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Burnout Could Be New Contagion

ComPsych Poll Confirms Need for Employers to Act Now

CHICAGO–(BUSINESS WIRE)–#burnout–As the world struggles with what feels like an almost constant back-and-forth pendulum swing, business leaders are navigating an increasingly intricate workplace that includes a new contagion, burnout. According to a poll by ComPsych, the world’s largest provider of behavioral health and well-being services, 57 percent of employers say employee burnout is affecting turnover, retention and productivity at their company. Approximately 40 percent are concerned about declining employee engagement and morale.

“The pandemic has created some of the most trying situations leaders have ever faced and burnout is a serious issue in our new world of work,” said Dr. Richard A. Chaifetz, Founder, Chairman and CEO of ComPsych. “People’s mental and physical health are really strained and they are suffering. Employers must take the reins and actively try to alleviate issues before things get worse.”

Last year the World Health Organization classified burnout as a disease. A result of chronic and acute stress over long periods of time, work burnout is a condition characterized by general feelings of energy depletion, reduced work performance, and increased feelings of negativity about one’s job.

So what do employees think could help address burnout? 65 percent say encouraging time off and offering mental health days, according to a ComPsych Tell it Now℠ customer employee poll. 12 percent of respondents said more recognition and close to 10 percent acknowledged there is nothing their employer can do, and that they plan to leave their job anyway.

“The trouble with burnout is it isn’t just an individual experience. People struggling with these feelings can spread symptoms to others,” said Chaifetz. “The good news is that it can be addressed with the right strategy and resources.”

Addressing Burnout

  • Provide education and counseling workshops for employees.
  • Utilize employee assistance programs.
  • Offer flexible work options.
  • Normalize conversations around burnout and anxiety so employees feel comfortable sharing what they’re feeling.
  • Survey employees and show you are listening.
  • Ramp up employee recognition efforts.
  • Encourage employees to take vacation time.

Contacts

Jamie Stein

ComPsych Corporation

312-451-7160

[email protected]

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SAIC Announces New Industry-Leading Employee Benefits For 2022

Company to take bold steps in expanding flexibility, holiday and other unprecedented benefits aimed at creating a differentiated employee experience that attracts and retains top talent

RESTON, Va.–(BUSINESS WIRE)–Science Applications International Corp. (NYSE: SAIC) today announced a new array of expanded and additional employee benefits for calendar year 2022, designed to provide greater work flexibility, commemorate the Juneteenth holiday and enhance support for employees and their families. These investments are aligned with SAIC’s strategy to deliver an industry-leading employee experience for top talent.

“SAIC is committed to taking meaningful steps to provide an exceptional experience for our employees that further establish our company as the employer of choice in our industry,” said Nazzic Keene, CEO at SAIC. “I am proud that we are providing these market-leading benefits in support of the well-being of our employees and their families. We are increasing our investments in an area of highest priority – our people – because we know an engaged and diverse workforce is vital to the growth and success of our business.”

“Our employees are a critical part of what differentiates SAIC, which is why we are laser-focused on investing back in our people,” said Michelle O’Hara, executive vice president and chief human resources officer at SAIC. “As we optimize our benefits programs with the lens of the future of work, we are embracing and accelerating opportunities to maximize flexibility, grow a diverse and talented workforce and foster an inclusive culture.”

Beginning in 2022, SAIC is enhancing its employee benefits to include the following measures:

  • Expanding flexible work– In addition to supporting greater telecommuting and hybrid work options, SAIC is introducing a 4-day workweek and other alternative work schedule options for its employees.
  • Adding Juneteenth as a paid holiday – Official recognition of Juneteenth is an important demonstration of SAIC’s core value to advance diversity, equity and inclusion, both inside and outside the company. SAIC is honored to be one of the first in the industry to recognize this historically significant day as a paid holiday.
  • Increasing paid family leave– To further support parents and multi-generational families, SAIC is substantially raising paid family leave for the care of a child, spouse or parent and is offering company-subsized backup child care and elder care.
  • Keeping medical costs down – As healthcare costs continue to rise in the U.S., SAIC is fully covering the cost of increases to employee premiums in the company’s medical insurance plans and holding employee premiums flat for the second year in a row.

For more information on SAIC’s commitment to employees, visit www.saic.com/who-we-are/life-at-saic.

About SAIC

SAIC® is a premier Fortune 500® technology integrator driving our nation’s technology transformation. Our robust portfolio of offerings across the defense, space, civilian, and intelligence markets includes secure high-end solutions in engineering, digital, artificial intelligence, and mission solutions. Using our expertise and understanding of existing and emerging technologies, we integrate the best components from our own portfolio and our partner ecosystem to deliver innovative, effective, and efficient solutions that are critical to achieving our customers’ missions.

We are more than 26,500 strong; driven by mission, united by purpose, and inspired by opportunities. SAIC is an Equal Opportunity Employer, fostering a culture of diversity, equity, and inclusion, which is core to our values and important to attract and retain exceptional talent. Headquartered in Reston, Virginia, SAIC has pro forma annual revenues of approximately $7.1 billion.​​​​ For more information, visit saic.com. For ongoing news, please visit our newsroom.

