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Fulfilling the Bold Promise of Civic Hall at Union Square

Civichall

Fulfilling the Bold Promise of Civic Hall at Union Square

Civichall
This past week we celebrated a new partnership with The Data School NY—a data analytics and visualization training and workforce placement program. Our partners at The Data School are a model for diversifying the tech workforce by providing exceptional skills training and job placement for individuals who may not even have dreamed that a career in the sector was a possibility. While many other providers talk the talk about diversifying the tech sector, the Data School is walking the walk.
Construction at Civic Hall at Union Square is almost complete and it’s deeply fulfilling to finally be turning a great vision into reality. Civic Hall at Union Square is one of the most innovative and remarkable spaces. But it’s not just the space itself; it’s the ecosystem being created inside this remarkable space that is going to change lives.
When I look at the space at Civic Hall at Union Square, I see it through the eyes of all the people whose opportunities expand exponentially because it has so many of the ingredients that we often talk about—but leave out—of a holistic approach. It’s not as though we must think hard or make up reasons why some people don’t succeed. We know most of the reasons people don’t succeed. And a lot of it can be summed up in the word opportunity—broadly defined.
That’s what Civic Hall will offer for countless individuals. Not only will Civic Hall provide world class training and education—like with our new partners The Data School or LaGuardia Community College; it will also provide access to new networking opportunities and forge relationships and synergies for the talented individuals who walk through our door. For example, thanks to a generous financial contribution by Bread Financial, Civic Hall will be conducting networking/job events to those in our training programs as well as the surrounding community and tech sector in New York City; will allow us to screen everyone who walks in the door with our leading benefits program, Single Stop; and will stand up a financial literacy program.
In other words, individuals need a holistic opportunity to get past the hurdles they face. Civic Hall is not just an extraordinary physical space, but a unique place where we will break down barriers to opportunity for talented individuals who want to get ahead.

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Remember, Reflect, and Participate

Remember, Reflect, and Participate

May 29, 2023

For Memorial Day, I am honored to have guest blogger Col. Duncan S. Milne,
US Marine Corps (Ret.), President of Dixon Center for Military and Veterans Services share his reflections on this day. We thank him for his service, and we honor all those who have lost their lives in service to our country.

Remember, Reflect, and Participate

If you’ve served in our nation’s military, you have answered a lot of questions from friends and family members who haven’t shared the experience. One of the questions I’m often asked is how many people I have known who have paid the ultimate sacrifice. If you’ve spent a career spanning several decades, that question can be very daunting. Not daunting because we don’t know, we do, but because the question brings back the reality of the loss and the devastating void that absence leaves in the families of those impacted, and in your heart.

Memorial Day provides us an opportunity to remember and reflect on those individuals and their families and the gravity of the impact they have had on our nation, our families, and our communities.

We often focus on individual loss on Memorial Day by sharing stories, visiting gravesites, and talking with the families in an attempt to cope with the loss. I often think about the loss outside of the immediate family and instead to the community they will never return to.

In many communities, large and small across the nation, this loss is very visible. Even after many generations, some parts of the country have never recovered from our wars. The Civil War decimated the populations of many rural areas on both sides of the conflict. In some parts of the nation, many towns that had great potential have not recovered to this day. Swaths of their population and much of their potential was simply gone.

The same can be said for World Wars One and Two and subsequent conflicts to this day. Our communities are our extended families, and the chasm created by the loss is very hard to overcome.

Memorial Day is the one coalescing event every year that puts that reality front and center. Communities come together to remember and reflect, but also to heal as a larger family and move forward in an effort to reach their collective potential in the face of such loss.

Today, an ever-decreasing percentage of our society bears the burden of guarding our freedoms and put themselves in danger on a real “two-way rifle range”. Every one of them knows they may not leave active service unscathed, yet they are still willing to make that commitment for you and me.

My ask of you this Memorial Day is to see what your community is doing and participate. Participate whether you’ve served or know someone who has. Participate because it is important to the health of your community family. Participate because it sets the tone in your community that sacrifice won’t be ignored but instead it is to be respected and honored.

Remember, Reflect, and Participate.

Colonel Duncan S. Milne
US Marine Corps (Ret.)
President | Dixon Center for Military and Veterans Services

Recuerda, reflexiona y participa

29 mayo 2023

Para el Día de Recordación, me siento honrada de tener de invitado al “blogger” Coronel Duncan S. Milne, US Marine Corps (Ret.), Presidente del Centro Dixon de Servicios a Militares y Veteranos, comparte sus reflexiones sobre este día. Le agradecemos por su servicio a su país y honramos a todos aquellos que han perdido la vida al servicio de nuestro país.

Si tú has servido en las fuerzas armadas de nuestra nación, has respondido muchas preguntas de amigos y familiares que no han compartido la experiencia. Una de las preguntas que me hacen a menudo; es a cuántas personas conozco que hayan pagado el máximo sacrificio. Si has pasado una carrera que abarca varias décadas, esa pregunta puede ser muy desalentadora. No desalentadora porque no lo sepamos, lo sabemos; sino porque la pregunta revive la realidad de la pérdida y el vacío devastador que la ausencia deja en las familias de los afectados y en tu corazón.

El Día de Recordación nos brinda la oportunidad de acordarnos y reflexionar sobre esas personas y sus familias y la gravedad del impacto que ha tenido tanto en nuestra nación, como en nuestras familias y nuestras comunidades.

A menudo nos enfocamos en la pérdida individual en el Día de Recordación, compartiendo historias, visitando tumbas y hablando con las familias en un intento de lidiar con la pérdida. A menudo pienso en la pérdida fuera de la familia inmediata en lugar del de la comunidad a la que nunca volverán.

En muchas comunidades, tanto grandes como pequeñas en todo el país, esta pérdida es muy visible. Incluso después de muchas generaciones, algunas partes del país nunca se han recuperado de nuestras guerras. La Guerra Civil diezmó las poblaciones de muchas zonas rurales de ambos lados del conflicto. En algunas partes de la nación, muchas ciudades que tenían un gran potencial no se han recuperado hasta el día de hoy. Sectores de su población y gran parte de su potencial simplemente habían desaparecido.

Lo mismo puede decirse de las Guerras Mundiales Una y Dos y los conflictos posteriores hasta el día de hoy. Nuestras comunidades son como nuestros parientes lejanos, y el abismo creado por la pérdida es muy difícil de superar.

El Día de Recordación es el único evento que se fusiona cada año y que pone de relieve esa realidad. Las comunidades se unen para acordarse y reflexionar, pero también para sanar como parte de una familia más grande y avanzar en un esfuerzo por alcanzar su capacidad colectiva frente a tal pérdida.

Hoy en día, un porcentaje cada vez menor de nuestra sociedad lleva la carga de proteger nuestras libertades y ponerse en peligro en un verdadero “campo de tiro de dos fuegos”. Cada uno de ellos sabe que no puede salir ileso del servicio activo, pero aún así están dispuestos a obligarse a ese compromiso por usted y por mí.

Mi petición para ti en este Día de Recordación, es que veas lo que tu comunidad está haciendo y participar. Participa ya sea que hayas servido o que conozca a alguien que lo haya hecho. Participa porque es importante para la salud de tu familia comunitaria. Participa porque eso sienta las pautas en tu comunidad de que el sacrificio no será ignorado, sino que debe ser respetado y honrado.

Recuerda, reflexiona y participa.

Coronel Duncan S. Milne
US Marine Corps (Ret.)
Presidente | Centro Dixon de Servicios a Militares y Veteranos

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Here Comes the Sun

Here Comes the Sun

How The Fedcap Group is Breaking Down Barriers to the Clean Energy Workforce
With Our Solar Technician Program

April 3, 2023

This past fall, The Fedcap Group launched the Apex Clean Energy Institute—a transformative new program to train and connect individuals to high-demand, well-paying jobs in the growing green energy sector. The first location was at one of our affiliates, Community Work Services, in Boston. The Clean Energy Institute’s first class was a pilot consisting of 15 returning citizens—i.e., formerly incarcerated individuals.

At The Fedcap Group we’re focused on breaking down barriers to economic well-being and a way to meet our mission is to focus on high-growth, high demand workforce sectors. That’s why we launched a 450-hour solar technician program—a program spearheaded by our head of clean energy, Robert Wallace—as the first training at the Apex Clean Energy Institute. “Employment of solar photovoltaic installers is projected to grow 27 percent from 2021 to 2031, much faster than the average for all occupations,” according to a recent federal Bureau of Labor Statistics report.

