Fairygodboss and nFormation surveyed 800 individuals who identify as Women of Color to learn more about their experiences in the workplace and understand how many of them are planning to leave the workforce and why they're leaving.
Mastering Millennials: How to Effectively Communicate with this GenerationUrbanBound
Communication is important and incredibly significant to Millennials—especially in the workplace—and their approach to it is pretty different than what a lot of us are used to.
While it can seem overwhelming to take on a whole new approach to communication, if you dissect the reasoning behind Millennials’ preferences, the dots will all start to connect. Our SlideShare will dive into how you can accomplish this.
[For more in-depth information, check out our eBook here: http://resources.urbanbound.com/ebook-how-to-communicate-with-millennials]
Women face significant challenges advancing their careers in the Indian advertising industry due to rampant sexism, lack of family support policies, and toxic work cultures. While women make up 40% of new hires, very few rise to leadership roles. The advertising world remains a "boys club" where women face constant objectification, sexist jokes, and assumptions about prioritizing family over work. The few women who do achieve high ranks, like Swati Bhattacharya, had to fight prejudices and demand accommodations for their roles as working mothers. For the industry to progress, leadership must establish policies like paid parental leave and crack down on discrimination and harassment. Mentorship networks and a shift from an ego-driven
The document discusses effective job searching methods such as networking, contact development, and follow up. It notes that informal contacts and networking are the most effective ways to find jobs, while applying online and using recruiters are among the least effective. The document provides tips for networking, developing contacts, and following up as part of taking responsibility for one's own job search.
6 Ways Your Millennials Differ From Your Baby-BoomersUrbanBound
Millennials and Baby-boomers have very different values, and the characteristics of each generation is overwhelmingly apparent in the workplace. Until the shift from Boomer-heavy companies to Millennial-heavy companies occurs (and it will soon), the two have to learn to work together. Here we have outlined 6 of the main ways you can encourage collaboration instead of collision between these two generations.
21 Things you MUST know about Your Customer.Libby Spears
I developed this for the ACCE conference in OK City as a follow up to my presentation "Selling the Intangible". Whether you work for a Chamber of Commerce or not, this applies to anyone who sells a product or service. And let's be honest: we are all in sales.
The document discusses strategies for finding a job in today's tough market. It notes that traditional strategies like responding to ads, networking, and sending resumes are often ineffective. Most opportunities are never advertised. It recommends getting in front of the decision maker by positioning yourself as a solution to their challenges rather than just another job seeker. The goal is to get invited to discuss how you can make a major contribution and help the company meet its challenges.
This document provides advice for getting a job without work experience. It suggests looking beyond traditional paid work experience to consider unpaid work, volunteering, hobbies, and leadership roles that demonstrate relevant skills. The document recommends organizing a resume around headings like "Unpaid Work Experience" and "Leadership" to highlight these alternative experiences. It also advises practicing stories about past roles that show dependability, increasing responsibility, and aptitude for the skills needed in the target job.
Hemang has been promoted to an engagement manager position at a consulting firm. His boss John asks him to prepare a pitch for a banking client on implementing gender diversity initiatives. The client is facing issues with fast growth and wants strategies to improve business. However, the client's top management is skeptical about diversity. Hemang must decide whether to focus solely on gender diversity or propose a more comprehensive diversity management program. He worries the skeptical management may relegate diversity efforts to non-core functions. Hemang has research showing diversity improves performance but is unsure how to address the client's concerns like women leaving after marriage or having less flexibility. He wants to logically convince the client of diversity's benefits while providing a well-rounded perspective.
Mastering Millennials: How to Effectively Communicate with this GenerationUrbanBound
Communication is important and incredibly significant to Millennials—especially in the workplace—and their approach to it is pretty different than what a lot of us are used to.
While it can seem overwhelming to take on a whole new approach to communication, if you dissect the reasoning behind Millennials’ preferences, the dots will all start to connect. Our SlideShare will dive into how you can accomplish this.
[For more in-depth information, check out our eBook here: http://resources.urbanbound.com/ebook-how-to-communicate-with-millennials]
Women face significant challenges advancing their careers in the Indian advertising industry due to rampant sexism, lack of family support policies, and toxic work cultures. While women make up 40% of new hires, very few rise to leadership roles. The advertising world remains a "boys club" where women face constant objectification, sexist jokes, and assumptions about prioritizing family over work. The few women who do achieve high ranks, like Swati Bhattacharya, had to fight prejudices and demand accommodations for their roles as working mothers. For the industry to progress, leadership must establish policies like paid parental leave and crack down on discrimination and harassment. Mentorship networks and a shift from an ego-driven
The document discusses effective job searching methods such as networking, contact development, and follow up. It notes that informal contacts and networking are the most effective ways to find jobs, while applying online and using recruiters are among the least effective. The document provides tips for networking, developing contacts, and following up as part of taking responsibility for one's own job search.
