White Middle-aged Men Cant Call the Shots for Much Longer

White Middle-aged Men Can’t Call the Shots for Much Longer Is your company culture vibrant and engaged? Does it draw in talented people from different backgrounds, minorities and age groups, to out-think and out-perform competitors? Or is it guilty of tired ‘top-down’ management, sleepwalking into disharmony, under-performance, and lack of competitiveness, all because of a continuing failure to engage existing and new talent using smart diversity and inclusion (DI) strategies? Our latest research, the 2019 Workplace Diversity, Inclusion Intersectionality Report,   assessed the views of 34,634 company employees worldwide on their organization’s culture, diversity inclusion and intersectionality. The survey shows that employers everywhere are struggling to listen to, and engage with, diverse and self-aware workforces and fully release their potential. Voices unheard The researchers found widespread differences in employee experience, with middle-aged, white, cis-gendered men still the favored ones in the way companies around the world are operated: fewer than half (46 percent) BAME (Black, Asian and Latinx) women and 52 percent LGBTQ+ women feel included in company decision making. Despite decades of equality legislation in Western economies, only 54 percent of straight white women say they feel included in the way their company is run, compared to 69 percent for straight white men. And the findings will trouble employers who assume that there’s a level playing field for careers. While 80 percent of straight white men think that people from all backgrounds have an equal opportunity to succeed at work, only 54 percent of black women, 58 percent of LGBTQ+ women, 63 percent of black men and 69 percent of straight white women actually agree. Bosses are still failing to balance the needs of families and careers. There are almost twice as many partnered men with children than women in workplaces (13 percent and six percent respectively) while the proportion of men to women with no children is almost equal (21:24 percent), supporting the view that new mothers often don’t return to their job after starting a family because employers won’t accommodate their changing needs. The survey data also show the emergence of a more youthful and self-aware global workforce. The youngest (under 24 years of age) cohort outnumbers the oldest participant group (55+ years of age) by three to one, with this cohort being more likely to identify as LGBT than any other when entering the workforce (11 percent).   How will middle-aged white managers fully understand these groups’ mindset and realize their potential? Unlike  ad hoc employee research or an annual staff survey, this new type of analysis marks a step-change in employee engagement because it draws on two crucial data sets that haven’t been collected consistently on a worldwide scale before. First, anonymized representational information (such as employees’ ethnic background) to demonstrate the actual composition of the workforce. Second, employees’ actual experiences at work. This methodology offers a potential breakthrough in identifying the next steps in making diverse and inclusive workplaces a reality, especially when we consider that only 36% of UK firms even collect workforce diversity data from. Tellingly, the survey data aligns with worldwide demographic research showing an increasingly diverse population in leading economies with minorities becoming an increasingly influential voice at work. UK academic research suggests that ethnic minorities will comprise 35-40% of the UK population by 2061 and a majority by the end of this century, while the US is projected to have a majority-minority workforce by 2050. Making DI happen If company managers are feeling somewhat bruised by these findings, there are still bright points to reflect on. The research has revealed how companies are making effective progress on DI strategies, namely: Companies that collect in-depth data on diversity and intersectionality are  more likely to act on what they find Organizations that incorporate DI principles into their everyday  workplace life - instead of treating them as separate management initiatives - are delivering on target outcomes Teams targeting “small wins” in their DI strategies such as being more transparent in their decision-making typically see an uplift of between 4-8 percent on target areas. Practical DI initiatives are integral to the success of today’s organization, because more diverse teams bring fresh perspectives on commercial challenges, deliver a stronger talent pool, enhance companies’ ability to innovate and company performance levels. Yet despite societies becoming increasingly diverse, these survey findings suggest that organizations urgently need to look beyond the age of the middle-aged white manager if they are to grasp and embrace the exciting opportunities that a truly diverse workforce can offer. About the Author: Jess Brook  is a senior people scientist and head of DI Europe at Culture Amp, the people and culture company.

