There are many nationwide companies hiring now for remote work and more. Black EOE Journal connects you with our Job Postings Board.
Click here to view the many current job openings for companies looking for candidates now.
There are many nationwide companies hiring now for remote work and more. Black EOE Journal connects you with our Job Postings Board.
Click here to view the many current job openings for companies looking for candidates now.
Actor, producer, writer, and director Tyler Perry has officially become a billionaire, making him the seventh black billionaire in the United States.
Perry’s newfound status includes him in the same income bracket as Oprah Winfrey, Kanye West, Robert F. Smith, and Michael Jordan.
Perry earned much of his money through his productions and his investments. Though most notably known for his work in the Madea movie series, Perry is no stranger to any form of performative arts. Not only did he direct, produce, write and star in the Madea franchise, but he has also served as an actor and writer for many of his own projects. In total, Perry has been involved in over a thousand television episodes, 22 movies, and 24 stage productions. Additionally, Perry works closely with the BET television network, earning an annual income of $150 million to create content for their live and streaming platforms.
According to Forbes, Perry’s billion-dollar net worth can be calculated into five main categories: library, cash and investments, the studio, his stake in BET, and homes and toys.
Since closing his production company in 2019, Perry has decided to invest in wealth into his community. Having recently become a spokesperson against human trafficking in Georgia, Perry wants to use his funds to provide housing for trafficked women and LGBTQ youth. He also plans to set up a financial academy for children and wants to build a Disney-like theme park with shops, restaurants, and a movie theater.
By Innovate Marketing Group
As the live events industry awaits COVID-19 regulations, guidelines, and phase rollouts; innovations and digital opportunities arise, virtual events take center stage, and the importance of an events agency and planner sustains.
Why go virtual? Virtual events have proven to be an effective and efficient way to convey content and engage attendees. Experts shared that future events will incorporate a digital aspect as a hybrid-type model as the events industry seeks to widen their audience and maintain contingency plans. Events will see more virtual aspects embedded into their programs moving forward.
Going virtual also brings market share and new opportunities.
“Some companies that were previously on hold to wait out COVID-19 have either pivoted to virtual or seriously considering since the recovery is so uncertain. Business still needs to go on. Leadership conferences, educational and training are still vital for companies,” said Amanda Ma, chief experience officer of Innovate Marketing Group.
All of the different elements of a virtual event need to be coordinated into one impactful and engaging experience. The event agency’s role includes helping guiding businesses to pivot to the new normal, advising and adjusting contract changes, applying event strategies to help meet goals, vendor coordination and recommendations, program management and managing multiple tracks, marketing and communication, incorporating sponsors and stakeholders and the guest experience.
Some of the many benefits of pivoting to virtual include:
Some challenges in comparison to a live event include emotion and energy, stimulations such as touch, taste and smell, memory and recall, networking, and viewer attention span.
Innovate Marketing Group also shares top best practices in going virtual, such as setting your goals on information, education, message, attendee and sponsor engagement, networking, etc.
Format: Determine your virtual event format – webinar, webcast, pre-recorded sessions, simu-live, live streaming, networking, exhibitors.
Registration: Reconsider the registration process, including number of users who will be accessing the website, personal data, payment processing safety, and customized questions per data you would like to collect.
Keep Your Audience Engaged: with tools such as live polling, question and answer sessions, networking opportunities, gamification, live leader boards, rewards and social media feeds. Maintain your event experience by making your guests feel involved and connected to your program. We are in the planning stages of a 3,000 people walk/run event, and one of the ideas is on the day of the event to have a virtual DJ play during the walk and the organization lowers the volume if messages need to be communicated. The music is based on what the organizers want. This way while people are walking, they can stay connected as part of the program.
Pre-Event Communication & Marketing: Communication and marketing are key. Unlike an in-person event where they must get dressed up, drive to the event, and spend more time to prepare for the event, a virtual event is simply a login to a platform. Therefore, it is very important to send out reminders and build up the anticipation of the event. In a recent virtual event, we advised the client to ask for the attendee’s cell phone number.
So, in addition to email reminders, the week of event and day of, a text notification was sent out to all attendees. We received great feedback for putting that in place. It reminded folks the virtual event is coming up and to tune in. Digital marketing, promotion, advertisement, and video content is still very important for a virtual event, before broadcasting on your event day.
Surprise and Delight Before the Event: Sending a swag bag prior to the event with items relevant to the event. For an upcoming conference, we are sending a box with a blue light blocking glasses, candle, custom door handle, notebook, T-shirt, and a coffee tumbler. We have a special note to go along with this kit to kick off the conference mindset. On the day of the conference, we asked everyone to wear the shirt provided. One less worry about what to wear on “top.”
