Female salaries – Feminaust http://feminaust.org/ Mon, 19 Jul 2021 22:25:27 +0000 en-US hourly 1 https://wordpress.org/?v=5.7.2 https://feminaust.org/wp-content/uploads/2021/04/cropped-icon-32x32.png Female salaries – Feminaust http://feminaust.org/ 32 32 Montana woman played professional baseball in WWII https://feminaust.org/montana-woman-played-professional-baseball-in-wwii/ https://feminaust.org/montana-woman-played-professional-baseball-in-wwii/#respond Mon, 19 Jul 2021 17:12:15 +0000 https://feminaust.org/montana-woman-played-professional-baseball-in-wwii/ Donna Roberts watches the Bigfork July 4th Parade with her daughter, Susie Johnston, on Sunday July 4, 2021, in Bigfork, MT. Roberts, who spends his summers on Swan Lake, has seen the annual celebration of American heritage evolve over the past 50 years. In fact, she hasn’t missed a July 4th parade in Bigfork since […]]]>


Donna Roberts watches the Bigfork July 4th Parade with her daughter, Susie Johnston, on Sunday July 4, 2021, in Bigfork, MT. Roberts, who spends his summers on Swan Lake, has seen the annual celebration of American heritage evolve over the past 50 years. In fact, she hasn’t missed a July 4th parade in Bigfork since the mid-1960s (Mackenzie Reiss / The Daily Inter Lake via AP)

BIGFORK, Mont. | Under the shade of an umbrella, Donna Roberts stepped out from under a sun hat to witness the action on Bigfork’s 4th of July parade.

The high school cheerleaders waved and sped down Grand Drive, followed by a dazzling cowboy who wowed the crowd with a series of rope tricks. There were classic cars, bagpipes, floats with marching bands, and work trucks with water sprayers spraying the jubilant children.

Roberts, who spends his summers on Swan Lake, has seen the annual celebration of American heritage evolve over the past 50 years. In fact, she hasn’t missed a July 4th parade in Bigfork since the mid-1960s. What keeps her coming back for the annual red, white and blue show is excitement.

“I really like it, and I think the people at the parade are doing their best to entertain,” she said.

But Roberts, 95, isn’t just a history watcher – she’s had her own part to play. She was one of 600 female baseball players in the All-American Girls Professional Baseball League, the actual organization depicted in the 1992 film “A League of Their Own”. The Professional Women’s League was founded in 1943 by Chicago Cubs owner Philip K. Wrigley with the goal of keeping baseball parks in business as teams disbanded and male players were recruited to fight. during the war.

Roberts was a true tomboy at heart and spent his childhood playing baseball or shooting marbles with the boys at his school in Billings.

“I had to play with the boys most of the time. I was on their baseball team, ”she told Daily Inter Lake. “There was nothing planned for women or girls. “

She heard about the All-American Girls League through a magazine article in Redbook. His physical education teacher helped Roberts complete an application and “must have done a really good job because they returned a ticket to spring training.”

Roberts, who was only 20 at the time, left home for training camp in Pascagoula, Mississippi.

“We went through spring training for fear of not being part of the team,” she said.

On the last day, the players performed drills that sealed their fate. When the teams were announced, Roberts scoured the rosters until she discovered her name on the Peoria Red Wings roster. She was in.

Each team was made up of 15 players, a manager / coach, a business manager and a female chaperone. The coaches were often notable male sports figures, selected to generate greater public interest. Players were receiving high salaries for the time, ranging from $ 45 to $ 85 per week.

In addition to playing well, league members were expected to adhere to certain femininity standards, including attending the evening charm school and striving to be as attractive as possible, according to the AAGPBL Players Association.

The emphasis on femininity extended to their uniforms, which included short skirts with undershorts, high socks and baseball caps. Players were also encouraged to make the game interesting for the crowd, which often involved a lot of dramatic slips around the house, leaving them with “a lot of scratches and bruises” at the end of the day.

While their uniforms favored fashion over function, the gamers themselves took the game seriously.

“You were always keen to play well because they could free you at any time,” said Roberts. “We were getting $ 80 a week, which was a pretty good salary at the time. You wanted to be good because it was the best job you could get.

Roberts played either shortstop or outfield during the 1946 season, the year after WWII ended.

“I could really catch almost any flies that came our way. I don’t remember running out of it, ”she said.

Roberts was eventually fired from the team but continued to play the sport she loved at home in Montana. She helped the Billings Fillies to victory at the Montana State Softball Tournament and continued to work as a teacher for 35 years. In 1999, Roberts was inducted into the Montana Softball Hall of Fame.

Looking back on the experience, Roberts said his favorite part of his short but fulfilling baseball career was at the end of every game.

“Once we were done playing a game, the little girls would go out onto the field and ask for your autograph,” she said. “These are your future players.”



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Montana woman played professional baseball in World War II | State and regional https://feminaust.org/montana-woman-played-professional-baseball-in-world-war-ii-state-and-regional/ https://feminaust.org/montana-woman-played-professional-baseball-in-world-war-ii-state-and-regional/#respond Sun, 18 Jul 2021 22:15:00 +0000 https://feminaust.org/montana-woman-played-professional-baseball-in-world-war-ii-state-and-regional/ “I had to play with the boys most of the time. I was on their baseball team, ”she told the Daily Inter Lac. “There was nothing planned for women or girls. “ She heard about the All-American Girls League through a magazine article in Redbook. His physical education teacher helped Roberts complete an application and […]]]>


“I had to play with the boys most of the time. I was on their baseball team, ”she told the Daily Inter Lac. “There was nothing planned for women or girls. “

She heard about the All-American Girls League through a magazine article in Redbook. His physical education teacher helped Roberts complete an application and “must have done a really good job because they returned a ticket to spring training.”

