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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.

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 [email protected].

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
[email protected]

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Nurturing the Future Workforce: UKG Examines Dynamic Between Gen Z and the Manufacturing Sector

Research Released Ahead of MFG Day 2021 Drives at Addressing Critical Talent Gaps, Attracting Next-Gen Workers

LOWELL, Mass., and WESTON, Fla.–(BUSINESS WIRE)–#GenZ–Gen Z1 doesn’t want just a job, but a workplace where they belong, can develop a career path, and feel valued and trusted — and many claim to have found that working in modern manufacturing. New research2 announced today by UKG (Ultimate Kronos Group) and launched in partnership with IndustryWeek finds 92% of Gen Z talent employed within manufacturing are satisfied with their current careers.

“We know that attracting Gen Z talent is a high or very high priority for 88% of manufacturers, many of which are straining to build a talent pipeline while nurturing their current workforce and navigating their recoveries from the COVID-19 pandemic. It’s important they understand what Gen Z cares most about in order to inform more effective talent strategies moving forward,” said Kylene Zenk, director of the manufacturing practice at UKG.

Attracting Gen Z is More Often a Struggle for HR Leaders than Dealing with COVID-19-Related Issues

Manufacturers are facing intense pressure to attract and retain next-gen workers: Three in four admit finding (75%) and keeping (74%) talent is difficult, and one in three (34%) feel like they lag behind the rest of their peers.

Findings suggest HR’s job is harder than ever, because Gen Z expects a wide range of benefits and opportunities. From good pay (75%), opportunities for advancement (72%), and work-life balance (71%) to having a great boss (71%), schedule flexibility (70%), and competitive benefits (70%) — Gen Z deems these workplace features “extremely” or “very” important to achieving the holistic workplace experience they crave.

Driving Alignment of HR Strategies to the Voice of Gen Z is Essential

Released on the eve of MFG Day 2021 — a yearly celebration organized by The Manufacturing Institute and sponsored annually by UKG — The 2021 Future Manufacturing Workforce Study examines insights from HR leaders and Gen Z employees in manufacturing to create alignment between today’s talent management strategies and what Gen Z wants from the workplace. The research informs five key HR strategies to succeed in recruiting and retaining Gen Z:

  • Create a seamless onboarding experience that rolls into an actionable training and development plan. Clear goals and transparent career pathing drive job satisfaction for two-thirds of Gen Z talent (67%), while three in 10 (28%) say opportunities for advancement are “extremely important” — more so than having time off from work (26%).
  • It’s not all about pay: Prioritize work-life balance by offering competitive time off and flexible work schedules. Work-life balance ranks high on Gen Z talent’s career wish list, while more time off (31%) and flexible scheduling options (22%) are among the top three reasons an otherwise-satisfied Gen Z employee would change jobs.
  • Use HR and workforce data to examine catalysts for Gen Z turnover. The majority of HR leaders (77%) report that 11%-20% of their Gen Z workforce turns over annually, so understanding if turnover is higher in a certain location or under a certain supervisor, for example, enables organizations to effectively reverse unfavorable trends.
  • Engage digital natives with modern, consumer-grade technology. Gen Z has always had access to information when and where they need it in their personal lives, making it imperative for manufacturers to satisfy workplace expectations for technology — yet, only 41% of Gen Z employees in manufacturing today can swap a shift or check their work schedules from a mobile device.
  • Create more opportunities for Gen Z to interact with management, build trust on the job. Seeking advancement, Gen Z employees want recognition and respect (70%) and to receive feedback on their performance (69%) — but only 35% feel they are getting adequate face time with their direct supervisor.

“A one-size-fits-all approach to hiring no longer works,” said Zenk. “It’s imperative that HR is tailoring its messaging and recruitment initiatives depending on who they’re targeting. When recruiting Gen Z, it’s all about meeting this digital generation where they are, whether on social media or in the classroom. Direct engagement with schools and community groups through initiatives like MFG Day creates an incredible opportunity to demonstrate first-hand the appeal of working in modern manufacturing.”

“Educating and engaging the next-generation workforce early and often is one of the most important factors in shifting perceptions of the industry and closing the skills gap,” said Russell Richey, research director at Endeavor Business Media, the parent company of IndustryWeek. “We were very pleased to see from the survey that collaboration with local schools and colleges is the most common strategy employed by HR leaders to attract Gen Z talent: 53% are involved in developing programs and coursework that help teach students real-world technical skills related to manufacturing work. This bodes well for the future of manufacturing.”

