Dailycsr.com – 8 June 2017 – The “SXSW 2017” has found its place among the “premier venues for new ideas” in the nation, wherein Dee Dee Helfenstein, Executive of Booz Allen talked about the changing scenario of a workplace that relates to the “on-demand economy” along with the ways organisations could recruit and retain “top talent”.
Statistics show that forty percent of women in the America are family’s “primary breadwinners”, while the mothers are left behind as unemployed in comparison to fathers almost by “7.3%”. Thanks to the “on-demand” economic zone, workers can “contribute” their “professional value” and at the same time fulfil their parental duties at hand.
Grabbing up this flexible opportunity, more and more women are turning towards “on-demand jobs”. Moreover, a projects of Intuit, states that freelancers or independent contractors will cover as much forty percent of workforce by the year of 2020. Therefore, the discussion that took place “Innovating the Working Mom” were shaped around the question that:
“How can organizations that offer more traditional employment models adapt to recruit, retain, and empower talented women?”
The discussion panel was hosted by Dee Dee Helfenstein, while he added
“The working mom experience needs innovation—new modes of flexibility, services, and corporate norms. Research on the trends in the on-demand economy shows that moms are leaving corporate environments in favor of new forms of employment. To retain top talent, it’s essential for companies to find unique ways to hire and provide leadership paths for moms through flexible work arrangements.”
In fact, the “Society of Women Engineers” is leading the way in adapting its workplaces to retain women particularly from STEM background. A white paper called, “An Intervention Strategy to Re-engage Women Engineers in the Workforce”, was introduced in a joint venture by the “STEM Task Force” of iRelaunch and SWE, which provides a methodical outline to guide organisations to regain the “talented women engineers” who have quit their jobs. In the words of Natalie Givans, the Senior Vice President of Booz Allen:
“Often these are women who’ve left to raise a family and now aren’t sure if they can return as engineers”.
Booz Allen has also come up with an “internship” programme called, “Return-to-Work Program”, that was launched in the year of 2016 and it attempts to get “women engineers back to the workforce”. As a result, “experienced engineers” who possess “high-demand skill sets” for example “electrical and systems engineers, and software developers/engineers”, are invited in “paid re-entry internships”. In the FY2018, the “Return-to-Work” programme of Booz Allen will target on helping “military spouses” to make their re-entry in the workforce.
Furthermore, Booz Allen also adds, as mentioned by Ethical Performace:
“If traditional employment models begin to adopt the flexibility associated with the on-demand economy to benefit working moms, will those organizations be ahead of the curve in anticipating the needs of not just moms but also millennials, gen-Xers with aging parents, and working dads? Our answer: Yes.”
References:
ethicalperformance.com
Statistics show that forty percent of women in the America are family’s “primary breadwinners”, while the mothers are left behind as unemployed in comparison to fathers almost by “7.3%”. Thanks to the “on-demand” economic zone, workers can “contribute” their “professional value” and at the same time fulfil their parental duties at hand.
Grabbing up this flexible opportunity, more and more women are turning towards “on-demand jobs”. Moreover, a projects of Intuit, states that freelancers or independent contractors will cover as much forty percent of workforce by the year of 2020. Therefore, the discussion that took place “Innovating the Working Mom” were shaped around the question that:
“How can organizations that offer more traditional employment models adapt to recruit, retain, and empower talented women?”
The discussion panel was hosted by Dee Dee Helfenstein, while he added
“The working mom experience needs innovation—new modes of flexibility, services, and corporate norms. Research on the trends in the on-demand economy shows that moms are leaving corporate environments in favor of new forms of employment. To retain top talent, it’s essential for companies to find unique ways to hire and provide leadership paths for moms through flexible work arrangements.”
In fact, the “Society of Women Engineers” is leading the way in adapting its workplaces to retain women particularly from STEM background. A white paper called, “An Intervention Strategy to Re-engage Women Engineers in the Workforce”, was introduced in a joint venture by the “STEM Task Force” of iRelaunch and SWE, which provides a methodical outline to guide organisations to regain the “talented women engineers” who have quit their jobs. In the words of Natalie Givans, the Senior Vice President of Booz Allen:
“Often these are women who’ve left to raise a family and now aren’t sure if they can return as engineers”.
Booz Allen has also come up with an “internship” programme called, “Return-to-Work Program”, that was launched in the year of 2016 and it attempts to get “women engineers back to the workforce”. As a result, “experienced engineers” who possess “high-demand skill sets” for example “electrical and systems engineers, and software developers/engineers”, are invited in “paid re-entry internships”. In the FY2018, the “Return-to-Work” programme of Booz Allen will target on helping “military spouses” to make their re-entry in the workforce.
Furthermore, Booz Allen also adds, as mentioned by Ethical Performace:
“If traditional employment models begin to adopt the flexibility associated with the on-demand economy to benefit working moms, will those organizations be ahead of the curve in anticipating the needs of not just moms but also millennials, gen-Xers with aging parents, and working dads? Our answer: Yes.”
References:
ethicalperformance.com