Pitney Bowes Named to Forbes List of World’s Best Employers 2021 OutBuro lgbt professional entreprenuer networking online community gay lesbian transgender queer bisexual nonbinary

Pitney Bowes Named to Forbes List of World’s Best Employers 2021

STAMFORD, Conn.–(BUSINESS WIRE)–Pitney Bowes (NYSE:PBI), a global shipping and mailing company that provides technology, logistics, and financial services, today announced it has been named to the Forbes list of World’s Best Employers 2021. This prestigious award is presented by Forbes and Statista Inc., the world-leading statistics portal and industry ranking provider. The list was announced on October 12, 2021 and can currently be viewed on the Forbes website.

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Forbes and Statista selected the World’s Best Employers 2021 through an independent survey applied to a vast sample of approximately 150,000 employees from 58 countries working full or part time. 750 employers were named. The evaluation was based on direct and indirect recommendations from employees that were asked to rate their willingness to recommend their own employers to friends and family. Employee evaluations also included other employers in their respective industries that stood out either positively or negatively.

“Our people are the heart of our business. They serve our clients, create value for our shareholders, deliver solutions to our markets, and help build stronger communities,” said Marc Lautenbach, President and CEO. “I couldn’t be prouder of the people of Pitney Bowes. These recognitions are validation of how the world sees us – as a well-run, responsible company and a great one to work for. We have earned this recognition from the strength of our culture and the earnest efforts of our team.”

Earlier this year, Forbes also named Pitney Bowes to its annual list of America’s Best Employers for Women and Best Employers for Diversity. The Human Rights Campaign Foundation named Pitney Bowes a great place to work for LGBTQ equality and Newsweek put us on its list of Most Responsible Companies.

Recently Pitney Bowes was also named one of India’s Top 25 Best Workplaces 2021, India’s Best Places to Work for Women, and Best Workplace in Asia™ 2021 by Great Place to Work®.

For a full list of recognitions visit: https://www.pitneybowes.com/us/newsroom/awards-and-recognition.html

About Pitney Bowes

Pitney Bowes (NYSE:PBI) is a global shipping and mailing company that provides technology, logistics, and financial services to more than 90 percent of the Fortune 500. Small business, retail, enterprise, and government clients around the world rely on Pitney Bowes to remove the complexity of sending mail and parcels. For additional information visit Pitney Bowes at www.pitneybowes.com.

Contacts

Marifer Rodriguez

Pitney Bowes

W 203 351 7416

M 203 940 3718

marifer.rodriguez@pb.com

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 Half of Active CDOs Say Organizations’ Expectations of the CDO Role Are Misinformed

 Landmark Exasol study defines the changes needed for today’s aspiring Chief Data Officers (CDOs) — and the organizations that recruit them — to prosper. CDO candidates face technical tunnel vision from employers – 73% are from technical backgrounds and only 3% from arts/creative. Two-fifths agree there is currently a lack of support for candidates looking to move into a CDO role

ATLANTA–(BUSINESS WIRE)–#CDO–Despite high demand for strong data leadership, there is still much confusion and uncertainty about the Chief Data Officer (CDO) role. This is according to a new study launched today by the high-performance analytics database, Exasol, which found half (50%) of CDOs believe the value of their role is not yet recognized in the business world, while a similar number (46%) say that organizations’ expectations for the CDO role are too high and are misinformed.

This may explain why many organizations struggle to find the right candidate to fill vacant CDO roles. And even for those that do, it’s often a brief relationship, with CDOs having the lowest tenure of all C-suite roles. Exasol’s study, which aims to help employers and aspiring CDOs increase their chances of carving out a successful position, supports this in finding 1 in 5 (17%) of the CDOs surveyed had only stayed in their previous role for between one and two years.

High demand and headhunting are of course a factor, but Exasol’s findings highlight other common patterns including: a lack of support/resources (23%); the scope of the role not meeting expectations (20%); a lack of fit with company culture (19%); a lack of a clearly defined role (18%); and members of the C-suite being difficult to work with (14 %) as key issues influencing their desire to move on.

