September 2022eoe journal CelebraTING NATIONAL HISPANIC HERITAGE MONTH
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Page 2 equal opportunity employment journal September 2022eoe journal Editorial Comment Table of Contents Celebrating National Hispanic Heritage Month Page 3 Tips for Being Happy at Work Page 7 Working for the Federal Government —Overview Page 9 Page 10 Page 13 Page 14 Page 20 Page 23 Page 27 Page 29 Page 34 4 Black Service Members Shaping Contemporary Military History Why Becoming a Nurse Practitioner Could Be the Perfect Move Managing Diversity in the HiringWorkplaceMilitaryVeteransBuilding a Diverse Workforce in Law Enforcement 8 Ways to Establish Healthy Boundaries at Work What Will It Take To Get More Women Into Tech Careers? Most DiversityEducationIn-DemandCareersinFinance: How To Enable Women To Succeed Page 39 I had the opportunity to travel a bit this summer, and I must say, it has really helped my state of mind. Since March of 2020 when we were told to separate, isolate, social distance, and live our lives as physically disconnected as possible, I've mostly been inside my house, staring at a computer screen, working, and letting David Attenborough be my connection to living things. But this past June I took a road trip. I left from Phoenix and headed to Denver, Colorado. Next it was Cheyenne, Wyoming (just because I'd never been there before), Salt Lake City, Reno, Sacramento, and eventually ending up in Carlsbad, California before heading back home to Phoenix. It was beautiful. The weather couldn't have been better, and I felt free. Free from restrictions and media and routine, and my soul felt grateful. Yes, the gas prices were much higher than I would have liked to have paid, but putting those miles on the road, getting the sun and wind in my face, experiencing places I'd never been before was worth every penny, and it felt necessary for my mental and emotional health. Why am I telling you all of this you ask? I'm not sure, I guess, other than to say it seems important to remember how to feed your soul.
Lisa Petty, Editor Equal Opportunity Employment Journal
EOEJ accepts freelance editorial contributions for publishing. Submissions must be on the subject of jobs, job searching, employment opportunities and/or related subjects. Email submissions to graphics@eoejournal.com www.eoejournal.comvisit
Telling All Americans’ Stories: Introduction to American Latino Heritage
The histories of Latino and Latinas in America are diverse. They include the experiences of people with cultural, religious, and linguistic traditions from Spain, Mexico, Cuba, Puerto Rico, Dominican Republic, Guatemala, El Salvador, Costa Rica, and Nicaragua, among other nations from Latin America and Iberia. It is impossible to tell the experiences of these various groups with a single history. Some arrived in the United States as immigrants or refu gees while others trace their ancestry to Spanish-speaking or indigenous peoples living in North America long before the establishment of the United States. Latino/as have established missions and businesses, raised families, built agricultural in dustries and labor unions, written novels and songs, and fought for civil rights in American courts.The breadth of Latino/a experience is a vital aspect of America’s rich and diverse past. The places explored here barely begin to hint at the varied ways their lives intersected with one another. Discover these remarkable stories pre served in our national parks and historic places. During the 1500s, the North American con tinent held an allure that captivated European kingdoms. The region that Europeans called the “New World”—with its promises of rich nat ural resources—captured the imagination of Eu ropean monarchs, who sent their explorers, surveyors, priests, and younger sons to claim unknown lands and glory for God and crown. Spanish conquistadors, missionaries, and traders rapidly established a foothold in current-day South America, Mexico, and the Caribbean and forever altered the social, po litical, and economic lives of indigenous peoples they encoun tered. By the end of the 1600s, Spanish missions, presidios, mines, villas, and ranches dotted the landscapes of presentday Mexico, California, New Mexico, Arizona, and Texas. Encounters between Spanish-speaking settlers and native peoples at these various sites could be both cooperative and coercive. As some Europeans established trading networks and intermarried with members of native tribes, they also spread disease that devastated indigenous populations. Tu macacori National Historic Park interprets the history of the mission system in southern Arizona. From 1691, Jesuit and, later, Franciscan priests lived and preached among local Pima and Papago settlements of the Pimeria Alta. These communi ties endured disease, inconsistent government support, ambivalent converts, and Apache raids before the site was abandoned in 1848.
Celebrating National Hispanic Heritage Month
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America’s shape and its people under went a dramatic transformation during the 1800s. Spurred on by the spirit of “Manifest Destiny,” Anglo settlers and land speculators pushed national borders inexorably westward while foreign wars solidified the United States’ position as a global imperial power. The Treaty of Guadalupe-Hidalgo (1848) ended the Mexi can-American War. It also doubled America’s territorial holdings, increased its population by
The breadth of Latino/a experience is a vital aspect of America’s rich and diverse past.
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S eptember 15 to October 15 is celebrated nationwide as National Hispanic Heritage Month. It traditionally honors the cultures and contributions of both Hispanic and Latino Americans as we celebrate heritage rooted in all Latin American countries. More than 500 years of Hispanic and Latino history and heritage can be found in national parks or shared through National Park Service programs and partners in communities across the country. Hispanic refers to a person who is from, or a descendant of someone who is from, a Spanishspeaking country. Latino/a o r Latinx refers to a person who is from, or a descendant of someone who is from, a country in Latin America. During this month and throughout the year, we, and our partners, share history, heritage, and accomplishments of Hispanic and Latino Ameri cans of past and present. Join the conversation on social media by sharing your own inspiration and learn ing more about Hispanic and Latino heritage by using #HispanicHeritageMonth and #FindYourPark / #EncuentraTuParque
www.eccoiii.com/careers Leading Heavy and Environmental Construction Expert in the New York Metropolitan Area INC.
Armacell LLC is an Equal Employment Opportunity Employer and all quali fied applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability status, protected vet eran status, gender identity or any other characteristic protected by law. Ad.indd 1/4/2018 4:25:53 PM 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. Saw Mill River Road • Yonkers, New York 10701
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Article provided by www.nps.gov - Visit the National Park Service Telling All Americans’ Stories portal to learn more about American heritage themes and histories.
Latino/as’ contributions to U.S. social, political, military, and educational institutions reach beyond the U.S.-Mexico borderlands to the Pacific Northwest, the Great Lakes regions, New England, and the Deep South.
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The movement of people, ideas, beliefs, and cultures across America’s shifting borders and the consequences of these mi grations are central to the American story. Diego Rivera—a prominent leader of the 1920s Mexican Mural Movement— produced some of his most famous work in American cities. As an outspoken member of the Mexican Communist Party, Rivera invited criticism during his travels, but even his most contro versial works resonated with American audiences during the Great Depression. His Detroit Industry Murals —a National His toric Landmark—celebrated American industry and Detroit’s factory workers’ strength and dignity. Latino/a Americans have been some of the most vocal and successful advocates for civil rights in the United States. During the 1960s, labor activists Dolores Huerta and Cesar Chavez formed the United Farm Workers of America, a joint Latino/a and Filipino organization that created the first per manent agricultural labor union in the United States. Along with the efforts of Filipino activists like Larry Itliong, the UFW established headquarters at Forty Acres in Delano . California’s farm workers successfully executed the Delano grape strike and boycott, which drew national attention to unsafe working conditions and resulted in a 1970 settlement with California’s entire table grape industry. As these stories show, the Latino/a experience is an integral part of the history of the United States. Latino/as’ contribu tions to U.S. social, political, military, and educational institu tions reach beyond the U.S.-Mexico borderlands to the Pacific Northwest, the Great Lakes regions, New England, and the Deep South. Recovering these perspectives—these triumphs and struggles—gives Americans today deeper understanding of the uneven trajectory of our nation’s democracy.
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nearly a third, and led to a series of border disputes along the Rio Grande/Rio Bravo. The Chamizal National Memorial i n El Paso, Texas, preserves the stories of Anglo and Latino/a residents who co-existed in this region where boundaries, cul tures, and language converged and overlapped. The border here between the U.S. and Mexico was finally settled in 1963. The wars of 1898 extended U.S. control over Puerto Rico, Cuba, the Philippines, Hawaii, and Guam. As Puerto Rico tran sitioned from Spanish to American rule, Puerto Ricans of all social classes experienced a period of social and political up heaval. The Generacion del Treinta (Generation of 1930), a middle-class creole literary movement helped shape a distinct Puerto Rican national identity for working-class, women, and creole elite alike. Dra. Concha Melendez Ramirez was one of the few women whose work openly criticized the United States’ programs that attempted to “Americanize” Puerto Rican culture and impose English as the primary language on the island. Puer to Ricans—like other Latino/as living under U.S. rule—struggled to preserve their own culture and traditions even as they forged their own space within America’s democracy.
MAKE AN IMPACT
September 2022 equal opportunity employment journalPage 5
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C an someone really strive to be happy at work? I mean after all, it is called work. Is work supposed to deliver happiness to us? I happen to believe work can deliver happiness and you can strive to be happy at work. Entirely possible. I have seen people who are happier at work than anywhere else. And they are perfectly healthy people.
Learn to accept and manage disappointments with people and with work. Nothing is perfect and situations are always in a flux. Not just at work, but everything else too. So, don’t be too attached to the idea that you should be happy at work. Strive to be happy, but if sometimes that is not possible, learn to accept that it is a fact of life.
1. Stop Complaining I think one of the biggest challenge of people being unable to be happy at work is really due to all the complaining. Add to it all the gossips and rumors, it makes a very difficult envi ronment to try to build some joy and happiness in it. I suggest, tough as it may be, avoid complaining. In fact, stop complain ing. When you distance yourself from negativity, you will quite naturally be happy at work. Or at least, feel a little happier.
11/22/21 10:11 AM
2. Learn to Accept and Manage Disappointments
September 2022 equal opportunity employment journal Page 7
Tips for Being Happy at Work
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Don’t feel the need to complain as if it will resolve the issue. If you need to, discuss the challenge. Then find a way to dif fuse it. Otherwise, I suggest you just stop. Resist complaining.
