TFS Scholarships Launches Online Toolkit to Provide College Funding Resources

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disability-owned business

SALT LAKE CITY— TFS Scholarships (TFS), the most comprehensive online resource for higher education funding, has launched a free online toolkit to provide counselors, families and students with resources to help improve the college scholarship search process. The toolkit, available at tuitionfundingsources.com/resource-toolkit, provides downloadable resources and practical tips on how to find and apply for scholarships.

The launch comes in celebration with Financial Aid Awareness Month when many families are beginning the FAFSA process and researching financial aid options.

“We hope these resources help raise awareness around TFS and the 7 million college scholarships available to undergraduate, graduate and professional students,” said Richard Sorensen, president of TFS Scholarships. “Our goal is to help families discover alternative ways to offset the rising costs of higher education.”

The resource toolkit includes flyers, email templates, newsletter content, digital banners and table toppers which are designed to be shareable content that counselors, students and organizations can use to spread the word about how to find free money for college.

The newly revamped TFS website curates over 7 million scholarship opportunities from across the country – with the majority coming directly from colleges and universities—and matches them to students based on their personal profile, where they want to study, and stage of academic study. By tailoring the search criteria, TFS identifies scholarships that students are uniquely qualified for, thus lowering the application pool and increasing the chances of winning. By creating an online profile, students can find scholarships representing more than $41 billion in aid. About 5,000 new scholarships are added to the database every month and appear in real time.

Thanks to exclusive financial support from Wells Fargo, the TFS website is completely ad-free, and no selling of data, making it a safe and trusted place to search.

For more information about Tuition Funding Sources visit tuitionfundingsources.com.

 

About TFS Scholarships

TFS Scholarships (TFS) is an independent service that provides free access to scholarship opportunities for aspiring and current undergraduate, graduate, and professional students. Founded in 1987, TFS began as a passion project to help students and has grown into the most comprehensive online resource for higher education funding. Today, TFS is a trusted place where students and families enjoy free access to more than 7 million scholarships representing more than $41 billion in college funding. In addition to its vast database that’s refreshed with 5,000 new scholarships every month, TFS also offers information about career planning, financial aid, and federal and private student loan programs as part of its commitment to helping students fund their future. Learn more at tuitionfundingsources.com.

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People with disabilities still face barriers finding work during the pandemic—here’s how companies can help

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Photo of an asian woman in a dress and a cane. People with disabilities still face barriers finding work during the pandemic—here’s how companies can help

By Morgan Smith, Make It

For nearly 20 months, debates about the future of work have dominated meetings and Twitter feeds as the coronavirus pandemic upended every aspect of our jobs from commutes to office dress codes. These conversations continue to influence companies’ return-to-office plans and their remote work policies. But despite the pandemic taking a disproportionate toll on their job prospects and well-being, people with disabilities continue to be left out of many of these critical conversations.

According to the Bureau of Labor Statistics, the unemployment rate for people with disabilities is more than double that of those without: 9% compared to 4.4% as of September. People with disabilities are also far less likely to be employed than workers with no disabilities. There are several factors driving this disparity, including discriminatory hiring practices and fewer people with disabilities completing bachelor’s degrees.

The pandemic has only exacerbated this gap. Before the pandemic, workers with disabilities were more likely than those without disabilities to work from home, a new report from Rutgers University found. But because people with disabilities are more likely to hold blue-collar and service jobs, they have had far fewer options for remote or flexible work arrangements during the Covid-19 crisis, the report notes.

As employers announce plans to bring people back to offices and experiment with hybrid work schedules in the coming months, workers with disabilities and disability advocates are urging companies to rethink the structure of their organizations to better accommodate people with disabilities. “Folks with disabilities have been asking for flexible and remote work options for decades and have been consistently denied,” Maria Town, the president and CEO of The American Association of People with Disabilities, tells CNBC Make It. “Now we know these jobs can be done remotely — and people don’t want to see these options go away the moment we decide the pandemic is over.”

The pandemic created new challenges for workers who were already struggling
People with disabilities already experienced “significant” barriers while navigating the pre-pandemic job market — the pandemic has both amplified existing barriers and removed certain hurdles, Town points out. Job applications and interviews are increasingly online, but Town observes that many people with disabilities don’t have access to the assistive technology they need to navigate online job boards. “The expectation is that you will find and apply for jobs online, and for many people with disabilities, that’s not possible,” she says. “But they can’t approach a community center or store in person and ask if they’re hiring anymore, because it’s riskier during the pandemic.” Some people with disabilities are more likely to get infected or have severe illness from coronavirus, according to the CDC.

