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DIVERSITY AJUNE 9, 2006IN BUSINESS LAS VEGASDIVERSE FROM PAGE 3Acommittee within its board of directors as wellas a corporate diversity council comprised ofmajor executive department representatives.The company also boasts purchasing andconstruction diversity councils as well as itsown in-house Diversity Champion Trainingminority subcontractors,” said Rizzo, notingdiversity initiatives in place include workshops,recruitment, outreach and establishment of abusiness advisory council that helps minoritycontractors with business-related issues.“We have to tap every resource possibleto get this done,” added Rizzo, who said hiscompany was not aware of the vast arrayBoyd Gaming Corp. has historicallyencouraged and promoted diversity in hiringand in its vendor base, but just recentlyformalized its practice.“Sam Boyd was one of the first to hire womendealers when he was general manager of TheMint,” said Boyd Gaming Corp. spokesman RobStillwell. “We’ve had an unofficial approach tomulti-lingual interpretation, translation andlanguage skills assessment services. Companyprofessionals help clients measure the languageskills of their employees and work with humanresources departments to institute appropriatetraining programs to ensure a person can dohis or her job effectively. Company presidentMaria Marinch explained that certain words“. diversity, to me, is basically a sensitivity to differences. That’s what good diversity practicesneed to be. It’s a matter of executing strategies and policies that respect those differences.”Chrysanthe Georges Sawyer, President, Georges MarketingProgram, which strives to create a deeperunderstanding of issues related to diversity ofstaff and of customers.“We share fiduciary responsibility to ourshareholders,” Mathur explained. “We wantpeople to see the connection between oursuccess and our diversity.”Mathur noted it’s not enough to make theeffort to embrace diversity — the effort mustbe sincere to be effective. “You have to aligneverything you do to walk the talk.”An example of how MGM MIRAGE’sdiversity efforts have paid off from a businessperspective can be found in the property’sattraction of high-end Asian players. Thirtyyears ago, the company was one of the firstproperties to recognize the potential in thismarket segment and made efforts to attracthigh-level play by educating employees aboutAsian culture and language. Understandingeverything from cultural superstitions aboutcertain numbers to the art of fung shui, theproperty achieved its goal of attracting andretaining key business.“We have a highpercentage of Asianemployees,”Mathursaid. “It’s not tokenism.It’s good business.”In late April, thecompany appointed anational diversity salesmanager to develop andimplement a businessstrategytoattractdiverse markets andconsumers. In earlyMay MGM MIRAGEhosted its third annualDiversity Expo, whichpresented vendors andbusiness owners withthe opportunity tomeet key purchasingagents and gain a betterunderstanding of theprotocol for forming relationshipswith the company.For MGM MIRAGE, diversity initiativesaren’t just about social responsibility — theysay it’s also business strategy. MGM MIRAGEasks its contractors to join in diversificationefforts as well by recruiting certified minorityowned business to work as subcontractors.“It’s a unique opportunity,” Mathur said. “Thelargeness of us in the community allows us tobring others along. It uplifts the community all they need is a shot, and we’ve been able tohelp them rise to higher aspirations.”Perini Construction is the general contractoron MGM MIRAGE’s 70 billion CityCenterproject. Perini Chairman Dick Rizzo isspearheading the firm’s diversity efforts.“It’s a challenge, as the contractor, to lookoutside the box to increase the percentage ofof resources available within the minoritycontracting community until it joined MGMMIRAGE’s diversity initiative. “Now that we’vestarted doing this, it’s a big benefit to us.”Harrah’s diversity program covers awide range of categories, counting among itsdiversified vendors the traditional minority andwomen-owned businesses and disabled veteransas well as nonprofit entities and HistoricallyUnderutilized Business Zones, or HUB, a SmallBusiness Administration program that helpsprovide federal contracting opportunities forsmall businesses located in “distressed areas.”The company recently hosted the third annualHarrah’s Alliance Day in conjunction withthree local area chambers of commerce. Theevent allowed minority vendors the opportunityto meet with purchasing representatives fromHarrah’s properties.Station Casinos provides certified representatives, information sessions andworkshops to provide certified vendors