Instructions: Create an original post and describe the major groups of people with whom you work and the backgrounds from which they originate. Identify the key resources that you use with this group. Then respond to one classmate’s post. You will make a total of two posts.
Remember that our learning group works in a full-value environment: We treat our colleagues with respect and professionalism. Our comments should reflect this culture.
In my current role, I have the privilege of working with a broad and diverse group of professional adults. These individuals come from various educational backgrounds, ranging from those with some college education to those holding graduate degrees. Many of them have already chosen a career path, but are now considering new directions, whether that means switching industries or stepping into leadership roles. This dynamic group is driven, open to growth, and eager for new opportunities to expand their skills and careers.
A key part of my work involves collaborating with these individuals, offering resources, mentorship, and guidance tailored to their personal and professional aspirations. This includes providing career coaching, leadership development workshops, and networking opportunities to help them achieve their goals.
Additionally, I co-chair the Women’s Insight and Innovation Employee Resource Group (ERG), which is designed to support women and allies in our organization. This role allows me to work collaboratively with colleagues from other ERGs, including those focused on veterans, P.R.I.D.E. (LGBTQ+ community), diverse abilities, Asian Pacific Islanders, and African Americans. These ERGs create a strong sense of community, support, and advocacy for all employees.
Currently, our team is preparing for a Cultural Diversity Day event. This exciting initiative will highlight the richness of various cultures through food, clothing, traditions, and interactive activities. It’s a wonderful opportunity for members of our ERGs to come together, learn from one another, and celebrate the diverse backgrounds that make our workplace so unique.
I would find it uplifting (and a nice change) working with individuals who are driven, open to growth and eager to expand their current or seek new skills and career paths. I imagine that professional adults do have their challenges and barriers, however, the maturity and work and life skills they bring to the table must be refreshing when compared to working with youth. Often youth are “pushed” into services without the desire to engage in something new and challenging. If only we could convince them of what they are missing out on. Your cultural diversity day sounds like an exciting event. Good Luck !
Michigan Career and Technical Institute (MCTI) is a post-secondary vocational training facility which serves students with a documented diagnosed disability. During the 2022-2023 calendar year, 39% of our students were diagnosed with autism spectrum disorder (ASD), 22% with specific learning disorders and 17% with attention deficit disorder (ADD / ADHD). A large majority have co-occurring mental health challenges. Approximately 80% of our students are between the ages of 18-22 years old. This makes up a diverse population of youth (Generation Z and many who are “disconnected” or “at risk” ) with disabilities. Their backgrounds generally involved special education services during their formative years and most have little to no formal work exposure or experience. Most students start with accessing resources in their home communities (prior to attending MCTI) which may include mental health counseling, employment readiness (job shadowing, informational interviewing, volunteering, supervised and formal work experiences), and vocational guidance. Once at MCTI, key resources my students can access, on campus, consist of additional vocational guidance, occupational therapy, supportive counseling, independent living skills, leisure services, medical health services, additional job readiness, vocational trade training and employment placement services. As a side note, all of these services are free to all of our students during the duration of the training.
Although much more difficult than I could imagine, I love that you get to work with students with diagnosed disabilities. To me, if I am working and not at home raising my children, I want to ensure what I am doing makes a difference. You are making a difference! Knowing you are supporting young adults that may have a “built in disadvantage” ensure they are successful and ready for their next phase in life is a big deal. Again, I am sure it’s hard to focus on that on the hard days, but with so many of our youth having these challenges, the fact that we have services like MCTI gives me hope. I have family members that have some of these disadvantages, and it’s inspiring to know they have opportunities to be successful. Thank you for what you do for them!
“I completely agree; anyone who works with individuals with diagnosed disabilities is truly special. The sense of fulfillment and reward you must experience from helping those students is likely incredible. I struggle just to get my participants to submit all the necessary enrollment paperwork! It’s heart warming to see companies becoming more open to hiring students with disabilities, and your program seems to be preparing them for a bright and promising future.”
