company whose mission is to bridge the wealth gap through access to procurement opportunities. Hire Ground is making the enterprise ecosystem more viable, profitable, and competitive by clearing the path for minority-led, women-led, LGBT-led, and veteran-led small businesses to contribute to the global economy as suppliers to enterprise organizations.

For more information on getting started, please visit us @ hireground.io today!

If you enjoyed this episode, please subscribe and leave a review wherever you get your podcasts.

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Marcelo Bernal is the Head of Business Development at Briteris, a software development company that provides clients in the payments and FinTech sectors with IT services and solutions. Their services range from solution architectures and UX & UI design to Test Automation, DevOps, and API and Microservices. Marcelo has over a decade of experience in leadership roles for various companies in the financial industry, including Goldman Sachs, HSBC, and Citibank. Because of his experience, he specializes in corporate finance, investment banking, capital markets, and financial modeling.

Marcelo joins us today to describe Briteris, its services, and what they learned from the pandemic. He shares how he and his team penetrated the US market and the cultural differences between the US and Brazil in the workplace. He explains why they hold annual events, including “hackathons.” He discusses the company’s diversity and how they help women in the technology industry. Marcelo also details what he wants future entrepreneurs to know and how they can be successful leaders.

"If you believe in what you're doing, you gotta be persistent." - Marcelo Bernal

This week on Breaking Barriers:

● The differences Marcelo is trying to bridge between Brazil and US cultures

● The benefit Covid brought to some in the workforce

● The clients their team works with

● Bringing value to the client's table

● The purpose of running multiple "hackathons" a year

● Addressing the lack of women in technology

● The percentage of employees that aren't white

● Marcelo's advice on how smaller international companies can break into the US market

● Their business growth in the last few years

● Creating an environment where people are excited to work every day

● Marcelo's advice to those who want to become entrepreneurs

Connect with Marcelo Bernal:

● Briteris

● Marcelo Bernal on LinkedIn

Connect with Matt Colaciello:

● Matt Colaciello on LinkedIn

This podcast is brought to you by Hire Ground

Hire Ground is a technology company whose mission is to bridge the wealth gap through access to procurement opportunities. Hire Ground is making the enterprise ecosystem more viable, profitable, and competitive by clearing the path for minority-led, women-led, LGBT-led, and veteran-led small businesses to contribute to the global economy as suppliers to enterprise organizations.

For more information on getting started, please visit us @ hireground.io today!

If you enjoyed this episode, please subscribe and leave a review wherever you get your podcasts.

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Be sure to share your favorite episodes on social media and join us on Facebook, Twitter, and LinkedIn.

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Paul Singer is an investigations editor at GBH News, a news agency that delivers local and national news for those in the Boston area and beyond. His passion for investigative journalism started in his childhood, having started his own newspaper when he was just ten years old. He had over 30 years of experience covering politics and government before deciding to move to Boston and put all his energy into local investigative news. One of Paul’s biggest projects involved uncovering the racial disparities in the awarding of government contracts in the state of Massachusetts in their Color of Public Money series.

Paul joins us today to discuss how he found his passion for investigative journalism and the professional experiences that led him to where he is today. He defines structural racism from the viewpoint of contract awarding. He shares his major findings, including the gradual decline of contracts awarded to minority-led businesses. He discusses George Floyd and how his death affected various industries. Paul also describes why racism is always the answer to every excuse.

"Racism is the underlying reason behind every other reason these companies give me. The answer to every excuse goes back to racism." - Paul Singer

This week on Breaking Barriers:

● Paul’s professional experience and passion for investigative reporting

● Understanding structural racism based on lack of inclusion

● Why Paul suggests putting terms and conditions on your websites

● Some of the findings Paul found in investigating public contracts

● What George Floyd’s murder did to minority-owned businesses

● What structural racism means for minority-owned businesses

● Catching companies that practice shady minority spend declarations

● The root of minority-owned businesses struggling with getting government contracts

Resources Mentioned:

● Utilizing Tail Spend To Meet Your Supplier Inclusion Goals

● Innovation + Supplier Inclusion/ Finding New Ways to Solve Old Problems

Connect with Paul Singer:

● GBH News

● The Color Of Public Money

● Paul Singer on LinkedIn

● Paul Singer on Twitter

This podcast is brought to you by Hire Ground

Hire Ground is a technology company whose mission is to bridge the wealth gap through access to procurement opportunities. Hire Ground is making the enterprise ecosystem more viable, profitable, and competitive by clearing the path for minority-led, women-led, LGBT-led, and veteran-led small businesses to contribute to the global economy as suppliers to enterprise organizations.

For more information on getting started, please visit us @ hireground.io today!

If you enjoyed this episode, please subscribe and leave a review wherever you get your podcasts.

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Be sure to share your favorite episodes on social media and join us on Facebook, Twitter, and LinkedIn.

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Environmental, Social, and Governance or ESG is a set of criteria used to determine if a company has sustainable business practices and actively cultivates a culture around sustainability. The ESG certificate allows investors to know if the company they’re putting money into is also considering Mother Nature in every project or business-related decision they make. Making sure each ESG company is graded according to standards is critical because some companies are only ESG on paper.

In this episode, we share our thoughts on ESG and why it’s essential to have a standardized reporting system that objectively evaluates a company’s ESG rating. We discuss what ESG and supplier diversity have in common. We explain how some companies are only ESG because they have an ESG program and not because they have sustainable practices. We also describe why California is always a step ahead in ESG, and the opportunities companies and investors have by becoming ESG-certified.

"We should be looking at our planet, our children, and appreciating assets for our future by investing in it." - Cloe Guidry-Reed

This week on Breaking Barriers:

● The importance of standardization in reporting

● How supplier diversity relates to ESG

● How some "green" companies are only green because they have an ESG program

● The dangers of overstating ESG complacence

● Why California is a leader in the ESG revolution

● What it means to have standards in investing in ESG companies

● Taking advantage of the opportunities ESG programs present

This podcast is brought to you by Hire Ground

Hire Ground is a technology company whose mission is to bridge the wealth gap through access to procurement opportunities. Hire Ground is making the enterprise ecosystem more viable, profitable, and competitive by clearing the path for minority-led, women-led, LGBT-led, and veteran-led small businesses to contribute to the global economy as suppliers to enterprise organizations.

For more information on getting started, please visit us @ hireground.io today!

If you enjoyed this episode, please subscribe and leave a review wherever you get your podcasts.

Apple Podcasts | TuneIn | GooglePlay | Stitcher | Spotify

Be sure to share your favorite episodes on social media and join us on Facebook, Twitter, and LinkedIn.

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Environmental, Social, and Governance or ESG is a set of criteria used to determine if a company has sustainable business practices and actively cultivates a culture around sustainability. The ESG certificate allows investors to know if the company they’re putting money into is also considering Mother Nature in every project or business-related decision they make. Making sure each ESG company is graded according to standards is critical because some companies are only ESG on paper.

In this episode, we share our thoughts on ESG and why it’s essential to have a standardized reporting system that objectively evaluates a company’s ESG rating. We discuss what ESG and supplier diversity have in common. We explain how some companies are only ESG because they have an ESG program and not because they have sustainable practices. We also describe why California is always a step ahead in ESG, and the opportunities companies and investors have by becoming ESG-certified.

"We should be looking at our planet, our children, and appreciating assets for our future by investing in it." - Cloe Guidry-Reed

This week on Breaking Barriers:

● The importance of standardization in reporting

● How supplier diversity relates to ESG

● How some "green" companies are only green because they have an ESG program

● The dangers of overstating ESG complacence

● Why California is a leader in the ESG revolution

● What it means to have standards in investing in ESG companies

● Taking advantage of the opportunities ESG programs present

This podcast is brought to you by Hire Ground

Hire Ground is a technology company whose mission is to bridge the wealth gap through access to procurement opportunities. Hire Ground is making the enterprise ecosystem more viable, profitable, and competitive by clearing the path for minority-led, women-led, LGBT-led, and veteran-led small businesses to contribute to the global economy as suppliers to enterprise organizations.

For more information on getting started, please visit us @ hireground.io today!

If you enjoyed this episode, please subscribe and leave a review wherever you get your podcasts.

Apple Podcasts | TuneIn | GooglePlay | Stitcher | Spotify

Be sure to share your favorite episodes on social media and join us on Facebook, Twitter, and LinkedIn.

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The past 100 episodes flew by, and it feels surreal that we achieved this milestone. We’ve had wonderful guests who gave us unique insights into supplier diversity, equity, and what it means to have a culture that promotes intentionality. We have learned so much from each episode and wouldn’t have done it without you—our dear listeners.

In this episode, we share our thoughts on the past 100 episodes and what we learned from our guests. We discuss how the podcast started, the episodes you likely wouldn’t hear, the mistakes we made and learned from, and the show’s overall goal of promoting supplier diversity. We explain the common themes to all of our guests and our main takeaways as hosts. We describe what’s in store for the future of the show and the possibility of a live event. We also reveal our favorite episodes and what made them more memorable than the rest.

"I want what we're doing to leave a legacy for our industry." - Cloe Guidry-Reed

This week on Breaking Barriers:

● How the podcast started

● Growth stats and the number of listeners we've had since we started

● Our favorite guests and topics

● What our show allows us to do for clients and suppliers

● What our guests have taught us beyond supplier diversity

● The one thing we both learned from hosting

● The common themes behind every topic

● Our advice to those who want to start their own podcast

● The direction the show will take

● Our plans for a future live event

Resources Mentioned:

● Episode 5: More Than Words

● Episode 11: Growing with Mentorships and Advocacy with Sofia Bork

● Episode 17: Driven the Thrive With Veronica Maldonado-Torres

● Episode 43: Aligning Supplier Diversity to Organizational Strategy with Kris Oswold from UPS

● Episode 45: Honoring the Past while Building for the Future; A Family’s Legacy with Michael Russell

● Episode 47: Leading with Intentionality with Mark Wilson, CEO of Chime Solutions

● Episode 62: Shifting Our Focus from Metrics to Supplier Development with Nedra Dickson of Accenture

● Episode 63: The Importance of Economic Inclusion with Johnny Howze, III at Southern Company

● Episode 75: Leveraging Supplier Diversity to Support the Community with Darryl Lesure of Chick-Fil-A

This podcast is brought to you by Hire Ground

Hire Ground is a technology company whose mission is to bridge the wealth gap through access to procurement opportunities. Hire Ground is making the enterprise ecosystem more viable, profitable, and competitive by clearing the path for minority-led, women-led, LGBT-led, and veteran-led small businesses to contribute to the global economy as suppliers to enterprise organizations.

For more information on getting started please visit us @ hireground.io today!

If you enjoyed this episode, please subscribe and leave a review wherever you get your podcasts.

Apple Podcasts | TuneIn | GooglePlay | Stitcher | Spotify

Be sure to share your favorite episodes on social media and join us on Facebook, Twitter, and LinkedIn.

View Details

The past 100 episodes flew by, and it feels surreal that we achieved this milestone. We’ve had wonderful guests who gave us unique insights into supplier diversity, equity, and what it means to have a culture that promotes intentionality. We have learned so much from each episode and wouldn’t have done it without you—our dear listeners.

In this episode, we share our thoughts on the past 100 episodes and what we learned from our guests. We discuss how the podcast started, the episodes you likely wouldn’t hear, the mistakes we made and learned from, and the show’s overall goal of promoting supplier diversity. We explain the common themes to all of our guests and our main takeaways as hosts. We describe what’s in store for the future of the show and the possibility of a live event. We also reveal our favorite episodes and what made them more memorable than the rest.

"I want what we're doing to leave a legacy for our industry." - Cloe Guidry-Reed

This week on Breaking Barriers:

● How the podcast started

● Growth stats and the number of listeners we've had since we started

● Our favorite guests and topics

● What our show allows us to do for clients and suppliers

● What our guests have taught us beyond supplier diversity

● The one thing we both learned from hosting

● The common themes behind every topic

● Our advice to those who want to start their own podcast

● The direction the show will take

● Our plans for a future live event

Resources Mentioned:

● Episode 5: More Than Words

● Episode 11: Growing with Mentorships and Advocacy with Sofia Bork

● Episode 17: Driven the Thrive With Veronica Maldonado-Torres

● Episode 43: Aligning Supplier Diversity to Organizational Strategy with Kris Oswold from UPS

● Episode 45: Honoring the Past while Building for the Future; A Family’s Legacy with Michael Russell

● Episode 47: Leading with Intentionality with Mark Wilson, CEO of Chime Solutions

● Episode 62: Shifting Our Focus from Metrics to Supplier Development with Nedra Dickson of Accenture

● Episode 63: The Importance of Economic Inclusion with Johnny Howze, III at Southern Company

● Episode 75: Leveraging Supplier Diversity to Support the Community with Darryl Lesure of Chick-Fil-A

This podcast is brought to you by Hire Ground

Hire Ground is a technology company whose mission is to bridge the wealth gap through access to procurement opportunities. Hire Ground is making the enterprise ecosystem more viable, profitable, and competitive by clearing the path for minority-led, women-led, LGBT-led, and veteran-led small businesses to contribute to the global economy as suppliers to enterprise organizations.

For more information on getting started please visit us @ hireground.io today!

If you enjoyed this episode, please subscribe and leave a review wherever you get your podcasts.

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Be sure to share your favorite episodes on social media and join us on Facebook, Twitter, and LinkedIn.

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Michael Baptise and Margaret Beckley are part of Metro Atlanta Chamber, a 159-year-old organization that serves as a catalyst and represents the 29-county region’s businesses, schools, and nonprofits. Michael is the Vice President of Diversity, Equity, and Inclusion and has over 15 years of experience in talent management and human resources. Margaret is Metro Atlanta Chamber’s Program Manager for Economic Development. She is also the Manager at Atlanta Esports Alliance.

Michael and Margaret join us to discuss how Metro Atlanta Chambers works with their esports community to hold events and promote social equity. They discuss Atlanta’s history with diversity and equity and share supplier diversity projects that will attract major events. They explain how they can help diverse business owners get on equal footing in a white-male-dominated market. They also explain how they can address the inequality in the startup space.

"The goal is to make sure we have fair legislation and policies in place to make sure everyone has an equal playing field with regards to how we do business here.” - Michael Baptiste

This week on Breaking Barriers:

● Michael's and Margaret's roles within Metro Atlanta Chambers

● Upholding equity in gaming and the metaverse

● Focusing on the esports ecosystem as an industry

● The rich history of Atlanta regarding diversity and equity

● The events Metro Atlanta Chambers is working to attract

● Helping suppliers and business owners find their footing in their respective industries

● What it means to create integration and racial equity

● Making sure that entrepreneurial energy is equitable and across the board

● Addressing the inequality in the startup entrepreneurial space

Connect with Michael Baptiste:

● ATL Action for Racial Equity

● Metro Atlanta Chamber on LinkedIn

● Michael Baptiste on LinkedIn

Connect with Margaret Beckley:

● Metro Atlanta Chamber

● Margaret Beckley on LinkedIn

This podcast is brought to you by Hire Ground

Hire Ground is a technology company whose mission is to bridge the wealth gap through access to procurement opportunities. Hire Ground is making the enterprise ecosystem more viable, profitable, and competitive by clearing the path for minority-led, women-led, LGBT-led, and veteran-led small businesses to contribute to the global economy as suppliers to enterprise organizations.

For more information on getting started please visit us @ hireground.io today!

If you enjoyed this episode, please subscribe and leave a review wherever you get your podcasts.

Apple Podcasts | TuneIn | GooglePlay | Stitcher | Spotify

Be sure to share your favorite episodes on social media and join us on Facebook, Twitter, and LinkedIn.

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Michael Baptise and Margaret Beckley are part of Metro Atlanta Chamber, a 159-year-old organization that serves as a catalyst and represents the 29-county region’s businesses, schools, and nonprofits. Michael is the Vice President of Diversity, Equity, and Inclusion and has over 15 years of experience in talent management and human resources. Margaret is Metro Atlanta Chamber’s Program Manager for Economic Development. She is also the Manager at Atlanta Esports Alliance.

Michael and Margaret join us to discuss how Metro Atlanta Chambers works with their esports community to hold events and promote social equity. They discuss Atlanta’s history with diversity and equity and share supplier diversity projects that will attract major events. They explain how they can help diverse business owners get on equal footing in a white-male-dominated market. They also explain how they can address the inequality in the startup space.

"The goal is to make sure we have fair legislation and policies in place to make sure everyone has an equal playing field with regards to how we do business here.” - Michael Baptiste

This week on Breaking Barriers:

● Michael's and Margaret's roles within Metro Atlanta Chambers

● Upholding equity in gaming and the metaverse

● Focusing on the esports ecosystem as an industry

● The rich history of Atlanta regarding diversity and equity

● The events Metro Atlanta Chambers is working to attract

● Helping suppliers and business owners find their footing in their respective industries

● What it means to create integration and racial equity

● Making sure that entrepreneurial energy is equitable and across the board

● Addressing the inequality in the startup entrepreneurial space

Connect with Michael Baptiste:

● ATL Action for Racial Equity

● Metro Atlanta Chamber on LinkedIn

● Michael Baptiste on LinkedIn

Connect with Margaret Beckley:

● Metro Atlanta Chamber

● Margaret Beckley on LinkedIn

This podcast is brought to you by Hire Ground

Hire Ground is a technology company whose mission is to bridge the wealth gap through access to procurement opportunities. Hire Ground is making the enterprise ecosystem more viable, profitable, and competitive by clearing the path for minority-led, women-led, LGBT-led, and veteran-led small businesses to contribute to the global economy as suppliers to enterprise organizations.

For more information on getting started please visit us @ hireground.io today!

If you enjoyed this episode, please subscribe and leave a review wherever you get your podcasts.

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Be sure to share your favorite episodes on social media and join us on Facebook, Twitter, and LinkedIn.

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David Vaughn is the Director of Supplier Diversity & Inclusion at Assurant, an insurance and business services company. They have products that support and protect major consumer purchases, including phones, vehicles, and appliances. David’s responsibilities at Assurant include sourcing suppliers/vendors, staff management and development, and financial and operation processes management. He holds a degree in Accounting from Georgia State University - J. Mack Robinson College of Business as well as a degree in Finance from the University of Georgia - Terry College of Business.

David joins us to describe how Assurant handles its supplier diversity program. He explains the importance of having a supplier diversity program for companies wanting to expand and shares his advice to those who want to get started or optimize their supplier diversity programs. Davis also discusses what companies should focus on to ensure their supplier diversity program meets their bottom line and annual targets and shares his perspective on the current state of supplier diversity.

“The largest piece to have in a healthy supply chain is to have processes that encourage constant evolution and challenging of the status quo.” - David Vaughn

This week on Breaking Barriers:

● What Assurant is and the services they offer clients in insurance

● What supplier diversity means for their company

● David’s career path and his experience as a financial auditor

● How David found a career in supplier diversity

● What David believes supplier diversity professionals should know to help a business

● What a mature supplier diversity program should focus on

● The state of supplier diversity right now and where it’s going

Connect with David Vaughn:

● Assurant

● David Vaughn on LinkedIn

This podcast is brought to you by Hire Ground

Hire Ground is a technology company whose mission is to bridge the wealth gap through access to procurement opportunities. Hire Ground is making the enterprise ecosystem more viable, profitable, and competitive by clearing the path for minority-led, women-led, LGBT-led, and veteran-led small businesses to contribute to the global economy as suppliers to enterprise organizations.

For more information on getting started please visit us @ hireground.io today!

If you enjoyed this episode, please subscribe and leave a review wherever you get your podcasts.

Apple Podcasts | TuneIn | GooglePlay | Stitcher | Spotify

Be sure to share your favorite episodes on social media and join us on Facebook, Twitter, and LinkedIn.

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David Vaughn is the Director of Supplier Diversity & Inclusion at Assurant, an insurance and business services company. They have products that support and protect major consumer purchases, including phones, vehicles, and appliances. David’s responsibilities at Assurant include sourcing suppliers/vendors, staff management and development, and financial and operation processes management. He holds a degree in Accounting from Georgia State University - J. Mack Robinson College of Business as well as a degree in Finance from the University of Georgia - Terry College of Business.

David joins us to describe how Assurant handles its supplier diversity program. He explains the importance of having a supplier diversity program for companies wanting to expand and shares his advice to those who want to get started or optimize their supplier diversity programs. Davis also discusses what companies should focus on to ensure their supplier diversity program meets their bottom line and annual targets and shares his perspective on the current state of supplier diversity.

“The largest piece to have in a healthy supply chain is to have processes that encourage constant evolution and challenging of the status quo.” - David Vaughn

This week on Breaking Barriers:

● What Assurant is and the services they offer clients in insurance

● What supplier diversity means for their company

● David’s career path and his experience as a financial auditor

● How David found a career in supplier diversity

● What David believes supplier diversity professionals should know to help a business

● What a mature supplier diversity program should focus on

● The state of supplier diversity right now and where it’s going

Connect with David Vaughn:

● Assurant

● David Vaughn on LinkedIn

This podcast is brought to you by Hire Ground

Hire Ground is a technology company whose mission is to bridge the wealth gap through access to procurement opportunities. Hire Ground is making the enterprise ecosystem more viable, profitable, and competitive by clearing the path for minority-led, women-led, LGBT-led, and veteran-led small businesses to contribute to the global economy as suppliers to enterprise organizations.

For more information on getting started please visit us @ hireground.io today!

If you enjoyed this episode, please subscribe and leave a review wherever you get your podcasts.

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Nedra Dickson is the Global Supplier Inclusion and Sustainability Lead at Accenture, one of the world’s largest professional services companies focusing on strategy and consulting, operations, technology, and interactive services. Nedra promotes and leads Accenture’s efforts to maximize procurement opportunities with small and diverse businesses across 17 countries. She also holds several board seats within the supplier diversity community, including board memberships in the Women Business Enterprise Council, the Georgia Minority Supplier Diversity Council, and the Supplier Diversity Leadership Council for The Conference Board.

Nedra joins us to discuss what companies should measure to gauge the progress of their supplier diversity programs. She explains the expanse of Accenture’s supplier diversity program and its international reach. She describes the complex processes involved in navigating another country’s laws and legislations for their programs. Nedra also shares how being a board member of various councils made her appreciate her role.

"Corporations have to begin to hold the boards accountable to be that bridge to small and diverse suppliers." - Nedra Dickson

This week on Breaking Barriers:

● What Accenture is and Nedra's role in the company

● How small and diverse businesses can help fill current supply chain gaps

● How Nedra manages the company's supplier diversity programs overseas

● Lowering your expectations when working with other countries’ laws and legislations

● The Global Data Privacy Regulation and the enormous fines associated with it

● The KPIs Nedra set for her team regarding their company's capability

● How to know whether your supplier diversity program is running successfully

● Nedra's “Building The House” model for programs

● The right metrics to measure the ROI for supplier diversity programs

● What it means to collaborate and co-innovate when looking for opportunities

● Nedra's involvement in boards and how it shaped her outlook of supplier equity and inclusion

● Why 2022 is going to be important for the boards

Connect with Nedra Dickson:

● Accenture

● Nedra Dickson on LinkedIn

● Nedra Dickson on Twitter

This podcast is brought to you by Hire Ground

Hire Ground is a technology company whose mission is to bridge the wealth gap through access to procurement opportunities. Hire Ground is making the enterprise ecosystem more viable, profitable, and competitive by clearing the path for minority-led, women-led, LGBT-led, and veteran-led small businesses to contribute to the global economy as suppliers to enterprise organizations.

For more information on getting started please visit us @ hireground.io today!

If you enjoyed this episode, please subscribe and leave a review wherever you get your podcasts.

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Nedra Dickson is the Global Supplier Inclusion and Sustainability Lead at Accenture, one of the world’s largest professional services companies focusing on strategy and consulting, operations, technology, and interactive services. Nedra promotes and leads Accenture’s efforts to maximize procurement opportunities with small and diverse businesses across 17 countries. She also holds several board seats within the supplier diversity community, including board memberships in the Women Business Enterprise Council, the Georgia Minority Supplier Diversity Council, and the Supplier Diversity Leadership Council for The Conference Board.

Nedra joins us to discuss what companies should measure to gauge the progress of their supplier diversity programs. She explains the expanse of Accenture’s supplier diversity program and its international reach. She describes the complex processes involved in navigating another country’s laws and legislations for their programs. Nedra also shares how being a board member of various councils made her appreciate her role.

"Corporations have to begin to hold the boards accountable to be that bridge to small and diverse suppliers." - Nedra Dickson

This week on Breaking Barriers:

● What Accenture is and Nedra's role in the company

● How small and diverse businesses can help fill current supply chain gaps

● How Nedra manages the company's supplier diversity programs overseas

● Lowering your expectations when working with other countries’ laws and legislations

● The Global Data Privacy Regulation and the enormous fines associated with it

● The KPIs Nedra set for her team regarding their company's capability

● How to know whether your supplier diversity program is running successfully

● Nedra's “Building The House” model for programs

● The right metrics to measure the ROI for supplier diversity programs

● What it means to collaborate and co-innovate when looking for opportunities

● Nedra's involvement in boards and how it shaped her outlook of supplier equity and inclusion

● Why 2022 is going to be important for the boards

Connect with Nedra Dickson:

● Accenture

● Nedra Dickson on LinkedIn

● Nedra Dickson on Twitter

This podcast is brought to you by Hire Ground

Hire Ground is a technology company whose mission is to bridge the wealth gap through access to procurement opportunities. Hire Ground is making the enterprise ecosystem more viable, profitable, and competitive by clearing the path for minority-led, women-led, LGBT-led, and veteran-led small businesses to contribute to the global economy as suppliers to enterprise organizations.

For more information on getting started please visit us @ hireground.io today!

If you enjoyed this episode, please subscribe and leave a review wherever you get your podcasts.

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Be sure to share your favorite episodes on social media and join us on Facebook, Twitter, and LinkedIn.

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Nedra Dickson is the Global Supplier Inclusion and Sustainability Lead at Accenture, one of the world’s largest professional services companies focusing on strategy and consulting, operations, technology, and interactive services. Nedra promotes and leads Accenture’s efforts to maximize procurement opportunities with small and diverse businesses across 17 countries. She also holds several board seats within the supplier diversity community, including board memberships in the Women Business Enterprise Council, the Georgia Minority Supplier Diversity Council, and the Supplier Diversity Leadership Council for The Conference Board.

Nedra joins us to discuss what companies should measure to gauge the progress of their supplier diversity programs. She explains the expanse of Accenture’s supplier diversity program and its international reach. She describes the complex processes involved in navigating another country’s laws and legislations for their programs. Nedra also shares how being a board member of various councils made her appreciate her role.

"Corporations have to begin to hold the boards accountable to be that bridge to small and diverse suppliers." - Nedra Dickson

This week on Breaking Barriers:

● What Accenture is and Nedra's role in the company

● How small and diverse businesses can help fill current supply chain gaps

● How Nedra manages the company's supplier diversity programs overseas

● Lowering your expectations when working with other countries’ laws and legislations

● The Global Data Privacy Regulation and the enormous fines associated with it

● The KPIs Nedra set for her team regarding their company's capability

● How to know whether your supplier diversity program is running successfully

● Nedra's “Building The House” model for programs

● The right metrics to measure the ROI for supplier diversity programs

● What it means to collaborate and co-innovate when looking for opportunities

● Nedra's involvement in boards and how it shaped her outlook of supplier equity and inclusion

● Why 2022 is going to be important for the boards

Connect with Nedra Dickson:

● Accenture

● Nedra Dickson on LinkedIn

● Nedra Dickson on Twitter

This podcast is brought to you by Hire Ground

Hire Ground is a technology company whose mission is to bridge the wealth gap through access to procurement opportunities. Hire Ground is making the enterprise ecosystem more viable, profitable, and competitive by clearing the path for minority-led, women-led, LGBT-led, and veteran-led small businesses to contribute to the global economy as suppliers to enterprise organizations.

For more information on getting started please visit us @ hireground.io today!

If you enjoyed this episode, please subscribe and leave a review wherever you get your podcasts.

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Mishaune Sawyer is the Senior Diversity, Equity, and Inclusion Manager at JE Dunn Construction, a family and employee-owned commercial building contractor founded in 1924. She has over 20 years of professional experience and is an expert in the diversity, equity, and inclusion space.

Theresa Schroeder is the Vice President and Regional Community and Citizenship Director at Turner Construction Company, an international construction services company that’s proud to be a leader in diverse markets. She drives the community outreach at Turner Construction and is a seasoned professional in anything related to supplier diversity and diversity and inclusion.

Mishaune and Theresa join us today to describe how their companies navigate the DE&I space and how they established a culture of diversity in their organizations. They share their professional experiences in heading supplier diversity programs. They explain that diversity isn’t just about minorities, but everyones’ opinions being heard. They share how not everyone has an intent to offend and how we can use those moments as a learning opportunity. Mishaune and Theresa also describe the questions we should be asking to move forward.

