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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]

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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

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Inclusion 2021 – Chats with Cornell Verdeja-Woodson, Director of Diversity, Equity, and Inclusion at Headspace

Ahead of his speaking participation at the online DEI festival, INCLUSION 2021, we caught up with Cornell Verdeja-Woodson, Director of Diversity, Equity, and Inclusion at Headspace, and Founder & CEO of Brave Trainings on his thoughts on Diversity, Equity, Inclusion, and Belonging in the workplace.

Don’t miss your chance to catch Cornell speaking on an exclusive panel discussion at INCLUSION 2021, the leading virtual global business festival dedicated to equity, diversity & inclusion in the workplace.

Discussing Working towards a racially just workforce: One year on from global Black liberation uprisings 2020, Cornell will be joined by Leslie Gray, Head of Diversity & Inclusion and Chief of Staff, Office of the CEO at Mozilla and Asif Sadiq MBE, Senior Vice President, Head of Equity and Inclusion at WarnerMedia International. Together they will tackle:

  • How have the commitments made by companies to address racial inequalities across the world since June 2020 translated into action? Has adequate progress been made in the short term? 
  • What should companies be aiming for in regards to quotas, and what are the pitfalls when quotas are the only driver for race diversity
  • How can companies create a safe work environment for Black and people of colour – what actions can be implemented?
  • There is also an emotional tax associated with being Black in the workplace – what are companies doing to ensure the wellbeing of their BIPOC employees?
  • Who is getting it right and from where can we draw inspiration?

Want to be part of this year’s conversation? Then what are you waiting for? Sign up now and claim your free pass to attend the fastest-growing virtual event in the industry – INCLUSION 2021.

Experience a packed agenda featuring the biggest names in DE&I, interactive workshops and roundtables, plenty of social activities, and regular networking opportunities.

By attending, you will be able to:

  • Learn from in-depth D&I keynotes, case studies and panel discussions
  • Join interactive workshops and roundtables
  • Connect with essential D&I contacts at our online diversity exhibition
  • Grow your network during our INCLUSION social hour meetups
  • Discover how to support minorities, heal divides and increase staff unity

Hear from our incredible high profile line-up of 75+ expert speakers leading the charge for diversity, equity, and inclusion change in the workplace, including:

Visual Portfolio, Posts & Image Gallery for WordPress
Rashmi Verma, Global Head of Diversity & Inclusion at HUGO BOSS
Joseph Nwosu, Co Lead of the Black at Experian Network (ERG) at Experian
Cecilia Weckstrom, Senior Global Director, Head of Diversity, Inclusion & People Innovation at LEGO Group
Michael Vermeersch, Digital Inclusion Lead & Chair, UK Disability ERG at Microsoft
Michael Anaman, Head of Service Delivery and Head of Inclusion at NOW TV
Putri Realita, Global Diversity and Inclusion Lead at Danone
Leslie Gray MBA, Head of Diversity & Inclusion and Chief of Staff, Office of the CEO at Mozilla
Abigail Wilmore , Chief People Officer at Stella McCartney

Become a show sponsor…

Join RW3, WorkJam, Personio and BiasProof in the movement for change. Becoming an official partner or exhibitor at INCLUSION 2021 will help raise your visibility, connect with your target audience, develop your talent pipeline and improve your profitability. Position your brand as a real leader in the global movement for D&I change in the workplace. Click here for more information.

We can’t wait to see you in October. Tickets are limited, so make sure to grab yours now before they run out.

Thank you to all our sponsors:

Platinum Sponsor

Culture Wizard by RW3 - Global Inclusion Experts

Gold Sponsor

WorkJam

Silver Sponsors

Personio - The HR Operating System
BIASPROOF

Partners

Inclusion 2021 Partners - OutBuro LGBTQ Professionals lesbian gay bisexual transgender nonbinary queer onlin networking community job listings

Our Partner Charity

autistica

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Inclusion 2021 Summit – Equity, Diversity, and Inclusion in the Workplace

Don’t miss your chance to catch an exclusive panel discussion at INCLUSION 2021, the leading virtual global business festival dedicated to equity, diversity & inclusion in the workplace. OutBüro is a partner and will be hosting LGBTQ+ Inclusion break-out sessions and available in the main lobby for additional information and engagement.

