Survey Finds 63 Percent of Employees Lack Confidence in Their Companys Return-to-Work Strategy Up 16 Percent From Spring 2021 OutBuro lgbtq employees networking online community

Survey Finds 63% of Employees Lack Confidence in Their Company’s Return-to-Work Strategy, Up 16% From Spring 2021

Humanyze’s second 2021 Future of Work Report reveals work’s evolution during the pandemic and workforce sentiments about the post-pandemic future of the workplace

BOSTON–(BUSINESS WIRE)–Humanyze, a leader in workplace analytics, today released the second installment of the 2021 Future of Work Report, a holistic analysis of the evolution of work throughout the pandemic and employee sentiments about the post-pandemic future of the workplace. Nearly 2,300 survey responses were collected from individual employees and people managers, and compared to responses from the spring 2021 report, to identify key changes over the last 6 months. The findings from both surveys were then measured against data from the Humanyze Platform to compare how employees and managers feel, with how they actually work.

“Looking at subjective workforce sentiments and how work objectively gets done within organizations gives us a holistic view of the pandemic’s impacts and what this could mean for the future of work post-COVID,” said Taemie Kim, Co-founder and Chief Scientist, Humanyze. “Measuring our own analytics against these survey responses revealed that, although employees seem to be effectively adapting to remote work as the pandemic continues, many challenges and concerns remain.” At a time when employee attrition and operational resilience are top concerns for employers, the report’s latest findings further emphasize the importance of a data-driven, people-centric approach to workplace decision-making.

Biggest Challenges & What’s At Risk

When asked about their greatest work challenge during the pandemic, the top response for employees was work-life balance, followed by the lack of informal social interactions with colleagues, managers, and leadership. Managers, on the other hand, listed employee attrition and disengagement as their main hurdle, followed by decreased productivity. “A big driver of employee engagement and productivity is the ability to seamlessly interact with coworkers, which was obviously hindered after the abrupt shift to remote work in 2020,” said Ben Waber, Co-founder and President of Humanyze. “If employees feel disconnected from the organization, it ultimately seeps into disengagement with the work itself.”

After the start of the pandemic, Humanyze observed a 21% decrease in collaboration with “weak ties,” peripheral colleagues that you interact with less frequently but are essential for engagement, knowledge-sharing, and innovation. While this remains the case today, not all employee collaboration has suffered. Compared to pre-pandemic, Humanyze data shows meaningful increases in cross-level, cross-team collaboration, and communication between employees and their immediate colleagues and managers. “Interestingly, our data shows employees are changing how they work, and doing so in ways that can actually help address many of the challenges mentioned in the surveys,” said Waber. “Remote work undeniably comes with its challenges, but it’s also showing us that employees can adapt over time.”

Shaping the Post-Pandemic Future of Work

Although employees and managers seem to be adapting to remote work and collaborating more effectively since the start of the pandemic, one of the more concerning recent takeaways is an increased lack of employee confidence in their company’s future of work. Of those surveyed, 63% lack full confidence in their company’s post-pandemic workplace strategy being the right decision for employees, compared to 46% in April 2021.

Survey findings demonstrate a need for better communication and transparency from executive leadership, with over 50% of employees reporting they do not feel fully informed about their company’s post-COVID plans or how decisions get made. Around 20% of managers cited having absolutely no involvement or say, showing leaders have significant work ahead of them to achieve a more inclusive, transparent culture.

Although more than half of managers cited the use of employee surveys to understand employee preferences, 70% reported their company is not leveraging any other data or workplace technologies to inform strategies. This shows that, even in the digital age, objective data is still not a driving force for informing critical business and people decisions.

“Without effective communication or the necessary supporting data to inspire confidence in the company’s strategy, it makes perfect sense employees have these concerns and doubts,” added Waber. “As we see from our own data, employees have proven their resiliency in times of change, but leadership must establish trust in order to retain and support their people.”

What Managers and Employees Want

One key takeaway from the fall survey is that employees want continued flexibility, but still value the benefits of working with colleagues in-person. Although the majority of employees remain open to going back to the office in some capacity and listed in-person collaboration with colleagues and leaders as their top reason for doing so, 37% continue to agree they’d prefer to not go in at all.

