Disability-Owned Businesses to Compete as Finalists in Disability-IN’s Virtual Pitch Perfect Challenge, Expanding Work Opportunities for Disabled Entrepreneurs

Disability-Owned Businesses to Compete as Finalists in Disability:IN’s Virtual Pitch Perfect Challenge, Expanding Work Opportunities for Disabled Entrepreneurs

Winners receive up to $10K, in-kind prizes and access to corporate supplier opportunities as part of Disability:IN’s global Supplier Diversity program

ALEXANDRIA, Va.–(BUSINESS WIRE)–#areyouin–Disability:IN, the global organization driving disability inclusion and equality in business, has chosen three Disability-Owned Business Enterprises (DOBE®s) to compete as finalists on October 21 in the 10th Pitch Perfect Challenge as part of Disability:IN’s Supplier Diversity program that certifies disabled-owned businesses.

The finalists are:

  • Black Box Safety, a safety products and training company
  • Dusty Studio, a boutique animation design and production house
  • 2axend, a strategic consulting and training firm, and ‘people’s choice’ as determined by social media voting

On October 21 at 1:00 pm EDT, the owners of the companies—chosen from 28 total applicants—will give their final virtual pitches “Shark Tank” style to a panel of corporate experts. Winners will be announced at the end of the challenge, with $10,000 in cash for the first-place winner, $7,500 in cash for the second-place winner, and $500 for the third-place winner.

Additionally, all three winners will receive a scholarship to attend a one-week Executive Education program at Dartmouth College’s Tuck Business School that focuses on building or growing diverse businesses, sponsored by Bristol Myers Squibb. Winners also will have the opportunity to meet with executives at several companies that are looking to provide contracting and subcontracting opportunities to disability-owned businesses.

The Pitch Perfect Challenge is part of a Disability:IN program that certifies Disability-Owned Business Enterprises (DOBE®s), Veteran Disability-Owned Business Enterprises (V-DOBE™s) and Service-Disabled Veteran Disability-Owned Business Enterprises (SDV-DOBE™s). program. Disability:IN is the leading third-party certifier of DOBEs. To qualify, an enterprise must be a for-profit business that is at least 51% owned, managed and controlled by a person with a disability. The DOBE program grew 40% to 250 businesses in 2020.

“Disability inclusion is not just about hiring. Supplier diversity has become a more critical part of ESG and companies’ sustainability efforts. Our data shows disability-owned businesses are 6 to 7 times as likely to employ other people with disabilities. During Disability Employment Awareness Month, we want to elevate these businesses alongside the hundreds of companies we partner with that engage in supplier diversity programs and build economic opportunities for people with disabilities,” said Jill Houghton, President and CEO, Disability:IN.

Approximately 700,000 workers with disabilities are self-employed, according to the latest U.S. Census. People with disabilities, by definition, often need to find new and less traditional paths to success to meet their physical needs. Under the DOBE program, disabled entrepreneurs develop their skills and get direct access to companies that contract with minority business owners.

“We’re excited to prepare these incredible entrepreneurs to pitch and communicate their value to companies that are actively looking for unique products and services. By expanding their supplier diversity portfolio commitments, these companies will open doors for disabled entrepreneurs and provide resources and tools to succeed faster,” said Jennifer McNeil, executive director of indirect strategic sourcing at Cox Communications, one of three Pitch Perfect Challenge judges along with supplier diversity executives from MGM Resorts and Royal Bank of Canada/City National.

Disability:IN will announce the Pitch Perfect Challenge winners on their website and on Twitter at @DisabilityIN on October 21. Click here to learn more about supplier diversity and the Pitch Perfect Challenge. To watch the pitches live via Zoom, register here.

About the Disability-Owned Business Enterprise (DOBE) program

The DOBE program is a Nationally Recognized Certification including The Billion Dollar Roundtable, the corporate advocacy organization that recognizes and celebrates corporations that achieved spending of at least $1 billion with minority and women-owned suppliers. The Disability:IN Supplier Diversity program drives thought leadership for the supplier diversity profession, while advancing best practices that create supply-chain opportunities for certified disability-owned and service-disabled owned business enterprises. Learn more about how businesses get certified here.

About Disability:IN®

Disability:IN is a global organization driving disability inclusion and equality in business. More than 280 corporations trust Disability:IN to activate and achieve disability inclusion across their enterprise and in the broader corporate mainstream. Through the world’s most comprehensive disability inclusion benchmarking; best-in-class conferences and programs; and expert counsel and engagement, Disability:IN works with leading businesses to create long-term business and societal impact. Join us at disabilityin.org/AreYouIN #AreYouIN

Contacts

Media:
Suzanne Robitaille

Archie Group for Disability:IN

[email protected]
1.203.832.4107

Americans Are Willing to Work Longer Hours to Continue Working from Home OutBuro lgbt professional entreprenuer networking online community gay lesbian transgender queer bisexual nonbinary

Americans Are Willing to Work Longer Hours to Continue Working from Home

While the Right Perks Can Drive Some Employees Back to the Office, Nearly 25% Won’t Go Back Under Any Circumstance

IRVINE, Calif.–(BUSINESS WIRE)–Now that Americans have had a taste of working from home, many are reluctant to go back to the office full-time, according to a new third-party survey from Prodoscore, the leader in employee visibility and productivity intelligence software. The company today announced the results of its research, which assesses employees’ attitudes and willingness to return to a pre-pandemic workstyle environment.

