IOScholarships is the first of its kind scholarship and financial education platform for minority and underrepresented STEM students. The technology has been designed with a streamlined user-friendly interface that offers great functionality to help high school, undergraduate and graduate students find scholarships and internship opportunities. IOScholarships proprietary matching algorithm can match students with life-changing scholarships where their diverse background is valued.
“Now is the time for students to apply for college scholarships,” said María Fernanda Trochimezuk, Founder of IOScholarships. “While there are many scholarships that have qualifications like a minimum 3.5 GPA, there are just as many that have lower GPA requirements or don’t even take GPA into consideration at all.”
GPA is an important factor for getting scholarships but is not the only thing that’s important. Schools are looking for dedicated students, who contribute to their community or are involved in STEM organizations or activities. They want to see leadership and perseverance, and while these can sort of be reflected in a GPA, they mostly shine through in extracurriculars.
The majority of the scholarships featured on IOScholarships come directly from corporations and organizations, rather than solely from competitive university pools – thereby maximizing the number of opportunities students have to earn funding for their education. There’s plenty of money that goes unused every year, students just have to search for it.
Each month IO Scholarships adds hundreds of new curated scholarships to its database and posts “The Scholarship of the Week” on its Instagram social media accounts(@IOScholarships), making it easy to find new scholarship opportunities.
In addition to providing scholarships, the IOScholarships platform features a 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.
As the world prepares for the next chapter of space exploration, the European Space Agency (ESA) has introduced 17 new astronauts into their program, including the world’s first astronaut with a disability. Former British Paralympian John McFall has been chosen to be the first “parastronaut” in the history of space travel. His journey to the stars will be part of a feasibility project, looking for the most efficient ways for astronauts with disabilities to be included in space travel.
“I thought, ‘Wow, this is a such a huge, interesting opportunity,’” McFall stated to the ESA. “I thought I would be a very good candidate to help ESA answer the question they were asking, ‘Can we get a person with a physical disability into space?’”
A native of Frimley, Surrey, in England, John McFall is best known for his extensive athletic career as a Paralympian. At 19 years old, McFall was involved in a serious motorcycle crash in Thailand that resulted in the amputation of his right leg above the knee. After being fitted for a prosthetic in 2003, McFall decided to take up his former passion for running and quickly worked his way into becoming a professional athlete. He was selected to represent Great Britain at the International Paralympic Committee European Championships in 2005, where he mainly competed as a 100m and 200m dasher. McFall’s athleticism earned him five bronze medals, three silver medals and five gold medals over four years, with many penning him as one of the fastest men in the world.
In addition to competing in the Paralympics, McFall spent his free time studying sports, exercise and medicine at several universities throughout Wales with the intent of becoming a doctor. After retiring from his running career, McFall became a member of the Royal College of Surgeons, one of the most prestigious surgical institutions in the United Kingdom. He is currently a Trauma and Orthopedic Specialist Registrar, otherwise known as an orthopedic doctor.
In 2021, a friend and consultant of McFall texted him that the ESA was looking to hire its first intake of astronauts in 13 years. The ESA was looking for a Paralympian to join the space program and aid in research for how to accommodate the needs of people with disabilities in space travel. In tandem with his medical degree, McFall noticed that he met all of the desired qualifications and decided to apply. Just shy of two years later, McFall was inducted into the astronaut class of 2022 and at the beginning of his journey to becoming the first astronaut with a physical disability to go to space.
McFall will join 16 other newly recruited astronauts in the next year to complete training before he takes his first journey to space. While he has expressed his excitement to join the ESA and to make strides for the disability communities, McFall is also adamant that this endeavor is not about him:
“I am slightly conscious that I am not representative of the entire disabled population,” McFall stated in an interview with ESPN. “I have a very straightforward, static disability; there are people out there with more complex disabilities. It’s important to recognize that this is a small step in addressing a larger question of inclusivity in all realms of employment of people with disabilities. So, this is not ‘The John Show,’ this is a stepping stone to push the envelope [to] get people talking about disability more because the more people talk about it, the less stigma it has, the more opportunities in life they will have.”
An autistic 11-year-old girl has completed her masters and will soon be receiving the degree. The prodigy belongs to Mexico City and has an impressive IQ of 162 — higher than the 160 of the greatest ever physicist of this generation, Stephen Hawking.
The genius child, Adhara Pérez Sánchez, has an IQ that beats Albert Einstein — whose IQ is estimated to be around 160.
Adhara finished her High School education at the very young age of seven. Mirror UK reports that the genius girl will soon be awarded a masters and is currently working with the Mexican Space Agency. She is helping the space agency promote space exploration among the younger generations.
Her disciplines for the masters are also nothing short of impressive. She did a degree in systems and industrial engineering with a specialization in mathematics from the Technological University of Mexico. These technical credentials at a very young make her stand out from everyone else her age.