The ongoing pandemic has also heightened the isolation people with disabilities faced prior to the pandemic. A recent study published by the Disability and Health Journal shows that people with disabilities experience loneliness and social isolation at much higher rates than those without disabilities. “With social distancing and the rise in new variants, it’s even harder to find out about job opportunities and connect with others,” Town says.

People with disabilities have also struggled to get certain accommodations approved for their work throughout the pandemic. Town notes, for example, that some immunocompromised teachers have been asked to be in the classroom or host in-person office hours despite their concerns of falling severely ill from the virus. People infected with long Covid may also qualify as disabled, but struggle to get the accommodations and benefits that come with a more well-known condition.

Click here to read the full article on Make It.

Dyslexia: The learning disability that is overlooked

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child with dyslexia, Joey Harrington, 13, sits with his computer at his home in New Paltz.

By Helu Wang, Yahoo! Sports

By the time Joey Harrington was in kindergarten, his mother, Kathy, realized that he was struggling with reading and writing. While his teacher at Wallkill Central School District said he would outgrow it, his reading scores kept going down. He was not identified as a child with special needs until five years later.

“I got so frustrated. I knew something was wrong,” Harrington recalled of the troubled journey that her family has gone through.

Even though Joey continued falling behind in reading and experiencing meltdowns, the school never evaluated him further, said Harrington. After the family had paid $2,600 for a private psychological evaluation, the district finally identified him as a special needs student when he was in fifth grade. The results showed he has dyslexia with language and learning disorders.

Many families across the region shared similar experiences: children showed signs of reading delay as early as in kindergarten, but they are not identified as special needs students until several years later.

Dyslexia is one of the most common learning disabilities in the country, according to the National Center for Learning Disabilities. It is a learning disorder that involves difficulty in reading due to problems identifying speech sounds and learning how they relate to letters and words. The organization estimates about one in five children have learning and attention issues such as dyslexia and Attention-Deficit/Hyperactivity Disorder.

Dawn Prati of Wallkill, a pediatric nurse practitioner who has helped families navigate the process, said one of the biggest challenges they face is children not being identified early. Many children with dyslexia do not benefit from typical reading support programs that are offered by schools, she said.

“Some people say you cannot diagnose dyslexia until third grade, which is not true. There are indicators before that,” said Prati. “The problem is that there is a period when the brain develops in kids when they are in kindergarten and they are attaining those building blocks. It’s super important to give them what they need to learn.”

Learning disability overlooked
Janice Vincenzo had trusted the school would do the best for her daughter until she found her then tenth-grader reading at a first-grade level. Her daughter had been identified as a student with special needs at third grade and was offered accommodations, including being assigned to a smaller learning group and offered extensions for testing, Vincenzo said, however, the accommodations covered up her daughter’s actual needs. In 2019, more than a year after Vincenzo requested her daughter to be evaluated, the Wallkill School District finally paid for a private evaluation.

“I didn’t realize it for many years that the accommodations they gave her in effort to help her succeed never allowed them to pinpoint what her diagnosis was,” said Vincenzo.

Click here to read the full article on Yahoo! Sports.

First of its kind –The ZIPPIE Sphynx is a truly transportable tilt wheelchair specially designed for families on the move

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man pushing happy daughter in ZIPPEE wheelchair

Sunrise Medical is excited to expand the ZIPPIE pediatric mobility line with the new ZIPPIE® Sphynx™. For busy families that are always on the go, this compact, transportable wheelchair has static tilt and recline to accommodate various client needs.

The Sphynx’s patent-pending one-step fold is easy and intuitive, quickly transforming into an ultra-compact package that will fit within a compact car’s trunk. Weighing only 28 lbs., the Sphynx can be easily lifted for the ultimate portability.

With available tilt angles of 10⁰, 20⁰, or 30⁰, clinicians can select a seat position to accommodate weight shift as needed to support optimal posture. The Sphynx back support can be quickly adjusted from 85⁰ to 100⁰ recline to assist with feeding, digestion, respiratory function, and visual orientation. To support a broad range of users from pediatric clients to young adults with diverse mobility needs, numerous adaptable seating and positioning options are available, including JAY® and WHITMYER® options.

“At ZIPPIE, we wanted to design an adaptive stroller that could support active families when they want to get out and explore without compromising seating and positioning,” says Kelsey DiGiacomo, Pediatric Product Manager at Sunrise Medical. “The Sphynx is easy to transport for children who need postural support.”

For more information, please visit: www.sunrisemedical.com.

ZIPPEE wheelchair imageAbout Sunrise Medical: Committed to improving people’s lives, Sunrise Medical is a world leader in the innovation, manufacture and distribution of advanced assistive mobility devices and solutions. Distributed in more than 130 countries under its own 17 proprietary brands, the key products include manual and power wheelchairs, e-mobility products, motorized scooters, seating & positioning systems and daily living aids. Operating in 18 countries, Sunrise Medical group is headquartered in Malsch, Germany and employs over 2,200 associates worldwide.

