Career Books 2018

Career Software

Prestigious Annual Event Celebrates Global Initiatives Accelerating Progress for Women in the Workplace

Catalyst announced that innovative corporate initiatives from The Boston Consulting Group (BCG), IBM, Nationwide and Northrop Grumman Corporation (Northrop Grumman) are winning the 2018 Catalyst Award. Transformational leaders of the Award-winning company efforts—all striving to create real change for women in the workplace—are set to receive their honors at the 2018 Catalyst Awards Conference and Dinner, held on Tuesday, March 20, 2018, at the New York Hilton Midtown.

"Thriving in a fast-changing world requires businesses to move toward more inclusive workplaces where power is shared by both women and men. It's time for leaders to put an end to persistent gender gaps, biases and harassment—rethinking old definitions and rejecting traditions of inequality," said Deborah Gillis, President and CEO, Catalyst. "By celebrating some of the world's most powerful CEOs and leading companies that are building workplaces that work for women, Catalyst is showing what diversity and inclusion programs can and should be. This year, BCG, IBM, Nationwide and Northrop Grumman are commended for leading the change."

This year's Catalyst Award-winning initiatives include:

•              The Boston Consulting Group—"Women@BCG." This initiative has increased the number of women in senior leadership roles and created a more effective work environment. It has been successful by targeting consulting staff at all levels through five pillars: recruiting and hiring, talent development and mentoring, work-life and flexibility, awareness and affiliation and external engagement. Importantly, partners and other senior leaders are highly engaged and accountable for many aspects of the initiative.

•              IBM—"Leading the Cognitive Era Powered by the Global Advancement of Women." Since launching in 2012—during the appointment of its CEO, Ginni Rometty, and in the midst of global transformation—IBM's global diversity and inclusion initiative has strategically and purposefully focused on technical women's career development and advancement. HR and global business leaders partner to drive IBM's diversity and inclusion goals by attracting and recruiting diverse talent, prioritizing leadership development and talent discussions and engaging as a good corporate citizen.

•              Nationwide—"Our Associates' Success Drives Business Success." This initiative is a comprehensive framework of programs enabled by strong senior level and board sponsorship resulting in increased associate-level engagement as well as better inclusion scores year over year, aligning with steady business growth. Women at all leadership levels—and in particular women of color—have achieved success as the result of the initiative's strategic and intentional efforts to attract, accelerate and advance the best talent while maintaining a strong focus on sustaining an inclusive workplace culture for all.

•              Northrop Grumman—"Building the Best Culture, Leveraging the Power of Women." In response to projections for increasing retirements and the lack of diversity in engineering disciplines, Northrop Grumman chose to position itself in 2010 for future growth by designing a comprehensive initiative. This effort—aiming to expand the company's leadership pipeline with a specific requirement for diverse representation inclusive of women and people of color—has five strategic elements: leadership commitment, talent acquisition, work-life integration, employee development and building the future pipeline.

For more than 30 years, Catalyst has recognized innovative initiatives that accelerate progress for women. With the theme "Workplaces That Work for Women," the 2018 Catalyst Awards Conference and Dinner bring together more than 2,000 attendees, including the distinguished Catalyst Board of Directors and Catalyst CEO Champions For Change leaders as well as executives from top global corporations, professional firms, governments, NGOs and educational institutions.

Target Corporation is the Conference's premier sponsor. This year's Dinner Chair is Arnold W. Donald, President & Chief Executive Officer, Carnival Corporation & plc.

Learn more about registration and table reservation details for the 2018 Catalyst Awards Conference and Dinner. For specific questions, please contact

Join the social conversation about the 2018 Catalyst Awards Conference and Dinner following Catalyst on, and Use the hashtags #WorkplacesForWomen and #CatalystAwards2018.

About Catalyst

Catalyst is a global nonprofit working with some of the world's most powerful CEOs and leading companies to help build workplaces that work for women. Founded in 1962, Catalyst drives change with pioneering research, practical tools, and proven solutions to accelerate and advance women into leadership—because progress for women is progress for everyone.


