Dear Editor:

I am writing to you because recently, the University of Cincinnati has decided to spend money and effort to replace residence hall bathroom signs to specify for “biological” men and women as a result of an Ohio bill being passed. This has caused a lot of uproar in students, especially because UC is home to so many LGBT+ students. I myself have friends in my major who are transgender and nonbinary, and this will be directly affecting them.

After emailing the president of the University, he sent out a mass email to the student body saying that the University will be getting rid of all traces of DEI in classes, social media, scholarships and more. This new statement is terrifying for the diverse student body who attend this institution. Although it is because of the current Trump Administration’s new regulations, but the University of Cincinnati was the FIRST in this region to begin this as soon as possible, marking themselves (sic) as the precedent in showing their students do not matter.

I think speaking on this issue would be important to help get the word out about how everything that is happening in our government right now is directly affecting places like our colleges, making our homes here feel unsafe and making the students that pay thousands of dollars every year feel like they do not matter to this institution at all. 

Hailey Smith
Interior Design
College of Design, Architecture, Art and Planning
University of Cincinnati

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Target Corporation’s stock plummeted by approximately $27.27 per share by the end of February, erasing about $12.4 billion in market value. The drop came on February 28, the designated economic blackout day, and coincided with mounting backlash over the retailer’s decision to abandon its diversity, equity, and inclusion (DEI) commitments.

The National Newspaper Publishers Association (NNPA) has taken action through its Public Education and Selective Buying Campaign. NNPA President and CEO Dr. Benjamin F. Chavis Jr. said, “Black consumers helped build Target into a retail giant, and now they are making their voices heard. If corporations believe they can roll back diversity commitments without consequence, they are mistaken.”

Reverend Jamal Bryant, pastor of New Birth Missionary Baptist Church in Georgia, has led calls for a “40-Day Target Fast,” urging Black consumers to withhold their spending at the retailer. “Black people spend $12 million a day at Target,” Bryant said. “If we withhold our dollars, we can make a statement that cannot be ignored.”

The NAACP also issued a Black Consumer Advisory in response to Target’s DEI rollback, warning Black consumers about corporate retreat from diversity initiatives. The advisory urges them to support businesses that remain committed to investing in Black communities.

Target is also facing legal battles. Shareholders have filed lawsuits challenging the company’s DEI policies, arguing that the commitments hurt financial performance. Meanwhile, conservative groups have sued over Target’s diversity efforts, claiming they discriminated against white employees and other groups.

“Consumers have the power to demand change, and Target is learning that lesson the hard way,” Chavis said.

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Contributed

University of Cincinnati President Neville G. Pinto released the following letter to media, staff and students, following the future of diversity, equity and inclusion (DEI) programs that also apply to universities and other educational institutions that accept federal funding:

Dear UC Community,

I write to you today to share some challenging truths about the future of diversity, equity and inclusion (DEI) at the University of Cincinnati. As you are no doubt aware, the federal government has effectively outlawed DEI programs and practices within government entities, including public universities nationwide.

If you haven’t already, please take the time to read President Trump’s Executive Order 14173 from January 21 as well as the February 14 “Dear Colleague” letter from the U.S. Department of Education Office of Civil Rights (OCR), which calls for the elimination of DEI in higher education.

Taken together, these federal actions are sweeping in their scope, categorical in their conclusions and pressing in their timing. The OCR letter specifically states that we must comply with these new rules by February 28, after which OCR will begin holding noncompliant universities accountable.

In response to these mandates, Provost Kristi Nelson and I spent this week informing our deans and vice presidents of the initial steps we must take to ensure compliance. We also met with Faculty Senate Cabinet to inform them of the implications of these developments. Our message to them — and to you — is this: Given the extent to which our university, like most educational institutions, relies on federal funding to deliver and sustain our core mission, it is untenable to operate as if noncompliance with these directives is an effective option. In addition, Ohio’s 136th General Assembly is in the process of fast-tracking Senate Bill 1, which, in its current form, reinforces federal DEI prohibitions.

