The 8th Annual JobMob Guest Blogging Contest and My Guest Post

The eighth Annual JobMob Guest Blogging Contest and My Guest Post The greatest visitor blogging challenge is back again for an eighth summer. My post, High Heels Are Overrated and Three Working Women Myths, has been participated in into the challenge. Assist me with winning the challenge by perusing the article at the JobMob site. Heres only a mystery: Despite the fact that working ladies have been a developing power in our worldwide economy for a considerable length of time, there are still markers that ladies' profession gains â€" not simply financial additions â€" have been frustratingly restricted. I accept that ladies can accomplish such a great deal more to take control and responsibility for their vocations and understand the financial additions they strive for. Following a 30-year vocation in I.T. furthermore, other male-ruled enterprises, I have seen ladies' extraordinary examples of overcoming adversity and self-disrupting practices and qualities. Understand more The challenge is supported by Resume to Interviews, a vocation administrations organization established in 2007 that gives proficient LinkedIn administrations, including organization pages for organizations and LinkedIn profiles for people.

Heres How Much the Highest-Paid Women in Every U.S. State Make Compared to Men The Difference in Their Salaries is Stunning

Here's How Much the Highest-Paid Women in Every U.S. State Make Compared to Men â€" The Difference in Their Salaries is Stunning Over the US, the normal salary for the top 2% of all workers is $206,000. Be that as it may, among ladies in the top 2%, the normal compensation is $145,000, contrasted with $371,000 for men, as per an examination of the 2015 American Community Survey by work financial matters research firm Job Search Intelligence (JSI). That implies the normal lady in the top 2% makes only 39 pennies for each dollar a man makes. By and large, ladies procure a normal of 79 pennies for each dollar a man makes in the US, as indicated by a 2016 report distributed by the Joint Economic Committee Democratic Staff. While striking, the compensation hole at the top isn't likely a matter of ladies being paid fundamentally not exactly their male partners, yet rather that ladies are underrepresented at the most elevated levels of the board. Indeed, in certain states, so scarcely any ladies make it into the top 1% â€" which requires a normal yearly compensation of $389,436 or increasingly, in light of figurings by the Economic Policy Institute â€" that, to ensure obscurity, pay information isn't accounted for by sex, as indicated by JSI. That is the reason we're looking at income among the top 2%, rather than the more standard top 1% of workers. Underneath, see the normal salary for the top workers in each US state â€" recorded from the littlest sex wage hole to the biggest â€" just as the normal pay for ladies and men in the top 2% all things considered. The Frozen North: Women win $50,000 less. Normal salary for: Top 2% of workers: $185,000 A man in the top 2%: $200,000 A lady in the top 2%: $150,000 North Dakota: Women win $70,000 less. Normal salary for: Top 2% of workers: $150,000 A man in the top 2%: $170,000 A lady in the top 2%: $100,000 Indiana: Women win $80,000 less. Normal salary for: Top 2% of workers: $170,000 A man in the top 2%: $200,000 A lady in the top 2%: $120,000 Wisconsin: Women acquire $81,000 