LEAP Mentor Program – 3rd Cohort Launched!
On December 2nd, RIBBA welcomed 15 new mentees into the newly expanded LEAP Mentor Program. These 15 young adults will work with mentors over the next 5 months to refine their goals and navigate barriers to achieving them.
In addition, the newly expanded program will provide not just mentorship, but also help each participant identify and utilize their strengths, provide education on financial literacy and work readiness, as well 1:1 sessions with career and financial coaches.
Since the program’s start, we’ve been able to support over 40 mentees. We’re grateful to our sponsor Bay Coast and funding partner Real Jobs Rhode Island for making this expanded program a reality.
For more information on upcoming cohorts, please contact Amanda Roman | Director of Program Development & Operations | amanda@ri-bba.org.
Emerging Leader Highlight: Edinalia Lopes
Edinalia Lopes is a Financial Analyst at IGT and a participant in the inaugural Emerging Leaders Development Program provided by RIBBA.
1. What has being a part of the Emerging Leaders Program meant to you?
Being part of the Leadership program means many different things for me. It gives me a chance to network with other professionals from RI, from different industries/cultures. Though I am not currently in a leadership position, this program caught my eye because I would like to grow in my career and this program is a way for me to learn more about what I personally need to get there. I wish this type of program was part of college/grad school curriculum because so many of the things we are learning can help everyone not only in their careers but also understand what leadership qualities they have and what they need to work on to strengthen. The program has given me a chance to step back from the day to day things I do for my career and evaluate myself; learn more about myself and learn about what qualities I have to become a great leader.
2. What’s the most significant think you’ve learned so far?
The program is teaching me more on how to be a genuine/unique leader and I feel like I couldn’t learn that elsewhere. Before this I felt like I had to fit a mold and follow what past leaders have done to be successful but now I am starting to understand how my unique abilities and characteristics can help me get to where I want to go. I think that is the most significant thing I have learned; that I can become a leader using my own strengths and not have to change everything about myself to be the type of a leader that others might expect me to be.
3. How has understanding your strengths changed the way you see yourself?
First of all, there were some things about myself that I didn’t know were strengths for great leaders! For example, when we took the assessment test and one of my qualities came out to be Empathy. I now realize how big of a strength empathy is for a leader, whereas before I thought of it as more of a weakness. I thought it would be seen as “caring too much” or “feeling too much”; now I see that it is one of the best qualities, especially now that I understand more about emotional intelligence and using it to lead. We are only half way through the program and I feel like I’ve learned so much about myself so far.
I think this program would be beneficial for anyone, In any area of work or career levels. Learning about our strengths, how to use our unique abilities, emotional intelligence and understanding the difference between managing and leading, is greatly needed! It can be an asset to someone just coming out of college or someone who’s been in their career for years; you can learn new things about yourself at any stage of life. Someone starting their careers can use this program to get a leg up, learn and hone on their strengths; and someone further in their career can learn new ways to lead and strengthen some of the characteristics they might not have given importance to, in the past. The world is changing and we can ‘t assume that the old ways of leading will keep working, so I would highly recommend this program to everyone!
The Emerging Leaders Development Program is free for participants through funding received by the RI Department of Labor and Training and is delivered by RIBBA in partnership with the University of RI Office of Strategic Initiatives.
RIBBA Issues a Failing Grade and Call to Action to the State of Rhode Island
In Response to the ODEO Disparity Study and Inaction to Comply with State Law, RIBBA issues a Failing Grade and Urgent Action Demand to the State of Rhode Island.
Providence, Rhode Island – July 28, 2021 – The Rhode Island Black Business Association (RIBBA), a non-profit organization dedicated to advancing the business opportunities and vitality of Black-owned and minority businesses in Rhode Island, calls on state leaders to respond to the Disparity Study conducted by Mason Tillman Associates and released by Office of Diversity, Equity & Opportunity (ODEO). The Disparity Study, first authorized by then Governor Gina Raimondo, was commissioned to examine State Agency’s procurement activities for any evidence of discrimination in the award of contracts to available minority and women owned enterprises. The release of the study by ODEO on Tuesday, July 20, 2021, came eight months after completion and cost a hefty $499,029 of taxpayers’ money.
The Disparity Study states that there is evidence of discrimination in the state agency’s contracting with MBE/WBE prime and subcontractors. The Rhode Island Black Businesses Association calls on the State of Rhode Island to enforce its 35-year-old Rhode Island General Law 37-14.1. This law centers Minority business enterprises targeted for participation in all procurement and construction projects and shall be awarded a minimum of ten percent (10%) of all dollar value of the procurement or project. In 35 years, the state has only complied with its own law two times, once in 2018 and again in 2019.
