The Value of Diverse Perspectives

Embracing diverse perspectives is more than just appreciating individual differences; it is also a strategic advantage. By encouraging and fostering an environment where diverse experiences and perspectives are welcome and feel at home, we can unleash innovation in ways that we did not know were possible. The Dayton region is one of innovation, and in a rapidly evolving market, businesses need to innovate continuously to stay competitive and attract top talent.

When people from different backgrounds, experiences, and cultures come together, they bring unique ways of thinking to the table. We must give these perspectives a seat at that table to continue the tradition of innovation in the region we call home. This is particularly important as industries grow and become more complex. The challenges they face become more nuanced and require insight from a diverse experience pool. Actively encouraging these voices to come forward, to be in the room, is imperative to the growth of any organization.

Having diverse perspectives helps businesses understand and serve their clients and customers better. In a global marketplace, businesses serve clients from a wide array of cultural, social, and economic backgrounds; a homogenous team may not fully grasp the diverse needs and preferences of their audience, potentially leading to missed opportunities and even alienation.

Cultivating diversity of thought within an organization can equip teams with the perspective necessary to better empathize with and anticipate the needs of a diverse customer base and cultivate new ones. This can enhance customer satisfaction, loyalty, and, ultimately, market share. Teams made up of individuals with varied backgrounds are more effective at analyzing information, considering alternatives, and avoiding groupthink.

As the President and CEO of the Dayton Area Chamber of Commerce, I have found that decision-making processes benefit greatly from incorporating diverse viewpoints because they challenge assumptions and prompt more rigorous analysis. This leads to better, more informed decisions that mitigate risks and capitalize on opportunities. Fostering a culture of inclusivity where diverse perspectives are valued and respected strengthens employee engagement and retention and continues the tradition of innovation here in the Dayton region.

Sincerely,

Chris Kershner
President & CEO
Dayton Area Chamber of Commerce

TABLE OF CONTENTS

ECONOMIC INDICATORS -------------------------

14 ECONOMIC INDICATORS

VOICE OF BUSINESS -------------------------------

18 2024 CHAMBER SUPPORTERS

20 ANCHORING SUCCESS

24 DIVERSE SUPPLY CHAINS

28 EMPOWERING WOMEN LEADERS

CHAMBER ACADEMY --------------------------------

32 EXTRACURRICULARS MAKE STRONG WOMEN

34 DAYTON DEI FORUM

36  EVOLVING FOCUS ON DIVERSITY, EQUITY AND INCLUSION

38  CULTURAL COMPETENCE IN CUSTOMER RELATIONS

40 CHAMBER MEMBER SAVINGS

41 VOLUNTEERS OF THE QUARTER

45 MEMBER SEARCH

ECONOMIC INDICATORS

In This Edition

Cost of Living Index

Sales Tax Collections

Consumer Price Index

Residential Home Sales

Participation Rates

Unemployment Rates

The chamber’s monthly publication, “Economic Indicators,” are compiled through a partnership with Wright State University’s Applied Policy Research Institute (APRI). The latest indicators are available at DaytonChamber.org. Below is a sampling from the August 2024 report.

Meet our 2024 Chamber Supporters

•  Accuserve

•  Adare Pharma Solutions

•  Altafiber

•  Billerud

•  CenterPoint Energy

•  Charter Communications/Spectrum

•  City of Dayton

•  CityWide Development Corp.

•  Dayton Children’s

•  Dayton Freight Lines, Inc.

•  Deloitte

•  DHL Supply Chain

•  Energizer Holdings, Inc.

•  Henny Penny

•  Hollywood Gaming at Dayton Raceway

•  Honda Development & Manufacturing of America

•  Huntington National Bank

•  Kroger Co.

•  LexisNexis

•  Montgomery County

•  Nidec Minster Corporation

•  Norwood Medical

•  PSA Airlines

•  Reynolds and Reynolds

•  Sheetz

•  Soin LLC

•  Taylor Communications

•  Trimble, Inc.