less. Normal pay for: Top 2% of workers: $180,000 A man in the top 2%: $211,000 A lady in the top 2%: $130,000 Iowa: Women acquire $83,000 less. Normal pay for: Top 2% of workers: $150,000 A man in the top 2%: $193,000 A lady in the top 2%: $110,000 Kansas: Women acquire $85,000 less. Normal pay for: Top 2% of workers: $175,000 A man in the top 2%: $215,000 A lady in the top 2%: $130,000 South Dakota: Women acquire $85,000 less. Normal pay for: Top 2% of workers: $150,000 A man in the top 2%: $186,000 A lady in the top 2%: $101,000 Vermont: Women acquire $88,000 less. Normal pay for: Top 2% of workers: $176,000 A man in the top 2%: $215,000 A lady in the top 2%: $127,000 Minnesota: Women acquire $100,000 less. Normal pay for: Top 2% of workers: $200,000 A man in the top 2%: $250,000 A lady in the top 2%: $150,000 Colorado: Women acquire $104,000 less. Normal pay for: Top 2% of workers: $225,000 A man in the top 2%: $264,000 A lady in the top 2%: $160,000 West Virginia: Women acquire $163,000 less Normal pay for: Top 2% of workers: $160,000 A man in the top 2%: $283,000 A lady in the top 2%: $120,000 New Mexico: Women acquire $179,000 less. Normal pay for: Top 2% of workers: $158,000 A man in the top 2%: $304,000 A lady in the top 2%: $125,000 Mississippi: Women acquire $183,000 less. Normal pay for: Top 2% of workers: $150,000 A man in the top 2%: $290,000 A lady in the top 2%: $107,000 Maine: Women acquire $199,000 less. Normal pay for: Top 2% of workers: $180,000 A man in the top 2%: $324,000 A lady in the top 2%: $125,000 Alabama: Women acquire $209,000 less. Normal pay for: Top 2% of workers: $175,000 A man in the top 2%: $333,000 A lady in the top 2%: $124,000 Idaho: Women acquire $210,000 less. Normal pay for: Top 2% of workers: $150,000 A man in the top 2%: $316,000 A lady in the top 2%: $106,000 Hawaii: Women acquire $211,000 less. Normal pay for: Top 2% of workers: $180,000 A man in the top 2%: $351,000 A lady in the top 2%: $140,000 Arkansas: Women acquire $216,000 less. Normal pay for: Top 2% of workers: $180,000 A man in the top 2%: $336,000 A lady in the top 2%: $120,000 South Carolina: Women acquire $217,000 less. Normal pay for: Top 2% of workers: $185,000 A man in the top 2%: $347,000 A lady in the top 2%: $130,000 Louisiana: Women acquire $221,000 less. Normal pay for: Top 2% of workers: $200,000 A man in the top 2%: $346,000 A lady in the top 2%: $125,000 Arizona: Women procure $227,000 less. Normal pay for: Top 2% of workers: $200,000 A man in the top 2%: $367,000 A lady in the top 2%: $140,000 Nevada: Women procure $227,000 less. Normal pay for: Top 2% of workers: $180,000 A man in the top 2%: $357,000 A lady in the top 2%: $130,000 Oregon: Women procure $228,000 less. Normal pay for: Top 2% of workers: $198,000 A man in the top 2%: $378,000 A lady in the top 2%: $150,000 Utah: Women procure $228,000 less. Normal pay for: Top 2% of workers: $200,000 A man in the top 2%: $362,000 A lady in the top 2%: $134,000 Montana: Women procure $229,000 less Normal pay for: Top 2% of workers: $185,000 A man in the top 2%: $354,000 A lady in the top 2%: $125,000 Kentucky: Women procure $231,000 less. Normal pay for: Top 2% of workers: $190,000 A man in the top 2%: $358,000 A lady in the top 2%: $127,000 Rhode Island: Women procure $233,000 less. Normal pay for: Top 2% of workers: $225,000 A man in the top 2%: $383,000 A lady in the top 2%: $150,000 Michigan: Women procure $242,000 less. Normal pay for: Top 