Tuesday, October 28, 2025
Home Blog Page 72

Diversity and inclusion efforts

John Hurst
-
0
Diversity and inclusion efforts

Why diversity and inclusion is important and how to start

By Brittany King

When Dr. Harvey Middleton — the first Black cardiologist to practice in Indiana — moved to Indianapolis in the 1930s, he wanted to put his medical degree to good use. He practiced briefly in Tennessee and Anderson, Indiana, but wanted to make a larger impact. After being continuously denied positions for which he applied, Middleton started his own practice. 

That’s when one hospital began to take note. City Hospital (now known as Eskenazi Health) decided to take a chance on him as a volunteer. Middleton spent his Saturdays working at the hospital’s outpatient heart clinic.

“When other hospital systems turned him down, we embraced him,” says Christia Hicks, vice president of Human Resources at Eskenazi Health. “When others said, ‘No,’ we said, ‘Yes.’”

Due to his great work as a volunteer, he was accepted as a full-time member of the City Hospital staff in 1942 and worked there until 1978. When the new Sidney & Lois Eskenazi Hospital opened in 2013, leaders wanted to recognize Middleton, so they named a street leading up to the facility after him. 

“We wanted to honor him for how greatly we benefitted from his expertise,” Hicks says.  

In a time period where segregation was common, even in a northern city like Indianapolis, Eskenzai Health knew the importance of having a Black doctor on staff to serve their growing Black population. That model of inclusion continues today, but not just within Eskenzai Health’s walls. Across the country, companies are having conversations about diversity, inclusion and equity. Business leaders are assessing their current workforce and employees are making it known that they want to be better represented and heard in the office. The U.S. Census Bureau predicts that by the 2044, the country will be majority-minority. Births of color are already outpacing white births making preschools and kindergarten classes some of the most diverse the country has ever seen. 

But diversity doesn’t just include race; it’s also defined as a person’s socioeconomic status, sexual orientation, country of origin and physical abilities. The case for a more diverse workplace has been made time and time again. A 2014 study conducted by Columbia University professor Katherine Phillips states diversity and inclusion “makes us more creative, more diligent and harder working” which, in turn, can lead to positive results for a company’s bottom line and decrease turnover. A report from McKinsey & Company shows the top racially diverse tech companies are 35 percent more likely to have financial returns higher than the national median. Additionally, companies with greater gender diversity are 15 percent more likely to outperform others. Companies who rank at the bottom for both gender and racial diversity are statistically less likely to achieve above-average financial returns.

Getting Involved Around the State

Organizations across Indiana have made it their purpose to be a haven where citizens new and old can find their place in the community. 


Immigrant Welcome Center Indianapolis 

The Immigrant Welcome Center has one goal for all immigrants moving to the state’s capitol: to make them feel at home. Established in 2006, the center helps immigrants who are new to the area get connected to people, jobs and other services to make their transition a bit easier. All of their services are free for any immigrant in need, this includes translation services and transportation upon initial arrival. The center also works with local volunteers at seven different branch locations so that families who have just moved to the area can visit a center that best fits their location needs. 


HOLA Latino Evansville

HOLA was formed in 2002 in response to a need within the rapidly expanding Latino community in Evansville. Initially, HOLA was a bridge between Latinos and other organizations and services available in the community. In 2007, the organization earned its 501(c)3 status and developed a strategic plan and mission statement that promoted inclusion of Latinos in the community. Since then, the organization has partnered with Nativity Catholic Church to launch a community center, develop health education programs and clinics as well as their very own HOLA summer camp.

“The first step towards having a truly inclusive community is to be open to listening, sharing experiences, celebrating the differences and recognizing what we have in common,” says HOLA Board President and co-founder Daniela Vidal. “HOLA has always approached cultural diversity as a two-way street where respect, first and foremost, is the foundation. Respect for the culture both of the newcomer as well as of the community where we arrive. Once we start looking at each other as individuals, and respecting our differences, then we also start realizing we all have the same dreams, hopes and needs in common.” 


International House Fort Wayne

Since its founding in 1998, the International House of Fort Wayne has impacted more than 4,000 refugees. The nonprofit, nondenominational Christian organization was created to help refugees seeking asylum to get the support they need. International House offers citizenship classes for those who want guidance through the lengthy citizenship process, homework and tutoring for children needing a little extra help and they offer English classes for those looking to learn the language. Additionally, the organization matches the people they serve with volunteers to serve as familiar faces in the community. 

Still, conversations about these topics are often fraught and can lead to conflict within an organization, but that doesn’t mean businesses should stop pressing forward. For company leaders looking to beef up their diversity and inclusion efforts. Here are a few examples of what can be done. 

Establish the commitment from the top down

Kelli McMiller, strategic engagement leader and vice president of consulting for The Kaleidoscope Group, a full-service diversity and inclusion agency in Chicago, says buy-in from board members, senior leadership, middle management and employees is key.

“While top leadership often has to take the lead on these types of efforts everyone has to be involved in the process,” she says. “Often times the top and bottom are communicating and committed, but middle management is not. Change doesn’t happen effectively when we don’t involve everyone.” 

McMiller goes on to say there has to be an understanding that diversity and inclusion must be part of everything a company does. So, if a company just increases recruitment efforts and hires more women or people of color, but doesn’t then think about and work to retain these new employees, they probably won’t last. 

Ask for feedback and listen to it

A common misconception is that employees don’t want to share their difficult experiences with leadership or other employees, but this isn’t inherently true. McMiller suggests conducting a survey or hosting a listening session to gauge what feelings around the topic of diversity and inclusion already exist. She says surveys, focus groups and other forms of engagement are all good ways to assess the needs of the current workforce and what can be done about them. She also stresses that leadership should talk to the entire company, not just communities who are minorities at the company. 

Develop an understanding of how these efforts will benefit your bottom line

All businesses look at the bottom line. McMiller knows this and that’s why she says diversity and inclusion shouldn’t be an add-on effort that a company periodically makes time for.  Instead, it should be one of the main topics when companies are discussing strategy and growth.

“Diversity and inclusion leads to innovation,” she says. 

