Negligent hiring and the Federal Privacy Act

Negligent hiring is a claim made by an injured party against an employer based on the theory that the employer knew or should have known about the employee’s background which, if known, indicates a dangerous or untrustworthy character. Pre-employment background checks, employee drug testing, and employment physical exams are some of the ways negligent hiring claims can be avoided.

Roughly half of the states legally recognize that an employer is responsible for, and can be held accountable for, checking the background and references of any job applicant before placing that applicant in a position of high public contact. Employers have been found liable for negligent hiring or retention of dangerous or incompetent employees in most states, including, among others, Alaska, California, Florida, Georgia, Illinois, Kansas, Maryland, New Mexico, and New York. Some of the the types of business employees most at risk to do harm due to failure to make informed hiring decisions include real estate agents (who have keys or know pass-lock combinations), rental apartment personnel, condominium personnel, delivery persons, service and maintenance persons, nursing and convalescent home workers, home health care aides and utility personnel.

The purpose of the Federal Privacy Act, 5 U.S.C. § 552(a), is to protect individuals against the possible invasion of personal privacy by federal agencies. The Act requires that agencies which maintain a system of records allow individuals to gain access to those records which they claim to be inaccurate. The Act further places restrictions upon the disclosure of such records to other persons or another agency. The Act doesn’t apply to private employers, except those government contractors who have a contract to operate, by or on behalf of a federal agency, a system of records to accomplish an agency function.

I have a dream

I am happy to join with you today in what will go down in history as the greatest demonstration for freedom in the history of our nation.

Five score years ago, a great American, in whose symbolic shadow we stand today, signed the Emancipation Proclamation. This momentous decree came as a great beacon light of hope to millions of Negro slaves who had been seared in the flames of withering injustice. It came as a joyous daybreak to end the long night of their captivity.

But one hundred years later, the Negro still is not free. One hundred years later, the life of the Negro is still sadly crippled by the manacles of segregation and the chains of discrimination. One hundred years later, the Negro lives on a lonely island of poverty in the midst of a vast ocean of material prosperity. One hundred years later, the Negro is still languishing in the corners of American society and finds himself an exile in his own land. So we have come here today to dramatize a shameful condition.

In a sense we have come to our nation’s capital to cash a check. When the architects of our republic wrote the magnificent words of the Constitution and the Declaration of Independence, they were signing a promissory note to which every American was to fall heir. This note was a promise that all men, yes, black men as well as white men, would be guaranteed the unalienable rights of life, liberty, and the pursuit of happiness.

It is obvious today that America has defaulted on this promissory note insofar as her citizens of color are concerned. Instead of honoring this sacred obligation, America has given the Negro people a bad check, a check which has come back marked “insufficient funds.” But we refuse to believe that the bank of justice is bankrupt. We refuse to believe that there are insufficient funds in the great vaults of opportunity of this nation. So we have come to cash this check — a check that will give us upon demand the riches of freedom and the security of justice. We have also come to this hallowed spot to remind America of the fierce urgency of now. This is no time to engage in the luxury of cooling off or to take the tranquilizing drug of gradualism. Now is the time to make real the promises of democracy. Now is the time to rise from the dark and desolate valley of segregation to the sunlit path of racial justice. Now is the time to lift our nation from the quick sands of racial injustice to the solid rock of brotherhood. Now is the time to make justice a reality for all of God’s children.

It would be fatal for the nation to overlook the urgency of the moment. This sweltering summer of the Negro’s legitimate discontent will not pass until there is an invigorating autumn of freedom and equality. Nineteen sixty-three is not an end, but a beginning. Those who hope that the Negro needed to blow off steam and will now be content will have a rude awakening if the nation returns to business as usual. There will be neither rest nor tranquility in America until the Negro is granted his citizenship rights. The whirlwinds of revolt will continue to shake the foundations of our nation until the bright day of justice emerges.

But there is something that I must say to my people who stand on the warm threshold which leads into the palace of justice. In the process of gaining our rightful place we must not be guilty of wrongful deeds. Let us not seek to satisfy our thirst for freedom by drinking from the cup of bitterness and hatred.

