EOEJOURNAL_FEB/MAR 2022

eoe journal

Feb/March 2022

eoejournal

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equal opportunity employment journal

Table of Contents

Editorial Comment

A

quick search around the internet , you can

find any number of sites with inspiring stories of black Americans doing magnificent things, and February, Black History Month, is the perfect time to do such a search. Black Americans have been integral to our country's history, and the breadth of their impact and contributions is vital to understanding the fabric of our nation. I've compiled a few links (below) to help you learn more: Library of Congress - Digital Collections

https://www.loc.gov/collections/?fa=subject:african+ american+history

Black Past

March 2022

3 Must-Have Skills to Help UX/UI Designers Stand Out

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Black History Month: What Is It, and Why Do We Need It?

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It's Not About The Job; It's About Your Life!

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Women in The Workplace: Why Women Make Great Leaders & How to Retain Them

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Career Exploration – Career Change Done Right!

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Minorities in Healthcare: Adjusting with the Times and Paving the Path for Healthcare Diversity

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9 Traits of A Great Nurse

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Hiring Vets: Ways to Support Veterans in the Workplace

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What is an Infrastructure Engineer?

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8 Ways To Build Diversity And Inclusion in Your Work-From-Home Plan

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https://www.blackpast.org/

Black Women’s Suffrage https://blackwomenssuffrage.dp.la/

Teen Vogue https://www.teenvogue.com/story/black-women-inhistory-united-states

Most influential AA in Academia https://collegecliffs.com/most-influential-black-leaders-academia/

The ROOT 100 - 2021 https://www.theroot.com/list/the-root-100-2021

Lisa Petty, Editor Equal Opportunity Employment Journal The eoejournal is published bimonthly

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

Advertising and Editorial mailing address:

7000 N. 16th Street Suite 120-315 Phoenix, AZ 85020 Phone: 602-604-9133 EOEJ accepts freelance editorial contributions for publishing. Submissions must be on the subject of jobs, job searching, employment opportunities and/or related subjects. Email submissions to graphics@eoejournal.com

visit www.eoejournal.com

Darkness cannot drive out darkness; only light can do that.

Hate cannot drive out hate; only love can do that.

- Martin Luther

King Jr.

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JOIN OUR TEAM

coherent.com/HR

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equal opportunity employment journal

March 2022

3 Must-Have Skills to Help UX/UI Designers Stand Out

R

by Douglas Bantz

ight now, the market for UX/ are in greater demand than ever UI designers reflects the before. Learning to communicate same momentum as the rest design decisions, articulate your of the digital development indusprocess and work collaboratively try. Businesses caught short-handed are as much in demand as Optimal Workshop, Figma and Miro. during the pandemic are competing Client experience is a must, as for talent like never before. While is understanding that projects we were all dealing with bad checkout processes, confusing forms are not always going to follow and patchwork retail experiences a prescribed, templated UX/UI that were hastily assembled while process. Designers need to have we were quarantining, consultanenough confidence in their skills cies and agencies were dealing to know how to solve problems, Skills that take you past just with the train car effect of budgets not which software makes the proficiency with specific tools are in being frozen and then approved— coolest screen transitions. leading to more work than many Hiring managers need people greater demand than ever before. could handle. that they can trust to communiMid- and senior-level UX/UI designers are quickly climbing cate well with stakeholders and need minimal oversight. They the ranks, and managers are left combing their networks for have too many other projects and meetings to juggle, and staff for qualified talent to backfill, keeping the opportunity if they’ve been recently promoted, they themselves are trypipeline very full. So, what does that mean for the entry-level ing to figure it all out as well. Even in well established businesses that have distinct roles, you as a designer are going to designer? Opportunity.

Skills that take you past just proficiency with specific tools need to operate as if you’re in a startup—do everything well,

Teledyne provides enabling technologies for industrial growth markets. We have evolved from a company that was primarily focused on aerospace and defense to one that serves multiple markets that require advanced technology and high reliability.

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Learn more about us at:

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It is the policy of Teledyne Technologies to base all employment decisions on principles of Equal Employment Opportunity and take Affirmative Action in the employment of women, minorities, individuals with disabilities and veterans.

March 2022

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put in the hours, over-communicate, and demonstrate your value.

So, where are the gaps? Here’s what the market needs and what designers can address in their next hiring interview:

Designers that can handle client project work.

Now that budgets are thawing and deals are being signed, clients have more work than ever before. With the autonomy these projects require, hiring managers want designers with real world experience that they can rely on to take the project and run with it, regardless of being entry level, so having client work on your resume is a must-have.

Designers that can help their managers manage.

Employees that are self-sufficient and can hold their own, even if they don’t have years of experience, are in high demand. These employees are team players and step up to lead despite resource shortages and will be the first promotions when the dust settles.

Designers that can clear the backlog.

There’s a need to dive in and clear out all of the work that has been piling up, and to do so with the passion and curiosity that only a new designer can bring to the table. For those that see every challenge as an opportunity, the opportunities will keep getting bigger and better.

So, if you’re just starting your career, or maybe you’re enrolled in coursework or a UX/UI bootcamp, make sure that you’ve chosen one that helps train you in the above: real team projects, collaborative work environments, extensive feedback from professionals and exposure to client work. If you learn, network and immerse yourself in the work, the opportunities are there for the taking.

Article provided by Dice.com Dice is the leading career destination for tech experts at every stage of their careers. Douglas Bantz is an educator, practitioner, mentor and advocate for all things that help people use technology for good. He is the Lead UX/UI Curriculum Developer at Coding Dojo and is excited to launch the company’s UX/UI Design Online Part-Time program, built in consultation with working professionals. He still finds time to practice what he preaches and knows that where business and education intersect is where the real learning takes place.

If you learn, network and immerse yourself in the work, the opportunities are there for the taking.

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equal opportunity employment journal

March 2022

WHAT IS IT AND WHY DO WE NEED IT?

by Alem Tedeneke

• A continued engagement with history is vital as it helps give context for the present.

• B lack History Month is an opportunity to understand Black histories, going beyond stories of racism and slavery to spotlight Black achievement.

• This year’s theme is The Black Family: Representation, Identity and Diversity, and will explore the African diaspora.

Here’s what to know about Black History Month and how to celebrate it this year: Have you read?

Black Lives Matter – where are we now and what can you do?

C OVID-19 has hit Black Americans hardest. Healing this divide would lift the nation H ow to have conversations on race with African American and Black employees

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Together, we can make creative and innovative ideas flow more freely.

Parker Hannifin Fluid Control Division

95 Edgewood Avenue • New Britain, CT 06051 Join our global workforce of approximately 58,000 employed in operations, lean, communications, engineering, supply chain, human resources, accounting, information technology, manufacturing, marketing, and sales. View open positions and apply:

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VEVRAA Federal Contractor, Minority/Female/Disability/Veteran

March 2022

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How did Black History Month begin?

Black History Month’s first iteration was Negro History Week, created in February 1926 by Carter G. Woodson, known as the “father of Black history.” This historian helped establish the field of African American studies and his organization, the Association for the Study of Negro Life and History, aimed to encourage “people of all ethnic and social backgrounds to discuss the Black experience ”.

“Those who have no record of what their forebears have accomplished lose the inspiration which comes from the teaching of biography and history.” - Carter G. Woodson His organization was later renamed the Association for the Study of African American Life and History (ASAALH) and is currently the oldest historical society established for the promotion of African American history.

Why is Black History Month in February?

February was chosen by Woodson for the week-long observance as it coincides with the birthdates of both former US President Abraham Lincoln and social reformer Frederick Douglass.

Both men played a significant role in helping to end slavery.