Innovative ideas can lead to the creation of a new product or service that ultimately makes a business more profitable. The argument is, if you have a team of people who all look the same, think the same and come from the same background, chances are the way they problem solve will be similar. However, if you take people from a variety of different backgrounds, put them on a team and encourage them to come up with a solution, and manage them inclusively, they are more likely to come up with a solution that benefits a greater population of people. “Leaders of the future will know how to navigate differences effectively, leveraging the diversity of their teams and taking their organizations to the next level,” says McMiller. “Many of our clients often ask us, ‘How can we become a more sustainable business?’ Sustainable organizations are both diverse and inclusive.” 

In Indiana, many organizations have answered corporate America’s call for a more diverse and inclusive workforce. Here’s what a few notable Indianapolis companies are doing. 

The Case for Affinity Groups

Having a diverse workforce is one thing, but to retain those diverse candidates, they have to be included and see themselves reflected in other parts of the company, especially in upper management. In a 2017 Deloitte study on inclusion, 80 percent of respondents said inclusion is important when choosing an employer. 
Many businesses show they’re committed to inclusion by establishing a set of affinity groups, or a group formed around a shared interest, goal or some other commonality. For companies, this can mean groups for African-Americans, immigrants and members of the LGBTQ community where individuals who identify with these groups can meet regularly and get to know one another while also discussing what is and isn’t working at their organization. 
Over the years, it’s been questioned whether affinity groups do more to separate than unite. Mekaelia Davis, social impact strategist for Quartz, writes that instead of getting rid of affinity groups, businesses should look to make them more intersectional so members from a particular background and individuals who want to be allies can work side by side. “This intersectionality can create opportunities for employers, but it requires cross-functional, meaningful opportunities for employees to engage in problem solving that acknowledges the multiple identities they hold,” she says. 
Here are some organizations that take an intersectional approach to their affinity groups. 
University of Indianapolis 
Although the Office of Inclusion and Equity was started a little more than year ago, Vice President of the division Sean Huddleston had his sights set on bringing affinity groups to the campus as a way for faculty and staff to better communicate amongst one another.
“We are a diverse and inclusive community. However, we also know that having a great community means that each neighborhood in that community must feel valued and supported,” Huddleston explains. “[Affinity groups are] a way to understand the issues that may be impacting a certain neighborhood and ensure we are attending to the neighborhoods as well as the community.”
Salesforce
Salesforce is the world’s number one customer relationship management platform with offices across the country, including one in downtown Indianapolis. To ensure their employees’ voices are being heard, they created Ohana Groups, or, affinity groups created for individuals and allies. Currently, there are 10 groups which range from Outforce, the company’s group for LGBTQ members and allies to BOLDForce, which supports African-Americans at the company. Leaders encourage employees to not only think of ways Salesforce can be more inclusive internally, but externally as well. That’s why groups like Outforce have participated in community events like Indy Pride. 
Eli Lily
Eli Lily doesn’t just believe their employee resource groups are good for the people they employ, they also believe it’s crucial to providing the best support for their customers.
“We will not survive another 141 years if we don’t leverage all of our talent across the globe. People are the greatest asset in any business: This is why diversity and inclusion are key to Lilly’s success,” Chief Diversity Officer Joy Fitzgerald says on Lilly’s website. The 142-year-old organization has 11 resource groups, including ones that support veterans and young professionals. 

Eskenazi Health

Since bringing Harvey Middleton on as a full-time physician, Eskenazi Health has continued efforts of inclusion. Most notable is the hospital’s Initiative for Empowerment and Economic Independence (IEEI) program. Created in 2013, this program partners with students at Ball State University by giving them a paid internship in their discipline of choice. The IEEI program specifically works with students with physical disabilities in order to give them an edge when they enter the workforce. Larry Markle, director of Disability Services at Ball State, says research shows students with physical disabilities are graduating at the same rate as their peers, however, they are not being offered jobs at the same rate. The program seeks to close this gap. The program was also created to shift attitudes and culture in the workplace. The hospital not only wants the program to provide experience to the students they employee, but also to their full-time employees and volunteers who may have misconceptions about supervising or working with a person with disabilities. 

Beyond the IEEI program, Hicks says Eskenazi Health makes sure diversity and inclusion stays top of mind for employees by embedding it in everything the hospital does.

“As a hospital system we want to have staff that represent the community that we serve,” she says. “This allows [us] to have a rapport and consecutiveness with [our] patients so they are more comfortable. A patient may be unwilling to share info if they don’t feel connected to you.” This includes providing translators for patients who prefer discussing their diagnosis in a different language. 

The hospital system also launched affinity groups in 2014 in order to provide a safe space for employees who are part of a minority group. Additionally, Hicks closely monitors the company’s diversity numbers and the retention of diverse employees, she reports these numbers to the board regularly. Two years ago, the company conducted a cultural climate assessment to get employee feedback on how they felt about the working environment of the hospital system. This has allowed leadership to better understand what employees want to see within the system as it relates to diversity and inclusion. Most importantly, Hicks says everyone at the company has an understanding that a commitment to this work is what makes the work they do with patients stronger. 

“In my opinion, you improve quality when you have diversity of thought, gender, race, etc.,” she says. “It drives innovation, it separates a stagnant company from an innovative and thriving company.”

Champions of Diversity on Being Intentionally Inclusive  

Every year, Indiana Minority Business Magazine invites the community to nominate Hoosiers from across the state to be recognized at our Champions of Diversity dinner. The nominated individuals are often pillars within their respective communities who ensure their work is inclusive of people from diverse backgrounds. Here are a few of our past winners:
Salesforce 
Although Salesforce is a customer relationship management platform, they believe the business of business is to make the world a better place. Beyond their Ohana Groups and moves for inclusion internally, Salesforce invested $500,000 last spring to support the establishment of the new IT Academy at George Washington High School and their college and career programming for Indianapolis Public Schools. These are just a few reasons they’ve been recognized as Champions of Diversity in the past.
“We are deeply honored to be recognized,” says Chief Equality Officer Tony Porphet. “I am proud of our teams who are working tirelessly to build a more equal workplace for all. However, there is no pretense that we have all the answers. We acknowledge that this is a journey and that there is more work to be done on the path to equality.”
Indiana Grand Racing & Casino
Indiana Grand Racing & Casino and parent company Centaur Gaming understand diversity is more than just a buzzword. Sometimes, it takes a fiscal commitment as well. Internally, the company creates a culture centered around diversity and inclusion by requiring diversity education during annual team member training. Additionally, Centaur Gaming intentionally patronizes minority- and women-owned business. To date, the company has spent more than $126.5 million with women- and minority-owned businesses 
Richard Propes 
Richard Propes is an activist for all people, but especially for individuals with accessibility needs. As a paraplegic and double amputee, he knows the importance of making sure the world is as open and accessible as possible for all people. Through his Tenderness Tour, which began in 1989, he wheels more than 100 miles across Indiana to raise money for a variety of charities. Propes received the Champion of Diversity award in 2015. “The minute I had that award in my hands I felt a higher degree of accountability than I’ve ever felt to make sure my life and my work truly exemplify diversity and inclusion,” he explains. “Truly creating diversity and inclusion means valuing other voices as much as you value your own. It’s being willing to step out of your comfort zone and embrace new people, new places and new experiences.”