6 Ways Your Millennials Differ From Your Baby-BoomersUrbanBound
Millennials and Baby-boomers have very different values, and the characteristics of each generation is overwhelmingly apparent in the workplace. Until the shift from Boomer-heavy companies to Millennial-heavy companies occurs (and it will soon), the two have to learn to work together. Here we have outlined 6 of the main ways you can encourage collaboration instead of collision between these two generations.
21 Things you MUST know about Your Customer.Libby Spears
I developed this for the ACCE conference in OK City as a follow up to my presentation "Selling the Intangible". Whether you work for a Chamber of Commerce or not, this applies to anyone who sells a product or service. And let's be honest: we are all in sales.
The document discusses strategies for finding a job in today's tough market. It notes that traditional strategies like responding to ads, networking, and sending resumes are often ineffective. Most opportunities are never advertised. It recommends getting in front of the decision maker by positioning yourself as a solution to their challenges rather than just another job seeker. The goal is to get invited to discuss how you can make a major contribution and help the company meet its challenges.
This document provides advice for getting a job without work experience. It suggests looking beyond traditional paid work experience to consider unpaid work, volunteering, hobbies, and leadership roles that demonstrate relevant skills. The document recommends organizing a resume around headings like "Unpaid Work Experience" and "Leadership" to highlight these alternative experiences. It also advises practicing stories about past roles that show dependability, increasing responsibility, and aptitude for the skills needed in the target job.
Hemang has been promoted to an engagement manager position at a consulting firm. His boss John asks him to prepare a pitch for a banking client on implementing gender diversity initiatives. The client is facing issues with fast growth and wants strategies to improve business. However, the client's top management is skeptical about diversity. Hemang must decide whether to focus solely on gender diversity or propose a more comprehensive diversity management program. He worries the skeptical management may relegate diversity efforts to non-core functions. Hemang has research showing diversity improves performance but is unsure how to address the client's concerns like women leaving after marriage or having less flexibility. He wants to logically convince the client of diversity's benefits while providing a well-rounded perspective.
Third year results. Special addition of info on bosses and advice for bosses, how we view the quality of planning, if we leave where we'd go, first year to get enough UK planners for some shared results.
Social Media Today produced this online survey of 347 industry members, as well as interviewing four key individuals who self-identify as social change agents. It was inspired by Susan Scrupski’s pioneering work starting in 2009 with The 2.0 Adoption Council, which led to the founding of Change Agents Worldwide, a network of forward-thinking social champions around the world.
The survey focused on the impact a social skill set has on individual career performance and options. These skills include collaborative and network technologies, storytelling, crowd-sourcing across geographies and companies, as well as personal values placed on transparency and authenticity.
The document discusses issues of leadership and trust in the workplace. It notes that anonymous online comments from employees describe situations with leaders who lack competence and knowledge. The author argues that effective leadership requires both character and competence to build trust. Trust is needed for an environment where people can optimize their performance, rather than having it altered by a leader's personality. The two components of trust are described as a leader's character and their ability to competently achieve goals within a given context.
"Culture fit" is a phrase that's been buzzing around the recruitment realm for decades--but what does it really mean? It's a concept that's long been muddled and Hueman's here to set it straight. Join Hueman: Your RPO Partner for a webinar discussing the true meaning of company culture, how to define it and, most importantly, how to hire for it--all to bolster your bottom line. The discussion will also feature insights from Hueman founder and CEO, Dwight Cooper: the only individual who has built a Best Workplace in America for 13 years in row.
Webinar Objectives:
*Understand your company’s definition of culture fit
*Provide a framework for assessing and editing your company’s external culture
*Provide a framework on how to properly recruit and hire for your company
Who Should Attend:
*Hiring managers
*HR leaders
*Marketers / Recruiters responsible for employer branding
Find video at: http://resources.rpoassociation.org/recruiting-for-culture-fit-webinar
The document is a magazine issue from OneRecruit that discusses various topics related to recruitment and interviews. It includes articles on why recruitment is a game to win, how skills matter in job interviews, things to avoid in interviews, what HR is, how to dress for interviews, and salary negotiation tips. It also provides summaries of additional articles on topics like creating the perfect cover letter, resume tips, online learning, and questions to ask in an interview. The magazine is intended to provide relevant information to both job seekers and human resources professionals.
2013 State of the Union: The Critical Importance of Hiring & Retaining Employ...Greg David
1) Hiring top talent in today's competitive market requires innovation in job design, a structured hiring process, and constant monitoring of retention strategies.
2) Engaging and developing employees so they feel their work is meaningful is critical for retention, productivity and the bottom line.
3) Improving the candidate experience through clear and responsive communication throughout the hiring process can turn candidates into brand ambassadors and improve future hiring.
