Construction Companies Offer Strong Parallels for Veteran Employment

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A man looking out on a construction site

By Phil Panzarella, Chief Growth Officer, Easterseals DC MD VA

When veterans transition from the military to civilian life, organizations work to break down barriers, engage communities and connect veterans with what they need for meaningful employment, education and wellness. Community services are needed to ensure unmatched, accessible and indispensable resources and support for veterans to ensure they successfully transition to civilian life.

Veteran services provided by Easterseals’ national network of 68 affiliates focus on developing inclusive programs, including valuable training for veterans to leverage their skills to secure meaning employment.

“Easterseals has been delivering critical services to veterans and military families since the end of WWII,” says Angela Williams, National President and CEO of Easterseals, and herself a veteran. “We continue to be the ‘go to’ resource for them to help ensure their successful transition to civilian life.”

Historically, veteran employment programs are funded by the government, which in many cases lead to veterans falling through the cracks. Easterseals DC MD VA recognized this significant problem and established the Veteran Staffing Network (VSN), a meaningful innovation in the world of nonprofit service delivery. The VSN provides job search training and career coaching for veterans and military spouses.

While the VSN assists veterans’ search for employment in all industries, construction industry connections have yielded great success in matching skills to opportunities. There are established parallels that exist between the military and construction skill sets, and many candidates have qualities that construction companies would value such as flexibility, dependability and accountability.

Military service trains veterans to be problem solvers, team-orientated, safety-conscious and respectful of the same kinds of hierarchical structures that exist in the world of construction. Ultimately, there are great benefits to be realized by employing those who understand the overarching aspects of complex projects. The attributes offered by veterans are a result of military service that directly mirrors day-to-day construction operations.

According to a study performed by the Institute for Veterans and Military Families (IMVF) of Syracuse University, veterans stay at their jobs 30 percent longer than their civilian counterparts. Countless careers in the construction industry are built around operations, and job loyalty creates a smoother operational base for long-term projects. Looking at the broader military universe, veterans are often qualified at the operations management level; they are accustomed to following complex plans, working collaboratively with teams, interacting with all aspects of diverse cultures and making things happen efficiently. Operational leadership is most often found in the enlisted corps as officers are trained for tactical leadership, senior management and operations execution. They lead the deployment of assets, oversee labor resources and develop strategic plans and relationships.

But in order for veterans to deliver their best work, companies must be willing to provide job training. Recognizing that veterans are highly experienced at learning quickly and deploying effectively, training programs are essential and valuable for 18-26-year-olds transitioning to civilian life.

Unbeknownst to most, the Project Management Professional (PMP) certification is a product of the construction industry. To meet the prerequisites required to take the PMP exam today, one must have a background in project management. Many veterans leave the military with those skill sets, and nonprofit veteran organizations are there to help them identify that experience and prepare them to leverage opportunities. A veteran interested in learning whether they qualify should engage with an organization like the Easterseals VSN.

While working to connect veterans to meaningful employment, the VSN simultaneously works with construction companies and their veteran employees to create veteran-friendly workplace cultures. In general, creating a robust military culture is an organizational lift. One key aspect of such a culture is the appointment of an executive champion, who can drive the “we proudly employ veterans” message to a variety of external and internal communities, both horizontally and vertically.

Best practices that demonstrate veteran-friendliness include establishing veteran-specific links and landing pages on corporate websites, pushing job postings to channels that veterans often visit, and ensuring presence at job fairs aimed specifically for veterans seeking employment. With all that said, it’s incumbent upon the company to provide its recruiting teams with training on how to speak a veteran’s language.

Engaging with an organization that can assist with employment and help to establish the right program is a great first step to creating a veteran-friendly culture. The construction industry is an ideal area of employment for veterans to cultivate their top-tier talents in order to find their passions. By providing workplace diversity, construction companies create attractive careers for veterans interested in taking their next step in life.

To learn more about the Veteran Staffing Network, click here.

Post-military resumes: Tips for service members entering civilian workforce

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resume tips for military veterans transitioning into civilian life

By Cortney Moore, FOXBusiness

Veterans who are nearing their final deployment or have exited the military are likely in need of employment.

Many military ranks and jobs are transferable to civilian positions, but at times it can be hard to translate that service into terms recruiters understand. Here are six quick tips career experts recommend for veterans transitioning into the non-military workforce.

