eoe journal Conversations about Gender, Race and Ethnicity Five Future Jobs that Could Solve the Manufacturing Skills Gap Six Incredible Podcasts about Women in the Workplace The Importance of Black History Month
MARCH 2018
eoejournal Editorial Comment
“D
ecades of research by organizational scientists, psychologists, sociologists, economists and demographers show that diverse groups (that is, those with a diversity of race, ethnicity, gender...) are more innovative than homogeneous groups,” writes Katherine W. Phillips in a Scientific American article. To paraphrase, diversity is an asset. However, diversity is not the end goal, but a means to a more inclusive, more just, and more effective workplace. It’s becoming increasingly clear that having a diverse team creates a better environment for workers and a better company overall, mainly because people with different backgrounds bring a new perspective and ultimately, new information. Having interactions with people who are different than you can give new insights to a challenge at hand. Yes, this means understanding that reaching a consensus on a problem may take a bit of extra effort, but, in the end, the solution to the problem is most likely more innovative than one with less diverse input. If your company (or the company you work for) isn’t as diverse as it could be, don’t be discouraged. Diversity in a company can’t happen overnight, but it’s important to get started creating a diverse culture. Starting small is a good idea. Don’t let the immense scope of things that need to be done keep you from doing nothing at all, even if you don’t know if you’re doing things exactly right. Because whether you are an employer or an employee, you can talk about diversity and inclusion forever, but taking action is the only way to change anything. Reminds me of something my mom says, “Guess I’ll go do something...even if it ends up being wrong, at least I’m doing something.’
Lisa Petty, Editor Equal Opportunity Employment Journal The eoejournal is published bimonthly by EOEJournal, Inc. The ownership and management of EOEJ fully and actively support equal opportunity for and advancement of all people without regard to race, color, religion, gender, national origin, sex, pregnancy, citizenship, ancestry, veteran status, marital status, physical disability, mental disability, medical condition, age, gender identity, and sexual orientation or any other characteristic protected by state or federal law.
Advertising and Editorial offices are located at: 1550 E. Missouri Ave Phoenix, Arizona 85014 Phone: 1-800-396-3373 Fax: 1-800-293-3408 EOEJ accepts freelance editorial contributions for publishing. Submissions must be on the subject of jobs, job searching, employment opportunities and/or related subjects. Email submissions to graphics@ eoejournal.com
Table of Contents The Story of Black History Month
Page 3
Six Strong Women to Watch in 2018 Page 4 How Motivational Posters are Changing the Face of the Modern Workplace Page 6 A Culture of Care Helps Healthcare Professionals Thrive
Page 8
5 Future Jobs that Could Solve the Manufacturing Skills Gap
Page 10
Options Available to Help Students Pay for College
Page 12
6 Incredible Podcasts about Women in the Workplace
Page 15
Conversations about Gender, Race, and Ethnicity in the Workplace
Page 16
Reasons Hiring People with Disabilities is Good
Page 22
The Benefits of Hiring Military Veterans in the Healthcare Industry Page 26 Transitioning from Military Service to Working for the Federal Government Page 28 The beauty of the world lies in the diversity of its people. -Unknown
March 2018
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The Story of Black History Month
he story of Black History Month begins in Chicago during the late summer of 1915. An alumnus of the University of Chicago with many friends in the city, Carter G. Woodson traveled from Washington, D.C. to participate in a national celebration of the fiftieth anniversary of emancipation sponsored by the state of Illinois. Thousands of African Americans traveled from across the country to see exhibits highlighting the progress their people had made since the destruction of slavery. Awarded a doctorate in Harvard three years earlier, Woodson joined the other exhibitors with a black history display. Despite being held at the Coliseum, the site of the 1912 Republican convention, an overflow crowd of six to twelve thousand waited outside for their turn to view the exhibits. Inspired by the threeweek celebration, Woodson decided to form an organization to promote the scientific study of black life and history before leaving town. On September 9th, Woodson met at the Wabash YMCA with A. L. Jackson and three others and formed the Association for the Study of Negro Life and History (ASNLH). Carter G. Woodson believed that publishing scientific history would transform race relations by dispelling the wide-spread falsehoods about the achievements of Africans and peoples of African descent. He hoped that others would popularize the findings that he and other black intellectuals would publish in The Journal of Negro History, which he established in 1916.
by Daryl Michael Scott
As early as 1920, Woodson urged black civic organizations to promote the achievements that researchers were uncovering. A graduate member of Omega Psi Phi, he urged his fraternity brothers to take up the work. In 1924, they responded with the creation of Negro History and Literature Week, which they renamed Negro Achievement Week. Their outreach was significant, but Woodson desired greater impact. As he told an audience of Hampton Institute students, “We are going back to that beautiful history and it is going to inspire us to greater achievements.” In 1925, he decided that the Association had to shoulder the responsibility. Going forward it would both create and popularize knowledge about the black past. He sent out a press release announcing Negro History Week in February, 1926. Woodson chose February for reasons of tradition and reform. It is commonly said that Woodson selected February to encompass the
birthdays of two great Americans who played a prominent role in shaping black history, namely Abraham Lincoln and Frederick Douglass, whose birthdays are the 12th and the 14th, respectively. More importantly, he chose them for reasons of tradition. Since Lincoln’s assassination in 1865, the black community, along with other Republicans, had been celebrating the fallen President’s birthday. And since the late 1890s, black communities across the country had been celebrating Douglass’. Well aware of the pre-existing celebrations, Woodson built Negro History Week around traditional days of commemorating the black past. He was asking the public to extend their study of black history, not to create a new tradition. In doing so, he increased his chances for success. Yet Woodson was up to something more than building on tradition. Without saying so, he aimed to reform it from the study of two great men to a broader examination of a great race. Though he admired both men, Woodson had never been fond of the celebrations held in their honor. He railed against the “ignorant spellbinders” who addressed large, convivial gatherings and displayed their lack of knowledge about the men and their contributions to history. More importantly, Woodson believed that history was made by the people, not simply or primarily by great men. He envisioned the study and celebration of the Negro as a race, not simply as the producers of a great man. And Lincoln, however great, had not freed Continued on page 31
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March 2018
March is National Women’s History Month
Six Strong Women to Watch in 2018
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by Sara Dueck
17 was a year of intense social JANET MOCK change. The Women’s March on Janet Mock is a writer, television host, transJanuary 21 thrust feminism into gender activist, and contributing columnist for the public eye. Countless women came forMarie Claire. Mock is committed to combating ward to voice their experiences of sexual the way trans lives and bodies are commodified harassment and assault through the viral by the mainstream media. She has written two #metoo movement, and an ever-increasing memoirs detailing many of the struggles she has number of powerful men have stepped down faced, including making the difficult decision to from their positions after facing allegacome out as trans to her friends and lovers, and tions. TIME Magazine named the Silence journeying to Thailand to complete her transiBreakers--all those who spoke out against tion, using money she earned as a sex-worker. sexual harassment and assault--Person of Through her writing, Mock takes back her the Year, and “feminism” was Merriamstory and tells it her own way. She has received Webster’s word of the year. Many people numerous awards and titles for her activism claim that 2017’s feminist revolution has within the LGBT community. quickly become one of the most explosive social movements in modern history, and it shows no sign of slowing down. As this movement continues into 2018, here are the Like Ginsburg, bell hooks is another long-standing feminist icon. She’s women to watch. an intersectional champion, and is revered in academic circles and on social media alike. hooks’ commitment to subverting oppressive systems RUTH BADER GINSBURG is far-reaching--she even refuses to capitalize her own pseudonym as a Ruth Bader Ginsburg, or as her devoted fans call her, the Notorious way of challenging prescriptive grammar standards that perpetuate sexR.B.G., has been an Associate Justice of the American Supreme Court ist and racist norms. In 2014, she founded the bell hooks institute, which since 1993. Throughout her career, Ginsburg has been committed to an strives to use education as a way of undermining traditional systems of intersectional feminist approach to justice, publicly acknowledging the oppression and exploitation. hooks has published over 30 books to date. need for feminism to serve as a liberation for people of all genders, races, JACQ THE STRIPPER and classes. Through her unwavering commitment to justice, Ginsburg has become a pop culture icon and the subject of a viral Tumblr page. At Jacqueline Frances, better known by her moniker Jacq the Stripper, is 84 years of age, Ginsburg has no intention of retiring. a stripper, comedian, comic artist, businesswoman, and Instagram star.
bell hooks
ERC is a scientific, engineering, IT, and technical services firm providing a broad array of support to US Department of Defense, NASA, and commercial clients. ERC is an Affirmative Action/Equal Opportunity Employer. Candidates will be considered for employment regardless of his or her sex, race, color, religion, national origin, age, disability, or any other protected status under applicable federal, state, or local law.
ERC offers competitive salaries and a comprehensive benefits package. To learn more about us and apply online visit us at www.erc-incorporated.com.
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March 2018
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Through her humour and her tongue-in-cheek illustrations, Frances is out to change the way strippers and other sex workers are perceived. She refuses to allow sex workers to be seen as helpless and exploited women in need of rescuing. Instead, she takes enormous pride in her work and regularly encourages her 93 thousand Instagram followers to support their local sex workers.
AMANDLA STENBERG
Amandla Stenberg caught her big break portraying Rue in the first Hunger Games movie. Since then, she has committed herself to playing, writing, and directing nuanced black female characters. At only 19 years of age, she has already worked as an actor, director, singer, and author, and is a Forbes 30 Under 30 honouree. Niobe: She is Life, a graphic novel series co-authored by Stenberg featuring a black female main character, has achieved international success. Stenberg identifies as non-binary, and come out as pansexual in a 2016 interview for Elle, claiming that she dislikes the term “bisexual” because of how it “implies a dichotomy that doesn’t take into account trans people.” Stenberg has also spoken out publicly against cultural appropriation, and her 2015 video “Don’t Cash Crop My Cornrows” went viral. She’s hinted at many exciting projects to come in 2018.
FLORENCE GIVEN
Florence Given is an 18-year-old fashion student and rising Instagram star. Given creates playful, graphic, assertive illustrations that combat topics from censorship to slut-shaming to toxic masculinity, and every micro-aggression in between. Her art is in-your-face, and that’s the way she likes it. “I am very passionate about a lot of things,” she said in a 2017 interview for Hunger. Recently, Given began working on FRIGID, a self-portrait zine styled and directed by herself. As Given’s popularity grows, who knows what projects 2018 will hold for her? As feminism remains the centre of attention in 2018, we need strong female role models to lead the way. These six women, and many others like them, are paving the way towards a future with gender equality. Article provided by ConstantContact.com
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The IEEE is an affirmative action/equal opportunity employer M/F/D/V.
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Visit pgworks.com/careers
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The Rockford Police Department is dedicated to providing the best possible police service to all citizens. Learn more about us and our current career opportunities online at www.rockfordil.gov. Rockford Police Department 557 South New Towne Drive • Rockford, IL 61108 Equal Opportunity Employer: The City of Rockford is committed to hiring and employing without regard to race, color, religion, national origin, sex, ancestry, age, or non-job related disability.
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How Motivational Posters are Changing the Face of the Modern Workplace
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by B.E.Conrad
nyone who has ever spent time in an office environment has probably seen their fair share of posters and signs hanging from the workers’ cubicle walls. From the iconic dangling cat poster with the famous tagline “Hang in there baby – Friday’s coming” to clever signs with slogans like “You don’t have to be crazy to work here but it helps” and “Working for the weekend,” similar sentiments can be seen throughout the entire office. While those posters and signs may seem cute to the average worker, to the serious manager they are anything but amusing. The types of sentiments expressed in those popular cubicle decorations express – shall we say – a less than desirable attitude – one that can permeate the workplace and even impact productivity. Perhaps that is why so many smart companies are fighting back with posters and signs of their own. These motivational posters are designed to improve worker morale and foster a more positive attitude toward the company, its vision and its goals. Motivating workers and keeping productivity high is always a challenge, but many management teams have found that motivational posters do have a real impact on how employees view their jobs and the companies they work for. While motivational posters alone cannot turn around a dysfunctional workplace, having those signs in place does tend to foster a more productive attitude – for both average workers and the managers who need to keep an eye on the bottom line. In addition to those benefits, motivational posters can serve a number of other important purposes. One of the most valuable uses for motivational posters is as a way to communicate and reinforce existing office policies. For instance, a motivational poster expressing the importance of diversity and respect could be an important adjunct to the firm’s existing sexual harassment and diversity training programs. Simply seeing those messages every day can have a real impact on workers – and that can make the workplace a more pleasant, and productive, place to be. Article provided by Constant-Contact.com
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A Culture of Care Helps Healthcare Professionals Thrive Is
March 2018
by BrandPointContent.com
In order for nurses and other healthcare staff to do their jobs as best as possible, a culture of care can make a big difference.