with ahost of information rangingdiversity since the early days, but in 2004, weformalized the program. Today it’s becominga more important aspect of business. The truemeaning of diversity is about far more thanrace and gender.”Throughout its 19 properties in sixstates, Boyd had a year-end 2005 minorityrepresentation rate of 49.8 percent. “We look fora fair and balanced workforce representativeof the communities where we operate,”said Stillwell. “In the future we’ll look foropportunities to grow our diversity initiatives.We’re focusing on establishing individualdiversity committees at various properties thatreport back to our diversity council.”While certainly the most prominent, gamingproperties aren’t the only Las Vegas businessesdiversifying their workforces.Asked to define the term, “diversity,” DianePollard, co-owner of Rainbow Medical Centers,said, “An inclusion of all people at all levels,from entry through management.”“People relate to people who look like them,”From left to right: DianePollard,Valerie Murzl & Chrysanthe Georges Sawyernoted Pollard, who said she’s proud ofthe fact that Rainbow Medical Centershave a very diverse staff, even though it hiresstrictly on skill set. Ninety percent of Rainbowoffices have a Spanish-speaking person onstaff, and medical literature is available inseveral languages.from procurement strategies and the bidprocess to networking and securing contracts.“Having a diverse workforce in our companyis important to us because it allows us to matchthe demographics of community with our14,000-plus team members,” said Valerie Murzl,vice president of human resources for StationCasinos. “And it’s a great retention tool for us aswell. In fact, Fortune Magazine, which rankedus for the second year in row as one of the 100Best Companies to Work For, also recognizedus among the most diverse companies on thelist, with minorities making up 48 percent ofour U.S. workforce.”The business of diversityDiversity is actually becoming big business,with many consultants developing companiesdesigned to help businesses of all size integratetheir workforces, better understand minoritymarkets and fully see the business benefit ofembracing change and accepting a culturallyevolving community.Language Sources Inc. provides clients withand ideas don’t translate from one ethnic groupto another, so part of her company’s processinvolves vocabulary building and trainingto build skills and develop both spoken andwritten clarity. Language Sources also providespublic relations and marketing services gearedtoward the Hispanic market.“Some find it harder to penetrate theHispanic market,” Marinch said. “But it’s atrust-building process. The market is broad andthere are segments within segments. Tacticshave to be long-term to maximize impact.”“The term diversity is overused, but that’sOK,” said Chrysanthe Georges Sawyer,president of Georges Marketing. “It creates anawareness. It’s a practice all companies needto employ as we have an increasing numberof immigrants, and the children they have willbecome players in the work world.”Added Sawyer, “Diversity, to me, is basicallya sensitivity to differences. That’s what gooddiversity practices need to be. It’s a matter ofexecuting strategies and policies that respectthose differences.”Georges Marketing focuses on providingservices related to strategy and marketingplan development, integrated communicationsdesign and new business development. Sawyernoted there’s a big difference between naivetéand ignorance — just because someone doesn’tknow how to fill out a standard Englishlanguage job application doesn’t mean theydon’t have exceptional skills and the ability to dothe job. “Our population of Hispanics is growingexponentially,” Sawyer added. “We can’t denythey’re here. They cling to their languageand their culture and we have to be willing toembrace that.”In terms of issues related to the hotly-debatedhiring of illegal immigrants, Sawyer saidwhile she sees most companies doing a goodjob of ensuring employees are appropriatelydocumented, at the other end of the spectrum areundocumented workers with lower educationsgetting taken advantage of in the marketplace.Sawyer said she sees diversity efforts asa challenge for business owners, particularlysmall ones. “You want to diversify for the sake ofemployees, customers and for good citizenship,but it’s more of a challenge for small businesses.Small businesses can’t afford to hire for ethnicityover skills.”Large parts of diversity initiatives focuson understanding the cultural nuances ofvarious ethnic groups — both those a companyemploys and those it serves. Sawyer noted thatsome ethnic groups integrate themselves intoAmerican culture, “assimilating” to a pointwhere they abandon their cultural heritage infavor of melding into their new environment.Others, such as the Hispanic population,“acculturate,” — become part of another culturewhile clinging fast to beliefs, cultural traits andheritage.“One of the most important things in

