Baker Tilly Appoints Shane Lloyd as Head of Diversity Inclusion and Belonging OutBuro lgbtq professional entreprenuer networking online community gay lesbian transgender queer bisexual nonbinary

Baker Tilly Appoints Shane Lloyd as Head of Diversity, Inclusion and Belonging

CHICAGO–(BUSINESS WIRE)–Leading advisory CPA firm Baker Tilly US, LLP (Baker Tilly) appoints Shane Lloyd as head of diversity, inclusion and belonging, reporting to CEO Alan Whitman. He is the first executive in this dedicated role for Baker Tilly where its diversity, inclusion and belonging strategy is embedded into all aspects of its business.

Lloyd was first introduced to Baker Tilly as a lead consultant at Cook Ross, an organizational development firm hired by Baker Tilly to assess its diversity, equity and inclusion (DEI) strategy and plan.

“Shane has tremendous ability to lead with both intellect and empathy, while setting the bar high for how we can keep getting better as an organization,” said Baker Tilly CEO Alan Whitman. “Personally, I felt challenged and inspired by the perspectives he brought.”

Following Cook Ross, Lloyd joined Amazon to advance their DEI efforts first within its Worldwide Consumer organization as the inclusion and engagement lead, and then as the Global Diversity, Equity and Inclusion learning leader. He has experience working in higher education at Brown and Yale Universities and in public health.

“I was drawn to Baker Tilly’s commitment to building the competencies and skills necessary to drive meaningful change,” Lloyd said. “Diversity and inclusion work means taking a methodical look at systems, and it also means going off script, valuing calculated disruption and taking risks. Baker Tilly embraces all of that.”

Lloyd holds a bachelor’s degree in behavioral neuroscience from Northeastern University and a master’s degree in public health from Brown University. Lloyd serves as the vice chair for the Maryland Montgomery County Racial Equity and Social Justice Advisory Committee and holds advisory roles in several non-profit organizations.

About Baker Tilly US, LLP (bakertilly.com)

Baker Tilly US, LLP (Baker Tilly) is a leading advisory CPA firm, providing clients with a genuine coast-to-coast and global advantage in major regions of the U.S. and in many of the world’s leading financial centers – New York, London, San Francisco, Los Angeles and Chicago. Baker Tilly is an independent member of Baker Tilly International, a worldwide network of independent accounting and business advisory firms in 148 territories, with 36,000 professionals and a combined worldwide revenue of $4.0 billion. Visit bakertilly.com or join the conversation on LinkedIn, Facebook and Twitter.

© Baker Tilly US, LLP

Contacts

Nicole Berkeland

[email protected]

Baker Tilly Media Relations

[email protected] 612 876 4891

Your Voice Has the Power to Create Change - Rate Review Employer Anonymously Employer Feedback Branding OutBuro lgbtq professional entreprenuer networking online community gay lesbian transgender queer

Your Voice has the Power to Create Change – LGBTQ+ Employees Rate/Review Your Employer

LGBTQ+ EmployeesReview/Rate your employers in support of LGBTQ Corporate Equality.

With a mask of anonymity, you can:

Any Company/Organization

Any Size – Large or Small

Any Location – Worldwide

Your Voice – Anonymously

Our Future

With the majority of US states not granting legal protections and rights for LGBTQ+ people along with this administration doing everything they can roll back the few protections in place, it’s left to companies to lead the charge by providing an LGBTQ+-friendly work environment through corporate policies and benefits.

OutBüro is a Glassdoor.com-like resource where you may share your experiences what it’s like working for your current and recent past employers – up to 5 years past

Why Rate Your Employer?

  • Studies have proven that the more diversity-focused a company is the more profitable they are 
  • Current measurements of Corporate LGBTQ+ Equality is Fortune 1000 level only and HR/Marketing department head SELF REPORTED with no/zero EMPLOYEE FEEDBACK.  
  • Your review may provide public accolades for progress already achieved by their current focus on LGBTQ+ Corporate Equality
  • Shine a light on problems – Is the company/organization not quite living up to LGBTQ+ Workplace Equality?  Let them know anonymously.  
  • You are making it a better environment for yourself, current and future co-workers  
  • You are providing a resource for job seekers to make informed decisions about where to work 
  • You are helping the company’s employer branding
  • You are helping it become a more profitable company improving shareholder value  
  • You are a SUPERHERO

OutBüro is striving to be a global resource for the LGBTQ+ community by empowering LGBTQ+ people with a voice to influence business, company and corporate culture to improve the work-life for all both now and in the future. It is a feedback system for companies to gauge their real progress toward full LGBTQ+ workplace equality.

Every company listing in the CompanyReviews Employer Listing is required to indicate if the company has the following policies, benefits, and programs in place or not.