To land a job at a competitive tech company, one should understand the hiring process from the employer's perspective and focus on showing how they can provide long-term value. Rather than just submitting a resume, one should research the company thoroughly, identify recent projects and acquisitions, and directly contact relevant managers by name to discuss opportunities where their skills could contribute. This personalized approach allows one to bypass human resources and make a direct connection with decision-makers, increasing the chances of standing out from other applicants.
This document provides information about careers in child protective services social work and family service work. It discusses the basic duties of child protective services social workers, which include assessing reports of child abuse and neglect, assisting children and families in obtaining necessary services, and providing counseling and support services. It also outlines the duties of family service workers, such as providing direct services to families, assessing family stability and safety, and linking families to community resources. The document provides details on the skills, educational requirements, and typical salaries for these social work positions. It also includes an interview with a current social worker discussing the challenges of the job and importance of communication, rapport building, and self-care.
The document provides an overview of the results from the 9th edition of the strategist survey. Some key findings include:
- Participation increased 45% to 2,556 strategists globally
- The US, UK, Brazil, Germany, and Canada had the most respondents
- 45% of respondents were female, up from the previous survey
- 21% of respondents were expats, up 4 points from the previous survey
- 76% of respondents worked in communications services firms, while 6% had their own consultancies and 5% worked in brand marketing
- Brand strategist was the most common type of strategist identified at 69%
Progress in gender diversity in public relations remains painfully slow in many ways, but Time’s Up for the field. According to The Homes Report, women make up about 70% of the PR workforce, but they only hold about 30% of the top positions in the industry.
The Plank Center hosted a free webinar titled “Women and Leadership in Public Relations.”
The Center’s 2017 Leadership Report Card found that being successful in the field is still challenging for women—the pay gap is real; the opportunity gap is real; and the being-heard-and-respected-gap is real.
The webinar discusses bridging those gaps, including action items for current leaders at all organizational levels. Led by industry professionals:
Julia Hood, founder, Pop-Up Media and AgendaZoom
Jacquie McMahon, senior account executive, Ketchum
Donnalyn Pompper, public relations professor & endowed chair, University of Oregon
Brian Price, corporate communications manager, Starwood Retail Partners
And moderated by Leah Seay, assistant manager, public policy communication, General Motors.
To view the archived webinar, go to The Center's website: http://bit.ly/PlankWebinars
CAMILLE LEMIEUX
Springer Nature
What is the current state of diversity, equity, and inclusion in the scholarly publishing community? It's time to take a thorough look at the 2023 global Workplace Equity (WE) Survey results. The C4DISC coalition conducted the WE Survey to capture perceptions, experiences, and demographics of colleagues working at publishers, associations, libraries, and many more types of organizations in the global community. Four key themes emerged from the 2023 results, which will be compared to the findings from the first WE Survey conducted in 2018. Recommendations for actions organisations can consider within their contexts will be proposed and discussed.
The study examined the experiences of 1,000 professional women across different sectors to understand support for careers and the talent pipeline. It found a paradox where most women feel supported, but many have faced gender-related obstacles. Accountancy, Law, and Education were best for women and mothers, while Advertising/Media and Engineering were worst. Flexible work and role models were seen as most important for progress. Addressing unconscious biases and creating a culture where issues can be safely raised could help solve the disconnect between perceived and actual support.
This document discusses strategies for improving diversity within nonprofit organizations. It begins by outlining why diversity is important for nonprofits, such as better understanding the communities they serve. The document then provides insights and recommendations for engaging three key demographic groups: females, Hispanics, and millennials. It suggests tactics like using social media, mobile accessibility, and micro-volunteering opportunities. Finally, the document presents a framework for achieving diversity that involves defining goals, assessing the current board, and improving recruitment and retention of diverse members.
Hays heeft onderzoek gedaan naar genderdiversiteit op de werkvloer in 31 landen wereldwijd. De onderzoeksvragen werden ingevuld door bijna 6.000 respondenten. In het onderzoeksrapport worden de belangrijkste globale en Nederlandse resultaten met u gedeeld.
The summary provides career center programs and services to all individuals regardless of personal characteristics such as race, religion, gender, etc. Reasonable accommodations are available for those with disabilities when requested in advance by contacting the phone number provided.
The document provides information about career preparation and networking. It emphasizes the importance of networking, developing clear career direction, and communicating effectively. It offers tips for career fairs and informational interviews. Key points include developing contacts, creating opportunities, impressing in interviews, researching companies in advance, following up after meetings, and focusing on long-term career goals and commitment rather than just short-term positions.
