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OFFICIAL LAUNCH OF THE INITIATIVE "ENHANCING REPRODUCTIVE & SEXUAL HEALTH KNOWLEDGE FOR YOUNG PEOPLE IN THE F&B INDUSTRY" Weploy - Australia's fast F&B recruitment solution and MSI Reproductive Choices Vietnam (MSIVN) - the world's leading non-profit organization in providing reproductive healthcare services, is collaborating to implement this initiative, aiming to help young people access information on reproductive and sexual health (RH/SRH) in a reliable, age-appropriate and culturally manner for Vietnam. 🙋♀️ Read more about the initiative here: https://lnkd.in/gWHJwVsG The initiative includes meaningful activities: ➡ Building an online platform "LIKE IT IS" to provide accurate knowledge and information on RH/SRH, verified by leading experts in the field. ➡ Conducting training and building a team of peer educators to share important knowledge on RH/SRH for young people. 👏 Let's join hands and spread knowledge about RH/SRH to understand correctly, know enough & live healthy with Weploy & MSIVN! #WeployVietnam #Weployvn #nhansuFnB #WomensRights4Health #CSurge #AustralianAid #MSIChoicesVN #AustralianEmbassHanoi #AusAmbVN

18,000,000 reasons why employers must avoid age discrimination, in addition to the fact that it is a reprehensible policy.   Where in the World is HR at HP? Hewlett Packard will shell out $18,000,000 to settle an age discrimination suit. HP alleging implemented an unlawfully workforce reduction plan that reduced the workforce of, yes, older employees.   So there is a group of people around a conference table and they all agreed this was a good idea. Will any of those involved in the decision to implement this policy lose the job? To follow me, please click: https://lnkd.in/e2QSgKRK #SHRM #HumanResources #HREN #HRCIRCLE #backgroundcheck #backgroundscreening #recruiting #HackingHR #DisruptHR #GetHired #HRforHR #LinkedInHR #talentsolutions #LinkedInforRecuiters #CXR #recruiter #talentmanagement  

18,000,000 reasons why employers must avoid age discrimination, in addition to the fact that it is a reprehensible policy. Where in the World is HR at HP? Hewlett Packard will shell out $18,000,000 to settle an age discrimination suit. HP allegedly implemented an unlawfully workforce reduction plan that reduced the workforce of, yes, older employees. So there is a group of people around a conference table and they all agreed this was a good idea. Will any of those involved in the decision to implement this policy lose the job? To follow me, please click: https://lnkd.in/e2QSgKRK #SHRM #HumanResources #HREN #HRCIRCLE #backgroundcheck #backgroundscreening #recruiting #HackingHR #DisruptHR #GetHired #HRforHR #LinkedInHR #talentsolutions #LinkedInforRecuiters #CXR #Recruiter #talentmanagement #discrimination #age #lawsuit

On 25th of January 2021, there was a launch by ODIHR (Office of Democratic Institutions of Human Rights) 1st cohort of ISTAC, International Survivors of Trafficking Advisory Council. On 27th of March 2024 over half of the ISTAC members resigned, due to lack of leadership, sexual misconduct, and contractual abuse. Firstly, I am very thankful for all opportunities I have had in 1st cohort of ISTAC by participating in the development of documents such as Code of Practice for Ensuring the Rights of Victims and Survivors of Human Trafficking, Guidance on the Establishment and Maintenance of National Survivors of Trafficking Advisory Councils (NSTAC), as well as Survivor Informed Indicators for Identification of Victims and Survivors of Human Trafficking and the Inter-Agency Coordination Group against Trafficking in Persons (ICAT) Issue Brief on Ensuring Ethical Survivor Inclusion. My resignation, together with the majority group of other ISTAC members in 2nd cohort which we delivered as a common resignation letter, is not an attempt to take away the credit for all the good work that ODIHR has done and continues with. However, there have been several points of concern that have been pointed out in our common resignation letter. Some of those concerns have been pointed out already after our first meeting in person in the period of 30 June - 2 July 2023 in Warsaw, Poland. I hope that the resignation letter document can be used as a guideline for ODIHR to acknowledge mistakes that have been made in leading 2nd cohort of ISTAC and making adjustments to correct the working environment and leadership approach in how ODIHR uses survivor leaders and their voices in work against human trafficking. My wish to undersign a common resignation letter comes from striving to give better working conditions for remaining members in ISTAC, as well as setting a standard for how survivor leaders should be treated by any representatives of any country, including ODIHR that have the power to guide 57 member counties in work against human trafficking and work with survivor leaders. As I see it, this resignation letter, together with all points of concern that are listed in it, has the same historical impact on putting survivor voices on the map, as it was by establishing ISTAC in 2021. This is the official document that allows correcting ODIHR’s approach to how to work with survivor leaders. As survivor leaders, we have a responsibility to stand for the rights of many survivors around the world, and not only for our own well-being. This document is an example of the fight each survivor leader has to face in demanding the same treatment as any other professional and expert. I hope that ODIHR will use this document well.   You can read resignation letter here: https://lnkd.in/dgsYQAsn #ODIHR #OSCE #ISTAC #InternationalSurvivorsOfTraffickignAdvisoryCouncil Jerome Elam Kelly Tallon Franklin Kelly D. Dr. Suamhirs Piraino-Guzman Tanya Gould Shandra Woworuntu

Stand Strong Against #SexualHarassment: Together, We Can Make a Difference. Sexual harassment is a violation of human dignity and respect. In India, it's crucial that we all take a stand to prevent it. By understanding our rights, promoting awareness, and fostering a safe environment, we can create a society where everyone feels secure. Know Your Rights: Familiarize yourself with the laws and policies that protect you. The Sexual Harassment of Women at Workplace (Prevention, Prohibition, and Redressal) Act, 2013 is a powerful tool to ensure safety at work. Raise Awareness: Educate yourself and others about the signs of harassment. Speak up and support victims by encouraging them to report incidents. Create Safe Spaces: Employers must establish internal complaints committees, conduct regular training, and enforce zero-tolerance policies against harassment. Gender neutral policies are encouraged to promote inclusiveness & prevent fake allegations. Comply: Cos need to adhere to provisions of POSH Act & MCA guidelines to avoid penalties. Together, we can build a respectful and safe India. Let's commit to preventing sexual harassment and supporting those affected. In case you need to know more then connect with Hradiance Foundation or Saumin Das.

