FIG的动态

If 40 is the new 30 and 50 is the new 40, are we aging out some of the best talent and creative and strategic minds in our industry simply because of a number? A recent survey from the nonprofit Transamerica Institute found that more than a third (35%) of employers thought that someone 58 years old was “too old” to hire. Additionally, when asked at what age someone would be considered “too old” to work, 35 percent of employers picked 62 years old as the median age. This struck me with new outrage this week, as I was fortunate enough as a previous nominee to be asked to judge Campaign’s 40 over 40 awards again this year. What an impressive group - so many stories of individual achievements to celebrate. But the list should also spotlight in our industry the invaluable contributions and potential of senior professionals as a cohort which are too often overlooked. As we all work hard to dismantle discrimination and prejudice of all kinds, ageism is all too often silently accepted and tolerated - it is high time for it to stop. What comes with age and experience counts a great deal. I firmly believe that one’s power and creativity grows over time, along with resilience, increased wisdom, grace and perspective. It was inspiring to see that so many of the nominees were so driven by - and spurred on by - their wider impact in their organizations and in culture, beyond their own personal gains. Their grace and generosity with their time and ideas was beyond inspiring to witness through their applications. As Heather Tinsley-Fix, senior adviser for AARP’s Employer Pledge Program says: “Experienced workers bring a wealth of valuable human skills such as critical thinking, problem-solving and communication, as well as high levels of engagement, motivation and professionalism — and these qualities don’t have an expiration date.” I couldn’t agree more. Please join me in congratulating the 2024 class of 40 over 40! #campaign40over40 #creativeindustry #marketing Alison Weissbrot, Heather Tinsley-Fix, Joe Baratelli, Singleton Beato, Nadja Bellan-White (she/her/ella), Ariti Bhansali, Kathy Bloomgarden, Allen Bosworth (he, him, his), Jeffrey L. Bowman, the fabulous and lovely Anibal Casso, Allison Ceraso, Jo Cronk, Aubree Curtis, Robert Drury, Mike Dubrick, Janine Dugre, the wonderful Brett Edgar, Luke Eid, Missy Foristall, Neil Frauenglass, Christine Fruechte, @kim granito, Jabari Hearn, Emily Heyward, Megan Jones, Eric Kallman, Sarah Kramer, Cristina Lawrence, Victoria Lozano, Alexis Luerssen, Sean McBride, Ramaa Mosley, Suzanne Powers, Jill Ong, Jenny Penich, Brian Rappaport, Jaclyn Ruelle, Phil Schraeder, Evin Shutt, Assaf Swissa, Grace Teng, Tyler Turnbull, Oved Valadez

International students, listen up! If you've graduated and are about to graduate and are watching the clock tick down on your 90-day deadline to find employment under OPT (Optional Practical Training), don't stress. Here's a game plan to pause that countdown and keep you in the game. The Lifeline: Volunteering. Yes, you heard right. Whether it's a paid or unpaid opportunity, as long as it's in your field of study, you can stop your 90-day unemployment clock with volunteering. This not only gives you breathing room but also adds valuable experience to your resume. Why Volunteer? It keeps you OPT-compliant, enriches your professional experience, and widens your network in your industry. Plus, it's a smart strategy to stay engaged while searching for that perfect job. How to Get Started: 1. Check with your university's international student office to ensure your volunteer opportunity aligns with your OPT requirements. 2. Keep detailed records of your volunteering engagements, including hours worked and the nature of the work, ensuring it's related to your field of study. Below is the list of 25+ startups and companies that are willing to hire students on OPT degree to help them stop their 90 day OPT clock. https://lnkd.in/dzhRKuHb Spread the Word: If you know fellow grads in the same boat, share this info! It could be the lifeline they need to navigate their post-graduation journey successfully. Interested in Non-Profits? If you’re ready to explore the vibrant world of non-profit volunteering and keep your OPT journey on track, just comment "Interested" below! We’ll send you a curated list of non-profit organizations that are eager to welcome international students like you. Don’t miss this chance to: Explore opportunities tailored to your field of study. Connect with organizations making a real difference. Grow personally and professionally while navigating your OPT. ?? Act Now! Your next opportunity could be the one that not only stops the clock but also starts a new chapter in your career and life. Comment "Interested" now, and let’s open the door to meaningful and compliant volunteering opportunities together! ?? Let's make your OPT period count for more than just work experience. Let’s make it a journey of growth, impact, and connection. ?? Remember, the key is to stay proactive and make every day count towards your career goals. Your OPT period is not just a timer; it's an opportunity to grow, learn, and set the stage for your future success. Shoutout HiCounselor and team for such valuable information