At the Apex Clean Energy Institute’s December kickoff, there were high-hopes and great enthusiasm for the program to give second chances in profound and meaningful ways. One incoming student said, “That was one of the things that appealed to me about clean energy. The first thing was gainful, sustainable employment—a paycheck … The second thing was I committed some harms—a lot of harm when I was younger … now it is my mission to repair some of those harms. So, reparation in action is important for me.”

As Massachusetts Senate President Pro Tempore, William N. Brownsberger said at the kickoff event, programs like our new solar technician training program are key to helping returning citizens because, “For most people coming out of prison is not so much that they have a record; it’s that they don’t have a record” or a resume with job training and an employment history.

We’re creating that positive track record. Not only does our new solar technician program provide essential skills development in the clean energy sector, it also requires other fundamentals such as financial literacy and successfully finding and interviewing for a job—so graduates are fully prepared to be successful in their careers. In addition, part of The Fedcap Group’s work is to create pathways to constant upskilling opportunities and life-long learning. Working with our partners at Paul Smith’s College—a national leader on sustainability, green energy, and climate change—graduates of our 450-hour solar technician program will receive six college credits to help with future certifications and degrees for further career advancement.

The first cohort has recently finished and the preliminary results are promising. Of the 15 students who entered our inaugural program, 12 (or 80%) have completed the program. And for the three individuals who have yet to complete the program, our team is working with them to finish in the next incoming class.

Of the 12 who completed the program, four have already been offered well-paying, sustainable jobs—with an average salary of $54,000 annually. To put that in perspective, that’s more than 70% higher than the annual minimum wage salary in Boston! The remaining 7 students are currently in the process of obtaining jobs in the solar energy field and on their way to gainful employment in a high-demand field.

Whether it’s getting that first real opportunity or receiving a second chance (like our first cohort of the Apex Clean Energy Institute in Boston did), The Fedcap Group will continue its tireless work to give every individual a shot at economic well-being. The program is off to an encouraging start and we’re planning additional sites so others, like our first class in Boston, may also have a brighter future.

Ahí Viene el Sol

Cómo The Fedcap Group está Derribando Barreras de la Fuerza Laboral de Energía Limpia con Nuestro Programa de Técnicos Solares

3 abril 2023

El otoño pasado, The Fedcap Group lanzó el “Apex Clean Energy Institute”, un nuevo programa transformador para capacitar y conectar a las personas con empleos de alta demanda y bien remunerados en el creciente sector de la energía verde. El primer lugar fue en uno de nuestros afiliados, “Community Work Services”, en Boston. La primera clase piloto del “Clean Energy Institute” fue compuesta por 15 estudiantes que regresaban, es decir, personas anteriormente encarceladas.

En The Fedcap Group estamos enfocados en derribar barreras para el bienestar económico y una forma de cumplir con nuestra misión es enfocarnos en sectores de personal tanto de alto crecimiento como de alta demanda. Es por eso que lanzamos un programa de técnicos solares de 450 horas, un programa dirigido por nuestro jefe de energía limpia, Robert Wallace, como la primera capacitación en el “Apex Clean Energy Institute”. “Se proyecta que el empleo de instaladores solares fotovoltaicos aumentará un 27 por ciento de 2021 a 2031, mucho más rápido que el promedio de todas las otras profesiones”, según un reciente informe del “Federal Bureau of Labor Statistics”.

En el comienzo de diciembre del “Apex Clean Energy Institute”, había tanto grandes esperanzas como un gran entusiasmo por el programa para darles segundas oportunidades de manera profunda y significativa. Un nuevo estudiante dijo: “Esa fue una de las cosas que me atrajo de la energía limpia. La primera cosa fue el empleo remunerado y sostenible, en otras palabras, un cheque de pago… La segunda fue que cometí algunos daños, mucho perjuicio cuando era más joven … Ahora es mi misión reparar algunos de esos daños. Por lo tanto, la reparación en acción es importante para mí”.

Como dijo William N. Brownsberger el presidente Interino del Senado de Massachusetts en el evento de lanzamiento; programas como nuestro nuevo programa de capacitación de técnicos solares es clave para ayudar a los ciudadanos que regresan porque, “Para la mayoría de las personas que salen de prisión no es tanto que tengan un historial; sino es que no tienen uno” o así como no tienen un currículum con capacitación laboral o, un historial de empleo.

Estamos creando estos antecedentes positivos. Nuestro nuevo programa de técnicos solares no solo proporciona el desarrollo de habilidades esenciales en el sector de la energía limpia, sino que también requiere otros principios básicos; como la educación financiera y la búsqueda  así como entrevistas exitosas para un trabajo, es por eso que los graduados están completamente preparados para tener éxito en sus carreras. Además, parte del trabajo del Fedcap Group es crear caminos hacia oportunidades constantes tanto de mejora de habilidades como de aprendizaje permanente. Trabajando con nuestros socios de “Paul Smith’s College”, que es un líder nacional en sostenibilidad, energía verde y cambio climático; los graduados de nuestro programa de 450 horas de técnicos solares recibirán seis créditos universitarios para ayudar con futuras acreditaciones y títulos para un mayor avance profesional.

El primer grupo lo ha terminado recientemente y los resultados preliminares son prometedores. De los 15 estudiantes que ingresaron a nuestro programa inaugural, 12 (o el 80%) han completado el programa. Y para los tres estudiantes que aún no han completado el programa, nuestro equipo está trabajando con ellos para terminar en la próxima clase entrante.

De los 12 que completaron el programa, a cuatro ya se les han ofrecido empleos bien remunerados y sostenibles, con un salario promedio de $ 54,000 anuales. Para poner eso en perspectiva, ¡eso es más del 70% superior al salario mínimo anual en Boston! Los 7 estudiantes restantes están actualmente en el proceso de obtener empleos en el ámbito de la energía solar y en camino a un empleo remunerado en un campo de alta demanda.

Ya sea que estés obteniendo esa verdadera primera oportunidad o recibiendo una segunda (como lo hizo nuestro primer grupo del “Apex Clean Energy Institute” en Boston), The Fedcap Group continuará su incansable trabajo para dar a cada individuo una oportunidad de bienestar económico. El programa ha tenido un comienzo alentador y estamos planeando sitiosadicionales para que otros, como nuestra primera clase en Boston, también puedan tener un futuro más brillante.

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A Purpose Driven Brand: The ‘Why’ a Business Exists Matters

A Purpose Driven Brand: The ‘Why’ a Business Exists Matters

March 20, 2023

“There is no more strategic issue for a company, or any organization, than its ultimate purpose.”

– Ray Anderson, the former CEO of Interface

Business-to-business (B2B) marketing—or marketing tailored to business or other organizations—is a constantly evolving industry. A review of 2023 B2B trends finds the concepts of purpose driven brands and purpose perception as central to watch for as emerging trends.

According to Branding Strategy Insider a purpose-driven brand is one where the organization has consciously placed its ‘Why’ front and center—in how it communicates, but more importantly, in how it actually behaves in its business conduct. The ‘why’ drives what the organization will and will not do. It defines what services it provides, what products it sells, the people it hires, promotes and rewards—in other words, the heart and soul of how it does business.

Increasingly, brands are including corporate social responsibility (CSR) as part of their brand purpose. CSR is the practice of incorporating social and environmental concerns into a company’s business operations and decision-making. It’s a way for brands to give back to their communities and positively impact the world. To appeal to purpose-driven consumers, brands need to be transparent about their CSR initiatives.

A recent online Porter Novelli Purpose Perception Study that surveyed 1,200 US adults ages 18-69 found that when a brand leads with purpose, it builds a relationship with staff and consumers alike that goes deep. In essence, there was overwhelming support for a company that operated with purpose. The ‘why’ companies do business matters to people.

A purpose-driven brand is fully aligned with profitability. The past perception that the pursuit of profit and the pursuit of purpose as an ‘either profit or purpose’ trade-off, clearly doesn’t align with reality. As the data above show, it’s actually a ‘both profit and purpose’ model—both philosophically and financially. Put simply, it pays to do good.

As Jim Stengel, the former CMO of Procter and Gamble said, “This is not corporate social responsibility, it’s not cause marketing, and it’s not a strategy for philanthropy; it’s a business strategy. Your philanthropy can come out of it, just like your R&D and HR come out of it. But once you choose your purpose—everything else should come out of that.”1

A purpose driven brand results in trust, by both the consumer and the employee, that a company is going to do what it says it is going to do.

