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Americans Are Willing to Work Longer Hours to Continue Working from Home

While the Right Perks Can Drive Some Employees Back to the Office, Nearly 25% Won’t Go Back Under Any Circumstance

IRVINE, Calif.–(BUSINESS WIRE)–Now that Americans have had a taste of working from home, many are reluctant to go back to the office full-time, according to a new third-party survey from Prodoscore, the leader in employee visibility and productivity intelligence software. The company today announced the results of its research, which assesses employees’ attitudes and willingness to return to a pre-pandemic workstyle environment.

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While many American business leaders are eager to hit the resume button and have their workplaces go “back to normal,” employees are more reluctant. A majority of Americans (75.6%) have returned or are expecting to return to the office full time, but nearly a third are unhappy about doing so. And, as evidenced by the Great Resignation, they are willing to put their job on the line to avoid the prospect: about a third of Americans (27.1%) reported they left their job or plan to rather than work full time in an office.

“The pandemic caused Americans to re-examine long held beliefs about the way we work,” said David Powell, President of Prodoscore. “We learned, for example, that we don’t have to be on site in a traditional office environment to keep the engine of commerce going. American employees have embraced the flexibility and work-life balance that working remotely delivers, and are looking to hold on to those benefits, even if they return to the office full time.”

Adapting to the Changing Workplace

The pre-pandemic, traditional workplace is no longer the dominant model in the American business environment. More Americans are working for a company that is implementing a hybrid work model (38.3%) than a traditional, full-time model (37.3%). Back in the office, employees are looking to bring elements of work from home with them. More than a third (39.2%) dress more casually in the office.

Employees Are Open to Change in Order to Work From Home

The survey shows that Americans are willing to make changes in exchange for working from home. Nearly 40% said they are comfortable with business leadership having visibility into their workday productivity; more than one-quarter (28.1%) will work longer workday hours; 16.% will take a pay cut; and 13.4% will forfeit company retirement contributions.

Working from Home Fosters a Work-Life Balance

Why the reluctance to go back to the office? Americans don’t want to give up the benefits of having work-life balance and the subsequent improvements in their physical and mental health – 43.6% said their physical health and 36.7% said their mental health have been impacted positively since working from home.

Perks Drive Willingness to Return to the Office

Under what circumstances would Americans return willingly to the office?

A majority of Americans would commit to working 100% in-office if it was a four-day work week, while more than a third would go back if they were given free lunches weekly or commute stipends. Nearly 30% said they would willingly return to the office if they had unlimited PTO. More Americans (19.6%) want a pet-friendly workplace than daycare available in the office or for free (16.3%).

But nearly a quarter of employees said there were no perks that would encourage them to work in the office full time – and there is absolutely nothing they miss about being in an office.

What Do Employees Miss About Office Life?

The lack of social interaction can’t be overlooked when discussing work from home scenarios. The one overriding element that employees miss the most when they’re not in the office full-time is their coworkers (48.2%). Spending time with co-workers is also their favorite part about being in an office. Nothing else comes close – not the snacks (5.4%) or free lunches (3.5%), not being away from the kids (6.2%), not having time to talk on the phone or listen to podcasts during the commute (2.8%).

“A distributed workforce, enabled by technology and productivity tools, is not the future – it is what is happening now,” said Powell. “As business leaders we need to get on board with this, to ensure that we are using the available tools to provide the flexibility our employees require and to facilitate – and then trust in – their ability to deliver at the highest performance levels, no matter where they are physically based. To attract and retain the best talent, this needs to be our charge.”

Methodology

In September, Prodoscore and Propeller Insights polled more than 1,000 U.S. adults working full time across demographics about their attitudes and willingness to return to the office full time, following the pandemic lockdown.

