Foundever’s Post

Empowering and enabling women for today and tomorrow.   As part of our skills development strategy, enabling and empowering women is an integral part of creating meaningful career opportunities for young unemployed South Africans.   The significance of partnering with purpose creates unimaginable outcomes which has been demonstrated by many of our success stories over the last few years. This is evident in the personal time and investment of Debra Maxwell, CEO at Arvato CRM Solutions. Having seen what we do at Shadow Careers and wanting to contribute in some way, Debra committed personal time each month, for the last year, to help empower and enable our women in support roles with the skills they need to be future-fit for personal and professional challenges. Our young women are truly appreciative of this heart investment as can be seen in this photograph, receiving gifts at the end of their course from Debra.   A few interesting facts about Shadow Careers: Women make up 57% of our Shadow colleagues. 60% of 675 Shadow graduates are women.   With our work-family and like-hearted partners, we will continue to break down barriers to provide excluded and unemployed youth with job opportunities that will have a lasting impact on their lives. #womensday #womenempowerment #connectionthroughheart #youthempowerment #youthemployment #jobcreation #careers #gbs #bpo #southafrica

Job creation is a systemic issue that needs to be addressed using a systems change lens. Learn how Wasafiri working with Jobtech Alliance are working to understand these complexities within the job market.

"A child is like clay, it always takes the shape it's given." African Proverb In a world where digital technology is redrawing the contours of the job market, Generation Z, armed with its smartphones and social conscience, is making its entrance. Made up of individuals born between 1997 and 2012, it is often described by a set of distinctive traits (or stereotypes). They are known for their aversion to compromise, prioritising their personal lives over their professional careers. They tend to come into frequent conflict with previous generations. However, each generation makes its own unique contribution to social progress, and Generation Z is no exception. Among the assets they bring, we can talk about their mastery of technology, great creativity and a deep desire to find meaning in their work. May 1st, the symbol of the workers' struggle, is the ideal occasion to reflect on how to integrate this new kind of Human Capital into the complex and challenging world of work. To engage this generation and optimise their performance in the workplace, it is crucial to understand what motivates them and adapt the working environment accordingly. By integrating the motivational factors specific to this generation into the corporate culture, we can not only motivate Generation Z but also take advantage of its enormous potential to innovate and lead the company towards permanent reinvention. A daring gamble, but a winning one for some. Since it was founded nearly 15 years ago, Go Ahead Africa Ltd has chosen to focus on youths. The COVID-19 crisis made this decision all the more necessary. The new impetus provided by these young people, eager to show what they are able to do, was at the origin of a major turning point within Go Ahead Africa Ltd, contributing to the firm's significant growth. On May 1st, we celebrated not only the achievements of workers' struggles but also the future of work, shaped by these young talents who are already revolutionising the way we think, speak, dance, dress and even work. Let's keep in mind that valuing and celebrating Human Resources should not be limited to one day of the year, but rather become an ongoing practice, anchored in the organisational culture in order to reap the rewards of a committed, fulfilled and fully impactful HR (Happy Resource). Have a good weekend. We definitely have a whole continent to build! info@goaheadafrica.net #GoAheadAfrica #LabourDay #GenerationZ #HumanCapital #RolandKwemain #Coach_SED

"A child is like clay, it always takes the shape it's given." African Proverb In a world where digital technology is redrawing the contours of the job market, Generation Z, armed with its smartphones and social conscience, is making its entrance. Made up of individuals born between 1997 and 2012, it is often described by a set of distinctive traits (or stereotypes). They are known for their aversion to compromise, prioritising their personal lives over their professional careers. They tend to come into frequent conflict with previous generations. However, each generation makes its own unique contribution to social progress, and Generation Z is no exception. Among the assets they bring, we can talk about their mastery of technology, great creativity and a deep desire to find meaning in their work. May 1st, the symbol of the workers' struggle, is the ideal occasion to reflect on how to integrate this new kind of Human Capital into the complex and challenging world of work. To engage this generation and optimise their performance in the workplace, it is crucial to understand what motivates them and adapt the working environment accordingly. By integrating the motivational factors specific to this generation into the corporate culture, we can not only motivate Generation Z but also take advantage of its enormous potential to innovate and lead the company towards permanent reinvention. A daring gamble, but a winning one for some. Since it was founded nearly 15 years ago, Go Ahead Africa Ltd has chosen to focus on youths. The COVID-19 crisis made this decision all the more necessary. The new impetus provided by these young people, eager to show what they are able to do, was at the origin of a major turning point within Go Ahead Africa Ltd, contributing to the firm's significant growth. On May 1st, we celebrated not only the achievements of workers' struggles but also the future of work, shaped by these young talents who are already revolutionising the way we think, speak, dance, dress and even work. Let's keep in mind that valuing and celebrating Human Resources should not be limited to one day of the year, but rather become an ongoing practice, anchored in the organisational culture in order to reap the rewards of a committed, fulfilled and fully impactful HR (Happy Resource). Have a good weekend. We definitely have a whole continent to build! info@goaheadafrica.net #GoAheadAfrica #LabourDay #GenerationZ #HumanCapital #RolandKwemain #Coach_SED