Roberts, who was only 20 at the time, left home for training camp in Pascagoula, Mississippi.

“We went through spring training for fear of not being part of the team,” she said.

On the last day, the players performed drills that sealed their fate. When the teams were announced, Roberts scoured the rosters until she discovered her name on the Peoria Red Wings roster. She was in.

Each team was made up of 15 players, a manager / coach, a business manager and a female chaperone. The coaches were often notable male sports figures, selected to generate greater public interest. Players were receiving high salaries for the time, ranging from $ 45 to $ 85 per week.

In addition to playing well, league members were expected to adhere to certain femininity standards, including attending the evening charm school and striving to be as attractive as possible, according to the AAGPBL Players Association.



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The foreign employment commission is responsible for training outgoing women https://feminaust.org/the-foreign-employment-commission-is-responsible-for-training-outgoing-women/ https://feminaust.org/the-foreign-employment-commission-is-responsible-for-training-outgoing-women/#respond Sun, 18 Jul 2021 01:15:19 +0000 https://feminaust.org/the-foreign-employment-commission-is-responsible-for-training-outgoing-women/ The government is preparing to provide pre-departure orientation training, which is mandatory for all migrant workers, to outgoing workers starting in the new fiscal year. So far, only private sector agencies have provided such training. The Foreign Employment Board, the government agency responsible for the welfare of Nepalese migrant workers, including managing pre-departure training, said […]]]>


The government is preparing to provide pre-departure orientation training, which is mandatory for all migrant workers, to outgoing workers starting in the new fiscal year. So far, only private sector agencies have provided such training.

The Foreign Employment Board, the government agency responsible for the welfare of Nepalese migrant workers, including managing pre-departure training, said it was preparing to train female workers.

According to Rajan Prasad Shrestha, executive director of the Overseas Employment Council, the Council has drawn up a plan to organize a pre-departure orientation for female migrant workers.

“The council has already paid for the pre-departure training of migrant workers. But now the board is planning to organize such training themselves, ”Shrestha told the Post. “We are trying to implement the plan as a trial at first and see possible challenges we may face in the future.”

Pre-departure orientation training is compulsory for all Nepalese migrants going to work abroad. Through a two-day training, aspiring migrant workers receive useful information about the host country, its rules and regulations, traffic laws, labor law and local culture and traditions, among others. The training aims to make their stay in the workplace and in the host country safe and easy.

While male migrant workers have to pay for pre-departure orientation trainingg provided by private agencies, the council reimburses training costs of Rs700 paid by migrant workers.

“The board is responsible for preparing the program and guidelines for pre-departure training. We also develop the training manual and train the trainers. Therefore, the board can try to conduct the pre-departure orientation itself, ”said Shrestha. “We can ensure that women workers receive the best training, as high quality training can better protect migrant women workers, who are vulnerable to abuse and harassment in overseas employment. “

Pre-departure orientation training is considered one of the most important phases of labor migration. However, questions have been raised about the failure of training to prepare and protect migrant workers from the challenges they face in work destination countries.

In light of these concerns, the council recently improved the curriculum orientation training, making it country specific unlike in the past where all outgoing migrant workers followed the same module, regardless of the country to which they migrated.

The council aims to start providing pre-departure training for female migrant workers from the first quarter of the new fiscal year. She is already working on the management of the logistics necessary for the training.

“As we already have all of the guidelines, updated curricula and training modules, all we need now are trainers and space to conduct the training. We have a room, but we might need more space as the pre-departure trainings have to be organized separately for country specific migrants, ”said Shrestha. “We are also looking for more trainers. According to the updated curriculum, training should not only be delivered in the form of lectures, but also through audio-visual support.

The board secretariat board meeting on July 6 also approved the budget for this. According to Shrestha, the budget will be spent to pay the rent for the space and the salaries of the trainers.

Once preparations are complete, the council will issue a public notice asking migrant women to register for the training. However, the possibility of following orientation training with private agencies will always be open to them.

“The private sector can always organize pre-departure training for migrant workers. However, we will ask them to send women participants to the training conducted by the board. The option of reimbursement for female migrant workers will still be available if they choose to go to private agencies for guidance, ”Shrestha said. “Pre-departure counseling training will establish a long-term link between migrant women and the counseling, which will ensure their safety and provide them with immediate support whenever they need help.



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The Africa we want, the future we deserve https://feminaust.org/the-africa-we-want-the-future-we-deserve/ https://feminaust.org/the-africa-we-want-the-future-we-deserve/#respond Thu, 15 Jul 2021 23:11:39 +0000 https://feminaust.org/the-africa-we-want-the-future-we-deserve/ “It is from this human capital that the genius of tomorrow will emerge, capable of inventing solutions adapted to the equations of our own future. I ask them to realize their irreplaceable role in building Africa, its regional communities and each of its States. President of the AU, HE President Félix Antoine Tshisekedi of the […]]]>


“It is from this human capital that the genius of tomorrow will emerge, capable of inventing solutions adapted to the equations of our own future. I ask them to realize their irreplaceable role in building Africa, its regional communities and each of its States. President of the AU, HE President Félix Antoine Tshisekedi of the Democratic Republic of the Congo

Africa’s achievements throughout its history are indicative of the impenetrable spirit of the African people from all corners of the continent and beyond. Founded in 2002, the African Union is a continental body made up of the 55 Member States of the African continent whose main objectives are to eliminate the vestiges of colonization of the continent; promote a unified Africa; coordinate socio-economic development; safeguard the territorial integrity of the Member States and promote international cooperation. With these missions at the forefront of AU development plans, the continent faces a future rich in opportunities in the social, economic, political and equality fields.

