5 Reasons Why African American Students May Not Use the Career Services Office

I get asked around the country, and almost weekly by top employers and career director friends at majority and HBCU institutions why African American students do not use their career services offices.



Let's cut to the chase: These are 5 key reasons I believe African American students are not utilizing career services at many institutions.


1. How dare you bother the mighty Wizard! Remember the scene from the Wizard of Oz when Dorothy asked the Wizard for advice, and he hid in the next room behind the masquerade of a massive and intimidating projected image of fear and basically "gave her the business"---need I say more. The whole prospect of visiting the career services office in the first place can be very intimidating for many African American students. The reported perception of some students of dysfunctional career centers is that the staff is often condescending, not accommodating, not respectful of their goals, not perceived as available to non-business or non-technical students. HBCU centers ---lets keep it real, there is sometimes the dynamic of managing high volumes of employer requests and student visitors with very limited staff; this too can result in some complicated "wizard moments" with lapses in comfortable and accessible assistance to deserving students.

• Students, don't back down...intimidation didn't get you into college, don't let it keep you from getting out of it what you need and rightfully deserve!
• Students do your homework, ask upperclassmen, faculty, other staff (office of multicultural affairs staff) what staff members in the career center are more accessible and better to work with (doesn't matter what race or ethnicity they are!).
• If you face a wizard full of intimidating or condescending questions or assertions, leave quietly and professionally, and ask to have an appointment later with the director to share your concerns.

2. Lack of Diversity (particularly at majority campuses). Let's face it the majority of professionals in the career development industry are White females; Black men, Black women, White men, Asian and Hispanic staff as a whole are not as visible or prevalent in many of the centers. Should this stop students from other backgrounds from using the services? Absolutely not! The majority of these committed White sisters know their stuff and are excellent career advisers and are very willing to assist any student. But with that being said, let's face it bad news can get around quickly, and if there is a bad apple or two, or a rumored problem or incident with the center, some are quick to jump to conclusions and unfortunately avoid the office because of rumored problems.

• Cultural dynamics are always at play in the professional world, so if you can be discouraged too easily by "perceived or real" intolerance of a misguided few, you probably aren't ready anyway for the job market, its not for the weak of heart!
• It is up to you to demand service accessibility, accountability, and respect. Don't willfully give away your access to great information and opportunities because of perceived challenges.
• Career offices should also be working continuously to accommodate and develop an inviting, comfortable, and diverse atmosphere for all students, if they are not, you need to ask your institution why??

3. Lack of connection with African American Alumni in Programming and Recruitment. Work with your career center to coordinate receptions and targeted panel discussions with successful African American alumni. A lot of offices say that they do this, but many students report otherwise.

4. Wrong Focus...It's about finding an opportunity, not analyzing my life! Many of the Black and minority students I work with are just as interested with assessment testing, exploring their interest and attending small group training on writing resumes and interviewing as other students, but at the end of the day, my experience has been that Black students are looking for more immediate results and direct assistance with the process, not an extended counseling processes. Maybe it's social economic factors, or the persistent stories of difficult job markets for people of color, the fact remains that many students are looking for career centers to be low on the eclectic processes and high on real connections, tools, and uncovering real opportunities. I have heard horror stories from Black students at some institutions that where completely derailed at the career center if they didn't subject themselves to a "full battery" of assessment tests and undergo a complete "life analysis" that reeks of condescending comments about their "disadvantaged status" and needing assistance to make "more responsible" career decisions---wow, I kid you not!

• My advice for all is to leave the "race cards" at home, and get down to the business of assessing interest and opportunities more quickly and effectively---It is not necessary to know what somebodies father does, and to project our personal values on others!
• If you are a student who feels violated, give them the benefit, odds are it was not intended, try some patience and tolerance yourself, and politely keep the counselor on task with what your needs are.
• If necessary ask for an appointment with the director if your experience seems to be misdirected. The director can hopefully shed some light on the problem, assist you with your needs, and maybe step to the plate to correct perceptions or needed changes to attract other African American students.

5. Lack of collaboration with African American faculty, staff, and student organizations. A little collaboration could go a long way in developing effective programming, working relationships, job opportunities and trust. "Kingdom building" can be a problem at many institutions. If mutual benefits can be established and managed with the professionals on campus and between student groups in career services, than everyone wins. Offices of multicultural or diversity affairs, affinity faculty and staff groups, targeted leadership and educational opportunity programs, can serve as great partners for career offices and employers in developing career and professional development opportunities for students. If these groups can work well together it would send a strong message to students that the career center has good intentions, and is vested in developing resources, networks, job opportunities for all students.