About Prodoscore

Prodoscore™ is a company dedicated to empowering teams to be more effective and productive, validated with improved performance and enhanced contributions. By providing visibility into employee activities through a single, easy-to-understand productivity score, a “prodoscore” is calculated to improve workforce productivity and streamline the employee experience. Prodoscore works seamlessly with cloud tools like Google Workspace, Office365, CRM systems, and VoIP calling platforms, allowing it to be quickly implemented and maintained. Learn more at prodoscore.com.

Contacts

Nadine M. Sarraf | CMO, Prodoscore | 213.262.2551 | nadine@prodoscore.com
Alessandra Nagy| VP, Bospar PR | 714.310.4439 | alessandra@bospar.com

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Grant Thornton survey: Employees value flexibility over salary increases — one-third looking for new jobs

  • 40% will look for another job if forced to return to the office full time
  • 56% are looking forward to returning to the office
  • 51% would give up a salary increase for more flexibility in when and where they work
  • 40% do not feel like their voice is heard at work
  • 34% believe their manager is the most stressful part of the day

CHICAGO–(BUSINESS WIRE)–Grant Thornton LLP, a leading professional services firm, has released a survey that helps explain why millions of people have left their jobs in recent months. The firm’s State of Work in America survey engaged more than 1,500 full-time employees of U.S. companies. Through questions about hybrid work, healthcare, culture and benefits, Grant Thornton has shone a light on what employees value — and what companies can do to retain talent.

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According to the survey, the trend that experts have dubbed “The Great Resignation” may not end anytime soon: 33% of survey respondents say they are actively looking for a new job.

“There is most definitely a war for talent occurring, with an intensity unseen in recent years,” says Tim Glowa, a principal and leader of Grant Thornton’s employee listening and human capital services offerings. “Our survey finds that workers want flexibility. But ‘flexibility’ does not mean working from home 100% of the time, and physically returning to work does not mean being in the office five days a week.”

Instead, Glowa explains employees want workplaces that are understanding of responsibilities like childcare and eldercare.

“Everyone has a unique set of responsibilities outside of the office,” Glowa adds. “As companies return to the office, it will be more crucial than ever to give people the time they need to take care of what’s important at home.”

Return to work

Among those polled for Grant Thornton’s State of Work in America survey, 56% are looking forward to physically returning to the office. However, it appears the requirement to be in the office full-time is a driving factor that is motivating record resignation. According to the survey, 79% of survey respondents say they want flexibility in when and where they work, while 40% say they will look for another job if forced to return to the office full time.

“The challenge that companies face is creating an engaging experience for all employees, whether they are working in an office or remotely,” says Jennifer Morelli, a principal and leader of Grant Thornton’s Business Change Enablement practice. “Organizations need to make sure they are providing meaningful opportunities and reasons to come into the office. For example, in-person working sessions, an important meeting or a team-building event.”

Ultimately, the State of Work in America survey revealed that flexibility is perhaps one of the most desired attributes in the modern workplace. More than half (51%) of the employees interviewed by Grant Thornton say they would give up a 10%-20% salary increase for more flexibility.

“People value employers that respect their time, their family responsibilities and their work-life balance,” says Glowa. “Employers that put that respect into action are well-positioned to win the ongoing war for talent.”

Retaining talent during “The Great Resignation”

While employers have been pondering their return-to-work strategies, the benefits landscape has changed. Grant Thornton’s State of Work in America survey shows that many employees are satisfied with their benefits, but a large contingent have significant concerns over healthcare. Approximately 30% of survey respondents feel like the amount they pay for healthcare is not transparent, and they are not confident that they have chosen the best medical plan.

Grant Thornton leaders say that addressing those concerns will require both detailed communication and ongoing benefits evaluation. Through a process called ‘employee preference optimization,’ companies can find ways to enhance the benefits people use and value — and save money at the same time. Frequent check-ins and active listening are also vital, as is a concise yet effective internal communications plan that relays key benefits information.

“To better attract and retain employees — especially in a tight labor market — requires thinking like a marketing professional,” Glowa adds. “You need to understand employee pain points, then brainstorm potential solutions and benefits to address them. If you can fix that pain point, you’ve made a big difference in the eyes of employees — ideally, in a way that is difficult for competitors to replicate.”

