"Diversity" is an evolving concept. Fifty years ago, it scarcely factored into how organizations positioned themselves. Then, in the aftermath of the modern civil rights and women's rights movements, companies learned to weave the idea into their narrative. Even then, diversity too often meant tokenism - an obligatory nod to values that seemed in wide acceptance but were in actuality in scant practice.
Diversity and Inclusion Webinar Slides - September 2016Stephen Shinnan
Our workplaces are becoming more diverse. Actually, they have been for some time, but it is only recently that organizations are beginning to notice that diversity and inclusion in the workplace, and how it is managed, may be having a significant impact on engagement. Join Norm Baillie-David for this webinar which will describe how diversity and inclusion are related to employee engagement, and more importantly, how major organizations are increasing employee engagement through better management and policies around this touchy subject area.
"Diversity" is an evolving concept. Fifty years ago, it scarcely factored into how organizations positioned themselves. Then, in the aftermath of the modern civil rights and women's rights movements, companies learned to weave the idea into their narrative. Even then, diversity too often meant tokenism - an obligatory nod to values that seemed in wide acceptance but were in actuality in scant practice.
Diversity and Inclusion Webinar Slides - September 2016Stephen Shinnan
Our workplaces are becoming more diverse. Actually, they have been for some time, but it is only recently that organizations are beginning to notice that diversity and inclusion in the workplace, and how it is managed, may be having a significant impact on engagement. Join Norm Baillie-David for this webinar which will describe how diversity and inclusion are related to employee engagement, and more importantly, how major organizations are increasing employee engagement through better management and policies around this touchy subject area.
Presentation Paula Nobre ESCE EACD Lisbon Debate 2011Dianova
Sob o tema “Avaliação de Comunicação: o que para além do AVE?”, o VII Debate Regional EACD Lisboa realizou-se a 19 de Maio, com o patrocínio da Galp Energia, destinado a profissionais de comunicação sobretudo in-house, reúne 4 especialistas da área empresarial e académica de âmbito internacional e nacional nos temas de Avaliação da Gestão e Estratégias de Comunicação e Reputação. A Coordenação Nacional da EACD trouxe a Portugal os coordenadores dos grupos de trabalho da EACD de Avaliação, Louis Schorlemer, e de Social Media, Philippe Borremans, que conjuntamente com Tânia Soares, da Entidade Reguladora de Comunicação Social (ERC) e Paula Nobre, da Escola Superior de Comunicação Social, debateram metodologias, instrumentos e casos práticos de Avaliação off e online da Comunicação, um dos temas mais relevantes da Gestão da Reputação corporativa uma vez que sem mensurar não é possível gerir, e sem gerir não é possível planear nem alcançar resultados.
Hear from two states that embarked on a path to collaboration through the Shared Youth Vision project. Learn how New Hampshire and Rhode Island have embraced a journey to effect change to provide an array of services to youth and young adults. In New Hampshire, the process has created one state team, a pilot project team, and twelve local teams focused on collaboration, partnering and resolving gaps in serving multiple state agencies’ neediest young people. In Rhode Island,the partnership has expanded services through the 16 Youth Centers in the state, where partner agencies are collaborating to avail young people opportunities through multiple pathways to education and employment. State Team representatives will share their experiences for bringing together partners to make this partnership a true
collaborative and systematic approach for a cross delivery system for young people.
Does choice in where and when you work improve productivity and performance? How can the workplace support this and how do you determine the approach? This outline document is designed to help.
#Diversity and #Inclusion - How can companies move from talking the talk to walking the walk?
In recent days Diversity and Inclusion have come to the forefront of what companies are paying attention to even in the midst of a pandemic.
Starting from hiring and promotion practices to processes to the branding offering and more companies are looking at ways to make D&I more real for their employees.
How can we take it from a vaguely abstract concept (to most people) to very concrete steps?
NOD: Employment Programs for People with Disabilitiesacamuso
This presentation provides an overview of the National Organization on Disability and their various employment initiatives for people with disabilities.
