Welcome to The Acumen, a Colorado Black Chamber of Commerce monthly publication. Stay up-to-date with the latest news for Black business in Colorado. Read, enjoy, and share with your networks!
THE ACUMEN C elebrating CBCC’s 40th Anniversary July 2025
UNFILTERED & UNDENIABLE
A Conversation With Gloria Neal
BY DR. ANGELIC COLE
KHADIJA HAYNES THE BUSINESS OF POLITICS
PORTIA PRESCOTT PURPOSE, POWER, & POSSIBILITY
WHERE EQUITY MEETS EXECUTION
MAXINE HARRIS
cbcc C O L O R A D O of COMMERCE C H A M B E R B L A C K
You’re invited to the Colorado Black Chamber of Commerce’s
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CONTENTS
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5 PRESIDENT’S CORNER Dr. Angelic Cole explains how cooperatives can lead to economic empowerment. 8 THE BUSINESS OF... Khadija Haynes explains why Black communities must engage with politics. 12 EQUITY AND EXECUTION Maxx Impact Group shares how they are reshaping the workforce for the future. 22 LIVING OUT LOUD A conversation about leadership and speaking up with Gloria Neal.
46 COMMUNITY HEALTH The Black Community Health Assessment launches soon and needs your info. 30 THRIVING IN PURPOSE Prescott Solutions dives deep into ensuring their mission enables all to thrive. 52 ASK YOUR DOCTOR The Alzheimer’s Association shares questions to ask if memory issues are a concern. 54 BUSINESS ON THE MOVE Green ICE offers a more sustainable way to power your events.
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Contributors
Editor Alisha Harris, Original Account Strategies Photographer Shameka McBoat, McBoat Photography
Contributing Writers Dr. Angelic Cole, Dr. Genene L. Duran, Maxine Harris, Khadija K. Haynes, Jim Herlihy, Portia Prescott, LaSheita Sayer
Contributing Member Companies
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Dear Reader: Every year, on the first Saturday of July, communities across the world observe the International Day of Cooperatives—a day dedicated to celebrating the principles of cooperation, economic inclusion, and shared prosperity. Cooperatives, ranging from financial institutions to community-driven enterprises, play a vital role in supporting minority businesses, providing them with access to capital, networks, and sustainable business models that emphasize collective success. For minority entrepreneurs facing systemic barriers, cooperatives offer a unique pathway to economic empowerment, fostering business growth while reinforcing community wealth. In this column, we explore how the cooperative movement contributes to minority business success, examining historical impacts, key benefits, and strategies to harness cooperative power for broader economic inclusion. The Cooperative Model: A Foundation for Equity Cooperatives differ from traditional business structures in one fundamental way: they are owned and operated by their members for their mutual benefit rather than for external shareholders. This structure provides several advantages to minority entrepreneurs: 1. Democratic Governance: Each member has an equal say in business decisions, ensuring diverse voices are represented in leadership. 2. Shared Resources: Cooperatives pool funds and expertise, reducing barriers to entry for minority-owned businesses. 3. Economic Resilience: By prioritizing long- term stability over short-term profits, cooperatives can withstand financial downturns and external economic pressures. 4. Social Impact: Minority communities often experience higher economic instability, and cooperatives ensure profits are reinvested to create opportunities within those communities. President’s Corner The International Day of Cooperatives: A Catalyst for Minority Business Empowerment
Historically, cooperatives have played a critical role in empowering marginalized business owners, from Black-run credit unions in the United States to worker-owned cooperatives in Latin America that provide sustainable employment. These models offer an alternative to the competitive, winner-takes-all business landscape, fostering sustainable, collective success. The Role of Cooperatives in Minority Business Growth For minority entrepreneurs, cooperatives unlock several key opportunities: 1. Access to Capital Many minority business owners face discrimination in lending, limiting their ability to grow. Cooperative financial institutions— including credit unions and loan collectives— circumvent traditional banking barriers by prioritizing community-based financing models. Black-owned credit unions, for instance, have long provided access to capital without the bias associated with large banking institutions. 2. Business Mentorship & Support Cooperatives encourage knowledge sharing, connecting minority entrepreneurs with experienced business leaders who offer mentoring and technical assistance. This collective intelligence helps owners navigate challenges such as regulatory compliance, marketing strategies, and operational efficiency.
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President’s Corner continued..
