Womens Networks Arent Enough, According To This Fortune 500 Exec

Womens Networks Arent Enough, According To This Fortune 500 Exec Corporate leaders gathered at the New York Times building on Thursday morning (November 2) for Galvanize, the first-ever summit by Fairygodboss, with one idea in mind how do we make womens employee resource groups more effective? Mike Preston of Deloitte, however, had a different question are these groups even relevant?Preston, who serves as Deloittes Chief Talent Officer, took to the stage to talk further about his companys controversially received decision to emphasize one larger, umbrella employee resource group over more traditional and specialized groups. Just in case anyone was still curious about where Deloitte and its CTO stood, though, Preston didnt hesitate to platzset the record straight.We think the culture at Deloitte needs to be impactful in a way it hasnt been before and we are constantly driving towards that, he began, before turning to the question at hand.Absolutely, womens resource groups and ERGs a re still relevant. But we dont think theyre enough.The conversation quickly honed in on the importance of these resource groups and how they help foster an inclusive environment where members can learn and grow. But in order to do more in order to increase this positivity and inclusivity, Preston said Deloitte decided to up the ante and integrate in a more inclusive, modern way.Why? Because when Deloitte created its first womens resource groups in 1992, the problems of inclusion and diversity focused on the retention of women in the workforce. In 2017, this is just leid the case.According to Preston, issues plaguing the workforce today include sponsorship, advancement to leadership, and working across groups to create an environment that is inclusive.Thats why these inclusive councils are being integrated into company culture. They have a different, more focused goal with different objectives and techniques that the company hopes will broaden their scope and create a safer space f or discussion without bias and discrimination.And to those who were worried, no, Deloitte is not doing away with these networks and ERGs in their entirety.We need to drive ERGs from bonding capital to bridging capital, Preston explained. Because even though Deloitte has run a number of initiatives and implemented programs to increase diversity, there are still barriers to overcome.One of the biggest obstacles is taking steps toward overcoming is unconscious bias, which the professional services firm has begun combatting with online training modules and live training seminars.Throughout the presentation, Preston impressed upon his audience the importance of changing culture at a fundamental level. Until you get the culture to change fundamentally, youll have people across the spectrum that disagree on the importance of changing how we think about diversity and inclusivity.

Where to Find Resume Writing to Avoid Age Discrimination

Where to Find Resume Writing to Avoid Age Discrimination Employers might not even realize that subconsciously theyre thinking about an individuals age whilst reviewing their resume because its so obviously highlighted. Age discrimination is illegal, but its still out there. If you have some concerns about discrimination claims, here are a number of ways to prevent making discriminatory employment decisions. Therefore, as soon as youre asking for a new job, you ought to have a plan to receive ahead of age discrimination. Second, remember theres a difference between a resume and work application. You should also discipline employees fairly. Make certain you read the work description carefully. Possessing a job that you do well is fantastic, but employers are always on the watch for an innovative, cheaper approach to find something done. Rumors, Lies and Resume Writing to Avoid Age Discrimination A standard guideline in resume writing is to only consist of job experience fr om the previous 10 decades. Maybe you are earning a career change into a totally new profession. For instance, you may want to omit jobs that go back more than 10 decades. For those who havent looked for work in over five decades, its time to upgrade your resume. Heres What I Know About Resume Writing to Avoid Age Discrimination Also, to be able to file for unemployment, the candidate required to have worked for her or his preceding employer long enough to demonstrate that the employer paid a sufficient quantity of money for the candidate into the computer system. If youve got an idea about a new method to do something, dont hesitate to inform your employer. Unfortunately, lots of people make common mistakes that really can diminish their odds of locating suitable employment. Obviously you wouldnt wish to violate the privacy of any particular person competing for the exact kind of job. Top Resume Writing to Avoid Age Discrimination Secrets In case the position only calls for 5 decades of experience, your very first task must be to make sure your resume shows 5 decades of solid of experience. Your latest experience isnt as relevant as your previous experience. Likewise, its rare to present 30 decades of experience on a resume for the identical reason. Everything on your resume needs to be positive, and therefore dont incorporate any negative experiences or attempt to explain them. Top Resume Writing to Avoid Age Discrimination Choices Take a look at the advantages of Mature Employees If you need to prevent age discrimination and keep it from affecting your hiring practices, you must learn how to find the advantages of hiring older employees. Taking steps to stop employment discrimination may save your business a good deal of money and help you preserve excellent relations with the community. Employers prefer you dont include photographs since they dont wish to be accused of discrimination. When its before 1985, employers fruchtwein likely do nt care. Resume Writing to Avoid Age Discrimination Features Since the great majority of resumes are submitted online, business will run them through software to get the keywords theyre searching for. Todays resumes will likely be read online on big screens and cellular devices. A lot of people who review resumes start reading on top of the webpage. The issue, clearly, is your resume.