Woodson also understood that members of the Black community already celebrated the births of Douglass and Lincoln and sought to build on existing traditions. “He was asking the public to extend their study of Black history, not to create a new tradition”, as the Association for the Study of African American Life and History (ASAALH) explained on its website.

Our Employees Connect Brilliant Minds Every Day

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 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.

We at IEEE realize how fortunate we are to work with the best and brightest.

How did Black History Month become a Our mission is to advance national month of celebration? technology for humanity, By the late 1960s, thanks in part to the civil-rights moveand we do so from one of ment and a growing awareness of Black identity, Negro History Week was celebrated by mayors in cities across the country. the best places to work in Eventually, the event intorealize Black History on manywe are Weevolved at IEEE howMonth fortunate to Jersey. work with the New

Our Employees Connect Brilliant Minds Every Day 13-HR-0095-BPTW 2013 Ad-EEOC-Final.indd 1

college campuses. bestGerald and Ford brightest. mission is to advance technology In 1976, President officiallyOur recognized Black Come Join Us! Visit www.

History month. In his speech, President Ford urged Americans for humanity, and we do so from one of the best places to “seize the opportunity to honor the too-often neglected acieee.org to view details complishments ofto Black Americans in every area of endeavor work in New Jersey. about open positions in throughout our history”. one of our four offices: Los Since his administration, every American president has recCA;about New York, Come Join Visit www.ieee.org to Alamitos, view details ognized Black History Month andUs! its mission.

But it wasn’t until Congress passed “National Black History Month” into law in NY;Los Piscataway, NJ; and open positions in one of our four offi ces: Alamitos, 1986 that many in the country began to observe it formally. The Washington, DC of this struggle NJ; for and Washington, DC law aimed to make all New Americans CA; York,“aware NY; Piscataway, freedom and equal opportunity”.

3/15/13 4:13 PM

2013

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

Why is BlackThe History Month celebrated?

IEEE is an affirmative action/equal opportunity employer M/F/D/V. Initially, Black History Month was a way of teaching students and young people about Black and African-Americans’ contributions. Such stories had been largely forgotten and were a neglected part of the national narrative.

Now, it’s seen as a celebration of those who’ve impacted not just the country but the world with their activism and achievements. In the US, the month-long spotlight during February is an opportunity for people to engage with Black histories, go beyond discussions of racism2013 and Ad-EEOC-Final.indd slavery, and highlight 13-HR-0095-BPTW 1 Black leaders and accomplishments.

3/15/13 4:13 PM

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What is this year’s Black History Month theme?

Every year, a theme is chosen by the ASAALH, the group originally founded by Woodson. This year’s theme is The Black Family: Representation, Identity, and Diversity and will explore the diasporic nature of the African family – both the individual families whose members are spread out across different states, nations and continents, but also the wider perception of the African diaspora as the “Black family at large”.

In addition, organizations like Black Lives Matter are using the month to look ahead, celebrating Black Future Month, as well as black history.

Is Black History Month celebrated anywhere else?

In Canada, they celebrate it in February. In countries like the United Kingdom, the Netherlands, and Ireland, they celebrate it in October. In Canada, African-Canadian parliament member Jean Augustine motioned for Black History Month in 1995 to bring awareness to Black Canadians’ work.

When the UK started celebrating Black History Month in 1987, it focused on Black American history. Over time there has been

March 2022

more attention on Black British history. Now it is dedicated to honouring African people’s contributions to the country. Its UK mission statement is: “Dig deeper, look closer, think bigger”.

Why is Black History Month important?

For many modern Black millennials, the month-long celebration for Black History Month offers an opportunity to reimagine what possibilities lie ahead. But for many, the forces that drove Woodson nearly a century ago are more relevant than ever.

As Lonnie G. Bunch III, Director of the Smithsonian Institution said at the opening of the Washington D.C.’s National Museum of African American History and Culture in 2016: “There is no more powerful force than a people steeped in their history. And there is no higher cause than honouring our struggle and ancestors by remembering”.

Black History Month 2022 Theme

This year’s theme, “Black Health and Wellness,” focuses on the importance of Black Health and Wellness by acknowledging the legacy of Black scholars but also “other ways of knowing (e.g., birthworkers, doulas, midwives, naturopaths, herbalists, etc.) throughout the African Diaspora.”

Article provided by weforum.org

March 2022

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Hot Lab. Cool Science. Your Future.

At PPPL, we aspire to provide a positive work environment that respects all individuals and encourages excellent work performance and high morale. We provide comprehensive benefits and policies that help employees achieve work life balance and strive to offer programs and services that promote Princeton’s commitment to affirmative action, equal employment opportunity, equity, diversity and inclusion.

Employees are our most valuable — and valued — resource.

Our engineers have been at the heart of PPPL’s mission to develop fusion energy as a clean, affordable, and

virtually inexhaustible source of electricity since the Laboratory began more than 50 years ago.

Today, engineers are working on several

scientific knowledge to enable fusion to

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CAD designers, electrical and mechanical

tasks to help the Laboratory carry out its understanding of plasmas from nano- to astrophysical scale and developing the

power the U.S. and the world. They include engineers, system analysts, project managers and many other roles.

.

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equal opportunity employment journal

March 2022

NOW HIRING

Associate Director for Scientific Strategy, Innovation, and Management National Institute on Aging • National Institutes of Health • Department of Health and Human Services

The Person: The role of the Associate Director is

categorized into four primary functional areas: scientific strategic planning; science management; science innovation; and inter-agency collaboration and liaison. The ideal candidate will have considerable expertise in aging research, science policy, clinical research management and evaluation. The position requires superior executive leadership and communication skills to effectively brief NIA, NIH, HHS, and Congressional staff on high-level research accomplishments in both Alzheimer’s Disease/ Alzheimer’s and Related Dementias (AD/ADRD) as well as aging research in general, including gaps in scientific knowledge and access to needed services.

The Challenge: The Associate Director will serve as

a senior level leader on behalf of the NIA Director, the NIH Director, and the HHS Secretary in trans-NIH, HHS, and other Federal governmental scientific task forces, meetings, and working groups. These efforts include: fostering and coordinating biomedical research that is focused on identifying risk factors, developing treatments and interventions, analyzing services, and data collection; utilizing global networks to communicate and disseminate the Institute’s mission and objectives, as well as monitoring future deliverables such as experimental standards, ethical guidelines, training mechanisms, data-sharing platforms, and neurotechnologies. The Associate Director will be expected to undertake research planning and coordination efforts in a manner that fosters cohesive, exemplary performance, and maintain effective collaborations between Federal departments and agencies.

Information about the NIA is available at: www.nia.nih.gov.

Position Requirements: Candidates must have an

M.D., Ph.D., or equivalent degree in a field relevant to one or more scientific areas of aging research. This position will be filled under a Title 42(f) excepted service appointment.

Salary/Benefits: Salary is competitive and will be

commensurate with the experience of the candidate. A recruitment or relocation bonus may be available, and relocation expenses may be paid. A full package of federal Civil Service benefits is available, including: retirement, health and life insurance, long term care insurance, leave, and a Thrift Savings Plan (401K equivalent). The successful candidate is subject to a background investigation and public financial disclosure requirements.

How to Apply: Applicants must submit a current

curriculum vitae, bibliography, and full contact details for three references. In addition, applicants are asked to prepare two statements: a vision statement and a statement that addresses the specific qualification requirements (please limit both statements to two pages each). Send application package to NIAJobs@mail.nih.gov.

NIA will begin accepting applications on January 26, 2022 and plans to have the position open for 60 days.

You may contact Jessica Moreno with questions and for more information about this vacancy at morenojs@mail.nih. gov or 301-402-7719.

