eoe journal Supporting
MAY 2021
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eoejournal equal opportunity employment journal
Editorial Comment
M
ay 21st is World Day for Cultural Diversity for Dialogue and Development, a day set aside by the United Nations in 2001 as an opportunity to deepen our understanding of the values of cultural diversity and to learn to live together better. The Convention on the Protection and Promotion of the Diversity of Cultural Expressions aims to advance four goals: 1. Support sustainable systems of governance for culture; 2. Achieve a balanced flow of cultural goods and services and increase mobility of artists and cultural professionals; 3. Integrate culture in sustainable development frameworks; and 4. Promote human rights and fundamental freedoms. The cultural and creative industries are among the fastest growing sectors in the world. With an estimated global worth of 4.3 trillion USD per year, the culture sector now accounts for 6.1% of the global economy. They generate annual revenues of US$ 2,250 billion and nearly 30 million jobs worldwide, employing more people aged 15 to 29 than any other sector. The cultural and creative industries have become essential for inclusive economic growth, reducing inequalities and achieving the goals set out in the 2030 Sustainable Development Agenda. My goal is to bring awareness to this day. Learn more about the convention and what they support here: https://en.unesco.org/creativity/convention 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 condi-
May 2021
Table of Contents
Why Creating a Diverse Workforce Matters
Page 4
Why Diversity in Law Enforcement is Important
Page 5
The Benefits of Disability Diversity in the Workplace
Page 7
New Tools Can Help Small Businesses Thrive
Page 11
Survive Work from Home Fatigue: Five Tips
Page 12
What is Your Definition of Success?
Page 14
6 Ways to Improve Diversity in Healthcare Hiring
Page 16
Understanding the Value of Diversity in Healthcare
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Beyond Patient Care: Four Unusual Career Paths in Nursing
Page 23
Women in Tech Show the Industry Has a Long Way to Go
Page 25
Tips to Boost Girls' Interest in Math and Science
Page 27
Ways Veterans Apply Military Thinking to Everyday Life
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tion, age, gender identity, and sexual orientation or any other characteristic protected by state or federal law.
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NOW HIRING — PATIENT RECORDS ABSTRACTOR IV As a Patient Records Abstractor IV for UCLA Health Sciences, you will abstract clinical and pathological information according to California Cancer Registry (CCR), Surveillance, Epidemiology, and End-Results (SEER), and California Cancer Surveillance Program (CSP) of L.A. County guidelines and assign ICD-0 codes into the UCLA Cancer Registry database. You will be responsible for assigning the appropriate accession/sequence number to reach reportable case, the appropriate TNM stage to all analytic cases and Extent of Disease (EOD), and the appropriate SEER Summary stage of disease for all analytic cases. Your established experience in these areas means you can abstract information with a less than 3% error rate as required by the CCR. Please apply at https://www.uclahealthcareers.org/home-page-it-personalized/ and search using job ID: 13472. EOE.
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May 2021
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h Laboratory our country’s p environment where the nation’s best scientists and engineers are inspired to pursue their passion, ev NRLapplications seeks seasoned professionals, as well asof recent graduates, in the areas of Chemistry, ediate and long-range in the defense thecollege United States. Computer Science, Materials Science, Meteorology, Oceanography, Physics, Aerospace, Chemical, Computer, Electronics, Materials, and Mechanical Engineering.
ofessionals, as well as recent college graduates, in the areas of Chemistry, Computer Science, Materia aphy, Physics, Aerospace, Chemical, Computer, Electronics, Materials, and Mechanical Engineering
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w w w . n r l . n a v y. m i l NRL is an Equal Opportunity Employer
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equal opportunity employment journal
Why Creating a Diverse Workforce Matters
As
more companies begin to make workplace diversity a priority, it becomes increasingly obvious that a diverse business is often a successful business. From innovative business practices to improving company culture, a diverse staff is the secret to success. Historically black colleges and universities (HBCUs) are especially adept at preparing their graduates to develop productive, successful professional careers. We have seen firsthand that creating a diverse workforce is not just a “nice to have,” it is essential to the success of our companies and the future of our country. In general, diverse companies are more financially successful. Companies in the top quartile for racial and ethnic diversity are 35% more likely to see better financial returns than their competitors. This rings true throughout the corporate hierarchy; a company’s earnings before interest and taxes rise an average of 0.8 percent with each 10% increase in racial and ethnic diversity on a company’s senior-
executive team. Over a three year period, diverse companies see 2.3 times higher cash flow per employee than non-diverse companies. Naturally, a diverse company is better equipped to create products for a global market. Diversity improves innovation by bringing different voices into conversation and equipping a company to better understand its consumers. Diversity encourages creativity, promotes productivity and leads to better decisionmaking. Additionally, diversity benefits company culture. In a study conducted by the Society for Human Resource Management, 91% of employees reported that diversity initiatives helped their organizations compete in the marketplace, 79% believed their diversity programs improved corporate culture, and 77% said that diversity programs improved recruitment efforts. According to a study by Boston College, American employees generally place high values on advancement and learning. Employees from racially and culturally diverse backgrounds,
May 2021
however, emphasize these issues even more than their white colleagues. In the workforce, diversity is selfperpetuating. Racial and ethnic minorities in executive positions tend to help diversify the workforce through their hiring practices. The nation’s HBCUs prepare their students for success in the workplace. UNCF’s Frederick D. Patterson Research Institute reports that “the strength and vitality of HBCUs prepares a critical sector of the workforce, people of color from lowand moderate-income families, to fill the economy’s demand for collegeeducated workers.” HBCUs are extremely beneficial to the American economy at large and promote the socioeconomic mobility of firstgeneration college students from low-income families. HBCUs play a key role in their students’ economic success by educating and equipping their graduates with the skills needed to thrive as an employee. As a result, the entire country benefits. Article provided by www.uncf.org UNCF envisions a nation where all Americans have equal access to a college education that prepares them for rich intellectual lives, competitive and fulfilling careers, engaged citizenship and service to our nation.
MARYLAND The City of Frederick is the second largest city in Maryland. Frederick is a great place to live, work and play. Join our team of more than 870 employees and enjoy work-life balance and the chance to serve the public and make a difference where you live. 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.
Visit our job opportunities page: http://agency.governmentjobs.com/frederick/default.cfm An Equal Opporunity Employer
The City of Frederick • 101 North Court Street Frederick, MD 21701
Cityof
Manassas The online source for everything that’s “Manassas”
The City of Manassas is located 30 miles southwest of Washington, D.C., in the approximate center of Prince William County, bordered on the northeast by City of Manassas Park. Current job openings with the City of Manassas are listed on our website.
www.manassascity.org/jobs 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.
May 2021
equal opportunity employment journal
Page 5
Why Diversity in Law Enforcement Is Important
D
by Lisa Myers, J.D., L.L.M. Legal Studies Department Director J.D. L.L.M. Campbell University B.A. Corllins University
iversity in law enforcement is a concept entangled with political interpretations and sensationalist media, but just because a question or concept is difficult does not mean it isn’t worth exploring. Today, we’ll be looking at diversity in law enforcement and why it is so vital to the proper prevention of crime and keeping people safe.
Better Communication
Communication is vital for effective law enforcement and crime prevention. Law enforcement officers are there to serve the community and their jobs are made that much harder if that cannot communicate effectively. Addressing this can be as simple as teaching officers some of the major non-English languages spoken in the U.S, such as Spanish or Chinese. However, one of the benefits of having diversity in the force and of diversity training is that officers are able to communicate with cultural nuance.
