SMALL BUSINESS SPOTLIGHT: Crest Cadillac, Crest Acura prep for EVs, hiring technicians

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SYRACUSE, N.Y. — Both Crest Cadillac and Crest Acura are “moving towards a battery-electric future.” That’s according to Jim Barr, VP/executive manager of Crest Cadillac, who says the dealerships have invested in the infrastructure to support that endeavor. “Specifically investment in equipment such as chargers but also in terms of special tools, special training of […]

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SYRACUSE, N.Y. — Both Crest Cadillac and Crest Acura are “moving towards a battery-electric future.”

That’s according to Jim Barr, VP/executive manager of Crest Cadillac, who says the dealerships have invested in the infrastructure to support that endeavor.

“Specifically investment in equipment such as chargers but also in terms of special tools, special training of our staff, and a commitment to that future on our part locally,” Barr tells CNYBJ during an interview at the dealership, at 717 W. Genesee St. in Syracuse, on Nov. 27.

He acknowledges that Austin, Texas–based Tesla (NASDAQ: TSLA) is a primary supplier of electric vehicles in the marketplace, but many other manufacturers are boosting their participation in that business, including the Cadillac and Acura brands.

Crest Cadillac and Crest Acura operate next to each other on West Genesee Street on Syracuse’s west side.

In addition to electric cars, Barr says the dealerships’ service departments could also use some extra personnel.

“There’s a high demand for our service departments and we’re always looking for good technicians … to help with the servicing of vehicles and repair work,” he says.

The dealership business is looking to hire three or four technicians for the service departments between Crest Cadillac and Crest Acura, Barr adds.

Besides its service department, Crest also has an internet unit.

Crest Cadillac has a franchise agreement with General Motors to sell Cadillacs and a franchise agreement with American Honda to sell Acuras, Barr tells CNYBJ.

“That gives us the right to have the sign out front with the badge and also to buy and sell and service their vehicles,” he adds.

He describes Cadillac as “the luxury American car brand for over 120 years. We are a very aspirational brand.” Barr describes Acura as the “luxury division of American Honda.”

Cadillac models include Escalade, CT4, CT5, XT4, XT5, XT6, and the battery-electric vehicle called the Lyriq.

Crest Acura is a separate business with a separate staff, showroom, and service department, but “because of our proximity — the two dealerships are side by side on the same large campus — we do try to run our two businesses as one as much as we possibly can,” Barr explains.

Barr says the dealership has renovated both of the buildings in the past 10 years, and he thinks they’re “comfortable and appropriate for our upscale customer.”

Crest has been selling Cadillacs on West Genesee Street in Syracuse since 1982. Barr’s father and business partner, Brian Barr, has been a Cadillac dealer since 1974, having also worked for a dealership in Utica. Brian Barr and a business partner purchased the dealership in 1982 that is now known as Crest Cadillac.

Barr has worked for the dealership since May 1997, he says.

Survey: Most Americans concerned about their workplace well being

Employee Benefits & Human Resources, Insurance & Financial Services, New York News, Nonprofits, Subscriber Only

Nearly three-quarters (74 percent) of American workers are moderately or highly concerned about their workplace well-being. In addition, almost three-fourths of the workers reported a similar level of concern about their emotional well-being or mental health and a quarter rate their mental health as fair or poor. Those are some of the findings from the

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Nearly three-quarters (74 percent) of American workers are moderately or highly concerned about their workplace well-being.

In addition, almost three-fourths of the workers reported a similar level of concern about their emotional well-being or mental health and a quarter rate their mental health as fair or poor.

Those are some of the findings from the 2023 Workplace Wellness Survey published Oct. 11 by Employee Benefit Research Institute (EBRI) and Greenwald Research, both of Washington, D.C.

The fourth annual Workplace Wellness Survey examined worker attitudes toward employment-based benefits in the workplace, along with their financial well-being, employment-based health insurance, and retirement-benefit issues.

“What we found surprising is that this is the first year that saving for retirement is not the primary financial stress factor for employees. Instead, we found that day-to-day issues like emergency savings and paying for household bills are top of mind for workers,” Jake Spiegel, research associate on health and wealth benefits at EBRI, said in the survey report.

A total of 1,505 American full-time and part-time workers ages 21-64 were interviewed for the survey. This year’s effort included a national sample of 1,002 workers and an oversample of 503 completed surveys among caregiver workers, bringing the total to 753 caregiver workers.

