EOEJOURNAL JULY 2020

eoe journal

JULY 2020

eoejournal

Table of Contents

Editorial Comment

B

efore we ever heard about the COVID-19 coronavirus, life in the United States was moving forward as it does, reaching for a future that was designed, planned, perhaps even somewhat expected. But our lives have changed since we've learned what this novel coronavirus can do. So now what? What are we to make of COVID-19?

It certainly has been devastating for many. Closed businesses, the loss of countless jobs, people getting sick, and too many dying. It has changed the way we think about the world around us, and has caused us to reconsider what moving forward actually looks like.

But the question is not whether COVID-19 is harming us, because we know it has. The question is, will we find a meaningful message in this pandemic for our future?

Some people think COVID-19 is giving us an opportunity to slow down and take a closer look at how we maneuver in the world and what we want our priorities to be. I think that's true. I also think there are many who wish to rebuke this idea and want to get back to "life as normal" as soon as possible. It's hard to imagine that happening as we are now in the "second wave" (or at least an extended first wave) that seems to be even more relentless than it was initially.

The idea of getting "back to normal" is dwindling with each day that passes. Traveling for pleasure, sporting events, live music in large venues, and all types of festivals, are things being reconsidered. Working from home is now the norm rather than the exception.

But we humans are a resilient bunch, and we have excelled at morphing to new conditions. This will not be the end of us. We will get past this, whether we adjust to a "new normal" or gravitate back to the previous one.

Until then, please stay safe.

Lisa Petty, Editor Equal Opportunity Employment Journal

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Some Hope (and tips) for Sustainability Job Seekers During COVID-19 Page 3 15 Great Reasons to Hire Veterans

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10 Ways to Support LGBT Employees

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Online Education for Healthcare Professionals

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Five Healthcare Jobs that Require Two Years of College or Less

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7 Ways to Improve Diversity in the Workplace

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How To Be Happy and Stay Happy Page 19 Working with Different Generations in the Workplace: What You Need to Know

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4 Tips to Help You Recruit People with Disabilities

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July 2020

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Some Hope (and tips) for Sustainability Job Seekers During COVID-19 L

BY TRISH KENLON

ike many of you, I have family, friends, colleagues, and clients that have been, and continue to be, deeply affected by the coronavirus.

Some have gotten sick, several have lost their jobs, and all are dealing with the mental health implications of either social isolation or providing an essential service to the public during a pandemic.

After spending too much time reading record-breaking bad news, I desperately needed to find some hope. So, I did what I always do when I need help – I reached out to my friends and colleagues who work in sustainability. Those of you already in this field know that there is no better group of problem solvers, analytical thinkers, or optimists out there and I was fortunate to have some great conversations that gave me the hope I was looking for. Please don’t get me wrong: things are very, very bad right now on a number of different levels. But I was able to uncover a lot of signs pointing to the fact that things will, eventually, get better, at least from an economic and jobs perspective.

For starters, there are several incredibly smart people who think things will get consistently better once people can move freely again. Larry Fink, Chairman and CEO at BlackRock, wrote in an article on March 30th that while there are significant risks and challenges ahead, he believes that the economy will recover steadily. His position is based on the fact that the global markets aren’t fighting against the same structural challenges as they were during the 2008 financial crisis coupled with the fact that central banks and governments are moving quickly to respond.

So that’s some good news for the economy overall. How about sustainability in particular? There was a lot of speculation in 2008 that companies would simply dump their sustainability programs the moment the economy and profits shrank. And while some did, many did not, and I think that corporate sustainability programs will fare even better during this crisis.

John Davies, Vice President and Senior Analyst at GreenBiz Group, sat down on April 6th with Cynthia Curtis, SVP of Sustainability at JLL, and

"...companies that have been investing in embedding sustainability practices across their businesses are likely to survive or even emerge stronger once this pandemic is over."

Jeff Senne, Responsible Business Leader at PwC, to chat about how the pandemic is affecting the profession of sustainability. The entire article is worth a read as the guests discuss their beliefs that the “Social” component of ESG will emerge as an important topic for sustainability leaders going forward and we should all be prepared for that professionally. For me, the most encouraging part of that article was that they all seemed to agree that companies that have been investing in embedding sustainability

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It’s encouraging to see so many new job openings being created even as some cities are in the thick of their projected peak infection weeks.

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July 2020

practices across their businesses are likely to survive or even emerge stronger once this pandemic is over. That’s reassuring if you’re a job seeker who wants to work in corporate sustainability since it tells me there are many companies out there who are likely to continue to invest in those efforts even in a recession.

The graduate sustainability programs I spoke with indicated that Davies’ intuition is correct. While several students have seen internships cancelled and some employers have decided not to move forward with the hiring process, those stories appear to be the exception and not the rule, at least for the time being. Generally, the larger, well-established companies that come to graduate programs for sustainability talent have been honoring their commitments to both students and their sustainability initiatives. Understandably, most, if not all, of these roles will be remote at least to start.

One theory as to why this might be is that companies that invest in sustainability tend to be better managed and therefore have stronger balance sheets that can support continued hiring. It could also be that companies with a strong focus on ESG performance are generally better at managing non-financial operating risks such as employee relations, consumer accommodations, and supply chain resilience. These companies truly understand that how they treat their people during a crisis can have major implications for both brand reputation and their ability to attract and retain employees in the future.

I continue to see about the average number of new jobs posted every day across corporate sustainability, sustainability consulting, circular economy, and climate related nonprofits by Katie Kross, Managing Director of the Center for Energy, Development, and Global Environment (EDGE) at Duke University and Ellen Weinreb, Managing Director of the executive search firm Weinreb Group. It’s encouraging to see so many new job openings being created even as some cities are in the thick of their projected peak infection weeks.

A quick look at Ed’s Clean Energy and Sustainability Jobs List from March 29th and April 5th was also filled with promise. Many state energy agencies and national labs are still actively hiring. I asked a friend who works at the intersection of energy and policy his thoughts as to why this is happening. He said that because the budgeting cycle is so long for federal and state positions, many of these jobs are still funded and fairly secure. And that’s generally true for most energy and sustainability related policy jobs in government; I’ve only heard of a handful of cities that have had to furlough employees in the sustainability office. The cities that have done this had to do so because they get most of their funding from sales tax which has been badly impacted by businesses being closed.

There is the possibility that some great energy jobs could be created out of the upcoming stimulus package that lawmakers are hoping to pass in April. The 2009 American Recovery and Reinvestment Act (ARRA) included over $20 billion for renewable energy tax cuts and weatherization. Now, even more than a decade later, there is still huge potential in this country for additional investment in renewable energy, energy efficiency, and energy infrastructure such as EV charging stations. The World Resources Institute (WRI) hosted a webinar on April 3rd explaining the benefits of including something similar to ARRA in future stimulus packages in order to create jobs and further decarbonize our economy.

