Having Power

Weight of having strength and power

There are many concepts of what power means as well as what it is. Simply put, power is the ability to be effective. We speak of having powerful engines and equipment. The lion is known as the King of the Jungle because of its prowess and powerfulness. Leaders are known for their insight, vision, and ability to influence others to do (or overcome) certain things that were considered difficult for the ordinary.

Power isn’t allocated to an elite and unique class. It is something that derives from a number of sources and reasons.

Actual Power

Although some believe that only men (especially White men) are power brokers, that isn’t necessarily the case. It is also a common belief that only able-bodied people are powerful and capable of being effective. Being powerful comes from a number of sources.

• There is education that comes from learning being a good student in school and earning god grades. Some think of being a good student as having read the textbook and then checking the correct boxes on the Scantron during the examination.

  Still others believe that merely reading a lot of books, as well as newspapers and magazines, is the source of being well educated. That’s a piece of the formula.

• Education also comes from experience. Experience comes from exposure to situations, using good practices that net good outcomes, and then repeating those practices until they become second nature (require little to no pre-thought because the positive response, that has been reinforced many times over without contradiction) becomes intuitive and natural. Few have sat at a keyboard after reading a book about typing (or not having done so) and been able to type 150 words per minute. It takes practice to become capable.
• Being resourceful also provides certain advantages to leverage what seemed to be a disadvantage into an actual boon to effectiveness – and power. But resourcefulness stems from being not only educated about the properties of things but also being creative enough to realize the alternative uses for the traditional tools and situations.
• Therefore, another source of power is creativity.
• As we consider creativity, it needs to be remembered that raw elements (talents) have certain amazing properties. Unharnessed, they can be overwhelming and sometimes alarming, thereby deterring use. A certain amount of refinement can make the single raw talent (asset) become useful in many ways and attract even more bounties and alliances that previously considered. Refined use of abilities is critical to being powerful.

False Power

• Some feel their effectiveness and power over others stems from shouting down those who question what is being done. Yes, shouting will definitely drown out other voices. It will also turn away those who could have been supporters had the additional information been supplied.
• Then there’s use of force, sometimes coercion, in order to have power to get things done or influence action by others. Force and coercion ultimately produce impotence (ineffectiveness) of those who allow it. It also garners resentment, distrust, and negative reaction, loss of loyalty, and ultimately rejection by loss of alliance.
• Charismatic flattery will gain admiration and attraction. Caution: false flattery, while it appeals to the ego, will soon be seen for what it is – merely words used to get something in exchange for little in return.
• Duplicity is another form of false power. Some synonyms are “con game”, lying, sham, deceit, double-dealing, and hidden agenda, to name a few.

False power is only short lived in terms of being effective. Once the methodology is discovered, the loss of power becomes rapid and widespread. False power takes a lot of work because the audience, and potential supporters, is in constant need of being rebuilt in order to replace the attrition numbers.

The other thing about false power is the most important to remember. It’s evidence of lack of legitimate power. It’s evidence of a dangerous weakness that’s being camouflaged through the use of the above tactics, in addition to others not mentioned here. Don’t get caught showing how weak you really are.

Have Power

In sum, power flows from not a single class of people or thing. When it comes to considering a powerful person, it’s advisable to look for certain characteristics.

• Education
• Experience
• Vision
• Efficiency
• Time Sensitiveness
• Resourcefulness
• Refinement
• Professionalism
• Moderation
• Humility

It’s the short list. It’s also a “must have” list. Be certain what you seek is real, legitimate power and be powerful in doing so.

You May Also Find Useful

• The Wish for Power and the Fear of Having It
• Powerful: Building a Culture of Freedom and Responsibility
• Ask Powerful Questions: Create Conversations That Matter

Back in the Day

Previous roles are changed as life cycles evolve.

Today is Gerry Crispin’s birthday. He’s over 55 which is one of the thresholds for deeming a person as old, or ready to retire, or antiquated, or no longer useful. In other words, a target for age discrimination, whether passive or overt. Yet those who are 40 and older, even as old as in their late 80s, are still active in the work marketplace via many forms of employment and engagement. There is still a need for their knowledge, skills, and talent. Those attributes, those assets, provide a great deal of value to whatever enterprise chooses to include them in their mixture of talent.

I used this day to post a (as usual) teasing birthday wish to Gerry that read: “Have people started asking you about what you did back in the day? I just know you have a great response for that.”