We must forever conduct our struggle on the high plane of dignity and discipline. We must not allow our creative protest to degenerate into physical violence. Again and again we must rise to the majestic heights of meeting physical force with soul force. The marvelous new militancy which has engulfed the Negro community must not lead us to a distrust of all white people, for many of our white brothers, as evidenced by their presence here today, have come to realize that their destiny is tied up with our destiny. They have come to realize that their freedom is inextricably bound to our freedom. We cannot walk alone.

As we walk, we must make the pledge that we shall always march ahead. We cannot turn back. There are those who are asking the devotees of civil rights, “When will you be satisfied?” We can never be satisfied as long as the Negro is the victim of the unspeakable horrors of police brutality. We can never be satisfied, as long as our bodies, heavy with the fatigue of travel, cannot gain lodging in the motels of the highways and the hotels of the cities. We cannot be satisfied as long as the Negro’s basic mobility is from a smaller ghetto to a larger one. We can never be satisfied as long as our children are stripped of their selfhood and robbed of their dignity by signs stating “For Whites Only”. We cannot be satisfied as long as a Negro in Mississippi cannot vote and a Negro in New York believes he has nothing for which to vote. No, no, we are not satisfied, and we will not be satisfied until justice rolls down like waters and righteousness like a mighty stream.

I am not unmindful that some of you have come here out of great trials and tribulations. Some of you have come fresh from narrow jail cells. Some of you have come from areas where your quest for freedom left you battered by the storms of persecution and staggered by the winds of police brutality. You have been the veterans of creative suffering. Continue to work with the faith that unearned suffering is redemptive.

Go back to Mississippi, go back to Alabama, go back to South Carolina, go back to Georgia, go back to Louisiana, go back to the slums and ghettos of our northern cities, knowing that somehow this situation can and will be changed. Let us not wallow in the valley of despair.

I say to you today, my friends, so even though we face the difficulties of today and tomorrow, I still have a dream. It is a dream deeply rooted in the American dream.

I have a dream that one day this nation will rise up and live out the true meaning of its creed: “We hold these truths to be self-evident: that all men are created equal.”

I have a dream that one day on the red hills of Georgia the sons of former slaves and the sons of former slave owners will be able to sit down together at the table of brotherhood.

I have a dream that one day even the state of Mississippi, a state sweltering with the heat of injustice, sweltering with the heat of oppression, will be transformed into an oasis of freedom and justice.

I have a dream that my four little children will one day live in a nation where they will not be judged by the color of their skin but by the content of their character.

I have a dream today.

I have a dream that one day, down in Alabama, with its vicious racists, with its governor having his lips dripping with the words of interposition and nullification; one day right there in Alabama, little black boys and black girls will be able to join hands with little white boys and white girls as sisters and brothers.

I have a dream today.

I have a dream that one day every valley shall be exalted, every hill and mountain shall be made low, the rough places will be made plain, and the crooked places will be made straight, and the glory of the Lord shall be revealed, and all flesh shall see it together.

This is our hope. This is the faith that I go back to the South with. With this faith we will be able to hew out of the mountain of despair a stone of hope. With this faith we will be able to transform the jangling discords of our nation into a beautiful symphony of brotherhood. With this faith we will be able to work together, to pray together, to struggle together, to go to jail together, to stand up for freedom together, knowing that we will be free one day.

This will be the day when all of God’s children will be able to sing with a new meaning, “My country, ’tis of thee, sweet land of liberty, of thee I sing. Land where my fathers died, land of the pilgrim’s pride, from every mountainside, let freedom ring.”

And if America is to be a great nation this must become true. So let freedom ring from the prodigious hilltops of New Hampshire. Let freedom ring from the mighty mountains of New York. Let freedom ring from the heightening Alleghenies of Pennsylvania!

Let freedom ring from the snowcapped Rockies of Colorado!

Let freedom ring from the curvaceous slopes of California!

But not only that; let freedom ring from Stone Mountain of Georgia!

Let freedom ring from Lookout Mountain of Tennessee!

Let freedom ring from every hill and molehill of Mississippi. From every mountainside, let freedom ring.

And when this happens, when we allow freedom to ring, when we let it ring from every village and every hamlet, from every state and every city, we will be able to speed up that day when all of God’s children, black men and white men, Jews and Gentiles, Protestants and Catholics, will be able to join hands and sing in the words of the old Negro spiritual, “Free at last! free at last! thank God Almighty, we are free at last!”

