UpLevel Sourcing, LLC’s Post

Remember when (some) companies used to take a stand on repressive, discriminatory reproductive health and transgender bathroom use policies? It almost seems a distant thing of the past, corporate decisions around where to invest, hold conferences and sporting events, establish offices/centers, etc. being influenced by domestic politics/policies, with the recent notable (not entirely) exceptional example of Disney and its very public stance over Florida's so-called "Don't Say Gay" legislation (about which I have previously posted and written on LinkedIn). To quote a recent article: "Employees, particularly young ones, want employers to provide much more than a paycheck. They expect companies to offer public advocacy on issues and to take concrete action on environmental and social issues — and sometimes they demand it." But, it is complicated… The prior quote comes from Alison Taylor’s article, "Corporate Advocacy in a Time of Social Outrage: Businesses can’t weigh in on every issue that employees care about. But they can create a culture of open dialogue and ethical transparency" in the Harvard Business Review (February 2024). If you wish to read more, see: https://lnkd.in/eUmrctYX #ESG #environmentalsocialgovernance #corporateculture #corporatecitizenship #employeeexperience #corporateinfluence

Is #blindhiring, or the practice of anonymizing candidate data, helpful or harmful at reducing bias in the hiring process? 🤔 Join me for a virtual keynote on this topic next Thursday at the DEI Club. I see many organizations adopting the practice of “blind hiring” as part of their DEI strategy — just because they see others doing it. 👉 But what does the research say? Does this practice actually reduce bias in the hiring process? And if so, for whom? Is this an #intersectional intervention? Does #colorblindness actually result in more racially and ethnically diverse teams? Or does it end up perpetuating racial inequality? My talk will break down where the practice of anonymizing applications comes from, what the research shows about its efficacy, and when (if at all) to use it. We’ll cover: 🚫 The pitfalls of color blindness in workplace equality 🔍 Why research on blind hiring outcomes is inconclusive at best 🤔 How to know whether anonymizing applications would be right for your organization  💡 More effective alternatives to improve team diversity I know there are strong opinions on both sides of this question, so we’ll have time for Q&A moderated by the amazing Cecilie Rosengreen Kringel (she/her) – so bring your burning questions 🔥 When: April 11th, 2024 - 3pm CEST, 2pm GMT, 9am EST Register at the link in the comments 👇 #dei #inclusivehiring

Behind a working woman, there’s often a story of resilience, determination, and the constant struggle to break free from societal norms. Why does a working man’s dedication get a nod of approval, while a working woman is often questioned about her commitment to her traditional roles? Why does society tend to view a man’s professional pursuits as a sign of ambition, while a woman’s commitment to her career is sometimes seen as a threat to her family life? Why do we still struggle with accepting that a woman’s career can be as central to her identity as a man’s? To all the working women out there, giving all your best to excel in your personal and professional life, your efforts deserve acknowledgment. Let’s support one another, and let’s build a community that stands united against the stereotypes that hold us back. #workingwomen #appreciation #supporteachother

My latest #PR book review looks at an important addition to the body of academic works on PR: Women’s Work in Public Relations, edited by Liz Bridgen and Sarah Williams and published on the Wadds Inc. site by Stephen Waddington . I’ve also added a few personal reflections to this one. Big thanks to everyone who gives it a whirl! Check it out in the link below: https://lnkd.in/e54pNmDe

Attention childfree women managers! Are you interested in sharing your work-life balance experiences during COVID-19? I am a doctoral candidate at City University of Seattle, and I'm conducting research on the benefits and challenges that childfree women managers faced during the pandemic. My research aims to understand how companies consider childfree women when updating their family-friendly policies post COVID-19. To participate in the study, you must meet the following criteria: 1. Do not have biological children 2. Did not have any non-biological children living with you during COVID-19 3. Work or worked at companies that were voted "Best Place to Work" by the Puget Sound Business Journal for the years 2020, 2021, & 2022 (500+ employees) 4. Women manager (managed a team of 2 or more employees) 5. Identify as female If you meet these criteria, please DM me directly, email alissa828@cityuniversity.edu, or reply to this post. Participation is voluntary and all responses are strictly confidential. Please re-post and share with any women manager you think would be interested in participating in my study. Participation will be greatly appreciated! #childfree #childfreewomen #worklifebalance #bestplacestowork #pugetsound #pugetsoundbusinessjournal #cityuniversityofseattle #cityu #pnw #seattle #womenmanagers