Those concerns about healthcare also seem to have a direct impact on workplace stress. As this survey reveals, medical issues are one of the most common sources of stress, surpassed only by personal debt. Ability to retire, work-life balance and mental health round out the list of top five sources of stress. However, some of the most common pain points are directly related to workplace culture.

Almost half (45%) of survey respondents say they do not believe their employer understands their needs as an employee, and 40% say they do not feel like their voices are heard at work. Further, 34% indicate interacting with their manager is the most stressful part of the day. This could be due to management style or the sheer fact some managers don’t have the proper training.

Grant Thornton leaders emphasize that there is no one-size-fits-all solution to these issues. Yet, as Glowa puts it, “thinking like a marketing professional” can lead to better value propositions for employees — and ultimately help retention. Companies may need to focus on training stronger managers, optimizing their benefits and total reward packages, or enhancing workplace culture.

But no matter what steps companies take, the State of Work in America survey indicates that the employee experience — and understanding what keeps your people up at night — must take precedence.

“There is a bright spotlight on leadership and how leaders are treating employees,” Glowa concludes. “Leaders need to walk the talk, because employees are watching closely.”

To see additional findings from Grant Thornton’s State of Work in America survey, visit www.grantthornton.com/library/articles/tax/2021/assessing-the-state-of-american-workers. To view a webcast that examines the State of Work in America survey in more detail, visit: www.grantthornton.com/events/tax/2021/10-07-the-state-of-work-in-america.

About Grant Thornton LLP

Founded in Chicago in 1924, Grant Thornton LLP (Grant Thornton) is the U.S. member firm of Grant Thornton International Ltd, one of the world’s leading organizations of independent audit, tax and advisory firms. Grant Thornton, which has revenues of $1.97 billion and operates more than 50 offices, works with a broad range of dynamic publicly and privately held companies, government agencies, financial institutions, and civic and religious organizations.

“Grant Thornton” refers to Grant Thornton LLP, the U.S. member firm of Grant Thornton International Ltd (GTIL). GTIL and the member firms are not a worldwide partnership. Services are delivered by the member firms. GTIL and its member firms are not agents of, and do not obligate, one another and are not liable for one another’s acts or omissions. Please see grantthornton.com for further details.

Contacts

Adam Bond

T +1 312 602 8332

E adam.bond@us.gt.com
S twitter.com/grantthorntonus
linkd.in/grantthorntonus

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SHRM Executive Network and the Aspen Institute Expand National Conversation on Diversity, Equity and Inclusion at Visionaries Summit

Leaders Discuss the Future of Belonging at Inaugural Event in Washington, D.C.

WASHINGTON–(BUSINESS WIRE)–The SHRM Executive Network and the Aspen Institute will host an executive forum to create organizational cultures where individuals aren’t just included, but fully accepted with the opportunity to thrive. The inaugural Visionaries Summit, held at The Conrad in Washington, D.C., on October 17-October 19, 2021, features a fireside chat between SHRM President and CEO Johnny C. Taylor, Jr., and the Aspen Institute President and CEO Dan Porterfield.

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Research shows that the need to belong at work is only second to needing to belong at home—but traditional DE&I training doesn’t address this prerequisite in the workplace or in society. As a result, many workers feel isolated and marginalized. That robs workers and companies of growth opportunities and leads to increased levels of employee turnover and decreased levels of production.

“If we want to create workplaces where truly everyone belongs, we must start at the top,” said Taylor. “The SHRM Executive Network and the Aspen Institute are devoted to creating equity for all. Through the inaugural Visionaries Summit, we are able to bring together esteemed leaders of both business and HR to lend their expertise and ultimately shape the discourse that will help create workplaces that work for all.”