5 Characteristics Of Successful Intermediary Organisationsikmediaries
Presentation by Catherine Fisher (IDS) on 5 characteristics of successful intermediary organsiations, given at the 3rd I-K-Mediary workshop in Brighton, November 2009.
Global CSR Summit- Best Practices |Services:Innovation| Ms. Chandni TanejaNavjyoti IndiaFoundation
“Companies that are breaking the mold are moving beyond corporate social responsibility to social innovation. These companies are the vanguard of the new paradigm."
On July 25, 2013, Global CSR Summit 2013 was held at PHD House, New Delhi, where solutions were proposed and discussed for Sustainable Inclusive Growth.
Ms. Chandni Taneja, Executive Director, Navjyoti India Foundation, spoke on 'Services that lead to Innovation' through case studies of Navjyoti India Foundation's vivid corporate linkages that have not only led to fulfillment of CSR policies, but also potentially create way for an innovative, more effective thinking paradigm.
Whole systems change across a neighbourhood
How can we collaborate with people to help them build their resilience? Get under the skin of the culture and the lives people live. Identify people’s feelings and experiences of community and understand what people think is shaped by different values and by the environment and infrastructure around them. The future of collaboration could bring many opportunities but people find it more difficult to live and act together than before. How can we help people…and communities build their resilience? Understand people’s different situations and capabilities to develop pathways that help them build resilient relationships. Help people experience and practice change together. Help people grow everyday practices into sustainable projects. Turn people’s everyday motivations into design principles. Support infrastructure that connects different cultures of collaboration. Build relationships with people designing in collaboration for the future…now.
Outcomes Based Contracting resource - logic model and Results Based Accountability framework. Taken from the draft Partnering in Procurement Document developed by the Western Australian Council of Social Service and WA Health
Time to Fill Process Steps 6 - 8Step 6 Placement -- Offer deTakishaPeck109
Time to Fill: Process Steps 6 - 8
Step 6: Placement -- Offer development, offer negotiation, offer acceptance.
· What is the Job offer creation process?
· Who is the final hiring decision-maker?
· What flexibility does the firm exercise in job offer negotiation?
· What are the elements included in the Offer letter?
· How are rejected candidates managed?
· What type of “ghosting” (offer extended, accepted – but employee fails to report or leaves with no notice shortly after starting.
· How does the firm measure offer acceptance rates?
· What are the Process steps?
· What are the associated sub-process costs? Cycle times?
Step 7: Onboarding -- Process of completing new hire employment related paperwork; issuing ID, workspace, technology, email & company contact information. Includes introducing new employees to with their new job, co-workers, work policies, practices, procedures.
· What is the firm’s Orientation process (what is involved? Who is involved/responsible? What is length of orientation? What content is covered during orientation?)
· What is the firm’s On-boarding process (what is involved? Who is involved/responsible? What is length of orientation? What content is covered during orientation?)
· How has the firm invested in the new employee socialization process (what is involved? Who is involved/responsible? What is length of socialization? What content is covered during socialization?)
· What are the Process steps?
· What are the associated sub-process costs? Cycle times?
Step 8: Retention -- Strategies for preserving key contributors (e.g., high performers; hard-to-fill positions)
· What does the firm do to retain employees (stay interviews; retention incentives)?
· What is the firm’s turnover rate (voluntary; involuntary) for the target position? How does this compare to the firm’s overall turnover rate?
Here is that executive role.
It’s a search for an executive with corporate social responsibility and the person who would lead up a company’s philanthropic efforts – Vice President of Corporate Social Responsibility and Philanthropy.
Oversees the development, socialization, and ongoing management of enterprise Corporate Social Responsibility (CSR) program. Leads a team that directs philanthropic investments to support corporate signature causes and strengthen local communities while helping to activate employee engagement, drive operational efficiencies, and elevate stakeholder engagement and connectivity; in so doing, reinforcing the authenticity of the brand. Provides strategic counsel and executive communication support to define and achieve a vision for corporate citizenship and social impact, oversight of enterprise philanthropic investment policies, processes, and related governance, and ensures high standards of compliance and risk management associated with philanthropic investments as well as national and local civic engagement and collaboration. Serves as an officer of foundation, represents the brand with humi ...
