All Articles Tagged "hiring"
According to a recent study from New York University, certain “LGBT indicators,” such as previous work experience with an LGBT advocacy organization or a past leadership position at an LGBT student organization, may make it more difficult for queer women to get a callback for job interviews.
Published in the sociological journal Socius, “Discrimination Against Queer Women in the U.S. Workforce: A Resume Audit Study” found that women who listed previous work experience at an LGBT organizations were 30 percent less likely to be called in for an interview. Researcher and study author Emma Mishel personally understands the plight.
“When you look at my work history, it’s a lot of LGBT organizations, so it’s pretty obvious that I’m queer,” she told Fusion in a recent interview.
But what happens when it’s pretty obvious you’re Black and queer? As the study’s introduction states,“limited research has examined hiring discriminations in the United States, and little to no research has examined hiring discrimination against LGBT (or queer) women specifically,” pointing out that the only two sizable resume audits done regarding discrimination based on sexual orientation either focused on gay men or “restricted their experiment to gay-friendly and/or left-leaning metropolitan areas, thus providing limited insight into broader patterns of discrimination.”
The need for more research into discrimination against queer women in the workplace is further demonstrated by past wage discrimination research which Mishel noted has shown that LGBT women “may in fact be favored over straight women in the workforce,” sometimes getting paid more than straight women or having more success in male-dominated fields. When it comes to Black LGBT women the data is even more limited.
“Right now, most diversity and inclusion efforts are about discrete identities—women, gay employees, employees of color, et cetera—but in reality, most of us have a bit of this and a bit of that,” said an anonymous financial services executive in the Center for Talent Innovation’s January study, “Out in the World: Securing LGBT Rights in the Global Marketplace.”
“I’m black, I’m a woman, and I’m queer. My issues are not going to be identical to a white woman’s issues, or a gay man’s issues.”
So far, a white woman’s issues are the most researchers have to go on. In her study, Mishel drew up two very similar resumes for two fictional women and applied for more than 800 administrative positions in Virginia, New York, Washington, D.C. and Tennessee. On one resume, she included a leadership role at an LGBT student organization (she explicitly spelled out the phrase “lesbian, gay, bisexual, and transgender” to be sure the hiring manager knew what the acronym meant), indicating that the candidate might be queer. The other resume, which acted as the experiment’s control, included a leadership position at a non-LGBT student group. The inclusion of an LGBT activity proved to be the defining characteristic resulting in the overwhelmingly large percentage of less callbacks.
“You would think that in 2016 people wouldn’t have to hide their beliefs on their resume,” said Ellen Kossek, a gender diversity, human resources and workforce expert who currently works as the director of research in Purdue University’s Susan Bulkeley Butler Center for Leadership Excellence. “There’s nothing about that that’s job-related unless you’re like a religious institution (and I don’t feel that you should hide behind that, but I have to respect other people’s beliefs). You should hire people for their skills and not based on their sexuality. That’s a private matter, so why are we making people hide who they are in order to get hired?”
This isn’t the first study to find evidence of anti-LGBT discrimination. According to a 2014 report co-authored by the Equal Rights Center and Freedom to Work, LGBT applicants who applied to positions with federal contractors “were 23 percent less likely to receive a call-back than their non-LGBT counterpart, even when the LGBT applicant was more qualified than the non-LGBT applicant.”
Job searching is already a pretty stressful experience. For many people, these anxieties are compounded by worries about discrimination based on race, gender, sexual orientation and gender expression and all of their intersections.
Cydney Brown is a senior psychology major and Swahili minor at Howard University, as well as the president of the university’s LGBT advocacy organization, CASCADE, which stands for the Coalition of Activist Students Celebrating the Acceptance of Diversity and Equality. Brown is androgynous, masculine-presenting and prefers women. When she graduates, she hopes to work in the nonprofit sector, specifically working with groups that advocate for LGBT youth of color.
“Right now, I’m focusing on comprehensive sex ed for young people between the ages of 13 to 24, making sure there’s adequate info in textbooks across the country so that people our age are able to make informed decisions about their own bodies,” Brown said.
Although she plans to head into a career in which she won’t have to worry about anti-LGBT discrimination in the workplace, she has had concerns when applying for positions in the past.
