Personalismo is a concept that doesn’t have a direct English translation but basically means building trust or credibilty through relationships. Read more about how understanding personalism can help employers (supervisors) establish a better relationship with their Hispanic interns (and the Hispanic workforce) from my guest blog at Intern Matters (via Internships.com).
Beyond.com just released results of a survey that provides interesting insights outlining some of the job search strategies used by today’s college graduates. Some of them are surprising. The study was conducted in partnership with the Wharton Small Business Development Center. Here are some of the highlights:
Graduating college students rely heavily on their university career centers…
Graduating college students prefer to use niche job sites over general job boards and social networking sites….
Most college students use social networking sites on a personal level, but are hesitant to leverage these sites for career-related purposes…
Seventy-five percent of students waiti to search for jobs until six months before graduation and are relying so heavily on their colleges to introduce them to employers…
Participants ranked online job boards among their top choices to find employment.
Intriguing results particularly when it comes to college graduates NOT leveraging social media tools as a resource to either network and/or help find employment opportunities after graduation. The disconnect is a bit baffling given that college students are high volume users of Facebook and other social networking sites.
The Wall Street Journal has a quick interview with an MIT career center advisor discussing some trends and where MBA students might have better luck finding jobs. Job market still seems sluggish even for MBAs – unless they’re targeting very specific niche areas such as energy, technology, and some financial areas. Recovery is certainly happening but at a slow and uneven pace.
Serves a good opportunity to remind you that the 2010 National Hispanic MBA conference will be held in Chicago October 21-23, at McCormick Place.
When you get a moment, go over and check out my latest guest blog over at GURConnect – “Establishing Hispanic Affinity Groups.” It discusses some things employers should consider when thinking about estblishing a Hispanic employment group within the company. A big component in targeting and retaining the Hispanic workforce. Enjoy!
Vista Hispano shares a great post regarding the “Fibers of Multiculturalism” on its blog. Here again, as in earlier posts, much of what this blog post discusses can easily be used as a learning opportunity for employers looking to expand their Hispanic college recruiting efforts. Here are the three main ideas that I think can be incorporated into any Hispanic college recruitment strategy:
Recognition – Understanding that various cultures in our society offer a wealth of positive and diverse elements that can help further the health and quality of life in America.
Participation – Make an effort to join the conversations and participate in activities that allow for a multicultural society.
Amplification – Where the synergy takes place and allows for increased assimilation and diversity.
I’ve written about each of these concepts at different times through out this blog – but their blog post does a great job of reinforcing these ideas in short and simple way. Thanks for sharing!
Not sure how I missed this great article in Diverse Issues in Higher Education from a couple weeks ago regarding the diversity of faculty in Science, Technology, and Engineering, and Math (STEM). The article focuses on the results a MIT self-study showing that while one quarter of MIT’s 2013 class represents students from underrepresented minority backgrounds, less than four percent of faculty represent U.S.-born minorities. Certainly, MIT might not be the only university that lacks diversity in its faculty minority representation, but the school does receive more attention given its innovative and progressive reputation.
The small numbers of minority students and faculty in STEM careers is a national problem. According to IEEE – over 78% of workers in STEM fields are white males.
A 2005 study also that women faculty in the top 50 research universities are underrepresented at all ranks, especially as full professors. The study also revealed that underrepresented minority women are almost non-existent in science and engineering departments at research universities. There are obviously many challenges facing women and minority students AND faculty in the science and engineering fields.
What this article demonstrates is that higher education has yet to make addressing this issue a priority. It will take a long-term commitment to reverse this on-going trend. It requires that a college’s institutional culture reflect its values by identifying and addressing potential barriers facing minorities and women in STEM fields.
American Express is coming out doing some great things with Latina leaders in conjunction with the National Hispana Leadership Institute (NHLI) in an an effort to address the underrepresentation of Latina professionals in the nonprofit sector. A new program will:
…prepare, promote and sustain the next generation of nonprofit leaders by helping young Latina professionals develop their leadership and management skills, find their voice as effective community leaders, and build their external networks; and by providing access to role models and mentors.
Good going AMEX – now I’ll love my AMEX card just a bit more.
The El Paso Times discusses a topic that I’ve been hearing more about in online forums and in the media regarding Hispanics and racial categorization. Given that an increasing number of people in the U.S. can be described as multi-racial – the question of race can be an important social and cultural issue for many Hispanics who complete the census. And while the goal of the census is not self-expression, certainly someone having to choose ONE racial category, when they’re not, might infringe upon their sense of identity.
A couple months ago, this issue was the topic of a conversation I had with someone as part of a study I’m conducting. While this person considers himself to be Hispanic, his physical appearance is very much that of an African American. He described how this dichotomy created some internal confusion as well as awkwardness in the workplace, particularly in regards to being part of affinity groups or minority professional organizations. The 2010 will provide a wealth of data when it comes to the presence of Hispanics in the United States; however, I think it can also provide some lessons in incorporating the philosophy of multiculturalism into our society and workplaces. The results of the census will be an opportunity for organizations to integrate and profit from the understanding that Americans are truly becoming more global and multicultural in nature.
Last month I discussed how Hispanics taking AP classes for college credit was on the rise. While work remained, overall Hispanics have been making impressive gains in obtaining college credit while still in high school. Today, another indication that this a postive trend with New Mexico’s class of 2009 leading the nation in the percentage of Hispanic students who earned a score of 3-5 on at least one Advanced Placement exam. More stats on their success after the jump. Way to go New Mexico – thanks for leading the way!
My new guest blog post regarding Simpatia over at InternMatters (via Internships.com) is up for your reading pleasure. Enjoy!