Here at DU Career and Professional Development, we focus on Industry Clusters to equip our students with the skills needed for career readiness. By targeting sectors like technology, healthcare, energy, and education, we provide insights and experiences that meet industry demands.

With over 70% of our graduates staying in Colorado, they seamlessly integrate into the local job market. This industry-specific approach gives our students a competitive edge, making them highly sought after by employers.

What is an Industry Cluster?

An industry cluster is a geographic concentration of interconnected businesses, organizations, and associated institutions in a particular field. Focusing on industry clusters during a job search can be highly beneficial, providing greater clarity and purpose. Here’s why:

• Targeted Exploration: Industry clusters group similar professions, helping students efficiently identify roles that match their skills and interests.
• Skill Alignment: Focusing on a cluster allows students to tailor their education to meet industry demands.
• Networking Opportunities: Clusters provide valuable connections, mentorship, and insights into industry trends.
• Informed Decision-Making: Understanding careers within a cluster helps students make informed choices about their future.
• Career Readiness: Clusters help students align their academic and extracurricular activities with career goals.
• Adaptability: Transferable skills within a cluster offer flexibility in a dynamic job market.

Explore Industries

Education & Community Development, Creative Industries

• Teaching & Training
• Administration
• Visual, Performance, and Creative Arts

Learn more about the many pathways into the Education & Community Development, Creative Industries here.

Health & Wellness Bioscience

• Biotechnology & Pharmaceuticals
• Diagnostic Services
• Counseling & Mental Health Services
• Pre-Health
• Health Care Management
• Sport and Performance

Learn more about the many pathways into the Health & Wellness Bioscience industries here.

Outdoor Recreation, Food & Agriculture, Energy & Natural Resources

• Renewable Energy
• Outdoor Recreational Leadership
• Energy Efficiency & Solar
• Environmental Technology

Learn more about the many pathways into the Outdoor Recreation, Food & Agriculture, Energy & Natural Resources industries here.

Business, Marketing, Hospitality, Finance

• Corporate Management
• Human Resource Management
• Hospitality Management
• Communications and Public Relations
• Accounting
• Real Estate & Construction Management
• Ops/Security/Logistics

This industry Cluster is primarily served by the Daniels College of Business. Learn more about the many pathways into the Business, Marketing, Hospitality, Finance industries here.

Engineering & Technology Advanced Manufacturing

• Applied Engineering
• Robotics and Automation
• Electricity and Electronics
• Computer Science
• Cybersecurity

Learn more about the many pathways in the Engineering & Technology Advanced Manufacturing industries here.

Aerospace & Defense, Government & Public Service

• Government Contractors
• Foreign Service
• Governance
• Legal Services
• Public Management and Administration
• Law and Legal Services

Learn more about the many pathways into the Aerospace & Defense, Government & Public Service here.

Resources

• Major Industries in Colorado
• Colorado Talent Pipeline Report
• Talent Development Playbook

Though there are some things in life you can’t negotiate — like your tax bracket or the inflation rate — your salary isn’t one of them. Negotiation is a standard part of the hiring process when you’re starting a new role. However, a 2020 Glassdoor study found that 59% of American employees did not negotiate their salary. And gender plays a role: of the one in 10 U.S. employees who negotiate and successfully get a raise, men are three times more successful than women.

Asking for a raise or negotiating your salary at a new job can seem daunting, but some tricks and tactics can help you go into it more confidently.

US Salary Negotiations Facts:

If you’re feeling apprehensive about asking for a raise, you’re not alone. It turns out there are several factors that influence how likely you are to ask for a raise. There’s hope you’ll succeed as more businesses are doling out raises in 2022.

• In 2022, 62% of U.S. workers plan to ask for a raise; if workers don’t receive a raise, just 31% plan to ask to revisit their salary conversation in a few months.
• In 2022, 92% of businesses surveyed are giving base pay raises. And 44% of those organizations are giving out more than a 3% raise.
• More workers would rather speak in public than ask for a raise. About 66% of those surveyed were more comfortable with public speaking than the 56% who were more comfortable with asking for a raise.

