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PR Newswire

Global or Bust: 97% of executives say a global presence is required to be competitive in today’s business landscape

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G-P’s 2024 World at Work Report reveals strong alignment between business and talent outlook on global employment, showing there has never been a better time to build a global workforce.

BOSTON, Sept. 18, 2024 /PRNewswire/ — REMOTE FIRST COMPANY — G-P (Globalization Partners), the recognized leader in the global employment market, today announced that more than half of workers (53%) anticipate hitting the job market in the next six months, a third of whom plan to make a move to another state or country to support their career. The launch of G-P’s second annual report on global employment trends underscores the benefits of a global business presence to help businesses and employees thrive in the new era of work.

Companies with a footprint in multiple markets not only have a competitive edge today but more resilience to navigate rapidly changing conditions and future-proof their business. Despite this ambitious outlook, executives worldwide continue to grapple with talent shortages and mounting pressure to embrace and adopt AI technologies.

“There’s never been a better time to build a global team,” said Nicole Sahin, founder and CEO of G-P. “At G-P, we’re at the forefront of the intersection of global employment and AI, empowering leaders to build agile workforces and transforming how companies leverage human potential from around the world.”

According to G-P’s “World at Work: The Future of Global Employment” Report, four out five executives say that finding skilled talent in their existing markets is difficult right now. The majority (72%) are ready to look to other countries to meet their talent needs – a smart move considering 80% of employees want to work for a global company.

Executives are eager for AI to be a solution, with half saying AI can help with predicting business challenges in prospective new markets. The vast majority of employees (92%) are also excited about potential uses for AI, albeit some (34%) are hesitant to use AI at work out of concern their manager would place less value on their work.

Download the G-P World at Work Report here to learn more about the opportunities of global employment and how to get ahead in this new era of work.

Methodology
The G-P survey was conducted by Wakefield Research among 2,000 Executives, (VP+ at companies of 500 or more employees) in three markets: the U.S., the U.K. and Australia; and 4,000 Employed Professionals in six markets: the U.S., the U.K., France, Germany, Singapore and Australia.

About G-P
G-P is the recognized leader in global employment, delivering everything companies of all sizes need to quickly and compliantly build and manage global teams in 180+ countries, regardless of entity status. G-P’s industry leading SaaS-based Employer of Record (EOR), Contractor and Advisor products are backed by more than a decade of experience, the largest team of in-country HR, legal, and compliance experts, and insights from its proprietary generative AI knowledge base.

G-P: Global Made PossibleTM
To learn more, please visit: g-p.com or connect with us via Twitter, LinkedIn, Facebook, or check out our Blog.

PR Newswire

ADP Expands ADP SecurTime to the Philippines

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MANILA, Philippines, Aug. 7, 2024 /PRNewswire/ — ADP, a global leader in payroll and human capital management solutions, announces the rollout of ADP SecurTime, its cloud-based time and attendance solution, in the Philippines. This rollout aims to streamline payroll and workforce management process capabilities for businesses across the Philippines.

ADP SecurTime, acquired by ADP in 2023, offers robust cloud-based time tracking, attendance management, and workforce management software. It provides businesses with a range of intuitive and insightful features, including:

  • Capture real-time attendance: Utilises biometrics, tablet or mobile phone for real-time tracking
  • Time fraud prevention: Features geo-tagging, geo-fencing, live tracking and alerts
  • Integrated payroll and time: Reduces potential pay inaccuracies and administrative time
  • Centralized dashboard: Offers reports and analytics to identify patterns and discrepancies

“We are proud to introduce ADP SecurTime to the Philippines, empowering businesses with a state-of-the-art time and attendance solution tailored to meet the unique challenges of managing a diverse workforce,” said Jessica Zhang, Senior Vice President of APAC at ADP.

“By integrating our robust payroll solutions with ADP SecurTime, businesses in the Philippines can enhance efficiency and accuracy in workforce management. This powerful combination reduces administrative burdens and saves costs, enabling companies to focus more on strategic growth and employee satisfaction.”

“The rollout also underscores our commitment to supporting businesses with innovative solutions that drive productivity and compliance,” added Zhang.  