While many American business leaders are eager to hit the resume button and have their workplaces go “back to normal,” employees are more reluctant. A majority of Americans (75.6%) have returned or are expecting to return to the office full time, but nearly a third are unhappy about doing so. And, as evidenced by the Great Resignation, they are willing to put their job on the line to avoid the prospect: about a third of Americans (27.1%) reported they left their job or plan to rather than work full time in an office.

“The pandemic caused Americans to re-examine long held beliefs about the way we work,” said David Powell, President of Prodoscore. “We learned, for example, that we don’t have to be on site in a traditional office environment to keep the engine of commerce going. American employees have embraced the flexibility and work-life balance that working remotely delivers, and are looking to hold on to those benefits, even if they return to the office full time.”

Adapting to the Changing Workplace

The pre-pandemic, traditional workplace is no longer the dominant model in the American business environment. More Americans are working for a company that is implementing a hybrid work model (38.3%) than a traditional, full-time model (37.3%). Back in the office, employees are looking to bring elements of work from home with them. More than a third (39.2%) dress more casually in the office.

Employees Are Open to Change in Order to Work From Home

The survey shows that Americans are willing to make changes in exchange for working from home. Nearly 40% said they are comfortable with business leadership having visibility into their workday productivity; more than one-quarter (28.1%) will work longer workday hours; 16.% will take a pay cut; and 13.4% will forfeit company retirement contributions.

Working from Home Fosters a Work-Life Balance

Why the reluctance to go back to the office? Americans don’t want to give up the benefits of having work-life balance and the subsequent improvements in their physical and mental health – 43.6% said their physical health and 36.7% said their mental health have been impacted positively since working from home.

Perks Drive Willingness to Return to the Office

Under what circumstances would Americans return willingly to the office?

A majority of Americans would commit to working 100% in-office if it was a four-day work week, while more than a third would go back if they were given free lunches weekly or commute stipends. Nearly 30% said they would willingly return to the office if they had unlimited PTO. More Americans (19.6%) want a pet-friendly workplace than daycare available in the office or for free (16.3%).

But nearly a quarter of employees said there were no perks that would encourage them to work in the office full time – and there is absolutely nothing they miss about being in an office.

What Do Employees Miss About Office Life?

The lack of social interaction can’t be overlooked when discussing work from home scenarios. The one overriding element that employees miss the most when they’re not in the office full-time is their coworkers (48.2%). Spending time with co-workers is also their favorite part about being in an office. Nothing else comes close – not the snacks (5.4%) or free lunches (3.5%), not being away from the kids (6.2%), not having time to talk on the phone or listen to podcasts during the commute (2.8%).

“A distributed workforce, enabled by technology and productivity tools, is not the future – it is what is happening now,” said Powell. “As business leaders we need to get on board with this, to ensure that we are using the available tools to provide the flexibility our employees require and to facilitate – and then trust in – their ability to deliver at the highest performance levels, no matter where they are physically based. To attract and retain the best talent, this needs to be our charge.”

Methodology

In September, Prodoscore and Propeller Insights polled more than 1,000 U.S. adults working full time across demographics about their attitudes and willingness to return to the office full time, following the pandemic lockdown.

About Prodoscore

Prodoscore™ is a company dedicated to empowering teams to be more effective and productive, validated with improved performance and enhanced contributions. By providing visibility into employee activities through a single, easy-to-understand productivity score, a “prodoscore” is calculated to improve workforce productivity and streamline the employee experience. Prodoscore works seamlessly with cloud tools like Google Workspace, Office365, CRM systems, and VoIP calling platforms, allowing it to be quickly implemented and maintained. Learn more at prodoscore.com.

Contacts

Nadine M. Sarraf | CMO, Prodoscore | 213.262.2551 | [email protected]
Alessandra Nagy| VP, Bospar PR | 714.310.4439 | [email protected]

Human Resources Organizations Can Achieve Breakthrough Improvements by Embracing Digital Technology OutBuro lgbt professional entreprenuer networking online community gay lesbian transgender queer

Human Resources Organizations Can Achieve Breakthrough Improvements by Embracing Digital Technology

The Hackett Group’s New Digital World Class Standards Raise the Bar on HR Performance

MIAMI & LONDON–(BUSINESS WIRE)–By fully embracing digital transformation, human resources organizations can achieve superior levels of efficiency, effectiveness, and stakeholder experience, including 33% lower cost, 72% fewer transactional processing errors, and more, according to new Digital World Class human resources research from The Hackett Group, Inc. (NASDAQ: HCKT).

“For decades The Hackett Group’s benchmarks have been the gold standard by which most global companies measure world-class performance in human resources and other business services. Now, with the growing impact of digital transformation, The Hackett Group is raising the bar further with its shift to a Digital World Class measurement standard. Our new research details how highly technology-enabled organizations are achieving new levels of peak performance,” said Global HR Practice Leader Harry Osle.

“The results are impressive. But the bottom line is straightforward. Our research provides empirical evidence of the impact that digital transformation is having,” said Osle. “For years, companies have been making incremental improvements, optimizing processes, cutting costs and reducing transactional labor to reach world-class performance. But new technologies allow many companies to fast-forward to Digital World Class levels of operational excellence and business value. And they can get much of this benefit by overlaying digital technology on their existing systems, rather than embarking on large-scale infrastructure changes.”