For those of you who are curious about how “back in the day” is defined, Longman Dictionary of Contemporary English says it means “a long time ago, when you were much younger.”

Actually (never short on words or responses), Gerry did have a great public response, while also laughing at himself. It was:

lol. When the dinosaurs roamed the earth, recruiting was different but, as a candidate, you could physically apply to more companies then on a given day (Saturday before noon) with envelopes, paper resumes and stamps than you can in an entire week online. We could do a test…if there were any newspaper classifieds left but there isn’t so you’ll just have to take my word for it.

He raises some good discussion points. Undaunted, I had a response to his observations.

In the days of classified ads, all people were paid a minimum, livable wage. Thus, they were able to afford the cost of paper, copies, envelopes, stamps, transportation costs. But then, mailboxes were on every other street corner or the postal worker picked up the outgoing letters while delivering the new.

In those days, also, there wasn’t as much research required (or at least invested in) finding a job.

Now, in this digital age, there is less volume in terms of sent resumes because there’s more need for research. The challenges of making online applications can be time consuming if the employer doesn’t have a good webmaster.

Additionally, people are so busy working two, and up to five, jobs (as well as gigs) that they simply don’t have the time to do as many applications as back in the ’60s.

Then there are the discouragement and disillusion factors.

Gen Xers and Millennials (and even some who are older) have no qualms about expressing their belief that gray hair is an indication of being old, retired, and no longer active in the workforce. They will politely inquire about what it was like “back in the day” while forgetting that there are many who have gray hair and hold very responsible positions in businesses, while sitting on boards of directors, practicing from the bench (Associate Justice Kennedy), and being very involved in their consulting and training professions.

These gray- and white-haired stoics are not out in the pasture. An elite number have managed to stay afloat in the relevant and needed arena and are proving their worth in gold. And there are those who have been worn down to the rim and taken out of the game, many times not by choice.

Applying for work “back in the day” was more reasonable in many ways. No longer is it possible to simply take the “Help Wanted” sign out of the window and hand it to the owner while saying, “I’d like to apply for the job,” and get considered (even hired) on the spot. Job search was supposed to get better because of technological advances and the reach of cyber presence which also reduced the cost associated with conducting a search and vying for the gold ring along with that younger group.

There’s a vast amount of value in these vintage competitors. The training and preparation during their early days of school was different, more sound. There wasn’t a mass flocking to garner a degree, or even an advanced degree. There was substance being taught and concepts demonstrated in classroom discussion. There was actual experience gained through internships and volunteer work that didn’t detract from earning a meaningful living wage. Wage earning and work experience happened through various channels. For most, that experience and education was recognized and rewarded. But that was back in the day.

References:

• From guns to gay rights, Justice Anthony Kennedy was the Supreme Court’s swing vote, Richard Wolf, USA TODAY (3:32 p.m. ET June 27, 2018 | Updated 10:24 p.m. ET June 27, 2018)
• The Age Discrimination in Employment Act of 1967
• Age Discrimination
• EEOC Head On Age Discrimination By Employers, Chris Farrell Contributor, Next Avenue (Aug 17, 2018, 01:00pm)
• Facebook will remove 5,000 ad targeting categories to prevent discrimination, Nick Statt, The Verge (Aug 21, 2018, 1:23pm EDT)
• Try These 7 Smart Strategies to Find a Job, Randy Lilleston, AARP (March 23, 2018)
• Avoid the Seven Mistakes Job Seekers in Their 50s Make, How to sell yourself in a digital work world, sharpen your interview skills and write a look-at-me résumé, James A. Martin, AARP

Resources:

• Unfinished Work: The Struggle to Build an Aging American Workforce
• HR Genius

Over 50 and Counting

Experience-based Qualification

One of the things I’m an advocate about is inclusive employment for those over 50. They bring to the table a wealth of experience and knowledge that can be crossed over to other matters. It’s because of the awareness.

These are people who, actuarially speaking, have a lot more and a lot longer to making the social and business milieu better and we should avail ourselves of those benefits rather than shove them into a space and make them vegetate. Practice keeps abilities sharp and honed. Think of tools that rust and deteriorate from lack of use and maintenance.

Mental and physical practice are also tools that deserve to be kept sharp. Like a well-seasoned cooking vessel, they get better with time and continued use. Here’s evidence of one such person – who also realized there was “another door” that could be opened.

