Work-Life Balance: The Connection to Healthy Romantic Relationships
Why Men Who Overidentify With Their Careers May Lack Relationship Success
IT sector faces continued pressures in attracting talent
VTS Earns 2022 Great Place to Work Certification
Built In Honors VTS Among the 2022 Best Places To Work Awards
Xpoint Continues Expansion With Additional Key Hires in Compliance, Marketing, Product and Sales
Here Are the Fortune 100 Best Companies to Work For® in 2022, According to Nearly 1 Million Employees
Velocity Global to double its workforce by empowering employees to work anywhere
Investis Digital Announces Strategic Hires
52% of women believe their gender is limiting their careers in the tech industry
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Hotel Industry Foundation launches national campaign to help with labor shortage in US
As the nationwide labor shortage continues to make headlines, the American Hotel & Lodging Association Foundation (AHLAF) is launching a new, nationwide ad campaign to help fill the tens of thousands of open jobs across the country. This multi-year effort – the first of its kind for the Foundation – aims to attract job seekers and help them discover the multitude of career pathways, competitive wages, benefits and perks the industry offers, while ushering a new, diverse talent pool to the hospitality arena. Over the past two years, the pandemic has devastated the hospitality industry – wiping out approximately 10 years of job growth. According to an analysis for AHLA by Oxford Economics, hotels are projected to end 2022 down 166,000 workers – a 7% decrease compared to pre-pandemic 2019 levels. To combat this staffing shortage, the multi-channel, ‘A Place to Stay’ campaign aims to heighten awareness of immediate job opportunities and showcase the industry’s robust offerings. “The hotel industry is unique from other industries, offering so many the chance to start in an entry-level role and rise through the ranks to run a global company and achieve The American Dream. That’s why, the AHLA Foundation is committed to shining a spotlight on the hotel industry and driving greater awareness on the ability to move up in a diverse workforce,” said Rosanna Maietta, President and CEO of the AHLA Foundation. “We are dedicating substantial financial resources to attract a strong pool of talent into this great industry – paving a path for future generations of hoteliers.” Launching first in five markets – Columbus, Dallas, Denver, Miami, and Phoenix – this effort centers on the testimonials of individuals employed at hotels, highlighting the opportunities for upward mobility and lifelong careers. Initially targeting job seekers who are underemployed and ready to work as well as unemployed and looking, the digital campaign features a new website; bilingual streaming audio, digital display banners, ads on You Tube, Facebook, Instagram and more in an effort to attract more talent into the industry. As part of the campaign, AHLAF has launched a new website: TheHotelIndustry.com and is running ads in English and Spanish across the country to encourage individuals from diverse backgrounds to apply for jobs. With a myriad of career pathways are available, searchable job categories include customer service, maintenance, food and beverage, lobby, accounting, marketing and sales, recreation and events, human resources and security and management, among others. Last year, AHLAF committed $5 million to diversity, equity, and inclusion efforts designed to drive DE&I at all levels within its member organizations. The ‘A Place to Stay’ campaign celebrates the industry’s diverse workforce and supports AHLAF’s diversity goals by encouraging individuals with diverse life experiences and identities to consider a career in hospitality, including those who are multilingual, women, veterans, older adults looking at second careers, as well as individuals seeking to move from part-time to full-time work. The ‘A Place to Stay’ campaign will launch in 2022 and grow into a larger nationwide campaign throughout the year. To begin exploring careers, please visit TheHotelIndustry.com or search #thehotelindustry on social media.
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BSU Economist: January U.S. Jobs Report 'Surprisingly Strong'
The January U.S. Jobs Report released today, given the surge of COVID-19-related cases in recent weeks, was “surprisingly strong,” according to Dr. Michael Hicks, director of the Center for Business and Economic Research at Ball State University. “A total of 467,000 new jobs were created, and revisions to November and December added a whopping 700,000 total jobs to the preliminary numbers,” Dr. Hicks said. “The revisions are done annually to update the seasonal adjustment, and added jobs for every month since August. This technical adjustment offers a much stronger view of recent economic performance.” Here are Dr. Hicks’ full takeaways from the January Jobs Report. • COVID did affect labor markets, causing an increase in those working remotely due to the disease. In January, 15.4 percent of workers were performing their jobs remotely due to COVID. • Overall wage growth slowed in January, to 1.8 percent annualized. While many sectors saw better wage growth, such as manufacturing that rose at an annualized 4.5 percent last month, wage growth was beneath inflation. • Most other indicators of employment, from part-time work to marginally attached worker numbers improved in January. The worst news in this jobs report was of a labor force that did not change, which is much better than expected given the recent pandemic effects of COVID. • This unexpected news will make easier efforts by the FED to combat inflation.