Video Interviewing Benefits for New Companies - Spark Hire

Video Interviewing Benefits for New Companies - Spark HireStarting a new company comes with a list of to-dos several migraines long, from the mountains of paperwork to physically setting up the new workspace. It is a lot of work, so why not try to cut out some of the complications? Every little bit helps, and if you want to make your new company as efficient as possible as quickly as possible then you need to use every tool at your disposal.Video interviews are one such tool. New companies have to have employees, and unlike the trickling employment period of the annual turnover for larger companies, you will need to completely staff your new company before it can get anything done. But with all of the prospective employees and positions that need filling, chances are you dont have enough manpower to finish within a reasonable period of time. Youre more likely to spend weeks on that endeavor, sacrificing man hours that could have been devoted elsewhere, like when building a client lis t or testing a prototype.Enter video interviews. These will save new companies tons of time without sacrificing efficiency or quality. For starters, you can use video interviews to level the playing field against more established companies or competitors when vying for the best talent out on the market. After all, you are pitching your company to the candidate as much as they are pitching themselves to you. If your office isnt yet in tip top shape, video interviews will work to your advantage. If the office is going to be finished before the new hires start date, why let your candidates frame their opinion of your organization based on some temporary clutter?There is no point. You should not cheat yourself out of a viable candidate because of something as trivial as sawdust in the carpet, and with video interviews you wont have to. Set up the computer in a finished office and give your candidates a view of what the place will look like once the construction is complete. Make sure it s a soundproof room so no noises accidentally make their way on video. If it doesnt cast a glare, get a shot of a window view from the building (if its appealing, of course). All of these things work to convince someone of the quality of what youre selling, which is your new company, and it can all be done with video interviews.And without the waiting period between ushering candidates in and out of the room, which can add up quickly after hundreds of in-person interviews, you can designate that saved time to progredienz your new company professionally. You could even set up night interviews from your home if you want to. It adds flexibility to the interview process and all at the cost of a handshake.New companies cant afford to waste time. Last time I checked 90% of new companies go under within the first year, and making sure you run your business as efficiently as possible will make sure you arent on the losing end of that statistic. Video interviews are a great tool that new com panies cant afford to overlook. Havent we been told our whole lives that its the little things that make the difference?Do you think video interviews are a viable tool for a new company looking to grow? Offer your opinion in the comments below

69.3% think paying bills on time shows someone is well-off

69.3% think paying bills on time shows someone is well-off69.3% think paying bills on time shows someone is well-offData from Comet shows that 69.3% of Americans surveyed think that if someone pays their bills on time, they are considered well-off.Overall, respondents said having an average of $4,177 in their checking accounts and an average of $57,404 in their savings accounts would also land them in this category. But among people who think of themselves in this way, the results varied by generation. Also, taking a larger-scale look at things, 39.1% of people who weighed in think theyre well-off.In terms of how the research was carried out, Comet polled 1,006 Americans between the ages of 18 and 80 via Amazons Mechanical Turk, weighted the data to the 2017 U.S. census for age, and noted that all of the results rely on self-reported data.Heres what it takes to be seen as well-offCheck out the Top 10 responses1) They pay their bills on time 69.3%2) They can afford experiences (travel , concerts, etc.) 67.8%3) They are debt-free 67.1%4) They established a retirement entdeckung 65.4%5) Theyre a homeowner 64.8%6) They established an emergency fund 61.4%7) They have sufficient money for food or essentials 60.8%8) They maintain a stable job 60.3%9) They have an investment portfolio 59.5%10) They have a high credit score 58.8%The least popular choice (21)was they enjoy the topic of money at 16.6%.Heres how various generations feelThe infographic approaches this topic from a variety of anglesBut among people who arent well-off, 43.5% said theyd rather have more time with friends and family, and 56.5% would rather have a large amount of money. Among people who are well-off, 59.8% said theyd rather have more time with friends and family, and 40.2% would rather have more money.Furthermore, 36% of people who think theyre well-off agreed that money does buy happiness, while 65% agreed that you can still be a member of this category if you have student loans to pay off.It wa s great to see that the millennials are planning for their future ($54K in savings) and are on track to be better off than previous generations. This is counter-intuitive from what we hear in the media about this generation, Comet told Ladders.Heres what Americans recommendPeople who think of themselves as well-off shared their thoughts on getting to this point