Despite the impressive IQ and equally impressive credentials, Adhara faced bullying because of a speech disability.
When she was three years old, Adhara was diagnosed with a developmental disability after her speech significantly regressed. Her mother, Nayeli Sánchez, told Marie Claire Mexico that Adhara had to switch schools three times and her old classroom staff and classmates remained apathetic to her achievements.
“The teachers were not very empathetic, they told me that I wish she would finish an assignment – she began to exclude herself, she did not want to play with her classmates, she felt strange, different.”
“She could be at school for a while but then she couldn’t, she fell asleep, she didn’t want to do things anymore,” she said and continued, “She was very depressed, people did not have empathy, they made fun of her.”
The 11-year-old is studying hard to be an astronaut and hopes to colonise Mars.
“I want to go to space and colonise Mars,” she said. “If you don’t like where you are, imagine where you want to be. I see myself at NASA, so it’s worth a try.”
What’s more, last year the University of Arizona even offered the future space explorer a scholarship to study astrophysics. However, due to visa complications, she had to defer.
Read the complete article and more news from WIO News here.
The U.S. Department of Education’s office of Federal Student Aid provides around $112 billion in federal student aid annually. Yet Student Aid’s FY 2021 Annual Report found that only about 61% of high school students applied for financial aid.
Here are the top 14 myths about student aid, debunked:
Myth 1: The Free Application for Federal Student Aid (FAFSA) form costs money.
FACT: Nope! The FAFSA form is free. The quickest and best way to fill it out is on fafsa.gov. Don’t complete your FAFSA form on websites that charge fees.
Myth 2: My family’s income is too high for me to qualify for financial aid.
FACT: That’s one of the most common financial aid myths, but there’s no income cutoff. Most people qualify for some type of financial aid, which range from grants and scholarships to loans and work-study programs. Many factors besides income — such as your family size and your year in school — are considered to create your financial aid package.
When you submit the FAFSA form, you’re also automatically applying for state funds and possibly financial aid from your school, including grants and scholarships. In fact, some schools won’t even consider you for their scholarships (including academic scholarships) until you’ve submitted a FAFSA form. And you can’t know how much financial aid you’ll get until you fill it out.
Myth 3: The FAFSA form is really hard to fill out.
FACT: Most people can complete their first FAFSA form in less than an hour. If it’s a renewal or you’re an independent student who doesn’t need to provide parents’ information, it can take even less time. Online, you’re asked only the questions relevant to you. And if you’ve filed your taxes, you can transfer your tax return data into your FAFSA form automatically.
Myth 4: I’m not eligible for financial aid because of my ethnicity or age.
FACT: Absolutely not. While schools have their own eligibility requirements, federal student aid eligibility requirements do not exclude based on ethnicity or age.
Myth 5: The FAFSA form is only for federal student loans.
FACT: Not at all. In fact, the FAFSA form is one of the most widely used tools to access student aid: one application for multiple types of funding. When you complete the FAFSA form, you’re automatically applying for everything from grants and scholarships to work-study funds and loans from federal, state, and school sources. States and schools can also determine scholarships and grants using your FAFSA information. And the funding can be substantial.
Myth 6: The FAFSA form kicks off on Jan. 1, and you have to submit it by June.
FACT: Nope! You have more time than you think. The FAFSA form is available on Oct. 1 for the next school year and there are three FAFSA deadlines: federal, state, and school. But the sooner you submit your FAFSA form, the more likely you are to get aid.
Remember, too, that when you submit the FAFSA form, you’re also automatically applying for grants, scholarships and loans from states and schools, which may have earlier deadlines than the federal deadline. If you’re applying to multiple schools, check their deadlines and apply by the earliest one.
Myth 7: I need to file my 2022 taxes before completing the FAFSA form.
FACT: No, you’ll use your 2021 tax information to apply for student aid for the 2023-24 award year. You do not need to update your FAFSA form after filing your 2022 taxes because only the 2021 information is required. If your financial situation has changed in the last year, you should still complete the FAFSA form with the 2021 information, submit your FAFSA form and contact the financial aid office at the school you plan to attend to discuss how your financial situation has changed.
Myth 8: You have to have good grades to get a financial aid package.
FACT: Applying for admission into school is different from applying for financial aid. Good grades may help with academic scholarships, but most federal student aid programs don’t consider grades for your first FAFSA form. In subsequent years, you’ll have to meet certain academic standards defined by your school (also known as satisfactory academic progress) to continue receiving financial aid.
Myth 9: Since I’m self-supporting, I don’t have to include my parents on the FAFSA form.
