California hiring underrepresented groups in renewable energy industry

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Clean Energy Jobs-

By Carol Zabin and Robert Collier

As California policymakers speed up the state’s switch to renewable energy, a key question is this: Do the much-touted new green jobs actually go to a diverse cross-section of the state’s workforce, or are disadvantaged communities left out?

According to data obtained and analyzed by researchers at University of California Berkeley’s Labor Center, the answer is that in recent years, a significant share of strong, career-track jobs in the construction of renewable energy power plants statewide have, in fact, gone to low-income residents and people of color.

Our recently issued report shows that the joint union-employer apprenticeship programs used in these projects have played an important role in diversifying California’s clean energy workforce.

In Kern County, local data shows that 43 percent of entry-level electrical workers on solar power plant construction lived in communities designated as disadvantaged by the California Environmental Protection Agency, while 47 percent lived in communities with unemployment rates of at least 13 percent.

Kern County electrical apprentice pay schedules show a clear progression toward the middle class. Current first-year apprentices start at $16.49 per hour plus full benefits and receive wage increases as they move through their five-year training program. Graduates become journey electricians earning more than $40 per hour.

Statewide, the picture is similar. Among the 16 union locals of electricians, ironworkers, and operating engineers that have built most of California’s renewable energy power plants, about 60 percent of new apprentices were people of color.

Diversity varied by trade. Latinos, who make up one-third of the state’s labor force, represented 53 percent of new apprentice ironworkers, 34 percent of electrical workers, and 23 percent of operating engineers. While African-Americans are 6 percent of the statewide labor force, they made up 4 percent of new apprentice electricians, 6 percent of ironworkers, and 9 percent of operating engineers.

The presence of military veterans in these programs also was higher than in California’s workforce as a whole. While veterans are only 4 percent of statewide workers, they comprised 9 percent of new electrical apprentices, 6 percent of ironworkers, and 12 percent of operating engineers.

The weak point in these apprenticeship programs, as with the rest of California’s construction industry, was the participation of women, ranging from only 2 percent to 6 percent among the three trades.

All told, the track record shows that California has made progress toward broadening access for disadvantaged workers to good jobs in the clean energy economy. But this diversity has not been automatic. A key driver of progress is the fact that most renewable energy plants were built under project labor agreements, which ensure union wage and benefit standards and free training for low-skilled workers through state-certified apprenticeships. Recruitment efforts by unions and the projects’ locations were also important since many renewable power plants are in counties such as Kern that have high unemployment and concentrations of low-income communities.

Looking forward, job access in the clean energy industry can be advanced by adopting specific programs such as publicly funded pre-apprenticeship training and local-hire provisions, in combination with project labor agreements.

Additional progress is likely if state lawmakers approve SB 100, which would commit California electricity providers to obtain 100 percent of their power from clean energy sources by 2045. This would drive further growth of renewable energy construction, which in turn would create more jobs and more openings in state-certified apprenticeship programs. The net result would be an important step forward along California’s path to meeting its climate challenge while simultaneously broadening access to middle-class jobs.

About the Authors
Carol Zabin and Robert Collier are director and policy specialist, respectively, of the Green Economy Program at the Center for Labor Research and Education at UC Berkeley.

Source: startrends.xyz

 

The iGen iEverything Train is Coming, but Are You Ready?

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iGen

Technology is being consumed at an ever increasing rate causing executives, managers, and process improvement experts on the factory floor to re-define the methods of training and dissemination that have become obsolete.

Critical skills and tribal knowledge are being lost as boomers retire and training plans for new employees fall short of preparing workers for the sophistication of the new manufacturing environment.

Move over millennials, here comes the IGen! Born between 1995 and 2005 this group of tech savvy natives is the next cohort and are just now entering the workforce. IGen, or Gen Z as they are often referred, have grown up in a world of social media where Youtube, Instagram, and Twitter reign supreme. These kids are a force to be reckoned with and require access to information in ways that are familiar, immediate, and actionable. Our success depends on them because as the IGen goes, so goes the manufacturing industry, the nation, and the world.

