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How 4 engineers and culture champions are growing their careers at Bloomberg

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Digital transformation change management, internet of things. new technology bigdata and business process strategy, customer service management, cloud computing, smart industry.Ai technology.

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.

Lerena Holloway

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.

Deji Akinyemi

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.

Akin Mousse

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.

Click here to read the full article on Bloomberg.

Kickstart Your Career With Public Health AmeriCorps

Careers

A desk covered in work essentials and a notepad with the words

As communities across the country work to recover from the COVID-19 pandemic and build a healthier, more resilient future, there is an urgent need to grow our nation’s public health workforce.

Our communities also need innovative solutions to help break down barriers to good health and improve health equity. That’s why AmeriCorps and the Centers for Disease Control and Prevention are teaming up through Public Health AmeriCorps, a new program that supports the recruitment, training and development of a new generation of diverse public health leaders.

Opportunities Are Now Available Near You

AmeriCorps is recruiting thousands of people to serve in public health roles at health departments, government agencies, community-based organizations, schools and other settings across the U.S. Adults of all ages and educational backgrounds are eligible to join Public Health AmeriCorps, which aims to recruit members who reflect the communities where they serve.

“Public Health AmeriCorps members add much needed capacity and support for local organizations and help address critical public health issues — like health equity, mental health and substance use disorders, COVID-19 recovery and more,” said Michael D. Smith, AmeriCorps CEO. “This program will not only meet urgent public health needs, but also help fill the shortages in the public health workforce with thousands of Public Health AmeriCorps alumni who represent the rich diversity of the communities they serve.”

Depending on the organization’s and community’s needs, some common roles include:

Health education and training
Community outreach and engagement
System navigation, referrals and linkage to care
Research, data collection, analysis and assessment
And more!

For example, AmeriCorps members have helped more than 2.5 million people at COVID-19 vaccination sites and conducted 1.7 million wellness checks. Members have also served as recovery coaches to help individuals overcome opioid addiction by providing substance use prevention, education, screenings and assessments.

Why Serve with Public Health AmeriCorps?

For many AmeriCorps members, serving is a way to gain valuable, first-hand experience to help further or transition their careers. Members receive on-site experience in a public health setting and have access to a comprehensive training program. Serving is also a great way to help make a difference in communities and give back. In addition, members receive benefits including:

Professional development opportunities: Gain transferable skills employers value including leadership, teamwork and problem-solving.
Living allowance: Receive a living allowance to cover basic expenses during your service term.
Money for college and trade school: Individuals who complete a term of service will receive an education award which can be used for a range of educational expenses.
Loan deferment and interest forbearance: AmeriCorps members are eligible for forbearance for most federally guaranteed student loans. In addition, interest payments that accrue during service may be eligible for repayment by AmeriCorps.
Access to the national AmeriCorps alumni network: Be part of a network of like-minded leaders who are passionate about improving communities. AmeriCorps alumni receive access to unique benefits and resources.

Learn More & Apply

Is this a good fit for you? Visit AmeriCorps.gov/PublicHealth for a complete list of opportunities to serve and guidance on how to apply. Part-time and full-time roles are available in rural and urban locations across nearly every state, D.C., Guam and Puerto Rico. You can also subscribe to AmeriCorps’ newsletter (public.govdelivery.com/accounts/USCNCS/subscriber/new) and contact publichealth@americorps.gov with any questions.

The Mentor Match – Would You Be Swiped Left?

Careers

By Allison Struber

Recently, a friend shared with me she was meeting a lot of great people by swiping right. I was a bit taken aback because she is, what appears to be, happily married. My response caused her to grin and clarify she was not looking for romance. She was using a new app to find mom-friends. It has similar features to the infamous Tinder dating app, but the purpose is to narrow down the vast number of moms in an area to those who share similar interests.

As she further explained how the app worked and her success, my opinion of this swipe left/swipe right function began to change. With correct intentions, the technology could be helpful.

HOW TO SWIPE FOR NETWORKING SUCCESS

Consider all of the factors that go into choosing a mentor or mentee. It would be great to quickly swipe through professional profiles to find a good match. I would look for things like: integrity, honesty, enthusiasm, skills and experience. I would want someone who was passionate about growing new leaders and committed to investing the time it takes to do so. But just like the popular dating app, a swipe right on a mentor’s professional profile would not mean a match. My profile would also need to reflect good mentee status.

If you were seeking a mentor, here are a few things you would need to get swiped right.