For additional information, please contact David Algood; David.Algood@sunmed.com.

Creating Career Pathways through Inclusive Apprenticeship

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Man in wheelchair on computer doing Apprenticeship

Companies are searching for candidates to fill positions in growing industries, including clean energy, healthcare, information technology, cybersecurity and finance. Yet, more than half of human resource professionals believe the pool of qualified candidates that can fill these jobs is shrinking, according to the Society for Human Resource Management (SHRM). Apprenticeship programs can aid employers in tackling this challenge.

Traditionally, apprenticeship programs have focused on training job seekers to enter skilled trades in occupations such as manufacturing and construction. However, new approaches to apprenticeships are taking shape to meet employers’ talent needs in a wider range of industries; these programs help diversify the workforce and enable job seekers with disabilities to gain credentials and skills to succeed in high-growth, high-demand industries.

An inclusive apprenticeship program is an employer-driven program that can help provide access to lifelong career pathways for job seekers from diverse backgrounds, including those with disabilities. Training and instruction focus on helping apprentices master skills needed to succeed in a specific occupation. These programs offer opportunities for job seekers with disabilities from diverse backgrounds to sharpen their skill sets and pursue career paths through work-based learning that is accessible to everyone.

The Partnership on Inclusive Apprenticeship is an initiative funded by the U.S. Department of Labor’s Office of Disability Employment Policy. We collaborate with employers and the organizations that connect employers with apprentices–known as industry intermediaries–to expand the number of inclusive apprenticeship programs in the U.S. Job seekers with disabilities can benefit from joining a program that is fully committed to diversity and inclusion. For instance, people with disabilities who enroll in inclusive apprenticeship programs can:

  • Attain accessible on-the-job training and work in an accessible environment
  • Earn money through wages or stipends while training to be an apprentice
  • Gain skills and credentials (e.g., certifications, certificates, etc.) that can facilitate a pathway to in-demand jobs
  • Work directly with employers and mentors–those who understand the importance of inclusion and accessibility–to receive on-the-job experience

If you are interested in learning more about inclusive apprenticeship programs and enrolling in a program, these resources can help you on your career journey:

Visit Apprenticeship.gov

Lululemon pledges $75 million to wellbeing programs

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Lululemon Athletica inc. has committed $75 million to supporting physical, mental, and social wellbeing programs by 2025

By Anne Stych, Biz Journals

Lululemon Athletica inc. has committed $75 million to supporting physical, mental, and social wellbeing programs by 2025, starting with a $5 million investment in three nonprofits, and through the launch of a Centre for Social Impact.

Lululemon said that through the Centre, it will invest in removing barriers through philanthropy, research, and advocacy, amplifying its existing social impact programs, with a goal to positively impact more than 10 million people.

The three organizations that will receive initial grants are:

  • The Girls Opportunity Alliance, a program of the Obama Foundation that empowers adolescent girls around the world through education.
  • The National Alliance on Mental Illness (NAMI), the United States’ largest grassroots mental health organization dedicated to building better lives for the millions of Americans affected by mental illness. Lululemon will help lead the establishment of a 9-8-8 crisis number for mental health and suicide prevention services.
  • The Trevor Project, the world’s largest suicide prevention and crisis intervention organization for LGBTQ young people.

“At Lululemon, we believe everyone has the right to be well and we know the path to wellbeing is possible when tools, support, and resources are accessible to all,” said Esther Speck, Lululemon vice president of global sustainability and social impact.

Lululemon said that since 2016, its Here to Be program has supported more than 750 non-profit organizations with grants amounting to $25 million, and that its Peace on Purpose program has provided thousands of UN workers with mindfulness and self-care tools for their physical and mental health since the collaboration’s launch in 2019.

Click here to read the full article on Biz Journals.

The Most Common Types of Learning Disabilities Found in Kids and Adults, According to Experts

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having learning disabilities just means your brain operates a bit differently.

By Madeleine Burry, Explore Health

If you have a learning disability, your brain operates a bit differently. Learning disabilities occur “when someone has an impairment in learning or processing new information or skills,” Ami Baxi, MD, psychiatrist at Lenox Hill Hospital, tells Health.

This can lead to difficulty with language, speech, reading, writing, or math.

Defining a learning disability is important—as is understanding what a learning disability isn’t.

A learning disability, or a learning disorder, is not associated with low intelligence or cognitive abilities, Sabrina Romanoff, clinical psychologist and professor at Yeshiva University in New York City, tells Health. Nor is linked to a negative home or school environment, she adds. Instead, learning disabilities can be hereditary, or they may be brought on or exacerbated by psychological or physical trauma, environmental exposure (think: lead paint), or prenatal risks, according to the Mayo Clinic.