Select the MoneyGeek hyperlink above to read the full article.

Here are 40 PEOPLE TO FOLLOW who post regular job updates and career resources on LinkedIn.

1. Craig Zelizer: social impact jobs + career coaching
2. Mandy Van Deven: feminist/rights-
based philanthropy jobs
3. Nicole Doray,: Sustainability jobs
4. Charles (Chuck) Pope: USAID and other U.S.-based UN/NGO jobs
5. Xoán Fernández García: LATAM Social Impact Jobs
6. Rafa Achondo: LATAM impact jobs
7. William Godnick: International jobs (many LATAM)
8. Satyam Vyas / Arthan: International and India jobs through
9. Jasmine Anouna: The Bloom Newsletter – so good!
10. afrorama: African jobs board 
11. Beatrice Chioccioli Job board for human rights/social impact jobs
12. Ludovica Anedda: Gender jobs
13. Work Ally & Gail Rego : Social impact jobs
14. Tania Racho: Human rights jobs
15. Giulio Coppi: Humanitarian jobs
16. Malika Mirkhanova: Global health jobs
17. Virginie Robin: EU projects
18. Vincent Arnoux: EU projects
19. Juliette Sanchez-Lambert (she/her): Job board for social impact jobs (Europe/remote)
20. Giustina Balducci: Various Europe-based UN/NGO jobs
21. Jenny K. Wright: Europe, migration, impact content
22. Elisabeth Roura Bosch: Comms jobs for social impact
23. Katia Syrayezhkina: Incredible curator of resources for all things social impact job search related
24. servane mouazan: #Impactwomen jobs every Saturday 
25. Matilda Flemming: Newsletter on junior-ish policy jobs
26. Keylime: International development consultancies
27. Rikeshia D.: Social impact and HBCU resources
28. Katie Kross: Sustainability jobs and tips
29. Trish Kenlon: Sustainability jobs
30. Shannon Houde, : ESG jobs and coaching resources
31. Jessica Marati Radparvar: social impact resources
32. Ed Carley: Climate and sustainability jobs
33. Jennifer Bangoura, EdD: all things edtech and social impact
34. Mark Horoszowski: social impact jobs, transitions. MovingWorlds
35. Fred Swaniker: Impact ops and jobs in Africa
36. Ruth Freedom Pojman Development and socialimpact jobs
37. David Felson: tech4impact positions
38. Valentina Ruffoni: community management roles
39. Phillipa Lockwood: sustainability, philanthropy jobs
40. ???

FOLLOW them, SUBSCRIBE to their newsletters, SUPPORT their work!

Who else we should add this list? Add yourself or add a colleague and share what kind of resources you’re/they’re curating in the comments.

I’ll add you/them to the next roundup.

150K people saw the last post I did on this topic.

EARLY COMMENTS get lots of attention/visibility.

]]> 105089 https://career.du.edu/resources/abilitylink/ Thu, 21 Oct 2021 19:09:18 +0000 https://career.du.edu/?post_type=resource&p=91532 AbilityLinks connects applicants with disabilities to a network of employers that value disability inclusion. So far, we have helped over 700 applicants find proper employment. Our website is also home to over 4000 active job postings across the country and a multitude of resources including useful articles, insightful blogs, program information, and more. We are a thriving web-based community increasing the employment of qualified job seekers with disabilities.

Typically, people with social anxiety disorder are incredibly conscious of how others might be reacting to and perceiving them, which can lead to a strong feeling of inferiority and to experiencing imposter syndrome. They may also find it very difficult to interact with colleagues, clients, and managers. In addition, social anxiety can make it hard to attend group functions, such as training sessions or team events. 

With interaction such a huge part of working for a business, social anxiety can be a major hindrance to workplace and career success. In fact, Mental Health America estimates that around 15 million American adults have social anxiety, which means that around seven percent of people struggle with this condition every day. The good news is there are specific strategies to manage social anxiety in the workplace, and below are four of the most effective.