• It you are a student and you see opportunities for collaboration between student organizations and other groups on your campus that would enhance career services, take the time to facilitate a dialogue on your campus to make a change.

Through my experiences in working with career professionals across the country, I believe most are sincerely interested in being supportive, accessible and useful to all students. But as we all know there are some places that need to do better in reaching out to diverse populations. Don't run from the challenge if there is one. Step up to the plate, and don't allow miscommunication, mythology, and problem individuals keep you from requesting a positive change and receiving what is rightfully yours. Commit to initiating accountability and results. Your success and the future success of other deserving students, no matter what their race or backgrounds may depend on your diligence, and actions today. Who knows, maybe the Wizard's veil may fall (smile)!

Let us know what you think.

kwells@howard.edu

Comment from Chaz Kyser-Author of Embracing the Real World: The Black Women's Guide to Life After College

A recent comment from a friend Chaz Kyser, author of the popular new book, Embracing the Real World: The Black Women's Guide to Life After College, a must read for any young Black Woman who is serious about moving forward in her career.

Chaz writes:

Kim, I enjoy reading all of your columns, but I particularly liked your latest one, "Watch Your Behavior Off the Field: A Lesson Learned From Mike Vick." As you pointed out, it's often not enough that one is professional at work; what you do on your so-called "off time" and who you do it with can tarnish your reputation--especially if you are involved in illegal activities.
Hopefully, other young professionals and athletes can get this lesson without having their careers ruined.

Chaz Kyser

For more information on her book and speaking engagements, see Chaz's website at www.embracingtherealworld.com.

See also Chaz's new column on Black Collegian Magazine Online at

www.black-collegian.com/career/kyser

Survey Shows that Black Professional Women Are Still Facing Key Barriers in US Companies

The League of Black Women recently released compelling survey results that reflect the barriers many Black Women are still facing in Corporate America.

Summary of Findings

Using the results from the 2005 LBW Having Our Say: Fostering the Leadership Potential of Black Women in America Survey, data augmented by supplemental research and in-depth interviews with a cross-section of black professional women, The League of Black Women identified three key areas that influence the level of satisfaction black women obtain in their professional and personal lives – Engagement, Cohesion and Bicultural Leadership

DEFINITIONS

Engagement - Defines institutions and people that have the greatest impact on black women’s lives

Cohesion - Describes the quality of black women’s relationships with each other – an exploration of the bonds between black women

Bicultural Leadership - A LBW term used to describe circumstances in which black women led or exude authority over non-blacks in the workplace


KEY SURVEY FINDINGS

---ENGAGEMENT

At Work

56 percent of respondents ranked work as a distant second to family (Family is a life facet which black women invest most of their energy and efforts)
62 percent report they give more of themselves at work when they are valued for who they are in the workplace
Only 4 percent who focused energy and efforts toward work reported that it was the most personally fulfilling area of their lives

Keys to Joyful Living

· Only 20 percent reported having “very satisfied” lives
· 63 percent of women who didn’t have a close relationship with a black woman in their workplace, family or community reported a lower level of joyful living

Spirituality

· According to written responses and personal interviews, the majority of women responded that faith is a very important aspect of their lives

Additional Findings

· One notable barrier - exhaustion from behaving in ways that felt unauthentic in order to be accepted, especially in the workplace
· In their write-in comments, black women described emotional and physical exhaustion, financial instability, weight control issues and fractured relationships as factors that prevent them from living a joyful life
· Women over 45 reported greater life satisfaction than younger women
· Women with higher household incomes greater than $50k reported greater life satisfaction
· Women with advanced degrees reported greater life satisfaction

Barriers to Joyful Living

The top factors identified as barriers to joyful living include:

· The lack of resources or opportunities to pursue goals, and being underpaid
· The stress of playing multiple roles
· Difficulty in finding a suitable mate or partner

---COHESION

The report suggests shared values among black women in corporate environments may boost productivity and greater commitment to their companies

30 percent reported the top two benefits black women receive from relationships with other black women are “someone who understands me” and “a relationship based on mutual trust and respect” (29 percent)

Barriers to Cohesion

The disproportionate representation of black women in leadership roles in organizations helps to perpetuate a competitive environment and fuels a lack of trust

---BICULTURAL LEADERSHIP

57 percent reported they believe they are likely to reach their full potential despite low representation in corporate hierarchies

