What do Women Engineers Consider in a Decision to Stay with or Leave an EmployerEve Sprunt
The Society of Petroleum Engineers' Talent council conducted a 2013 survey on factors impacting retention of the science, technical, engineering and mathematics (STEM) workforce. The insights from this survey will enable seasoned leaders and management to better understand why women engineers stay with an employer or change employers. The insights will also provide guidance to recent graduates and employees on developing their own plans and criteria for comparing competing job offers from multiple employers.
Basic income and women in an established gender-equal welfare state: Results ...BEYOND4.0
Olli Kangas & Minna Ylikännö
Debates on gendered effects of universal basic income (UBI) bifurcate into two opposing views. On one hand, UBI is seen as a strong incentive for women to stay at home and be permanently locked in their care responsibilities. On the other hand, UBI is seen as a device to increase women’s autonomy, fortify their capacity to act, and guarantee them individual income and income security. Put differently, UBI would either cement the traditional division of labour between genders and trap women at home, or it would be an empowering option for women. This type of discussion is relevant in countries with significant gender inequalities. In Finland, as in other Nordic countries, gender equality in both labour markets and families is better achieved than in most other countries. From this perspective, it is difficult to establish that the implementation of basic income would have a major impact on the position of women in these established gender-equal societies. In this study, we use survey data compiled in the context of the Finnish basic income experiment (2017–2018) to analyse the effects of basic income on employment and empowerment, with the focus on its gender effects. Our results indicate that while UBI did not affect employment in the two-year experiment and, it was positively associated with individual capacities and confidence in various aspects of life. However, the effects were universal and they did not differ between women and men. UBI is not a gender equality-related issue in the Nordic welfare states.
Lifestyles and spending habits results presentation 2013Scott Owens
- Over 250 panellists completed an online survey about their financial attitudes, lifestyles and spending habits.
- Almost 6 in 10 respondents were satisfied with how things were going in their life, with career, family and health being key drivers of satisfaction. Less than a fifth felt their career or financial situation had exceeded expectations.
- Financial security was the greatest hope for the future, followed by travel and home ownership. Only a third felt optimistic about the future.
This document discusses divorce statistics in America and common reasons for marital problems and divorce. It provides data showing that those who divorce are most commonly between the ages of 20-29, and women under 20 have the highest divorce rate. Common marriage issues listed are communication problems, boredom, conflicts over sex, money, children and expectations. The document then offers tips for saving a failing marriage, such as improving communication, prioritizing time together, seeking counseling, and working to strengthen the bond between partners.
Brandon Busteed, Executive Director, Gallup Education
Slides from his keynote at the WGSI Learning 2030 Summit, October 2013
http://www.gallup.com
http://learning2030.org
This was a presentation to the North Charleston Youth Citizenship Academy. Other topics included voting responsibilities, dress for success, healthy eating, and other civic topics
What do Women Engineers Consider in a Decision to Stay with or Leave an EmployerEve Sprunt
The Society of Petroleum Engineers' Talent council conducted a 2013 survey on factors impacting retention of the science, technical, engineering and mathematics (STEM) workforce. The insights from this survey will enable seasoned leaders and management to better understand why women engineers stay with an employer or change employers. The insights will also provide guidance to recent graduates and employees on developing their own plans and criteria for comparing competing job offers from multiple employers.
Basic income and women in an established gender-equal welfare state: Results ...BEYOND4.0
Olli Kangas & Minna Ylikännö
Debates on gendered effects of universal basic income (UBI) bifurcate into two opposing views. On one hand, UBI is seen as a strong incentive for women to stay at home and be permanently locked in their care responsibilities. On the other hand, UBI is seen as a device to increase women’s autonomy, fortify their capacity to act, and guarantee them individual income and income security. Put differently, UBI would either cement the traditional division of labour between genders and trap women at home, or it would be an empowering option for women. This type of discussion is relevant in countries with significant gender inequalities. In Finland, as in other Nordic countries, gender equality in both labour markets and families is better achieved than in most other countries. From this perspective, it is difficult to establish that the implementation of basic income would have a major impact on the position of women in these established gender-equal societies. In this study, we use survey data compiled in the context of the Finnish basic income experiment (2017–2018) to analyse the effects of basic income on employment and empowerment, with the focus on its gender effects. Our results indicate that while UBI did not affect employment in the two-year experiment and, it was positively associated with individual capacities and confidence in various aspects of life. However, the effects were universal and they did not differ between women and men. UBI is not a gender equality-related issue in the Nordic welfare states.