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Akeneo Named One of Boston's Best Midsize Companies To Work For
Akeneo, a global leader in Product Experience Management (PXM) solutions, today announced that it has been named one of Boston's top midsize employers in Built In's 2022 Best Places to Work awards. Akeneo was also honored as one of Boston’s 50 Best Paying Companies — a tribute to the company’s industry-leading compensation policies and commitment to equitable pay for all its employees. Built In, a tech platform trusted by 2.5 million professionals and 1,800 companies, ranked Boston's employers using a sophisticated algorithm incorporating data about companies' compensation, benefits and cultural programs. To reflect the benefits candidates want, the rankings also weigh criteria such as remote and flexible work opportunities, programs for DEI, and other people-first cultural offerings. Akeneo was ranked a top employer for the second successive year in recognition of its consistent focus on supporting employees and creating a vibrant workplace culture. Founded in 2013, Akeneo empowers its customers with the keys to unlocking growth opportunities, and takes a similarly innovative approach to shaping employee experience and giving all team members the opportunity to lean in, learn, and make significant contributions to its own aggressive growth. During the turbulence of the past year, Akeneo has invested heavily in employee wellbeing, with employees receiving (and being expected to use) a full 5 weeks of vacation time. Akeneo also offers generous health, vision, and dental benefits, plus a 401(k) retirement benefit with company match, providing peace of mind for employees and their families, both now and into the future. At Akeneo’s North American HQ, a historic Massachusetts Bay Transportation Authority building transformed into a dramatic office space, employees can enjoy employee-friendly amenities, including a well-stocked upscale kitchen, and a comfortable lounge area with plush sofas and the latest video games. But Akeneo also recognizes that many employees have health concerns, family caregiving duties, and other factors that make remote work a better fit. The company offers extremely flexible working hours and locations, with employees free to find the right combination of on-site, remote, or hybrid solutions to meet their unique needs. For all employees, Akeneo is dedicated to preventing burnout and eliminating stress, while fostering a strong and unified culture that promotes diversity, loyalty, and teamwork. The company stages regular outings and events to build team spirit and help remote and on-site workers to stay connected. Employees can also take company-paid trips to visit Akeneo's global headquarters, located in a French mansion, and engage with the company’s European team members. "Winning the Best Places to Work award for the second year running is a testament to the values and the team spirit that make Akeneo such a unique place to come to work each morning," said Kristin Naragon, Akeneo’s VP of Marketing and Strategy. "Over the past year, we’ve strived to create a culture that helps our talented and diverse global team to achieve their full potential. But this award really belongs to our employees — because it’s their commitment to supporting one another that makes Akeneo such a wonderful place to work.” “It is my honor to extend congratulations to the 2022 Best Places to Work winners,” said Sheridan Orr, Chief Marketing Officer, Built In. “This year saw a record number of entrants — and the past two years fundamentally changed what tech professionals want from work. These honorees have risen to the challenge, evolving to deliver employee experiences that provide the meaning and purpose today’s tech professionals seek.”