Given this new landscape, Ohio public and federally supported institutions like ours have little choice but to follow the laws that govern us. Meanwhile, we will continue to work through our state and federal Government Relations channels to encourage legislators to support policies that honor the mission of public higher education, which is so essential for the development of citizens for our democracy.

What does all of this mean for UC as of today?

Our leaders have begun evaluating jobs and duties related to DEI and examining our DEI programming, initiatives and projects to bring all areas into compliance. In addition, we have begun removing references to DEI principles across university websites, social media and collateral materials. This will be a heavy lift, and I am thankful for our university leaders and their teams who grasp what is at stake in this moment. We must approach this process with the thoughtfulness and thoroughness that such complex comprehensive endeavors entail, while always keeping the well-being of the people most affected at the heart of our efforts.

I recognize that these decisions are weighty, and these actions are a departure from decades of established practice within academic communities. I also continue to ask for your patience and understanding as we do the hard work that will be required to unwind many years of DEI efforts under an extremely compressed timeline.

We are committed to meet both our compliance obligations and our mission to provide a supportive learning and working environment where all are welcome, safe and free to be successful. Indeed, there remain many unanswered questions, and we are working diligently to arrive at answers. As we move forward, we will share updates as information becomes available.

Sincerely,
Neville G Pinto

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By April Ryan

NNPA NEWSWIRE — Before the completed investigation officially began, President Trump laid the blame for the accident on the Army helicopter. He felt it should have been flying at a different altitude, higher or lower, than the jet.    

“We are dealing with a vicious adversary,” according to Rev. Al Sharpton, the head of the National Action Network speaking of President Donald Trump and his hate diatribe Thursday morning. President Trump blamed DEI, the Obama and Biden administrations along with former Transportation Sec.   Pete Buttigieg for the deadly midair crash over the Potomac last night. 67 people died after an accident between an American Airline Plane and an Army Helicopter. When asked why President Trump thought diversity had something to do with the crash, he said,” I have common sense and most people don’t.” Reverend Al, who is investigating the impact of the Trump anti-DEI efforts in retail believes Trump is “obsessed with race” and he is a “raw, insensitive, uncaring man.”

Former Secretary Buttigieg immediately went to social media making a statement saying, Trump should be leading, not lying.” Buttigieg also fact-checked Trump saying we grew Air Traffic Control and had zero commercial airline crash fatalities out of millions of flights on our watch.”

During Trump’s rant on DEI at the White House briefing room podium, he asserted, “the FAA’s diversity push includes a focus on hiring people with severe intellectual and psychiatric disabilities. That is amazing. And then it says, the FAA says, people with severe disabilities, the most underrepresented segment of the workforce, and they want them in, and they want them. They can be air traffic controllers. I don’t think so.” Trump went on to say the prior administrations felt those departments were “too White.”

According to reports FAA staffing has been an issue since Inauguration Day January 20, 2025.  Also, Elon Musk, the head of the White House Office of Government Efficiency is reported to have asked the head of the FAA to resign. 

Former Black Obama Administration Transportation Secretary Anthony Foxx exclusively told this reporter after the Trump statements,” I would caution against any definitive conclusions until that work [investigation] is done by trained, experienced professionals.”

Foxx, who also worked as a transportation consultant in the Biden administration admonished the Trump address saying, “There is no sugar-coating the tragic midair collision that occurred last night. In my experience, safety has always been the number one focus of the Federal Aviation Administration.” Foxx says there is a safety mission to be completed after this tragedy. “There is a well-practiced root cause process that has been taken in the past. It should be used now with competent professionals. A comprehensive, fact-based investigation will answer the many questions we all have. It would also help guard against future accidents of this type,” according to the transportation expert.

