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  • Hurricane-Proof Your Career: Preparing for Mother Nature - A Must Read Career Hub Post
  • HURRICANE GUSTAV – WHAT CAN WE DO?
  • TRIUMPH Over Illegal, Inappropriate or Offensive Job Interview Questions
  • U.S. Supreme Court Backs Employee Law Suits Claiming Retaliation After Complaining of Workplace Bias
  • EEOC Issues Must-Read Guides For Employment of Veterans with Service-Connected Disabilities
  • Best Companies for Minorities, Women, People with Disabilities, GLBT, Veterans, Older Workers, . . .
  • SHRM 2007 State of Workplace Diversity Management Report: A Call to Action
  • The National Society of Hispanic MBAs Launches the Online Edition of the Business Journal of Hispanic Research – A Must Read for Employers, Diversity-Inclusion Practitioners and Hispanic Professionals
  • 2008 NACE Update on Legal Issues Surrounding Diversity Recruiting
  • THE HISPANIC ALLIANCE FOR CAREER ENHANCEMENT LEADERSHIP ADVANCEMENT SERIES FOR LATINO CORPORATE EMPLOYEE NETWORK GROUPS

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Hurricane-Proof Your Career: Preparing for Mother Nature - A Must Read Career Hub Post

Posted on August 31, 2008 | Filed Under Uncategorized, Diversity and Inclusion, Multicultural Career Management, Legal Issues, Diversity Recruitment, A Must Read, Hispanics, Disability

With Hurricanes Gustav and Hannah bearing down on us, There is must read post Hurricane-Proof Your Career: Preparing for Mother Nature by E. Chandlee Bryan on the Career Hub Blog.

During Katrina, Bryan learned that re-booting your career after a natural disaster can take months depending on your situation. That being said, here are a few critical steps that can exponentially decrease your down-time.

1. Develop your own personal business continuity plan: if your phone or e-mail service is provided by a local business, have a back-up plan. Two strategies: keep your phone number through the U.S. Portability Number act, and forward your e-mail from a local provider to an account maintained by a larger host (i.e. Gmail, Yahoo!, AOL).

2. Keep all of your forms of original identification with you—and make copies. You need more than a driver’s license alone to establish identity with the Federal government; at a minimum, make sure you will be able to complete the I-9 Employment Eligibility form required by all U.S. employers.

3. Know your company’s emergency contact plan and procedures. Don’t rely on local phone service or e-mail; have a back-up plan for communication so that your employer doesn’t think you are a “lost cause.”

4. Store electronic copies of your resume and recommendations using secure on-line storage providers.

5. If you evacuate and have room, pack at least one professional outfit—even if you don’t need it for interviewing, you will be glad you have it later if your personal belongings are affected by the storm.

HURRICANE GUSTAV – WHAT CAN WE DO?

Posted on August 31, 2008 | Filed Under Uncategorized, Diversity and Inclusion, Multicultural Leadership, Legal Issues, Diversity Recruitment, A Must Read, Hispanics, Disability

As Hurricane Gustav bears down the United States, residents of the Golf Coast are evacuating, people further inland are bracing for its impact and the rest of us are praying for those in harms way.

Residents of the coastal areas know what to do, but need our help. If we have learned anything from Katrina, Rita and hurricanes past at home, and the tsunami’s and cyclones around the world, is that it takes all of humanity to make a difference.

As of 11:00 a.m. today, Saturday, we can open up our homes, wallets, services and be prepared to volunteer in any way we can.

Please add your own thoughts, suggestions and requests to this post.

TRIUMPH Over Illegal, Inappropriate or Offensive Job Interview Questions

Posted on June 10, 2008 | Filed Under Uncategorized, Diversity and Inclusion, Legal Issues

Previously posted by Murray A. Mann and Rose Mary Bombela-Tobias in Latinos@Work.

Your job interview is going just as you envisioned and prepared for. You think you’ve nailed it. Then you’re blindsided with an illegal, inappropriate, or offensive question. Minorities, women, immigrants and people with disabilities are more likely to encounter this dilemma.

So what do you do if it happens to you?

Myth: Interviewers control the entire process, there is nothing you can do if you encounter an interviewer who asks and improper question.

Truth: Not every interviewer is trained in performing interviews, particularly in smaller companies. Often times when an interviewer asks an illegal question they are doing it inadvertently. And in some instances your interviewer is biased.

