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freejobs · 10 days ago

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Freshers are offered training and job opportunities at DXC freejobs4u.in

Latest Job Openings In DXC | DXC Recruitment 2024

This notification has been released to recruit freshers for a leading software company. DXC Company released this notification to us. Through this notification, the jobs related to the Analyst role are being filled. Anyone with a degree (Degree / B.Tech) can apply for these jobs. click here

Those who want to apply for these jobs should apply online only. DXC Company conducts a short interview and selects those who apply for these jobs. Those selected in the interview are given 2 months of training and 30,000 in training for these jobs. The DXC Company offers free laptops to those chosen for these jobs.

Full Details and the Apply Link for DXC Recruitment 2024 are given below, and from there, you can check and Apply. Join our WhatsApp group if you want to know about such jobs daily.

Latest DXC Recruitment 2024 Overview:

Company NameDXC Recruitment 2024Job RoleAnalystEducational QualificationDegree / B.TechExperienceNot RequiredSalary3.6 LPAJob LocationBangalore

Latest DXC Recruitment 2024 Full Details:

All these jobs are being filled:

This notification has been released to us by DXC Company a leading software company.

What kind of jobs are being filled:

Through this notification, the jobs related to the Analyst role are being filled.

Qualifications:

Anyone with a degree (Degree / B.Tech) can apply for these jobs.

Age should be:

Anyone who has completed 18 years of age can apply for these jobs.

For daily job updates, join our WhatsApp group and stay informed about similar opportunities!

Other Job Opportunities:

💥Bank of Baroda Recruitment

💥IndiaMart Recruitment 2024 Apply Online

💥TIFR Notification

💥Railway Exam Calendar

💥ZOHO Recruitment

💥Sutherland Recruitment

How much is the fee:

No one needs to pay a single rupee to apply for these jobs.

How Much Salary:

Those selected for these jobs will be given a monthly salary of up to 30,000 rupees.

Selection Process:

Applicants for these jobs will be selected only through interviews, and there will be no written test.

Job Location :

Those selected for these jobs will be posted in the Bangalore location.

Experience:

Those applying for these jobs do not need any experience.

Training:

Those who are selected for these jobs will receive two months of training and a salary of 30,000 per month during that time.

How to Apply:

These jobs should be applied for online only on the company website. Candidates who have applied are shortlisted, interviewed, and selected.

More Details & Apply Link: Click Here

About DXC Technology Company:

DXC Technology Company is an American multinational information technology (IT) services and consulting company headquartered in Ashburn, Virginia.

DXC Technology was founded on April 3, 2017, through a merger between Hewlett Packard Enterprise’s Enterprise Services business unit and Computer Sciences Corporation. The company provided business-to-business IT services. It began trading on the New York Stock Exchange under the symbol DXC. At the time of its creation, DXC Technology had revenues of $25 billion, with 6,000 enterprise and public sector clients across 70 countries, managed by around 170,000 staff.

In July 2017, the company started a three-year plan to reduce the number of offices in India from 50 to 26 and reduce headcount by 5.9% (around 10,000) employees.

In 2018, DXC split off its US public sector segment to create a new company, Perspecta Inc.

In June 2019, with about 43,000 employees in India and one of its most significant delivery engines for application outsourcing and software development, the company restructured its workforce to meet its new revenue profile.

Mike Salvino, the former Accenture chief group executive, was named president and CEO of DXC Technology in September 2019.

In February 2021, French technology services and consulting firm Atos ended talks for a potential acquisition of DXC.[12][13] Atos had proposed a US$10 billion acquisition, including debt.

As of November 2021, DXC employed 134,000 people in over 70 countries, including the United States, India, the Philippines, Central Europe, and Vietnam.

In May 2022, Salvino was appointed chairman of DXC’s board, taking over from Ian Read after his retirement in July 2022.

In October 2023, DXC was delisted from the S&P 500 Index and moved to the S&P SmallCap 600 Index.

In December 2023, it was announced that Salvino would no longer be CEO of DXC Technology.