As an example, some cultures have different attitudes to personal space. In a tense situation, understanding the difference between aggression and a different attitude to personal space can be hugely important.
Earning the Public’s Trust
Just as with proper communication, earning the trust of the public is paramount to effective law enforcement. An understanding of the nuance of other cultures, the perception that law enforcement officers share, or at least understand some of the same experiences as those from other cultures, and the understanding that other cultures and races are welcome in law enforcement are paramount to building public trust.
Changing Negative Perceptions
For some communities, the attitudes towards law enforcement can be overwhelmingly negative. They are often seen as outsiders or as a threat, rather than serving the community at large.
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Having representatives of a certain community or culture within law enforcement helps to prevent communities from identifying them as outsiders.
Part of this negative perception can be changed through further diversifying law enforcement because having representatives of a certain community or culture within law enforcement helps to prevent communities from identifying them as outsiders. Additionally, having members of a wider range of communities within law enforcement normalizes the behaviors and attitudes of those communities with the wider law enforcement spectrum, allowing officers from across the U.S to reach a greater understanding of the people they protect. Diversity in law enforcement is just one of the important issues that you’ll study as part of your time in our Criminal Justice program here at Northwest Career College.
Qualifying For Your Future
Gaining a qualification from our Criminal Justice School puts you in an excellent position to access a variety of employment opportunities as you look for one that suits your
CAREER OPPORTUNITY POLICE RECRUIT The City of Peoria will conduct an examination for placement into the April, 2021 Eligibility Pool. $60,939.58 year, 21 years old by 4/17/21, or 20 years old if completed two years of law enforcement and High School diploma or GED required. Submit copies of your driver’s license, certified birth certificate, and high school diploma or high school transcript or GED with the application. Deadline is 5pm on 4/5/21 Apply online at: www.peoriagov.org City of Peoria 419 Fulton Street Room 403 Peoria, IL 61602 or Email: dbush@peoriagov.org Phone: 309-494-8578 Fax: 309-494-8587
EOE/AA
May 2021
skills and interests. At Northwest Career College, our Criminal Justice instructors include licensed, practicing attorneys and degree instructors able to teach, not only the law but also to guide our students in the many ways a criminal justice graduate integrates into a Las Vegas legal profession. As part of our Criminal Justice Program, you’ll visit courts, jails, meditation centers and more to experience first-hand the law in action which will make your criminal justice training applicable to the Las Vegas legal system. Northwest offers a flexible blended program with all criminal justice classes Las Vegas law classes taught on campus by an attorney and general education courses offered online. Our experienced instructors are on-campus to review and support your learning experience at all times. Call us at (702) 403-1592 to speak to one of our enrollment team about joining our Criminal Justice Program today! Article provided by www.northwestcareercollege.edu Career College and Trade School in Las Vegas
May 2021
equal opportunity employment journal
Page 7
The Benefits of Disability Diversity in the Workplace
E
by Louron Pratt
qual opportunity should be apparent in any workplace; whether employing a very small selection of staff or hundreds in an office, warehouse or even on the shop floor. Each and every candidate should be given the opportunity to fulfill the job role regardless of a disability or impediment. However, is this universally what is happening within workplaces?
to be made for disabled employees to go about their tasks without struggle. For example, adapting the premises of the workplace and adapting equipment for those with physical impediments. For those with psychological disabilities, presenting information in other formats and allowing extra time for tasks may be necessary. Making sure a business welcomes disability within the workplace is not only the correct thing to do, but it also welcomes a vast selection of benefits too. Encouraging A business should aim to showcase equality and diversity in applications from disabled candidates will not only portray the workplace, in the sense that any applicant or employee a good image for a business but will also: is given fair treatment to carry out their job without issue. It may come as a surprise, but not every business is free 1. Increase amount of suitable of discrimination and often, the employment of disabled candidates candidates can be seriously overlooked. Searching for a suitable employee is never easy, therefore Nearly 7 million people in the UK are currently living with closing off the opportunity to disabled people is not only a disability or health condition; many of whom have the desire against the law, but also reduces the opportunity of finding to be in the workplace. It is no secret that there is an obvious the most suitable candidate for a job role. According to Work gap between the proportion of fully abled employees and Without Limits, “Individuals with disabilities represent an those whom are disabled within one workplace. untapped candidate pool for businesses. Recruiting and The cost of hiring a disabled employee doesn’t have to retaining people with disabilities is one approach to counter be expensive, but several reasonable alterations may have the effects of the aging and shrinking workforce.”
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equal opportunity employment journal
May 2021
Many studies have shown that disabled employees are even more reliable that those with no impairments. It has been studied that they are far less likely to take a sick day and more included to remain in one particular workplace longer than fully-abled employees.
2. Reflects wide customer base
Alike the customers and clients a business deals with on a day-to-day basis, disabled employees can empathize with any particular needs that certain customers may have when it comes to a particular service. For example, a deaf employee may be able to assist customers who struggle communicating through sign language and can therefore can bring their own additional skills to the business. Positions available in various professional and technical fields:
Civil Engineering Communications Contract Administration Finance/Accounting Geographical Information Systems
Human Resources Heavy Equip. Operators Maintenance Planning/Research Project Management Transportation Techs
Texas Department of Transportation Human Resources Division 125 East 11th Street Austin, TX 78701-2483
Additional information may be obtained by calling 1-800-893-6848 Apply online @ www.txdot.gov/careers Equal Opportunity Employer
3. B oosts productivity and creativity levels
All employees work together to achieve one set goal; so, a much more diverse company can boost productivity levels through using a wider variety of talents. Employees learn from one another; through the use of different strengths and experiences, meaning fresh ideas are brought to the table and hence, can achieve development. Creativity is also a major factor of a diverse work environment, in which those with different viewpoints and perspectives can understand issues in a different light – meaning problems can be solved at a quicker pace when it comes to decision making. If for example, your product or service can be tailored to a particular individual, disabled employees may be able to give insightful knowledge as to how your company could adapt the product or service to attract a wider audience; and especially those with disabilities who perhaps may have missed out beforehand.
Penny Mordaunt speaks out for the disabled
“The mission of the Tioga County Department of Human Services is to protect, serve and improve the quality of life for Tioga County’s citizens by effectively managing the County’s human services programs and resources.”
1873 Shumway Hill Road • Wellsboro, PA 16901 Fax Resumes to: (570) 724-6757 For more information visit us at:
www.tiogacountypa.us We stand in support of equality for and advancement of all people based on their qualifications and actions alone without regard to race, sex, color, national origin, ancestry, religious creed, disability or age.
In 2016, Marketing Week carried out a survey which displayed there was an obvious lack of representation of disabled employees within workplaces across the UK. Those surveyed claimed only 51% worked alongside a disabled person, while only a minor 22% of consumers believe that disability is well-represented both in the media. While this may be the case, it seems that global brands are now aiming to change the way in which disability is looked upon in the workplace and distinct changes are now being put in place. Britain’s international development secretary, Penny Mordaunt is working towards challenging the discriminations of hiring disabled employees. In July 2018, she spoke to several global leaders, with the aim of combatting the negative implications associated with disability in employment. Mordaunt described the disabled as “the most discriminated against in society”, before going on to say: “In many parts of the world, people with disabilities simply don’t count. They are neglected and isolated. They are attacked and abused. They are invisible.” Speaking in 2017, she added: “I am bringing technology companies, governments and charities together at the UK government’s first-ever global disability summit in London in July 2018, to show our commitment to transform the lives of people living with disabilities.”
