EOEJOURNAL 2019 MARCH

eoe journal

March 2019

How Women and Millennials Can Solve the Supply Chain GAP March is National Women's History Month Advantages of Working in Healthcare

eoejournal Editorial Comment

L

et's give ourselves a break.

We live in a society that expects the response to the simple question, "How are things?" to be "Oh, I'm so busy!" or "There just aren't enough hours in a day!" It's like we feel we'll be judged for not doing enough if we don't respond with how much we have yet to do. We can't slow down or rest, because if we do, we're not successful enough, or valued enough, or just plain good enough. Just imagine the looks you would get if you answered the question "How are you?" with "I'm so relaxed, and calm and rejuvenated!" People would literally think you've lost your mind. And I say, let them!

A recent study suggests 78%–95% of us (depending on the age bracket) own smartphones. We check these phones on average every 12 minutes of our waking lives, with 54% of us feeling that the devices interrupt our conversations with friends and family, and 43% of us feeling that we spend too much time online. We can’t relax with them, and we don’t know how to relax without them.

Seven in ten of us never turn them off. These statistics are mind boggling.

Yes, technology is a beautiful thing and we can learn about anything on the planet from a YouTube video. And that's cool. But taking care of ourselves with a little down time and focused compassion has gotten lost recently, and I think it's time to find it.

Put down (or turn off) your phone and truly take some time for yourself today. Give yourself a break. You deserve it.

Lisa Petty, Editor Equal Opportunity Employment Journal

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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.

Table of Contents

5 Black History Month Celebration Ideas for the Workplace Recruiting Millennials for Manufacturing Careers

Page 5

7 Facts You Didn't Know about Women's History

Page 7

Labor Force Characteristics of People with A Disability

Page 9

4 Ways Tech Companies Can Help Women Succeed

Page 13

Small Acts of Self-Expression Can Help You Bring Your Whole Self to Work Page 15 How Women and Millennials Can Solve the Supply Chain Gap

Page 16

Benefits of Hiring Veterans in the Healthcare Field

Page 18

Interview with A Chemistry Teacher Page 20 7 Advantages of Working in the Healthcare Industry

Page 22

Avoid Nursing Burnout: 10 Careers for Nurses that Don't Require Shift Work Page 24 What Career Is Best for You?

Page 27

Employers and the ADA: Myths and Fact

Page 29

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The success of every woman should be the inspiration to another.

We should raise each other up.

Make sure you’re very courageous: be strong, be extremely kind, and above all be humble.

— Serena Williams

March 2019

equal opportunity employment journal

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5 Black History Month Celebration Ideas for the Workplace

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by BigThink.com

very February, Americans across the country celebrate Black History Month. This annual celebration recognizes the achievements of members of the African-American community, both past and present, and the central role they played in our nation’s history.

Many businesses and organizations around the U.S. view February as a chance to celebrate diversity & inclusion by planning black history month activities.

Although the celebration recently concluded at the end of February, if you’re looking for new and engaging ways to plan to celebrate Black History Month at your workplace next year or to continue celebrating diversity throughout the year, then we are here to share some ideas with you.

Create PowerPoint slides or other monitor displays that can rotate and showcase profiles of your organization’s minority leaders. Hold an event for employees to get together and meet these diverse leaders from across your organization.

Bärí A. Williams, head of business operations at StubHub North America, said in an article in Fortune: “Diversity gets people into the room, but inclusion keeps them there.

True diversity is about more than just numbers; it must come with a heavy dose of inclusion. That means a company must be intentional about creating and fostering a culture where everyone has a seat at the table, not just entry to the room to watch as a bystander.”

In the 2000s, there had been a push for diversity in the upper ranks of large corpora1) Spotlight Black Leaders tions that later stalled out and has seemingly started within Your Organization to reverse. According to The Atlantic, there were only A great place to start is to look within your organization to four black CEOs in the Fortune 500 in 2017. This number identify and highlight leaders of color within your own ranks. Show that peaked with seven black CEOs in 2007. your organization is both progressive and inclusive; that it welcomes the Looking internally to highlight the diverse leaders within your own talents, insights and different perspectives that diverse employees offer. organization shows that everyone has a seat at the table.

FE

ARY U R B

IS

BLACK HISTORY MONTH

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March 2019

According to Josh Bersin, a top HR influencer and founder of Bersin™: “Diversity and inclusion is not an HR strategy; it is a business strategy. Not only do diverse workplaces attract people from a wider sample, research also shows that teams that operate in an inclusive culture outperform their peers by a staggering 80 percent.”

2) Bring in a Guest Speaker to Share Their Insights

When you bring guest speakers, specifically accomplished minorities, to speak with your employees, you are giving them a chance to share their unique insights and experiences with your organization. By enabling your black employees to speak with and learn from similar successful professionals, it can inspire them to seek out leadership opportunities for themselves. Furthermore, it provides an opening to address a variety of topics about embracing diversity and crossing cultural barriers.

3) Engage Employees with Black History Month Trivia

When you bring guest speakers, specifically accomplished minorities, to speak with your employees, you are giving them a chance to share their unique insights and experiences with your organization.

You can share facts and bits of information via company emails, share information about black industry leaders on bulletin boards in the company break rooms, or create a black history historical timeline. There are many informative resources available online, including the official African American History Month website and the History Channel’s 5) Assess and Identify any Diversity Issues Black History Month website.

Within Your Organization Furthermore, you can include trivia about significant moments in For leaders who are looking for Black History Month celebration ideas African-American history as Black History Month activities for adults. for the workplace, you can take this time to assess the current state of This can feature information about prominent leaders, celebrities, and key historical figures who paved the way for black Americans today. your organization. Carefully examine your organization’s policies and procedures to determine whether there is anything that can be improved 4) Create Mentorship Opportunities or if there are changes that can be implemented to improve diversity.

Mentorships offer a unique opportunity for less experienced employees If you are looking for ways to increase or improve the diversity & to be taken under the wing of someone more senior in experience. These inclusion within your organization, be sure to check out Big Think’s learning opportunities enable professionals to forge new connections, Diversity & Inclusion course. The course features video lessons with build relationships, and receive insights, advice, and support from people Big Think experts, missions, and guided peer-to-peer discussions. that they can both relate to and look up to within their organization.

Article by BigThink.com – The world's largest archive of lessons from the people changing how we work, live, and experience.

Our Employees Connect Brilliant Minds Every Day 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

Knowledge. Experience. Connection.

to work in New Jersey.

Come Join Us! Visit 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

2013

The IEEE is an affirmative action/equal opportunity employer M/F/D/V.

Join the team that enables the world to connect online with reliability and confidence, anytime, anywhere.

Verisign.careers

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March 2019

equal opportunity employment journal

Recruiting Millennials for Manufacturing Careers I

by Mary Ann Pacelli

was at an end of summer family barbeque the other day, and two of my nephews, 16 and 20 years old, were in attendance. As the day progressed, they spent most of the day fixated on their phones, from watching YouTube videos of cats and playing games, to tweeting and instagramming photos.

BUILD A BETTER PHILADELPHIA

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CREATE A CAREER THAT MATTERS

America’s natural gas industry is growing fast. With new technologies and new products it’s leading the charge to a cleaner, greener future.

We’re PGW – the country’s biggest municipal natural gas company – and we’re building a better energy economy for all.

Our award-winning teams are engaged, determined, and rewarded.

Changing the Perception of the Industry

A key recruiting challenge for the prospective Millennial may be an outdated image of manufacturing careers from popular culture and possibly even their parents. Manufacturing today is increasingly digital and innovative. Companies looking to recruit these younger workers must actively strive to prove that they value high technology and creativity as much as Millennials do. Using visuals along with real life stories and experiences to more accurately convey manufacturing careers via digital channels is an integral part of this process. Many manufacturing plants are now innovative, technologically savvy and dare I say, cool?

Manufacturers must also connect messages to the values, needs and goals of Millennials. When it comes to careers, the many Millennials are interested in three key areas: Quality of life Positive impact on society Future growth, education, and financial worth With these ideals in mind, companies can highlight how manufacturing careers pay well with advancement opportunities, offer a nice work-life balance, provide job security, and make a positive impact on local jobs and communities.

And of course, most Millennials thrive with technology. Manufacturers need to look around the plant, make the move to update your processes and utilize new technology so you really are ‘cool’. This generation will be able to help you improve and grow, if you have the right tools for them to capitalize on.

As an industry, manufacturers should embrace the communication tools that millennials heavily rely on such as social media, blogs, and digital platforms in general, to continuously demonstrate that manufacturing careers do actually connect with those three key areas.

Make today the day you make your move to PGW.

Visit pgworks.com/careers

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equal opportunity employment journal

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We have to also focus on Associate’s Degree embracing diversity. Women and Equipment Maintenance minority communities are underTechnicians represented in manufacturing.

Engineering Technicians For example, less than one-third Semiconductor Processors of manufacturing workers are High School Diploma Plus women. There is untapped potenApprenticeship tial waiting to be included in the or Certificate Program ‘New Manufacturing’.

Assemblers Multiple Career Paths First-Line Supervisors A point that often gets lost in Inspectors translation is the wide array of Machinists career opportunities in manufacOffice Clerks turing. And just as important, Shipping & Receiving there are career options for young Tool Operators adults at all educational levels.

Welders & Cutters Some examples include:

Bachelor’s Degree

Biochemists Human Resources Industrial Engineers Operations Managers Computer Programming & IT Production Managers Mechanical Engineers Researchers Sales & Marketing

All generations are unique, with different communication methods and values – millennials are no different. By evolving how we communicate with younger adults, we can better identify the best potential employees and create the next generation of manufacturing workers.

Reprinted courtesy of the National Institute of Standards and Technology, U.S. Department of Commerce.

Tosoh supplies manufacturers worldwide with the materials they need to produce the things that make modern life all that it is and everything it can be.

We’re hiring in the USA.

Learn more at: tosoh.applicantpro.com/jobs

Affirmative Action and Equal Opportunity Employer M/F/Veterans/Disability

WE KEEP OPPORTUNITY FLOWING American Water is committed to having a unique and diverse workforce. Become part of this dynamic group of individuals committed to delivering clean, safe, affordable and reliable water services.

Visit www.amwater.com/corp/careers.