Raul Fernandez, a member of the board of directors, was appointed president and chief executive officer of DXC Technology on February 1, 2024.

#it jobs #government jobs #jobs in usa #jobs2024 #jobseekers #jobsearch #jobs #near jobs #online jobs #part time jobs

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rinkushaw · 6 months ago

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GST Certification Courses With Placements

In today's busy and also vibrant organization setting the demand for skilled specialists in tax has actually risen considerably. The Goods as well as Services Tax (GST) in India has actually improved the indirect tax obligation system producing a need for professionals that can browse its intricacies successfully. Enlisting in a GST online course with certificate not just gives detailed understanding however likewise opens up doors to encouraging work chances. Whether you are a current grad or a functioning specialist acquiring a GST certification online can dramatically boost your job leads plus guarantee you remain in advance in the affordable work market.

Understanding GST and Its Importance GST executed on July 1 2017, is an extensive, multi-stage, destination-based tax obligation imposed on every worth enhancement. It changed a number of indirect tax obligations formerly enforced by the main plus state federal governments. Comprehending GST is essential for services as it affects different elements of their procedures, from procurement to sales. Specialists with a deep understanding of GST can assist organizations follow tax obligation laws, maximize tax obligation responsibilities and also stay clear of charges.

Benefits of Pursuing a GST Certification Course Enlisting in a GST online program with certification provides various advantages consisting of:

Thorough Knowledge: These training courses offer thorough understandings right into GST regulations, policies as well as conformity demands. Practical Skills: Learners gain hands-on experience with study, functional workouts, as well as real-world circumstances. Occupation Advancement: A GST certification boosts your return to making you a preferable prospect to companies. Networking Opportunities: Many training courses use accessibility to specialist networks assisting you get in touch with sector professionals as well as peers. Positioning Assistance: Reputable programs frequently give positioning assistance, attaching you with prospective companies looking for GST specialists. Top Features to Look for in a GST Online Course with Certificate When picking a GST certification online program take into consideration the complying with functions to guarantee you obtain the most effective education and learning as well as occupation assistance:

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Career Opportunities After Obtaining a GST Certificate Online Finishing a GST online program with certification can open different occupation chances throughout various industries. Several of the possible task functions consist of:

GST Consultant: Advising organizations on GST conformity, declaring returns, as well as enhancing tax obligation responsibilities. Tax obligation Analyst: Analyzing tax obligation information, preparing records, together with making certain exact tax obligation filings. Financial advisor: Managing monetary documents planning income tax return plus making certain conformity with GST guidelines. Money Manager: Overseeing the monetary procedures of a firm, consisting of GST conformity and also coverage. Compliance Officer: Ensuring that the company sticks to all GST legislations as well as policies. Tips for Succeeding in a GST Certification Course To make one of the most of your GST certification online program take into consideration the adhering to ideas:

Stay Updated: GST regulations are often upgraded. Maintain on your own notified concerning the most recent modifications as well as changes. Method Regularly: Engage in useful workouts as well as study to use academic understanding. Network: Connect with peers as well as trainers to develop a solid specialist network. Look for Help: Don't wait to ask inquiries plus look for information from instructors. Make Use Of Placement Support: Make complete use of the positioning aid supplied by the training course to safeguard work possibilities. Conclusion A GST online course with certificate is an important financial investment for anybody seeking to construct a job in tax and also financing. These programs provide detailed expertise, useful abilities plus positioning assistance, guaranteeing you are well-prepared to satisfy the needs of the work market. By selecting a trustworthy program as well as devoting on your own to continual knowing you can open various job chances as well as accomplish specialist success in the area of GST.

