This document summarizes a fundraising appeal for a nonprofit organization that aims to increase gender diversity in the technology sector by establishing a program called Midcareer Internships. The program would provide 20-week paid internships for women who have taken time off work to care for children, helping them transition back into their careers. The organization expects to partner with companies to run the program, become self-sustaining over time, and significantly increase the number of women returning to and staying in the workforce.
Workforce Investment Boards have for too long produced substandard websites. The message on the website is diluted because WIB's are trying to speak to more than one audience. Additionally, WIB's are not engaging the website viewer appropriately because quite frankly, they do not know who they are talking to. Therefore WIB's are not delivering information on the website that is desired by those who should be the target audience for the website (employers). This presentation helps workforce investment boards retool their message so that the message addresses the needs and wants of employers. Knowing who the audience for the website is will also allow WIB's to set measurable objectives regarding engagement.
Social networking has been part of the recruiting landscape for some time, but as prospective hires become employees, companies are using social tools to streamline work processes associated with onboarding new hires.
Companies are finding that by leveraging social technologies they can create communities for new employees that provide opportunities for learning, mentorship and peer identification quickly reducing training time and strengthening company culture at the same time.
During this session you’ll hear how companies are delivering gold-medal onboarding by:
Pre-distributing benefits and learning materials
Facilitating employee introductions and collaboration prior to new hire orientation
Pinpointing mentors and birds of a feather
Using 360º performance reviews and transparency of actions to provide true measure of employee success.
Creating a volunteer connections program at your job centerColleen LaRose
The webinar discussed starting a Volunteer Connections Program (VCP) to address long-term unemployment. The VCP connects job seekers to volunteer opportunities for skills development and networking. It involves monthly workshops where participants complete questionnaires, learn about opportunities, and develop action plans. Quarterly exchange events introduce non-profits and volunteers. Over 200 people have participated, and testimonials show volunteers gain experience and non-profits find enthusiastic volunteers. The program is efficient and financially sustainable for addressing long-term unemployment through community-based volunteering.
The Future of Corporate Learning- Trends and PredictionsSaba Software
The document discusses trends and predictions for the future of corporate learning. It predicts that learning will become more social, mobile, and data-driven. It notes that informal learning already accounts for over 75% of learning according to many surveys. Case studies of companies like Guitar Center and Weight Watchers show they are embracing social and mobile learning to engage employees. The amount of data being created is enormous and growing exponentially, presenting both opportunities and challenges for using data to improve learning and business outcomes.
UPSTART Live Spring Summit - The New, New ThingWorkforceNEXT
The New, New Thing: Latest Innovations in Recruiting and Workforce Management Solutions.
Presented By Ziv Eliraz, ZAO; Mark DeChant, Findly; David Lyon, RoundPegg; Tim Lambert, Jobvite; David Kent, Oilpro
As millennials come of age in the workplace, getting them to stick around is becoming a concern. Elements of the employment deal like organizational culture, benefits and working conditions play a critical role in retaining top performers. During this spotlight webinar, millennial branding expert Dan Schawbel will uncover the elements that lead to a clash between generations and how employers can better leverage their programs to meet the needs of the young workers.
During this webinar attendees will hear:
How total rewards contribute to employee motivation
The key factors employees look for in positions and their connection to employee retention
Comparison of workforce generations and its impact on workforce planning
Workforce Investment Boards have for too long produced substandard websites. The message on the website is diluted because WIB's are trying to speak to more than one audience. Additionally, WIB's are not engaging the website viewer appropriately because quite frankly, they do not know who they are talking to. Therefore WIB's are not delivering information on the website that is desired by those who should be the target audience for the website (employers). This presentation helps workforce investment boards retool their message so that the message addresses the needs and wants of employers. Knowing who the audience for the website is will also allow WIB's to set measurable objectives regarding engagement.
Social networking has been part of the recruiting landscape for some time, but as prospective hires become employees, companies are using social tools to streamline work processes associated with onboarding new hires.
Companies are finding that by leveraging social technologies they can create communities for new employees that provide opportunities for learning, mentorship and peer identification quickly reducing training time and strengthening company culture at the same time.
During this session you’ll hear how companies are delivering gold-medal onboarding by:
Pre-distributing benefits and learning materials
Facilitating employee introductions and collaboration prior to new hire orientation
Pinpointing mentors and birds of a feather
Using 360º performance reviews and transparency of actions to provide true measure of employee success.
Creating a volunteer connections program at your job centerColleen LaRose
The webinar discussed starting a Volunteer Connections Program (VCP) to address long-term unemployment. The VCP connects job seekers to volunteer opportunities for skills development and networking. It involves monthly workshops where participants complete questionnaires, learn about opportunities, and develop action plans. Quarterly exchange events introduce non-profits and volunteers. Over 200 people have participated, and testimonials show volunteers gain experience and non-profits find enthusiastic volunteers. The program is efficient and financially sustainable for addressing long-term unemployment through community-based volunteering.
The Future of Corporate Learning- Trends and PredictionsSaba Software
The document discusses trends and predictions for the future of corporate learning. It predicts that learning will become more social, mobile, and data-driven. It notes that informal learning already accounts for over 75% of learning according to many surveys. Case studies of companies like Guitar Center and Weight Watchers show they are embracing social and mobile learning to engage employees. The amount of data being created is enormous and growing exponentially, presenting both opportunities and challenges for using data to improve learning and business outcomes.
UPSTART Live Spring Summit - The New, New ThingWorkforceNEXT
The New, New Thing: Latest Innovations in Recruiting and Workforce Management Solutions.