HHS and NIH are Equal Opportunity Employers

For more information, please click this link:

https://www.nia.nih.gov/associate-director-scientific-strategy-innovation-and-management

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It's Not About The Job; It's About Your Life!

W

In my opinion, there are more profound issues to consider hen it comes to job search and career development, I think 99% of the population has it wrong than “the job.” So, I ask my clients such questions as, “What and “does it backwards.” This realization comes sort of life do you want to lead; What kind of lifestyle appeals from my more than 25 years of experience as a Career to you most; What are your biggest priorities; What are your core values; What do you love doing most; What kind of work Coach, and after working with do you do best; How do you literally thousands of clients. want to spend your time; What Looking back, I believe that “What sort of life do you want to lead; would be your ideal quality of this opinion has been developWhat kind of lifestyle appeals to you most; life; How important is salary to ing in my mind for many years. you? What would your perfect What are your biggest priorities; But it was only recently that work-day look like?” and so on. my thoughts crystallized into a What are your core values?"

Simply stated, it’s not about form that I could express in a what kind of JOB you want; it’s succinct message.

New clients often feel anxious about their career situations, about what kind of LIFE you want!

When clients are faced with questions like these, they often and express a great sense of urgency or even panic about finding a new job quickly. Their focus is almost always on the JOB – stare at me, perplexed, wondering “what language I’m speak“I need a new job; I have to get a job fast; Please help me land ing.” They frequently respond by saying, “Those questions are a better job now,” etc. While I understand this experience, I all good and fine, but I have to find a job!” To which I reply, always try to shift the focus of the conversation to other, more “Why do you need a new job? What kind of job? How will this important questions. You might ask, “For a person in career new job align with your career goals? What makes you think transition or out of work, what could be more important than that your next job will be any better than the other jobs you’ve had (and often disliked)? How does your career fit into your quickly finding a new job?”

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overall life plan?” Predictably, the client will usually then say, “Life plan? What life plan?”

As I stated above, the problem is that most people “have it backwards.”

Instead of “Ready, Aim, Fire,” they’re doing “Fire, Aim, Ready.” So of course they “miss the mark.” It’s not surprising that many people are lost or confused in their work-lives. No wonder so many people feel stuck and “tied in knots” with regard to their careers.

I don’t blame them! In fact, I can empathize. In my earlier years, I suffered through my own career struggles. It’s the way we’re raised in this culture.

We are taught to focus on “getting a good job.” We are told to “always have a job,” even if that job happens to be making us miserable. No one suggests that we should focus on building a life; as opposed to just pursuing a career or landing a job.

In simple, graphic terms, here is the message most of us receive – and live by: MODEL #1: (1) Job > (2) Career > (3) Life(style): In this order Explanation of Model #1: Get out of school and get a job (usually by accident or by chance). The job (or series

Vividly imagine the type of life you want to have and the lifestyle you want to live. of similar jobs) shapes your career, which then determines your overall life experience. This mindset is generally “unconscious” and passive, such that your work becomes not much more than a routine or habit. The problem is that in 99% of cases, this model doesn’t work – at least, not over the long-term.

We are constantly growing and adapting to the changing technology of our world.

March 2022

Instead, I coach my clients (and I urge YOU) to flip the formula around. I believe this is a much healthier, more productive construct: MODEL #2: (1) Life(style) > (2) Career Job > (3) Job: In this order Explanation of Model #2: Vividly imagine the type of life you want to have and the lifestyle you want to live. Once this image is crystal clear in your mind, commit yourself to it completely. Determine which career(s) would enable and support that particular life and lifestyle.

Then, research and analyze the employment world to identify the specific job(s) that would sustainably manifest the life you envision. This model is proactive and deliberate, and it places you “in the driver’s seat” with purpose and passion! It is also sustainable over an entire career.

I realize that this model runs counter to our cultural and business norms.

It might even confound or upset some people because it’s unfamiliar, uncomfortable and perhaps even threatening.

Let me say again – model #1 is broken, and it leads far too many people to career despair. When people shift their "Your Life" continued on page 29

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Page 13

WHEN YOU WORK HERE, YOUR WORK MATTERS. You’ll find we offer competitive salaries, excellent benefits, and a chance to learn and grow. But when you join the Philadelphia Fed, you’ll also contribute to our shared mission to strengthen the economy and help communities thrive.

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

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

View and apply online for current opportunities

www.philadelphiafed.org/careers

We are an equal opportunity employer committed to hiring the best candidates regardless of race, religion, ethnicity, age, sex, sexual orientation, gender identity, or any other basis prohibited by law. We strive to be a place that respects the strengths and differences of our employees.

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March 2022

WOMEN IN THE WORKPLACE: Why Women Make Great Leaders & How to Retain Them

O

rganizations that don’t realize the importance of women in the workplace are missing out.

Besides doubling your talent pool, more women may also improve your company’s performance.

Previous research has shown that women in the workplace and gender diversity is key for organizations’ bottom lines: Fortune 500 companies with the highest representation of women on boards financially outperform companies with the lowest representation of women on boards.

Gender-diverse teams have higher sales and profits compared to male-dominated teams. A recent Gallup study found that gender-diverse business units have higher average revenue than less diverse business units.

But the benefits of having more women in the workplace are not limited to just financial gains.

Women in the Workplace & Workplace Well-Being Having more women in the workplace actually makes an organization a better place to work, for people of all genders, our research found.

In a large survey study, we asked hundreds of respondents to estimate what percentage of individuals in their workplace were women.

Answers ranged from 0–100%, with the average being about 45% (pretty close to the U.S. national workplace average). We then asked them a number of questions about their workplace environments.

Results showed that having a higher percentage of women in the workplace predicted: • More job satisfaction; • More organizational dedication; • More meaningful work; and • Less burnout.

But that’s not all — we found that having more women in the workplace was also positively related to employee engagement and retention. Specifically, when asked why they stay with

Organizations that don’t realize the importance of women in the workplace are missing out. their current employer, people from organizations with a high percentage of women were more likely to cite positive and meaningful organizational culture, including having: • Enjoyable work; • A job that fits well with other areas of their life; and • Opportunities to make a difference.

These new findings persist, regardless of participants’ age, industry, organization size, leadership level, ethnicity, and gender.

In fact, our findings were even stronger for men on some measures. Specifically, men reported being more satisfied with their job, enjoying their work more, and not feeling as burned out if they worked for companies that employed higher percentages of women.

3 THINGS WOMEN IN THE WORKPLACE WANT

Given this finding, you might be considering what you can do to attract, retain, and promote women in your organization. Our study also asked women about what they want from the workplace. Here’s what we found:

Women Want a Calling — Not Just a 9-to-5 The most common reason women gave for staying with their current employer was that their job fits well with other areas of their life, followed by enjoying the work that they do, and believing that their job gives them the opportunity to make a difference.

Moreover, many women talked about having personally meaningful work that connects to their values, purpose, and work-life balance. Together, these reasons describe a specific type of employment that social scientists refer Continued on page 16

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careers @ the

COMMITMENT TO DIVERSITY AND INCLUSION The Bank will be known as an inclusive organization where diversity is respected and leveraged to effectively serve our region, The Federal Reserve System and the Treasury.

Our words, actions and culture promote a workplace of inclusion and belonging where all employees have the same opportunity to contribute and succeed.

Challenging and Rewarding Work Professional Growth and Training Career Opportunities

Equal Opportunity Employer • www.KansasCityFed.org

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March 2022

Continued from page 14

to as “a calling.” Callings are jobs that people feel drawn to pursue; find intrinsically enjoyable and meaningful; and see as a central part of their identity. Research shows that experiencing work as a “calling” is related to increased job satisfaction.