Presentation Paula Nobre ESCE EACD Lisbon Debate 2011Dianova
Sob o tema “Avaliação de Comunicação: o que para além do AVE?”, o VII Debate Regional EACD Lisboa realizou-se a 19 de Maio, com o patrocínio da Galp Energia, destinado a profissionais de comunicação sobretudo in-house, reúne 4 especialistas da área empresarial e académica de âmbito internacional e nacional nos temas de Avaliação da Gestão e Estratégias de Comunicação e Reputação. A Coordenação Nacional da EACD trouxe a Portugal os coordenadores dos grupos de trabalho da EACD de Avaliação, Louis Schorlemer, e de Social Media, Philippe Borremans, que conjuntamente com Tânia Soares, da Entidade Reguladora de Comunicação Social (ERC) e Paula Nobre, da Escola Superior de Comunicação Social, debateram metodologias, instrumentos e casos práticos de Avaliação off e online da Comunicação, um dos temas mais relevantes da Gestão da Reputação corporativa uma vez que sem mensurar não é possível gerir, e sem gerir não é possível planear nem alcançar resultados.
Hear from two states that embarked on a path to collaboration through the Shared Youth Vision project. Learn how New Hampshire and Rhode Island have embraced a journey to effect change to provide an array of services to youth and young adults. In New Hampshire, the process has created one state team, a pilot project team, and twelve local teams focused on collaboration, partnering and resolving gaps in serving multiple state agencies’ neediest young people. In Rhode Island,the partnership has expanded services through the 16 Youth Centers in the state, where partner agencies are collaborating to avail young people opportunities through multiple pathways to education and employment. State Team representatives will share their experiences for bringing together partners to make this partnership a true
collaborative and systematic approach for a cross delivery system for young people.
Does choice in where and when you work improve productivity and performance? How can the workplace support this and how do you determine the approach? This outline document is designed to help.
#Diversity and #Inclusion - How can companies move from talking the talk to walking the walk?
In recent days Diversity and Inclusion have come to the forefront of what companies are paying attention to even in the midst of a pandemic.
Starting from hiring and promotion practices to processes to the branding offering and more companies are looking at ways to make D&I more real for their employees.
How can we take it from a vaguely abstract concept (to most people) to very concrete steps?
NOD: Employment Programs for People with Disabilitiesacamuso
This presentation provides an overview of the National Organization on Disability and their various employment initiatives for people with disabilities.
5 Characteristics Of Successful Intermediary Organisationsikmediaries
Presentation by Catherine Fisher (IDS) on 5 characteristics of successful intermediary organsiations, given at the 3rd I-K-Mediary workshop in Brighton, November 2009.
Global CSR Summit- Best Practices |Services:Innovation| Ms. Chandni TanejaNavjyoti IndiaFoundation
“Companies that are breaking the mold are moving beyond corporate social responsibility to social innovation. These companies are the vanguard of the new paradigm."
On July 25, 2013, Global CSR Summit 2013 was held at PHD House, New Delhi, where solutions were proposed and discussed for Sustainable Inclusive Growth.
Ms. Chandni Taneja, Executive Director, Navjyoti India Foundation, spoke on 'Services that lead to Innovation' through case studies of Navjyoti India Foundation's vivid corporate linkages that have not only led to fulfillment of CSR policies, but also potentially create way for an innovative, more effective thinking paradigm.
Whole systems change across a neighbourhood
How can we collaborate with people to help them build their resilience? Get under the skin of the culture and the lives people live. Identify people’s feelings and experiences of community and understand what people think is shaped by different values and by the environment and infrastructure around them. The future of collaboration could bring many opportunities but people find it more difficult to live and act together than before. How can we help people…and communities build their resilience? Understand people’s different situations and capabilities to develop pathways that help them build resilient relationships. Help people experience and practice change together. Help people grow everyday practices into sustainable projects. Turn people’s everyday motivations into design principles. Support infrastructure that connects different cultures of collaboration. Build relationships with people designing in collaboration for the future…now.