Knowing how to translate veterans’ skills and achievements into the civilian world is essential, according to Kimiko Ebata, a military transition specialist and founder of Ki Coaching, a career consulting service based in New York City.

“Service members should start this process by reviewing the civilian-friendly explanation of their Military Occupation Code (MOC) that is outlined on the website for their particular branch of service,” Ebata told FOX Business. “When reviewing this explanation, service members should pay special attention to the civilian-friendly descriptions that are used for their military occupation, as these will be the terms that will be most relevant to them with their civilian applications.”

She added that military performance reviews could help veterans when they’re first compiling their list of skills, which might include held positions or notes about secondary duties.

Whether a veteran has a specific industry in mind or would like to explore their options, having an appropriate resume with relevant experience could be the key to a callback.

Click here to read more on FOXBusiness.com

Coast Guard Admiral to Become First Female Service Chief, Shattering Another Glass Ceiling

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Linda L. Fagan becomes first female service chief in the coast guard.

By John Ismay, The New York Times

Adm. Linda L. Fagan will shatter one of the last glass ceilings in the military on Wednesday when she takes the oath as commandant of the Coast Guard and becomes the first female officer to lead a branch of the American armed forces.

Admiral Fagan, who was previously the service’s second in command, graduated from the Coast Guard Academy in 1985, in just the sixth class that included women. She steadily rose through the ranks, serving at sea on an icebreaker, and ashore as a marine safety officer.

It was not until much later in her career that she thought becoming commandant might even be possible.

“A lot of people would say, ‘Oh yeah, I knew she was going to be an admiral,’ but I didn’t think about it,” Admiral Fagan recalled. “Even when I was first selected as an admiral you don’t think about it, and then all of a sudden you look around and you go, ‘Oh yeah, all right, I guess this is possible.’ ”

When I look up in the organization, at least just a couple years ago there was not a ton of diversity,” Admiral Fagan said in an interview. “Even still we don’t have the diversity we need at the senior leadership ranks. But as I look back, it’s all there and coming — certainly for women, and we still need to increase our number of underrepresented minority males.”

She will be the 27th commandant of the service, which traces its roots back to the creation of the Revenue Cutter Service shortly after the Revolutionary War, and merged with the U.S. Life-Saving Service to become the Coast Guard in 1915.

At Coast Guard headquarters in Washington last week, Admiral Fagan noted the historic significance of her achievement as she walked through a hall filled with portraits of her predecessors. She paused in front of a painting of Adm. Owen W. Siler, the 15th commandant of the service, in the 1970s.

Click here to read more on the New York Times

NASM Supports Military Families with Career Opportunities

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Young military couple kissing each other, homecoming

By Chris Billingsley

NASM (National Academy of Sports Medicine), a global leader in fitness education and certifications, supports military families – not only on days like the annual – Military Spouse Appreciation Day – but every day by providing 30% off all courses for military members and their families, as well as a free course on mental toughness.

Since 2017, NASM has been recognized as a Military Friendly School, and its Certified Personal Training (CPT) program is also eligible for military funding reimbursement.

Not only do NASM courses offer invaluable health knowledge, for military members and their spouses, NASM also offers flexible career opportunities perfect for a military family’s lifestyle, which can often include multiple moves and makes working in a traditional environment difficult.

Working as a NASM certified personal trainer, wellness coach, or nutrition coach offers the freedom to work wherever and whenever works best for your family, while offering the purpose and satisfaction that comes from helping others achieve their goals.

In fact, for those that want to coach virtually, now is the best time to get started. NASM is seeing a 23% uptick in graduates who are offering virtual services since 2017, with the online fitness industry projected to grow from $16.15 billion this year to $79.87 billion in 2026.

Military spouses looking for career opportunities can also apply MyCAA scholarship funding to specific programs, including a Group Fitness Instructor certification through AFAA (Athletics and Fitness Association of America).

Learners have many options for their course of study – whether they’re interested in offering clients nutritional support, fitness knowledge, or comprehensive wellness coaching. NASM even offers bundles of courses as well as specializations, such as virtual coaching, to help students create the best program for their career goals.

For more information on how NASM supports military members and their families, visit www.nasm.org/certified-personal-trainer/military-support.

Wells Fargo Launches Military Spouse Hiring Program, Designed to Onboard 100 New Employees Per Year for the Next Five Years

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wells fargo store in the city

By Yahoo! Finance

Wells Fargo & Company (NYSE: WFC) recently announced its Military Spouse Homefront Heroes Hiring program, offering mid- to high-level remote, hybrid, and in-office career opportunities with a focus on portability for spouses of those actively serving. The new program is designed to onboard 100 new employees each year for the next five years.