How 2020 Changed the Job Search LandscapeFairygodboss
Fairygodboss surveyed 1,000 men and women to learn more about how they look for and evaluate potential employers and job opportunities. While men and women share some similarities when it comes to compensation, their priorities differ when it comes to additional benefits and social issues. Women are more likely to care about an employer's stance on gender and racial equality, so we surveyed an additional 500 women to learn more about how they believe media and corporate attention will, or will not, affect racial inequalities in the workplace. Read the full report to learn more.
This document provides tips for finding job opportunities, including starting from entry-level positions, attending job fairs, networking, researching companies, considering government jobs, and using online job searches as a supplemental tactic rather than the primary method. It emphasizes gaining experience from initial jobs, doing research on companies of interest, using job fairs to introduce yourself to recruiters, and expanding your network through various avenues.
Troubleshooting Recruiting: How To Recruit More Women Into Your WorkforceAggregage
In this session, Jeanette Leeds, Talent Acquisition Expert, Business Leader, and Tech Entrepreneur will teach you about the latest talent acquisition solutions to support your gender-diversity hiring journey.
Third year results. Special addition of info on bosses and advice for bosses, how we view the quality of planning, if we leave where we'd go, first year to get enough UK planners for some shared results.
Social Media Today produced this online survey of 347 industry members, as well as interviewing four key individuals who self-identify as social change agents. It was inspired by Susan Scrupski’s pioneering work starting in 2009 with The 2.0 Adoption Council, which led to the founding of Change Agents Worldwide, a network of forward-thinking social champions around the world.
The survey focused on the impact a social skill set has on individual career performance and options. These skills include collaborative and network technologies, storytelling, crowd-sourcing across geographies and companies, as well as personal values placed on transparency and authenticity.
The document discusses issues of leadership and trust in the workplace. It notes that anonymous online comments from employees describe situations with leaders who lack competence and knowledge. The author argues that effective leadership requires both character and competence to build trust. Trust is needed for an environment where people can optimize their performance, rather than having it altered by a leader's personality. The two components of trust are described as a leader's character and their ability to competently achieve goals within a given context.
"Culture fit" is a phrase that's been buzzing around the recruitment realm for decades--but what does it really mean? It's a concept that's long been muddled and Hueman's here to set it straight. Join Hueman: Your RPO Partner for a webinar discussing the true meaning of company culture, how to define it and, most importantly, how to hire for it--all to bolster your bottom line. The discussion will also feature insights from Hueman founder and CEO, Dwight Cooper: the only individual who has built a Best Workplace in America for 13 years in row.
Webinar Objectives:
*Understand your company’s definition of culture fit
*Provide a framework for assessing and editing your company’s external culture
*Provide a framework on how to properly recruit and hire for your company
Who Should Attend:
*Hiring managers
*HR leaders
*Marketers / Recruiters responsible for employer branding
Find video at: http://resources.rpoassociation.org/recruiting-for-culture-fit-webinar
The document is a magazine issue from OneRecruit that discusses various topics related to recruitment and interviews. It includes articles on why recruitment is a game to win, how skills matter in job interviews, things to avoid in interviews, what HR is, how to dress for interviews, and salary negotiation tips. It also provides summaries of additional articles on topics like creating the perfect cover letter, resume tips, online learning, and questions to ask in an interview. The magazine is intended to provide relevant information to both job seekers and human resources professionals.
2013 State of the Union: The Critical Importance of Hiring & Retaining Employ...Greg David
1) Hiring top talent in today's competitive market requires innovation in job design, a structured hiring process, and constant monitoring of retention strategies.
2) Engaging and developing employees so they feel their work is meaningful is critical for retention, productivity and the bottom line.
3) Improving the candidate experience through clear and responsive communication throughout the hiring process can turn candidates into brand ambassadors and improve future hiring.
To land a job at a competitive tech company, one should understand the hiring process from the employer's perspective and focus on showing how they can provide long-term value. Rather than just submitting a resume, one should research the company thoroughly, identify recent projects and acquisitions, and directly contact relevant managers by name to discuss opportunities where their skills could contribute. This personalized approach allows one to bypass human resources and make a direct connection with decision-makers, increasing the chances of standing out from other applicants.
This document provides information about careers in child protective services social work and family service work. It discusses the basic duties of child protective services social workers, which include assessing reports of child abuse and neglect, assisting children and families in obtaining necessary services, and providing counseling and support services. It also outlines the duties of family service workers, such as providing direct services to families, assessing family stability and safety, and linking families to community resources. The document provides details on the skills, educational requirements, and typical salaries for these social work positions. It also includes an interview with a current social worker discussing the challenges of the job and importance of communication, rapport building, and self-care.
The document provides an overview of the results from the 9th edition of the strategist survey. Some key findings include:
- Participation increased 45% to 2,556 strategists globally
- The US, UK, Brazil, Germany, and Canada had the most respondents
- 45% of respondents were female, up from the previous survey
- 21% of respondents were expats, up 4 points from the previous survey
- 76% of respondents worked in communications services firms, while 6% had their own consultancies and 5% worked in brand marketing
- Brand strategist was the most common type of strategist identified at 69%
Progress in gender diversity in public relations remains painfully slow in many ways, but Time’s Up for the field. According to The Homes Report, women make up about 70% of the PR workforce, but they only hold about 30% of the top positions in the industry.