When reading your statement of services that are provided to your students and or services that you may administer or provide yourself to your studuents I was exhausted….what a work, what a privileged. The demographic you serve have very little access to assistance once they move into the early adult years and at Plain-well they get those services. I know a student in which this service was provided to and he opted against it. In hindsight he wishes he would have truly considered this route.
Working for the State of Michigan, I support the Michigan State Police which allows me to work with members from various backgrounds and educational training. All of our members are currently employed, and I support them with mentoring, career advancement opportunities, and strategies for navigating their roles more effectively. Our members have diverse educational backgrounds, ranging from GEDs and high school diplomas to recruit school graduates and those holding PhDs. Based on their unique educational and professional needs, I develop a tailored work plan before each meeting to ensure I’m addressing their specific goals. For example, working with a student assistant on interview skills to help them transition to full-time employment requires a different approach and preparation than meeting with a Captain to discuss mentoring challenges with a Sergeant and provide strategies for ensuring success.
For all support with mentoring, I spend a lot of time researching tools, videos, and creating practical resources to ensure that both mentors and mentees have everything they need to thrive in their roles. I utilize MentorcliQ as our mentoring platform, which offers a wealth of valuable training materials and resources. I review and adapt these to align with our specific needs. For career path development and interview skills, in addition to using CliftonStrengths to assess our members’ strengths, I draw on my background in HR training and competencies to simulate a realistic interview environment. By providing a space where members can practice with actual interview questions, they gain the chance to conduct a “dry run” of their interview, helping them gauge their preparation and identify areas for improvement. This process significantly boosts their confidence, as they can rehearse in an environment that closely mirrors a real interview.
The majority of the individuals I work with come from low-income backgrounds, and approximately one-third have only basic education, with some not having completed high school. The area has a very low high school graduation rate, which continues to decline each year.
Our Bridge Academy has been instrumental in providing students with an alternative pathway to earn their high school diploma outside of the traditional high school setting. Many of our participants seek assistance with tuition or training but often have low basic skills assessments.
One of the most valuable resources I utilize is our Adult Education Program. I encourage participants to take advantage of this program to work towards completing their GED/HSE, which can significantly enhance their career opportunities. While most are receptive, some feel intimidated about returning to school.
It sounds like you work with a challenging but rewarding group of people. I can imagine how difficult it must be to adapt your approach based on the varying levels of education and backgrounds of those you serve. However, it’s great to hear that you have valuable resources at your disposal. I understand the struggles you face with declining graduation rates, and I truly hope you can find additional support through this class and by connecting with others here. Your dedication is admirable, and I want to remind you how hard yet rewarding it is to work with the population you support. I see the impact you’re making, and I hope you’re also taking care of yourself and celebrating the small victories you help create for your clients.
Your post highlights the significant challenges faced by individuals with limited education and I applauded your use of programs like Adult Education Program to bridge these gaps. I previously worked with the GED / Adult Education Office housed under the Department of Labor and Economic Opportunity for the state, where we were charged in managing statewide GED testing facilities. Earning a GED, at any age, is a major accomplishment and reflects on the individual incredible resilience. The intimidation some feel about returning to school emphasizes the need for accessible and supportive programs like you’ve described. You work makes a meaningful difference in helping individuals overcome barriers and achieve their goals.
Majority of the new team members I have worked with over the years have also come from low-income backgrounds which is why many of them are hired into entry level positions due to lack of education and training. One of the things I love most about my job is that I can help connect them to resources such as tuition reimbursement and other community resources to help meet them where they are at. The Bridge Academy you mentioned sounds like a great opportunity to do exactly that help meet people where they are.
As a female enforcement member of the Michigan State Police, I have faced the challenges of working in a profession where the majority of personnel are male. Women make up less than 10% of the enlisted rank, and this underrepresentation brings unique struggles. Limited mentorship opportunities, implicit biases, and a workplace shaped by male experiences can make career progression feel like an uphill battle. Despite these challenges, I am committed to helping other female enforcement members overcome these barriers and work to create a more inclusive and supportive environment.