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your workplace a nurturing professional environment, or does competition and rank often override camaraderie and support? In order for nurses and other healthcare staff to do their jobs as best as possible, a culture of care can make a big difference. This means creating a workplace that fosters growth, supports professionals’ needs and brings teams closer together. When healthcare teams feel cared for and supported, they are more inclined to provide their best care of patients and families, which improves outcomes all around. Chamberlain University president Susan Groenwald, PhD, RN, ANEF, FAAN just released a book that addresses this topic. “Designing & Creating a Culture of Care for Students and Faculty: The Chamberlain University College of Nursing Model” serves as a guide for any organization seeking to make cultural and structural changes to improve student or employee satisfaction, engagement and achievement. The book describes the unique organizational culture - Chamberlain Care - in which students and colleagues thrive, students are cared for in a way that can improve their chances of success, and that provides an advantage in attracting and retaining high-quality and effective health care faculty and staff. What are the possibilities when an organization takes such big steps toward revolutionizing its culture? Groenwald (2017) provided evidence that enhanced services and support provided to students and faculty improved employee satisfaction, engagement and academic outcomes. Groenwald’s theory is that by providing extraordinary care to students and colleagues, they are more likely to provide extraordinary care to patients and family. For example, an independently administered survey of international employee engagement in various industries benchmarked Chamberlain faculty against employees worldwide. Since 2013, Chamberlain’s faculty engagement scores have remained above the benchmark for the best U.S. companies and continue to rival benchmark scores for the best companies in the world.1 “While many books and articles have advocated for care and caring in nursing education, what truly distinguishes this text and the work it describes throughout Chamberlain University is its thorough coverage of how caring can be operationalized - and made tangible - in all aspects of an organization’s mission, vision, people, processes and practices,” said National League for Nursing President Anne L. Bavier, PhD, RN, FAAN, dean and professor in the College of Nursing and Health Innovations at the University of Texas at Arlington. “In nursing education, a strong and positive culture that permeates throughout the institution not only helps nursing students stay in school and graduate, but ultimately provides the support needed for them to truly learn and develop the knowledge, skills and values today’s nurses truly need,” said Groenwald. To learn more about creating a culture of care and to order the book, visit the National League for Nursing website at http://nln.lww.com. ® 1 Groenwald, S. (2017). Designing & Creating a Culture of Care for Students and Faculty: The Chamberlain University College of Nursing Model.
March 2018
equal opportunity employment journal
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The mission of the ND Department of Corrections and Rehabilitation (DOCR) is to enhance public safety, to reduce the risk of future criminal behavior by holding adult and juvenile individuals accountable, and to provide opportunities for change. To accomplish this mission the ND DOCR utilizes more than 100 different job classifications and our team provides therapeutic rehabilitation and treatment, medical care, physical plant services, education, information technology, correctional industries, and a variety of dynamic correctional security and law enforcement jobs responsible for the security, rehabilitation, and management of adult and juvenile individuals in the custody of the ND DOCR. View our current job openings and application procedures online: www.nd.gov/docr/careers PO BOX 1898 • BISMARCK, ND 58502-1898
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March 2018
5 Future Jobs that Could Solve the Manufacturing Skills Gap by Isaac Maw
mart factories are a key aspect of the fourth industrial revolution, but a factory can’t evolve into a smart factory unless its workers evolve, too. The skills gap has a lot of manufacturers wondering about what the future holds. Should employers offer more pay to entice existing talent? How can we encourage students to pursue STEM and skilled education? As if finding skilled workers wasn’t hard enough, the industry is changing so fast that many careers end up being moving targets. Companies can’t implement cutting-edge digital solutions if their workforce doesn’t have the skills to use that new tech effectively. Perhaps the solution to the skills gap isn’t in filling old jobs, but creating new roles that maximize the effectiveness of digital technologies. According to a recent report by research institute UI Labs in collaboration with HR consultancy ManpowerGroup, that’s exactly what needs to happen. “By mapping the digital roles and skills of the future, our research will help companies and schools upskill today’s manufacturing workforce for the connected, smart machine and augmented-technology jobs of an increasingly digital enterprise,” said ManpowerGroup CEO Jonathan Prising. “This will help bridge the skills gap and highlights the advanced and attractive jobs emerging on the forefront of the manufacturing sector.” The report identifies 165 of those emerging roles—way too many to cover in a single article. Instead, here are five of the most interesting:
1. Chief Digital Officer (CDO)
Chief Digital Officers advocate for new technologies and envision how their companies can implement new ideas. Taking into account the specific needs of the organization, the CDO is tasked with identifying areas of improvement and implementing digital solutions, such as IIoT and automation.
Chief Digital Officers advocate for new technologies and envision how their companies can implement new ideas.
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2. Digital Manufacturing Engineer
A digital manufacturing engineer takes the vision of the CDO and makes it work. Their role includes designing and building new systems and processes that use advanced manufacturing technologies, like 3D printing. Reducing errors, increasing efficiency and designing manufacturing operations and systems are the main functions of this role.
3. Virtual Reality/Augmented RealitySystem Specialist
A VR/AR specialist finds manufacturing applications for these tools to support early product development, including design, engineering and analysis. These specialists find the best ways to provide workers with information, data and instructions, as well as supporting training, sales, and even product operation.
4. Worker Experience Designer
My ambition is to be myself and be heard. Synchrony Financial is more than a workplace— we’re a working forward place. A place that helps fulfill ambitions. A place where you’ll ensure customers succeed and we’ll do the same for you: through an extensive Diversity & Inclusion Network, leaders who believe differences are a competitive advantage, and a culture that celebrates you. Because we know you have goals of your own. And we’re here to help you achieve them.
Our Seven Diversity & Inclusion Networks: To avoid a skills shortage in your company, you need to do two things: retrain existing workers and attract new talent. Adapting to new on-thejob demands can be daunting for a worker (especially if they suspect their managers don’t really understand the new tech any better than they do). A Worker Experience Designer is there to streamline the interaction between operator and machine, whether that machine is a 3D printer or an inventory management app. This role is all about empowering and engaging workers, improving productivity and morale and reducing costs, inefficiencies and errors.
5. Digital Factory Automation Engineer
This person is always looking for ways to automate processes for improved productivity and quality. More specifically, a Digital Factory Automation Engineer impacts their workplace by upgrading obsolete manufacturing systems, with the goal of making information about processes and projects more accessible. The skills gap is a real problem, but if companies can equip themselves with the roles they need to fulfill the promise of Industry 4.0, the future can look a little more navigable. Check out the full workforce analysis, or for more about automation and advanced manufacturing, visit www.engineering.com Copyright © 2018 engineering.com, Inc. engineering.com brings the most influential voices in engineering to a worldwide audience of engineers. Our stories are informative, inspiring and entertaining.
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What are you working forward to? Engage with us at syfcareers.com
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A recognized strength of The Underwriters Group is its superior claims administration services for both employee benefits and workers’ compensation. Learn more about us at: www.uscky.com UNDERWRITERS SAFETY & CLAIMS 1700 Eastpoint Parkway • Louisville, KY 40223 Equal Opportunity Employer
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ICMA-RC, a financial services leader in public sector employee retirement products and services. ICMA-RC provides retirement saving and planning services for more than 9,000 government employers nationwide and more than one million city, state and county participant accounts. ICMA-RC associates are dedicated to our mission of helping public employees build retirement security. We are proud to serve those who serve us! To learn about current career opportunities throughout the United States, visit:
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March 2018
Options Available to Help Students Pay for College
W
by BrandPointContent.com
ith student debt increasingly becoming a longterm burden on graduates and families, says Peter Gayle, a vice president for Prudential Advisors, it’s never been more important to minimize the out-of-pocket expenses to put a student through college - and reduce reliance on student loans. To put the weight of student debt in perspective, The Federal Reserve Bank of New York noted that in 1995, 54 percent of graduates had loans averaging $11,491. It’s more recent data in 2015 showed 71 percent of graduates joined the workforce with student debt averaging slightly more than $35,000. What’s more, the Federal Reserve Bank of New York estimates 25 percent of those who owe federal student loans are delinquent or in default. The good news is that anyone willing to put in the time can likely find programs that help foot the bill - helping to reduce the need to take out loans - so a student’s education won’t break the budget or jeopardize a financial future. According to Gayle, families can take a few initial steps before choosing a school: • Learn how the financial aid process works and get the most out of options that don’t need to be repaid. • Understand each school’s actual net price - after financial aid - and set realistic expectations, choosing from the most affordable institutions. • Explore types of financial aid, including grants, work study programs and scholarships; examine the specific types of aid available per school and find out how much of a family’s demonstrated financial need each school will cover. • Understand the kinds of loans available, including a variety of federal loans and private loans, which may be used to fill any financing gaps after exhausting other options. • Understand how parents’ “available income” is used to calculate how much parents are expected to contribute to their child’s education, especially for federal financial aid purposes. Several guides, including Prudential Financial’s www.prudential.com/payingforcollege, can help families take a carefully considered approach to financing a college education while safeguarding a
student’s long-term financial future, including the ability to save for retirement. For families that must use student loans, the federal government is making it easier to understand how to borrow, process applications and repay loans through new online tools. Since 2010, all new federal loans, except Federal Perkins Loans, have been issued through the U.S. Department of Education, which offers information about borrowing and repaying loans. There are multiple options to repay federally funded student loans, which generally require repayments to start six or nine months after a student graduates, leaves school or drops to half-time enrollment. A few popular choices for repayment include types of income-driven plans, which calculate payments based on a borrower’s ability to repay. One catch: It’s critical to re-certify income and family size annually to avoid huge monthly payment increases. When debt becomes too burdensome, some loan programs offer forgiveness through public service, federal government employment, and options like teaching in underserved school districts. Private loans are trickier since there is no standard: Interest rates and repayment terms vary from lender to lender. It’s also worth considering the need for life insurance to cover the full loan balance to aid co-signers or beneficiaries in the event of the borrower’s death, says Gayle. Financial advisors would be well-equipped to help explore this and other options, Gayle notes. Employers are also beginning to offer employee student debt benefits to put their employees on a course for financial security. At Prudential Financial, for example, new employees hired through the company’s campus recruitment program beginning in January 2017 could earn an incentive of up to $5,000 toward paying off student loans after one year of service. Other companies match student debt payments with contributions to employee retirement savings plans. Studies show college education can be worth the price. The U.S. Census Bureau estimates that students who attend college can earn nearly twice as much over their lifetimes as those with only a high school diploma. But with college tuition continuing to rise, families must find the most effective way to finance a child’s college education to avoid jeopardizing their ability to save for retirement. Article provided by BrandPointContent.com “Prudential Advisors” is a brand name of The Prudential Insurance Company of America and its subsidiaries located in Newark, New Jersey.
March 2018
equal opportunity employment journal
Page 13
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Supreme Corporation is a leading manufacturer of specialized commercial vehicles including truck bodies, Trolleys, Armored and other commercial vehicles. Based in Goshen, Ind., the Company has vertically integrated operations nationwide – five manufacturing facilities and three service and distribution centers – positioned at strategic locations to serve the major geographic markets.