Reality: Part of the preparation you do for an interview requires that you be prepared and knowledgeable about legal and illegal questions. This way you will feel confident and can take control if such a situation arises.

We recommend reading Emily Sanderson’s detailed post How to Answer Questionable Questions in a Job Interview. “Whether the question is legal or not, you still might have an incentive to answer it,” says Bill Coleman, senior vice president and chief compensation officer at Salary.com. . .”

What if you believe that this is not a totally insensitive, discriminatory interviewer, but that the person slipped up in the phrasing of the question? Perhaps you are truly interested in this company, and feel that the interviewer’s insensitivity or inappropriateness may not be representative of the employer as a whole. On the other hand, you may believe that the interview does reflect the company’s treatment of people of different backgrounds.

This delicate situation becomes a real balancing act. We recommend that you choose to address these questions in a manner that supports your best interest in securing a job that fits your values and goals.

While you can’t control the questions that are asked, you do control how you respond. Think about how you might TRIUMPH™ over illegal, inappropriate, or offensive questions by using the simple options below.

Take a step back; evaluate the question and the situation.

Respond to the question directly.

Identify the intent behind the question and respond indirectly with an answer that relates to the requirements of the position.

Upstage and ignore the question by redirecting the conversation.

Mention the error diplomatically.

Politely refuse to answer the question.

Hit the road. Gracefully and professionally excuse yourself.

Let’s look at these seven approaches in more depth. Read more

U.S. Supreme Court Backs Employee Law Suits Claiming Retaliation After Complaining of Workplace Bias

Posted on May 28, 2008 | Filed Under Uncategorized, Diversity and Inclusion, Legal Issues

On Tuesday, the U.S. Supreme Court overwhelmingly ruled that two federal civil rights laws authorize workers to sue when they are subjected to retaliation after complaining about race or age discrimination.

In, CBOCS West, Inc. v. Humphries, the justices, voting 7-2, said a Reconstruction-era law known as Section 1981 bars retaliation against workers who complain of racial bias. The ruling means Cracker Barrel Old Country Store restaurants must defend against a suit by a former associate manager at one of the company’s.

The justices separately voted 6-3, in Gomez-Perez v. Potter, to allow retaliation claims by federal employees who complain of age discrimination. That decision lets a suit by a postal worker go forward.

We strongly recommend that employers revisit their commitment to building fully inclusive workplace cultures. Companies should evaluate and enhance their anti-discrimination policies, management and employee training programs and monitoring procedures.

We encourage all employees to speak out when they observe discrimination and harassment in the workplace. You should be proactive in learning your rights and responsibilities under company policies, as well as, local, state and federal enforcement laws. If you are a victim of discrimination or retaliation exercise your rights with the knowledge that Supreme Court has affirmed two more protections available to you.

Click these links to find out more on federal, state and local laws, rules and regulations.

Posted by Murray A. Mann

EEOC Issues Must-Read Guides For Employment of Veterans with Service-Connected Disabilities

Posted on May 26, 2008 | Filed Under Diversity and Inclusion, Diversity Recruitment, A Must Read, Disability

This weekend we commemorate the U.S. men and women who have died in military service to our country. We also honor all current service members and veterans. According to government statistics, more than 30,000 military personnel serving in Iraq, Afghanistan and surrounding duty station have been wounded in action. Despite their injuries, most disabled veterans leave active duty eager and able to return to the civilian workforce.

The U.S. Equal Employment Opportunity Commission (EEOC) recently issued two question-and-answer (Q&A) guides for veterans with service-connected disabilities and companies on employment and workplace issues.

EEOC chair Naomi C. Earp said “Injured veterans, like everyone else, deserve the freedom to compete in the workplace on a fair and level playing field. Members of the military have bravely sacrificed for America should never have to come home and face unlawful employment obstacles because of service-related disability.”

The first guide answers questions that veterans with service-connected disabilities may have about the protections they are entitled to when they seek to return to their former jobs or look to find their first, or new, civilian jobs. The document also explains changes or adjustments that veterans may need, because of their injuries, to apply for, or perform, a job, or to enjoy equal access to the workplace.