When asked about their preferences in a hybrid work scenario, employees and managers both expressed a desire for thoughtfully-planned coordination. Forty percent of employees would want a fixed return-to-office schedule where they see the same people each time, while 45% of managers also ranked a fixed schedule as their top preference.

“Companies must realize, every team is different,” said Kim. “While a universally equal policy from the top down might sound best, and may be easiest, it impacts groups differently. Where it works for some, it fails for others. Therefore, manager input and employee surveys combined with leveraging available data and tools are critical to correctly identifying individual teams’ best working styles for post-pandemic planning.”

Behind the Survey & Data

In October 2021, Humanyze collected responses from nearly 1,000 managers and 1,265 employees through a third-party provider and compared these findings to results from the first 2021 Future of Work installment released in April. In spring 2021, only employees were surveyed, whereas the fall survey included both employees and people managers.

Survey findings were then measured against data from the Humanyze Platform, which leverages decades of MIT Research and billions of anonymous workplace interactions from large global companies to measure how, where, and with whom work gets done.

To learn about the report findings and hear from industry experts as they discuss the Future of Work, join Humanyze alongside thought leaders from Nike and Co3 for a webinar on Wednesday, Nov. 17th. To attend, register here.

To download the complete Fall 2021 Future of Work Report, visit humanyze.com/report-2021-fall-future-of-work/.

About Humanyze

Humanyze is a leading global provider of workplace analytics solutions, helping business leaders improve organizational effectiveness, a critical driver of financial performance. Enterprises use the Humanyze Platform’s data-driven benchmarks, indicators, and metrics within the categories of employee engagement, team productivity, and organizational adaptability, to inform and accelerate better management, HR, and workplace decisions. Founded in 2011 out of the MIT Media Lab, we offer an award-winning, patented AI platform with varying solutions that address today’s most pressing business challenges. These science-backed insights empower companies to confidently make decisions and continuously measure their impacts for ongoing improvements in the areas of Workplace Strategy and Organizational Health. Humanyze is committed to core values of data privacy for all employees and ensures 100% anonymity by design. We have a global presence spanning the US, Europe, and Asia and are on a mission to improve the Future of Work.

Contacts

Media Contact:
Giuliana Sannella

Matter Communications for Humanyze

[email protected]

Spectrum Labs Relocate Headquarters Miami Access Diverse Technology Talent Required OutBuro lgbtq professional networking online community

Spectrum Labs Will Relocate its Headquarters to Miami to Access the Diverse Technology Talent Required to Build Better and Brighter Online Communities

The company will also sponsor a first-of-its-kind Fellowship that supports diverse entrepreneurs and founders in building inclusion and representation into the core of their products through AI

MIAMI–(BUSINESS WIRE)–Spectrum Labs, a leading AI-based content moderation platform, today announced the relocation of its headquarters to Miami. Spectrum Labs’ presence in Miami will enable the company to access a diverse and skilled talent pool to help realize its ambition of helping its customers to build online communities that serve as an engine of business growth. While Spectrum Labs’ headquarters are moving, the company will remain remote-first and continue to support employees from anywhere.

“As a business, Spectrum Labs is focused on building brighter and cleaner communities,” said Justin Davis, CEO and Co-Founder of Spectrum Labs. “A key part of this is diversity of thought. Having diverse perspectives is a catalyst in building an inclusive AI company, especially one in content moderation. This move to Miami gives us access to a diverse and highly skilled talent pool that will enable us to build innovative solutions and power a better internet as we live more of our lives online.”

As a leading innovator in AI development, Spectrum Labs provides technology talent in Miami an opportunity to join a growing industry that is forecasted to reach around 126 billion dollars by 2025, as well as the chance to join the movement towards building a stronger and safer internet for future generations.

A key pillar in creating better online communities is ensuring they are built with inclusion and safety at the core. As part of its work in this area, Spectrum Labs is also announcing its headline sponsorship of the Inclusion by Design Fellowship launched by Oasis Consortium, a nonprofit organization that advances digital sustainability through ethical tech and standards. The Fellowship is created for diverse founders, including Miami based tech leaders, who run community based companies and aim to build safety into their emerging platforms. Recipients of the fellowship will receive access to Spectrum Labs’ content moderation platform at a discounted rate.