Availability

Good mentors and good mentees use their time intentionally. It can be difficult to find coordinating availability, so be accommodating. Make this opportunity a priority and accept the meeting time offered.

Prepared questions

Good mentors have a wealth of knowledge, and a good mentee is going to pull out that great information. Think about what you admire in this mentor and ask questions to discover how he/she developed that skill or ability.

Teachable

Nothing is worse than a person who ‘knows it all’ except a person wanting to be mentored who ‘knows it all.’ If the conversation turns to a topic you feel confident about, pivot the discussion to something else with a new question or ask for feedback about a time you have utilized that specific knowledge.

Listener

It is ok and important to open up and share about yourself, but give your mentor the chance to lead the conversation. If you are doing most of the talking at every meeting, the balance is off.

Willing to take advice

No mentor is perfect, but there is an assumption their role has been given because he/she has been successful in an area. There is no expectation that a mentee must mirror the mentor’s experience, however, if instruction/advice/guidance is continually being disregarded, you will be right on track to find yourself without a mentor.

Willing to be a mentor

A good mentor has a goal to inspire and teach others. It is a reward to see the investment of their time multiplied by their mentee becoming a mentor. Honor your mentor and give yourself the joy of pouring into someone else. Swipe right on your own mentee.

Source: ClearanceJobs

Selma Blair to Lead Inclusive Makeup Brand

BusinessDisabilityLifestyle

Selma Blair and woman with her hand on her shoulder

GUIDE Beauty, a collection of makeup tools and products that has reimagined the way we apply makeup, is thrilled to announce Selma Blair as their Chief Creative Officer.

Internationally acclaimed actress, author, advocate, style and beauty icon, Blair will join GUIDE as a partner and take a leadership role in product and brand development for the multi-award-winning company. Combining forces with GUIDE’s Founder Terri Bryant, Blair will help the brand to accelerate its mission to expand inclusivity in the world of beauty through thoughtful, universally-designed products for everyone.

“We are proud to welcome Selma to the family,” says Bryant, founder of GUIDE Beauty. “Her devotion to creative expression and advocacy for all people fits perfectly with GUIDE Beauty’s mission and practice of Universal Design – when we design with all people in mind, we create the best products for everyone. From the novice to somebody who has challenges with movement or strength and even the professional makeup artist on set, GUIDE’s products enhance the lives of makeup users everywhere.”

In the prime of her career as a makeup artist and beauty educator, Bryant started to notice stiffness in her shoulder and a loss of dexterity in her hands. Makeup artistry that had been second nature was becoming a real struggle due to the inaccessibility of products that suited her needs. She was eventually diagnosed with Parkinson’s. Empowered by knowledge and a life-long love of makeup, she partnered with human factors designers and clean chemists to create a better, easier way and a new, more inclusive approach for the beauty industry with products designed for the broadest universe of makeup users.

“As a professional makeup artist, I felt a natural ability that most of my friends, family, and clients did not share,” continues Bryant. “When that ability shifted due to the onset of Parkinson’s Disease, it became so clear that my needs, like so many, had not been considered in the design and development of the products I had always used, so I decided it was time to create them.”

“When I first held the GUIDE Wand, I immediately felt more confident than I ever had with a traditional pencil liner and found myself looking forward to doing my own makeup for the first time in a long time,” says Blair, who revealed her diagnosis of Multiple Sclerosis in 2018. “Upon meeting Terri, we bonded instantly over our mutual love of makeup and its ability to transform a face and a day. I’m thrilled to join her and GUIDE to create and advocate for a more inclusive world of beauty.”

GUIDE Beauty today also introduces its new makeup brush collection utilizing its patented GUIDE Ring to steady the hand and make application smooth and easy as well as its first eyeshadow palette that has been designed with Blair to showcase beautiful, easy-to-wear neutrals for everyday or a special red-carpet moment.

In addition to the new launches, GUIDE’s debut collection, which launched in early 2020 and revolutionized ability-inclusivity in beauty, includes Lash Wrap Mascara and Brow Moment Brow Gel, both featuring the GUIDE Ring, and the award-winning GUIDE Eyeliner Duo. The Eyeliner Duo has become the hero SKU among customers, influencers, and media, receiving Allure’s Best of Beauty Breakthrough, ELLE’s Future of Beauty, O, The Oprah Magazine’s O-Ward, and Essence’s Best in Black Beauty, among other prestigious awards.

The GUIDE Wand eyeliner applicator is celebrated for its unique, forward-thinking, ergonomically and universally-designed shape, paired with the GUIDE Line pressed-cream eyeliner to make looks like tightlining, waterline application, and even winged liner a cinch. All GUIDE Beauty formulas are cruelty-free, 100 percent vegan, and formulated without known toxins or harsh ingredients.