"If DE&I is working like it's supposed to, it's interwoven in everything we do." - Mishaune Sawyer

This week on Breaking Barriers:

● Mishaune's and Theresa's professional background and their DE&I programs

● Their experience in supplier diversity and how they apply it in their organizations

● How a law degree helps in maneuvering the DE&I space

● Ensuring representation in everyday ads

● Identifying and addressing problems instead of excusing them

● Creating a culture of accountability starting from the interview

● Why diversity is not just about minorities

● Understanding that some people don't mean to be offensive

● Addressing the remaining barriers we need to remove for diversity

● The questions we should be asking to assert supplier diversity from a cultural standpoint

Connect with Mishaune Sawyer:

● JE Dunn Construction

● Mishaune Sawyer on LinkedIn

Connect with Theresa Schroeder:

● Turner Construction Company

● Therese Schroeder on LinkedIn

This podcast is brought to you by Hire Ground

Hire Ground is a technology company whose mission is to bridge the wealth gap through access to procurement opportunities. Hire Ground is making the enterprise ecosystem more viable, profitable, and competitive by clearing the path for minority-led, women-led, LGBT-led, and veteran-led small businesses to contribute to the global economy as suppliers to enterprise organizations.

For more information on getting started please visit us @ hireground.io today!

If you enjoyed this episode, please subscribe and leave a review wherever you get your podcasts.

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Matt Colaciello is the VP of Communications at Hire Ground. He specializes in creative content strategies for social impact, strategic communications, and communications program development. He is filling in today for Chloe as we put the spotlight on certifications in supplier diversity. What are certifications? What are some of the benefits and drawbacks of certifications?

In this episode, we discuss the good, the bad, and the ugly regarding certifications in supplier diversity. We define certifications, their purpose, and how they impact the operations of small and mid-sized businesses. We explain how certifications can be a bit extreme and invasive. We also describe the complexities involved in getting certified and reveal the aspects of the certification process that we think should be updated.

"The foundations of certifications are both contestable and contested." - Matt Colaciello

This week on Breaking Barriers:

● The purpose of certifications for supplier diversity

● Matt's experience in supplier diversity

● Where certification for supplier diversity started

● The questions we need to answer to advance the logic of certification

● Some of the advantages and pitfalls of certifications

● What makes certifications complex and controversial

● Updating the way we process and grant certifications

● Our final thoughts on certifications

Connect with Matt Colaciello:

● Matt Colaciello on LinkedIn

This podcast is brought to you by Hire Ground

Hire Ground is a technology company whose mission is to bridge the wealth gap through access to procurement opportunities. Hire Ground is making the enterprise ecosystem more viable, profitable, and competitive by clearing the path for minority-led, women-led, LGBT-led, and veteran-led small businesses to contribute to the global economy as suppliers to enterprise organizations.

For more information on getting started, please visit us @ hireground.io today!

If you enjoyed this episode, please subscribe and leave a review wherever you get your podcasts.

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Getting started in any industry takes enormous effort and tons of paperwork which doesn’t include funding. You can always get by with bootstrapping, but that’s not the fastest or most efficient way. This is where venture capitalists can help. Venture capitalists can give you all the funding you need, but there are always strings attached. How do you ensure your business retains its identity when partnering with venture capitalists?

This episode discusses how diverse suppliers can get capital for their growth and expansion. We share our thoughts on venture capitalists and the many benefits and drawbacks of working with them. We describe what details to look for in a contract, especially regarding shares and ownership. We explain other ways to get funding and terms to negotiate. We also discuss why venture capitalists can be a door to more opportunities.

"When you think about getting this injection of cash and capital, you're also getting access to companies you might not have had access to otherwise." - Cloe Guidry-Reed

This week on Breaking Barriers:

• The pros and cons when engaging with venture capitalists
• The bootstrapping stage
• The purpose of partnering with venture capitalists
• What typically attracts a venture capitalist
• Venture capitalists and mentorship
• The dangers of working with venture capitalists
• Why products can push out way too fast with venture capitalists
• Considering your market position when gathering capital
• Non-diluted lending
• Who should you hire to look at the contract
• Terms you can negotiate with supplier diversity partners

This podcast is brought to you by Hire Ground

Hire Ground is a technology company whose mission is to bridge the wealth gap through access to procurement opportunities. Hire Ground is making the enterprise ecosystem more viable, profitable, and competitive by clearing the path for minority-led, women-led, LGBT-led, and veteran-led small businesses to contribute to the global economy as suppliers to enterprise organizations.

For more information on getting started, please visit us @ hireground.io today!

If you enjoyed this episode, please subscribe and leave a review wherever you get your podcasts.

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Supplier diversity has made leaps in recent years, making us wonder what it will look like in the future. To improve supplier diversity for future generations, we must ask ourselves what we should improve today. What are the questions we need to ask? What changes should we be making? How do we prepare our organizations for a more diverse world?

In this episode, we describe what we think will happen to supplier diversity in the future and what we hope will happen. We share why supplier diversity won’t make that much of a headline in the future. We discuss the slower momentum after the George Floyd protests. We also explain the problems we have to look into today, especially regarding databases and existing programs within our organizations.

"If we're going to make a difference in this for a lot of different people, we have to think differently than the way we were doing it." - Adam Moore

This week on Breaking Barriers:

• The future of supplier diversity
• Comparing supplier diversity programs from 10 years ago to today
• How supplier diversity will fare in the middle of a bear market
• The lack of outreach in this space
• Databases and what needs to change moving forward
• Why we have lost momentum since the George Floyd protests
• The places we have to demand change
• The internal changes we have to address in our organizations
• Why supplier diversity will also focus on local businesses
• Encouraging the youth to think about supplier diversity

This podcast is brought to you by Hire Ground

Hire Ground is a technology company whose mission is to bridge the wealth gap through access to procurement opportunities. Hire Ground is making the enterprise ecosystem more viable, profitable, and competitive by clearing the path for minority-led, women-led, LGBT-led, and veteran-led small businesses to contribute to the global economy as suppliers to enterprise organizations.

For more information on getting started, please visit us @ hireground.io today!

If you enjoyed this episode, please subscribe and leave a review wherever you get your podcasts.

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Planning a supplier diversity program is not as easy as it sounds. They require time, the right mindset, and funding. What does it take to make a successful supplier diversity program? How do organizations know the supplier diversity program they have is effective?

In this episode, we explain how organizations can get a good start in establishing a supplier diversity program. We describe why cost is among the first factors to consider when starting a program. We discuss the people every supplier diversity program should have and how to hire the best ones. We share the importance of having a well-designed and well-planned registration portal for your suppliers. We also highlight the importance of giving out show awards for excellent supplier diversity programs.

"For supplier diversity teams to do well, they must have the right tools, platform, and attitudes." - Adam Moore

This week on Breaking Barriers:

• What an ideal supplier diversity setup looks like
• The first thing to consider before starting a supplier diversity program
• Why grooming your strategic sourcing people is critical for a successful program
• Knowing your goals and understanding what it takes to get there
• How expensive is having a supplier diversity program
• How online portals should work and what these systems should contain
• The roles every supplier diversity program should fill
• What it takes to get the qualified candidates for a program
• Having an award for companies with successful supplier diversity programs

This podcast is brought to you by Hire Ground

Hire Ground is a technology company whose mission is to bridge the wealth gap through access to procurement opportunities. Hire Ground is making the enterprise ecosystem more viable, profitable, and competitive by clearing the path for minority-led, women-led, LGBT-led, and veteran-led small businesses to contribute to the global economy as suppliers to enterprise organizations.

For more information on getting started please visit us @ hireground.io today!

If you enjoyed this episode, please subscribe and leave a review wherever you get your podcasts.

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Andrea Oswald is Union Pacific’s General Director for Procurement Operations and Supplier Diversity. Union Pacific is one of America’s largest railroad companies, connecting 23 states by rail and acting as an essential bridge in the global supply chain. Andrea has been with Union Pacific for over 19 years, where she has learned various leadership, financial modeling, and auditing skills. She is also a board member at Omaha Children’s Museum.

Andrea joins us today to discuss how Union Pacific manages their supplier diversity program and the role she plays. She shares how she wound up joining Union Pacific. She describes how the last two years made them review their diversity programs. She divulges the metrics that need attention to track a supplier diversity program’s performance. Andrea also explains how procurement and supplier diversity intersect.

"The biggest challenge for us in the diversity space is resistance to change." - Andrea Oswald

This week on Breaking Barriers:

• Andrea's role at Union Pacific
• What made the company review its diversity programs recently
• The future of the company's supplier diversity team
• The metrics to keep an eye on to measure a supplier diversity program's performance
• How procurement and supplier diversity overlap
• Andrea's advice for those who want to work with Union Pacific

Connect with Andrea Oswald:

• Union Pacific
• Andrea Oswald on LinkedIn

This podcast is brought to you by Hire Ground

Hire Ground is a technology company whose mission is to bridge the wealth gap through access to procurement opportunities. Hire Ground is making the enterprise ecosystem more viable, profitable, and competitive by clearing the path for minority-led, women-led, LGBT-led, and veteran-led small businesses to contribute to the global economy as suppliers to enterprise organizations.

For more information on getting started please visit us @ hireground.io today!

If you enjoyed this episode, please subscribe and leave a review wherever you get your podcasts.

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Being an accessible company requires building a culture that accommodates the needs of each individual while promoting workplace diversity. From a supplier's perspective, accessibility also means your organization is open to engaging with different types of people, which benefits your networking strategy. How can you ensure that your company is accessible? How do you weave accessibility into your supplier diversity program?

In this episode, we discuss what accessibility means in supplier diversity and outline the process of making your team more accessible. We share the networking and engagement benefits of focusing on accessibility. We explain why the term "diverse" will soon seem antiquated. We also describe how accessibility can reduce risk and why we should normalize including supplier diversity in our everyday conversation.

"Inclusion demands accessibility, accountability, and transparency." Adam Moore

This week on Breaking Barriers:

• What accessibility means for diversity
• How consumers test companies’ diversity
• Why supplier diversity should be in normal corporate conversations
• How accessibility increases engagement and reduces risk
• Example companies that make their teams accessible
• Our take on the future of supplier inclusion
• Why the term "diverse" will seem archaic in the future
• Why some things aren't as accessible as they should be

This podcast is brought to you by Hire Ground

Hire Ground is a technology company whose mission is to bridge the wealth gap through access to procurement opportunities. Hire Ground is making the enterprise ecosystem more viable, profitable, and competitive by clearing the path for minority-led, women-led, LGBT-led, and veteran-led small businesses to contribute to the global economy as suppliers to enterprise organizations.

For more information on getting started please visit us @ hireground.io today!

If you enjoyed this episode, please subscribe and leave a review wherever you get your podcasts.

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Becky Basile is the Founder and Chief Executive Officer of LogiPlan, a WBENC-Certified Women’s Business Enterprise. The company offers virtual, in-person, and hybrid management solutions for all your events and meeting needs. Becky holds certificates in Pandemic Meeting and Event Design and Healthcare Meeting Compliance. Due to the nature of her work, Becky is a certified expert in corporate events management.

Becky joins us to describe what events and meetings will be in a post-pandemic world. She explains how the pandemic benefited many organizations in terms of networking. She discusses why we still need in-person conferences and why virtual meetings cannot substitute close human interaction. Becky also offers advice regarding hybrid event management and what to do to reduce risks when holding in-person meetings.

“Virtual is here to stay… Businesses have invested in the infrastructure around virtual meetings so that’s not going anywhere.” - Becky Basile

This week on Breaking Barriers:

• How Becky got into the meetings and events industry
• Logiplan and when Becky came up with the idea to start it
• Becky’s predictions for the post-pandemic workplace
• Becky's thoughts on in-person conferences
• Why people still need to see each other face-to-face
• The good that came out of the pandemic
• Becky's tips for those conducting a hybrid event
• How meetings and events can help invest in your people
• Reasonable precautions to consider for in-person meetings

Connect with Becky Basile:

• LogiPlan
• LogiPlan on LinkedIn
• Becky Basile on LinkedIn

This podcast is brought to you by Hire Ground

Hire Ground is a technology company whose mission is to bridge the wealth gap through access to procurement opportunities. Hire Ground is making the enterprise ecosystem more viable, profitable, and competitive by clearing the path for minority-led, women-led, LGBT-led, and veteran-led small businesses to contribute to the global economy as suppliers to enterprise organizations.

For more information on getting started please visit us @ hireground.io today!

If you enjoyed this episode, please subscribe and leave a review wherever you get your podcasts.

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The Women’s Business Enterprise National Council (WBENC) is a non-profit organization established to support women-owned businesses. They offer tools, services, and conferences that allow women-led companies to thrive and expand. We recently went to the 2022 WBENC Conference, and while there were various improvements in programs, we think there are still some aspects that deserve more attention.

In this episode, we share how WBENC began and how they help women entrepreneurs. We describe our experience with the recently concluded WBENC Conference—especially the parts we liked. We explain how the trade show could have been better and in what ways WBENC can improve upon its program structure. We also discuss the perks of being a WBENC partner and the networking benefits of being an active participant.

"WBENC is one of the more empowering conferences regardless of gender or race." Adam Moore

This week on Breaking Barriers:

• Discussing the history of WBENC
• How WBENC promotes women-owned businesses
• Networking during conferences and finding other women-owned businesses
• How we saw the WBENC Conference change over time
• The potential of being a WBENC partner
• What we'd like to see in future conferences
• Why we didn't like the trade show

Resources Mentioned:

• WBENC

This podcast is brought to you by Hire Ground

Hire Ground is a technology company whose mission is to bridge the wealth gap through access to procurement opportunities. Hire Ground is making the enterprise ecosystem more viable, profitable, and competitive by clearing the path for minority-led, women-led, LGBT-led, and veteran-led small businesses to contribute to the global economy as suppliers to enterprise organizations.

For more information on getting started please visit us @ hireground.io today!

If you enjoyed this episode, please subscribe and leave a review wherever you get your podcasts.

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Arthur Woods is a social entrepreneur and LGBTQ+ leader, as well as the Co-founder of Mathison, a venture-backed technology platform that describes itself as all-inclusive for diversity hiring and retention. He was listed in Forbes 30 Under 30 and 40 Under 40 by Business Equality Magazine. He created the first Equal Hiring Index to assess and benchmark hiring practices based on inclusivity. Before starting Mathison, Arthur was part of Google’s YouTube Education division.

Arthur joins us today to describe the importance of having an inclusive culture for LGBTQ+ workers. He recounts realizing he was gay and the mental stresses of conforming to office cultures that didn’t understand his authentic self. He explains how Mathison was started and how Alan Turing inspired him. He describes how Mathison works and details the services they offer. Arthur also discusses why most business leaders have mental health problems and how we can disrupt the status quo with vulnerability.

"Underrepresented entrepreneurs have a huge opportunity right now because the world has woken up." - Arthur Woods

This week on Breaking Barriers:

• How Arthur's entrepreneur journey began
• When Arthur discovered he was gay
• Changing the behavior and mindset of our teams to reflect diversity
• How Alan Turing inspired Arthur to start Mathison
• The two pieces that make diversity possible
• Ensuring disabled people have equal access to job opportunities
• The cultural change and retention they support
• What to expect from a slower market
• Arthur's thoughts on gender
• The challenges and opportunities that exist between mental health and DE&I
• Disrupting the status quo with vulnerability
• Why most entrepreneurs struggle with mental health

Connect with Arthur Woods:

• Mathison
• Mathison on LinkedIn
• Arthur Woods on LinkedIn

This podcast is brought to you by Hire Ground

Hire Ground is a technology company whose mission is to bridge the wealth gap through access to procurement opportunities. Hire Ground is making the enterprise ecosystem more viable, profitable, and competitive by clearing the path for minority-led, women-led, LGBT-led, and veteran-led small businesses to contribute to the global economy as suppliers to enterprise organizations.

For more information on getting started please visit us @ hireground.io today!

If you enjoyed this episode, please subscribe and leave a review wherever you get your podcasts.

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Evette Ellis is the Co-founder and Chief Workforce Officer at ChargerHelp!, a technology solutions company focusing on the electric vehicle supply equipment industry. Their services are designed to help maintain EV charging stations. Evette is a workforce specialist, having worked with the US Department of Labor’s Job Corps from 2012 to 2017 as a career transition specialist and outreach specialist. She is also passionate about diversity and inclusion, especially when it comes to moving the careers of underrepresented professionals forward.

Evette joins us to discuss the services ChargerHelp! offers and how they manage their DE&I program. She explains how the company is employee-centric and values equity above all. She describes how they’re spearheading an industry that will be in demand in the coming years. Evette also shares their hiring practices and discusses the future of ChargerHelp!.

"If your goal is to be diverse, you have to go the extra mile." - Attribution

This week on Breaking Barriers:

• Who Evette is and what ChargerHelp! is all about
• Achieving both the vision and mission of ChargerHelp!
• How they made DE&I achievable in their business
• Valuing the people who keep your business running
• Solving problems of equity and opportunity in the EV industry
• Why Evette feels some deserving professionals are underrepresented
• What Evette thinks causes the salary gap between minority and non-minority professionals
• Why Evette is actively recruiting more women
• The ridiculous gap in the EVSE Tech world
• The training Evette’s employees undergo
• What's in the pipeline for ChargerHelp!

Connect with Evette Ellis:

• ChargerHelp!
• ChargerHelp! on LinkedIn
• ChargeHelp! on Facebook
• Evette Ellis on LinkedIn

This podcast is brought to you by Hire Ground

Hire Ground is a technology company whose mission is to bridge the wealth gap through access to procurement opportunities. Hire Ground is making the enterprise ecosystem more viable, profitable, and competitive by clearing the path for minority-led, women-led, LGBT-led, and veteran-led small businesses to contribute to the global economy as suppliers to enterprise organizations.

For more information on getting started please visit us @ hireground.io today!

If you enjoyed this episode, please subscribe and leave a review wherever you get your podcasts.

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Khalif Johnson is a procurement manager at Turner Construction Company, one of the US's largest international construction services companies. Khalif has worked with Turner for over 19 years, starting as a project engineer in 2003. As Procurement Manager, he is responsible for managing Turner’s sourcing capabilities and supply chain. Khalif earned his degree in Architectural and Building Sciences/Technology at Auburn University.

Khalif joins us to discuss how Turner manages its DE&I programs from a procurement standpoint. He shares some of the highlights of working in procurement. He explains the importance of being specific and transparent in procurement and what the procurement industry can do to improve in today’s market. Khalif also describes why having a diverse organization leads to more business.

"The more you have people who look like the people they serve, the more businesses and relationships are developed that represent the community." - Khalif Johnson

This week on Breaking Barriers:

• Khalif's career and key milestones in procurement
• What procurement is and how it factors into the success of supply chains
• Turner Construction: their scale and the services they offer
• Their company's internal and external DE&I strategies
• The networking benefits of owning a diverse business
• How the procurement industry can be improved
• The importance of transparency in the procurement process

Connect with Khalif Johnson:

• Turner Construction Company
• Khalif Johnson on LinkedIn
• Turner Construction Company on LinkedIn

This podcast is brought to you by Hire Ground

Hire Ground is a technology company whose mission is to bridge the wealth gap through access to procurement opportunities. Hire Ground is making the enterprise ecosystem more viable, profitable, and competitive by clearing the path for minority-led, women-led, LGBT-led, and veteran-led small businesses to contribute to the global economy as suppliers to enterprise organizations.

For more information on getting started please visit us @ hireground.io today!

If you enjoyed this episode, please subscribe and leave a review wherever you get your podcasts.

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Abraham Xiong is the President of Government Contractors Association, Inc., a national trade association of commercial contractors and government agencies. The organization's goal is to help small or minority-led businesses get their fair share of opportunities in the government market. Abraham is also the co-founder of Blockchain Chamber of Commerce, a membership-based organization supporting emerging cryptocurrency and blockchain industries.

Abraham joins us to discuss how he and his group help underserved businesses get more government contracts. He shares how his passion for government contracting began and his life after his family migrated to the United States. He describes the economic imbalance minority-led and women-led companies face with government contracts. He explains the importance of being a business certified by the government and the opportunities it unlocks. Abraham also shares his stories of what it was like dating outside of the Hmong community and what his occupation was before he became a full-time entrepreneur.

"There is an economic injustice that's going on in the government contracting world." - Abraham Xiong

This week on Breaking Barriers:

• How Abraham got into the business of government contracting
• Migrating from Laos and how the United States let Abraham find success
• Why it took a long time for Abraham to find his purpose
• The amount of money Abraham's family had when they emigrated to the United States
• What it was like starting a business with $300 in pocket money
• When Abraham realized he was meant to be an entrepreneur
• The mission of the Government Contractor's Association
• The injustice small businesses and women entrepreneurs face in government contracts
• Why having a government certification opens doors for a lot of small businesses
• Some of the challenges small businesses face in a post-Covid world
• The importance of taking risks and mustering confidence as an entrepreneur
• How the 2008 recession affected Abraham's business plans and cash flow
• Real-life risks Abraham took that turned out to be critical for his career path
• How strict Abraham's family was and how close they were in their community
• The story of Abraham's first dating experience

Connect With Abraham Xiong:

• Government Contractors Association
• Blockchain Chamber of Commerce
• Abraham Xiong on LinkedIn

This podcast is brought to you by Hire Ground

Hire Ground is a technology company whose mission is to bridge the wealth gap through access to procurement opportunities. Hire Ground is making the enterprise ecosystem more viable, profitable, and competitive by clearing the path for minority-led, women-led, LGBT-led, and veteran-led small businesses to contribute to the global economy as suppliers to enterprise organizations.

For more information on getting started please visit us @ hireground.io today!

If you enjoyed this episode, please subscribe and leave a review wherever you get your podcasts.

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Hire Ground provides businesses with expertise and tools to grow and meet objectives through supplier inclusion. Starting a group centered on supplier diversity is often done out of compliance, but Hire Ground was founded on Chloe’s passion for serving the underserved. What were Hire Ground’s humble beginnings? What challenges did she encounter when Hire Ground was starting?

In this episode, Chloe describes the point in her career when she decided to promote supplier diversity. She shares how data enables companies to make smarter decisions regarding their supply chain. She explains her goals for the company and its recent accomplishments. Chloe also discusses the lessons she learned from building this company and where Hire Ground will be in the next five years.

"To be able to build something that helps people—that's meaningful and impactful—is extremely rewarding." - Cloe Guidry-Reed

This week on Breaking Barriers:

• How Hire Ground came to be
• Where Chloe was before she started Hire Ground
• Harnessing the power of data to make real-time decisions for your supply chain
• How Chloe de-risked the idea of starting Hire Ground
• How Hire Ground stemmed from Chloe's passion for helping the underserved
• The goals set out by Hire Ground and what they've accomplished
• Where Hire Ground excels
• How Hire Ground stands out among similar businesses
• Lessons Chloe learned since she started Hire Ground
• What it means to protect your brain space
• Where Hire Ground would be in the next five years

This podcast is brought to you by Hire Ground

Hire Ground is a technology company whose mission is to bridge the wealth gap through access to procurement opportunities. Hire Ground is making the enterprise ecosystem more viable, profitable, and competitive by clearing the path for minority-led, women-led, LGBT-led, and veteran-led small businesses to contribute to the global economy as suppliers to enterprise organizations.

For more information on getting started please visit us @ hireground.io today!

If you enjoyed this episode, please subscribe and leave a review wherever you get your podcasts.

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Supplier inclusion has taken root in the US and Canada, with many significant players having some of the most robust supplier diversity programs. However, the rest of the world may not even know what supplier diversity is. Even if they do, they might have different criteria for what diversity entails. This is especially the case in countries where 9/10 of the workers are locals.

In this episode, we discuss what supplier diversity looks like outside the US and Canada. We describe why it’s critical for Corporate America to recognize the needs of clients who have no idea what supplier diversity is. We share how the current consumer mindset has forced many businesses to spearhead their supplier diversity efforts. We also discuss the complexities involved in creating an international supplier diversity report.

"It's so tough to do supplier diversity in the US when your parent company is an EU-owned firm because supplier diversity means nothing to them." - Adam Moore

This week on Breaking Barriers:

• What supplier diversity means in different parts of the world
• Addressing the needs of Corporate America to have a more international approach
• Why being an EU-owned company makes supplier diversity initiatives tough
• How consumers are pressuring American companies to start looking into supplier diversity
• The complexity of supplier diversity in countries that are 90% homogenous
• The feasibility of reporting international supplier diversity

Resources Mentioned:

• Podcast Survey

This podcast is brought to you by Hire Ground

Hire Ground is a technology company whose mission is to bridge the wealth gap through access to procurement opportunities. Hire Ground is making the enterprise ecosystem more viable, profitable, and competitive by clearing the path for minority-led, women-led, LGBT-led, and veteran-led small businesses to contribute to the global economy as suppliers to enterprise organizations.

For more information on getting started please visit us @ hireground.io today!

If you enjoyed this episode, please subscribe and leave a review wherever you get your podcasts.

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The economy is moving toward a more sustainable future, and with that comes the need for industries to be ESG compliant. To be ESG compliant, a company must invest in environmental and social issues rather than solely prioritizing profit. How should corporations handle ESG? What changes should they apply to attract investors looking for high ESG scores? How does ESG correlate with supplier inclusion? This episode discusses what ESG is, what it means for the economy, and why it’s a component of corporate social responsibility. We explain what environmental racism is and provide real-world examples. We share our thoughts on electric vehicles and the problem with renewable batteries. We also describe how companies and their values are being discussed on social media and what they can do to capitalize on that data.

“Whether you know it or not, people out there in the social media channels are talking about what your firm is doing for ESG and supplier inclusion." - Adam Moore

This week on Breaking Barriers:

• What ESG is and how it affects investments and profits
• Defining environmental racism and exploring examples
• Real-world issues where ESG is applicable
• How ESG started as a core part of various industries
• What companies should do to make their products and services ESG compliant
• Solving the big problem with electric vehicles
• Why the Chick-fil-A corporation is a gold standard in work culture and ethics
• Why companies should research what people say about them on social media

This podcast is brought to you by Hire Ground

Hire Ground is a technology company whose mission is to bridge the wealth gap through access to procurement opportunities. Hire Ground is making the enterprise ecosystem more viable, profitable, and competitive by clearing the path for minority-led, women-led, LGBT-led, and veteran-led small businesses to contribute to the global economy as suppliers to enterprise organizations.

For more information on getting started please visit us @ hireground.io today!

If you enjoyed this episode, please subscribe and leave a review wherever you get your podcasts.

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Johnny Howze III is the Vice President of Supply Chain Management at Southern Company, an energy company that produces clean, safe, and affordable energy for its 9 million customers. Johnny’s responsibilities include overseeing operational functions and power delivery. He has over 20 years of experience in plant operations and leadership positions, including running various coal-fired power plants that served millions of customers.

Johnny joins us today to discuss why he prefers the term “economic inclusion” over “supplier diversity.” He divulges Southern Company’s efforts in helping small businesses work with them, especially regarding the services they will need in the future. He explains his economic takeaways from the pandemic and why a diverse team allows for better decision-making. Johnny also dispels the myth of the costs associated with working with small businesses.

"The more diverse the decision-making body is, the more factors you can get into the decision." - Johnny Howze III

This week on Breaking Barriers:

• What Southern Company provides
• Johnny’s role at Southern Company
• Southern Company's Net Zero Plan by 2050
• The company's beliefs on nuclear energy generation
• The goods and services diverse listeners should provide in the future
• How they make sure they have a diverse supply base
• The economic disparities in America and the wealth gap unearthed by the pandemic
• Involving everyone in the future of energy
• Having a diverse team when it comes to making the right leadership decisions
• Why Johnny prefers the term "economic inclusion" over "supplier diversity"
• Dispelling the myth about diverse suppliers being more expensive
• Johnny's advice to small businesses interested in working with large corporations

Connect with Johnny Howze III:

• Southern Company
• Johnny Howze III on LinkedIn

This podcast is brought to you by Hire Ground

Hire Ground is a technology company whose mission is to bridge the wealth gap through access to procurement opportunities. Hire Ground is making the enterprise ecosystem more viable, profitable, and competitive by clearing the path for minority-led, women-led, LGBT-led, and veteran-led small businesses to contribute to the global economy as suppliers to enterprise organizations.

For more information on getting started please visit us @ hireground.io today!

If you enjoyed this episode, please subscribe and leave a review wherever you get your podcasts.

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Denis George is the Manager of Kroger’s Energy & Legal team. He has over 30 years of experience working with the retail giant and has held positions involving energy management, procurement, and utility negotiations. He is also a public speaker, utilizing his experience to give talks about utility and energy.

Andrew Grier is the Supplier Diversity Lead at Duke Energy, one of the country’s largest energy holding companies. In his 20+ years with the company, Andrew held positions responsible for supply chain management, human resources, and information technology.

Denis and Andrew join us today to discuss how having a diverse supplier base in the energy sector encourages better ideas and growth strategies. They explain what their companies do concerning supplier diversity and the milestones they’ve hit. They share how they qualify a diverse supplier and the database they keep. They also describe their company commitment and what it takes for large organizations to have an effective supplier diversity program.