Nearly 80 percent of survey respondents see attitudes toward race as a hurdle affecting their effectiveness as leaders, to some extent. Women cited that race affects interactions with individuals who potentially could influence and advance their career track

Despite some of the barriers of cohesion between black women, respondents reported black women were among the two groups identified as most likely to follow their leadership (43 percent) followed by white women (19 percent)

Barriers/Challenges to Bicultural Leadership

Besides race and gender, respondents cited “under utilization of their education and skills were barriers to leadership”

# # #

ABOUT THE LEAGUE OF BLACK WOMEN

The League of Black Women (LBW) is a nonprofit organization that provides access to strategic support for developing and sustaining leadership values and joyful living for black women. LBW seeks to ensure that its members emerge as leaders within their communities to contribute substantial and lasting improvements to shape the world.

For more information on the LBW see their website at http://league.bevansgroup.com/index.asp?pageid=1

Special Thanks goes out to Miya A. Walker of LAGRANT COMMUNICTIONS

for sharing this timely information.

Send us your comments: kwells@howard.edu

Watch Your Behavior "Off the Field" A Lesson Learned From Mike Vick

At times unfortunately it takes the misfortune of others for us all to learn great life and career lessons. Mike Vick's misfortune can serve as a great lesson to all talented young professionals that no matter how talented and successful you become, we all can fall hard if we don't watch our behavior "off the field." This is not to say that Mike Vick isn't innocent, and we should all take a moment to pray that this talented young brother somehow is innocent, there has been a terrible mistake made, or that somehow he will learn a great lesson in this situation and help others to learn from his mistakes.

A few lessons all young professionals can learn from Mike Vick's situation:

1. To whom much is given, much is required. You have all been blessed with a great gift of talent, college education, and employment with a good employer, or in starting your own business. Don't take these things for granted. No matter how much you may think, "you are your own man (or women)," "untouchable" and "arrived," you must remember to be a good steward over your career and new personal and material success.

2. You are hired for the complete package you represent to employers, not just your performance on the job. Like it or not, when you accept employment you are committing to a complete lifestyle of what the employer sees as acceptable personal and professional behavior "on and off the field." If you don't believe me, try dancing on the table at the next corporate reception, and see how long you are "your own person"; or better yet, get arrested over the weekend or while on business travel---see if they care "how great a professional" you are after that! Companies do not want their brand to be damaged or associated with inappropriate or questionable behavior. Like it or not, you are expendable.

3. All professionals (adults for that matter), need to know when to cut the old "posse." If your old neighborhood "posse" is becoming destructive and starting to derail your professional and long term life plans, it's time to move on. Remember that you have a lot to loose if something goes wrong, many of the old posse unfortunately may not feel that way. Quite frankly, some of your old posse may even want to see you fall now that you have become a success and starting to acquire some of the finer things in life. Don't worry if they see you as a sell-out if you move on, so what, lay aside the weight, move on, it is better to be a sell-out, than to be held back by people who will not respect your values or dreams of having a happy and productive life.

4. Lift them up...don't let them drag you down! Your old friends deserve to hear and witness your ascension to success, you are actually a living testimony to them that they too can succeed. Don't put them down, encourage them to achieve by following their own dreams, guide them to positive information, resources and people. But if they won't aspire to do any better, don't climb back down to their level by trying to relive your "thug days,"or by becoming a "thug-want-a-be."

We can all succeed and experience great personal, professional and community successes in life. But the formula for success always requires discipline, and the need to realize that to move forward, some things, behavior, and people may have to be left behind.

Many including my 7 year old son who adored Micheal Vick now are also hurt and affected to see another bright young Black man and professional fall to the misfortune of a destructive lifestyle. Keep Mike in your prayers, and watch your behavior "off the field".

Let us know what you think.

Kim R. Wells

kwells@howard.edu

Why You Should Consider Going Where the Jobs Are!

Often I am asked by top tier employers how they can attract premier African American and diverse graduates to consider working for them in smaller metropolitan areas or job markets. My response to them is to tell candidates about the great cultural and social dynamics and history of the community, talk about the cost of living as compared to other major markets and who cuts or styles Black hair (smile). Ultimately I advise that they develop information packets or presentations to address these issues since many students will not know about the "hidden treasures" of their smaller markets.