Alliance Resource Group, in partnership with Sify Technologies has pulled together experts from manufacturing, academia and automated methodologies to develop a solution that addresses the manufacturing challenge of this next generation and identifies the key components of a successful framework including content management, dissemination methodology, scalability, and integration with current learning management systems. These components constitute a micro-learning strategy that facilitates current and future state requirements.

Alliance Resource Group (ARG), is a service disabled veteran owned business located in Newport Beach California. With a foundation in resource management, recruiting, and consulting, ARG provides services to small and medium size companies throughout the United States.

View the ARG White Paper here! Better be prepared for total process transformation if you want to remain competitive.

A-Rod In Paradise: Swinging For Redemption Through Baseball And Business

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Even as Alex Rodriguez sits contemplating a platter of raspberries at the Four Seasons in Austin, he is chasing something. The day before, in preparation for his new gig as an ESPN Sunday Night Baseballanalyst, he visited three teams at spring training in Arizona. Today in Texas, he gave a keynote address at South by Southwest titled “Baseball, Business and Redemption” with CNBC chairman Mark Hoffman. And later he’ll jet home to Miami to spend time with his two daughters before heading to Tampa to see the Yankees in his role as special advisor.

“I’m totally grateful for where I am today and do not take anything for granted,” the 42-year-old Rodriguez says. “And I felt that once I owned all of that and started digging myself out of this black hole, I wanted to come out a different person.”

What Rodriguez is chasing these days is redemption–and in the wake of his 2016 retirement, he’s finding it by analyzing baseball and business. He debuted as a commentator for Fox last year before adding the ESPN job, remarkably coexisting with rival networks. Rodriguez also oversees A-Rod Corp, which includes real estate investments (13,000 units across ten states), conditioning companies (from UFC-branded gyms to TruFusion, a kettle-bells-and-hot-yoga outlet) and startups (with stakes in Josh Kushner’s health insurance company, Oscar, as well as the ride-sharing service Didi and the eSports team NRG). He’s even made savvy moves with his own real estate, selling his Miami Beach mansion for $30 million in 2013 (double what he paid) before building his dream home in Coral Gables.

His real-life investing expertise landed him a guest spot on ABC’s Shark Tank in 2017, becoming the show’s first Hispanic shark. This year he’s displaying his coaching skills on CNBC’s Michael Strahan-produced Back in the Game, in which Rodriguez creates a financial plan for Joe Smith, a former No. 1 NBA draft pick who squandered career earnings of $61 million. Says Hoffman: “It’s an opportunity to educate, which is also at the core of Alex’s redemption story.”

For Rodriguez, the curriculum began at birth. His father, Victor, ran a shoe store in New York City before moving his clan to the baseball-obsessed Dominican Republic and then to Miami. “I’ve always had passion and a dream to be both mainly a baseball player and a businessman,” Rodriguez says. “That’s what my father was, and I wanted to be like him.”

Continue onto Forbes to read the complete article.

Latinos Often Lack Access to Career Networking Opportunities. This Platform Aims to Change That

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It’s not what you know, it’s who you know.” While it’s an unfair fact of life, landing a job can come down to your professional connections. But for Latinos – who find themselves underrepresented across many industries – this poses a challenge. But what if you could easily scroll through a list of Latino contacts in your same industry who could give you guidance and serve as mentors? BeVisible – a platform that basically serves as a Rolodex of Latino professionals – does just that.

Started by Adriana Guendelman and Silvia Travesani, BeVisible is a career network for the Latino community. Much like LinkedIn and Indeed, BeVisible features job listings, many of which members of the Latino community are particularly well suited for, as well as the aforementioned directory of Latino contacts and tips on how to navigate your career and even finances. “We fuse the freshest ideas in social networking with content from the nation’s most influential Latinxs,” the site’s About Us section reads. “BeVisible blends online journalism with the ability of our community members to share content, ask questions, and build professional profiles. BeVisible allows Latinxs to connect to peers, mentors, and resources – including recruiters from top universities and companies.”

Guendelman knows what it feels like to lack a supportive professional community. Born in Oakland but raised in Chile, she struggled to find a job after graduating top of her class at University of Chile Law School. She returned to the United States and attended Harvard Law School, which resulted in a plethora of opportunities, despite having no personal connections.