 

University of Indianapolis

When the office of Inclusion and Excellence started in June 2017, Vice President Sean Huddleston wanted to hit the ground running. A seasoned veteran in this type of work, Huddleston has previously served as the chief officer of Diversity, Inclusion and Community Engagement at Framingham State University in Massachusetts and as assistant vice president for strategic implementation for the Division of Inclusion of Equity at his alma mater, Grand Valley State University. He entered his position at the University of Indianapolis knowing he didn’t want his office to own the conversation of diversity.

“We have a saying that: ‘The office doesn’t own inclusion and equity. We franchise it so anyone can own it,’” he says. 

The staff is intentionally small in order to empower other departments to make changes that will better serve the diverse campus without solely relying on the Office of Inclusion and Excellence. 

The university has always been committed to inclusion and equity, but was operating in decentralized model for many years before the Office of Inclusion and Equity was established to amplify efforts and created a wholistic university-wide strategy and culture. In the year and a half since Huddleston started at UIndy, a few large changes have already been made. Students, faculty and staff now have a way to report bias incidents they either experience or witness while on campus. When conversations of this new process began, there was pushback.

“Some may assume that by having a process, you’re inviting those biases, but really it gives people an opportunity to report what has always been happening,” Huddleston explains.

The university is also using data to understand where blind spots may be and what groups of people need more attention. The division looks at gaps in retention rates, graduation rates, employee retention and diversity of their employee base. Huddleston says equity is the ultimate goal for the campus.

Despite the pushback, difficult conversations and change that comes with shifting a business to be more diverse and inclusive, the benefits often outweigh the difficulties. However, it’s not an overnight shift. Hicks, Huddleston and McMiller all agree companies looking to make changes should begin tracking progress immediately and look at the differences over time. Even high employee retention rates lead to money saved for the business. Regardless of where businesses are with their diversity and inclusion efforts, Cathy Engelbert, CEO of Deloitte — a company often lauded for its diversity efforts — says company leaders and employees have to keep pushing for the workforce they want to see, and oftentimes, that vision of a more inclusive workplace is built each day. 

“It happens in small, everyday acts, those one-on-one moments when our inclusive culture inspires someone to new success. It happens when leaders cultivate a courageous environment where people can speak openly — bringing the diverse perspectives and unique experiences to the table. It happens when people are empowered to be their unique and authentic selves. And, it happens because diversity and inclusion is not one-dimensional, but based on different values, interests, and experiences,” she explains. “This is why it’s important to foster a culture where all people feel they are supported, belong, and can be their authentic multi-dimensional selves.”  I

Gurinder Singh Khalsa

John Hurst
-
0
Gurinder Singh Khalsa

One man’s resistance made way for all Sikhs in U.S.

By Grace Michaels

Gurinder Singh Khalsa was destined to make a difference in the lives of others.
Positively impacting those around him was something he literally began doing the day he was born.
“At one point when my mother was pregnant with me, there were some relations with my father and they were not that good. She was on the verge of getting a divorce,” explained Singh Khalsa.

The year was 1972 and in a village about 100 miles north of New Delhi, India, it was law that only men could inherit property. The Singh Khalsa family’s first child was a daughter. With her marriage at a crossroads, Surjit Kaur Sandhu worried if she had another female child, she would lose everything. “My mother was praying for a son,” Singh Khalsa said with his distinctive and heavily-accented voice. “She was so much under depression and stress.”
 When Singh Khalsa was born he was grossly underweight and was covered in blisters. Doctors told Sandhu the likelihood of her child surviving was nearly nonexistent.
But Sandhu knew differently. She knew that her first son would survive and that his life would bless others, as it had blessed hers.
“Somehow I saved her. I saved her,” exclaimed Singh Khalsa.
After his birth, Singh Khalsa’s parents’ relationship deepened and eventually they welcomed another son.

Singh Khalsa’s lineage includes deep advocacy. His grandfather was a freedom fighter who advocated for freedom from the British and his father was called to leadership later in life, eventually being elected head of the village and director of a corporate sugar mill.

Little did Singh Khalsa know at the time, but he would eventually follow in the steps of those before him and his influence would spark sweeping change across America.

The change would come after a demoralizing event in his life.

In May 2007, Singh Khalsa was at a security checkpoint at the Buffalo Niagara International Airport. He stepped through the metal detector and a “poof” machine. Despite neither detector sounding an alarm, a TSA officer asked to check Singh Khalsa’s turban. The officer acknowledged that no alarm sounded, but stated that he was concerned about Singh Khalsa’s “headwear.” Singh Khalsa was asked to remove his turban.

Singh Khalsa observes the Sikh faith and part of that includes Kesh (uncut hair) that should be covered.

“It is not a cap,” explained Singh Khlasa. “You can’t take it off and on. You unwrap it and unwrapping it in public is like stripping a woman. It is one of the sacred articles of faith.”

Singh Khalsa attempted to explain to the officers the religious significance of not removing his turban, but to no avail. Singh Khalsa refused to remove his turban and eventually, airport police were summoned and threatened to arrest Singh Khalsa if he did not leave the premises. Rather than get arrested, Singh Khalsa left the airport.

“I was violated and very sad. Very sad,” Singh Khalsa said as he lowered his eyes to the ground.

While he described the encounter as “devastating,” it also invigorated something deep inside of him.

“I say someone has got to step up. That is where I mobilized. I started getting signatures, petitions. I got more than I needed. Congress, the House of Representatives, senators — they signed letters addressed to Homeland Security to change that.”

Singh Khalsa’s efforts paid off. He successfully lobbied for changes to the TSA headwear policy. Sikhs are now permitted to wear turbans, or dastaar, through airport security and TSA agents are not allowed to touch the garments. Instead, the person wearing the covering touches their own turban and then undergoes a swab test for clearance.