2% of workers: $194,000 A man in the top 2%: $382,000 A lady in the top 2%: $140,000 New Hampshire: Women procure $244,000 less. Normal pay for: Top 2% of workers: $220,000 A man in the top 2%: $404,000 A lady in the top 2%: $160,000 Delaware: Women procure $253,000 less. Normal pay for: Top 2% of workers: $200,000 A man in the top 2%: $403,000 A lady in the top 2%: $150,000 Oklahoma: Women procure $255,000 less. Normal pay for: Top 2% of workers: $180,000 A man in the top 2%: $375,000 A lady in the top 2%: $120,000 Tennessee: Women procure $255,000 less. Normal pay for: Top 2% of workers: $200,000 A man in the top 2%: $390,000 A lady in the top 2%: $135,000 Missouri: Women procure $257,000 less. Normal pay for: Top 2% of workers: $190,000 A man in the top 2%: $387,000 A lady in the top 2%: $130,000 Ohio: Women procure $257,000 less. Normal pay for: Top 2% of workers: $196,000 A man in the top 2%: $392,000 A lady in the top 2%: $135,000 Pennsylvania: Women procure $260,000 less. Normal pay for: Top 2% of workers: $200,000 A man in the top 2%: $408,000 A lady in the top 2%: $148,000 Nebraska: Women procure $264,000 less. Normal pay for: Top 2% of workers: $175,000 A man in the top 2%: $384,000 A lady in the top 2%: $120,000 North Carolina: Women acquire $266,000 less. Normal pay for: Top 2% of workers: $200,000 A man in the top 2%: $416,000 A lady in the top 2%: $150,000 Washington: Women acquire $268,000 less. Normal pay for: Top 2% of workers: $240,000 A man in the top 2%: $440,000 A lady in the top 2%: $172,000 Georgia: Women acquire $269,000 less. Normal pay for: Top 2% of workers: $217,000 A man in the top 2%: $419,000 A lady in the top 2%: $150,000 Florida: Women acquire $279,000 less. Normal pay for: Top 2% of workers: $220,000 A man in the top 2%: $429,000 A lady in the top 2%: $150,000 California: Women acquire $283,000 less. Normal pay for: Top 2% of workers: $250,000 A man in the top 2%: $483,000 A lady in the top 2%: $200,000 Virginia: Women acquire $288,000 less. Normal pay for: Top 2% of workers: $233,000 A man in the top 2%: $460,000 A lady in the top 2%: $172,000 Texas: Women acquire $295,000 less Normal pay for: Top 2% of workers: $250,000 A man in the top 2%: $451,000 A lady in the top 2%: $156,000 Maryland: Women acquire $296,000 less. Normal pay for: Top 2% of workers: $250,000 A man in the top 2%: $482,000 A lady in the top 2%: $186,000 Wyoming: Women acquire $305,000 less. Normal pay for: Top 2% of workers: $170,000 A man in the top 2%: $425,000 A lady in the top 2%: $120,000 Illinois: Women acquire $335,000 less. Normal pay for: Top 2% of workers: $245,000 A man in the top 2%: $505,000 A lady in the top 2%: $170,000 Massachusetts: Women acquire $351,000 less. Normal pay for: Top 2% of workers: $300,000 A man in the top 2%: $551,000 A lady in the top 2%: $200,000 New Jersey: Women acquire $355,000 less. Normal pay for: Top 2% of workers: $300,000 A man in the top 2%: $555,000 A lady in the top 2%: $200,00 Washington, D.C.: Women acquire $357,000 less. Normal salary for: Top 2% of workers: $379,000 A man in the top 2%: $637,000 A lady in the top 2%: $280,000 New York: Women win $413,000 less. Normal salary for: Top 2% of workers: $280,000 A man in the top 2%: $613,000 A lady in the top 2%: $200,000 Connecticut: Women win $444,000 less. Normal salary for: Top 2% of workers: $360,000 A man in the top 2%: $658,000 A lady in the top 2%: $214,000 This story initially showed up on Business Insider.