May 2021
equal opportunity employment journal
Global brands aim to clamp down on disabled prejudice
Back in 2015, global brand Microsoft paved the way for the future of disabled employees within workplaces, when they announced the firm would be hiring individuals with autism for fulltime positions at their headquarters in Redmond, Washington. A spokesperson claimed that the company intended to give those with the disorder a chance to use their talents within the field of technology. Mary Ellen Smith, Microsoft’s vice president of worldwide announced the news on the company’s blog. “Microsoft is stronger when we expand opportunity and we have a diverse workforce that represents our customers,” she wrote in the post. “People with autism bring strengths that we need at Microsoft. Each individual is different. Some have amazing ability to retain information, think at a level of detail and depth or excel in math or code.”
After the meeting with Penny Mordaunt in November last year, senior director of Microsoft, High Milward also went on to suggest that the company is still aiming to tackle the stigma around disability: “Microsoft believes that technology can play a critical role in removing barriers and empowering people with disabilities. At this moment, the world is at the dawn of a data and technology-driven fourth industrial revolution, and these technologies enable governments and organisations to change the way they deliver services to their communities, customers and colleagues.” Proctor and Gamble are another global organisation who have high hopes on defeating the stigma surrounding disability in the workplace. For decades, the company has been one of the most recognized for household and products in the world. The brand already made headlines when it aimed to stamp out gender inequality, by changing the label of their Fairy liquid to ‘Fair’ as a campaign recognize and challenge stereotypes
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surrounding women. Similarly, the brand has strong viewpoints on the way in which disabled and carry out their beliefs through flexible working strategies to give all candidates equal opportunity. According to their website, Proctor and Gamble are ‘advocates of diversity’ and encourage employees to express themselves in whichever way they desire. With this attitude in mind, the brand have been ranked as one of the ‘ top companies for people with disabilities’. References https://www.theguardian.com/global-development/2017/nov/30/penny-mordaunt-championsdisability-rights-global-summit-london-july-2018 https://www.disabilityscoop.com/2015/04/07/microsoft-employees-autism/20193/ https://www.flexjobs.com/jobs/telecommutingjobs-at-procter_&_gamble https://www.gov.uk/government/publications/ employing-disabled-people-and-people-withhealth-conditions/employing-disabled-people-andpeople-with-health-conditions https://www.gov.uk/government/publications/ employing-disabled-people-and-people-withhealth-conditions/employing-disabled-people-andpeople-with-health-conditions Article provided by www.hrdconnect.com
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May 2021
JOIN OUR TEAM
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May 2021
equal opportunity employment journal
Page 11
New Tools Can Help Small Businesses Thrive While Working Remotely
It
’s been a challenging year for businesses of all sizes, with many companies having to quickly transition from centralized to decentralized work environments. Business leaders say that without the right tools, the new normal can put a strain on communication, collaboration and teamwork, significantly reducing productivity. “Leading effectively from afar is a real challenge,” says Amir Moussavian, the CEO of Eturi Corp. “The ability to tune into the hum and buzz of my team collaborating has always been essential.” Recognizing a missing piece of the puzzle, Moussavian and his team at Eturi, which develops crossplatform solutions for mobile devices, introduced a new app called Motiv, a mobile dashboard that delivers important productivity metrics to CEOs, managers and leaders. The tool’s reporting focuses on providing
conference call activity and email summaries and integrates with Google Workspace and Microsoft 365, with many additional integrations and features slated for future release.
Although a decentralized office can be challenging, the flexibility it offers employees can boost their morale and ultimately make for a happier workforce. “As all business owners know, it’s difficult to support collaboration or make informed decisions for the future of your company without up-todate insights into what your team is doing,” says Moussavian. “That’s why we wanted to create a dashboard that essentially functions as a virtual corner office vantage point.”
Moussavian stresses that although decentralized office can be challenging, the flexibility it offers employees can boost their morale and ultimately make for a happier workforce. Indeed, research shows many employees hope to continue working from home in the future. He says that tapping into these benefits while leveraging tools that facilitate remote work will be a key to success for companies as they move forward. Easily adopted by small- and mediumsized businesses, which have been underserved by existing productivity solutions, Motiv is available free for a limited time through the iOS App Store and Google Play Store. To learn more, visit www.motivapp.com. While many teams have not met in-person in quite some time, one thing is certain, collaboration is still as important as ever. New tools and the right mindset can help businesses modernize and thrive. Article provided by StatePoint.net
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equal opportunity employment journal
May 2021
SURVIVE Work from Home Fatigue: FIVE TIPS
W
orking from home has become the reality for millions of people all over the world, and this set-up is not about to change anytime soon. In fact, more and more employers are willing to offer the opportunity of working from home for employees. If you’ve been working from home for the past year and it doesn’t look like you’re going anywhere else anytime soon, here are some tips to stave off the WFH fatigue.
Create a clear home-work boundary
For many people who are used to working at the office, what makes WFH a big adjustment is the fact that lines between work and home become blurry or worse, disappeared completely. This is not hard to understand, especially for those whose home-to-work commutes were shortened into the few minutes it took to jump up from the bed and sit in front of the computer. Experts recommend creating
Equal Opportunity Employer M/F/D/V
Tosoh Bioscience, Inc. (TBI) provides highly sophisticated diagnostic systems to doctor’s offices, hospitals and reference laboratories. 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 visit:
www.tosohamerica.com/careers
Learn more about us at: www.tosohbioscience.com 6000 Shoreline Court • Suite 101 • South San Francisco, CA 94080
May 2021
equal opportunity employment journal
routines to replace the commute to work, such as taking a shower, dressing up, and getting your morning cup of coffee before sitting down to do some serious work.
Get regular exercise
Exercise is still the best solution for a variety of WFH-related ills. Exercise takes your mind off from work, gives you a boost of endorphins, and helps keep your muscles toned and strong even if you stay indoors for most of the day.
Get Some Sun Every Day
Page 13 family members. While some are lucky enough to have a spare bedroom that they cant convert into a home office, others may not have that luxury. Opt for the laundry room or a walk-in pantry if you really need privacy. A corner in the kitchen or the living room can be turned into a semi-private office area with a cheap foldable room divider or screen that you can buy from any home store.
multi-tasking If you have a yard or even a small Avoid Working from home can get outdoor balcony, get some sun old fast if you juggle work and home duties simultaneously. for some essential vitamin D.
If you have a yard or even a small outdoor balcony, get some sun for some essential vitamin D. Go out and have some morning sunshine with your coffee–it can help boost your mood and get you in the right mental state for the day’s work ahead.
Avoid multi-tasking by blocking off work hours. Be strict about the distinction between your work and home tasks. Make sure everyone in the house knows this too so that your family knows what to expect from you during specific times of the day. Working from home requires some major changes in how Limit Distractions by Setting Up we live and work. But with a few adjustments and creative Physical Boundaries tweaks, you can make this new normal work for you and Working from home set-ups are best done in places where your loved ones. you can focus on the work and nothing else. This is difficult Article provided by constant-contact.com to do at home, especially for those with small kids or other
Together, we can make creative and innovative ideas flow more freely. RCN provides industry-leading High-Speed Internet, all-Digital TV and Phone services for residential, small/medium and Enterprise business customers. RCN’s advanced digital services are delivered through our proprietary, state-of-the-art fiber-rich network and supported by 10 0% U.S.-based customer service. RCN’s service areas include Boston, Chicago, New York City, Lehigh Valley, Philadelphia and Washington, D.C.