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Fortune and Great Place to Work Name VTS One of the 2021 Best Workplaces in New York
Great Place to Work® as well as Fortune magazine have honored VTS—the commercial real estate industry’s (CRE) leading leasing, marketing, asset management, and tenant experience platform—as one of the 2021 Best Workplaces in New York™. This is VTS’ inaugural appearance on the prestigious list, ranking 19 out of the 60 Best Small and Medium Workplaces, solidifying VTS as one of the best companies to work for in the country. The Best Workplaces in New York award is based on an analysis of survey responses from more than 78,000 current employees in the New York State, tri-state and metro area. In that survey, 95% of VTS employees agree it is a great place to work, which is 4 points higher than the average U.S. company. “We’re incredibly honored to be recognized by Fortune as one of the Best Workplaces within New York,” said Nick Romito, CEO of VTS. “VTS prides itself in fostering an environment of appreciation for our employees and all that they do in making VTS the company that it is today, and we have our employees to thank for receiving this incredible distinction.” The Best Workplaces in New York list is highly competitive. Great Place to Work, the global authority on workplace culture, selected the list using rigorous analytics and confidential employee feedback. Companies were only considered if they are a Great Place to Work-Certified™ organization. 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. “Earning a spot on the Best Workplaces in New York™ list is an especially significant award this year, as the pace and shape of work has changed dramatically,” said Michael C. Bush, CEO of Great Place to Work®. “Leaders at these companies have shown exceptional care for their people. And this support resonates with all employee groups. It doesn’t matter what pronoun they use, their experience level or their pay grade, all people have a great experience.” In addition to being named to the Best Workplaces in New York™, VTS’ CEO Nick Romito has also been named as one of Commercial Real Estate’s Best Bosses, according to a recent ranking by Globe St., as well as named to Crain's 2021 list of the Most Notable in Real Estate. This year, the company has also been named to Built In’s Best Places to Work 2021, the Forbes Cloud 100, as well as Glassdoor’s Highest Rated Cloud Companies List. VTS continues to experience rapid growth, and is actively hiring within various roles throughout the organization. Visit vts.com/careers to learn more.
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November U.S. Jobs Report 'Disappointing' At First Glance, But Could Underestimate Growth
The November Jobs Report is notable for what appears to be a disappointing top line jobs number — with a monthly growth of just 210,000. This comes from the establishment survey of businesses. “However, there is evidence that this understates job growth,” according to Dr. Michael Hicks, director of the Center for Business and Economic Research at Ball State University. “Bottom line, is that with earlier revisions, this jobs report announces an additional 300,000 new jobs, and probably understates the actual value substantially. Expect large revisions in January.” Here are more of Dr. Hicks’ takeaways from the November Jobs Report. If you have any interest in connecting with Dr. Hicks beyond these comments, please reach out to me and I will be happy to try to facilitate an interview. Thanks! • The household survey reports job growth of 1.1 million over the month. Part of this can be explained by a modest increase in the number of multiple job holders of roughly 85,000 workers. Still, roughly 800,000 more workers claim new jobs last month than do businesses. • At the same time, this jobs report makes large upward revisions to past jobs numbers, just as we have seen in previous months. These revisions come partially from administrative data on employment. • A likely source of the discrepancy between the business and household survey is that a disproportionate share of new jobs are being created in new firms that are underrepresented in the establishment survey. This explanation would help explain the large revisions to previous months which we have seen in the most recent reports. • This explanation is also consistent with the surge in new business creation we’ve seen in 2021.
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Velocity Global’s 2022 Work In Progress Report: Businesses and talent benefit from distributed work
Remote and distributed workforces are here to stay due to the mutual benefits to both businesses and talent according to a new study from Velocity Global, the leading provider of global employment solutions. The 2022 Work In Progress — The State of Distributed Work: Tech Sector published today touts multiple benefits of distributed work, shows optimism for growth in the tech sector, but also names challenges for businesses to increase their global workforce. More than 1,000 U.S. and UK tech company decision-makers participated in the study and 72% say their business utilizes a substantial distributed workforce; 59% say more than half of their workforce is remote, and 61% of U.S. tech leaders report more than half of their remote workers will remain that way for the foreseeable future. “The world of work is forever changed. The global pandemic accelerated the desire to work from anywhere, and it lit a fire for employers to embrace a