Stories of system change in action: Across Africa, 10 million people enter the work force EACH YEAR. Where are the jobs going to come from? This is one of the big systemic challenges facing the Continent. The Jobtech Alliance is part of a movement stimulating a tech revolution in job creation. As an Alliance they are working to change incentives, enable better collaboration, create new stories, harness collective intelligence- basically change the system- that will enable tech to play a role in creating more and better quality jobs. And we, led by Scott Hinkle and Lizzy Whitehead have been working with them. If you are interested in jobs, tech or just getting practical with system change then the blog is a good read zfrac zfra Adriana Keating Liz Wilson

What's stopped you from pursuing your childhood dream job? According to a survey from Tollfreeforwarding.com, there are 3 main reasons that may have an impact on an individuals decision to pursue their dream career. ➡️ 34% lack the skill or knowledge ➡️ 16% financial barriers ➡️ 10% prioritised raising a family "The latter was much more popular among women, with 14% selecting it compared to just 3% of men," said the Survey. Read more here: https://bit.ly/3AKHZOM. It doesn't matter what stage you're in your professional life. You can still pursue your dream career. Whether you want to start over or enter the job market for the first time, you can talk to our Career Specialists to explore your options and discover how to gain the qualification you need to succeed in your new job. We also offer programs to support women in finding the career they want and how to thrive in the Australian job market. Book your FREE Careers Consultation today! Visit masnational.com.au. #dreamjob #dreamcareer #childhood #careergoals #careerjourney #intoworkaustralia #findstaff

Did you know that in Australia alone, it is estimated that, if 5% more people aged 55 or older were employed, the national economy would benefit by as much as A$48 billion annually? I found that an astounding statistic, especially given the attributes that more mature candidates often bring to the table: experience, loyalty, commitment and hard-working values. And yet, statistically, people in this demographic can find that they are overlooked for certain roles in favour of their younger counterparts. I recently reached out to my network to try and understand the unique challenges in this space and thought it would be interesting to share the results. What if we could 'reimagine retirement' as a prolonged period of increased flexibility and optionality in lifestyle rather than a milestone that happens in your 60s? Would employers use a jobs platform that provided a vetted list of experienced candidates to fill their short- and medium-term vacancies? Would this increase in 'liquidity' of jobs suited to the mature demographic empower candidates to take flexible shorter-term contracts rather than stay locked in their current roles until they are 65+? Other than the fact that my branding was a little off (apparently, see page 3!), it seems like there is significant demand for a dynamic and inclusive jobs platform that curates a list of roles where age is viewed as an asset, not an obstacle, in securing meaningful employment. Would love to hear people's thoughts on this topic! P.S. Thanks to all that shared insights via the survey 🙏

Each year, 10-12 million young Africans enter a labour market offering only 3 million formal jobs. So livelihoods take informal, agile, resilient forms. But informal workers face opportunity gaps: → In gaining more, ethical informal work → In formalising their way of working, if that makes sense for them → In it being easier and more valuable for large companies and organisations to work with the informal sector, for mutual, carefully-shaped benefits We help clients (and their value chain partners) think, design and embed what we’ve come to call “first-rung” opportunities: working with the informal sector, getting people a first rung (back) onto a career ladder. We’ve shared more of our work and thinking in our latest piece. Read here: https://lnkd.in/eekhygCk

A new study by KPMG has once again highlighted the size of the effect of socio-economic background on career progression, with individuals from lower socio-economic backgrounds taking an average of 19 per cent longer to progress to the next grade. This, sadly, comes as no surprise to us. For too long, socio-economic background has been overlooked as a barrier to advancement, despite multiple sources of evidence demonstrating that it has a greater effect than any other. This is why meaningful work experience opportunities should be available for all state school students to raise aspirations and diversify talent pipelines. Read here🔽 https://lnkd.in/etB5agKN

One of the main reasons I joined Speakers for Schools is that it is an organisation that is striving to overcome one of the 'hidden' but most impactful barriers to progression in the workplace; your socio-economic background. Great work has been carried out over the past few decades to look at the barriers and inequality linked to gender, ethnicity and sexuality, but the one area that has been repeatedly overlooked is the impact of what your parental background was. Yet, new research by KPMG has once again demonstrated that the impact of an individual’s home background — measured by parental occupation — was greater than any other potential barriers to advancement Let's make sure that what Mum and Dad did no longer determines the outcomes for young people in the UK. Having a more equitable society is good for business by broadening perspectives, good for the individual and of course good for UK Plc by broadening the talent pool and making sure the most able and not just the most privileged get the chance to succeed. Check out the report below ⬇