Click here to download the full report

Since the creation of the AU, Africa has been working collectively to its potential in an ever-changing global economy. Much of this journey is represented by Agenda 2063, Africa’s blueprint for economic development, and the African Continental Free Trade Area (AfCFTA) agreement, which will create the world’s largest free trade worldwide and will connect 1.3 billion people in 55 countries. These two monumental plans will promote Africa’s collective economic development, regional integration, innovation, security, political and cultural influence around the world.

Agenda 2063 is designed to ensure the sustainable development of Africa through wealth creation, collective progress, gender equality, opportunities for African youth and a high standard of living for all. At the national level, many countries have developed similar visions that are tailored to their local economies that continue to drive Agenda 2063 forward and continue to transform Africa into an empowered global actor. The President of the AU, HE President Félix Antoine Tshisekedi of the Democratic Republic of the Congo, recently highlighted the Agenda and its role in the rebirth of the continent and the potential it brings to African children. HE Tshisekedi said: “It is from this human capital that the genius of tomorrow will emerge capable of inventing solutions adapted to the equations of our own future. I ask them to realize their irreplaceable role in building Africa, its regional communities and each of its States.

In conjunction with the AU’s Agenda 2063, the AfCFTA agreement accelerates intra-African trade, expands Africa’s trade position in the global market and strengthens Africa’s common voice. The AfCFTA will create a combined GDP of around US $ 3.4 trillion to benefit African countries, inspire a 7% increase in African revenues by 2035, create an increase in exports to US $ 560 billion and increase the wages that will get millions of Africans out. of poverty. Wamkele Keabetswe Mene, Secretary General of AfCFTA, adds: “The recovery from COVID-19 will come from the implementation of the AfCFTA. We will work very aggressively to ensure that we implement the agreement to the best of our ability. It will be difficult and challenging, but we owe it to the millions of Africans who expect us in these positions to make a difference in their lives.

Over the years, Africa’s historic milestones in equality have set the global standard for gender inclusion. In 2018, Ethiopia proudly welcomed Sahle-Work Zewde, the country’s first woman

President. This year, on March 1, Ngozi Okonjo-Iweala, of Nigerian descent, became the first woman and the first African Director General of the World Trade Organization in a monumental appointment that demonstrates to the world that Africa is more than prepared to lead the global economy. As we mourn the untimely passing of His Excellency President John Pombe Joseph Magufuli, Tanzania made history this year with the inauguration of Tanzania’s first woman President, His Excellency Samia Suluhu. These advances in inequality are a signal to the collective African spirit and to the pursuit of Africa that future generations deserve. HE Suluhu said, “If your children are affected by the coming changes, you must understand that we have done it for the good of the country, and not otherwise.

Other notable examples of gender inclusion and women’s empowerment inspire everyone and spur change at national and local levels. In Nigeria, apostle Folorunso Alakija, philanthropist and businesswoman, founded the Rose of Sharon Foundation, a non-profit, faith-based, non-governmental organization focused on relieving the burden of widows and orphans. In Madagascar, Pure Vanilla is a women-run business founded by two sisters, Naomy and Rosemine Rasolofonirina, who understand the importance of highlighting the invaluable role women play in the African and global economies. Naomy Rasolofonirina says: “Our company is 99% female, and in our context, where women are usually not as empowered, it’s amazing. We want to achieve equal pay; our women are already paid more than 50% more than they would be in other companies. Our goal is to continue to increase their salaries in parallel with the development of the company. In this way, our women can be financially independent and plan their future as well as that of their children.

Equipped with a young and skilled workforce to make it the hub of global production, Africa remains an important resource and is the key to global economic progress. “We have a formidable workforce that will be the basis of Mozambique’s future,” says José Parayanken, Founder and CEO of Mozambique Holdings Limited. The advent of the 4th industrial revolution presents many opportunities for Africa; investing in the qualification of its young population and taking advantage of local and external technological advances will position Africa on a path of sustainable development. His Royal Highness Prince Lonkhokhela, CEO of the Eswatini National Provident Fund, said: “Africa is diversifying and can be at the forefront of sustainable development. Africa has the capacity to look at what is working elsewhere and then to shape its own responses. It can openly embrace new technologies and ideas, without a historical imprint from which to break free. African pride.

Get the best of Forbes Africa straight to your inbox with the latest ideas and inspiration from experts across the continent. Register here.



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CIPS / Hays salary study shows purchasing salary growth during Covid crisis https://feminaust.org/cips-hays-salary-study-shows-purchasing-salary-growth-during-covid-crisis/ https://feminaust.org/cips-hays-salary-study-shows-purchasing-salary-growth-during-covid-crisis/#respond Thu, 15 Jul 2021 05:01:00 +0000 https://feminaust.org/cips-hays-salary-study-shows-purchasing-salary-growth-during-covid-crisis/ Adobe Stock The Chartered Institute of Procurement and Supply Chain (CIPS) and Hays Procurement and Supply Chain published its annual salary survey report, finding that supply professionals in North America saw their wages increase 4.6% last year, compared to 3.3% for the national occupational average. Global salary analysis revealed increases in UK, Europe and Middle […]]]>


Adobe Stock

The Chartered Institute of Procurement and Supply Chain (CIPS) and Hays Procurement and Supply Chain published its annual salary survey report, finding that supply professionals in North America saw their wages increase 4.6% last year, compared to 3.3% for the national occupational average.

