✨ LIGHTS, CAMERA, ACTION! 🎬
All-In Cincinnati Presents: Empower & Eats TV Show Premiere
Women’s HERstory in the Making!

Be part of a monumental evening as this exclusive event is a celebration of economic mobility, policy change, and the cultural richness that drives our community forward.
All-In Cincinnati premieres Empower & Eats, our exciting new TV show showcasing the voices of Hamilton County entrepreneurs, policymakers, and changemakers.
Get ready to experience:

• Exclusive Screening of Empower & Eats
• Fireside Chat with Featured Entrepreneurs & Policymakers
• Networking & Community Conversations
• Light Bites & Refreshments

REGISTER HERE: www.bit.ly/empowerandeats

📍 Soul Secrets 1434 Vine St, Cincinnati, OH 45202
🗓 March 21, 2025  |  ⏰ 7pm – 9pm

Let’s celebrate Legacy, Leadership, & Liberation during Women’s HERstory Month—honoring the people who are transforming our city!

SPACE IS LIMITED—SECURE YOUR SPOT TODAY!     

🌱 Growing People, Growing Community
Recognizing Our Collective Strength and Amplifying Voices for a Stronger Tomorrow

Real change happens when we uplift the leaders, organizations, and businesses shaping our community. This month, we’re celebrating five dynamic community leaders and six businesses driving impact across industries in Hamilton County.

🔹 Anzora Adkins – A steadfast advocate for neighborhood transformation, Anzora ensures that youth and families in Evanston have the tools and opportunities to thrive.
🔹 Freda Epum – An acclaimed author and artist, Freda weaves powerful narratives on race, illness, and belonging, as seen in her debut memoir, The Gloomy Girl Variety Show.
🔹 Te’Airea Powell – President of the East Westwood Community Council, Te’Airea drives neighborhood growth while balancing roles as a business owner, consultant, and mom.
🔹 Rajani Menon – A dynamic civic engagement leader, Rajani advances inclusive leadership and community-driven solutions at The Women’s Fund of Greater Cincinnati Foundation.
🔹 Venita Turner – A heart transplant survivor turned advocate, Venita founded The Beat Goes On to provide housing support for transplant patients traveling to Cincinnati for life-saving care.

FEATURED BUSINESSES:

🔹 Christina Davis, CEO & Owner, Davis Cookie Collection – Creating sweet memories with handcrafted cookies and inspired recipes.
🔹 Crystal Kendrick, CEO & Owner, The Voice of Your Customer & The Voice of Black Cincinnati – Driving visibility and impact for Black businesses and community initiatives.
🔹 Jennifer Ingram, CEO & Owner, Calibrated Lens – Expanding history’s reach with the Numismatics Noir Coin Card Deck, a curated collection of rare U.S. currency featuring untold Black stories.
🔹 Kisha Johnson, CEO & Owner, The Johnson’s Daycare Center – Nurturing the next generation, providing safe, loving, and empowering care for children and families.
🔹 Shauntel Dobbins, Founder & CEO, FinanciallyU – Providing financial literacy education to equip individuals and families with wealth-building tools.
🔹 Tammie Scott, CEO & Owner, Nostalgia Wine & Jazz Lounge – Bringing nostalgia and joy to Cincinnati with a sophisticated space for music, culture, and connection.

Join us in celebrating these leaders and businesses! Their work strengthens our community and builds a legacy of opportunity for generations to come.

The post All-In Cincinnati presents Empower & Eats to celebrate women’s HERstory appeared first on The Cincinnati Herald .

By Nate Paszczykowski, Fifth Third Bank

Fifth Third and community leaders celebrated the groundbreaking for a new full-service banking center in Cincinnati’s Avondale neighborhood, which has been without a standalone bank branch for nearly five years. 

The new branch is expected to open to the public in late summer or early fall and is among 15 banking centers Fifth Third plans to open in low- and moderate-income (LMI) or high minority (HMT) population census tracts this year. The branch will enable Fifth Third to increase financial access for the community while contributing to the revitalization of Avondale. 

Fifth Third prioritizes financial access and neighborhood revitalization through its Neighborhood Program, a community development initiative which creates and implements innovative place-based strategies to effect positive change in historically disinvested neighborhoods across the bank’s 11-state footprint. As Fifth Third strategically expands and opens new financial centers across the U.S., 30% of new branches in development will be in LMI and/or HMT areas. In addition to new centers, Fifth Third offers its Financial Empowerment Mobile, known as the eBus, and Banking to Go kiosks to address gaps in financial services in underserved communities. 

“At Fifth Third, we believe that strong banks need strong communities, and strong communities need strong banks,” said Kala Gibson, chief corporate responsibility officer for Fifth Third. “We are proud to contribute to the revitalization of Avondale by expanding financial access through this new branch, in addition to many other community investments in recent years.” 

