Lowe’s Commits $30 Million in Grants to Minority Businesses Impacted by COVID
Small business owners can potentially pick up emergency relief grants between $5,000 to $20,000 from home improvement giant Lowe’s. But those seeking the money need to act fast: Applications will be accepted through 11:59 p.m. ET Aug. 3.
All told, Lowe’s is giving away $55 million in grants to small businesses toiling with COVID-19.
More than half of the funding—$30 million—will be distributed as minority small business grants. The extra $25 million will focus on rural communities bashed by the pandemic. The commitment to minority businesses is $5 million more than what was allotted to those firms before. Lowe’s is making the grants available via a nonprofit called the Local Initiatives Support Corporation.
“Having grown up in a small town, I have first-hand knowledge of the extraordinary challenges small business owners in rural communities across the country face during the pandemic,” said Lowe’s president and CEO Marvin Ellison about the significance of the commitment in a statement. “We also remain committed to supporting minority small businesses that are being disproportionately impacted.”
He added, “We cannot solve this need alone, and I encourage other companies to step up and make a difference in supporting small businesses, which are the cornerstone of our economy. Together, we can make a meaningful difference, especially for those in historically disinvested communities and areas hit hardest by COVID-19.”
Some 7.5 million small businesses may be at risk of closing permanently, according to a survey published by Main Street America. The struggle is perhaps tougher for small businesses in rural communities that often face more hurdles such as limited access to bank credit, capital, and other support services.
Some 41% of Black-owned businesses already had closures due to COVID-19 as of May 2020, according to data from the National Bureau of Economic Research.
College Football Players Unite, Demanding Fair Treatment and Social Justice Initiatives
A group of football players from colleges in the PAC-12 Conference have penned a letter in The Players Tribune threatening to opt-out of fall camp and the coming season.
According to ESPN, a large group of players from Oregon University, Washington State University, and other PAC-12 schools are demanding fair treatment of college athletes, safety regulations concerning the coronavirus, and racial injustice initiatives.
A small group of players from different schools across the PAC-12 Conference began organizing the effort via Zoom calls. The players on those calls then relayed the info to their teammates and now multiple sources have told ESPN that hundreds of players are involved in the effort using the hashtag #WeAreUnited.
“Because NCAA sports exploit college athletes physically, economically and academically, and also disproportionately harm Black college athletes, #WeAreUnited,” The letter states. “In rejecting the NCAA’s claim that #BlackLivesMatter while also systematically exploiting Black athletes nationwide, #WeAreUnited.
“Because we are being asked to play college sports in a pandemic in a system without enforced health and safety standards, and without transparency about COVID cases on our teams, the risks to ourselves, our families, and our communities, #WeAreUnited,” the letter adds.
Among the group’s demands is for the conference to form a permanent civic engagement task force to address social injustice issues, as well as an annual PAC-12 Black College Athlete Summit with at least three athletes from every school in the conference.
The group also wants to direct 2% of conference revenue, which was $530 million in 2018, to support financial aid for low-income Black students, community initiatives, and development programs for college athletes on campus.
Ramogi Huma, the founder of the National Collegiate Players Association, a college athlete advocacy group, said his organization provided information about current health and safety concerns. Huma added the group of players reached out to the NCPA a month ago after feeling there was not enough being done to protect athletes returning to school during the coronavirus pandemic.
Players have also demanded allowing student-athletes to opt-out of play during the pandemic without losing eligibility or a spot on the team, prohibiting any COVID-19 agreements that waive liability, and player-approved health and safety standards enforced by a third party selected by players to address COVID-19.
The PAC-12 Conference said in a statement that it had not heard from the group of players.
“Neither the Conference nor our university athletics departments have been contacted by this group regarding these topics,” a PAC-12 statement said. “We support our student-athletes using their voice and have regular communications with our student-athletes at many different levels on a range of topics.”
However, some football coaches in the PAC-12 are already pushing back.
Washington State University wide receiver Kassidy Woods told USA TodaySunday he believes he was removed from the team because Washington State head coach Nick Rolovich told Woods to clear out of his locker after Woods on Saturday acknowledged he is part of the athletes’ group.