A public version of the research, “Digital World Class Human Resources: Reaching New Heights in Peak Performance” is available free, with registration, at http://go.poweredbyhackett.com/hrdigwc2106sm. It contains more than 30 metrics detailing the performance of Digital World Class human resources organizations. But here is a summary of key research findings:

Improved Efficiency Digital World Class HR organizations now operate at 33% lower cost than typical HR organizations (i.e., peers) and 11.6% lower cost than traditional world-class HR organizations. For a $10 billion company, this represents HR cost savings of $17.7 million and $4.6 million, respectively. Over the past decade, the cost gap between world class and peers has widened as world-class HR organizations kept costs flat while peers increased cost by 1.5% annually. With the shift to Digital World Class, the gap has now widened even further. Digital World Class HR organizations also employ 40% fewer full-time equivalent (FTEs) than peers per billion dollars of revenue, and each HR full-time employee is also able to serve 66% more people.

Greater Effectiveness – The advantages seen by Digital World Class HR organizations extend far beyond lower costs. These elite HR organizations are also able to deliver improved quality, providing greater strategic business value and enhanced agility. They deliver greater business value, with 59% fewer involuntary terminations per 1,000 employees than typical companies. They also take 22% fewer days to fill management positions, and average 72% fewer transaction process errors.

Improved Stakeholder Experience – In the digital era, stakeholder experience is a more critical performance dimension than ever before. Digital World Class HR organizations provide a better experience to their internal stakeholders. They are 82% more likely to be able to act as strategic advisors to the business, 67% more likely to be viewed as a valued business partner, and 9% more likely to be viewed as agile in meeting business challenges.

Six Areas of Excellence – Technology enablement is at the heart of the Digital World Class performance advantage. However, to fully unlock the potential of technology, leading HR organizations also focus on five other key areas: data and analytics; cloud-based modern architecture; operating model evolution; end-to-end process design and ownership; and talent. The research provides details about Digital World Class performance in HR in each of these areas. For example, in data and analytics, the pandemic has led to new urgency in improving forecasting and analysis, and Digital World Class HR organizations have a significant head start, having made substantial inroads in automating knowledge processes, freeing up staff capacity to perform value-adding work, and building a strong data architecture to enable insight generation and self-service reporting and analysis. Compared to peers, Digital World Class HR organizations also provide more than twice as many automated self-service capabilities for data management, reporting and compliance. Digital World Class HR organizations are also at the forefront of architecture modernization and cloud migration. Finally, at Digital World Class HR organizations, HR leaders have addressed deficiencies in critical skills that plague typical HR organizations. They have rebalanced their workforce, reducing headcount in transactional roles and increasing it in areas like strategic workforce planning and analytics. They have developed the ability to drive insight, and skills essential to business partnering such as emotional intelligence, relationship management, innovation, and change orientation.

Action Plan for Digital World Class – The Hackett Group’s research offers an outline of how companies can do an assessment of their current performance, maturity, and capabilities, identify design future capabilities to advance the digital agenda, and create a journey map to progress towards Digital World Class performance levels.

Digital World Class human resources organizations are those that achieve top quartile performance in operational excellence and business value across an array of weighted metrics in The Hackett Group’s comprehensive human resources benchmark. The Digital World Class analysis is also designed to quantify the performance improvement opportunity achievable by maximizing technology enablement of human resources work and optimizing the human resources technology landscape. The Hackett Group’s Digital World Class human resources research is based on an analysis of results from recent benchmarks, performance studies, and advisory and transformation engagements at hundreds of global companies.

About The Hackett Group

The Hackett Group® (NASDAQ: HCKT) is an intellectual property-based strategic consultancy and leading enterprise benchmarking firm to global companies, offering digital transformation including implementation of leading enterprise cloud applications, workflow automation and analytics that enable Digital World Class™ performance.

Drawing from our unparalleled IP from nearly 20,000 benchmark studies with the world’s leading businesses – including 93% of the Dow Jones Industrials, 91% of the Fortune 100, 80% of the DAX 30 and 55% of the FTSE 100 – captured through our leading benchmarking platform, Quantum Leap®, and our Digital Transformation Platform (DTP), we accelerate best practices implementations.

More information on The Hackett Group is available at: www.thehackettgroup.com, [email protected], or by calling (770) 225-3600.

The Hackett Group, quadrant logo, World Class Defined and Enabled, and Digital World Class are the registered marks of The Hackett Group.

Cautionary Statement Regarding “Forward Looking” Statements

This release contains “forward looking” statements within the meaning of Section 27A of the Securities Act of 1933 as amended and Section 21E of the Securities Exchange Act of 1934, as amended. Statements including without limitation, words such as “expects”, “anticipates”, “intends”, “plans”, “believes”, seeks”, “estimates” or other similar phrases or variations of such words or similar expressions indicating, present or future anticipated or expected occurrences or outcomes are intended to identify such forward looking statements. Forward looking statements are not statements of historical fact and involve known and unknown risks, uncertainties and other factors that may cause the Company’s actual results, performance or achievements to be materially different from the results, performance or achievements expressed or implied by the forward looking statements. Factors that may impact such forward looking statements include without limitation, the ability of Hackett to effectively market its digital transformation and other consulting services, competition from other consulting and technology companies who may have or develop in the future, similar offerings, the commercial viability of Hackett and its services as well as other risk detailed in Hackett’s reports filed with the United States Securities and Exchange Commission. Hackett does not undertake any duty to update this release or any forward looking statements contained herein.