Discussing Wellbeing in a Post-Pandemic World – Defining Expectations and Reprogramming Routines, Anna Mouchref, Leading Culture & Diversity, Siemens Digital Industries; Praveen Gopalan, Environmental Sustainability & Employee Engagement Programme Manager for BBC Studios and Dr. Shaun Davis, Global Director of Safety, Health, Wellbeing & Sustainability, Royal Mail will cover:

  • What impact has the pandemic had on employee wellbeing over the last year – can this be measured, and if so, how?
  • As many organisations move to a hybrid workforce model, what should be considered and implemented in terms of employee wellbeing?
  • What steps can and should leaders take to role-model behaviours, to promote a culture of wellbeing among their workforce?
  • Why is a more holistic relationship between work and life more beneficial and what has been the impact of the pandemic
  • How can you stay agile and review the approach to wellbeing in response to changing external factors?

Want to be part of this year’s conversation? Then what are you waiting for? Sign up now and claim your free pass to attend the fastest-growing virtual event in the industry – INCLUSION 2021.

Experience a packed agenda featuring the biggest names in DE&I, interactive workshops and roundtables, plenty of social activities and regular networking opportunities.

By attending, you will be able to:

  • Learn from in-depth D&I keynotes, case studies and panel discussions
  • Join interactive workshops and roundtables
  • Connect with essential D&I contacts at our online diversity exhibition
  • Grow your network during our INCLUSION social hour meetups
  • Discover how to support minorities, heal divides and increase staff unity

Hear from our incredible high profile line-up of 75+ expert speakers leading the charge for diversity, equity, and inclusion change in the workplace, including:

Visual Portfolio, Posts & Image Gallery for WordPress
Rashmi Verma, Global Head of Diversity & Inclusion at HUGO BOSS
Joseph Nwosu, Co Lead of the Black at Experian Network (ERG) at Experian
Cecilia Weckstrom, Senior Global Director, Head of Diversity, Inclusion & People Innovation at LEGO Group
Michael Vermeersch, Digital Inclusion Lead & Chair, UK Disability ERG at Microsoft
Michael Anaman, Head of Service Delivery and Head of Inclusion at NOW TV
Putri Realita, Global Diversity and Inclusion Lead at Danone
Leslie Gray MBA, Head of Diversity & Inclusion and Chief of Staff, Office of the CEO at Mozilla
Abigail Wilmore , Chief People Officer at Stella McCartney

Become a show sponsor…

Join RW3, WorkJam, Personio and BiasProof in the movement for change. Becoming an official partner or exhibitor at INCLUSION 2021 will help raise your visibility, connect with your target audience, develop your talent pipeline and improve your profitability. Position your brand as a real leader in the global movement for D&I change in the workplace. Click here for more information.

We can’t wait to see you in October. Tickets are limited, so make sure to grab yours now before they run out.

Thank you to all our sponsors:

Platinum Sponsor

Culture Wizard by RW3 - Global Inclusion Experts

Gold Sponsor

WorkJam

Silver Sponsors

Personio - The HR Operating System
BIASPROOF

Partners

Inclusion 2021 Partners - OutBuro LGBTQ Professionals lesbian gay bisexual transgender nonbinary queer onlin networking community job listings

Our Partner Charity

autistica

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It Can Take Eight Months Before New Starters Become Productive at Work

Employers must ensure their onboarding programs are more effective

NEW YORK–(BUSINESS WIRE)–#Questionmark–Employers are taking too long to get new joiners up to speed. While firms are desperate for new modern skills to deal with the challenges of a shifting business landscape, research shows that it can take between three to eight months for employees to become fully productive.1

The new Questionmark report “Getting the Best on Board” explores the importance of a structured onboarding process to setting staff up for success. Team members that receive effective onboarding are 18 times more likely to feel committed to their organization.2 Staff who have a negative onboarding experience are twice as likely to leave.3

Despite the importance of onboarding, the report notes five common challenges that make it difficult to achieve:

  1. Diverse starting points – it is hard for a manager to get a clear read on a person’s previous experience and gaps in their knowledge.
  2. Difficult to measure success – it might take several months for a manager to realize that a new joiner did not learn what they should have during the onboarding process.
  3. Information overload – five to ten departments are often involved in a company’s onboarding process.4 Without structured and prioritized content, a new starter will likely be overwhelmed.
  4. Time restraints – for a manager, taking time out for training and inducting a team member may not feel like a priority. But failing to make it one soon proves a false economy.
  5. Remote onboarding – some 37% of respondents said they had experienced a significant problem with the remote onboarding process.5

John Kleeman, Founder of Questionmark, said: “Assessing the skills of workers before, during and after the onboarding process can give leaders the information they need to check it is working and unlock performance. Assessments show an individual’s starting point, enabling information and training to be tailored and prioritized. Tests during the process indicate whether the information and procedures are being understood. Tests later down the line show whether the information has stuck.”