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mainafelix2007-blog · 7 years ago

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Management Consulting Firm recruitment in Nigeria July 2017

July 2017 Job for Business Analyst in a Management Consulting Firm

Management Consulting Firm Employment Position In Nigeria July 2017

Jobs opportunity for Business Analyst In Nigeria 2017

Lohi Consulting – Our client, is a management consulting firm, established over a decade ago desires to strengthen its workforce with the selection of Business Analysts with the right orientation for…

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#2017 [email protected]#Jobs opportunity for Business Analyst In Nigeria 2017 #July 2017 Job for Business Analyst in a Management Consulting Firm #Lohi Consulting Job Title: Business Analyst in Nigeria July 2017 #Management Consulting Firm Employment Position In Nigeria July 2017

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mintdiceofficial · 6 years ago

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THE WOMEN INVESTING IN CRYPTOCURRENCY

Research from eToro, a cryptocurrency exchange, indicates that the cryptocurrency market has been male-dominated, with women making up only 8.5% of all investors while men account for 91.5%. Others have estimated the number of women investors and users of cryptocurrency to range between a mere 1% to 5%. This gap mirrors the general lack of women in tech and finance.

According to senior business analyst Agnes de Roeyer of the London Block Exchange, that trend could now be changing:

“There’s still a common misconception that cryptocurrency is a game for men, but we’ve seen hundreds of women sign up for our exchange in the last few months and some of the most inspiring and knowledgeable investors, leading the way in the industry are female.”

It will be interesting to see how having more women in the crypto space could shape the industry. According to Perianne Boring, founder of the Chamber of Digital Commerce, a D.C.-based trade association for the blockchain industry: “...people don’t understand what Bitcoin is. The perception is skewed, and it won’t be accepted as a legitimate technology unless we find a way to get this imbalance sorted.”

BARRIERS TO WOMEN PARTICIPATION

Unfortunately, raising money has been a tall hurdle for women founders. According to a Babson College report from 2014, just 6% of partners at VC firms are women, and only 15.8% of startups worldwide have at least one female founder. And when it comes to venture capital, women have been getting only a fraction of what male founders are given. This has resulted in an imbalance of power that has even played out in abusive ways.

Initial Coin Offerings (ICOs) are presenting a way to bypass this imbalance. Through ICOs, the public funds new projects so that entrepreneurs do not need to rely on just investors to raise capital. This method is showing much promise, especially with the successful funding of $3.6 billion in ICOs in just this past year. One of the largest raises this year— the $232 million ICO of Tezos — was co-led by a woman. Although ICOs might not be for everybody, Boring thinks that they “can allow for the democratization of ideas.”

CRYPTO GAINS TRACTION WITH WOMEN

The good news is that female involvement in cryptocurrency is growing steadily. In 2017, four of the 30 cryptocurrency ventures that led the largest fundraising rounds had female co-founders, double the number of women leading the 30 technology companies with the largest initial public offerings last year, according to Bloomberg. And in just the past 6 months the amount of women who are interested in investing in cryptocurrency has increased more than twofold from 6% to 13%.

“There are Women in Bitcoin groups popping up all over the world, with more established branches in San Francisco and New York boasting 381 and 986 members respectively. Some female cryptocurrency investors also see blockchain technology as a solution to common financial problems that women face, such as raising money to start a tech business."

A report from UK cryptocurrency exchange London Block Exchange that conducted market research shows that the cryptocurrency industry is most popular with millennial women. It could also be possible that women would invest differently from men, as the research suggests that women take a more strategic approach; they are being shown to be 50% less likely than men to suffer from a “fear of missing out” (FOMO), suggesting they would make fewer decisions based on impulse or an emotional urge to act in the moment.

Lastly, the report indicates that women are more collaborative than men, which is potentially tied to having a twofold greater likelihood of consulting with friends and family about any potential investments compared to men, who are statistically more likely to act independently. In reality, there is a wide range of characteristics and tendencies among women alone, and among men themselves; the likely scenario is that there will be varying investment behaviors among either group, but widening the pool of citizens involved in shaping the evolution of digital currency would help shape a financial system that benefits everyone in society.

