Category Archives: Advice & How To’s
For many job-seekers with disabilities, the proliferation of online applications is a major leap forward. Job-seekers with vision, mental health, and mobility issues frequently find remote job-searching more comfortable and accessible than pounding the pavement. There’s also the added bonus of not needing to disclose disability immediately, increasing the chances of a selection process uninhibited by an employer’s perception of disability.
All is not well in the hiring world, however. Perplexed employers proclaim themselves to be disability-friendly on their applications, but still find that relatively few candidates with disabilities apply. Meanwhile, everything from the application, to the interview, to the pre-employment testing can quietly exclude qualified candidates. Since we know that people with disabilities comprise a mostly-untapped pool of worthy candidates, we’d like to present a few solutions that are simple to implement and easy to maintain. The Alberta Human Rights Commission specifies that employers have a duty to accommodate short of undue hardship, but we’d prefer to draw your attention to the thousands of clients who have walked through our doors—clients who are ready, willing, and able to work. If employers want to make the most informed hiring choices possible, we recommend considering the basic principles of inclusive hiring, which benefit employers as often as job-seekers.
The Application: Keep it Simple (and Accessible)
Job applications can seem straightforward and simple, especially to those designing them, but three out of five job-seekers claim to feel confused by a typical application, whether because the instructions are unclear or because the forms are excessively long.
The first and best design principle of job applications is to keep them as simple as possible. Any nonessential procedures should be reserved for a later point in the screening process, to reduce applicant fatigue and frustration. Don’t hide important information in the middle of long paragraphs, or interrupt the process with tangents about your company philosophy. Present the form in a concise manner that ensures candidates understand what is being asked of them, and label all required fields for clarity.
Next, consider specific accessibility requirements. Is the third-party application platform you’re using accessible for low-vision users? Is it compatible with screen readers? Can those using dictation software access the input fields? Is keyboard navigation always available for those who can’t use a mouse? If you don’t know the answers to these questions, and you don’t have an accessibility consultant on hand, have people with disabilities test it for you, or contact the platform’s staff to learn about their accessibility measures.
If you are hosting the job posting on your own website or social media accounts, ask yourself the same questions about compatibility and accessibility. There are many resources online devoted to designing accessible websites. An ounce of prevention is always preferable to a pound of cure.
Finally, assess the content in your application. Are the images and screenshots described? Do videos have transcripts or captioning for D/deaf candidates? In short, can anyone with basic computer skills understand and apply for your job posting?
Tip: if you’re concerned that any part of your application may exclude a qualified candidate, provide an alternate application method—perhaps an email address—so that anyone who cannot use the default application has another way of sending you their information. Make sure your Human Resources department is aware of this alternative, lest staff discourage an applicant from reaching out.
The Interview: Accommodate, and Focus on Ability
Employers should assume that not every interviewee will disclose the presence of a disability beforehand, and take a proactive approach to interview preparation.
First things first: consider your interview venue. Is it physically accessible? If so, it’s helpful to notify all candidates in the interview invitation. Have a backup location in mind in case the original space presents impassable barriers. You want your candidates focusing on their interview preparation, not on whether they’ll be able to enter the building. The interview invitation is also a perfect time to mention that you are happy to accommodate access requests. Some interviewees may feel emboldened to disclose at this point, which will make the process smoother for everyone.
Next, prepare your staff to plan inclusive interviews. Ensure that all paperwork and handouts are available in alternate formats for visually impaired interviewees, and know that they may require assistance with signing hard copies (we recommend investing in a handy signature guide, which is also useful for anyone with unsteady hands). Honour specific requests as best you can, and ask clarifying questions.
During the interview itself, resist the urge to interrogate the interviewee about the exact nature of their disability, and keep the interview squarely on topic. Never ask questions like “Are you capable of the basic duties of this job?” Assume that if a candidate has taken the trouble to apply and attend an interview, chances are they are able to accomplish the necessary duties. Instead, ask about workarounds and methods: “I see you have some video editing experience. What types of software do you use? Are there any accommodations we can make for you?”
Don’t worry if you’re nervous or unsure. It’s likely the interviewee expects this, and will be glad to answer pertinent questions about how they will approach the job.
