There must be a greater sensitivity to these types of differences, says Dr. Thomas. It's important to understand the culture of the organization: can the organization meet the requirements of managing a diverse work force or are they too demanding? The system is not set up to deal with the uncommon aspect of workforce diversity and there will be some gnashing of teeth as the corporate gears of change try to mesh.
In a given organization, says Dr. Thomas, managing diversity permits a knowledgeable and understanding manager to harness the full potential of employees because there will be a minimum of blatant racism and sexism. The corporation's motto might be "We is us," which means employees are accepted for what they are and what they do rather than their color or ethnic background.
As these changes in attitude and need take place in this decade, the job market for minorities will continue to improve. That doesn’t mean it is going to be easy, but it does mean that if you have the required skills and the self-confidence to pursue your career goal, there is a job waiting for you to find it.
Attitudes Are Changing
Cathy Fyock of Innovative Management Concepts, a management consulting firm in Louisville, Kentucky, sees a change in attitudes with employers becoming more receptive to older workers. Fyock, who counsels corporations on hiring employees, cites the case of a high-tech company that had a practice of giving employees early retirement. The company soon discovered it was not only losing a valuable source of state-of-the-art technical skills, but the retirees were going to work for the competition.
"There is a changing mind-set," says Fyock, "albeit it is taking place slowly." It is a change in terms of companies beginning to understand the importance of the older consumer, especially in service companies that have direct contact with customers. It's important to have older workers serving older (Customers in banks, in retail establishments, and many of the service industries."
Opportunities in Service Industries
Need is also tied in with the older consumer, claims Fyock. Typically, service industries have been harder hit by the labor shortage and are more receptive to the nontraditional segment. Minority status and age are not as important as the ability to do the job, especially with the baby bust, labor shortages, and lower employment rates. Overcoming some of these misconceptions and stereotypical thinking opens doors to competent people in the work force. Savvy companies do what is necessary to retain and train workers.
Fyock also points out that there are multiple kinds of opportunities in the fast-food business. "You can start at the bottom without prior experience and work up to fairly high-paying jobs in a couple of years, including benefits," she says.
Experienced professionals can solve problems and deal with customers. Fyock describes the case of a 57-year-old woman who started as an hourly employee in a fast-food emporium and in two years worked up to assistant manager, and then training manager. "The opportunities are there," says Fyock.
The Salary Question
It's worth mentioning salary at this point because it is a delicate subject for the 50-plus professional who wants to work full-time. When the subject of salary comes up, you are walking a fine line. You don't want to quote a figure too high or too low because either extreme may ruin your chances of getting the job. The most important information you need is the market rate (the salary range) for the specific job you are interviewing for. Know your high and low range before you go to the interview.
How do you find the market rate? Reading the classified advertisements in the newspapers in your area is one way. Another method is to talk to friends who work in companies in your area. Or visit an employment agency in your town or city to find the going rate. This information is important, so take the time to learn the local market rate for your discipline.
In most interviews it is best when the employer brings up the subject of salary. If the figure given is too low, you can say, "That figure is below the market rate for this job." Don't be afraid to be politely candid with the employer. This is when you have to sell your experience and talents and, most important, your contributions to the job.
If you are asked what salary you want, be prepared to say what you want - and why. Each case is unique and you have to decide what salary to suggest or accept when the moment comes. On the other hand, you may have to take less money than you originally planned, depending on the situation. The most important thing is not to undersell yourself or your talents.