“That (incident) gave me strength and courage. Regardless of how smart, how big a thing is, if you stand for something, it can be done,” said Singh Khalsa.

Singh Khalsa believes unfortunate and discriminatory situations like the one he encountered happen for a reason and results in “the better good.”

“The (current) political climate happened for a reason. The outcome of the last (presidential election), I look at as a very positive thing because people got encouraged. They became more involved. Immigrants are especially getting more involved,” Singh Khalsa said. “First generation immigrants have been challenged for the first time. Until 2016, they never felt themselves as involved in politics. Now they say, ‘it is (up to) us.’”

Singh Khalsa says hate and discrimination in America has never dissipated.

“It was boiling underneath and now it came up. Now at least we understand what the real disease is and how to fix it. We were putting bandages on it. We were trying to be politically correct. Now the good thing is we don’t need those politically correct people. We need people who stand. Either you are standing with right or wrong.”

Singh Khalsa says he is hopeful about the future of Indiana and America because both are becoming more diverse, however, he adamantly opposes tolerance.

“Tolerance is not the solution because we tolerate what we do not accept. Tolerance means you are still saying ‘I am different,’ ‘you are different,’ ‘I don’t accept you, I don’t embrace you, but I have no choice so I tolerate you,” he emphasized. “Tolerance will never bring acceptance or embracement. We need to embrace and accept.”  I

Sikh Traditions and Customs

Religious acceptance: Sikh custom states no single religion contains all divine truth. The Sikh community studies and practices other faiths.

Equality of gender: Sikh tradition regards women as equal in all activities to men.

Equality of nationality and ethnicity: Regardless of race, nationality, creed or culture, Sikhs view all humans as equal in the eyes of God.

Selfless service: Within Sikh tradition, mediation without service is empty.

Five articles of faith: All Sikhs wear five article of faith at all times — Kesh (uncut hair), Kangha (wooden hairbrush), Kara (metal bracelet), Kachera (special undergarment) and Kirin (straight sword).

Gurinder Singh is founder and chairman of SikhsPAC (Sikhs Political Action Committee). 

The mission of the SikhsPAC is “selfless service to community and nation are core values of Sikh culture; values SikhsPAC members live daily through support for candidates in local, state and national elections and through educational programming aimed at raising awareness of this uniquely American community.”

SikhsPAC has five agenda items:

1. To raise awareness of Sikh culture and identity.

2. To pave the way for Sikh in American politics.

3. To prepare Sikh youth for a future in public office.

4. To ensure Sikh history and culture in public education.

5. To promote diversity through interfaith dialogue.

What diversity and inclusion mean to you

John Hurst
-
0
What diversity and inclusion mean to you

Indiana residents explain why diversity and inclusion are important

By Sarah Jameson Felder

What diversity and inclusion mean to you

Indiana residents explain why diversity and inclusion are important

By Sarah Jameson Felder

Diversity and inclusion isn’t just a term du jour for many Hoosiers. They represent both in their every day lives, and they strive to consider diversity and inclusion in both their professional and personal lives.

Indiana Minority Business Magazine asked four Hoosiers to explain their definition of diversity, how they define inclusion and how they implement diversity inclusion everyday. 

My definition of diversity is when versatile people come together from different walks of life and receive the opportunity to share their ideas.

I define inclusion by coming together with patience and virtues that solve problems for the greater good of all.

I implement diversity and inclusion in my everyday life by listening to people on all levels and always asking for feedback on how to improve. We have to remember, that everyone and anyone can add value to any situation. Diverse perspectives provide more options to test and to improve inclusion. Business-wise, I try to hire people who have versatile experiences and are willing to learn anything new. Versatility automatically drives inclusion when the team notices the various attributes coming from different people.

Maisum Ali Farid, owner, Chapati

My definition of diversity is we have an understanding that all individuals are unique. Recognizing those differences rather it is ethnic, culture, values, sexual orientation, physical abilities or economic status and coming to the acceptance that together we shall achieve a shared goal.

I define inclusion by an opportunity to come to together as a community to gain knowledge, grow as an individual and apply those ideologies to everyday situations.

I implement diversity and inclusion daily by creating an atmosphere that is conducive and tolerant to all, despite an individual’s status that they are accepted, appreciated and valued. Business-wise, my ultimate goal is learning different backgrounds and cultures and implementing each lesson to employees so they have a better understanding of patients and their lifestyle.

Gladys Owens, office manager, Pinnacle Heart Specialists

My definition of diversity is the beauty that makes each individual unique. Diversity makes our world a far more interesting place to live!

I define inclusion by engaging everyone’s talents to lift our capabilities to new heights and for the greater good.

I implement diversity and inclusion in my everyday life by striving to learn from others who possess a different optic than I do. I grew up in a small town in a sheltered environment, but my parents always encouraged my brother and me to think bigger regarding all aspects of life. Being curious about individuals with different experiences and backgrounds who think differently than I do broadens my horizons to hopefully make me a wiser and better person.

Kim Borges, vice president, Geography Marketing Strategist, Midwest, Regions

My definition of diversity is celebrating and embracing a unique garden of human beings created by God rather than tolerating.

I define inclusion by understating, accepting, embracing and celebrating without reservation or judgments.

I implement diversity and inclusion in my everyday life by living the message given by the creator of “Khalsa”, the 10th Guru Gobind Singh “Recognize the Human Race as One.”

Gurinder Singh Khalsa, founder and chairman of SikhsPAC, Sikhs Political Action Committee I

Affirmative action

John Hurst
-
0
Affirmative action

Administration Repeals Affirmative Action Guidelines for Colleges

By MARCIA REED-WOODARD

Earlier this year the U.S. Department of Justice (DOJ) and the U.S. Department of Education (DOE) banded together to repeal affirmative action policy guidelines used by colleges and universities to consider race as one of a variety of determinants in their student admissions processes.

The DOJ replaced seven policy guidance documents — created by the Obama administration to increase student diversity at U.S. colleges and universities — with new “race blind” admissions policy standards.

When questioned about the changes, DOJ spokesperson Devin O’Malley referenced the Department’s press release from July 3 in which U.S. Attorney General Jeff Sessions said, “In the Trump administration, we are restoring the rule of law. [We are] rescinding guidance documents that were issued improperly or that were simply inconsistent with current law.”