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The U.S. Secret Service is seeking qualified individuals with diverse skills and background and a desire to serve.
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The U.S. Secret Service is seeking qualified individuals with diverse skills and background and a desire to serve.
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The U.S. Secret Service is seeking qualified individuals with diverse skills and background and a desire to serve.
Page 8 equal opportunity employment journal September 2022
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The U.S. Secret Service is seeking qualified individuals with diverse skills and background and a desire to serve.
The U.S. Secret Service is seeking qualified individuals with diverse skills and background and a desire to serve.
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The current attitude of the Federal Government is one of expansion, and so the number of opportunities for those looking to get their foot in the door is only going to continue to grow.
September 2022 equal opportunity employment journal Page 9
Article provided by www.Constant-Content.com
Working for the Federal Government – Overview by W..Poet
W orking for the Federal Government can provide many unique and valuable opportunities for those looking to start a new career, and now is a better time than ever to get started. Despite the troubled economic climate of recent days, the Federal Government remains a steady and secure source of employment. In fact, at the moment, government employ ment is growing rapidly. The Federal Government already employs over two million people, and that number is set to increase by two percent in 2010. Another hundred thousand tem porary employees are expected to be working for the Census Bureau. As if those numbers weren’t enticing enough, the sala ries for federal employees are expected to increase from an already respect able average of $72,800 to an even more impres sive $75,419. A large number of the jobs offered to civil ians by the Federal Gov ernment, by nature, are related to the military. The Veterans Affairs (VA) and Veterans Health Adminis tration alone is seeking to fill some 3,300 openings nationwide. The Army Corps of Engineers, the second largest agency in terms of job openings, offers a similar number of positions, many of them full-time and permanent. These positions can pay very well. An electrical engineer, for instance, can earn a salary ranging anywhere from $53,234 annually to $98,777, while similar positions offer salaries reaching well into the six digits. Other government agencies with large numbers of open ings include the Forest Service, the Federal Aviation Administration (FAA) and the Social Security Administration. Those are just a few examples out of dozens. For a complete, comprehensive listing, those interested should visit the USA Jobs website, which is run by the United States Office of Personnel Management. There are many benefits attached to employment with the Federal Government. Government jobs are generally very secure, as the past few years have made clear. Federal employees are provided with numerous perks and bonuses, including a special retirement system, medicare, extensive leave options and much more. A unique set of “family friendly” benefits provides programs that will be very helpful to grow ing families or to those that require some assistance. A few examples of these would be the Nursing Mothers program, day care tuition assistance and support groups for children and the elderly. Additional services, such as counseling, are available on a limited basis to federal employees so that they can maintain optimal productivity. For those still going to school and pursuing degrees, tuition assistance is available. People who have already completed their education and have student loans to repay may be eligible for assistance in doing so, though that is at the dis cretion of the agency that they are employed with. Potential applicants for jobs within the Federal Government should tailor their resume according to the targeted position. Since there is such a wide range of opportunities currently available, there is no single set of guidelines for applicants to follow in order to be successful. Nonetheless, the typi cal common sense strate gies involved in seeking employment still apply. It should be noted that due to the nature of the Federal Gov ernment’s responsibilities nationwide, it may be necessary for applicants to relocate when first accepting a position, or even at various junctures in their career. Luckily, relocation bonuses are available to federal employees. Certain jobs, particularly those connected to the military, may require deployment to foreign lands, and in some cases, to areas of significant danger and insecurity. This is something that applicants should be cognizant of moving forward. In any event, the current attitude of the Federal Government is one of expansion, and so the number of opportunities for those looking to get their foot in the door is only going to continue to grow. The variety of positions available, combined with the lucrative benefits and the security offered, makes employment with the Federal Government an avenue worth exploring.
Page 10 equal opportunity employment journal September 2022 Additional information may be obtained by calling 1-800-893-6848 Apply online @ www.txdot.gov/careers Equal Opportunity Employer Positions available in various professional and technical fields: Texas Department of Transportation Human Resources Division 125 East 11th Street Austin, TX 78701-2483 Civil GeographicalFinance/AccountingContractCommunicationsEngineeringAdministrationInformationSystems Human Resources Heavy Equip. Operators TransportationProjectPlanning/ResearchMaintenanceManagementTechs
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4 Black Service Members ShapingMilitaryContemporaryHistory
1. Retired Lt. General Nadja West is no stranger to being a “first.” In 2013, West became the first Black female major gen eral of the Army’s active component, as well as the Army Medi cine’s first Black female two-star general. In 2015, she became the first Black surgeon general of the Army. Finally, in 2016, she became the first Black female lieutenant general and highestranking woman to graduate from West Point. With more than 20 years of experience, she’s proved herself a decisive leader, helping lead the Department of Defense (DOD) through craft ing the response to the Ebola crisis, and managing an $11 billion budget and 130,000 healthcare workers when she was commanding general of Medical Command.
T he USO is sharing five stories of modern-day service members who are shaping contemporary military history.
Black Americans have served in the U.S. Armed Forces since the Revolutionary War, paving the way for Black Service Members today.
2. Retired Lt. Col. Shawna Rochelle Kimbrell made head lines when she became the first Black female fighter pilot for the Air Force. Throughout her school years, she set her sights on the sky. As a kindergartner, she wanted to be an astronaut, but soon shifted her focus from spaceships to jets. Deter mined, she joined the Civil Air Patrol, worked at air shows, earned a private pilot’s license and earned a spot in the Air Force Academy. Although naysayers told her to have a backup plan because they believed her goals were unrealistic, to Kimbrell, that wasn’t an option. In 1988, Kimbrell graduated from the Air Force Academy and earned her pilot wings the following year. She’s now a decorated Air Force veteran, hav ing earned an Air Medal, an Aerial Achievement Medal and an Army Commendation Medal, just to name a few. With a full,
NRL is an Equal Opportunity Employer
September 2022 equal opportunity employment journal Page 11 U.S. NAVAL RESEARCH LABORATORY advancing your career Further than you can imagine® Apply Today NRL IS AN EQUAL OPPORTUNITY EMPLOYER U.S. NAVAL RESEARCH LABORATORY 4555 Overlook Ave., SW • Washington, DC 20375 www.nrl.navy.mil
The U.S. Naval Research Laboratory (NRL) provides the advanced scientific capabilities required to bolster our country’s position of global naval leadership. Here, in an environment where the nation’s best scientists and engineers are inspired to pursue their passion, everyone is focused on research that yields immediate and long-range applications in the defense of the United States.
in Washington, DC, with remote sites located at the Stennis Space Center, MS and Monterey, CA. Visit view opportunities.
NRL’s main site is located in Washington, DC, with remote sites located at the Stennis Space Center, MS and Monterey, CA.
Research Laboratory (NRL) provides the advanced scientific capabilities required to bolster our country’s position environment where the nation’s best scientists and engineers are inspired to pursue their passion, everyone immediate and long-range applications in the defense of the United States. professionals, as well as recent college graduates, in the areas of Chemistry, Computer Science, Materials Oceanography, Physics, Aerospace, Chemical, Computer, Electronics, Materials, and Mechanical Engineering.
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NRL seeks seasoned professionals, as well as recent college graduates, in the areas of Chemistry, Computer Science, Materials Science, Meteorology, Oceanography, Physics, Aerospace, Chemical, Computer, Electronics, Materials, and Mechanical Engineering.
Thomas Jefferson University and Thomas Jefferson University are committed to excellence in the delivery of patient the health professionals of tomorrow and discovering new As one of the most distinguished medical institutions our history is filled with outstanding people and accomplishments. Diversity, inclusion and cultural competence are critical our mission and we celebrate the uniqueness of each of every day. To learn more about Jefferson visit www.jeffersonhr.org
Diversity, inclusion and cultural competence are critical components of our mission and we celebrate the uniqueness of each of our employees every day. To learn more about Jefferson visit www.jeffersonhr.org
Thomas Jefferson University and Thomas Jefferson University Hospitals are committed to excellence in the delivery of patient care, educating the health professionals of tomorrow and discovering new knowledge. As one of the most distinguished medical institutions in the country, our history is filled with outstanding people and accomplishments.
People come from all over the world to study here, to practice here, and to be treated here.
THOMAS JEFFERSON UNIVERSITY & JEFFERSON HEALTH and Thomas Jefferson University Hospitals in the delivery of patient care, educating tomorrow and discovering new knowledge. distinguished medical institutions in the country, outstanding people and accomplishments. cultural competence are critical components of the uniqueness of each of our employees visit www.jeffersonhr.org Recruit.jefferson.edu from all over the world practice here, and to be treated here.
To apply online visit Recruit.jefferson.edu
To apply online visit Recruit.jefferson.edu
People come from all over the to study here, to practice here, and to be treated To learn more about Jefferson, visit To apply online visit: In keeping with Jefferson’s Mission, We Improve Lives, it is our goal to recruit, retain, develop and reward highlyqualified employees. If you are enthusiastic, caring and dedicated to service excellence, we invite you to consider joining Jefferson. Jefferson encourages its employees to expand their knowledge and develop their careers through growth opportunities and continuing education.
Page 12 equal opportunity employment journal September 2022 2020 Renewal of Diversity Ads & Social Media
hether you have been working as a nurse for many years or are fresh out of school, it is important to know what your options are. The field of nursing is wide open, with plenty of ad vancement opportunities for those willing to invest in their education.Ifyouare dedicated to pa tient care and looking for a way to make an even greater difference, getting certified as a nurse practitioner could be a very good move. Nurse practitioners use their knowl edge, their advanced train ing and their caring attitudes to help their patients, and in return they can enjoy a bright future, growing demand for their services and enormous personal satisfaction. Here are just some of the reasons to consider a career as a nurse practitioner.
Being in a growing field is good for your career, and taking this next step in your education could be the prefect way to move up and move ahead. Nurse practitioners play a vital role in all aspects of health care, and with the right program you could find yourself on the front lines.