Content is King: Offer educational, relevant, timely and meaningful content that people will want to hear. It is vital to create content that captivates guests, sparks their creativity and results in productivity.
Do Not Try to Replicate Your Live Event: Instead, look for new opportunities but stay true to purpose of your event. Keep principle of why your guests were coming together, and make it part of the equation.
Test, Test, and Test Again: Technical difficulties may occur, and it often distracts from your event. Have a run through with your speakers and moderator in advance and test the virtual release on your platforms.
If you landed yourself a video interview, congratulations! You’re almost there. Now it’s time to prepare for success and brush up on video interview tips so you can get closer to landing the job.
More companies are conducting online interviews these days. That’s because it can be really efficient, for both the candidate and the company.
Although it’s easy to write off an online interview as the same as an in-person interview, there are subtle differences in which to prepare.
Tips for a Successful Video Interview
Having a video interview does not mean you shouldn’t take it seriously. Treat it as if you were interviewing in person. You should thoroughly research the company, its industry, its products, and its achievements so you’re prepared to discuss them during your interview. Additionally, the Internet has made it incredibly simple to familiarize yourself with your interviewer before you meet them virtually—HR professionals are generally very active on LinkedIn, and a quick Google search will shed some light on who you’re meeting. Also remember to prepare some questions to ask of the interviewer yourself when the time comes.
For an in-person interview, it’s courteous to show up approximately ten minutes early. This tip also applies to video interviews, except it’s for more than just showing that you’re a punctual person. You want to be early to your online interview because it may take you a while to log on. For example, if the company uses a video conferencing software you’ve never used, it might take some time to download the application. You’ll want to make sure you do all this beforehand so that you’re ready to go at your interview time. Being late for the interview, no matter what the reason, is not a good way to start a successful online interview.
It would be a letdown if you found out that your microphone or webcam didn’t work right before your interview. When preparing for your video interview, there are three main components to test:
You’ll also want to familiarize yourself with the software being used for the interview. Zoom, HireVue, GoToMeeting, Skype, and Google Hangouts are some common platforms. Consider signing up for a free trial, watch tutorial videos, or do whatever you have to do to familiarize yourself with the tool.
Choose your location very carefully. Be wary of places like coffee shops or coworking spaces, because you’ll want to avoid the sounds of coffee grinders and other people in the background. You also don’t want to interview in a place where there’s a lot of visual distractions, either. Try to find an area with a plain wall to use as your backdrop, and make sure that your lighting isn’t creating a glare or shadow.
The ideal setting for a video interview is a secluded room in which you can shut out any distractions. Avoid being near windows against busy streets, and make sure children and pets are out of the house or being supervised to be sure you’ll have a distraction-free environment.
Speak Slowly and Clearly
When using technology for a video interview, there can be delays or the microphone may not pick up your voice well. To prevent this from happening, take your time when speaking and enunciate your words. This will make sure that your interviewer can hear and understand you
Keep your mind from drifting off and focus on listening when the interviewer speaks. Pay close attention to what the interviewer is saying. Sometimes when you’re on a video job interview, it’s easy to accidentally cut someone off due to audio delays or from not paying attention to nonverbal cues. To avoid this, listen carefully to the interviewer and wait a few seconds before speaking to avoid cutting in.
Attire is one of the most frequently overlooked video interview tips. Even though an online interview usually means the interviewer won’t see anything from the waist down, it doesn’t mean you should only dress up the upper half of your body.
You may need to stand up to grab something in the middle of the interview, which would reveal your mismatched bottoms. Avoid this risk and wear interview clothes from head to toe. View yourself through your webcam to make sure your outfit looks professional on camera as well.
Your body language in a video interview can convey a lot of things about who you are as a person. You can present a positive image by ensuring you’re sitting up straight with good posture. Place both feet on the ground, and avoid doing things like slouching or holding your head up with your hand. And always try to keep your hands in your lap to avoid distracting gesturing or fiddling.
It’s also important to pay attention to where you’re looking. Looking at the interviewer’s face on your computer screen means you’re not actually looking into the camera and making eye contact. Instead, look into the camera as often as possible, especially when you’re speaking. This will give your interviewer the sense that you’re engaged and not distracted by what’s happening on your screen.
While it may seem like a lot to remember, these video interview tips can help you adjust to the intricacies of interacting with a remote team. By following these tips for video interviewing, you can help ensure that you’re fully prepared and able to make the best impression possible.
This article was provided by FlexJobs, a job searching and career service that connects job seekers to flexible and remote work opportunities.