However, Michael Z. Green, professor of law at the Texas A&M University School of Law, argues the administration’s actions are both biased and misleading.

“If anything, it’s the opposing of affirmative action efforts in higher education that is inconsistent with current law,” says Green, citing the 2016 Fisher v. University of Texas case in which the Supreme Court ruled there is compelling reason to consider race in the college admissions process. “In today’s highly-polarized society seeking to dismiss affirmative action in favor of ‘race blind’ admission practices is not the appropriate method for addressing the racial disparities in educational opportunities,” he adds.

According to a report by The Education Trust, a Washington D.C.-based nonprofit that advocates for high academic achievement for all students, African-Americans total a mere 5.4 percent of enrollment at public flagship universities. Latinos comprise 8.9 percent of enrollment and 63.4 percent of enrollment is white. At selective universities where the average SAT score is 1138, 5.5 percent of students are African-American, 10.4 percent are Latino and 59 percent are white.

“And while no singular administration is going to have a long-term effect on college admission rates for minority applicants, the greater concern is the persisting challenges to the validity and legality of affirmative action itself.”

He points out that 10 states — representing more than one quarter of U.S. high school students — have already banned race-based affirmative action at their public institutions. Furthermore, he warns that new threats of federal investigations, lawsuits or financial sanctions may give even more states and institutions pause when considering the race of college applicants.

ACLU Indiana Executive Director Jane Henegar echoes that sentiment. She adds that given the sobering realities of injustice, rolling back policies intended to ultimately improve the quality of life for historically-disadvantaged persons is egregious.

Last month, a report released by the Indiana Commission for Higher Education found that Indiana’s incoming African-American students were less academically prepared for college-level classes than their peers. It also found that while nearly 60 percent of overall students graduated college within six years, only 34 percent of Indiana’s African-American students graduated within that same timeframe. 

“There’s a lot of work to be done and affirmative action is a necessary tool for attaining our goals in education, employment and community,”  

According to Henegar, ACLU Indiana advocates for colleges and universities in the State of Indiana to continue practicing a “whole-person admissions approach” when considering all students for college acceptance.

“Any attempts to do anything less would impede Indiana’s collective progress towards equality, equity and inclusion, and would subsequently be an affront to Hoosier values,” Henegar says. I

A lesson in taxes

John Hurst
-
0
A lesson in taxes

New business tax deduction is more complicated than we thought

By BRITTANY SABALZA

The Tax Cuts and Jobs Act (TCJA) of 2017 will change the way businesses have previously been taxed. Most changes from the TCJA will go into effect in the 2018 tax year and will end in 2025 if the provisions are not extended by Congress. 

“Small businesses finally have a tax code that is working for them, and I look forward to continuing our work to ensure our tax code helps all Americans compete and win,” says Kevin Brady (R-Texas), chairman of the House Ways and Means Committee

While businesses have always been able to deduct certain expenses, a new deduction has been created specifically for pass-through entities. The Section 199A provisions better known as the Deduction for Qualified Business Income offers many business owners a deduction from qualified business income (QBI). The Deduction offers a 20-percent deduction from QBI for a qualified domestic trade or business operated directly or through a pass-through entity such as Sole Proprietorships, Limited Liability Companies (LLC), Limited Liability Partnerships (LLP), S-Corps, Estates and Trust. 

Business taxpayers will generally deduct 20 percent of Qualified Business Income plus 20 percent of the taxpayer’s qualified real estate investment trust (REIT), dividends and qualified publicly traded partnership (PTP) income, or 20 percent of the taxpayer’s taxable income minus net capital gains — the smaller of the two.  

For example, Jane is a single taxpayer who uses the standard deduction (reduces taxable income) of $12,000, has $40,000 of qualified business income and $50,000 of long-term capital gains for a taxable income of $78,000. The deduction would be 20 percent of the $40,000 business income ($8,000), or 20 percent of the $28,000 taxable income minus capital gains ($5,600), whichever is less. 

Qualified Business Income (QBI) is income derived from a qualifying trade or business not including any capital gains and losses, certain dividends and interest income, from rental properties and income received by a pass-through entity from interest in another pass-through entity is also QBI. Wages received as an employee are not QBI nor income earned by a C-Corp. The deduction meets limitations once a qualified business has reached threshold amounts of $315,000-$415,000 for married taxpayers and $157,000-$207,500 for all other taxpayers.

“This first-ever a 20 percent deduction for small businesses allows our local job creators to keep more of their money so they can hire invest and grow in their communities.” Brady says.

The business world is as diverse as the communities they serve, but these provisions are complicated and some businesses may get the short end of the stick. The deduction is subject to limitations based on the type of trade or business, the taxpayer’s taxable income, the amount of W-2 wages paid by the qualified trade or business and the unadjusted basis immediately after acquisition (UBIA) of qualified property held by the trade or business.  

A Specified Service Trade or Business (SSTB) is not considered a Qualifying Business or trade and is subject to different limitations. The IRS SSTB list excludes those in:

Health 

Law 

Accounting

Actuarial science

Performing arts 

Consulting

Athletics

Financial services 

Brokerage services – In regards to securities. 

Investing and investment management

Trading

Dealing in securities, partnership interests, or commodities

Any trade or business where the “principal asset … is the reputation or skill of one or more of its employees or owners.”

These businesses aren’t considered qualifying businesses and are subject to SSTB limitations when taxable income is between $315,000-$415,000 threshold for married taxpayers and $157,500-$207,500 for all other taxpayers. The deduction phases out completely when income exceeds these amounts. 

An objective of the Tax Cuts and Jobs Act of 2017 was to simplify the tax code, but this deduction will be anything but simple for business owners. Figuring out how to use the deduction to your advantage will be a complex matter this year, so if you are considering taking advantage of the new 199A deduction you should contact your tax professional, accountant, and financial advisors to start planning now. 

To find out more about the new Section 199A Deduction- Deduction for Qualified Busines Income visit the Section 199A FAQ sheet on IRS.gov/reform. Notice 2018-64 provides methods for calculating Form W-2 wages for purposes of the limitations on this deduction for taxpayers who are paid as employees of their business and as the IRS continues in the development of regulations for business taxes under the TCJA, follow updates at IRS.gov/tax-reform.  I

Brittany Sabalza, enrolled agent, is director of Tax Education at Pro Tax Solutions, Indianapolis and a tax columnist.

