Welcome to The Equity Connection!
Sherrice Thomas, VP of Diversity, Equity, Inclusion & Access

The Equity Connection is designed to support both diverse suppliers and companies looking to diversify. Diversity, equity, inclusion, and access are critical for the success of any organization, and through our newsletter, we aim to create a community that fosters collaboration, growth, and success for all parties involved. We will provide valuable insights, resources, and opportunities for diverse suppliers to connect with potential clients and for companies to find qualified and reliable suppliers that can help them meet their goals. Join our community and be part of creating a more equitable and inclusive business environment that benefits everyone.
Are Supplier Codes of Conduct Equitable? 
Organizational leaders spend their time, talent, and treasure living out their mission and protecting their brand. That’s why it’s important to spend time getting to know the suppliers who provide products and services. In addition to building a relationship with suppliers, many organizations have implemented a Supplier Code of Conduct, a set of guidelines and principles that outlines the company's ethical and business expectations for its suppliers, vendors, contractors, and other business partners. It serves as a framework to ensure that all parties involved in a business relationship adhere to certain standards and behaviors. The goal is to promote responsible and sustainable practices throughout the supply chain, mitigate risks, and enhance the company's overall reputation.

Ironically, those companies have their own mission, brand, recruiting practices, and supplier diversity goals. Is it equitable to ask them to align with yours or does that create exclusion? Let’s unpack the contents of a Supplier Code of Conduct and the expectations to help us make a decision. 
Doing Business with UpRys
Our SERVICES include Business Process Optimization and Employee of Record.

  • Business Process Optimization (BPO): optimizes business processes with expert guidance and deliverable solutions 
  • Employee of Record (EOR): achieves contingent workforce continuity through a seamless client experience 

Whether its supporting non-profits, who are focused on the most vulnerable, or serving small for-profit businesses, who represent the engine of economic impact, UpRys’ purpose is to empower organizations to create change that contributes to sustainable, thriving communities.
Anthony McIntosh is the CEO of UpRys, a strategic group of business professionals dedicated to serving our communities by elevating organizations. Our MISSION is to elevate organizations through our people, process, and technology expertise. Our VALUES include the following: 


  • Community: We are committed to serving our community and helping area organizations grow. We proudly donate a percentage of our profits to area nonprofits to put toward their mission.
  • Passion: We are passionate about our work that drives change and empowers organizations. We believe in helping others succeed and do so by driving positive outcomes.
  • Teamwork: Teamwork allows creativity and opportunity to thrive. We encourage open-ended conversation, out-of-the- box ideas, and forward-thinking to drive our process. 
  • Integrity: We display respect and transparency in all our partner interactions. When faced with difficult decisions and hard choices, we do the right thing, even in the face of adversity.  
How does your business contribute to equity and inclusion in the business community?

UpRys contributes to equity and inclusion by living up to our core values. Our values ensure that Diversity, Equity, Inclusion and Access (DEIA) is part of who we are as an organization. We hire diverse talent and provide each member of the team with an opportunity to participate with an equal voice. We build relationships with diverse partners, empowering them to collaborate and help define the best solutions for our clients as well as providing access to various opportunities. We take on a social responsibility that not only gives back to the community, but provide members of the community, including small business entrepreneurs of color, with the opportunity to thrive. Equity and inclusion is not just what we do, it’s the core of who we are. 

What's the most common challenge in this space?
One of the most common challenges for diverse business owners is building and maintaining DEIA practices. Various factors contributing to this include: 

  • Limited resources: Small businesses often have limited financial and human resources compared to larger organizations, making it difficult to prioritize and allocate resources towards DEIA. 
  • Lack of expertise and knowledge: Small business owners and leaders may not have extensive knowledge or experience in DEIA matters, hindering their ability to effectively implement DEIA initiatives. 
  • Resistance to change: Implementing DEIA initiatives often requires significant cultural shifts within an organization, creating levels of resistance. Overcoming resistance and building buy-in for DEIA efforts can be a challenge, particularly in smaller organizations where the power dynamics may be more personal and close-knit. 
  • Limited diversity in the talent pool: Small businesses may face difficulties in attracting a diverse pool of candidates due to factors such as limited brand recognition, a smaller geographic reach, or competition from larger companies. Without a diverse talent pool, it becomes difficult to build a diverse workforce and foster an inclusive environment. 
  • Maintaining momentum and accountability: Sustaining long-term commitment to DEIA can be challenging, especially in small businesses where employees may have multiple responsibilities. 

Without consistent focus and accountability, DEIA initiatives may lose momentum over time. 

To address these challenges, small businesses can start by educating themselves and their employees on DEIA topics, seeking external support or training, and creating a clear roadmap for incorporating DEIA into their operations. Collaborating with external organizations, such as industry associations or local community groups, can provide additional resources and guidance. 