What will the workplace look like after the long nightmare of Covid-19 is over? While there is no way to be certain of the changes to come, it will most definitely be much different than it looked prior to it.
Companies across the country are laying off and furloughing employees in record numbers and unemployment has reached levels not seen since The Great Depression. In addition, we now have four generations in the workplace: Baby Boomers, Gen X, Millennials, and Generation Z., each with their own needs and perspective on how Covid-19 has affected them. Unlike other economic downturns, this pandemic has also resulted in significant illness and loss of life for millions of people. And the devastation of small businesses is unprecedented.
How will organizations of the future handle all of this?
Companies are in the business of making money, not dealing with the fallout of a healthcare and fiscal crisis. There is not even a business function that exists to handle what corporations, government or academia is dealing with these days. While human resources might seem like the appropriate department to coordinate these efforts, it is not. After years of reductions in staff, it has neither the capacity nor the qualifications to even adequately handle what is happening now. What’s needed immediately and for the long term are experts in workplace solutions. These experts are paying attention to global social and economic trends and are advising business leaders on how not just survive, but to adapt.
The Importance of D&I
In the future, we will almost certainly see a rise in positions in life sciences as well as in supply chain management. As software began to take over the world, both industries have faced reductions in salaries and employees due to managements’ drive to cut costs. While millions of people practiced social distancing at home, we now see how essential these functions really are. And just as important is ensuring that organizations are not cutting back on their Diversity, Equity and Inclusion (DEI) efforts amidst all of this. The economic disparity in race and gender has had a tremendous impact on communities of color. The rates of infection and mortality for Blacks and Hispanics far exceeds that of the population overall. Business and political leaders must prioritize plans to make sure that EVERYONE in the workforce can earn a livable wage.
Moving the Needle
Without an influx of new talent each year, the United States will far further behind other nations in innovative and technological advances. There is still a critical need for qualified technical workers, but we cannot expect women and underrepresented minorities to remain in work environments where they do not grow and thrive. We also cannot expect girls to enter fields where they do not see positive role models. It’s imperative that we stop the constant drip from the leaky STEM pipeline by working hard to retain diverse candidates from the middle to the end. Despite our best efforts to encourage future generations to become scientists and engineers, there is no guarantee they will enter or stay in the STEM workforce once their education is complete. Let’s spend more time and money to ensure we can keep those Black women who are determined enough to make science a career.
Founded by Erika Jefferson, Black Women in Science and Engineering (BWISE), which supports underrepresented women in STEM through networking, mentorship, and career development, is partnering with Cambio, a multi-faceted recruiting and diversity platform founded by Neil Patwardhan and Bob Richards. Both organizations are focused on truly moving the needle on DEI hiring in meaningful way.
Partnering for Good
BWISE, with its professional job board and network of over 15,000 scientists, engineers and technologists, can focus on guiding employers and diverse job seekers with a focus on Black women in STEM. And Cambio, through its diversity engine and analytics, can spotlight diverse candidates and focus on delivering the best. BWISE was founded with the purpose to support underrepresented women through networking, mentorship and career development. The group primarily consists of Black women from middle management through senior leadership with degrees in the sciences, math and engineering who would like to connect with others. The organization provides a platform and a space to share career experiences and be empowered.
Cambio’s mission is to create a more human experience in the world of recruiting and job searching, and to make the process more transparent by embracing the swipe culture of viral mobile applications. A powerful part of the company’s platform is the ability to surface underrepresented qualified talent to ensure recruiters get the right visibility. Cambio aims to speed up the hiring process and lead the way in diversity hiring to help companies meet their workforce goals for 2020 and beyond.
For additional information, news and updates on BWISE, visit www.bwiseusa.org.
For additional information, news and updates on Cambio, visit www.cambiome.com.
The Senate on Tuesday confirmed Gen. Charles Q. Brown to be the next Air Force chief of staff, making him the first African American leader of a military service as the Pentagon and the country grapple with a raft of racial issues.
The confirmation also makes Brown the second African American officer to sit on the Joint Chiefs of Staff since Chairman Gen. Colin Powell.
The 98-to-0 vote was a blowout approval for the four-star general. Vice President Mike Pence presided over the historic vote.
President Donald Trump, who nominated Brown in March, hailed the general on Twitter.
“My decision to appoint @usairforce General Charles Brown as the USA’s first-ever African American military service chief has now been approved by the Senate,” Trump said, though the tweet came before the confirmation vote. “A historic day for America! Excited to work even more closely with Gen. Brown, who is a Patriot and Great Leader!”