South Bend

John Hurst
-
0
South Bend

French explorer and industrialist roots created this city

By Jaylon Jones

Full of exciting stories of explorers, settlers and industrialists, South Bend, with a population of 266,709, is the fourth largest city in Indiana. In December 1679, French explorer Robert Cavelier, sieur de LaSalle arrived at what is now Riverview Cemetery. Later LaSalle and Native American leaders met under a tree named the Council Oak to sign the Miami Treaties. 

However, the first permanent settler was Pierre Navarre, who married a Potawatomi woman. Navarre built a cabin on the north side of St. Joseph River in 1820 and created a trading post for the American Fur Co. Three years later Alexis Coquillard started a fur trade in the area as well, naming it “The Bend,” which is where the city’s eventual name derives.  

About 20 years later, the Very Reverend Edward Sorin and six Catholic brothers founded the University of Notre Dame, and 13 years later, St. Mary’s College moved from Bertrand, Michigan, to South Bend.

Known for its rich college football legacy, it makes sense that the College Football Hall of Fame opened in South Bend in 1995.

The city’s location near the  St. Joseph River made it possible for companies such as Studebaker, the Oliver Chilled Plow Works and South Bend Lathe to thrive. 

Accommodations

Innisfree Bed and Breakfast

A Queen Anne-style home built in 1892 by the Fredrickson family, Innisfree Bed and Breakfast is on the local and national historic registry. The house became a family counseling center after it was moved to its current location in the 1980s. Cindy Werner turned the home into a bed and breakfast, and 12 years later Mahan and Stephanie Mirza bought the house in 2016. Innisfree features gardens, two dining rooms  and three parlors. The five guest rooms are named for people of note such as Michael Collins and Grainnie O’Malley. 

A minimum two-night stay is required during weekends during football season.

While children are permitted, the historic home isn’t childproof and contains antique and fragile objects. Pets and smoking aren’t allowed.

Innisfree Bed and Breakfast 

702 W. Colfax Ave. 

South Bend

574-318-4838

innisfreebnb.com

Oliver Inn Bed and Breakfast

Oliver Inn Bed and Breakfast features 19th century architecture and modern amenities.

Originally, Dr. Lewis Pagin built his home on this site in the 1870s. However, James Oliver, of Oliver Chilled Plow, purchased the house and moved it to South Scott Street to be used as the rectory of St. Hedwig Parish Church rectory. Oliver then built the present house. The home was donated in 1987 after the death of Gertrude Oliver Cunningham to the Northern Indiana Historical Society. The house features seven fire places and original Waterford crystal sconces. Eight of the 10 rooms include private baths, TVs, air conditioning and ceiling fans, and some rooms have fireplaces or hot tubs. 

In 1912, a two-story, three-bay Tudor Revival-style carriage house was built in the back of the property.

Guests can enjoy a candlelight breakfast by the fire with live piano music, and the Butler’s Pantry features complimentary snacks and drinks.

Oliver Inn Bed and Breakfast

630 W. Washington St.

South Bend

574-232-4545

oliverinn.com

Attractions

The History Museum

The History Museum features attractions — The History Museum, Studebaker Museum and Oliver Mansion. Formerly the Northern Indiana Historical Society, established in 1867, the History Museum is Indiana’s second oldest historical society. The museum features fashion, French exploration and architecture at Notre Dame exhibits.

Once home to the J.D. Oliver family, the Oliver Mansion features 38 rooms, leaded glass windows and 14 fireplaces. 

Museum hours are 10 a.m.-5 p.m. Monday-Saturday and noon-5 p.m. Sunday. The Kidsfirst Children Museum is open 10 a.m.-2 p.m. Monday, Wednesday, Friday and Saturday. Admission varies on age and museums visited.

The History Museum

808 West Washington St.

South Bend

574-235-9664

historymuseumsb.org

South Bend Chocolate Company 

Founded in 1991 by Mark Tarner, the South Bend Chocolate Company began making chocolates — Domer, Rockne and Nuts for ND — under a license from the University of Notre Dame.

Tours of the 60,000 square-foot facility are available 8 a.m.-4 p.m. Monday-Friday and 9 a.m.-2 p.m. Saturday. Cost is $5 adults and $2 for children under 11. Visitors learn about the history of chocolate as well as techniques such as panning and enrobing, and dip a chocolate spoon. The Chocolate Museum features one of the largest collections of chocolate memorabilia in the world, including a 1,300-year-old-Mayan chocolate pot. 

The South Bend Chocolate Company produces more than 500 different chocolates daily. 

South Bend Chocolate Company

3300 W. Sample Street

South Bend

800-301-4961

sbchocolate.com

Dining 

Barnaby’s 

Open since 1969, Barnaby’s specializes in pizza and sandwiches. Barnaby’s won the South Bend Tribune Reader’s Choice Favorite from 2003-10, 2012 and 2015. Owner John Stratigos followed in his grandfather’s footsteps in more than one way. The address of Barnaby’s is actually the address of his grandparent’s home before it was torn down. His grandfather, Spyridon Stratigos, owned the restaurant and bar Stratigon from 1914 to 1963. Stratigos took over Barnaby’s after his father, George, died. Barnaby’s is available for birthday celebrations, corporate lunch delivery, business lunches and catering.

Barnaby’s

713 E. Jefferson Boulevard

South Bend

574-288-4981

barnabys-pizza.com

East Bank Emporium Restaurant

East Bank Emporium Restaurant has a storied history in South Bend. The first tavern opened in the building in 1912. Throughout its existence, the building was once a porcelain works, tombstone factory and a sign company, and an empty warehouse for 15 years before the restaurant opened. 

The reconstructed building uses artifacts collected from the area such as restored oak pieces, antique light fixtures, railings, spindles and oak columns. The staircase and oak doors used as paneling come from an old church. I

East Bank Emporium

121 S. Niles Ave.

South Bend

574-234-9000

Why care matters

John Hurst
-
0

How to overcome the caregiving crisis

By ARI CAMPBELL

Across the country we are experiencing a crisis — a caregiving crisis. Individuals with disabilities are the largest minority in the U.S., comprising about 20 percent of the population, and baby boomers, the largest generation in the country, are aging. These two groups do or will rely on caregivers to live independently and maintain their quality of life.

