“Green collar” jobs, as they are called, are available at a variety of skill, education, and experience levels. Engineers aren’t the only professionals in demand.  Like other industries, the renewable energy and energy efficiency sectors also need electricians, accountants, IT managers, assemblers, truck drivers, and other workers, according to the American Solar Energy Society.

Green jobs can be found or even created in any field as long as they truly preserve or restore the environment. Interior designers or furniture manufacturers could be considered green-collar if the material that they use is environmentally friendly. Food production, landscaping, and even manufacturing, one of the industries hardest hit by the recession, provide fertile areas for opportunity. “The electrician skills that they’ve been teaching for decades apply to building new wind farms as well,” adds Jessica Finn Coven, policy specialist and leader of the green jobs program at Climate Solutions, a regional nonprofit in Seattle.

Wind turbines and photovoltaic panels require building, installation, and maintenance. They require the same traditional skills that mechanics possess to build and maintain. Former auto industry employees could upgrade their skills to find work in a wind turbine manufacturing plant. The national average salary for this position is $50,305. A worker with fabrication and assembly line experience could garner an average salary of $35,036 as a solar fabrication technician.

According to the American Wind Energy Association, while many other industries were shedding jobs in 2008, the wind energy sector created 35,000 new jobs. Project engineers, marketing managers, and senior finance analysts are among positions available in the wind sector.

For those who are looking to get involved in the wind power industry, try states such as North Dakota and Colorado. California is another state where energy and environment-related positions in wind power are plentiful. To learn more about the wind sector and other areas of the green energy industry, visit Duke University’s Center for Globalization, Governance & Competitiveness at www.cggc.duke.edu/environment/climatesolutions to read the series Manufacturing Climate Solutions. To view jobs in the wind energy sector, visit www.awea.org/pubs/factsheets.html and click on Resources.

Green Job Training and Certification Programs

U.S. Green Building Council
The council provides training and resources that prepare workers for the LEED Professional Accreditation exam. Credentialed professionals will be able to identify whether a green facility meets Leadership in Energy and Environmental Design (LEED) certification standards. www.usgbc.org

The North American Board of Certified Energy Practitioners
The board offers solar thermal installer certification for contractors, foremen, supervisors, and journeymen. www.nabcep.org

Eco Institution L.L.C.
Eco Institution’s eco consultant certification is an auditing course that prepares individuals to assist and consult others in creating eco-friendly spaces, businesses, and products. www.greenconsultant.com

American Rainwater Catchment Systems Association
The association’s rainwater harvesting professional accreditation course provides individuals with an in-depth understanding of rainwater catchment systems so they are informed enough to advise on the subject. An exam is required for accreditation. www.arcsa.org

GreenPlumbers USA
GreenPlumbers’ training is 32 hours of instruction for plumbers and other professionals in the industry about the newest energy-saving technologies in plumbing services, plumbing’s environmental impact, and implementing water conservation. www.greenplumbersusa.com

—Shahdai Richardson

Professional Organizations
The Global Wind Energy Council is a trade association that provides a forum for the wind energy sector at the international level. Its mission is to ensure that wind power is established as one of the world’s leading energy sources. www.gwec.net

Social Venture Network’s mission is to inspire business and social leaders to build an equitable economy and sustainable planet. It provides forums, information, and initiatives that enable leaders to work together by sharing best practices that help companies generate healthy profits. It also offers programs that support the professional development of members. www.svn.org

African American Environmentalist Association is a national nonprofit organization dedicated to protecting the environment; enhancing human, animal, and plant ecologies; promoting the efficient use of natural resources; and increasing African American participation in the environmental movement. The association works to clean up neighborhoods by implementing toxics education, energy, water, and clean air programs. The group resolves environmental racism and injustice issues through practical environmental solutions. www.aaenvironment.com

