Tinker Federal Credit Union’s Post

What an AMAZING day! I could not be more excited about this announcement, and to be part of the Fair Chance Collaborative in Arizona. This initiative resonates deeply with our core values at Arouet, where we believe in second chances and the power of collective impact! This is an incredible opportunity for Arizona to rewrite our reentry story, and build an ecosystem and pipeline that will ensure we build a dynamic Fair Chance workforce, which has an array of products, services and support to help them be successful! This is the beginning of something huge and we are so thrilled about it! One in three U.S. adults—that’s more than 70 million people—carry the weight of an arrest or criminal record. These individuals face immense challenges when seeking employment and stability. But today, we’re changing the narrative.👏 The Fair Chance Collaborative is more than a program; it’s a lifeline. It’s coordinating job training, housing assistance, healthcare access, financial counseling, and more. It’s about holistic transformation, breaking down barriers, and creating pathways to opportunity. Thank YOU JPMorgan Chase & Co. for your commitment to inclusive economic growth. Their $500,000 grant fuels this collaborative engine, and together, we’ll ensure that more people in Phoenix get a fair chance to rejoin the workforce and contribute fully to their families and our local economy. And thank you to United Way for offering to take on the work of this incredibly important initiative. As a member of the VSUW Workforce Taskforce I am honored to stand alongside top community leaders, employers, and educators. Let’s rewrite the story—one fair chance at a time. I cannot wait to roll up my sleeves and get to work! #FairChance #Reentry #WorkforceDevelopment #CommunityInvestment #SocialImpact #JPMC #JPMorganChase #Chase #VSUW United Way Arouet

🌟 J.P. Morgan Chase provides $500K grant launching new Fair Chance Collaborative led Valley of the Sun United Way in City of Phoenix! One in three U.S. adults—more than 70 million people—have some type of arrest or criminal record. To put this in perspective, about the same number of Americans have college degrees right now. Unfortunately, these Americans, who were incarcerated or have a conviction on their record, are essentially unable to secure good jobs in this country. Nearly half of formerly incarcerated people are unemployed one year after leaving prison. This unique collaborative aims to address the this multi-dimensional challenges faced by these individuals who are now seeking employment and stability in the Phoenix metro with a comprehensive approach—coordinating job training, placement, housing assistance, healthcare access, financial counseling and more—to improve outcomes. As a leader committed to inclusive economic growth opportunity and addressing our community's workforce development challenges, JPMorgan Chase & Co. is proud to support this coalition bringing together social services, education, employers, economic development organizations, and top community leaders. By convening the right leaders and organizations to provide coordinated support, we can eliminate barriers that would otherwise silo efforts and ensure that more people in Phoenix will get a fair chance to rejoin the workforce and fully contribute to their families and the local economy. I'm proud to represent our firm on the VSUW board and to be a part of this vital effort. #FairChance #Reentry #SecondChance #WorkforceDevelopment #JPMorgan #CommunityInvestment #SocialImpact #JPMC #JPMorganChase #Chase #VSUW Carla Melissa Bertha Todd Jennifer Chris Neil Deanna Noreen Keri Kristin Ben Alison Monica Tucker Maura Charlie Ben David Latasha Jenny Drena Chad Elissa Mary Owen Mambu Doran Angela Angela Marie Sara Ann Brian Leia

Great episode on how to prepare for a career in financial services, share with your friends.

A New Achievement in Banking.

We recently came across an insightful article in the Wall Street Journal about the increasing participation of Black investors in the stock market. It made me feel proud of our work at PSIR, where one of our goals is to transform the investment culture and empower the next generation of investors. Our mission is not just limited to educating students about the stock market; we are also committed to helping the entire family become financially empowered by establishing custodial ROTH IRAs and introducing them to a diverse menu of financial tools and partners. We believe that everyone should have the opportunity to build wealth and achieve financial independence, regardless of their background.  #PSIRProud #EmpoweringTheNextGeneration #DiverseVoices #CommunityEmpowerment #FinancialEducation #WeArePSIR #RiseTogether #UpliftingCommunities #PowerOfStorytelling #InspiringChange #Collaboration #MakingADifference #financialliteracy #InvestInOurFuture #stockmarketinvesting

Last week we welcomed three outstanding individuals to the STIR Education board: Euan Wilmshurst, Victoria Collis and Leah Justina Anyanwu. With their arrival STIR governance (including our Finance Committee and Global Council) continues to be majority female and majority non-white. This is not about being #woke or #DEI run riot: this is about achieving excellence and impact.   There are three reasons I back DEI: 1) Social justice and equity. I recently met the remarkable Gavin Lewis, a Managing Director at Blackrock. He came from a typical #BME background in Tottenham and his story shows just how heavily loaded the dice are against anyone from such a background at every stage of their life, education and career. Reading his book, the Opportunity Index, is eye opening. 2) Different perspectives. If a board or firm is full of mini-me types, it is useless. You need different voices, perspectives, opinions and experience at the table. Constructive dissent is vital. Unfortunately, many firms pay lip service to this. They are happy for you to be of any gender, ethnic or religious background as long as you subscribe to the “One firm firm” mantra: this requires you to sign up to a single set of values and way of doing things. That sort of diversity is literally skin deep and is more or less useless. You need courage to pick people who are not like yourself, do not think like you and are prepared to challenge you. 3) Excellence and impact. Over thirty years ago I ran recruiting for a strategy consulting firm which had become a boy’s club. I had the genius strategic idea that we could double our recruiting pool by recruiting girls as well as boys. The effect was dramatic and good. Ever since then, I have always believed that if you want to win the war for talent, you have to recruit the best wherever and whoever they may be.    Over the years, STIR has focused on recruiting the best talent wherever it may be. The result is a very diverse team. We do not recruit to achieve DEI goals: we recruit for excellence and impact. Diversity and excellence is a two way street: one leads to the other. I am greatly looking forward to working with three brilliant new colleagues. #leadership

OBSTACLES TO DIVERSITY IN THE TRADES. BLACKLISTING This one is very common in my union. The big four corporations don’t do any oversight on this or just so diverse people usually get hazed out in their first year. Those of us that do not get bullied out immediately go through the monumental amount of obstacles previously mentioned to survive. One thing I have noticed is any attempt to speak your truth or even entertain the idea of oversight brings you retaliation from the companies as well as the union. To say diverse members end up disproportionately on blacklists is an understatement. We have corporate branches that refuse to even hire certain types of diverse candidates. Blacklisting, expelling, freezing out and blackballing is done to diverse people at a rate much much higher than the status quo membership. Again these are all crimes being committed against diverse workers that would be blatantly obvious with any government oversight or investigation. You can help by calling your state’s office of apprenticeship standards and demanding oversight. You can also call your congressional representative and ask why your tax dollars are supporting apprenticeships that engage in this behavior without oversight. If you yourself are not receiving union representation or you would like to report a pattern of non representation you can contact your local NLRB and file a charge within 6 months of the offense.

The new, permanent Summer EBT program begins in 2024, and states that have submitted their Notice of Intents must submit a Plan for Operations and Management by February 15. While the timeline for planning is tight, it is critical that states make every effort to utilize best practices from past programs to maximize participation. On Thursday January 18, join FRAC, state agency administrators, and anti-hunger advocates to discuss Plans for Operations and Management, what states should be considering for 2024 and how to take the next step. https://lnkd.in/ecfYX5KS

As March Madness tips off, don't let the excitement on the court distract you from the rising costs of higher education. A 529 plan is a great way to plan for future college costs, and the sooner you start saving the better. At The BMP Group at Morgan Stanley, we can help answer any questions you may have and create a gameplan for the future.

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