How to Negotiate A Permanent Work-From-Home Arrangement
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young hispanic woman working using computer laptop concentrated and smiling

By Jillian Kramer

The pandemic changed a lot for workers, including where they work. A study conducted early in the outbreak showed nearly one-third of U.S. workers were working from their homes — and presumably some of those workers won’t want to return to the office when their employers call them back.

“Working from home can provide employees many benefits,” says Ray Luther, executive director of the Partnership for Coaching Excellence and Personal Leadership at the Indiana University Kelley School of Business, “including a much shorter commute time, fewer distractions and a sense of freedom that might not come from reporting to an office every day.”

But negotiating a permanent work-from-home arrangement may not be a slam-dunk. Employers have “traditionally worried about employee productivity when working from home,” Luther says, adding some managers may feel they’ll lose control of employees they can’t see in person.

It’s not impossible, though. “Employees who want to make working from home permanent would be wise to put themselves in their employers’ shoes,” Luther says. “What would my employer be concerned about, and how can I show them that those concerns are minimal risks? For most employees, if you can demonstrate high-productivity, accessibility and still build productive relationships on your work teams, you will have addressed most managers’ significant concerns.” Here’s exactly how you can negotiate a permanent work-from-home arrangement.

Demonstrate your productivity.

To be allowed to continue to work from home, employers will want proof you’re as productive at home as you are in an office. “Quantify and qualify the work you’ve accomplished on a work-from-home trial or mandate,” says Luther. “How productive have you been on your own? How have you worked with co-workers to learn through the new office systems? Where have you helped develop solutions to the challenges that work from home has potentially caused?” You’ll need concrete answers to those questions to convince your manager you can be trusted at home.

Come prepared with proof of your productivity — and kick off your negotiation with hard facts.

Prepare an action plan.

While you’ve already been working from home, you and your manager may not have collected hard evidence of your ability to do so successfully. If that’s the case, Maureen Farmer, founder and CEO of Westgate Executive Branding & Career Consulting, suggests you develop an action plan that will help your manager assess your ability to work from home over a trial period. Talk to your manager about what milestones he or she would like you to reach during the trial — for example, 90 days — and agree to check-ins during that time to see if you’re on track. “The offer of work-from-home must demonstrate value and benefit to the employer foremost,” Farmer says.

Build trust.

“Once you’ve demonstrated you can be productive, show that your employer can trust you,” says Luther, who adds that most managers’ concerns about employees working from home are rooted in a lack of trust. “How does the employer know they can trust you, and what have you done to demonstrate that trust? Are you accessible when they need you?” Luther asks. “Be prepared to make the case for why they can trust you to deliver even if they can’t see you in the office.”

One way you might demonstrate your trustworthiness is by proposing a communication plan in your negotiation, says Farmer. Such a plan would “lay out the periodic and regular touchpoints with each of [your] colleagues to ensure projects remain on task,” she says. “The communication plan will offer a guarantee that [you] will be available on-demand throughout the day by phone, email, text or message service. The employee must reassure the manager of their availability.”

Show you’re flexible.

It’s important during the negotiation to “listen to your employer’s concerns about working from home and seek to understand any objections,” says Luther. “While these concerns might not be as important to you, they provide clues where you could show flexibility to it doesn’t turn into an all or nothing situation.” For example, perhaps your manager would be more comfortable if you came into the office one day a week or for critical team meetings. “Working from home can provide many benefits for employees, even if it’s only four out of five days per week,” he says.

Source: Glassdoor

Can this Latina law professor tapped by Biden help reform the Supreme Court?
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Cristina M. Rodriguez, a professor at Yale Law School, will co-chair a commission examining the Supreme Cour

By Raul A. Reyes

Cristina M. Rodríguez, a professor at the Yale Law School and co-chair of President Joe Biden’s high court commission, is described as a sophisticated legal thinker.

A Latina law school professor has been tasked with examining the future of one of the country’s three branches of government.

President Joe Biden has signed an executive order creating a presidential commission to study whether the Supreme Court should be overhauled, and he has named Yale Law School professor Cristina M. Rodríguez as its co-chair. Rodríguez and Bob Bauer, a professor at the New York University School of Law, will head the bipartisan commission to examine arguments both for and against a reform.

