According to a Pew Research Center analysis of government data, women have overtaken men and now account for more than half (50.7%) of the college-educated labor force in the United States. The change occurred in the fourth quarter of 2019 and remains the case today, even though the COVID-19 pandemic resulted in a sharp recession and an overall decline in the size of the nation’s labor force.
Today, more women ages 25 and older with a bachelor’s degree or more education in the labor force than before the pandemic: 31.3 million in the second quarter of 2022, compared with 29.1 million in the same quarter of 2019. The number of college-educated men ages 25 and older in the labor force is also greater than before the pandemic – 30.5 million, up from 29.1 million – though their ranks have not increased as quickly as women.
The pandemic disproportionately impacted labor market activity for adults without a bachelor’s degree, especially among women. The number of women with some college or less education in the labor force has declined by 4.6% since the second quarter of 2019, compared with a smaller change among men with some college or less education (-1.3%).
Read the complete article BY RICHARD FRY: https://www.pewresearch.org/fact-tank/2022/09/26/women-now-outnumber-men-in-the-u-s-college-educated-labor-force/
Textio analysis of performance feedback received by more than 25,000 people reveals that no single term in the entire data set is more representative of ongoing workplace bias than this “compliment.”
I published the first broadly available insights about bias in workplace performance feedback in August 2014. I was shocked at the avalanche that the article set off (Fast Company reported on it, too). Within 48 hours of publishing, I received over 1,500 messages. I heard from people of all demographic backgrounds who were grateful, skeptical, and angry. Many shared that reading the article made them feel seen and validated. “I knew I wasn’t crazy!” is the most common thing they said.
Since then, many researchers have published similar results. Eight years later, spurred on partially by the Black Lives Matter and #MeToo movements, businesses are much more focused on prioritizing diversity, equity, inclusion, and belonging (DEIB). There is broad recognition that diverse teams deliver better results and do better serving a diverse market and that equity is a critical goal unto itself. There is often even a budget to match.
But is it translating into results? A couple of months ago, our team at Textio dove back into the data. We looked at the performance feedback received by more than 25,000 people at over 250 different organizations. The upshot? Despite all this investment, very little has changed.
But perhaps no single term in the entire performance feedback data set is more representative of ongoing workplace bias than the word ambitious.
- 63% of men report being described as ambitious, compared to just 17% of women
- 58% of people under 40 see ambitious in their written feedback, compared to only 23% of those over 40
- While 39% of white people and 57% of Asian people are described this way, a meager 14% of Latinx and 8% of Black people are
Read the complete Fast Company article BY KIERAN SNYDER: https://www.fastcompany.com/90791371/the-one-word-that-shows-performance-reviews-are-still-terribly-biased
It doesn’t really matter what type of role you’re looking for. Successful job applicants generally have these personality traits.
If you want to land that job, no matter your industry or career stage, you’ll need to convey certain standout qualities.
“If you read the job ads,” Forbes columnist Liz Ryan writes, “you’d think that employers are strictly looking for people with very specific types of experience.” But “once you get to a job interview, the whole picture changes. Employers are looking for qualities in their new hires that are never listed in the job ad.”
What are these standout qualities? And how can you express them with your language and the stories you tell? Here’s what you should consider:
Read the complete Fast Company article BY JUDITH HUMPHREY: https://www.fastcompany.com/90789365/6-qualities-that-will-get-you-hired-no-matter-the-job
Rather than playing the numbers game when applying to positions, you need to adjust your strategy.
Few people look forward to a job search. A 2021 study of 715 U.S. adults by Pew Research Center found that half of unemployed, furloughed, or laid-off Americans were pessimistic about future employment. One-third said they felt more stressed than usual, and 56% said they experienced more emotional or mental health issues while unemployed.
The job search has only taken on added stress, with record inflation driving more and more Americans to seek higher-paying jobs, plus recent news of hiring freezes and layoffs affecting multiple sectors.
As a career coach who has worked with clients who have gone on to work at companies like Amazon, Blue Origin, and IBM, I have seen these trends play out in real time over these past few months.
If there is one thing I hope to leave you with, it’s this: A directionless job search where you simply play the numbers game sets you up for rejection and self-sabotage. My job search checkpoint methodology has helped countless clients of mine get hired at top companies without applying to hundreds of jobs. Here’s how it works.
Read the complete Fast Company article BY SARAH DOODY: https://www.fastcompany.com/90786453/not-getting-interviews-troubleshoot-your-job-search-with-these-3-checkpoints
If you’re feeling stressed about your job search, email Alex@alexfunkhouser
Highlighting what you can do (instead of just what you have done) can go a long way, says this résumé expert.
If you’re using the traditional résumé format, you’re putting the emphasis on the roles you’ve held, with a chronological list of your jobs and the results you delivered. While experience is an important consideration, today’s hiring managers need candidates who possess certain skills. By emphasizing what you “can do” instead of what you “have done,” you can help your résumé to stand out from the others, says Bailey Showalter, vice president of talent solutions at Credly, a platform that verifies credentials.
“Research shows that there’s not necessarily a correlation between a role that you’ve held in the past and your future performance in a different role, aside from the skills that you have,” says Showalter. “For hiring managers, the more important question is, Can you do the functions associated with the job you’re looking to move into?”
FLIP THE RÉSUMÉ UPSIDE DOWN
On a traditional résumé, most job seekers include a bulleted list of their skills at the bottom. Usually, the section is a short and sweet compilation of the technology they’ve used. For example, it may say “Proficient in Microsoft Office,” or “Experienced in customer relationship management tools.” To shift the focus from “have done” to “can do,” Showalter recommends bringing this box to the top of your résumé.
Read the complete Fast Company article BY STEPHANIE VOZZA: https://www.fastcompany.com/90783244/this-simple-reframe-can-help-your-resume-stand-out
Employees are likely thinking of their advancement opportunities and flexible work options amid shifting economic winds.
When Tesla CEO Elon Musk ordered his employees back to the office (with a big “or else” at the end) this spring, the news went viral. It also signaled the beginning of a power shift that’s being felt across industries.
As more companies look to tighten their belts with the economic downturn, business leaders are looking at cost reductions and reevaluating pandemic-era perks and policies.
Like it or not, everyone’s going to have to adjust. The workplace we’ve grown accustomed to is transforming, with power dynamics shifting back into management’s court. Millennial and Gen Z employees facing their first economic slump are watching with trepidation—just 28% expect the economy to improve in the next year, with many admitting they only know of bad things happening during a recession. Overall, 80% of employees say they fear for their job security should a recession occur.
The truth is difficult to hear, but important to acknowledge. Too many companies forgo workforce planning until it’s too late, but there are three looming HR challenges employers can anticipate and plan for to emerge from the downturn with a stronger team.
Read the complete Fast Company article BY RYAN WONG: https://www.fastcompany.com/90780687/a-recession-may-trigger-these-3-conflicts-at-work