Women Want Flexibility in Where, When & How They Work When women were asked to rate the importance of workplace perks and benefits, flexibility concerns rose to the top of the list. Paid time off was rated as the most important perk, followed by healthcare benefits, paid leadership development, flexible schedules, and opportunities to move up in the organization.

Compared to a control group of men, women also rated paid time off and working from home as higher priorities. Flexibility might be particularly critical when it comes to retaining talented women who also want to raise families — women with children rated having a flexible schedule and being able to work from home as more important compared to women who didn’t have children.

Yet, research has found that women are actually less likely to get this much-needed flexibility than men are. Stand out as a great organization for women by offering equitable flexibility.

Women Want Real Leadership Opportunities

If you are enthusiastic about the public sector, customer service, and seek a team environment where everyone’s ideas are valued, we want to meet you.

Join a dynamic team that encourages growth, diversity, opportunity and excellence.

icmarc.org/about-us/careers

777 North Capitol Street NE Washington, DC 20002 MissionSquare Retirement is proud to be an Equal Opportunity Employer.

In our sample, women were just as likely as men to be interested in raises, promotions, and leadership development opportunities. They were also just as likely to ask for and accept leadership opportunities.

But women in the workplace expressed different reasons for turning down leadership opportunities compared to men. Men typically turned down positions because they didn’t want them (e.g., not interested in the role, didn’t like the supervisor, didn’t want to relocate, didn’t want to work longer hours, or didn’t get offered enough money). While some women shared these concerns, women also uniquely mentioned that they were not confident in their qualifications, not sure that others would support them, and were worried that they were being set up for failure.

Unfortunately, research suggests that these concerns among women are valid. Studies show that organizations expect women to be more qualified than men for the same positions, and that leadership opportunities for men often come with more resources (funding, supervisor support, team size) compared to women’s leadership opportunities.

What’s more, women are more likely to get “glass cliff” positions — leadership opportunities that are high stakes, precarious, and have a high likelihood of failure.

Given this, it’s not surprising that many women said that the single most important thing organizations can do to attract and retain talented women is to admonish sexism and offer gender parity in pay, experiences, and opportunities for success.

What Organizations & Leaders Can Do to Support Women in the Workplace Based on these findings, here are a few things organizational leaders can do to help women (and people of all genders) get what they want out of work:

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equal opportunity employment journal

Help employees find meaningfulness and enjoyment in their work. Take the time to learn about their personal values, passions, strengths, and life goals. Brainstorm ways to integrate these things into their career. Small changes in how work is framed and executed can go a long way toward turning a job into a calling.

When possible and practical, support people in working remotely, and allow them to work hours that make sense for their lives outside of work. Creative solutions such as job sharing (having multiple people share one role), virtual work teams, and sabbatical options can help employers find the best talent no matter where or when they need to work.

Give all genders equal opportunities to get promotions, raises, and develop their leadership skills — coupled with the resources and support system they need to achieve success.

Effective leader development experiences need to be challenging, yet obtainable, with clear rewards for efforts and successes. Provide mentoring and sponsoring to support talented women with a network of champions.

We all know that working women are here to stay, but if you want talented women leaders to stay in your organization, it’s time to give women what they want from work.

These are just some of the many findings of our research report on women leaders in the workplace, based on responses from almost 750 leaders and aspiring leaders. Download our full white paper to dig deeper into our findings about women in the workplace and to learn how your organization can attract, retain, and promote top talent of all genders.

When possible and practical, support people in working remotely.

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Leading Effectively Staff This article was written by our Leading Effectively staff, who analyze our decades of pioneering, expert research and experiences in the field to share content that will help leaders at every level. Subscribe to our emails to get the latest research-based leadership articles and insights sent straight to your inbox.

Article originallypublished by the Center for Creative Leadership

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equal opportunity employment journal

March 2022

Career Exploration – Career Change Done Right!

by John Groth

Y

ou're ready to take the next step in making a career possible questions or additional areas of research.

Search the internet and find a national or better yet a local change. Now you have to find the right career for you.

You've looked carefully at you talents and skills. association based on the proposed career. They should be able to answer your questions You've listed all of your concerning the career; also, interests including what Critical career information that you their website will contain you do not want to do as a additional career informacareer. Now you need to find need to uncover in your career research tion. Normally these assoand gather up all the inforincludes: job descriptions, experience ciations have regional and mation the careers in which national meetings. It may you have an interest. requirements, educational needs, current be productive to attend Critical career information salaries, special training requirements and these meeting and get adthat you need to uncover ditional questions answers in your career research intrends with industries and where and to network with those cludes: job descriptions, you might be employed. working in your targeted experience requirements, career. educational needs, current The association will have members in your area. Also, search salaries, special training requirements and trends with indusLinkedIn for those working in the career. Make contact with a tries and where you might be employed.

More career information is better than having gaps in your dozen or so professionals working in the career. Contact them research. The information on the proposed careers can at and ask if they would be available for a short, fifteen minutes times be overwhelming. You'll be able to make sense of it all or so, informational interview. Do some research on how to by taking it one piece at a time. Keep notes and write out get the most out of your contact. Write out your questions.

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Visit ridelbt.com/careers to apply online.

www.williams-int.com/careers 2000 Centerpoint Parkway • Pontiac, MI 48341 Williams International is committed to equal employment opportunities for all individuals regardless of race, color, religion, sex, national origin, age, disability, and protected veteran status.

March 2022

equal opportunity employment journal

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equal opportunity employment journal

GROW IN A CULTURE OF INCLUSIVENESS AND EMPOWERMENT

March 2022

In the informational interview you are not looking for a job but rather you are looking for career information. Ask for referrals on the names of others that may provide you with additional information. It's polite to send a thank you note.

Keep your network informed on your progress.

Be aware that career information is rapidly changing.

Industries that were important a few years age are morphing into other activities. Are the careers are keeping pace with the exciting changes?

Job and career internet forums are another great source of career information. You can ask questions and review the career related answers. All will give you current career based information. Moreover, industry trends and projects are discussed in these forums.

You may find that a career at your first look or recommendations from others you thought would be a good fit but you now decide to go in a different direction. Thank yourself in finding this out now rather that a year or two into an unsatisfactory career change. Keep looking, keep gathering information, do your due diligence and you will find the right fit.

Stay flexible; to qualify for the right career might require several interim jobs. Your research will outline the path for you.

Overall career knowledge is power. It will point you in the direction of your dream career, give you information to qualify for the wanted position and make the career change on your terms rather than something you cannot control. Happy hunting and exploring! Career study, research and career planning can pay big dividends.

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Prestera Center provides clients and their families the highest quality of care ranging from

At UCLA Health, it takes people from all backgrounds, as well as those from a wide-variety of non-clinical specialties to make our world-renowned care possible.

We’re proud to be one of Forbes’ “Best Employers for Diversity” as well as U.S. News & World Report’s #1 hospital in California and #3 in the nation.

outpatient services to 24-hour emergency care and residential substance abuse treatment.

wCase Manager wDirect Care Staff wRN’s & LPN’s wGeneral Psychiatrists wTherapist

If you’d like to contribute to a world-class health provider within a culture that inspires and empowers great achievements, explore our openings in: • Nursing

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We offer excellent benefits, including health/dental/vision, 401(k), paid vacation, sick & holiday time, incentive pay, and tuition reimbursement. On-line application can be submitted at EOE/AA

www.prestera.org/careers

March 2022

equal opportunity employment journal

Page 21

MINORITIES IN HEALTHCARE: Adjusting with the Times and Paving the Path for Healthcare Diversity

T

he United States, by its very nature, constantly undergoes significant demographic change. By 2050, the current minorities, or non-white population, in the United States will become the majority, according to a 2019 study. However, population statistics alone won’t mean that people of color truly have representation. Even as future majority, today’s minorities will continue to face the same issues if no actions are taken to further expand diversity and inclusion. Through deliberate and careful effort, increasing minorities in healthcare will pave the way for healthcare diversity. By increasing diversity in healthcare, professionals can address the racial and ethnic healthcare disparities which echo across multiple dimensions of population health. Moral and ethical dilemmas also play into these disparities, resulting in misdiagnoses and poor management of chronic conditions.