ADP provides services to a wide range of businesses and industries, helping organizations manage their payroll, HR, time, tax, and benefits needs. Serving more than one million clients in 140 countries, ADP has the experience and scale to support businesses of all sizes – from small business to global enterprise – across all industries.  

About ADP (NASDAQ – ADP)
Designing better ways to work through cutting-edge products, premium services and exceptional experiences that enable people to reach their full potential.  HR, Talent, Time Management, Benefits and Payroll.  Informed by data and designed for people.  Learn more at ADP.com

ADP, the ADP logo, and Always Designing for People are trademarks of ADP, Inc.

Copyright © 2024 ADP, Inc. All rights reserved.

Source: ADP, Inc.

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Human-Centered Digital Technology Starts with Digital Talent Development: DigiBridge Digital Talent Development Side Event at the 2024 UN STI Forum

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NEW YORK, May 11, 2024 /PRNewswire/ — The ninth annual United Nations Science, Technology, and Innovation Forum (UN STI Forum), dedicated to advancing the Sustainable Development Goals, convened at the UN headquarters in New York on May 9-10, 2024. Under the theme “Science, Technology, and Innovation for Reinforcing the 2030 Agenda and Eradicating Poverty in Times of Multiple Crises: The Effective Delivery of Sustainable, Resilient, and Innovative Solutions,” the forum featured keynotes from luminaries such as Dennis Francis, President of the General Assembly; Paula Narvaez, President of ECOSOC; Li Junhua, United Nations Under-Secretary-General for Economic and Social Affairs; Tshilidzi Marwala, United Nations Under-Secretary-General and Rector of the United Nations University; Muhammadou M. O. Kah, Chairman of the UN CSTD and Vice Chair of the WDTA Education Council. These remarks focused on deploying innovative solutions to expedite the achievements laid out in the 2030 Agenda.

A key highlight of the forum was the DigiBridge side event, organized by the World Digital Technology Academy (WDTA). The event centered on crucial discussions about narrowing the global talent and skill gap and enabling developing countries to leverage digital technologies for sustainable growth. 

The event was officially opened by Peter Major, Vice Chairman of the UN CSTD and Founding Chairman of WDTA, detailed how the DigiBridge program detailed how the DigiBridge is a leading global initiative in digital talent development, designed to bridge the global digital skills gap for everyone. This comprehensive educational and training program melds advanced pedagogical techniques with the demands of industry and international benchmarks, offering a lifelong learning platform for college students, technology professionals, and sector leaders.

Muhammadou M. O. Kah, also opened the event by highlighting the indispensable role of digital technologies in global economic growth and as pivotal solutions to global challenges. He outlined the vision for UN CSTD and WDTA to jointly foster a platform that promotes creativity, groundbreaking ideas, and international collaboration, serving as a powerful catalyst for sustainable digital technology growth and societal advancement.

Yale Li, Co-Founder and Executive Chairman of WDTA, introduced the highly anticipated ‘DigiBridge Digital Talent Development Program. He emphasized the transformative role of innovative educational solutions in shaping a resilient digital economy, particularly through the lens of AI-driven training programs. These initiatives demonstrate WDTA’s leadership in educational innovation and its commitment to cultivating an inclusive global digital talent pool. Prof.  Li mentioned that the WDTA has launched the ” Certified Artificial Intelligence Security Professional” and ” Certified Chief AI Officer” programs, which are rapid actions to support comprehensive education in artificial intelligence.

Tshilidzi Marwala delivered a keynote speech on the topic of generative AI in education. He emphasized the vast potential of generative AI in the educational sector, particularly in personalized learning and the access to educational resources, while also highlighting the risks and challenges it presents, such as data biases and the potential decline in students’ critical thinking skills. He advocated for a comprehensive and ethical approach to exploring AI’s application in education, ensuring equitable access and mitigating potential negative impacts.

Contributions about AI and Education also came from industry leaders. Naria K, General Manager of Digital Inclusion at Microsoft Philanthropies, presented ‘Helping People Build Skills for a New Way of Working.’ She discussed the transformative impact of Generative AI on the workplace and the new opportunities it creates. Highlighting the necessity for AI fluency in all future jobs, Naria detailed Microsoft’s initiatives to upskill individuals, especially from underserved backgrounds, to navigate and thrive in the evolving AI economy.