Learning disabilities are often diagnosed in childhood, but not always, Romanoff says. Sometimes the disability is mild and goes unnoticed by parents or teachers. Other times it’s mistaken for a lack of motivation or work ethic. In some cases it isn’t diagnosed because kids grow adept at adapting, compensating, and seeking out situations to suit their strengths, Romanoff says.

Without a diagnosis, Romanoff notes, people will lack “answers as to why they have difficulties in certain areas academically or in their daily lives as they pertain to their relationships or general functioning.” That’s unfortunate, since there are ways to overcome the differences in how people with learning disorders organize and manage information, she says.

Here’s a look at some of the most common learning disorders, some of which you’ve likely heard of and others that don’t get as much attention.

Dyslexia
This learning disability “impairs reading and spelling ability,” Holly Schiff, PsyD, a licensed clinical psychologist in Connecticut with Jewish Family Services of Greenwich, tells Health. Estimates vary, but as many as 20% of people may have dyslexia, according to the Yale Center for Dyslexia and Creativity, which notes that it’s the most common neurocognitive disorder.

People with dyslexia struggle to read “because they have problems identifying speech sounds and learning how these relate to letters and words (known as decoding),” Schiff says. As adults, people with dyslexia will tend to avoid reading-related activities, she says. “They may also have trouble understanding jokes or expressions like idioms—where they cannot derive the meaning from the specific words used.”

Dyscalculia
For people with dyscalculia, all sorts of math-related skills—number sense, memorizing arithmetic facts, and accurate calculations—are impaired, Romanoff says.

“Dyscalculia generally refers to problems acquiring basic math skills, but not to problems with reasoning,” Romanoff says.

Tasks that require working with numbers will take longer for people with this learning disorder, Dr. Baxi says. From calculating the tip to writing down someone’s digits, numbers and math-related tasks are ever-present in life, and adults with this disorder may see the impact in many areas of life.

A 2019 study estimates that between 3-7% of people have dyscalculia.

Dysgraphia
People with this writing disability have impaired writing ability and fine motor skills, Schiff says. They find it difficult to organize letters, numbers, or words on page or other defined space, she says.

Anything letter-related is a struggle for people with dysgraphia, Dr. Baxi says. Poor handwriting is common for people with this learning disorder, she notes.

“Dysgraphia in adults manifests as difficulties with syntax, grammar, comprehension, and being able to generally put one’s thoughts on paper,” Schiff says.

Other learning conditions to know
Some conditions are not classified as learning disorders or aren’t formally recognized in the DSM-V, the diagnostic guide used by mental health professionals. But they are still worth noting, since they may overlap or come up frequently for people with learning disorders.

Nonverbal learning disorders
With this kind of disorder, visual-spatial and visual-motor skills are affected, according to the Mayo Clinic. Nonverbal learning disorders (NLVD) can affect social skills and play out as a struggle to decode body language and understand humor, Schiff says.

“Non-verbal learning disabilities are not considered learning disabilities. They are often signs of other disorders,” Dr. Baxi notes. While NLVD isn’t officially recognized, this cluster of symptoms is “recognized by neuropsychologists and in educational settings when it presents itself,” Schiff says.

Click here to read the full article on Explore Health.

It’s a New Era for Mental Health at Work

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illustration to describe mental health. A person in a suit with water color design covering their face

By Kelly Greenwood and Julia Anas, Harvard Business Review

When we published our research on workplace mental health in October 2019, we never could have predicted how much our lives would soon be upended by the Covid-19 pandemic.

Then the murders of George Floyd and other Black Americans by the police; the rise in violence against Asian Americans and Pacific Islanders (AAPIs); wildfires; political unrest; and other major stressors unfolded in quick succession, compounding the damage to our collective mental health.

One silver lining amid all the disruption and trauma is the normalization of mental health challenges at work. In 2019, employers were just starting to grasp the prevalence of these challenges, the need to address stigma, and the emerging link to diversity, equity, and inclusion (DEI). In 2020, mental health support went from a nice-to-have to a true business imperative. Fast forward to 2021, and the stakes have been raised even higher thanks to a greater awareness of the workplace factors that can contribute to poor mental health, as well as heightened urgency around its intersections with DEI.

Although employers have responded with initiatives like mental health days or weeks, four-day workweeks, and enhanced counseling benefits or apps, they’re not enough. Employees need and expect sustainable and mentally healthy workplaces, which requires taking on the real work of culture change. It’s not enough to simply offer the latest apps or employ euphemisms like “well-being” or “mental fitness.” Employers must connect what they say to what they actually do.