Outcomes Based Contracting resource - logic model and Results Based Accountability framework. Taken from the draft Partnering in Procurement Document developed by the Western Australian Council of Social Service and WA Health
Time to Fill Process Steps 6 - 8Step 6 Placement -- Offer deTakishaPeck109
Time to Fill: Process Steps 6 - 8
Step 6: Placement -- Offer development, offer negotiation, offer acceptance.
· What is the Job offer creation process?
· Who is the final hiring decision-maker?
· What flexibility does the firm exercise in job offer negotiation?
· What are the elements included in the Offer letter?
· How are rejected candidates managed?
· What type of “ghosting” (offer extended, accepted – but employee fails to report or leaves with no notice shortly after starting.
· How does the firm measure offer acceptance rates?
· What are the Process steps?
· What are the associated sub-process costs? Cycle times?
Step 7: Onboarding -- Process of completing new hire employment related paperwork; issuing ID, workspace, technology, email & company contact information. Includes introducing new employees to with their new job, co-workers, work policies, practices, procedures.
· What is the firm’s Orientation process (what is involved? Who is involved/responsible? What is length of orientation? What content is covered during orientation?)
· What is the firm’s On-boarding process (what is involved? Who is involved/responsible? What is length of orientation? What content is covered during orientation?)
· How has the firm invested in the new employee socialization process (what is involved? Who is involved/responsible? What is length of socialization? What content is covered during socialization?)
· What are the Process steps?
· What are the associated sub-process costs? Cycle times?
Step 8: Retention -- Strategies for preserving key contributors (e.g., high performers; hard-to-fill positions)
· What does the firm do to retain employees (stay interviews; retention incentives)?
· What is the firm’s turnover rate (voluntary; involuntary) for the target position? How does this compare to the firm’s overall turnover rate?
Here is that executive role.
It’s a search for an executive with corporate social responsibility and the person who would lead up a company’s philanthropic efforts – Vice President of Corporate Social Responsibility and Philanthropy.
Oversees the development, socialization, and ongoing management of enterprise Corporate Social Responsibility (CSR) program. Leads a team that directs philanthropic investments to support corporate signature causes and strengthen local communities while helping to activate employee engagement, drive operational efficiencies, and elevate stakeholder engagement and connectivity; in so doing, reinforcing the authenticity of the brand. Provides strategic counsel and executive communication support to define and achieve a vision for corporate citizenship and social impact, oversight of enterprise philanthropic investment policies, processes, and related governance, and ensures high standards of compliance and risk management associated with philanthropic investments as well as national and local civic engagement and collaboration. Serves as an officer of foundation, represents the brand with humi ...
Total Quality Management (TQM) was originated in 1950s and the historical evolution of TQM as can categorized in four stages. i.e. Quality Inspection, Quality Control, Quality Assurance and Total Quality Management. Total Quality means the attitude, organization and culture of the company which strives to satisfy the customer needs with their products and services. It is method by which management and its employees get involved in the continuous improvement of the production of goods or services. For this reason, quality and managements tools are combined together and aimed at growing business and reducing the losses caused due to wasteful or inefficient practices.
Presented during Tshikululu's first Serious Social Investing workshop, which took place on 25 and 26 February 2010. Desiree Storey (Manager, FirstRand Volunteers Programme) discusses what works in staff volunteerism.
Similar to Achievement Journey Evidence To Outcomes Scripted Version (20)
Key Trends Shaping the Future of Infrastructure.pdfCheryl Hung
Keynote at DIGIT West Expo, Glasgow on 29 May 2024.
Cheryl Hung, ochery.com
Sr Director, Infrastructure Ecosystem, Arm.
The key trends across hardware, cloud and open-source; exploring how these areas are likely to mature and develop over the short and long-term, and then considering how organisations can position themselves to adapt and thrive.
Securing your Kubernetes cluster_ a step-by-step guide to success !KatiaHIMEUR1
Today, after several years of existence, an extremely active community and an ultra-dynamic ecosystem, Kubernetes has established itself as the de facto standard in container orchestration. Thanks to a wide range of managed services, it has never been so easy to set up a ready-to-use Kubernetes cluster.
