This is a great article in the Boston Business Journal about workplace diversity. I will post it exactly as it appears in the BBJ. Enjoy!
Cornell business diversity program comes to Boston
Friday, February 12, 2010
By Mary Moore
Boston Business Journal
Kim Dukes-Rivers has expanded a Cornell University diversity program to Boston.
A new diversity certification program being offered in Boston by Cornell University highlights the business case for encouraging differences in the workplace, including how generational differences can affect a company’s culture.
Diversity can mean differences in race, economics, marital status, job status, age or sexual orientation — and each of these can affect a worker’s perception.
To date, 13 executives from local companies and organizations are participating in the $9,000, five-month program, including Blue Cross Blue Shield of Massachusetts, Tufts Health Plan, Putnam Investments, Sun Life Assurance Co. of Canada, University of Massachusetts Lowell and The Home for Little Wanderers, among others. The classes finish with an exam, and participants who receive a passing grade end up as certified diversity professionals.
From February through May, another 28 people from area companies and organizations are taking an additional set of shorter diversity seminars, also offered through Cornell’s School of Industrial and Labor Relations.
Cornell expanded its diversity program to Boston — only the second time the program is being offered outside New York — through the finesse of Kim Dukes-Rivers, founder of Diversity Staffing Pros, a year-old Boston firm. Dukes-Rivers said she knew of the program’s national reputation, and from her experience matching diverse candidates with employers, she was well aware of the need for Boston-area companies to deepen their understanding about diversity in the workplace.
“This issue has moved from affirmative action to diversity to inclusion. It’s the difference between someone being invited to have a seat at the table and inviting them to be part of the conversation,” said Dukes-Rivers.
And a business case can be made for workplace diversity, said diversity experts, centering on the fact that competitive companies and organizations are those that reflect the communities and markets they serve.
“If we look at this only through the lenses of companies, they’ll say we’re all compliant and we’re very inclusive. But if you have a sales team that’s not reflective of the market, how successful are you going to be in penetrating a target market?” asked Darnell L. Williams, president and CEO of the Urban League of Massachusetts, which hosted a recent daylong seminar on diversity.
In addition, it is more costly for a company to recruit and hire a new worker rather than make the environment comfortable enough for workers to stay. That’s among the reasons Blue Cross has four employees participating in the Cornell program, said Joyce Beach-Small, the health insurer’s director of diversity.
Blue Cross wants to build a “workforce that reflects communities we serve. We want to be seen a market leader and an employer of choice,” she said.
Most important, said Beach-Small and other workplace diversity experts, the Cornell program underscores the reality that workplace diversity has shifted from a conversation about compliance and the legal requirements of affirmative action to a deeper discussion about how to create an inclusive working environment.
“There’s been a lot of talk about companies saying workers are their most important asset. How do you treat a best asset?” asked Robin Vann Ricca, senior director of workforce learning and development for The Home For Little Wanderers. “People respond to different things.”
To that end, age and generational differences have become critical issues for employers to consider, complicated by the fact that, when groups form in the workplace, “age trumps ethnicity,” said Beach-Small. Younger workers of different races and ethnicities tend to bond and have more in common with each other, especially around technology, than with their older counterparts.
“I wouldn’t say we should lose sight of other diversity issues we focus on,” said Beach-Small. “But the generational realities are phenomenal. Just phenomenal.”
Tuesday, February 16, 2010
Friday, February 12, 2010
GETTING THE JOB - Recession-proof tips for a successful job hunt
Looking for a job? Here are some resume-writing and interviewing tips that can expedite your search — and help you land a job.
The resume
First, your resume should be concise — no more than two pages — and easy to read. Repeating keywords used in the job description will help ensure that your resume passes the employer’s first cut. Make sure your job titles stand out. Recruiters should be able to quickly notice the positions that you have held in the past.
What if you’ve never actually worked before? Specify any practical experience you gained from volunteer work or an internship. Did you take a related college course that might indicate you have the required skills or knowledge for the job? Some employers might consider your grade point average as an indicator of your ability to learn quickly and is often considered a predictor of future performance, especially in the science and technology fields.
Use your Internet search skills to find a resume layout that will present your information in an attractive and concise format. The Internet is also a great place to research potential employers. You will want to be well-acquainted with the company’s leadership team, including its board of directors, and its founding principles or mission.
Your resume will probably require a cover letter, particularly if the specific job you seek asks for one, but also in the event you need to clarify information in your resume — for example, if you majored in music, but are applying for a technology job.