Schools in the PAC-12 include University of Arizona, Arizona State University, University of California, Berkeley, University of California, Los Angeles (UCLA), University of Colorado Boulder, University of Oregon, Oregon State University, University of Southern California (USC), Stanford University, University of Utah, University of Washington and Washington State University.
Republican Lawmaker Threatens NBA Players With Tax Penalties If They Kneel During National Anthem
An Oklahoma state representative has issued a warning to Oklahoma City Thunder basketball players who engage in the #TakeAKnee peaceful protest on the court.
Last week, Rep. Sean Roberts (R-Hominy) issued the following statement, warning that if players kneel during the national anthem, the state may “need to reexamine the significant tax benefits the State of Oklahoma granted the Oklahoma City Thunder organization,” according to KFOR.
“By kneeling during the playing of the national anthem, the NBA and its players are showing disrespect to the American flag and all it stands for. This anti-patriotic act makes clear the NBA’s support of the Black Lives Matter group and its goal of defunding our nation’s police, its ties to Marxism and its efforts to destroy nuclear families.
“If the Oklahoma City Thunder leadership and players follow the current trend of the NBA by kneeling during the national anthem prior to Saturday’s game, perhaps we need to reexamine the significant tax benefits the State of Oklahoma granted the Oklahoma City Thunder organization when they came to Oklahoma. Through the Quality Jobs Act, the Thunder is still under contract to receive these tax breaks from our state until 2024.
“Perhaps these funds would be better served in support of our police departments rather than giving tax breaks to an organization that supports defunding police and the dissolution of the American nuclear family.”
After playing their debut game in Florida last week, Thunder point guard and NBPA President Chris Paul described taking a knee on the court as “special,” according to Thunderwire. “To be able to do that together, as a team, and to do it right there in front of Black Lives Matter,” Paul said.
“As players, we had a lot of conversations about coming down here, the bigger reasons of what we’re playing for. So to do it on a united front was nice.”
Diversity Consultant: Racism Is Real and Corporate America Must Teach Its People To Be Inclusive
Diversity and inclusion have been hot topics as of late, inspiring an onslaught of reactive commentary, corporate initiatives, and organizations scrambling to behave thoughtfully and with a sense of urgency in response to the current state of affairs. Employing a more proactive approach, especially informed by a seasoned practitioner, generally yields greater returns. Enter Korn Ferry Executive Search Consultant and Practice Leader Louis Montgomery Jr.
Black Enterprise sat down with Montgomery to discuss key issues associated with D&I and how organizations can successfully chart the way forward. Having held multifaceted roles in the human resources and D&I space with several major Fortune 100 firms including IBM, Celanese Corp., PepsiCo, Kraft Foods, Altria, AES, and Serco, Montgomery knows his way around the issues that have emerged front and center in today’s volatile business climate. An author and frequent speaker on topics related to workforce talent acquisition and management, leadership and diversity management, Montgomery offers a nuanced approach to navigating the ins and outs of diversity and inclusion.
Explain the difference between “diversity” and “inclusion” and why do you think there is so much confusion around the terms?
Diversity is about representation; its goal is to assure an organization has a good mix of various groups (i.e. men, women, whites, Blacks, Hispanics, Asians, LGBTQ, generations, etc., as well as socioeconomic backgrounds, education, viewpoints). Improving representation was the goal of affirmative action, which was the initial focus of efforts we now categorized as “diversity.” Inclusion is an extension of that focus and is all about ensuring that these groups feel welcomed, included, and valued inside their organizations. It’s really about belonging, which is another term we’re starting to hear more and more. Another equally important term we’re hearing reverberate in this space is equity. It means equality of opportunity. It’s not uncommon today to see all three terms in position titles—roles that are focused on diversity, equity and inclusion. We now know all three are important in the workplace and in society more generally.
I think the reason for the confusion is that this is still a relatively new and evolving field and people do not necessarily know what’s meant by the terms. For example, the first job title I had in this area was Associate Director, Affirmative Action and Diversity in the 1990s. I had oversight responsibility for the organization’s affirmative action plans, which are legally required for government contractors and for the organization’s Diversity Management Program. Sometimes the terms diversity and inclusion are used interchangeably although as I previously mentioned have very different objectives.
What are some of the biggest challenges to D&I within corporate America?
I think there are three major challenges within corporate America.
First, is to acknowledge that racism is real and if it were not the case, organizations would be further along in terms of their representation of senior-level people of color in corporations.