WE KEEP LIFE FLOWING™

March 2019

equal opportunity employment journal

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MARCH IS NATIONAL WOMEN'S HISTORY MONTH

7 Facts You Didn't Know about Women's History

M

by Katherine Dunn

arch is Women's History Month, but just as history is larger than a single month, so too are the people that inspire female empowerment. From Eleanor Roosevelt's human rights work at the United Nations to Lucille Ball's industry firsts, here are seven facts you probably didn't know about iconic women in history--and the places in New York that celebrate their feats.

1. R osie the Riveter was motivational propaganda targeting both women and men

When artist J. Howard Miller created a series of posters for the war effort, he didn't realize "We can do it!" would become a symbol of female empowerment. Originally designed to boost morale for all sexes employed by the Westinghouse Company, the iconic image was only displayed for two weeks before it disappeared for nearly 40 years. It wasn't until the 1980s that the poster was recirculated and granted the name "Rosie the Riveter." Learn about other historic figures and female accomplishments at the Center for Women's History at the New-York Historical Society.

2. R oosevelt held women-only news conferences

Renowned for leading the United Nations Commission on Human Rights, Roosevelt also pushed for women's rights on the home front. Prior to the UN, First Lady Roosevelt organized women-only White House press conferences during a time when women were traditionally excluded from the media. Not only did this pressure publications to hire more newswomen, but it also solidified her role as an early advocate for equal rights. Nicknamed "First Lady of the World" by President Truman, Roosevelt spent her free time at her Val-Kill cottage in Hyde Park, New York where you can explore Eleanor Roosevelt National Historic Site and learn more about her prolific life.

3. S hirley Chisholm was the first African-American woman elected to Congress and the first woman ever to run for the Democratic Party's presidential nomination

In 1968, Chisholm was elected to the United States Congress and represented New York's 12th Congressional District for seven terms. Her district included Eastern Manhattan as well as parts of Brooklyn and Queens where cultural spots like Gantry Plaza State Park, Corona Park and MoMA PS1 draw New Yorkers and travelers alike. As head of the Education and Labor Committee, she was the third-highest-ranking member

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equal opportunity employment journal

when she retired from Congress. During the 1972 U.S. presidential election, Chisholm became the first woman to run for the Democratic nomination.

March 2019 6. H arriet Tubman returned to the South multiple times

Known as the "Moses of her people," Harriet Tubman helped countless people escape slavery along the Underground Railroad -- and made several daring rescue trips back to the South. Today, you can explore the history of the Underground Railroad and learn more about her journey at the Harriet Tubman Home in Auburn, New York.

4. L ucille Ball was the first woman to run a major Hollywood studio

Before her success on I Love Lucy, Ball founded Desilu Productions in 1950 along with her husband Desi Arnaz. In a seventeen-year run, the studio produced iconic series including Star Trek, Mission: Impossible and The Untouchables before it became Paramount Television in 1967. Charting new waters for women in entertainment and comedy, Ball's legacy is best remembered at the Lucille Ball Desi Arnaz Museum & Center for Comedy in Jamestown where visitor enjoy live performances and stand-up from today's prominent comedians.

7. A lice Austen first took photography to the streets

Photographing urban life and street types, Austen was one of the first female photographers to work outside the studio where her edgy, documentarian style pro5. Susan B. Anthony was the first Susan B. Anthony was the first real vided a vivid record of turn-of-the-century real woman featured woman featured on U.S. currency. New York City. A natural photojournalist on U.S. currency long before the word was coined, Austen's Although female figures such as Lady Liberty were previraw imagery and experimental work rattled the public image of Victorian ously featured, Susan B. Anthony was the first real woman printed on U.S. women and paved the way for future female artists of the 20th century. currency when she appeared on the 1979 dollar coin. Best remembered A Staten Island native, her childhood home is known as the Alice Austen as a founder of the National American Woman Suffrage Association, her House which serves as a museum displaying exhibits from renowned revolutionary efforts as an abolitionist and women's rights activist are celphotographers as well as Austen's work throughout the years. ebrated at the Susan B. Anthony Museum & House in Rochester, where Katherine "Kate" Dunn is a travel, nature and photography enthusiast. She is a New York visitors can explore the momentous history of women's strive for equality native and was the Digital Editorial Coordinator of ILoveNY.com and the I LOVE NY app from and liberation.

January 2016 to December 2017.

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A thriving environment for learning, innovation and growth

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Additional information may be obtained by calling 1-800-893-6848

Apply online @ www.txdot.gov Equal Opportunity Employer

EnergySolutions is an international nuclear services company.

smart people. smart ideas. smart choice.

Why do so many people join MTS Systems Corporation and stay for a career? Because this is a place where you get to apply your creativity, work with smart people on fascinating projects, and make a positive impact on people’s lives.

It is a place where you can learn, innovate and grow professionally.

Our business is thriving.

Our future is exciting.

Your potential is unlimited.

www.mts.com

With over 1,000 world-class professionals, EnergySolutions is a global leader in the safe recycling, processing and disposal of nuclear material.

EnergySolutions is an Equal Opportunity Employer.

EnergySolutions is always looking for bright, energetic people to join our growing team.

To view current open positions and apply online visit:

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be certain.

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equal opportunity employment journal

Labor Force Characteristics of People with A Disability

Page 9

A recognized strength of The Underwriters Group is its superior claims administration services for both employee benefits and workers’ compensation.

Learn more about us at: www.uscky.com UNDERWRITERS SAFETY & CLAIMS 1700 Eastpoint Parkway • Louisville, KY 40223 Equal Opportunity Employer

by Janie-Lynn Kang, Megan Dunn, and Andrew Blank

45 South Main Street • Bel Air, MD 21014 With courage, honor, and integrity we protect the rights and dignity of all citizens. In partnership with our communities, we strive to preserve the peace and provide for a safe environment for all.

Learn more about us at

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Overall, labor market indicators have improved in the years following the end of the recession. This is true for people with and without a disability. However, these groups experienced different degrees of improvement during this time and continue to have different employment patterns.

This Spotlight examines the labor force characteristics of people with a disability and puts these characteristics in context by comparing them to those of people with no disability.

L

abor market continues to improve for people with and without a disability Major labor market indicators show that the employment situation for people with a disability continues to improve as the expansion endures. Since the CPS began collecting disability data in June 2008, the unemployment rate—the percentage of the labor force that is unemployed—for people with a disability declined from 15.0 percent in 2011 to a low of 9.2 percent in 2017.

Although the labor force participation rate (the percentage of the population who are working or looking for work) and employment-population ratio (the percentage of the population who are employed) for people with a disability have trended

up in recent years, these metrics were still below their 2009 levels in 2017.

People without a disability have had a much lower unemployment rate, and substantially higher labor force participation rate and employment-population ratio, than people with a disability.

Older people are more likely to have a disability

The prevalence of disability increases with age. About 3 out of every 10 people age 65 and older, and about 15 percent of people ages 55 to 64, had a disability in 2017. Disability is much less common for people younger than age 55—about 6 percent of people ages 16 to 54 had a disability.

Experience being a part of a dynamic team by working with one of California’s leading credit unions - USE Credit Union! We offer a wide variety of employment and career opportunities.

Our employees say it best! They describe our culture as genuine, unique and fun. USECU is a place where you can let your personality shine and use your creativity and imagination to positively impact the member experience.

We value fresh perspectives and believe in connecting the head and heart in what we do.

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University and State Employees Credit Union is an Equal Opportunity/Affirmative Action employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex including sexual orientation and gender identity, national origin, disability, protected Veteran Status, or any other characteristic protected by applicable federal, state, or local law.

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equal opportunity employment journal

March 2019

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arlton Forge Works produces seamless rolled rings and open and closed die forgings for the aerospace, gas turbine, industrial, commercial and nuclear industries with one of the most extensive lines of equipment and truly skilled craftsmen anywhere. .

Across all major race and ethnicity groups, people with a disability are much less likely to be employed than

Carlton is a great place to work.

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people without a disability.

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The prevalence of disability

We are an equal opportunity employer and do not discriminate in hiring or employment on the basis of race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, veteran status, or other status protected by applicable law.

continued to be higher for

RRM Design Group is an award-winning design firm of architects, civil engineers, landscape architects, planners, surveyors, and LEED® accredited professionals.

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Whites and Blacks than for Asians and Hispanics in 2017.

About one-half of people with a disability are age 65 and older

If landscape you like to apply for possible future architects, civil engineers, planners, RRM Design Group is would an architects, award-winning the increased prevalence of disability with age, people with a disability tend opportunities with RRM Design Group, please Reflecting visit: ® accredited professionals. surveyors,firm and LEED design of architects, civil engineers, to be older than people with no disability. Nearly half of all people with a disability were www.rrmdesign.com landscape planners, surveyors, age 65 and older in 2017, three times larger than the share of those with no disability.

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About 80 percent of people with a RRM Design Group is an Equal Opportunity Employer

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ICMA-RC provides retirement saving and planning services for more than 9,000 government employers nationwide and more than one million city, state and county participant accounts. ICMA-RC associates are dedicated to our mission of helping public employees build retirement security.

We are proud to serve those who serve us!

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disability are not in the labor force

In 2017, about 8 out of 10 people with a disability were not in the labor force (people who are neither working nor looking for work). In contrast, about 3 out of 10 people without a disability did not participate in the labor force. Many of those with a disability are age 65 and older; older people are, in general, less likely to participate in the labor force than people in younger age groups.

Labor force participation rate is much lower for people with a disability

People with a disability are much less likely to participate in the labor force than people with no disability. In 2017, 20.6 percent of people with a disability participated in the labor force, compared with more than two-thirds of those with no disability.

Although older people in general are less likely to participate in the labor force, even among younger people, those with a disability have markedly lower rates of participation than people with no disability. In 2017, people without a disability ages 16 to 64 were more than twice as likely to participate in the labor force as people with a disability in the same age group, 76.7 percent versus 32.6 percent. Among people age 65 and older, people without a disability were about three times more likely to participate in the labor force than people with a disability, 24.2 percent versus 7.7 percent.

Employment-population ratio for people with a disability is lower than for people with no disability

In 2017, workers with a disability were three times less likely to be employed than workers with no disability, 18.7 percent versus 65.7 percent. The lower ratio among people with a disability reflects, in part, the older age profile of people with a disability; older people, regardless of disability status, are less likely to be employed.

For all age groups, the employment-population ratios are much lower for people with a disability compared with people with no disability. The employment-population ratio for people with a disability ages 16 to 64 was 29.3 percent in 2017, while the rate for people without a disability ages 16 to 64 was more than twice as high, at 73.5 percent. Among people age 65 and older, the ratio was lower for those with a disability than for those without a disability, 7.3 percent versus 23.4 percent.