Resources:

• 5 Factors That Affect Your Employee’s Productivity, National Business Research Institute
• Media Professional Turned Personal Trainer, AARP
• Businessman Turned Prison Tutor, AARP
• Retiree Lands Bike Tour Job on Venice Beach, AARP
• Retired Teacher Gets Girls Into STEM, AARP
• Another Door
• SCORE
• ADEA

Additional Resources:

• Older Workers: Enhanced Communication among Federal Agencies Could Improve Strategies for Hiring and Retaining Experienced Workers: GAO-09-206
• Prolonged Employment of Older Workers: Determinants of Managers’ Decisions Regarding Hiring, Retention and Training (NiDi Books)
• Read The Desk on Kindle

Evaluating Character

There are candidates who present themselves and proclaim that they have a passion about a particular cause that makes them uniquely qualified because of the insights that passion caused them to discover. For the most part, this is a very real facet of gaining knowledge and expertise. It supplements knowledge of the primary discipline that, in turn, creates the ability to forecast consequences of one act compared with another on future outcomes.

Sometimes the interview will aid in discovering the candidate’s growing interest in their passion and how it’s applicable to the work they seek. Some will be insightful and bring this interest into the conversation at some strategic time. Caution needs to be used if the added awareness and qualification for the position is couched on this passion and not direct experience.

Sometimes this “passion” is fleeting; it exists only for the sake of gaining a better position over the competition. One sign of a fleeting passion is the inability to have a detailed conversation about it as it relates to the position, the work, the overall direction of the company and its target. Or there may be detailed knowledge. The false passion is more like a moving target as discussion of it evolves in relation to the position – or anything else. Scrutiny comes into play to discern whether the knowledge is tantamount to merely parroting marketplace rhetoric. One with real passion will be able to offer unique insights; they have ideas that are more than the typical hyperbole.

We all have biases of one type or another. It’s important to be aware of them and to admit to them so that those biases can be put aside when making critical decisions, especially about hiring qualified talent. That’s why evaluating a candidate who professes a special interest that makes them more qualified than others needs special care.

Melania Trump’s passion about children, especially abused children, became a matter for closer scrutiny and an example of necessary care when evaluating a candidate. Because of her association with an unpopular, high-profile figure (not to mention some very public gaffes), she does not have the usual adoring audience. In fact, her background shows behavior that’s been quite the opposite of the reaction that is usually expected of someone in her position.

We look at the woman who is noted as having a favorable university education. A rare quality is that she speaks seven foreign languages. She is noted as having a strong interest in art, architecture, and design. On paper, it’s expected that she would be the one making decisions about her destiny and being very outspoken in that area. Yet, the public gaffes that follow and haunt her show she has poor discretion and depends on others to do her speech writing.

She has declared FLOTUS causes that are vogue since the late days of the campaign only to abandon one for something else that seems to be taking public attention by storm and then abandoning that cause as well. Does this FLOTUS have a cause, a passion?

There is a consistency in her behavior. Using recent audio clips of statements she’s made, we find she is noted for her defense of her controversial husband with the averment, “while her husband is fair and treats everyone equally, he will ‘punch back ten times harder’ if he is attacked.” Perhaps that defense was pulled from a statement her husband made a year earlier.

Those who speculated about her refusal to move into the White House in January. She made a campaign declaration that she wears the color of the place where she lives. Many thought that meant she eagerly looked forward living in the White House. After hearing one fabricated-sounding excuse after another for keeping her distance from her husband’s new domicile for five months, speculation rose that she may be suffering from abuse and wanted to keep the distance for whatever reason could be manufactured.

In May, the President and his wife took their first official trip outside of the United States. In the initial days of the trip, the relationship showed strain. It wasn’t until the flight that brought the couple home to the White House that the tension dissipated. Uncharacteristic of previous behavior, she seemed animated and happy, even in the presence of her husband. That was also the day when Melania’s interest in fostering her FLOTUS cause was announced, care for children of abuse.

Attention to children of abuse seems like a legitimate cause. The speculation about the atmosphere in the First Family home points to the possibility that this is the cause that will endure. However, the reasoning for her absence from the home evaporated when it was reported that she had Secret Service escort her son to and from school while she stayed in the Trump Tower penthouse alone. Yet she seemed to blossom when in the company of abused children in foreign countries.

The legitimacy of her cause to support abuse victims also wears thin when we hear that campaign support of her husband repeated in speeches after the inauguration and as more damaging headlines emerge about the leadership abilities of her husband. “. . . he will ‘punch back ten times harder’ if he is attacked.” Has Melania developed Stockholm Syndrome and it’s being evidenced by way of this repeated statement in his defense?

