B belonging U understanding C control E self enhancement T trust.

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2 B belonging U understanding C control E self enhancement T trust

3 Prefrontal cortex general area Amygdala general area Hippocampus general area

4 The Hippocampus plays a role in the memory process. The PFC plays a role in the executive functioning process (decisionmaking). The amygdala plays a role in the sympathetic nervous system (alert/danger center).

5 Hippocampus LOW SES CHRONIC STRESS PFC Amygdala

6 Low SES status and language development is complex Mounting evidence suggests that Low SES is correlated with Language Impairment Speech Impairment

7 High levels of salivary cortisol Low memory capacity (affects language processing and development) Increased amygdala response activity heightened and constant alertness Limited PFC utilization

8 A tough façade A mentality that indicates a willingness to survive at the expense of others A reluctance to smile b/c life is not fun A feeling of isolation and being negatively stereotyped

9 Fear of being vulnerable Random violence The threat of violence Increased activation of the sympathetic nervous system - Fight or Flight

10 Most interpersonal communication understanding is derived through relationship and context, resulting in increased ambiguity and lower other understanding. Emotion recognition is limited due to a restricted vocabulary. Increased feel it deal it behavior manifestations.

11 Many individuals who are affected by low SES conditions exhibit the following behaviors in the workforce: Impulsivity Poor team work skills Limited communication skills Poor work ethic Limited personal life management

12 More than 600,000 employers commented on low SES populations and indicated the following workplace deficiencies: Written Communications = 80.9 percent Professionalism/Work Ethic = 70.3 percent Critical Thinking/Problem Solving = 69.6 percent Oral Communications = 52.7 percent

13 Practically everyone has to check a piece of themselves at the work door. The longer you work and stay faithful to the little things the more equity you will earn. Placing emphasis on Employment Retention skills pre-employment. Utilizing intervention assistance from HVRP Job Readiness specialists to demystify invisible contemporary work ethic rules.

14 You will judge yourself by your intent, whereas others will judge you by your behavior. Unknown

15 The Big Four employer based non-verbal skills Getting to work on time Being at work everyday when scheduled Following the supervisor s instructions Getting along with co-workers These factors are how employers evaluate work ethic within the first month of employment.

16 The willingness and ability of a new employee to adopt roles, relationships, and routines that align with the unwritten and often invisible principles of work ethic.

17 Individuals have the ability to adapt to new environments and different communication codes. Neuroplasticity the brain has the ability to grow throughout the life span. Pruning - if you do not use it you will lose it. Adopt and Adapt Code shifting agility is vital to survival.

18 The ability to understand, utilize, and interpret multiple communication codes, depending on the environment and the communication context.

19 Adaptability Work experience Boundaryless spirit EMPLOYABILITY Career Identity Vocational Self concept Job matching traits Human & Social Capital Self efficacy Who you know and who knows you

20 Understanding how individuals currently view the role of employment is important to the establishment and maintenance of positive employment routines and habits that ultimately result in a positive work ethic. The goal of this employment value orientation scale is to help readers evaluate the individual value placed on employment.

21 5 = Cooperative orientation (helping self and others in the work environment) 2 = Individualistic orientation (interested in self over others in the work environment) 0 = Competitive orientation (highest discrepancy between helping self over others in the work environment)

22 Issued updated enforcement guidance on employers use of arrest and conviction records when making hiring decisions Call for employers to assess applicants on an individual basis rather than excluding everyone with a criminal record through a blanket policy

23 Guidance provides significantly more detail and direction for employers. Provides specific recommendations for how employer criminal record policies should be designed to comply with Title VII Can be found at: _conviction.cfm

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