Managers can use online assessments to check that new workers have understood crucial policies and procedures such as security and health and safety. With information from assessments, employers can make better decisions about a team member’s job readiness.

Read the full report: “Getting the Best on Board: using staff assessments to get new workers on board and up to speed as quickly as possible, with the modern skills to thrive”.

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 A range of sources indicate a long period of time that it takes to get new starters working at their most productive. Here are two examples: https://hronboard.me/blog/5-ways-to-fast-track-productivity-in-new-starters/

https://www.intuition.com/how-to-maintain-momentum-for-onboarding-programs/

2 https://www.bamboohr.com/resources/infographics/the-incredible-impact-of-effective-onboarding/

3 https://digitate.com/blog/automation-and-ai-superheroes-in-disguise/

4 https://typelane.com/6-reasons-employee-onboarding-is-broken/

5 https://www.clickboarding.com/impact-of-covid-on-employee-onboarding/

Contacts

US: Kristin Bernor, external relations: [email protected] +1 203.349.6438

UK: Peter Sigrist: [email protected] +44 7720 056 981

Australia and New Zealand: Chelsea Dowd: [email protected] +61 2 8073 0527

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New Study From Mind Share Partners In Partnership With Qualtrics And ServiceNow: Employee Mental Health Challenges Now Impact The Majority Of U.S. Workers—Persisting Longer And Pushing More Employees To Leave Their Jobs

Follow-On Study Offers A Rare Pre- And Post-Pandemic Comparison On The State Of Workplace Mental Health And Spotlights The Heightened Stakes For Employers

SAN FRANCISCO–(BUSINESS WIRE)–Mind Share Partners, a national nonprofit that is changing the culture of workplace mental health, launched “Mind Share Partners’ 2021 Mental Health at Work Report in partnership with Qualtrics and ServiceNow”—a study that explores mental health, stigma, and work culture in U.S. workplaces. This year’s study is sponsored by ServiceNow and Morrison & Foerster and is a follow-on to the 2019 Mental Health at Work Report.

Read more about the findings in our Harvard Business Review article.

The study reveals that mental health challenges are impacting a majority of U.S. workers at all levels of seniority for significant periods of time. 76% of full-time U.S. workers reported experiencing at least one symptom of a mental health condition in the past year (a 29% increase from 2019), with 80% of study respondents reporting their symptoms cumulatively lasting a month or more, and 36% reporting symptoms lasting five months to an entire year. Executive and C-level employees were more likely to report experiencing at least one mental health symptom, compared to managers and individual contributors.

With a growing dialogue around “The Great Resignation,” there are clear correlations to employers losing talent due to unsupported mental health challenges. The study found that 50% of respondents had left a previous role at a company due, at least in part, to mental health reasons, compared to 34% in 2019. This number grows to 81% for Gen Z and 68% for Millennial respondents.

“Prior to the pandemic, U.S. employers had just begun to acknowledge the prevalence and impact of mental health challenges at work, the need to address stigma, as well as the emerging link to diversity, equity, and inclusion (DEI),” said Kelly Greenwood, Founder & CEO of Mind Share Partners.

“The stakes have been raised. Companies must move from viewing mental health as an individual’s responsibility to a collective priority. The future of workplace mental health demands culture change. Everyone within an organization plays a unique role in creating a mentally healthy workplace, with leadership paving the way. We can’t afford to go back to ‘business as usual’. Now is the time to be intentional and imagine what work could be—with more vulnerability, compassion, and sustainable ways of working,” Greenwood said.

Other Key Findings Include:

Workplace factors have a clear impact on mental health.

  • 84% of study respondents reported at least one workplace factor that negatively impacted their mental health in the past year—the most common being emotionally draining work (37%).
  • Employers’ return to office plans are negatively impacting mental health. The most common ways were the policies themselves around in-person vs. remote work after the pandemic (41%) and lack of work-life balance or flexibility based on the policy (37%).
  • The study found that employees who have felt supported by their employers with the pandemic, racial injustices, return to office planning, and/or mental health overall have better mental health and engagement outcomes.