Recently I have been contemplating 2024 being the last year of The Circle Back Initiative. I had to sit back and reflect on why I started it in the first place. Here is a brief summary. I was volunteering with Jobs for Australia during Covid, running one to one coaching zoom calls with people who had lost jobs. The stress and anxiety people were experiencing was clear to see, however this was being compounded by employers simply not responding to applications or even after interviews. One person summed it up. “I am gutted I have been made redundant, but now I feel ignored by corporate Australia even though they are asking for applications.” I was embarrassed by our industry. Why would we want to make people feel worse when we could simply communicate. Name an organisation whose marketing and PR function would agree to this. Just one? So instead of calling out bad practice, as this doesn’t encourage change, I decided it’s about showcasing employers who do do the right thing and commit to it. The more employers we get on board the more others will join. I thought it may be just a 2020 project and would be pleased if we got 50 employers onboard. However we are still going in 2024 and we have over 300 across Australia, NZ, Uk, US and Canada. And there is no excuse not to join. 1. It’s free and 2. we have employers in the initiative who recruit thousands per year and some who recruit one. We have those with recruitment teams and those without. We have employers without recruitment technology and those with the best tech. What this shows is whatever your setup the only thing that is stopping you committing publically to respond to every applicant is the desire to do so. We have employers from almost every sector (except supermarkets and airlines ). So come and join us. Help us make change. Remember how frustrating it was when you didn’t hear back after a job application or interview? 2024 will not be our last year. Huge thanks to our sponsors JobAdder, Checkmate Employer Branding Australia, Benchmarcx, equidi and TalentVine - Recruitment Consultant Marketplace #talentacquisition #candidateexperience

Following on from the Inception Analytics post I shared on Sunday, here's a timely update from the founder of The Circle Back Initiative re its inception & the why. Linkedin News LinkedIn News Australia The Australian Financial Review why not build a story around this quality initiative? #CircleBackInitiative #RecruitmentInnovation #CandidateExperience #TalentAcquisition #HRBestPractices #EmployeeEngagement #RecruitingTips #HRTech #HumanResources #CareerDevelopment

Considering returning to the workplace after a break? Have a read of Elena's story. She joined the firm in early 2023 after three years away from the workplace. It's a big change, but with the right support and environment, it's a great experience. Read more from Elena: https://okt.to/6zk4NH #CareerBreak #LifeAtGT #GTUK

PSA: Please support your DEI folks - both paid AND unpaid. Recently, I have seen an increase in seasoned DEI people leaving the space. They are overworked, underpaid and emotionally drained. You may have noticed in this election year, the topic of DEI has become politicized, causing some organizations to back away from commitments, some to change the language in their 10-K filings, and others to deprioritize the work. DEI is a very broad and complex topic that continues to evolve as we all learn, unlearn and relearn. Does the way we do the work need to improve? Absolutely! Should the work stop? Absolutely not. In the US, our demographics continue to shift in terms of race, ethnicity, and sexual orientation. Gen Z is shaking up the workforce and workplace in a way that is challenging the Millennials; and Gen Alpha is hot on their heels! Diversity is Truth (with a capital T), which makes the inclusion, equity and belonging work even more important. For me, it is pretty simple. If you want to attract the very best talent, you will need to fish in ponds you haven't fished in before. You will need to expand your perspective on difference in order to expand your customer base. We need our DEI folks to help navigate things like political and religious diversity, we need their expertise to help us update our workplaces to work for everyone, and we need their help in equipping others to have uncomfortable conversations that will continue to arise when we bring together people with difference. Even through the clouds, the sun still shines. I am an eternal optimist and I continue to be inspired by the conversations that I have on a daily basis with individual people who continue to do their own personal work, and who are driving change in the workplace. Please join me in thanking, honoring and supporting those who are taking care of your biggest asset -- your people. Here are some things we can all do: ? Individual Contributors: Stay curious, support those leading and supporting DEI work inside of your organization by showing up for them and showing your appreciation for the work. ?? People Leaders: Take time to learn about and recognize the value members and leaders of DEI councils and ERGs (Employee Resource Groups) bring to your company, your team and to you. Give them credit for their work. ? Senior Leaders: You set the tone for the organization, and it is your responsibility to diversify your workforce to ensure it is sustainable. Use your power and influence to make the systemic changes to ensure everyone gets a chance to contribute and thrive at work. Ensure there is a line item in your budget for this REAL work. ?? Those who push back on DEI work: Thank you - we need your voice. Please be respectful and engage in productive conflict. For those leading the work - both paid and unpaid. I see you, I'm sending you a BIG hug, and remember - the sun is still there. These clouds will pass.??