Before the completed investigation officially began, President Trump laid the blame for the accident on the Army helicopter. He felt it should have been flying at a different altitude, higher or lower, than the jet. When it comes to the president’s corrosive comments, reaction has been swift from the Civil Rights community. In a statement from the President and CEO of the National Association for the Advancement of Colored People, Derrick Johnson, “The NAACP is disgusted by this display of unpresidential, divisive behavior.” Johnson told this reporter in a text message, “The President has made his decision to put politics over people abundantly clear as he uses the highest office in the land to sow hatred rooted in falsehoods instead of providing us with the leadership we need and deserve.”

As Trump worked to distract with his words on DEI, the questions still abound as to what caused the deadly plane crash. Former Sec. Foxx, immediately following the fatal crash said. “My worst fear is that something happened with the avionics. I hope and expect that this is not the case. But most aircraft these days run in a form of GPS. Could a warning system have failed? But then, how can two systems fail? That leads to some even more grave concerns about interference with the systems. There are many other potential causes.”

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By Stacy M. Brown, NNPA Newswire Senior National Correspondent

In 2020, following the global Black Lives Matter protests, Walmart pledged to foster a culture of inclusion and belonging. Its “Belonging” program promised associates they would “feel seen, supported, and connected” and highlighted that diversity would drive engagement and business success. Four years later, Walmart is reversing course, dismantling many of those commitments as the incoming Trump administration advances policies critics argue will deepen racial divisions in America.

Once vocal about promoting diversity, equity, and inclusion (DEI), the retailer announced it would no longer consider race or gender when awarding supplier contracts or collecting demographic data for financing eligibility and grants. Walmart will also review its financial support for “Pride” events and restrict the sale of products such as chest binders for minors, which were previously marketed as part of gender-affirming care.

In a statement, Walmart pointed to its corporate purpose: “Our purpose, to help people save money and live better, has been at our core since our founding 62 years ago and continues to guide us today. We’ve been on a journey and know we aren’t perfect, but every decision comes from a place of wanting to foster a sense of belonging, to open doors to opportunities for all our associates, customers, and suppliers and to be a Walmart for everyone.”

The changes follow efforts by conservative activists, including commentator Robby Starbuck, who has targeted major corporations for their diversity initiatives. Starbuck said his discussions with Walmart led to these changes and described the retailer’s decision as “the biggest win yet for our movement to end wokeness in corporate America.” Walmart has also discontinued racial equity training, ended participation in the Human Rights Coalition’s Corporate Equality Index, and removed terms like “Latinx” and “DEI” from its corporate lexicon.

The reversals align with the broader push from the incoming Trump administration to dismantle diversity programs nationwide. Trump has promised to eliminate federal DEI programs, dismantle protections for LGBTQ+ individuals, and penalize companies that prioritize diversity in hiring and promotions. His administration plans to enforce stricter oversight of corporate diversity efforts through the Department of Justice, targeting practices that allegedly violate laws barring racial and gender-based discrimination.

A Trump spokesperson, Steven Cheung, said the incoming president has made it clear that ending DEI policies is a top priority and that Americans have voted to favor these changes. Vice President-elect JD Vance has also supported efforts to abolish federal DEI programs and repeal Biden-era protections against discrimination based on sexual orientation and gender identity.

Proponents of DEI argue that such initiatives help companies hire and retain diverse talent and foster innovation. Jamie Dimon of JPMorgan Chase and other business leaders have repeatedly emphasized that diversity benefits both the workplace and the bottom line. Despite this, corporations like Bud Light, Target, and Ford have scaled back or abandoned diversity efforts following boycotts and conservative pressure campaigns.

The rollback of diversity efforts comes as data reveals significant racial inequities in corporate leadership. USA Today reported that its investigation found that white men hold seven out of 10 executive officer positions at the nation’s largest companies, with one in seven of those companies having all-white executive teams. The lack of representation underscores the stakes for employees of color and marginalized communities as diversity programs face increasing opposition.

Experts warn that the rollback of corporate diversity efforts, combined with the Trump administration’s aggressive stance, could deepen racial and social divides in the United States. Franklin Turner, a corporate attorney specializing in federal contracts, said that while companies dependent on federal funding may adjust their policies under pressure, most are unlikely to abandon diversity efforts entirely.