DIVERSITYJUNE 9, 2006 AIN BUSINESS LAS VEGAScommunicating with Hispanics is to havean understanding of cultural nuances,”said Sawyer, using the Hispanic market asan example while noting that other ethnicgroups have unique and individual culturalidiosyncrasies as well. “For example, whena Hispanic customer goes to buy a home, adecision is made by the whole family. Whenthey go to the doctor, the whole family makesdecisions. A business owner who knows thatwill have three or four extra seats available.”Advocates of diversity: The chambersLas Vegas is home to more than a half dozenchambers of commerce representing an arrayof minority business professionals.“The gaming industry has stepped up tothe plate, but before 2000, there was verylittle commitment to diversity,” said LouisOverstreet, director of the Urban Chamber ofCommerce. “Fifty percent of today’s kids underage 5 are minorities, so we need to take a lookat changing future demographics and developour future workforce. Smart companies areaware of that fact.”“If we didn’t have diversity of ourworkforce, this town wouldn’t work,” said OttoMerida of the Latin Chamber of Commerce.“The number of Hispanics working in thegaming industry is huge and the gamingindustry is the backbone of this state.”The Latin Chamber assists members inbusiness start-up and provides informationon how to get loans, gaming and pated in the third annual Harrah’sAlliance Day, designed to introduce thecompany to diversified suppliers.“I think we’re moving forward,” said SandySaito, director of business development forthe Asian Chamber of Commerce. “Thoughsome say not as fast as we should be. It’s adelicate issue.”Saito said a large part of understandingdiversity is in gaining a better awarenessof cultural differences, including ing that what might seem “ordinary”in America — a handshake for example — maybe deemed offensive by another culture.The Asian Chamber of Commerce helps itsmembers connect with purchasing departmentsof large companies. It also participatedin Harrah’s Alliance Day. In addition, thechamber works with Nevada Small BusinessDevelopment Center and provides right-towork materials and other literature in variouslanguages.The Las Vegas Chamber of Commerce(LVCC), the area’s largest chamber withmore than 6,800 members, represents a broadcross section of businesses valleywide. LVCCPublic Relations Director Cara Roberts saidthat as the business community has grownand diversified, so too has the make-up ofthe organization’s membership. Internally,is proud to represent businesses of everyethnic background,” Roberts said. “We areheavily involved in issues related to educationand workforce development, and diversityinitiatives are a large part of those processes.”The LVCC is encouraging businesses toparticipate in the Student to Teacher EnlistmentProject (STEP). Collaboration between the ClarkCounty Education Association CommunityFoundation, the Clark County School District,Community College of Southern Nevada andNevada State College, STEP is committed toincreasing the number of minority studentswho embark on teaching careers.“As a business organization that’s nearly100 years old, we’ve seen a significant evolutionof our business community over time,” Robertsadded. “Southern Nevada business owners,large and small, have proven their willingnessto be proactive leaders.”the LVCC boasts female executives in its topmanagement positions, including CEO, COOand senior vice president.“The Las Vegas Chamber of CommerceDiverseby design.For many, the bringing together of differentelements into one perfect composition is the essenceof good design. At Littler Mendelson, such an approachis an integral part of our practice. It takes diversetalents, ideas and perspectives to solve the problemsposed by today’s varied and multicultural workplaces.To learn more about our practice and our diversityinitiative, please visit us online at www.littler.com,click on About Littler - Commitment to Diversity.Littler’s rankings in The Vault Guide to the Top 100 Law Firms 2006 Edition:1312#15###475 Attorneys 34 National Offices One Integrated Solutionwww.littler.comPatrick Hicks, Founding Shareholder, Nevada OfficesWendy Krincek, Managing Shareholder, Nevada Offices3960 Howard Hughes Parkway, Suite 300, Las Vegas, Nevada 89109 PH: 702.862.8800 FX: 702.862.881150 West Liberty Street, Suite 400, Reno, Nevada 89501 PH: 775.348.4888 FX: 775.786.0127Diversity With Respect to WomenBest in DiversityDiversity With Respect to MinoritiesDiversity With Respect to Gays & Lesbians