Lifestyles and spending habits results presentation 2013Scott Owens
- Over 250 panellists completed an online survey about their financial attitudes, lifestyles and spending habits.
- Almost 6 in 10 respondents were satisfied with how things were going in their life, with career, family and health being key drivers of satisfaction. Less than a fifth felt their career or financial situation had exceeded expectations.
- Financial security was the greatest hope for the future, followed by travel and home ownership. Only a third felt optimistic about the future.
This document discusses divorce statistics in America and common reasons for marital problems and divorce. It provides data showing that those who divorce are most commonly between the ages of 20-29, and women under 20 have the highest divorce rate. Common marriage issues listed are communication problems, boredom, conflicts over sex, money, children and expectations. The document then offers tips for saving a failing marriage, such as improving communication, prioritizing time together, seeking counseling, and working to strengthen the bond between partners.
Brandon Busteed, Executive Director, Gallup Education
Slides from his keynote at the WGSI Learning 2030 Summit, October 2013
http://www.gallup.com
http://learning2030.org
This was a presentation to the North Charleston Youth Citizenship Academy. Other topics included voting responsibilities, dress for success, healthy eating, and other civic topics
The average marriage age in Japan is increasing, with 70% of people unmarried between 25-30 years old. This late marriage is causing problems like decreased birth rates and an aging population, which could negatively impact the economy. In response, the Japanese government is trying to make childcare systems more accessible and provide more opportunities for single people to meet, to address the issues caused by citizens delaying marriage and children.
This document summarizes the results of a survey of 400 respondents on topics related to career, home life, work-life balance, parental leave, compensation, and household responsibilities. Key findings include: respondents gave average ratings of 3.5-4 for job and home life satisfaction and work-life balance; common ways to improve work-life balance included flexible schedules and remote work; and views varied on sharing household duties equally between partners.
This document discusses improving early childhood development and outcomes through integrated systems of support. It makes three key points:
1) High quality early learning is crucial for future economic prosperity and a skilled workforce, as it lays the foundation for healthy development, school success, and lifelong learning.
2) Current systems are fragmented, creating service chaos for families. A more seamless system is needed, with local hubs brokering universal parenting support and early intervention.
3) Significant changes require overcoming obstacles like short-term thinking, siloed governance and funding, and tradition. Leadership is needed to drive non-partisan, evidence-based policy and system changes that use resources effectively.
A presentation held by mr Stewart Wallis, head of New Economic Foundation at a seminar with Swedish think tank Global Utmaning (Global Challenge) and Miljöpartiet (Swedens green party
The document discusses trends in an aging population and workforce. It notes that the number of older adults, especially those over 65, is growing substantially and will continue to do so. This has implications for the workforce as more people work past traditional retirement ages. The document outlines benefits of extended work for individuals, employers, government, and society. It also discusses challenges older workers may face and ideas for how work could be rethought to better engage older adults, such as flexible work arrangements and opportunities for meaningful work.
Gemma Howells, Head of Digital Enterprise, Woolworths Hilary Ip
This document discusses whether the idea of "having it all" is a myth for women. It notes that while empowerment has been celebrated, there has been little discussion of the real barriers that still exist. These barriers include things like pregnancy and maternity leave, financial challenges, and social pressures that can force difficult choices between career and family. It also highlights changes over time like more women in the workforce, higher housing costs, and new pressures on household dynamics that have created significant challenges. Ultimately it argues that flexibility in areas like working hours, locations, and career paths could help address these issues and make it easier to balance work and family responsibilities.
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.
This document summarizes a joint project between seven Swedish regions and two national institutes regarding public health and regional growth. The project aims to foster cooperation rather than competition between those working in public health and economic development. It recognizes that public health and economic growth are interdependent and that indicators beyond GDP are needed to measure true societal progress. The document recommends integrating public health goals into regional development programs and sharing knowledge and experiences between sectors to achieve sustainable development.
Family and Parenting Institute: the possibilities and limits of parentingAdfam
The document discusses the possibilities and limits of parenting. It notes that parenting makes a difference, but parents operate within contexts that are not always family-friendly. Parenting pressures are increasing due to financial stresses, time pressures, and changes to community and family structures. While policies aim to boost parenting capacity through classes and support, reducing broader pressures through economic and social policies may also be needed to truly make a difference. Sustainable parenting policy needs to both increase capacity and decrease pressures, using evidence-based approaches and new partnership models.