Brown’s nomination had been in the works for months, yet the vote came amid nationwide protests following the death of George Floyd in police custody. Top Air Force officials led the way in speaking out over the past week and calling for dialogue on racism. Air Force Chief Master Sgt. Kaleth Wright, the service’s top enlisted leader, became the first senior military official to speak out, and was followed by outgoing Chief of Staff Gen. David Goldfein.
Brown, who is currently the commander of Pacific Air Forces, delivered an emotional message Friday about his experience as a black airman.
In addition to becoming the first African American service chief, Brown will be the most senior African American Pentagon leader since Powell chaired the Joint Chiefs from 1989 to 1993.
“I’m thinking about how full I am with emotion, not just for George Floyd but for the many African Americans that have suffered the same fate as George Floyd,” Brown said. “I’m thinking about a history of racial issues and my own experiences that didn’t always sing of liberty and equality.
“Without clear-cut answers, I just want to have the wisdom and knowledge to lead during difficult times like these,” Brown said of his nomination to be the service’s top officer. “I want the wisdom and knowledge to lead, participate in and listen to necessary conversations on racism, diversity and inclusion.”
Continue on to Politico to read the complete article.
Most advice about how to make working from home actually work focuses on the practical: The right office space. The right desk. The ergonomically perfect chair. The right software, the right messaging platform, the right apps…all the “stuff” you need to make remote work actually work.
Yet, ask most people who made the transition to working from home what they struggled with most – and continue to struggle with—and they will list things like staying motivated, managing their time wisely, avoiding distractions and staying on task—none of which has anything to do with “stuff.”
When I first started working from home, I instinctively replicated my old office environment. I bought a big desk. Nice credenza. Conference table. Large filing cabinet. Fancy chair. A cool land-line phone. To paraphrase the eminently quotable Chris Rock, that’s what I was accustomed to.
So, I assumed that’s what I needed.
But none of those things made me efficient, much less effective. I missed the “structure” of the workplace, the natural rhythm of a workday that, even though I was in charge, was still only partly under my control.
So, more often than I like to admit, I sometimes drifted. I was easily distracted. I was easily bored. I missed the structure. I missed the sense of urgency that the presence of other people helps foster.
Then I took a step back and thought about my most productive days. Not just the days I got a lot of things done, but the days I also got a lot of the right things done.
They all had one thing in common: A mission. An outcome, a deliverable—something tangible that created a real sense of purpose.
If you’re struggling to work as effectively from home—or if your employees are struggling to work as effectively from home—shift from focusing on tasks to focusing on outcomes. (Don’t worry; tasks are the foundation of outcomes.)
Before you end your workday, list what you need to get done tomorrow and determine the single most important thing you need to get done tomorrow.
Then, before you step away, set up your workspace (which, if like mine, is simply your computer desktop) so you can hit the ground running the next day. Have the reports you need open. Have the notes you need handy. Make sure the questions you need answered already have answers.
Then sit down and dive in.
And commit to completing everything you need to get done. Allowing yourself to give in to excuses, rationalizations, etc. is a slippery slope—and becomes a habit extremely hard to break.
But will be less of a problem when you get your most important task done right away. Starting your day with a productive bang naturally creates the momentum and motivation you need to move on to whatever is next on the day’s outcome list.
And the next. And the next.
Because completing a task is fine, but achieving an important outcome is satisfying, fulfilling, and motivating.
So never forget: What matters is what you accomplish from wherever you work. Success has nothing to do with your desk, or your chair, or your office space. (Today, my “office” is my backpack and my computer and wherever I feel like sitting.)
Success is all about what you achieve, and achievement always starts with knowing what you want to accomplish. And more importantly, why.
Jeff Haden is a keynote speaker, ghostwriter, LinkedIn Influencer, contributing editor to Inc., and the author of The Motivation Myth: How High Achievers Really Set Themselves Up to Win.
Source: Owl Labs
Transitioning from military life back into civilian life is a challenge for any veteran. While there are many different approaches in choosing a career, one U.S. Navy Veteran decided that she would approach her career choice by following her passions.
Always having a love for fashion, Brittney Nicole decided to open her own clothing business, Coco’s Wardrobe, upon her retirement from the U.S. Navy. The New Orleans based boutique designs, manufactures, and sells women’s clothing that is meant to look as good as they feel, blending comfort with style. All of the clothing in Nicole’s shop has a women’s desire to feel confident and comfortable at the forefront of everything that is produced.
In addition, Nicole has also began selling uniquely designed face masks in response to the COVID-19 pandemic.
It’s impossible to predict what the job market will have in store over the next few months. Even as economic data continues to trend downward, it is hard to guess in what ways hiring demand for the rest of the year will be shaped by widespread reopening of the economy and the requirement to put in place new public health measures.