"Information is powerful, but it's powerful by disseminating it." - Denis George

This week on Breaking Barriers:

• Who Andrew and Denis are and the organizations they represent
• What Kroger is doing for supplier diversity and their commitment
• The coordination it takes for a large organization to reach billions of dollars in diversified businesses
• Duke Energy's supplier diversity strategy model and its commitment and spend
• How Kroger weighs a diverse supplier before they proceed to move with them
• Kroger's commitment to reducing its carbon footprint
• How Duke Energy meets its clients' energy requirements from a supplier diversity viewpoint
• How diverse suppliers provide more upper-end energy options
• Creating a national database populated with diverse clean energy vendors
• How someone gets added to their database

Connect with Denis George:

• Kroger
• Denis George on LinkedIn

Connect with Andrew Grier:

• Duke Energy
• Andrew Grier on LinkedIn

This podcast is brought to you by Hire Ground

Hire Ground is a technology company whose mission is to bridge the wealth gap through access to procurement opportunities. Hire Ground is making the enterprise ecosystem more viable, profitable, and competitive by clearing the path for minority-led, women-led, LGBT-led, and veteran-led small businesses to contribute to the global economy as suppliers to enterprise organizations.

For more information on getting started please visit us @ hireground.io today!

If you enjoyed this episode, please subscribe and leave a review wherever you get your podcasts.

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Marketing is the foundation of what makes any business successful, especially when you want to tell your audience the kind of culture you bring to the industry. This is why supplier diversity teams should budget for marketing. Not only do they represent the core values of your company, but as the country becomes more diverse, a dedicated supplier diversity arm also ensures your organization’s long-term growth.

This episode discusses why businesses should take their supplier diversity marketing strategies more seriously. We share marketing best practices regarding supplier diversity, including how not to start your pitch. We describe how having a dedicated supplier diversity program can drive sales and boost company credibility. We also explain why supplier diversity programs can help your company sustain itself in the future.

"Supplier diversity is a versatile arm. We have to make sure it's elevated to a level that gets some attention."- Adam Moore

This week on Breaking Barriers:

• The importance of branding and marketing to supplier diversity departments
• Whether businesses should market their supplier diversity initiatives
• The mission of supplier diversity at its core
• How supplier diversity can help drive sales
• The best way to market your supplier diversity program
• Understanding the vision and the mission before developing a marketing strategy
• Why you shouldn't start your pitch with your supplier diversity program
• Making the best slogan for marketing your supplier diversity program
• How your supplier diversity team can speak for your company's culture
• What happens over time without a supplier diversity program

This podcast is brought to you by Hire Ground

Hire Ground is a technology company whose mission is to bridge the wealth gap through access to procurement opportunities. Hire Ground is making the enterprise ecosystem more viable, profitable, and competitive by clearing the path for minority-led, women-led, LGBT-led, and veteran-led small businesses to contribute to the global economy as suppliers to enterprise organizations.

For more information on getting started please visit us @ hireground.io today!

If you enjoyed this episode, please subscribe and leave a review wherever you get your podcasts.

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Heather Cox is a recognized authority in supplier diversity and diversity certification. She is also the President of Certify My Company, a certification resource dedicated to the supplier diversity community. They assist large companies in developing their supplier diversity programs and boosting diversity spend. Heather is also a public speaker who specializes in business development.

Heather joins us today to discuss the value of diversity certification and how businesses can use it to grow their network. She describes the potential wisdom business leaders can earn by being certified. She explains the message your company is sending by choosing not to apply for certification. She shares why consumers nowadays are more intuitive regarding the products and services they buy. Heather also discusses the time clients can save if they work with her company.

"Like it or not, corporations look for vetted entrepreneurs and suppliers." - Heather Cox

This week on Breaking Barriers:

• Diversity certification and the value it brings to small and large businesses
• Why business owners need to apply for diversity certification
• The kind of information you can benefit from if you get certified
• The message you're sending when you choose not to get certified despite being eligible
• How Heather helps corporations get their diversity certification
• The average time businesses can save if they sign up with Certify My Company
• Why Heather says certification is critical in today's market
• The difference between being a diverse firm and an inclusive firm
• How to use diversity certification as a tool for your business

Connect with Heather Cox:

• Certify My Company
• Certify My Company on LinkedIn
• Certify My Company on Facebook
• Certify My Company on Twitter
• Heather Cox on LinkedIn

This podcast is brought to you by Hire Ground

Hire Ground is a technology company whose mission is to bridge the wealth gap through access to procurement opportunities. Hire Ground is making the enterprise ecosystem more viable, profitable, and competitive by clearing the path for minority-led, women-led, LGBT-led, and veteran-led small businesses to contribute to the global economy as suppliers to enterprise organizations.

For more information on getting started please visit us @ hireground.io today!

If you enjoyed this episode, please subscribe and leave a review wherever you get your podcasts.

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Darryl Lesure is the Senior Principal Lead at Chick-Fil-A Corporate, a family-owned and privately held restaurant chain with over 2,500 restaurants across 47 states and Canada. Chick-Fil-A is known for its customer service, being named in Newsweek’s 2019 America’s Best Customer Service report. Darryl’s responsibilities as Senior Principal include providing supply chain leadership in innovation, apparel, and supplier diversity. Darryl has been with Chick-Fil-A for over 22 years.

Darryl joins us today to discuss Chick-Fil-A’s supplier diversity program and their criteria when looking for potential partners. He shares how their operations ran before the pandemic and the company's groundwork for its various DE&I programs. He describes how they remain consistent regarding quality customer service. Darryl also explains what leaders should do to improve supplier diversity employee engagement.

This week on Breaking Barriers:

• Chick-Fil-A at its core: its history and values
• Why private corporations aren't required to have a supplier diversity program
• Why Chick-Fil-A took it upon themselves to focus on supplier diversity
• What their operations were like before the Covid-19 pandemic
• What "spill kit" is and what they use it for
• How the company laid the groundwork for supplier diversity
• How the events of the last two years solidified their need for a DE&I program
• How they continue to deliver top-notch customer experience while working on supplier diversity
• Their criteria for choosing minority suppliers
• Darryl's advice to those who want to start a supplier diversity program
• What Darryl says leaders should do to get people behind their programs

Resources Mentioned:

• Assertive Industries
• Communique´ USA

Connect with Darryl Lesure:

• Chick-Fil-A
• Chick-Fil-A on LinkedIn
• Darryl Lesure on LinkedIn

This podcast is brought to you by Hire Ground

Hire Ground is a technology company whose mission is to bridge the wealth gap through access to procurement opportunities. Hire Ground is making the enterprise ecosystem more viable, profitable, and competitive by clearing the path for minority-led, women-led, LGBT-led, and veteran-led small businesses to contribute to the global economy as suppliers to enterprise organizations.

For more information on getting started please visit us @ hireground.io today!

If you enjoyed this episode, please subscribe and leave a review wherever you get your podcasts.

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Gregory “Greg” Hawkins is the Manager of Diversity Supplier Development at Stellantis, one of the world’s leading automakers and mobility service providers carrying brands such as Alfa Romeo, Chrysler, Jeep, and Peugeot. In over 15 years, Greg has worked in sales and training, project design, process development, and supplier diversity. He was also recently awarded Automotive News’ Notable Champion of Diversity at Stellantis last January 2022.

Greg joins us today to describe how Stellantis is leading their supplier diversity program and the impact they make throughout the rest of the automotive industry. He describes why it can be challenging for minorities to become an entrepreneur in the industry and explains how empowerment can create a positive effect on communities. Greg also describes what clients will get if they partner with Stellantis.

"If you teach a person to fish, they can feed their family. If you can teach that person to market and sell those fish, they can feed their community." - Greg Hawkins

This week on Breaking Barriers:

• The people behind Stellantis and the brand they have built
• Stellantis' mission and how they evolved to be more inclusive and diverse
• Why it's a challenge for young, black entrepreneurs to get into the auto industry
• Addressing social issues through empowerment
• The entire point of supplier diversity regarding relationships and profits
• What clients can expect if they get into a contract with Stellantis
• Defining supplier diversity excellence in your organization
• How Greg got into supplier diversity and his professional track record

Connect with Greg Hawkins:

• Stellantis
• Stellantis on LinkedIn
• Greg Hawkins on LinkedIn

This podcast is brought to you by Hire Ground

Hire Ground is a technology company whose mission is to bridge the wealth gap through access to procurement opportunities. Hire Ground is making the enterprise ecosystem more viable, profitable, and competitive by clearing the path for minority-led, women-led, LGBT-led, and veteran-led small businesses to contribute to the global economy as suppliers to enterprise organizations.

For more information on getting started please visit us @ hireground.io today!

If you enjoyed this episode, please subscribe and leave a review wherever you get your podcasts.

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Corporations have made significant waves within the last two years regarding how they conduct business. Those who were reluctant to go fully digital spent a lot of money to eventually be digital, while those who were already digital barely saw a dip in employee output. The ability to evolve through uncertainty is a mark of an excellent development program, but some leaders don’t know where they should be developing. How do you measure the results of your development programs? What questions should business leaders ask?

In this episode, we discuss why a rapidly changing industry demands a rapidly developing company. We describe how the pandemic forced every industry to take the digital leap and what that means for the future. We share how leaders can grow their organizations and how to determine whether their developments were successful. We also discuss some of the technological innovations we expect to see soon.

"The most successful CEOs I know take time to read." - Adam Moore

This week on Breaking Barriers:

• The importance of development in the lifecycle of an organization
• Addressing the massive shift around development in the past two years
• The state of corporations in five years and directing your people toward that
• What we notice about the most successful business leaders’ development
• Knowing what you're doing as an organization is effective
• The focus areas where NGOs need to lead
• Why sourcing isn't a complex idea to tackle in development
• Cybersecurity, IoT, and future developments we expect regarding data insights

This podcast is brought to you by Hire Ground

Hire Ground is a technology company whose mission is to bridge the wealth gap through access to procurement opportunities. Hire Ground is making the enterprise ecosystem more viable, profitable, and competitive by clearing the path for minority-led, women-led, LGBT-led, and veteran-led small businesses to contribute to the global economy as suppliers to enterprise organizations.

For more information on getting started please visit us @ hireground.io today!

If you enjoyed this episode, please subscribe and leave a review wherever you get your podcasts.

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Everyone knows AT&T. If you’re reading this and you’re in the US, there’s a good chance you’re viewing this on an AT&T network. Because of their sheer size and coverage, it’s actually challenging to go out of AT&T’s range of service. What most people don’t know about the telecommunications giant is how it planted some of the first seeds of supplier diversity. Regardless of your views on their services, the fact that they pioneered supplier diversity programs makes them a champion in the industry. In this episode, we describe why we see AT&T as the gold standard for supplier diversity efforts. We explain the difference between a company’s mission and vision and how they relate to each other. We discuss how companies can inspire younger workers to stay. We also share the importance of interacting with customers as if you’re being recorded.

"AT&T is one of the gold standard companies in the world. In supplier diversity, AT&T was the first corporate to step forward and say 'This is an initiative of ours.'" - Adam Moore

This week on Breaking Barriers:

• Getting a closer look at AT&T and whether they live up to their mission and vision
• Why AT&T’s values make it an impressive corporation
• How a small company can approach big corporations like AT&T
• The difference between a mission and a vision
• Building political money to spend on supplier diversity
• How younger generations can be enticed to stay with your business
• What it means to be a purpose-driven company
• Assuming every customer interaction is being recorded

This podcast is brought to you by Hire Ground

Hire Ground is a technology company whose mission is to bridge the wealth gap through access to procurement opportunities. Hire Ground is making the enterprise ecosystem more viable, profitable, and competitive by clearing the path for minority-led, women-led, LGBT-led, and veteran-led small businesses to contribute to the global economy as suppliers to enterprise organizations.

For more information on getting started please visit us @ hireground.io today!

If you enjoyed this episode, please subscribe and leave a review wherever you get your podcasts.

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The future of the economy is looking to be more diverse each year, with more startups actively pursuing diversity in their cultures as a way to ensure long-term growth. While the industry has made considerable strides in recent years, we can further ramp up supplier diversity through innovation. How can various companies innovate their supplier diversity programs? What role do mergers and acquisitions play in supplier inclusion?

In this episode, we describe how the economy can rely on innovation to improve the country’s overall supplier diversity status. We explain major milestones in supplier diversity, especially regarding budget. We discuss the role supplier diversity plays in mergers and acquisitions. We share the complexities of passing on the supplier diversity mantle to future generations. We also outline why virtual events just don’t work, especially when networking.

"The model of 'go out and find great suppliers and bring them in-house' is only going to work so far." - Adam Moore

This week on Breaking Barriers:

• The impact of supplier diversity in refining supply chains
• Setting formal diversity spending goals in response to racial events in 2020
• The relationship between mergers and acquisitions and supplier diversity
• Collaborating with innovation teams through supplier diversity programs
• Why suppliers can be challenging to bring in-house
• Why virtual trade shows aren't as great as they were hyped to be
• The difficulties of building business relationships virtually
• Bringing up the next generation of supplier diversity professionals

This podcast is brought to you by Hire Ground

Hire Ground is a technology company whose mission is to bridge the wealth gap through access to procurement opportunities. Hire Ground is making the enterprise ecosystem more viable, profitable, and competitive by clearing the path for minority-led, women-led, LGBT-led, and veteran-led small businesses to contribute to the global economy as suppliers to enterprise organizations.

For more information on getting started please visit us @ hireground.io today!

If you enjoyed this episode, please subscribe and leave a review wherever you get your podcasts.

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Gary Sutton is the US Firm Business Diversity Leader at Deloitte Consulting. Gary has over 18 years of sourcing and procurement experience, during which he has served more than 40 commercial and public sector clients. In addition to Deloitte, Gary has worked with the Boston Consulting Group and The Hackett Group. He completed his Bachelor’s degree in Economics at Howard University and his Master of Business Administration degree at the Fuqua School of Business at Duke University.

Gary joins us today to discuss how Deloitte strategizes to systematically procure diverse suppliers. He shares what motivated him to become the Business Development Leader of Deloitte after 13 years of serving as a supply chain consultant. He describes how Deloitte is pursuing its mission to create sustainable wealth for communities of color and women. Gary also explains the role of intent in shaping the future and highlights the business case for supplier diversity in the professional services industry.

“Business diversity is about including diverse suppliers across the entire spectrum of what we spend money on and the segments of the economy that are growing the fastest.” - Gary Sutton

This week on Breaking Barriers:

• How Deloitte is making supplier diversity proactive
• The Deloitte strategy to systematically procure diverse suppliers
• Valuing strategic relationships between diverse and non-diverse firms
• The power of targeting start-ups in supplier diversity efforts
• Building better incubator programs and helping diverse suppliers’ capacity
• Making the case for supplier diversity in the professional services and consultancy industry

Connect with Gary Sutton:

• Deloitte Consulting
• Deloitte Consulting on LinkedIn
• Deloitte on Facebook
• Deloitte on Instagram
• Deloitte on Twitter
• Deloitte on YouTube
• Deloitte on Glassdoor
• Gary Sutton on LinkedIn

This podcast is brought to you by Hire Ground

Hire Ground is a technology company whose mission is to bridge the wealth gap through access to procurement opportunities. Hire Ground is making the enterprise ecosystem more viable, profitable, and competitive by clearing the path for minority-led, women-led, LGBT-led, and veteran-led small businesses to contribute to the global economy as suppliers to enterprise organizations.

For more information on getting started please visit us @ hireground.io today!

If you enjoyed this episode, please subscribe and leave a review wherever you get your podcasts.

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Supplier diversity programs are ramping up, and this will only continue to put pressure on your company’s supplier diversity leaders. Fortunately, there is a way to improve the results of your company’s supplier diversity program, and that is through its tail spend. What is tail spend? How can tail spend improve existing diversity and inclusion programs?

In this episode, we explain how organizations can use tail spend to boost supplier diversity efforts. We discuss tail spend and why it’s low-hanging fruit for growing supplier diversity. We describe how tail spend allows you to hit your supplier diversity goals faster and how it provides more opportunities for diverse vendors. We also share why we think supplier diversity programs will be under heavier pressure this year.

"There's a lot involved with tail spend, but there's also a lot of potential." - Adam Moore

This week on Breaking Barriers:

• What tail spend is and how it can meet your supplier diversity goals
• Understanding tail spend through real-world examples
• The best way to approach tail spend with big suppliers in mind
• The competitive nature of corporations and supplier diversity
• How tail spend can increase supplier diversity engagement and communication
• Why the pressure for supplier diversity programs is heavier this year

This podcast is brought to you by Hire Ground

Hire Ground is a technology company whose mission is to bridge the wealth gap through access to procurement opportunities. Hire Ground is making the enterprise ecosystem more viable, profitable, and competitive by clearing the path for minority-led, women-led, LGBT-led, and veteran-led small businesses to contribute to the global economy as suppliers to enterprise organizations.

For more information on getting started please visit us @ hireground.io today!

If you enjoyed this episode, please subscribe and leave a review wherever you get your podcasts.

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Louis Garcia is the CEO of Media Garcia, a growth agency focused on helping small businesses generate leads and conversions through process optimization and automation. He is a HubSpot expert and is well-versed in the language of CRM marketing and sales strategies. Before founding Media Garcia, Louis worked at Target for almost 12 years—his last position as their Lead Project Manager—where he performed root cause analysis on data quality issues.

Louis joins us today to discuss how Media Garcia’s programs help small business owners get off the ground fast and scale sooner. He shares how his family became his motivation for a life of entrepreneurship. He describes how generational wealth should be inclusive. He explains the need for businesses to elevate each other, especially those belonging to high-poverty communities. Louis also provides actionable advice to small business owners regarding failure.

“Through business excellence, we can transform communities that have had historically high rates of poverty into predictable wealth.” - Louis Garcia

This week on Breaking Barriers:

• What inspired Louis's entrepreneurial desire
• Louis's thoughts on inclusive generational wealth
• Using business excellence to elevate communities from poverty
• Why many businesses have problems with buying too many CRMs
• Case studies that have shown the results of their small business projects
• Louis's advice to the small business community
• Viewing failures as opportunities to do better

Connect with Louis Garcia:

• Media Garcia
• Media Garcia on LinkedIn
• Media Garcia on Twitter
• Media Garcia on Instagram
• Media Garcia on Facebook
• Louis Garcia on LinkedIn

This podcast is brought to you by Hire Ground

Hire Ground is a technology company whose mission is to bridge the wealth gap through access to procurement opportunities. Hire Ground is making the enterprise ecosystem more viable, profitable, and competitive by clearing the path for minority-led, women-led, LGBT-led, and veteran-led small businesses to contribute to the global economy as suppliers to enterprise organizations.

For more information on getting started please visit us @ hireground.io today!

If you enjoyed this episode, please subscribe and leave a review wherever you get your podcasts.

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Upholding supplier diversity programs in any business is no easy task. Regardless of what some experts say, even something as reasonable as supplier diversity can—and will—have some form of pushback. What can companies do to streamline their supplier diversity programs? What can small businesses do to win contracts from companies that prefer legacy procurement models?

In this episode, we describe some of the innovations we expect from the top companies in the United States regarding supplier diversity and inclusion programs in 2022. We share what small businesses can do to make their services more attractive. We explain the importance of knowing the “why” of your supplier diversity program regarding goal setting. We also discuss the supplier diversity solutions Higher Ground offers.

"If you don't know the why you're doing what you're doing, you have no idea how to set a goal against it." - Adam Moore

This week on Breaking Barriers:

• Restating the purpose of this podcast and why we are passionate about it
• Having a clear path to your company's supplier diversity goals
• Knowing the “why” of your supplier diversity programs
• Understanding what steps make sense and what steps your department will have to stomach
• What Higher Ground is and how it can help meet your company's supplier diversity KPIs and ROIs
• What most people don't understand about supplier diversity
• How diverse suppliers can provide potential opportunities to large businesses
• Why hiring minority-led businesses is no longer a hard-sell
• Tips for small businesses to win contracts with large companies
• Being realistic about your company's viability
• Common flaws in supplier diversity systems and tools
• Changes that need to be made within supplier diversity and inclusion strategies for 2022
• Bringing innovation back to supplier diversity
• Why you can no longer say "Because we've always done it this way"

This podcast is brought to you by Hire Ground

Hire Ground is a technology company whose mission is to bridge the wealth gap through access to procurement opportunities. Hire Ground is making the enterprise ecosystem more viable, profitable, and competitive by clearing the path for minority-led, women-led, LGBT-led, and veteran-led small businesses to contribute to the global economy as suppliers to enterprise organizations.

For more information on getting started please visit us @ hireground.io today!

If you enjoyed this episode, please subscribe and leave a review wherever you get your podcasts.

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Marty Parker is a partner at TECHCXO, an executive professional services firm that provides CXO professionals for tech companies. He is also the Chief Strategy Officer at Hire Ground, leading its strategic planning processes and external relationships. Marty has worn many hats in his career, but they all have one thing in common: his services help companies and students succeed in their chosen industries.

Marty joins us today to discuss how the pandemic has changed the way businesses treat their employees and how large companies see their smaller counterparts. He shares his thoughts on what makes supplier diversity a challenging concept. He explains how the pandemic affected different companies of various industries and sizes. Marty also describes why you only want a little more capacity in your business.

"A diverse supplier needs to look bigger than they are." - Marty Parker

This week on Breaking Barriers:

• Marty's perspective on the challenges surrounding supplier diversity
• How the pandemic affected large and small companies differently
• Realizing the importance of body language in personal conversations
• The technological shift of the last 20 months
• Some of the good that came out of Covid-19
• Why every industry needs small businesses to be mobile or officeless
• How employees are being treated throughout the pandemic
• Why you only need a little bit more capacity as a company

Resources Mentioned:

• Breaking Barriers, Building a Hire Ground – Episode 19: Developing “Next Generation” Supply Chain Talent with Marty Parker & Ali Stehr

Connect with Marty Parker:

• TechCXO
• Marty Parker on LinkedIn

This podcast is brought to you by Hire Ground

Hire Ground is a technology company whose mission is to bridge the wealth gap through access to procurement opportunities. Hire Ground is making the enterprise ecosystem more viable, profitable, and competitive by clearing the path for minority-led, women-led, LGBT-led, and veteran-led small businesses to contribute to the global economy as suppliers to enterprise organizations.

For more information on getting started please visit us @ hireground.io today!

If you enjoyed this episode, please subscribe and leave a review wherever you get your podcasts.

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Michael Russell is the CEO of HJ Russell & Company, a family-run construction service business founded in 1952. It is one of the country’s most prominent African-American-run businesses specializing in real estate development, program management, construction, and property management. HJ Russell & Company have completed over 500 projects and managed over 20 properties. As CEO, Michael is in charge of strategic planning and connecting with other minority-led businesses.

Michael joins us to discuss what it is like to be the CEO of a family-run business with over 60 years of history. He shares how he plans on honoring the legacy his grandfather and father made while also moving the company forward. He explains why family and business typically don’t mix well. He describes how their company supports minority-led companies. Michael also shares his thoughts on the future of supplier diversity in business.

"You have to honor the past, but also position the business for the future." - Michael Russell

This week on Breaking Barriers:

• The mission of HJ Russell & Company
• The importance of legacies to companies as they grow
• How reputation and historical impact can make business come your way
• How Michael honors the legacy of his father and grandfather's contribution to the company
• What Michael is doing to move the company forward while honoring the past
• Michael's experience as the CEO of a family-run business
• Why family and business do not typically mix well together
• The guidelines and expectations for next-generation owners
• Michael's interaction with supplier diversity and how it affects the construction side of business
• How big is big enough to start thinking about supplier diversity
• Michael's thoughts on supplier diversity as a minority-run business owner

Connect With Michael Russell:

• HJ Russell & Company
• Michael Russell on LinkedIn

This podcast is brought to you by Hire Ground

Hire Ground is a technology company whose mission is to bridge the wealth gap through access to procurement opportunities. Hire Ground is making the enterprise ecosystem more viable, profitable, and competitive by clearing the path for minority-led, women-led, LGBT-led, and veteran-led small businesses to contribute to the global economy as suppliers to enterprise organizations.

For more information on getting started please visit us @ hireground.io today!

If you enjoyed this episode, please subscribe and leave a review wherever you get your podcasts.

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Happy New Year from us to you! Let’s get this year started the right way by focusing on two essential terms that are shaking the industry: supplier diversity and economic inclusion. At first glance, you might think they’re the same, but the nuances and effects of each are different. In fact, without supplier diversity, the idea of economic inclusion wouldn’t exist. What exactly is economic inclusion, and why is it different from supplier diversity?

In this episode, we discuss what economic inclusion is and how it results from supplier diversity. We explain how economic inclusion has shifted the way businesses look at their consumers and suppliers. We share the effects of having a successful supplier diversity program and what would happen if companies didn’t have one. We also describe some of the topics we want to touch on this year and what the audience can expect in the coming weeks.

"Economic inclusion is the vehicle that powers supplier diversity." - Cloe Guidry-Reed

This week on Breaking Barriers:

• Defining supplier diversity and what a supplier diversity program really is
• The difference between supplier diversity and economic inclusion
• How economic inclusion affects the overall market in various industries
• What really happens when you buy from a company with a supplier diversity program
• The critical issues we're looking forward to tackling this year

This podcast is brought to you by Hire Ground

Hire Ground is a technology company whose mission is to bridge the wealth gap through access to procurement opportunities. Hire Ground is making the enterprise ecosystem more viable, profitable, and competitive by clearing the path for minority-led, women-led, LGBT-led, and veteran-led small businesses to contribute to the global economy as suppliers to enterprise organizations.

For more information on getting started please visit us @ hireground.io today!

If you enjoyed this episode, please subscribe and leave a review wherever you get your podcasts.

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Johnny Howze III is the Vice President of Supply Chain Management at Southern Company, an energy company that produces clean, safe, and affordable energy for its 9 million customers. Johnny’s responsibilities include overseeing operational functions and power delivery. He has over 20 years of experience in plant operations and leadership positions, including running various coal-fired power plants that served millions of customers.

Johnny joins us today to discuss why he prefers the term “economic inclusion” over “supplier diversity.” He divulges Southern Company’s efforts in helping small businesses work with them, especially regarding the services they will need in the future. He explains his economic takeaways from the pandemic and why a diverse team allows for better decision-making. Johnny also dispels the myth of the costs associated with working with small businesses.

"The more diverse the decision-making body is, the more factors you can get into the decision." - Johnny Howze III

This week on Breaking Barriers:

• What Southern Company provides
• Johnny’s role at Southern Company
• Southern Company's Net Zero Plan by 2050
• The company's beliefs on nuclear energy generation
• The goods and services diverse listeners should provide in the future
• How they make sure they have a diverse supply base
• The economic disparities in America and the wealth gap unearthed by the pandemic
• Involving everyone in the future of energy
• Having a diverse team when it comes to making the right leadership decisions
• Why Johnny prefers the term "economic inclusion" over "supplier diversity"
• Dispelling the myth about diverse suppliers being more expensive
• Johnny's advice to small businesses interested in working with large corporations

Connect with Johnny Howze III:

• Southern Company
• Johnny Howze III on LinkedIn

This podcast is brought to you by Hire Ground

Hire Ground is a technology company whose mission is to bridge the wealth gap through access to procurement opportunities. Hire Ground is making the enterprise ecosystem more viable, profitable, and competitive by clearing the path for minority-led, women-led, LGBT-led, and veteran-led small businesses to contribute to the global economy as suppliers to enterprise organizations.

For more information on getting started please visit us @ hireground.io today!

If you enjoyed this episode, please subscribe and leave a review wherever you get your podcasts.

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Nedra Dickson is the Global Supplier Inclusion and Sustainability Lead at Accenture, one of the world’s largest professional services companies focusing on strategy and consulting, operations, technology, and interactive services. Nedra promotes and leads Accenture’s efforts to maximize procurement opportunities with small and diverse businesses across 17 countries. She also holds several board seats within the supplier diversity community, including board memberships in the Women Business Enterprise Council, the Georgia Minority Supplier Diversity Council, and the Supplier Diversity Leadership Council for The Conference Board.

Nedra joins us to discuss what companies should measure to gauge the progress of their supplier diversity programs. She explains the expanse of Accenture’s supplier diversity program and its international reach. She describes the complex processes involved in navigating another country’s laws and legislations for their programs. Nedra also shares how being a board member of various councils made her appreciate her role.

"Corporations have to begin to hold the boards accountable to be that bridge to small and diverse suppliers." - Nedra Dickson

This week on Breaking Barriers:

• What Accenture is and Nedra's role in the company
• How small and diverse businesses can help fill current supply chain gaps
• How Nedra manages the company's supplier diversity programs overseas
• Lowering your expectations when working with other countries’ laws and legislations
• The Global Data Privacy Regulation and the enormous fines associated with it
• The KPIs Nedra set for her team regarding their company's capability
• How to know whether your supplier diversity program is running successfully
• Nedra's “Building The House” model for programs
• The right metrics to measure the ROI for supplier diversity programs
• What it means to collaborate and co-innovate when looking for opportunities
• Nedra's involvement in boards and how it shaped her outlook of supplier equity and inclusion
• Why 2022 is going to be important for the boards

Connect with Nedra Dickson:

• Accenture
• Nedra Dickson on LinkedIn
• Nedra Dickson on Twitter

This podcast is brought to you by Hire Ground

Hire Ground is a technology company whose mission is to bridge the wealth gap through access to procurement opportunities. Hire Ground is making the enterprise ecosystem more viable, profitable, and competitive by clearing the path for minority-led, women-led, LGBT-led, and veteran-led small businesses to contribute to the global economy as suppliers to enterprise organizations.

