Should Recruiters Adopt Text-only Communication Practices

Should Recruiters Adopt Text-only Communication Practices Should Recruiters Adopt Text-only Communication Practices Voicemail 101? I had to look this up.And sure enough, my research came across The Etiquette School of New York, which objects to help foster the ideals of proper etiquette, good manners and civil behavior.The school offers, among many classes, intern training for newly-hired workers, recent college graduates or interns, and one of the areas under its Business Etiquette 101 course is techno-etiquettetelephone, cell phones, speaker phones, voice mail and fax machines.According to a New York Times story, Patricia Napier-Fitzpatrick, the founder of the Etiquette School of New York, estimates that 30 to 40 percent of her clients are millennials. The story quotes Napier-Fitzpatrick as saying that her clients voicemails lack polish.I coach them to be professional, she said. Not to say, Hey, this is Bob, call me, and then hang up. I tell them to say hello, state their full na me and a full message, and I would appreciate a call back, thank you. The story also explains that, according to a 2012 Pew report on the phone habits of children ages 12 to 17, teenagers sent and received a median of 60 texts per day in 2011 versus 50 texts per day in 2009. The story noted that just 14 percent of the age group makes daily landline calls to friends compared with 30 percent in 2009.I dont know any millennials who own (or use) a landline and unless we have something important to say to a relative or close friend, most millennials I know skip voicemails as well.If text is the preferred form of communication among young people today, I wonder if this preference will ever affect the recruiting world. As more and more millennials opt in for texting and opt out of voice calls and messages, will recruiters have to adopt text as the new form of communication when sourcing younger talent?It reminds me of emails. I cannot tell you how many times in college a group I was a part of had trouble with members not staying up to date because the students failed to check their emails. Massive group texts, Facebook messages and apps like GroupMe were more effective for communicating with students than traditional email.Even recently I was surprised when a new acquaintance emailed me about a networking event. She is my age and the majority of people I know my age and younger do not send emails anymore. In fact, about 90 percent of my email communications are business/work-related and have nothing to do with the social aspect of my life or people in my age group.Were seeing email die out among young workers, and landlines have been obsolete. Now with physically speaking to someone via phone taking a backburner to texts and emojis, will recruiters need to change their communication tactics in order to attract younger workers?The Etiquette School of New Yorks website says, Although the spirit of etiquette remains the same, the expression of etiquettethe rules of cond uct which govern social life and our associations with one anotheris forever evolving to adjust to the times.Is there a benefit in understanding how to leave a proper and professional voicemail? Is ones ability to effectively communicate his/her qualifications via phone an important part of the recruitment process, or should recruiters adjust to the times and adopt a text-only communication practice?

6 social good companies changing the world in innovative ways

6 social good companies changing the world in innovative ways6 social good companies changing the world in innovative waysThere are science-backed reasons to get involved in efforts were passionate about - research hasfoundthat helping others through generosity can make us happier and more financially successful.Businesses, too, can reap those benefits throughsocial entrepreneurship, setting out to change the world through innovative thinking.Follow Ladders on FlipboardFollow Ladders magazines on Flipboard covering Happiness, Productivity, Job Satisfaction, Neuroscience, and moreThese six social good companies are prioritizing the well-being of people andour planetin inspiringly creative ways.TerraCycles Loop program aims to drastically transform the way we ship packagesWaste management company TerraCycle introduced the companys new waste-free shopping platform, Loop, at the World Economic Forums Annual Meeting in Davos in late January.Loop will not just eliminate the idea of packag ing waste, but greatly improve the product experience and the convenience in how we shop, TerraCycle CEO Tom Szakysaid in a statement. Through Loop, consumers can now responsibly consume products in specially-designed durable, reusable or fully recyclable packaging made from materials like alloys, glass and engineered plastics. When a consumer returns the packaging, it is refilled, or the content is reused or recycled through groundbreaking technology.Loop isteaming up withcompanies likeProcter Gamble, Unilever, PepsiCo, Nestle, and more to make this happen. While TerraCycle already helps organizations recycle materials in 21 countries, Loops pilot programis projected tobegin in New York and Paris during spring 2019.Goodr transports excess food to gemeinntzigs, fighting food insecurityThis company delivers surplus food from the businesses that have it to nonprofit organizations and people that need it, all playing into their feed more, waste lessmission.Heres