  • Sexual Orientation Non-Discrimination Policy
  • Gender Identity Non-Discrimination Policy
  • Domestic Partner Benefits
  • Transgender-Inclusive Benefits
  • Has an LGBT Employee Resource Group
  • Public Commitment to LGBT Equality 
  • LGBT Inclusion Competency Training
  • If it operates in more than one country has the same policies and benefits globally 
  • Requires all vendors and contractors to have similar policies and benefits  Indicate the number of diversity in management
  • Indicate the number of LGBT in management 

Are LGBT-Friendly Policies Enough?

Simple answer – No.  Having LGBTQ+-friendly policies are wonderful and appreciated – but not the full picture. Remember, in the US Sexual Harassment policies have been in place since the late 70’s and still today it continues to happen. Just turn on the news. Now consider all the cases that do not make the news and those that go unreported. Discrimination and harassment of LGBTQ+ employees are no different. Just having policies is not enough. We must provide visibility and insight to make the change and ensure it is effective in its goals to protect.

Grab Your Spandex, Cape, and Mask 

Review your employer today

Skillsofts Global Knowledge Skills and Salary Report Finds Three in Four IT Departments Face Critical Skills Gaps OutBuro lgbtq professional entreprenuer networking online community gay lesbian queer

Skillsoft’s Global Knowledge Skills and Salary Report Finds Three in Four IT Departments Face Critical Skills Gaps

Gaps in IT staff skills causing increased stress levels and decreased productivity within organizations

BOSTON–(BUSINESS WIRE)–#LandDSkillsoft (NYSE:SKIL), a global leader in corporate digital learning, today released its annual Global Knowledge IT Skills and Salary Report, exploring the current state of skills gaps, training and development, compensation, and job satisfaction in the IT industry. Based on responses from more than 9,300 IT professionals, the report found that 76 percent of IT decision makers worldwide are facing critical skills gaps in their departments – a 145 percent increase since 2016. While still a significant challenge, this represents the second consecutive year of slight improvement (79 percent in 2019, 78 percent in 2020).

“Today’s digital-first economy has presented significant opportunities for organizations. However, it has also created a dire need for new skills in cloud computing, cybersecurity, AI, DevOps, and many other critical tech areas,” said Michael Yoo, General Manager, Technology & Developer, Skillsoft. “Gaps in skills don’t just disappear, they only grow wider if not properly addressed. While it is encouraging to see early signs of closing the gap, work is far from done. Organizations must place a bigger emphasis on investing in employee training, empowering professionals to earn new certifications, and filling vacant roles with diverse candidates.”

To continue closing the skills gap, understanding the reasons behind it, and its impact, is critical. As digital transformation accelerates, 38 percent of IT decision makers cited the rate of technology change outpacing their existing skills development programs as the primary driver, followed by difficulty in attracting qualified candidates (35 percent) and lack of investment in training resources (32 percent). In addition to the direct effect these gaps have on organizations’ bottom lines – IDC predicts the financial impact growing to $6.5 trillion worldwide by 20251 – respondents also said they increase employee stress (55 percent), make it difficult to meet quality and business objectives (42 percent and 36 percent, respectively), and create project delays (35 percent), among other challenges.

Of note, organizations are increasingly recognizing the role that professional development plays in combatting skills gaps and raising employee morale and retention, with 56 percent of IT decision makers saying they have a plan in place to train existing team members. And, given that 80 percent of IT professionals report a myriad of benefits after achieving new skills and certifications – including improved quality of work (49 percent), higher levels of engagement (32 percent), and faster job performance (27 percent) – providing upskilling opportunities is a win-win for both organizations and employees alike.

Additional takeaways from the Global Knowledge IT Skills and Salary report include:

  • IT staff crave learning and development and will move on if they are not getting it.

    • For the third consecutive year, respondents that switched employers within the past year cited a lack of growth and development opportunities as their top reason for doing so (59 percent), taking precedence over better compensation (39 percent) and work/life balance (31 percent).
    • When training, 66 percent of respondents said they prefer a formal, instructor-led approach, while the remaining third gravitate toward informal, peer-to-peer methods, underscoring the value of providing personalized and blended learning experiences.
  • Salaries are on the rise and opportunities exist for even bigger paychecks.

    • The average annual salary for IT professionals has increased across all regions. Aside from executives and those in sales, the higher-paying positions are in cloud, risk management, security, and IT architecture and design.
    • 52 percent of respondents said they received a raise in the past year, attributing the increase to a variety of factors including job performance, developing new skills, and obtaining industry certifications.
  • More IT professionals are certified than ever and are boosting the bottom line.

    • 92 percent of all respondents said they have at least one certification, a 5 percent and 7 percent increase compared to 2020 and 2019, respectively.

      • 64 percent of IT decision makers say certified employees deliver $10,000 or more in added annual value compared to non-certified team members, demonstrating the positive impact that investment in training has on organizations’ bottom lines.

Resources:

1 – IDC, IDC FutureScape: Worldwide Future of Work 2022 Predictions, Doc. #US47290521, October 2021

Research Methodology

The 2021 IT Skills and Salary Survey was conducted online from November 2020 through February 2021, yielding more than 9,300 responses globally from IT decision makers and staff. Distributed by Global Knowledge, technology companies, and industry associations around the world, the survey was made available in web articles, online newsletters, and social media, and tabulated using the Qualtrics XM Platform.