Employees are talking about mental health more, but their comfort levels and experience of these conversations are still mixed.

  • Two-thirds (65%) of study respondents reported having talked about their mental health to someone at work in the past year—a 63% increase from 40% in 2019.
  • 41% of study respondents felt comfortable talking to their colleagues about their own mental health—a 46% increase from 2019 (28%); 40% felt comfortable talking to managers—a 38% increase from 2019 (29%); and 37% to HR—a 48% increase from 2019 (25%).
  • Only 49% of respondents described their experience of talking about mental health at work as positive or that they received a positive or supportive response—comparable to rates in 2019 (48%).

Diversity, equity, and inclusion (DEI) programs continue to play a strong role in workplace mental health, but significant investment and commitment are needed to alleviate disproportionate challenges exacerbated by the events of 2020, including, but not limited to, systemic racism and trauma experienced by Black employees and school closures due to Covid-19 impacting parents and caregivers.

  • Younger workers (i.e., Gen Z and Millennial respondents), caregivers, and respondents from historically underrepresented communities (including LGBTQ+, transgender, Black, and Latinx respondents) tended to be more likely to experience mental health symptoms, more likely to say that work or the workplace environment negatively impacted their mental health, and more likely to have left a previous role due, at least in part, to mental health reasons.
  • Asian Americans and Pacific Islanders were among those who felt the least supported amidst the pandemic and racial hate crimes / injustices, alongside Native American respondents for the pandemic, and mixed-race respondents for the racial hate crimes / injustices.

Employers are investing more into mental health and employees are increasingly drawn to day-to-day support versus temporary, Band-Aid solutions.

  • Resources provided by employers to employees grew since the pandemic, including extra paid time off (55% growth), mental health days (41% growth), and mental health training (33% growth).
  • There was significant growth in the use of accommodations by employees.
  • The “resource” most desired by respondents (31%) was a more open culture around mental health.

Employers are deepening their investment in supporting mental health at work through company culture, but still haven’t achieved true culture change.

  • 32% more respondents believe that mental health was actually prioritized at their company (54% in 2021; 41% in 2019).
  • 27% more respondents believe their company leaders were advocates for mental health at work (47% in 2021; 37% in 2019). 21% more respondents believe that their manager was equipped to support them if they had a mental health condition or symptom (47% in 2021; 39% in 2019).

The study indicates an overarching theme that the future of workplace mental health is through employer investment in culture change—including sustainable ways of working. Employers must shift their view of mental health from being an “individual’s issue” to a company priority. Mind Share Partners’ Ecosystem of a Mentally Healthy Workplace Framework highlights how everyone within an organization has a role in influencing and changing the broader culture around work and mental health.

“The past year has highlighted the impact mental health has had on so many of our colleagues and employees,” said Qualtrics Chief People Officer Julia Anas. “Whether employees need someone to talk to, flexibility to take care of themselves, their families and friends, or recognition for their success, it’s imperative that company leaders listen, understand, and lead with empathy in helping employees find solutions. Each individual is unique, so there is not a one-size-fits-all approach, but it starts with listening, followed by taking action.”

“We are not the same workers we once were,” said Nick Tzitzon, Chief Strategy and Corporate Affairs Officer at ServiceNow. “As leaders, we need the grace and imagination to open the conversation about mental health, starting and supporting frank, sometimes difficult, conversations in the workplace.”

This study is based on collected responses from 1,500 individuals via an online survey from May 21, 2021 to June 18, 2021 through Qualtrics. To download the full findings please visit: www.mindsharepartners.org/mentalhealthatworkreport-2021-download

About Mind Share Partners

Mind Share Partners is a national nonprofit that is changing the culture of workplace mental health so that both employees and organizations can thrive. It does this by building public awareness, hosting communities to support employee resource groups (or affinity groups) and professionals, and providing workplace mental health training and strategic advising to leading companies. Learn more at www.mindsharepartners.org.

About Qualtrics

Qualtrics, the world’s #1 Experience Management (XM) provider and creator of the XM category, is changing the way organizations manage and improve the four core experiences of business—customer, employee, product, and brand. Over 13,500 organizations around the world are using Qualtrics to listen, understand, and take action on experience data (X-data™)—the beliefs, emotions, and intentions that tell you why things are happening, and what to do about it. To learn more, please visit qualtrics.com.