what the process looks like in action businessesgive awaytheir extra food and Goodr transfers it to nonprofits, a process that helps decrease greenhouse gas emissions and boost businesses bottom line. Goodrsdashboardand mobile app also let the businesses keep an eye on the food theyve donated, measure their community impact, and see their real-time tax savings.Goodr has been seeing large-scale results - the company says they have rescued over 900,000 pounds of food, totaling more than 800,000 meals served and counting since officially launching in 2017. They currentlywork withTurner Broadcasting Systems, MetLife Stadium, the NFL, and other major organizations.This food that is going to waste is so much more than just waste, it is power, it is change, it is treasure. It is the ability to feed a hungry child which could be the difference to that child learning in school and passing that test, Goodr Founder and CEO Jasmine Crowesaidduring a 2017 TEDxPeachtree talk. Its allowing our seniors to never have to make a decision between paying for their prescriptions and paying for food. Its seeing a reduction in crimes committed to feed ones family. Its lifting the financial burden off of people that are already living on the marginal poverty line. I believe that this food will give people hope in their darkest hour because this food is social change.Crowe had launched a Sunday Soul program in Atlanta in 2013, which later expanded to Washington, D.C., New Orleans and Baltimore, and hasreportedly given more than 50,000 people food. When a video from one of the serving sessions went viral, commenters wanted to know which restaurants provided the meals, piquing Crowes interest in businesses excess food, and eventually leading to the establishment of Goodr.The 7 Virtues fragrance company helps farmers in war-torn countries make a livingThis Canadian companyuses essential oilsfrom countries rebuilding after war or strife, like Haiti, The Middle East, Rwanda and more, helping local farmers rebui ld and succeed.Founder and CEO Barb StegemanntoldFast Companyin 2018 about how interest in her companys product has grown since the initiative began. Nine years ago, nobody knew what a social enterprise was, shetoldthe publication. Now, I find that people get fruchtwein excited when they hear that a product is helping people, in my case farmers in countries that are rebuilding.Farmers working for The 7 Virtues alsoreportedlyearn as much as 2.5 times the income of the next crop, which gives them the money they need to construct homes and buy their kids school uniforms.First Book provides children with 1000000s of books to enrich their educational experiencesWorkingin more than 30 countries, this company has donated more than 175 million books and educational resources to programs and schools serving children from low-income communities, andparticipatedin the World Economic Forums Annual Meeting 2019. The companyreportedlyimpacts an average of 5 million children yearly, and thousands of instructors affiliated with the group serve American children in need.The head of the organization has offered some important advice about what it takes to start a transformational company. Kyle Zimmer, President and CEO of First Book, shared a powerful lesson she learned at the start of her career I thought I had to have all the answers myself. I dont think I had the humility or the perspective to understand that thats never the game, and that reaching out to as many brilliant minds as you can find is where the real strength is, Zimmertold The New York Timesin 2012. When I startedFirst Book, I was learning about the publishing industry from the ground up. But by that time, I had learned that it really didnt matter if I knew anything. What mattered is whether I could get people to the table who did, because youre never going to know enough.Bombas supplies socks to people who need them the mostThis companydonatesa pair of socks for every pair purchased, and theyve given away more than 15 million pairs so far. The socks they donate to giving partnersare also differentfrom the ones they sell - an anti-microbial treatment ensures they dont need to be washed as often, and reinforced seams and darker colors give them greater durability with less visible wear. This essentially gives them the ability to weather different storms than the average sock.If we build a better pair of socks, we can sell more socks, Bombas co-founder David HeathtoldThe New York Timesin 2016. And if we sell more socks, we can donate more socks.Medic Mobile boosts healthcare services in remote areasThis global health nonprofitseeksto improve health in the communities that are hardest to reach, and provides critical software to aid this process. TheCommunity Health Toolkit featureallows local health workers and volunteers to complete tasks such as enteringdata, treating people at their homes, monitoring the spread of illnesses more quickly, announcing emergencies, and more.By capitalizing on mobile connectivity, Medic Mobile has been able to improve healthcare for more than 8 million people in 23 countries in just 5 years,TechCrunchreportedin 2016.This article first appeared on Thrive Global.You might also enjoyNew neuroscience reveals 4 rituals that will make you happyStrangers know your social class in the first seven words you say, study finds10 lessons from Benjamin Franklins daily schedule that will double your productivityThe worst mistakes you can make in an interview, according to 12 CEOs10 habits of mentally strong people

