67% of Philippine Companies Offer LGBTQIA+ Benefits, Signalling Strong Diversity Progress

Here are some of the key findings from the survey

– 62% of employees are aware of employee resource groups focused on diversity and inclusion
– 50% of respondents state that their organisations have diversity training programs
– 51% of respondents state that their organisations support work-life balance with flexible work hours and remote work options
– 67% of workplaces offer special benefits for LGBTQIA+ employees
– 58% of respondents say their organisation is responsive or highly responsive to feedback on diversity issues

Manila, Philippines, July 22, 2024 – (ACN Newswire) – In today’s globalised economy, Diversity and Inclusion (D&I) play a crucial role in driving innovation and competitiveness in the workplace. A recent survey by foundit, a leading talent platform, highlights significant progress and exciting opportunities in D&I practices across Philippine organisations.

The survey unveils a promising landscape in the Philippines’ corporate environment, with a majority of respondents reporting that their organisations offer special benefits for LGBTQIA+ employees and have employee resource groups focused on diversity and inclusion. These findings point to the substantial strides Philippine workplaces have made in harnessing the proven benefits of diverse teams, such as enhanced innovation, improved decision-making, and stronger financial performance.

Diversity, Equity, and Inclusion (DEI) have become critical focus areas for organisations worldwide. DEI initiatives aim to create workplaces that reflect the broader society, ensure fair treatment and access to opportunities for all employees, and foster an environment where everyone feels valued and empowered to contribute.

As businesses increasingly recognise the benefits of diverse teams, understanding the current state of DEI practices is crucial.

The survey, conducted as part of foundit’s ongoing commitment to fostering diverse and inclusive work environments, highlights the alignment between organisational intentions and implemented actions regarding diversity initiatives in the Philippines.

While 50% of employees report that their organisations have diversity training programs in place, there’s still room for growth, as 35% of respondents are not at all familiar with the concept of diversity hiring. Encouragingly, 58% feel their organisation is responsive or highly responsive to feedback on diversity issues.

These findings suggest a strong commitment to diversity in principle and significant progress in implementation, with exciting opportunities to further enhance diversity initiatives.

Sekhar Garisa, CEO of foundit, commented on the findings: “The Philippines is demonstrating remarkable progress in creating inclusive workplaces. It is particularly encouraging to see that 67% of companies offer special benefits for LGBTQIA+ employees, showcasing a deep commitment to inclusivity. This positions the Philippines as a leader in the region for LGBTQIA+ workplace support.

The high awareness of employee resource groups and the prevalence of diversity training programs indicate that Philippine businesses are taking concrete steps towards fostering inclusive environments. As we move forward, there’s a fantastic opportunity to build on this foundation, particularly in areas such as diversity hiring awareness and expanding training programs. Organisations that continue to invest in these areas will not only create more inclusive workplaces but also unlock new levels of innovation and competitiveness in the global market.”

Key findings from the survey include:

LGBTQIA+ Support: 67% of respondents report that their workplace supports LGBTQIA+ employees with special benefits, including healthcare coverage, family and relationship benefits, mental health support, and training and education benefits.
Diversity Awareness and Definition: While 35% of respondents are not at all familiar with the concept of diversity hiring, among those familiar with the concept, 62% define workplace diversity comprehensively, including actively seeking diverse individuals, creating an inclusive environment, embracing a diversity mindset, and complying with anti-discrimination laws.
Organisational Commitment: 50% of respondents believe their workplace is highly or extremely committed to hiring a diverse team, while 24% perceive a moderate commitment, and 9% report no commitment at all.
Training Needs and Effectiveness: 50% of respondents state that their organisations have diversity training programs, with 46% having mandatory programs. In terms of effectiveness, 30% reported becoming fully aware from training, while 27% saw no increase in awareness.
Recruitment Practices: Respondents report that organisations are adopting various initiatives to ensure equal opportunities. These include conducting interviews in diversity-friendly spaces (18%), inviting applications from diverse communities (15%), consistent commitment to diversity hiring goals (14%), and regular reviews to update hiring processes to mitigate bias (14%).
Provisions for Applicants with Disabilities: Respondents state that organisations offer specific accommodations, such as accessible online application processes (17%), accessible interview venues (16%), and additional time allowances for assessments if needed (16%).
Work-Life Balance: 51% of respondents state that their organisations have policies in place to support work-life balance with flexible work hours and remote work options, particularly for women with caregiving responsibilities.
Employee Resource Groups: 62% of respondents are aware of employee resource groups focused on diversity and inclusion within their organisations, with 49% finding these groups highly or extremely valuable.
Peer Support and Networking: 42% of respondents state that their organisations frequently or always facilitate peer support and networking opportunities for diverse groups, 25% say they sometimes do so, and 14% report that their organisations rarely or never provide these opportunities.
Responsiveness to Feedback: 58% of respondents perceive that their organisations are responsive or highly responsive to feedback on diversity issues, highlighting a positive trend in organisational communication and action on diversity-related concerns.

“These findings showcase the Philippines as an emerging leader in corporate diversity and inclusion,” Garisa added. ” As we look ahead, there’s an exciting opportunity for Philippine businesses to leverage this strong foundation in workplace equality and lead the way for inclusive workplaces across the region.”