For more information on getting started please visit us @ hireground.io today!

If you enjoyed this episode, please subscribe and leave a review wherever you get your podcasts.

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Monette Knapik is the Director of Operations at CVS, the country’s leading health solutions company. As Director of Operations, she is responsible for day-to-day strategy execution, network expansion, strengthening of internal working relationships, and innovation and growth opportunities. Monette has over ten years of experience working in the supplier diversity space, and she feels honored and accomplished to be recognized by advocacy groups.

Monette joins us to describe how CVS conducts its supplier diversity program with intentionality. She outlines how supplier diversity leaders should ask for support from company leaders. She explains the difficulties small businesses can encounter when working with large corporations like CVS. She discusses how small businesses can make themselves stand out, especially when meeting for the first time. Monette also shares how being part of the supplier diversity program changed her perspective of what the program is and its goals.

"Supplier diversity is a non-competitive space." - Monette Knapik

This week on Breaking Barriers:

• The impact CVS is making in the supplier diversity space
• Monette's role at CVS and how leadership drives CVS's initiatives
• How to improve a company's support on their supplier diversity programs
• Adding intentionality into your supplier diversity programs
• How small businesses can set themselves apart from the more prominent brands
• Monette's advice to suppliers interested in being included in their company's list of businesses
• What it means for suppliers to be in CVS's online databases
• CVS’s executive leadership programs
• Real stories of suppliers who became crucial merchants in times of need
• Indemnification and why business with large corporations is difficult
• How Monette's experience with CVS affected her views on supplier diversity and critical takeaways

Connect with Monette Knapik:

• CVS
• Monette Knapik on LinkedIn

This podcast is brought to you by Hire Ground

Hire Ground is a technology company whose mission is to bridge the wealth gap through access to procurement opportunities. Hire Ground is making the enterprise ecosystem more viable, profitable, and competitive by clearing the path for minority-led, women-led, LGBT-led, and veteran-led small businesses to contribute to the global economy as suppliers to enterprise organizations.

For more information on getting started please visit us @ hireground.io today!

If you enjoyed this episode, please subscribe and leave a review wherever you get your podcasts.

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Having a supplier diversity program in your organization is hard work, but they’re always worth the effort. Although it costs more money at first, it eventually pays for itself in the long-term. However, one of the common mistakes companies make regarding supplier diversity is having it simply for the sake of having it, which doesn’t translate to a better community relationship. So, how do you properly integrate a supplier diversity program in your company?

Today, we discuss why supplier diversity is more than just a business outreach program and how to have one with intent. We explain how supplier diversity programs can be a source of revenue. We describe the official definition of a small business according to the SPA. We also share how the environment is now being considered when partnering or merging in any industry.

"If you're going to do supplier diversity, be intentional about it." - Adam Moore

This week on Breaking Barriers:

• Defining supplier diversity as a revenue generator
• Why we should have partnered with diverse companies a long time ago
• How most companies are only looking at supplier diversity from a spending viewpoint
• The differences between companies that have supplier diversity programs and those that only have compliance programs
• What industries should do to have a diverse company that’s part of the "billion-dollar table"
• How the ecosystem becomes an essential factor when working with new and legacy companies
• The SPA definition of small business for tech and manufacturing

Resources Mentioned:

• Sales & Purchase Agreement (SPA)

This podcast is brought to you by Hire Ground

Hire Ground is a technology company whose mission is to bridge the wealth gap through access to procurement opportunities. Hire Ground is making the enterprise ecosystem more viable, profitable, and competitive by clearing the path for minority-led, women-led, LGBT-led, and veteran-led small businesses to contribute to the global economy as suppliers to enterprise organizations.

For more information on getting started please visit us @ hireground.io today!

If you enjoyed this episode, please subscribe and leave a review wherever you get your podcasts.

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Anthony Hayes is the President and Founder of The Hayes Initiative, a public affairs firm that provides support and strategic counsel for communications, media outreach, community relations, and crisis management, among other focuses. He has over 15 years of experience in crisis and issue management, communications, and political and legislative campaigns. One of Anthony’s notable achievements is being the Overall Press Lead for Team Hillary during the 2016 presidential election.

Anthony joins us today to describe what The Hayes Initiative does and how they work to improve an organization's communications and crisis management. He explains why a strong line of communication within your organization can be tough to implement. He discusses the impact of Jamie Dimon’s recent statements on the financial market. Anthony also shares the most opportune times for a company to stay quiet and make noise during a social justice movement.

"Communicating well is actually hard work." - Anthony Hayes

This week on Breaking Barriers:

• The mission of The Hayes Initiative
• Where the company is today compared to five years ago
• The services they offer to clients regarding strategic communications
• Why proper organizational communication is difficult to apply
• Living in a world currently under a "sustained crisis"
• How corporations should start to think about crisis and communications
• Jamie Dimon and how he set a tone for the global financial market
• The importance of having a communications team in any organization
• Strategic timing when it comes to supporting social justice events
• When companies should stay silent in light of political movements

Connect with Anthony Hayes:

• Hayes Initiative
• Anthony Hayes on LinkedIn

This podcast is brought to you by Hire Ground

Hire Ground is a technology company whose mission is to bridge the wealth gap through access to procurement opportunities. Hire Ground is making the enterprise ecosystem more viable, profitable, and competitive by clearing the path for minority-led, women-led, LGBT-led, and veteran-led small businesses to contribute to the global economy as suppliers to enterprise organizations.

For more information on getting started please visit us @ hireground.io today!

If you enjoyed this episode, please subscribe and leave a review wherever you get your podcasts.

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G'Sean Williams is the Senior Director and Head of Indirect Procurement at Floor & Decor, one of the country’s largest specialty retailers of hard surface flooring. They offer a broad range of in-stock selection of wood, stone, tile, and correlating tools as well as other flooring accessories. G'Sean is known as an industry speaker, negotiations leader, and expert in global commercial contracting. He is also the author of the book, The Dynamics of Leverage: 12 Unwritten Leadership Rules for Leadership, Life, and Lunch, where he describes the processes of tapping into your leadership qualities and influencing the outcomes of relationships.

G'Sean joins us today to discuss what it means to know your customers’ needs. He shares how the pandemic changed the way we perceive supply and demand. He describes the complexities of contracting small, diverse companies. He explains how the ability to lead projects is a must-have skill in today’s world. G'Sean also provides actionable advice for young workers who are having problems finding their way in the professional world.

"Your vendors are your customers and your customers are your vendors." - G'Sean Williams

This week on Breaking Barriers:

• Describing Floor & Decor
• How the pandemic increased peoples’ awareness of supply chain and procurement
• What G'Sean's team does from a supplier development perspective
• Including more small, diverse services in businesses
• G'Sean's experience of being in a business-inclusion group
• G'Sean's thoughts on contracting diverse suppliers from a need basis
• Why G'Sean wanted to learn about materials experience, logistics, and finance coming out of school
• Why the ability to lead projects is underrated
• Data and why it's the number one asset of every organization
• G'Sean's advice to young professionals who feel lost in their chosen industries

Connect with G'Sean Williams:

• Floor & Decor
• Book: The Dynamics of Leverage: 12 Unwritten Leadership Rules for Leadership, Life, and Lunch
• G'Sean Williams on LinkedIn

This podcast is brought to you by Hire Ground

Hire Ground is a technology company whose mission is to bridge the wealth gap through access to procurement opportunities. Hire Ground is making the enterprise ecosystem more viable, profitable, and competitive by clearing the path for minority-led, women-led, LGBT-led, and veteran-led small businesses to contribute to the global economy as suppliers to enterprise organizations.

For more information on getting started please visit us @ hireground.io today!

If you enjoyed this episode, please subscribe and leave a review wherever you get your podcasts.

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Vickie Irwin is the General Manager of Supplier Sustainability and Equity at Southern Company, one of the largest energy providers in the country. Southern Company owns various electric utilities, natural gas distribution utilities, fiber optics, and wireless communications across multiple states. As General Manager, Vickie is responsible for building relationships that support the growth and development of small, diverse businesses. She is also a CPA and Project Management Professional who specializes in helping diverse companies partner with corporations.

Vickie joins us today to share how Southern Company promotes supplier diversity and discuss its supplier sustainability practices. She describes her role as General Manager of Supplier Sustainability and Equity. She explains how small businesses are driving half the jobs created in the US. She discusses the different cores that makeup supplier sustainability and equity. Vickie also divulges the company’s ESG goals and what’s in store for Southern Company.

"We have to keep that cycle of money going through our small and diverse business communities because they're the ones creating jobs." - Vickie Irwin

This week on Breaking Barriers:

• Who Vickie is and what it means to have sustainability and equity at Southern Company
• The company's ESG goals and how supplier diversity can support them
• Where Vickie went to learn about sustainability
• The importance of supplier sustainability in small and diverse businesses
• Why small and diverse businesses are critical for jobs creation
• The different areas of supplier sustainability and equity
• Other areas of growth the company can still expand on
• The most prominent creators of job growth in the industry today
• Examples of diverse companies that champion supplier sustainability and equity

Resources Mentioned:

• Milhouse Engineering & Construction

Connect with Vickie Irwin:

• Southern Company on Linkedin
• Vickie Irvin on LinkedIn

This podcast is brought to you by Hire Ground

Hire Ground is a technology company whose mission is to bridge the wealth gap through access to procurement opportunities. Hire Ground is making the enterprise ecosystem more viable, profitable, and competitive by clearing the path for minority-led, women-led, LGBT-led, and veteran-led small businesses to contribute to the global economy as suppliers to enterprise organizations.

For more information on getting started please visit us @ hireground.io today!

If you enjoyed this episode, please subscribe and leave a review wherever you get your podcasts.

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It goes without saying that 2021 fared leagues better than 2020 did. Many companies will start engaging with their consumers to celebrate the world's grand reopening, especially now that we're near the end of the year. However, what does it mean when your business only engages with the market when all is said and done? How do you engage with your diverse suppliers without it feeling artificial or forced?

In today's episode, we describe the wild ride 2021 has been and what we can expect for 2022. We explain why businesses shouldn't just establish rapport with their suppliers and consumers when the year ends. We discuss the ways companies can work with their suppliers to more effectively engage with their communities. We also share the importance of being kind to one another, especially during the holidays, and how kindness can significantly impact the way we perceive society as a whole.

"The one thing the pandemic has taught all of us is the one size fits all mentality doesn't work." - Adam Moore

This week on Breaking Barriers:

• Reflecting on the past year
• Building relationships throughout the year instead of during the holidays
• Why it is crucial to personalize your customer engagement
• What the pandemic has taught us about our teams and customers
• How suppliers are part of your company's teams as well
• Making communities come together toward the end of the year
• The importance of being nice to people during the holidays

This podcast is brought to you by Hire Ground

Hire Ground is a technology company whose mission is to bridge the wealth gap through access to procurement opportunities. Hire Ground is making the enterprise ecosystem more viable, profitable, and competitive by clearing the path for minority-led, women-led, LGBT-led, and veteran-led small businesses to contribute to the global economy as suppliers to enterprise organizations.

For more information on getting started please visit us @ hireground.io today!

If you enjoyed this episode, please subscribe and leave a review wherever you get your podcasts.

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It’s no question that having supplier diversity can elevate a company’s financial growth—especially if more companies actively pursue supplier diversity. In fact, CVS Health reported their supplier diversity program contributed an astounding $5.5 billion to the US economy in 2018. This shows supplier diversity isn’t just a trend or a fad businesses can ride until it loses its luster. Supplier diversity improves your company’s relationships with minority-led and LGBT-led companies and lets you cast a wider net, which can result in more significant profits.

Today, we discuss why supplier diversity is more than just a trend and its critical role in the economy. We explain how supplier diversity programs can be essential in mergers and acquisitions and when dealing with other suppliers. We describe the potential losses a company would incur if they don’t have a supplier diversity program. We also share some of the ways businesses can strike while the supplier diversity iron is still hot.

"Supplier diversity is crucial to the vitality of the company" - Adam Moore

This week on Breaking Barriers:

• Why supplier diversity is crucial for the longevity of a company
• How supplier diversity can be a significant factor in mergers and acquisitions
• How supplier diversity communicates your intent to different communities
• How much money supplier diversity generates for the economy
• The cost of not giving diverse suppliers opportunities
• Why putting someone in an RFP can be profitable
• Diverse suppliers working with other diverse suppliers
• How to take advantage of the impact of supplier diversity on our economy

Resources Mentioned:

• CVS Health

This podcast is brought to you by Hire Ground

Hire Ground is a technology company whose mission is to bridge the wealth gap through access to procurement opportunities. Hire Ground is making the enterprise ecosystem more viable, profitable, and competitive by clearing the path for minority-led, women-led, LGBT-led, and veteran-led small businesses to contribute to the global economy as suppliers to enterprise organizations.

For more information on getting started please visit us @ hireground.io today!

If you enjoyed this episode, please subscribe and leave a review wherever you get your podcasts.

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Mary Gano is the Senior Manager of Supply Chain Diversity and Sustainability at Vista Corp. Mary advocates for diverse and small businesses in the supply chain. She was selected as Vistra Women Information Network’s 2019 Woman of the Year, and is a member of the Dallas Regional Chamber Leadership Dallas Class of 2021. She previously worked at Energy Future Holdings and MJG Recruitment Services. Mary has a Bachelor’s degree in Communications from Indiana University-Purdue University Indianapolis.

Mary joins us today to discuss supplier growth through introductions to tier 1 suppliers. She explains how corporations can work with suppliers while satisfying regulations and insurance requirements. She highlights where companies can go wrong when envisioning their diversity initiatives and how supplier and workforce composition diversity can be ensured at tier 1 and tier 2. Mary also reveals how diversity professionals can persuade senior managers to bring on small businesses and build on small successes.

“From a cultural standpoint, we need to make sure that we are working with diverse suppliers.” - Mary Gano

This week on Breaking Barriers:

• How larger corporations can bring in small, diverse businesses and satisfy regulations
• The role of ISNetworld in verifying supplier insurances
• The common mistakes companies make when putting a supply chain diversity program together
• How companies can ensure tier 2 diversity through their tier 1 supplier
• Doing research, creating a capability statement, and reaching out to supplier diversity professionals
• How to discuss supply chain inclusion with category and senior managers

Resources Mentioned:

• ISNetworld

Connect with Mary Gano:

• Vista Corp.
• Mary Gano on LinkedIn

This podcast is brought to you by Hire Ground

Hire Ground is a technology company whose mission is to bridge the wealth gap through access to procurement opportunities. Hire Ground is making the enterprise ecosystem more viable, profitable, and competitive by clearing the path for minority-led, women-led, LGBT-led, and veteran-led small businesses to contribute to the global economy as suppliers to enterprise organizations.

For more information on getting started please visit us @ hireground.io today!

If you enjoyed this episode, please subscribe and leave a review wherever you get your podcasts.

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While the workforce may have relished the abundance of conveniences that working from Zoom brings, it’s unquestionable that people have been missing the element of physically connecting with others. After almost two years of virtual conferences, in-person conferences are once again taking place. As we return to some semblance of normalcy, the opportunity once again exists to meet contacts and collaborators face-to-face.

In today’s episode, we discuss the conference experience in a post-COVID world. Cloe shares what it was like to meet established contacts at a conference for the first time while following COVID precautions. Adam reveals the difficulties he experienced communicating with event staff while wearing masks and talking through plexiglass screens. He also explains how the CLEAR app can be used to prove your identity and vaccination status. We also deliberate over the possible future of work as the 9-5 workweek becomes less common and weigh the advantages and disadvantages of in-person, virtual, and hybrid conferences.

“Human beings are created to be relational, and I just don’t see technology replacing that piece of our core makeup as humans.” - Adam Moore

This week on Breaking Barriers:

• Networking at conferences while following COVID safeguards and respecting face masks and personal choices
• The difficulties of communicating through face masks
• Using the CLEAR app, uploading your vaccination documentation, and confirming your identity
• The legality of questioning conference attendees on their vaccination status
• What engagement and building culture looks like for at-home workers
• How work-life is changing as many professionals lose the rigid 9-5 structure
• The advantages of in-person conferences over virtual conferences

Resources Mentioned:

• CSCMP Conference
• Delta CLEAR Program
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This podcast is brought to you by Hire Ground

Hire Ground is a technology company whose mission is to bridge the wealth gap through access to procurement opportunities. Hire Ground is making the enterprise ecosystem more viable, profitable, and competitive by clearing the path for minority-led, women-led, LGBT-led, and veteran-led small businesses to contribute to the global economy as suppliers to enterprise organizations.

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Roy Broderick Jr. is the President & CEO of Authentique Agency, a full-service marketing and consulting firm that helps businesses optimize genuine marketing strategies toward minorities and LGBTQ+ groups. He has worked with big names in the industry, such as AT&T, Coca-Cola, and the National Museum of African American Music. Roy is also the Vice President of Diversity, Equity, and Inclusion at the American Marketing Association, Atlanta Chapter.

Roy joins us to discuss how companies can appeal to minorities in a sincere manner. He explains what many companies get wrong with their ads, especially regarding authentic minority families. He shares his passion for multicultural marketing and how Authentique Agency can help any business relate to its minority and LGBTQ+ consumers. Roy also shares advice on what small businesses can do to make sure they do multicultural marketing the right way.

"Brands have a lot of homework to do, but that's why it's important to have the right partners." - Roy Broderick Jr

This week on Breaking Barriers:

• What multicultural marketing is and its pros and cons
• How multicultural marketing can seem inauthentic
• What businesses need to understand about catering to minority and LGBTQ+ consumers
• How companies can pay homage while also being respectful about black and brown cultures
• The common errors companies make when marketing to different cultures
• How Roy's team helps companies improve their multicultural marketing strategies
• The impact of last year's BLM protests on company marketing
• Roy's advice to small businesses that want to get their multicultural marketing right

Resources Mentioned:

• Juneteenth Do & Don't

Connect With Roy Broderick Jr:

• The Authentique Agency
• The Authentique Agency on LinkedIn
• Roy Broderick Jr.’s Official Website
• Roy Broderick Jr. on LinkedIn

This podcast is brought to you by Hire Ground

Hire Ground is a technology company whose mission is to bridge the wealth gap through access to procurement opportunities. Hire Ground is making the enterprise ecosystem more viable, profitable, and competitive by clearing the path for minority-led, women-led, LGBT-led, and veteran-led small businesses to contribute to the global economy as suppliers to enterprise organizations.

For more information on getting started please visit us @ hireground.io today!

If you enjoyed this episode, please subscribe and leave a review wherever you get your podcasts.

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Shakeia Kegler is the Founder & CEO of GovLia, a company that helps state and local government agencies effortlessly implement and manage supplier diversity programs. Their goal is to expedite supplier diversity efforts without the traditional, time-consuming, paper-based processes. Before founding GovLia, Shakeia served for five years in the Navy as Aviation Ordnanceman Petty Officer 2nd Class. Following her career in the military, Shakeia also worked as a specialist in the government contracting department. The opportunity led to starting GovLia in 2017.

Shakeia joins us to discuss how GovLia helps supplier diversity efforts through government contracting support. She recounts her experience in the Navy as well as what it was like to transition back to civilian life. She describes the difficulty of small businesses getting awarded government contracts, especially if these businesses are minority-owned. Shakeia also explains what small businesses can do to make themselves look better than the competition when applying for government contracts.

"Your network is your net worth." - Shakeia Kegler

This week on Breaking Barriers:

• Shakeia's experience in the Navy’s purchasing department
• Her struggles adjusting back to civilian life
• What the government usually buys that may sound difficult to believe
• Why GovLia was founded and how they support supplier diversity
• Why businesses miss out on selling their products and services to the government
• How GovLia helps businesses connect with government transactions
• How the government filters business partners
• Why past performance matters when trying to sell to the government
• How Shakeia’s Navy experience affected the way she ran her business
• The one hobby Shakeia likes pursuing and how it helps her connect with people

Connect With Shakeia Kegler:

• GovLia
• GovLia on Instagram
• Shakeia Kegler’s Website
• Shakeia Kegler on Instagram
• Shakeia Kegler on LinkedIn

This podcast is brought to you by Hire Ground

Hire Ground is a technology company whose mission is to bridge the wealth gap through access to procurement opportunities. Hire Ground is making the enterprise ecosystem more viable, profitable, and competitive by clearing the path for minority-led, women-led, LGBT-led, and veteran-led small businesses to contribute to the global economy as suppliers to enterprise organizations.

For more information on getting started please visit us @ hireground.io today!

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Today marks our 50th episode, and to be honest, it doesn’t feel that long. What started as an exciting idea with good intentions is now making waves in the world of supplier diversity. We’ve met a lot of the industry’s best on supplier diversity, and we certainly learned much more than we ever could have expected. We have managed to make do with what we have despite challenging times, and it wouldn’t have been possible without you, our audience.

For our 50th episode, we discuss some of the highlights of the podcast. We share our favorite guests, episodes, and key takeaways. We describe how we started this show, when we first met, and what made us push through despite the pandemic. We also explain what you can expect from us in the future and our plans once we get to episode 100.

"It has been an absolute pleasure from the word, ‘go.’" - Adam Moore

This week on Breaking Barriers:

• Reflecting on the past 49 episodes
• Why we started the podcast and what we've learned as hosts
• The importance of talking about uncomfortable topics
• Our personal experience as co-hosts
• Our favorite episodes and guests
• Where leaders should get their supplier diversity champions
• What listeners can expect from the next 50 episodes
• Reminiscing about our first episode and how we managed to keep the show going

This podcast is brought to you by Hire Ground

Hire Ground is a technology company whose mission is to bridge the wealth gap through access to procurement opportunities. Hire Ground is making the enterprise ecosystem more viable, profitable, and competitive by clearing the path for minority-led, women-led, LGBT-led, and veteran-led small businesses to contribute to the global economy as suppliers to enterprise organizations.

For more information on getting started please visit us @ hireground.io today!

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Sara Bodison is the Director of Supplier Corporate Responsibility and Risk at the RELX Group, a global provider of data and analytics for different professional and business customers across industries. Sara is responsible for developing and managing processes that ensure the suppliers adhere to ethical rules. In her 13 years with the RELX Group, she became a specialist in marketing services procurement, strategic planning and management, and supplier relationship management, among other skills.

Sara joins us to discuss how organizations can create internal champions for supplier diversity. She describes the differences between domestic and global supplier diversity programs. She explains what an ethical supply chain is and why small businesses must have ethical guidelines. She shares what she hopes to do with her position. Sara also discusses her thoughts on industry disruptors and how technology enables more opportunities for small businesses.

"There are huge opportunities in the marketing space because there are so many small marketing agencies." - Sara Bodison

This week on Breaking Barriers:

• The services the RELX Group offers Corporate America
• The differences between a domestic and global supplier diversity program
• Why you shouldn't structure your programs with corporate responsibility
• Why they added KPIs to their procurement teams
• What Sara wishes to do more of with her position
• Sara's responsibility in guaranteeing an ethical supply chain
• What it means to have an ethical supply chain
• Working with your internal champions and how to prepare supplier diversity programs for them

Connect With Sara Bodison:

• RELX Group
• Sara Bodison on LinkedIn

This podcast is brought to you by Hire Ground

Hire Ground is a technology company whose mission is to bridge the wealth gap through access to procurement opportunities. Hire Ground is making the enterprise ecosystem more viable, profitable, and competitive by clearing the path for minority-led, women-led, LGBT-led, and veteran-led small businesses to contribute to the global economy as suppliers to enterprise organizations.

For more information on getting started please visit us @ hireground.io today!

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Zuzy Martin-Aly is the host of the Girls in Tech podcast, a nonprofit organization with a mission to eliminate the gender gap in tech one episode at a time. She is an expert in brand strategizing and marketing and works with clients and agencies to promote their products or services in the most creative ways possible. Zuzy is also an award-winning filmmaker whose documentary film, Craving Cuba, was accepted to 13 film festivals. Craving Cuba inspects the Cuban-American experience, paying close attention to the ways politics complicate their relationship with Cuba.

Zuzy joins us to discuss what Girls in Tech is about and how they’re different from other women-led organizations. She shares her experience as a podcaster and how her background in film helped her grow the show. She explains the different stereotypes and barriers that keep many women out of the tech industry. She discusses the art of interviewing and how it’s more than just asking questions and getting answers. Zuzy also describes the benefits of having a diverse team in any business.

"I've been challenged to work with people who are different from me. I take that as a great puzzle that's going to get us to a solution."" - Zuzy Martin-Aly

This week on Breaking Barriers:

• The background and mission of Girls in Tech
• How their show stands out from other female-led podcasts
• The barriers that keep the number of women in the tech industry low
• How working with an array of people promotes creative, innovative solutions
• Zuzy's experience working in multicultural markets
• Why it's a privilege to interview a person
• How Zuzy's film-making experience influenced the way she runs her podcast
• Zuzy's advice for preparing an interview
• Why independent films are more likely to connect with audiences

Connect With Zuzy Martin-Aly:

• Girls In Tech
• Girls in Tech Podcast
• Startup Cuba

This podcast is brought to you by Hire Ground

Hire Ground is a technology company whose mission is to bridge the wealth gap through access to procurement opportunities. Hire Ground is making the enterprise ecosystem more viable, profitable, and competitive by clearing the path for minority-led, women-led, LGBT-led, and veteran-led small businesses to contribute to the global economy as suppliers to enterprise organizations.

For more information on getting started please visit us @ hireground.io today!

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Mark Wilson is the President & CEO of Chime Solutions, a company that prides itself in delivering one of the best contact center solutions in the country by focusing on customer care. Chime is socially driven, unlike other outsourcing companies, giving underserved communities the opportunities they deserve with every transaction. Before it was called Chime Solutions, Mark was the CEO of Ryla Teleservices, a telecommunications company, for over ten years.

Mark joins us to share how Chime Solutions is making a difference for the underserved community by being a minority-led business. He describes the culture-first business model he applied to Chime and why it generates long-term revenue for their clients. He explains the struggles and opportunities presented to minority-led businesses. Mark also discusses the progressive changes he’s seen in his experience supporting underserved communities.

"Customers are definitely important. You gotta do what you gotta do to make sure they're satisfied and happy, but that gets done through people." - Mark Wilson

This week on Breaking Barriers:

• What Chime Solutions is and the services they offer
• Mark's career evolution and why he started Chime Solutions
• The opportunity Mark saw in the way corporate America treated relationships
• Why their model is sustainable and benefits every participant
• The struggles and opportunities of being a minority-led business
• The positive changes Mark has seen in the industry regarding support for minority-led businesses
• Mark's goal of breaking the stigma of partnering with minority-led businesses
• How Chime Solutions retains a “family feel” despite their expansion
• Being innovative while maintaining company culture

Connect With Mark Wilson:

• Chime Solutions
• Mark Wilson on LinkedIn

This podcast is brought to you by Hire Ground

Hire Ground is a technology company whose mission is to bridge the wealth gap through access to procurement opportunities. Hire Ground is making the enterprise ecosystem more viable, profitable, and competitive by clearing the path for minority-led, women-led, LGBT-led, and veteran-led small businesses to contribute to the global economy as suppliers to enterprise organizations.

For more information on getting started please visit us @ hireground.io today!

If you enjoyed this episode, please subscribe and leave a review wherever you get your podcasts.

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Abraham Xiong is the President of Government Contractors Association, Inc., a national trade association of commercial contractors and government agencies. The organization's goal is to help small or minority-led businesses get their fair share of opportunities in the government market. Abraham is also the co-founder of Blockchain Chamber of Commerce, a membership-based organization supporting emerging cryptocurrency and blockchain industries.

Abraham joins us to discuss how he and his group help underserved businesses get more government contracts. He shares how his passion for government contracting began and his life after his family migrated to the United States. He describes the economic imbalance minority-led and women-led companies face with government contracts. He explains the importance of being a business certified by the government and the opportunities it unlocks. Abraham also shares his stories of what it was like dating outside of the Hmong community and what his occupation was before he became a full-time entrepreneur.

"There is an economic injustice that's going on in the government contracting world." - Abraham Xiong

This week on Breaking Barriers:

• How Abraham got into the business of government contracting
• Migrating from Laos and how the United States let Abraham find success
• Why it took a long time for Abraham to find his purpose
• The amount of money Abraham's family had when they emigrated to the United States
• What it was like starting a business with $300 in pocket money
• When Abraham realized he was meant to be an entrepreneur
• The mission of the Government Contractor's Association
• The injustice small businesses and women entrepreneurs face in government contracts
• Why having a government certification opens doors for a lot of small businesses
• Some of the challenges small businesses face in a post-Covid world
• The importance of taking risks and mustering confidence as an entrepreneur
• How the 2008 recession affected Abraham's business plans and cash flow
• Real-life risks Abraham took that turned out to be critical for his career path
• How strict Abraham's family was and how close they were in their community
• The story of Abraham's first dating experience

Connect With Abraham Xiong:

• Government Contractors Association
• Blockchain Chamber of Commerce
• Abraham Xiong on LinkedIn

This podcast is brought to you by Hire Ground

Hire Ground is a technology company whose mission is to bridge the wealth gap through access to procurement opportunities. Hire Ground is making the enterprise ecosystem more viable, profitable, and competitive by clearing the path for minority-led, women-led, LGBT-led, and veteran-led small businesses to contribute to the global economy as suppliers to enterprise organizations.