Second, is to realize we cannot “train” our way out of this problem. There have been various forms of “diversity” training around since the 1980s. While all of these efforts are well intended, they have not meaningfully impacted the status quo.
Third, is to take a more systematic and holistic approach to improving diversity, equity, and inclusion in their organizations. There are two significant ways to do this. The first is to eliminate bias throughout their people, systems, and processes to include talent acquisition, development, promotions, and total rewards systems. The second is to teach people how to become more inclusive. This is not the same as awareness training, but it is teaching people how to understand, eliminate, or at least minimize bias in their behavior. Just as some people have learned to become racists, we have to teach them to become anti-racists. I define this as someone willing to confront racist behavior when they encounter it, including within themselves.
What’s your best advice for companies serious about improving in the areas of D&I?
Improvement in diversity and inclusion is about being willing to evolve an organization’s culture. As we know, change is hard and takes sustained effort over time. It also takes an unwaveringly strong commitment by senior leaders within an organization to change both as individuals and as an organization. Many of us have come to rely on trainers and coaches to help us achieve the kind of personal change and improvement we desire. Coaches usually perform some level of diagnostic to determine the gap between where we are currently and our desired state.
The thing is, however, very few organizations can do this kind of work without outside assistance. I suggest they seek the help of an organization like Korn Ferry or individual consultants with deep expertise in this area—those willing to invest the time and energy to understand their organizations and propose solutions based on where the organization stands relative to their desired outcomes. Organizations must realize this is a journey that will take time and a commitment to real change. I believe the long-term benefits for those willing to put in the work will be tremendous. But, for those who are not, they may find themselves at a long-term competitive disadvantage: they may be unable to attract and retain the very people needed to advance growth and attain long-term organizational success.
Do you think the increased focus on D&I reflects current events or is there something more insidious at play?
First, I’m an optimist. As Winston Churchill said, “To me it doesn’t make sense to be anything else.” Clearly this increase in recent interest in diversity and inclusion is a result of current events; however, I think it’s deeper, more emotional and visceral. The police killing of George Floyd was caught live on video and it has been seen all over the world via social media. We have all been stuck at home because of the pandemic and have seen it and are aware of the killings of other innocent Black people. A majority of us from various backgrounds have been deeply moved by what we’ve seen and heard.
History also reminds us that heightened awareness increases empathy and spurs us to action. The beatings of recently deceased Representative John Lewis and the group of the civil rights marchers crossing into Selma, Alabama, was televised. It led to a public outcry by many Americans of all racial backgrounds. It ultimately led to the passage of the Civil Rights Act.
I have recently had conversations with white friends and colleagues about race unlike I’ve ever had in my life. Polls show most Americans support the protesters against racial injustice. I believe many corporate leaders want to address racial injustice and realize they have a role to play. Also, more rank and file people inside of organizations are pushing for change inside their firms. This feels different to me than any other time in my career.
Meet The Woman Bringing Black-Owned Plant-Based Desserts To The US Food Market
Vegan food and plant-based diets continue to gain traction within the U.S. as Americans move to become more and more health-conscious. As more people want to try plant-based substitutes to change their eating habits, one woman became inspired by her journey to lose weight and stumbled upon a new recipe to make a dessert that is both healthy and delicious.
Emily D. Edwards is the owner of Paradise Snax, an organic vegan food brand serving sweet protein icings, dips, and snacks to maintain a healthy diet. Edwards took a chance to pivot to vegan foods and decided to sell her mental health business to start her company, Emily’s Foods, in 2018.
“During this time I also went on a weight loss journey and soon discovered that it was hard to find snacks low in sugar and high in protein that satisfied my taste buds,” said Edwards in an email interview with BLACK ENTERPRISE. “As a native of Mississippi, I took what I’d learned from my mother and grandmother and developed my own protein muffins which were 100 calories or less using whey protein powder. I now had this burning desire to help others but from a food perspective.”
After spending time developing her signature recipe, Edwards started to study more about natural ingredients to expand her product options. “I spent several months in my home kitchen developing a prototype,” added Edwards.
