Rural Community Assistance Corporation (RCAC)’s Post

There’s not really words to describe the appalling activity going on in the UN. But I will list a few points anyway for a reminder to everyone. 🚩Iran heading the Human Rights council 🚩Sweden deciding to take up funding to UNWRA (after it was already canceled) based on all the evidence that it was directly funding Hamas and into their indoctrination system ( Mosques, schools, hospitals, universities, summer terror camps for kids. etc), having staff directly involved on the ground in the 7th Oct massacre, and over 12,000 of their staff members celebrating the attack. The list is too long. And of course, UNWRA not being condemned or shut down. 🚩Gaza has received more than $40 billion in funding since 1994 - Gaza should look like Dubai by now. But Radical Islam from top down bottom up has been allowed by the international community to thrive, on the expense of the future of the Palestinian people. As well as the security for Israelis. 🚩The UN general assembly passed more resolutions critical towards Israel in 2022 than against all other countries combined (China, Iran, Russia for ex) The UN, does not get to dictate how 🇮🇱 responds to terror There are still more than 100 Israeli hostages held in Gaza. #bringthemhomenow

We're looking for Access Now's next Director of Policy and International Programs. It is a bit of an impossible job because it's a combination of organisational management and program leadership and the two are hardly ever in a healthy balance. We really need someone who is more than just okay with being a manager. It's a team of 30+ people led by 7-8 regional leads who know their shit, who have egos and a regional team and priorities they will fight for. The organisation went through fast growth, we have ungoverned parallel roles and structures with not enough clarity in terms of hierarchy and decision-making. Not to mention issues vs regions, you know the drill. Our executive director is one of the co-founders of Access Now so as always there's the managing up component. Not a lot of fundraising and not enough external representation but that could be different. A lot of room to bring vision, policy alignment and advocacy strategy to the role. What else... it's a fantastic team, you'll be inspired by your colleagues every day. I also think that Access Now has an impact which is not a given these days. I know this role pretty well and happy to chat with potential candidates. Go and apply! https://lnkd.in/d4SKsVxw

At the heart of thriving societies is a fundamental trust in leaders and institutions. IREX's trust-building framework emphasizes the importance of competence, intent, and belonging to foster such trust. By establishing an environment rooted in reliable information, they pave the way for more just, prosperous, and inclusive communities. ⬇️

On this transformative journey, there are individuals who persistently move forward, offering guidance and fostering trust in the process.

I was interviewed by the Choose the North initiative by Northern Lakes Economic Alliance which is supported by DTE ENERGY FOUNDATION which highlights "younger" people who have relocated to northern lower Michigan so that others can be inspired to do the same! <3 This is the teaser short!

🌐 Our industry remains resilient and adaptable amidst the evolving political landscape. We prioritize staying informed about policy changes and regulations that may impact our operations. By fostering open dialogue and collaboration, we navigate challenges and leverage opportunities to contribute positively to our communities. Our commitment to integrity, diversity, and ethical business practices guides us in navigating the dynamic political environment. 💼 #Adaptability #Resilience #CommunityEngagement

🚫 The Cost of Corporate Backstabbing 🚫 In the competitive landscape of corporate America, the temptation to resort to underhanded tactics or backstabbing can be all too real. However, it's crucial to understand that such moves can have lasting repercussions, jeopardizing not only relationships but also your own career prospects. When we engage in deceitful practices or burn bridges for short-term gains, we risk alienating colleagues and damaging our professional reputation. What's more, the individuals we undermine today could very well hold positions of power in the future, potentially impacting our own trajectory. As we navigate the complexities of the corporate world, it's essential to uphold integrity, honesty, and respect in all our interactions. Cheating or throwing others under the bus may offer temporary advantages, but the long-term consequences can be severe. Remember, life lesson number two: never sacrifice integrity for advancement, as history has shown that such tactics rarely lead to sustainable success. Let's prioritize building genuine relationships, fostering trust, and collaborating with others in a spirit of mutual respect. By doing so, we not only safeguard our professional standing but also cultivate a culture of integrity and excellence in the workplace. 🤝💼 #IntegrityMatters #ProfessionalEthics #CareerSuccess FACTS

I recently joined the talented team at Colorado Department of Transportation, focused on Risk and Resilience: https://lnkd.in/gJyYRPxP For transportation systems, resilience is the ability to keep our roads open and functional in the face of unexpected events and challenges. This can involve resilience of the assets themselves (e.g., the design and maintenance of bridges to withstand rare, yet catastrophic flood events), or adaptability of CDOT’s operations, maintenance, planning, etc., in the face of stressors and challenges. While the concept of resilience is not limited to physical threats, this is the main focus of resilience work in transportation.

One of the things that I hear from job-seekers again and again is that they want HONEST feedback. This session is an attempt to provide that! Attendees have the chance to ask questions anonymously and get no-BS answers from Dan Freehling and me. We'll plan to talk openly about things like ageism in hiring, career gaps and transitions as well as provide frank advice for early career job-seekers. I can't promise you'll like the answers we share! But they will come from a sincere place guided by my experience as a recruiter, coach and agent for folks in our sector. I hope everybody who attends this session leaves just a bit more informed and can use the take-aways to guide their searches. I hope to see you there! Share this with anyone who might find it valuable.

Exactly! I see this especially in many "emerging" HSIs. They say they support students of color yet gaslight employees and students every day. Not sure if you are possibly working for or being recruited to work for one. Here are a couple of questions to ask during interviews: 1) what is your new employee turnover rate? What does that breakdown look like by demographics? 2) what is the demographic breakdown of middlemanegement and what is their turnover rate? Is it due to promotion or exiting the organization? 3) How are you training managers and directors to have difficult conversations around issues like burnout, race & gender, and how to provide different kinds of support to employees. If a prospective employer doesn't know or answers these questions with performative answers then they ARE NOT focused on supporting under-represented and folks of color.