Talent Manager’s Journal amuse-bouche #33

 Sorry, we can’t make an exception.

You finally started the new job you worked so hard to get. A nice tidy offer from a major financial institution. Sitting in orientation you cover a mountain of paperwork, policies, and list of rules and regs as long as your arm. One new hire speaks up and says. ” Who do I inform about taking a few hours off to attend a court date I have? I will have to do a half day to make it. ” The trainer says, ” We can’t make an accommodation like that since you are new and have not build up any flex time. Sorry, we can’t make an exception.”

What a lousy first impression. What a signal to send to a new hire. Why not just tell the person, ” We really don’t care what you need to do. Just make sure your personal life doesn’t interfere with your work obligations.”

Any surprise that new hire didn’t return from lunch?

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Talent Manager’s Journal is a strategic communications project of Sawyer TMS,  a talent management consultancy that provides expertise and leadership to organizations in their quest to attract, motivate, and retain, a high performing diverse workforce.

 

Douglas L. Pilarski

President

Sawyer TMS

Corporate Staffing Strategy Consulting

International Executive Search Consulting

MENA//ASEAN//INDIA//Asia Pacific

 

Sawyer TMS

PO BOX 371616

Las Vegas, NV 89137 USA

 

001+ (702) 561-2157      

dp@SawyerTMS.com

 

www.SawyerTMS.com

www.strategicdiversity.com

say Special Ability Foundation 

 

@sawyertms on Twitter

@iMatterAtWork

@SawyerWebinars

 

Like Sawyer TMS on Facebook!

 

Applicant’s Statement & Agreement

I would probably not sign this. I would endeavor to get another offer from an employer who was a little more easy going. Another idea would be to get hired as a contractor and negotiate a better tasting agreement than this one. I have seen a lot of these and this one is extreme in my view.  What’s worse? Imagine finding this in the stack of new hire documents on the first day and having to decide to sign it or not. What if you relocated or made other commitments that couldn’t be broken.    

Please comment &  Enjoy!

Cheers!  -DP       

****Sample Document****

Applicant’s Statement & Agreement

In the event of my employment to a position in this Company, I will comply with all rules and regulations of this Company. I understand that the Company reserves the right to require me to submit to a test for the presence of drugs in my system prior to employment and at any time during my employment, to the extent and manner permitted by law. I also understand that any offer of employment may be contingent upon the passing of a physical examination. Further, I understand that at any time after I am hired, the Company may require me to submit to an alcohol test, to the extent permitted by law.

I consent to the disclosure of the results of any physical examination and related tests to the Company. I also understand that I may be required to take other tests such as personality and honesty tests, prior to employment and during my employment. I understand that should I decline to sign this consent or decline to take any of the above tests, my application for employment may be rejected or my employment may be terminated. I understand that bonding may be a condition of hire. If it is, I will be so advised either before or after hiring and a bond application will have to be completed.

I hereby authorize the Company with which I have applied for employment to share my Application for Employment with other affiliated companies/employers, and hereby agree that all terms, conditions and/or agreements contained in this Applicant’s Statement and Agreement, or any other documents pertaining to my application for employment shall be enforceable by me and by such other companies/employers (including their managers, employees and agencies), even though I have not signed a separate Applicant’s Statement and Agreement for those other companies/employers.

By signing below, I acknowledge that the Company may contact my previous employers and I authorize those employers to disclose to the Company all records and information pertinent to my employment with them. In addition to authorizing the release of any information regarding my employment, I hereby fully waive any rights or claims I have or may have against my former employers, their agents, employees and representatives, as well as other individuals who release information to the Company, and release them from any and all liability, claims, or damages that may directly or indirectly result from the use, disclosure, or release of any such information by any person or party, whether such information is favorable or unfavorable to me. I authorize the persons named herein as personal references to provide the Company with any pertinent information they may have regarding myself. I further understand that as a condition of employment, I may be required to complete additional documentation which would permit the Company and its designated Investigative Consumer Reporting Agency to conduct an investigation of my background, which may include inquiry into my past employment, education, and activities, including, but not limited to, credit, criminal background information and driving record.

