Career Strategies for Diverse Populations
Career Counseling and Support Services
The Ohio State University
1640 Neil Avenue, Second Floor
Younkin Success Center
614-688-3898
ccss.osu.edu
Career Counseling and Support Services
Developing Career Strategies:
Agenda
• Identifying facts:
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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:
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How to identify sensitive employers
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Tips for your resume, cover letters, and interviewing
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How to market your diversity strengths
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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 2016 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
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Federal Glass Ceiling Commission:
Facts
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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 American with Disabilities Act (ADA) in 1990,
people with disabilities still experience unemployment at a rate far above
the national average.
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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 2014 Job Outlook survey, only 1 in 5 employees said
they would hire International students in the coming year for full-time
permanent position in the United States.
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Reasons People Choose NOT to
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
being perceived as the same as every member of a minority culture
• Fear of the invasion of privacy
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Reasons People Choose to Disclose
their Diverse Background During a
Job Search
• Individual mental health reasons ~ full integration of identify with
ethnicity, sexuality, disability, international status, gender
• Personal reasons (e.g. integrity, honesty, recognition and support
from peers of who one is a 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)
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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 legal
database such as Lexis or Westlaw.
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How can I Tell if a Company
is Sensitive?
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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
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Learning 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
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Parts of a Resume
I.
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
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Parts of a Resume
III. Education - Samples
Education
The Ohio State University
B.A. in English Expected
G.P.A. 3.5
Columbus, OH
June, 20XX
Education
B.S. in Sociology
The Ohio State University
August 20XX
Columbus, Ohio
Related Course Work: Sociology of family, Sociology of race, gender, and class
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Parts of a Resume
IV. Experience – For each work experience, list your
position title, the name of the organization you worked
for, and the dates you worked. Then follow with a
description of the work you performed.
Winning formula: verb + subject + outcomes
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The more that a past experience is related to the work you are seeking the more
space you should allot to its description.
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When possible, not any achievements or key lessons learned from your experiences.
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Since position titles usually do not do justice to the works performed, it is advisable to
highlight the functions for which you were responsible.
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Highlight what you have done in a concise, powerful, action-oriented way.
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Parts of a Resume
IV. Experience – Samples
Work Experience
Buckeye Management
Intern – HR Department
Columbus, OH
Summer 20XX
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Analyzed data concerning problems with performance evaluation system.
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Developed feedback information on performance evaluation systems for
over 400 employees.
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Gained experience in various aspects of human resources management
including personnel, compensation, employee evaluation
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Parts of a Resume
IV. Experience – Samples
Diversity Work Experience
Secretary, Asian American
Service Organization
The Ohio State University
June 20XX – Present
Columbus, OH
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Raise awareness on campus about Asian Americans concerns
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Facilitate informative discussions regarding Asian-American resources and
organizations among current and prospective OSU students
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Motivate groups of students and parents while giving them information about OSU
Asian American-friendly resources and services.
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Represent OSU at various Undergraduate admission, Alumni, and Presidential
functions throughout the year.
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Learn leadership skills such as an understanding of group dynamics, public relations,
and oral speaking skills.
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Record all minutes during executive and full-body membership meetings
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Parts of a Resume
VI. Additional Section Headings
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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
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Parts of a Resume
VII. References
REFERENCES
Available upon request
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Writing Style – Cover Letter
• It’s addressed to a specific individual.
• It 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
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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 by _____ and the job requirements?”
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Practice Interviewing Skills
Assess during the interview your possible future work
environment, you may want to ask:
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Why do you like working here?
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How important a role does teamwork play in your company?
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What opportunities for advancement exist in your company?
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What makes people want to stay here?
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How open are managers/supervisors to different viewpoints?
It is acceptable to ask:
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How many minorities/internationals/women are in positions of authority?
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Does your company offer a mentoring program?
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Job Search Strategies: Tips
• 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.
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Questions?