Women hold the majority of student loans in America, and its hurting them financially

Women hold the majority of student loans in America, and its hurting them financiallyWomen hold the majority of student loans in America, and its hurting them financiallyGraduating from college is a major achievement, but for many college-educated women in the US, finally paying off student loans is just as monumental.A research report released today byThe American Association of University Women (AAUW) called Deeper in Debt Women and Student Loans, presents glaring evidence that women are shouldering an alarmingamount of student debt in this country.The organization estimates that becausethere are more women enrolled in colleges and universities than men (56% in fall 2016),they take out bigger initial loans and because they tend to pay them back slower than men (somewhat because of the gender pay gap), women have 64% of the loan debt in the country.They compared this to the amount ofoutstanding student debtthe New York Federal Reserve estimated at the end of 2016- $1.31 trillion ove rall- and calculated that women are responsible for paying back $833 billion,compared to men, who they estimate hold $477 billion.Kevin Miller, Ph.D., the senior researcher for AAUW who authored the report, noted that women are bearing a heavy financial burden.Its encouraging that women are enrolling in college more than ever before, but at the same time they are taking on larger amounts of debt to pay for their dreamsBecause of factors like the gender pay gap, debt that could be manageable ends up becoming unmanageable, particularly for women, Miller said.A variety of factors have rendered women responsible for paying offsignificantly more loan debt than men.Why women are faced with so much debtOf the reports many findings, here were a few others that stood out.Researchers found that in a year, 44% of femaleundergraduate studentstake out loans, versus 39% of male undergrads.The also researchers found that after graduating with a bachelors degree, women had about $1,500 more in stud ent debt on average then men, with black women having the most of any other group on average.The report said that men are somewhat more likely to enroll in public schools than women, but women continue to accrue more debt when they also attend them- the gender pay gap plays a role. Its about as common for women to work during their undergraduate years than men, but women who do so at that time earn approximately $1,500 less every year than men who do so then.The report said that women dont pay off their loans as quickly as men after graduating, somewhat because of the gender pay gap. Full-time, female employees who have degrees take home 26% less than men in that position, but women take home 18% of what men do one year following graduation and 20% of what men do four years out.In a chilling quote, the report showed just how many minority women are having a tough time staying afloat Women- especially women of color- are most likely to experience difficulties. 34 percent of all women and 57 percent of black women who were repaying student loans reporting that they had been unable to meet essential expenses within the past year.Sarah Goldrick-Rab, Ph. D., a panelist featured during todays livestreamed discussion about the report, writes about making a more affordable American education system, and has published research on college students dealing with homelessness, food insecurity and hunger. I want to emphasize that a lot of the struggles that Im writing about are no longer only the struggles of people with the least amount of money who are in college. These are now the struggles of the middle class as well, Goldrick-Rab said. Student debt through the eyes of one womanOne graduatetalked about her relationship with a harrowing amount of student debt on amedia call about the report.Khallilah Beecham-Watkins is a parent to a four-month-old baby girl with her husband. She said shescurrentlysaddled with about $74,000 worth student loan debt after four years of unde rgraduate education and one year of graduate school.As first-generation student, she said she had a lot of emotional rckendeckung from her family, specifically her mom, but even with that encouragement, the financial support wasnt necessarily in place then.Beecham-Watkins chose to leave her graduate program because of the hefty cost of attendance and how much debt she was continuing to rack up.She put buying a home on hold and said she had to makethe difficult decision to stay home with my daughter because of high childcare costs.How to fix itThe report included suggestions for public policy, including protect Pell grants and ensure that they work for all students, support repayment approaches that reflect borrowers realities, fight to eliminate the pay gap, and address additional costs students face beyond tuition.Suggestions for institutions included provide accurate financial aid information and guidance and support nontraditional students.The twist, of course, is that there aren t many solutions to the problem being discussed right now.