Tip: Broaden your candidate pool by considering alternatives to the traditional interview for applicants with high anxiety, autism, and other conditions that make the typical interview setting excessively difficult. Work trials and skills tests are excellent ways to assess a candidate’s suitability, depending on the job duties.
Pre-Employment Testing: Make it Relevant and Inclusive
Pre-employment testing can let candidates with weaker interview skills shine more brightly, but it can also exclude people who would excel in the job but struggle with the limitations of pre-employment tests. Since testing varies widely from employer to employer, we’ll provide a few general guidelines. For more in-depth insight, we suggest an accessibility audit.
The most vital tenet of inclusive pre-employment testing is that it remains relevant. Assessing a candidate’s soft skills is important, but some tests are gratuitously complicated. Trim the fat when designing testing, so that no unnecessary hurdles remain. Is that colour-matching personality test essential, especially if it shuts out visually impaired candidates? Does your testing interface depend on inaccessible software? Is extra time allocated to candidates who may work more slowly in exam-like situations but who would be perfectly efficient in your day-to-day environment? No matter what you’re testing for, you’ll want the process to reflect the actual job as closely as possible. Do not assume that being unable to complete pre-employment testing in its default form is a sign of incompetence; you’ll risk dismissing people who would otherwise be valuable assets.
Tip: Collaborate with candidates to work around testing issues. A more flexible test is not necessarily a less rigorous one.
Beyond the specifics, inclusive hiring is all about facilitating equal access. An inclusive screening process is not an easy, simplistic, or ineffective one. It is more flexible, less convoluted, and more inviting. Committing actively and continuously to inclusive hiring processes sends a positive message to employees, customers, and fellow employers, and that can only be a positive thing for your business.
Ultimately, implementing inclusive hiring contributes to a more diverse and talented workforce. Hiring inclusively is not just the right thing to do–it’s the sensible thing to do.
October 10th is World Mental Health Day, and this year’s theme is especially relevant to us here at DECSA: mental health in the workplace. With this FAQ, we hope to spark conversations about why so many workplaces are unhealthy, which aspects of professional culture influence this trend, and what can be done to promote a more positive, healthy work environment for us all.
What are the signs of an unhealthy workplace?
If you’re wondering about the effect your workplace has on employee mental health, watch out for any of the following signs:
• Employees eat lunch at their desks, or skip lunch altogether.
• Breaks, even scheduled ones, are ignored in favour of tackling a heavy workload.
• Vacation time is accrued, but no one ever seems to take time off.
• Employees remain unofficially on call outside work hours, attending to work-related emails and phone calls on personal time.
• Employees are unwilling or reluctant to discuss mental health issues, even with managers and HR staff.
These and similar signals point to a workplace populated by disengaged, isolated, and overworked employees who would rather struggle in silence than call out a toxic workplace culture. Eventually, the most apathetic and/or overtaxed of these employees will simply leave, increasing turnover and further burdening remaining staff.
Why do mentally unhealthy workplaces exist at all
Perhaps the simplest explanation for work environments like the one described above is cutthroat culture. The cutthroat workplace model relies on the power of stress, pressure, and fear to motivate employees. In many industries, a hard-line approach is used to weed out less-valuable employees, strengthen resilient ones, and drive success in a forceful manner. According to proponents of this approach, employees who can withstand the unreasonably long hours and staggering workload are the only ones who belong. For some employers, cutthroat culture is an efficient way to identify weak links and eliminate anyone who might stand in the way of success.
This model does work, at least in the short-term, but employers who use this framework may soon discover the latent costs of a negative culture. Health spending soars as employees deal with the fallout from elevated stress levels. Absenteeism rises as employees take more sick days to escape a culture that is becoming too exhausting to handle. Employees who are present, many of whom were engaged and productive earlier on, find themselves becoming disenchanted with their work and increasingly disloyal to their employer. Research has shown that disengaged employees make more mistakes, suffer more accidents, and take more sick days than employees who are surrounded by a healthy, positive workplace culture. Worse still, disengaged employees may affect employees who are still passionate and engaged with their work, creating a destructive ripple effect.
