career strategies for diverse populations web version

8/8/2019 Career Strategies for Diverse Populations Web Version

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Detecting Covert Discrimination

Career Strategies for Diverse Populations

Career ConnectionThe Ohio State University

1640 Neil Avenue, 2nd floor

Younkin Success CenterColumbus, OH 43201-2333

(614) 688-3898

http://www.careerconnection.osu.edu


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Developing Career Strategies!Agenda

Identifying facts:

Addressing issues of discrimination during your job search(e.g. Glass Ceiling Issues, Overt/Covert Prejudice)

Strategies to market yourself for the job you want:

How to identify sensitive employers

Tips for your resume, cover letters, and interviewing

How to market your diversity strengths


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Federal Glass Ceiling Commission: Facts

The U.S. workforce will become more diverse by 2016.

Up to 80% of all new entrants to the work force in the year 2006will be ethnic diverse and women

Wage gap (e.g. African American men with a bachelors earned onaverage $15,180 less than the White non Hispanic male population)

95% of senior level managers are men and of that 95%, 97% areWhite. Of the 5% who are women managers, only 5% are

minorities.

Nearly 75% of women of all racial and ethnic groups are more likelyto be employed in services industry and finance, real estate, andretail trade.


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Federal Glass Ceiling Commission: Facts

Women and minorities are 2/3 of the population, 2/3 of the consumersand 57% of the work force.

Since the passage of the Americans with Disabilities Act (ADA) in 1990,people with disabilities still experience unemployment at a rate far above

the national average.

It is still legal in 36 states to fire an employee because he/she is gay. Over2,333 employers in America have employment nondiscrimination policiesincluding sexual orientation.

International students face a difficult task breaking into the job market. Ofrespondents to the 2004 Job Outlook Survey, only 1 in 5 employers saidthey would hire International students in the coming year for full-timepermanent positions in the United States.


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Some Reasons People Choose toNOT Disclose their Diverse backgroundduring a Job Search

The fear of harassment (either physical or emotional)

Fear of the effect of disclosure may have on hiring, personnel,and advancement (glass ceiling issues)

Fear of alienation, isolation, and rejection

Fear of being perceived as different from the majority culture or

of being perceived as the same as every member of a minorityculture

Fear of the invasion of privacy


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Some Reasons People Choose toDisclose Their Diversity BackgroundDuring a Job Search

Individual mental health reasons ~ full integration of identitywith ethnicity, sexuality, disability, international status, gender)

Personal reasons (e.g. integrity, honesty, recognition andsupport from peers of who one is as person)

Professional, political, and societal reasons (e.g. provide rolemodel for other diverse people, desensitize co-workers,

eliminate stereotyping)

> Practical reasons (e.g. benefits, professional development,career fulfillment)


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How Can I Tell if a Company is Sensitive?

Do your homework, look carefully over the companys

literature. RESEARCH THEM!

Employee photographs can give a good indication not onlyof a companys diversity, but also of its promotion practices.

Employ the six degrees of separation strategy. See if youknow someone who knows someone who works for the

company in question. Get the inside scoop on companypolitics.

If very concerned, expand your research to include possibleEEO lawsuits pending against the company. You may search a

legal database such as Lexis or Westlaw.


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How Can I Tell if a Company is Sensitive?

Non-discrimination policy (e.g move in vs. move up)

Company-wide education to raise awareness of diversityissues

Professional development and training opportunitiesEquitable benefits programming

Pay equity

Employee resource groups

Demonstration of public support to diversity issues in thecommunity

Fostering of a safe work environment

Institutional rigidity that deny the fragile family and work

balance


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Learn strategies to market your bestqualities!

Effective Resume & Cover Letters

Successful Interviewing Skills

Knowledge and understanding of job search strategies

Identify Cultural strengths as skills to offer


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PARTS OF A RESUME

I. Identifying Information - This first section of your

resume should tell who you are and help prospectiveemployers reach you quickly.

Brutus Buckeye

Steeb Hall, Box 356

70 West 11th AvenueColumbus, OH 43210

(614) 555-1212

[email protected]

Your name or address may be used as a target

Tips: Next to your name you may want to write

(U.S Citizen or Authorized to work in the U.S)


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PARTS OF A RESUME

II. Job Objective -This section summarizes the type of work

you want to do, and the setting or field in which you areinterested.

Objective

To obtain a soil scientist position within a state or federalgovernment agency.

To obtain a human service position within Franklin CountyChildren Services


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PARTS OF A RESUME

III. Education - Samples

EDUCATION

The Ohio State University Columbus, OHB.A. in English Expected June 20XXG.P.A. 3.5

EDUCATION

B.S. in Sociology August 20XX

The Ohio State University Columbus, Ohi

Related Course Work: Sociology of family, Sociology of race, gender,

and class


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PARTS OF A RESUME

IV. Experience - For each work experience, list your positiontitle, the name of the organization your worked for, and the datesyou worked. Then follow with a description of the work

performed.Winning formula: verb + subject + outcomes

The more that a past experiences is related to the work you are seeking themore space you should allot to its description.