The recruiters I spoke with had also noticed an encouraging trend. While there was a dip in overall open positions in March, there was a significant increase in the number of banking and finance roles related to ESG, risk management, and climate change. Continued investor

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equal opportunity employment journal

demand is pushing more and more companies to look for leaders with experience analyzing and addressing the risks associated with climate change, engaging with impact investors, and ensuring that portfolio companies are complying with the ever-increasing number of regulations around energy management and other issues. That’s fantastic news for folks who want to work in ESG and risk functions from reporting to analysis to program management.

The main point I’d like you to take away from all this is: if you are a job seeker right now, don’t worry, things will get better. Yes, hiring for many roles in the sustainability space has slowed, a lot, but it hasn’t stopped entirely and there are several areas like finance, policy, and (possibly) clean energy that are still actively hiring or will be very soon.

There are many indicators that once people can go back to work, we’ll start to see hiring pick back up, and there will still be corporate sustainability teams left to join.

SO NOW WHAT?

Now that you know that hiring for work in sustainability is still happening (hooray!), what does that mean for you as a job seeker?

1. It’s time to double down on your networking—with some minor adjustments

If you’ve ever read any of my articles or heard my interview on the Sustainability Defined podcast, you already know that I’m a big believer in the power of networking. Now more than ever, is when your investments in relationship building and putting yourself out there are going to pay off. Keep working on your strategic networking plan as much as possible. As you reach out to both new and established connections, try to keep a few things in mind: • Be sensitive to the fact that the other person’s life may be a bit upside down at the moment. While some people are home with nothing but free time on their hands, others may be trying to juggle adjusting to full time remote work with homeschooling their kids, caring for elderly relatives, or ensuring they have enough food in the pantry to get through the week. When asking for a few moments of someone’s

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time to chat, be sure to include an acknowledgement that now might not be a good time. Be patient and offer flexibility to connect sometime in the future if that’s the case.

• Now is a great time to lend a hand, if you can. Some professional networks are struggling to find ways to keep members connected and engaged, and many nonprofits aren’t able to host fundraising events that are critical to keeping their programs running. If there’s an organization you have a relationship with or want to get involved with, reach out to a few board members and offer to help them with organizing an online event, conducting membership outreach, or anything else you could bring to the table.

• Get involved in a political campaign. Eban Goodstein, Director of Graduate Education in Sustainability at Bard College in New York, encouraged everyone during the Solve Climate by 2030 event to find a candidate that they believe in and get involved in their 2020 campaign. It’s a great way to expand your network, learn a lot about the issues, and build communication, persuasion, and other important skills. This is also an incredibly exciting time get involved since canvassers are unlikely to be knocking on doors anytime soon and campaigns will need help with coming up with new ways to do effective outreach.

2. Prepare yourself and your space for remote interviewing

Those companies that are continuing to hire have moved to totally remote interviewing, and now is not the time to wing it with new technologies or techniques. Acre, a sustainability recruiting firm with offices in New York and the UK, came up with some great tips on how to prepare yourself and your home work space for a successful remote interview. Need more preparation? Inc. and Fast Company have some good ideas too.

3. Consider skill building jobs

You may have your heart set on a job working in corporate sustainability, or the circular economy, or impact investing. But we need to acknowledge that there is a possibility that you might not be able to connect with

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that exact job right now. It’s important to remember that skill building jobs can be important stepping stones to that ultimate dream job too.

Maybe you want to want to work in communications for a sustainability focused nonprofit but you can’t find any nonprofits that are hiring right now. Consider taking a role at a for-profit company that would give you experience in running social media campaigns or writing press releases even if it’s not focused on the issues that you want to work on. The important thing is to start building or strengthening the skills that will be valuable in your target role eventually.

4. Pick up some skills

If you have the luxury of free time these days, a great way to spend some of it (besides networking) is to pick up some new skills. I wrote an article last year about sustainability learning you can do from home and there are many more resources listed on the education page.

Spend some time getting familiar with the options and try to think strategically about which subjects or certifications will be relevant to your target position. If you’re not sure what might be relevant, that’s a great question for all those new connections you’ll be reaching out to as part of your networking plan.

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100% remote hiring is new to a lot of companies and many of them are still trying to figure it out. Combine that with the fact that hiring managers are probably still adjusting to fully remote working situations and you have a recipe for a much longer recruiting process. Be patient and understanding with everyone involved. Follow up diligently and respectfully, but realize things just might take a lot longer than you were planning for.

And remember to be kind if your interviewer’s four-year-old bursts in on your conversation or if their dog chooses that exact moment to start barking for no reason.

Many companies are also concerned about the future right now, and hiring a new full-time employee can be an expensive risk to take. If you find your potential employer is a bit skittish about committing to a full-time situation, consider offering to do a trial period or starting

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July 2020

equal opportunity employment journal

part-time to make sure you’re a good match.

This shouldn’t be your starting point, but keep this option in your back pocket in case it looks like they like you but aren’t ready to move forward with a full-time position right now.

6. It’s OK to take a job that makes ends meet

I always encourage my clients to be strategic and to find jobs that support their long-term career goals, but let’s be real – sometimes you just need a job so you can pay rent and there is absolutely nothing wrong with that, especially during a global crisis. If you need a job right now, here are some resources for remote, fulltime, part-time, permanent, or short-term jobs that are hiring now: We Work Remotely has a wide variety of both full time and contract remote jobs available.

They had a Business Analyst role for a solar startup on April 5th.

Workew also has a good variety of remote positions. They had a Social Impact & Career Growth Fellowship with MovingWorlds posted on March 3rd.

Remotive has predominantly software, design, marketing, and customer support roles, but they do have a few data science and strategy roles available.

RemoteOK is very similar to Remotive in terms of the job type mix, but it looks like they have posts from different companies.

LinkedIn has been doing some awesome

coverage of the impact of COVID-19 on the jobs market. They update their list of

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companies who are hiring right now on daily basis. You can also search LinkedIn for the #HiringNow hashtag or visit their jobs page.

Biron Clark of Career Sidekick wrote a great article about jobs that can be done remotely. It doesn’t have any links to open positions, but it’s great for generating ideas about what kind of remote work might be a good fit for you.

Biron’s site also has some great general job search advice.

7. Do something positive, right now

If you have the time, call your representative and both senators to let them know you’d like to see more funding for clean and renewable energy in the next stimulus package. Go to govtrack.us, enter your address, and it will list your representatives and their phone number; it takes less than five minutes per call. If nothing else, you’ll have done at least three good deeds today, and that feels good.

I hope that these observations and resources have given you at least a little bit of the hope that I found this week. If you’re looking for more tools or inspiration to help you with your job search, please make sure to visit the Interviews, Job Resources, and Education pages. If you’d like some personalized advice to help you with your job search, reach out via the Contact Us page at any time; I’d love to support you in any way that I can.

Article provided by www.sustainablecareerpathways.com Resources for the next step in your sustainability career.

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July 2020

15 Great Reasons to Hire Veterans

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by Athea Warburton

hen you hire veterans, you're choosing from a diverse pool of employees who demonstrate a wide range of knowledge and skills. Veterans possess a commitment to excellence, demonstrated integrity, and a drive to perform the best work possible. With them, you'll find a level of discipline, maturity, and training that is rare in civilian employees. The following are just a few of the things you benefit from when you hire a vet.