In 2021 Forrester published its study entitled The Trust Imperative which found that:

Organizations that succeed at building and continuously reinforcing trust have the unique opportunity to build enduring bonds with customers, attract the best, most dedicated talent, and create unique experiences with an ecosystem of partners and emerging technologies that people embrace, not fear—all while minimizing risk. Every company must embrace this opportunity and commit to trust as a business imperative. 2

The concept of a purpose-driven brand, clearly defining why and how we do what we do and then striving to earn the trust of consumers by reliably living up to the standard, is a driving force within The Fedcap Group. Our very structure as a nonprofit makes us mission-driven, but who we do business with matters as well. We understand our fidelity to our mission of breaking down barriers to economic well-being matters to our funders, donors, and staff—and they hold us to a high standard. Likewise, it matters that our supply chain and other business partners are purpose driven as well.

ENDNOTES:

1. Excerpted from Brand and Talent by Kevin Keohane. Brand and Talent. Kogan Page Publishing. (2014).
2. https://www.forrester.com/blogs/trust-is-your-business-imperative/

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Waiting in the Wings: How Government Can Build Staffing Capacity by Using One of Society’s Most Valuable Assets—Older Adults

Waiting in the Wings: How Government Can Build Staffing Capacity by Using One of Society’s Most Valuable Assets—Older Adults

March 6, 2023

Recently, a New York City-based think tank, 5BORO, released a report that found that the City of New York lost 20,000 net employees since 2020. The 5BORO report states that the loss of human capital in City government has resulted in, “wide-reaching impacts, impeding the delivery and quality of services to New Yorkers and delaying the fulfillment of legal mandates and key commitments.”1

The report also points out that New York City’s already overtaxed workforce is compounded by a possible recession and the subsequent measures necessary to control spending. One of those measures has been to eliminate vacant positions within government—about 4,300, but even after those reductions, there are still 23,000 vacant positions that need to be filled within NYC government.

To address this problem, the 5BORO report makes three core recommendations:

    • Implement a comprehensive retention strategy, including creating a Chief Retention Officer to stem the tide of workers leaving City government.
    • Deploy a strategic recruitment plan, including designating a Chief Recruitment Officer.
    • Updating City employment policies, e.g., streamlining the bureaucratic hiring process and building in greater workforce flexibility in the post-Covid era.

Many industries are adapting new hybrid work environments and other retention strategies after COVID-19 disrupted every facet of our daily lives, including how we work. Much has been and will continue to be written on this point. Industries will continue to struggle to find the right balance for years to come.

But what stuck out in the report was how to recruit new blood into the body of City government in order to improve service delivery. As the report points out, this isn’t a New York City government-specific problem; governments across the country are facing staffing challenges, particularly recruiting new people in public service. As the report finds, “…State and local governments have struggled to attract talent to public service in recent years: nationwide, applications to these roles declined by 32% per job from 2019 to 2021.”2

We can help close the public confidence in public service gap. And there is a group of highly trained, successful individuals sitting on the sidelines that stand ready to help: individuals over the age of 50.

One of our Fedcap affiliates, ReServe, matches talented 50+ individuals—many retired from successful careers and wishing to give back a little more—with government and social services agencies in need of filling critical workforce gaps. ReServe has a corps of dedicated retired professionals—about three-quarters have a post-secondary degree—who stand ready and willing to be the bridge to building permanent human capital in an organization.3

Since created, ReServe has partnered with more than 800 nonprofits and government agencies to provide a stream of well-qualified successful individuals to meet critically-needed demand. ReServe has already been a successful partner in NYC to build workforce capacity by working with NYC Department for the Aging) to serve dozens of government agencies with more than 800 ReServists in the past several years. For example, one ReServist, David Lau, a 30-year professional—a certified interpreter (English to Chinese) has served as a translator for the New York City Department of Aging. There are countless other examples where ReServists have made a real difference, like David. Hundreds of ReServists served in NYC public health agencies as part of the workforce solution during the COVID-19 crisis in New York City, staffing phone lines, distribution centers for PPE, and promoting and accompanying New Yorkers in their own communities to get tested and vaccinated.

The nonprofit community is uniquely situated to provide valuable short term capacity building, not only through our traditional structure of delivering much-needed societal services; we can also help build staffing capacity within government as well. ReServe has a record of success of doing just that. Let’s take them off the sidelines and put them in the game.

ENDNOTES

1. Grace Rauh, Stephanie Bazell, and Tasfia Nayem, Solving the Staffing Crisis: Saving City Government for New Yorkers (February 2023; pg 4) http://fiveboro.nyc/wp-content/uploads/2023/02/Solving-the-Staffing-Crisis.pdf.

2. Ibid at 29.

3. See “ReServe: Powering Transformative Change” (page 4) at https://www.reserveinc.org/files/PDFs/ReServe%2010%20Year%20Report.pdf.

Esperando Entre Bastidores: Cómo el Gobierno Puede Desarrollar la Capacidad de Proveer de Personal Utilizando Uno de los Activos Más Valiosos de la Sociedad: Los Adultos Mayores

6 marzo 2023

Recientemente, un grupo de expertos con sede en la ciudad de Nueva York, 5BORO, publicó un informe que encontró que la ciudad de Nueva York perdió 20,000 empleados netos desde 2020. El informe 5BORO afirma que la pérdida de capital humano en el gobierno municipal ha resultado en “impactos de gran alcance, impidiendo el envío y la calidad de los servicios a los neoyorquinos, asi como retrasando el cumplimiento de las órdenes judiciales y compromisos clave”.1

El informe también señala que la fuerza laboral ya sobrecargada de la ciudad de Nueva York se ve agravada por una posible recesión y las medidas subsecuentes necesarias para controlar el gasto. Una de esas órdenes ha sido eliminar puestos vacantes dentro del gobierno, alrededor de 4,300, pero incluso después de esas reducciones, todavía hay 23,000 puestos vacantes que deben llenarse en el gobierno de Nueva York.

Para abordar este problema, el informe 5BORO hace tres recomendaciones básicas:

    • Implementar una estrategia de retención total; incluida la creación de un Director de Retención para detener la ola de trabajadores que abandonan el gobierno de la Ciudad.
    • Desplegar una estrategia de desarrollo, incluido el nombramiento de un Director de Contratación.
    • Mejorar las políticas de la ciudad, por ejemplo: agilizar el proceso burocrático de contratación y fomentar una mayor flexibilidad de la fuerza laboral en la era post-Covid.

Muchas industrias están adaptando nuevos ambientes de trabajo híbridos y otras estrategias de retención después de que COVID-19 interrumpiera todos los aspectos de nuestra vida cotidiana, incluida la forma en que trabajamos. Se ha escrito y se seguirá escribiendo mucho sobre este punto. Las industrias continuarán luchando para encontrar el equilibrio adecuado en los próximos años.

Pero lo que sobresalió en el informe fue; cómo reclutar sangre nueva en el cuerpo del gobierno de la Ciudad para mejorar la prestación de servicios. Como señala el informe, este no es un problema específico del gobierno de la ciudad de Nueva York; Los gobiernos municipales de todo el país se enfrentan a desafíos de personal, en particular la contratación de nuevas personas en el servicio público. Como se señala en el informe, “… Los gobiernos estatales y locales han luchado para atraer talento al servicio público en los últimos años: a nivel nacional, las solicitudes para estos puestos disminuyeron en un 32% por posición de 2019 a 2021.”2

Podemos ayudar a cerrar la brecha en la confianza del servicio público. Y hay un grupo de personas altamente capacitadas y exitosas esperando entre bastidores que están listas para ayudar: personas mayores de 50 años y más.

