How To Get a Better Job Using LinkedIn

Connect With More Job Opportunities When You Follow These Easy-to-Do Tips

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It's not what you know it's who you know...


You've probably heard some variation of that in the past. The thing is, you need to be connecting with and getting to know the people in your industry if you want to have a better chance to snag those golden opportunities that come along. And you want to do it before anybody else knows about them.

There's no better place to do that than on LInkedIn where you can connect with just about anybody at any company in the U.S. Don't just jump to the end where we tell you how look for jobs, first make sure your profile is set up properly so that you can attract the right opportunities, and be seen by recruiters who are looking for applicants just like you.

Keep reading to see exactly how to do that...


First things first...


Spring for the Linkedin Premium Membership – Yes It’s Worth It.

Choose the “Job Seeker” option. This lets you have three free inmail messages per month. Inmail allows you to communicate with people you aren’t connected to on Linkedin. You can directly email people at the companies you are interested in.

The cost for the premium membership pays for itself because in addition to being able to communicate with anyone at any company, you can also see more details in the jobs section such as salary information. They offer a one-month free trial so you can test it before you commit to buying.


Set up your LinkedIn Profile Properly

Incomplete or Sloppy Profiles Get Zero Traction. So don't make the mistake of phoning it in.


1)    Use a photo that portrays you in a professional light. That means dress professionally in the same type of clothing you would expect to wear at an interview for the job you want. It doesn't have to be a professional photo shoot. You can have a friend snap a cell phone picture, but use a neutral background and get a close up on your face.


2)    Write a Linkedin Profile headline that includes your core marketing message and your most enticing expertise. Remember that people search profiles by keywords, so know what keywords apply to your desired job and use them in your headline and summary. Make sure you do a thorough search through the job postings to see what keywords they are calling out for the job you want. You can also see how your skills match up with other applicants and what keywords the recruiters are looking for when you look at posting inside Linkedin Jobs.


3) Be sure to include the thing that makes you special in your summary or headline. Pretend you told someone what you did and they said, “so what?” How would you explain why what you did mattered?  Recruiters are speeding through profiles looking for talent. Use your headline to tell them why they should stop and read your summary. Be specific instead of vague.

Examples of good Linkedin headlines:

PMP-certified project manager – Known for successfully leading multi-million dollar projects in developing countries.

Caring Registered Nurse Navigator who helps women diagnosed with breast cancer navigate their cancer treatment plan and connect to resources, information, and support.

4)   Write 3-5 paragraphs for your summary that describe your key skills and unique qualifications as well as industries you specialize in. Lead with a key result. For example, if you are looking for a job as an advertising manager, lead with a specific result and a key strength such as, “as the ad manager for a Fortune 500, I was responsible for doubling the number of qualified leads delivered to our sales department. This contributed to revenue growth of 30%.


5)   In your experience section create bullet points that encapsulate your best results. Instead of just listing job duties, focus on your accomplishments. What made you great at your job? Did you get any awards, or accolades for what you accomplished? Did you save the company money, help it grow, or empower your team? Add a sentence that explains why what you did was important. For example, if you handled client reporting, instead of listing the number of reports, explain the benefit: that clients consistently received timely updates which improved client relationships and reduced customer service inquiries.


Build Trust and Credibility With Your Profile


Make sure you have at least 50 connections. By joining groups and interacting with others, you can quickly grow your community so that you can start connecting with the people who matter in your industry.


Request Linkedin recommendations from people you have worked with and ask them to endorse you for specific skills. Make sure you identify your skills in the skills section and that the skills you select are a match for the skills employers are looking for.


Keep top of mind with all your connections by regularly updating your status. Create an article, or share somebody else’s. Use a content site like to search relevant topics and see if you can repurpose them into a post or article, or share them on your Linkedin feed.