About Skillsoft

Skillsoft (NYSE:SKIL) is a global leader in corporate digital learning, focused on transforming today’s workforce for tomorrow’s economy. The Company provides enterprise learning solutions designed to prepare organizations for the future of work, overcome critical skill gaps, drive demonstrable behavior-change, and unlock the potential in their people. Skillsoft offers a comprehensive suite of premium, original, and authorized partner content, including one of the broadest and deepest libraries of leadership & business skills, technology & developer, and compliance curricula. With access to a broad spectrum of learning options (including video, audio, books, bootcamps, live events, and practice labs), organizations can meaningfully increase learner engagement and retention. Skillsoft’s offerings are delivered through Percipio, its award-winning, AI-driven, immersive learning platform purpose built to make learning easier, more accessible, and more effective. Learn more at www.skillsoft.com.

Contacts

Investors
James Gruskin

[email protected]

Media
Caitlin Leddy

[email protected]

University of Phoenix Employees Celebrate Phoenix Pride Parade OutBuro lgbtq professional entreprenuer networking online community gay lesbian transgender queer bisexual nonbinary

University of Phoenix Employees Celebrate Phoenix Pride Parade

Employee Resource Group leads participation in Phoenix community event

PHOENIX–(BUSINESS WIRE)–University of Phoenix employees support the Phoenix Pride Parade, held November 6, the annual celebration of the LGBTQ+ community held in Phoenix, Arizona. University of Phoenix Employee Resource Group (ERG), Allies of Pride, with over 500 members, promotes the event to staff, students and faculty and provides volunteer support.

During the pandemic, many similar celebrations and in-person community events and support opportunities were cancelled or delayed.

“It’s important to remember that Pride is not just a parade or a specific month in which we celebrate. Pride is what we do every day. It’s what’s inside us, how we live our lives open and honestly and how we support each other. Pride is never cancelled,” shares Julie Fink, vice president of Human Resources at University of Phoenix. “However, we are excited to have a visual and in-person celebration of our community and support for each other, which is so critical as we emerge from a very difficult year and a half. This parade is an opportunity to celebrate, be together, and to support our loved ones, family members, and each other.”

The purpose of Allies of Pride employee resource group is to promote awareness within the University and community of LGBTQ understanding and acceptance. Additionally, the goal is to attract “allies” who support LGBTQ causes and rights to create a stronger support network both internally and externally of the organization.

“The University of Phoenix is dedicated to the work of advancing inclusion as part of its focus on Diversity, Equity, Inclusion and Belonging (DEIB),” Fink states. “It has received perfect successive scores on the HRC Corporate Equality Index. This highlights the University’s willingness to review practices to make changes or adapt to evolving nondiscrimination views.”

The HRC Corporate Equality Index is a self-reported system that evaluates workplace equality in regard to specific criteria, including workforce protections, inclusive benefits, supporting an inclusive culture and corporate social responsibility, and responsible citizenship. University of Phoenix has received a perfect Equality Index score consecutively over the past four years.

Learn more about the Phoenix Pride Parade here.

About University of Phoenix

University of Phoenix is continually innovating to help working adults enhance their careers in a rapidly changing world. Flexible schedules, relevant courses, interactive learning, and Career Services for Life® help students more effectively pursue career and personal aspirations while balancing their busy lives. For more information, visit phoenix.edu.

Contacts

MEDIA CONTACT: Sharla Hooper

University of Phoenix

[email protected]

Nearly 2-in-5 Hospitality Workers Considering or Have Plans to Leave Their Job in the Next Two Months OutBuro lgbtq professional entreprenuer networking online community gay lesbian queer

Nearly 2-in-5 Hospitality Workers Considering or Have Plans to Leave Their Job in the Next Two Months

Medallia Zingle report finds a quarter of global hospitality employees say their employee experience has suffered since the return to travel.

SAN FRANCISCO–(BUSINESS WIRE)–New research released today by Medallia, Inc., the global leader in customer and employee experience, reveals that 38% of hospitality workers say they’re considering or already have plans to leave their jobs in the next two months. This and other insights are available in the full report, Global Staffing Report: Employee Experience Impacts Hospitality, released today by Medallia Zingle, the leading intelligent messaging provider used by some of the world’s biggest hospitality brands.

For the report, Medallia surveyed more than 1,250 travel and hospitality workers from the United States, United Kingdom, France, Spain & Germany. Findings reveal major challenges affecting the hospitality industry today, including how the return to travel is impacting workers’ job satisfaction, their employee experience, and their relationships with guests.

With hospitality’s historic staffing shortage well-reported, the report’s uncovering that nearly two-fifths of global hospitality workers plan to leave their jobs by the end of the year — and that 59% of organizations are working with less staff now than they did prior to the pandemic — hints at a challenging holiday season ahead for brands across the world. In fact, the study found that while 67% of workers report that their organization is experiencing increased guest activity since the return to travel, nearly half (48%) say their employers’ handling of it has been “Just OK.”