1. Diversity

Veterans represent many different walks of life and are accustomed to working with all types of people regardless of race, gender, religion, or ethnicity.

2. Leadership

Veterans are trained by the military to accept and carry out responsibility for resources, tasks, and their own behavior. This special training consists of inspiring leadership in others and motivating others; setting examples; and giving clear and detailed directions.

3. Core Values

While each branch of the military has its own specific set of core values, they all adhere to the same basic principles: commitment, integrity, accountability, and "service before self". Veterans understand the importance of these principles in building a strong team.

4. Team-Player Attitude

Veterans understand the value of genuine teamwork, and how diverse individuals can cooperate to achieve over-arching goals. Veterans know that real teamwork grows from a sense of responsibility to their colleagues.

5. Ability to Conform to Structure and Policies

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Every organization needs structure and rules to prevent chaos and eventual breakdown. This is especially true in the military, which is why individuals in the service are trained to follow specific rules in their work environment. Policies and procedures ensure safety, stability, and productivity. Veterans have an understanding of the value of accountability, and perform their work from this unique perspective. They have learned to demonstrate loyalty to their leaders and units.Â

6. Ability to Handle Stress and Meet Deadlines

A typical requirement of military training is that service members be prepared to perform. They must be able to not only do their job, but do it in an efficient manner. Setting priorities, accomplishing missions, and meeting schedules are ongoing responsibilities of individuals in the military. With this responsibility comes added pressure and stress, but military personnel are trained on how to deal with these factors in a constructive way.

7. Advanced Specialized Training

When you hire a veteran, you can be confident you're hiring someone who has received advanced training in their field. Veterans have been designated a specialized focus, and have completed skill-building education for their individual jobs. They may have also received advanced and cross-referenced training on financial, computerized, engineering, medical, technical, administrative, personnel, or security types of work.

July 2020

equal opportunity employment journal 15. B ackground and Security Clearance

Hire a vet, and you can gain greater peace of mind knowing you've employed a safe, drug-free individual. Over 90 percent of military members have had extensive background checks run for various security clearance levels. Hiring a veteran reduces the chance your company will be put at risk due to illegal behavior. If security clearance is a requirement of your company, a veteran can be transferred in status. This will save you a good deal in background investigation costs.

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If you're seeking employees to fill some vacancies at your company, consider hiring a veteran. Vets bring a unique skill and mindset to your organization. They offer a level of skill, professionalism, and work ethic that is rare in today's workforce.

When you hire someone who has been employed in the military, you can be sure you're working with someone who has a desire to do the best job possible. Hiring veterans is an economical solution that will strengthen your work team and give you a clear edge on your competition.

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8. Planning and Organizational Skills

Veterans understand that careful planning and workload management are crucial to most military operations. Thoroughly considered objectives, time schedules, strengths and limitations of others, supplies, logistics, resources, and various other factors need to be kept in mind at all times. Evaluation, organization, and adjustment are continuously being analyzed.

9. Technology Skills

Today's military personnel use some of the most sophisticated technology in the world. Working in the armed forces requires a high degree of technological skill and education to keep up with increasingly complex systems.

Military members are frequently among the first to adopt new technology. Many vets have been kept abreast of international trends relating to business, and can bring both technological savvy and a global outlook to your corporation.

10. Self-Direction and Motivation

The military is one of the most demanding institutions in the world. The rigorous training military members receive breeds highly motivated employees who set high goals for themselves and achieve them. Veterans know how to analyze and resolve difficult and complex problems without constant guidance from superiors. When you employ a vet, you're hiring a self-starter who is driven to get the job done right the first time.

11. Time Management Skills

Most veterans know how to multi-task, and how to accomplish individual  tasks in the most efficient manner.

Many have triumphed over adversity, so they know the importance of dedication and perseverance in achieving goals.

12. Immediate Contribution

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The experience veterans have gained in the military make them valuable team players from the very first day on the job. Veterans are used to and enjoy new challenges and opportunities to demonstrate initiative.

They are nimble thinkers, and are generous in giving praise to those who earn it.

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Veterans are given government-paid relocation when leaving active duty. The exact amount of this assistance varies by individual, but it can still help lower your company's expenses when hiring. With relocation assistance paid, your employee search doesn't need to be limited to the local prospects; you can seek talent anywhere you like.

The City of Frederick is dedicated to the goal of building a culturally diverse and inclusive work environment and strongly encourages applications from minorities and women.

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14. Tax Breaks

One of the biggest benefits of hiring veterans is the number of tax credits available to employers. Tax credits run between $1500 to $8000.00 per veteran hire, and are counted as a one-for-one dollar credit against the employer's payable income taxes.

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equal opportunity employment journal

10 Ways to Support LGBT Employees

July 2020

O

ver the last decade, organizations in all sectors have made huge strides in supporting lesbian, gay, bisexual and transgender (LGBT) employees and creating an inclusive workplace.

Big British brands like Barclays have established programmes such as Barclays’ Spectrum, designed to support LGBT people within a huge corporation. And it turns out that the MI5 is good at more than training secret service. This year, it was named one of the top employers for LGBT equality.

Data from Glassdoor shows one in three hiring decision makers anticipated increased investment in diversity and inclusion measures. “Companies are urgently interested in making sure that they understand and support our community,” says Erin Uritus, CEO of LGBTQ workplace advocacy non-profit Out and Equal.

The evidence is clear: companies that embrace LGBT policies outperform their competitors. Diversity helps draw top talent and foster innovation, and people perform significantly better when they can be themselves at work.

However, many LGBT people in the UK still choose not to disclose their sexuality at work. And many more Lesbian, Gay, Bisexual, Trans and Queer (LGBTQ) senior executives have not come out at the office.

Fear of homophobia, exclusion, being passed over for promotions and job interviews are still very real for many LGBT people. In fact, gay and lesbian job seekers are 5% less likely to be offered a job interview than heterosexual applicants with comparable skills and experience.

So, what can businesses do to demolish career barriers, reduce workplace discrimination, and better support employees who identify as LGBT in the workplace?

1. D evelop a Clear Mission for Supporting LGBT in the Workplace

Communicate a clear mission to all of your employees, including managers and senior staff, through education and diversity training about your inclusion policies and strategies for supporting LGBT employees.

2. Take LGBT Discrimination Seriously

Establish a strong anti-discrimination policy in your recruitment & promotion practices, and be sure all employees know what is not tolerated in the workplace, and in cases of homophobic bullying, promptly recognise the problem and take action.

3. Develop Support Programmes for LGBT Employees

Mentoring, employee networking groups, seminars, and conferences all go a long way in becoming a more inclusive place to work for LGBT employees. You can also support employees with measures such as climate surveys, LGBTQ competency trainings, and employee resource groups (ERG).

PRO TIP: Many successful ERGs have an executive champion, a leader in the organization who connects an ERG to upper management, according to the Human Rights Campaign.

Having open and consistent dialogue with your LGBTQ resource group will improve employee engagement, company culture and provide valuable information on ways to further innovate in the workplace.