•  University of Dayton

•  U.S. Bank

•  United Church Homes, Inc.

•  Verizon

•  WesBanco Bank, Inc.

•  Western Governors University

•  Wright State University

Anchoring Success:
How Leadership Programs Elevate Diverse Leadership Approaches

Generational shifts in the workplace have brought about noticeable changes in leadership styles, with younger leaders often adopting approaches that contrast with those of their predecessors. As Baby Boomers and Generation X gradually pass the leadership torch to Millennials and Generation Z, organizations are experiencing a transformation in how decisions are made, teams are managed, and innovation is fostered. We asked Generation Dayton committee chair, Evelyn Ritzi some questions about this dynamic and what this new group of leaders need. Generation Dayton is one of several leadership development programs by the Dayton Area Chamber of Commerce, focusing on early career professionals. Through her insight, we explore how younger leaders are reshaping traditional approaches, prioritizing mentorship, adaptability, and empathy in ways that reflect their unique values and experiences.

“Younger leaders place a high value on balance in their professional and personal lives. They are looking for organizations that lead with empathy and offer benefits that reflect it, such as flexible schedules, hybrid work environments, and mental health days. Rising leaders are also seeking supervisors who champion mentorship and ongoing opportunities for growth and development.”

“One aspect of “traditional leadership” is a tendency to follow hierarchical structures that can limit creativity and innovation. Younger generations crave a more empathetic and transparent leadership approach, valuing workplaces where they’re respected and appreciated for bringing new ideas to the table. Seasoned leaders can support this by creating a company culture where curiosity is welcomed, and collaboration is the norm.”

“Leadership can be lonely and stressful for anyone, but these feelings can be exacerbated for younger professionals who lack peer-to-peer relationships and support in the workplace. All too often, this leads to burnout and disengagement, especially among high-achievers. To address this, companies should actively encourage and support rising leaders in pursuing learning, mentorship, networking, and volunteering opportunities outside of the organization.”

“Local leadership programs for early career professionals, such as Generation Dayton and its complementary cohort program, Gen D Ignite, are helping to address the need for meaningful relationships among rising leaders. By bringing early career professionals together for social, professional development, and community impact opportunities, these programs are equipping rising leaders with the skills and support they need to thrive in their roles and experience true belonging within the Dayton community.”

The Dayton Area Chamber of Commerce has several leadership development programs one of which, Leadership Dayton, is celebrating its fifty-year anniversary. As the fourth oldest continuously operating community leadership program in the U.S., Leadership Dayton builds better leaders through seminars, small work groups, panel discussions, experiential activities and direct interaction with community leaders. Another program, Gen D Ignite is a seven-month cohort experience focusing on leadership development, community engagement and professional relationship building.

For their most recent cohort project, Gen D Ignite created a community resource one-stop-shop website. Compiling available community resources in one place for streamlined navigation for those who need them, this project in part was supported by a grant from AT&T for their Digital Equity Project. Other leadership programs by the chamber include Empower, a leadership development program for women leaders, focusing on the unique challenges faced by women when pursing leadership roles. The future of leadership is diverse, and the Dayton Area Chamber of Commerce is developing the next generation of regional leaders, and has been for fifty years.

Diverse Supply Chains

Including diverse suppliers in a regional supply chain is vital for fostering innovation, economic resilience and community growth. By actively engaging minority, women and veteran-owned businesses (MBE/WBE/VFBE), regional markets can tap into a broader range of ideas, products and services, driving competition and quality. For MBEs/WBEs/VFBEs, participation in these supply chains opens doors to new opportunities, enabling growth, job creation and sustainable development within underrepresented communities. Supporting diverse suppliers helps to close historical gaps in access to resources, capital and market visibility, contributing to a more equitable economy.