Job Hunting Dont Let the Media Paralyze You! - Personal Branding Blog - Stand Out In Your Career

Job Hunting Don’t Let the Media ‘Paralyze’ You! - Personal Branding Blog - Stand Out In Your Career As a job seeker, if you take everything the media has to say about the current job market literally, you’ll quite probably feel like skulking away and hiding in the nearest hole until things get better. I’m here to tell you, though, if you are job hunting, you shouldn’t let what you read or hear in the media paralyze you in your efforts! There still are genuine job opportunities in today’s market! Essentially, here is the latest “news” on the job market being reported by the media: Only 18,000 Jobs Added in June, Unemployment Rises to 9.2% Now the rest of the story Wow! Almost makes you want to throw up your hands and surrender, doesn’t it?! However, as the late radio personality Paul Harvey used to say at the top of his broadcasts, “And now, the rest of the story.” The “rest of the story” in this case involves some job market statistics that you’ll hardly, if ever, see reported by the mass media: • According to the news agency Reuters, job cuts thus far for 2011 are down nearly 21 percent from the first five months of 2010. • Whereas the general unemployment rate rose to 9.2% in June, and only 18,000 jobs were created, the unemployment rate in the management/professional sector actually fell on a year-over-year basis, going from 4.9% to 4.7%. Of particular note is that employment among those with a 4-year-degree rose by 87,000 jobs in June, and the unemployment rate for that population fell slightly, from 4.5% to 4.4%. • The JOLTS (Job Openings and Labor Turnover Survey) report from the Bureau of Labor Statistics (www.bls.gov) shows that nearly 4 million jobs have been filled each and every month since April 2010. At the end of April 2011, even with 4 million positions having been filled that month, there were still 3 million positions left unfilled! That is a total of 7 million openings in April 2011 alone! (On a personal note, and as I mentioned in last week’s blog, my recruiting firm currently is working on filling over 35 open positionsâ€"the most openings at any one time since 2008.) The workforce churn What we’re experiencing in the job market today is referred to as “the churn.” That’s when the currently employed move to new jobs within the existing workforce. So, companies are hiring. It’s just that they are not experiencing any net increase in job openings. That explains how, even though there was only a net gain of 18,000 jobs in the latest jobs report, there were actually still 7 million job openings. (Coincidentally, with close to 70% of the currently employed saying they would like to seek a new position, there appears to be no immediate end in sight for this phenomenon.) Now, don’t misunderstand me here. Nothing I am saying in this blog is intended to downplay the brutality of today’s job market. As I have stated in previous blogs, most of the job openings in today’s market are not advertised, they are not posted online. It is not easy to gain access to them, but then again, it certainly isn’t impossible to gain access to them, either. One of the principal reasons we wrote and published ‘Headhunter’ Hiring Secrets: The Rules of the Hiring Game Have Changed . . . Forever! was to show job seekers how they could, in essence, learn how to become their own “headhunter.” So they could learn how to brand themselves the way a “headhunter” would go about branding them. And that’s precisely how a job seeker today must market himself/herself, i.e., the same way a “headhunter” would market him or her if they want to be successful in landing their next job! Bring top talent to hiring managers attention Here is how I, as a professional “headhunter,” go about connecting top talent with top companies. In addition to filling positions my client companies give me by going after (“headhunting”) talent, I also market top talent to companies. I do not look for open positions. Rather, I bring top talent to the attention of potential hiring managers! Does this approach work? You bet it does. I recently placed a candidate after marketing her to only 17 companies. Another recruiter in our office has marketed a candidate to only 4 companies and we are now in the process of setting up an interview. Do not apply, market   yourself What that means for you is this: The most powerful key to new job opportunities at this phase in our economy is to market yourselfâ€"NOT apply to positions online. Sure it takes guts to do this. It is far easier to sit behind the safety of a computer screen. But when you do that, the silence is often deafening. Stories abound of people who have applied to hundreds of positions online and have never heard anything back from anyone. Make sure you’re not among this group of “job seekers.” Breakaway from being a job seeker To get started with the process of marketing yourself the way a “headhunter” would market you, I suggest you do the following: Know exactly what it is you can do for a potential employer and be able to brand yourself as someone who can make them money or save them money. Identify the companies you want to work for (best source is zoominfo.com). Use the LinkedIn “hack” to find the people to send your direct mail letter to. Create a powerful direct mail letter that brands you as someone who brings immediate value to the company and hiring manager. Here is the link to the certified letter we sent to the 17 companies referenced above that got the person placed: Follow up with a properly worded voice mail and email. Continue with a “touch plan.” (See “‘Headhunter’ Hiring Secrets) Land the interview. Learn how to “lead the witness.” (See “‘Headhunter’ Hiring Secrets) Avoid casting “shadows on the wall.” (See “‘Headhunter’ Hiring Secrets) Win the job! Obstacles or opportunities? Easy? Of course not. But it’s certainly do-able! And it works! It’s important to understand that none of the approaches I recommend in this or any other blogs (or in “‘Headhunter’ Hiring Secrets, for that matter!) is based upon theory. I am in the job market each and every business day and I know what works, as well as what does not work! Since I am 100% commissioned, if I am wrong, or if I merely “guess” at what might work, then I would have been out of business years ago. (Instead, I am rapidly approaching my first decade in the recruiting business.) It seems to me that the choice today is quite clear: You can either believe that, according to the media, “the sky is falling” and continue to wring your hands and lament the horrible state of the job market OR you can learn how to effectively overcome the various obstacles thrown in your path and become the candidate of choice for the job of your choice! Author: Skip Freeman is the author of “Headhunter” Hiring Secrets: The Rules of the Hiring Game Have Changed . . . Forever! and is the President and Chief Executive Officer of The HTW Group (Hire to Win), an Atlanta, GA, Metropolitan Area Executive Search Firm. Specializing in the placement of sales, engineering, manufacturing and RD professionals, he has developed powerful techniques that help companies hire the best and help the best get hired.