Categorized by the U.S Bureau of Labor Statistics as personal care aides, caregivers go by many names and work in many industries. Caregiving is one of the top five fastest growing professions in this country and is projected to be number one for the most new jobs from 2016 to 2026. Our need for caregivers is rapidly increasing, yet our all-time-low unemployment rates mean that filling these open positions is a challenge.

Direct Support Professionals (DSPs) assist individuals with disabilities across a variety of settings throughout their day and with a wide array of tasks. This is not a glamorous job. It has an average starting salary just above the federal poverty line for a family of three and is often funded through a mix of federal and state tax dollars. The services that DSPs provide are vital to the happiness, well-being and overall quality of life of the people they support. DSPs are not only responsible for meeting basic needs and ensuring health and safety, but, in many cases, they act as teachers, role models, counselors, mentors, advocates and friends or extended family.

Nearly 20 years ago, I entered this field as a DSP, and my reason was simple — I wanted to help people realize dreams and discover abilities that other people had written off for them as impossible. I’m able to do this through my work with Tangram, an organization that supports people with disabilities in every aspect of their life. Tangram’s DSPs assist adults with intellectual and developmental disabilities in home and community settings so they are able to achieve personal independence.

While being a great DSP doesn’t require a certificate in many states, it does require someone to have certain attributes and skills, many of which cannot be taught: genuine kindness, patience, empathy and a willingness to learn, among others. In our rush to fill open positions, we run the risk of not hiring the right people. And what does this mean for the elderly and those with disabilities, two of our most vulnerable populations? It means that our loved ones — our elderly parents, our grandparents, our neighbors, coworkers, friends and family members with disabilities — are at greater risk for neglectful and dangerous situations. When we fail to recognize, support and invest in our caregivers, we fail to value the lives of the people we entrust to those caregivers.

With DSP Recognition Week earlier this month, now is the time to reflect on the positive impact that could be achieved if we, as a culture, gave caregiving the respect it deserves.

Chances are that we, or someone we love, will need a caregiver at some point in our lives, which means we all have a role to play in addressing this crisis. Individuals can start by calling their legislators in support of wage increases for DSPs and other caregivers. Recognition and training goes a long way, but a livable wage is also a key component of attracting quality caregivers to the profession.

Companies that employ caregivers should lead the charge when it comes to changing perceptions about DSPs and caregivers. These individuals, just like any other employees, need to feel appreciated by their leadership, and they need access to the training and tools it takes to do their jobs well. When we create work environments where our employees are valued, where their efforts are recognized, where their successes are celebrated, and where they feel supported and empowered, we can begin to elevate this profession and move toward overcoming the current crisis. I

Ari Campbell, director of operations at Tangram

Finding the Divine 9

John Hurst
-
0

Perfect Apparel grows from internet to brick-and-mortar storefront

By Sarah Jameson Felder

After joining the Black Greek Organization, Kappa Alpha Psi, Willie Mathis realized it was difficult to find apparel with his fraternity’s logo. It wasn’t just Kappa Alpha Psi, it was that way for any Black Greek Organization, also called the Divine 9. Outside of college campuses, clothing to represent your respective fraternity or sorority wasn’t easy to find. Mathis changed that. He opened Perfect Apparel, a business dedicated to outfitting Black Greek members.

Mathis started the company in his basement, working part time while he and his wife, Starla, worked full-time jobs. Eventually, they outgrew the basement and opened a brick-and-mortar store. They also left their full-time jobs to become full-time business owners.

IMBM: How did the idea for Perfect Apparel come about?

Willie Mathis: In the spring of 2009 I joined the Indianapolis Alumni Chapter of Kappa Alpha Psi Fraternity Inc. Upon crossing, it became glaringly obvious that Indianapolis was in need of a store that provided Divine 9 Fraternity and Sorority Apparel. From there, the business planning began and Perfect Apparel was chartered in the spring of 2011.

What were some of the challenges you encountered early on?

Early in the process, our business strategy was to simply purchase items from wholesale distributors and resale them in Indianapolis. We found that it was hard to control the quality of the product we were selling, and we would return many of the embroidered pieces that we purchased from wholesalers. This issue led to delayed customer shipments. We learned that in order to control the quality, we had to purchase our own equipment and when we did, it opened the doors to other markets.

Can organizations, businesses or individuals purchase clothing from you if they aren’t Greek?

Perfect Apparel is a screen-printing, embroidery and promotional products business with a niche in the Divine 9 fraternity and sorority business. We embroider all types of garments for local businesses, churches, schools, private clothing brands, athletic teams and individual patrons. We do all of the embroidery and printing in house, so we embroider many upper left chest polos with corporate logos, hats with corporate logos, bags, etc. We have partnered with surrounding schools to provide spirit wear for parents and students, athletic uniforms for school teams and other athletic equipment. We work with a handful of local private label brands and print, fold, and bag T-shirts and other garments for them. And we also provide all of the promotional products that most companies use as giveaways during tradeshows or for gifts for their employees. For instance, we can provide branded pens, pencils, water bottles, backpacks, binders, car accessories, etc.

When did you know it was time to become full-time entrepreneurs? When did you open the store?

We knew it was time to grow the brand when we began getting random customers knocking at our door asking to shop. We would get calls from customers who lived in neighboring states wanted to stop by the “store” on their way through Indiana, and many times we had a basement full of college students shopping. During the last two years before we moved into the brick and mortar, we would set up our garage every week to coincide with a fraternity or sorority’s new membership intakes. One week our garage would be all Alpha Kappa Alpha items, the next Delta Sigma Theta. That’s when we knew we had to get the business out of the house. In October 2017, our brick-and-mortar store opened. We didn’t know what to expect, but when we opened the doors, we were slammed with custom orders immediately and business has continued to grow. We made the decision to leave our corporate jobs in the spring of 2018. Starla left her nursing job in March 2018, and I left my engineering job in May 2018.

Did your business model change with the transition to a storefront? Any challenges to having a physical store?

The business model changed drastically. As a web-based store only, we could afford to hold on to blank items and embroider them when a customer ordered it. As a brick and mortar store, we quickly learned that when people came in, they came to shop and we had to stock the shelves and racks with items. Early on, it was extremely hard to keep up with the demand. As soon as we’d get items on the floor to sell they’d be gone. We then had to increase our capacity. So we purchased additional embroidery machines in order to make more product. Other challenges we encountered were how to properly inventory our items, what systems to use to help us make intelligent business decisions, and how to arrange our stock room to allow us to know what we had on hand. During this time our focus on the e-commerce site slipped as well. We didn’t update our items as often as we once did, we had items in the store that wasn’t on the website and vice versa. It was hard, trying to keep up with the demand.