The Medical University of South Carolina has been ranked No. 53 out of 250 organizations on the Forbes 2018 list of America's Best Employers for Diversity. Embrace Diversity and Inclusion is one of five institutional MUSC goals.

The Medical University of South Carolina (MUSC) has been ranked No. 53 out of 250 organizations on the Forbes 2018 list of America’s Best Employers for Diversity. In addition, MUSC ranked No. 6 among the 20 institutions listed in the education category.

In collaboration with Statista, Forbes asked 30,000 employees working for large U.S. companies and organizations to evaluate their employers on issues of diversity in the workplace. Participation in the survey was voluntary, and respondents were recruited from thousands of sources to maximize reach and representation of the U.S. workforce. A company’s score is determined by four parts: direct employee recommendations, a public perception score, percentage share of women who fill top executive and board positions, and an index of objective and publicly available diversity KPIs (key performance indicators). One of the KPIs used in the scoring is proactive communication of diverse company culture.

"We take great pride in this recognition from Forbes because it acknowledges noteworthy progress toward achieving one of the five goals of our strategy for the future - to Embrace Diversity and Inclusion," said MUSC President David J. Cole, M.D., FACS. "Together the D&I implementation teams led by our two chief diversity officers are pushing MUSC forward as an institution in a thoughtful, strategic and measurable way. The work these teams are doing is vital to the continued success of MUSC, and we need the ongoing commitment and engagement of our entire institution if we are going to succeed - not just in the short term but long term as well."

"Diversity has become a business imperative, because it makes businesses better places and richer in every sense of the word," said Forbes’ Leadership Editor Fred Allen. "We hope that by introducing the definitive listing honoring the top performers we will stir discussion of the importance of diversity and inclusion and reinforce employers’ determination to do the best at it they can."

"Our large survey of employees has shown that diversity is a highly relevant factor when choosing an employer," said Statista CEO Dr. Friedrich Schwandt.

To view the entire Forbes list, visit:

MUSC has two chief diversity officers (CDO) -- Willette Burnham-Williams, Ph.D., CDO for the university, and Anton J. Gunn, MSW, CDO for the health system. In addition, each of the six colleges at MUSC has a diversity officer, focused on achieving shared institutional D&I goals. With the active commitment of the most senior leaders throughout the enterprise, Burnham-Williams and Gunn collaborate across a workforce of more than 13,000 employees, along with nearly 3,000 students and 700 residents, to address the strategic D&I goals and outcomes identified in the organization’s five-year strategic plan, titled Imagine MUSC 2020.

Dr. Cole and his leadership team have consistently stated that at MUSC, there are three reasons why embracing diversity and inclusion is of pivotal importance:

* It is who we should be as an institution. We are creating an environment where all individuals - students, faculty, staff, patients and visitors - truly believe they are in the right place and they belong here.

* It is how we build upon who we are and what we can achieve together. MUSC aspires to change the future through innovation in all of our domains - education, research and patient care.

* It affects the bottom line. It is about being our most productive and effective. People who feel valued are empowered to contribute and to be at their best.

To read more about MUSC efforts in support of Diversity and Inclusion, please access the article from a nationally recognized publication that tracks the details of Diversity in Higher Education. MUSC was profiled in 2016 and won a National Award in 2017:

About MUSC

Founded in 1824 in Charleston, The Medical University of South Carolina is the oldest medical school in the South. Today, MUSC continues the tradition of excellence in education, research, and patient care. MUSC educates and trains more than 3,000 students and 700 residents in six colleges (Dental Medicine, Graduate Studies, Health Professions, Medicine, Nursing, and Pharmacy), and has more than 13,000 employees, including approximately 1,500 faculty members. As the largest non-federal employer in Charleston, the university and its affiliates have collective annual budgets in excess of $2.4 billion, with an annual economic impact of more than $3.8 billion and annual research funding in excess of $250 million. MUSC operates a 700-bed medical center, which includes a nationally recognized Children's Hospital, the Ashley River Tower (cardiovascular, digestive disease, and surgical oncology), Hollings Cancer Center (a National Cancer Institute-designated center), Level I Trauma Center, Institute of Psychiatry, and the state’s only transplant center. In 2017, for the third consecutive year, U.S. News & World Report named MUSC Health the number one hospital in South Carolina. For more information on academic programs or clinical services, visit For more information on hospital patient services, visit