3. Market Access & Customer Base Expansion Through cooperative memberships, minority businesses gain built-in customer networks. Food cooperatives, worker collectives, and business associations create shared marketplaces, allowing members to sell goods and services within a trusted ecosystem, reducing dependence on large corporations. 4. Policy Advocacy & Economic Justice Cooperatives foster collective advocacy, giving minority entrepreneurs a stronger voice in policy discussions. Through industry alliances, cooperatives pressure policymakers to implement equitable business policies, combatting racial wealth gaps and pushing for more inclusive economic frameworks. Success Stories: Cooperatives Driving Minority Entrepreneurship The Federation of Southern Cooperatives (United States) Founded in 1967, the **Federation of Southern Cooperatives has supported Black farmers and minority entrepreneurs through shared agricultural and business resources. By pooling financial support, the federation has preserved Black land ownership, ensuring generational wealth in historically underserved communities. Mondragón Corporation (Spain) Although not minority-specific, the Mondragón worker cooperative system offers an inspiring blueprint for economic inclusivity. Operating under principles of collective management, Mondragón has helped thousands of workers in Spain—many from disadvantaged backgrounds— own businesses without relying on external investors. Cooperation Jackson (Mississippi, USA) This initiative promotes Black economic empowerment by establishing worker- owned businesses and cooperative housing developments. Cooperation Jackson proves that cooperative models can counteract systemic inequality, creating wealth-building opportunities for marginalized entrepreneurs. Challenges & Solutions for Minority-Owned Cooperatives Despite their benefits, minority cooperatives face hurdles, including limited public awareness, bureaucratic obstacles, and initial funding shortages. To maximize their impact, minority businesses must adopt the following strategies:
1. Strengthening Cooperative Education Educating entrepreneurs about cooperative models is key to increasing participation. Schools, business associations, and community organizations should integrate cooperative business training programs to emphasize their viability. 2. Government & Institutional Support Stronger legislative backing is needed to reduce financial barriers for minority-owned cooperatives. Policy initiatives, such as grant programs and tax incentives, can bolster cooperative formation and sustainability. 3. Expanding Minority-Led Cooperative Networks Creating regional cooperative alliances allows minority businesses to leverage collective power, ensuring that resources, knowledge, and advocacy efforts benefit wider communities. The Future of Cooperatives & Minority Business Ownership As global economic trends shift toward community-driven models, cooperatives will continue bridging the gap for minority entrepreneurs. Whether through worker ownership, shared capital models, or cooperative marketplaces, these business structures reinforce economic equity, transforming business ownership into an inclusive, community-focused endeavor. For minority business owners, embracing the cooperative movement is not just a strategy for survival—it is a blueprint for thriving. Conclusion The International Day of Cooperatives reminds us that collaborative economies are the future. Minority businesses, often facing financial and systemic barriers, can find resilience within cooperative structures, creating a new paradigm of ownership, economic fairness, and lasting community impact. If we prioritize cooperative-led entrepreneurship, we redefine success—not as individual wealth, but as collective prosperity.
Dr. Angelic Cole President & CEO Colorado Black Chamber of Commerce
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Colorado Black Chamber of Commerce CONNECT. GROW. THRIVE.
CBCC empowers African American-owned businesses and the communities they serve by providing access to economic opportunities, advocacy, and a strong network of professionals.
Benefits of Membership Empowering Programs & Services that support business growth, including our signature Special Interest Groups. Exclusive Networking with Black professionals, entrepreneurs, and corporate partners. Resources & Advocacy that foster economic development for Black-owned businesses and their communities. Strategic Partnerships with corporations that strengthen the Black business ecosystem.
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The Business of Politics Is Real—And Colorado’s Black Communities Must Engage It
By KHADIJA HAYNES In Colorado and across the country, politics is often talked about as public service. But let’s be honest: it’s also a business. A booming, well-funded, highly organized business. And if Colorado’s Black communities want to see real change—not just promises at election time—we need to understand how this business works, and more importantly, how to move within it. Here’s the truth: every campaign you see, from city council to Congress, runs like a small corporation. Candidates need money, marketing, consultants, digital strategies, and data operations. The 2023 Denver municipal elections alone brought in millions in campaign contributions, much of it from outside the communities most affected by the issues— affordable housing, economic equity, policing, and public education. Meanwhile, political consultants and lobbying firms shape policies at every level—from Capitol Hill to the Colorado General Assembly. These firms get paid to advance the agendas of those who can afford their services. If we’re not at that table, we’re not even on the menu. And yet, Black voters in Colorado often show up. We organize. We protest. We turn out. But we’re rarely the ones writing the checks, making the hires, or setting the terms of debate. That’s not a coincidence. It’s how the business of politics was built. To be clear: this isn’t about cynicism. It’s about clarity. We have to stop seeing politics as something that only happens during elections. It’s an everyday, full-time business that requires investment, strategy, and ownership. And just like any industry—media, real estate, tech—if we’re not participating in the economics of it, we’re not truly shaping it.
That means more Black-owned firms involved in political consulting. More Black entrepreneurs and civic groups pooling resources to fund candidates who reflect our values. More intentional lobbying—yes, lobbying—for issues like reparations, land access, education equity, and public safety reform. It means creating political education hubs that train the next generation not just to vote, but to run, fund, and govern. Colorado has the talent. We have the history. From Five Points to Aurora, from the Western Slope to the Capitol steps, our communities have always fought for dignity and representation. Now it’s time to turn power into infrastructure. The business of politics isn’t going away. So let’s make sure we’re not just the target audience— we’re also the shareholders. Because politics shouldn’t just be something done to us. It should be something shaped by us.
Khadija K. Haynes Photo: McBoat Photography.
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Maxx Impact Group is Reshaping the Future of Inclusive Infrastructure By MAXINE HARRIS
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Image: Maxx Impact Group.
