EOEJournal JULY 2023

eoe journal

Editorial Comment Table of Contents

June is pride month. President Bill Clinton designated June as "Gay and Lesbian Pride Month" on June 11, 1999. Ten years later, President Obama updated the title to "Lesbian, Gay, Bisexual, and Transgender Pride Month." This designation is designed to celebrate the culture and show support for the LGBTQ community.

This year will mark the 53rd annual Pride parade in New York. This year, companies like Bud Light and Target, who have actively advertised their support are being boycotted by intolerant people and groups who are raising their voices against such support. These boycotters are making outrageous claims that the companies are "evil" and are attempting to "groom children," and other grand stances that supporting the LGBTQ community will ultimately lead to the desctruction of society.

These same intolerant people may also be the ones who insist that children say the Pledge of Allegiance before the beginning of each school day. The original version of this pledge, written in 1892 is:

"I pledge allegiance to my Flag and the Republic for which it stands, one nation, indivisible, with liberty and justice for all."Read it again: Liberty and justice for ALL!

Pride feels more urgent and needed than ever before. The rights OF ALL needs to be secured and maintained to prevent the destruction of society.

Lisa Petty, Editor Equal Opportunity Employment Journal

The eoejournal is published bimonthly by EOEJournal, Inc. The ownership and management of EOEJ fully and actively support equal opportunity for and advancement of all people without regard to race, color, religion, gender, national origin, sex, pregnancy, citizenship, ancestry, veteran status, marital status, physical disability, mental disability, medical condition, age, gender identity, and sexual orientation or any other characteristic protected by state or federal law.

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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

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“It is absolutely imperative that every human being’s freedom and human rights are respected, all over the world.”

– Jóhanna Sigurðardóttir

Is Energy A Good Career Path?

Isenergy a good career path? It’s definitely one that permeates our lives more than we may know — from the water we drink to the heater we turn on in the winter to the gas we use to fuel our cars. Energy professionals are responsible for creating, operating, and maintaining these systems.

The sector is innovative and dedicated to creating a more sustainable future, with career opportunities across multiple functions. So, is energy a good career path for you? Let's look at some details and see.

What Jobs Are in the Energy Sector?

Jobs in the energy sector work on energy infrastructure. Energy infrastructure is any system we use to get energy, including gas, water, sewer pipelines, electric and power lines, and power plants. Those working in the energy sector will work on these systems’ construction, operation, use, or maintenance.

by Zoe Kaplan

Historically, energy has been one of the U.S.’s fastest-growing industries. While growth in this career path slowed at the start of the COVID-19 pandemic, the energy sector has picked up again and grew 4% in 2021 , higher than the overall U.S. employment growth of 2.8%.

Types of Energy Careers

While all energy jobs are about powering the systems we use today, jobs in energy span multiple types of careers, from more skilled trades to engineering to sales to law Some energy careers include:

• Chemist

• Electrical engineer

• Energy sales consultant

• Environmental engineer

• HVAC (Heating, ventilation, and air conditioning) installer

• Industrial engineer

• Mechanical engineer

Historically, energy has been one of the U.S.’s fastest-growing industries.

• Motor vehicle manufacturer

• Nuclear engineer

• Power plant operator

• Solar panel installer

• Solar sales consultant

• Sustainability consultant

• Water treatment specialist

• Welder

Entry-level job titles in energy include:

• Wind turbine technician

• Junior electrical engineer

• Maintenance technician

• Solar energy consultant

• Energy market analyst

• Research technician

• Associate chemist

If you’re interested in getting into the field, Christin Sun, deputy energy efficiency portfolio manager at MD Energy Advisors, recommends getting exposure to the industry first. While internships are a more traditional path to the field, “students can also look into various volunteer programs with their local utilities or

utility partners as a way to network with business professionals in the space,” she says.

Matt Chester, energy analyst, founder of Chester Energy and Policy, and Forage content consultant, highly encourages connecting with professionals in the sector to help get you started.

“We are all so passionate about energy and creating a brighter future with it that you’ll hear more yes’s than not to get on a call to meet, network, provide advice, and more,” he says.

What Do Energy Jobs Pay?

People working in energy are more likely to be unionized and paid higher wages.

On average, wages for energy jobs are 34% higher than the median wages in the U.S., according to the United States Energy and Employment Report 2021

However, average pay varies greatly depending on what kind of energy work you do. For example,

#PassionForLife

At Getinge our talented, diverse team embodies our “passion for life” bringing innovative therapeutic solutions to healthcare and life science professionals throughout the country.

We invite you to bring your passion to Getinge and make your mark. Our team enjoys exciting career opportunities and ongoing education, as well as a full-range of benefits and programs to enhance work/life integration. We are especially proud to have received the 2023 Top Diversity Award from EOE Journal.

There is a wide range of small and large-scale companies in the energy industry.

an electrical engineer earns an average salary of $107,890 a year, while a welder earns an average of $47,010 per year, according to the Bureau of Labor Statistics.

Best-Paying Jobs in Energy

The best-paying jobs in energy are typically those that involve engineering, science, or highlevel operations. However, these jobs also require more advanced degrees and technical skills.

Some of the best-paying jobs in energy, according to the U.S. Bureau of Labor Statistics, are:

• Architectural/engineer manager: $152,350 per year

• Aerospace engineer: $122,270 per year

• Petroleum engineer: $130,850 per year

• Chemical engineer: $105,550 per year

• Atmospheric and space scientists: $96,880 per year

• Mechanical engineer: $95,300 per year

• Power plant operator: $94,790 per year

Pros and Cons of Energy Careers

An energy career can take you in many different directions, but there are common pros and cons that can help you answer, “is energy a good career path for me?”

PROS

Helping Build a Sustainable Future

Many professionals in the energy industry are working toward cleaner, more sustainable energy solutions.