The Plank Center hosted a free webinar titled “Women and Leadership in Public Relations.”
The Center’s 2017 Leadership Report Card found that being successful in the field is still challenging for women—the pay gap is real; the opportunity gap is real; and the being-heard-and-respected-gap is real.
The webinar discusses bridging those gaps, including action items for current leaders at all organizational levels. Led by industry professionals:
Julia Hood, founder, Pop-Up Media and AgendaZoom
Jacquie McMahon, senior account executive, Ketchum
Donnalyn Pompper, public relations professor & endowed chair, University of Oregon
Brian Price, corporate communications manager, Starwood Retail Partners
And moderated by Leah Seay, assistant manager, public policy communication, General Motors.
To view the archived webinar, go to The Center's website: http://bit.ly/PlankWebinars
CAMILLE LEMIEUX
Springer Nature
What is the current state of diversity, equity, and inclusion in the scholarly publishing community? It's time to take a thorough look at the 2023 global Workplace Equity (WE) Survey results. The C4DISC coalition conducted the WE Survey to capture perceptions, experiences, and demographics of colleagues working at publishers, associations, libraries, and many more types of organizations in the global community. Four key themes emerged from the 2023 results, which will be compared to the findings from the first WE Survey conducted in 2018. Recommendations for actions organisations can consider within their contexts will be proposed and discussed.
The study examined the experiences of 1,000 professional women across different sectors to understand support for careers and the talent pipeline. It found a paradox where most women feel supported, but many have faced gender-related obstacles. Accountancy, Law, and Education were best for women and mothers, while Advertising/Media and Engineering were worst. Flexible work and role models were seen as most important for progress. Addressing unconscious biases and creating a culture where issues can be safely raised could help solve the disconnect between perceived and actual support.
This document discusses strategies for improving diversity within nonprofit organizations. It begins by outlining why diversity is important for nonprofits, such as better understanding the communities they serve. The document then provides insights and recommendations for engaging three key demographic groups: females, Hispanics, and millennials. It suggests tactics like using social media, mobile accessibility, and micro-volunteering opportunities. Finally, the document presents a framework for achieving diversity that involves defining goals, assessing the current board, and improving recruitment and retention of diverse members.
Hays heeft onderzoek gedaan naar genderdiversiteit op de werkvloer in 31 landen wereldwijd. De onderzoeksvragen werden ingevuld door bijna 6.000 respondenten. In het onderzoeksrapport worden de belangrijkste globale en Nederlandse resultaten met u gedeeld.
The summary provides career center programs and services to all individuals regardless of personal characteristics such as race, religion, gender, etc. Reasonable accommodations are available for those with disabilities when requested in advance by contacting the phone number provided.
The document provides information about career preparation and networking. It emphasizes the importance of networking, developing clear career direction, and communicating effectively. It offers tips for career fairs and informational interviews. Key points include developing contacts, creating opportunities, impressing in interviews, researching companies in advance, following up after meetings, and focusing on long-term career goals and commitment rather than just short-term positions.
How 2020 Changed the Job Search LandscapeFairygodboss
Fairygodboss surveyed 1,000 men and women to learn more about how they look for and evaluate potential employers and job opportunities. While men and women share some similarities when it comes to compensation, their priorities differ when it comes to additional benefits and social issues. Women are more likely to care about an employer's stance on gender and racial equality, so we surveyed an additional 500 women to learn more about how they believe media and corporate attention will, or will not, affect racial inequalities in the workplace. Read the full report to learn more.
This document provides tips for finding job opportunities, including starting from entry-level positions, attending job fairs, networking, researching companies, considering government jobs, and using online job searches as a supplemental tactic rather than the primary method. It emphasizes gaining experience from initial jobs, doing research on companies of interest, using job fairs to introduce yourself to recruiters, and expanding your network through various avenues.
Troubleshooting Recruiting: How To Recruit More Women Into Your WorkforceAggregage
In this session, Jeanette Leeds, Talent Acquisition Expert, Business Leader, and Tech Entrepreneur will teach you about the latest talent acquisition solutions to support your gender-diversity hiring journey.
The document summarizes findings from a survey of nearly 600 women in the advertising industry about their experiences with gender bias, sexism, and workplace culture. Some key findings include:
- Over half of respondents reported experiencing unwanted sexual advances during their career, most often from coworkers. However, few reported these incidents due to fears over career impacts.
- The majority also experienced more subtle biases like exclusion from important events, demeaning comments, and tasks like note-taking assigned based on their gender.