Dr. Cari L. Miller, Co-founder and Board Chair at the AI Procurement Lab, presented ‘Urgent and Emerging AI Use Cases and the Demand for Cross-Cutting Education.’ She discussed the rapid adoption of AI use cases and their future trends, emphasizing the need to adapt educational practices to prepare a tech workforce capable of delivering immediate employer value. Dr. Miller highlighted the importance of context-specific AI applications and cross-cutting educational strategies that enhance ROI through applied technical skills and domain knowledge.

From the academic sector, Professor Ryan Ko, Cyber Security Chair at the University of Queensland, spoke on ‘AI for Interdisciplinary Cyber Security Education and Research.’ He outlined how UQ Cyber leverages AI in cyber security training, detailing the synergy between rapid AI advancements and educational strategies. His presentation highlighted UQ’s role in training Team Oceania for the International Cybersecurity Challenge, where AI significantly enhanced the team’s performance, securing them second place. This effort not only demonstrated effective AI application but also contributed to several UN Sustainable Development Goals, reflecting the global impact of their educational innovations.

Zhifeng Hao, President of Shantou University, outlined the evolution from early digital technologies to today’s AI-driven landscape, emphasizing the need to integrate disciplines like AI and Big Data into education. Professor. Hao highlighted Shantou University’s commitment to supporting the DigiBridge program, which aims to promote sustainable development and universal access to digital technology.

During the summary of the event, Executive Director and Assistant to the Chairman of the WDTA, Melan Xu, stated that DigiBridge is an open collaborative program. It invites governments, corporations, NGOs, and others to partner with the WDTA to leverage our collective strengths for synergistic development, with the common goal of bridging the digital divide and ensuring that everyone has the opportunity to contribute to and benefit from the digital economy.

The success of the DigiBridge side event at the 2024 UN STI Forum underscored the critical importance of international collaboration in tackling challenges of the digital era. It also reaffirmed the vital role of multilateral cooperation in promoting digital education equity and inclusive growth worldwide, ensuring that bridging the global digital gap for everyone.

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PaperCut: How to assess the performance of your hybrid workforce

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PORTLAND, Ore., March 1, 2024 /PRNewswire/ — Laura White, PaperCut Head of Talent, provides industry insights: 

Laura White, PaperCut Software's Head of Talent
Laura White, PaperCut Software’s Head of Talent

The Covid-19 pandemic pushed hybrid working into the mainstream, and it looks like the trend is here to stay. While employees are slowly starting to return to office, many prefer to continue working from home for at least part of the week.

I felt deeply during Covid that we were going to swing back to office work very quickly. But people have built their life on being at home five days a week for about two years. They’ve moved away, there are cost of living rises and family care for children to consider, so employers must manage the expectations of how feasible that is.

But with traditional talent evaluation based on visibility and performance, how can organizations assess their employees’ commitment and leadership in a hybrid working environment?

Understanding the challenges

According to my colleague Caz Butcher, Global Head of People and Culture at PaperCut, one of the key challenges in a hybrid working environment is employee engagement. For a global organization like PaperCut, it’s important not only to connect people with their direct team but across functions as well.

“The engagement element is about how you share knowledge and bring people together – getting people aligned outside of individual teams is a big thing,” Caz says. “If your business is growing, you need to build those foundational elements of communication and connection when people are new. That’s much harder in a global and hybrid business, so things take longer, and your expectations might need to change.”

Particularly when organizations have employees around the world and across time zones, effective communication is critical to ensuring everyone is on the same page. “From the business perspective, it’s how you communicate your strategy, your purpose, and your values so that it lands, even though people are all working at different times,” Caz says.

From performance reviews to feedback loops

While the move towards remote work has accelerated since the pandemic, a broader shift was already taking place in how companies review and assess talent. There was a school of thought that was evolving prior to hybrid: some people are throwing out the annual review process altogether and instead having more regular feedback though consistent check-ins.

Because hybrid working has limited face-to-face time between managers and direct reports, this has impacted on the ability to provide immediate feedback and to ensure people are prioritizing the right work. Says Caz: “Feedback is always difficult but it’s even harder over a virtual meeting. In a global hybrid business, giving feedback is something you really have to work at.”