About ServiceNow

ServiceNow (NYSE: NOW) is making the world of work, work better for people. Our cloud‑based platform and solutions deliver digital workflows that create great experiences and unlock productivity for employees and the enterprise. For more information, visit: servicenow.com.

Contacts

Nina Tomaro

Marketing and Communications Lead

Mind Share Partners

[email protected]

Erica Evans

Qualtrics Public Relations

[email protected]

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Dorsey Commits to Inclusion Blueprint

One of 50 Firms to “Do Something Hard” Actions to Improve Inclusion and Equity

MINNEAPOLIS–(BUSINESS WIRE)–#DEI–International law firm Dorsey & Whitney is pleased to announce that the Firm has committed to take one “Do Something Hard” action as part of the 2021 Inclusion Blueprint.

Dorsey is one of 50 law firms that are participating in the Inclusion Blueprint, a collaborative project between Diversity Lab and ChIPs. The project provides a first-of-its-kind tool to measure inclusion actions that law firms can and should employ—at both the leadership and practice group levels—to ensure that historically underrepresented lawyers have fair and equal access to quality work, influential sponsors and clients, and other opportunities.

The assessment includes three main categories for law firms to track, measure, and benchmark their diversity and inclusion efforts at the leadership and practice group levels: (1) current diversity representation thresholds and year-over-year progress; (2) ongoing inclusion practices and activities; and (3) a commitment to “hard” actions to be implemented over the next year.

The public commitments to “Do Something Hard” are a new addition to this year’s assessment. Following George Floyd’s murder in 2020, many law firms issued statements confirming their commitment to racial equality and ensuring that all individuals are treated fairly in the workplace and beyond. “Research shows that real change requires actions that are meaningful, sustained long term, and measurable—not just statements,” said Erin Hichman, Diversity Lab’s Director of Data Management. “The ‘Do Something Hard’ actions, when put in place by firm management and supported by all partners at the practice group level, signal that they are serious about and committed to making their own group’s systems more equitable.”

The actions at the Leadership level include: (1) 50 hours of billable credit for DEI contributions; (2) partner and/or practice group leader compensation linked to DEI; and (3) pay and origination credit equity gap analyses for partners.

The actions at the Practice Group level include: (1) matter credit for diverse lawyers for new and expanding work; (2) client team diversity and direct access; and (3) an Ally Action Pledge.

By committing to the first Leadership action, Dorsey will go beyond simply offering 50 hours of “billable credit” to lawyers for meaningful contributions to diversity and inclusion at the Firm and in the profession by tracking and measuring whether those hours are being used equally by various demographic populations and making changes to remedy unequal distribution across various demographic populations.

As part of their commitment to these actions, the participating firms’ leaders will report their progress to Diversity Lab and also participate in the 2022 Inclusion Blueprint to remain accountable to these actions.

Read more about Dorsey and the law firms that have publicly committed to implement the actions at the Leadership and Practice Group levels by January 2022.

“Dorsey knows that real change requires action, not just statements,” said Dorsey Managing Partner Bill Stoeri. “We believe that the ‘Do Something Hard’ actions will lead to improvements in how we operate our business and in how our policies and practices impact colleagues and clients. We are dedicated to improvement both inside and outside our Firm.”

About Dorsey & Whitney LLP

Clients have relied on Dorsey since 1912 as a valued business partner. With locations across the United States and in Canada, Europe and the Asia-Pacific region, Dorsey provides an integrated, proactive approach to its clients’ legal and business needs. Dorsey represents a number of the world’s most successful companies from a wide range of industries, including leaders in banking & financial institutions, development & infrastructure, energy & natural resources, food, beverage & agribusiness, healthcare and technology, as well as major non-profit and government entities. www.dorsey.com

Contacts

Jeri Longtin-Kloss

612.492.5315

[email protected]

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Voya Financial recertified as a “Great Place to Work”

Voya has earned certification for six consecutive years

NEW YORK–(BUSINESS WIRE)–Voya Financial, Inc. (NYSE: VOYA), announced today that it has been certified as a “Great Place to Work” by the independent analysts at Great Place to Work® — the global authority on high-trust, high-performance workplace cultures — for the sixth consecutive year (2016-2021). This year, 85% of surveyed employees said it’s a great place to work – 59% higher than the average U.S. company.