David Glasgow, executive director of the Meltzer Center for Diversity, Inclusion, and Belonging at NYU School of Law, told reporters that the work would continue. “It may need a rebranding, but there is no universe where even the most hostile presidency is going to be able to completely eliminate an entire field of work because there are too many people out there who care about creating organizations that are respectful, that are inclusive, and where people have equal opportunity,” Glasgow remarked.

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By Abigail Folberg, University of Nebraska Omaha; Laura Brooks Dueland, University of Nebraska Omaha, and Mikki Hebl, Rice University

Critics of diversity, equity and inclusion programs, commonly referred to by the acronym DEI, are increasingly using boycotts and bans to fight against their use. People often argue that this anti-DEI backlash is motivated by race-neutral concerns – for example, that DEI practices are irrelevant to work performance or are too political.

But our recent research, published in the peer-reviewed Journal of Occupational and Organizational Psychology, suggests that conservative critiques of DEI often boil down to one thing: anti-Black racism.

As psychology researchers, we wanted to understand why people react to DEI the way they do. So, we recruited more than 1,000 people to take part in three related studies.

For each study, we measured participants’ conservatism on a seven-point scale ranging from extremely liberal to extremely conservative. Single-item measures such as this are often used by researchers.

We also measured participants’ anti-Black racism using the symbolic racism scale, which is a well-validated and commonly used measure of anti-Black racism. Research suggests that as overt racism has become less acceptable, people tend to direct racism toward symbols of racial equality, like DEI. That meant the symbolic racism scale was an ideal measure of anti-Black racism for our purposes.

How we did our work

In the first study, we asked participants to read a job advertisement from either a company that emphasizes DEI or a company that emphasized teamwork and good professional relationships. Then, participants rated their interest in the job and how fair they thought the company was. In later studies, they also indicated how well they thought they’d fit in.

We found that participants who scored higher on our measure of conservatism expressed significantly less interest in pursuing a job at the company promoting DEI, and viewed it as less fair compared with the company promoting teamwork.

We then added symbolic racism to our statistical model. Once we did that, our measure of conservatism no longer predicted job interest or perceived fairness in the pro-DEI company condition.

In other words, symbolic racism accounted for the effect of conservatism on outcomes in the DEI condition. This suggests that conservative participants’ reactions to DEI aren’t independent from symbolic racism.

We expanded on these findings in our following studies. In the second study, participants were randomly assigned to read descriptions of similar pro-DEI or pro-teamwork companies. Additionally, half of the participants were told why the organization supported either DEI or teamwork, and the other half were not.

We found that participants who scored higher on conservatism expressed less interest in applying for a job at the pro-DEI company and viewed it as being less fair, regardless of whether DEI – or teamwork – was clearly tied to job-related criteria.

We estimated statistical models similar to the ones we built in the first study. And we again found that when we added symbolic racism to our statistical model, negative views of the DEI company disappeared. Thus, negative reactions to the pro-DEI organization seemed to reflect race-related rather than job-related concerns.

In the third study, participants read job advertisements for a pro-DEI, pro-teamwork or pro-family-values company. The pro-family-values company was described as seeking to preserve traditional values.

We found that participants who more strongly endorsed conservatism were more interested in applying for a job at that company, and viewed it as more fair and a better “fit” in the pro-family-values scenario. The opposite was true of reactions to the pro-DEI company.

When we added symbolic racism to our models, we found that positive views of the pro-family-values company remained significant, but negative views of the pro-DEI company disappeared. This suggests that opposition to DEI is rooted in anti-Black racism, not concerns about politics.

Why it matters

Given the fraught political environment, organizations will need to address criticisms of DEI programs. Successfully responding to these criticisms requires addressing the underlying motive — which our research suggests is often anti-Black racism.

What’s next

As part of the hiring process, many companies and organizations ask job applicants about their views on DEI or what they’ve done to promote it. In our study, we included requests for similar statements.

