EOEJournal September 2022

eoe journal CelebraTING NATIONAL HISPANIC HERITAGE MONTH

September 2022

Page 2

I

eoejournal

equal opportunity employment journal

Table of Contents

Editorial Comment

had the opportunity to travel a bit this summer, and I must say, it has really helped my state of mind. Since March of 2020 when we were told to separate, isolate, social distance, and live our lives as physically disconnected as possible, I've mostly been inside my house, staring at a computer screen, working, and letting David Attenborough be my connection to living things.

But this past June I took a road trip. I left from Phoenix and headed to Denver, Colorado. Next it was Cheyenne, Wyoming (just because I'd never been there before), Salt Lake City, Reno, Sacramento, and eventually ending up in Carlsbad, California before heading back home to Phoenix. It was beautiful. The weather couldn't have been better, and I felt free.

Free from restrictions and media and routine, and my soul felt grateful.

Yes, the gas prices were much higher than I would have liked to have paid, but putting those miles on the road, getting the sun and wind in my face, experiencing places I'd never been before was worth every penny, and it felt necessary for my mental and emotional health.

Why am I telling you all of this you ask? I'm not sure, I guess, other than to say it seems important to remember how to feed your soul.

Celebrating National Hispanic Heritage Month

Page 3

Tips for Being Happy at Work

Page 7

Working for the Federal Government­—Overview

Page 9

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.

September 2022

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

Page 10 Page 13 Page 14 Page 20 Page 23 Page 27 Page 29 Page 34 Page 39

September 2022

equal opportunity employment journal

Page 3

Celebrating National Hispanic Heritage Month

S

eptember 15 to October 15 is celebrated nationwide as National Hispanic Heritage Month. It traditionally honors the cultures and contributions of both Hispanic and Latino Americans as we celebrate heritage rooted in all Latin American countries. More than 500 years of Hispanic and Latino history and heritage can be found in national parks or shared through National Park Service programs and partners in communities across the country.

Hispanic refers to a person who is from, or a descendant of someone who is from, a Spanishspeaking country.

Latino/a or Latinx refers to a person who is from, or a descendant of someone who is from, a

, , heritage, and accomplishments of Hispanic and Latino Amerians of past and present. Join the conversation on social media by sharing your own inspiration and learning more about Hispanic and Latino heritage by using #HispanicHeritageMonth and #FindYourPark / #EncuentraTuParque .

The breadth of Latino/a experience is a vital aspect of America’s rich and diverse past.

Telling All Americans’ Stories: Introduction to American Latino Heritage The histories of Latino and Latinas in America are diverse.

They include the experiences of people with cultural, religious, and linguistic traditions from Spain, Mexico, Cuba, Puerto Rico, Dominican Republic, Guatemala, El Salvador, Costa Rica, and Nicaragua, among other nations from Latin America and Iberia. It is impossible to tell the experiences of these various groups with a single history.

Some arrived in the United States as immigrants or refugees while others trace their ancestry to Spanish-speaking or indigenous peoples living in North America long before the establishment of the United States. Latino/as have established missions and businesses, raised families, built agricultural industries and labor unions, written novels and songs, and fought for civil rights in American courts.

The breadth of Latino/a experience is a vital aspect of America’s rich and diverse past. The places explored here barely begin to hint at the varied ways their lives intersected with one another. Discover these remarkable stories preserved in our national parks and historic places.

During the 1500s, the North American continent held an allure that captivated European kingdoms. The region that Europeans called the “New World”—with its promises of rich natural resources—captured the imagination of Eu-

ropean monarchs, who sent their explorers, surveyors, priests, and younger sons to claim unknown lands and glory for God and crown. Spanish conquistadors, missionaries, and traders rapidly established a foothold in current-day South America, Mexico, and the Caribbean and forever altered the social, political, and economic lives of indigenous peoples they encountered. By the end of the 1600s, Spanish missions, presidios, mines, villas, and ranches dotted the landscapes of presentday Mexico, California, New Mexico, Arizona, and Texas.

Encounters between Spanish-speaking settlers and native peoples at these various sites could be both cooperative and coercive. As some Europeans established trading networks and intermarried with members of native tribes, they also spread disease that devastated indigenous populations. Tumacacori National Historic Park interprets the history of the mission system in southern Arizona. From 1691, Jesuit and, later, Franciscan priests lived and preached among local Pima and Papago settlements of the Pimeria Alta. These communities endured disease, inconsistent government support, ambivalent converts, and Apache raids before the site was abandoned in 1848.

America’s shape and its people underwent a dramatic transformation during the 1800s. Spurred on by the spirit of “Manifest Destiny,” Anglo settlers and land speculators pushed national borders inexorably westward while foreign wars solidified the United States’ position as a global imperial power. The Treaty of Guadalupe-Hidalgo (1848) ended the Mexican-American War. It also doubled America’s territorial holdings, increased its population by

Page 2

I

eoejournal

equal opportunity employment journal

September 2022

Table of Contents

Editorial Comment

had the opportunity to travel a bit this summer, and I must say, it has really helped my state of mind. Since March of 2020 when we were told to separate, isolate, social distance, and live our lives as physically disconnected as possible, I've mostly been inside my house, staring at a computer screen, working, and letting David Attenborough be my connection to living things.

But this past June I took a road trip. I left from Phoenix and headed to Denver, Colorado. Next it was Cheyenne, Wyoming (just because I'd never been there before), Salt Lake City, Reno, Sacramento, and eventually ending up in Carlsbad, California before heading back home to Phoenix. It was beautiful. The weather couldn't have been better, and I felt free.

Free from restrictions and media and routine, and my soul felt grateful.

Yes, the gas prices were much higher than I would have liked to have paid, but putting those miles on the road, getting the sun and wind in my face, experiencing places I'd never been before was worth every penny, and it felt necessary for my mental and emotional health.

Why am I telling you all of this you ask? I'm not sure, I guess, other than to say it seems important to remember how to feed your soul.

Celebrating National Hispanic Heritage Month

Page 4

Tips for Being Happy at Work

Page 7

Working for the Federal Government­—Overview

Page 9

4 Black Service Members Shaping Contemporary Military History

Page 10

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.

Why Becoming a Nurse Practitioner Could Be the Perfect Move Page 13 Managing Diversity in the Workplace

Page 14

Hiring Military Veterans

Page 20

Building A Diverse Workforce in Law Enforcement

Page 23

8 Ways to Establish Healthy Boundaries at Work

Page 27

What Will It Take To Get More Women Into Tech Careers?

Page 29

Most In-Demand Education Careers

Page 34

Diversity in Finance: How To Enable Women To Succeed

Page 39

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

September 2022

equal opportunity employment journal

Page 3

Celebrating National Hispanic Heritage Month

S

eptember 15 to October 15 is celebrated nationwide as National Hispanic Heritage Month. It traditionally honors the cultures and contributions of both Hispanic and Latino Americans as we celebrate heritage rooted in all Latin American countries. More than 500 years of Hispanic and Latino history and heritage can be found in national parks or shared through National Park Service programs and partners in communities across the country.

Hispanic refers to a person who is from, or a descendant of someone who is from, a Spanishspeaking country.

Latino/a or Latinx refers to a person who is from, or a descendant of someone who is from, a country in Latin America.

During this month and throughout the year, we, and our partners, share history, heritage, and accomplishments of Hispanic and Latino Americans of past and present. Join the conversation on social media by sharing your own inspiration and learning more about Hispanic and Latino heritage by using #HispanicHeritageMonth and #FindYourPark / #EncuentraTuParque .

The breadth of Latino/a experience is a vital aspect of America’s rich and diverse past.

Telling All Americans’ Stories: Introduction to American Latino Heritage The histories of Latino and Latinas in America are diverse.

They include the experiences of people with cultural, religious, and linguistic traditions from Spain, Mexico, Cuba, Puerto Rico, Dominican Republic, Guatemala, El Salvador, Costa Rica, and Nicaragua, among other nations from Latin America and Iberia. It is impossible to tell the experiences of these various groups with a single history.

Some arrived in the United States as immigrants or refugees while others trace their ancestry to Spanish-speaking or indigenous peoples living in North America long before the establishment of the United States. Latino/as have established missions and businesses, raised families, built agricultural industries and labor unions, written novels and songs, and fought for civil rights in American courts.

The breadth of Latino/a experience is a vital aspect of America’s rich and diverse past. The places explored here barely begin to hint at the varied ways their lives intersected with one another. Discover these remarkable stories preserved in our national parks and historic places.

During the 1500s, the North American continent held an allure that captivated European kingdoms. The region that Europeans called the “New World”—with its promises of rich natural resources—captured the imagination of Eu-

ropean monarchs, who sent their explorers, surveyors, priests, and younger sons to claim unknown lands and glory for God and crown. Spanish conquistadors, missionaries, and traders rapidly established a foothold in current-day South America, Mexico, and the Caribbean and forever altered the social, political, and economic lives of indigenous peoples they encountered. By the end of the 1600s, Spanish missions, presidios, mines, villas, and ranches dotted the landscapes of presentday Mexico, California, New Mexico, Arizona, and Texas.

Encounters between Spanish-speaking settlers and native peoples at these various sites could be both cooperative and coercive. As some Europeans established trading networks and intermarried with members of native tribes, they also spread disease that devastated indigenous populations. Tumacacori National Historic Park interprets the history of the mission system in southern Arizona. From 1691, Jesuit and, later, Franciscan priests lived and preached among local Pima and Papago settlements of the Pimeria Alta. These communities endured disease, inconsistent government support, ambivalent converts, and Apache raids before the site was abandoned in 1848.

America’s shape and its people underwent a dramatic transformation during the 1800s. Spurred on by the spirit of “Manifest Destiny,” Anglo settlers and land speculators pushed national borders inexorably westward while foreign wars solidified the United States’ position as a global imperial power. The Treaty of Guadalupe-Hidalgo (1848) ended the Mexican-American War. It also doubled America’s territorial holdings, increased its population by

Page 4

equal opportunity employment journal

Careers@Armacell

MAKE AN IMPACT

Armacell is a global innovator in foam technologies and the world leader in flexible mechanical insulation materials.

As a fast-growing company, Armacell offers an exciting workplace with rewarding career opportunities. Our diverse employment includes operations, engineering, research and development, as well as administration and corporate career tracks.

Armacell LLC is an Equal Employment Opportunity Employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability status, protected veteran status, gender identity or any other characteristic protected by law.

LEARN MORE AT: www.armacell.us/careers EEO Journal Ad.indd 1

1/4/2018 4:25:53 PM

A Leading Heavy and Environmental Construction Expert in the New York Metropolitan Area

ENTERPRISES, INC. 201 Saw Mill River Road • Yonkers, New York 10701

www.eccoiii.com/careers 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.

September 2022

nearly a third, and led to a series of border disputes along the Rio Grande/Rio Bravo. The Chamizal National Memorial in El Paso, Texas, preserves the stories of Anglo and Latino/a residents who co-existed in this region where boundaries, cultures, and language converged and overlapped. The border here between the U.S. and Mexico was finally settled in 1963.

The wars of 1898 extended U.S. control over Puerto Rico, Cuba, the Philippines, Hawaii, and Guam. As Puerto Rico transitioned from Spanish to American rule, Puerto Ricans of all social classes experienced a period of social and political upheaval. The Generacion del Treinta (Generation of 1930), a middle-class creole literary movement helped shape a distinct Puerto Rican national identity for working-class, women, and creole elite alike. Dra. Concha Melendez Ramirez was one of the few women whose work openly criticized the United States’ programs that attempted to “Americanize” Puerto Rican culture and impose English as the primary language on the island. Puerto Ricans—like other Latino/as living under U.S. rule—struggled to preserve their own culture and traditions even as they forged their own space within America’s democracy.

Latino/as’ contributions to U.S. social, political, military, and educational institutions reach beyond the U.S.-Mexico borderlands to the Pacific Northwest, the Great Lakes regions, New England, and the Deep South.

The movement of people, ideas, beliefs, and cultures across America’s shifting borders and the consequences of these migrations are central to the American story. Diego Rivera—a prominent leader of the 1920s Mexican Mural Movement— produced some of his most famous work in American cities. As an outspoken member of the Mexican Communist Party, Rivera invited criticism during his travels, but even his most controversial works resonated with American audiences during the Great Depression. His Detroit Industry Murals—a National Historic Landmark—celebrated American industry and Detroit’s factory workers’ strength and dignity.

Latino/a Americans have been some of the most vocal and successful advocates for civil rights in the United States.

During the 1960s, labor activists Dolores Huerta and Cesar Chavez formed the United Farm Workers of America, a joint Latino/a and Filipino organization that created the first permanent agricultural labor union in the United States. Along with the efforts of Filipino activists like Larry Itliong, the UFW established headquarters at Forty Acres in Delano. California’s farm workers successfully executed the Delano grape strike and boycott, which drew national attention to unsafe working conditions and resulted in a 1970 settlement with California’s entire table grape industry.

As these stories show, the Latino/a experience is an integral part of the history of the United States. Latino/as’ contributions to U.S. social, political, military, and educational institutions reach beyond the U.S.-Mexico borderlands to the Pacific Northwest, the Great Lakes regions, New England, and the Deep South. Recovering these perspectives—these triumphs and struggles—gives Americans today deeper understanding of the uneven trajectory of our nation’s democracy.

Article provided by www.nps.gov - Visit the National Park Service Telling All Americans’ Stories portal to learn more about American heritage themes and histories.

September 2022

equal opportunity employment journal

Page 5

Page 4

equal opportunity employment journal

Careers@Armacell

MAKE AN IMPACT

Armacell is a global innovator in foam technologies and the world leader in flexible mechanical insulation materials.

As a fast-growing company, Armacell offers an exciting workplace with rewarding career opportunities. Our diverse employment includes operations, engineering, research and development, as well as administration and corporate career tracks.

Armacell LLC is an Equal Employment Opportunity Employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability status, protected veteran status, gender identity or any other characteristic protected by law.

LEARN MORE AT: www.armacell.us/careers EEO Journal Ad.indd 1

1/4/2018 4:25:53 PM

A Leading Heavy and Environmental Construction Expert in the New York Metropolitan Area

ENTERPRISES, INC. 201 Saw Mill River Road • Yonkers, New York 10701

www.eccoiii.com/careers 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.

September 2022

nearly a third, and led to a series of border disputes along the Rio Grande/Rio Bravo. The Chamizal National Memorial in El Paso, Texas, preserves the stories of Anglo and Latino/a residents who co-existed in this region where boundaries, cultures, and language converged and overlapped. The border here between the U.S. and Mexico was finally settled in 1963.

The wars of 1898 extended U.S. control over Puerto Rico, Cuba, the Philippines, Hawaii, and Guam. As Puerto Rico transitioned from Spanish to American rule, Puerto Ricans of all social classes experienced a period of social and political upheaval. The Generacion del Treinta (Generation of 1930), a middle-class creole literary movement helped shape a distinct Puerto Rican national identity for working-class, women, and creole elite alike. Dra. Concha Melendez Ramirez was one of the few women whose work openly criticized the United States’ programs that attempted to “Americanize” Puerto Rican culture and impose English as the primary language on the island. Puerto Ricans—like other Latino/as living under U.S. rule—struggled to preserve their own culture and traditions even as they forged their own space within America’s democracy.

Latino/as’ contributions to U.S. social, political, military, and educational institutions reach beyond the U.S.-Mexico borderlands to the Pacific Northwest, the Great Lakes regions, New England, and the Deep South.

The movement of people, ideas, beliefs, and cultures across America’s shifting borders and the consequences of these migrations are central to the American story. Diego Rivera—a prominent leader of the 1920s Mexican Mural Movement— produced some of his most famous work in American cities. As an outspoken member of the Mexican Communist Party, Rivera invited criticism during his travels, but even his most controversial works resonated with American audiences during the Great Depression. His Detroit Industry Murals—a National Historic Landmark—celebrated American industry and Detroit’s factory workers’ strength and dignity.

Latino/a Americans have been some of the most vocal and successful advocates for civil rights in the United States.

During the 1960s, labor activists Dolores Huerta and Cesar Chavez formed the United Farm Workers of America, a joint Latino/a and Filipino organization that created the first permanent agricultural labor union in the United States. Along with the efforts of Filipino activists like Larry Itliong, the UFW established headquarters at Forty Acres in Delano. California’s farm workers successfully executed the Delano grape strike and boycott, which drew national attention to unsafe working conditions and resulted in a 1970 settlement with California’s entire table grape industry.

As these stories show, the Latino/a experience is an integral part of the history of the United States. Latino/as’ contributions to U.S. social, political, military, and educational institutions reach beyond the U.S.-Mexico borderlands to the Pacific Northwest, the Great Lakes regions, New England, and the Deep South. Recovering these perspectives—these triumphs and struggles—gives Americans today deeper understanding of the uneven trajectory of our nation’s democracy.

Article provided by www.nps.gov - Visit the National Park Service Telling All Americans’ Stories portal to learn more about American heritage themes and histories.

September 2022

equal opportunity employment journal

Page 5

Page 6

equal opportunity employment journal

September 2022

September 2022

equal opportunity employment journal

Page 7

Tips for Being Happy at Work

C

an someone really strive to be happy at work? I mean after all, it is called work. Is work supposed to deliver happiness to us? I happen to believe work can deliver happiness and you can strive to be happy at work.

Entirely possible. I have seen people who are happier at work than anywhere else. And they are perfectly healthy people.

1. Stop Complaining

I think one of the biggest challenge of people being unable to be happy at work is really due to all the complaining. Add to it all the gossips and rumors, it makes a very difficult environment to try to build some joy and happiness in it. I suggest, tough as it may be, avoid complaining. In fact, stop complaining. When you distance yourself from negativity, you will quite

naturally be happy at work. Or at least, feel a little happier.

Don’t feel the need to complain as if it will resolve the issue.

If you need to, discuss the challenge. Then find a way to diffuse it. Otherwise, I suggest you just stop. Resist complaining.

2. Learn to Accept and Manage Disappointments

Learn to accept and manage disappointments with people and with work. Nothing is perfect and situations are always in a flux. Not just at work, but everything else too. So, don’t be too attached to the idea that you should be happy at work. Strive to be happy, but if sometimes that is not possible, learn to accept that it is a fact of life.

Tips provided by Long Yun Siang www.career-success-for-newbies.com

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At NYPA, you will be empowered to think big, do good, and transform the energy industry.

We are committed to encouraging and maintaining a diverse, equitable and inclusive workforce.

Apply Today! nypa.gov/careers NYPA’s on Forbes “Best of” for the third year!

11-356-21 WADVEOEJ_d5.indd 1

11/22/21 10:11 AM

www. eoejournal .com

Page 6

equal opportunity employment journal

September 2022

September 2022

equal opportunity employment journal

Page 7

Tips for Being Happy at Work

C

an someone really strive to be happy at work? I mean after all, it is called work. Is work supposed to deliver happiness to us? I happen to believe work can deliver happiness and you can strive to be happy at work.

Entirely possible. I have seen people who are happier at work than anywhere else. And they are perfectly healthy people.