Parker Hannifin Fluid Control Division
95 Edgewood Avenue • New Britain, CT 06051
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Join our global workforce of approximately 58,000 employed in operations, lean, communications, engineering, supply chain, human resources, accounting, information technology, manufacturing, marketing, and sales. View open positions and apply:
RCN Telecom Services, LLC 650 College Road East Suite 3100 • Princeton, NJ 08540
Parker is an equal opportunity employer /
At RCN, we employ hard-working, action-oriented team members and are continually looking to recruit exceptional talent in all business areas and markets where we offer service.
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We are proud to be an EEO/AA employer M/F/D/V. We maintain a drug-free workplace and perform pre-employment substance abuse testing.
www.parker.com/careers
VEVRAA Federal Contractor, Minority/Female/Disability/Veteran
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equal opportunity employment journal
May 2021
What is Your Definition of Success?
W
hat is your definition of success? Before you can achieve success, you need to define what success means to you. Unless you have a clear vision of what success is to you, you cannot work towards it. Success means different things to different people. For some, monetary reward is a measure of success. Yet others have multiple definition of success.
1. The Different Areas
They measure it across a few areas. It can be career, health, spiritual, emotional, time or financial. As an example, one can be successful in one’s career but not emotionally. Of course, this list isn’t exhaustive - so you can add areas that are relevant to you. To find your own definition of success you need to dig deep within yourself and question your values in life. What are your strengths and weaknesses? What are the things that are important to you? By answering these questions
by Long Yun Siang
you can then come closer to your own definition of success. Be aware that this can be a long process. You may not get the answers so quickly. But it is alright. Define your measure of success, one at a time. Let’s take your career as an example. What would your definition of success be for your career? To make the managerial level by a specified time? Then dig deep to see what are your own strengths and weaknesses. Which would help you achieve it. Which of your weakness is a barrier, and does it go against your values? For me, I value time with my family. However, my work requires me to work late nights and long hours. I will need to adjust my own definition of success. Which would take priority?
2. It is a Journey
When defining your success, remember this important thing. Success is a journey. It has multiple peaks and not one ultimate pinnacle. One success builds on another. Setbacks
THROUGH
and mistake will also help you build success. At different periods of your life, success is defined differently. In our career, at a more junior level, your success can be defined by exceeding your job requirements or getting a promotion. Or success can be defined in a few respects. They can be: 1. Your relationship with your boss; 2. Your relationship with your peers; 3. Y our dealing with other departments; and 4. Your learning curve. You may add other areas as you move up the corporate ladder. One of my definitions of success in my career at this point - is the number of staff I mentor to higher levels within my industry. When they achieve a certain level of skills and knowledge and are respected by clients, business partners and industry peers – I have achieved some amount of success as far as my career is concerned. Article provided by www.career-success-for-newbies.com
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www.eccoiii.com/careers 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.
May 2021
equal opportunity employment journal
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equal opportunity employment journal
May 2021
6 Ways to Improve Diversity in Healthcare Hiring
D
iversity, equity, and inclusion aren’t new concepts in healthcare. However, their importance has been emphasized in 2020 due to Black Lives Matter and similar movements, motivating many administrators and hiring managers to take a closer look at their hiring practices. Here are six best practices that can help you improve your hiring process for greater diversity and equity in healthcare.
implicit bias that may
lead them to select some candidates over others. At Ochsner Health in Louisiana, they’ve rolled out training to address implicit bias across the organization, says Melissa Love, VP of Professional Staff Services and The Office of Professional One of the best places to start your effort to increase Well-Being. “The first diversity in an organization is by focusing on yourself. part is identifying your own biases, and after that there will be another segment of ‘Okay, now what do 1. Educate Leaders and you do about that bias?’” Recruiters about Implicit Bias Love says the response to the program has been positive One of the best places to start your effort to increase so far. “People are really curious. I’m seeing people be very diversity in an organization is by focusing on yourself. Leaders surprised by their lack of knowledge, even those that think and recruiters should check themselves for unconscious or they’re very knowledgeable.”
May 2021
equal opportunity employment journal
Page 17 ...having a larger
2. Reduce Inequities in the Hiring Process that Limit Diversity
mix of individuals
Aside from implicit bias, there are other ways organizations may unknowingly limit diversity in their hiring processes. One way to reduce these inequities is to create a standard interview process that you follow for every candidate. “If you ask one candidate one thing, but you don’t focus on that same question with another candidate, it’s not the same experience,” says Daniel Benavides, manager of talent acquisition at CHG Healthcare, CompHealth’s parent company. “It needs to be the exact same experience for every candidate you’re running through your process so it’s an even playing field.” Increasing the number of people who select candidates also helps. When he joined CHG Healthcare, Benavides noticed only one or two people were filtering candidates for interviews. He determined that having a larger mix of individuals looking at applications would result in a greater diversity — and higher quality — of selected candidates. At Ochsner, Love says her organization now has a requirement that at least one diverse candidate be presented when hiring for an AVP level or above. “It doesn’t necessarily mean that’s who is selected, but there will always be diverse candidates presented. We’re currently in the process of determining what that process looks like on the physician side, too.”
looking at
applications would result in a greater diversity — and
higher quality — of
selected candidates. 3. Widen Your Pool to Increase the Diversity of Your Applicants
In addition to changing your hiring process, you can increase diversity simply by expanding the pool of candidates applying to your organization. Benavides says the talent acquisition team at CHG healthcare has been focusing more effort on outreach to specific audiences. “We’re finding ways to attract other talent, whether that’s internship programs within our teams or reaching out to historically black colleges and universities and Latinx organizations,” he says. Another way to encourage diverse applicants to apply is to be mindful of how you advertise the position. Steven Huff, director of talent acquisition at CHG Healthcare, says, “A lot of times it’s just simple changes in your process, like
Looking for an exciting place to work where you have the opportunity to help others? Look to Harlingen, Knapp or Mission Regional Medical Centers. We’re always on the lookout for professionals who are as committed to excellence as we are.
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looking at a particular newspaper or job site that you post your job on and understanding the demographics of that job site.”
4. Encourage Minorities to Pursue Careers in Healthcare
Thomas Jefferson University & Jefferson Health 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
To apply online visit:
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Not everyone thinks a career in healthcare is accessible to them, and one easy way to widen your applicant pool is to encourage diverse groups to pursue careers in the field. Ochsner Health has several programs that allow people to learn about healthcare careers. “In the New Orleans metro area, we have a high poverty rate and a lot of people who just aren’t aware of where they can go after high school, so we have several workforce development programs,” says Love. “We also have the Ochsner Scholars Program, where we have opportunities for people to learn more about healthcare. We’re looking to expand the program to kids who may be interested in learning more about what it means to be a physician,” says Love. “I’m targeting some of those schools that are focused on diverse admissions so we can really grow that pipeline.”
Having a larger mix of individuals looking at
applications would result in a greater diversity — and higher quality — of selected candidates.
5. Hold Your Organization accountable
Once you’ve determined what steps your organization needs to take to increase diversity, make sure to hold yourself and those around you accountable. Love says she’s constantly asking, “How are we progressing? How have we gotten better?” At Ochsner, they answer these questions in part by tracking demographics to see if there are changes. In the past 10 years, she says Ochsner physicians who identify as minorities have increased from 25% to 37% of the workforce. “You have to start somewhere,” she says. “You’re not going to solve it tomorrow. Our communications have been very clear that we’re committed to this process. We’re committed to creating an environment where people feel diversity and inclusion is expected and appreciated. It’s not going to be an overnight solution, but you have to be willing to listen and learn.”