Our compassionate care nurtures

lasting connections Redeemer Health provides compassionate care across every stage of life.

careers.holyredeemer.com Equal Opportunity Employer

Oak Valley Hospital

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

If you would like to join our team, please email resumes to Human Resources Department at hrapplications@ovhd.com.

For more information visit:

oakvalleyhospital.com This organization does not discriminate in any way to deprive any person of employment opportunities or otherwise adversely affect the status of any employee because of race, color, religion, sex, sexual orientation, genetic information, gender identity, national origin, age, disability, citizenship, veteran status, or military or uniformed services, in accordance with all applicable governmental laws and regulations.

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equal opportunity employment journal

March 2022

Diversity leads to increased patient choice and satisfaction

As the minority population continues to grow, so does the need for increased minority representation in healthcare.

Healthcare organizations must adjust to the times to constantly seek improvement and patient satisfaction. As more organizations develop patient satisfaction-based cultures, it’s important to connect with every patient who walks in the door. Racial patients who have a choice in their physicians are more likely to select those sharing their own race or ethnic background because they feel a stronger personal connection in terms of language and cultural sensitivity, according to a study by John Hopkins University. However, the sad truth remains— patients don’t always have the luxury to choose their physicians because of both the organizational structures of healthcare and a fundamental lack of diversity.

By increasing diversity, however, hospitals can provide patients with the choice of physician, helping every patient feel comfortable and confident when seeing a doctor.

As the minority population continues to grow, so does the need for increased minority representation in healthcare.

Perhaps even more important than comfort, patients choose to trust physicians who share a similar ethnic background more than a patient who doesn’t, according to US News. Furthermore, a patient that has a provider that represents them feels more empowered to ask questions . Mistrust in caregivers leaves grey areas in their patientphysician connection, which can cause crucial questions to be silenced. In fact, 4 out of 5 Americans withhold important information from their doctor because they feel uncomfortable or disagree

with their doctor and are afraid to speak up. Patients that withhold information from their doctor significantly increase health risks and make it difficult for healthcare professionals to provide proper care. Unfortunately, sometimes race acts as a barrier to human connection—even though we are all human.

Cultural competence is necessary to advance

Of course, creating a diverse healthcare environment demands more than just diverse hiring. Culturally competent staff

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March 2022

equal opportunity employment journal

have the ability to collaborate effectively with individuals from different cultures and ethnic backgrounds. For healthcare organizations to improve their cultural competency, specific measures of diversity training and must take place across the entire organization.

“Diversity in education environments improves the quality of education for health professionals, which, in turn, improves their ability to treat patients from a wide range of cultural and social backgrounds,” states Health Professionals for Diversity (HPD). By adding diversity and inclusion training to your organization, organizations help the physician and patients to better interact, bond, and disregard their cultural differences and perspectives. This creates a stronger patient-physician connection and allows the patient to feel more at-ease and receptive to care. The HPD also finds growing evidence that increasing diversity education can also improve learning outcomes for future generation physicians. This is especially helpful for the rising, younger generations as they begin their careers on a culturally competent foot versus adapting after several years have passed.

Racial Bias in Healthcare

Often, implicit bias gets in the way of how people think. It subconsciously clouds the brain and can make innocent thoughts racist, even if that was never the intent. Today, most people recognize that discrimination is unethical and wrong.

However, both physicians and patients struggle from implicit bias, according to Harvard Medical School. For example, a Caucasian patient may make assumptions about their person of color physician, or vise versa. These biases can greatly affect the quality and satisfaction of care, no matter where they came from.

Dr. Saai, a Harvard Medical School graduate states, “We as physicians and

Page 23

society more generally—must realize that the struggles of one marginalized community are struggles of all of us. My fight as a Muslim-American doctor to serve my patients without fear of racism, and the fight of an African-American patient to be treated with dignity and respect, should also be your fight.” And although people’s implicit bias remains, both physicians and patients should spread awareness and education about racial bias in healthcare.

Diversity in healthcare helps to pave the way to stronger relationships with both the physician and patient. If we want to keep up with the estimated population shifts, we must begin now in addressing the racial healthcare disparities. Starting sooner rather than later helps to prevent misdiagnoses and increases patientphysician relationships. Our opinions aren’t worth the risk of neglecting the physicians or patients of color. With the increase of diversity and addressing racial and ethnic disparities, this helps increase patient experience and grows stronger building blocks of our society. We all deserve to be heard.

Article provided by PRCCustomresearch.com PRC empowers healthcare organizations to drive excellence, the gold standard in healthcare.

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We are an equal opportunity employer that values diversity. Candidates of diverse backgrounds are encouraged to apply. We will not discriminate against any applicant for employment because of race, gender, religion, national origin, gender identity, age, veteran status, disability, or sexual orientation.

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equal opportunity employment journal

March 2022

9 Traits of A Great Nurse

by N.P. Lee

If you are seeking a position in a healthcare facility that believes in excellence in service, in a challenging health care environment, we invite you to view our current job listings. Saint Joseph’s is an equal opportunity employer offering competitive salaries and benefit packages, including tuition reimbursement.

www.saintjosephs.org

N

ursing can be a wonderful career choice, however, it's not an easy job. Some nurses seem like they were born to be a nurse, while others may decide early on during nursing school or halfway through their career that nursing just isn't the right career choice for them. Whether a seasoned nurse, a new nurse, or maybe someone considering a career in nursing, here are ten characteristics of what makes a great nurse great.

1. Leadership

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Not everyone is a natural born leader, however, developing leadership skills throughout a career in nursing is key to being an effective nurse. Leadership skills in patient advocacy, in establishing clinical and professional standards, and communicating within a team of healthcare professionals are important leadership skills for nurses to develop.

2. Caring nature

Nurses have a great privilege of being with people through some of their best experiences, such as having a healthy newborn, to some of their worst experiences, such as trauma and supporting families through the death of a loved one. At the core of this is caring. The concept of caring isn't necessarily something that is taught in school; however, nurses can develop their awareness of how they show that they care in terms of communication, listening, and support.

You Can Be You

3. Eye for detail At Carilion Clinic, we’re advancing health care.

By encouraging curiosity and individuality, we’re moving toward achieving this goal... together. In our workplace, everyone is welcomed, respected, supported and valued.

Join us to provide unmatched patient care and support our mission of improving the health of the communities we serve. Your career will grow stronger as part of our united team.

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4. Patience

Visit CarilionClinic.org/careers to view opportunities throughout western Virginia or call 800-599-2537.

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Nurses have long been touted as the eyes and ears of doctors. Particularly in hospital settings where a nurse may spend 12 hours of the day with a set patient load, nurses are pivotal for detecting changes in patient status. Having a strong set of head-to-toe assessment skills is crucial for noticing changes in patients that can be lifesaving. Everything from the mental status of a patient to a change in the color of their fingers can be important in providing good patient care.

1/5/21 9:57 AM

Patience for patients is a key trait in awesome nurses. Patience in listening to patients to know them well can help nurses provide good care. Explaining procedures as often as necessary so that patients are comfortable with their care, and teaching patients at the bedside or in an outpatient

March 2022

equal opportunity employment journal

Page 25

setting so that they can be as independent as possible with their own care are just a few of the many ways that nurses require patience.