What to do when youre not winning in the trust department at work

What to do when youre not winning in the trust department at workWhat to do when youre not winning in the trust department at workThe looming feeling that people in your office dont think they can rely on you can be a rough spot to be in.Heres how to win trust at work - whether its from your coworkers, your direct reports or your own boss.Dont leave colleagues hangingOrganizational dynamics expert and author Esther Derby writes on the StickyMinds website that for coworkers to increase trust, you should follow through on commitments, or give early notice when you cant.In buchung for kollektivs to function, team members need to believe that their coworkers are reliable. Without the confidence that others are reliable and will carry their share of the load, few will commit to a shared goal, she writes. No reasonable person expects that every person can meet every commitment all the time.Sometimes a piece of code turns out to be more complex than anticipated, or we discover we didnt ful ly understand the task when we made our estimate. But when you wait until the moment the task was due to let people know its going to be late, you appear unreliable. So let people know as soon as you know, and renegotiate, Derby added.Know what your manager wants to achieveLea McLeod, author of The Resume Coloring Book and founder of The Job Success Lab, writes in The Muse that you should understand his or her goals.All employees should know their direct managers goals, objectives, and desired outcomes. If you arent clear on those things, nows the time to set up a one-on-one meeting to fix that. Why? Because everything you do is directly tied to that. By understanding his or her goals, youll be able to binnensee how your work ties into the groups success, she writes. (Plus, by seeing how youre part of something bigger than your day-to-day responsibilities, youll up your satisfaction factor at work, too.), she writes.Humanize yourselfYou might just find common ground with your cowork ers.Lindsay Olson, a founding partner and public relations recruiter at Paradigm Staffing and Hoojobs.comand the chief editor of HooHireWire, writes in U.S. News World Report that you should get a little personal if you want to improve your communication skills at your workplace.People let their guards down when you talk about their lives outside of work. Ask about a co-workers kids soccer tournament. Find ways to interact on a personal level without going too far. Youll go a long way toward building trust, she writes.Dont make it all about youArt Petty, a leadership and management author, software executive and adjunct professor at DePaul University, writes in The Balance that managers who want to boost trust should shine the spotlight brightly on everyone else after mentioning his experience.No one trusts the manager who constantly elbows her way to the center of the spotlight for the teams accomplishments. Step back into the shadows and your team members will repay you many time s over, he writes.

Contact Referral Cover Letter

Contact Referral Cover LetterContact Referral Cover LetterWhen you are applying for a job, it is always better to have a contact referral in your titelblatt letter. To have someone who has a contact in the company always gives you an upper hand over others. Mentioning a mutual acquaintance in your cover letter will grab the hiring managers attention and help you get your resume noticed.Your cover letter is the best place to mention a referral and how you know them. So, if you have any contact referral, be sure to mention them.What To Include In The LetterWrite your cover letter using the standard business like format. Start with your contact information and date followed by the hiring managers information. Then write the name and position of the individual you are addressing the letter to with a proper salutation.You should mention of your contact in the opening paragraph only. Include your contacts name and information, and your relation to this person in the opening paragraph of th e body of the letter. Move on to the second paragraph where you will talk about your relevant skills and accomplishments. Here, you will tell them how you will be a great fit for the team. In the end, convey your thanks for taking taking their time to read this and sign off formally using Sincerely or Respectfully Yours.Also, you can view this sample for your ready reference.You can refer to Tips for Writing Cover Letters for writing cover letters in different situations.

Sole Surviving Sons and the US Military Draft

Sole Surviving Sons and the US Military DraftSole Surviving Sons and the US Military DraftContrary to popular belief, only sons, the last son to carry the family name, and sole surviving sons must register for the draft, they can be drafted, and they can serve in combat. However, they may be entitled to a peacetime deferment if there is a military death in the immediate family. Surviving Child Specifics Keep in mind that the survivor provisions are directly related to service-connected deaths. The mere fact that a man is the only child or only son does not qualify him for consideration he must be the survivor of one who died as a result of military service. The law provides a peacetime exemption for anyone whose parent or sibling was killed in action, died in the line of duty, or died later as a result of disease or injury incurred in the line of duty while serving in the armed forces of the United States. Also included are those whose parent or sibling is in a captured or missin g position as a result of service in the armed forces. This is known as the surviving son or brother provision. A man does not have to be the only surviving son in order to qualify if there are four sons in a family and one dies in the line of duty, the remaining three would qualify for surviving son or brother status. The surviving son or brother provision is applicable only in peacetime. It does not apply in time of war or national emergency declared by the Congress. Military Discharges Under the Surviving Child Rule In addition to peacetime draft deferment, the Department of Defense authorizes discharges for any son or daughter in a family in which the father or mother or one or more sons or daughters Have been killed in action or have died when serving in the U.S. Armed Forces from wounds, accident, or diseaseAre in a captured or missing-in-action statusHave a permanent 100 percent service-related disability (including 100 percent mental disability), as determined by the Dep artment of Veterans Affairs or one of the military services, and are not gainfully employed because of the disability This voluntary separation does not apply during times of war or national emergency declared by Congress. It also does not apply to commissioned officers or warrant officers unless they were involuntarily drafted into the Armed Forces. Additionally, a service member who enlists, reenlists, or voluntarily extends his or her active-duty period after having been notified of the family casualty on which the surviving status is based shall be considered as having waived his or her rights for separation as a surviving son or daughter. A member who has waived the right to a separation as a surviving son or daughter may request reinstatement of that status at any time. Assignment Limitations of Surviving Son or Daughter In addition to being able to request a discharge, sole surviving sons and daughters are exempt from involuntary deployment or assignment to combat areas. However, for the assignment limitation program, there are a couple of differences. First of all, it applies to commissioned andwarrant officers, as well asenlistment members. The biggest difference, however, is that under the discharge provisions, an enlisted member doesnt have to be the sole surviving son or daughter in order to apply for a discharge. Under the assignment policy, however, one must be the sole survivingson or daughter. Sole surviving sons or daughters, upon request (or request from members immediate family) for noncombatduty, may not be assigned to duties normally involving actual combat or to duty where the member might be subjected to hostile fire. In theAir Force, the deferment request must come from the member, not the immediate family. Members may waive entitlement to the assignment limitation, whether entitlement was based on the members own application or the request of the members immediate family. Waiving Sole Surviving Son Status Unless entitlement is waived, sole survivormilitary memberswill not be assigned to Combat and hostile fire areasDuties that require travel within the limits of the hostile fire zoneA command where combat conditions exist unless the area is not physically located within the geographical limits of the hostile fire zone The requirement that death or disability be a direct result of the hazards of service does not require that the family members death or disability occur in combat or during assignment to a designated hostile fire or imminent danger area but does require that death is determined as in the line of duty. Members who have waived sole surviving son or daughter status may request reinstatement of that status at any time. If reinstatement is approved, the member will be removed promptly from the hostile fire area or to a safe haven within the combat zone until reassignment.