But attending an Ivy League isn’t a possibility for everyone, so a platform like BeVisible can help us get a foot in the door. The website has more than 15,000 registered users – who can be searched for by name, company, industry, and location – in fields, such as software development and engineering to business and media. Now, Guendelman is hoping to bring some of this assistance to marginalized communities in real life. On May 17, she’s launching BeWorkSF, a one-of-a-kind multicultural networking event for Latinx professionals. Her team describes the conference as an “unprecedented” event where the worlds of technology, art, music and professionalism collide to create a vibrant and entertaining immersive experience.

Talented professionals and companies will connect in a space that genuinely embraces inclusion, diversity, and belonging by bridging the gap between theory and practice. Guendelman wants women, the LGBTQ community, non-gender binary individuals, people of color, and all individuals to reach their full potential. She knows first-hand no one person can accomplish success without a support system.

BeWokeSF will take place at the Pearl in San Francisco and feature numerous corporate executives, thought leaders, hiring managers and employee resource groups. The mission of the conference is to “dissolve professional and personal barriers to success.”

Continue onto Remzcla to read the complete article.

This Latina Is Using Her Own Experience With Blindness To Bring About Change In The Workforce

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minorities in business

Over the course of her career, Kathy Martinez has worked with the U.S. Hispanic Chamber of Commerce, served under two administrations, and led Wells Fargo’s Disability and Accessibility strategy — when she was just starting her career, her counselor at the California Department of Rehabilitation believed that her career aspirations would not extend past working at a lock factory, all because she was blind.

“My counselor at the California Department of Rehabilitation had minimal expectations for people with disabilities and tended to offer low-levels jobs with no hope for growth,” explains Martinez. “Although his expectations for me were low, I had people in my life who knew I could do more, and were behind me every step of the way while I pursued my degree.”

While it took Martinez 13 years to graduate from college, the later start in her career has not prevented her from making an impact where it matters most to her — ensuring that those living with disabilities are not discounted.

“My passion is to help create a society and work environment where people with all abilities are able to obtain an education, secure a good job, buy a house, and be successful,” shares Martinez. “This includes building a society that is physically and digitally accessible, and help change attitudes about the capabilities of people with disabilities and our desire to contribute to our communities and corporations.”

Martinez’s own career has helped moved the needle forward in how those with disabilities are both treated and see themselves in the workforce. She has made it a point to both champion inclusivity within companies, while not erasing that humanity and dignity should be prevalent values in a company culture, regardless of the employee.

“My focus is on delivering an experience that recognizes disability as a natural part of the human condition and helping people with disabilities fully engage with the company to succeed financially,” shares Martinez. “With a more accessible workplace, more people with disabilities will be on the payroll rather than rely on benefits and, ultimately, increase their capacity to be productive members of their communities.”

Below Martinez shares further thoughts on how companies should be expanding their cultures to champion those with disabilities, what advice she has for Latinas, and her biggest lesson learned.

Vivian Nunez: What are your goals in changing how those with disabilities are able to access career opportunities?

Kathy Martinez: When I was growing up I never saw people with disabilities who worked at banks unless they were in entry-level jobs. Today financial institutions, like Wells Fargo, are hiring people with disabilities at all levels. I never imagined I would have the job title of senior vice president at Wells Forgo or Assistant Secretary of the U.S. Department of Labor, Office of Disability Employment Policy. And now that I have attained those titles, I want other people, such as Latinos and people with disabilities, to know that they can achieve their professional goals, including the position of CEO.

One of my key goals is to ensure that more people with disabilities are at all levels of the career ladder. That is why was passionate in helping develop and roll out Wells Fargo’s Diverse Leaders Program for People with Diverse Abilities. This unique three-day program enables team members, who identify as individuals with a disability, understand, and embrace their strengths, overcome challenges, and learn how their differences help them add value as leaders on the Wells Fargo team.

Another goal is to get more people to serve as a mentor and mentee to others with disabilities. I serve as a mentor for people of all abilities inside and outside of the company, and continue to learn what it means to be a team member of choice so that I can share that information with the Latino and disabilities communities.

Nunez: What role did you play in the Obama administration?