“That shared goal means we’re all working collaboratively towards these solutions and a brighter future, and that environment makes it really motivating to work alongside so many brilliant and passionate people as colleagues rather than a zero sum game that feels like a competition,” Chester says.

Impact

Not only does the energy impact the environment, but the sector is “truly at the heart of our economy, our culture, and our communities,” says Rebecca Foster, CEO of VEIC, a nonprofit organization focusing on energy efficiency and renewable energy.

Energy touches nearly every aspect of our lives, “from an anchor employer’s ability to stay competitive and keep providing jobs in small, rural towns to an urban school district’s ability to improve indoor air quality and lower asthma rates by adopting efficient classroom ventilation systems and electric school buses,” Foster says. “Making our buildings and transportation options more efficient saves people money, improves air quality, lowers greenhouse gas emissions, and helps keep local businesses competitive.”

Developing Industry

With more developments in clean energy technologies and solutions, there’s always an opportunity to work on something new and challenge tradition.

“Innovation is critical to the success of the energy sector,” Sun says. “It can be challenging for organizations to adopt new technologies, but the rising Continued on page 26

Grow Your Career in the Life Science Industry

As one of the fastest growing global life science companies, Sartorius is part of the solution in the fight against Covid-19, cancer, dementia and many other diseases. This offers numerous opportunities for our people to grow with us and make an impact with their work.

Apply today: www.sartorius.com/careers

Sartorius is an equal opportunity/affirmative action employer and will consider all qualified applicants for employment without regard to race, color, religion, gender, sexual orientation, gender identity, national origin, age, protected veteran status, or disability status.

Not only does the energy impact the environment, but the sector is “truly at the heart of our economy, our culture, and our communities,”

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

13 Diversity in the Workplace Statistics Every Company Needs to Know

by Patrick Glynn

WHY CHOOSE US?

Here in the First Community family (First National Bank Texas, First Convenience Bank, First Heroes National Bank, First Community Mortgage and First Community Servi ces), we are fiercely proud of our past and excited about our bright future. Independently owned, with more than 300 locations in Texas, Arizona, Arkansas and New Mexico, we offer growth and advancement in a fun and fast-paced environment. Our company provides an educational atmosphere, enabling employees to achieve their highest career potential. We are pleased you have considered advancing your career with us.

POSITIOns dlldlldBLE

No matter what your specialty is, chances are there is a position for you in the First Community family of banks. Positions range from frontline sales to customer service, clerical, support services and managerial positions. Our account holders are very diverse, and we are proud to accommodate them with a diverse workforce that includes bilingual employees.

Competitive pay I Professional T r aining I Tuition Assistance Program I Health, Dental, Prescription Drug, and V ision Plan I Personal and Vacation Pay I 401 (K) Plan

visit our website at www.1stnb.com/careers

Diversity in the workplace can offer a plethora of benefits to your company, including adding the diversity of thought and general cultural intelligence to your workplace. However, there are other tangible, impactful benefits of diversity in the workplace, backed up by statistics.

We’ve compiled a list of 13 diversity in the workplace statistics that will provide you with unique insights of trends and benefits of diversity. Within each section, we’ll discuss the stat impacts business results and how you can truly value people in your organization. Let’s get started.

WHY IS DIVERSITY IMPORTANT IN THE WORKPLACE?

Diversity in the workplace is essential for several reasons. First, it helps to ensure that all voices and different perspectives are represented and heard. This can be especially important in decision-making situations. In addition, a diverse workforce can help to foster a climate of creativity and innovation. When people with different backgrounds and experiences come together, they can share ideas and find new solutions to problems.

Diversity can also help businesses better reflect the communities they serve. By hiring a diverse workforce, companies can send a message that they value inclusion and respect for all. Diversity is an essential component of any thriving business.

Finally, as we’ll discuss in upcoming sections, diversity can have a positive impact on your business’ profits.

All of this belief is backed up by raw statistics that prove the benefits of diversity in the workplace. We’ll break these statistics down into categories (benefits, trends, gender, etc.), and discuss how they can be of service to your business.

To find a specific position that is available and suited for you, please

All qualified applicants will receive consideration for employment without regard to race, color, religion, creed, national origin or ancestry, ethnicity, sex, sexual orientation, gender identity, age, physical or mental disability, citizenship, protected veteran status, genetic information, or any other characteristic protected under applicable federal, state, or local law. FCBI is an Equal Opportunity Employer.

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.

BENEFITS OF DIVERSITY IN THE WORKPLACE STATISTICS

1. Companies with diverse executive leadership and board teams earn more in profits.

According to a 2021 McKinsey study, companies with diverse boards and executive leadership earn more in profits.

Specifically, companies in the top 25 percent in gender diversity were likely to out-earn companies in the bottom 25 percent in gender diversity by… 25%. Also, the top ethnically and culturally diverse companies out-profited the least ethnically and culturally diverse companies by 36%.

Companies need to make an effort to recruit board members and executive leadership from a range of backgrounds. While contributing to the diversity of thought in the most important space, it also clearly leads to better results financially.

2.

Diverse businesses can capture new markets better

According to a 2013 study , more diverse companies are 70% more likely to enter and capture new markets.

One the reasons is because diverse management teams can better identify opportunities and solve problems. The diversity of thought leads to a diversity of ideas on how to capture new markets. To take advantage of this, companies need to ensure that they are recruiting and promoting from various backgrounds. Additionally, they must create an inclusive environment where all employees feel comfortable sharing their ideas. By prioritizing diversity, companies can position themselves to succeed in today’s global marketplace.

3. Diverse companies produce higher innovation revenues

A 2020 study found that companies with more diversity had 19% higher innovation revenues. This showcases the connection between diversity and innovation.