This is worrying news at a crucial juncture in the industry’s reopening, but illustrates the opportunity that exists for brands to better equip their teams to handle the upcoming travel surge, and address the industry’s staffing crisis.

“All industries have been affected by the COVID-19 crisis, but the travel and hospitality sector has experienced a particularly significant impact on its operations,” said Ford Blakely, founder, senior vice president and general manager of Medallia Zingle. “And while it’s concerning that a significant amount of workers are considering or already have plans to leave their jobs before the end of the year, brands have a massive opportunity to adopt technology and communication strategies that allow their employees to do more with less and create a more empowered and engaged workforce that’s enthusiastic about providing their guests with a best-in-class experience.”

Additional highlights from the report include:

  • US’ Struggles Higher Than Global Average: 68% of U.S. hospitality workers say their organization is working with less staff now than they did prior to the pandemic.

    • Top 3 reasons globally: “health and safety concerns,” “lack of job security,” and because “workers obtained new jobs during the shutdown.”
  • Little Payoff for Employees: 61% of hospitality workers across the globe say their roles are harder and less rewarding since the onset of the pandemic.
  • Employee Experience Takes a Hit: A quarter (24%) of employees say that their employee experience has gotten worse and that they feel less engaged.

    • Additionally, 27% say that the customer experience they are providing has also gotten worse since the onset of the pandemic.
  • Hiring Woes Persist: More than half (52%) of hospitality employees across the globe say that hiring talent has been an issue for their organization.

    • Top 3 reasons: “not enough qualified applicants,” “lack of resources to offer competitive pay or benefits,” and “lack of flexibility/remote options.”

Medallia Zingle’s full “Global Staffing Report: Employee Experience Impacts Hospitality” report can be downloaded here.

About Medallia

Medallia is the pioneer and market leader in customer, employee, citizen and patient experience. The company’s award-winning SaaS platform, Medallia Experience Cloud, is becoming the experience system of record that makes all other applications customer and employee aware. The platform captures billions of experience signals across interactions including all voice, video, digital, IoT, social media and corporate messaging tools. Medallia uses proprietary artificial intelligence and machine learning technology to automatically reveal predictive insights that drive powerful business actions and outcomes. Medallia customers reduce churn, turn detractors into promoters and buyers, create in-the-moment cross-sell and up-sell opportunities and drive revenue-impacting business decisions, providing clear and potent returns on investment. For more information visit www.medallia.com.

© 2021 Medallia, Inc. All rights reserved. Medallia®, the Medallia logo, and the names and marks associated with Medallia’s products are trademarks of Medallia. All other trademarks are the property of their respective owners.

Contacts

PR Contact:
Eric Stoessel

[email protected]

IR Contact:
Carolyn Bass

[email protected]

Beware Big Tech Cities The City That Amazon, Oracle and Facebook Chose for Major Hubs Is Coming for Your Tech Workers OutBuro lgbt professional entreprenuer networking online community queer

Beware Big Tech Cities: The City That Amazon, Oracle and Facebook Chose for Major Hubs Is Coming for Your Tech Workers

TechIntoNashville Targeting San Francisco, Los Angeles, Chicago, New York, Boston and Washington, D.C.

NASHVILLE, Tenn.–(BUSINESS WIRE)–Heads up, San Francisco, Los Angeles, Chicago, New York, Boston and Washington, D.C. – Nashville has you in its sights. The six cities are targeted in an aggressive marketing campaign launched this month to recruit tech talent to Music City, which is rapidly evolving into a preferred destination for tech companies and workers. This is thanks to a strong local tech ecosystem and industry giants such as Amazon, Facebook, NTT Data and Oracle choosing to locate major operations here.


The six-city blitz, called TechIntoNashville, is the work of the Greater Nashville Technology Council, the leading voice and advocate for Middle Tennessee’s $8 billion information technology ecosystem. The campaign’s goal is to double Nashville and Middle Tennessee’s tech workforce by 2025.

“The tech sector in Nashville has been building steadily for many years, but not everyone outside of this area was aware of that,” said technology council CEO Brian Moyer. “That all changed in 2018 when Amazon announced it had chosen Nashville over 19 other cities for its new 5,000-job Center of Excellence. That put a national spotlight on our city as an up-and-coming tech center – a position that was solidified last year when Facebook broke ground on an $800-million data center just outside of Nashville and this year when Oracle announced it will open a major Nashville hub that will employ 8,500 people.”

This infusion of big tech is on top of strong organic growth. The steady stream of tech companies that have expanded or relocated to Nashville include Eventbrite, Lyft, Houzz, Postmates, Wonolo, Pilot.com, GreenLight Medical, GoCheck Kids, Experience.com, Celero, Thnks, GraphiteRx, Darvis, Zerv, Yoshi, HST Pathways, NTT Data, Phosphorus Cybersecurity, Conquest Cyber and more. Nashville is also home to a vibrant tech startup ecosystem that is experiencing incredible growth, including the emergence of two unicorns in the past six months – Silicon Ranch and Built Technologies.