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Moving Ahead in Your Health Care Career: Why Becoming a Nurse Practitioner Could Be the Perfect Move
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September 2022 equal opportunity employment journal Page 13 University Hospitals care, educating new knowledge. institutions in the criticalaccomplishments.country,componentsofofouremployees www.jeffersonhr.org the world treated here.
Greater Autonomy
Compared to others in the field of nursing, nurse practitioners enjoy a high level of autonomy in providing patient care. While they are typically overseen by a licensed physician, nurse prac titioners are generally free to run their practices as they see fit. This autonomy allows nurse practitioners to adapt to the needs of their patient population. From adjusting hours in re sponse to patient concerns to negotiating agreements with major insurance companies, nurse practitioners are free to make decisions that benefit their patients and the community as a whole. Higher Pay The nurse practitioner certification is a lofty goal, and the educa tional and hands-on requirements are quite extensive. The fact that the training is so demanding means that those who make it are highly regarded, and that can mean a bigger paycheck. Nurse practitioners stand to make more, sometimes much more, than their counterparts in the nursing profession. If you are looking for a way to earn more while providing exceptional patient care, working as a nurse practitioner could be just what the doctor ordered.
As the shortage of primary care physicians continues to grow, nurse practitioners could find themselves in even greater demand. Already nurse practitioners are taking lead in caring for their patients, with a hands-on approach that those seeking health care services really appreciate.
Direct Patient Care Nurse practitioners provide direct care to their patients, in much the same way as doctors do. In fact, many pa tients do not notice much of a difference when receiving care from a nurse practitioner instead of a physician. Some even prefer the caring attitude, professionalism and time commitment nurse practitioners bring to the table. If you love being a nurse and want to be even more involved in the lives of your patients, getting certified as a nurse prac titioner is the natural choice. Once you have completed your training and achieved this highly sought certification, you can provide direct care and support to your patients on a new and higher level.
Growing Demand
The field of nursing is growing rapidly, and nursing pro fessionals continue to be in high demand. But some parts of the nursing profession are in higher demand than others, and nurse practitioners in particular seem to be enjoying the many benefits of their chosen profession. If you are a health care professional looking for your next big challenge, it may be time to become a nurse practitioner.
If you are looking for a way to earn more while providing exceptional patient care, working as a nurse practitioner could be just what the doctor ordered.
Enhanced Job Satisfaction
The field of nursing can be a wonderful place to be, especially for caring professionals. If you are looking for a way to make an even bigger difference, life as a nurse practitioner could be veryNurserewarding.practitioners often re port higher levels of personal and professional satisfaction in their careers, and that is good news for new entrants into the profession. The combination of greater autonomy, higher pay and better patient care is hard to beat, and just one rea son nurse practitioners express such high levels of satisfaction with their choice of careers.
Managing Diversity in The Workplace by Eric Dyson
Employees from diverse backgrounds imbue organizations with creative new ideas and perspectives informed by their cultural experiences. A diverse workplace will help organizations better under stand target demographics and what moves them
According to a survey conducted by Glassdoor , 67 percent of job seekers said a diverse workforce is important when con sidering job offers and 57 percent of employees think their companies should be more diverse. These numbers are telling. Not only can organizations fill positions with qualified candi dates more quickly by recruiting from different talent pools, but a diverse workforce also benefits their employer brand which is crucial when it comes to getting the right talent. Having a diverse workforce with multi-lingual employees and employees from varying ethnic backgrounds can also be helpful for organizations who want to expand or improve operations in international, national, regional and local markets.
A ccording to a recent demographic analysis conducted by the Pew Research Center, by 2055, the U.S. will no longer have a single racial or ethnic majority. This shift towards a more diverse population will have major impacts on the workforce and how organizations address diversity in the workplace.
PHMC is a nonpro t 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.
In the coming years, organizations that understand how to manage diversity in the workplace effectively will hold a distinct advantage when it comes to recruiting and hiring talent. This post outlines how organizations can best approach and manage diversity in the workplace with actionable tips and advice. What is Diversity in the Workplace?
PHMC is an equal opportunity employer. PHMC.ORG
More Benefits to Having Diversity in the Workplace
For an organization looking to cultivate a more diverse and inclusive workplace, it is important to understand what consti tutes workplace diversity. Workplace diversity refers to the variety of differences between individuals in an organization. Diversity not only includes how individuals identify themselves but also how oth ers perceive them. Diversity within a workplace encompasses race, gender, ethnic groups, age, religion, sexual orientation, citizenship status, military service and mental and physical con ditions, as well as other distinct differences between people.
What are the Benefits of Diversity in the Workplace? What are the benefits of diversity in the workplace? Well, there are many benefits to having a diverse workplace. Orga nizations that commit to recruiting a diverse workforce have a larger pool of applicants to choose from, which can lead to finding more qualified candidates and reducing the time it takes to fill vacant positions. Businesses that do not recruit from diverse talent pools run the risk of missing out on quali fied candidates and may have a more difficult time filling key roles, which increases recruitment costs.
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Diverse work teams let employees get to know and value one another on an individual basis and can help break down preconceived notions and cultural misunderstandings.
Tips for Managing Workplace Diversity:
Diverse work teams let employees get to know and value one another on an individual basis and can help break down preconceived notions and cultural misunderstandings.
Set one standard of rules for all groups of employees regardless of background. Ensure that all employment actions, including discipline, follow this standardized criteria to make sure each employee is treated the same.
• IT • Research • FloatAdministrative/Clerical/Pool
If you’d like to contribute to a world-class health provider within a culture that inspires and empowers great achievements, explore our openings in:
At UCLA Health, it takes people from all backgrounds, as well as those from a wide-variety of non-clinical specialties to make our world-renowned care possible. We’re proud to be one of Forbes’ “Best Employers for Diversity” as well as U.S.News&WorldReport’s #1 hospital in California and #5 in the nation.
VALUING THE DIVERSITY THAT’S U GROW IN A CULTURE OF ANDINCLUSIVENESSEMPOWERMENT
3.Base Standards on Objective Criteria
September 2022 equal opportunity employment journalPage 15
1.Prioritize Communication To manage a diverse workplace, organizations need to ensure that they effectively communicate with employees. Policies, procedures, safety rules and other important in formation should be designed to overcome language and cultural barriers by translating materials and using pictures and symbols whenever applicable.
Treat Each Employee As An Individual Avoid making assumptions about employees from different backgrounds. Instead, look at each employee as an individ ual and judge successes and failures on the individual’s merit rather than attributing actions to their background.
2.Encourage Employees to Work in Diverse Groups
A diverse workplace can better align an organization’s culture with the demographic make-up of America Increased customer satisfaction by improving how employ ees interact with a more diverse clientele and public Diverse Staffing : How to Manage Diversity in the Workplace Managing diversity in the workplace presents a set of unique challenges for HR professionals. These challenges can be mitigated if an organization makes a concerted effort to encourage a more heterogeneous environment through promoting a culture of tolerance, open communication and creating conflict management strategies to address issues that mayForarise.leadership to effectively manage diversity in the work place, they need to understand their backgrounds and how their behavior and beliefs can affect their decision-making within a diverse environment.
4.Be Open-Minded Recognize, and encourage employees to recognize, that one’s own experience, background, and culture are not the only with value to the organization. Look for ways to incorporate a diverse range of perspectives and talents into efforts to achieve organizational goals.
• Managerial/Executive • Hospital & Facilities Support • Professional To learn more and apply online, visit us at UCLAHealthCareers.org
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Equal Opportunity Employer: Minorities/Females Protected Veterans/Individuals with Disabilities Sexual Orientation/Gender Identity THIS IS HEALTHTOMORROW’SCARE. print ad - recruiting 2020 4.90x 6.65.indd 9:57 AM
• Get creative when recruiting. For example, if an organiza tion would like to hire more women in the engineering de partment, they could reach out to professional groups that cater to women in engineering and ask to advertise open positions in their newsletter or member communications.
In addition to the written policies, it is also essential to en sure that the non-official “rules” of an organization are thor oughly explained to all employees to communicate company values and culture to all workers effectively.
• Compensation and benefits policy
You Can Be You At Carilion Clinic, we’re advancing health care. By encouraging curiosity and individuality, we’re moving toward achieving this goal... together. In our workplace, everyone is welcomed, respected, supported and valued. Join us to provide unmatched patient care and support our mission of improving the health of the communities we serve. Your career will grow stronger as part of our united team. Visit CarilionClinic.org/careers to view opportunities throughout western Virginia or call 800-599-2537. CarilionClinic.org | 800-599-2537
Hiring To build a diverse workplace, it is crucial to recruit and hire talent from a variety of backgrounds. This requires leadership and others who make hiring decisions to overcome bias in interviewing and assessing talent. If organizations can break through bias and hire the most qualified people, those with the right education, credentials, experience and skill sets, a diverse workplace should be the natural result.
• Non-discrimination policy lets employees know about diversity
Properly documenting diversity policies is an effective means of communicating an organization’s stances on diversity. Once concrete plans are ready to be implemented, documents that outline each policy should be included in the employee hand book. Diversity policies should be reviewed with every new hire, and when updates to policies are made, they should be shared with current employees as well.
• Employment conditions and termination
• Employee handbooks should cover diversity in the following sections:
January
Diversity Management: Policies and Practices Organizations that embrace diversity also need to ensure that there are policies and practices in place to protect employees’ rights and stay compliant with government regulations. It is essential for an organization to think about the impact that company policies and practices have on a diverse group of em ployees. Companies should create a way for employees to give feedback with surveys and suggestion boxes to gain a better understanding of how employees feel about diversity policies. Any feedback received, both positive and negative, is valuable. Companies need to be ready to adapt and change policies that may be interpreted as obstructions or not helpful for employees.