This candidate is stellar on paper. But once the background investigation begins, the visage falls apart. Perhaps the abused children cause is yet another cause du jour.

Resources:

• What Are Employers Looking For? Skills and Qualifications
• Resume Interests Examples: Resume Hobbies and Interests Examples and Tips
• Melania Trump: Donald will punch back ten times harder – video, Reuters (April 5, 2016)
• Melania Trump stands by her man saying: If Donald is attacked, he will hit back 10 times harder!, IWB (April 5, 2016)
• Trump Warns GOPers: ‘Anybody Who Hits Me, We’re Gonna Hit 10 Times Harder’, Fox News Insider (November 3, 2015)
• Melania Trump refuses to change one thing about her style now that she’s in the White House, Hannah Kramer, AOL.com (Jan 26th 2017)
• Melania Trump’s Miserable As First Lady:Refuses To Move Into White House, Samantha Wilson, Hollywood Lit (February 15, 2017)
• Melania and Barron Trump Allegedly Won’t Live In the White House, Sammy Nickalls, Esquire.com (Nov 20, 2016)
• Melania Refuses to Move to White House Until 1 Thing Is Done, Libs Outraged, Mad World News (November 21, 2016)
• Melania Trump Refuses To Move Into White House? No Signs She’ll Leave Trump Tower,
  Sophie Radvan, Hollywood Lit (April 23, 2017)

• Trump Announces Cause Melania Will Be Championing As First Lady, Randy DeSoto, Western Journalism (February 16, 2017)
• Melania Trump pledges to combat cyber-bullying as first lady, Eliza Collins, USA TODAY (Nov. 3, 2016)
• What’s up with Melania Trump’s cyber bullying campaign? It’s’a work in progress’, Maria Puente, USA TODAY (May 10, 2017)
• Michelle Ruined School Lunches. Now, Melania is Calling For The End Of… [VIDEO], Terresa Monroe-Hamilton, Right Wing News (31 Mar, 2017)
• Melania Trump Nailed Her First Foreign Trip as First Lady, Kate Andersen Brower, Cosmopolitan Magazine (May 30, 2017)

Sponsored Links:

• The Right Talent: The Agility-Focused Interviewing Approach(TM) to Hiring the Right Candidate Every Time
• Hiring The Right Candidate: Forms, FAQs And Resources For Every Employer
• Great Resumes If You Are Over 50

Post-Election Stress

There are some who are still going through the decompression phase of post-election stress. There are still some experiencing anger, anxiety, depression.

Under Pressure

According to an interview with Washington-based psychologist Alison Howard, which appeared in Psychology Today, “. . . “I’ve never seen anything like this before,” said Howard, who stressed that such feelings were natural and not a mental health pathology. (Emphasis supplied)

There are other accounts of how this election has taken a toll on the population. “Stephen Strosny, a psychologist in a Washington suburb who voted for Clinton, said he started noticing a spike in election-related stress in April, when he coined the term Election Stress Disorder, whose symptoms include anxiety, trouble concentrating and nervousness with resentment.”

Although the article recommends being mindful of self in order to overcome the stresses being experienced at this time, there is something more that I would recommend.

• Find a positive aspect of things that happen.
• Develop an attitude of Life as filled with teachable moments.
• See your life as a continuing path.
• See your role and your activities as purposeful and meaningful.
• Endeavor to fulfill some aspect (or become prepared to do so) of those activities each hour of each day.
• Be open to candid and respectful conversations with others about how your endeavors can be a cohesive effort toward improvement – for living together, working together, bein part of the same community.
• Identify the things in your life that have mutualities with others of opposite positions.
• Build on the differences of perspectives and how each can be applied to something that is of mutual benefit.

No matter what you do, it isn’t necessary to carry around a mental self image like the one above. Make certain your endeavors are lawful and leading toward a positive outcome.

Sponsored Links:

• Managing Stress In The Workplace: How To Get Rid Of Stress At Work And Live A Longer Life (Stress Management Techniques)
• Managing Traumatic Stress Through Art: Drawing from the Center
• Growing Beyond Survival: A Self-Help Toolkit for Managing Traumatic Stress, Second Edition

Troubled Landscape: Generations

So much of the time the typical comments heard about the new work force is in relation to generations that are post Baby Boom. There are comparisons. There are complaints. There are acknowledgements of positive attributes. There are concerns about the pressures they are already beginning to endure and sympathy for their conditions. There is awareness that they are deferring many of the usual inroads into adult life.