Are They Really That Cute The Risk Of Office Romance

Are They Really That Cute The Risk Of Office Romance One great thing about summer is the romance potential. The parties,  brunches, and hot weekend nights are the best for meeting new people. There are more singles in the workforce than ever and lines  have blurred  when it comes to who you work with and who you party with. Since you spend more time working  than just about anything else, you can certainly  venture off into an office romance. Statistically speaking men venture into office flings for fun while women do it to get ahead. Whatever your reason for the relationship, you need to know the  potential consequences. Women  are judged  more harshly in these scenarios, limiting potential growth opportunities and ruining your reputation. I’ve had two office romances and one was great. No one knew we were together and that’s how we liked it. We barely made daily eye contact and kept up the charade for a year. Due to that great experience, I attempted to mix business with pleasure many years later, and it was a disaster! Not only did it influence my job performance, but my overall emotional well-being. It was so bad that I hated going to work to see this person and the experience influenced my decision to quit the job all together. It wasn’t the whole reason I was unhappy, but it played a large role in my decision. Here are 3 important tips to follow if you decide to take the leap. Be Discreet. I knew this and chose to not follow it. The beginning of a romance is  exciting and you want to tell everyone about this amazing guy you’re interested in. Don’t. This will save you in the long run. Putting your business out there will invite people to perceive you in a way that’s not in the best light. When you’re working it’s business as usual. Don’t assume people can’t pick up on vibes. The extended lunch breaks together, laughing at every joke he tells, and not so subtle glances. It’s always more fun to keep people guessing, while protecting yourself in the process. It comes down to the maturity level of both parties, and if you are able to carry on an adult relationship in a professional setting. Check out their résumé. Do your research. It doesn’t have to involve a lot of questions around the office like, “What do you know about John?” However, keep your eyes and ears open because if you’re not the first fling they’ve had, most likely you won’t be the last. Have they dated other co-workers? Are they known for over sharing about their love life? These are important things to consider. You don’t want to get yourself in a situation where you are the next topic of office gossip, creating a hostile environment. In addition, harassment charges  can surely be filed on either party if things go south. If that happens office gossip is the least of your worries. Remember, just because you work with them doesn’t mean you know them. Read the manual. You need to make sure they’re worth it. Most companies prohibit office romance as a way to avoid the compromise of information and keep their company culture intact. A member of upper-management having a relationship with a subordinate leaves the company vulnerable to secrets being spilled during pillow talk. Ask yourself, “Why him/her?” If your answer is,  â€œThey seems cool….” keep digging. You’re risking your career and reputation on someone who may set you back instead of moving your forward. Sometimes office relationships can work.  Be mindful of what you want and where you want your career to go. What you think is love  can definitely be  a distraction from  your goal of world domination. Again, make sure they’re worth the risk. - editors note:  If youre still wanting to venture into that  office relationship, check out columnist Kelly Christiansens  article on mixing work and love here.