“People are depending on us to carve out an opportunity and make a space or make room for them, for them to get a job, to get a contract, to feed their families. We have clients who want to make more of a difference on projects and within the community. They are all depending on us to do our job and to do it well. For me, it’s mission work, so I don’t take it lightly.” – Maxine Harris Maxx Impact Group (MIG) is a nationally recognized management consulting firm based in Denver, CO. The firm specializes in innovative program development and overseeing initiatives that integrate equitable principles into the built environment. The company has over 20 employees and offices in five states. MIG specializes in inclusive administration and management of strategic supply chain programs,
along with robust workforce development and collaborative project management. Their services include supplier procurement, compliance, community and stakeholder engagement strategies, program and policy development, strategic planning, capacity building, and marketing communications. Local business leader, Maxine Harris, founded the Maxx Impact Group in 2018 to address significant entry barriers, access challenges, and information gaps. The MIG mission is focused on fostering understanding, building community, and creating opportunities for everyone. Its goal is to convey a clear and urgent message focused on compassion, unity, and service, with a commitment to placing innovation, collaboration, and the human element at the center of its vision and path forward.
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MAXX IMPACT GROUP BELIEVES THAT CAPACITY BUILDING AND DIVERSITY ARE ESSENTIAL IN THE WORKPLACE. HERE ARE A FEW REASONS WHY: • Groups formerly considered “minorities” may reach majority status by 2045. • 48 percent of Generation Z are racial or ethnic minorities. • Diverse management has been shown to increase revenue by 19 percent. • In 2022, only six Fortune 500 companies had a Black CEO. • In 2023, only 10.4% of Fortune 500 companies are led by women. • Women’s median earnings in 2022 were 83% of men’s. • Corporations identified as more diverse and inclusive are 35% more likely to outperform their competitors. • Diverse teams are 70% more likely to capture
new markets. • Diverse teams are 87% better at making decisions. • Diverse management teams lead to 19% higher revenue.
*BuiltIn Statistics
COMPANY OVERVIEW MIG’s program management, administration, and oversight focus on various industry sectors, including government, aviation, technology, transportation/transit, construction, higher education, and nonprofits. It works with businesses of all sizes—federal, state, and local—to develop, implement, and manage capacity-building programs focused on achieving operational excellence, optimized productivity, and high performance.
Image: Maxx Impact Group.
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COMPANY SERVICES HIGHLIGHTS
The organization assists companies in building capacity, ensuring regulatory compliance, and enhancing their impact by fostering highly collaborative programs and project environments. This involves establishing strategic governance and oversight of programs, as well as managing projects throughout the entire project lifecycle— from Notice to Proceed (NTP) to project closeout. This approach guarantees that the company fulfills the various goals and objectives of our clients through intentional project planning, strategic implementation, oversight, and successful completion. Maxx Impact Group is dedicated to building a business ecosystem that reflects the diversity of the global community. It aims to foster an environment that serves and benefits everyone, which is a fundamental aspect of its values. This commitment drives its efforts to generate meaningful economic opportunities in the marketplace. Project Value Managed: $5B Community Outreach Events: 1,000+ Average (MWBE) Diverse Firm Utilization: 28%
Project Management
The company employs a three-culture approach that helps organizations strengthen community connections, gain valuable insights to enhance their inclusive culture, and leverage our industry expertise to identify and support internal champions for lasting impact. Consequently, clients receive support in meeting programming requirements and owner demands, frequently exceeding expectations. Their proactive strategy enables them to link organizational goals with meaningful actions that establish effective practices and transformative outcomes. Ultimately, initiatives are introduced that drive results from both the top and the inside. This approach ensures it meets clients’ goals and objectives through strategic project planning, implementation, oversight, and successful completion.
Image: Maxx Impact Group.
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Graphic: Maxx Impact Group.
Workforce Development
Supply Chain Inclusion (SCI)
MIG is dedicated to workforce development with expertise in the various industries, particularly the construction industry. The company emphasizes a holistic approach through recruiting and referrals, training and upskilling, professional development, community and stakeholder engagement, apprenticeship and pre-apprenticeship opportunities, and technical assistance. This strategy cultivates a skilled and diverse workforce that enhances project success, elevates industry standards, and supports job seekers looking to gain entry into historically exclusive careers and industries. The company’s commitment extends beyond supporting those who build structures; they are focused on building the individuals who participate in creating sustainable, equitable, and inclusive futures for the construction sector and those they build with and for.
It is well-documented that a diverse supplier base enhances the supply chain, improves decision- making, and contributes to business success and sustainability. MIG partners with suppliers from underrepresented groups, including small, minority-owned, and women-owned companies, to reflect the diversity of our community. Driving innovative and effective supplier diversity initiatives fosters relationships that enable various suppliers to grow and scale, promote upward economic mobility, and create a more intentional and inclusive business environment. Measurable Goals and Accountability: MIG sets measurable goals for supplier diversity and monitors our progress, ensuring accountability and commitment to these initiatives.