However, this ease of use means that the subject of security in Kubernetes is often left for later, or even neglected. This exposes companies to significant risks.
In this talk, I'll show you step-by-step how to secure your Kubernetes cluster for greater peace of mind and reliability.
Essentials of Automations: Optimizing FME Workflows with ParametersSafe Software
Are you looking to streamline your workflows and boost your projects’ efficiency? Do you find yourself searching for ways to add flexibility and control over your FME workflows? If so, you’re in the right place.
Join us for an insightful dive into the world of FME parameters, a critical element in optimizing workflow efficiency. This webinar marks the beginning of our three-part “Essentials of Automation” series. This first webinar is designed to equip you with the knowledge and skills to utilize parameters effectively: enhancing the flexibility, maintainability, and user control of your FME projects.
Here’s what you’ll gain:
- Essentials of FME Parameters: Understand the pivotal role of parameters, including Reader/Writer, Transformer, User, and FME Flow categories. Discover how they are the key to unlocking automation and optimization within your workflows.
- Practical Applications in FME Form: Delve into key user parameter types including choice, connections, and file URLs. Allow users to control how a workflow runs, making your workflows more reusable. Learn to import values and deliver the best user experience for your workflows while enhancing accuracy.
- Optimization Strategies in FME Flow: Explore the creation and strategic deployment of parameters in FME Flow, including the use of deployment and geometry parameters, to maximize workflow efficiency.
- Pro Tips for Success: Gain insights on parameterizing connections and leveraging new features like Conditional Visibility for clarity and simplicity.
We’ll wrap up with a glimpse into future webinars, followed by a Q&A session to address your specific questions surrounding this topic.
Don’t miss this opportunity to elevate your FME expertise and drive your projects to new heights of efficiency.
Kubernetes & AI - Beauty and the Beast !?! @KCD Istanbul 2024Tobias Schneck
As AI technology is pushing into IT I was wondering myself, as an “infrastructure container kubernetes guy”, how get this fancy AI technology get managed from an infrastructure operational view? Is it possible to apply our lovely cloud native principals as well? What benefit’s both technologies could bring to each other?
Let me take this questions and provide you a short journey through existing deployment models and use cases for AI software. On practical examples, we discuss what cloud/on-premise strategy we may need for applying it to our own infrastructure to get it to work from an enterprise perspective. I want to give an overview about infrastructure requirements and technologies, what could be beneficial or limiting your AI use cases in an enterprise environment. An interactive Demo will give you some insides, what approaches I got already working for real.
JMeter webinar - integration with InfluxDB and GrafanaRTTS
Watch this recorded webinar about real-time monitoring of application performance. See how to integrate Apache JMeter, the open-source leader in performance testing, with InfluxDB, the open-source time-series database, and Grafana, the open-source analytics and visualization application.
In this webinar, we will review the benefits of leveraging InfluxDB and Grafana when executing load tests and demonstrate how these tools are used to visualize performance metrics.
Length: 30 minutes
Session Overview
-------------------------------------------
During this webinar, we will cover the following topics while demonstrating the integrations of JMeter, InfluxDB and Grafana:
- What out-of-the-box solutions are available for real-time monitoring JMeter tests?
- What are the benefits of integrating InfluxDB and Grafana into the load testing stack?
- Which features are provided by Grafana?
- Demonstration of InfluxDB and Grafana using a practice web application
To view the webinar recording, go to:
https://www.rttsweb.com/jmeter-integration-webinar
Transcript: Selling digital books in 2024: Insights from industry leaders - T...BookNet Canada
The publishing industry has been selling digital audiobooks and ebooks for over a decade and has found its groove. What’s changed? What has stayed the same? Where do we go from here? Join a group of leading sales peers from across the industry for a conversation about the lessons learned since the popularization of digital books, best practices, digital book supply chain management, and more.
Link to video recording: https://bnctechforum.ca/sessions/selling-digital-books-in-2024-insights-from-industry-leaders/
Presented by BookNet Canada on May 28, 2024, with support from the Department of Canadian Heritage.
