Friday, September 20, 2013

Phillips 66: Providing Jobs; Helping Communities

Phillips 66 teamed with the Center for America to become the lead corporate sponsor of American Jobs for America's Heroes, a nonprofit group that helps National Guard members find jobs.

Read full story:

Phillips 66 is the top U.S. company for corporate social responsibility, according to a just-released survey by Universum. The research firm surveyed 20,812 U.S. college business students and the majority said Houston-based Phillips 66 -- which lends its 76, Conoco and eponymous brand names to thousands of convenience stores and gas stations -- is the best corporate citizen in America.

Phillips 66 also places a special emphasis on caring for the environment and sustainability within the regions where its brands are located. See full story

The leader of Bartlesville’s largest employer praised the city and state of Oklahoma recently for its “rich heritage” and as a source of employee talent it provides to the company.

Since the spin-off from ConocoPhillips, Houston-based Phillips 66 is Bartlesville’s largest employer with local workers based at its downtown campus and research center on the city’s west side.

Diageo: In Working Mother's 100 Best Companies List

Diageo has been recognized again this year for its commitment to working women. Highlighting the top companies with progressive workplace programs, today Working Mother magazine named Diageo North America as one of the 2013 Working Mother 100 Best Companies. Diageo is recognized as a committed advocate of family-friendly workplaces with progressive programs including flexible work arrangements, paid family leave, backup childcare and health and wellness programs.

Thursday, September 12, 2013

Barclays September 13 Rights Issue at 5.8 billion pound ($9 billion)

British bank Barclays said on Wednesday it will launch its 5.8 billion pound ($9 billion) rights issue, the biggest by a British bank since 2009, on Sept. 13.

The bank said on Wednesday the entitlement to take part in the issue will be the close of business on September 13. The bank will publish a prospectus for the share issue after that time.

The bank is raising the money after Britain's financial regulator said it needed an extra 12.8 billion pounds to cushion it against potential market shocks.

See in full: http://uk.reuters.com/article/2013/09/04/uk-barclays-rights-issue-idUKBRE98309720130904

The rights issue, the biggest by a British bank since 2009, could run into competition from the sale of Britain’s shares in Lloyds Banking Group. The government could sell £4-6 billion of its Lloyds stake in the next few weeks before national political party conferences in late September, industry sources have said.

Job Opportunities for Native Americans and Areas They Excel In

Indian and Native American (INA) Workforce Investment Act (WIA) Section 166 grantees and the Department of Labor share a vision of providing quality employment and training services to Native American communities that not only meet regulatory requirements, but also are administered in ways that are consistent with the traditional cultural values and beliefs of the people they are designed to serve. - See http://www.doleta.gov/DINAP/

In relation to this, The Employment and Training Administration has published Training and Employment Guidance Letter (TEGL) 5-13.

This TEGL advises WIA Section 166 Indian and Native American (INA) grantees of a pilot study on credentials received by participants of the Native American Employment and Training program and to provide guidance on how to define a credential. Read more: http://www.doleta.gov/usworkforce/whatsnew/eta_default.cfm?id=6011

At the same time, the government offers many resources for Native Americans in relation to the different aspects of their lives, including education, training and employment. – see in full:

Office of Workforce Investment - Functions of the Division of Adult Services

http://www.doleta.gov/etainfo/Wrksys/WIAdultServices.cfm

http://www.whitehouse.gov/nativeamericans/resources

A study has been made and it shows that Native Americans seem to excel in the field of social work, as reported in the article: Indigenous People and the Social Work Profession: Defining Culturally Competent Services by Hilary N. Weaver – Read more at:

http://www.socialworkers.org/diversity/ethnic/weaver.pdf

A striking impression about Native Americans (males) is that they seem to excel in construction.

Read the following: Skywalkers: It was fearless Mohawks who worked up on high steel

http://www.courierpress.com/news/2010/jul/13/skywalkers/

See also: Why do so many Native Americans work on skyscrapers? http://www.straightdope.com/columns/read/659/why-do-so-many-native-americans-work-on-skyscrapers

Mature Workers: Hope Amidst their Harsh Realities

Acoording to an article by Philip L. Rones, “The Labor Market Problems of Older Workers,” older workers do not have especially high unemployment rates, but when they become unemployed, they are less likely to find a job, and more likely to leave the labor force in discouragement.

See in full http://www.bls.gov/opub/mlr/1983/05/art1full.pdf

In another article also published by the Bureau of Labor Statistics, “Record Unemployment Among Older Workers Does Not KeepThem Out of the JobMarket” by Emy Sok, although the rate of unemployment among older workers is lower than that for their younger counterparts, older persons who do become unemployed spend more time searching for work. See - http://www.bls.gov/opub/ils/summary_10_04/older_workers.htm

In a recent article, “It's OK to be an older worker – as long as you don't lose your job,” it is stated that

It’s the best – and worst – of times for older workers.

The unemployment rate for Americans 55 and older is lower than for any other age group the government tracks, and far below the national average. But if an older worker loses a job, the length of time that person will stay unemployed is typically much longer than for any other age group.

Part of its Employment Outlook report for 2008- 2018, the Bureau of Labor forsees that, as the baby-boom generation ages, the share of workers in the 55-years-and-older age group will increase dramatically; the participation rates of older workers in the labor force are expected to increase, but will remain significantly lower than those for the prime age group, and, as a result, the participation rate and overall labor force growth rate will decline.