Presented By Ziv Eliraz, ZAO; Mark DeChant, Findly; David Lyon, RoundPegg; Tim Lambert, Jobvite; David Kent, Oilpro
As millennials come of age in the workplace, getting them to stick around is becoming a concern. Elements of the employment deal like organizational culture, benefits and working conditions play a critical role in retaining top performers. During this spotlight webinar, millennial branding expert Dan Schawbel will uncover the elements that lead to a clash between generations and how employers can better leverage their programs to meet the needs of the young workers.
During this webinar attendees will hear:
How total rewards contribute to employee motivation
The key factors employees look for in positions and their connection to employee retention
Comparison of workforce generations and its impact on workforce planning
Future of Work: 2015-2020: Unleashing You. Making the Future Work. Now.Bill Jensen
Groundbreaking global study:
Rather than add to all the hype...
We studied what it will take to make the future actually work.
Among top findings:
• Our leaders are holding back the future
• Engagement, as we view it now, is so horribly incomplete that it is dangerous!
• Get ready for super-sized personal accountability!
Study sponsor: The Jensen Group, Search for a Simpler Way
For more: http://www.simplerwork.com
#futureofwork
Keynote - Thomson Reuters Synergy 2015 Conference
In this inspirational keynote, Tom will show practitioners how to explore new value-added services and position their practices for success in a rapidly changing world. He'll discuss the major "shift change" and the trends shaping business today, and give participants a framework to provide more proactive services and strategic advice—and a plan to get started.
Tom Hood (Maryland Association of CPAs, Inc.)—Tom is passionate about three areas: leadership, learning, and technology. His recognition and awards reflect his leadership in helping CPAs "shape their future" through his work as the CEO of the Maryland Association of CPAs and the Business Learning Institute, a center for the development of leadership, strategic thinking, and collaboration skills for CPAs. In 2013, Accounting Today said about Tom, "If there is a conversation about the future of the profession, you're bound to hear Hood's name mentioned as one of the people leading the way. Hood is doing as much as anyone—and more than most- to lead public accounting forward."
CPA Practice Advisor inducted Tom into the Accounting Hall of Fame in 2015. He was named the fourth most influential leader in Accounting Today’s 2014 list of the Top 100 Most Influential People in Accounting (his tenth time on the list). LinkedIn recruited Tom as one of their Top 150 Influencers, and he was named to the Top 25 Influencers in Learning by HR Examiner.
The Future of Corporate Learning - Ten Disruptive TrendsJosh Bersin
The corporate learning market is exploding with change, growth, and disruption. This detailed presentation discusses our findings and perspectives on all the changes taking place.
Talent architecture ~ The Greenhouse Project 2017wjodrell
In today's business world, never has the Talent Architecture and its associated strategy & management processes been so important in large companies. Read what The Greenhouse Project has to say about it.
The document summarizes a conference on maximizing social media and content strategies for recruitment. The conference aims to equip attendees with skills and strategies for using social media platforms like LinkedIn, Facebook, Twitter, and others to attract, engage, and hire candidates. It will provide best practices for building an employer brand and social recruiting model. Speakers will discuss how to determine the right social channels, create engaging content, and leverage data to identify candidates more cost-effectively. Breakout sessions will cover topics like optimizing multiple social platforms, managing hiring risks through background checks, and using innovative technologies like mobile, video and gamification in recruitment.
12 ways a job placement agency can benefit college students and recent grads Kelly Services
Only 40% of college graduates feel prepared for their careers. Job placement agencies can help recent graduates and college students find jobs and gain experience. There are 12 reasons to work with an agency, including accessing hidden job opportunities, growing your network, gaining experience through temporary positions, and getting career coaching to help achieve your goals. It's important for job seekers to treat working with a recruiter seriously and maintain communication to get the most value from the relationship.
Venture Philanthropy in Development: Dynamics, Challenges and Lessons in the ...The Rockefeller Foundation
Rather than focus narrowly on venture philanthropy as market-driven investments that must create financial returns to be viewed as sustainable, this report takes a broader view of grantmaking and investment, one that deploys system-wide approaches, longer time-frames, higher levels of engagement, and rigorous but flexible forms of evaluation.
This document summarizes findings from McKinsey & Company and LeanIn.org's seventh annual research on women in the workplace. Some key findings include:
- 423 companies participated with over 12 million employees surveyed on their workplace experiences.
- Women's representation has declined year-over-year in news and media companies across most levels. Women of color continue to lose ground.
- Women, especially women of color, report higher rates of burnout and are more likely to experience disrespectful microaggressions. They also lack effective allies.
- Women leaders have taken on greater responsibilities supporting employee wellbeing and diversity, though this important work often goes unrecognized.
We spend a lot of time talking about how technology-driven innovation is defining the future of business. But how does that manifest itself in the workplace? In order to paint that picture, we asked a series of thought leaders and experts what they envision for the future of work. This presentation is a collection of their responses.
- Class sizes in local government schools are very large, with up to 75 pupils per class in lower grades. These large class sizes make it difficult for teachers to maintain discipline or provide individual assistance.
- The large number of pupils will eventually progress to grade 12 and contribute to the low matriculation pass rates. Pupils are not given a proper opportunity to succeed with huge classes.
- For classes to be properly managed, the ideal class size is 35 pupils or less. But classes of 75 pupils will exhaust teachers and reduce their enthusiasm, affecting the quality of education.
- The problems stem from poor facilities, overcrowding, and low education standards in government schools. Teachers and parents need to address these issues
- Government school classes in lower grades have up to 75 pupils per class, which will contribute to low matriculation pass rates as these large classes do not allow for individual attention or proper learning. Large class sizes exhaust teachers and negatively impact students' education.
- For students to succeed in matric exams, they need a strong foundation in language and mathematics, which is difficult in huge classes that do not allow for proper teaching. The problems in primary schools need to be addressed to improve matric results.
- Parents and teachers are calling for an education summit to seriously address issues of poor facilities, overcrowding, and low education standards in government schools.