1. Stop Complaining

I think one of the biggest challenge of people being unable to be happy at work is really due to all the complaining. Add to it all the gossips and rumors, it makes a very difficult environment to try to build some joy and happiness in it. I suggest, tough as it may be, avoid complaining. In fact, stop complaining. When you distance yourself from negativity, you will quite

naturally be happy at work. Or at least, feel a little happier.

Don’t feel the need to complain as if it will resolve the issue.

If you need to, discuss the challenge. Then find a way to diffuse it. Otherwise, I suggest you just stop. Resist complaining.

2. Learn to Accept and Manage Disappointments

Learn to accept and manage disappointments with people and with work. Nothing is perfect and situations are always in a flux. Not just at work, but everything else too. So, don’t be too attached to the idea that you should be happy at work. Strive to be happy, but if sometimes that is not possible, learn to accept that it is a fact of life.

Tips provided by Long Yun Siang www.career-success-for-newbies.com

NEW YORK IS POWERED BY YOU Join our team of over 2,000 energy technologists, IT specialists, business experts, hydro engineers, and other professionals leading the energy revolution.

With state-of-the-art technology, advanced R&D, and a modernized infrastructure, we provide New Yorkers with low-cost, clean, reliable power—and we are well on the way to becoming the first fully digital utility in the country.

At NYPA, you will be empowered to think big, do good, and transform the energy industry.

We are committed to encouraging and maintaining a diverse, equitable and inclusive workforce.

Apply Today! nypa.gov/careers NYPA’s on Forbes “Best of” for the third year!

11-356-21 WADVEOEJ_d5.indd 1

11/22/21 10:11 AM

www. eoejournal .com

Page 8

equal opportunity employment journal

September 2022

September 2022

W

THE UNITED STATES THE UNITED STATES THE UNITED STATES

THE UNITED STATES SECRET SERVICE SECRET SERVICE SECRET SERVICE

THE UNITED STATES SECRET SERVICE

SECRET SERVICE

The U.S. Secret Service The U.S. Secret Service seeking qualified is isseeking qualified is seeking qualified individuals with diverse The U.S. Secret individuals withService diverse skills and background is seeking qualified individuals with diverse skills background and and a desire to serve. individuals with diverse skills and background and a desire to serve.

The U.S. Secret Service skills and background and a desire to serve. is seeking and a desirequalified to serve.

The U.S. Secret Service

individuals with diverse skills and background and a desire to serve.

DAYS LOOK DAYS LOOK DIFFERENT DAYS LOOK DAYS LOOK DIFFERENT HERE DIFFERENT DAYS LOOK DIFFERENT

HERE DIFFERENT HERE HERE 888-813-USSS secretservice.gov/join

888-813-USSS TTY: 202-406-5370 | EOE

secretservice.gov/join secretservice.gov/join

888-813-USSS

secretservice.gov/join TTY:202-406-5370 202-406-5370 ||EOE TTY: EOE secretservice.gov/join 888-813-USSS 888-813-USSS TTY: 202-406-5370 | EOE

TTY: 202-406-5370 | EOE

equal opportunity employment journal

Page 9

Working for the Federal Government – Overview

by W..Poet

orking for the Federal Government can provide including a special retirement system, medicare, extensive many unique and valuable opportunities for those leave options and much more. A unique set of “family friendly” looking to start a new career, and now is a better benefits provides programs that will be very helpful to growing families or to those that require some assistance. A few time than ever to get started.

Despite the troubled economic climate of recent days, the examples of these would be the Nursing Mothers program, Federal Government remains a steady and secure source of day care tuition assistance and support groups for children employment. In fact, at the moment, government employ- and the elderly. Additional services, such as counseling, are ment is growing rapidly. The Federal Government already available on a limited basis to federal employees so that they can maintain optimal employs over two million productivity. For those people, and that number still going to school and is set to increase by two pursuing degrees, tuition percent in 2010. Another assistance is available. hundred thousand temPeople who have already porary employees are completed their education expected to be working and have student loans to for the Census Bureau. As repay may be eligible for if those numbers weren’t assistance in doing so, enticing enough, the salathough that is at the disries for federal employees cretion of the agency that are expected to increase they are employed with. from an already respectPotential applicants for able average of $72,800 jobs within the Federal to an even more impresGovernment should tailor sive $75,419. their resume according A large number of to the targeted position. the jobs offered to civilSince there is such a wide ians by the Federal Govrange of opportunities ernment, by nature, are The current attitude of the Federal Government currently available, there is related to the military. The no single set of guidelines Veterans Affairs (VA) and is one of expansion, and so the number of for applicants to follow Veterans Health Administration alone is seeking to opportunities for those looking to get their foot in order to be successful.

Nonetheless, the typifill some 3,300 openings in the door is only going to continue to grow. cal common sense stratenationwide. The Army gies involved in seeking Corps of Engineers, the employment still apply. It second largest agency in terms of job openings, offers a similar number of positions, many of them full-time and permanent. should be noted that due to the nature of the Federal GovThese positions can pay very well. An electrical engineer, for ernment’s responsibilities nationwide, it may be necessary for instance, can earn a salary ranging anywhere from $53,234 applicants to relocate when first accepting a position, or even annually to $98,777, while similar positions offer salaries at various junctures in their career. Luckily, relocation bonuses are available to federal employees. reaching well into the six digits.

Certain jobs, particularly those connected to the military, Other government agencies with large numbers of openings include the Forest Service, the Federal Aviation may require deployment to foreign lands, and in some cases, Administration (FAA) and the Social Security Administration. to areas of significant danger and insecurity. This is something Those are just a few examples out of dozens. For a complete, that applicants should be cognizant of moving forward. In any comprehensive listing, those interested should visit the USA event, the current attitude of the Federal Government is one Jobs website, which is run by the United States Office of of expansion, and so the number of opportunities for those looking to get their foot in the door is only going to continue Personnel Management.

There are many benefits attached to employment with the to grow. The variety of positions available, combined with the Federal Government. Government jobs are generally very lucrative benefits and the security offered, makes employment secure, as the past few years have made clear. Federal with the Federal Government an avenue worth exploring. employees are provided with numerous perks and bonuses, Article provided by www.Constant-Content.com

Page 8

equal opportunity employment journal

September 2022

September 2022

W

THE UNITED STATES THE UNITED STATES THE UNITED STATES

THE UNITED STATES SECRET SERVICE SECRET SERVICE SECRET SERVICE

THE UNITED STATES SECRET SERVICE

SECRET SERVICE

The U.S. Secret Service The U.S. Secret Service seeking qualified is isseeking qualified is seeking qualified individuals with diverse The U.S. Secret individuals withService diverse skills and background is seeking qualified individuals with diverse skills background and and a desire to serve. individuals with diverse skills and background and a desire to serve.

The U.S. Secret Service skills and background and a desire to serve. is seeking and a desirequalified to serve.

The U.S. Secret Service

individuals with diverse skills and background and a desire to serve.

DAYS LOOK DAYS LOOK DIFFERENT DAYS LOOK DAYS LOOK DIFFERENT HERE DIFFERENT DAYS LOOK DIFFERENT

HERE DIFFERENT HERE HERE 888-813-USSS secretservice.gov/join

888-813-USSS TTY: 202-406-5370 | EOE

secretservice.gov/join secretservice.gov/join

888-813-USSS

secretservice.gov/join TTY:202-406-5370 202-406-5370 ||EOE TTY: EOE secretservice.gov/join 888-813-USSS 888-813-USSS TTY: 202-406-5370 | EOE

TTY: 202-406-5370 | EOE

equal opportunity employment journal

Page 9

Working for the Federal Government – Overview

by W..Poet

orking for the Federal Government can provide including a special retirement system, medicare, extensive many unique and valuable opportunities for those leave options and much more. A unique set of “family friendly” looking to start a new career, and now is a better benefits provides programs that will be very helpful to growing families or to those that require some assistance. A few time than ever to get started.

Despite the troubled economic climate of recent days, the examples of these would be the Nursing Mothers program, Federal Government remains a steady and secure source of day care tuition assistance and support groups for children employment. In fact, at the moment, government employ- and the elderly. Additional services, such as counseling, are ment is growing rapidly. The Federal Government already available on a limited basis to federal employees so that they can maintain optimal employs over two million productivity. For those people, and that number still going to school and is set to increase by two pursuing degrees, tuition percent in 2010. Another assistance is available. hundred thousand temPeople who have already porary employees are completed their education expected to be working and have student loans to for the Census Bureau. As repay may be eligible for if those numbers weren’t assistance in doing so, enticing enough, the salathough that is at the disries for federal employees cretion of the agency that are expected to increase they are employed with. from an already respectPotential applicants for able average of $72,800 jobs within the Federal to an even more impresGovernment should tailor sive $75,419. their resume according A large number of to the targeted position. the jobs offered to civilSince there is such a wide ians by the Federal Govrange of opportunities ernment, by nature, are The current attitude of the Federal Government currently available, there is related to the military. The no single set of guidelines Veterans Affairs (VA) and is one of expansion, and so the number of for applicants to follow Veterans Health Administration alone is seeking to opportunities for those looking to get their foot in order to be successful.

Nonetheless, the typifill some 3,300 openings in the door is only going to continue to grow. cal common sense stratenationwide. The Army gies involved in seeking Corps of Engineers, the employment still apply. It second largest agency in terms of job openings, offers a similar number of positions, many of them full-time and permanent. should be noted that due to the nature of the Federal GovThese positions can pay very well. An electrical engineer, for ernment’s responsibilities nationwide, it may be necessary for instance, can earn a salary ranging anywhere from $53,234 applicants to relocate when first accepting a position, or even annually to $98,777, while similar positions offer salaries at various junctures in their career. Luckily, relocation bonuses are available to federal employees. reaching well into the six digits.

Certain jobs, particularly those connected to the military, Other government agencies with large numbers of openings include the Forest Service, the Federal Aviation may require deployment to foreign lands, and in some cases, Administration (FAA) and the Social Security Administration. to areas of significant danger and insecurity. This is something Those are just a few examples out of dozens. For a complete, that applicants should be cognizant of moving forward. In any comprehensive listing, those interested should visit the USA event, the current attitude of the Federal Government is one Jobs website, which is run by the United States Office of of expansion, and so the number of opportunities for those looking to get their foot in the door is only going to continue Personnel Management.

There are many benefits attached to employment with the to grow. The variety of positions available, combined with the Federal Government. Government jobs are generally very lucrative benefits and the security offered, makes employment secure, as the past few years have made clear. Federal with the Federal Government an avenue worth exploring. employees are provided with numerous perks and bonuses, Article provided by www.Constant-Content.com

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equal opportunity employment journal

September 2022

4 Black Service Members Shaping Contemporary Military History

T

Black Americans have served in the U.S. Armed Forces since the Revolutionary War, paving the way for Black Service Members today.

he USO is sharing five stories of modern-day service members who are shaping contemporary military history.

1. Retired Lt. General Nadja West is no stranger to being a “first.” In 2013, West became the first Black female major general of the Army’s active component, as well as the Army Medicine’s first Black female two-star general. In 2015, she became the first Black surgeon general of the Army. Finally, in 2016, she became the first Black female lieutenant general and highestranking woman to graduate from West Point. With more than 20 years of experience, she’s proved herself a decisive leader, helping lead the Department of Defense (DOD) through crafting the response to the Ebola crisis, and managing an $11 billion budget and 130,000 healthcare workers when she was commanding general of Medical Command.

2. Retired Lt. Col. Shawna Rochelle Kimbrell made headlines when she became the first Black female fighter pilot for the Air Force. Throughout her school years, she set her sights on the sky. As a kindergartner, she wanted to be an astronaut, but soon shifted her focus from spaceships to jets. Determined, she joined the Civil Air Patrol, worked at air shows, earned a private pilot’s license and earned a spot in the Air Force Academy. Although naysayers told her to have a backup plan because they believed her goals were unrealistic, to Kimbrell, that wasn’t an option. In 1988, Kimbrell graduated from the Air Force Academy and earned her pilot wings the following year. She’s now a decorated Air Force veteran, having earned an Air Medal, an Aerial Achievement Medal and an Army Commendation Medal, just to name a few. With a full, CONTINUED ON PAGE 19

September 2022

equal opportunity employment journal

Page 11

WE ARE HIRING! Serving Veterans in Central and Northern California, Nevada, Hawaii, the Philippines and US Territories in the Pacific Basin.

These locations offer good weather and an abundance of outdoor activities like hiking, boating, and fishing.

Enjoy access to many national parks, rivers, and lakes at your fingertips. Whether you’re interested in work/life balance, research or academics, working for VA offers many benefits in addition to the great honor we have in serving our nation's heroes.

Full-time & Part-time Job Opportunities Physicians, Nurses, Engineers, Psychologists, Social Workers, Administrative Staff and SO MANY MORE...

For more information on current open positions, visit: www.vacareers.va.gov You may also inquire with our Physician/Provider Recruiter team: V21HealthcareRecruiters@va.gov Available benefits:

Positions available in various professional and technical fields:

Civil Engineering Communications Contract Administration Finance/Accounting Geographical Information Systems

Human Resources Heavy Equip. Operators Maintenance Planning/Research Project Management Transportation Techs

Texas Department of Transportation Human Resources Division 125 East 11th Street Austin, TX 78701-2483

Additional information may be obtained by calling 1-800-893-6848 Apply online @ www.txdot.gov/careers Equal Opportunity Employer

• • • • •

Insurance for Medical, Dental, Vision and Long Term Care Sick and Annual Leave accrual starting on day one Education Debt Reduction Program Recruitment/Relocation Incentives Some positions offer partial tele-work opportunities

We encourage qualified candidates with disabilities to apply.

The United States Government does not discriminate on employment on the basis of race, color, religion, sex, national origin, political affiliation, sexual orientation, gender identity, marital status, disability and genetic information, age, membership in an employee organization, or other non-merit factor.

VA

September 2022

equal opportunity employment journal

Page 11

U.S. NAVAL RESEARCH LABORATORY

S. NAVAL RESEARCH advancing your careerLABORATO F URTHER

THAN YOU CAN IMAGINE ® advancing your career

Further than you can imagine The U.S. Naval Research Laboratory (NRL) provides the advanced scientific capabilities required to bolster our country’s position of global naval leadership. Here, in an environment where the nation’s best scientists and engineers are inspired to pursue their passion, everyone is focused (NRL) provides the advanced scientific capabilities required to bolster on research that yields immediate and long-range applications in the defense of the United States.

®

h Laboratory our country’s p environment where the nation’s best scientists and engineers are inspired to pursue their passion, ev NRLapplications seeks seasoned professionals, as well asof recent graduates, in the areas of Chemistry, ediate and long-range in the defense thecollege United States.

Computer Science, Materials Science, Meteorology, Oceanography, Physics, Aerospace, Chemical, Computer, Electronics, Materials, and Mechanical Engineering.

ofessionals, as well as recent college graduates, in the areas of Chemistry, Computer Science, Materia aphy, Physics, Aerospace, Chemical, Computer, Electronics, Materials, and Mechanical Engineering

S C I E N C E • D I S C O V E R Y • I N N O VAT I O N

SCIENCE

•

DISCOVERY

•

INNOVATION

Apply Today

A PPLY T ODAY in Washington, DC, with remote sites located at the Stennis Space Center, MS and Monterey, CA. V NRL’s main site is located in Washington, DC, with remote sites iew opportunities. located at the Stennis Space Center, MS and Monterey, CA.

Visit www.nrl.navy.mil/careers/ to view opportunities.

U.S. NAVAL RESEARCH LABORATORY 4555 Overlook Ave., SW • Washington, DC 20375

U.S. NAVAL RESEARCH LABORATORY

www.nrl.navy.mil 4555 Overlook Ave., SW • Washington, DC 20375 NRL IS AN EQUAL OPPORTUNITY EMPLOYER

w w w . n r l . n a v y. m i l NRL is an Equal Opportunity Employer

People come from all over th to practice here, and to be tr om all overto study the here, world 2020 Renewal of Diversity Ads & Social Media

Page 12

equal opportunity employment journal

September 2022

ce here, and to be treated here.

People come from all over the world

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

Thomas Jefferson University and Thomas Jefferson Univ are committed to excellence in the delivery of patient c nd Thomas Jefferson University Hospitals the health professionals of tomorrow and discovering n n the delivery of patient care, educating As one of the most distinguished medical institutions In keeping withnew Jefferson’s Mission, We Improve Lives, Hospitals morrow and discovering knowledge.

Thomas Jefferson University and Thomas Jefferson University our history isretain, filleddevelop with and outstanding people and acc it is our goal to recruit, reward highlyhed medical institutions in the country, are committed to excellence in the delivery of patient care, educating Diversity, inclusion cultural caring competence are critical qualified employees.

If you areand enthusiastic, and the health professionals of tomorrow and discovering new knowledge. standing people and toaccomplishments. dedicated service excellence, we invite you to consider our mission and we celebrate the uniqueness of each of As one ofjoining the distinguished in the Jefferson.

Jefferson medical encourages its employees to country, al competence aremost critical components of institutions every day.outstanding our history is filled people accomplishments. expand their with knowledge and develop theirand careers through the uniqueness of each of our employees growthand opportunities and continuing Diversity, inclusion cultural competence areeducation. critical components of To learn more about Jefferson visit www.jefferson our mission andabout weJefferson, celebrate ourvisit: employees To learn more visit the uniqueness of each To applyofonline every day. visit www.jeffersonhr.org To apply online visit Recruit.jefferson.edu To learn more about Jefferson visit www.jeffersonhr.org THOMAS JEFFERSON UNIVERSITY

t.jefferson.edu

JEFFERSON HEALTH To apply online visit&Recruit.jefferson.edu

People come from all over the world to practice here, and to be treated here. Ahead in Your Health Care Career: Moving om all overto study the here, world Page 12

equal opportunity employment journal

September 2022

ce here, and to be treated here.

People come from all over the world

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

September 2022

To learn more about Jefferson visit www.jeffersonhr.org THOMAS JEFFERSON UNIVERSITY

t.jefferson.edu

JEFFERSON HEALTH To apply online visit&Recruit.jefferson.edu

Page 13

Why Becoming a Nurse Practitioner Could Be the Perfect Move

W

by B.E. Conrad

even bigger difference, life as hether you have a nurse practitioner could be been working as very rewarding. a nurse for many Nurse practitioners often reyears or are fresh out of port higher levels of personal school, it is important to and professional satisfaction in know what your options are. their careers, and that is good The field of nursing is wide news for new entrants into the open, with plenty of adprofession. The combination vancement opportunities for of greater autonomy, higher those willing to invest in their pay and better patient care is education. hard to beat, and just one reaIf you are dedicated to pason nurse practitioners express tient care and looking for a such high levels of satisfaction way to make an even greater with their choice of careers. difference, getting certified Direct Patient Care as a nurse practitioner could If you are looking for a way to earn more Nurse practitioners provide be a very good move. Nurse while providing exceptional patient care, direct care to their patients, practitioners use their knowlin much the same way as edge, their advanced trainworking as a nurse practitioner could be doctors do. In fact, many paing and their caring attitudes just what the doctor ordered. tients do not notice much of a to help their patients, and in difference when receiving return they can enjoy a bright future, growing demand for their services and enormous care from a nurse practitioner instead of a physician. Some personal satisfaction. Here are just some of the reasons to even prefer the caring attitude, professionalism and time commitment nurse practitioners bring to the table. consider a career as a nurse practitioner.