If you need or have a strong desire to get a new job, you’ll want to start getting ready for a multitude of scenarios. While the job market is slow at the moment, it could ramp up faster than you expect or in industries you aren’t yet targeting.
It’s fair to prepare yourself for a longer job search than you would have experienced this time last year, but don’t give up on your efforts. Before you launch or continue your job search, here’s what you need to know to help you face this month’s unique challenges and find new opportunities.
1. You’ll benefit if you stay on top of hiring trends
No matter how bleak hiring data may appear at the moment, many companies will still have new, interesting and unexpected jobs that need to be filled this year.
Right now, companies are still trying to figure out how they will operate in this new environment once social distancing guidelines lessen or are removed. What they can’t foresee is how much customer demand they will have, how consumer behavior and personal values may have permanently changed and what they will need to do to make their business more resilient in the future. All of these factors will create significant changes to their corporate strategy, exposing leadership gaps and creating new talent needs.
As hard as it is to imagine right now, the business world will get back to operating at full capacity but likely in a very different form. Some companies will experience a long-lasting or permanent shrinking of their business while others will find ways to quickly innovate and expand. This process of resetting the corporate landscape will take some time and it hasn’t fully begun yet. Many leaders are still trying to deal with their most immediate problems which are largely centered around managing their cash flow.
You’ll have a head start and huge competitive advantage if you pay close attention to the news over the next few months and prepare to target the new and unexpected jobs that will soon be needed. If you don’t make it a regular habit to follow sites that focus on business-related content or watch business-only news channels such as CNBC, this is the time that you need to start. Consider this research a major part of your job-searching tasks.
Admittedly, there is no guarantee that you will be qualified for the jobs that emerge or that they will be in the right geographic location for you. But you can’t even begin to assess the fit, work to match your skills to the new needs or consider remote working options if you aren’t even aware that these new jobs exist.
Start this month by building the habit of monitoring the business world more closely than you normally would and be on the lookout for emerging hiring trends.
2. Your networking will be more effective when it’s done slowly
Unfortunately, there are few new ideas on how to best conduct a job search. You’ve likely heard it again and again, but networking is still the most efficient use of a job seeker’s time.
This month, work to reactivate and strengthen your network through personal outreach and check-ins. While you should focus on networking daily, resist the urge to mass email your résumé or have transactional discussions. Difficult times and prolonged social distancing have left many people craving a sense of community, which creates the perfect environment for genuine networking.
Instead of jumping right to your desire to be on the radar for job leads or blasting out copy and pasted emails about your background, try a slower and more methodical approach. Invest time in writing better emails and catching up without a specific ask at the end of your message. These tactics are much more effective in the long run. When the market warms up again, these efforts will have been beneficial in deepening your connections, so that the more direct inquiries you send later will be better received.
The key to developing a stronger relationship is to focus first on the connection with the individual and not on your job search. Be sure to remind people that you care about them beyond your professional needs. This will help them care enough to keep you top of mind when new opportunities inevitably start developing.
3. Once started, your hiring process may move faster than usual
In a booming job market, one of the hardest things about conducting a search is never knowing when a job lead is worth your effort. Many of the jobs you’d see online were outdated or low priorities for the recruiters and hiring managers. Other openings were for jobs that the company hadn’t thought through very well and weren’t sure what they actually wanted or needed in the position. Even in a hot market, it was a frustrating experience to find motivated hiring managers, and job processes often went on longer than necessary.
If there’s any good news about conducting a job search during hard economic times, it’s that almost every job lead you see or hear about is indeed a well-formed position and a priority at the company. If it wasn’t, it would not be open right now.
Jobs that open in the next few months will be created out of necessity—something urgent needs to be built or fixed in the business or someone important resigned—and need to be filled as soon as possible. This can work in your favor if you stay diligent about monitoring job openings throughout the otherwise slow month ahead and are ready to engage your network to find a contact for these searches immediately.
Keep in mind that these jobs will be filled quickly and competition will be fierce. Due to the large number of applicants that are recently unemployed, it will be harder than ever to simply get noticed without a personal contact. This is yet another reason why networking should be your top priority all month long.
Continue on to Forbes to read the complete article.
By Stacey A. Gordon
A financial study of 1,000 large companies by McKinsey & Co. found that the more diverse the management, the higher the profits, compared with companies composed of less diversity.
Companies in the top 25 percent with the most ethnic executives outperformed other firms with profits 33 percent higher than those in the bottom 25 percent with fewer ethnic workers. Firms more inclusive of women in management showed 21 percent more revenue than those with fewer women in executive roles.