How to Make Resume: No Longer a Mystery

How to Make Resume No Longer a Mystery What Everybody Dislikes About How to Make Resume and Why Recruiters know they can locate your name on top of the webpage, and therefore you dont will need to make it so obvious for them. You should commit time into each application and make certain that your resume is tailored to every employer and the job which youre applying to. Resumes are the principal tool that folks use for their job search. Along with your LinkedIn account, the perfect resume should incorporate any links that are related to your work, like a personal site, portfolio, or blog. If your work involves social media, you might incorporate the links to other social networking accounts like Twitter, Instagram, and so on. There are a couple points, which can help you to recognize a business to keep away from. Even in case you have a whole lot of internship experience, it probably doesnt all have to be on your resume. List isnt a career or legal advisor and doesnt guarantee how interviews or offers. Nowadays you have the capability to choose from a real top list What you place on the top is what you would like to get seen first. Keys Skills Under Your Headline The third suggestion is to set your key skills below your headline. Place your contact information on a single line. Put info about each position on a single line. New Questions About How to Make Resume Clearly, a fraud essays help service doesnt want you to have an option to reach them after being robbed. You have to use and adopt the proper terms and words to make available an entire package. You have to devote a certain quantity of time sitting in the library or surfing the internet to be able to discover some helpful data for your academic paper. So make certain your resume is not hard to read by making sure there is a lot of white space around the text, particularly headings. A great verstndigung im strafverfahren of times people simply want to update a resume with a different appea rance. After all, a great deal of things could happen within that time period. There are lots of techniques to compose a resume. Of course new players have plenty of questions regarding how to find the appropriate place to gamble safely. Use a quick anecdote, a brief youre writing. In writing resumes, youve got to consider every facet of it. The work description might also earn a difference. Summary of a persons qualification is also recommended to put your very best foot forward right at the start of the resume. Each one needs a different strategy and what works for one wont do the job for a different. Whichever format you select, it should make you become selected for the job youre applying for. Try out reformatting sections like that to get the most out of your space. Furthermore, dont neglect to ask tough questions regarding the character of the job during your interviews Speaking of unique, the main purpose of your resume is to make you stick out from the remainder of t he folks applying for exactly the same job and another means to create that happen is to use action verbs and power words (also called resume verbs). So your first objective is to have your resume read by means of an individual. Your job (while youre attempting to find a job) is to ensure you fit what theyre searching for. 1 day it could be the exact same in the US but as of now there is actually no indication of change coming soon. Resume formats be certain that your best achievements are right there on the top, prepared to be noticed. Moreover, our account is confirmed. There are big advantages of gambling online instead of live games at land-based casinos. Realtime gaming is a great example. If youd like maximum outcomes, you should do your greatest. The way to make a professional resume. For almost whatever you want to include on a resume, theres a category to help organize it. Tips When sure to stay in contact with your references.