Forward-Looking Statements

Certain statements in this release contain or are based on “forward-looking” information within the meaning of the Private Securities Litigation Reform Act of 1995. In some cases, you can identify forward-looking statements by words such as “expects,” “intends,” “plans,” “anticipates,” “believes,” “estimates,” “guidance,” and similar words or phrases. Forward-looking statements in this release may include, among others, estimates of future revenues, operating income, earnings, earnings per share, charges, total contract value, backlog, outstanding shares and cash flows, as well as statements about future dividends, share repurchases and other capital deployment plans. Such statements are not guarantees of future performance and involve risk, uncertainties and assumptions, and actual results may differ materially from the guidance and other forward-looking statements made in this release as a result of various factors. Risks, uncertainties and assumptions that could cause or contribute to these material differences include those discussed in the “Risk Factors,” “Management’s Discussion and Analysis of Financial Condition and Results of Operations” and “Legal Proceedings” sections of our Annual Report on Form 10-K, as updated in any subsequent Quarterly Reports on Form 10-Q and other filings with the SEC, which may be viewed or obtained through the Investor Relations section of our website at saic.com or on the SEC’s website at sec.gov. Due to such risks, uncertainties and assumptions you are cautioned not to place undue reliance on such forward-looking statements, which speak only as of the date hereof. SAIC expressly disclaims any duty to update any forward-looking statement provided in this release to reflect subsequent events, actual results or changes in SAIC’s expectations. SAIC also disclaims any duty to comment upon or correct information that may be contained in reports published by investment analysts or others.

Contacts

Media:

Brad Bass
240.418.0168 | [email protected]

DirectlyApply Reveals Work Benefits Job-seekers Want Most in the Post-Covid Era

  • 17.5% of job seekers surveyed chose health insurance as their top benefit
  • DirectlyApply surveyed 6,000 job seekers in the two weeks to 11 July 2021
  • Fewer than 1% want free gym membership
  • More women opted for working from home, flexible working and childcare
  • More men chose equal shared parental leave

NEW YORK–(BUSINESS WIRE)–#jobsearch–Workers are in high demand in the USA, with 9.2 million active job openings recorded at the end of May by the Labor Department. Within this landscape, employers are trying to attract candidates with benefits such as signing bonuses and free gym membership.

However, according to original research by job site DirectlyApply, job seekers looking for their next position are less interested in such perks, and instead want healthcare, dental cover, paid vacations and other “fundamental benefits” in the post-Covid era.

DirectlyApply asked 6,000 job seekers to choose what they wanted most in a post-pandemic America from a list of 11 potential job benefits. Perhaps unsurprisingly, given the impact of Covid, the results revealed that health insurance was the winning benefit with 17.5% of the vote.

Next most-popular was paid vacations (15.7%), and dental insurance came a close third at 15%. 401K pension coverage was the fourth most popular with 14%, while vision insurance came in fifth place with 11.9%, and life insurance came sixth with 10.4% of the votes.

At the opposite end of the scale, “softer” benefits were apparently low down on the priority lists of those surveyed during the first two weeks of July 2021. Fewer than 1% opted for free gym membership as their top benefit, while just 2.2% prioritised a signing bonus.

Just 0.5% of respondents chose equal parental leave as their preferred benefit, despite the shift to working from home and the childcare and homeschooling problems caused by the pandemic.

Similarly, only 2.9% of respondents chose childcare, and 3.1% opted for working from home as the benefit they would look for most in a potential workplace. Meanwhile, flexible working hours were the most attractive workplace benefit for just 6.2% of respondents.

There were slight variations in what male and female job seekers wanted most across the USA, with more women choosing working from home, flexible working and childcare than men. By contrast, more men than women opted for equal parental leave.

“In the post-Covid era job seekers are really most attracted to jobs offering fundamental benefits, like healthcare,” said Dylan Buckley, co-founder of DirectlyApply.

“Employers are offering ‘softer’ benefits, such as gym memberships or discounts, but the job applicants we surveyed were only marginally interested in those things.

“Even benefits we’d have expected job seekers to have a greater appetite for as a result of the pandemic, such as childcare, flexible working or equal parental leave, were far outweighed by healthcare, paid vacation and dental care.”

Ends –

Notes to editors

About DirectlyApply

DirectlyApply is the job discovery platform aiming to ensure that anyone can find the job they want. It lets job seekers match their interests and abilities to thousands of roles from great companies that are currently hiring, and offers them powerful tools to help with their search, including a free resumé builder, diversity & inclusion checker and job application tracker. Founded in 2018, DirectlyApply is levelling the playing field. It is the world’s only search engine for jobs you can apply to directly.

Contacts

Abigail Shiers

Sonder London

+447912258967

[email protected]

StataCorp Moves to a 32-hour Workweek to Better Support Employee Health, Satisfaction, and Productivity

COLLEGE STATION, Texas–(BUSINESS WIRE)–StataCorp announced today it will move to a flexible work schedule designed to promote better work-life balance for its employees. Founded in 1983 with headquarters in College Station, TX, StataCorp produces the statistics and data science software Stata.