Voya’s recertification as a Great Place to Work reflects our shared commitment to build and maintain a culture of inclusion and achievement for our colleagues, clients and communities,” said Chairman and CEO Rodney O. Martin, Jr.

Voya Financial earned this recertification based on ratings provided by more than 1,700 of its employees in a survey administered by the Great Place to Work® Institute. Highlights from the survey results include:

  • 94 percent of employees say they feel good about the ways Voya contributes to the community.
  • 92 percent of employees say that when you join Voya, you are made to feel welcome.
  • 91 percent of employees say they are able to take time off from work when they think it’s necessary.

Since 1992, Great Place to Work® have surveyed more than 100 million employees worldwide and used those deep insights to define what makes a great workplace: trust. Their employee survey platform empowers leaders with the feedback, real-time reporting and insights they need to make data-driven people decisions. Everything they do is driven by the mission to build a better world by helping every organization become a great place to work For All™.

Voya Financial’s full results are available at https://www.greatplacetowork.com/certified-company/5003453.

About Voya Financial®

Voya Financial, Inc. (NYSE: VOYA), provides health, wealth and investment solutions that enable its approximately 14.8 million individual, workplace and institutional clients to achieve their financial wellness goals with confidence. With a vision to be America’s Retirement Company®, Voya’s products, solutions and digital capabilities help create a better financial future for all. Voya is a Fortune 500 company that had $7.6 billion in revenue in 2020 and $721 billion in total assets under management and administration as of June 30, 2021. Certified as a “Great Place to Work” by the Great Place to Work® Institute, Voya is equally committed to conducting business in a way that is socially, environmentally, economically and ethically responsible. Voya has earned recognition as one of the World’s Most Ethical Companies® by the Ethisphere Institute; as the No. 1-ranked financial services firm among Barron’s 100 Most Sustainable Companies for three consecutive years; as a member of the Bloomberg Gender Equality Index; and as a “Best Place to Work for Disability Inclusion” on the Disability Equality Index. For more information, visit voya.com. Follow Voya Financial on Facebook, LinkedIn and Twitter @Voya.

VOYA-IR

Contacts

Mary Beth Conklin

Voya Financial

Phone: (423) 596-1449

[email protected]

Isabela Jacobsen

Voya Financial

Phone: (860) 510-1921

[email protected]

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UKG Named Top Company for Women Technologists

LOWELL, Mass. & WESTON, Fla.–(BUSINESS WIRE)–UKG (Ultimate Kronos Group), a leading global provider of human capital management (HCM), payroll, HR service delivery, and workforce management solutions, announced today it has been named a 2021 AnitaB.org Top Companies for Women Technologists Leader. The national program recognizes companies building workplaces where women can thrive in technology, and UKG scored in the top-25th percentile of companies with 1,000–10,000 technical employees.

“It’s an honor for UKG to be recognized among the great tech companies that continue to blaze a path for women to succeed at all levels,” said Cecile Alper-Leroux, group vice president of research and innovation at UKG. “It’s clear that when businesses prioritize diversity, belonging, and compassion, we all succeed. We commend AnitaB.org for helping to empower women in the workplace and salute the top companies at the forefront of this continued movement, but we must also recognize that there is still work left to do. It’s up to us to build upon the current momentum to ensure that all women — not just in tech — across generations, race, and ethnicity have the opportunities, resources, and full support to lead organizations into the future.”

This is the second consecutive year UKG has been featured on the AnitaB.org Top Companies for Women Technologists list, and the third award this month recognizing UKG as a best workplace for women across the world. UKG was named to India’s Best Workplaces for Women list by Great Place to Work and ranked #16 on Fortune’s Best Workplaces for Women U.S. list. These accolades were based on the company’s 2020 Great Place to Work Certification™, before UKG acquired Great Place to Work1 on September 1, 2021.

As part of its inclusive culture, UKG offers several Diversity Networks for employees, which includes FIRE (Female Inclusion, Resilience, and Excellence) Up, an employee resource group with a mission to cultivate an inclusive and supportive community of change through the power of growth, allyship, and networking to advance equity for all women. Ultimately, members of FIRE Up work to create a global workplace where women are empowered, enabled, and equal.