2qfq6FO

Karat, and these 12 otzu sich companies, want you to join their teams in 2018 bit.ly/2qfq6FO We need gender neutral dress codes in the workplace. If you dont yet agree with that statement, look no farther than a 55-page presentation given to women executives at Ernst Young in a June 2018 training. pThe presentation, which made headlines last month when an offended participant a href=https//www.huffpost.com/entry/women-ernst-young-how-to-dress-act-around-men_n_5da721eee4b002e33e78606a target=_blankleaked it to the Huffington Post/a, reinforced gendered stereotypes of how women should dress and present themselves at work. Some highlights, which are actually lowlights in terms of equality in the workforce/pul class=ee-ul ee-ulliA list of appearance blunders for women to avoid, including no-nos like too-short skirts, plunging necklines, bottle blonde, flashy jewelry/liliOutfit and grooming suggestions to minimize distractions from your skills sic set like good haircut, manicured nails, and well-cut attire/liliAdvice on how to dress dont flaunt your body sexuality scrambles the mind/li/ulpThe women, there to invest in their professional development, were elend learning how to be better leaders or combat sexist stereotypes at work, but instead were being lectured to about what to wear and how to groom themselves./ppWhile the presentation wasnt the official EampY dress code, it does highlight bias and assumptions made around gender that women have to manage. And this particular training focused only on the male-female binary. Employees who identify as transgender or nonbinary might feel even more burdened by dress code policies based on gender. /ppImagine how much more productive all employees, regardless of gender, could be, if they werent focused on avoiding dress code policing./ppTraditional gender-based dress codes can also discriminate on the basis of race. Many grooming guidelines for women, including rules on acceptable haircuts, ar e extra burdens for black employees, particularly those who want to wear their hair in natural styles. a href=https//daily.jstor.org/how-natural-black-hair-at-work-became-a-civil-rights-issue/ target=_blankIn 2010, Chastity Jones got a job offer/a to be a customer service representative from Catastrophe Management Solutionsbut the offer was contingent on her cutting off her locs. When she refused, the company took back the job offer, and when she sued, with the help of the Equal Employment Opportunity Commission, she lost her case in 2013 and again in 2016, when her appeal was dismissed. /ppAnd beyond forcing women of color to maintain their hair in a way thats deemed acceptable, gender-based dress codes can also discriminate against people of certain religions. Employees whose faiths keep them from cutting their hair or necessitate that they wear certain clothing (including head coverings) shouldnt be forced to adapt their beliefs to what their employer deems professionally appropr iate for a woman at work./ppThe possibility for gender-, race-, and faith-based discrimination posed by prescriptive employee dress codes has a href=https//www.hrc.org/resources/workplace-dress-codes-and-transgender-employees target=_blankled the Human Rights Campaign to recommend/a that if an employer has a dress code, it should modify it to avoid gender stereotypes and enforce it consistently. Requiring men to wear suits and women to wear skirts or dresses, while legal, is based on gender stereotypes. Alternatively, codes that require attire professionally appropriate to the office or unit in which an employee works are gender-neutral./ph3Okay, So Gender Neutral Dress Codes Sound Good. What Do They Look Like?/h3pIn their simplest (which, in my opinion, also means best) form, gender neutral dress codes at the workplace can take the form of General Motors dress policy. When now-CEO Mary Barra was VP of global human resources for the automotive giant, a href=https//qz.com/work/124280 1/gms-dress-code-is-only-two-words/ target=_blankshe replaced their 10-page dress code with two words/a Dress appropriately. /ppIn the article linked above, the author explains why Barras dress code works so well She avoided assumptions, instead choosing to trust her employees judgment, which in turn empowered all employees and was particularly impactful for women. /ppFor workplaces that need more specificity about what employees can wear, HR should follow in the footsteps of other institutions that have successfully adopted gender-neutral dress codes. Namely, high schools./ppAfter a wave of protests, social media outrage, and thoughtful advocating, a href=https//www.dispatch.com/news/20180919/more-schools-revamping-sexist-dress-codes target=_blankseveral schools have revamped their dress codes/a, which tended to put undue burden on female students. New guidelines apply to all students, regardless of their gender. Instead of specifying the length of skirts versus shorts or the width of a cami strap versus a tank top, a href=https//www.usatoday.com/story/life/parenting/2019/07/15/gender-neutral-dress-code-gets-approval-roanoke-virginia-school-district/1734009001/ target=_blanka Virginia high schools new gender-neutral dress code/a simply defines what must be covered clothing must cover areas from one armpit across to the other armpit, down to approximately three to four inches in length to the upper thighs./ppstrongWhat does that look like at work?/strong /ppSpell out specific dress code rules by article of clothing, not by gender, use non-gendered pronouns, and make sure that any grooming guidelines could apply to anyone. Dont place burdens on anyone based on their gender, and try to empower employees to manage their own appearance in accordance with professional expectations./ppFor geschftsleben casual workplaces, try this, a href=https//www.forbes.com/sites/forbeshumanresourcescouncil/2018/09/28/gender-based-dress-codes-human-resources-diversity-and-legal-im pact/355d9f064f53 target=_blankadapted from Forbes/a Employees should dress in business casual attire, which could include casual slacks and skirts, collared shirts, blouses, or sweaters. Inappropriate attire includes sportswear, jeans, and unkempt clothing, among other options. Please exercise good judgment./ppFor business formal workplaces, you could use the following Traditional business attire, including dresses, suits, and pantsuits, is required for external meetings with clients or prospects. Employees should use discretion on other occasions and are expected to demonstrate good judgment. /ppAnd for casual workplaces, which are on the risea href=http//blog.indeed.com/2019/08/20/casual-dress-in-workplace/ target=_blankaccording to Indeed/a, 50% of companies allow employees to dress casually every day, as of 2019go with something simple, like this, a href=https//www.thebalancecareers.com/simple-sample-dress-codes-for-business-attire-1917931 target=_blankadapted from The Balance/ a Dress comfortably for work, but please do not wear anything that could offend your coworkers or make them feel uncomfortable. That includes clothing with profanity, hate speech, or exclusionary language. Your clothing, while casual, should show common sense and professionalism./ppNo matter the level of formality your dress code needs to define, make sure youre thinking from the perspective of all employeescurrent as well as futureand creating an environment where they can thrive./pp----/ppstrongWant to share these tips with your company? /strongShow them this handy one-page guide on creating a gender neutral dress code/p p class=shortcode-media shortcode-media-rebelmouse-image img alt=Gender Neutral Dress Code Guide class=rm-shortcode data-rm-shortcode-id=UGVL4K1574631551 data-rm-shortcode-name=rebelmouse-image data-runner-src=https//assets.rebelmouse.io/eyJhbGciOiJIUzI1NiIsInR5cCI6IkpXVCJ9.eyJpbWFnZSI6Imh0dHBzOi8vYXNzZXRzLnJibC5tcy8yMjEwMDE3Ni9vcmlnaW4uanBnIiwiZXhwa XJlc19hdCI6MTU3NDc2NjEyMX0.5akget5uOA_9aHMcPUxY1YM_Zn2w2Yhcj7m_HSCqg7I/img.jpg?width=980 id=a14b6 type=lazy-image/ /ppbr//p