Supplier Diversity Statistics
Average Diverse Firm Utilization Rate: 20% Total Diverse Firms Committed Contract Value to Date: $380 M Total Contracts Awarded to Diverse Firms: 675
Workforce Development Stats
Workforce Development Outreach Events Hosted / Attended: 143 Apprentices Employed on Client Projects 112 Job Seekers Screened on Client Projects: 210
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Image: Maxx Impact Group.
PROJECT HIGHLIGHTS
garnered significant recognition, including accolades from Engineering News-Record (ENR), including being named the Mountain States Best Project and a Project of the Year Finalist in the Airport/Transit category in 2022, and the Award of Merit for Airport/Transit in Phase 2 in 2024. Maxx Impact Group has taken the lead in fostering intentional collaboration with the owner/agencies, prime contractors, trade partners, certified and non-certified small businesses, and industry and community stakeholders to achieve significant outcomes: • Achieved 30% utilization (exceeding our 18% goal) • Over $176 million committed to MWBE firms • 109 MWBE companies contracted to date • Strong workforce development • Apprentice hours currently at 8.5% (exceeding the 5% goal) • One of the 5 Denver Construction Careers Program (DCCP) pilot program projects Key Accomplishments • Exceptional MWBE utilization
Great Hall Project at Denver International Airport In recent years, MIG has been involved in several high-profile projects of national prominence. One of their main projects is the Great Hall Completion Project at the Denver International Airport, in partnership with Hensel Phelps Construction Company. MIG has been part of this project since 2019 and has been responsible for developing, implementing, and overseeing both the Minority and Women-Owned Business Enterprises (MWBE) Program and the Workforce Development Program. Initially, the Great Hall project, which spans over seven years, was recognized as one of the Top 25 projects in the nation to watch by USA Today. During its early stages, WorkNOW, the region’s leading workforce platform, described it as the “fastest-growing” project at that time, particularly in terms of collaboration and engagement with diverse local workers. As the program continues to progress, it has exceeded expectations and
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• Over 179,000 hours performed by apprentices • Over 1000 events Hosted, attended, or supported • 30 Trade Partner Circles- small business workshops that provided peer mentoring, networking, and educational opportunities • Outreach events and activities, for small businesses to educate, inform, and enhance the capacity of various MWBE firms involved in the project and within the community. • More than nine prime contracting opportunities have been awarded to MWBE firms, allowing them to manage small packages with mentorship and oversight from the prime contractor. Holder Construction (Columbus, OH) Selected as the consultant to assist in rewriting and clarifying the current MWBE ordinance • Led supplier diversity initiatives that helped the client achieve a participation goal for a Big 5 Tech project for the first time in the prime’s
25+ years in the region. • SME Participate in legislative initiatives that resulted in unanimous votes for the Prompt Payment bill (Denver City Council), SB22-163, and the State Procurement Equity Program, • Led an expanded team of diverse businesses on a major aviation janitorial project, including an innovative unbundled concept THE FUTURE While the current climate towards DEI efforts is in flux, Maxx Impact Group has remained committed to equity. The company achieved a successful 2024 through the collective efforts of our team, clients, and community stakeholders, all of whom contributed to our success. Our success and achievements are measured by the positive impact we have on our projects and clients, as well as by helping our clients and partners create meaningful change. We also hold ourselves to the same high standards.
Image: Maxx Impact Group.
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cbcc C O L O R A D O of COMMERCE C H A M B E R B L A C K
Gala Awards COMMUNITY CALL FOR AWARD NOMINATIONS Colorado Black Chamber of Commerce’s The Colorado Black Chamber of Commerce (CBCC) proudly marks four decades of excellence, leadership, and unwavering commitment to advancing Black businesses and professionals. In celebration of this milestone, we invite the community to submit nominations for distinguished awards that recognize individuals, corporations, and local organizations for their outstanding contributions to our community. We encourage nominations for those who exemplify innovation, proven leadership, and dedicated service in the following categories: Award Categories (Please click the appropriate link for nomination form) : • Corporation of the Year Award – Recognizing a corporation with a major presence/HQ in Colorado that has demonstrated exceptional commitment to diversity, inclusion, and community engagement support in the black community. • Les Townsend Community Service Award – Honoring an individual whose legacy of exceptional service and dedication has profoundly impacted the Colorado black business community. • Non-profit of the Year Award – Celebrating a Colorado based nonprofit organization that has made a significant impact on the black community through advocacy, service, engagement and empowerment. • Small Business of the Year Award – Honoring a Colorado based small business that has demonstrated and exhibited outstanding growth, innovation, and proven leadership within the business community. Nomination Details: ▷ Complete form with details in each section including nominator contact information. Form Submission Deadline: June 20 , 2025 at 11:59pm ▷ Nomination Guidelines: Please click on the award link to review guidelines ▷ How to Submit: Email to dr.angelic.cole@cbcc.biz We invite the community to participate in this esteemed tradition and help us recognize the changemakers and trailblazers who continue to uplift and empower those known and unknown to them. Join us as we honor excellence, celebrate leadership, and pave the way for the future.