Supporting Resources

About UKG

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

Footnote 1: Generation Z — a.k.a. “Gen Z” — is defined as individuals born between 1997 and 2003. See Survey Methodology for more details.

Footnote 2: Survey Methodology: This study is based on research led by Endeavor Business Media, the parent company of IndustryWeek, on behalf of UKG between July 22 and August 17, 2021. Two surveys were commissioned by UKG to examine how manufacturing industry HR professionals are managing recruitment and retention of Gen Z-aged workers, and to explore the attitudes and perceptions of Gen Z-aged consumers currently employed full or part time in the manufacturing sector. Responses were collected from 305 HR professionals with VP (38%) or director titles (62%) representing a diverse mix of manufacturing industries and company sizes, as well as 882 frontline (75%) and salaried (25%) employees currently working in the manufacturing sector and born between 1997 and 2003. Survey questionnaires were designed by Endeavor Business Media in collaboration with UKG and methodology conforms to accepted marketing research methods, practices, and procedures.

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

Contacts

UKG Contact:
Tonya Eckert

+1 978 947 1688

[email protected]

For Sales Information:
UKG

+1 800 432 1729

ukg.com

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BEYOND DIVERSITY: 12 Non Obvious Ways to Build a More Inclusive World By Rohit Bhargava and Jennifer Brown

Can one book help to build a more fair and inclusive world? This one can.

NEW YORK, Sept. 22, 2021 /PRNewswire/ — In Beyond Diversity: 12 Non Obvious Ways to Build a More Inclusive World, best-selling authors Rohit Bhargava and Jennifer Brown team up to tackle some of society’s most pressing challenges: dismantling racism, oppression and exclusion and building acceptance and understanding across differences. They achieve this through storytelling and a focus on intersectional perspectives and voices. 

A book about how to build a more inclusive world. Coming November 9, 2021. Visit www.nonobviousdiversity.com/media for more information and resources.
A book about how to build a more inclusive world. Coming November 9, 2021. Visit www.nonobviousdiversity.com/media for more information and resources.

BEYOND DIVERSITY: 12 Non Obvious Ways to Build a More Inclusive World can help build a more fair and inclusive world.Tweet this

Beyond Diversity, available November 9, 2021, is inspired by the inaugural Non-Obvious Beyond Diversity Summit in January 2021. More than 200 DEI champions from around the globe came together at the virtual summit to share their stories, including casting directors, bookstore owners, disability community leaders, healthcare professionals, students, VCs, standup comedians, chief diversity officers, pro gamers, archaeologists, government insiders, startup founders, and even a master puppeteer. Over 75 percent of them identified as belonging to an underrepresented group and more than two-thirds identified as a gender other than male. The range of expertise and topics represented was equally diverse.  

Their stories are sure to create moments of awareness and awakening. With real life testimony they show how each of us, no matter our background or identity, can have an impact and drive change in the world.

Beyond Diversity takes readers on an educational journey and lifts the lid on how bias and privilege have benefitted a few at the expense of the many. The book offers an ambitious look at diversity, equity, and inclusion through the lens of twelve specific themes: storytelling, identity, family, culture, education, retail, workplace, technology, entrepreneurship, leadership, government, and the future. Each chapter paints a revealing picture of our world, the potential for change and what actions will help us get there.

The book is a call to action and Bhargava and Brown challenge each of us to build bridges to a more authentically diverse and equitable future. This is a book about being more than a bystander. It provides a much-needed directive for stepping off the sidelines and getting involved. The only way to enact change is to inspire bystanders to take action. For former bystanders, and DEI experts alike, this book offers a blueprint for action to create a more inclusive world for everyone.

With the ongoing global focus on inclusion and equity and the fast-moving shifts across society, Beyond Diversity provides relevant and timely expertise for individuals, organizations and leaders. The book’s insights guide readers to compassionately and effectively respond to the deeply entrenched divisions, disparities and inequities that are prevalent across the world. 

Beyond Diversity is currently available for pre-sale and will become available for sale on November 9, 2021. Visit nonobviousdiversity.com/media to download the book excerpt, join the launch team and access other media resources.