FACT: Not necessarily. You need to know how the FAFSA form defines a dependent student. The form asks questions to determine your dependency status. You’ll also need to learn who is defined as a parent for FAFSA purposes. Requirements for being considered an independent student go beyond living on your own and supporting yourself.
Myth 10: I should not fill out the FAFSA form until I’m accepted to school.
FACT: That’s another widespread FAFSA misconception. Do it as soon as possible. To receive your information, the FAFSA form requires you to list at least one school, but you should list any schools you’re thinking about, even if you haven’t applied or been accepted. And don’t worry ― schools can see only their own information; they will not be able to see other schools on your FAFSA form.
Myth 11: I only need to submit the FAFSA form once.
FACT: You have to fill out the FAFSA form every year you’re in school to stay eligible for federal student aid, but filling out the renewal FAFSA form takes less time.
Myth 12: I should contact the U.S. Department of Education’s office of Federal Student Aid to find out how much financial aid I’m getting and when.
FACT: No, the financial aid office at your school is the source for that information. The U.S. Department of Education’s office does not award or disburse your aid. Remember — each school awards financial aid on its own schedule.
Myth 13: The Expected Family Contribution (EFC) is the amount you have to pay for school.
FACT: The EFC is not the amount of money your family will have to pay for college, and it is not the amount of federal student aid you will receive. The EFC is a number your school uses to calculate how much financial aid you are eligible to receive. Other factors ― the largest being the cost of your school ― contribute to determining both the amount and type of aid you receive.
Myth 14: I can share my FSA ID with my parent(s).
FACT: Nope. If you’re a dependent student, you will need your own FSA ID to sign your FAFSA form online, and so will one of your parents. An FSA ID is an account username and password that you use to log in to certain U.S. Department of Education websites. If you share your FSA ID, you’re risking identity theft and your FAFSA form could be delayed.
Netflix is partnering with Formation to build a world where people from every walk of life have a seat at the table in tech.
Our program will be completely free of charge for students accepted. It is designed to unlock your engineering potential with personalized training and world-class mentorship from the best engineers across the tech industry.
The below information will be required, and adding why you want to land a New Grad Engineering role at Netflix.
The application requires:
Info about your experience, education, and background
Several states, including Arizona, Oregon and Virginia, have recently passed bills that allow students to miss school to take care of their mental health, efforts that were often supported or led by students.
Do you think all students should have the option to take a day off from school to rest, recalibrate and take a break from their regular routine? Does your state or school allow students to take mental health days when necessary?
In “Teens Are Advocating for Mental Health Days Off School,” Christina Caron writes:
By the time Ben Ballman reached his junior year in high school he was busier — and more anxious — than he had ever been.
“I had moments where it felt like the whole world was coming down on me,” he said. “It was definitely a really difficult time.”
Before the pandemic shut everything down, his day started at 6:30 a.m., when he woke up to get ready for school. Next came several Advanced Placement courses; then either soccer practice or his job at a plant nursery; studying for the SAT; and various extracurricular activities. He often didn’t start his homework until 11 p.m., and finally went to bed three hours later. Every day it was the same grueling schedule.
“It’s not even that I was going above and beyond, it was, ‘This is the bare minimum,’” said Ben, now 18 and a recent graduate of Winston Churchill High School in Montgomery County, Md. “It’s like a pressure cooker that’s locked down. There’s nowhere to escape. Eventually you just kind of burst at some point, or, hopefully, you can get through it.”
The article continues:
Faced with high stress levels among adolescents and a mental health crisis that includes worsening suicide rates, some states are now allowing students to declare a mental health day.
In the last two years alone, Arizona, Colorado, Connecticut, Illinois, Maine, Nevada, Oregon and Virginia have passed bills permitting children to be absent from school for mental or behavioral health reasons, efforts that were often aided or spearheaded by students.
And in March, Utah decided that a “valid excuse” for a student’s absence will now include “mental or behavioral health,” broadening an earlier definition that referred to mental illness. The legislator who sponsored the bill, Representative Mike Winder, a Republican, told the television station KUTV in February that it was his daughter, then a senior at Southern Utah University, who suggested the idea.
Late last year the advocacy group Mental Health America surveyed teenagers about the top three things that would be most helpful for their mental health. More than half of the respondents cited the ability to take a mental health break or absence from either school or work. And in a Harris Poll of more than 1,500 teenagers conducted in May of last year, 78 percent of those surveyed said schools should support mental health days to allow students to prioritize their health.
Ben, the recent graduate, said that as a high school student he had spoken with classmates who were struggling and needed support but didn’t know where to turn. So he organized a coalition of students to improve mental health services for students in his state. This year he spent months supporting a mental health day bill in Maryland, but it stalled in the State Senate.
