An estimated one million men and women in the U.S. Armed Forces will shift from military to civilian life over the next five years. What’s next for them?
James Logan was looking for his first civilian job in almost two decades. With 17 years of military experience, Logan set out to find a position that leveraged all he had learned while serving in the U.S. Army. He was encouraged about his job prospects after receiving an invitation to interview for the Heroes Corporate Fellowship Academy (HCFA).
“My priorities and vision for my life have changed,” said Logan. “After learning about the fellowship, I was certain that it would be a great first step in landing my new career.”
The HCFA is just one of the fellowships Starbucks supports to help active duty service members bridge the gap between their military and civilian careers. The fellowship is a program managed by Camo2Commerce, an organization that provides career development and jobs for active duty service members transitioning out of Joint Base Lewis-McChord in Washington State. The goal of the fellowship academy is to help service members build their civilian network and add civilian work experience to their resumes.
For 12 weeks, HCFA fellows train and network with an assigned company three days per week and spend one day per week in a business class at City University of Seattle. Fifteen Pacific Northwest employers, including Starbucks, serve as partner companies.
“We seek large well-known companies that are staunch supporters of military hiring initiatives,” said Rob Comer, Training and Education Fellowship and Corporate Fellowship Program Manager for Camo2Commerce. “Starbucks participation means a lot to our service members.”
Logan is an advocate for the fellowship and says he finds active duty military members require more than education to be ready to join the civilian workforce.
“Working with the partner companies exposes you to what’s truly necessary to be successful when transitioning from the military to the civilian world,” said Logan. “It’s an experience that a book or a class cannot teach you.”
Partnering with the U.S. Navy Supply Corps
Similar to Logan, Derek Hotchkiss had gained significant military experience after serving in the U.S. Navy for 17 years. He learned about the Training with Industry (TWI) fellowship in 2012, when Starbucks announced its participation in the program through a partnership with the U.S. Navy Supply Corps. TWI provides an opportunity for U.S. Navy Supply Chain officers to spend 12 months analyzing the operations of a world-class human resources and supply chain management company.
“The program is highly publicized in the Navy community,” said Hotchkiss. “It’s quite an honor to be selected as a representative of the Navy and work with one of the participating companies.”
Hotchkiss applied for the fellowship last year, as the end of his military career was in sight. He presented his skills and experience in front of a U.S. Navy Supply Corps board of directors before being confirmed as the third Starbucks fellow.
“It was perfect timing with Starbucks Veterans Hiring Commitment just underway at the time,” said Hotchkiss. “I had exposure to both Starbucks Supply Chain organization as well as the initiatives put in place to hire and provide resources for veterans and military spouses.”
During his year with Starbucks, Hotchkiss worked on projects in the corporate headquarters to get a flavor of the inner workings of the business. He had an opportunity to participate in store openings as well as activities and events at Joint Base Lewis-McChord.
“Starbucks understands that they have an obligation to more than just the people who work for them, but to the community as well,” said Hotchkiss. “That’s something that I can take back with me to the Navy.”
Starbucks also learns from those participating in the military fellowships.
“Derek and the previous fellows have shared best practices from the Navy including crisis management and process improvement,” said Rachel Schaler, vice president, Supply Chain Operations. “We have appreciated their contributions and insights on logistics at Starbucks.”
An Opportunity for Injured Veterans
The United States Special Operations Command (USSOCOM) Care Coalition Fellowship provides another opportunity for active duty service members to leverage their military experience while working at Starbucks. The program provides wounded, ill, and injured Special Operations Forces (SOF) service members a head start on their transition while they are still on active duty. During the fellowship, they gain business experience, expand their professional network, and enhance their resume prior to separating from the military.
“Starbucks served as the stepping stone for our program to truly take off,” said Kimberly Moros, Lieutenant Colonel, U.S. Army and Chief of Transition Initiatives, United States Special Operation Command. “The fellowship offered via the Starbucks model is exactly the outcome USSOCOM wants to achieve, a seamless transition into a productive post-military career.”
Next month (August 2015), Don Hood will transition out of the U.S. Air Force after 20 years of military service. Due to a previous injury, Hood qualified for Care Coalition assistance, including utilization of the USSOCOM Care Coalition Fellowship program.
Hood will spend a total of five months with the Quality Assurance team at Starbucks. He has found that his military skills translate very well to the work he has been given to complete.
“At some point in your military career, you will be handed a program you have to run,” said Hood. “This helps to hone your project management skills. As service members, we may not all come out of the military with a degree, but through experience we gain many of the same skills.”