Turn Grief into Community Service - Personal Branding Blog - Stand Out In Your Career

Turn Grief into Community Service - Personal Branding Blog - Stand Out In Your Career On occasion life hands us circumstances that we would not wish on others. But when we are dealt a blow it needs to be dealt with careful thought and proactively. Two such situations arose just this week. Personal insights based upon an experience of over a decade ago provided insight for the two people facing the unexpected. Personal Story As a broken neck brought the “best-case” prediction of paralysis, two visions interrupted that thought. The vision of community service and becoming a speaker had me deep in thought. A plan was mentally prepared as surgery loomed ahead. It was the vision, the plan, and sales skills that brought about the title of “walking miracle” the very next day. Community Service You have an expertise and unique approach that no one else may lay claim to. So when disaster strikes, convert those lessons learned into helping others in similar circumstances plus those following in your footsteps. They will look to you as a leader. Committing to this type of leadership will help you to build a very strong personal brand and ultimately a well-recognized business. Move Painful Circumstances to Service The most recent news of the Northern California fire revealed many were left homeless. A financial manager was caught with her neighborhood being burned down. New friends in the community shelter are now being made. It was suggested to “Sally” that she donate some of her time to helping her new friends get back on their feet as a goodwill gesture. Results of doing this: Friends and community will be well served Sound friendships will develop in the process Sally will become a recognized leader in her new community No doubt some people will have money to invest with Sally once they have rebuilt their lives Turn Grief into A New Venue “Dan” suffered immensely witnessing his beloved wife of many years begin to deteriorate and eventually pass. His grief touched the soul of those he knew. But Dan’s approach to dealing with the situation is different from most. In his email, Dan revealed he will be traveling to revisit the favorite spots where he and his wife had vacationed together. He plans to recapture fond memories. The experience will be a two-step process for Dan. The second step will be to become a spokesperson for other seniors with insights on dealing with grief, and offering inspirational thought on ways for dealing with it. No doubt this segment of his business will have a large audience and be highly successful. Business Lesson Learned: Maintain Your Bigger Picture At All Times Don’t give up but find a better way. Open minds walk through open doors. Be willing to give your vision of success everything you have. With the italicized sentiments in mind, remember that struggles aren’t always major. However attention does need to be given to finding a better way to improve upon your concerns.  Accordingly, do you have ideas that may be repurposed or revitalized to create something new, bigger and/or better better? Weighing in on these ideas and embracing one or two will put you on the wave of the Smooth Sale!

How to Find the Best Resume Writing Services

How to Find the Best Resume Writing ServicesFinding the best resume writing services for software engineers is a must for these professionals. They must have the right skills and talents that will help them work in the most prestigious firms of their industry. Resume writing services are the answer to meet this requirement of the individuals.An individual can choose to hire the services of a good resume writer. The services of a good resume writer is indispensable for these professionals. A good resume writer is one who will make the right things in the right way so that the applicant will be considered right for the job. Having a good resume can help in getting the job done right.The resume writer has to be able to help in the right way in finding the right job in the company. The writer should know how to place the correct points in a way so that it would help the applicant get a job in the company. Writing a perfect resume is not an easy task as it takes years to get it right. The re are many factors which need to be considered before writing a perfect resume.Resume writing services provide the needed support for the applicants. The writers should have good writing skills so that they can be hired by the companies. These professionals are required to write a proper resume for the applicants so that it can get through the screening process. Having a perfect resume can really help the applicant get a job.There are many people who have used the services of resume writing services. They have written their resumes according to the standards set by the professional. It can be very difficult to find the right professional. The best resume writing services are those who follow the industry's standard of skills and talents.Resume writing services can help the applicants. They can easily write a good resume if they know how to write a good resume. This is a skill that is easily learnt. The best professionals will take time to make sure that their resume is up to date s o that it can stand any test of time.One needs to keep certain things in mind while selecting the best resume writing services. The best services should be reliable means many times is a sign of the best service. The writers can make a good impression on the reader if they use professional touch in writing the resume.The best resume writing services can help the applicants to write their resumes the right way. The professionals will provide the important tips and techniques that can help the applicants in their job hunt. The writing services can help the applicants to polish their skills. The best resume writing services provide the services of writers that can work in the right way.