However, no one has tested whether people’s answers to these statements actually predict performance related to DEI. That’s what our team plans to examine next — whether someone’s stated views on DEI can forecast job outcomes like collaborating effectively in diverse teams.

The Research Brief is a short take on interesting academic work.

This article is republished from The Conversation, a nonprofit, independent news organization bringing you facts and trustworthy analysis to help you make sense of our complex world. It was written by: Abigail Folberg, University of Nebraska Omaha; Laura Brooks Dueland, University of Nebraska Omaha, and Mikki Hebl, Rice University

Read more:

• The backlash against diversity, equity and inclusion in business is in full force − but myths obscure the real value of DEI
• How DEI rollbacks at colleges and universities set back learning
• Court blocks grants to Black women entrepreneurs in case that could restrict DEI efforts by companies and charities

Abigail Folberg receives funding from the National Science Foundation and has previously received funding from the Society for the Psychological Study for Social Issues, the American Psychological Foundation, and The Society for Personality and Social Psychology.

Laura Brooks Dueland is a co-founder of Inclusion Analytics, LLC.

Mikki Hebl does not work for, consult, own shares in or receive funding from any company or organization that would benefit from this article, and has disclosed no relevant affiliations beyond their academic appointment.

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We thought we had grown. We thought were becoming a nation, one nation under God; a nation of unity and respect for one another. Humanity was created to be relational. But we are tribal, conflicting, arrogant, and unaccommodating. 

Annually, on Jan. 15, communities across the nation come together in a facade of unity; we talk of tearing down invisible barriers — self-constructed barriers, and we celebrate the “Dreamer” the twentieth century Prophet of justice and unity in America. 

“I have a Dream!”

We echo the words of that unforgettable speech Dr. King gave before thousands on the Washington Mall. That was 1964. 

The Dream, in the context of a segregated society, was about the ludicrous practices of a color-based social system and its inclinations of superiority, inferiority and exclusion based on skin color. 

The Dream: a concise capture is, stop dismissing the accomplishments of the African American; see the legacy of value we bring. 

We have, as a nation, maintained a hypocritical facade of unity. We ignore the elephant in the room. We toss a white sheet over it. Once a year we pretend we want to overcome. 

The elephant, the deep-seated cultural biases indoctrinated over decades, over centuries of mythopoetic ideologies of color-based superiority, will not go away. 

Living in a system based on the delusions of superiority is deleterious to the oppressed and the oppressor. 

It compromises the intelligence of the privileged — most often the oppressors, it distorts their belief systems, and twists their Christian interpretations of what the Savior has commanded us to do: love one another as you love yourself.

The Bible tells us in the book of Romans, chapter 8, verse16, that we are of one family, brothers and sisters, if we are in Christ. 

1 John 4:19-20, then, should give us pause on the uncivil discourse, the sophomoric name calling, dismissive remarks and derogatory labels. 

A recalcitrant ideology forced legislative guarantees for full access to the promise of inalienable rights for Americans of African descent, for Native Americans, and for immigrants. 

Affirmative Action (AA) legislation and Diversity, Equity, and Inclusion policies (DEI) were designed to pry loose that clinging dead, dry leaf of racism intrinsic in the soul of America.  

AA and DEI initiatives have been misrepresented and maligned. They have become dismissives, “dog whistles” that undermine the competence of people of color. Professional standards were lowered for them to qualify for the positions. 

African American doctors, engineers, scientist, CEOs of Fortune 500 corporations, mayors, governors, senators and POTUS prove the mindsets laughable. But the tentacles of racist dismissiveness are still tethered to some who fear equality, those who fear the challenges of a level field.  

The elephant trumpets every time the people with melanin-rich-skin, step out of the shadows of oppression and into leadership roles.   

It comes as no surprise that Tom Burchett, (R-Tenn), a cognitive challenged, alum of Neanderthal University, would label VP Kamala Harris a DEI hire. It resonated with the Fox Network jesters who immediately pushed it in their program broadcasts. 