UKG offers a comprehensive benefits program intentionally designed to serve employees at every stage of their careers and lives. This includes fully paid healthcare premiums for employees and their families; a 45% dollar-for-dollar match on 401(k) contributions, with no cap, up to federal limits; fully paid maternity, paternity, and adoptive leave, with financial assistance for those who adopt; a student loan repayment assistance program; a global scholarship program for children of UKG employees; a kids’ sponsorship program with stipends to help cover the cost of children’s extracurricular activities; and free school tutoring services for employees’ children. During the COVID-19 pandemic, UKG also offered free virtual kids’ camps, with a variety of age-tailored activities and craft projects to help parents balance working virtually while home-schooling their children.

“At UKG, we’re actively working every day to develop programs and practices that will best support our people as individuals and help them achieve their professional and personal goals,” said Brian Reaves, chief belonging, diversity, and equity officer at UKG. “We’re proud to have achieved this recognition, though we will never grow complacent as we continue to live our core values and deliver on the UKG promise. Our purpose is people, and we set out to show that in every action.”

More than 50 companies participated in AnitaB.org’s 2021 Top Companies program, representing the experiences of more than 140,000 women technologists. In determining the list, AnitaB.org evaluated each company on two main categories: representation (80% of overall score), which measured several data-based metrics; and beyond representation (20%), which evaluated company programs, policies, benefits, career-development opportunities, and more.

Supporting Resources

About UKG

At UKG (Ultimate Kronos Group), our purpose is people. Built from a merger that created one of the largest cloud companies in the world, UKG believes organizations succeed when they focus on their people. As a leading global provider of HCM, payroll, HR service delivery, and workforce management solutions, UKG delivers award-winning Pro, Dimensions, and Ready solutions to help tens of thousands of organizations across geographies and in every industry drive better business outcomes, improve HR effectiveness, streamline the payroll process, and help make work a better, more connected experience for everyone. UKG has 13,000 employees around the globe and is known for an inclusive workplace culture. The company has earned numerous awards for culture, products, and services, including consecutive years on Fortune’s 100 Best Companies to Work For list. To learn more, visit ukg.com.

Copyright 2021 UKG Inc. All rights reserved. For a full list of UKG trademarks, please visit ukg.com/trademarks. All other trademarks, if any, are property of their respective owners. All specifications are subject to change.

Footnote 1: UKG is no longer eligible to rank on any global Great Place to Work lists based on the company’s 2021 Great Place to Work Certification. All previously publicized Best Workplaces rankings were based on employee Trust Index surveys conducted in 2020.

Contacts

UKG Contact:
Darlene Marcroft

+1 954 331 7444

[email protected]

For Sales Information:
UKG

+1 800 432 1729

ukg.com

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Citrix® Arms Companies in War for Talent

New survey provides insights into global worker shortage and actions businesses can use to mitigate its impact

FORT LAUDERDALE, Fla.–(BUSINESS WIRE)–Workers are leaving jobs like never before, and it’s causing a shortage of talent that has companies around the globe reeling. According to a survey conducted by Citrix Systems, Inc. (NASDAQ: CTXS), 40 percent of 1,000 knowledge workers in the US have left at least one job in the past year or are considering doing so. What’s behind the “Great Resignation?” And what can enterprises do to mitigate its impact?

“It’s clear from our research that employees today are willing to jump ship for jobs that give them the freedom to do meaningful work from the location of their choice and provide equal opportunities to contribute and advance their careers,” said Tim Minahan, Executive Vice President of Strategy, Citrix. “And in order to attract the workers they need to move their business forward in one of the tightest labor markets the world has ever seen, companies will need to serve them up.”

Among the key findings of the Citrix survey:

Workers aren’t Freaking Out

Workers are burned out, and 35 percent of respondents to the Citrix survey say it has caused them to leave a job. But they aren’t freaking out. When asked why they opted to move on, only 6 percent said they “panicked and made an emotionally driven decision.”

  • 33 percent just wanted to try something new
  • 13 percent saw it as a way to inject certainty into their future and regain some of the control they’ve lost during the pandemic

Money isn’t Everything

Salary and benefits are important. But they aren’t what’s inspiring workers to seek new roles. Among the participants surveyed who have changed jobs in the last 12 months:

  • 53 percent took a pay cut
  • 60 percent joined startups and accepted equity in exchange for salary

Flexibility is Key

Today’s workers prefer flexible arrangements that give them the freedom to choose where they work best, including at home, in the office or on the road.