This document discusses Outcomes or Results Based Accountability (OBA). It provides examples of OBA in practice in the UK, focusing on community participation and defining outcomes. Examples include Portsmouth defining 8 outcomes for children and turning the curve on bullying. Cardiff defined 7 outcomes for the city. Housing associations also used OBA to improve housing stock and tenant quality of life. The document concludes with top 10 tips for OBA practice, emphasizing starting with outcomes, cultural change, and community involvement in finding low-cost solutions.
The document discusses a study conducted on the attitude of prospective teachers towards unemployment. It finds that 70% of the 20 students surveyed had a moderate attitude towards unemployment, while 15% had high and low attitudes, respectively. The mean attitude score was 103.1 with a standard deviation of 8.5317. Unemployment is analyzed as having negative impacts such as loss of income and increased health issues. It is concluded to be a serious economic issue, with causes including population growth, low agricultural productivity, and lack of economic planning and capital. Further research is suggested to compare attitudes between unemployed and employed teachers as well as between genders.
The average age of first-time mothers has risen significantly over the past 30 years. According to the author's research, the average age increased from 22.6 years in 1980 to 25 years in 2009. Most of those surveyed cited higher education as the primary reason for delaying childbirth into their late 20s or older. Social expectations have also shifted to emphasize career and education attainment before starting a family. The trends suggest social influences are contributing to women's choices to have children later in life.
This document discusses outcomes-based accountability (OBA), which focuses on population-level outcomes and indicators to measure community well-being. It provides examples of OBA practices in the UK that engage communities to identify issues and solutions. Key points include: defining outcomes and indicators for issues like crime rates, education, and health; turning the curve exercises to understand causes and find low-cost solutions; and reporting cards to track community progress over time. The document outlines good practices from areas like Portsmouth, Cardiff, and North Devon that actively involve residents to improve population well-being.
Parental Engagement in Child and Family Social WorkBASPCAN
Assessment from parent,social worker and observer perspectives.
Charlotte Waits, Mike Killian, Donald Forrester
Tilda Goldberg Centre for Social Work and Social Care
University of Bedfordshire
This document summarizes the results of surveys of New York City voters aged 35-69 and 50+ on their retirement planning and financial worries. Some key findings include:
- Many respondents, especially those in the Gen X age group, worry about not saving enough for retirement and having debt. Over half report feeling anxious about living comfortably in retirement.
- Over a third of Gen Xers and Boomers have no retirement savings. Large shares of workers also have no access to retirement plans through their employers.
- Respondents support a state-facilitated retirement savings option. However, many face barriers to saving like caring for family, health costs, housing, and debt.
- Caregiving responsibilities
Payroll & Compliance: Ringing in the New Year - 10 Things HR Should Do NowNaba Ahmed
From #MeToo to the mid-terms, 2018 was a banner year for significant events and momentous societal movements that should make HR practitioners sit up and take notice. HR’s role in protecting organizations as well as their human assets is a complicated business, yet so necessary particularly during tumultuous times.
Payroll & Compliance: Ringing in the New Year: 10 Things HR Should Do NowAggregage
From #MeToo to the mid-terms, 2018 was a banner year for significant events and momentous societal movements that should make HR practitioners sit up and take notice. HR’s role in protecting organizations as well as their human assets is a complicated business, yet so necessary particularly during tumultuous times. Here are areas for HR to focus to help ensure their companies are on the right track for 2019.
Working to Live, Not Living to Work: Five Insights into the Gen X WorkforceMBO Partners
This document summarizes insights from a webinar about Gen X workers who choose independent contract work. It finds that Gen X contractors value the flexibility, control, and ability to work on meaningful projects that independent work provides over traditional jobs. While they recognize challenges like uncertain incomes and retirement planning, Gen X independent workers are highly satisfied overall and most plan to remain independent contractors. The presentation suggests Gen X contractors will be an important part of the growing gig economy in the future.
The document discusses strategies for creating an effective anti-poverty program in the Chicago area. It analyzes different types of interventions and barriers faced by the poor. Early childhood education, job creation, income supports, and English language learning are identified as promising approaches. Successful interventions need to consider displacement effects, demographic trends, business cycles, and varying returns on investment across program types.
Ben Page gave this presentation on Happiness at the Forum for European Philosophy ‘Consilience’ panel discussion at the London School of Economics (LSE) on Wednesday 16 January 2014.
The average marriage age in Japan is increasing, with 70% of people unmarried between 25-30 years old. This late marriage is causing problems like decreased birth rates and an aging population, which could negatively impact the economy. In response, the Japanese government is trying to make childcare systems more accessible and provide more opportunities for single people to meet, to address the issues caused by citizens delaying marriage and children.