1 1/5/21
Tips for hiring a diverse workforce:
Documentation of Policies & Procedures
• Managers should be trained on what can and cannot be asked in an interview. For example, questions about an applicant’s personal life, such as which church they attend, their romantic life and political beliefs, are off-limits.
• Code of conduct should outline the company’s policy toward diversity
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.
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.
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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
• Incorporate a diverse interview panel to ensure candidates are chosen solely based on suitability for the position.
MedicalKnapp Center 1401 E. 8th Street Weslaco, TX 78550 956-969-5102 www.knappmed.org
• Employees can learn to better appreciate the views of others
Benefits of Sensitivity Training:
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. Learn more about us online.
Mission Regional Medical Center 900 S. Bryan Road Mission, TX 78572 956-323-1050 www.missionrmc.org
MRMC, HMC, and KMC are an Equal Opportunity & Affirmative Action Employer/VET/Disabled. Smoke/Drug Free Workplace.
Sensitivity Training Employees need to be aware of how to coexist with a di verse range of people, as well as be cognizant of cultural sensitivity, to achieve harmony within a diverse workplace. Sensitivity training can help an organization manage diver sity in the workplace by helping employees become more self-aware, which plays a vital role in helping employees un derstand their own cultural biases and prejudices.
• Helps employees examine and adjust their perspec tives about people from different backgrounds
• Shows employees what actions are offensive and why they are perceived as such Sensitivity training can help an organization manage diversity in the workplace by helping employees become more self-aware, which plays a vital role in helping employees understand their own cultural biases and prejudices.
Zero-Tolerance Policy Having a diverse workplace means that off-color jokes about ethnicity, gender, sexual orientation or religion need to be met with zero-tolerance enforcement. Slurs, name-call ing and bullying employees for any reason has no place in today’s workplace. Policies should be put in place to handle misconduct and communicate to employees that this type of behavior will not be tolerated. Organizations will also need to make sure employees feel safe reporting any instances of inappropriate behavior by co-workers by establishing a formal complaint policy, so employees know how to report misconduct to the proper authority within an organization.
September 2022 equal opportunity employment journal Page 17
MedicalHarlingenCenter 5505 S. Expressway 77 Suite Harlingen,202 TX 78550 956-365-1004 www.harlingenmedicalcenter.com
• Teaches employees how to calmly communicate that a co-worker has offended them and how to resolve the conflict properly
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• Explains to employees how to apologize to a co-worker if they have indeed offended them unknowingly
• All employees should be included in sensitivity training; adding specific training for managers makes it even more impactful. Some companies also offer sensitivity training online. Stay Abreast of Diversity Laws
The Importance of Diversity in the Workplace Encouraging diversity is the way forward for organizations. In a global talent market, businesses that can successfully manage diversity in the workplace will have a definite competitive advantage over others in terms of differentiation, innovation, and employer branding. Article provided by www.peoplescout.com
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Everything we do is driven by the goal of helping our patients and communities improve their health and well-being. It’s our people who make that goal possible. Together, we combine expert knowledge with compassion and kindness. Our Head + Heart, Together philosophy drives our care decisions and helps us make a difference in our patients’ lives. If you’re ready to make a difference, we’re ready for you to join our team.
Diversity Law Resources: Society of Human Resources Management Bloomberg BNA (Bureau of National Affairs)
PeopleScout, a TrueBlue company, is the world’s largest Recruitment Process Outsourc ing (RPO) provider managing talent solutions that span the global economy. PeopleS cout provides end-to-end Managed Service Provider (MSP), Total Workforce Solutions and talent advisory capabilities to support the entire workforce spectrum. Affinix™, PeopleScout’s proprietary talent acquisition platform, empowers faster engagement with the best talent through an AI-driven, consumer-like candidate experience. Managing diversity in the workplace means that businesses need to keep abreast of changing employer-related laws and trends, especially diversity-related changes.
Managing diversity in the workplace means that businesses need to keep abreast of changing employer-related laws and trends, especially diversity-related changes. Organizations should regularly review internal policies , especially those around harassment and equal opportunity, and make sure they reflect the most current laws and regulations. If an organization has an international or multi-state pres ence, it is necessary to track regional changes to laws and regulations as they vary from country to county and state to state Even with the resources of the Internet, this can be a time-consuming event. Make the information available to all.
healthpartners.com/careers/lakeviewvisit:careers.holyredeemer.com Equal Opportunity Employer Our compassionatecarenurtureslastingconnections Redeemer Health provides compassionate care across every stage of life.
www.christianacare.org Oak Valley Hospital
September 2022 equal opportunity employment journal Page 19
Guided by our values of Love and Excellence, we’re committed to treating everyone with dignity and respect while delivering high-quality, safe patient care. Our policies and procedures, hiring and internal promotion practices, benefits, learning opportunities and corporate citizenship demonstrate our commitment to inclusion and diversity.
successful military career behind her, Kimbrell shows no signs of slowing down. Today, she dedicates her days to help future officers at the Air Force Academy, where she teaches physical education and is the academy’s Director of Culture, Climate and Diversity.
Whether you’re a physician, an advanced practice clinician, a nurse, an allied health professional or a skilled individual in another area, ChristianaCare is where you can become your very best.
3. The first-ever Black female plebe to attend and grad uate from the U.S. Naval Academy, Janie L. Mines first stepped onto campus in 1976. “The academy wasn’t ready for [women],” Mines said in an interview with the DOD. “It just happened quickly, and it needed to be done. The academy considered itself to be a combat school, and [women] were not allowed to serve in combat. So, we were seen as taking up spots for good combat officers that were needed, because we ‘couldn’t do the job.’ Additionally, there was a general belief that as Black women … I would not be able to lead in what was at that time a white-male Navy.” Despite being accepted to other prestigious universities, Mines was determined to attend the Academy and answer the call to serve. “When the Academy contacted me and said I was going to be the only Black woman who would be admitted, I felt like it was something I had to do.” After graduation, Mines went on to become a lieutenant in the Navy Supply Corps and one of the first women to ever serve on a Navy ship. Today, she mentors young midshipmen, is the author of “No Coinci dences: Reflections of the First Black Female Graduate of the United States Naval Academy” and is a member of the Defense Advisory Committee on Women in the Service.
4. On January 21, 2021, retired Gen. Lloyd Austi n was confirmed by the U.S. Senate in a near-unanimous vote to become the first Black defense secretary of the United States. A retired Army four-star general, he previously attended West Point and was soon commissioned as a second lieutenant. Austin served more than 40 years in the Army. He was the 33rd vice chief of staff of the branch and was the last command ing general of the U.S. Forces – Iraq Operation New Dawn. In 2013, President Barack Obama appointed him commander of United States Central Command, making Austin the first Black person to ever hold the position. In 2016, he retired from the military as a decorated and distinguished Army veteran with many honors, including a Silver Star and Humanitarian Service Medal. In the private sector, he served on several boards until President Joe Biden nominated him to be secretary of defense in 2021 -- where he serves today. Diversity and inclusion are central to the USO’s values and mission. To learn more about the USO’s commitment to diversity and inclusion visit https://www.uso.org/diversity.
Article provided by www.statepoint.net
On January 21, 2021, retired Gen. Lloyd Austin was confirmed by the U.S. Senate in a near-unanimous vote to become the first Black defense secretary of the United States.
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
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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. For more information visit: oakvalleyhospital.com
The push to ensure that the nation’s veterans have employ ment when they leave military service has been underway for years. Regardless of the industry your business serves, there are multiple benefits to hiring veterans as a member of your team. Some of these benefits apply to military members entering any civilian role. Other benefits apply to specific industries. The healthcare industry is an area of the American economy that is under great strain. Just as America’s veterans served their country in war, so too can they serve their country at home as qualified professionals in the healthcare industry.
Loyalty During basic training, all military members are broken down and remolded as soldiers, sailors, and Marines in the US Armed Forces. Values including trust and loyalty are instilled, which become valuable on the field of battle. This same loyalty is not lost when the uniform comes off. Veterans have a unique un derstanding of the value of loyalty. They know from experience that loyalty adds to the proficiency of a team and builds trust in the workplace.
VA offers a wide range of career fields and opportunities.
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The Boise VA Medical Center proudly serves veterans in the Boise, Idaho area, in its main medical center, and in five outpatientcommunity-basedclinics.
Now, with combat troops home from Iraq and winding down commitments in Afghanistan, millions of America’s finest are returning home in search of normalcy. These individuals are returning to a different America, but they bring with them nu merous skills and character traits instilled through service and tested on the battlefield.
Opening Eyes to the Benefits of Hiring Military Veterans in the Healthcare Industry by Matthew McCabe
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T he start of the 21 st century has been unlike any other in American history. The nation has experienced eco nomic highs and lows, and drudged its way through 14 years of war and strife. Millions of brave men and women have sacrificed life and limb to serve this country overseas, protecting the freedom of the American people. They do their job without complaint, exhibiting a steadfast determi nation to achieve the objectives set forth for them, with little say in the process.
CLARK COUNTY, NEVADA 500 South Grand Central Parkway, 3rd Floor Las Vegas, NV 89155-1791 (702) 455-4565 www.clarkcountynv.gov
Visit www.va.gov/boise-health-care/work-with-us/ to view and apply for current open positions.
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
BOISE VA MEDICAL CENTER 500 West Fort Street | Boise, Idaho 83702 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.
Clark County is an Equal Opportunity Employer employment offers outstanding benefits, retirement, and career enhancement opportunities.