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Reflecting on Leadership, Legacy, & Living Out Loud
A Conversation with Gloria Neal By DR.ANGELIC COLE
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Cole: What would you say is the primary motivating factor behind your leadership?
Cole: Who are your role models, and what life- changing lessons did you pick up from them? Neal: Hands down, my momma! And while there are many others who have guided me along the way, there’s no question that my mother was the key prism and role model by which I see the world. She had a 4th Grade Education, but a Ph.D in life. I am thankful to be the babygirl of Mary- Ann Dorsey Prioleau Dukes. It’s not because she was perfect. No parent is. On the contrary, it’s because she wasn’t perfect that I admire her most. She would quote the Bible one minute and let you know things were not going to end well for you the next! My mother did not sugar-coat how tough & cruel the world could and would be as a Black woman child. Instead, she used teachable moments to demonstrate her most important lessons. My mother and father both believed in discipline, but it was my mother who enforced it the most. When I was 12, I can remember a friend was caught stealing. I was with this friend when it
Neal: The primary motivating factor behind my leadership is to serve, whether it’s to improve upon a situation, a community issue, addressing an organizational issue, or a work related issue. I believe if you are going to be in a leadership role, then lead. If you are not conditioned to make the tough decisions required or are afraid of being unpopular when making tough decisions, don’t step into the leadership arena. I also believe there are many ways to lead. It isn’t always out front. Sometimes, you lead from behind, or equip others with the information they need to lead. Leaders don’t always have to be in the front of the line to lead. And those leadership decisions can also be fun decisions. I agreed to be a dancer (again) for CPRD DWDS 2025, “A Tribute to Girl Groups” Dancing in front of an entire city is not for the faint hearted! I can’t wait to lead…I hope! Help me God!!
Photo: McBoat Photography
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happened. My mother, like most parents, had always told me to never pick up anything in a store if I had no intention of buying it. She also told me that if I was ever caught with someone who was stealing, whether I knew about their plans or not, I would be treated as though I had been stealing myself. Why? She would say, “...You are judged by the company you keep…so if the company is no good…why are you with them? I raised you better!” “...You should feed ‘em with a long handle spoon…” Throughout my life, I have fed many people with long-handle spoons for a variety of reasons with the understanding that none of them meant me no-good! Cole: How do you ensure that others benefit from the life-changing knowledge you gained from your mentors? Neal: I ensure others benefit by sharing many pearls of wisdom, life experiences and my time with mentees, as well as organizations that I happen to serve as board members, -- The Rose Andom Center, Sickle Cell Initiative through the American Red Cross, Warren Village, honorary member (after serving 3 terms), and countless other organizations. I believe mentoring is another form of giving back. Cole: What advice do you wish someone had given you earlier in your career? Neal: Just about everyone answers this question by saying, “...don’t sweat the small stuff.” I wish someone would have asked, “Do you know the difference between the small stuff and the big stuff?...” Knowing the difference could have saved me a lot of time! When you are younger, everything seems to be “big” stuff. Upon reflection there are only a few things that really rise to being at the “big-stuff” level. I live and I continue to learn.
Photo: McBoat Photography
Cole: What inspired you to pursue a career in consulting, and how did you get started? Neal: I did not directly aspire to become a Strategic Communications Consultant. Instead, I started out as a journalist who was inspired to have a career that afforded me flexibility, access, respect, freedom, financial independence and influence. Journalism (writing, public speaking, using my voice in a myriad of ways), was just the means by which the Universe helped me become accustomed to being an entrepreneur.
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Cole: What do you believe to be the most important piece of advice for a leader to follow? Neal: The most important piece of advice for a leader to follow is to be strategically courageous. For me that means saying the same things you said when someone is in the room as you said when they were out of the room. And that means you can’t say just anything. That is a continuous lesson for all of us. As a leader, I believe you can be quiet and stand in your courage without uttering a word. I also believe leaders can move through board rooms and ballrooms with the same grace and confidence that they would display in bars and bowling alleys.
Cole: How do you prioritize work-life balance, and what advice do you have for junior professionals who are struggling to find balance? Neal: There is no such thing as work-life balance! It’s a nice myth to strive for but each individual in their respective profession has to find their balance. Sometimes that’s 70-30 or 20-80. In this country we are all overworked and stressed, which is why it is even more important to shut-off all electronics during down time. One rule I strive to follow is to never bring my cell phone to the dining room table or breakfast island. The goal is to give my husband my undivided attention, especially during those times.. Cole: As an African American woman leader, what do you consider to be one of the most difficult obstacles you’ve faced? Neal: As a Black Woman Leader I find it challenging fielding the same culturally insensitive questions about being Black. For example, ”...what do you use on your skin to make it look that way?” or after trying to touch my hair they ask, “...what do you use on your hair?” My suggestion is that they google it. I’ve said on many occasions, “...at times I forget that I’m Black. But there’s always someone who reminds me and they are never Black themselves…” It’s tantamount to death by a thousand cuts on a daily basis. Cole: What do you think are the biggest challenges facing the community today, and how do you see ways to overcome them? Neal: That question requires a dissertation. There are many challenges facing the Black community today. We were not supposed to survive this long, let alone thrive. But man plans and God cracks-up! Incremental steps are taken in every generation and progress is made. However, there are still many difficult days ahead. Just as people have made progress in addressing wrongs facing Black people in America, there seem to be just as many people content on relying on old tropes and negative stereotypes. Berniece King quotes her
Photo: McBoat Photography
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ball! That vision is ever changing just like the times we live. There are many facets which impact community responsibility. Plus, the term community responsibility is subjective. What I can say is any future community in Denver will be heavily impacted by those residents who live in those respective communities. We will all have to adjust to many things--from technological advances, healthcare challenges, cost of living increases, housing older adults, providing eldercare, etc. World events are happening too quickly to say what the future of community responsibility will require or look like. It will take every single, able body, mentally stable adult who is willing to embrace challenges in the spirit of compromise in order to achieve lasting results.