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- with live direct links equal opportunity Annual employment journal March 2018 Renewal for Diversity Ad in the February/March 2018 release * Includes dIgItal ad & Industry PostIng*
Innovate ·Grow Grow ·Imagine Imagine Innovate •
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Build Your Build Your Career CareerHere. Here.
Simpson Gumpertz & Heger Inc. (SGH) is a national engineering firm that designs, investigates, and rehabilitates structures and building enclosures. We are always looking for talented engineering candidates for all of our offices. To learn more about SGH and current job opportunities, visit our web site at www.sgh.com.
Federal-Mogul has LLC has For more morethan thana acentury, century, Federal-Mogul developed the ourour customers developed theinnovative innovativeproducts products customers need to need to produce produce the the next nextgeneration generationofofvehicles. vehicles.
SGH is an Equal Opportunity Employer and we value diversity in our workforce. We are committed to providing equal opportunities to all job applicants and employees. We consider all qualified applicants, and encourage individuals with disabilities and protected veterans to apply. We offer an excellent compensation and benefits package in a corporate culture based on learning and growth.
If you’re ready to lead an active role in your If you’re ready to lead an role in yourthen personal personal development andactive career growth, development and career growth, then we’re we’re ready for you. Federal-Mogul Corporationready is for you. recruiting Federal-Mogul LLCambitious, is currently currently talented, andrecruiting creative talented, creative individuals that individualsambitious, that are setand on innovating the future of automotive you’re readyoftoautomotive innovate, are set on technology. innovating Ifthe future grow, and imagine then it’s time to build your technology. If you’re ready to innovate, grow, and career with us. imagine then it’s time to build your career with us. Federal-Mogul Corporation is committed to providing equal employment opportunities forLLC all employees and applicants for employment based on Federal-Mogul is committed to providing equal employment individual qualifications and without to race, color, religion,based sex, on opportunities for all employees and regard applicants for employment age, national origin, sexual orientation, disability, status, maritalsex, individual qualifications and without regard to veteran race, color, religion, statusnational or any other similarly status. age, origin, sexualprotected orientation, disability, veteran status, marital status or any other similarly protected status.
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We offer the incentive and work environment where you can push yourself and achieve your goals. Flint Hills Resources owns and operates refineries, chemical plants and ethanol production plants in Minnesota, Texas, Iowa, Illinois, Nebraska and Georgia.
1/4/2018 4:25:53 PM
March 2018
equal opportunity employment journal
6 Incredible Podcasts about Women in the Workplace
N
Page 15
by Stuart Thomas
ot all that long ago, podcasts were a strictly niche pursuit, limited to those with access to high speed bandwidth and the time to spend listening to them. The past few years, however, have witnessed a podcasting revolution. These days, podcasts can attract audiences in the millions and become pop culture phenomena in their own right (witness Serial). At the same time, podcasts cover a wider array of topics than ever before. Here are few covering women in the workplace:
The Broad Experience
Presented by British-born writer and public radio broadcaster Ashley Milne-Tyte, The Broad Experience describes itself as “a conversation about women, the workplace, and success”. According to Tyte the show, which she started while studying at CUNY’s Entrepreneurial Journalism Programme, takes a deep dive into why so many ambitious women never quite reach their full potential. As Milne-Tyte points out, “there are many reasons why. They’ve often been boiled down to one thing: babies. It’s more complicated – and interesting – than that”.
Women, Work and Worth
Women, Work and Worth is a podcast created by Mavenly + Co, a company that “provides workshops and resources for professional women to help them design a career + lifestyle with purpose”. The podcast bills itself as being “for any woman wanting to navigate her life with intention and meaning”. With nearly 100 episodes to date (correct at time of publishing), there’s plenty for you to get your teeth stuck into.
Woman’s Work
While Woman’s Work isn’t the most regular podcast on this list (it claims to be monthly, but a trawl through the episode archive shows a few longer gaps), it does have a pretty cool premise. Hosted by Valentine Ubaldo and Grace Woodard, each episode features an interview with a lady who’s doing cool, creative work, and music inspired by the guest.
The Ladycast
Hosted by Alex Laughlin of the Washington Post, The Ladycast operates on a similar premise to Woman’s Work. That means plenty of interviews with “interesting and inspiring women about their career journeys”. Given Laughlin’s journalistic background though, it shouldn’t be too surprising that it also features episodes based on topical stories, including addressing the myth of the “lone male genius”.
Coffee Break w/ NYWICI
Hosted by Julie Hochheiser Ilkovich, this podcast is aimed specifically at women in the communications field. Each episode sees Illkovich ask guests to share their advice and experiences on popular career topics, like mastering the job interview, personal finances and negotiations, time management, and more.
#Girlboss Radio
Nasty Girl founder Sophia Amoruso is something of a superstar in the world of female entrepreneurship. #Girlboss Radio sees her interview inspiring female leaders about what it takes to run a business, how to manage people, and ensure that you make time for other parts of your life. The idea is to “humanise the known, champion the unknown”, and give people access to the best of female business leadership. Engage Me is the Middle East’s premier employee engagement and communications consulting firm. We are on a mission to build strong organisational cultures infused with community values and a sense of purpose.
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equal opportunity employment journal
and when we speak we are afraid
our words will not be heard nor welcomed but when we are silent we are still afraid So it is better to speak —Audre Lorde The Black Unicorn: Poems
J
ack feels uncomfortable having conversations with Maya beyond simple small talk. He doesn’t want to accidentally say the wrong thing or offend her. Particularly with all of the events in the news lately, he feels like he could easily and inadvertently say something insensitive. Yasmin is frustrated when her colleague Jamar raises concerns about biases in their performance review system. What does he know about bias? Bryce is reluctant to offer performance-related feedback to Reina because he has a hard time relating to her. When Jill sends Sheri an email “joke” about current race relations, Sheri doesn’t think it’s funny. But she worries about making a big deal about it. She and Jill have always been friends. Have you ever experienced any of these situations in the workplace? Or have you been confronted with the need to have a difficult conversation— but not known how? Having meaningful conversations about gender, race, and ethnicity in the workplace—communicating across differences—is important. To do so successfully, we need to acknowledge—and work through— roadblocks (i.e., beliefs, attitudes, or experiences) that can stifle progress. Continue reading to better understand some of these roadblocks and find practical approaches you can start using today.
Talking About Our Differences Is Difficult
We all have multiple identities (gender, race, ethnicity, sexual orientation, etc.) that affect our life experiences, how we perceive the world around us, and how we are perceived by others. Our backgrounds and cultures shape our identities, values, and beliefs, and they influence which topics we feel are suitable for discussion. Discussing how some aspects of our identities differ from other people’s— and ways we may experience privilege and disadvantage—can feel uncomfortable, accusatory, and potentially threatening. Because of this, having conversations about issues related to gender, race, and ethnicity is difficult. In the workplace, people often struggle with how or even whether to raise these issues, which are potentially taboo. While people may have good intentions, they may not know how to start a conversation or address a topic that is potentially uncomfortable. Why? • Gender inequities, racial/ethnic tensions, and everyday bias are embedded in human history and everyday interactions. They determine the relative value of our multiple identities. • These tensions and issues are amplified in current events, news coverage, and social media—and may feel even more polarizing. • Taking the perspective of someone who is
March 2018
Engaging in Conversa Race, and Ethnicity different from you requires openness and courage—and some level of vulnerability. • Our fears and desire to find exactly the right words can reinforce our silence.
Talking About Our Differences Is Beneficial
There are many benefits to talking about gender, race, and ethnicity in the workplace. Catalyst research shows that employees reported feeling included when they feel both valued for their uniqueness and a sense of belonging. When employees feel more included, they reported being more team-oriented and innovative. The potential to create a culture of inclusion is diminished every time we shy away from genuine conversations about the very things that make us unique. Imagine having to hide or cover an aspect of your identity—by fatigue, lack of knowledge, or perceived inability altering your appearance, not showing emotion about recent news events, or to make a difference, reflecting the risks or high avoiding certain behaviors—out of fear of rein- stakes involved. Three themes describe these roadblocks: forcing a stereotype. Would you feel valued or • There Isn’t a Problem (i.e., attitudes about accepted for your authentic self—and feel a sense whether issues of gender, race, and ethnicity of belonging? warrant concern). Openness and the ability to have difficult con• There’s No Benefit to Talking (i.e., judgments versations are needed to effectively communicate about whether it’s worth the effort to discuss across our differences and build inclusive workthese issues). places. Setting the foundation for developing • There Will Be Negative Consequences to authentic relationships, fostering collaboration, My Actions (i.e., experiences that influence and constructively resolving conflict all help whether someone speaks up or remains silent). But we can’t let “People are indeed caught—generally these roadblocks prevent us from having the conversations that will unconsciously—between acknowledging produce the inclusive and supthat gender discrimination can happen and portive environment we’d like. Learning how to surmount these the wish to construct a workplace in which obstacles takes practice, attention, and most importantly, intention. gender discrimination does not matter.”
Having meaningful conversations a in the workplace—communicating a
For each roadblock that we describe on the following pages, we also list actions you can take to start doing things differently now. The actions are divided into two categories: • Start a Conversation: Sometimes it’s hard to know how to broach a subject related to gender, race, or ethnicity. Use these conversation starters to open the door to somebody else’s perspective. • Pay Attention: Simply building a better awareness of how you experience your own gender, race, and ethnicity, and looking out for how
—Elisabeth K. Kelan
individuals share ideas, different viewpoints, and “outsider” perspectives that lead to complex discussions that can benefit business.
Conversation Roadblocks and How to Surmount Them
Roadblocks are assumptions, attitudes, or experiences that can stifle our ability to talk about our differences. They often have an underlying motivation such as fear, resistance, emotional
March 2018
equal opportunity employment journal
ations About Gender, y in the Workplace unique experiences other people may have. In many cases, there is a “think leader, think male” stereotype that can disrupt our ability to build inclusive workplaces and gender bias can become embedded in work processes and systems.
TAKE ACTION START A CONVERSATION • Ask my colleagues (of all genders) if they have ever experienced or witnessed biased behavior. What did it look like? What was said?
about gender, race, and ethnicity across differences—is important. others might experience theirs, can give you insight into these issues and help you understand why it’s so important to discuss them. In order to be successful, it’s also helpful to follow some basic Conversation Ground Rules. With this mindset in place, you will be more likely to have conversations that increase mutual respect, insight, and knowledge.
THERE ISN’T A PROBLEM ROADBLOCK:
“Gender differences don’t matter— we view women and men equally.”
• Ask my women colleagues if they think there are any unwritten rules or social norms that they have to abide by or pay attention to in our workplace that don’t apply to men colleagues in the same ways (e.g., how they’re expected to look, talk, or act).
PAY ATTENTION • Do I feel more comfortable when gender differences are not acknowledged? • How do I challenge—or perpetuate—gender stereotypes in my thoughts and actions? For example, “Are there words I use to describe the behavior or performance of women that I do not use to describe the behavior or performance of men?” • How do I demonstrate my interest in learning more about my colleagues’ experiences? For example, can I ask, “I recognize that this has been my experience at our company. What has your experience been?”