WOMEN TO KNOW IN CRYPTOCURRENCY

While the world of blockchain and cryptocurrency has been deemed a man’s game thus far, Connie Gallippi, the founder of the first Bitcoin nonprofit BitGive, notes that there have actually been many women in it all this time, but the problem is that “they’re just not given the same level of exposure or recognition.” Margaux Avedisian, one of the first influential female bitcoin leaders, mirrors Gallippi’s sentiments on how the industry should be giving more recognition to women’s accomplishments. While the Polycon18 conference hosts a Women in Blockchain panel, this is a segregated group and a limited audience.

When it comes to Cryptocurrency conferences, the lineups are almost exclusively all-male speakers — a trend that has frustrated Gallippi enough to send conference organizers lists of qualified and talented women in the space who they could leverage for their events. Avedisian has also argued that there are plenty of women with years of experience whose insights would benefit a much wider audience — one that is not limited to just women. For example, the founders of the two biggest ICOs — Bancor and Tezos — are females. Surely, they have insights that would benefit men just as much as women. Especially since, according to Gallippi, women are filling some of the top posts in cryptocurrency.

Below are some of the names that everyone should know in the cryptocurrency game

MARGAUX AVEDISIAN

Executive vice president at Transform Group LLC and partner and co-founder at CooLPool Fund, Avedisian was among the first female bitcoin leaders to gain influence in 2012. Since then, she has co-founded multiple cryptocurrency exchanges.

ELIZABETH ROSSIELLO

Rossiello, who is running one of the most widely known companies in the cryptocurrency space, has been viewed as a model of the potential that the cryptocurrency revolution holds worldwide. She founded a foreign exchange, and payment platform in Africa called BitPesa in 2013. The company uses bitcoin and blockchain technology to make faster payments between African currencies and the rest of the world with greater ease. It's an evolution on what mobile money is today. Rossiello had a lot of momentum in raising capital after a successful series-A round of funding, which also saw a healthy amount of participation from billionaire investor Tim Draper. Today, BitPesa is in seven African countries, Europe, and the U.K.

KATHLEEN BREITMAN

The co-founder and CEO of Tezos, Breitman raised a record-setting two hundred and thirty-two million dollars for her cryptocurrency project during a public crowdsale last July. The idea for Tezos was sparked by her frustration with the “glacial pace” that it took for Bitcoin to evolve. Tezos presents a solution to this by giving voting power to everyone who owns “tezzies”— the system’s coins— so they could democratically choose upgrades to the network. Breitman and her husband had been iterating on this idea for years before she finally made the plunge to leave her day job as the senior strategy associate and go all in on this venture. Since then, she has developed most of the company protocol and provided the brawns to overcoming challenges such as lawsuits and a feud with the president of the foundation.

TAVONIA EVANS

She has created $GUAP, a new cryptocurrency that is specifically designed for black consumers. It rewards spending behaviors that keep the money circulating in an ecosystem of black-owned businesses. Additionally, all $GUAP transactions will be available for analysis on a public blockchain. This will allow Evans to build insights on the ways in which black consumers spend their money and the spending power that black consumers have at-large. Now, her greatest challenge is getting consumers to adopt the new currency.

CONNIE GALLIPPI

The founder of BitGive, the first nonprofit in bitcoin, Gallippi got the idea for her venture at a bitcoin conference in 2013. Her “aha” moment was noticing that the cryptocurrency world needed a philanthropic organization. Today, BitGive is the number one place to go if you have Bitcoin and you want to donate some of your digital cash to charity.

Most recently, Gallippi is aiming for even greater impact with a new platform called GiveTrack. The platform, which will live on the BitGive website, holds charities more accountable for the donations they receive through Bitcoin technology. It will use bitcoin’s public records of all transactions to reveal how money that has been donated is truly spent.

AMBER BALDET

Excited by the potential for social good with blockchain, Baldet left her eight-year career at J.P. Morgan to work on a startup developing software for businesses exploring blockchain. She has not yet made a formal announcement about the new company and has kept quiet about any other details.

During her time at J.P. Morgan, Baldet helped the firm to recognize the importance of Bitcoin and the movement in cryptocurrency, and she helped lead the Blockchain Center of Excellence for over two years. In that time, she was exposed to “a breadth of perspectives,” including startups, investment banks, central banks, and hardcore blockchain developers, which will now prove to be invaluable in her new venture.