Advance Praise for Beyond Diversity

“Thought-provoking, layered and fresh. Each one of us has a part to play in creating a more inclusive world. Wherever you may be in your journey, Beyond Diversity is the weapon in your DEI arsenal. For the non-believers, bystanders, and uninitiated—be inspired to make better inclusion choices. For the believers, advocates, and experts—be rejuvenated in your fight for equity.”   —MICHELLE KING, Author of The Fix and CEO of Equality Forward

“Beyond Diversity is an urgently needed, eminently practical book that every leader should read. Bhargava and Brown have taken on a tough topic with sharp minds and open hearts. In a dozen crisp and fascinating chapters, they show how to move past mere sentiment to bring genuine inclusion into action.” —DANIEL H. PINK, New York Times bestselling author of When, Drive, and To Sell Is Human 

“Jennifer and Rohit have artfully used the power of storytelling to connect the reader with the lived experience of LGBTQ+ people and other marginalized communities that have been systematically discriminated against and ‘othered’ for far too long. We must build a society that is more inclusive of transgender and non-binary people and honors their contributions and realities. Their book opens eyes, hearts, and minds!” —AMBER HIKES, Chief Equity and Inclusion Officer, American Civil Liberties Union (ACLU)

About the Authors

ROHIT BHARGAVA (he/him/his) is on a mission to help the world be more open-minded by teaching others how to be non-obvious thinkers. He is the founder of the Non-Obvious Company and previously spent 15 years leading brand strategy for large global brands while at Leo Burnett and Ogilvy. Rohit is the Wall Street Journal bestselling author of six books and is a popular Adjunct Professor of storytelling, persuasion, and marketing at Georgetown University.  

JENNIFER BROWN (she/her/his) is an award-winning entrepreneur, speaker, author, and diversity and inclusion expert who is deeply passionate about building more inclusive workplaces where more of us can feel welcomed, valued, respected, and heard. As the Founder and CEO of Jennifer Brown Consulting (JBC), a certified woman- and LGBT-owned firm, Jennifer and her team design and execute inclusion strategies that have been implemented by some of the biggest companies and nonprofits in the world. She is also the bestselling author of two books, Inclusion: Diversity, The New Workplace and The Will to Change (2017) and How To Be An Inclusive Leader: Your Role in Creating Cultures of Belonging Where Everyone Can Thrive (2019).

Retail Price: $19.95 • Published 11/09/2021 in Paperback + Ebook + Large Format Print + Audio Book • ISBN – 978-1940858968 www.nonobviousdiversity.com

Contact: 
Mara Silverio, [email protected]

SOURCE Non-Obvious Diversity

http://www.nonobviousdiversity.com

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Clark Construction Group Partners with Other Industry Leaders to Launch Construction Inclusion Week

BETHESDA, Md.–(BUSINESS WIRE)–Clark Construction Group is proud to announce the company’s participation as a founding member of Construction Inclusion Week, an initiative to build awareness, celebrate diversity and equity, and foster inclusion across the construction industry.

In 2020, Clark joined fellow general contractors DPR, Turner, Gilbane, Mortenson, and McCarthy, to form the “Time for Change” consortium to identify ways to advance diversity, equity, and inclusion within the construction industry. Through this effort, Construction Inclusion Week was created. The inaugural week-long event, which kicks off on October 18, 2021, is open to the entire industry.

The theme for this year’s Construction Inclusion Week is “Building the Foundation for Inclusion.” Topics will include leadership commitment and accountability, unconscious bias, supplier diversity, jobsite culture, and community service and outreach.

“As business leaders, we have a unique opportunity to leverage our collective voices and resources to identify and solve key industry and societal challenges,” said Robby Moser, president and chief executive officer for Clark Construction. “Clark is honored to be part of this industrywide journey to build and foster a culture of diversity, equity, and inclusion, where our people and communities can thrive.”

Clark is continuously evaluating ways to strengthen its Inclusion & Diversity strategy, which is anchored by four key tenets.

  • Culture – Continually develop a positive, inclusive, and respectful workplace
  • Growth – Attract, retain, grow, and promote a diverse mix of talent at all levels of the organization
  • Resources – Provide the resources and support for its employees and company to thrive
  • Engagement – Positively impact communities by providing access to opportunity

These pillars inform the company’s efforts to foster meaningful change and yield a more diverse and inclusive business, industry, and society.

Like Construction Safety Week, Construction Inclusion Week demonstrates how a united industry can collectively set expectations for behaviors that foster positive and lasting change. Participating firms will have access to materials and resources such as toolkits and conversation guides to bring awareness to diversity, equity, and inclusion concepts for jobsites, teams, and organizations.