Join Linkedin Groups. The benefits are two-fold. Not only do you get to interact with people in your field and ask and answer questions, you can also contact people within the group for free. Choose groups that have active members and ongoing discussions for best results.


Use Linkedin to Find Jobs & Research Employers


1)    Create a spreadsheet with a list of top 100 dream companies. These are your dream companies that you want to work for. International students should start with the U.S. Companies who are hiring H1B Visa Applicants. You can find the list in our Job Search Success Plan.


2)    Use Linkedin to research the companies in your list. You can also find companies in your area that you may not have known about with the advanced search function. You can search by zip code, industry, company size and keywords. Click on the company profile to learn more about the company and find employees who you can reach out to and add to your network. Most people are open to providing informational interviews or having get acquainted chats.


3)    Use Linkedin Jobs to find active job postings. In addition to applying online, see if you can initiate a conversation with someone who works at that company. This is where you can use your connections to introduce you to someone and ask for an informational interview to learn more about the organization and the hiring process. The goal is to find out who the hiring manager is and establish a relationship with him or her through your network.


Click on the jobs icon in the tool bar at the top of the page. You can search jobs by location, experience level, company and if you use the “more filters” option you can search by salary level. When you click on the job, Linkedin will show you how your skill set matches up against the competition and against the keywords the recruiter is looking for. This will help you optimize your profile with the correct keywords, and select the skills at the bottom of your profile that you want to be known for.


If You Already Have a Job and Are Looking – Be Discreet

Make sure your privacy settings are correctly set. When you sign into your profile, find privacy settings from the drop-down menu in the right-hand corner of the page under the icon that says “me.” You can define who can see your profile and who can’t.

Don’t forget to scroll all the way down the privacy settings area until you get to the “Job Seeking” section. Select “yes” to sharing your profile when you apply for a job, and “yes” to letting recruiters know you are open to opportunities. This way you will show up in their searches.


Keep At It & Don’t Get Discouraged

Finding a dream job that leads to a good professional career takes time and energy.

Don’t be discouraged if you don’t get results right away. Look at the time you spend making connections in LinkedIn as the job you are doing now until you land your dream job.

Use your list of Top 100 Dream Companies to keep track of the companies you are interested in and the conversations you have had with your connections at those companies. You can also include links to their Website, emails, phone numbers and any research you have collected on them. This way you have lots to talk about with your connections, and are better prepared for the interviews you get as a result of your efforts.

Career mistakes by International graduate students

Career mistakes by International graduate students

I work with international students attending universities and graduate schools in California.  Here are some of the things I tell my members about career mistakes that I don’t want them to make.

1.      If you seek a sponsorship, first find an internship, prove your worth, exceed the employer’s expectations and motivate them to extend you a “sponsorship” in the future.  Sponsorships are hard to find, first demonstrating your value and trying to become indispensable may be much easier.

2.     Many young graduates are very idealistic about what they want to do to launch their career.  However, the better strategy is to find a job where you can demonstrate your skills and make an impact.  Then, look around and see what might stimulate your passions at work.  Your first job will not be your last job.  Many jobs are offered to existing employees before being advertised outside the company.

3.     Resumes are only a paper which doesn’t have a personality, so I tell them to prepare “Objectives” at the top of their resumes showing some of their soft skills and which they can adapt depending on the job they are applying.  Tom Rath’s book “Strengthfinders 2.0 is an excellent way to find your strengths which you can use in both your resume Objective (and elevator speech).  The rest of the resume stays the same for all their applications.

4.     Young graduates still in their 20s should take risks with their careers; remember that if you are hungry to learn, you can do anything.  “I can do whatever is needed is a better answer than I have never done that before.”  I have had students who studied language as an undergraduate and then received an MBA, get jobs as a real estate analyst and as a bank underwriter; neither of which did she have previous experience.

5.     Negotiation of compensation is important, especially if you have more than one offer.  However, don’t make compensation the central issue of your job search.  I think one’s career goals are to create choices.