To Recruit Millennials, View the World as They Do

To Recruit Millennials, View the World as They DoTo Recruit Millennials, View the World as They DoTo Recruit Millennials, View the World as They Do RossheimCongratulationsyour employer branding hasattracted the attention of candidates born between 1981and 1996. Your next challenge? How tosuccessfully recruit these Millennials. Thats the two-step recruiting dance that many businesses will attempt in the second half of the 2010s.Here are some suggestions to help you master the challenge Source candidates where they liveTo recruit and hire top Millennial candidates, begin at the source. For Detroit Labs, that means finding out where their target talent spends time.We go to places where the people we want will be, like user groups, conferences and places where project managers hang out, including community events that we host in our office, says Nathan Hughes, co-founder of the 70-employee Detroit mobile app development firm.But beware the (lack of) diversity trapBut remember, if your so urcing methods are focused like a laser, your hires may all end up sounding and looking like each other. Thats a strategic error in an era when American and global markets are become ever more heterogeneous.We do have a diverse workforce, but its not what we would like to see, says Hughes. Were not necessarily pulling people from those who arent in the social networks or user groups that we frequent. So we want to add to that mix to adjust it.Sell current opportunities, not future potentialTo persuade Millennial candidates that you provide the career environment theyre looking for, keep in mind that their time horizons are different from Xers and Boomers.With Millennials, we take a shorter-term approach, says Christie Bell, HR director of 80-employee Atlanta accounting firm Porter Keadle Moore. If we talked about the path to partner and spending a career at our firm, that would freak out Millennial candidates. What they want to hear about is what can they do at our firm in one or tw o years.Make candidates members of your communityKeep in mind that Millennials seek a strong sense of belonging, from the moment they express interest in a job. How can you satisfy that need? With frequent and timely feedback throughout each candidacy.As interns, they are evaluated each week, because in our audit practice, for example they move quickly from client to client, says Bell. ur interviewing is relationship based its not about testing young candidates on the spot with technical challenges.What Millennials call benefitsWhen you speak with Millennials about perks, remember what matters to them at this stage in their lives.For Millennials, traditional benefits are an afterthought, says Tracy Tenpenny, a sales executive and partner at Tailored Label Products, in Milwaukee. Their approach to benefits isnt necessarily to break down health insurance and retirement plans. Its about having a wellness program, playing an active role with sustainability in the community these are of much more value to Millennials.Do assess abilityEnough with the selling. Its time to determine whether your Millennial candidates have what it takes to climb your companys learning curve at the speed you require.Detroit Labs hires candidates who actually lack coding experience but can demonstrate their problem-solving potential, grit and people skills the soft skills.We look at a few specific character traits the ability to deconstruct complicated things into smaller bits and understand and manage those bits, says Hughes. We ask people to go through exercises to show that they can maintain forward progress while under intense pressure. We look for people who reach out to people rather than withdraw.