“Oasis partners with ethical technology companies like Spectrum Labs, to enable ‘ethical by design’ for emerging platforms,” said Tiffany Xingyu Wang, President and Co-Founder of Oasis Consortium. “Safety, Privacy, and Inclusion by design are the pillars to build ethics and civility into our digital future.”

“Miami offers leaders everything they need to build a tech company,” said Miami Mayor, Francis Suarez. “We’re focused on providing a business-friendly environment while also ensuring we build a city that works for everyone. We welcome companies like Spectrum Labs who will play a significant role in helping us grow a robust and inclusive tech hub, and commend their efforts to incentivize diverse startup founders to prioritize safety in their technology through their sponsorship of Oasis’ Inclusion by Design Fellowship.”

To learn more about opportunities with Spectrum Labs and how its content moderation technology works for text and audio, please visit Spectrum Labs’ website.

About Spectrum Labs

Safe online communities are profitable ones; our AI-based Trust & Safety platform identifies 40+ toxic behaviors across all languages enabling Trust & Safety teams to reduce content moderation efforts by 50% and increase detection by 10x. Spectrum Labs’ mission is to use the power of data and community to rebuild trust in the Internet, making it a safer and more valuable place for all. For more, go to spectrumlabsai.com.

Contacts

Nicole Kruse

[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]

Pandemic Drives Shortage of Technology Skills Officer OutBuro lgbtq professional entreprenuer networking online community gay lesbian transgender queer bisexual nonbinary

Pandemic Drives Shortage of Technology Skills

Offering secure online exams will help certification bodies continue to increase the scale of their programs

NEW YORK–(BUSINESS WIRE)–#Questionmark–The pandemic has caused employers to embrace digital technology like never before. But many are struggling to find the technical talent they need to make the most of it. Questionmark, the online assessment provider, can help certification bodies continue to help meet the demand for more technical skills by making it easier and more secure to test candidates online.

Researchers have cited a lack of tech talent as the biggest global barrier to the adoption of new technologies in the workplace.1 The number of job vacancies in the UK technology sector has reached its highest level since 2016.2 But attracting and securing technical talent has never been more challenging.

The increased demand for modern technology skills creates a huge opportunity for IT certification providers. Employers are looking to invest in a wider range of relevant skills and workers are recognizing the value of certifications to their career development. Certification bodies are helping to meet this increase in demand by scaling up their programs.

John Kleeman, Founder of Questionmark, said, “The pandemic has increased the scale of digital acceleration across the workforce. But firms can only take advantage of new technologies if their technical teams have the skills to make use of the latest innovations. And that talent is in short supply.

“Certification providers are working hard to help meet the skills shortage by offering more certifications and delivering them more quickly. A great way of reaching more candidates more quickly is to deliver secure online exams.”

Questionmark provides certification bodies with enterprise-grade technology that frictionlessly integrates all aspects of delivering an assessment into one platform. It is:

  • Adaptable and easy to use: it is easy to create content and adapt questions. The platform allows worldwide use and rapidly compiles results. Patterns and trends are easy to spot.
  • Secure online environment: the platform’s proctoring gateway enables the test setter to integrate the right anti-cheating solution, depending on the stakes of the assessment.
  • Frictionless: integration of ecommerce, reporting and digital badging for successful candidates is smooth and easy.

www.questionmark.com/questionmark-certification-hub/

Ends

Notes to editors

About Questionmark

Questionmark unlocks performance through reliable and secure online assessments.

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

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


1 https://www.zdnet.com/article/the-shortage-of-tech-workers-is-about-to-become-an-even-bigger-problem-for-everyone/
2 https://www.computerweekly.com/news/252502552/Tech-sector-hiring-reaches-highest-level-in-five-years

Contacts

For more information:

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

More than one in 10 Americans resigned during the pandemic due to increased stress at work OutBuro lgbt professional entreprenuer networking online community gay lesbian transgender queer

More than one in 10 Americans resigned during the pandemic due to increased stress at work

LifeWorks Mental Health Index™ indicates a decline in mental health after several months of improvement

CHICAGO–(BUSINESS WIRE)–LifeWorks, a leading provider of digital total wellbeing solutions, today released its monthly Mental Health Index™, revealing a negative mental-health score among Americans for the 18th consecutive month.