Photo: McBoat Photography
mother, the late Coretta Scott King about struggle and progress. She says, “Struggle is a never ending process. Freedom is never really won, you earn it and win it in every generation.” Not only is this true, it is offensive and painful to dance the racial-two-step every 25 years (depending upon who’s in the White House, U.S Congress or the US Senate) to overcome ignorance and fear. Today’s leaders bear the responsibility for allowing the erosion of many of these rights. Refusing to be an informed voter or civically engaged at any level of government never ends well for any country trying to be a democracy. Cole: How clear is your vision for what the future of community responsibility should be in Denver? Neal: Anyone who says they have a clear vision for what the future of community responsibility should look like in Denver must have a crystal
Photo: McBoat Photography
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Cole: What do you see your legacy looking like?
Cole: Let’s switch gears and end with you as a community leader by providing a positive and forward-looking statement about the Black Chamber’s future for the next 40 years. Neal: The Colorado Black Chamber of Commerce (CBCC) has many terrific years ahead of it. Sometimes, growth is painful and requires leadership to make tough choices. I’m sure the same is true at CBCC. I believe the Black Chamber here in Colorado has a bright future ahead of it as we enter into the 21st Century. The current leadership (CEO & Board Members) at the CBCC are up to the task of making those tough choices to ensure its viability for generations to come.
Neal: That’s for others to decide. But somewhere in my description of legacy I hope these things are included. She cracked us up! She pissed us off! She spoke truth to all who asked for truth! She stood all the way up! She made her mistakes! She loved her journey and her husband, Amani! And she was unapologetically Black!
Photo: McBoat Photography
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Prescott Solutions: Thriving Through Purpose, Power, and Possibility By PORTIA PRESCOTT
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“Small businesses aren’t just a sector, they are the lifeblood of our communities, fueling innovation, providing second chances, and powering local growth.”
opportunity. Opportunity for others, for my community, and for myself.
After years of juggling the roles of artist, professional, mother, and community leader, I realized I needed a path that would allow me to show up fully for my daughter, for my people, and for my own growth. That path was entrepreneurship—and today, I’m proud to say that after a long road, Prescott Solutions is thriving. We are now a certified corporation and a growing force in staffing, resume-building, and workforce development—not just in Colorado, but across the country and even around the globe.
— Portia Prescott, Founder of Prescott Solutions
A CEO the World Didn’t Expect—But Can’t Ignore When I first founded Prescott Solutions in 2009, I knew what I was stepping into—an industry that wasn’t built for someone who looked like me. A Black woman leading a staffing and workforce development firm in technology and cybersecurity was virtually unheard of. Many people, even within my own community, questioned me. Not because they didn’t believe in my intelligence or drive, but because they’d never seen someone like me do it before. We’re taught that business ownership, especially in tech and staffing, is not our lane. That corporate success is something to chase from the margins, not to own outright. Being a CEO is reserved for a particular image. And that image has rarely reflected Black women. So, I had to validate myself—to myself—before I ever set out to prove it to anyone else. That’s the silence we often don’t talk about. Black women carry a double burden: breaking barriers while healing the internal wounds of invisibility. We are building legacies with a weight on our shoulders that’s as cultural as it is personal. Prescott Solutions was born not only out of strategy and skill—but out of necessity. I needed to show my daughter—and my community—that not only is there space for us in business, but we are the innovators shaping its future. Small businesses are the backbone of America— and especially Colorado. But for many of us, starting a business isn’t just about the economy, it’s about building a life. For me, launching Prescott Solutions was never about just creating jobs or closing contracts—it was about creating
Image: Prescott Solutions.