I also acknowledge that the Company utilizes a system of alternative dispute resolution that involves binding arbitration to resolve all disputes that may arise out of the employment context. Because of the mutual benefits (such as reduced expense and increased efficiency) which private binding arbitration can provide both the Company and myself, I and the Company both agree that any claim, dispute, and/or controversy (including, but not limited to, any claims of discrimination and harassment, whether they be based on the Nevada Fair Employment Practices Act and/or Title VII of the Civil Rights Act of 1964, as amended, as well as all other applicable local, state or federal laws or regulations) which would otherwise require or allow resort to any court or other governmental dispute resolution forum between myself and the Company (or its owners, directors, officers, managers, employees, agents, and parties affiliated with its employee benefit and health plans) arising from, related to, or having any relationship or connection whatsoever with my seeking employment with, employment by, or other association with the Company, whether based on tort, contract, statutory, or equitable law, or otherwise, (with the sole exception of claims arising under the National Labor Relations Act which are brought before the National Labor Relations Board, claims for medical and disability benefits under the Nevada Workers’ Compensation Act, and claims for unemployment compensation pursuant to the Nevada Unemployment Compensation Law) shall be submitted to and determined exclusively by binding arbitration.

I understand and agree that nothing in this agreement shall be construed so as to preclude me from filing any administrative charge with, or from participating in any investigation of a charge conducted by, any government agency such as any applicable state agency and/or the Equal Employment Opportunity Commission; however, after I exhaust such administrative process/investigation, I understand and agree that I must pursue any such claims through this binding arbitration procedure. I acknowledge that the Company’s business and the nature of my employment in that business affect interstate commerce. I agree that the arbitration and this Agreement shall be controlled by the Federal Arbitration Act, 9 U.S.C. section 1, et seq., in conformity with the procedures of Nevada Revised Statutes Section 38.206 et seq. and the Nevada Rules of Civil Practice (including all mandatory and permissive rights to discovery). However in addition to requirements imposed by law, any arbitrator herein shall be a retired trial court judge and shall be subject to disqualification on the same grounds as would apply to a judge of a state court. To the extent applicable in civil actions in Nevada state courts, the following shall apply and be observed: all rules of pleading (including the right of demurrer/motion to strike), all rules of evidence, and all rights to resolution of the dispute by means of motions for summary judgment and/or judgment on the pleadings.

The arbitrator shall be vested with authority to determine any and all issues pertaining to the dispute/claims raised, any such determinations shall be based solely upon the law governing the claims and defenses pleaded, and the arbitrator may not invoke any basis (including but not limited to, notions of “just cause”) for his/her determinations other than such controlling law. The arbitrator shall have the immunity of a judicial officer from civil liability when acting in the capacity of an arbitrator, which immunity supplements any other existing immunity. Likewise, all communications during or in connection with the arbitration proceedings are privileged as though in connection with a state court civil litigation proceeding. The arbitrator shall modify the times set by the Nevada Rules of Civil Practice for the giving of notices and setting of hearings. Awards shall include the arbitrator’s written reasoned opinion. The allocation of costs and arbitrator fees shall be governed by Nevada Revised Statutes and/or controlling case law. Both the Company and I agree that any arbitration proceeding must move forward under the Federal Arbitration Act (9 U.S.C. §§ 3-4), even though the claims may also involve or relate to parties who are not parties to the arbitration agreement and/or claims that are not subject to arbitration: thus, a court may not refuse to enforce this arbitration agreement and may not stay the arbitration proceeding despite any state law provision to the contrary. I UNDERSTAND BY AGREEING TO THIS BINDING ARBITRATION PROVISION, BOTH I AND THE COMPANY GIVE UP OUR RIGHTS TO TRIAL BY JURY.

I hereby state that all the information that I provided on this application or any other documents filled out in connection with my employment, and in any interview is true and correct. I have withheld nothing that would, if disclosed, affect this application unfavorably. I understand that if I am employed and any such information is later found to be false or incomplete in any respect, I may be dismissed.

If hired, I agree as follows: My employment and compensation are terminable at will, are for no definite period, and my employment and compensation may be terminated by the Company (employer) at any time and for any reason whatsoever, with or without good cause at the option of either the Company or myself. Consequently, all terms and conditions of my employment, with the exception of the at will nature of my employment and arbitration agreements, may be changed or withdrawn at Company’s unrestricted option at any time, with or without good cause. No implied, oral or written agreements contrary to the express language of this agreement are valid unless they are in writing and signed by the President of the Company (or majority owner or owners if Company is not a corporation). No supervisor or representative of the Company, other than the President of the Company (or major owner or owners if Company is not a corporation), has any authority to make any agreements contrary to the foregoing. This agreement is the entire agreement between the Company and the employee regarding the rights of the Company or employee to terminate employment with or without good cause and this agreement takes the place of all prior and contemporaneous agreements, representations, and understandings of the employee and the Company.