truly distributed workforce,” said Velocity Global founder and CEO Ben Wright. “The untethered nature of work was on the rise before COVID-19, but the tailwinds accelerated this new way of work as businesses tapped into new talent pools and workers themselves embraced a new freedom. Neither is going back - this change is here to stay.” Despite the growth of distributed and remote work, businesses cite several challenges to embrace the change even further. “This dramatic shift accelerated faster than the legacy ecosystem built to support the employment infrastructure was capable of handling,” added Wright. “We remove the roadblocks to grow businesses and connect employers and talent to simply get work done anywhere and anyhow.” [Organizational and personal benefits of remote and distributed work] Remote work refers to talent working at a location other than a company-owned office. Related to the concept of remote work is distributed work, in which companies employ talent that is located in multiple locations domestically or internationally. The majority of companies (72%) employ a distributed workforce and 79% of these organizations’ talent also works remotely. Respondents who utilize a distributed workforce report clear advantages: 95% say a distributed workforce model benefits their company by increasing productivity (54%), securing top talent (40%), and building a more diverse team (37%). Respondents indicate talent prefers remote work for similar reasons, reinforcing the mutual benefits. Interestingly, 3 in 4 of the tech leaders themselves work remotely at least one day per week and desire to increase the amount of time they work remotely. “Business leaders are people too, and they see the benefits in their personal life as well to their broader organization,” said Wright. “Flexibility and mobility are now must-haves for workers fresh out of school or in upper management, and lead to greater productivity and long-term talent retention. It’s a win-win.” [Optimism for growth with an untethered workforce] The increase in remote and distributed work drove unprecedented demand in the tech sector and organizations feel optimistic about expansion. The survey reports 96% are very or somewhat confident about their company’s financial growth over the next year, and 83% believe their industry will grow as well. That growth is realized by a remote and distributed workforce that mostly will not return to an office. More than half (54%) of respondents say 51-75% of their remote workforce will remain remote over the next year. [Roadblocks create disconnect between employers and talent] The data indicates a brewing dilemma regarding remote work. Talent and businesses both recognize significant benefits, but logistical challenges drive businesses to initiate a return to the office for some. The implications for this disconnect are great, considering the difficulties of finding skilled talent and employees’ desired flexibility. One factor contributing to that discord is the lack of involvement of talent in the decision to return to the office. Eighty-seven percent of organization leaders say their company decides whether remote talent transitions back to working at a company-owned office, as opposed to it being a joint decision. Only 12% report that both the company and talent make that determination. Tech leaders point to a pivotal moment for distributed work as both businesses and talent desire the benefits. The pandemic increased distributed work for most tech businesses, and 43% will maintain their current distributed workforce. However, the next stage is in question: 21% say they will expand their distributed workforce, 26% plan to reduce it. These decision-makers cite several forces that challenge their ability to grow their distributed workforce domestically and internationally, particularly among U.S. companies. Ninety-three percent of U.S. tech leaders say they do not have plans to expand their domestic distributed workforce. They point to recruiting, legal registrations in other states, and managing multiple vendors among other challenges. The growth of international distributed work faces similar roadblocks. Again, 93% of U.S. and UK tech leaders say they do not plan to expand their worldwide distributed workforce, adding foreign entity set-up, global payroll and immigration challenges to a similar list of difficulties. “The same friction comes up over and over again. Finding the right talent tops both lists and businesses want to tap larger talent pools across the country and the world,” said Wright. “Add in the bureaucracy of global regulation and the multiple vendors to navigate it on disparate platforms, and businesses get skittish. We built an end-to-end platform that removes all of this friction because the data is clear: employers and talent just want to work with anyone, anywhere, and anyhow.” [Methodology] To gather the data in this report, Velocity Global surveyed 506 U.S. and 505 UK business leaders in the technology industry (e.g., software, hardware, and IT) who are employed at companies with 50–1,000 employees. The respondents work in a wide range of technology subsectors, including technology, media, and telecom; biotech; mortgage technology, property technology, and real estate technology; insurance technology; cryptocurrency; cybersecurity; and more. Respondents are in director-level and higher positions, including C-suite officers and business owners. Their job functions include human resources, finance, legal, IT/ technology, and operations.
