Across employers and industries, we have heard stories about the value young people bring to the workplace. Employers in manufacturing cited the need for serious hand-eye coordination and reported positive experiences with young people filling these roles. Others cited the benefit of having youth in their companies who can use evolving technologies. For others, especially firms that need a lot of entry-level employees, young workers are their lifeblood.
Youth Hold the Key: Building Your Workforce Today and in the Future focuses on the role that youth can play in helping employers meet some of their current and looming workforce challenges, and how companies can improve how they hire and retain youth. The findings are based on a recent survey of 350 employers, more than 80 interviews with employers and workforce experts conducted during 2014 by The Bridgespan Group and Bain & Company, as well as a review of published literature. Much of this work focused on the potential of the millions of young people—referred to here as "opportunity youth"—who are disconnected from both work and school, and lack a college degree, to address the needs of employers.
This webinar with renowned Wharton professor and author Peter Cappelli, is the first in the NERETA series "National Jobs Crisis Brainstorming sessions." This webinar was hosted by NERETA in December, 21013. This webinar unravels the mysterious "skills gap" (does one really exist?)
Across employers and industries, we have heard stories about the value young people bring to the workplace. Employers in manufacturing cited the need for serious hand-eye coordination and reported positive experiences with young people filling these roles. Others cited the benefit of having youth in their companies who can use evolving technologies. For others, especially firms that need a lot of entry-level employees, young workers are their lifeblood.
Youth Hold the Key: Building Your Workforce Today and in the Future focuses on the role that youth can play in helping employers meet some of their current and looming workforce challenges, and how companies can improve how they hire and retain youth. The findings are based on a recent survey of 350 employers, more than 80 interviews with employers and workforce experts conducted during 2014 by The Bridgespan Group and Bain & Company, as well as a review of published literature. Much of this work focused on the potential of the millions of young people—referred to here as "opportunity youth"—who are disconnected from both work and school, and lack a college degree, to address the needs of employers.
This webinar with renowned Wharton professor and author Peter Cappelli, is the first in the NERETA series "National Jobs Crisis Brainstorming sessions." This webinar was hosted by NERETA in December, 21013. This webinar unravels the mysterious "skills gap" (does one really exist?)
Human Resource & Payroll Services And Solutions - Houston, Dallas, Austin - Texas www.hrp.net. Does your business employ teenagers in the summer? Young workers are a valuable asset to many employers at this time of year. If you're among them, make sure your organization is in compliance with federal and state laws. Government agencies have websites to inform youth workers of their rights. Here's a look at the applicable laws.
Presentation for Education Industry Investment Forum introducing private equity investors & for-profit education leaders to market potential & community need of this underserved education segment.
Career Planning For Adults With Hidden DisabilitiesRob Crawford
This presentation links the importance of identifying personal passions and doing what matters most in life with career planning processes. It specifically addresses these issues for adults with hidden disabilities, but is applicable for anyone who is interested in making an informed career decision.
Human Resource & Payroll Services And Solutions - Houston, Dallas, Austin - Texas www.hrp.net. Does your business employ teenagers in the summer? Young workers are a valuable asset to many employers at this time of year. If you're among them, make sure your organization is in compliance with federal and state laws. Government agencies have websites to inform youth workers of their rights. Here's a look at the applicable laws.
Presentation for Education Industry Investment Forum introducing private equity investors & for-profit education leaders to market potential & community need of this underserved education segment.
Career Planning For Adults With Hidden DisabilitiesRob Crawford
This presentation links the importance of identifying personal passions and doing what matters most in life with career planning processes. It specifically addresses these issues for adults with hidden disabilities, but is applicable for anyone who is interested in making an informed career decision.