6.     Last, differentiate yourself from all the other applicants; try to be impressive and to be remembered.  This is the best way to get your resume to the top of the pile and improve your chances of getting an offer.



Revealing Amy Cuddy’s Research on Body Language

Body language affects how others see us, but it may also change how we see ourselves. Social psychologist Amy Cuddy shows how “power posing” — standing in a posture of confidence, even when we don’t feel confident — can affect testosterone and cortisol levels in the brain, and might even have an impact on our chances for success.

Fact Sheet: The State of Asian American Women in the United States

Originally posted by Marcus T. Smith on

Sen. Mazie Hirono (D-HI) holds a hearing in the Senate Judiciary Committee about immigrant women and immigration reform

Asian American women are a growing and influential constituency in the United States. Asian American women’s share of the female population will grow from 5.14 percent in 2012 to 7.8 percent in 2050. Asian American women are making significant strides in education, participation, health, and other areas, but there is a long way to go to fully close racial and ethnic disparities. New policies such as the Affordable Care Act, or ACA, and other proposed policies such as paid sick leave can greatly improve the lives of Asian American women and their families. For example, under the ACA, around 2.5 million Asian American women with private health insurance are currently receiving expanded preventive service coverage under the ACA. Estimates suggest that 970,000 Asian American women will gain access to affordable or subsidized health insurance.

This fact sheet provides a snapshot of statistics about health, education, entrepreneurship, economic security, and political leadership that should guide our choices to enact sensible policies to unleash the potential of this growing demographic and benefit our economy. Except for where noted, the following information reflects Asian American women in aggregate as a single group and, due to limited data, does not take often into account variations about Asian subcategories, such as Chinese-, Japanese-, and Korean-Americans, which often differ significantly.


Many Asian American women lack health coverage and more than one in five Asian American women of child-bearing age—ages 15 to 44—is uninsured. And while Asian American women face significant health challenges, there have been a number of notable improvements.

  • Fifty-nine percent of nail technicians were women of color in 2007, a large share of whom were Asian American women.  These women are disproportionately at risk for exposure to harmful toxins and chemicals that have been linked to reproductive harm, such as infertility, miscarriages, and cancer.
  • Asian American women are twice as likely to die from pregnancy-related causes such as embolism and pregnancy-related hypertension.
  • In 2013, 37.6 percent of Asian American women over age 40 did not get routine mammograms, and 32 percent of adult Asian American women did not get routine Pap smears.
  • U.S.-born Asian American women had a higher lifetime rate of suicidal thoughts, at 15.9 percent, than that of the general U.S. population, at 13.5 percent.
  • Birth rates for Asian American women ages 15 to 19 decreased by 5 percent from 2011 to 2012.

Educational attainment

Asian American women have achieved a higher level of educational attainment than other women and are often doing as well as their male counterparts.

  • Asian American women surpassed white women in actual graduation rates in 2004, the last year for which data on Asian American women are available. College graduation rates for white women and Asian American women were 45.8 percent and 49.4 percent, respectively.
  • Asian American women held 8.36 percent of bachelor’s degrees held by women while only constituting 5.14 percent of the female population in 2013.
  • Asian American and white women earned an equal amount of science and engineering degrees as their male counterparts in 2010.


Asian American women are underrepresented among the Fortune 500 CEOs and board members. Business ownership among Asian American women entrepreneurs, however, has grown immensely over the past 15 years. There are 620,300 Asian American women-owned businesses in the United States. This reflects a tremendous 156 percent increase since 1997.