If you love being a nurse and want to be even more involved Greater Autonomy in the lives of your patients, getting certified as a nurse pracCompared to others in the field of nursing, nurse practitioners titioner is the natural choice. Once you have completed your enjoy a high level of autonomy in providing patient care. While training and achieved this highly sought certification, you can they are typically overseen by a licensed physician, nurse prac- provide direct care and support to your patients on a new and titioners are generally free to run their practices as they see fit. higher level.

This autonomy allows nurse practitioners to adapt to the needs of their patient population. From adjusting hours in re- Growing Demand sponse to patient concerns to negotiating agreements with As the shortage of primary care physicians continues to grow, major insurance companies, nurse practitioners are free to nurse practitioners could find themselves in even greater make decisions that benefit their patients and the community demand. Already nurse practitioners are taking lead in caring for their patients, with a hands-on approach that those seeking as a whole. health care services really appreciate.

Higher Pay Being in a growing field is good for your career, and taking The nurse practitioner certification is a lofty goal, and the educa- this next step in your education could be the prefect way to tional and hands-on requirements are quite extensive. The fact move up and move ahead. Nurse practitioners play a vital role that the training is so demanding means that those who make it in all aspects of health care, and with the right program you are highly regarded, and that can mean a bigger paycheck. could find yourself on the front lines.

Nurse practitioners stand to make more, sometimes much The field of nursing is growing rapidly, and nursing promore, than their counterparts in the nursing profession. If you fessionals continue to be in high demand. But some parts of are looking for a way to earn more while providing exceptional the nursing profession are in higher demand than others, and patient care, working as a nurse practitioner could be just what nurse practitioners in particular seem to be enjoying the many the doctor ordered. benefits of their chosen profession. If you are a health care professional looking for your next big challenge, it may be time Enhanced Job Satisfaction to become a nurse practitioner.

The field of nursing can be a wonderful place to be, especially Article provided by www.Constant-Content.com for caring professionals. If you are looking for a way to make an

Thomas Jefferson University and Thomas Jefferson University Hospitals are committed to excellence in the delivery of patient care, educating nd Thomas Jefferson University Hospitals the health professionals of tomorrow and discovering new knowledge. in the delivery of patient care, educating As one of the most distinguished medical institutions in the country, In keeping withnew Jefferson’s Mission, We Improve Lives, Hospitals morrow and discovering knowledge.

Thomas Jefferson University and Thomas Jefferson University our history isretain, filleddevelop with and outstanding people and accomplishments. it is our goal to recruit, reward highlyshed medical institutions in the country, are committed to excellence in the delivery of patient care, educating Diversity, inclusion cultural caring competence are critical components of qualified employees.

If you areand enthusiastic, and the health professionals of tomorrow and discovering new knowledge. standing people and toaccomplishments. dedicated service excellence, we invite you to consider our mission and we celebrate the uniqueness of each of our employees As one ofjoining the distinguished in the Jefferson.

Jefferson medical encourages its employees to country, al competence aremost critical components of institutions every day.outstanding our history is filled people accomplishments. expand their with knowledge and develop theirand careers through the uniqueness of each of our employees growthand opportunities and continuing Diversity, inclusion cultural competence areeducation. critical components of To learn more about Jefferson visit www.jeffersonhr.org our mission andabout weJefferson, celebrate ourvisit: employees To learn more visit the uniqueness of each To applyofonline every day. visit www.jeffersonhr.org To apply online visit Recruit.jefferson.edu

equal opportunity employment journal

Page 14

equal opportunity employment journal

September 2022

Managing Diversity in The Workplace

A

What is Diversity in the Workplace?

For an organization looking to cultivate a more diverse and inclusive workplace, it is important to understand what constitutes workplace diversity.

Workplace diversity refers to the variety of differences between individuals in an organization. Diversity not only includes how individuals identify themselves but also how others perceive them. Diversity within a workplace encompasses race, gender, ethnic groups, age, religion, sexual orientation, citizenship status, military service and mental and physical conditions, as well as other distinct differences between people.

What are the Benefits of Diversity in the Workplace?

What are the benefits of diversity in the workplace? Well,

there are many benefits to having a diverse workplace. Organizations that commit to recruiting a diverse workforce have a larger pool of applicants to choose from, which can lead to finding more qualified candidates and reducing the time it takes to fill vacant positions. Businesses that do not recruit from diverse talent pools run the risk of missing out on qualified candidates and may have a more difficult time filling key roles, which increases recruitment costs.

According to a survey conducted by Glassdoor, 67 percent of job seekers said a diverse workforce is important when considering job offers and 57 percent of employees think their companies should be more diverse. These numbers are telling.

Not only can organizations fill positions with qualified candidates more quickly by recruiting from different talent pools, but a diverse workforce also benefits their employer brand which is crucial when it comes to getting the right talent.

Having a diverse workforce with multi-lingual employees and employees from varying ethnic backgrounds can also

be helpful for organizations who want to expand or improve operations in international, national, regional and local markets.

More Benefits to Having Diversity in the Workplace Employees from diverse backgrounds imbue organizations with creative new ideas and perspectives informed by their cultural experiences.

A diverse workplace will help organizations better understand target demographics and what moves them

1. Prioritize Communication

To manage a diverse workplace, organizations need to ensure that they effectively communicate with employees.

Policies, procedures, safety rules and other important information should be designed to overcome language and cultural barriers by translating materials and using pictures and symbols whenever applicable.

Treat Each Employee As An Individual

Avoid making assumptions about employees from different

GROW IN A CULTURE OF INCLUSIVENESS AND EMPOWERMENT Diverse work teams let employees get to know and value one another on an individual basis and can help break down preconceived notions and cultural misunderstandings. backgrounds. Instead, look at each employee as an individual and judge successes and failures on the individual’s merit rather than attributing actions to their background.

2. Encourage Employees to Work in Diverse Groups

3. Base Standards on Objective Criteria

Set one standard of rules for all groups of employees regardless of background. Ensure that all employment actions, including discipline, follow this standardized criteria to make sure each employee is treated the same.

4. Be Open-Minded

Centre Square East | 1500 Market Street | Philadelphia, PA 19102 P 215.985.2500

Page 15

Tips for Managing Workplace Diversity:

Diverse work teams let employees get to know and value one another on an individual basis and can help break down preconceived notions and cultural misunderstandings.

PHMC is a nonprofit public health institute that creates and sustains healthier communities. PHMC uses best practices and evidence-based guidelines to improve community health through direct service, partnership, innovation, policy, research, technical assistance and a prepared workforce. PHMC has served the region since 1972.

PHMC is an equal opportunity employer.

equal opportunity employment journal

A diverse workplace can better align an organization’s culture with the demographic make-up of America Increased customer satisfaction by improving how employees interact with a more diverse clientele and public Diverse Staffing : How to Manage Diversity in the Workplace Managing diversity in the workplace presents a set of unique challenges for HR professionals. These challenges can be mitigated if an organization makes a concerted effort to encourage a more heterogeneous environment through promoting a culture of tolerance, open communication and creating conflict management strategies to address issues that may arise.

For leadership to effectively manage diversity in the workplace, they need to understand their backgrounds and how their behavior and beliefs can affect their decision-making within a diverse environment.

by Eric Dyson

ccording to a recent demographic analysis conducted by the Pew Research Center, by 2055, the U.S. will no longer have a single racial or ethnic majority. This shift towards a more diverse population will have major impacts on the workforce and how organizations address diversity in the workplace.

In the coming years, organizations that understand how to manage diversity in the workplace effectively will hold a distinct advantage when it comes to recruiting and hiring talent. This post outlines how organizations can best approach and manage diversity in the workplace with actionable tips and advice.

September 2022

PHMC.ORG

Recognize, and encourage employees to recognize, that one’s own experience, background, and culture are not the only with value to the organization. Look for ways to incorporate a diverse range of perspectives and talents into efforts to achieve organizational goals.

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.

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: • IT

• Managerial/Executive

• Research

• Hospital & Facilities Support

• Administrative/Clerical/ Float Pool

• Professional

To learn more and apply online, visit us at UCLAHealthCareers.org

VALUING THE DIVERSITY THAT’S U

Page 14

equal opportunity employment journal

September 2022

Managing Diversity in The Workplace

A

What is Diversity in the Workplace?

For an organization looking to cultivate a more diverse and inclusive workplace, it is important to understand what constitutes workplace diversity.

Workplace diversity refers to the variety of differences between individuals in an organization. Diversity not only includes how individuals identify themselves but also how others perceive them. Diversity within a workplace encompasses race, gender, ethnic groups, age, religion, sexual orientation, citizenship status, military service and mental and physical conditions, as well as other distinct differences between people.

What are the Benefits of Diversity in the Workplace?

What are the benefits of diversity in the workplace? Well,

there are many benefits to having a diverse workplace. Organizations that commit to recruiting a diverse workforce have a larger pool of applicants to choose from, which can lead to finding more qualified candidates and reducing the time it takes to fill vacant positions. Businesses that do not recruit from diverse talent pools run the risk of missing out on qualified candidates and may have a more difficult time filling key roles, which increases recruitment costs.

According to a survey conducted by Glassdoor, 67 percent of job seekers said a diverse workforce is important when considering job offers and 57 percent of employees think their companies should be more diverse. These numbers are telling.

Not only can organizations fill positions with qualified candidates more quickly by recruiting from different talent pools, but a diverse workforce also benefits their employer brand which is crucial when it comes to getting the right talent.

Having a diverse workforce with multi-lingual employees and employees from varying ethnic backgrounds can also

be helpful for organizations who want to expand or improve operations in international, national, regional and local markets.

More Benefits to Having Diversity in the Workplace Employees from diverse backgrounds imbue organizations with creative new ideas and perspectives informed by their cultural experiences.

A diverse workplace will help organizations better understand target demographics and what moves them

1. Prioritize Communication

To manage a diverse workplace, organizations need to ensure that they effectively communicate with employees.

Policies, procedures, safety rules and other important information should be designed to overcome language and cultural barriers by translating materials and using pictures and symbols whenever applicable.

Treat Each Employee As An Individual

Avoid making assumptions about employees from different

GROW IN A CULTURE OF INCLUSIVENESS AND EMPOWERMENT Diverse work teams let employees get to know and value one another on an individual basis and can help break down preconceived notions and cultural misunderstandings. backgrounds. Instead, look at each employee as an individual and judge successes and failures on the individual’s merit rather than attributing actions to their background.

2. Encourage Employees to Work in Diverse Groups

3. Base Standards on Objective Criteria

Set one standard of rules for all groups of employees regardless of background. Ensure that all employment actions, including discipline, follow this standardized criteria to make sure each employee is treated the same.

4. Be Open-Minded

Centre Square East | 1500 Market Street | Philadelphia, PA 19102 P 215.985.2500

Page 15

Tips for Managing Workplace Diversity:

Diverse work teams let employees get to know and value one another on an individual basis and can help break down preconceived notions and cultural misunderstandings.

PHMC is a nonprofit public health institute that creates and sustains healthier communities. PHMC uses best practices and evidence-based guidelines to improve community health through direct service, partnership, innovation, policy, research, technical assistance and a prepared workforce. PHMC has served the region since 1972.

PHMC is an equal opportunity employer.

equal opportunity employment journal

A diverse workplace can better align an organization’s culture with the demographic make-up of America Increased customer satisfaction by improving how employees interact with a more diverse clientele and public Diverse Staffing : How to Manage Diversity in the Workplace Managing diversity in the workplace presents a set of unique challenges for HR professionals. These challenges can be mitigated if an organization makes a concerted effort to encourage a more heterogeneous environment through promoting a culture of tolerance, open communication and creating conflict management strategies to address issues that may arise.

For leadership to effectively manage diversity in the workplace, they need to understand their backgrounds and how their behavior and beliefs can affect their decision-making within a diverse environment.

by Eric Dyson

ccording to a recent demographic analysis conducted by the Pew Research Center, by 2055, the U.S. will no longer have a single racial or ethnic majority. This shift towards a more diverse population will have major impacts on the workforce and how organizations address diversity in the workplace.

In the coming years, organizations that understand how to manage diversity in the workplace effectively will hold a distinct advantage when it comes to recruiting and hiring talent. This post outlines how organizations can best approach and manage diversity in the workplace with actionable tips and advice.

September 2022

PHMC.ORG

Recognize, and encourage employees to recognize, that one’s own experience, background, and culture are not the only with value to the organization. Look for ways to incorporate a diverse range of perspectives and talents into efforts to achieve organizational goals.

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 #5 in the nation.

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: • IT

• Managerial/Executive

• Research

• Hospital & Facilities Support

• Administrative/Clerical/ Float Pool

• Professional

To learn more and apply online, visit us at UCLAHealthCareers.org

VALUING THE DIVERSITY THAT’S U

Page 16

equal opportunity employment journal

Hiring

To build a diverse workplace, it is crucial to recruit and hire talent from a variety of backgrounds. This requires leadership and others who make hiring decisions to overcome bias in interviewing and assessing talent. If organizations can break through bias and hire the most qualified people, those with the right education, credentials, experience and skill sets, a diverse workplace should be the natural result.

Tips for hiring a diverse workforce:

• I ncorporate a diverse interview panel to ensure candidates are chosen solely based on suitability for the position.

• M anagers should be trained on what can and cannot be asked in an interview. For example, questions about an applicant’s personal life, such as which church they attend, their romantic life and political beliefs, are off-limits.

• G et creative when recruiting. For example, if an organization would like to hire more women in the engineering department, they could reach out to professional groups that cater to women in engineering and ask to advertise open positions in their newsletter or member communications.

Diversity Management: Policies and Practices

Organizations that embrace diversity also need to ensure that there are policies and practices in place to protect employees’ rights and stay compliant with government regulations.

September 2022

It is essential for an organization to think about the impact that company policies and practices have on a diverse group of employees. Companies should create a way for employees to give feedback with surveys and suggestion boxes to gain a better understanding of how employees feel about diversity policies.

Any feedback received, both positive and negative, is valuable.

Companies need to be ready to adapt and change policies that may be interpreted as obstructions or not helpful for employees.

In addition to the written policies, it is also essential to ensure that the non-official “rules” of an organization are thoroughly explained to all employees to communicate company values and culture to all workers effectively.

Documentation of Policies & Procedures

Properly documenting diversity policies is an effective means of communicating an organization’s stances on diversity. Once concrete plans are ready to be implemented, documents that outline each policy should be included in the employee handbook. Diversity policies should be reviewed with every new hire, and when updates to policies are made, they should be shared with current employees as well.

• E mployee handbooks should cover diversity in the following sections: • C ode of conduct should outline the company’s policy toward diversity • N on-discrimination policy lets employees know about diversity • Compensation and benefits policy

September 2022

equal opportunity employment journal

Zero-Tolerance Policy

Having a diverse workplace means that off-color jokes about ethnicity, gender, sexual orientation or religion need to be met with zero-tolerance enforcement. Slurs, name-calling and bullying employees for any reason has no place in today’s workplace. Policies should be put in place to handle misconduct and communicate to employees that this type of behavior will not be tolerated.

Organizations will also need to make sure employees feel safe reporting any instances of inappropriate behavior by co-workers by establishing a formal complaint policy, so employees know how to report misconduct to the proper authority within an organization.

Sensitivity Training

Employees need to be aware of how to coexist with a diverse range of people, as well as be cognizant of cultural sensitivity, to achieve harmony within a diverse workplace.

Sensitivity training can help an organization manage diversity in the workplace by helping employees become more self-aware, which plays a vital role in helping employees understand their own cultural biases and prejudices.

Benefits of Sensitivity Training:

• H elps employees examine and adjust their perspectives about people from different backgrounds • E mployees can learn to better appreciate the views of others

Sensitivity training can help an organization manage diversity in the workplace by helping employees become more self-aware, which plays a vital role in helping employees understand their own cultural biases and prejudices.

• S hows employees what actions are offensive and why they are perceived as such

• Employment conditions and termination

Looking for an exciting place to work where you have the opportunity to help others? Look to Harlingen, Knapp or Mission Regional Medical Centers.

You Can Be You

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:

www.careersatmainehealth.org

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.

We’re always on the lookout for professionals who are as committed to excellence as we are.

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.

THIS IS TOMORROW’S HEALTH CARE.

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

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

Page 17

Harlingen Medical Center

Knapp Medical Center

5505 S. Expressway 77 Suite 202 Harlingen, TX 78550

1401 E. 8th Street Weslaco, TX 78550

900 S. Bryan Road Mission, TX 78572

956-969-5102

956-365-1004

www.knappmed.org

956-323-1050

www.harlingenmedicalcenter.com CarilionClinic.org | 800-599-2537

G354278 Update EOE print ad - recruiting January 2020 4.90x 6.65.indd 1

Mission Regional Medical Center www.missionrmc.org

Learn more about us online.

MRMC, HMC, and KMC are an Equal Opportunity & Affirmative Action Employer/VET/Disabled. Smoke/Drug Free Workplace.

1/5/21 9:57 AM

Page 16

equal opportunity employment journal

Hiring

To build a diverse workplace, it is crucial to recruit and hire talent from a variety of backgrounds. This requires leadership and others who make hiring decisions to overcome bias in interviewing and assessing talent. If organizations can break through bias and hire the most qualified people, those with the right education, credentials, experience and skill sets, a diverse workplace should be the natural result.

Tips for hiring a diverse workforce:

• I ncorporate a diverse interview panel to ensure candidates are chosen solely based on suitability for the position.

• M anagers should be trained on what can and cannot be asked in an interview. For example, questions about an applicant’s personal life, such as which church they attend, their romantic life and political beliefs, are off-limits.

• G et creative when recruiting. For example, if an organization would like to hire more women in the engineering department, they could reach out to professional groups that cater to women in engineering and ask to advertise open positions in their newsletter or member communications.

Diversity Management: Policies and Practices

Organizations that embrace diversity also need to ensure that there are policies and practices in place to protect employees’ rights and stay compliant with government regulations.

September 2022

It is essential for an organization to think about the impact that company policies and practices have on a diverse group of employees. Companies should create a way for employees to give feedback with surveys and suggestion boxes to gain a better understanding of how employees feel about diversity policies.

Any feedback received, both positive and negative, is valuable.

Companies need to be ready to adapt and change policies that may be interpreted as obstructions or not helpful for employees.

In addition to the written policies, it is also essential to ensure that the non-official “rules” of an organization are thoroughly explained to all employees to communicate company values and culture to all workers effectively.

Documentation of Policies & Procedures

Properly documenting diversity policies is an effective means of communicating an organization’s stances on diversity. Once concrete plans are ready to be implemented, documents that outline each policy should be included in the employee handbook. Diversity policies should be reviewed with every new hire, and when updates to policies are made, they should be shared with current employees as well.

• E mployee handbooks should cover diversity in the following sections: • C ode of conduct should outline the company’s policy toward diversity • N on-discrimination policy lets employees know about diversity • Compensation and benefits policy

September 2022

equal opportunity employment journal

Zero-Tolerance Policy

Having a diverse workplace means that off-color jokes about ethnicity, gender, sexual orientation or religion need to be met with zero-tolerance enforcement. Slurs, name-calling and bullying employees for any reason has no place in today’s workplace. Policies should be put in place to handle misconduct and communicate to employees that this type of behavior will not be tolerated.