DIVERSITY ALabor administrator finds opportunities within statean admirable job in seeking people fromdiverse backgrounds.”Johnson, who is black, said there are manyothers like him.“He appointed me as the first blacklabor commissioner,” he said. “He appointed“.We weren’t willing to be rolled over by the statusquo. We didn’t duck any fights, we stood our ground. Ihad five cases heard by our Supreme Court. Fourof the five decisions that went to the SupremeCourt were upheld.”or commercial insurance, our knowledgeable and responsive agents will give youcomplete information so that you can make the right decisions for you, yourAmerican Family Mutual Insurance Company and its SubsidiariesHome Office - Madison, WI 53783www.amfam.com003731287 - 4/06PHand lifestyles, and for less than you'd expect. Whether it's home, auto, life, health,Designer:Family Insurance offers you an array of products that cater to your unique needs817Lyou are, how you live, and what matters to you most. That's why Americancombined budgets. Before that he servedas labor commissioner enforcing the state’slabor laws.He is also overseeing the building of a 17million southern headquarters for his agency.Johnson attributes his success to theguidance provided by Rose McKinney James,a member of the board of directors for MGMMIRAGE; Bob Bailey, a performer andNevada’s first black television personality;and Doris Femenella, a community activist.”I wouldn’t be here without them,”Johnsonsaid.“Those three were instrumental in gettingme to a position where I could advance.Hopefully, we’ll have a next generation thatwill continue to help develop others.”In his role as labor commissioner, whichhe began when he was 33, Johnson acted asan administrative law judge in labor disputes.He said he faced a steep learning curve whenhe first began because of the legal nature ofthe job. However, he overcame that and whenhis decisions were challenged many wereupheld by the courts.One of his most significant decisions wasone he made in favor of a group of illegalimmigrant construction workers.The workerscomplained that they weren’t paid what theyshould have been on a public works project.The company appealed Johnson’s decision,and in 2005 the Nevada Supreme Court sidedwith Johnson and the workers.“I was the most (challenged) laborcommissioner out there,” he said. “We weren’twilling to be rolled over by the status quo. Wedidn’t duck any fights, we stood our ground.I had five cases heard by our Supreme Court.Four of the five decisions that went to theSupreme Court were upheld.”Johnson said he plans to remain withinthe public sector for a few more years, buthe hopes to eventually attend the WilliamS. Boyd School of Law at UNLV. He said hemight also consider running for public officein the future. He declined to say which one.“We’ll see what happens after law school,”Johnson said.— Alana Roberts§When we create our line of products, we have one thing in mind, you: whoTerry Johnson Our policy is people.family or your business.Michael Douglas to be the first AfricanAmerican judge on the Supreme Court. Hehas done a really good job.”In his role as DETR’s director, Johnsonmanages about 850 employees across fourdivisions and oversees 151 million inC M Y KWith more than 10 years ofexperience in state government,Terry Johnson has found manyopportunities to advance.He said those opportunities have beenespecially bountiful for himself and othersunder the administration of Gov. KennyGuinn. Guinn appointed him director ofthe Department of Employment, Training& Rehabilitation in late 2004. Johnson is agraduate of the University of Nevada, LasVegas, and has a degree in political science.“In terms of trying to move your way up,I think you can do that if you bring with itthe ability and aptitude, especially with thisgovernor,” Johnson said. “I think he has done108176 a01E. Morris5/19/061" 1"DIVERSITYPROFILEJob :Cust :Date:Scale:Terry Johnson 2006JUNE 9, 2006IN BUSINESS LAS VEGAS

DIVERSITYJUNE 9, 2006 AIN BUSINESS LAS VEGASPair of businesswomen operate with ‘golden’ touchDIVERSITY TDonna LattanzioJennifer DeHavenhe “golden rule” reins supreme at partnerships with companies of all but keeps them accountable for thoseMillenium Staffing Services, a 100 sizes,” DeHaven said.decisions.percent woman-owned companyAlthough the firm was launched“It promotes creativity, it alsoin Las Vegas.following the Sept. 11 terrorist attacks, demands they look at all aspects of the“The golden rule is the number one it found success during the ensuing decision,” DeHaven said. “(Under thatprincipal in our company,” said Jennifer economic downturn.style) people thrive, that’s why we haveDeHaven, a co-owner of Millenium“We had a lot of people say, ‘What are such low turnover. We promote this veryStaffing Services. “We treat others with you doing? Sept. 11 happened, how can creative environment. I can’t rememberthe same respect and dignity as you you be starting a new business,’ ”DeHaven the last time someone left. People comewould want to be treated. We do that not said.