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4. Promote Allies of LGBT People Drive initiatives to promote the allies of LGBT employees, who can act as support networks to LGBT employees and help champion the message that diversity is part of your organization's mission.

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equal opportunity employment journal

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Opportunities for Behavioral HealthCare Professionals Health isn’t just physical. Mental health is crucial for overall well-being. Firelands provides inpatient and outpatient mental health, alcohol and drug treatment to northern Ohioans with these conditions.

Show your support to the local LGBT community by providing information to employees about local events and groups, sponsor a Pride Party, celebrate National Coming Out Day, encourage volunteering at LGBT events like Pride Month, and invite speakers to share their experiences.

5. Get Support from Senior Staff

Gain the support from the very top and promote senior staff champions, who can help implement diversity initiatives, mentor junior LGBT colleagues, and act as sponsors of employee network groups.

6. Support the Local LGBT Community

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Apply online. www.firelands.jobs

1111 Hayes Ave. • Sandusky, OH 44870 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, sexual orientation or disability.

Show your support the local LGBT community by providing information to employees about local events and groups, sponsor a Pride Party, celebrate National Coming Out Day, encourage volunteering at LGBT events like Pride Month, and invite speakers to share their experiences.

7. Offer LGBT-Friendly Benefits

Benefits packages and non-discrimination clauses are some of the most important considerations for job seekers, yet can unintentionally exclude LGBTQ families and transgender individuals. Offer equal benefits to all employees, regardless of their sexual orientation, including parental leave, adoption leave, and time off to take care of dependants.

Remember, gendered language can cause parental benefits to unintentionally exclude LGBTQ families. Make your benefits inclusive of all employees by being conscious of what words you use in your coverage and favouring gender-neutral terms.

8. Foster a Gender-Neutral Environment

Create a gender-neutral environment by making bold changes such as establishing unisex toilets and using gender-neutral language, like ‘partner’ instead of husband or wife.

9. Keep Track of Success

Celebrate your successes and monitor your progress by tracking things such as number of employee grievances, completion rates of diversity training, LGBT hires and promotions, and how many new employees have come out.

PRO TIP: HR is an important player in assisting transitioning employees. Gender and workplace inclusion organization the Argo Collective and LGBT charity Stonewall suggest training the HR team to be educated allies so they are prepared to adequately support transgender employees.

10. Support Transgender Employees

As transgender visibility within the LGBTQ community has increased over the past few years, it has become clear that transgender people face a unique set of experiences and challenges. Learn what steps to take after an employee comes out as transgender to create a supportive and encouraging environment.

For more information on supporting LGBT employees in your organization, visit Stonewall, Workplace Pride and OUTstanding.

Article provided by Glassdoor.com ABOUT GLASSDOOR:As one of the world’s largest job and recruiting sites, Glassdoor combines all the latest jobs with millions of reviews and insights to make it easy for people to find a job that is uniquely right for them. Glassdoor now has more than 49 million reviews and insights for approximately 900,000 companies in more than 190 countries.

The

1101 26th Street South Great Falls, MT 59405

The professional team members at Benefis bring their passion and skills to work every day, providing exceptional care for each patient. Joining the Benefis community gives you the chance to build a rewarding career as part of Montana’s premier health system.

benefis.org/work-at-benefis/your-career-is-waiting Benefis Health System is an Equal Opportunity Employer

Page 12

In

equal opportunity employment journal

July 2020

Online Education for Healthcare Professionals

by T.L. Bodine

the fast-changing world of medical professionals, ongoing development is necessary to remain competitive. In many cases, these programs are mandatory. Even in situations where continuing education is not strictly required, continuing your education can give you a professional edge and keep you on top of your career goals.

Although continuing development courses are valuable for many reasons, they can also be difficult for busy professionals to pursue. Medical careers are already timeintensive, and attempting to balance work with life and education can be very stressful. Fortunately, there are solutions that can reduce the stress and time commitment associated with continued education.

Online classes have swiftly gained in popularity over the past few years.

As advancements in Internet technology improve, online courses have become more sophisticated. Today, online education is a viable option for many students. Although it may not be the best choice for everyone, it might be right for you. Only by carefully weighing the pros and cons can you decide whether online continuing education will suit your needs.

How Online Education Works

Online classes are structured in much the same way as their

MAKE ALL THE DIFFERENCE WITH US What does it take to become U.S. News & World Report’s #1 hospital in all of California and #7 in the entire nation? It takes incredible people from every background imaginable. It takes a culture that lifts people up, recognizes and respects their individuality and enables them to be their best. We know that even if you don’t work directly with patients, you can still make a real difference in the lives of others.

Because we deeply value each of the unique individuals who choose to serve with us, we’re committed to helping them achieve their highest professional and personal aspirations. If you’d like to impact the world by contributing to the future of health care, consider joining us in one of these areas:

• Information Technology • Security

• And much more

To learn more or to apply online, please visit us at UCLAHealthCareers.org

Ronald Reagan UCLA Medical Center UCLA Medical Center Santa Monica

UCLA Health is an Equal-Opportunity Employer.

Is Online Education High Quality?

For years, online college was looked down upon by many people as an inferior education option. To some extent, this reputation was earned.

Some online colleges have a reputation for charging a high amount for

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,

CAN

• Environmental Services • Materials Management

classroom counterparts. Each class will have a professor who develops the curriculum and oversees the work done in the class. This professor can be contacted with any questions or concerns you may have throughout the duration of the course.

Specific coursework varies depending on the type of class being taken, but it will generally consist of quizzes and tests combined with written projects. The material you cover may be presented in a purely written format, or you may watch or listen to multimedia lectures about the topic. Some online courses also encourage interaction between students by offering discussion forums, messaging systems or chat rooms to facilitate class discussion.

Some online courses do require an in-person component as well to achieve completion. For example, it’s possible to obtain a nursing degree online by completing practical rotations at a local hospital. Online colleges partner with the community to provide these opportunities even in areas where in-person programs are not available.

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.

For more information or for current employment opportunities visit us at

careers.holyredeemer.com and apply online.

521 Moredon Road Huntingdon Valley, PA 19006 Equal Opportunity Employer

July 2020

equal opportunity employment journal

Page 13

a degree or certification that is essentially useless. These schools would on material that you understand just because a classmate is strugplace little value in their students and offer poor curriculum, leaving the gling with it, and you can go over complex material several times to student poorer but with little else to show for it. ensure understanding.

Fortunately, those colleges are now the minority. Most online schools — Classes are taken from the comfort of your home, which allows are held to very high academic standards, and many well-qualified profesyou to study while attending to household and family duties. sors have moved to online teaching for a variety of reasons. This means Additionally, you save time and money on gas by taking classes at that it’s possible to take a class online of the same or even higher value home rather than commuting to an in-person college. as that offered in person.

— Online education is often less expensive than in-person tuition, and One study completed by the University of Australia suggests that you save additional money on transportation and food costs. online learning is actually more effective in many cases than traditional classroom education. The study advocates a blended approach whenever — Classes are structured around the students and their needs, and you possible to maximize the benefits of each type of learning, but it does will often have more freedom to interact with fellow students about highlight many of the advantages of online classes: high information your course material. retention, ability to balance school with life, and easy access to learning Cons of Online Classes: tools over the Internet.