Regardless of race or ethnicity, workers with a disability are less likely to be employed

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Across all major race and ethnicity groups, people with a disability are much less likely to be employed than people without a disability. The prevalence of disability continued to be higher for Whites and Blacks than for Asians and Hispanics in 2017. However, regardless of disability status, Whites and Hispanics were somewhat more likely to be employed than were Blacks and Asians.

Regardless of disability status, those with a bachelor’s degree are more likely to be employed

Among people with and without a disability, those who had completed higher levels of education were more likely to be employed than those with less education. However, people with a disability who had attained at least a bachelor’s degree were still about three times less likely to be employed in 2017 than those with no disability. Across all levels of education, people with a disability are much less likely to be employed than people with no disability.

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equal opportunity employment journal

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Workers with a disability are more concentrated in service occupations than those with no disability

In 2017, 20.2 percent of people with a disability worked in service occupations, compared with 17.3 percent of people without a disability.

Workers with a disability were also more likely to work in production, transportation, and material moving occupations than those without a disability (14.1 percent versus 11.6 percent). People with a disability were less likely to work in professional and related occupations than those without a disability (19.4 percent, compared with 23.3 percent). These occupational employment patterns have changed little since data became available in 2009.

Reflecting the increased prevalence of disability with age, people with a disability tend to be older than people with no disability. Nearly half of all people with a disability were age 65 and older in 2017, three times larger than the share of those with no disability.

People with a disability are more likely to be self-employed

Employed workers with a disability are more likely to be self-employed than those with no disability. In 2017, 10.6 percent of people with a disability were self-employed, compared with 6.0 percent of people without a disability. (Self-employed here refers only to the self-employed whose businesses are unincorporated; the self-employed with incorporated businesses are included among wage and salary workers.) People with a disability were also more likely to work in government than workers without a disability in 2017—14.4 percent, compared with 13.6 percent.

Conversely, a smaller share of workers with a disability were private wage and salary workers than were those with no disability (74.9 percent versus 80.3 percent).

The higher self-employment rate among people with a disability may reflect their older age profile—recall that workers with a disability are more likely to be age 65 and older. Older people have relatively high self-employment rates. In 2017, while 6.2 percent of all workers were selfemployed, 16.2 percent of workers age 65 and older were self-employed.

People with a disability are more likely to work part time than people with no disability

In 2017, about one-third of workers with a disability usually worked part time, compared with less than one-fifth of those without a disability. This pattern has persisted since 2009.

In general, regardless of disability status, older workers are more likely to work part time (that is, work less than 35 hours per week) than younger workers. Among workers with a disability, half of those who were age 65 and older worked part time in 2017, compared with nearly 3 in 10 who were ages 16 to 64. Among workers with no disability, 38 percent of those age 65 and older worked part time, compared with 16 percent of those who were ages 16 to 64.

My ambition is to be myself and be heard.

Synchrony is more than a workplace—we’re a working forward place. A place that helps fulfill ambitions. A place where you’ll ensure customers succeed and we’ll do the same for you: through an extensive Diversity & Inclusion Network, leaders who believe differences are a competitive advantage, and a culture that celebrates you.

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Workers with a disability slightly more likely to work part time involuntarily

People who work part time for economic reasons are often referred to as involuntary part-time workers. Involuntary part-time workers want to work full time but work less than 35 hours per week because their hours were reduced due to slack business conditions or they could not find a full-time job.

In 2017, 5 percent of workers with a disability worked part time involuntarily, compared with about 3 percent of those with no disability.

While these percentages decreased for both groups during the economic

African American Network+ Asian Professional Engagement Network+ Hispanic Network+ Lesbian, Gay, Bisexual, Transgender+ Network People With Disabilities Network+ Veterans Network+ Women’s Network+

EOE, M/F/D/V

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equal opportunity employment journal

The Agricultural Division of Bridgestone Americas Tire Operations, L.L.C. is located in Des Moines, Iowa, stands on almost 120 acres and has 1,200 teammates. Our company offers a competitive benefits package and many development opportunities for our teammates, including leadership training and technical training.

To view current openings or to apply online visit www.bebridgestone.com.

Bridgestone Americas Tire Operations, L.L.C. Agricultural Division

4600 N.W. 2nd Avenue | Des Moines, IA  50313 | EOE

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We serve older adults through our acclaimed retirement communities in Evanston, Lake Forest and Arlington Heights, IL.

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Presbyterian Homes is an equal opportunity employer and, in accordance with the requirements of all applicable state and federal laws, does not discriminate in hiring or employment practices on the basis of race, color, religion, creed, national origin, sex, ancestry, marital status, unfavorable military discharge, disability, age, sexual orientation or any other legally protected status.

A leader in the office furniture industry. Nationwide career opportunities.

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

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

The Horsham Clinic is a dedicated and long standing private behavioral health care facility for the treatment of behavioral health disorders.

The Horsham Clinic is an Equal Opportunity Employer and as such, openly supports and fully commits to recruitment, selection, placement, promotion, and compensation of all individuals without regard to race, color, creed, national origin, sex, age, veteran status, marital status, religion, or physical and/or mental disability.

We are looking for individuals with good leadership and communication skills, and enthusiastic professionals to grow along with us.

Apply online at: www.horshamclinic.com

722 East Butler Pike • Ambler, PA 19002

March 2019

expansion, workers with a disability continue to work part time for economic reasons at slightly higher rates than workers with no disability.

Unemployment rate for people with a disability is more than double that of people with no disability

As the expansion continued in 2017, the unemployment rates for people with a disability and those with no disability declined. However, the unemployment rate for people with a disability was still about twice that of people with no disability in 2017, 9.2 percent compared with 4.2 percent.

Unemployment rates were higher among younger workers regardless of disability status. Among people with a disability in 2017, the unemployment rate for people ages 16 to 64 was 10.0 percent, compared with 5.5 percent for those age 65 and older. Among people with no disability, the unemployment rate was 4.2 percent for those ages 16 to 64 and 3.3 percent for those age 65 and older.

Unemployed with a disability more likely to be labor force reentrants than people with no disability

Unemployed people are further classified by what they were doing before they began looking for work. People who were working before they began their job search would fall into either the job losers category or the job leavers category. People who were doing something else before beginning their job search are classified as either new entrants to the labor force looking for their first job or reentrants to the labor force after a period of labor market inactivity.

In 2017, unemployed people with a disability were more likely to be reentrants to the labor force than unemployed people with no disability (37 percent compared with 29 percent). Unemployed people with no disability were more likely to be new entrants to the labor force than those with a disability (10 percent versus 6 percent).

Again, this may reflect the older age profile of people with a disability. Unemployed people age 65 and older were more likely to be reentrants to the labor force than people ages 16 to 64 (36 percent compared with 29 percent in 2017), and they were less likely to be new entrants than their younger counterparts (2 percent compared with 10 percent).

Regardless of disability status, a small fraction of those not in the labor force want a job

The majority of people with a disability, or 80 percent, were not in the labor force in 2017, which means they were neither working nor looking for work. The low rate of labor force participation among people with a disability partially reflects their older age profile.

Regardless of disability status, the vast majority of those who are not in the labor force do not want a job. Among people who were not in the labor force, about 3 percent of those with a disability and about 7 percent of those without a disability reported they wanted a job in 2017. These figures were slightly higher for those ages 16 to 64, 4 percent of those with a disability and 10 percent of those with no disability. Among people age 65 and older, only about 2 percent of each group reported that they wanted a job.

Article provided by the Bureau of Labor Statistics

The MaineHealth network of hospitals and healthcare organizations offers outstanding career opportunities to work and live in one of the most spectacular areas of our nation.

Joining MaineHealth presents rewarding careers throughout our non-profit healthcare system.

For a complete listing of MaineHealth System organizations and current openings:

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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.

visit www. eoejournal.com

March 2019

equal opportunity employment journal

4 Ways Tech Companies Can Help Women Succeed

Page 13

Building a Better Future

Together

Building tomorrow starts with you. Find your dream job today, and be part of something great.

graniteconstruction.com

We are an equal opportunity employer and all qualified applicants will receive consideration for employment without regard to race, age, color, religion, sex, national origin, sexual orientation, gender identity, genetic information, disability status, protected veteran status, or any other characteristic protected by law.

Having diversity isn't just great for the women of Silicon Valley; it can be great for the companies as well.

T

he hottest topics facing Silicon Valley go well beyond simply the latest tech gadgets and newest devices. It is an issue of social matters and gender equality.

The representation of women in technology, or lack thereof, has been a heated talking point for years. Everyone from Hillary Clinton to Sheryl Sandberg has chastised the Bay Area's technology central for being an exclusive "boy's club" where its denizens are overwhelmingly White or Asian. Having diversity isn't just great for the women of Silicon Valley; it can be great for the companies as well. Here are a few ways that both technology companies and female workers can benefit from added diversity:

1. They could adopt better parental leave policies.

Part of the reason that technology jobs have trouble retaining women is that the maternity leave policies in place are often incredibly inflexible and make it difficult for working women to be full-time employees and care for their children.

Textio co-founder and CEO Kieran Snyder conducted a study wherein she interviewed 716 women who had left the tech industry. Snyder reported that 484 of the women she surveyed had cited motherhood as a factor in their decision to leave, with 85 of them saying it was a "major factor" in their decision. Others said that it wasn't the lack of maternity leave that caused them to abandon their jobs, but rather inflexible hours, lack of suitable pay, and other related factors.

Google is one of the few major tech companies that offers paid maternity leave. Even in its early years, when it didn't have revenue, founders Sergey Brin and Larry Page decided that they should extend maternity leave to Susan Wojcicki, the current CEO of YouTube.

In an op-ed for Wall Street Journal, Wojcicki cited a study that showed that 91 percent of companies who have instated maternity leave had reported that it either had a positive effect or no effect at all on their profits. Additionally, Wojcicki said that when Google extended their maternity leave from 12 weeks to 18 weeks, the turnover rate for working mothers was reduced by half. Paying for maternity leave was a smart move on Google's part because replacing an employee costs more than paying for maternity leave.

In short, maternity leave not only benefits its female recipients, but benefits the company as well. It's a win-win situation that any wise company ought to start reaping the benefits of.

2T ech companies who can better accommodate women would reduce turnover.