Una de nuestras compañías de Fedcap, ReServe, empareja a personas talentosas de 50 años o más, muchas jubiladas de carreras exitosas y que desean retribuir un poco más con las agencias gubernamentales y de servicios sociales que necesitan llenar puestos críticos de mano de obra. ReServe tiene un cuerpo de profesionales jubilados dedicados; aproximadamente tres cuartas partes tienen un título postsecundario, que están listos y dispuestos a ser el puente para construir capital humano permanente en una organización.3

Desde su creación, ReServe se ha asociado con más de 800 organizaciones sin fines de lucro y agencias gubernamentales para proporcionar un flujo de personas exitosas bien calificadas para satisfacer la demanda críticamente necesaria. ReServe ya ha sido un socio exitoso en la ciudad de Nueva York para desarrollar la capacidad de la fuerza laboral trabajando con NYC Department of Aging, para servir a docenas de agencias gubernamentales con más de 800 “ReServists” en los últimos años. Por ejemplo, un “ReServist”, David Lau, un profesional de 30 años, un intérprete certificado (inglés a chino) se ha desempeñado como traductor para el NYC Department of Aging. Hay innumerables otros ejemplos en los que los “Reservists” han hecho una diferencia real, como David. Cientos de “ReServists” sirvieron en agencias de salud pública de la Ciudad de Nueva York como parte de la solución de la fuerza laboral durante la crisis de COVID-19 en la ciudad, dotando de personal a las líneas telefónicas de respuesta, a los centros de distribución de “PPE” y promoviendo y acompañando a los neoyorquinos en sus propias comunidades para que se hicieran la prueba y se vacunaran.

La comunidad de las organizaciones sin fines de lucro está en una posición única para proporcionar un valioso refuerzo de las capacidades a corto plazo, no solo a través de nuestra estructura tradicional de brindar servicios sociales muy necesarios; También podemos ayudar a desarrollar la dotación de personal dentro del gobierno. ReServe tiene un historial de éxito de haber hecho precisamente eso. Vamos a sacarlos de entre bastidores y ponerlos al frente.

ENDNOTES

1. Grace Rauh, Stephanie Bazell, and Tasfia Nayem, Solving the Staffing Crisis: Saving City Government for New Yorkers (February 2023; pg 4) http://fiveboro.nyc/wp-content/uploads/2023/02/Solving-the-Staffing-Crisis.pdf.

2. Ibid at 29.

3. See “ReServe: Powering Transformative Change” (page 4) at https://www.reserveinc.org/files/PDFs/ReServe%2010%20Year%20Report.pdf.

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Building a Culture of Lifelong Learning

Building a Culture of Lifelong Learning

February 20, 2023

“…the international education community has recognized the transformative power of education and the value of learning throughout life for individuals, communities and societies.”1

-UNESCO Institute for Lifelong Learning

In the midst of the generational health crisis, in August 2020, the United Nations Educational, Scientific, and Cultural Organization (UNESCO) released an important report entitled, “Embracing a culture of lifelong learning”— a ten-point call to action to transform our educational culture and systems into one that lasts a lifetime, as opposed to a point in time.

For many, formal education stops at high school or college; yet given the ever-changing economy, periodic upskilling is required to ensure people are equipped for the jobs of today and tomorrow. And, as important as upskilling is to meeting workforce demand, lifelong learning is critical in order to solve our most vexing global challenges—like food hunger or climate change. Confronting these or other emerging challenges requires a culture of education where we constantly rethink and learn.

Lifetime learning sees value in formal and informal education—i.e., not only formal institutions, but also how one’s life experience can be translated into formal educational credentialing. But by and large our institutions and systems are not built for this approach, with the UNESCO report finding, “For decades, policy-makers have been striving to place lifelong learning at the heart of their education agenda. Today, making lifelong learning a reality remains an aspiration.”2

At The Fedcap Group, we’re developing programs to turn aspiration into actuality, especially for underserved communities who face obstacles to education that leave them further and further behind. We are breaking down barriers to education by building pathways from early education through workforce trainings and college with on- and off-ramps throughout the course of an individual’s life.

This allows individuals to gain much-needed upskilling and learning in high demand areas, like green energy or the digital economy. We’re partnering with colleges to assign college credits to non-college workforce certifications and trainings—and making them portable and stackable, so that we truly have a system of lifelong learning that values all types of learning. In essence, we’re changing the approach from institutions to individuals—and what they need to succeed. This is a key element of UNESCO’s action plan which urges schools and universities to become “lifelong learning institutions” noting there is a:

…responsibility both to prepare students to become lifelong learners and to provide lifelong learning opportunities to all people, irrespective of age and educational background. Such a changed mandate requires more openness in terms of access to educational institutions through multiple learning pathways, depending on the learner’s abilities and needs.3

The deleterious effect of the pandemic shows us why this matters. A recent article by The New York Times summarized several key studies that found that across the globe many students lost significant learning time due to the pandemic—on average “about one-third of a school year’s worth of knowledge and skills.” The result of this learning deficit, according to economist Eric Hanushek, is that “pandemic-era students” in the United States could result in the loss of about $70,000 in earnings over these students’ lifetimes—and have significantly less earning potential than pre-pandemic students.4

The learning loss was most pronounced in developing countries and in low-income communities—further exacerbating existing educational disparities. This finding was reinforced by a recent U.S. Federal Reserve report, which found that, “Education is widely recognized as a path to higher income and greater economic well-being, but the pandemic has created significant challenges for students of all ages since widespread closures began in March 2020.”5

We are in a moment in time to transcend and transform education. UNESCO’s report stated,

While acknowledging that the impact of COVID-19 on communities has been severe, we also recognize an opportunity to rethink how learning can better contribute to creating more sustainable and inclusive societies in which people are able to engage as active and global citizens.6

In other words, we can turn this crisis into an opportunity. Or, perhaps, this crisis shows us why a transformation into a culture of lifelong learning is a necessity.

Education unlocks the door to economic well-being. As the United Nations Educational, Scientific, and Cultural Organization report effectively demonstrates, education isn’t a point in time, but a lifelong journey. At The Fedcap Group, we have been working on building a system of integrated educational programs focused on providing better access to individuals—especially underserved communities—with the ability to enter educational on-ramps over the course of their lives.

ENDNOTES

1. UNESCO Institute for Lifelong Learning, “Embracing a culture of lifelong learning” (August 2020); page 4 at https://unesdoc.unesco.org/ark:/48223/pf0000374112 (UNESCO Report).
2. UNESCO Report at page 4.
3. UNESCO Report at page 29.
4. ERIC A. HANUSHEK, “The Economic Cost of the Pandemic” A HOOVER INSTITUTION ESSAY at http://hanushek.stanford.edu/sites/default/files/publications/Hanushek%202022%20HESI%20EconomicCost.pdf.
5. BOARD OF GOVERNORS OF THE FEDERAL RESERVE SYSTEM, Economic Well-Being of U.S. Households in 2020 – May 2021 (May 2021) at https://www.federalreserve.gov/publications/files/2020-report-economic-well-being-us-households-202105.pdf..

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Words of Wisdom in the Pursuit of Justice: A Compilation of Perspectives to Celebrate Black History Month

March on Washington

Words of Wisdom in the Pursuit of Justice: A Compilation of Perspectives to Celebrate Black History Month

March on Washington

February 6, 2023

“There is no more powerful force than a people steeped in their history. And there is no higher cause than honoring our struggle and ancestors by remembering.1”

– Lonnie G. Bunch III, Director of the Smithsonian Institution

In 1986, Congress passed and the president signed into law designating February National Black History Month to collectively observe and participate in “appropriate ceremonies and activities to salute all that Black Americans have done to help build our country.” It is a way to honor the contributions of Black Americans in every facet of life. The month also helps acknowledge challenges Black Americans have faced—and continue to face—in our striving to form that more perfect union.

Last year I focused on four Black American women who changed lives for generations to come through their tenacity, courage, and willingness to fight for justice.

This year, I have been reading commentary from leaders across the spectrum, and I thought that it might be interesting to compile excerpts from these commentaries to provoke dialogue and action.

President Obama’s Remarks by the President at Black History Month Reception in 2016:

“Black History Month shouldn’t be treated as though it is somehow separate from our collective American history—or boiled down to a compilation of greatest hits. This month should be more than just a commemoration of particular events. It’s about the shared experience of all Black Americans, high and low, famous and obscure, whose lives have shaped, challenged, and ultimately strengthened America.

It’s about taking an unvarnished look at the past so we can create a better future. It’s a reminder of where we as a country have been so that we know where we need to go.

Black Americans are the enslaved people who quarried the stone to build the White House; the soldiers who fought for our nation’s independence, who fought to hold this union together, who fought for freedom for others around the world. Black Americans are the scientists and inventors who helped unleash American innovation. Black Americans stand on the shoulders not only of giants, but also countless, nameless heroes who marched for equality and justice for all of us.