The summit comes at a time when a national reckoning on racism and other forms of injustice has generated a renewed focus on the importance of inclusion, equity, and diversity. Many organizations are evaluating their priorities and practices through this lens while making the necessary commitments across their organizations—yet research shows that two-thirds (67%) admit their organization is, at best, only somewhat successful in its attempts to create a more diverse, equitable and inclusive workplace.

The summit will focus on leadership that impacts belonging in six critical areas: education, workplace, economics, philanthropy, governance and culture, and will feature speakers and a documentary that explore the concept of belonging.

For more information on the Visionaries Summit or the SHRM Executive Network, please contact Mallory Flynn at Mallory.flynn@shrm.org.

About SHRM Executive Network

As the voice of all things work, workers and the workplace, SHRM is the foremost expert, convener and thought leader on issues impacting today’s evolving workplaces. With 300,000+ HR and business executive members in 165 countries, SHRM impacts the lives of more than 115 million workers and families globally. More than 95% of the Fortune 500 rely on SHRM members to drive their people and strategy. The SHRM Executive Network is a vetted, private collective of CHROs and VPs at mid-market and large enterprises who influence human capital. Learn more at shrm.org/executive & linkedin.com/company/shrmexecutivenetwork/

About the Aspen Institute

The Aspen Institute is a global nonprofit organization committed to realizing a free, just, and equitable society. Founded in 1949, the Institute drives change through dialogue, leadership, and action to help solve the most important challenges facing the United States and the world. Headquartered in Washington, DC, the Institute has a campus in Aspen, Colorado, and an international network of partners. For more information, visit www.aspeninstitute.org

Contacts

Media: Mallory Flynn
Mallory.Flynn@shrm.org

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PagerDuty Hires Its First Chief Diversity Officer

Company Also Welcomes New Vice President, EMEA, to Lead Accelerated Regional Growth

SAN FRANCISCO–(BUSINESS WIRE)–PagerDuty (NYSE: PD), a global leader in digital operations management, today announced it has appointed Roshan Kindred to the newly created position of chief diversity officer. Kindred is responsible for amplifying PagerDuty’s inclusion, diversity and equity (ID&E) initiatives, and is a strategic new member of the company’s executive leadership team. In addition, as international revenue increased by 38% year over year in its first quarter, PagerDuty also announced Jill Brennan will join PagerDuty as vice president, EMEA to continue to expand the company’s global reach.

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These two leaders come at a time when PagerDuty is on a fast growth trajectory, with solutions that solve the challenges associated with real-time, unpredictable, unstructured, mission-critical work. Kindred and Brennan will help to expand on PagerDuty’s vision to be the operations cloud for the modern enterprise, while creating a workplace and workforce where excellent experiences are available for employees, customers and partners.

Roshan Kindred, Chief Diversity Officer

“In our journey to find PagerDuty’s first Chief Diversity Officer, it was important that this individual could both scale our existing ID&E program and transform our corporate culture,” said Joe Militelo, chief people officer at PagerDuty. “When we connected with Roshan, we unanimously agreed she brought the right level of experience and passion needed to usher in a new era of inclusion.”

Kindred joins PagerDuty with more than 20 years of experience in customer experience, business and ID&E strategies. Most recently, Kindred was the chief diversity officer and principal at InSeason Development Group, where she established an ID&E roadmap that led Senior Executive Leadership to adopt diversity goals as part of an annual incentive compensation plan. Previously, she was the board chair of Iron Mountain’s DEI advisory board, where she developed a five-year ID&E roadmap for the service organization that experienced an increase in women and BIPOC representation by 13 percent in 15 months.

“I joined PagerDuty because of the innovative, action-based culture and the opportunity to change how individuals experience the technology industry,” said Roshan Kindred, chief diversity officer at PagerDuty. “As an ID&E practitioner, our greatest tool is our mindset – it’s what controls our beliefs and behavior. I believe that inclusive and equitable culture creation changes people and in return those people change others. These experiences compel people to broaden their mindset, be grateful to express their authenticity, and use their innovative ideas to positively change how we experience one another and the world.”