— There is less social interaction between students and the professor, As long as you take the time to identify a good program for your conand there may be fewer professional networking opportunities aristinuing education, you should be able to reap the benefits of a high-quality ing from the classes. education without investing the time commitment required by traditional in-person classes.

— There is less opportunity for personal one-on-one assistance from your professor. You can request clarification over email if someWeighing the Pros and Cons thing in class confuses you, but overall you will get less feedback than you would in person. of Online Education — Students with older model computers or poor Internet connections Although online classes have many valuable benefits, there are also may have difficulty completing classes, and they may need to calcua few important drawbacks to consider. Here are some of the pros and late the expense of a new computer into their total education costs. cons of online education as opposed to the traditional classroom setting.

Online learning is better designed for students who learn well through Depending on your individual needs, you may be better suited to one form memorization and quizzing than those who might require a more handsover the other. on approach. This means that some students genuinely thrive in an online Pros of Online Classes: environment while others may struggle more. Your individual learning — Coursework can be completed at any time of day to suit the style will determine whether you’ll be well-suited to online classes. student’s schedule. This makes it much more flexible than a Ultimately, the decision about your education and future is in your traditional classroom setting, which would require a set time com- hands. With so many options available today, opportunities exist that mitment each week. This is the primary reason why online classes were not available just a few years ago. Learning as much as you can are so popular among working professionals. about these opportunities can lead you to discover the best fit for your — Classes are largely self-paced, which caters well to students who are needs as you strive to maintain excellence and expertise in your field. self-motivated and driven. You don’t need to linger unnecessarily Article provided by Constant-Content.com

People come from all over the world

to study here, to practice here, and to be treated here.

Oak Valley Hospital

350 South Oak Avenue • Oakdale, CA 95361 Current openings include full-time and per diem positions.

If you would like to join our team, please email resumes to Human Resources Department at hrapplications@ovhd.com

Thomas Jefferson JeffersonUniversity University Jefferson HealthUniversity are committed Thomas and&Thomas Jefferson Hospitals to excellence deliveryinofthepatient care, educating health are committedinto the excellence delivery of patient care,the educating professionals of tomorrow and discovering new knowledge.

As one the health professionals of tomorrow and discovering new knowledge. of one the of most medical institutions in the incountry, our As the distinguished most distinguished medical institutions the country, history is filled with outstanding people and accomplishments. our history is filled with outstanding people and accomplishments.

Diversity, inclusion inclusion and andcultural culturalcompetence competenceare arecritical criticalcomponents componentsof Diversity, of our mission andcelebrate we celebrate the uniqueness of our each of our our mission and we the uniqueness of each of employees employees every day. every day.

To learn more about Jefferson visit www.jeffersonhr.org To apply online visit Recruit.jefferson.edu

For more information visit:

oakvalleyhospital.com This organization 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.

THOMASJEFFERSON JEFFERSON UNIVERSITY JEFFERSON HEALTH THOMAS UNIVERSITY AND&HOSPITALS

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equal opportunity employment journal

July 2020

For those fighting on the frontline everyday,

from the bottom of our hearts.

July 2020

equal opportunity employment journal

Page 15

Five Healthcare Jobs that Require Two Years of College or Less

A

by Jenni Jacobsen

ccording to the Bureau of Labor Statistics (BLS), many healthcare jobs are expected to grow much faster than average through 2022, making this field an excellent choice for anyone looking for a stable career. You may think you will have to spend years in college to start a career in healthcare, but you can actually enter the field with only a year or two of training. Here, learn about five healthcare careers that require two years of education or less.

Dental Assistants

According to the BLS, the field of dental assisting is expected to grow by 25 percent through 2022, and the average dental assistant earns $34,500 per year. One can become a dental assistant after completing a vocational program at a community college or adult education center. Most dental assisting programs can be completed in a year or less.

Dental assistants help with organizing dental records, scheduling appointments, taking x-rays, and providing dentists with needed tools during dental procedures.

Paramedics and Emergency Medical Technicians

BLS data indicate that the typical paramedic or emergency medical technician earns $31,020 per year, and the field is expected to grow by 23 percent. You can start a career as an emergency medical technician with CPR certification and the completion of a one-year career technical program. Paramedics typically must complete additional education or an associate’s degree program.

Workers in this field care for people who are sick or wounded during emergency situations. Paramedics and emergency medical technicians provide medical care after responding to 9-11 calls, and they then transport patients to hospitals where they can receive more comprehensive care.

Licensed Practical Nurses

The field of licensed practical nursing is expected to grow by 25 percent, and the average licensed practical nurse earns $41,540 per year, according to the BLS. Entering this field requires the completion of a one-year certificate program at a vocational school or community college.

Licensed practical nurses are responsible for tasks such as measuring patients’ weight and blood pressure, changing bandages, assisting patients with dressing and bathing, and completing health records.

You can start a career as an emergency medical technician with CPR certification and the completion of a one-year career technical program. Paramedics typically must complete additional education or an associate’s degree program.

San Francisco Veterans Affairs Health Care System (SFVAHCS) 4150 Clement Street • San Francisco, CA 94121

Physical Therapy Assistants

Physical therapy assistants can expect to earn an average of $39,430 per year, and the field is expected to grow by 41 percent, as reported by the BLS. Physical therapy assistants are required to complete a two-year associate’s degree program at a community college.

Working in this field involves assisting physical therapists in caring for patients who are in recovery from an illness or injury. Physical therapy assistants may be responsible for performing clerical duties, recording patients’ progress, and assisting patients with the completion of stretches and other exercises.

Surgical Technologists

The BLS has projected that the field of surgical technology will grow by 30 percent though 2022, and BLS data indicate that the typical surgical technologist earns $41,790 per year. Becoming a surgical technologist requires the completion of a certificate program at a community college or vocational school. Some community colleges offer two-year associate’s degree programs in surgical technology.

Surgical technologists provide assistance to doctors who are performing surgeries. They are often responsible for readying the operating room for a surgery, sterilizing surgical equipment, washing patients’ incision sites, and providing doctors with needed tools during surgery.

Careers in surgical technology and the other fields discussed here are an excellent choice for someone who wants to start a career in healthcare without spending years in college. You can begin a career in any of the fields discussed in this article with as little as one year of post-secondary education. Not only will you be able to enter the workforce sooner; you will also spend less money on tuition and educational expenses.

At SFVAHCS, 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. You may view our announcements online and receive application materials by visiting our website at www.sanfrancisco.va.gov/careers/ or call the job hotline 415-750-2107.

SFVAHCS is an Affirmative Action/Equal Opportunity Employer.

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equal opportunity employment journal

July 2020

7 Ways to Improve Diversity in the Workplace

by Patrick W. Dunne

D

iversity has been quite a hot topic among Silicon Valley and the business world in general. Everyone from Hillary Clinton to Reverend Al Sharpton has criticized the fact that most of the upper levels of businesses - mostly tech companies such as Google, Twitter, and Facebook - are predominately white and male. Many people wonder why there aren’t enough women and minorities in these fields and if hiring managers are discriminating against those groups.