And as long as we keep at it, as long as we don’t get discouraged, as long as we are out there fighting the good fight not just on one day, or one month, but every single day, and every single month, I have no doubt that we’re going to live up to that promise ….”2

Kitty Lundan, Member of The Palm Beach Post’s Editorial Advisory Board:

“Black History Month allows us and other races to learn about the injustice done to African-Americans. Black History Month also enables others to learn about Black culture. Diversity, equity, and inclusion are now the core values many organizations rely on. We focus on making all people feel included, regardless of the conversation.

How can African-Americans have Black history conversations with other races without making them feel uncomfortable? While we can’t ignore the terrible things that occurred in history and, in some cases, are still happening, we must not just focus on racism but also on how African-Americans have contributed to America. Teaching other races about Black pioneers, scientist, inventors, educators, entrepreneurs, doctors, and many more titles other than being called negro. When one educates oneself from multiple angles and perspectives, one is more equipped to appreciate and benefit from diverse conversations.”3

The ACLU honored Black Americans who made a significant difference, and this section of that article moved me:

“As we honor leaders in Black history this month, the battles they lead for civil rights may seem like relics of a past era. But there is more progress to be made to achieve systemic equality for Black people, particularly in the realm of voting rights, economic justice, housing, and education; as well as ending police brutality and eradicating racism and discrimination in the criminal legal system. Those battles continue under the leadership of Black activists, lawmakers, athletes, actors, and others—many working side by side with the ACLU—who are pursuing true equality to this day.

As one of the foremost leaders of the civil rights movement, Thurgood Marshall was the architect of a brilliant legal strategy to end segregation and fight racial injustice nationwide. He’s best known for Brown v. Board of Education, a landmark 1954 Supreme Court case that dismantled the “separate but equal” precedent, initiating integration in schools and other parts of society. Before becoming the first Black Supreme Court Justice in 1967, he worked with the NAACP, founded the Legal Defense Fund, and served on the ACLU board for eight years.

‘Where you see wrong or inequality or injustice, speak out, because this is your country. This is your democracy. Make it. Protect it. Pass it on.’ — Thurgood Marshall, commencement address at the University of Virginia in 1978”4

I found this article on the Joint Base San Antonio website—which provided an interesting perspective of Black History as it relates to the military. It was written by Col. George R. Farfour, Defense Threat Reduction Agency:

“African Americans came to the aid of their country every time it called. From the foundations of independence to the sands of Iraq, African American Soldiers, Sailors, Airmen, Marines and Guardians have demonstrated they too have a fierce love of country and a stubborn fortitude to succeed in battle. African Americans stand proud in our fighting history and deserve their rightful place in the study of that history. From Crispus Attucks, who was killed by British soldiers during the Boston Massacre in 1770, to the freed and escaped slaves of the Civil War, through the Buffalo soldiers of Wild West to the Tuskegee Airman and right up to today, there has been no shortage of African-American patriots. Here are remembrances of just a few.

The 369th Infantry Regiment, an African-American New York National Guard unit known as the ‘Black Rattlers’ fought in World War I under the French 4th Army and achieved amazing battlefield successes. Despite the obvious racial prejudices of the time, they earned an impressive number of awards for valor receiving more than 171 decorations. The entire regiment received France’s prestigious Croix de Guerre. While they still had to ride on the back of the bus, their heroics were so well-known that they received the unprecedented honor of leading the New York City World War I victory parade. And the Germans, recognizing the amazing tenacity of their enemy, gave them the nickname of ‘Harlem Hell-fighters.’

World War II brought forth another wave of distinguished African-American patriots. On the USS West Virginia, Navy Petty Officer 3rd Class Doris Miller, a cook, was up early Dec. 7, 1941. As he served breakfast, explosions rocked the mighty ship and he went to the upper deck. Seeing flames, chaos and death, Miller first aided his wounded commanding officer, taking him to safety. Then he took up a station at one of the many unmanned machine guns and began firing. Although he was trained only as a cook with no instruction in the use of the automatic weapon, Miller reportedly downed two Japanese aircraft before the attacks stopped. He never left his post during the hours of the attack, a post he assumed out of necessity. The commander of the Pacific Fleet, Navy Adm. Chester Nimitz, personally presented Miller with the Navy Cross, an award for valor second only to the Medal of Honor.

Brig. Gen. Charles McGhee, also gives us an enduring lesson in fortitude to the mission. After endless attempts to downplay their abilities, the Tuskegee Airmen were finally placed in combat with a single mission—escort and protect bombers of the German strategic bombing offensive. When asked why he had never become an ace—shooting down 5 or more enemy aircraft, he said, ‘becoming an Ace was never more important than protecting the bombers.’ In other words, the mission is more important than individual fame. And they have become legendary for their commitment to the mission, and as a result to our country.

Vietnam saw 18-year-old Army Pfc. Milton Olive III receive the Medal of Honor for an act of bravery few people in any war have equaled. Olive’s unit was under heavy enemy attacks from the Viet Cong. As the enemy fled the counterattacks of Private Olive’s 3rd Platoon, a few VC turned back and threw grenades, one of which landed near Olive, three of his buddies and the platoon leader. Olive grabbed the grenade and covered it with his body, absorbing the blast and saving his fellow soldiers while ensuring the success of the counterassault. At the White House ceremony to present the Medal of Honor posthumously to Olive’s parents, President Johnson summed up the reason we should remember the example of Olive and others like him: ‘In dying, he taught those of us who remain how we ought to live.’5

****

There is no shortage of great Black Americans to honor. Let’s honor them by action and progress. While progress has been made because of these individuals, there is still more work to be done.

The Fedcap Group’s mission is to provide economic well-being for individuals, yet too many metrics illustrate ongoing economic racial disparities. As the recent Bureau of Labor Statistics report found, the unemployment rate among Blacks (5.4%) is higher than the national average (3.4%) and whites (3.1%). Another recent report by the Brookings Institute found a growing racial employment gap, especially for Black women. We must be tireless in our effort to close these gaps.

Our country’s history is only made richer by remembering the diverse individuals who helped shape it. Black History Month helps bring awareness and understanding of the lived experiences of Black Americans and how we can engage in a real dialogue over racial, social, and economic justice in order to make meaningful change. The words of wisdom above can serve as our True North in pursuit of that goal.

ENDNOTES

1. Opening of the Washington D.C.’s National Museum of African American History and Culture in 2016.
2. Remarks by the President at Black History Month Reception, East Room (February 18, 2016).
3. How conversations during Black History Month can be a path to understanding (Commentary), The Palm Beach Post (February 3, 2022).
4. Making Black History, Building Black Futures (February 1, 2023).
5. COMMENTARY: Black History Month, A reflection of African-American History (February 18, 2021).

02.06.2023

“No hay fuerza más poderosa que un pueblo inmerso en su historia. Y no hay causa más alta que honrar nuestra lucha y a nuestros antepasados; recordándolos.1”

– Lonnie G. Bunch III, Director of the Smithsonian Institution

En 1986, el Congreso aprobó y el presidente promulgó una ley que designaba a Febrero como el Mes de la Historia Nacional de la Raza Negra para observar y participar colectivamente en “ceremonias y actividades apropiadas para homenajear todo lo que los afroamericanos han hecho para ayudar a construir nuestro país”. Es una manera de honrar las contribuciones de los afroamericanos en todas las facetas de la vida. El mes también ayuda a reconocer los desafíos que los afroamericanos han enfrentado, y continúan enfrentando, en nuestro esfuerzo por formar esa unión más perfecta.

El año pasado me enfoqué en cuatro mujeres afroamericanas que cambiaron vidas para las generaciones venideras a través de su tenacidad, su valor y de la voluntad de luchar por la justicia.

Este año, he estado leyendo opiniones de toda una gran gama líderes y pensé que podría ser interesante recopilar extractos de estas opiniones para suscitar tanto el diálogo como la acción.

Las Declaraciones del Presidente Obama hechas por El Mismo en la Bienvenida del Mes de la Historia Negra en 2016:

“El Mes de la Historia Negra no debería se tratada como si fuera de alguna manera separada de nuestra conjunta historia estadounidense, o ser resumida en una recopilación de grandes éxitos. Este mes debería ser algo más que una conmemoración de eventos excepcionales. Sino se trata de la experiencia compartida de todos los estadounidenses de la raza negra, tanto ricos como pobres, famosos y no muy famosos, cuyas vidas han moldeado, desafiado y, en última instancia, fortalecido a los Estados Unidos.