Corporate hiring and training in the field of Unconscious Bias and Diversity and Inclusion is on the rise. Before Virgin America was purchased by Alaska Airlines, they offered my LinkedIn Learning course on Unconscious Bias in their in-flight entertainment to spread awareness of workplace diversity—which can be a difficult subject to talk about at work.
Approximately 96 percent of men enjoy executive positions where they unconsciously promote other men. Given even a slight 1 percent bias in favor of males, research shown in the Unconscious Bias course determines that promoting men over and over due to unconscious bias can leave women and minorities losing out approximately 60 percent via promotions over 20 years. This costs companies not only money, multicultural expertise, and outlook in our global economy, but also compels experienced female employees to opt out when they learn how certain companies select candidates. The Unconscious Bias course opens our minds to how we filter out the biases we’ve grown up with and the complicity of the treatment we see happening in the workplace.
So how do we succeed in hiring a more diverse workforce, while ensuring employees feel like they belong in the environment?
The first step is to be aware of language. As an example, I participated in a Diversity and Inclusion Summit where one of the speakers, a CEO of a large insurance company, was asked how she ensures the company’s recruiters employ hiring practices that result in diverse candidates. She stated there was no need to do anything differently because experienced and skilled candidates will apply and make their way through the system—because those hiring look solely at skills—not race or ethnicity. Yet, the fact that there are so few black, Latino or LGBT employees at her company is not due to a lack of skill. The meritocracy argument has been proven time and time again to be a feeble excuse for maintaining the status quo. Unconscious bias creeps into our review process as well as our decision-making by giving us the impression we’re being fair, when really, we are making assumptions. Assuming a candidate deliberately omitted information rather than simply forgot is one way our language betrays us. As an alternative, to “It’s unfortunate that you lied,” try, “This probably was an oversight.”
The second step in gaining greater awareness is to stop assuming that hiring women and hiring professionals of color check the same box. If every time the word “diversity” is mentioned at your company, you are actually talking about “women,” then it’s time to broaden your outlook.
When I was a manager at a Fortune 100 financial services company, I was the only black female manager on the entire west coast, and only one of three black managers. I dreaded participating in the management retreats because the only time anyone would listen to me was when I spoke about the Women in Financial Services annual event. No one seemed to care that my management style resulted in the recruitment and retention of one of the most diverse and profitable teams in our division. I wanted to be recognized for my successful contribution to the company’s bottom line, not simply because I was spearheading a women’s event. Our voices need to be heard, and we want to be noticed for our contributions, not merely for the box we check at a company gathering or on an EEOC report.
Third, don’t be the organization that makes statements like “I don’t want to lower the bar.” It’s insulting and racist by definition. What can be inferred from this statement is that the person hiring does not want to deviate from the current organizational structure or process because “It has worked so far.”
The bonus phrase, “We just want a good fit” is just as disastrous. It can be replaced with “We can’t find any qualified [Black, Latino, Asian, female, LGBT, disabled or veteran] applicants.” But the result is the same. No change.
Why change at all? To avoid the blunders we see repeated around the globe, to reap the financial benefits of diverse workforce and to create an inclusive organization that isn’t lowering the bar, but raising standards of behavior for everyone, leadership included.
We all want to work somewhere that makes us feel that we belong. If you’d like your company to be one of those workplaces, maybe it’s time to review your policies, your goals and your behavior toward current and future employees. By stopping to reflect on how you can think and act differently, you will be well on your way to cultivating a more diverse workforce.
It’s hard to imagine now—as most of us are reading this in quarantine, with our feet propped on Costco boxes of spaghetti noodles—but we will one day have to go back to our offices. COVID-19 won’t be eradicated, and not everyone will be immune. But we’ll still be expected to sit at a desk and work. So how will work…work?
That’s the question that commercial real estate company Cushman & Wakefield is answering already, because in the past month, the company has helped 10,000 organizations in China move nearly one million people back to work. Using learnings gathered in China, along with World Health Organization data and the advice of medical specialists, the firm developed a new concept inside its own Amsterdam headquarters dubbed the Six Feet Office. It’s both a working laboratory and a showroom for the firm’s clients meant to call attention to how people might safely go back to work in offices (which is, of course, in Cushman & Wakefield’s financial interest).
Jeroen Lokerse, head of Cushman & Wakefield in the Netherlands, led a rapid, one-week redesign of the company’s own office space to encourage better hygiene and social distancing. The core premise is to ensure that six feet, the recommended measurement for safe social distancing, stays between people at all times. This behavior is encouraged through properly spaced desks, but also visual signals, such as a circle embedded in the carpeting around each desk to ensure people don’t get too close.
“[We’re] using design to nudge behavior,” says Despina Katsikakis, head of Occupier Business Performance at Cushman & Wakefield. “And part of this is, how we shift very ingrained behaviors and expectations of how we work.”