September 2022 equal opportunity employment journal Page 21 WE ARE HIRING! Serving Veterans in Central and Northern California, Nevada, Hawaii, the Philippines and US Territories in the Pacific Basin. These locations offer good weather and an abundance of outdoor activities like hiking, boating, and fishing. Enjoy access to many national parks, rivers, and lakes at your fingertips. Whether you’re interested in work/life balance, research or academics, working for VA offers many benefits in addition to the great honor we have in serving our nation's heroes. Full-time & Part-time Job Opportunities Physicians, Nurses, Engineers, Psychologists, Social Workers, Administrative Staff and SO MANY MORE... VA We encourage qualified candidates with disabilities to apply. The United States Government does not discriminate on employment on the basis of race, color, religion, sex, national origin, political affiliation, sexual orientation, gender identity, marital status, disability and genetic information, age, membership in an employee organization, or other non-merit factor. • Insurance for Medical, Dental, Vision and Long • Term Care Sick and Annual Leave accrual starting on day one • Education Debt Reduction Program • Recruitment/Relocation Incentives • Some positions offer partial tele-work opportunities Available benefits: For more information on current open positions, visit: www.vacareers.va.gov You may also inquire with our Physician/Provider Recruiter team: V21HealthcareRecruiters@va.gov
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• Medical standards and patient loads are the same in both military and civilian healthcare settings.
• Medical jargon is the same in both settings, as are many of the procedures and protocols defining healthcare.
CHARLES GEORGE VA MEDICAL CENTER 1100 Tunnel Road • ASHEVILLE, NC 28805
Healthcare workers are in short demand at a time when supply is on the rise. Veterans are prepared to hit the ground running in a civilian healthcare setting after spending years working in military healthcare settings. There are a few factors that make military veterans uniquely positioned to transition into healthcare more easily than other industries:
What this Means for Healthcare
• Veterans come from a high-stress, demanding setting that is more intense than civilian healthcare, allowing them to adjust quickly and make positive contributions.
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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. At the Charles George VAMC, 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. www.asheville.va.gov/careerswww.usajobs.govPOC828-296-4419
Communication Many veterans speak more than one language and have traveled extensively. This means that they not only have the ability to communicate in other languages, but understand the nuances of communication with individuals from other cultures.
Work Ethic Time spent in the service instills in veterans a lifestyle dependent upon adherence to a schedule and consistent performance. There are no off days in a warzone. When service members bring a slacker’s attitude to training and preparation, they put their lives and the lives of others at risk. For a business, judging the professional maturity of candidates can be difficult. However, in hiring a veteran your business can rest assured that it is bringing in an employee that understands scheduling, consistency, and a strong work ethic.
In an economic news release from June 2014, the United States Bureau of Labor Statistics found that the average company spends $30.11 per hour on average to compensate employees. This cost includes the basic expense incurred for sustaining an employee, but does not include costs such as the training and mentoring of employees learning the job as they go. Given the significant investment businesses make in the average employee, businesses should be looking to hire employees that exhibit loyalty and invest themselves in the company through hard work and dedication.
WE PROUDLY SERVE OUR NATION’S HEROES
The healthcare industry is undergoing a tremendous revolu tion. Between rapid technological innovation, integration, and workforce shortages, the healthcare industry should be turning to military veterans as a source of high-quality talent. Military healthcare professionals use advanced technological tools, adapt to changing procedures, and work tirelessly for the health of others, all while missiles fly overhead, bombs drop nearby, and supply lines face a constant threat.
Finally, many veterans have already seen unique and bizarre cases serving in a military healthcare setting. When caring for other military members, veterans deal with injuries, diseases, and other physical ailments that occur with less frequency in civilian healthcare sectors. Understand the unique character traits and skills that vet erans offer as you determine which individual best suits the needs of your company. Article provided by www.Constant-Content.com
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. See our career opportunities at www.hnicareers.com and listed with state workforce training and development centers. A leader in the office furniture industry. Nationwide career opportunities.
A worker shortage is sweeping the nation, and law enforcement is no exception. Across the country, law enforcement agencies struggle to recruit, hire and retain police officers for reasons that span social, eco nomic and political factors [1] Compounding the problem, in some departments, officers are retiring at a faster rate than they are being replaced.
September 2022 equal opportunity employment journalPage 23
The events following the murder of George Floyd made police hiring more complex as it exacerbated tension between the community and law enforcement and inflamed long-standing beliefs that racial biases exist within the profession. To help address these tensions, law enforcement leaders may want to diversify their organizations – but this is no easy task even before such recent events. My team reviewed recent scholarly research for relevant insight and surfaced four recommendations (Note: the research was funded by the Massachusetts State Police/Executive Office of Public Safety and Security). [2] 1. Attract VGreaterAolumeof Qualified Candidates
Successful recruitment in law enforcement today is possi ble but requires effort, experimentation and commitment to continuous improvement of approaches. In addition to expanding traditional pathways like intern ships and partnerships with criminal justice programs, depart ments can begin to look at nontraditional disciplines, such as foreign language programs, technology-centric schools, and hospitality or management programs that offer potential
Building a Diverse Workforce in Law Enforcement
Successful recruitment in law enforcement today is possible but requires effort, experimentation and commitment to continuous improvement of approaches. By Jane Wiseman
3. Retain More Candidates During The Selection Process
• Designing a user-centric process
• Targeted support at steps of the application when candidates are most likely to drop out
4. Ease Pressure on Recruiting with Less Attrition and New Staffing Models
In most cases, retaining existing officers takes far fewer resources than identifying, screening, selecting and training new ones – and it takes the pressure off the recruiting function.
• Streamlining steps and leveraging technology modernization to cut down hiring time
• One-on-one support via mentors or advisors
Law enforcement recruitment hiring processes can be lengthy and convoluted, forcing many good candidates to simply give up and take other jobs. Strategies to facilitate retention of more candidates during selection include:
• Giving candidates visibility into their status in the hiring process.
• Coaching so candidates can pass fitness exams
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Research-based ways to reduce attrition include giving re cruits a realistic job preview before they start, conducting exit interviews to understand and common reasons for leaving, and
Page 24 equal opportunity employment journal September 2022 recruits with skills needed to better relations with communi ties, improve analytics and foster a culture of customer service. 2. Recruit More Women and People of Color According to the Police Executive Research Forum , “trying to recruit and hire only candidates who have the same life experiences and outlooks as those currently in the profession is a recipe for failure.” Successful recruiting of women and people of color can be achieved by: • Creating targeted outreach programs to reach diverse audiences • Using targeted digital marketing • Ensuring prospective candidates can see themselves in the role • Reviewing job postings and messaging for unintended language biases • Providing support to applicants from diverse backgrounds • Considering modifications to physical fitness requirements • Screening out candidates who exhibit biases • Assessing organizational culture for any barriers to belonging • Strengthening policies that prohibit harassment.
September 2022 equal opportunity employment journal Page 25
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Finally, a careful review of tasks that can be automated or completed by using remote work options, along with examining roles that can be filled by contracted, part-time, non-sworn, or seasonal staff can modernize the approach to staffing, recruitment and retention within the law enforcement workforce.
A more diverse police force will take time, but incremental progress can gradually shift an organization with annual progress toward ambitious goals. Diversity hiring goals should be clear and visibly support ed by the chief, and accountability for reaching those goals should be vested in a respected senior leader. Partnership with key community stakeholders must be a key part of the strategy.Thisis a once-in-a-generation chance to energize the profession toward renewed connection to and investment in the public good via embracing inclusivity and creating a more diverse team. Communities just may respond in kind with greater trust and confidence.
MAKE AN IMPACT IN KANSAS CITY 901 Charlotte • Kansas City, MO 64106 an EOE Employer For more information about current openings, please visit us at: careers.kcpd.org
The Vermont State Police offers a competitive salary, pension plan and benefits package. If you are looking for a career that offers job diversity, opportunity for advancement, and gratification from helping others, PLEASE VISIT US: vsp.vermont.gov/employment
Equal Opportunity Employer Be the Difference in 2022!
The men and women who comprise the Kansas City Missouri Police Department play a critical role in serving and protecting the citizens of Kansas City. Each employee contributes equally to fulfill the everyday operations of the department, and you could be part of our agency.
CONCLUSION
1. IACP. The state of recruitment: A crisis for law enforcement 2. The full review of recent scholarly literature can be found here, and the policymaker summary can be found hereArticle provided by www.police1.com
THE VERMONT STATE POLICE IS HIRING
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A more diverse police force will take time, but incremental progress can gradually shift an organization with annual progress toward ambitious goals.
REFERENCES
conducting “stay” interviews to understand key motivations for staff who stay employed. For some agencies, rethinking deployment models may uncover creative ways to simultaneously improve morale and professionalism while decreasing churn. Scholars Whetstone, Reed and Turner suggest creating a training model akin to the one utilized in the medical field with a standard set of rotations among specialties to be completed in the first three years of service and then allowing staff to choose their specialty.
W ith technology, flexible work, and ever-chang ing workplaces, setting healthy boundaries at work is more difficult than ever before. Going through a job search can be a difficult time—and, unfortunately, a time in which you veer more to wards people-pleasing than asserting yourself. We all want the job, so of course, we should be as agreeable as possible, right? Well, not really. This is all to say that setting healthy boundaries for yourself at work starts early—as early as the interview pro cessFromitself.the interview and onward, you teach your boss and your colleagues how to treat you and how you achieve a healthy work-life balance by imple menting physical boundaries, mental boundaries, and personal limits.
• Do you make yourself available on Slack 24/7—to solve any problem that might arise?
Mental Boundaries Anybody who has slogged from the 3:00 p.m. slump all the way to 6:00 p.m. knows that mental energy is im portant—and it can be used up quickly by nonsense. Here are boundaries to see to preserve your mental juices:
• Do you check work email outside of office hours?
• Decline superfluous meetings (and encourage manage ment to run more efficient meetings. )
• Set away messages when engaged in deep work mode.
Emotional Boundaries
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• Will you pick up work outside of your job description at a moment’s notice?
• Setting boundaries from the start allows you to navigate your workplace, avoid potential toxic environments , and create a clear path for you to do your best work without being taken advantage of or burning out No two people have the exact same work style. It’s important to keep that in mind and to set your own boundaries. Ask your local introvert and they will tell you ex actly how important it is to protect your emotional energy and interpersonal boundaries.