Success in the Civilian World
The future looks promising for the fellows. James Logan was granted an interview for a permanent position at Starbucks during his fellowship. Derek Hotchkiss will travel to Washington, D.C. and work for the Joint Chiefs of Staff. While Don Hood has three additional months of his fellowship, he is actively seeking a long-term position.
“When I apply for a job, I will have an entry on my resume that says I worked for Starbucks,” said Hood. “That will be invaluable to me in landing the perfect career.”
Starbucks announces an exclusive licensed partnership with Taste Holdings for the opening of stores in South Africa, the first in sub‐Saharan Africa
First store will open in Johannesburg in the first half of 2016, with more locations to follow
Starbucks and Taste Holdings will design and build stores serving the entire range of Starbucks food and beverages alongside its advanced digital offer for customers
The partnership will deliver Starbucks great coffee, innovative design and job opportunities
Johannesburg, South Africa, 09:00 SAST 14th July 2015 – Starbucks Coffee Company and Taste Holdings today announced a licensed partnership that will see Starbucks stores open across South Africa. For the first time in Southern Africa, Starbucks will open full‐format stores bringing the entire range of its food and beverages, including its ethically‐sourced Arabica coffee, to South African consumers.
“We are proud to be bringing Starbucks to South Africa next year,” said Kris Engskov, president, Starbucks Europe, the Middle East and Africa (EMEA). “Working with Taste, our partner, we’re going to deliver a great Starbucks experience. The coffee market here is vibrant and growing fast – we want to be part of that growth, bringing the passion and energy of this remarkable country into the design of our first store and our first barista team. We can’t wait to get started.”
The license agreement sees Taste owning the exclusive rights to develop Starbucks retail outlets in South Africa. As Taste is the licensee, it will own and operate the stores directly.
“We are very excited to be Starbucks partner in Southern Africa. As we’ve visited numerous Starbucks markets and partners around the world we’ve come to realize that we share similar core values, including a commitment to localization and uplifting both direct and indirect partners,” said Carlo Gonzaga, CEO of Taste. “Starbucks supports the development of local suppliers and is fully committed to our Changing Lanes program wherein we have provided employment to previously unemployed people and expose them to global training initiatives and skills. Overall we’re a good partnership match.”
The partnership will see direct job creation opportunities as each Starbucks store opens, in addition to opportunities at the Taste support office in Johannesburg. Taste expects that the indirect impact of skills transfer into South Africa, and the localization opportunities in the supply chain will be material. In addition, Starbucks and Taste have committed to continuing Taste’s Changing Lanes program, employing predominantly from currently unemployed youth directly from the communities in which they trade.
“Young people are the key to our success. The majority of our workforce is aged between 17 and 25 so talented youth has always been a priority and we will equip our new partners with the skills necessary to succeed in today’s economy. We look forward to using our partnership to leverage Taste’s strong track record of creating jobs and developing great people," said Engskov. "Starbucks sources a considerable amount of its global, high‐quality coffee from farms in sub‐Saharan Africa, in partnership with our network of farmer support and agronomy centers in Ethiopia, Rwanda and Tanzania. We are proud to be able to offer some of the best African coffees in the world to more customers in the region.”
“We’re looking forward to bringing the entire Starbucks experience to South Africa for the first time. That includes 100% ethically sourced Arabica coffee, Starbucks full menu offering and of course beautiful coffee houses,” Gonzaga concluded.
Since 1971, Starbucks Coffee Company has been committed to ethically sourcing and roasting high-quality arabica coffee. Today, with more than 22,000 stores around the globe, Starbucks is the premier roaster and retailer of specialty coffee in the world. Through our unwavering commitment to excellence and our guiding principles, we bring the unique Starbucks Experience to life for every customer through every cup. Read more at www.news.starbucks.com.
About Taste Holdings
Taste Holdings is a South African-based management group and a leading licensor of global brands in the Southern African region. It owns and licenses a portfolio of franchised and owned, category specialists, Quick Service Restaurants (QSR) and retail brands currently represented in five countries in Southern Africa. Its food division has a 30-year master license agreement for Domino’s Pizza in Southern Africa. It also owns, operates and franchises Zebro’s Chicken, The Fish & Chip Co, Maxi’s Restaurants, Scooters Pizza and St Elmo’s Woodfired Pizza. The food Cardivision is vertically integrated; it owns retail outlets; it manufactures sauces, spices, premixes, added value meat products as well as fresh dough. It then distributes these and most other products from its own distribution centers using its own fleet of multi-temperature vehicles. Its luxury goods division is underpinned by three owned retail brands – NWJ, Arthur Kaplan and World’s Finest Watches. It too is vertically integrated, owning more than 60% of the retail outlets as well as a design studio and jewellery manufacturing and distribution facility that manufactures approximately 40% of NWJ Jewellery. NWJ is the third largest national jewellery chain by store numbers in the region. Arthur Kaplan and World’s Finest Watches are, together, the leading retailers of luxury Swiss watch brands in the region. This includes watch brands such as Rolex, Breitling, Omega, Tag Heuer, Longines and Rado. Arthur Kaplan also retails luxury fine jewellery in collections under the Arthur Kaplan brand. Taste is listed on the Johannesburg Stock Exchange (JSE) under the symbol “TAS”. www.tasteholdings.co.za
The following Op-Ed by Howard and Sheri Schultz was published in The New York Times on page A19 and online on July 13, 2015.