Another factor at play here is that many organizations hiring for a CDO role are prioritizing those with technical expertise. Exasol’s study found that three quarters (73%) of CDOs surveyed came from a technical background, whilst just 3% were from an arts/creative background.

“Organizations need help to overcome the roadblocks to success and embrace a CDO who’s role is no longer about simply governing data – but liberating it and improving data literacy across all levels of the organization. In this respect, I believe tunnel vision towards only hiring candidates from technical backgrounds is resulting in a major missed opportunity,” said Peter Jackson, Exasol’s Chief Data and Analytics Officer. “From my own experience, candidates from diverse backgrounds, such as HR, marketing and philosophy, can bring a lot to the CDO position because they are inclined to focus on people, rather than just the technology. Non-technical candidates are often great data storytellers too as they can translate data into business results that engage and influence stakeholders and improve data literacy in the process.”

What’s clear from the report is that change is needed for todays, and future, aspiring CDO’s to prosper. For example, 60% of CDOs surveyed agreed that there is a lack of support for people looking to move into the role, and 63% say that the education system isn’t doing enough to show the appeal of a data career to the next generation. By creating greater alignment on what the CDO role is, raising awareness of the value of often overlooked skills and traits, and making greater strides to tackle the common challenges and blockers to success, there is real opportunity to create positive change.

“At a time when data-driven companies consistently outperform their peers, strong data leadership can make the difference between success and failure. Data holds astonishing amounts of potential value for businesses, but none of that value is accessible until it’s translated into the insights that lead to business outcomes. A greater open dialogue between CDOs and prospective employers is the best way to address the current disconnect and create a real mutual opportunity for positive change that will allow everyone to prosper.”

Methodology

In creating The journey to CDO: how to succeed in the most influential role of the decade report, Exasol commissioned Vitreous World to survey 250 active CDOs from across the UK, the US and Germany. This data was qualified with in-depth interviews. Further qualitative interviews were carried out with both established CDOs and the next cohort of CDOs, thanks to Savannah Group, a global executive search firm specializing in functional C-suite appointments, and the Carruthers and Jackson CDO Summer School, run by Exasol’s Chief Data and Analytics Officer, Peter Jackson, alongside data expert Caroline Carruthers.

About Exasol

Exasol was founded in 2000 with the vision to transform how organizations use data. Today, Exasol’s analytics database – the fastest in the world – is trusted by the world’s most ambitious organizations. With offices in several locations across the US and Europe, Exasol is committed to delivering flexible, scalable and powerful analytics solutions to customers wherever they are, in the cloud or on-premises.

Exasol – accelerating insights from the world’s data.

Learn more at: www.exasol.com and follow us on social media: LinkedIn and Twitter.

Contacts

PR:
Carla Gutierrez, Global Head of Communications at Exasol
Email: Carla.gutierrez@exasol.com

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Lack of IT Talent Is Harming Tech Adoption

Certification bodies should speed and scale up programs to meet new demand

Questionmark PrimaryLogo

NEW YORK–(BUSINESS WIRE)–#IT–A lack of talent is the number one barrier to firms embracing new technologies, according to a survey of IT executives.1 Certification bodies must increase the speed and scale of their programs to equip technology professionals with the skills to meet new challenges, says Questionmark, the online assessment provider.

Some 64% of IT leaders see the shortage of talent as the most significant barrier to the adoption of new and emerging technologies, according to a survey by research company, Gartner. This is a dramatic increase from 2020 when only 4% cited it as a major concern. It poses a more pressing problem than implementation costs (29%) and security risks (7%).2

The vast majority of leaders (75%) fear that the lack of talent risks the adoption of IT automation technologies that enable processes to run with minimal human input. A further 41% fear the talent shortage will slow adoption of digital workplace technologies like intranets and collaboration tools.3 A delay in the adoption of both will delay firms’ ability to maximize their productivity.

Neil McGough, General Manager of Questionmark, said: “The demand for advanced technology skills has never been greater. This means there is a huge market for certification bodies as employers look to upskill and incentivize their teams. To help equip people with the skills they need, providers must deliver their programs quickly and at greater scale. It is vital that they robustly assess candidates’ learning so that employers can trust the certification and the data they use to make decisions.”