For more information on getting started please visit us @ hireground.io today!

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Michael Russell is the CEO of HJ Russell & Company, a family-run construction service business founded in 1952. It is one of the country’s most prominent African-American-run businesses specializing in real estate development, program management, construction, and property management. HJ Russell & Company have completed over 500 projects and managed over 20 properties. As CEO, Michael is in charge of strategic planning and connecting with other minority-led businesses.

Michael joins us to discuss what it is like to be the CEO of a family-run business with over 60 years of history. He shares how he plans on honoring the legacy his grandfather and father made while also moving the company forward. He explains why family and business typically don’t mix well. He describes how their company supports minority-led companies. Michael also shares his thoughts on the future of supplier diversity in business.

"You have to honor the past, but also position the business for the future." - Michael Russell

This week on Breaking Barriers:

• The mission of HJ Russell & Company
• The importance of legacies to companies as they grow
• How reputation and historical impact can make business come your way
• How Michael honors the legacy of his father and grandfather's contribution to the company
• What Michael is doing to move the company forward while honoring the past
• Michael's experience as the CEO of a family-run business
• Why family and business do not typically mix well together
• The guidelines and expectations for next-generation owners
• Michael's interaction with supplier diversity and how it affects the construction side of business
• How big is big enough to start thinking about supplier diversity
• Michael's thoughts on supplier diversity as a minority-run business owner

Connect With Michael Russell:

• HJ Russell & Company
• Michael Russell on LinkedIn

This podcast is brought to you by Hire Ground

Hire Ground is a technology company whose mission is to bridge the wealth gap through access to procurement opportunities. Hire Ground is making the enterprise ecosystem more viable, profitable, and competitive by clearing the path for minority-led, women-led, LGBT-led, and veteran-led small businesses to contribute to the global economy as suppliers to enterprise organizations.

For more information on getting started please visit us @ hireground.io today!

If you enjoyed this episode, please subscribe and leave a review wherever you get your podcasts.

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Shannon Polson is a leadership speaker, author, and the founder of The Grit Institute, a leadership consulting company. Unlike many leadership training companies, The Grit Institute’s approach stems from a combination of Shannon’s militaristic background and her corporate experiences. This allows her to provide leadership journeys in the most unique and engaging ways while remaining relatable. Shannon is also the author of The Grit Factor, where she talks about her experiences and insights as a female leader in a male-dominated society.

Shannon joins us to discuss how women can lead, whether in the military or the private sector. She describes her leadership experiences in the military and the challenges of transitioning to corporate. She explains the process behind founding The Grit Institute and authoring The Grit Factor. She shares how employers can boost employee engagement and retention without spending a dime. Shannon also discusses the importance of feeling needed and appreciated by your organizational leaders, especially supervisors and managers.

"It's the individual purpose first; then connecting to the organizational purpose."

This week on Breaking Barriers:

• Shannon's experience as a woman in the military
• Transitioning from the military to corporate environments
• How Shannon's military experience affected her professional career
• The main driver of a successful business in today's post-pandemic world
• The inspiration behind The Grit Factor and The Grit Institute
• What The Grit Institute offers to companies and their employees
• Why employee retention rate is low these days
• How listening to your team can boost employee engagement and retention
• Distinguishing between strategic listening and active listening
• The positive effects of one-on-one manager/employee engagement
• Creating the alignment between corporate and individual goals
• The importance of feeling recognized or needed by your employer
• What it was like being featured in The Today Show

Resources Mentioned:

• How 1 Army Veteran is Building a Community of Female Leaders

Connect With Shannon Polson:

• Shannon Polson website
• Book: The Grit Factor by Shannon Polson
• The Grit Institute
• LinkedIn

This podcast is brought to you by Hire Ground

Hire Ground is a technology company whose mission is to bridge the wealth gap through access to procurement opportunities. Hire Ground is making the enterprise ecosystem more viable, profitable, and competitive by clearing the path for minority-led, women-led, LGBT-led, and veteran-led small businesses to contribute to the global economy as suppliers to enterprise organizations.

For more information on getting started please visit us @ hireground.io today!

If you enjoyed this episode, please subscribe and leave a review wherever you get your podcasts.

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Kris Oswold is the Vice President of Global Supplier Diversity at UPS, a global leader in logistics recognized for their innovations to the world of packages and delivery. As the Vice President of UPS’s Global Supplier Diversity program, Kris expands opportunities for diverse suppliers to transact and work with UPS. She is tasked with identifying where the company falls short of its targets and remedies them by redesigning various processes and metrics.

Kris joins us to share how UPS handles its supplier diversity program and what it’s like to be one of its leaders. She describes her career at UPS and how she came to be part of the supplier diversity program. She discusses what companies can do if their program is failing or not generating their desired impact. She explains the qualities a supplier diversity manager must have and her primary responsibilities. Kris also shares her thoughts on the current state of supplier diversity in the country and what industries need to do to progress faster.

"There are decisions organizations and corporations need to make about how we move forward in engaging diverse suppliers." - Kris Oswold

This week on Breaking Barriers:

• Kris's experience in UPS and her contributions to supplier diversity
• What stands out when talking to people about supplier diversity
• Why individual businesses standout when it comes to supplier diversity
• Ways for suppliers to connect with corporations if they don't go to conferences
• Why encouraging supplier diversity is like peeling an onion
• What works when a supplier diversity program becomes stagnant
• Kris's advice to other supplier diversity managers in promoting their programs
• The accountability and credibility needed as a supplier diversity manager
• The common mistakes suppliers make and their correct alternatives
• Why vendors should always fill their RFPs completely
• The difficulty of finding diverse suppliers from the viewpoint of UPS
• What Kris thinks is the current state of supplier diversity in the USA

Connect With Kris Oswold:

• UPS
• LinkedIn

This podcast is brought to you by Hire Ground

Hire Ground is a technology company whose mission is to bridge the wealth gap through access to procurement opportunities. Hire Ground is making the enterprise ecosystem more viable, profitable, and competitive by clearing the path for minority-led, women-led, LGBT-led, and veteran-led small businesses to contribute to the global economy as suppliers to enterprise organizations.

For more information on getting started please visit us @ hireground.io today!

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Wayne Shanks is a Leader, planner, military, and diversity advocate who adapts to solve complex issues and strives to keep giving back. With twenty-eight years of military leadership experience, Wayne was a second lieutenant and culminating as a colonel in the U.S. Army. He has seventeen years of experience in the communication field developing and implementing effective strategies to achieve complex goals. Wayne leads the Military Family Supplier Diversity program at USAA. USAA’s unique program focuses on enhancing opportunities for qualified, veteran, or military spouse-owned companies to compete for business as well as other diverse categories of businesses. With our military family focus, USAA’s goal is to facilitate veteran or military spouse-owned business use and aid in establishing veteran and spouse hiring initiatives.

Wayne joins us today to share his perspective on the Supplier Diversity Program at USAA. Wayne reveals some of the difficult areas USAA has for finding suppliers and how to connect with major businesses. He talks about the difficulty of working with larger businesses due to the length of time it can take for decisions to be made, and how to prepare for proposals with companies like USAA. Wayne explains why you want to work with USAA and provides examples of how USAA has helped its partners and suppliers in the past. Wayne also emphasizes how value creation is key to connecting and establishing meaningful partners with businesses like USAA.

“Really interested to see recent movement within military spouse entrepreneurs out there growing in the section, because I think as a traditional employment standpoint, Military spouses are a vastly underserved community."– Wayne Shanks

“It's not, you know you call me one day and we're going to have a contract the next day. It's a long term process. It takes probably several months.” – Wayne Shanks

“You need to be able to know what you do well. Don't worry about your other revenue streams. Pitch that one revenue stream that value proposition to the corporate, and then you're other revenue streams, the other things you do, your ancillary products and services will come to light as your relationship blossoms.” – Adam Moore

“We're just trying to get the best value for our members. And that's not necessarily the lowest price, it's how can you bring value?” – Wayne Shanks

This week on Breaking Barriers:

• Building relationships with reciprocal insurance exchanges
• What Wayne looks for in a new supplier
• Using strategic partnerships to navigate regulatory requirements
• The advantages of using a veteran-owned firm
• Hang-ups for suppliers during the contracting phase
• How the pandemic has shifted priorities
• Value creation to create meaningful connections

Connect with Hire Ground:

• Hire Ground’s Website
• Hire Ground on LinkedIn
• Hire Ground on Facebook
• Hire Ground on Twitter
• Cloe Guidry-Reed on LinkedIn
• Adam Moore on LinkedIn

With thanks toUniversity of Georgia Supply Chain Advisory Board

In addition to ensuring the UGA’s supply chain curriculum meets employer’s needs, the board also connects employers with highly qualified students and joins corporate board members like Johnson and Johnson, Home Depot, and Chick-Fil-A to discover and hire tomorrows supply chain innovators today.

To learn more, go to www.terry.uga.edu click on Alumni, and find the Supply Chain Advisory Board there!

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Juneteenth is a federal holiday that commemorates the emancipation of African slaves in the United States. Companies attempt to express their unity with the African-American community by participating in this holiday through various special services and items. However, it is imperative for companies to be mindful in their actions, as their efforts may be construed as insensitive to various cultures.

Today, we describe what Juneteenth is, its significance in American culture, and how companies should show their support without risking racial insensitivity. We share the story of an Ikea store that wanted to show support but ended up having their special event backfire. We discuss how large companies can avoid backlash when participating in culture-related holidays and events. We also explain how celebrating a cultural holiday the right way can lead to more profits.

"Corporations have to realize the reputational risk inside cultures is huge, and you can't misrepresent it." - Adam Moore

This week on Breaking Barriers:

• The importance of Juneteenth and its significance in American culture
• Why proper celebration of Juneteenth matters
• Ikea's mistake in celebrating Juneteenth and what corporations can learn from it
• How to understand your brand’s role in society
• How corporations can be self-aware and avoid a "miss"
• Why it is important to be aware of the cultural significance of clothing
• How cultural awareness can translate to a more lucrative bottomline
• Celebrating culturally-relevant holidays in the future

Resources Mentioned:

• Juneteenth menu at Atlanta Ikea angers Black employees

This podcast is brought to you by Hire Ground

Hire Ground is a technology company whose mission is to bridge the wealth gap through access to procurement opportunities. Hire Ground is making the enterprise ecosystem more viable, profitable, and competitive by clearing the path for minority-led, women-led, LGBT-led, and veteran-led small businesses to contribute to the global economy as suppliers to enterprise organizations.

For more information on getting started please visit us @ hireground.io today!

If you enjoyed this episode, please subscribe and leave a review wherever you get your podcasts.

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Joy White is a mindset and wellness coach, keynote speaker, and the founder and CEO of Flawed Masterpiece, a health and wellness business that wants Black women to adopt a lifestyle of self-care, healing, and inner peace. She has over 16 years of experience holding executive positions in non-profit boardrooms, international law firms, and small boutiques. Joy founded Flawed Masterpiece to help clients navigate professional roadblocks exclusive to Black women as they work in male-dominated industries and professions.

Joy joins us today to discuss the ideas behind Flawed Masterpiece and why she prioritizes Black women as their primary clients. She shares the self-care habits she has developed for herself and her clients. She explains what counts as self-care and why it doesn’t simply involve checking into a spa hotel. Joy describes some of her best client success stories. She shares actionable tips to employers regarding employee burnout and laws. Joy also discusses the risks associated with being careless about employment terminology.

"There's a cost that you will incur when you are not mindful of peoples’ wellbeing and overall working conditions." - Joy White

This week on Breaking Barriers:

• Who Joy White is, her line of work, and the accolades she has received
• Flawed Masterpiece: its goals and how it came to be
• The ways women can start working toward self-care
• What Joy does that counts as self-care
• Joy’s processes for coaches her clients
• What a typical success story looks like in her business
• The questions you have to ask when evaluating your lifestyle
• Joy's advice to business leaders for creating balance for their employees
• What the cost of burnout is, and how to avoid burning out an employee
• How critical employee laws are and what is required of employers and employees
• Joy's advice to businesses when dealing with employment and legal terms

Connect With Joy White:

• Flawed Masterpiece
• LinkedIn

This podcast is brought to you by Hire Ground

Hire Ground is a technology company whose mission is to bridge the wealth gap through access to procurement opportunities. Hire Ground is making the enterprise ecosystem more viable, profitable, and competitive by clearing the path for minority-led, women-led, LGBT-led, and veteran-led small businesses to contribute to the global economy as suppliers to enterprise organizations.

For more information on getting started please visit us @ hireground.io today!

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Diversity is often talked about within the context of minorities—especially citizens who are African American, Hispanic, Native American, Asian Pacific, or Asian Indian. However, the increasing acceptance of minorities in society has led to a trend that may view the current minority as the “New Majority” in the next two or three decades. This means the present majority will be the “New Minority” in the future. How will this demographic change affect the way we talk about supplier diversity and equality in the workforce?

Today, we discuss the term “New Majority” and how this can affect the way we do business in the future. We share the reasons why we should be more careful about using new terms, especially when they quickly become antiquated. We explain the benefits of catering to diverse-owned firms over traditionally-owned firms and how it helps the industrial ecosystem in the long run. We also discuss why companies should avoid developing new programs designed for the New Majority.

"If you're not thinking about supplier diversity, you should because these numbers are growing exponentially." - Cloe Guidry-Reed

This week on Breaking Barriers:

• The term "New Majority" and what it means for your business
• The majority demographic in America by 2050
• How shifting majority and minority populations affect the concept of diversity
• Why companies shouldn't create new programs specifically for The New Majority
• Creating equal opportunities for both the New Majority and New Minority
• How to support small and local businesses
• The difference between leadership structures of traditionally owned and diverse-owned firms
• The risk and cost benefits of being a Tier-2 business

This podcast is brought to you by Hire Ground

Hire Ground is a technology company whose mission is to bridge the wealth gap through access to procurement opportunities. Hire Ground is making the enterprise ecosystem more viable, profitable, and competitive by clearing the path for minority-led, women-led, LGBT-led, and veteran-led small businesses to contribute to the global economy as suppliers to enterprise organizations.

For more information on getting started please visit us @ hireground.io today!

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Being part of the LGBT community can mean not having adequate support for your business goals, especially when there is some form of discrimination toward your identity. Fortunately, there are now organizations actively supporting LGBT-led businesses. One of these organizations is the National LGBT Chamber of Commerce (NGLCC). The NGLCC is the business voice of the LGBT community and advocates for the expansion of economic opportunities and advancements for members of the LGBT community.

Today, we discuss the NGLCC, their goals, and how they help LGBT businesses thrive through their NGLCC Certification. We share why the NGLCC is a game-changer and a step in the right direction regarding human rights. We discuss how the NGLCC can pave the way for large corporations to have a healthy relationship with LGBT-led businesses. We explain why many investors hesitate to support small LGBT businesses and how business size can affect their decisions. We also share why NGLCC conferences are perfect for finding corporate mentors.

"From a human rights perspective, the NGLCC is one of the many positive steps we have seen in the overall community." - Adam Moore

This week on Breaking Barriers:

• What the NGLCC is and its evolution in recent years
• The importance of having an advocacy organization for the LGBT community
• Why the NGLCC is a step forward in human rights and the business world
• How companies can improve their relationships with the LGBT community
• What mentoring LGBT businesses entails
• Why size and scale matter when supporting LGBT companies
• How big a company should be to receive financial support from investors
• Why being NGLCC certified does not guarantee every contract
• Additional benefits of being NGLCC certified
• An insider tip to partner with a big corporate mentor

Resources Mentioned:

• National LGBT Chamber of Commerce

This podcast is brought to you by Hire Ground

Hire Ground is a technology company whose mission is to bridge the wealth gap through access to procurement opportunities. Hire Ground is making the enterprise ecosystem more viable, profitable, and competitive by clearing the path for minority-led, women-led, LGBT-led, and veteran-led small businesses to contribute to the global economy as suppliers to enterprise organizations.

For more information on getting started please visit us @ hireground.io today!

If you enjoyed this episode, please subscribe and leave a review wherever you get your podcasts.

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Kevin Johnson is the CEO and security consultant at Secure Ideas, a cybersecurity company composed of security professionals with a deep specialization in data security for small companies. In addition to providing products that improve cybersecurity, they routinely do “attacks” to test whether a business’s security is robust enough for potential hackers and data thieves. Kevin specializes in Intrusion Analysis, Security Tool Development, Penetration Testing, and Vulnerability Assessment. Apart from running Secure Ideas, Kevin is an instructor who likes to teach anything from how a company should handle a hacking incident to common techniques hackers use to infiltrate a system.

Kevin joins us to discuss what Secure Ideas is, how it was founded, and why their slogan is “Professionally Evil.” He describes the kind of data small businesses should protect and a few easy-to-apply cybersecurity tips. He explains why there is no such thing as 100% secure and what companies can do to promote a culture of cybersecurity in their organization. He discusses how hackers can use social engineering to obtain valuable information such as phone and corporate passwords. Kevin also shares why everyone should have Multi-Factor Authentication activated.

"Small businesses are afraid to look at cybersecurity because it's such a huge thing, but the reality is the things you should do are simple." - Kevin Johnson

This week on Breaking Barriers:

• What kind of information small businesses need to protect
• What Secure Ideas is about and the services they offer
• Kevin's hobby as a costume maker for the Star Wars fandom
• The concept of being “Professionally Evil” in the cybersecurity profession
• Why companies are not in business to be secure
• How effective their slogan has become for their marketing efforts
• Essential cybersecurity tips everyone should do today
• How Multi-Factor Authentication makes hacking difficult
• Everyday cybersecurity mistakes people make
• The types of people who put cybersecurity at risk
• How Kevin and his friends test a company's security
• What businesses should do when an employee causes a security risk
• Why smartphones can still be hacked despite various security measures
• Social engineering and how it tricks people into saying their passwords
• Why companies should tell their customers if they have been hacked
• How companies can encourage staff to be conscious about cybersecurity
• Why all businesses are vulnerable to cybersecurity breaches
• Why companies should try to use fear, uncertainty, and doubt to sell a product

Resources Mentioned:

• LastPass
• 1Password

Connect with Kevin Johnson:

• Secure Ideas
• Podcast: PROFESSIONALLY EVIL PERSPECTIVE
• SecureIdeas on LinkedIn
• Secure Ideas on YouTube
• Secure Ideas on Twitter

This podcast is brought to you by Hire Ground

Hire Ground is a technology company whose mission is to bridge the wealth gap through access to procurement opportunities. Hire Ground is making the enterprise ecosystem more viable, profitable, and competitive by clearing the path for minority-led, women-led, LGBT-led, and veteran-led small businesses to contribute to the global economy as suppliers to enterprise organizations.

For more information on getting started please visit us @ hireground.io today!

If you enjoyed this episode, please subscribe and leave a review wherever you get your podcasts.

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Eric Hardy is the President and CEO of W3R Consulting, a 26-year old staffing and consulting firm based in Southfield, Michigan. Their services include talent consulting, advanced analytics solutions, and technology consulting to companies in various industries, including insurance, healthcare, and retail. As President and CEO, Eric oversees the company’s day-to-day operations and creates strategies that will allow the organization to generate over $100-million within the next five years. Beyond being the leader of a successful consulting firm, Eric is also active in the community, teaching the urban youth about STEM disciplines in the Detroit Area Pre-College Engineering Program.

Eric joins us today to discuss how W3R Consulting was founded and who inspired him to become an entrepreneur. He discusses the challenges of leading a growing company and how the company found its foothold in the consulting industry. Eric explains how they use data to create strategies without overlooking traditional solutions. He shares his thoughts on Supplier Diversity and his experience with the MBE Certification program. Eric also shares how they give back to the community and why he encourages a culture of philanthropy in his organization.

"There’s no shortage of opportunity - just be wise and pick the right category and area to focus on." - Eric Hardy

This week on Breaking Barriers:

• Eric's humble beginnings and his passion for technology and entrepreneurship
• What it's like to become a leader of a large company
• The mindset Eric learned as an engineer that allowed him to lead the company to where it is today
• Using data for innovation while maintaining legacy solutions
• Examples of differentiation in the marketplace
• How a startup company can determine what their market wants to buy
• How to build a legacy that can sustain itself
• Supplier diversity and what it means to be a certified MBE
• Eric's experience with MBE councils and the groups they have worked with
• How they out-innovate the competition and the demands of the industry
• How Eric gives back to the community and the charities they are involved in
• Why companies should grow a future competitor and its benefits to the organization
• Eric's advice to those who want to get started in the business world post-COVID-19

Connect with Eric Hardy:

• W3R Consulting
• W3R on LinkedIn
• Eric Hardy on LinkedIn

This podcast is brought to you by Hire Ground

Hire Ground is a technology company whose mission is to bridge the wealth gap through access to procurement opportunities. Hire Ground is making the enterprise ecosystem more viable, profitable, and competitive by clearing the path for minority-led, women-led, LGBT-led, and veteran-led small businesses to contribute to the global economy as suppliers to enterprise organizations.

For more information on getting started please visit us @ hireground.io today!

If you enjoyed this episode, please subscribe and leave a review wherever you get your podcasts.

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There was a large-scale internet outage recently which caused major sites to be inaccessible to most users all over the world. While the cause of the outage was simply human error, it made the world ask about site stability. More importantly, it made people wonder what would happen if the outage was the result of a cybersecurity breach, and what would happen if their data - social, medical, professional, government - fell into the wrong hands.

In this episode, we discuss cybersecurity and the questions a company should be asking an underwriter if they want cyber insurance. We share related stories of cybersecurity breaches, especially those involving ransomware. We describe what companies can do to protect themselves from an attack as well as what cyber insurance really does after an attack has happened. We also explain the key differences between white hat and black hat hackers, and how an organization should handle the audit that comes after a security breach.

"Everybody has a technology component to their business and that opens us up to risk." - Adam Moore

This week on Breaking Barriers:

• Cybersecurity, what it is, and why it's important
• What cyber insurance really is for and what they do in the event of an attack
• The questions you should ask your underwriter when choosing cyber insurance
• Why data is a bank's number one commodity
• Recent cybersecurity attacks in the US and why it can affect both big and small companies
• The difference between white hat and black hat hackers
• How best to handle a major audit due to a potential breach

Resources Mentioned:

• Massive internet outage: Websites and apps around the world go dark

This podcast is brought to you by Hire Ground

Hire Ground is a technology company whose mission is to bridge the wealth gap through access to procurement opportunities. Hire Ground is making the enterprise ecosystem more viable, profitable, and competitive by clearing the path for minority-led, women-led, LGBT-led, and veteran-led small businesses to contribute to the global economy as suppliers to enterprise organizations.

For more information on getting started please visit us @ hireground.io today!

If you enjoyed this episode, please subscribe and leave a review wherever you get your podcasts.

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Marilyn Johnson is the Principal at MHJohnson & Associates, a consulting firm that focuses on managing and developing programs that cater to entrepreneurs and organizations. Their services include supplier development program implementation, team building group facilitation, and Myers-Briggs Type Indicator workshops. Marilyn has over 25 years of experience in management and marketing and specializes in program development, strategic sourcing, and vendor evaluation and development. She obtained her MBA from the University of Chicago Graduate School of Business.

Marilyn joins us today to discuss how supplier diversity programs enhance the work culture and allows an organization to explore new ways to do business. She shares her professional experience, milestones, and why she is passionate about supplier diversity. She explains why a company may be hesitant to implement or adopt a supplier diversity program and describes how the Myers-Briggs test can help business leaders properly assess the best way to utilize their team members’ specializations. Marilyn also discusses the importance of establishing a supplier diversity infrastructure and why team building is critical to company culture.

"The idea is to develop a supplier who understands your business; who understands your culture." - Marilyn Johnson

This week on Breaking Barriers:

• Marilyn's professional background and her journey to entrepreneurship
• How helping large companies can have an impact on smaller companies
• Why supplier diversity programs can overwhelm companies
• Why organizations sometimes hesitate to adopt supplier diversity programs
• How business leaders can educate their teams on what supplier diversity can bring to their organizations
• How the Myers-Briggs test assists organizations with supplier diversity
• The necessity of organizations to plan for team building
• How Marilyn’s company assesses the needs of the supplier and matches them
• The significance of establishing a supplier diversity infrastructure to the success of a corporation
• Common mistakes companies make when implementing supplier diversity programs

Connect with Marilyn Johnson:

• MHJohnson & Associates
• SoloCEO Summit
• Marilyn Johnson on LinkedIn

This podcast is brought to you by Hire Ground

Hire Ground is a technology company whose mission is to bridge the wealth gap through access to procurement opportunities. Hire Ground is making the enterprise ecosystem more viable, profitable, and competitive by clearing the path for minority-led, women-led, LGBT-led, and veteran-led small businesses to contribute to the global economy as suppliers to enterprise organizations.

For more information on getting started please visit us @ hireground.io today!

If you enjoyed this episode, please subscribe and leave a review wherever you get your podcasts.

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Jackie Ferguson is the Head of Content & Programming and Co-Founder of The Diversity Movement, a full-service DEI consultancy that provides diversity and inclusion content such as courses, videos, webinars, and podcasts. As Head of Content & Programming, Jackie manages all the content her company produces, especially when customizing them for each client. Her passion for diversity and inclusion started from her youth, having been an advocate for human rights and equality for more than 20 years. Jackie is also the host of the Diversity Beyond The Checkbox podcast, a show where they share diverse perspectives from business leaders.

Jackie joins us today to discuss how their company enables organizations to apply a DEI program and make sure their program is not entirely foreign to the company culture. She shares how the company was founded and why they pivoted away from providing elearning courses. She describes the challenges companies and organizations face when it comes to applying DEI programs. She explains some of the complexities involved in customizing a DEI program for a client. Jackie also discusses where she found her passion for DEI and her life as an activist.

"Diversity, equity, and inclusion is beneficial for an entire business; for everyone.” - Jackie Ferguson

This week on Breaking Barriers:

• What is The Diversity Movement, and why the founders started the company.
• The effect of establishing fast credibility on business growth.
• The consulting model Jackie promotes and what sets them apart from the competition.
• Big challenges many organizations struggle with in the context of diversity.
• Why many DEI programs are difficult to adapt in a corporate setting.
• The complexities involved in adapting a diversity and inclusion program as an organization.
• The first critical step when it comes to customizing a DEI program.
• What the podcast "Diversity Beyond The Checkbox" is all about.
• How Jackie found her passion.

Connect with Jackie Ferguson:

• The Diversity Movement
• LinkedIn
• Diversity Beyond The Checkbox podcast

This podcast is brought to you by Hire Ground

Hire Ground is a technology company whose mission is to bridge the wealth gap through access to procurement opportunities. Hire Ground is making the enterprise ecosystem more viable, profitable, and competitive by clearing the path for minority-led, women-led, LGBT-led, and veteran-led small businesses to contribute to the global economy as suppliers to enterprise organizations.

For more information on getting started please visit us @ hireground.io today!

If you enjoyed this episode, please subscribe and leave a review wherever you get your podcasts.

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Blair Brady is the CEO and Co-Founder of The WITH Agency, a company dedicated to helping brands with their marketing and branding strategies. Their goal is to help brands connect with their audience emotionally through content development, brand design, film and video production, and advertising. They’ve worked with some of the most iconic names in business, including AT&T, Coca-Cola, EQUIFAX, and The Atlanta Women’s Foundation. Before founding The WITH Agency, Blair worked in account management and business development positions.

In this episode, Blair joins us to discuss how to boost your brand strategy and brand loyalty beyond social media ads. She shares what their agency stands for, their services, and why they promise to “do no harm” when coming up with a strategy. She explains how brands can better connect with their audience, especially during crises like the current health pandemic. She discusses some of the reasons why brands should think twice before riding a social justice trend to promote their brand. Blair also shares advice on how brands can diversify their suppliers and their audience effectively.

"It’s important, foundationally, to have a sound brand strategy. That is the fiber of everything that you do.” - Blair Brady

This week on Breaking Barriers:

• What makes The WITH Agency different and how they are built to serve brand-first companies
• Why it’s important to be consistent with building brand loyalty
• The branding problems Blair's agency helps solve
• How a brand can create an opportunity to have a deeper connection with customers
• What inspired Blair to start The WITH Agency and the goals they want to accomplish
• What it means to "do no harm" when it comes to brand building
• The story of their agency's logo and how it connects with teamwork and culture
• Why it's critical to work with diverse suppliers from a corporate perspective
• Why brands have a lot of blindspots when they have limited viewpoints
• The risk associated with jumping on social justice trends to promote your brand
• How to diversify your audience authentically
• The different brand archetypes and how it affects brand character

Connect with Blair Brady:

• The WITH Agency
• LinkedIn
• Instagram

This podcast is brought to you by Hire Ground

Hire Ground is a technology company whose mission is to bridge the wealth gap through access to procurement opportunities. Hire Ground is making the enterprise ecosystem more viable, profitable, and competitive by clearing the path for minority-led, women-led, LGBT-led, and veteran-led small businesses to contribute to the global economy as suppliers to enterprise organizations.

