Recommended Reading

by Race in the Workplace special correspondent Erica Mauter

A Brand You World: Global Summit
A teleseminar on personal branding with tracks on career management, talent management, and entrepreneurship. If you don’t call in to catch them live, you can access all the content online later.

The Feminine Critique - New York Times
“Don’t get angry. But do take charge. Be nice. But not too nice. Speak up. But don’t seem like you talk too much. Never, ever dress sexy. Make sure to inspire your colleagues — unless you work in Norway, in which case, focus on delegating instead.”

Did you hear? The office gossip is disliked by most of the staff - San Francisco Chronicle
Office gossip is #1. (via The Future of Work Weblog)

After Black-Noose Doll, One Woman Fights Back - DiversityInc.com
“Welch was working for a pharmaceutical company when she found a black doll with a noose around its neck on her desk. It was during Black History Month, while she was the only black employee in a salaried position working in her department.” Includes audio of Welch speaking on the topic.

Unconscious Bias still exists - Gautam Ghosh
“Do recruiters and sourcers need to be made aware of their deep seated biases, which maybe they don’t even know exists? Because if they are aware of it and still do it, it means that they are actually depriving their organizations of talented employees.” Gautam Ghosh talks about a study in India indicating that there is still significant bias in hiring based on caste, which was only identifiable by a job applicant’s last name.

How to Prepare for a Performance Review and What to Do If You Get a Bad One - About.com Career Planning
Familiarize yourself with the process and try not to knee-jerk if you don’t like what you hear.

Hey, What’s In Your Wake? - Practical Job Search Advice
When writing your resume, “What I Did” means accomplishments, not duties. Liz Ryan talks through some examples with great explanations of why it’s better to word it one way over another.

The Worst Job Interview Question Ever - Employee Evolution
“Where do you see yourself in 10 years?” Because when you’re fresh out of school, all your life’s milestones events have happened every four years and that’s the time horizon your brain works on.

Recommended Reading is a weekly feature where we link to some of our favorite workplace-related blog posts and articles. If you would like to suggest a link to Erica, please email tips@raceintheworkplace.com

Recommended Reading

by Race in the Workplace special correspondent Erica Mauter

I Just Want To Work With Someone Like Me! - The Black Factor
“[I]f you are a White interviewer or someone who has input into hiring decisions and you can’t imagine many circumstances in which a minority applicant would ‘fit’ in at your company or within your corporate ‘culture,’ then you are probably a racist and—based on that—you should not be rewarded with the power to impact anyone’s livelihood.”

Watch for Interview Warning Signs - BusinessWeek
“Hindsight is better than 20/20—it’s LASIK.” Take some time after an interview, preferably with a friend, to go back over all the little statements that sounded weird at the time.

Accommodating the Female Body by Jessica Roberts - Social Science Research Network
Abstract: “This essay presents a novel approach to understanding sex discrimination in the workplace by integrating three distinct areas of scholarship: disability studies, labor law, and architectural design. Borrowing from disabilities studies, I argue that the built environment serves as a situs of sex discrimination. In the first section, I explain how the concept of disability has progressed from a problem located within the body of an individual with a disability to the failings of the built environment in which that person functions. Using this paradigm, in the next section, I reframe workplaces constructed for male workers as instruments of sex discrimination. I then explain how built environments intended for the male body constitute disparate impact under Title VII. In the final section, I present the architectural school of universal design, which has been a source of crucial innovation in the disability labor rights framework, as a means for both de-abling and de-sexing the workplace.” (via Workplace Prof Blog)

Five ways to feel less guilty quitting, and why Gen Y feels guilt giving notice - Brazen Careerist by Penelope Trunk
“So Generation Y leaves a job when there is not great personal growth. But in each job they have, they are great at asking people to help them, so they generally feel guilt when they leave one of those people for a new job offer – because Gen Y feels loyal to people who help them…. If you are a young person worrying about quitting, though, here’s a reality check. The company is going to be fine when you leave.”

The Three Signs of a Miserable Job - Patrick Lencioni
Anonymity, irrelevance, and immeasurement (”the inability of employees to assess for themselves their contribution or success”). (via Strategic HR Lawyer)

Who Benefits? - Workplace Prof Blog
According to a study by Duke University law professor Barak Richman, “low-income and minority individuals did not use [mental health and pharmaceutical] insurance benefits as often as their white and higher-income co-workers. As a result, insurance companies disbursed more healthcare dollars to whites and higher-income individuals, leading to a likely wealth transfer from nonwhites to whites and from low-income to high-income individuals, Richman said.”