“We are positioned to attract a world-class tech force,” said Nashville Mayor John Cooper. “Coders and engineers can go anywhere they want, sure. But they’re not going to find a more vibrant, creative city than Nashville, and that’s only becoming more true.”

This year, Nashville was ranked #1 for tech job growth over the past five years by national commercial real estate firm CBRE. In 2020, MoneyGeek ranked Nashville the #1 city for job seekers and The Wall Street Journal ranked Nashville the #2 hottest job market in the country. Policom ranked it the #1 metro for economic strength in 2020 and Stessa rated the city #1 for economic growth in 2021.

“We have built a strong regional tech talent pipeline to help meet the needs of our tech employers and to provide opportunities for local workers looking to move into the tech workforce but the demand for talent continues to grow,” said Moyer. “We realized that meeting the demand would require supplementing those local efforts by recruiting experienced talent from outside the city, thus TechIntoNashville was born.”

Taking a finely targeted approach, TechIntoNashville is focused exclusively on the six U.S. markets with the highest concentration of highly qualified tech talent – San Francisco, Los Angeles, Chicago, New York, Boston and Washington, D.C. – and where tech workers also may be motivated to seek greener pastures because of high taxes, high cost of living and low projected tech job growth in coming years.

Also considered in selecting target cities were current migration patterns to Nashville. The city has long been a preferred destination for young professionals, having ranked #1 for millennial population growth among small tech markets in 2021 by CBRE and #4 best city for recent tech grads in 2020 by DataFox.

“Because Nashville is a vibrant city that offers an incredible music, sports and entertainment scene, as well as easy access to outdoor recreation, companies find that the city is an enormous advantage when it comes to recruiting a qualified, skilled workforce,” said Bob Rolfe, commissioner of the Tennessee Department of Economic and Community Development. “In addition, with no state income tax, Tennessee has a competitive edge over the high-tax states that TechIntoNashville is targeting: California, New York, Illinois and Massachusetts.”

Tech workers in the targeted cities will soon see Nashville’s pitch online and in the news media. Created by marketing firms Golden Spiral and the Dalton Agency, the marketing tools employed by TechIntoNashville include: search engine marketing, public relations, organic social media, paid social media, connected TV, online video and online native advertising – all tied to a website, TechIntoNashville.com, where interested technology professionals in the six targeted cities – or from anywhere – can research Nashville tech companies, read stories about tech workers who have already migrated to Music City and sign up to receive information about job openings. Examples of the creative being launched this month are here. The technology council plans to run the campaign for a minimum of three years.

“We look forward to welcoming more talented tech workers to get in on the ground floor of the nation’s next tech center,” Moyer added. “In fact, the tech workers who have already relocated here say that this opportunity to be on the leading edge and to make a real difference in advancing technology is the most compelling reason to be in Nashville today. It’s an unparalleled opportunity to supercharge your tech career.”

About Greater Nashville Technology Council

The Greater Nashville Technology Council is the leading voice and advocate for Middle Tennessee’s $8 billion information technology ecosystem and the 60,000 technology professionals who design, implement, manage and safeguard the technology that powers our region’s economy. The council’s mission is to strengthen and advance the technology sector by bringing together companies, philanthropies, government, universities and talent to create opportunity and growth. For more information, please visit www.technologycouncil.com.

Contacts

Anthony Priwer

[email protected]
615-515-4891

or

Julia Motis

[email protected]
615-515-4894

Kimberly Evans Named Northern Trust’s Head of Corporate Sustainability Inclusion and Social Impact OutBuro lgbtq professional entreprenuer networking online community gay lesbian transgender queer

Kimberly Evans Named Northern Trust’s Head of Corporate Sustainability, Inclusion and Social Impact

Evans Brings Decades of Business, Inclusion and Community Experience to the Role

CHICAGO–(BUSINESS WIRE)–Northern Trust has named Kimberly Evans as Head of Corporate Sustainability, Inclusion and Social Impact, effective December 1, 2021. Evans succeeds Connie Lindsey, Northern Trust’s Corporate Social Responsibility and Global Diversity, Equity and Inclusion leader.

“Kim brings to this role deep industry knowledge, a commitment to the highest standards of business ethics, and a long record of inclusive leadership and community service,” Northern Trust Chairman and Chief Executive Officer Michael O’Grady said. “She will continue Connie’s great work to incorporate environmental, social, and governance considerations into how we operate as a business, investors, and people to generate long-term value for our stakeholders.”

Evans is an Executive Vice President and currently serves as the North America Head of Private Capital Administration. Prior to her current role, Evans led the Governmental, Sovereign Wealth, and Taft Hartley/Union pension and treasury business in the US, Central and South America. In addition to her business responsibilities, Evans serves as President of the Women In Leadership Business Resource Council within Northern Trust.