TESS RINEARSON

When Rinearson learned about the game-changing potential of bitcoin, she decided that she wanted to help shape this future. She then made it her goal to get a job at Chain, a company that partners with other organizations like Visa and Nasdaq to build blockchain networks for their financial services. Currently, an engineering manager at Chain, Rinearson works on developing Sequence, a product that takes the blockchain technology and securely puts it in the cloud. With women accounting for only 26 percent of Chain’s employees, the male domination of the industry stays top of mind for Rinearson. She is committed to encouraging more women involvement. Her projects include working with high school girls through Girls Who Code to educate them about bitcoin and teaching a program at the MIT Media Lab about blockchain technology. Her blog on medium also translates the complexity of blockchain and cryptocurrency into layman terms to make the industry more accessible.

Other women to watch out for in the crypto industry include Galia Benartzi, Meltem Demirors, and Elizabeth Stark.

FINAL THOUGHTS

If cryptocurrency and blockchain are the future of our financial system, then it is even more crucial that the people developing this system are an accurate representation of the global society for which they are creating — that means involving both men and women.

According to Elizabeth Stark, the CEO of Lightning Labs, which has recently launched a cutting-edge software designed to make Bitcoin transactions faster, cheaper, and more private: “There’s a massive opportunity here to change the global financial structure, to change a lot of ways that society interacts with technology... And it is crucially important that women participate.”

In Stark’s view, today’s blockchain technologies are similar to the early times of the Internet:

“Women need to be building this new frontier... There’s way too much of the prior generation of the Internet that was not built by a diverse group of people... I want to see broader participation... broader perspectives contributing to better problem-solving.”

#women #cryptocurrencu #investing #etoro #ico #dao #bitcoin #litecoin #ethereum #bitcoin cash

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blueweave · 3 years ago

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Global Technical Skills Screening Software Market Projected to Reach Worth USD 482.5 Million in 2027

A study recently conducted by the strategic consulting and market research firm, BlueWeave Consulting, revealed that the global technical skills screening software market was worth USD 302.2 million in 2020 and is further projected to reach USD 482.5 million by 2027, at a CAGR of 7.1% during the forecast period (2021-2027). The thriving IT industry, increasing focus on data analytics, and the need to recruit best-fit candidates at a fast frequency are some of the factors driving the growth of the global technical skills screening software market. Furthermore, the adoption of advanced technology such as artificial intelligence is contributing to market growth.

Growing IT Sector and Collaborations Driving Growth for Technical Skills Screening Software Market

The demand for technical skills screening software has been boosted by the global expansion of the IT industry. According to the U.S. government, there are more than 525,000 software and IT services companies in the United States (approximately 40,500 tech startups were established in 2018 alone). Software publishers, suppliers of custom computer programming services, computer systems design firms, and facilities management companies all contribute to this number. Moreover, the industry employs nearly two million highly educated and skilled people in the United States, a number that has risen steadily over the last decade.

This growth is also due to an increase in collaboration between IT organizations and technical skills screening software companies, which is fueling the technical skills screening sector. For instance, Pluralsight, Inc., and Microsoft announced a collaboration in February 2021, in which Microsoft customers with an active Pluralsight Skills license can now access Pluralsight's on-demand course content directly from Microsoft Teams as part of this integration. The global technical skills screening software market has grown due to the growing IT industry, the increasing number of SMEs globally, and increased collaboration between technical skills screening software companies and hiring companies.

Technological Advancements is Propelling the Demand for Technical Skills Screening Software

The market for technical skills screening software is growing in response to technological advancements. Assessments are currently gaining credibility due to the tracking of applicants from remote areas using technical skills screening software technology. Remote technical skills screening is entirely subject to the availability of a high-speed internet connection and a computer. The technical skills screening software companies can reach across geographies with the aid of integrated technologies, thereby preventing unfair practices with unconventional methods of invigilation.