Mind Share Partners’ 2021 Mental Health at Work Report in partnership with Qualtrics and ServiceNow offers a rare comparison of the state of mental health, stigma, and work culture in U.S. workplaces before and during the pandemic. This follow-up study to our 2019 Mental Health at Work Report uses the same metrics and includes additional questions and segmentations on the effects of the pandemic, racial trauma, and the return to office; it also fleshes out our less comprehensive study from April 2020. As in 2019, we collected responses from 1,500 U.S. adults in full-time jobs, with statistically significant representation across racial and ethnic backgrounds, gender identities, membership in the LGBTQ+ community, generational divides, primary caregiver statuses, levels of seniority, and other factors. Here’s a summary of what we learned and our recommendations for what employers need to do to support their employees’ mental health.

The Employee Mental Health Experience

When we examined the data on how employees experience mental health challenges, we found that prevalence increased from 2019 to 2021 and that younger and historically underrepresented workers still struggle the most.

Increased attrition. More employees are leaving their jobs for mental health reasons, including those caused by workplace factors like overwhelming and unsustainable work. While the 2019 rates of attrition were already surprisingly high, they’ve gone up even more since then. Sixty-eight percent of Millennials (50% in 2019) and 81% of Gen Zers (75% in 2019) have left roles for mental health reasons, both voluntarily and involuntarily, compared with 50% of respondents overall (34% in 2019). Ninety-one percent of respondents believed that a company’s culture should support mental health, up from 86% in 2019.High prevalence. Mental health challenges are now the norm among employees across all organizational levels. Seventy-six percent of respondents reported at least one symptom of a mental health condition in the past year, up from 59% in 2019. While that’s not surprising due to the many macro stressors, it supports the notion that mental health challenges affect nearly all of us on a regular basis.
Our 2019 study showed the same prevalence of mental health symptoms across all levels of seniority, debunking the myth that successful leaders are immune. Perhaps as a result of having to lead through this unprecedented era, our 2021 study showed that C-level and executive respondents were now actually more likely than others to report at least one mental health symptom. Let’s finally put the stigma to rest and admit that mental health challenges affect us all.

Widespread disclosure. More employees are talking about mental health at work than in 2019. Nearly two-thirds of respondents talked about their mental health to someone at work in the past year. This is an important step in the right direction, especially in terms of reducing stigma, which affects willingness to seek treatment. That said, only 49% of respondents described their experience of talking about mental health at work as positive or reported that they received a positive or supportive response, which is comparable to 2019 rates.DEI implications. Demographics continue to play a strong role in workplace mental health, with younger workers and historically underrepresented groups still struggling the most. Millennials and Gen Zers, as well as LGBTQ+, Black, and Latinx respondents were all significantly more likely to experience mental health symptoms. Like Millennials and Gen Zers, caregiver respondents and members of historically underrepresented groups — including LGBTQ+, Black, and Latinx respondents — all were more likely to leave roles for their mental health and to believe that a company’s culture should support mental health. In fact, 54% of all respondents said that mental health is a DEI issue, an increase from 41% in 2019.

The Company’s Role in Employee Mental Health

Employees don’t experience mental health challenges in isolation. Employers play a role, too — both good and bad.

Certain workplace factors negatively affected mental health. The way we’re working isn’t sustainable, and it’s hurting our mental health. Until recently, the conversation has primarily centered on preexisting mental health conditions and the related stigma. Increasingly, the focus is on work’s effect on everyone’s mental health.

An overwhelming 84% of respondents reported at least one workplace factor that negatively impacted their mental health. Younger workers and members of underrepresented groups were affected even more severely. When looking across all respondents, the most common factor was emotionally draining (e.g., stressful, overwhelming, boring, or monotonous) work, which also worsened since the pandemic. This was closely followed by work-life balance.

The other workplace factors that most notably worsened since the pandemic were poor communication practices and a low sense of connection to or support from one’s colleagues or manager, perhaps unsurprising in a predominantly remote workforce. The workaholism that characterizes much of U.S. culture has only been exacerbated by the challenges of the pandemic, leading to increased employee burnout.

Companies increased investment in employee mental health — sort of. Companies are finally investing more in mental health support out of necessity, but they still haven’t achieved true culture change. Our respondents noted that the availability of many resources provided by employers grew since the pandemic, including extra paid time off, company-wide mental health days, and mental health training.

In addition, employees used accommodations to a much greater extent — especially those that provided day-to-day support. These included extended or more frequent breaks from work and time during the workday for therapy appointments. Utilization rates for other accommodations included time off and leaves of absence, which saw no growth from 2019. This highlights a contrast in what employees used versus what employers provided, which were often more temporary, Band-Aid solutions. In fact, the “resource” most desired by respondents (31%) was a more open culture around mental health.