This document summarizes the results of a survey of 400 respondents on topics related to career, home life, work-life balance, parental leave, compensation, and household responsibilities. Key findings include: respondents gave average ratings of 3.5-4 for job and home life satisfaction and work-life balance; common ways to improve work-life balance included flexible schedules and remote work; and views varied on sharing household duties equally between partners.
This document discusses improving early childhood development and outcomes through integrated systems of support. It makes three key points:
1) High quality early learning is crucial for future economic prosperity and a skilled workforce, as it lays the foundation for healthy development, school success, and lifelong learning.
2) Current systems are fragmented, creating service chaos for families. A more seamless system is needed, with local hubs brokering universal parenting support and early intervention.
3) Significant changes require overcoming obstacles like short-term thinking, siloed governance and funding, and tradition. Leadership is needed to drive non-partisan, evidence-based policy and system changes that use resources effectively.
A presentation held by mr Stewart Wallis, head of New Economic Foundation at a seminar with Swedish think tank Global Utmaning (Global Challenge) and Miljöpartiet (Swedens green party
The document discusses trends in an aging population and workforce. It notes that the number of older adults, especially those over 65, is growing substantially and will continue to do so. This has implications for the workforce as more people work past traditional retirement ages. The document outlines benefits of extended work for individuals, employers, government, and society. It also discusses challenges older workers may face and ideas for how work could be rethought to better engage older adults, such as flexible work arrangements and opportunities for meaningful work.
Gemma Howells, Head of Digital Enterprise, Woolworths Hilary Ip
This document discusses whether the idea of "having it all" is a myth for women. It notes that while empowerment has been celebrated, there has been little discussion of the real barriers that still exist. These barriers include things like pregnancy and maternity leave, financial challenges, and social pressures that can force difficult choices between career and family. It also highlights changes over time like more women in the workforce, higher housing costs, and new pressures on household dynamics that have created significant challenges. Ultimately it argues that flexibility in areas like working hours, locations, and career paths could help address these issues and make it easier to balance work and family responsibilities.
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.
This document summarizes a joint project between seven Swedish regions and two national institutes regarding public health and regional growth. The project aims to foster cooperation rather than competition between those working in public health and economic development. It recognizes that public health and economic growth are interdependent and that indicators beyond GDP are needed to measure true societal progress. The document recommends integrating public health goals into regional development programs and sharing knowledge and experiences between sectors to achieve sustainable development.
Family and Parenting Institute: the possibilities and limits of parentingAdfam
The document discusses the possibilities and limits of parenting. It notes that parenting makes a difference, but parents operate within contexts that are not always family-friendly. Parenting pressures are increasing due to financial stresses, time pressures, and changes to community and family structures. While policies aim to boost parenting capacity through classes and support, reducing broader pressures through economic and social policies may also be needed to truly make a difference. Sustainable parenting policy needs to both increase capacity and decrease pressures, using evidence-based approaches and new partnership models.
This document discusses Outcomes or Results Based Accountability (OBA). It provides examples of OBA in practice in the UK, focusing on community participation and defining outcomes. Examples include Portsmouth defining 8 outcomes for children and turning the curve on bullying. Cardiff defined 7 outcomes for the city. Housing associations also used OBA to improve housing stock and tenant quality of life. The document concludes with top 10 tips for OBA practice, emphasizing starting with outcomes, cultural change, and community involvement in finding low-cost solutions.
The document discusses a study conducted on the attitude of prospective teachers towards unemployment. It finds that 70% of the 20 students surveyed had a moderate attitude towards unemployment, while 15% had high and low attitudes, respectively. The mean attitude score was 103.1 with a standard deviation of 8.5317. Unemployment is analyzed as having negative impacts such as loss of income and increased health issues. It is concluded to be a serious economic issue, with causes including population growth, low agricultural productivity, and lack of economic planning and capital. Further research is suggested to compare attitudes between unemployed and employed teachers as well as between genders.
The average age of first-time mothers has risen significantly over the past 30 years. According to the author's research, the average age increased from 22.6 years in 1980 to 25 years in 2009. Most of those surveyed cited higher education as the primary reason for delaying childbirth into their late 20s or older. Social expectations have also shifted to emphasize career and education attainment before starting a family. The trends suggest social influences are contributing to women's choices to have children later in life.