In a hybrid environment, managers may also be at home for much of the week – forcing a change to their approach to assessing performance. They rely on a lot of virtual connection with the team, measuring output through deliverables and milestones, and really optimizing their time when they do come into the office.

For many organizations, this has actually led to a more structured approach to feedback. PaperCut is working on putting systems in place such as 360-degree feedback surveys to determine a more holistic performance rating. With hybrid working, businesses need to be more intentional in creating feedback because they can’t just grab someone at any time of the day in the office and have a chat.

Nurturing talent in a hybrid environment

Although hybrid working has become commonplace, not all workers are impacted equally. There’s a combination of lifestyle and economic factors that make it easier for senior leaders to come into the office more often. They’re more likely to live closer to the city because they can afford it; they may be older and have children already at school, so care isn’t as big of an issue.

In fact, people seeking remote-only roles will find themselves competing among the highest level of job applications – putting them at an immediate disadvantage for career opportunities. But even employees who are in the office only part of the week run the risk of being less visible than their peers, which is a more significant issue for those who are in junior positions or new to the business.

Work is still very much a relationship-driven environment. The more junior you are in your career and the newer you are in your organization, the more time you realistically need to spend in the office, to build up those capabilities and contacts.

But employers can take steps to nurture hybrid talent through coaching and mentorship programs that connect workers with more senior team members. If you have relationships at all levels, then you have multiple people looking out for you. That must be more prevalent in this environment because we don’t learn by osmosis from having people around us every day like we used to.

The next generation of hybrid workers

So where is hybrid work headed?  A generational shift is also underway as Millennials start taking on senior management roles and Gen Z move up in the workforce. The greater role played by younger talent is driving a change in attitudes towards both work and technology.

 Young people understand that you can stay highly connected without being face-to-face. At the same time, they’re requesting more flexibility than any previous generation. They’re forcing us to adapt to their needs because we already have a talent shortage, and we don’t want to lose out on great talent.

As the baton for executive leadership is handed between generations over the coming years, we’re likely to see a greater push for new models of talent evaluation. I think we have an opportunity to evolve how we assess the quality of someone’s output.

We’ll get better at understanding that just because you can’t see someone physically, doesn’t mean they aren’t a huge asset to the organisation – and therefore would be great for promotion or leadership position or investment in their development.

PR Newswire

Fosun Group Implements CCH® Tagetik Expert Solution from Wolters Kluwer for integrated budget management and reporting

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SHANGHAI, Nov. 29, 2023 /PRNewswire/ — Wolters Kluwer, a global leader in professional information, software solutions, and services, today announced that Fosun Group has selected CCH Tagetik Corporate Performance Management (CPM) software to help drive the digital transformation of its group finance operations.

Established in 1992, Fosun has evolved into a global, innovation-driven family consumer industry group over three decades. Fosun Group encompasses four core businesses: Health, Happiness, Wealth, and Intelligence, all experiencing steady growth. Health specializes in pharmaceuticals, medical devices, diagnostics, and health services; Happiness focuses on brand consumption, tourism, and culture; Wealth includes insurance and asset management; while Intelligence encompasses mineral resources, oil and gas, intelligent manufacturing, and high-tech industry expansion.

In response to the company’s rapid expansion, and to further promote its industrial operation, investment and digital strategies, Fosun Group’s finance team is now working to streamline and digitally transform its accounting and budget performance management processes, with the use of CCH Tagetik. Fosun Group will use the CCH Tagetik CPM platform’s intuitive interface, built-in financial intelligence, and automated workflows to fulfill the following objectives: 

  • Establish a standardized financial framework through digital construction.
  • Deliver timely and precise information to support innovation, international expansion, and in-depth industrial operations.
  • Enhance the efficiency of asset management and group-level accounting services, while advancing digital intelligence in financial operations and financial management. 

Tangchen Wu, Director of Financial Informatization Department, Fosun Group, said:
“CCH Tagetik is a powerful, strategic financial intelligence platform, which integrates budgeting and management reporting. CCH Tagetik will empower Fosun Group to collect, analyze and report budget management data, in a way that supports operational growth, internal collaboration and strategic planning.”