  • Asian American women own 6.7 percent of all women-owned firms across the country.
  • The states with the largest number of Asian American women-owned businesses are California at 193,300, New York at 68,700, and Texas at 51,800.
  • There are an estimated 620,300 Asian American women-owned businesses in the United States. This reflects a tremendous 83 percent increase since 2002 and a 156 percent increase since 1997.
  • Asian American women-owned firms across the country have estimated total receipts of $105 billion. The total receipts of Asian American women-owned firms grew 181 percent since 1997.
  • A full 82.5 percent of Asian American women-owned firms are nonemployer firms, or firms with no employees, with average receipts of $34,204.
  • Asian American women-owned firms have more paid employees compared to Latina and African American women-owned firms, employing an estimated 649,000 people across the country.

Economic security

Despite their high achievements in education, Asian American women make disproportionately less money than their male and non-Hispanic white counterparts. These disparities are leaving a growing portion of our population more vulnerable to poverty and its implications.

  • The American Association of University Women found that Asian American women made 73 percent of their male counterparts’ wages in 2012.
  • The U.S. Bureau of Labor Statistics reports that 22.3 percent of Asian American women worked in the service sector in 2012 compared to only 20 percent of white women.
  • The health care industry is the largest employer of Asian American and Pacific Islander women.
  • The share of Asian American women at or below minimum wage more than doubled from 2007 to 2012.
  • The unemployment rate for Asian American women increased from 4.9 percent in 2008 to 8.5 percent in 2011.
  • The U.S. Bureau of Labor Statistics report “A Profile of Working Poor, 2011” indicates that 5.38 percent of Asian American women in the labor force are “working poor.”
  • In 2011, 12.3 percent of Asian American women lived in poverty.
  • The top industries for Asian American women-owned businesses include other services, at 25.5 percent of all Asian American women-owned businesses; health care and social assistance, at 13.9 percent; and professional, scientific, and technical services, at 13.3 percent.
  • The average total unemployment rate for all Asian American women was 5.8 percent from 2008 to 2010 while non-Asian American women had an average rate of 7.4 percent. When we observe the ethnic diversity within the category of Asian American women, we find that some subgroups of Asian American women are doing far better than others. Asian-Indian women showed an unemployment rate of 7.3 percent; Chinese, 4.5 percent; Filipino, 5.6 percent; Japanese, 3.7 percent; Korean, 6.2 percent; Vietnamese, 5 percent; and all other Asian women’s groups had an even higher unemployment rate at 7.6 percent.

Political leadership

While Asian American women have a rich history of leadership in their communities, they continue to be greatly underrepresented in positions of power in government.

  • In the 113th Congress, seven members are Asian American women—six in the House of Representatives and one in the Senate.
  • Of the 1,789 women serving nationwide in state legislatures, 32 are Asian American.
  • In America’s 100 largest cities, there is only one Asian American woman mayor—Jean Quan from Oakland, California.

China Outpaces India for Women in the Workforce

One in six college-educated Indian women works full time for an employer

Originally posted by Steve Crabtree and Anita Pugliese on

WASHINGTON, D.C. -- Chinese women are taking part in their country's labor force in vastly greater numbers than Indian women are, according to Gallup surveys between 2009 and 2012. Overall, 70% of Chinese women are either employed in some capacity or seeking employment, vs. 25% of Indian women.

Gender gaps are also much narrower in China than in India, and all but disappearing among Chinese with the highest level of education. College-educated Indian women are significantly more likely than those who are less educated to be in the labor force; however, even among this group about one-third (34%) are in the labor force.

Not only do Indian women participate in the labor force at lower levels, those who do participate have a harder time finding jobs than women in China. Gallup's data indicate that, among Indian women who are labor force participants, 15% are unemployed -- meaning they are available for work and looking for jobs -- compared with 5% among India's male labor force participants. Among the much larger share of women in the Chinese workforce, 5% are unemployed.

Chinese Women Nearly Twice as Likely to be Employed Full Time for an Employer

The "working women" gap between China and India is also clearly reflected in Gallup's Payroll to Population metric, which shows the proportion of the total population that is employed full time for an employer and is not affected by changes in the workforce participation rate. The measure is more closely related to per-capita GDP than traditional employment figures.