Martinez: I consider disability an issue that is important to both political parties. From 2009 – 2015 I served as the Assistant Secretary of the U.S. Department of Labor, Office of Disability Employment Policy.

I also worked for President George W. Bush’s administration for seven years,    serving as a member of the National Council on Disability and as a member of the U.S. Department of State Advisory Committee on Disability and Foreign Policy.

Nunez: What advice do you have for Latinas who are navigating both a disability and building lasting careers?

Martinez: Find a mentor and set high expectations and goals for yourself. I have had mentors with and without disabilities, men, women, and people of all ethnicities and backgrounds, and have learned something from every one of them.

Continue onto Forbes to read the complete article.

Deborah Frutos-Smith’s Journey at GSK

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GSK-Deborah-Frutos

Deborah Frutos-Smith is currently Senior Marketing Director for Global Recruitment at (GlaxoSmithKline) GSK. Deborah started her career as a Management Associate in GSK’s Management Development Program. Following completion of the program, she assumed the role of Senior Financial Analyst for US Pharmaceuticals.

Later, she became Manager for Specialty Products with responsibility for identifying and evaluating business development opportunities for late stage products. She continued her development when she became Senior Manager for Strategic Planning & Chief of Staff to the President of US Pharmaceuticals. In this capacity, she was responsible for merger alignment efforts between SmithKline Beecham and GlaxoWellcome.

When she was appointed Director of Planning & Project Management, she was tasked with developing and maintaining systems for financial monitoring and reporting of integration synergies post merger. During her career journey at GSK, Deborah was also assigned to the role of Director of GSK Branding & Reputation accountable for identifying opportunities to shape the business environment to support GSK’s commercial strategy. She then was appointed Sr. Director for the State Advocacy & Alliance Development team, where she helped support GSK’s policy efforts by developing identifying opportunities to align with nonprofit organizations to advance healthcare legislation on behalf of patients.

Deborah has an MBA with a major in marketing from Temple University and a Bachelor of Science in Business & Administration with a major in finance from Drexel University. Her favorite pastime is kicking the soccer ball or playing baseball with playing baseball with her two children, Liam, 11, and Aidan, 9.

The Three Smartest Ways To Use LinkedIn Early In Your Career

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person using ipad

Why bother using LinkedIn when you don’t have much job experience to put on your profile page? Here’s why–and how to do it.

LinkedIn is a great place to build a network, diversify your knowledge, and find new career opportunities–even when you’re early in your career. Students and recent grads may neglect LinkedIn, thinking it’s premature to start investing time into the platform before actually building up a solid amount of work experience. That’s a mistake.

I’ve found unexpected opportunities lurking within LinkedIn that simply require some ingenuity to take advantage of. Here are a few tips that have worked for me in the past few years I’ve spent in the tech industry after graduating.

1. START NETWORKING CONVERSATIONS YOU CAN TAKE OFFLINE

Yes, LinkedIn is kind of like a database. You load it up with information on your interests, objectives, skills, and accomplishments so the leaders and peers you connect with can tell what you’re all about. Obviously, when someone checks out your profile, you’ll want it to be thorough and compelling.

But all the work you put into your profile is just a springboard for reaching out to other professionals in your industry. Whenever you come across someone you’d like to connect with on LinkedIn, your real objective should be to take the conversation you strike up offline as quickly as possible. Don’t treat LinkedIn the way you might operate on Instagram, racking up contacts you have no intention of interacting with in the real world.

LinkedIn is a means to an end, and that end goal should always be real-time conversations–ideally face to face, or by phone if necessary when you live in different places and don’t plan to visit soon. Using LinkedIn to set up face-to-face meetings with new people is a crucial and underutilized tactic for younger professionals working to build their networks in a meaningful way.

2. TREAT LINKEDIN LIKE A FREE SEMINAR

Learning quickly at a new job is one of the most exciting and daunting tasks entry- and associate-level workers usually face. First you have to learn your role and size up the work culture. Then you’ve got to get a handle on the industry and understand how your company is competing in the market. LinkedIn can actually help you with all of that.

So search for and join groups, follow leaders, comment on conversations, and share interesting stories. You can start by following industry-specific groups, first as an observer, and then as a participant as you get more comfortable. Make sure you also pay attention to what your company and its competitors are posting. Staying engaged–even by checking in on the chatter just once a week or so–can help you stay informed and ahead of the game.

