Antoinette “Toni” Harris aims to be the first woman to play in the National Football League (NFL). “If it doesn’t happen, I can just pave the way for another little girl to come out and play, or even start a women’s NFL,” Harris said in a recent interview with NBC News, following her decision to sign with the Central Methodist University football team. Harris, a 5-foot-7 free safety, is on track to become the first female football player in school history as well as the first female skill position player to sign a letter of intent to play college football on a scholarship.
Harris chose Central Methodist over five other offers. “I picked Central Methodist because of the resilience within the school itself and how Coach Calloway had been communicating with me,” Harris said.
The endeavoring NFL player gained national notoriety after starring in a Super Bowl commercial for Toyota earlier this month and has been interviewed by the likes of CNN, NBC News, and Sports Illustrated. She spent two seasons at East Los Angeles College and says she felt Coach Calloway had her best interest at heart during the recruiting process.
“Sometimes you have to pick and choose,” said Harris. “I feel that Central Methodist will be the perfect place for me.”
CHICAGO – NBA Commissioner Adam Silver recently announced that the Kia NBA All-Star Game MVP Award has been permanently named for the late Kobe Bryant, an 18-time All-Star who won a record-tying four All-Star Game MVP awards.
The Kia NBA All-Star Game Kobe Bryant MVP Award will be presented on Sunday, Feb. 16 at the conclusion of the 2020 NBA All-Star Game in Chicago, where the league is celebrating the lives of Bryant, his daughter Gianna and seven other people who tragically passed away in a helicopter crash on Jan. 26.
“Kobe Bryant is synonymous with NBA All-Star and embodies the spirit of this global celebration of our game,” said Silver. “He always relished the opportunity to compete with the best of the best and perform at the highest level for millions of fans around the world.”
Bryant made his NBA All-Star Game debut in 1998 at age 19 – the youngest player to ever play in an All-Star Game. That appearance marked the first of his 18 All-Star selections, second most in NBA history behind Kareem Abdul-Jabbar (19). Bryant holds the NBA record for consecutive All-Star selections as he was honored 18 straight times from 1998-2016.
Bryant was named the NBA All-Star Game MVP in 2002, 2007, 2009 (co-winner with Shaquille O’Neal) and 2011. The only other player to win four NBA All-Star Game MVP awards is Naismith Memorial Basketball Hall of Famer Bob Pettit.
A five-time NBA champion, Bryant played his entire 20-year career with the Los Angeles Lakers. He earned the 2007-08 Kia NBA MVP Award, two Bill Russell Finals MVP awards and 15 All-NBA Team selections. Bryant ranks fourth on the NBA’s all-time scoring list with 33,643 points.
Continue on to NBA.com to read the complete article
In celebration of Black History Month and International Women’s Day, Qualcomm is proud to feature Fatim Mbaye, who has been extremely influential in recruiting and empowering African and African American employees.
Fatim Mbaye, a program manager based in San Diego, has always been an advocate for diversity in the tech industry, which gets a bad rap for being very white, very male and very unable to reconcile its shortcomings.
But at Qualcomm, she has found an entire community dedicated to representing, recruiting and supporting African and African American employees.
And from attending her first event with the group, she’s understood the diversity and inclusion work being done at Qualcomm is the real deal.
“Leadership at Qualcomm is investing more and more in our diversity initiatives. I believe that’s a good reflection of the evolving and progressive culture,” Mbaye shared. “I am most proud of our efforts in recruiting black talent. With Qualcomm’s buy-in, we have been able to attend conferences and bring in interns and new hires.”
We spoke to Mbaye about how her work with Qualcomm’s African and African American Diversity Group (QAAAD) has made her everyday work feel more meaningful, how the group is approaching intersectionality in tech and how Qualcomm’s support has made their campaigns feel worthwhile. She also shared her best advice for women who want to do inclusion work within their organizations — and spoke to the recruiting event that she was able to participate in years after it supplied her an early-career internship.
How long have you been in your current role and what were you doing previously?
I have been in a Program Management role at Qualcomm for four and a half years. Prior to that, I was a Program Manager at Texas Instruments for supporting new product development of high-performance analog products.
How and why did you first get involved with Qualcomm’s black affinity group? Did the group draw you to Qualcomm?
I was not recruited by QAAAD, but I looked for them as soon as I joined Qualcomm! I have always been an advocate for diversity and was an active member of the Black Employee Initiative, as well as Women’s Initiative, at my former employer. Once I reached out to QAAAD, the group was getting ready for their main annual recruiting trip at the National Society of Black Engineers (NSBE) convention and I volunteered to join them.