Indeed, finding a new job in your 50s or 60s can be particularly difficult. For “mature” workers, it may require some extra skills to be competitive with younger applicants.
Read more here: http://www.sacbee.com/2013/09/11/5725217/mature-workers-need-an-edge-in.html#storylink=cpy

Still, there are five job areas that are easily available for mature workers. Here's a look at each of five job categories with a high demand for retirees as reported in

http://www.cbsnews.com/8334-505146_162-57549855/5-hot-jobs-for-older-workers/

Health care
Retail
Government
Computer work
Temp Agencies

Thursday, September 5, 2013

LGBT Teachers Still Face Challenges of Discrimination

As America is about to celebrate the 50^th anniversary of the March on Washington led by Dr. Martin Luther King, Jr., http://www.alaskadispatch.com/article/20130824/new-generation-takes-martin-luther-king-jrs-torch

http://www.usatoday.com/story/opinion/2013/08/24/prominent-leaders-civil-rights-movement-video/2695789/

America's LGBT teachers are stiil forced back into the closet, as thousands of LGBT educators in America live in fear every day of being fired. http://www.advocate.com/youth/2013/08/23/lgbt-teachers-forced-back-closet?page=0,1

In fact, according to a new study, LGBT teachers are less likely than their heterosexual counterparts to challenge bullying in the classroom. Dr. Tiffany Wright from Millersville University in Pennsylvania conducted the research, which included interviews with more than 350 teachers and principals, each asked about how they deal with homophobic incidents they witness at school. http://www.advocate.com/latest-news/2013/07/30/study-lgbt-teachers-less-likely-challenge-antigay-bullying

Cabela's Lone Tree Grand Opening Beyond Expectations

Way back in July to the 1^st week of August, there was much excitement over the openings of the two new Metro Denver stores of Cabela's. See: http://www.reporterherald.com/business/ci_23833416/two-new-cabelas-stores-will-fuel-competition-denver

http://www.ammoland.com/2013/08/outdoor-channels-lee-tiffany-lakosky-at-cabelas-openings/#axzz2bzdGCddE

Finally, they have opened, and the Lone Tree grand opening went beyond expectations. Cabela’s gave gift cards in varying amounts — one for $500 — to the first 500 people in line for the Lone Tree store’s Aug. 15 grand opening.

Campers started showing up at the store Aug. 13, store officials said. By the time the doors opened at 11 a.m., they estimated 5,000 people were waiting in a line that stretched all the way around the 110,000-square-foot building.

Another 5,000 more gathered several miles north at the Thornton store, which opened simultaneously.

Photo courtesy of: Jane Reuter Jane Reuter jreuter@ourcoloradonews.com |

See slideshows: http://www.bizjournals.com/denver/news/2013/08/14/1st-metro-denver-cabelas-stores-open.html

While company founder Dick Cabela and wife Mary sat at a table signing autographs, it was virtually impossible to discern where the afternoon checkout lines surrounding them began or ended. And it wasn't merely ammunition that shoppers were stockpiling. Baskets teemed with all sorts of outdoor gear craved by hunters, anglers, campers, archers, dog owners and others drawn to the theme store best described as a retail-based tourist attraction.

"I'd say it has exceeded everyone's expectations," a new store employee, whose badge introduced him as Nick, said nearly four hours into the opening-day frenzy.

Photo courtesy of: Scott Willoughby, The Denver Post

Three Best Ways to Increase Your Company's Diversity Recruiting Efforts

As diversity is increasingly being realized as an essential corporate value and a key business tool in an organization's drive to growth and success in today's 21^st century global market, it has also become imperative that companies do their best to improve their diversity recruiting efforts.

As stated in the research paper, “Global Diversity: Perceptions, Practices and Attitudes,” by the Economist Intelligence Unit, “today, just as national boundaries are eroding in the “global village,” so are cultural and gender barriers weakening in the global workforce. The concept of workforce Diversity is no longer an abstraction; it is part of everyday life in many countries in the developed world.”

There are three ways proven to be most important and effective in increasing a company's diversity staffing program, as shown by a study undertaken by the Economist Intelligence Unit in June 2008 on behalf of the Society for Human Resource Management (SHRM).

These ways are also corroborated by the respective studies undertaken by the Western Washington University and John D. Petrie II of the Prince William County Department of Fire and Rescue, Virginia. The papers highlighted some “best practices” culled from their respective fields, and which can be of much worth to any company truly committed to making diversity work.

1) Leadership: Lead the effort from the top. Have more visible support from leadership. There must be a concerted effort from the organization's leaders.

2) Outreach: Be actively engaged in reaching out to the citizens in the community you are targeting for recruitment activities. Get involved in diverse communities. Individuals must be targeted. Set clear Diversity targets.

3) Recruiting Strategy: Shape job announcements to attract Diversity. External outreach:cast a wide recruiting net. Pay close attention to various community events that occur and send out recruiting staff to meet people and recruit potential candidates.

Sources:

1. http://www.boston.com/jobs/on_staffing/061807.shtml

2. http://www.usfa.fema.gov/pdf/efop/efo42932.pdf (Prince William Co. Dept. of Fire Rescue, Prince William, Virginia)

3. http://www.shrm.org/research/surveyfindings/articles/documents/diversity_and_inclusion_report.pdf (W e s t e r n W a s h i n g t o n U n i v e r s i t y

4. http://www.shrm.org/research/surveyfindings/articles/documents/diversity_and_inclusion_report.pdf

(Global Diversity and Inclusion:Perceptions, Practices and Attitudes

A Study for the Society for Human Resource Management (SHRM)

Conducted by the Economist Intelligence Unit)

Your Contact at DiversityWorking.com