“After finally developing the prototype, and acknowledging that I would need help to develop the prototype into a most viable product, I spent a year at Purdue University Department of Food Science Skidmore Lab located in Lafayette, Indiana. My work there consisted of research and product development. The first and most important information I received was regarding food safety. I also learned how icings and frostings are made, and how and why ingredients work together.”
New Jersey Is Disbursing $6 Million In Grants To Help Small Businesses Walloped By COVID Pay Rent
Small businesses—including Black-owned firms—in New Jersey hit hard by COVID-19 will get $6 million in new grants to pay rent.
The New Jersey Redevelopment Authority Small Business Lease Emergency Assistance Grant Program will allow small businesses in 64 eligible municipalities to apply for grants of up to $10,000 to cover lease costs. Many of those communities have a large percentage of Black-owned businesses. New Jersey Gov. Phil Murphy announced the new relief program in late July.
All types of grants are now perhaps a lifeline for entrepreneurs trying to survive and cover operating costs in today’s pandemic economy. A new survey by the NFIB Research Center reveals that 71% of small business owners who borrowed from the $659 billion Paycheck Protection Program (PPP) have spent the entire loan. Another report by the National Federation of Independent Business research arm revealed more small business owners find it harder to pay their mortgage/rent/lease payments than any other expense.
In New Jersey, small businesses leasing commercial space in mixed-use buildings, commercial buildings, and storefront businesses are eligible for the grants.
Applications will start online on Aug. 10 and end once funds are exhausted. Grants will be issued on a first-come, first-served basis to small businesses with no more than 5,000 square feet of space. The money can be used to pay rent from March 1 until Dec. 31 of this year. More details can be found here.
Leslie A. Anderson, president and CEO, NJRA
Organizers estimate about 700 grants will be issued as not every applicant will need the maximum grant of $10,000. The New Jersey Redevelopment Authority (NJRA) received $6 million from the CARES Act to make the grants available. The NJRA is a multimillion-dollar independent financing authority that helps transform urban communities via direct investment and technical support.
“At NJRA, impact is and has always been our primary objective,” Leslie Anderson, NJAR’s president and CEO, stated in a news release. “And our number one priority is our state’s most vulnerable communities and neighborhoods. Not only do we invest in the communities that need it the most, but we’re there first in the areas that are often overlooked by traditional lenders.
“Right now New Jersey’s small and micro businesses, particularly those in economically challenged communities, are bearing the brunt of our nation’s health and economic crisis. These businesses deliver value and stability to our state, and yet, struggle to access capital. Today, we’re proud to be there with the Governor to offer these businesses both rental relief grants and support accessing them.”
Anderson is among only a few Black women in America running a statewide redevelopment financing authority. She has shared with Black Enterprise that NJRA has used its financial resources to leverage nearly $4 billion in new investments, helping to redevelop some of New Jersey’s most economically challenged neighborhoods.
Gov. Murphy stated, “We are committed to helping small businesses across our state survive this unprecedented crisis. “A stronger and fairer New Jersey starts from the bottom up. The Small Business Lease – Emergency Assistance Grant Program will infuse much needed funding into local economies by assisting both small businesses and the landlords that they rent from.”
Lt. Governor Sheila Oliver, who serves as Commissioner of the Department of Community Affairs in New Jersey and board chair of NJRA, added, “The Small Business Lease Emergency Grant Assistance Program is directly geared toward keeping the mom-and-pop shops on main streets and business centers afloat in this time of need, specifically in our most vulnerable communities in New Jersey.”
This Art Consultant Wants To Create A New Era Of Celebrating Black Art
Black culture has become the muse for many artists around the world. However, the professionals that make up the industry do not often reflect the same diversity. One woman has made it her mission to disrupt the art world by celebrating Black art.
Alaina Simone, the owner of an art consulting agency, is centering Black artists on the mainstream stage. Her love of art came from seeing a different side of life outside of the traditional working roles like her parents had.
“I remember seeing Alvin Loving as a very small child, who was a friend of my family in Flint, Michigan, at a gathering and being intrigued by the man with the locks and jeans. He was the coolest at the party, and I was beyond curious,” Simone tells BLACK ENTERPRISE via email.
“He was completely different from my parents’ friends of doctors, teachers, and lawyers, which was the Black professional crowd. They were teasing him, but he didn’t care. His image is clear in my memory, and I remember wanting to know more because he was so different and marching to his own drum.”
