This document summarizes the business case and opportunities for companies to focus on developing a diverse workforce and targeting emerging minority markets. It outlines demographic shifts showing growth in the Hispanic, African American, and Asian populations and buying power. These populations are concentrated geographically, so targeting universities is presented as an effective way to build a diverse talent pipeline. Challenges around experience levels, education attainment, and recruiting resources are discussed. The document promotes a conference to help companies efficiently interview and recruit top diverse and student athlete candidates from targeted universities.

1. The Case for Emerging Diversity Talent

2. A New Direction The ongoing increase in minority U.S. population, coupled with growth projections in the upcoming decades, present a tremendous opportunity for companies who focus their human capital on developing this quickly growing market and workforce. This presentation provides insight to the historic changes the U.S. population is experiencing.

3. Changes in U.S. Demographics Data from U.S. Census Bureau

4. Consumer Impact “The Multi-Cultural Economy 2008” a study by The Terry College of Business, University of Georgia, examines the dynamics of these new markets and provides a clear picture of the opportunity at hand. The study highlights the business impact of the ongoing demographic shift and examines the projected market share and buying power increases for each ethnic group. The results confirm Hispanics have experienced a sharp increase in buying power and market share, while African American buying power has increased at a rate substantially higher than the total buying power increase for all races.

5. Understanding the Opportunity U.S. Market Share by Race/Ethnicity* % Increase in Buying Power from 1990 to 2008* U.S. Buying Power by Race/Ethnicity (in billions)* *Selig Center for Economic Growth, Terry College of Business, University of Georgia, “The Multicultural Economy 2008”

7. Expedited product development cycles

8. Market penetration activities are more effective

9. Higher rates of attraction and retention of talent

10. Reduces exposure and costs associated with lawsuits and EEOC claims.

11. Increased community relations and consumer perception

12. Status quo is more frequently challenged

13. Advertising campaigns become more effective

15. Geographical Challenges 90% of Hispanics reside in just 16 states 90% of African-Americans reside in just 21 states Top African American Buying Power States (in Billions): New York (87.6) Texas (72.0) Florida (62.9) Georgia (62.6) California (61.8) Maryland (52.3) Illinois (44.0) North Carolina (40.9) Virginia (38.2) New Jersey (34.8) Top Hispanic Buying Power States (in Billions): California (249.0) Texas (171.1) Florida 101.3 New York (75.3) Illinois (41.0) New Jersey (35.6) Arizona (31.3) Colorado (21.0) New Mexico (17.9) Georgia (15.1)

16. Generational Challenges Data from U.S. Census Bureau

17. Educational Challenges A 2006 U.S. Department of Education study found of all Caucasian children entering kindergarten, 36%will obtain a bachelor’s degree by the age of 29. The same study of African American students showed 20%will obtain a bachelor’s degree. The study also showed that of Hispanic students, only 12%will obtain a bachelor’s degree.

18. Solutions Understanding the challenges and opportunities of targeting these rapidly growing market segments cancreate a significant advantage. When executed properly, a diversity focused employee referral network, a multi-cultural employer branding strategy, and attending key diversity events are traditional ways companies compete for talent. However, many experts believe the best and most cost effective way to develop a strong diverse internal talent pool is by creating a strategic university recruiting program. Targeting multi-cultural students for internships and entry level hires, companies create a pipeline of future leaders, and tap into the largest percentage of these increasing populations.

20. Viable solution to the upcoming workforce shortage caused by retirements

21. Targets the largest and most educated segment of the fastest growing consumer bases

22. Provides opportunity to promote employer branding and customer development

23. Bring innovative and current thinking developed through school curriculum.

24. A tech savvy group who is more affordable to develop and eager to contribute

26. Unable to develop strategic relationships

27. Over reliance on career services

29. Poor workforce planning

30. Open headcount paralysis

31. Sending the wrong people

32. Attending the wrong events

34. Two day conference focuses client resources and time

35. Access to candidates from campuses that would otherwise be missed due to resource constraints

36. Experienced and certified talent assessors completing initial screening and matching

37. Opportunity to interview 100+ of the top campus multi-cultural and student athlete candidates

38. Isolated interview space, and one on one format deliver a preferred candidate experience

39. High likelihood of extending multiple offers