The survey was conducted as part of TRIUMPH, Asia’s leading virtual career fair for diversity, demonstrating foundit’s commitment to promoting inclusive workplaces.

As organisations navigate the evolving landscape of workplace diversity, this survey serves as a crucial benchmark, offering insights into current practices and highlighting areas for future focus and improvement. By leveraging their strengths and addressing opportunities for growth, companies can create even more inclusive and successful workplaces.

About foundit – APAC & Middle East

foundit, formerly Monster (APAC & ME) is a leading talent platform offering comprehensive employment solutions to recruiters and job seekers across APAC & ME. In addition to a powerful AI-powered job search, foundit offers e-learning, assessments, and services related to resume creation, interview preparation, and professional networking. Since its inception, the company has assisted over 90 million job seekers across 18 countries in upskilling and connecting them with the right job opportunities. foundit is now also the Official Talent Partner of the Badminton World Federation across 20 key world tour events.

Over the last two decades, the company has been a leader in the world of recruitment solutions and has recently launched a cutting-edge solution to give recruiters access to passive candidates in addition to active ones. With the use of advanced technology, foundit is seeking to efficiently bridge the talent gap across industry verticals, experience levels, and geographies.

Today, foundit is committed to enabling and connecting the right talent with the right opportunities by harnessing the power of deep tech to sharpen hyper-personalised job searches and offer precision hiring.

Contact:
For media inquiries or further information, please contact
Namrata Sharma – Namrata.sharma@adfactorspr.com
Contact number – +65 81383034

foundit Survey: 52% of Singaporean organisations show responsiveness to diversity issues, highlighting key growth opportunities

SINGAPORE, July 15, 2024 – (ACN Newswire) – In today’s globalised economy, Diversity and Inclusion (D&I) play a crucial role in driving innovation and competitiveness in the workplace. A recent survey by foundit, a leading talent platform, highlights both progress and areas for growth in D&I practices across Singaporean organisations.

The survey uncovers notable opportunities in Singapore’s corporate environment, with a significant number of respondents claiming that their organisations do not have a diversity training program and some respondents still getting familiar with the concept of diversity hiring. However, a substantial segment of employees believe their workplace is committed to hiring diverse teams. These findings point to opportunities for Singaporean workplaces to better harness the proven benefits of diverse teams, such as enhanced innovation, improved decision-making, and stronger financial performance.

As businesses increasingly recognise the benefits of diverse teams, understanding the current state of DEI practices is crucial.

The survey, conducted as part of foundit’s ongoing commitment to fostering diverse and inclusive work environments, highlights an opportunity to better align organisational intentions and implemented actions regarding diversity initiatives.

While 36% of employees believe their workplace is highly or extremely committed to diversity hiring, 48% of respondents claim their organisations do not have diversity training programs in place. Additionally, 26% of respondents are not at all familiar with the concept of diversity hiring, while 52% feel their organisation is responsive or highly responsive to feedback on diversity issues.

These findings suggest a commitment to diversity in principle, but there are opportunities to improve the implementation of effective diversity initiatives.

Sekhar Garisa, CEO of foundit, commented on the findings: “Our survey reveals that Singapore is at a crucial juncture in its journey towards truly inclusive workplaces. It’s encouraging to see that over a third of organisations are highly committed to diversity hiring, laying down a strong foundation for progress. However, there is a clear opportunity for growth, particularly in implementing effective training programs and raising awareness about diversity concepts.

The fact that 52% of respondents feel their organisations are responsive to diversity feedback is a positive sign. Nevertheless, with 48% of companies yet to establish diversity training programs, there is a great opportunity to enhance their diversity efforts. Singaporean businesses that seize this opportunity to implement comprehensive DEI strategies will not only create more inclusive environments but also gain a competitive edge in innovation and attracting talent.”

Key findings from the survey include:

Diversity Awareness and Definition: 26% of respondents are not at all familiar with the concept of diversity hiring. Among those familiar with the concept, 56% define workplace diversity comprehensively. This includes actively seeking diverse individuals, creating an inclusive environment, embracing a diversity mindset, and complying with anti-discrimination laws.
Organisational Commitment: 36% of respondents believe their workplace is highly or extremely committed to hiring a diverse team, while 20% perceive a moderate commitment, and 10% report no commitment at all.
Training Needs and Effectiveness: 48% of respondents state that their organisations do not have diversity trainingprograms. Among those that do offer training, 36% claim they have mandatory programs, while 16% state they were offered non-mandatory options. Regarding effectiveness, 21% reported significant awareness gains from training, while 30% saw no increase in awareness.
Recruitment Practices: Respondents report that organisations are adopting various initiatives to ensure equal opportunities. These include conducting interviews in diversity-friendly spaces (16%), inviting applications from diverse communities (15%), providing anti-bias training (14%), and consistently committing to diversity hiring goals (13%).
Provisions for Applicants with Disabilities: Respondents state that organisations offer specific accommodations for persons with disabilities, such as accessible online application processes (17%), accessible interview venues (16%), and additional time allowances for assessments if needed (16%).
Work-Life Balance: 36% of respondents believe their organisations have policies in place to support work-life balance, particularly for women with caregiving responsibilities, offering them flexible work hours and remote work options.
Employee Resource Groups: 53% of respondents are aware of employee resource groups focused on diversity and inclusion within their organisations, with 41% finding these groups highly or extremely valuable.
Peer Support and Networking: 20% of respondents state that their organisations frequently facilitate peer support and networking opportunities for diverse groups, 27% say they sometimes do so, and 22% report that their organisations rarely or never provide these opportunities.
Responsiveness to Feedback: 52% of respondents perceive that their organisations are responsive or highly responsiveto feedback on diversity issues, highlighting a positive trend in organisational communication and action on diversity-related concerns.