Information for this study was gathered through 20-minute online interviews conducted in July and August 2023, EBRI said.

Key survey findings

Some key findings in the 2023 survey report include nearly one in three (29 percent) American workers are highly concerned about their own workplace well-being, while another 44 percent are moderately concerned.

About one-quarter (26 percent) of American workers are not too or not at all concerned.

A third of American workers also reported that they are highly concerned about their emotional well-being or mental health and a quarter rate their mental health as fair or poor.

The survey also found that American workers are worried about how potential economic challenges will impact their finances. More than four in five American workers are at least somewhat concerned that a recession will occur in the next year or that inflation will remain high for the next 12 months.

In addition, four in 10 workers feel at least somewhat prepared to handle an emergency expense of $5,000. Far more American workers (70 percent) feel equipped to manage an unexpected expense of $500.

Down slightly from last year and from 2021, 40 percent of employees are extremely or very satisfied with their benefits package and 22 percent are not too or not at all satisfied. At the same time, seven in 10 agree at least somewhat that their benefits package is designed to meet their lifestyle and/or family needs.

The EBRI survey also found more than half of workers feel mental-health benefits have become more important to offer in the past year and four in 10 feel the same way about financial-wellness programs.

Survey respondents also say that health insurance is the most important benefit. Fifty-five percent of workers are satisfied with their health coverage.

The survey report also indicates nearly six in 10 American workers struggle to balance work and caregiving responsibilities. Among caregivers assisting with activities of daily living or instrumental activities of daily living, three in four struggle to find balance.

Six in 10 employees do not feel financially prepared if they’re unable to work or have to reduce work hours to provide care. Caregivers are more likely to feel unprepared (64 percent vs. 56 percent).

The nonprofit EBRI describes itself as an independent and unbiased resource organization that provides the “most authoritative and objective” information about critical issues relating to employee benefit programs in the U.S.

Greenwald Research is an independent custom research and consulting partner to the health and wealth industries that applies quantitative and qualitative methods to produce “knowledge that helps companies stay competitive and navigate industry change.”

The 2023 Workplace Wellness Survey was conducted through the financial support of AARP, Bank of America, The Cigna Group, Fidelity Investments, Mercer, Merck, Morgan Stanley, National Rural Electric Cooperative Association, New York Life, OneAmerica, Unum, and Voya Financial, EBRI noted.

Indium Corp. updates technical-services team

Employee Benefits & Human Resources, Manufacturing & Engineering, People on the Move, Regional News, Subscriber Only, Technology

CLINTON, N.Y. — Indium Corporation recently made some key updates to its technical-services team. Thuy Nguyen was promoted to technical-support engineer II and Liam Evans joined the company as a technical-support engineer, according to a press release from Indium. “The well-earned promotion of Thuy and the key addition of Liam to our team will ensure

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Two Cortland insurance agencies to combine next April

Employee Benefits & Human Resources, Insurance & Financial Services, New York News, Regional News, Subscriber Only

CORTLAND, N.Y. — Cortland–based Bailey Place Insurance says it has agreed to acquire Tanner- Ibbotson, Inc., also of Cortland, in a deal that combines two long-time local agencies, effective April 1, 2024. Stephen Franco, president of Bailey Place, said the deal will not impact client relationships and that the acquisition will “bolster” the agency’s offerings,

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Stephen Franco, president of Bailey Place, said the deal will not impact client relationships and that the acquisition will “bolster” the agency’s offerings, per his firm’s Nov. 13 news release.

“[Tanner-Ibbotson President] Eric Mertz and I have been friends for many years and have enjoyed leaning on each other when faced with coverage or technical questions,” Franco said in the news release. “I’m thrilled to have the opportunity to work with him on a daily basis.”

The release didn’t include any financial terms of the acquisition agreement.

The combined agency will move forward as Bailey Place Insurance, Franco tells CNYBJ in an email. Tanner-Ibbotson’s office at 1109 Commons Ave. in Cortland will close permanently in April.

No layoffs are planned, per the news release, and most of the expanded Bailey Place workforce of more than 30 people will operate from the company’s office at 2 North Main St. in downtown Cortland. Bailey Place also has offices in Dryden and Ithaca.

Bailey Place’s roots in Cortland go back to 1858. Tanner-Ibbotson was founded in 1928.