Evans was also named a “2021 Leader That Can” from Schools That Can; featured as one of the 50 Leading Women in the 2020 Hedge Fund Journal; is a Chicago United 2019 Business Leader of Color honoree; and a Leading Women’s Executive Alumni. She was recognized as a Leader in Philanthropy by the University of Chicago and currently serves on the board of the Chicago Public Education Fund.

“At Northern Trust, we view sustainability through a broad lens as we seek to make a positive impact in everything we do—including how we foster an inclusive culture, serve our clients, and invest in our communities,” said Evans. “I look forward to partnering with our businesses and employees across the globe, leveraging our enduring principles of service, expertise and integrity, to drive meaningful change.”

Northern Trust has been recognized by numerous accolades, including Most Admired Companies by FORTUNE Magazine, Best Private Bank in the U.S. by the Financial Times Group, 100 Most Sustainable Companies in America by Barron’s, the Gender Equality Index Member by Bloomberg, and the Best Employers for Diversity by Forbes.

About Northern Trust

Northern Trust Corporation (Nasdaq: NTRS) is a leading provider of wealth management, asset servicing, asset management and banking to corporations, institutions, affluent families and individuals. Founded in Chicago in 1889, Northern Trust has a global presence with offices in 22 U.S. states and Washington, D.C., and across 23 locations in Canada, Europe, the Middle East and the Asia-Pacific region. As of June 30, 2021, Northern Trust had assets under custody/administration of US$15.7 trillion, and assets under management of US$1.5 trillion. For more than 130 years, Northern Trust has earned distinction as an industry leader for exceptional service, financial expertise, integrity and innovation. Please visit our website or follow us on Twitter.

Northern Trust Corporation, Head Office: 50 South La Salle Street, Chicago, Illinois 60603 U.S.A., incorporated with limited liability in the U.S. Please read our global and regulatory information.

Contacts

Doug Holt

(312) 557-1571

[email protected]

http://www.northerntrust.com

Jennifer Brown Consulting Selected as Amerisure Diversity Equity and Inclusion Consultant OutBuro lgbtq professional entreprenuer networking online community gay lesbian transgender queer

Jennifer Brown Consulting Selected as Amerisure Diversity, Equity and Inclusion Consultant

FARMINGTON HILLS, Mich., Oct. 21, 2021 /PRNewswire-PRWeb/ — Amerisure is pleased to work with Jennifer Brown Consulting (JBC) to grow and enhance the company’s diversity, equity and inclusion initiatives.

JBC is a women-owned, LGBT-certified consulting firm with more than 16 years of experience working with companies across industries, including Fortune 1,000 organizations, nonprofits and startups. Their key focus areas include DEI assessments and strategies; seminar workshops and keynotes; employee resource group summits and buildouts; and coaching.

The relationship with Amerisure will include a diversity, equity and inclusion assessment, an employee inclusion and culture survey, and the development of an ongoing DEI scorecard to elevate opportunities.

“We are proud of the steps we’ve taken since launching our diversity, equity and inclusion initiatives, and the partnership with Jennifer Brown Consulting will enable us to take our DEI roadmap to the next level,” said Erin Buddie, vice president of human resources at Amerisure. “We are excited to work together with the experts at JBC to build upon our strategy and enhance our efforts and capabilities.”

Embracing diversity, equity and inclusion is strongly correlated with an organization’s profitability and overall value in the marketplace. Companies that support DEI are more likely to attract top talent, improve customer relationships and decision-making, and increase employee satisfaction, according to Mckinsey & Company.

“Our primary focus is making sure that everyone feels welcomed, valued, respected, and heard,” said Jennifer Brown, founder and CEO of Jennifer Brown Consulting. “Our team draws upon a broad array of diversity dimensions, professional experiences, and deep commitment to assist our clients in building workplaces of belonging where all of us can thrive.”

About Jennifer Brown Consulting (JBC)
JBC is a strategic leadership and diversity consulting firm headquartered in New York City. The firm believes in unleashing the power of human potential, embracing diversity, and helping people — and organizations — to thrive. JBC has a global presence, operating everywhere from North America to Southeast Asia. They’ve helped numerous organizations, including Toyota, Starbucks, Microsoft, and Bank of America, continuously drive positive organizational change in today’s rapidly shifting business landscape.

About Amerisure Insurance
Amerisure is a leading provider of commercial property and casualty insurance solutions for U.S.-based construction, manufacturing and healthcare businesses. Licensed in all fifty states and available through an exclusive network of elite independent agents, the company upholds an “A” (Excellent) financial strength rating, industry-leading service scores, and multiple awards for innovation. Amerisure has been in business for more than 100 years and is consistently named among the best places to work in the industry and throughout the nation. To learn more, visit http://www.Amerisure.com.

Media Contact

Marilyn Banes, Amerisure, 2484267914, [email protected]

SOURCE Amerisure

Mercer Survey - The Great Resignation or The Great Reckoning OutBuro lgbt professional entreprenuer networking online community gay lesbian transgender queer bisexual nonbinary

Mercer Survey: The Great Resignation or The Great Reckoning?