Se trata de echar un vistazo al pasado sin adornos para que podamos crear un futuro mejor. Es un recordatorio de dónde hemos estado como país para que sepamos a dónde tenemos que ir.

Los estadounidenses de la raza negra fueron los esclavizados que extrajeron la piedra para construir la Casa Blanca, fueron los soldados que lucharon por la independencia de nuestra nación, fueron los que lucharon para mantener unida esta unión, los que lucharon por la libertad de otros en todo el mundo. Los estadounidenses de la raza negra son los científicos e inventores que ayudaron a desencadenar la innovación estadounidense. Los estadounidenses negros se apoyan en los hombros no solo de gigantes, sino también de innumerables héroes anónimos que se manifestaron por la igualdad y la justicia para todos nosotros.

Y mientras continuemos así, mientras no nos desanimemos, mientras estemos peleando el buen combate, no solo en un día o un mes, sino diariamente, mensualmente, no tengo ninguna duda de que vamos a cumplir esa promesa.2

Kitty Lundan, una Miembro de la Mesa Directiva del The Palm Beach Post:

“El Mes de la Historia de la Raza Negra nos permite a nosotros y a otras razas aprender sobre la injusticia cometida contra los afroamericanos. El Mes de la Historia de la Raza Negra también les permite a otros aprender sobre la cultura negra. La diversidad, la equidad y la inclusión son ahora los valores fundamentales en los que confían muchas organizaciones. Nos enfocamos en tratar de que todas las personas se sientan incluidas, sin importar la clase de conversación.

¿Cómo pueden los estadounidenses afroamericanos tener conversaciones sobre la historia de la negra con otras razas sin incomodarlos? Si bien no podemos ignorar los hechos horribles que ocurrieron en el pasado y, en algunos casos, todavía están sucediendo, no solo debemos centrarnos en el racismo, sino también en cómo los estadounidenses afroamericanos han contribuido a los Estados Unidos. Educar a otras razas tanto sobre los pioneros negros, como los científicos, los inventores, los educadores, los empresarios, los doctores, así como muchos más con otros títulos además de ser llamados solo negros. Cuando uno se educa a sí mismo desde muchos de estos múltiples ángulos y perspectivas, uno está más preparado para apreciar y beneficiarse de estas diversas conversaciones.”3

La ACLU honró a los Estadounidenses de la Raza Negra que marcaron una diferencia significativa, y esa sección de ese artículo me conmovió:

“Honrando a los líderes en la historia de la raza negra este mes, las batallas que están liderando por los derechos civiles pueden parecer reliquias de una era pasada. Pero hay más progreso por hacer para lograr la igualdad sistémica para los estadounidenses negros, particularmente en el ámbito de los derechos para votar, la justicia económica, la vivienda y la educación; así como poner fin a la brutalidad policial y erradicar el racismo y la discriminación en el sistema jurídico penal. Estas batallas continúan bajo el liderazgo de activistas, legisladores, atletas, actores y otros negros, muchos trabajando codo a codo con la ACLU, que buscan la verdadera igualdad hasta el día de hoy.

Como uno de los principales líderes del movimiento de los derechos civiles, Thurgood Marshall fue el arquitecto de una brillante estrategia legal para poner fin a la segregación y a la lucha contra la injusticia racial en todo el país. Él es más conocido por el caso histórico Brown v. Board of Education de la Corte Suprema de 1954 que desmanteló el precedente de “segregados pero iguales”, iniciando la integración en las escuelas públicas y así como en otras partes de la sociedad. Antes de convertirse en el primer juez negro de la Corte Suprema en 1967, trabajó con la NAACP, fundó The Legal Defense Fund y sirvió en la mesa directiva de la ACLU durante ocho años.

“Donde veas el mal, la desigualdad o la injusticia, opina, porque este es tu país. Esta es tu democracia. Hazlo. Protégelo. Transmítelo.’ — El discurso de graduación en la Universidad de Virginia en 1978″ de Thurgood Marshall.4

Encontré este artículo en el sitio web en the Joint Base San Antonio, que me proporcionó una perspectiva interesante sobre la historia de la raza negra en relación con el ejército. Fue escrito por el coronel George R. Farfour, de Defense Threat Reduction Agency:

“Los estadounidenses afroamericanos acudían para ayudar a su país cada vez que se les llamaba. Desde los cimientos de la independencia hasta las costas de Irak; tanto los soldados, como los marineros, los aviadores, los infantes de marina y los guardianes afroamericanos han demostrado que ellos también tienen un amor feroz de su país y una fortaleza obstinada para triunfar en la batalla. Los estadounidenses afroamericanos están orgullosos de nuestra propia historia de lucha y merecen el lugar que les corresponde en el aprendizaje de esa historia. Desde Crispus Attucks, quien fue asesinado por soldados británicos durante la Masacre de Boston en 1770, hasta los esclavos liberados y fugados de la Guerra Civil, pasando por los soldados Buffalo of Wild West, y hasta el aviador de Tuskegee y llegando hasta hoy; no ha habido escasez de patriotas afroamericanos. Aquí hay remembranzas de solo unos pocos.

El Regimiento de Infantería 369, una unidad afroamericana de la Guardia Nacional de Nueva York conocida como los “Black Rattlers” luchó en la Primera Guerra Mundial bajo el 4º Ejército francés y logró increíbles triunfos en el campo de batalla. A pesar de los obvios prejuicios raciales de la época, ganaron un número impresionante de premios al valor recibiendo más de 171 condecoraciones. Todo el regimiento recibió la prestigiosa Croix de Guerre de Francia. Si bien todavía tenían que viajar en la parte trasera de los autobuses, sus actos heroicos eran tan conocidos que recibieron el honor jamás nunca visto de liderar el desfile de la victoria de la Primera Guerra Mundial de la ciudad de Nueva York. Y los alemanes, reconociendo la asombrosa tenacidad de su enemigo, les pusieron el apodo de “Harlem Hell-fighters”. ‘

La Segunda Guerra Mundial saco a la luz otra ola de distinguidos patriotas afroamericanos. En el USS West Virginia, la suboficial de 3ª clase de la Marina Doris Miller, una cocinera, se levantó temprano el 7 de diciembre de 1941. Mientras servía el desayuno, las explosiones sacudieron el poderoso barco y se dirigió a la cubierta superior. Al ver las llamas, el caos y la muerte, Miller primero ayudó al oficial de mando herido, llevándolo a un lugar seguro. Luego tomó el control de una estación de una de las muchas ametralladoras sin usar y comenzó a disparar. Aunque fue entrenado solo como cocinero y sin instrucción en el uso del arma automática, Miller derribó dos aviones japoneses antes de que cesaran los ataques. Nunca abandonó su puesto durante las horas del ataque, un puesto que asumió por necesidad. El comandante de Pacific Fleet, el almirante de la Marina Chester Nimitz, entregó personalmente a Miller la Navy Cross, un remio al valor solo superado por de Medal of Honor.

El General de la Brigada Charles McGhee, también nos da una lección imperecedera de fortaleza para la misión. Después de interminables intentos de minimizar sus habilidades, los aviadores de Tuskegee finalmente fueron enviados a combatir con una sola misión: escoltar y proteger a bombarderos de los bombardeos de la ofensiva alemana. Cuando se le preguntó por qué nunca se había convertido en una estrella, derribando 5 o más aviones enemigos, dijo: “convertirse en una estrella nunca fue más importante que proteger a los bombarderos. En otras palabras, la misión era más importante que la fama personal. Y se convirtieron en legendarios por su compromiso con la misión y, como resultado final, con nuestro país.

Vietnam vio al soldado Milton Olive III, de 18 años, recibir de Medal of Honor por un acto de valentía que pocas personas en una guerra han igualado. La unidad de Olive estaba bajo fuertes ataques enemigos del Viet Cong. Mientras el enemigo huía de los contraataques del 3er Pelotón del soldado Olive, algunos Viet Cong se volvieron y lanzaron granadas, una de las cuales cayó cerca de Olive, y de tres de sus amigos y del líder del pelotón. Olive agarró la granada y la cubrió con su cuerpo, absorbiendo la explosión y salvando a sus compatriotas, mientras aseguraba el éxito del contraataque. En la ceremonia de la Casa Blanca para presentar de Medal of Honor póstumamente a los padres de Olive, el presidente Johnson evoco la razón por la que debemos recordar el ejemplo de Olive y de otros como él: “Al morir, nos enseñó a aquellos de nosotros que quedamos cómo debemos vivir.’ 5

****

No hay escasez de grandes estadounidenses de la raza negra para honrar. Honrémoslos con medidas y progreso. Si bien se han logrado avances gracias a estas personas, todavía queda mucho trabajo por hacer.