This document discusses outcomes-based accountability (OBA), which focuses on population-level outcomes and indicators to measure community well-being. It provides examples of OBA practices in the UK that engage communities to identify issues and solutions. Key points include: defining outcomes and indicators for issues like crime rates, education, and health; turning the curve exercises to understand causes and find low-cost solutions; and reporting cards to track community progress over time. The document outlines good practices from areas like Portsmouth, Cardiff, and North Devon that actively involve residents to improve population well-being.
Parental Engagement in Child and Family Social WorkBASPCAN
Assessment from parent,social worker and observer perspectives.
Charlotte Waits, Mike Killian, Donald Forrester
Tilda Goldberg Centre for Social Work and Social Care
University of Bedfordshire
This document summarizes the results of surveys of New York City voters aged 35-69 and 50+ on their retirement planning and financial worries. Some key findings include:
- Many respondents, especially those in the Gen X age group, worry about not saving enough for retirement and having debt. Over half report feeling anxious about living comfortably in retirement.
- Over a third of Gen Xers and Boomers have no retirement savings. Large shares of workers also have no access to retirement plans through their employers.
- Respondents support a state-facilitated retirement savings option. However, many face barriers to saving like caring for family, health costs, housing, and debt.
- Caregiving responsibilities
Payroll & Compliance: Ringing in the New Year - 10 Things HR Should Do NowNaba Ahmed
From #MeToo to the mid-terms, 2018 was a banner year for significant events and momentous societal movements that should make HR practitioners sit up and take notice. HR’s role in protecting organizations as well as their human assets is a complicated business, yet so necessary particularly during tumultuous times.
Payroll & Compliance: Ringing in the New Year: 10 Things HR Should Do NowAggregage
From #MeToo to the mid-terms, 2018 was a banner year for significant events and momentous societal movements that should make HR practitioners sit up and take notice. HR’s role in protecting organizations as well as their human assets is a complicated business, yet so necessary particularly during tumultuous times. Here are areas for HR to focus to help ensure their companies are on the right track for 2019.
Working to Live, Not Living to Work: Five Insights into the Gen X WorkforceMBO Partners
This document summarizes insights from a webinar about Gen X workers who choose independent contract work. It finds that Gen X contractors value the flexibility, control, and ability to work on meaningful projects that independent work provides over traditional jobs. While they recognize challenges like uncertain incomes and retirement planning, Gen X independent workers are highly satisfied overall and most plan to remain independent contractors. The presentation suggests Gen X contractors will be an important part of the growing gig economy in the future.
The document discusses strategies for creating an effective anti-poverty program in the Chicago area. It analyzes different types of interventions and barriers faced by the poor. Early childhood education, job creation, income supports, and English language learning are identified as promising approaches. Successful interventions need to consider displacement effects, demographic trends, business cycles, and varying returns on investment across program types.
Ben Page gave this presentation on Happiness at the Forum for European Philosophy ‘Consilience’ panel discussion at the London School of Economics (LSE) on Wednesday 16 January 2014.
The document summarizes a financial workshop for women that covered various topics:
- Encouraging women to share financial insights and learn from real-life scenarios.
- Discussing unique challenges women face such as earning less and living longer.
- Covering scenarios of different women at various life stages and the financial advice provided.
- Emphasizing the importance of being prepared, insuring against risks, reducing debt, estate planning, and maximizing retirement savings.
- Advising seeking help from financial professionals for investments, insurance, taxes, legal issues, and more.
The document summarizes a financial workshop for women that covered various topics:
- Encouraging women to share financial insights and learn from real-life scenarios.
- Discussing unique challenges women face such as earning less and living longer.
- Covering scenarios of different women at various life stages and the financial advice provided.
- Emphasizing the importance of being prepared, insuring against risks, reducing debt, estate planning, and maximizing retirement savings.
- Advising seeking help from financial professionals for investments, insurance, taxes, legal issues, and more.
This document summarizes the findings of the 2011-2012 National Employed Caregiver Study conducted by Dr. Linda Duxbury at Carleton University. The study surveyed over 25,000 employees from 71 companies to examine work-life balance issues. Key findings for Carleton University employees included: they work long hours both at and outside of work; devote significant time to dependent care; have high levels of role overload and work-life conflict; and would like more control over their work hours. Higher income, a supportive partner and manager, and perceived flexibility can help reduce overload. The organizational culture at Carleton supports work-life balance.
Relationships, Chores and Happiness. Survey Results.Dish Out
We ran a survey in January 2014 to understand the impact of chores management on a couple relationship. We collected 504 responses from couples globally, with 5 in-depth interviews as the icing on the cake.