Marine Corps Humanitarian Transfers

seestreitkraft Corps Humanitarian Transfersseestreitkraft Corps Humanitarian TransfersUnfortunately, for military and civilians alike, difficulties happen in life that require special attention from employers, or in this case the chain of command. Normally, these are the types of life challenges that stop us dead in our tracks and we are forced to deal with these situations. Situations like terminal illness of an immediate family member (spouse, child), sole child guardian seriously ill or passes away suddenly, or other life changing events will like prompt a few different responses from the military members chain of command to assist Humanitarian Transfer, Hardship Discharge, Emergency Leave, or Temporary Assigned Duty. Humanitarian Tranfers Marine Corps Humanitarian Transfers to another duty station or the cancellation of PCS (permanent change of station) orders to permit retention on station are initiated at the request of the individual. The transfer action is for the persona l convenience of the Marine and is designed to solve short-term situations. Such transfers are for the members convenience and there are no entitlements to travel or transportation allowances for the member to return to the old permanent duty station to assist in the movement of dependents or household goods. Travel and transportation allowances will be allowed from the member/dependents location to the new permanent duty station upon receipt of the authorization for the humanitarian transfer. For the purposes of Humanitarian Transfers, short-term is defined as 36 months or less, or date of release from active duty/discharge, whichever comes first. Approvals for retention on station are normally approved for 12 months. Personal and family problems that can reasonably be expected to continue beyond three years from the date of transfer are considered long-term in natureand could constitute a limitation on the availability of the Marine for worldwide assignment. As such, the solution to the Marines problem may more appropriately be a hardship discharge or transfer to the FMCR or Retired List in lieu of being discharged. Program Criteria To qualify for consideration under this program, the following criteria must be satisfied The situation must be of such severity as to present a personal problem that is more severe than those normally encountered by Marines and their families in the course of military service.The hardship occurred or was aggravated as a result of the Marines beginning the initial term of service, or subsequent to the date of the last reenlistment.The Marine has made every effort to solve the personal problem by taking leave corresponding with social service agencies in the locale of the hardship filing dependency applications and registering allotments for financial kooperation to immediate family members seeking legal assistance at the present duty station and seeking medical treatment (including psychological counseling/therapy) for family members at the present CONUS duty station, i.e., Chaplains, Family Service Centers. The problem described must be controlled or resolved to permit the unrestricted assignment of the Marine within the time frame of a normal CONUS tour (36 months).The problem must involve the Marines immediate family and the individuals presence must be required to alleviate or eliminate the hardship. For the purpose of humanitarian transfer/TAD/retention on station, the term immediate family is defined as the spouse, natural or step-children, brothers, sisters, and the Marines or spouses parents. A person who has stood in loco parentisfor at least 2 years preceding the Marines entry on active duty qualifies as a parent for the purpose of this paragraph. Requests for humanitarian transfer will not receive favorable consideration when the basis, therefore, is to assist in farming/mining ventures, personal business ventures, or to attend to personal legal matters. When the Marines presence is requested solely to provide moral support, transfer/reassignment will not be directed. Examples of Normally Approved Requests Requests for humanitarian transfer/TAD/retention on station or hardship discharge generally will receive favorable consideration when the following conditions exist im endstadium illness (life expectancy less than 6 months) of a member of the Marines or spouses immediate family (as defined above), where the presence of the Marine is required.Illness of a member of the Marines or spouses immediate family where the attending physician certifies the Marines presence is required for the well-being or welfare of the patient.No other relatives are capable of providing the assistance necessary to alleviate the hardship.A Marine becomes a single parent as a result of unforeseen circumstances for example, the death of a spouse. Where ahumanitarian transfer is desired, the requested duty station must have a billet vacancy requiring the grade and MOS of the Marine. As a mat ter of general policy, when a humanitarian transfer request is approved, a Marine will not be assigned to a recruiting station, Marine Corps district headquarters, or to small Marine Corps detachments (one for one billet). Where no billet vacancy exists at the Marine Corps activity closest to the location of the hardship, TAD (Temporary Duty) may be authorized up to a total of 6 months, as described below. Temporary