  • 80 percent of respondents to the Citrix survey said it was “very” or “somewhat” important that they be able to work from anywhere
  • 55 percent said they would accept a pay cut in return for the ability to do so

Employee Experience has Never Mattered More

Modern workers want to engage in innovative work, be productive and make meaningful contributions to the business that are valued without interference from complex technology and processes. And as the Citrix survey reveals, they’re likely to move on if they can’t:

  • 60 percent of workers polled left jobs for positions that provide more opportunities to innovate and try new things
  • 38 percent were not engaged in or passionate about their former role
  • 31 percent were frustrated by overly complicated technology and processes
  • 47 percent believe they can do more meaningful work in their new roles
  • 47 percent feel their contributions are valued and recognized

Fear of the Digital Divide is Real

The global pandemic has made clear that remote work can boost employee engagement and productivity. But as companies transition to hybrid models, there is fear it will open a new digital divide. And it is not unfounded.

“If left unchecked, hybrid models can quickly establish two classes of workers and infuse the workplace with inequity and bias,” Minahan said.

Respondents to the Citrix poll support this notion:

  • 38 percent believe remote employees will be at a career disadvantage for not working out of a central office location
  • 47 think they will be less likely to be considered for promotion/advancement opportunities

In addition to why workers are leaving jobs, the Citrix survey also sought to understand what keeps them around. Of the respondents who indicated they have not changed jobs,

  • 53 percent like what they do
  • 41 percent say their benefits are competitive and beyond financial security, provide for their physical and mental well being
  • 40 percent can work flexibly
  • 34 percent feel trusted and empowered to work when and how they work best
  • 27 percent are afraid to make a change given the ongoing uncertainty
  • 22 percent say their company invests in their development and provides opportunities to advance
  • 12 percent will lose stock options or a retirement plan if they leave

“The battle for workers has never been more fierce,” Minahan said. “To remain vibrant, companies must embrace flexible work models that allow them to find talent where it lives. And to keep it, they must create an equitable environment in which employees can engage and collaborate in a transparent and efficient way regardless of where they are located.”

And this is where digital workspaces come into play.

“Organizations that provide employees with tools that remove the friction from work and enable them to be and do their best will ultimately thrive,” Minahan said. “Because when employees feel empowered by the solutions they use rather than hamstrung by them, they can focus, innovate and deliver value.”

Citrix provides a complete digital workspace platform that companies can use to enable hybrid work and create the space employees need to succeed, wherever they happen to be. Click here to learn more about the company’s solutions and how they can empower your team to be and do their best.

About Citrix

Citrix (NASDAQ: CTXS) builds the secure, unified digital workspace technology that helps organizations unlock human potential and deliver a consistent workspace experience wherever work needs to get done. With Citrix, users get a seamless work experience and IT has a unified platform to secure, manage, and monitor diverse technologies in complex cloud environments.

For Citrix Investors:

This release contains forward-looking statements which are made pursuant to the safe harbor provisions of Section 27A of the Securities Act of 1933 and of Section 21E of the Securities Exchange Act of 1934. The forward-looking statements in this release do not constitute guarantees of future performance. Those statements involve a number of factors that could cause actual results to differ materially, including risks associated with the impact of the global economy and uncertainty in the IT spending environment, revenue growth and recognition of revenue, products and services, their development and distribution, product demand and pipeline, economic and competitive factors, the Company’s key strategic relationships, acquisition and related integration risks as well as other risks detailed in the Company’s filings with the Securities and Exchange Commission. Citrix assumes no obligation to update any forward-looking information contained in this press release or with respect to the announcements described herein. The development, release and timing of any features or functionality described for our products remains at our sole discretion and is subject to change without notice or consultation. The information provided is for informational purposes only and is not a commitment, promise or legal obligation to deliver any material, code or functionality and should not be relied upon in making purchasing decisions or incorporated into any contract.

© 2021 Citrix Systems, Inc. Citrix, the Citrix logo, and other marks appearing herein are the property of Citrix Systems, Inc. and may be registered with the U.S. Patent and Trademark Office and in other countries. All other marks are the property of their respective owners.

Contacts

Media Contact:
Karen Master

Citrix

+1 216-396-4683

[email protected]