This is the case of Danielle Martínez, Assistant Vice President of DSD Trucking Inc. and DSD Container Freight Station Inc., a company with a legacy of more than three decades in the cargo and transportation industry, for whom one of the secrets of its leadership is to foster a diverse, inclusive and humane culture, creating a solid professional environment that provides opportunities for everyone.
Belonging to a minority and leading a managerial position within a company based in the competitive corporate world of the United States is in itself; doing it from the strength and tenacity that our roots and identity give us, of course, adds merit, pride and value to the equation.
For companies large and small, a commitment to supplier diversity strategies is smart business. UPS is committed to working with suppliers that reflect the markets they serve, and this results in a host of benefits: “We believe supplier diversity is an important business strategy that brings value to UPS, our customers and our communities. We know that diverse suppliers will help UPS unlock new potential and drive innovation in our business as we advance our world by delivering what matters.” – Carol Tome, CEO of UPS
That’s why UPS is committed to building a diverse and inclusive supply chain. UPS celebrates DSD Trucking Inc. and DSD Container Freight Station Inc, its valued and trusted supplier for more than 25 years, and is proud to support an organization of diverse leaders.
A first-generation Mexican-American from a family settled in San Pedro, California, Danielle Martinez witnessed her parents’ endless efforts to ensure they were established in their careers, thus providing the right conditions for their growth. This effort, says Danielle, even goes back to the values instilled by her grandparents in her parents, so that they could also achieve their professional goals and become homeowners.
This pride and identity turned into strength, determination and above all a sense of development no matter the difficulties for Danielle, who today has climbed the ladder, overcoming labor, professional, including racial and gender challenges to play a strategic role as Assistant Vice President of DSD Trucking Inc.. and DSD Container Freight Station Inc., companies born from the efforts of Dan Cuevas, a man who has made local deliveries from a van to clothing companies in Los Angeles, CA since 1986.
Solid and diverse pillars
A company that builds its solutions from the strength, value and essence of its staff is, in turn, a business consistent with the times, the reality and the challenges it lives in, in correspondence with the quality of the product or service it provides. Such is the case of DSDa fully certified minority-owned business company, which since its inception in 1986 has proudly provided a job opportunity composed of multicultural and diverse equality, thus creating a kind of second home for its employees, a value that inevitably extends to its clients and instances with which strategic alliances are created.
And a paradigmatic example of the above is DSD’s alliance with UPS, a relationship based on quality, trust and human empathy from different levels for more than two decades, derived largely from the difficulties of macroeconomic origin in the United States, which have significantly challenged supply chains.
Thanks to this union, today both UPS and DSD have been able to maintain their personnel as a crucial element for UPS cargo operations, whether in its ocean freight mode, as well as in the transport of high-value and high-risk cargo shipments. , or local trucking services for UPS.
Clear practices, barriers overcome
As part of a generation of successful Hispanics, Danielle Martínez and the DSD board recognize some specific practices to guide the company to go further, which can be of great value to business owners:
1. Understand and give certainties. Managers and executives as well as employees want to feel that leaders have an understanding of what it takes to do their jobs successfully. Although some may have the luxury of working in an office, there may be more of a physical workforce that requires walking or driving a forklift, a perfect opportunity for management to make pertinent observations about what the employees’ perspective is, reflecting that solutions come from within. a place of understanding of their day to day.
2. Support managers and supervisors who connect positively with others. Asking for perspectives and suggestions on what employees are looking for in order to have better working conditions and culture will always be of great use. Perhaps not all suggestions will be reasonable, but making an effort to adapt will show an intention and that will be appreciated.
3. Be sensitive to reality. An example: not all employees are bilingual and if there is a feeling that an employee is comfortable in their first language, learning trivia in their language makes them feel like you are trying to find a connection with them.
Like other Hispanics proud and dedicated to the integral commitment of their person, but also of the team and company of which they are a part, Martínez recognizes that although it may seem complicated and intimidating, growing from our pride and values is a dream possible. We are proudly unstoppable.
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