The explanation for this? The study said that “increasing the diversity of leadership teams leads to more and better innovation and improved financial performance.” Highly innovative teams bring new ideas into being faster through brainstorming sessions and exchanges of differing perspectives on problems or projects. However, these insights can only occur when there’s full representation across racial, gender, ethnic, and cultural lines.

DIVERSITY TRENDS IN THE WORKPLACE STATISTICS

4. By 2044, minority groups will reach majority status

Historically underrepresented groups, like African Americans,

Asian Americans, and Hispanics , will be expected to make up the majority of the United States population by 2044.

This shift has far-reaching implications for businesses, which must adapt their diversity practices to reflect the country’s changing demographics.

While 2044 may seem a long way off, businesses must start making these changes (if they haven’t already) to stay ahead of the curve. By preparing for the future and making their operations more inclusive, companies can position themselves to succeed in an increasingly diverse America.

GENERAL POPULATION INFO

5. Racial and ethnic minorities make up 48% of Gen Z

According to a report from Pew Research Center, nearly half of Gen Zers (people born between the mid-1990s to mid-2010s) are non-white.

As the workforce grows increasingly diverse by the generation, companies must do more to ensure that their teams reflect the society they operate in. Gen Z is already pushing companies to do this , as we’ve discussed in a previous article. More than 80% of Gen Zers surveyed by Monster said a company’s commitment to diversity practices was “important when choosing an employer.” Another poll found 75% of people in Gen Z would reconsider applying at a company if they weren’t satisfied with their diversity and inclusion efforts.

This statistic is a powerful reminder that the needs of minority groups must be considered when making decisions about company policies and practices. By prioritizing diversity, equity, and inclusion, organizations can stay ahead of the curve and position themselves for success in the 21st century.

6. According to the 2020 Census, whites and non-Hispanics are shrinking

In 2020 in the United States, individuals who self-identify as white or non-Hispanic dropped below 58% of the population for the first time in history. It fell from 63.7% in 2010.

This shift is driven by several factors, including immigration, fertility rates, and population aging. Consequently, we can expect the workforce to become increasingly diverse in the years to come.

This shift has profound implications for businesses and organizations across the country. As the workforce becomes more diverse, companies must ensure that their policies and practices are inclusive of all employees from all backgrounds. This includes everything from ensuring job descriptions are free of bias to offering training on unconscious bias and cross-cultural communication.

By prioritizing diversity, equity, and inclusion, organizations can stay ahead of the curve and position themselves for success in the 21st century.

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The benefits of such diversity are well-documented. A more diverse workforce can lead to improved creativity and innovation and a better understanding of and sensitivity to different cultures. In an increasingly global economy, these are invaluable skills.

GENDER DIVERSITY IN THE WORKPLACE STATISTICS

7. Organizations with an equal number of men and women generate up to 41% more revenue

We’ve discussed how general diversity is good for business, but this stat hammers down how gender diversity and equality can impact profits.

Companies should invest in gender diversity initiatives and promoting women to leadership positions across their company.

8. Women are underrepresented at every level of the corporate ladder

According to a 2021 study by McKinsey , “women remain underrepresented across the corporate level.” The worst levels of underrepresentation come at the C-suite and senior vice president level, where women make up between 25% and 30% of all positions despite making up just over half of the workforce. Gains have been made from 2016 to 2021, but nevertheless, underrepresentation is present across the board.

RACIAL/ETHNIC DIVERSITY IN THE WORKPLACE STATISTICS

9. White job seekers are 2.1% likelier to receive an interview callback than black applicants

Continued on page 27

FAMILY IS AT THE HEART OF EVERYTHING WE DO

What

Five Things for Employers to Consider When Hiring Individuals with Disabilitie s

by Jenna Shrove, Senior Director of Strategic Advocacy and Advisor to the Chief Policy Officer

Amid the ongoing workforce shortage, businesses are finding it more challenging than ever to hire talented workers. One source of talent employers should consider is people with disabilities. By recruiting, hiring, and retaining these individuals, businesses can give themselves a competitive edge and demonstrate their commitment to inclusion. The key is to focus on what a person can do rather than their limitations. People with disabilities comprise the largest minority group across the globe. As of 2018 , only 29% of Americans of working age with disabilities participated in the workforce, meaning there is a potential untapped talent pool. Not only that, studies show that companies leading in hiring persons with disabilities were, on average , twice as likely to have higher total shareholder returns than those of their peer group. Other research shows that GDP could increase by $25 billion if just 1% more persons with disabilities joined the U.S. labor force. And employees with disabilities are often more loyal meaning less turnover.

CAREER OPPORTUNITIES

Looking for a new career? Whether you’re new to the job market, looking to advance your career or are a seasoned professional, Seneca Foods Corporation offers an array of rewarding Career Opportunities across a variety of functions, from Operations Management, Agriculture, Information Technology, Sales and Marketing, Human Resources, Finance and more.

By recruiting, hiring, and retaining those with disabilities, businesses can give themselves a competitive edge and demonstrate their commitment to inclusion.

Successfully integrating these individuals brings many advantages. Here are six things employers should consider when hiring those with disabilities.

1. Know the laws

First and foremost, it’s important to note the role of the Americans with Disabilities Act (ADA) and the Equal Employment Opportunity Commission (EEOC) when considering hiring persons with disabilities.

The ADA prohibits discrimination against people with disabilities in several areas, including employment, transportation, public accommodations, communications, and access to state and local government programs and services. Title I of the ADA covers employment and protects the rights of both employees and job seekers.

The ADA also defines what constitutes a disability. A disability is a physical or mental impairment substantially limiting one or more major life activities. Individuals with disabilities often need workplace accommodations—a modification or adjustment to a job, the work environment, or how things are usually done during the hiring process.