Bringing four years of hands-on experience in the areas of communications, advocacy, and project management, I am actively seeking new opportunities to apply my skills and drive impactful results. I am ready to contribute, learn, and excel. I have attached my resume for your reference and have also briefly shared some of my skills below, along with what my ideal job description would look like for your consideration. Here is a brief overview of some of my skills: Community Mobilization: In my previous roles, I have successfully organized and led community mobilization initiatives, outreach programs, empowering local communities, the youth, women, and girls to address their unique challenges and fostering sustainable development. Stakeholder Engagement: I have a proven track record of engaging with diverse stakeholders, including government entities, NGOs, and community leaders, to build collaborative partnerships and drive positive change. Youth Engagement: Recognizing the importance of amplifying youth voices, I am passionate about youth involvement. I have actively engaged with young people through various youth-focused initiatives, creating platforms for their participation and advocating for their rights. Communications and Advocacy: I am a trained communications expert. My experience includes developing and executing communication strategies to effectively convey key messages, as well as advocating for human rights and social justice issues, particularly those affecting youth, women, and girls. I have crafted compelling advocacy campaigns and mobilized public support for social and equality issues. Report Writing and Rapporteuring: I am skilled and have a strong track record in preparing comprehensive reports and providing rapporteur services for events, projects and conferences related to youth, women, and girls’ rights, ensuring accurate documentation and transparent communication. Human Rights Advocacy: Committed to the principles of human rights, I have actively participated in advocacy campaigns addressing issues such as gender equality, youth rights, and social justice on various platforms both local and international. Project Management: My background includes successful project management, ensuring the effective planning, execution, report writing and evaluation of initiatives in alignment with organizational goals. Let's connect for a meaningful conversation: ireentoka@gmail.com / +260 979642011. I appreciate your support - please reshare for wider reach! Thank you 🙏#JobSearch #ExperiencedProfessional #Communications #Advocacy #ProjectManagement"

Let's Talk About What Makes a Great Employer for Women in Trades 🚀 This week, we're chatting with all the amazing women out there working in non-traditional roles and organisations about what matters to them at work. What makes you excited to apply for a new job? So far, having decent facilities (hello, clean toilets and showers!) is a leading the way in our community things that matter. But we know there's more to it. What else do you think makes an employer awesome for women in your industry? Drop your thoughts below! Let's share what truly matters and help make workplaces better for all of us. You can also join our facebook community to be part of the change https://lnkd.in/gH26yuhh #LTARC #GreatWorkplaces #WomenInTrades #WomenSupportingWomen #Sparkettes #WomenVote #CareerOpportunities #WorkplaceFeedback #WorkplaceSafety #EmployerReview #HaveYourSay #DiversityAndInclusion

The gender and racial disparity in access to high-profile, career-enhancing work has been widely overlooked. Research across industries has shown that 81% to 85% of white men report fair access to desirable assignments, while that number falls to 50% for women of color. At the same time, women tend to be burdened with more non-promotable “office housework,” such as scheduling meetings, cleaning up, or being the peacemaker. The authors ran bias training workshops and fair distribution strategies in four companies, leading to noticeable improvements in the equitable allocation of both office housework and high-profile assignments. #DiversityAndInclusion

Women's Work in Public Relations (edited by me and Sarah Williams) explores the struggles, successes, sisterhood and systemic discrimination faced by women working in PR around the world. Want an idea of what's in the book? Each week for the next couple of months we'll highlight one of our authors and publish an extract or synopsis of their chapter. #WWIPRChapterSummary To kick off this series I'm delighted to introduce Keren Darmon who wrote the chapter 'Women’s-Only Networking in PR: Discourse Analysis of the Entanglement of Barriers and Benefits'. Keren is is a teaching fellow in Media and Communications at the University of Greenwich, London, UK. She has a PhD in Media and Communications from the London School of Economics and Political Science, awarded in 2017, with no corrections. Prior to embarking on her PhD, Keren was a senior member of the Government Communications Service. Keren’s current research interests are at the juncture of feminist media studies and media and communications practice, namely exploring the role, function and purpose of women-only networks in these industries. She is currently researching the discourse on blogs about the menopause published by UK-based members of women-only networks for women in PR and advertising. Her chapter explores the entanglement of barriers and benefits of women-only network membership. It uses discourse analysis to examine the ways in which the website texts of Women in PR and Global Women in PR construct the function, purpose and role of women-only networks for women working in PR. The chapter takes a feminist approach and sheds light on the relationship between the ways these networks position themselves and the ways in which the current, neoliberal, postfeminist sensibility of the wider media culture work to construct the parameters within which women working in PR can consider themselves and their career opportunities. It identifies the benefits – solidarity, community and collective action – and the barriers – motherhood, menopause, sexual harassment and assault – that women encounter and stresses the important, feminist potential that women-only networks can offer to their members. And it calls for further research to advance this feminist potential and to help make it a reality. #WomensworkinPR https://lnkd.in/eeK4_JGR

I love this message, AND I want to acknowledge how difficult this may be (especially for women of color) to actually live by. After so many rejections for roles you KNOW you qualify for, it almost feels like you’re setting yourself up for disappointment to go for those “stretch” opportunities. Anyone else relate? How do you overcome and continue to throw your hat in the rings you deserve to be in, when it keeps getting thrown out? #opentowork #jobhunting #lookingforwork