According to an article from ERE Media, replacing any employee often costs the company a fraction of that employee's salary. Replacing an entry-level employee costs the

Delaware North Companies Parks & Resorts at KSC, Inc. Mail Code DNPS Kennedy Space Center, FL 32899

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equal opportunity employment journal

Capstone Turbine Corporation® is the world’s leading producer of low-emission microturbine systems We compete for the best talent and we believe you will find our organization to be a dynamic and rewarding place to work. At Capstone you will be a part of a diverse group of people who take great pride in making a difference.

Capstone is an affirmative action/equal opportunity employer.

16640 Stagg Street • Van Nuys, CA 91406 • E-mail: jobs@capstoneturbine.com

www.microturbine.com

March 2019

company about 30 percent to 50 percent of that employee's salary. Mid-level employees cost the company about 150 percent of their annual salary, and high-level and executive employees cost a staggering 400 percent of their annual salary to replace. The cumulative costs of posting a job ad, searching for new candidates, interviewing, hiring, onboarding, and training add up.

With all these crazy costs in mind, it's fair to say that keeping an employee is much more cost efficient than replacing them. Unfortunately, many tech companies simply aren't doing enough to retain their female workers. In fact, women who have STEM jobs are 45 percent more likely to leave their job within a year when compared to their male counterparts, according to an article from Fast Company. When Nadya Fouad, a psychologist at University of Wisconsin, Milwaukee, surveyed 5,300 women who earned engineering degrees within the past 60 years, she found that only 62 percent of them were still in their field. She claimed that the hostile attitudes toward women was one of the main reasons that engineering has one of the highest turnover rates for women.

3. Changing the culture would benefit everyone

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The "boy's club" mentality might not be everywhere in Silicon Valley, but many have certainly claimed to have experienced it. Just take the example of Isis Anchalee, the engineer who started the #ILookLikeAnEngineer hashtag in order to combat some of the sexism she says she had faced. (In one of her most egregious examples, someone tried stuffing dollar bills down her shirt.) Similarly, Pinterest engineer Tracey Chou has also reported several examples of sexism in her lifetime consisting of things like male coworkers doubting her technical abilities.

Any company with an inclusive and welcoming culture is certain to thrive. Workers who feel comfortable are quite obviously more productive and therefore more profitable for the company. It should go without saying that workers who genuinely love and enjoy their job will work harder and are less likely to quit. Workers who are demotivated are less likely to come in on time or be productive, and more likely to take sick days off or leave their job for another one.

4. W omen in leadership roles make for more productive companies

First National Bank Texas and its affiliates are dedicated to being a preferred employer, providing opportunities to maximize employee potential.

We offer an excellent work environment, competitive salary and benefits package.

We are an equal opportunity employer.

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According to data from Pew Research Center, most Americans see no difference between men and women when it comes to their leadership capabilities in business and politics. Those who did perceive a difference were more likely to say that women were better at being honest, mentoring employees, and working out compromises. On the other hand, men were more likely to be seen as good negotiators and better risk takers.

A study conducted by Catalyst, a market research firm, found that companies with at least three woman on board experienced a 53 percent better return on equity, a 66 percent superior return on invested capital, and a 42 percent greater return on sales, when compared to companies with fewer than three women on board.

One study by Credit Suisse observed the stocks of companies with a market cap of over $10 billion and found that those with at least one woman on board performed much better than companies with no women on board. The average difference in profits between the two types of companies was 26 percent. European companies with female board members had an average of 18 percent higher stock prices when compared to male-dominated companies. American companies with at least three women on board had an average of 20 percent better returns, while Asian-Pacific companies had an average of 55 percent better stock prices.

A study conducted by Catalyst, a market research firm, found that companies with at least three woman on board experienced a 53 percent better return on equity, a 66 percent superior return on invested capital, and a 42 percent greater return on sales, when compared to companies with fewer than three women on board.

These are just a few ways tech companies can help women and vice versa. It's true that Silicon Valley still has quite a long way to go before true gender equality can be achieved, but the important thing is that progress is being made. Silicon Valley has already seen the rise of several prominent women like Sheryl Sandberg, Marissa Meyer, and Susan Wojcicki. Several San Francisco-based companies founded by women, such as Premier Staffing and Revel Systems, have made huge impacts on the surrounding culture, and their effects can only continue to grow. With these facts in mind, the tech scene may one day see true gender equality.

Article provided by Constant-Content.com

March 2019

equal opportunity employment journal

Page 15

Small Acts of Self-Expression Can Help You Bring Your Whole Self to Work

by Anastasia Alt

I

regularly manicure my nails, but rarely in traditional colors, such as red or pink. Instead, I conceive elaborate designs and work with artists to create art on the ten tiny canvases. My transient miniature finger paintings accompany me everywhere, including client meetings in traditional corporate boardrooms.

I’ve created nail designs that resemble watermelons to mark my excitement for the summer season or painted a reindeer on every finger closer to Christmas. On another occasion, I recreated a favorite painting, The Great Wave off Kanagawa, on a single nail and remixed the Japanese woodblock print in corresponding colors on the remaining ones. While I was learning to code, I developed a working blackjack game and celebrated with a ‘Texas Hold ‘Em’ manicure.

When I speak with early career professionals through my work as a career coach, they share how they find it difficult sometimes to bring their full selves to work and how this impacts their perceived satisfaction in their jobs. Nail art is my small solution to this problem.

These acts of personal expression honor my diverse and evolving nonprofessional interests. When I offer them as displays in a work environment, I also share my most creative and innovative self with those around me. And without saying a word, this small display of what is interesting to me often prompts others to share what’s important to them. I connect more often and more authentically with everyone I meet, personally and professionally, and I’ve discovered a personal edge in greater confidence that comes from expressing my authentic self.

I’m not alone in finding a visual way to express myself at work.

Increasingly amongst friends, clients, and colleagues, I’ve observed a clear and public stand for self-expression in the form of permanent markers, such as visible tattoos, or via fleeting ones, such as the colorful sock selections that men sport with increasing frequency today. And as more young professionals participate, I predict standards of etiquette and tolerance inside the workplace will shift.

This evolution in culture is being led by Millennials, who more so than previous generations, want to work for employer brands that align with their personal ones and use Twitter and Instagram to vet companies for authenticity.

Self-expression via personal style also highlights our country’s shifting notions of sexual and gender identity. Re-appropriating traditional garb like the suit, tie or high-heeled shoe is also flouting traditional masculine and feminine norms when those identities are transforming. A conversation currently about bathrooms may shift focus to the board room in the coming years as the high costs for men and women of conformity to rigid, heteronormative standards are better understood.

How can employees and employers reduce their respective anxieties and create a more productive and inclusive future of work? For millennial professionals, I suggest they share with colleagues and managers what’s important to them by choosing self-expression through a medium such as personal style and reconsider their beliefs that those around them who may be unfamiliar are inherently unaccepting.

Employers targeting millennials can start by recognizing the link between their most urgent business objectives and self-expression.

According to a recent PWC survey, 77% of CEOs name creativity as their greatest skill shortage, so providing an environment that actively fosters creativity is essential. Further, numerous studies have proven the positive impact on employee engagement, retention and performance when companies focus on individual expression rather than group The workplace is changing more rapidly than ever before and a new wave of personal style choices is one prominent expression. Employees and employers can embrace and support respectively these changes knowing that they lead to better performance outcomes, greater innovation and deeper professional satisfaction for all.

We are a comprehensive health system strengthened by our Catholic, Jewish and academic heritages and inspired by our shared values. We have allied health, professional, technical, administrative and clerical opportunities from entry level to senior management from which you can choose. Our objective is to attract, hire, engage, retain and develop the best talent from all walks of life for a diverse and inclusive team.

Anastasia Alt is the founder and CEO of Pathspark.com

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KentuckyOne Health is an Equal Opportunity Employer

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equal opportunity employment journal

March 2019

How Women and Millennials Can Solve the Supply Chain Gap

A

by Florida Tech

persistent talent crisis exists in supply chain management, especially as supply chains become increasingly complex and strategized.

The ever-changing nature of the industry has created a split to the point where only 38% of supply chain employers remain confident in their workforce, according to a 2016 article by Supply Chain 247. Since 25-33% of the current workforce is at or past the age of retirement, reported Supply Chain Dive in 2017, the $26 trillion industry must close the gap to keep up with growing supply and demand by recruiting outside of the usual demographic. Minorities in the supply chain field may be the best strategy to keep pace with job demand.

Women in the Supply Chain: Room for Growth

Women remain one of the largest untapped workforce pools, making up 50% of graduates but only 29% of the manufacturing workforce, according to a 2017 article on Supply Chain 247. Furthermore, another piece by Supply Chain 247 states that though 35% of the supply chain workforce is women, only 5% account for senior leadership roles. Women graduating from higher education do not see themselves represented in the industry and are more likely to seek jobs where they can envision themselves getting promoted. Those already in leadership roles actively encourage more women to join the industry, stating that the field isn’t a boy’s club. In fact, women in leadership roles have consistently shown success according to research.

Catalyst discovered that companies with more women in leadership had 35% more return on equity and 34% more return to shareholders than companies with fewer women in leadership. Fortune 500 companies with three or more women board directors had 66% more return on invested capital, 42% more return on sales and 53% more return on equity.

We’re all in. Are you?

CH EER S TO C A R EER S A S DI V ER SE A S YO U! Gallo invites you to explore opportunities beyond the vineyards. We offer careers in IT, Engineering, Finance, Operations, Marketing, and much more. There are endless possibilities to find your perfect pairing!

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March 2019

equal opportunity employment journal

Page 17

Because 50% of the marketable demographic is women and they make up 80-85% of all consumer decisions, it literally pays to have women influential to the business. Women senior leaders have the opportunity to shape the culture and reputation of the companies, encouraging more female talent to join the workforce, and can offer unique perspectives on customer service, innovation and building an overall inclusive environment.

Millennial Takeover

Supply chain companies are trying to provide more millennial mentorships, cross-functional support and better internship experiences to seek out new employees.

Since 1952, We strive to hire Robley Rex only the best!

VAMC has been improving the You may view our health of the men and women who announcements online have so proudly and receive application materials by visiting our served our website at: nation. www.louisville.va.gov/ We consider it careers our privilege to serve your health or for more information visit us online at: care needs in any www.va.gov way we can.