Contacts

Gary Baker, Global Communications Director – (917) 796-2391 or [email protected]

Black Business Owners, Celebrities, Influencers, and Leaders Gather with Visa at CEO's Making Waves for Black Women in Business, Helping Corporations Fulfill Commitment to Equality and Inclusion

Black Business Owners, Celebrities, Influencers, and Leaders Gather with Visa at CEO’s Making Waves for Black Women in Business, Helping Corporations Fulfill Commitment to Equality and Inclusion

Two-Day Conference Provides Vital Resources for Black Women in Business

OAKLAND, Calif.–(BUSINESS WIRE)–On October 26th and 27th, CEO’s Making Waves for Black Women In Business: Growth, Impact, & Community will kick off a two-day conference by welcoming Black women-owned businesses, industry leaders, and corporations in addressing the need for systemic change in leadership, gender, and race equality in a variety of different industries.

The two-day event will feature discussions from black business owners such as influencer Necole Kane – CEO/Founder of XONecole and Whitney Harper (Brand Manager/Creative Director for Rapper Sweetie) and (Host) Sports Broadcaster Rosalyn Gold-Onwude, along with many other amazing business professionals in different sectors who will share their insights on relevant topics and resources aimed at enhancing the approaches of Black professionals and CEO’s. By strengthening woman-owned companies within the Black community, CEO’s Making Waves will work on closing the 90% wealth gap faced by Black women in business today.

“This is a much-needed event to support the Black women in our communities starting in California with the large tech companies,” says Myeshia Jefferson, founder of Beauty Makes Cents LLC, a company dedicated to increasing entrepreneurial education through events, training, hands-on support, and empowerment.

Jefferson continues, “CEO’s Making Waves will help attendees tap into resources they may not know are available. Many black-owned businesses don’t need a handout, we need a hand up. As a Black entrepreneur, I understand firsthand the struggle of navigating the business world, and the challenges that Black women in business face to get access to the right people and positions that can open doors. Sometimes, we need more hands-on support to guide us to the next level. Many of the large organizations have the means and the resources to help.”

Aiming to connect start-ups and small business owners to companies with resources and mentors available for Black entrepreneurs, the event will act as a foundation for future growth and opportunities. Featuring an impressive lineup of keynote speakers, discussion panels, fireside chats, mentorship sessions, and workshops, CEO’s Making Waves will touch on a wide range of topics, such as entrepreneurship, intrapreneurship, the future of e-commerce, the entertainment industry, sports, wellness, women empowerment, and recruiting.

“This year will have virtual celebrity appearances from Akon, Niecy Nash, Tamar Braxton, and more; but next year we will host the event in-person where we can include interactive activities such as dancing, live music, and a yacht experience! We see this as a great opportunity for black women entrepreneurs to connect, network, and grow,” says Jefferson.

CEO’s Making Waves 2021 participants will also have the chance to win mentorships from top industry leaders through an exclusive guest contest. Organizations can make this an opportunity to build trust and loyalty, while more Black women gain access and support.

Registration is open to all. Remaining space is filling up quickly, so get your tickets soon! Visit CEO’s Making Waves to secure your tickets and learn more.

About CEO’s Making Waves for Black Women In Business

CEO’s Making Waves for Black Women in Business was created in effort to get corporations to walk the talk of addressing the need for systemic change in leadership, gender equality, and race equality by supporting women-owned businesses and professionals. We aim to economically empower 1,000 Black women in California by 2022 with an end goal of closing the racial wealth gap with the help of our future partners.

Contacts

Myeshia Jefferson

[email protected]

Out of the Closet Designer Wins HBO Max Craftopia Episode OutBuro lgbt professional entreprenuer networking online community gay lesbian transgender queer bisexual nonbinary

‘Out of the Closet’ Designer Wins HBO Max ‘Craftopia’ Episode

Edgar Eiotown, a respected artist and the longtime and award-winning visual display coordinator for AIDS Healthcare Foundation’s ‘Out of the Closet’ thrift store chain, lands first place on HBO Max’s ‘Craftopia’ program, Season 2, Episode 2 (“Bow-Wow Ween”)

LOS ANGELES–(BUSINESS WIRE)–#OTC–The longtime and award-winning visual display coordinator for AIDS Healthcare Foundation’s (AHF) Out of the Closet thrift store chain, has won first place in a crafting and design competition in a special episode of HBO Max’s innovative reality program, “Craftopia.”


Edgar Eiotown, a respected artist who has designed windows and other visual displays for AHF’s 21 ‘Out of the Closet’ stores for over 20 years, triumphed over two other “Craftopia” contestants in a special Halloween-themed design competition that was the focus of Episode 2, Season 2 of the HBO Max program titled “Bow-Wow Ween.” Eiotown learned of his victory just prior to HBO Max’s streaming of the episode, which began streaming last week (October 7).

“For over twenty years, Edgar has worked his special magic with our Out of the Closet windows and visual displays harnessing his keen artistic sensibility and real-world practical design skills in his work helping to raise funds and awareness about AHF and our mission delivering HIV/AIDS prevention, care and services,” said Jonathan Kreuyer, General Manager of AHF’s Out of the Closet Store chain. “I am thrilled to learn of his win here, a well-deserved recognition of his unique talent and vision.”