NSBE holds a special part in my heart because I was very involved as a university student and was the secretary of my school’s chapter while completing my graduate studies. I actually got my first internship through a NSBE conference! I was so excited to go full circle and talk to candidates at the Qualcomm booth, hopefully opening the doors to their first job or internship.
I came back from that trip feeling like a part of the QAAAD family and accepted the invitation to be part of the Operating Council. I’ve been serving on the board ever since.
What have been the benefits of getting involved with your affinity group? Who have you met? How have they helped you in your professional journey?
There are so many benefits! From networking with peers and senior management to making an impact in our local community through event sponsorships to hosting middle and high school minority students and inspiring them to pursue STEM to being part of a mentorship program. Ultimately, there’s a feeling that there are others around you with a shared experience.
What has the affinity group accomplished that you’re most proud of?
I am most proud of our efforts in recruiting black talent. With Qualcomm’s buy-in, we have been able to attend conferences and bring in interns and new hires. And with the support of our Diversity and Inclusion team, the Qualcomm University recruiting team added two new universities that are historically black to their list of targeted campuses for their annual recruiting campaigns. We are already seeing an increase in our numbers.
What’s the #1 thing you think you colleagues should know — but probably don’t know — about the group?
The talent is there — we need to go to it. Diversity in a technology field is very important and QAAAD can be a powerful tool to help attract black talent. With the emergence of AI, it is even more important to ensure that all voices are at the table to come up with better solutions and counteract unconscious bias.
How does the black affinity group engage with or collaborate with other affinity groups? How has this intersectionality created value at Qualcomm?
One of our goals this year is to collaborate more with other diversity groups and I am looking forward to it. Our first effort of synergy will be with the women affinity group, Qwomen. We are co-sponsoring a symposium organized by the San Diego Commission on the Status of Women and Girls on human trafficking. The topic is very timely and both organizations want to raise awareness within our community. The event will be held on the Qualcomm campus and is open to the public.
How are your company’s affinity groups reflective of the overall culture at Qualcomm?
I’ve personally noted that leadership at Qualcomm is investing more and more in our diversity initiatives. I believe that’s a good reflection of the evolving and progressive culture at Qualcomm.
What is your advice for women who want to make the company they work for more inclusive?
It starts with women! We need to be more supportive of each other and mentor and sponsor our junior colleagues. In addition, we need to recruit more male allies, as this cannot be done without their support. As a longer-term strategy, there is power in numbers; we need more women to pursue engineering and STEM in general. So, let us inspire all young girls through mentoring and school visits to show them that the possibilities are endless. I truly believe in reaching out to the youth because representation matters and can make a difference in what someone can dare to dream of.
Patrick Mahomes capped a breakthrough season for himself and African-American quarterbacks Saturday night when he was named the NFL’s MVP.
In accepting his award, Mahomes thanked his team, the Kansas City Chiefs, and the team’s organization and told fans, “This is just the beginning, we got a long way to go.”
He could easily have been talking about the continuing evolution of African-American quarterbacks in the NFL.
A record five African-American quarterbacks led their teams into this postseason, though none of them reached the Super Bowl.
Most experts predict that the style and flair with which they play will become a staple in the NFL over the next 10 years.
Mahomes, 23, became the second African-American quarterback to win the NFL’s MVP award outright. Steve McNair shared the award with Peyton Manning in 2003.
He is the youngest quarterback to throw for 50 touchdowns in a season and tied for the youngest to throw for more than 5,000 yards in a season.
Quarterback legends Warren Moon, Doug Williams and James Harris discussed the significance of Mahomes winning the award. They represent three important pillars of the African-American quarterback evolution in the NFL.
In 1969, Harris became the first black quarterback to start the regular season at quarterback; in 1974, he became the first to start a playoff game. Williams became the first black quarterback to win a Super Bowl championship on Jan. 31, 1988.
In 2006, Moon became the first black quarterback to enter the Pro Football Hall of Fame. He was the NFL Offensive Player of the Year in 1990 and the AFC Offensive Player of the Year that same year.
Moon, Williams and Harris shared some of what they think about Mahomes’ play this season.