But lets take a few steps backward. All of you are not from New York, LA, Chicago, Boston, Washington, DC., or Atlanta, all are great cities, and many want to work in these cities, but get over it, there's a big country out there, and many of you with a little research may find that other "less popular" metropolitan areas may have exactly what you are looking for. So before you blow off that job offer from Minneapolis, Indianapolis, Suburban New Jersey, Portland, Seattle, or New Haven, you may want to do your homework. Keep in mind that people have very rich, edgy and exciting lives all around the country. Some of you should move forward with plans to work on Wall Street or Capital Hill, but some of you should consider at least exploring other interesting career and living options. Besides, the last time I checked it was the person who dictated the quality, and excitement of their lives, not the city or the local night life.

Lets talk cold hard cash, will your $40,000-$50,000 dollar a year salary go further in NYC, or Indianapolis? You do the math! Some of the salaries many of you will command after graduation in smaller metropolitan markets, could provide you with a great economic jump-start in saving and investing, buying your first home, affording a nice car, joining popular golf and social clubs. It may just beat sharing a room with 4 crazy roommates and several more years of Instant Noodles and P&J sandwiches (many of you know what I am talking about). It's not all about the material things, but the ride can be be a lot more fun if your money stretches a little further affording you a more affluent lifestyle.


Opportunity can knock in different places. Many of you should take a page from the communications and broadcast graduates who know that often to break into their industry they will have to consider working for a period of time in "smaller markets." In broadcasting, most people gain a wealth of valuable and enjoyable work experience in the smaller cities and towns across the nation, and most know they won't just walk in the door and anchor the evening news in New York, or at the desk of CNN in Atlanta. Young professionals considering launching their careers in business, government, non-profit arenas and more should consider a page from the broadcast book of strategic relocation.


Black Enterprise produces an issue highlighting top cities for African American professionals. http://www.blackenterprise.com/cms/exclusivesopen.aspx?id=850

Interesting facts:

• Several of the cities are below the Mason-Dixon Line ---So take a closer look you Northerners hooked on NYC, Philly, and NJ.




• Most of the cities had a 50% or higher African American population.




• Eight out of 10 cities in a recent survey had a cost of living index that is less than the national average

A few final tips:

• Talk to African American and other diverse professionals at the company recruiting you (particularly alumni from your college) and ask them what they think about the cultural environment in the local area.




• Talk to the locals, get their take on the city or town, and where they think it is heading in the future. Don't be afraid to ask about the racial climate and if young black professionals seem to enjoy the area.

• Take a day by yourself to just walk around downtown areas, visit local shopping and dining spots. Use your common sense, if it "feels" uncomfortable trust your instinct.
  



• Do some research, what do the numbers say about cost of living, numbers of people from diverse cultural and ethnic backgrounds, and consider local social environment for "people like you."
  



• Ultimately don't allow yourself to feel pressured. If you don't like the area, it is your personal choice, you have earned the right to be selective and even critical.

Remember whatever you choice is that you give yourself plenty of time, talk to a number of people, visit the location, and don't second guess yourself if it simply is not a match. There are a lot of great cities and towns in the US, don't settle for anything that is less than a great match for you. It is your life, and you need to be sure you can live it when you select a place to live.

Kim R. Wells - let me know your thoughts on this subject.

kwells@howard.edu

Don't Fall Asleep on Your Career This Summer

Hey there is nothing like a lazy summer day at the beach, or a cold glass of sweat tea on the porch with family and friends talking about a whole lot of nothing (smile). We all deserve and need that precious R&R over the summer.

But summer time also presents you with many great opportunities to get a Professional Edge in your career. As I share with my students and alumni at Howard and many of the successful executives I work with, summer is one of the greatest times of the year to refresh and reposition yourself for professional advancement.

Some excellent career advancement strategies to consider this summer:

Internships. For some of you "power players" who are out there and participating in internships, you already know that this is the number one way to strategically leverage your summer time for career advancement. Most top tier organizations provide excellent career development internship programs where you can gain valuable professional experience, mentoring, earn competitive compensation (in most cases), and have an excellent opportunity to develop leading edge competencies. The number one way to secure and transition into top tier employers and professional opportunities coming out of college is by actively participating in internship programs with top tier employers. Stop by your career office for more information on opportunities and participating employers.