In my current role, as the career guidance sergeant for enforcement members, I strive to help members advance their careers within the agency. By ensuring that resources for career advancement are accessible to everyone, I can attempt create equal opportunity for our members despite differences in demographics.
Our workforce is diverse when it comes to different educational backgrounds, as some members join with a high school education and others join with a college degree or in pursuit of one. Members are also hired from all across the state, to include surrounding states, ensuring representation from various geographic regions. However, the workforce remains approximately 81% white male, which can present challenges in fostering diversity and inclusion. Through coaching, skill development, and career guidance, I work to support all members by offering training opportunities, job shadowing, and networking to help them reach their full potential.
The MSP is actively working to enhance diversity and inclusion within its ranks through Employee Resource Groups, which aim to support underrepresented groups and foster a more inclusive environment. As a part of the Recruiting and Retention Committee, I work to challenge systemic barriers and create more equitable opportunities for members.
You have an important role in helping create a more inclusive and supportive environment for women, thank you for using your voice in the male-dominated field. I believe your efforts will make a difference in ensuring women are provided with career guidance and make sure resources for advancement are available. Let’s keep working to break down barriers and create better opportunities for all those willing to put their best foot forward!
Since 2016 I have had the opportunity to work in Onboarding new team members to Ascension Michigan as well as managing a program called THRIVE to support entry level caregivers in terms of removing barriers preventing them from being successful in the workplace. All of the team members that I have helped to support over the years have come from diverse educational and socioeconomic backgrounds.
While working with the THRIVE Program we had a risk assessment developed specifically for the program in order to assess which level of intervention was needed. The program included interaction with workforce coaches who assisted with skills such as budgeting (Transamerica), transportation assistance (LYFT/Uber), communication, childcare and more. Coaches conducted periodic check ins with team members to offer assistance. Team members were also attended in person training for the first week of their employment which covered topics such as prioritization, diversity and inclusion and professionalism. It is rewarding to when you are able to reduce turnover by helping caregivers to successfully remove barriers.
I find it very refreshing that one of the things your organization does, is the assessment of what possible barriers may prevent an individual from succeeding. So many times, in all workforce aspects, you see a high number of turnover, especially in a career field such as caregiving. It seems like having the support of an organization like THRIVE can not only benefit the new team member but also benefit seeing the results can benefit you the career coach.
When it comes to the assistance that THRIVE provides, do you see more of a positive emotional state of caregiver as the years progress? I know that at times, you hear of the “honeymoon period,” where things go well for a period and then all of a sudden there is a sinking of morale. I ask this only because a program like this should be used in all workspaces to prevent burn out and turnover.
Sounds so similar to what we try to do within our program. We focus on removing barriers to school and employment for the most part. It sounds like your program is well established and thriving like the name of the “Thrive” program. I can see the similarities with the budgeting course and transportation assistance. I just wish we were able to have Lyft/Uber as an option for u as well, but our city is too small and probably only has 1/2 people driving for these companies. Diversity and inclusion are some things we’ve been discussing for a while as well. Hopeful we can institute a program such as this at our place of employment soon, we definitely need it.
Thank you for sharing details about the THRIVE program and its approach to supporting entry-level caregivers. I appreciate how this program takes a holistic approach to addressing the barriers that employees may face, such as budgeting, transportation, and childcare, which are often overlooked but essential to workplace success. The inclusion of workforce coaches and periodic check-ins demonstrates a proactive commitment to employee development and well-being.
The importance of integrating diversity, equity, and inclusion (DEI) into onboarding processes. In today’s global and diverse workforce, prioritizing DEI not only supports new employees in adapting to their roles but also fosters an environment where everyone feels valued and included. Programs like this are a powerful example of how organizations can demonstrate their commitment to creating a supportive workplace culture.
This type of structured onboarding, with its emphasis on skills development, personal growth, and personal support, is critical for reducing turnover and promoting long-term success. Thank you for highlighting what sounds to be an impactful DEI program.
