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Monday, October 17, 2016
Engineering and technology are among the most challenging fields of study in college, but all of that hard work apparently is paying off, as many of the top-earning entry-level jobs are tied to related majors, according to a Glassdoor study released Monday.
The job search engine analyzed more than 500,000 resumes and self-reported salaries to determine which majors pay the most during the first five years after graduation. Eight of the 10 most-bankable majors are tied to engineering or technology, such as computer science, electrical engineering and information technology. Nearly half of the majors listed are in science, technology, engineering and math (STEM) fields, though business-related majors, such as accounting and marketing, crack the top half of the 50 majors listed.
Monday, October 17, 2016
It’s good to be an engineer.
The average starting salary for new college graduates for 2016 is $52,569, according to the National Association of Colleges and Employers‘ annual survey of starting salaries.
If you want to pull down bigger bucks than that, you’d better like math: Engineering fields comprise 16 of the top-paying 35 job titles, according to an analysis provided to MONEY by Payscale, which looked at salaries for employees with bachelor’s degrees and two years’ experience or less.
Wednesday, October 12, 2016
Conversations about the advancement of women at work are now so commonplace that it can seem like a foregone conclusion that, someday soon, women will have equal opportunities and pay.
But then you start wading through the comments under news articles on gender diversity and you realise there is a very angry, resentful undertow from some (mostly men) who demonstrate a fear that when women win, men and families will lose.
Monday, August 29, 2016
I’VE GIVEN STUDENT advice before, so some of this might not be completely new. However, it’s a new year with new students, so it might be useful to give some ideas to this year’s collegiate freshmen. Actually, here are four things for students to consider.
Wednesday, February 03, 2016
Baby Boomer parents relax: your millennial kids with college degrees are far from doomed. They actually had a pretty awesome 2015, depending on what they studied.
Unemployment for young college grads—ages 22 to 27—fell to 4.9% by September, just below the current national average of 5%, according to a report published Friday by the Federal Reserve Bank of New York. These Millennials are also getting paid more: median incomes for recent graduates rose to $43,000 in 2015, up from about $40,000 in the prior year. Compare that to the wages of the same age group who only have a high school diploma—their wages have fallen in recent years, now at $25,000 a year. Overall, it’s good news that incomes are rising for job market newbies. But when you parse out the data by a graduate’s college major, results vary—a LOT.
Sunday, January 31, 2016
The hot ticket in downtown Berkeley on the evening of Thursday Jan. 28 was arguably the gala opening party for the new BAMPFA, but if you had seen the several-hundred strong line of people snaking down Center Street and round the corner along Shattuck between 5 and 7 p.m., waiting to get into the NextSpace building, you’d have been forgiven for thinking there was an even hotter event going on.
More than 3,000 people signed up to attend the Berkeley Startup Job Fair, according to Ben Hamlin, co-founder and CEO of Localwise, the Berkeley-based job community which organized the first-of-its kind event. And of those, more than 1,000 showed up. The fair, which was focused on promoting diversity in tech, was co-hosted by the City of Berkeley’s Office of Economic Development. Other partners included 16 nonprofits, including the Kapor Center for Social Impact, Latinas in Tech, Telegraph Academy, Lesbians who Tech, Code Berkeley and the Level Playing Field Institute. (See the full list of partners).
The overwhelming response to the fair appeared to indicate the need for more opportunities for job-seekers to meet with young companies who are recruiting. Many attendees came from nearby UC Berkeley and Berkeley City College, but others had traveled from further afield, including from more far-flung colleges. For still others, their student days were far behind them. And it was a diverse crowd who formed lines and patiently waited to speak with potential employers inside NextSpace’s ground-floor atrium.
Saturday, January 30, 2016
Stackable credentials are emerging as a way to meet industry needs and open doors of opportunity for students looking to prepare for a career, get a raise or change jobs
SALT LAKE CITY — For Tanner Wheadon and Jacob Doetsch, college has hardly been about sitting in lecture halls and writing term papers year after year.
In fact, it feels very little like higher academia in a traditional sense.