New Voices Award Winner Sylvia Liu Champions Diversity In Kidlit (Plus A Giveaway!)

Sylvia Liu is co-founder of the comprehensive children’s literature resource  Kidlit411 and a picture book author whose debut A MORNING WITH GRANDPA  (illustrated by Christina Forshay) won Lee & Low’s prestigious New Voices Award.   One of the most important and inspiring movements  in kidlit today is diversity, so I’ve asked Sylvia to talk  to us today about creating authentic stories with relatable, diverse  characters. Get those pencils ready because you will want to write after you read this interview! Sylvia, what does the movement “We Need Diverse Books” mean to you? For me, We Need Diverse Books means that every child can easily find stories and books that are mirrors and windows. Mirrors that reflect their own stories and circumstances and windows that show other people’s stories. This means that previously underrepresented groups need to be better represented at every level of children’s books. On the supply side, we need more diverse creators and more diverse gatekeepers (agents, editors, booksellers, librarians, reviewers). On the demand side, we need a reading public that buys and demands more diverse books. To achieve these isn’t a matter of wishful thinking or good intentions, because the societal inequalities that created the lack of supply and demand ultimately need to be addressed. For example, publishing and the creative arts are professions that are still very much based in apprenticeshipsâ€"i.e., you need to have enough money to take unpaid internships when you’re starting out, or to take creative risks. What led to you entering Lee & Low’s “New Voices” contest? I have known about the New Voices Award ever since it began in 2000 because I have been following Lee & Low for over twenty years (my college and law school friend is related to the company’s founder). Over the last five or six years that I’ve been writing picture books seriously, I have always had the award in the back of my mind. Most of my stories are not specifically geared towards multicultural or diverse topics, so I didn’t submit any until 2013, when I wrote A MORNING WITH GRANDPA. After I wrote it, I thought it would be a good fit because it told a universal story about a grandparent and grandchild’s fun and funny relationship but with specific cultural references. “When writing a diverse story, you should not  just insert a character of a certain ethnicity or race.  It is about so much more.” Can you expand upon this concept? You’re right. It’s about telling a story from deep within a point of view or culture that requires intimate knowledge or experience to that culture. It’s more than changing a name to Maria or Mei Mei. It’s inhabiting that character’s world and showing and sharing the details of that world that make it specific to the culture, ethnicity, or world view. I do believe authors are capable of writing from different perspectives and cultures other than their own, but if they do, they need to approach the story with respect and research. Going forward, what are your hopes for diversity in children’s publishing? In the ideal world, we wouldn’t  be having this discussion. We would have all different kinds of stories written by all different kinds of people, reflecting the multiplicity of experiencesâ€"social, cultural, racial, ethnic, economic, gender, ability, and more. But in the short term, as I mentioned before, I hope that gatekeepers (editors, agents, reviewers, book sellers, librarians, parents) take seriously the emerging commitment to diversityâ€"promoting and giving voice to people of color, LGBTQ people, and other underrepresented people in the industry through hiring, contracts, reviews, and book sales. Sylvia, any final thoughts? Remember that only youâ€"a specific person on this planet with a particular worldview, background, culture, family, sense of humor, and selfâ€"can tell your stories. Don’t be afraid to share your stories with your truths and perspectives, and don’t deprive the world of them. What an inspiring statement, Sylvia! I hope this sparks new ideas for  our blog readers. Thank you so much for sharing your “new voice” with us…and for having Lee & Low share your “New Voices” picture book! One copy will be given away within the next two weeks. Just leave one comment below to enter. (US addresses only, please.) Good luck!

What Is Resume Writing Services?

What Is Resume Writing Services?What is resume writing services? If you want to get your dream job, one of the things that you will need to do is to take the time to write a well-written resume. A resume is a document that will help potential employers to get a good idea about you and your ability to do the job. It is your best chance to convince the person reading your resume that you should be the one getting the job, and that is why it is so important that you make sure that you write it properly.For some people, writing resumes may seem like an overwhelming task. They will be all over the place trying to organize and type up a decent resume without actually knowing where to start. This is where resume writing services can come in handy. They are a good source of professional resume writers who are experienced in the field of resume writing.Resumes are probably the most important document you will ever create. When it comes to filling out a work application, this document will det ermine how successful you will be at the job you apply for. The result of your work application may mean the difference between getting a good job or not getting one at all. So, it only makes sense that you would want to take the time to make the most of your resume.Before you start out on your journey of creating a resume, you need to make sure that you take the time to draft a resume that is right for you. First, you need to sit down and think about what is in your background. Most likely, there are several things that could go wrong with your resume, and chances are, if you are trying to find a job in the near future, you will have some of those mistakes on your resume. This means that you need to make sure that your resume will catch the attention of the hiring manager.The next thing you need to do before you start on the whole process is to get some samples of other resumes that have been written. You can find samples on the internet or by asking around. After you have a few ex amples of the kind of resume you would like to put together, then you can go ahead and contact the person who can help you write your own resume.This service is a great way to find the services that will help you get the results you want. It will help you find a good resume writer that will work with you on the details that you want to add to your resume. You will be able to talk to the person that is helping you to write your resume to ensure that they are going to be able to help you the way you need them to. Then, you can decide which service to use to write your resume.Finally, you will need to take some time to make sure that you find the best possible company to work with. You want to make sure that the person writing your resume is experienced, and they know how to write a resume that is going to stand out from the rest. This means that you should only use a resume writing service that has experience in writing resumes.Having your job applications filled out is a really impor tant step in the career development process. It may not seem like it, but it is vital to your success as a person. One of the best ways to do this is to work with professionals who will take the time to write your resume to the best of their ability.