In one of the few photos she has of her mother, Carmen Williams is a pigtailed toddler and her mom’s arms are wrapped around her and her brother. “This is the only time I remember her holding us,” she said earlier this summer, after we met her during a tour of a charter school in inner-city Philadelphia. “For me growing up, I had a different definition of normal.”
At age 5, Carmen was abandoned by her mother, and for years she bounced around different homes. By age 13, both of her parents were dead, and she was spending weeks at a time on the streets. By 16, she had lived in more than a dozen foster homes. She did what she could to stay in school and make money to help support herself and her older brother.
Despite these hardships, Ms. Williams, now 21, was the salutatorian as well as the prom queen of her graduating class last year at the charter school, YouthBuild Philadelphia, part of YouthBuild USA, which provides college prep and job training and puts young people to work rebuilding houses. Today, she attends the Community College of Philadelphia and works as a barista and a barista trainer at a local Starbucks.
Fortitude like hers is no anomaly among the 5.6 million people ages 16 to 24 in America who are not employed or in school. While some have lost hope in this population, blaming them and their families for creating their own problems, we believe these young people represent a significant untapped resource of productivity and talent. With the right support and training, they can benefit our businesses and our communities. That’s why the White House Council for Community Solutions identified this group of Americans as “Opportunity Youth.”
Failure to employ this population has devastating implications. According to a recent report from Measure of America, a program sponsored by the nonprofit Social Science Research Council, the cost of youth disconnection — including health care, public assistance and incarceration — was $26.8 billion in 2013 alone. Quite literally, we can’t afford to do nothing.
We approach this problem through the lens of our own experiences. Howard grew up in public housing in Brooklyn, where he watched his father struggle to support his family. Sheri grew up in a middle-class family in Lima, Ohio, where her father helped those who were less fortunate. We have both known countless individuals who grew up without role models or even a basic education. We have seen what is possible when these people are given a chance to succeed.
Today, our family foundation, which began in 1996, is committing $30 million to helping young people enter and advance in the work force. We will invest in programs that create clear paths to employment, including training in “hard” skills for fields like customer service, technology and retail, as well as “soft” skills like teamwork, problem solving and time management. We’ll also invest in mentorship programs and efforts to engage youth through public service.
Efforts like ours can’t succeed, however, unless companies are willing to hire these young people. That’s why we’re also announcing today the 100,000 Opportunities Initiative. With support from the Aspen Institute Forum for Community Solutions; foundations including MacArthur, Rockefeller, Walmart, JPMorgan Chase and W. K. Kellogg; local governments; and leading companies — including Alaska Airlines, Cintas, CVS Health, Hilton Worldwide, J.C. Penney, JPMorgan Chase, Lyft, Macy’s, Microsoft, Taco Bell, Walgreens and Walmart — we will provide jobs, internships and apprenticeships to 100,000 young people over the next three years.
The initiative will begin with a large employment fair Aug. 13 in Chicago, in partnership with Mayor Rahm Emanuel and the Oscar-winning hip-hop artist Common. Starbucks, which has been training Opportunity Youth in retail service skills for 10 years, is committed to hiring at least 10,000 over the next three years. Many of those we hire are eligible for company benefits, including health care and the Starbucks College Achievement Plan, which provides full tuition reimbursement for an online bachelor’s degree from Arizona State University.
This is not charity. It solves a real business problem: According to one study, one-third of employers surveyed have trouble filling open positions because of talent shortages, and 43 percent say those shortages hurt their business.
Instead of being a victim, Ms. Williams chose to redefine the “normal” she grew up with. “With the people that I have now that love me and support me and care about me and motivate me and push me when I cannot push myself, I might be the president,” she said when asked what she sees in her future. We need at least 100,000 more young people like her, recasting their stories so they can grow into self-sufficient parents, employees and leaders.