“These findings paint a nuanced picture of diversity and inclusion in Singapore’s corporate landscape,” Garisa added. “While we see promising signs of commitment and awareness from organisations, the real opportunity for organisations is to take the next step to implement these initiatives. At foundit, we’re committed to supporting organisations in this journey, helping them harness the full potential of diverse teams to drive innovation and success in Singapore’s dynamic business environment.”

The survey was conducted as part of TRIUMPH, Asia’s leading virtual career fair for diversity, further demonstrating foundit’s commitment to promoting inclusive workplaces.

As organisations navigate the evolving landscape of workplace diversity, this survey serves as a crucial benchmark, offering insights into current practices and highlighting areas for future focus and improvement. By addressing these gaps, companies can create more inclusive and successful workplaces.

About foundit – APAC & Middle East

For media inquiries or further information, please contact
Namrata Sharma – Namrata.sharma@adfactorspr.com
Contact number – +65 81383034

K2 Partnering Solutions Appoints James Storrier as Senior Vice President for the APAC Region

SINGAPORE, July 9, 2024 – (ACN Newswire) – K2 Partnering Solutions, a leading provider of unique end-to-end consultative technology solutions worldwide, today announced the appointment of James Storrier as the new Senior Vice President for the APAC region. Formerly CEO and Managing Director of Aquient (a company acquired by K2 in 2023), Storrier will oversee K2’s offices in Singapore, Japan, China, Thailand, Malaysia, the Philippines, Australia, and New Zealand. He will also serve as Chief Growth Officer for K2 globally.

James Storrier
James Storrier, SVP K2 Partnering Solutions, APAC

Storrier will join the K2 Partnering Solutions leadership team to support client growth across Asia-Pacific, help new and existing clients improve their technology capability, and drive their growth.

“APAC is a significant region globally, characterized by wide cultural diversity, exponential economic growth, and increasing levels of innovation expected from a region transforming quickly,” says James Storrier, SVP at K2 Partnering Solutions, APAC.

“K2 has the right mix of global presence and a strong understanding of local markets and their unique needs. It’s a company with extreme ambition, long-running expertise and a strong alignment with its clients, which is inspirational for me. I am excited to get started with the team.”

Storrier brings a wealth of industry experience, spanning over 20 years, to the role. He has held several leadership positions in Australia, leading technology, digital, and marketing teams, before relocating to Singapore in 2016. His diverse background uniquely positions him to drive growth of the company’s existing client base and expand its influence with new clients across the APAC region.

“We are delighted to have James leading our APAC region,” said Antonio Gulino, Group CEO at K2 Partnering Solutions. “His knowledge of the region, the enterprise technology landscape, and experience in leading transformative organizational change will support our goal of helping our customers realize the many opportunities ahead.”

About K2 Partnering Solutions

K2 Partnering Solutions provides unique end-to-end consultative technology solutions in the enterprise applications, AI, and cloud space. It delivers highly skilled human capital and integrated managed services to support leading companies in developing, implementing, and operating critical technology and business solutions. K2 operates in more than 50 countries and serves clients across multiple industries.

Contact Information
Dylan Griffiths
Senior Vice President Marketing
dgriffiths@k2partnering.com
020 4592 0141

SOURCE: K2 Partnering Solutions

Wayleadr Announces Expansion into APAC Region

NEW YORK, July 9, 2024 – (ACN Newswire) – Wayleadr, the trailblazing force behind Arrival Solutions, proudly announces its strategic expansion into the Asia-Pacific (APAC) region. This significant milestone marks a new chapter in Wayleadr’s mission to revolutionize employee arrival experiences worldwide.

Wayleadr has a proven track record of transforming parking and space management for prestigious clients such as Uber, OpenAI, Riot Games and L’Oréal. With its innovative platform, Wayleadr cuts administrative tasks by 50 hours per month and boosts parking availability by up to 40%, effectively addressing the challenges of employee parking and improving space utilization.

Garret Flower, CEO of Wayleadr, shared his enthusiasm for the expansion: “We see the future, and it’s about making the complex simple. Wayleadr’s expansion into the APAC region isn’t just a business move; it’s a mission to bring seamless, efficient, and sustainable arrival solutions to a rapidly urbanizing world. Our goal is to transform every journey, eliminating guesswork and frustration, so people can focus on what truly matters. Imagine this, every minute saved in arrivals is a world of possibilities elsewhere.”

As an Arrival Solution, Wayleadr empowers enterprise organizations by providing a seamless, all-in-one arrival experience for employees. Wayleadr’s platform leverages real-time data and predictive analytics to streamline parking allocations, reduce congestion, and enhance employee experiences with features such as online booking for parking, desks, and meeting rooms, as well as automated access control. The company also supports green parking initiatives by managing electric vehicle (EV) charging stations and promoting carpooling (Wayleadr).