Using arrows on the floor, people are also encouraged to walk clockwise, and only clockwise, in lanes around the office. This one-way traffic is the same approach that healthcare workers take in hospitals to help avoid the spread of pathogens.
Each morning, employees are also asked to grab a paper placemat for their desk. At the end of the day, the paper is thrown away, which could help mitigate some contact-based spread of COVID-19 on office surfaces.
Cushman & Wakefield is even installing beacons into its office, which track the movements of employees throughout the space via their phones. Those beacons will be a way for the company to audit the efficacy of its own design—did people get too close or not?—and they may be used to audibly alert people when they break the invisible six-foot barrier. (Yes, to anyone who works outside an office management company, this sounds extremely invasive.)
While these ideas do hold some promise, the question remains whether or not a six-foot buffer really is enough to prevent the spread of a virus as contagious as COVID-19. The virus can live on surfaces for days at a time, and it can float for three hours in the air, waiting to infect people who breathe it in. Through that lens, the efforts to keep people separated may help for a brief encounter, but they probably don’t go far enough in spaces that many human bodies are sharing for eight or more hours at a time—especially spaces that are as notoriously poorly ventilated as office buildings. Most office HVAC systems don’t bring in much, if any, fresh air. Instead, they recirculate what’s already inside, which is a mix of carbon dioxide from our exhalations, chemicals that off-gassed from building and decorating materials, and, of course, airborne pathogens. (Studies for indoor air quality get 100 times less funding than outdoor air, which is why you might not have heard much about this.)
Cushman & Wakefield agrees. “Improved air filtration is probably the single most important lesson learned from China,” says Katsikakis. One reason that the labor force has returned to work so quickly is that China’s office buildings have been installing high-end air filtration systems for several years now, and the country even introduced its own indoor air certification standard, in response to rising pollution. (Many offices are also running in rotational shifts, to keep the number of people in an office at once to a minimum.)
Continue on to Fast Company to read the complete article.
Photo Credit: Cushman & Wakefield
Whether you are a currently in the field, used to be in the field, or strive to enter the field, California is calling for thousands of medical professionals to come and treat those affected by COVID-19.
As the spread of COVID-19 continues, medical centers across the state have begun to reach capacity for the number of patients being treated for the virus. Because of this, temporary medical centers created from non-traditional medical spaces have allowed for more people affected by the virus to be treated. For example, the Los Angeles Convention Center, a building typically used for conferences and trade shows, is being transformed into a temporary hospital by the National Guard. This transformation is also rumored to happen at the Los Angeles and Oakland Coliseums. Even centers not treating the novel coronavirus are being created to relieve the pressure from current hospitals. U.S. Navy ships have already transformed themselves into hospitals and have begun to accept patients not fighting the coronavirus.
However, with more medical centers comes a higher need for medical professionals, especially since California is expected to reach peak diagnoses in May.
To fill the gap for medical professionals, Governor Gavin Newsom signed an executive order that allowed for an increase of medical professionals to be allowed to work, waiving certain licensing and requirements to get medical students into the workforce faster.
Newsom is also encouraging retired medical professionals to temporarily come back to the workforce to join the cause. David Miller, the research director for SEIU-United Healthcare Workers West, has suggested that out-of-practice medical professionals can still be deemed useful in areas of triage and medical transfers.
Black EOE Journal contributing writer
A few weeks ago, everything may have felt stable in your career. Now, with the coronavirus outbreak continuing to have a tremendous human and economic impact, you’ve suddenly been given the unfortunate news: You’re getting laid off.
Suddenly, you’re left asking yourself, “Now what?”
If dealing with a global pandemic isn’t enough, how do you bounce back from a career setback at a time when the entire world has come to a screeching halt, with entire industries facing destruction and other companies freezing hiring?
While your job prospects at this moment may seem bleak, you can still take steps to improve your chances of landing your next role.
In the midst of a crisis, the connections we have with others often make all the difference. Now is the ideal time to set up meetings with colleagues to ensure you’re reinforcing the professional bonds you’ve built.
These days, that means hopping onto a one-on-one video chat instead of grabbing lunch. But you should use your remaining time still employed to explain your situation, share your plans, and explore ways you and your connection can help one another, now or in the future.
Given the uncertain circumstances we’re in with COVID-19, landing your next role may take even longer than usual. You need to buy yourself as much time as possible. Reduce or eliminate any discretionary spending you can. This means cancelling extra spends like subscription and streaming services. Cut expenses related to activities that are prohibited or restricted due to social distancing measures—pause your gym membership, cancel expensive holidays, and avoid ordering out too frequently.