Located in the Avondale Town Center, the new branch will be a model for innovation and sustainability, occupying 2,024 square feet in a storefront along Reading Road. The existing full service drive-up ATM in the town center parking lot will remain. Inside, the center’s open design will make it easy for customers to get quick digital service or discuss more complex banking products, like college savings plans, mortgages, or retirement solutions. The branch is expected to open in late summer or early fall 2025, with Walnut Hills-based Triversity Construction serving as the general contractor. Soul Palette, a local Cincinnati artist, will design and install a mural that celebrates Avondale’s history. 

Avondale, Cincinnati’s largest African American community, has experienced decades of disinvestment leading to population decline, aging housing stock and increased poverty. 

“The Avondale Development Corporation is excited to welcome Fifth Third to our Avondale community,” said Russell Hairston, executive director of the Avondale Development Corporation. “This is more than just a bank opening; it represents a commitment to Avondale’s future. This marks a significant step toward economic empowerment and neighborhood revitalization. By providing accessible financial services, small business support, and homeownership opportunities, Fifth Third is helping to create a more financially inclusive Avondale. We look forward to partnering with them on financial literacy programs, workforce development initiatives, and community investment strategies that will uplift residents and drive sustainable growth, which aligns with ADC’s mission to foster sustainable community development.” 

In partnership with the Avondale Development Corporation and other community partners, Fifth Third has made $33.6 million in direct investments into Avondale and helped catalyze $17.9 million from other entitles for a total financial impact of $51.5 million. 

Key initiatives include: 

• Blair Lofts: The Fifth Third Community Development Corporation invested $15.5 million into Blair Lofts in 2021. The 64-unit affordable housing development located on Reading Road features one-, two-, or three-bedroom apartments, on-site management and amenities that include laundry, resident storage spaces, a community kitchen and a fitness center. Fifth Third also funded wrap-around services such as a move-in care package for residents, financial education workshops, funding so that 55 children could attend a summer camp, furnishing for the community room, and five desktop computers and furnishings for a computer lab. 
• Digital Accessibility: Fifth Third has been working to help close the digital divide and bring Avondale residents into the technology mainstream. Key partners in the effort include the Avondale Development Corporation, Uptown Consortium Inc., and the University of Cincinnati. Following a community-wide assessment of the neighborhood and its needs, in fall 2024 the partners began replacing non-functional and outdated equipment at eight housing complexes and adding service in two locations that were not previously served, thanks to funding from the United Way of Greater Cincinnati. In early 2025, 319 apartments are expected to have free internet connectivity, including 779 residents and 374 school-age students. Six free outdoor hotspots are also being installed along Reading Road. The final phase includes a neighborhood-wide Wi-Fi project that will provide free and/or discounted servicing throughout all of Avondale. 

The post Fifth Third bank breaks ground on new branch in Avondale appeared first on The Cincinnati Herald .

By Theresa Katalinas 
Katalinascomm
unications@gmail.com

Zakayla Riley had her heart set on a career in social work when the COVID-19 pandemic realigned her ambitions.

“When all the groomers were shut down, I had to groom my own dog. I don’t like stinky dogs,” said Riley, a 2021 graduate of Northern Kentucky University, of Benji and Shadow, her mini and giant Schnauzers. “It came really naturally to me. I developed a stronger bond with my dogs.”

She toyed with the idea of becoming a professional dog groomer, first attending a pet grooming school through a Cincinnati-area pet store.

“I realized early on that the corporate grooming environment was very fast-paced and sometimes stressful for both the animals and the employees,” she said. “I decided to step it up but slow it down by opening my own grooming salon.”

In late 2021, she launched Pawpin’ Pawz Luxury Mobile Grooming, initially converting space in her customers’ homes into a grooming salon. In 2022 she bought a self-sufficient salon on wheels in a 6×10 trailer pulled by a Chevy Silverado. She provides curbside service to clients in Cincinnati and surrounding areas, grooming dogs in her vehicle while it’s parked in front of their homes.

Early on, she participated in the Mortar Entrepreneurship Academy and began working with SCORE Greater Cincinnati mentor Quinn Wang, who provided insight on business startup and pricing. SCORE is a national nonprofit organization that supports small businesses through free mentoring.

“He was very, very helpful in whatever it was that I needed,” Riley said. “I loved having Quinn in my back pocket. He’s still there four years later. I can pick up the phone and call him.”

Riley also took part in SCORE’s webinars and classes as well, because, as she noted, “more brains are better than one.”

Wang, who retired from SCORE two years, ago, still stays connected with his mentee.

“We have maintained contacts and met from time to time to discuss issues and challenges Zakayla may run into, or her future plans for her businesses,” Wang said. “I am always impressed with Zakayla’s drive and energy throughout the years.”

Her drive, coupled with a goal of “broadcasting” her business to a larger audience, led Riley to participate in SCORE’s 60^th Anniversary Pitch Competition. She was one of 45 finalists.

More than 2,200 small businesses applied to compete in five pitch events. Contestants were pared down to 60 contenders. Participants were matched with SCORE mentors to refine their pitches, strengthen their presentations and hone their business plans.

“I’m not afraid of a little competition,” she said. “Fundraising is a top priority right now.”

Looking ahead, Riley plans to add another groomer and a second mobile grooming vehicle to her current solo operation.