The EEOC is responsible for enforcing federal laws that make it illegal to discriminate against a job applicant or an employee. Most employers with at least 15 employees are covered by EEOC laws including the ADA. The laws apply to all types of work situations, including hiring, firing, promotions, harassment, training, wages, and benefits.

2. Consider working with partner organizations to recruit talent

To help identify pools of potential talent, best practices include working with recruiters and national or local organizations.

The Employer Assistance and Resource Network on Disability Inclusion (EARN) is a free, nationwide service that educates employers about effective strategies for recruiting, hiring, retaining and advancing people with disabilities.

The Workforce Recruitment Program for College Students with Disabilities (WRP) is a free resource that connects private businesses and federal agencies nationwide with qualified job candidates for temporary or permanent positions in various fields.

Find local or national non-profits or charitable organizations like Easterseals that support the development and advancement of people who are living with different types of disabilities, including expanding access to employment opportunities.

Partnerships with colleges and universities’ recruiting offices are critical if you are searching for candidates with college degrees and specialized education and training.

Many community rehabilitation providers (CRPs) can also help with your hiring needs. Some serve targeted local areas, while others have state or national programs. Best Buddies International, for example, offers services in 17 states. These types of organizations can connect your company to local programs, help tailor recruitment efforts, and enhance education and knowledge on disability hiring practices.

3. Review job descriptions carefully

Employers should review job descriptions carefully to make sure they don’t include unnecessary restrictions that would prevent someone with a disability from applying or being hired. For instance, with the widespread availability of video technology, having the ability to travel into the office may not be the requirement it once was.

Continued on page 16

People come from all over the to study here, to practice here, and to be treated

from all over the world practice here, and to be treated here.

People come from all over the world to study here, to practice here, and to be treated here.

Thomas Jefferson University and Thomas Jefferson University are committed to excellence in the delivery of patient care, 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.

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

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.

To learn more about Jefferson visit www.jeffersonhr.org

To learn more about Jefferson, visit

To apply online visit:

Thomas Jefferson University and Thomas Jefferson University Hospitals are committed to excellence in the delivery of patient care, educating the health professionals of tomorrow and discovering new knowledge. As one of the most distinguished medical institutions in the country, our history is filled with outstanding people and accomplishments. Diversity, inclusion and cultural competence are critical components of our mission and we celebrate the uniqueness of each of our employees every day.

To apply online visit Recruit.jefferson.edu

Recruit.jefferson.edu

To learn more about Jefferson visit www.jeffersonhr.org

To apply online visit Recruit.jefferson.edu

THOMAS JEFFERSON UNIVERSITY & JEFFERSON HEALTH

When interviewing candidates with disabilities, employers must follow certain guidelines . For example, there are specific questions you may not ask job applicants regarding their disabilities or medical conditions, and specific points in the hiring process when you may ask certain questions. Crucially, the ADA does not require an employer to hire an applicant with a disability. The applicant must be able to satisfy the requisite skill, experience, education and other job-related requirements of the position, with or without reasonable accommodation, and perform the essential functions of such a position.

4. Consider what workplace accommodations may be needed

Persons with disabilities often require accommodation or support mechanisms beyond that of other employees.

One of the key non-discrimination aspects of Title I is the requirement to provide reasonable accommodations for employees and job seekers with disabilities. Accommodations make it possible for a person with a disability to perform their job, but an employer does not have to implement an accommodation that would create an “undue hardship” for the employer, such as costing too much or requiring too much difficulty to implement.

Examples of reasonable accommodations could include:

• Providing forms and written materials in accessible formats during the hiring process

• Flexible work schedule or remote work opportunities

• Specialized equipment or software

A

Business owners may be concerned about the costs of accommodating persons with disabilities. However, studies show that often these are actually minimal and fruitful investments. According to employers participating in a recent study, nearly 60% of accommodations cost absolutely nothing to make, while the rest typically cost only $500 per employee with a disability.

Government incentives and programs are available to help fund accommodations for those with disabilities. For convenience, we put together a guide to help you understand these opportunities.

Guide to Tax Credits For Hiring Employees With Disabilities

Businesses that make structural adaptations or other workplace accommodations for employees with disabilities may be eligible for certain tax incentives.

Read the Guide

5. Support an inclusive culture

There may also be some adjustments you need to make to create an inclusive workspace for employees with disabilities. The most successful integration models treat them as undifferentiated from other employees, establish support systems, support language best practices, and prioritize access for all.

Invest in universal designs for the workplace . Universal design , or inclusive design, is a process by which architects and designers create spaces and select features that are accessible, intuitive to use or access, have minimal room for error, and accommodate varying ages, body sizes, ranges of mobility, and other characteristics. Examples include heightadjustable desks, door handles that do not require a grip, and closed-captioned videos.

See our career opportunities at www.hnicareers.com and listed with state workforce training and development centers.

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

Practice inclusive language . Inclusive language is a critical component of respecting your workforce’s diversity and fostering an inclusive environment. A good rule of thumb is to ask about language preferences and stick to those. The United Nations and the National Center on Disability and Journalism offer helpful language guidelines, and Disability:In offers a resourceful guide on Disability Etiquette

Establish support systems.  Encouraging employees to form support systems, like Employee Resource Groups (ERGs), can facilitate the sharing of useful information about specific diversities inside the group and throughout the broader organization. The Harvard Business Review provides examples of ways companies are already expanding their talent pools to include the neurodiverse and building equitable workplaces.

Once you’ve started hiring employees with disabilities, it is important to provide training, mentoring, and resources to help with inclusivity and retention.