“We felt that the time and the climate and they stay.”only with our client companies, but also was right for a company to come in andAnother key to the company’swith our temporary associates and our bring best practices to our industry.”success is the fact that supplier diversityinternal team. That promotes loyalty.”Donna Lattanzio, co-owner of has become a major business imperativeThat golden philosophy has contributed Millenium Staffing Services, said the for many local corporations. Meanwhile,to a growing amount of green for the company’s success is also derived from more women are starting their owncompany. The company, whichwas founded in 2001, has seen itsrevenue increase ten-fold since“Being women business owners helps us get our foot in somethen, DeHaven said. She addedof the doors,” DeHaven said. “But it’s the quality of our internalthat the firm helps place thousandsteam and the temporary associates they send out that makes theof workers each year.difference. It all goes back to quality and customer service,Millenium Staffing Services hasevolved from staffing for the skilledwhich keeps us there.”Jennifer DeHaventrades and clerical industriesPROFILEinto other areas like conventionservices, culinary, light industrial, medicaland executive recruiting.The company, which has grown to19 employees, was recently honoredby Entrepreneur magazine in its 12thAnnual Hot 100 listing of fast-growingnew companies. MGM MIRAGE leadersalso spotlighted Millenium StaffingServices as one of its diverse suppliersat its annual diversity report event.The staffing firm counts as clients avariety of large and small corporations.“We’reblessedwithhavingtheir combined experience in the staffingindustry. DeHaven, 44, has 14 years ofstaffing experience and Lattanzio, 51,has 22 years of experience.“We have taken best practices fromother firms and combined them and putthem together,” Lattanzio said. “That hasa distinct advantage.”She and DeHaven said those bestpractices have contributed to makingthe company’s staff loyal. Those bestpractices include a management stylethat allows managers to make decisionsbusinesses in the Las Vegas Valley,Lattanzio and DeHaven said. They notethat being women has helped withobtaining business opportunities.“Being women business owners helpsus get our foot in some of the doors,”DeHaven said. “But it’s the quality ofour internal team and the temporaryassociates they send out that makes thedifference. It all goes back to quality andcustomer service, which keeps us there.”— Alana RobertsBUILDINGRELATIONSHIPSTHROUGHDIVERSITYPerini Building Company is committed to opening doors for minority,women, and disadvantaged-owned businesses. We specialize inbuilding fast track gaming and hospitality projects. Do not miss out on bidding opportunities.Please go online to www.perini.com and fill out our prequalification form.Las Vegas (702) 792-9209–Atlantic City – Boston –www.perini.comOrlando–Phoenix–San Diego

DIVERSITY AJUNE 9, 2006IN BUSINESS LAS VEGAS‘Chandelier girl’ turns home cleaning service into successLouisa MendozaLouisa Mendoza, owner of Keep it CleanJanitorial Service, started her businessin 1999 with 16.17 and a desire to beself-sufficient.“I was creative enough to buy a bucket,some rags and some dish soap,” she said. “Myfirst job was residential. That’s how I started,baby sitting kids and taking care of houses.”A Mexican immigrant and a single mother,Mendoza, 35, said when she first moved tothe United States at age 18 she had limitedEnglish-speaking skills. She eventuallyovercame that barrier by watching soapoperas and using children’s books to learn toread, write and speak English. Along the wayshe also obtained permanent residency in theUnited States.“I knew when I had my kid I had to learnEnglish,” she said.She started her business in order tosupport herself and herson, who is now 13. Shealso said the businesshelped her to become ahomeowner.PROFILE“I was able to sustainmy kid and myself fromKeep it Clean,” she said.But language wasn’t the only challengeMendoza faced. She al

Boyd Gaming Corp. has historically encouraged and promoted diversity in hiring and in its vendor base, but just recently formalized its practice. "Sam Boyd was one of the first to hire women dealers when he was general manager of The Mint," said Boyd Gaming Corp. spokesman Rob Stillwell. "We've had an unofficial approach to