Jill Brennan, Vice President – EMEA

“Our digital operations platform is critical infrastructure, and PagerDuty has seen significant growth in the EMEA over the past two years,” said Dave Justice, chief revenue officer at PagerDuty. “Jill is key to opening opportunities as we expand further into Europe, and I look forward to seeing her build on PagerDuty’s momentum.”

Jill Brennan, a seasoned sales veteran with over 25 years of experience, will join PagerDuty in October and is based in Switzerland. Most recently Brennan was the SVP of EMEA Sales at Medidata, where she achieved significant growth and business expansion. Previous to this, Brennan led the multibillion analytics and hybrid cloud software group businesses for IBM across 26 countries and a team of 1000 employees in EMEA.

“I enjoy leading high-performing teams who embrace challenges while achieving sustainable revenue results,” said Brennan. “I’m looking forward to joining PagerDuty at a time of high growth, especially when most every organization is focused on achieving digital transformation.”

About PagerDuty

PagerDuty, Inc. (NYSE: PD) is a leader in digital operations management. In an always-on world, organizations of all sizes trust PagerDuty to help them deliver a perfect digital experience to their customers, every time. Teams use PagerDuty to identify issues and opportunities in real time and bring together the right people to fix problems faster and prevent them in the future. Notable customers include GE, Cisco, Genentech, Electronic Arts, Cox Automotive, Netflix, Shopify, Zoom, DoorDash, Lululemon and more. To learn more and try PagerDuty for free, visit www.pagerduty.com. Follow our blog and connect with us on Twitter, LinkedIn, YouTube and Facebook.

Contacts

Amberly Asay Janke

media@pagerduty.com

SOURCE PagerDuty

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Brand Strategy Experts Explain How Tapping Into Company Culture Can Win More Customers in New Book

‘Culture Built My Brand’ is a practical road map to winning more customers by unleashing company culture.

PHOENIX–(BUSINESS WIRE)–#B2B–Brand strategy experts, Mark Miller and Ted Vaughn, have introduced “Culture Built My Brand,” a practical guidebook for company leaders who want to learn how to unleash company culture to create an authentic and memorable brand, engage teams, drive better results, and attract a tribe of loyal customers.

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Miller and Vaughn, the co-founders of Historic Agency, a brand strategy anCd innovation firm, have taken their years of experience in helping organizations leverage their company culture to build stand-out brands, and have distilled that knowledge into an easy-to-follow brand-building playbook. “Culture Built My Brand” provides practical, actional steps and customizable tools to empower leaders to tap into company culture to improve employee performance, actively engage customers, drive improved company performance, and create an authentic brand that stands out from the competition.

“So many organizations are sitting on a rocketship and don’t realize it,” Miller said. “That rocketship is their internal culture. Our goal with this book was to pass along the tools we’ve built over the years to help company leaders realize the true potential of culture and bring it to life to fuel success.”

The book, which officially releases October 19, 2021, is now available for pre-sale.

“There’s a direct correlation between company performance and culture,” Vaughn said. “We’ve seen time and time again –– when a company gets the culture piece aligned, performance skyrockets. This book details how to get there in an approachable way.”

What others had to say about “Culture Built My Brand”

“For leaders looking to nurture, change or turn around their culture, Ted and Mark’s work in ‘Culture Built My Brand’ offers practical advice, real-life examples, and a road map to align your culture with your brand.” ~ Linda Rutherford, Chief Communications Officer at Southwest Airlines.

“Brands without a thriving internal culture are zombie brands. They may not know it, but they’re dead inside. ‘Culture Built My Brand’ will teach you how to bring your organization’s culture to life in ways that fuel success and performance.” ~Jim Moriarty, Co-managing Director of Brand Citizens

“Every company has a culture, whether or not it is defined often determines the success. ‘Culture Built My Brand’ helps business leaders create a culture that is worthy of the vision they have for their company.” ~ Ryan Sisson, CEO of Moniker Group.

