This report presents the issues and recommendations identified during this effort. This report is written with an outside in perspective. It starts by laying out the issues affecting the industry and how these issues affect the MWDVBEs. It argues for developing a strong business case and consistent value proposition for engaging in supplier diversity. It then presents the current state of MWDVBEs. The report also addresses the effectiveness of supplier diversity programs and the challenges associated with aligning (in some cases, evolving) current efforts in dealing with the new industry realities.

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Date Published: March 2003
 

A supervisor's Guidebook for Supporting and Retaining New Workforce Entrants in Today's Multicultural Workforce

This book outlines methods for integrating entry-level workers into the workplace through a strong assimilation process. The assimilation process is designed to help them adjust to the organization's culture, understand job expectations, and build their skills. It also provides guidance in helping new employees develop successful work relationships and build basic business literacy, while providing continuous performance support.

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Date Published: October 2002
 

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Purpose of This Guidebook

This guidebook will assist you in managing your employment experience and learning about your work environment. Its tools, tips, and strategies will help you adapt, manage your work performance, and begin to think about job and career advancement. Fresh Start will help you recognize the importance of being accountable for your performance and for the results you achieve. Accountability requires understanding what is expected and then developing the necessary skills and behaviors to do what is expected. This guidebook will help you understand that you are accountable for the quality and quantity of your work and the way you do your work. Remember, poor results are hard to hide.

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Date Published: October 2002
 

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Summary: Information is limited about the knowledge, attitudes, expectations, and intentions of African American teens with respect to their reproductive health. For example, a relationship between contraceptive knowledge and contraceptive behavior remains in question. However, receiving sex education before (rather than after) teens become sexually active is known to be more effective.

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Date Published: February 2002
 

The Joint Center for Political and Economic Studies 1998 National Opinion Poll, a national survey of 1,606 adults, was conducted between September 5 and September 27, 1998. The survey's questions cover a broad range of topics including politics, education, social security, devolution, health care, the environment, and deregulation.

The survey has two components: a sample of 850 adults from the national population (including 94 African Americans) and a sample of 850 adults from the national African American population. the first two releases of survey findings cover opinions on politics and education. This release is on politics.

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Examines how three of the largest federal programs for workforce training and job placement are affecting racial and ethnic disparities in today's labor market. Conrad finds that the Wagner-Peyser Employment Service, the Workforce Investment Act, and the Adult and WIA Dislocated Workers program have a mixed record in their impact on black and Latino workers in particular. She attributes this to race-indifference in the design and operation of these programs. Concludes with a set of recommendations for making these systems work better for all job seekers.

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Date Published: May 2005
 

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Examines the black share of high-tech employment in the 25 U.S. cities with the largest African American populations in order to identify explanations other than geographical location for the underrepresentation of blacks in high-tech jobs. Through an analysis of high-tech employment trends between 1990 and 2000, both by occupation and by industry, Conrad finds that blacks are consistently underrepresented in high-tech jobs, those requiring a doctorate or bachelor's degree, as well as those that require an associate degree. She discusses various factors contributing to black underrepresentation in high-tech employment, and concludes that education, while not the sole contributing factor, must be part of any strategy to address this underrepresentation. Conrad provides an overview of education policies designed to address the need for greater black representation in the pool of workers with science and engineering training.

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Date Published: December 2005
 

AARP and the Joint Center for Political and Economic Studies conducted a survey in South Carolina among 700 African-American likely voters in April of 2007. The purpose of the survey was to understand the top domestic concerns African-Americans in South Carolina want to see addressed by candidates for the respective Democratic and Republican political party nominations.

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Date Published: April 2007
 

The last edition of Black Elected Officials: A Statistical Summary showed that as of January 2000, the number of black elected officials (BEOs) in the U.S. was 9,040. This edition, which records the most current complete data for those in office as of January 2001 shows that in the intervening year,the number of BEOs rose by 61 to reach 9,101, a 0.7 percent increase over the previous year (Table 1). In 1970, the first year in which the Joint Center collected this data, there were 1,469BEOs. The newest total of 9,101 black elected officials in 2001 represents a historic high.

The largest categorical increase in BEOs was at the county level, where there was an increase of 22positions, a 2.3 percent rise. There were also significant increases among black state level officials, 11or 1.8 percent, primarily due to an increase of 13 black state representatives. Every category of BEOs increased from 2000 to 2001, with the exception of U.S. House members, which remained constant.

The Joint Center previously published this information in book version annually from 1970 to 1993. The Joint Center now provides information on BEOs in more abbreviated formats and statistical summaries. More detailed information on BEOs including names, addresses, and offices may be purchased. For ordering information, please contact the Joint Center's Office of Development and Communications at (202) 789-6366.

Date Published: May 2002
 

This manual aims to assist workforce development professionals in the assessment and management of cultural competence within their programs. It also aims to aid them assessing prospective employers to ensure effective job-placement relationships and comfortable environments where employees can best succeed.

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Date Published: June 2002

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