International Quit-Your-Crappy-Job-Day - The Chief Happiness Officer Blog

International Quit-Your-Crappy-Job-Day - The Chief Happiness Officer Blog I had a straaaaaaange idea the other day: What if every single person on the planet who doesnt like their job quit on the same day? Lets call it International Quit-Your-Crappy-Job-Day. Yeah, yeah, I know, chaos would ensue because all the bad jobs are now not being done. Garbage wouldnt get picked up, sewers wouldnt be cleaned, etc. etc. etc. But many garbage men love their jobs. So do many airport baggage handlers, inner city teachers, taxi drivers and other holders of jobs that many think must be awful. So maybe its not the jobs. Maybe its the workplaces, the managers, the culture, the whatever that make people hate their jobs And maybe if all the people who hate their jobs quit at the same time, John Smith, the CEO who runs SmithCo with an iron fist and who just lost 63% of his employees would be forced to rethink his ways. Or would simply be out of business. This would be the ultimate, very loud wake-up call for every company where employees hate the boss, hate work, are bullied, are sexually harassed, are discriminated against and/or only come in for the pay check. And maybe on the same day where the mortuary worker quits the job hes hated for years, that job as a park ranger becomes free and he can finally get that job outside in the fresh air hes always dreamed about. The park ranger gets the bartending job he wanted, the bartender becomes a cab driver and the cab driver goes to work in the mortuary. Remember: One persons dream job is another persons living hell. The longer you stay in that crappy job, the longer youre keeping someone who might actually love it from getting it. This is not an actual proposal for action. This is more of gedankenexperiment. What do you think? Thanks for visiting my blog. If you're new here, you should check out this list of my 10 most popular articles. And if you want more great tips and ideas you should check out our newsletter about happiness at work. It's great and it's free :-)Share this:LinkedInFacebookTwitterRedditPinterest Related

7 Strategies for Developing a Global Mindset - Margaret Buj - Interview Coach

7 Strategies for Developing a Global Mindset Can you navigate across nations and cultures for your business? By Rod Hewlett, D.A., dean of the College of Business at Bellevue University The United States remains the largest economy in the world for a single country, but the landscape is dramatically changing. Financial crises have struck across the globe, and new leaders are emerging to stake a claim in the international marketplace. China is now the world’s second largest economy and the largest exporter of goods, with 9.6 percent of the global share. Advances in technology have helped enhance communication between global business partners, and those looking to succeed in this environment must gain the mindset to work with other cultures. Consider these seven strategies to compete in the global job market: Develop your relationship skills. Employees must master these soft skills to be excellent team players, communicators and problem solvers. Learn the language. Language Proficiency can play a role in refining relationship skills. Look for opportunities to learn the language through specialized training programs or coursework at a local college or university. Understand the culture and the market. From a cultural perspective learn what is held sacred and what is viewed negatively. Blending into the market as opposed to creating friction or embarrassment is necessary to help forge global partnerships. If you are traveling to other countries, the U.S. Embassy or Consulate may be able to provide information on their website. Know the simple differences. Learn the basics of the market you are working with. From time zones to measuring systems these basics can prepare you for a smoother transition. Much of this research can be done on the internet through reliable sites before your call, trip or email to show your knowledge of their practices. Be prepared for the marketplace. Understanding the essential elements of transacting in an international market place is fundamental knowledge those in the global arena should seek. Having high level knowledge of international trade and monetary systems is part of the comprehensive knowledge to stay competitive. Find a mentor or trusted partner. Utilizing the knowledge of someone with experience in your chosen market can be instrumental in helping you adjust and succeed. Have patience. The global market can offer unique obstacles you may not have been expecting, but the opportunity to shine on a larger scale should be valued. Take the time to work through challenges to appreciate the role you are in. The United States faces dual challenges to remain a global leader economically and educationally. Today’s workers must embrace a comprehensive set of both relationship skills and technical knowledge through education to compete in any setting from economic superpowers to emerging markets. For more information visit Make It Happen Now, the online destination for working adults who are determining their life plans and wrestling with whether or not they should go back to school. About the Author: Roderic “Rod” Hewlett, D.A. is a sought after expert on leadership and business. With a focus on infusing businesses with the skills required to succeed in today’s global market, Rod brings tremendous leadership skills, effective communication and dynamic management concepts that have been widely accepted, across the globe. His innovative, breakthrough leadership strategies are helping transform the next generation of executives into highly effective leaders. He also authored the popular book, “The Cognitive Leader: Building Winning Organizations through Knowledge Leadership.” Rod’s wide breadth of experience includes executive level and global management roles, and he currently serves as Dean of the College of Business at Bellevue University.