Organizations will also need to make sure employees feel safe reporting any instances of inappropriate behavior by co-workers by establishing a formal complaint policy, so employees know how to report misconduct to the proper authority within an organization.

Sensitivity Training

Employees need to be aware of how to coexist with a diverse range of people, as well as be cognizant of cultural sensitivity, to achieve harmony within a diverse workplace.

Sensitivity training can help an organization manage diversity in the workplace by helping employees become more self-aware, which plays a vital role in helping employees understand their own cultural biases and prejudices.

Benefits of Sensitivity Training:

• H elps employees examine and adjust their perspectives about people from different backgrounds • E mployees can learn to better appreciate the views of others

Sensitivity training can help an organization manage diversity in the workplace by helping employees become more self-aware, which plays a vital role in helping employees understand their own cultural biases and prejudices.

• S hows employees what actions are offensive and why they are perceived as such

• Employment conditions and termination

Looking for an exciting place to work where you have the opportunity to help others? Look to Harlingen, Knapp or Mission Regional Medical Centers.

You Can Be You

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:

www.careersatmainehealth.org

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.

We’re always on the lookout for professionals who are as committed to excellence as we are.

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.

THIS IS TOMORROW’S HEALTH CARE.

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

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

Page 17

Harlingen Medical Center

Knapp Medical Center

5505 S. Expressway 77 Suite 202 Harlingen, TX 78550

1401 E. 8th Street Weslaco, TX 78550

900 S. Bryan Road Mission, TX 78572

956-969-5102

956-365-1004

www.knappmed.org

956-323-1050

www.harlingenmedicalcenter.com CarilionClinic.org | 800-599-2537

G354278 Update EOE print ad - recruiting January 2020 4.90x 6.65.indd 1

Mission Regional Medical Center www.missionrmc.org

Learn more about us online.

MRMC, HMC, and KMC are an Equal Opportunity & Affirmative Action Employer/VET/Disabled. Smoke/Drug Free Workplace.

1/5/21 9:57 AM

Page 18

equal opportunity employment journal

• T eaches employees how to calmly communicate that a co-worker has offended them and how to resolve the conflict properly • E xplains to employees how to apologize to a co-worker if they have indeed offended them unknowingly • A ll employees should be included in sensitivity training; adding specific training for managers makes it even more impactful. Some companies also offer sensitivity training online.

September 2022

Stay Abreast of Diversity Laws Managing diversity in the workplace means that businesses need to keep abreast of changing employer-related laws and trends, especially diversity-related changes. Organizations should regularly review internal policies, especially those around harassment and equal opportunity, and make sure they reflect the most current laws and regulations.

If an organization has an international or multi-state presence, it is necessary to track regional changes to laws and regulations as they vary from country to county and state to state Even with the resources of the Internet, this can be a time-consuming event. Make the information available to all.

Diversity Law Resources:

Society of Human Resources Management Bloomberg BNA (Bureau of National Affairs)

The Importance of Diversity in the Workplace

Managing diversity in the workplace means that businesses need to keep abreast of changing employer-related laws and trends, especially diversity-related changes.

Encouraging diversity is the way forward for organizations.

In a global talent market, businesses that can successfully manage diversity in the workplace will have a definite competitive advantage over others in terms of differentiation, innovation, and employer branding.

Article provided by www.peoplescout.com PeopleScout, a TrueBlue company, is the world’s largest Recruitment Process Outsourcing (RPO) provider managing talent solutions that span the global economy. PeopleScout provides end-to-end Managed Service Provider (MSP), Total Workforce Solutions and talent advisory capabilities to support the entire workforce spectrum. Affinix™, PeopleScout’s proprietary talent acquisition platform, empowers faster engagement with the best talent through an AI-driven, consumer-like candidate experience.

September 2022

equal opportunity employment journal

CONTINUED FROM PAGE 10

successful military career behind her, Kimbrell shows no signs of slowing down. Today, she dedicates her days to help future officers at the Air Force Academy, where she teaches physical education and is the academy’s Director of Culture, Climate and Diversity.

On January 21, 2021, retired Gen. Lloyd Austin was confirmed by the U.S. Senate in a near-unanimous vote to become the first Black defense secretary of the United States.

3. The first-ever Black female plebe to attend and graduate from the U.S. Naval Academy, Janie L. Mines first stepped onto campus in 1976. “The academy wasn’t ready for [women],” Mines said in an interview with the DOD. “It just happened quickly, and it needed to be done. The academy considered itself to be a combat school, and [women] were not allowed to serve in combat. So, we were seen as taking up spots for good combat officers that were needed, because we ‘couldn’t do the job.’ Additionally, there was a general belief that as Black women … I would not be able to lead in what was at that time a white-male Navy.” Despite being accepted to other prestigious universities, Mines was determined to attend the Academy and answer the call to serve. “When the

Page 19

Academy contacted me and said I was going to be the only Black woman who would be admitted, I felt like it was something I had to do.” After graduation, Mines went on to become a lieutenant in the Navy Supply Corps and one of the first women to ever serve on a Navy ship. Today, she mentors young midshipmen, is the author of “No Coincidences: Reflections of the First Black Female Graduate of the United States Naval Academy” and is a member of the Defense Advisory Committee on Women in the Service.

4. On January 21, 2021, retired Gen. Lloyd Austin was confirmed by the U.S. Senate in a near-unanimous vote to become the first Black defense secretary of the United States.

A retired Army four-star general, he previously attended West Point and was soon commissioned as a second lieutenant.

Austin served more than 40 years in the Army. He was the 33rd vice chief of staff of the branch and was the last commanding general of the U.S. Forces – Iraq Operation New Dawn. In 2013, President Barack Obama appointed him commander of United States Central Command, making Austin the first Black person to ever hold the position. In 2016, he retired from the military as a decorated and distinguished Army veteran with many honors, including a Silver Star and Humanitarian Service Medal. In the private sector, he served on several boards until President Joe Biden nominated him to be secretary of defense in 2021 -- where he serves today.

Diversity and inclusion are central to the USO’s values and mission. To learn more about the USO’s commitment to diversity and inclusion visit https://www.uso.org/diversity.

Article provided by www.statepoint.net

If you’re ready to make a difference, we’re ready for you to join our team.

Whether you’re a physician, an advanced practice clinician, a nurse, an allied health professional or a skilled individual in another area, ChristianaCare is where you can become your very best.

Everything we do is driven by the goal of helping our patients and communities improve their health and well-being. It’s our people who make that goal possible.

Our compassionate care nurtures

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

careers.holyredeemer.com Equal Opportunity Employer

Together, we combine expert knowledge with compassion and kindness. Our Head + Heart, Together philosophy drives our care decisions and helps us make a difference in our patients’ lives.

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:

For more information visit:

healthpartners.com/careers/lakeview

oakvalleyhospital.com

927 West Churchill Street • Stillwater, MN 55082

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.

EOE/AA

Guided by our values of Love and Excellence, we’re committed to treating everyone with dignity and respect while delivering high-quality, safe patient care.

Our policies and procedures, hiring and internal promotion practices, benefits, learning opportunities and corporate citizenship demonstrate our commitment to inclusion and diversity.

www.christianacare.org

Page 18

equal opportunity employment journal

• T eaches employees how to calmly communicate that a co-worker has offended them and how to resolve the conflict properly • E xplains to employees how to apologize to a co-worker if they have indeed offended them unknowingly • A ll employees should be included in sensitivity training; adding specific training for managers makes it even more impactful. Some companies also offer sensitivity training online.

September 2022

Stay Abreast of Diversity Laws Managing diversity in the workplace means that businesses need to keep abreast of changing employer-related laws and trends, especially diversity-related changes. Organizations should regularly review internal policies, especially those around harassment and equal opportunity, and make sure they reflect the most current laws and regulations.

If an organization has an international or multi-state presence, it is necessary to track regional changes to laws and regulations as they vary from country to county and state to state Even with the resources of the Internet, this can be a time-consuming event. Make the information available to all.

Diversity Law Resources:

Society of Human Resources Management Bloomberg BNA (Bureau of National Affairs)

The Importance of Diversity in the Workplace

Managing diversity in the workplace means that businesses need to keep abreast of changing employer-related laws and trends, especially diversity-related changes.

Encouraging diversity is the way forward for organizations.

In a global talent market, businesses that can successfully manage diversity in the workplace will have a definite competitive advantage over others in terms of differentiation, innovation, and employer branding.

Article provided by www.peoplescout.com PeopleScout, a TrueBlue company, is the world’s largest Recruitment Process Outsourcing (RPO) provider managing talent solutions that span the global economy. PeopleScout provides end-to-end Managed Service Provider (MSP), Total Workforce Solutions and talent advisory capabilities to support the entire workforce spectrum. Affinix™, PeopleScout’s proprietary talent acquisition platform, empowers faster engagement with the best talent through an AI-driven, consumer-like candidate experience.

September 2022

equal opportunity employment journal

CONTINUED FROM PAGE 10

successful military career behind her, Kimbrell shows no signs of slowing down. Today, she dedicates her days to help future officers at the Air Force Academy, where she teaches physical education and is the academy’s Director of Culture, Climate and Diversity.

On January 21, 2021, retired Gen. Lloyd Austin was confirmed by the U.S. Senate in a near-unanimous vote to become the first Black defense secretary of the United States.

3. The first-ever Black female plebe to attend and graduate from the U.S. Naval Academy, Janie L. Mines first stepped onto campus in 1976. “The academy wasn’t ready for [women],” Mines said in an interview with the DOD. “It just happened quickly, and it needed to be done. The academy considered itself to be a combat school, and [women] were not allowed to serve in combat. So, we were seen as taking up spots for good combat officers that were needed, because we ‘couldn’t do the job.’ Additionally, there was a general belief that as Black women … I would not be able to lead in what was at that time a white-male Navy.” Despite being accepted to other prestigious universities, Mines was determined to attend the Academy and answer the call to serve. “When the

Page 19

Academy contacted me and said I was going to be the only Black woman who would be admitted, I felt like it was something I had to do.” After graduation, Mines went on to become a lieutenant in the Navy Supply Corps and one of the first women to ever serve on a Navy ship. Today, she mentors young midshipmen, is the author of “No Coincidences: Reflections of the First Black Female Graduate of the United States Naval Academy” and is a member of the Defense Advisory Committee on Women in the Service.

4. On January 21, 2021, retired Gen. Lloyd Austin was confirmed by the U.S. Senate in a near-unanimous vote to become the first Black defense secretary of the United States.

A retired Army four-star general, he previously attended West Point and was soon commissioned as a second lieutenant.

Austin served more than 40 years in the Army. He was the 33rd vice chief of staff of the branch and was the last commanding general of the U.S. Forces – Iraq Operation New Dawn. In 2013, President Barack Obama appointed him commander of United States Central Command, making Austin the first Black person to ever hold the position. In 2016, he retired from the military as a decorated and distinguished Army veteran with many honors, including a Silver Star and Humanitarian Service Medal. In the private sector, he served on several boards until President Joe Biden nominated him to be secretary of defense in 2021 -- where he serves today.

Diversity and inclusion are central to the USO’s values and mission. To learn more about the USO’s commitment to diversity and inclusion visit https://www.uso.org/diversity.

Article provided by www.statepoint.net

If you’re ready to make a difference, we’re ready for you to join our team.

Whether you’re a physician, an advanced practice clinician, a nurse, an allied health professional or a skilled individual in another area, ChristianaCare is where you can become your very best.

Everything we do is driven by the goal of helping our patients and communities improve their health and well-being. It’s our people who make that goal possible.

Our compassionate care nurtures

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

careers.holyredeemer.com Equal Opportunity Employer

Together, we combine expert knowledge with compassion and kindness. Our Head + Heart, Together philosophy drives our care decisions and helps us make a difference in our patients’ lives.

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:

For more information visit:

healthpartners.com/careers/lakeview

oakvalleyhospital.com

927 West Churchill Street • Stillwater, MN 55082

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.

EOE/AA

Guided by our values of Love and Excellence, we’re committed to treating everyone with dignity and respect while delivering high-quality, safe patient care.

Our policies and procedures, hiring and internal promotion practices, benefits, learning opportunities and corporate citizenship demonstrate our commitment to inclusion and diversity.

www.christianacare.org

Page 20

equal opportunity employment journal

September 2022

Opening Eyes to the Benefits of Hiring Military Veterans in the Healthcare Industry

September 2022

equal opportunity employment journal

Page 21

by Matthew McCabe

T

he start of the 21 st century has been unlike any other in American history. The nation has experienced economic highs and lows, and drudged its way through 14 years of war and strife. Millions of brave men and women have sacrificed life and limb to serve this country overseas, protecting the freedom of the American people. They do their job without complaint, exhibiting a steadfast determination to achieve the objectives set forth for them, with little say in the process.

Now, with combat troops home from Iraq and winding down commitments in Afghanistan, millions of America’s finest are returning home in search of normalcy. These individuals are returning to a different America, but they bring with them numerous skills and character traits instilled through service and tested on the battlefield.

The push to ensure that the nation’s veterans have employment when they leave military service has been underway for

years. Regardless of the industry your business serves, there are multiple benefits to hiring veterans as a member of your team.

Some of these benefits apply to military members entering any civilian role. Other benefits apply to specific industries. The healthcare industry is an area of the American economy that is under great strain. Just as America’s veterans served their country in war, so too can they serve their country at home as qualified professionals in the healthcare industry.

Loyalty During basic training, all military members are broken down and remolded as soldiers, sailors, and Marines in the US Armed Forces. Values including trust and loyalty are instilled, which become valuable on the field of battle. This same loyalty is not lost when the uniform comes off. Veterans have a unique understanding of the value of loyalty. They know from experience that loyalty adds to the proficiency of a team and builds trust CONTINUED ON PAGE 22 in the workplace.

WE ARE HIRING! Serving Veterans in Central and Northern California, Nevada, Hawaii, the Philippines and US Territories in the Pacific Basin.

These locations offer good weather and an abundance of outdoor activities like hiking, boating, and fishing.

Enjoy access to many national parks, rivers, and lakes at your fingertips. Whether you’re interested in work/life balance, research or academics, working for VA offers many benefits in addition to the great honor we have in serving our nation's heroes.

Full-time & Part-time Job Opportunities Physicians, Nurses, Engineers, Psychologists, Social Workers, Administrative Staff and SO MANY MORE...

For more information on current open positions, visit: www.vacareers.va.gov

Clark County is located in

Las Vegas, Nevada and is

one of the area’s largest

You may also inquire with our Physician/Provider Recruiter team: V21HealthcareRecruiters@va.gov

employers. We recognize

the value of a qualified and

diverse workforce. County

Available benefits:

employment offers outstanding

benefits, retirement, and career

enhancement opportunities.

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

VA offers a wide range of career fields and opportunities.

CLARK COUNTY, NEVADA

500 South Grand Central Parkway, 3rd Floor Las Vegas, NV 89155-1791 (702) 455-4565

www.clarkcountynv.gov Clark County is an Equal Opportunity Employer

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.

• • • • •

Insurance for Medical, Dental, Vision and Long Term Care Sick and Annual Leave accrual starting on day one Education Debt Reduction Program Recruitment/Relocation Incentives Some positions offer partial tele-work opportunities

We encourage qualified candidates with disabilities to apply.

The United States Government does not discriminate on employment on the basis of race, color, religion, sex, national origin, political affiliation, sexual orientation, gender identity, marital status, disability and genetic information, age, membership in an employee organization, or other non-merit factor.

VA

Page 20

equal opportunity employment journal

September 2022

Opening Eyes to the Benefits of Hiring Military Veterans in the Healthcare Industry

September 2022

equal opportunity employment journal

Page 21

by Matthew McCabe

T

he start of the 21 st century has been unlike any other in American history. The nation has experienced economic highs and lows, and drudged its way through 14 years of war and strife. Millions of brave men and women have sacrificed life and limb to serve this country overseas, protecting the freedom of the American people. They do their job without complaint, exhibiting a steadfast determination to achieve the objectives set forth for them, with little say in the process.

Now, with combat troops home from Iraq and winding down commitments in Afghanistan, millions of America’s finest are returning home in search of normalcy. These individuals are returning to a different America, but they bring with them numerous skills and character traits instilled through service and tested on the battlefield.

The push to ensure that the nation’s veterans have employment when they leave military service has been underway for

years. Regardless of the industry your business serves, there are multiple benefits to hiring veterans as a member of your team.

Some of these benefits apply to military members entering any civilian role. Other benefits apply to specific industries. The healthcare industry is an area of the American economy that is under great strain. Just as America’s veterans served their country in war, so too can they serve their country at home as qualified professionals in the healthcare industry.

Loyalty During basic training, all military members are broken down and remolded as soldiers, sailors, and Marines in the US Armed Forces. Values including trust and loyalty are instilled, which become valuable on the field of battle. This same loyalty is not lost when the uniform comes off. Veterans have a unique understanding of the value of loyalty. They know from experience that loyalty adds to the proficiency of a team and builds trust CONTINUED ON PAGE 22 in the workplace.

WE ARE HIRING! Serving Veterans in Central and Northern California, Nevada, Hawaii, the Philippines and US Territories in the Pacific Basin.

These locations offer good weather and an abundance of outdoor activities like hiking, boating, and fishing.

Enjoy access to many national parks, rivers, and lakes at your fingertips. Whether you’re interested in work/life balance, research or academics, working for VA offers many benefits in addition to the great honor we have in serving our nation's heroes.

Full-time & Part-time Job Opportunities Physicians, Nurses, Engineers, Psychologists, Social Workers, Administrative Staff and SO MANY MORE...

For more information on current open positions, visit: www.vacareers.va.gov

Clark County is located in

Las Vegas, Nevada and is

one of the area’s largest

You may also inquire with our Physician/Provider Recruiter team: V21HealthcareRecruiters@va.gov

employers. We recognize

the value of a qualified and

diverse workforce. County

Available benefits:

employment offers outstanding

benefits, retirement, and career

enhancement opportunities.

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

VA offers a wide range of career fields and opportunities.

CLARK COUNTY, NEVADA

500 South Grand Central Parkway, 3rd Floor Las Vegas, NV 89155-1791 (702) 455-4565

www.clarkcountynv.gov Clark County is an Equal Opportunity Employer

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.

• • • • •

Insurance for Medical, Dental, Vision and Long Term Care Sick and Annual Leave accrual starting on day one Education Debt Reduction Program Recruitment/Relocation Incentives Some positions offer partial tele-work opportunities

We encourage qualified candidates with disabilities to apply.

The United States Government does not discriminate on employment on the basis of race, color, religion, sex, national origin, political affiliation, sexual orientation, gender identity, marital status, disability and genetic information, age, membership in an employee organization, or other non-merit factor.

VA

Page 22

equal opportunity employment journal

CONTINUED FROM PAGE 20

In an economic news release from June 2014, the United States Bureau of Labor Statistics found that the average company spends $30.11 per hour on average to compensate employees. This cost includes the basic expense incurred for sustaining an employee, but does not include costs such as the training and mentoring of employees learning the job as they go. Given the significant investment businesses make in the average employee, businesses should be looking to hire employees that exhibit loyalty and invest themselves in the company through hard work and dedication.