As long as the corporate world continues to discourage work-life balance and reward unhealthy work habits in the name of productivity, mentally unhealthy workplaces will persist. Meanwhile, research indicates that, far more than a lavish workplace replete with perks, employees want a positive, secure, and supportive work environment.
Why are mentally healthy workplaces important?
As illustrated above, mentally healthy workplaces foster productivity and job satisfaction. More than these, mentally healthy workplaces make excellent business sense, because…
• work-life balance is more than a buzzword: employees value balance more than ever, and will seek out employers who explicitly commit to preserving it.
• employees are free to thrive: workers will benefit from higher energy levels, make fewer errors, develop stronger social bonds with coworkers, and be easier to retain.
• businesses will save money: lower health spending should result when workplaces make concerted efforts to encourage healthy lifestyles for their employees.
• the essence of workplace culture will improve: a mentally healthy workplace tends to create fertile soil for diversity, inclusion, and stronger peer support.
How can employers build a healthier workplace?
Target Physical Health
Promoting healthy eating and regular exercise is a simple and effective way to ensure employees will see improvements in their mental health. Exercise and nutritious foods contribute to a more balanced, energetic, and stable employee, and many people find it’s possible to manage or at least mitigate mental health conditions with a better diet and vigorous exercise.
For example, DECSA makes a special effort to remind coworkers to take a full lunch break to encourage employees to set their work aside, mingle with coworkers, and refuel their bodies. Intermittent breaks are also encouraged throughout the day, so that our staff has time to reflect and recharge between tasks.
Be the Change You Wish to See
When attempting to rehabilitate a toxic culture or maintain a healthy one, managers and executive leaders have a particular responsibility to model the behaviour and habits they wish to see in their employees. If top officials are seen taking breaks, speaking openly about mental health issues, and advocating the occasional use of mental health breaks, employees are more likely to follow suit. Managers should take special care to cultivate cohesion in teams and personalized supportiveness among individuals. Employees are much more likely to discuss mental health concerns in a welcoming, nonjudgmental environment.
At DECSA, all coordinators are aware of the value of a judgment-free, inclusive atmosphere that makes employees feel comfortable coming forward about mental health issues in the workplace. DECSA staff have been given the opportunity to obtain mental health first-aid training, a crisis team is always on call to assist staff and clients, and discretionary days are frequently referred to as “mental health days” in a positive tone that carries no stigma or punitive element. It’s not uncommon to hear our CEO, Deborah Rose, reminding staff to take vacation and look after their mental health as well as their physical well-being. In this way, DECSA is suffused with an open, inclusive culture that benefits both staff and clients.
Foster Reflection and Social Bonding
To achieve optimal mental health, people need space for reflective solitude and space for social bonding. Businesses can combine team-building exercises with designated spaces for quiet reflection to ensure that all staff feel comfortable at work. Strong peer support and social cohesion decrease turnover and increase productivity, but staff also need access to a safe, tranquil space where they can think through complex problems without interruption, or simply enjoy a quiet moment away from workplace hustle and bustle.
DECSA has a cultural room (sometimes called the Ceremony Room) that serves multiple purposes: it can act as a safe space for spiritual practices like smudging, and can also function as a retreat for people who merely need a few moments alone. The space is designed to inspire peace, tranquility, and emotional safety—the perfect location for reflection and mental respite.
Now that you know the importance of mentally healthy workplaces, we challenge you to evaluate your workplace. Do you see any signs that could point to negative impacts on mental health? Are there ways you can personally facilitate a healthier work environment? Is there someone in your company or organization who can effect change on a larger scale? Why not find out?
So you’re feeling a little overwhelmed. You’ve bitten off a coworker’s head because she forgot to return your stapler. Sleep is a luxury you never seem to have time for, and you feel just a little more fragile with each passing day. You can’t sleep, and even weekends fail to refresh you. As time goes on, you’re even beginning to feel apathetic—like what’s happening at work isn’t all that important, really.
If this sounds anything like you, know that it’s probably time to take a mental health day.