Fosun Group has chosen PwC, an internationally renowned financial consulting service provider, as the implementation partner for this project.

Michael Chung, Greater China Managing Director of CCH Tagetik at Wolters Kluwer, said:
“CCH Tagetik is the ideal platform to support Fosun Group’s continuous commitment to innovation, and will accelerate the company’s continued global expansion, by advancing the digital transformation of its business and finance processes. CCH Tagetik’s open architecture seamlessly integrates with Fosun Group’s existing business and finance applications, and will empower Fosun Group to flexibly customize the platform to fulfill its unique business requirements.”

About Wolters Kluwer
Wolters Kluwer (EURONEXT: WKL) is a global leader in professional information, software solutions, and services for the healthcare, tax and accounting, financial and corporate compliance, legal and regulatory, and corporate performance and ESG sectors. We help our customers make critical decisions every day by providing expert solutions that combine deep domain knowledge with specialized technology and services.

Wolters Kluwer reported 2022 annual revenues of €5.5 billion. The group serves customers in over 180 countries, maintains operations in over 40 countries, and employs approximately 20,900 people worldwide. The company is headquartered in Alphen aan den Rijn, the Netherlands.

For more information, visit www.wolterskluwer.com, and follow us on Twitter, Facebook, LinkedIn, and YouTube.

PR Newswire

Yarooms Introduces a Modern Visitor Management System for Workplace Efficiency

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BUCHAREST, Romania, Nov. 13, 2023 /PRNewswire/ — Yarooms, the creator of the innovative Workplace Experience Platform, has launched a Visitor Management System designed to enhance visitor experiences while ensuring office efficiency and security in today’s dynamic work environments.

Yarooms VM is a modern visitor management solution for maintaining the security of employees, assets, and sensitive information within a workplace. It allows businesses to track and monitor who enters their premises, reduce the risk of unauthorized access, optimize front desk operations, and foster a professional and welcoming environment.

The Yarooms Visitor Management System system offers a comprehensive set of features that cater to the diverse needs of modern organizations. It includes automatic and manual visitor pre-registration, custom data entry steps, on-site visitor check-in via digital reception, arrival notifications to hosts, adjustable multi-location settings, and comprehensive visitor analytics to support workplace decisions with data.

The system’s interface is tailored to be both user-friendly and customizable, enabling businesses to effortlessly align it with brand guidelines and maintain a consistent brand experience for their visitors.

“We’re thrilled to introduce Yarooms VM, the next step in the evolution of our comprehensive workplace experience suite,” said Dragos Badea, Founder and CEO of Yarooms. “Understanding our clients’ concern for securely streamlining workplace interactions, we made it our top priority to offer a solution that addresses this. With Yarooms VM, you get everything you expect from a modern visitor management system, already integrated with your favorite desk booking, room booking, hybrid work, and workplace analytics solutions.“

For more information about Yarooms VM and Workplace Experience Platform, please visit Yarooms website.

About Yarooms

Yarooms is a Romanian+US tech company that has been creating a powerful yet easy-to-use Workplace Experience Platform since 2010. Their desk booking, meeting room booking, work planning, workplace carbon tracking, and visitor management solutions deliver top-tier workplace experiences to organizations in over 50 countries. Clients include financial institutions, government authorities, or educational institutions such as Columbia University, Dedalus, National Health Service, AAA, Dr. Martens, and Cerved.

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Majority of Arab youth say social media addiction is leading to decline in mental well-being: 15th annual ASDA’A BCW Arab Youth Survey

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DUBAI, UAE, Oct. 10, 2023 /PRNewswire/ — While the Middle East and North Africa (MENA) has among the highest levels of per capita adoption of social media networks globally, a majority of Arab youth say they are struggling to disconnect, and that social media addiction is negatively impacting their mental health.

Three-quarters of Arab youth say they struggle to disconnect from social media
Three-quarters of Arab youth say they struggle to disconnect from social media

These are some of the key findings under the theme, ‘My Lifestyle,’ of the 15th annual ASDA’A BCW Arab Youth Survey, the most comprehensive study of its kind of the Arab world’s largest demographic, its over 200 million youth, conducted by ASDA’A BCW, MENA’s leading communications consultancy.

