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I talk to mine all the time in a meditative state. I’ve asked thousands of questions—many sent to me from all over the world to ask. I publish them in my weekly free newsletters, all archived on my website on my Articles and News page since 2007. They are 52 weeks a year, and most range between 10 and 14 pages.My Guardian Angel (GA) tells me there are a little over 1 million “whole souls,” which are very old in our terms and are called “Golden Light Beings,” and glow a golden light. They prefer the term “Servants of the Creator,” since the Creator of our universe put out a call for souls to volunteer for this duty. My GA Theo humorously says that when the Creator put out a call for these souls, the job description said, “Only Golden Light Beings Need Apply.”My first three books, which I call THE GENTLE WAY series, shows how you can request Most Benevolent Outcomes in your life, which are filtered through your own GA. I was voted “Best Self-Help Author” for three straight years by the readers of a health magazine. It works PERFECTLY! You can read free sample chapters of all three books on my website at The Gentle Way by Tom MooreYou can also read questions I ask each week on my free weekly newsletters. Here is a link to my latest one, which you may subscribe to if you wish. Impeachment, Yellowstone, Trial, Faeries, ET's, Abortions, Spirit Phone

Watch your languageScrutinize and edit job descriptions for exclusionary and gendered language.I once found a job description with a line about "must report to his supervisor." There is no reason ever to publish a line like that, not in this millenium. Needless to say, I did not apply.All those "ninjas" and "rockstars" could at least be women, but that's probably not the first image in your mind or theirs.Some language in job descriptions is so subtly gendered than most people never notice it—even those who are discouraged by it. Here is one study on gendered language and its effects: You Don’t Know It, But Women See Gender Bias in Your Job Postings. The Geek Feminism Wiki further suggests in Reducing male bias in hiring:Emphasize objective, measurable, and relevant qualifications over "cultural" or male associated personality traits.Evaluate your hiring criteria and procedures carefully to make sure they are not emphasising "cultural fit" qualities that actually mean "very like us".Call out specific skills that women are socialized to be comfortable with associating with themselves: collaborative working style, interpersonal skills, time management.Be careful about listing abilities in your job descriptions, too. Does a desk job really require climbing stairs and lifting 40lbs., or could someone use a cart, an elevator, and maybe a phone to move the occasional box? If you include that requirement, you unnecessarily exclude a qualified candidate who happens to have a bad knee. (Alas, this is not a hypothetical example, either.)A requirement such as, "5-7 years experience" excludes older workers, yet it is all but ubiquitous.The rest of your public image and recruitment material should support, or at least not undermine, your preference for diversity. If your website shows only token diversity in a bad stock photo, or if your last conference or trade show featured "booth babes" or landed you here (or should have), try again.Target your publicityAdvertise your job openings to the Society of Women Engineers, the Black Student Union, the Latino Student Union, and the Disability Resource Center. Many campuses have groups like these. The placement center or alumni association should be able to put you in touch.Blind auditionsI'm not the first person to suggest this. In the 1970s, orchestras began conducting auditions with a screen concealing the candidate. The proportion of women and minority candidates who were accepted leapt. It's entirely possible that you don't recognize your biases any more than those conductors did.As a first step, anonymize resumes before screening them. Various studies find that job-seekers with 'white' names get more callbacks than 'black' names (see also ‘Whitening’ the Résumé) and that resumes with men's names get better results than those with women's names. Try having a person (or computer) not involved in the screening process remove the names and any obviously identifying information (years of graduation, dates of birth, photos if they're volunteered) and see if you or your screening team comes up with a different mix of candidates to call back.There are other, subtler clues to a person's identity. One additional step is to conduct a part of the screening interview online, and to give the candidates an opportunity to take a quiz or do a puzzle or exercise online. Such a process would give candidates a way to show their stuff without showing their names, and it might also help to screen out folks who indiscriminately scatter resumes at any vaguely-promising job description on the web.Google has something along these lines. If you search for enough Python commands and tips, it pops up with an Easter egg that says "You're speaking our