For more information on getting started please visit us @ hireground.io today!

If you enjoyed this episode, please subscribe and leave a review wherever you get your podcasts.

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Upholding diversity and inclusion in the corporate world can determine a company’s long-term success. After all, a diverse roster of employees means a business can explore multiple solutions to any given problem from numerous perspectives. But, what else can having a diversified workplace do for a company? What are the key benefits business owners should know, not just to consider diversity and inclusion, but commit to it?

In this episode, we discuss diversity and inclusion and how it relates to supplier diversity. We describe the key differences between the two terms and explain how a diverse work culture can improve a company’s image for both investors and would-be applicants - especially in today’s social-media-centric world. We share our thoughts on why diversity is not progressing fast enough and how the corporate industry can improve the pace further. We also discuss why it’s much more challenging to implement diversity and inclusion policies in regulated industries and why it is at its peak in mid-markets.

"Everybody’s experience in their career path - however old or young that path may be - is a very vital insight to others that we need to have at the table.” - Adam Moore

This week on Breaking Barriers:

• Why diversity and inclusion and supplier diversity are not one and the same
• Comparing and contrasting diversity and inclusion and supplier diversity
• Why having a C-Suite sponsor is better if they don't align with your company's business resource group
• What it means to have intentionality behind promoting an idea around supplier diversity
• How being known for diversity and inclusion in the workplace can make your company more attractive to both investors and future employees
• Exploring different work cultures across generations and other ethnicities
• Why there hasn’t been much progress regarding diversity and equity in the corporate industry
• How diversity and inclusion is met differently in regulated industries
• Why the mid-markets is where diversity and inclusion can be felt the most

This podcast is brought to you by Hire Ground

Hire Ground is a technology company whose mission is to bridge the wealth gap through access to procurement opportunities. Hire Ground is making the enterprise ecosystem more viable, profitable, and competitive by clearing the path for minority-led, women-led, LGBT-led, and veteran-led small businesses to contribute to the global economy as suppliers to enterprise organizations.

For more information on getting started please visit us @ hireground.io today!

If you enjoyed this episode, please subscribe and leave a review wherever you get your podcasts.

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Jamie Crump is an author, speaker, consultant, advocate for supplier diversity, and the President of The Richwell Group. The Richwell Group provides business coaching and consultation services that enhance sourcing and procurement strategies for certified diversity-owned businesses. She is the author of the book Backstage Pass: Pulling the Curtain Back on the Business of Supplier Diversity, where she writes about the deep connection between diversity and profitability. As a speaker, Jamie is sought-after for her wisdom regarding the economics of supplier diversity across the US and Canada.

In this episode, Jamie joins us to share why supplier diversity is at the core of some of the most successful businesses today. She describes her skillset and what clients look for when they want to work together. She describes her passion for promoting a diverse working environment and how she convinces clients to say yes to supplier diversity. She explains what diverse suppliers should focus on to grab attention when doing their seminars and pitch meetings. Jamie also shares actionable tips to those who want to become skilled speakers.

"Supplier diversity is very often the best kept secret in a company." - Jamie Crump

This week on Breaking Barriers:

* The services Jamie offers and what her clients typically ask for

• The "veil" Jamie helps pull down and shows her clients
• How Jamie describes supplier diversity as a business strategy
• Why Jamie hesitates to use the terms "program" and "initiative" in her work

• The qualities of a supplier diversity rockstar

  • What she says to clients who hesitate to promote supplier diversity in their business
  • Small businesses and the number of businesses led by minorities and LGBTQ
  • Jamie's work as a speaker and what she often speaks about
  • What Jamie recommends to those who want to try being a public speaker

  • What diverse suppliers should talk about to keep the client's focus on the conversation

  • Why owners should source everything the company buys all the time

  • Having accountability when suggesting supplier diversity to management

Resources Mentioned:

 * Toastmasters

Connect with Jamie Crump:

• The Richwell Group

  • Book: Backstage Pass: Pulling the Curtain Back on the Business of Supplier Diversity
  • LinkedIn
  • Twitter

This podcast is brought to you by Hire Ground

**Hire Ground** is a technology company whose mission is to bridge the wealth gap through access to procurement opportunities. **Hire Ground** is making the enterprise ecosystem more viable, profitable, and competitive by clearing the path for minority-led, women-led, LGBT-led, and veteran-led small businesses to contribute to the global economy as suppliers to enterprise organizations.

For more information on getting started please visit us @ hireground.io today!

If you enjoyed this episode, please subscribe and leave a review wherever you get your podcasts.

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Stefanie Francis is the Founder of Hootology, a marketing research firm that fully utilizes a tech-forward approach to consumer behavior and analytics. Hootlogy is founded on her passion for quantitative analytics, anthropology, innovation, art, and the creative process. She champions supplier diversity and is an advocate for equality inside and outside the workplace. Stefanie is also an Adjunct Professor at NYU SPS Tisch Institute for Sports Management, Media, and Business. She is an award-winning speaker, a member of Valley Leadership, and has been recognized as one of the Phoenix Business Journal’s ‘Forty Under 40.’

In this episode, Stefanie shares the significance of considering consumer psychology when making an intelligent business decision. She shares how Hootology got started and what the name stands for. She explains how her company stands out among other research firms, particularly regarding the kind of data analytics they apply. She discusses the percentage of supplier diversity awareness in the industry. Stefanie also describes what large companies are missing by ignoring the trending data on supplier diversity.

"The psychology of consumer loyalty is impacting all of us." - Stefanie Francis

This week on Breaking Barriers:

• How the idea of Hootology started.
• The importance of market research for large companies.
• Why psychology is at the root of consumer research.
• Why not doing your market research is like throwing expensive darts with a blindfold.
• What Stefanie enjoys about being a professor for university students.
• What the Hoot in Hootology stands for.
• What separates Hootology from other research firms.
• The qualities of a high-level research firm that clients should look for.
• Why awareness of supplier diversity being low isn't as bad as it seems.
• What Stefanie would say to companies who won't prioritize supplier diversity.

Connect with Stefanie Francis:

• Hootology
• Phone: (480) 685-0639

This podcast is brought to you by Hire Ground

Hire Ground is a technology company whose mission is to bridge the wealth gap through access to procurement opportunities. Hire Ground is making the enterprise ecosystem more viable, profitable, and competitive by clearing the path for minority-led, women-led, LGBT-led, and veteran-led small businesses to contribute to the global economy as suppliers to enterprise organizations.

For more information on getting started please visit us @ hireground.io today!

If you enjoyed this episode, please subscribe and leave a review wherever you get your podcasts.

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Paul Wilson Jr. is the Area Director at the Small Business Development Center at the University of Georgia. The Small Business Development Center (SBDC) is a program that provides resources, training, and tools that aim to help small businesses succeed in their respective markets. As the Area Director, Paul is responsible for assisting the continued development, updating, and implementing of SBDC’s strategic plans. Before becoming the Area Director, Paul held a faculty position as a Business Consultant for SBDC, where he lectured business owners, managers, and budding entrepreneurs on their business plans, market feasibility, financial viability, operations management, and legal structures.

In this episode, Paul discusses the options small businesses have during the pandemic and how SBDC can help them succeed. He describes his academic journey and the circumstances that led him to pursue a career in business consulting and explains why he insists on writing ideas down and how it helps him put them into fruition from a strategic viewpoint. He shares the one moment he looks forward to seeing in all his classes and explains why the country needs small businesses for the economy to function. Paul also shares his spiritual side and how he never lost sight of it during the pandemic of 2020.

“A lot of innovations don’t come from big companies.” - Paul Wilson Jr.

This week on Breaking Barriers:

• Why Paul considered his academic route "traditional."
• Where Paul found motivation to start a career in business consulting.
• Defining the meaning of SBDC and what they do.
• The benefits of getting your strategies and ideas on paper.
• How writing changed Paul's perspective in his career.
• How speaking engagements helped develop Paul's talents and skills.
• What he always loved seeing in his classes.
• How COVID-19 affected small businesses and the challenges they encountered.
• Why small businesses are the engine of this country.
• The advantages of small businesses during an economic crisis.

Connect with Paul Wilson Jr.:

• Small Business Development Center
• Paul Wilson Jr. on LinkedIn

This podcast is brought to you by Hire Ground

Hire Ground is a technology company whose mission is to bridge the wealth gap through access to procurement opportunities. Hire Ground is making the enterprise ecosystem more viable, profitable, and competitive by clearing the path for minority-led, women-led, LGBT-led, and veteran-led small businesses to contribute to the global economy as suppliers to enterprise organizations.

For more information on getting started please visit us @ hireground.io today!

If you enjoyed this episode, please subscribe and leave a review wherever you get your podcasts.

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Do you know why you did not get that call back? There are many topics and attitudes we believe are good to share during sales meetings, because we think it adds value. However, most corporations know what they specifically want, and if you send the wrong message, they will find someone else who is more aligned with their needs. It's time to prepare, make a plan, and specialize.

In today's episode, we share our top 5 things to avoid when connecting with corporates. We talk about how being unprepared for meetings is much more obvious than you think. We also talk about why it's better to make a plan when going to tradeshows instead of seeing how things go. We emphasize the importance of being a keen listener and why promising everything doesn't always look as impressive as you think.

“One of the first things that I can tell how serious a supplier is when they approach me is how much research have they done?” – Adam Moore

“That first 20 seconds that you meet somebody inside that corporation, literally can make or break if you get that next call back with the corporate.” – Adam Moore

"You think you have all day [at a tradeshow], and it feels like you have all day until you get there. And then once you get there you realize gasp 'oh, my time is gone."– Adam Moore

“We realize that you can be everything to everybody. There is absolutely no way that we can all be good at everything, and we're looking for specialists to come in.”– Adam Moore

This week on Breaking Barriers, Building a Hire Ground:

• The importance of research before a corporate meeting
• Why you should develop a plan when attending tradeshows
• How respecting a client’s time can be a huge win
• Understanding what you do well and explaining that clearly
• Why saying yes to everything can be a deterrent

Connect with Hire Ground:

• Hire Ground’s Website
• Hire Ground on LinkedIn
• Hire Ground on Facebook
• Hire Ground on Twitter
• Cloe Guidry-Reed on LinkedIn
• Adam Moore on LinkedIn

With thanks to

University of Georgia Supply Chain Advisory Board

In addition to ensuring the UGA’s supply chain curriculum meets employer’s needs, the board also connects employers with highly qualified students and joins corporate board members like Johnson and Johnson, Home Depot, and Chick-Fil-A to discover and hire tomorrows supply chain innovators today.

To learn more, go to www.terry.uga.edu click on Alumni and find the Supply Chain Advisory Board there!

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Supplier diversity - when you actively work with a business owned by an underrepresented group - is both something people need to talk about and something that people would rather not. We have to talk about it because our communities are naturally diverse, yet discussing it in the office setting can be perceived as politicizing a sensitive issue. People are already tip-toeing around specific topics, whether personal or professional and adding more will not make these ideas easier to accept.

Regardless, the conversation has to happen because supplier diversity can only benefit corporate America.

In this episode, we discuss the concept of supplier diversity, its history, and the politicians involved in helping this idea become more than just a thought. We explain how supplier diversity boosts company reputation and sales. We share why the concept of supplier diversity is still a controversial topic and how we can move forward with it. We describe how offering a risk package can help get you more business, why supplier diversity still isn’t normalized, and what is currently holding it back. We also share the subsequent conversations we should be having after supplier diversity.

"Supplier diversity isn't just the right thing to do - it makes business sense to do it." - Adam Moore

This week on Breaking Barriers:

• What supplier diversity means and its history.
• The politicians who spearheaded supplier diversity in the US.
• How being pro-diversity can boost a company's reputation and sales.
• Why some companies find risk in hiring minorities.
• How supplier diversity is a win-win situation from both a buyer and seller perspective.
• The next conversations we should be having for corporate diversity.
• What is currently hurting supplier diversity?
• Why offering a risk package can get more corporate sponsors.
• The best way to avoid offending different groups of people when moving in different spaces.

This podcast is brought to you by Hire Ground

Hire Ground is a technology company whose mission is to bridge the wealth gap through access to procurement opportunities. Hire Ground is making the enterprise ecosystem more viable, profitable, and competitive by clearing the path for minority-led, women-led, LGBT-led, and veteran-led small businesses to contribute to the global economy as suppliers to enterprise organizations.

For more information on getting started please visit us @ hireground.io today!

If you enjoyed this episode, please subscribe and leave a review wherever you get your podcasts.

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Be sure to share your favorite episodes on social media and join us on Facebook, Twitter, and LinkedIn.

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As the founder of four companies, Monique Mills is no stranger to blazing the trails of entrepreneurship in technology and digital transformation. She is passionate about helping companies overcome obstacles and innovate new roads to technological development and is intent on solving big problems within the modern world. As the founder and chief strategist of TPM Focus, Monique and her team offer a unique blend of corporate sensibility and startup scrappiness to help their clients align their marketing, technology, sales, and customer service with their revenue goals. Monique is also the host and Executive Producer of the Unpolished MBA Podcast, where she speaks with innovators and entrepreneurs - some with MBAs, and some without - to share their entrepreneurial journey, experience, and the wisdom they’ve gained along the way.

Monique joins us today to share how she blazed her own trail in the tech industry. She explains how she helps organizations align their marketing, sales, and technology with their revenue goals, why it's crucial to align your marketing efforts with your revenue goals, and the importance of being strategic when creating your marketing campaigns. Monique explains why entrepreneurs need to properly segment their target audience and build their marketing strategies around them. She shares what inspired her to launch her podcast, the Unpolished MBA, and what she hopes to accomplish with her show. We discuss the value of co-locating with other organizations and the importance of understanding how buying habits are shifting. We also discuss the most common problems women in the workplace face - particularly in the S.T.E.M industries - and how entrepreneurs and organizations can help move the needle on creating more inclusive workplaces for women.

“Never stop learning. Never stop learning from everyone around you. Everyone has value and information that could be helpful to you.” - Monique Mills

This week on Breaking Barriers:

• How Monique helps B2B companies achieve their revenue goals
• The importance of aligning your marketing efforts with your revenue goals
• Defining your marketing playbook
• How to properly segment your target market
• Encouraging your technology, engineering, business, and leadership teams to communicate and collaborate
• How collaborating and co-locating with other organizations can help entrepreneurs increase their revenue
• Common issues women face in the workplace around gender equality and how organizations can help move the conversation
• How the face of technology roles has shifted over the years and Monique’s advice to women in S.T.E.M.
• The lessons Monique has learned throughout her career and how they impacted her as an entrepreneur

Resources Mentioned:

• WIT - Women In Technology

Connect with Monique Mills:

• TPM Focus
• TPM Focus Marketing
• Monique Mills Website
• Podcast: Unpolished MBA
• TPM Focus on LinkedIn
• TPM Focus on Facebook
• Monique Mills on LinkedIn

This podcast is brought to you by Hire Ground

Hire Ground is a technology company whose mission is to bridge the wealth gap through access to procurement opportunities. Hire Ground is making the enterprise ecosystem more viable, profitable, and competitive by clearing the path for minority-led, women-led, LGBT-led, and veteran-led small businesses to contribute to the global economy as suppliers to enterprise organizations.

For more information on getting started please visit us @ hireground.io today!

If you enjoyed this episode, please subscribe and leave a review wherever you get your podcasts.

Apple Podcasts | TuneIn | GooglePlay | Stitcher | Spotify

Be sure to share your favorite episodes on social media and join us on Facebook, Twitter, and LinkedIn.

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Christine Rogers is the President and COO of Aspireship, a company helping tomorrow's leaders by ensuring they perform at optimum level in their current roles with training, interview preparation, leadership development, and career development coaching. Aspireship looks to proactively match such leaders with fast-growing employers in need of talented and ambitious professionals. Christine has previous experience as a Senior Director of Sales for large corporations such as MINDBODY Inc. and Infusionsoft. However, she is also an experienced entrepreneur, having previously owned Room 4 Baby, a baby and children's store in Gilbert, AZ, where she supervised all aspects of a small baby business, from sales staff supervision to payroll and contract negotiation. Christine currently resides in Scottsdale, Arizona.

Christine joins us today to reveal how identifying difficulties in hiring consistently good talented people for selling environments led to the creation of Aspireship, a course platform allowing someone without experience to learn foundational selling. She explains how such untapped potential - when trained - can be matched with a company whose focus is on the employee's competency and ability rather than their previous resume. Christine takes a holistic look over workforces and why she thinks it's important everyone in a business, from marketing to accounts, should understand selling when representing a company. She also discusses the role of leadership when placing new hires in an organization and how vital these leaders are for the success and longevity of such placements.

"Do a roleplay. Feel how it feels. Are you understanding those concepts and can you do it?" – Christine Rogers

"Everybody needs to understand what it means to serve the client." – Christine Rogers

"Our retention numbers are showing that to be true. That at the 90-day mark, we're doing much better. They're sticking. They're happier earners." – Christine Rogers

"You need to have a leader in place. I need to know that there is somebody who is losing sleep over these people, their progression, their development, and their results." – Christine Rogers

"If you're a small business and entrepreneur and you're like 'Yep, I think I actually need to go ahead and hire my first Head of Sales. I need to hire these things.' Make sure they CAN do it." – Christine Rogers

This week on Breaking Barriers:

• Why everybody is a salesperson - or should be - inside your organization
• The benefits of a workforce having the skills to ask good questions
• Why all workforce members should be able to articulate the value of their organization
• How to set up your sales team for success
• Why you need a leader in place to monitor the progression and development of new hires
• The qualities you should be looking for in your next leader

Connect with Christine Rogers:

• Aspireship's Website
• Aspireship on LinkedIn
• Aspireship on Facebook
• Christine Rogers on LinkedIn

Connect with Hire Ground:

• Hire Ground's Website
• Hire Ground on LinkedIn
• Hire Ground on Facebook
• Hire Ground on Twitter
• Cloe Guidry-Reed on LinkedIn
• Adam Moore on LinkedIn

This podcast is brought to you by Hire Ground

Hire Ground is a technology company whose mission is to bridge the wealth gap through access to procurement opportunities. Hire Ground is making the enterprise ecosystem more viable, profitable, and competitive by clearing the path for minority-led, women-led, LGBT-led, and veteran-led small businesses to contribute to the global economy as suppliers to enterprise organizations.

For more information on getting started please visit us @ hireground.io today!

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March has arrived and Spring is in the air! March may be the month of rebirth and regrowth, but it is also the month dedicated to honoring women in business. March 8th was International Women's Day, a global day celebrating women's social, economic, and political achievements. March is also Women's History Month, a month holding some important milestones for women: Title IX, prohibiting sex discrimination in all federally funded education programs, was passed by the Senate on March 1st, 1972. The Senate passed the Equal Rights Amendment on March 22nd of the same year. In March, the first major suffragist 'march' took over Washington DC on March 3rd, 1913. It is the month of women for a good reason.

In today's episode, we discuss some of the triumphs and struggles of women in business today. We dissect the reasons women still may have to fight for opportunities to progress while others make tremendous strides in their field. We reveal the different approaches men and women have to pay raises where men are more likely to demand a pay raise while women wait to be recognized. We also look at mentorship, team-building opportunities, and the discussions we can engage in to make positive changes for a fair playing field for women in 21st Century business.

"We know that women are making tremendous strides, but they're still fighting for opportunities for success in the workplace and as entrepreneurs." – Cloe Guidry-Reed

"There's still sometimes this insider's boys club. It's like 'we'll invite each other to go have drinks and go work out and go play golf.' And that's really where a lot of relationship-building happens." – Cloe Guidry-Reed

"It's very important that we invest in our people. We don't have a company if we don't invest in our people." – Cloe Guidry-Reed

"If you're in corporate America and you're trying to do more business with women-owned businesses, realize that you have to come to the table with an open mind and understand that the conversation is going to be different." – Adam Moore

"A mentorship doesn't always have to be formal, right? It can grow out of something organic as well." – Adam Moore

"I do truly believe that we're going to see the power of women-owned - and women-led businesses in the marketplace." – Adam Moore

This week on Breaking Barriers:

• How women's entrepreneurial experience vs. corporate America experience differs
• Why women miss out on 'Boy's Club' networking opportunities
• Offsite activity suggestions for female-centric team-building sessions
• Why a round of golf won't cut it when giving women a chance to network
• How men may unintentionally exclude women from professional relationship building
• Overcoming the Pay Gap
• Why women shouldn't be apologizing in their business pitches

Connect with Hire Ground:

• Hire Ground's Website
• Hire Ground on LinkedIn
• Hire Ground on Facebook
• Hire Ground on Twitter
• Cloe Guidry-Reed on LinkedIn
• Adam Moore on LinkedIn

This podcast is brought to you by Hire Ground

Hire Ground is a technology company whose mission is to bridge the wealth gap through access to procurement opportunities. Hire Ground is making the enterprise ecosystem more viable, profitable, and competitive by clearing the path for minority-led, women-led LGBT-led, and veteran-led small businesses to contribute to the global economy as suppliers to enterprise organizations.

For more information on getting started please visit us @ hireground.io today!

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Amanda Hammett is the CEO of Core Elevation, a company dedicated to helping high-performance leaders achieve even greater results and working with Inc. 5,000 corporations to strategize attracting, retaining, and engaging top-level talent. She is also the host of the Next Generation Rockstars Podcast (aka Millennial Rockstars), where she proves her nickname as the 'Millennial Translator' by interviewing millennial business prodigies on the secrets of their success and the motivations that focus them. Amanda currently serves on the US Pan Asian American Chamber of Commerce board while also serving for the past ten years as Corporate Board President of the Hugh O'Brian Youth Leadership Georgia (HOBY). With a BA in History & Political Science from Agnes Scott College, she is a consultant and trainer who has delivered over 800 keynote speeches to the millennials corporate America needs to connect with.

In today's episode, Amanda joins us to discuss recruiting millennials and Generation Z and what problems she has observed with modern recruitment techniques for this demographic. She reveals her Millennial Translator moniker's origin and why businesses began to queue up for her help in connecting them with their younger workforce. Amanda takes a psychological look at the millennial employee and why they rebel against the Boomer Generation's work-life values before them. She also warns the companies who are quick to make statements of intent; be that for social change, better employment practice, or other morally guided declarations. She explains that millennials do their homework on their possible future employees and empty promises can come back to haunt a brand in the most damaging of ways.

"What makes millennials different is their size. They are the biggest generation to come through since boomers and (are) even larger than boomers AND their willingness to speak up - their willingness to say 'This isn't for me.'" – Amanda Hammett

"What do we know about Boomers? When they came into the workforce, they introduced the term and the idea of being a workaholic. American Boomers started to identify not who they were as a person, but what they did for a living that became their identity." – Amanda Hammett

"Values are different between the generations. Boomers are like, 'Just put your head down. Just get it done. This is the way we've always done it,' but they're not accounting for the fact that the world is changing massively and quickly." – Amanda Hammett

"When they're going through the application process to get a job, they want to know that you are putting your money where your mouth is." – Amanda Hammett

"This generation has been taught from day one 'I got to speak up. I got to advocate for myself - and they do for the most part. And y'now they're willing to buck the trend." – Amanda Hammett

This week on Breaking Barriers:

• Why you need to lose the negative preconceptions about millennials
• How millennials have a different work-life ambition to the Boomer Generation before them
• Why companies struggle to retain millennial talent
• How Boomer employers don't account for the speed of change in technology and culture and the communication changes that are needed to accompany this
• The importance of deadlines and enforcing accountability with your millennial employee
• Why taking the time to explain your businesses processes will save you in millennial productivity
• How millennials will hold your company to account for your business practice promises

Connect with Amanda Hammett:

• Next Generation Rockstars Podcast
• Core Elevation's Website
• Core Elevation on LinkedIn
• Amanda Hammett's Website
• Amanda Hammett on LinkedIn

Connect with Hire Ground:

• Hire Ground's Website
• Hire Ground on LinkedIn
• Hire Ground on Facebook
• Hire Ground on Twitter
• Cloe Guidry-Reed on LinkedIn
• Adam Moore on LinkedIn

This podcast is brought to you by Hire Ground

Hire Ground is a technology company whose mission is to bridge the wealth gap through access to procurement opportunities. Hire Ground is making the enterprise ecosystem more viable, profitable, and competitive by clearing the path for minority led, women led LGBT led, and veteran led small businesses to contribute to the global economy as suppliers to enterprise organizations.

For more information on getting started please visit us @ hireground.io today!

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February 2021 was Black History Month, a movement that is not and should not be confined to one month of the calendar year. Despite the best intentions of many companies to promise change in the workplace for the better, Black History Month's message can easily get lost regardless of the many corporations pledging to make a positive change in their industries. In the last year, the Black Lives Matter movement has gained worldwide coverage helping to pull focus on Black history and the Black contribution to American society. With the whole world watching, it is more important than ever for corporations to stay true to their word when they say they are doing all they can to create fairer opportunities for all.

In today's episode, we want to keep the conversation of Black History & Culture going beyond a month of celebration to stay intentional with the essential and ongoing change across our society. We discuss the ways business can tangibly support Black culture, minority employees, and minority suppliers. We explain why it's important to recognize the differences each person can bring to your business and why the fashion to 'not see color' is unhelpful when you have a mix of cultures and backgrounds that you should try to understand and celebrate. We also look at the evolution of America and just how black people have been an integral part of the building of our nation, how they have been overlooked in the past for their contributions, and of course, why we celebrate the changes that have happened, are happening, and have yet to come.

"We as Corporate America have to be intentional: know why you're doing it, who you're talking to, why it's important to them, why their concerns should be important to you and what you can do to help bridge some of those divides." – Adam Moore

"We're going to celebrate the differences and the uniqueness's we all bring to the table." – Cloe Guidry-Reed

"What actually makes us stronger as friends and co-hosts is realizing those differences, celebrating them, and not being ashamed to talk about them." – Adam Moore

"If it's just one thing that corporations and individuals within corporations can do, it's just acknowledging that there ARE disparities." – Cloe Guidry-Reed

"The more you understand about another culture, the easier it is for everybody to get along and to understand and not have these barriers in place." - Adam Moore

"I'm hoping that it inspires others to have conversations with the other people that are in their lives - whether it be employees, other leadership, neighbors, friends, family, and think about what can we do to move the needle." – Cloe Guidry-Reed

This week on Breaking Barriers:

• Why intentionality HAS to follow corporate statements that promise meaningful change
• How Affinity groups (BRGs) can create safe spaces for dialogue between minorities and their employers
• Why 'not seeing color' doesn't work for healthy diversity
• The Black creators, contributors, and inventors behind the technologies we use today
• Why Juneteenth is a Black holiday for some parts of the US more than others
• How Hire Ground can help you help your employees volunteer for equality initiatives
• How to approach 'difficult' conversations on diversity
• A moment for Vernon Jordan the black businessman and civil rights activist who sadly passed away this month

Connect with Hire Ground:

• Hire Ground's Website
• Hire Ground on LinkedIn
• Hire Ground on Facebook
• Hire Ground on Twitter
• Cloe Guidry-Reed on LinkedIn
• Adam Moore on LinkedIn

This podcast is brought to you by Hire Ground

Hire Ground is a technology company whose mission is to bridge the wealth gap through access to procurement opportunities. Hire Ground is making the enterprise ecosystem more viable, profitable, and competitive by clearing the path for minority-led, women-led LGBT-led, and veteran-led small businesses to contribute to the global economy as suppliers to enterprise organizations.

For more information on getting started please visit us @ hireground.io today!

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The Supply Chain Advisory Board for the University of Georgia is the primary contact between industry and Supply Chain professors and students.

Marty Parker is a UGA alumnus and lecturer who helped launch the UGA Supply Chain Advisory Board and is currently an honor supply chain leader for UGA. He is a partner at TechCXO, providing companies with on-demand executives. Marty is a Strategy Expert in Supply Chain with 25+ years of Operations, Supply Chain, Marketing, Strategic Planning, International Expansion, Factory Buildouts, M & M&A, ERP, CRM, and process improvement experience with key software tools, including SAP, Salesforce, and Arena Simulations. He is also the Chief Strategy Officer with Hire Ground. He is a valuable asset to the company's strategic planning processes, creating greater transparency and accountability within those processes.

Alania Stehr is a student at UGA and the Vice President of the UGA Supply Chain Advisory Board. Studying a BBA in Business Management with Emphasis in Supply Chain/Operations, she seeks a summer internship in the supply chain sector. Alania has interned with Broadway Enterprises Inc, gaining experience with the latest warehouse inventory systems and getting hands-on experience with project leads. As a previous team leader with Chick-Fil-A and as an intern with the American Franchise Company, Alania already has a diverse work education to bring to her studies and the career that will follow.

