Page 10, Portland Observer, June
opportunity to hold or compete for any job for which the applicant is quali
fied, without regard to age. However, the right of an employer to select the
best qualified person from among all applicants is not abridged.
What specific acts are prohibited by these laws?
It is unlawful for an employer to refuse to hire or employ, or to discharge,
dismiss, suspend or demote any person who is age 40 and above, solely on
the ground of age, except in cases where the law compels or provides for
such action.
(
It is unlawful to refuse to offer employment because the applicant s age
precludes inclusion within a group pension, life, or health insurance plan, if
Minority
College
that person is a least 40 years of age.
Operation Rescue
a
•
•
•
.
John W. Rogers w ill be at the Red Lion at Lloyd Center Tuesday,
June 9, 1987, 3:00-5:00 p.m. in the M t. Bachelor Room.
Business
Profile
John W. Rogers, Jr.
Founder of Ariel Capital Management
John W. Rogers, Jr., founded Ariel Capital Management, Inc., in Jan
uary 1983 which is one of only two know minority-owned, full-service
equity money managers in the nation. Clients of the company include the
University of Michigan, Howard University, Wayne State University, Peo
ples Energy, The Stroh Brewery Company, Mobil Corporation, Teachers
Retirement System of the State of Illinois, and several employee benefit
plans for the City of Chicago. Since its inception, Ariel Capital has grown
from two to seven employees with assets currently under management of
$150 million. In addition, Ariel Capital is the investment advisor for the
Ariel Growth Fund, a member of the Calvert Group of Funds, for which
Rogers serves as a trustee. Rogers is also editor and publisher of The Pat
ient Investor, a quarterly stock market newsletter available to clients and
Our nation is faced with a school dropout problem of immense proportions. Just
few facts tell the frightening story:
. o<
Nearly 1 million students dropped out of school in 1985, including up to 85
percent of all native American youth, 55 percent of Black students and .0
percent of Hispanic students.
. ,
Lack of education is closely linked to crime. More than half the nation s prison
inmates are dropouts — each costing taxpayers an average $15,000 per year.
Of the more than 200.000 teenagers who had babies in 1983. almost halt were
on welfare and 45 percent were out of school.
In total. one out of every four students entering the eighth grade this year will not
complete hich school, and 2.4 million students — up to one half of the high
school population in some major cities — are "at risk of dropping out ot high
school
As the largest organization representing teachers in the countiy. the NEA is
taking a bold step toward solving the dropout problem. We ve established Opera
tion Rescue: a $700,000 program to help local NEA members work cooperatively
with their communities to keep students in school and learning.
What makes Operation Rescue different from other attempts to deal with
dropouts9 First of all. Operation Rescue is unique as a nationwide, organizational
approach for action-oriented solutions that go beyond the commissions, task torces
and committees that have analyzed the dropout problem. Through Operation
Rescue NEA members have shown their commitment to go above and beyond the
responsibilities of their jobs by awarding their dues money to positive local
attempts to keep students in school.
Secondly . Operation Rescue will help identify the common threads that run
through successful anti-dropout programs in order to create, for the first time, a
"Blueprint for Success for new dropout programs.
EOP Graduation
The Educational Opportunity Program (EOP) at Portland State University
will celebrate the graduation of forty-eight EOP seniors on Friday, June 5,
at its Eighth Annual Recognition Day Ceremony. The event will be held
from 7:30 to 9:30 p.m. at the Smith Center Ballroom (1825 SW Broadway)
on the university campus.
Alumni of the Educational Opportunity Program are encouraged to at
tend. Following dessert and coffee, graduating seniors and other students
with outstanding academic achievement will receive Recognition Awards.
The evening will feature a slide show of past and present participants.
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M en A W om en
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Toll Free:
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5665 N.E. G LIS A N
Enrollment
Drops
"The U.S. minority population is growing at more than twice the rate of
the white population, yet the number of Hispanic students in the nation's
colleges remains dismally low and black enrollments are falling at an alar
ming rate," states a recent report by the American Council on Education.
In 1984 minorities constituted 21.3 percent of the U.S. population, but only
17 percent of U.S. college enrollments.
From 1980 to 1984, Black undergraduate enrollment dropped by 3.8 pefc
cent, Black graduate enrollment dropped by 11.9 percent, and the number
of Black faculty decreased by 4.3 percent.
Latino undergraduate enrollment, on the other hand, increased by 1 1 *
percent and graduate enrollment rose five percent. However, Latino s tu
dents have mainly gained access through two-year institutions, are concept
trated at relatively few schools, and have the highest college dropout ra t*
of any ethnic group. Asian-Americans were the only group to make signifi
cant gains, with a 33.6 percent increase in enrollment.