Bailey Place will remain independently owned and operated and will continue offering a client portal and cloud-based computing. Tanner-Ibbotson has a “more robust” employee-benefits division which will “add value” for Bailey Place’s commercial clients, the acquiring firm noted.

Tanner-Ibbotson clients will now also have access to additional carrier options such as Erie Insurance, Cincinnati Insurance, and Liberty Mutual.

“Our clients will be hearing from us directly in the weeks ahead about the benefits of this acquisition,” Mertz said in the release. “The transition will be seamless.”

When asked why Mertz decided to sell the agency, Franco tells CNYBJ that Mertz was ready to have someone else handle the administrative and operational side of the business, so he could focus on working with clients.

Most CNY subregions generate slight job growth in last year

Employee Benefits & Human Resources, Law, Accounting & Taxes, New York News, Nonprofits, Regional News, Small Business, Sports, Entertainment & Tourism, Subscriber Only

The Syracuse, Utica–Rome, Watertown–Fort Drum, Binghamton, and Ithaca sub-regions of our 16-county Central New York coverage area produced job growth ranging from 0.2 percent to 1.6 percent between October 2022 and this past October. At the same time, the Elmira area posted no change in jobs in the 12-month period. That’s according to the latest

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VIEWPOINT: Preparing for Tax Season & Your Future

Business Mentors, Law, Accounting & Taxes, Subscriber Only

With tax season upon us, business owners are hyper-focused on making sure their filing is correct. While this is incredibly important, many business owners are missing out on an ideal opportunity to plan financially, for next year and beyond. It might seem overwhelming to plan for the future while still actively working on the present,

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It might seem overwhelming to plan for the future while still actively working on the present, but by directing your focus into three key areas, you will be setting up yourself, your business, and your employees for success in the years to come.

Create a team & plan

Before you begin, it is important to know that any success that you and your business can hope to have in the future starts with creating a solid financial plan today. An ideal starting point is to connect with a wealth-management team that will help you map out, and subsequently monitor, your business going forward.

We understand that when you’re running a business, planning for the future often feels less urgent than current issues, but it is truly the best thing you can do for yourself, your business, your employees, and even your family. Developing a comprehensive plan begins by reviewing your assets and liabilities while projecting both personal and business growth through the upcoming years. This is crucial to making sure that you have a firm understanding of your current financial picture. You can then run scenarios to see how variations may affect your planning moving forward.

Determine how you’ll save

After your financial plan is created, the next step is to ensure that you and your employees are setting yourselves up for a strong financial future. As a small-business owner, it is important to understand that the current retirement-plan contribution limits for 2024 will allow you to contribute up to $69,000, or $76,500 if over 50 years of age. This is the lesser of your compensation, or up to $69,000.

For employees in 2024, the maximum 401(k) contribution limit is $23,000, which is the same for 403(b) and 401(a) plans. Employees that are 50 or older may also make an additional $7,500 catch-up contribution. The contribution limit on SIMPLE IRAs is $16,000.

In an effort to make sure both you, the business owner, and the employees benefit, there is a large selection of 401(k) plan features to choose from.

Some of these are:

Safe harbor: The most popular type of 401(k) plan, it can help business owners maximize their annual contributions by automatically passing the ADP/ACP and top-heavy nondiscrimination tests that are required to guarantee that highly paid employees are not benefiting unfairly. However, in order to qualify for this plan, the business must contribute to one of the following:

– Matching contribution: Either a 100 percent match on the first 3 percent of deferred compensation plus a 50 percent match on deferrals between 3-5 percent or making a more generous match often equating to a 100 percent match on the first 4 percent of deferred compensation.

– Nonelective contribution: 3 percent or more match of compensation regardless of whether or not the employee contributes.

Roth 401(k): This plan type allows your employees to make salary deferrals to their retirement after taxes have already been taken out. This allows the employees to have tax-free growth as well as upon distribution.

Automatic enrollment: You, the business owner, have the power to automatically enroll your team members who do not opt to make a salary deferral on their own — essentially encouraging more participation which helps your business qualify as a Safe Harbor plan.

Profit sharing: This allows the business to allocate a contribution to any plan participant, regardless of whether they make a pre-tax or Roth deferral.

Discretionary match: The business can opt to match a percentage of either pre-tax or Roth deferrals (which is new in 2023) for its employee participants.

