Fairfax City Economic Development的动态

"Having grown up poor in Brooklyn, I learned early on how to be resilient. Joining the U.S. Air Force at 17 and serving seven years on active duty, I learned to be focused on the mission. Working in major corporations including Raytheon, Sprint International, France Telecom, and AOL, and rising through the ranks to become an executive, I learned importance of hard work. After starting my own company, VARCom Solutions, 20 years ago, I got involved in the community in multiple ways, and learned how everyone can make a difference and have an impact on people's lives. In my community service roles, I have always been willing to step up and fill leadership roles and address the issues of greatest impact. In each of these roles, I have tried to identify any gaps that might exist and build consensus on the best ways to make the greatest impact. From chairman of the Dulle Regional Chamber of Commerce (the first Latino to chair a mainstream chamber in Virginia history), to Chairman of the Virginia Board of Workforce Development, to Chairman of the Virginia Advisory Committee to the U.S. Commission on Civil Rights, to Chairman of the GO Northern Virginia economic development initiative, to Chairman of Leadership Fairfax, to Chairman of the Friends of the National Museum of the American Latino (where I successfully led the effort to pass the authorization bill in Congress), to creating and Chairing the American Latino Veterans Association, to running for the Virginia House of Delegate (endorsed by the Washington Post), and serving on many nonprofit boards—in every leadership role I have strived to bring people together to work to make the biggest positive impact on the most people. So, the keys words that come to mind are resilience, mission-focus, hard work, impact, and service. Always do your best to do your best in everything your do, do it for the right reasons, try to be a servant leader, and stay humble." - Danny Vargas, VARCom Solutions #LoudounPosible #LoudounPossible #VocesDeExito #VoicesOfSuccess #HispanicHeritageMonth

?? Thrilled to join the 2024 Washington ASMC NCR PDI! This year’s theme, “It’s What We Do Next!” really speaks to me, especially from a data analytics perspective. It’s all about confronting those tough finance management issues with innovative solutions, using data to guide our decisions towards impactful outcomes faster. In a world where digital transformation is key, this event challenges us to think about how we can leverage technology, data, and analytics to not just react to problems, but proactively shape our future. It’s a call to action for us to be as agile and resilient as our warfighters, facing global uncertainties with courage and a readiness to adapt. By harnessing the power of data and digital tools, we're not just solving problems; we're transforming our approach to achieve the extraordinary. Let’s embrace this unique opportunity to drive change, armed with data and a shared purpose. ?? #DataDriven #DigitalTransformation #ASMCNCRPDI2024

Pause for a moment! Think about your team. Does it reflect the world around us? At RDW, we believe diversity isn't just a goal – it's our reality. Why? Because diverse teams drive innovative solutions. They reflect your market, your world. Isn't it time your team did the same? Discover how RDW champions diversity in executive search. Because when we say diverse, we mean business. Ready to transform your team? Let's talk. #ExecutiveSearch

At Merit Brass, we embrace the power of our fundamental 'bring it every day". Approaching every task with positive energy, passion, and enthusiasm is key to our success. We are committed to being persistent and determined in everything we do, not only for ourselves but for our team, department, and Merit as a whole. Our winning spirit is visible in everything we do. We strive to always be present and fully engaged, giving our all to achieve our goals. Interested in learning more about how we embody this fundamental? Watch our YouTube video as a few team members discuss why it's important to bring it every day. https://hubs.la/Q02pF4750 #MeritBrass #MeritBrassFundamentals