GenAISummit 2024 May 28 Sri Ambati Keynote: AGI Belongs to The Community in O...
Achievement Journey Evidence To Outcomes Scripted Version
1. The Equality Framework The achievement journey – from evidence to outcomes Jo Hooper, Corporate Equality Officer
2.
3. The evidence Use evidence to inform decisions and set priorities Deliver on priorities Measure outcomes and get regular, ongoing feedback Create an effective organisation to deliver services EIA at macro level EIA at micro level EIA = Equality Impact Assessment Community engagement and satisfaction A modern and diverse workforce Responsive services and customer care Place shaping, leadership, partnership and organisational commitment Knowing your community and equality mapping
4. The evidence Community engagement and satisfaction Knowing your community and equality mapping
5.
6.
7. The evidence Community engagement and satisfaction Knowing your community and equality mapping
8. The evidence Community engagement and satisfaction Knowing your community and equality mapping Use evidence to inform decisions and set priorities Place shaping, leadership, partnership and organisational commitment
9.
10. The evidence Community engagement and satisfaction Knowing your community and equality mapping Use evidence to inform decisions and set priorities Place shaping, leadership, partnership and organisational commitment
11. The evidence Community engagement and satisfaction Knowing your community and equality mapping Use evidence to inform decisions and set priorities Place shaping, leadership, partnership and organisational commitment Create an effective organisation to deliver services A modern and diverse workforce
12.
13. The evidence Community engagement and satisfaction Knowing your community and equality mapping Use evidence to inform decisions and set priorities Place shaping, leadership, partnership and organisational commitment Create an effective organisation to deliver services A modern and diverse workforce
14. The evidence Community engagement and satisfaction Knowing your community and equality mapping Use evidence to inform decisions and set priorities Place shaping, leadership, partnership and organisational commitment Create an effective organisation to deliver services A modern and diverse workforce Deliver on priorities Responsive services and customer care
15.
16. The evidence Community engagement and satisfaction Knowing your community and equality mapping Use evidence to inform decisions and set priorities Place shaping, leadership, partnership and organisational commitment Create an effective organisation to deliver services A modern and diverse workforce Deliver on priorities Responsive services and customer care
17. The evidence Community engagement and satisfaction Knowing your community and equality mapping Use evidence to inform decisions and set priorities Place shaping, leadership, partnership and organisational commitment Create an effective organisation to deliver services A modern and diverse workforce Deliver on priorities Responsive services and customer care Measure outcomes and get regular, ongoing feedback
18.
19. The evidence Community engagement and satisfaction Knowing your community and equality mapping Use evidence to inform decisions and set priorities Place shaping, leadership, partnership and organisational commitment Create an effective organisation to deliver services A modern and diverse workforce Deliver on priorities Responsive services and customer care Measure outcomes and get regular, ongoing feedback
20. The evidence Community engagement and satisfaction Knowing your community and equality mapping Use evidence to inform decisions and set priorities Place shaping, leadership, partnership and organisational commitment Create an effective organisation to deliver services A modern and diverse workforce Deliver on priorities Responsive services and customer care Measure outcomes and get regular, ongoing feedback
21.
22. The evidence Community engagement and satisfaction Knowing your community and equality mapping Use evidence to inform decisions and set priorities Place shaping, leadership, partnership and organisational commitment Create an effective organisation to deliver services A modern and diverse workforce Deliver on priorities Responsive services and customer care Measure outcomes and get regular, ongoing feedback EIA at macro level EIA at micro level
23.
24. The evidence Community engagement and satisfaction Knowing your community and equality mapping Use evidence to inform decisions and set priorities Place shaping, leadership, partnership and organisational commitment Create an effective organisation to deliver services A modern and diverse workforce Deliver on priorities Responsive services and customer care Measure outcomes and get regular, ongoing feedback EIA at macro level EIA at micro level
![[object Object],[object Object],[object Object]](data:image/gif;base64,R0lGODlhAQABAIAAAAAAAP///yH5BAEAAAAALAAAAAABAAEAAAIBRAA7)