When discussing gender differences at work, people may state that their workplace operates as a meritocracy. Meritocracy implies that there is a level playing field where employee merit (intel• Whom do I invite to a working lunch? ligence, skills, ability, and effort) determines Whom do I recommend for stretch success. While we may want to believe that genopportunities when they arise? der differences don’t matter, there is significant If it’s more often men than women, evidence across fields and industries that gender how can I challenge myself to be biases, discrimination, and sexism still exist. In more equitable? fact, recent numbers show us how women, in particular, are disadvantaged: in US S&P 500 companies, women hold only 19.9% of board THERE ISN’T A PROBLEM seats and comprise only 26.9% of new board seat ROADBLOCK: appointments. Sometimes, we also hear people state that since “We don’t see color—only people.” they haven’t personally experienced or witnessed exclusion based on gender, race, or ethnicity, It is not racist to see a person’s race or ethnicthen it doesn’t exist in their workplace. But this ity—it is in fact a normal tendency. A person’s sense of distance does not take into account the race/ethnicity is a “complex fusion of factors
Page 17 “Critical dialogue has the power to unite our workplaces and create environments where everyone feels free to share diverse perspectives and bring their full selves to work.” —Catalyst, Getting Started with MARC
including social values, skin color, cultural traits, physical attributes, diet, region of ancestry, institutional power relationships, and education.” Ignoring differences— and similarities—across gender, race, and ethnicity can lead to confusion and misunderstanding. For example, researchers found that white people who endorse colorblind beliefs engage in more biased behaviors, leading non-dominant ethnic groups to be less engaged with their work. Furthermore, at least some of these ethnic groups express distrust and feel threatened by organizations where they are underrepresented and the leaders promote colorblind ideologies. On the other hand, white people can feel excluded from multiculturalism—a pluralistic ideology that recognizes and celebrates differences. Avoiding conversations about race to maintain neutrality will not create an ideal work environment for all employees. People’s different backgrounds should be honored, and celebrating differences should be encouraged. An allinclusive multicultural approach offers promise: that the organization can create an employee community where everyone feels both a sense of uniqueness and a sense of belongingness.
TAKE ACTION START A CONVERSATION • Ask my colleagues who have a different racial, ethnic, or cultural background than mine if they feel our workplace honors their identity and experiences. • Ask my colleagues if they think people would feel more included if we talked about our differences. For example, “I’ve noticed that this organization touts being ‘colorblind’ as a good sign of inclusion. Let’s test this idea by asking people if they would feel more or less included if we did talk about our differences, even though we might not know how to do so yet.” • Ask my colleagues how they think we can build trust and authenticity in our workplace by having conversations across race/ethnicity about racially biased behavior.
PAY ATTENTION • Have I ever felt invisible because of some aspect of my identity gender, race/ethnicity, age, religious background, sexual orientation, etc.)? If so, what was the impact on me personally? • Have I ever felt the need to “cover” a part of my identity?
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equal opportunity employment journal
• How might my colleagues share feelings of invisibility when they hear others say “we don’t see color” or “we are colorblind”? • Which do I think would make for a more connected and team-oriented culture: one that claims not to notice differences? Or one that intentionally encourages curiosity about how to leverage different insights, experiences, and viewpoints to reach its goals?
March 2018
where lighter-skinned women experience more educational, occupational, or economic gains than Asian, Latina, and black women with darker skin. This can affect discrimination in recruitment/hiring decisions and create economic disadvantages for women not only in the United States but in regions around the world.
THERE’S NO BENEFIT TO TALKING ROADBLOCK: “Race and ethnicity are not relevant in certain places.” With increasingly global work environments, issues of gender, race, and ethnicity do matter across cultures. We must pay attention to cultural differences and be sensitive to history and nuances. For example: • Religion is an overlooked part of training in diversity and inclusion initiatives, even as religious diversity is increasing as a result of employee and employer migration. • In countries such as Denmark, where there is a “lack of a Nordic vocabulary for the term race” or in “ethnically homogenous” countries such as Korea, discussing how ethnic differences intersect with gender (among other factors) helps us better understand experiences of inclusion and exclusion. • Tensions around immigration and nationality have spiked around the world. Issues such as global terrorism and the Syrian refugee crisis demand conversations that encompass religion, ethnicity, gender, and nationality. • Bias and discrimination based on skin tone is an ongoing concern in many global areas, including India and the United States. Researchers found that in the United States, skin tone creates a social stratification,
TAKE ACTION START A CONVERSATION • Talk to my colleagues about what the most salient issues are for different ethnic groups in our country, in our organization, and in our work team. • Ask my colleagues if they feel different from team members because of their own race and ethnicity. • Encourage one-on-one or group discussions about traditionally “unspoken” issues related to race or ethnicity in the culture in which I am working. For example, “I’d like to talk about how we can make our team meetings more inclusive and build trust among teammates. What are one or two issues we need to put on the table, but are usually overlooked or considered undiscussable? Why do we find these issues undiscussable? Why are they important?” • Create opportunities for learning about different cultural traditions or experiences from your colleagues.
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As Oklahoma’s largest and most diverse hospital, OU Medical Center features a winning team of world-class academic and private physicians, nurses and health care specialists; a team that is earning an international reputation for excellence, innovation and positive outcomes; a team of medical professionals capable of treating a full range of patients, from the tiniest premature baby to the most critically ill senior; a team that supports Oklahoma with quality patient care, medical education and research. We are the only Level One Trauma Center in the state, Level Four NICU, and Comprehensive Stroke Center. We offer a variety of opportunities across multiple service lines, including hospital operations, corporate, clinical, and support service. For more information about us, or to apply, please visit:
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An EEO Employer
Thomas Jefferson University and Thomas Jefferson University Hospitals are committed to excellence in the delivery of patient care, educating the health professionals of tomorrow and discovering new knowledge. As one of the most distinguished medical institutions in the country, our history is filled with outstanding people and accomplishments. Diversity, inclusion and cultural competence are critical components of our mission and we celebrate the uniqueness of each of our employees every day. To learn more about Jefferson visit www.jeffersonhr.org To apply online visit Recruit.jefferson.edu
THOMAS JEFFERSON UNIVERSITY AND HOSPITALS
March 2018
equal opportunity employment journal PAY ATTENTION
• How do my cultural background and experiences shape how I perceive the world (values, beliefs, sense of fairness) and how others may perceive me? How do I think my experiences would be different if I were working in a different country or region? • What do I want my colleagues to know about my day-to-day experiences as a member of my racial/ethnic or cultural group(s)? • How might racial homogeneity in a particular place make differences feel even more salient? • What are the best ways to learn more about the experiences of different racial/ethnic or cultural groups in the country where I work? Within my organization? Among my team members? • Under which circumstances do I feel more or less comfortable discussing issues of gender, race, and ethnicity? Are there any common features across those instances? What would it take to make me feel more comfortable?
THERE’S NO BENEFIT TO TALKING ROADBLOCK: “Talking about our differences can only further divide us.” Current events often highlight social injustices against racial/ethnic or religious groups, as well as issues of sexual violence, victim blaming, and shaming. Social media and news outlets amplify awareness and dialogue about these inequalities and injustices as they occur around the world. What we see and hear in mainstream society often focuses on individual bias and
Since 1952, We strive to hire Robley Rex only the best! VAMC has been improving the You may view our health of the men and women who announcements online have so proudly and receive application materials by visiting our served our website at: nation. We consider it www.louisville.va.gov/ careers our privilege to serve your health or for more information visit us online at: care needs in any way we can. www.va.gov
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“bad behavior,” rather than broader systemic or societal problems. These messages may reinforce a common misconception: that talking about these issues will fuel interpersonal conflict and create divisions among social groups in the workplace and in communities. They create fear that more harm will occur than good. Indeed, talking about gender, race, and ethnicity may feel uncomfortable— even gut-wrenching at times—and it requires some risk-taking. However, we must not let our fears and discomfort get in the way of using one of our most powerful tools—our voices—to build inclusive work environments so that everyone feels valued, respected, and heard. For inspiring examples of how several organizations helped individuals talk about differences, see the Conversations in Action sections throughout this document.
TAKE ACTION START A CONVERSATION • Ask my colleagues what fears or misconceptions prevent them from having discussions about differences. Do they assume that differences will be divisive? • Ask my colleagues if they think that not talking openly about our differences perpetuates assumptions, stereotypes, and biases or not. • Ask my colleagues how they think we can make progress on these issues. For example: Invite my colleagues to talk about the many ways we are all different—and how our unique differences should be acknowledged and valued. Ask my colleagues to think about times when discussing “difference” (in any sense) has led to a positive outcome. Share resources for having difficult conversations in the workplace in a healthy way.
Robley Rex VA Medical Center 800 Zorn Avenue Louisville, KY 40206 The United States Government does not discriminate in employment on the basis of race, color, religion, sex (including pregnancy and gender identity), national origin, political affiliation, sexual orientation, marital status, disability, genetic information, age, membership in an employee organization, retaliation, parental status, military service, or other non-merit factor.
RWJ’s New Brunswick and Somerset campuses are now part of RWJBarnabas Health. RWJBarnabas Health is the most comprehensive health care delivery system in New Jersey. RWJBarnabas Health is New Jersey’s second largest private employer – with more than 32,000 employees, 9,000 physicians and 1,000 residents and interns – and routinely captures national awards for its outstanding quality and safety. Learn more about us and our current job openings:
www.rwjuh.edu www.rwjbh.org
E O E / M i n o r i t i e s / Fe m a l e s / Ve t / D i s a b i l i t y
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equal opportunity employment journal
The Agricultural Division of Bridgestone Americas Tire Operations, L.L.C. is located in Des Moines, Iowa, stands on almost 120 acres and has 1500 employees. Our company offers a competitive benefits package and many development opportunities for our teammates, including an on-site college program, leadership training and technical training. To view current openings or to apply online visit www.bato-bridgestone.icims.com.
March 2018 PAY ATTENTION
• What topics are “off limits” in the workplace? • Who gets penalized or rewarded for talking about difficult issues at work, and by whom? • Have I ever tried to have a conversation across differences and it failed? Did I feel defeated or disheartened? Did I acknowledge my role in things not going as expected? Did I learn from the experience and commit to continued practice?
Bridgestone Americas Tire Operations, L.L.C. Agricultural Division 4600 N.W. 2nd Avenue | Des Moines, IA 50313 | EOE
• Have I ever tried to discuss difference and had a positive experience? What actions or experiences led to the positive outcome? How could I encourage more of those types of conversations?
THERE’S NO BENEFIT TO TALKING ROADBLOCK: “Talking won’t solve anything.” We’re delighted you’re interested in joining Kentucky’s leading health care provider. We are a comprehensive health system strengthened by our Catholic, Jewish and academic heritages and inspired by our shared values. Our vision is to be the premier, integrated, comprehensive health system in the Commonwealth providing high-quality care close to home — reducing the incidence of disease and eliminating inequities in access. We are fortunate to attract people who believe in our mission and who are dedicated to the service of our patients and their families. Whether you have a clinical or non-clinical background, we have allied health, professional, technical, administrative and clerical opportunities from entry level to senior management from which you can choose.
View and apply online for current open positions: We’re and delighted you’re interested joining Kentucky’s leading health care provider. View apply online forincurrent open positions: We are a comprehensive health system strengthened by our Catholic, Jewish and
KentuckyOneHealth.org/careers academic heritages and inspired by our shared values.
Our vision is to be the premier, integrated, comprehensive health system in the close to home — reducing the incidence of disease and eliminating inequities in access. We are fortunate to attract people who believe in our mission and who are dedicated to the service of our patients and their families. Whether you have a clinical or non-clinical background, we have allied health, professional, technical, administrative and clerical opportunities from entry level to senior management from which you can choose.
Commonwealth high-quality care KentuckyOne Health isproviding an Equal Opportunity Employer
Sometimes people can perceive that talking about gender, race, and ethnicity is not productive. That is, many individuals are not equipped to have deep conversations about sensitive issues, and thus it is difficult to discuss these topics in a meaningful way. Understandably, this can cause frustration, but it should not suppress dialogue. Organizations must develop preventive strategies to help employees learn how to communicate effectively across differences—how to handle emotions and be humble enough to learn from those with different perspectives. Speaking up, rather than remaining silent, is essential. Oftentimes, valuing different perspectives and learning about people as individuals can challenge biases and help resolve potential conflict in a positive way. We all have a responsibility to equip ourselves to have meaningful conversations in search of a more inclusive environment. Also, remember that practice makes progress.
SavaSeniorCare
View and apply online for current open positions: KentuckyOneHealth.org/careers
The SavaSeniorCare affiliated facilities believe that successful careers are built upon RESPECT, and positive resident and KentuckyOne Health is an Equal Opportunity Employer patient experiences begin with positive employee experiences. We realize our employees chose a career where taking care of others is their main goal. We believe that creating an environment where everyone knows his or her value and importance is key.