6. Remember the Benefits of a Diverse Workforce
A diverse and inclusive work environment helps employees to feel more connected to their work, reduces turnover, and makes for happier employees. Diversity has also been proven to produce better business outcomes and create high-performing teams. “Diversity enriches an organization,” says Benavides. “A more diverse organization is able to bring different outlooks to a problem and look at them from different perspectives.” Increasing the diversity of your workforce is not only the right thing to do, it will strengthen your organization and result in better outcomes for both your patients and your employees. Article provided by www.comphealth.com Healthcare staffing that specializes in you.
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equal opportunity employment journal
Minority Recruitment: Understanding the Value of Diversity in Healthcare
T
here are many benefits to diversity in the workforce. For instance, companies with racial diversity have been associated with “increased sales revenue, more customers, greater market share, and greater relative profits” (Source). Many agree—businesses should take proactive measures in encouraging minority recruitment and equal opportunity. Read on to learn about the positive effects of diversity. This article will also discuss how employers can create a workforce that is well-rounded and reflective of the population.
What Do We Mean by “Diversity”?
“Diversity” means variety, and its definition pertains to the “inclusion of different types of people (such as people of different races or cultures) in a group or organization,” according to Webster’s Dictionary. Some varied aspects of a population include demographics, such as: • Gender • Age • Race • Cultural background • Socioeconomic status • Ethnicity • Nationality • Physical ability or disability • Sexual orientation • Religion These factors, combined with other qualities and experiences, mold us into distinctive individuals (Source). In the workplace, a “diverse” team is made up of a variety of people. These differences offer unique strengths and perspectives, which each individual brings. When valued, diversity promotes inclusion and enables the creation of an effective workforce.
“Salad Bowl” Theory
The Salad Bowl theory rejects the idea that American society is a single homogeneous culture. Much like
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different ingredients of a salad, this concept suggests that the United States consists of many individual cultures—each bringing distinct qualities and shared loyalty, which in turn, strengthens the nation. As organizations look to hire qualified candidates, the motion for a diverse workforce stems from concepts like the Salad Bowl theory.
The Importance of Diversity
Aside from equal opportunity and representation, there are many employer benefits to enabling a diverse workforce. Here are a couple: Diversity Drives Innovation and Financial Gains A recent study showed diversity proved to be a key factor in innovation. Teams with diverse leadership repeatedly reported improved innovation and better financial performance— leading up to 19% more revenue. Why is this the case? Companies with diverse teams have a better understanding of the public’s needs and are more in-tune with different groups of people. Diverse teams can reach their customers more effectively by
developing innovative and relevant solutions. This is just one of the many benefits of minority recruitment. Increased Decision Making and Productivity Diverse teams have also been shown to make decisions faster than individual workers, which in turn improves productivity. Another study found a direct correlation between effective decisionmaking and the diversity of a team: the more diverse, the better the decisions. “Teams that were geographically diverse, and included members with different genders and at least one age gap of more than 20 years, were the most successful– making better business decisions than individuals 87% of the time.” (Forbes.)
Diversity in Healthcare
For the healthcare industry, diversity is about more than increased productivity or the bottom line— it’s about patient care. America needs a diverse healthcare system so it can be reflective of its patients. According to the recent census, America’s population consists of the following racial demographics:
Genesis HealthCare System is an integrated health care delivery system recognized for its steadfast commitment to delivering high quality, compassionate patient care. As part of our team, you’ll get great benefits, work with highly qualified colleagues and help carry out the Genesis mission.
View and apply for current career opportunities online.
www.genesishcs.org/careers Genesis HealthCare System does not exclude people or treat them differently because of race, color, national origin, age, disability, or sex.
2951 Maple Avenue | Zanesville, OH 43701
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60.4% Caucasian 18.3% Hispanic or Latino 13.4% African American 5.9% Asian 1.3% Am.Indian or Alaskian Native .7% Other Population demographics shift each year. By 2044, 56% of the country is projected to be part of a minority group. And that’s just looking at racial identity. In order for the healthcare industry to accurately represent the population, 40% of its workers should be a race other than white. Let’s take a look at the current makeup of American doctors: only 13% of primary care physicians are African American, Hispanic or Native American. Based on the country’s demographics, these groups should be closer to 33%. But race is only one factor. The age, gender, and socio-economic backgrounds of America’s physicians don’t reflect the population, either. Language diversity is another area of concern. Around 40 million Americans speak Spanish in the home, but less than 5% of graduating medical students are Hispanic.
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.
For more information or for current employment opportunities visit us at
careers.holyredeemer.com and apply online.
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All of this makes a strong case for healthcare facilities to prioritize minority recruitment.
Importance of Diversity in Healthcare
Diversity in healthcare benefits the industry; it can also lead to better patient outcomes for several reasons, listed below.
Patients Seek Doctors Who they Can Relate to
Everyone wants a healthcare provider who understands their needs. Typically, people are more comfortable visiting a physician who shares some aspects of their identity (e.g. gender, race, cultural background.) In a recent study at Stanford , researchers assigned two groups of male doctors— African American and non-Hispanic white— to Black male patients in California. The results showed that patients treated by Black physicians were more willing to discuss their health concerns. Black physicians also had more comprehensive notes about their patients, compared to non-Hispanic white doctors.
Researchers even found that patients were more likely to accept preventative care, such as a flu shot, from Black physicians. Overall, Stanford research suggests that “Black doctors could help reduce cardiovascular mortality by 16 deaths per 100,000 per year, leading to a 19% reduction in the black-white male gap in cardiovascular mortality.” This research demonstrates how patients prefer care from doctors who they can relate to, and also illustrates the importance of minority recruitment on a larger scale. With the mortality rate for Black males being significantly higher than any other population in the U.S., healthcare institutions have the potential to make strides in improving patient outcomes where it’s needed most.
Lowered Language Barriers Decrease Health Complications
For non-native English speakers, consulting with a doctor who doesn’t speak their language is very challenging. In fact, more than 25% of adult Hispanics don’t have a healthcare provider. Research from the Commonwealth Fund indicates
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patients who speak limited English are also more likely to experience “adverse events” when they do get medical care. This essentially means that non-native speakers are faced with the increased likelihood to experience errors in healthcare— 52% will have an adverse event due to poor communication, as opposed to only 36% for English speakers. The same study also found that nonnative English speakers were more likely to have an adverse event that led to actual physical harm.
How to Prioritize Minority Recruitment
Diversity benefits everyone—from employers to employees, to even consumers. In the healthcare industry, a diverse team can transform the patient care experience and positively impact patient outcomes. Here are steps an employer can take to create a diverse healthcare team:
Remember: Diversity is More Than a Number
Ideally, staffing should reflect the local patient population. This means
Oak Valley Hospital
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
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.
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.
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that a practice in Sioux Falls may appear differently than one in Houston or Los Angeles. As facilities strive to meet the needs of local communities, management should keep in mind the importance of representation as it relates to those they serve, and how diversity promotes individual trust in healthcare providers.
