Unify Index Finds Large Number of Employees Would Choose Flex Work Over Pay Raise

Bring together Index Finds Large Number of Employees Would Choose Flex Work Over Pay Raise Bring together, a main correspondences programming and administrations firm, has distributed another list in its New Way to Work volume that uncovered that in excess of 43 percent of representatives studied would incline toward flex work over an increase in salary. The discoveries highlighted the ascent of lawful activities or Right to Request laws around the globe that are giving representatives the option to demand flex work. This pattern, and an improved activity showcase have prompted the advancement of what Unify names the Flex Work Imperative. This basic is the mix of representative interest, an improving activity advertise, and various laws that are moving flex work from being a vocation advantage to a workers right. Representatives are not kidding about flex work, said Bill Hurley, Chief Marketing Officer at Unify. Notwithstanding almost 50% of all representatives inclining toward flex work over a salary increase, about 33% said they would change managers whenever offered adaptable work somewhere else. The time has come to jump aboardâ€"business pioneers who disregard the Flex Work Imperative could end up enduring the loss of their best representatives. In the full report, Unify gives best practices to how organizations can effectively actualize flex work. It underlines what number of representatives would be happy with a couple of days out of each week telecommuting; or the capacity to work in the workplace for part of the day, and afterward finish at home. Also, organizations can build up and record a virtual group implicit rules that diagrams the things representatives must do so as to make flex work effective.

Come on men! Are you brave enough to do a Zuckerberg Viewpoint careers advice blog

Come on men! Are you brave enough to do a Zuckerberg In late 2016 two very high profile men resigned from demanding jobs for family reasons â€" James Brayshaw and John Key. What followed â€" and this might be a first in this part, was that men started to talk openly about their inability to have it all. Last year also saw Mark Zuckerberg, who made sure Facebook’s parental leave policy covered both women and men, take two months of parental leave following the birth of his daughter. Wouldn’t it be great to see more men leading by example like this so that other male  and female  employees feel they can do the same without it negatively impacting their career? De-gendering gender diversity by offering and accepting equal parental leave and flexible working options without career consequences for both men and women seems to me like the next logical step to help to make real and lasting gender equality progress in the workplace. This starts with talking in terms of family-friendly rather than women-friendly policies. It includes encouraging and accepting the decision of more men to work flexibly,  offering and accepting their decision to take paternity leave.  More importantly, it requires acceptance without making assumptions about career motivations or applying unconscious or otherwise career consequences. If we can offer and accept men working flexibly and taking parental leave in equal numbers to women, we will also be supporting women who want to do the same. More working fathers with female partners will be able to provide the support required for them to return to work, and by becoming the norm and removing career consequences it will have a positive impact on female gender equality. Shared caring responsibilities would improve gender diversity In a recent survey of ours, 81 percent of respondents said shared parental leave and more shared responsibility associated with child rearing would help break down unconscious biases and improve gender diversity at work. Yet just 19 percent said their organisation offers parental leave for male employees on equal terms to female employees.  In addition, the majority say men in their organisation rarely take or only take some  of the parental leave they’re entitled to. Why? 61  percent  of men said it’s due to the financial impact whereas 42  percent  of women said it’s because they may be viewed as less committed to their career. Flexible working is career-limiting for women Meanwhile respondents said opting to work flexibly is a career-limiting move for women more so than for men. The majority said less than five  percent  of men work flexibly at their organisation compared to between 21-40  percent  of women. 96  percent  of female respondents said agile and flexible working options are important to them compared to 86  percent  of men. Other surveys support our findings. For instance, a 2016 CPA Australia  report  showed that many employees think working flexibly will have a negative impact on their career. The 2017 Modern Families Index found that twice the number of fathers compared to mothers believe flexible workers are viewed as less committed while more than double the number of fathers believe working flexibly will have a negative impact on their career. In addition, 47  percent  of fathers agree they would like a less stressful job to reconcile work and home responsibilities. Fathers are therefore, according to the Index, “having to consider the same compromises women have had to for decades.” Meanwhile, a study by the Human Rights Commission found 27  percent  of men experienced discrimination when requesting or taking parental leave or when they returned to work. Gender equality “enhances men’s lives as well” As well as offering and encouraging men to accept flexible working and equal parental leave, I believe we need more men involved in gender equality. Last year US gender expert Michael Kimmel visited Australia and spoke about how gender equality and better distributing the load at home and in the office could be the best thing to happen to men. In an interview with ABC’s Lateline he said, “We also know that gender equality actually enhances mens lives as well: that its actually good for us in our relationships with our partners; good for us in our relationships with our children if we have them; good for us in our own health and well-being.” In short, having more gender-equal working options is a change worth investing in, and  theres no time like the present.  This International Womens Day,  lets do our bit to pledge for gender parity in the workplace and #BeBoldForChange. Check out some of our other articles surrounding gender diversity in the workplace: The one trait that female leaders need to remember Tales from the top: Gender Diversity Gender diversity: still a long way from equality More female leaders, please QA with Kumi Ito, CMO of GE Healthcare 3 recommendations for narrowing the gender divide Share this blog:

High-Earning White Women Face Biggest Motherhood Penalty

High-Earning White Women Face Biggest 'Parenthood Penalty' Having youngsters is perhaps the greatest driver of the sexual orientation wage hole. Also, new exploration shows a few ladies have more salary on the line than others. As indicated by a report distributed in the American Sociological Review, the parenthood punishment for the most elevated winning, most gifted white ladies is a normal compensation loss of 10% per youngster, contrasted and a 4% decline for each kid for moms by and large. Fathers, in the mean time, appreciate a knock in pay of around 6% per kid. It's critical to note, nonetheless, that ladies at the lower end of the monetary range may feel their pay misfortune more intensely than wealthier white ladies, since they have less assets in the first place. Video Player is loading.Play VideoPlayMuteCurrent Time 0:00/Duration 0:00Loaded: 0%Stream Type LIVESeek to live, at present playing liveLIVERemaining Time -0:00 SharePlayback Rate1xChaptersChaptersDescriptionsdescriptions off, selectedCaptionscaptions settings, opens subtitles settings dialogcaptions off, selectedAudio TrackFullscreenThis is a modular window.Beginning of discourse window. Departure will drop and close the window.TextColorWhiteBlackRedGreenBlueYellowMagentaCyanTransparencyOpaqueSemi-TransparentBackgroundColorBlackWhiteRedGreenBlueYellowMagentaCyanTransparencyOpaqueSemi-TransparentTransparentWindowColorBlackWhiteRedGreenBlueYellowMagentaCyanTransparencyTransparentSemi-TransparentOpaqueFont Size50%75%100%125%150%175%200%300%400%Text Edge StyleNoneRaisedDepressedUniformDropshadowFont FamilyProportional Sans-SerifMonospace Sans-SerifProportional SerifMonospace SerifCasualScriptSmall CapsReset reestablish all settings to the default valuesDoneClose Modal DialogEnd of disco urse window.PlayMuteCurrent Time 0:00/Duration 0:00Loaded: 0%Stream Type LIVESeek to live, as of now playing liveLIVERemaining Time -0:00 Playback Rate1xFullscreenClose Modal DialogThis is a modular window. This modular can be shut by squeezing the Escape key or initiating the nearby button.Close Modal DialogThis is a modular window. This modular can be shut by squeezing the Escape key or initiating the nearby catch. Utilizing information from the National Longitudinal Survey of Youth, which tracks the business data of in excess of 5,000 ladies over their lifetimes, the examination found that for high workers, removing time from the workforce impedes future increases in salary more than it accomplishes for lower workers. Since ladies in low-paying callings aren't seeing noteworthy pay builds year over year, removing time from the workforce to have and bring up kids doesn't hurt their future wages as much as a shorter timeframe off accomplishes for high workers. Understand More: Kids Killing Your Paycheck? Just If You're Female The outcomes point to the requirement for increasingly adaptable work environments and parental leave approaches. A great deal of ladies are getting driven into dropping out completely for a couple of years since they can't get a little leave toward the start or in light of the fact that they can't get enough adaptability, Paula England, human science educator at New York University and the lead scientist on the investigation, told Bloomberg. An ongoing report from Paid Leave for the United States (PL+US) found that only 13% of private segment representatives and 6% of low-wage laborers get paid family leave. As per Quartz, lesser gifted and repaid white ladies confronted a 4% to 7% wage finding per kid, while dark ladies by and large lost 3% to 4% of their wages. The examination didn't represent the racial dissimilarity.

Cover Letters Whats the Point

Cover Letters Whats the Point TweetIts easy to feel that cover letters are a waste of job seekers time. The resume tells everything the employer needs to know, so a letter is just redundant, right? I couldnt disagree more. Before I explain my opinion, let me suggest a change in how you think about cover letters. Stop thinking the cover letter is all about you. Its about the job. I may be exaggerating, but its in the service of a crucial point: A cover letter is not going to impress unless it shows that youve done some homework on the company, understand their culture and needs, understand the job theyre looking to fill and can relate your qualifications to these specifics. Most cover letters dont do this, so yours will stand out. Most people send out the same generic cover letter for every job opening and just insert the job title and company name an approach that misses the point. For really eye-opening cover letters, go a step further by preparing way in advance. Start a list of companies youre interested in, and start following and researching them through social media, Google Alerts and networking. When you eventually respond to a posting from one of these companies or contact them proactively youll be able to write a very impressive letter that shows you are a savvy individual who is highly motivated to work there. Am I crazy? Or do I have a point? (I realize these two options are not mutually exclusive.) Click here for more good reasons to use cover letters! Cover Letters Whats the Point TweetIts easy to feel that cover letters are a waste of job seekers time. The resume tells everything the employer needs to know, so a letter is just redundant, right? I couldnt disagree more. Before I explain my opinion, let me suggest a change in how you think about cover letters. Stop thinking the cover letter is all about you. Its about the job. I may be exaggerating, but its in the service of a crucial point: A cover letter is not going to impress unless it shows that youve done some homework on the company, understand their culture and needs, understand the job theyre looking to fill and can relate your qualifications to these specifics. Most cover letters dont do this, so yours will stand out. Most people send out the same generic cover letter for every job opening and just insert the job title and company name an approach that misses the point. For really eye-opening cover letters, go a step further by preparing way in advance. Start a list of companies youre interested in, and start following and researching them through social media, Google Alerts and networking. When you eventually respond to a posting from one of these companies or contact them proactively youll be able to write a very impressive letter that shows you are a savvy individual who is highly motivated to work there. Am I crazy? Or do I have a point? (I realize these two options are not mutually exclusive.) Click here for more good reasons to use cover letters!