“The largest swing vote in a successful brand is the employees and culture behind it. ‘Culture Built My Brand’ is for leaders who want to shape that culture and empower their staff.” ~ Kyle Buckett, retired Navy Seal, executive and author

About the Authors

Mark Miller and Ted Vaughn are the co-founders of Historic Agency, a brand strategy, innovation, and design partner that helps ambitious brands do more good. Mark leads product strategy, marketing transformation, and brand at the agency, while Ted leads client transformation, and specializes in executive leadership, brand development, and strategic clarity. For more about Historic Agency, visit historicagency.com.

Helpful Links

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Contacts

Beth Cochran, Wired PR

beth@wiredprgroup.com
(602) 758-0750

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Asana Named #3 on the 2021 Best Small & Medium Workplaces™ list by Fortune and Great Place to Work®

Fifth consecutive year for Asana in the prestigious top 10 ranking

SAN FRANCISCO–(BUSINESS WIRE)–Asana, Inc. (NYSE: ASAN), a leading work management platform for teams, has been recognized by Fortune and Great Place to Work as one of the Best Small & Medium Workplaces for 2021. Marking the fifth year for Asana in the list’s top ten rankings, the company came in this year at #3.

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“As we continue to navigate the challenges presented by a global pandemic, our commitment to fostering a culture of connection and inclusivity is stronger than ever,” said Anna Binder, Head of People Operations, Asana. “This award is a testament to the people-first culture we’ve created where all Asanas, regardless of location, feel respected, valued and empowered to thrive.”

Asana’s ranking on the Best Small & Medium Workplaces list marks the tenth outstanding honor for Asana’s award-winning culture in 2021, with Asana also recently named as one of Fast Company’s Best Workplaces for Innovators. Earlier this year, Asana was awarded by Fortune Great Place to Work as the #1 Best Workplace in the Bay Area; #1 Best Workplace in Technology; #1 Best Workplace for Millennials; and #14 Best Small Workplace in Ireland. Additionally, Asana was recognized as one of Inc.’s Best Workplaces, #14 on Glassdoor Employees’ Choice Best Place to Work list, and #15 on Fast Company’s prestigious list of the World’s Most Innovative Companies for 2021, including a #1 ranking in the Workplace category.

The Best Small & Medium Workplaces award is based on analysis of survey responses from more than 280,000 current employees of various companies. In the survey, 96% of Asana’s employees said it is a great place to work, compared to 59% of employees at a typical U.S.-based company.

Great Place to Work is the only company culture award in America that selects winners based on how fairly employees are treated. Companies are assessed on how well they are creating a great employee experience that cuts across race, gender, age, disability status, or any aspect of who employees are or what their role is.

About Asana

Asana helps teams orchestrate their work, from small projects to strategic initiatives. Headquartered in San Francisco, CA, Asana has more than 100,000 paying customers and millions of free organizations across 190 countries. Global customers such as Amazon, Japan Airlines, Sky and Under Armour rely on Asana to manage everything from company objectives to digital transformation to product launches and marketing campaigns. For more information, visit www.asana.com.

About the Best Small & Medium Workplaces™

Great Place to Work® selected the Best Small & Medium Workplaces™ by gathering and analyzing confidential survey responses from more than 280,000 employees at Great Place to Work-Certified™ organizations. Company rankings are derived from 60 employee experience questions within the Great Place to Work Trust Index™ survey. Read the full methodology. To get on this list next year, start here.

About Great Place to Work®

Great Place to Work® is the global authority on workplace culture. Since 1992, they 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™.

Learn more at greatplacetowork.com and on LinkedIn, Twitter, Facebook and Instagram.