PHOTO: NBC

Rodríguez’s appointment to the commission earned praised from colleagues. “Cristina Rodríguez is absolutely up for this task. She is a sophisticated legal thinker and a good leader,” Kevin R. Johnson, dean of the University of California, Davis, School of Law, told NBC News. “I think that Biden has great confidence in her, and that his administration wanted somebody who would get the job done well, and in a deliberate and inclusive way.”

Along with Bauer, Rodríguez will preside over the commission that will study topics such as length of service, turnover of justices, membership and case selection. The commission includes some of the nation’s best-known legal scholars and experts: Laurence H. Tribe of the Harvard Law School, Sherrilyn Ifill of the NAACP Legal Defense & Educational Fund, and Andrew Crespo, also of the Harvard Law School. Crespo, who is of Puerto Rican heritage, was the first Latino president of the Harvard Law Review.

“She (Rodríguez) is not overly ideological or doctrinaire,” Johnson said. “She is someone who will make sure that we don’t see a politicization of the commission. As co-chair, she will bring a level of calm and thoughtfulness to any discussion she is involved in.”

Rodríguez, whose father is from Cuba and her mother from Puerto Rico, grew up in a bilingual household in San Antonio and attended Yale College and the Yale Law School. She studied at Oxford University as a Rhodes Scholar, as well.  She became Yale Law’s first tenured Hispanic faculty member in 2013. Prior to that, she served for two years as the deputy assistant attorney general in the Department of Justice, and also clerked for then-Supreme Court Justice Sandra Day O’Connor.

Rodríguez’s legal background and training make her a member of an elite group. According to a 2018 report by the Hispanic National Bar Association (HNBA), Latinas comprised less than 2 percent of U.S. lawyers, and just 1.3 percent of law professors.

Rodríguez is well-suited for her new role, according to Elia Diaz-Yaeger, national president of the HNBA. “It is a huge job, and it is important to have someone from outside of the political arena,” she said. “Rodríguez is a scholar of the law, she analyzes verbiage and what the Constitution says, and her work has focused on constitutional theory and administrative law.”

Diaz-Yaeger said that she was excited to see the diverse perspectives and backgrounds represented on the commission. In her view, discussions about Supreme Court reform or restructuring could be constructive. “The size of the court has actually fluctuated throughout history – and we want the court to be representative of the people whose lives their decisions are affecting.”

Limited polling suggests that Latinos may be open to the idea of Supreme Court reform. A 2019 Quinnipiac poll found that 63 percent of Hispanics believed that the Supreme Court was mainly motivated by politics, and 61 percent of Hispanics said that it should be restructured to reduce the influence of politics. And this was before the rushed confirmation of Justice Amy Coney Barrett in 2020 made the issue of reform even more contentious.

 

The Unconventional Hiring Strategy the Smartest Companies Use to Find Superstar Employees
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group shot of professional diverse employees

Sometimes the best path to success is the one few people take. After all, if you do what other people do, you can achieve only what they achieve.

Taking the road less traveled. Turning conventional wisdom on its head. Doing what other people cannot — or, more to the point, will not — do.

Take hiring. Recruiting and hiring superstar employees is tough for small businesses with limited resources. That means looking where others won’t — and taking chances others won’t.

Hold that thought.

In 2018, the job site TalentWorks conducted a survey of nearly 7,000 job applicants across 100 industries.

A key finding: Applicants who were fired, laid off, or quit their previous job within 15 months were nearly half as hirable as applicants who stayed at their previous job for more than 15 months. (Of the “longer term” candidates, 13.4 percent got interviews, compared with only 7.6 percent of the under 15-monthers.)

Why? Since the average hiring manager spends less than 60 seconds scanning a resume, applicants who didn’t spend long at their last job clearly raised a red flag. For many, what appeared to be “job hopping” was a straightforward, time-saving sorting tool.

Granted, that approach makes some sense. Staying at a job for less than a year results in understandable implications. If I was fired, I must not have been capable. If I quit, I must be unreliable. If I got laid off, I must not have been someone the company could better afford to not let go.

Sometimes those things are true.

But sometimes they’re not. Getting fired within 15 minutes definitely raises a red flag. At a minimum, the individual wasn’t a good fit.

As for quitting? Maybe the company wasn’t a good fit — for the employee.

We’ve all hired people who didn’t turn out to be what we thought. The reverse is true for employees. In a competitive hiring landscape, companies often sell themselves — sometimes really hard — to potential employees.