Blair, Bryant, and the GUIDE Beauty team are currently developing additional universally-designed makeup products to improve the lives of makeup users and are committed to advocating for inclusive and empowering beauty for all.

Source: GUIDE Beauty

Your first career move, powered by Netflix

CareersSTEMTechnology

Man in wheelchair on computer doing Apprenticeship

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

Info regarding your eligibility for the program

A one minute video telling us about yourself

Apply today at https://formation.dev/partners/netflix

Application deadline is March 5, 2023.

What it Takes to Get DOBE Certified

BusinessDisability

smiling woman in pink suit jacket sitting in wheelchair business setting

By Kat Castagnoli

Disability-owned businesses, or DOBEs, are a growing segment of the small business population. According to the U.S. Small Business Administration (SBA), there are nearly 30 million small businesses in the U.S. alone, accounting for a whopping 99.9 percent of all U.S. businesses – and eight million of those are classified as diverse businesses.

Approximately one in five Americans have a disability, and people with disabilities are nearly twice as likely to be self-employed as people without disabilities.

Corporations realize the importance of disability inclusion in their supply chains – so much that the Billion Dollar Roundtable (BDR) is expanding their criteria of diverse businesses that are counted toward a corporation’s supply chain spend.

Diverse-owned businesses now accepted by the BDR include: Certified Disability-Owned Business Enterprises (DOBEs), Veteran Disability-Owned Business Enterprises (V-DOBEs), and Service-Disabled Veteran-Owned Business Enterprises (SDV-DOBEs).

Read on for the requirements for each of these diverse-owned businesses.

Disability-Owned Business Enterprise (DOBE) Requirements

At least 51 percent of the business is owned by disabled individuals, or in the case of a publicly-owned business, at least 51 percent of the stock is owned by one or more such individuals, i.e., the management and daily operations are controlled by those minority group members.

Disability is defined as a physical and/or mental impairment that substantially limits one or more major life activities.

Veteran-Disability Owned Business Enterprise (V-DOBE) Requirements

Special classification is available for disabled veteran business owners, a growing sector in our economy. According to the Small Business Administration (SBA), veteran-owned firms had receipts of $1.14 trillion, employed 5.03 million people, and had annual payroll of $195 billion in 2012. Approximately 7.3 percent of those veterans reported having a service-connected disability.

V-DOBEs require all of the DOBE requirements plus:

Business is 51 percent owned, controlled, operated, and managed by a veteran, but disability was not incurred during their time of service.

Service-Disabled Veteran-Owned Small Business (SDV-DOBE) Requirements

The government limits competition for certain contracts to businesses that participate in the Service-Disabled Veteran-Owned Small Business program. Joining the disabled veterans’ business program makes your business eligible to compete for the program’s set-aside contracts, and you can still compete for contract awards under other socioeconomic programs you qualify for.

To qualify for an SDV-DOBE, your business must:

Be a small business.
Be at least 51 percent owned and controlled by one or more service-disabled veterans.
Have one or more service-disabled veterans manage day-to-day operations and also make long-term decisions.
Eligible veterans must have sustained their disability during their time of service.

Just a point of note – the SBA does not have a separate DOBE designation, but they do have an SDV-DOBE category.

8(a) Economically Disadvantaged Small Business Requirements

The federal government tries to award at least five percent of all federal contracting dollars to small disadvantaged businesses each year through the 8(a) program.

To qualify for the 8(a) program, you will need to:

Be a small business.
Have not previously participated in the 8(a) program.
Be at least 51 percent owned and controlled by U.S. citizens who are economically and socially disadvantaged.
Be owned by someone whose average adjusted gross income for three years is $250,000 or less.
Be owned by someone with $4 million or less in assets.
Have the owner manage day-to-day operations and also make long-term decisions.
Have all its principals demonstrate good character.
Show potential for success and be able to perform successfully on contracts.

More information about small business requirements can be found on SBA’s website at sba.gov.

Becoming Certified as a Disability-Owned Business

If you meet the requirements to be a DOBE, V-DOBE, or SDV-DOBE, your next step is to become certified. There are two types of certification, although they are not equal: self-certification and third-party certification.

While self-certification is easier than going through a third-party, many of today’s corporations prefer the latter. Third-party certification assures corporate supplier diversity programs that an independent, nationally-recognized agency vetted your company and verified your disability-owned status.