THOUGHTS ABOUT MAHOMES WINNING the MVP AWARD
“When you think about this league and the quarterbacks who are in this league, for a guy that young to have the season he’s had — and to be consistent. That’s the key: He’s not inconsistent at all. He might have had a bad spot here and there, but you’re talking about a young guy who has picked up on this game probably quicker than anybody I’ve seen in this league — in his second year. … To do what he’s done, it’s incredible.”
“For a kid to be in his first year as a starter and to do something only three guys have done — throw 50 touchdown passes — throw for over 5,000 yards, then lead his team to the AFC championship game, that pretty amazing. Everybody was looking for him to have that rookie nosedive during the season — it never happened. The kid just kept playing. He was consistent the whole year. The sky’s the limit for him. He’s special.”
Each year, the BEYA STEM Conference brings professionals and students together for three days to share their experiences and career information.
This year’s event will be held in Washington, D.C., February 13-15 at the Washington Marriott Wardman Park Hotel.
Did you know that science, technology, engineering and mathematics career opportunities, referred to as “STEM” industries, are growing rapidly? Employers cannot fill job postings quickly enough, and there are a wide variety of openings for diverse candidates with the STEM skills necessary to succeed.
You can network with attendees from around the country while participating in seminars and workshops that explore every facet of STEM career paths.
The goal of the BEYA Conference is to create connections between students, educators and STEM professionals while facilitating partnerships with individuals and their local STEM resources.
Make the most of the free career fair! Plan your visit before your arrival and get the most out of your experience. Easily search exhibitors by name. You can create a list of exhibitors your must see.
Watch video from the BEYA STEM 2017 Conference:
Standard registration is by January 31, 2020. Late Registration is by February 1, 2020.
Get all the details about the three-day conference here.
If you are looking for a job, writing a resume is one of the first steps you need to take. The goal of a resume is to get you in the door with prospective employers. And, you have about 30 seconds to grab the reader’s attention.
As the former Manager of Staffing for a Fortune 500 company, certified career counselor, and board member of several nonprofit organizations, I have reviewed thousands of resumes. Based upon my experience, here are 10 tricks of the trade for writing a winning resume.
1. Include an objective statement at the top of your resume which states your employment goal, types of organizations you have experience working for, and several strengths. The reason for including an objective statement is to immediately let the reader know that you are a fit for the job. Here is one example of an attention-grabbing objective statement:
Results-oriented sales executive with 15 years experience in the oil and chemical industry. Strengths include managing amidst economic uncertainty, building diverse teams, and increasing profitability.
2. Tell not only what you did but how well you did it. By demonstrating your contributions in quantifiable terms, you separate yourself from the pack. For example: “Created a new sales program which resulted in a 25 percent in sales annually for three consecutive years” is more impressive than “responsible for creating a new sales program.”
3. Use action verbs like analyzed, created, developed, initiated, led, or researched. Imagine someone reading your resume quickly and think about the impression the words you choose will have on him or her.
4. You can add information about your education, accomplishments, special knowledge, or honors at the beginning or end of the resume. If it is recent or impressive, place it at the beginning; otherwise, it goes at the end of the resume.
5. Include your name, address, phone number, and e-mail address so that an employer can get in touch with you easily.
6. Put your name and page number on each page (in case pages get misplaced or out of order). Try to limit your resume to no more than two pages.
7. Make sure your resume is spell-checked and that there are no grammatical errors.
8. Do not include a photograph or personal information. Emphasize your credentials, experience and accomplishments.
9. Be honest about dates of employment and job titles. If you falsify information and are found out, you could be eliminated from consideration or fired.
10. Get feedback from several sources about how attractive and easy-to-read your resume is before you send it out. Writing a terrific resume is worth the time invested. It could be your passport to a new job.
Reprinted with permission: The Lindenberger Group, LLC.
No other everyday office opportunity can strike terror in employees quite like public speaking. Giving a presentation can be a chance to get your voice heard, but 1 in 4 Americans fear it.
It scares more of us than snakes, hell, walking alone at night and insects, according to a 2018 survey by Chapman University.
But research shows there are ways to calm your jitters and not feel overwhelmed. Here are some that tips psychologists and experts have for the nervous public speaker:
1) Reframe those nerves as excitement.
Don’t listen to the advice of those “Keep calm and carry on” posters if you’re anxious about public speaking. Instead, try embracing your sweaty palms and racing heartbeat as signs of excitement. This reappraisal of anxiety can actually help stop nerves from overwhelming you, a 2014 Harvard Business School study found. How you think about your anxiety can change how you perform under it.