Plenty of people have joined a company only to find out it wasn’t what they thought. The job itself was different than advertised. The culture was different. The responsibility, or autonomy, or opportunities were different.

As for getting laid off? Many companies forced to make cuts simply lay off their least-tenured employees. (If nothing else, that makes it really easy to justify why certain people got laid off.)

All of which creates a pool of potentially great candidates many other companies have ignored.

The next time you have an opening, do what many people do and put all the candidates who stayed in their last job for a short period of time into a separate pile.

But don’t discard that pile. Take the time to look at each applicant closely. The programmer who left her last job after eight months but worked at her second-to-last job for eight years might be perfect.

Maybe she took that job because it seemed like a great opportunity. Maybe she took that job because it was a chance to be one of a startup’s first employees.

Who knows why she left after eight months?

You will, if you look closely — and then ask.

If you can’t with other companies for the best employees, stop trying.

Do what they won’t do. Look where they won’t look.

That way you won’t have to compete.

Jeff Haden is a speaker, Inc. Magazine contributing editor, author of The Motivation Myth, and ghostwriter.

These 3 Latinas Scientists Are at the Forefront of Fighting Against the Spread of COVID-19
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three latina scientists in lab coats standing in the lab together looking confident with arms folded

BY TONI GONZALES

They call themselves “Las Tres Mosqueteras (The Three Musketeers),” and they certainly live up to their nickname being on the frontline of fighting against the spread of the Coronavirus.

The three Latinas in lab coats are Connie Maza (33), Monica Mann (34) and Elizabeth Zelaya (36). The scientists and medical technologists are part of a small team in Washington, D.C.’s Department of Forensic Sciences’ Public Health Laboratory Division. The trio has been working in the lab for a number of years, when in early 2020 they were thrust together into the spotlight after testing and reporting the first, initial COVID-19 cases in the area.

Photo: Courtesy Instagram

Since the early days the heaviness has been constant. “It’s just unbelievable, the pressure we had. We were under a microscope at that point,” Maza said. “It was scary at first. I was very nervous.” Over 12 months later, the ladies have seen cases skyrocket across the world and all while they remained at the forefront of the pandemic. The women have gone from reporting cases, to identifying and analyzing different Coronavirus mutations, and now onto seeing how the variants spread.

It’s a job that still comes as a surprise to people Zelaya told NBC News.”I do get that sometimes when people ask me what I do. I tell them I’m a scientist and they’re like, ‘Really? What?’ It’s like, ‘Yeah, sure am. I can tell you about some DNA if you want to learn,” she said. The reality is that while it is still revelatory for society, the numbers actually support the accepted stereotype of STEM consisting predominantly of men.

STEM (science, technology, engineering, and mathematics) careers is not a field that is made up of women-in particular Latina women. Even though women make up almost 50% of the population, only a third of the workforce working in science and engineering fields are women. Even worse, Latinas make up only about 2% of STEM degrees earned according to a 2016 National Science Board study.

The lack of Latinas in their field is an ever present thought in their minds. “You know what used to be the medical field, the science field, laboratory field being run by white males? Now, it has turned into this beautiful rainbow of colors,” Mann said. For her colleague Zelaya, it’s even bigger than that. “Every day I reflect and I’m like, ‘Wow, this is probably going to be in a history book.’”

Their work is far from being over. The pandemic still has a significant hold over the nation and the world. But, the end is in sight for the first time in a long time for the women who are very much looking forward to vacation.”Vacation together? Yeah!” said Zelaya.

STEM (science, technology, engineering, and mathematics) careers is not a field that is made up of women-in particular Latina women. Even though women make up almost 50% of the population, only a third of the workforce working in science and engineering fields are women. Even worse, Latinas make up only about 2% of STEM degrees earned according to a 2016 National Science Board study.

Read the full article at Remezcla.

Hispanics In Wine Organization Aims To Empower Latinx Wine Communities
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two women smile at the camera and hold a glass of wine as the sun sets in the background

Social organization Hispanics in Wine was founded with the aim of promoting equality and diversity and helping Latinx professionals advance in the wine industry. Founded in September 2020, it consists of a social media space and website which serve as a digital platform for insight into opportunities and resources for members of the community.