Self-Certification

To self-certify, follow the SBA self-certification process online. You can use the link below to begin certifying your disability-owned business.

https://certify.sba.gov/

SDV-DOBEs can self-represent to the federal government as being owned by a service-disabled veteran by simply updating the socioeconomic status section of their business profile at SAM.gov.

Third-Party Certification

The Disability Supplier Diversity Program (DSDP) is the leading third-party certifier of DOBEs, including SDV-DOBEs. The program is administered through the U.S. Business Leadership Network (USBLN), an organization that unites business around disability inclusion in the workplace, supply chain, and marketplace.

DSDP certifies DOBEs through a rigorous and highly credible two-year national certification process trusted by corporate America. Learn more at

https://www.dol.gov/agencies/odep/alliances/usblnagreement

Education & Contracting Resources

Whether you’re just beginning your business or you’ve been around a while, these educational resources are sure to help:

Disabled Businesspersons Association (DBA)

The DBA works to advance vocational rehabilitation and increase the competitive performance of the disabled in the workplace. The organization offers education, mentorship for both veterans and civilians, and a special youth-focused program to identify the next generation of leaders with disabilities.

U.S. Business Leadership Network (USBLN)

USBLN offers several opportunities for professional growth and networking. USBLN has a network of nearly 50 Business Leadership Affiliates, representing over 5,000 businesses. These affiliates engage businesses of all sizes in networking discussions to increase their knowledge of community outreach, recruiting and interviewing, the accommodation process, and barriers to employment.

The annual conference brings together business owners, entrepreneurs, corporations, thought leaders, and high-profile speakers to learn more about succeeding as a disability-owned business.

The Rising Leaders Mentoring Program brings together employers and college students/recent graduates with disabilities, including veterans, in a six-month career mentoring opportunity.

SCORE

The nonprofit SCORE has been helping small businesses (including disability-owned) for more than 50 years get off the ground through education and mentorship.

Because disability-owned businesses are supported by the SBA, they can take advantage of their services at no charge or at very low cost. Visit SCORE’s website at SCORE.org to find more information on mentors, workshops, and other available resources.

8(a) Business Development Program

The 8(a) Program is a business assistance program designed specifically for small disadvantaged businesses. The program is government sponsored, highly involved, and has some inspiring success stories. Participants of the program go through a four-year developmental stage followed by a five-year transition stage.

In addition to the nine-year program, participants have access to specialized business training, marketing assistance, and mentorship programs. Find out how your 8(a) minority-owned business can participate here:

https://www.sba.gov/federal-contracting/contracting-assistance-programs/8a-business-development-program

Contracting Opportunities

Both the federal government and many of America’s top corporations require their procurement departments to spend a certain percentage on diverse suppliers every year. Once you are certified as a DOBE, it’s time to leverage that certification to gain access to contracting opportunities.

Supplier Registration Platforms

To streamline supplier diversity, blue chip firms invest in third-party supplier registration portals to streamline the buyer-supplier contracting process. Free registration, seamless communication with potential buyers, and robust opportunity filtering are just a few features that a quality platform should provide to suppliers. Register your company today to start on the path toward working with Fortune 1000 companies.

Veterans First Contracting Program

The Department of Veterans Affairs, which awards a large number of contracts to veterans, sets aside contracts for veterans through their Veterans First Contracting Program. Note that this program is not the same as the SBA’s program for SDV-DOBEs. To get access to set-aside Veterans Affairs contracts, your business must be verified through the Vets First Verification Program at https://www.va.gov/osdbu/verification/

8(a) Business Development Program

Small disadvantaged business participants may be eligible for sole-source contracts, up to $4 million for goods and services and $6.5 million for manufacturing, through the 8(a) Program.

What may be an even greater aspect of the 8(a) Program is a participant’s ability to form a joint venture or team to bid on contracts. This gives 8(a) firms the ability to fulfill larger contracts that they may not be able to handle alone, while also developing industry relationships. Interested in learning more about the 8(a) Program and its requirements? Visit https://www.sba.gov/federal-contracting/contracting-assistance-programs/8a-business-development-program

Historically Underutilized Business Zone (HUBZone) Program

The SBA created this program to assist businesses in economically depressed areas who often face greater business disadvantages. While not restricted to minority-owned businesses, the HUBZone program can be a boon to your organization if you qualify. Learn more at https://www.sba.gov/federal-contracting/contracting-assistance-programs/hubzone-program

Give your company or business the advantage and get certified today!