Work Ethic

Time spent in the service instills in veterans a lifestyle dependent upon adherence to a schedule and consistent performance. There are no off days in a warzone. When service members bring a slacker’s attitude to training and preparation, they put their lives and the lives of others at risk.

For a business, judging the professional maturity of candidates can be difficult. However, in hiring a veteran your business can rest assured that it is bringing in an employee that understands scheduling, consistency, and a strong work ethic.

Communication

Many veterans speak more than one language and have traveled extensively. This means that they not only have the ability to communicate in other languages, but understand the nuances of communication with individuals from other cultures.

What this Means for Healthcare

The healthcare industry is undergoing a tremendous revolution. Between rapid technological innovation, integration, and

CHARLES GEORGE VA MEDICAL CENTER 1100 Tunnel Road • ASHEVILLE, NC 28805

September 2022

workforce shortages, the healthcare industry should be turning to military veterans as a source of high-quality talent. Military healthcare professionals use advanced technological tools, adapt to changing procedures, and work tirelessly for the health of others, all while missiles fly overhead, bombs drop nearby, and supply lines face a constant threat.

Healthcare workers are in short demand at a time when supply is on the rise. Veterans are prepared to hit the ground running in a civilian healthcare setting after spending years working in military healthcare settings. There are a few factors that make military veterans uniquely positioned to transition into healthcare more easily than other industries: • M edical standards and patient loads are the same in both military and civilian healthcare settings.

• M edical jargon is the same in both settings, as are many of the procedures and protocols defining healthcare.

• V eterans come from a high-stress, demanding setting that is more intense than civilian healthcare, allowing them to adjust quickly and make positive contributions.

Finally, many veterans have already seen unique and bizarre cases serving in a military healthcare setting. When caring for other military members, veterans deal with injuries, diseases, and other physical ailments that occur with less frequency in civilian healthcare sectors.

Understand the unique character traits and skills that veterans offer as you determine which individual best suits the needs of your company.

Article provided by www.Constant-Content.com

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.

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 equal opportunities for and advancement of all people based on their qualifications and experience without regard to race, color, religion, sex, sexual orientation, gender identity, age, national origin, marital status, veteran status, citizenship status, disability, genetic information or any other status protected by law.

September 2022

equal opportunity employment journal

Page 23

Building A Diverse Workforce In Law Enforcement

By Jane Wiseman

Successful recruitment in law enforcement today is possible but requires effort, experimentation and commitment to continuous improvement of approaches.

A

worker shortage is sweeping the nation, and law enforcement is no exception. Across the country, law enforcement agencies struggle to recruit, hire and retain police officers for reasons that span social, economic and political factors.[1] Compounding the problem, in some departments, officers are retiring at a faster rate than they are being replaced.

The events following the murder of George Floyd made police hiring more complex as it exacerbated tension between the community and law enforcement and inflamed long-standing beliefs that racial biases exist within the profession. To help address these tensions, law enforcement leaders may want to diversify their organizations – but this is no easy task even before such recent events.

My team reviewed recent scholarly research for relevant insight and surfaced four recommendations (Note: the

research was funded by the Massachusetts State Police/Executive Office of Public Safety and Security).[2]

1. Attract A Greater Volume of Qualified Candidates

Successful recruitment in law enforcement today is possible but requires effort, experimentation and commitment to continuous improvement of approaches.

In addition to expanding traditional pathways like internships and partnerships with criminal justice programs, departments can begin to look at nontraditional disciplines, such as foreign language programs, technology-centric schools, and hospitality or management programs that offer potential

Page 22

equal opportunity employment journal

CONTINUED FROM PAGE 20

In an economic news release from June 2014, the United States Bureau of Labor Statistics found that the average company spends $30.11 per hour on average to compensate employees. This cost includes the basic expense incurred for sustaining an employee, but does not include costs such as the training and mentoring of employees learning the job as they go. Given the significant investment businesses make in the average employee, businesses should be looking to hire employees that exhibit loyalty and invest themselves in the company through hard work and dedication.

Work Ethic

Time spent in the service instills in veterans a lifestyle dependent upon adherence to a schedule and consistent performance. There are no off days in a warzone. When service members bring a slacker’s attitude to training and preparation, they put their lives and the lives of others at risk.

For a business, judging the professional maturity of candidates can be difficult. However, in hiring a veteran your business can rest assured that it is bringing in an employee that understands scheduling, consistency, and a strong work ethic.

Communication

Many veterans speak more than one language and have traveled extensively. This means that they not only have the ability to communicate in other languages, but understand the nuances of communication with individuals from other cultures.

What this Means for Healthcare

The healthcare industry is undergoing a tremendous revolution. Between rapid technological innovation, integration, and

CHARLES GEORGE VA MEDICAL CENTER 1100 Tunnel Road • ASHEVILLE, NC 28805

September 2022

workforce shortages, the healthcare industry should be turning to military veterans as a source of high-quality talent. Military healthcare professionals use advanced technological tools, adapt to changing procedures, and work tirelessly for the health of others, all while missiles fly overhead, bombs drop nearby, and supply lines face a constant threat.

Healthcare workers are in short demand at a time when supply is on the rise. Veterans are prepared to hit the ground running in a civilian healthcare setting after spending years working in military healthcare settings. There are a few factors that make military veterans uniquely positioned to transition into healthcare more easily than other industries: • Medical standards and patient loads are the same in both military and civilian healthcare settings.

• Medical jargon is the same in both settings, as are many of the procedures and protocols defining healthcare.

• Veterans come from a high-stress, demanding setting that is more intense than civilian healthcare, allowing them to adjust quickly and make positive contributions.

Finally, many veterans have already seen unique and bizarre cases serving in a military healthcare setting. When caring for other military members, veterans deal with injuries, diseases, and other physical ailments that occur with less frequency in civilian healthcare sectors.

Understand the unique character traits and skills that veterans offer as you determine which individual best suits the needs of your company.

Article provided by www.Constant-Content.com

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.

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 equal opportunities for and advancement of all people based on their qualifications and experience without regard to race, color, religion, sex, sexual orientation, gender identity, age, national origin, marital status, veteran status, citizenship status, disability, genetic information or any other status protected by law.

September 2022

equal opportunity employment journal

Page 23

Building a Diverse Workforce in Law Enforcement

By Jane Wiseman

Successful recruitment in law enforcement today is possible but requires effort, experimentation and commitment to continuous improvement of approaches.

A

worker shortage is sweeping the nation, and law enforcement is no exception. Across the country, law enforcement agencies struggle to recruit, hire and retain police officers for reasons that span social, economic and political factors.[1] Compounding the problem, in some departments, officers are retiring at a faster rate than they are being replaced.

The events following the murder of George Floyd made police hiring more complex as it exacerbated tension between the community and law enforcement and inflamed long-standing beliefs that racial biases exist within the profession. To help address these tensions, law enforcement leaders may want to diversify their organizations – but this is no easy task even before such recent events.

My team reviewed recent scholarly research for relevant insight and surfaced four recommendations (Note: the

research was funded by the Massachusetts State Police/Executive Office of Public Safety and Security).[2]

1. Attract A Greater Volume of Qualified Candidates

Successful recruitment in law enforcement today is possible but requires effort, experimentation and commitment to continuous improvement of approaches.

In addition to expanding traditional pathways like internships and partnerships with criminal justice programs, departments can begin to look at nontraditional disciplines, such as foreign language programs, technology-centric schools, and hospitality or management programs that offer potential

Page 24

equal opportunity employment journal

recruits with skills needed to better relations with communities, improve analytics and foster a culture of customer service.

2. Recruit More Women and People of Color

According to the Police Executive Research Forum, “trying to recruit and hire only candidates who have the same life experiences and outlooks as those currently in the profession is a recipe for failure.” Successful recruiting of women and people of color can be achieved by: • C reating targeted outreach programs to reach diverse audiences • Using targeted digital marketing • E nsuring prospective candidates can see themselves in the role • R eviewing job postings and messaging for unintended language biases • P roviding support to applicants from diverse backgrounds • C onsidering modifications to physical fitness requirements • Screening out candidates who exhibit biases • A ssessing organizational culture for any barriers to belonging • Strengthening policies that prohibit harassment.

September 2022

3. Retain More Candidates During The Selection Process

Law enforcement recruitment hiring processes can be lengthy and convoluted, forcing many good candidates to simply give up and take other jobs. Strategies to facilitate retention of more candidates during selection include: • Designing a user-centric process • One-on-one support via mentors or advisors • T argeted support at steps of the application when candidates are most likely to drop out • Coaching so candidates can pass fitness exams • S treamlining steps and leveraging technology modernization to cut down hiring time • G iving candidates visibility into their status in the hiring process.

4. Ease Pressure on Recruiting with Less Attrition and New Staffing Models

In most cases, retaining existing officers takes far fewer resources than identifying, screening, selecting and training new ones – and it takes the pressure off the recruiting function.

Research-based ways to reduce attrition include giving recruits a realistic job preview before they start, conducting exit interviews to understand and common reasons for leaving, and CONTINUED ON PAGE 26

September 2022

equal opportunity employment journal

Page 25

Page 24

equal opportunity employment journal

recruits with skills needed to better relations with communities, improve analytics and foster a culture of customer service.

2. Recruit More Women and People of Color

According to the Police Executive Research Forum, “trying to recruit and hire only candidates who have the same life experiences and outlooks as those currently in the profession is a recipe for failure.” Successful recruiting of women and people of color can be achieved by: • C reating targeted outreach programs to reach diverse audiences • Using targeted digital marketing • E nsuring prospective candidates can see themselves in the role • R eviewing job postings and messaging for unintended language biases • P roviding support to applicants from diverse backgrounds • C onsidering modifications to physical fitness requirements • Screening out candidates who exhibit biases • A ssessing organizational culture for any barriers to belonging • Strengthening policies that prohibit harassment.

September 2022

3. Retain More Candidates During The Selection Process

Law enforcement recruitment hiring processes can be lengthy and convoluted, forcing many good candidates to simply give up and take other jobs. Strategies to facilitate retention of more candidates during selection include: • Designing a user-centric process • One-on-one support via mentors or advisors • T argeted support at steps of the application when candidates are most likely to drop out • Coaching so candidates can pass fitness exams • S treamlining steps and leveraging technology modernization to cut down hiring time • G iving candidates visibility into their status in the hiring process.

4. Ease Pressure on Recruiting with Less Attrition and New Staffing Models

In most cases, retaining existing officers takes far fewer resources than identifying, screening, selecting and training new ones – and it takes the pressure off the recruiting function.

Research-based ways to reduce attrition include giving recruits a realistic job preview before they start, conducting exit interviews to understand and common reasons for leaving, and CONTINUED ON PAGE 26

September 2022

equal opportunity employment journal

Page 25

Page 26

equal opportunity employment journal

CONTINUED FROM PAGE 24

September 2022

one utilized in the medical field with a standard set of rotations among specialties to be completed in the first three years of service and then allowing staff to choose their specialty.

Finally, a careful review of tasks that can be automated or completed by using remote work options, along with examining roles that can be filled by contracted, part-time, non-sworn, or seasonal staff can modernize the approach to staffing, recruitment and retention within the law enforcement workforce.

CONCLUSION

A more diverse police force will take time, but incremental progress can gradually shift an organization with annual progress toward ambitious goals. conducting “stay” interviews to understand key motivations for staff who stay employed.

For some agencies, rethinking deployment models may uncover creative ways to simultaneously improve morale and professionalism while decreasing churn. Scholars Whetstone, Reed and Turner suggest creating a training model akin to the

A more diverse police force will take time, but incremental progress can gradually shift an organization with annual progress toward ambitious goals.

Diversity hiring goals should be clear and visibly supported by the chief, and accountability for reaching those goals should be vested in a respected senior leader. Partnership with key community stakeholders must be a key part of the strategy.

This is a once-in-a-generation chance to energize the profession toward renewed connection to and investment in the public good via embracing inclusivity and creating a more diverse team. Communities just may respond in kind with greater trust and confidence.

REFERENCES 1. IACP. The state of recruitment: A crisis for law enforcement.

2. The full review of recent scholarly literature can be found here, and the policymaker summary can be found here.

Article provided by www.police1.com

September 2022

equal opportunity employment journal

8 Ways to Establish Healthy Boundaries at Work

by CareerContessa.com

In this age of constant interconnectivity, it can be impossible to disconnect from work or set healthy boundaries around your work-life balance. Here are a few ways to set (and maintain) healthy boundaries for your life—and your work.

W

ith technology, flexible work, and ever-changing workplaces, setting healthy boundaries at work is more difficult than ever before.

Going through a job search can be a difficult time—and, unfortunately, a time in which you veer more towards people-pleasing than asserting yourself. We all want the job, so of course, we should be as agreeable as possible, right? Well, not really.

This is all to say that setting healthy boundaries for yourself at work starts early—as early as the interview process itself.

From the interview and onward, you teach your boss and your colleagues how to treat you and how you achieve a healthy work-life balance by implementing physical boundaries, mental boundaries, and personal limits.

Here are a few common boundary breakers that we’ve all likely allowed in the past: • D o you check work email outside of office hours?

Be the Difference in 2022!

THE VERMONT STATE POLICE IS HIRING

The Vermont State Police offers a competitive salary, pension plan and benefits package. If you are looking for a career that offers job diversity, opportunity for advancement, and gratification from helping others,

PLEASE VISIT US:

vsp.vermont.gov/employment Equal Opportunity Employer

MAKE AN IMPACT IN KANSAS CITY The men and women who comprise the Kansas City Missouri Police Department play a critical role in serving and protecting the citizens of Kansas City. Each employee contributes equally to fulfill the everyday operations of the department, and you could be part of our agency.

For more information about current openings, please visit us at:

careers.kcpd.org

901 Charlotte • Kansas City, MO 64106 an EOE Employer

Page 27

• D o you make yourself available on Slack 24/7—to solve any problem that might arise?

feel unnatural at first, but preemptively protecting your mental health is so important.

Physical Boundaries

Healthy boundaries for yourself at work starts early—as early as the interview itself.

• W ill you pick up work outside of your job description at a moment’s notice?

• S etting boundaries from the start allows you to navigate your workplace, avoid potential toxic environments, and create a clear path for you to do your best work without being taken advantage of or burning out.

No two people have the exact same work style.

It’s important to keep that in mind and to set your own boundaries. Ask your local introvert and they will tell you exactly how important it is to protect your emotional energy and interpersonal boundaries.

TYPES OF BOUNDARIES TO SET + PROTECT If you’re confused as to what boundaries to set, we are here to differentiate the healthy types of boundaries from what could be unreasonable requests. It’s extra work and it might

Let’s start with physical boundaries.

Why? Well, if you’re having trouble with physical boundaries at work, then it’s likely that all of your boundaries are being stomped upon.

• Offer handshakes over hugs.

• Don’t attend any “work events” after 7:00 p.m.

• Take your after-lunch walk alone (maybe with your favorite podcast).

• Say no to working on the weekends.

• Take your sick days and your mental health days.

• Have a “tell” to show other employees that you’re busy (i.e., wearing over-hear headphones or closing your door).

Mental Boundaries

Anybody who has slogged from the 3:00 p.m. slump all the way to 6:00 p.m. knows that mental energy is important—and it can be used up quickly by nonsense. Here are boundaries to see to preserve your mental juices: • Set your working hours—and stick to them.

• D ecline superfluous meetings (and encourage management to run more efficient meetings.)

• Set away messages when engaged in deep work mode.

• D o not engage in anything that can be perceived as gossip—especially about others in your workplace.

Emotional Boundaries

Emotional boundaries can be tough to pinpoint, but it’s so crucial to do this work. By setting emotional boundaries, you’re giving yourself permission to disallow someone else’s bad day to affect yours.

This doesn’t mean that you cut out empathy or understanding . Rather, it means that the next time Bill is yelling and throwing his papers around in his office, you can keep your CONTINUED ON PAGE 31

Page 26

equal opportunity employment journal

CONTINUED FROM PAGE 24

September 2022

one utilized in the medical field with a standard set of rotations among specialties to be completed in the first three years of service and then allowing staff to choose their specialty.

Finally, a careful review of tasks that can be automated or completed by using remote work options, along with examining roles that can be filled by contracted, part-time, non-sworn, or seasonal staff can modernize the approach to staffing, recruitment and retention within the law enforcement workforce.

CONCLUSION

A more diverse police force will take time, but incremental progress can gradually shift an organization with annual progress toward ambitious goals. conducting “stay” interviews to understand key motivations for staff who stay employed.

For some agencies, rethinking deployment models may uncover creative ways to simultaneously improve morale and professionalism while decreasing churn. Scholars Whetstone, Reed and Turner suggest creating a training model akin to the

A more diverse police force will take time, but incremental progress can gradually shift an organization with annual progress toward ambitious goals.

Diversity hiring goals should be clear and visibly supported by the chief, and accountability for reaching those goals should be vested in a respected senior leader. Partnership with key community stakeholders must be a key part of the strategy.

This is a once-in-a-generation chance to energize the profession toward renewed connection to and investment in the public good via embracing inclusivity and creating a more diverse team. Communities just may respond in kind with greater trust and confidence.

REFERENCES 1. IACP. The state of recruitment: A crisis for law enforcement.

2. The full review of recent scholarly literature can be found here, and the policymaker summary can be found here.

Article provided by www.police1.com

September 2022

equal opportunity employment journal

8 Ways to Establish Healthy Boundaries at Work

by CareerContessa.com

In this age of constant interconnectivity, it can be impossible to disconnect from work or set healthy boundaries around your work-life balance. Here are a few ways to set (and maintain) healthy boundaries for your life—and your work.

W

ith technology, flexible work, and ever-changing workplaces, setting healthy boundaries at work is more difficult than ever before.

Going through a job search can be a difficult time—and, unfortunately, a time in which you veer more towards people-pleasing than asserting yourself. We all want the job, so of course, we should be as agreeable as possible, right? Well, not really.

This is all to say that setting healthy boundaries for yourself at work starts early—as early as the interview process itself.

From the interview and onward, you teach your boss and your colleagues how to treat you and how you achieve a healthy work-life balance by implementing physical boundaries, mental boundaries, and personal limits.

Here are a few common boundary breakers that we’ve all likely allowed in the past: • D o you check work email outside of office hours?

Be the Difference in 2022!

THE VERMONT STATE POLICE IS HIRING

The Vermont State Police offers a competitive salary, pension plan and benefits package. If you are looking for a career that offers job diversity, opportunity for advancement, and gratification from helping others,

PLEASE VISIT US:

vsp.vermont.gov/employment Equal Opportunity Employer

MAKE AN IMPACT IN KANSAS CITY The men and women who comprise the Kansas City Missouri Police Department play a critical role in serving and protecting the citizens of Kansas City. Each employee contributes equally to fulfill the everyday operations of the department, and you could be part of our agency.

For more information about current openings, please visit us at:

careers.kcpd.org

901 Charlotte • Kansas City, MO 64106 an EOE Employer

Page 27

• D o you make yourself available on Slack 24/7—to solve any problem that might arise?

feel unnatural at first, but preemptively protecting your mental health is so important.

