Quick and Quintessential Career & Job Tips
Job-hunting tips from the September 10, 2001 issue of QuintZine.
Once again, an article aimed at employers offers riches for job-seekers in under-represented groups. In an article aimed at increasing diversity hiring, WetFeet offers a listing of sites where employers can find minority candidates. You can bet that if employers are being told to recruit at these sites, job-seekers would do well to post resumes on these job banks. See WetFeet’s article.
And, of course, don’t forget our own comprehensive collection of diversity employment resources.
- White women often align themselves more closely with their male colleagues rather than with the black females in their organizations.
- Women are still not seen as authority figures. Women, and black women in particular, are seen more in subservient roles or working in more traditional fields, such as teaching school.
- The black women studied didn’t feel that they had to submerge who they were to get ahead, while the white women felt that they had to totally acquiesce, to give in and be like one of the boys to advance their careers.
- The “sassy, but refined” posture that many black women adopt, the authors say, can sometimes backfire when it’s seen as anger and unwillingness to be a team player.
- Black women’s performance often has to be beyond what anyone would ever expect, for it to even be accepted as OK.
- Black women see racism in the workplace so frequently that they’ve come to expect it.
- The white woman is the new gatekeeper in deciding who moves up and who doesn’t.
- Black women have a tendency to be much more collective in their approaches, while white women tend to be highly individualistic.
- The experience of all women trying to climb the corporate ladder is not the same across racial lines. Gender makes a big difference, but race makes a tremendous difference.
Of the 106,133 technology workers studied, women earned an average of $5,000 less than men. The study found that women in high-tech jobs earned nearly the same amount as men for the first five years of employment. The gap was smallest for professionals in the software engineering and software development fields.
In hot jobs like data management, however, the job salary did not match the demand; women earned just 84 percent of male earnings, which equals an average salary difference of $12,500.
The biggest salary gap for women was in marketing and human resources. Female marketers earned $7,900 less than males, while female human resource managers earned $11,300 less than their male counterparts. For experienced female project managers, the salary difference was as high as 16 percent.
According to the National Committee on Pay and Equity, women just aren’t getting the kind of promotions at the same rate as men and don’t move into the IT managerial positions as quickly.
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