Companies took steps toward culture change. While there is still a great deal to be done, some companies have made progress on the culture front, likely fueled by the pandemic. Fifty-four percent of respondents believed that mental health was prioritized at their company compared to other priorities, up from 41% in 2019. In addition, 47% of respondents believed that their company leaders were advocates for mental health at work (compared to 37% in 2019), and 47% believed that their manager was equipped to support them if they had a mental health condition or symptom (compared to 39% in 2019). These are both potentially results of increased training and discussion.

However, the added awareness surprisingly didn’t translate across all dimensions. There was a 5% decline in respondents who felt comfortable supporting a coworker with their mental health and a comparable percentage in who knew the proper procedure to get support for mental health at work.

Employers benefit from supporting mental health at work. Employers that have supported their employees with the pandemic, racial injustices, return-to-office planning, and/or mental health overall have better mental health and engagement outcomes. For example, workers who felt supported with their mental health overall were 26% less likely to report at least one symptom of a mental health condition in the past year. Respondents who felt supported by their employer also tended to be less likely to experience mental health symptoms, less likely to underperform and miss work, and more likely to feel comfortable talking about their mental health at work. In addition, they had higher job satisfaction and intentions to stay at their company. Lastly, they had more positive views of their company and its leaders, including trusting their company and being proud to work there. This reinforces the tie between workplace culture and its ability to support mental health at work when done intentionally.

What Employers Need to Provide

Employers must move from seeing mental health as an individual challenge to a collective priority. Given all the workplace factors at play, companies can no longer compartmentalize mental health as an individual’s responsibility to address alone through self-care, mental health days, or employee benefits. Here’s what they need to provide to make real progress.

Culture change. Culture change requires both a top-down and bottom-up approach to succeed. Workplace mental health is no different — our recommendations from 2019 still hold. Mind Share Partners’ Ecosystem of a Mentally Healthy Workplace Framework illustrates that everyone has a role to play, starting with leaders and managers.

Leaders must treat mental health as an organizational priority with accountability mechanisms such as regular pulse surveys and clear ownership. It should not just be relegated to HR. Leaders should serve as allies by sharing their own personal experiences to foster an environment of transparency and openness. Due to fear and shame, even companies with the best mental health benefits won’t see an uptick in usage unless a stigma-free culture exists.

Organizations have to train leaders, managers, and all employees on how to navigate mental health at work, have difficult conversations, and create supportive workplaces. Managers are often the first line in noticing changes and supporting their direct reports. Building an environment of psychological safety is key. Mental health policies, practices, culturally competent benefits, and other resources must be put in place and (over)communicated.

Investing in DEI to support employee mental health and address its intersectionality is also crucial. Black and AAPI employees have been hit especially hard by the trauma of systemic racism and violence. Workers who are caregivers — often mothers — have faced school closures and the associated burnout. Our study found that allowing employees to discuss challenging social and political topics at work is also part of a mentally healthy culture. At the grassroots level, employees should be empowered to form mental health employee resource groups (ERGs) and other affinity groups, become mental health champions, and start peer listening initiatives.

Click here to read the full article on the Harvard Business Review.

Senate will grill tech execs after report that Instagram can harm teens’ mental health

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Senate will grill tech execs after report that Instagram can harm teens’ mental health

By Lauren Feiner, CNBC

A Senate panel plans to bring tech executives back to Capitol Hill following a revealing report from The Wall Street Journal about the impact of Facebook’s Instagram platform on teens’ mental health.

Sen. Marsha Blackburn, R-Tenn., ranking member of the Senate Commerce subcommittee on consumer protection, announced the hearing in an interview on CNBC’s “Closing Bell.” Blackburn said the hearing would take place in a couple weeks and would include representatives from Facebook, TikTok, Twitter, Snap and Google-owned YouTube.

A spokesperson for Blackburn said a hearing date and the specific attendees from the companies have not yet been confirmed.

The Journal’s report, which the outlet said was based on internal documents from Facebook, revealed that the company had been aware of significant negative impacts of its photo-sharing Instagram app on teenage girls. At a March hearing, CEO Mark Zuckerberg testified in response to a question about children and mental health, that research he’s seen shows that “using social apps to connect with other people can have positive mental-health benefits.”

While the research cited in the Journal’s report did not show entirely negative effects, it seemed to cut against Facebook’s narrative about mental health. That angered several lawmakers across parties and chambers of Congress, some of whom called for Facebook to abandon plans to create a child-focused Instagram product.

“What we know is a lot of this anecdotal information that we had from parents, teachers, pediatricians about the harms of social media to children, that Facebook was aware of this,” Blackburn said. “They chose not to make this public.”

Blackburn said her staff met Friday with a whistleblower who has worked for Facebook, and who had access to documents on which the Journal reported.