In the study, business professor Alison Wood Brooks recruited participants to sing the Journey song “Don’t Stop Believin’” in front of a group. Before they belted their hearts out, they were told to say, “I am anxious,” “I am excited,” or nothing. A video game measured how well they performed. The group that declared their excitement improved their singing performance more than the “anxious” and say-nothing groups.
Similarly, in a separate experiment, participants were asked to give a short public speech after being told to say “I am calm” or “I am excited.” The “excited” group gave better speeches, independent raters judged. Brooks suggested that this works because encouraging excitement can prime you to see the task as an opportunity, whereas trying to calm down can make you see the challenge as a threat.
2) Make it about the ideas you want to share; don’t make it all about you.
Yes, being asked to speak in front of your peers can be an honor.
But don’t make the opportunity about more than it is if you’re worried about your boss’ approval or what the audience will think.
Amanda Hennessey, founder of Boston Public Speaking, has coached people for more than a decade. She advises taking the focus off of yourself and putting it instead onto the valuable information you are going to deliver. That way, the speech becomes “an exchange of ideas rather than a referendum of our self-worth,” she said.
Hennessey said public speakers in the office can focus on why the public speaking matters for their team or client and “what’s at stake for the people.”
“That brings us to that place of passion and purpose, where our bodies feel very alive,” Hennessey said.
If your mind starts to narrate a horror story about how your talk will go, Hennessey suggests a physically grounding technique to help you stay continually present. “Feel your feet on the earth and start to notice things around you, look at something on your desk that makes you happy and really look at it,” Hennessey said. “We want to get back to the present, instead of projecting about the future.”
3) Don’t obsess over each word.
If you have done the necessary preparation, don’t monitor what you are about to say right before the public speaking opportunity, advises Sian Beilock, a psychologist who authored “Choke: What the Secrets of the Brain Reveal About Getting It Right When You Have To.” Looking at famous examples of people “choking” under pressure, she found that high-achieving people can underperform when they are struck by “paralysis analysis” and try to control every part of their performance by paying too much attention to step-by-step details.
“Oftentimes, the reason that we mess up, especially something that’s well-learned or practiced, is that we start paying too much attention to the details,” Beilock said. “When you’re focusing on every step of what you’re going to say right before you go in, that can be problematic.“
Beilock says a public speaker can distract themselves with an activity that takes their mind off what they are about to do. “One way that research has found to get rid of that monitoring is to focus on something at a higher level,” Beilock said. “In golf, they talk about one swing thought, or a mantra that encapsulates the entire putting stroke. When you’re speaking and you’re trying to get the point across, think about the three points you want to get across. What are the three goals?”
With those in mind, when you do open your mouth, you can focus on the outcome of what you’re trying to say rather than “every word coming out of your mouth,” Beilock said.
Hennessey suggests carrying positive self-affirmations that speak to you, such as “I got this,” “I release the need to prove my worth,” “I am excited to share what I care about,” or “I am enough.”
Hospitality Career does not only pertain to a single job. It is mainly a field in which you can choose from a vast variety of specialties. It is a fact that learning about these different fields could be fun.
However, a person can only do much to a limited extent, which is why having a specialization is a must.
With all the possibilities in this career, there are those that top the list. So to help you out, here are the top four careers in hospitality that you may want to consider venturing into.
It is undeniable that hotels are rampant nowadays. You could see high rise hotels being built almost anywhere as long as there is a site to see or place to visit. This is true not only for the United Sates, but other countries as well. Whether it be a five-star hotel or a not so glamorous hotel, a hotel is a hotel and one thing’s for sure: they need people to work for them.
Positions in this kind of career could also vary and they are numerous too. You can be the front desk person who assigns rooms for guests or you could be the lifeguard at the pool area who watches over the kid’s pool—there are abundant numbers of hotel staff positions that you could consider. Other than the number of positions, the number of establishments you can work for is also high. There are small bed and breakfasts and there are 5-star accommodations. How high your compensation would be would depend on your job title. This factor would also decide how you will be paid; whether by hour or in a yearly basis.
Event And Meeting Planner
This position includes responsibilities of being in charge of the features regarding vital business meetings or wedding receptions held in hotels. You basically have to act out as an event planner or organizer so that your client would have a smooth program flow for their event. Also, it is part of your responsibility to take care the accommodations and amenities of a facility of site. Thus, you need to have some knowledge on contract negotiations.
For this kind of specialization, you would need to have a bachelor’s degree in a particular area, along with 2-4 years of experience in the field are necessary. The usual salary would be anything from $39,355 to $74,268.