Key findings:

  • Overall mental-health score of -3.8 compared to the pre-pandemic benchmark, marking the first decline after four consecutive months of improvement.
  • In the latest survey, nearly one-third of Americans (30 percent) reported that they are either considering or are unsure about leaving their current job. These groups also reported a mental-health score more than 11-points worse than those who are not considering leaving their jobs.
  • The 17 percent of respondents who indicated that they are considering resigning from their job are reporting the lowest mental-health score (-16.1).
  • Sixteen percent of respondents have resigned due to changes in their physical health and this group has among the least favorable mental-health scores (-24.7).

Older employees more likely to consider resigning due to feeling underappreciated:

  • Older employees are feeling underappreciated in the workplace at a disproportionate rate, with eight percent of respondents between the ages of 40-69 citing lack of appreciation as the reason for considering resignation, compared to three percent of those aged 20-39.
  • Among all respondents, those under 40 years old are more than twice as likely to consider resigning from their job than respondents over 50 years old.
  • Parents are more than four times more likely than non-parents to report resigning during the pandemic.

Comments from president and chief executive officer, Stephen Liptrap

Employees have faced incredible challenges over the last year and a half, both inside and outside of the workplace. As many continue to experience the increased mental stress related to work, resignations are an inevitable consequence that is becoming a harsh reality for many organizations. Employers need to recognize an increasing condition of employment for Americans is to provide ongoing resources facilitating a culture that supports individual mental health needs. Employees are the backbone of any organization and prioritizing employee wellbeing is critical in order to retain talent.”

Nearly half of Americans have not been asked by their employer about working preferences, contributing to poorer mental health:

  • Nearly half (46 percent) of respondents report that their employer has not asked them about their working preferences for the post-pandemic workplace.
  • Over one-third (35 percent) of respondents report that their employer has asked them about their working preferences.
  • Managers are twice as likely as non-managers to report that their employer has asked about working preferences.

Comments from global leader and senior vice president, research and total wellbeing, Paula Allen

Our research indicates a clear connection between feeling valued at work and favorable mental health across the United States. Part of feeling valued is being heard and showing appreciation. We were surprised to see that mid and later career individuals were the most likely to consider resigning as a result of feeling underappreciated. There is a lot of focus on younger employees now, which is important, but that should not mean older employees are taken for granted.”

The full American LifeWorks Mental Health Index™ report can be found here. This month, the report includes additional insights on changes in mental strain and stress, preferences for the post-pandemic workplace environment, impact of salary on job satisfaction and more.

About the Mental Health Index

The monthly survey by LifeWorks was conducted through an online survey from September 2 to September 10, 2021, with 5,000 respondents in the United States. All respondents reside in the United States and were employed within the last six months. The data has been statistically weighted to ensure the regional and gender composition of the sample reflect this population. The Mental Health Index™ is published monthly, beginning April 2020, and compares against benchmark data collected in 2017, 2018, 2019.

About LifeWorks

LifeWorks is a world leader in providing digital and in-person solutions that support the total wellbeing of individuals. We deliver a personalized continuum of care that helps our clients improve the lives of their people and by doing so, improve their business.

ID-CORP, ID-MH, ID-US

Contacts

Heather MacDonald

LifeWorks

[email protected]
1-855-622-3327

Angela Pinzon

Kaiser & Partners

[email protected]
1-647-295-0517

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

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]

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

Small Business Hiring Trends Show Positive Signs for Labor Market

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

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

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

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

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

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

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

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

Additional takeaways from the September SBEI include:

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

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

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

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

Editor’s note:

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

Follow CBIZ on Twitter at @CBZ or on Facebook.

About CBIZ

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

Contacts

Media
Kara Lester

Gregory FCA for CBIZ

[email protected]
610-228-2104

Copy of Inclusion 2021 Summit - OutBuro LGBTQ profession entrepreneur networking online community gay lesbian transgender queer bisexual nonbinary 2

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

Inclusion 2021 Summit - OutBuro LGBTQ profession entrepreneur networking online community gay lesbian transgender queer bisexual nonbinary

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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