Duty (TAD) When possible, if an individuals problem is of short duration, and the requirement for the Marines presence is substantiated by documentation, permissive TAD will be authorized at the Marine Corps activity closest to the location desired by the Marine. Orders to such TAD must be clearly in the best interest of the Marine Corps and may be for a period of not more than 6 months. Any request for an additional period of TAD will advise the CMC (MMOA/MMEA or RA) of the current status of the Marines problem, and an estimate of the time needed to resolve it. Sinc e the TAD is for the personal convenience of the Marine, no per diem or travel expenses will be authorized. Travel-time expended in conjunction with permissive TAD is chargeable as annual leave. TAD will not be authorized by the CMC where the appropriate solution to the Marines problem could be achieved through the use of annual or emergency leave. It is expected that prior to granting a Marine TAD, the individual will exhaust thecurrentlyauthorized leave period in attempting to resolve the problem. For complete information about the Marine Corps Humanitarian Assignments Program, seeMarine Corps Order P1000.6,Assignment, Classification and Travel Systems Manual, paragraph 1301. Also see additional link for Hardship Discharge.

New Years Leadership Development Goals

New Years Leadership Development GoalsNew Years Leadership Development GoalsDecember. For many leaders, its a time to reflect on accomplishments for the year and establish goals for the upcoming New Year.Its also a good time to set leadership development goals, either as part of a formal development planning process or simply because its a proven way to continuously improve as a leader. Leadership development goals should always be specific and relevant to you, the individual leader, and linked to your goals at the workplace, there are most likely a few common ones that most any leader could benefit from. Heres a list to choose from. While all of them are worthy goals, its best to focus on the one to three. Then, once sufficient progress is made, you can always go back and select a new goal or goals. You may also find that many of the goals are related to each other, which is often the case. The key is to pick the one that seems to be at the root cause. For the Upcoming New Year, My Goals Are To Delegate mora.My unwillingness or inability to let go is causing me to work long hours, preventing me from having the time to be more strategic, and is retarding the development of my kollektiv. Ill do some serious self-reflection, or work with a coach or mentor, to figure out what?s??causing me not to delegate.Is it my own ego? Is it a lack of confidence in my team? Once I get to the root cause, I will create a list of everything I do and make hard decisions on what to delegate, who to delegate to, how to do it, and by when. Be more strategic.Being more strategic will help me improve my ability to see the big picture and take a longer range, broader business perspective. Ill learn to step back from the day-to-day tactical details of my business and focus on the why not just the what and how. Be a better listener.I need to learn to pay attention and demonstrate to others that I value what they have to say. Ill use active listening, open-ended questions, body langua ge, and eliminate distractions that get in the way of my ability to listen. Micromanage less(or not at all).No one likes to think of themselves as a micromanager, but after taking this quiz,I realized I have room for improvement. Delegating more will help, but it will be important to give my team members the freedom to do it their way, without me breathing down their necks. Improve my financial acumen.I need to learn how to understand, interpret, and use the numbers to improve my business. Ill start by taking an Excel course, then aFinance for Non-Financial Managers course. Take action on chronic under-performers.Ive been allowing one to two C-player employees to get away with under-performance for way too long. Its affecting my organization, my own performance, the morale of the rest of my team, and Im not doing these under-performers any favors by covering up for them. Be a better coach. For the rest of my team (the B and C-players), I need to spend more time coaching and developi ng them. I need to shift my leadership style away from always directing and telling and learn to guide and develop my direct reports. Ill work with each of my direct reports to create their ownindividual development plans. Improve my work-life balance.My insanely long hours are having an impact on my performance, health, personal relationships, and Im setting a terrible example for my employees. Delegating more will help, as well as micromanaging less practicing mindfulness in all areas of my life will help incredibly. Ill get a handle on where Im wasting time, and shift my focus to more value-added activities. Ill learn ways to work more efficiently and prioritize tasks. Create my own succession plan. Ill never get the promotion I want if Im too indispensable in my current role. Its time to create a succession plan to not only pave my own path but a path for others. Improve collaboration. I need toimprove relationships with my peers. Ill be a better partner, strive to understand th eir goals and needs, and learn to work together to help achieve each others goals. If one of them is underperforming or struggling, Ill offer my help.