Continue onto Fast Company to read the complete article.

María Celeste Arrarás Joins Las Vegas Walk Of Stars

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Maria Celeste

MIAMI – April 19, 2018 – The host of Telemundo’s “Al Rojo Vivo” news magazine, María Celeste Arrarás, will soon add her name to the Las Vegas Walk of Stars. She is the first person born in Puerto Rico to receive this honor, held by a select group of superstars such as Juan Gabriel, Elvis Presley, Frank Sinatra, Luis Miguel, Vicente Fernández and Jenni Rivera.

María Celeste’s star will be unveiled in a special ceremony on Tuesday, April 24, and installed in its permanent sidewalk home for public viewing the following day, Wednesday, April 25.

“I owe this star to each and every one of the individuals who have stood alongside me during my career, and especially to the viewers who accompany me from home every day,” María Celeste acknowledged.

Emmy-award winning journalist and investigative reporter María Celeste Arrarás is one of the best-known figures in Spanish-speaking television.  The lead anchor of “Al Rojo Vivo con María Celeste,” one of the most acclaimed news magazines on Hispanic television, she has also served as guest anchor of “Noticias Telemundo” and NBC’s “Today Show,” and as a contributor to “Dateline” and “NBC Nightly News.”  She has appeared on the cover of People en Español more than 14 times and graced the front of Newsweek’s special issue on “Women and Leadership: The Next Generation.”  She has been profiled in numerous prestigious publications, among them The New York Times, Los Angeles Times, The Chicago Tribune, The Washington Post and The Miami Herald.

María Celeste began her television career as a local reporter for Puerto Rico’s Canal 24 in 1986.  She was hired by Telemundo’s New York affiliate and in 1994 went on to work for “Primer Impacto” on Univision, rejoining Telemundo as anchor of “Al Rojo Vivo” in 2002.

Her career is distinguished by a number of prestigious awards, including three Emmys™ and the Rubén Salazar Award for Excellence in Journalism.

About NBCUniversal Telemundo Enterprises:

NBCUniversal Telemundo Enterprises is a world-class media company leading the industry in the production and distribution of high-quality Spanish-language content to U.S. Hispanics and audiences around the world. This fast-growing multiplatform portfolio is comprised of the Telemundo Network and Station Group, Telemundo Deportes, Telemundo Global Studios, Universo, and a Digital Enterprises & Emerging Business unit. Telemundo Network features original Spanish-language entertainment, news and sports content reaching 94% of U.S. Hispanic TV households in 210 markets through 27 local stations, 51 affiliates and its national feed. Telemundo also owns WKAQ, a television station that serves viewers in Puerto Rico.

Telemundo Deportes is the designated Spanish-language home of two of the world’s most popular sporting events: FIFA World Cup™ through 2026 and the Summer Olympic Games through 2032. Telemundo Global Studios is the company’s domestic and international scripted production unit including Telemundo Studios, Telemundo International Studios, Telemundo International, as well as all of the company’s co-production partnerships.  As the #1 media company reaching Hispanics and millennials online, the Digital Enterprises & Emerging Business unit distributes original content across multiple platforms, maximizing its exclusive partnerships with properties such as BuzzFeed, Vox, and Snapchat. Through Telemundo Internacional, the largest U.S.-based distributor of Spanish-language content in the world; and Universo, the fastest growing Hispanic entertainment cable network, the company reflects the diverse lifestyle, cultural experience and language of its expanding audience. NBCUniversal Telemundo Enterprises is a division of NBCUniversal, a subsidiary of Comcast Corporation.

Sell Yourself and Your Brand

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Creating a personal brand helps employers see your uniqueness

Why take the time to develop a personal brand? See how you can stand out to employers.

  • In a tough job market, you need to stand out. Besides helping you identify your personal strengths, having a brand can pull your resume to the top of the pile, make you shine in interviews, and leave your LinkedIn readers positively wowed.
  • Corporations take great care to develop a brand that defines their product. Brands help inspire trust and commitment in consumers; if you apply similar thinking to your personal brand, you can distinguish your value in a way that inspires an employer’s interest in you.
  • With so many marketing options, you need to be consistent. Use your brand in all your job search communications, including your cover letter, in interviews, and in thank-you notes. Your LinkedIn and other social media should clearly reflect you and your professional brand.
  • Most work is project based. Your brand is a shorthand description of what you bring to a team or to the table for projects.

