Top Executives Salute Diversity Pioneer Who Turned ‘Black Rage’ Into Corporate Empowerment

Dr. Price Cobbs was considered one of the most important change agents we have seen in corporate America when it comes to diversity and inclusion, and having it incorporated into global business/cultural strategies. He had everyone’s ear. Ronald C. Parker, Former President & CEO, Executive Leadership Council

Legions of African American executives share that sentiment as they continue to honor the renowned psychiatrist deemed as a transformative force in corporate America and guiding light for generations of black professionals. Cobbs not only advocated for inclusive corporate environments for five decades but gained the national spotlight when he and his colleague William H. Grier wrote the book Black Rage, considered “one of the 20th century’s most critical examinations of racism and African American life.” The New York Times bestseller published in 1968—a turbulent year marked by the assassination of civil rights leader Rev. Dr. Martin Luther King, Jr.—broke new ground in detailing, through a series of case studies, the magnitude of centuries-long oppression of African Americans as well as the psychological impact of grief and depression rooted in black America.


At 89, Cobbs died of heart and lung failure after traveling from his San Francisco home to Philadelphia for his grandson’s high school graduation. With assistance from the ELC, we offer reflections and remembrances from top black executives and the organization’s members on Cobb’s lasting impact throughout this article.

For more than 30 years, Cobbs could be found on the pages of BLACK ENTERPRISE for his revolutionary work and powerful insights. He told BE that the diversity thrust greatly expanded after he converted his private practice into Pacific Management Systems, a San Francisco-based consulting service for multinational corporations, government agencies, community organizations and corporate executives. Among his blue-chip clients: Procter & Gamble, Digital Equipment, Fannie Mae, PepsiCo, and Walmart.

Dr. Price Cobbs was an exceptional leader, who became a mentor, colleague, and friend. He was a counselor to corporate giants and helped prepare African American leaders to join the top ranks of public companies and boards. His legacy lives on through all who benefited from his commitment to cultivating greatness. He will be sorely missed.” —Bernard J. Tyson, Chairman and CEO, Kaiser Permanente

In 1988, BLACK ENTERPRISE named Cobbs to our inaugural roster of “America’s Leading Black Doctors,” earning him the distinction of being one of the nation’s top 15 African American physicians at the time. The University of California – Berkley and Meharry Medical College graduate told BE of his findings during the formative years of a practice with black and white patients from varied backgrounds and income levels. “As I pushed people past the myth of color-blindness, I began to see black people, whether they were middle class, unemployed or young professionals trying to get started, were angry.” He also shared that, in many cases, such “repressed frustration” contributed to a host of deadly ailments suffered by African Americans, including hypertension and heart disease.


During that interview, Cobbs also shared his development of innovative techniques. After receiving a grant from University of California -San Francisco to explore ways of reducing the level of racism on college campuses, he delved into “group discovery and the dimensions of rage, blackness, whiteness and cultural stress.” As a result, Cobbs developed the revolutionary ethnotherapy model which he viewed as an instrument to change attitudes and assumptions arising from racial, ethnic and value differences. He told BE about its therapeutic value: “I began to see that the more clear and healthy people were about their identity, the better able they were to clear up their conflicts, neuroses and baggage.”

In a release, the ELC cited how Cobbs’ ethnotherapy model, which earned him The Pathfinder Award from the Association for Humanistic Psychology, was applied at P&G with considerable success. In fact, it helped spawn contemporary D&I practices in corporate America.

Dr. Cobbs was a corporate whisperer and a masterful cultural interpreter. For many of us, his approach was to help us understand, and even appreciate, the unwritten rules of corporate America. By the same token, he was instrumental in getting corporate America to suspend some assumptions about us as African American executives. In the end, each side came to the table with a level of clarity and honesty that heretofore had been missing. For someone like me who knew little about how companies actually worked, but was otherwise very capable, it was a huge help. Maurice Cox, former vice president, diversity & inclusion development, PepsiCo Inc.

BLACK ENTERPRISE Publisher Earl G. Graves Sr. always valued Cobbs as a resource of empowering information and strategic counsel to African Americans seeking career advancement. So he tapped him to conduct professional success workshops at the Black Enterprise Professional Exchange series of networking forums in the 1980s. Cobbs’ advice to attendees: “To access personal power, we must develop a mindset that we are entitled to exercise power.”

A prolific researcher, writer, and producer, he collaborated on a series of books and films that explained racial dynamics in corporate settings while providing tools to elevate black executives. In fact, 35 years after Black Rage, he co-wrote with Judith L. Turnock another seminal work, Cracking the Corporate Code. It featured first-person interviews with 32 senior African American executives on their career trajectories, challenges and successes at major companies like General Electric, IBM, PepsiCo, and Prudential, among others. The book became a must-read reference guide for African Americans trying to achieve management success.

How does one describe a man who walked with SO many people on their personal journeys as African Americans in corporate America? Each of us trailblazers with unique backgrounds, experiences, hopes, and dreams. All of us creating new paths on terrains that were most often inhospitable. Dr. Price Cobbs was my North Star. He guided me through uncharted pathways and, most importantly, shared his wisdom on sustaining myself while on the journey. —Ann Fudge, former Chairman & CEO, Young & Rubicam Brands

Cobbs was always ready to guide black executives—from those engaged in trench warfare to others immersed in boardroom deliberations. For more than 20 years, he served as a consultant with ELC, the preeminent membership organization of black senior executives, and once again demonstrated his commitment to the expansion of the number of global black executives at the C-suite level and within the corporate governance ranks. He also served as a co-founder of The Diversity Collegium, an international think tank focused on addressing issues of inclusion and equity. Cobbs influence has been felt from Wall Street to Silicon Valley. Whether driving organizational diversity in group sessions or helping to infuse a black senior manager with a sense of entitlement via one-on-one counseling, his advocacy and action will be replicated as a result of the numerous careers he advanced and countless lives he touched.