The APAC expansion will involve setting up regional offices and forming strategic partnerships to meet the diverse needs of Wayleadr’s enterprise clients in the region, as well as cities and companies across Asia and the Pacific. This initiative aims to help businesses optimize parking spaces, enhance employee satisfaction, and promote greener urban environments through Wayleadr’s advanced arrival technologies (Wayleadr).

For more information about Wayleadr and its innovative Arrival Solution, visit www.wayleadr.com.

For media inquiries, please contact:
Amy DeCicco
E: amy.decicco@wayleadr.com
P: 908-578-8597

About Wayleadr:

At Wayleadr, we believe the way your employees arrive at work can change the mood and the value of your business. As the world’s #1 Arrival Solution, Wayleadr is helping more people arrive easier, faster and with less stress. Turning your physical spaces, like parking, desks and meeting rooms, into smart, mapped and instantly accessible spaces, Wayleadr creates a frictionless arrival experience that enables all types of businesses to drive efficiencies that create harmony and increase productivity.

SOURCE: Wayleadr

Malaysian companies have significant scope to promote diversity at the workplace – according to a foundit survey

KUALA LUMPUR, July 4, 2024 – (ACN Newswire) – In today’s globalised economy, Diversity and Inclusion (D&I) play a crucial role in driving innovation and competitiveness in the workplace. However, a recent survey by foundit, a leading talent platform, highlights areas for growth in D&I practices across Malaysian organisations.

The survey uncovers notable opportunities in Malaysia’s corporate environment with a significant number of respondents claiming that their organisations do not have a diversity training program and some respondents still getting familiar with the concept of diversity hiring. However a substantial segment of employees believe their workplace is highly committed to hiring diverse teams. These findings point to opportunities for Malaysian workplaces to better harness the proven benefits of diverse teams, such as enhanced innovation, improved decision-making, and stronger financial performance.

As businesses increasingly recognise the benefits of diverse teams – including enhanced innovation, improved decision-making, and better financial performance – understanding the current state of DEI practices is crucial.

While 32% of employees believe their workplace is highly committed to diversity hiring, 49% respondents claim their organisations do not have diversity training programs in place. Additionally, 28% of respondents are not familiar with the concept of diversity hiring, while 29% feel their organisation is responsive to feedback on diversity issues.

These findings suggest a commitment to diversity in principle, but there are opportunities to improve the implementation of effective diversity initiatives.

Sekhar Garisa, CEO of foundit, commented on the findings: “It is imperative that companies set clear goals with respect to diversity and inclusion and build a more comprehensive plan to achieve them. Some immediate, practical steps include cultural sensitivity training for all employees, mentorship programs to support underrepresented groups, and promoting flexible working arrangements to accommodate various needs.

It’s also crucial to recognise that diversity cannot exist without inclusion making it important to have policies that ensure everyone feels part of the team. Ensuring diverse leadership at the top also sets a positive tone for the entire organisation. By focusing on these actions, Malaysian businesses can create more inclusive workplaces, spark innovation, and boost their global competitiveness.”

Key findings from the survey include:

Diversity Awareness and Definition: 28% of respondents are completely unfamiliar with the concept of diversity hiring. Among those familiar with the concept, 49% define workplace diversity as being inclusive of all backgrounds, experiences, and perspectives, showing a nuanced understanding of the concept.
Organisational Commitment: While 32% of respondents believe their workplace is highly committed to hiring a diverse team, 25% perceive a moderate commitment, and 12% report no commitment at all.
Training Needs and Effectiveness: 49% of respondents state that their organisations do not have diversity trainingprograms. Of those that do offer training, 29% claim they have mandatory programs, while 22% state they were offered non-mandatory options. In terms of effectiveness, 22% report significant awareness gains from training, while 31% saw no increase in awareness.
Recruitment Practices: Respondents report that organisations are adopting various initiatives to ensure equal opportunities. These include inviting applications from diverse communities (17%), conducting interviews in diversity-friendly spaces (16%), using diverse hiring panels (13%), and regularly updating hiring processes to reduce bias (12%). Additionally, 9% organisations provide training for hiring managers to combat unconscious bias.
Provisions for Applicants with Disabilities: Respondents state that organisations offer various accommodations, such as accessible interview venues (14%), accessible online application processes (16%), and additional time allowances for assessments if needed (10%).
Work-Life Balance: 36% of respondents believe their organisations have policies in place to support work-life balance, particularly for women with caregiving responsibilities or differently-abled individuals.
Employee Resource Groups: 47% of respondents are aware of employee resource groups focused on diversity and inclusion within their organisations, with 28% finding these groups highly valuable.
Peer Support and Networking: 29% respondents state that their organisations sometimes facilitate peer support and networking opportunities for diverse groups, 20% say they rarely or never do so, and 19% report that their organisations provide these opportunities frequently.
Responsiveness to Feedback: 29% of respondents perceive that their organisations are responsive to feedback on diversity issues, highlighting an opportunity for improved communication and action on diversity-related concerns.

“These findings underscore the importance of not just implementing diversity initiatives, but ensuring they are effective and meaningful,” Garisa added. “At foundit, we believe that embracing diversity is not only a moral imperative but also a strategic advantage in today’s global marketplace.”