Despite this, two-thirds of CEOs care about creating a diverse workforce. But diversity is more than just a convenient thing to have in order to look good to onlookers and critics. Having a diverse workforce can actually help companies in ways they’ve never imagined. For example, a study by Catalyst found that companies with at least three women on their board of directors had a 53% better return on equity, 42% better return on sales, and 66% better return on invested capital when compared to companies with less than three women on their board of directors.

Furthermore, having a diverse workplace helps increase creativity and innovation. Stanford Graduate School of Education professor Anthony Lising Antonio conducted an experiment to test how racial differences play a role in group discussions. During the study, participants were

ta ke a job

Never Stop Learning Find the opportunity that’s right for you.

bryanhealth.org/careers

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 or www.boise.va.gov/careers to view and apply for current open positions.

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

ASPENPOINTE provides exceptional behavioral health care to our community, one patient at a time. Our continuum of care includes mental health and substance abuse services as well as career and education enhancement programs for individuals and families. From teen, child and family counseling, AspenPointe provides many avenues to help and treat people seeking behavioral health.

We strive to hire hard-working, dedicated employees who will join us in our commitment to provide the best services for our community.

We are committed to being the employer of choice. To that end, we offer a comprehensive benefits program in order to attract and retain the best employees.

Learn more about us and our open positions at www.aspenpointe.org AspenPointe is an affirmative action employer. No person is unlawfully excluded from consideration for employment because of age 40 and over, color, disability, gender identity, genetic information, military or veteran status, national origin, race, religion, sex, sexual orientation, or any other applicable status protected by federal, state, or local law.

July 2020

equal opportunity employment journal

divided into small groups to talk about a social issue.

Many participants told by the researchers which opinions they should tell to the group.

The researchers found that a black person who read a dissenting opinion to a group of white people had their opinion seen as more novel and thought-provoking compared to when a white person read the exact same opinion to a different group of white participants. In other words, hearing a dissenting opinion from someone of a different demographic can have a very powerful impact, regardless of how valid the opinion is.

These aforementioned studies prove that diversity can be beneficial for the both the companies and the people that work for them. With all this evidence and the fact that so many important figures in the business world claim to champion diversity, why would it still be a problem? The fact is that this issue goes far deeper than most people would care to imagine. Luckily, there are many things that companies can do to help their companies become more diverse. Here are a few ideas:

1. Use blind hiring

The main problem with diversity is that most people don’t even recognize their own biases. Even someone who claims to be a champion of diversity will have trouble being completely fair to their applicants. That is why more companies should institute gender-blind and race-blind hiring. Back in the 1970s, female musicians only made up 5% of the top symphonies. Most hiring managers wouldn’t have said that they were biased, but when they started instituting a genderblind hiring process, female musicians ended up making one-fourth of the orchestra members.

Page 17

The main problem with diversity is that most people don’t even recognize their own biases. Even someone who claims to be a champion of diversity will have trouble being completely fair to their applicants.

2. Start out early

If a company wants to make diversity a priority, it’s best to start with diverse hiring in the very beginning. If a company starts with diverse hiring in its early infancy, diversity will become an integral part of the company and its culture. Diversity will become ingrained within the very fabric of the company’s culture. It will also ensure that women and minorities have a big shot at the company’s top because they will have been with the company for a long time and gain the necessary experience to take on important roles.

3. L ook for outside resources when it comes to hiring

Part of the reason that companies have a difficult time finding diverse applicants for their company is that many employers tend to look through their own network, which tends to be rather homogeneous. In other words, their networks often consist of people from the same background and demographic. While there is nothing wrong with this, it will end up as a very homogenous workplace.

Employers can use recruiters or attend networking events in order to meet as many people as possible.

T

Visit CarilionClinic.org/careers to view opportunities throughout western Virginia or call 800-599-2537

Equal Opportunity Employer: Minorities/Females/Protected Veterans, individuals with Disabilities/Sexual Orientation/Gender Identity

CarilionClinic.org | 800-599-2537

here are many good reasons why people choose to work at Mission Regional Medical Center.

Strong reasons like good benefits, incentives, and of course, competitive compensation. But what sparks the most pride in our community aren’t the reasons why they choose to come to

Mission Regional Medical Center. It’s why they choose to stay. Mission Regional Medical Center isn’t just a place to find another job. It’s a place to jump start a healthcare career.

Learn more about us online: http://missionrmc.org

EOE

900 South Bryan Road Mission, TX 78572

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equal opportunity employment journal

careers @ the

July 2020

4. Give workers a flexible schedule

Employees who must work a rigid and inflexible schedule are often unsatisfied with their career and very prone to burnout. Furthermore, women are especially disadvantaged from rigid schedules mostly because it greatly interferes with their work-life balance when they try being a mother while having a career. Just ask Textio founder Kieran Snyder, who interviewed 717 women who had left their tech jobs. She said that 484 women of the women that she interviewed claimed that maternity leave was a factor in their decision to leave and that 85 of those women said it was one of their primary reasons for exiting their job. Most of the women who were interviewed said that their schedules weren’t flexible enough and that their work environment wasn’t supportive enough for them to keep their job and care for a child.

5. Offer parental leave

Commitment to Diversity & Inclusion Challenging and Rewarding Work

ETL Development • Data Analytics • Business Intelligence • Big Data Budget Development • Process Improvement • Performance Metrics

Professional Growth & Training

Mentoring • Technical Training • Leadership Development • Educational Assistance Diversity & Inclusion Training • Community Involvement

Career Opportunities

Developers • Architects • Projects Managers • Analysts • QA Testers Bank Examiners • Software Developers

Similar to the above point, if you want to attract and retain women in your company, offer parental leave for your employees. America is one of the few states that doesn’t require companies to provide maternity leave for working mothers. This makes it much harder for working women to balance their home and work life. It’s bad for the companies as well.

Mothers who return to work too soon after giving birth are more likely to be depressed, which will make them less productive and more likely to leave the company. On the other hand, YouTube CEO Susan Wojcicki states that 91% of companies that do provide maternity leave for mothers have reported a positive effect or no effect at all. This means that there is virtually no downside to providing maternity leave. Furthermore, Wojcicki states that Google’s decision to expand maternity leave from 12 weeks to 18 weeks helped dramatically reduce the turnover of working mothers by 50%. It’s more cost efficient to provide time off than it is to deal with turnover.

6. A llow employees to take time off for religious holidays Equal • www. www.KansasCityFed.org Equal Opportunity Opportunity Employer Employer • Kansas CityFed.org

F e d e r a l R e s e rv e B a n k of Philadelphia 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/careers

A lot of conversations about diversity revolve around race and sex, but very few people ever mention the necessity of including people from diverse religious backgrounds. Most people of non-Christian religions don’t get to normally take off their usual days of work. Everyone is used to getting Christmas or Thanksgiving off, but what about Ramadan, Janmashtami, or Hanukkah? People of every faith should be treated equally.