Physical Boundaries

Healthy boundaries for yourself at work starts early—as early as the interview itself.

• W ill you pick up work outside of your job description at a moment’s notice?

• S etting boundaries from the start allows you to navigate your workplace, avoid potential toxic environments, and create a clear path for you to do your best work without being taken advantage of or burning out.

No two people have the exact same work style.

It’s important to keep that in mind and to set your own boundaries. Ask your local introvert and they will tell you exactly how important it is to protect your emotional energy and interpersonal boundaries.

TYPES OF BOUNDARIES TO SET + PROTECT If you’re confused as to what boundaries to set, we are here to differentiate the healthy types of boundaries from what could be unreasonable requests. It’s extra work and it might

Let’s start with physical boundaries.

Why? Well, if you’re having trouble with physical boundaries at work, then it’s likely that all of your boundaries are being stomped upon.

• Offer handshakes over hugs.

• Don’t attend any “work events” after 7:00 p.m.

• Take your after-lunch walk alone (maybe with your favorite podcast).

• Say no to working on the weekends.

• Take your sick days and your mental health days.

• Have a “tell” to show other employees that you’re busy (i.e., wearing over-hear headphones or closing your door).

Mental Boundaries

Anybody who has slogged from the 3:00 p.m. slump all the way to 6:00 p.m. knows that mental energy is important—and it can be used up quickly by nonsense. Here are boundaries to see to preserve your mental juices: • Set your working hours—and stick to them.

• D ecline superfluous meetings (and encourage management to run more efficient meetings.)

• Set away messages when engaged in deep work mode.

• D o not engage in anything that can be perceived as gossip—especially about others in your workplace.

Emotional Boundaries

Emotional boundaries can be tough to pinpoint, but it’s so crucial to do this work. By setting emotional boundaries, you’re giving yourself permission to disallow someone else’s bad day to affect yours.

This doesn’t mean that you cut out empathy or understanding . Rather, it means that the next time Bill is yelling and throwing his papers around in his office, you can keep your CONTINUED ON PAGE 31

Page 28

equal opportunity employment journal

September 2022

Join Our Team.

The Power of Light.

Coherent drives the innovation that leads the future, from the systems that manufacture advanced microprocessors and consumer displays for smartphones to the batteries and motors that power a new generation of mobility. Our lasers and optics look deep into space to unlock secrets, protect our homeland, and work alongside researchers and life science companies to bring new therapies and cures to market and work to rid us of devastating degenerative neurological diseases.

Be part of the future we’re helping to build.

www.coherent.com/HR

September 2022

equal opportunity employment journal

Page 29

What Will It Take To Get More Women Into Tech Careers?

W

omen earn about half of science and engineering degrees, but they make up less than 20 percent of people employed in those fields.

“I work a lot with women who talk about how stressful and challenging the experience of being the only woman in a work setting is,” says Gayatri Shenai, a partner in McKinsey Digital and founder of our annual Women in Technology and Operations conference.

“You can’t be what you can’t see,” she adds. “So, let’s show the world who some of these women in the space are—and what’s possible.”

That was the inspiration behind a new McKinsey video series Gayatri helped create. It features prominent women in STEM from our firm and elsewhere sharing their journeys and challenges, reflecting on the mentorship and sponsorship they’ve received, and offering advice to future generations.

This International Women’s Day, we’re sharing an early look at the series through an episode featuring a conversation between McKinsey partner Louise Herring and Entrepreneur First founder Alice Bentinck. (For more of Alice’s views on the importance of talent, see “The people-first approach to business-building.”)

We hope you enjoy their conversation. To catch new episodes of the series as they become available, please follow us on social media.

Page 28

equal opportunity employment journal

September 2022

Join Our Team.

The Power of Light.

Coherent drives the innovation that leads the future, from the systems that manufacture advanced microprocessors and consumer displays for smartphones to the batteries and motors that power a new generation of mobility. Our lasers and optics look deep into space to unlock secrets, protect our homeland, and work alongside researchers and life science companies to bring new therapies and cures to market and work to rid us of devastating degenerative neurological diseases.

Be part of the future we’re helping to build.

www.coherent.com/HR

September 2022

equal opportunity employment journal

Page 29

What Will It Take To Get More Women Into Tech Careers?

W

omen earn about half of science and engineering degrees, but they make up less than 20 percent of people employed in those fields.

“I work a lot with women who talk about how stressful and challenging the experience of being the only woman in a work setting is,” says Gayatri Shenai, a partner in McKinsey Digital and founder of our annual Women in Technology and Operations conference.

“You can’t be what you can’t see,” she adds. “So, let’s show the world who some of these women in the space are—and what’s possible.”

That was the inspiration behind a new McKinsey video series Gayatri helped create. It features prominent women in STEM from our firm and elsewhere sharing their journeys and challenges, reflecting on the mentorship and sponsorship they’ve received, and offering advice to future generations.

This International Women’s Day, we’re sharing an early look at the series through an episode featuring a conversation between McKinsey partner Louise Herring and Entrepreneur First founder Alice Bentinck. (For more of Alice’s views on the importance of talent, see “The people-first approach to business-building.”)

We hope you enjoy their conversation. To catch new episodes of the series as they become available, please follow us on social media.

Page 30

equal opportunity employment journal

September 2022

Make Gender Diversity Core To Hiring

The tech world is notoriously male-dominated. For instance, according to our research, the percentage of computing roles women hold has largely declined in the U.S. over the past 25 years. Those numbers are even worse for women of color. In this clip, Alice talks about how the start-ups making progress on gender diversity are the ones devoting extra resources into sourcing diverse candidates from day one.

September 2022

equal opportunity employment journal

CONTINUED FROM PAGE 27

head down. Here are more examples of emotional boundaries at work: • Communicate up front how you like to give and receive feedback.

• Do not imprint on someone else’s bad mood or outburst.

• Delegate work when necessary.

• C reate a schedule that prioritizes the balance in work-life balance.

8 WAYS TO ESTABLISH + KEEP HEALTHY BOUNDARIES AT WORK

Okay, but how do you actually set your list of boundaries? Here are eight ways to prioritize, implement, and honor your boundaries—by infusing them into your daily interactions and your everyday routine.

Our Employees Connect Brilliant Minds Every Day

Our Employees Connect Brilliant Minds Every Day

1. Assess Your Personal Boundaries First

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.

Our mission is to advance technology for humanity, and we do so from one of the best places to work in ate we are to Jersey. work with the New

ees Connect s Every Day 13-HR-0095-BPTW 2013 Ad-EEOC-Final.indd 1

3/15/13 4:13 PM

Consider more than cultural fit Placing too much emphasis on hiring only people who match your organization’s culture can limit the diversity of talent who join your company—and ultimately the diversity of its ideas. To combat this, Alice encourages companies to go back and think about what their values are today, and what aspects of them will endure well into the future. Using that as a guide in hiring, rather than cultural fit alone, can ensure greater inclusivity.

on is to advance technology Come Join Us! Visit www. om one of the best places

ieee.org to view details about open positions in one of our four offices: Los CA;about New York, e.org to Alamitos, view details NY;Los Piscataway, four offices: Alamitos, NJ; and Washington, DC

Encourage Entrepreneurship

2013

, NJ; and Washington, DC

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

pportunity employer M/F/D/V.

Placing too much emphasis on hiring only people who match your organization’s culture can limit the diversity of talent who join your company—and ultimately the diversity of its ideas.

According to our research, all-male founding teams received 85 percent of total venture capital investment in the U.S. in 2018, while all-women teams received just two percent. (Gender-neutral teams received 13 percent.) It’s not surprising then that women tend to perceive entrepreneurship as riskier than their male peers. To combat this, Alice tries to help women see that the greater risk than trying to launch a new business and failing is perhaps not trying at all.

Expand The Talent pipeline Getting more women in STEM careers requires creating clearer pathways for women to enter into them, and nonprofits from Afghanistan to the United States are focused on developing girls’ coding skills. In addition to founding Entrepreneur First, Alice also founded Code First Girls: a nonprofit social enterprise that teaches women tech skills and helps companies 3/15/13 4:13 PMdevelop more female friendly recruitment policies.

Article provide by www.mckinsey.com

Before you communicate your boundaries, you’ll have to take the time to assess them, their limits, and how to set them.

Your personal boundaries will stem from your values and your life’s priorities.

Any job worth having (in our humble opinion) recognizes that it is, first and foremost, a job.

Aside from your work, you have your home life, your relationships, your passions, and your personal space to consider.

In Doctor Dana Gionta’s book, From Stressed to Centered, she offers a step-by-step process for assessing personal boundaries at work: • Know your limits • Pay attention to your feelings • Give yourself permission to set boundaries • Consider your environment

2. Communicate Up Front

Once you have your priorities and values in place, communicate them. This can be as simple as letting your team know that you do not answer emails after 7:00 p.m.

You can also use this time to communicate what constitutes a work “emergency” so that you’re not fielding “crises” that pop up in your off-hours.

Communication is the thread that will run throughout each additional tip in this article. When you take the steps to communicate up front, you are safeguarding against future potential miscommunications.

To learn even more about creating great personal and organizational communication methods, check out our Interpersonal Communication 101 course!

3. Create Clear Structures

Structure is important in the workplace. You’re the architect of your own boundaries, so build them solid.

By creating clear boundary-based structures up front, it takes any guesswork out of common boundary infractions. Your coworkers are less likely to interrupt your work if you set up blocks of time in which you are engaged in do-not-disturb work.

If you’re in a management role, you might create structures that include building out team responsibilities. This creates clear guidelines for where (and with whom) responsibility lies in a variety of circumstances.

Page 31

Page 30

equal opportunity employment journal

September 2022

Make Gender Diversity Core To Hiring

The tech world is notoriously male-dominated. For instance, according to our research, the percentage of computing roles women hold has largely declined in the U.S. over the past 25 years. Those numbers are even worse for women of color. In this clip, Alice talks about how the start-ups making progress on gender diversity are the ones devoting extra resources into sourcing diverse candidates from day one.

September 2022

equal opportunity employment journal

CONTINUED FROM PAGE 27

head down. Here are more examples of emotional boundaries at work: • Communicate up front how you like to give and receive feedback.

• Do not imprint on someone else’s bad mood or outburst.

• Delegate work when necessary.

• C reate a schedule that prioritizes the balance in work-life balance.

8 WAYS TO ESTABLISH + KEEP HEALTHY BOUNDARIES AT WORK

Okay, but how do you actually set your list of boundaries? Here are eight ways to prioritize, implement, and honor your boundaries—by infusing them into your daily interactions and your everyday routine.

Our Employees Connect Brilliant Minds Every Day

Our Employees Connect Brilliant Minds Every Day

1. Assess Your Personal Boundaries First

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.

Our mission is to advance technology for humanity, and we do so from one of the best places to work in ate we are to Jersey. work with the New

ees Connect s Every Day 13-HR-0095-BPTW 2013 Ad-EEOC-Final.indd 1

3/15/13 4:13 PM

Consider more than cultural fit Placing too much emphasis on hiring only people who match your organization’s culture can limit the diversity of talent who join your company—and ultimately the diversity of its ideas. To combat this, Alice encourages companies to go back and think about what their values are today, and what aspects of them will endure well into the future. Using that as a guide in hiring, rather than cultural fit alone, can ensure greater inclusivity.

on is to advance technology Come Join Us! Visit www. om one of the best places

ieee.org to view details about open positions in one of our four offices: Los CA;about New York, e.org to Alamitos, view details NY;Los Piscataway, four offices: Alamitos, NJ; and Washington, DC

Encourage Entrepreneurship

2013

, NJ; and Washington, DC

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

pportunity employer M/F/D/V.

Placing too much emphasis on hiring only people who match your organization’s culture can limit the diversity of talent who join your company—and ultimately the diversity of its ideas.

According to our research, all-male founding teams received 85 percent of total venture capital investment in the U.S. in 2018, while all-women teams received just two percent. (Gender-neutral teams received 13 percent.) It’s not surprising then that women tend to perceive entrepreneurship as riskier than their male peers. To combat this, Alice tries to help women see that the greater risk than trying to launch a new business and failing is perhaps not trying at all.

Expand The Talent pipeline Getting more women in STEM careers requires creating clearer pathways for women to enter into them, and nonprofits from Afghanistan to the United States are focused on developing girls’ coding skills. In addition to founding Entrepreneur First, Alice also founded Code First Girls: a nonprofit social enterprise that teaches women tech skills and helps companies 3/15/13 4:13 PMdevelop more female friendly recruitment policies.

Article provide by www.mckinsey.com

Before you communicate your boundaries, you’ll have to take the time to assess them, their limits, and how to set them.

Your personal boundaries will stem from your values and your life’s priorities.

Any job worth having (in our humble opinion) recognizes that it is, first and foremost, a job.

Aside from your work, you have your home life, your relationships, your passions, and your personal space to consider.

In Doctor Dana Gionta’s book, From Stressed to Centered, she offers a step-by-step process for assessing personal boundaries at work: • Know your limits • Pay attention to your feelings • Give yourself permission to set boundaries • Consider your environment

2. Communicate Up Front

Once you have your priorities and values in place, communicate them. This can be as simple as letting your team know that you do not answer emails after 7:00 p.m.

You can also use this time to communicate what constitutes a work “emergency” so that you’re not fielding “crises” that pop up in your off-hours.

Communication is the thread that will run throughout each additional tip in this article. When you take the steps to communicate up front, you are safeguarding against future potential miscommunications.

To learn even more about creating great personal and organizational communication methods, check out our Interpersonal Communication 101 course!

3. Create Clear Structures

Structure is important in the workplace. You’re the architect of your own boundaries, so build them solid.

By creating clear boundary-based structures up front, it takes any guesswork out of common boundary infractions. Your coworkers are less likely to interrupt your work if you set up blocks of time in which you are engaged in do-not-disturb work.

If you’re in a management role, you might create structures that include building out team responsibilities. This creates clear guidelines for where (and with whom) responsibility lies in a variety of circumstances.

Page 31

Page 32

equal opportunity employment journal

4. Keep Your Relationships Professional

We all love having a work wife or a work BFF, but sometimes those relationships get tricky—and convoluted from the perspective of boundaries.

Now, we’re not saying you shouldn’t have an at-work confidante or close friend. What we are saying is to mind that your work relationships remain, by and large, professional.

As difficult as this may seem to some—especially our extrovert friends—it’s important to separate your friends from your coworkers.

player”), and the work that is outside of your responsibilities.

When work is entirely outside of your scope of responsibility, you might have the opportunity to say no (we’ll get to that in our next point) or delegate the work to someone who is more suited to the work.

Obviously, delegating work is a bit easier to navigate when you’re already in a managerial position.

When you’re not a manager, you can still delegate work. Ask yourself a few questions to qualify whether or not the work is better completed by someone else.

5. Delegate Work When Appropriate

One important part of establishing boundaries is in setting expectations about the work you will do, that you’re hired to do, the work you’re willing to pick up (part of being a “team

JOIN OUR TEAM! UR TEAM! New Hourly Pay! 401K Matching Discounted Services Education Reimbursement Paid Training Monthly Incentives Medical/Dental/Vision Plans

rsement es

SCAN ME TO APPLY!

September 2022

• D o I have the time to complete this work without compromising the main functions of my job?

• I s there someone else on my team better suited or looking for an opportunity to grow by completing this specific work?

An organization devoted to the health of the people & communities of the Hudson Valley.

SCAN ME TO APPLY!

Mediacom Mediacom is an an Equal Opportunity Employer.

Text Mediacom to

TEAM!

Paid Training Monthly Incentives Medical/Dental/Vision Plans

Mediacom to www.mediacomcable.careers 97211

Mediacom is an Equal Opportunity Employer.

Text Mediacom to 97211

• Is this a job or task that can be justifiably delegated to someone else with a lesser workload so that I can perform my job at the optimum level?

6. Say No

Sometimes, your established boundaries won’t even require you to actually delegate the work. In these cases, you can just say— and this is a tough one for many of us—no.

Saying no is a lot easier said than done, especially in a professional atmosphere.

In an episode of The Career Contessa Podcast, where we interviewed former hostage negotiator Christopher Voss, he introduced us to a helpful tactic when someone asks for something that is outside the realm of possibilities.

Voss explains that, when you need to decline a project or task, you can ask, “How am I supposed to do that?”

It’s important not to ask this in an accusatory way, but, rather, in a way that elicits a little empathy from the other party.

It’s in explaining the scope of work you do have—and in exploring whether you can fit in more work without having your primary responsibilities suffer.

By asking this question, you’re giving the other person a chance to consider the work you do have—and whether adding more (or interrupting it) is actually feasible.

Another great way to set boundaries is by taking your time off—when you get it, when you need it, and when it’s

www.mediacomcable.careers

JOIN OUR acomcable.careers

equal opportunity employment journal

7. (Actually) Take Time Off

Mediacom is an Equal Opportunity Employer.

• New Hourly Pay! • 401K Matching 97211 • Discounted Services • Education Reimbursement • Paid Training • Monthly IncentivesSCAN ME New Hourly Pay! 401K Matching TO APPLY! • Medical/Dental/Vision Plans Discounted Services Education Reimbursement

September 2022

15 Fortune Road West • Middletown, NY 10941

Together, the team at Access is changing the world by disrupting stigma, growing and learning relentlessly, and working with the community to ensure access for all.

Ready to Access Your Potential?

Visit

AccessSupports.org for job opportunities.

Tosoh supplies manufacturers worldwide with the materials they need to produce the things thatmanufacturers make modern life all that itwith is and Tosoh supplies worldwide theeverything materials itthey need to can be.produce Tosoh supplies worldwide the materials need toitproduce themanufacturers things that makewith modern life they all that is andtheeverything it EOE/AA, M.F.D.V.

thingsbe. that make modern life all that it is and everything it can be. can

We’re hiring in the USA.

in the USA. Learn We’re morehiring at: tosoh.applicantpro.com/jobs

Learn morehiring at: https://www.tosohamerica.com/careers We’re in the USA.

Learn more at: tosoh.applicantpro.com/jobs

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

Page 33

offered. Letting vacation time accrue and expire is not a point of pride—nor should it be.

Use the time you’re given. You’ve earned it. When you do, set that perfect out of office message and take time to recharge. In the long run, your career will only benefit from a rested you.

8. Use Technology to Help

Do you know who is great at setting boundaries? Technology. Use it as a tool to help you set certain boundaries.

At Career Contessa, we are all huge fans of creating status updates that communicate where we are, what we’re up to, and whether or not we’re available at that moment.

Technology can be great at helping you create structures. It can be putting up an away message on your Slack when you’re deep into writing.

It can be blocking off a few hours a week on your calendar in which you are engaged in specific work—and thus, unavailable to be bothered. You can also use tools to set your working hours—which will notify your coworkers of the hours in which you are, in fact, working.

Technology can also help when you’re dedicated to taking an actual vacation. You can set up systems and chains of command for your time away—and communicate that to your team before venturing off.

You can also leave a detailed OOO message that directs any incoming emails to the right resource.