This document shares data on the first US Rally celebrating having disability and obtaining living-wage employment as a community issue. It walks the reader through who was involved, what worked and how to improve it for those who would aspire to conduct a similar event in their local communities
What's the Game Plan? Postsecondary considerations for young adults with disa...Rob Crawford
This slideshow covers latest data, research, and best practices in programming, services, and transition for young adults in hidden disabilities, such as LD, ADHD, Asperger's, and NLD.
Adult Asperger's syndrome in the WorkplaceRob Crawford
This slideshow provides a brief overview on how modest changes or considerations in business staffing/workforce supervisory processes helps enhance “disability confidence”, resulting in greater workforce participation and contributions by qualified candidates/employees who experience life with Asperger’s syndrome
Young Adults with Asperger's Syndrome in the WorkplaceRob Crawford
This slide deck was presented at the 2014 Pacific Rim International Conference on Disability and Diversity. It explores methods and strategies for successful job development, placement and retention of young adults with Asperger's Syndrome in competitive employment.
Global Opportunities for Entrepreneurs with DisabilitiesRob Crawford
Presentation for US Business Leadership Network conference on building & expanding a Global Network of successful or new start up businesses run by entrepreneurs with disabilities.
This was a great presentation put together by Robert Curtner from the Michigan Department of Community Health. Please feel free to pass this along - lots of great reasons to consider hiring individuals with disabilities!
Is your Talent Acquisition process fully compliant with the law? Covering the recruiting and hiring process chronologically, the experts at Newton and EBI address everything from the point of creating and posting a job, to attaining candidate authorization and running background checks. Eligible for SHRM and HRCI credits.
Many of your employees may not feel well but they aren't physically ill. Instead, what they lack is "financial wellness," a hot topic in many companies these days. In a nutshell, they're worried about making ends meet today as well as in the future, and that can take a toll on their productivity. Should you try to do anything about it? And, if so, what?
Managing Employee Moonlighting in the Future of Work and Era of the gig EconomyOlayiwola Oladapo
Across the Globe the phenomenon of moonlighting is on the rise. Though an ancient practice, the emergence of the gig economy has brought moonlighting to the front burner of global development discourse. Moonlighting is known by different labels like Side Hustle, Private Practice, Side-gig, Side-hustle etc.But regardless of what name it is called it speaks to people doing more than one job for different reasons. In other words, they freelance on a secondary job, in addition to their primary job. In the US, the freelance workforce grew from 53 million in 2014 to 55 million in 2016 and represented 35% of the U.S. workforce. The freelance workforce earned an estimated $1 trillion in that year. The freelance or gig economy is a booming one across the globe though many nation states are actively not tracking data around it. There is therefore an urgent need for an understanding of the emerging moonlighting dynamics and deliberately articulated framework for dealing with moonlighting in the future of work. This piece attempts at triggering the conversation around it to guide all key stakeholders in building management proficiency in dealing with it as an inevitable feature of the Future of Work, the Workplace and the Workforce.
New Explore Careers and College Majors 2024.pdfDr. Mary Askew
Explore Careers and College Majors is a new online, interactive, self-guided career, major and college planning system.
The career system works on all devices!
For more Information, go to https://bit.ly/3SW5w8W
Want to move your career forward? Looking to build your leadership skills while helping others learn, grow, and improve their skills? Seeking someone who can guide you in achieving these goals?
You can accomplish this through a mentoring partnership. Learn more about the PMISSC Mentoring Program, where you’ll discover the incredible benefits of becoming a mentor or mentee. This program is designed to foster professional growth, enhance skills, and build a strong network within the project management community. Whether you're looking to share your expertise or seeking guidance to advance your career, the PMI Mentoring Program offers valuable opportunities for personal and professional development.
Watch this to learn:
* Overview of the PMISSC Mentoring Program: Mission, vision, and objectives.
* Benefits for Volunteer Mentors: Professional development, networking, personal satisfaction, and recognition.
* Advantages for Mentees: Career advancement, skill development, networking, and confidence building.
* Program Structure and Expectations: Mentor-mentee matching process, program phases, and time commitment.