I first read about Price in 1977, during the start of my tenure at HP. We scheduled a meeting and soon after that, our partnership began. He provided outstanding wisdom and guidance, which served as the genesis of our early efforts in diversity and inclusion at HP. Our relationship grew and we became close. With a skill for being direct and nonjudgmental, he gave sage advice. Like for many others, he became my mentor; and I valued our time together. In fact, I have consulted with Price on every major professional decision that I have made since our first meeting. He became my mirror. He helped me face my fears and trepidations. He also taught me an important lesson —that age is just a number. Something he obviously lived as he wrote his last book in his 80s and was still giving great career advice until his passing. I will miss him greatly but his legacy will live on. —Kenneth L. Coleman, Chairman, Saama Technologies

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The Top Corporate Executives Furthering Diversity In the Workplace

It is only fitting that diversity and inclusion gain a full examination in the year that marks the 50th anniversary of the assassination of Martin Luther King Jr., the nation’s modern founding father who used the civil rights movement to unyieldingly advocate for equality in all societal sectors.

King’s galvanizing arguments, agitation, and influence, among other seminal actions, led to passage of the Civil Rights Act of 1964, Voting Rights Act of 1965, and President Lyndon Johnson’s enactment of Executive Order 11246 some 53 years ago, which called for the end to discriminatory hiring and promotion practices in the workplace and made “Affirmative Action” a much-debated part of the corporate lexicon for years. That policy was originally designed to correct the past inequities that stifled the progress of African Americans and as a result, created the flow of the first wave of black executives. Over the decades, corporate leadership would eventually shift to “diversity” as a means of quelling internal dissent and broadening the access and opportunity apparatus to expand the focus on other underrepresented groups, including women, people with disabilities, veterans, and the LGTBQ community.

Today, corporate America continues to wrestle with an issue that’s foundational to both its culture and future. In the boardrooms and executive suites of those companies that are serious about diversifying their workforce, management teams, corporate directorships and supply chains, they are vigorously and honestly debating an array of issues now at the forefront of the corporate agenda: How can they ensure the most underrepresented—still largely African Americans—have a seat and voice at the decision-making table; how will a new generation of workers and customers influence the direction of companies; how do you design a “culture of belonging” for an entity with a global workforce of hundreds of thousands; how do you ensure executives of color don’t miss out on plum, career-building assignments and other opportunities due to managerial “unconscious bias”; and why it is critical to address uncomfortable, nagging social challenges? In recent years, episodes of violence and unrest—from Ferguson, Missouri, to Charlottesville, Virginia, have placed race at the top of the list.

The Champions for Diversity in the Workplace 

Against these new realities, the editors of Black Enterprise realized it was time to once again compile our roster of the Top Executives in Corporate Diversity. More than just grappling daily with multitudes of issues like the aforementioned questions, scores of these champions of inclusion representing the nation’s largest corporations are committed not only to devising creative initiatives to elevate diverse talent but as one chief diversity officer asserted, “to disrupt the status quo” to construct more productive and employee-supportive companies. As such, most must partner with line, staff, and technical divisions—and, in some cases, deal with the legacy thinking of managers that don’t recognize D&I’s value. At the same time, it is their job to communicate why this focus represents one of the major drivers of corporate strategy, institutional ingenuity, audacious leadership, market hegemony, and top-line and bottom-line growth. (See criteria for the list.)

The roster has expanded as sectors under attack for the lack of race and gender diversity in recent years—from financial firms on Wall Street to tech companies in Silicon Valley—have added stewards of such areas and seemingly placed an emphasis on minority recruitment efforts. However, with 2% representation of African Americans, most tech companies admittedly have much work to do in making their workforces reflect the national mosaic.

Dell Chief Diversity and Inclusion Officer Brian Reaves defined the role to be by sharing his thrust of putting “a finer brush on the impact of D&I to the same KPIs [key performance indicators] that we measure the business on: revenue, innovation, retention and engagement.” (See exclusive Q&As with four leading CDOs in this package.)

The stakes couldn’t be higher as corporate leaders become more proactive. Since 2016, more than 300 chief executives have become signatories of the CEO Action for Diversity and Inclusion pledge to cultivate “safe” corporate environments in which employees and managers can deal with matters related to D&I policies, unconscious bias, cross-generational issues, and racial profiling.

“Here’s what I tell people all the time. Diversity and inclusion has been proven as an avenue that helps companies achieve larger returns on investment, whether that’s the McKinsey Study [or] Bloomberg Gender Equality Index that looks at not only your representation, but your policies and returns,” says Cynthia Bowman, chief diversity and inclusion officer of Bank of America—its CEO Brian Moynihan signed the CEO Action pledge—related to the fact that business case for diversity has been repeatedly made. “I think that we have to stop thinking about diversity as a zero-sum game because all of the data out there sort of suggests why diversity and inclusion is important for any organization.”

The Top Corporate Diversity Executives List was compiled by Black Enterprise researchers Lisa Fraser, Roland Michel, Delicia Paisley-Smith, and Tiamari Whitted. 

Editor’s Note – Originally published on May 17, 2018 

Click Here for Black Enterprise’s List of the Top Corporate Diversity Executives of 2018 


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Slack Names One of the Most Powerful Women in Corporate America, Edith Cooper, to Its Board

Edith Cooper, the former executive vice president and global head of human capital at Goldman Sachs has been added to Silicon Valley company Slack’s board, according to a blog post from Slack’s CEO Stewart Butterfield. Cooper is also on Black Enterprise’s most recent list of the “300 Most Powerful Executives in Corporate America.” Additionally, she is set to speak at this year’s Black Enterprise Women of Power Summit.