Article provide by www.CareerContessa.com

Page 32

equal opportunity employment journal

4. Keep Your Relationships Professional

We all love having a work wife or a work BFF, but sometimes those relationships get tricky—and convoluted from the perspective of boundaries.

Now, we’re not saying you shouldn’t have an at-work confidante or close friend. What we are saying is to mind that your work relationships remain, by and large, professional.

As difficult as this may seem to some—especially our extrovert friends—it’s important to separate your friends from your coworkers.

player”), and the work that is outside of your responsibilities.

When work is entirely outside of your scope of responsibility, you might have the opportunity to say no (we’ll get to that in our next point) or delegate the work to someone who is more suited to the work.

Obviously, delegating work is a bit easier to navigate when you’re already in a managerial position.

When you’re not a manager, you can still delegate work. Ask yourself a few questions to qualify whether or not the work is better completed by someone else.

5. Delegate Work When Appropriate

One important part of establishing boundaries is in setting expectations about the work you will do, that you’re hired to do, the work you’re willing to pick up (part of being a “team

JOIN OUR TEAM! UR TEAM! New Hourly Pay! 401K Matching Discounted Services Education Reimbursement Paid Training Monthly Incentives Medical/Dental/Vision Plans

rsement es

SCAN ME TO APPLY!

September 2022

• D o I have the time to complete this work without compromising the main functions of my job?

• I s there someone else on my team better suited or looking for an opportunity to grow by completing this specific work?

An organization devoted to the health of the people & communities of the Hudson Valley.

SCAN ME TO APPLY!

Mediacom Mediacom is an an Equal Opportunity Employer.

Text Mediacom to

TEAM!

Paid Training Monthly Incentives Medical/Dental/Vision Plans

Mediacom to www.mediacomcable.careers 97211

Mediacom is an Equal Opportunity Employer.

Text Mediacom to 97211

• I s this a job or task that can be justifiably delegated to someone else with a lesser workload so that I can perform my job at the optimum level?

6. Say No

Sometimes, your established boundaries won’t even require you to actually delegate the work. In these cases, you can just say— and this is a tough one for many of us—no.

Saying no is a lot easier said than done, especially in a professional atmosphere.

In an episode of The Career Contessa Podcast, where we interviewed former hostage negotiator Christopher Voss, he introduced us to a helpful tactic when someone asks for something that is outside the realm of possibilities.

Voss explains that, when you need to decline a project or task, you can ask, “How am I supposed to do that?”

It’s important not to ask this in an accusatory way, but, rather, in a way that elicits a little empathy from the other party.

It’s in explaining the scope of work you do have—and in exploring whether you can fit in more work without having your primary responsibilities suffer.

By asking this question, you’re giving the other person a chance to consider the work you do have—and whether adding more (or interrupting it) is actually feasible.

Another great way to set boundaries is by taking your time off—when you get it, when you need it, and when it’s

www.mediacomcable.careers

JOIN OUR acomcable.careers

equal opportunity employment journal

7. (Actually) Take Time Off

Mediacom is an Equal Opportunity Employer.

• New Hourly Pay! • 401K Matching 97211 • Discounted Services • Education Reimbursement • Paid Training • Monthly IncentivesSCAN ME New Hourly Pay! 401K Matching TO APPLY! • Medical/Dental/Vision Plans Discounted Services Education Reimbursement

September 2022

15 Fortune Road West • Middletown, NY 10941

Together, the team at Access is changing the world by disrupting stigma, growing and learning relentlessly, and working with the community to ensure access for all.

Ready to Access Your Potential?

Visit

AccessSupports.org for job opportunities.

Tosoh supplies manufacturers worldwide with the materials they need to produce the things thatmanufacturers make modern life all that itwith is and Tosoh supplies worldwide theeverything materials itthey need to can be.produce Tosoh supplies worldwide the materials need toitproduce themanufacturers things that makewith modern life they all that is andtheeverything it EOE/AA, M.F.D.V.

thingsbe. that make modern life all that it is and everything it can be. can

We’re hiring in the USA.

in the USA. Learn We’re morehiring at: tosoh.applicantpro.com/jobs

Learn morehiring at: https://www.tosohamerica.com/careers We’re in the USA.

Learn more at: tosoh.applicantpro.com/jobs

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

Page 33

offered. Letting vacation time accrue and expire is not a point of pride—nor should it be.

Use the time you’re given. You’ve earned it. When you do, set that perfect out of office message and take time to recharge. In the long run, your career will only benefit from a rested you.

8. Use Technology to Help

Do you know who is great at setting boundaries? Technology. Use it as a tool to help you set certain boundaries.

At Career Contessa, we are all huge fans of creating status updates that communicate where we are, what we’re up to, and whether or not we’re available at that moment.

Technology can be great at helping you create structures. It can be putting up an away message on your Slack when you’re deep into writing.

It can be blocking off a few hours a week on your calendar in which you are engaged in specific work—and thus, unavailable to be bothered. You can also use tools to set your working hours—which will notify your coworkers of the hours in which you are, in fact, working.

Technology can also help when you’re dedicated to taking an actual vacation. You can set up systems and chains of command for your time away—and communicate that to your team before venturing off.

You can also leave a detailed OOO message that directs any incoming emails to the right resource.

Article provide by www.CareerContessa.com

Page 34

equal opportunity employment journal

September 2022

Most In-Demand Education Careers

by Sharon Wilfong

If

you’re searching for education jobs, you might be surprised by the possibilities. Discover 15 of the fastest-growing careers in education.

Traditional education jobs and duties can span from teaching kindergartners beginning literacy skills to finding ways to make math relatable to high schoolers.

These days, professionals in education also often need to help students deal with social obstacles and any other challenges they face. Regardless of your path, education careers are all about helping others succeed.

According to U.S. News and World Report , declining college enrollment in teaching programs makes an already widespread teaching shortage likely to continue. To combat this, many states are raising salaries and pursuing new strategies —

beyond a traditional bachelor’s in teaching program — to train more educators.

THE BOTTOM LINE?

If you want to make a difference in other people’s lives, now is an excellent time to pursue education jobs.

Here’s a look at some of the fastest-growing careers in education to inspire you.

TOP 8 FASTEST-GROWING EDUCATION CAREERS

Teacher Assistants

2021 Median Annual Salary: $29,360 2020-2030 Job Outlook: The Bureau of Labor Statistics (BLS)

September 2022

projects jobs for teacher assistants to grow by 9% from 20202030. On average, that’s around 136,400 projected openings each year over the decade.

As the title implies, teacher assistants help licensed teachers provide additional instruction for students. These professionals typically need a minimum of two years of college coursework or an associate degree. Some teacher assistants specialize in working with students with disabilities or in other areas of education, such as technology.

Associate in education programs can teach learners how to observe students and develop educational materials. They can also gain an understanding of their role as a teacher assistant.

SHINE ON

The Central Union High School District is composed of six schools; two comprehensive high schools, three alternative schools - including one virtual school, and a growing adult education program. We have a 9th 12th grade enrollment of approximately 4,200 students. We offer a wide variety of programs for our students to ensure they are college and/or career ready when they graduate from our schools.

CUHSD is committed to providing excellent educational settings, opportunities, and access for students in a fiscally responsible manner. We do so by attracting and retaining the most qualified, committed, accountable, and highly productive employees. We are looking for individuals who share in our core values of honesty, integrity and respect and who will put students' needs first.

Learn more about us and our employment opportunities at www.cuhsd.net or www.cuhsdjobs.com

Join a dynamic, professional

community of life-long learners!

www.MinnehahaAcademy.net

351 Ross Avenue • El Centro, CA 92243 • 760-336-4500

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

Page 35

degree in elementary education or a similar degree. Plus, public school teachers must hold a license or certification in

the specific grade level they teach.

Middle School Teachers

2021 Median Annual Salary: $61,320 2020-2030 Job Outlook: The BLS projects the number of

jobs for middle school teachers will grow 7% from 2020-2030.

Approximately 48,400 job openings are projected, on average, each year over the decade for these professionals.

Middle school teachers typically work with students in grades 6-8, preparing them for high school. These educators create lesson plans and evaluate students’ abilities through assignKindergarten and ments and exams. Some middle school teachers also coach Elementary School Teachers sports teams or take on adviser roles.

These teachers need a minimum of a bachelor’s degree and 2021 Median Annual Salary: $61,350 2020-2030 Job Outlook: The BLS projects job opportuni- a state-issued license or certification. Some states even reties for kindergarten and elementary school teachers to grow quire middle school teachers to obtain a master’s degree once by 7% from 2020-2030. That’s on pace with the projected job they’ve completed certification and found a job. growth rate of 8% for all U.S. occupations.

High School Teachers On average, 124,300 job openings for kindergarten and ele2021 Median Annual Salary: $61,820 mentary school teachers are projected each year over the decade.

2020-2030 Job Outlook: The BLS projects an 8% job growth Kindergarten and elementary school teachers prepare young students for middle school. They introduce and teach their for high school teachers from 2020-2030, with around 77,400 students basic subjects, including math and reading. Some openings, on average, each year.

High school teachers work with grades 9-12 and may proteachers specialize in English as a second language, physical education, art, or music. Additionally, they may work with vide instruction for different grades throughout the day. Many special education teachers to create lesson plans for students states require these professionals to have content expertise in a specific subject, such as math education. Additionally, a math with disabilities.

The minimum education requirements include a bachelor’s teacher may teach different classes within their subject area,

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.

equal opportunity employment journal

The Central Union High School District offers equal education and employment opportunities regardless of sex, race, color, religion, ancestry, age, marital status, sexual orientation, national origin or disability.

Page 34

equal opportunity employment journal

September 2022

Most In-Demand Education Careers

by Sharon Wilfong

If

you’re searching for education jobs, you might be surprised by the possibilities. Discover 15 of the fastest-growing careers in education.

Traditional education jobs and duties can span from teaching kindergartners beginning literacy skills to finding ways to make math relatable to high schoolers.

These days, professionals in education also often need to help students deal with social obstacles and any other challenges they face. Regardless of your path, education careers are all about helping others succeed.

According to U.S. News and World Report , declining college enrollment in teaching programs makes an already widespread teaching shortage likely to continue. To combat this, many states are raising salaries and pursuing new strategies —

beyond a traditional bachelor’s in teaching program — to train more educators.

THE BOTTOM LINE?

If you want to make a difference in other people’s lives, now is an excellent time to pursue education jobs.

Here’s a look at some of the fastest-growing careers in education to inspire you.

TOP 8 FASTEST-GROWING EDUCATION CAREERS

Teacher Assistants

2021 Median Annual Salary: $29,360 2020-2030 Job Outlook: The Bureau of Labor Statistics (BLS)

September 2022

projects jobs for teacher assistants to grow by 9% from 20202030. On average, that’s around 136,400 projected openings each year over the decade.

As the title implies, teacher assistants help licensed teachers provide additional instruction for students. These professionals typically need a minimum of two years of college coursework or an associate degree. Some teacher assistants specialize in working with students with disabilities or in other areas of education, such as technology.

Associate in education programs can teach learners how to observe students and develop educational materials. They can also gain an understanding of their role as a teacher assistant.

SHINE ON

The Central Union High School District is composed of six schools; two comprehensive high schools, three alternative schools - including one virtual school, and a growing adult education program. We have a 9th 12th grade enrollment of approximately 4,200 students. We offer a wide variety of programs for our students to ensure they are college and/or career ready when they graduate from our schools.

CUHSD is committed to providing excellent educational settings, opportunities, and access for students in a fiscally responsible manner. We do so by attracting and retaining the most qualified, committed, accountable, and highly productive employees. We are looking for individuals who share in our core values of honesty, integrity and respect and who will put students' needs first.

Learn more about us and our employment opportunities at www.cuhsd.net or www.cuhsdjobs.com

Join a dynamic, professional

community of life-long learners!

www.MinnehahaAcademy.net

351 Ross Avenue • El Centro, CA 92243 • 760-336-4500

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

Page 35

degree in elementary education or a similar degree. Plus, public school teachers must hold a license or certification in

the specific grade level they teach.

Middle School Teachers

2021 Median Annual Salary: $61,320 2020-2030 Job Outlook: The BLS projects the number of

jobs for middle school teachers will grow 7% from 2020-2030.

Approximately 48,400 job openings are projected, on average, each year over the decade for these professionals.

Middle school teachers typically work with students in grades 6-8, preparing them for high school. These educators create lesson plans and evaluate students’ abilities through assignKindergarten and ments and exams. Some middle school teachers also coach Elementary School Teachers sports teams or take on adviser roles.

These teachers need a minimum of a bachelor’s degree and 2021 Median Annual Salary: $61,350 2020-2030 Job Outlook: The BLS projects job opportuni- a state-issued license or certification. Some states even reties for kindergarten and elementary school teachers to grow quire middle school teachers to obtain a master’s degree once by 7% from 2020-2030. That’s on pace with the projected job they’ve completed certification and found a job. growth rate of 8% for all U.S. occupations.

High School Teachers On average, 124,300 job openings for kindergarten and ele2021 Median Annual Salary: $61,820 mentary school teachers are projected each year over the decade.

2020-2030 Job Outlook: The BLS projects an 8% job growth Kindergarten and elementary school teachers prepare young students for middle school. They introduce and teach their for high school teachers from 2020-2030, with around 77,400 students basic subjects, including math and reading. Some openings, on average, each year.

High school teachers work with grades 9-12 and may proteachers specialize in English as a second language, physical education, art, or music. Additionally, they may work with vide instruction for different grades throughout the day. Many special education teachers to create lesson plans for students states require these professionals to have content expertise in a specific subject, such as math education. Additionally, a math with disabilities.

The minimum education requirements include a bachelor’s teacher may teach different classes within their subject area,

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.

equal opportunity employment journal

The Central Union High School District offers equal education and employment opportunities regardless of sex, race, color, religion, ancestry, age, marital status, sexual orientation, national origin or disability.

Page 36

equal opportunity employment journal

including algebra or geometry.

High school teachers typically need a bachelor’s degree in education or another subject and state-issued certification or license. With additional education, these teachers may decide to pursue jobs as school counselors or principals.

Postsecondary Teachers

2021 Median Annual Salary: $79,640 2020-2030 Job Outlook: According

to BLS projections, the number of jobs for postsecondary teachers will grow 12% between 2020 and 2030. That’s faster than the average job growth for all occupations (8%), with around 139,600 postsecondary teacher job openings, on average, each year over the decade.

Postsecondary teachers need excellent critical-thinking, interpersonal, speaking, and writing skills. These professors and faculty provide instruction in academic subjects at a college level. They collaborate with colleagues to develop or modify the curriculum for multiple formats, including online learning.

Postsecondary teachers may serve on academic or administrative committees, and duties vary by institution. A master’s degree may be enough for education

jobs like these at community colleges.

However, at four-year colleges and universities, candidates usually need a Ph.D. or a doctoral degree in their field.

Professors often seek tenure, and some advance to high-level administrative positions, such as dean or college president.

Instructional Coordinators

2021 Median Annual Salary: $63,740 2020-2030 Job Outlook: The num-

ber of jobs for instructional coordinators is projected to grow 10% between 2020 and 2030, according to the BLS. That’s around 20,400 openings, on average, each year over the decade.

A growing need for teachers at all levels makes instructional coordinators one of the top-growing careers. They develop curriculums and educational material and oversee teaching standards.

Instructional coordinators generally plan and conduct teacher training and workshops. They also coach faculty to help improve their skills.

These professionals may specialize in specific grade levels or subjects. Additionally, they usually need a master’s de-

September 2022

gree in curriculum and instruction or in

education, plus experience in teaching or administration. They may also be required to have a state-issued license.

Elementary, Middle, and High School Principals

2021 Median Annual Salary: $98,420 2020-2030 Job Outlook: The BLS

projects the number of jobs for elementary, middle, and high school principals to grow 8% between 2020 and 2030. That would be an average of around 22,100 openings each year over the decade.

Elementary, middle, and high school principals oversee daily operations and activities. They manage teachers and other support staff to ensure a safe and productive learning environment. These administrators develop curriculum standards, counsel students, and evaluate teacher performance.

Principals need solid leadership skills, a master’s degree in educational administration or education leadership, and experience in a related occupation. Most states require principals to hold a school administrator license and pass an exam and a background check.

Ohio Valley Educational Cooperative Minority Recruitment

9680 Citr us Avenue • Fontana, CA 92335

F

ontana Unified is a community united to ensure every student is prepared for success in college, career and life.

Learn more about us and our current openings online.

www.fusd.net The Board prohibits, at any district school or school activity, unlawful discrimination, harassment, intimidation, and bullying of any student based on the student’s actual race, color, ancestry, national origin, ethnic group identification, age, religion, marital or parental status, physical or mental disability, sex, sexual orientation, gender, gender identity, or gender expression; the perception of one or more of such characteristics; or association with a person or group with one or more of these actual or perceived characteristics.

The Ohio Valley Educational Cooperative (OVEC) with a membership of 15 public school districts is actively seeking certified minority teachers and administrators for elementary, middle and secondary positions. OVEC is located in north central Kentucky and serves the following school districts: • Anchorage Independent Schools • Jefferson County Schools • Bullitt County Schools • Henry County Schools • Carroll County Schools • Oldham County Schools • Eminence Independent Schools • Owen County Schools • Franklin County Schools • Shelby County Schools • Frankfort Independent Schools • Spencer County Schools • Gallatin County Schools • Trimble County Schools • Grant County Schools Individuals can search and apply for open positions within each school district by visiting their website.

To search and apply for open positions within OVEC’s Early Head Start and Head Start Programs, visit OVEC’s website at:

www.ovec.org/employment

The Ohio Valley Educational Cooperative does not discriminate on the basis of race, color, national origin, age, religion, sex (including sexual orientation or gender identity), genetic information, disability, or limitations related to pregnancy, childbirth, or related medical conditions in employment, educational programs, or activities.

September 2022

equal opportunity employment journal

Postsecondary Education Administrators

2021 Median Annual Salary: $96,910 2020-2030 Job Outlook: According to BLS projections, the

number of jobs for postsecondary education administrators will grow by 8% between 2020 and 2030. That would mean an average of around 14,500 openings each year over the decade.

Postsecondary education administrators oversee academics, faculty research, and student services at colleges and universities. They work in admissions, the registrar’s office, or student affairs. Additionally, postsecondary administrators may be an academic dean who oversees a specific department or a chief academic officer managing budgets.

These administrators need excellent computer, interpersonal, and organizational and problem-solving skills. Not only that, but education careers like this usually require a master’s degree. However, a bachelor’s degree and relevant experience may qualify applicants for some roles.

Page 37

MINORITY RECRUITMENT The Kentucky Educational Development Corporation (KEDC), a cooperative of school districts is actively seeking certified minority teachers and administrators for elementary, middle, and secondary positions.

KEDC’s Districts are located across Kentucky.

Visit www.kedc.org for a list of participating school districts.

Is the teaching profession growing?

There’s an increasing shortage of teachers that’s likely to become more widespread. Many states are raising salaries and implementing new ways to train educators.

Education careers offer a variety of roles: teaching, counseling, administration, and more.

The BLS projects around 124,300 openings for kindergarten and elementary school teachers, on average, each year between 2020 and 2030. Additionally, the BLS projects 139,600 openings for college faculty, on average, each year over the decade.