Visit www.constructioninclusionweek.com to sign up and learn more.

About Clark Construction Group

Clark Construction Group is one of the nation’s most experienced and respected providers of building and civil construction services companies with annual revenues of approximately $5 billion. Headquartered in Bethesda, Maryland, the company has offices strategically located to serve clients throughout the country. For more information, visit www.clarkconstruction.com.

Contacts

MEDIA CONTACT:
Carly Thayer

+1 (202) 756-7244

[email protected]

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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.


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

[email protected]

SOURCE PagerDuty

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New study reveals 32 percent of trans employees have suffered workplace discrimination

Workplace Discrimination – When someone decides to reveal their gender identity at work it is a profoundly personal decision and one that can have a lasting impact on the individual’s entire career. Many from the LGBTQIA+ community simply don’t want to be out at work – estimated to be 46%. It’s not getting any better for trans people. In 2016 52% of trans people didn’t reveal their gender identity. In 2021 the number is 65%. In 2016 32% said they experienced workplace discrimination. In 2021 that is down to 25%. So there has been some improvement over the last 5 years. However, 32% of trans workers have said they have experienced discrimination or harassment at work during the past 5 years.

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AMN Healthcare COO Kelly Rakowski Honored with National Diversity Council Inclusive Leadership Award

DALLAS–(BUSINESS WIRE)–Kelly Rakowski, Group President and Chief Operating Officer, Strategic Talent Solutions, at AMN Healthcare (NYSE: AMN), has received the 2021 Inclusive Leadership Award from the National Diversity Council.


I’m very grateful for this honor and proud to be a team member of AMN Healthcare, where a shared vision of diversity, equality, and inclusion at all levels of the company is the foundation of our service,” Rakowski stated. “Now is a crucial time when our responses to unprecedented events can become opportunities to build a more just and inclusive industry and community.”

The Inclusive Leadership Award honors executives and innovative leaders in all industries for their passion to build effective systems by demonstrating “fairness, empathy, and integrity through inclusive leadership practices that embrace the differences of team members while boosting innovation and impacting bottom-line success.” The National Diversity Council is a non-profit organization that brings together the private, public, and non-profit sectors to advance diversity and inclusion by transforming workplaces and communities into inclusive environments.

Rakowski serves as an advocate for diversity in leadership and the healthcare talent pool. She has been recognized as an industry spokesperson for developing innovative solutions to many of the challenges that hospitals, clinics, and other providers face in today’s rapidly evolving healthcare landscape.

AMN Healthcare is a leader in the commitment to and pursuit of diversity, equality, and inclusion in the healthcare industry and in the communities where we work and live. The company’s action strategy and programs have resulted in a team that is 65% women, with an executive team that includes women as CEO, Chief Legal Officer, Group President & COO of Strategic Talent Solutions, and divisional and brand presidents; a Board of Directors that is 63% women, and a team that is 33% people of color. AMN is continuously working to improve diversity, equality, and inclusion at all levels of the company and industry while seeking social justice in the community and society.

More information about DE&I at AMN can be found in the 2020 Corporate Social Responsibility Report and on the AMN DE&I webpage.

About AMN Healthcare

AMN Healthcare is the leader and innovator in total talent solutions for healthcare organizations across the nation. The Company provides access to the most comprehensive network of quality healthcare professionals through its innovative recruitment strategies and breadth of career opportunities. With insights and expertise, AMN Healthcare helps providers optimize their workforce to successfully reduce complexity, increase efficiency and improve patient outcomes. AMN total talent solutions include managed services programs, clinical and interim healthcare leaders, temporary staffing, executive search solutions, vendor management systems, recruitment process outsourcing, predictive modeling, language interpretation services, revenue cycle solutions, credentialing and other services. Clients include acute-care hospitals, community health centers and clinics, physician practice groups, retail and urgent care centers, home health facilities, schools and many other healthcare settings. AMN Healthcare is committed to fostering and maintaining a diverse team that reflects the communities we serve. Our commitment to the inclusion of many different backgrounds, experiences and perspectives enables our innovation and leadership in the healthcare services industry. For more information about AMN Healthcare, visit www.amnhealthcare.com.