Part 1:http://blog.dishout.us/the-difference-beween-men-and-women-the-awful-truth-part1/
Part 2: http://blog.dishout.us/relationships-chores-and-happiness-the-awful-truth-part-2/
McGraw-HillIrwinParenthood Satisfaction and Chal.docxARIV4
McGraw-Hill/Irwin
Parenthood:
Satisfaction and
Challenge
CHAPTER 12
12-2
Parenting
Often presents challenges for couples
Impacts couple relationship
Requires balancing work and family more
than before
Requires decisions regarding:
Parenting styles and approaches to
childrearing (punishment, rules, etc)
Number of children and spacing
12-3
Myths and Realities of Parenthood
Myths Realities
Children will turn out well if they have
good parents
Parenting is not the only factor in
development
Children are sweet and cute Children can be selfish, destructive, and
extremely active
Good parents can manage any child, no
matter what the child’s nature
Some degree temperament is present in
infants at birth
Today’s parents are not as good as
yesterday’s parents
Standards for raising children have
gotten higher and challenging
One child is too few It has both advantages and
disadvantages
All parents are adults Many adolescent become parents
12-4
Myths and Realities
Myths Realities
Parenthood receives top priority
in our society
Making money receives priority in
our society
Love is enough to guarantee
good parental performance
Parenting also requires hard work
and good parenting skills
Single-parent families are
problematic
There are countless strong single-
parent families in which children
are growing up happy and
healthy
Parenting gets easier as children
get older
Parenting issues change and
become more difficult with time
Parenting ends when the
children leave home
Adult children often return home
to live after some life crisis
The empty-nest syndrome leaves
many parents lonely and
depressed
Many parents enjoy the freedom
that comes with not having
adolescents at home
12-5
Transition to Parenthood
Role of a parent takes priority over other
roles
Change of relationship with family of origin
Parent develops a new relationship with the
child
New stressors and sources of emotional
support
Change in quality of couple relationship
changes
12-6
Financial Issues and Children
Cost of raising children high and often
surprising for parents
Socialization of children to financial issues
and management important:
Allowance
Savings account
Common expenditures
Family income
Use of credit
12-7
Figure 12.1 - Cost of Raising a
Child from Birth Through Age 17
Source: Lino & Carlson, 2009, U.S. Dept. of Agriculture, Center for Nutrition Policy and Promotion.
12-8
Adoption
Estimate that 3% of Americans are adopted
Open Adoption Practices
Contact between adoptive and birth families
Mediated: by adoption agency
Fully disclosed: direct contact between parents
Confidential Adoption Practices
No information shared between adoptive and birth
families
12-9
Adoptees
Face Stereotypes by Others
Unhappy, poorly adjusted, and
malfunctioning
Studies suggest most adoptees do fine
Adolescent adoptees may be at ...
Intersecting inequalities: Evidence from Young Lives IndiaYoung Lives Oxford
This presentation by Renu Singh, Young Lives India Country Director, was delivered as part of the Child Development panel 'Can we provide food for life and effective education for all?' at the 'Young Lives, child poverty and lessons for the SDGs' conference on 27th June, 2018.
We’re living longer and working longer. More people than ever before are working into their late 50s, 60s and beyond.
Work needs to catch up
- Work needs to be better, so that working longer is also working better.
Small changes at work can make a big difference:
- Empathetic line management,
- Equal and open access to flexibility and adjustments
-Open workplace culture
You Can't Manage Millennials: Recruiting, Engaging, and Retaining MillennialsQualtrics
Millennials are disrupting the status quo in nearly every arena – from the music and food industries to politics to how we interact socially. Nowhere is their influence more keenly felt, however, than in the workplace – especially because it’s impossible to manage them.
Join us on this webinar to find out how to attract, engage, and retain Millennials in today's ever changing workplace.
COUN 603Case Study InstructionsAbout 15 of premarital couples.docxfaithxdunce63732
COUN 603
Case Study Instructions
About 15% of premarital couples report as “Conflicted” couples. The goal of this assignment is to evaluate the provided case study on a “Conflicted” couple and to submit a clinical analysis to support this couple. This will require addressing 3 main areas: (1) identifying the key strengths and weaknesses between the couple, (2) discussing how the couple’s personalities might be influencing the situation, (3) developing a strategy to counsel, and potentially support, the couple.