Individuals interested in obtaining an application should send a letter or postcard to: KEDC • 904 ROSE ROAD • ASHLAND, KY 41102-7104

www.kedc.org An Equal Opportunity/Affirmative Action Employer

Article provided www.bestcolleges.com

Our Mission is to educate, inspire & empower our diverse learners to shape their futures, to accomplish their dreams and to contribute positively to our local and global communities.

Join a winning team…

The Provident Team!!!

Be a part of Minnesota's 8th largest school district and among the top districts academically, athletically and artistically.

We offer a wide variety of employment opportunities throughout the Inland Empire, a pleasant work environment along with competitive salaries and excellent benefits. If a career in banking sounds intriguing to you please visit our website for more information.

Apply Today!

www.myprovident.com

www.isd728.org

11500 193rd Avenue NW • Elk River, MN 55330 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.

Provident Bank • 3756 Central Avenue • Riverside, CA 92506 Provident Bank is an equal opportunity employer. It is the bank’s policy to grant equal employment opportunity (EEO) to all qualified persons without regard to race, sex, religion, age, national origin, physical or mental disability, or veteran’s status. The bank provides equal opportunities in employment, promotion, wages, benefits, and all other privileges, terms, and conditions of employment.

Page 36

equal opportunity employment journal

including algebra or geometry.

High school teachers typically need a bachelor’s degree in education or another subject and state-issued certification or license. With additional education, these teachers may decide to pursue jobs as school counselors or principals.

Postsecondary Teachers

2021 Median Annual Salary: $79,640 2020-2030 Job Outlook: According

to BLS projections, the number of jobs for postsecondary teachers will grow 12% between 2020 and 2030. That’s faster than the average job growth for all occupations (8%), with around 139,600 postsecondary teacher job openings, on average, each year over the decade.

Postsecondary teachers need excellent critical-thinking, interpersonal, speaking, and writing skills. These professors and faculty provide instruction in academic subjects at a college level. They collaborate with colleagues to develop or modify the curriculum for multiple formats, including online learning.

Postsecondary teachers may serve on academic or administrative committees, and duties vary by institution. A master’s degree may be enough for education

jobs like these at community colleges.

However, at four-year colleges and universities, candidates usually need a Ph.D. or a doctoral degree in their field.

Professors often seek tenure, and some advance to high-level administrative positions, such as dean or college president.

Instructional Coordinators

2021 Median Annual Salary: $63,740 2020-2030 Job Outlook: The num-

ber of jobs for instructional coordinators is projected to grow 10% between 2020 and 2030, according to the BLS. That’s around 20,400 openings, on average, each year over the decade.

A growing need for teachers at all levels makes instructional coordinators one of the top-growing careers. They develop curriculums and educational material and oversee teaching standards.

Instructional coordinators generally plan and conduct teacher training and workshops. They also coach faculty to help improve their skills.

These professionals may specialize in specific grade levels or subjects. Additionally, they usually need a master’s de-

September 2022

gree in curriculum and instruction or in

education, plus experience in teaching or administration. They may also be required to have a state-issued license.

Elementary, Middle, and High School Principals

2021 Median Annual Salary: $98,420 2020-2030 Job Outlook: The BLS

projects the number of jobs for elementary, middle, and high school principals to grow 8% between 2020 and 2030. That would be an average of around 22,100 openings each year over the decade.

Elementary, middle, and high school principals oversee daily operations and activities. They manage teachers and other support staff to ensure a safe and productive learning environment. These administrators develop curriculum standards, counsel students, and evaluate teacher performance.

Principals need solid leadership skills, a master’s degree in educational administration or education leadership, and experience in a related occupation. Most states require principals to hold a school administrator license and pass an exam and a background check.

Ohio Valley Educational Cooperative Minority Recruitment

9680 Citr us Avenue • Fontana, CA 92335

F

ontana Unified is a community united to ensure every student is prepared for success in college, career and life.

Learn more about us and our current openings online.

www.fusd.net The Board prohibits, at any district school or school activity, unlawful discrimination, harassment, intimidation, and bullying of any student based on the student’s actual race, color, ancestry, national origin, ethnic group identification, age, religion, marital or parental status, physical or mental disability, sex, sexual orientation, gender, gender identity, or gender expression; the perception of one or more of such characteristics; or association with a person or group with one or more of these actual or perceived characteristics.

The Ohio Valley Educational Cooperative (OVEC) with a membership of 15 public school districts is actively seeking certified minority teachers and administrators for elementary, middle and secondary positions. OVEC is located in north central Kentucky and serves the following school districts: • Anchorage Independent Schools • Jefferson County Schools • Bullitt County Schools • Henry County Schools • Carroll County Schools • Oldham County Schools • Eminence Independent Schools • Owen County Schools • Franklin County Schools • Shelby County Schools • Frankfort Independent Schools • Spencer County Schools • Gallatin County Schools • Trimble County Schools • Grant County Schools Individuals can search and apply for open positions within each school district by visiting their website.

To search and apply for open positions within OVEC’s Early Head Start and Head Start Programs, visit OVEC’s website at:

www.ovec.org/employment

The Ohio Valley Educational Cooperative does not discriminate on the basis of race, color, national origin, age, religion, sex (including sexual orientation or gender identity), genetic information, disability, or limitations related to pregnancy, childbirth, or related medical conditions in employment, educational programs, or activities.

September 2022

equal opportunity employment journal

Postsecondary Education Administrators

2021 Median Annual Salary: $96,910 2020-2030 Job Outlook: According to BLS projections, the

number of jobs for postsecondary education administrators will grow by 8% between 2020 and 2030. That would mean an average of around 14,500 openings each year over the decade.

Postsecondary education administrators oversee academics, faculty research, and student services at colleges and universities. They work in admissions, the registrar’s office, or student affairs. Additionally, postsecondary administrators may be an academic dean who oversees a specific department or a chief academic officer managing budgets.

These administrators need excellent computer, interpersonal, and organizational and problem-solving skills. Not only that, but education careers like this usually require a master’s degree. However, a bachelor’s degree and relevant experience may qualify applicants for some roles.

Page 37

MINORITY RECRUITMENT The Kentucky Educational Development Corporation (KEDC), a cooperative of school districts is actively seeking certified minority teachers and administrators for elementary, middle, and secondary positions.

KEDC’s Districts are located across Kentucky.

Visit www.kedc.org for a list of participating school districts.

Is the teaching profession growing?

There’s an increasing shortage of teachers that’s likely to become more widespread. Many states are raising salaries and implementing new ways to train educators.

Education careers offer a variety of roles: teaching, counseling, administration, and more.

The BLS projects around 124,300 openings for kindergarten and elementary school teachers, on average, each year between 2020 and 2030. Additionally, the BLS projects 139,600 openings for college faculty, on average, each year over the decade.

Individuals interested in obtaining an application should send a letter or postcard to: KEDC • 904 ROSE ROAD • ASHLAND, KY 41102-7104

www.kedc.org An Equal Opportunity/Affirmative Action Employer

Article provided www.bestcolleges.com

Our Mission is to educate, inspire & empower our diverse learners to shape their futures, to accomplish their dreams and to contribute positively to our local and global communities.

Join a winning team…

The Provident Team!!!

Be a part of Minnesota's 8th largest school district and among the top districts academically, athletically and artistically.

We offer a wide variety of employment opportunities throughout the Inland Empire, a pleasant work environment along with competitive salaries and excellent benefits. If a career in banking sounds intriguing to you please visit our website for more information.

Apply Today!

www.myprovident.com

www.isd728.org

11500 193rd Avenue NW • Elk River, MN 55330 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.

Provident Bank • 3756 Central Avenue • Riverside, CA 92506 Provident Bank is an equal opportunity employer. It is the bank’s policy to grant equal employment opportunity (EEO) to all qualified persons without regard to race, sex, religion, age, national origin, physical or mental disability, or veteran’s status. The bank provides equal opportunities in employment, promotion, wages, benefits, and all other privileges, terms, and conditions of employment.

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equal opportunity employment journal

September 2022

September 2022

equal opportunity employment journal

Page 39

Diversity in Finance: How to Attract, Support, and Enable Women to Succeed

by Nina Buttle

D 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.

View and apply online for current opportunities

www.philadelphiafed.org/careers

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

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.

and always approached iniversity and inclusion terviews with a healthy level are topics that are of scepticism. regularly discussed When discussing what by senior leaders. However, stood out as a positive sign action is the most important of a diverse and inclusive step when it comes to buildorganization, an emphaing and sustaining a truly sis on both content and diverse and inclusive organiculture during discussions zation. This is particularly true was highlighted as key. in the current climate, where This is demonstrated when leaders are contemplating conversations touch on as how to shape their strategies much about career history Companies that not only discuss the topic but and experience as they did to a changing workplace, with a high degree of remote on: ‘would this be the right ask questions to determine how to make it a working. great place for everyone are the most successful cultural fit?’

Companies that not only If the balance is equal, it in attracting and retaining top diverse talent. becomes apparent that an discuss the topic but ask questions to determine how organization is very conto make it a great place for everyone and how to enable scious of the culture it has, and the culture it wants to have. everyone to be themselves at work, are the most successful in In addition to this, when hiring for diversity, it is imporattracting and retaining top diverse talent. tant that those conducting the interview are representative of On the topic of diversity in finance, Nina Buttle, Business diverse groups. When looking to hire, everyone we spoke to Director at Page Executive – Banking and Financial Services, emphasized that it is important to ensure they have a balanced spoke to senior women in finance operating at a managing candidate list, highlighting that if you do not have women on director level for multinational investment banks and financial the list, you will not hire a woman. services companies. The discussions explored how they assess a company’s commitment to diversity and inclusion, and how Supporting women into senior finance roles they drive inclusion as a leader in finance.

On the topic of getting more women into finance, conversaWhat attracts diverse talent tions with some women highlighted that the mindset of many to an organization? female professionals is: “I would never want to be interviewed When assessing an opportunity, it is becoming much more for a job just because I’m a woman.” important to candidates that their values align with that of the However, some senior contacts in the industry have very of organization they are in conversation with. In traditionally different advice, stating that: “If you ever get the chance to go male-dominated sectors, such as finance, actively showcasing to an interview, you should take the chance - once you’re in, diversity and highlighting opportunities to female candidates you can prove yourself.” is so crucial.

One contact in finance stated: “Women face many disadOn reflection of their approach to assessing new opportunities, vantages in life, so you should take any opportunity you can, women highlighted that they were very thorough when asking ques- because everyone else will. Some people are given an opportions about a company’s diversity and inclusion commitment, tunity because they have wealthy parents, others would have

Page 38

equal opportunity employment journal

September 2022

September 2022

equal opportunity employment journal

Page 39

Diversity in Finance: How to Attract, Support, and Enable Women to Succeed

by Nina Buttle

D 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.

View and apply online for current opportunities

www.philadelphiafed.org/careers

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

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.

and always approached iniversity and inclusion terviews with a healthy level are topics that are of scepticism. regularly discussed When discussing what by senior leaders. However, stood out as a positive sign action is the most important of a diverse and inclusive step when it comes to buildorganization, an emphaing and sustaining a truly sis on both content and diverse and inclusive organiculture during discussions zation. This is particularly true was highlighted as key. in the current climate, where This is demonstrated when leaders are contemplating conversations touch on as how to shape their strategies much about career history Companies that not only discuss the topic but and experience as they did to a changing workplace, with a high degree of remote on: ‘would this be the right ask questions to determine how to make it a working. great place for everyone are the most successful cultural fit?’

Companies that not only If the balance is equal, it in attracting and retaining top diverse talent. becomes apparent that an discuss the topic but ask questions to determine how organization is very conto make it a great place for everyone and how to enable scious of the culture it has, and the culture it wants to have. everyone to be themselves at work, are the most successful in In addition to this, when hiring for diversity, it is imporattracting and retaining top diverse talent. tant that those conducting the interview are representative of On the topic of diversity in finance, Nina Buttle, Business diverse groups. When looking to hire, everyone we spoke to Director at Page Executive – Banking and Financial Services, emphasized that it is important to ensure they have a balanced spoke to senior women in finance operating at a managing candidate list, highlighting that if you do not have women on director level for multinational investment banks and financial the list, you will not hire a woman. services companies. The discussions explored how they assess a company’s commitment to diversity and inclusion, and how Supporting women into senior finance roles they drive inclusion as a leader in finance.

On the topic of getting more women into finance, conversaWhat attracts diverse talent tions with some women highlighted that the mindset of many to an organization? female professionals is: “I would never want to be interviewed When assessing an opportunity, it is becoming much more for a job just because I’m a woman.” important to candidates that their values align with that of the However, some senior contacts in the industry have very of organization they are in conversation with. In traditionally different advice, stating that: “If you ever get the chance to go male-dominated sectors, such as finance, actively showcasing to an interview, you should take the chance - once you’re in, diversity and highlighting opportunities to female candidates you can prove yourself.” is so crucial.

One contact in finance stated: “Women face many disadOn reflection of their approach to assessing new opportunities, vantages in life, so you should take any opportunity you can, women highlighted that they were very thorough when asking ques- because everyone else will. Some people are given an opportions about a company’s diversity and inclusion commitment, tunity because they have wealthy parents, others would have

Page 40

equal opportunity employment journal

September 2022

an opportunity because they went to a certain school, and some may have an opportunity because they happen to have a connection to someone who works somewhere. In life, take it, wherever you can get it.”

As a director, it becomes a core part of the role to ensure that diversity is supported by an inclusive culture. Hiring a diverse team is one thing, but enabling them to succeed is key.

In a senior role within finance, role modelling is crucial, and this means setting your own boundaries between work and your personal life to encourage others to find their own balance.

September 2022

equal opportunity employment journal

some senior leaders to better support individuals in managing work-life balance and stress.

Each week, every person logs a score on Excel for the following questions: How happy do we feel?

How challenged do we feel?

How supported do we feel?

By assessing personal scores from a scale of one to 10, conversations about what things are getting in the way, or where help might be needed, naturally follow. Access to these insights enables management to identify which teams are overstretched and which teams might need more of a challenge, as well as assess the following: How could we manage these?

How can we help?

How can we remove these blockers?

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.

Click here for our Career Opportunities

When hiring for diversity, it is important that those conducting the interview are representative of diverse groups.

One of the senior women interviewed said that setting boundaries is crucial to this. As a standard, she does not work on weekends. Apart from checking emails with half a glance sporadically, her SIM card is changed so that she cannot be contacted on the weekends.

Emphasizing the importance of role modelling the message that finding your balance does not stop you from building a career.

How to create an inclusive environment in finance SETTING BOUNDARIES

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

Setting boundaries helps support professionals in better managing their work-life balance, but it also makes it easier for managers to accommodate for their team. This will mean different things for different people: It could be ‘I want to go to yoga on these days a week’, or, ‘I am not a morning person, so please don’t book anything before nine in the morning’.

By being very open about it, you start to understand other people’s boundaries and by sharing them with others, it is much easier to stick to them.

PERFORMANCE BOARDS

In addition to ensuring everyone is empowered to set their boundaries for work, a ‘performance board’ was introduced by

Tracking success through a D&I lens: Happy, motivated employees Motivation is key to the performance of an individual and the success of every team. Asking your people, ‘what drives your motivation’, is so important in making the environment more enjoyable.

From conversations with their team, one leader was able to clearly identify what they were motivated by and explained that most people were motivated by working with colleagues, with the business, and they get a lot of energy out of those interactions. A lot of people highlighted that there is an intellectual challenge in what they do, and that they enjoyed learning about new things.

So, for this leader, making that easier and more enjoyable was really the key to getting better performance from her team.

As in any finance team, it is important to track performance from the view of: are we achieving our targets? But what some have found to be more effective to focus on is: do we have a happy team that is not falling over because we load too much work on them? And, do they know how to ask for help?

While this doesn’t have to be tangible learns, tracking whether there has been more or less stress leave, whether people are taking their holidays, or if people leave on time and don’t log on at the weekend anymore, highlights how effectively they manage to do their work during the week.

Article provided by www.PageExecutive.com Nina Buttle is the Business Director at Page Executive – Banking and Financial Services You can email her at ninabuttle@pageexecutive.com

Page 41

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equal opportunity employment journal

September 2022

an opportunity because they went to a certain school, and some may have an opportunity because they happen to have a connection to someone who works somewhere. In life, take it, wherever you can get it.”

As a director, it becomes a core part of the role to ensure that diversity is supported by an inclusive culture. Hiring a diverse team is one thing, but enabling them to succeed is key.

In a senior role within finance, role modelling is crucial, and this means setting your own boundaries between work and your personal life to encourage others to find their own balance.

September 2022

equal opportunity employment journal

some senior leaders to better support individuals in managing work-life balance and stress.

Each week, every person logs a score on Excel for the following questions: How happy do we feel?

How challenged do we feel?

How supported do we feel?

By assessing personal scores from a scale of one to 10, conversations about what things are getting in the way, or where help might be needed, naturally follow. Access to these insights enables management to identify which teams are overstretched and which teams might need more of a challenge, as well as assess the following: How could we manage these?

How can we help?

How can we remove these blockers?

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.

Click here for our Career Opportunities

When hiring for diversity, it is important that those conducting the interview are representative of diverse groups.

One of the senior women interviewed said that setting boundaries is crucial to this. As a standard, she does not work on weekends. Apart from checking emails with half a glance sporadically, her SIM card is changed so that she cannot be contacted on the weekends.

Emphasizing the importance of role modelling the message that finding your balance does not stop you from building a career.

How to create an inclusive environment in finance SETTING BOUNDARIES

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

Setting boundaries helps support professionals in better managing their work-life balance, but it also makes it easier for managers to accommodate for their team. This will mean different things for different people: It could be ‘I want to go to yoga on these days a week’, or, ‘I am not a morning person, so please don’t book anything before nine in the morning’.

By being very open about it, you start to understand other people’s boundaries and by sharing them with others, it is much easier to stick to them.

PERFORMANCE BOARDS

In addition to ensuring everyone is empowered to set their boundaries for work, a ‘performance board’ was introduced by

Tracking success through a D&I lens: Happy, motivated employees Motivation is key to the performance of an individual and the success of every team. Asking your people, ‘what drives your motivation’, is so important in making the environment more enjoyable.

From conversations with their team, one leader was able to clearly identify what they were motivated by and explained that most people were motivated by working with colleagues, with the business, and they get a lot of energy out of those interactions. A lot of people highlighted that there is an intellectual challenge in what they do, and that they enjoyed learning about new things.

So, for this leader, making that easier and more enjoyable was really the key to getting better performance from her team.

As in any finance team, it is important to track performance from the view of: are we achieving our targets? But what some have found to be more effective to focus on is: do we have a happy team that is not falling over because we load too much work on them? And, do they know how to ask for help?

While this doesn’t have to be tangible learns, tracking whether there has been more or less stress leave, whether people are taking their holidays, or if people leave on time and don’t log on at the weekend anymore, highlights how effectively they manage to do their work during the week.

Article provided by www.PageExecutive.com Nina Buttle is the Business Director at Page Executive – Banking and Financial Services You can email her at ninabuttle@pageexecutive.com

Page 41

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September 2022

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