“When I was in college and trying to figure out how to make a living with my interest in art, my older cousin called and said that I should meet a Black gallerist that she met in Detroit. I didn’t know any Black people who owned galleries so that was exciting and gave me hope that I could live my dream of working with artists and figuring out a way to be an entrepreneur in the creative arts.”
Since then, Simone has made a name for herself in the art world, centering around projects that serve as a “catalyst for change,” working with artists from all across the African Diaspora. She says one of the biggest steps Black artists can take is to learn the industry, using that education to create innovative works outside of the Eurocentric gaze.
“I moved from Detroit because I knew that I had to get physically inside the market to understand how it works from the inside out,” she explains. “I suggest that artists at least intern with galleries and art institutions to shed light on the inner workings of the art world.”
“There are many nuances, and I think that sometimes artists tend to romanticize the art world. The market can be a ‘scary’ space for young artists, especially art fairs, which are mainly about watching a massive, primarily Eurocentric public, consume their work.”
Her new advice for young Black artists looking to get their foot in the door: “Don’t give up. Stick to your vision and go for it!”
This Program Has Opened 100+ Black-Owned Beauty Supply Stores
Beauty Supply Institute is a well-respected training and consulting organization founded by Devin Robinson, a former business & economics professor. Since 2007, his organization has helped open more than 100 Black-owned beauty supply stores across America, Canada and the Caribbean islands.
Devin has always had a passion for helping Black entrepreneurs own beauty supply stores because very few of the ones that sell Black hair care products are actually owned by the people who buy these products. Even more, there have been several incidents of racism and discrimination against Black consumers who support non-Black owned beauty supply stores. This inspired him to write the best-selling book Taking it Back: How to Become a Successful Black Beauty Supply Owner.
A real asset to the community
In 2010, Devin’s Beauty Supply Institute began hosting two bi-annual conferences; one on the west coast and one on the east coast, to educate individuals on the overall business, how to get in and if is best for them. So far, the conferences have been held in various cities including Atlanta, Los Angeles, Las Vegas, Houston, Cleveland, St. Louis and New York.
In 2016, his organization expanded into hands-on training by moving its headquarters into a 5,000 square foot facility that now houses its headquarters, training rooms, consulting rooms and a fully functioning beauty supply store.
And in 2018, Devin established the Beauty Supply Lending Group, which offers a few funding options for aspiring store owners – from traditional SBA loans to non-traditional loans only requiring a minimum 551 credit score. Interest rates are competitive and start-up loans can go as high as $150,000 for future owners and up to $400,000 for existing store owners.
The joy of giving back
Devin comments, “This has been a vision I’ve continuously worked to bring to life ever since I was threatened with a golf club in 2005 by a Korean beauty supply store owner while I was shopping. To have assisted so many people in realizing their own dream of store ownership while bringing jobs and money back to my community is a dream come true.”
Regarding his organization’s services, he further comments, “We are the absolute best at getting aspiring owners to their grand openings. We have classes, conferences and detailed training to get you there.”
For more details about the Beauty Supply Institute, visit the new location at 5015 Floyd Road Suite 300, Mableton, Georgia. Or visit their official web site at www.beautysupplyinstitute.com or follow them on Facebook.
6 Black-Owned Beverage Brands to Support (Wines, Teas, and Energy Drinks!)
African American entrepreneurs are widening out and starting companies in all kinds of industries. They are no longer just owners of barbershops, hair salons, and restaurants. Nowadays, they are investing in bigger more global ideas like tech companies, investment firms, and global food and drink distribution.
Here are 6 Black-owned beverage companies that you can find online and in local grocery stores:
#1 – Jive Juice: offers organic cold-pressed juices and smoothies for delivery and retail. With a focus on making juicing fun and “greening your life with juice,” J.I.V.E. Juice offers vegetarian and vegan products with concentrated enzymes and nutrients.
#2 – Ellis Island Tea: an all-natural, antioxidant-rich hibiscus tea founded in 2008 by Nailah Ellis-Brown. She got the recipe from her late great grandfather, who told her, “This recipe is to be sold, not told. Ellis Island Tea is a smooth, flavorful Jamaican blend, steeped in family tradition, brewed and bottled in Detroit, Michigan.