This year’s survey reveals that nearly three-fourths (74%) of young Arabs are struggling to disconnect from social media. Additionally, about two-thirds (61%) agreed that social media addiction negatively impacts their mental health. 

The findings of the survey were launched at a special event organised by blinx, the new digital media hub focused on youth in the Middle East, to mark the World Mental Health Day. Sunil John, President, MENA, BCW and Founder of ASDA’A BCW, and Nakhle Elhage, General Manager of blinx, discussed the findings.

Asked which social channels are most important to them, 18% said of the respondents said Facebook, followed by Instagram (17%), WhatsApp (16%), YouTube (13%), TikTok (12%), SnapChat (11%), X/Twitter (8%) and LinkedIn (4%).

But most Arab youth (92%) also said big tech companies such as Meta, Apple, Netflix and Google have ‘too much power’. Similarly, an overwhelming majority (92%) said social media companies need to do more to stop disinformation on their sites.

Despite their struggle to disconnect, many young Arabs are swayed by the prospect of fame via social media, reflecting their ‘soft career’ choices rather than pursue challenging jobs in technology, medicine or engineering.

Asked which field they would want to achieve fame, the highest percentage (13%) of Arab youth said they would rather be famous as ‘a social media influencer.’ The respondents had the option of naming multiple fields from over 30 options including careers in industry, education, business, healthcare, tourism, and others.

To be known as chefs, food critics or food bloggers was equally popular (12%) while 11% each said they would like to be known for their humanitarian work or for their contribution to technology.

Social media as top source of news

Nearly two-thirds (61%) of the respondents said they get their news from social media, but this is a significant drop from 2019 when almost 80% of young Arabs surveyed said they get their news from social channels. Television, however, continues to be the second most preferred source of news – named by nearly half of young Arabs (45%).

Television is the most trusted source of news for young Arabs – named by 89% followed by online news portals (79%) and print dailies (76%). Social media influencers are not as trusted with 42% saying they are ‘not trustworthy’.

Announcing the findings, Sunil John, said: “The overt dependence on social media appears to have left many young people living in a bubble, unaware of the socioeconomic realities. With the highest levels of youth unemployment in the world, it is important for the MENA region to channel the energies of these young men and women into vocational training and quality education for the jobs of the future.”

“In the face of intriguing revelations by the ASDA’A BCW Arab Youth Survey, blinx, with its focus on Gen Z and Millennials across the Middle East, finds these insights particularly enlightening,” said Nakhle Elhage. “As we learn more about Arab youth media consumption habits and preferences from the recent survey findings, we, at blinx, are committed to keeping it real and genuine, away from fake news, misinformation, and disinformation.”

ASDA’A BCW commissioned SixthFactor Consulting, a leading research company, to conduct the 15th edition of the Arab Youth Survey. Face-to-face interviews were conducted with 3,600 Arab citizens aged 18 to 24 in 53 cities across 18 Arab states, the largest sample in the survey’s history. All the published findings are freely available with expert commentaries at arabyouthsurvey.com

Young Arabs would rather be a famous social media influencer, chef or charity worker
Young Arabs would rather be a famous social media influencer, chef or charity worker
PR Newswire

Cicada Innovations appoints Dr Katherine Woodthorpe as Chair, progressing diversity in STEM and deep tech

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SYDNEY, Sept. 28, 2023 /PRNewswire/ — Australia’s flagship deep tech incubator Cicada Innovations has appointed Dr Katherine Woodthorpe AO FTSE FAICD as its new Chair, resulting in one of Australia’s flagship and longest-standing deep tech institutions now being helmed by two women for the first time in 23 years.

Dr Katherine Woodthorpe & Sally-Ann Williams
Dr Katherine Woodthorpe & Sally-Ann Williams

Dr Woodthorpe will replace outgoing Chair, Andrew Rothery, who occupied the role for almost 8 years alongside CEO Sally-Ann Williams. Mr Rothery will now dedicate his valuable skills and experience to his extensive portfolio of board and committee roles.

Dr. Woodthorpe brings 30+ years’ experience commercialising technologies across a broad range of critical industries, including environmental and climate science, renewable energy, and healthcare.