American Association of Blacks in Energy is a national association of energy professionals dedicated to ensuring that African Americans and other minorities are involved in the discussions and developments of energy policies and regulations, research and development technologies, and environmental issues. The association also encourages African American students to pursue careers in energy-related fields and provides scholarships and other financial aid. www.aabe.org

Green for All is a national organization that works to build an inclusive green economy that can lift people out of poverty. It collaborates with the business, government, labor, and grassroots communities to implement programs that increase jobs and opportunities in green industry.
www.greenforall.org

National Association of Energy Service Companies promotes energy efficiency in various ways, including taking part in legislative proceedings that affect energy policy. www.naesco.org

American Solar Energy Society is the nation’s leading organization of solar professionals and advocates. Its mission is to inspire energy innovation and hasten the transition to a sustainable energy economy. www.ases.org

The National Association of Environmental Professionals
is a multidisciplinary association that promotes ethical practices, technical competency, and professional standards in the environmental fields. Members have access to the most recent developments in environmental practices, research, technology, law, and policy. www.naep.org

Many states have their own renewable energy, green industry, and environmental associations.

This article originally appeared in the April 2010 issue of Black Enterprise magazine.

Click here for more BEing Green articles on African Americans, energy and the environment.

The Facts

– Occurs in 1 in 72 women

– About 10% of ovarian cancer cases are related to genetic mutations which can be passed down from the mother’s or father’s genetics, so men can be tested for the BRCA1 or 2 mutations.

– About 68% of women diagnosed are age 55 or older; almost 32% of women diagnosed are age 54 or younger

– While ovarian cancer risk increases with age, people as young as 6 years old are diagnosed with the disease

– Early detection improves survival rates

– Causes symptoms, even in early stages

– There is no general screening test for ovarian cancer.

Symptoms

See a doctor if symptoms persist daily for more than a couple of weeks.

– Bloating

– Pelvic or abdominal pain

– Difficulty eating or feeling full quickly

– Urgent or frequent urination

– Fatigue

Non-exclusive Ovarian Cancer Symptoms

– Indigestion

– Painful intercourse

– Back pain

– Constipation

– Menstrual irregularities

The Risks Indicators

– Personal or family history of breast, colon, or ovarian cancer or genetic mutation of the BRCA1 or BRCA2 genes; The Ovarian Cancer National Alliance recommends that people talk to a genetic counselor to go over the risks and usefulness of genetic testing

– Have had difficulty getting pregnant or never given birth

Early Detection

–There is currently no routine screening test that exists for ovarian cancer. The Pap test does not screen for ovarian cancer; it screens for cervical cancer and infections. The three methods for screening ovarian cancer are as follows:

–CA-125 blood test—CA-125 is a protein found in greater concentration in cancerous cells. The test is used to evaluate the disease’s progress and tumor response in patients undergoing treatment, and to monitor the levels of CA-125 in women in remission for disease recurrence.

–Transvaginal ultrasound—The ultrasound is used to examine a woman’s reproductive organs including the vagina, uterus, fallopian tubes, and bladder. This is done by inserting a probe into the woman’s vagina. The probe sends off sound waves which reflect off of body structures. The waves are then received by a computer that turns them into a picture the doctor can examine.

–Manual Pelvic or Rectum exam—A doctor places one or two fingers into a woman’s vagina or rectum and another over her abdomen to feel the size, shape, and position of the ovaries and uterus. Ovarian cancer is usually in an advanced stage if it is found during a pelvic exam.

After Diagnosed
1. See a gynecologic oncologist for consultation
2. Immediately, move onto treatment, which is usually aggressive surgery called debulking
3. Chemotherapy usually follows surgery

Support Once Diagnosed

– Decide how you are going to tell your friends and family. Make careful decisions how you tell young children about your cancer.

– Learn and talk (with friends or family) about the possible emotional and physical changes the cancer can cause to prepare yourself and accept the changes

– Seek out cancer support groups so that you have those group of people you can turn to for advice and needed discussions

– Talk to your employer about any accommodations you may need during or after your treatments.