In the “Bow-Wow Ween” episode of “Craftopia,” Eiotown went up against two other artists, all of whom were given two crafting assignments. The first was to create a Halloween costume for a dog (which another contestant prevailed at), and second, to create a piece of wearable art representing the concept of ‘split personality.’ Eiotown handily won this portion of the competition, creating an elaborate black, red, yellow and white costume featuring a Venetian- or Kabuki-style face mask designed with two intricately painted and distinct halves. To underscore the concept of split personality and heighten the impact of his artistic vision in his presentation to the judges, Eiotown’s mask also opened at one point right down the middle, top-to-bottom across the nose line, to reveal that he had made his face up and painted it identically as the mask—however, each half of his painted face was now the reverse of the beautifully handcrafted mask.

“Edgar: on behalf of all your Out of the Closet and AHF colleagues, we offer our congratulations and are so proud of you for your spectacular work on HBO Max’s Craftopia,” said AHF President Michael Weinstein. “Out of the Closet remains a powerhouse brand and not-so-secret weapon for AHF. Your visual artistry over the years on our behalf has been equally remarkable, adding fun to the shopping experience while helping us honor our mission of service. It is particularly amazing that you could do that much beautiful and intricate work under that kind of time pressure on your Craftopia episode. You are much more than a craftsman you are an artist. Bravo!”

In addition to his work for Out of the Closet, Eiotown is indeed also an artist whose work can be viewed at his eponymous website: www.eiotown.com. Eiotown marked his 20th year working for Out of the Closet this past April. AHF’s Out of the Closet thrift store chain celebrated its 30th anniversary last October. The OTC stores—all of which Eiotown oversees for visual display—consists of 21 stores in seven states (with another outlet set to open in San Diego at the end of October).

Over the years Eiotown’s design work for Out of the Closet has been officially honored with awards and recognitions in Los Angeles, Chicago and Dallas.

Out of the Closet Thrift stores provide people a fun, cause-worthy place to shop and donate gently used goods in support of the fight against HIV/AIDS. Many Out of the Closet Thrift Stores make HIV testing easy with fixed-site testing in stores. Many Out of the Closet sites are also connected to an AHF Pharmacy, providing a convenient one-stop experience for clients to shop and pick up their medications.

HBO Max

Instagram: @HBOMax

Twitter: @HBOMax

Facebook: facebook.com/HBOMax
www.hbomax.com
#Craftopia

#CraftopiaOnMax

Edgar Eiotown

Instagram: @eiotown

www.eiotown.com
#eiotown

Out of the Closet Thrift Stores

Instagram: @outofthecloset

Twitter: @outofthecloset

Facebook: facebook.com/OutoftheClosetThriftStores
www.outofthecloset.org
#outofthecloset

#OTC

AIDS Healthcare Foundation (AHF), the largest global AIDS organization, currently provides medical care and/or services to over 1.6 million individuals in 45 countries worldwide in the US, Africa, Latin America/Caribbean, the Asia/Pacific Region and Eastern Europe. To learn more about AHF, please visit our website: www.aidshealth.org, find us on Facebook: www.facebook.com/aidshealth and follow us @aidshealthcare.

Contacts

Ged Kenslea, Senior Director, Communications, AHF

+1.323.791.5526 [cell] [email protected]

Pitney Bowes Named to Forbes List of World’s Best Employers 2021 OutBuro lgbt professional entreprenuer networking online community gay lesbian transgender queer bisexual nonbinary

Pitney Bowes Named to Forbes List of World’s Best Employers 2021

STAMFORD, Conn.–(BUSINESS WIRE)–Pitney Bowes (NYSE:PBI), a global shipping and mailing company that provides technology, logistics, and financial services, today announced it has been named to the Forbes list of World’s Best Employers 2021. This prestigious award is presented by Forbes and Statista Inc., the world-leading statistics portal and industry ranking provider. The list was announced on October 12, 2021 and can currently be viewed on the Forbes website.


Forbes and Statista selected the World’s Best Employers 2021 through an independent survey applied to a vast sample of approximately 150,000 employees from 58 countries working full or part time. 750 employers were named. The evaluation was based on direct and indirect recommendations from employees that were asked to rate their willingness to recommend their own employers to friends and family. Employee evaluations also included other employers in their respective industries that stood out either positively or negatively.

“Our people are the heart of our business. They serve our clients, create value for our shareholders, deliver solutions to our markets, and help build stronger communities,” said Marc Lautenbach, President and CEO. “I couldn’t be prouder of the people of Pitney Bowes. These recognitions are validation of how the world sees us – as a well-run, responsible company and a great one to work for. We have earned this recognition from the strength of our culture and the earnest efforts of our team.”

Earlier this year, Forbes also named Pitney Bowes to its annual list of America’s Best Employers for Women and Best Employers for Diversity. The Human Rights Campaign Foundation named Pitney Bowes a great place to work for LGBTQ equality and Newsweek put us on its list of Most Responsible Companies.

Recently Pitney Bowes was also named one of India’s Top 25 Best Workplaces 2021, India’s Best Places to Work for Women, and Best Workplace in Asia™ 2021 by Great Place to Work®.