Article provided by The U.S. Chamber of Commerce. For more information, visit www.uschamber.com

Our compassionate care nurtures lasting connections

Redeemer Health provides compassionate care across every stage of life.

redeemerhealth.org/careers

Inclusive language is a critical component of respecting your workforce’s diversity

7 Futuristic Professions in Healthcare

by Dr. Bertalan Meskó & Dr. Pranavsingh Dhunnoo

Ifyou’re among the thousands of medical students worldwide or are about to pursue a degree in healthcare, it might have dawned on you that the field wouldn’t look the same by the time you get into clinical practice. With drones delivering medical supplies ; an ever-increasing wealth of data from personal health sensors ; and patients turning to telemedicine , the medical workplace will decidedly look different by then. But you also regularly hear news like how algorithms are able to beat radiologists to the punch when identifying cancerous lesions in medical images. These can fuel fear that such advanced technologies will put physicians out of their jobs. While the likes of artificial intelligence and robotics will indeed replace existing professions, it cannot be stressed enough that those same technologies will create new jobs. Consider how the automobile industry took over horse carriages in the early 20th century. Younger generations of horse carriage drivers did not lose their job by adapting to

the prevalent changes , and shifted to using cars in their businesses.

As such, it’s more accurate to say that those who don’t adopt those disruptive digital health technologies will be replaced by those who do so. So let’s see 7 of those new professions that are practical enough that people going into their careers could start specializing towards.

1. Deep learning expert: The algorithm trainer

From handling repetitive administrative tasks to uncovering clinical associations invisible to the human eye, A.I.’s prowess in healthcare is far-reaching. But paramount to employing competent algorithms is their efficient development. A.I. is all too often trained on medical data which are fraught with inherent biases ; or developers use selected datasets not totally reflective of actual clinical environments

This is where a deep learning expert comes in: to ensure

proper training of medical A.I. Whether it’s for an autonomous emergency drone to find the optimal path to reach its destination or for devising treatment plans , such an expert will be able to guide and supervise the development and deployment of effective and ethical algorithms.

According to some analyses , the number of connected wearable devices worldwide is expected to exceed one billion by 2022. Thanks to the democratized access to individual health data they provide, this adoption trend is set to perpetuate.

For such adopters, a lifestyle strategist will guide them in navigating the load of data they constantly collect and devices they use from food scanners through meditation headbands to ECG monitors . Based on those individual health metrics, the lifestyle strategist can create personalized lifestyle, diet and workout routines for their patients.

Already, training in the emerging field of lifestyle medicine is helping physicians adopt such a role and it can help redesign primary care.

3. Telesurgeon: Performing surgeries from afar

By 2025, analysts expect the global medical robots market to reach $12.7 billion; up from its $5.9 billion valuation in 2020. Combine that with the fact that 5G in healthcare is just around the corner, and it’s easy to see a rising demand for specialists well-versed in surgical robots.

With the assistance of robots, surgeons will not only be

able to perform more intricate procedures but also to perform them remotely. And to fine-tune their skills, surgeons can employ technologies like augmented or virtual reality. These can adequately help plan for operations or even boost surgeons’ performance. Indeed, some studies show that VR-trained surgeons experienced a boost in their overall performance compared to their traditionally-trained counterparts.

4. Bioprinting experts: To design synthetic organs

While we are currently limited to bioprinting tissues , full-blown synthetic organs are an eventuality down the line. Some experts even believe that we will have a bioprinted heart in an animal in 12 years

Such bioprinted organs will be lifesaving for the thousands of organ transplant candidates ; and with bioprinting techniques , these organs can be custom-designed to individual patients. For this purpose, we will need bioprinting experts to scale the bioprinting material and scaffold to each patient’s needs.

5. Patient assistant: Helping patients navigate the healthcare jungle

Despite the heavy technological presence in the future of healthcare, one of the most important aspects will be the human touch. This coveted aspect of compassionate care can be provided by a so-called patient assistant. The latter will provide patients with the adequate amount of attention; help them navigate their health data; and piece together relevant information for physicians to provide treatment options.

Why

is Unity

Because

For more information visit:

55082 EOE/AA

While such assistants or navigators don’t need to be physicians themselves, they have extensive knowledge of the healthcare system; and will work in tandem with a team of medical professionals to enhance the patient experience.

6. VR therapist: Treating patients with new realities

By means of a dedicated headset, virtual reality immerses the user into a different world. The technology’s potential in healthcare not only includes medical training but also therapeutic pathways.

Indeed, studies already point to VR as being a beneficial, drug-free alternative; whether it’s in reducing post-surgical pain , making childbirth less painful or treating phobias . As VR therapies get increasingly adopted in mainstream practice, they will need to be professionally designed to incorporate targeted elements for patient groups. This is where the input of a VR therapist will be crucial. The latter would require a background in psychiatry and experience with VR technology to design appropriate treatments.

7. Health data analysts: to make sense of big data

With the amount of digital data doubling every second year and digital health tools contributing their share to this volume , we will need to make sense of such big data in healthcare. This will be the focus of health data analysts. They will need to constantly analyze and interpret this ever-increasing data load for local authorities or insurance providers.

Their data-interpreting skills won’t only be necessary on such higher levels but also in day-to-day medical practice. The analysts will be the one able to help streamline and deal with data that patients bring from their personal sensors and online testing kits. Thus, their work in separating the wheat from the chaff will subsequently enable physicians to focus on the relevant data points of their patients.

We hope that you found this list insightful and that it might even have helped you find your future professional path. If there are any promising ones you think will be of importance in the near future, do share them with us!

As VR therapies get increasingly adopted in mainstream practice, they will need to be professionally designed to incorporate targeted elements for patient groups.

Article provided by www.medicalfuturist.com. "We help understand digital health technologies to bring healthcare into the 21st century."

A Guide to Engineering Career Pathways

Are you interested in an engineering career? Learn all about engineering career pathways for you to explore here!

From aerospace engineering to civil engineering, you can have a successful future in all sorts of engi neering fields. It certainly doesn’t hurt that the average salary of a mechanical engineer , for example, is $97,000 as of May 2021.