Tips for Every Stage of the Interview Process

Careers

Interviewing is a critical part of the job selection process and allows you to discuss your experience, education and training. It is also a chance for you to gain a better understanding of the organization and the position. As important as resumes and applications are, it is essential to remember that hiring managers are the ones who do the hiring, and this is your chance to connect with them.

The job interview is a two-way discussion between you and the interviewer. The interviewer is attempting to determine if you have the skills the position requires, and you are trying to decide whether you will accept the position if the job is offered.

Both of you are trying to gain as much information as possible to make an informed decision.

Preparing for the Interview:

Research the position and organization (e.g., mission, goals, etc.) prior to the interview. Familiarize yourself with the duties, responsibilities and requirements of the position. Don’t assume you know everything about the organization, even if you have experience with the organization. Always do your research.
Review your application and resume and be prepared to support past accomplishments with specific information targeted towards the position requirements. Be sure that you focus on your paid and non-paid experience. Consider that the interviewer doesn’t know everything about you.
Practice interviewing. Take the time to research and review typical interview questions to help give you a framework for your responses.
Be flexible with scheduling and allow sufficient time for the interview. Be sure to ask for specifics regarding the time, location, point of contact (POC) and any other logistical details.
Ask whether there will be one or multiple interviewers.

During the Interview:

Plan to arrive early. Check with the POC regarding appropriate arrival times, check-in procedures and logistics. Keep in mind that security/access requirements and time to get on the site may vary by location. Remember, you get one chance to make a first impression.
Be prepared to summarize your experience in about 30 seconds and describe what you bring to the position.
Listen carefully to each question asked. Answer questions as directly as possible. Focus on your achievements relevant to the position using examples of how your knowledge, skills and abilities fit the job. Be sure to ask the interviewer to restate a question if further clarification is needed.
Remain positive and avoid negative comments about past employers.
Be aware of your body language and tone of voice. Remain engaged by giving your full attention to the interviewer.
Take limited notes, if desired.
Be sure to ask any final questions about the organization or the position. Also, ask about the next steps in the selection process, including timeframes. Request POC information should you have any follow-up questions.
Reinforce your interest in the position and thank the interviewer(s) for the opportunity to interview.

Note: Conversations regarding salary, benefits and other human resources (HR) matters should be addressed with the servicing HR POC listed on the job opportunity announcement.

After the Interview:

Provide any additional requested information as soon as possible.
Be patient. Remember, the hiring process takes time. You can follow up with your POC if you have not been contacted within the established timeframe.

The hiring official is looking for the right person with the right skills to fill the vacant position. During the interview, it is up to you to demonstrate that you are that person.

Remember, you will not get a job offer for every interview you attend, which is okay. Just keep your head up and know that you are qualified and will find your future career.

Source: Department of Labor

The Fastest Growing Jobs of 2023

Careers

man in wheelchair with woman sitting next to him looking at laptop

The job market is as different as ever, especially given the events of the last several years. Whether you’re looking to enter the workforce for the first time or want to make a career switch, it can be easy to become discouraged in the search for a job that is financially and market secure. As we enter 2023, take a look at some of the highest paying and most in-demand careers of the year and what you need to get started.

Nurse Practitioner

Nurse practitioners are primary or specialty care providers, delivering advanced nursing services to patients and their families. They assess patients, determine how to improve or manage a patient’s health and discuss ways to integrate health promotion strategies into a patient’s life. Nurse practitioners typically care for a certain population of people. For instance, NPs may work in adult and geriatric health, pediatric health or psychiatric and mental health. While nurse practitioners are predicted to be one of the most in demand jobs of the next year, the healthcare field in its entirety is growing rapidly.

Education and Experience: Nurse practitioners usually need a master’s degree in an advanced practice nursing field. They must have a registered nursing license before pursuing education in one of the advanced practical roles. Working in administrative and managerial settings can also be a great way to gain experience and move up in the field.
Desired Skillset: Science education background, communication, detail-oriented, interpersonal skills
Average Salary: $127, 780
Job Growth Rate: 40% (higher than average 8%)
Estimated Jobs Added from 2021-2031: 118,600

Data Scientist

Data scientists are responsible for using analytical tools, scientific methods and algorithms to collect and analyze useful information for companies and organizations. Data scientists additionally develop algorithms (sets of instructions that tell computers what to do) and models to support programs for machine learning. They use machine learning to classify or categorize data or to make predictions related to the models. Scientists also must test the algorithms and models for accuracy, including for updates with newly collected data.