Ensure lifelong financial security

Finally, while it’s not the most pleasant topic, a large part of planning for the future is deciding what happens to your assets when you’re no longer here. As you are going through the planning process, it’s the ideal moment to review your will and see if any changes need to be made. There are also ever-changing federal tax laws pertaining to the gifting of assets, as well as businesses to your chosen beneficiaries — either during your lifetime or through your estate; however, in the current political climate, these gifting limits may change. Therefore, it is important to ensure you periodically update your trust and estate plan, especially if you are considering completing a large transaction, such as transferring or selling your business in the future.

All in all, we know that tax season can be stressful, both for your personal and business finances, but it’s also the best time to implement a plan for the future. By connecting with a professional wealth-management team, you may have a small amount of upfront work, but you are able to hand off the heavy lifting of putting all the data together for a comprehensive financial plan, which can be continuously reviewed and updated throughout the years to come. As the famous saying goes — if you fail to plan, you plan to fail.

Tami Amici is VP, fiduciary tax services manager at Tompkins Financial Advisors, Central New York

Hochul signs law to boost public-sector workers’ benefits

Employee Benefits & Human Resources, Law, Accounting & Taxes, New York News, Nonprofits, Subscriber Only

Gov. Kathy Hochul on Nov. 21 signed a legislative package that seeks to strengthen the rights and benefits of public-sector workers in New York state. This package builds upon changes announced earlier this year to “rebuild and modernize” the state and local public-sector workforce as part of the state budget, her office announced. About the

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Gov. Kathy Hochul on Nov. 21 signed a legislative package that seeks to strengthen the rights and benefits of public-sector workers in New York state.

This package builds upon changes announced earlier this year to “rebuild and modernize” the state and local public-sector workforce as part of the state budget, her office announced.

About the laws

One of the laws ensures un-remarried spouses and dependents have access to health insurance after the death of a former state or political subdivision employee who retired with an accidental disability or a performance-of-duty disability pension.

Under “certain scenarios,” the New York State Health Insurance Plan only allows for this in cases where the employee had at least 10 years of service prior to their death. This law will now allow those spouses and dependents of such retirees with less than 10 years of service to carry such insurance.

The package also includes a law that provides rights to employees outside of the competitive class in the case of a reduction in the workforce that is consistent with what is provided to employees in the competitive class. This new law will provide equal reduction and recall provisions in civil-service law to permanently appointed employees in competitive, non-competitive, and labor jurisdictional classifications at all levels of state and local government, Hochul’s office said.

Another law closes the loophole for arbitrations between public employers and employees by requiring a party to make an application to modify or vacate an award within 90 days after delivery of the award. This change will ensure that there is a “more timely” final resolution to matters subject to arbitration, requiring an unsuccessful party to determine whether it intends to comply with an award or will move to vacate or modify an award within the 90-day period, per Hochul’s office.

While a motion to vacate/modify must be brought within 90 days currently, there is a separate right specifically mentioned in the law and only applicable when the other party seeks to confirm the award, meaning the previous law specifically provided the right to challenge on grounds outside of 90 days.

“Governor Hochul has once again proven she stands in solidarity with hard working CSEA members in signing several bills that protect and improve our rights,” CSEA President Mary Sullivan said in a statement. “We are thankful for the governor’s continued support and respect of public employees. Her actions provide meaningful relief to many public workers in our state.”

Sullivan and the CSEA publicly endorsed Hochul in the 2022 election for New York governor in January of that year (https://cseany.org/workforce/?p=10759).

Ask Rusty: Can I Voluntarily Suspend My SS Payments?

Business Mentors, Employee Benefits & Human Resources, Law, Accounting & Taxes, Subscriber Only

Dear Rusty: My wife retired in 2015 and is receiving Social Security (SS). I am past my full retirement age, and I still work. I recently filed for SS benefits and received my first payment earlier this month, and my benefits are around three times my wife’s. I now find that, due to other income,

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Dear Rusty: My wife retired in 2015 and is receiving Social Security (SS). I am past my full retirement age, and I still work. I recently filed for SS benefits and received my first payment earlier this month, and my benefits are around three times my wife’s. I now find that, due to other income, I am having some regrets about filing for Social Security, as the taxes will be complicated. So, my questions are:

1. If I do a “voluntary suspension,” can my wife still apply to get up to 50 percent of my benefits, or do I have to be “actively” receiving SS benefits? In other words, does the “Bipartisan Budget Act of 2015” prevent this?