Howard Schultz, the chairman and chief executive of Starbucks, and his wife, Sheri, co-founded the Schultz Family Foundation.
Top U.S.-Based Companies Create Pathways to Economic Opportunity for Young Americans
Alaska Airlines, Cintas, CVS Health, Hilton Worldwide, HMSHost, JCPenney, JPMorgan Chase, Lyft, Macy’s, Microsoft, Porch.com, Potbelly Sandwich Shop, Starbucks, Taco Bell, Target, Walgreens and Walmart Come Together With the Goal to Create the Nation’s Largest Employer-Led Coalition to Hire or Train 100,000 Opportunity Youth
First Opportunity Fair & Forum Coming to Chicago on Aug. 13, Hosted by Common
Chicago (July 13, 2015) – More than a dozen leading, U.S.-based companies today announced the formation of the 100,000 Opportunities Initiative, which has the goal of being the nation’s largest employer-led coalition committed to creating pathways to meaningful employment for America’s young people. The coalition has the collective goal of engaging at least 100,000 Opportunity Youth – 16-24 year olds who face systemic barriers to jobs and education – by 2018 through apprenticeships, internships, training programs, and both part-time and full-time jobs. Additionally, the coalition will leverage existing collaborative efforts on the ground in a handful of cities to partner in building these pathways. The founding companies include Alaska Airlines, Cintas, CVS Health, Hilton Worldwide, HMSHost, JCPenney, JPMorgan Chase, Lyft, Macy’s, Microsoft, Porch.com, Potbelly Sandwich Shop, Starbucks, Taco Bell, Target, Walgreens and Walmart.
Chicago to Host First Opportunity Fair & Forum
The 100,000 Opportunities Initiative will accelerate the coalition’s hiring commitment with an employer initiated Opportunity Fair & Forum for Opportunity Youth in Chicago on Aug. 13, where the participating companies expect to collectively train more than 2,000 youth and make at least 200 on-the-spot job offers, delivering immediate impact for their businesses, the Chicago community and many participating candidates. By partnering with local workforce leaders, the 100,000 Opportunities Initiative expects to hire at least 1,000 youth in the Chicago area over the next 18 months. Over the next 30 days, the growing coalition will continue to welcome the participation of new companies who share a commitment to hiring Opportunity Youth. This initial event will serve as a catalyst for hiring and training efforts across the nation with the collective goal of engaging 100,000 Opportunity Youth by 2018.
The Chicago Cook Workforce Partnership, working with LeadersUp, will serve as an aggregator and intermediary for the initial event in Chicago. The 100,000 Opportunities Initiative will also engage a broad collaboration of community based organizations to provide resources including on-the-spot mentorship and feedback, mock-interviews and skills training for job readiness, college prep, volunteer opportunities and internships.
“The 100,000 Opportunities Initiative is creating a meaningful pathway to opportunity for thousands of young people – starting here in Chicago. With the right tools and resources, the next generation of Chicagoans can make a measurable impact in our community through civic engagement and strengthen our City’s economy. I am pleased that Chicago was selected to host the first hiring event, and I look forward to working with these companies to help solve a critical issue facing our neighborhoods and the young people who live there today,” said Chicago Mayor Rahm Emanuel.
The Opportunity Forum will be hosted by Grammy and Academy Award winning performing artist and actor Common who will lead an open discussion with more than 2,000 young people and their support networks focused on economic opportunity in America. Joining Common on stage will be special guests, entertainers and speakers.
"I believe in the talent that lies within our young people, and I know that when we give them a real chance, they will achieve and soar. I am excited to be a part of bringing jobs and opportunities to our great city," said Common.
The Opportunity Ahead
In the U.S. alone, there are currently 5.6 million youth between the ages of 16 and 24 who are out of school and not working. At the same time, there are 3.5 million unfilled jobs in the U.S. Jobs that do not require a four-year degree – sometimes called middle-skill jobs – make up the largest part of the labor market in the United States. For employers looking to fill these jobs, young, motivated workers are a vital and untapped resource. However, young people are often unaware that these opportunities are available, nor are they aware of the steps they need to take to pursue and secure these jobs. At the same time, employers often do not have clear strategies to effectively recruit, train and retain young workers.
In response, the 100,000 Opportunities Initiative is committing to create the pathways young workers need to build skills, attain credentials and ultimately secure a job. Companies engaged in the coalition will help to launch careers for young people who are just entering the workforce through internships, apprenticeships and on the job training, as well as to develop the potential of youth who have some work experience but are looking to gain new skills that will lead to a successful career. These companies have joined together and are operating with the belief that with the right skills and training, Opportunity Youth represent an unrealized pipeline of talent and an economic engine that can be ignited.