Should any term or provision, or portion thereof, be declared void or unenforceable it shall be severed and the remainder of this agreement shall be enforced.

If you have any questions regarding this statement, please ask a Company representative before signing. I hereby acknowledge that I have read the above statements and understand the same.

DO NOT SIGN UNTIL YOU HAVE READ THE ABOVE STATEMENT & AGREEMENT.

****End of Sample Document****

***** ***** ***** ***** ***** ***** ***** *****

Talent Manager’s Journal is a strategic communications project of Sawyer TMS, a talent management consultancy that provides expertise and leadership to organizations in their quest to attract, motivate, and retain, a high performing diverse workforce. For more information.

Douglas L. Pilarski
President
Sawyer TMS
Corporate Staffing Strategy Consulting
International Executive Search Consulting
MENA//ASEAN//INDIA//Asia Pacific

Sawyer TMS
PO BOX 371616
Las Vegas, NV 89137 USA

001+(702) 561-2157

dp@SawyerTMS.com

www.SawyerTMS.com
www.strategicdiversity.com
@sawyertms on Twitter
Like Sawyer TMS on Facebook!

Small Business Saturday

Make a Big Difference on Small Business Saturday® SBA says shopping at small businesses can have a huge impact on local economy

WASHINGTON – As a proud supporter of Small Business Saturday®, a day dedicated to supporting small businesses on one of the busiest shopping weekends of the year, the U.S.is encouraging every American to support small businesses by doing some of their holiday shopping on the Saturday after Thanksgiving at small businesses.

This year’s Small Business Saturday® is Nov. 26, 2011. “Small businesses are the foundation of our economy – half of America’s workers either own or work for a small business,” said SBA Administrator Karen Mills. “Small Business Saturday® is an opportunity to show our support for our friends and neighbors who throughout the year are growing our local economy, as well as supporting many local initiative and organizations.”

Nov. 26 marks the second annual Small Business Saturday®, a day to support the local small businesses that create jobs, boost the economy and preserve neighborhoods around the country. First there was Black Friday, and then Cyber Monday, and now Small Business Saturday® will help drive shoppers to America’s job creators.

Small businesses have generated two out of every three net new jobs over the past 15 years and employ over half of all private sector employees.

For more information on how to support Small Business Saturday® in your area, or to get great Small Business Saturday® marketing tips and resources, check out www.sba.gov/saturday or visit Facebook.com/smallbusinesssaturday and follow us on Twitter @SBAgov, #SmallBizSat.

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Talent Manager’s Journal is a strategic communications project of Sawyer TMS, a talent management consultancy that provides expertise and leadership to organizations in their quest to attract, motivate, and retain, a high performing diverse workforce. For more information.

Douglas L. Pilarski
President
Sawyer TMS
Corporate Staffing Strategy Consulting
International Executive Search Consulting
MENA//ASEAN//INDIA//Asia Pacific

Sawyer TMS
PO BOX 371616
Las Vegas, NV 89137 USA

001+(702) 561-2157

dp@SawyerTMS.com

www.SawyerTMS.com
www.strategicdiversity.com
@sawyertms on Twitter
Like Sawyer TMS on Facebook!

Talent Manager’s Journal amuse-bouche #106

When will these people learn?  Disgraceful!

COMPANY NAME is not accepting unsolicited assistance from search firms for this employment opportunity. All resumes submitted by search firms to any employee at COMPANY NAME via-email, the Internet or in any form and/or method without a valid written Statement of Work in place for this position from COMPANY NAME HR/Recruitment will be deemed the sole property of COMPANY NAME . No fee will be paid in the event the candidate is hired by COMPANY NAME as a result of the referral or through other means.

 

 

 

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Talent Manager’s Journal is a strategic communications project of Sawyer TMS,  a talent management consultancy that provides expertise and leadership to organizations in their quest to attract, motivate, and retain, a high performing diverse workforce.