Instead, focus on creating an all-inclusive company culture. A diverse workforce will then become a holistic part of your organization’s cultural development. This is an ideal time to stay connected to your colleagues. Afterall, an “employee’s daily experiences with co-workers are more telling about a workplace’s inclusiveness than anything else” (Source). Break Barriers Not to mention, work environments that promote inclusivity Minority recruitment benefits the entire team. As such, also increase employee satisfaction and retention. it helps to get the whole team involved, especially staff from minority backgrounds. Ask questions and try to gain Consult an Expert perspective about others’ experience to truly understand GlobalHealth Education offers free, no-obligation services your organization’s dynamic. Be an active listener. to employers to help you analyze and optimize your Broadening your team could be as simple as consulting organization. We’re prepared to empower your team with your own staff— learn what draws people to your organization insight and resources to help you strengthen your workforce. and what can be improved. At GlobalHealth, we’ll support you in creating tuition and assistance programs, so you can invest in your employees Examine Your Hiring Process from the start. We’ll also help you reach underrepresented Is your current hiring process conducive to diversity and groups and support your efforts to improve minority minority recruitment? recruitment. People should be hired based on their abilities, though Our assistance can help you reduce turnover, maximize it is not uncommon for misbeliefs to occur during the your tuition investments, and develop your existing workforce hiring process. Some organizations have moved to blind through training and education. recruitment and hiring, a helpful tool for removing any Together, we can build an inclusive and diverse healthcare identification from a candidate’s resume (e.g. age, gender, team. ethnicity) to avoid implicit bias during recruitment. Get in touch with us today. Evaluating your hiring process will help you find weak Article provided by www.globalhealtheducation.com points and develop a plan to improve.
Maintain Inclusivity After Hiring
Minority recruitment is important, but hiring a diverse healthcare team shouldn’t be your end goal.
GlobalHealth Education by Keypath Education is designed to connect students, universities, and employers to what they need most. It’s a synergistic relationship that empowers healthcare professionals, improves online program performance, and builds workforce talent and retention across the country.
The MaineHealth network of hospitals and healthcare organizations offers outstanding career opportunities to work and live in one of the most spectacular areas of our nation. Joining MaineHealth presents rewarding careers throughout our non-profit healthcare system. For a complete listing of MaineHealth System organizations and current openings:
www.careersatmainehealth.org
MaineHealth values diversity and is an Equal Opportunity/Affirmative Action employer. Federal and state laws prohibit discrimination in employment because of race, color, national origin, religion, age, sex, sexual orientation, disability or veteran status.
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Beyond Patient Care: Four Unusual Career Paths in Nursing
W
hether they are saving lives in the emergency room, working in the intensive care unit, assisting doctors with routine patient care of attending to the needs of hospitalized men and women, nurses play a vital role in the world of healthcare. If you are considering a career in nursing, these patient care scenarios are probably what you envision. Those direct patient care roles are a big part of nursing, but caring for patients directly is not the only career path nurses can enjoy. If you have a degree in nursing and the desire to make a difference, you can enhance public health and safety in other ways as well. Here are some of the lesser known roles nurses play in the healthcare arena.
Insurance Claim Review
When patients seek care, it is important that the medications, procedures and assistance they receive is in their best interests. Getting care that is based on the latest science is essential for good health, and nurses can play a vital role in this important process. Virtually all health insurers hire nurses to review their claims for appropriateness, cost effectiveness and a number
of other criteria. Based on their decisions, insurance companies may request additional documentation from doctors, submit claims for further review or even deny them altogether. These review processes are designed to encourage the best care for patients, improving safety, efficacy and patient satisfaction.
Teaching
Every nurse who graduates from an accredited program has had a number of mentors along the way. Those nursing educators provide their students with inspiration, encouragement and guidance even when things get tough. Some nurses are so inspired by the teachers they have met along the way that they ultimately return to the classroom, this time on the other side of the desk. In their new teaching roles, nurses work to encourage and inspire the next generation of professional caregivers, and that is ultimately good news for future patients.
Healthcare Administration
Controlling something as complex as healthcare requires a dedicated team of experts, including many nurses. If you
If you’re ready to make a difference, we’re ready for you to join our team. Everything we do is driven by the goal of helping our patients and communities improve their health and wellbeing. It’s our people who make that goal possible. An organization’s strength comes from the dedication, experience and diversity of each employee. We want to build a strong company by creating an environment where our employees can thrive.
Our Mission MCH is committed to improving the health and well-being of our community. Our Vision We will elevate the health of our community by providing accessible, high quality and value based care. Our Values Performance ~ Respect ~ Integrity ~ Service Compassionate Care ~ Collaboration ~ Creativity
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Monadnock Community Hospital provides a wide range of primary and behavioral health care services for individuals and families with offices in Peterborough, Rindge, Jaffrey, Antrim and New Ipswich.
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love your nursing career but want to move beyond basic patient care, a career in healthcare administration could be the perfect path forward. In their role as healthcare administrators, nurses help chart a path forward, making key decisions on everything from public health policy and pandemic response to reducing the cost of care without sacrificing its quality. Jobs in healthcare administration are also among the most highly paid, giving nurses another reason to make the switch.
Nurse Midwife
While the vast majority of women will give birth in the hospital, some mothers prefer to bring their babies into the world in a more natural setting. Home births are becoming increasingly popular, and experienced nurse midwifes help make it possible. Nurse midwifes attend the birth, see to the needs of women in labor and provide assistance in the unlikely event something goes wrong. The presence of an experienced medical professional at their bedside can give expectant mothers one less thing to worry about, so they can enjoy their new bundles of joy in a more comfortable setting. Working as a nurse can be an incredibly rewarding career, and many nurses find great satisfaction caring for patients in doctor’s offices, medical clinics, emergency rooms and hospital wards. But that is not all there is to a career in nursing; nurses fulfill other critical roles in healthcare as well. If you want to move beyond patient care, the four alternative career paths could help you use your old nursing degree in a brand new way. Article provided by www.constant-contact.com
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Women in Tech Statistics Show the Industry Has a Long Way to Go by Sam Daley
L
The tech industry still has a long way to go toward equity and equality in the workplace, but there are lots of ways it can do better.
et’s face it, tech still has an issue with gender diversity. The tech sector sadly lags behind the rest of the job market when it comes to hiring women. As the percentage of employed women across all job sectors in the US has grown to 47%, the five largest tech companies on the planet (Amazon, Apple, Facebook, Google and Microsoft) only have a workforce of about 34.4% women. While controversial technologies or flashy CEOs get most of the negative airtime, it’s the lack of women in the tech industry that seems to be the largest problem looming overhead.
WOMEN IN TECH STATS: HIRING TRENDS 48% of women in STEM jobs report discrimination in the recruitment and hiring process. Black and Hispanic women, who majored in computer science or engineering, are less likely to be hired into a tech role than their white counterparts. Why are many women not able to get into a managerial or technical role? One answer could be “the broken rung.” Women currently remain highly underrepresented in software engineering (14% of total workforce) and computer science-related jobs (25% of total workforce). In fact, women software engineer hires have only increased 2% over the last 20 years. Instead of talking about “glass ceilings,” we should acknowledge that women have a much larger barrier at being hired for technical entry level positions.
This “broken rung” in the career ladder already puts women at a disadvantage, which leads tech companies into a cycle of hiring employees with the same gender and race (mainly white males).