For example, Artificial Intelligence (AI) is a technology that enables a robot to function and learn in a human-like way. AI is a new practice that has the potential to use facial and voice recognition to verify test participants and recognize suspicious activities on a much larger scale than a human proctor. AI is also capable of using audio detection to pick up background noise to recognize possible malpractice and match it with speech patterns. Additionally, by detecting eye movement, AI can also indicate the reading or use of illegal materials. What’s more, it is capable of detecting external objects entering the area, such as a phone or a person. Nowadays, software that uses AI to derive useful and realistic insights from existing data is available, allowing recruiters to fine-tune the screening and hiring process. It will benefit from the successes and failures that businesses have had with their employees in the past. It may also aid in the screening process by verifying information on resumes.

Large Enterprises to hold the Largest Share in the Market

The large enterprise's segment had a 68.48% share in 2020 in the global technical skills screening software market and is expected to have a 69.33% share by 2027. The definition of large enterprises varies from country to country. In the EU, having more than 250 employees qualifies as a large enterprise, whereas in the US, the limit is 500. Large enterprises generally have strong financials and a large workforce. These companies hire a large number of people, which is quite a time-consuming affair. Technical skills screening software can help to reduce the hiring time by filtering the suitable candidates with desired skill set. Companies like Google, Apple, Microsoft and others invest heavily in their recruitment process so that they can hire the best suitable candidate for the job. In order to do that, such companies use technical skills screening software to filter the candidates. While large enterprises can choose any type of software, be it cloud-based or web-based, a majority of companies these days prefer cloud-based software due to its fast computing power and ease of accessibility.

Impact of COVID-19

Following a dip in the early days of the lockdowns due to the COVID-19 outbreak, technology hiring began to recover by the end of 2020. In the United States alone, tech jobs increased by 391,000 in December 2020. According to Computing Technology Industry Association (CompTIA), software developer and application developer roles currently account for the majority of new job postings. The ongoing COVID-19 has, therefore, positively impacted the growth of the technical skills screening market.

Due to the ongoing COVID-19 pandemic, the talent market saw a shift. In a survey conducted by a talent assessment software company, recruiters reported improvements in several areas of hiring, including finding high-quality candidates and making the process more efficient and less difficult this year compared to last. As a result of such advanced software, companies are finding it easier to recruit these days.

The global technical skills screening software market is segmented into five regions, North America, Europe, Asia-Pacific, Latin America, and Middle East & Africa. North America is leading the global technical skills screening software market as the region is home to some of the world's largest technology companies such as Google, Microsoft, Apple, Tesla, Amazon, Walmart, FedEx, and many more.

Additionally, Asia-Pacific technical skills screening software market is also catching up. The market for technical skills screening software was worth USD 72.5 million in 2020, registering a CAGR of 6.9% during 2017-2020. The market is further expected to reach USD 122.3 million by 2027 with a CAGR of 7.9% during the forecast period. Growing economies of South-Asian countries, investment from foreign companies, and the growing need of companies to hire suitable candidates at high efficiency & high pace are some of the factors driving the growth of the technical skills screening software market in the Asia-Pacific region.

Some of the key players in the global technical skills screening software market are TestDome, Codility, HackerRank, Devskiller, Criteria Corp, QuodeIT, VidCruiter, HireVue, iMocha, HackerEarth, VERVOE, TestGorilla, Coderbyte, CodinGame Inc., eSkill Corporation, Pluralsight, and other prominent players. Market participants are increasingly engaging in acquisitions, partnerships, and mergers to expand their production capacity and product portfolio. These strategies have been acting as a catalyst for market players to boost their sales and customer base.

In February 2021, HackerEarth released an enhanced version of FaceCode as a standalone solution for conducting technical interviews with developers. Enhanced automation would save time before or during interviews, as well as further HackerEarth's dedication to promoting diversity and inclusion in recruitment by reducing bias.

In July 2020, Criteria acquired Revelian, an Australian-based leader in emotional intelligence and game-based talent assessments. It is now offering Revelian’s Emotify assessment to its customers. This launch marks the first step in unifying the two organizations’ test portfolios. Notify joined Criteria’s current portfolio of assessments across its multiple dimensions including aptitude, personality, and skills.