Wells Fargo’s Military Spouse Homefront Heroes Hiring (HHH) program is now accepting interested candidates into its talent community in preparation for launching 100 open positions in early June 2022. The HHH program team will help prepare candidates and hiring managers for a virtual hiring event, assisting with resume development and interview training to help applicants articulate transferrable skills and potential employment gaps. The virtual hiring event will occur in August 2022, with a program start date of Sept. 12, 2022.

The announcement came in advance of Military Spouse Appreciation Day on Friday, May 6.

“The 24% unemployment rate for military spouses far exceeds the national average; this is largely a result of permanent change of station and the inability to have a portable career,” said Sean Passmore, head of Military Talent Strategic Sourcing and Enterprise Military & Veteran Initiatives at Wells Fargo. “There is no one-size-fits-all solution to military spouse un- or underemployment. The scale and complexity of HHH demonstrate our understanding of the unique career challenges faced by military spouses, and our commitment to helping solve the problem.”

Positions will be available in Human Resources, Consumer & Small Business Banking, Technology, Wealth & Investment Management, and Consumer Lending. Each line of business will host 20 roles, and new hires will begin the inaugural program on Sept. 12, 2022.

HHH is just one of several programs Wells Fargo has implemented to serve and employ the military community. Others include:

The Veteran Employment Transition (VET) Program: A nationwide, competitively paid 8+ week Spring and Fall internship for experienced talent that converts directly to a full-time role based on performance. Interns develop an understanding of the daily responsibilities of a full-time Wells Fargo employee, while networking and participating in special training opportunities.

Military Apprenticeships: A Department of Labor structured experiential training program that results in skills certification for applicants who do not initially meet qualifications for the non-apprentice equivalent role.

Boots to Banking: A Wells Fargo one-of-a-kind program designed to attract, prepare, and hire military talent into various career opportunities through military-specific hiring events. Pre- and post-event components include candidate and hiring manager preparation along with valuable resources for a successful transition.

Corporate Fellowship Program: In partnership with the U.S. Chamber of Commerce Foundation’s Hiring Our Heroes Initiative, the program hosts military personnel within six months of separation for a 12-week fellowship experience to achieve full-time employment.

Applicants interested in joining the HHH talent community should visit the Military Spouse Homefront Heroes Hiring Program website.

Click here to read the full article on Yahoo! Finance.

Naval Base San Diego Hybrid Career Fair!

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Man holding a Job Fair sign

The Naval Base San Diego Hybrid Career Fair is coming to San Diego’s Scottish Rite Event Center, May 12, 2022.

FREE ADMISSION: Open to ALL branches of service active duty, reservists, veterans, family members and DoD employees.

May 12, 2022 @ 11:00 am – 1:00pm

We love helping our veterans to find employment opportunities after transitioning from the military, as well as their spouses.

You are invited to attend our upcoming career fair, attendance is free!

This is your chance to meet directly with hiring managers looking to HIRE Vets!

REQUIRED:

1. MUST Have Base Access

2. MUST WEAR MASK and Temperature Check before the event. Safety measures will be forced.

Event highlights

• Opportunity to meet face-to-face with local and national employers

• Onsite Interviews

• Network with key community resource providers

• Learn about military family benefits and more!

• Dress for success & bring plenty of resumes!

Title Sponsor: Honeywellhttps://careers.honeywell.com/us/en

Register Now And Also Get The Hybrid Details: https://www.eventbrite.com/e/naval-base-san-diego-hybrid-career-fair-sponsored-by-honeywell-tickets-180341154247

Check Out Our Job Board For Your Military Transition

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man wearing a military uniform on left and a suit on the right

Search for employment opportunities and connect with companies that are looking to hire veterans!

Before you start, some things to keep in mind:

Build Your Resume

The goal of a resume is to effectively summarize and highlight your qualifications in a way that will make the employer want to reach out and schedule an interview with you. These tips will help you build a resume that will stand out.

  • Collect your assets. Get a copy of your Verification of Military Experience and Training through the Department of Defense. The VMET document helps you prepare resumes and job applications quickly when you separate from service. Include essential components like contact information, job objective, summary of qualifications, employment history, education and training, and special skills.
  • Tailor your resume for the job. Translate everything into civilian terms and include volunteer experience.
  • Write a cover letter. Get the name of the person in charge of hiring, keep it to one page and always follow up.
  • Tap into resume-building tools. Check out Veterans.gov and VA.gov.