From Butterfield’s post:

I’m excited to announce that we are adding a second independent member to our Board of Directors. Edith Cooper joins us after more than 30 years of experience building successful teams in major organizations. Most recently, Edith served as the Global Head of Human Capital Management at Goldman Sachs, which means she oversaw everything related to talent and teams for a company of more than 30,000 people—from recruiting and retention to creating and sustaining a healthy culture. She has an unrivaled depth of experience in the hardest challenges that modern organizations face, and Edith is going to be a huge asset as we continue to expand our capabilities. She is a deep thinker, a good listener, and a wise strategist, and I’m thrilled to have her join us as Slack enters its next phase of growth.

Slack is a startup that offers cloud-based instant messaging and collaboration. TechCrunch named it the best startup of 2017. The company is estimated to have a valuation of $ 9 billion. In 2016, Butterfield also spoke at Black Enterprise’s TechConneXt Summit about the need to diversify the tech industry in 2016.

Cooper, a Wall Street veteran, joined Goldman Sachs in 1996 to build and lead its energy sales group. She shot up the corporate ranks from there. In In 2000, she became co-head of the commodity business in Europe and Asia, based in London, and in 2002 assumed responsibility for the firm’s futures business.

“I’ve had the opportunity to contribute to Goldman Sachs through contributing to our clients’ success and to the development of my colleagues, and by giving back to the communities we operate in,” she reflects. “Am I done yet? Absolutely not. There is so much more opportunity at the firm and in our industry, and so I think there is more to do,” she told Black Enterprise in 2011.

In a more recent interview before today’s announcement, Cooper talked about how technology would influence her next career move in an interview for Black Enterprise’s TV shows.

“We’re in a world where technology and ideas are evolving the way we do everything. And so, my next chapter will be driven by purpose. It’s about the purpose of continuing to be involved in organizations and with people who are really going to continue to evolve the way we do everything—the way we connect as human beings, as people,” she said. “The way that we break down barriers to access. The way that we think seriously about each of our responsibilities to change the incoming equality dynamic that has become the norm in our society and so many societies.”

Cooper wrote a post on LinkedIn about joining Slack’s board:

I was impressed by Slack from our first introduction. Internally, Slack has the kind of talent and spirit that can move a company forward, operating from a shared foundation that aligns so deeply with my own. The investment in both products and people at Slack is rare, and I’m grateful for the chance to work with and learn from such a remarkable team.

As a product, Slack helps people better connect in the workplace, and that’s something I’m passionate about. It’s a powerful mission, to make people’s working lives simpler, more pleasant and more productive. Slack is quite literally improving the work experience for millions of people, every day – connecting people across the world, breaking down borders, enabling exposure to different perspectives – bringing people together to transform organizations on a global scale.

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WNBA Players Transition from the Court to the Corporate Office

Even after players retire from the league, the NBA stays connected with many to help them transition into life after basketball. Two years ago, they created the Basketball Associates Program, a formal training experience that prepares athletes for opportunities in management positions. Last year, three players from both the NBA and the WNBA successfully completed the program and are now working at different teams and parts of the business.

One of the former WNBA players is Stacey Lovelace, who before coming to the program was coaching at a Division I college in Michigan. She heard about the initiative through Renee Brown, former vice president of the WNBA, and now a player development specialist with the NBA’s G-League.

In the Fall of 2017, four players began their assignment at the league offices, where they are continuing to be immersed in the programs’ pillars of focus: Business Acumen, Front Office Competencies, and League Operations. One of the current associates is Lindsey Harding, the No. 1 overall selection for the 2007 NBA Draft and former WNBA All-Star, who recently retired from the WNBA after 10 years.

Black Enterprise contributor Mia Hall had the opportunity to speak with Lovelace and Harding, about their experiences managing the business side of the sport.


Hall: What type of impact did the Basketball Associates Program have on you as a former professional athlete?

Stacey Lovelace: It opens up a new network for you as a former player, but also it’s an opportunity for you to grow from a business standpoint and evaluate your talent and skills in a different way that is more specific to athletes from this generation.


We did everything from LinkedIn training to going deeper into the Collective Bargaining Agreement (CBA). Because the program is yearlong and is run by a former player, it touches on many things we need in order for us to improve our value to a business or in whatever we choose to go into following our playing careers.


What is the biggest lesson you learned or takeaway you received from being in the program?


Lindsey Harding: I think that transitioning is the hardest thing that you can do, from being an athlete and as people say ‘going into the real world.’ I’ve been playing since I was 12 so that was what my mindset was on. This program so far is teaching me to take all the lessons, my experience and everything I’ve learned from over 20 years of playing the game and being able to translate it to the work world now.


It’s amazing that so much does translate and that’s something, personally, that I’m working on every day in regards to teamwork, leadership, and communications. We’re also going through the CBA and different departments and seeing how it all works, things you never get to do when you play. I’m learning a lot but this is what stands out.


Lovelace: I learned what my passion is. After you retire from basketball, every person has a different transition and mines wasn’t the easiest. It was just a lot of trying to figure it out and it was frustrating because I knew I could do certain things and had certain skills that I didn’t necessarily have on my résumé because I haven’t done it professionally.


Being in the program helped me learned that my passion is helping people and telling my story. I enjoy being that connection for people to be able to say ‘look I need help’ and I’ll have an answer for them or at least be able to point them in the right direction.


What surprised you the most about the business side of basketball that you want to learn more about?