7. Create employee groups or mentoring programs

Part of what helps workers achieve their full potential is being able to have access to a high-quality mentor. Such a benefit can allow employees to learn new skills and find ways to achieve things that they never believed themselves able to do. Additionally, employee groups, especially ones that allow people of similar demographics to converge together, allow people to find a common ground and talk about what sort of struggles they have faced together.

Diversity is more than just a buzzword. It’s something that every company should take into consideration, not just because they want to make a good impression on others, but because a diverse workforce helps everyone.

Conclusion

The Federal Reserve Bank of Philadelphia believes that diversity and inclusion among our employees is critical to our success as an organization, and we seek to recruit, develop and retain the most talented people from a diverse candidate pool.

The Federal Reserve Bank of Philadelphia is proud to be an equal opportunity workplace.

Diversity is more than just a buzzword. It’s something that every company should take into consideration, not just because they want to make a good impression on others, but because a diverse workforce helps everyone. A diverse workforce means that everyone arrives with different backgrounds, ideas, perspectives, cultures, and personalities. It also means that companies have a much better time innovating and developing better ideas. Create a diversity initiative and everyone will benefit.

Article provided by Constant-Content.com

July 2020

equal opportunity employment journal

Page 19

How To Be Happy and Stay Happy We

by Long Yun Sian

are always asking and searching for answers on how to be happy. Aristotle once said, "We are what we repeatedly do.

Happiness then is not an act but a habit."

If you want to be happy and stay happy you need to remember you have to work at it. Work at being happy? Yes. Everything that is worth having needs effort from you. That includes happiness. How to be happy and stay that way?

Well, by constantly practicing being happy. Learn from your mistakes, adjust and work at it again.

I liken the pursuit of happiness to a series of continuous short races that never ends.

It is hard work but if you have the wisdom to see how it all adds up, you may just find your nirvana or heaven whichever the case maybe. If you want to be happy and to stay happy, you need to cultivate. That means see yourself nurturing the habits that brings happiness to you. You may not succeed everyday in doing it, but this pursuit of perfection is what will contribute bit by bit you being happy and staying that way. What are some of the things you can do then on how to be happy and stay happy?

Giving

Here we are not just talking about charity. Giving involves a lot more. It means giving up bad habits. What are the bad habits that bring you stress?

Give up on these habits. Are you disorganized? Being disorganized in all aspects of your life may deprive you a lot of happiness you are seeking.

Once you learn to give up bad habits you will gradually become happier.

Ever considered giving in? Do you hold on to opinions that you hide as principles and are too egoistic to let go? Give in; you do not always need to win an argument. You do not always need to be the car in front in a

traffic jam. You will soon learn when you give in; you do not lose but stand more to gain.

Give out, yes by this it means charity. Help someone in need and do not judge who is worthy of your help. Help a rich person who is in need. Sometimes people think there are people unworthy of our help. The practice of giving to gain happiness is one that helps us learn about detachment.

Think, Say and Do

In all that you think, say and do. Make sure there are as congruent as possible. A lot of times, what you preach to people and what you practice is different. When what you think, feel and do is not in line you will not find happiness.

Even if you do, it will not stay that way.

Think good thoughts. Do not scheme behind people's back and think good of people. Think how you can help people rather than plot for selfish goals. Avoid telling lies, gossiping and harsh speech. The Chinese has a saying loosely translated that says, "Sickness comes in through the mouth, trouble come out from the mouth." It means we become sick from the things we ingest and we get into trouble with the things we say. Ask yourself, do you speak the truth? Do you speak gently? Say things that will help others? And speak at a proper time and place? Do good things and be of good conduct. It can be as simple as not getting intoxicated, being organized, not procrastinating or even waking up early to get your life organized. Small things like these add up to being happy and staying that way.

How to be happy and to stay happy is a cultivation that takes time. It cannot be overnight and it is not one that you do and forget. Take small steps, you will stumble but if you keep at it, eventually you will feel happier and stay that way longer.

Long Yun Siang or Long, as he is popularly known runs http://career-success-for-newbies.com with his wife Dorena as their way of paying it forward. Their website provides tips, tools and advise for newbies pursuing career success.

At Getinge, we believe that helping to save lives is the greatest job in the world. We are proud to develop innovative healthcare and life science solutions that help improve everyday life for people – today and tomorrow.

We are looking for talented employees who share our passion for making a difference. Visit our Talent Community site us-careers.getinge.com to connect with us and learn more about our job opportunities.

Getinge is an equal opportunity employer.

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 Opportunity Employers, the office furniture companies of HNI Corporation support the advancement of all people based on their qualifications and experience without regard to race, color, creed, religion, gender, age, national origin, marital status, veteran status, citizenship status, disability, sexual orientation, genetic information or any other status protected by law.

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equal opportunity employment journal

July 2020

Working with Different Generations in the Workplace: What You Need to Know

M

any employers these days pride themselves in maintaining a rich workplace culture. After all, diverse ideas can be a recipe for long-term success in any industry. This is where it can be valuable to have generational diversity in the workplace--but only if employees from different generational backgrounds are able to collaborate and communicate effectively.

Common Workplace Generations

Currently, there are employees from numerous generations in the workplace and in a variety of industries. These include: • Baby Boomers (those born immediately following WWII) • Generation X-ers (those born in the 60s through 1980) • Generation Y-ers/Millennials (those born 1980 through mid 90s) • Generation Z-ers (those born mid-90s through early 2000s) Naturally, workers from each of these generations will have different viewpoints, strengths, and weaknesses that they bring to the table. For example, many baby boomers who are still in the workplace have a strong work ethic due to the difficult times in which they grew up. On the other hand, some of them may not be as well-versed with computers and other technology as employees from more recent generations. Of course, this isn't a blanket statement that's true of all baby boomers, but it is a useful example when it comes to thinking about how generation gaps could potentially affect the workplace.

Tips for Working With Different Generations

With numerous generations commonly represented in today's typical work environment, it only makes sense that leaders and decision-makers should be adequately prepared to work with employees across generations. Unfortunately, this is often easier said than done.

Adapt to Communication Styles

One important thing to remember is that workers from different generations have very different expectations and strengths when it comes to communication styles. While millennials and generation Z employees are likely comfortable with sending out an e-mail to a customer or receiving e-mail communication from a superior, your older generations (such as the baby boomers within your company) may be more comfortable with making a phone call or speaking to a client face-to-face.

When it comes to communicating with your multi-generational employees, keep these potential strengths and weaknesses in mind. For example, rather than sending out all your team communications via e-mail, consider holding the occasional meeting or conference call.

Parker Hannifin 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 Parker Hannifin, visit online at:

www.parker.com

4 4 0 0 E a s t H i g h w a y 3 0 • K e a r n e y, N E 6 8 8 4 7 Parker Hannifin is an EO Employer, M/F/V/D

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equal opportunity employment journal

Page 21

Understand Workplace Expectations

Different generations also have different cultural expectations­—especially when it comes to their worklife balance. Workers from your baby boomer and X generation likely grew up during a time when employees logged all their hours from their workplace.