Eight signs your interview went well

Eight signs your interview went well by Amber Rolfe Figuring out whether your interview went well isn’t always easy…Although there can be obvious signs that you impressed the interviewer, others can be hard to gauge. But whether it’s a sure-fire signal or a more subtle hint, there are many ways to tell whether an employer is seriously considering you.Weve already covered what to do when your interview goes badly and six reasons you didnt get the job, but here are eight signs your interview probably went well:You have an actual conversation If your interview felt more like a casual chat than a formal interrogation, your skills and experience probably aren’t the only thing that clicked with the interviewer.Not only does it show that you’d fit in with their company culture, it also proves you’d have a good working dynamic if you got the job.So if you notice that your interview starts to focus less on the formalities, and more on what kind of films you like (see also: laughs at all your jokes) â€" you’ re probably doing well.  They give you positive affirmation This may seem obvious â€" but if you’re focusing on getting your answers right, you might not be paying full attention to the interviewer’s reactions. And trust us, they mean a lot.Because whether it’s through their body language or how they respond to your answers â€" you can often gauge how an interviewer feels about you just by looking at them. And if they’re fully engaged and giving positive feedback â€" you can be sure you’re on the right track.Just beware of the tell-tale ‘I’m only here because I have to be’ signs (e.g. uninterested silences, slouching, lack of eye contact, continuous clock watching).  They’re making an effort to sell you the jobAlthough every interviewer will talk about what the role is about â€" not everyone will make a real effort to spark your interest.So if you notice the interviewer is giving you a detailed explanation of what the job entails (including exactly what ‘you’dâ €™ be doing) â€" whilst listing the perks and benefits of working for them, you’ve probably made a good impression.It’s an even better sign if they actively link back to how that matches your skills and interests. It means they want to make the position work for you â€" not just any candidate.  They include you in their future How can you tell if your (working) relationship has a future? They’ll actually tell you where it’s going.If your interviewer talks about how they’d use your expertise into their future projects, plans, and developments (and/or brings in other members of the team to discuss) â€" it’s likely that you’re a top contender for the role.Not only does it show that they can see you adding value by working there, it also means you’ve made a good enough impression to actually last.  They introduce you to the rest of the team An invitation to meet the team is essentially a colleague trial run.You’ve impressed in the interview, and the recruiter wants to know if you’ll interact well with the team before they make their final decision. So all you have to do is keep impressing, by being polite and friendly with everyone you meet.This is also the perfect opportunity for you to get a feel of the working environment. Something as simple as a tour of the office or a chat with your potential colleagues can often be enough to figure out if a workplace is really right for you.Eight signs an employer is not the one  It runs over the scheduled time Let’s face it â€" interviewers are busy people.Amongst interviews, appointments, meetings, and general tasks â€" their free time is probably rare. This means that they have to stick to their schedules and allocated timeframes…that is, unless it’s worth it.So if your interview runs over the scheduled running time, it’s almost always a positive sign. Not only do they want to learn more about you, they also don’t mind sacrificing their time for it.  They ask when you can start The key to fi guring out whether this question indicates your interview is going well is to focus on how it’s delivered.For example, if your interviewer quickly asks this in addition to a number of other generic questions â€" they’re probably just going through the motions.However, if they ask it alone, and follow up with other questions and comments about your availability â€" it could be a sign that they’re considering employing you (and are willing to work around your schedule if necessary).  You get invited to a second interview Good news, they want to see you again.If you’re invited to a second interview there and then, you can be sure you did a good job â€" especially if they ask you before the interview’s even over.And although it might seem daunting to go through this process again, don’t let nerves make you forget the positive. They already like you â€" so just keep doing what you’re doing, and you’re bound to continue to impress.Second interview tips: What you need to kn ow  Second interview questions and answersLooking to improve your interview technique? Read our list on what to do after a job interview, and find out how to follow up after an interview now.  Still searching for your perfect position? View all available jobs now