As a member of the Michigan State Police (MSP), I have the opportunity to work with a truly diverse group of people. Now, with that being said, as diverse as a group I work with, the MSP is about an 80% white male organization. There are however opportunities available through our Employment Resource Groups (ERG). I am a member of the African-American ERG. This group gives me the opportunity to work with people of a like background and at times viewpoints while at work. Although we are a majority African-American group we invite other members of the MSP to join us, and we work with all of the other ERGs as well. One of the ways that we are working on promoting diversity is through our Cultural Diversity Day, which I will be one of the presenters.
I also get the opportunity to work with people who have all different types of education levels from those that have a high school education to those that have multiple PhDs. So, when I coach/instruct, I make sure that I take into account the educational background but I also take into account our generational differences. In my last unit, I worked with someone as young as 29 up to the ripe age of 60. Being able to understand that we all have our own nuances, really allows me to be successful not only in my daily work routine but also in assisting with the career goals/aspirations of other department members.
Thank you for sharing your experiences with the Michigan State Police (MSP). It’s inspiring to hear about the efforts being made to promote diversity and inclusion within the organization. Your involvement in the African-American Employment Resource Group (ERG) and initiatives like Cultural Diversity Day are commendable. These efforts not only foster a more inclusive environment but also provide valuable opportunities for cross-cultural understanding and collaboration.
It’s also great to see how you tailor your coaching and instruction to accommodate the diverse educational backgrounds and generational differences within your team. Recognizing and valuing these differences can significantly enhance teamwork and professional development.
Your approach to understanding and appreciating the unique perspectives and experiences of your colleagues is a model for others. Keep up the excellent work in promoting diversity and supporting the career aspirations of your fellow department members!
What an exciting journey for you to work with as young as 29 up to the ripe age of 60! I fully believe that taking into consideration all aspects of different types of education levels helps you with coaching and instructing members. As a member of the African-American ERG, you bringing a devise skillset that helps others move past their own barriers and provides them opportunities for success.
Promoting Cultural Diversity within the department by having a day of celebration is a fantastic idea to spotlight all the different culture’s that are within the Michigan State Police.
I am honored with being able to coach, instruct, and teach different age groups, cultures, educational backgrounds, and genders within the Michigan State Police. Even though I am from the baby boomer generation, I recognize and celebrate others diversity in their goals, career-focuses, and self-assertiveness. In helping others find their voices, and providing space for them to grow with their strengths is unbelievable satisfaction for me.
Additionally, I utilize empathy in understanding were people are currently at in their life journey and career path to help guide them were they desire to be and what they want to accomplish. Seeing people for who they are, standing beside them, and coaching them up the ladders of success is what my career position consists of.
Hey Wes, when working with te group of dislocated workers. Have you seen many of these people change career fields or decide to higher their education after being laid off and released from their employer?
In my role as a case manager at Michigan Works! the groups I work with are diverse. The individuals I’ve worked with have ranged in age from young adults to age 60+. Culturally and ethnically they come from many different backgrounds. One major group I’ve worked with are Dislocated Workers who have been displaced from work for various reasons, which tends to be a company downsizing or restructure. Many of my clients are lifelong residents of the community where the office is located in Benton Harbor, MI which (unfortunately) is an impoverished city so these individuals are low-income. I estimate that at least half of my clients have been justice involved in some way, although the programs I work in are not designed specifically to serve this population. I have also had the opportunity to work with military veterans and non-citizen individuals.
Working with he community college population provides me a wide range of diversity in every arena. With that stated I would say that the majority of those I meet with have a resounding commonality and that is they often lack the person that they can speak openly to and be heard, and sound their dreams and aspirations too. Additionally, many of those I meet with are currently holding PT work and studying FT or working FT and doing school PT. They come with degrees, or none at all. Some are native English speaking, many are ESOL (English as a Second Language). The spectrum is wide. As they say you can’t judge a book by it’s cover. I have had students with every privilege large names in the Lansing/MI space feel lost and alone in seeking their career paths simply because they have had poor mentorship, guidance, or lack someone to talk with and assess their goals, aspirations and dreams with. I have had the student that appears to have every obstacle against them from cultural, socio-economic, societal norms, and other significant barriers sit before me and they are articulate, and truly know what they would like to to do, and where they are headed. I can’t say this is the norm but it happens more often than not.