5. People person

It's hard to think of an area of nursing that does not involve working with people. Even a research nurse is dealing with findings that will ultimately have an effect on patients and the people within their profession. Some nurses may find working in higher technical units, such as intensive care, may mean less talking with patients, as patients are usually intubated, but they are still working within a team and need to be comfortable working with people.

6. Love of learning

Nursing is a lifelong learning process. As new science and research findings develop, nurses need to stay up to date on best practices for patient care and evidence-based care. Having a genuine passion for learning can make this process natural and enjoyable. Even experienced nurses need to be open to self-reflected learning and stay current. Experienced nurses and new nurses can learn from each other as each share what they already know and what they have recently learned.

7. Team player

Whether working independently as a home care nurse or within a visible team in a hospital setting, teamwork is essential. A team can be small including the patient, the nurse, and the doctor providing nursing care orders or can be huge as seen in some hospital settings.

For example, a patient in the intensive care unit can have a nurse, an intensivist, a cardiologist, a respiratory therapist, a dietician, a physiotherapist, and a pharmacist all involved, in addition to the patient and their family. Nurses need to be comfortable sharing assessment findings and receiving input and feedback from the team, all in the name of providing optimal care.

8. Strong communicator

Both strong written and verbal communication skills are important for nurses to be comfortable with. Communicating as a nurse includes everything from effectively providing a handover summary about the status of patients to the next nursing shift taking over care, to providing patient education about their care.

9. Ethical

Treating people fairly and equally in of utmost importance for a nurse. Nurses need to have the self-awareness required to identify their own biases and leave those behind. Nurses need to be aware of their judgements and stereotypes that they may have been raised with and ensure that they treat patients all the same with equal opportunity to optimal care. For example, judging a person with chronic pain as a drug-seeker and holding back necessary pain medication can treat patients unfairly as well as cause detrimental physical effects.

Being a nurse is a privilege that allows nurses to dive deep into the personal lives of people and their loved ones. While there are millions of nurses working worldwide, only a certain percentage of those are amazing nurses. Whether new to nursing or nearing retirement, a few moments of self-reflection are worth it to consider what nursing traits make a great nurse great.

Article provided by Constant-Content.com

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equal opportunity employment journal

HIRING VETS:

March 2022

Ways to Support Veterans in the Workplace

by Dan Marzullo

Support veterans within your workplace by understanding their challenges, communicating effectively, and being flexible.

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.va.gov/boise-health-care/work-with-us/ to view and apply for current open positions.

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

We stand in support of equality for and advancement of all people based on their qualifications and actions alone without regard to color, gender, age, religion, national origin or disability.

Have veterans within your workforce?

It can be challenging for veterans to reintegrate into civilian life. An integral part of that reintegration is finding sustainable work, which is often tough on its own. The United States Department of Labor reports that national unemployment numbers rose to 6.5% in 2020, with individual states noting rates ranging from 2.7% to 11.3 %.

The unfortunate truth is veterans are often overlooked during hiring sprees. Whether it’s due to a disability, suffering from severe PTSD, or assumptions of both, the reasons behind their difficulty finding and keeping work may vary.

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WE PROUDLY SERVE OUR NATION’S HEROES

At the Charles George VAMC, we strive to hire only the best! Working with and for America’s veterans is a privilege, and we pride ourselves on the quality of care we provide. If you have what it takes, please consider applying for one of our available positions.

www.asheville.va.gov/careers www.usajobs.gov POC 828-296-4419

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.

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Page 27

If you have a veteran in your office and want to make sure they’re comfortable and accommodated properly, look no further. We’ve got a list for that.

Educate Yourself about the Veteran Experience

This is huge. One of the kindest, most effective ways to accommodate veterans at your workplace is to learn about the challenges they face. Don’t rely entirely on them to teach you. They have enough to deal with and think about, leaving very little time or energy for them to help you understand their situation. Allow them to focus on rebuilding their lives and support them by educating yourself on what they’re likely going through. Do the work. Make the effort. The very act of trying to understand can mean the world to someone who feels displaced and misunderstood.

A great place to start is the Department of Veterans Affairs website. There, you can find plenty of information and insight to help you form better, more inclusive teams.

This can feel daunting at first, especially if you are determined to make your workplace better for veterans. Luckily, there are plenty of resources out there that can help you get started. It’s just up to you to take the time to inform and educate yourself.

One of the kindest, most effective ways to accommodate veterans at your workplace is to learn about the challenges they face.

Emphasize Growth Opportunities to Support Veterans

Veterans have impressive skill sets that can be enormous assets to your company. Because they are exiting highly structured, regimented lives and entering a world without that defined shape, veterans perform better when presented with opportunities to move up in the workplace.

Emphasize opportunities to them without resorting to “carrot and stick” motivation. In other words, don’t demean them by promising extreme outcomes or attempting to “light a fire” under them to do better work. The fire is already there. They already have the discipline to get things done and the knowledge and expertise to do their jobs efficiently. Your job is to make sure they are aware that those opportunities are available to them, too. Many veterans feel displaced and excluded, so go the extra mile and remind them that these opportunities are just as available to them as they are to their coworkers.

Provide Support Groups This one is important, and it’s best to implement it after the education piece of this. Having robust, readily available support for veterans in your workplace can be a gamechanger. But just to reiterate: educate yourself first. Don’t delegate this understanding to other managers. Take some initiative and organize a support program or system yourself. You don’t have to rehabilitate them on your own, but it is your responsibility to make sure they know that resources are available and that they have access to them.

In fact, if you don’t have the resources for something

Make a Difference!

At Segal, our mission is to provide trusted advice that improves lives. How? By delivering benefits and HR consulting services that help organizations give their people health and financial peace of mind.

We value differences.

It’s our strong belief that diversity, equity and inclusion is not only the right thing to do, it promotes greater innovation and helps ensure we deliver the most creative solutions to our clients.

Join us.

Visit us at segalco.com/about-us/careers and check out our current job openings on LinkedIn.

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equal opportunity employment journal

March 2022

intensive or fleshed-out, look outside your organization. Make the comfortability and well-being of veterans at your company a priority, and show them they’re important and valued. Organizations such as Hope for the Warriors and Give an Hour are widely respected for the work they do to support veterans. Start there and explore.

There are over 40,000 veteran support and advocacy organizations in the United States.

Emphasize Flexibility

By fostering an open, communicative internal culture, you are creating a safe environment for all of your employees — especially veterans — to tell you what’s working for them, what isn’t, and how you can go about accommodating them in a respectful manner.

The Phoenix Union High School District is searching for the best-qualified applicants in all fields, but particularly in mathematics, science, special education, and ELD (English Language Development).

Come join one of the most progressive portfolio districts in the country. Fill out an application on our website at phoenixunion.org or contact us at (602) 764-1101.

The Phoenix Union High School District is an Equal Opportunity Employer.

It’s important to take veterans where they are at. Some days are going to be more difficult and more emotional than others, and you, as their employer, must give them the time and understanding they need.

As you may know, every veteran’s situation is going to be different. If necessary, it may be a good idea to build a few days’/weeks’ worth of extra PTO into their contracts.

Let them know at the outset that you are there to support them and help them succeed. It may seem like a small gesture, but it can make a world of difference and help veterans on your payroll feel important and heard. That is incredibly important, and it will help establish your business as one that puts inclusivity high on its list of priorities.

This leads us to our next point, which is an important skill to master for everyone’s sake, not just veterans.