4 Reasons Youre Not Getting Promoted at Work - The Muse

4 Reasons Youre Not Getting Promoted at Work - The Muse4 Reasons Youre Not Getting Promoted at Work Youve heard all the advice about how working hard means good things will come your way. Youve been doing that. Long days, nights, and even some weekends. Youre getting it done and going above and beyond, which is, what you heard you have to do to succeed in this hyper-competitive career world. When you look around, though, you notice something awry. Youre not getting promoted or even praised. Youre notintroduced to the managers upstairs or given an opportunity to present to the team. But that colleague of yours, the one who was hired two weeks after you, is getting acknowledged left and right, and the last you heard, hes up for a promotion. Sure, hes a fine employee and a hard worker too, but hes not better or smarter than you.So whats going on ? Whats he got that you dont? The answer might be simple emotional intelligence. EI, as its often called now that its an official buzzword, is the ability to distinguish your own and otzu sichs emotions so that you can manage yourself and your relationships with others effectively. In fact, its been said that possessing emotional intelligence is so important that even if you did everything perfectly in your job, you couldnt be considered a top performer without it.The challenge is that were never really taught this soft skill in school. Its not too late, though, especially if you want to have a thriving and successful career. Here are four key components to emotional intelligence. See which ones you may need to work on. 1. Youre Clueless About YouYoure in a one-on-one with your babo, and shes asking about your career aspirations. Youre not sure. You dont really know where youre headed, or even (gulp) how your skill set can be an asset to the team. In short, youre failing in the self-awareness department. One of your most powerful career tools is exactly that. Knowing who you are, what youre good at, what you need to work on, and how you will use your talents to create success is essential to your professional growth. High levels of self-awareness are correlated to successful performance. In Travis Bradberrys Leadership 2.0, the author notes that 83% of people who rated high in levels of self-awareness are also rated as top performers. Whats more Your overall satisfaction with life increases the more self-aware you are. Think about how empowering it would be to have a productive and insightful conversation with your manager about your key strengths and how youre going to leverage them to help make the whole team successful. An easy way to start building self-awareness is with three simple assessments. Get started by learning about your strengths with the help of Strengths Finder 2.0, your personality type through this ansprechbar assessment, and your emotional intelligence quotient, explained in Bradberrys popular Emotional Intelligence 2.0. In short order, youll soon be an expert on you. 2. Your Emo tions Run AmokYoure having a rough day on the job as it is when a stressful situation pops up. That 5 PM deadline is looming and you havent heard back from the guy in shipping as to whether or not you can commit to the client. You are literally seeing red when your phone call to him goes to voicemail. Beyond frustrated, you explode. It isnt pretty. Your co-workers run for cover. Your boss silently questions your judgment. Instead of managing emotions that crop up in the workplace- like your frustration with shipping- your emotions manage you. Thats going to be a problem come promotion time.When you arent good at managing your emotions in times of stress, youre a liability. If others cant predict how youll respond to provocative situations, itll