“The demand is there,” Riley said. “I get a ton of inquiries and because of our current capacity, we have a growing wait list.”

On average, she sees 130 dogs every two months. Riley envisions continued growth on the horizon.

“My 10-year goal is to have at least four vans on the road,” she said. “In the long term, I want to open an indoor dog park.”

To learn more about SCORE, request a mentor, or volunteer to be one, visit score.org. Since 1964, SCORE has helped more than 17 million entrepreneurs start, grow or successfully exit a business. SCORE’s 10,000 volunteers provide free, expert mentoring, resources and education in all 50 U.S. states and territories. Visit score.org.

The post Mobile pet groomer eyes expansion following SCORE Pitch Contest appeared first on The Cincinnati Herald .

By Taalib Saber, attorney and owner of The Saber Firm

As Black History Month reminds us of our legacy of resilience and economic power, recent federal rollbacks of Diversity, Equity, and Inclusion (DEI) programs have sent shockwaves through corporate America. While these policy changes may feel like a setback, they present a unique opportunity for Black entrepreneurs to double down on self-sufficiency and community-driven business growth.

A Wake-Up Call for Black Business Owners

DEI initiatives have helped Black professionals access corporate contracts and funding opportunities, but many provided symbolic representation without tangible economic transformation. With these policies being dismantled, it’s time for Black business owners to rely less on institutional diversity programs and more on collaborative, community-driven economic strategies.

This isn’t a time for despair. It’s a time to reimagine economic power. When systems exclude us, we innovate. When doors close, we build new ones. From the Freedmen’s Bureau to Black Wall Street, our ancestors created success despite systemic opposition.

Turning Setbacks into Power Plays

Rather than seeing DEI rollbacks as obstacles, Black entrepreneurs should view them as catalysts for collective wealth-building. Today’s success stories prove this approach works.

Rihanna’s Fenty Beauty revolutionized the cosmetics industry by creating products for all skin tones when mainstream brands wouldn’t. By focusing first on underserved Black and brown consumers, Fenty Beauty generated $100 million in sales in its first 40 days and has grown into a billion-dollar enterprise that forced the entire beauty industry to become more inclusive.

Calendly, founded by Nigerian-American Tope Awotona, became a billion-dollar scheduling platform by solving a universal problem. Despite initial struggles to secure venture funding, Awotona bootstrapped his company until its value was undeniable, ultimately raising $350 million and reaching a $3 billion valuation.

The Fifteen Percent Pledge, founded by Aurora James, demonstrates the power of intentional economic redirection. By persuading major retailers like Sephora and Macy’s to dedicate 15% of shelf space to Black-owned brands, the initiative has shifted over $10 billion to Black businesses since 2020.

How Black Businesses Can Thrive

Leverage Group Economics: Focus on Business-to-Business (B2B) relationships within the community through strategic partnerships and shared marketing efforts. Black entrepreneurs can drive revenue by prioritizing Black-owned vendors and service providers.

Explore Alternative Capital: While government-backed DEI funding may disappear, access capital through angel investors, venture capitalists focused on minority-owned businesses, and crowdfunding. Organizations like the Black Angel Tech Fund and 1863 Ventures are specifically supporting Black entrepreneurs.

• Master Digital Marketing: Without DEI mandates, securing contracts will be more competitive. A strong digital presence, SEO-optimized websites, social media dominance, and powerful branding are non-negotiable.
• Own Your Intellectual Property: In entertainment, sports, and entrepreneurship, prioritize ownership through trademarks, copyrights, and business structures that prevent exploitation while ensuring generational wealth.
• Build Industry-Specific Networks: Creating Black-led professional networks in industries like law, entertainment, and finance will ensure access to opportunities that corporate America may no longer prioritize.

Contemporary Success Through Community Power

Blavity Inc., founded by Morgan DeBaun, has built a digital media empire reaching over 30 million millennials monthly. By focusing on serving Black audiences and creators first, Blavity has expanded to include multiple brands and hosts AfroTech, the largest Black tech conference in America.

Greenwood Bank, co-founded by Ryan Glover, rapper Killer Mike, and former Atlanta Mayor Andrew Young, raised $40 million in funding before even opening its doors. Named after the prosperous “Black Wall Street” district, this digital banking platform specifically serves Black and Latino communities by reinvesting in minority businesses.

Pattern Beauty by Tracee Ellis Ross demonstrates the power of serving community needs first. By creating hair products specifically designed for Black women, the brand became profitable within days of launching and secured distribution at major retailers nationwide.

The Black Wealth Renaissance

Black history has always been marked by resilience. When access is denied, we create our own tables. By focusing on economic empowerment, ownership, and strategic partnerships within our community, we can build an ecosystem that thrives beyond political shifts.

This isn’t about segregation. It’s about elevation. It’s about ensuring Black businesses aren’t dependent on temporary policies but rooted in sustainable strategies that allow prosperity regardless of who’s in office.

We have always been our best investment. When we bet on ourselves, we win. When we invest in each other, we grow. When we circulate our dollars within our communities, we build lasting wealth.