The majority of the complaints are with regard to whether the younger workforce is actually qualified to manage the needed tasks in a responsible way. Indeed, there are many instances wherein the complaints are justified. Quality of service and quality of workmanship is missing. The customer winds up needing to explain the concepts to the one doing the serving when the situation should be the reverse.

But the stream of soft, dewy faces continues to bombard the large and small silver screens. The older faces that either bear white hair or none at all become more faint and then drop out of view. Finally, a storyteller (read scriptwriter) allows us to be part of the scene being painted and we begin to see the cycle of life happening whereas we thought we were standing in a timeless environment. We are aging; it is time for the younger, newer to prepare to over the positions we once occupied. Our roles need to change.

At one time, we considered the younger generation as self absorbed and like a petulant child that demands what has yet to be earned. In a more reflective moment, we realize the Millennials are mimicking what we ourselves did some 40 to 50 years ago. We considered ourselves quite sophisticated and adult. We knew everything and were exquisite. We deserved not only what we had but had earned (and were entitled to) even more. Not only that, today’s Millennials and every generation before them feels their compensation should be much higher so that there is the ability to put their foot out of the nest in order to create their own.

And there’s the difficulty. The compensation seems misaligned in many instances. Not only that. There seems to be too little money available to be paid to the growing numbers of those who would like to be employed. Compounding that situation is the fact that inflation continues while the dollar’s buying power continues to shrink. That phenomenon is not merely because of inflation. It is also impacted by the fact that we now live in a global economy. It is simply good business to manufacture as cheaply as possible in order to sell at the highest possible markup and reap the best profit for the efforts to get to market with quality product or service.

And then there’s the issue of quality service – and training. In the rush to fill the orders and seats that are needed to create delivery, there’s something that’s being overlooked or given short shrift. It’s a precious asset. Few appreciate just how valuable it is. It’s called training. It’s sibling is mentoring. Good training will bring about quality service. Good training (and quality practice) will bring about quality product. And good mentoring will provide the insights not available in the textbook. That mentoring will also be the barometer of when the next plateau of development needs to be approached.

Previous roles are changed as life cycles evolve.

The difficulty with this easy-to-read picture is that the workforce is now a collage of generations. Some are just commencing Life. Others are in reboot mode because their previous industry collapsed or because they were downsized and cut out in order to cut costs. Difficult as it may be, there are many who are willing to subsume their ego and thoughts about their previous status in order to be included in the numbers who are employed and actually earning a living rather than being supported by government stipends or the kindnesses of strangers and family. Everyone is going through the spin cycle in order to come out still fresh and sparkly and equipped to produce because of the quality of knowledge, skill, education, experiences, and eagerness to be all they can be – and to help the business get there.

Today’s world of work is a difficult landscape.

References:

• Labor Force Statistics from the Current Population Survey
• Overview of BLS Statistics on Inflation and Prices
• Labor Force Statistics from the Current Population Survey – by Demographics
• Beyond the Numbers
• Troubled Landscape: Title VII
• Troubled Landscape: Ethics

Sponsored Links:

• Can You Afford to Ignore Me?: How to Manage Gender and Cultural Differences at Work
• 21st-Century Apprenticeship: Best Practices for Building a World-Class Workforce

Gender Pay Gap Effects on Ethnicities

In 2014, a American Association of University Women (AAUW) study found there was a 78% difference between compensation for men compared to women. The study also looked at pay differences by ethnicity based on gender. The numbers were historic, meaning the rates of difference are essentially the same over the past 10 to 15 years of measuring such data.

Also in 2014, AAUW announced its acquisition of $tart $mart and Work $mart, “workshops empower college and professional women to negotiate better salaries and benefits,” Work $mart being the program for women already in the workforce.

In April 2014, AAUW looked at the wage gap as a function of race and gender compared with white men as well as a function of within women’s ethnicity. The broader spectrum was more disheartening by showing a deeper cut in earning power.

Not isolated to women, pay disparity impacts Black men to the same degree

An article in the June 2014 Harvard Business Review agreed with the findings of AAUW. According to an item at InfoPlease.com, it isn’t expected that women will reach wage parity with men until 2059. A Washington Post article from March 8, 2016 paints a more dismal picture by saying a study projects it will be 177 years before equity is reached.