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 centres.


1 https://www.gartner.com/en/newsroom/press-releases/2021-09-13-gartner-survey-reveals-talent-shortages-as-biggest-barrier-to-emerging-technologies-adoption
2 https://www.gartner.com/en/newsroom/press-releases/2021-09-13-gartner-survey-reveals-talent-shortages-as-biggest-barrier-to-emerging-technologies-adoption
3 https://www.gartner.com/en/newsroom/press-releases/2021-09-13-gartner-survey-reveals-talent-shortages-as-biggest-barrier-to-emerging-technologies-adoption

Contacts

For more information:

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

UK: Gareth Streeter: gareth.streeter@fourteenforty.uk +44 7734 251 496

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

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Speedy Certifications Essential to Solving Modern Skills Crisis

Online assessment enables certification bodies to deliver programs at speed and scale

Questionmark PrimaryLogo

NEW YORK–(BUSINESS WIRE)–#ITcertification–IT certifiers need to scale up their programs to combat a global skills shortage.1 Continuing to use online tests after the pandemic will help organizations deliver certifications quickly and at scale, says Questionmark, the online assessment provider. This will help plug the skills gap.

Global demand for modern technology skills is rapidly outstripping supply. In the United States (US), tech positions are among the hardest to fill.2 The United Kingdom (UK) has created 100,000 new jobs in the tech industry since the start of the pandemic.3

The most-in-demand skills across the US, UK and Australia include cybersecurity, organizational change management, enterprise architecture and advanced analytics.4

The higher education system is struggling to keep up with this demand for new skills. A US survey of education officials found that 52% are struggling to attract instructors with sufficient experience. Many campuses do not have the capabilities and associated technical support.5

This means that certification programs that focus on upskilling the current workforce are essential to meeting the growing demand for skills.

John Kleeman, Founder of Questionmark, said: “Certification bodies need to pick up the pace to ensure that firms have the modern skills they need. Online assessments enable them to test an unlimited number of candidates.”

Online tests cut down on travel time and make it easier for people to participate. Even with the easing of social distancing requirements, online assessment can prove far more time and cost efficient, effective and environmental than asking candidates to travel to test centers.”

Questionmark Proctoring Online helps certification bodies guard against cheating and content theft. Questionmark provides an online proctor who supervises a test taker using the webcam and audio built into the test taker’s computer. The proctor confirms the test taker’s identity and can pause or terminate the assessment if they see suspicious behavior.

Proctoring Online enables assessments to be taken from home or office, removing the need to travel to a test center, without compromising on security.

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.daxx.com/blog/development-trends/software-developer-shortage-us
2 https://www.daxx.com/blog/development-trends/software-developer-shortage-us
3 https://www.gov.uk/government/publications/quantifying-the-uk-data-skills-gap/quantifying-the-uk-data-skills-gap
4 https://www.harveynash.com/hot-skills-salary-report-2021
5 https://edscoop.com/colleges-and-institutions-need-to-pick-up-the-pace-to-meet-ai-skills-demand/

Contacts

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

UK: Gareth Streeter: gareth.streeter@fourteenforty.uk +44 7734 251 496

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

2-35 Jaco Kleynhans - Technology Support and Education for LGBTQ African NGOs lgbt professional entreprenuer networking online community gay lesbian transgender queer bisexual nonbinary

Technology Support and Education for LGBTQ African NGOs

In this episode of OutBüro Voices featuring LGBTQ professionals, entrepreneurs, and community leaders from around the world, host Dennis Velco chats with Jaco Kleynhans is a South African based technology business owner, NijaCo, and founder of the NGO A Community of Humans that provides technology support and training to other LGBTQ NGOs throughout Africa.

In Jaco’s early career he was in the South African Air Force where he was assigned a special project to learn web development and create websites for various South African Air Force divisions. He fell in love with web and software development. After his Air Form term, he launched his own technology and software development company NinjaCo. Working professionally in the space he realizes that LGBTQ NGOs in Africa lacked the support and skills they need to be successful.