Action Steps for Black Entrepreneurs

Identify and partner with Black-owned suppliers and vendors. Ensure your business is properly structured to protect assets. Develop a strong online brand presence. Explore funding options that prioritize Black entrepreneurs. Join or form industry-specific Black business networks. Support Black-owned financial institutions. Advocate for policies that benefit Black entrepreneurs.

The future is ours. Our history proves that we thrive when we work together. The attack on DEI is not the end of opportunity. It’s the beginning of a new Black economic renaissance. If we seize this moment, we won’t just survive. We will thrive!

The post Black entrepreneurs empowered to thrive despite DEI policy rollbacks appeared first on The Cincinnati Herald .

Contributed by All-In Cincinnati

Black History In The Making

Honoring an Impact Hero: Denisha PorterBlack history isn’t just about the past—it’s about the leaders shaping the future right now. That’s why we’re celebrating Flywheel Social Enterprise Hub’s inaugural Impact Hero—our Executive Director, Denisha Porter!

Denisha’s leadership in health, housing, education, economic mobility, and justice continues to drive transformation in our community. She was recently recognized as one of The Top 50 Women Leaders of Ohio for 2024 (for the second year in a row!).

Denisha’s work is more than impact—its legacy in motion. We honor her commitment to building a Hamilton County where everyone belongs, collaborates, and thrives.

🌍 All Means All: A Framework by PolicyLink
Keep the Momentum Going & Watch the CNDORH Recap!

At All-In Cincinnati, we know that when we uplift overlooked communities, the entire community thrives. This isn’t new work for us—it’s who we are. Since 2019, we’ve mirrored PolicyLink’s vision, knowing that true progress happens when systems work for everyone.

That’s why we’re spotlighting the All Means All framework—a bold strategy from PolicyLink, designed to create communities where everyone has access to opportunity, resources, and justice. This framework reinforces what we’ve long believed: when we center those most impacted, we build a stronger Hamilton County for all.

The Cincinnati 5th Annual National Day of Racial Healing was a powerful reminder of the work we continue to do—work that is more critical now than ever. Relive the impact. Watch the recap now! From powerful speakers to deeply moving Activation Rooms, we witnessed the community come together to heal, engage, and move forward.  ✨ Let’s carry this energy forward—all year long.

Watch Here: https://www.youtube.com/watch?v=pcPJ5-v5XCI

#CNDORH | #RacialHealing | #HowWeHeal | #AllMeansAll | #AllInCincinnat

The post Denisha Porter named Impact Hero for her leadership in justice appeared first on The Cincinnati Herald .

Contributed by Amy Fitzgibbons, Vice President of Marketing & Communications, Cincinnati Regional Chamber

At its Annual Dinner last Thursday, the Cincinnati Regional Chamber held its “passing of the gavel” ceremony to welcome its new Board Chair. Per Chamber governance policy, at the end of 2024, former CVG CEO Candace McGraw, now Immediate Past Chair of the Chamber board, completed her two-year tenure as Chair. James Watkins, CEO of Triversity Construction, assumed the role of Chair after serving for the last two years as Vice Chair of the Board. 

“Over the past decade, Jim has made Cincinnati his home. He has lent his passion, expertise and leadership to numerous initiatives in our region, including affordable housing policy, the caps on Fort Washington Way, and economic development—all in support of our vision of building a growing, thriving region where everyone belongs,” said Brendon Cull, President & CEO of the Cincinnati Regional Chamber. “I’m grateful for his service to our organization and looking forward to his contributions as Board Chair.” 

James Watkins serves as Triversity’s President and Chief Executive Officer with more than 30 years’ experience leading all business phases of construction management, general contracting, and its craft force division. Serving as its President for 11 years, Watkins guided Triversity toward all-time high growth and built its new headquarters, a $4 million development, in Walnut Hills.  

Watkins is responsible for leading the company’s day-to-day business operations and executing the company’s annual business plan giving him oversight of profit and loss company wide.  In addition to the Chamber Board, Watkins serves as a board member for ACI (Allied Construction Industries), Spirit of Construction, Truist Community Advisory Board and Cincinnati Housing Advisory Board. Watkins played a major role in several corporate construction management training programs and was an active member of the ACE Mentor program. He has been named “Who’s Who in Detroit” and is a past NOMA (National Organization of Minority Architects) board member. He is also a graduate of the Cincinnati Chamber’s Leadership Cincinnati, class 37 and an active Vistage member. 

The following individuals also joined as Board Members at the end of 2024: 

• Katrina English, SVP & Chief Administrative Officer, UC Health 
• Holly H. Mazzocca, CFP®, President, Wealth Advisor, Principal, Bartlett 
• Lisa Vannis, Audit & Assurance Partner, Deloitte 
• Andrew E. Worrell, General Counsel and Secretary, Fischer Homes 

To learn more about the Chamber’s Board of Directors, please visit: https://cincinnatichamber.com/board-of-directors/ 

About the Cincinnati Regional Chamber  

The Cincinnati Regional Chamber is the premier business and civic organization dedicated to growing the vibrancy and economic prosperity of the Cincinnati region. To achieve its vision that Cincinnati is a growing, thriving region where everyone belongs, the Chamber seeks to grow our economy, grow our population, and grow our cultural vibrancy – with the foundation of a strong business community – to foster a welcoming environment for all. The Chamber’s membership offerings, signature leadership programs, government and regional advocacy efforts, community events such as BLINK and Oktoberfest as well as key partnerships with organizations like Cincinnati Experience, Cincinnati Compass, Cincinnati Minority Business Accelerator, and the Workforce Innovation Center lead the way in making that vision a reality. For more information, visit www.cincinnatichamber.com. 