It was established by Lydia Richards and Maria Calvert alongside wine professional Ivonne Nill. The organization’s mission is to give back to Spanish-speaking communities by promoting equality and helping the new generation of Latinx professionals advance in the wine and hospitality industries. Hispanics in Wine also intends to help wine companies better communicate with their Spanish-speaking consumers.

Photo: Forbes

Cofounders Maria Calvert and Lydia Richards met while working in wine public relations at Colangelo & Partners, a well-known agency with offices in New York and California. Calvert, a native of Quito, Ecuador, is currently working as an independent Public Relations Consultant with a focus on startup and established brands in wine and food, while Richards, who hails from Panama, recently started a job as PR Manager at Taub Family Companies: Palm Bay International and Taub Family Selections.

At this time Hispanics in Wine has more than 30 members and is prepared to grow as word spreads within the wine and hospitality industries. Hispanics in Wine aims to encourage and connect people from diverse backgrounds to pursue their career path in the industry through the organization. It also intends to help wine brands and companies cater to the Latinx population in the U.S., whose buying power is forecasted to top $1.9 trillion by 2023.

As Women’s Month draws to a close, we are concluding our focus on women in the wine industry with this interview of co-founder Maria Calvert.

World Wine Guys: What was the impetus behind starting Hispanics in Wine?

Maria Calvert: In 2018, I transitioned to the wine industry and met Lydia Richards at a public relations agency. As part of our PR jobs, we work closely with all types of professionals in the alcohol beverage and hospitality industries, including sommeliers, retail stores, restaurants, trade, press, wine brands, winemakers, marketing professionals, and many others. Coming new into the wine industry, you see people of color cutting the grapes and working behind the scenes, but we noticed the lack of representation and diversity when attending trade events, press trips, and executive meetings. In addition to the lack of BIPOC, Hispanic, and Latinx professionals in decision-making roles, we noticed the lack of Spanish language resources for our community, brands neglecting Hispanic and Latinx consumers, and the need to amplify the work done by vineyard stewards.

As a result of our professional experience as two Latina immigrants in the wine industry and Covid disproportionately impacting the hospitality industry and minority communities, we decided to launch Hispanics in Wine in September 2020. We chose this month in honor of Hispanic Heritage Month. Culturally, Hispanics and Latinx work together as a community; it’s part of our pride, family, our roots. Community is so important to us, and this is something that we are trying to replicate with Hispanics in Wine. We created this centralized digital space for individuals to feel welcomed by the industry, to find important English and Spanish resources, to provide a sense of community with other Hispanics & Latinx alcohol and hospitality professionals, and more importantly, to educate the public about our communities and amplify the diverse talent and knowledge we offer and promote more representation in the industry.

WWG: Which areas of the wine community have you drawn members from thus far? 

MC: The Hispanics in Wine team are four women with different professional careers, hailing from different countries, and different journeys in the wine industry: Lydia Richards, Ivonne Nill, Emilia Alvarez, and myself. It is important to highlight our team diversity because it allows us to understand the industry’s needs, bridging the gap for opportunities and language, and build a broad Hispanic and Latinx beverage and hospitality community.

As a result of our team’s efforts and continued outreach, we have connected with wine professionals across the United States and worldwide. We have a community that covers the spectrum of wine and hospitality. For example, we have Nial Harris García, Wine Director at the Conrad Hotel in Washington D.C., Hugo Arias, Head Sommelier at The Grill in Washington D.C., Gabriela Fernández, Marketing and Event Coordinator for a California wine producer, Jesica Vargas, Founder and Wine Blogger of AndesUncorked, DeAnna Ornelas, President of non-profit organization AHIVOY, Sam Parra, Owner of PARRA Wines Co., and many others. Our Hispanics in Wine community is growing every day, and we have received tremendous support from many wine professionals in the industry who want to help in any way possible.

WWG: How are you reaching Latinx members of the wine community in order to let them know about Hispanics in Wine?

MC: We are working with our Hispanics in Wine community to help spread the word, share the “Hispanics in Wine Spotlight Series” within their network, and notify other Hispanics and Latinx professionals about this initiative. We started Hispanics in Wine on social media, and we now have a website. We have received inquiries from individuals trying to pursue a career in wine who reached out to us via Instagram, and individuals who found our website via Google search. We have also received inquiries from other Hispanic and Latinx professionals asking how they can help with the initiative and perhaps serve as mentors.

WWG: Can you tell us about some of the initiatives that Hispanics in Wine has implemented?