This career would generally involve managing the flow and direction of a kitchen. You would be responsible for arranging menus and tables on hotels, cruise ships, and other hot spots that tourists go to. You also keep track of inventory and try to keep costs down. You decide which supplies and food items are necessary to purchase. As time passes by, you will establish and modify the menus so that there is an increase in profits and decrease in monetary loss. You are also the one who is in charge of overseeing the overall satisfaction of your customers.
A comprehensive understanding of local food sanitation regulations and rules, along with federal state laws are vital. Generally, you should have a bachelor’s degree in a field of specialty and at least 7 years of experience for you to anything from $45,562 to $101,865.
A travel coordinator is the one who takes control whenever companies need coordination for their travel plans. The typical responsibilities you may encounter would be scheduling flights and hotel stays, as well as assisting travelers obtain their passports, visas, and other required travel documents. The usual salary would be somewhere in between $29,879 to $53,482.
Kareem Abdul-Jabbar — NBA Hall of Famer, best-selling author, renowned columnist, historian, philanthropist— is laser-focused on underprivileged kids.
The key to empowering them?
Through his Skyhook Foundation and Camp Skyhook, he’s on a mission to give inner city kids a “shot that can’t be blocked” at careers in STEM (science, technology, engineering, and math; many educators have added arts to the concept and use the acronym STEAM).
“The feedback from the kids is always a highlight for me,” he said, in an interview with STEAM Magazine. “They are enthusiastic, grateful, and excited about the experience. Horace Mann once said that ‘a house without books is like a room without windows.’ Before attending Camp Skyhook, many of our students couldn’t see themselves pursuing a STEM-related career. We’re building windows so they can see more possibilities for their future.
“Our students often come from economically disadvantaged neighborhoods,” Abdul-Jabbar continued. “They’re used to running the race of life with weights attached to them. Their shot at equal opportunities — whether in education, jobs, health care, etc. — is blocked by systemic social inequalities. We try to create a path where their shot at life can’t be blocked because of those disadvantages. We’re trying to even the playing field.”
Abdul-Jabbar is so committed to this venture that he’s sold personal memorabilia, such as championship rings and MVP plaques, in order to raise $2.8 million – a portion of which was donated to Camp Skyhook.
“Looking back on what I have done with my life, instead of gazing at the sparkle of jewels or gold plating celebrating something I did a long time ago, I’d rather look into the delighted face of a child holding their first caterpillar and think about what I might be doing for their future,” he said. “That’s a history that has no price.”
So what exactly are the Skyhook Foundation and Camp Skyhook?
The Los Angeles non-profit helps public school students in the city access a free, fun, weeklong STEM education camp in the Angeles National Forest. Every week throughout the year, in cooperation with the Los Angeles Unified School District, groups of fourth and fifth graders attend Camp Skyhook at the Clear Creek Outdoor Education Center. The hands-on science curriculum encourages students to study nature up close. They also get to hike, swim and sing songs around campfires.
Currently, there’s a six-year waiting list for students to get into the camp.
“I’m happy we’re doing what we are, but I’m frustrated because we want to do even more,” said the six-time NBA champion and six-time MVP. “This program gives students STEM-based activities in an environment they rarely experience: the natural world. It also inspires their curiosity and sense of wonder.”
Abdul-Jabbar said it’s paramount to increase opportunities in STEM, especially for minorities.
“African-American men make up only 3 percent of science and engineering occupations versus 49 percent white men,” he said. “Black women have only 2 percent versus 18 percent for white women. Part of the reason is that a STEM education doesn’t seem like a real possibility to many minority children educated in inferior schools. We can turn that around. We have to turn it around.”
A native of Harlem, Abdul-Jabbar was a three-time NCAA champion and three-time Player of the Year at UCLA, where he played under legendary coach John Wooden.
He played 20 seasons in the NBA for the Milwaukee Bucks and the Los Angeles Lakers. During his career as a center, Abdul-Jabbar was a record 19-time NBA All-Star.
For Lakers fans, he is, perhaps, most beloved for his dominating performance in the 1985 finals against the Boston Celtics. The Lakers broke a decades-long losing streak to the Celtics and Abdul-Jabbar was named finals MVP.
He was inducted into the Hall of Fame in 1995 and named one of the 50 greatest players in league history in 1996. A statue showing him wielding the greatest weapon in basketball annals – the skyhook – was unveiled outside of Staples Center in 2012.
