ReimagineHR: Empowering Girls to Close the Tech Skills Gap

ReimagineHR: Empowering Girls to Close the Tech Skills Gap

Across a variety of industries, the demand for talent with digital skills continues to outstrip the supply. In recent years, many companies have realized that one way to fill this skills gap is to address the significant gender imbalance in roles like software engineering, where men outnumber women three-to-one in the US and by even larger margins in other countries like the UK and China.

This hasn’t always been the case; women were the first programmers in the early days of computing, before coding was seen as a prestigious and lucrative profession. Yet the real shift toward programming being such a male-dominated profession is even more recent, Girls Who Code founder Reshma Saujani pointed out in a keynote address at Gartner’s ReimagineHR event in London on Wednesday: In 1995, women made up almost 40 percent of the computing workforce in the US, whereas today, they make up less than 25 percent. And at a time when there are roughly 500,000 unfilled positions in computing in the US and as many as 700,000 in the UK, Saujani argued, the issue isn’t a question of gender parity for its own sake: companies need women in tech just as much as women deserve the opportunity to do these jobs.

So why are so few women taking jobs in computing? For one thing, the tech industry has developed a reputation as an unwelcoming work environment for women: Sexism and sexual harassment scandals have emerged at several major tech companies in the past two years, while women in tech say they are often pressured to cut short the leave they take when they start families, even as tech companies continue to offer world-class parental leave policies. To that end, bringing back women who left the workforce to raise children or care for aging relatives is one way companies are looking to close their tech talent gaps.

Yet a more fundamental obstacle, Saujani explained, comes much earlier in women’s lives.

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McDonald’s Invests in Community with Chicago Youth Job Training Grants

McDonald’s Invests in Community with Chicago Youth Job Training Grants

McDonald’s announced plans last Wednesday to give $2 million to non-profit organizations working to build skills and improve employability among young people in Chicago, where the fast food giant is headquartered, the Chicago Tribune reported last week:

In Chicago, about $1 million for pre-employment training will be split among Phalanx Family Services, based in West Pullman neighborhood; After School Matters, situated in the Loop; Central States SER, a workforce development nonprofit in Little Village; and Skills for Chicagoland’s Future, which began as a career training program through World Business Chicago with support from Mayor Rahm Emanuel. Those nonprofits, vetted and selected by the International Youth Foundation, McDonald’s partner in the initiative, will teach soft skills like communication, problem solving and anger management.

An additional $1 million will go solely to Skills for Chicagoland’s Future to support a new two-year apprenticeship program at City Colleges of Chicago that will allow students to earn associate degrees in business for restaurant management jobs, the company said. That program is intended to build careers for young people, specifically at McDonald’s.

David Fairhurst, McDonald’s executive vice president and chief people officer, told the Tribune that the company was making this investment in an effort “to be a good neighbor.” McDonald’s moved its headquarters to central Chicago’s West Town neighborhood in 2016, trading its original suburban campus in Oak Brook, Illinois for the former site of Oprah Winfrey’s Harpo Studios.

The initiative announced last week is not the first investment McDonald’s has made this year in workforce development: In March, it expanded its Archways to Opportunity employee education program, increasing the value of the benefit and making it available to employees after just 90 days on the job. The company has committed $150 million to the program over the coming five years.

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Should For-Profit Companies Hire Social Workers?

Should For-Profit Companies Hire Social Workers?

As digital technologies become more prominent in how organizations work, employers are balancing the need for employees with digital and other hard skills with the need for employees with “soft” social, interpersonal, and communication skills. In fact, employers are increasingly prioritizing social and emotional skills; McKinsey, for example, predicts that skills such as communication, pattern recognition, logical reasoning, and creativity will be in high demand in the coming decades.

With these soft skills in high demand, Jake Bullinger proposed in a recent article at Fast Company that for-profit organizations consider hiring trained social workers to fill that need. Bullinger talks to Michàlle Mor Barak, a University of Southern California social work professor, who notes that companies today require expertise in societal good as they are increasingly under pressure to prioritize things like corporate social responsibility, work-life balance, and diversity and inclusion which weren’t on their radar a few decades ago. Social workers and other experts in social and emotional issues could be particularly helpful in people management and community engagement, Bullinger writes:

A human resources department staffed with therapists could better handle harassment claims, and recruiters working with social scientists could better target minority candidates. Corporate philanthropy arms would benefit, one can surmise, from case workers who understand a community’s greatest needs. The people best suited to run diversity and inclusion efforts might be those who study diversity and inclusion for a living.

I graduated with a master’s degree in social work in 2005 and have spent most of my career working in for-profit organizations. From my vantage point, social workers can provide an array of benefits, but organizations need to be realistic about what they can and can’t do.

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Some Tech Companies See Value in Benefits Equality for Contractors

Some Tech Companies See Value in Benefits Equality for Contractors

The online polling company SurveyMonkey made headlines earlier this year when it revealed that it had begun offering “gold standard” medical, dental, and vision benefits, identical to those of its regular full-time employees, to its independent contractor workforce in January. The company was inspired to do so by its employees, many of whom pointed out in a benefits survey that while their benefits were excellent, they thought it unfair that they were unavailable to the company’s janitorial and catering staff.

Last week, Fast Company’s Eillie Anzilotti took a closer look at SurveyMonkey’s decision to equalize benefits, considering the change in the context of growing awareness of the impact this form of inequality has on the army of contractors who manage facilities for Silicon Valley tech companies and many other white-collar firms in the US. SurveyMonkey is committed to making benefits equality work, primarily as a statement of its values, Chief People Officer Becky Cantieri told Fast Company:

“We have expectations for ourselves that we use our platform to contribute positively to the industry,” Cantieri says. The prevailing independent contractor model in Silicon Valley leads to “two groups working literally side by side, who have a very similar impact on the day to day experience of working at the company, but are treated very differently,” she adds. It’s still an unusual arrangement in the tech world, so SurveyMonkey has been slow to scale it to its other offices outside of San Mateo, as they want to ensure they’ve ironed out the kinks, but they intend to do so going forward: This open enrollment season, they will bring expanded benefits to contract workers at the Portland office.