- Many felt they had less career opportunities, faced unfair pay, and negative impacts to their career from having children compared to their male peers.
- The advertising industry culture still seems to exhibit "Mad Men
This document is a proposal for a keynote speech on DEI for executives at SXSW 2024. The summary discusses topics that will be covered in the keynote, including the five stages of DEI maturity, why DEI progress is still stagnant, the importance of DEI for recruiting and retaining top talent, and the four principles of equity-centered leadership - understanding community, initiating tough conversations, being accountable, and committing to equal access. The proposal was previously presented at an HR conference and will be updated if selected for SXSW.
Mazarine Treyz: How to Get the Dream Nonprofit Job You DeserveWild Apricot
Do you want to build a successful career in the nonprofit sector? If so, please join our free webinar on Dec 18 with nonprofit expert Mazarine Treyz to learn the steps successful nonprofit professionals follow to keep progressing in their career.
Employers Say Skills Are LackingIn Candidates And New Hires.docxSALU18
Employers Say Skills Are Lacking
In Candidates And New Hires
Today, more than ever before, employers say job candidates are outside the company. If you can't accept feedback, handle
lacking basic skills. They may have a degree or a diploma, but emotions, resolve conflict, and work well with others, you won't
don't measure up to workplace standards. Several skills areas be hired and if on the job, could be fired.
frequently mentioned include: Adaptability. Change is constant. We all have to adapt -
Speaking skills. Many of us have grown lax and don't even to new things, new people, new ways, new technologies. If you
hear ourselves use phrases like, "he ,---------------------, can't adapt and if you don't quickly
don't", "it ain't right", "he and me bounce back after set-backs, you
went" and so on. But others do hear it r.~'iIt--,\ won't last long.\tc'3~
and it will keep someone from getting Problem solving and critical
a job or a promotion. thinking. Employers want employees-.
Businesswriting. With Twitter and who can innovate, analyze situations,
texting, it's easv-to-tall into-the -trap - - and find-solutions-to problems. With
of shortcutting and taking liberties less people and fewer resources,
with generally accepted writing rules. employees have to be self-directed,
But, whether it's a letter, memo, work independently as well as in
e-mail, phone message, or a report, teams, and think on their feet.
employers expect employees to write, ~ These skills seem common
proof, and distribute proper, clear, sense. But they are not transferring
and error-free messages. into the workplace. Some of these
Understanding numbers. Everyone is responsible for the skills can be measured, some observed, others are harder to
bottom line and the bottom line is defined by numbers. Without assess. But all of them are essential.
being well-grounded in simple and complex math, you won't One excellent program for assessing skills of job candidates
have value. and skill gaps for employees is the Office Proficiency Assessment
Interpersonal skills. Today's workplace requires teamwork
- with people above and below your rank, people inside and ... see Skills Lacking on page 3
Susan Fenner, Ph.D. has made a career out of following workplace and workforce trends. For
more than 25 years, she was the Manager of Education and Professional Development for the
International Association of Administrative Professionals (IMP) and now serves as the Chief
Learning Architect for Speakers you Need (SyN), a consortium of subject-matter experts who
provide training to organizations. She was the Admin Support Advisor on Monster, and had columns
in Office
Solution
s and OfficePro magazines. She was also the General Editor for The Complete
Office Handbook. Susan has worked with business educators and corporations to prepare office
professionals to excel in their roles. She has also worked with educators to develop a business/
administrative curriculum used throughout the U.S. and Can ...
This document provides tips for marketing yourself and finding a government job. It discusses that career changes are now common and networking is the best way to find opportunities. Effective networking involves continuously building relationships, not just when looking for a job. The "Brand of You" is one's reputation and how you present yourself. Developing an online presence through profiles and maintaining them is important. Recruiters look for keywords and spend little time reviewing each resume. Referrals remain the top way positions are filled.
The Code Noire 2018 Diversity Report is here! Check out the findings and share your thoughts on the effectiveness of diversity in the workplace. #CodeNoire #DiversityReport
The 10 Most Influential Businesswomen Making a Difference, 2022TheIncMagazine
Discover the trailblazing women shaping the business landscape in "The 10 Most Influential Businesswomen Making a Difference, 2022." Gain insights into the remarkable achievements, innovative strategies, and impactful contributions of these extraordinary leaders. Explore their inspiring journeys, empowering leadership styles, and the transformative impact they have had on their industries. Join us in celebrating the influential women driving change and setting new standards of success in the business world.
Similar to More Women Of Color Are Ready To Leave The Workforce (20)
Fairygodboss surveyed 1,000 women who work full-time across the United States to better understand how the COVID-19 pandemic, including the surge of the Delta variant and introduction of vaccinations, has impacted their career mobility, office preferences and general career satisfaction.