Don’t miss the business opportunity of the global technical skills screening software market. Consult our analysts to gain crucial insights and facilitate your business growth.

The in-depth analysis of the report provides information about growth potential, upcoming trends, and statistics of the global technical skills screening software market. It also highlights the factors driving forecasts of total market size. The report promises to provide recent technology trends in the global technical skills screening software market, along with industry insights to help decision-makers make sound strategic decisions. Furthermore, the report also analyzes the growth drivers, challenges, and competitive dynamics of the market.

BlueWeave Consulting provides all-inclusive Market Intelligence (MI) Solutions to businesses regarding various products and services online & offline. We offer comprehensive market research reports by analyzing both qualitative and quantitative data to boost up the performance of your business solution. BWC has built its reputation from the scratches by delivering quality inputs and nourishing long-lasting relationships with its clients. We are one of the promising digital MI solutions companies providing agile assistance to make your business endeavours successful.

#blueweave #consulting #global technical skills screening software market

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dei360 · 3 years ago

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Diversity as a Revenue Engine: What 16+ Studies Reveal

“What’s the business case for DEI?” is one of the most common questions we hear. Investing in diversity, equity and inclusion (DEI) leads to cost savings through reduced attrition and absenteeism, and faster, less expensive recruiting; it also contributes to the top line as well. Dozens of studies from respected sources have revealed the business benefits related to DEI so we’ve compiled 16+ studies that show why DEI is a revenue engine.

McKinsey’s 2020 report: Diversity Wins: How Inclusion Matters analysts found that, “Companies in the top quartile for gender diversity on their executive teams were 25 percent more likely to experience above-average profitability than companies in the fourth quartile,” as well as “36 percent likelihood of outperformance on EBIT margin for ethnic and cultural diversity.”

The World Economic Forum’s report Diversity, Equity, and Inclusion 4.0 suggests that companies with diverse employees have “up to 20% higher rate of innovation and 19% higher innovation revenues.”

A frequently cited study by Catalyst found that Fortune 500 companies with three or more women board directors attained markedly higher financial performance, on average, than those with the lowest representation. Those with the highest percentage of women achieved 53 percent higher return on equity, 42 percent higher return on sales, and 66 percent higher return on invested capital.

The Center for Talent Innovation found that employees in firms with above average diverse leaders are 60 percent more likely to see their ideas developed, 75 percent more likely to see their innovation implemented, 70 percent more likely to have captured a new market in the past year, and 87 percent more likely to feel welcome and included in their teams.

According to PwC’s 20th annual CEO survey (2020), diversity and inclusion was the top priority for global CEOs, with 83 percent agreeing that they promote diversity and inclusion initiatives.

Per the diagram below, the Berkeley University Center for Equity, Gender, and Leadership has found that DEI drives five key levers of financial performance.

Berkeley University Center for Equity, Gender, and Leadership

The Center for Equity, Gender and Leadership has found that companies with a higher proportion of women in their executive committees possessed stronger financial performance, including a 41% increase in Return on Equity on average, and those in the top 25% for gender diversity are 15% more likely to possess financial returns above national industry means.

A 2016 Credit Suisse study reported that firms with 25% female senior leadership outperformed peers at a 2.8% compound annual growth rate. This annual growth rate number increased to 4.7% for companies with 33% female senior leadership and 10.3% for companies with 50% female senior leadership.

A 2018 Harvard Business Review article states that firms in the top quartile for racial and ethnic diversity and inclusion are 35 percent more likely to have financial returns above their respective national industry medians and that diversity overall improved profitable investments at the individual portfolio-company level and overall fund returns. Teams that shared the same ethnicity experienced a lower success rate for investments: 26.4%, compared to 32.2% for diverse teams.