60 million Baby Boomers are projected to leave the industry by 2025 with only 40 million employees expected to take their place, according to the 2015 Automotive Industry Brief. Supply chain companies are trying to provide more millennial mentorships, cross-functional support and better internship experiences to seek out new employees. In recruiting millennials, supply chain leaders should focus on how a career in the field aligns with millennial values: innovation and sustainability.

By replacing more traditional RF terminals with smartphones and tablets, the manufacturing industry can appeal to millennials’ interest in technology and cut down on training in those areas. Concepts already growing in the industry like autonomous vehicles, augmented reality, robotics, crowdsourcing and digital business are all areas of interest to a generation that prides itself on technological understanding.

Supply ChainX notes that 64% of millennials want to make the world a better place; the industry is already seeking more sustainable options to appeal to their eco-conscientious consumers, they need to promote those projects to encourage younger support in the field.

Though the previous generations that comprise most of the industry remain skeptical of millennial value to their workforce, Peerless Research Group found that millennials provide the highest-educated generation thus far, with 59% of manufacturing employees graduating with a bachelor’s degree and many planning to continue their studies toward future promotions and improving work. The recent study also shows that millennials currently in the supply chain workforce are satisfied with their jobs and likely to stay with their current employer.

The supply chain industry must begin to take advantage of these untapped talent pools to succeed in a rapidly shifting industry. Women and millennials have more to offer in a new era of innovation and technology if they can be encouraged to enter the supply chain industry.

Robley Rex VA Medical Center

Article provided by Bisk on behalf of Florida Tech.

People come from all over the world

to study here, to practice here, and to be treated here.

800 Zorn Avenue Louisville, KY 40206 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.

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 learn more about Jefferson visit www.jeffersonhr.org To apply online visit Recruit.jefferson.edu

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equal opportunity employment journal

OAK VALLEY HOSPITAL

350 South Oak Avenue • Oakdale, CA 95361 • EOE Current openings include full-time and per diem positions.

If you would like to join our team, please email your resume to Brian Beck - VP Human Resources at bbeck@ovhd.com.

For more information visit:

March 2019

Benefits of Hiring Veterans in the Healthcare Field

by Mary Seipel

www.oakvalleycares.org

The Charlotte Hungerford Hospital is a 109-bed, general acute care hospital located in Torrington, Connecticut.

5 4 0 L i t c h i e l d S t r e e t • To r r i n g t o n , C T 0 6 7 9 0

Recognizing the worth and dignity of every human being, we fulfill our mission through the expression of core values rooted in our history, defining our present, and directing our future.

For a complete listing of open positions, please visit:

www.charlottehungerford.org/jobs Human Resources - 860-496-6345

The Charlotte Hungerford Hospital (CHH) is an equal opportunity employer and does not discriminate on the basis of race, color, religious creed, age, sex, national origin, ancestry, marital status, sexual orientation, genetic predisposition, physical or mental disability in any of its employment practices.

Holy Redeemer’s holistic approach to healing is unique among healthcare providers.

Caring for the total person goes beyond the act of delivering excellent medical care. It involves meeting the emotional, spiritual and social services needs of those we serve.

From maternity and neonatal services, to end-of-life care and every stage of life in between, Holy Redeemer’s services focus on your total well-being.

521 Moredon Road Huntingdon Valley, PA 19006 For more information or for current employment opportunities visit us at careers.holyredeemer.com and apply online.

Equal Opportunity Employer

Visit www. eoejournal.com

W

here would our nation be without our military personnel who have put their lives on the line to fight for and protect us? Our nation would not be the mighty power it is without them. They deserve our deepest gratitude and sincerest support. Donating time and money to veteran organizations is a great way to show appreciation; however, if you own a business in the healthcare field, there is an even greater way to help support our men and women who have served our country in the military.

Whether your healthcare business is small or large, the benefits of hiring veterans are numerous and far-reaching. The training our military personnel receive makes them excellent employees.

Loyalty and Dedication. The loyalty veterans have developed while in the military goes deep, especially those who have been in combat. They were not only taught loyalty and dedication to each other in training, but they lived it in the field. The bond between troops who have fought next to each other is seldom broken. This loyalty and dedication carries over into civilian life with their families, friends, and place of employment.

Teamwork.

As any employer knows, employees who work well as part of a team are indispensable.

This is especially true in the healthcare field where patients' lives are at stake. When one member of the team does not carry their weight, it can have an adverse impact on the other team members. Veterans have been thoroughly trained to carry their own weight and work with their comrades to complete the duties they were assigned.

Productivity. In the military, disciplinary measures were taken if you did not meet the goal, in order to teach them that goals are set for a purpose and need to be met. This is another positive trait needed in the healthcare field that has been ingrained in a veteran.

Motivated, productive people are what it takes to get all the work done in a timely manner; veterans know how to do this with determination and tenacity, and won't stop until the goal is met.

Working Under Intense Pressure.

Veterans who worked in the medical field beyond their training in the classroom learned quickly how to work under incredible pressure. Circumstances in any area of the medical field

March 2019

equal opportunity employment journal

Page 19

can be overwhelming during combat. Whether trained as a nurse, a doctor, a medical pilot, or any other job, veterans had to know exactly what to do at a moment's notice. This skill is a valuable asset in civilian healthcare facilities.

communicate respectfully, honestly, and also openly when they know something is wrong. In the military, if they let things go unattended or undone, they were disciplined. Even when an error occurred that was not their fault, they were trained to do everything in their power to correct it, or bring it to their superior's attention for them to take care of. In any Leadership.

Some people are born leaders and some are made into leaders; either healthcare facility, noticing errors and correcting them is essential, not way, they both need to be taught how to be proper leaders. Veterans who only for the welfare of the patient, but to avoid legal issues as well. worked in the medical field while in the military have been taught the Intuition. best leadership skills possible. One of the first things they were taught Some people are born with more intuition than others, but just like is that in order to be a great leader you have to be a great follower; in leadership skills, intuition is a skill that needs to be taught or channeled other words, you have to know how to take orders and submit to those correctly. Veterans working in the medical field during battle have had in authority before you can expect anyone to take orders from you. that skill honed to perfection in many cases. Having a "sixth sense" about They were also taught how to anticipate future issues and how best to how to deal with many medical issues that suddenly arise while in combat deal with them. These two aspects of veterans' training is a boon for any has saved countless lives over the years. This skill takes time and experihealthcare facility. ence to develop, and medical field veterans have acquired the experience while serving their country. To save time developing a high level of intuition in an employee, hiring a veteran with experience in the medical field is the answer.

Training and Education.

The medical training and education military personnel get while in service is outstanding, thorough, state-of-the-art, and easily transferable into civilian life. If you are a healthcare facility dealing with special fields of medicine and would like to hire a veteran, the VA will oftentimes pay for a veteran to get the special training they need.

Tax Credits.

There are numerous tax credits available to employers who hire veterans.

WOTC (Work Opportunity Tax Credit) has information about tax credits for employers on the IRS website. There are certain qualifications and Veterans who worked in the medical field while in forms to fill out, but the effort is well worth it. There is also the Official Wounded Warrior Program available in all five branches of the armed serthe military have been taught the best leadership skills vices: the Army, Navy, Air Force, Marines, and National Guards. When possible. One of the first things they were taught is that in considering hiring a veteran, do not overlook the wounded vets. Veterans who have been wounded may have various obstacles to overcome, but order to be a great leader you have to be a great follower. they are determined to be the best employee possible.

The healthcare field needs dedicated, skilled employees. If you are an owner of a healthcare facility, hiring a veteran will be beneficial for both Communication.

Business owners know that excellent communication skills is one of the you and the vet. You will be getting a skilled employee, and the veteran fundamental things to look for in an employee. In the healthcare world, will have the opportunity to use the training and experience he or she paid bad communication can result in patients getting hurt, being neglected, so dearly for. Â and may possibly lead to their death. Veterans have been trained to Article provided by Constant-Content.com

We’re part of a diverse community, and each of us reflects that diversity with our own unique personal and cultural traits.

At ChristiAnA CAre,

we serve together

Christiana Care Health System is one of the largest health systems on the East Coast and a national leader in partnering with patients and families to provide high-quality, highvalue, respectful care. We embrace diversity and show respect to everyone, and we believe that empathy, strong collaboration and a joyful work environment are essential ingredients to delivering the very best health care.

Join Us to Make a Difference

InSPiRe better Health

Search for open positionsinatour jobs.carilionclinic.org Taking carejob of patients seven hospitals, outpatient specialty

careers.christianacare.org

clinics, and primary care centers is what we do best. Every day.

To learn more about how you can join our award-winning team, visit CarilionClinic.org/careers or contact a recruiter at 800-599-2537.

Equal Opportunity Employer: 19EQU1

From moment Veterans/Individuals one, we put patients ďŹ rst.

Minorities/Females/Protected with Disabilities/Sexual Orientation/Gender Identity.

Equal Opportunity Employer Minorities/Females/Protected Veterans/Individuals with Disabilities/Sexual Orientation/Gender Identity

19EQU1 EEO Ad.indd 1

7/27/18 2:02 PM

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equal opportunity employment journal

March 2019

Interview with A Chemistry Teacher Interviewed by Elka Torpey

Heather Weck Ardmore, Pennsylvania

What do you do?

Veteran Proud It is with a deep sense of pride and dignity that we proudly support and honor all of America’s sons and daughters that have served. We are an equal opportunity employer devoted to diversity, inclusion, and veterans succeeding in the workforce. Veterans and individuals with disabilities encouraged to apply.

Billings Clinic is a community-owned, not-for-profit health care organization with more than 4,000 employees, including over 400 physicians and advanced practitioners offering more than 50 specialties. Our organization is the community’s largest employer and serves patients in Montana, Wyoming and the Western Dakotas.

For more information, please visit billingsclinic.org/careers

The Boise VA Medical Center proudly serves veterans in the Boise, Idaho area in its main medical center and in three community-based outpatient clinics.

VA offers a wide range of career fields and opportunities. Visit www.vacareers.va.gov to view and apply for current open positions.

Learn more about us at www.boise.va.gov.

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.

BOISE VA MEDICAL CENTER 500 West Fort Street | Boise, Idaho 83702

I’m a chemistry teacher at a public high school in suburban Philadelphia. I teach all levels of chemistry, from beginning to advanced.

I have 4 class periods every day. Once a week, the students get a double period, which gives us time to do chemistry labs.

What do you enjoy about teaching high school chemistry?

What else does a chemistry Chemistry is a science that focuses on matter. teacher need to be successful?