Don’t shake your head: mental health days are not the exclusive domain of people who would rather lounge around in their pyjamas than go into work. Career coach Kathy Caprino explains that reserving a specific day to relax and recharge is essential for anyone feeling too exhausted and out-of-control to function properly. Mental health days can be a healthy choice for everyone, including the hardest-working and most dedicated among us. We’d go so far as to argue that these people are the ones who need mental health days the most. So, even and especially if you think of yourself as a highly-motivated, loyal worker, consider taking some time out to rebalance your life. You’re likely to experience substantial rewards, including higher energy levels, more consistent productivity, and increased stability. The unfortunate coworker who borrowed your stapler will thank you.
Planning Your Day
Be sure to plan your mental health day in advance if at all possible. There may be days when you don’t realize you need the time away until the last minute, but most often, you’ll feel burn-out coming long before it arrives. Failing to plan ahead means you won’t make effective use of your time, and may be further strained by the consequences of taking an unplanned day off. Leaving your coworkers in the lurch and worrying about who is covering for you will not contribute to a relaxing day.
Schedule activities for yourself, and avoid isolation by asking a friend or family member to join in during your day off. Spending time with people who make you happy can only add to the experience.
Pitching it to Your Boss
Unless you’re lucky enough to be your own boss, you’ll have to request time away. In theory, notifying your boss of a mental health day should be easy. No one expects you to hesitate when you’re feeling physically ill and need rest, so why should you torture yourself for needing mental rest?
First, banish any guilt you might be feeling. Looking after your mental health shows that you are a responsible person who thinks ahead and knows how to mitigate health problems before they become detrimental to the workplace. Choosing to set aside a day for your mental well-being signals that you are a practical, self-aware employee. Before requesting time off, ensure that you are confident in your need for it.
Next, assess how you think the interaction is likely to go. What is your manager like? Are they open to discussing mental health challenges? We do realize the world is by no means an oasis of acceptance, and we’re under no illusions that mental health stigma is a thing of the past. Not all bosses will be thrilled at the idea of a mental health day, in which case you should call it a personal day and leave it at that. You are under no obligation to go into extravagant detail.
If you do have a relatively accepting boss, pitch your mental health day as a risk management strategy. A reasonable manager will understand that giving their employees one day to reset is preferable to guiding them through a stress-related and preventable meltdown. Emphasize that taking a carefully-planned day off will be of benefit to you, your coworkers, and the company or organization as a whole. Your manager should appreciate your forethought and consideration.
How to Spend the Day
Tempting as it might be, don’t waste your entire mental health day hanging out with Netflix. This activity might feel soothing at the time, but won’t usually result in lasting benefits. You’ll probably go into work the next day feeling as though you haven’t recharged properly. Instead, devote the time to activities that are enriching and engaging.
Exactly how you spend your mental health day will depend on how you’re feeling. For the overwhelmed among us, relaxation is most helpful, so select activities that will reduce tension. Go for a massage, take a walk in a green space, attend a yoga class, or grab lunch with a trusted friend.
On the other hand, if you’re feeling apathetic and numb, find activities that will energize you. Match them to your existing hobbies. Play some games. Cook an elaborate meal. Go shopping (no need to purchase anything if your budget is strained). Lifting the fog of apathy requires stimulating experiences that will remind you what excitement and passion feel like.
Essentially, the template for a successful mental health day involves avoiding stressors and enjoying activities that bring you joy and comfort. Snuggle your pet, surround yourself with loved ones, and relish being away from everything that’s weighing so heavily on you. Any iteration of this basic method should yield positive results.
Making it Last
Even the best mental health day won’t have lasting effects if you fail to make lifestyle changes. Usually, needing one in the first place stems from ongoing issues at work, meaning you’ll have to address these if you want to make meaningful progress. If you don’t incorporate relaxation techniques into your daily routine and maintain a healthy work-life balance, no amount of mental health breaks or even extended vacations will save you from eventual exhaustion. Accept that your current strategy is not working for you, and be willing to make a few changes. If you do, you’ll find that one mental health day can have real long-term impact.
Dogs have been providing humans with companionship and comfort for centuries, but they have also begun to fill specific, diverse roles related to neurological and physical disabilities. There are about a hundred service dogs in Alberta alone, so it’s possible that you’ll encounter one of them in your workplace. Whether this makes you joyful or nervous, it’s important to educate yourself on the different types of service dogs, and proper etiquette when interacting with a service dog team.