So, are you ready to start thinking—or rethinking—your personal branding strategy?

Consider several of your best work experiences and how you contributed to them. What skill or characteristic is reflected in your best work stories? How did you use it? With what result? Ask yourself: “Why do people like to work with me or employ me?” What earns you compliments or accolades? What do people depend on you for?

Here are some examples to get you started:

  • Are you friendly and always the one to organize social events at work? Your brand could include “an inveterate team builder and initiator.”
  • Do you take unusual care to ensure details are thoroughly thought through and accurate? Your brand could be “willing to take on the precision that scares others away.”
  • You might be an outstanding supervisor who makes operations flow and brand yourself “a problem-solver who excels at developing talent.”

You can identify your signature characteristics yourself or work with a career coach or counselor to help you identify them. It’s a good idea to ask for some feedback on your ideas from a few trusted friends or colleagues before you go public with your brand to avoid a mismatch of how you see yourself and how you may come across to others.

Source: careeronestop.org

Casting Call Opportunity for Small Business Owners!

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Hispanic Business Owner

Vitamin Enriched, a real people casting company, is working with Chase to find small business owners who are Chase Ink customers. They are casting an exciting advertising campaign that will feature small business owners in their business locations.

They are specifically looking for businesses located in and around New York tri-state area, Los Angeles, Austin/Houston, Portland (Oregon), and New Orleans. The ideal businesses will have a brick and mortar or some other physical location. Those who are selected are paid $1,000 for a one day shoot at their business location.

Maybe you own a restaurant, are a farmer or an artisan. Maybe you’ve just opened a B&B, are an architect or design clothing. Whatever it is, they want to hear about how you are keeping your business successful and how you are using your Chase Ink card for your business.

Skype audition interviews: Late May – Auditions take about 20 minutes

Callback: Early June via video chat

Shoot: Shoot dates are taking place in July. If selected, it would be a one day shoot at your place of business.

For the complete details visit the website here

NOT A LALCC MEMBER YET?

About LALCC
Since 2009, the Los Angeles Latino Chamber of Commerce (LALCC) has advocated for and promoted the economic development of Greater Los Angeles’ Latino-owned businesses, which now number more than 300,000. The chamber’s economic development services include procurement, access to capital, certification, technical and other business assistance. Among other issues, its policy and advocacy efforts are focused on public and private minority procurement, community reinvestment and development, Latino public policy, international trade and small business funding. LALCC is a 501(c)(3) and 501(c)(6) nonprofit organization. For additional information about the chamber, visit lalcc.org.

Kern County native creates app meant to protect farmworkers from heat-related illness

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teen engineer

Farmworker’s days are long, their work is tedious and sometimes weather conditions turn the job into a dangerous one. 

“I heard their stories of swollen backs and how their feet would ache after work and just the kind of brutal conditions they worked in, especially back then”, said Faith Florez.

Florez grew up in Shafter, a small farming community in Kern County in a family that is all too familiar with working in the fields and the risks of the job.

“My grandma Estella, she picked roses, cotton, almonds, and then my poppa, her son went on to again pick roses cotton almonds and migrate between seasons between the fields,” she said.

So, the high school senior, who now lives in Los Angeles set out to make a change at farms throughout the central valley.

“I don’t want to hear about a farmworker that died because they were too far away from water and shade,” said Florez.

Flores created the Calor App, which will let farmers now when they could possibly be in danger.

“The application is ultimately designed to prevent instances of heat stroke amongst agricultural workers,” said Florez.

Calor, the Spanish word for heat, began with a simple idea for Florez.

“It definitely wasn’t an overnight thing,” she said.

Her idea, became more of a reality when she submitted it as a proposal to the USC Viterbi School of Engineering, where a group of graduate students unanimously hose to take on the project.

“I went into it super passionate,” Florez said.

Continue onto ABC News to read the complete article.