You would think that with all this talk about lack of pay equity between men and women that there would be little disparity along ethnic lines for men. Not true. On June 1, 2016, a new study was released that found Black men are paid 73 cents to every dollar earned by White male counterparts. Even in 2011, the Economic Policy Institute (EPI) found the disparity was 71%. So it can be said that there’s been some improvement. The 2011 article analyzes why there is a difference. A June 2015 Pacific Standard article looks at the pay disparity of Black men to White and points out several factors contributing to its existence. It also asserts that even though there may be some progress toward closing the gap for men, it may not be a result of gaining positive inroads as much as it represents losing ground.

On a positive note, being a Black gay male means a better chance of earning more than even a White straight man (study published in April 2015).

CBS Money Watch looked at the 12 professions where disparity is the worst and did a slide show of them in a story from March 2016.

Additional Resources:

• Racial Inequality in the United States
• USUAL WEEKLY EARNINGS OF WAGE AND SALARY WORKERS FIRST QUARTER 2016
• “The Roots of the Widening Racial Wealth Gap: Explaining the Black-White Economic Divide“
• “Wealth Gaps Rise to Record Highs Between Whites, Blacks, Hispanics: Twenty-to-One“
• Affluence in the United States

Sponsored Links:

• Terms of Compensation: A Recruiter’s Advice on Negotiating the Salary You Want and Deserve
• Barracks To Boardrooms: Negotiating Your Salary After Serving In The Military
• Perfect Phrases for Negotiating Salary and Job Offers: Hundreds of Ready-to-Use Phrases to Help You Get the Best Possible Salary, Perks or Promotion (Perfect Phrases Series)

EEOC Announces Expansion of “Disabled”

Today I’m working on clearing some content off of my desk so that I can return to better productivity. Today I’m going to share with you a bit of the processes (but not all of them!) I go through to come up with some of the answers that are shared with my readers.

This particular topic isn’t quite as old as the research from the Meet the Press April 27 assertions about Asian women being the lowest paid of the minorities. And it doesn’t quite match the things I found about how recruiters review profiles on LinkedIn. Oh, there are quite a few things that have been crushing The Desk. But the matter of the expansion of the definition of “disabled” needs to be better organized and in a folder of its own.

It was late February or early March when I read an email that brought awareness of the fact that the EEOC had expanded the definition of “disabled” so that it now includes non-visible disabilities. The case related to Williams v. Toyota Motor Mfg. where a production line worker developed carpel tunnel syndrome and was not provided with sufficient accommodations for her disability. You’d think a simple thing like muscle strain would not give rise to such a momentous change in the law. But another phenomenon that was happening was people with diabetes or having been diagnosed with breast cancer were also suing their employers for disabling conditions that kicked them out of the employment arena.

A shopping cart or accessibility device?

I took this change in law to the Accessibility Advisory Committee’s March (or was it April) meeting because the Committee focuses on accessibility issues for seniors and the disabled. They needed to know about this change in definition. Also significant to the group’s awareness was the fact that I was the one who brought to their attention the matter of non-visible disabilities at the August 2013 meeting. The Committee, therefore, in its efforts to effectively serve its constituents was leading other organizations with regard to the matter. And the Committee could be said to be on the cutting edge of disability awareness and accommodation regulations and ways to address how they provide accommodations.

Unfortunately, that Public Comment was omitted from the meeting minutes in spite of the fact that several who were present asked for the information to be repeated while they feverishly copied the name of the case into their notes. It was necessary to find that email message again or at least the additional Web content that backed it up so that the accuracy of the shared information could be assured. And that’s when The Desk started growing its slush pile.

• Workforce had a great analysis of the change in The Expanded Definition of Disability
• Allston Bird also provided a great analysis of the new definition in their 2009 Labor and Employment Law Advisory, EEOC Expands ADA’s Definition of “Disability” , but that was 2009, not 2014.
• My frustration started growing (as well as my other research and publishing obligations). After having an unsuccessful search for key terms in that revelatory email, I went to Yahoo! search with the string “eeoc expands definition of disability“. I found the Allston Bird and the Workforce articles but nothing that referred me back to that original email.
• So the Yahoo! search string was reformulated to read “ADA definition of disability” but the dates were too stale.

My efforts to commute on public transportation were meeting with increasing denials. My efforts to effect change and improvement through membership on the Committee were being met with increasing resistance and suspicion. I was finding I was spinning my wheels while being cut out of conversations and opportunities to provide input on driver training modifications. Worse yet, it began to appear that the presentation I’d done regarding non-visible disabilities was going to become (or had already become) yet another instance of watching my work be credited to someone else’s efforts while I sat on the sidelines with a reputation as a troublemaker but no attribution to the originator of the content. That isn’t what consulting is about.