Types of Service Dogs
You may picture a guide dog when you think of service animals, but the range of disabilities dogs can assist with has expanded dramatically in recent years, as has the variety of breeds that can be trained. You’re as likely to see a poodle as a retriever, and the list of suitable breeds continues to grow. In 2017, you’ll meet service dogs that are trained to do any number of tasks, from easing anxiety, to alerting handlers of seizures, to detecting changes in blood sugar for those with diabetes. Here is just a small sample of the jobs service dogs can perform:
- Hearing dogs can alert deaf and hard of hearing handlers of important sounds such as doorbells and fire alarms.
- Mobility assistance dogs are taught to retrieve dropped objects, brace handlers who may have balance difficulties, and even pull wheelchairs up ramps.
- Diabetic alert dogs are able to sense changes in blood sugar levels far sooner than their handlers, allowing them to address the situation before it becomes dangerous.
- Seizure alert dogs are sensitive to oncoming seizures, and can help their handlers find a safe place and fetch medication.
- Psychiatric service dogs work with handlers who live with conditions such as PTSD, anxiety, and depression. They provide a general sense of safety, but are also trained to perform specific tasks like redirecting obsessive, harmful habits, or warning the handler when they begin to dissociate.
- Allergy detection dogs will be on guard for allergens that may harm their handlers.
The first thing to remember is that, while accommodating a service dog team may seem a little scary at first, it’s a relatively easy and rewarding process. In Canada, employers are legally obligated to allow service dogs to accompany their handlers just about everywhere, so education and preparation are essential.
When you meet a service dog team, always address the handler directly. Never approach the dog or acknowledge it without first acknowledging the handler. In fact, it’s generally unacceptable to touch, speak to, or feed the dog lest you distract it from its important work. The best course of action is to ignore the dog completely, as difficult as that may seem. If it helps, consider the dog an assistance device so that you’re less tempted to interact with it while it’s on duty. (Yes, a sleeping dog is still a working dog.)
Avoid making assumptions. If the handler’s disability is not visible, or the dog is not wearing a recognizable indicator such as a harness or vest, refrain from questioning it. Trust that your employer has done their due diligence in ensuring the service dog team is within its rights to be there. Not everyone is receptive to discussing or even disclosing their disabilities, so keep courtesy and respect in mind, always.
Finally, be proactive about disclosing any allergies or phobias you may experience. Dog handlers and employers can address environmental issues, but only if you inform them. Service animals tend to be easy to accommodate. They are highly-trained and well-mannered—so much so that you may even forget they’re there at all. Still, their presence can cause workplace issues, which must be solved as quickly as possible.
Employers must honour Albertan law and allow service dogs into their workplaces, provided they were trained at an accredited school and the employee has a bona fide disability. There are various strategies for educating other employees and dealing with potential problems, so research and consultation with the handler are vital for a smooth, successful transition.
While service dogs can usually be relied upon to behave themselves, handlers are ultimately and solely responsible for their conduct and should be expected to respond readily to behavioural issues as soon as they arise. Employers must balance the needs of their other employees with the rights afforded to all service dog teams. There may be some bumpy spots in the road, but once properly settled, a service dog can be a beneficial addition to any workplace.
There’s never been a better time to use the internet as your primary job-search tool. Recruiters and employers are turning to online job boards and social media platforms to attract candidates. If you’ve applied for a job recently, chances are you did so online.
It seems like a win-win, doesn’t it? Employers and recruiters can reach a seemingly limitless number of people at very little cost, and job-seekers can post resumes, link to online portfolios, and dazzle potential hiring managers with their LinkedIn profiles.
A third group has come along to taint the online job market: scammers. When they’re not pretending to be African princes with assets to transfer, or angry FBI officials intent on terrifying you into revealing personal information, scammers are luring unsuspecting job-seekers using fake but enticing job postings. Unlike the emails from that Nigerian prince, though, these scams aren’t always easy to spot, and can fool even the most tech-savvy among us. In fact, a 2015 study found that 20% of millennials had fallen for at least one internet career scam.