Special Intelligence System Administrators (MOS 2651)

Special Intelligence System Administrators (MOS 2651)Special Intelligence System Administrators (MOS 2651)In the Marines, Special Intelligence System Administrators have duties that span an array of encrypted communications. Theyre the ones who keep the communications systems running properly, working with hardware and related technology. Think of them as the Marine studentencorps IT department, but with slightly higher stakes than their civilian counterparts. They work with everything from tactical radio platforms, satellite platforms, and data network services from local-level to enterprise-level designs. This includes (but isnt limited to) specialized communications equipment, unit-unique intelligence repositories, and computer information technology. Responsibilities These Marines oversee the integration of enterprise services, automated services, cloud computing, converging and emerging technologies, and national-to-tactical reach-back capabilities. Its up to them to maintai n connectivity into the Marine Corps ISR enterprise for data standardization, enterprise support and services, network and data redundancy, and disaster recovery. Marines assigned this MOS will receive training in computer hardware fundamentals, common operating systems, radio frequency theory, network security, and basic, intermediate, and advanced networking. Other more advanced skills gained include knowledge of information assurance, database and data flow management, satellite communications, network and data science philosophies, information warfare, and cybersecurity policies. This is considered a primary military occupational specialty (MOS), and the Marine Corps categorizes it as MOS 2651. Its open to Marines between the ranks of private and master gunnery sergeant. Duties Special intelligence communicators duties encompass all aspects of special intelligence communications. They support special compartment intelligence computerized network transmissions, network admini stration, cryptologic security, and computer network defense. These Marines conductpreventive maintenance of relevant equipment and circuit connectivity, the transmission and receiving of special intelligence via the Defense Special Security Communications (DSSCS), and the Defense Messaging System (DMS). MOS 2651 also maintains files, logs special intelligence communications related publications, and performs other operational and administrative tasks. Marines assigned this MOS will receive training in unit-unique computer security systems, the operation of power supply, and operator vehicle maintenance procedures. Qualifications In order to be eligible for this job, Marines need a score of 100 or higher on the general technical (GT) segment of the Armed Services Vocational Aptitude Battery (ASVAB) tests. Candidates are required to complete the cryptologic technician class A course. Since they handle potentially sensitive information and equipment, Marines in this job need to be eligible for a top-secret security clearance from the Department of Defense. This involves a background check of government agencies like the FBI, along with an investigation of character, criminal records, and finances. A history of alcohol or drug abuse may be disqualifying. In addition, candidates for MOS 2651 must be eligible for access to sensitive compartmentalized information, as determined by a single-scope background investigation, the most in-depth background check conducted on military personnel.