By bringing down your expenses, you not only alleviate financial pressure, but also allow yourself to job search with less desperation and more confidence.
ACCEPT WHAT’S HAPPENED, AND MOVE ON
Although you may be frustrated, or even angry at how this layoff occurred as a result of something completely outside your control, accepting you’ve been laid off will help you pivot as quickly as possible. Instead of ruminating too much about could haves and should haves, create an action plan for yourself.
Build a job search to-do list that could include updating your résumé, writing a cover letter template, asking for recommendations for your LinkedIn profile, polishing up your social media profiles, reaching out to industry contacts, and practicing interview responses. Use these guidelines to increase your chances at landing that next job.
CAPTURE YOUR MOST RECENT ACCOMPLISHMENTS
Make sure you’re taking stock of all your key accomplishments as you move on from your current role. Record all your significant accomplishments in a document somewhere, so you can eventually transpose them as bullet points onto your résumé. Ensure your résumé is updated and ready to send when opportunities arise.
Moreover, now is also a good time to ask your former manager for a recommendation, which you can feature on your LinkedIn.
REBUILD YOUR PERSONAL BRAND
In the middle of a professional setback, not to mention a global pandemic, your response will say a lot about you. While a layoff can understandably feel like a blow to your career narrative, facing adversity and setbacks are an opportunity to redefine your personal brand.
What actions will you proactively take to bounce back? What contributions will you make to others in need? Use this as a time to reinforce qualities like persistence, proactivity, and positivity that may be attractive to your future employer. For example, come up with creative ways to reach out to prospective employers. Self-publish articles on LinkedIn or Medium that convey your key skills and interests. Avoid speaking negatively about your former employer, and concentrate on your strengths.
REFRESH YOUR ELEVATOR PITCH
When explaining a layoff, people too often come across as defensive, bitter, or insecure. The best way to avoid this is to get comfortable with the fact that getting laid off is not a result of your actions. Take this time to remind yourself of your key accomplishments, skills, and the strengths you intend to bring to your next role.
From there, script out exactly what you’ll say when people ask what happened, so you can speak candidly about it and come across as focused on the future over the past. Make sure you have a clear 2-3 minute career narrative ready to go in response to the question, “Tell me about yourself.”
Start with a high level overview of the key chapters in your career, followed by a verbal summary of your goals, experiences, accomplishments, and transitions for each of those chapters. Afterwards, finish up by going through the characteristics of the job you’re seeking, and why the company and role is a perfect fit.
With this short summary, you can come across as polished and professional when someone inquires about your work history.
SHARE NEWS OF YOUR LAYOFF
While this involves putting your pride to the side, broadly sharing news of your layoff with others can help open the doors, whether that means someone reaching out to talk or offering information on an opportunity.
Be sure to do this only after you’ve clarified your desired role and refined your elevator pitch, both of which will present you as focused.
With current circumstances, you’ll want to do this delicately to avoid seeming self-centered amidst a global pandemic. Keep in mind that any person you reach out to may have been directly affected by COVID-19. Make it crystal clear you’re aware of the current outbreak, along with the immense pressures everyone is under. Avoid coming across as entitled or pushy at a time when people are dealing with their own struggles and priorities.
It goes without saying, you should be polite and understanding if people don’t have time to respond.
BEGIN VIRTUAL NETWORKING
With many cities on lockdown for the time being, you can’t exactly attend in-person networking events or invite someone for a coffee. However, you can still network quite effectively. People working from home may be more open to speaking with you because they’re yearning for human connection.
Set up informational interviews over web conference platforms like Zoom or Skype. Join the increasing number of online webinars, virtual job fairs, or virtual meetups to establish professional connections with others from your home office.
FIND A SOURCE OF FUEL
The world is filled with uncertainty right now. Every single person I know is uncertain about the future of the world, their careers, or someone they love. Bouncing back from a traditional layoff is already stressful. Trying to bounce back from it in the middle of a global pandemic? Even more overwhelming.
One way to combat this is to find a source of fuel to help you through this trying period in your career. That may mean ensuring you’re staying healthy, taking care of yourself, or finding a source of inspiration through books, podcasts, or career resources to lift you up. When I need inspiration, I typically turn to inspirational TEDx Talks about career transitions, or I tune into podcasts, like How I Built This, that remind me how most successful people have had to overcome adversity during their career journeys.
Recognize this period may be one of the most difficult times in your career. Sometimes just realizing something will be an uphill climb is comforting when your life and career is not going as expected. Ground yourself with the awareness this will likely be a marathon, not a sprint, so pace yourself.
Continue on to Fast Company to read the complete article.