The article also shares some reasons that mental health days may not become a reality at more schools, at least for now:
In the New York City school system, which has more than 1 million students, a day off for mental or behavioral health reasons “would be treated like any other sick day,” Nathaniel Styer, a New York City Department of Education spokesman, said.
The phrase “mental health day” might make some kids and parents uncomfortable. With that in mind, the school board in Montgomery County, Md., decided that it will excuse absences taken for “student illness and well-being,” starting in the new school year.
“We didn’t want to call it a mental health day, because we know there is still stigma around that,” Karla Silvestre, the school board vice president, told Education Week in June.
Schools are also experimenting with other methods beyond mental health days to help students cope with their daily stressors. The Jordan School District in South Jordan, Utah, is using “wellness rooms,” where students can decompress for 10 minutes if they are feeling overwhelmed. And some schools in Colorado have created “oasis rooms,” a student lounge staffed with peer counselors and other resources.
National Scholarship Month, sponsored by the National Scholarship Providers Association (NSPA), is a national campaign designed to raise awareness of the vital role scholarships play in reducing student loan debt and expanding access to higher education.
To celebrate, the National Scholarship Providers Association (NSPA) has announced the launch of the NSPA Exchange – the first and only scholarship metric database.
Thanks to a partnership with the Michael & Susan Dell Foundation, the NSPA Exchange was created to serve as a central access point for scholarship provider data. Currently, the database is home to metrics from over 1,300 organizations, allowing members to search details about peer providers by location, compare scholarship award amounts, eligibility criteria, program staff size, and more. All information is kept in a secure, cloud-based, centralized database maintained through a custom administration system.
“Our goal for the NSPA Exchange is to ultimately define best practices and industry standards for scholarship providers.” says Nicolette del Muro, Senior Director, Membership and Strategic Initiatives at NSPA.
“With this database, members now have the data they need to make strategic decisions. For example, of the over 15,000 scholarships in the Exchange database, the average application is open for 90 days. And 75% of these scholarships open in the months of November, December, and January. This offers applicants a relatively short window of time to apply for all scholarships. Insight like this could help a provider determine to open their application outside of the busy season or encourage them to make their scholarship criteria and requirements available online in advance of the application open date.”
“The NSPA Exchange is a great resource for IOScholarships as the information is constantly updated and enables members to review and update their own organization’s scholarship data”, said María Fernanda Trochimezuk, Founder of IOScholarships and Individual Affiliate Member at NSPA. “IOScholarships also uses scholarships from the Exchange in our own Scholarship Search, and we trust these scholarships are safe for students, vetted, and current offerings.
ABOUT THE NATIONAL SCHOLARSHIP PROVIDERS ASSOCIATION (NSPA)
The mission of the National Scholarship Providers Association is to advance the collective impact of scholarship providers and the scholarships they award. Currently serving over 2,000 individuals, they are dedicated to supporting the needs of professionals administering scholarships in colleges and universities, non-profit, foundations and businesses. Membership in the NSPA provides access to networking opportunities, professional development, and scholarship program resources.
By conducting a free scholarship search at IOScholarships.com, STEM minority and underrepresented students gain access to a database of thousands of STEM scholarships worth over $48 million. We then narrow this vast array of financial aid opportunities down to a manageable list of scholarships for which students actually qualify, based on the information they provide in their IOScholarships.com profile. They can then review their search results, mark their favorites, and sort their list by deadline, dollar amount and other criteria. We also offer a scholarship organizer which is completely free to use, just like our scholarship search. There are scholarships out there for diverse students in STEM. So take advantage of National Scholarship Month and search for available scholarships today!
Since the PAEMST program’s inception in 1983, more than 5,200 awardees have been selected for this honor. These educators have taught in classrooms across the country – from one-room schoolhouses in rural Montana, to large school systems in the heart of New York City. While their teaching experiences may vastly differ, PAEMST awardees do have one thing in common: they have both a deep content knowledge of the subjects they teach and the ability to motivate and enable students to be successful in those areas. Collectively, they reflect the expertise and dedication of the nation’s teaching corps, and they demonstrate the positive impact of excellent teachers on student achievement.
Who can apply?
Full-time STEM teachers at the 7–12th grade level with at least 5 years of experience. Elementary school teachers (K–6th grades) will be eligible to apply during a future cycle.
Who can nominate?
Anyone—principals, teachers, parents, students, or members of the general public—may nominate exceptional STEM teachers. Teachers may also self-nominate.
Recipients receive a certificate signed by the President; a paid trip to D.C. to attend a series of recognition events and professional development opportunities; a $10,000 award; and join a cohort of over 5,200 award-winning teachers. Watch the video below for a recap of our most recent Recognition Event.
The Americans with Disabilities Act (ADA) was enacted in 1990 and has made workplaces much more accommodating to disability workers in America. As of June 2022, 38.1 percent of persons aged 16–64 with a disability is in the American workforce.
