We are pleased to announce our partnership with The Conference for Women, whose mission is to promote, communicate, and amplify the influence of women in the workplace and beyond.
"At our annual non-partisan, non-profit conferences, we bring together thousands of active professionals to connect, renew, and find inspiration in community. We are committed to helping close the pay gap, eliminate gender discrimination, and achieve parity in company leadership and on corporate boards. We inspire the next generation through our Young Women's program and we support local non-profit organizations. The Conferences for Women harness the collective wisdom, experience, and energy of inspirational women and men of all ages and backgrounds in service of our values: supporting and giving back to our growing nationwide community."
The Conferences for Women host events in: California, Massachusetts, Pennsylvania, and Texas.
Don't Miss This Upcoming Event!
The 22nd annual Texas Conference for Women will be held virtually on Thursday, October 7, 2021. The theme of the event is "Break Through"–Inspiration, Motivation, and Connection—Wherever You Are.
The event will feature inspirational speakers like Indra Nooyi (former chairman and CEO, PepsiCo), Ali Wong (actor, comedian, and best-selling author), and Malala Yousafzai (Nobel Peace Prize-winner and cofounder, Malala Fund); and will offer skill-building breakout sessions and ample opportunities for networking, professional development, and personal growth. With sessions ranging from personal finance to health and wellness to career advancement, this unique event offers something for everyone.
For more information, click here.
If you keep up with U.S. politics (or have logged into Twitter in the past week), you'll know that there has been lots of buzz around the state of Texas. On Wednesday, September 1st, the Governor of Texas signed off on a law banning abortion after six weeks of pregnancy (before many women even know they're pregnant), despite the 1973 Supreme Court decision that established a constitutional right to the procedure.
Here are six articles to help you understand the bill and what you can do to help:
Texas Gov. Greg Abbott at a press conference on May 18, 2020
Texas's so-called heartbeat law bans nearly all abortions.
The law, which prohibits most abortions after six weeks and went into effect on Wednesday, was drafted by Texas lawmakers with the goal of frustrating efforts to challenge it in federal court.
The law is a near-total abortion ban, as most don't even know they are pregnant until after six weeks.
Texas organizers and abortion funds have been doing the work for years. It's past time to unite and help them.
A list of organizations that are fighting for abortion access in Texas.
On Wednesday, millions of women suddenly lost the right to choose, as well as access to safe abortion facilities.
Bounteous co‐innovates with the world's most ambitious brands to create transformative digital experiences. Our mission is to drive growth for our clients by ensuring the smooth flow of data, insights, and interactions across the Adobe Experience Cloud.
As an award-winning Adobe Platinum Partner and recognized industry thought leader, Bounteous values continuous learning, career development, and personal growth?
Our Adobe Experience Manager (AEM) Apprenticeship program is designed to support people who are energized and driven by the power of technology.
Join us on May 7th at 1:30 pm EST for a webinar to learn more about Bounteous' AEM Apprenticeship and Trainee Program!
Attendees will hear directly from our team members in technology and talent as they share details involving this learning experience and interview process. Following the presentation, we will host a live Q&A session.
Bounteous is proud to be an equal opportunity employer. We do not discriminate on the basis of race, religion, color, sex, gender identity, sexual orientation, age, physical or mental disability, national origin, veteran status, or any other status protected under federal, state, provincial, or local law. Bounteous is a place of belonging. We support inclusivity in our communities, at work, and for our clients and understand the benefits of a diverse workforce that is equitable and inclusive. We promise to treat each person equally and with dignity and respect.
6 Tips for Companies & 5 Tips for Individuals from Indeed's Group VP of ESG, LaFawn Davis
Earlier this month, LaFawn Davis, Indeed's Group Vice President of Environmental, Social, & Governance, joined us as part of our Diversity Reboot Summit to talk about the 'shecession' experienced by many women, and especially women of color, as a result of COVID-19.
LaFawn shared some great tips for companies and individuals looking to be part of "the great rehiring." If you're looking to find a new role, or to ensure that you help bring back diverse talent displaced by COVID, check out her advice below, and catch her complete talk here or by clicking the video above!