According to the report, two major factors are instrumental in keeping
minorities out of higher education: low high school completion rates for
minorities and increasing financial barriers to higher education. In addition,_
the poorer-quality public school education available to minority students,
coupled with increasingly tougher college entrance requirements, shuts
many minorities out of higher education. Although several universities
have minority recruitment programs, only five have special admissions poli
cies for minorities who do not meet regular requirements, and recruitment
programs outnumber retention programs by a ratio of four to three.
The overall decline in minority college enrollment is likely to have far-
reaching implications for minority employment and economic status. Par
ticipants at the 69th annual meeting of the American Council on Higher
Education warned that the drop in minority enrollments could leave 30 per
cent of the country's adults unable to make a living. Bob Suzuki, vice-
president for Academic Affairs at California State University at Northridge,
stated that the current trend will lead to a "situation in which our society
becomes socially stratified into two segm ents-one consisting of highly
educated upper- and middle-class whites, and the other consisting of a
permanent underclass which is mostly non-white."
The findings of a University of North Carolina study conducted by pro
fessor John D. Kasarda reinforce this prediction. His results show that
many minorities do not receive the training necessary to succeed in today's
changing job market. In particular, the number of jobs in Northeastern
central cities available to people without high school diplomas dropped
significantly, while those requiring at least a year of college increased
shareholdersof the Fund.
..
Rogers' success has brought him to the forefront of media attention with
interviews by Barron's, Money, People, Modern Black Man, Nation's Busi
ness, and Black Enterprise magazines, USA Today, Fortune, Pensions &
Investment Age, The New York Times, Chicago Sun-Times, and Chicago
Tribune as well as "W all Street Week", "Financial News Network ,
"Nightly Business Report", "M inority Business Report", and various other
print and broadcast media.
Prior to founding Ariel Capital, Rogers was a stockbroker for 2 6 years
at William Blair & Co., Inc., in Chicago.
Rogers is a 1980 graduate of Princeton University (B.A. in Economics)
and a 1976 graduate of the University of Chicago Laboratory Schools. He
is a native Chicagoan, was born March 31, 1958, is single, and resides on
Chicago's near north side.
What is a Resume?
Briefly, a resume is a concise inventory of your experience, education,
job-related personal traits and tells what kind of job is wanted. This brief,
accurate cataloging of your job qualifications is designed to represent you.
Its main purpose is to get you an interview. A resume must systematically
and attractively present: who you are, what you have learned, what you
have done, what kind of work you are applying for, and why you should be
considered over other applicants.
A few of the most important factors involved in writing a good resume
are:
1. Be specific, using specific examples, but omitting technical details.
2. Be brief, using concise, plain English.
3. Use direct action verbs to describe job duties such as —supervised,
directed, sold, developed, engineered, coordinated, worked, administered.
4. Stick to the facts; don't imply anything that can't be easily proven
or affirmed during the interview.
5. Boil it down so it fits on one p a g e -tw o at the very most.
6. Concentrate on your positive accomplishments.
7 Be very’ certairTthat your spelling is correct. If spelling or grammar
is incorrect, some readers may think the resume represents a worker who
does careless or sloppy work.
8. Type your finished copy.
9 Do not list references-just indicate that references are available on
request. (Be sure you have the individuals' permission before using them as
references.)
.. .
10. Omit salary expectations, and personal data such as age, religion,
6tC
11. Accentuate experiences that may be of most interest from an employ
er's viewpoint.
...
12. Send your resume to an individual by name, if at all possible.
Age Discrimination is
Against the Law
The Federal Age Discrimination in Employment Act of 1967, established
as national policy the elimination of arbitrary age discrimination in employ
ment. As amended, it applies to workers who are at least 40 years of age
but less than 70 years of a g e -a b o u t one-half of the entire labor force.
These measures make it unlawful:
• To fire or refuse to hire a person strictly on the basis of age.
• To refuse to refer an employment agency client to a prospective em
ployer for a job opening on the basis of age.
• To state age preferences in help-wanted advertisements.
• To deny union membership to an individual because of age.
Do these laws give a special advantage in obtaining employment to per
sons who are at least 40 years of age?
No. The purpose of these laws is to give every mature worker equal
-,
The pieces are falling into place.
Education and ambition are a per
fect fit, bringing career goals
into perspective. You’re ready for
the corporate climb. But where do
you start?
If you’re interested in the
'
possibilities of U.S. Bancorp and
our subsidiaries, contact our Job
Opportunity Hotline number 275-6401
or visit our Personnel Dept. at
U.S. Bank Building, 555 S.W. Oak Street,
Portland, OR 97204.
l
Bfet
An equal opportunity
employer.