Contacts

Nicola Cunningham

press@asana.com

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Fortune Names Bounteous Consecutive Winner on Best Medium Workplaces™ List for 2021

Digital experience consultancy secures back-to-back position on prestigious list

CHICAGO–(BUSINESS WIRE)–#bestworkplacesFortune magazine and Great Place to Work® have honored Bounteous, a leading insights-driven digital experience consultancy, as one of the 2021 Best Small & Medium Workplaces™. This is the company’s second time being named to this prestigious list. Earning a spot means that Bounteous is one of the best medium-size companies to work for in the United States.

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The ranking analyzes experiences relative to each organization’s size, workforce make-up, and what’s typical relative to their peers in the industry. Based on assessing how consistent employees’ daily experiences of innovation, the company’s values, and their leaders’ effectiveness are, the 100 Best Medium Workplaces stand out for excelling in one of the nation’s most competitive marketplaces, employers with 100 to 999 employees.

“We continue to celebrate remarkable growth and recognition in 2021 and our extraordinary people, clients, and culture are the reasons for our repeated success,” said Leah Weyandt, Chief People Officer at Bounteous. “Our team members work alongside the industry’s best talent, are developing and defining innovative digital products for some of the world’s biggest brands, and benefit from deep-rooted, long-tenured relationships with their coworkers. The result is positive, unsurpassed growth, and equally abundant opportunities for our people and our client partners.”

Bounteous’ competitive ranking is based on analytics and confidential employee feedback based on their work experience. The survey is benchmarked against more than 280,000 current employees working at small- to medium-sized businesses. In that survey, 95 percent of employees said Bounteous is a great place to work, compared to 59 percent of employees at the average U.S. company.

Bounteous in 2020 was certified by Great Place to Work throughout the U.S. and Canada. Since then, the digital experience consultancy has been recognized on multiple workplace lists, including Best Workplaces for Millennials, Best Workplaces for Consulting & Professional Services, and the Best Workplaces™ for Women for 2021.

“Their impact and commitment to improving employee experience stacks up against some of the world’s largest corporations,” says Michael C. Bush, CEO of Great Place to Work®. “Their ability to scale business while maintaining a high level of employee care is nothing short of amazing. A job well done to the Best Small & Medium Workplaces.”

Bounteous is hiring across all departments for talent located anywhere. Visit bounteous.com/careers to learn more.

About Bounteous

Founded in 2003 in Chicago, Bounteous is a leading digital experience consultancy that co-innovates with the world’s most ambitious brands to create transformative digital experiences. With services in Strategy, Experience Design, Technology, Analytics, and Marketing, Bounteous elevates brand experiences and drives superior client outcomes. For more information, please visit www.bounteous.com. For more information about co-innovation, download the Co-Innovation Manifesto at co-innovation.com.

For the most up-to-date news, follow Bounteous on Twitter, LinkedIn, Facebook, and Instagram.

About the Best Small & Medium Workplaces™

Great Place to Work® selected the Best Small & Medium Workplaces™ by gathering and analyzing confidential survey responses from more than 280,000 employees at Great Place to Work-Certified™ organizations. Company rankings are derived from 60 employee experience questions within the Great Place to Work Trust Index™ survey. Read the full methodology.

To get on this list next year, start here.

About Great Place to Work®

Great Place to Work® is the global authority on workplace culture. Since 1992, they 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™.

Learn more at greatplacetowork.com and on LinkedIn, Twitter, Facebook and Instagram.

Contacts

Bounteous

Sarah Baker

(877) 220-5862

sarah.baker@bounteous.com

Best Upon Request Earns 2021 Great Place to Work Certification™

CINCINNATI–(BUSINESS WIRE)–#GPTWCertified–Best Upon Request (BEST) is proud to be Certified™ by Great Place to Work® for the third year in a row. The prestigious award is based entirely on what current employees say about their experience working at BEST. This year, 96% of employees said it’s a great place to work – 37 points higher than the average U.S. company.

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Great Place to Work® is the global authority on workplace culture, employee experience, and the leadership behaviors proven to deliver market-leading revenue, employee retention and increased innovation.

