Detecting Covert Discrimination

1. Detecting Covert Discrimination Career Strategies for Diverse Populations Career Connection The Ohio State University 1640 Neil Avenue, 2nd floor Younkin Success Center Columbus, OH 43201-2333 (614) 688-3898 http://www.careerconnection.osu.edu

2. Developing Career Strategies!Agenda Identifying facts: Addressing issues of discrimination during your job search (e.g. Glass Ceiling Issues, Overt/Covert Prejudice) Strategies to market yourself for the job you want: How to identify sensitive employers Tips for your resume, cover letters, and interviewing How to market your diversity strengths

3. Federal Glass Ceiling Commission: Facts • The U.S. workforce will become more diverse by 2016. • Up to 80% of all new entrants to the work force in the year 2006 will be ethnic diverse and women • Wage gap (e.g. African American men with a bachelor’s earned on average $15,180 less than the White non Hispanic male population) • 95% of senior level managers are men and of that 95%, 97% are White. Of the 5% who are women managers, only 5% are minorities. • Nearly 75% of women of all racial and ethnic groups are more likely to be employed in services industry and finance, real estate, and retail trade.

4. Federal Glass Ceiling Commission: Facts • Women and minorities are 2/3 of the population, 2/3 of the consumers and 57% of the work force. • Since the passage of the Americans with Disabilities Act (ADA) in 1990, people with disabilities still experience unemployment at a rate far above the national average. • It is still legal in 36 states to fire an employee because he/she is gay. Over 2,333 employers in America have employment nondiscrimination policies including sexual orientation. • International students face a difficult task breaking into the job market. Of respondents to the 2004 Job Outlook Survey, only 1 in 5 employers said they would hire International students in the coming year for full-time permanent positions in the United States.

5. Some Reasons People Choose to NOT Disclose their Diverse background during a Job Search The fear of harassment (either physical or emotional) Fear of the effect of disclosure may have on hiring, personnel, and advancement (glass ceiling issues) Fear of alienation, isolation, and rejection Fear of being perceived as different from the majority culture or of being perceived as the same as every member of a minority culture Fear of the invasion of privacy

6. Some Reasons People Choose to Disclose Their Diversity Background During a Job Search Individual mental health reasons ~ full integration of identity with ethnicity, sexuality, disability, international status, gender) Personal reasons (e.g. integrity, honesty, recognition and support from peers of who one is as person) Professional, political, and societal reasons (e.g. provide role model for other diverse people, desensitize co-workers, eliminate stereotyping) > Practical reasons (e.g. benefits,professional development, career fulfillment)

7. How Can I Tell if a Company is Sensitive? Do your homework, look carefully over the company’s literature. RESEARCH THEM! Employee photographs can give a good indication not only of a company’s diversity, but also of its promotion practices. Employ the “six degrees of separation” strategy. See if you know someone who knows someone who works for the company in question. Get the inside scoop on company politics. If very concerned, expand your research to include possible EEO lawsuits pending against the company. You may search a legal database such as Lexis or Westlaw.

8. How Can I Tell if a Company is Sensitive? Non-discrimination policy (e.g move in vs. move up) Company-wide education to raise awareness of diversity issues Professional development and training opportunities Equitable benefits programming Pay equity Employee resource groups Demonstration of public support to diversity issues in the community Fostering of a safe work environment Institutional rigidity that deny the fragile family and work balance

9. Learn strategies to market your best qualities! Effective Resume & Cover Letters Successful Interviewing Skills Knowledge and understanding of job search strategies Identify Cultural strengths as skills to offer

10. PARTS OF A RESUME I. Identifying Information - This first section of your resume should tell who you are and help prospective employers reach you quickly. Brutus Buckeye Steeb Hall, Box 356 70 West 11th Avenue Columbus, OH 43210 (614) 555-1212 brutus.2@osu.edu Your name or address may be used as a target Tips: Next to your name you may want to write (U.S Citizen or Authorized to work in the U.S)

11. PARTS OF A RESUME II. Job Objective -This section summarizes the type of work you want to do, and the setting or field in which you are interested. Objective To obtain a soil scientist position within a state or federal government agency. To obtain a human service position within Franklin County Children Services

12. PARTS OF A RESUME III. Education - Samples EDUCATION The Ohio State University Columbus, OH B.A. in English Expected June 20XX G.P.A. 3.5 EDUCATION B.S. in Sociology August 20XX The Ohio State University Columbus, Ohio Related Course Work: Sociology of family, Sociology of race, gender, and class

13. PARTS OF A RESUME IV.Experience - For each work experience, list your position title, the name of the organization your worked for, and the dates you worked. Then follow with a description of the work performed. Winning formula: verb + subject + outcomes • The more that a past experiences is related to the work you are seeking the more space you should allot to its description. • When possible, note any achievements or key lessons learned from your experiences. • Since position titles usually do not do justice to the work performed, it is advisable to highlight the functions for which you were responsible. • Highlight what you have done in a concise, powerful, action-oriented way.