  • Employees have left their employers at record rates this year. Looking ahead, new survey findings indicate that this will continue for certain segments of the workforce and become more stable for others.
  • Pandemic caused frontline, low-wage, minority and lower-level employees to consider leaving their employers at rates significantly higher than historical norms, according to new Mercer survey.

NEW YORK–(BUSINESS WIRE)–The pandemic has highlighted a stark divide in how different demographics experience work, according to Mercer’s 2021 Inside Employees’ Minds study that surveyed over 2,000 US-based employees on what has been termed “The Great Resignation.” The findings showed that attraction and retention challenges are likely to continue in certain segments of the workforce, where there is a disconnect between what employees want and what employers are offering. While the “Great Resignation” implies a mass exodus of workers across demographics, a “Great Reckoning” signifies that only particular groups of workers – those who feel their employers are not meeting their needs – are considering leaving their job.


Only 28% of respondents reported they were considering leaving their current employer, which is consistent with historical patterns – typically about 3 in 10 workers are considering leaving at any given point. However, certain groups are experiencing work much differently than others; frontline, low-wage, minority and lower-level employees are more likely to leave, at rates significantly higher than historical norms (see figure 1).

“In many organizations, frontline and lower-level employees have been underinvested in and not considered a priority. Wages have historically stagnated behind inflation as employers competed to hire these workers at the lowest possible cost. But the pandemic has shown that this same group of workers not only kept business afloat, but were critical in keeping our nation running,” said Melissa Swift, Mercer US Transformation Leader. “Employers now need to think differently about frontline and lower-level workers and deliver a compelling value proposition that addresses their needs.”

A component of this survey was to understand what employees’ top concerns are, both inside and outside of work. The findings show that, among all demographics, concerns over the Delta variant have pushed physical health to the top of the list. Second on the list is work-life balance and workload – employees say burnout is a key reason for them to consider leaving their employer, behind pay and benefits. Mental health is the third top concern amongst all demographics, but it is most pronounced amongst younger workers, women, low wage workers and Black and African American employees.

According to the survey, low wage workers – employees making less than $60k annually – are more worried about covering monthly expenses, physical and mental health, and financial wellness (retirement and debt). Higher wage workers are most worried about their health, work/life balance and personal fulfillment and purpose. In the survey, women were much more likely to be low wage workers than men (61% vs. 39%). These findings demonstrate the divide in the workforce and how employees on the lower-end of the wage spectrum have very different experiences at work and require different support to meet their individual needs.

The survey also found significant differences in the concerns of workers across ethnicity groups – for Black and African American workers in particular. Black workers rated personal safety above all other concerns, well ahead of other minority groups. Concerns over physical safety are in response to both systemic and emboldened racism stemming from events such as the capitol insurgency and racial violence, as well as psychological safety at work as Black workers are more likely to experience micro aggressions or retaliation at work.

Four key considerations to help employers navigate the hyper-competitive labor market

Prioritize hourly, front-line and low-wage workforces. Employers need to focus on how they can enhance the economic stability of their workforce and make frontline/hourly jobs more attractive – perks and other benefits won’t matter if these employees can’t address basic needs. Pay is one priority employers should consider, as well as other benefits that enhance the take home pay of this workforce, such as affordable healthcare and resources to enhance their financial wellness such as retirement savings programs and budgeting tools.

Burnout is a major issue and employees are struggling with mental health. Mercer’s 2021 Health on Demand research found while 59% of US employees say they feel some level of stress, one-quarter report being highly or extremely stressed. Offering a diverse set of wellbeing and mental health benefits will help manage a number of people risks, including employee exhaustion, rising health costs and employee turnover.

Make sure your company is a place where Black employees feel safe, accepted and able to be their authentic selves. Organizations must move beyond attracting diverse talent, to ensuring their systems and structures within the organization enable them to thrive. Examining your data to understand where the experience is falling short is a great place to start. Another powerful action employers can take is to train and equip managers to be strong allies to these employees. Managers who can confidently identify and stand up against workplace inequities and micro-aggressions are in the best position to increase levels of inclusion and safety.

Flexibility remains critical. With work/life balance ranking second as an employee top concern across all demographics, flexibility is a top priority and a necessity for most employees, and employers who fail to embrace this new reality are likely to face continued challenges when it comes to attracting and retaining talent.

“Given the challenges that employees have faced on the front lines of this pandemic over the summer, and through the social unrest that we saw last year – employees are saying, in many cases due to what they are paid in low wage jobs, it’s just not worth it. And they are looking for more from their employer,” added Swift.