 

Douglas L. Pilarski

President

Sawyer TMS

Corporate Staffing Strategy Consulting

International Executive Search Consulting

MENA//ASEAN//INDIA//Asia Pacific

 

Sawyer TMS

PO BOX 371616

Las Vegas, NV 89137 USA

 

001+ (702) 561-2157      

dp@SawyerTMS.com

 

www.SawyerTMS.com

www.strategicdiversity.com

say Special Ability Foundation 

 

@sawyertms on Twitter

@iMatterAtWork

@SawyerWebinars

 

Like Sawyer TMS on Facebook!

 

 

 

 

Talent Management Articles

Tips on finding seasonal work right now!  

Knife wielding associate gets promoted     

Front End Supervisor rings up Cashier    

Hard fought customers leaving angry      

Give us the tools to go faster    

The Buffet Manager is out to lunch    

Hip-hop at work doesn’t work   

Hispanic Boomers

Several years ago I produced a family festival sponsored in part by a Spanish language TV station. The idea was to connect local vendors to the Hispanic community in Tampa. It was a huge success and the event was flooded with people. There were all sorts of events including workshops, product demonstrations, a diversity career fair, music, food, and live entertainment. The TV station brought two major soap stars from Columbia to appear at the festival and entertain the crowds in a special, close up performance. Thousands of members of Tampa’s Hispanic community participated in the event over a three day period.

One of the things I learned from this experience was how the Hispanic community identifies themselves. I was struck by the commonality of the Spanish language. I also gained an unexpected insight. During the live performance of the network soap stars, one of the performers asked the crowd…”where are you from?” At first blush, everyone in the crowd speaks Spanish… so why ask?  As the crowd yelled back to the stage, I was knocked over by the realization that the crowd yelled out about 15 or 20 different distinct locations such as Columbia, Puerto Rico, Cuba, Panama, Mexico, and more. I don’t recall anyone answering in English. Even if some of the crowd members were born in the United States, they credited their heritage and their family place of origin. It was fascinating. This was a spontaneous, high energy exchange that was chock full of cultural differences, cultural similarities, and most of PRIDE.

Knowing that many different countries were represented tells me there are some key intrinsic differences in the Hispanic market that transcends language. From a talent management point of view, marketers looking to tap the Hispanic Boomer spend could miss important segments by using language as the defining main or only characteristic in developing new products. In building a team to tackle product development, the team must be diverse, team members must be present in the target market. There are 7 million Hispanic Boomers (born between 1946-1964) in the United States.

Before we go further, we need to throw out a term. ACCULTURATION, breaking out the Merriam Webster tells one that

“acculturation is the cultural modification of an individual, group, or people by adapting to or borrowing traits from another culture; further, a merging of cultures as a result of prolonged contact.”

Now there is an idea I can work with. Considering the cultural diversity of Tampa, a merging of cultures as the result of prolonged contact works as a definition, if not a gateway to understanding. The Hispanic spend in the greater Tampa area tops $5 billion annually. Who doesn’t want a piece of that pie? But think again. Where are you from?  15 or 20 different Spanish speaking countries co existing in 50 square miles in central Florida.

Marketers and advertisers have recognized the importance of Hispanic consumers for some time but have segmented within the Hispanic community primarily on the basis of language — creating Spanish language ads and communication for the unacculturated, Spanish-speaking population while relying on their mainstream communication to reach more-acculturated, English-speaking Hispanics. Recently, however, marketers have started to realize that messages aimed at the general market may not resonate with more-acculturated Hispanics.

So let’s imagine for a minute the potential impact on business. We said there are 7 million Hispanic Boomers. What would it mean to a local insurance agency to get 7 new clients. What would it mean to a dry cleaner to get 70 new clients? What would it mean to a car dealership to get 700 new clients? Or what would it mean to a retail store’s average ticket to get 7,000 new clients. Pretty dramatic even though 7 million doesn’t sound like much.

The question becomes whether or not marketers are missing important segments by using language as the defining characteristic.

The more-acculturated Hispanic Boomer is made up of those that are Bicultural and Acculturated.  To put a finer point on it, Acculturated Hispanics are U.S. born and speak primarily English. They identify strongly with American culture, but still keep ties with their Hispanic culture. Bicultural Hispanics are bilingual consumers born either in the U.S. or in Latin America that identify with aspects of both cultures. These two segments represent two-thirds of Hispanic Boomers.