Minority, women and veteran-owned businesses (MBEs/WBEs/VFBEs) often face significant challenges when establishing relationships with community-based organizations (CBOs) that already have established suppliers. One major hurdle is the entrenched nature of existing supplier partnerships, which can create high barriers to entry for new vendors. Long-standing relationships between CBOs and their current suppliers are often built on trust, reliability and negotiated pricing, making it difficult for newer and often smaller MBEs, WBEs and VFBEs to compete or showcase their value. Additionally, they may struggle with limited resources and networks, making it harder to navigate procurement processes or gain visibility with decision-makers. These organizations may also face conscious or unconscious biases that further hinder their chances of being considered viable suppliers despite the potential value they offer.

The Dayton Area Chamber of Commerce and its Minority Business Partnership program aims to eliminate these barriers by connecting MBEs, WBEs and VFBEs with regionally based purchasers. Belinda Matthews-Stinson, Vice President of Business Inclusion at the Dayton Area Chamber of Commerce, highlighted the struggles diverse suppliers and vendors face when trying to secure contracts with purchasers. “Overcoming the obstacles of being a smaller MBE, WBE or VFBE supplier and competing with larger, legacy organizations that have preexisting relationships, connections and access to capital can be a real challenge," she said. “Evaluating vendor strength is key for our regional purchasers. When connecting with purchasers we help them identify where newer, or smaller vendor organizations can fill the gaps in purchaser needs.”

A challenge often faced by these suppliers and their advocates is buy-in from purchasers on why supporting or doing business with MWBE suppliers is vital to regional development. However, there are examples of this challenge being addressed in the Dayton region. The Dayton Metro Library has made many changes over the years to diversify its vendor decisions and make purchasing decisions a conscious effort, having impact on the communities they serve. As larger regional businesses begin to see the uplifting effect their purchasing decisions can make in our communities, these decisions can be more than just socially equitable, but financially viable, so long as we choose to look through the lens of opportunity. 

Empowering Women Leaders

The Dayton Area Chamber of Commerce’s Empower program is providing female leaders in the region with a transformative opportunity to grow in their careers. This 10-month cohort, designed for mid- to upper-level women in management, combines professional coaching with hands-on curriculum to guide participants in identifying their strengths and eliminating barriers to advancement.

For two program graduates, Jessica Jones and Katie Ward, Empower has proven to be an invaluable resource in navigating the challenges women often face in business leadership. Both Jones and Ward said that the Empower program’s supportive environment helped them grow as leaders.

“Empower gave me a network of women with shared experiences,” said Jones, president and CEO of Universal 1 Credit Union.

“Empower is a fantastic resource,” added Ward, co-owner and CEO of P&R Communications, “Being in a safe space where you can learn and get ideas that you can apply to your business is invaluable.”

Jones spent the first 20 years of her career outside the financial industry, working in aviation and human resources. She transitioned to the credit union world in search of a better work-life balance and found her passion for leadership at Universal 1.

After spending time as the organization’s CFO, Jones ascended to the role of CEO and quickly embraced the responsibility of leading a diverse organization.

“Women in leadership was already part of the DNA at U1,” she noted, adding that she was the second female to hold the top role in the credit union’s 87-year history.

Yet Jones said her earlier career experience, which did not always include as much gender equity, gave her a unique perspective on the importance of hearing from everyone.

“I know what it feels like to sit on the sideline,” she said. “Now, it’s about giving everybody an opportunity to sit at the table. We’re looking for different perspectives so that we can grow and learn.”

Ward shared a similar story of leadership. As the first female CEO in the company’s history and a third-generation family business owner, she has taken on leadership roles that challenge norms in her industry.

“The industry I’m in is predominantly male, so that’s a challenge, but it’s also exciting,” Ward said. “I think there’s something inherently different about being a woman in business and being a mother, as well. We’re always putting our employees first, just like we do with our kids.”