Working in the community college setting also provides me with a plethora of internal resources to connect my students with for assistance in every area from professional counseling to financial aid, and Success coaches. One area I love best about working for LCC is this strategic goal: “LCC will foster a learning and working environment that embraces diversity, equity, inclusion, collaboration, transparency, and continuous improvement”
I work with youth between the ages of 15 and 24, serving both in-school and out-of-school individuals from a wide range of backgrounds. The youth we support come from diverse conditions and environments, including those with disabilities, incarcerated individuals with lengthy records, new parents, and those facing homelessness or unstable housing situations, such as couch surfing. Many are high school dropouts or are transitioning between high school and college. Some come from two-parent households, while others are responsible for raising their younger siblings.
Most of the youth we work with face basic skills deficiencies, meaning they lack the necessary skills to complete 8th to 9th grade coursework or pursue their desired career paths.
To support this population, we offer a variety of resources and services, including:
• Workshops: We provide personalized workshops in soft skills, resume and cover letter writing, life skills, financial literacy, interview skills, and more.
• Supportive Services: Our services include transportation assistance, employment support (including work clothes and shoes), and educational aid such as covering costs for books, calculators, laptops, and parking passes.
• Work Experiences: We connect youth with work experiences through a free labor program where they can gain valuable work experience, get paid, and enhance their resumes without being directly hired by the company.
• Community Connections: Leveraging our extensive community network, we help youth build connections that could lead to a variety of opportunities.
By offering these resources, we empower youth to gain the skills, experience, and support needed to overcome barriers and pursue their education and career goals.
In my role in work force development and education, I have the privilege of working with a diverse spectrum of individuals. From at-risk and underrepresented populations to those with advanced degrees, everyone brings a unique story, perspective, and set of needs. This diversity spans across ethnicity, socioeconomic status, and educational attainment, ranging from those without a high school diploma or GED to those with PhDs.
This diversity makes my work both challenging and deeply rewarding. To connect effectively, I must exercise cultural sensitivity, embrace the value of traditions, and adapt my communication style through code-switching. Whether working with someone seeking their first job or someone pivoting mid-career, my ability to tailor my approach to meet their unique needs ensures equitable access to opportunities to growth and success.
The work I do is more than job placement or skills training, it’s about empowerment and building pathways to economic mobility and vitality. The diversity of individuals I serve enriches my perspective, challenges my assumptions, and inspires me daily. By addressing barriers and celebrating successes, I help individuals realize their potential while contributing to a more inclusive and equitable workforce.
This journey is not just professional; it is deeply personal. Each story, each challenge, and each triumph remind me why I am committed to this work. It is about helping people create better futures for themselves and their communities and that fills my heart and hierarchy of needs.
I can appreciate and, relate to your work with the advanced range of people you work with. Your last paragraph resonates with me and I can truly say, someone else gets it. My desire to empower individuals is one of the biggest reasons I return to work each day. The desire for the individual to release all ownership over their journey is what proves to be my challenge. When empowerment prevails and I get that call that says, Ms. Lisa, I start work on Wednesday, or I got an interview, the sense of completeness is real. Thanks for sharing.
Swansons
As a case manager, I work primarily with three key groups: low-income women, individuals seeking educational support, and those needing health or human services. These individuals often come from diverse backgrounds, facing economic challenges, limited access to resources, or barriers to education and employment. To support these groups, I rely on several essential resources:
Community Partners: These include local nonprofits and organizations that offer support such as counseling, housing assistance, or childcare. Adult Education Programs: These help individuals gain essential skills and education needed to improve their job prospects. Department of Health and Human Services: This government agency provides crucial services like healthcare, financial assistance, and food support. Job Fairs: These provide opportunities for job seekers to meet potential employers and access resources related to employment opportunities.