– Get a family member or friend to be your support system. Being diagnosed with cancer can be very overwhelming so have someone with you at doctor’s appointments taking notes and helping you keep up with the information the doctor is providing. Have someone learn about the disease along with you.

– Try Websites such as www.caringbridge.org, which allows people to create a personal Web page to connect with loved ones during treatment. Or www.sharethecare.org which allows loved ones and friends to organize ways to help you through your daily life while dealing with cancer.

Reducing Risk
Stay informed about the new research, treatment, and diagnosis methods that arise if you are highly at risk.

Informative Websites

–Ovarian Cancer National Alliance provides news, resource, and general information about ovarian cancer

–The National Cancer Institute

–American Cancer Society

–Women’s Cancer Network of the Gynecologic Cancer Foundation can help people connect with doctors

–Facing Our Risk of Cancer (FORCE)

–The National Ovarian Cancer Coalition

–Ovarian Cancer Research Fund raises money and provides information about funding for ovarian cancer research

Discussion and Support Resources for Patients, their loved ones, and Caregivers

The Ovarian Cancer National Alliance Support Community

Association of Cancer Online Resources, an ovarian cancer list serve that gives many people support and insight

September is Ovarian Cancer Awareness Month. Find out more information at some of the above Websites and at www.ovariancancerawareness.org

Source: Ovarian Cancer National Alliance

Resources:
For more on Ovarian Cancer, see “When the Killer Is Not So Silent”

Presidential Proclamation: National Ovarian Cancer Month

This article originally appeared in the September 2009 issue of Black Enterprise magazine.

Sodexo, one of B.E.’s 40 Best Companies for Diversity, hired 70,000 employees in 2008, 38,000 of them ethnic minorities. The company has been actively recruiting college students and recent graduates like Nelson, 22, for entry-level positions at conferences and job fairs; through employee referrals, online job boards, and minority trade journals; and at 29 colleges and universities, which are networked with various company mentoring programs and its Future Leaders Internship Program.

Sherie Valderrama, senior director for Sodexo’s Talent Acquisition Group, says that the company has been able to extend its outreach to younger applicants through social networking tools such as Facebook, Twitter, and LinkedIn.
“Sodexo believes that college hires are the future leaders of our company,” says Cassandra D. Caldwell, Ph.D., director of college and strategic relations. “College graduates bring fresh perspectives to our business lines, which gives us a competitive advantage.”

The food and facilities  services company also has a variety of programs to support the growth and advancement of new hires. At press time, Nelson was halfway through the Come Alive with Sodexo training, which provides new managers with tools and knowledge needed to flourish in their first year. Other training assistance includes Sodexo University and an Educational Assistance Program that reimburses employees for outside job-related education. Intergenerational Network Group (iGen), is its newest initiative, which provides a learning exchange of work and life issues between different generational groups of employees within the company. The Spirit of Mentoring IMPACT is a formal program that encourages cross-divisional, culturally diverse partnerships; Peer2Peer, which is exclusively for Employee Network Group members, provides professional development; and BRIDGE is a mentoring initiative for employees within Sodexo business lines.

Through Sodexo’s Future Leaders Internship Program, Nelson was assigned a mentor and learned professional skills such as giving constructive feedback, adhering to company policies and labor laws, and conducting food and safety trainings, which she continues to use. “I feel prepared and ready to do my job,” says Nelson of the internal training and mentoring support. “They are going to tell you when you’re right and help you when you’re wrong. [They] have your best interest and the company at heart.”

Sodexo has nearly 800 management and executive-level positions open throughout the U.S. Visit www.sodexousa.com/usen/careers/careers.asp to learn more about career and networking opportunities. E-mail Internships.USA@sodexo.com for an application for the Sodexo Future Leaders Internship Program.