The survey was conducted as part of TRIUMPH, Asia’s leading virtual career fair for diversity, further demonstrating foundit’s commitment to promoting inclusive workplaces.

As organisations navigate the evolving landscape of workplace diversity, this survey serves as a crucial benchmark, offering insights into current practices and highlighting areas for future focus and improvement. By addressing these gaps, companies can create more inclusive and successful workplaces.

About foundit – APAC & Middle East

Contact:
For media inquiries or further information, please contact
Namrata Sharma – Namrata.sharma@adfactorspr.com
Contact number – +65 81383034

Rockbird Media’s HR Leaders & HR Tech Strategy Meeting 2024 Wraps Up Successfully in Manila

MANILA, July 3, 2024 – (ACN Newswire) – On the heels of its successful 2023 run across Southeast Asia, Rockbird Media’s HR Leaders & HR Tech Strategy Meeting, themed “Rehumanizing Work with Emerging Technologies,” held from June 26-27, 2024 at Shangri-La The Fort, BGC, Manila, concluded on a high note.

The two-day event brought together over 150 CHROs and HR leaders from diverse industries to explore the intersection of human resources and technology. Attendees engaged in keynote presentations, interactive panel discussions, and networking sessions, gaining insights into the latest trends, strategies, and innovations reshaping the HR landscape globally.

“One of the biggest challenges HR professionals are facing right now is how to integrate these emerging technologies in HR practices seamlessly, without losing the core responsibility of human resources, which is humanizing organizations. I think this event is a platform to give ideas of these emerging trends,” said Dr. R.L. Fernando Garcia, Director & Head of Corporate Training and Development at Brittany Hotels & Leisure, one of the event speakers.

Another speaker, Lilybeth Magno, AVP and HR of HR Business Partnering at AboitizPower shared, “As HR, we embrace the role of making ourselves reliable by using data that links to what matters most to the business and to the people to contribute to the organization.”

Key highlights included discussions on leveraging AI in talent acquisition, enhancing employee experience through digital transformation, and strategies for upskilling the workforce in the era of automation.

On networking opportunities, Rajiv Nair, CHRO of Ramco Systems, one of the event sponsors said, “I think it’s a win-win for everybody who can learn about Philippine’s market as a whole. We could also look at Asia Pacific as a region because most of the companies are global or regional… This event has definitely helped in giving us new perspective as to how to look at the same data differently.”

About rockbird media

Rockbird media is an international business media company that produces B2B events and offers business solutions.

Whether it is through online media and content, must-have business intelligence and analytics, effective networking, and partnering solutions, we help businesses and professionals learn more about the latest trends, and know more about their customers, peers, and competition, to make that decision that allows them to grow.

For more information, you can visit: https://rockbirdmedia.com/

Media contact:
lyra@rockbirdmedia.com

Southeast Asia HR Expo and Symposium 2024: Unveiling the Power of Talent and Technology in the Workforce

MANILA, July 3, 2024 – (ACN Newswire) – Southeast Asia HR Expo and Symposium 2024, organized by Advanced Learning Programs, is set to be the hallmark event for HR professionals, visionaries, and thought leaders. Scheduled from October 8-11, 2024, at the prestigious Novotel Manila Araneta City, this gathering promises to be a convergence of innovation, insights, and networking opportunities, shaping the future of Human Resources in the region.

Under the theme “Unveiling the Power of Talent and Technology in the Workforce,” this symposium will serve as a dynamic platform for delving into the latest trends, challenges, and innovations in the HR landscape. Attendees will gain invaluable insights into crafting strategies that drive organizational success amidst rapid change.

Key highlights of the event include:

– Speaker Sessions: Renowned industry experts and thought leaders from across Southeast Asia and various industries will share practical strategies and solutions to navigate the evolving HR landscape.
– Certification Programs: Attendees will have the opportunity to participate in certification programs designed to enhance their skills and knowledge, empowering them to excel in their HR roles.
– Networking Opportunities: The Expo and Symposium will provide ample networking opportunities for HR professionals to connect, collaborate, and exchange ideas with peers, fostering valuable relationships and partnerships.
– Exhibition Showcase: An exhibition featuring leading HR solutions providers will showcase the latest technologies, tools, and services shaping the future of HR.

Advanced Learning Programs is the organizer behind the Southeast Asia HR Expo and Symposium 2024, bringing together the brightest minds and innovators in the field of Human Resources. Whether you’re a seasoned HR professional, an aspiring leader, or a technology enthusiast, the SEA HRES 2024 offers something great for everyone. Join us in shaping the future of HR and unlocking the full potential of your organization.

For more information, visit our website: hrexposymposium.com

About Advanced Learning Programs

Advanced Learning Programs is a leading provider of professional development and training solutions, dedicated to empowering individuals and organizations to thrive in today’s competitive landscape. Through innovative learning experiences and industry-leading expertise, ALPs equip professionals with the skills and knowledge needed to succeed in their respective fields.