be hard to recommend you for an advancement. Your boss may not be willing to risk his hard-won reputation in the process.The solution lies within you Tame your inner emotional tyrant. One very simple way is to use the ol count to 10 technique . When youre tempted to explode, take a deep breath, and count before you say anything. In that short amount of time, youll reverse the grip your emotions have on you- or at least lessen it- and youll be able to respond in a calm, professional manner.3. You Cant Read the RoomIn a project meeting youre excited to talk about a new idea you have. But not everyones on board with you. Several people present just dont get what youre saying. Yet, those who try to interject are steamrolled by your presentation. Its clear youre not interested in their ideas. As you press onward, one colleagues brow starts to furrow. Another slouches in her chair and grabs her phone. Others are staring out the window. Youre so deep into what youre saying that you cant even see youve lost the room, that no one is hearing you. If youve ever been in a situation like this, you have some work to do. You arent very good at reading the room. Maybe youve been told at some point that youre not a great listener. Or tha t youre not open to ideas different from yours. If so, your social awareness muscles need work. You must learn to pick up on and respond to the spoken or unspoken cues that give you feedback in the moment. Without this important skill, people are bound to see you as uncaring, emotionally distant, dismissive of their input, perhaps even unapproachable. And if this is the case, no ones going to want to work with you.To up your social-awareness quotient, start with two very simple actions. First, observe. Go to your next meeting with a new outlook. Instead of pushing your agenda and ideas, simply observe. Notice how others respond to whats being said. Work at reading the body language you see in response. Secondly, really listen. Rather than waiting for your turn to speak, focus on what others are saying. Thoughtfully consider their comments before you respond. Ask for clarification when youre not sure. Once you get better at observing, and listening, youll improve your interactions, a nd your reputation, with the team.4. You Struggle with Managing RelationshipsThe only way you get work done is through your relationships with other people. If you think about any part of your job, youll quickly see how much you need others to totally kill it at work. Research shows that 85% of your success will come from your ability to manage relationships, communicate effectively, negotiate conflict, and influence others. People will even buy things from you if they know, like and trust you even if a competitor they dont like is offering a better product at a lower price. Relationships matterBuilding good relationship skills isnt hard, but it does require awareness and intention on your part. And one very simple step is to be open with and curious about others. In other words, ask people questions that show you care about them and that you want to get to know them. Tell them why you do things they way you do. Allow them to get to know you and hear part of your story. Devote a few minutes each day to connecting with others, and youll wonder how you ever managed before. If youre performing at a high level and are seeing results, but youre not seeing opportunities you think you deserve, take a look at your emotional intelligence capabilities- and your colleague whos getting all the great attention and praise. Are yours lacking and his obviously apparent now that you know what to look for? Dont let your weak EI hurt your chances of getting ahead and getting noticed.Photo of two men talking courtesy of Milton Brown/Getty Images.