Joel Bashevkin: The Power of Pro Bono, Global Trends and Best PracticesZsófia Balázs
About the speaker:
Joel Bashevkin brings nearly 30 years of nonprofit sector work to his role as the Executive Director of Taproot Foundation, Bay Area. With a focus on building a strong pro bono marketplace in the region, he leads the effort to engage business professionals, nonprofits and corporations in high quality, impactful pro bono engagements. During his tenure he has overseen the delivery of 500,000 hours of high quality pro bono capacity building consulting to over 900 nonprofits. This consulting is valued at nearly $50m. He has consulted with nearly 150 leading foundations and corporations to design and deliver customized capacity building programs for nonprofits. In 2008, Joel launched Taproot’s expansion in Los Angeles. He also currently serves as Acting CFO for Taproot and has led the organization to positive financial performance, yielding strong balanced budgets and clean timely audits. He is also a BMW Foundation Responsible Leader and currently oversees Taproot’s program expansion globally through a joint venture with the BMW Foundation. He has led a national leadership development initiative to identify best models to deliver online training curriculum to all US based nonprofits, with support from Annie E. Casey and American Express Foundations.
Focused on consulting to organizations undergoing tremendous growth and organizational development, Joel’s nonprofit career includes the roles of JCC Executive Director, Contemporary Jewish Museum Deputy Director And Boston Food Bank Operations Director. Joel has served on nonprofit boards, worked as a contractor to City of San Francisco Departments, and has consulted with nonprofits in the areas of youth development, arts, disability, health, poverty, and hunger.
Talent Management in Year 2020: Deloitte StudySaba Software
Bersin by Deloitte Study about the world of work in the year 2020.
What will work look like when millennials take over the workforce? How will we manage our talent differently in the near future?
Here we look at the challenges for talent managers in addressing a multi-generational workforce. What changes might HR professionals face in attaining, developing, engaging, retaining and rewarding the employees in their workforce at the end of the decade?
In this presentation, Dr. Katherine Jones, Deloitte Consulting LLP, will cover some myths and realities about the populations entering the workforce today with considerations on what that may mean for the entire workforce by the year 2020.
Using Social Media and Online Technologies in the Public Workforce SystemColleen LaRose
Using Social Media and Online Technologies in the Public Workforce System
The document discusses how social media and online technologies can be leveraged in the public workforce system. It defines social media as internet-based applications that allow users to create and share user-generated content. Social media fosters interactive dialogue and strengthens relationships. The document outlines various social media platforms like Facebook, Twitter, LinkedIn, blogs and their uses. It discusses how professionals in different industries are using social media to share best practices and make connections. The document provides examples of how workforce professionals can collaborate with economic developers using social media. It emphasizes controlling one's online image and presence on social media.
This portfolio document provides a summary of illustration and graphic design work by Stacey S. Jones. It includes labels and logos for kombucha brands, educational illustrations for medical research on ARDS and a biorefinery plant tour guide, social media illustrations, rack cards and yard signs for a county master gardener program, event invitations and brochures, and a tree identification guide for northern and central Florida. The portfolio showcases Stacey's skills in botanical and scientific illustration across various media. It aims to demonstrate the range of projects she has completed for clients in the food/beverage, medical, and educational industries.
Mechanics Direct is an automotive repair shop that specializes in service, maintenance, and repairs for all vehicle makes and models [SENTENCE 1]. They aim to provide honest, accurate, and professional service while focusing on customer satisfaction [SENTENCE 2]. In addition to repairs, Mechanics Direct also sells quality pre-owned vehicles that they have thoroughly inspected themselves [SENTENCE 3].
The document discusses the benefits of exercise for mental health. Regular physical activity can help reduce anxiety and depression and improve mood and cognitive function. Exercise causes chemical changes in the brain that may help protect against mental illness and improve symptoms.
Magnetic retention in maxillo facial prostheses/ General orthodonticsIndian dental academy
Indian Dental Academy: will be one of the most relevant and exciting training
center with best faculty and flexible training programs for dental
professionals who wish to advance in their dental practice,Offers certified
courses in Dental implants,Orthodontics,Endodontics,Cosmetic Dentistry,
Prosthetic Dentistry, Periodontics and General Dentistry.
Future of Work: 2015-2020: Unleashing You. Making the Future Work. Now.Bill Jensen
Groundbreaking global study:
Rather than add to all the hype...
We studied what it will take to make the future actually work.
Among top findings:
• Our leaders are holding back the future
• Engagement, as we view it now, is so horribly incomplete that it is dangerous!
• Get ready for super-sized personal accountability!
Study sponsor: The Jensen Group, Search for a Simpler Way
For more: http://www.simplerwork.com
#futureofwork
Keynote - Thomson Reuters Synergy 2015 Conference
In this inspirational keynote, Tom will show practitioners how to explore new value-added services and position their practices for success in a rapidly changing world. He'll discuss the major "shift change" and the trends shaping business today, and give participants a framework to provide more proactive services and strategic advice—and a plan to get started.
Tom Hood (Maryland Association of CPAs, Inc.)—Tom is passionate about three areas: leadership, learning, and technology. His recognition and awards reflect his leadership in helping CPAs "shape their future" through his work as the CEO of the Maryland Association of CPAs and the Business Learning Institute, a center for the development of leadership, strategic thinking, and collaboration skills for CPAs. In 2013, Accounting Today said about Tom, "If there is a conversation about the future of the profession, you're bound to hear Hood's name mentioned as one of the people leading the way. Hood is doing as much as anyone—and more than most- to lead public accounting forward."