The consequences of falling for a fake job offer can range from hurt pride, to a considerably lighter bank account, to identity theft. In the worst cases, you can even be charged if the scammers convince you to participate in illegal activity. If you’re shaking your head, thinking, “I’d never fall for anything that dangerous,” consider that there are roughly 60 fake “opportunities” posted for every legitimate one. No matter how confident you feel, it’s best to be on your guard.
Recognizing job scams online requires observational and research skills. In this article, we’ll present just a few red flags to watch for before hitting “apply.”
“We found your resume, and…”
You have an impressive resume, so you’ve posted it to every available space. Your hope is that an employer will come across it and be impressed enough to contact you directly. Just days after uploading your resume to every job board you can find, the email arrives. The employer or recruiter found your resume on Indeed, or Monster, or Career Builder, and thinks you’d be a perfect fit for a specific position. One brief employment application form to fill out, and you’re on your way.
We understand: it’s exciting to receive a job offer, especially when you didn’t even have to apply, but this is the very reason you should exercise extreme caution. Scammers sift through posted resumes looking for victims, and will send emails to everyone they can, hoping someone will bite.
“Work from the comfort of your home!”
Wouldn’t that be perfect? Who wouldn’t love working from home?
It turns out that work-from-home opportunities are incredibly popular, which is exactly why you should be immediately skeptical. Not every remote job offer is illegitimate, but scammers find it easiest to work with these types of jobs, because there is less accountability. If you never have to walk into a physical office, meet with your interviewer, and take a look around, the chances are greater that you’ll overlook sketchy details.
“No experience necessary! Make $40.00/hr!”
You’ve found a goldmine. This job seems perfect. Right? Right?
The aim, as we’ve said, is to lure victims, so naturally scammers will use language designed to cloud judgment and create feelings of good fortune.
The Canadian Anti-Fraud Centre said it best: “If it looks too good to be true, it is.”
“We want to hire you—now!”
The tone of the ad or email suggests you’re nearly out of time. If you don’t pounce, your dream job will slip away! Act now!
Don’t mistake a scammer’s pushy attitude for eagerness. A real hiring manager or recruiter won’t use aggressive communication. Scammers build a sense of urgency, then use it as a hook. If potential victims feel excited and rushed, they’re more likely to make a rash decision.
“Contact our hr manger at firstname.lastname@example.org!”
Okay, so there’s a spelling error, but who doesn’t make the odd mistake now and then? The email address looks a bit odd, but maybe their servers are down?
Actually, you should never ignore spelling and grammatical errors, especially if they occur more than once or are particularly glaring. A lack of proper proofreading usually signals a lack of professionalism, as does the use of a Gmail address. No reputable company is going to use an email address from Gmail, Hotmail, or other free domains. If the ad or offer doesn’t look as though it’s been made by a professional, pass right by.
“Just fill out the attached form…”
Hmm…they want a social insurance number, a copy of a driver’s license, and banking info…seems reasonable.
Maybe not. Employers do need some sensitive information from you once they hire you, including your social insurance number, but revealing any of that information before you’ve even had an interview is a sure sign that you’re being scammed (and, no, a quick interview over instant message does not count). Scammers take advantage of people’s desperation for a job, and use it to manipulate them into giving up information they’d normally be very guarded about revealing. Next thing you know, they’ll be asking you to transfer bitcoin from your personal account to another overseas, and that never ends well.
These red flags are only the beginning. Many scammers are very sophisticated, to the point where they upload polished-looking websites of their own, or copy someone else’s in order to pose as a reputable employer or recruiter. They may spoof email addresses, impersonate real people, and use any number of other tactics to appear more trustworthy. This is where research comes in: if a job offer or advertisement seems suspicious, but there is nothing glaringly wrong, do your homework. Contact the company through various channels to verify that the job and the person you’re communicating with actually exist. Use a search engine to find out whether anyone else has been scammed by the same person or company. Investigate all suspicious details before proceeding. It may seem like an excessive amount of effort, but no effort is too great when it comes to protecting your identity, money, and reputation.