language. Are you up for a challenge?" If you accept, you get a series of puzzles, with increasing difficulty. If you complete some number of them, you will hear from a recruiter.All this may require changing, or at least rebalancing your tendency to hire mostly based on referrals, especially if your network of people you've always worked with wasn't very diverse to begin with.Hire interns and new gradsEvery employer in the universe wants employees who can "hit the ground running." Yet the experience which allows a job seeker to do so has to come from somewhere. Think back to how different your first job was from your formal education, about how much you learned—and how many connections you made—during your first few years on the job.This is one part of your "pipeline" that you as an employer have direct control over. If candidates from underrepresented groups have a harder time finding a job out of school, they are that much more likely to end up following a nontechnical or less-technical path.Hire older folksThere seems to be a tendency, especially in technical job descriptions, to require "five to ten years" of experience. Are employers afraid that more experienced folks will cost more? That they'll have bad habits? That they'll have outdated skills? Less time and energy to spend on work? Age is also diversity, and it usually comes with experience. We might all learn from those who have been working for awhile.Anyone spending too short a time at each company where they've worked is “job-hopping.” Anyone spending too long may be branded as not ambitious. I think the former may be a more valid criticism, depending, as always, on circumstances. (If the contract ended after three months, it could just mean the work got done.) As for longer-duration employment, what's the matter with remaining at a single company as long as one is growing and learning? Indeed, many companies used to expect it.Train and support your new peopleAs you build your team, give new people an opportunity to grow and advance. Two caveats:Don't be condescending about it. Training and orientation should be welcoming, and similar for all new hires. It should not be something that happens as a sort of punishment for those who are perceived as underperforming.Remember that your culture can grow, and become that much richer in the process. You're trying to give the new people the skills they need to achieve, which is not the same thing as pushing them to fit into your existing culture.Make sure your diverse technical staff doesn't get sidelined into supporting roles.Make sure women, especially, on technical teams don't get pigeonholed into doing things that are not as technical (ordering office supplies, technical documentation, "office mom"), or into doing cleanup work (bug fixes no one else wants, QA) instead of whatever "real" design or development work they signed on to do. Even ending up in project management might not be someone's preference, who was aiming for tech. There's a great article here on this effect as relates to women on technical teams: Women in Tech and Empathy Work. (For once, there are civilized, cogent comments, as well.)Move toward a "critical mass" of diverse team members.Critical mass does not necessarily mean gender parity or ethnicities or whatever else in proportion to the general population, or even with the pipeline. While that could be an eventual goal of diversification, critical mass simply means having enough diversity that nobody has to feel like the lone or "token" representative of a group. Jay Newton-Small discusses this point in the context of women in US politics. I think her point makes just as much sense in the context of tech teams.Diversify your leadership, tooYour senior technical staff, managers, executives, and board should all be moving in the direction of diversity. Remember, these are the people who hire, inspire, and support your technical team, and who set the company culture and direction.(Don't) Mind the GapGaps in resumes are anathema, and treated as one of the biggest "red flags" out there. Yet they may simply mean that a candidate from an underrepresented or non-traditional group had a hard time finding work. For women, especially, absences from work may also result from spending time taking care of family. Whether young children, aging parents, or others need care, women still end up doing a disproportionate amount of the caring. Either way, reconsider those resumes with a gap, and don't disregard someone or restart the clock on experience just because of some time spent out of the workforce. Anne Marie Slaughter has many wise things to say on this subject.Give real flexibility to all employees, especially for familyIt's good for families if both moms and dads take parental leave. Having dads taking their fair share of leave takes some of the pressure off new moms, and it also makes it ok for the moms to take off enough time. New parents—all of them—are sleep-deprived and likely to have their minds elsewhere. This policy needs to continue past the infant stage. If a child is sick, or it's time for a teacher conference or a big