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Are you Missing Millions? The commercial imperative for putting a gender lens on your business | 30% Club

30% Club

30% Club has unveiled a new report with the aim to inspire and support businesses to seek commercial benefit by taking a more systematic and enterprise-wide approach to gender, far beyond the traditional focus within HR.

The report, Are you Missing Millions? The commercial imperative for putting a gender lens on your business, was created by the 30% Club's Strategy Best Practices Working Group and launched this morning at London Stock Exchange.

The report is produced in conjunction with PwC, with support from WPP and case studies from global and FTSE100 diversity champions including Diageo, GSK, HSBC, Mastercard, PwC, Unilever and Vodafone.

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2019 Cybersecurity Professionals Salary, Skills and Stress Survey | Exabeam

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The Exabeam 2019 Cybersecurity Professionals Salary, Skills and Stress report is based on a global survey of 479 security professionals.

The purpose of the survey was to gain insight on trends in the salaries of security professionals, education levels, job satisfaction and attitudes toward innovative and emerging technologies such as artificial intelligence and machine learning.

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Cloud Leadership white paper

Cloud Leadership, The Definitive Guide | Solutionize Global

Cloud Leadership white paper

What are the challenges of leading people through the changing landscape of industry 4.0? And how does diversity, digital and change management all play a vital role?

In Solutionize Global’s most ambitious white paper to date, the managed and professional services cloud and tech consultancy has gathered global industry leaders, including Microsoft Dell, HP, Servicenow and Cloud Industry Forum, to produce the extensive document – that’s free to download now.

Uncovering the common pitfalls, considerations and tips involved with maximising cloud infrastructure, ‘Cloud Leadership, The Definitive Guide’ digs deep into what the future holds for the tech industry.

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Taking Stock: Data and evidence on gender equality in digital access, skills and leadership | Equals Research Group

Taking Stock report

Taking stock: Data and evidence on gender equality in digital access, skills and leadership

Women and girls are still lagging far behind their male peers in the digital realm, according to a new report launched under the EQUALS Partnership. The report, Taking Stock: Data and Evidence on Gender Equality in Digital Access, Skills and Leadership, highlights the implications of persistent gaps across different facets of digital technologies. It also presents a compilation of case studies written by more than 25 leading experts and researchers that tell the story of how technology impacts women and girls in various contexts, including jobs and wages, security and privacy, cyber threats, and new technologies such as artificial intelligence (AI).

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Future of the workplace 2030+ | Unily

Unily logo

How will technology and artificial intelligence change the way we work? What will the offices of the future look like? What skills will be valued and how can we futureproof both our business' and our personal success?

Unily has joined forces with prominent futurists at Kjaer Global to explore predictions for the workplace of 2030 and beyond. The Future of the Workplace 2030+ report synthesizes opinions from thought leaders and industry insiders to explore the challenges and opportunities that will present themselves to businesses over the coming decade.

Featuring interviews from renowned entrepreneur Seth Godin, as well as senior leaders from global brands Shell, L'Oreal, and Mars, we discover how those individuals currently shaping the future of business see the enterprises of tomorrow operating. Underpinned by globally recognized methodology established by Kjaer Global, the report is a pioneering vision of the future workplace.

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Returner Programmes: Best Practice Guidance for Employers | Government Equalities Office

Government Equalities Office featured

This best practice guidance was co-authored by Women Returners and Timewise based on their extensive experience of working with those returning to the labour market following a break to care for others.

There are 1.9m women who are economically inactive for caring reasons, a large number of whom have professional/managerial experience.

Around three quarters of women surveyed by Opportunity Now would like to return to work at some point; however significant barriers, both personal and structural, stand in their way.

In the Spring Budget 2017, the Prime Minister announced £5 million to “promote returnships in the public and private sector.”

The 2017 Conservative Manifesto pledged to support organisations to take on parents and carers “returning after long periods of absence”.

Returner programmes which lead to permanent roles were pioneered in the UK in 2014. Their number has grown from just three that year to over 40 in 2017, primarily in the financial services, consulting and STEM sectors.

The Government Equalities Office aims to increase the number and scope of returner programmes, and ensure that employers are offering good quality, evidence-based opportunities to returners at all levels.

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Why addressing ethical questions in AI will benefit organisations | Capgemini

capgemini featuredOrganisations must adopt ethics in AI to win the public’s trust and loyalty.

Artificial intelligence may radically change the world we live in, but it is the ethics behind it that will determine what that world will look like. Consumers seem to know or sense this, and increasingly demand ethical behavior from AI systems of organisations they interact with. But are organisations prepared to answer the call?

Every wave of technology development raises its own set of ethical questions, from unintended and harmful consequences for users to concerns about technologies being weaponized. The pace of technological advancement tends to outstrip the pace of regulatory and ethical frameworks – a position that AI finds itself in today. AI has unleashed a range of ethical questions, from concerns over autonomous vehicles to what constitutes end-user consent.

To probe these issues, Capgemini have conducted a comprehensive survey of both business executives and individuals to understand ethics and the transparency of AI-enabled interactions and what organizations are doing to address any concerns. Capgemini surveyed 1,580 executives in 510 organizations and over 4,400 consumers across countries such as the US, UK, China, Germany, and France.

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Gen Z: The future has arrived | Dell Technologies

Dell Technologies

The primary research goal was to capture hard data on current attitudes and opinions on technology and the workplace among Generation Z students who will be entering the workforce in the coming years.

Dimensional Research, an independent research firm, conducted an online survey fielded to independent sources of students attending secondary and post-secondary school in countries around the globe. The survey included a wide range of questions on the topic of expectations for future employment, use of technology and more. The survey was fielded in 17 countries and 12 languages from August to September 2018.

More than 12,000 individuals completed the survey. All were between the ages of 16-23 (Generation Z) and were currently attending school. Demographic information was captured on specific age, type of school, income levels, gender and more to enable comparative analysis.

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McKinsey Global Institute featured

The future of women at work: Transitions in the age of automation | McKinsey Global Institute

MCKINSEY

Technological change, notably the adoption of automation technologies, is beginning to transform the way many of us work.

Observers of this unfolding phenomenon have long asked how automation may affect the working lives of men and women differently, and new research from the McKinsey Global Institute attempts to answer that question.

The report is part of the McKinsey Global Institute’s research program on the future of work, and it focuses on how the growing adoption and diffusion of automation and artificial intelligence technologies is likely to affect women in the workforce.

This research was prepared for the Women Deliver 2019 conference as part of our knowledge partnership with Women Deliver.

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Remedying the Gender Pay Gap | techUK

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From April 2018, all companies in the UK with 250 or more employees had to report their gender pay gap.

We are now just shy of six months away from the next set of reporting and techUK is launching its guide to writing a good Gender Pay report, ‘Remedying the Gender Pay Gap: How to write a good report’.

It is important to note that the guide is not a silver bullet for any company to dramatically improve their gender pay gap ahead of next year’s result. Instead the report should be read as a plan to writing a good report and a series of steps a tech company should consider to embed meaningful gender diversity into their company culture, for example by becoming a signatory of the Tech Talent Charter or establishing a Returners Programme or Returnship.

For techUK large member companies, this means that actions taken here will improve your diversity outcomes in the medium to long term meaning in your 2019 report you can flag your commitments and changes in the pipeline. For techUK SME members, taking these steps now will help a company improve its culture and in turn, ensure a company is on the best possible footing ahead of mandatory reporting as the company expands.

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