The Workload Divide Between Working Parents and Non-Parents During COVID-19Fairygodboss
In August 2020, Fairygodboss surveyed 400 women employed full-time to learn more about how they're handling workplace and childcare responsibilities during the pandemic. Survey results show that working mothers are a bit reluctant to ask for help, but are still receiving it from colleagues and managers. Working moms with young children also tend to be harder on themselves than moms with older children and women without children. Explore the report to learn more.
The Impact Of COVID-19 On Women's CareersFairygodboss
In May 2020, Fairygodboss surveyed 1,000 community members to better understand what our community members are experiencing in their careers and personal lives due to the impact of coronavirus.
What Generation Z Women Want In The WorkplaceFairygodboss
In the winter of 2020, Fairygodboss surveyed 400 women ages 18-22, otherwise known as Gen Z, about their experiences within and opinions about the workplace.
Sexual Harassment In The Workplace | 2019 UpdateFairygodboss
Sexual Harassment in the Workplace: In November 2017, Fairygodboss surveyed 502 women in 2017 about sexual harassment in the workplace and issued the survey again in 2018 to include a few new questions. We surveyed 400 women in October of 2019 to update the results and found that 61% of women believe things have largely stayed the same or gotten worse for women in the workplace in 2019, and 30% of women have experienced some form of sexual harassment at work.
This document discusses a survey about relationships and money. The survey asked 400 individuals questions about how they met partners, factors in dating, discussing salary, importance of a partner's income, and whether financial differences would impact relationships. It also provides demographic information about the respondents, including a majority being female, between ages 25-54, married, and most having a household income between $0-75,000.
Resumes, Cover Letters, and Applying OnlineBruce Bennett
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2. EXECUTIVE SUMMARY
Fairygodboss and nForma.on surveyed 800 individuals who iden.fy as Women of Color
to learn more about their experiences in the workplace and understand how many of them
are planning to leave the workforce and why they're leaving.
Among key findings, nearly half of respondents who are currently employed are
considering leaving their jobs and more than anything else, aEribute their decision to
feelings of burnout. Our survey also found that 2 in 3 women plan to leave their jobs
within the year, meaning 1 in 3 of all Women of Color currently in the workplace plan to
leave their jobs by next year.
Read the full report to learn more.
3. 19%
43%
Yes, full time Yes, part time No, I’m recently
unemployed as
of 2020 or 2021
No, I’ve been
unemployed
prior to 2020
Are you currently employed?
27%
12%
4. Nearly half of Women of Color respondents
have considered leaving their jobs.
At any point during the past year, have you considered
leaving your job or are you currently considering?
*Only respondents currently employed
Yes No
46% 54%
5. Women of color
are feeling
burnt out and
looking to fulfill
a greater sense
of purpose as we
emerge from
COVID-19.
Why did you consider leaving your job?
(Check all that apply)
*Only respondents who have considered leaving their jobs
7%
10%
16%
17%
27%
47%
47%
51%
Increased responsibilities
due to COVID including
childcare or elder care
Feelings of burnout
Considered pursuing a
different career / looking
to find a greater purpose
For reasons related to
salary and/or benefits
To find an employer that
better aligned with my values
Issues related to a manager,
colleagues (including micro-
aggressions, combative behavior)
Issues related to company
culture (racism, sexism, etc.)
Other (ex: relocated,
considering retirement)
6. 2 in 3 women who are considering leaving
their jobs plan to exit by next year.
How soon do you see yourself
leaving your current role?
*Only respondents who have considered leaving their jobs
3%
12%
18%
24%
25%
18%
0-3 months 4-6 months 7-12 months Over a
year
I’m no longer
considering
leaving my job
Other
7. 2%
14%
21%
25%
28%
36%
Covid is causing women to
reconsider their career paths.
How has COVID impacted your
decision to leave your job?
*Only respondents who have considered leaving their jobs
It solidified
my decision
It sped up
my decision
It made me
question if my
career path is the
right one for me
It had no
impact on
my decision
It made me
reconsider
leaving
Other
2%
8. 2%
4%
7%
8%
8%
10%
61%
Why are you currently unemployed?
*Only respondents who said they were unemployed as of 2020 or 2021
Chose to leave due to increased
COVID responsibili.es including
childcare or elder care
Chose to leave due to burn out
Chose to leave to pursue a different career
or find a job beEer aligned with my values
Chose to leave for reasons related
to salary and/or benefits
Chose to leave due to issues with manager
and/or colleagues (incl. micro-aggressions)
Chose to leave because of company-wide
social issues (racism, sexism, etc.)
Laid off due to
personal reasons
or COVID
62%
10%
8%
8%
7%
4%
2%
9. 7%
7%
14%
14%
27%
29%
30%
50%
What could your company do or have done to make you stay
at your current or most recent position? (Check all that apply)
Not only do Women of Color want to be paid
(and promoted) what they're worth, but they
want more flexible work environments.