Many workers have disabilities that may or may not be visible. Either way, those people have needs that every workplace must address. Making a safe and accessible workplace isn’t as easy as adding a few ramps and lifts. There are many measures that a person can take to ensure their workplace exceeds safety standards for disability workers.
The most important thing to ensure workplace safety is to listen to the workers. Disabled workers deserve to have their voices heard just as much as anyone. No one understands what a person needs better than themselves. Listening to the people affected by these measures is the most effective solution. It is not enough to simply make a series of measures and leave it at that. All safety practices must be subject to alteration and addition as necessary. Receptiveness to disability workers’ needs will go a long way toward making a safer workplace. Ensure that all employees know that they can bring suggestions forward.
Create Specific Emergency Plans
One of the best ways to manage workplace safety is to have a clear and specific emergency plan. Although every building requires a plan of action for fires or other emergencies, these plans often do not account for those with disabilities. It is too easy for someone to be left behind in widespread panic. Create an emergency plan that everyone knows and can follow. A clear plan will reduce panic and make the workplace response much smoother. Talk to your disability workers about the safety measures they require in an emergency.
For example, someone may benefit from designated rescue assistants. Others may require immediate and easy access to assistive technologies. Mobility devices should be accessible to all employees without hassle in case of such an event. Modify and add emergency response plans based on the needs of your workplace and workers. No matter the case, a clear action plan will reduce risk factors for disability workers. Most importantly, work with the workers themselves to design a plan that works for them. Not all safety measures are universal. Personalize them for the workplace and those in it.
Educate Other Employees on Specific Needs
Workplace safety measures work best when everyone is on the same page. For this reason, all relevant parties must know of a worker’s specific needs. Of course, the only information that your disability workers are willing to disclose should be provided, and only to those concerned by the plan. Disability workers have a right to confidentiality that must be respected at all times under the ADA. If a worker wants to disclose their disability status to the workplace or include coworkers in their emergency plans, educate those other workers. Allow the worker in question to outline their boundaries and needs. Make it clear that others in the workplace will abide by their needs and reinforce said position whenever necessary.
Supporting disability workers in their ability to self-advocate and create measures for themselves will contribute heavily to any safety practices.
Utilize Assistive Technology
Many disability workers will already possess some form of assistive technology as they require. Assistive technology is any tool that aids in a person’s ability to engage in everyday life. You can never be too careful when it comes to workplace safety. Backup aids stored in the workplace can provide peace of mind and specific response plans.
For example, consider having wheelchairs and other mobility aids stored in an accessible area. Utilize optional screen readers if computers play a large part in the workplace or supply noise-canceling headphones if loud sounds are a concern. There are many ways to include assistive technology in the workplace. While some common tools are helpful for any workplace such as wireless panic buttons, all should strive to support the specific needs of those who work there. Offer to store backup glasses, medications, or other technology in a safe and secure place on site. This may ease disability workers’ worries and create a much safer environment.
Ensure All Areas of the Workplace Are Accessible
A big part of workplace safety is accessibility. The ADA outlines standards for public buildings and areas, but these accessibility tasks are the bare minimum, not the extent. For example, a workplace may have a ramp that allows wheelchair access to the building, but what about access to rooms and hallways? What about tools and resources that a person with a disability may have trouble accessing without risk?
Workplaces should strive to improve accommodations at all times. Comfort is not the only reason to adjust workplace layouts and paths. Accidents are much less common in workplaces created with accessibility in mind. Outlined below are some common measures that will improve safety.
One method is to make all walkways wide enough for mobility aids. Non-accessible areas are a significant risk. Reduce the number of them wherever possible to reduce the number of accidents that occur. Accessible routes also provide more options for disability workers in an emergency.
Keep commonly-used supplies near the areas of intended use. Workers with disabilities that impair movement will benefit from this simple matter of convenience. More importantly, these items should also be kept in a place that anyone can access without help. Avoid heavy impediments, high shelves, and other inconveniences whenever possible.
Refer to ADA standards for accommodations required in public spaces. As mentioned before, use these standards as a guide, not the result. An accessible workplace is always a safer one.
Bloomberg Engineering’s culture champions innovation. This is made possible by the different perspectives of our 6,000+ software engineers around the globe, who come from diverse backgrounds and geographies and who possess a variety of technology specialties.
Meet four of Bloomberg’s software engineers – all of whom are active members of the Bloomberg Black in Tech Community across our New York, San Francisco and London engineering teams – and see how they’ve been empowered to impact our business globally.
Our conversations with them cover their paths to and work at Bloomberg, how they’ve grown professionally, their impact in technology, the importance of an inclusive workplace, and their efforts to attract more diversity to tech. Interviews were edited for length and clarity.