In an extraordinary case, Laurence Van Wassenhove, a woman from France, has taken legal action against telecom giant Orange, alleging she received full salary without being assigned any work for two decades. Employed since 1993 and facing physical challenges including paralysis and epilepsy, Wassenhove's situation highlights issues of workplace discrimination and the complexities of accommodating employees with disabilities. Despite requests for suitable adjustments, Wassenhove claims Orange failed to provide meaningful work or support, leading to prolonged periods of paid leave. Her story challenges conventional ideas about employment and raises questions about corporate responsibility towards disabled employees. At Hindustan Herald, we believe in sharing stories that provoke thought and discussion. What are your thoughts on this unusual case? Drop your views in the comments and follow @hindustanherald for more intriguing updates. #hindustanherald #employmentlaw #workplacediscrimination #employeeadvocacy #disabilityrights #corporateethics #legalnews #workplaceequality #employmentrights #diversityandinclusion #trendingnews #france #orangegroup #legalcase #socialjusticenow

🌍 Diversity, Equity & Inclusion (DEI) at ASMPT 🌟 At ASMPT, we know DEI is not just a moral imperative but a strategic one. With over 11,000 employees across 30+ countries, our diverse workforce is key to our success in the rapidly evolving semiconductor and electronics manufacturing sector. Embracing diversity helps us mitigate risks associated with high turnover and talent shortages, and it's essential for attracting and retaining top talent in a competitive global landscape. We are dedicated to fostering an inclusive environment that supports professional growth, underpinned by values of candor, courtesy, adaptability, and respect for individual dignity and privacy. We aim to achieve 25% female representation on our Board by 2025. As of December 31, 2023, 20% of our Board members are female. 🚀 ASMPT's DEI Ring Team, supported by Regional Diversity groups, is leading our efforts to build an inclusive workplace. In 2023, we proudly achieved: 1.    Set up Country Women’s chapters. 2.    Trialed blind recruitment practices. 3.    Organized STEM events, such as Girls’ Day, STEM Careers, and outreach programs. The DEI Ring Team's mission is to create a strategic framework that eradicates bias and promotes fairness across seven dimensions of diversity: age, ethnic origin and nationality, gender and gender identity, physical and mental abilities, religion and belief, sexual orientation, and social origin. Learn more about this topic in our ESG Report 2023 👉 https://lnkd.in/d6wjuZin By celebrating diversity, ensuring equity, and fostering inclusion, ASMPT is committed to creating a workplace where everyone can thrive. ASMPT SMT Solutions ASMPT SEMI Solutions ASMPT AEi, Inc. ASMPT ALSI ASMPT AMICRA ASMPT NEXX, Inc. #DEI #Diversity #Equity #Inclusion #ASMPT #GlobalWorkforce #STEM #Leadership #Innovation #WorkplaceCulture

If you are in the UK and see coverage of this latest “dog whistle” policy from the Conservatives please take a minute to look for the evidence they are relying on when they infer that this addresses a “safety” issue. Good luck. If you find that evidence please let me know … It’s nonsense. It’s a policy that does no good but increases harm through increasing exclusion of an already excluded minority. They quote examples of trans women on women’s hospital wards. That would be the situation that generated ZERO complaints. They talk about trans women in women’s prisons. That would be all of 5 people. More male MPs were investigated for sexual misconduct in the last parliament than the entire population of trans women in women’s prisons. So which community poses a threat here?? Please see this for what it is - evidence free policy making that masquerades as “common sense” but actually does nothing to solve real safety issues. It’s pure “dog whistle” for those voters who find appeal in transphobic policies. PS - for the avoidance of doubt, this post is my personal opinion and does not attempt to state any kind of position on behalf of bp. Just making that clear as I’ve had a couple of questions seeking clarification on that point.

With a simple social security number input, Smart Screen instantly checks two robust data networks for incarceration and sex offender registry records. The solution returns a "no incarceration or sex offender records found" result for candidates who have no associated records in the networks. This can potentially reduce the manual research, time, and effort involved with traditional background screening processes.

Unlock the potential of a diverse and talented workforce for business success! Since 1993, CVE has been empowering businesses by connecting them with qualified and motivated candidates with disabilities. We are dedicated to helping businesses create inclusive workplaces that leverage the skills and qualifications of individuals with disabilities. Embrace inclusive hiring to attract skilled employees, expand your customer base, and foster a welcoming environment for all. The employers we work with have benefited from: • Reduced turnover - our clients tend to retain their jobs by meeting/exceeding expectations • Coordinated access to motivated, pre-screened candidates who have the skills to do the job • An efficient recruitment process, we will get to know your business/hiring needs and present only qualified candidates • Employees that have an equivalent or better attendance than their peers Let CVE be your partner in building a thriving and diverse workforce! www.cve.ca #Employment #DisabilityIsAbility #CveInc #MissingPieces #PerfectFit