Your paper must be 9–12 pages (not including title page and references) and must include at least 1 research-based approach from 8 scholarly sources. You must utilize course materials, research and the Bible. This amounts to about 3 pages per section. Your paper must also include section headings clearly identifying the 3 required areas of concern outlined below.
Identify Key Areas (strengths and weaknesses)—This section must explore the overall case study and must clearly identify the problems at hand. Do not simply label the issues; explore the implications of the identified problems and how they might contribute to the overall conflicted relationship of the couple. Remember to review the couple’s background and other factors that may contribute to conflict. The case study contains significant data. Be sure to explore it thoroughly. Understanding this will provide the platform on which to counsel the couple. A subsection of this area must be focused on identifying the couple strengths.
Personalities—This section must explore the 5 dimensions of the SCOPE personality assessment section and must discuss how these results could contribute to the conflict as well as the recovery of the relationship.
Action Plan—This section must outline a realistic approach to counseling to the couple, utilizing clinically-based resources. This must be based upon your actual resources. This is an opportunity for you to do some research in your area and see what others are doing for couples.
This section must address how you would counsel the couple. Be specific to your overall strategy for addressing the previously identified issues. It must also address how local resources may be utilized to support the couple’s development. Remember, this must be realistic. You must not say that you are going to have the couple meet with you twice a week, read 2 books, take a class on finances, and join a support group. Even the most dedicated couple could not follow a regiment like that. The detail in this section must focus on your counseling strategy, supplemented by local resources, not just a note that you would refer the couple to a professional counselor (although that may be the case). Another important aspect of this section is to make sure you justify your approaches by utilizing the information you have been given. Your goal is not to keep them busy with work but to diminish their weaknesses in a realistic manner.
The Case Study: Draft is due by 11:59 p.m..
This document is a social studies research project submitted by Raheme Matthie to investigate unemployment in the George Mason Drive community. It includes an introduction outlining the topic, a statement of the problem, and reasons for selecting the topic. It then describes the methodology, which involved distributing questionnaires. The findings from analyzing the collected data show that most unemployed persons are males between 19-25 years old. It was found that the main causes of unemployment were a lack of education and skills training. The recommendations call for more educational and job opportunities to address unemployment in the community.
This document discusses the wage gap between men and women and potential explanations and solutions. It provides evidence that the wage gap widens with age and education level and discusses how women face barriers like being less likely to be hired or offered lower salaries if they have children. It then explores the potential solution of comparable worth, where jobs are evaluated and compensated based on skills rather than market wages, and discusses both benefits and criticisms of this approach. Alternative options discussed include affirmative action, support for working families, and training women to negotiate salaries.
Dan Jones, Director of Innovation & Change at the Centre for Ageing Better, presents on what kind of implications a growing older workforce can have on business.
Millennials are disrupting the status quo in nearly every arena – from the music and food industries to politics to how we interact socially. Nowhere is their influence more keenly felt, however, than in the workplace – especially because it’s impossible to manage them.
In just over a decade, it’s estimated that Millennials will make up nearly 75% of the workforce. That’s why it’s essential for companies and their leaders to understand who Millennials are and what makes them tick. Or, in other words, how to keep them engaged. Engaged employees have an enormous impact on customer experience, the quality of products and services, and a company’s bottom line. Millennials are changing the rules regarding employee engagement. To be competitive, organizations need to learn how to attract, engage, and retain Millennials or they won’t be able to stay competitive in dynamic and ever changing workplace.
While a lot has been written about managing Millennials, data and experience suggest that attempting to manage them in the traditional sense won’t work. Millennials want to be part of fast moving, innovative organizations where they can contribute immediately. They are not content to wait in line for opportunities. And they want near continual feedback. After all, they are the first always-connected generation and they’ve grown accustomed to immediate feedback via “likes” and comments in their social media accounts. That’s why businesses that are thriving aren’t trying to manage Millennails, but rather are finding ways to channel the energy of Millennials by giving them big problems to solve and then letting them go to work.
Join us on this webinar to find out how to attract, engage, and retain Millennials in today’s ever-changing workplace.
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financial assets represent claim for future benefit or cash. Financial assets are formed by establishing contracts between participants. These financial assets are used for collection of huge amounts of money for business purposes.
Two major Types: Debt Securities and Equity Securities.
Debt Securities are Also known as fixed-income securities or instruments. The type of assets is formed by establishing contracts between investor and issuer of the asset.
• The first type of Debit securities is BONDS. Bonds are issued by corporations and government (both local and national government).
• The second important type of Debit security is NOTES. Apart from similarities associated with notes and bonds, notes have shorter term maturity.