It’s a reverse euphemism that reveals one whose mentality is trapped in the ignorance of supremest ideology. One who can’t see the beauty of the forest because his/her focus remains on one dying tree. 

VP. Harris graduated from Howard University in 1986, and from Hastings College in 1989. She earned a BA in Political Science and Economics from the HBCU and a law degree from Hastings. 

She is the daughter of immigrants. Her father is from Jamaica, her deceased mother from India. They came to America during the Civil Rights era. They met in 1962 while studying for their Ph. Ds. at UC Berkeley.

Donald Harris is Professor Emeritus of Economics at Standford University. Shyamala Gopalan was a biomedical scientist at the Lawrence Berkeley National Laboratory. 

Father, mother, and daughter Kamala all have impressive credentials, phenomenal accomplishments, but not enough to escape the dismissive label of “DEI hire.” 

Editor’s Note: The views expressed in this commentary piece do not necessarily the express the opinions of The Cincinnati Herald.

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In a vibrant display of community and dedication to the future, Cincinnati Children’s Hospital Medical Center recently hosted its inaugural Cincinnati Children’s Urban Excursion. Designed by the HR Talent Acquisition DEI Team, this event warmly welcomed a diverse group of interns, externs, and nonclinical fellows to the Queen City.    

The day began with eager anticipation as the interns, externs, and nonclinical fellows gathered. Led by the HR Talent Acquisition Team, they embarked on a journey aimed at fostering camaraderie and a sense of belonging from the start. The group comprised Quality Improvement Fellows, Administrative Fellows, BRIMS student interns, nurses, Physical Therapy and Occupational Therapy Fellows, nurse externs, and various health care professionals. Given that these roles span across different departments and locations within Cincinnati Children’s, the event provided a unique opportunity for these young professionals to connect in ways they might not otherwise experience.    

Guided by the city’s streetcar, The Connector, the group embarked on a tour, unveiling Cincinnati’s rich tapestry of cultural and civic landmarks. From the historic Findlay Market to the bustling streets of The Banks, every step illuminated the city’s essence. The highlight of the day was a special meeting with Cincinnati’s Mayor and Vice-Mayor, where conversations flowed freely and visions for community engagement were shared. Mayor Aftab declared July 12th as Cincinnati Children’s Urban Excursion Day with a formal proclamation from the city.

“This Urban Excursion is more than a tour; it’s a testament to our commitment to belonging and retention,” remarked Teresa Weickert, reflecting on the day’s impact. Chantal Weaver voiced “We believe in cultivating a community where everyone feels valued and connected.” One student stated, “ … I had so much fun, and learned so much about Cincinnati that I never knew about. I am so grateful for all of the mentors and other people I met during our trip in the city — they all shared very important information effectively and made the whole excursion fun while taking the time to make connections between us all.”

As the sun set on this inaugural event, plans were already in motion to expand the welcome tour next year. With enthusiastic support from participants and community leaders alike, Cincinnati Children’s looks forward to extending this warm embrace to even more new hires, ensuring every arrival is greeted with the same spirit of unity and opportunity that defines the Queen City.

In the heart of Cincinnati, a new chapter begins for these future health care professionals, united in purpose and ready to make a difference.

The post A day of discovery and connection appeared first on The Cincinnati Herald .

By Stacy M. Brown
NNPA Newswire Senior National Correspondent

NAACP president and CEO Derrick Johnson has called on Black student-athletes to reconsider their decisions to attend public colleges and universities in Florida. The call comes in response to a new state policy preventing institutions from utilizing government funds for diversity, equity, and inclusion (DEI) programs.

In a letter sent to current and prospective student-athletes of the National Collegiate Athletic Association (NCAA) on Monday, NBC News reported that Johnson urged them to “choose wisely” amidst the ongoing debate surrounding DEI funding in Florida. He emphasized the crucial role of diversity, equity, and inclusion in ensuring equitable and effective educational outcomes, noting that Black athletes’ value to large universities is unmatched.

