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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

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

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

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.

"We are an equal opportunity employer committed to diversity, equity, and inclusion. We welcome and encourage applications from individuals of all backgrounds, perspectives, and experiences. We provide equal employment opportunities to all employees and applicants without regard to: - Race, color, ethnicity, national origin, or ancestry - Age, disability, or medical condition - Sex, gender, gender identity, or expression - Sexual orientation - Religion, creed, or spiritual beliefs - Military or veteran status - Family or marital status - Pregnancy or parental status - Genetic information - Any other characteristic protected by applicable federal, state, or local laws Our commitment to equal opportunity employment includes: - Recruitment, hiring, training, and development - Compensation, benefits, and promotions - Work assignments, transfers, and terminations - Company-sponsored programs and activities We strive to create an inclusive work environment that values diversity, fosters equity, and promotes equal opportunities for all employees. We are committed to maintaining a workplace free from harassment, discrimination, and retaliation." Is it really followed by majority of HRs? I would see the below : 1. Referrals - 90 % known ones without any interview 2. Just calling the employee for the interview for Count purpose. 3. Selecting the employee on the basis of Nativity where I was a victim in one of the World's largest Chip manufacturing companies. 4. Rejecting on the basis of Useless verification. Eg: If an employee didn't receive Aadhaar OTP due to technical reasons, then they are rejected. Didn't wait in patience. Didn't even check other documents like PAN, Passport, etc., 5. Terminating the employee on the basis of Useless BGV which has no logical and meaningful base. lot more... Please my dear HRs who belongs to the above category, remember that you are in the Noble profession. This is equivalent to bringing the disgrace not only to the company but also to you and your family.

What is positive discrimination...? Have a listen to this answer from one of our JAAQ at Work experts Jo Major (She/her) who has seen how prevalent positive discrimination really is by working with recruiters who have been asked by their clients to specifically focus on one particular community in favour of another. Hiring based solely on someone’s identity & creating an ‘identity shopping list’ for recruitment can have a damaging effect on both individuals & organisations… If you want to learn more about positive discrimination & the impact of it in the hiring process, come and join us for a free webinar with Jo & hear her insight: 📅 26 January, 11am 🖤 Zoom link to join in the comments below #InclusiveRecruitment #PositiveDiscrimination #WellbeingAtWork

STI Awareness Week is here, and we're introducing our latest fotonovela focusing on chlamydia screening and other STI tests! Did you know that women between the ages of 18-24 who are sexually active should get screened for chlamydia? Let's close the gaps and inspire action by incorporating streaming content into your outreach. Knowledge is power, and we're here to provide your members with the information they need to make informed decisions about their health.  https://lnkd.in/gZ-e538e #STIAwarenessWeek #ChlamydiaScreening #SexualHealth #HealthAwareness #HealthScreenings

How well do you understand POSH! If a female colleague makes an unwelcome sexual advance toward a male colleague, can he seek remedy under the POSH Act? The short answer is no. The POSH Act, 2013, exclusively provides cover for women employees only. Its main purpose is to provide a safe working environment for women. By law, companies are mandated to adhere to the norms of the POSH Act for women only. However, many companies craft their internal policies in a gender-neutral way. If your company does this, then practically, men can also seek grievance redressal for uninvited sexual advances from their female colleagues. If you haven’t read your company policy, please go through it and know your rights.

Members of the 2SLGBTQIA+ community are more likely to face sexual harassment in the workplace. * Sexual Harassment is a form of gender and sexual orientation discrimination (Nova Scotia Human Rights Act, Canada Human Rights Act). Employers must take steps to prevent and address sexual harassment complaints in their business. If you have experienced Sexual Harassment in the Workplace, The Legal Information Society of Nova Scotia is here to support you. Those who have experienced Sexual Harassment in the Workplace can receive up to four hours with a lawyer to receive free legal advice. This legal advice can give you the information, tools, and confidence to address Sexual Harassment. For more information, email safeatwork@legalinfo.org *76% of Women and 53% of Men, according to StatCan - no stats on Gender Fluid or Non-Binary. This is in comparison to 46% of heterosexual women and 31% of heterosexual men.