4. Why does Upwardly Global exist? Global Leaders Waspada Indonesia Auditor Manizha (refugee) Afghanistan Physician Graal Brazil Arts Therapist Faith Kenya Social Worker Cristian Romania Engineer Evelyn El Salvador Engineer Cashier Waitress Nanny Home Health Aide Barista Housecleaner = Invisible in US Barista Taxi Driver
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9. Resume Provide details about what you did in each position, what you accomplished, and the value you brought Provide information about the ranking of the school you attended to help recruiters understand the value Common Resume Writing Mistakes This resume is TOO SHORT ! It does not give employers any idea of about what this person has accomplished Share information on skills AND accomplishments to demonstrate the value you bring to the company
10. Do not provide personal information (aside from contact information)!! This Resume is TOO LONG (5 more pages!) American employers will only read 1 – 2 pages in order to determine if they should consider the candidate!
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13. Dominant American Values “ Typical” U.S. Corporate Value Alternative Value UpGlo T.I.P Individual is valued: Independence and decision-making are important. Individual recognition is expected and appreciated. Privacy is honored. Group is considered more important than the effort or recognition of the individual Job seekers will often use “we” instead of “I” when sharing accomplishments. Suggest job seekers to provide information about their specific role in the project. Informality is the norm: almost everyone uses first names. Permission is needed to use first names; some never use first names. Job seekers may be perceived as stiff as he/she probably believes it is important to be formal in interviews. Let job seekers know he/she can call the interviewer by first name.
14. Dominant American Values “ Typical” U.S. Corporate Value Alternative Value UpGlo T.I.P Competition and ambition stimulates high performance. Harmony influences communication and personal ambition is frowned upon. Job seekers come across as passive, relative to their U.S. counterparts. Direct job seekers to focus on the ways they have been able to bring a team together for a group success instead. Direct communication is expected; saying what’s on your mind is important. Directness and open criticism are considered offensive and people often use intermediaries to approach others. A job seeker’s examples may not demonstrate the directness generally expected in the U.S. workplace. Suggest job seekers to frame answers around accomplishments and achievements.
15. Dominant American Values “ Typical” U.S. Corporate Value Alternative Value UpGlo T.I.P Each person is expected to have an opinion and express it freely. The right to challenge authority is highly valued. Deference is given to persons in power or authority. Authority is highly respected and rarely challenged. Job seekers may find it difficult to give examples of times that they challenged authority. Direct job seekers to share a time he/she advocated for a project in order to understand the approach he/she has taken in situations when challenging was accepted. People are measured by what they do. People are measured by family and origin. Job seekers may use personal accomplishments in their examples during an interview. Specify that employers are looking for professional examples.
How many people currently live in a different country from where they were born? How many people live in a different state from where they were born? Different city? We all have the experience of leaving home and making a new place our home.
BRAIN WASTE Immigrants from Latin America and Africa hold lower quality jobs than their foreign-educated counterparts from Europe: 53 percent of highly educated Latin American legal immigrants and 44 percent of highly educated African legal immigrants worked in unskilled jobs in 2003; Table 1 demonstrates that less than a quarter of highly educated legal immigrants in the sample were admitted under employment categories; while roughly half were admitted under family classes of admission. A surprisingly large share of highly educated legal immigrants (13 percent) was admitted as winners of the diversity lottery. Unskilled occupations require only short- to moderate-term on-the-job training (e.g., construction laborers, customer service representatives, child care workers, file clerks). Skilled technical occupations typically employ workers with long-term on-the-job training, vocational training, or Associate’s degrees (e.g., carpenters, electricians, chefs and head cooks, massage therapists, real estate brokers). Highly skilled occupations require at least a Bachelor’s degree (e.g., scientists and engineers, doctors, financial managers, postsecondary teachers). Appendix A. Definitions and Description of Conditions of Immigration of the Seven Groups of LPRs Analyzed in the Report Group nameDescription Employment ----------------------------- Status adjusters----------------------------- New arrivals Foreign nationals who became LPRs based on sponsorship by a US employer or because they invested at least $500K in the US economy and created 10 or more jobs. The Immigration and Nationality Act (INA) provides a yearly cap of 140,000 employment-based immigrant visas (for both principals and their dependents) that are divided into five preference categories, with a separate numerical limitation for each category: EB-1 Priority workers, EB-2 Professionals with advanced degrees, EB-3 Skilled and other workers, EB-4 Special immigrants, and EB-5 Investors. ----------------------------- Immigrant workers who adjusted their status from a temporary nonimmigrant visa, for example, H-1B “specialty occupation” visa or O visa (given to foreigners with extraordinary abilities in science, arts, education, business, and sports.) ----------------------------- Immigrant workers who received their permanent employment-based immigrant visa from the US embassy in their home country. Family ----------------------------- Status adjusters----------------------------- New arrivals Foreign nationals who immigrate to the US based on their family ties to US citizens and LPRs. There is an overall annual limit for relatives set at 480,000, within which certain categories of immigrants are not subject to numeric limitation while others are. Immediate relatives (spouses, unmarried children under 21, and parents) of US citizens are exempt from annual caps. Family-sponsored LPRs that have numeric limitations include adult children and siblings of US citizens as well as spouses and children of LPRs already in the US. ----------------------------- Family-based immigrants who received their green cards from within the US after adjusting from a variety of temporary nonimmigrant visas such as K fiancée, J cultural exchange, F, H-1B, etc. ----------------------------- Immigrants who received their permanent family-based immigrant visa from the US embassy in their home country.
American Institute of Certified Public Accountants ( www.aicpa.org) National Society of Black Engineers ( www.nsbe.org) Ethnic Medical Associations ( www.mssny.org) National Association of Asian American Professionals ( www.naaap.org)
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