• Out of frustration, I took a new step by bringing my concerns to the Metro Board. But first, I wanted in my hand an official definition of a non-visible disability. I found What is an Invisible Disability?
• It’s one thing to go before a body with a lot of platitudes and shrieks about “do something”. But a governing body has little room for action when it has few facts on which to operate. If I were on that body, I would want to know the size of the population that’s being affected. In answer to that, I researched on the string “how many suffer from non-visible disabilities“

It isn’t clear whether Metro will make modifications to their operator training so that the drivers are much more sensitive to the fact that there is a class of commuter that is disabled but the evidence of their limitations is not obvious. They should not be accused of being shiftless homeless people. They should not be denied transportation. They should not be forced to over-exert themselves when simple deployment of a ramp (that is supposed to make boarding easier) could be done. They need to be cognizant that the person may have just exited their doctor’s office and are operating on instructions to limit certain activities. They may be suffering from an ailment that causes impairment to their balance.

Pass-ups happen to more than individuals using wheelchairs. Sometimes they happen because the person wasn’t paying attention; the bus approached and they didn’t collect their self fast enough so that the operator could stay on schedule. Those with sleep apnea may doze off without any fault on their part. Or just the fatigue of having to ride the bus all day to accomplish a paltry number of things (one or two) has worn the individual into an ennui. Unfortunately, the Chair of the Committee doesn’t seem to appreciate these conditions.

Furthermore, commuters should be treated with respect. Insulting words and insinuations are simply not appropriate and will cause your customer base to be motivated to find an alternative.

There you see some of it. These are just part of the process of collecting the information that falls on The Desk that needs to be reported to you, especially as today’s content relates to the volumes about the expansion of “disability” as it relates to non-visible disabilities.

Sponsored Link:

Sociopolitical Aspects of Disabilities: The Social Perspectives and Political History of Disabilities and Rehabilitation in the United States

 

Seniors Employer Finder

One feature of many job boards is to help a candidate search for the right types of jobs and to help them focus on jobs available in their area. Not many of them offer a specialty feature such as employers who are actively seeking those over 50. For that matter, not any of the ones I’ve seen offer special features or highlight opportunities for those with disabilities. But I digress.

I have found what appears to be a great job board and search engine that targets the over 50 demographic. It came in the form of an AARP email that talked about finding a job with better benefits. Then the web page talked about job search for those over 50 and best employers for that age range. And then the Nirvana Moment. It provided a link to the Best Employers Job Search Tool. There’s also a list compiled by AARP in association with Society of Human Resource Management (SHRM) called the Best Employers for Workers Over 50 awards program. Since I found this resource in the Summer of last year, what I can do is send you to the 2013 Best Employers list.

It is “a biennial program that was started in 2001 and recognizes employers with exemplary practices for recruiting and retaining mature workers.” The award winner was How each employer was selected is worth a read. After learning that they submitted an application to be included in the list, the question that comes to mind is how many knew about this opportunity. And the next thing to ponder is (given that the usual response rate to surveys and calls to action is about 10%) how many actually participated in being considered. And yet another thing to think about is whether the list of candidates is growing in its existence and the extent or rate of the growth.

Some of the criteria for selection looks at whether the employer has “set outstanding examples through programs that help them retain, retrain, engage and recruit the older workers who will be increasingly crucial to their success and the success of the U.S. economy over the coming decade.” It’s so glad to know that seniors are valued for the long run. Another intersting criteria for making the list is innovative ways of attracting and retaining senior workers.

This is not some local yokel award. The search has expanded to include international companies. And they get into considering the more creative ways of not only attracting but also retaining these valued, seasoned workers. Many have the tendency to consider older workers not as viable for positions as the younger generations. It has been found that assumption is a myth that definitely needs to be dispelled.

It’s entirely possible to simply build a page of links. It’s much wiser to provide you with some of the more meaningful ones on this topic and allow you to explore in order to come up with some of your own ideas about how to show your appreciation of and keep your older workers.

Resources:

• Job Search Considerations
• WHAT’S NEW: 2013 Best Employers for Workers Over 50 Announced
• Best Employers for Workers Over 50 Winners
• The 2013 Judges
• Application FAQs
• Past Winners and Selection Criteria in 2007
• Employer Resource Center
• Great Employers Depend on Great HR Teams
• Staying Ahead Of the Curve 2013
• Job Hunting 101

Sponsored Link:

The 2020 Workplace: How Innovative Companies Attract, Develop, and Keep Tomorrow’s Employees Today

 

Qualified and Disabled

QUESTION:

After making formal application for an advertised opportunity, I was invited to interview. When the interviewer saw that I am blind and use a wheelchair, she exclaimed that she could not see how I would be of benefit to that company [in light of my disabilities].