1. Use anxiety management techniques

A number of leading rehab centers around the world believe that learning therapy techniques can help you get a handle on your condition in any situation. For example, according to Luxury Rehabs, “One of the most impactful effects of getting treatment for anxiety is learning techniques for managing your anxiety that you can rely on and use for the rest of your life. No matter how you get treatment for your anxiety, your therapist will likely equip you with the skills to prevent your anxiety from reaching a critical point.”

There are several ways to manage anxiety, from Cognitive Behavioral Therapy, also known as CBT, to mindfulness and stress management. These techniques can help you evaluate the validity of your anxious thoughts and question them, asking yourself, ‘Can you provide evidence that someone views you as incapable at your job? Has there been a situation that backs up your beliefs?’

These techniques put distance between your thoughts and the situation, so you can focus on the facts, which can help you to feel more confident. Anxiety management techniques will help you to realize that you don’t need to compare yourself to others, whatever your mind might be telling you.

2. Practice your interactions

Taking part in a meeting, speaking on an important client call, attending a networking event—these types of interactions can be nerve-wracking at the best of times, and especially so if you have anxiety. If you want to feel good about these types of situations and approach them without nervousness, it can help to practice beforehand. 

This may take the form of conducting mock interviews with a friend you can trust. Or it could be writing out answers to questions that you can learn before a meeting or conference to have things you can say ready and planned out. Part of what makes these interactions so stress-inducing is the fear that you’re going to say the wrong thing. But by planning for them in advance, you’ll feel more confident and capable.

3. Focus on your breathing

When we get anxious, our heart rate increases and our breathing quickens, making us feel dizzy, lightheaded, and even more stressed. So, an effective tool to use when you’re in a situation that’s making you anxious is to focus on your breathing to calm your body down. It’s something you can do wherever you are, from walking into a busy meeting room to talking to a manager one on one.

The goal is to ride out your anxious feelings and remind your mind that you’re safe, so you can begin to calm down. Take slow, controlled breaths, counting to four as you breathe in and then again as you slowly breathe out. Continue this pattern until your anxiety starts to subside.

A similar technique is to focus on your muscles, which can become tense during an anxiety attack. Focus on various muscles, from your shoulders and hands to your legs and back, relaxing them to lessen your bodily tension.

4. Spot the rainbow

You’re likely aware of the situations and tasks that cause the most anxiety for you at work. And the more you think about how anxious they’ll make you, the more power they’ll have over you. But if you can get a handle on your thoughts, you’ll regain control. And one way to do this is to focus your attention on something else. 

For example, if entering a room filled with people causes you to get anxious, look for objects that represent the colors of the rainbow. It gives your mind a task to carry out, which prevents your anxiety from getting out of control. As you scan the room, instead of being nervous about the number of people there are in front of you, you’ll look for a red item, an orange item, and so on. 

Final thoughts

Anxiety, for many people, will always be present—and, in certain cases, it can be a healthy response. But if it’s hindering your ability to perform well at work, it can be beneficial to find ways to manage it. And using the above techniques is a great place to start.

Chris Harley has a PhD in Clinical Psychology and is passionate about improving the lives of others through his work. Chris enjoys connecting with others and sharing advice around mental health. When he's not exploring the latest well-being practices, he's likely got his head in a gripping murder mystery novel and relaxing with his two cats!

Diversity and inclusion have long been buzzwords that companies parade—often for marketing purposes. But in the past few years, more and more job seekers and employees, particularly millennials and Gen Z, are vetting companies by their diversity and inclusion track record in addition to factors like salary and career opportunities. According to a 2020 survey conducted by the National Association of College and Employers (NACE), for instance, 79% of graduates considered a diverse workforce to be “very important.” And these workers expect companies to do more than just pay lip service to creating a diverse, equitable, and inclusive environment.