Support Veterans Through Clear Communication Communicating clearly is everything. It’s what keeps your employees happy, informed, and equipped to do their jobs properly and efficiently. Without it, you’re flirting with chaos. Inviting it, even. You do not want to leave much — if any — room for assumptions or guesswork. You want to be consistent with your expectations and your promises. Not doing so — or being even a bit lazy and inattentive to how and when to communicate — is opening you up to significant problems both immediate and long-term.

Learning how to communicate effectively will not only help you ensure your employees know what they need to be doing, but it will also help veterans in the workplace communicate their needs.

By fostering an open, communicative internal culture, you are creating a safe environment for all of your employees — especially veterans — to tell you what’s working for them, what isn’t, and how you can go about accommodating them in a respectful manner.

Veterans can be incredibly valuable assets to your company, but making their re-entry into society as painless as possible (through what you can do for them at work) should be your priority. We hope this list has been informative and given you a clearer way forward when hiring and working with veterans.

If you’ve just started looking into how you can help veteran hires and are interested in success stories, check out this article on 3 veterans who tapped into their entrepreneurial spirits and started successful businesses.

Article provided by www.zenefits.com Dan Marzullo helps organizations tell stories and communicate with their readers. Dan is also a regular contributor to Forbes. He started writing after his first professional role as a health promotions coordinator for a local family physicians office.

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equal opportunity employment journal

Page 29

"Your Life" continued from page 12

wants, and of keeping that job as long as she wants. thinking and behavior to model #2, however, amazing things As an “added bonus,” when you approach your work-life start to happen. My clients explain what this experience is like through model #2, you will inevitably secure jobs that are a far better than I can. Here are just a few of the comments I have much better fit. During the interview, you’ll project an entirely received from clients who embraced model #2: different sort of energy. You’ll “show up” more alive, present “I am grounded. I feel like me again!” and confident. Your levels of focus, clarity and purpose will “For the first time in decades, I know why I’m doing the work clearly differentiate you from other candidates. Once you begin I’m doing, and I’m loving it.” the new job, you’ll be more engaged, aligned and productive.

“I feel like someone finally took the brakes off of my career!” You’ll be “in your power” because you’ll be doing the right “Why did I ‘bang my work for the right reasons. head against the wall’ for so So, here are a few questions What is YOUR right work – the work long? I wasted so much time for you: Are YOU satisfied that will give YOU a genuine “sense of pursuing the wrong career having a job that “just pays for the wrong reasons. Well, the bills?” What is YOUR fulfillment, engagement and energy?” vocational calling? What is no more!”

YOUR right work – the work Some people might assume that the behavior and thinking (and the benefits) that will give YOU a genuine “sense of fulfillment, engagement associated with model #2 are only for senior executives and and energy?” Do you know? If not, how will you find-out? How highly-paid professionals. On the contrary, I have consistently important is this to you? What would be the long-term cost of observed dramatic improvements in the careers of clients of all NOT knowing? levels when they have chosen model #2.

I challenge you to take a long, hard look at the belief sysOther people may conclude that going with model #2 is too tems and “internal messages” that have formed your career deliberate, takes too long, and doesn’t address their urgent experience to date. If you’re not truly content with your own need to “get a job right now.” Ironically, however, model #2 work-life, I encourage you to join the 1% of people who have has consistently helped clients to be fully-employed more of “flipped the formula” and adopted model #2. I am quite certhe time and unemployed (or underemployed) less of the time. tain that, after a while, you will see a positive transformation When explaining this to my clients, I often advise them to take – not just in your career, but in the whole of your life. a deep breath and look at “the big picture.” Once this “mental Copyright © 2021, Career Potential, LLC. Reprinted by permission of Ford R. Myers, a nationally-known Career Expert and author of "Get The Job You Want, Even When shift” to model #2 happens, the client realizes that she has a No One’s Hiring." Download your free career success gifts now at much greater chance of finding the job she wants any time she http://www.careerbookbonuses.com.

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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.

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March 2022

What is an Infrastructure Engineer?

An

Infrastructure Engineer is a unique position that has evolved as the Internet has become mainstream. An Infrastructure Engineer is responsible for designing, coordinating and maintaining the infrastructure of an apartment complex, public facility or entire cities.

“Infrastructure” refers to the systems that support a community. This includes road and highway networks, water and sewage, electricity, railways, telecommunications and gas lines. In today’s digital world, an Infrastructure Engineer is prominently an Information Technology position. Instead of networks of roads, today’s Infrastructure Engineer builds and maintains the digital network of their employer or client.

Infrastructure Engineers use their expertise to ensure all of these systems within a community work in unison with each other. Infrastructure Engineers can be employed by public facilities such as hospitals, schools and libraries. They can also be employed by the government at the city, county, state or national level.

The role of Infrastructure Engineer is a white-collar position, with most having a bachelor’s degree in Engineering, Computer Science or a related field. Their typical work environment is either in the office, or in the field analyzing or working on a system’s Infrastructure.

Infrastructure Engineer Duties and Responsibilities

Infrastructure Engineers perform several duties in their quest to maintain the infrastructure of their employer or client. We read through several Infrastructure Engineer job descriptions to get an idea of what an Infrastructure Engineer does daily.

The following is a list of the core duties and responsibilities of an Infrastructure Engineer.

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Conduct a Root Cause Analysis of Network Malfunctions A big part of an Infrastructure Engineer’s job is identifying the cause of issues within their employer or client’s network infrastructure. This requires knowledge of how devices communicate with each other, as well as an understanding of the equipment that makes this communication possible.

Create & Implement Network Repair Strategies Once a problem is identified, the Infrastructure Engineer devises and implements a repair strategy. They then test these repairs to ensure the issue is fixed completely.

Document Network Malfunctions and Corresponding Actions Taken It is the responsibility of the Infrastructure Engineer to document all infrastructure issues, as well as the actions taken to address said issues. This requires analytical skills and proficiency with spreadsheets.

Provide Training and Technical Support for Users With Varying Levels of IT Knowledge The Infrastructure Engineer is responsible for teaching new software or applications to their coworkers. They are also responsible for diagnosing and fixing any technical issues with individual devices on their employer’s network.

Complete Routine Preventative Maintenance of Network Infrastructure This duty is all about network security. This involves implementing software and operating system updates. It also includes looking for and addressing potential cybersecurity threats.

Infrastructure Engineer Skills

First and foremost, an Infrastructure Engineer must have a deep understanding of the principles of how a network of devices functions. They also have to have a deep knowledge of the hardware involved in this process. With that being said, the skillset of an Infrastructure Engineer isn’t entirely technical. They must also be able to work well with others, especially at larger companies. We used our research of Infrastructure Engineer job descriptions to compile the following list of skills one should possess if they want to build a career as an Infrastructure Engineer.

Core skills: The following are the core skills required to find employment as an Infrastructure Engineer.

- Proficiency with network hardware and technologies - Proficiency with shared storage technologies - Proficiency with Microsoft operating systems - Extensive knowledge of data privacy laws - Precise attention to detail - Ability to prioritize tasks - Advanced organizational skills - Analytical skills - Problem solving skills - Ability to work under pressure Advanced Skills: The following skills are not required by most employers, but possessing them will put you at a competitive advantage.

- Active listening skills - Project management skills - Presentation skills Tools of the Trade: There are a handful of software tools an Infrastructure Engineer uses to complete

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their duties. Below are some of those tools.

- Web platform development software, such as Drupal or Enterprise Javabeans - Enterprise resource planning software, such as Infor ERP Baan or Microsoft Dynamics GP - Developmental environment software, such as Assembler or Eclipse software - D atabase system management software, such as Alpha Four.

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8 Ways To Build Diversity And Inclusion in Your Work-From-Home Plan

W

orking from home may feel singular, but it can be a catapult for any company’s diversity and inclusion efforts.