*Only respondents considering leaving or who choose to leave the workforce recently
Give me a
raise or
promotion
Give me
more
time off
Implement a
more flexible
work policy
(WFH, flex
hours)
Start an ERG
or safe space
for WOC to
connect
Provide more
networking &
mentorship
opportunities
Make a public
commitment
to increasing
& supporting
diversity
initiatives
Nothing Other
10. 18%
19%
47%
8%
8%
How satisfied are you with your current or most
recent company’s D&I efforts and initiatives?
Despite lofty statements about commitments to
diversity, nearly 2/3 of Women of Color aren't satisfied
with their company's Diversity & Inclusion initiatives.
Not at all satisfied Not very satisfied Neither satisfied
nor disappointed
Somewhat satisfied Completely satisfied
they have done
nothing or their D&I
efforts have failed
they've started
the work but still
have more to do
they've done
good work but
aren't there yet
they've done the best
job they can do with
their D&I efforts
11. Do you feel your most recent company has/had proper processes
in place if you reported an incident of structural racism?
39%
60% of Women of Color feel their
companies are not properly prepared to
handle racist incidents in the workplace.
Yes
No
40%
21%
Unsure
39%
?
12. Women of Color have very different workplace
experiences than their white peers.
Here's what respondents had to say:
"I had to do a
powerpoint specific
to a cultural new year
because no one else
celebrated it."
"I'm under
more scrutiny,
constantly."
"I have to work harder to combat
stereotypes of laziness and
incompetence. I'm often told
that I'm a smart person, as
though it's not expected of me."
"I think I have to be more
careful of the things I say
and the way I manage social
relationships so I won't
bring any unnecessary
animosity on myself."
"I feel like I'm a token for a lot of
discussions on DEI. Sometimes I just
want to sit and listen. My feelings and
concerns have been dismissed unless I
got a particular white male colleague's
ear and he spoke up for me. When
important meetings have happened
concerning MY job duties, I've been
left out of the conversation."
"I'm often thought of as of
being "less than" given my
mixed heritage. I'm often
spoken down to, with
people speaking to me as
if I can't comprehend or
speak English."
"Due to the way
you are viewed by
society, it leaves no
room to be yourself."
13. Where do we
go from here?
Employers & Colleagues:
Take a critical look at what you're asking of Women of
Color employees and/or colleagues versus what you're
offering them in return. Burnout is real and everyone is
feeling the negative impacts, so whether it's implementing
a more flexible workday, offering more time off or simply
offering a helping hand to a colleague, if you can find a
way to ease that burden, do it.
Get serious about (and get involved in) Diversity and
Inclusion initiatives. Invest the proper resources and time
into defining your D&I strategy and, when appropriate, ask
for feedback on what you can do better. And if you haven't
yet attended any of your company's non-mandatory D&I
meetings or events, now's the time to start.
Re-evaluate your company culture and practices to ensure
that everyone feels safe and heard. Be proactive and get
ahead of incidents that may harm marginalized groups of
employees by ensuring that you have the proper processes
and procedures in place should any hateful events occur.
As an employee, familiarize yourself with these procedures
and if you witness any negative remarks or incidents,
speak up or bring it up to the proper authority figures in
your company.
1.
2.
3.
14. Where do we
go from here?
Women of Color:
Know that you are not alone and ask for help when
you need it. Reach out to supportive communities like
Fairygodboss and nFormation to connect with other
women who have gone through similar experiences or
who can offer a different perspective to help you
thrive in the workplace and in your career.
If you do decide to leave, take time to evaluate new
opportunities fully. Talk to other Women of Color who
work at the company or recently left, ask lots of
questions, and use all the available resources to vet
workplaces to ensure that you're going into a space
where you can be your true and authentic self.
15. About
Fairygodboss
Fairygodboss is the largest career community for
women. Our mission is to improve the workplace by
increasing transparency and we provide millions of
women with free resources like job listings, virtual
recruiting events, community advice, and the hard-to-
find information about how companies treat women.
Fairygodboss works with more than 150 major US
companies to help them attract top talent and
enhance their employer brand among women. By
partnering with us, employers can increase the
number of qualified applicants to their open
positions, engage their current workforce and
leverage their endorsements, and share their story
about why they are a great place for women to work.
About
nFormation
nFormation is a first-of-its-kind community
created by women of color for women of color.
It is a vetted, membership-based technology
platform for high-performing WOC that seeks
to reimagine traditional power structures to not
just help more WOC take their seat at the table
but to change the way the table is formed.
nFormation provides safe, brave and new space
for WOC leaders to gather and a unique board
and executive placement plus extended success
service that includes individual and corporate
coaching, feedback and support for two years
post-placement.
Learn More Learn More