Harding: The CBA and the salary cap. I understand that a lot of lawyers come here and they take years to master it, but I want to get a really good understanding of it. I also know that I miss being part of a team and that in the future I want to work with a front office. Having this background of learning the salary cap is really gonna help me to get there.


What’s next for you?


Lovelace: I’m extremely excited about where I am right now. There’s so much room to grow in the G-League player development because the league is growing yearly and my responsibilities will continue to grow as I’m in it.

Right now, I just really want to focus on what I’m doing and impact these players lives as much as I can, helping them in every aspect of their career.


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Kaiser Permanente Attains Perfect Score on 2018 Corporate Equality Index

For the 12th consecutive year, Kaiser Permanente has earned a 100 percent score in the 2018 Corporate Equality Index survey, which is administered by the Human Rights Campaign Foundation. As part of this national benchmarking survey and report, which evaluates corporate policies and practices related to lesbian, gay, bisexual, transgender and queer workplace policies, HRC named Kaiser Permanente a Best Place to Work for LGBTQ Equality.

“We are proud of our long history of diversity and inclusion and we are grateful for the HRC’s recognition of our continuing work to provide the highest levels of opportunity and support to the LGBTQ community,” said Ronald L. Copeland, MD, FACS, senior vice president and chief diversity and inclusion officer. We recognize the value of diversity, inclusion and equity in allowing us to best serve and meet the needs of our employees, patients and communities. Kaiser Permanente stands strong in our commitment to equity and inclusion for all.”

Now in its 16th year, the Corporate Equality Index report scores businesses on their LGBTQ-related policies and practices, including non-discrimination workplace protections, employment benefits, competency programs, public engagement on LGBTQ equity and responsible citizenship. The HRC also recognized Kaiser Permanente earlier this year for its efforts around LGBTQ health care equality, awarding the organization leadership status in the HRC’s Healthcare Equality Index 2017 report.

“Recognition by the HRC is a reflection of Kaiser Permanente’s core values,” said Edward Ellison, MD, co-CEO of The Permanente Federation and executive medical director and chairman of the Southern California Permanente Medical Group. “As physicians, we are privileged to serve our LGBTQ patients and families to address their comprehensive health care needs. We aspire to create a compassionate, accepting, sensitive and caring work environment where LGBTQ nurses, physicians and staff can provide best-in-class care. This designation as a Best Place to Work is truly an honor.”

By inspiring and engaging all Americans, the HRC strives to end discrimination against LGBTQ people. It is America’s largest civil rights organization working to achieve lesbian, gay, bisexual, transgender and queer equality.

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Final Republican Tax Bill Slashes Corporate Rate

Congressional Republicans’ final tax legislation proposes cutting taxes as expected for businesses, the wealthy and some middle-class Americans, according to a summary seen by Reuters on Friday, with decisive votes expected next week in a critical moment for the party and President Donald Trump.

Prospects for approval of the biggest U.S. tax overhaul since 1986 were improving, with two formerly wavering Republican senators pledging support: Marco Rubio and Bob Corker.

But three Republican senators, enough to defeat the measure, were still uncommitted: Susan Collins, Jeff Flake and Mike Lee. With Democrats solidly opposed, Republicans can afford to lose only two votes from within their ranks and still win passage in a chamber that Trump’s party controls by a slim 52-48 margin.

The bill would cut the corporate income tax rate to 21% from 35%, according to the summary. Corporate tax lobbyists have been seeking such a dramatic cut for many years.

It would also create a 20% business income tax deduction for owners of “pass-through” businesses, such as partnerships and sole proprietorships; allow for immediate write-off by corporations of new equipment costs; and eliminate the corporate alternative minimum tax, according to the summary.

Since they swept to power in Washington in January, Trump and the Republicans have not managed to pass any major legislation and have lost closely watched elections in Alabama and Virginia, while Trump’s public approval ratings are at historically low levels.

Ramming the sweeping tax package through Congress would represent their first significant legislative achievement and fulfill promises about a tax overhaul that Trump made to voters last year on the way to his unexpected capture of the White House.

Trump wants a bill on his desk before the Dec. 25 Christmas holiday so he can sign it into law and finish 2017 with at least one big win in Congress before the 2018 mid-term election campaigns, when Republicans will have to defend their Senate and House of Representatives majorities.

Democrats have called the Republican tax legislation a giveaway to corporations and the wealthy that would drive up the federal deficit.

The Republican bill would maintain the existing seven individual and family income tax brackets with rates of 10, 12, 22, 24, 32, 35 and 37 percent. That top rate, for the highest-earning Americans, would be cut from today’s 39.6%.

Stock markets have been rallying for months in anticipation of sharply lower tax rates for corporations, wealthy financiers and business owners, all of which the bill would deliver.

Wall Street’s three major stock indexes closed at record highs on Friday, driven by corporate tax rates looked like it would win enough support from lawmakers to pass.

The Dow Jones Industrial Average rose 0.58% to 24,651.74, the S&P 500 gained 0.90% to 2,675.81 and the Nasdaq Composite rose 1.17%, to 6,936.58.


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GOP bill would cut corporate tax rate to 21 percent

ABC News

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CEOs raise doubts about Gary Cohn’s top argument for cutting corporate taxes right in front of him

Business leaders called into question one of Cohn's top arguments for slashing the corporate tax rate to 20 percent.


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13 Black Corporate Board Members Who Served in the Military

Before they were placed into board service to protect assets of shareholders at some of the largest publicly traded corporations on the S&P 500, a phalanx of BLACK ENTERPRISE Registry of Corporate Directors members chose military service to secure our nation. After their tours of duty, many of them applied their leadership and strategic skills to advance in corporate America while some decided to build distinguished careers in the Armed Forces. All, however, were drafted to serve on corporate boards because they consistently exhibited the right stuff when it came to management, decisiveness, and sound judgment.