Today is Valentine’s Day—a day for the celebration of lasting love and giddy infatuation—and all across Canada, teenaged couples are indulging in a little romance. Young love has a special magic all its own. According to a survey by Michigan State University, 75% of middle schoolers have been in a relationship by the time they’ve reached eighth grade. Dating, it seems, is as popular among teens as it’s ever been.
There can be, however, a darker side to teen relationships. Inexperienced as they are, they often struggle with basic elements of a romantic relationship. They deal with the same communication problems as adult couples, but often lack the emotional intelligence to solve them. Struggling to manage strong feelings, like jealousy, can also lead to conflict in what might otherwise be an idyllic partnership. When life gets complicated, many teenaged couples are ill-equipped to handle it.
An uncomfortably common result of these issues is dating violence, which the Center for Disease Control (CDC) defines as “the physical, sexual, psychological, or emotional violence within a dating relationship, including stalking.” No one wants to think of young people committing violence against each other, but it’s an unfortunate reality we must all face if we wish to protect victims and prevent further violence. Since roughly 30% of teens say they’ve been a victim of dating violence, this is not an issue we can afford to ignore.
What to Look For
The CDC emphasizes the importance of recognizing warning signs. You’ll find that most signs are identical to those you’d notice in an abusive adult relationship. Watch for these dynamics:
- The victim loses interest in their favourite activities and suffers other symptoms of depression.
- The victim frequently apologizes and/or explains away their partner’s behaviour.
- The perpetrator frequently demeans the victim in front of their peers. The victim has unexplained injuries they’re unwilling to discuss.
- The victim has an extremely jealous partner, who exhibits controlling behaviour and monitors the victim constantly.
- The victim resorts to substance abuse and other risk-taking behaviour.
It’s not always easy to spot dating violence, because some cases are less obvious. Indeed, some teen relationships can seem outwardly perfect, especially if the perpetrator is savvy enough to refrain from abusing their partner in any noticeable way. Crystal Sanchez describes her abusive relationship in stages. First, the infatuation, the charm, and the belief that she was special. Then came the subtle abuse, which fooled her into believing “jealousy was adoration.” Finally, her partner began to physically abuse her. She was held at gunpoint, punched into unconsciousness, emotionally manipulated via suicide threats, and nearly killed multiple times because of her partner’s dangerous driving. It took her eight years to free herself, and all throughout that time, no one really suspected what was happening to her because all the abuse took place where her friends and family could not witness it.
Don’t Let Myths Mislead You
In other cases, the abuse is overlooked because several myths surround teen relationships. For example, many believe that teens who come from loving, secure homes would never tolerate abuse and would report it immediately. As one anonymous woman explains, this is far from true. Even her loving, supportive family was unable to shield her from her abusive partner, because they assumed it would never happen to her. She was a strong, confident girl who always said she’d “never let a man hit [her].” Still, she fell for a vulnerable, harmless-seeming boy who convinced her that he was in need of nurturance, and only she could provide it. By the time she realized her relationship was unhealthy, she was in too deep to report it.
The most persistent myth appears to be that victims are always female. As we’ve discussed in the past, men and boys can fall prey to violence and abuse, but rarely report out of fear and shame. For teenaged boys, image is everything, so it can be doubly difficult to come out as a victim of dating violence.
Dating violence has long-term consequences beyond bruises and humiliation. It is so often a pipeline to repeat victimization, exploitation, and substance abuse. Victims can become permanently isolated from family and friends. They tend to abandon their dreams and goals because of unwanted pregnancy, prolonged drug use, a criminal record (in the perpetrator’s case), and mental health issues. According to research conducted by Cornell University, both victims and perpetrators may also find it impossible to maintain lasting, healthy relationships, because their past has damaged their concept of love and respect.
What can be done?
It turns out that it’s not enough to be alert for warning signs. Prevention needs to be everyone’s ultimate goal. One of the best ways to do this, as Ms. Sanchez points out, is to talk about it. Discuss dating violence with young people early on, even before middle school. Give it a name, explain what it looks like, and assure teens that they are always welcome to come forward. Education isn’t just for potential victims: potential perpetrators also benefit from learning about dating violence, which they may not always understand is unacceptable. Society has a way of tacitly enabling violence, so it’s not guaranteed that they’ll be able to filter these messages effectively.