CPA Practice Advisor inducted Tom into the Accounting Hall of Fame in 2015. He was named the fourth most influential leader in Accounting Today’s 2014 list of the Top 100 Most Influential People in Accounting (his tenth time on the list). LinkedIn recruited Tom as one of their Top 150 Influencers, and he was named to the Top 25 Influencers in Learning by HR Examiner.
The Future of Corporate Learning - Ten Disruptive TrendsJosh Bersin
The corporate learning market is exploding with change, growth, and disruption. This detailed presentation discusses our findings and perspectives on all the changes taking place.
Talent architecture ~ The Greenhouse Project 2017wjodrell
In today's business world, never has the Talent Architecture and its associated strategy & management processes been so important in large companies. Read what The Greenhouse Project has to say about it.
The document summarizes a conference on maximizing social media and content strategies for recruitment. The conference aims to equip attendees with skills and strategies for using social media platforms like LinkedIn, Facebook, Twitter, and others to attract, engage, and hire candidates. It will provide best practices for building an employer brand and social recruiting model. Speakers will discuss how to determine the right social channels, create engaging content, and leverage data to identify candidates more cost-effectively. Breakout sessions will cover topics like optimizing multiple social platforms, managing hiring risks through background checks, and using innovative technologies like mobile, video and gamification in recruitment.
12 ways a job placement agency can benefit college students and recent grads Kelly Services
Only 40% of college graduates feel prepared for their careers. Job placement agencies can help recent graduates and college students find jobs and gain experience. There are 12 reasons to work with an agency, including accessing hidden job opportunities, growing your network, gaining experience through temporary positions, and getting career coaching to help achieve your goals. It's important for job seekers to treat working with a recruiter seriously and maintain communication to get the most value from the relationship.
Venture Philanthropy in Development: Dynamics, Challenges and Lessons in the ...The Rockefeller Foundation
Rather than focus narrowly on venture philanthropy as market-driven investments that must create financial returns to be viewed as sustainable, this report takes a broader view of grantmaking and investment, one that deploys system-wide approaches, longer time-frames, higher levels of engagement, and rigorous but flexible forms of evaluation.
This document summarizes findings from McKinsey & Company and LeanIn.org's seventh annual research on women in the workplace. Some key findings include:
- 423 companies participated with over 12 million employees surveyed on their workplace experiences.
- Women's representation has declined year-over-year in news and media companies across most levels. Women of color continue to lose ground.
- Women, especially women of color, report higher rates of burnout and are more likely to experience disrespectful microaggressions. They also lack effective allies.
- Women leaders have taken on greater responsibilities supporting employee wellbeing and diversity, though this important work often goes unrecognized.
We spend a lot of time talking about how technology-driven innovation is defining the future of business. But how does that manifest itself in the workplace? In order to paint that picture, we asked a series of thought leaders and experts what they envision for the future of work. This presentation is a collection of their responses.
- Class sizes in local government schools are very large, with up to 75 pupils per class in lower grades. These large class sizes make it difficult for teachers to maintain discipline or provide individual assistance.
- The large number of pupils will eventually progress to grade 12 and contribute to the low matriculation pass rates. Pupils are not given a proper opportunity to succeed with huge classes.
- For classes to be properly managed, the ideal class size is 35 pupils or less. But classes of 75 pupils will exhaust teachers and reduce their enthusiasm, affecting the quality of education.
- The problems stem from poor facilities, overcrowding, and low education standards in government schools. Teachers and parents need to address these issues
- Government school classes in lower grades have up to 75 pupils per class, which will contribute to low matriculation pass rates as these large classes do not allow for individual attention or proper learning. Large class sizes exhaust teachers and negatively impact students' education.
- For students to succeed in matric exams, they need a strong foundation in language and mathematics, which is difficult in huge classes that do not allow for proper teaching. The problems in primary schools need to be addressed to improve matric results.
- Parents and teachers are calling for an education summit to seriously address issues of poor facilities, overcrowding, and low education standards in government schools.
Joel Bashevkin: The Power of Pro Bono, Global Trends and Best PracticesZsófia Balázs
About the speaker:
Joel Bashevkin brings nearly 30 years of nonprofit sector work to his role as the Executive Director of Taproot Foundation, Bay Area. With a focus on building a strong pro bono marketplace in the region, he leads the effort to engage business professionals, nonprofits and corporations in high quality, impactful pro bono engagements. During his tenure he has overseen the delivery of 500,000 hours of high quality pro bono capacity building consulting to over 900 nonprofits. This consulting is valued at nearly $50m. He has consulted with nearly 150 leading foundations and corporations to design and deliver customized capacity building programs for nonprofits. In 2008, Joel launched Taproot’s expansion in Los Angeles. He also currently serves as Acting CFO for Taproot and has led the organization to positive financial performance, yielding strong balanced budgets and clean timely audits. He is also a BMW Foundation Responsible Leader and currently oversees Taproot’s program expansion globally through a joint venture with the BMW Foundation. He has led a national leadership development initiative to identify best models to deliver online training curriculum to all US based nonprofits, with support from Annie E. Casey and American Express Foundations.
Focused on consulting to organizations undergoing tremendous growth and organizational development, Joel’s nonprofit career includes the roles of JCC Executive Director, Contemporary Jewish Museum Deputy Director And Boston Food Bank Operations Director. Joel has served on nonprofit boards, worked as a contractor to City of San Francisco Departments, and has consulted with nonprofits in the areas of youth development, arts, disability, health, poverty, and hunger.
Talent Management in Year 2020: Deloitte StudySaba Software
Bersin by Deloitte Study about the world of work in the year 2020.
What will work look like when millennials take over the workforce? How will we manage our talent differently in the near future?
Here we look at the challenges for talent managers in addressing a multi-generational workforce. What changes might HR professionals face in attaining, developing, engaging, retaining and rewarding the employees in their workforce at the end of the decade?