Who is Worried About It Technician Resume and Why You Should Listen to Them

Who is Worried About It Technician Resume and Why You Should Listen to Them The Secret to It Technician Resume Voluntary certification can be found via many private organizations in nations like the usa. The same is true for apprenticeships. Amazing resumes and portfolios arrive in all shapes and sizes, and thus dont be reluctant to makes yours unique and let employers understand what youre about If youre more experienced, then you dont will need to include as much, as you want employers to pay attention to your experience more. As soon as you create your account, you can look for jobs. Recruiters will be aware of what you can do at the right time of the job posting. Youre great for the job. Accelerating your work search is easy with the proper tools. Below is a synopsis of the national hiring procedure. Recruiters want to learn who you are. Keep in mind that they may not be familiar with tech jargon, so only use as much technical language as you need to show what youre capable of. Your resume should give the recruiter a concept of who you arent just what you could do. You ought to be attentive to their requirements. The perfect way to find a job is via the world wide web. Mechanical systems can break down owing to a range of factors. If youre looking for ideas about how to draft a pharmacy technician resume, the templates mentioned previously are the things which you will need. A resume is only a way to reveal your best achievements that fit one page. You may usually find something with a fast search of the site and nachrichtensendung feeds. Life After It Technician Resume Youre just easing their task. Well, to start with, its most effective to begin with a robust career objective that has to be in sync with the post that youre applying for. When it has to do with creating your resume as a technician, youve got to present your very best shot. The templates mentioned previously would be of excellent help when youre looking for standard expert technician resumes. Receive all the tools that you require to compose the ideal data scientist resume. The cover letter is an important part of your advertising program, she states. Particularly if youre self-employed and writing an independent computer technician resume. If you wish to be a computer tech then you have to learn to create a computer from the bottom up. The expert experience section of our how to compose a resume guide is another outstanding resource should you feel that you still need more help. You should also make bulleted lists to neatly summarize key info. After completing your contact info and listing your own personal details you want to supply a review of your experience, qualifications and attributes in a short and specific overview of your aims. Your resume should be formatted in an easy, professional method. Visual CV is essentially a site for making a stunning digital version of your LinkedIn resume. There are a number of websites that gi ves you a Resume constructor facility. You are able to look at generic resumes, but engineering resume samples will be absolutely the most useful due to their specificity to your area. The Dos and Donts of It Technician Resume Mike attempts to offer you broad useful info and guidance so that it covers a bit more than that which is in the exam. Soft skills are interpersonal skills like leadership and the capability to effectively communicate. Read more on the best way to compose your impressive Technician resume below. Its perfectly fine if youve got an entry-level Patient Care Technician resume. Youve got an elaborate pharmacy technician resume sample which would be useful if you prefer to note down your long collection of training and certifications along with residency experience together with your professional experience. Figure out if certification is necessary. The extra skills section is the ideal place to incorporate such a basic, but essential skills. After that, don t forget to write about the certifications and training youve taken for the job.

PowerToFly team #SquadGouls during our morning standup! #HappyHalloween friends! ????

PowerToFly team SquadGouls during our morning standup HappyHalloween friends ???? We need gender neutral dress codes in the workplace. If you dont yet agree with that statement, look no farther than a 55-page presentation given to women executives at Ernst Young in a June 2018 training. pThe presentation, which made headlines last month when an offended participant leaked it to the Huffington Post/a, reinforced gendered stereotypes of how women should dress and present themselves at work. Some highlights, which are actually lowlights in terms of equality in the workforceul class=ee-ul ee-ulliA list of appearance blunders for women to avoid, including no-nos like too-short skirts, plunging necklines, bottle blonde, flashy jewelry/liliOutfit and grooming suggestions to minimize distractions from your skills sic set like good haircut, manicured nails, and well-cut attire/liliAdvice on how to dress dont flaunt your body sexuality scrambles the mind/li/ulpThe women, there to invest in their professional development, were bedrngnis learning how to be better leaders or combat sexist stereotypes at work, but instead were being lectured to about what to wear and how to groom themselves.pWhile the presentation wasnt the official EampY dress code, it does highlight bias and assumptions made around gender that women have to manage. And this particular training focused only on the male-female