Having worked within the PATH program I can say that keeping connection with local recourses is essential in order to better support our participants. These resources are key in breaking down the barriers this specific population faces. This is a reminder of how critical it is to have a strong support network to empower those navigating economic challenges.
In my current position as a career development specialist, I work with a diverse group of individuals, including migrant seasonal farm workers, non-English speakers, individuals from different social and economic backgrounds, and those with varying levels of education, ranging from no formal education to individuals with advanced degrees. Each group has unique needs, and I utilize a variety of resources to assist them effectively. For example, my bilingual skills are invaluable when serving the non-English speaking population, allowing me to communicate more effectively and provide better support. Additionally, I leverage community-based resources such as Adult Education and ESL programs to assist individuals in accessing job training and education opportunities, helping them advance in their careers.
It sounds like you’re doing amazing work as a career development specialist! Working with such a diverse group must be both challenging and rewarding. Your bilingual skills must be a huge benefit, especially when helping non-English speakers navigate career resources and opportunities. I also love how you’re tapping into community-based resources like Adult Education and ESL programs—those are such valuable tools for empowering individuals to further their education and career paths. It’s great to see how you’re customizing your approach based on the unique needs of each individual group. Keep up the fantastic work. I’m sure the individuals you work with appreciate you.
In my current role within our county’s CMHA, I have the fortunate opportunity to provide employment services to individuals seeking mental healthcare services, primarily. Diverse in culture, age, backgrounds (both natural and criminal), and last, but certainly not least or limited to, mental healthcare needs. A vast majority of the referrals we serve through supported employment, unfortunately have felony backgrounds. Class A being the most common, and of those individuals, CSC convictions.
I/we work closely with MRS, a huge resource for us, and those who utilize our services. We’re also fortunate to have our internal Jail Services team, along with a state worker that will provide up to date leads on felon friendly employers in our area.
I work with youth ages 16-24, including both in-school and out-of-school individuals from a wide range of backgrounds. The youth we serve often face significant challenges, such as disabilities, incarceration, homelessness, being high school dropouts, or new parents. Many struggle with basic skills deficiencies, meaning they lack the skills needed to complete 8th-9th grade coursework or pursue their desired careers.
To help address these barriers, we offer personalized workshops covering soft skills, resume writing, financial literacy, interview skills, and more. Our supportive services include transportation assistance, employment aid (like work clothes and shoes), and educational support, such as funding for books, laptops, and parking passes. We also connect youth to valuable work experiences through a free labor program, giving them the chance to gain skills, get paid, and enhance their resumes. Additionally, we use our community network to help youth build connections that could lead to career and educational opportunities.
I have the privilege of working with opportunity youth between the ages of 16-24, a diverse group of young people from various backgrounds who will become the next generation of changemakers. Many of these young adults face barriers to employment, such as limited education or a lack of resources to secure or maintain a job. The majority of my youth come from high-poverty areas and families who may not have the knowledge or guidance to navigate a career path. There is often a gap in basic education and higher education access within the communities I serve.
Some youth are actively pursuing their education and need support to complete their studies, while others need help navigating the process of entering post-secondary education or training. Additionally, some have never had a job and need to gain experience to become competitive in the workforce.
Depending on each individual’s needs, we offer a range of resources designed to help remove these barriers. These include supportive services, job readiness workshops (covering soft skills, career exploration, resume and cover letter assistance, and mock interviews), work experiences (such as job shadowing, informational interviews, internships, pre-apprenticeships, and both paid and unpaid work experiences), adult mentoring, education and training, support for completing secondary or post-secondary education, and referrals to additional resources.
These opportunities are invaluable to many of my clients, as for some, it’s their first chance to start over or try something new. Confidence often holds back many dreams, and I’m fortunate to help shine a light on their skills and abilities, empowering them to achieve a future beyond their imagination.