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
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
IV. Experience -Samples
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
IV. Experience -Samples
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?