The post Cincinnati Regional Chamber welcomes new Board Chair, James Watkins appeared first on The Cincinnati Herald .

By Nick Kossovan

“The devil is in the details” is an idiom highlighting how small details can significantly affect the outcome of something and that attention to detail is the difference between something good and something great. This phrase captures the essence of job search success.

A misplaced decimal point on a financial spreadsheet will result in inaccurate reporting. It only takes a minor design flaw to cause a costly recall or safety issues. In personal interactions, eye contact and smiling shape perception. Colour scheme drastically influences the mood of a room or whether you make a fashion statement.

Job seekers who meticulously craft their resume, LinkedIn profile, applications, and interview presence will have an edge over those they’re competing against. If your resume and LinkedIn profile are full of typos or your voicemail isn’t set up, you aren’t doing yourself any favours. Misaddressing your interviewer or failing to turn on your camera during a Zoom interview can cost you the job opportunity.

When competing against other job seekers just as qualified as you are, some more so, as you are in the current job market, not paying attention to details or your actions will hurt your job search.

The most common details overlooked by job seekers:

Title your resume file “First Name_Last Name_Resume_Year”

Example: [Nick_Kossovan_Resume_2025]

This format ensures that your resume is easily recognizable by recruiters and easily searchable in the recruiter’s or employer’s database, which, I’d ballpark, contains something like 1,689,355 resumes.

Save your resume as a PDF file.

Saving your resume as a PDF preserves its formatting across all devices, ensuring it appears as you intended, with no changes to margins or layout.

Include a link to your LinkedIn profile.

Along with your resume prominently displaying your phone number and email address, include a link to your LinkedIn profile.(https://www.linkedin.com/in/nickkossovan/) Make it easy for hiring managers to contact you and to view your LinkedIn profile. The easier you make it for a hiring manager, the more likely they’ll consider your candidacy.

Proofread relentlessly!

Ensure your resume, cover letter, and LinkedIn profile are free of typos and grammatical errors. These documents and your online footprint create your first impression; errors can diminish your credibility and chances of being selected for an interview.

Adjust the privacy settings on your social media.

Employers will Google you to determine if you’re interview-worthy. If you’re hired, your new colleagues will also Google you and look you up on Facebook, X/Twitter, Instagram, TikTok, etc. To avoid having your social media activity being misconstrued, except for LinkedIn, your privacy settings so only your followers can see your activity.

Always dress to impress.

You never know who you might encounter when you’re out and about, and you only get one chance to make a good first impression. Whether you like it or not, we live in a world where we judge a book by its cover—we assess visual cues—we always have and always will.

I’ve missed out on many possible opportunities because I left my house not looking my best. One time, I was waiting in line at a coffee shop dressed “comfortably” when a friend sitting in a booth called out to introduce me to the COO of a national transportation company he was meeting with. Although the COO was friendly, the introduction didn’t lead anywhere; I believe it was due to my lack of credible appearance. Dressing well not only boosts your confidence but also earns you respect.

Always carry a pen, a small notebook, and copies of your resume.

As I mentioned, you never know who you might meet or whether you’ll want to share your contact information or take notes. Having a pen and paper on hand demonstrates that you’re prepared (read: on top of your game) and professional. A further step to “being prepared” is always having a few copies of your resume.

A few years ago, during an intermission at a community theatre production, I struck up a conversation with a man who, it turned out, was looking for a workforce manager position. Although I didn’t have an opening, I knew someone who did. He went to his car, retrieved a copy of his resume, and handed it to me, which I passed along to the person I knew who was searching for a workforce manager. Yes, he got the job.

Carefully consider the questions you ask.

Voltaire said, “Judge a man by his questions rather than by his answers.” Your questions during an interview reveal a great deal about you. Steer clear of asking irrelevant or self-serving questions, such as, “How many sick days do you offer?” or, “When will my benefits start?” Instead, inquire about the specific responsibilities, challenges, and goals of the role. Ask questions that demonstrate genuine interest in how you can contribute to the team’s success.

Lastly, never ask for an expectation! Questions such as “I understand this position requires me to work in the office every day. Is it possible to work from home on Thursdays and Fridays?” will eliminate you from consideration.

Succeeding in today’s highly competitive job market requires paying close attention to details and your actions.

Nick Kossovan, a well-seasoned corporate veteran, offers “unsweetened” job search advice. Send Nick your job search questions to artoffindingwork@gmail.com.

Feature Image: Photo by Cytonn Photography on Unsplash

The post Quick fixes that will significantly improve your job search appeared first on The Cincinnati Herald .