6 Years After Sept. 11, Muslims See More Inclusive Workplaces - DiversityInc
“As we get further from Sept. 11, 2001, it appears that American Muslims are safer and more comfortable in the office. While reported discrimination cases against Muslims overall continue to increase, incidents in the workplace are decreasing.”

Multicultural is new workplace model - Seacoastonline.com
“As globalization becomes a reality, more and more companies will employ people of every race, nationality, religious background, and age group. These people will work side by side in the same office building, others a hemisphere away. That’s why if your company is still leading the ‘old’ — read ‘white, male, authoritarian’ — way, you’re making a mistake. It would be great if you could magically fill your leadership ranks with men and women from different cultures, backgrounds and traditions. But if that’s unrealistic, Juana Bordas [author of the upcoming book Salsa, Soul, Spirit] says you can gain a lot by simply borrowing their techniques.”

Family-friendly, or freeloader-friendly? - Fortune
A team leader struggles with how to be flexible, accommodating, and fair to the team when personal time is needed for family issues.

Hedge Fund Power! - Washington Post
“If you’re lobbying to keep a tax break, rich white guys making astronomical sums by investing other people’s money aren’t the most sympathetic clients — especially when they’re paying taxes at a lower rate than firefighters and teachers. So the private-equity and hedge fund industry has come up with a cynical new approach, arguing that raising their taxes would hurt women- and minority-owned firms and dampen investment in needy urban areas.”

Recommended Reading is a weekly feature where we link to some of our favorite workplace-related blog posts and articles. If you would like to suggest a link to Erica, please email tips@raceintheworkplace.com

Recommended Reading

by Race in the Workplace special correspondent Erica

Employee Relations Part 1 - Evil HR Lady
Of a three part series. [2] [3] The scenario: A high-performing manager walks into your office and tells you she wants to put a formal warning in a new, high-performing employee’s file. The employee called out for two days with sick children and didn’t keep in contact with the office. The question: How do you handle the manager?

Part I: One Woman’s Story of Racism & Sexism on Wall Street - DiversityInc
“Kimberley Copeland, a talented, bright, young black woman, was dazzled when she received a job offer on the revenue-generating side of one of Wall Street’s most prestigious investment banks. But her excitement soon turned to humiliation and anger as she was subjected to racist and sexist intimidation and harassment.” Parts 2 and 3 are subscription only, but you get lots more for free if you subscribe to the podcast.

Are you an unconscious bigot? - Leadership Turn
“How could someone who had recruited, hired, built, and retained a multi-ethnic group composed of both gay and straight, and including a variety of religions, be a bigot? How could that diverse a team be bigoted? And how in the world would it be noticeable to an outsider (me)?”

Workplace Bullying Survey: 37% of American Workers are Targets - Bob Sutton’s Work Matters
Bob Sutton discusses what he finds striking in a Workplace Bullying Institute survey. Men bully more than women and women are targeted more than men. A lot of targets leave their jobs as a result. A whole lot of bullies are bosses targeting their employees.

Thanks for the Interview, But… - BusinessWeek
“Here’s how to take yourself out of the running for a job that you don’t feel is right for you. It’s not presumptuous—it’s considerate.”

Globalization, Equality and Nondiscrimination: An Interdisciplinary Perspective from the U.S. On Diversity Programming by Susan Bisom-Rapp - Social Science Research Network
From the abstract: “From an American perspective, the activities in Europe, especially its nascent workplace diversity movement, are notable, and provide an opportunity to assess the U.S. experience. This essay thus describes efforts in Europe to combat discrimination at the organizational level, and considers the situation in the U.S., where organizations themselves have to an extent determined the terms of legal compliance with antidiscrimination law through the adoption of programs and policies just starting to appear in Europe. In light of recent U.S. studies on diversity program efficacy, the essay concludes with some cautionary words about the lessons Europeans might draw from the U.S.” (via Workplace Prof Blog)

Keywords of the Rich & Famous - FastCompany.com
“You can be the single most talented integrated-logistics manager but if you don’t have those words in your résumé you will get skipped over.”

auto body shop settles harrassment suit - angry asian man
“According to the suit against Monterey Collision Frame and Auto Body, a technician of Chinese and Italian ancestry was subjected to repeated racial and sexual harassment while he worked at the shop, ‘including mimicking martial arts movements and mockingly calling him ‘Bruce Lee.””

Offering up her experiences - JS Online
“[Zenja Glass’] latest self-published book discloses ‘unfair hiring practices’ she has observed during her 16 years in corporate staffing. Race and ethnicity are Reason 3 in ‘25 Reasons Why They Won’t Hire You!’” (Get the book. It’s $12.50.)