Forget standing desks; will sit-stand desks save us

Forget standing desks will sit-stand desks save usForget standing desks will sit-stand desks save usFirst, they came for our chairs. Science told us that sitting would kill us one analysis of 47 studies found that prolonged sitting, like a person, does in an office, increasing the risk of heart disease and diabetes.Then came the advent of the standing desk, which everybody presumed to be healthier. Standing desks invaded offices everywhere until research found that they might not be so great either. One study showed that they increased back pain and slowed cognitive function. Plus standing all day doesnt really burn mora calories than sitting, as it turns out.Follow Ladders on FlipboardFollow Ladders magazines on Flipboard covering Happiness, Productivity, Job Satisfaction, Neuroscience, and moreThe idea behind the sit-stand desk is about alleviating fatigue when sitting gets to be too much, try standing. When standing starts to hurt your back, try sitting again.Thats all fine if it helps your aches and pains, but researchers from the University of Pittsburgh and Tufts analyzed 53 studies and published their own study in Applied Ergonomics thattells us not to expect too many health benefits from this setup.To sit? To stand? Should you just squat all day?The research concluded that the sit-stand desk offered only mild benefits, like a decrease in blood pressure and a decrease in lower back pain. They dont help with a lack of exercise, though after all, standing, like sitting, is also a sedentary task. They did, however, get people to stand more than they sat, and feel relief from body pain.And no sit-stand desks are not a substitute for exercise no desks are.Similar to sitting in one place for extended periods, standing still does little to increase heart rate or burn excess calories, said study author Nancy Baker, an associate professor in the Tufts Department of Occupational Therapy, in a release.Is there a healthy way to work for eight or more hours a day? Maybe, maybe not. The debate rages on Maybe a little bit of change is all we can hope for.Though these are mild benefits, certain populations might benefit greatly from even a small change in their health, said April Chambers of the Swanson School of Engineering at the University of Pittsburgh.You might also enjoyNew neuroscience reveals 4 rituals that will make you happyStrangers know your social class in the first seven words you say, study finds10 lessons from Benjamin Franklins daily schedule that will double your productivityThe worst mistakes you can make in an interview, according to 12 CEOs10 habits of mentally strong people