By Oren Reshef, Washington University in St. Louis; Abhay Aneja, University of California, Berkeley, and Michael Luca, Johns Hopkins University

Labeling businesses as Black-owned can significantly boost their sales, we found in a recent study.

In June 2020, the business-review website Yelp introduced a feature allowing consumers to search for Black-owned restaurants. As professors who study digitization, inequality and the economics of technology, we were interested in understanding its effect. So we analyzed more than two years of data from Yelp.

We found that restaurants labeled as Black-owned saw a 65% increase in online traffic, more searches and calls, and higher sales through food orders and in-person visits. These results suggest that for many Black-owned businesses, a simple change in their visibility can create new opportunities for growth.

However, the impact varied by location. The gains were strongest in politically liberal areas and places with lower levels of implicit racial bias, as measured by regional variation in implicit-association test scores. This suggests that platforms are in part channeling, as opposed to creating, customer demand. Interestingly, white customers drove most of the increase, suggesting the label helped raise awareness of businesses they might not have considered before.

This wasn’t just a 2020 trend – in follow-up analyses, we found similar results among businesses that opted into the feature later. We also collaborated with the online furniture company Wayfair, which launched a “Black Maker” label on its site in 2023, and found that it led to a 57% increase in web traffic. Finally, Yelp rolled out a Latino-owned label on the platform late that year, which led to a similar increase in consumer engagement.

Why it matters

This research has implications for business owners, digital platforms and policymakers. Growing awareness of racial inequality – partially driven by the Black Lives Matter movement, especially after the murder of George Floyd in 2020 — has led to increased corporate and customer interest in supporting minority-owned businesses. It also led many companies to make commitments to promote racial equity.

However, more recently, many companies have dismantled these efforts. For instance, Target recently announced that it was eliminating its program to spotlight Black-owned businesses. Our findings suggest that increasing the visibility of minority ownership – a relatively low-cost change – can substantially improve economic outcomes for Black-owned businesses.

Our results also show that diversity initiatives aren’t just about warm and fuzzy feelings. Businesses should measure and evaluate their impact to ensure their programs are effective. A well-designed program can benefit the bottom line, while a poorly designed one risks being ineffective or even counterproductive.

So it’s important to acknowledge the potential risks. Past research, including some of our own, indicates that revealing racial identity sometimes can lead to discrimination or backlash. While our findings suggest that labeling can have positive effects, a poorly implemented policy can backfire. Yelp’s initiative design empowered users looking to support Black-owned businesses while allowing other users to continue searching in alternative ways.

That means policy design is crucial. What matters isn’t just what information is revealed, but also how it’s communicated. Our analysis shows that customer demand and preferences vary considerably across locations and demographics, meaning that context also matters.

What still isn’t known

While our research suggests that businesses experienced economic benefits from adopting the label, it’s crucial to understand which policy designs work best in the long run. For instance, Yelp’s program used an opt-in feature, which may have contributed to its success.

However, open questions remain. How are platforms affected by labeling businesses? What other types of labels might be impactful, and for which types of businesses? Could some interventions backfire?

Another key question is, which customers respond to racial identity disclosures? Recent advances in data analytics can help companies refine their strategies, making it easier to target the right consumer groups for more effective initiatives.

Ultimately, our study is a step toward understanding how transparency and visibility can shape economic outcomes. It highlights a diversity initiative that has benefited both customers and businesses, and provides a road map for companies that want to design initiatives that matter. And, more broadly, it speaks to a question facing all companies: How can companies better understand and shape their societal footprint?

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: Oren Reshef, Washington University in St. Louis; Abhay Aneja, University of California, Berkeley, and Michael Luca, Johns Hopkins University

Read more:

• A boycott campaign fuels tension between Black shoppers and Black-owned brands – evoking the long struggle for ‘consumer citizenship’
• The backlash against diversity, equity and inclusion in business is in full force − but myths obscure the real value of DEI
• Campus diversity is becoming difficult to measure as students keep their race and ethnicity hidden on college applications

In the past, Oren Reshef has worked as an Economics Research Intern at Yelp. The company did not intervene in the analysis or the publication process of this article.

Michael Luca has done consulting for tech companies including Yelp.

Abhay Aneja 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.

Feature Image: Photo by Christina @ wocintechchat.com on Unsplash

The post Identifying brands as Black-owned can pay off for businesses appeared first on The Cincinnati Herald .

By Lauren Shallish, Rutgers University – Newark

Whether it’s declaring that blindness prevents government employees from doing their jobs or suggesting that hiring workers with intellectual disabilities contributed to Federal Aviation Administration safety lapses, the Trump administration has repeatedly questioned whether people with disabilities belong in the workplace.

This stance reflects widespread stigma and misconceptions about what people with disabilities can and do accomplish.

Negative stereotypes and exclusionary practices persist despite the fact that people with disabilities are the largest minority group in the United States, representing nearly 30% of the population. Whether or not you identify as disabled, most people live or work in close proximity to others with a disability.