Find the Right Civilian Career

Your military experience is valuable to many employers, but it’s up to you to get out there and sell it. Start with these tips:

  • Get in touch with friends and fellow veterans. Organize your contacts and connections.
  • Tap into the services of your transition assistance offices. Get referrals for employment agencies and recruiters, job leads and career counseling.

And besides our job board, take advantage of the many job fairs, of which many are virtual:

Hiring Our Heroes career events for transitioning service members, veterans and military spouses.

DAV Job Fairs

American Legion Job Fairs

Recruit Military Job Fairs

  • Look for veteran-friendly companies. Many organizations are committed to helping veterans find a good job. Look for programs such as the U.S. Chamber of Commerce Foundation’s Hiring Our Heroes initiative. Check out organizations like Soldier for Life, Marine for Life, the Military Officers Association of American, Non-Commissioned Officers Association or Enlisted Association, and United Service Organizations. Also, see the HIRE Vets Medallion Award for a list of organizations committed to veteran hiring, retention and professional development.

Get started with your job search today!

How to recruit and retain veteran employees

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black female soldier working on a laptop

Military veterans make outstanding employees who hold skills and assets that transfer over to any workspace. The question is, how can you not only attract veteran employees to your business but encourage them to stay in their position.

Consider these four simple yet effective steps:

Use Military Networks

Sometimes, posting a generic job post to a popular job search website isn’t enough to attract the veteran candidates that would be right for your company.

Utilize veteran networks, career fairs, and spaces to attract and educate yourself on how to best employ veteran candidates.

Employers can utilize an abundance of resources and organizations to help them get started on their journey.
 

Some helpful organizations include:

  • The American Legion
  • American Job Center
  • National Labor Exchange
  • Rallypoint.com
  • Indeed.com (special paid features)
  • Hiring our Heroes

Many of these organizations additionally include information on attending veteran career fairs where you can speak to potential employees in person and discover what their assets, needs, and skillsets are. The more veteran connections you make, the more likely you will find candidates or references that you can utilize in your workspace.

Meet their Standards

Veterans are extremely loyal to an organization. What is good for your veteran population is also good for any employee. However, if the environment does not meet veterans’ needs, they tend to leave an organization quicker than their non-veteran counterparts. Veterans are often interested in:

  • A challenging/engaging opportunity.
  • Clearly stated expectations of the position.
  • A known pathway for advancement in the current position and organization.
  • A mentor (preferably a veteran) on arrival and an onboarding program to ease integration and adjustment to the organization’s culture.
  • Clear and open verbal and written communication — veterans are accustomed to in-person communication from leadership.
  • Career professional development.
  • Impact on the organization — veterans want to know what they are doing has “meaning.”
  • Compensation and benefits.

Transitioning from the field to the workplace can be difficult for any military veteran. Remember to be patient, considerate, and empathetic to the needs and experiences of your veteran employees.

Know the Lingo

Many veterans have the experience you are looking for in an employee; however, it may translate differently when their specific skill set is written on paper. For example, if you are looking for a Marketing Manager, you’re not likely to find a military veteran who holds that exact title on their resume. However, titles such as an Enlisted Accessions Recruiter, Psychological Operations Specialist or Recruiter are all positions that a veteran could have held and learned the same experience. Utilizing the translators found on websites such as careerstop.org can help you find the military job titles that match your civilian job needs.

Provide Specialty Resources

Providing a space where veterans can have extra support in their transition is one of the most valuable things you can do not only to attract but keep your veteran employees. Providing on-site training, creating veteran affinities and ERGs, establishing veteran mentorship programs, and ensuring that your leadership team is educated to the needs of your veteran employees are all added resources that will ease the anxieties of military transition. The more comfortable and supported you can make veteran employees feel, the stronger your employees and team can become.

Every veteran will have different experiences and difficulties in the workplace, but ensuring that you provide a safe, supportive environment is one of the best things you can do to attract and retain veterans.

Source: Department of Labor, Berkshire Associate, CareerOneSt

What Makes a Résumé Great? Science, and a Résumé Expert, Has the Answer

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Human resource manager looking at many different cv resume and choosing perfect person to hire. HR concept on virtual screen.