She also checks in with Managed by Q, a platform for part-time janitorial, maintenance, and clerical workers, whose founder Dan Teran decided in 2014 to classify workers on the platform as employees, not contractors, and offer them benefits including health insurance, paid leave, a 401(k) plan, and even equity. “Even though it may seem like a higher cost up front, we believed that the overall value of doing so would be higher than us just saying it’s not worth investing in our employees,” Maria Dunn, Managed by Q’s director of people, tells Anzilotti. The extra costs imposed by Teran’s decision isn’t hobbling the startup’s growth: Managed by Q has raised over $76 million so far and is turning a profit. It recently announced that it was acquiring the office space planning and project management service NVS, broadening its portfolio of services and potentially gaining new clients.

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Home Depot to Donate $50M to Train Construction Workers

Home Depot to Donate $50M to Train Construction Workers

The Home Depot, the US’s largest home improvement retailer, announced last Thursday that it would donate $50 million to a decade-long project to train 20,000 Americans, including veterans, returning military service members, high school students, and disadvantaged youth, as construction workers, USA Today reported. The donation is part of the company’s corporate social responsibility efforts, but there’s also something in it for Home Depot:

Sales at the nation’s largest home-improvement retailer are dampened if contractors and partners can’t find enough workers to undertake projects. Sales to plumbers and other tradespeople comprise 40% of the company’s revenue, [Home Depot CEO Craig] Menear says. The initiative, he says, also builds on the company’s donation of $250 million through 2020 to provide housing to veterans. Soldiers and veterans will make up about 15,000 of the 20,000 construction workers turned out by the training program.

They could make a noticeable dent in a big problem. There were 158,000 job openings in construction in December, up from 140,000 a year earlier. Eighty-four percent of contractors surveyed by the National Association of Home Builders (NAHB) and Wells Fargo in December cited availability of workers and cost as their most significant problems last year, along with rising materials prices.

The announcement comes at a time when many large US employers are taking high-profile steps toward developing the workforce of the future. Lowe’s, the main competitor to Home Depot, recently announced a partnership with Guild Education to help its employees complete training and apprenticeship programs for skilled trades such as carpentry, plumbing, and appliance repair—fields in which the labor market is expected to face a gap of 500,000 workers by 2026.

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Social, Environmental, and Diversity Issues Dominate US Shareholder Proposal Filings

Social, Environmental, and Diversity Issues Dominate US Shareholder Proposal Filings

At the Harvard Law School Forum on Corporate Governance and Financial Regulation, Institutional Shareholder Services Executive Director Subodh Mishra recently published a summary of an ISS analysis of 450 proposals filed at Russell 3000 companies, which shows how investors’ priorities are shifting toward social, political, and environmental concerns. More than two thirds of these proposals are related to social or environmental issues, chief among them political activity and spending, board and workplace diversity, and climate change and sustainability, Mishra writes. Furthermore, nine of the ten most common types of proposals related to one of these issues, whereas only one (demanding the right to call a special shareholder meeting) is focused on governance. Mishra sees two main factors driving this trend:

First, social and environmental issues themselves are gaining significant traction with investors and the public. Important issues, such as concerns about the transparency of the political process, harassment and equity in the workplace, and climate change risks make headlines and dominate the public discussion daily. At the same time, investors and asset owners are bolstering their efforts towards greater ESG integration, which helps proponents gain further momentum. Second, governance topics may be lower on the agenda for the target universe. Shareholder proposals are typically filed at large-capitalization companies, where many formerly-contested governance issues have now become the standard. Annual director elections, majority vote standard, simple majority vote requirements and even proxy access—to a large extent—are now the norm for the vast majority of large companies.

ISS’s analysis counts proposals related to diversity and inclusion toward its total of “social issue” resolutions; while that’s fair, investors are paying more attention to diversity not only out of a sense of social responsibility but also as part of the investor community’s growing concern with talent as a key driver of business value.

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Intel Foundation Invests $1 Million to Train Refugees for Tech Roles

Intel Foundation Invests $1 Million to Train Refugees for Tech Roles

The Intel Foundation has made a $1 million grant to the International Rescue Committee to retrain 1,000 refugees in Germany for jobs in the tech sector through a program called Project CORE (Creating Opportunities for Refugee Employment), Ben Paynter reports at Fast Company:

In general, the training program will have several tracks that allow trainees to first gain the sort of basic skills they may need to gain entry-level jobs, (and immediate income) in data entry, programming, and IT work. Then, many will hopefully move on to advance their education through other services that will be offered. …

Trainees won’t necessarily be limited to just Germany-based jobs either. Having strong computer skills means that refugees who have other commitments at home or need flexible hours can join international companies or the gig economy. Even if no one worked remote, though, there are enough jobs for everyone in Germany. IRC and Intel have studied the country’s economy and, unlike resettlement areas in Jordan, there’s a booming tech sector that’s hungry for new employees.

Germany has taken in more than 1.5 million refugees from war-torn countries like Syria, Iraq, and Afghanistan since 2015. The lack of stable work for these refugees, many of whom are young men, has contributed to high levels of unemployment within the refugee community as well as a relatively high incidence of violent crime. If it proves successful, Project CORE could go a long way toward improving the quality of life for Germany’s refugees and their families, in addition to helping address the talent shortage in the European tech sector.

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