“In America, your ZIP code should never determine your destiny. Breaking down barriers to employment for young people doesn’t just help the individual workers – it benefits entire communities and the economy at large. The corporate leaders championing the 100,000 Opportunities Initiative recognize that promoting career opportunities for youth is a win-win, and I hope more employers will follow their lead. I’m pleased to see the Chicago Cook Workforce Board leveraging public workforce system capacity to connect young people with employers, training, and good jobs,” said U.S. Secretary of Labor Thomas E. Perez.
Leadership and Commitment to Hiring Opportunity Youth
The Aspen Institute’s Forum for Community Solutions will act as an intermediary for the initiative, building upon the existing work of its national Opportunity Youth Incentive Fund (OYIF). The OYIF currently supports collaborative efforts focused on Opportunity Youth in 21 communities around the country. The Aspen Institute will provide direct leadership, technical assistance, and programmatic support to launch the 100,000 Opportunities Initiative in a handful of those cities. Funders participating in the initiative include: Joyce Foundation, JPMorgan Chase Foundation, MacArthur Foundation, The Rockefeller Foundation, Schultz Family Foundation, Starbucks, Walmart Foundation and W.K. Kellogg Foundation.
Alaska Airlines: Commitment to Opportunity Youth
Alaska Airlines, a subsidiary of Alaska Air Group (NYSE: ALK), has a singular focus on youth and education, and is committed to building education and career pathways for youth in the communities it serves. By focusing on ways to expose youth to science, technology, engineering and math (STEM) careers through targeted giving, mentorship and other programs, Alaska is engaging the leaders of tomorrow and developing talent for the aviation industry. In its home state of Washington, Alaska has given $2.5 million to fund the Alaska Airlines Aerospace Education Center at the Museum of Flight to inspire the next generation of aerospace leaders, $1.5 million to Port Jobs for career development for airport workers, and $236,000 to the Highline School District for grants to teachers who help students excel in technical training. In the state of Alaska, Alaska Airlines has made a 3-year, $1 million commitment to the Alaska Native Science and Engineering Program, an organization with the mission of providing native Alaskan students with the support they need to be successful in higher education and in science and engineering careers.
CVS Health: Commitment to Opportunity Youth
CVS Health (NYSE: CVS), the largest pharmacy health care provider in the United States with more than 200,000 colleagues nationwide, has an ongoing commitment to train and hire young people. The company has longstanding partnerships with the U.S. Department of Labor and White House’s Summer Jobs+ initiative and was the first employer to launch a U.S. Department of Labor Registered Apprenticeship program for pharmacy technicians. Through that program, CVS Health has placed more than 1,500 colleagues in Registered Apprenticeship career tracks in retail pharmacy and management and has committed to doubling that number over the next five years. Another notable program is Pathways to Health Care. More than one million young people have participated in the program since it began in 2000. Serving students in more than 40 cities across the United States, the program has awarded over $4 million in summer internship wages and continues to be a valuable tool for high-school and college-aged students.
Hilton: Commitment to Opportunity Youth
As one of the largest global hospitality companies in the world, Hilton Worldwide (NYSE: HLT) has committed to impacting one million young people by 2019. Through a series of apprenticeships, internships and job opportunities, Hilton is supporting the 100,000 Opportunities Initiative in the U.S. by committing to hire at least 15,000 young people in its offices and owned and managed hotels over the next three years, providing them with a wealth of skills and training to be successful in the world of hospitality and beyond. Visit jobs.hiltonworldwide.com and youth.hiltonworldwide.com for more information.
Microsoft: Commitment to Opportunity Youth
Microsoft YouthSpark, through partnerships with nonprofit organizations, including Boys & Girls Clubs of America, City Year, Junior Achievement, Year Up, and Network for Teaching Entrepreneurship, annually connects approximately one million youth in the United States with greater opportunities for education, employment, and entrepreneurship. Through YouthSpark, Microsoft is committed to supporting even more young people in the future, providing opportunities to learn computer science — one of the most in-demand fields—through programs such as Technology, Education and Literacy in Schools (TEALS), which placed technology professionals as volunteer teachers into more than 130 high schools across the country during the past school year.
Starbucks: Commitment to Opportunity Youth
As one of the world’s leading youth employers with nearly 80 percent of its workforce being millennials, Starbucks (NASDAQ: SBUX) has committed to hiring at least 10,000 Opportunity Youth in the U.S. over the next three years, many of whom will be eligible to participate in the company’s full slate of benefits including the Starbucks College Achievement Plan, which provides full tuition reimbursement for an online bachelor’s degree from Arizona State University. By hiring these purpose-driven young people, Starbucks believes it can create real pathways to opportunity for these new hires while driving its business forward and strengthening the communities it serves. Starbucks, the Schultz Family Foundation and YouthBuild USA have also launched the Customer Service Excellence Training (CSET) program, which gives students an opportunity to learn customer service skills - based on the same training Starbucks store partners (employees) receive - through classroom and on-the-job experience in retail or café settings.