So, with passion and vigor, he created the NGO A Community of Humans to provide technology support and training for other LGBTQ NGOs throughout all of Africa. One of the most frequently requested support is to create reporting dashboard to demonstrate the efficiency and effectiveness of what the LGBTQ NGOs provide to their served communities. This reporting is critical in obtaining and maintaining grants.  The dashboards might include if the NGO is medically focused such as HIV treatment and prevention, things like, how many patients are seen, treated, followed up with, the efficacy of treatment, and so forth. Grant providers want to be certain that the funds they are providing is being used appropriately and making a real difference.

Jaco and his A Community of Humans NGO have created partnerships with global leading software and hardware companies to provide the LGBTQ NGOs with the tools they need to operate and be effective in their communities.  It’s not just enough to provide the tools, the LGBTQ NGO management, and team members also need to know how to use them.  So Jaco, teamed up with those providers to provide training and education.  As if that wasn’t enough, Jaco has paid attention to the technology job market and like many reports and studies show, there is a global deficit of trained and certified technology professionals to fill all the talent needs spanning from small businesses, NGOs, and large corporations.  Jaco has expanded the training and education to include providing it to members of the community in where the LGBTQ NGOs he already supports are located. The technology partners provide the hardware and software. The LGBTQ NGOs provide the classroom space. A Community of Humans provides the tables, chairs, and in-person instructors to lead the students through the content providing guidance and the support the students need. Jaco even reached out to an internet provider to provide the students with internet access so that they can access all the training content online and perform their homework out of the classroom.

Jaco also reached out to the school that he attended nearly 20 years ago and formed a partnership in where current students can internship on the A Community of Humans projects to gain real-world practical experience.  This experience will include but is not limited to, reporting dashboard development, website development, custom web, and smartphone application development, technology security, marketing, communications, strategic planning, and so much more.    Jaco is an entrepreneur and community leader who is reaching not only the LGBTQ community in Africa but cross-connecting beyond for true collaboration, community building, mentoring, skills development, and leadership development for LGBTQ NGO and youth in Africa in general.

Join us OutBüro, the LGBTQ professional and entrepreneur online community network for gay, lesbian, bisexual, transgender, queer, allies, and our employers who support LGBTQ welcoming workplace – https://www.OutBuro.com

Would you like to be featured like this? Contact the host Dennis Velco via our site’s Recommend an Interview Guest form. https://outburo.com/recommend-a-guest/

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New Survey by Wiley Looks at Diversity Deficit in U.S. Tech Workforce

Nearly 70% of U.S. Businesses Report a Lack of Diversity in their Tech Workforce; Same Percentage of Young Tech Employees Have Felt Uncomfortable at Work Based on Their Identity or Background

Wiley is Addressing the Diversity & Skills Gaps in Tech by Connecting High-Quality Education with High-Demand Careers

HOBOKEN, N.J.–(BUSINESS WIRE)–From the 2021 ASU+GSV Summit, WILEY, a global leader in research and education, today announced its Diversity in Tech: 2021 U.S. Report following a survey of more than 2,000 early career tech workers and 270 business leaders. The report verifies the pace of progress is too slow in addressing the lack of diversity in U.S. technology-focused jobs and reveals insights that underscore the challenges companies must address to build more diverse workforces. Key findings include that nearly 70% of U.S. businesses identify a lack of diversity in their workforces, while the same percentage of young tech workers feel a lack of inclusion and belonging in company culture.

Wiley 2

“It’s estimated that U.S. companies collectively are spending more than ever before – about eight billion dollars a year – on diversity and inclusion training,” said Todd Zipper, President of Wiley Education Services. “This report proves that investment alone isn’t enough to achieve equity in the workplace. We need to take an ecosystem approach to workforce diversity: making science and math education more accessible for all learners from an early age through college, and creating more equitable on-ramps to employment through short-form skilling and ‘last-mile’ training solutions.”

The report provides some key insights and findings about the lack of diversity in workforces including:

There is immense power in educating and encouraging secondary-school students to pursue technology-focused roles.