Global salary analysis revealed increases in UK, Europe and Middle East / Asia. This and other results by region can be downloaded for more information.

CIPS and Hays, a specialist in recruiting procurement professionals, interviewed more than 6,000 procurement professionals around the world as part of the online study. The report aims to provide procurement professionals and employers with a benchmark for salaries and bonuses. It also highlights career opportunities and helps people understand perceptions about the industry.

How do you find the right procurement technology and the right supplier for your business? Spend Matters’ new 5-step “Procurement Technology Buying Guide” can help – with how-to documents, checklist templates, and other tips.

“The CIPS / Hays report is about more than just salaries,” said Bill Michels, vice president of CIPS Americas, in a press release. “This is valuable reading for any senior executive leading a team, as it provides an insightful profile of the environment in which procurement professionals work. “

The report has broken down salary information into global categories. While wages in North America increased 4.6%, all other regions also saw growth. The UK saw wages increase by 5% and Europe grew by 6%. The regions that recorded the largest increases were the Middle East and sub-Saharan Africa, with increases of 7.9% and 9.7%, respectively.

The role of purchasing on the rise

The results of the survey indicate that the role of procurement in an organization is becoming increasingly important, especially during the massive disruption of the Covid pandemic.

The study reported that 71% of those polled said that perception of sourcing has improved over the past year, a strong sign for the industry.

“It’s very gratifying to see the strong recognition of the value that procurement teams bring to an organization,” Michels said in the release. “For over a year, procurement executives have faced enormous challenges in keeping organizations safe and producing the goods and services the world needs. We can expect this recognition to continue as sourcing shifts from a need to “maintain us at any cost” to “maintain us and manage our costs”. “

In addition to salary increases, the report found that equality, diversity and inclusion have proven to be very valuable in a procurement setting.

A large majority (90%) of survey respondents said that a diverse and inclusive business is a more open and confident place and improves employee retention. Meanwhile, 83% said inclusiveness brings more creativity and innovation to businesses, and 90% of respondents said it would create a more attractive environment for applicants.

“I firmly believe that it is imperative to focus more on ethical purchasing,” said Malcolm Harrison, CEO of CIPS Group, in the press release. “Great strides have been made in raising awareness of ethics in supply chains, but greater recognition of the impact of purchasing on local communities, or the elimination of slavery in supply chains , would resolve unpleasant situations that continue to exist. A simple refocusing on issues of real value to today’s society.

More results beyond compensation

Although the survey had overall positive results, it found that male employees had salaries 15% higher than their female counterparts. It was also difficult for purchasing departments to find talent, with 64% of recruiters saying they had difficulty finding the right person to hire.

Employers rated soft skills, such as communication and relationship management, as in high demand, according to the report:

  1. Negotiation techniques
  2. Supplier relationship management
  3. Management of internal stakeholders
  4. Communication

Overall, the survey provided key insights into things that are going well for procurement professionals and areas where they can improve as employees and leaders.

“As the procurement function continues to evolve, organizations will need to re-examine not only its role, but also how it operates and the areas in which its strategic direction needs to be refined,” said Scott Dance, Director of Hays Procurement. & Supply Chain, in the press release. . “For example, when is data being used, where relationships with suppliers can be strengthened and how can innovation be driven in category management. These are just a few of the trends we can expect to see transforming the purchasing function in 2021. ”

Read it “CIPS / Hays North American Salary Survey Report” for more information.



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Ottawa Passes Pay Equity Law to Close Pay Gaps https://feminaust.org/ottawa-passes-pay-equity-law-to-close-pay-gaps/ https://feminaust.org/ottawa-passes-pay-equity-law-to-close-pay-gaps/#respond Mon, 12 Jul 2021 12:46:00 +0000 https://feminaust.org/ottawa-passes-pay-equity-law-to-close-pay-gaps/ The federal government in Ottawa has passed its long-awaited “Pay Equity Act” which will come into force on August 31 and aims to reduce the wage gap between male and female workers. The new law, which was first unveiled three years ago, means Canadian employers in federally regulated industries with 10 or more employees now […]]]>


The federal government in Ottawa has passed its long-awaited “Pay Equity Act” which will come into force on August 31 and aims to reduce the wage gap between male and female workers.

The new law, which was first unveiled three years ago, means Canadian employers in federally regulated industries with 10 or more employees now have three years to identify and correct wage disparities within their workforce – disparities which more often than not make women earn less than men. .

Women in Canada’s labor force earn about 89 cents for every dollar earned by men, according to government figures. Women also suffered more severe and lasting economic losses than men during the pandemic, according to Statistics Canada.

About 1.3 million people, or 6% of Canadian workers, are employed in federally regulated industries and will be affected by the new legislation. This includes sectors such as banking, air travel, railways, and crown corporations.

The new federal regulations seek to address this problem by requiring employers to conduct comprehensive workforce reviews with the aim of providing employees “equal pay for work of equal value.”

Lily:

Employers will need to identify any roles in their organizations that offer similar levels of value, and then increase wages when jobs are found to be underpaid.

Pay Equity Commissioner of Canada, Karen Jensen, will be able to impose fines of $ 30,000 on employers with up to 99 employees who do not comply with the new Pay Equity Act, and $ 50,000 in fines for organizations with larger staff.