16 signs youre underpaid and what you can do about it

16 signs youre underpaid and what you can do about it16 signs youre underpaid and what you can do about itFeeling like you might be underpaid can be one of the most disheartening aspects of work.It stands to reason, because for many, compensation is a concrete litmus test of how well youre performing and progressing on the job - and how highly youre valued, said Lynn Taylor, a national workplace expert and the author of Tame Your Terrible Office Tyrant How to Manage Childish Boss Behavior and Thrive in Your Job.Whats crucial, if you realize you are underpaid, is to ask for a bump - elend suffer in silence.The important thing to remember is that if you dont ask the answer is always no, career and wellness coach Joanna Echols told Business Insider. Even if you dont get the raise right away, and you are an exceptional performer, the raise discussion with your boss is a great opportunity to reinforce your accomplishments and explain your future plans of adding mora value to the compa ny.Here are 16 signs youre leid being paid your worth, and what to do to boost your salaryA similar job listing on your company website offers higher payIf there are multiple positions like yours at the company, the job description closely resembles yours, and the salary is higher, thats one of the most obvious signs, Taylor said.Stay on top of this by occasionally searching your own companys job postings to monitor what new employees are being paid, and to see if that feels reasonable given your current level of experience and role in the company, said Michael Kerr, an international business speaker and author of The Humor Advantage.Your firms revenue has taken off, but your salary has barely budgedIf your company isnt public, its harder to obtain hard numbers about revenue growth.But you likely have a sense of whether your company is booming or busting. If its the former, you have a good reason to argue for a raise, Taylor said.The salary for your first job was below market, and i t hasnt changed much sinceThink back to the salary you accepted for your first job - maybe you accepted a salary you knew was low because you were desperate.Now consider how your pay progressed from there. If it hasnt changed much, youre probably underpaid.It can be difficult to play catch-up if you started low, Taylor said.You make less than your colleagues with similar levels of experience and educationPeople rarely talk openly about money, and in many companies salary discussion is even prohibitedBut discussions might be a bit more open at association or industry networking events, Kerr said. Pay close attention if salary comes up among people with roles or experience similar to yours.If the discussion makes your jaw drop, then theres a good chance you are being underpaid, Kerr said.Your benefits are also lacking in comparison to your coworkersConsider all the benefits included in your compensation package, such as health insurance, 401(k)s, paid vacation time, flexible work, fr ee gym membership or cell phone, or child care, Taylor said.While your coworkers might not be keen on discussing their salary, if they mention that they have significantly more paid time off or have a company phone, thats a sign that your company isnt rewarding you as much as your colleagues.Your level of responsibility has increased, but your salary hasntIf your boss keeps piling on added duties, extra work, and especially more responsibilities without any increase in compensation or even a discussion about it, this may be a sign that you are underpaid, Kerr said.Another sign Your title has been upgraded, but its not reflected in your paycheck, Taylor said.Your mindset is Im just happy to be employedA positive attitude is important, but seeming complacent can work against you.Most managers can sense this and will not go out of their way to make you an absurdly happy employee if you already seem totally loyal and adoring of the company, Taylor said.You havent had a performance revie w or raise in over a yearAn annual performance review is the typical time to discuss pay bumps.If your review didnt include a pay raise, or it didnt happen at all, you might have reason to think youre underpaid, Taylor said.Youre in a specialty area thats in high demandSome jobs are in higher demand than others.Cyber security and SEO/SEM marketing are hot job specialties, for example, whereas certain other positions are becoming more automated. Or there may be great supply, but reduced demand, Taylor said. Factor in where your field of expertise stands in the general job marketplace.But if youre in a shrinking field, like journalism or desktop publishing, dont be surprised that you havent experienced lavish pay increases.Youve been nursing a vendetta against the companyTake note of your feelings towards your employer. There might be signs that you feel used.If you feel inclined to take extra long lunch breaks, steal the occasional office supply, or in some other small way take advan tage of something in your workplace because you feel you are owed it, even at a subconscious level, this could be an obvious sign because at some level you feel underpaid, Kerr said.You receive salary increases, but theyre tinyPerhaps you did get a raise last year or for the last two years, but theyre consistently in the 1% to 3% range.Those sorts of bumps are just to keep up with inflation, not to reward you for your growing expertise and skills.Your boss is evasive when you want to discuss your career pathDo you find that its impossible to discuss your long-term career growth with your boss?He or she may be reluctant because that may lead to a salary discussion or something complex that theyre unprepared to discuss.Thats not something you should be willing to sweep under the rug for very long, even if your boss is, Taylor said.Your company has a high turnover rateA high employee turnover can be a sign that your organization doesnt pay competitively, Kerr said.If the workplace is o therwise cheery or supportive, below-market pay might be forcing out a lot of your colleagues.Everyone around you seems to be getting bonuses - but youre notYour coworkers are chatting about holiday bonuses or performance