Overall, Chinese women are about twice as likely as Indian women to work full time for an employer -- 21% vs. 11%, respectively. However, the differences are greater among women at higher education levels -- for example, 53% of Chinese women with tertiary education have a "good job," vs. 17% of highly educated Indian women. Particularly in China, women who attain higher levels of education are less likely to be self-employed and more likely to be employed full time for an employer.

The most recent UNESCO statistics put the literacy rate among Chinese females at 91%, approaching the 97% rate among Chinese men. This rate of literacy far exceeds that in India, where half of women are literate, along with three-quarters of Indian men. Indian women are less likely than Chinese women to receive even a basic education -- and those Indian women who do achieve higher levels of education are less likely to apply it in a full-time job.


The Chinese economy is currently outperforming India's: The World Bank put China's growth rate at 9.0% in 2011 and India's at 6.8%. But over the coming decades, demographic trends will pose a serious challenge for China's high-octane growth. Its aging population and low fertility rate means its workforce will shrink as a share of the total population by as much as 11% over the next 40 years, according to one estimate. In India, by contrast, the proportion of working-age people in the population is not projected to peak until around 2030.

However, women's participation in the formal economy will help determine how well India will be able to convert its "demographic bonus" into economic gain. Here, Gallup's global data demonstrate China has a distinct advantage: The country's female labor force participation is among the highest in Asia, while India's, like those of most south Asian countries, is among one of the lowest. The difference is most pronounced among more highly educated women, further supporting the notion that Chinese women contribute more to their country's "human capital" stock than Indian women.

Traditional cultural expectations have played a part in keeping educated women out of the labor force; as a recent World Bank report noted, throughout the South Asia region, "social norms for women's role in the economic sphere" may weaken their incentive to participate. In rural areas, higher fertility rates and less reliable access to schools have been important factors in why economic growth in India has not resulted in greater labor force participation for women.


Japanese Women and Work: Holding Back the Nation

Originally posted on The Economist

Women’s lowly status in the Japanese workplace has barely improved in decades, and the country suffers as a result. Shinzo Abe would like to change that.

KAREN KAWABATA represents the best of Japan’s intellectual capital. She has just graduated from the University of Tokyo, the most prestigious in the country. Wry and poised, with an American mother and Japanese father, she has the languages and cosmopolitan attitude that Japanese companies particularly value nowadays. In April she will join McKinsey, a consultancy that should give her immediate membership of a globe-trotting elite.

Yet Ms Kawabata sees obstacles in her path. She is acutely aware of the difficulties she would face at traditional Japanese companies, should she find herself joining one. Ferociously long working hours, often stretching past midnight, are followed by sessions of “nominication”, a play on the Japanese word for drinking, nomu, and the English word “communication”; these are where young hopefuls forge connections and build reputations. Nowadays women trying to impress the boss are allowed to drink plum wine mixed with plenty of soda instead of beer, says Ms Kawabata. But that is hardly a great improvement.

Above all, she worries that having a family will be nigh on impossible to combine with a demanding career. When she met her boyfriend’s father for the first time this year, she reassured him about her intentions at McKinsey. “I told him that I would rethink my career in a few years’ time,” she says.

That one of the brightest of Japan’s graduates needs to say such things should worry Shinzo Abe, the prime minister. Japan educates its women to a higher level than nearly anywhere else in the world: its girls come near the top in education league-tables compiled by the OECD. But when they leave university their potential is often squandered, as far as the economy is concerned. Female participation in the labour force is 63%, far lower than in other rich countries. When women have their first child, 70% of them stop working for a decade or more, compared with just 30% in America. Quite a lot of those 70% are gone for good.