These success stories reflect broader trends in the business world. According to research by McKinsey, companies in the top quartile for gender diversity on executive teams are 25 percent more likely to have above-average profitability. Additionally, women-owned businesses now represent 39.1 percent of all businesses in the United States, employing more than 12 million workers and generating $2.7 trillion revenue, according to a 2024 Wells Fargo report.

Empower’s mission aligns with these statistics and creates pathways for more women to ascend to leadership positions.

“The more we can just say, ‘I’m a leader,’ rather than a ‘woman leader, will be great for everyone,” Ward said. “I work with a lot of really talented women, and I also work with really talented men.”

EXTRACURRICULARS
make
strong
women

The Dayton Area Chamber of Commerce has done case studies and analyzed the disparity between women in middle management, compared to the number of women in executive leadership positions in the Dayton region. It is no surprise that the gap is significant. When comparing the number of middle management women to executive level women in the Dayton region, there is a 30% difference. This disparity was the driving force behind the chamber’s creation of Empower and the Executive Women’s Council, so that we can do our part to help more women navigate their leadership journey. 

However, supporting women in their careers starts way before they fill out their first job application. As a dad of two daughters, I’ve seen firsthand how competitive sports, church programming, extracurricular activities and life experiences help teenage girls become strong female leaders. These teenage experiences help young women learn how to be humble, work as a team, win and lose as a team, communicate and lead people. It teaches them poise and respect, and shows them how hard work and practice equals success. All of these attributes are characteristics of good leaders, strong CEOs and successful people. It is imperative that they start to learn these skills as early as possible.

Don’t get me wrong, there are many days when it is not as idealistic. There are days when social issues and emotions dominate our family conversations. There are days when I understand the emotions and, many of the times, I have no clue why these things are happening. Nevertheless, it strengthens me and it strengthens my daughters as we work together on ways to navigate these emotions and remain focused on the objectives. It is the life lessons the girls have learned in sports, internships, volunteering and engaging with professionals that help get them through these challenges. Being comfortable with their true self and knowing that everyone brings a unique strength to a group or team are lessons that cannot be taught in text book. Athletic teams are comprised of players with varying unique strengths. Each girl on the team excels at a unique skill and it is good for young women to see the value they provide for a team and excel to be the best at their individual strength. Each girl knows that there is a time for them to lead a team and there is a time when they need to be lead.

This character building and leadership development grows young girls into strong women that have confidence and leadership skills. These women are able to motivate teams, drive culture, maximize a return on investment for shareholders and advance strategic agendas. These fundamentals and leadership development starts when they are young, and the results are strong women that build businesses and communities, and make our region better.

Chris Kershner
President & CEO,
Dayton Area Chamber of Commerce

Dayton DEI Forum

SEPTEMBER 25th DAYTON OH

By: Alexander Watts

The 2024 Workplace Diversity, Equity, and Inclusion Forum was held at the Sinclair Conference Center. Organized by the Dayton Area Chamber of Commerce and sponsored by Western Governors University, the forum included voices from major regional organizations such as CareSource, Taft, and the Ohio Committee for Employer Support of the Guard and Reserve. This year’s forum brought together industry leaders, innovative thinkers, and passionate advocates to explore actionable strategies and share best practices for fostering inclusive workplaces.

The event was emceed by Amanda Byers, Director of Talent and Policy at the Dayton Area Chamber of Commerce, providing an atmosphere of insight and education. The opening segment of the event, Awareness to Impact: Implementing DE&I Strategies for a Sustainable Future, was presented by Patrice Harris, Director of Diversity, Equity and Inclusion at CareSource. In her presentation, Patrice spoke about a crawl, walk, run approach to implementing DE&I practices within an organization and noted that long-term success rests on practices being ‘baked in, not bolted on’. She also noted that different organizations will have different buy-in rates and capabilities, emphasizing why the crawl, walk, run approach is important for new DE&I initiatives and organizations with low buy-in rates.