The publication for employers explains how protections for veterans with service-connected disabilities differ under the Americans with Disabilities Act (ADA) and the Uniformed Services Employment and Reemployment Right Act (USERRA). the guide further describes how the ADA in particular applies to recruiting, hiring and accommodating veterans with service-connected disabilities. The EEOC enforces Title 1 of the ADA, which prohibits employments discrimination against people with disabilities in the private sector and state and local governments. The U.S. Department of Labor enforces USERRA, which applies to the reemployment of veterans with and without service-connected disabilities.

EEOC Legal Counsel Reed L. Russell said, “The EEOC wants to help our nations wounded warriors and employers alike understand their respective workplace rights and responsibilities under federal laws. The new guides will provide valuable assistance in this effort.”

Russell noted that each guide includes a list of resources where to find more information on USERRA and the ADA; public and private organizations who can assist employers who want to recruit and hire veterans or can helps who are seeking employment; and organizations and agencies that can identify reasonable accommodations for veterans with service-related disabilities.

Posted by Murray A. Mann

Best Companies for Minorities, Women, People with Disabilities, GLBT, Veterans, Older Workers, . . .

Posted on April 17, 2008 | Filed Under Diversity and Inclusion, Multicultural Career Management, Hispanics

It’s awards season. Diversity Inc., Fortune, Black Enterprise, disABLED, Hispanic Business, Human Rights Campaign, Working Mother, G.I. Jobs, AARP and other publications are releasing their annual lists of the best companies to work for. The directories are another valuable tool for use in your job search.

To effectively make use of these lists we recommend that you take the following steps:

 Determine that the organization uses legitimate selection criteria* and making decisions on the amount advertising dollars spent by a company
 Read the website’s rationale for choosing each employer by clicking on the links above
 Review the publication’s lists from the previous years to determine a company’s history as an employer of choice
 Research the employer – learn how at Quintessential Careers and job-hunt.org.
 Check out the company’s to website assess its commitment to diversity and inclusion
 Connect with the company’s diversity offices, recruitment programs and employee resource groups
 Network with industry-related professional associations that represent people of diverse
industry-related professional associations that represent people of diverse

Using these strategies can help you identify employment opportunities, determine your fit with the corporate culture, secure interviews, and increase your chances of getting hired.

* How do credible publications chose which companies are the best employers? Robert Bard, publisher of LATINA Style Magazine says that, “to select the annual list of 50 Top Companies for Latinas, we use an extensive and transparent process listed on our website including a 140 question comprehensive survey (developed with the assistance of Catalyst, Working Mother Magazine, U.S. Census, Department of Labor and EEOC), conduct confidential interviews with Latina employees, verify applicant submissions through additional research and an outside review committee. It is a combination of many factors, not just a human resources issue; diversity must translate into all areas of a corporation.” Bard adds that, “We go to extreme lengths to insure that the Latina Style 50 is unimpeachable. A company cannot buy its way onto the list. The majority of companies that are selected have never advertised with LATINA Style Magazine.”

Posted by Murray A. Mann and Rose Mary Bombela-Tobias; cross-posted on Career Management Alliance Blog

SHRM 2007 State of Workplace Diversity Management Report: A Call to Action

Posted on March 15, 2008 | Filed Under Uncategorized, Diversity and Inclusion, Society of Human Resource Management (SHRM)

The diversity management field is at a crossroad according to the recently released Society of Human Resources Management (shrm.org) report SHRM 2007 State of Workplace Diversity Management Report: A Call to Action. Shirley A. Davis, Ph.D., director of diversity initiatives for the society explains “This is the largest U.S.-based report done on the state of diversity.” We were among the more than 1,400 individuals were surveyed and/or interviewed for the study.

Below are excerpts from Rebecca R. Hastings, SPHR and online editor/manager of SHRM’s Diversity Focus Area, report summary in the March e-newsletter. The report identifies the strengths, weaknesses and the next challenges for diversity and inclusion

Diversity practitioners prioritized the following outcomes of effective diversity management as “extremely important”:

 Creating a work environment or culture that allowed everyone to contribute all that they could to the organization (96 percent).
 Enhancing the ability of people from different backgrounds to work effectively together (91 percent).
 Leveraging differences and similarities in the workforce for the strategic advantage of the organization (84 percent).
 Eliminating (or minimizing) prejudice (78 percent).
 Leveraging differences and similarities among customers and markets for the strategic advantage of the organization (73 percent).
 Just over half (54 percent) of diversity practitioners listed the appropriate representation of racial and ethnic groups as extremely important.