• The 3rd important type of Debit security is TRESURY BILLS. These securities have short-term ranging from three months, six months, and one year. Issuer of such securities are governments.
• Above discussed debit securities are mostly issued by governments and corporations. CERTIFICATE OF DEPOSITS CDs are issued by Banks and Financial Institutions. Risk factor associated with CDs gets reduced when issued by reputable institutions or Banks.
Following are the risk attached with debt securities: Credit risk, interest rate risk and currency risk
There are no fixed maturity dates in such securities, and asset’s value is determined by company’s performance. There are two major types of equity securities: common stock and preferred stock.
Common Stock: These are simple equity securities and bear no complexities which the preferred stock bears. Holders of such securities or instrument have the voting rights when it comes to select the company’s board of director or the business decisions to be made.
Preferred Stock: Preferred stocks are sometime referred to as hybrid securities, because it contains elements of both debit security and equity security. Preferred stock confers ownership rights to security holder that is why it is equity instrument
<a href="https://www.writofinance.com/equity-securities-features-types-risk/" >Equity securities </a> as a whole is used for capital funding for companies. Companies have multiple expenses to cover. Potential growth of company is required in competitive market. So, these securities are used for capital generation, and then uses it for company’s growth.
Concluding remarks
Both are employed in business. Businesses are often established through debit securities, then what is the need for equity securities. Companies have to cover multiple expenses and expansion of business. They can also use equity instruments for repayment of debits. So, there are multiple uses for securities. As an investor, you need tools for analysis. Investment decisions are made by carefully analyzing the market. For better analysis of the stock market, investors often employ financial analysis of companies.
2. The question
What explains whether people on low pay get
stuck there or not?
Previous research: working lives
Our contribution: add in wider household
circumstances and attitudes
• Define low pay as up to 20 % above minimum
wage
• Adopt Resolution Foundation typology: if you
start in low pay, over 10 years are you stuck, do
you cycle, or have you escaped?
3. What we did
• New analysis of the Understanding Society
ONS database to explore wider household
characteristics: present results descriptively,
as regression analysis and then cluster analysis
• Focus groups to explore barriers: 4 groups
over the summer of people on low wages in
Sheffield and Croydon, split by age and
gender, mixed by industry sector.
4. The results: regression analysis
Hypothetical person 1 Hypothetical person 2 % point change
in probability
Age 35 Age 45 +10
Man Woman +47
Not part time Part time for at least 2 out of 10 years +16
Not small workplace Small workplace for at least 2 out of 10 yrs +50
Female has kids Female 3 years of having kids aged 0 to 4 +5
Female has kids Female each year of being a lone parent +9
Neither satisfied or
dissatisfied
Very satisfied +16
Neither satisfied or
dissatisfied
Very dissatisfied +16
No health conditions Each level of health condition from 1 to 4 +10
Probability of being stuck in low pay – selected highlights (see p22)
5. The results: cluster analysis
Group name Prospects Key characteristics Proportion of low paid
Entry-level strivers Below average chance of being
stuck
Up to mid 20s
Either male or female
Full time, GCSE/A-level
32%
Young mums Slightly higher than average
chance of being stuck
20s-mid 30s
Mostly female
Dependent children for 10 years
22%
Low skill women, part time in
public sector
Likely to escape 30s-40s
Almost all female
Dependent children for 10 years
Most part time
Public sector
9%
Low skill women juggling health
and families
Average chance of being stuck Mid-30s – mid 40s
Higher chance of poor health
Dependent children
Low wage industry
13%
Low skilled older women not
seeking advancement
High chance of being stuck Mid 40s to mid 50s
Mostly female
Unlikely to have dependent children
Part time
Don’t want a better job
24%
See p5
6. The results: focus groups
Many re dissatisfied with pay but OK with other aspects of
their working lives
The least difficult way to take home more money is to work
more hours/do more jobs (not an option for women)
Barrier 1: Economic climate – expendable, fear of losing part
time status
Barrier 2: Employer-rated factors - ‘face doesn’t fit’; fear of
exploitation if offer more capacity; treated like a number not a
person (large employers); don’t know how to signal ambition
Barrier 3: Confidence – lack of knowledge about how to do
senior job; fear of change
Barrier 4: Costs outweigh benefits: “you lose your life”
7. Discussion
• Government: more information on
progression paths; more free childcare; sector-
wide elementary-level career paths
• Employers: part-time progression routes;
watch out for people having to leave; provide
ways to signal ambition; job redesign to
ensure business case for career paths.