For years I have researched how people with disabilities have been kept out of efforts to guarantee equal access for everybody, particularly in higher education. This exclusion is often due to unfounded beliefs about capacity, intellect and merit, and the false premise that disability inclusion requires lowering standards.

However, studies demonstrate that including people with disabilities is good for everyone, not just disabled people. Schools and workplaces are more collaborative and responsive when people with disabilities are included at all levels of the organization. In other words, disability inclusion isn’t about charity; it’s about making organizations work better.

Rolling back protections

President Donald Trump issued executive orders the day he took office for a second time that aimed at ending government and private-sector efforts to make U.S. workplaces and schools more diverse, equitable and inclusive. In addition to affecting LGBTQ+ communities and people of color, these measures could erode years of progress toward protecting the rights of people with disabilities to earn a living.

Between 40 million and 80 million Americans identify as disabled. Even the higher end of this range underestimates the actual number of people with disabilities, because some individuals choose not to identify that way or even realize they qualify as such. That includes people with impairments from chemical and pesticide exposure, as well as many older people and those who are living with HIV and AIDS, to name some examples.

Only 15% of people with disabilities are born with their impairment, so most individuals become disabled over their lifetime.

Tracing historical precedents

Blaming failures on people with disabilities and people of color echoes the harms embedded in eugenics, an attempt to scientifically prove genetic inferiority of disabled, LGBTQ+ Indigenous and Black people.

Eugenics led to the institutionalization and forced sterilization of, and the coercive experimentation on, people with disabilities, immigrants and people of color across the U.S. Even the Supreme Court endorsed the concept in the early 20th century.

These studies began to fade after World War II, but their legacy persists. Even today, forced sterilization continues to be lawful in U.S jurisdictions in 31 states and in Washington.

Due to widespread activism and the advent of new legal protections, many states finally dismantled their eugenic policies in the late 1970s. But eugenics-era experiments provided foundations for contemporary medical research, standardized testing and segregated school placements.

People with disabilities have far-reaching legal guarantees of civil rights and access today due to the Americans with Disabilities Act. The statute, which was enacted in 1990 and strengthened in 2008, provided protections in the workplace, educational settings, transportation and places of recreation and commerce, among others. It also guarded against negative perceptions of disability.

For example, if an employer perceived someone as disabled and denied them consideration in the hiring process because of that, the candidate would be protected from discrimination under the ADA – whether or not they had a disability.

While these advances are significant, many people with disabilities still do not have access to their basic civil rights. This is particularly true of Black people with disabilities, as they are disproportionately pushed out of school, disciplined more harshly, targeted for incarceration and marginalized in disability representation and research.

Gaining workplace accommodations

Critics of inclusion efforts sometimes wrongly argue that employing people with disabilities is too costly due to the accommodations they may require. But the Job Accommodation Network in the Department of Labor’s Office of Disability Employment Policy found in 2023 that nearly 60% of these accommodations cost nothing.

What’s more, many tax incentives are available to cover these costs.

Disability civil rights law does not mandate hiring people who are not qualified or lowering standards to include the disabled. The law requires that candidates meet the “essential functions” of the job in order to be hired.

According to a 2024 Labor Department report, the employment rate for working-age people with disabilities was 38% compared with 75% for nondisabled people. Though there are countless reasons for this disparity, many people with disabilities can and want to work, but employers don’t give them the opportunity.

Providing benefits for everyone

Many accommodations designed for people with disabilities also benefit others.

Captioning on videos and movies was originally meant to benefit the deaf community, but it also helps multilingual speakers and people who simply are trying to follow the dialogue. Similarly, visual or written instructions assist people with depression, Down syndrome or attention-deficit/hyperactivity disorder, but they can also make tasks more accessible for everyone, along with breaking assignments into smaller components.

Sensory break rooms benefit people with autism and post-traumatic stress disorder, while also providing a reprieve in a noisy work environment and minimizing distractions. Remote work options can make it easier for people with chronic illnesses to be employed, and they similarly benefit others who may have caregiving responsibilities – helping attract and retain talented employees. Text-to-speech software provides people with cerebral palsy and nonspeaking individuals with options for communication, similar to options that many people already use on their phones.

A large body of research demonstrates the broad benefits of making jobs and schools more accessible to people with disabilities, which is ultimately an advantage for everyone.

Studies on diversity in educational and workplace settings also demonstrate positive outcomes. In a study of 10 public universities, researchers found that students who reported positive, informal interactions with diverse peers had higher scores on measures of more complex thinking, a concern for the public good and an interest in poverty issues, and were more likely to vote and develop strong leadership skills.

In a national survey of human resources managers conducted in 2019, 92% of the respondents who were aware that one or more of their employees had a disability said those individuals performed the same or better than their peers who did not.

Research published by the Harvard Business Review found many advantages to hiring people with disabilities.

For one thing, people with disabilities can have unique insights that contribute to the workplace culture. The presence of employees with disabilities can make the environment of entire companies and organizations more collaborative. Earning a reputation for inclusiveness and social responsibility can improve customer relations and can give businesses an edge when they seek funding and recruit talented new employees.