As you would expect, most of these board members are involved in technology and aerospace and defense—sectors in which equipment and processes, in some cases, have been perfected for military and government use before being modified for consumers. Corporations in other industries have clearly benefitted from leaders who spent years developing detailed plans to ensure successful outcomes and at times have done so with literally lives on the line.

In honor of Veterans Day, we salute Registry members who have proudly represented America in this capacity. Using bio information, we share their military journey. You will be fascinated by this cadre of tops guns, military geniuses, and inspirational heroes—all bound by patriotism, sacrifice, and honor.

Gen. Colin Powell


The most prominent among them: Gen. Colin Powell, who rose to become the nation’s first African American Chairman of the Joint Chief of Staff—the pinnacle position in the Armed Forces—as well as the first African American to head the diplomatic corps as Secretary of State. The retired four-star Army general “found his calling” while attending the City College of New York, where he studied geology and joined the Reserve Officers’ Training Corps (ROTC). Serving as the commander of his unit, he has often been quoted saying that the opportunity helped provide him with structure and direction. After graduating in 1958, Powell was commissioned as a second lieutenant in the U.S. Army. In the 1960s, he served two tours of duty in Vietnam and has been awarded as many 11 military decorations in all.

After receiving an M.B.A. at George Washington University and gaining a White House fellowship in 1972, he would serve four presidents, holding positions in the Defense department and at the Pentagon, involved in the coordination of military campaigns over the course of three decades that included the bombing of Libya and both Iraq Wars.

Powell currently serves on the board of


Gen. Lloyd J. Austin III


Gen. Lloyd J. Austin III is a retired U.S. Army General with nearly 41 years of military service and extensive operational experience, having commanded troops in combat at the 1-, 2-, 3- and 4-star levels. As the Commander of U.S. Central Command from March 2013 through March 2016, he was responsible for the 20-country Central Region that includes Iraq, Syria, Iran, Yemen, Afghanistan, Pakistan, Egypt, and Saudi Arabia. He was also the Combined Forces Commander in Iraq and Syria.

(Image: File)


Austin is the Class of 1951 Leadership Chair for the Study of Leadership in the Department of Behavioral Sciences & Leadership at the U.S. Military Academy at West Point, New York for the academic years 2016-17 and 2017-18. A graduate of the U.S. Military Academy with master’s degrees from Auburn University in Education and Webster University in Business Management, he holds numerous awards and decorations, including five Defense Distinguished Service Medals, the Silver Star, and the Legion of Merit.

Austin is a corporate director on the board of United Technologies Corp.

Frank M. Clark Jr.


Frank M. Clark Jr. has been president of the Chicago Board of Education since 2015 and served as chairman and CEO of Commonwealth Edison Co. (also known as ComEd), an affiliate of Exelon Corp., from 2005 to 2012. He has held various positions at the company, ranging from governmental and community affairs to distribution services and marketing. As such, he has cemented his reputation as one of the most versatile leaders in the energy sector.

(Image: File)


The only time he did not work for the company during his 45-year career was when he was drafted in 1967, shortly after being hired for a mailroom position. He served two years in the U.S. Army, including a year in Vietnam. Once his tour was over, Clark returned to work at ComEd and at the same time, went back to school to earn bachelor and law degrees from DePaul University.

Clark serves on the boards of Waste Management Inc. and Aetna Inc.

Judith B. Craven, M.D., M.P.H.


Judith Craven, M.D., M.P.H., began her professional career as a placement and financial aid counselor at a community college in Cleveland. She also taught night school at the high school. And it was only the beginning.

For more than four decades, she has earned a multitude of degrees and credentials while making a difference in medicine, public health, and community development. Among Craven’s numerous accomplishments was becoming the first black woman to graduate from Baylor College of Medicine. She held numerous positions, including chief of anesthesia for Riverside General Hospital in Houston; chief of Family Health Services for the City of Houston Health Department and dean of the School of Allied Health Science at the University of Texas Health Science Center in Houston. She eventually rose to the high-impact position of president of the United Way of Texas Gulf Coast.


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Military service remained an area of pride for her. In fact, after 1983, she continued to serve as a major in the U.S. Army Medical Corps Reserves.

Craven currently serves on the board of Sysco Corp.

Major Gen. Elder Granger


Major Gen. Elder Granger is currently president and CEO of The 5Ps L.L.C., a Centennial, Colorado, healthcare, education, and leadership consulting organization. Prior to his retirement from the US Army in 2009, Granger served as the deputy director and program executive officer of the TRICARE Management Activity, Office of the Assistant Secretary of Defense (Health Affairs), for close to a half-decade. In that role, he was a principal adviser to the Assistant Secretary of Defense (Health Affairs) on the department’s health plan policy and performance and oversaw the acquisition, operation, and integration of its managed care program within the Military Health System. Engaged in planning, budgeting, and execution of the $ 22.5 billion Defense Health Program, Granger managed a staff of 1,800 to ensure high-quality, accessible healthcare for 9.2 million uniformed service members, their families, retirees, and other stakeholders worldwide.

Prior to TRICARE, Granger led the largest U.S. and multinational battlefield health system while serving as Commander, Task Force 44th Medical Command and Command Surgeon for the Multinational Corps Iraq.

(Image: File)


A graduate of Arkansas State University in 1976 and the University of Arkansas School of Medicine in 1980, Granger began his military career commissioned through ROTC. Over 40 years, the military physician, board-certified by the American Board of Internal Medicine and the Board of Hematology and Oncology, rose through the ranks, gaining a series of surgical assignments and leadership roles. Among his numerous awards, decorations, and honors: The Defense Superior Service Medal, the Legion of Merit with three oak leaf clusters, the Bronze Star Medal, and the Meritorious Service Medal with four oak leaf clusters.