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New Elsevier technology hub in Bengaluru to hire technology talent to develop global health sciences and research solutions
Elsevier is part of RELX, a global provider of information-based analytics and decision tools for professional and business customers. www.elsevier.com Elsevier, a global leader in research publishing and information analytics, has announced its plans to recruit local talent as it establishes a new technology facility in Bengaluru. The new hub will help Elsevier better serve its research and healthcare customers across the Asia-Pacific and Middle East regions. This is Elsevier’s second technology facility in India, the first is in Chennai. Elsevier aims to hire local software developers, full-stack and DevOps engineers for the facility, building towards the recruitment of data scientists and augmented reality (AR) specialists, to support the company’s growing portfolio of solutions that help scientists, researchers and healthcare workers solve societies’ biggest challenges. Geetha Ramadevi, Head of Elsevier’s Tech Hub in Bengaluru, said: “Our tech vision is to identify inventive ways to use technology to help researchers make new breakthroughs and support clinical professionals at deriving better patient outcomes. We are looking at incorporating three-dimensional (3D), AR, virtual reality (VR), and artificial intelligence (AI) into our solutions, which will be launched directly from India by 2022.” Elsevier is also building new products for its Primary Care business in India, including next-gen data platforms, digital identity and order sets – all to be launched from the Bengaluru Hub. These products are specifically aimed at helping healthcare professionals deliver consistent levels of care to improve patient outcomes. Visit Elsevier’s Technology Careers site to find out more about the exciting job opportunities available.
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Graphisoft global recruitment survey reveals BIM knowledge is most sought-after skill
Graphisoft, the leading Building Information Modeling (BIM) software solution provider for architecture, today announced the results of its ‘Hiring the next generation of architects’ global recruitment survey* — the first of its kind in the AEC industry. The survey attracted more than 1,100 responses and focused on the skills and mindset needed in today’s digitalized architectural job market. - Balanced skills make ideal candidates According to 39% of employers who responded to the survey, current job candidates lack a good balance of three skill areas that make up the BIM mindset: digital mindset/software skills, engineering mindset/technical skills, and artistic mindset/creativity. Graphisoft’s global recruitment survey is an important first step in filling the gap between employer expectations and how architects are currently educated. The survey targeted practices across the spectrum with small (60%), medium (18%), and large (22%) firms responding from around the world. - BIM software knowledge + BIM mindset are key “To help firms find great talent, we asked employers what the main roadblocks are when recruiting recent architecture school graduates,” said Szabolcs Miko, Manager, Global Education at Graphisoft. “49% of respondents said that job candidates lack proficiency in BIM, while 39% said that recruits don’t even have a BIM mindset.” 66% of respondents responsible for hiring new recruits said that BIM knowledge is the most important requirement, with a BIM mindset a close second at 59%. The survey showed that employers support acquiring BIM software skills through on-the-job training (69%), internal training (53%), and external, third-party training (40%). “The survey shows just how important BIM is in educating the architects of the future,” said Huw Roberts, Graphisoft CEO. “Graphisoft is committed to closing the gap in architecture education by offering Archicad free to students, giving them the tools they need to successfully compete on the job market.” - Referrals, universities, and social media are top recruitment channels The most effective channels to recruit recent graduates and young professionals are first and foremost referrals (55%), university networks (44%), social media (40%), and job boards (27%). Architecture and design students, teachers, and schools can get fully functional education versions of Archicad free of charge. Visit myarchicad.graphisoft.com to register and download Archicad today. Students are also encouraged to visit Graphisoft Learn and Graphisoft Community, which are outstanding sources of free information and support. *Survey period: August 20, 2021 – September 6, 2021 *Sample size: 1100 * Methodology: quantitative large sample survey
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Delphix India Crosses 100 Employees in Two Years
Delphix, the industry leading data company for DevOps, today announced crossing the 100 employee mark in India, just two years after launching a state-of-the-art R&D Centre in NCR. The company continues to hire aggressively, even through the pandemic, and currently has more than 30 immediate openings at the Director and Senior levels in Engineering, Marketing, and IT. “We launched our India engineering R&D center in 2019 to support innovation and growth. We have been fortunate to have some of the top talent in the country join our team,” said Jedidiah Yueh, CEO of Delphix. Delphix employees in India pioneer some of the company’s key innovations, including leading engineering projects to integrate with Oracle, SAP S/4HANA, Salesforce, SQL Server, Postgres, MongoDB, etc. “The intellectual capital of our engineering team in India is second to none. I’m excited to build on the momentum and continue to expand our presence across the country,” said Vijay Anthony Sebastian, Managing Director, India. The company’s HR team was named the winner of a Bronze Stevie® Award in the “HR Team of The Year” category at The 19th Annual American Business Awards®. The award recognized the team’s efforts to take the company from “surviving to thriving” during the pandemic. “When the pandemic affected nearly 40% of our employees in India, the workload was shared with other regions, extended time off was provided for those affected, and an interim core task force was formed to help and support employees in distress. We also instituted a remote-first policy for our India-based employees,” said Jason Binder, VP of People at Delphix. Delphix recently announced an increase in its overall employee diversity rates from 29.5% in Q4FY21 to 31.7% in Q1FY22, a growth of over 2% over the last quarter. Women account for nearly a quarter of the workforce. The company saw an increase in its women workforce from 22.8% in Q4FY21 to 24.7% in Q1FY22, a growth of nearly 2% over the last quarter. Earlier this year, the company announced its annual growth rate grew by over 85% for the fiscal year ending January 2021 compared to the prior year, pushing it into non-GAAP profitability. Delphix customers now include 24 of the Fortune 100 companies, seven of the top 10 banks in North America, five of the top 10 telcos in the world, and over 60 insurance and health insurance providers.