StataCorp is redefining its full-time workweek for all employees, reducing the standard 40 hours to 32. Employees will either work shorter days or have an extra full day off each week, all without a decrease in pay or benefits. StataCorp President Alan Riley explained, “Our employees produce and support a fantastic software package. We are proud of them and want to make sure they can play as hard as they work.”

StataCorp’s goal with its new flexible schedule is to allow staff more personal time with their families and friends and for their hobbies. It is confident that a better work-life balance will increase both employee satisfaction and productivity.

While employees will enjoy a shorter workweek, StataCorp customers and software users will not experience a decrease in service, responsiveness, or production from the company, which has adjusted its workflow to accommodate its users worldwide.

About StataCorp

For over 30 years, StataCorp has been a leader in statistical and data science software. Stata provides everything for research professionals’ data science needs—data manipulation, visualization, statistics, and reproducible reporting. StataCorp is an Affirmative Action Employer — Minorities/Females/Vet/Disability.

Contacts

StataCorp LLC

Karen Strope

1-800-782-8272

[email protected]

Global Fuze Study Reveals Gaps in Trust & Shifting Attitudes Toward Flexible Work

75 percent of workers believe flexible work should be an essential part of how people work going forward

BOSTON–(BUSINESS WIRE)–Fuze, the leading cloud-based communications provider for the modern global enterprise, today announced the results of a new global study of 8,800 workers, which reveals that as flexible work is increasingly viewed as an expectation for the working world, attitudes continue to vary widely across industries, roles and geographies. The Fuze report, “Flex Study: Global Findings on the Future of Flexible Work,” reinforces that organizations and business leaders should not consider flexible work as a ‘one-size-fits-all’ benefit, but a personalized experience that should be tailored to an individual’s unique work preferences, role within their team, industry practices, aligned to goals and expected outcomes, and established through a foundation of trust.

The Flex Study was unveiled today at the 2021 Flex Summit Week, a week-long virtual event that brings together industry experts and visionaries to discuss how enterprises are embracing flexible work. Results from the study were collected from more than 8,800 frontline and office workers in the United States, United Kingdom, France and Australia, and across a number of core industries, including manufacturing, retail, professional services, financial services, and software and technology.

Among the key findings from the study, 75 percent reported that flexible work should be an essential part of how people work. In most regions, a full-time return to the office or worksite mandate could result in destabilizing job churn. In the UK, US, and Australia, approximately two-thirds of employees (67 percent) would consider finding a new job for greater flexibility in when and how they work. In France, more than half of employees (57 percent) would consider finding a new job for greater flexibility. However, trust in flexible work varies widely across roles. Across all regions, about half (54 percent) of workers think management is more trusting of remote work, while 70 percent of senior leaders believe management is more trusting, highlighting a gap between management’s new-found trust in remote work and employee perception of that trust. The gap in trust toward remote work is also reflected by role, with office workers (73 percent) more likely to say they are more trusting of remote work compared to frontline workers (50 percent). This may be credited to the lack of flexible work options traditionally offered to frontline workers versus office workers.

Other key insights from the report include:

  • Frontline workers perceive flexible work differently than office workers. 42 percent of frontline workers believe management is trustworthy of remote work, compared to 62 percent of office workers. 78 percent of frontline workers also report that their organization requires them to be in their current working location versus only 60 percent of office workers. However, six in 10 (63%) frontline workers say they would be willing to change jobs for more flexibility.
  • Remote workers feel more productive. For those working remotely full-time, 60 percent say they are more productive at home than they were in the office. However, this feeling of productivity varies across regions with 70 percent of Australian respondents saying that they felt more productive versus only 52 percent of UK respondents.
  • Companies must reshape their culture of video meetings to drive engagement. In every industry, every job category, and every region, fewer than 10 percent of workers consider seeing someone’s face the most critical part of an effective meeting. For workers who report being happier at home, if their day is packed with meetings they become less engaged and productive. In fact, 59 percent of respondents say they would like to spend less than two hours a day in video meetings.
  • Companies must establish a structure for the work day to prevent burnout. Only 66 percent of respondents say they are ensuring they take a break every day. In addition, a quarter of respondents report that they find themselves working longer hours since they started working remotely.

“Over the last year, the pandemic forced many organizations to digitally transform and embrace flexible work,” said Brian Day, CEO, Fuze. “While office workers have been at the forefront of the flexible work conversation for years, other segments of the workforce are playing a critical role in the movement’s evolution. This study provides organizations with the foundational data required to inform their approach to flexible work and empower employees to be more engaged and productive.”

To download the full “Flex Study: Global Findings on the Future of Flexible Work” report, click here.

About Fuze

Fuze is a global cloud communications provider for the enterprise. Our intuitive unified communications and contact center platform enables seamless transition between calling, meeting, chatting, and sharing powered by the industry-leading intelligent cloud architecture. Fuze empowers the digital and distributed workforce to communicate anywhere, anytime, and across any device. Founded in 2006, Fuze is headquartered in Boston, MA with offices around the world. For more information, visit fuze.com.

Contacts

Inkhouse for Fuze

Tori Poole

[email protected]