In this presentation, Dr. Katherine Jones, Deloitte Consulting LLP, will cover some myths and realities about the populations entering the workforce today with considerations on what that may mean for the entire workforce by the year 2020.
Using Social Media and Online Technologies in the Public Workforce SystemColleen LaRose
Using Social Media and Online Technologies in the Public Workforce System
The document discusses how social media and online technologies can be leveraged in the public workforce system. It defines social media as internet-based applications that allow users to create and share user-generated content. Social media fosters interactive dialogue and strengthens relationships. The document outlines various social media platforms like Facebook, Twitter, LinkedIn, blogs and their uses. It discusses how professionals in different industries are using social media to share best practices and make connections. The document provides examples of how workforce professionals can collaborate with economic developers using social media. It emphasizes controlling one's online image and presence on social media.
This portfolio document provides a summary of illustration and graphic design work by Stacey S. Jones. It includes labels and logos for kombucha brands, educational illustrations for medical research on ARDS and a biorefinery plant tour guide, social media illustrations, rack cards and yard signs for a county master gardener program, event invitations and brochures, and a tree identification guide for northern and central Florida. The portfolio showcases Stacey's skills in botanical and scientific illustration across various media. It aims to demonstrate the range of projects she has completed for clients in the food/beverage, medical, and educational industries.
Mechanics Direct is an automotive repair shop that specializes in service, maintenance, and repairs for all vehicle makes and models [SENTENCE 1]. They aim to provide honest, accurate, and professional service while focusing on customer satisfaction [SENTENCE 2]. In addition to repairs, Mechanics Direct also sells quality pre-owned vehicles that they have thoroughly inspected themselves [SENTENCE 3].
The document discusses the benefits of exercise for mental health. Regular physical activity can help reduce anxiety and depression and improve mood and cognitive function. Exercise causes chemical changes in the brain that may help protect against mental illness and improve symptoms.
Magnetic retention in maxillo facial prostheses/ General orthodonticsIndian dental academy
Indian Dental Academy: will be one of the most relevant and exciting training
center with best faculty and flexible training programs for dental
professionals who wish to advance in their dental practice,Offers certified
courses in Dental implants,Orthodontics,Endodontics,Cosmetic Dentistry,
Prosthetic Dentistry, Periodontics and General Dentistry.
The document provides an overview of balance sheets, explaining that a balance sheet summarizes a company's assets, liabilities, and shareholders' equity at a specific point in time. It discusses the components of a balance sheet, including current and fixed assets, current and long-term liabilities, and owners' equity. The document also demonstrates how to construct a classified balance sheet that categorizes accounts in more detail than a regular balance sheet.
The article discusses the growing digital technologies industry in Scotland. It notes that the number of tech companies in Scotland grew 43.4% between 2010-2015, generating over £5 billion for the economy. It highlights that Deloitte Digital is opening a new digital studio and "greenhouse" space in Edinburgh to help clients transform their businesses through digital technologies. It also summarizes a talk by digital consultant Stephen Whitelaw, who discusses trends like self-driving cars, 3D printing, hacking, mass customization, and how digital is changing commerce. The article advocates for more women in tech fields, noting the history of women in computing but that numbers have declined in recent decades.
El documento presenta el caso de un paciente varón de 62 años con fractura de tibia y posible fractura de peroné que requiere tratamiento con suero fisiológico de cloruro de sodio al 0.9% entre otros medicamentos. Explica que este suero es isotónico y ayuda a restaurar el volumen intravascular e intersticial para optimizar la disponibilidad de oxígeno y mejorar la microcirculación. También presenta consideraciones sobre el cálculo de necesidades hídricas, efectos adversos y contraindicaciones de esta solución
The document discusses foreign direct investment opportunities in Mongolia and Tuv province. It summarizes Mongolia's economic growth and increasing foreign investment. Key sectors highlighted for investment include mining, agriculture, light industry and tourism. Priority mining projects worth over $10 billion and agriculture/industry projects worth $650 million are mentioned. Tuv province is noted as having prospects for infrastructure, tourism, SMEs, agriculture processing and mining development. The presentation provides an overview of Mongolia's investment environment and incentives to encourage foreign investment.
GTB, an advertising agency, created a Returnship program to address the lack of women in senior positions. The program, called "Elevate", gives women who took a career break of over 2 years a 10-week paid placement including training to help them return to full-time work. A study found that while 73% of highly qualified women who left jobs wanted to return, only 40% found mainstream work. The document outlines GTB's program including defining eligibility, curriculum, promotion, and metrics for success. Participant testimonials praise the program for providing opportunity and restoring confidence after time away from work.
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
OpsStars Boston Session | Women in Revenue Speak Out: What Companies Need to ...LeanData
Latané Conant – CMO, 6Sense
Sales and marketing are great career choices for women. So why aren’t there more female leaders? Join this session to explore new research in the inaugural report from Women in Revenue.
The new research includes insights on:
- Career roadblocks for women in revenue roles
- What women leaders value most
- Advice for career advancement
- What companies can do to attract more women leaders
- What men can do as allies and sponsors
This document summarizes a webinar on diversity and gender equity as an investment opportunity and the progress and impact of the Women's Empowerment Principles. The webinar featured presentations from UN representatives, consultants, and investors on the business case for empowering women, company examples that have embraced the Women's Empowerment Principles, and the perspective of investors on gender diversity as a smart investment strategy. Data was presented showing that companies with gender diversity in leadership and board positions outperform those without, and initiatives like the Women's Empowerment Principles provide a framework for companies to realize opportunities from empowering women.