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4 tips for getting hired in the “new normal” world of work https://feminaust.org/4-tips-for-getting-hired-in-the-new-normal-world-of-work/ https://feminaust.org/4-tips-for-getting-hired-in-the-new-normal-world-of-work/#respond Fri, 09 Jul 2021 19:38:01 +0000 https://feminaust.org/4-tips-for-getting-hired-in-the-new-normal-world-of-work/ Through Nancy Collamer, Next avenue getty With the job market warming – an all-time high 9.3 million US job postings in April – what do you need to know about hiring if you’re looking for work? Will the virtual interviews continue? Is telecommuting here to stay? Are diversity and inclusion efforts just a passing fad? […]]]>


Through Nancy Collamer, Next avenue

With the job market warming – an all-time high 9.3 million US job postings in April – what do you need to know about hiring if you’re looking for work? Will the virtual interviews continue? Is telecommuting here to stay? Are diversity and inclusion efforts just a passing fad? I have answers.

My information and advice comes from what I heard at the recent Indeed Interactive conference, a virtual job website event that featured economists, employers, and recruiters discussing hiring trends.

Here are four of the top trends, along with tips on how to take advantage of them to boost your job search:

Trend # 1: The recruiting process is increasingly automated and virtual. From interviews to onboarding, the pandemic has proven that much of the hiring process can be conducted virtually and that there is no turning back.

“Some level of the virtual recruiting process will be here to stay for most organizations,” said Maggie Hulce, senior vice president at Indeed.com.

During the pandemic, recruiters also expanded their use of recruiting tools that help them automate the process of finding, selecting and scheduling interviews with qualified candidates.

Nonetheless, you can expect some in-person recruiting initiatives, like career fairs, to resume once it is safe for you to do so. Peter Sursi, former head of talent acquisition at the FBI, said: “People want to attend events live, so there is no chance that we will not come back to events in person. But since we have now a greater level of comfort to virtually attend events, I think we will see a hybrid model in the future. “

My advice: As the hiring process becomes more automated, it’s more important than ever to use referrals to navigate your way to networking jobs. This is especially true if you are an older worker with an eclectic resume that could be scanned by the selection filters.

And take advantage of new tools that make it easier for recruiters to find you online. For example, Indeed now has the “ready to work” feature that lets you signal recruiters that you are available for work (like the “open to work” badge on LinkedIn.com). It seems to make a real difference: indeed, 70% of recruiters’ awareness over the past year via its site has been addressed to people who have declared themselves ready to work.

Trend # 2: Interest in remote work remains strong among many workers and employers. “The share of job postings that mention remote working on Indeed.com has almost tripled since before the pandemic, ”said Pabwel Adrjan, Emea research manager at Indeed Hiring Lab.

While it is still too early to know how many jobs will remain fully or partially virtual (and, of course, not all types of jobs can to be virtual), the trend indicates remote working will be “somewhat prevalent” once we get past Covid-19, conference experts noted.

“Flexibility has always been important for job seekers, and any flexibility that employers can add to their roles will help make them more competitive,” said Daniel Culbertson, Indeed’s economist.

My advice : When searching online for fully or partially remote jobs, use filters such as “virtual” or “telecommute” to identify opportunities. You can avoid work from home scams and improve your chances of finding the best remote jobs by taking advantage of this free FlexJobs webinar, “How to Find and Land a Remote Job”, or by reading useful books like Great Pajama Jobs by my Kerry Hannon, colleague from Next Avenue.

Trend # 3: Diversity and inclusion have come to the fore in hiring and employment. For years, employers have talked about diversity and inclusion, but the results have rarely lived up to the rhetoric. In the aftermath of George Floyd’s murder and the ensuing public outcry, however, employers are finally taking this issue seriously.

“It’s different this time,” said Lance LaVergne, director of diversity and senior vice president of PVH Corp, a fashion and lifestyle company. “The demands and expectations of consumers, employees and other stakeholders have changed this so that companies are much more public and visible in their commitment to diversity.

My advice : Are you looking for an employer who truly values ​​racial, gender or sexual orientation diversity? In February, Glassdoor.com (a sister company of Indeed) launched a feature that displays company ratings, CEO ratings, and work factor ratings by race / ethnicity, gender identity, job status. parent or caregiver, disability, sexual orientation and veteran status. In addition, salaries are broken down by gender identity and race / ethnicity.

For example, you can see how Hispanic employees at a company rate their company’s culture, how LGBTQ + employees rate senior leaders, or what the average salary is for those who identify as female, male, or non-binary in a business. special role.

Trend # 4. It is still not easy for older job seekers. While I was delighted to hear about the current focus on gender, race / ethnicity and sexual orientation diversity initiatives, I was disheartened that age was rarely mentioned as an important part of the process. mixed.

In fact, things can get worse for older workers.

During the ageism session, “Recruiting for All,” Heather Tinsley-Fix, AARP Senior Advisor, noted that many older workers continue to feel marginalized by recruiters.

“In 2018, we surveyed workers over the age of 45 and found that 61% of them said they had experienced or seen ageism in their workplace. This percentage rose to 78% in 2020, ”noted Tinsley-Fix.

As the website for SHRM, the country’s leading human resources professional group, states, “Although many organizations have developed training initiatives for a culturally diverse workforce, few have faced the age. as a dimension of diversity “.

Tinsley-Fix ​​said: “Some professions, like healthcare, value the experience, but overall it’s not great, and it’s something we need to pay attention to.”

My advice : To fight ageism, follow Tinsley-Fix’s advice and showcase your aptitude and thirst for learning when you apply for a job.