bonuses - but youve never gotten that happy direct deposit.It may simply have been an oversight, but if it was intentional, you should find out why youre not getting that extra money.You never asked for a pay increaseAsk and you shall receive - or not.An analysis by Salary.com found that failing to negotiate could potentially cost you more than a million dollars over the course of your career.The No. 1 sign youre underpaid research says soIf any of the previous signs ring true, its a good catalyst to do some investigating.According to a Glassdoor online survey conducted in the US by Harris Poll, 69% of employees say they wish they had a better understanding of fair market compensation for their positions within their local job market.Thanks to a number of handy online tools, theres really no excuse not to know whether youre being paid fairly or not. Check out salary data websites like Payscale, Glassdoor, Indeed, and Salary to see the median pay for your industry, position, and location.You must stay on top of the current salaries for your type of position, Taylor said.By supplying your current salary, title, company, location, and experience, you can use Glassdoors Know Your Worth tool to see how your market value has trended over time and how it compares to workers similar to you. Glassdoor found that the majority of its users are underpaid by about $4,700.You can also take PayScales Salary Survey to access a free report with a salary range based on your position, skills, education, and experience.- - - If youve determined youre underpaid, now what?Prepare a data-heavy caseDoing the research is key when asking for a raise, Echols said.You and your employer need to know why you feel you are underpaid or deserve to be paid more for your contributions.After youve found how industrywide data on how your role is usually compensated, look for quantitative evidence of your success at the company.Vicki Salemi, career expert for Monster, said you should already know the quantitative ways that your company measures performance. A successful salary negotiation presents that evidence of good performance.It also might include qualitative information, Salemi said. If you led training or became a trustworthy person during a year with tumultuous office politics, you mention include that in your discussion.I stay late every night should not be part of your caseDont talk about how you work really hard and spend a lot of time at the office, Salemi told Business Insider.When youre asking for a raise, it shouldnt be subjective, Salemi told Business Insider.Keep focused on the proof that youve been excelling at your goals, and that your pay is below what others of your experience level makes.Think about your industry, and how you fit into itBefore you decide to ask for a possible raise, take an inventory of your unique selling proposition.Know how you measure up in the industry, department, and company, Taylor said.Present the unique skills and achievements you bring, particularly ones that are in shortage industry-wide.Show how you will maintain your good workShow how you will maintain your good workWOCinTech Chat/FlickrA successful salary negotiation includes how you will plan to deliver even more value in the future, Nichols said.You might offer to take on more responsibilities, launch an additional project or team, or get another degree or certification, Nichols said.Decide on the minimum youll accept for a raiseIf you do approach your boss for a raise, know the minimum youll accept for a new salary and stick to it, Taylor said.Come to that number from your industry-wide salary research.Decide when you want to set the meetingLynn Berger, a career counselor and coach, said bad zeiteinteilung is one of the mos t common mistakes people make when deciding to negotiate their salary.You shouldnt ask for a raise if youve been at the company for less than a year, but inquiring about the fiscal calendar before that is acceptable.Salemi recommended to learn beforehand when the fiscal year is set, and ask for a raise several months before then.You want to get ahead of the term and ahead of the timing, Salemi said.You might also want to ask about a raise after youve enjoyed a major accomplishment, Berger said.Think about whether youd be willing to accept something other than more moneyEspecially in a cash-strapped company or industry, Salemi said you might want to be open to flexible working hours, more paid time off, a one-time bonus, or other benefits.Schedule a meetingSchedule a convenient, relaxed time for your manager and you to sit down, uninterrupted, Taylor said. Approach the subject diplomatically, with an upbeat, positive demeanor.Maintain a pleasant demeanorKeep in mind that your boss ma y not be aware that youre being paid below market value, Taylor said.Kerr also recommended expressing your concerns in a constructive way, focusing on the value you bring to the company, and coming armed with data bolstering your case.You want industry-wide data, but dont discuss your colleagues salariesHave all your facts together about your market value based on solid industry research, rather than hearsay about what others are earning, Taylor said.Dont compare yourself to other colleagues, focus on your own career path and goals, Kerr said. And since many companies have a policy that prohibits employees from discussing their salaries, dont bring up other salaries, unless you speak in generalities.If you dont get the minimum raise youre looking for, consider quittingGetting a new job is the easiest way to earn a raise.As a bonus, all of the research you did on your excellent performance at the company can be easily entered into your new rsum, Salemi said. You also are armed for yo ur next salary negotiation with industry-wide salary date.If you scored your pay bump, dont forget to follow up with an emailCongrats Now its time to make a paper trail, so your raise comes on time and in the right amount.Mention your excitement to continue making great contributions to the company. Spell out all changes to your compensation package and when they will take effect.Jacquelyn Smith contributed to a previous version of this article, which first appeared on Business Insider.