She is a serial Chair, non-executive director (NED), CEO, director, and President, and recently became the first woman elected as President of the Australian Academy of Technology and Engineering (ATSE).

Notable former board roles include the Antarctic Climate and Ecosystems CRC, Sirtex Ltd, Australian Renewable Energy Agency (ARENA), the Antarctic Science Foundation, the Commonwealth Government’s National Climate Science Advisory Committee which developed the “Climate Science for Australia’s Future” report, Natural Hazards Research Australia, and Fishburners.

She still retains NED roles at the Great Barrier Reef Foundation, RACE for 2030 CRC, AnteoTec Ltd, and Bioplatforms Australia.

Dr Woodthorpe played a key advisory role in creating the home of Cicada Innovations, formerly named the Australian Technology Park or “ATP”, and now known as the South Eveleigh precinct. She was also on the advisory board of Cicada Innovations even before it was named ATP Innovations.

Her appointment demonstrates the strength, capabilities, and critical role women can and must play in deep tech and STEM which, according to Cicada Innovations, will be critical to Australia achieving its full potential in commercialising the critical technologies that will create the industries of tomorrow.

Sally-Ann Williams, CEO of Cicada Innovations, said: “Having a female trailblazer join Cicada’s board with the sheer breadth and depth of experience Katherine brings is a strong signal to everyone that there is a critical role for women to play in leadership in this crucial sector.

“Katherine understands the architecture, leadership and advocacy needed at a national level to facilitate growth in complex economies founded on science and engineering businesses. I believe she will help to elevate Cicada Innovation’s role not just nationally but also internationally.

“We need more women and people from underrepresented backgrounds in STEM and deep tech, because their skills, capabilities, experience, and different ways of thinking drive better decision-making and outcomes. Creating visibility around this also helps to remove the stereotypes and artificial barriers that tell the world there isn’t a place or role for women in STEM. This is patently untrue. Everyone is welcome, and everyone is needed.”     

Dr. Katherine Woodthorpe, incoming Chair of Cicada Innovations, said: “Australia is still struggling to find enough scientists and engineers to ensure we hold our place in an increasingly tech-orientated future. If we don’t encourage half the population to view STEM as a fulfilling career – and then create an environment where this is actually the case – then we are wasting half of our nation’s brain power.

“As the adage goes, you can’t be what you don’t see. In this context, the more normalised and uncontroversial we make it for women to occupy senior roles in STEM, the more girls and young women will see that there are genuine career opportunities awaiting them too.

“I look forward to the day when no one actually notices that there are two women at the helm of deep tech because it has become commonplace, a fact of life. As we strive towards this, I look forward to working with Sally-Ann to enable more deep tech entrepreneurs to achieve their full potential, while cementing Cicada Innovations as the leading deep tech incubator in the region.”

Andrew Rothery, outgoing Chair of Cicada Innovations, said: “Women have been under-represented in so many areas of business and public life, and we are all the poorer for it. We have to remedy this, if we are to achieve our full potential as a nation.

“I wholeheartedly welcome Dr Woodthorpe to Cicada Innovations. She brings significant experience and skills to the board table. I am confident that she will help elevate Cicada Innovations to another level of impact in the deep tech commercialistion space.

“In my time here, I have had the privilege of working with two exceptional CEOs, Petra Andrèn and Sally-Ann Williams. Both of these extraordinary women have excelled in their role of advancing the interests of deep tech commercialisation in Australia. It’s difficult to speak about deep tech commercialisation in Australia without referring to Cicada Innovations in the same sentence. If there is a place for women to be championed and encouraged into deep tech and STEM more generally, it’s undoubtedly in this organisation.”

According to The state of STEM gender equity in 2023 report, women make up only 37 percent of enrolments in university STEM courses, hold just 15 percent of STEM-qualified jobs, and earn 17 percent less than men in STEM fields overall.

Women also occupy just 23 percent of senior management roles in STEM, however this figure drops to a concerning 8 percent in the C-suite.

Cicada Innovations (www.cicadainnovations.com) is the home of deep tech in Australia. Founded in Sydney, Cicada Innovations has a 23-year track record of developing deep tech ventures that tackle some of the world’s most pressing problems. Cicada’s national incubators, commercialisation training, and community brings together the entrepreneurs, scientists, business leaders, and policymakers to solve complex challenges with deep tech like the future of human health, food security and the climate crisis.       