Taco Bell: Commitment to Opportunity Youth
Taco Bell changes lives and makes a positive impact on the communities it serves. As the employer of more than 1MM teens since its founding, Taco Bell sees today’s youth as the heart and soul of its brand. They are the reason why Taco Bell, the Taco Bell Foundation and Taco Bell franchisees have invested $75 million in scholarships, programming and grants to develop the next generation of leaders. Education and skills development are one of the most powerful ways Taco Bell is building communities, and the brand is committed to creating more jobs that are compatible with going to school. Between now and 2022, the brand expects to create more than 50,000 new jobs of which one in four will go to hiring teens, adding to the 175,000 jobs held by team members today. Taco Bell’s vision of seeing 100 percent of high school students graduate is supported in part by programs such as Taco Bell’s Career Online High School, which the brand launched to provide team members the opportunity to earn a high school diploma and career certificate through the nation’s only accredited online school district. Taco Bell team members also have access to a variety of online options, including fully accredited GEDs through the National GED Testing Service; Associate’s, Bachelor’s or graduate degrees offered at a 40 percent discount through a partnership with Excelsior College; and programs where associates can earn nearly 50 percent of the credits needed to earn a college degree just by working at Taco Bell.
Target: Commitment to Opportunity Youth
Target has always worked to create shared value—doing what is good both for its business and for broader society. Since 1946, Target has given five percent of its profits back to communities, which today equals more than $4 million a week. One of the cornerstones of the company’s commitments has long been education. In 2015, Target will achieve its goal of giving $1 billion to education, helping kids reach their full potential while creating an educated workforce and leaders for the future. Target’s team is a source of pride for the company, and leaders focus on creating a diverse and engaged workforce supported by an inclusive culture. Target strives to be locally relevant to the guests and communities it serves, which includes creating jobs and inspiring team members to give back. In 2014, Target team members donated more than a million volunteer hours to projects they’re passionate about and with organizations that make an impact in the communities where they live and work – and are on track to do the same in 2015.
Walgreens: Commitment to Opportunity Youth
Since its founding as a single store in Chicago in 1901 to its presence today in virtually every demographic community in the country, Walgreens (www.walgreens.com) has understood the importance of developing our nation’s youth by creating employment opportunities. Through its robust job shadow, internship and employment opportunities for local youth around the country, Walgreens provides exposure to a variety of careers from store management to supply chain to corporate careers, including more than 100,000 hours of training and mentorship to thousands of young people annually. Each year, the company donates more than $1 million to the nation's pharmacy schools to improve diversity among pharmacy students. In addition, high school students can gain Walgreens pharmacy experience through its job shadow program. The company's pharmacy technician training program, which focuses on young people, is accredited by the American Society of Health System Pharmacists (ASHP). In recent years, Walgreens formalized programs aimed at hiring those in underserved employment populations. Hundreds of young Americans with mental or physical disabilities have found employment at Walgreens in distribution centers and stores through its Retail Employees with Disabilities Initiative (REDI) program. Walgreens also works with a New York youth agency to create internships for those in the foster care system. For more information, visit careers.walgreens.com.
Walmart and Walmart Foundation Retail: Commitment to Opportunity Youth
Walmart and the Walmart Foundation will provide support to this initiative through their Retail Opportunity Initiative, announced in February, 2015, which includes a $100 million investment over the next five years to create meaningful pathways for advancing people – including youth – in the retail sector overall. In addition to helping to support the Aspen Institute in the 100,000 Opportunities Initiative, Walmart and the Walmart Foundation will work with local organizations in Chicago and other cities to remove barriers to advancement. The ongoing work includes philanthropic investments in career path mapping, pre-employment training, placement programs, upskilling, and credentialing, along with engagement in cross-sector partnerships such as this one.
“At Alaska, we are committed to creating valuable career path opportunities in the communities we serve, through our support of education and job training initiatives for youth,” said Brad Tilden, CEO of Alaska Airlines. “An example in Washington State is our support for career advancement though initiatives like Port Jobs, that provide training and tools for workers at early stages of their career.”
