One Asian applicant said she put her very Chinese-sounding name on her resume in her freshman year, but only got noticed after subbing in her American nickname later: Before i changed it, i didnt really get any interviews, but after that I got interviews, she. Some Asians covered up their race because they worried employers might be concerned about a possible language barrier. You cant prove your English is good in a resume scan, but you can if you can get to the interview, decelles says. Meanwhile, african Americans toned down mentions of race from black organizations they belonged to, such as dropping the word black from a membership in a professional society for black engineers. Others omitted impressive achievements altogether, including one black college senior who nixed a prestigious scholarship from his resume because he feared it would reveal his race. Some applicants were willing to lose what could be seen as valuable pieces of human capital because they were more worried about giving away their race, decelles says.
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I dont think its intended to be a setup, she says. These organizations are not necessarily all talk when they say theyre pro-diversity. Maybe the diversity values are there, but they just havent been translated from the person who writes the job ad to the person who is screening resumes. But clearly the findings reinforce an assumption many minorities already have: that the resume screening game is stacked against them essays and that they need to hide their race to level the playing field. The researchers interviewed 59 Asian and African American students between the ages of 18 and 25 who were seeking jobs and internships. More than a third, 36 percent, said they whiten their resumes, and two-thirds knew friends or family members who had done so, all because they were afraid their resumes could be unfairly tossed aside if their race became obvious. The primary concern is that were trying to avoid a negative group-based stereotype that they felt could occur in a quick scan of a resume, decelles says. They whitened their resumes because they wanted to appear more mainstream. Different minority groups use different whitening techniques. Asian applicants often changed foreign-sounding names to something American-sounding—like substituting luke for lei—and they also Americanized their interests by adding outdoorsy activities like hiking, snowboarding, and kayaking that are common in white western culture.
In one study to test whether minorities whiten less often when they apply for jobs with employers that seem diversity-friendly, the researchers asked some participants to craft resumes for jobs that included pro-diversity statements and others to write resumes for jobs that didnt mention diversity. They found minorities were half as likely to whiten their resumes when applying for jobs with employers who said they care about diversity. One black student explained in an interview that with each resume she sent out, she weighed whether to include her involvement type in a black student organization: If the employer is known for like trying to employ more people of color and having like a diversity. But these applicants who let their guard down about their race ended up inadvertently hurting their chances of being considered: Employers claiming to be pro-diversity discriminated against resumes with racial references just as much as employers who didnt mention diversity at all in their job. This is a major point of our research—that you are at an even greater risk for discrimination when applying with a pro-diversity employer because youre being more transparent, decelles says. Those companies have the same rate of discrimination, which makes you more vulnerable when you expose yourself to those companies. Decelles sees an obvious disconnect between the companies pro-diversity messages and the actual acceptance of diverse applicants, yet she doesnt believe employers are using these messages as a way to trap and weed out minorities that do apply.
Some of the resumes included information that clearly pointed out the applicants minority status, while others were whitened, or scrubbed of racial clues. The researchers then created email accounts and phone numbers for the applicants and observed how many were invited for interviews. 'Whitened' resumes produce more job call-backs for African Americans. Blacks get more job interview callbacks when they whiten their resumes. Graphic by Blair Storie-johnson (. Source: Whitened Resumes: Race and Self-Presentation in the labor Market employer callbacks for resumes that were whitened fared much better in the application pile than those that included ethnic information, even though the qualifications listed were identical. Twenty-five percent of black candidates received callbacks from their whitened resumes, while only 10 percent got calls when they left ethnic details intact. Among Asians, 21 percent got calls if they used whitened resumes, whereas only.5 percent heard back if they sent resumes with racial references. Pro-diversity employers discriminate, too, whats worse for minority applicants: When an employer says it values diversity in its job posting by including words like equal opportunity employer or minorities are strongly encouraged to apply, many minority applicants get the false impression that its safe.
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Program Producer at The commonwealth Club, san Francisco, ca, education. Stanford University, bachelor of Arts, International Relations. Source: sturti, minority job applicants are whitening their resumes by deleting references to their race with the hope of boosting their shot at jobs, and research shows the strategy is paying off. In fact, companies are more than twice as likely to call minority applicants for interviews if they submit whitened resumes than candidates who reveal their race—and this discriminatory practice is just as strong for businesses that claim essay to value diversity as those that dont. These research findings should provide a startling wakeup call for business executives: A bias against minorities runs rampant through the resume screening process at companies throughout the United States, says Katherine. Decelles, the james. Collins Visiting Associate Professor of Business essay Administration at Harvard Business School.
Discrimination still exists in the workplace, decelles says. Organizations now have an opportunity to recognize this issue as a pinch point, so they can do something about. Decelles co-authored a september 2016 article about the two-year study. Administrative science quarterly called, whitened Resumes: Race and Self-Presentation in the labor Market with Sonia. Kang, assistant professor of organizational behavior and human resource management at the University of Toronto mississauga; András Tilcsik, assistant professor of strategic management at the University of Toronto; and Sora jun, a doctoral candidate at Stanford University. Discrimination still exists in the workplace. In one study, the researchers created resumes for black and Asian applicants and sent them out for 1,600 entry-level jobs posted on job search websites in 16 metropolitan sections of the United States.
Intimate knowledge of the 3D production pipeline from both the creative side and a budget/bidding perspective. Experience with development cycles for console, online, mobile games and software applications. Managing workflows in most major 3D software including maya, 3ds Max, motion builder, Zbrush, lightwave as well as game engines including Unity, unreal, and proprietary systems. Work Experience, product Marketing Manager at Adobe systems Inc. San Francisco, ca present.
Product Marketing Manager at Adobe systems Inc. Marketing Manager at Mixamo Inc. Business development Manager at Mixamo Inc. Game Producer at Spitball Entertainment, san Francisco,. Project coordinator at Float Hybrid Entertainment, san Francisco,. Producer at Cinematico Inc.
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Strengths, bringing new products to market by both educating the existing customer base (through webinars, conferences, B2B meetings) and finding customers and strategies to engage a new product categories. Figuring out what clients need and communicating those guaranteed needs to internal teams of artists and engineers. I speak both artist and techie and most importantly, customer-ese. Forming teams of talented people, inspiring them to collaborate, organizing the workflow and resources to make awesome projects happen. And have a great time doing. Designing written and visual materials to document both product/project parameters and effectively market to consumers. Seeking out and incorporating customer feedback to improve messaging.
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vehicle safety checks per company guidelines. Education, high School Diploma 2007,. Pius Senior High School, city, state. There are plenty of opportunities to land a delivery Truck Driver job position, but it wont just be handed to you. Crafting a delivery Truck Driver resume that catches the attention of hiring managers is paramount to getting the job, and livecareer is here to help you stand out from the competition. View All Driver Resumes, customize this Resume, rating.
Excellent ability to read and interpret bar graphs. Able to move and lift up to 75 pounds. Sound ability to read and interpret operating instructions and safety rules. Experience, delivery Truck Driver 5/1/2010 Present, cullen Graphic Systems Inc. Minneapolis, mn, developed driving revelation routes to maximize economical use of equipment and time. Coordinated with management for periodic and major vehicle maintenance to avoid interruption of delivery services. Inspected vehicle for defects pre- and post-trip and reported defects and other problems to supervisor. Delivered products safely to customer locations. Delivery Truck Driver 3/1/2008 4/1/2010, turner building Supplies.
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