Since his stellar professional career, he has gone on to become a celebrated New York Times-bestselling author, a filmmaker, and a columnist for The Guardian and the Hollywood Reporter. He writes insightful and in-depth columns about pop culture and social justice.
His curiosity is nothing less than feral.
Did you know he’s huge fan of Sherlock Holmes, and his latest writing project — co-authored by Anna Waterhouse — is a mystery novel? It’s called Mycroft and Sherlock, The Empty Birdcage.
On top of all that, President Barack Obama awarded him the Medal
of Freedom in 2016.
“I can do more than stuff a ball through a hoop,” he said. “My mind is my greatest asset.”
The same can be said of the children he’s helping, even if they don’t know it yet.
The Skyhook Foundation — the website for information and donations at https://skyhookfoundation.org/ — is demonstrably effective. Did you think for a second Abdul-Jabbar wouldn’t track the results?
“We know it’s effective because our follow-up research shows that students have increased interest in science, engineering and the environment,” he said. “In practical terms, it means they take more science classes and feel more confident in the classroom asking and answering questions. Former participants who are now adults tell us this was their most memorable elementary school experience.”
It’s widely agreed-upon that Abdul-Jabbar’s skyhook was unstoppable—virtually unblockable. He shot thousands upon thousands of them, and tallied 38,387 points in his career. He is the greatest scorer in the history of professional basketball. Nobody’s ever re-created that magnificent hook shot.
Abdul-Jabbar’s message to kids: Develop a shot that can’t be blocked.
The game of life is played on a surface supremely larger than the 94-x-50-foot chunk of wood hoops players play on.
The winning play? Give yourself a shot to be an all-star in science, technology, engineering, arts, and math.
Throughout her biotech engineering career, Kimberly Bryant was the only black female in the room most of the time. And as Bryant rose the ranks to become manager at companies like DuPont, Phillip Morris and Genentech, she yearned for a more inclusive world for her daughter Kai.
Kai had developed a knack for gaming and coding, which is a very male, white and Asian-dominated business.
“It happened that I stumbled into this issue of diversity of inclusion and tech,” said Bryant in an interview with Know Your Value. “My daughter was about to go to middle school and was interested in tech and video gaming and gaming in general…I found that there wasn’t a strong program that would focus on girls of color and getting them prepared in the skills they’d need to move into this career field.”
Women of color earn less than 10 percent of bachelor’s degrees in computing, according to the Kapor Center. And black women make up less than 0.5 percent of leadership roles in tech. Even in women-led small tech businesses, women of color only comprise 4 percent of the workforce.
With Kai’s help, Bryant called upon colleagues at Genentech to put together a six-week coding curriculum for girls of color in 2011. She conducted the first educational series in a basement of a college prep institution in San Francisco, which was loaned to Bryant for free. Bryant expected about six students, but the class attracted about a dozen girls, including of course, Kai.
Bryant’s small community effort attracted the attention of ThoughtWorks, a global tech consultancy company. ThoughtWorks invested in Bryant in January 2012 and gave her access to space and resources across the country, as well as in Johannesburg, South Africa. In a few years, the operation transformed from a basement experiment into a global non-profit with 15 chapters. They called themselves Black Girls Code.
The more mature chapters might boast up to 1,000 students a year, according to Bryant, who runs the organization full-time.
“I didn’t know it would be a nonprofit,” said Bryant. “This was us just trying to test the waters and make something locally where I could bring my daughter, so she could find a tribe of girls interested in the same thing, but it took off from humble beginnings.”
The Black Girls Code curriculum teaches everything from web development to robotics to Artificial Intelligence. Many of the first-year students are now in college, including Kai, who is in her sophomore year studying computer science.
Bryant wants to expand Black Girls Code into a life-long support network to help retention rates in tech.
“One of the things that I’m really excited about is building out this alumni network that we’ve grown over the last eight years,” said Bryant. “Many of the girls…are about to go to college, and they have a need for support as they continue their career and collegiate journeys.”
Bryant said she was never interested in coding — that was all her daughter. Instead, Bryant studied engineering at Vanderbilt University. She said she met only one other African American female engineering student in her four years there, and that none of her professors were even female, let alone black.
“I didn’t have any role models,” said Bryant.
Still, she excelled. Bryant was only 25 when she became a manager at DuPont in Tennessee. She said her manager there—whom she otherwise adored—jokingly introduced her to the team as a “twofer,” because she was black and a woman.