Education and Experience: Data scientists typically need at least a bachelor’s degree in mathematics, statistics, computer science or a related field to enter the occupation. Some employers require industry-related experience or education. For example, data scientists seeking work in an asset management company may need to have experience in the finance industry or to have completed coursework that demonstrates an understanding of investments, banking or related subjects.
Desired Skillset: Analytics, mathematics, computer skills, problem-solving, industry specific knowledge
Average Salary: $100, 910
Job Growth Rate: 36% (higher than average 8%)
Estimated Jobs Added from 2021-2031: 40,500

Information Security Analysts

Cybercrime is at an unfortunate all-time high. Since the beginning of the COVID-19 pandemic, cybercrime has skyrocketed by 600 percent, creating a greater need for workers in cybersecurity. Information security analysts are responsible for planning and carrying out security measures to protect an organization’s computer networks and systems. They work to maintain software, monitor networks, work closely with IT staff to execute the best protective measures and are heavily involved in creating their organization’s disaster recovery plan, a method of recovering lost data in a cybersecurity emergency.

Education and Experience: Information security analysts typically need a bachelor’s degree in a computer science field, along with related work experience. Many analysts have experience in IT. Employers additionally prefer hiring candidates that have their information security certification.
Desired Skillset: Established and evolving knowledge in IT, analytics, problem-solving, attention to detail
Average Salary: $102, 600
Job Growth Rate: 35% (higher than average 8%)
Estimated Jobs Added from 2021-2031: 56,500

Financial Management

If math comes easy to you, the field of financial management won’t be slowing down any time soon. Financial managers are responsible for the financial health of an organization or individual. They create financial reports, analyze market trends, direct investment activities and develop plans for the long-term financial goals. They often work with teams, acting as advisors to managers and executives on the financial decisions of a company. Financial Managers may also have more specific titles for more specific roles such as controllers, treasurers, finance officers, credit managers and risk managers.

Education and Experience: Financial managers typically need at least a bachelor’s degree in business, economics or a related field. These disciplines help students learn analytical skills and methods. Although not required, earning professional certification is recommended for financial managers looking to provide tangible proof of their competence. Having job experience as a loan officer, accountant or related job may also be helpful in becoming a financial manager.
Desired Skillset: Mathematics, organization, communication skills, attention to detail
Average Salary: $131, 710
Job Growth Rate: 17% (higher than average 8%)
Estimated Jobs Added from 2021-2031: 123,100

Computer and Information Research Scientists

Technology is advancing and its need exists in just about every industry. Computer and information research scientists design innovative uses for new and existing technology. They study and solve complex problems in computing for business, science, medicine and other fields. They design and conduct experiments to test the operation of software systems, frequently using techniques from data science and machine learning, often having expertise in programming and/or robotics.

Education and Experience: Computer and information research scientists typically need at least a master’s degree in computer science or a related field. In the federal government, a bachelor’s degree may be sufficient for some jobs.
Desired Skillset: Mathematics, logical thinking, IT and AI experience, analytics
Average Salary: $131,490
Job Growth Rate: 21% (higher than average 8%)
Estimated Jobs Added from 2021-2031: 7,100

Sources: US Bureau of Labor Statistics, Emeritus Blog, Wikipedia

4 Reasons to Consider a Career in Energy

CareersDisability

Businesswoman shaking hands with disabled business owner

Implementing clean energy is far from just a phase, it’s a necessity. Given the growing concern with the climate crisis; scientists and innovators from across the country are working together to power our daily lives through environmentally friendly means. By joining a career in clean energy, you could not only aid in these efforts, but do so while securing a stable, growing career.

Here are five reasons why you should consider the clean energy workforce:

It’s a Growing Field in Every Way

We all know that clean energy is popular on a societal standpoint, but even economically the field is thriving. In late 2021, President Biden passed the Bipartisan Infrastructure Law, which among other things invested $65 billion in support for clean energy infrastructure, research, jobs and much more. More recently, the CHIPS and Science Act, as well as the new Inflation Reduction Act, have added billions in investments for clean energy jobs and technologies. This makes the salaries of those in Renewable energy higher than average.

Along with being incredibly well funded and well equipped for hiring, the industry also has a lot of opportunities for advancement. Since the industry is relatively new, many clean energy sectors look to promote within their current employees.