2. If I do a “voluntary suspension,” how soon could I “restart” my benefits?

Signed: Second Thoughts

Dear Second Thoughts: The Bipartisan Budget Act of 2015 closed a loophole which previously allowed people to file for their Social Security retirement benefit in order for their marital partner to claim a spousal benefit, after which the primary beneficiary could suspend their own benefit and allow it to grow to maximum at age 70. That “file and suspend” option went away in April 2016; thus, your wife cannot claim her spousal benefit while your Social Security retirement benefits are suspended (you must be “actively” receiving benefits for your wife to get benefits on your record).

Nevertheless, because you’ve already reached your full retirement age (FRA), you can voluntarily suspend your benefit payments at any time to allow them to continue growing by simply calling the Social Security Administration (SSA) at your local office (or at the national number: (800) 772-1213) and asking it to do so. Your wife will not receive her spousal benefits for any months your benefits are suspended, but she would continue to get her own SS retirement amount (only the spousal portion of her monthly amount would be suspended).

You will be able to restart your benefits at any time by calling the SSA again and asking that your benefits be resumed. You can suspend and restart your benefits as needed (no restriction on how many times), but the agency will only start/resume the suspension effective with the month following the month you call. And, as you likely already know, for each month your benefits are suspended you will earn delayed retirement credits, resulting in a higher payment amount later.

Just for clarity, voluntary suspension of benefits is only available to those who have reached their FRA but is an excellent way to increase your monthly Social Security payment. Your benefit will grow by 0.667 percent for each month suspended and, if your benefit is still suspended when you turn 70 years old, the SSA will automatically resume payments at that time, at your higher maximum monthly amount.

Russell Gloor is a national Social Security advisor at the AMAC Foundation, the nonprofit arm of the Association of Mature American Citizens (AMAC). The 2.4-million-member AMAC says it is a senior advocacy organization. Send your questions to: ssadvisor@amacfoundation.org.

Author’s note: This article is intended for information purposes only and does not represent legal or financial guidance. It presents the opinions and interpretations of the AMAC Foundation’s staff, trained and accredited by the National Social Security Association (NSSA). The NSSA and the AMAC Foundation and its staff are not affiliated with or endorsed by the Social Security Administration or any other governmental entity.

VIEWPOINT: 7 tips for choosing your health benefits in 2024

Business Mentors, Employee Benefits & Human Resources, Health Care, Subscriber Only

As inflation in the U.S. remains high, you may be looking to adjust your lifestyle and spending habits. But when it comes to health care, it’s important to keep your budget and well-being in mind. This year’s open-enrollment season is a good chance to review how you’re using health services and decide whether you’ll stick

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As inflation in the U.S. remains high, you may be looking to adjust your lifestyle and spending habits. But when it comes to health care, it’s important to keep your budget and well-being in mind.

This year’s open-enrollment season is a good chance to review how you’re using health services and decide whether you’ll stick with the plan you’ve got or switch to another being offered. It’s also an opportunity to assess your overall care costs to help ensure you choose a plan that will work best for next year’s budget.

Enrollment timing: For people with coverage from their employer, open enrollment typically happens during a two-week or three-week period between September and December. For those eligible for Medicare, the Medicare Annual Enrollment Period runs from Oct. 15 to Dec. 7 each year. Coverage selections made during the fall will take effect on Jan. 1, 2024.

Here are seven tips to consider when choosing a plan that may help lead you to better health and cost savings:

1. Consider all your options. Take time to understand and compare the benefits, services, and costs of each plan available to you, so you can figure out which will be the best fit. Pay attention to more than just the monthly premium — like what out-of-pocket costs, including the deductible, copays. and coinsurance, you may be responsible for.

Medicare members and caregivers: As you weigh your options, ensure you’re familiar with the difference between original Medicare and Medicare Advantage. If you need a review, visit MedicareEducation.com — an online resource with answers to questions about eligibility, plan choices, cost basics, prescription coverage and more.

2. Learn the language. If you’re overwhelmed by or unsure about certain health-care terms, there are resources to help. As a start, check out UnitedHealth Group’s Just Plain Clear Glossary (https://justplainclear.com/en) (in English, Spanish and Portuguese) to help you make informed decisions.

Medicare members and caregivers: There’s a lot to learn about Medicare and Medicare Made Clear can help you understand the basics, the complexities and everything in between.