“Expanding access to the American Dream is one of the most important issues confronting our democracy. The Aspen Institute is proud to partner with so many major companies to create greater access to opportunity for low income youth and young adults in America's cities. Thanks to this coalition, thousands more young people will have a chance to fully participate in civil society,” said Walter Isaacson, President and CEO of the Aspen Institute.
“By bringing together the energy of world-class organizations, we can make meaningful progress toward improving the training and employment options for Opportunity Youth across America,” said Scott Farmer, CEO of Cintas Corporation. “With 5.6 million youth between the ages of 16 and 24 who are out of school and not working, we need to join hands and take action across industries. The Initiative is exciting and important for the future of Opportunity Youth and our Nation.”
“This is a key investment we can make for the success of our youth,” said Cook County Board President Toni Preckwinkle. “We need to continue investing in programs and initiatives such as 100,000 Opportunities to strengthen our youth workforce, especially for our low-income and disadvantaged youth. I am again calling upon employers, large and small, across the region to join us in supporting the future of our young people by creating meaningful employment opportunities for our youth.”
“CVS Health is pleased to join the 100,000 Opportunities Initiative as part of our company’s ongoing commitment to connecting talented young people with meaningful apprenticeships, internships and jobs,” said Larry Merlo, President and CEO of CVS Health. “At CVS Health, we know that today’s youth are the business leaders, pharmacists, nurse practitioners and health care professionals of tomorrow. That’s why we’re focused on introducing young people to careers in health care and pharmacy, two significantly expanding fields, and ensuring that they are armed with the skills they need to achieve success in not only their careers, but also in life. By training and hiring young people, we are not only building a strong workforce, but also stronger communities.”
“As one of the largest hospitality companies in the world, we are in a unique position to leverage our size, scale and expertise to close the opportunity gap for young people in a meaningful way,” said Christopher J. Nassetta, President and CEO of Hilton Worldwide. “The life skills and on-the-job training offered in hospitality create a strong foundation for young people to build lifelong careers at Hilton and throughout our industry. By participating in the 100,000 Opportunities Initiative, we continue to work toward our global commitment to prepare, connect and employ one million young people by 2019.”
“We are very excited to be part of this 100,000 Opportunities Initiative to hire Opportunity Youth. While this initiative will help young Chicagoans find valuable employment, it will also be a great opportunity for us to identify and hire talented youth that will enrich our workforce and ultimately the customer experience we strive to deliver,” said Steve Johnson, President and CEO of HMSHost. “We look forward to working alongside our fellow employers to bring the goal of 100,000 Opportunities to reality.”
“As one of America’s largest department stores, we’re honored to be a founding partner of this important initiative,” said Marvin Ellison, President and CEO-designee of JCPenney. “A job in retail can be the start of an exciting career path with a variety of opportunities for anyone who is passionate about delivering great products and exceptional customer service. We look forward to helping the 100,000 Opportunities Initiative achieve its goal by placing young people in positions at JCPenney stores where the possibilities for growth are endless.”
“At Microsoft we are passionate about empowering every person on the planet to achieve more and that means supporting strong pathways for education and employment for youth,” said Satya Nadella, Chief Executive Officer, Microsoft Corporation. “We are honored to be a part of The 100,000 Opportunities Initiative to help empower thousands of young people across America.”
“We are excited and honored to be working alongside other successful companies that are committed to empowering America’s youth,” said Matt Ehrlichman, Chief Executive Officer of Porch.com. “As a startup, I can attribute a lot of our early success to the smart, ambitious, and young talent base we have. At the heart of every durable company and community is empowerment. When you combine that with opportunity, you can literally change the world. We look forward to the road ahead and the opportunities we will provide as our business and the home service industry grows.”
“We simply hire nice people and teach them the Potbelly way," said Aylwin Lewis, Chairman, CEO and President of Potbelly Sandwich Shop.
“The Rockefeller Foundation is thrilled to be a founding funder in the 100,000 Opportunity Initiative,” said Judith Rodin, President of The Rockefeller Foundation. “Years of research have showed us time and again what works and what doesn't work when tackling youth unemployment, and solutions with an explicit and defined commitment from employers is the way we will achieve sustained impact. Getting young people into new jobs is just the beginning. We all must work together to ensure they enter the right jobs, retain them, and ultimately grow from them. Today's effort is an important first step, and I commend the corporations that are on the front lines of hiring thousands of these qualified young people.”
“By using our scale to create pathways to affordable education and meaningful employment for these young men and women, we’re strengthening both our workforce and our economy” said Howard Schultz, Chairman and CEO of Starbucks and co-founder of the Schultz Family Foundation. “As business leaders, I believe we have a critical role to play in hiring more Opportunity Youth and offering these young people excellent training, and the chance to dream big and reach their aspirations. The rules of engagement for philanthropy are changing. It’s not just about writing a check; rather, our approach is focused on creating a coalition of like minds with local knowledge, expertise on-the-ground and the ability to scale the social impact of an initiative like this to create pathways of opportunity for the literally millions of young people who can benefit from this program.”