OpsStars NY Session | Women in Revenue Speak Out: What Companies Need to Do t...LeanData
The document discusses challenges faced by women in revenue roles and what companies can do to attract and retain them. It notes that women make up over half of college graduates but face challenges like lack of work-life balance and equal opportunities. Research shows that women are often better leaders than men in areas like driving results and developing others. However, women in sales roles still experience pay gaps compared to men despite equal or higher performance. The document recommends actions for companies like offering flexible work, paid parental leave, mentorship programs, and addressing unconscious bias.
This document provides recommendations for Hitachi Consulting to promote women in the workplace. It recommends a three-pronged approach: expanding the vision through publicizing initiatives and a mission statement; increasing recruitment through scholarships and campus relationships; and enhancing retention with mentoring, flexible work arrangements, and transition support. Specific recommendations include declaring a commitment to diversity, highlighting successful women employees, and formalizing mentoring and coaching programs. Cultural considerations for different regions are also addressed. The recommendations aim to attract, develop, and retain top female talent.
The document discusses promoting gender equality in the workplace. It notes that gender divides still exist, with men more likely than women to think certain professions are better suited to one gender. Examples are given of companies taking steps to improve gender balance, such as setting targets for women on company boards. The business case for gender equality is made in terms of economic and social benefits. Driving culture change through flexible working, shared parental leave, and addressing unconscious bias is advocated to attract, recruit, and retain talented women.
Why Gender Diversity Matters at Work | ChronusChronus
Making up 47% of the current workforce and growing, women are prime candidates for filling the leadership pipeline that will soon be left lighter by a departing generation of workers. And yet, the higher you look in companies, the fewer women you see, with C-level positions comprised of only 19% women.
Learn how greater gender diversity can improve your organization, and why mentoring is an ideal solution to enable women in the workplace.
Download the full Ebook: http://ow.ly/fGyK30fCsaB
Case 5.1-Women keeping the supply line open.pptxdaliamahmoud48
This document discusses challenges women face in the workforce and provides suggestions to help address them. It notes that women leave the workforce at higher rates than men, holding only a small percentage of top CEO positions. Two key reasons women leave are family/childcare issues and lack of growth opportunities. To encourage women to remain in or re-enter the workforce, the document suggests programs like returnships, flexible hours, training, mentoring, and improving family support policies. Acts like FMLA, COBRA, and EEOC provide legal protections for working women, while some companies like IBM and Outreach offer benefits specifically supporting working mothers. Overall, the document argues more can be done to utilize women's talents and ensure fairness for
As the economy improves, many organizations that have delayed hiring will find themselves in a significant catch-up mode. Even as manufacturers look to expand hiring to meet production and growth needs in an improving economy, there will be a lot of competition to recruit and retain young talent.
Changing Corporate Perspectives: Workplace Volunteer Programs - June 2015 BPN...VolunteerMatch
Are you eager to start a Workplace Volunteer Program, but wonder how you’ll get the rest of your company on board? Luckily, the notion of corporate social responsibility (CSR) is changing, and it’s becoming an easier sell to do good. Not only are nonprofit organizations becoming more savvy corporate partners, but companies are beginning to see a shared purpose in volunteer partnerships.
In this month’s Best Practice Network (BPN) Webinar, we’ll hear from Angela Parker and Chris Jarvis, co-founders of Realized Worth. Their years of experience in the corporate volunteerism field will lend to their discussion of the trends and challenges they’re seeing, recommendations on how to inspire employees to volunteer, and the corporation’s role in a higher calling. Their stories will energize you to launch the perfect workplace volunteer program for your company.
Learn as much as you can about barriers women in tech face in the workplace. Emphasize inclusion and company culture to successfully recruit women. Remember to emphasize talent brand and share positive stories about a career in technology.
Hay Group_A total reward approach to graduatesJoe Chu
The document discusses approaches organizations are taking to attract, retain, and develop the right graduates. It summarizes interviews with three major clients on their graduate programs. Many organizations now focus on assessing values fit and offering flexible career paths and development opportunities to align with graduates' priorities. Effective communication of total reward packages including benefits, career support, and culture fit are emphasized as important to attracting and keeping the graduates organizations need.
Company Culture is Key to Unlocking Gender Equality and Narrowing Pay Gap, New Accenture Research Finds
“Getting to Equal 2018” report identifies 40 key factors that help all people thrive
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.
Women who take mid-career breaks struggle to get back into the workforce. However, companies in India are actively pursuing gender diversity initiatives. It is essential for women to be aware of such opportunities and invest in training themselves to make the best of the opportunities. SoaringEagles is an innovative talent development organisation with a range of training programmes and personalised career counselling services. For more details visit www.soaringeagles.in.
Opportunities and Challenges for Women Entrepreneurs in E-commerceNeeti Naag
This presentation deals with the opportunities and challenges faced by women entrepreneurs with special reference to e-commerce. The research paper is available on Indian Journal of Entrepreneurship, fourth edition.
Talent Bites - Attracting & Retaining Women: Rachel McCourtyHavas People
Rachel McCourty, Insight Manager at Havas People, presented 'We have a problem: We don't have enough (senior) women in the workforce. What can we do?' at the Talent Bites session 'Attracting and retaining Women' - October 2015, London.
Case study: Attracting women to a male-dominated industry - St-BarbaraFlint Wilkes
St Barbara Mining has been working to increase the number of women in its predominantly male workforce. It faces challenges such as perceptions of mining as a "man's domain" and fewer qualified women applying for technical roles. St Barbara's strategies include recruiting more women, retaining female employees through flexible work and parental leave policies, supporting women's advancement, and conducting pay equity analyses to reduce the gender pay gap. Actions like training and targets have helped increase women in the workforce from 23% to a goal of 30% by 2018.
Karen Holtzblatt from InContextDesign.com outlines deep research into why women stay at technology companies. Discover what she's learned so far, and how you can participate in the research.