There’s an abstract component to it, because a lot is based on atoms that are too tiny to see, but it’s a very hands-on subject as well.

For example, you can draw conclusions about molecules reacting based on changes in color or heat, but you can never actually see what’s happening at the molecular level.

High school is the age when abstract thinking is developing, so it’s exciting for me to see students start to grasp these concepts.

For any teacher, it helps to have drive and creativity. For the chemistry part, you need to be able to simplify explanations without compromising accuracy. Chemistry is a complicated subject, and your class is often the first time students are hearing about it.

Did you always want to be a chemistry teacher?

From the earliest I can remember, I wanted to be a teacher like my dad. The chemistry How do your students use the piece came when I went to college and had to pick a major. My high school chemistry periodic table of elements?

The periodic table is arguably the most teacher was very influential, so I picked important tool a chemist uses. In my classes, chemistry and stuck with it. I feel like it was we refer to it constantly. I introduce it on the right choice. the first day of class, and we continue to use Do you have advice for someone who wants to it throughout the year.

My favorite thing about the periodic table become a chemistry teacher?

It’s OK if, as a new teacher, you don’t is that Dmitri Mendeleev, who is credited with coming up with its layout, was building a know everything yet or don’t have all puzzle with the limited information he had the answers. You’re still exuding positivway back in 1869. He left holes in the table ity that students will benefit from, which but predicted that certain elements would veteran teachers don’t always have. There’s an enthusiasm in new teachers that can’t be be discovered—and then they were.

In addition to classroom instruction, what replicated. Being a teacher can be difficult other tasks do chemistry teachers have? and exhausting, and it’s a near-impossible The lab component involves a lot of job if your heart’s not in it. preparation, such as making solutions and What are some of the challenges? setting up the equipment. There’s the priority We teachers are constantly competing of student safety to consider too. for students’ attention against things like We have to order chemicals and other video games and other technologies, and supplies, and in all teaching there’s that’s hard. collaborating with colleagues, planning, and Also, there are new initiatives for teachers grading. We also do assessments and meet to change what we’re doing, and keeping up one-on-one with students to help those who with those changes can be overwhelming. need practice.

Tell me how you prepared for this career.

I have a bachelor’s degree in chemistry. I later went back and got a master’s degree in chemistry education, and during a sabbatical I got a master’s in professional studies in food science.

You also need to pass a background check to work with children, and you need to be certified. [All states require certification for teachers who work in public schools.]

What do you like best about your job?

The students. I think teenagers are funny and resilient, and those are qualities that I’m drawn to.

And I love that you can do everything in chemistry: there’s math, there’s reading and writing, there’s conceptual understanding. I never get bored, and it keeps my students on their toes.

Article provided by the Bureau of Labor Statistics

March 2019

© 2018 LOCKHEED MARTIN CORPORATION VC18-18875

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Thompson Health, comprised of affiliated health-related corporations, is committed to providing an integrated health care system to promote and support the health and well-being of the community. Visit www.thompsonhealth.com and browse our “Careers” section for a full listing of our job descriptions, benefits and employment information, and to apply online.

350 PARRISH STREET — CANANDAIGUA, NEW YORK 14424 We are an Equal Opportunity Employer and do not discriminate based on race, color, gender, age, disability, religion, marital status, citizenship, national origin, sexual orientation, gender identity, or veteran status.

Why is Unity Health where you want to be? Because we are who you are…dedicated, stable, and loyal to our community.

For job opportunities, please visit us online at: www.unity-health.org

March 2019

7 Advantages of Working in the Healthcare Industry

by Martin Jameson

We consider applicants for all positions without regard to race, color, religion, creed, gender, national origin, age, disability, marital or veteran status, or any other legally protected status.

3214 EAST RACE AVENUE SEARCY, AR 72143

Bryan Health...

Where Passion meets Purpose • Innovative treatments and technology • Compassion for patients and each other • Pride in the work we do to change lives

Join our team

• We’re a nationally recognized winner of The Advisory Board Company’s Workplace of the Year (for four years running).

• Non-profit, Nebraska-owned and trusted healthcare organization • Employees who feel valued and supported in meaningful work

Learn more at: bryanhealth.org/careers EEO/AA - M/F/V/D

Holy Redeemer’s holistic approach to healing is unique among healthcare providers.

Caring for the total person goes beyond the act of delivering excellent medical care. It involves meeting the emotional, spiritual and social services needs of those we serve.

From maternity and neonatal services, to end-of-life care and every stage of life in between, Holy Redeemer’s services focus on your total well-being.

521 Moredon Road Huntingdon Valley, PA 19006 For more information or for current employment opportunities visit us at careers.holyredeemer.com and apply online.

Equal Opportunity Employer

H

ealthcare is typically a broad term that is used to describe a variety of careers that cater to health services to those who are in need of them. However, the benefits that come from healthcare jobs make it popular among graduates who are looking to make the switch to a more profitable career.

Below, are the top seven advantages of working in the healthcare industry that is not common among other job fields.

Increased Industry Growth

According to the United States Bureau of Labor Statistics, the healthcare industry is expected to grow exponentially from now until 2020. Plus, nearly eight out of the 20 fastest growing careers belong in the healthcare industry. With the number of careers losing positions, health care continues to grow. This fact has actually led many professionals to the healthcare industry and increased enrollment rated in medical courses.

Better Pay and Increased Benefits

Since the healthcare industry is always seeking new workers, pay is nearly always better, along with improved benefits compared to other industries. In fact, the Bureau of Labor Statistics states that healthcare admin jobs offer up nearly $85,000 annual salary. Some of the highest-paid specialists in the medical field, like neurosurgeons, make an average of $609,639 a year. Plus, the benefits that are offered are much higher than positions in other industries.

A Stimulation Work Environment

Unfortunately, most work environments are often boring and uneventful. Unlike healthcare jobs, most careers are not challenging and repetitive. However, as a healthcare professional, you get to have a fast-paced workday with a constantly changing atmosphere. This type of work environment leaves professionals feeling a sense of fulfillment. Obviously, this cannot be said for a variety of positions in other industries.

Many Different Career Opportunities

No matter where you start in the healthcare field, whether it’s as an assistant, volunteer, or intern, you have the choice to pick what field you want to pursue. There are so many different career options within the healthcare industry. You will likely find at least one that you can enjoy.

You can even change your mind multiple times before making a final career decision, without losing any pre-existing respect in your field. In fact, most hospitals even offer their workers to cross train into different fields to build up their experience and try new

March 2019

equal opportunity employment journal

things. So, even if you’re just an intern now, you have a whole lifetime to experience each field and decide what your specialty will be. Especially with the rapid growth of jobs in the healthcare industry, there are a variety of positions you can amount to.

Opportunity To Travel

People need qualified medical professionals all around the country and all around the world. Your career is not limited by geography. There are work opportunities all around the world from large cities to developing communities. Every field in the medical industry is in high demand all around the world. If you have ever dreamed of traveling the globe, you can! And, you can spread medical care, make money, and help citizens globally at the same time.

Flexible Hours

Since hospitals and other healthcare centers provide care 24/7, they need people to work for all of those hours. This means that you can likely schedule your work around your personal life. Say goodbye to the nine to five work day. If for example, you need to pick your children up after school, you can work later in the day. This will allow you to become more involved in your family life and create a better and more fulfilling work-life balance.

This non-standard work schedule can also be of use if you ever decide to go back to school to get a more advanced degree.

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SMG is the “gold standard” in public facility management. No municipality or outside management company can match the breadth and range of our capabilities. Since SMG was founded in 1977, we have brought more than 230 facilities under management worldwide. SMG is known as a tireless advocate for the municipalities we represent. We have the programs, systems and talent in place to ensure that all SMGmanaged facilities run smoothly and every event we host feels like a celebration to patrons, fans and guests.

www.azjobconnection.gov www.smgworld.com SMG is an Equal Opportunity/Affirmative Action employer, and encourages Women, Minorities, Individuals with Disabilities, and protected Veterans to apply.

VEVRAA Federal Contractor

100 Lakeshore Drive | Page, AZ 86040

Lake Powell Resorts & Marinas is hiring, and we want YOU!!

We provide you with job diversity and unsurpassed recreational and employment benefits. Whether you’re looking for a great summer job, or just a great place to explore, if you have a “customer comes first” attitude, we have a place for you on our team!

The Chance to Help People Very few other careers give people the opportunity to do as much good as the healthcare industry does. This desire to help others is what motivates most people in the industry to do their jobs day in and day out with a smile on their faces.

You can be a truly compassionate person, all while making a pretty good living. It does not matter what job you choose within the industry, you will be helping patients all the same to get the care that they need. Even in an administrative position, you will be helping people. This is perhaps the best reason to work in the healthcare industry.

There are so many benefits associated with working in the healthcare industry. Whether you work as an administrator or a surgeon, there are so many advantages that come with these positions. From the positive job outlook and high salaries to the better work-life balance and opportunity to do good, you can’t go wrong with a healthcare career.

There are so many benefits associated with working in the healthcare industry. Whether you work as an administrator or a surgeon, there are so many advantages that come with these positions. From the positive job outlook and high salaries to the better work-life balance and opportunity to do good, you can’t go wrong with a healthcare career.

Article first published on www.careersingovernment.com Martin Jameson is a financial advisor who developed a great interest in everything related to the healthcare industry. Besides his daytime job, he works as a content editor to Healthcaresalaryinfo.com

For employment information, please visit our website at

www.lakepowelljobs.com Aramark is ranked number one in its industry on FORTUNE magazine’s list of “America’s Most Admired Companies” for 2006. Aramark is an equal opportunity employer committed to creating a diverse workforce without regard to race, color, religion, national origin, sexual orientation, disability or veteran status.

The New England Center for Children® NECC employs 1,200 professionals across the world. Our commitment to diversity stems from our belief in the benefits of incorporating different backgrounds, perspectives, cultures, and life situations within our organization.

View our latest job postings at

www.necc.org

33 Turnpike Rd. Southborough, MA 01772

The New England Center for Children does not discriminate on the basis of race, color, national origin, ancestry, religion, sex, sexual orientation, including gender identity, marital status, civil union status, age, homelessness, physical or mental disability, military status or unfavorable discharge from the military in treatment or employment at NECC, admission or access to NECC, or in any other aspect of the educational programs and activities that NECC operates.