Although both the House and the Senate have hauled tech CEOs to Congress several times over the past couple years, Blackburn said she expects this hearing to stand out because of its bipartisan nature. She said she is working with the subcommittee’s chair, Sen. Richard Blumenthal, D-Conn., on the effort and the two will look at rules around how social media is able to market to children, as well as statutes meant to protect them online, like the Children’s Online Privacy Protection (COPPA) Rule.

Representatives for Blumenthal did not immediately respond to a request for comment.

“We are determined to do something in a bipartisan way that is going to protect our children in the virtual space, that will allow them to be able to use the internet, do Zoom school if they need to, do research, but to be protected and to have their privacy protected when they are online,” Blackburn said.

Click here to read the full article on CNBC.

Hispanic Heritage Month: Two Latinas are working together to create a pipeline of diversity in STEM

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young Hispanic woman in lab coat with technology equipment behind her

Science, Technology, Engineering and Mathematics, collectively known as STEM make up the fastest-growing and highest paid fields in the U.S. with diverse job opportunities in careers ranging from aerospace engineers, programmer to operations director, yet Latinas only account for 3% of the industry.

Unfortunately, many Latinas are discouraged from pursuing STEM careers and loose interest in these disciplines as early as middle school. This is why early intervention curriculums like the ones provided by XYLO Academy are key to increasing the representation of Latinas in the STEM workforce.

Getting to college is another challenge as underrepresented students face steep costs and challenges to higher education. According to a recent study published in the journal Education Researcher Latino college students drop out of STEM programs at higher rates (37%) that their white peers (27%).

Continual increases in tuition and fees have pushed the cost of college education beyond the means of most minority and underrepresented students. This is why IO Scholarships offers free access to scholarships and financial education so high school, undergraduate and graduate students can find life-changing scholarships where their diverse background is valued.

Despite all the challenges, these two Latinas are working together to fix the leaking pipeline, providing scholarships, and creating STEM curriculums for women of color.

Gabriela Forter
Co-founder XYLO Academy

Gabriela Forter headshot

Born and raised in the California San Joaquin Valley, Gabriela’s first introduction to entrepreneurship was during a course with Professor Rostamian at UCLA in 2015. This class significantly shaped not only her academic interests but also her career path. Gabriela and Professor Rostamian have now launched XYLO Academy to scale this same impact. After spending two and a half years at Deloitte Consulting, Gabriela joined Facebook, focusing on Machine Learning and Artificial Intelligence. She is confident that the most meaningful changes in society will come from advancements in disruptive innovations and seeks to inspire students to pursue careers in STEM. She is committed to increasing diversity in STEM and believes that change starts with education.

“Our goal at XYLO Academy is to educate students on disruptive innovation and inspire them to pursue degrees and careers in STEM and with our partnership with IO Scholarships we are creating a pipeline for these students to have access to the best scholarships in STEM and realize their dreams.”

María Trochimezuk
Founder IO Scholarships

María Trochimezuk headshot

Her determination and hard work paid off as she won grants and scholarships to pay for her entire education. In realizing how time consuming and complicated the process of finding scholarships for STEM diverse students was, María Fernanda created IO Scholarships to make things much easier. She learned first-hand to find, apply for and win scholarships and became an advocate promoting scholarships nationwide.

“IOScholarships was inspired by my own experience as I was very fortunate to access scholarships to attend prestigious universities and realized that more could be done to support minority students especially now as STEM education becomes more important to workforce opportunities,” said María Fernanda Trochimezuk, Founder of IO Scholarships. “IO Scholarships will not only help underrepresented students find scholarships, but level the playing field so all students have the opportunity to achieve their education goals.”

ABOUT XYLO ACADEMY

We are a group of passionate and skilled storytellers. We believe that students everywhere should have the power and ability to access a world-class education. We believe that technology and innovation, especially disruptive innovation, provides unlimited potential for the future. XYLO Academy introduces this space to students in a bold, story-telling format breaking down any barriers that impede equal opportunity to explore, learn and thrive in the 5 disruptive innovation platforms: Artificial Intelligence, Blockchain & Cryptocurrencies, Robotics, Energy Storage and Bio Tech. We have diverse experiences and backgrounds across technology, product innovations and education. We are united in our passion to provide equal access to the study of technology and innovation. Our diversity is our strength, and our mission is our singular focus. XYLO – Unlimited space for learning and opportunity.

ABOUT IO SCHOLARSHIPS

Most of the scholarships featured on the IOScholarships website come directly from corporations and organizations, rather than solely from competitive national pools – thereby maximizing the number of opportunities students have to earn funding for their education. Each month IO Scholarships adds hundreds of new curated scholarships to its database and posts “The Scholarship of the Week” on its Twitter, Facebook and Instagram social media accounts (@IOScholarships), making it easy to find new scholarship opportunities.

