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2Career '89The Daily Tar HeelMonday, October 9, 1989
ReacI tUe DTH CUssiHEds For job LisiiNqs!!!
Hit the ground.
9 The 9th Annual
Minority Career Fair
Prepare Early For Your Career
Freshmen - Graduate Student Welcome
Freshmen & Talk informally with company representatives to find
Sophomores our what skills and academic preparation are needed
for entry into the career you are considering.
Have access to employers from diverse organizations to
help develop an awareness of career opportunities. Ask
Chat with a cross section of employers to gain insight
into many different occupations. Also develop contacts
which may be useful in the future. (Bring your resume.)
AETNA LIFE AND CASUALTY
AMERICAN PRESIDENT COMPANIES
AMES DEPARTMENT STORES
ARTHUR ANDERSON & CO.
ARMSTRONG WORLD INDUSTRIES
AUTOMATIC DATA PROCESSING
BANKERS& SHIPPERS INSURANCE
CHUBB &SON INSURANCE
CRUM & FORSTER PERSONAL
ECKERD FAMILY YOUTH ALTERNATIVE
FIRST CITIZENS BANK
G.E. MORTGAGE INSURANCE CO.
KENTUCKY FREED CHICKEN
McNEDL CONSUMER PRODUCTS
J.P. MORGAN & CO.
NATIONAL STARCH & CHEMICAL
J.C. PENNEY & CO.
PROCTER & GAMBLE
RESEARCH TRIANGLE INSTITUTE
SMTTHKLINE AND FRENCH
SOUTHERN NATIONAL BANK
STATE FARM INSURANCE
TRUST COMPANY BANK
US Am FORCE
US GENERAL ACCOUNTING OFFICE
UNITED CAROLINA BANK
UNITED TELEPHONE OF FLORIDA
Tuesday, October 10
12:30-5:00 Great Hall
Sponsored by University Career Planning and Placement Services
; Division of Student Affairs
By CATHY APGAR
Employers are realizing that their
work force needs to represent the
diverse population they serve, said
Marian Holmes, minority student liai
son and placement counselor for
Health Sciences and Social Work, for
University Career Placement and
Planning Services (UCPPS).
The work force of white males
will become more diverse, she said.
"It is more important today than ever
for supervisors and management
teams to have minority representa
tion." In terms of marketing and devel
oping products for different popula
tions, representatives who reflect those
areas of the population are targeted,
According to Rosalind Fuse-Hall,
associate dean in the office for stu
dent counseling, "Moving to such a
multi-cultural society demographi
cally, corporations and businesses
realize they need the talent pool that
people of color offer.
"Employers are looking in this
talent pool to help them develop their
target market, advertising and mar
keting strategies for communities of
people of color."
Corporations are now discovering
that there is a great deal of talent in
the untapped talent pool of minori
ties, and they are going after it, she
"Minorities must be aware of some
of the obstacles they must face in
order to be prepared to handle them,"
Holmes said. In some instances mi
norities must deal with racism that
often shows up in subtle ways.
Minorities are less likely to have
a high level of contacts for network
ing, so they are not part of the "old
boy" network, she said.
It is not always easy to obtain a
mentor within the organization, and
this affects access to information as
well as promotional opportunities, she
In the private sector, the corpo
rate climate is not supportive or con
ducive to minorities, Fuse-Hall said.
Corporations operate with a "glass
ceiling," which allows people of color
to excel to only a certain level. Mi
norities may rise to an intermediate
management level, but no matter how
good their work is, they will not re
ceive higher rank.
A "them" against "us" attitude
exists in many corporations, she said.
Because society is still racist, some
people think that when a black per
son gets a job, they are taking the job
of a white person, Fuse-Hall said.
The public sector is very suppor
tive of minorities. Federal and state
agencies and public school systems
are good employers for minorities,
Fuse-Hall added that the public
sector does not have the resources
that are available in the private sec
tor, so money often woos talented
people into the private sector.
A problem in the University is
getting and keeping minorities in
teaching and administrative positions.
The minority pool receiving doctoral
degrees is small because of the ex
penses incurred in the process of earn
ing it, she said. Those who earn their
Ph.D end up in the private sector
because they need a high-paying job
to cover the cost of their education.
"Once they get degrees, they be
come very marketable and are lured
out of the academia by industry," she
At UCPPS, many employers have
indicated that they are actively seek
ing minority students who have the
necessary skills for entry into and
success in their organization, Holmes
said. "Therefore, for those minority
students who have developed mar
See MINORITIES, page 4
Get in touch with the people
who will keep you m touch.
ATCOM is a leading telephone interconnect
company dealing in the design, sales, installation
and servicing of privately-owned telephone
systems for business and industry. We have
offices in Research Triangle Park, Greensboro,
Charlotte, Columbia, S.C., and Orlando, Florida.
We will be interviewing for the positions of
Account Representatives and Customer Service
(Fall) Tuesday, November 14th, 1989
(Spring) Thursday, February 8th, 1990
Friday, February 9th, 1990
Stop by the Placement Office to sign up for our On
Campus Interviews. We look forward to your interest.
Willi i u u xa
i i i m m m. v
Business Telephone Systems
Research Triangle ParkNC