Corporations still have a long way to go to meet these expectations. A 2020 McKinsey report found that representation of ethnic minorities and women in executive teams across the U.S. and the U.K. sat at just 13% and 20% respectively in 2019. A survey by human resources consulting firm Mercer found that while white workers make up 64% of entry-level workers, they make up 85% at the executive level, illustrating the barriers that BIPOC workers face when it comes to advancement. Black women, for example, are less likely to get support and encouragement from their managers or to have a chance to interact with senior leaders, according to a Lean In report, while also experiencing a wide range of microaggressions.

The statistics, research, and stories can seem discouraging if you’re an early career professional who’s just entering the workforce—particularly if you’re a BIPOC employee. In many cases, the reality is you’ll be joining organizations that have a lot of work left to do when it comes to DEI. 

Ultimately, widespread change can only happen when there is a policy and cultural shift at an organizational level, which has to come from those at the top. However, there are ways you can advocate for diversity, equity, and inclusion in the early years of your career. And particularly as the war for talent in a post-pandemic workforce continues, you may find yourself in a powerful position to demand more from the companies you work for and take action that has the potential to lead to long-lasting changes. Here are five ways you can start to do just that.

1.

Take on Work That You Want (and Have the Capacity) to Do

2.

Find Ways to Be Involved in the Hiring Process

3.

Speak Up When You See Microaggressions, But Do It Strategically

4.

Initiate Conversations Around Current Events

5.

Enforce Your Boundaries

The diversity, equity & inclusion strategic plan for Career & Professional Development ensures our services meet the unique needs of all stakeholder groups. In alignment with the unifying philosophy recently outlined by the Office for Diversity, Equity & Inclusion, we will aim to have a holistic approach in these efforts inclusive of learning differences, sex, gender identity, gender expression, language, race, ethnicity, national origin, citizenship, disability, religion, spirituality, sexual orientation, and socioeconomic status as well as their intersectionalities as we develop this plan.

Through six months of stakeholder listening sessions, surveys, best practices research and data analysis we were able to identify themes for areas of emphasis in the coming three years that centered the voices of our diverse community. These listening sessions and themes have informed the goals outlined below.

Bold Goals to Achieve by 2025

Goal 1: Representation of Staff & Volunteers
Develop tactical strategies to diversify the career staff and career volunteers with the goal to have a staff and volunteer composition that more closely matches the campus demographics by 2025.

Goal 2: Career Staff Training
Create staff onboarding process and ongoing training that builds knowledge and confidence to fully integrate diversity, equity and inclusion principles and topics into all conversations, programs/events, initiatives, as well as career education resources and presentations.

Goal 3: Employer Training Program
Create a comprehensive employer training program regarding diversity, equity & inclusion in recruiting in a campus environment including public recognition for those that meet a set training program and show organizational commitments.

Goal 4: Increase Financial Support for Experiential Learning
In partnership with Advancement and national organizations, develop a strategy for increasing funds available for internships, research, campus employment, and similar high impact experiences.

Goal 5: Campus Integration with Diverse Communities
Ensure a clearly defined liaison model for connecting with diverse campus communities and leverage liaison relationships to co-create tailored programs when appropriate.

Goal 6: Tailored Marketing & Communication
Develop a marketing strategy for communicating to diverse audiences and ensure current marketing and communication efforts are infused with inclusive messages.

The goals outlined above will be addressed in phases over the next three years. On the following page, we have outlined explicit action items for year one, staff owner, and deadline for completion. Staff will integrate the below goals into their annual performance plans as goals for the coming year to ensure accountability and progress toward goals.

This article appeared originally in Fast Company.

One time in a job interview, the hiring manager asked me to tell them about myself. “Tell me about yourself” always feels like a loaded question. What, and how much, am I supposed to share? I told them about my time in law school, the areas of practice I was interested in, and a bit about my work as an author and writer. The hiring manager was intrigued about what I wrote about, and I mentioned I wrote about autism and disability from a first-person lens. The next question was why I didn’t explicitly mention I was autistic in my résumé.