14. PARTS OF A RESUME IV. Experience -Samples • Work Experience • Buckeye Management Columbus, OH • Intern - HR Department Summer 20XX • Analyzed data concerning problems with performance evaluation system. • Developed feedback information on performance evaluation systems for over 400 employees. • Gained experience in various aspects of human resources management including personnel, compensation, employee evaluation.

15. PARTS OF A RESUME IV. Experience -Samples • Diversity Work Experience • Secretary, Asian American Service Organization June 20XX-Present • The Ohio State University Columbus, Ohio • Raise awareness on campus about Asian Americans concerns • Facilitate informative discussions regarding Asian American resources and organizations among current and prospective OSU students • Motivate groups of students and parents while giving them information about OSU Asian American-friendly resources and services. • Represent OSU at various Undergraduate admission, Alumni, and Presidential functions throughout the year. • Learn leadership skills such as an understanding of group dynamics, public relations, and oral speaking skills. • Record all minutes during executive and full-body membership meetings

16. PARTS OF A RESUME IV. Experience -Samples • Diversity Work Experience • Secretary, Diversity Organization June 20XX - Present • The Ohio State University Columbus, Ohio • Raise awareness on campus about Asian Americans concerns • Facilitate informative discussions regarding Asian American resources and organizations among current and prospective OSU students • Motivate groups of students and parents while giving them information about OSU Asian American-friendly resources and services. • Represent OSU at various Undergraduate admission, Alumni, and Presidential functions throughout the year. • Learn leadership skills such as an understanding of group dynamics, public relations, and oral speaking skills. • Record all minutes during executive and full-body membership meetings

17. PARTS OF A RESUME V. Additional Skills -Summarize your skills, along with any related work skills in a “Skills” section on your resume. This will quickly show an employer a qualitative summary of the skills and experience you have to offer. COMPUTER SKILLS CAD, AutoCAD, Microsoft Word, Excel, & Access, HTML • SKILLS & QUALIFICATIONS • Foreign Language, Proficient in Arabic, both oral and written • Computer Skills, MAC platforms, software, and programming • Teamwork and Research skills, have participated in numerous research projects in the OSU Latino Studies Department

18. PARTS OF A RESUME • VI. Additional Section Headings • Civic Engagement • Honors & Awards • Campus Activities • Awards & Campus Activities • Honors & Campus Activities • Society of Mechanical Engineers, campus chapter, 20XX- Present • Active member of The Indian Students Association, OSU 20XX • Peer tutor in Calculus I and II , OSU 20XX

19. PARTS OF A RESUME VII. References REFERENCES Available upon request

20. Keys to Effective Cover Letters • Tell the employers what you can do for the company, instead of what the company can do for you. • Find out about the employer’s needs, then emphasize what you can do to meet their needs. • Consider how your work experience, education, and/or personal qualities would be helpful to the employer.

21. Writing Style- Cover Letter • It’s addressed to a specific individual. • It’s grabs the reader’s attention in the first paragraph. • It sounds confident without being arrogant. • It’s no longer than one page. • It answers the question: “Why should we hire you?” • It’s action oriented. • It uses the first person (“I”) sparingly.

22. Practice Interviewing Skills • A resume can get you the interview, but the interview will get you the job! • At a minimum, obtain a list of most commonly asked interview questions, practice answering these questions, and research the company you are applying for. • Learn about interviewing techniques. • Remember, it is ILLEGAL for employers to ask you about your background during the interview. • If such a question does come up, re-phrase it back by asking “What is the relationship between my ______ and the job requirements”?

23. Practice Interviewing Skills Assess during the interview your possible future work environment, you may want to ask: • Why do you like working here? • How important a role does teamwork play in your company? • What opportunities for advancement exist in your company? • What makes people want to stay here? • How open are managers/supervisors to different viewpoints? It is acceptable to ask: • How many minorities/internationals/women are in positions of authority? • Does your company offer a mentoring program?

24. Tips: Job Search Strategies • Research Employers: Annual reports, Directories (Dun’s Employment Directory, Hoover Handbook of American Companies)National Trade & Professional Associations, Newspapers, Fellow professional (word of mouth), Local Chamber of Commerce • Pursue Advertised Vacancies:Online job banks like JobTrak and America’s Job Bank, Career services offices, On-Campus Interviews, Newsletters and Journals from Trade or Professional Organizations Personnel Department postings or hotlines, Newspaper classified ads • Develop your Network:Family members, Friends, Neighbors, Previous employers, Professors ,Area Chamber of Commerce, Alumni, Other Students, EVERYONE! • Contact Employers Directly:Send a letter of application and your resume to the HR department or to specific managers. The success of this method is greatly increased when letters are followed up by phone calls

25. Questions?