I got the job but I would like to know what to do the next time I interview and face a similar negative attitude.

ANSWER:

I’m glad that this sounds as though the outcome was positive. It shows that you demonstrated some excellent skills and ability to do the job. Congratulations. It also sounds as though you did a very good job of creating a sense of credibility for yourself through doing well during the interview. Possibly, you said empowering things that you did not even realize you were saying.

In answering your question, let me start then by discussing the most essential presentation during an interview.

• your skills and qualifications for the opportunity
• quantifiable evidence of how you are qualified
• how those skills and qualifications will help the business function as well or better with you in the position.

You already pointed out that you were early for the appointment. That is good. It shows that you appreciate timeliness and that worked in your favor. No doubt, you took with you two extra copies of your resume so that they were ready in case your interviewer did not have it on top of her desk and you had one for yourself to pull out and discuss with them. You demonstrated being well prepared and skill in foreseeing and making contingency plans for unforseen circumstances. You showed diplomacy and tact.

The focus should not be on your shortcomings nor your disability (please note that those are two different things) but on you, how and why you are qualified. Discuss your direct, on-the-job experience that relates to the new opportunity. Discuss how well you performed in your last situation and how your input was beneficial to the customer and the company. If there were things or situations that were done better because of your involvement, talk about them.

Your speech should be cordial, business-like and professional. It should be at a good volume – not loud nor apologetic. Make certain your voice does not sound whiney – don’t be a martyr nor a cry baby. You are a strong, intelligent professional person. Show that in your deportment and presentation.

Finally (for this writing), openly discuss your disabilities. However, do not apologize for them. Discuss how adaptive you are to many situations and in short order so that you have several approaches to situations. These are not disabilities; they are opportunities for new ways of doing things. They are abilities that others do not have. Sometimes being in a chair makes you better suited for doing certain things better or more easily than others. Having low vision or no vision affords you with still other advantages. Point them out.

And having a disability is not the same as not being able. It is merely a different way of handling life and business situations. Two of your fellow South Africans have discussed coming into meaningful contributions to business and society by realizing how those “disabilities” proved to be assets and empowerment. Likewise, they point out how that South Africa’s (as well as India’s) relatively recent affirmative action legislation has created new legal bases for opening doors.

Although it positively states that those with disabilities are entitled to vie for opportunities, there is still a long way to go as far as making that new legislation meaningful for there is still the critical element of educating employers about the opportunities that are available to them through using all of the diverse population – diverse in age, sex, race and abilities. Likewise, there is still the matter of educating employers about the fact that employing those with “disabilities” is not a costly proposition and does not mean extraordinary expense to include that segment of candidates in the considered roster of candidates and personnel.

You did well and it appears you did so without realizing you did so. Focus on how you will be an asset to the company and will save money, enhance the business opportunities, have abilities that your co-workers may not have because of the issues that others see as shortcomings. Affirmatively show how you are qualified and “disabled.”

About the Author:

Yvonne LaRose was a Disabilities Accommodation Provider in the Bay Area of California from 1993 to 1997 as well as one of the founding members of Bay Area Disabilities Coalition (BADC). In addition, she was a news reader for Broadcast Services for the Blind (BSB) (a private band radio station based in the Rose Resnick Lighthouse for the Blind that reaches 13,000 listeners in 13 counties) from 1993 to 1997. From BSB, she produced and hosted her bi-weekly radio features and newscast, “Legally Speaking” from 1994 to 1996.

Originally published December 25, 2001

Additional Resources:

• Beating the Drum – An article worth reading for those who feel they are disabled and powerless.
• Employment Equity in South Africa: An Appeal to Employers – A candid awareness discussion from one who knows.
• Disability World – an online, biweekly ezine worth consideration for employers and candidates to increase their knowledge, awareness and sensitivity to empowerment and employment issues.
• Green Paper: Policy Proposals for a New Employment and Occupational Equity Statute (1996)
• Moving legislation into action: the examples of India & South Africa
• Disabled People of South Africa
• Employment Equity Bill of the Republic of South Africa
• The Disability Rights Movement: its development in South Africa