Delete These Useless Words From Your Resume

By Victoria LoCascio

For the past 5 years as president of a company that helps clients to ignite their job searches and land their dream jobs, I have reviewed thousands of resumes. Since space is limited on your resume, every word needs to earn its way onto this document because of its importance. Unfortunately, many resumes contain overused or ineffective words that do not add value. Here is a list of the most common offenders that should be immediately removed.

Delete These Useless Words From Your Resume:

    Successful / Accomplished (do not add adjectives to try to boost your status, instead show that you have been successful through the text written on your résumé)

    Guru / Ninja / Rock Star (informal and not helpful for keyword purposes)

    Seasoned (makes one sound old)

    Honest (this is obvious and does not need to be stated)

    Results-driven / Results-oriented (explain your specific results under each job position, instead of simply writing results-driven)

    Driven / Motivated / Passionate / Focused / Hardworking (this is obvious and does not need to be stated)

    Goal-oriented (give concrete examples using goal numbers to show that you achieved or exceeded your yearly/monthly/weekly goals)

    Significantly (include concrete numbers or strong text to show the reader your significant results)

    Go-to person (clearly explain your level of responsibility)

    Team Player (it is understood that you know how to work with people)

    Responsible for / Duties include (use more exciting action verbs to explain your responsibilities and duties; Google resume action verbs to find lists of appropriate verbs; and make sure that every bullet under each job description starts with a verb)

    Familiar (does not convey that you are good at whatever follows)

    Stay-At-Home Parent (potential employers should not know about your children as it is not relevant to your career)

    Resume (do not write Resume at the top of your document)

    Objective (do not write Objective at the top of your document, instead use a career summary section and label it with your current job title)

    References (do not write References Available Upon Request at the bottom of your document)

    First-person or Third-person Language (do not use first-person or third-person language, instead use formal resume language to look professional)

Make sure that you carefully proofread your resume to ensure that every word is powerful, specific, and needed. Once you believe everything is perfect, have at least 3 other people read through it to verify that there are no mistakes or unnecessary words.

Victoria LoCascio, president of, is a Certified Professional Resume Writer, Certified Employment Interview Professional, Certified Negotiation Expert, Certified SEO Expert, and has master's degrees in both Leadership and Communication. She specializes in writing powerful resumes, cover letters, and LinkedIn profiles, as well as coaching clients on interviewing skills.

Workplace Dangers of H2S

By Dwayne S Tomkewich 

Hydrogen Sulphide gas (H2S) is a byproduct in many different industries and is one of the leading causes of death in the oil and gas sector. Workers can become exposed to H2S on worksites during the drilling and production process. H2S gas is heavier than air and can collect in low areas such as sewers, pits, tunnels, and gullies and can quickly reach lethal concentrations in confined spaces.

Understanding H2S and how to handle exposure is critical to workplace safety.

The Danger of H2S

H2S is a colorless, toxic, flammable, and explosive gas that is heavier than air. It does have a strong odor similar to rotten eggs at low concentrations, but can only be detected by smell at concentrations ranging from 0.01-0.3 parts per million (ppm). Detecting H2S gas by relying solely on its odor is not a good idea because at concentrations above 100 ppm it quickly deadens a person's sense of smell.

Exposure to even very low concentrations of H2S can produce symptoms including eye irritation, light sensitivity, and vision problems, reduced sense of smell, sore nose and throat, difficulty breathing, headache, confusion, nausea, disorientation, and vomiting. In higher concentrations, H2S can paralyze the muscles that control breathing and cause death within seconds.

H2S in any concentrations should be considered dangerous as it is impossible to determine exactly what level will result in symptoms because everyone's body processes it differently.

