and promote inclusiveness. mployees at American vol- to projects ranging from d the corner to around the
y of which benefit minority any given month, Ameri- oyees may be involved in uses supporting Habit for ebuilding an AIDS orphan- obi, Kenya, or participating mission to Haiti. n Airlines is also a major to Airline Ambassadors
because employers sometimes assume that these initiatives will primarily benefit parents or women.
ƒ People with high levels of work- family pressures do tend to “opt out” of the workforce; however, ROWE reduced the “opting out” of both men and women.
ƒ ROWE reduced work-family conflict and spillover and improved work-fami- ly fit and time adequacy.
al, a non-profit organization es humanitarian aid to chil- amilies in need as well as evelopment to under-privi- munities worldwide. es have also helped raise UNICEF and Red Cross aster Relief Funds and par- Susan G. Komen® Race
ƒ ROWE increased employees’ sched- ule control. This is important because some flexibility policies and programs do not actually increase employees’ control over the time and timing of their work, because managers still determine who can use them.
for the Cure events around the country. In 2008, American Airlines announced an expanded relationship and the air- line’s new role as Komen for the Cure’s inaugural Lifetime Promise Partner. American pledged to raise $8 million and is the first funder of Komen’s new category of grants, Promise Grants. The first American grant is funding a five-year study of inflammatory breast cancer (IBC) at The University of Texas M. D. Ander- son Cancer Center.
Suppliers American Airlines’ Supplier Diversi-
ƒ ROWE increased schedule con- trol for mothers, for women without children at home, and for men without children at home. Fathers with kids at
home benefited less than other groups, probably because they had the highest schedule control to begin with.
ƒ ROWE increased schedule control for employees regardless of their work de- mands. Employees’ increased schedule control, in turn, resulted in less work- family conflict and better work-family fit among employees with the highest work demands and those with lower work demands.
bailouts that are now floundering alongside our economy. Don’t be offended if they ask you take person- ality tests and psychology tests - office supplies are expensive, insider trading is reputation-crushing, argu- ments with customers are costly, and any other unethical behavior is com- pletely unaffordable in the long term business world. It’s about change today - buisnesses are scrutinizing applicants thoroughly enough to try and prevent any more harm to their reputations and their bottom line.
This research was funded as part of
ty Program was designed to bring the added value of diversity to its purchas- ing process by proactively seeking minority- and women-owned enterpris- es (M/WBEs) and providing the oppor- tunity to participate as potential suppli-
the Work, Family & Health Network, a collaboration of eight research organiza- tions studying changes in the work en- vironment that can improve the health of workers and their families while benefiting organizations. The National Institutes of Health (NIH) and the Cen- ters for Disease Control and Prevention (CDC) launched the Network in 2005. See www.workfamilyhealthnetwork. org for more information.
Interviewing Professionally Recruiters can clearly afford to be
About the American Sociological Association and the American
Sociological Review The American Sociological Asso-
ciation (
www.asanet.org), founded in 1905, is a non-profit membership as- sociation dedicated to serving sociolo- gists in their work, advancing sociol- ogy as a science and profession, and promoting the contributions to and use of sociology by society. The American Sociological Review is the ASA’s flagship journal. The American Sociological Review ar-
selective these days about soft skills and specializations, and they have little patience for people pushing for higher salaries during the interview process, no matter what scale on the ladder they’re trying to reach, the recruiter will wonder if the candidate has sound decision-making skills at all. Even worse are candidates who show up for interviews with little knowledge of the
ticle described above is available by request for members of the media. For a copy of the full study, contact Dan- iel Fowler, ASA’s Media Relations and Public Affairs Officer, at (202) 527-7885 or
pubinfo@asanet.org. The Social Problems study can be ac-
cessed here: http://www.flexiblework.
umn.edu/publications_docs/SocialProb- lems-Turnover-2011.pdf
company at all. During inte ing questions about the com on your knowledge are a ke ing your interest, and if yo this essential part of the
Municipal Job Opportunities For Police, Fire, and General Employment
The City of Coppell is a diverse organization in the Dallas/Ft. Worth, Texas area interested in recruiting quality personnel from all cultures.
Please contact our Human Resources Job Line (972) 304-3542 x396 for current position vacancies.
For additional information, please contact our Human Resources Department at (972) 304-3699 or if you would like to e-mail your
resume, please send it to
www.hr@
ci.coppell.tx.us. P.O. Box 478
Coppell, TX 75019 An EEO/AA Employer - M/F/D/V
www.hnmagazine.com Celebrating 19 Years of Diversity
WWW.HNMAGAZINE.COM Edition III/Summer 2009 HISPANIC NETWORK MAGAZINE 59 www.blackeoejournal
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