Granger currently serves on the board of Express Scripts Holding Co.

Anthony W. Hall Jr.


Anthony W. Hall Jr. has been known as the “people’s lawyer” in the H for decades. As City Attorney during Houston Mayor Lee Brown’s administration. from 1998 to 2004, and then played the role of chief administrative officer for the next mayor from 2004 to 2010. Since then, Hall, who has an economics degree from Howard University and a law degree from the Thurgood Marshall School of Law at Texas Southern University, handles cases through his private practice.

(Image: File)


Before discovering law and government, he served in the U.S. Army from 1967-1971, attaining the rank of captain. Hall’s military service included tours in Berlin and Vietnam in which he was awarded the Purple Heart and three Bronze Stars.

Hall serves on the board of Kinder Morgan Inc.


Gen. Lester L. Lyles


Besides having a mechanical engineering degree from Howard University and master’s in mechanical/nuclear engineering from when he attended school in the 1960s, Gen. Lester L. Lyles studied at Defense Systems Management College, the Armed Forces Staff College, the National War College, and the National and International Security Management Course at Harvard University during the 1980s and 1990s.

Lyles, who entered the U.S. Air Force in 1968 as a distinguished graduate of the Air Force ROTC program, also gained an array of key assignments, including Special Assistant and Aide-De-Camp to the Commander of Air Force Systems Command; Avionics Division Chief in the F-16 Systems Program Office; and Program Director of the Medium-Launch Vehicles Program and Space-Launch Systems offices in 1997 during the recovery from the Challenger Space Shuttle accident.

(Image: File)


The aforementioned experiences—just a few of the highlights on his extensive résumé—and training prepared Lyles for his biggest role: Commander, Air Force Materiel Command at Wright-Patterson Air Force Base, Ohio in 2000. The command conducts research, development, test and evaluation, acquisition management services and logistics support for the Air Force. In 2012, the retired Lyles was bestowed the General Thomas D. White Award for distinguished service in national security, from the U.S. Air Force Academy.

Lyles is a corporate director on the board of General Dynamics.


Leo S. Mackay Jr.


Leo S. Mackay, Jr. is senior vice president, Internal Audit, Ethics and Sustainability, and an elected corporate officer of Lockheed Martin Corp.

A 1983 graduate of the U.S. Naval Academy, he completed pilot training two years later and graduated at the top of his class. Selected to fly the F-14, he served as a member of Fighter Squadron 11 for three years, conducting operational deployments to the North Atlantic, Mediterranean, and Indian Oceans. He finished Naval Fighter Weapons School—known as “Top Gun”—and compiled 235 carrier landings and 1,000 hours in the F-14. In the 1988 operation, the highly decorated naval aviator was among the U.S. forces sent to protect civilian oil tankers targeted in the Iran/Iraq War.

(Image: File)


On the ground, his various assignments and promotions eventually led him to his role as Deputy Secretary of Veterans Affairs from 2001-2003, receiving the Exceptional Service Medal, the VA’s highest honor, for his service. As he made his ascent, Mackay earned a master’s degree, and a Ph.D., in public policy from Harvard University. He is also a member of the Council on Foreign Relations and a member of the Aspen Strategy Group.

Mackay serves on the board of Cognizant Tech Solutions Corp. 


Gen. Lloyd W. “Fig” Newton


Gen. Lloyd W. “Fig” Newton is the retired commander of Air Education and Training Command, headquartered at Randolph Air Force Base in Texas. As such, he is responsible for the recruiting, training, and education of Air Force personnel. Newton manages a massive operation: Air Education and Training Command consists of 13 bases, more than 43,000 active duty members and 14,000 civilians.

But as a young man, he made wartime history. Earning a degree in aviation education from Tennessee State University, he was commissioned as a distinguished graduate through ROTC in 1966. After completing pilot training at Williams Air Force Base, Arizona a year later and qualifying as a fighter pilot, he flew 269 combat missions from Da Nang Air Base in  South Vietnam, including 79 missions over North Vietnam, the dangerous stronghold of the Viet Cong. Due to his prowess, Newton became the first African American selected to join the elite U.S. Air Force Aerial Demonstration Squadron, the Thunderbirds, in November 1974.


(Image: File)


Upon retirement, he entered the corporate world and moved up the ranks to EVP, Military Engines at Pratt & Whitney, the global leader in designing, manufacturing, and servicing of aircraft engines, space propulsion systems, and industrial gas turbines.

Newton currently serves as a corporate director on the boards of L3 Technologies Inc. and Torchmark Corp.


Charles E. Phillips Jr.


As CEO of Infor Global Solutions, Charles E. Phillips Jr. has built the company into an enterprise software giant. Prior to Infor, he was president and board member of Oracle Corp. and during his seven-and-a-half-year tenure, it tripled in size and successfully acquired 70 companies. Before that experience, Phillips was a managing director in the Technology Group at Morgan Stanley, where he was recognized as one of BLACK ENTERPRISE‘s Most Powerful Blacks on Wall Street and an Institutional Investor All-Star for 10 consecutive years. Highly respected in business and economic circles, Phillips also served on the Obama administration’s Economic Recovery Board, led by Paul Volcker.

(Image: File)


Holding a degree in computer science from the U.S. Air Force Academy, a JD from New York Law School, and an M.B.A. from Hampton University, Phillips spent some of his formative career years as part of the military. He was a captain in the U.S. Marine Corps in the 2nd Battalion, 10th Marines artillery unit before his career ascent on Wall Street and Silicon Valley. In fact, in 2012 he was invited as the keynote speaker for the Marine Corps’ 237th Birthday Ball where he addressed his unit in which he served while stationed at Camp Lejeune, North Carolina.