Whether you’re looking for entry-level roles or still finishing your education, you’ll likely find the below guide to engineering career pathways super useful. You’ll learn all about how to become an engineer and figure out which type of engineering is best for you.

How can I become an engineer?

If you’re considering a career in engineering, you’ll need at least a bachelor’s degree in an engineering field. Depending on the career path that’s caught your eye, you might need a more advanced degree too. At some universities, you can apply for a program that combines your bachelor’s and master’s degree in five years.

As you figure out your education, you should consider the four main types of engineering careers: chemical engineering, civil engineering, mechanical engineering, and electrical engineering. Each of these engineering types is home to all kinds of engineering career pathways. In whichever field you choose, you’ll need a deep love of figuring out – and understanding – how things work. Here are five popular engineering careers and their education requirements.

1. Software engineer career path

If you love technology or computer science, software engineering might be for you. This role is all about software design and development.

Software engineers often work with a team to decide how a software platform will operate. You’ll work closely with designers and coders, which means you’ll need to know some coding yourself.

To work in software engineering, you’ll need a bachelor’s degree in computer engineering, computer science, or a similar degree.

2. Systems engineer career path

Systems engineering is the creation and management of any computer system (both hardware and software). It’s often associated with a career path in information technology (IT). A common aspect of systems engineering is managing the computer systems within an organization for the smoothest experience possible.

For this type of role, you’ll need a bachelor’s in engineering, computer science, or something related. Depending on the route you go within this career path, you might also want to look into IT certification.

3. Project engineer career path

This is the project management role of the engineering world. The project engineer oversees engineering processes and products. They’re in charge of managing the engineering

team’s daily, weekly, and monthly work and tasks. In this role, you’d be responsible for three key project logistics: time, cost, and scope.

You’ll need an engineering degree, and it helps if you get a project management certificate at a university too. If you have some internship experience or any real-world experience in managing projects at an organization, that’s also a plus.

4. Materials engineer career path

In this career path, you’ll work with all kinds of materials to create processes and products that people use every day. You’ll test materials to find the right ones for the job so that whatever you’re building works exactly as needed. This is why materials engineers often work with semiconductors, plastics, and other items that are in just about everything. You might also get to work with 3D printing as a materials engineer.

This path involves a lot of trial and error and problemsolving, so you should love the puzzle and the end results. You should have at least a bachelor’s degree in engineering, and you can get a master’s in material science and engineering to find more opportunities.

5. Civil engineer career path

There are all kinds of engineers and career paths within the overarching field of civil engineering. These engineers create and develop construction solutions such as electrical systems, fire protection, and structural soundness.

You’ll need a bachelor’s degree in civil engineering or a similar field to work as a civil engineer. Depending on the role and how far you want to move up the ladder, you might eventually need a master’s too.

CONCLUSION

As you head down any engineering career pathway, you should really think about what you love doing. Look back on your past experience (or at least what you’ve liked most in school) to figure out which field is best for you. Then, as you get started with your career, make collaboration and trial and error toptier priorities. They’re how you’ll learn how to deliver better software faster and automate your workflows.

As you start your first job in engineering or move on to other engineering opportunities, you can ask your managers for hands-on feedback. This way, you’re always getting better at what you do.

You can use Fellow’s f eedback tools to get and give feedback on what’s working and what needs some adjusting. You can also use Fellow’s OKR tools to track objectives and stay on top of your growth goals. With these tools in your toolbelt, there’s no puzzle you can’t solve.

Steps to Land A U.S. Federal Government Job

by Nancy Segal

The federal government fills nearly 90,000 jobs each year — not counting the military or US Postal Service. Many people believe applying for a federal job is a difficult and complicated process, but it is actually very achievable.

The search process for federal government jobs can last about 6-18 months, which can be lengthy for many people.

But most find it is worth the effort and the wait — federal government jobs include healthcare, vacation and sick time, life insurance, pensions, training, and other benefits.

To be successful, you must apply only for jobs for which you are truly qualified by using a targeted federal-style resume, and, of course, you must also be patient.

Do not pay a third party to provide access to the “hidden” federal government job market. Usually these “services” just link you back to USAJOBS.

For the vast majority of federal positions, you must be a US citizen. Green card holders are not typically eligible to apply for federal jobs.

Understand the Civilian vs. Federal Job Search Process

There are many similarities to applying for a federal job and a position in the private sector such as:

Having the right experience and using the right keywords for the job you are applying for.

Highlighting your achievements or accomplishments (how you added value to your employers).

Quantifying your accomplishments using metrics or numbers to provide context (think about how many people you supervise, the number of reports per month, the dollar size of your budget, etc.).

However, important differences exist, too, like:

The amount of information required about job candidates.

The use of occupational questionnaires.

The benefit of veterans’ preference.

A federal resume is usually longer than a civilian resume — 4 to 6 pages is not uncommon or unexpected.

The vast majority of job announcements are posted on one website: USAJOBS.gov.

A job posting is called a “job announcement” or “vacancy” in the federal government space.

Types of Federal Government Jobs

Federal government jobs are divided into 3 categories:

1. The  Competitive Service .

This service is the largest federal service and typically what comes to mind when people think of government jobs. Jobs for this service are the focus of the process described below.

2. The  Excepted Service .

This service is for positions outside the “traditional” government jobs which can include positions in the intelligence agencies or other authorized agencies.

3. The  Senior Executive Service (a.k.a. “SES”)

These are the executive level of our government, just below the top Presidential appointees. This is the smallest service with only about 8,000 members nationwide.

The United States Postal Service (USPS) is a major employer which fills jobs outside of the typical federal process. Access those jobs through USPS Careers . USPS also offers special consideration for veterans.