In addition to providing scholarships, IO Scholarships website offers a free scholarship organizer, news articles designed to provide guidance on how to apply for scholarships, and money saving tips. The platform also offers a Career Aptitude Quiz designed to help students identify the degrees and professions that best fit their skills.

For more information about IO Scholarships visit www.ioscholarships.com or for weekly STEM scholarships email maria.fernanda@ioscholarships.com.

How to Get Your Resume Past Today’s Software

LinkedIn
multi resumes lined up

When you send out a resume today, you can be nearly certain that it will wind up going through automated applicant tracking system (ATS) software.

Many, and probably most, employers use these time and labor-saving programs to review job applications and make an initial sort of resumes to either send to Human Resources for review, or to reject.

Read on to learn about just how employers use these software programs to sort through incoming resumes — and find out how to tailor your resume for success.

How employers use ATS software

Once employers identify a job opening, they use ATS software to describe the skills, education and training, years of experience and other details they want in candidates for the position. As applications come in, the ATS scores each one and puts it in rank order based on how well it meets the employer’s list of criteria.

But unlike a human reader, the software is likely to reject resumes because:

  • Qualified candidates fail to use the employer’s chosen keywords
  • The system doesn’t recognize unusual fonts or formatting
  • Candidates lack the preferred experience, but may have qualifications that could make up for what’s missing

Navigating the ATS when you apply for a job

Use these tips to improve the chances that your resume will pass through the ATS to be reviewed by Human Resources staff:

  1. Use thoughtful, relevant keywords. Analyze the job posting to identify job requirement keywords, then use those exact terms in your resume. Any variation from what’s written in the job posting may be missed.
    • Aim to use each keyword twice, more is not helpful
    • Modify your resume keywords for different job openings
    • Ask someone in a similar job to check your terminology; find people in similar jobs on LinkedIn
    • Check professional association websites and publications for ideas for keywords
    • For additional keywords, review an Occupation Profile and check the knowledge, skills and abilities
  2. Follow the posting’s instructions to the letter. Send only the documents requested by the posting, and use the requested format. If no format is specified, use Word or plain-text files. Avoid scanning resumes and sending them as an image; these will not be recognized.
  3. Prioritize formatting details
    • If a font is not specified, use a basic font such as Calibri, Arial or Times New Roman, with font size of 11 or 12 (10 to 14 is generally OK)
    • Bold and all capital letters are OK to use, but avoid using italics and underline
    • Bullet points are fine, but only use solid circles, open circles or solid squares
    • Avoid graphics, logos, charts, tables and columns — this will disrupt the ATS’ ability to read text
    • Lines and borders may be used as long as they do not touch any text
    • For your name and contact information, avoid extra spaces and special characters
    • For dates, use the standard format MM/DD/YYYY or Month, YYYY; avoid abbreviations, such as ’19
    • When a job posting requests the day a past job began and ended, be sure to include one, even if you have to estimate it
    • Margins of 1″ on all sides are typical
    • Putting extra keywords in a white font on your resume will not “trick” an ATS
  4. Choose a resume style that’s compatible with an ATS. A chronological work history, with jobs listed in order by date, should be used to ensure the ATS will successfully interpret it.
    While a functional resume may best highlight your transferable skills, it is likely to be rejected by an ATS. You can use a section such as “highlights of qualifications” or “professional summary” for transferable skills, just include your work history as well.
  5. Keep these general tips in mind
    • Customize your resume for each job application
    • Resume length: 1-2 pages
    • The general rule is to include your previous 10 years’ work history. If your most relevant experience is older, consider noting it in a professional summary / highlights section, but not in work history.
    • ATS systems check both for your work experiences and the number of years on the job.

Since nearly all Fortune 500 companies use an ATS in their hiring process, double down on this advice if you apply to a job with one of them. But keep in mind that networking is still the best way to bypass ATS systems and get your resume directly into the hands of hiring managers.

Source: CareerOneStop

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Upcoming Events

  1. Abilities Expo — The Event For the Disability Community
    December 3, 2021 - December 5, 2021
  2. City Career Fair
    January 19, 2022 - November 4, 2022
  3. The Small Business Expo–Multiple Event Dates
    February 17, 2022 - December 1, 2022
  4. CSUN Center on Disabilities 2022 Conference
    March 13, 2022 - March 18, 2022

Upcoming Events

  1. Abilities Expo — The Event For the Disability Community
    December 3, 2021 - December 5, 2021
  2. City Career Fair
    January 19, 2022 - November 4, 2022
  3. The Small Business Expo–Multiple Event Dates
    February 17, 2022 - December 1, 2022
  4. CSUN Center on Disabilities 2022 Conference
    March 13, 2022 - March 18, 2022