“The Advocacy and Policy Committee has studied the disparity report produced by the ODEO, and while the results are not surprising and reflect the gap we work to fill, the data is disappointing and painful to see,” said RIBBA’s Advocacy & Policy Committee in a joint statement. “While the report highlights data points between 2014 and 2017, current economic trends have displayed that the treatment of MBEs and WBEs has not received the systemic changes it desperately desires. With the untimely and tragic death of George Floyd and the Black Lives Matter Movement, Rhode Island went through the symbolic process of denouncing systemic racism and inequities by officially changing our name last year – that is not enough. Rhode Island must rid itself of the vestiges of structural and systemic racism and inequality by taking actionable steps to ensure an equitable economy for Black and brown Rhode Islanders. There is a great opportunity within this data, and the Rhode Island Black Business Association looks forward to being a trusted part of the solution.”
The report notes that state agencies did not maintain data on the subcontracts awarded by prime contractors. This data had to be reconstructed by the consultant conducting the study. Based on the findings, the State of Rhode Island failed to maintain the required data to measure the effectiveness and compliance of the law. The state failed in its support of Black and minority owned business owners.
“The real problem is there are so many moving parts to the State of Rhode Island’s procurement process that it is difficult to point the finger at a single person or source of the problem,” said Casby Harrison – owner and litigator at Harrison Law Associates. “Without one general, one powerful person that can be held accountable for the program’s success, the program is doomed to failure and without a mandate from the top, there is no incentive to make the MBE program work.”
Black and minority owned businesses have been historically, disproportionately impacted by systemic racism and a lack of broad base support by private or public entities. The lack of generational wealth or liquid capital brought about a rapid decline of these businesses with the COVID-19 pandemic. The National Bureau of Economic Research (NBER) working paper estimates that between February and April, the number of Black businesses nationally decreased by 41 %, the largest change of any racial group included in the study. In contrast, the study estimates that the number of white businesses saw a 17 % drop-in activity over the same period.
“Why did it take 8 months after the study’s completion before it was released to law makers and the public? Why wasn’t Mason Tillman Associates personnel available to answer questions regarding the study upon the State’s release of the Disparity Study? The state’s inability to follow its own law enacted in 1986, the late release of the study 8 months after its completion, and the lack of depth to a study of this importance is both unacceptable and reprehensible,” said RIBBA’s Executive Director – Lisa Ranglin. “After six Governors, absolutely nothing quantifiable has been done to improve the lives of Black and brown people in Rhode Island. The data we do have provides evidence consistent with a system hell bent on upholding the pillars of systemic racism and a lack of commitment by state leaders to changing the outcomes of Black and brown Rhode Islanders. RIBBA demands that given the inequities that COVID 19 has exposed, plus the findings of this limited Disparity Study, that Governor Mckee rights this wrong and enacts real and quantifiable change.”
The Executive Office and the General Assembly ‘sit on their hands’ when it comes to encouraging Black entrepreneurship and investing in Black businesses. Systemic racism and structural poverty continue to drive gun violence in areas devoid of investments. To address these disparities and the spiraling decline of communities, Black businesses must be fully and intentionally supported in order to create jobs and build stronger communities.
The Rhode Island Black Business Association, (RIBBA) agrees with the Disparity Study that there is evidence of discrimination in the state agencies contracting with MBE/WBE prime and subcontractors and is issuing a Call to Action to all stakeholders: elected officials, public and private sector entities, and civic leaders to make this a real turning point in closing skills and opportunity gaps disproportionately affecting Black Americans and communities of color in Rhode Island.
Based on the status of Black and minority-owned businesses in Rhode Island, the findings of the Disparity Study, and the State’s inability to follow its own law enacted in 1986, RIBBA issues a Failing Grade to the State of Rhode Island.
RIBBA and its supporters have identified several solutions in addition to the recommendations cited in the disparity study.
- Establish a Contract Compliance office outside of government to monitor and enforce compliance to MBE commitments
- Mandate when a prime contractor fails to meet the goal of awarding 10% of the prime contract to a M/WBE, that prime contractor must submit good faith documentation indicating efforts to engage and hire minorities or women, a requirement existing as far back as 1996
- Investigate complaints of non-compliance and develop corrective action plans as needed
- Implementation of MBE/WBE tracking of comprehensive data on the subcontracts awarded by the prime contractors
- Increase the government procurement participation goal for Black and Latino contractors to reflect the increased minority population in RI
- The state must set up, and financially assist organizations that provide support to Black businesses so that they too can grow and thrive
- Issue an Executive order to establish preference in state contracts where Black and brown people are the predominant group to be served or when contracts are cited within a neighborhood where the population is 20% or more minority
- Commit at least 20% of funding to economic development in Black and brown communities
- Intentionally work with organizations led by Black and Latino leaders
- Increase loan funds available through Black and Latino organizations
- Establish clear lines of authority to the office of the Attorney General or other legal entity to ensure enforcement
- Implement a Pay Audit System to be used by Prime Vendors and their Subcontractors to independently report payments from Prime Vendors to the Subcontractors on state contracts.
About the Rhode Island Black Business Association (RIBBA):RIBBA is a non-profit organization dedicated to advancing the business opportunities and vitality of Black-owned and minority businesses in Rhode Island through access to capital, contracting, business development resources, entrepreneur training, business advocacy, meaningful investor services, and workforce development.
