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Remote Workers Fear Missing Out on Promotions

Employers must not take an “out of sight, out of mind” approach to team decisions

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NEW YORK–(BUSINESS WIRE)–#Questionmark–Some 60 percent of remote workers fear that working from home could hinder their career development.1 As firms continue with hybrid working arrangements, employers risk making decisions about promotions and development based on who they see most often, rather than who is best for the job.

Questionmark, the online assessment provider, warns employers to ensure managers are given the right tools, training and data they need to make fair decisions, and avoid unconscious bias, which may take many forms.

“Proximity bias” is an unconscious tendency to favor those who we see regularly. Increasingly-popular hybrid working arrangements mean teams are more likely to be working from different locations. This could lead to those who work remotely, or who are not in the office at the same time as relevant decision makers, being disadvantaged.

Neil McGough, General Manager of Questionmark, said: “Now more than ever, employers need to put the right people in the right roles. In a world where teams are disparate, they cannot allow themselves to fall into an ‘out of sight, out of mind’ mentality. They must ensure that decisions on promotions, team structures and career development are based on real evidence.”

By checking the skills of workers through online tests and assessments, employers obtain real information about the strengths and weaknesses of individual team members. This can help them challenge any unconscious biases, including proximity bias, and make important people decisions, such as promotions and internal appointments, based on real information. This makes it easier to promote the right people and create appropriate career development opportunities for each team member.

The Questionmark enterprise-grade platform makes assessment content easy to create and adapt. The platform automatically marks papers and instantly compiles results. It is easy to spot trends and patterns. When the stakes are high, the platform provides a range of anti-cheating measures.

www.questionmark.com

Ends

Notes to editors

About Questionmark


Questionmark unlocks performance through reliable and secure online assessments. Questionmark provides a secure enterprise-grade assessment platform and professional services to leading organizations around the world, delivered with care and unequalled expertise. Its full-service online assessment tool and professional services help customers to improve their performance and meet their compliance requirements. Questionmark enables organizations to unlock their potential by delivering assessments which are valid, reliable, fair and defensible.

Questionmark offers secure powerful integration with other LMS, LRS and proctoring services making it easy to bring everything together in one place. Questionmark’s cloud-based assessment management platform offers rapid deployment, scalability for high-volume test delivery, 24/7 support, and the peace-of-mind of secure, audited U.S., Australian and European-based data centers.


1 https://www.siliconrepublic.com/advice/proximity-bias-remote-working

Contacts

US: Kristin Bernor, external relations: Kristin.bernor@questionmark.com +1 203.349.6438

UK: Peter Sigrist: peter.sigrist@fourteenforty.uk +44 7720 056 981

Australia and New Zealand: Chelsea Dowd: chelsea.dowd@questionmark.com +61 2 8073 0527

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In the Wake of the Great Resignation, Gloat Announces Career Agility and Frontline Employee Offerings to Empower Every Employee to Advance Their Career

Using Gloat’s industry-leading AI, the new product offerings will help employees discover new career opportunities within their organizations and help businesses attract and retain the best talent

New Gloat Logo

NEW YORK–(BUSINESS WIRE)–Gloat, pioneers of the Talent Marketplace, today added Career Agility and Frontline Employee offerings to its portfolio of products to democratize access to career opportunities and put employees in control of their own growth and development.

These innovations arrive as businesses approach a crucial crossroads. Voluntary resignations have hit record highs with 4 million people leaving jobs each month from April through July. Studies indicate the trend may continue as 1 in 3 workers are currently considering switching employers. Employees are demanding change, and it’s up to businesses to meet them where they are — or risk losing talent to competitors that can.

As employees reevaluate what they’re looking for in their jobs and the directions they want their careers to take, organizations need to embrace new ways of working that make internal growth and development accessible to all employees.