The top concerns expressed by respondents indicate that the field:

 Is not well-defined or understood.
 Has a long way to go.
 Focuses too much on compliance.
 Places too much emphasis on ethnicity and/or gender.
 Needs a broader outlook.
 Is unfocused and stagnant.
 Focuses on awareness rather than action Read more

The National Society of Hispanic MBAs Launches the Online Edition of the Business Journal of Hispanic Research – A Must Read for Employers, Diversity-Inclusion Practitioners and Hispanic Professionals

Posted on February 18, 2008 | Filed Under Uncategorized, Diversity and Inclusion, A Must Read, Hispanics

The inaugural issue of the Business Journal of Hispanic Research (BJHR) was released in June 2007 by the National Society of Hispanic MBAs (NSHMBA). This important resource for employers, diversity practitioners, Hispanic professionals and academics is now available online at http://bjhr.nshmba.org/.

According to Lourdes Hassler, NSHMBA CEO, two of the goals of the BJHR are to:

1. Fill a critical void of generating and dissemination of reliable and valid information to businesses and decision makers on topics relevant to Hispanics in the workplace. The content will assist professionals, managers, executives, CEO’s, universities and others in making informed decisions.

2. Provide Hispanic professionals with strategies that will increase their success

Below is a sampling of some of the content from the current edition.

Executive Article: ExecRetaining Hispanic Talent: Fairness, Flexibility, Family and Organizational Support by Donna Maria Blancero, PhD & Robert G. DelCampo, PhD. Utilizing results from a national sample, this paper provides data on reasons why individuals leave their organizations. Based on these factors, recommendations are provided that can assist organizations in retaining Hispanics.

Executive Article: Diversity as a Strategy for Avoiding Strategic Persistence

Academic Article: The Moderating Effect of Ethnicity on Relations Between Cultural Values and the Importance of Job Attributes

Using a Phenomenological Approach to Research Hispanic Entrepreneurs

Executive Summary: How do Female and Minority Directors Differ?

Executive Summary: Hispanics in the Workplace: Experiences with Mentoring and Networking

Donna Blancero, PhD, BJHR Editor, writes Read more

2008 NACE Update on Legal Issues Surrounding Diversity Recruiting

Posted on February 15, 2008 | Filed Under Uncategorized, Diversity and Inclusion, Legal Issues, Diversity Recruitment

Rochelle Kaplan, Esquire, has authored a comprehensive and very informative review of “The Legal Issues Surrounding Diversity Recruiting for the National Association of Colleges and Employers (NACE). Rochelle introduces her work with a cautionary tale.

Recruitment programs have many different structures. However, no matter how much of a focus your company puts on diversity recruitment, it should be aware of the federal laws addressing equal employment opportunity, nondiscrimination, and affirmative action.

Companies that fail to comply with these laws are courting disaster in the form of potentially damaging lawsuits. Furthermore, the resulting damage to a company’s reputation on campus may take years and an extraordinary effort to repair.
The article closes with series of valuable lessons learned that will contribute to diversity recruitment success.

To access a wealth of diversity-inclusion and other recruiting resources go to naceweb.org. If you are interested in content not available through free downloads, NACE has recently established an affordable e-Membership.

Posted by Murray A. Mann and Rose Mary Bombela-Tobias

THE HISPANIC ALLIANCE FOR CAREER ENHANCEMENT LEADERSHIP ADVANCEMENT SERIES FOR LATINO CORPORATE EMPLOYEE NETWORK GROUPS

Posted on February 10, 2008 | Filed Under Uncategorized, Multicultural Leadership, Corporate Employee Resource Groups

The Hispanic Alliance for Career Enhancement (HACE - hace-usa.org) recently launched its “Leadership Advancement Series.” This is a three-part series designed for Latino leaders serving in Corporate Employee Network Groups. The intention of the program is to support these individuals via leadership development workshops while also exposing them to powerful leaders from other companies and institutions. The ultimate goal is to create a pool of proven Latino leaders that companies will consider as they select diverse executives for their organizations.

The next session is scheduled for Thursday, February 21st from 11:00 a.m. – 5:30 p.m. at the Allstate Campus located in Northbrook, IL. The HLAS Series II will continue providing Latino Leaders with workshops on effective affinity groups, fundamentals of creating and selling strategies and communicating strategies to senior management. For more information contact Luz Canino-Baker at luz@hace-usa.org. Posted by Murray A. Mann and Rose Mary Bombela-Tobias.

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