* Success Stories and Testimonials: Inspiring examples from past participants.
* How to Get Involved: Steps to participate and resources available for support throughout the program.
Learn how you can make a difference in the project management community and take the next step in your professional journey.
About Hector Del Castillo
Hector is VP of Professional Development at the PMI Silver Spring Chapter, and CEO of Bold PM. He's a mid-market growth product executive and changemaker. He works with mid-market product-driven software executives to solve their biggest growth problems. He scales product growth, optimizes ops and builds loyal customers. He has reduced customer churn 33%, and boosted sales 47% for clients. He makes a significant impact by building and launching world-changing AI-powered products. If you're looking for an engaging and inspiring speaker to spark creativity and innovation within your organization, set up an appointment to discuss your specific needs and identify a suitable topic to inspire your audience at your next corporate conference, symposium, executive summit, or planning retreat.
About PMI Silver Spring Chapter
We are a branch of the Project Management Institute. We offer a platform for project management professionals in Silver Spring, MD, and the DC/Baltimore metro area. Monthly meetings facilitate networking, knowledge sharing, and professional development. For event details, visit pmissc.org.
NIDM (National Institute Of Digital Marketing) Bangalore Is One Of The Leading & best Digital Marketing Institute In Bangalore, India And We Have Brand Value For The Quality Of Education Which We Provide.
www.nidmindia.com
Employ-Ability: What we can look for in the future of work
1. Employ-Ability: What we can look for in the
future of work
The worldwide recession has made traditionally “reliable” forecasting models of improvement in
job creation next to impossible to gauge accurately. This seems especially true for adults with
hidden disabilities as they seek access to employment opportunities with little public or private
recognition of their aspirations and barriers to achieving a livable wage.
In looking for data from governmental or private sector publications on the future of workplace
prospects for people with disabilities, there have been few resources or reports that break down
employment/unemployment for people with high incidence disabilities such LD, ADHD,
Asperger’s, or mood disorders.
There is a nascent body of research, governmental reports, and studies that indicate emerging
trend lines which will impact adults with hidden disabilities access and participation in labor
markets across the US and around the world. A cross section of this information is shared within
the blog.
The Equal Employment Opportunity Commission (EEOC) is completing a review and inviting
public comment concerning revised regulations for employers to determine who is disabled and
what constitutes a substantial limitation to an employee that requires a reasonable
accommodation. People with hidden disabilities such as ADHD, Asperger’s and mood disorders
are in line for Tier I status as having severe disabilities, that would enable a relatively easier case
for job modification.
As of this moment, adult workers with learning disabilities are being considered for a Tier II
status. This means that consideration for workplace modifications or accommodations will
require a higher bar with more steps to substantiate a substantial limitation due to this particular
disability. Passing these regulations as proposed will create an additional hardship for
un/underemployed adults with diagnosed learning disabilities who will not be a top priority in
future employment initiatives- whether public or privately funded.
What is not clear and should really drive public commentary to the EEOC is the fact that the
above-mentioned Tier I conditions quiet frequently co-occur with some manifestation of learning
disabilities. How does an employee with workplace performance problems discern what aspect
of the job is due to ADHD or LD? Many adults with these conditions have historically been
reluctant to disclose or even know how to disclose (Gerber & Price, 2009) .
Human Resource personnel and company management will be caught up in these determinations,
and are not prepared to make judgment calls with any reliability. Neil Romano, formerly of the
Office of Disability Employment Policy (ODEP) shares that current governmental and private
sector efforts must understand business better and connecting the dots between our goals and
their needs. Businesses approach to disability employment tends to be one step at a time, rather
than a systemic integrated process and approach (hiring, awareness, etc.) Imagine what would
2. happen if this approach was used on women? If you recruit, how can you not train? If you train,
how can you not have a career ladder in place? Business is not using its own fundamental
processes in place for other minorities.