The Black Girls Code curriculum teaches everything from web development to robotics to Artificial IntelligenceCourtesy of Black Girls Code.
“I’m positive those men had never worked for a black woman as their manager,” she said. “It was a learning experience. I spent most of my career in these types of positions. There were always these implicit and explicit biases that I had to deal with as I tried to establish authority as a black woman.”
Continue on to NBC News read the complete article.
It’s January and you’ve just returned to work after the Christmas break. It’s cold, bleak and the festive fun is over – and like many others, you begin to think about changing jobs.
The New Year is when employees are most likely to think about quitting and starting somewhere new, with almost one in five citing January as the most popular month to make a move, according to a survey by Glassdoor.
In fact, so many people think about moving jobs that the first Monday back at work in January has been dubbed “Massive Monday” in the world of recruitment – the day when record numbers of jobseekers apply for new positions.
So why is January so popular for job seekers – and how can you prepare yourself for applications beforehand?
The old cliché ‘‘New year, new job’ is still going strong,” says Graeme Jordan, a CV writer and interview coach. “I know from my business that I have seen an uptick in demand the past few years during the month of January. On one occasion I received a brand new enquiry on January 2nd, from someone very quick off the mark. It goes with the idea of a fresh start and ‘If not now, when?’”
In the New Year, employers may be feeling motivated and eager to attract skilled workers. With a clearer schedule at the start of the year, they may be less likely to be tied down with deadlines and projects, making them more responsive to job applications. Job seekers are also more likely to see a wave of new job roles opening up.
Many employers are also given a new budget at the start of every year which can give candidates a better chance at finding a new job and being hired. If salary is a key reason for moving jobs, you may have better luck finding a higher-paid job in January.
With all this in mind, December is a great time to polish up your CV and update your LinkedIn. Not only will you be ready to send applications to recruiters as soon as a position opens up, but it also allows you to assess your achievements, skills and career progress so far – and decide how you want to move forwards.
“Taking time in December to update your CV can be good, if you are in the mindset of reviewing how things have gone during the year, and everything is fresh in your mind prior to the significant break,” Jordan explains.
“There is something about the time of year that lends itself to a consideration of our purpose: I find Christmas break the most substantial of the year,” he adds. “Unlike the summer holidays, when you may be checking emails and are likely to be busy in the run-up and aftermath of your holiday, Christmas has a different feel. You wind down to it. Then everything stops. Fewer emails to check, because no-one else is at work either.”
And when you return to the office, work might not be as hectic as other times. This can help bring clarity of mind and give you more time to review what you want from your job.
“Whatever time of year you update your CV, there is no mystery to it,” Jordan explains. “Find out what your target audience – future employer – wants and give it to them. But give it to them credibly, and with examples. I call it the marketing approach to CV writing.”
Continue on to Yahoo news to read the complete article.
The holidays are great, but there’s one last bit of stress remaining—the annual review. While it’s a relatively strong job market, there are plenty of things that companies are concerned about. Corporate executives are worried about the ramifications of tariffs and trade wars with China, nonstop political bickering and the uncertainty surrounding the upcoming presidential elections.
There are concerns that the stock market is due for a sell-off or correction and a recession is long overdue. As an employee, you’re afraid of all of the new trends of nearshoring and offshoring jobs to lower-cost places, the cost-cutting of people with the nexus of being over 40 years of age and earning a nice income and the push for technology to take over the jobs of workers.
With these real fears in mind, you’re forced to face your boss at the end of the year to have the annual review and discuss dollars and cents.
There are many employees who are in the right job in the right sector and feel really good about this time of year. They know that they have killed it at work and exceeded all expectations. Their skills are highly sought after and it would be easy to find another job with a competitor for more money. These types of employees hold all of the best cards in their hands.
You believe that you have worked hard, did a great job and deserve a raise and bonus. It sounds simple in your head. When it’s time to actually sit across the desk from your boss, it’s not so easy. It’s an uncomfortable conversation filled with potential landmines.
Let’s start with what you should never do in your annual review. Oftentimes, employees believe that they must get a promotion, raise and large bonus for just showing up. Their attitude and demeanor are turn-offs to the manager.
Here’s what you shouldn’t say:
“If I don’t get the money I have asked for, I’m quitting!”
“Jane earns a base salary of $123,612. I’m so much better than Jane, so I should get a raise to $150,000.”
“I have bills, tuition payments and car payments!”
“I’ve been here for over 15 years!”
“I’ve Googled how much people with my job title earn, so you should pay me what Google says they earn too.”