What advice do you have for diverse business owners?
One of the most significant obstacles for diverse business owners is overcoming bias in buyers of goods and services, but there are strategies they can employ to address this issue. Here are some pieces of advice: 

  • Provide exceptional customer experience: Focus on delivering high-quality products, outstanding customer service and exceeding expectations. Satisfied customers become advocates for your business and expertise, helping counteract bias by sharing positive experiences with others. Word-of-mouth referrals are powerful in building trust and credibility. 
  • Leverage testimonials and reviews: Encourage satisfied customers to provide testimonials or reviews about your products or services. Positive feedback from diverse customers can help overcome bias by demonstrating that your business provides value and quality to a wide range of individuals. 
  • Seek partnerships and collaborations: Collaborate with other diverse businesses or organizations to expand your reach and visibility. By joining forces with like-minded enterprises, you can leverage collective networks and resources, and increase your chances of reaching diverse customer segments. 
  • Network and build relationships: Attend industry events, join professional associations, and network with potential customers and partners. Building relationships and establishing personal connections can break down biases by allowing people to see beyond stereotypes and recognize the value you bring as a diverse business owner. 
  • Elevate marketing activities: Focus on leveraging marketing to: a) build a strong brand, that highlights your divers background and values, b) use targeted marketing to clearly identify most likely buyers, and c) educate and engage customers about the benefits and value of supporting diverse businesses. 

Remember that overcoming bias may take time, persistence, and consistent effort. By staying true to your values, delivering excellence, and actively engaging with your target audience, you can gradually influence perceptions and attract customers who appreciate and support diverse businesses. 
Locking in Success: Securing the Deal –  Victoria's Secret & Co.
In celebration of National Black Business Month, Victoria’s Secret & Co.’s Diversity, Equity, Inclusion and Supplier Diversity teams are hosting “Locking in Success: Securing the Deal.” Through this event, they aim to highlight Black businesses and connect key Victoria’s Secret & Co. Decision makers with Black-owned businesses.
Black Women's Equal Pay Day
In recognition of Black Women’s Equal Pay Day, the Columbus Women’s Commission asked local employers to sign the pay equity pledge and take action to close the gender and race-based pay gap in our community. As of July 30, 2023, over 390 local employers have signed the pledge and are examining their practices to address equity. The signing event took place at Adelphi Bank, the only Black-owned bank in the state and 1 of 13 in the nation.  
There’s still time to sign the pledge!

Just click on the following link and follow the directives:


If you missed the event, here’s the link to the replay:

Black Women's Equal Pay Day
On July 26th, several members of the Columbus Chamber of Commerce staff had the opportunity to support 4 Urban Business Connection members at the Aspire Pitch Competition; Ella Williams Queen of Teatime and CEO of Posh Teatime Co., Asia Smith, Owner of H&H Luxury Event Rentals, Jennifer Washington-Wofford, Founder and CEO of JM Botanicals, and Dr. Pamela Ellis, CEO of Compass College Advisory Center. The Women’s Center for Economic Opportunity created the Aspire Accelerator for women of color entrepreneurs and founders. The cohort-based program helps it’s participants deepen skills around the backbone of their businesses; operations strategy and systems, expansion of business network, access to funding, and culturally-specific mentoring and coaching. Each cohort has the opportunity to compete for a financial reward. 

Congratulations to the Aspire Pitch Competition winners!  
1st Place: Posh Teatime Co.
2nd Place: JM Botanicals
3rd Place: H&H Luxury Event Rentals
 Legislative Corner
Tracking DEI (diversity, equity, and inclusion) legislation is crucial for awareness, compliance, legal responsibilities, social progress, benchmarking, best practices, and gaining a competitive advantage. It allows individuals and organizations to stay informed, adapt their practice, and actively contribute to creating a more inclusive and equitable society.  

Students for Fair Admissions vs. Harvard + Students for Fair Admissions vs. University of North Carolina: In a landmark decision on June 29, 2023, the Supreme Court held that race-based affirmative action programs in college admission processes violate the Equal Protection Clause of the Fourteenth Amendment; therein overruling the Grutter vs. Bollinger (2003) and Regents of the University of California vs Bakke (1978) decisions.  

House Bill 33: Impacts school funding, voucher expansion, educator staffing, mandatory student retention, school meals, licensure, graduation requirements, K-12 education governance, and enrollment in institutions of higher learning in the State of Ohio. Signed by Governor Dewine. Operating appropriations effective July 4, 2023 and other provisions generally effective October 3, 2023. Some provisions are subject to special effective dates. House Bill 33, The Ohio Legislature 135th General Assembly 

Senate Bill 83: Impacts DEI training and programs, hiring, affinity groups, academic partnerships with China, and collective bargaining at institutions of higher learning in the state of Ohio Currently, in the House Committee for review. Senate Bill 83, The Ohio Legislature 135th General Assembly 

House Bill 151: Companion legislation to Senate Bill 83 to enact Ohio Higher Education Enhancement Act. Creates policies for intellectual diversity and controversial concepts, bans mandatory DEI programs and training, affinity groups, public positions on controversial issues, striking and forms of collective bargaining, and relationships with China, requires U.S. history and government courses, requires online posting of course syllabi, establishes criteria for performance evaluations, revises faculty workload policies, and requires discipline for violations at institutions of higher learning.  Passed by Senate and will be sent to Governor Dewine. House Bill 151, The Ohio Legislature 135th General Assembly 

For more information, contact Desmond Bryant.  
Bidding Opportunities
Are you interested in exploring bidding opportunities with the City of Columbus and State of Ohio? If so, click on the following links to learn more.  
Upcoming Meetings and Events