Phillips serves on the board of Viacom Inc.


Gen. Larry Spencer


As the Air Force Association’s leading executive, Gen. Larry Spencer manages the group’s staff. He has oversight of the operations of AFA, AFA Veteran Benefits Association, and Air Force Memorial Foundation. He also holds the title of publisher of Air Force Magazine, the official journal for the association’s 94,000 members.

Spencer began his military career in the enlisted ranks and rose to become a four-star general. Receiving his degree in industrial engineering technology from Southern Illinois University, Carbondale. Spencer was then commissioned through Officer Training School in 1980 as a distinguished graduate. He has commanded a squadron, group, and wing, and served as Vice Commander of the Oklahoma City Air Logistics Center. He made military history as the first Air Force officer to serve as the Assistant Chief of Staff in the White House Military Office.


(Image: Gen. Larry Spencer)


Retiring as a four-star general, Spencer spent over 40 years in the Air Force. His last assignment was as the Vice Chief of Staff of the US Air Force, reaching the second highest-rank in that branch of the armed forces. He presided over the Air Staff and served as a member of the Joint Chiefs of Staff Requirements Oversight Council and Deputy Advisory Working Group. In that role, he assisted the Air Force’s Chief of Staff with organizing, training, and equipping of 690,000 active-duty, Guard, Reserve, and civilian forces home and abroad.

Spencer serves as a corporate director for Whirlpool Corp.

Melvin T. Stith, Ph.D.


An alumnus of Norfolk State University and a member of its Board of Visitors for the past four years, Melvin T. Stith, Ph.D. will assume the role of interim president of his alma mater beginning Jan. 1, 2018. He is also Dean Emeritus, Martin J. Whitman School of Management, Syracuse University and Dean Emeritus, College of Business, Florida State University, respectively. Before climbing the academic ranks as a professional, the Vietnam veteran served in the U.S. Army Military Intelligence Command from 1968 to 1972, achieving the rank of captain.

(Image: File)


A native of Jarratt, Virginia, he received his sociology degree from NSU in 1968 and his M.B.A. and Ph.D. in marketing from the Whitman School in 1973 and 1978, respectively.

Stith serves on the board of AFLAC Inc.


Hansel E. Tookes II


Retired, Hansel E. Tookes II had served in various senior executive positions with tech, aerospace and defense conglomerate Raytheon. Joining the company at the turn of the century, he rose quickly, serving as chairman and CEO of Raytheon Aircraft Co. as well as Raytheon International. Before joining the company, he played vital leadership roles at industrial companies United Technologies and Pratt & Whitney.


(Image: File)


Before becoming a top gun in corporate America, Tookes was a Lieutenant Commander and Military Pilot in the U.S. Navy for seven years and later served as a Commercial Pilot with United Airlines. Moreover, he holds a degree in physics from Florida State University and a master’s in aeronautical systems from the University of West Florida. He also completed the Advanced Management Program at the Harvard Business School. He served as a member of the Advisory Group to the Secretary of the Air Force and continues his membership of the National Academies – Aeronautics and Space Engineering Board. No longer in military service, Tookes still continues to serve his country.

Tookes is on the boards of NextEra Energy Inc., Corning Inc., Harris Corp.,  and Ryder System Inc.

—Additional reporting by Tiamari Whitted

Small Business – Black Enterprise


45 Black Corporate Directors Who Power the Tech Industry

When BLACK ENTERPRISE started our annual review of African American representation on corporate boards at S&P 250 companies in 2013, our editors discovered that tech companies were among the worst offenders in their refusal to embrace diversity and inclusion–especially those found in the industry’s mothership, Silicon Valley.

There have been some significant changes over the past five years among market leaders Apple, Alphabet (Google),, and Hewlett Packard (now split into Hewlett Packard Enterprise and HP Inc.). While none of these firms had a single African American among their corporate governance ranks a decade ago, now they have African Americans with a seat at the table. And some have selected those who can be found on the 2017 BLACK ENTERPRISE Registry of Corporate Directors, individuals who are not only incomparable strategists but connected to spheres of power and influence at the highest levels. For instance, current CEO of TIAA and former Vice Chairman of the Federal Reserve Roger Ferguson was tapped last year to sit on Alphabet’s board and former Secretary of State Colin Powell oversees the management and policies of

(Board member Colin Powell. Image: File)


There are still a large number of companies, however, that still continue to seem oblivious to the value of an African American presence in their boardrooms:, Adobe Systems, Cisco Systems, Oracle Corp., Intuit Inc., eBay Inc., and Symantec Corp., which realized enormous revenue and profit growth under CEO John Thompson, a member of the BE Registry who serves as the nonexecutive chairman of tech powerhouse Microsoft Corp. And this year we have expanded our research to include the entire S&P 500, uncovering other prominent tech companies without black directors like Netflix Inc. and Paypal Holdings Inc.

In the development of our 2017 BLACK ENTERPRISE Registry of Corporate Directors, we have discovered 292 African American guardians of shareholder value who monitor the management of the nation’s largest publicly traded companies, ensuring the continued viability of global business with their trillions of assets and millions of managers, rank-and-file employees, vendors, and other stakeholders.

We have decided to share with you the segment of corporate directors with oversight of S&P 500 tech companies. The contributions of these brilliant, accomplished leaders across a multitude of disciplines play a critical role in industrywide innovation and competitiveness.

Click the images below to scroll through the slideshow of the 45 black corporate directors who power tech and business:

Small Business – Black Enterprise


House Republicans reportedly considering phasing in corporate tax-rate reduction

House Republicans are considering phasing in a corporate tax-rate reduction, according to a Bloomberg News report.