Read more on The Economist

Are Asian American Women Advantaged?: Labor Market Performance of College Educated Female Workers

Originally posted on Project Muse


Prior research reveals that the labor-market performance of Asian American women exceeds that of white women. Using the 2003 National Survey of College Graduates, this study investigates the aspects of the labor market in which the Asian advantage may occur—unemployment, annual earnings, and the number of people supervised. Our results show that when controlling for field of study, college type, region of residence, and other demographic variables, none of the Asian American female groups are advantaged on any of the three aspects. Contrary to the popular perception, even native-born Asian American women are not advantaged. Instead, they are more likely than white women to be unemployed, and once employed they are less likely to attain positions that involve supervising a large number of people. Asian American women who immigrated after high school are disadvantaged in all three respects, even if they earn their highest degree at a US institution. Those who immigrated before high school fare better than other Asian American groups, but they are still disadvantaged in terms of the number of people supervised. The implications of these findings are discussed.

Women and Gender Issues

Originally posted on


"Asian America has masked a series of internal tensions," writes Karin Aguilar-San Juan in the Foreword of Dragon Ladies: Asian American Feminists Breathe Fire (edited by Sonia Shah, South End Press). To explain what that means and to elaborate on the variety of issues confronting Asian American women throughout history and continuing today, this section reprints several paragraphs from that book as an introduction into issues of gender, feminism, sexism, and patriarchy affecting Asian American women.

Where Do Women Fit In?

Asian America has masked a series of internal tensions. In order to produce a sense of racial solidarity, Asian American activists framed social injustices in terms of race, veiling other competing social categories such as gender, sexuality, ethnicity, and nationality. The relative absence of gender as a lens for Asian American activism and resistance throughout the 1970s until the present should therefore be read as neither an indication of the absence of gender inequality nor of the disengagement of Asian American women from issues of social justice.

Many Asian American activists (including some of the authors in this book) refute the label "feminist" although their work pays special attention to the experiences of women. Sometimes this feeling reflects a fear of alienating men -- a consequence that seems inevitable if men are unable to own up to their gender privilege. At other times, the antipathy towards feminism reflects the cultural insensitivity and racism of White, European feminists.

Dragon Ladies: A Brief History

Empress Tsu-his ruled China from 1898 to 1908 from the Dragon Throne. The New York Times described her as "the wicked witch of the East, a reptilian dragon lady who had arranged the poisoning, strangling, beheading, or forced suicide of anyone who had ever challenged her autocratic rule." The shadow of the Dragon Lady -- with her cruel, perverse, and inhuman ways -- continued to darken encounters between Asian women and the West they flocked to for refuge.

Far from being predatory, many of the first Asian women to come to the U.S. in the mid-1800s were disadvantaged Chinese women, who were tricked, kidnapped, or smuggled into the country to serve the predominantly male Chinese community as prostitutes. The impression that all Asian women were prostitutes, born at that time, "colored the public perception of, attitude toward, and action against all Chinese women for almost a century," writes historian Sucheng Chan.

Police and legislators singled out Chinese women for special restrictions "not so much because they were prostitutes as such (since there were also many White prostitutes around) but because -- as Chinese -- they allegedly brought in especially virulent strains of venereal diseases, introduced opium addiction, and enticed White boys into a life of sin," Chan also writes. Chinese women who were not prostitutes ended up bearing the brunt of the Chinese exclusion laws that passed in the late 1800s.

During these years, Japanese immigration stepped up, and with it, a reactionary anti-Japanese movement joined established anti-Chinese sentiment. During the early 1900s, Japanese numbered less than 3 percent of the total population in California, but nevertheless encountered virulent and sometimes violent racism. The "picture brides" from Japan who emigrated to join their husbands in the U.S. were, to racist Californians, "another example of Oriental treachery," according to historian Roger Daniels.

It bears noting that despite the fact that they weren't in the country in large numbers, Asian women shouldered much of the cost of subsidizing Asian men's labor. U.S. employers didn't have to pay Asian men as much as other laborers who had families to support, since Asian women in Asian bore the costs of rearing children and taking care of the older generation.