Career Agility is designed to enable businesses to do just that. Instead of relying on traditional job architectures, Gloat’s artificial intelligence uses a combination of skills, interests, and job information to give employees real-time visibility and actionable tools to grow, upskill, and build their careers. And as job-specific requirements evolve and new roles emerge in an organization, the AI identifies these changes and dynamically adjusts its recommendations accordingly.

With this new offering, employees have access to Career Paths, which uses Gloat’s AI to present every employee with a variety of personalized Career Path options based on their unique skills and interests:

  • Popular: Career paths that others with similar profiles have taken
  • Desired: Career paths aligned to employees’ specific interests and goals, with recommended opportunities to support those transitions
  • Management: Career paths that help employees work towards leadership roles

If employees want to explore additional job opportunities, Gloat’s Path Navigator allows employees to search for any role within an organization and chart a personalized, step by step path to get there.

Gloat’s Career Agility also helps employees take action to bridge the skill and experience gaps they identify on their paths. Action-oriented Career Tracks provide a step-by-step guide for employees to reach their desired role or gain a specific skill, seamlessly integrating Gloat’s Talent Marketplace opportunities – Projects, Gigs, Jobs, Mentorships, Learning, and more – to help employees progress towards their goals. Career Tracks can be self-curated and directed or recommended to an employee by business and talent managers to suit their unique development needs.

Early adopters are already seeing impressive results. “For years, business and HR leaders have talked about this critical need to put employees in the driver’s seat of their own careers,” said Jean Pelletier, VP of Digital Talent Transformation at Schneider Electric. “With the addition of Career Agility to our Talent Marketplace, we are able to disrupt the way we develop our talent, unlock capacity and most of all, focus on the growth and empowerment of our employees. The internal response has been incredible, and the Schneider team is excited to continue pushing the boundaries of cultural and business transformation with our partners at Gloat.”

These innovations expand beyond desk workers, as Gloat is also debuting industry-first offerings tailored to frontline teams. Employees in these roles have the same desire for growth and opportunity, but they encounter unique obstacles such as connectivity barriers and job-specific time constraints. Gloat’s Talent Marketplace will now empower frontline employees to overcome these challenges by introducing micro-learning and on-the-job shadowing opportunities, all accessible from a mobile experience.

“We’re amidst a talent revolution right now,” said Ben Reuveni, CEO of Gloat. “The ‘Great Resignation’ is signaling that traditional career ladders and development models aren’t working, and employees lack support to navigate the career journey within their organizations today. With these offerings, Gloat is pushing the boundaries of what a career can look like and ensuring all employees, regardless of where they sit in the organization, have access to meaningful opportunity.”

About Gloat

Founded in 2015, Gloat is redefining the future of work with its mission to democratize career development, unlock skills, and help enterprises build a future-proof workforce. It pioneered the AI-powered Talent Marketplace being used by the world’s leading global enterprises today. The company was founded by Ben Reuveni, Amichai Schreiber and Danny Shteinberg and is based in New York, with offices across the globe and a large R&D center in Tel Aviv, Israel. www.gloat.com

Contacts

Lilly Savin

Lilly@bospar.com
561.932.3186

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Education as an Equalizer: New Survey of US Workers Finds Education Is a Catalyst for Change in the Workplace

New study by Bright Horizons EdAssist Solutions finds underrepresented workers are prioritizing advanced education more than counterparts, despite facing more barriers

NEWTON, Mass.–(BUSINESS WIRE)–Bright Horizons EdAssist Solutions today released the first report of the Education Index, a series of research reports that will explore issues related to education. The inaugural report, “Workforce Education and Equity in the Workplace,” which was conducted by Kelton Global, surveyed American working adults on their sentiment and outlook on the role of education for professional growth. After more than a year of financial insecurities created by furloughs and job losses, data from the report shows working Americans – and particularly those in underrepresented groups – placing a high priority on learning to ensure their futures.