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Millennial Accountant Offers Advice on Leaving Your Corporate Job and Starting a Business

His vision couldn’t be confined to a cubicle. So he submitted his resignation letter and created his own canvas. At the age of 23, Jeff Wilson II grabbed two mentors and followed their lead to create a small tax practice.

He started out just doing tax returns just like his mentors. Five years later, Wilson has his own accounting practice, The WII Group L.L.C. He shares his experience of launching a business as a young millennial accountant:


Photo Credit: Courtesy of AICPA Edge Conference




There have been many surveys and reports that reveal why over 50% of small businesses fail within 5 years. Your company has been standing strong since 2009. What has been key to your success?

Jeff Wilson: First, I would say a professional services firm is much easier to own or operate than a product or manufacturing firm because the overhead is low.

The keys to our success at The WII Group L.L.C. have been a balanced approach, a dedication to excellence, and a well-capitalized financial foundation to withstand a few bad days.

The businesses I see failing today are undercapitalized. Someone has an idea, maybe even a really good one, but they don’t understand how much money is needed to run the company and keep things going until a return on their initial investment is made.

Did you face any challenges, opposition, or doubts from others as a young black entrepreneur? How did you establish your credibility in the industry?

Wilson: As a minority in a predominantly white profession from a small HBCU, there is lot of headwinds. No question. I faced a lot of opposition.

I started a financial services organization when I was 23. Who takes advice from a 23-year- old with no born privilege? That’s a tough [sell] to anyone. However, you can’t focus on that, and I never did. I was told your reputation will make it there before you will. As a result, I made sure my name was a gold standard. I did my homework when meeting clients to assure them I was competent, I was on time, and I dressed like a professional is supposed to—black, blues, and grays only. That alone, at least, got me a conversation with decision makers.

Then, I had to explain why they should take my advice. It helped that I was a CPA at 23 who could explain finances simply and in a believable manner. It probably didn’t hurt that I mentioned my positive net worth, which I knew most people over 40 couldn’t say, so they listened and as a result I am still here.

What does it take to build a successful niche practice?

A niche provides a good size moat to protect [a] business—and most importantly, margins away from competitors. To do a niche business, you have to understand who your client is exactly.

Second, understand your competitors. How many people are selling the same product? If a lot of competitors have the same product to sell, it’s not going to hold a lot of value.

Lastly, develop and continue to enhance your skill set. Pick a skill or product that is unique and continue developing it so you’re out in the forefront when people think of this skill or product in need.

What advice do you have for other individuals who want to leave their corporate job and start their own firm?

My advice is this: Don’t quit your day job if you can’t go a year or more without a paycheck. Starting a business is hard and sometimes the reward comes much later than you think. It’s a journey to create lasting wealth for you and your family. It will take a while for the return to show but if you’re skilled and focused on your business 24/7, I am confident the rewards will come.


Small Business – Black Enterprise


Why workers need a corporate tax cut

Left-wing political groups are staging street protests and running television ads to defeat President Trump’s proposed corporate tax cut. If they succeed, the big losers will be anyone hoping for a raise or looking for a better job. Top Democrats like Sens. Elizabeth Warren and Bernie Sanders are complaining about tax cuts for wealthy corporations….
Opinion | New York Post


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BRAZIL: Ibovespa Rises With Corporate Results

After changing between gains and losses, Ibovespa – the benchmark stock market index in Brazil – closed 0.34% higher Friday at 65,497.13 points, boosted by corporate earnings. In the week, Ibovespa climbed 1.26%.
RTT – Economic News


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‘The Emoji Movie’ Review: What’s the Emoji for Corporate Pandering?

Can you build a whole animated feature about emojis living inside the smartphone of a teen named Alex (Jake T. Austin)? It's a stretch. But The Emoji Movie, expected to kill at the box-office and be killed by critics, has a few tricks up its animated sleeve. Before the jacked-up antics get to be too much, director Tony Leondis and co-writers Erich Siegel and Mike White get in a few

This article originally appeared on ‘The Emoji Movie’ Review: What’s the Emoji for Corporate Pandering?

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How to Land a Top-Paying Certified corporate travel executives Job: Your Complete Guide to Opportunities, Resumes and Cover Letters, Interviews, Salaries, Promo

How to Land a Top-Paying Certified corporate travel executives Job: Your Complete Guide to Opportunities, Resumes and Cover Letters, Interviews, Salaries, Promo

How to Land a Top-Paying Certified corporate travel executives Job: Your Complete Guide to Opportunities, Resumes and Cover Letters, Interviews, Salaries, Promotions, What to Expect From Recruiters and More
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Corporate Slave

Corporate Slave

Life isnt easy for Cassie. Shes a sales assistant in a convenience store, in a society where sex is used to sell everything and is one of the main commodities for sale. When she buys one of the new Intelligent Dresses to wear when shes out clubbing, it sparks a sequence of events that lead to her being accused of using the garments on-board computer to carry out industrial espionage. Her captors assume shes part of the resistance movement, seeking to bring down the group of multinational corporations that rule the country. She is imprisoned, interrogated and tortured, and ultimately sold as a slave to a senior corporate exec, Mistress NightMaire. She becomes a pleasure slave to be used for the entertainment of guests and clients. Meanwhile she discovers a friend of hers, Lorne, is also being held by Mistress NightMaire. And Lorne, it turns out, does have connections to dissident groups. Cassie begins to plan her escape. But will she be able to find Lorne? Will she be able to join up with the dissidents? Can they change the world? And just as importantly, now she knows the capabilities of the Dress can she get her hands on another one?

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