September 2022 equal opportunity employment journal Page 27
• Offer handshakes over hugs.
In this age of constant interconnectivity, it can be impossible to disconnect from work or set healthy boundaries around your work-life balance. Here are a few ways to set (and maintain) healthy boundaries for your life—and your work. by CareerContessa.com
• Set your working hours—and stick to them.
Healthy boundaries for yourself at work starts early—as early as the interview itself.
TYPES OF BOUNDARIES TO SET + PROTECT If you’re confused as to what boundaries to set, we are here to differentiate the healthy types of boundaries from what could be unreasonable requests. It’s extra work and it might feel unnatural at first, but preemptively protecting your mental health is so im portant. Physical Boundaries Let’s start with physical boundaries. Why? Well, if you’re having trouble with physical boundaries at work, then it’s likely that all of your boundaries are being stomped upon.
• Take your after-lunch walk alone (maybe with your favorite podcast).
• Do not engage in anything that can be perceived as gossip—especially about others in your workplace.
• Have a “tell” to show other employees that you’re busy (i.e., wearing over-hear headphones or closing your door).
• Don’t attend any “work events” after 7:00 p.m.
Ways to Establish Healthy Boundaries at Work
Emotional boundaries can be tough to pinpoint, but it’s so crucial to do this work. By setting emotional boundaries, you’re giving yourself permission to disallow someone else’s bad day to affect yours. This doesn’t mean that you cut out empathy or understand ing . Rather, it means that the next time Bill is yelling and throwing his papers around in his office, you can keep your
Here are a few common boundary breakers that we’ve all likely allowed in the past:
• Take your sick days and your mental health days.
• Say no to working on the weekends.
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Join Our Team.
The Power of Light. Coherent drives the innovation that leads the future, from the systems that manufacture advanced microprocessors and consumer displays for smartphones to the batteries and motors that power a new generation of mobility. Our lasers and optics look deep into space to unlock secrets, protect our homeland, and work alongside researchers and life science companies to bring new therapies and cures to market and work to rid us of devastating degenerative neurological diseases. Be part of the future we’re helping to build. www.coherent.com/HR
September 2022 equal opportunity employment journal Page 29
W omen earn about half of science and engineering de grees, but they make up less than 20 percent of peo ple employed in those fields.
This International Women’s Day, we’re sharing an early look at the series through an episode featuring a conversation between McKinsey partner Louise Herring and Entrepreneur First found er Alice Bentinck . (For more of Alice’s views on the importance of talent, see “ The people-first approach to business-building .”) We hope you enjoy their conversation. To catch new episodes of the series as they become available, please follow us on social media.
What Will It Take To Get More Women Into Tech Careers?
“I work a lot with women who talk about how stressful and chal lenging the experience of being the only woman in a work setting is,” says Gayatri Shenai , a partner in McKinsey Digital and founder of our annual Women in Technology and Operations conference. “You can’t be what you can’t see,” she adds. “So, let’s show the world who some of these women in the space are—and what’s possible.”Thatwas the inspiration behind a new McKinsey video series Gayatri helped create. It features prominent women in STEM from our firm and elsewhere sharing their journeys and challenges, re flecting on the mentorship and sponsorship they’ve received, and offering advice to future generations.
Expand The Talent pipeline
Placing too much emphasis on hiring only people who match your organization’s culture can limit the diversity of talent who join your company—and ultimately the diversity of its ideas.
According to our research , all-male founding teams received 85 percent of total venture capital investment in the U.S. in 2018, while all-women teams received just two percent. (Gen der-neutral teams received 13 percent.) It’s not surprising then that women tend to perceive entrepreneurship as riskier than their male peers. To combat this, Alice tries to help women see that the greater risk than trying to launch a new business and failing is perhaps not trying at all.
Article provide by www.mckinsey.com
The tech world is notoriously male-dominated. For instance, according to our research , the percentage of computing roles women hold has largely declined in the U.S. over the past 25 years. Those numbers are even worse for women of color. In this clip, Alice talks about how the start-ups making progress on gender diversity are the ones devoting extra resources into sourcing diverse candidates from day one.
Our
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The IEEE is an affirmative action/equal opportunity employer M/F/D/V.
The IEEE is an affirmative action/equal opportunity employer M/F/D/V Employees Connect Minds Every Day 2013 Ad-EEOC-Final.indd 1 3/15/13 4:13 PM Employees We at IEEE realize how fortunate we are to work with the best and brightest. Our mission is to advance technology for humanity, and we do so from one of the best places to work in New ComeJersey.JoinUs! www. ieee.org to view details about open positions in one of our four offices: Los Alamitos, CA; New York, NY; Piscataway, NJ; and Washington, DC fortunate we are to work with the mission is to advance technology from one of the best places www.ieee.org to view details about four offices: Los Alamitos, Piscataway, NJ; and Washington, DC opportunity employer M/F/D/V. Every Day 3/15/13 4:13 PM
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Placing too much emphasis on hiring only people who match your organization’s culture can limit the diversity of talent who join your company—and ultimately the diversity of its ideas. To combat this, Alice encourages companies to go back and think about what their values are today, and what aspects of them will endure well into the future. Using that as a guide in hiring, rather than cultural fit alone, can ensure greater inclusivity.
Getting more women in STEM careers requires creating clearer pathways for women to enter into them, and nonprofits from Afghanistan to the United States are focused on develop ing girls’ coding skills. In addition to founding Entrepreneur First, Alice also founded Code First Girls : a nonprofit social en terprise that teaches women tech skills and helps companies develop more female friendly recruitment policies.
Consider more than cultural fit
Encourage Entrepreneurship
Our
Brilliant
Make Gender Diversity Core To Hiring
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Okay, but how do you actually set your list of boundaries? Here are eight ways to prioritize, implement, and honor your bound aries—by infusing them into your daily interactions and your everyday routine.
In Doctor Dana Gionta’s book, From Stressed to Centered , she offers a step-by-step process for assessing personal bound aries at work:
• Know your limits • Pay attention to your feelings
1. Assess Your Personal Boundaries First Before you communicate your boundaries, you’ll have to take the time to assess them, their limits, and how to set them. Your personal boundaries will stem from your values and your life’sAnypriorities.jobworth having (in our humble opinion) recognizes that it is, first and foremost, a job. Aside from your work, you have your home life, your relation ships, your passions, and your personal space to consider.
2. Communicate Up Front Once you have your priorities and values in place, communi cate them . This can be as simple as letting your team know that you do not answer emails after 7:00 p.m. You can also use this time to communicate what constitutes a work “emergency” so that you’re not fielding “crises” that pop up in your Communicationoff-hours.is the thread that will run throughout each additional tip in this article. When you take the steps to communicate up front, you are safeguarding against future potential miscommunications.
CONTINUED FROM PAGE 27
• Create a schedule that prioritizes the balance in work-life balance.
• Consider your environment
To learn even more about creating great personal and organizational communication methods, check out our Inter personal Communication 101 course!
• Delegate work when necessary.
8 WAYS TO ESTABLISH + KEEP HEALTHY BOUNDARIES AT WORK
September 2022 equal opportunity employment journal Page 31 head down. Here are more examples of emotional boundaries at work:•Communicate up front how you like to give and receive feedback.
3. Create Clear Structures Structure is important in the workplace. You’re the architect of your own boundaries, so build them solid. By creating clear boundary-based structures up front, it takes any guesswork out of common boundary infractions. Your coworkers are less likely to interrupt your work if you set up blocks of time in which you are engaged in do-not-disturb work.
If you’re in a management role , you might create structures that include building out team responsibilities. This creates clear guidelines for where (and with whom) responsibility lies in a variety of circumstances.
• Do not imprint on someone else’s bad mood or outburst.
• Give yourself permission to set boundaries
• Do I have the time to complete this work without com promising the main functions of my job?
• Is there someone else on my team better suited or looking for an opportunity to grow by completing this speci fic work?
Page 32 equal opportunity employment journal September 2022 Affirmative Action and Equal Opportunity Employer M/F/Veterans/Disability Affirmative Action and Equal Opportunity Employer M/F/Veterans/Disability JOINOUR TEAM! Mediacom is an Equal Opportunity Employer. EducationReimbursement MonthlyIncentives SCAN ME TO APPLY! www.mediacomcable.careersMediacomto97211• 401K Matching • Education Reimbursement •Monthly Incentives • New Hourly Pay! • Discounted Services •Paid Training • Medical/Dental/Vision Plans Mediacom is an Equal Opportunity Employer. EOE/AA, M.F.D.V. 15 Fortune Road West • Middletown, NY 10941 An organization devoted to the health of the people & communities of the Hudson Valley. ReadyAccessSupports.orgVisitforjobopportunities.toAccessYourPotential? Together, the team at Access is changing the world by disrupting stigma, growing and learning relentlessly, and working with the community to ensure access for all. 4.Keep Your Relationships Professional We all love having a work wife or a work BFF, but sometimes those relationships get tricky—and convoluted from the perspective of boundaries. Now, we’re not saying you shouldn’t have an at-work confi dante or close friend. What we are saying is to mind that your work relationships remain, by and large, professional. As difficult as this may seem to some—especially our extrovert friends—it’s important to separate your friends from your coworkers
5.Delegate Work When Appropriate
One important part of establishing boundaries is in setting expectations about the work you will do, that you’re hired to do, the work you’re willing to pick up (part of being a “team player”), and the work that is outside of your responsibilities. When work is entirely outside of your scope of responsibil ity, you might have the opportunity to say no (we’ll get to that in our next point) or delegate the work to someone who is more suited to the work. Obviously, delegating work is a bit easier to navigate when you’re already in a managerial position.
When you’re not a manager, you can still delegate work. Ask yourself a few questions to qualify whether or not the work is better completed by someone else.