For Speaking and Sponsorship Opportunities, please contact:
Rhea L. Dalisay, CHRA
Assistant Manager – Training and Growth Innovation
Tel No.: (02) 7-902-0992
Mobile/WhatsApp: (+63) 9171239204
Email: rhea@alprograms.com

For Delegate Registration, please contact:
Erika Dela Rosa
Conference Coordinator
Tel No.: (02) 7-902-0992
Mobile/WhatsApp: (+63) 9988561001
Email: erika@alprograms.com

CGFNS International Announces First Global Credential for Rehab Nurses

PHILADELPHIA, PA, June 28, 2024 – (ACN Newswire) – CGFNS International, a worldwide leader in international credentials evaluation to support health worker careers, has launched the first-ever global credential for registered nurses working in rehabilitation, habilitation or restorative care.

CGFNS Certified Global Nurse – Rehabilitation

The Certified Global Nurse – Rehabilitation (CGN-R) credential is intended to advance and improve services for the more than two billion people worldwide who need this care. It has been developed specifically for eligible registered nurses worldwide who wish to have their applied experience and competencies in rehab care recognized and verified by passing a certification examination.

The exam was created in collaboration with a global task force of more than 60 rehabilitation nursing experts from 17 countries who contributed their knowledge and guidance to develop a global competency framework for rehabilitation nursing and to create a test blueprint for a competency-based exam. The task force’s framework is aligned with the Rehabilitation Competency Framework established by the World Health Organization.

Accordingly, those who earn the CGN-R credential will be able to show their employers, prospective employers and others that they have been assessed against a global industry standard for rehabilitation care and that their expertise has been benchmarked against other nurses in rehab care worldwide.

Registration for the CGN-R exam will open in July, with testing dates to be scheduled for November. Registered (first-level) nurses with at least two years’ work experience in rehabilitation care are eligible to apply. Further details on eligibility requirements, exam topics and how to apply can be found in the exam handbook, now available at the CGFNS website.

“This will be the first global specialty certification offered anywhere for rehab nursing. It represents a huge shift for our global health workforce, for whom specialty credentials are often out of reach and require migration to the countries that offer them. The CGN-R certification will enable rehabilitation nurses everywhere to demonstrate a validated specialty skillset to their employers, carry the credential with them wherever they want to work in the world, and advance their career opportunities,” said Julia To Dutka, Chief of the CGFNS Global Health Workforce Development Institute, which is leading the initiative to develop this and other global credentials for the rehabilitation workforce.

“Provider certifications enable health systems and hospitals to confidently identify the most well-equipped workforce candidates to meet their burgeoning care needs. At a time when qualified interdisciplinary care teams are critically needed in rehabilitation care, the CGN-R establishes a global standard against which employers can set the bar for provider qualifications within their health systems,” said Terrence Carolan, Managing Director of Medical Rehabilitation and Aging Services of CARF International, an independent, nonprofit organization that accredits more than 66,000 rehabilitation and other health and human service providers on five continents and that has advised CGFNS in developing the CGN-R credential.

Nurses who sit for the initial CGN-R exam in November will receive a discount on exam fees.

CGFNS is also offering an early adopter program for hospitals, health systems or rehabilitation organizations that would like to invest in specialty certification for their rehab nurse workforce. The program includes opportunities to host the CGN-R exam onsite for their rehab nursing teams and earn an early adopter’s badge for organizational recognition.

Information on additional credentials for other health workers in a rehabilitative/habilitative/restorative environment – including physical and occupational therapists, speech-language pathologists and rehab technicians, among others – will be made available in the coming months.

More information on the program can be found at https://www.cgfns.org/services/certification/global-rehabilitation/

About CGFNS International, Inc.

Founded in 1977 and based in Philadelphia, CGFNS International is an immigration-neutral not-for-profit organization proudly serving as the world’s largest credentials evaluation organization for the nursing and allied health professions. CGFNS International is an NGO in Consultative Status with the United Nations Economic and Social Council (ECOSOC) and is a member of the Conference of NGOs in Consultative Relationship with the United Nations (CoNGO).

Contact Information
David St. John
dstjohn@cgfns.org

SOURCE: CGFNS International

Singapore’s First On-Demand Gig Work Platform, Jod, Reveals 80% of Blue-Collar Gig Workers Lack Benefits, Unveils Rewards Programme Benefitting 60,000 Workers

With eight in ten users seeking access to critical basic employment benefits, JodRewards bridges the income gap and incentivising users with benefits such as Sponsored Personal Accident Insurance Coverage, Paid Break Time Cover and Transport & Meal Vouchers

In a local survey conducted by Jod among 1000 members, 800 surveyed respondents are benefits-starved and seek traditional employment benefits akin to full-time salaried employees
The launch of JodRewards will better support and protect Singapore’s gig workforce through enhanced access to insurance coverage and redeemable benefits tailored for the informal workers, that are often associated with regular full-time employment
JodRewards, boasting around 60,000 members, witnessed over 1,000 active engagements and a redemption of 65,000 points (equivalent to S$12,755 worth of rewards) since its soft launch in April
Jod will further expand JodRewards’ offerings to include benefits such as Prolonged Medical Leave Coverage and a first-of-its-kind Worker and Hiring Manager Cancellation Coverage in Southeast Asia by H2 2024
Since its launch in 2015, Jod aims to pioneer support for gig workers, providing them with the same benefits as traditional salaried employees to foster their success both personally and professionally

SINGAPORE, May 29, 2024 – (ACN Newswire) – Jobs on Demand (Jod), Singapore’s first multi-industry flexible on-demand gig work platform, launches JodRewards, an initiative to incentivise its users to complete jobs on the Jod platform while providing worker benefits to the gig economy. This comes in the wake of a local survey conducted among 1000 Jod Members, where eight out of ten surveyed members expressed a lack of access to traditional employment benefits as gig workers.