Your resume should not contain any slang or acronyms, and must absolutely have no misspellings. Do not include references to your ethnicity, age, married status, familial status or sexual orientation, as such information has the potential to invite personal biases. Your resume should be all about your competencies, period.
The interview
To prepare for the interview, conduct mock interviews in front of a mirror or with the help of a friend. This rehearsal will help you internalize your answers and provide practice with keeping eye contact and answering a range of questions likely to be asked during the real interview.
Be sure to include some tough questions, such as: What’s your greatest weakness? Be honest, but be prepared to indicate how you have rectified any deficiencies — for example, “I used to have trouble managing my time when juggling multiple projects, but now I use technology to help keep me organized.”
If the workplace dress code where you are interviewing is “business casual,” then you should be dressed a step up from that. A suit is always acceptable. Wearing neutral gray works well for a number of different complexions, and blue is also a great color. A man should never wear black as it comes across as being too formal. And, ladies: No bare legs or large overpowering jewelry, like chunky necklaces or dangling earrings. And this is not the day to try out a new hairdo. You want the interviewer to remember you, not what you are wearing.
Make sure to turn off your cell phone — please, no texting! — and have adequate notepaper and a pen or two. I always tell my clients that the interview actually begins as soon as they walk out their front door.
During your interview, stay alert and engaged. This is your opportunity to obtain detailed and vital information about the company and whether it will be a good fit.
Make sure to answer any question that is asked, but don’t volunteer information. If the interviewer begins your interview with, “So, tell me about yourself,” have a concise answer that directly speaks to your having the requisite job skills.
If it’s a sales job, the interviewer might be looking for someone with the ability to communicate well, set goals, stay on track, and handle rejection. Your answer might be: “I am an extrovert who interacts well with people. I like to set goals and keep them, and I’m very persistent.”
Other approaches might be to talk about where you last worked — what inspired you most, or how you handled a challenging project — or to indicate why you want to work for that particular company. It’s permissible to ask, “Where would you like for me to start?”
At the end of the interview, if you are asked if you have any questions, you should always ask at least one. Prepare at least five questions ahead of time, so that if several are answered during the course of the interview, you will still have more in your arsenal.
Ask the interviewer how you did (“Do you think this job would be a good fit for me?”). Under no circumstance should you ever walk out of an interview saying, “I think it went well.”
Never discuss salary during a first interview. If asked what your salary requirements are, respond with, “If you feel I’m the right fit for the job, I’m sure you will make me the best possible offer.”
The follow-up
After the interview, follow up with a thank you note; a handwritten note will help you stand out from the other candidates. This is your chance to: indicate what you learned about the job; reiterate your matching qualifications; and to ask about next steps.
So, the interview went well and you are asked to provide references. What are you to do if you’ve never worked before? You might consider obtaining a reference from the supervisor where you volunteered, or asking a college advisor who knows you and your work well. It is important to note that professional references should never be from a family member.
Beginning the search
Despite the recent recession, a number of Massachusetts industries are considered “recession-proof.” The state Office of Business Development has reported that the Commonwealth is on the leading edge of several key economic development industries, including creative industries, defense and homeland security, financial services, information technology, life sciences, manufacturing, maritime commerce and renewable energy. Stimulus monies will also continue to fund jobs to improve the city’s infrastructure, and we don’t know yet what evolving “green” technology jobs will be generated.
It’s important to think of your job search as a great adventure. If you use the above recommendations, I’m sure your job hunting will go smoothly and you will be well-positioned to get the job. Good luck!
Kim Dukes-Rivers
Principal
Diversity Staffing Pros
The resume
First, your resume should be concise — no more than two pages — and easy to read. Repeating keywords used in the job description will help ensure that your resume passes the employer’s first cut. Make sure your job titles stand out. Recruiters should be able to quickly notice the positions that you have held in the past.
What if you’ve never actually worked before? Specify any practical experience you gained from volunteer work or an internship. Did you take a related college course that might indicate you have the required skills or knowledge for the job? Some employers might consider your grade point average as an indicator of your ability to learn quickly and is often considered a predictor of future performance, especially in the science and technology fields.
Use your Internet search skills to find a resume layout that will present your information in an attractive and concise format. The Internet is also a great place to research potential employers. You will want to be well-acquainted with the company’s leadership team, including its board of directors, and its founding principles or mission.
Your resume will probably require a cover letter, particularly if the specific job you seek asks for one, but also in the event you need to clarify information in your resume — for example, if you majored in music, but are applying for a technology job.