binary. Employees who identify as transgender or nonbinary might feel even more burdened by dress code policies based on gender. pImagine how much more productive all employees, regardless of gender, could be, if they werent focused on avoiding dress code policing.pTraditional gender-based dress codes can also discriminate on the basis of race. Many grooming guidelines for women, including rules on acceptable haircuts, are extra burdens for black employees, particularly those who want to wear their hair in natural styles. In 2010, Chastity Jones got a job o fferto be a customer service representative from Catastrophe Management Solutionsbut the offer was contingent on her cutting off her locs. When she refused, the company took back the job offer, and when she sued, with the help of the Equal Employment Opportunity Commission, she lost her case in 2013 and again in 2016, when her appeal was dismissed. pAnd beyond forcing women of color to maintain their hair in a way thats deemed acceptable, gender-based dress codes can also discriminate against people of certain religions. Employees whose faiths keep them from cutting their hair or necessitate that they wear certain clothing (including head coverings) shouldnt be forced to adapt their beliefs to what their employer deems professionally appropriate for a woman at work.pThe possibility for gender-, race-, and faith-based discrimination posed by prescriptive employee dress codes has led the Human Rights Campaign to recommendthat if an employer has a dress code, it should modify it to avo id gender stereotypes and enforce it consistently. Requiring men to wear suits and women to wear skirts or dresses, while legal, is based on gender stereotypes. Alternatively, codes that require attire professionally appropriate to the office or unit in which an employee works are gender-neutral.h3Okay, So Gender Neutral Dress Codes Sound Good. What Do They Look Like?/h3pIn their simplest (which, in my opinion, also means best) form, gender neutral dress codes at the workplace can take the form of General Motors dress policy. When now-CEO Mary Barra was VP of global menschenfreundlich resources for the automotive giant, she replaced their 10-page dress code with two words/a Dress appropriately. pIn the article linked above, the author explains why Barras dress code works so well She avoided assumptions, instead choosing to trust her employees judgment, which in turn empowered all employees and was particularly impactful for women. pFor workplaces that need more specificity about wha t employees can wear, HR should follow in the footsteps of other institutions that have successfully adopted gender-neutral dress codes. Namely, high schools.pAfter a wave of protests, social media outrage, and thoughtful advocating, several schools have revamped their dress codes/a, which tended to put undue burden on female students. New guidelines apply to all students, regardless of their gender. Instead of specifying the length of skirts versus shorts or the width of a cami strap versus a tank top, a Virginia high schools new gender-neutral dress codesimply defines what must be covered clothing must cover areas from one armpit across to the other armpit, down to approximately three to four inches in length to the upper thighs.pstrongWhat does that look like at work?/strong pSpell out specific dress code rules by article of clothing, not by gender, use non-gendered pronouns, and make sure that any grooming guidelines could apply to anyone. Dont place burdens on anyone based on t heir gender, and try to empower employees to manage their own appearance in accordance with professional expectations.pFor business casual workplaces, try this, adapted from Forbes/a Employees should dress in business casual attire, which could include casual slacks and skirts, collared shirts, blouses, or sweaters. Inappropriate attire includes sportswear, jeans, and unkempt clothing, among other options. Please exercise good judgment.pFor business formal workplaces, you could use the following Traditional business attire, including dresses, suits, and pantsuits, is required for external meetings with clients or prospects. Employees should use discretion on other occasions and are expected to demonstrate good judgment. pAnd for casual workplaces, which are on the riseaccording to Indeed/a, 50% of companies allow employees to dress casually every day, as of 2019go with something simple, like this, adapted from The Balance/a Dress comfortably for work, but please do not wear anything that could offend your coworkers or make them feel uncomfortable. That includes clothing with profanity, hate speech, or exclusionary language. Your clothing, while casual, should show common sense and professionalism.pNo matter the level of formality your dress code needs to define, make sure youre thinking from the perspective of all employeescurrent as well as futureand creating an environment where they can thrive.p----pstrongWant to share these tips with your company? /strongShow them this handy one-page guide on creating a gender neutral dress code p class=shortcode-media shortcode-media-rebelmouse-image img alt=Gender Neutral Dress Code Guide class=rm-shortcode data-rm-shortcode-id=UGVL4K1574631551 data-rm-shortcode-name=rebelmouse-image data-runner-src=https//assets.rebelmouse.io/eyJhbGciOiJIUzI1NiIsInR5cCI6IkpXVCJ9.eyJpbWFnZSI6Imh0dHBzOi8vYXNzZXRzLnJibC5tcy8yMjEwMDE3Ni9vcmlnaW4uanBnIiwiZXhwaXJlc19hdCI6MTU3NDc2NjEyMX0.5akget5uOA_9aHMcPUxY1YM_Zn2w2Yhcj7m_HSCqg7 I/img.jpg?width=980 id=a14b6 type=lazy-image/ pbr/