The Rules Do Apply: Navigating HR ComplianceAggregage
https://www.humanresourcestoday.com/frs/26903483/the-rules-do-apply--navigating-hr-compliance
HR Compliance is like a giant game of whack-a-mole. Once you think your company is compliant with all policies and procedures documented and in place, there’s a new or amended law, regulation, or final rule that pops up landing you back at ‘start.’ There are shifts, interpretations, and balancing acts to understanding compliance changes. Keeping up is not easy and it’s very time consuming.
This is a particular pain point for small HR departments, or HR departments of 1, that lack compliance teams and in-house labor attorneys. So, what do you do?
The goal of this webinar is to make you smarter in knowing what you should be focused on and the questions you should be asking. It will also provide you with resources for making compliance more manageable.
Objectives:
• Understand the regulatory landscape, including labor laws at the local, state, and federal levels
• Best practices for developing, implementing, and maintaining effective compliance programs
• Resources and strategies for staying informed about changes to labor laws, regulations, and compliance requirements
2. Talented women put their careers on hold to care for
children
• In a study of biz school grads, 37% of millennial
women planned to interrupt their career for family
compared with 28% of Generation X women
• The reality is likely to be higher: While 28% of Gen
Xers expected to put their career on hold, in reality
43% did
Source: Life and Leadership after HBS, Harvard Business School, May 2015
3. Women make this choice
willingly and unwillingly
• 80% of mothers would prefer
to work
• Nearly half would like reduced
hours to manage work/life
conflict
• When those options don’t
exist, some choose to take
time off
4. While many of these women plan to return
to work, one study found as many as 30%
never do …
Source: Sylvia Ann Hewlett, Harvard Business Review, Off-Ramps and On-Ramps
Revisited, June 2010
5. Why? The penalty women pay for a gap on
their resume is high
“At every interview there was this awkward pause when
they noticed the gap. They acted like I’d spent the time in
jail.”
– a 2015 Return Path returnee who was out of the
workforce for a little less than two years caring for her
newborn son
7. Gender diversity is a hot topic that gets
companies in hot water
• “Dropbox Sees Drop in Women in Latest Diversity Report, Slight Gains
For Blacks Hispanics” - International Business Times
• “Inside Pinterest’s Plans To Fix Its Diversity Problem” - Fast Company
• “Twitter Still Has A Major Problem With Employee Diversity” - The Verge
• “Facebook’s New Diversity Numbers Are Still Pathetic” - Wired
• “Intel isn’t Diverse Enough And It Knows” - Wired
8. Percentage of female technical talent at top
tech companies
• Twitter: 13%
• Amazon: 11%
• Google: 18%
• Microsoft: 16.9%
• Apple: 22%
• Facebook: 16%
Note: for many of these companies the % of female engineers is lower
9. Gender diversity improves business
performance
• McKinsey found that companies in the top quartile for
gender diversity were 15% more likely to outperform the
companies in the bottom quartile
• “The unequal performance of companies in the same
industry and the same country implies that diversity is a
competitive differentiator shifting market share toward
more diverse companies.”
10. Getting more women back to work would
increase gender diversity and the overall
talent pool
• Every percentage point increase in women’s participation in the
labor force would add roughly 1.3 million workers to the US
economy
11. Solution: Midcareer Internships
• 20-week paid internships for midcareer professionals
who have been out of the workforce for more than two
years to accommodate caregiving responsibilities
• Provide an on-ramp back to the workforce
• Include onboarding, professional development, feedback
sessions, networking, and off-boarding
12. The Big Idea
• Create a nonprofit to organize groups of companies in
the same geo and train them to run this program
• Recruit participants across the network of partners and
offer them back-to-work training during the program
• Give both partners and participants access to the
network throughout the program, especially during off-
boarding
• The nonprofit becomes self-funding through a fee-for-
service model
14. Sources of funding from partners
• Recruiting budget
• Hiring just 2 returnees would cover the cost of the program
compared with traditional recruiting fees
• Diversity budget
• Companies pour money into programs that don’t have immediate
impact – this program can drive measurable change
• Philanthropy budget
• Companies that can’t participate in the program will still be able to
support our efforts
15. Why do we think this will work?
Because we already did it.
16. Return Path, a data solutions provider, faced the
challenges of gender diversity and talent shortages
and piloted midcareer internships …
• 2014: 1 woman; mixed experience but clear that there
was an idea to be explored
• January 2015: 6 women; 80% were hired
• Added structure, HR involvement, building on learning
• Result: Positive experience for managers and returnees, high
success rate
17. And attracted press attention …
This Nonprofit Wants To Put Stay-At-Home Moms
Back to Work
A program for getting moms
back to work in tech
(subscription required)
Silicon Valley To Women Who’ve Left
Tech: Please Come Back
For Professionals Returning
to Work, There’s Power in
the Cohort
Tech Companies Help Women Get Back
to Work (subscription required)
19. And the program is having a huge
impact for partners and participants
20. Partner Testimonials
“Across PayPal, employees are enthusiastic about the Path Forward program and proud to be part of an organization
that is taking a leadership role in welcoming moms into the tech workspace. The team at Path Forward has been
instrumental in helping us launch our program and make it successful. We are excited to see them grow and bring
programs like this to more companies and expand the opportunity for women who want to resume and advance their
careers after taking a pause.” – LaFawn Bailey, Global Head of Culture and Diversity, PayPal
“The Path Forward program has been incredibly valuable for our recruitment strategy and our business. The
opportunity to partner with other top companies, share knowledge, and build community has been invaluable.” --
Courtney Graham, Senior Director of Human Resources, ReadyTalk
“We are thrilled to support Path Forward. It offers a tremendous opportunity to support people who are rejoining the
workforce after an extended absence for caregiving. Through our involvement in the program, we have learned
firsthand about the benefits of adding diverse perspectives and skill sets to our team. We look forward to continuing to
work with Path Forward as our team grows in 2016 and beyond.” --Maureen Schilling, Human Resources, SpotX
“Our participation with Path Forward leveraged a new way of tapping into a diverse talent pool. As it relates to our
diversity and inclusion initiative, it is an evolving growth strategy that specifically targets community and culture. We
love the program and can't wait to bring on another cohort!” --Margho Dunnahoo-Kirsch, Corporate Recruiter,
SendGrid
21. Participant Testimonials
“I feel so honored to be part of this amazing program. It has given me the confidence to know that I’m
not alone in this transition and that I can provide a valuable contribution in today’s workforce. You can
do this!” — Janelle Pelletier, Client Service, Return Path
“The Path Forward program has allowed me to re-engage with a career I assumed had been lost to
earlier choices. Thank you for making it possible for me to test the intellectual waters again.” — Lisa
Souza, QA Engineer, Moz
“Participating in the Path Forward program gave me the opportunity to begin a new career. It has
allowed me to reinvent myself and bring value right away to the company. Feeling appreciated for my
experience is a wonderful way to re-enter the workforce.”— Kim, Content Marketing, Return Path
“The Path Forward program was an amazing opportunity to re-start my career after a long parenting
hiatus. It introduced me to progressive companies on the forefront of people-first cultures and
work/life balance. I now feel confident about my chances for renewed success in technology sales.”