For a full list of recognitions visit: https://www.pitneybowes.com/us/newsroom/awards-and-recognition.html

About Pitney Bowes

Pitney Bowes (NYSE:PBI) is a global shipping and mailing company that provides technology, logistics, and financial services to more than 90 percent of the Fortune 500. Small business, retail, enterprise, and government clients around the world rely on Pitney Bowes to remove the complexity of sending mail and parcels. For additional information visit Pitney Bowes at www.pitneybowes.com.

Contacts

Marifer Rodriguez

Pitney Bowes

W 203 351 7416

M 203 940 3718

[email protected]

Cross River and TechUnited Join Forces Propel Entrepreneurs and Empower More Small Businesses OutBuro lgbt professional entreprenuer networking online community gay lesbian transgender queer bisexual

Cross River and TechUnited Join Forces to Propel Entrepreneurs and Empower More Small Businesses in New Jersey

Cross River and TechUnited launch Women & Minority Business Owners Mentorship Cohort

Cross River is investing in its backyard by continuing to cultivate the NJ ecosystem through job creation, community partnerships and empowering the next generation of entrepreneurs

FORT LEE, N.J.–(BUSINESS WIRE)–Cross River Bank (“Cross River”), a technology-driven financial services organization that provides core infrastructure and embedded financial solutions and TechUnited:NJ, a membership-driven, non-profit organization that offers opportunities for tech-enabled companies and entrepreneurs to collaborate, today announced a groundbreaking partnership to propel the future of New Jersey by increasing support for small businesses and entrepreneurs in the state, particularly by providing additional resources to women and minority business owners.

“Our success at Cross River is emblematic of the growth of the New Jersey technology ecosystem, and we are humbled to play a part in cultivating, hiring, and investing in our backyard,” said Phil Goldfeder, SVP of Global Public Affairs at Cross River. “As one of the largest lenders in the Paycheck Protection Program (PPP), we safely and securely supported the smallest businesses who needed access to capital and this partnership with TechUnited demonstrates our continued commitment to our mission of serving the smallest businesses and entrepreneurs leading the next generation.”

As said by New Jersey Governor Phil Murphy in his welcome remarks at Propelify Innovation Festival: “This event reflects and amplifies the innovative spirit to which New Jersey is responding to a multitude of major challenges. As entrepreneurs and innovators, you continue to reinvent the industry and are critical to the New Jersey economy. Supporting women and minority small businesses through mentorship programs with Cross River… will both transform our state and maintain our commitment to creating a stronger and fairer New Jersey for every family.”

Cross River merges the forward-thinking offerings of a technology company with the established expertise of a bank, while maintaining a strong focus on regulatory compliance and consumer protection. As a New Jersey state-chartered community bank, Cross River has demonstrated firsthand how the state’s structure and support has played an integral role in propelling economic advancement, innovation, and increased investment opportunities. Cross River and TechUnited have been community partners for years, but this partnership is the first of its kind, encompassing a Women & Minority Business Owners Mentorship Cohort, resources for startups and emerging investors, community events, thought leadership and more to propel the greater New Jersey technology and business ecosystems.

The specialized mentorship cohort focuses on providing underrepresented founders and owners with new advantages, resources, and information. The cohort will provide mentorship from executives at Cross River, Amazon, RSM, Deloitte, EY, and more. Within the business community, where startups and small businesses are faced with immeasurable challenges, mentorship, guidance, and community visibility are crucial to provide lasting support. Beyond the 1:1 mentorship, the program also provided four cohort members with grants, subsidized by Cross River, to enable them to present at the Propelify Innovation Festival, on October 6, 2021 in Hoboken, New Jersey.

“Leveraging the TechUnited community and board, as well as our massive annual festival, Propelify, to truly support women and minority founders via this mentorship cohort is critical to the region’s success,” said Aaron Price, CEO of TechUnited. “For entrepreneurs who want to build their companies faster and smarter, this program is for you. We encourage anyone looking for guidance to ensure their business thrives to apply.”

In September of 2021, coming off the success of its 2020-2021 Paycheck Protection Program (PPP) Cross River launched Making Waves with Cross River, a campaign dedicated to small businesses and entrepreneurs. The campaign is specifically focused on supporting diverse small businesses who are serving their communities and creating jobs and encompasses a number of initiatives in conjunction with community partners including grant programs and small business support.

To learn more, and to get involved, please visit www.crossriver.com/making-waves.

About Cross River

Cross River is a fast-growing financial services organization that merges the forward-thinking offerings of a technology company with the established expertise and traditional services of a bank. Since its founding in 2008, Cross River has developed strategic partnerships with leading technology companies, marketplace lenders and payment providers, while maintaining a strong focus on regulatory compliance and consumer protection. Cross River provides a highly secure, API-based banking platform and comprehensive suite of products encompassing lending, payments, risk management and Banking-as-a-Service (BaaS) offerings to deliver responsible financial solutions that empower businesses and consumers anytime, anywhere. Cross River Bank is a New Jersey state-chartered FDIC insured bank. For more information, please visit Cross River’s website at www.crossriver.com or Twitter @crossriverbank.