Asian women who did emigrate here before the 1960s were also usually employed as cheap labor. In the pre-World War II years, close to half of all Japanese American women were employed as servants or laundresses in the San Francisco area. The World War II internment of Japanese Americans made them especially easy to exploit: they had lost their homes, possessions, and savings when forcibly interned at the camps, Yet, in order to leave, they had to prove they had jobs and homes. U.S. government officials thoughtfully arranged for their employment by fielding requests, most of which were for servants.

Making Waves, Big and Small

The first wave of Asian women's organizing formed out of the Asian American movement of the 1960s, which in turn was inspired by the civil rights movement and the anti-Viet Nam War movement. While many Asian American women are quick to note that women's issues are the same as men's issues -- i.e., social justice, equity, human rights -- history shows that Asian American men have not necessarily felt the same way. Leftist Asian women in Yellow Power and other Asian American groups often found themselves left out of the decision-making process and their ideas and concerns relegated to "women's auxiliary" groups that were marginal to the larger projects at hand.

As Asian American scholar Gary Okihiro notes, "Europe's feminization of Asia, its taking possession, working over, and penetration of Asia, was preceded and paralleled by Asian men's subjugation of Asian women." While earnest, hardworking, and vital, these early Asian women radicals couldn't compete with the growing reality that for many Asian American women, there was money to be made. The highly educated and affluent Asian immigrants who came to the U.S. after 1965 were eager to be incorporated into the U.S. economy.

Not surprisingly, large organizations of primarily middle-class East Asian women flourished during these years. These groups devoted themselves to education and service projects, rather than to directly resisting social injustices. However, conservative and mainstream institutions supported these "model minority" activities because it implied there was a "good" minority in tacit opposition to the "bad" minorities -- African Americans and Latinos. At the same time, the model minority myth helped countless struggling Asian Americans start businesses and send their kids to Ivy League schools, and was thus consciously upheld by Asian American community leaders.

White feminists and other liberals advanced this feel-good fantasy with celebrations of Asian American culture and people. The result was a triple pressure on Asian women to conform to the docile, warm, upwardly mobile stereotype that liberals, conservatives, and their own community members all wanted to promote. The political context of the 1990s is significantly different and today, Asian immigrant professionals are less vital to the labor market and are thus, in a familiar cycle, being forced down the status ladder.

A closer look at Asian-American income

Originally posted on the Economic Policy Institute


In her blog post on the earnings differences among interracial couples, the New York Times‘ Catherine Rampell concludes:  “So basically, what these numbers are reflecting is that Asians earn more money, period, which is generally true across the population of Asian-Americans and has been the case for a while.” This is true when looking at household and family income, but there is a different and more complicated story underneath these numbers.

It is important to recognize that many more Asian Americans have college degrees than whites. This 2010 EPI report found that nearly 60 percent of Asian American workers have a bachelor’s or higher degree compared to about 40 percent of white workers. College-educated workers tend to earn more than less-educated workers and this pulls up the median Asian American earnings.

When one compares the annual personal income of Asian Americans and whites of the same gender and educational level, Asian Americans do not always come out on top. The figure below shows these comparisons for workers with a high school diploma and with a bachelor’s degree. In 2010, among workers with a high school diploma, white men earned about $11,000 more than white women and Asian American men and women.

Among workers with a bachelor’s degree, white men remain the highest earners, but their earnings advantage over Asian American men is only about $5,000. In this comparison, Asian American and white women earn significantly less than Asian American men. Asian American women earn about $11,000 less than Asian American men, and white women earn about $13,000 less than Asian American men. This puts Asian American and white women at about $16,000 and $18,000 behind white men, respectively.

Another issue to consider is that Asian Americans are more concentrated than whites in high-cost-of-living areas. Asian Americans are overrepresented in expensive metropolitan areas like Los Angeles, New York, San Francisco, and Honolulu. Given this fact, controlling for educational attainment, Asian Americans should earn more than whites, but as the figure illustrates, they often don’t.