MC: We launched the “Hispanics in Wine Spotlight Series,” where the team conducts virtual English and Spanish interviews with talented Hispanic and Latinx professionals in the United States and worldwide, such as sommeliers, wine producers, marketing experts, retailer owners, portfolio specialists, social influencers, and bloggers, to learn about their journey in the wine industry, speak about educational opportunities, and provide essential advice to the next generation as well as changes they want to see in the industry.

Our mission with these interviews is to inspire individuals to enter the industry, thereby increasing the talent we offer as a community. Ultimately, we want to increase pressure on companies to hire Hispanic and Latinx professionals for leadership roles, drawing from our deep well of unique backgrounds, experiences, viewpoints. According to Nielsen data, by 2023, we expect the buying power of the U.S. Latinx population to top $1.9 trillion, which is higher than the gross domestic product of countries like Australia, Spain, and Mexico. Targeting this quickly growing consumer base by aligning with Hispanic and Latinx values has never been more critical.

Through the “Hispanics in Wine Spotlight Series,” we also aim to highlight the diverse backgrounds of the Hispanic and Latinx communities in the United States and worldwide. We hail from vastly different geographies, whether Latin America, Central America, the Caribbean, Spain, or the United States; we have different traditions, we look different, and in some instances, we claim unique local languages, such as Guaraní in Paraguay, Catalan in Spain, or Quechua in Ecuador.

Additionally, with our public relations expertise, we are also working with the local and national press to include Hispanics and Latinx alcohol beverage and hospitality professionals at the forefront for feature stories and share their knowledge with key external stakeholders. In the near future, we hope to execute a program aimed at providing educational training, scholarships, and professional opportunities for advancing in the industry – both via in-house opportunities and partnerships with external organizations. Lastly, we are also looking to partner with wine companies looking to tap into the Hispanic and Latinx consumer market.

Read the full article at Forbes.

Black and Female TV Directors See Gains but Not Latinx and Asian American Women, DGA Finds
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wall with directors guild of america building

The Directors Guild of America’s latest breakdown of TV director employment shows major gains for women and for Black helmers overall but the numbers also spotlight the systemic lack of movement for Latinx and female directors of color.

The share of TV episodes directed by women during the 2019-20 television season across broadcast, cable and streaming hit a record of 34%, up from the 31% share that women commanded in the 2018-19 season and a big lift over the 16% share for the 2014-15 season.

The share of episodes lensed by directors of colors hit 32%, a notable increase from the 27% share in the previous season and 18% share in 2014-15. The DGA studied more than 4,300 episodes from the 2019-20 season, the primetime year that included the start of the coronavirus pandemic. A total of 1,268 DGA members were hired for episodic work last season, per the report.

Directors of color and women also made strong gains in the DGA’s measure of members who landed their first episodic TV directing jobs during the season. But the DGA’s detailed breakdown shows clearly the stagnation in building a pipeline for Latinx female directors and Asian American women helmers.

Latinx female directors accounted for only a 2.4% share of all episodes in 2019-20, while Asian American women just a 2.1% share.

The growth in African American representation — which reached 18% of episodes, up from 15% in the prior TV year —  was inflated slightly by the prolific work of one director who handled more than 150 episodes last season. The report does not name the helmer but it is believed to be Tyler Perry, the mogul multi-hyphenate who directs dozens of episodes annually for his TV productions including BET’s “The Oval” and OWN’s “The Haves and the Have Nots.” Because of this, Black directors accounted for 11% of total episodic TV director hires but 18% of total episodes last season.

Read the full article at Variety.

Hispanic and Latino health and the Affordable Care Act
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The ACA has narrowed racial gaps in access to health care, but Latinos are still nearly three times more likely to be uninsured.

As a little girl, I would accompany my immigrant mother to her numerous doctor’s appointments; I didn’t know it, but at the time, she was fighting a brain tumor. By the tender age of 7, I had translated most medical terminology from English to Spanish; see, my mother did not speak any English and when she went to the doctor’s office, I was her tiny translator, not that I knew much, but I tried my best.