TITLE: Software Engineer BLOOMBERG OFFICE: New York
How did you get to Bloomberg? What do you work on now? I lived abroad for 5 years, during which time I taught English in South Korea for 3½ years. I then served in the U.S. Navy for 4 years, after which I felt the urge to embrace my technical talents. This career change turned out to be one of the best decisions I have ever made.
While finishing my MBA, I decided to apply to the Grace Hopper Program at Fullstack Academy, one of the country’s top-ranked coding bootcamps. This decision was the beginning of my path to Bloomberg, which I was drawn to for its philanthropic programs, the eclectic and dynamic nature of the Bloomberg Terminal, and the opportunity to be immersed in a culture of strong, talented software engineers.
I’m currently in the training program for new engineers. Prior to starting my training, I had the privilege of pre-training on the Commodities team, where I worked on building a map UI in React and Node.js and integrating it with a remote procedure call framework. I really enjoyed the learning process in discovering how to merge open source technologies with proprietary technologies.
Did you have any mentors or influential managers to guide your career along the way? One of my mentors is Erik Anderson, the software engineer who helped created MAPS<GO> and many of Bloomberg’s chart functions. Erik has helped me a great deal in building my confidence to tackle things outside my comfort zone. He really has helped me see that I was capable of more than I thought and encouraged me along the way, which really made me more driven to put in the long hours of practice and study that it takes to get to Bloomberg.
What do you love most about working in tech? I really enjoy the way it has evolved over the years and how it continues to change so rapidly. Working in technology forces me to continue learning and embrace my status as a ‘forever’ student. The moment we get too comfortable in this industry is the moment we are in danger of falling behind. There are so many advances and new technologies that, even after just one year, the older versions are quickly out-of-date. What I love most is that it is an industry that never gets too comfortable; it is about constantly improving the product and making applications faster and more efficient. The associated mental challenges and continuous learning excite me the most!
What are some of the unique challenges that people of color face getting into tech / within the tech industry? Entering a male-dominated industry doesn’t come without trepidation. Knowing that people come equipped with certain biases that they themselves may not even be aware of plays a role; it is just the way we have all been socially-programmed by the media, our parents, and our communities. The tech industry is challenging by itself and people of color may have to face a few additional challenges, dealing with variations of micro-inequities, and the burden of not contributing to certain stereotypes. However, what I enjoy the most are the raised awareness and open discussions seeking to address these imbalances. It really shows how we, as a human species, are evolving our consciousness around these issues.
In your opinion, why are diversity and inclusion important? How do you personally promote diversity and inclusion with your teams and/or in the community? Diversity and inclusion are crucial to the strength of any great organization. In order for technology to serve a wider range of users, understanding their needs and wants is very important. With the advent of globalization, this type of understanding can only be reached by increasing diversity and inclusion in the workplace.
I also enjoy sharing my experiences traveling and living abroad with my co-workers. It highlights the importance of travel as a way to break down barriers in understanding different cultures, which I believe is a pivotal step towards this objective. I am also a member of many different communities here at Bloomberg, so as not to limit the definition of myself to one particular ethnicity or background, but to expand my sense of self in order to represent the many different cultural experiences I’ve had and those I’ve adopted along the way.
TITLE: Senior Software Engineer BLOOMBERG OFFICE: New York
How did you get to Bloomberg? I was an industry hire out of a Bloomberg recruiting event in Seattle, where I met the engineers who would eventually be my managers. They were great and provided an amazing vision of the technical challenges and company culture at Bloomberg.
What do you work on now? I am presently working on designing and building out the underlying platform that supports Bloomberg’s Asset Investment Management (AIM) compliance workflows.
Did you have any mentors to guide your career along the way? Most definitely! I was fortunate to have an awesome mentor when I first started at Bloomberg. He was one of those engineers whose code nuances and expressiveness are like revelations. I learned a lot about my team and Bloomberg’s culture just by contributing to his code. I was also fortunate to have supportive managers who accommodated my desire to be challenged. They were able to provide interesting, tangible and business-critical projects to broaden my scope and contributions.
What do you love most about working in tech? It has been said that engineers are the gatekeepers for civilization. Being in tech is like a calling. The work one does has a direct impact on the well-being of others. It gets more interesting when your work pushes the boundaries of what is considered possible. When this happens, there is no greater feeling than creating something new. Then you realize that, in some small way, you’ve (hopefully) helped make the world just a bit better than before.
Are there any particular technologies that interest you? Machine learning, especially around the areas of natural language processing and understanding. The best technologies are those that feel so completely natural and intuitive that you may forget that you are interacting with a machine. Ironically, it is extremely difficult to create such a system. Applications of ML have the powerful potential to change the way we all interact with technology, if not the very nature of the machines we use.