But theirs is an experience that illustrates an innovative transformation happening at some institutions, one that recognizes specific skills with as much utility as an academic degree. It’s a model that allows students to link their employment with their coursework, piece by piece.
Educators call it stackable credentials. Students call it building a resume.
“Having a degree just proves that you finished two years of school. It doesn’t really demonstrate what you learned in school or if you’re ready to apply it in a job,” Doetsch said. “But if you prepare for certification exams through school, it doesn’t just prove that I graduated with a two-year degree, but that I can actually do a specific job.”
Thursday, January 28, 2016
Religious discrimination claims in the US have doubled since 2001. Should businesses take more steps to ensure every employee feels valued?
Late last year, US food processing company Cargill fired 150 Muslim workers from its beef processing plant in Colorado after a dispute over prayer breaks. After facing protests about the layoffs, the company changed its rehire policy earlier this month, allowing the fired employees to reapply for their jobs. The incident points to a growing challenge in the American workplace: what companies can do to accommodate their employees’ faiths.
The federal Civil Rights Act requires public and private employers to accommodate their workers’ religious needs as long as doing so won’t impose more than a minimal cost to their business. But religious discrimination claims have nearly doubled since 2001, according to the US Equal Employment Opportunity Commission. Last year, a case made it all the way to the Supreme Court, when a Muslim woman sued clothing company Abercrombie & Fitch for passing her over for a job because she wore a hijab, or headscarf. The court ruled 8-1 in her favor.
“Religious discrimination in the workplace is an issue that continues to fester in the US, to the particular detriment of minority faiths like Muslims, Sikhs and Seventh-day Adventists,” said James Sonne, founding director of Stanford Law School’s Religious Liberty Clinic. “The problem often stems from ignorance, but religious or cultural hostility has played a significant role in recent years.”
Hostility toward Muslims has grown in recent years, as terrorists increasingly invoke Islam in attacks in the US and abroad. Meanwhile, the US has seen an increasing number of Muslim immigrants in the past decade.
Wednesday, December 09, 2015
A CLOSE STUDY OF WORD CHOICE IN JOB DESCRIPTIONS AND RECRUITING EMAILS REVEALS HOW TECH COMPANIES ARE INADVERTENTLY HINDERING DIVERSITY.
A year after Microsoft CEO Satya Nadella backpedaled from a gaffe at a women’s tech conference and announced a major employee diversity push, Microsoft reported in November that roles for women in its tech positions had actually gone down. At the same time, roles for African Americans and Latinos had barely budged, with them holding just over 6% of tech jobs at the company. Results for other major technology firms, despite their public pledges, aren’t much better. Which can lead to the question: Is all this talk of diversity just empty words?
According to linguist and cognitive scientist Kieran Snyder, empty words in documents like job descriptions could be precisely what’s hurting diversity, by discouraging people from even applying. “When you use language that kinda counts as corporate jargon—synergy being the most hilarious example . . . your job listing becomes less popular,” says Snyder, who is also a former Microsoft engineer and program manager. “Everybody hates that language, but underrepresented people hate it more, probably because it’s a cultural signifier of some kind. It sort of communicates, this is an old-boy’s network kind of company.”
Saturday, November 07, 2015
IN A MEDIUM POST, ROETTER APOLOGIZED FOR HIS COMMENTS ABOUT DIVERSITY AT TWITTER, WHICH WERE DISCLOSED THIS WEEK BY A FORMER EMPLOYEE.
Earlier this week, a former Twitter employee took to Medium to disclose that he left his job because he felt diversity was not being made a priority at the company. As Twitter’s sole black engineer in a leadership role, Leslie Miley wrote that he wondered “how and why a company whose product has been used as an agent of revolutionary social change did not reflect the diversity of thought, conversation, and people in its ranks.”
Miley specifically singled out engineering SVP Alex Roetter: In response to a question Miley posed about increasing diversity in Twitter’s engineering sector, Roetter allegedly said that “diversity is important, but we can’t lower the bar.” Roetter also suggested that, to see where job candidates were being weeded out, Miley could create a name analysis tool that would use their last name to determine ethnicity. This idea was, to Miley, a huge oversimplification that ignored “the complex forces of history, colonization, slavery and identity.”
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