Born to Lead-Business Highlight: Born-O Uniforms
RIBBA’s mission is made possible by a stellar community of businesses, staff, volunteers, and supporters. We’d like to place a spotlight on one of the members of this incredible network: Born-O Uniforms.
Elisabeth Borno, CEO & Co-Founder of Born-O Uniforms, knew from an early age that she wanted to pursue an entrepreneurial path. During her childhood, she learned firsthand about the opportunities and challenges of business ownership as her parents, originally from Haiti, did this successfully, and in turn helped her to create a similar life vision. Knowing full well the dynamic journey of being an entrepreneur, Elisabeth’s mother encouraged her to have another formal career before venturing into business full time. Although her steps did not take her down this road immediately, she upheld the patience and tenacity to keep moving toward her dream despite obstacles along the way.
As a survivor of a 7.0 magnitude earthquake and having experienced homelessness, Elisabeth is very familiar with overcoming adversity. Two of the most outstanding and consistent aspects of Elisabeth’s story are her unwavering commitment to her life’s vision, as well as her incredibly resilient and vibrant spirit. Three months after surviving the earthquake, Elisabeth’s parents made arrangements for her to attend nursing school in the Dominican Republic. It was during her time on the front lines of the nursing profession that she found her passion and witnessed a need for increased access to high quality medical resources. After considering how she could combine her passion for serving her community and giving back with ensuring appropriate access to quality medical resources, Elisabeth co-founded Born-O Uniforms along with her husband, Yves, in 2018.
An advocate for mental health and equity, Elisabeth incorporates these causes into her work every day. For her customers, she ensures that medical professionals have the appropriate attire and resources to focus on their work rather than stressing about how to prepare. For her staff, she supports and mentors team members from various backgrounds, experiences, and skillsets in order to help facilitate understanding and empathy for the customer community. What sets Born-O Uniforms apart from other similar businesses is a close-knit, family feeling among customers and a focus on price, comfort, and quality. Elisabeth, Yves, and their team make it their mission to provide ready-made medical resources for their customers. This includes uniforms of all sizes that are wrinkle-free, soil resistant, and anti-microbial as well as stethoscopes, bags, badge reels, and other accessories to facilitate safety and comfort and lessen the burden on this community.
Despite Elisabeth’s resiliency and steadfast commitment, she has faced challenges as an entrepreneur, and particularly as a business owner that identifies as a woman of color. Elisabeth, along with many other BIPOC business owners, faces questions of competency, limited access to resources, and fewer opportunities to advance and grow a network. According to Elisabeth, the key to making entrepreneurship more equitable is to “eliminate bias first” and then all else will follow. It is for these reasons among others that organizations like RIBBA are so essential to the success and growth of BIPOC owned businesses like Born-O Uniforms. Elisabeth and Born-O have received a myriad of services from RIBBA including grants, loans, capacity building and operational services, and marketing assistance. Elisabeth is grateful to RIBBA for making the journey of being a business owner much smoother as Born-O navigates their next phase and experiences growth at a fast pace.
As Born-O Uniforms moves forward in their trajectory as a business, increased and aligned funding sources will be key to success. The team has already proven themselves and their business model to be effective, which continues to be evident as they grow. For example, the team is currently hard at work on a brand re-vamp and launch of new products that they are very excited about. Elisabeth admits it is not an easy path to manage a business, particularly because you can’t “check out”; but rather, you are always thinking about how to make your business better and considering its progress. With this in mind, her mantra is “If you’re running and it feels like too much, you can walk”, or, adjust your strategy or task to match your energy until you are ready to go back to where you started. To rising entrepreneurs, Elisabeth advises “don’t give up”; and in business and in life, she never has. As a business owner, family woman, nurse, student, recent graduate, and military personnel, Elisabeth holds many different roles. She is a firm believer that when challenges happen, it is critical to find a way to turn them into the best outcome possible as well as to use your story and what happens to you to become resilient and build yourself up. That is her story, and we hope, along with Elisabeth, that it will be the story of many rising entrepreneurs of diverse backgrounds. With continued support of businesses like Born-O and organizations like RIBBA, it will continue to be a reality.
For more information about Born-O Uniforms, please visit: https://www.bornouniforms.com/
For more information about RIBBA, please visit: https://ri-bba.org/
About the author: Stephanie Mireku is RIBBA’s volunteer Content Writer and works with businesses, volunteers, and community members to highlight their and RIBBA’s work. Her passion for writing of all kinds, and background in English and Business Administration fueled her interest in combining these areas through the Content Writer role. Stephanie first became involved with RIBBA through the LEAP Mentoring program as a mentee in the 2021 cohort. She is enthusiastic about relationship building, mission centric creativity, social impact, and philanthropy, and puts this into action through various outlets including her work as an Assistant Director of Alumni Relations at Providence College.