game or a school play, it needs to be ok for a parent to take a little time during the day, or to work from home. Here's one good discussion of the benefits of workplace flexibility.Work collaboratively towards building everyone up rather than tearing each other down.The article Inside Amazon: Wrestling Big Ideas in a Bruising Workplace discusses the brutal "rank and yank" policy there and some of the ways that it manifests in terms of employee retention and diversity. Contrast that with Bill McDermott's story of really helping and supporting whoever most needed it during a given month or quarter. This sort of initiative is good for retaining and growing all employees, and helping everyone achieve their potential, rather than simply beating up and throwing out those who "can't keep pace".Give your employees a mission and a purposeThis does not mean simply having a vague run-on sentence of a platitude titled "mission statement" engraved in a plaque on the wall. It means doing something that matters, and giving your employees enough latitude and ownership to really do their best.Don't disregard the pipelineTo separate the question of diversity from the “pipeline” and from social mobility and social inequality as a whole, is to miss a large part of the greater picture.Technology companies could start by making sure their contractors (janitors, cafeteria workers, bus drivers, etc.) and the people working in their supply chains are paid living wages, have safe and humane working conditions, and that they have health coverage.They could let universities know that they're interested in a more diverse selection of candidates. They could sponsor scholarships and even college testing and application fees.They could reach out to K-12 education in many ways, whether by encouraging employees to judge science fairs, or sponsoring science camps for kids, or working with schools on projects like the FIRST Robotics competition. Sponsoring a Maker Fair or maker space in a community would also make a big difference.Of course, the pipeline is a much larger question and outside the scope of the details of this question. My point is that it is not so far removed as much of the corporate world seems to believe.

I would be describing Sanitation workers. They have been described by many as I scrolled through answers but I would not be talking about sewage cleaners or the jobs already described.I would be mentioning a job which seems less challenging but is deadlier and none of us can do that.These people deserve respect at least through our answers if they don’t get it in real life.The job is arranging our garbage into the vehicle that carries the garbage.Image source: My CameraMost of us think that they are not important, even some highly educated people don’t acknowledge their jobs (I have seen it).What is their job?Mr. Narendra Modi launched “Swachh Bharat Abhiyan” (Clean India Mission). As a effect of this program, everyday the vehicle for the purpose of domestic garbage collection circulates about 3–4 times a day throughout in residential areas.A driver is appointed and two ladies are made to arrange the garbage into wet and dry categories as you can see from the picture.The vehicle is having a loudspeaker with awareness songs for Swachh Bharat Mission.What is so deadlier about the job?Can you see any gloves? Do they have Sanitizers? Do they know the after-effects of their job? Unfortunately, the answer is No.They are constantly in vicinity of pool of infectious organisms. I can tell you names of about 50 bacteria which harbor in such medium.They handle our garbage, separate the wet and dry parts without any gloves, without any sanitary equipment. I hope government provide health insurance and regular checkups for them and their families.Why don’t they take sanitary precautions?The hard hitting answer is because they are poor. They are not well educated. Some of them might even not have knowledge of consequences of the job.Some of them know the consequences but still they take up the job because they have to feed their children, make them go to school.Why their job is underrated?Their job is to arrange the garbage not picking up the garbage from your dustbin. Their job description doesn’t state that they have to come to your home for collecting garbage. Don’t make them do so!I have seen people ill-behaving with them, disrespecting them. Please be civil with them! They are doing the job by keeping themselves and their families at risk.What we can do? How can we acknowledge them?First I would mention what my mom does. My mom gives them clothes. As she is teacher, she also gives them books, note books and stationary material for their kids. She also fights for them and let people know that picking up the garbage from roads and home is not their job.Not all of us are obligated to do aforementioned things for them. But I think the least we can do is respect them, acknowledge their job.Don’t consider them inferior to us. Because no body can volunteer to do their job in the work environment they do.So I guess they are better than us.See Another Pic:Let’s become a better person :)