We focus on people.
Whether it's a thank you from a resident, a smile from a family member or a pat on the back from a fellow employee, your overall employee experience is important to us.
Their lives.
Consider joining us in one of the many fulfilling careers we offer.
savacareers.com
Our residents.
Their health. Their families.
No person employed by or admitted to any of the company’s affiliated facilities shall on the grounds of race, color, religion, age, sex, natural origin, ancestry, or disability, be excluded from participation in, be denied benefits of, or otherwise be subject to discrimination in the provision of any care, service, or admission.
TAKE ACTION START A CONVERSATION • Ask my colleagues how we might be able to build trust and gain insights into one another by talking about our differences. • Ask my colleagues if they’ve ever been able to work through differences with another person, and how. • Ask my colleagues to identify “off-limits” issues— then discuss how not talking about these issues can derail inclusion. Continued on page 30
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MPI Research has conducted thousands of drug safety, discovery, bioanalytical, and analytical studies. MPI Research is always looking for top performers to join us in providing the best preclinical research possible to biopharmaceutical, medical device, animal health, and chemical companies. To be considered for employment at MPI Research, apply online at www.mpiresearch.com. 54943 N. Main St. • Mattawan, MI 49071-9399 MPI Research is proud to be an Equal Opportunity Employer.
6339 Mill Street Rhinebeck, NY 12572
www.astorservices.org Astor Services for Children & Families is a community based, non-profit organization that provides children's mental health services, child welfare services, and early childhood development programs. Astor serves children and families in New York State's Mid-Hudson Valley region and the Bronx.
Medela provides the most technologically advanced, superiorquality breastpumps and breastfeeding accessories to nursing mothers around the world. A longtime champion of breastfeeding, Medela is the only company to develop products based on research by the world’s leading lactation experts. As leaders in the industry for more than 30 years, the US team at Medela is passionate and dedicated to helping more moms provide breast milk to their baby. Medela employs about 800 people in the US, and more than 1,200 around the world, including clinicians, researchers, designers, engineers – and parents, too.
For more information visit our website at:
www.medela.us
An Equal Opportunity Employer
Job opportunities are available in the following areas: early childhood, social work, psychology, education, nursing and more. Astor Services does not discriminate against individuals on the basis of race, color, national origin, sex, disability, genetic information, sexual orientation, or age in its programs, activities, or employment.
Carolinas Hospital System is your community healthcare provider Carolinas Hospital System does not discriminate in any way to deprive any person of employment opportunities or otherwise adversely affect the status of any employee because of race, color, religion, sex, sexual orientation, genetic information, gender identity, national origin, age, disability, citizenship, veteran status, or military or uniformed services, in accordance with all applicable governmental laws and regulations. For job opportunities visit our website at
www.carolinashospital.com
805 PAMPLICO HIGHWAY • FLORENCE, SC 29505
One Thousand Caregivers. One Job. Your Health. The Charlotte Hungerford Hospital is a 109-bed, general acute care hospital located in Torrington, Connecticut, that serves as a regional healthcare resource for 100,000 residents of Litchfield County and Northwest Connecticut. CHH offers personalized attention from an expert team of caregivers and physicians that utilize advanced technology and clinical partnerships in a convenient, safe and comfortable patient environment.
For a complete listing of all open positions, please visit:
www.charlottehungerford.org/jobs
Human Resources
■ Phone: (860) 496-6345 ■ Fax: (860) 496-6631
540 LITCHFIELD STREET • TORRINGTON, CT 06790
The Charlotte Hungerford Hospital (CHH) is an equal opportunity employer and does not discriminate on the basis of race, color, religious creed, age, sex, national origin, ancestry, marital status, sexual orientation, genetic predisposition, physical or mental disability in any of its employment practices.
The Boise VA Medical Center proudly serves veterans in the Boise, Idaho area in its main medical center and in three community-based outpatient clinics. VA offers a wide range of career fields and opportunities. Visit www.vacareers.va.gov to view and apply for current open positions. Learn more about us at www.boise.va.gov. We stand in support of equality for and advancement of all people based on their qualifications and actions alone without regard to color, gender, age, religion, national origin or disability.
BOISE VA MEDICAL CENTER 500 West Fort Street | Boise, Idaho 83702
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equal opportunity employment journal
5 Reasons Hiring People with Disabilities is Good for Business and the Rest of Us
T ORANGE COUNTY TRANSPORTATION AUTHORITY 550 South Main Street • Orange, CA 92683
The Orange County Transportation Authority (OCTA) is a multi-modal transportation agency serving Orange County. Searching for a challenging and rewarding career? Are you ready to work with a team of talented professionals? Then discover the many career opportunities OCTA has to offer. Visit www.octa.net for more information. We are an equal opportunity employer.
VA Long Beach Healthcare System 5901 East 7th Street • Long Beach, CA 90822 The VA Long Beach Healthcare System is one of the most diversified tertiary health care providers in the VA. It is a teaching hospital, providing a full range of patient care services, with state-of-the-art technology as well as education and research. Whatever the job title, every position in VA will give you a chance to make a meaningful and personal contribution to the lives of truly special and deserving people - our Veterans. VA offers generous paid time off and a variety of predictable and flexible scheduling opportunities. For more information about us and our current vacancies, please visit: www.longbeach.va.gov EOE
March 2018
by the American Association of People with Disabilities (AAPD)
he legacy of the Americans with Disabilities Act (ADA), at least in part, can be reflected back to us in the Millennials – an entire generation that has grown up with and benefited from the landmark law. In all that time (25 years), however, the employment opportunity for Americans with disabilities has changed little. America must get people with disabilities participating in the economic mainstream. But will business embrace hiring people with disabilities? The answer is yes – absolutely. And here’s why.
Reason 1: People with disabilities represent a talented, untapped labor market
In 2013, an estimated 70.7 percent of working-age adults were employed in the United States. By comparison, less than 30 percent of working-age Americans with disabilities participated in the workforce (Bureau of Labor Statistics, 2014). Americans households with an adult member with a disability earned 38 percent less in 2012 – or, an estimated $37,300 in household income compared to $60,600 – than households without an adult member with a disability (Cornell University, 2014). Working-age adults with particular disabilities, such as developmental disabilities, fare worse. More than eight out of 10 working-age adults with developmental disabilities do not have a paid job in the community. People with disabilities constitute the nation’s largest minority group and its highest level of unemployment. Senator Tom Harkin, in his final speech from the floor of the U.S. Senate, noted this disparity, saying “we must do more on employment of people with disabilities” (Nonprofit Quarterly, 2014). This group’s notable absence from our collective workplace is troubling but also holds promise. People with disabilities represent a huge, talented and untapped labor market. Salon.com has said they “may be the best workers no one’s hiring,” except that more and more businesses are hiring people with disabilities – and gaining a competitive edge. Germany software company SAP’s new Autism at Work program calls is “a skill play” (Disability Scoop, 2014). So says a 2013 blueprint by Delaware governor Jack Markell, 2012-13 chair of the National Governors Association, which suggests that governors can respond to skilled workforce concerns by introducing businesses “to an often-ignored talent pool”: people with disabilities. The blueprint goes on to say that “individuals with disabilities are a valuable asset for business,” with businesses reporting such “positive outcomes” as productivity increases and “a workforce that reflects their consumer base.” The blueprint notes the particular success of Walgreens, for which distribution center employees with disabilities represent between one-third and more than 50 percent of its workforce. Studies of the Walgreens experience demonstrate “a 120 percent productivity increase,” declines in absenteeism, less turnover, and improved safety. Other employers, such as Google, refers to workplace diversity as a “science of inclusion” that “makes [them] a better company” with better products for all of their consumers. A workplace inclusive of people with disabilities better positions business not only to represent and respond to consumer preferences, but also to leverage new, untapped skills and talents and gain an edge on the competition.
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equal opportunity employment journal
Reason 2: Hiring people with disabilities improves corporate culture
Reason 3: It also benefits the bottom line
Hiring people with disabilities doesn’t just improve the talent pool at the office – it also improves the office culture. A recent study by the Institute for Corporate Productivity (i4cp), which surveys and analyzes the practices of high-performing businesses, found that one of the reasons employers proactively hire people with disabilities is that it supports their corporate culture. As the report states, this positive impact “is brought about in two ways: [it] adds highly motivated people to the workforce (which can lead to increased productivity) and it promotes an inclusive culture that appeals to the talent pool organizations want to attract.” That’s a win-win!
Growing Careers. Building Relationships. At MaineHealth, we set the bar high. Because when the goal is to make our communities the healthiest in America, everyone makes a difference. Join the MaineHealth System, and you’ll receive the opportunities, resources and support you need to help us get closer to our goal. All while advancing your career to where you want it to be. For a complete listing of MaineHealth System
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When i4cp conducted their recent survey, they targeted high-performing businesses, or businesses with impressive market share, revenue growth, profitability and customer satisfaction. Part of the data they looked at was how diversity and inclusion (D&I) practices impacted the bottom line. What they found isn’t surprising to those of us that think about D&I on a regular basis: high-performing businesses are twice as likely as low-performing ones to emphasize D&I as a matter of policy, and more than twice as likely to specifically include people with intellectual and developmental disabilities in those goals. Forty-three percent of respondents found that hiring people with disabilities “produce[d] measurable or observable business benefits.”
St. John’s Episcopal Hospital in partnership with our community, provides exceptional healthcare and education programs in an academic setting across the continuum of care. We deliver high quality, value based services with cultural sensitivity to the faiths and traditions of those we serve. For career opportunities visit us online at:
www.ehs.org
organizations and current openings:
www.careersatmainehealth.org 327 Beach 19th Street • Far Rockaway, NY 11691 MaineHealth is an equal opportunity and affirmative action employer.
San Gorgonio Memorial Hospital is a 79-bed, non-profit community hospital, with a dedicated team of highly qualified professional staff. We are located in Banning, CA, one of the fastest growing communities in the Inland Empire, close to Palm Springs and Riverside, CA. We are looking for enthusiastic, energetic, and dedicated health care professionals who want to become a part of our team as we grow to meet the needs of our ever growing community. Take advantage of our competitive salaries and excellent benefit package and see why working at SGMH is the right move to make. Come grow with us! M/F/D/V/SO EOE
We are an equal opportunity employer.
Mendocino Coast District Hospital is a JCAHO accredited medical facility serving a district which encompasses the coastal corridor from Elk to Westport in Mendocino County, California. MCDH is the “sole provider” of hospital services for the region, providing emergency and primary care, and assisting with preventive and rehabilitation services. As a non-profit organization, we are continually working to insure that our staff receives the best compensation we can offer, and that each employee is able to practice their profession in an atmosphere in which they know they are valued. For more information, please visit www.mcdh.org. We consider applicants for all positions without regard to race, color, religion, sex, national origin, age, marital or veteran status, the presence of non-jobrelated medical condition or disability, or any other legally protected status.
Please visit us at: www.sgmh.org
600 N. Highland Springs • Banning CA 92220 951-769-2167
Mendocino Coast District Hospital 700 River Drive • Fort Bragg, CA 95437
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equal opportunity employment journal AE Business Solutions is a Midwest based privately held IT consulting and Systems Integration Company that has been providing information technology and business solutions to organizations throughout Wisconsin and the Midwest for over 65 years.
AE Business Solutions hires the best and the brightest. We are looking for people who are committed to hard work and excellence. To explore our current opportunities, please visit www.aebs-staffing.com. To apply send your resume to wfm@aebs.com or 2310 Crossroads Drive, Suite 2800, Madison, WI 53718.
www.aebs.com • EOE
A leader in the office furniture industry. Nationwide career opportunities. See our career opportunities at www.hnicareers.com and listed with state workforce training and development centers. As Affirmative Action/Equal Employment Opportunity Employers, the operating companies of HNI Corporation make employment decisions without regard to race, color, ethnicity, religion, sex, age, creed, disability, veteran status, marital status, sexual orientation, gender identity, national origin, citizenship, genetic information, or other basis protected by law, and take affirmative steps to employ and advance in employment qualified minorities, females, protected veterans and individuals with disabilities.