Following Harris was John McCance, Chairman of the Ohio Committee for Employer Support of the Guard and Reserve, who presented Inclusive Support: Integrating Employer Commitment. McCance spoke to the benefits of employing those in the reserves and armed forces as well as the accommodations and legal requirements of employing our nation’s service members. Too often, the benefits of hiring these individuals are clear, while the duties and responsibilities of their employer are not. McCance spoke to the character and discipline of those who choose to serve and acknowledged that some of the employer’s duties may not always be convenient, such as job and pay protections and adjustments. Someone committed to serving within an organization can be invaluable to a team’s culture and success.

Those in attendance also received a legal update from Jordan Jennings of Taft Law on current and future challenges facing DE&I initiatives in employment, education admissions, and public relations. You should consult your trusted legal counsel when navigating these matters for your organization.

The evening closed with a panel discussion, The DEI Imperative: Navigating Challenges and Embracing Opportunities. DE&I unlocks opportunities within our communities and organizations that tend to go unnoticed; while progress has been made, there is much to do in lived awareness. Diversity, Equity, and Inclusion are bridges to connection, innovation, and insight. With a crawl, walk, run mindset, we can grow our organizations, communities, and ourselves. This forum was an invaluable opportunity for business leaders, HR professionals, and DEI advocates to deepen their understanding, share experiences, and drive meaningful progress toward a more inclusive and equitable business environment.

EVOLVING FOCUS ON
DIVERSITY,
EQUITY
AND
INCLUSION

By: Marc Sheforgen

Diversity, Equity and Inclusion (DE&I) is no longer a peripheral topic for leading companies – it is a central focus. Organizations such as Dayton’s CareSource and Woolpert are at the forefront of this movement, dedicating resources and personnel to foster inclusive workplaces.

Recognizing the importance of this shift, the Dayton Area Chamber of Commerce hosted the Workplace Diversity, Equity, and Inclusion Forum on September 25 at the Sinclair Conference Center, bringing industry leaders together to share strategies and best practices.

“DE&I has evolved over the years,” said Patrice L. Harris, Director of Diversity, Equity and Inclusion for CareSource. “In the past, people only thought of our differences around gender, race and ethnicity. Today, we know diversity is about so much more. Our DE&I strategy addresses all underrepresented groups, including persons with disabilities, veterans, military families and the LGBTQIA+ community. Our aim is to ensure everyone can come to work as they are, bring their authentic selves, be successful and contribute to the health and wellness of our members.”

CareSource, a nonprofit managed care organization headquartered in Dayton, serves more than 2 million members across multiple states. The company’s commitment to DE&I is deeply integrated into its culture and operations, reflecting its mission to make a lasting difference in members’ lives.

CareSource’s strategic focus on DE&I includes tracking employee engagement and metrics from recruitment through career advancement to ensure continuous improvement.

“The companies that do DE&I well are data-driven,” Harris explained. “They analyze their ability to integrate DE&I throughout their employee lifecycle and put plans together to address gaps over time.”

Similarly, Woolpert, an international architecture, engineering and geospatial firm, emphasizes DE&I as a competitive advantage.

“When I started in HR, DE&I was a topic about advocacy and promoting equality,” said Shanda McKinney, Global Head of People and Culture at Woolpert. “While that still remains important, now it’s about celebrating diversity and recognizing it as a competitive edge. The more diverse an organization, the more successful it can become.”

Woolpert, which began in Dayton in 1911 and has grown into a global firm with more than 2,500 employees, has made D&I a cornerstone of its corporate strategy. McKinney, who reports directly to the CEO, highlighted the importance of intentional and purposeful inclusion.

“We want to create an environment that celebrates diversity in perspective and thought,” she said. “Having a diverse mix of employees helps an organization think holistically.”

The recent, chamber-hosted, Workplace Diversity, Equity, and Inclusion Forum was a vital resource for HR leaders and business decision-makers.

“It allows local professionals and businesses to link arms and impact the entire city,” said Harris, who was a keynote speaker at the event.