These workers may not bat an eye at the thought of a traditional Monday through Friday, 40-hour (or more) work week. On the other hand, many millennials and generation Z-ers have grown up in a time where telecommuting has become more common. Rather than working at the office 9-5 Monday through Friday, they may have expectations to work from home a day or two a week.

The key here is to encourage individuals to work in a way that's best for them and for the company. This may mean giving employees the option to telecommute on occasion while allowing those who prefer the "traditional" 9-5 to continue working their set schedules. All the while, be sure to acknowledge the efforts of all workers equally.

Get Everybody on the Same Page

Finally, understand that it's not just up to you to be prepared for working with employees across generations.

Your cross-generational workers must also be able to understand how to collaborate and communicate with each other. You can foster a better environment by conducting regular team-building exercises and even holding functions outside of work. By getting your employees to learn more about each other and their unique backgrounds, they can better collaborate in the workplace.

Different generations also have different cultural expectations­— especially when it comes to their work-life balance.

C

. .arlton Forge Works produces seamless rolled rings and open and closed die forgings for the aerospace, gas turbine, industrial, commercial and nuclear industries with one of the most extensive lines of equipment and truly skilled craftsmen anywhere.

Carlton is a great place to work.

Apply online today.

careers.precast.com

Clark County is located in Las Vegas, Nevada and is one of the area’s largest employers.

We recognize the value of a qualified and diverse workforce. County employment offers outstanding benefits, retirement, and career enhancement opportunities.

CLARK COUNTY, NEVADA

500 South Grand Central Parkway, 3rd Floor Las Vegas, NV 89155-1791

We are an equal opportunity employer and do not discriminate in hiring or employment on the basis of race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, veteran status, or other status protected by applicable law.

The Agricultural Division of Bridgestone Americas Tire Operations, L.L.C. is located in Des Moines, Iowa, stands on almost 120 acres and has 1,200 teammates. Our company offers a competitive benefits package and many development opportunities for our teammates, including leadership training and technical training.

To view current openings or to apply online visit

www.bebridgestone.com

(702) 455-4565

www.clarkcountynv.gov Clark County is an Equal Opportunity Employer

Bridgestone Americas Tire Operations, L.L.C. Agricultural Division 4600 N.W. 2nd Avenue | Des Moines, IA 50313 | EOE

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equal opportunity employment journal

July 2020

4 Tips to Help You Recruit People With Disabilities

by Kathy Bernhardt

Every business seeks improvement, whether that’s through bottom-line improvement or finding the best candidates to fill certain positions. Sometimes the two objectives go hand-inhand, and actively seeking diverse candidates can help businesses improve both of these objectives. Diversifying your staff has

been proven to lead to positive outcomes for multiple aspects of a business, but has your team ever thought about diversity in broader terms than a person’s race or gender? Recent trends have shown that businesses are beginning to embrace people with disabilities as a group to retain for a competitive advantage.

D

isability inclusion allows businesses to receive additional financial incentives and tax breaks, fulfill hiring goals set by federal contractors and improve productivity, overall morale and corporate culture. However, sometimes, a company’s hiring practices can unknowingly screen out people with disabilities. The company I work for, Tangram Business Resourcing, works with businesses helping them to recruit, employ and retain people with disabilities. We’ve found that changing some hiring practices can help businesses better recruit and retain a talent pool that includes people with disabilities.

All businesses start with recruiting talent. HR professionals want to find the best candidates for their open positions, and recruiting practices dictate the types and quality of candidates that are ultimately attracted to these positions. Recruitment practices vary depending on the type of company, but common ways to recruit include industry-specific mailing lists, job fairs, hiring from within and advertisements. These options all work, but there is always room to improve your practices in order to achieve a more diverse staff.

Advertising —

Job seekers with disabilities utilize many of the same resources as job seekers without disabilities, such as online job boards, college

NECC does not discriminate based on an individual’s race, creed, color, national origin, sex, ancestry, age, disability, marital status, religion, sexual orientation, gender identity/expression, military status, citizenship status, or any other characteristics protected by law in treatment or employment at NECC, admission or access to NECC, or any other aspect of the educational programs and activities that NECC operates.

33 Turnpike Rd. Southborough, MA 01772 NECC.org

@NECCFORAUTISM

July 2020

equal opportunity employment journal

Page 23

Companies can access a larger pool of qualified job seekers with disabilities if they actively work on establishing new recruitment practices that target this segment of the population. career services, industry-specific outlets and newsletters.

Businesses don’t always consider the option of using disability service providers and schools as venues to promote open positions. This allows recruiters to cast a wider net — a net that is usually free of charge. There are also online job boards such as this one by the American Association of People with Disabilities that are targeted to people with disabilities. These types of partnerships reach a large number of job seekers with disabilities that recruiters originally might not have had access to.

We are looking for high

energy, dedicated employees to serve the students of Houston County Schools.

For employment information or to apply online, visit our website:

www.hcbe.net

Job fairs —

Job fairs are a great way for companies to find a large number of job seekers all at one time. They’re also very common and often will target specific demographics, like veterans or college students. Businesses will find some degree of success when attending these job fairs, but they are limiting themselves if they don’t seek recruiting opportunities that target people with disabilities. Community and educational partners can alert your recruitment team to job fairs reaching this demographic, including job fairs hosted by community colleges, vocational rehabilitation organizations and government-sponsored agencies and other disability service groups, or through transition fairs at high schools.

Make connections —

Learn more about the disability community and engage with organizations that are committed to helping jobseekers with disabilities find meaningful work. By building relationships with these groups, companies will be more aware of qualified candidates with disabilities that are looking for employment. When working or partnering with schools, connect with both their career and disability services.

1100 Main Street • Perry, GA 31069 The Houston County School District does not discriminate on the basis of race, color, religion, national origin, genetics, disability, or sex in its employment practices, student programs and dealings with the public.

Training —

Many recruiters have an initial idea of the kind of person they think will best fill a certain position.

However, if these recruiters don’t have experience working with people with disabilities, fear and preconceived notions about people with disabilities may be unintentionally coloring their recruitment practices. This unconscious bias can lead them to avoid people with disabilities, even when they may have all the skills and background required to do the job.

Cornell University has an online toolkit for managers focused on helping them build a disability inclusive workforce. And the U.S. Chamber of Commerce has a “best practices” workbook, which includes a disability inclusion assessment test to help employers critique and enhance their disability practices.

Companies can access a larger pool of qualified job seekers with disabilities if they actively work on establishing new recruitment practices that target this segment of the population.

It is the official policy of the Alabama Community College System and Coastal Alabama Community College that no person shall be discriminated against on the basis of any impermissible criterion or characteristic including, without limitation, race, color, national origin, religion, marital status, disability, sex, age or any other protected class as defined by federal and state law.

View current Job Opportunities and Application Procedures online at:

WWW.COASTALALABAMA.EDU

This article previously appeared on TLNT.com, a news and information site for human resource professionals.

1900 Highway 31 South • Bay Minette • Alabama • 36507 EOEJournal_Ad.indd 1

6/8/20 4:23 PM

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equal opportunity employment journal

July 2020

We honor George Floyd and all who came before him.

We stand against injustice, inequality and discrimination of any kind.

eoe journal