“I started thinking about it because I’m masculine-presenting. The first thing I think about is, ‘Are they going to be OK with the fact that I wore a suit and tie to my interview?’ Most of the time, I come off as a black man, so there’s already that dynamic. Once they realize I’m a woman, it’s like a whole list of other factors has to go into this employer’s perception of me,” she said, noting she often worries about how to “navigate gender and professionalism.”
For example, when Brown had a government internship, her primary concern was the strict dress code. “They had very clear rules about what men and women can wear in the workplace, but as someone who kind of fluctuates on the gender spectrum, well, could I be more accessible this way? Would it still be appropriate if I wore this suit and tie with no tie?”
Although she eventually plans to go into the kind of work “where that doesn’t matter,” she noted that “masculine-presenting people are still a new thing in society.” She worries that a boss might be more “traditional or old-fashioned” and wonders how open she can be about her own family dynamic, since she was raised by two women.
“Because I’m a Millennial and it’s absolutely mandatory that wherever I work accept all of me for who I am, I’m not really in the mindset to sacrifice that, but I understand not a lot of people have that option. Being a part of organizations that work to foster a more affirming perception of different identities across the board is more important to me,” Brown said.
For 25-year-old Christina Lyles, interacting with male coworkers is more of an issue than dealing with an employer’s attitudes about her sexuality. Although she has never been a part of any LGBT groups that might tip employers off about her sexuality during the application process, she has found the retail industry to be “lesbian-friendly.”
In fact, Lyles said she’s only felt apprehensive about her sexuality when dealing with male co-workers finding out that she’s a lesbian, likening the experience to going to a straight club and having men instantly assume that she’s straight, available and interested in their advances.
“Of course, you tell one person you’re gay and everybody knows, which is fine, but then you find out that they know now and you’re kind of walking carefully because you don’t want them to say something awkward, or you’re wondering if that’s why they stopped speaking,” she said.
Some members of the LGBT community don’t even make it to the point of being discriminated against in the workplace, as Mishel’s study pointed out, the exclusion often comes before one can even get their foot in the door. To combat these issues, Kossek offered up these suggestions.
“First idea of inclusion is whether you could even have access to the job,” she said. If an LGBT-identifying applicant does get the job, the next questions that need to be asked are (1) would they be comfortable working there and (2) would they be able to perform to the best of their ability while dealing with the anxiety of feeling discrimination at work?
Follow-up studies that focus on how organizations are managed and how people are socialized to recruit people will be necessary to answer those questions, Kossek said.
“I would like to see a leadership study, including people of all backgrounds and keep an experiment keeping all of those controls in and see what happens with some relatively non-expensive inclusion training and recruiters and leaders speaking out.”
Some great news on the hiring front. There are a selection of high-pay careers on a hiring spree. Overall, there have been more job openings with 200,000-plus jobs added for each of the six months leading up to August. (In August, 142,000 jobs were added to the economy.) And certain sectors added to the job growth more than others. These included: professional and business services (67,000 added jobs, the highest gain); health care employment (21,000 added jobs); and financial activities (17,000 added jobs).
Yahoo! recently pored through the U.S. Department of Labor’s job growth projections for 2012 to 2022 and 2013 median annual salary figures and found both the high-demand and high-pay jobs that are hiring. Here they are:
Career #1: Human Resources Manager, with a median annual salary of $100,800 and projected job growth rate from 2012-2022 of 13 percent. A bachelor’s degree in human resources or business administration is needed.
Career #2: Applications Software Developer. The median annual salary is $92,660 and the career has a projected job growth of 23 percent. A shortage of skilled workers results in a high demand. A bachelor’s degree in computer science, software engineering, or a similar field to pursue it is required, says the Department of Labor.
Career #3: Information Security Analyst has a median annual salary of $88,590 and projected job growth rate of 37 percent. With the alarming increase in cybercrime, companies need experts to secure their data. “You’ll typically need at least a bachelor’s degree in computer science, programming, or a similar field of study, says the Department of Labor,” reports Yahoo!
Career #4: Personal Financial Advisor. Expect a median annual salary of $75,320. This field has a projected growth rate of 27 percent. “Personal financial advisors are in demand everywhere, due in large part to the aging population,” says Mark Bernecker, a regional managing director for Randstad Professionals. “Baby-boomers, in particular, are in need of financial guidance and are seeking professional investment advice.”
A bachelor’s degree is needed and while employers don’t usually require a specific major, but a degree in finance, economics, business, accounting, mathematics, or law is a good idea.