About TechUnited

TechUnited:NJ (techunited.co) is a membership-driven, non-profit organization with over 500,000 innovator members that offers opportunities for tech-enabled companies and entrepreneurs to propel the future of New Jersey and beyond through events, mentorship, content creation, and more. Founded in 1996 as the NJ Technology Council (NJTC), the organization has established itself as the premiere advocate for the technology community in the region. In 2005, the NJTC helped start a successful venture fund in Tech Council Ventures. In 2019, the NJTC acquired the Propelify Innovation Festival to cast a wider net in the region’s startup community. In 2020, the organization rebranded as TechUnited:NJ and redefined its mission to empower innovators and entrepreneurs who build a better future for all.

Contacts

Cross River

Eden Hoffman

Phone: 201-808-7000 x538

[email protected]

agilon health Names Mat Varghese as New Chief People Officer OutBuro lgbt professional entreprenuer networking online community gay lesbian transgender queer bisexual nonbinary

agilon health Names Mat Varghese as New Chief People Officer

Varghese will lead employee development, growth & talent acquisition strategy at company transforming health care for seniors

LONG BEACH, Calif.–(BUSINESS WIRE)–agilon health (NYSE: AGL), the company transforming health care for seniors by empowering primary-care physicians to focus on the entire health of their patients, has named Mat Varghese as its new chief people officer effective October 11, 2021.

Varghese will become a member of the executive leadership team, reporting to Steve Sell, CEO, and will lead the advancement and execution of agilon health’s employee development, growth, and talent acquisition strategy.

Varghese brings nearly 20 years of human resources leadership and experience in large public companies poised for growth including in the health technology sector.

“Mat has precisely the public company expertise and leadership experience we need to help agilon health meet its full potential, expand our partnerships with leading physician groups and improve the health of seniors across the U.S.,” said, Steve Sell, CEO, agilon health.

Varghese joins agilon health from R1 RCM, a leading provider of technology-driven solutions for health care providers where he served since 2017 as senior vice president of human resources. He also has held human resources leadership roles at Arthur J. Gallagher & Associates, General Electric, General Mills, and CompuSystems Inc. He earned a master’s degree in industrial and labor relations from Michigan State University and a master’s degree of social work from the University of Michigan.

“I am delighted to join the team at agilon health and advance the company’s growth, development and talent strategy during this pivotal time. As our country ages and the need for quality primary care services grows, agilon’s model will make a positive difference in supporting our partner physicians and the senior patients in their care,” Varghese said.

Varghese succeeds Chris Casler, who is leaving to pursue other opportunities. Casler’s work as chief human resources officer during the past two and half years helped position the company for success as it went public.

About agilon health

agilon health is transforming health care for seniors by empowering primary-care physicians to focus on the entire health of their patients. Through our partnerships and our platform, agilon is leading the nation in creating the system we need – one built on the value of care, not the volume of fees. We honor the independence of local physicians and serve as their partners so they can be the doctors they trained to be. agilon provides the capital, data, payor relationships, executive experience and contract support that allow physician groups to take on the risk of total care for their most vulnerable patients. The result: healthier communities, and doctors who can devote the right amount of time with the patients who need it most. With rapidly growing appeal, agilon is scaled to grow and is here to help our nation’s best independent physician groups have a sustained, thriving future. Together, we are reinventing primary care. For more information about agilon health, visit www.agilonhealth.com and connect with us on Twitter, Instagram, LinkedIn and YouTube.

Contacts

Investor Contact:

Matthew Gillmor

VP, Investor Relations

[email protected]

Media Contact

Claire Mulhearn

VP, Corporate Communications

[email protected]

Small Business Hiring Trends Show Positive Signs for Labor Market OutBuro lgbt professional entreprenuer networking online community gay lesbian transgender queer bisexual nonbinary

Small Business Hiring Trends Show Positive Signs for Labor Market

The CBIZ Small Business Employment Index reported nominal hiring growth in September as the U.S. continues to confront Delta-variant concerns

CLEVELAND–(BUSINESS WIRE)–The CBIZ Small Business Employment Index (“SBEI”) reported a seasonally adjusted increase of 0.21% in September, reversing reported declines in August and demonstrating a positive indicator for the labor market. The CBIZ SBEI tracks payroll and hiring trends for over 3,700 companies that have 300 or fewer employees, providing broad insight into small business trends.

“The September reading, while reporting relatively unremarkable growth, is a good sign for small business hiring during a month that we typically see a hiring down-turn,” said Philip Noftsinger, Executive Vice President, CBIZ, Inc. “These findings also debunk some of the earlier theories that proposed the enhanced unemployment benefits were the leading factor causing labor shortages.”

The ADP and Moody’s employment report indicated growth in hiring among small-, medium- and large-sized companies. Its September reading showed an overall increase of 568,000 private-sector jobs for the month, a significant increase over the August report, with small businesses accounting for 63,000 of them on a seasonally adjusted, month-over-month basis. The ADP and Moody’s report counts small businesses as companies with 49 or fewer employees, while the CBIZ SBEI uses data from companies with 300 employees or fewer.

The CBIZ SBEI reported robust hiring in the West (2.34%) region driven by a full economic reopening. The Central (0.01%) region showed relatively flat growth while it still battles the Delta variant. The Southeast (0.32%) also reported growth in September. The Northeast (-0.51%) was the only region to report a hiring decline.

On an industry level, the most notable increases were seen in Educational Services, Accommodations and Food Services, Transportation and Non-profit. Arts and Entertainment, Retail, and Healthcare saw decreases in hiring.