  • According to 18–28-year-old workers currently in the technology field, the most common reason for pursuing a career in technology is encouragement to do so by their high school. Nearly five out of 10 young tech workers (47%) cited this as one of their main motivations, highlighting the necessity for schools to do more to promote tech roles to a wider range of students.
  • To land a tech job or advance in the tech sector, nearly half of women surveyed were concerned about their qualifications; 31% were concerned they are not good enough at math and science; and one-in-three women were worried that they do not have the right educational background. When comparing men and women, women are more concerned about their skillset with 48% worried about their qualifications compared with 43% of males.

Though businesses are aware of the lack of diversity in the tech sector, they are unsure how to address it.

  • Nearly nine out of 10 (89%) business leaders surveyed plan to recruit junior tech talent in 2021; of those, more than half (51%) struggle to recruit diverse entry-level technology talent.
  • 68% of businesses surveyed feel there is a lack of diversity in their tech workforce, but only half (46%) are actively trying to address the issue within technology teams. Nearly a quarter (22%) said they do not know how to address the issue. Surprisingly, nearly half (45%) of businesses have yet to invest in anti-bias training for hiring managers.

To enable a more diverse workforce, companies need to create more inclusive cultures.

  • Seven out of 10 (68%) young technology workers have felt uncomfortable in a job because of their gender, ethnicity, socio-economic background, or neurodevelopmental condition. When looking at women of color (female respondents who identify as non-white) this number increases to nearly eight out of 10 (77%).
  • Half (50%) of young tech workers said they had left, or wanted to leave, a tech or IT job because the company culture made them feel unwelcome or uncomfortable, highlighting the importance of building inclusive cultures. This number increases to nearly six out of 10 (57%) when looking at women of color.
  • A significant proportion of all surveyed (64%) said they believe people from minority backgrounds are discriminated against in the recruitment process for technology jobs. This number was relatively consistent across the different demographics.

Wiley supports thousands of higher ed institutions and employers worldwide to deliver education directly connected to career success and build a diverse and digitally savvy workforce at scale. One way Wiley does this is through innovative, last-mile training solutions like mthree that hire, train and deploy job-ready technology talent in roles with leading corporations worldwide, including more than 30 Fortune 500 companies.

“With nine million unfilled jobs currently in the U.S., the economy will continue to struggle as it experiences a labor shortage, especially if companies are ill-equipped to recruit and retain a diverse tech workforce.” said Daniele Grassi, Chief Operating Officer for mthree, a Wiley brand. “Expanding and diversifying talent pipelines will get great workers in high-demand tech jobs faster, benefitting both companies and workers.”

As part of Wiley, mthree offers solutions to build pipelines of diverse, custom-trained talent. mthree believes companies can reach new demographics and tackle biases from age to education. In 2020, of those placed with companies by mthree, 35% were female and 50% were Black, Asian, or another minority ethnicity.

Additional information

  • Link to Report: Download the full report here.
  • ASU + GSV Session: Wiley will discuss insights from the Diversity in Tech: 2021 U.S. Report virtually from the 2021 ASU + GSV Summit, please visit here for more details.

Methodology

U.S. Employee: The U.S. employee sample consisted of 2,030 respondents comprised of individuals ages 18-28. All respondents resided in the United States at the time they participated in the survey. Texas residents accounted for the largest percentage of respondents (15%), followed by New York (14%), and Florida (10%).

U.S. Employer: The U.S. employer sample consisted of 270 respondents who were serving in leadership roles within the financial services, healthcare or insurance industries at the time they completed the survey. Respondents needed to be serving in C-suite, executive level, senior management, vice president, or director positions in order to participate. All respondents resided in the United States at the time they participated in the survey. Florida residents accounted for the largest percentage of respondents (18%), followed by New York (14%), and Illinois (11%).

About Wiley

Wiley is a global leader in research and education, unlocking human potential by enabling discovery, powering education, and shaping workforces. For over 200 years, Wiley has fueled the world’s knowledge ecosystem. Today, our high-impact content, platforms, and services help researchers, learners, institutions, and corporations achieve their goals in an ever-changing world. Visit us at Wiley.com, like us on Facebook and follow us on Twitter and LinkedIn.

Category: All Corporate News

Contacts

Media Contact
Lauren Curlett

M: +1 302-632-3661

Lcurlett@wiley.com