Visit www.eoejournal.com
for more diversity and inclusion news!
Oscar G. Johnson Veterans Affairs Medical Center is located in the Upper
Peninsula of Michigan. The organization provides primary care at the VA Medical Center in Iron Mountain, as well as at six outpatient clinics. At Oscar G. Johnson VA Medical Center, we strive to hire only the best! Working with and for America’s Veterans is a privilege, and we pride ourselves on the quality of care we provide. If you have what it takes, please consider applying for one of our available positions.
Human Resources Management Service Oscar G. Johnson VA Medical Center 325 East H Street • Iron Mountain, MI 49801 Phone: 906-774-3300 ext. 32281/ext. 32280
March 2018
This finding is not unique. A recent Best Practices guide by the U.S. Business Leadership Network (USBLN) suggests that “[s]uccessful businesses recognize that incorporating disability in all D&I practices positively impacts their companies’ bottom line.” The guide features examples from companies such as 3M, PepsiCo, and Merck among others of the benefits and importance of hiring people with disabilities. And, there is more than survey or anecdotal evidence supporting this conclusion. A joint DePaul UniversityIllinois Department of Commerce and Economic Opportunity report, “Exploring the Bottom Line: A Study of the Costs and Benefits of Workers with Disabilities” (2007), conducted cost-benefit analysis using data from 13 companies, finding that the average cost of accommodating employees with disabilities – at $313 – was far less than the benefits, which included lower absenteeism and longer tenure. A U.S. Department of Labor Job Accommodation Network (JAN) report similarly suggests “workplace accommodations not only are low cost, but also positively impact the workplace in many ways.” In more than half of the cases examined, requested workplace accommodations had no cost (e.g., scheduling flexibility, teleworking, dress code allowances). The JAN report identified other benefits stemming from the accommodations: retaining valuable employees, improving productivity and morale, and reducing workers’ compensation and training costs, among others. The report also found that other accommodations had an average cost of $500.
Reason 4: It’s responsive to government guidelines and broader employment trends toward more inclusive workplaces
The federal government has revised implementation guidelines for Sec. 503 of the Rehabilitation Act of 1973, changes that now require federal contractors to set an aspirational hiring target of 7 percent of people with disabilities. While this target only applies to contracts of $50,000 or more, with the significant role federal
For more information visit:
www.usajobs.gov • www.va.gov www.ironmountain.va.gov
The United States Government does not discriminate in employment on the basis of race, color, religion, sex (including pregnancy and gender identity), national origin, political affiliation, sexual orientation, marital status, disability, genetic information, age, membership in an employee organization, retaliation, parental status, military service, or other non-merit factor.
Veteran Proud It is with a deep sense of pride and dignity that we proudly support and honor all of America’s sons and daughters that have served. We are an equal opportunity employer devoted to diversity, inclusion, and veterans succeeding in the workforce. Veterans and individuals with disabilities encouraged to apply. Billings Clinic is a community-owned, not-for-profit health care organization with more than 4,000 employees, including over 400 physicians and advanced practitioners offering more than 50 specialties. Our organization is the community’s largest employer and serves patients in Montana, Wyoming and the Western Dakotas. For more information, please visit billingsclinic.org/careers
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equal opportunity employment journal
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FEDERAL RESERVE BANK OF PHILADELPHIA
Businesses that hire people with disabilities will create more diverse workforces that better reflect their customers, respond to changing consumer preferences, and help them to enter new markets. contractors play in the American workforce – representing 22 percent! – this regulatory revision is an important one. Complimenting these targets is a new federal requirement for employers to collect information about the disability status of employees and job applicants. For years, businesses have hired without knowing whether an employee had a disability. Not knowing how many individuals with disabilities a business employs makes it harder, not only for them to report and show proactive hiring efforts, but also to take a proactive approach to accommodating their employees. It also makes it tough for businesses to do more to advance an inclusive workplace. And to prepare themselves to respond to a growing need to accommodate tenured and highly valued Baby Boom employees, who may incur disability as a part of the aging process (U.S. Census Bureau, 2014). Plus, as touched on early, these same trends will be co-occurring across the consumer community. Businesses that hire people with disabilities will create more diverse workforces that better reflect their customers, respond to changing consumer preferences, and help them to enter new markets. It’s not just about being responsive to government guidelines; it about business being response to broader trends pushing toward workplace inclusion.
Reason 5: Finding talented people with disabilities is getting easier all the time.
Times have changed. New technologies and new ways of doing business mean that people with disabilities can be a vital part of today’s workforce with no-cost or low-cost accommodations. Text-to-speech technology, such as Dragon and Siri for iPhones and iPads, are commonplace and relatively inexpensive. The same is true for teleworking: often used to accommodate work-life balance, it also accommodates people with issues related to transportation. Increasingly, the non-profit sector and businesses are teaming up on innovative projects to help build workplaces that value the role that disability plays in the workplace and market-place. The Disability Equality Index (DEI) is the result of one such partnership, between the USBLN and the American Association of People with Disabilities. The DEI helps businesses that are seeking ways to enhance their diversity efforts around disability inclusion. While the private sector is identifying methods to truly integrate disability into overall diversity strategy, there remains a need for a universal disability inclusion index that is objective, evaluative, reflective and forward-thinking in a way that helps business reach the next level. The DEI is a forward-thinking tool that empowers and encourages companies to become industry leaders.
Where do we go from here?
Though a lot has changed in the two-decades-plus since the ADA, there is still more to be done when it comes to employing people with disabilities. Government is leading by example, setting the bar for itself and its contractors toward a more inclusive workforce. It’s also giving business new tools, like the revised Section 503 requirements. Business, for its part, is partnering with nongovernmental organizations and other stakeholders in increasingly innovative ways. The DEI is just one example, but there are countless others. We need more of these examples – more initiatives like those of the DEI, closer partnership between the public and the private sectors, and greater openness to new ways of doing business. There’s a lot riding on this: realizing the potential people with disabilities represent in the American workforce, which is good for business and the rest of us. The American Association of People with Disabilities (AAPD) is a convener, connector, and catalyst for change, increasing the political and economic power of people with disabilities. As a national cross-disability rights organization, AAPD advocates for full civil rights for the over 56 million Americans with disabilities by promoting equal opportunity, economic power, independent living, and political participation.
The Federal Reserve Bank of Philadelphia offers its employees competitive salaries, a comprehensive benefits package, and a work environment conducive to career advancement and personal development. We seek individuals who will support the Bank’s high standards for quality, integrity, and premier customer service. View and apply online for current opportunities
www.philadelphiafed.org
The Bank values diversity among employees in terms of race, ethnicity, sexual orientation, socio-economic status, age, religious beliefs, political beliefs, and other attributes that differentiate individuals.
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Thompson Health, comprised of affiliated health-related corporations, is committed to providing an integrated health care system to promote and support the health and well-being of the community. Visit www.thompsonhealth.com and browse our “Careers” section for a full listing of our job descriptions, benefits and employment information, and to apply online. 350 PARRISH STREET — CANANDAIGUA, NEW YORK 14424 We are an Equal Opportunity Employer and do not discriminate based on race, color, gender, age, disability, religion, marital status, citizenship, national origin, sexual orientation, gender identity, or veteran status.
March 2018
Opening Eyes to the Benefits of Hiring Military Veterans in the Healthcare Industry by Matthew McCabe
6801 Airport Boulevard Mobile, AL 36685
Providence Hospital is a full service, 349-bed medical/surgical facility. Providence Health System is committed to competitive wages and benefits, a safe and supportive work environment, and nondiscriminatory practices. We invite you to join our team. View and apply online for current open positions at
www.providencehospital.org
Providence Hospital is an equal opportunity employer.
Tosoh Bioscience, Inc. (TBI) provides highly sophisticated diagnostic systems to doctor’s offices, hospitals and reference laboratories.
Equal Opportunity Employer M/F/D/V
The employee work environment is fast-paced, challenging and offers opportunities for personal growth and career advancement. TBI employees are focused on the collective vision of providing quality products and services through innovation. For information regarding job openings at TBI, or to submit an application, please visit the Tosoh Jobs Portal online at: www.tosoh.iapplicants.com Learn more about us at: www.tosohbioscience.com 6000 Shoreline Court • Suite 101 • South San Francisco, CA 94080
Holy Redeemer’s holistic approach to healing is unique among healthcare providers. Caring for the total person goes beyond the act of delivering excellent medical care. It involves meeting the emotional, spiritual and social services needs of those we serve.
From maternity and neonatal services, to end-of-life care and every stage of life in between, Holy Redeemer’s services focus on your total well-being. 521 Moredon Road Huntingdon Valley, PA 19006 For more information or for current employment opportunities visit us at careers.holyredeemer.com and apply online. Equal Opportunity Employer
Regardless of the industry your business serves, there are multiple benefits to hiring veterans as a member of your team.
T
he start of the 21st century has been unlike any other in American history. The nation has experienced economic highs and lows, and drudged its way through 14 years of war and strife. Millions of brave men and women have sacrificed life and limb to serve this country overseas, protecting the freedom of the American people. They do their job without complaint, exhibiting a steadfast determination to achieve the objectives set forth for them, with little say in the process. Now, with combat troops home from Iraq and winding down commitments in Afghanistan, millions of America’s finest are returning home in search of normalcy. These individuals are returning to a different America, but they bring with them numerous skills and character traits instilled through service and tested on the battlefield. The push to ensure that the nation’s veterans have employment when they leave military service has been underway for years. Regardless of the industry your business serves, there are multiple benefits to hiring veterans as a member of your team. Some of these benefits apply to military members entering any civilian role. Other benefits apply to specific industries. The healthcare industry is an area of the American economy that is under great strain. Just as America’s veterans served their country in war, so too can they serve their country at home as qualified professionals in the healthcare industry.
Loyalty
During basic training, all military members are broken down and remolded as soldiers, sailors, and Marines in the US Armed Forces. Values including trust and loyalty are instilled, which become valuable on the field of battle. This same loyalty is not lost when the uniform comes off. Veterans have a unique understanding of the value of loyalty. They know from experience that loyalty adds to the proficiency of a team and builds trust in the workplace. In an economic news release from June 2014, the United States Bureau of Labor Statistics found that the average company spends $30.11 per hour on average to compensate employees. This cost includes the basic expense incurred for sustaining an employee, but does not include costs such as the training and mentoring of employees learning the job as they go. Given the significant investment businesses make in the average employee, businesses should be looking to hire employees that exhibit loyalty and invest themselves
March 2018
equal opportunity employment journal
in the company through hard work and language and have traveled extensively. This means that they not only have the abildedication. ity to communicate in other languages, but Work Ethic understand the nuances of communication Veterans understand the importance of with individuals from other cultures. As your business deals with globalization, schedules, consistency, and devotion to a cause. Businesses succeed or fail not just hiring a military veteran positions because of the product or service offered, your company to succeed in a highly but because of the individuals supporting competitive climate. These individuals the product or service. If your employees bring a high degree of technical literacy don’t exhibit professional maturity, it is that can streamline communication within your organization. Additionally, veterans hard for the company to succeed. Time spent in the service instills in veterans have the experience necessary to facilitate a lifestyle dependent upon adherence to accurate and efficient communication with a schedule and consistent performance. clients from all walks of life. There are no off days in a warzone. When servicemembers bring a slacker’s attitude What this Means for to training and preparation, they put their Healthcare lives and the lives of others at risk. For a The healthcare industry is undergoing
When your company is looking to build a culture of productivity and self-motivation, hiring a veteran is a step in the right direction. business, judging the professional maturity of candidates can be difficult. However, in hiring a veteran your business can rest assured that it is bringing in an employee that understands scheduling, consistency, and a strong work ethic.