#3 – Jin+Ja: a revitalizing, anti-inflammatory and metabolism-boosting tea brand that was started in the summer of 2009 by entrepreneur Reuben Canada. He initially made the drinks for himself and for friends, but then realized that he had something bigger on his hands. After doing a test at a local retailer, the product kept selling out every 3 days for the first three months and the rest is history!
#4 – Me and the Bees Lemonade: an award-winning, ready-to-drink all-natural lemonade drink available in five refreshing flavors. Mikaila Ulmer created the brand when she was just 5-years old. Her drinks are now available in Whole Food grocery stores,
#5 – Heritage Link Brands: a delicious wine brand founded by entrepreneur Selena Cuffe after she learned there that, out of South Africa’s $3-billion wine industry, less than two percent were owned by blacks despite them representing 80% of the country’s population. Recognizing an untapped opportunity to introduce a new era of producers to the American market, the idea for Heritage Link Brands was born. Today the company serves a customer base of over 4,000 outlets, including household names from Disney to Whole Foods, and their award-winning portfolio is represented in over 40 U.S. states, South Africa, Nigeria, and literally, worldwide, on three different airlines.
#6 – Bee D’Vine: a popular brand of honey wine that was created by entrepreneur Ayele Solomon after he realized that flowering trees in Ethiopia were an ideal source of nectar and pollen that bees use to make valuable honey. This set him on a quest to better understand the art and business of creating honey wine. He evaluated production in Ethiopia and South Africa but settled on the world-class wine region of Sonoma – not far from where he grew up – using California honey for the first varietals.
HBO Donates $1 Million for Students Pursuing Entertainment Careers at Howard University
HBO presented a $1 million gift to Howard University to establish an endowed fund for students pursuing careers in the arts and entertainment industries.
HBO, which is a division of WarnerMedia, announced the donation Monday in conjunction with the upcoming premiere of the HBO special Between The World and Me based on the New York Times best-selling book by Ta-Nehisi Coates. Coates, a proud Howard graduate, will executive produce the project with fellow Howard alumni Kamilah Forbes, the executive producer of the Apollo Theater, and award-winning actress Susan Kelechi Watson.
“As products of Howard University, we deeply believe in the responsibility to give as much as was given to us,” said Coates, Forbes, and Watson in a joint statement sent to BLACK ENTERPRISE. “We are inspired to see that same spirit in HBO’s gift to Howard — an institution which has not just given so much to us, individually, but to all of America.”
Through the Coates-Forbes-Watson-HBO Dream Seekers Endowed Fellowship, students will be awarded stipends to use toward living and travel expenses for internships in cities like Los Angeles and New York.
“We are incredibly proud to be a part of creating this endowment which will provide means for students to pursue formative opportunities in the arts and entertainment,” said HBO Programming President Casey Bloys. “We can think of no better partners than Howard University, Ta-Nehisi Coates, Kamilah Forbes and Susan Kelechi Watson in this effort.”
The awards will be available to students with demonstrated financial need to help them take advantage of opportunities they may not otherwise be able to afford.
“The costs affiliated with living in cities like Los Angeles and New York can push the benefits of accepting an internship out of reach for many college students today,” said Vice President of Development and Alumni Relations David P. Bennett. “The Coates-Forbes-Watson-HBO Dream Seekers Endowed Fellowship will go a long way in closing that gap and make a significant difference among Howard students for years to come.”
“We are grateful to HBO for their leadership in establishing the Coates-Forbes-Watson-HBO Dream Seekers Endowed Fellowship, which will make it easier for Howard students to make ends meet while pursuing internships and residencies with studios and production companies,” said the HBCU’s president, Wayne A. I. Frederick. “I’d also like to thank Ta-Nehisi Coates, Kamilah Forbes and Susan Kelechi Watson for their role in recommending Howard for this opportunity. I know that Howard played an instrumental role in their lives to help them become the incredible artists that they are today, and we are thankful that they continue to pay it forward through their time, talent and treasure.”
First published in 2015, Coates’ book Between the World and Me is written as a letter to his teenage son and recounts his experiences growing up in Baltimore’s inner city and his fears of daily violence against the Black community. The National Book Award winner and Pulitzer Prize finalist also explores the notion that white supremacy is embedded in all aspects of American society.
The HBO special event of the same name is premiering this fall.