Marty and Alania join us today to discuss what Diversity Supply Chain means and the goal of diversity hiring. We discuss the importance of creating next-generation talent in supplier diversity and what the profession's elders can do for the new kids on the block. Ali shares her discovery of supply chain and explains the benefits the industry has to all different kinds of people from all different walks of life. We also discuss the upcoming and emerging technologies and what newcomers can expect when working with A.I. and robotics in business.

"The more diversity you have, the better performing team you will have." – Marty Parker
"Our customers now are worldwide and more diverse and more varied. And so we have to accommodate that." – Marty Parker
"Supply chain really spoke to me. It really made me excited to have an infinite amount of possibilities when it came to figuring out what the industry needs as a new entry student." – Ali Stehr
"The students will have to come in with adaptive, adaptable, problem-solving skills that move around with that technology." – Marty Parker

"The culture of the company begins to change where younger - I'm sorry - younger folks just are fun. They're fun to work with. They look at things in a whole different way." – Marty Parker

This week on Breaking Barriers:

• What I.S. Supply Chain Management?
• What UGA's Supply Chain Advisory Board means for students and employers
• Why Ali found a career in supply chain so attractive
• How A.I. and digital transformation is transforming the supply landscape
• Why adaptability is key with emerging industrial technologies
• How a younger workforce can change the culture of a business for the better

Connect with Marty Parker:

• Marty Parker on LinkedIn

Connect with Ali Stehr:

• Aliana Stehr on LinkedIn

Connect with Hire Ground:

• Hire Ground's Website
• Hire Ground on LinkedIn
• Hire Ground on Facebook
• Hire Ground on Twitter
• Cloe Guidry-Reed on LinkedIn
• Adam Moore on LinkedIn

With thanks to

University of Georgia Supply Chain Advisory Board

In addition to ensuring the UGA's supply chain curriculum meets employer's needs, the board also connects employers with highly qualified students and joins corporate board members like Johnson and Johnson, Home Depot, and Chick-Fil-A to discover and hire tomorrows supply chain innovators today.

To learn more go to www.terry.uga.edu click on Alumni and find the Supply Chain Advisory Board there!

Deeply Experienced, Proven Executives, On Demand with

TechCXO

Get proven hands-on C Suite executives to take on an interim role and provide fractional help and lead projects. TechCXO on-demand executive model consistently delivers time and cost savings of 50 to 75% compared to a full-time in-house function.

They have helped their clients secure over 4 billion dollars in debt and equity financing and have advised clients on over 200 transactions including: due diligence preparation M&A and financing alternatives.

To learn more please visit

www.techCXO.com

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Sarah Marske is the Founder and CEO of Saramar Group, a marketing consultancy firm specializing in connecting brands to the U.S. Hispanic market. Saramar Group integrates three core solutions for business growth with social impact: Hispanic Marketing Services, Social Impact Initiatives, and Consulting & Training. Sarah was previously the Multicultural Marketing Brand Manager for Coca-Cola. She led award-winning Hispanic marketing campaigns and social impact initiatives, earning multiple awards that include The ANA Multicultural Excellence Award, the Silver Anvil Award for Best PR Campaign, and the Billboard Music Award. A true 'Iberophile' Sarah has a B.A. in International Studies and Spanish from the University of North Carolina and completed an M.A. in Communication with Mass Media while also gaining her Translation Certificate (Spanish/English) both from Georgia State University.

In today's episode, Sarah joins us to share her valuable insights into multicultural marketing, where her love and passion for reaching diverse communities led her to create the Saramar Group. She discusses her college days of International Studies, volunteering with the YMCA in Costa Rica, and her experience of living in Spain to study with the University of Salamanca, all of which solidified her passion for culture and her need to serve and give back through business. Sarah explains how companies should connect with diverse communities in authentic and thoughtful ways and what they should consider when marketing to this audience. She also reveals what she thinks will happen in the future digital diverse marketing space and why it won't mean discarding real-life connections but strengthening them instead.

"I'm a big believer in doing business with a higher purpose where we not only generate profits and growth for our businesses, but we generate a larger social impact as well" – Sarah Marske
"What are the pathways that a brand or a business needs to take to build that connection with the community?" – Sara Marske

"People are just like you and me - they want to see themselves reflected in the advertising. They want to see their values. They're interested in their beliefs being reflected - and you can tell - so whenever a brand communicates 'I See You' you know it's powerful" – Sarah Marske

"80% of the population growth in the U.S. over the next 20 years will be driven by the Hispanic population" – Sarah Marske
"That idea of human connection is going to come back in full force. I think that we're going to see people wanting to come together. I think we're going to see brands have the opportunity to create experiences where people are together" – Sarah Marske

This week on Breaking Barriers:

• The No.1 rule when connecting with Hispanic audiences
• Why we should be paying attention to the growing and youthful Hispanic population
• The 5 steps companies can take to connect with their consumer base
• What a hybrid of digital and IRL spaces will look like in a diverse marketing space
• Why your workforce should represent the community you're serving
• How you can avoid missteps when trying to reach a multicultural audience

Connect with Sarah Marske:

• Saramar Group Website
• Saramar Group on LinkedIn
• Sarah Marske on LinkedIn

Connect with Hire Ground:

• Hire Ground's Website
• Hire Ground on LinkedIn
• Hire Ground on Facebook
• Hire Ground on Twitter
• Cloe Guidry-Reed on LinkedIn
• Adam Moore on LinkedIn

With thanks to

University of Georgia Supply Chain Advisory Board

In addition to ensuring the UGA's supply chain curriculum meets employer's needs, the board also connects employers with highly qualified students and joins corporate board members like Johnson and Johnson, Home Depot, and Chick-Fil-A to discover and hire tomorrows supply chain innovators today.

To learn more go to www.terry.uga.edu click on Alumni and find the Supply Chain Advisory Board there!

Deeply Experienced, Proven Executives, On Demand with

TechCXO

Get proven hands-on C Suite executives to take on an interim role and provide fractional help and lead projects. TechCXO on-demand executive model consistently delivers time and cost savings of 50 to 75% compared to a full-time in-house function.

They have helped their clients secure over 4 billion dollars in debt and equity financing and have advised clients on over 200 transactions, including due diligence preparation M&A and financing alternatives.

To learn more, please visit

www.techCXO.com

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Veronica Maldonado-Torres is the CEO of VMT Consulting, a management consultancy firm tailored for small businesses and corporations' needs. A versatile and visionary Latina, Veronica's firm offers coaching, training, and development, focusing on Diversity & Inclusion, Supplier Development, Women empowerment, and Diverse Businesses. She is also the Founder-Creator of the podcast Driven to Thrive, a show that supports a wider program of training, keynotes, and workshops to help a diverse portfolio of people implement and execute their goals one year at a time. She has won industry awards year after year, including the distinction of "Top 50 Most Influential Latinos in Georgia" by the GHCC, listed in the "40Under40" by the Atlanta Business Chronicle, and named in the Top 15 Georgia Latina of Excellence- 'Rising Star Award' by LISTA. Veronica also currently serves on the board of The Assembly CID, Hispanic Corporate Council of Atlanta, GHCC.

In today's episode, Veronica joins us to share her ideas and philosophies on supplier diversity and why she is passionate about connecting cultures in business so that we can 'win together.' She reveals how the current pandemic has created unforeseen roadblocks and why resiliency and grit have never been more important for diverse CEOs as they overcome hurdles and become the positive disruptors of the future. We discuss why the conversations to be had about diversity and inclusion in organizations have become more urgent through the unrest of 2020. Veronica also addresses the side effect of exclusion when labeling cultures into groups, and what such groups need to work on and reach out to so that everyone is working with and for the benefit of all.

"I think that the pandemic has afforded us an opportunity to really be the renegades that supplier diversity professionals need" – Veronica Maldonado-Torres

"We have mentors for our personal lives, for our professional lives, and most definitely should have them if we are running businesses and running supplier diversity programs" Veronica Maldonado-Torres

"My love is in inclusion and driving opportunities for us to work together and to win together from the supplier diversity standpoint" – Veronica Maldonado-Torres

"Driven to Thrive - which is actually a mindset. It's a model. It's a way of living, and it's a community" – Veronica Maldonado-Torres

"I'm really making sure that we're building inclusive leaders for this next generation to understand how to win together. That's really what it's about" – Veronica Maldonado-Torres

"We just have to go outside of our networks of what existed before" – Veronica Maldonado-Torres

This week on Breaking Barriers:

• What the Driven to Win philosophy is all about
• How the Diversity Conversation has been brought into focus due to recent events
• Why we need to explore outside of our existing networks to find diverse talent
• How to avoid exclusion as a by-product of diverse group creation
• How different cultures and backgrounds can find commonality
• Why mentorship is critical to growth
• Why continuous learning should be the mindset of young CEO's

Connect with Veronica Maldonado-Torres:

• VTM Consulting's Website
• Veronica Maldonado-Torres on LinkedIn
• Veronica Maldonado-Torres on Twitter
• Veronica Maldonado-Torres on Facebook
• Veronica Maldonado-Torres on YouTube
• Veronica Maldonado-Torres on Instagram
• Driven To Thrive on Spotify

Connect with Hire Ground:

• Hire Ground's Website
• Hire Ground on LinkedIn
• Hire Ground on Facebook
• Hire Ground on Twitter
• Cloe Guidry-Reed on LinkedIn
• Adam Moore on LinkedIn

With thanks to

University of Georgia Supply Chain Advisory Board

In addition to ensuring the UGA's supply chain curriculum meets employer's needs, the board also connects employers with highly qualified students and joins corporate board members like Johnson and Johnson, Home Depot, and Chick-Fil-A to discover and hire tomorrows supply chain innovators today.

To learn more go to www.terry.uga.edu click on Alumni and find the Supply Chain Advisory Board there!

Deeply Experienced, Proven Executives, On Demand with

TechCXO

Get proven hands-on C Suite executives to take on an interim role and provide fractional help and lead projects. TechCXO on-demand executive model consistently delivers time and cost savings of 50 to 75% compared to a full-time in-house function.

They have helped their clients secure over 4 billion dollars in debt and equity financing and have advised clients on over 200 transactions including: due diligence preparation M&A and financing alternatives.

To learn more please visit

www.techCXO.com

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Everyone has an experience of being promised something and then discovering the promise cannot be kept. While it may be easier to accept someone's information without intending to follow up, you never know when that decision could come back to haunt you. It's important whether you're on the corporate side or the supplier side to remain transparent and be realistic about what you can actually provide in a partnership.

In today’s episode, we talk about what both corporates and suppliers can do to help increase transparency and be realistic about their promises. We discuss what a cycle time is and how this timeline can be a lot longer for larger businesses. We talk about why you shouldn't focus on getting contracts at tradeshows, and what you should be looking for instead. We also explain how working in a tier-two can be a great learning experience and opportunity to grow with larger businesses.

"Oftentimes when you're a small business you think companies that you want to work with move at the same pace that you do and they definitely don't." – Cloe Guidry-Reed

"When you go and attend a business opportunity exchange or you go to one of these national conventions, you're there to meet people, not get contracts." – Adam Moore

"Any relationship is going to be as deep and as valuable as the time and effort you put into it." - Adam Moore

"You're going to be evaluated with the other competitors in the market" – Adam Moore

This week on Breaking Barriers:

• The importance of transparency when communicating with suppliers
• Understanding what a “Cycle Time” is and how long this process can take
• The flexibility of larger businesses vs smaller businesses
• Accepting small businesses may be competing with larger ones for contracts
• What you should be focusing on getting at tradeshows
• How tier-two programs can be a great opportunity to begin working with larger companies

Connect with Hire Ground:

• Hire Ground's Website
• Hire Ground on LinkedIn
• Hire Ground on Facebook
• Hire Ground on Twitter
• Cloe Guidry-Reed on LinkedIn
• Adam Moore on LinkedIn

With thanks to

University of Georgia Supply Chain Advisory Board

In addition to ensuring the UGA's supply chain curriculum meets employer's needs, the board also connects employers with highly qualified students and joins corporate board members like Johnson and Johnson, Home Depot, and Chick-Fil-A to discover and hire tomorrows supply chain innovators today.

To learn more go to www.terry.uga.edu click on Alumni and find the Supply Chain Advisory Board there!

Deeply Experienced, Proven Executives, On Demand with

TechCXO

Get proven hands-on C Suite executives to take on an interim role and provide fractional help and lead projects. TechCXO on-demand executive model consistently delivers time and cost savings of 50 to 75% compared to a full-time in-house function.

They have helped their clients secure over 4 billion dollars in debt and equity financing and have advised clients on over 200 transactions including: due diligence preparation M&A and financing alternatives.

To learn more please visit

www.techCXO.com

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You only make a first impression once, and sometimes you only get to shoot your shot with your prospective, future corporate partner once too. What will you be thinking about when you get that first 'Big Meet'? Your clothes? Or your handshake? Maybe you think it's how you walk into the room. While all these things do matter for a first impression, being ready to meet a big corporation is more than about your personal appearance. It's about doing some groundwork beforehand to make sure that you are "Corporate Ready."

In today's episode, we put our very own Adam in the hot seat to look at what it really means to be “Corporate Ready.” He explains what diverse small businesses should consider about the corporation they wish to attract and why understanding the corporate business cycle is the first step in preparing to meet them. We discuss why it's better to be upfront with a corporate if you don't know much about their existing support systems for underrepresented communities and explain how you can use this to show where else you might be of service to them. We also get down to the basic art of selling your products or services, and what systems you should have in place once you have the secured the interest of that large corporation.

"Nobody got into business for themselves saying I needed more free time, so I started a business. That's never happened" – Adam Moore

"To be corporate ready, you have to have done a lot of research on your corporate" - Adam Moore

"Just trying to walk in on a handshake and a smile -though nice - isn't going to really get you far" – Adam Moore

"Be confident in your pitch and realize that there are going to be NO's right before you get some YES's" – Adam Moore

"It is your product. It is your service. It is your firm. Own it. Sell it. Be proud of it" – Adam Moore

This week on Breaking Barriers:

• What “Corporate Readiness” means to Adam, and how it can be misinterpreted
• Why you should try to put yourself in the shoes of the corporate when trying to approach and help them
• How to be ready and in a position to sell to the corporate you are conversing with
• Why transparency is key when approaching your chosen corporates
• How to approach corporates with confidence
• How another small business owner can be a great wingman and ally when you prepare to pitch to bigger organizations

Connect with Hire Ground:

• Hire Ground's Website
• Hire Ground on LinkedIn
• Hire Ground on Facebook
• Hire Ground on Twitter
• Cloe Guidry-Reed on LinkedIn
• Adam Moore on LinkedIn

With thanks to

University of Georgia Supply Chain Advisory Board

In addition to ensuring the UGA's supply chain curriculum meets employer's needs, the board also connects employers with highly qualified students and joins corporate board members like Johnson and Johnson, Home Depot, and Chick-Fil-A to discover and hire tomorrows supply chain innovators today.

To learn more go to www.terry.uga.edu click on Alumni and find the Supply Chain Advisory Board there!

Deeply Experienced, Proven Executives, On Demand with

TechCXO

Get proven hands on C Suite executives to take on an interim role and provide fractional help and lead projects. TechCXO on demand executive model consistently delivers time and cost savings of 50 to 75% compared to a fulltime inhouse function.

They have helped their clients secure over 4 billion dollars in debt and equity financing and have advised clients on over 200 transactions including: due diligence preparation M&A and financing alternatives.

To learn more please visit

www.techCXO.com

View Details

What do Yoda the Jedi, Mr. Miyagi the sensei, and Steve Jobs the tech mogul all have in common? Well, aside from being masters of their field, be that the skill of wielding a lightsaber, a sweet leg sweep, or inventing the iPod, they all took time out of their day to take a new hopeful under their wing to bestow some of their learned enlightenment. "Steve, thank you for being a mentor and a friend. Thanks for showing that what you build can change the world. I will miss you", was how Mark Zuckerberg thanked Steve Jobs after he passed away. It was evident that even one of the most successful entrepreneurs on the planet needed a little guidance.

In today's episode, we discuss how personal mentorship within supplier diversity is essential to breaking barriers within business today. We look at all the angles of such relationships, whether you are a mentor, protégé or mentee, and the ways such connections should be approached and navigated. While mentorship relationships are focused on giving a helping hand to those new in the industry, we also look at the beneficial aspects of being the mentor of a rising star and what the protégé can share with their mentor. We also discuss how supplier diversity as a profession can be a goldmine of mentoring possibilities. If you ARE brand new and needing some help, this podcast can certainly point you in the right direction to strike up the right conversations for your budding career.

"If you don't have a mentor, you're missing a huge opportunity because a lot of times they can open doors for you that may be closed otherwise" – Cloe Guidry-Reed

"Mentors help us find that 'what is the end goal? What am I playing towards? Where am I trying to grow too'. It doesn't have to be an exit strategy. It could just be a growth strategy" – Adam Moore

"The best way to meet people is getting a warm introduction from somebody else that you know," Cleo Guidry-Reed

"if you don't learn something yourself from the experience you've mentored them incorrectly. Because there is always something to learn" – Adam Moore

"Every successful entrepreneur that I know - particularly just in tech - has had a mentor" – Cleo Guidry-Reed

"A business plan should include your personal growth as a business owner. As a leader. As an industry expert" – Adam Moore

This week on Breaking Barriers:

• How having a mentor can help you avoid pitfalls you might otherwise accidentally fall into
• Why you should think about where your mentor has been and where you are trying to go when looking for a good mentor match
• Where you can begin your search for the mentor that will benefit you the most
• Why you should explore your existing network for introductions to possible mentors
• How you can trade value with your mentor so they can benefit from some of your own knowledge and insights
• Why you should include time for a mentorship as part of your business plan

Connect with Hire Ground:

• Hire Ground's Website
• Hire Ground on LinkedIn
• Hire Ground on Facebook
• Hire Ground on Twitter
• Cloe Guidry-Reed on LinkedIn
• Adam Moore on LinkedIn

With thanks to

University of Georgia Supply Chain Advisory Board

In addition to ensuring the UGA's supply chain curriculum meets employer's needs, the board also connects employers with highly qualified students and joins corporate board members like Johnson and Johnson, Home Depot, and Chick-Fil-A to discover and hire tomorrows supply chain innovators today.

To learn more go to www.terry.uga.edu click on Alumni and find the Supply Chain Advisory Board there!

Deeply Experienced, Proven Executives, On Demand with

TechCXO

Get proven hands-on C Suite executives to take on an interim role and provide fractional help and lead projects. TechCXO on-demand executive model consistently delivers time and cost savings of 50 to 75% compared to a full-time in-house function.

They have helped their clients secure over 4 billion dollars in debt and equity financing and have advised clients on over 200 transactions including: due diligence preparation M&A and financing alternatives.

To learn more please visit www.techCXO.com

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Jon Suber is the Supplier Diversity Manager at Freddie Mac, a government-sponsored private bank providing mortgage capital to lenders to make homeownership possible for millions of families and individuals. Jon has a BSBA in Marketing from the University of Pittsburgh Katz Graduate School of Business and an MBA in Supply Chain Management from Howard University. Before working in his current role Jon worked for international corporations that include Proctor & Gamble and Unilever. He has extensive experience in supply planning, contract manufacturing, logistics, and project management.

In today’s episode, Jon joins us to discuss the Supplier Inclusion program with Freddie Mac, one of the biggest buyers of mortgages in the U.S. He discusses how the company works to promote opportunities to diverse suppliers in their pipeline system, how they outreach via national conferences and local events for their 30 Max Supplier diversity program, and how they spread the word on the types of opportunity available at Freddie Mac. Jon explains the Supplier Academy program launched by the company in 2016 and what it provides in terms of education on the company and also the opportunity for diverse suppliers to present their capabilities. He also shares his journey into Supplier Diversity, where he was first introduced to the practice while interning in his first summer of business school and seeded in him a passion for supplier diversity he would fully realize 11 years later with Freddie Mac.

“You have to overcome the unconscious bias of using a diverse supplier versus the Big Four. Because the Big Four is a brand name. You know them. You trust them. They've done work but the reality is -who do you think the diverse supplier is? It's not necessarily a small Mom & Pop operation.” – Jon Suber

This week on Breaking Barriers:

• The 3 pillars of Freddie Macs Supplier Inclusion program
• How Freddie Mac utilized diverse suppliers instead of the Big Four
• The areas of opportunity the company offers for diverse suppliers
• How Freddie Mac operates differently to a regular high street bank
• Why it’s important for contract owners to have awareness of the skills and capabilities of diverse suppliers as showcased in Freddie Macs Capability Presentation day
• How you can reach out to Freddie Mac to begin building a Supplier Diverse relationship with them

Resource Mentioned:

• Freddie Mac’s Supplier Diversity Application

Connect with Jon Suber:

• Freddie Mac’s Website
• Freddie Mac on LinkedIn
• Freddie Mac on YouTube
• Freddie Mac on Twitter
• Freddie Mac on Facebook
• Jon Suber on LinkedIn

Connect with Hire Ground:

• Hire Ground’s Website
• Hire Ground on LinkedIn
• Hire Ground on Facebook
• Hire Ground on Twitter
• Cloe Guidry-Reed on LinkedIn
• Adam Moore on LinkedIn

With thanks to

University of Georgia Supply Chain Advisory Board

In addition to ensuring the UGA’s supply chain curriculum meets employer’s needs, the board also connects employers with highly qualified students and joins corporate board members like Johnson and Johnson, Home Depot, and Chick-Fil-A to discover and hire tomorrows supply chain innovators today.

To learn more go to www.terry.uga.edu click on Alumni and find the Supply Chain Advisory Board there!

Deeply Experienced, Proven Executives, On Demand with

TechCXO

Get proven hands on C Suite executives to take on an interim role and provide fractional help and lead projects. TechCXO on demand executive model consistently delivers time and cost savings of 50 to 75% compared to a fulltime inhouse function.

They have helped their clients secure over 4 billion dollars in debt and equity financing and have advised clients on over 200 transactions including: due diligence preparation M&A and financing alternatives.

To learn more please visit

www.techCXO.com

View Details

Justin Elanjian is a partner at Aprio and a nationally recognized PPP expert. He has conducted over 100 PPP loan forgiveness educational webinars reaching over 300,000 PPP borrowers and hundreds of CPA firms through strategic partnerships. Justin co-leads Aprio’s PPP loan forgiveness team and is responsible for servicing a growing number of borrowers whose loans in aggregate exceed $300+ million in PPP funds. When Justin isn’t providing PPP loan forgiveness guidance, he serves as a trusted strategic advisor guiding his clients in achieving their goals.

Thomas Scott is also a partner at Aprio specializing in Manufacturing and Technology. He has a BA in Accounting and an MA in Accounting and Financial Management from the Keller Graduate School of Management DeVry University. Thomas provides a wide range of tax services designed to help clients effectively manage risk, identify tax-saving opportunities, and make good business decisions for tomorrow.

In today’s episode, Justin and Thomas join us from Aprio tax practice to discuss the new legislation for the second round of PPP loans and what small and diverse businesses need to consider as we move forward into the second wave of PPP. Justin explains the new rules for tax breaks since the Consolidated Appropriations Act was signed into law by President Trump on December 27th, 2020. He reveals what you can and can’t leverage concerning non-payroll costs, property damage costs, and covered supplier costs, and explains how the Employee Retention Credit system works. Thomas explains a few key individual changes to this new legislation that will impact small and diverse businesses and breaks down how stimulus payments now work and can be accessed going into 2021.

“It's not too late. You can go back, and you can do amendments for 2020, catch those up and then build a strategy for 2021” – Justin Elanjian

“I think we'll see a lot more scrutiny from the FinTech companies this time around because about 75% of the fraud cases thus far are obtained loans from FinTech companies because they didn't know their customers” Justin Elanjian

“You can now deduct a hundred percent of your business meal. And that's going to be huge for all of your business customers” – Thomas Scott

“You do need to have the experts behind you to help you go through some of these more fine-tooth kinds of regulations to read a thousand pages” – Adam Moore

This week on Breaking Barriers:

• How the recent Consolidated Appropriations Act will help small businesses
• How Employee Retention Credit works and how it is calculated
• What additional data your company will need to supply for a PPP loan
• The IRS website link you need to go to if you have not received your $600 stimulus payment
• How to dine your business clients at zero cost until 2022
• Advice for solo entrepreneurs and their 2019 Tax Return

Resource Mentioned:

• The IRS Website

Connect with Justin Elanjian & Thomas Scott

• Aprio’s Website
• Aprio on Facebook
• Aprio on Twitter
• Aprio on LinkedIn
• Justin Elanjian on LinkedIn
• Scott Thomas on LinkedIn

Connect with Hire Ground:

• Hire Ground’s Website
• Hire Ground on LinkedIn
• Hire Ground on Facebook
• Hire Ground on Twitter
• Cloe Guidry-Reed on LinkedIn
• Adam Moore on LinkedIn

With thanks to

University of Georgia Supply Chain Advisory Board

In addition to ensuring the UGA’s supply chain curriculum meets employer’s needs, the board also connects employers with highly qualified students and joins corporate board members like Johnson and Johnson, Home Depot, and Chick-Fil-A to discover and hire tomorrows supply chain innovators today.

To learn more go to www.terry.uga.edu click on Alumni and find the Supply Chain Advisory Board there!

Deeply Experienced, Proven Executives, On Demand with

TechCXO

Get proven hands-on C Suite executives to take on an interim role and provide fractional help and lead projects. TechCXO on-demand executive model consistently delivers time and cost savings of 50 to 75% compared to a full-time in-house function.

They have helped their clients secure over 4 billion dollars in debt and equity financing and have advised clients on over 200 transactions including due diligence preparation M&A and financing alternatives.

To learn more please visit www.techCXO.com

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Sofia Bork is an Engagement Readiness Consultant in the Treasury Solutions Department at Truist Bank. She is responsible for driving and leading communication strategies for both Truist teammates and clients. At the heart of her work, she fosters and builds authentic relationships with her stakeholders and ensures that all parties collaborate effectively. Additionally, she serves on the Board of Directors for the Georgia Hispanic Chamber of Commerce, and as the Vice President for HYPE (Hispanic Young Professionals and Entrepreneurs).

Sofia joins us today to talk about how allyship and mentorship can diversify your work environment. She shares some of her experiences being a non-visible minority, and her desire to be a larger advocate for her Hispanic community. Sofia talks about the work the Hispanic Chamber of Commerce is doing to support local minority businesses through COVID. Sofia also shares her tips on looking for a mentor and why different perspectives from mentors are important.

“Growing up bicultural I think that's something that is hard because you don't know where you belong or fit in. – Sofia Bork

" When we look at the basis of 'okay, who is opening small businesses?" It's a lot of women and it's a lot of minority women as well, and just minorities in general. That's their lifeblood."– Sofia Bork

“The best advice I ever received from a mentor was, choose mentors who are all different and choose people who don't look like you, don't have your same experiences, and don't work in the same areas."– Sofia Bork

“As humans we understand pain. We know what it's like to be left out. We know what it's like to be misunderstood because those are universal experiences that are part of being human.”
– Sofia Bork

This week on Breaking Barriers:

• How allyship can help bridge intercultural competencies
• What is an engagement readiness consultant and how Sofia connects with diverse communities
• What to look for in a mentor
• How mentorships can be mutually beneficial to both mentors and mentees
• What Truist does to support their local communities
• What the Hispanic Chamber of Commerce does through supporting local minority businesses
• What are non-visible-minorities and how these groups can become advocates for visible minorities
• Being comfortable in admitting what you don’t know
• Ways to be more mindful when approaching topics of race and culture
• How companies can be more authentic with outreach to the minority community
• How intentional mentoring/succession planning can help bring more diversity to the C-Level Management

Resources Mentioned:

• The Georgia Hispanic Chamber of Commerce

Connect with Hire Ground:

• Hire Ground’s Website
• Hire Ground on LinkedIn
• Hire Ground on Facebook
• Hire Ground on Twitter
• Cloe Guidry-Reed on LinkedIn
• Adam Moore on LinkedIn

With thanks toUniversity of Georgia Supply Chain Advisory Board

In addition to ensuring the UGA’s supply chain curriculum meets employer’s needs, the board also connects employers with highly qualified students and joins corporate board members like Johnson and Johnson, Home Depot, and Chick-Fil-A to discover and hire tomorrows supply chain innovators today.

To learn more, go to http://www.terry.uga.edu click on Alumni and find the Supply Chain Advisory Board there!

Deeply Experienced, Proven Executives, On Demand with TechCXO

Get proven hands-on C Suite executives to take on an interim role and provide fractional help and lead projects. TechCXO's on-demand executive model consistently delivers time and cost savings of 50 to 75% compared to a full-time in-house function.

They have helped their clients secure over 4 billion dollars in debt and equity financing and have advised clients on over 200 transactions including due diligence preparation M&A and financing alternatives.

To learn more please visit http://www.techCXO.com

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Are you trying to support local businesses during Covid? It's important to think about small business and support them during the holiday, and especially during this pandemic. While there may not be the usual Christmas parties that support some of these businesses, there are still ways to show appreciation to your own employees while helping your local community. We all just need to think a bit more creatively.