By Jeff Haden

As the old saying goes, you can’t win a race in the first lap, but you can definitely lose one. The same is true with résumés: Even the greatest résumé won’t, on its own, cause you to hire someone — but a relatively poor résumé will almost always get tossed into the “no” pile.

Fair or unfair, that’s the reality.

And also, the problem, because whom you decide (and, just as important, don’t decide) to interview helps determine whom you hire — and as a result, determines the skills, talent, and expertise of the people around you.

So, if it all starts with a résumé, how do you define a “good” résumé? Or better yet, a “great” résumé?

Science can partly answer the question. In 2016, researchers at the University of Michigan conducted a study “systematically examining the impression management (IM) content of actual résumés and cover letters and empirically testing the effect on applicant evaluation.”

Or, in non-researcher-speak, tried to figure out what does and doesn’t work when it comes to crafting a résumé that lands a job interview.

In general terms, a little self-promotion (think a few superlatives like “excellent” and “outstanding”) is good; a lot is not. So is a little ingratiation (think “I would love to be a part of such an awesome team” or “I would love to contribute to such a worthwhile mission”); a lot is not. As with most things, moderation is key.

Helpful, but only to a point. While what a candidate has done is interesting, what you care about most is what the person you hire can do.

And to determine that, you also need a story.

According to Brian Brandt, a certified professional résumé writer who specializes in crafting résumés for people seeking finance, technology, logistics, biotech, and pharmaceutical positions, “A résumé should be built from the candidate’s journey but pointed to his or her future. A résumé that scrolls the past is a document that elicits the wrong kinds of questions.” (More on that in a moment.) “The best résumés show the capacity to go where the candidate wants to go.”

Which, if you craft your job postings properly, will align with what you need the employee you hire to accomplish.

According to the University of Michigan research, what you ask for in a job posting is largely what you will get. Use lots of superlatives in your job postings, and most candidates will respond with lots of superlatives. Talk a lot about mission and purpose and culture, and you’ll get plenty of ingratiation.

The better approach? Imagine you’re looking for a person who has accomplished specific things; a great résumé — and great candidate — describes what the candidate has done and tells a story that indicates their development and growth supports what you need them to actually do.

“The best résumés are never just reflections of accomplishments and achievements,” Brian says. “They’re well-curated documents that move the conversation to second- and third- interview turf.”

And that’s where the “questions” issue comes into play. Some résumés spark the wrong kinds of questions: “Does the candidate possess the right attributes?” “Does the candidate have the right experience?” “Does the candidate possess the work ethic, interpersonal skills, and cultural fit?” Those questions indicate doubt.

The right questions? “That’s amazing; how did she do that?” “That was an interesting career move; I wonder why he shifted to a different functional role?” “Most operations managers didn’t spend their college summers working on archaeology digs; I wonder how that all ties together?”

According to Brian, those are the kinds of stories a great résumé tells.

Because they answer the questions you most need answered — and will want to ask more about during job interviews. Whether the candidate’s actual accomplishments show they are capable of achieving what you need them to achieve. Whether the candidate displays values similar to those your organization embraces.

Whether the candidate displays the tangible and less tangible skills, attributes, and qualities you need most.

A great résumé provides the initial answers; job interviews provide the deeper, more substantive answers.

So, what should you look for in a résumé? According to Brian, a great résumé tells a story that doesn’t make you ask whether the candidate might be able do the job.

A great résumé leaves you wanting to know not whether, but just how well, the candidate will do the job.

If you don’t find yourself wondering that…then it’s not a great résumé.

The Benefits of Hiring Veterans

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black professional male smiling, giving the thumbs up sign

Numerous positive outcomes result from military service. As an employer, you can benefit from the training and experience a veteran brings to the workforce.

Military personnel and veterans have been vetted by their training. All members of the military complete basic training, which is designed to “break an individual down” and then train them back up. Basic training varies by branch but includes intense physical training, academic and skills training, and socialization into that branch’s culture. When you hire a veteran or member of the military, the training you supply is built on top of a foundation that has already been set in the military. Military service instills strong values, selfless service, and loyalty — desirable attributes in an employee.

Military service results in the acquisition of numerous skills, training, and experiences that would benefit any company or agency.