For example, if you obtained an online certification or mastered a new technical skill during the pandemic, listing those accomplishments on your resume and LinkedIn profile demonstrates your commitment to lifelong learning.

And to really impress employers in interviews, use what’s known as the Situation, Obstacle, Action, Outcome (SOAR) framework to clearly demonstrate that you have proven soft skills – like thinking and solving critical problems – that make you a compelling candidate. .

“The more automated our tasks are, the more emphasis you need to put on these essential human skills.” said Tinsley-Fix.



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How MLB Superstar Shohei Ohtani Earned $ 6 Million In Endorsements Without Even Trying https://feminaust.org/how-mlb-superstar-shohei-ohtani-earned-6-million-in-endorsements-without-even-trying/ https://feminaust.org/how-mlb-superstar-shohei-ohtani-earned-6-million-in-endorsements-without-even-trying/#respond Thu, 08 Jul 2021 10:30:00 +0000 https://feminaust.org/how-mlb-superstar-shohei-ohtani-earned-6-million-in-endorsements-without-even-trying/ Barely four years after arriving in the United States from Japan, Shohei Ohtani has become an international sensation. Frank Franklin II / AP The first two-way All-Star in baseball history, Ohtani is a hit with marketers on two continents, with a portfolio of some of the best supporters in the league. Is he ready to […]]]>



The first two-way All-Star in baseball history, Ohtani is a hit with marketers on two continents, with a portfolio of some of the best supporters in the league. Is he ready to capitalize?


MThe league’s top hitter hit his 31st homerun of the season on Sunday afternoon, a massive 459-foot shot from the neutral field. Two days later, he took the mound for seven innings, limiting the powerful Red Sox formation to two points and securing the victory. In the meantime, he has been named American League All-Star as a hitter and pitcher.

The fact that the announcement was overdue didn’t make it any less remarkable: no one in the nearly 90-year history of Major League Baseball’s All-Star game had been singled out as a two-way player. But the Los Angeles Angels’ Shohei Ohtani has a way to make the superhuman seem routine.

These feats also help Ohtani stand out on the pitch: the 27-year-old is now the head of all baseball players with a portfolio of sponsors worth at least $ 6 million a year, according to Forbes estimates, just four years after arriving in the United States from Japan. While his salary in the field is not enough to land him a place on Forbeslist of MLB’s ten highest-paid players to date, he pulls more marketing dollars than established stars like Philadelphia Phillies hitter Bryce Harper ($ 5 million) and Chicago Cubs veteran Kris Bryant ($ 3.5 million).


Baseball’s Most Marketable Stars


This is largely because the Japanese native is a proven success on two continents, as evidenced by his sponsorship deals with Asics, JAL Airlines and Seiko Watch in Japan and Fanatics, Oakley and Topps in the United States. Ohtani now has the chance to fill a crucial void for MLB. , as the global baseball icon desperately needs it. The only question is whether he is ready to capitalize.

Ohtani isn’t the first athlete to win big in Japan and the United States In 2012, Seattle Mariners legend Ichiro Suzuki raised $ 7 million in endorsements to top his salary of $ 17 million. Hideki Matsuyama’s victory at the Masters in April is expected to spark a sponsorship frenzy that could double the golfer’s annual off-course revenue to more than $ 20 million. Tennis phenomenon Naomi Osaka became the highest-paid female athlete of all time in 2020, earning $ 37 million in just one year, of which $ 34 came from sponsors. She broke her own record a year later, earning $ 60 million over 12 months, including $ 55 million on court.

“I think Ohtani could make as much money as Ichiro or Matsuyama if he wants to,” said Tomoya Suzuki, founder and president of Japan-focused sports marketing company Trans Insight Corporation. “[The] the only problem is he’s not willing to do it, and he’s very, very picky about approvals. I heard he declined a lot of offers.

Nez Balelo, Ohtani’s agent and co-head of baseball at arts agency CAA, acknowledges that Ohtani is selective about the brands he affiliates with, telling Forbes, “It’s not about the amount of transactions he does; it’s more about making sure he’s not bogged down and distracted so he can do what is most important to him which is play and be productive on the baseball field .

A source tells Forbes that in addition to looking for partnerships that don’t take too long, Ohtani displayed a sense of loyalty that helped shape his portfolio: for example, he chose to stay with Asics when he arrived at United States for the first time, even equipment companies were willing to pay more.

But while his popularity on both sides of the Pacific has attracted 11 partner companies, his prodigious talent will only take him so far.

Originally from Ōshū in northern Japan, first Ohtani seduced the American scouts at 18 years later unclogging a fastball at 100 miles per hour at the 2012 Koshien Tournament, the equivalent of the Japanese high school baseball event of March Madness. Later that year, he announced his intention to bypass Japanese baseball and begin his professional career in the United States. If he had taken the step, he could have become one of only three Japanese players to reach the majors. without starting professionally at home.

Instead, the Hokkaido Nippon-Ham Fighters drafted Ohtani in the first round of the 2012 Nippon Professional Baseball Draft and persuaded him to postpone his dreams of American baseball by giving him the opportunity to pitch and hit regularly. When he started out with the club, Ohtani lived on $ 1,000 a month, the allowance his parents gave him after he deposited his checks in the bank. He played five seasons in Japan, winning five All-Star caps, an MVP award in 2016 and two nods as top pitcher in his conference, in 2015 and 2016. In 2017, major league clubs were expressing a resurgence of interest in Ohtani, who was still only 23.