Calls for implementing changes in work-life balance and mental health recognition surged amidst the COVID-19 pandemic, leading to an increase in employees transitioning to gig work despite sacrificing the stability and security of full-time jobs. According to a 2023 annual survey by DBS, gig workers, often dipping into their savings to cover expenses, are considered the “most financially stretched” group due to the escalating cost of living.

The JodRewards Benefits Program represents a pivotal step forward in ensuring the well-being of gig workers across various industries. Comprising a comprehensive suite of benefits tailored specifically to the needs of gig workers, this program aims to redefine the standards of support and protection within the gig economy by providing the same employment benefits akin to traditional full-time employees. Through a range of sponsored and redeemable rewards on the platform, it fosters an ecosystem that empowers the gig economy to thrive and improve the quality of life.

Speaking about the launch of this program, Sebastian San, Singapore Country Manager of Jod shared, “We are excited to launch JodRewards and play a leading role in empowering Singapore’s gig workforce – an important backbone for today’s economy. Beyond just a conventional hiring platform, Jod caters to flexible on-demand gig work across various sectors. Eight in ten of our members are seeking greater protection and employment benefits. In response to this growing demand, we’re committed to safeguarding the benefits of these gig workers. Since the launch of JodRewards, we’ve sponsored over S$400,000 worth of Group Personal Accident and Group Public Liability coverage for over 300 jobs. We are honoured by the trust and support that our brand partners have placed in us, and will continue to work towards enhancing social protection for our gig workforce.”

JodRewards, which currently has an estimate of 60,000 Jod Members, saw over 1,000 active engagements and a redemption of 65,000 points (equivalent to S$$12,755 worth of rewards) since its soft launch in April, accumulated based on the user’s tiering and the total number of hours completed per job.

The program also saw strong participation in challenges, with close to 800 members participating in challenges throughout April. The points earned could be redeemed for transport, meal, and grocery vouchers worth up to $20 each. It was particularly notable that over 600 vouchers, worth more than S$7,000 in total, were redeemed during the month. The highest number of vouchers redeemed by one Jod member was S$380 worth of grocery vouchers, which is more than the monthly average of S$211 spent by Singaporeans per month.

The JodRewards Benefits Program comprises three tiers: Bronze, Silver and Gold. Jod Members progress through these tiers by accumulating points through the user’s activity level on the platform. The program offers a comprehensive suite of sponsored benefits that members typically pay out-of-pocket. Underwritten by Etiqa Insurance Singapore, this includes personal accident coverage with up to S$3,000 in medical expenses and up to S$100,000 in permanent disability and accidental death coverage. Additionally, members also enjoy public liability coverage of up to S$100,000 per accident, safeguarding gig workers from the financial impact of workplace accidents.

Beyond the insurance-based benefits, the program also provides redeemable rewards. Members can redeem benefits such as paid break time, allowing them to receive payment for up to one hour of break time, and paid annual leave, which provides a S$80 payout for a rest day. Through these tiered benefits, the program aims to provide its members with a comprehensive suite of support, incentives and resources, both personally and professionally.

Ms Pally, a 38-year-old PMET currently undergoing a career shift, recently joined Jod. Reflecting on her membership, she adds, “Discovering the Jod app was a game-changer. As someone seeking flexible and part-time opportunities, it aligned perfectly with my needs. Jod’s prompt payout system significantly bolstered my financial stability, and the introduction of JodRewards served as a strong incentive for me to consistently perform my best, especially with redeemable rewards such as grocery vouchers. I would highly recommend it to anyone seeking reliable part-time job opportunities.”

In the coming months, JodRewards will continue to expand their offerings to include benefits such as Prolonged Medical Leave, and a first-of-its-kind Worker and Hiring Manager Cancellation Coverage in Southeast Asia. This initiative aims to address the uncertainties inherent in gig work arrangements, fostering a more equitable and sustainable future in the dynamic world of gig work.

Jod remains committed to its mission of empowering the next billion workers by creating an ecosystem that allows them to connect with communities and businesses – unlocking unlimited opportunities through technology and innovation.

How Jod Works

Jod is a re-imagination of the ultimate gig worker hiring platform, built for speed and efficiency with mobile-first innovations such as Attendance Tracker and Daily Earnings Payout. This helps Employers save time and resources to hire fast.

Employers have access to a web-based dashboard to manage candidates and job applications, as well as analytics to hire more effectively.

Jod Members simply need to download the Jod App, register and they can start applying for available jobs. With Jod’s easy-to-use features, it is a quick and simple process for Gig workers to apply for jobs.

The Jod mobile app is now available for download in Singapore, Vietnam and Indonesia at the Android Play store and Apple App store.

About Jod

Jod is a mobile-first digital platform that easily enables employers to find and manage their workforce more effectively & efficiently. Jod deploys technology to make our products simple, flexible, easy to use and accessible.

Started in 2015, Jod launched Southeast Asia’s first gig work platform – JodGig and has since evolved to empower the new workforce as one of the fastest growing HR tech services platform in Southeast Asia.