September 2022 equal opportunity employment journal Page 33
It’s important not to ask this in an accusatory way, but, rather, in a way that elicits a little empathy from the other party. It’s in explaining the scope of work you do have—and in exploring whether you can fit in more work without having your primary responsibilities suffer. By asking this question, you’re giving the other person a chance to consider the work you do have—and whether adding more (or interrupting it) is actually feasible.
7. (Actually) Take Time Off
6. Say No Sometimes, your established boundaries won’t even require you to actually delegate the work. In these cases, you can just say— and this is a tough one for many of us—no. Saying no is a lot easier said than done, especially in a professional atmosphere. In an episode of The Career Contessa Podcast , where we interviewed former hostage negotiator Christopher Voss, he introduced us to a helpful tactic when some one asks for something that is outside the realm of Vosspossibilities.explains that, when you need to decline a project or task, you can ask, “How am I supposed to do that?”
Article provide by www.CareerContessa.com
• Is this a job or task that can be justifiably delegated to someone else with a lesser workload so that I can perform my job at the optimum level?
Another great way to set boundaries is by taking your time off—when you get it, when you need it, and when it’s offered. Letting vacation time accrue and expire is not a point of pride—nor should it be. Use the time you’re given. You’ve earned it. When you do, set that perfect out of office message and take time to recharge. In the long run, your career will only benefit from a rested you.
8. Use Technology to Help Do you know who is great at setting boundar ies? Technology. Use it as a tool to help you set certain boundaries. At Career Contessa, we are all huge fans of creating status updates that communicate where we are, what we’re up to, and whether or not we’re available at that moment. Technology can be great at helping you create struc tures. It can be putting up an away message on your Slack when you’re deep into writing. It can be blocking off a few hours a week on your calendar in which you are engaged in specific work—and thus, unavail able to be bothered. You can also use tools to set your working hours—which will notify your coworkers of the hours in which you are, in fact, working. Technology can also help when you’re dedicated to taking an actual vacation. You can set up systems and chains of command for your time away—and communicate that to your team before venturing off. You can also leave a detailed OOO message that directs any incoming emails to the right resource.
THE
LINE? If
TOP 8 EDUCATIONFASTEST-GROWINGCAREERS Teacher Assistants 2021 Median Annual Salary: $29,360 2020-2030 Job Outlook: The Bureau of Labor Statistics (BLS) Most EducationIn-DemandCareers by
Page 34 equal opportunity employment journal September 2022 SHINE ON Join a dynamic, professional community of life-long www.MinnehahaAcademy.netlearners! The Phoenix Union High School District is searching for the best-qualified applicants in all fields , but particularly in mathematics , science , special education, and ELD (English Language Development) Come join one of the most progressive portfolio districts in the country. Fill out an application on our website at phoenixunion.org or contact us at (602) 764-1101 The Phoenix Union High School District is an Equal Opportunity Employer.
If you’re searching for education jobs, you might be surprised by the possibilities. Discover 15 of the fast est-growing careers in education. Traditional education jobs and duties can span from teaching kindergartners beginning literacy skills to finding ways to make math relatable to high schoolers. These days, professionals in education also often need to help students deal with social obstacles and any other challenges they face. Regardless of your path, education ca reers are all about helping others succeed. According to U.S. News and World Report , declining col lege enrollment in teaching programs makes an already wide spread teaching shortage likely to continue. To combat this, many states are raising salaries and pursuing new strategies — beyond a traditional bachelor’s in teaching program — to train more educators. BOTTOM you want to make a difference in other people’s lives, now is an excellent time to pursue education jobs. Here’s a look at some of the fastest-growing careers in education to inspire you. Sharon Wilfong
2021 Median Annual Salary: $61,320 2020-2030 Job Outlook: The BLS projects the number of jobs for middle school teachers will grow 7% from 2020-2030. Approximately 48,400 job openings are projected, on average, each year over the decade for these professionals. Middle school teachers typically work with students in grades 6-8, preparing them for high school. These educators create lesson plans and evaluate students’ abilities through assign ments and exams. Some middle school teachers also coach sports teams or take on adviser roles. These teachers need a minimum of a bachelor’s degree and a state-issued license or certification. Some states even re quire middle school teachers to obtain a master’s degree once they’ve completed certification and found a job.
Middle School Teachers
September 2022 equal opportunity employment journal Page 35 projects jobs for teacher assistants to grow by 9% from 20202030. On average, that’s around 136,400 projected openings each year over the decade. As the title implies, teacher assistants help licensed teachers provide additional instruction for students. These professionals typically need a minimum of two years of college coursework or an associate degree. Some teacher assistants specialize in working with students with disabilities or in other areas of education, such as technology. Associate in education programs can teach learners how to observe students and develop educational materials. They can also gain an understanding of their role as a teacher assistant.
Kindergarten and Elementary School Teachers
Kindergarten and elementary school teachers prepare young students for middle school. They introduce and teach their students basic subjects, including math and reading. Some teachers specialize in English as a second language , physi cal education, art, or music. Additionally, they may work with special education teachers to create lesson plans for students withThedisabilities.minimum education requirements include a bachelor’s degree in elementary education or a similar degree. Plus, public school teachers must hold a license or certification in the specific grade level they teach.
The Central Union High School District offers equal education and employment opportunities regardless of sex, race, color, religion, ancestry, age, marital status, sexual orientation, national origin or disability.
The Central Union High School District is composed of six schools; two comprehensive high schools, three alternative schools - including one virtual school, and a growing adult education program. We have a 9th12th grade enrollment of approximately 4,200 students. We offer a wide variety of programs for our students to ensure they are college and/or career ready when they graduate from our schools. CUHSD is committed to providing excellent educational settings, opportunities, and access for students in a fiscally responsible manner. We do so by attracting and retaining the most qualified, committed, accountable, and highly produc tive employees. We are looking for individuals who share in our core values of honesty, integrity and respect and who will put students' needs first.
2021 Median Annual Salary: $61,350 2020-2030 Job Outlook: The BLS projects job opportuni ties for kindergarten and elementary school teachers to grow by 7% from 2020-2030. That’s on pace with the projected job growth rate of 8% for all U.S. occupations. On average, 124,300 job openings for kindergarten and ele mentary school teachers are projected each year over the decade.
Learn more about us and our employment opportunities at www.cuhsd.net or www.cuhsdjobs.com
High School Teachers 2021 Median Annual Salary: $61,820 2020-2030 Job Outlook: The BLS projects an 8% job growth for high school teachers from 2020-2030, with around 77,400 openings, on average, each year. High school teachers work with grades 9-12 and may pro vide instruction for different grades throughout the day. Many states require these professionals to have content expertise in a specific subject, such as math education . Additionally, a math teacher may teach different classes within their subject area,
351 Ross Avenue • El Centro, CA 92243 • 760-336-4500
The Ohio Valley Educational Cooperative does not discriminate on the basis of race, color, national origin, age, religion, sex (including sexual orientation or gender identity), genetic information, disability, or limitations related to pregnancy, childbirth, or related medical conditions in employment, educational programs, or activities.
Page 36 equal opportunity employment journal September 2022 Learn more about us and our current openings online. www.fusd.net 9680 Citrus Avenue • Fontana, CA 92335 ontana Unified is a community united to ensure every student is prepared for success in college, career and life. 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 pa rental status, physical or mental disability, sex, sexual orientation, gender, gender identity, or gender expression; the perception of one or more of such characteristics; or associa tion with a person or group with one or more of these actual or perceived characteristics. F Ohio Valley Educational Cooperative Minority Recruitment The Ohio Valley Educational Cooperative (OVEC) with a membership of 15 public school districts is actively seeking certified minority teachers and administrators for elementary, middle and secondary positions. OVEC is located in north central Kentucky and serves the following school districts: • Anchorage Independent Schools • Bullitt County Schools • Carroll County Schools • Eminence Independent Schools • Franklin County Schools • Frankfort Independent Schools • Gallatin County Schools • Grant County Schools • Jefferson County Schools • Henry County Schools • Oldham County Schools • Owen County Schools • Shelby County Schools • Spencer County Schools • Trimble County Schools Individuals can search and apply for open positions within each school district by visiting their website. To search and apply for open positions within OVEC’s Early Head Start and Head Start Programs, visit OVEC’s website at: www.ovec.org/employment
2021 Median Annual Salary: $63,740 2020-2030 Job Outlook: The num ber of jobs for instructional coordinators is projected to grow 10% between 2020 and 2030, according to the BLS. That’s around 20,400 openings, on average, each year over the decade. A growing need for teachers at all levels makes instructional coordinators one of the top-growing careers. They develop curriculums and educational material and oversee teaching standards. Instructional coordinators generally plan and conduct teacher training and work shops. They also coach faculty to help improve their skills. These professionals may specialize in specific grade levels or subjects. Addi tionally, they usually need a master’s de gree in curriculum and instruction or in education, plus experience in teaching or administration. They may also be re quired to have a state-issued license. Elementary, Middle, and High School Principals
2021 Median Annual Salary: $79,640 2020-2030 Job Outlook: According to BLS projections, the number of jobs for postsecondary teachers will grow 12% between 2020 and 2030. That’s faster than the average job growth for all occupations (8%), with around 139,600 postsecondary teacher job openings, on average, each year over the decade.
including algebra or geometry. High school teachers typically need a bachelor’s degree in education or another subject and state-issued certifi cation or license. With additional educa tion, these teachers may decide to pursue jobs as school counselors or principals.
Postsecondary Teachers
2021 Median Annual Salary: $98,420 2020-2030 Job Outlook: The BLS projects the number of jobs for elemen tary, middle, and high school principals to grow 8% between 2020 and 2030. That would be an average of around 22,100 openings each year over the decade. Elementary, middle, and high school principals oversee daily operations and activities. They manage teachers and other support staff to ensure a safe and productive learning environment. These administrators develop curriculum stan dards, counsel students, and evaluate teacherPrincipalsperformance.needsolid leadership skills, a master’s degree in educational admin istration or education leadership, and experience in a related occupation. Most states require principals to hold a school administrator license and pass an exam and a background check.