WOMEN IN TECH STATS: WORKPLACE TRENDS • 26% of computing-related jobs are held by women. • J ust 3% of computing-related jobs are held by AfricanAmerican women, 6% held by Asian women and 2% held by Hispanic women. • 5 0% of women said they have experienced gender discrimination at work. • 4 3% of Americans believe women create a safer, more respectful work environment than men. Only 5% of Americans believe men create a safer work space. Positively, women’s earnings are outpacing those of men’s when it comes to high-skill jobs. It unfortunately gets even more discouraging for women of color in the workplace. Though Asian women, black women and Latinas report the desire to be promoted (and to be at the top of their field) more than white men or women, they’re still often promoted less. The “broken rung” is even more broken for women of color, who only make up 18% of entry-level positions, as opposed to 30% of white women and 35% of white men. We have a tough continued on page 30
PHMC is a nonprofit public health institute that creates and sustains healthier communities. PHMC uses best practices and evidence-based guidelines to improve community health through direct service, partnership, innovation, policy, research, technical assistance and a prepared workforce. PHMC has served the region since 1972. PHMC is an equal opportunity employer.
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careers @ the Commitment to Diversity & Inclusion
COMMITMENT TO DIVERSITY & INCLUSION
Commitment and to Diversity & Inclusion Challenging Rewarding Work The Bank will be known as an inclusive organization where diversity is respected and ETL Development • Data Analytics • Business Intelligence • Big Data
leveraged to effectively serve our region, the Federal Reserve System and the Treasury. Challenging andaImprovement Rewarding WorkandMetrics Process Performance Our words, Budget actionsDevelopment and culture •promote workplace of•inclusion belonging where ETL Development • Data Analytics • Business Intelligence • Big Data all employees have the same opportunity to contribute and succeed. Budget Development • Process Improvement • Performance Metrics
Professional Growth & Training Challenging & Rewarding Work Professional Growth & Training Diversity & Inclusion Training • Community Involvement Career Career Opportunities CareerOpportunities Opportunities
Mentoring • Technical Training • Leadership Development • Educational Assistance Professional Growth & Training Mentoring • Technical Training •Training Leadership•Development • Educational Assistance Diversity & Inclusion Community Involvement
Developers • Architects Projects Managers • Analysts • QA Testers Developers • Architects ••Projects Managers • Analysts • QA Testers Examiners • • Software BankBank Examiners SoftwareDevelopers Developers
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Equal Opportunity Employer www.KansasCityFed.org Equal Opportunity Employer •• www. Kansas CityFed.org
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equal opportunity employment journal
Tips to Boost Girls’ Interest in Math and Science
T
he global challenges of the future will require kids today to have a strong STEM foundation. Unfortunately, girls are not always expected or encouraged to pursue these fields of study. Here are some great ways to boost girls’ interest in math and science: • Celebrate female scientists: Throughout history, female scientists have helped change the world, although sometimes they did so behind the scenes, from Rosalind Franklin whose work -- though largely unrecognized at the time -- was critical in the discovery of the double helix structure of DNA, to doctor, engineer and NASA astronaut Mae Jemison, the first African American woman to travel in space. Highlighting the vital contributions female scientists have made can show young girls what is possible for themselves. • Give them the right tools: Give girls the best chance of success in their high level math and science classes by equipping them with the latest tools. Graphing calculators that bring mathematics to life allow for a more comprehensive learning environment in any classroom. The fx-CG500 from Casio, for example, not only offers a highresolution touchscreen LCD display with over 65,000 colors, but its expanded features and improved catalog function supports math exploration. Using quick commands and a wide range of features, students have the ability to easily draw three dimensional graphs, such as planes, cylinders and spheres, and view them from various angles, and a cross-section option with a special zoom function enables them to further examine the graph for deeper analysis. • Make home a learning lab: Math and science are not just for the classroom. Make your home a learning environment too by providing your child with science and robotics kits. You can also check out free online resources that can help kids get a leg up in the classroom, like the Casio Education website. Found at casioeducation.com, the site features tons of resources to assist with remote learning and helps incorporate technology into mathematics learning. • Go the extra mile: Extracurricular programming can make the challenge of math and science fun and engaging. At a young age, enroll your daughter in coding and science camps, as well as STEM-related after school activities. When she is older, encourage her participation in groups like the astronomy club and math team. Starting in high school, look into internships in STEM fields. Promoting early development of math and science skills for girls and young women will go a long way toward building their confidence and setting them up to succeed. Article provided by StatePoint.net
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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 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.
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Celebrating Teacher Appreciation Week Monday, May 3rd — Friday, May 7th, 2021
MINORITY RECRUITMENT The Kentucky Educational Development Corporation (KEDC), a cooperative of school districts is actively seeking certified minority teachers and administrators for elementary, middle, and secondary positions. KEDC’s Districts are located across Kentucky. Visit www.kedc.org for a list of participating school districts.
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 It is the official of the Alabama College System or any policy other protected class as defined byCommunity federal and state law.
Coastal Community College that no person shallat: Viewand current JobAlabama Opportunities and Application Procedures online be discriminated against on the basis of any impermissible criterion
WWW.COASTALALABAMA.EDU
or characteristic including, without limitation, race, color, national 1900 Highway 31 South • Bay Minette • Alabama • 36507
origin, religion, marital status, disability, sex, age or any other protected class as defined by federal and stateCommunity law. College that It is the official policy of the Alabama Community College System and Coastal Alabama 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.
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What greater joy can a teacher feel than to witness a child’s success? ― Michelle L. Graham
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One of the beauties of teaching is that there is no limit to one’s growth as a teacher, just as there is no knowing beforehand how much your students can learn. ― Herbert Kohl
9680 Citr us Avenue • Fontana, CA 92335
F
ontana Unified is a community united to ensure every student is prepared for success in college, career and life.
Learn more about us and our current openings online.
www.fusd.net The Board prohibits, at any district school or school activity, unlawful discrimination, harassment, intimidation, and bullying of any student based on the student’s actual race, color, ancestry, national origin, ethnic group identification, age, religion, marital or parental status, physical or mental disability, sex, sexual orientation, gender, gender identity, or gender expression; the perception of one or more of such characteristics; or association with a person or group with one or more of these actual or perceived characteristics.
Remember, some of the most important lessons teachers pass down to students aren’t academic lessons but life lessons. Don’t be afraid to really let your teachers know just how much they’ve positively impacted your life during Teacher Appreciation Week.
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road ahead towards creating gender and racial equality in the tech workplace.
WOMEN IN TECH STATS: ENTREPRENEURIAL TRENDS 40% of US businesses are owned by women, with 64% of new women-owned businesses being started by women of color. In 2016, women only received about 2% of total investor funding, and women-led businesses made up just 4.9% of all VC deals.
“[Gender inequality] should shame us all in the 21st century because it is not only unacceptable, it is stupid” - UN Chief Antonio Guterres
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.
Still, it’s not all doom-and-gloom for the outlook of women in tech. Although we have a long road until we achieve gender equality in the workplace, we’re seeing some positive trends across the tech industry. Women-only tech groups, like the FBomb Breakfast Group, are popping up all over the country. They’re acting as an important way for women in tech to meet, network, discuss the challenges and triumphs of their work and lift each other up. Parental leave is becoming an area of great importance for tech companies, that are going above-and-beyond to ensure that new mothers are also able to continue their career pursuits. Additionally, there’s been a 24% increase of representation of women in the C-Suite over the past five years. Gender diversity breeds higher quality products, companies and sectors. Different backgrounds, experiences and ideas ultimately help make any business or industry stronger. Early technology pioneer and computer scientist, Grace Hopper, once said, “The most dangerous phrase in the language is ‘We’ve always done it this way.’” She wasn’t just commenting on how using outdated knowledge is harmful to building a product. Rather, she was saying that denying new ideas, especially those from women, will ultimately do more harm than good. For an industry that praises bold ideas, the boldest idea of them all might just be to hire more women.