Productivity
With so many tech tools in the workplace today, it is important that all employees have a sense of self-discipline. You expect your employees to respect corporate policies regarding Internet usage, social media, and general productivity in the workplace. Today’s economy offers a challenging environment in which your business can ill afford the inefficient work habits and idle time of your employees. When your company is looking to build a culture of productivity and selfmotivation, hiring a veteran is a step in the right direction. In order to succeed on the battlefield, veterans have been trained to work efficiently, ask questions when necessary, and exercise self-discipline at all times. The result is an individual that not only has industry-specific skills, but also the soft skills (professionalism, attitude, etc.) needed to succeed in any company.
Communication
The biggest challenge facing any business today is globalization. Communication across international and cultural lines is imperative, and military members have the extensive training your business needs to communicate across these boundaries. Many veterans speak more than one
a tremendous revolution. Between rapid technological innovation, integration, and workforce shortages, the healthcare industry should be turning to military veterans as a source of high-quality talent. Military healthcare professionals use advanced technological tools, adapt to changing procedures, and work tirelessly for the health of others, all while missiles fly overhead, bombs drop nearby, and supply lines face a constant threat. Healthcare workers are in short demand at a time when supply is on the rise. Veterans are prepared to hit the ground running in a civilian healthcare setting after spending years working in military healthcare settings. There are a few factors that make military veterans uniquely positioned to transition into healthcare more easily than other industries:
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OAK VALLEY HOSPITAL
350 South Oak Avenue • Oakdale, CA 95361 • EOE Current openings include full-time and per diem positions. If you would like to join our team, please email your resume to Brian Beck - VP Human Resources at bbeck@ovhd.com. For more information visit:
www.oakvalleycares.org
RRM Design Group is an award-winnin design firm of architects, civil engineer landscape architects, planners, surveyor and LEED® accredited professionals. RRM Design Group is an award-winning design firm of
If landscape you like to apply for possible futu architects, civil engineers, planners, RRM Design Group is would an architects, award-winning opportunities with RRM Design Group, please visit ® accredited professionals. surveyors,firm and LEED design of architects, civil engineers, www.rrmdesign.com landscape planners, surveyors, If you wouldarchitects, like to3765apply for possible future S. Higuera Street, Suite 102, San Luis Obispo, CA 93401 ® opportunities with RRM Design Group, please visit: and LEED accredited professionals. RRM Design Group is an Equal Opportunity Employer
www.r r m d esig n .co m
If 3765 youS. Higuera would Street, like Suite to apply for Obispo, possible future 102, San Luis CA 93401 RRM Design Group is an Equal Opportunity Employer opportunities with RRM Design Group, please visit:
www.rrmdesign.com 3765 S. Higuera Street, Suite 102, San Luis Obispo, CA 93401 RRM Design Group is an Equal Opportunity Employer
• Medical standards and patient loads are the same in both military and civilian healthcare settings. • Medical jargon is the same in both settings, as are many of the procedures and protocols defining healthcare. • Veterans come from a high-stress, demanding setting that is more intense than civilian healthcare, allowing them to adjust quickly and make positive contributions. Finally, many veterans have already seen unique and bizarre cases serving in a military healthcare setting. When caring for other military members, veterans deal with injuries, diseases, and other physical ailments that occur with less frequency in civilian healthcare sectors. The next time your healthcare company posts job openings and receives a flood of resumes, take a few extra minutes to scour the pile for the resume of veterans. By no means should you ignore civilians with equal or greater experience. Instead, understand the unique character traits and skills that veterans offer, and remember the benefits listed above as you determine which individual best suits the needs of your company. Article provided by Constant-Content.com
Delaware North Companies Parks & Resorts at KSC, Inc. Mail Code DNPS Kennedy Space Center, FL 32899
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equal opportunity employment journal
Valley View School District 365U and the Board of Education, in partnership with the diverse community we serve, will maintain a safe environment for students and staff by providing encouragement for engaged learning opportunities that result in continuous improvement for all students. Valley View School District shall not discriminate on the basis of race, color, national origin, sex, age, religion, handicap, sexual orientation, or gender identity in its programs and activities.
801 W. NORMANTOWN ROAD | ROMEOVILLE, IL 60446 | EOE
To view and apply for current opportunities, visit: www.vvsd.org
The Virginia Department of Environmental Quality is dedicated to protecting Virginia’s environment and promoting the health and well-being of the citizens of the Commonwealth. For more information visit our website at: www.deq.virginia.gov PO Box 1105 Richmond, VA 23219 Email: stacey.westfall@deq.virginia.gov We stand in support of equality for and advancement of all people based on their qualifications and actions alone without regard to color, gender, age, religion, national origin or disability.
We are seeking faculty and staff who are committed to the community college mission, actively engaged in promoting diversity, and prepared to use their unique strengths to experiment and innovate in the name of student success. For more information visit:
www.necc.mass.edu NECC is an Affirmative Action, Equal Opportunity Employer. Women and Minorities are encouraged to apply
100 Elliott Street — Haverhill, MA 01830
BRYANT-DURHAM is a full-service specialist for Electrical and HVAC needs.
5102 Neal Road • Durham, NC 27705 Ph: (800) 849-2526 • www.bryantdurhamelectric.com We stand in support of equality for and advancement of all people based on their qualifications and actions alone without regard to race, gender,age, religion, national origin or disability.
Brooke Glen Behavioral Hospital is an equal opportunity employer. We are committed to creating a corporate culture which promotes integrity as a fundamental basis for all decisions by its employees and those with whom the company deals. To find out about employee opportunities, please visit:
www.brookeglenhospital.com Brooke Glen Behavioral Hospital 7170 Lafayette Avenue • Fort Washington, PA 19034
March 2018
Transitioning from Military Service to Working for the Federal Government by Ron Kness for ClearanceJobs.com
If you’re making the military-to-civilian transition, there are a number of benefits to working for the federal government.
If
you have been separated or retired from military service for awhile and working in the civilian world, you know things are different on the outside. Some people make the military-to-civilian transition easily while others have a harder time with it. Some never fully adjust. If you are one that has given adequate time to make the adjustment and it just is not happening, you could be a good candidate for employment in government service at the federal level. Besides having a structure similar to the military, there are a host of benefits that you can get from working for the federal government, like: Annual Leave, Sick Leave. Military Leave, Credit for Retirement, Participation in the Thrift Savings Plan
Annual Leave Annual Leave is a term the federal government uses for “vacation time”. Most new employees coming in from the civilian world without prior military or federal service start at the bottom of the benefits ladder at 4 hours per bi-weekly pay period which equates to 13 days per year. However military service can count toward annual leave accrual. With at least three years of military service, but less than 15 years, annual leave starts at 6 hours per pay period or 20 days of leave per year, instead of 4 hours/13 days. More than 15 years of military service (but less than retirement eligibility at 20 years in most cases) starts at an even higher rate at one day per pay period or 26 days per year.
Sick Leave
While annual leave accrual increases with longevity, sick leave does not; it is a constant 4 hours per pay period.
Military Leave
Federal government employees also serving their country as members of the National Guard or Reserves, get up to 15 days per year of paid military leave they can use to fulfill their military obligations. Not only do they get paid from their job, but also collect their military pay. Most civilian companies make employees take vacation time or leave without pay for military training. Some companies make up the difference between the two pays if military pay is lower than their civilian pay.
Credit for Retirement
Former military members have an option worth considering – making a deposit for military service. Under this benefit, one can make a deposit into their retirement account based on their amount of basic military pay. For example, for a FERS employee the amount is 3%. This deposit increases the amount of retirement from the federal government service once retirement eligible. For military separated employees, it is a way to use their military service time to increase retirement pay. On the other hand, members retired from military service have the option to draw their military retirement pay without making a deposit or to waive their military retirement in lieu of making a deposit into their retirement account. An experienced financial planner in this area can advise which is the better way to go.
Participation in the Thrift Savings Plan
In addition to annual leave, the federal The federal government also has its own government also gives you paid time off if you are sick – 4 hours per pay period. retirement savings and investment plan
March 2018
equal opportunity employment journal
called Thrift Savings Plan or TSP – the same basic plan used by the military. Similar in nature to 401(k) plans on the outside, federal government employees can designate an amount each pay period that will go into their TSP account. The advantage over many civilian companies is that the federal government also contributes to your account: one percent automatic and up to 5% matching. In other words, you automatically get 1% put into your TSP account whether you
contribute to it or not. However, if you do contribute to your account, they will match what you put in up to a maximum of 5% per pay period, along with the automatic 1%. TSP is above and beyond the standard retirement pay. And if you left your TSP in when you got out of the military, you can transfer it over to the federal government side. As you can see, being a former military member and working for the federal government has
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many advantages to it besides being a structured environment more like you were used to while serving in the military. Paid leaves, retirement credit, TSP, retirement and job stability just add to the appeal of continuing service to your country by working for the federal government. Ron Kness retired in November 2007 as a Senior Noncommissioned Officer after serving 36 years of service with the Minnesota Army National Guard. Kness is a regular contributor to ClearanceJobs.com.
Brooke Grove Foundation’s mission is to “Touch People’s Lives”® by providing excellent service, showing respect and radiating kindness. If you are interested in a rewarding job experience that will make a positive difference in the lives of others, we have a position for you! Our employment opportunities are listed on our website at: www.bgf.org
www.ButlerHealthSystem.org Butler Health System (BHS) is a growing community health system that provides healthcare services in locations throughout Western Pennsylvania. We are a network of doctors, nurses and other healthcare professionals, personally invested in the community, who are focused on providing individualized care for every patient we treat. At BHS, we are neighbors taking care of neighbors for the benefit of the whole community.
The centerpiece of BHS is Butler Memorial Hospital, founded in Butler County, Pennsylvania in 1898. Let us be at the center of your career and the heart of your success. We offer competitive pay, an attractive benefits package, and FREE parking. Butler Health System welcomes your skills and experience at our expanded facility. We are at the forefront of medical technology and nationally recognized for the care we provide!
One Hospital Way • Butler, PA 16001 • (724) 284-4494
Brooke Grove Foundation is an Equal Opportunity Employer and does not discriminate in admissions, employment, contracting with consultants or acceptance of volunteers on the basis of race, color, religion, sex, handicap, sexual orientation, or national origin. 18100 SLADE SCHOOL ROAD • SANDY SPRING, MARYLAND 20860
Founded in 1904, Presbyterian Homes is an independent, not-for-profit and faith-based organization with a national reputation for creating extraordinary retirement communities. We serve older adults through our acclaimed retirement communities in Evanston, Lake Forest and Arlington Heights, IL.
EOE/Disabled/Vets
When you work for Presbyterian Homes, you make a difference in the lives of others. www.presbyterianhomes.org
Presbyterian Homes is an equal opportunity employer and, in accordance with the requirements of all applicable state and federal laws, does not discriminate in hiring or employment practices on the basis of race, color, religion, creed, national origin, sex, ancestry, marital status, unfavorable military discharge, disability, age, sexual orientation or any other legally protected status.
Join Us to Make a Difference
InSPiRe better Health
Taking care of patients in our seven hospitals, outpatient specialty clinics, and primary care centers is what we do best. Every day. To learn more about how you can join our award-winning team, visit CarilionClinic.org/careers or contact a recruiter at 800-599-2537. From moment one, we put patients first. Equal Opportunity Employer Minorities/Females/Protected Veterans/Individuals with Disabilities/Sexual Orientation/Gender Identity
Carilion Roanoke Memorial Hospital and Carilion Roanoke Community Hospital were awarded Magnet Recognition by the ANCC.