The most important skill people are losing

The most important skill people are losingThe most important skill people are losingPeople are kinder to those they view as human beings.The problem is the rising self-centered culture thats blinding us - people are caring less about the feelings and predicaments of others.Vanity, selfishness, and the focus on personal success are threatening our most valuable skill. Empathy, that is, requires you to step out of yourself.Empathy is humanitys bond - its the social glue.We are internally compelled to see each other as fellow humans. Empathy is mora than walking in someone elses shoes its the ability to see and connect with others because they are human.Empathy is seeing humankind as our extended family.The social glue is not stickingTo perceive is to suffer. ?AristotleSelf-reported empathy in America has declined dramatically in the past three decades.According to a study, the ability to think about how someone else might feel is declining. But even more troubling, as Sara Konrath - the lead researcher explained, is the drop-off of peoples ability to exhibit an emotional response to someone elses distress.We are losing our most valuable skill social connectivity.To me, thats the basic glue, said Konrath, Its so rewarding to connect with human beings. Everything we know as psychologists tell us its the most wonderful thing. So if were losing that, I think that is distressing.Piggybacking on Barack Obamas commencement speech, Douglas LaBier believes that many people suffer from what he calls the Empathy Deficit Disorder (EDD). The psychologist has been observing firsthand the same decline as Konraths research.EDD means the inability to step outside yourself and tune in to what other people experience. This lack of empathy not only creates misunderstandings it drives tensions and divisions towards those who think differently.LaBier explains how the Empathy Deficit is driven by putting too much emphasis on acquiring things and people - it promotes vanity and self -importance. People equate what they have with who they are. They live under the delusion of being completely self-sufficient - thats a killer for empathy.LaBier writes You lose touch with the true reality, that all humans are interconnected and interdependent - all organs of the same body, so to speak.Additionally, the hyper-productivity culture is not helping either. The constant pressure to win is soul-sucking as Dan Pedersen wrote here. This self-focused approach doesnt leave room for the social glue.Its all about accomplishing goals for yourself, instead of service to others. Its about how much money you can make and what stuff you can buy, and what name you can make for yourself. - Pedersen said.For some experts, empathy is hard-wired - brain circuits are the source of humanitys desire for intimate parteicipation and companionship.A Stanford University study offers some optimism. Researchers discovered that, people who believed empathy is not a fixed trait, spent more time listening to others and demonstrated a greater willingness to help.Similarly, Mark Davis, a professor whos spent decades studying empathy, says that he cant imagine humans without the capacity to feel for others.A world without empathy is inconceivable, the expert explains.Empathy is not in vogue in the 21st Century. However, theres hope this social glue skill can be taught and developed.What do we mean by empathy?When people talk, listen completely. Most people never listen. ?Ernest HemingwayThe word empathy was inspired by the German aesthetic term Einfhlung, meaning feeling into.Empathy is more than putting yourself in anothers shoes - its genuinely grasping what others are going through. Its such an essential human skill that even babies exhibit it, reacting to the facial expressions of adults.Experts still disagree on the breadth and depth of empathy. Is it feeling for others? Feeling as others feel? Understanding others?There are two distinct types of empathy Emotional and C ognitive.Most people associate empathy with feeling what other people feel - especially their pain. Thats Emotional Empathy it is activated by mirror neurons.Empathy drives brain arousal.Neuroscientists discovered in the early 1990s that specific brain cells become active when someone is suffering. They help us feel others pain - thats why they are called mirror neurons. Your emotional state moves in a direction closer to the person you are empathizing with.Empathy is much more than just feeling pity for others.Cognitive Empathy, on the other side, is about understanding people - it doesnt require to suffer the way they do. This is also called perspective taking - its an effort to understand how other people behave, think, or feel.Developing the skill of Cognitive Empathy is a useful practice for organizations. Human-Centered Design uses Empathy research to understand the user better. I regularly facilitate empathy exercises at workshops to raise self and team awareness - under standing other peoples perspectives promotes diversity of thinking.Some experts believe both Emotional and Cognitive Empathy are part of the same - true empathy integrates both. However, research showed that the human brain responds differently when either is activated.Technicisms aside, by stepping into the shoes of another person and see things from their perspective, we become less capable of ignoring their suffering.Indeed, brain imaging studies of Buddhists while meditating on contemplative compassion showed increased activation of the brains empathy circuit.Empathy for allWhenever you feel like criticizing anyonejust remember that all the people in this world havent had the advantages that youve had. - F. Scott FitzgeraldEmpathy alone can be biased though. Your reality can turn a blind eye to the suffering of others.A study shows that affluent people feel significantly less empathy for the suffering of others. Conversely, they are more empathetic to those like them. For exam ple, some judges go easier on white-collar criminals who share their social background.This is precisely the point made by Jonathan Haidt in his book The Righteous Mind. The author explains how the harm/care module - his version of empathy - is just one of the many emotional dispositions why we are divided by politics and religion. The others being fairness, liberty, loyalty, authority and purity/sanctity.According to Haidt, this helps explain the division between Democrats and Republicans. While the first focus almost entirely on care and fairness, the latter tend to give equal weight to all six dispositions.Empathy can help you not just understand others but alleviate tensions with those who think differently.In Tibetan Buddhism, compassion is cultivated through Maitri or loving-kindness - practitioners begin by imagining how they feel toward a loved one, then turning it toward themselves, then family and friends, then strangers, then enemies, and finally toward all beings.Dala i Lama wrote Compassion is an aspiration, a state of mind, wanting others to be free from suffering. Its not passive - its not empathy alone - but rather empathetic altruism that actively strives to free others from suffering. Genuine compassion must have both wisdom and loving-kindness.Neuroscientists conducted studies comparing empathy and compassion - their research revealed fascinating differences in the brains reaction.Self-awareness was activated among both groups. However, the compassion one also activated brain areas related to the reward system. It also ended up feeling kinder and more eager to help others.Empathy is the conduit compassion is an accelerator.Genuine compassion is uncomfortable and difficult. However, by stretching beyond your comfort zone, you are more likely to feel motivated to act.Wisdom and compassion are like two eyes that work together to see deeply.Dalai Lama also said One must understand the nature of the suffering from which we wish to free other s (this is wisdom), and one must experience deep intimacy and empathy with beings (this is loving-kindness).Compassion is a powerful skill - by connecting to others, you can alleviate their pain.If you want to realize your full potential, increasing compassion is more important than hyper-productivity. Practice until you can embrace all living beings without exception.Compassion starts at homeTo help others, you have to put your oxygen mask first as I wrote here.I know, it sounds counterintuitive. After discussing how being self-centered diminishes empathy, Im telling you to take care of yourself first. However, self-compassion - being open and moved by ones experiences and feelings - is the first step.Pema Chodron said In order to have compassion for others, we have to have compassion for ourselves.Heres how to get you startedPractice daily appreciation for what you have - compassion begins with acceptance and acknowledgment.Try mindfulness meditations or visualizations. Check out this video to discover your basic goodness and transform anger into loving-kindness.Slow down to listen to those around you - pause and spend time with people. Help them feel seen and heard.Check out the following exercises to develop self-compassion.Practice learning from your enemies - everyone is a teacher in disguise. Try this exercise.The world is suffering from an empathy and compassion deficit. Be brave. Step outside of yourself. See, feel, and listen to whats in front of your nose.This article first appeared on Medium.