Leverage Your "Part-time" Summer Job. So you didn't get that perfect corporate internship this summer and you are working at the mall, all is not lost, there may be great professional development opportunities right under your nose. Don't settle for a waisted summer trying to keep up with mall gossip and parties. Leverage your mall or retail work experience by taking advantage of professional develop opportunities with your employer. Volunteer for available management or technical training, volunteer to assist with business functions such as record keeping, accounting, store deposits, staffing, scheduling, recruiting and training staff. Assist in creating new marketing strategies and developing sales displays. You may be surprised to find that your job at the mall may be filled with many valuable, yet hidden, career development opportunities.

Take time to develop your professional network

and visit employer contacts while on vacation.

Consider while visiting a new city, state, or traveling overseas, planning a site visit with employers in the area. Schedule information interviews with top professionals or successful alumni contacts you may have developed during the year. Remember to bring your business cards to share with interesting and successful people you may want to follow-up with after your vacation. Don't hesitate to ask the people you meet for their business cards. Vacation time is a time when many people are more relaxed and personable, many people you meet may be more willing than in traditional settings to discuss briefly their professional and business interest, or exchange business cards with you.

Catch up with your professional reading. One way to always maintain your Professional Edge is to invest your time in reading innovative, and leading industry books and literature over the summer. Summer is a great time to catch up on professional trends, issues, and hot new industry topics that will keep you in the know this summer. I always recommend professional development reading in the Summer to my students, alumni, and executive clients. Leverage your down time while traveling, on the beach, on the deck, or simply in quiet times at home. Turn off Hollywood for a moment, take a break and invest in your mind.

Schedule a few Power Lunches. This is especially great if you are working near a large metropolitan center and can coordinate power lunches, coffee, or even "happy hour" meetings with business contacts you have developed during the year. Great contacts to connect with may include employer contacts, alumni, and strategic contacts that can provide you with career insight, support, and information.

Lastly, Refresh, Rest, and giver yourself permission to Dream Bigger Dreams. Leave behind challenges of the year, consider your future successes, take a moment and be thankful for the years successes, allow yourself time and moments to drift off into the great dreams and ideas withing you.

Enjoy your summer!

Do you have anything to add, or any comments on this entry? Let me know what you think through this blog, or by writing me at kwells@howard.edu.

KRW

Keep It Moving--(K.I.M.)

One of the old sayings we had in the late eighties, (yes I am dating myself) was Keep It Moving or K.I.M. (yeah I like it for obvious reasons), made popular by hip hop groups like De La Sole--Yes I admit it, I am a closet O.G!

I would like to resurrect that saying for today's entry, I know some of you may be a little bewildered in the job market by the wave of inconsistencies, disparities, ambivalence, and out right discrimination that seems targeted at you as an educated and ambitious African American student or graduate...but Keep It Moving.

Talent is talent, and excellence is excellence, people can attempt to debate, deny, and try to redefine you all they want, but when the day is over it's all about who can deliver... Keep It Moving.

Stop distracting yourself with the delusional, toxic, and small-minded agenda's of the socially, professionally, and spiritually misguided, who's agendas are a reflection of their self-preservation, self-interest, and self-glorification. It doesn't matter if they are on Wall Street, Main Street, or Your Street, a snake is a snake, if they fit the profile, don't eat their "apples." Look to the real champions of our past and present for wisdom, counsel, strength and direction, and Keep It Moving.

This summer take a vacation from the "lifestyles of the rich and ridiculous," and the "reality" they are trying to sell you. Take a time out from the socially irresponsible "products" of the self-proclaimed social architects, and misguided "idols" of the media. Remember the "idol mind" is the devil's playground, so don't get stagnant, get strategic; give your dream, spirit and mind a chance time to heal, reveal, and refresh. Forgive those that violated your dreams, forgive those that don't believe in a better tomorrow, tell them you love them, and you can sort it all out with them in time, but for now...you must Keep It Moving.

Carve out a rich and vibrant future, design your own distinct brand of happiness and success. Yes future leader...its time to leave some "childish" people and behavior behind, and put some of those "toys" back in the toy box, haven't you lost enough time playing "soldier" its time to be one. Like millions of African American leaders before you its time to transition, transcend, and transform your gifts, your world, your family and the many who are waiting on you to show up...Keep It Moving.

If you are wise you will embrace your journey and learn to face your fair share of bumps, dumps, and the many social and professional "punks" along your personal road to success. But rejoice and emerge yourself in the rich moments, relationships, victories, places you will encounter, inspire, and transform along the way. Receive the precious gifts of counsel from loving, wise, and accomplished people into your life, serve the less fortunate, look to the hills, stay on your knees, and Keep It Moving.

Kim R. Wells

kwells@howard.edu