Had he waited until his 25th birthday to come to the West, with six years of professional experience, Ohtani could have been exempted from MLB’s international signing rules, which cap the amount of money clubs can offer to foreign prospects. Stars like Yu Darvish (six, $ 60 million in 2012) and Masahiro Tanaka (seven, $ 155 million in 2014) have earned huge salaries while waiting to leave Japan until they are 25. Boston Red Sox wanted Ohtani to wait, source says Forbes, and could have surpassed the competition. But Ohtani was ready to move and he joined the Angels in December 2017 for a signing bonus of $ 2.3 million and a minimum wage of $ 545,000.

“His desire to play in MLB as early as possible has never changed, and everyone, including the fans and the club, knows it,” said Suzuki of Trans Insight. “He wanted to play there very, very badly.

From the moment Ohtani arrived it is clear that he belongs. In his first major league season in 2018, he won American League Rookie of the Year honors despite playing about two-thirds of Angels games. This season he’s been a revelation on both sides of the ball, with 32 home runs leading the major leagues after another blast on Wednesday and an elite number of 11.69 strikeouts per nine innings, which would have placed seventh. among MLB starting pitchers through Tuesday’s Games if he had pitched enough innings to qualify for the ERA title. Total home runs give him a lead over Hideki Matsui for the most in a season by an Asian player – and he still has almost half of the season to widen the gap. As a result, opportunities for approval accumulate.

Part of the reason Ohtani is the biggest off-field earner in MLB is that baseball players don’t earn as much as other stars in the sport in terms of sponsorship – his competition for first place isn’t as fierce as it would be, say, the NBA, whose superstar LeBron James pulled $ 65 million off the field in 12 months Forbes’ 2021 list of the highest paid athletes in the world. In fact, no MLB player has made more than $ 9 million in a single year off the field in the past decade or more (Derek Jeter hit the $ 9 million mark from 2012 to 2014) .

There are several reasons why baseball has fallen so behind, including the grueling length of the season, the hyper-regionalization of the sport, the inability to connect with a younger audience, and the competition from star athletes. other sports. Long, guaranteed contracts and sky-high field salaries for top stars – the MLB awarded 16 of the 20 biggest contracts in team sports history as measured by total value – may also discourage the pursuit of success out of the box. ground. At the end of the day, this is not a problem that falls solely on the league or the sport.

“If you want to be a marketable star, you have to understand that it’s not something that just happens,” says Joe Favorito, veteran marketing consultant and lecturer at Columbia University. “You compete globally with some of the biggest names on the planet, not just in sports but in entertainment. And it is a job.

Still, Ohtani has inevitably become popular, especially at home in Japan, and that gives him a head start. His dominance on both the plate and the mound, something no player has done so effectively since the days of Babe Ruth, has conquered the baseball-loving nation. “There is a satisfaction [in Japan] knowing that American fans and the media are focusing on him, ”said Shun Kakazu, deputy general manager of NPB’s Fukuoka SoftBank Hawks.

The rest is up to him. The opportunities for approval seem endless, but Ohtani must continue to perform and stay healthy – he didn’t pitch in 2019 after undergoing Tommy John surgery to repair a torn ligament in his launch elbow. Leading the Angels to their first playoff appearance since 2014 wouldn’t hurt either. Assuming things go as planned, Ohtani’s field revenue could skyrocket from $ 3 million in 2021 to over $ 30 million per year when it hits free agency after the 2023 season. , in accordance with contracts recently signed by Francisco Lindor, Gerrit Cole and Mookie Betts.

For now, the national stage is waiting as Ohtani prepares for the Home Run Derby on Monday and appears as both a hitter and a pitcher at the All-Star Game Tuesday.

“He’s a mega-star in Japan, he’s a growing star in the United States, and I think people just need to get used to him,” Favorito says. “I think the Home Run Derby could be a turning point for the casual fans around who Ohtani is and what he can do.”

With additional reports by Brett knight.





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IT Professional Salary Survey: What You Earned in 2020 https://feminaust.org/it-professional-salary-survey-what-you-earned-in-2020/ https://feminaust.org/it-professional-salary-survey-what-you-earned-in-2020/#respond Wed, 07 Jul 2021 12:05:02 +0000 https://feminaust.org/it-professional-salary-survey-what-you-earned-in-2020/ Did you get a raise in 2020? InformationWeek’s 2020 IT Salary Survey lets you see how you performed against your peers in a year like no other. Credit: setthaphat via Adobe Stock Did you get a pay raise during the pandemic? Or were you just happy that you still had a job? The year 2020 […]]]>


Did you get a raise in 2020? InformationWeek’s 2020 IT Salary Survey lets you see how you performed against your peers in a year like no other.

Credit: setthaphat via Adobe Stock

Did you get a pay raise during the pandemic? Or were you just happy that you still had a job? The year 2020 is one that none of us will likely ever forget, and the impact the pandemic has had on our jobs and careers has really varied by industry and professional function. Some people were busier than ever, and others saw their working hours cut or their jobs cut.

But for the most part, IT people and management were seen as essential. IT was essential in helping their organizations transition to digital business and transactions, and helping office workers settle down to work from home.

But how did all of these factors impact IT salaries in 2020? How satisfied were IT managers and IT professionals with their pay and work during this hectic year?

InformationWeek has released the 2020 edition of its Annual Salary Survey, providing a snapshot over time of IT salaries in late 2020 and early 2021. It’s essential reading for any IT worker looking to benchmark their compensation. to that of his peers during the eventful year. of 2020. It is also essential for those seeking new opportunities in 2021 and beyond, as industries and labor markets recover with a potential boom ahead, even as our economies and ways of operating. seem forever changed.