Since its inception more than two decades ago, Cicada has seen an unprecedented $1.3 billion in exits from six deep tech ventures, and has helped over 300 companies raise more than $1.8 billion in funding. It has twice been named the ‘Top Incubator in the World’ by the International Business Innovation Association and has delivered commercialisation training to thousands working in the science and technology sectors.

PR Newswire

Glassdoor Names Deltek a Top Tech Company for Culture & Values

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HERNDON, Va., Sept. 19, 2023 /PRNewswire/ — Deltek, the leading global provider of software and solutions for project-based businesses, announced that it has been recognized as one of the top three tech companies for culture and values by Glassdoor, the global leader for insights about jobs and companies. This prestigious distinction, based directly on anonymous Glassdoor feedback from current and former employees, reflects Deltek’s dedication to fostering a collaborative and inclusive workplace where employees will thrive.

Companies included on the list were highlighted by employees for building exemplary workplace cultures and company values, the most important factors in employee satisfaction, according to Glassdoor.

“We decided to compile this list after running a poll to the Glassdoor community that revealed that 85% of professionals have experienced a toxic workplace culture. This list is intended to help job seekers and employees find companies that align with their values and are doing company culture right,” Daniel Zhao, Glassdoor lead economist, noted in a statement to TechRepublic. In a company blog post, Zhao elaborated that inclusive, flexible work environments, opportunities for growth, and mentorship are all key indicators of companies prioritizing culture in way that makes employees take notice.

The 10 Highest-Rated Tech Companies for Culture and Values list was based on more than 5,000 anonymous survey responses, making it a true testament of employee experiences and sentiments. Deltek’s consistent recognition as a top workplace reflects the company’s continuous efforts to prioritize employee satisfaction and create an environment where respect, innovation, and collaboration are always top of mind.

“It’s important to us that all employees feel included, appreciated, and are given opportunities to pursue professional interests and build their careers at Deltek,” said Ed Hutner, Deltek’s SVP of Human Resources. “We are incredibly proud to be recognized by Glassdoor and committed to building upon this achievement, which is a result of the dedication and commitment of our entire team. We know that our employees are the backbone of Deltek’s exceptional workplace culture, and that they’re the reason we’re able to achieve long-term success and deliver exceptional solutions to our customers.” 

The full rankings and methodology can be found on Glassdoor.

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About Deltek

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PR Newswire

TargetRecruit Unveils Copilot: Revolutionising Artificial Intelligence for the Recruitment Industry

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SYDNEY, Sept. 11, 2023 /PRNewswire/ — TargetRecruit is thrilled to announce Copilot, the first introduction of Generative AI, and an incredible leap forward in establishing the foundation for diverse native AI functionality within the TargetRecruit platform. 

Copilot is a feature that elevates user interaction with GPT-based models through seamless text generation capabilities, based on prompt input and context. Copilot leverages automated prompts to craft comprehensive, tailored job descriptions that perfectly match recruitment needs, save time, and streamline recruiter workflows with just a few clicks. Copilot’s user-friendly configuration empowers customisation, with the initial integration including OpenAI’s ChatGPT. 

Underpinning Copilot is an advanced AI Integration Framework designed to seamlessly integrate with any REST API-based Generative AI API, allowing the flexibility to connect with a wide array of AI models in the future. Enabling plug-and-play capabilities with preferred AI services will pave the way for a series of upcoming AI capabilities that will accelerate sales and recruiting productivity and efficiency. 

Copilot represents a significant milestone in TargetRecruit’s commitment to excellence where the power of Artificial Intelligence is propelling recruitment software into an era of unparalleled efficiency and innovation. As we move forward, we are excited to continue leading the way in recruitment software and artificial intelligence. 

About TargetRecruit

TargetRecruit provides a powerful CRM/ATS, sales, and middle office solution built on Salesforce – the world’s platform.  Headquartered in Houston, with offices in London, Sydney, and Bangalore, TargetRecruit employs over 100 people globally. To learn more, visit https://au.targetrecruit.com/.

Media contact: marketing@targetrecruit.com, +61 (0) 2 8365 3160