The controversy stems from a bill signed by Florida Governor Ron DeSantis last year, restricting public colleges and universities from using state and federal funds for DEI programs. “If these institutions are unable to completely invest in those athletes, it’s time they take their talents elsewhere,” Johnson declared, according to NBC News.

The University of Florida’s recent decision to eliminate all DEI positions, complying with the state rule, drew condemnation from NFL Hall of Famer Emmitt Smith, an alum of the school. Smith emphasized the need for minority athletes to be aware and vocal about such decisions.

The trend against DEI programs has heightened, with Republican politicians in more than 30 states introducing bills to restrict or regulate such efforts. Texas Governor Greg Abbott, for instance, signed a law last year ordering the closure of DEI offices at state-funded colleges and universities.

The NAACP’s call comes on the heels of a similar message from Birmingham, Alabama, Mayor Randall Woodfin, who asserted that if his state passed a bill blocking funding for DEI in public colleges, he would encourage student-athletes to explore programs in other states.

Florida’s significance in Division I athletics and its central role in college sports business are one issue the NAACP zeroed in on. According to the U.S. Department of Education, the University of Florida’s sports teams generated over $177 million in revenue from July 1, 2021, through June 30, 2022.

“If any institution is to reap the benefits of Black talent, it is only right that they completely invest in Black futures,” Johnson argued.

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By Valeria Cummings Swope

City of Cincinnati

He has only been on the job for just over 12 months, but Department of Economic Inclusion Director, Collin Mays, is making great strides and knocking down barriers as he continues the mission to ensure economic opportunity and inclusion for all citizens seeking to do business with the City of Cincinnati.

Over the past year, DEI has implemented a dynamic set of initiatives, programs, and partnerships to support small businesses, increase workforce development, and promote equitable economic policies. There has been a steady increase in the number of businesses certified with the City of Cincinnati, while decreasing the time length for certifications. Partnerships with area businesses and organizations in the diversity eco-system have strengthened, which has led to a major mind-shift in how economic inclusion is viewed across the Cincinnati area.

“This is a great time to be a small business owner in the Cincinnati area,” said Director Mays. “Growth is taking place here in the Cincinnati/Hamilton County area. There are opportunities unlike we’ve seen before. DEI is right in the middle of it all. Working with, and talking to all the major players, seeing where our certified businesses can fit in. We’re on the cusp of something great, and we’re ready to roll.”

Businesses certified by the City of Cincinnati agree. Over the last year DEI has been showcasing the success of several city-certified businesses, who say their certifications are paying off for them. Here are just a few comments: 

“Cincinnati is a great place to work, play and live and the efforts of the City’s Department of DEI are a big reason diverse businesses can be excited about change for the better in our city,”  said Barbara Smith, President, Journey Steel. 

“Being a certified MBE with the City of Cincinnati has allowed Jostin Construction to help the city meet their participation goals with a workforce that reflects the communities that we all work and live in. In doing so, we continue to serve our community, improve opportunities for others and stay true to our values,” said Albert Smitherman, President, Jostin Construction. 

“The Department of Economic Inclusion has provided opportunities that help level the playing field, allowing ABEL Building Systems to compete and win against many major corporations. We have formed relationships with developers and private firms through Meet and Greet sessions, networking and partnered with other certified businesses,” said Eric Ruffin, COO, Abel Building Systems 

The next step is the release of the updated diversity study which could open the door to additional opportunities across the board. “Hamilton County announced its results earlier this year, and we’re seeing the fruits of that study right now,” said Mays. “Hamilton County is looking to the City to help certify businesses it can work with, since it currently doesn’t have enough staff on board to do the work. We’re excited about pushing our numbers up while bringing even more opportunity to the County. We may be able to do even more once the City’s study is released.” 

More information can be found on the website at https://www.cincinnati-oh.gov/inclusion/ as well as DEI’s social media platforms. 

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