PART III - Take Action I was recently upset about leaving my last employer, REVGEN. I was committed to their mission, I believed I liked the people (mostly) and I went into this role hoping to not have to litigate over discrimination, as I had with previous employers. This was my first role since Ingram Micro discriminated against me and I was hoping for a better experience. But early into my role, I felt undervalued as a new manager (REVGENs first black manager and/or Sr. manager) after finishing over 100% in quota attainment for my first 6 months. I was given additional work that other managers were not given because of my broadened skillset compared to their other managers, sans one (outside of the scope of the job description and without additional compensation or even conversation from the CEO); My additions to improving the organization were downplayed in broader meetings with tenured staff, by the CEO; Lastly, I felt targeted once I started raising complaints about inconsistencies and structural issues. A member of HR recruiting, and a former police officer was sent to sit beside of me (seemingly searching for cause) for my last 2 months. I endured being gaslight on several occassions by the CEO and current Client Director in separate meetings, I was kept out of Standard Operating Procedure discussions between the current Client Director and Director of HR who were attempting to break rules that then discriminated against other reps and company monies spent on other employees for life events were withheld from me and my life events. I believe everything that happened to me was racially motivated. After all of the positive production I brought to the company, a portion of my bonuses (10k) were withheld, as I decided to not continue to degrade my mental health with their presence. Instead of acting on emotion or venting to peers on social media, like LinkedIn, I should have purchased legal expert Chiquita Hall-Jackson's book "We Gon Be Alright" and learned how to maximize my exit strategy without going to court. This would have absolutely helped me better prepare financially for the technology sales work demand currently. Especially when HR teams/hiring managers have no way to evaluate the environment you're coming from, potentially making you appear disloyal or problematic. Companies are pulling back from their 2020 promises, some slightly but others have halted DEIB progress completely. In 2016, race related discrimination, harassment, and retaliation cases filed with the EEOC rose by 25%. What happened in 2016 of significance and how are you preparing for another 25% increase? I HIGHLY RECOMMEND that all REVGEN employees (current and future) prepare yourselves for similar encounters, as I know that the disfunction here touched other previous managers and employees of protected classes too. Get the book, be prepared, exit smartly, while protecting your sanity and your future. #betonbias #theawaygamesmindset #normalizelitigation

The news has been heavy this week. - the SHRM HR Association has chosen to separate themselves from the “Equity” portion of DEI - Microsoft - a company with over 200,000 employees globally, but less than 15% being Black and Hispanic workers - has announced that DEI is no longer in alignment with their “business objectives”. While disheartening, it also reaffirms the crucial work that people have been doing in the background for years, way before George Floyd. DEI isn’t a trend. DEI isn’t a vanity metric. DEI isn’t a pity party. It’s understanding and appreciating the dynamics that make an individual, not only unique, but also just as valuable as you or your colleagues. You meet people where they are, not because you think it’s some kind of charity, but because you know that with the right amount of tools and resources, they can be the next change maker to impact your organization, for the better. We got 50 DAYS till Power Jump Career Summit! And We’re not leaving that room without every person understanding that their backstory is not their finish line!

Have you seen the recent DEI backlash in the news? From layoffs to the complete elimination of departments, there is a lot of noise out there! Are you wondering what comes next for the future of inclusion work? Well tap in because Alyscia Raines, CEO of ADR Consulting Group LLC , and Farzana Nayani, of Farzana Nayani, Consulting & Training, are presenting "Using Strategy To Sustain DEI Work in Unprecedented Times" at SXSW! ?? Each year SXSW gets thousands of applicants who propose to be on stage to present their innovative ideas. Help us get to Austin by voting for our session today! ?? It just takes three easy steps: - Use the link below to go to our session page - Make an account and vote UP ?? on our session page - Then drop a comment at the bottom to show us some love ??! https://lnkd.in/gegpmG36 #sxsw #workplaceculture #dei #politics #strategy #vote #share #DEI?#Consulting?#Inclusive #Equity?#Diversity?#Workplace?#Corporate?#Jobs?#Employment

NEW Blog Post:?Diversity, Equity, Inclusion, and Belonging (DEIB) in the Workplace, This Black History Month and Beyond. ?? Our latest Blogging From Beyond the Boardroom post is out, and we're sharing some insightful content.?Have you had a chance to read it???? Check it out via the VPWS Social Hub link?????? #VPWorkforceSolutions?#VPWS?#Recruitment?#Careers?#Opportunities?#Jobsearch?#ClientServices?#ClientRelations?#BloggingFromBeyondTheBoardroom?#BeyondTheBoardroom #HireExpectations?

DEI hires have always been performative nonsense. In the initial aftermath of George Floyd, major organizations got loud very quickly about how they were going to make huge shifts in their operating practices to diversify hiring, create equitable practices and address systemic racism. What are we seeing in 2024? Organizations like #microsoft and #homedepot are quietly eliminating their DEI teams and attempting to claim they are no longer required. Have things shifted SO much in the last 4 years that the requirement for this aspect of #humanresources can be eliminated? Do real practices and evaluation metrics now exist today that override #unconsciousbias to support the claims of a “return to a meritocracy “? Not even close.

At The Myers-Briggs Company, we’re on a journey to better business. This B Corp month, we’re sharing exactly how we’re moving, changing, and growing our impact. The future is this way. Are you coming? Search ‘B Corp Month’ to find out more. #bcorpmonth