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equal opportunity employment journal

AVOID NURSING BURNOUT: 10 Careers for Nurses that Don't Require Shift Work

At

by N.P. Lee

some point in a nurse's career, he or she may be looking for an alternative to shift work in the hospital setting. The physical and emotional fatigue of working 12-hour shifts that include working nights, weekends, and holidays is not ideal for many nurses.

Whether a new grad is determined to never work a night shift in their life after surviving nursing school, or a seasoned nurse is looking for a change, numerous career options in nursing allow for a regular 9-to-5 schedule. Continue reading to consider 10 such opportunities in nursing.

1. Public health nurse

Brooke Glen Behavioral Hospital is an equal opportunity employer. We are committed to creating a corporate culture which promotes integrity as a fundamental basis for all decisions by its employees and those with whom the company deals.

To find out about employee opportunities, please visit:

www.brookeglenhospital.com Brooke Glen Behavioral Hospital 7170 Lafayette Avenue • Fort Washington, PA 19034

The mission of the North Dakota Department of Corrections and Rehabilitation (ND DOCR) is to enhance public safety, to reduce the risk of future criminal behavior by holding adult and juvenile individuals accountable, and to provide opportunities for change. To accomplish our mission the ND DOCR utilizes more than 100 different job classifications.

Our team provides therapeutic rehabilitation and treatment, medical care, physical plant services, education, information technology, correctional industries, and a variety of dynamic correctional security and law enforcement jobs responsible for the security, rehabilitation, and management of adult and juvenile individuals in the custody of the ND DOCR.

View our current job openings and application procedures online:

https://docr.nd.gov/about/careers

PO Box 1898 • Bismarck, ND 58502-1898 • Equal Opportunity Employer

March 2019

Public health nurses are responsible for organizing and rolling out public health initiatives and programs that involve health promotion. Programs often include immunizations, smoking cessation, well baby and breastfeeding support, obesity prevention, and drug and alcohol prevention, to name a few. Public health nurses work in clinics, schools, and at community events to provide education and services.

2. Street nurse

A street nurse may be employed by the local health authority and spends on the street helping to assess and arrange health care for the homeless and at-risk populations, including those with addictions and involved with prostitution. Ensuring immunizations are offered, food and shelter are available, birth control is accessible, and safety plans for patients experiencing abuse are made known are just a few of the many vital roles a street nurse provides.

3. Home care nurse

Home care nurses provide in-home visits to patients after hospital discharge, for palliative care, and for regular check-ups, such as for blood pressure and medication reviews, for patients who have mobility issues getting to their family doctor's office.

Depending on the jurisdiction a nurse is employed with, this can be a satisfying job where they can spend time with patients in their home environment, or it can be stressful with demands to see a high volume of patients that may require extensive travel between appointments. Be sure to ask about this before taking on a position.

4. C ase manager for insurance companies

Case management typically involves follow up phone calls and visits to patients who are receiving benefits through their insurance company for medical issues.

While this can be a satisfying working environment, it is equally important to be comfortable with the insurance companies' policies so you can avoid any personal and ethical dilemmas with how they provide coverage.

5. Travel clinic

Travel clinic nurses have an exciting opportunity to work with healthy people heading off on adventures. Typically a short course in travel medicine is beneficial to learn about various diseases and risks that different countries experience. Databases, such as the Centre for Disease Control, are convenient ways to brush up on up to date immunization requirements before going for a job interview. Each clinic will have its policy on which immunizations and travel bans are in place.

6. O utpatient clinic in a hospital setting

Outpatient nurses usually will have at least one or two years experience working in an acute-care environment relevant to the outpatient clinic. For example, to work as a nurse in a dialysis, oncology, diabetes, or asthma clinic, experience in each corresponding area is often expected.

7. Nurse Manager

If leadership and administration are your forte, then a position in management might be a good fit. Management positions typically require a post-graduate level degree in nursing, healthcare administration or another similar program, however, some areas will consider nurses with adequate experience who have proven their leadership and management skills through their workplace experiences.

8. Nurse educator

Nurse educators will have extensive experience in their field along with additional education at the masters or doctoral level to provide training, facilitation, leadership, and guidance to aspiring nurs-

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equal opportunity employment journal

ing students. Traditionally they teach from brick and mortar educational institutions, however, online teaching opportunities are becoming increasingly popular. There are often a plethora of jobs as on-site clinical educators who meet with and monitor students in the clinical setting. Educators may also be expected or personally interested in taking on research roles as an adjunct to the educator role.

the job requirements.

10. Same-day surgery nurse

Same-day surgeries are scheduled Monday through Friday and do not include weekends or holidays. A day surgery nurse will most likely be required to have some degree of previous OR experience, as monitoring the vital signs and respiratory function of recovering patients is a large part of the job. As well, day surgery nurses regularly

If leadership and administration are your forte, then a position in management might be a good fit.

Page 25

At Holzer Health System you have access to the most advanced and innovative treatments in the Southeastern Ohio Valley.

Holzer Health System seeks motivated and caring individuals in a variety of fields. We are an equal opportunity employer meaning that we consider all qualified individuals for employment regardless of race, color, religion, genetic information, sex, national origin, age, disability, family or veteran status.

View and apply online for current openings at:

www.holzer.org

Holzer Health System • 100 Jackson Pike • Gallipolis, OH 45631

FEDERAL RESERVE BANK OF PHILADELPHIA The Federal Reserve Bank of Philadelphia offers its employees competitive salaries, a comprehensive benefits package, and a work environment conducive to career advancement and personal development.

We seek individuals who will support the Bank’s high standards for quality, integrity, and premier customer service.

View and apply online for current opportunities

www.philadelphiafed.org

The Federal Reserve Bank of Philadelphia believes that diversity and inclusion among our employees is critical to our success as an organization, and we seek to recruit, develop and retain the most talented people from a diverse candidate pool. The Federal Reserve Bank of Philadelphia is proud to be an equal opportunity workplace.

9. Clinical nurse specialist

A clinical nurse specialist, or CNS, has the pleasure of working alongside their nursing counterparts to update colleagues on clinical skills, medical equipment, and institutional policies. A CNS may also be involved clinically with patients and provide patient education. They are also often responsible for organizing and implementing orientation for newly hired nurses or nurses who have been found to need additional support and training to perform

AspenPointe is an affirmative action employer. No person is unlawfully excluded from consideration for employment because of age 40 and over, color, disability, gender identity, genetic information, military or veteran status, national origin, race, religion, sex, sexual orientation, or any other applicable status protected by federal, state, or local law.

provide patient education as they are discharged the same day that they arrive.

Nursing is a fantastic career that offers such a variety of workplace settings that a lifelong career as a nurse is possible.

Changing workplace environments can be a daunting thought, however, if one is at a point in their career where 12-hour shifts are no longer right for them, then consider a career change within the field rather than outside of nursing.

Article provided by Constant-Content.com

ASPENPOINTE provides exceptional behavioral health care to our community, one patient at a time. Our continuum of care includes mental health and substance abuse services as well as career and education enhancement programs for individuals and families. From teen, child and family counseling, AspenPointe provides many avenues to help and treat people seeking behavioral health. We strive to hire hard-working, dedicated employees who will join us in our commitment to provide the best services for our community.

We are committed to being the employer of choice. To that end, we offer a comprehensive benefits program in order to attract and retain the best employees.

Learn more about us and our open positions at www.aspenpointe.org.

Public Health Management Corporation (PHMC) is a nonprofit public health institute that creates and sustains healthier communities. PHMC uses best practices to improve community health through direct service, partnership, innovation, policy, research, technical assistance and a prepared workforce.

www.phmc.org

PHMC is an equal opportunity employer.

Centre Square East • 1500 Market Street • Suite 1500 • Philadelphia, PA 19102

Tosoh Bioscience, Inc. (TBI) provides highly sophisticated diagnostic systems to doctor’s offices, hospitals and reference laboratories.

Equal Opportunity Employer M/F/D/V

The employee work environment is fast-paced, challenging and offers opportunities for personal growth and career advancement. TBI employees are focused on the collective vision of providing quality products and services through innovation.

For information regarding job openings at TBI, or to submit an application, please visit the Tosoh Jobs Portal online at: www.tosoh.iapplicants.com Learn more about us at: www.tosohbioscience.com 6000 Shoreline Court • Suite 101 • South San Francisco, CA 94080

Do you enjoy working with children?

If so, look no further!

We have a variety of different opportunities, and are looking for passionate and dedicated professionals to join our team. Our statewide presence means you can work for us anywhere in Arizona. Come join our team, and help us make a difference in the lives of the children and families we serve!

www.ArizonasChildren.org/jobs/ AzCA is proud to be an Equal Opportunity Employer and Affirmative Action employer.

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My ambition is to be myself and be heard.

Synchrony is more than a workplace—we’re a working forward place. A place that helps fulfill ambitions. A place where you’ll ensure customers succeed and we’ll do the same for you: through an extensive Diversity & Inclusion Network, leaders who believe differences are a competitive advantage, and a culture that celebrates you.

Because we know you have goals of your own. And we’re here to help you achieve them.

Our Seven Diversity & Inclusion Networks:

ALTOGETHER BETTER

African American Network+ Asian Professional Engagement Network+ Hispanic Network+ Lesbian, Gay, Bisexual, Transgender+ Network People With Disabilities Network+ Veterans Network+ Women’s Network+

What are you working forward to?

Engage with us at syfcareers.com

EOE, M/F/D/V

March 2019

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equal opportunity employment journal

What Career Is Best for You?

Page 27

by Ellen Mady

BUILD A BETTER PHILADELPHIA

B

efore deciding what career to go into, you need to decide what you want to get out of your career. An ideal combination would be something you love doing that also pays well and fits into the bigger picture of your life, giving you enough time for other pursuits, but not many jobs combine all three. Knowing which of these is most important to you can help you go forward in selecting a career that satisfies your expectations.

Best Paying Careers

If profit is one of you main concerns, embark on a career that pays well.

On average, marketing managers, lawyers, pharmacists, sales managers, software developers, financial managers, dentists, physicians and IT managers all make over $100,000 per year. Physicians top the list with an average $183,170 yearly salary (USnews.com). If you select one of these options as a career, make sure you also consider the time investment involved. Most of these careers require more work hours per week than other professions. Many professionals in these areas work 50 or more hours per week, rather than the 40 hours associated with other professions.

CREATE A CAREER THAT MATTERS

America’s natural gas industry is growing fast. With new technologies and new products it’s leading the charge to a cleaner, greener future.