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Founding Story: Prescott Solutions and My Why I founded Prescott Solutions in 2009, during a time when few believed a Black woman could thrive—let alone disrupt—the staffing and workforce development industry. Back then, diversity was a checkbox, not a commitment. And for a woman like me, born and raised in Denver and a proud graduate of Kent Denver Country Day School, every door I walked through came with an asterisk. To many white peers, I was “the exception.” I didn’t earn a spot—I was “let in.” My attendance at Brown University, an Ivy League institution, was questioned not on merit but on mistaken assumptions about affirmative action. Even when I graduated with honors, it wasn’t enough to silence the whispers: “She got lucky.” “They needed a Black girl.” “It’s DEI.” Let me be clear: Nothing I’ve built has come from luck. I pulled myself up by my bootstraps the same way those white men love to say they did— except I did it with a whole system trying to keep me out. I started this company with nothing but a vision, an old, borrowed laptop, and the unwavering belief that I could do more than survive—I could lead. I knew I wanted to create a company that would challenge how corporate America hires, trains, and thinks about talent. I didn’t want to just fill job slots. I wanted to build futures. I wanted to change the conversation from “Who’s qualified?” to “Who’s being seen?”
What I did have was tenacity, strategy, and a clear understanding of the value I brought. I studied the trends, I leaned into the tech sector before others even saw its potential, and I built this business from the ground up. Prescott Solutions began as a one-woman operation—and today, we are a growing national firm that partners with clients to source, train, and place top-tier talent in AI, cybersecurity, and emerging industries. We specialize in people, especially the ones you’re overlooking. Every early client win was a breakthrough. Every time I walked into a pitch meeting and walked out with a contract, I proved someone wrong. Every job we filled—especially for candidates who look like me—was a declaration: We belong here. We lead here. Prescott Solutions exists because no one handed me the seat at the table. So, I built the damn table. Legacy in Motion: My Daughter, My Mirror, My Motivation When my daughter graduated cum laude from American University this year, I sat in that auditorium flooded with emotions I didn’t quite have words for. There she was—confident, poised, unapologetically brilliant. A young Black woman at the top of her class, ready to enter the fields of business and finance not with hesitation, but with power. More importantly, she didn’t see business as a chokehold. She saw it as a path to power. Accepted into one of the nation’s top AI and business programs. No excuses. No explanations. She was President of Women in Business at the University, and she knew she belonged there. That, for me, was the real victory—not just the degree, but the confidence to lead without apology. It reminded me that everything I’ve built is not just for me. It’s for the generation that comes next and doesn’t have to start with the same doubts we carried.
And believe me, I wasn’t seen—not at first.
Investors didn’t take me seriously. Partners ghosted. Clients questioned whether a Black woman could deliver results. I was told—more than once—that my image didn’t “align with the expectations” for executive search. But I kept going. I had to. I didn’t have a cushion to fall back on. There were no legacy dollars, no boardroom introductions passed down from my father’s network.
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And at that graduation moment, I didn’t just see her. I saw myself. I saw the nights I worked late building this business so I could pay tuition and still make payroll. I saw the sacrifices I made so she could intern on Capitol Hill at the office of the Colorado U.S. Senator Michael Bennet, while I bootstrapped a company without investors. I saw how every time I told her, “You can be your own boss,” she believed it—because she saw her mother living it. You see, when I started Prescott Solutions, I wasn’t just trying to create a business. I was building a legacy. Something my daughter could point to and say, “That’s ours. That’s my mother’s vision. That’s what Black excellence looks like.” And here’s what I tell her—and every young woman of color coming up behind me: You do not have to shrink to succeed. You don’t have to choose between your creativity and your career. You don’t have to chase validation from systems that weren’t built with you in mind.
Business does not have to mean burning yourself out for someone else’s dream. It can mean launching your own. That’s the future I’m building through Prescott Solutions. A future where our children don’t just apply for jobs—they create them. A future where being Black and brilliant is not an anomaly—it’s the standard. So, when I watched her walk across that stage, I realized something profound: she is not the exception. She is the beginning. The beginning of a generation that doesn’t have to constantly explain how they got there. A generation that doesn’t apologize for their power. A generation that builds businesses without permission. She is my mirror. She is my motivation. And her future—and the future of every young Black leader—is why I do what I do. Our Mission at Prescott Solutions At Prescott Solutions, our mission is simple: connect top-tier talent with meaningful career opportunities. We are a boutique staffing and workforce development firm that’s proud to help our clients build winning teams—and help individuals land roles that truly reflect their skills, aspirations, and potential. Whether you’re a job seeker looking for your next big break or an organization in need of diverse, qualified candidates—Prescott Solutions is here to help. We’ve staffed positions at places like Xcel Energy, Vail Resorts, Panorama Consulting Solutions, Diversant, Accenture and Robert Half. Our approach is personal, strategic, and inclusive. We offer resume building, interview prep, job training, workforce development consulting, and more.
Image: Prescott Solutions.
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Image: Prescott Solutions.
Thriving Through the Challenges Like many small businesses, we’ve faced our share of challenges. But being a Black woman business owner brings a unique and complex set of hurdles. • Access to capital remains one of the biggest barriers. Funding doesn’t flow as freely to women and minority-owned businesses. • Equal respect as a CEO is still a fight. Despite being competent, visionary, and capable, I’ve often had to prove myself in rooms where I didn’t automatically “belong.” • Self-doubt and imposter syndrome can be persistent. Early on, I often asked myself: Can I really make it as a business owner? But I kept going. I pushed through. I found my niche.