Here are some highlights from this year’s survey:

  • While the median compensation of IT professionals increased overall in 2020 compared to 2019, just under half of IT professionals (48%) saw their compensation increase in the past 12 months. This was a big change from the previous year, when 71% of them had received a pay hike.
  • The sentiment of IT pros about this pay also changed in 2020. Base salary was the most important factor for IT pros in their jobs in 2019. But during the pandemic year of 2020 , IT professionals reported that what mattered most to them in their jobs was that their opinions and knowledge were valued.
  • The InformationWeek survey continued to find that the IT industry is predominantly male, with 85% male, 12% female, 1% non-binary, and 3% refusing to indicate a gender.
  • The gender pay gap in IT increased in our 2020 survey to $ 20,000 per year, from $ 15,000 in 2019.
  • Like last year, opinions on whether or not there was a pay gap in IT depended on the gender of the respondent. A total of 34% of male IT professionals said there was no gender pay gap (the same percentage as in 2019.) Only 24% of IT professionals women said there was no gender pay gap (up from 12% in 2019.)
  • For the first time this year, we also asked respondents to describe their race. Most of the respondents to this year’s survey were white (71%). 9% are Asian, 4% are Black / African American, 3% are Hispanic / Latino, 1% are native to Hawaii or other Pacific Islanders, and 1% are Native American / Alaska native.
  • Most IT professionals worked remotely in 2020, either temporarily (41%) or permanently (18%). In one-on-one follow-up phone interviews with a selection of IT professionals, we learned that some are taking the opportunity offered by remote working to relocate to locations better suited to their personal preferences.

IT professionals also had many opinions on the skills and training most important for career development – both soft skills and technical skills; the biggest threats to their jobs from technologies and trends; and job security. The IT Salary Survey report also provides more details on the compensation of IT workers compared to IT managers, provides information on job security, and provides insight into technology organizations while they made one of the biggest changes in recent memory driven by need. of the pandemic.

To get a full picture of where you stand relative to your peers in terms of compensation in 2020, download the full report, IT Salary Survey: Preparing Your Career for New Post-COVID Opportunities.

Jessica Davis is Editor-in-Chief at InformationWeek. It covers enterprise IT leadership, careers, artificial intelligence, data and analytics, and enterprise software. She has spent a career at the intersection of business and technology. Follow her on twitter: … See the full bio

We welcome your feedback on this topic on our social media channels, or [contact us directly] with questions on the site.

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Survey reveals what matters most to men and women looking for new jobs https://feminaust.org/survey-reveals-what-matters-most-to-men-and-women-looking-for-new-jobs/ https://feminaust.org/survey-reveals-what-matters-most-to-men-and-women-looking-for-new-jobs/#respond Mon, 05 Jul 2021 10:00:00 +0000 https://feminaust.org/survey-reveals-what-matters-most-to-men-and-women-looking-for-new-jobs/ Men are more concerned about high future wages while women seek secure employment when it comes to career preference. That’s according to a survey of 10,043 students studying a wide range of disciplines in Ireland. High earnings going forward were a top priority for the men in the study, followed by job security. Potential earnings […]]]>


Men are more concerned about high future wages while women seek secure employment when it comes to career preference.

That’s according to a survey of 10,043 students studying a wide range of disciplines in Ireland.

High earnings going forward were a top priority for the men in the study, followed by job security.

Potential earnings were only the third most important factor for women in career preferences, with job security and a friendly work environment ranked as more important.

The survey of the online recruitment platform Universum lists the main career preferences among Irish students.

Carried out during the Covid-19 pandemic, the investigation found an increased importance given to job security.

While it ranked first for women, it ranked second for men, marking an increase in rankings for both groups compared to 2020.

A friendly work environment ranked among the most common considerations for both cohorts, ranking among the top three job preferences for both groups.

A clear sign that career growth and pay were important to men, “clear path to advancement” and “competitive base salary” round out their top five.

For women, ethical standards and “respect for one’s people” were the fourth and fifth most important in career preferences.

Best career preferences in 2021 among Irish students:

All the students

Female

Man

1)

High future profits

Secure employment

High future profits

2)

Secure employment

A friendly working environment

Safe employment

3)

A friendly working environment

High future profits

A friendly working environment

4)

Training and professional development

Ethical standards

Clear path for advancement

5)

Clear path for advancement

Respect for his people

Competitive base salary

6)

Encourage work-life balance

Inspirational goal

Training and professional development

7)

Respect for his people

Training and professional development

Encourage work-life balance

8)

Ethical standards

Clear path for advancement

Innovation

9)

Inspirational goal

Encourage work-life balance

Respect for his people

ten)

Flexible working conditions

Inspiring leadership

Leaders who will support my development

Steve Ward, Universum’s commercial director for the UK and Ireland, said the survey shows how the desires of those entering the workforce have changed.

“As the job market in Ireland begins to recover, it is becoming increasingly evident that the needs and wants of this talent pool have changed.

“Unsurprisingly, one of the top considerations for students this year is job security, with male and female students ranking it among their top three career attributes.

“However, despite being united on the importance of secure employment in today’s environment, there is a clear gap between the motivations of male and female students overall.

“According to the data, female students are drawn to the culture and practices of the workplace, while men tend to prioritize salary and career progression. For employers striving to improve the gender balance in their workforce, it is important that they understand the different motivations of the two cohorts.



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