Dating is a vital part of a teen’s emotional development, and the solution is not to discourage it from occurring. Instead, we must arm them with the tools and knowledge to navigate healthy relationships and exit unhealthy ones. Teach them what to look for, guide them as they grow, and the chances of violence, and its accompanying long-term consequences, will decrease.
Have you ever been asked whether your social media profiles are resume-ready? Polishing your social media presence is a process that mostly involves common sense. For instance, the general public is aware that posting photos from the latest wild party is a risky choice. The last thing you want hiring managers to come across when Googling you—and they will Google you—is a rage-fuelled, work-related rant.
As DECSA’s Communications Specialists will be quick to tell you, though, preparing your online presence for professional scrutiny is more complicated than removing offensive content. Today, our Community Relations team will be presenting a FAQ about shaping and maintaining a professional but personalized online presence.
Do hiring managers really care about what I do with my social media profiles?
As it turns out, they care an awful lot. One study found that 93% of hiring managers do some degree of online digging before contacting interviewees. If you don’t pass this initial screening, you won’t even be considered for an interview—and as you can imagine, that will take a serious toll on your career. In this competitive job market, you have to remember that your resume might be one of dozens or even hundreds, so you have to make an exceptional first impression before you’ve even met your interviewer(s).
Where should I begin?
The first step is probably the lengthiest. Before you start sending out resumes, you should conduct a purge of all your social media profiles. Flag any potentially offensive or unprofessional content that is open to the public. Adjust your privacy settings to manage what people can see. It’s fine to be uncensored in private spaces, but social media is rarely as private as we’d like it to be.
Remember to Google yourself to find out what has been posted about you. While you can’t control every word that’s linked with your name, being aware of what’s out there is essential. Knowledge is power.
What kind of content could get me in trouble?
Well, there’s the obvious stuff: take down or hide any unflattering photos; employers won’t be charmed by that keg you’re posing next to. Get rid of that profanity-filled rant you published in the heat of the moment. While no one expects you to be upbeat and positive all the time, it’s a good idea to keep the outrage to a reasonable level.
We should warn you that there are innocent-seeming posts that can turn employers off very quickly. Remember that time you tweeted about how talented you are at procrastinating? How about that Facebook post describing your less-than-stellar organizational skills? Everyone is human and therefore imperfect. Hiring managers ought to keep that in mind, but broadcasting your flaws for the world to see could jeopardize your career, especially if your field depends upon organizational skills and a healthy respect for deadlines.
Even if your online presence isn’t objectively offensive, your views and behaviour may not align with company culture, and that could become a stumbling block down the line.
Would it be safer to simply delete or lock down all my accounts?
Definitely not! While we don’t advise disregarding your right to privacy—we’re ardent proponents of work-life balance—we recommend that you keep at least some of your online presence public. It’s perfectly acceptable and even wise to designate one or more of your accounts as a safe space to detach from professional matters, but it’s beneficial to dedicate an account or two to showcasing yourself as a valuable member of your industry.
Share informative material that’s relevant to your chosen field, follow influential industry leaders, and take advantage of online networking opportunities.
So you’re saying I can’t be myself online?
Actually, your personal brand will thrive if you present yourself as authentically as possible. Hiring managers are interested in more than your academic credentials and work experience. They want to select someone who will be a suitable fit for their organization, so letting your personality shine through is a significant career asset. There’s a difference between being attractive to the professional world and stifling your identity. You can have the most impressive resume around, but if you don’t come across as a cooperative, positive contributor to an organization’s culture, chances are you won’t be getting that call-back.
All of this seems really complicated. Is social media more of a threat to my career than a benefit?
Don’t be discouraged: it’s simpler than it sounds, and if you think strategically about what you post, the maintenance will seem like a breeze. In the end, you have to put social media to work. Approach your online presence like the marketing tool that it is. Establish an online portfolio, keep your LinkedIn account up-to-date, and feel free to share professional and personal accomplishments. Use social media as a space for putting yourself out there. If you make the necessary effort, you’ll certainly reap the reward. Take it from us: social media is your friend. Treat it like one.