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Purdue expert: 3 initiatives to improve U.S. work-life policy amid pandemic
The coronavirus crisis has illuminated how poorly the United States compares with other major industrialized nations in providing workers across all industries with equal access to paid sick and family leave, employee-requested flexible scheduling, and reasonable work hours. Ellen Ernst Kossek, Purdue University’s Basil S. Turner Professor of Management, focuses her research on organizational and leader support of work-life and gender diversity, flexibility and boundary management, and interventions. She has published more than 90 refereed journal articles, 10 books, 30 book chapters, and numerous technical reports and teaching aides. “We propose three evidence-based national initiatives that would improve U.S. work-life policy: Ensure employees have access to and the ability to use paid sick leave and family leave; mandate that employers create emergency backup staffing infrastructures; and give employees the right to request flexible and reasonable work hours. These work-life policies are based on principles of balanced flexibility that benefit employers, employees and society as a whole.” Kossek is the co-author of “The Coronavirus & Work–Life Inequality: Three Evidence-Based Initiatives to Update U.S. Work–Life Employment Policies,” which was recently published in a special issue of Behavioral Science & Policy.
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Creating the next generation of makers in future job market
Shifts in the global job market, driven by technological advancements, are expected to eliminate around 75 million jobs and create 133 million new ones, according to research from the World Economic Forum (WEF). The Future of Jobs Report, published by WEF, suggests that skills in science, technology, engineering and maths (STEM) will be the most relevant for future employment prospects. The growth industries are predicted to be related to data analysis, data science, software and app development, artificial intelligence (AI) and machine learning. In the words of the WEF, these occupations will be ones “that are more adapted to the new division of labour between humans, machines and algorithms.” The WEF continued, “There are complex feedback loops between new technology, jobs and skills. New technologies can drive business growth, job creation and demand for specialist skills but they can also displace entire roles when certain tasks become obsolete or automated.” Ensuring relevant skills are in place is no small task. The pace of technology’s evolution is blistering; we hold more computing power in the palms of our hands today when we pick up a smart phone than it took to send a man to the moon in 1969. There could be a real danger that we are simply educating generations of consumers rather than empowering innovators and investors and, if so, what can we do to address this? The answer to this question often comes down to the tools used to teach these concepts. Teachers suggest resources like micro:Maqueen, SAM Labs, or littleBits that introduce AI in a simple way can be a great starter here. Ricky Ye, Founder of DFRobot, explained that resources like micro:Maqueen, a small robot working with micro:bit, allows students to quickly learn about graphical programming in an entertaining and fun environment. Such educational robots usually combines Scratch coding with a range of interfaces to nurture pupils’ interest in science and logical thinking – key learning elements of STEM subjects and important skills for the next generation of makers. In this way, integrating coding hardware and AI technology provides the opportunity to ensure that each pupil is not only able to identify and demonstrate the underlying principals but can also carry these skills with them into the workforce through a wide range of practical applications. Ultimately, teachers need to teach students how to learn, problem-solve and work collaboratively at the same time as giving them the know-how necessary to become makers, innovators, business leaders and collaborators in a rapidly changing, tech-driven world. The answers to some of both society’s and the world’s most pressing questions are unlikely to be found by one individual, acting alone, and technology will likely play a role in developing solutions to these questions and issues.
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