“Great Place to Work Certification™ isn’t something that comes easily – it takes ongoing dedication to the employee experience,” said Sarah Lewis-Kulin, vice president of global recognition at Great Place to Work. “It’s the only official recognition determined by employees’ real-time reports of their company culture. Earning this designation means that Best Upon Request is one of the best companies to work for in the country.”

Natalie Lima Hall, BEST’s vice president of People and Culture, shared, “We are thrilled to be Great Place to Work-Certified™ again, especially after a challenging year as essential workers during the pandemic. We make team member experience a priority every day. It means a lot that our team reported a consistently positive experience with their coworkers, their leaders, and their jobs. When our team members have a high-trust experience they are more productive, drive better business results and make a difference to our customers.”

WE’RE HIRING!

Looking to grow your career at a company that puts its people first? Visit our careers page at: https://www.bestuponrequest.com/lets-grow-together/

About Best Upon Request

Best Upon Request partners with organizations nationwide to provide concierge services to its employees as an employer-paid benefit. By helping employees save time and decrease stress, BEST improves recruitment and retention, engagement and work-life integration. BEST also provides specialized concierge programs for working mothers and physicians. In healthcare, BEST serves patient families to improve the patient experience by attending to non-medical needs. Patient concierge programs are tailored for Emergency Departments, Maternity Units, and children’s hospitals.

In business since 1989, BEST is a certified Minority and Women Business Enterprise.

About Great Place to Work®

Great Place to Work® is the global authority on workplace culture. Since 1992, they 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™.

Contacts

Jessi Lima Bollin

VP, Marketing and Communications

513-708-4864

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Beyond Scope HRC Corporate Equality Index - LGBT Employees Rate Review Company Empoyer Branding - OutBuro - GLBT gay lesbian queer diveristy inclusion ratings

Beyond Scope, Depth and Reach of HRC’s Corporate Equality Index

A simple way to describe OutBüro is as a mashup of Glassdoor.com and HRC’s Corporate Equality Index while OutBüro moves beyond the scope, depth and reach of the HRC’s Corporate Equality Index. OutBüro relaunches to enhance LGBTQ employees ability to anonymously rate/review their current and recent past employer(s) at no cost to the employee. The ratings capture many factors both unique to their LGBTQ work-life experience and general employee satisfaction with an intuitive user interface and user guides to make it simple.

72% of LGBTQ employees report mental health issues due to work environment often caused by discrimination and harassment. Today, even in the United States in many states it is still legal to discriminate against LGBTQ workers. Companies and organizations that create an LGBTQ friendly work environment reap the financial benefits according to many studies.

OutBüro aims to be the open and employee reported source for insight into the LGBTQ friendliness of every employer everywhere. OutBüro is inclusive yet not limited to US Fortune 1000 companies. OutBüro is available to all employers, any type, any size, and anywhere in the world. In the US, most Americans work for small and mid-sized companies as well as government, non-profits, and educational institutions to name a few.

Not only does it indicate if an employer has the following LGBTQ friendly policies, benefits, resources and practices, but it enables the employer to provide links to employer’s and 3rd party sites to socially prove it:

  • Sexual orientation non-discrimination policy
  • Gender Identity non-discrimination policy
  • Domestic partner benefits
  • Transgender-inclusive benefits
  • LGBTQ employee resource group
  • Requires same LGBTQ equality standard in contractors and vendors
  • LGBTQ inclusion competency training
  • Has same policies, benefits, resources and practices throughout the globe and subsidiaries
  • Publicly demonstrates support for LGBTQ quality Globally, Nationally and Locally
  • Appropriately leverages LGBTQ content in it’s marketing year round – not just Pride month

Manage Your Employer Reputation and Brand

Employers may claim their listing if previously added by a current or recent past employee with limited feature. Or an employer may add a new listing themselves to control the content representing their company/organization. It also allows the appointed contact to interact with the anonymous employee reviewers while not having the ability to alter what has been posted. Claim or add your Employer listing now.

To learn more and get started today visit www.OutBuro.com.