How to Get Past the Glass Ceiling For Women

How to Get Past the Glass Ceiling For WomenHow to Get Past the Glass Ceiling For WomenWomen in the Workplace How to Get Past the Glass CeilingShatter that glass ceiling and thrive in the workplace.A young woman by the name of Mary lived in Boston in the early 70s. She was proud of her professional role working in a local banks fraud detection department. She enjoyed the camaraderie of professional life and her financial independence right up to the point when she turned 27 years old and got married. Her husband and her mother both insisted that she must leave her job at the bank to focus on being a homemaker, so she resigned, never to return to the workforce again. If you ask her about that decision today, she will recall her working girl days wistfully, yet insist there was no way she would have been able to combine her professional life with being a wife and a mother.A lot has changed since those days. Women have benefitted from decades of legislative changes, training, and social hilfestellung. Theyve taken up professional roles in businesses and nonprofits across the country, and no one questions the possibility of hiring or working alongside a dedicated woman. However, there is leise work to be done for women in the workplace.According to Catalyst.org, women make up just under half of the U.S. workforce (46.8%), yet less than 20 percent of SP 500 Board seats are held by women. The same research shows that women hold only 4 percent of CEO positions in SP 500 companies. To be sure, there are special women-only professional conferences, mentoring programs, and dozens of books with titles like A Womans Workplace Survival Guide that are meant to bridge the gap.As a professional woman, my take on this issue is twofold. First, there is clearly room for more women in leadership positions in companies of all sizes. Second, arent we ready to move on from the survival take of the early research into the subject? Shouldnt women in senior management positions not only have a way of making it to the promotion, but also thriving there?I believe that the path to leadership can be a fulfilling and deeply satisfying experience for both men and women. Leading is a fantastic way to grow beyond what you think is possible or easy. Here are five ideas to get you started on getting past the glass ceiling in the workplace1. Nurture your networkNetworking is important for professionals of both genders, and particularly vital for aspiring women-leaders. Find your cheerleaders and be sure not to limit your betreuung crowd to women in the workplace only. Nurture connections with individuals who will be your advocates when you are not in the room. Many companies offer the benefit of connecting professionals with experienced mentors, and thats a great start. However, you need not stop at one formal mentoring relationship2. Invest in yourselfTo grow in a professional career and move past the glass ceiling in the workplace, you need to work on your own skills, abil ities, and confidence. No matter how good you are at your current set of responsibilities, a promotion will likely require you to master the tasks you have not done before.Some of the best advice I have ever received as a professional is to act a level up pushing your performance to the next level before you are promoted. There are several ways to accomplish that. You might begin by actively seeking out opportunities to get more education, experience, and training that will support your next steps as you grow professionally. You may also use coaching and mentoring as a tool to identify your blind spots and work on overcoming them.Remember that not all qualifications and characteristics judged by the promotion decision-makers are technical in nature. Women can sometimes sabotage their own paths to senior management roles with small and seemingly minor things, like using a question-like tone when making recommendations or requests (which can make them appear uncertain). Work on all t hings, big and small, technical and soft.RelatedThe Best Books for Professional Development and Success3. Stay visibleBritish Prime Minister Margaret Thatcher once said You cant lead from the crowd. I love that quote because it highlights the confusion that women can sometimes have about being in the spotlight. Visibility does not require you to be boastful, overly aggressive, or hog all the credit. It does mean stepping out of your comfort zone to lead a project, present a report to the board of directors, pitch a proposal to a client, or join a committee. You may also consider joining a professional association or writing for professional blogs and journals to create a personal brand as a subject-matter expert.4. Own your personal brandSpeaking of branding, fruchtwein professionals arent aware that they even have a personal brand let alone take the step of actively managing and shaping it. In order to progress past the glass ceiling in the workplace and into senior management pos itions, you must be intentional about who you are, what you do, and who you do it for. Establish subject-matter expertise and become known as a great resource, problem-solver, or relationship builder. 5. Manage your expectationsNo, this does not mean that you have to set the bar low. Realistic expectations simply require you to step into the process with eyes wide open and clarity about the effort and the time your goal will take. The best way to establish realistic expectations is to talk to people who have done this before, so dont take your advice from Siri alone. Ask your mentors and supporters about the biggest challenges on their way and what advice they wish they had received when they were in your shoes. These conversations will help ensure that you dont get disappointed and give up halfway through, all the while blaming it on the barriers you face as a woman.In the same breath, be sure to ask for what you want. People cant read your mind You will not get the desired spot on a ground-breaking project just because you show up early and leave late you must ask for it.6. Thrive as a woman leaderAlthough gender discrimination is becoming less commonplace, it pays to know your rights as a woman in the workplace. Remember that you will continue to get whatever you are willing to tolerate, so set your boundaries and elevate persistent issues without waiting for them to work themselves out. To carve your road to success, you must be your own most diligent and steadfast advocate.Study those who have succeeded before you, keeping in mind that your path will look different. I have found that books like Getting There by Gillian Zoe Segal can be a fantastic supplement to the real-life mentoring you receive on the job. Finally, work on the limitations you hold in your own mind. In the words of Amy Cuddy, a researcher and author at Harvard Business School, The way you tell your story to yourself matters. When you encounter an obstacle, be mindful of how you explain it in your mind. If you have a tendency to take a setback as a sign of personal and persistent failure, work on reframing it.In the end, getting that promotion is a product of many factors your own hard work and strong mental game, good alignment of project results and feedback from other professionals, and the needs of your company. Lean on your network, keep your eye on what matters most, and remember that you are capable of great things. Your results will show itClick on the following link for more advice on getting ahead.Ready to smash the glass ceiling and take on higher roles? Prepare your resume with a free resume review.Recommended Reading8 Negotiation Tips for WomenWhy Women Need to Start Supporting Other Women at WorkTop 10 Professions Dominated by Women