I’ve built a business that not only sustains me and my family but creates career paths for others—especially brilliant people who have been overlooked, underestimated, or left behind.
Why Diversity Matters in Hiring
Let’s be clear: Diversity is not a compromise. It’s a competitive advantage. At Prescott Solutions, we don’t just talk about equity—we embody it. We hire qualified, diverse talent because we know excellence comes in every color, gender, and background. It’s ludicrous to think that a “diversity hire” means a candidate is underqualified. We are proud to say that we’ve placed candidates from entry-level to VP roles across industries, cities, and countries. We don’t just fill seats. We match people with purpose. That’s our superpower.
Now, I don’t just survive—I thrive.
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At Prescott Solutions, we don’t just talk staffing— we build leaders. I coach women on everything from commanding the room to interview etiquette to how to dress for the role they want. I’ve mentored hundreds. I lead workshops through my other company, Jefferson Prescott Consulting with my partner, Mary Jefferson, and the Rocky Mountain NAACP where I serve as a Regional President—bringing economic development, green job opportunities, second-chance job fairs, and workforce strategy to life.
The Power of Small Business and Community
Image: Prescott Solutions.
We have been proud members of the Denver Metro Chamber of Commerce, the Women’s Chamber of Commerce, and currently, the Colorado Black Chamber of Commerce, which has truly supported us and recognized our impact. These organizations have not only welcomed us but recognized our value—and that of countless other Black and woman-owned firms like ours—who are changing the face of business in this state. These communities remind us that Black-owned businesses are booming—but we still face a disparity gap. That’s why we advocate—not just for ourselves but for all small businesses. We urge policymakers, investors, and community members to see us, support us, and include us in funding conversations, banking solutions, vendor contracts, and hiring strategies. At Prescott Solutions, we are more than a business—we are part of a thriving, interdependent ecosystem of small businesses, community leaders, and grassroots movements that keep Colorado running. Small businesses are not just a sector—they are a lifeline. They are where innovation starts, where people get second chances, where the economy grows from the ground up. Yet, despite our critical role, small businesses—especially those owned by women and people of color—remain underfunded, underrepresented, and too often ignored.
Work-Life Balance and Why I Chose This Path One of the most personal reasons I launched Prescott Solutions was my daughter. As a competitive figure skater with the Broadmoor Skating Club in Colorado Springs, she needed my presence—not just financially, but emotionally. I wanted to be there for her practices, performances, and milestones. I didn’t want to sacrifice motherhood for the marketplace. Becoming a business owner gave me control over my time, my energy, and my legacy. And like many women during and after the 2008 recession and COVID-era economic shifts, entrepreneurship became the key to flexibility and freedom.
Representation, Mentorship, and Confidence
Women—especially Black women—don’t always see ourselves at the top of the corporate ladder. That lack of representation can chip away at our confidence. But I’m here to say: we belong in every room we walk into.
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Here in Colorado, Black-owned businesses are booming, but we still face a massive disparity gap: • According to the SBA, Black-owned businesses receive a fraction of the venture capital and small business loans that white- owned firms do. • State and municipal contracts rarely reflect the true diversity of the business community. • Minority- and women-owned business certifications don’t always lead to actual opportunities—just a LOT more paperwork. That’s why advocacy matters. I don’t just run a business—I fight for the future of small business in Colorado. I’ve testified at the State Capitol. I’ve led and spoken at economic forums. I’ve participated in chamber-led initiatives to promote procurement equity, and I’ve worked with non-profits to lift up underrepresented entrepreneurs. Because if we don’t show up to the decision-making table, we will continue to be left off the guest list. We urge policymakers, investors, and corporate leaders to: • See us: Value our expertise, professionalism, and impact. • Support us: Through capital access, mentorship, and connections. • Include us: In contracts, grants, and opportunities—not just as tokens but as trusted, capable partners. Why Small Businesses Matter—and Why I’m Proud to Lead One I never went to college imagining I would become a business owner. My academic path—rooted in international studies, politics, and law—was about advocacy, not enterprise. Back then, the image
of a CEO was shaped by magazines, television, and textbooks. The archetype was clear: white, male, wealthy, and powerful. I remember being spiritually moved when I read, “Why Should White Guys Have All the Fun,” by Reginald Lewis. But somehow, I was left still perplexed because his journey still was from the perspective of male corporate dominance. I didn’t see myself in that image—until I saw Suzanne de Passe profiled in Black Enterprise. A Black woman, a powerhouse, and a CEO—she shattered the mold and rewrote the story. I was obsessed. I knew I had to work for her, and I eventually did. I was one of her three assistants. It wasn’t glamorous—I took notes, ran errands, and sat in the shadows—but I was determined to learn what it meant to lead from the top. That was before social media, before LinkedIn, before we had hashtags like #BlackExcellence and #BlackWomenLead. My inspiration came from pages—Ebony, Jet, Black Enterprise—not screens. Those magazines were my internet, my LinkedIn, and my TED Talk rolled into one. I wasn’t looking for makeup tips or celebrity
Image: Prescott Solutions.
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