Steps to Land Your US Federal Government Job

This is the hiring process used to fill the majority of federal government jobs, those in the competitive service.

1. Create your USAJOBS account (applicants MUST apply through USAJOBS.gov)

If you don’t already have a USAJOBS account ( USAJOBS. gov ), create one. You must have complete a profile to apply to any job on USAJOBS. Because this will be used for all job applications, it is important to be accurate and thorough.

With a USAJOBS account and profile you can:

Save jobs that interest you to review or apply later.

Set up and save automated job searches.

Upload your resume files, or use the USAJOBS resume builder to create one. USAJOBS allows you to store up to 5 resumes in the system.

Upload and save required documents.

Apply to job announcements posted on USAJOBS. Review and track your application status.

On any given day, USAJOBS includes as many as 10,000 job announcements. Announcements are posted daily, so it is important that you look at USAJOBS frequently.

2. Search for the right federal jobs. USAJOBS uses your profile information to improve your job search results, so it is better to create an account before searching and, also, to search while signed in to USAJOBS. However, you can also search without having an account. Available jobs can be searched by typing in a keyword or location and can be further narrowed by pay grade, salary, job series, agency, and more.

3. Review the Job/Vacancy Announcement

After finding a job you are interested in, review the announcement to see if you are eligible and meet the qualifications. Read the entire “vacancy announcement,” including the occupational questionnaire , before starting your application. Keep in mind that for each job, there are specific qualifications each applicant must meet.

Read the Who May Apply section to determine whether you are eligible to apply for the job. In most cases, if you are not a veteran and have never worked for the federal government before, you should only apply for positions open to U.S. Citizens or “all sources.”

Read the Qualifications section to see if you meet the required job qualifications. If you have the requisite experience, you should apply. Although you may qualify for some jobs based on your degree(s), the government typically values specific work experience over education. If you have

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both education and experience, apply based on your experience.

There are some jobs (accountants, engineers, social workers, contract specialists, and more) that require either a degree or a certain number of college credit hours; the job announcement will spell this out, when education is required.

NOTE: DO NOT APPLY unless you have the required education

4. Sign up for daily emails when you find a (job title, agency, location) that you prefer.

As mentioned above, after entering certain job criteria, USAJOBS will automatically look for jobs that match your desired criteria. You can then request that USAJOBS email you the search results daily,weekly, or monthly.

Request daily updates for faster, more effective information.

Since some jobs are only posted for a short period (as little as one week), the frequency can make a difference. Because many job announcements are only available to receive applications for as few as 3 days, it is important that you check USAJOBS on a daily basis so that you do not miss an opportunity.

Late applications are not accepted,

regardless of reason.

Do not read anything into the fact that a job announcement is only open for applications for a few days. Given the number of applications received for each posting, federal HR offices are trying to limit the number of applicants.

5. Apply immediately, but very carefully.

Competition is stiff, so apply immediately when you find a position that you are qualified for. Don’t waste your time applying if you don’t meet the requirements.

Read the How to Apply section of the job announcement before starting your application so that you are fully prepared to respond completely. This section tells you what is required to apply, including any required documents. To have your application considered, be sure to meet each of the requirements specified.

After you begin the application (and your resume and documents are uploaded and complete), the system will take you from USAJOBS to the agency online application system.

Then, you may be required to complete other agency-specific required steps such as:

• Providing more personal information.

• Providing additional documentation.

• Answering eligibility questions.

The time it takes to apply varies and depends on the job and the agency’s requirements. Allow yourself at least an hour, maybe a little longer if you are new to the process.

After submitting your application, go back to the Application section of your USAJOBS account and verify that your application is indicated as received by the agency. The application status field should display “received” if the application submitted correctly.

Note: The agency may take a few hours to update the application status. Sometimes, the resume and other documents have to complete a virus scan or similar security check before they show as “received” on USAJOBS.

References are not generally required. If you included references in your application, it is unlikely that they will be checked before you are interviewed.

6. Check to see if you have been “referred.”

Once the job announcement is closed, the hiring agency will review your application.

Applicants typically will then be placed into qualification categories:

• Qualified

• Highly qualified

• Best qualified

These categories can be thought of as bronze, silver, and gold. When your application has been put into a qualification category, the hiring agency may update your application status to  “reviewed ,” but not all agencies provide this level of detail on the status.

The hiring agency will then send the highest qualified applicants to the hiring official, and those applicants may see their application status updated to “referred.” Applicants not being considered further will see a “ not referred” status.

7. The federal job interview process begins.

Hiring officials will review applications and decide who to interview based on agency policy. Interviews can include:

• A panel interview

• In-person interview

• Video interview

• Phone interview

The agency will contact applicants directly to schedule the interviews. This may take some time depending on the number of applicants. In most cases, there will only be one round of interviews (although more are allowed).

Federal interviews are highly structured; all candidates are asked the same questions in the same order. And, all interview questions are job related.

Interviews can be over the phone or in person and typically

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last between 30 minutes and 1 hour. References are usually checked after the interview and before the offer.

8. The preferred candidate is selected, and a job offer is made.

The hiring agency will select the qualified candidate — and contact him/her to start the job process.

Only HR can make an official job offer. HR will offer a salary and grade (if the job was posted at more than one grade). This is negotiable, but agencies are not required to do so.

Once a candidate accepts, HR will initiate the security clearance process. This can take an additional 3-6 months, depending upon the type of clearance required.

The job offer is final only when the background investigation and additional security checks are completed. The hiring agency will contact the candidate directly to determine a start date. Applicants who were not selected will see their application status updated to “not selected.”

Bottom Line on Finding a US Federal Government Job

Getting a federal job is doable, but requires these 3 things:

• Applying for jobs for which you are truly qualified,

• Using a targeted, federal-style resume, and

• Patience!

This is NOT your private sector job search — in terms of process, time frame, or paperwork. Good luck!