Q: What would your advice be to companies that are looking to step up their diverse hiring in 2021?
My advice: Good intentions are no longer good enough. Nobody wants to hear what you meant to do, wish you could have do, intended to do. Nobody wants to hear that you can't find Black Women or any other dimension of diversity. We're obviously out here.
My squad and I have a saying "Impact over intentions." So, if 2020 was the year of good diversity and inclusion intentions, let's make 2021 the year of actions and impact.
So, now that we got that out of the way. If you're looking to step up your diverse hiring. Stop and get your house in order. Because you shouldn't just want to hire a diverse workforce, you should want to grow and keep them too. So there are 5 things, ready?
1. Focus on long-term systemic change.
There's a lot of momentum — and need — for change right now. It's not just about a message of support or donating to a cause one time. Take a look at your own systems. How do you hire and grow employees? Do your succession planning, talent reviews, recruiting and other processes have built-in biases? Is equality part of your core values? Are you actively working toward change? Recognize that talent is equally distributed, but opportunity is not. Above all, hold yourself accountable for the way things are, then work to improve.
2. Take a close look at your data.
Share it internally to be transparent with employees of where you are now. When possible, share it externally to be visible and accountable (I'm happy to announce that Indeed will be releasing its own diversity data this summer). Use it as a baseline for comparison against what you hope to achieve.
3. Change behavior.
Focus on behavioral changes throughout the company with an emphasis on coaching, training, and having crucial conversations with managers. Leaders and managers set an example for the entire workforce. If employees see the behavior of managers or leaders in a negative light, a true sense of belonging is difficult to achieve.
4. Representation matters.
If leadership roles are perceived as exclusive to many members of the workforce, then a broader sense of belonging will continue to elude many employees. People in leadership roles should reflect the diversity of a company's workforce. Observing someone "like me" in a leadership role helps attract and retain talent and motivates workers to pursue roles with greater responsibility.
5. Create Policies And Procedures Reflective Of The Entire Workforce.
As you work through new or existing policies and procedures, be aware of barriers experienced by different populations. Take, for example, the case of caregivers. More scheduling flexibility for calls can go a long way for employees who share their home workspace with others and must tend to family responsibilities while working remotely.
Q: Do you have advice for individuals that are looking for new career opportunities, especially women of color who might have lost their previous jobs during the pandemic?
Adaptability has always been an important part of an individual's career progression - even before COVID-19, it is especially important now.
It is important to show a potential new employer how your abilities adapt to a new role or a new industry. Focus on skills more than just experiences because skills can be applied in so many different ways. So… I'll give you 6 things for this one.
1. Perform a professional audit. Taking some time to understand your qualities, qualifications and values can help focus your career transition and narrow down your career path options if you haven't already. Doing so can also help you understand how you might position yourself during the job search.
2. Identify your hard and soft skills. Soft skills are often the most transferable, so identifying them early can help you understand the ways you might bring value to a new role or industry. Taking inventory of your hard skills will help you identify if there are certain industries that might be easier to transition into.
3. Highlight your biggest career wins. Communicating the impact you've made throughout your career can help employers quickly understand the value you'll bring to their organization, even if you come from another role or industry.
4. Utilize online job search to your advantage. Pay close attention to the requirements and duties of jobs so you can evaluate whether the career would align with your skills, interests and values.
5. You just need to meet "most" of the qualifications. Try to focus on positions for which you meet at least 60% of the qualifications with your transferable skills. Meeting 60% of the qualifications isn't a hard rule, but it's a good general guideline to help you determine whether it's worth applying for.
6. Get a sense of the company. Before interviews, do some research to learn how inclusive a company is. Peruse the organization's core values, its social media accounts, and any recent statements in support of marginalized groups. Pay attention to the interviewers themselves. Is the panel diverse or are you likely to be an early "diversity hire"? If the interviewers seem to be emphasizing "cultural fit," ask what that means. Basically, be an active participant in the hiring process. You are also interviewing the company, as much as they are interviewing you.