By the time I was 13, I understood what was happening to my mother and knew how to discuss her symptoms with all her physicians, including neurologists and radiologists. I had my mom buy me a Spanish-to-English medical dictionary and became well-versed in the processes that happen at every one of my mother’s appointments: blood pressure check, weight check, neurological tests. When I moved out of my parent’s home at the age of 24, she stopped going to her doctor’s appointments regularly and chose which doctors she “felt” like going to at the time. I have heard all of the excuses in the book: “I don’t know if they will have an interpreter,” “I feel fine, why do I need to go?” and the most recent one, “I don’t have the money to go to the doctor.”

Read the full article at Benefits Pro.

How Rita Moreno found dignity and strength in her ‘West Side Story’ role
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“Interestingly, the character of Anita became my role model after all those years,” said the Puerto-Rican actress and Emmy, Grammy, Oscar and Tony recipient.

In the past decade or so, Rita Moreno has received multiple lifetime achievement awards and would probably receive even more — except that she’s too busy working.

The actress, who turns 89 on Dec. 11, is one of the few people to win an EGOT: Emmy, Grammy, Oscar and Tony. She’s also received the 2004 Presidential Medal of Freedom, the 2009 National Medal of Arts, the 2013 SAG Life Achievement Award, Kennedy Center Honors in 2015, and a Peabody Career Achievement in 2019, to name a few.

                                                                                                                              (Image credit – Herbert Dorfma/NBC News)

But she has no intention of resting on her laurels. In “Rita Moreno: A Memoir,” she expresses frustration at not working more. “I still feel that way!” she told Variety shortly after the book came out in 2013. She is always busy; if it’s not film, “I do theater, I do television, concerts, I do talks, lectures I do a lot of fundraising as a performer.”

Her 70-year career covers the spectrum of entertainment, including radio, theater, basic-cable, movies (both under the studio system and in the indie world), and now streaming.

Read the full article at NBC News.

Latino jobs have taken a hit with Covid. Here are some career-building strategies
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The effects of the Covid-19 pandemic on Americans’ career trajectories have varied by industry, geography, and ethnicity, with Latinos among the most heavily impacted.

According to the 2020 American Family Survey, 53% of Hispanic respondents reported a career change since the pandemic began; meanwhile, a troubling 41% report a decline in income. Harnessing that hunger for gainful employment, or a stronger career can yield results. We spoke with Caroline Castrillon, career coach and founder of CorporateEscapeArtist to discuss the paths all Americans impacted by the Covid recession can take to rebuild their careers and reinvent their futures.

While employers expect you to openly share your accomplishments, this can be awkward for some people who feel they are being arrogant, says Castrillon. “Remember, this is your time to shine. Don’t be shy,” she says. “Share what your individual contributions were and quantify the results. If you don’t do a good job of highlighting your achievements, employers will assume that you don’t have anything significant to discuss.”

Continue to the NBC News to read the full article.

These Are The Most At-Risk Jobs Post-Pandemic
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Powerful Latin businesswoman leader standing with arm crossed

While many jobs were put on hold during the pandemic, there are a few that may not come back—ever.

Glassdoor’s Workplace Trends 2021 report finds that job postings for discretionary health services—or those that are elective and can be postponed during a pandemic—are down dramatically. The most at-risk job is that of audiologist, for which job listings on Glassdoor declined 70% during the pandemic.

Angela Shoup, president of the American Academy of Audiology, says she’s heard reports of  audiologists being placed on long furloughs, as well as some who’ve closed their private practices and retired early this year. Many recent graduates looking for jobs in audiology have been told that larger practices are not hiring, she says.

Job postings for opticians and physical therapists saw a similar fate, down 61% and 40%, respectively. There’s also been a shortage of administrative and lower-skilled office roles. Jobs for event coordinators are down 69%, making it the second most at-risk job post-pandemic. Similarly, openings for executive assistants are down 55%, human resources generalists are down 37% and receptionists are down 35%, as most offices have been closed.

Unsurprisingly, positions for personal services workers have also plummeted. Beauty consultants took the hardest hit, with jobs down 53%. Jobs for valets were down 51%.

“[These are jobs] where Covid-19 is in the driver’s seat,” says Andrew Chamberlain, Glassdoor’s chief economist. “People are not going to return to their nail salons or get discretionary LASIK eye surgeries or go to in-person events until the virus is under control.”

Discretionary healthcare, event and personal-service jobs won’t disappear altogether after the pandemic, but they will certainly be slow to come back, he says. However, he thinks it’s possible some jobs may be lost forever.

Continue on to Forbes to read the complete article.

 

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