Your resume should not contain any slang or acronyms, and must absolutely have no misspellings. Do not include references to your ethnicity, age, married status, familial status or sexual orientation, as such information has the potential to invite personal biases. Your resume should be all about your competencies, period.
The interview
To prepare for the interview, conduct mock interviews in front of a mirror or with the help of a friend. This rehearsal will help you internalize your answers and provide practice with keeping eye contact and answering a range of questions likely to be asked during the real interview.
Be sure to include some tough questions, such as: What’s your greatest weakness? Be honest, but be prepared to indicate how you have rectified any deficiencies — for example, “I used to have trouble managing my time when juggling multiple projects, but now I use technology to help keep me organized.”
If the workplace dress code where you are interviewing is “business casual,” then you should be dressed a step up from that. A suit is always acceptable. Wearing neutral gray works well for a number of different complexions, and blue is also a great color. A man should never wear black as it comes across as being too formal. And, ladies: No bare legs or large overpowering jewelry, like chunky necklaces or dangling earrings. And this is not the day to try out a new hairdo. You want the interviewer to remember you, not what you are wearing.
Make sure to turn off your cell phone — please, no texting! — and have adequate notepaper and a pen or two. I always tell my clients that the interview actually begins as soon as they walk out their front door.
During your interview, stay alert and engaged. This is your opportunity to obtain detailed and vital information about the company and whether it will be a good fit.
Make sure to answer any question that is asked, but don’t volunteer information. If the interviewer begins your interview with, “So, tell me about yourself,” have a concise answer that directly speaks to your having the requisite job skills.
If it’s a sales job, the interviewer might be looking for someone with the ability to communicate well, set goals, stay on track, and handle rejection. Your answer might be: “I am an extrovert who interacts well with people. I like to set goals and keep them, and I’m very persistent.”
Other approaches might be to talk about where you last worked — what inspired you most, or how you handled a challenging project — or to indicate why you want to work for that particular company. It’s permissible to ask, “Where would you like for me to start?”
At the end of the interview, if you are asked if you have any questions, you should always ask at least one. Prepare at least five questions ahead of time, so that if several are answered during the course of the interview, you will still have more in your arsenal.
Ask the interviewer how you did (“Do you think this job would be a good fit for me?”). Under no circumstance should you ever walk out of an interview saying, “I think it went well.”
Never discuss salary during a first interview. If asked what your salary requirements are, respond with, “If you feel I’m the right fit for the job, I’m sure you will make me the best possible offer.”
The follow-up
After the interview, follow up with a thank you note; a handwritten note will help you stand out from the other candidates. This is your chance to: indicate what you learned about the job; reiterate your matching qualifications; and to ask about next steps.
So, the interview went well and you are asked to provide references. What are you to do if you’ve never worked before? You might consider obtaining a reference from the supervisor where you volunteered, or asking a college advisor who knows you and your work well. It is important to note that professional references should never be from a family member.
Beginning the search
Despite the recent recession, a number of Massachusetts industries are considered “recession-proof.” The state Office of Business Development has reported that the Commonwealth is on the leading edge of several key economic development industries, including creative industries, defense and homeland security, financial services, information technology, life sciences, manufacturing, maritime commerce and renewable energy. Stimulus monies will also continue to fund jobs to improve the city’s infrastructure, and we don’t know yet what evolving “green” technology jobs will be generated.
It’s important to think of your job search as a great adventure. If you use the above recommendations, I’m sure your job hunting will go smoothly and you will be well-positioned to get the job. Good luck!
Kim Dukes-Rivers
Principal
Diversity Staffing Pros
Panel Discussions That You Don't Want to Miss
Kim Dukes-Rivers, principal at Diversity Staffing Pros has launched her company when she saw that there was an existing need for a company equipped to match diverse candidates with companies who value building diverse and inclusive workforces. She has more than 21 years of experience in business development and operations management, and more than 15 years recruiting, hiring, and training candidates to proven success.
She is an excellent communicator well versed in problem solving and troubleshooting and she loves sharing her vast experience by taking part in various speaking engagements. This month alone, you will have the honor of listening to her speak at two panel discussions. On February 18 she will contribute to the Blue Cross Blue Shield’s discussion on "Diversity After Obama: Do We Still Need It?” that is part of Corporate Diversity Programs' Diversity Speaker Series. The panel includes business and community leaders at the forefront of diversity in the fields of marketing, workforce, and community. And also, on February 24, Kim Dukes-Rivers will be on the panel for N.A.S.P.’s (National Association of Securities Professionals) "Preparing for the New Normal in Business - Careers, Opportunity, and Self - Development" discussion.