What are some of the joys and challenges to operating your own business?

When you own you own business it is truly a blessing. The hours of the day fly by like minutes. There is never a dull moment. Either we are in the back of the shop embroidering/printing items, in the showroom talking to customers or on the computer doing customer follow up, making orders, invoicing or marketing the business. When you own your own business, it’s hard to balance work life and home life. We have two kids, ages 12 and 9, and they are active. We had to learn to turn off when we get home to enjoy our kids and to attend their games and events. It’s a challenge because as the owner you are the president, accountant, the IT team, maintenance, janitor, marketing team, counselor, etc. You wear multiple hats and you have to learn to manage them. We enjoy every bit of what we do. We know that we have to hire additional people in order for us to continue to grow and get to the next level of our business plan. The sky is the limit for us. I

5 Indiana-made products

John Hurst
-
0
5 Indiana-made products

This isn’t your traditional kombucha. Circle City Kombucha put a modern twist on an ancient drink — a fermented tea that’s full of good-for-your-tummy probiotics. Circle City Kombucha is made from reverse osmosis filtered water, organic tea and 100 percent organic juices. It’s a low-sugar drink that’s lightly caffeinated and has vitamin B. Flavors available all year are pomegranate, ginger-lemon and peach blossom. Spring and summer seasonal flavors are strawberry rhubarb and tiki tango. Circle City Kombucha drains the scoby — symbiotic colony of bacteria and yeast, which helps make kombucha healthy — so it’s not as thick and globulous as other kombucha. It’s also a little fizzy, which makes it taste similar to soda. Circle City Kombucha isn’t just available in Indianapolis; it’s also available in Bloomington, Fort Wayne, Lafayette, Muncie and farmers markets.

More information, visit circlecitykombucha.com.

 

Named after the lunar eclipse when the moon turns a fiery copper color, Copper Moon Coffee makes fair trade coffee using 100 percent arabica beans harvested from countries around the world. The Gutwein Family left Cservenka, Austria-Hungary and settled in Indiana in 1920 and continued their flour milling business. Eventually, the Gutwein family transitioned into the feed business — livestock and birds. In 2007, brothers Brad Gutwein, president, and Cary Gutwein, vice president of operations, bought Copper Moon Coffee from Sun Capital Partners. With headquarters in Lafayette, the online store offers bags of whole coffee beans as well boxes of single-serving cups. Visit coppermooncoffee.com.

 

A sixth-generation family farm, which includes land from the original homestead dating back to 1843, the Boyer Farm in Converse is home to Healthy Hoosier Oil. Cold-pressed sunflower oil, canola oil or a blend of canola and sunflower oils are premium virgin oils. The oils, which can be used to bake, grill and sauté food and are just as versatile as olive oil, are grown, pressed and bottled in Central Indiana. Sunflower oil contains the most vitamin E, an antioxidant, compared to other oils and low in saturated fat and is cholesterol free and has zero grams of transfats. Canola oil also contains vitamin E as well as Omega-3 and Omega-6 essential fatty acids, which are needed for growth and repair and may prevent disease and inflammation. Healthy Hoosier Oil is available online at healthyhoosieroil.moonfruit.com.

Tucked away in Union City, Ghyslain Chocolatier offers handmade gourmet chocolate and French pastries. Owner Ghyslain Maurais, a native of Québec, Canada, began working in the culinary field as a way to fund his architectural education. He eventually changed career paths and entered culinary school. Mauris is certified in French pastry, chocolate décor, candy making, blown and pulled sugar and bread making. Before opening his eponymous chocolate boutique in 1998, Maurais worked as a pastry chef and executive chef at first-class restaurants and hotels. From chocolate turtles that actually look like tiny turtles to chocolate champagne bottles and macarons, Ghyslain handcrafted goodies are available in restaurants, bistros, hotels and markets in the United States and Canada. Visit ghyslain.com to order chocolates and pastries.

A trip to a farmer’s market and noticing the pies, cakes and other food items being sold, sparked an idea for Judy Coe: selling homemade noodles. The next weekend, Coe and her children sold 52 pounds of noodles — 43 pounds at the farmers market. From there, the Coe family continued selling out of their homemade noodles at the farmers market, and Mrs. Coe’s Homemade Noodles was born. Thin or wide noodles are sold in 16-ounce bags. The noodles are available in 25 locations throughout Indiana as well as online at mrscoesnoodles.com. I

Diversity from the start

John Hurst
-
0

Tools for recruiting and hiring a diverse workforce

By Sarah Jameson Felder

If diversity and inclusion are goals for your business, there are plenty of technology tools to help your company accomplish that objective.

From blind résumé reviews to neuroscience games, these tools are designed to remove the implicit bias many of us don’t know we have such as passing up a potential employee based on his or her name.

Hundred5

This software uses a 5-10 minute skills-based quiz to screen applicants instead of a résumé and cover letter. Potential candidates are chosen based on skills related to the job, eliminating bias based on age, gender, education, etc. 

Gap Jumpers

Prospective employees receive one to three days to submit answers to assignments related to the job for which they’re applying. After reviewing the employer decides to continue the interviewing process.

 

Blendoor 

Job seekers can upload their profile to the mobile app, which blurs out irrelevant information such as name, age, photo, etc. only leaving the qualifications for the job for which they’re applying. The app also collects data to show where bias occurs.

Entelo

This recruiting tool uses an algorithm to search for potential employees from underrepresented groups based on skills, gender or ethnicity. The software also makes candidate profiles from varying sources. 

Pymetrics

Using neuroscience games and bias-free AI, Pymetrics measures inherent traits to determine if candidates match certain job profiles. Potential employees spend about 20 minutes playing a behavior-based game, and those whose skills match the position move on to the next round. 

Textio

Remove potentially biased wording in job postings with this writing tool. Textio edits job postings for language that could attract or deter certain demographics from applying for a job. I

1...717273...108Page 72 of 108

© Copyright 2023 Indiana Minority Business Magazine

Contact us: newsroom@indyrecorder.com

Website Created By: KI NuMedia

Translate »
Skip to content