The forum featured distinguished speakers and thought leaders such as Harris, who shared real-world case studies and success stories. It was an opportunity for Dayton region leaders to deepen their understanding and drive meaningful progress toward a more inclusive and equitable business environment.

“Just as people are complex, I think this topic is complex,” McKinney said. “Any opportunity to collaborate and come together and share ideas is certainly beneficial.”

Cultural Competence in
Customer Relations:
The New Competitive Advantage

By: Chuck Edmonson

In today’s competitive market, small and medium-sized businesses (SMBs) have an opportunity to stand out by improving their cultural competence. Adapting customer service and business practices to appeal to a more diverse audience can lead to improved customer satisfaction and loyalty.

Cultural competence refers to a business’s ability to understand and interact effectively with people from different cultural backgrounds. By recognizing and respecting the diverse values, beliefs and behaviors of their customers, SMBs can enhance relationships, improve service quality and increase revenue.

There are several no-cost or low-cost changes SMBs can implement to better serve a multicultural customer base.

1. Inclusive signage and messaging
One of the easiest ways to begin is by making sure your business is welcoming to all through the visuals and language you use. Consider updating your website, brochures and signage to include images of diverse groups of people. A simple “Welcome” sign in multiple languages can make a positive impression on customers from different cultural backgrounds.

2. Language accessibility
While hiring multilingual staff may be out of reach for some businesses, offering basic services in multiple languages doesn’t have to be. Many free translation tools are available to create menus, signage or instructions in common languages spoken by your customer base. For example, a local café could easily add a Spanish-language menu if they serve a growing Hispanic population.

3. Cultural awareness training
Train employees on basic cultural norms and communication styles. Even a brief, informal discussion can make a big difference in avoiding misunderstandings. This type of training can be as simple as watching free online resources or reading articles on cultural etiquette. For example, understanding common dietary restrictions or holidays celebrated by different groups can enhance customer service, especially in service industries like restaurants.

4. Community engagement
Get involved with cultural events or partner with local organizations that cater to specific ethnic or cultural groups. Participating in local festivals or sponsoring small community events can be a low-cost way to show support for the diverse population your business serves. This can also help build your reputation as a business that values diversity.

Customers want to feel respected and valued, regardless of their background. Businesses that make the effort to understand and adapt to their customers’ cultural needs are more likely to see increased business, loyalty and satisfaction. Cultural competence isn’t just about doing the right thing — it’s a smart business move that can set your company apart from competitors.

Chamber Member Savings

Your chamber membership could pay for itself – and then some.
Take advantage of the buying power afforded to you as a chamber member with these valuable offers! Find more information at DaytonChamber.org.

Health Insurance for Small and Mid-Size Businesses;
Sole Proprietors

The chamber and Anthem Blue Cross Blue Shield have combined efforts to offer health, dental and disability insurance coverage to small and mid-sized businesses. These offerings come with competitive rates and comprehensive services from a large network of providers.

Workers’ Compensation Discounts &
Medical Management Solutions

Did you know that many alternative discounts are available to help reduce your annual Ohio workers’ compensation costs? Through the chamber’s workers’ compensation program, your organization can significantly reduce your workers’ compensation costs through a variety of alternative rating programs. Our program, administered by Sedgwick, offers you quality service and stability through the complex workers’ compensation environment.

Office Supplies

Chamber members see significant savings on frequently used office supplies at Office Depot AND free next day delivery. Employees of member businesses can also get the same great discount when they shop at Office Depot, using their chamber discount card.

Payment Processing

Does your business accept credit cards? When’s the last time you took a close look at your processing fees? There might be a better way, using new technologies that could save you significantly. i3 Commerce Technology offers Dayton Area Chamber member discounts, and will complete a free analysis of your current processing to see how much you can save!

Energy Savings Program

Chamber members receive an exclusive discount offer from IGS Energy. Member businesses benefit from custom pricing that could save them hundreds on their energy bills. Member employees are also eligible for custom pricing at home.