According to the report, Black (90%) and Hispanic/Latino (91%) workers believe learning new skills will be important for them to succeed in the future. Specifically, 87% of Black workers and 80% of Hispanic/Latino workers say completing a certificate program will be important for future success — versus 62% of white workers. Additionally, 81% of Black and 79% of Hispanic/Latino workers believe a degree will be important for future success, more so than their white peers (50%). Coming out of the pandemic, nearly half (45%) of American workers surveyed state that their education became even more important for their growth in the past year, with Black (55%) and Hispanic/Latino (54%) employees feeling this more strongly than white (41%) workers.

“The data show that underrepresented employees feel that the odds are stacked against them in their careers, and access to education is a key element that can level the playing field in the workplace. This is where employers need to step in or risk their organization’s reputation and employee morale,” said Dr. Jill Buban, General Manager of Bright Horizons EdAssist Solutions.

Obstacles to Education Goals

Even with this premium on education, there are several pervasive roadblocks workers face in achieving their education goals. The top barriers reported include not having the money to pay for the program (30%), not having the time (28%), and having too much going on at work and in their personal lives to take on any new challenges (28%).

When it comes to underrepresented workers, these obstacles are amplified. Black employees (44%) report the inability to afford education programs as a more prevalent issue than white employees (29%), and working women (36%) are more likely than working men (22%) to report this challenge. Nearly two-thirds (61%) of women said they have not been able to participate in an education program in the past 5 years, while just over half (51%) of men report the same.

Education on the Forefront

With many employers calling employees back to the office in some capacity this fall, employers are going to find that employees have returned with a renewed vision for education, provided by their employer. Three in five (60%) American workers expect employers to offer education assistance benefits, with a similar proportion also expecting employers to offer a broad range of options when it comes to these benefits (57%).

Underrepresented workers, including Black and Hispanic/Latino workers, reported a higher appreciation for education benefits. Compared to white workers (73%), more Black (90%) and Hispanic/Latino (88%) employees are looking to develop and expand their skillsets to advance and grow. Additionally, Black and Hispanic/Latino workers are more likely to believe that improving (86% and 85%, respectively) and diversifying (86% and 80%, respectively) their skillset is more crucial than ever before, as compared to their white peers (71% and 69%, respectively).

A Win-Win for Employers and Employees

While many workers see learning as a pathway to personal betterment, they also see it as a way to improve their performance on the job, thus benefiting their organizations. About one in three (33%) workers were driven to pursue education opportunities by a desire to contribute at a higher level and to bring more value to their organizations (31%). Black workers are more focused on improving their job security than their white coworkers (34% vs. 25%) and setting a positive example for their families (34% vs. 23%).

Buban adds, “For employers, there is a major benefit in offering career development and education opportunities that will serve to upskill employees and ultimately build a talent pipeline that will bolster recruiting efforts for years to come.”

To download the full 2021 Education Index Report, click here.

Methodology

The study surveyed 1,017 working adults living in the U.S. This survey was conducted online during the period of May 14 – 23, 2021, and the study has a margin of error of +/- 3.1%.

In this particular study, the chances are 95 in 100 that a survey result does not vary, plus or minus, by more than 3.1 percent from the result that would be obtained if interviews had been conducted with all personas in the universe represented by the sample. The margin of error for any subgroups will be slightly higher.

About Bright Horizons

Bright Horizons® is a leading global provider of high-quality early education and child care, back-up care, and workforce education services. For more than 30 years, we have partnered with employers to support workforces by providing services that help working families and employees thrive personally and professionally. Bright Horizons operates approximately 1,000 early education and child care centers in the United States, the United Kingdom, the Netherlands, and India, and serves more than 1,300 of the world’s leading employers. Bright Horizons’ early education and child care centers, back-up child and elder care, and workforce education programs help employees succeed at each life and career stage. For more information, go to www.brighthorizons.com.

Contacts

Kristen Raymaakers

kristen.raymaakers@brighthorizons.com