Contacts

Media Contact
Jim Gogek

Corporate Communications

AMN Healthcare

(858) 350-3209

[email protected]

Investor Contact
Randle Reece

Director, Investor Relations

AMN Healthcare

(866) 861-3229

[email protected]

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BAE Systems Named One of America’s Best Employers for Women by Forbes

FALLS CHURCH, Va.–(BUSINESS WIRE)–Forbes has recognized BAE Systems, Inc. as one of “America’s Best Employers for Women” for 2021, one of only 300 companies selected. Forbes and its partner, statistics portal and industry ranking provider Statista, evaluated the companies through an independent survey of 50,000 employees across two dozen industries, including more than 30,000 women.


Out of the 14 current members of BAE Systems, Inc.’s Senior Leadership Team, eight are women.

“We are committed to providing the career development and leadership opportunities, benefits, flexibility, and inclusive culture to ensure every employee can contribute and thrive,” said Tom Arseneault, President and CEO of BAE Systems, Inc. “We’ve seen the success that comes from having women leading at every level, and we are proud to receive this recognition as we continue to foster gender parity in the workplace.”

BAE Systems, Inc. and its 33,000 U.S. employees are part of a global defense, aerospace, and security company with a skilled workforce of more than 87,000 in over forty countries. Approximately 25% of the company’s U.S. workforce is comprised of women. BAE Systems’ dedicated workforce creates and delivers a wide range of products and services, including advanced electronic systems, cyber operations, intelligence analysis, combat vehicles, naval weapons, ship maintenance and modernization, and vehicle upgrades.

“The BAE Systems team has taken a systematic, dedicated approach to ensuring greater representation for women and people of color in roles throughout our company,” said Michelle Murphy, Senior Vice President for Human Resources Administration for BAE Systems, Inc. “We’re excited to keep building on our progress towards a more inclusive, competitive workforce.”

In addition to this award, Forbes also recently named BAE Systems as one of America’s best employers for diversity and best employers for new grads. The company was also recognized as a “Top 50 Employer” by Women Engineer Magazine, a “Top 50 Diversity Employer” by Minority Engineer Magazine, and a “Top 50 Diversity Employer of Choice” by STEM Workforce Diversity Magazine.

Contacts

Veronica Bonilla, BAE Systems

Mobile: 571.488.0456

[email protected]
www.baesystems.com/US
@BAESystemsInc

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GE Appliances Recognized as an Achievers 50 Most Engaged Workplace

Award celebrates Top 50 employers displaying leadership and innovation in engaging their workplaces

LOUISVILLE, Ky.–(BUSINESS WIRE)–GE Appliances, a Haier company, today announced its recognition as one of the 2021 Achievers 50 Most Engaged Workplaces®. This annual award recognizes the top 50 employers across the U.S. that display leadership and innovation in engaging their workplaces.


We’re a company committed to putting people first, and that starts with having a meaningful, innovative and engaging workplace experience for everyone,” said Kevin Nolan, president and CEO of GE Appliances. “When we remove barriers and create opportunities that allow our people to pursue their passions and thrive, we’re able to deliver world-class products and support to our owners, customers and communities in the best ways possible.”

A panel of 15 judges comprised of employee engagement academics, industry analysts, thought leaders, journalists, and influencers evaluated award applicants.

Winners were selected based on Achievers’ Eight Elements of Employee Engagement®: Accountability & Performance, Belonging, Equity & Inclusion, Culture Alignment, Manager Empowerment, Professional & Personal Growth, Purpose & Leadership, Recognition & Rewards, and Wellbeing.

The COVID-19 pandemic presented a myriad of challenges for businesses and their workforce. But these unprecedented times also offered an opportunity for organizations to support their people. Companies that prioritized employee experience, recognition, and employee voice have seen increased productivity, higher employee engagement, and stronger loyalty,” said Jeff Cates, president and CEO at Achievers. “This year’s Achievers 50 Most Engaged winners embody what it means to be a ‘people-first’ business and have proven how the prioritization of employee experience can help an organization withstand even the most difficult of times.”

In addition to earning the Achievers 50 Most Engaged Workplaces® award, this year GE Appliances was certified as a Great Place to Work™, named one of the Best Companies for Multicultural Women by Seramount (formerly Working Mother Media), and received a perfect score for the fourth year in a row on the Human Rights Campaign’s Corporate Equality Index.

For more information about Achievers 50 Most Engaged Workplaces®, visit achievers.com/engaged.