What are some of the unique challenges that people of color face getting into tech / within the tech industry? There are very few of us in the tech industry. This truism begs us to ask why, as demographics don’t support this reality, as 10% of all college graduates and computer science majors are people of color. It’s sometimes hard not to feel excluded when there are very few people who look like you in the places that you are or want to be. There is often a significant effort required to go from ‘person of color,’ to ‘person,’ to ‘extremely capable person’ in the minds of others that people of other backgrounds do not face.
In your opinion, why are diversity and inclusion important? Antifragility is a term coined by bestselling author Nassim Nicholas Taleb that describes systems that thrive in the face of volatility, shock or adversity. It represents the next step beyond robustness and resilience. I believe that, by their very nature, antifragile systems are diverse. Events that could take down a monoculture are often integrated and used for the greater good by an antifragile system. Diversity and inclusion promote antifragility by fostering teams that are tolerant, supportive, engaging and dynamic.
How do you personally promote diversity and inclusion with your teams and/or in the community? I am one of the co-founders of the Bloomberg Black In Tech (BBIT) Community, which is composed of individuals in technology roles across Bloomberg – in engineering, product management, data science, etc. BBIT’s singular goal is to make Bloomberg the best place for minorities in tech across the industry. We host regular events to foster professional and personal development and create a fun, safe space. We work very hard to engage, support and empower the community at large through mentoring, recruiting, and outreach events on college campuses and at tech conferences with significant minority representation.
TITLE: BQuant Specialist, Desktop Build Group BLOOMBERG OFFICE: San Francisco
How did you get to Bloomberg? What do you work on now? I spent the first five years of my career at leading French banks where, among other things, I designed and implemented technology to automate processes on trading floors. Bloomberg found me on LinkedIn and recruited me to our London office in 2013. I’ve now worked in our San Francisco office for five years.
I’m currently a BQuant Specialist in our Desktop Build Group. In this role, I educate our clients’ quantitative financial researchers, analysts, and data scientists to leverage BQuant, our interactive data analysis and quantitative research platform and new Bloomberg Query Language (BQL). To do this, I first have to understand our clients’ workflows and determine how and where our quant research solutions can help them derive value. Often, we can help clients reduce the amount of time and manual labor spent reviewing financial statements. We can incorporate probability and statistics that help clients make faster and more accurate decisions on their financial strategies. Many times, I create the specifications, design a custom application for a team of about 20-50 users, test the app, and implement it at the client site. Finally, I help train users to program in Python in order to leverage BQuant.
Did you have any mentors or influential managers to guide your career along the way? It has been challenging finding a Black professional mentor. David Mitchell, a team leader for our market specialists, has been a huge inspiration for me. We both started our careers in finance and moved to tech, so I feel like we have much in common. I appreciate how he reaches out periodically to check in on me. I admire his leadership of Bloomberg’s Black Professional Community and am really impressed by his career trajectory and the network he has built. It’s really important to see a person of color in a senior position because it makes that rank seem attainable for the rest of us.
Sandra Lee, who works in Bloomberg’s Product Oversight Office, has also been an influential mentor since we first met in 2016. She’s been with Bloomberg for more than 20 years, and she has helped me understand Bloomberg’s culture and navigate internal networks. I often use her as a sounding board to help me articulate my vision and get a second opinion. On a personal level, she shows me the value of work-life balance.
What do you love most about working in tech? I love being in a position where I’m learning something. Technology is perpetually evolving, and you always need to be on your toes to remain competitive. I will often think about a complex engineering challenge that I am trying to solve, and will have a candid conversation with a colleague or I will read an article, and then a solution will emerge. I then implement it and it is so satisfying when it works. I also like that tech has tangible results.
Are there any particular technologies that interest you? I am really excited about artificial intelligence (AI) and machine learning (ML). I love the idea that technology can show us patterns that humans cannot otherwise see because we cannot scrape through large volumes of data as quickly. From there, we can extract specific insights that influence our decision-making.
My interest in AI and ML led me to complete a graduate-level certificate program at the University of San Francisco. While I’m not using these skills in my current role, I’m excited that Bloomberg is doing cutting-edge work in natural language processing and other areas related to ML and AI. I’ve also joined Bloomberg’s Machine Learning Guild so I can stay connected to this technology; otherwise, it is hard to stay on top of it when you don’t apply it on a daily basis.
What are some of the unique challenges that people of color face getting into tech / within the tech industry? One word: R-E-P-R-E-S-E-N-T-A-T-I-O-N! We need to see peers and leaders who are people of color. When I don’t see people of color in leadership positions, I feel like it’s less possible to attain success. When I see Black leaders, I get a lot of motivation and affirmation that it could be me one day.