Romano’s contention is that business doesn’t understand how to integrate adults with disabilities
into the workforce. This is because even if the corporate sector is well intended, they tend to
have a blind spot. Businesses are still using a legacy model- they think of PwD based on old
concepts, images and ideas (stereotypes, expenses, poor people, sick, etc). Most employers do
not understand why they need and should market to the disability community to recruit for
openings. Governmental and social service sector entities have not helped the corporate
community see the “disability dividend”- that serving and hiring PwD makes money for the
business through integrated processes in all segments of the business.
This seems to be the reality based on a cross-section of statistics collected by the Bureau of
Labor Statistics which shows that since October 2008 (when they began to collect employment
data on PwD) the already high unemployment rate of working age people 16-64 reported as
disabled has seen disproportionate growth compared to those reporting as non-disabled, where it
is approaching 80% of this segment as not being in the workforce.
There are no current proposals within the Obama administration that target PwD specifically for
workforce development either in system change grants or RFP’s for local vendor/replicable
models. The US Business Leadership Network (USBLN) has been active in many parts of the
country working with employers to address making the hiring, training, and promotion case for
PwD a no brainer.
There seems to be a natural opening between businesses needs and government for creative
common sense initiatives that will benefit all parties. With seed monies from the government-
based on compatible performance criteria- collaboration and joint development agreements
between the public and private sectors can begin to address the un/underemployment of adults
with hidden disabilities.
The US Small Business Administration (SBA), has recently included people with disabilities into
a category of applying as a minority-owned business. Just in the last month, financial institutions
have shown an interest in approving blended funding between local banks, the SBA, and
personal loan guarantees of the disability/minority-owned loan applicants to start, expand, or
recapitalize an existing business.
The US BLN will also begin to certify disability-owned business to be able to work under the
federal procurement system in contracting/sub-contracting with federal agencies. This has huge
potential for the disability community, our country, and business on general. Globally, there are
some efforts along these lines that hold some promise of improving the status quo.
The US became a signatory of the UN Human Rights Convention for the Disabled at the
beginning of 2009. Among work-oriented aspects of this document, the signing governments
promise to promote and include disability-minority owned businesses in their supply chains, set
an example of hiring PwD into government/private sector positions, have barrier-free access, etc.
3. An area of concern is to make sure employer’s do not hear “accommodation” as a message that
means “ I am forced to by law” rather than an employee that just wants to be treated fairly.
The global view of disability and employment tends to be one of “best practices” as being better
than “compliance.” Diversity and Inclusion is promoted as business improvement rather than a
cost or expense to business. The Disability Standard as part of a UK effort to help employers
become “Disability Confident” published an employer management tool that enables
organizations to accurately measure performance on disability, in every way it affects their
business, and put in place action plans that deliver real business improvement. This view allows
for a hiring case that shifts away from issues of dealing with stigma of quotas and making a
positive case for hiring through looking pragmatically at “reasonable adjustments” to the
workplace that benefit all workers, not just those with a disability.
Kareem Dale, White House disability policy advisor for President Obama, sets the tone for
change by noting that “An issue for advancement is the employer’s mentality of not being
comfortable or wondering if that person with disability can do the job or- if up for a promotion-
how have they been able to do the job? They would rather promote or go to a person without a
disability and we get lost in the shuffle. PwD are capable and want to be employed. They want to
be contributing members of society. Lack of health care, contributes to high levels of
unemployment- wage conflicts make one reliant on retaining SSI or if you make minimum wage,
you lose benefits and have problems getting coverage from private insurers.”
Across the rest of the developed and emerging world, we still see under and unemployment rates
that are at least 75% or higher. No matter what terminology one wishes to use, these rates are not
sustainable and need a radical re-alignment of national funding & service priorities. It will take
more than just getting a job, it is about retaining it, making sure there is growth where one can
excel and prosper. It is nothing less than equal access to the world of work and quality of life.