How to Reduce the Risk of H2S

The most effective way to reduce the risk of H2S exposure is to eliminate the source. If that's not possible, other risk controls should be used:

1. Engineering Controls: These involve making modifications to facilities, equipment, and processes. Some examples include scrubbers, ventilation, air monitoring equipment and alarms, and wind direction indicators.

2. Administrative controls: These involve changing work practices and policies. Some examples include exposure control plans, warning signs, rescue plans, and training.

3. Personal protective equipment (PPE): This involves equipping workers with the proper respirators, eye wear, and protective clothing, and ensuring that PPE is regularly inspected and tested.

H2S Alive Training

H2S training is required for any worker who may potentially be exposed to H2S trade, regardless of occupation. H2S Alive is the standard training course for the oil and gas industry in Canada and combines theory and hands-on learning in a classroom environment. It is a full day course that reviews the physical properties of H2S, how to identify it, locations where it can be found, and its health hazards. Hazard recognition and control is discussed and various detection methods are discussed and demonstrated. The course will also cover approved breathing apparatuses and how to inspect and operate them effectively. The Initial Response Strategy will also be reviewed along with doing various rescue and drag techniques on victims. The goal of the training is to enable workers to save their own life or others in the event of an H2S release.

Upon successful completion of the course, the H2S Alive certification is valid for three years.

H2S is a potential hazard on any oil and gas worksite. Understanding the risk, putting controls in place, and making sure that all workers receive proper training is critical to ensuring workplace safety.

Dwayne has over 30 years experience as an engineer in the construction industry. He has developed a passion for developing Safety courses.

Getting Ready For Your First Interview

By Reshali Balasubramaniam 

After the long search and application, finally your resume stood out and you got an invitation for a job interview. Congratulations! It means that you have already set one foot on the door to your dream job. But don't celebrate that much yet, you still have to prove that what was written on your resume is true. Whatever made your application noticeable should stay true when you get to meet them in person. Come to that first interview prepared and ready to impress them. Here are some tips on how to get ready for your first interview:

1) Research on the company.

It's good to know the company that you're applying to first. Understand their mission and be familiar with their core values. Knowing what they are doing and who their clients are is a plus. The interviewer would notice that you are indeed interested in joining their company and you value their company. If you could research on your interviewer, that would be an advantage as well.

2) Review your resume.

Relive your greatest achievements in your past projects and the greatest challenges that you have faced and managed to overcome. Since you will be interviewed be prepared to answer questions regarding your past.

3) Look forward.

Aside from reliving the past, you also have to come to your interview with a vision. Interviewers would want to know what your personal goals are and if your goals are aligned to the company's goals. They want to know if you can contribute to the success of the company.

4) Dress for success.

Make sure that you dress professionally and neatly during the interview. Prepare your clothes the night before and make sure it's crisp and clean. Wearing something great boosts your confidence.

5) Put your best face forward.

Look neat and clean from head to toe. The little things matter when you are in a job interview. Basically, you are selling yourself to the company, so you should look attractive and worthy of a job offer. This is not just about your talent or skills, your attitude and personality matters as well. So, make sure to carry yourself well and observe your non-verbal cues.

6) Be on time.

Being on time for a job interview gives you an advantage as you have enough time to retouch and relax prior the interview. It also adds to your professionalism. Being late gives you stress and makes you lose some brownie points. It also mirrors how you would be as an employee with potential attendance issues in the future.

7) Prepare to ask.

After the interview, you are given the opportunity to ask questions. Prepare relevant questions for your interviewer. Make them specific questions that would show that you are really interested in the job and in the company.

There you have it, 7 tips to get you ready for your first interview. As the saying goes: There's always a first time. But for job interviews, make sure this first time will not be your last time. Leave a good impression, an impression that will welcome you to your dream job and start your career rolling. So, for now take a deep breath and enjoy the ride.

HR Counselor and adviser at Jobpal and EFutureTech Systems. Submit your resume online and be contacted by prospective employers