WHAT CAN WE DO TO BOOST GENDER DIVERSITY IN TECH?
How can the tech industry do a better job to promote gender parity in the workplace? Instead of focusing solely on women at the C-Suite level, we must put more emphasis on hiring and promoting women at the entry and managerial levels. Below are just a few ways tech could fix their “broken rung” problem to help women achieve their career ambitions.
Give Credit When it's Due
Women, and especially women of color, mostly feel invisible at work. Studies have shown that managers are quicker to forget the achievements and statements of black women than they are to forget those of white men or women. In order to build a stronger culture, managers,
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co-workers and executives must constantly call out instances where a woman’s hard work is going unnoticed. An easy way to show praise and bring unnoticed work to light is to send out frequent emails or internal messages to your group highlighting ideas and projects brought about by women.
“We need to understand that if we all work on inclusion together, it’s going to be faster, broader, better, and more thorough than anything we can do on our own.”
- Former Reddit CEO + Current Co-Founder of Project Include, Ellen Pao.
Require Diverse Candidate Pools for Hiring, Promotions & Board Seats Because the tech industry is growing at a rampant pace, diversity is sometimes overlooked when it comes to hiring. Instead of gathering a high-quality pool of candidates of different genders, races and backgrounds, some companies rush to hire the first candidate they can find to fill their dire need. This hurried technique is not only wrong, but it’s also dangerous to the future of the company. Accepting more women in the interview process helps to rebuild the “broken rung” and ensures a diversity of quality ideas in the future. The same process can be implemented in promoting and finding board members. Women are often overlooked for managerial positions because there are fewer of them in the workplace (directly caused by the “broken rung” issue). With more women hired for entry level positions, more women can also then be considered for promotions to managerial spots. Having a diversity of opinions on tech company boards is incredibly important in today’s day-and-age. Tech companies can stay ahead of the diversity curve by making sure their board members represent current population trends in the country when it comes to race and gender (i.e. ensuring that their boards are 50% women and people of color).
DELAWARE NORTH COMPANIES IS A GLOBAL LEADER IN HOSPITALITY AND FOOD SERVICE THAT IS GROUNDED IN A FOUNDATION OF FAMILY OWNERSHIP. For current employment opportunities and application procedures, please visit our websites:
www.KennedySpaceCenter.com www.delawarenorth.com
Hire Based on Potential, Not Just Current Competencies and Backgrounds The current trend of hiring based on current competencies and prior experience is hurting women in the workplace, and it can be traced back to the “broken rung” issue. Because women are currently overlooked for entry level positions, they can’t gain applicable experience as quickly as others. This immediately puts them at a disadvantage in the hiring process, since they weren’t able to gain the knowledge and network they needed. Instead, tech companies should be hiring on the basis of potential. Companies should hire objectively based on traits like curiosity, engagement, drive, passion and insight to truly figure out who is on the fast-track for management and executive-level positions. Hiring based on future potential, rather than prior experience, levels the playing field and allows women the opportunity to move past that “broken rung” and into the positions they deserve.
Put Hiring Managers and Evaluators through Unconscious Bias Training
EE/AAP/MF/D/V. Drug Free Workplace. Pre-employment Screening Required.
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Unconscious bias is one of the biggest threats to diversity
to fixing the issue of diversity in the workplace. They usually consist of multiple techniques that include in the workplace. Also known as implicit bias, unconscious biases are the underlying attitudes and stereotypes people counter-stereotyping and perspective-taking. In counterassociate with a person or groups of people. These can be stereotyping for gender, trainees usually read powerful essays by women talking about their negative experiences found within almost every step of the hiring process. One with gender in the workplace. Additionally, employees of the biggest offenders of unconscious bias is assessing engage in different tasks that display the challenges faced for “culture fit.” Here, candidates are judged whether by women at work. Perspective-taking is designed to they’ll get along with the team and share similar interests. increase empathy, where trainees are tasked with viewing Since tech is still a male-dominated sector, it’s more than likely that they’ll unconsciously view other men as having a life from another person’s perspective. Training employees and hiring managers on unconscious bias helps create a better “culture fit” for their team than a woman. Unconscious bias training programs are designed to more diverse, empathetic and aware workforce that lifts expose people to their biases and to provide the necessary each other up. Article provided by Builtin.com Built In is a national community united thought exercises and tools to counteract those behaviors. around a shared passion for tech, offering content and career opportunities, These training sessions have become an important approach whether you want to work at home or in office.
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 equal opportunities for and advancement of all people based on their qualifications and experience without regard to race, color, religion, sex, sexual orientation, gender identity, age, national origin, marital status, veteran status, citizenship status, disability, genetic information or any other status protected by 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 1,000 teammates. Our company offers a competitive benefits package and many development opportunities for our teammates, including leadership training and technical training.
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 current openings or to apply online visit
www.bebridgestone.com To view a complete listing of open positions at Parker Hannifin, visit online at: Bridgestone Americas Tire Operations, L.L.C. Agricultural Division
4600 N.W. 2nd Street | Des Moines, IA 50313 | EOE
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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Ways Veterans Apply Military Thinking to Everyday Life
As
by Paul Maplesden
a veteran, you know the value of friendship, training, experience and decision
making. When you serve in the armed forces, lives rely on everyone working together towards a larger purpose. Military thinking can also be very useful after you have served and veterans can excel in many ways including:
Veterans Learn to Be Part of a Team
When you're in the military, you trust your life to the people around you. In life or death situations, everyone has to do their jobs properly, without question or hesitation. In civilian life, this makes it easier to appreciate how important it is to have a team around you that you can trust. You're the perfect team member, listening, acting and understanding what's best for everyone.
Veterans Become Better Listeners
In the military, you learn to listen to, understand and obey those with more experience or seniority. Outside the military, this can be extremely helpful as you're more
likely to pay attention when someone has something valuable to add, rather than just trying to get your own opinion across.
Veterans Value the People Around Them Much More
When you're trusting your life to a squad mate, that trust creates a very strong bond between you. It deepens friendships, camaraderie and the trust that you place in other people. Outside the military, it means that you tend to hold on to your closest friends, rely on them and develop closer ties with your loved ones.
Veterans Make Quick, Confident Decisions
Lives can be saved or lost on the basis of a good or bad decision. Military strategy teaches you to make fast, confident decisions based on the information that's available at the time. One of the great drawbacks of modern life is having too much choice and procrastinating about the right thing to do. Veterans often find it much easier to make and stick to a decision. Article provided by constant-contact.com
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.
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THANK YOU
VETERANS FOR YOUR SERVICE TO OUR COUNTRY
San Francisco Veterans Affairs Health Care System (SFVAHCS) 4150 Clement Street • San Francisco, CA 94121
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.
COST: $2465.00
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07-13-20
Carl Vinson VA Medical Center
Carl Vinson VA Medical Center provides comprehensive health care to veterans in Middle and South Georgia. We can provide you with challenging, interesting, meaningful work to care for the veterans who have risked their lives to protect our freedom. Working with and for America’s veterans is a privilege, and we pride ourselves on the quality of care we provide.
Apply today for one of our available positions:
https://www.dublin.va.gov/careers/ or www.vacareers.va.gov 1826 Veteran’s Boulevard | Dublin, GA 31021
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.