Career #5: Registered Nurse. There always seems to be a need for nurses, and so too now. The median annual salary is $66,220. The projected job growth rate is 19 percent. The industry is projected to add an amazing 526,800 jobs from 2012 to 2022.
According to the Department of Labor, an associate’s degree in nursing, a diploma from an approved nursing program, or a bachelor’s of science degree in nursing is good. Also, registered nurses must be licensed.
Career #6: Market Research Analyst can earn a media salary of $60,800 and is projected to grow at a rate of 32 percent.
A bachelor’s degree in market research or a related field is a must, according to the Department of Labor. Analysts tend to have degrees in fields such as computer science, statistics, and math. Others have backgrounds in business administration, the social sciences, or communications.
Career #7: Fundraiser. Fundraisers make a median salary of $51,580. This field expected to grow about 17 percent. The time is now for fundraisers as organizations are gearing up projects they put off during the financial crisis. A bachelor’s degree as well as strong communication and organizational skills are need, according to the Department of Labor.
(Note: Salary information is from the U.S. Department of Labor Occupational Employment and Wages data, May 2013. Projected job growth rates comes from the U.S. Department of Labor’s Occupational Outlook Handbook, 2013-14 edition.)
We have already discussed ways those looking for employment can land a new job in the new year along with pointers on the hottest jobs of 2014. Now it’s time to go a little more in-depth with our sleuthing so we can be even more equipped to get that dream position. With the definition of a “traditional work day” evolving there have been tons of changes to office life and how companies manage their employees. Here are some of the hiring trends of 2014 you might want to check out.
There’s a bigger, broader aspect to human resources then just being the gatekeeper to your employment at a company. As one of the first people you are introduced to at a company during the hiring process, HR executives are usually responsible for looking over your resume and conducting an introductory interview.
But the HR department holds more power and responsibility than that. Behind the scenes, HR is filling a role that’s key to running the business in many different areas of the company. Here are some of the roles that HR plays that you might not be aware of.
Things are in hyperdrive over at Snapchat. It has been reported that the self-destructing messaging app is aggressively recruiting sales people from Stanford as well as USC for the impending debut of a monetization plan, reports TechCrunch. All this while it is raising $100 million and has a valuation as high as $1 billion according to some. “We’ve also heard the company may be in talks with its $13.5 million Series A round leader Benchmark Capital about joining the Series B. We’ve also heard that this round has already closed, but can’t confirm that yet,” reports TechCrunch. So salaries could be decent? The company is looking hire additional sales talent.
The valuation may be high according to come observers, but the app is rapidly growing in popularity. Snapchat has attracted young people (high school and college age) in particular. In fact, Kleiner Perkins partner Mary Meeker’s latest Internet Trends report found that Snapchat has surpassed Instagram in volume of photos shared. But as the app is now being used by other age groups, the use has spiked. Users now send 150 million images per day.
Snapchat users can privately send photo after photo while continuing to carry on multiple conversations with friends. “These photos (and videos) delete themselves less than 10-seconds after being viewed, encouraging users to create and send more ‘Snaps’” explains TechCrunch.
Due to the usage boost, Stanford-schooled co-founders of the Los Angeles-based startup have been recruiting at their alma mater, and the University Of Southern California, reports TechCrunch. Right now the staff is just 12, but the company is moving to a larger office soon.
But before the company does a huge sales push, they might have to deal with an issue. It was discovered that expired photos can actually be recovered. According to Digital Trends, an investigation by Decipher Forensics found that metadata from your expired Snapchats is still on your Android. You’ll need certain tools to pull these pictures back. Conveniently, Decipher Forensics has those tools — for a price. “As a digital forensics firm, we offer for anyone wanting to retrieve their Snapchats for an affordable price of $300-$600. Parents and law enforcement can mail us phones, and we will extract the Snapchat data, and send the phone and data back in a readable format,” researcher Richard Hickman told Digital Trends.
And given the young age of some Snapchat users, it’s disturbing that there are pages where nude Snapchats are being posted. Parents and young people: Be careful out there. The worldwide Web is like the Wild West sometimes.
An infographic created by recruiting software company Bullhorn illustrates what you probably knew to be true: nearly every recruiter is doing an online background check during the hiring process.
According to their numbers 98 percent of recruiters are using social media to find new hires. Nearly a fifth (17 percent) say Facebook is the place for quality employees, but 38 percent say they’ll be looking at Twitter a little more closely this year. So be careful with what you tweet. Thirty-seven percent said they’ll be using Facebook even more. Nearly all — 97 percent — said they used LinkedIn.