“I’m the only one who really works around here!”
“I do your job for you!”
“I don’t care if the company is not doing well, It’s not my fault.”
“Well, if you don’t pay me more, I won’t work as hard.”
Here’s what you should do instead. You want to enter the manager’s office armed with indisputable data, facts and information that highlight everything you’ve accomplished over the last year. Explain what was expected of you and validate how you have met and exceeded those expectations. You need to cite your achievements, including how you have helped your boss succeed, and made sizable contributions to the company.
The key is to start working on the annual review at the beginning of the year. On a daily basis, ensure that your boss and other important decision makers recognize your Herculean efforts and accomplishments. Be careful, as you don’t want to come across too obvious about it. Otherwise, they’ll think you are just trying to curry favor and gaming the system.
Your pitch is based upon tangible results. You are not asking for any favors nor are you petulantly demanding something you don’t deserve. You are politely, but firmly, presenting your case in a calm and deliberate manner that sets forth all of the reasons and rationale as to why the company should want to pay you more money.
Try to sound confident, upbeat and enthusiastic. If you drone on with just data points, you will lose your audience. You want your boss to view you as a superstar performer who is excited to come into the office everyday and shine.
The goal is to have your manager recognize that you are a valuable and irreplaceable asset to her and the organization. She’ll understand that it’s necessary to offer you more money, a larger bonus and promotion. If she doesn’t, your manager knows that there is a risk that you’ll leave to join a competitor or lose your enthusiasm and not perform as well in the future.
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Staff Sgt. Joshua Mitchell is used to talking with various people about military careers and the benefits that are offered to those who choose to wear the uniform and serve their country as a Soldier. As a recruiter in the Malden, Massachusetts, area, he is constantly talking to strangers, even off-duty, according to his wife, Eunjee.
“The first year after I moved to America, I knew I needed a car,” Eunjee said. “We went to the car dealership, and he recruited the car dealer.”
The couple met in Korea while Staff Sgt. Mitchell was stationed there. They originally met online and met face-to-face for the first time on New Year’s Day. They married shortly after, and Eunjee Mitchell immigrated to the United States, where her husband became a recruiter. She often would hear the conversations he had about joining the military. After two years of listening to Staff Sgt. Mitchell, she decided enlisting was the right choice for her.
“He was interviewing other recruiters, and one was Korean like me. She told me how the Army helps her a lot to speak (better) English and get her involved in the community,” said Eunjee. “The conversation with her gave me the thought that I could try.”
She enlisted as a 92A – Automated Logistical Specialist in the Army Reserves.
“I knew hanging around with me she would be interested in the Army, but I didn’t think she would (join),” said Staff Sgt. Mitchell. “I definitely wrote her contract.”
After 10 weeks of South Carolina’s famously hot summer weather, Eunjee Mitchell walked across Fort Jackson’s Hilton Field with the rest of her company as they graduated Basic Combat Training. With three bachelor’s degrees, she graduated with the rank of specialist.
While she knew her husband would be attending her ceremony, Staff Sgt. Mitchell was able to arrive to the installation early and surprise his wife during the Family Day dress rehearsal.
“While I was waiting behind the trees, I was trying to stay calm. I was very emotional,” said Spc. Mitchell.
She instantly recognized her husband on the parade field and knew “my recruiter is here.”
“I saw him, and he was in uniform, so I recognized him because he’s so tall,” she said.
Standing at six-feet, five-inches, Staff Sgt. Mitchell is not easily missed. Since immigrating to a new country and culture, Spc. Mitchell has never been separated from her husband, until attending Basic Combat Training.
“I didn’t see her until she was walking out,” said Staff Sgt. Mitchell. “She’s a tough little lady. I’m crazy proud of her.”
The couple were allowed to speak for a short time before Spc. Mitchell had to return to her daily duties. The following day, they were reunited for Family Day, where they were able to spend an entire day together visiting various parts of the installation and get lunch together.
After the graduation ceremony, Spc. Mitchell traveled back to her home state with her husband. Once there, Spc. Mitchell will rejoin her Reserve unit and attend Advanced Individual Training in the coming months.
When asked what her future might look like now that BCT is complete, Spc. Mitchell said she is excited to begin her new career and possibly a family. She also explained how her experience on Fort Jackson has helped her to understand her husband and brings them closer as a couple.
“The first year we were married I didn’t understand the little things like why he didn’t want to take his boots off in the house,” said Spc. Mitchell. “I understand him more now.”