“Looking ahead, vaccine mandates might contribute to some hiring declines in regions and industries that are beginning to enforce vaccinations in companies of 100 plus employees,” added Noftsinger. “The September data is reassuring moving into the holidays when we hope to see seasonal growth.”

To view an infographic with data from the employment index, visit the CBIZ website.

Additional takeaways from the September SBEI include:

September’s snapshot: 22% of companies in the index expanded employment, 52% made no change to their headcounts and 26% reduced staffing.

Industries at a glance: Positive hiring gains were seen in Educational Services, Accommodations and Food Services, Non-profit and Transportation. Meanwhile, declines were reported in Arts and Entertainment, Retail, and Healthcare.

Geographical hiring: Regions experienced hiring increases include Central (0.01%), Southeast (0.32%), and West (2.34%) regions. The Northeast (-0.51%) was the only region to experience a hiring decline.

What’s next? Now that enhanced unemployment benefits have been rolled back and more of the population is vaccinated, this might be a boost for hiring trends as more people return to the labor market.

Editor’s note:

(1) The SBEI illustration is licensed under a Creative Commons Attribution-NoDerivs 3.0 Unported License. Based on our work at https://www.cbiz.com.

Follow CBIZ on Twitter at @CBZ or on Facebook.

About CBIZ

CBIZ, Inc. is a leading provider of financial, insurance and advisory services to businesses throughout the United States. Financial services include accounting, tax, government health care consulting, transaction advisory, risk advisory, and valuation services. Insurance services include employee benefits consulting, retirement plan consulting, property and casualty insurance, payroll, and human capital consulting. With more than 100 Company offices in 31 states, CBIZ is one of the largest accounting and insurance brokerage providers in the U.S. For more information, visit www.cbiz.com.

Contacts

Media
Kara Lester

Gregory FCA for CBIZ

[email protected]
610-228-2104

Remote Launches Interactive, Global Ranking of Best Destinations For Remote Workers OutBuro lgbt professional entreprenuer networking online community gay lesbian transgender queer bisexual nonbinary

Remote Launches Interactive, Global Ranking of Best Destinations For Remote Workers

Remote analyzed every country in the world to determine the best places to work remotely; Toronto, Madrid, and Auckland top the list; others offer unique tax, cash, visa, and other compelling incentives.

SAN FRANCISCO–(BUSINESS WIRE)–Remote, a global HR startup that helps companies pay and manage international workers, today released a first-of-its-kind Best Destinations for Remote Work report that showcases the top 100 global destinations for remote workers, along with unique insights into location-specific incentives. The report is paired with an interactive tool and database with information on hundreds of cities across the world for users to create personalized rankings on where to work remotely based on their individual preferences.

Remote’s “Best Destinations for Remote Work” is an in-depth statistical analysis and evaluation of every country in the world and all 50 U.S. states across seven relevant categories: internet infrastructure, attractiveness, safety, quality of life, openness, cost of living, and special incentives for remote workers. To inform overall scores and rankings, Remote incorporated user-defined weights for each of the seven categories.

When attributing equal weights to all seven components, the top 10 destinations for remote work are:

  1. Toronto, Canada
  2. Madrid, Spain
  3. Auckland, New Zealand
  4. Madeira, Portugal
  5. Helsinki, Finland
  6. Svalbard, Norway
  7. Berlin, Germany
  8. Valparaiso, Chile
  9. Dublin, Ireland
  10. Sydney, Australia

Some key findings from the report include:

● None of the top 10 cities were located in the U.S., with heavy representation across Europe and Oceania.

● Auckland, New Zealand; Honolulu, Hawaii; Sydney, Australia; and Reykjavik, Iceland are among the top destinations with the best quality of life for remote workers.

● The most open-minded places are Stockholm, Sweden; Toronto, Canada; and Amsterdam/Netherlands.

● Aruba offers the best incentives for digital nomads through its “One Happy Workation” program.

● Emilia Romagna, Italy has the largest cash incentive, paying young families (under 40 years old) $34,000 to relocate.

● Topeka, Kansas, provides up to $5,000 in funds to rent in one’s first year and up to $10,000 in funds for a home purchase as a relocation incentive.

● Colorado grants employers cash awards for each remote worker employed in an eligible rural county outside the county where the project is based.

● Remote workers in Cabo Verde are exempt from income tax.

● Ecuador offers a professional visa that offers the lowest monthly income requirement of any country at $400.

● St. Louis, Missouri, has the best housing incentive where individuals can purchase city-owned property for only $1.

“For a long time, workers were restricted to living near major urban hubs if they wanted to access the best job opportunities. The freedom to work from anywhere opens the door for employees to choose their home – or travel – without compromising their work,” said Remote’s CEO and co-founder Job van der Voort. “With so many possibilities, our interactive ranking tool aims to find the perfect destination for everyone based on what they value most. We’re excited to share this truly global database and interactive tool to empower remote workers and global employers.”

About Remote

Remote empowers companies of all sizes to pay and manage full-time and contract workers around the world. We take care of international payroll, benefits, taxes, stock options, and compliance in dozens of countries. Our people are on the ground on every continent, building culturally aware employment packages that help you build trust with your global team. Our ironclad intellectual property protections and industry-leading security guarantee give you peace of mind across the globe. Best of all, Remote never charges percentages or fees: one low flat rate helps you control your budget so you can focus on growing your business.

Contacts

[email protected]
Lauren Armour

07826557326