Jod is a subsidiary of Janakuasa since 2020, a Singaporean energy MNC as part of its newly launched New Ventures division.

The company’s vision is, “To be the pioneering force in shaping a brighter future for the world’s next billion workers”. As Jod expands across Southeast Asia, the company utilises key data insights to support better job matching; promoting greater personal economic growth and improving people’s lives.

For media enquiries, please contact:
PRecious Communications for Jod
jod@preciouscomms.com

World CX Summit 2024: Steering the future of customer experience forward

MUMBAI, INDIA, May 16, 2024 – (ACN Newswire) – The 11th global edition of the World CX Summit & Awards, organised by Trescon, returns to India on 22nd May 2024 at the Leela, in Mumbai. With more than 350 CX leaders, top technology mavens, and innovators confirmed, the event serves as a crucial terminal in India’s digitization roadmap. This summit facilitates a robust exchange of ideas and sets the stage for strategic collaborations that will define the future of CX innovations in India and around the world.

Having brought together more than 15,000 CX thought leaders, innovators, specialists, and key stakeholders across 10 editions, the World CX Summit has solidified its position as a leading knowledge-sharing platform. At the event, attendees engage in insightful sessions, captivating keynotes, and successful use cases to refine their CX strategies and deliver memorable customer experiences.

The World CX Summit in India attracts participants from diverse industries, including Automotive, Aviation, Financial Services, Real Estate, Human Resources, Retail, and Manufacturing. This broad representation emphasizes a concerted drive towards digital innovation, with each sector allocating tech investment budgets ranging from INR 41 lacs to over INR 8.5 crores. This commitment highlights the summit’s crucial role as a hub for collaboration and technological advancement.

Naveen Bharadwaj, CEO of Trescon, sharing his excitement of the event said, “India’s rapidly growing CX market and robust economic development have established it as the perfect venue for the latest edition of the World CX Summit. Our commitment to cultivating an environment where innovation empowers leaders with transformative insights and strategic alliances is driving industry-wide advancements. This summit serves as a catalyst, converging market leaders, innovators, and policymakers to explore and set new benchmarks in customer experience excellence.”

The World CX Summit will help brands further expedite the digital evolution of the economy by focusing on topics like improving CX strategy, amplifying CX through Martech, personalized CX with conversational AI and much more.

The summit offers a wide spectrum of expert speakers and panellists such as:

Santhosh Rao, Partner & Growth Platform Leader, Business Transformation Services, India – South Asia, IBM
Buvana Iyer, Client Engineering FLM West, IBM
Rajesh Dogra, Chief Customer Experience Officer, Air India
Sachin Vashishtha, Chief Marketing Officer, Paisabazaar
Lavanya Pachisia, Chief Operating Officer, Zivame
Sanket Narkar, Chief Marketing Officer, Physics Wallah
Neelakshi Shalla, SVP & Head – Transformation Program, Customer Service, Claims & Operational Risk, Bharti Axa Life Insurance
Priyaah Sundaraam, Vice President of Customer Experience and Fulfilment, Cleartrip
Ashutosh Sharma, Head of Product and Business, Kore.ai
Ankit Goenka, Senior Vice President & Head Customer Experience, Bajaj Allianz General Insurance
Nikhil Asopa, Senior Vice President & Head Customer Service, Tata Digital
Anvesha Poswalia, Head of Digital & E-commerce, Unilever
Supriya Rath, Cx Leader, Lenovo India
Vijaybahu Joshi, Associate Vice President & Head of Experience Design, Reliance Industries Ltd.
Sathish Krishnan, Head CRM, Redbus

Sharing her excitement about speaking at the event, Priyaah Sundaraam, Vice-President of Customer Experience and Fulfilment, Cleartrip said, ” It is an honour to share the stage with prominent Customer Experience Leaders at the World CX Summit and Awards and I am looking forward to drawing inspiration from the other participants.”

Sharing their views about the CX landscape, Angira Agrawal, Global SVP, GTM and Strategy, Exotel, said, ” Customer experience isn’t just about transactions; it’s about meaningful connections built over time along the entire life cycle. Contextual customer conversations help create the bridge, with organizations better understanding customer needs and exceeding their expectations – from marketing to sales to fulfilment and customer service.”

The summit will also host the ‘Top 100 CX Leaders” and the “Marketing Leader Awards’, where top CX and marketing experts will be honoured for their exceptional contributions and achievements. The 11th global edition of the summit promises to be a groundbreaking event, driving innovation and fostering collaboration in the realm of customer experience, ultimately contributing to business growth in this new era. To book your tickets, visit: https://bit.ly/3Py6bL8

The 11th edition of the World CX Summit is brought to you by:

Lead Partner: IBM
Platinum Partner: Exotel
Gold Partner: Kore.ai
Bronze Partners: Limechat; Ebixcash

About Trescon

Trescon is a pioneering force in the global business events and services sector, driving the adoption of emerging technologies while promoting sustainability and inclusive leadership. With a deep understanding of the realities and requirements of the growth markets we operate in – we strive to deliver innovative and high-quality business platforms for our clients. For more information about Trescon, visit: www.tresconglobal.com

For media inquiries and further information, please contact:
Vishal S S
Media, PR and Corporate Communications Executive
Trescon
Email: vishals@tresconglobal.com
Mobile: +91-7358680951