— John Bortscheller, Sales, ReadyTalk
22. Organization Revenue Model Key Clients PF differentiation
iRelaunch: Coaching for women
returning to work
Coaching fees from clients,
event sponsorship, consulting
fees
Goldman Sachs,
Morgan Stanley
Revenue is driven by businesses, not
the women seeking help; nonprofit
GapJumpers: Hosts blind auditions to
eliminate bias
$750 for an assessment that
uncovers bias, designs
challenges; annual
subscription fee for the
platform
Google, Wieden +
Kennedy, Chegg,
Adobe and BBC Digital
GapJumpers is a complement to what
we are doing
OnRamp Fellowship: Gets female
attorneys back to work in one-year
fellowships
Pricing structure is a yearlong
subscription fee per fellow,
includes an assessment
framework to identify most
successful candidates
4 law firms with 32
fellows
Our program is sector and role agnostic
– it can work for any company hiring
into almost any role
Power to Fly: Place technical women in
on-demand, work-from-home jobs..
85% of the placements are
subcontracted so that they are
the employer; 15% is
placement fees
BuzzFeed, Hearst,
Time Inc., The
Washington Post
Nonprofit, network, programming
MomCorps: A staffing firm that
focuses on professional moms who
want nontraditional jobs -- part-time,
flex-time, WFH
Placement fees; also offers
contract employees who they
pay directly.
Doesn’t list them, but
claims Fortune 500
clients
Nonprofit, network, programming
recruitHER: staffing firm focused on Placement fees Pandora, GitHub and Nonprofit, network, programming
23. Board of Directors
• Matt Blumberg, Co-Chair (Chairman & CEO, Return Path)
• Joanne Wilson, Co-Chair (Angel Investor, Founder of the Women’s
Entrepreneur Festival)
• Cathie Black (Former President, Hearst Magazine)
• Brad Feld (Founder, Foundry Group, Chairman of the Board of the
National Center for Women & Information Technology)
• Cathy Hawley (VP People, Return Path)
• Raj Vinnakota (EVP Youth & Engagement Division, Aspen Institute,
Founder of SEED Academy)
24. Income Statement and Impact
2016 2017 2018
Program Revenue 575,000 3,900,000 6,600,000
Fundraising Revenue 500,000 0 0
Expenses 1,000,000 2,800,000 4,200,000
Net Income 75,000 1,100,000 2,400,000
Number of companies in the program 40 240 360
Number of participants 200 1,900 2,970
25. Use of proceeds
• Staffing primarily aimed at recruiting new partners and participants,
marketing push, build out of program and supporting technology
• Technology to enable the creation of an online network of partners
and participants
• Marketing in the form of sponsorships, advertising, branding and PR
26. Staffing
2016 2017 2018
Executive Director 1 1 1
Business Development: Solicits partners to join the consortium 2 5 6
Program Management: Runs the program in market 3 5 5
Curriculum Development: Develops & delivers training content 0 1 2
Coordinators: Admin and event support 0 1 2
Marketing: Support for biz dev and participant recruiting 1 1 2
Product & Technology: Design & implementation of tech 0 4 5
Operations: Back office 0 2 3
Total 7 20 26
27. The Ask
• A first round of $500,000 to fund start-up costs
• Be self-funding by 2017
28. Commitment to early supporters
• Listed as a founding donor
• Open invitation to end-of-program celebration events with returners
• Quarterly updates on the progress of the organization, including
“participant spotlights”
• Can designate someone to serve on our Advisory Board
Editor's Notes
80% of mothers actually want to work, but nearly half of them want part-time options that will reduce their work/life conflict
This is a huge loss of talent for all businesses. It also contributes to the inadequate pipeline of women available for senior roles leading to acute gender disparity in the C-Suite.
https://hbr.org/2010/06/off-ramps-and-on-ramps-revisited
NOTE: While these headlines use “diversity” generally the articles were focused on or substantially about gender diversity.
Our program provides a bridge back through paid interships. For the businesses who partner with us they get a low-risk way to tap into a talent pool they are currently not considering. For the women who participate they get an opportunity to prove their value and update their experience.
Gender diversity, especially in tech, and women in the workplace are hot topics in media. Our program has already been profiled in SF Chron and HBR and we are in discussions with Fortune to have them write about the launch of the organization.
The proof that this concept will work is that we already have 6 partners paying a fee to participate in the program currently run out of Return Path.