This article about "glue work" by my friend Elaine Ezekiel permanently changed the way I think about my identity as a woman in the workplace, and I wanted to share it here in honor of Women's History Month. As someone who genuinely enjoys pitching in when it comes to supportive work, I feel challenged (in a good way) by Elaine's article and appreciative of the concrete solutions she offers. I continue to do glue work because it's who I am, but I now do it with greater awareness and with an eye toward ensuring these efforts complement my career goals rather than undermining them. Who's doing the glue work at your company? Women? Which women? Women of color? Women who are early in their careers? Based on power dynamics within your company and in general, how possible is (or isn't) it for these women to speak up if they have an issue with the glue work they're being asked to do? From where you sit, what can you do to ensure glue work is recognized, shared equitably, and helping to serve the professional goals of those who do it?

Volunteering isn't just for weekends anymore. Did you know that VTO—volunteer time off—is now a perk offered by more than a quarter of companies, according to SHRM? When I first delved into the world of recruitment, trends like this were almost non-existent. This isn't limited to trendy tech firms. Brands like Hasbro and Timberland are also embracing this initiative. So refreshing! Imagine the skill-building and morale-boosting that comes with VTO. It's more than a feel-good perk; it's a strategic move to build a more engaged workforce. Has your company tapped into this trend? And if not, do you think it should? As a Partner at Chameleon Collective, specializing in the retail and luxury sectors, I’m curious about your experiences and insights. For me, understanding these nuances is akin to understanding the ancient practices that built enduring empires. Sometimes the smallest cultural shift can have the greatest impact on a company's legacy. I'd love to hear your thoughts on VTO's role in today's corporate culture. Let's share our stories and build a better understanding together. https://lnkd.in/gJsqy8P3

You know what I love? The ability to bridge understanding, while being transparent AND the sharing of wisdom, tools, and lived experience to uplift or be inspired by others. When it comes to translating our WORTH ethic into our work ethic, I see too many women *hoping* (in other words, putting in the effort WITHOUT making the ask) to be acknowledged for the value they bring to the table, instead of advocating for themselves in that area with a sense of self-worth and confidence that reflects their own self-respect AND raises the bar for others. It's not that asking for our worth isn't without push-back, or isn't laced with fear. It's that NOT advocating for ourselves in this way keeps us stuck in the cycle of "not enough", keeping us from balancing the professional expectations (and payouts) that we struggle to reconcile. I say all this to say, ladies, there ARE women having these conversations, in the hopes of affecting long-term, positive change. And I can also say, from my own experience, there are men advocating for us as well, that are committed to be a part of the solution. Put yourself in the room with those willing to have the hard conversations because they recognize the value in the #collectiverising.

Today is a good day... Not only do 3 (!) of our candidates start in their new flexible/part-time roles today - thank you so much Vestd, Oxera Consulting LLP and Green Kit Ltd for trusting Adele McNicholl and I to fill your vacancies. But after a summer spent with her little boy before he started school this week, today is the day our new Marketing Manager, Claire Canu Assoc CIPD, joins the Investing in Women squad ??. I am so proud of all the people we've placed in flexible jobs since launching Investing in Women just over 3 years ago. In a week where there have been growing news stories about companies becoming stricter with their Return to the Office mandates (yes - looking at you, PwC ??) to be able to buck that trend and offer those flexible, part-time and home-based roles to my own growing team is just the icing on the cake ??. Investing in Women is no longer just me. It's now a team of mums in professional roles, working from their homes during school hours—a dream of mine since launching the business from my dining room table during nap time. And it's so important to me that we do that. Not just for ourselves and the business, but to prove to employers that it CAN be done, without any detriment to the service we offer. So, a big thank you to ALL the firms that have supported Investing in Women by advertising their flexible roles with us. By doing so, you are not only experiencing the benefits of an empowered and productive workplace yourself but allowing me to do the same ??. Here's to more parents making the school pick-up without sacrificing their careers ??