La misión del Fedcap Group es proporcionar bienestar económico a las personas; sin embargo, demasiados datos ilustran las disparidades raciales de la economía en curso. Como se encontró en el reciente informe de Bureau of Labor Statistics; la tasa de desempleo entre los estadounidenses negros (5.4%) es más alta que el promedio nacional (3.4%) y la de los blancos (3.1%). Otro informe reciente del Brookings Institute encontró una creciente diferencia de empleo racial, especialmente para las mujeres de color. Debemos ser incansables en nuestro esfuerzo por limitar estas diferencias.

La historia de nuestro país solo se enriquece al recordar a las diversas personas que ayudaron a darle forma. El Mes de la Historia de la Raza Negra ayuda a crear conciencia y conocimiento de las experiencias vividas por los estadounidenses afroamericanos y cómo podemos participar en un diálogo real sobre la justicia racial, social y económica para lograr un cambio significativo. Las palabras sabias anteriores pueden servirnos como nuestro “Verdadero Norte” en la búsqueda de ese objetivo.

1. Inauguración del Museo Nacional de Historia y Cultura Afroamericana de Washington D.C. en 2016.
2. Palabras del Presidente en la recepción del Mes de la Historia de la Raza Negra, Salón Este (18 de febrero de 2016).
3. Cómo es que las conversaciones durante el Mes de la Historia de la Raza Negra pueden ser un camino hacia la comprensión (Comentario), The Palm Beach Post (3 de febrero de 2022).
4. Creando el Mes de la Historia Afroamericana, Construyendo Futuros de los Afroamericanos (1 de febrero de 2023).
5. COMENTARIO: Mes de la Historia de la Raza Negra, un reflejo de la Historia Afroamericana (18 de febrero de 2021).

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The Value of An Outcome-Focused Theory of Change

The Value of An Outcome-Focused Theory of Change

January 30, 2023

I consistently marvel at what can happen when people unite in a common, optimistic purpose. I am humbled by the optimism, the faith, the hope, and ultimately, the courage it takes for those we serve to invite change—especially change that will have far-reaching, long-lasting consequences for generations to come. That said, it is our responsibility as service providers to create a structure within which interventions are delivered with optimal chance for success.

I have done a good deal of research on change theories. Most of them are widely collaborative processes where stakeholders share their views on the problem, resulting in a multi-dimensional challenge with a high level of complexity. I have observed that sometimes in this process, there is a lack of clarity on outcomes.

The approach that I found most compelling comes from the Center for the Theory of Change. The Center describes an effective change theory as a comprehensive description and illustration of how and why a desired change is expected to happen in a particular context. It is focused on mapping out or “filling in” what has been described as the “missing middle” between what a program or change initiative does (its activities or interventions) and how these lead to desired goals being achieved. It does this by first identifying the desired long-term goals and then works back from these to identify all the conditions that must be in place for the goals to occur. These are all mapped out in an Outcomes Framework.

I found this approach compelling because:

    • Change is explicitly tied to interventions which are explicitly tied to outcomes. Too often I find this depth of analysis missing when adopting new models of change/practice. Instead, this model first necessitates clarity within the program regarding expected outcomes. Everyone understands what they are working towards and how success will be measured.
    • It requires debate on how interventions are linked to these outcomes, forcing the collective definition of expectations and assumptions.
    • It involves drawing critical connections between interventions and long-term change. This “backward mapping” or backward design, starts with the short term and long-term goals and builds a set of interventions directly tied to achieving those goals.
    • It provides a structure that makes evaluation more focused and actionable.

      Change that results in desired outcomes is not easy. Developing a process that effectively supports the change process is equally as challenging. Yet in the absence of rigor, there is often a lot of activity and no measurable results. My goal is to ensure that the resources of our organization are invested in activities that result in measurable outcomes.

      As always, I welcome your thoughts.

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2023 Trends and Challenges

2023 Trends and Challenges

January 23, 2023

As we enter into 2023, it is important to consider the trends businesses—including nonprofits—are facing. Trend study helps us understand economic and social change that could negatively impact the organization or present opportunities. Studying trends helps us evolve our business approaches.

These are several of the trends/challenges that leaders are talking about in 2023 that I think are worth highlighting.

CULTURE
Erin Mulligan Nelson, the CEO of Social Solutions, states that the importance of leading with empathy while championing an inclusive culture can’t be overstated. As we enter into the third year of the pandemic, she reminds us that people have experienced great loss, battled with mental health issues, and struggled to establish some semblance of normalcy.

To keep teams motivated and inspired, the workplace must be an environment where they feel supported, accepted and understood. Creating this type of culture involves investing in initiatives like diversity, equity and inclusion policies, and it requires an authentic commitment from leadership that inclusion really matters.

In addition, focusing on mental health will continue to be important. Providing support resources, supporting wellness programs, encouraging flexibility across the organization and normalizing discussion on how people are doing and feeling is a critical component of people feeling seen and valued.

USE OF TECHNOLOGY FOR GOOD
Pinky Vincent, Assistant Director of Development & Marketing, Change Machine, discusses how nonprofits describe and engage donors. She stresses the importance of ensuring that as we continue to mine information about donors, we ask ourselves: are we using tech for good? Are we using tech to promote equity? What are our privacy guardrails? What are we doing to keep our donor information safe from hackers? And do we have a rapid response plan in place when we need to share bad news with our donors?

According to Chris Himes, CEO, Classy, this past year, Apple released several privacy updates that changed the way brands track consumer engagement, limiting email open rate data and activity tracking among IP addresses. She suggested that we will see more privacy updates in the coming year as additional companies choose to prioritize consumer data rights and that this will directly impact how nonprofits reach and connect with donors. There will be more focus on letting donors choose how and where their information is shared, and how they like to be engaged. Personalization will be critical to build relationships that result in loyal donor bases tailoring outreach according to their stage of life, intent, and preferences for communication.

DEVELOPING A PIPELINE OF NEW BOARD MEMBERS
Rick Willis, Senior Vice President of Community Engagement & Revenue Strategy for the Arthritis Foundation stresses the discipline required in building and maintaining a strong bench of potential board members. He emphasizes the importance of creating leadership pathways across the organization that enables individuals to demonstrate their strengths and grow with the company. Strong board members bring other strong board members and impact fundraising, strategic planning, and the quality of short- and long-term decisions.

FIND NEW AUDIENCES
Tarsha Whitaker Calloway, Vice President of Philanthropy, Tessitura Network, suggests that one of the best ways a nonprofit can get the word out about their mission is to be present where potential board members and/or donors tend to navigate. She recommends that leaders of the organization sit on panels and write to audiences that are not in the normal nonprofit space, expanding the organizational profile and opening new doors.

As always, I welcome your thoughts.

Tendencias y Desafíos 2023

23 enero 2023

A medida que entramos en 2023, es importante considerar las tendencias que enfrentan las empresas; incluidas las organizaciones sin fines de lucro. El estudio de las tendencias nos ayuda a comprender el cambio económico y social que podría tanto afectar negativamente a la organización como presentar oportunidades. Estudiar las tendencias nos ayuda a evolucionar nuestros enfoques comerciales.
Estas son varias de las tendencias o de los desafíos de los que hablan los líderes en 2023 que creo que vale la pena destacar.

CULTURA
Erin Mulligan Nelson, la directora ejecutiva de “Social Solutions”, afirma que la importancia de liderar con empatía mientras se defiende una cultura inclusiva no puede ser exagerada. Al entrar en el tercer año de la pandemia, ella nos recuerda que las personas han experimentado tanto una gran pérdida humana, así como han luchado contra problemas de salud mental y por establecer una apariencia de normalidad.

Para mantener a los equipos de trabajo motivados e inspirados, el lugar de trabajo debe ser un entorno donde se sientan apoyados, aceptados y comprendidos. Crear este tipo de cultura implica invertir tanto en iniciativas como; las políticas de diversidad, equidad e inclusión; y requiere un compromiso auténtico de los lideres de la organización de que la inclusión realmente importa.