We’re Hiring!

Looking to grow your career at a company that puts its people first? Visit our careers page at https://careers.geappliances.com/

About GE Appliances

At GE Appliances, a Haier company, we come together to make “good things, for life.” We’re creators, thinkers and makers who believe that anything is possible and that there’s always a better way. We’re a company powered by our people, made stronger through our diversity — allowing us to grow closer than ever before to our owners, anticipate their needs and enhance their lives.

Since 1907, we’ve built innovative, quality products that are trusted in half of all U.S. homes. We sell appliances under the Monogram®, Café™, GE Profile™, GE®, Haier and Hotpoint brands. Our products include refrigerators, freezers, cooking products, dishwashers, washers, dryers, wine & beverage centers, air conditioners, small appliances, water filtration systems and water heaters.

To learn more about our company, brands, Corporate Citizenship efforts, economic impact, and working for GE Appliances, visit geappliancesco.com

Follow us on LinkedIn, Twitter, and geappliancesco.com for more news and updates from GE Appliances.

Contacts

Daniel Kemp, Senior Specialist, Corporate Citizenship Communications

[email protected]

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Citrix® Among Leading Companies for Inclusion

FORT LAUDERDALE, Fla.–(BUSINESS WIRE)–#CitrixWorkspace–Seramount (formerly Working Mother Media) unveiled its fifth annual Inclusion Index today, and Citrix Systems, Inc. (NASDAQ:CTXS) has been recognized as a leader for its efforts to fuel diverse, equal and inclusive opportunities across its global operations.

“The need to address inclusion in the workplace continues to be a priority for corporate America,” says Katie Oertli Mooney, Vice President of Diversity Best Practices at Seramount. “Progress has been made, but we must remain steadfast in our efforts. We are proud to recognize Citrix for their dedication and for putting in the necessary work to effect real, sustainable change.”

Designed to help organizations understand trends and gaps in demographic representation, the Inclusion Index creates a road map to drive internal change, and identifies diversity, equity, and inclusion (DE&I) solutions to close the gaps. Organizations included in the Index were measured in three key areas:

  • Best practices in the recruitment, retention, and advancement of people from underrepresented groups—women, racial/ethnic minorities, people with disabilities, and LGBTQ+ people
  • Inclusive corporate culture, including leadership accountability; and demographic diversity for women and racial/ethnic minorities.
  • Initiatives to address racism

Citrix was among 27 organizations recognized as a Leading Inclusion Index Company, receiving a 70 percent or higher score.

“At Citrix, we recognize the power of human difference, and together with our employees, are focused on creating a diverse and inclusive environment in which people can be their authentic selves and, in turn, do their best work,” said Scott Ballina, Senior Director, Diversity and Inclusion, Citrix. “We are pleased to be recognized as a leader by Seramount for our efforts and will continue to enhance our programs to align with our people and create a standout-environment in which they can succeed.”

The 2021 Seramount Inclusion Index recognition comes on the heels of Citrix being named to the 2021 Disability Equality Index® (DEI) Best Places to Work for Disability Inclusion, and is the latest in a series of workplace accolades Citrix has received, including:

  • Finalist for the Fortune 100 Best Places to Work in Central America and the Caribbean 2021
  • Human Rights Campaign Foundation 2021 Best Places to Work for LGBTQ Equality
  • Forbes 2020 America’s Most Just Companies
  • Working Mother 2020 Best Companies for Dads
  • Disability Equality Index (DEI) 2020 Best Place to Work for Disability Inclusion
  • 2020 India Workplace Equality Index Gold Employer

To learn more about Citrix and its commitment to Diversity and Inclusion, click here

About Seramount

Seramount is a strategic professional-services firm dedicated to advancing diversity, equity and inclusion in the workplace. Over four decades, partnering with some of the most iconic companies in the world, we’ve built a deep, data-driven understanding of the employee experience, which lays the groundwork for everything we do. Our comprehensive DE&I toolkit includes actionable research and insights, membership, strategic guidance and consulting, and inspiring events, meeting each client’s needs no matter where they are on their journey, and guiding them along an ever-changing landscape. Seramount has empowered more than 450 organizations to realize the business benefits of diversity, equity and inclusion. Learn more at seramount.com.

About Citrix

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

For Citrix Investors:

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

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

Contacts

Media Contacts:
Karen Master

Citrix

+1 216-396-4683

[email protected]