Postsecondary teachers need excellent critical-thinking, interpersonal, speaking, and writing skills. These professors and faculty provide instruction in academic subjects at a college level. They col laborate with colleagues to develop or modify the curriculum for multiple formats, including online learning. Postsecondary teachers may serve on academic or administrative committees, and duties vary by institution. A master’s degree may be enough for education jobs like these at community colleges. However, at four-year colleges and uni versities, candidates usually need a Ph.D. or a doctoral degree in their field. Professors often seek tenure, and some advance to high-level administra tive positions, such as dean or college president. Instructional Coordinators
2021 Median Annual Salary: $96,910 2020-2030 Job Outlook: According to BLS projections, the number of jobs for postsecondary education administrators will grow by 8% between 2020 and 2030. That would mean an av erage of around 14,500 openings each year over the decade.
Postsecondary Education Administrators
Postsecondary education administrators oversee academics, faculty research, and student services at colleges and universi ties. They work in admissions, the registrar’s office, or student affairs. Additionally, postsecondary administrators may be an academic dean who oversees a specific department or a chief academic officer managing budgets. These administrators need excellent computer, interperson al, and organizational and problem-solving skills. Not only that, but education careers like this usually require a master’s de gree. However, a bachelor’s degree and relevant experience may qualify applicants for some roles. Is the teaching profession growing? There’s an increasing shortage of teachers that’s likely to become more widespread. Many states are raising salaries and implementing new ways to train educators. Education careers offer a variety of roles: teaching, counsel ing, administration, and more. The BLS projects around 124,300 openings for kindergarten and elementary school teachers, on average, each year between 2020 and 2030. Additionally, the BLS projects 139,600 openings for college faculty, on average, each year over the decade. Article provided www.bestcolleges.com
Individuals interested in obtaining an application should send a letter or postcard to: KEDC • 904 ROSE ROAD • ASHLAND, KY 41102-7104
An Equal Opportunity/Affirmative Action Employer
September 2022 equal opportunity employment journalPage 37 Our Mission is to educate, inspire & empower our diverse learners to shape their futures, to accomplish their dreams and to contribute positively to our local and global communities. Be a part of Minnesota's 8th largest school district and among the top districts academically, athletically and artistically. 11500 193rd Avenue NW • Elk River, MN 55330 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. Apply www.isd728.orgToday! www.myprovident.com Provident Bank is an equal opportunity employer. It is the bank’s policy to grant equal employment opportunity (EEO) to all qualified persons without regard to race, sex, religion, age, national origin, physical or mental disability, or veteran’s status. The bank provides equal opportunities in employment, promotion, wages, benefits, and all other privileges, terms, and conditions of employment. Join a winning team… The Provident Team!!! We offer a wide variety of employment opportunities throughout the Inland Empire, a pleasant work environment along with competitive salaries and excellent benefits. If a career in banking sounds intriguing to you please visit our website for more information. Provident Bank • 3756 Central Avenue • Riverside, CA 92506 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.
www.kedc.org
Page 38 equal opportunity employment journal September 2022 We are an equal opportunity employer committed to hiring the best candidates regardless of race, religion, ethnicity, age, sex, sexual orientation, gender identity, or any other basis prohibited by law. We strive to be a place that respects the strengths and differences of our employees. 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 WHEN YOU WORK HERE, YOUR WORK MATTERS. You’ll find we offer competitive salaries, excellent benefits, and a chance to learn and grow. But when you join the Philadelphia Fed, you’ll also contribute to our shared mission to strengthen the economy and help communities thrive.
However, some senior contacts in the industry have very different advice, stating that: “If you ever get the chance to go to an interview, you should take the chance - once you’re in, you can prove yourself.”
When assessing an opportunity, it is becoming much more important to candidates that their values align with that of the of organization they are in conversation with. In traditionally male-dominated sectors, such as finance, actively showcasing diversity and highlighting opportunities to female candidates is so Oncrucial.reflection of their approach to assessing new opportunities, women highlighted that they were very thorough when asking ques tions about a company’s diversity and inclusion commitment, and always approached in terviews with a healthy level of Whenscepticism.discussing what stood out as a positive sign of a diverse and inclusive organization, an empha sis on both content and culture during discussions was highlighted as key. This is demonstrated when conversations touch on as much about career history and experience as they did on: ‘would this be the right cultural fit?’ If the balance is equal, it becomes apparent that an organization is very con scious of the culture it has, and the culture it wants to have.
On the topic of getting more women into finance, conversa tions with some women highlighted that the mindset of many female professionals is: “I would never want to be interviewed for a job just because I’m a woman.”
September 2022 equal opportunity employment journal Page 39
One contact in finance stated: “Women face many disad vantages in life, so you should take any opportunity you can, because everyone else will. Some people are given an oppor tunity because they have wealthy parents, others would have
Supporting women into senior finance roles
Diversity in Finance: How to Attract, Support, and Enable Women to Succeed
Companies that not only discuss the topic but ask questions to determine how to make it a great place for everyone are the most successful in attracting and retaining top diverse talent. by Nina Buttle
In addition to this, when hiring for diversity, it is impor tant that those conducting the interview are representative of diverse groups. When looking to hire, everyone we spoke to emphasized that it is important to ensure they have a balanced candidate list, highlighting that if you do not have women on the list, you will not hire a woman.
D iversity and inclusion are topics that are regularly discussed by senior leaders. However, action is the most important step when it comes to build ing and sustaining a truly diverse and inclusive organi zation. This is particularly true in the current climate, where leaders are contemplating how to shape their strategies to a changing workplace, with a high degree of remote working.Companies that not only discuss the topic but ask questions to determine how to make it a great place for everyone and how to enable everyone to be themselves at work, are the most successful in attracting and retaining top diverse talent.
On the topic of diversity in finance, Nina Buttle, Business Director at Page Executive – Banking and Financial Services, spoke to senior women in finance operating at a managing director level for multinational investment banks and financial services companies. The discussions explored how they assess a company’s commitment to diversity and inclusion, and how they drive inclusion as a leader in finance. What attracts diverse talent to an organization?
Emphasizing the importance of role modelling the message that finding your balance does not stop you from building a career. How to create an inclusive environment in finance SETTING BOUNDARIES
In addition to ensuring everyone is empowered to set their boundaries for work, a ‘performance board’ was introduced by
PERFORMANCE BOARDS
senior women interviewed said that setting boundaries is crucial to this. As a standard, she does not work on weekends. Apart from checking emails with half a glance sporadically, her SIM card is changed so that she cannot be contacted on the weekends.
Setting boundaries helps support professionals in better managing their work-life balance, but it also makes it easier for managers to accommodate for their team. This will mean different things for different people: It could be ‘I want to go to yoga on these days a week’, or, ‘I am not a morning person, so please don’t book anything before nine in the morning’.
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When hiring for diversity, it is important that those conducting the interview are representative of diverse groups.
Page 40 equal opportunity employment journal September 2022
As a director, it becomes a core part of the role to ensure that diversity is supported by an inclusive culture. Hiring a diverse team is one thing, but enabling them to succeed is key.
By being very open about it, you start to understand oth er people’s boundaries and by sharing them with others, it is much easier to stick to them.
If you are enthusiastic about the public sector, customer service, and seek a team environment where everyone’ s ideas are valued, we want to meet you. here for Career Opportunities
In a senior role within finance, role modelling is crucial, and this means setting your own boundaries between work and your personal life to encourage others to find their ownOnebalance.ofthe
Join a dynamic team that encourages growth, diversity, opportunity and excellence.
777 North Capitol Street NE Washington, DC 20002 an opportunity because they went to a certain school, and some may have an opportunity because they happen to have a connection to someone who works somewhere. In life, take it, wherever you can get it.”
Article provided by www.PageExecutive.com Nina Buttle is the Business Director at Page Executive – Banking and Financial Services You can email her at ninabuttle@pageexecutive.com
some senior leaders to better support individuals in managing work-life balance and stress. Each week, every person logs a score on Excel for the following questions: How happy do we feel? How challenged do we feel? How supported do we feel? By assessing personal scores from a scale of one to 10, conversations about what things are getting in the way, or where help might be needed, naturally follow. Access to these insights enables management to identify which teams are overstretched and which teams might need more of a challenge, as well as assess the following: How could we manage these? How can we help? How can we remove these blockers?
Motivation is key to the performance of an individual and the success of every team. Asking your people, ‘what drives your motivation’, is so important in making the environment moreFromenjoyable.conversations with their team, one leader was able to clearly identify what they were motivated by and explained that most people were motivated by working with colleagues, with the business, and they get a lot of energy out of those interactions. A lot of people highlighted that there is an intel lectual challenge in what they do, and that they enjoyed learn ing about new things. So, for this leader, making that easier and more enjoyable was really the key to getting better performance from her team.Asin any finance team, it is important to track performance from the view of: are we achieving our targets? But what some have found to be more effective to focus on is: do we have a happy team that is not falling over because we load too much work on them? And, do they know how to ask for help? While this doesn’t have to be tangible learns, tracking whether there has been more or less stress leave, whether people are taking their holidays, or if people leave on time and don’t log on at the weekend anymore, highlights how effectively they manage to do their work during the week.
September 2022 equal opportunity employment journal Page 41
Tracking success through a D&I lens: Happy, motivated employees
Page 42 equal opportunity employment journal September 2022 COMMITMENT TO DIVERSITY AND INCLUSION Challenging and Rewarding Work Professional Growth and Training Career Opportunities careers @ the Equal Opportunity Employer • www.KansasCityFed.org The Bank will be known as an inclusive organization where diversity is respected and leveraged to effectively serve our region, The Federal Reserve System and the Treasury. Our words, actions and culture promote a workplace of inclusion and belonging where all employees have the same opportunity to contribute and succeed.