Además, centrarse en la salud mental seguirá siendo importante para nosotros. Tanto proporcionar recursos de apoyo, así como apoyar programas de bienestar y fomentar la flexibilidad en toda la organización y normalizar la conversación sobre cómo las personas lo están pasando y sintiéndose; es un elemento crítico de las personas que se sienten vistas y valoradas.

USO DE LA TECNOLOGÍA POR SIEMPRE
Pinky Vincent, subdirectora de “Development & Marketing” de “Change Machine”, analiza cómo las organizaciones sin fines de lucro describen e involucran a los donantes. Ella enfatiza la importancia de garantizar que a medida que continuamos adquiriendo información sobre los donantes, nos preguntemos: ¿estamos usando la tecnología por si acaso? ¿Estamos utilizando la tecnología para promover la equidad? ¿Cuáles son nuestras barreras de privacidad? ¿Qué estamos haciendo para mantener la información de nuestros donantes a salvo de los piratas informáticos? ¿Y tenemos un plan de respuesta rápida cuando necesitamos compartir malas noticias con nuestros donantes?

Según Chris Himes, directora ejecutiva de “Classy”, el año pasado, Apple lanzó varias actualizaciones de privacidad que cambiaron la forma en que las marcas rastreaban o rastrean la dedicación del consumidor; limitando los datos de la tasa de apertura del correo electrónico y el seguimiento de la actividad entre las direcciones de correo electrónico (“IP”) de los protocolos de Internet. Ella sugirió que veremos más actualizaciones de privacidad en el próximo año a medida que otras compañías elijan priorizar los derechos de los datos del consumidor y que esto afectará directamente la forma en que las organizaciones sin fines de lucro llegan y se conectan con los donantes. Habrá más enfoque en permitir que los donantes elijan cómo y dónde se comparta su información, y cómo les gustaría participar. La personalización será fundamental para construir relaciones que resulten en bases de donantes leales que adapten el alcance de acuerdo con su etapa de vida, intención y preferencias de comunicación.

DESARROLLO DE UNA CARTERA DE NUEVOS MIEMBROS DE LA JUNTA DIRECTIVA

Rick Willis, primer vicepresidente de “Community Engagement & Revenue Strategy” de la “Arthritis Foundation”, enfatiza la disciplina requerida para construir y mantener un banco sólido de posibles miembros de la junta. Enfatiza la importancia de crear vías de liderazgo en toda la organización que permitan a las personas demostrar sus talentos y crecer con la organización. Los miembros solidos de la junta aportan a otros miembros solidos de la junta e impactan la recaudación de fondos, la planificación estratégica y la calidad de las decisiones tanto a corto como a largo plazo.

ENCUENTRAR NUEVO PÚBLICO
Tarsha Whitaker Calloway, vicepresidenta de “Philanthropy” de “Tessitura Network”, sugiere que una de las mejores maneras en que una organización sin fines de lucro puede correr la voz sobre su misión; es estar presente donde los posibles miembros de la junta o los donantes tienden a explorar. Ella recomienda que los líderes de la organización se sienten en comités y escriban a públicos que no estén en la zona normal de sin fines de lucro, expandiendo así el perfil organizacional y abriendo nuevas puertas.

Como siempre, agradezco tus comentarios.




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A Reminder of the Flaw in Accepting a Single Story

A Reminder of the Flaw in Accepting a Single Story

January 16, 2023

The consequence of the single story is this: it robs people of dignity. It makes our recognition of our equal humanity difficult. It emphasizes how we are different rather than how we are similar.

—Chimamanda Ngozi Adichie

Some years ago, I watched a TED Talk that spoke volumes to me about the danger of what speaker Chimamanda Ngozi Adichie calls the “single story.” I thought it befitting on the Martin Luther King Jr. holiday, to revisit her important message.

In the talk, Chimamanda discusses what happens when we hear—or tell—the same story about a place or a person. A “single story,” she says, relegates a person to a single point of view, one lens, one narrative that people then assume is the whole story. She tells of her own experience when at 19, she came from Nigeria to the U.S. to attend college. Her roommate, upon learning that she would be living with someone from Africa, assumed that Chimamanda must come from terrible poverty, starved of education and infrastructure. In fact, Chimamanda is the daughter of a college professor and an administrator and grew up in a conventional, comfortable middle-class Nigerian home.

Chimamanda’s own introduction to a single story came when a hired helper named Fide came to work at their house. “The only thing my mother told us about him was that his family was very poor. When I didn’t finish my dinner, my mother would say, ‘Finish your food! Don’t you know? People like Fide’s family have nothing.’” She goes on to explain: “Then one Saturday, we went to Fide’s village to visit, and his mother showed us a beautiful basket made of dyed raffia that she had made. I was startled. It had not occurred to me that anybody in Fide’s family could create something so stunning. All I had heard about them was how poor they were, so that it had become impossible for me to see them as anything else but poor. Their poverty was my single story of them.”

How often do we make assumptions about people based on our own lens told through a single story? The Fedcap Group serves people that can be too easily defined by their barrier or their hardship. What picture do you conjure when you hear “previously incarcerated?” Whose face comes to mind when we talk of an individual in recovery or a person with a disability? The people we meet on a daily basis all have backgrounds, histories and talents—they are certainly more than their struggle.

The Fedcap Group strives to view those we serve through the lens of their whole story, making it easier to see and celebrate our common humanity.

View the TED Talk by Chimamanda Ngozi Adichie on the TED website. 

As always, I welcome your thoughts.

Un Recordatorio del Error en Aceptar una Única Historia

16 enero 2023

“La importancia de la historia única es esta: despoja a las personas de la dignidad. Nos hace difícil el entendimiento de nuestra igualdad humana. Recalca cómo somos diferentes en vez de como somos similares.”

–Chimamanda Ngozi

Hace algunos años vi un “Ted Talk” que me dijo mucho sobre el peligro de lo que la oradora Chimamanda Ngozi Adichie llama la “historia única”. Pensé que era apropiado en el feriado de Martin Luther King, revisar su importante mensaje. En el “Ted Talk”, Chimamanda hablaba sobre lo que sucede cuando escuchamos, o contamos, la misma historia sobre un lugar o una persona. Una “sola historia”, dice, relega a una persona a un solo punto de vista, un lente o una narrativa que la gente luego asume que sería toda la historia. Ella cuenta su propia experiencia cuando a los 19 años, vino de Nigeria a los Estados Unidos para asistir a la universidad. Su compañera de cuarto, al enterarse de que viviría con alguien de África, supuso que Chimamanda debía venir de una pobreza extrema, hambrienta de educación e infraestructura. De hecho, Chimamanda es hija de un profesor universitario y de una administradora y creció en un hogar nigeriano convencional y cómodo de clase media.

La propia introducción de Chimamanda de una única historia, se produjo cuando un contratado ayudante llamado Fide vino a trabajar a su casa. “Lo único que mi madre nos dijo de él fue que su familia era muy pobre. Cuando no terminaba mi cena, mi madre decía: ‘¡Termina tu comida! ¿No sabes? La gente como la familia de Fide no tiene nada. Ella continuaba explicando: “Entonces, un sábado, fuimos a visitar el pueblo de Fide, y su madre nos mostró una hermosa cesta hecha de rafia teñida que ella había hecho. Me impresioné. No se me había ocurrido que alguien en la familia de Fide pudiera crear algo tan impresionante. Todo lo que había oído sobre ellos era lo pobres que eran, de modo que se me había vuelto imposible verlos como otra cosa que no fueran pobres. Su pobreza era mi única historia de ellos”.

¿Con qué frecuencia hacemos suposiciones sobre las personas basadas en nuestra propia lente, contada a través de una sola historia? El Fedcap Group atiende a personas que pueden definirse fácilmente por sus impedimentos o sus dificultades. ¿Qué imagen evocas cuando escuchas “previamente encarcelado”? ¿De quién es la cara que te viene a la mente cuando hablamos de un individuo en recuperación o una persona con una discapacidad? Las personas a las que servimos a diario tienen antecedentes, historias y talentos; ciertamente son más que sus pruebas.

El Fedcap Group se esfuerza por ver a aquellos a quienes servimos a través de la lente de toda su historia, lo que facilita ver y celebrar nuestra humanidad común.

Para ver el “Ted Talk” de Chimamanda Ngozi Adichie, ve a: https://www.ted.com/talks/chimamanda_adichie_the_danger_of_a_single_story?language=en

Como siempre, agradezco tus comentarios.

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