In my experience, people of color aren’t taken as seriously by their peers unless there are other people of color in leadership positions. I personally feel like I need to be better than anyone else in whatever I’m doing. I don’t want to give any opening for the quality of my work to be questioned. For that reason, I often spend extra time double-checking my work in order to make everything is perfect. No one asks me to do this, but I feel I must. This adds a dimension of extra stress because that workflow is not scalable or sustainable and can lead to burnout.
In your opinion, why are diversity and inclusion important? How do you personally promote diversity and inclusion with your teams and/or in the community? Life is so much more fulfilling when you can interact with people from different backgrounds and ways of life. At work, a diverse team can help prevent tunnel vision when solving challenges or meeting client needs. Everyone comes with baggage and biases that sometimes makes communication uncomfortable, but this ultimately leads to rich learning experiences.
I’m always trying to recruit and advocate for more underrepresented minority candidates, because we are only likely to stay at Bloomberg if we continue seeing more diversity on our teams.
Jonathan “JC” Charlery
TITLE: Senior Software Engineer BLOOMBERG OFFICE: London
How did you get to Bloomberg? I was on my way to interview with a different company during the career fair at Howard University, when I ran into Kerry Joseph, an engineer who was recruiting for Bloomberg. We got to chatting about the company and he invited me to an info session later that night. What struck me was how down-to-earth and genuine he was. He wasn’t trying to sell me anything; he just talked about his own experiences at the company and how the job allowed him to grow.
In talking about his own background, we discovered we were from neighbouring islands in the Caribbean so we shared a cultural background. Having that conversation, and seeing and hearing someone like me at Bloomberg who had such a positive experience is what really sold me on the company.
What do you work on now? I’m on the Local Development team in London, which is part of our Developer Experience (DevX) group. Our team creates and supports the tools and workflows that allow engineers to develop and test their applications locally on their laptops using whatever tools they prefer, instead of relying on a limited shared environment.
Did you have any mentors or influential managers to guide your career along the way? Zac Rider, who leads our Real-time Distribution Platform engineering team, and Becky Plummer, a software engineering team leader in DevX (and my current manager) are two of the most influential managers I’ve had during my tenure at Bloomberg. They’ve provided me with many opportunities for growth and helped me build up my confidence in my own abilities. They were instrumental in putting my career on its current trajectory.
Femi Popoola, a technical team lead in London, has also been an amazing mentor to me. We’ve spoken about many different topics related to personal and technical growth, like knowing which opportunities are right for you and how to manage them, to understanding when you’re ready to take on a new challenge (hint: you’re never going to be “ready,” but don’t let that stop you).
What do you love most about working in tech? I love the rate at which everything changes in the tech industry, and the ease of being able to get involved.
The tech industry evolves so quickly that you’ll miss it if you blink. In the last 20 years or so, we’ve gone from having one dedicated phone line per family and maybe having a computer for the household to us all having a computer in our pockets and everyone having a phone. All the information this puts at our fingertips has made it much easier for anyone to become involved and even to transfer into tech-related fields from any profession.
Are there any particular technologies that interest you? Docker and container technologies are particularly interesting to me. The ability to simulate an entire environment and have repeatable declarative processes have really changed the way we think about development, testing, and stability of our systems.
What are some of the unique challenges that people of color face getting into tech / within the tech industry? Without seeing other people who look like them or can stand as a role model for them, people of colour tend to get discouraged from entering the tech industry. It is hard to continue being self-motivated or to believe you can achieve something if all the stereotypical icons don’t represent you in any way. It’s why Kerry stood out to me so much. He was West Indian and able to succeed in the tech industry. This isn’t spoken about often, but it creates a real psychological barrier for many people. Being able to connect with someone who shares your heritage or cultural background, and being able to see yourself in that person, are some of the greatest motivating factors.
In your opinion, why are diversity and inclusion important? Diversity and inclusion are very important as they provide different perspectives. Having someone who can see something in a different manner and who brings their own background and experiences can help elicit a new style of thinking and new direction when it is needed the most. When all options have seemingly been exhausted, something which may seem intrinsically basic to someone can actually be just what is needed to get things moving again.
How do you personally promote diversity and inclusion with your teams and/or in the community? I’ve spoken at events aimed at promoting and highlighting diversity and inclusion, as well as been a representative, speaker and mentor at both internal and external events aimed at empowering underprivileged youth to encourage them to pursue careers in STEM and grow their networks. This includes serving as a mentor to both university students and secondary school students.
I have been an advocate for and given advice about different ways to recruit effectively at select Historically Black Colleges & Universities (HBCUs) across the U.S. I’ve also attended university career fairs where I directly engage with students, serving not only as a company point of contact for them, but also sharing my experiences with them. I talk to new hires about my career progression and serve as a mentor to help them navigate the company’s culture.
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.
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.”
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.
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.
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