About Mercer

Mercer believes in building brighter futures by redefining the world of work, reshaping retirement and investment outcomes, and unlocking real health and well-being. Mercer’s approximately 25,000 employees are based in 43 countries and the firm operates in 130 countries. Mercer is a business of Marsh McLennan (NYSE: MMC), the world’s leading professional services firm in the areas of risk, strategy and people, with 81,000 colleagues and annual revenue of over $19 billion. Through its market-leading businesses including Marsh, Guy Carpenter and Oliver Wyman, Marsh McLennan helps clients navigate an increasingly dynamic and complex environment. For more information, visit mercer.com. Follow Mercer on LinkedIn and Twitter.

Contacts

Micaela McPadden
201-694-9719

[email protected]

Trinseo Appoints Paula Cooney as Senior Vice President Chief Human Resources Officer OutBuro lgbt professional entreprenuer networking online community gay lesbian transgender queer bisexual nonbinary

Trinseo Appoints Paula Cooney as Senior Vice President, Chief Human Resources Officer

BERWYN, Pa.–(BUSINESS WIRE)–$TSETrinseo (NYSE: TSE), a global materials company and manufacturer of plastics and latex binders today announced that Paula Cooney will assume the role of Senior Vice President, Chief Human Resources Officer (CHRO) effective November 29, 2021.

Cooney will be responsible for all human resource activities at Trinseo globally and will also become a member of Trinseo’s Executive Management team. The role will be moved from Switzerland to North America and Cooney will replace Trinseo’s current Switzerland-based SVP, CHRO, Alice Heezen, who will be leaving the company.

I want to thank Alice for the many contributions she has made to Trinseo over the years and wish her the best in her future endeavors. We are thrilled to have Paula join us during this critical moment in our company’s transformational journey to become a specialty solutions provider,” said Frank Bozich, Trinseo President and Chief Executive Officer. “Ensuring we have robust business processes, the right talent and building a culture that is poised for change are essential components to achieving our business strategy. Paula joins Trinseo with deep and relevant experience as the CHRO at two publicly traded companies, with extensive experience leading organizations through significant acquisitions and integrations. I am confident that Paula will help us ensure we have the right talent and culture to achieve our goal of becoming a higher margin and less cyclical specialty materials and sustainable solutions provider.”

Prior to joining Trinseo, Cooney was Senior Vice President, Human Resources, for FLIR Systems, Inc. where she provided strategic direction as the company’s human resources leader. Before FLIR Systems, Inc., Cooney served as Vice President, Human Resources and Communications for Minnesota-based H.B. Fuller Company, a $3 billion global specialty chemicals company, where she worked for a decade and held multiple roles in HR leadership. Prior to joining H.B. Fuller in 2010, Cooney enjoyed a nearly 15-year career at Intel Corporation, holding HR roles of increasing responsibility. Cooney has a diploma in personnel management from the National College of Ireland and an MBS in human resource management and industrial relations from University College Dublin (Smurfit School of Business).

About Trinseo

Trinseo (NYSE: TSE) is a global materials solutions provider and manufacturer of plastics and latex binders with a focus on delivering innovative, sustainable, and value-creating products that are intrinsic to our daily lives. Trinseo is dedicated to making a positive impact on society by partnering with like-minded stakeholders, and supporting the sustainability goals of our customers in a wide range of end-markets including automotive, consumer electronics, appliances, medical devices, packaging, footwear, carpet, paper and board, and building and construction. Trinseo had approximately $3.0 billion in net sales in 2020 and has 26 manufacturing sites around the world and approximately 3,800 employees. For more information, please visit: www.trinseo.com.

Cautionary Note on Forward-Looking Statements

This press release may contain forward-looking statements including, without limitation, statements concerning plans, objectives, goals, projections, strategies, future events or performance, and underlying assumptions and other statements, which are not statements of historical facts or guarantees or assurances of future performance. Forward-looking statements may be identified by the use of words like “expect,” “anticipate,” “intend,” “forecast,” “outlook,” “will,” “may,” “might,” “see,” “tend,” “assume,” “potential,” “likely,” “target,” “plan,” “contemplate,” “seek,” “attempt,” “should,” “could,” “would” or expressions of similar meaning. Forward-looking statements reflect management’s evaluation of information currently available and are based on our current expectations and assumptions regarding our business, the economy and other future conditions. Because forward-looking statements relate to the future, they are subject to inherent uncertainties, risks and changes in circumstances that are difficult to predict. Factors that might cause such a difference include, but are not limited to those factors discussed in our Annual Report on Form 10-K, under Part I, Item 1A —”Risk Factors” and elsewhere in our other reports, filings and furnishings made with the U.S. Securities and Exchange Commission from time to time. As a result of these or other factors, our actual results may differ materially from those contemplated by the forward-looking statements. Therefore, we caution you against relying on any of these forward-looking statements. The forward-looking statements included in this press release are made only as of the date hereof. We undertake no obligation to publicly update or revise any forward-looking statement as a result of new information, future events or otherwise, except as otherwise required by law.

Contacts

Press Contact:
Trinseo

Dina Pokedoff

Tel : +1 610-240-3307

Email: [email protected]

Investor Contact:
Trinseo

Andy Myers

Tel : +1 610-240-3221

Email: aemye[email protected]

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