Some experts will tell you that one of the most important ways to successfully manage your career is to find a way to differentiate yourself by offering a service that is important and unique, and Kim Dukes-Rivers is no exception. Therefore, don’t miss this great opportunity of gaining valuable insight into the topic of diversity through the eyes of Kim Dukes-Rivers, one of the best diversity focused recruiters in the Boston area.
She is an excellent communicator well versed in problem solving and troubleshooting and she loves sharing her vast experience by taking part in various speaking engagements. This month alone, you will have the honor of listening to her speak at two panel discussions. On February 18 she will contribute to the Blue Cross Blue Shield’s discussion on "Diversity After Obama: Do We Still Need It?” that is part of Corporate Diversity Programs' Diversity Speaker Series. The panel includes business and community leaders at the forefront of diversity in the fields of marketing, workforce, and community. And also, on February 24, Kim Dukes-Rivers will be on the panel for N.A.S.P.’s (National Association of Securities Professionals) "Preparing for the New Normal in Business - Careers, Opportunity, and Self - Development" discussion.
Some experts will tell you that one of the most important ways to successfully manage your career is to find a way to differentiate yourself by offering a service that is important and unique, and Kim Dukes-Rivers is no exception. Therefore, don’t miss this great opportunity of gaining valuable insight into the topic of diversity through the eyes of Kim Dukes-Rivers, one of the best diversity focused recruiters in the Boston area.
Wednesday, February 10, 2010
Are you ready for today's diverse workplace?
Let Cornell University teach you how to successfully deal with the different expectations and work styles of people from various cultures!
Cornell was one of the nation's first universities to develop and promote diversity programs and has
extensive expertise in diversity and inclusion initiatives.
So hurry up and register online for the next two workshops because the seats are limited:
• Generational Diversity / February 18, 2010 (Fee: $895)
• Facilitating Diversity Dialogues / February 19, 2010 (Fee: $895)
For a broader view of our diversity offerings, browse all Diversity Workshops.
Learn more about Cornell University's Diversity Management Program or email kim
@diversitystaffingpros.com.
Classes will take place at:
Liberty Mutual Group
175 Berkley Street
Boston, MA
If you have any questions please call:
Diversity Staffing Pros, LLC.
4 Copley Place, Suite 145
Boston, MA 02116
617.267.0047
617.267.0057(f)
kim@diversitystaffingpros.com
www.diversitystaffingpros.com
Cornell was one of the nation's first universities to develop and promote diversity programs and has
extensive expertise in diversity and inclusion initiatives.
So hurry up and register online for the next two workshops because the seats are limited:
• Generational Diversity / February 18, 2010 (Fee: $895)
• Facilitating Diversity Dialogues / February 19, 2010 (Fee: $895)
For a broader view of our diversity offerings, browse all Diversity Workshops.
Learn more about Cornell University's Diversity Management Program or email kim
@diversitystaffingpros.com.
Classes will take place at:
Liberty Mutual Group
175 Berkley Street
Boston, MA
If you have any questions please call:
Diversity Staffing Pros, LLC.
4 Copley Place, Suite 145
Boston, MA 02116
617.267.0047
617.267.0057(f)
kim@diversitystaffingpros.com
www.diversitystaffingpros.com
Monday, February 8, 2010
Join Cornell University's Diversity Management Workshops in Boston
Today's increasing globalization requires more and more interaction between people from different cultures. And we experience competition coming from all corners of the world. Because of this, companies need diversity in order to became more open to change. Capitalizing on workplace diversity has become a vital issue for management today and you need to be a part of it.
And what better way than to attend Cornell University's Diversity Management Workshops. Cornell was one of the nation's first universities to develop and promote diversity programs and it is the only university to have a practice group of diversity and inclusion. So you know you will be taught by the best of the best in the field!
Hurry up and register for the next two workshops because the seats are limited:
- Generational Diversity / February 18, 2010 (Fee: $895)
- Facilitating Diversity Dialogue / February 19, 2010 (Fee: $895)
Classes will take place at:
Liberty Mutual Group
175 Berkeley Street
Boston, MA
If you would like to receive a full calendar of workshops or if you have any questions please call: Diversity Staffing Pros, at 617-267-0047 or visit our website at: http://diversitystaffingpros.com/
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