3. Help prevent financial surprises. Visiting doctors that are in-network is one way to help keep your costs lower. So before selecting a plan, check to see if your doctor is in your health plan’s provider network. Also, make sure your medications will be covered by the plan you choose next year — even if you don’t expect to change plans. Look into filling your prescriptions at a participating network pharmacy or with home delivery by mail — two more potentially money-saving options.

Medicare members and caregivers: You may be surprised to learn original Medicare doesn’t generally cover prescription drugs. Consider adding Part D or enroll in a Medicare Advantage plan with prescription-drug coverage to help keep your medication costs in check.

4. Check for mental-health coverage. In addition to in-person mental health care, you may have access to a large virtual network of therapists and psychiatrists. Some health insurers also offer advocacy services to help you find the right type of behavioral health care.

Medicare members and caregivers: Look for plans that offer virtual mental health care with a $0 copay.

5. Don’t forget about specialty benefits. Additional benefits, such as dental, vision, hearing, or critical illness insurance, are often available and may contribute to overall well-being.

Medicare members and caregivers: You may be surprised that original Medicare doesn’t cover most dental, vision and hearing services, but many Medicare Advantage plans do.

6. Look into wellness programs. Many health plans offer incentives that reward you for taking healthier actions, such as completing a health survey, exercising, or avoiding nicotine.

Medicare members and caregivers: Many Medicare Advantage plans also offer gym memberships and wellness programs for members at no additional cost.

7. Explore virtual-care services. If you’re busy or just prefer connecting with a doctor from the convenience of your home, consider choosing a plan that includes 24/7 virtual care. You may have access to virtual wellness visits, urgent care, and chronic condition management.

Medicare members and caregivers: Most Medicare Advantage plans provide access to virtual care, which can be an easier, more affordable way to talk with doctors about common health issues on a smartphone, tablet, or computer.

Junior Harewood is CEO of UnitedHealthcare of New York.

D5 Consulting says DEI training is key to workplace culture

Employee Benefits & Human Resources, Regional News, Small Business, Subscriber Only

ENDICOTT, N.Y. — Diversity, equity, and inclusion (DEI) training might not be on every employer’s to-do list, but it should be, according to a Binghamton–area consulting firm that offers a variety of trainings. Diversity, equity, and inclusion, at its heart, means appreciating and valuing individual differences and unique attributes including ethnicity, gender, age, and more,

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Diversity, equity, and inclusion, at its heart, means appreciating and valuing individual differences and unique attributes including ethnicity, gender, age, and more, according to the U.S. Department of Labor.

Most people associate DEI with race, says Amira Davis of Endicott–based D5 Consulting Group, LLC, but it’s about much more than race. It also includes LGBTQ, religion, and disabilities, and even recognizing that not everyone celebrates the same holidays. It also means respecting those differences.

And the bottom line is that it’s simply good business to train employees when it comes to DEI, Davis contends.

“You’re making an investment in your employees,” she says. “You’re making an investment in your company.”

A corporate culture that embraces DEI first has to start from the top down, she notes, and is a safe and respectful environment where all employees are treated the same.

Failure to do so can result in lower morale, employee resentment, and even higher turnover, Davis says. “People stay where they feel like they are valued.”

To help foster such an environment, Davis recommends companies ask their employees what they need. A simple way to do that is to send out a survey, and then really pay attention to the responses, she adds.

“Paying attention to your staff is really one of the biggest things,” says Davis, but other efforts can include starting a DEI group among leadership, fostering active listening, and forming an employee-resource group.

Companies can also hire firms such as D5 to come in and provide in-person training, which is Davis’s preference. The conversations surrounding DEI can be difficult and uncomfortable, and a pre-recorded video training can’t always adequately walk participants through those, she says.

The concepts behind DEI really aren’t new, but it’s important to remind people, she says. A lot of it is just reminding people to have respect for each other. “If we respect each other, we can listen to other perspectives,” Davis says.

Whether it’s through in-house initiatives or bringing in outside training, company leaders should understand that creating an inclusive culture doesn’t happen overnight.

D5 Consulting can collaborate with organizations to come up with a plan to reach DEI goals through coaching and support.

“What we’re trying to do is make sure it’s not just a buzzword,” Davis says. “It should just be built into the culture of a company.”

Owned by Sammy and Amira Davis, D5 Consulting offers training on DEI, cultural competency, group facilitation, train the trainers, drug and alcohol awareness, leadership and situation awareness, workplace violence (active shooter), and sexual harassment to businesses and school districts.

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