When possible, note any achievements or key lessons learned from yourexperiences.

Since position titles usually do not do justice to the work performed, it isadvisable to highlight the functions for which you were responsible.

Highlight what you have done in a concise, powerful, action-oriented way.


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PARTS OF A RESUME

Work Experience

Buckeye Management Columbus, OH

Intern - HR Department Summer 20XX

Analyzed data concerning problems with performance evaluation system.

Developed feedback information on performance evaluation systems for over400 employees.Gained experience in various aspects of human resources managementincluding personnel, compensation, employee evaluation.

IV. Experience -Samples


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PARTS OF A RESUME


Diversity Work Experience

Secretary, Asian American Service Organization June 20XX-Present

The Ohio State University Columbus, Ohio

Raise awareness on campus about Asian Americans concernsFacilitate informative discussions regarding Asian American resources andorganizations among current and prospective OSU studentsMotivate groups of students and parents while giving them information about

OSU Asian American-friendly resources and services.Represent OSU at various Undergraduate admission, Alumni, and Presidentialfunctions throughout the year.Learn leadership skills such as an understanding of group dynamics, publicrelations, and oral speaking skills.Record all minutes during executive and full-body membership meetings


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PARTS OF A RESUME


Diversity Work Experience

Secretary, Diversity Organization June 20XX - PresentThe Ohio State University Columbus, Ohio

Raise awareness on campus about Asian Americans concernsFacilitate informative discussions regarding Asian American resources andorganizations among current and prospective OSU studentsMotivate groups of students and parents while giving them information aboutOSU Asian American-friendly resources and services.

Represent OSU at various Undergraduate admission, Alumni, and Presidentialfunctions throughout the year.Learn leadership skills such as an understanding of group dynamics, publicrelations, and oral speaking skills.Record all minutes during executive and full-body membership meetings


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PARTS OF A RESUME

VI. Additional Section Headings

Civic Engagement

Honors & Awards

Campus ActivitiesAwards & Campus Activities

Honors & Campus Activities

Society of Mechanical Engineers, campus chapter, 20XX- Present

Active member of The Indian Students Association, OSU 20XX

Peer tutor in Calculus I and II , OSU 20XX


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PARTS OF A RESUME

VII. References

REFERENCES

Available upon request


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Keys to Effective Cover Letters

Tell the employers what you can do for thecompany, instead of what the company can dofor you.

Find out about the employers needs, thenemphasize what you can do to meet theirneeds.

Consider how your work experience,education, and/or personal qualities would behelpful to the employer.


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Writing Style- Cover Letter

Its addressed to a specificindividual.

Its grabs the readers attention inthe first paragraph.

It sounds confident without beingarrogant.

Its no longer than one page.

It answers the question: Whyshould we hire you?

Its action oriented.

It uses the first person (I)sparingly.


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Practice Interviewing Skills

A resume can get you the interview, but the interviewwill get you the job!

At a minimum, obtain a list of most commonly askedinterview questions, practice answering these questions,and research the company you are applying for.

Learn about interviewing techniques.

Remember, it is ILLEGAL for employers to ask you

about your background during the interview.

If such a question does come up,re-phrase it back by asking What is the relationshipbetween my ______ and the job requirements?


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Practice Interviewing Skills

Assess during the interview your possible future workenvironment, you may want to ask:

Why do you like working here?

How important a role does teamwork play in your

company? What opportunities for advancement exist in your company?

What makes people want to stay here?

How open are managers/supervisors to differentviewpoints?

It is acceptable to ask:

How many minorities/internationals/women are in positionsof authority?

Does your company offer a mentoring program?


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Tips: Job Search Strategies Research Employers:Annual reports, Directories (Duns

Employment Directory, Hoover Handbook of American Companies)National Trade & Professional Associations, Newspapers, Fellowprofessional (word of mouth), Local Chamber of Commerce

Pursue Advertised Vacancies: Online job banks likeJobTrak andAmericas Job Bank, Career services offices, On-Campus Interviews,

Newsletters and Journals from Trade or Professional OrganizationsPersonnel Department postings or hotlines, Newspaper classified ads

Develop your Network: Family members, Friends, Neighbors,Previous employers, Professors ,Area Chamber of Commerce,Alumni, Other Students, EVERYONE!

Contact Employers Directly: Send a letter of application and yourresume to the HR department or to specific managers. The success ofthis method is greatly increased when letters are followed up byphone calls


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Questions?

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