Jobs for the Future shares the interesting statistics for the skills needed in a job vs. the education typically requested by employers. Are employers looking for inclusive ways to fill their skills gap or are they excluding qualified candidates? By Jobs For The Future / 1 pages
This document summarizes findings from asking 18,000 employers in 43 countries across six industry sectors how they expect technology will impact their business in the next two years, and how they are ensuring their workforce has the right skills and is ready to adapt. By Manpower Group / 8 pages
This fact sheet makes the case that companies have a powerful stake in the skills of their frontline employees, and highlights one employer example that demonstrates the economic benefits of investing in worker skill building. By National Skills Coalition / 2 pages
“Recruiting a diverse workforce is not a one-size-fits-all proposition.” This paper explores the preferences of diverse candidates, offers insights and provides a selection of practical recommendations that will yield results. By ManpowerGroup Solutions / 12 Pages
The Aspen Institute partnered with Upskill America to research and develop a handbook and guidelines on training, re-training and retooling employees and candidates. Companies see the benefit of educating their employees but often have had poor outcomes and not seen the return on investment. Where do you start? What is the right financial investment? Is the program right for my company? Learn from the research and follow a step-by-step approach to aid in achieving your goals and Upskilling America.
This guide for employers provides an overview of LTU issues, tapping into this frequently overlooked talent pool, a Maturity Model of assessing your company, and a toolkit with resources for hiring the LTU. By Deloitte / 77 Pages
This blog post provides a quick overview of the LTU issue with statistics from a report by Payscale, mentions the White House initiative for getting the long-term unemployed back to work, and tips for accessing this talent pool. By Brightmove / 11.11.16
With their extensive backgrounds, these candidates are able to tap their experiences and professional networks to advance the objectives of the organization and contribute innovative solutions to new challenges. Published in HR News / 2 Pages
RespectAbility is a nonprofit, nonpartisan organization that understands we are a stronger community when we live up to our values – when we are welcoming, diverse, moral and respect one another. We work with entertainment, policy makers, educators, self-advocates, nonprofits, employers, faith-based organizations, philanthropists, journalists and online media to fight stigmas and advance opportunities for people with disabilities. Led by people with disabilities and those who love them, we know that people with disabilities and their families have the same hopes and dreams as everyone else, even if they face different challenges. We do not lobby; we educate. Our free tools and factual resources inform so people with disabilities can achieve the education, training, jobs, security and good health that everyone needs and deserves.
The Workplace Initiative helps companies recruit, hire, and retain the largest untapped labor pool in the country – people with disabilities. This site offers all the tools and resources your organization needs to embark on its inclusion journey. We’ll arm you with facts and case studies to show how disability inclusion drives business value. And our do-it-yourself guide will take you from “how” to “hired” in seven clear steps. By Workplace Initiative.
Businesses that hire people with disabilities turn social issues into business opportunities. Companies including Amazon, Starbucks, Pepsi and others have shown that employees with disabilities are loyal, successful and help them make more money. If we find the right jobs for the right people, it can and does increase the bottom line of companies. Born This Way published by Respectability.org shares tools, resources and the business case for including people with disabilities in your recruiting pool.
This toolkit is part of a larger effort, driven by the White House Council for Community Solutions, that focuses on re-engaging opportunity youth. The toolkit was created to guide employers, step-by-step, on working with opportunity youth, with the goals of 1) helping youth find pathways that will lead to productive adulthoods; 2) creating benefits to the businesses that engage opportunity youth; and 3) improving community outcomes which can lead to decreasing the financial burden now experienced by the American taxpayer and the United States. 144 Pages
When companies invest in the retention and advancement of their entry-level employees, they can improve business outcomes and ultimately contribute to a more economically vibrant and equitable society. This report outlines a range of practical strategies to improve entry-level retention that have worked for employers large and small. By FSG / 62 Pages
Across the country, partnerships between community-based organizations, employers, and other key stakeholders are forming to improve the life prospects of the 4.9 million opportunity youth who are disconnected from both education and work. This toolkit is designed to help these organizations put youth on a path to employment.
Deloitte Consulting LLP and the Manufacturing Institute examine the nature and extent of the skills gap in manufacturing, the outlook over the next decade, as well as strategies for mitigating the impact of the gap. / 32 Pages