Veterans in the General Workplace:

No matter the position, veterans are equipped with an array of strengths that translate into any job space, including:

  • Working well in a team. Teamwork is considered an essential part of daily life and is the foundation on which safe military operations are built.
  • Having a sense of duty. Responsibility for job performance and accountability for completing missions are something to take pride in.
  • Experiencing self-confidence. Holding a realistic estimation of self and ability based on experiences is expected of each service member.
  • Being organized and disciplined.
  • Possessing a strong work ethic. In the military, the mission always comes first.
  • Having the ability to follow through on assignments, even under difficult or stressful circumstances.
  • Possessing a variety of cross-functional skills, such as extensive training on computer programs and systems, interacting with various people with different skills to accomplish a task, and coordinating and troubleshooting problems in novel and known conditions.
  • Being able to problem solve quickly and creatively.
  • The ability to adapt to changing situations.
  • Naturally following rules and schedules.

Veterans Make Strong Leaders

Military service teaches and cultivates leadership skills that translate smoothly into the roles of supervisor, manager, and other “high up” positions. These skills include:

  • Taking responsibility for self and actions
  • Making sound and timely decisions
  • Setting the example
  • Understanding and accomplishing assigned tasks
  • Being dependable
  • Cultivating abilities to meet a variety of challenges
  • Being disciplined

Veterans are Educated

After completing their service, veterans have easier access to educational and training resources. This means that in tandem with their hands-on experience in the military, they are typically more educated in their craft. These skillsets often manifest as:

  • Technical and tactical proficiency in a variety of skills
  • Technical education for a specific military occupational specialty

Veterans are Mature

Military service can result in personal growth and positive emotional experiences that foster a sense of respect and maturity that might not be seen otherwise. Veterans often exhibit:

  • Enhanced maturity
  • Self-improvement
  • Knowing oneself better (e.g., strengths, capabilities, areas for improvement)
  • Strengthening of resilience
  • Positive transformations following trauma or situations of extreme stress
  • Improved coping skills
  • Pride (e.g., in self, unit)

Veterans Understand the Importance of a Team

Veterans are taught the importance of interpersonal skills and relationships in professional and personal settings. They are often more knowledgeable about working productively on a team with different opinions, personalities, and behaviors than those without military experience. Veterans are especially good at:

  • Creating camaraderie and deep friendships
  • Interpersonal maturation
  • Working well in teams and understanding the importance of cooperation
  • Looking out for the welfare of the team

Hiring a veteran will not only allow you to gain employees who are dedicated, lead naturally, develop an array of job skills, but are some of the greatest assets your company can have to better your company.

Source: VA.gov

Diversity in the Healthcare Industry, at Every Step

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Abbott and Local Initiatives Support Corporation (LISC) recently announced a $37.5 million initiative to empower diverse small businesses to help create a more diverse healthcare supply chain. The initiative will provide diverse small-business owners with the tailored solutions, support and resources they need to grow, compete and create jobs – enabling greater diversity in healthcare and a more inclusive supply chain for Abbott and other healthcare companies.

This work advances Abbott and LISC’s shared commitment to create a more diverse healthcare industry and generate jobs and stronger economies in underinvested communities.

This funding opportunity is open to qualified diverse small businesses and offers support through:

  • Growth capital: interest-free capital to help businesses overcome hurdles to expansion, such as investing in management systems to comply with regulatory and environmental requirements
  • Business loans: flexible, affordable loans that would not typically be available through conventional lenders
  • Tailored coaching and technical assistance: targeted, customized support, including help with fulfilling investment and loan requirements and identifying and addressing specific business challenges

Eligible diverse small businesses for program participation and funding must be:

  • Diverse-owned, defined as those that are majority owned by people of color (including Black, Latino, Asian and Native Americans), women, veterans, people with disabilities, people who identify as LGBTQ, and other historically underrepresented groups;
  • In business for more than two years and are based in the U.S. with an annual revenue of $250,000 or more; and
  • Focused on manufacturing nutrition, diagnostics, medical devices or other health technologies, or offering business-to-business products and services that the healthcare industry can use.
  • Sole proprietors are not eligible for the program.

For more information about this initiative, please visit the LISC site. And to learn more about Abbott’s work to support a more diverse supply chain, visit Abbott’s site.

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Upcoming Events

  1. City Career Fair
    January 19, 2022 - November 4, 2022
  2. The Small Business Expo–Multiple Event Dates
    February 17, 2022 - December 1, 2022
  3. Multiple Hire GI Hiring Events During June-December!
    June 21, 2022 - December 8, 2022
  4. San Diego Unified Construction Expo 2022
    July 13, 2022
  5. Business Beyond Barriers Conference + Expo
    July 14, 2022