Godfrey

“The goal is bring more of the game to Central and South America,” says Godfrey. “By using that strategy, we hope to bring the game to more people in those regions of the world.”

Godfrey, who began his career as a corporate lawyer for Dewey & LeBoeuf law firm in New York City, admits his only challenge has been learning the technology which he is marketing. But grasping the basic concepts of how the technology of his brands works has been a useful starting point as he cultivates new career skills, which will open a variety of prospects to him in future professional endeavors. He owes the opportunity to work in this new space to his network.

“Having relationships with very senior people over the past 15 years was crucial in my transition both to Lehman and to MLB,” says Godfrey. A friend he met during law school at Georgetown University told him about the MLB position over a series of face-to-face meetings months before he was hired. “It’s crucial to really understand and recognize that the people that you have met in your professional life are the people who are inside organizations and are aware of trends and opportunities, and can then share that information with you so that you can pursue those opportunities.”

Godfrey believes that simply posting resumes online is not enough to find employment in this current economic environment. “[Online job searching] is a very tough road,” says Godfrey. “A number of the opportunities that I took a look at before landing at MLB never even made it to the Internet.”

But maintaining your network is much more than gathering acquaintances. Godfrey says what people in your network think of you is just as important as growing the network itself. Your associates have to see you as a talented professional with something to offer an organization, someone who is known in the marketplace as reliable and trustworthy, with good ideas.

He says professionals begin to develop that type of reputation in how you treat all coworkers, how you demonstrate your talents, and how you communicate your successes. “Every conversation is an opportunity to sell yourself,” Godfrey says. “Once you come through the door it is important that you’re selling yourself to everyone – from the CEO on down to the receptionist– it all counts. Make a memorable impression.”

He has realized that developing a broad range of relationships in business does require some dexterity. “Negotiation skills are essential,” says Godfrey. In a business where he has to constantly build partnerships for the company, Godfrey has learned to make sure all involved parties are happy. “Forming strong partnerships where all the partners benefit is really the task that [creates] lasting relationships,” Godfrey says.

He has also learned the value in broadening your professional experiences. He believes staying in the same position or company for too long can limit your experience, skill and network development. “A variety of experiences is something that every young professional has to take a look at. I’m not sure if I did that as well as I could have.”

Secretary of Labor Hilda L. Solis says grants provide funding for local public entities and private non-profit organizations that develop training and employment placement service projects. Applicants may include labor organizations, healthcare providers, education and training providers, faith-based organizations, community organizations, and Workforce Investment Boards.

“Healthcare and other fields are home to professions that pay family-supporting wages and offer opportunities for career advancement,” says Solis. “Training programs funded through these grants will help a diverse group of workers in communities across the country gain the skills needed to get good jobs in promising industries.”

The Employment and Training Administration (ETA) will oversee the distribution of funds to all grantees. They plan to fund 45-65 grants costing between $2 million to $5 million.

Project training may address skills needed in emerging industries in specific regions offering jobs and careers left vacant due to lack of qualified workers. About $25 million is reserved for projects in areas affected by automotive industry restructuring. This will help unemployed auto workers gain new skills for emerging jobs, says Ed Montgomery, executive director of the president’s Auto Communities and Workers Council.

According to the Department of Labor, grantees’ projects will train unemployed, dislocated, and incumbent workers. Among those workers may include individuals on public assistance, high school dropouts, disabled workers, veterans, Native Americans, and those with limited English proficiency.

A technical review panel convened by the ETA will evaluate competition applications against the selection criteria set forth in the Solicitation for Grant Applications (SGA). Selection will also be made with consideration of other factors such as urban, rural, and geographical balance. Projects are required to provide workers with training and information regarding growing industries that are expected to add many jobs to the economy and require new skills due to evolving technologies.

Before the October 5 application deadline, a Webinar with more details will be available after August 12 at Workforce3one.org. Application information can be found at Doleta.gov.