“As a company that gives many young Americans their very first job, Taco Bell proudly invests in developing its next generation of leaders through education, job and life skills, and a culture that promotes growth,” said Brian Niccol, CEO of Taco Bell Corp. “Taco Bell is a workplace where today’s driven youth can flourish. We empower our team members with practical skills that set them up for success on the job and beyond, and provide the resources and encouragement to stay in school and earn a degree so they can follow their passions. For over 20 years we have paved the way for teens to gain the confidence they need to tackle challenges, make an impact on the world and reach their full potential. We are honored to extend support for this impressive generation by participating in the 100,000 Opportunities Initiative.”
“At Target, we seek innovative ways to fuel our growth, improve people’s lives, and make a sustainable difference in the world. Our team members are our greatest asset, and it is through their contributions that we continue to surpass our guests’ expectations every time they shop with us. Being a founding member of the 100,000 Opportunities Initiative will connect Target with motivated, high potential young people that help ensure our workforce is as diverse as the guests we serve,” said Brian Cornell, Chairman and CEO of Target Corp. “For more than a century, Walgreens has grown its business on a tradition of recruiting young talent and building professional career paths that can take them to the company’s highest ranks,” said Alex Gourlay, President of Walgreens. “We are proud to join with other great American brands to broaden opportunity for young men and women and provide access to the training, skills development and experience needed to build a strong workforce and growing economy.”
“Walmart and the Walmart Foundation work to improve the lives of millions of people through creating economic mobility and strengthening communities,” said Doug McMillon, Wal-Mart Stores, Inc. President and CEO. “Through our Opportunity initiative, we are working in partnership with others to address the fundamental challenges facing the retail and related industry workforces and create opportunities through job training that will allow for clear career advancement. We are pleased to join the 100,000 Opportunities Initiative to prepare youth for successful and rewarding careers in retail.”
“We are pleased to support the 100,000 Opportunities Initiative to put more young people on a promising road toward economic security,” said La June Montgomery Tabron, President and CEO of the W.K. Kellogg Foundation. “Partnering with employers to build strong pathways to quality jobs and important supports like employment training and employee wellbeing policies is essential. We believe this will help more young people — especially those disconnected from opportunity who have been continuously and structurally left out of the economic engine — move up the career ladder and provide a better future for their families.”
How to Engage
For companies interested in joining the effort, please visit www.100kOpportunities.org for more information. For young people interested in participating in the Opportunity Fair & Forum, please visit www.100kOpportunities.org for information about participating agencies.
About the 100,000 Opportunities Initiative
The 100,000 Opportunities Initiative has the goal of creating the nation’s largest employer-led private sector coalition committed to creating pathways to employment for young people. Companies engaged in the coalition will help to launch careers for young people that are just entering the workforce, including internships, apprenticeships and on the job training, in addition to developing potential in youth that have some work experience but are looking to gain new skills that lead to a successful career. For more information, please visit www.100kOpportunities.org.
Legs, back and head straight; arms bent to a 90-degree angle; bodies moving up and down as a single unit.
There’s a proper form to the perfect push up, and about 100 Starbucks partners, many of them veterans, nailed it in a social-media-fueled challenge to support those transitioning from military service to the civilian workforce.
The challenge is simple, much like last summer’s Ice Bucket Challenge which had people dumping buckets of ice water on themselves to raise awareness and funds for ALS (amyotrophic lateral sclerosis) also known as Lou Gehrig's Disease. “Drop and give me 20” is a phrase military men and women are familiar with. The order is usually given by a commanding officer as a form of discipline, but in the #GiveMe20 social media campaign it’s taking on a new meaning as a visible sign of support for veterans. After completing 20 push-ups, individuals or companies then post their accomplishment and urge others to do the same.
Pepsi nominated Starbucks for the push-ups challenge in a tweet and video: We dropped to #GiveThem20 for our vets. Now it's your turn @Starbucks! Are you up for it?
Given Starbucks significant commitment to veterans and military spouses, the answer was a resounding yes. Building on Starbucks commitment to hire 10,000 veterans and military spouses before the end of 2018, the company is also opening a dozen Military Family Stores. Find stories related to Starbucks support of veterans and military communities here: Paying Tribute, Creating Opportunity.
Starbucks has challenged Expedia and the Seattle Sounders FC to #GiveThem20.