Recommended Reading is a weekly feature where we link to some of our favorite workplace-related blog posts and articles. If you would like to suggest a link to Erica, please email tips@raceintheworkplace.com

Carnival of Human Resources is up!

by Carmen Van Kerckhove

Go check it out at Debra Owen’s blog, 8 hours & a lunch. The Carnival of Human Resources, published twice a month, is a collection of blog posts on topics related to human resources, business and training. This brainchild of Evil HR Lady aims to get more people blogging and/or reading about these topics, but it’s also a great way to get new readers for your blog.

My favorite posts from this edition are:

the point of a cover letter from the blog Ask a Manager. Here were a couple of the excellent tips in this post:

* If something makes you especially well-suited for the job aside from your resume, the cover letter is the place to mention it. Maybe the position requires an inordinate degree of meticulousness and you constantly get teased for being anal retentive about details. Great! Mention it or I won’t know.

* If you know you’re overqualified but you don’t mind, say so in your cover letter. Otherwise I’ll figure that you don’t understand the nature of the position and won’t want to waste my time or yours.

My p-r-o-m-o-t-i-o-n becomes final today from the blog Three Star Leadership:

You were probably promoted for the wrong reasons. Most companies do a lousy job of promoting people. You were probably promoted because you were a good worker that people liked. It’s a good bet nobody evaluated whether you like to help others succeed, whether you were willing to be accountable for the actions of others, whether you can make decisions or whether you’re comfortable confronting people about behavior and performance.

There are lots more great posts in the Carnival, so head on over to check it out!

Recommended Reading

by Race in the Workplace special correspondent Erica

Grad Creates Job Site for Minorities - The Harvard Crimson
Thanks, Tereza! Recent Harvard grad Brandon Terry has founded GetConnects. “‘The vast majority of people in the U.S. get their jobs through a preexisting network,’ Terry said. ‘One of the problems is that the U.S. is a deeply segregated society and that minority groups have some of the most shallow social networks of people in the U.S.’”

Congratulations on Your Diversity Policy, but Why Can’t Poor People Work Here? - Fast Company
Jory Des Jardins notes the irony in the perks that come with better-paid positions higher up the corporate ladder and proposes several ways a company can accommodate financial diversity in its workforce.

Auditioning in a Video Résumé - New York Times
Media trainers are becoming more popular with people needing to make a good impression. Consultants are helping high school kids with their college apps, executives with presentations, job applicants with video resumes, and even folks looking to give their dating profile a little zing.

Five situations when you shouldn’t change careers - Brazen Careerist
Learn to recognize what exactly it is that you’re unhappy about. e.g., If you hate your boss, a new job might be in order.

Does Collaboration and Open Source Blur The Line of What It Means To Cheat? - Businesspundit: The Business Ethics of Web 2.0
34 students in Duke’s business school (almost 10% of the class) got caught cheating on an open-book take-home final and will be penalized for honor code violation. Says Rob May, “I don’t blame the web 2.0 collaboration mindset. These students didn’t think that sharing was ok. They simply thought that it’s better to focus their efforts on what gets them hired, and in this day and age, substantive thought isn’t near the top of that list. Degrees and titles count so much more than actual knowledge.”

How not to let annoying people annoy you - Chief Happiness Officer
Simma dow now! I’ve got one guy at work that really grinds my gears. I’m not sure I’m zen enough to follow all these suggestions, but there are some good tips. I’m guilty of getting all worked up only to find later that something was (partially) my fault.

10 Best Cities for African-Americans - The Creativity Exchange
As rated by Black Enterprise Magazine. “The rankings were created from an analysis of economic indicators (African American educational attainment levels, job growth, number of black-owned businesses, black home ownership rates, etc.), as well as an evaluation of results from a web survey that received more than 2000 respondents.” A commenter wonders about a rising distinction between more northern (and more white) creative class cities and the cities that made this list, which are mostly in the southeast.

ENDA Reintroduced with a Wrinkle - Workplace Prof Blog
Professor Paul Secunda seems optimistic about the possibility of the Employment Non-Discrimination Act becoming law (provided President Bush doesn’t veto it). The hang up is including sexual orientation as a protected class. The current version under consideration also includes gender identity. Here’s the text of the bill.

Recommended Reading is a weekly feature where we link to some of our favorite workplace-related blog posts and articles. If you would like to suggest a link to Erica, please email tips@raceintheworkplace.com