You belong here
+ Only not-for-profit, community-owned and locally governed healthcare system in NW Arkansas + Located in Fayetteville, AR; Ranked #3: U.S. News Best Places To Live Rankings
Apply today at wregional.com/jobs
We believe in passion for life. Together, we create solutions that increase health and save lives. Find out how you can join us and bring your passion to our team! We are dedicated to increasing the quality and efficiency of care. We serve the needs of acute and long-term care in more than 100 countries worldwide and have great opportunities for passionate and talented people. Please visit our website for current vacancies.
https://www.getinge.com/int/careers/ An equal opportunity employer
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PAY ATTENTION NavCom Defense Electronics, Inc. is a high quality designer and manufacturer of navigation systems, altimetry systems and test equipment for the Department of Defense. 9129 STELLAR COURT • CORONA, CA 92883
www.navcom.com
We stand in support of equality for and advancement of all people based on their qualifications and actions alone without regard to color, gender, age, religion, national origin or disability.
Fun & Games Like No Place Else!
Canterbury Park is an Equal Opportunity / Affirmative Action Employer.
For current job listings visit us online: http://canterburypark.com/jobs 1100 Canterbury Road, Shakopee, MN 55379 952.233.4888 jobs@canterburypark.com Canterbury Park offers an attractive employment package to everyone on its staff. A package that includes competitive wages, flexible schedules, employee discounts, and, of course, an exciting atmosphere to work in.
We stand in support of equality for and advancement of all people based on their qualifications and actions alone without regard to color, gender, age, religion, national origin or disability.
Chattanooga, TN • Kingsport, TN Knoxville, TN • Memphis, TN Nashville, TN • Tupelo, MS Visit our website for information and current job opportunities:
www.powerequipco.com
• What power dynamics between individuals, teams, departments, etc., prevent me from having or encourage me to have meaningful conversations about gender, race, and ethnicity? • When conversations about differences in background or experience become heated or uncomfortable, do I shut down? Do I speak up? How do I avoid assigning blame? How can I use listening as a tool to help bridge differences? • What circumstances encourage me to speak up or stay silent? • Knowing that dialogue fuels action, what is one thing I can do differently to hold myself and others responsible for communicating across differences, even when things feel hopeless?
THERE WILL BE NEGATIVE CONSEQUENCES TO MY ACTIONS ROADBLOCK: “People think I’m overly sensitive, and I feel that my experiences are minimized.” A sure way to shut down a constructive conversation is to suggest someone is being “too sensitive” and make assumptions about the validity of their feelings. These sentiments disempower and shame people. They diminish their experiences, feelings, and sense of worth, particularly when taking gender, race, and ethnicity into account. They assume that the conversation isn’t even worth having. This can affect those in both dominant and non-dominant groups. In these moments, a constructive conversation can quickly turn into an emotionally charged exchange. Defensiveness is high, tensions can rise, and resentment starts to brew. Instead of sharing and learning from someone different from you, it is easy to inadvertently reinforce exclusionary behaviors.
TAKE ACTION START A CONVERSATION • Ask my colleagues if they have ever felt that their experiences were minimized.
Bryan Health...Where Passion meets Purpose • Innovative treatments and technology • Compassion for patients and each other • Pride in the work we do to change lives
Join our team
• Nationally recognized two-time winner of The Advisory Board’s Excellence in Employee Engagement Award • Non-profit, Nebraska-owned and trusted healthcare organization • Employees who feel valued and supported in meaningful work
• Ask people who are different from me how they experience their own gender, race, or ethnicity—and then really listen to the answer.
PAY ATTENTION Forward. Together. Learn more at:
bryanhealth.org/careers EEO/AA - M/F/V/D
• Am I attuned to the unique perspectives and experiences of other people? • What can I do to step into another person’s shoes and learn more about their experiences? • How can I give equal weight to people’s different experiences— while also honoring experiences of discrimination, prejudice, and disadvantage? • What steps can I take to help others build skills in active— and compassionate—listening? • In what ways can I serve as an ally and help bridge differences during difficult situations?
Watsco Inc. is the largest distributor of air conditioning, heating and refrigeration equipment and related parts and supplies (HVAC/R) in the HVAC/R distribution industry.
Just as diverse as the employees that work here, are the jobs they have been hired to do. If you are self-motivated to win, and want to help us continue to revolutionize the industry, send us your resumé.
www.watsco.com 2665 South Bayshore Drive • Suite 901 • Coconut Grove, FL 33133 Watsco, Inc. is an Equal Opportunity Employer
Catalyst research shows that leaders who employ behaviors of empowerment, accountability, courage, and humility help team members feel psychologically safe at work. Open and honest dialogue can help foster genuine relationships and trust in the workplace. It can also show compassion and a desire to take the perspective of someone who is different from you. Together, we must hold ourselves and others accountable for shared learning and growth—everyone in the workplace has a responsibility to build inclusive environments where we all feel valued, heard, and connected. This article has been edited from the original because of space restraints, but we felt it was important to share this information with you. Please download the article in its entirety here: http://www.catalyst.org/system/files/engaging_in_conversations_about_gender_race_and_ethnicity_in_the_workplace.pdf
Catalyst. Engaging in Conversations About Gender, Race, and Ethnicity in the Workplace. New York: Catalyst, 2016. This product was developed as part of Catalyst’s Women of Color Research Agenda: New Approaches, New Solutions. Sponsors: General Motors Foundation and the PepsiCo Foundation
March 2018 Continued from page 3
the slaves—the Union Army, including hundreds of thousands of black soldiers and sailors, had done that. Rather than focusing on two men, the black community, he believed, should focus on the countless black men and women who had contributed to the advance of human civilization. From the beginning, Woodson was overwhelmed by the response to his call. Negro History Week appeared across the country in schools and before the public. The 1920s was the decade of the New Negro, a name given to the Post-War I generation because of its rising racial pride and consciousness. Urbanization and industrialization had brought over a million African Americans from the rural South into big cities of the nation. The expanding black middle class became participants in and consumers of black literature and culture. Black history clubs sprang up, teachers demanded materials to instruct their pupils, and progressive whites stepped in and endorsed the efforts. Woodson and the Association scrambled to meet the demand. They set a theme for the annual celebration, and provided study materials—pictures, lessons for teachers, plays for historical performances, and posters of important dates and people. Provisioned with a steady flow of knowledge, high schools in progressive communities formed Negro History Clubs. To serve the desire of history buffs to participate in the re-education of black folks and the nation, ASNLH formed branches that stretched from coast to coast. In 1937, at the urging of Mary McLeod Bethune, Woodson established the Negro History Bulletin, which focused on the annual theme. As black populations grew, mayors issued Negro History Week proclamations, and in cities like Syracuse, New York, progressive whites joined Negro History Week with National Brotherhood Week. Like most ideas that resonate with the spirit of the times, Negro History Week proved to be more dynamic than Woodson or the Association could control. By the 1930s, Woodson complained about the intellectual charlatans, black and white, popping up everywhere seeking to take advantage of the public interest in black history. He warned teachers not to invite speakers who had less knowledge than the students themselves. Increasingly publishing houses that had previously ignored black topics and authors rushed to put books on the market and in the schools. Instant experts appeared everywhere, and non-scholarly works appeared from “mushroom presses.” In America, nothing popular escapes either commercialization or eventual trivialization, and so Woodson, the constant reformer, had his hands full in promoting celebrations worthy of the people who had made the history. Well before his death in 1950, Woodson believed that the weekly celebrations—not the study or celebration of black history-would eventually come to an end. In fact, Woodson never viewed black history as a one-week affair. He pressed for schools
equal opportunity employment journal to use Negro History Week to demonstrate what students learned all year. In the same vein, he established a black studies extension program to reach adults throughout the year. It was in this sense that blacks would learn of their past on a daily basis that he looked forward to the time when an annual celebration would no longer be necessary. Generations before Morgan Freeman and other advocates of all-year commemorations, Woodson believed that black history was too important to America and the world to be crammed into a limited time frame. He spoke of a shift from Negro History Week to Negro History Year. In the 1940s, efforts began slowly within the black community to expand the study of black history in the schools and black history celebrations before the public. In the South, black teachers often taught Negro History as a supplement to United States history. One early beneficiary of the movement reported that his teacher would hide Woodson’s textbook beneath his desk to avoid drawing the wrath of the principal. During the Civil Rights Movement in the South, the Freedom Schools incorporated black history into the curriculum to advance social change. The Negro History movement was an intellectual insurgency that was part of every larger effort to transform race relations. The 1960s had a dramatic effect on the study and celebration of black history. Before the decade was over, Negro History Week would be well on its way to becoming Black History Month. The shift to a month-long celebration began even before Dr. Woodson death. As early as 1940s, blacks in West Virginia, a state where Woodson often spoke, began to celebrate February as Negro History Month. In Chicago, a now forgotten cultural activist, Fredrick H. Hammaurabi, started celebrating Negro History Month in the mid-1960s. Having taken an African name in the 1930s, Hammaurabi used his cultural center, the House of Knowledge, to fuse African consciousness with the study of the black past. By the late 1960s, as young blacks on college campuses became increasingly conscious of links with Africa, Black History Month replaced Negro History Week at a quickening pace. Within the Association, younger intellectuals, part of the awakening, prodded Woodson’s organization to change with the times. They succeeded. In 1976, fifty years after the first celebration, the Association used its influence to institutionalize the shifts from a week to a month and from Negro history to black history. Since the mid-1970s, every American president, Democrat and Republican, has issued proclamations endorsing the Association’s annual theme. What Carter G. Woodson would say about the continued celebrations is unknown, but he would smile on all honest efforts to make black history a field of serious study and provide the public with thoughtful celebrations. Article provided by Daryl Michael Scott for ASALH at www.asalh.org
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Capstone Turbine Corporation® is the world’s leading producer of low-emission microturbine systems We compete for the best talent and we believe you will find our organization to be a dynamic and rewarding place to work. At Capstone you will be a part of a diverse group of people who take great pride in making a difference. Capstone is an affirmative action/ equal opportunity employer. 21211 Nordhoff Street • Chatsworth, CA 91311 • E-mail: jobs@capstoneturbine.com
www.microturbine.com
Baldwin Filters provides many opportunities for you to further your career. We offer a variety of established career paths in engineering, accounting, marketing, sales, business analysis, human resources, information technology and production. To view a complete listing of open positions at Baldwin Filter, visit online at:
www.baldwinfilter.com
4400 East Highway 30 • Kearney, NE 68847 Baldwin Filters is an EO Employer, M/F/V/D
NECC comprises dedicated individuals who serve in a number of capacities. We offer competitive salaries, outstanding benefits, and a career development program second to none. NECC employs more than 1,200 professionals, and we believe that workplace diversity is a valuable asset. Our firm commitment to diversity stems from our belief in the benefits of incorporating different backgrounds, perspectives, cultures, and life situations within our organization.
View our latest job postings at
www.necc.org
We stand in support of equality for and advancement of all people based on their qualifications and actions alone without regard to color, gender, age, religion, national origin, or disability.
The New England Center for Children 33 Turnpike Rd. Southborough, MA 01772
SMG is the “gold standard” in public facility management. No municipality or outside management company can match the breadth and range of our capabilities. Since SMG was founded in 1977, we have brought more than 230 facilities under management worldwide. SMG is known as a tireless advocate for the municipalities we represent. We have the programs, systems and talent in place to ensure that all SMGmanaged facilities run smoothly and every event we host feels like a celebration to patrons, fans and guests.
www.azjobconnection.gov www.smgworld.com SMG is an Equal Opportunity/Affirmative Action employer, and encourages Women, Minorities, Individuals with Disabilities, and protected Veterans to apply. VEVRAA Federal Contractor
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YOU ARE A FORCE TO BE RECKONED WITH.
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We get it. We see your potential. That’s why we want you on our team doing vital and challenging work essential to the security of our nation. Consider Air Force Civilian Service (AFCS). Your talents and professional skills will find a home with us and your unique perspectives will be highly valued. We offer you a supportive and inclusive workplace where excellence is rewarded and work-life balance is a priority. Factor in great benefits and you’ll see why AFCS is a place where you can excel. At 180,000 strong we too are a force to be reckoned with. Find your place with us and watch your career soar. Forces. Joined. AFCivilianCareers.com/eoej
Equal opportunity employer. U.S. citizenship required. Must be of legal working age.