The company also says that salaries for executives at the VP, director, and manager level have, unsurprisingly increased while those for sales positions, recruiters, and account managers have gone down.
Finally, Bullhorn reports that recruiters say they’re having issues finding candidates with the necessary skills and talents. So if you’re not constantly learning, adding to your skill set, or increasing your expertise, you’re going to have big troubles standing out and getting that next big position.
Below is a small portion of the infographic. You can view it in its entirety on AllTwitter.
Looking for a job like the 12.1 million other Americans who are unemployed? Using data from job search engine Simply Hired, Forbes has compiled a list of the companies that are currently hiring the most. So dust off that resume and go for it. Here are the top five places, ranked by the most job openings.
1) AT&T: 35,479 job openings. The telecommunications giant is looking to fill retail positions, sales spots, and management jobs, among others.
2) Family Dollar Stores: 23,769 listings. The price-point retail chain is looking for store managers, customer service representatives, human resources coordinators, and more.
3) Toys “R” Us: 17,073 new slots. Like the other retailers, Toys “R” Us is bringing on thousands of part-time seasonal workers right now.
4) Kindred Healthcare: 14,233 job openings. All are full-time positions.
5) Best Buy: 13,979 postings. About half of these openings are for part-time, seasonal, contract or temporary positions.
Using criminal background checks to screen out job applicants — even if they weren’t convicted of a crime has cost Pepsi Co. $3.1 million in a settlement after federal charges of race discrimination were brought against the soda giant.
According to the Equal Employment Opportunity Commission, Pepsi’s policy of not hiring workers with arrest records disproportionately excluded more than 300 black applicants. The policy barred applicants who had been arrested, but not convicted of a crime, and denied employment to others who were convicted of minor offenses. The EEOC says using arrest and conviction records to deny employment can be illegal if it’s irrelevant for the job.
Pepsi Beverage spokesman Dave DeCecco said the company’s criminal background check policy has always been neutral and that the EEOC did not find any intentional discrimination. After the issue was first raised in 2006, he said the company worked with the EEOC to revise its background check process “to create a workplace that is as diverse and inclusive as possible.”
The new policy is said to take a more “individualized approach” in considering applicants’ criminal history against the particular job being sought. Pepsi will also provide the EEOC with regular reports on its hiring practices and offer antidiscrimination training to its hiring personnel and managers.
EEOC may soon be cracking down on other companies as part of its national effort to correct hiring policies that disproportionately discriminate against black and Latino applicants, according to Julie Schmid, acting director of the EEOC’s Minnesota office
“We hope that employers with unnecessarily broad criminal background check policies take note of this agreement and reassess their policies to ensure compliance” with anti-discrimination laws.”
Do you think Pepsi’s policy was wrong? Should companies use arrest records to exclude applicants?
Brande Victorian is a blogger and culture writer in New York City. Follower her on Twitter at @be_vic.
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(Wall Street Journal) — Need entry-level talent? Be prepared to pay a little more this year than you did last. The average salary offer for bachelor’s degree graduates rose 6% in 2011 to $51,171, according to a new survey from the National Association of Colleges and Employers. Some newly minted degree holders, however, will cost even more. Chemical-engineering graduates saw their average salary offer increase 1.8% to $66,058, while offers for grads with computer-related degrees jumped 9.6% to $63,760, NACE reports. Computer-engineering grads gained 4.1%, bringing their average to $62,849. The priciest recruits? Petroleum-engineering grads are now receiving offers averaging $82,740, or 7.1% more than last year, making these folks the highest-paid majors in the survey.
(Wall Street Journal) — My best employee of all time was nicknamed Shaq. While his genetic gifts would have never landed him a spot on the New Jersey Nets, he worked for my company as a computer forensic examiner. When I hired him, Shaq was barely qualified to use a computer, let alone conduct detailed forensic examinations on hard drives that later had to stand up in court and pass the rigors of cross examination. So why did I take him on? I hired Shaq because during his interview he clearly demonstrated that he was intelligent, had a lot of energy and seemed to come out on the “glass half full” side of things during stressful situations. Because of these qualities, within three months of joining my company he was out in the field, conducting examinations on his own. Shaq had absorbed the training so fast that within a year of his hire he was testifying in court and handling our most complicated cases.