Many companies quickly shifted operations to work from home (WFH) when the pandemic hit. And they found the wheels still turned, perhaps even faster, more efficiently and with higher quality.

So why not make WFH the new inclusive and diverse reality?

A work from home model creates opportunities to hire, include and collaborate with a more diverse group of people and a higher level of talent – people who might not have been able to work under traditional structures.

Diversity & Inclusion Can Make Your Company Stronger Ethnically diverse companies are likely to perform 35% better than their counterparts, according to research from McKinsey. And gender-diverse companies are likely to perform 15% better than their counterparts.

Building diversity and inclusion into a work-fromhome model isn’t just about marrying two ideas because they’re trending and should be addressed. Diversity and inclusion need to be part of the work from home model because both are the future of work and basis for business success.

Here are eight strategies and practices that can build or improve diversity and inclusion in a workfrom-home plan.

Expand The Hiring Scheme Fortunately, most WFH plans will naturally broaden any organization’s geographical reach – and eliminate a location bias. So, companies can more easily hire

Ethnically diverse companies are likely to perform 35% better than their counterparts, according to research from McKinsey. And gender-diverse companies are likely to perform 15% better than their counterparts. people with different identities related to gender, race, age, sexual orientation and ethnicity.

How? Best practices for diversity in hiring: Revamp job descriptions. Create more inclusive job descriptions

and postings. Focus on outcomes and results more, and actual job tasks less. Recognize that nearly every person will approach remote work differently so what they produce is more important than how they do it.

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Avoid just looking for hires who will “fit in.” Instead, consider “perspective gaps” in your organization

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Adjust job descriptions and postings. You’ll distribute

those widely – perhaps worldwide – so you’ll want them to match cultural and geographical language nuances.

Broaden the hiring team. If you reach and hope to hire from a diverse audience, you’ll want an equally diverse hiring team and interviewers.

Forget culture fit. Take on a “culture add” mindset. Avoid just looking for hires who will “fit in.” Instead, consider “perspective gaps” in your organization – outlooks on work, life and your organizational goals that no one has – and the types of candidates who could add value in those areas.

Look At The Potential

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When companies remove geographical limits – and the obligation to work at a physical site – you open job opportunities to a diverse group of qualified candidates who didn’t consider applying until they could work from home. That includes: p eople with injuries, debilitating conditions or • disabilities. If their mobility was limited – and their talent and enthusiasm wasn’t – they can now add expertise and perspective.

• c andidates from around the world. For example, if the best engineers are in Africa and the top-ranked developers are in Dubai, you can now tap their talent. Plus, you might gain best practices and insight from different cultures.

• stay-at-home parents, who are at the top of their field, but couldn’t manage on-site work and child care. WFH can get their talent back on your teams, regardless of where they’re now located and the hours they can work.

• r etired workers, who can offer generational perspective and experience that’s often lost as older workers leave office space.

• people who might have experienced bias or are fearful of bias based on their gender, ethnicity, sexual orientation, religion, age, intellect – or any other personal factor. Working from home, with less personal contact, might be a more comfortable position for them.

Configure Compensation

We won’t kid you: Compensation can be trickier with a WFH model that promotes diversity. But it’s not impossible to remain fair and competitive with salaries.

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Because employees can choose where they live based – at least, partly – on cost of living and preferred environment, companies with a WFH plan avoid some overhead. That’ll allow them to offer more competitive salaries and benefits.

Experts suggest using a compensation strategy that includes calibration tools that remove bias, and ensure equal and fair pay based on things such as national averages, tenure and cost of living.

For example, Goodway Group calibrates compensation quarterly. They make sure they’re aligned with the market rate for each remote employee’s area and role, explained Corean Canty, COO. Plus, they check for pay disparities to avoid unintentional issues that might not show up when you just compare numbers and don’t look at things such as talent, contribution and diversity.

Gallup researchers found inclusion efforts are successful

when leaders:

Start from a place of respect. The 2s make respect a

behavioral expectation and job requirement. People must treat others with respect and, in turn, expect to be treated with respect.

Value strengths. Leaders recognize, reward and coach to employees’ strengths.

People who are recognized and coached see a higher level of inclusiveness in their organizations, Gallup found.

Make their values and intentions clear. The best companies

give leaders the tools to create a place where employees feel they can safely express themselves and raise concerns.Employees know they work in a transparent and encouraging environment.

For ideas on how to increase inclusiveness, here’s how trailblazing organizations do it:

Cultivate Inclusiveness With an extended hiring reach, and diverse group of employees, companies can promote inclusion by giving employees a voice, safety and community. With growing perspectives, companies ultimately make better decisions and achieve better outcomes.

But just creating a diverse population doesn’t make a company inclusive. HR pros and direct managers need to cultivate inclusiveness.

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Give Employees The Platform At Achievers, CEO Jeff Cates and his management team gave employees the space and voice to create Employee Resource Groups (ERG) that fit their needs and concerns.

Employees initiated (and maintain) most of the groups, and management suggested some based on observation.

“It’s a way to feel connected outside of the work they share

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and give a voice to a specific group,” Cates says.

Some of the groups lead by employees with a common interest include PRIDE and Women in Technology.

Similarly, Facebook has these groups that meet virtually: Black@, Women@, LGBTQ@, Differently Abled@, Desis@. Facebook created “D&I Wiki” groups with links to resources such as training programs, webinars, events, social groups and support groups.

Send Message From Top Down, Listen From Bottom Up

At Denny’s, leaders preach and practice the diverse and inclusive message. They offer “unconscious bias training,” and CEO John Miller says he regularly attends. That’s because he wants to stay on top of the topic and set precedent for all executives and leaders.

More importantly, Miller says they regularly measure the effectiveness of training and diversity and inclusiveness strategies by getting feedback. Simply put, they ask frontline employees if the company practices and executes what it preaches on diversity and inclusion. And if they don’t, leaders act to change it.

Embrace Diversity As A Norm

For Ultranauts, diversity is so prevalent, it’s practically the norm. At the 100%-remote-based company, “neurodiversity” is almost across the board. Seventy-five percent of employees are on the autism spectrum.

They thrive in a work from home environment, but CEO Rajesh Anandan says he still focuses on diversity because most employees have unique learning styles and communication preferences.

Building an inclusive environment doesn’t come naturally to many people. In fact, some people aren’t even comfortable recognizing or bringing up exclusivity issues. That’s why Ultranauts host open Q&A sessions and always-on forums when employees anonymously share frustrations, ask questions and present problems. Then leaders publicly address those to hopefully stay ahead of inclusion issues.

Regardless of differences, most employees have a few things in common – from concerns to desires. You want to support the similarities, too.

With growing perspectives, companies ultimately

make better decisions and achieve better outcomes.

Support Sameness, Too

Regardless of differences, most employees have a few things in common – from concerns to desires. You want to support the similarities, too.

For instance, most employees working from home are still likely concerned about managing their finances and work/life balance better. Most also likely enjoy having some fun and/or relieving stress from work.

Offer help in those areas, too. For instance, Goodway Group has weekly “life hack” calls with employees who want to tap into ideas on how to do their jobs and balance their home and family demands better. They also host “family fun” calls where employees can get to know each others’ families, hobbies and connect with things they like to do when they aren’t working remotely.

Article provided by www.hrmorning.com Michele McGovern writes. A lot. In the professional world, she’s covered HR, leadership, customer service, sales, crime and passion in 25+ years as a journalist. In the real world, she manages to be a decent wife, mediocre mom, wannabe athlete and consummate pursuer of fun. Follow her @sheknowswork on Twitter.

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