In today's episode, we discuss how important it is to try and support local and small businesses through this difficult time. We talk about some ways to work together and use this opportunity to bond with the community. We emphasize the importance of spending locally. We also share some creative gift ideas that you can use to show your appreciation to your team and clients.

“I think you'll find that you'll get a better-individualized product that will make a bit more of a wow factor when given than when you go through one of these big catalog mail-order firms.” – Adam Moore

" It's not really a question of this is something we should do. It's really something we have to do because the effects of not supporting our small business community- it's a domino effect."– Cloe Guidry-Reed“You and I are big proponents of the economic impact, and understanding the power of the dollar when it moves through a community."– Adam Moore

“I think even in this season we forget that, 'Oh yeah, I can go get that printing. I can go talk to this marketing firm and have this cool logoed gift that I can give out and you're supporting you know your brother or sister right there in the small business community. What a wonderful thing that is!” – Adam Moore

This week on Breaking Barriers:

• Hardships for local businesses this holiday season
• How local businesses produce better products than catalog firms
• B2b Relationships with small businesses
• Connecting with local agencies or chambers of commerce
• Giving back to the community while building relationships
• Being intentional in spending locally
• Creative gift ideas

Connect with Hire Ground:

• Hire Ground’s Website
• Hire Ground on LinkedIn
• Hire Ground on Facebook
• Hire Ground on Twitter
• Cloe Guidry-Reed on LinkedIn
• Adam Moore on LinkedIn

With thanks toUniversity of Georgia Supply Chain Advisory Board

In addition to ensuring the UGA’s supply chain curriculum meets employer’s needs, the board also connects employers with highly qualified students and joins corporate board members like Johnson and Johnson, Home Depot, and Chick-Fil-A to discover and hire tomorrows supply chain innovators today.

To learn more, go to www.terry.uga.edu click on Alumni, and find the Supply Chain Advisory Board there!

Deeply Experienced, Proven Executives, On Demand with TechCXO

Get proven hands-on C Suite executives to take on an interim role and provide fractional help and lead projects. TechCXO's on-demand executive model consistently delivers time and cost savings of 50 to 75% compared to a full-time in-house function.

They have helped their clients secure over 4 billion dollars in debt and equity financing and have advised clients on over 200 transactions including due diligence preparation M&A and financing alternatives.

To learn more please visit www.techCXO.com

View Details

Are you prepared for working in the digital world? Whether we like it or not, it's going to take a long time to get back to in-person events. But even when we get back to normal, the convenience of virtual events will make them still prevalent. Instead of resisting the change, it's time to learn and prepare for networking and presenting in the virtual world.

In today's episode, we talk about why virtual events are here to stay, and how you can embrace them. We share what types of products you should invest in to appear more professional in digital meetings. We talk about the importance of testing and being familiar with new technology and programs. We also share why it's important to practice using a digital stage and why it's important to emphasize the human connection.

“We all need to realize that we're going to be in a virtual in some form or capacity.” – Adam Moore

“You schedule 20 minutes by yourself before every presentation so that you are in the room before everybody else. You've tested the equipment before everybody else. You've moved the slides. You know where everything is. You know how it works, and you're confident in it.” – Adam Moore

“I really do think, that as we move forward a way to differentiate yourself in a sea of competitors who are just like you is how well are you handling a virtual environment?"– Adam Moore

“It's very important for you to be engaged, to interact with the audience, just as you were to have a live one on one. Just because the person isn't physically there doesn't mean you still don't want to see you react.”– Adam Moore

This week on Breaking Barriers:

• Getting comfortable and accepting the virtual world
• Investing in lighting and webcams
• Test systems and practice before giving presentations
• The importance of voice inflection
• How to prepare your sales team
• Extending the Human reaction
• Understanding your why

Connect with Hire Ground:

• Hire Ground’s Website
• Hire Ground on LinkedIn
• Hire Ground on Facebook
• Hire Ground on Twitter
• Cloe Guidry-Reed on LinkedIn
• Adam Moore on LinkedIn

With thanks toUniversity of Georgia Supply Chain Advisory Board

In addition to ensuring the UGA’s supply chain curriculum meets employer’s needs, the board also connects employers with highly qualified students and joins corporate board members like Johnson and Johnson, Home Depot, and Chick-Fil-A to discover and hire tomorrows supply chain innovators today.

To learn more, go to www.terry.uga.edu click on Alumni, and find the Supply Chain Advisory Board there!

Deeply Experienced, Proven Executives, On Demand with TechCXO

Get proven hands-on C Suite executives to take on an interim role and provide fractional help and lead projects. TechCXO's on-demand executive model consistently delivers time and cost savings of 50 to 75% compared to a full-time in-house function.

They have helped their clients secure over 4 billion dollars in debt and equity financing and have advised clients on over 200 transactions including due diligence preparation M&A and financing alternatives.

To learn more please visit www.techCXO.com

View Details

Do you know why you did not get that call back? There are many topics and attitudes we believe are good to share during meetings, because we think it adds value. However, most corporations know what they specifically want, and if you send the wrong message, they will find someone else who is more aligned with their needs. It's time to prepare, make a plan, and specialize.

In today's episode, we share our top 5 things to avoid when connecting with corporates. We talk about how being unprepared for meetings is much more obvious than you think. We also talk about why it's better to make a plan when going to tradeshows instead of seeing how things go. We also emphasize the importance of being a keen listener and why promising everything doesn't always look good.

“One of the first things that I can tell how serious a supplier is, when they approach me, how much research have they done?” – Adam Moore

“That first 20 seconds that you meet somebody inside that corporation, literally can make or break if you get that next call back with the corporate.” – Adam Moore

“You think you have all day [at a tradeshow], and it feels like you have all day until you get there. And then once you get there you realize gasp 'oh, my time is gone."– Adam Moore

“We realize that you can be everything to everybody. There is absolutely no way that we can all be good at everything, and we're looking for specialists to come in.”– Adam Moore

This week on Breaking Barriers:

• The importance of research before a corporate meeting
• Developing a plan when attending tradeshows
• Watching your time with client calls
• Understanding what you do well
• Why saying yes to everything can be a deterrent

Connect with Hire Ground:

• Hire Ground’s Website
• Hire Ground on LinkedIn
• Hire Ground on Facebook
• Hire Ground on Twitter
• Cloe Guidry-Reed on LinkedIn
• Adam Moore on LinkedIn

With thanks toUniversity of Georgia Supply Chain Advisory Board

In addition to ensuring the UGA’s supply chain curriculum meets employer’s needs, the board also connects employers with highly qualified students and joins corporate board members like Johnson and Johnson, Home Depot, and Chick-Fil-A to discover and hire tomorrows supply chain innovators today.

To learn more, go to www.terry.uga.edu click on Alumni, and find the Supply Chain Advisory Board there!

Deeply Experienced, Proven Executives, On Demand with TechCXO

Get proven hands-on C Suite executives to take on an interim role and provide fractional help and lead projects. TechCXO's on-demand executive model consistently delivers time and cost savings of 50 to 75% compared to a full-time in-house function.

They have helped their clients secure over 4 billion dollars in debt and equity financing and have advised clients on over 200 transactions including due diligence preparation M&A and financing alternatives.

To learn more please visit www.techCXO.com

View Details

Wayne Shanks is a Leader, planner, military, and diversity advocate who adapts to solve complex issues and strives to keep giving back. With twenty-eight years of military leadership experience, Wayne was a second lieutenant and culminating as a colonel in the U.S. Army. He has seventeen years of experience in the communication field developing and implementing effective strategies to achieve complex goals. Wayne leads the Military Family Supplier Diversity program at USAA. USAA’s unique program focuses on enhancing opportunities for qualified, veteran, or military spouse-owned companies to compete for business as well as other diverse categories of businesses. With our military family focus, USAA’s goal is to facilitate veteran or military spouse-owned business use and aid in establishing veteran and spouse hiring initiatives.

Wayne joins us today to share his perspective on the Supplier Diversity Program at USAA. Wayne reveals some of the difficult areas USAA has for finding suppliers and how to connect with major businesses. He talks about the difficulty of working with larger businesses due to the length of time it can take for decisions to be made, and how to prepare for proposals with companies like USAA. Wayne explains why you want to work with USAA and provides examples of how USAA has helped its partners and suppliers in the past. Wayne also emphasizes how value creation is key to connecting and establishing meaningful partners with businesses like USAA.

“Really interested to see recent movement within military spouse entrepreneurs out there growing in the section, because I think as a traditional employment standpoint, Military spouses are a vastly underserved community."– Wayne Shanks

“It's not, you know you call me one day and we're going to have a contract the next day. It's a long term process. It takes probably several months.” – Wayne Shanks

“You need to be able to know what you do well. Don't worry about your other revenue streams. Pitch that one revenue stream that value proposition to the corporate, and then you're other revenue streams, the other things you do, your ancillary products and services will come to light as your relationship blossoms.” – Adam Moore

“We're just trying to get the best value for our members. And that's not necessarily the lowest price, it's how can you bring value?” – Wayne Shanks

This week on Breaking Barriers:

• Building relationships with reciprocal insurance exchanges
• What Wayne looks for in a new supplier
• Using strategic partnerships to navigate regulatory requirements
• The advantages of using a veteran-owned firm
• Hang-ups for suppliers during the contracting phase
• How the pandemic has shifted priorities
• Value creation to create meaningful connections

Connect with Hire Ground:

• Hire Ground’s Website
• Hire Ground on LinkedIn
• Hire Ground on Facebook
• Hire Ground on Twitter
• Cloe Guidry-Reed on LinkedIn
• Adam Moore on LinkedIn

With thanks toUniversity of Georgia Supply Chain Advisory Board

In addition to ensuring the UGA’s supply chain curriculum meets employer’s needs, the board also connects employers with highly qualified students and joins corporate board members like Johnson and Johnson, Home Depot, and Chick-Fil-A to discover and hire tomorrows supply chain innovators today.

To learn more, go to www.terry.uga.edu click on Alumni, and find the Supply Chain Advisory Board there!

Deeply Experienced, Proven Executives, On Demand with TechCXO

Get proven hands-on C Suite executives to take on an interim role and provide fractional help and lead projects. TechCXO's on-demand executive model consistently delivers time and cost savings of 50 to 75% compared to a full-time in-house function.

They have helped their clients secure over 4 billion dollars in debt and equity financing and have advised clients on over 200 transactions including due diligence preparation M&A and financing alternatives.

To learn more please visit www.techCXO.com

View Details

Can we continue with networking events? COVID completely changed the way we interact with networking events, making in-person events impossible. However, virtual networking makes it even easier to connect and lowers all kinds of barriers allowing even more businesses to attend digital conferences and networking events to provide more opportunities. Instead of waiting to return to normal, this opportunity allows for more meaningful connections with business clients and maybe even attend multiple conferences in one day! You can do this, but you need to be prepared, and be sure of your why.

In today’s episode, we discuss networking in the age of COVID and how networking has changed for the better. We break down the barriers that in-person events had, and how they lower the cost of entry and availability for everyone. We talk about the ways to improve the sense of community with digital events and how hybrid solutions may help. We also talk about how to be meaningful and deliberate with networking at virtual events, and the benefits of investing in better equipment like webcams to improve your professionalism.

“The digital format breaks down cost barriers which is a huge barrier of entry in a lot of different industries, regardless of the product.” – Adam Moore

“It's hard to get that level of excitement and engagement and make it feel like it's an in-person event if there is not a portion of it that is really live.” – Cloe Guidry-Reed

“I think as business owners, we have to be really thoughtful when we talk about opportunity costs and time. Who should I really be networking with? What are some I should be going to?” – Cloe Guidry-Reed

“To my small and diverse suppliers, there is no reason for you not to take part in conferences. There is no reason for you not to take part in networking events.” – Adam Moore

This week on Breaking Barriers:

• The effects of COVID on networking events
• How virtual conferences break down cost barriers for small business
• Promoting a sense of community with Hybrid Events
• Ways to add excitement to live events for virtual audiences
• Determining your why when networking
• Investing in equipment to improve your camera quality
• The saturation point of online events

Resources Mentioned:

• Book: Start with Why, by Simon Sinek
• Venture Atlanta

Connect with Hire Ground:

• Hire Ground’s Website
• Hire Ground on LinkedIn
• Hire Ground on Facebook
• Hire Ground on Twitter
• Cloe Guidry-Reed on LinkedIn
• Adam Moore on LinkedIn

With thanks toUniversity of Georgia Supply Chain Advisory Board

In addition to ensuring the UGA’s supply chain curriculum meets employer’s needs, the board also connects employers with highly qualified students and joins corporate board members like Johnson and Johnson, Home Depot, and Chick-Fil-A to discover and hire tomorrows supply chain innovators today.

To learn more, go to www.terry.uga.edu click on Alumni, and find the Supply Chain Advisory Board there!

Deeply Experienced, Proven Executives, On Demand with TechCXO

Get proven hands-on C Suite executives to take on an interim role and provide fractional help and lead projects. TechCXO's on-demand executive model consistently delivers time and cost savings of 50 to 75% compared to a full-time in-house function.

They have helped their clients secure over 4 billion dollars in debt and equity financing and have advised clients on over 200 transactions including due diligence preparation M&A and financing alternatives.

To learn more please visit www.techCXO.com

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How often have you heard the phrase ‘I know that’s what I said, but that’s not what I meant’? In the well-meaning world of corporate business-speak perhaps some of the language we fall back on is not that helpful to the many different groups in the diverse supply chain. Are you from a ‘disadvantaged’ background or are you from an ‘underrepresented’ background? The words in context might mean very similar things but to the ears of the person, they are describing they can sound very different.

Today we want to talk about communication in the diverse supply space and how the choice of the words you use can either be empowering or reductive. We discuss how phrases traditionally used to address underrepresented backgrounds can actually obstruct communicating with them. We explore the pitfalls and risks associated with certain words and how using effective thoughtful language will break down the barriers diverse communities strain against. We also look at corporate ‘safe speak’ which while full of good intentions can be open to vulnerable misunderstanding and leave minority groups feeling less understood by their associates.

“You're about to learn a whole new language” – Adam Moore

“To have a meaningful conversation we have to understand the language” – Adam Moore

‘Supplier diversity practice means to me that it's something that's ongoing and it's always developing and that you’ve got people committed to this practice” Cloe Guidry-Reed

“When you look at next-generation entrepreneurs and when we think about who we want to be, we should be using words that are more empowering” – Cloe Guidry-Reed

“Changing some of your language as organizations and as corporations would really help you attract some of these next-generation entrepreneurs” – Cloe Guidry-Reed

This week on Breaking Barriers:

• Why supplier diversity requires a whole new language
• Why supplier diversity is a practice, not a program
• How self-identity plays a huge role in supply diverse communication
• Why we have to be intentional with our language when reaching out to diverse groups
• How corporations have mitigated risk in business language, leading to well-meaning but ‘cloudy’ communication
• How understanding diverse cultures leads to clearer conversations
• Why we need to understand how new business owners identify themselves

Connect with Hire Ground:

• Hire Ground’s Website
• Hire Ground on LinkedIn
• Hire Ground on Facebook
• Hire Ground on Twitter
• Cloe Guidry-Reed on LinkedIn
• Adam Moore on LinkedIn

With thanks toUniversity of Georgia Supply Chain Advisory Board

In addition to ensuring the UGA’s supply chain curriculum meets employer’s needs, the board also connects employers with highly qualified students and joins corporate board members like Johnson and Johnson, Home Depot, and Chick-Fil-A to discover and hire tomorrows supply chain innovators today.

To learn more go to www.terry.uga.edu click on Alumni and find the Supply Chain Advisory Board there!

Deeply Experienced, Proven Executives, On Demand withTechCXO

Get proven hands-on C Suite executives to take on an interim role and provide fractional help and lead projects. TechCXO's on-demand executive model consistently delivers time and cost savings of 50 to 75% compared to a full-time in-house function.

They have helped their clients secure over 4 billion dollars in debt and equity financing and have advised clients on over 200 transactions including due diligence preparation M&A and financing alternatives.

To learn more please visitwww.techCXO.com

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Sonja Williams is the Co-Founder and Director of Marketing for Go Getter Marketing Group, a company that has been helping small- and medium-sized businesses grow since 2008. Formerly the Chief Marketing Officer at Hire Ground, Sonja has over 15 years’ experience in marketing consulting. She has helped numerous brands enhance their digital marketing teams through training, strategy development, and the implementation of best practices. Sonja has worked for enterprises such as NCR Corporation, the Federal Highway Administration, and Eli Lilly. She has a BA in International Business and Marketing from Clark Atlanta University and a Marketing MBA from Mercer University. Sonja is currently based in Mexico with her husband and two children.

In today’s episode of Breaking Barriers, Sonja joins hosts Cloe Guidry-Reed and Adam Moore to share her experience of being a new-majority woman business owner, revealing the challenges she has faced on the road to becoming a successful diverse supplier. Sonja explains why relocating her base to Mexico has been an amazing experience but has meant some creative coordination regarding office hours and childcare. She reveals her method for securing a mentor in business and the kinds of questions she asks people she perceives to be further along in their career. She also discusses the new digital era of marketing which allows for greater accessibility to new markets, increased flexibility across budgets, and more precisely targeted ad campaign messaging.

“Anyone starting a business now, I think that's a huge opportunity to find mentorship to connect with like-minds” – Sonja Williams

“Continuously training and developing yourself and then looking for ways and opportunities to mentor others, like all that stuff goes hand in hand” Sonja Williams

“It’s always been my philosophy to have a team that is a hybrid” – Sonja Williams

“I've always wanted to hire people that want to be part of a team, but to some degree have the ability to be independent and have an entrepreneurial spirit that they can self-manage”
– Sonja Williams

“I love Hire Ground. Honestly, it's filling the void where people might go register as a supplier” – Sonja Williams

This week on Breaking Barriers:

• How reading The 4-Hour Work Week made Sonja pivot her career aspirations
• Why good mentoring is a two-way street
• How Sonja selects her mentors, even if they don’t know it
• How digital marketing has allowed Sonja’s family to live a Mexican adventure
• Sonja’s tips on navigating a husband/wife business partnership
• The groups you can join to extend your network and seek out a mentor

Resource Mentioned:

• Book: The 4-Hour Work Week
• Mentoring: Elevate

Connect with Sonja Williams:

• Go-Getter Marketing Website
• Sonja Williams Website
• Sonja Williams on LinkedIn
• Sonja Williams on Twitter
• Sonja Williams on Instagram

Connect with Hire Ground:

• Hire Ground’s Website
• Hire Ground on LinkedIn
• Hire Ground on Facebook
• Hire Ground on Twitter
• Cloe Guidry-Reed on LinkedIn
• Adam Moore on LinkedIn

With thanks toUniversity of Georgia Supply Chain Advisory Board

In addition to ensuring the UGA’s supply chain curriculum meets employer’s needs, the board also connects employers with highly qualified students and joins corporate board members like Johnson and Johnson, Home Depot, and Chick-Fil-A to discover and hire tomorrows supply chain innovators today.

To learn more, go to www.terry.uga.edu click on Alumni, and find the Supply Chain Advisory Board there!

Deeply Experienced, Proven Executives, On Demand withTechCXO

Get proven hands-on C-suite executives to take on an interim role in which they can provide fractional help to lead projects. TechCXO’s on-demand executive model consistently delivers time and cost savings of 50 to 75% compared to a full-time in-house function.

They have helped their clients secure over 4 billion dollars in debt and equity financing and have advised clients on over 200 transactions including due diligence preparation, M&A, and financing alternatives.

To learn more please visit www.techCXO.com

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Pierre Laguerre is the Founder and CEO of Fleeting, a marketplace that gives trucking companies access to vetted CDL drivers to operate their trucks. Born and raised in Haiti, he moved to the US with his family when he was 15 and entered the world of logistics and delivery as a college student. After attending Wagner College and New York City College of Technology, Pierre was among the top one percent out of the 4,000 teams that participated in Quake Capital’s Spring Cohort 2019 NYC. He is passionate about maximizing opportunities in trucking through access to well-paid employment while creating a path to upward mobility and career progression.

In today’s episode of Breaking Barriers, Pierre shares his entrepreneurial journey, which began when he saved enough money to buy his own truck and, in turn, bankroll his own staffing agency. He speaks with hosts Cloe-Guidry Reed and Adam Moore about the precarious nature of being a teenage immigrant in a ghetto community, his ambitions to escape, and his idea of trucking as an employment opportunity for members of marginalized communities.

Pierre reveals the shame he felt about working as a food delivery driver in his early college days, and how a professor helped him see his graft in a respectable light. He also discusses his vision for Fleeting to be the leader in creating a new ecosystem in the transportation space.

“Allowing a founder to own a truck where they can make passive income while they're building their businesses is ideal because we know how tough it is to be an entrepreneur and keep a job” – Pierre Laguerre

“Which company is going to make the ecosystem a lot more efficient, a lot more friendly, to attract the new talent? I think Fleeting is on track to do that” – Pierre Laguerre

“Ask as many questions you can ask and be comfortable to say you don't know” – Pierre Laguerre

“I tell people all the time ‘Be a fellow student in the gate”’
– Pierre Laguerre

“We will be the leader in creating a new norm in trucking, and creating a new ecosystem in the transportation space” – Pierre Laguerre

This week on Breaking Barriers:

• How Pierre pivoted his medical ambitions to become a logistics expert
• The significant differences between being a truck owner and a truck operator
• How his experience in food delivery provided Pierre with his early business knowledge
• Why it took a professor to help Pierre see the value in his part-time college job
• How personal challenges at home strengthened Pierre’s resolve to make Fleeting a success
• Why starting from the ground up has instilled in Pierre a moral obligation to help his fellow new majority members succeed
• How Fleeting has grown 20% month over month since July 2019

Resource Mentioned:

• Book: What the CEO Wants You to Know

Connect with Pierre Laguerre:

• Fleeting Website
• Pierre Laguerre on LinkedIn
• Pierre Laguerre on Instagram
• Pierre Laguerre on Twitter

Connect with Hire Ground:

• Hire Ground’s Website
• Hire Ground on LinkedIn
• Hire Ground on Facebook
• Hire Ground on Twitter
• Cloe Guidry-Reed on LinkedIn
• Adam Moore on LinkedIn

With thanks toUniversity of Georgia Supply Chain Advisory Board

In addition to ensuring the UGA’s supply chain curriculum meets employer’s needs, the board also connects employers with highly qualified students and joins corporate board members like Johnson and Johnson, Home Depot, and Chick-Fil-A to discover and hire tomorrows supply chain innovators today.

To learn more, go to www.terry.uga.edu click on Alumni, and find the Supply Chain Advisory Board there!

Deeply Experienced, Proven Executives, On Demand with TechCXO

Get proven hands-on C-suite executives to take on an interim role in which they can provide fractional help to lead projects. TechCXO’s on-demand executive model consistently delivers time and cost savings of 50 to 75% compared to a full-time in-house function.

They have helped their clients secure over 4 billion dollars in debt and equity financing and have advised clients on over 200 transactions including due diligence preparation, M&A, and financing alternatives.

To learn more please visit www.techCXO.com

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Do you think you understand and practice supplier diversity and inclusion? The Harvard Business Review describes a diverse supplier as “a business that is at least 51% owned and operated by an individual or group that is part of a traditionally underrepresented or underserved group.” Bearing that in mind, onboarding diverse suppliers to your supply chain is far more than “the right thing to do.” Supplier inclusion best practices can help your company build a more agile, innovative, and profitable supply chain.

Today, Breaking Barriers hosts, Cloe Guidry-Reed and Adam Moore discuss supplier diversity and inclusion, and what it means for the next generation of entrepreneurs. They break down the categories of diverse suppliers and discuss what needs to be done to give new-majority-owned companies greater access to opportunities in enterprise supply chains.

Cloe and Adam also look at the history of supplier inclusion, starting with the Civil Rights Movement in the 1950s and 1960s to its evolution into an economic development initiative. In addition, the podcast hosts talk about the differing responsibilities small businesses have compared to large corporations, and how those smaller businesses can mitigate their own risks when they are brought into a larger organization.

“Supplier diversity for me from a corporate standpoint isn't so much a definition or a case study as it is a program where we're actively helping reduce the barrier of entry to small and diverse businesses into corporate America” – Adam Moore

“Supplier diversity is a lot more than just going and trying to find a high-powered supplier and bring them into your organization. It is pipelining. It is mentoring. It is pulling up alongside and helping them understand what it means to be inside corporate America” – Adam Moore

“We have to educate corporate America on how to work with our small and diverse business owners” – Adam Moore

“We know that small businesses are the lifeblood of our country” – Cloe Guidry-Reed

“We have to have those nimble agile companies out there that help direct change” – Adam Moore

This week on Breaking Barriers

• What supplier diversity and inclusion means in business today
• The four groups that supplier diversity and inclusion practices cover
• Why the definition of “diversity and inclusion” only outlines the problem, not the solution
• How supplier diversity and inclusion has evolved since the 1960s
• Why Corporate America needs to expand its knowledge of supplier diversity
• Why advocacy needs to be supported with the correct language

Connect with Hire Ground:

• Hire Ground’s Website
• Hire Ground on LinkedIn
• Hire Ground on Facebook
• Hire Ground on Twitter
• Cloe Guidry-Reed on LinkedIn
• Adam Moore on LinkedIn

With thanks toUniversity of Georgia Supply Chain Advisory Board

In addition to ensuring the UGA’s supply chain curriculum meets employer’s needs, the board also connects employers with highly qualified students and joins corporate board members like Johnson and Johnson, Home Depot, and Chick-Fil-A to discover and hire tomorrows supply chain innovators today.

To learn more, go to www.terry.uga.edu click on Alumni, and find the Supply Chain Advisory Board there!

Deeply Experienced, Proven Executives, On Demand withTechCXO

Get proven hands-on C-suite executives to take on an interim role in which they can provide fractional help to lead projects. TechCXO’s on-demand executive model consistently delivers time and cost savings of 50 to 75% compared to a full-time in-house function.

They have helped their clients secure over 4 billion dollars in debt and equity financing and have advised clients on over 200 transactions including due diligence preparation, M&A, and financing alternatives.

To learn more please visit www.techCXO.com

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Sometimes you need to break away from your regular schedule and get to know your co-workers a bit better. It’s easy to take a person at face value and assume you know all about them if you work with them on a daily basis, but how often do you dig deep to get their story? What did your colleague do before they worked with you? What can you share about yourself that would surprise your co-worker and make them see you in a different, more personable light? Everyone has a story, and the supplier diversity and inclusion space happen to be full of original, powerful, and inspiring stories.

On today's episode of Breaking Barriers hosts, Cloe Guidry-Reed and Adam Moore take you through their journeys in supplier diversity and inclusion, explaining how it has enriched their personal and professional lives - with some surprising reveals!

Adam discusses his multifaceted career, which includes working five years as a county police officer, earning a Master's from Brunel University, and finding his calling in supplier diversity and inclusion via a technology career that included auditing and sales.

Cloe shares her experience of growing up as an African American in a Hispanic neighborhood in San Antonio Texas before moving to Atlanta to study at Agnes Scott Women’s College. Both hosts also discuss how their individual experiences have enhanced their understanding of the struggle for inclusion and equality. You will also learn of their ambition to help companies and entrepreneurs achieve inclusion and equality in all areas of business.

“Diversity. Inclusion. Equality. What does it mean? How do we do it? Why are you doing it? Why is it important?” – Adam Moore

“One of the beauties of our country: because so many people are able to come here and so many people are able to realize the American dream, we’ll always need supplier diversity professionals within those organizations” – Cloe Guidry-Reed

This week on Breaking Barriers:

• How time on the beat with a fellow Korean police officer taught Adam cultural lessons on communication with a different ethnic community from his own.

• How studying in a women’s-only space gave Cloe room to observe women’s challenges as they began their careers

• Why claiming ‘not to see color’ is an unacceptable approach to supplier diversity and inclusion
• How to bridge the gap between the diverse suppliers and the companies who are looking for them
• What happens when Purpose meets Passion meets Skillset
• How supplier diversity can help raise up communities of the underrepresented

Connect with Hire Ground:

• Hire Ground’s Website
• Hire Ground on LinkedIn
• Hire Ground on Facebook
• Hire Ground on Twitter
• Cloe Guidry-Reed on LinkedIn
• Adam Moore on LinkedIn

With thanks toUniversity of Georgia Supply Chain Advisory Board

In addition to ensuring the UGA’s supply chain curriculum meets employer’s needs, the board also connects employers with highly qualified students and joins corporate board members like Johnson and Johnson, Home Depot, and Chick-Fil-A to discover and hire tomorrows supply chain innovators today.

To learn more, go to www.terry.uga.edu click on Alumni, and find the Supply Chain Advisory Board there!

Deeply Experienced, Proven Executives, On Demand with TechCXO

Get proven hands-on C Suite executives to take on an interim role and provide fractional help and lead projects. TechCXO's on-demand executive model consistently delivers time and cost savings of 50 to 75% compared to a full-time in-house function.

They have helped their clients secure over 4 billion dollars in debt and equity financing and have advised clients on over 200 transactions including due diligence preparation M&A and financing alternatives.

To learn more please visitwww.techCXO.com

View Details