Ultimately, I believe it’s important to create conditions where anyone can thrive, including people with disabilities. Doing so benefits everyone.

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: Lauren Shallish, Rutgers University – Newark

Read more:

• Coronavirus could revolutionize work opportunities for people with disabilities
• Mark Zuckerberg thinks workplaces need to ‘man up’ − here’s why that’s bad for all employees, no matter their gender
• Job supervisors with disabilities can boost productivity, new research shows

Lauren Shallish 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.

Feature Image: The employment rate for people with disabilities is about half that of nondisabled people. Johner Images via Getty Images

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Corporate America’s retreat from diversity, equity, and inclusion (DEI) commitments is already having significant repercussions, with consumer boycotts, stock fluctuations, and mounting legal battles reshaping the financial landscape for major firms. Companies that once championed DEI efforts in the wake of George Floyd’s murder have begun to abandon these initiatives under mounting conservative pressure, only to face economic and public relations consequences of their own.

Target is at the center of a lawsuit alleging it misled investors about its Environmental, Social, and Governance (ESG) and DEI policies. The lawsuit argues that Target’s messaging led to widespread boycotts following its 2023 LGBTQ+ Pride campaign, which extended into a 2024 backlash. The impact on the retailer’s bottom line has been undeniable, with Target’s stock price experiencing a sharp decline. On a recent trading day, shares dipped another 28 cents. Further, Blue Chip Partners LLC reduced its holdings in Target by 6.8% in the fourth quarter, selling more than 10,000 shares.

Despite dropping its own DEI initiative, Walmart has fared better than Target, even as Saudi Arabia’s Public Investment Fund recently divested from the retailer. On Feb. 14, Walmart’s stock slipped from $105.30 per share opening to $103.60, a minor dip compared to the larger financial instability seen elsewhere.

Other corporations abandoning DEI commitments are feeling the strain in different ways. Ford, which eliminated its DEI program, is now facing what many argue is the karma of a staggering $2.5 billion in punitive damages from a recent jury verdict in Columbus. McDonald’s has seen its stock continue steadily declining, falling to $308.55 per share, with Blue Chip Partners LLC also selling off its holdings in the fast-food giant. Coca-Cola and PepsiCo, preparing to comply with executive orders to dismantle DEI programs, have also taken hits. Coca-Cola’s stock dropped by more than 63 cents, while PepsiCo saw a more than $1.19 per share decline.

Some companies that have retreated from DEI, such as Meta and JPMorgan Chase, have managed to hold their ground. Meta CEO Mark Zuckerberg has cozied up to MAGA figures, shielding the company from harsher backlash. Meanwhile, JPMorgan Chase CEO Jamie Dimon, who has long advocated for diversity, recently downplayed DEI training programs, insisting the bank’s approach to minority communities remains unchanged. The company’s stock has remained steady at $276.59.

Citigroup and Morgan Stanley have also largely avoided financial fallout, maintaining relatively stable stock prices despite walking back their diversity commitments. However, Citigroup’s decision to remove or alter its public-facing DEI language has drawn criticism. Goldman Sachs took a similar step, scrapping a requirement that companies it takes public must have at least two diverse board members, citing legal developments.

The entertainment and media industries are not immune. Disney has overhauled its DEI initiatives, dropping its “Reimagine Tomorrow” website and adjusting diversity-related content warnings. While Disney’s stock has fluctuated, it recently slightly increased by 79 cents. Meanwhile, PBS has shuttered its DEI office, citing the need to comply with anti-DEI executive orders.

Corporate compliance with Trump-aligned policies is also apparent in the beverage and consulting industries. Bloomberg reported that Coca-Cola and PepsiCo are adjusting their policies to align with federal contract regulations. Deloitte has told U.S. employees working with government clients to remove pronouns from their email signatures, rolling back its DEI goals. Accenture, another major consulting firm, has eliminated diversity targets in hiring and promotion, citing the Trump administration’s stance.

Retailers and financial institutions are also responding. Lowe’s has merged its employee resource groups under one umbrella and cut its participation in external diversity events. Truist Financial Corp. recently trimmed its stake in Lowe’s, selling off over 39,000 shares. Meanwhile, Amazon omitted DEI language from its latest SEC filing, signaling a broader shift in corporate strategies. Boeing has dismantled its DEI department, folding those responsibilities into human resources.

Consumer and activist backlash has been swift. The National Newspaper Publishers Association (NNPA), representing the Black Press of America, has launched a national public education and selective buying campaign in response to corporate America’s retreat from DEI. The NAACP has also issued a spending guide identifying businesses that have abandoned or upheld diversity commitments. Pastor Jamal Bryant of New Birth Missionary Baptist Church in Atlanta has called for a 40-day economic fast against Target, urging 100,000 people to halt spending at the retailer. Bryant noted that Target had pledged $2 billion toward Black-owned businesses but rescinded that commitment in January.

“Black people spend $12 million a day at Target,” Bryant said on the Black Press’ Let It Be Known news program. “Because of how many dollars are spent there and the absence of commitment to our community, we are focusing on Target first.”

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