5 Best Eco Jobs for Asian Women

Originally posted by Mimuba on


So on the occasion of World Women Day – the 8th March – and keeping in view of the subject of this blog I simply explored these five most suitable eco jobs for Asian women. I feel it better to show half-population of Asia career growth opportunities instead of simply reminding them what they need to do for green care. This I regularly do in other articles on go green and environmental care of this blog.

So these are the five most suitable eco jobs for Asian women.

1. Environmental Awareness Manager

This is one of the most suitable eco jobs for Asian women. They can do this job more effectively because they are very successful communicators. They know more than their male counterparts how to convince people. Secondly they can create environmental awareness in all types of communities. An old man cannot effectively communicate with little kids. But a woman of any age can do this job outstandingly. That is why many awareness organizations prefer to hire womenfolks for this type of eco jobs.

How to become an environmental awareness manager?

To become an environmental awareness manager, women need to do graduation in science preferably in biology and chemistry. Then it is better they do masters in mass communication, journalism or media studies. They should also preferably do a short course on environmental care. Then they are fully qualified to do a job of environmental awareness manager. Even without a short environmental certification course they can do this job. They should have effective communication skills both oral and written. They should be good speaker and event organizer. An educated woman naturally has all these qualities.

Where to find a job of environmental awareness manager?

Government and nongovernmental organizations hire environmental awareness managers at different positions to continue their mission of green awakening in communities. Big corporations also require this type of job to support their corporate social responsibility.

2. Environmental Researcher

This needs your patience as a woman. Who can better follow patience then a woman? It is globally accepted truth. Sitting is more required for environmental research jobs. So who can sit with consistency more than woman folk?

How to become an environmental researcher?

To become an environmental researcher you need to have a master degree in environmental sciences. Secondly you should have passion to get green info more and more. If you have clear concepts of science subjects you can become a green researcher even without any regular degree in the field of environment.

Where to find a job of environmental researcher?

Environmental development companies, environmental consultants and green companies regularly offer these types of jobs for their various projects.

3. Environmental Educationist

Environmental educationists work in environmental departments of universities. Almost all Asian countries have this department in almost all of their top class universities. So such openings off and on are published to get the best candidates.

How to become an environmental educationist?

To become an environmental educationist you need to do masters and preferably doctorate in any field of environment. It may be in ecology, environmental sciences, environmental education, green marketing, environmental management, environmental impact assessment or another related field. After a few years in this field you are invited by big organizations and forums to give lectures on various environmental issues. You become a green celebrity in your country. Your opinion is used as a reference in environmental debates.

Where to find a job of environmental educationist?

Apart from joining an environmental department of a university you can also work for the cause of promoting environmental education in national curricula. If you have writing power you can join a textbook board of your country to highlight environmental aspect in various lessons of secondary and higher secondary subjects.

4. Environmental Journalist

This is relatively newly emerged field. Women can easily join this field if they have journalistic background.

How to become an environmental journalist?

To become an environmental journalist no any specific green degree is required. If you have, this will be an added advantage for you.

Where to find a job of green journalist?

You can join a newspaper or electronic media to report environmental news of your area. Perks and benefits are not so much high in this field. But you can earn quite big if you join any global media organization. You can join an organization in any part of the world enjoying the benefit of off-location work place.

5. Environmental Consultants

This may be little challenging job for women folk but once you develop a client base, sky is the limit for you.

How to become an environmental consultant?

For this profession you need to acquire a higher degree of purely technical in nature. This type of job is usually required by factories. That is why a masters or doctorate degree in environmental engineering is the most fit for this purpose. Industries usually want consultancy services to build their treatment plan.

Where to find a job of eco consultant?

Main benefit of this type of green job is you can join a consulting firm and then start your own consultancy business easily. That is why it is also one of the best eco jobs for Asian women.