While there are common values around family and traditions, these two groups have different life experiences, differing attitudes about life and different goals for the future. Such desires are likely to affect the way these consumers interpret messages and behave in the marketplace.

Consider this:

• There are more trailing Hispanic Boomers (64%) than in the General Market (57%), meaning there are still years before reaching the age where critical insurance and financial decisions are made.
• Employment among Bicultural Hispanic Boomers is about equal to the General Market, however they earn 23% less income on average.
• Hispanic Boomers live in larger households (extended families). Bicultural households have the largest household composition.
• Acculturated Boomers are the most likely to be a caregiver for a family member.
• Besides supporting larger households, a quarter of Hispanic Boomers are providing substantial financial support to someone outside of their homes.
• Acculturated Hispanic Boomers are more likely to aspire to continue their education, while Bicultural Hispanics are almost twice as likely to desire to start a new business than the general market Boomer.

Marketers need to look beyond language and understand the demographic, altitudinal, and behavioral differences within the Hispanic Boomer market in order to market to them effectively. Companies must build diverse teams made up of members of the community they are targeting in order to accurately decipher cultural signals. Developing and bringing highly targeted products to market requires the ability to put the right talent on the right problems. In doing so, marketers can effectively and efficiently engage a rich and vibrant customer base for years to come.

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Talent Manager’s Journal is a strategic communications project of Sawyer TMS,  a talent management consultancy that provides expertise and leadership to organizations in their quest to attract, motivate, and retain, a high performing diverse workforce.

Douglas L. Pilarski

President

Sawyer Talent Management Solutions

Corporate Staffing Strategy Consulting

International Executive Search Consulting

MENA//ASEAN//INDIA//Asia Pacific

 

Sawyer TMS

PO BOX 371616

Las Vegas, NV 89137 USA

 

001+ (702) 561-2157      

dp@SawyerTMS.com

 

www.SawyerTMS.com

www.strategicdiversity.com

 

@sawyertms on Twitter

Like Sawyer TMS on Facebook!

Leadership is an old problem

Leadership is an old problem and I have two great old quotes  and a more modern one to prove it.

Way back in 1505 Machiavelli wrote in THE PRINCE.  “There is nothing more difficult to take in hand, more perilous to conduct, or more uncertain in its success, than to take the lead in the introduction of a new order of things.”

How about this classic from our man, Sun Tzu in THE ART OF WAR ?  “If words of command are not clear and distinct, if orders are not thoroughly understood, then the general is to blame.” 

I also really like this one from Colin Powell’s A LEADERSHIP PRIMER…   “Good leadership involves responsibility to the welfare of the group, which means that some people will get angry at your decisions. It’s inevitable, if you are honorable. Trying to get everyone to like you is a sign of mediocrity: you’ll avoid tough decisions, you’ll avoid confronting the people who need to be confronted, and you’ll avoid offering differential rewards based on differential performance because some people might get upset. Ironically, by procrastinating on the difficult choices, by trying not to get anyone mad, by treating everyone equally “nicely” regardless of their contributions, you’ll simply ensure that the only people you’ll wind up angering are the most creative and productive people in the organization.” 

Good stuff!

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Talent Manager’s Journal is a strategic communications project of Sawyer TMS,  a talent management consultancy that provides expertise and leadership to organizations in their quest to attract, motivate, and retain, a high performing diverse workforce.

Douglas L. Pilarski

President

Sawyer Talent Management Solutions

Corporate Staffing Strategy Consulting

International Executive Search Consulting

MENA//ASEAN//INDIA//Asia Pacific

 

Sawyer TMS

PO BOX 371616

Las Vegas, NV 89137 USA

 

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A thought to share

If you want to achieve greatness, stretching your abilities is something you will have to get comfortable with. Remember, you can achieve anything you desire if you truly believe that you can achieve the outcome that you desire. You will have to challenge yourself because you are trying to achieve something that is outside of your current abilities.

Achieving greatness is never going to be easy to achieve. In fact, it might be one of the most difficult challenges of your life. You have to be prepared to for a struggle. You have to be committed to your success. If you are thinking of failure even being a possibility, you are destined to fail. If you believe that success is your only option, you will succeed.