The Job Types are Endless

When we think of jobs in renewable energy, we tend to think of scientists, engineers and even construction workers. While all of these areas of expertise are looking for jobs, you don’t have to wear a lab coat or a hardhat to join the field. In fact, you can come from just about any background and find a career in energy that will work for you. For example, the Department of Energy hires for positions in an extensive list of positions including:

Business Administration
Communications
Construction
Engineering
Finance
Human Resources
IT/Cybersecurity
Legal Affairs
Marketing
Manufacturing
Operations Research
Physical Science
Public Policy
Safety
Sales

It is never too late or too difficult to join the clean energy workforce, and there are so many different ways in which you can apply your skills.

The Work Environment

As an often well-funded and new career industry, the clean energy sector tends to do a better job at keeping up with current business trends and creating a thriving work culture. This allows for many of the employees in the field to be positive and passionate about their work. Benefits of the work environment of the clean energy sector can include:

Fantastic diversity and inclusion initiatives in every sector
Health care benefits
Retirement plans
Working with passionate, like-minded coworkers
Opportunities to work in-office or from home
Opportunities for creativity, innovation and collaboration

You’re Making a Difference

There are many reasons to work toward a clean energy future. Whether it’s to protect the environment, promote energy justice, secure national energy independence, make scientific advancements or lower energy costs, there are many moral reasons you may have for wanting to join the field. In some industries, it can be difficult to see how any of the work you’re doing is making a difference in the world, but the clean energy industry does the exact opposite. In clean energy, no matter what your part is, your field is working to literally change the world every day by fighting climate change and promoting a healthier world for generations to come.

Sources: Department of Energy, Whitehouse.gov, Michael Page

How to Boost Your Visibility Through Networking

Careers

Making professional connections is very similar to, if a little more formal than, making connections in a class or via social media. If you’re uncomfortable with connecting in person, consider how it’s similar to connecting virtually. If you’re uncomfortable with both, read on for some networking tips.

The key to get from awkward to comfortable while networking is planning and practice. But it’s hard to practice talking to recruiters — the stakes feel too high! Start by connecting with your peers, your classmates or other attendees at recruiting events.

At any event, you can ask other attendees the reason why they are there and what interests they have. Networking with peers is great. Peer mentoring is hugely beneficial and feels like less risk since peers don’t have the power to reject you for employment. You don’t have to make lasting connections with everyone you meet. Talk to a lot of people. Find those that have things in common with you. Build off those similarities to forge stronger, more meaningful connections with them.

Why is networking important?

The “why” of networking and making connections is probably obvious to you. The more connections you make, the more people you know and the more resources you have available to your when you want to learn more, collaborate on research and/or look for a job. But the “how” can be a little trickier. The secret is: you already know how to make connections. If you have worked on a group project, joined a study group, played a team sport or commented in an online community, you’ve been forming connections. Forming professional connections is fundamentally the same thing.

How should I network with a recruiter?

Approach recruiters like the people they are. You already know why they are there to recruit, and you should already know what they’re recruiting for. So, you can tailor your conversation to help them learn a little about you.

Tell them a little about your goals, your background and the positions at that organization you’ve already looked at and are interested in.
Ask if the position(s) seems like a good fit, or if there are other positions, they might recommend for you to look at.
Ask about the next step on how to apply and if you can reach out to them at a later time.
Ask about things that aren’t available on the organization’s website, like what’s their favorite thing about working there; what was their first day like; what is their day-to-day like; how have they progressed through their career at the organization.

Keep in mind that you may not have a lot of time to ask many questions at the recruiting event. Be aware of how many other people are waiting to speak to the recruiter, and be respectful of their time. If your initial questions have gone over well, ask if you could continue the conversation. At conferences, you can ask if they’re free for coffee after the sessions are over for the day, by email, phone call or video call. Online, you can ask to follow-up by email or phone call.

Another thing to keep in mind is that people like talking about things they like, such as their research or the company they are recruiting for. Introduce yourself, be conversational, and ask them (peers and recruiters alike) questions so they have a chance to speak. The more you do this, the more natural it will feel, and the more easily follow-up questions will come to you.

How to get started

If you’re really struggling to get started, here’s a game you can try at your next conference or recruiting event. Your mission, should you choose to accept it, is:

Talk to three people with the same color shirt that you’re wearing;
Talk to three people in your intended job/research area/academic study;
Find two people who might want to talk to someone else you’ve spoken to today.

Then follow-up! Send a quick note through email, LinkedIn or wherever you’ve connected to briefly remind them how you met, what you spoke about and thank them for their time.

Outside of events, you can expand your network by reaching out to people you already know (family, friends, coworkers, professors, members of regional or national societies you’re a part of etc.) and ask them for suggestions on people you could speak with. Give them a specific topic you’re interested in talking about (e.g. a job in optimization or petroleum chemistry) so they can think about who you might want to connect with.