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Article provided by www.job-hunt.org. Nancy Segal is a Certified Federal Resume Writer and Certified Employment Interview Consultant who has spent more than 30 years in Human Resources with the US federal government, serving as Personnel Officer, Deputy Regional Administrator, and Special Assistant in the Departent of Defense, the U.S. Treasury, and other government agencies.

ENERGY Continued from page 6

cost of energy shines a spotlight on new ways to reduce waste and be more efficient.”

Low Barrier to Entry

While specific jobs in the energy field require special education, there’s no specific degree — or a degree at all — you need to break into the industry.

“Scaling up clean energy takes all disciplines and fields of study, from marketing to computer science to business to history,” Foster says. “I have a B.A. in Psychology and an MBA and those degrees have been excellent preparation for my work leading VEIC. But if college isn’t for you, we also have programs for those wanting to learn a trade. There is a place for all types of skills in this field.”

CONS

Workplace Risk

Depending on your role in energy, there can be some risk when it comes to on-site work. For example, jobs in construction and operations come with more dangerous working conditions, especially when dealing with electricity and heavy machinery.

Developing Industry

While this is also a pro because of the exciting new career opportunities it can bring, staying updated on the industry as it develops can be time-consuming and even stressful.

“It can be challenging to keep up with rapidly changing regulations and technologies, which requires continual professional development,” says Ryan Collier, renewable heating expert and company director of Heat Pump Source, an air source and ground source heat pump company. “There’s no such thing as being ‘done’ learning,” Chester says. “Be sure to constantly read, listen, and study to stay on top of trends, needs, and more.”

While specific jobs in the energy field require special education, there’s no specific degree — or a degree at all — you need to break into the industry.

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DIVERSITY Continued from page 12

This statistic is a harsh reality of today’s job market. (The study surveyed over 83,000 job applicants–a large pool.) Studies have consistently shown that white job seekers are more likely to receive interview callbacks than their black counterparts.

While many factors contribute to this disparity, one key reason is that employers often unconsciously favor applicants who share their race or ethnicity. As a result, white job seekers often enjoy a slight but significant advantage in the hiring process, especially when contacted by white hiring managers.

So what can companies do to address this issue?

One solution is to adopt blind application processes, where personal information like names and ad-

dresses are removed from applications before they are reviewed. This helps to level the playing field and ensures that all applicants are evaluated purely on their qualifications.

In addition, companies can also make an effort to diversify their hiring committees to better reflect the population as a whole.

By taking these steps, companies can help to ensure that all job seekers have an equal chance of success.

10. White and Asian employees typically make more money than Hispanic and Black individuals

White and Asian employees’ median salaries are around 35% to 65% more than Hispanic and Black employees’ median salaries. But what can companies do to use this stat to make better decisions and improve racial and ethnic diversity in the workplace?

One way is to ensure that all employees have access to the same opportunities for advancement. This includes training and development programs, mentorship initiatives, and leadership roles.

They also need to make sure everyone makes the same amount of money when starting in a position, especially when all candidates have the same experience.

By leveling the playing field, companies can give everyone a chance to succeed professionally and financially, regardless of their background.

AGE DIVERSITY IN THE WORKPLACE STATISTICS

11. The number of workers over age 75 is expected to rise between 2019 to 2029, while the number of employees aged 16 to 24 is expected to decline in the same period

The aging workforce is one of the most pressing issues facing employers today. This trend has major implications for businesses, which will need to adapt their policies and practices to meet the needs of an older workforce.

One way to do this is by implementing flexible work arrangements, such as telecommuting or part-time work, which can help older workers stay employed.

Employers should also consider investing in training and development programs catering to older workers and adopting recruiting and retention strategies focusing on age diversity. By taking these steps, businesses can ensure that they are prepared for the aging workforce and positioned to take advantage of the valuable skills and experience that older workers offer.

LGBTQIA+ DIVERSITY IN THE WORKPLACE STATISTICS

12. LGBTQIA+ persons confronted a higher degree of unemployment during the COVID-19 pandemic’s peak than the general public

According to a poll, “17% of LGBTQ people had lost their jobs because of COVID-19, compared to 13% of the general population.”

As the COVID-19 pandemic forced businesses across the country to make difficult decisions about layoffs and furloughs, data suggests LGBTQA+ Americans were disproportionately impacted by job loss.

While the reasons for this disparity are not entirely clear, experts suggest that LGBTQIA+ workers are more likely to work in sectors that have been hard hit by the pandemic, such as hospitality and retail. These findings underscore the need for businesses to ensure that their workplace is inclusive and supportive of all employees, regardless of sexual orientation or gender identity This includes implementing nondiscrimination policies, offering inclusive benefits to LGBTQIA+ families, and providing training on sensitivity and inclusivity.

13. LGBTQIA+ individuals are concerned that their gender identity or sexual orientation would harm their professional

prospects

Three in 20 LGBTQIA+ women and six in 20 LGBTQIA+ men believe their sexual orientation will harm their professional prospects . Companies should focus on creating policies and programs that support LGBTQIA+ employees, such as comprehensive nondiscrimination protections, domestic partner benefits, and fully inclusive health care coverage. It should also make investments in hiring and advancing LGBTQIA+ employees. Companies should make these investments and show LGBTQIA+ employees they are valued team members.

CONCLUSION

The general population is becoming more diverse, and the workplace needs to follow suit. Our shared diversity in the workplace statistics provide insights into how diversity practices affect profitability, inclusion (or lack there of), and why your company needs to invest in diversity now rather than down the road. For a company’s culture (and business) to thrive, it needs the employees who feel they can authentically be themselves. Your company needs to make an investment in diversity in order to achieve this, though.

Companies can make an effort to diversify their hiring committees to better reflect the population as a whole.