We’re PGW – the country’s biggest municipal natural gas company – and we’re building a better energy economy for all.

Our award-winning teams are engaged, determined, and rewarded.

Most Flexible Careers

IT managers, attorneys and sales managers have a flexible career as well as a high paying one, as many of them can define their own hours and complete some of their work at home. This benefit comes with performance reviews and experience, though, so don’t expect to be working in your home office at the beginning of your career. Management consultants, tax managers, security engineers, technical sales engineers, clinical research associates, and aerospace engineers are other well paying jobs that are also likely to have flexibility, either in their hours, or in their location (Forbes.com). Interpersonal careers, such as human resource specialists and job recruiters also boast of flexible hours and locations, but have a considerably lower pay scale.

If you are a risk taker and entrepreneur, freelancing or starting your own business offers the highest level of flexibility possible. After all, you become your own boss. You decide what to do, when to do it and where to do it. The success of your undertaking and how much income it brings in will depend on the nature of the services you provide, the amount of time you invest in your company or freelancing, and the market climate.

Most Fulfilling Careers

Choosing the most fulfilling career means something different for each person. It means doing what you love. Many fulfilling careers pay less, but involve helping others and making a difference in your community or exploring a field that brings out your inner identity. Teachers and principals, clergy, firefighters, physical therapists, artists, authors, psychologists and construction machinery operators are among the professionals that consider their careers to be most fulfilling. Frequently, professionals in these areas consider their career to be a calling more than a job.

As you go through the endless list of possible jobs, think about your priorities and what brings you most satisfaction – time, money or inward fulfillment. Sometimes, you can combine all three. If you genuinely enjoy the field of law, for example, you might end up with a high salary, flexibility and fulfillment in your career. If not, decide what is most important and invest yourself there. Remember – it’s never too late to change. If you end up not liking the career you choose, you can always try another later on.

Article provided by Constant-Content.com

Make today the day you make your move to PGW.

Visit pgworks.com/careers

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March 2019

TAKING YOUR CAREER TO NEW HEIGHTS.

Pratt & Whitney is an equal employment opportunity, affirmative action employer dedicated to matching talent and technology. To see our current openings and to learn more about our benefits, connect with us at our Careers website.

Learn more at https://jobs.pw.utc.com/

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Employers and the ADA: MYTHS & FACTS

he Americans with Disabilities Act (ADA) is a landmark federal law that protects the rights of people with disabilities by eliminating barriers to their participation in many aspects of living and working in America. In particular, the ADA prohibits covered employers from discriminating against people with disabilities in the full range of employment-related activities, from recruitment to advancement, to pay and benefits.

The foundation for the ADA is America's promise of equal access to opportunity for all citizens. Being inclusive of people with disabilities — in recruitment, retention, promotion, and in providing an accessible environment — gives businesses a competitive edge. Below are some of the common myths about how the ADA affects employers and research and facts that negate them.

Myth: The ADA forces employers to hire unqualified individuals with disabilities.

Fact: Applicants who are unqualified for a job cannot claim discrimination under the ADA. Under the ADA, to be protected from discrimination in hiring, an individual with a disability must be qualified, which means he or she must meet all requirements for a job and be able to perform its essential functions with or without reasonable accommodations.

Myth: When there are several qualified applicants for a job and one has a disability, the ADA requires the employer to hire that person.

Fact: An employer is always free to hire the applicant of its choosing as long as the decision is not based on disability. If two people apply for a data entry position for which both speed and accuracy are required, the employer

may hire the person with the higher speed and level of accuracy, because he or she is the most qualified.

Myth: The ADA gives job applicants with disabilities advantages over job applicants without disabilities.

Fact: The ADA does not give hiring preference to persons with disabilities.

Myth: Under the ADA, employers must give people with disabilities special privileges, known as accommodations.

Fact: Reasonable accommodations are intended to ensure that qualified individuals with disabilities have rights in employment equal — not superior — to those of individuals without disabilities. A reasonable accommodation is a modification to a job, work environment or the way work is performed that allows an individual with a disability to apply for a job, perform the essential functions of the job, and enjoy equal access to benefits available to other individuals in the workplace.

An employer is always free to hire the applicant of its choosing as long as the decision is not based on disability.

Myth: Providing accommodations for people with disabilities is expensive.

Fact: The majority of workers with disabilities do not need accommodations to perform their jobs, and for those who do, the cost is usually minimal. According to the Job Accommodation Network (JAN), a service from the U.S. Department of Labor's Office of Disability Employment Policy, 57% of accommodations cost absolutely nothing to make, while the rest typically cost only $500. Moreover, tax incentives are available to help employers cover the costs of accommodations, as well as modifications required to make their businesses accessible to persons with disabilities.

Myth: The ADA places a financial burden on small businesses that cannot afford to make accommodations for individuals with disabilities.

Fact: Businesses with fewer than 15 employees are not covered by the employment provisions of the ADA. Moreover, a covered employer does not have to provide a reasonable accommodation that would cause an "undue hardship." Undue hardship is defined as an action requiring significant difficulty or expense when considered in light of factors such as an organization's size, financial resources and the nature and structure of its operation.

Myth: ADA lawsuits are flooding the courts.

Fact: The majority of ADA employment-related disputes are resolved through informal negotiation or mediation. The Equal Employment Opportunity Commission (EEOC), which enforces the ADA's employment provisions, carefully investigates the merits of each case and offers many alternatives to litigation as a

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equal opportunity employment journal

Parker Hannifin provides many opportunities for you to further your career. We offer a variety of established career paths in engineering, accounting, marketing, sales, business analysis, human resources, information technology and production.

To view a complete listing of open positions at Parker Hannifin, visit online at:

www.parker.com

4400 East Highway 30 • Kearney, NE 68847 Parker Hannifin is an EO Employer, M/F/V/D

Valley View School District 365U and the Board of Education, in partnership with the diverse community we serve, will maintain a safe environment for students and staff by providing encouragement for engaged learning opportunities that result in continuous improvement for all students.

Valley View School District shall not discriminate on the basis of race, color, national origin, sex, age, religion, handicap, sexual orientation, or gender identity in its programs and activities.

801 W. NORMANTOWN ROAD | ROMEOVILLE, IL 60446 | EOE

To view and apply for current opportunities, visit: www.vvsd.org Working at Minnehaha Academy is a rewarding and fulfilling experience.

We seek the very best faculty to educate our students along with the very best staff to support the faculty, students, parents and alumni of Minnehaha.

Minnehaha is dedicated to excellence in all that we do, while striving to be a caring community in which we work.

Minnehaha Academy is an EEO/AA Employer.

4200 W. River Pkwy.

Minneapolis, MN 55406

Learn more about us and view or apply online for current open positions.

www.minnehahaacademy.net 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.

Chattanooga, TN • Kingsport, TN Knoxville, TN • Memphis, TN Nashville, TN • Tupelo, MS Visit our website for information and current job opportunities:

www.powerequipco.com

BRYANT-DURHAM is a full-service specialist for Electrical and HVAC needs.

5102 Neal Road • Durham, NC 27705

Ph: (800) 849-2526 • www.bryantdurhamelectric.com We stand in support of equality for and advancement of all people based on their qualifications and actions alone without regard to race, gender,age, religion, national origin or disability.

March 2019

way to resolve any potential problem. The Job Accommodation Network (JAN) www.AskJAN.org number of ADA employment-related cases, 1-800-526-7234 (V/TTY) whether filed privately or by the EEOC, JAN is a free, confidential service from represents a tiny percentage of the millions the U.S. Department of Labor's Office of of employers in the U.S. Myth: The ADA is frequently misused by Disability Employment Policy that propeople with vague complaints or diagnoses. vides individualized accommodation solutions and technical assistance on the ADA. Fact: If an individual files a complaint of Among the areas that JAN can address are: discriminatory treatment, denial of accomAccommodation options and low-cost modation or harassment under the ADA solutions and does not have a condition that meets Hiring, retaining and promoting qualified its definition of disability, the complaint employees with disabilities is dismissed. While claims by people with Employer responsibilities under the ADA false or minor conditions may get considerAddressing accessibility issues, including able media attention, the reality is that these accessible technology complaints are usually dismissed.

Equal Employment Opportunity Myth: The ADA protects employees who Commission (EEOC) have difficult or rude personalities or are www.eeoc.gov troublemakers.

1-800-669-4000 (V); 1-800-669-6820 Fact: Improper behavior in and of itself (TTY) does not constitute a disability, and havThe EEOC enforces the ADA's employing a disability does not excuse employees ment provisions. The section of its Web site from performing essential job tasks and foltitled "Disability Discrimination" provides lowing the same conduct standards required access to numerous publications, includof all employees. The courts have consising several specifically designed to answer tently ruled that "common sense" conduct employer questions and concerns. standards, such as getting along with coU.S. Department of Justice (DOJ) ADA workers and listening to supervisors, are legitimate job requirements that employers Home Page www.ada.gov can enforce equally among all employees.

800-514-0301 (V); 800-514-0383 (TTY) Myth: Under the ADA, an employer canThe ADA Home Page includes many not fire an employee who has a disability. excellent resources for employers. The Fact: Employers can fire workers with "ADA Business Connection" section of the disabilities under three conditions: site includes business briefs and tax incenThe termination is unrelated to the distive information. ability or Americans with Disabilities Act The employee does not meet legitimate requirements for the job, such as perfor- National Network www.adata.org mance or production standards, with or 1-800-949-4232 (V/TTY) without a reasonable accommodation or The Americans with Disabilities Act Because of the employee's disability, he or she poses a direct threat to health or National Network, sponsored by the U.S. Department of Education's National safety in the workplace.

Institute on Disability, Independent Living, Resources to Assist Employers and Rehabilitation Research, consists of 10 A number of resources are available to regional centers and an ADA Knowledge assist employers in understanding their Translation Center which provide ADA responsibilities under the ADA: information, training and technical assistance across the nation.

If an individual files a complaint of discriminatory treatment, denial of accommodation or harassment under the ADA and does not have a condition that meets its definition of disability, the complaint is dismissed.

Article provided by the U.S. Department of Labor

March 2019

equal opportunity employment journal

Page 31

The U.S. Secret Service is seeking qualified individuals with diverse skills and backgrounds who are interested in a challenging career with our federal law enforcement agency.

Find out more at www.secretservice.gov or call us at 888-813-USSS 202-406-5370 (Deaf and Hard of Hearing)

Page 32

equal opportunity employment journal

March 2019

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