Ask new connections if you could schedule an informational interview. Instead of talking to a recruiter with the intent of finding a job, talk to a staff member with the role you want, and ask them how they got into it, what skills they use regularly, what skills they wish they had before they started that they ended up learning on the job and anything else that could help you prepare for an interview down the line.

Keep it conversational, but your goal is to learn about the company, so you can better prepare for a potential interview. Afterwards, remember to follow-up with them to thank them for their time and any insight you gained.

Source: Oak Ridge Institute for Science and Education

Follow These 6 Unwritten Rules of Interviewing to Land Your Next Job

Careers

professional interviewing and typing on notebook

By Ron Kness

When interviewing for a job, it seems like you are at a disadvantage being you are the one answering questions. But there are six unwritten rules that gives you a leg up on others who are interviewing that might not know these six secrets.

The Six Unwritten Rules of Interviewing

Some rules are clearly defined in life, but when it comes to interviewing, the unwritten ones are subtle, but in a tight race, it could be the difference between an offer letter and a ‘thanks for your time and have a nice life’ note.

Rule #1 – Be succinct on the “Tell us about yourself”-type questions.

Most likely somewhere in the interview you are going to be asked the question “Tell us about yourself.” Some interviewees will reveal very little about themselves (either by choice or because they are not prepared to answer the question) while others go through their whole work history … whether it is relative or not.

Both are mistakes. Concisely walk your interviewer(s) through the relevant parts of your career. Why relevant? Because in doing so, it provides evidence that you have a performance record at doing similar work.

Another question frequently asked is “Tell us about a time when …?” What an interviewer is really asking is about your competence, commitment and compatibility in a job similar to the one you are interviewing for. Now is a good time to share a story relevant to these three Cs.

Another question that tests how well you do on the three Cs is “Do you have any questions for me?” What they are really asking is “Do you care enough about this job that you researched the company well enough to ask a question or two that could not be answered by simply searching Google.” In other words, it tests your resolve as far as how badly you want this job.

Rule #2 – Understand the role of each interviewer.

How you answer questions depends on the position of the person asking them. Your answer to an immediate supervisor will be different than questions asked by middle management or even top management. Tailor each question to the person asking it. Being able to do this requires some preparation in thinking about answers and some thinking on your feet.

Rule #3 – Make sure your body language is saying the same thing that you are speaking.

Body language should be saying the same thing as the words coming out of your mouth. However, an experienced interviewer will pick up differences between what you are speaking and what your body is saying. How you are sitting, your facial expression, eye contact, posture etc. all speak loudly about you.

One place where many interviewees fail is not maintaining eye contact. Not only does looking someone in the eye show them you are actually listening to what they are saying, but it shows you are self-confident and assertive by being able to do so. Many people cannot as they are intimidated by the person asking questions. And it can be even worse if a panel is asking questions.

Rule #4 – Have more than one career story.

Because many upper-level jobs have multiple interviews, each with a different person, you should have multiple stories about your career. Why? Because quite often interviewers will collaborate with each other after the interviews and if you told each one a different story of your career, it reflects well on your preparedness for that interview overall.

Rule #5 – Following up will not speed up an offer.

Most of the how-to-interview material written always recommends to follow up an interview with a thank-you email or handwritten note the day or so after your interview.

Some like to also send a follow-up email if they have not heard back by the follow-up date established during the interview. If that date did not come up during the course of the interview, be sure to ask “When should I look for a response?”

If after that amount of time has elapsed and you have not yet heard anything, it is a good gesture to let them know you are still interested but know that it most likely will not speed up an offer if there is going to be one.

What can speed up an offer or decline is letting them know if you have an offer from another company. This is just good etiquette to let them know. You may be on a waitlist meaning they want to hire you, just not for that position and they are waiting for a job to open up that is better matched to you.

Rule #6 – Check with the people actually working at that company.

People working at the company you are applying to will give you a much clearer picture as to the company climate than will the person interviewing you. For one, if they are in HR in the company, you will not get an unbiased answer. If the interviewer is a third-party hired to interview for the company, that person may not even know anything about the company culture, so they can’t give you an honest answer either.

Talk to some of the employees that work there and ask their honest opinion of the company. Most likely, they will tell you the truth — good or bad.

Besides the recommended preparation as far as dress, answers to commonly asked questions and your own prepared questions, be sure to brush up on these six unwritten rules of interviewing and get ahead of your competition.

Source: ClearanceJobs