A HBR article reports that employees of firms with diverse leadership are 45% likelier to report a growth in market share over the previous year and 70% likelier to report that the firm captured a new market. This article also demonstrates that when members of a team have traits in common with a client, such as ethnicity, they are 152% likelier than another team to understand that client, and that leaders who emphasize inclusion, by giving diverse voices equal airtime, are nearly twice as likely as others to unleash value-driving insights, and employees in a “speak up” culture are 3.5 times as likely to contribute their full innovative potential. Where diversity exists without equity and inclusion, these results are rarely achieved.

A study by the Center for Talent Innovation reports that ideas from women, people of color, LGBTs, and Gen-Ys are less likely to win the endorsement they need to go forward because 56% of leaders don’t value ideas they don’t personally see a need for. The data strongly suggest that homogeneity stifles innovation.

Leaders should also bear in mind that changing demographics are causing the buying power of people of color to increase much more quickly than that of White Americans and that already a majority of youths under 18 are of color. By 2030 a majority of young workers will be people of color, and by 2040, people of color will be the majority across the US as a whole.

Bear those numbers in mind when you consider that a recent Glassdoor survey found that 67% of job seekers evaluate a company’s diversity practices before accepting a job offer.

Moreover, employees with the highest level of engagement perform 20% better and are 87% less likely to leave the organization, according to a survey by Towers Perrin.

And, according to LinkedIn, turnover costs employers half of an entry-level person’s salary and up to 250% of a senior executive’s salary. As you tap diverse networks for critical talent like data scientists, sales specialists and engineers, imagine the costs of losing and having to replace them, let alone the costs and difficulty of recruiting them if your firm is not already known as a great place for diverse talent to work.

Performance Excellence Network compiled an up-to-date and compelling list of financial and business reasons for DEI:

The same article states that firms with above-average DEI measured by six dimensions – migration, industry, career path, gender, education, age – had 9% points higher EBIT margins, on average.

The top quartile of diverse companies are more likely to financially outperform their national industry means – 35% for ethnic diversity and 15% of gender diversity (McKinsey)

Diverse management teams deliver 19% higher revenues from innovation (defined as new products within three years) compared to their less diverse counterparts; in other words, they produce better ideas (BCG)

Companies with a diverse workforce enjoy 2.3 times higher cash flow per employee, and smaller companies as much as 13 times higher cash flow (Bersin)

Employees in highly diverse and inclusive organizations show 26% more team collaboration and 18% more team commitment than those in non-inclusive organizations (CEB/Gartner)

Teams that follow an inclusive process make decisions two times (2X) faster with half the meetings, and decisions made by diverse teams delivered 60% better results (Forbes)

Inclusive companies are three times (3X) more likely to retain Millennials for more than five years (Deloitte)

According to a national study, those who experienced discrimination at work were twice as likely as those who have not to report illness, injury, or assault which impacts productivity, engagement, and overall workforce effectiveness (NCBI)

CHCI weaves over a decade of DEI expertise into all of our core offerings. If you want to determine your company’s DEI strengths, opportunities for growth, and actionable next steps, check out DEI360, our new online assessment tool. We’d love to help.

Recommended Reading

Laura Tyson, Jeni Klugman, Genevieve Smith, Business Culture & Practice As A Driver For Gender Equality & Women’s Economic Empowerment, org

Mark Misercola, Higher Returns with Women In Decision-Making Positions, Credit Suisse, March 2016

Girls Rule, Forbes, October 2010

Rocio Lorenzo, Martin Reeves, How and Where Diversity Drives Financial Performance, Harvard Business Review, June 2018.

Paul Gompers, Silpa Kovvali, The Other Diversity Dividend, Harvard Business Review, July/August 2018.

Vivian Hunt, Dennis Layton, Sara Prince, Why Diversity Matters, McKinsey & Company, 2015 Why DEI Matters, Catalyst, June 2020

Rocío Lorenzo, Nicole Voigt, Miki Tsusaka, Matt Krentz, Katie Abouzahr, How Diverse and Inclusive Leadership Teams Boost Innovation, The Boston Consulting Group, June 2018

Paul Gompers, Silpa Kovvali, The Other Diversity Dividend, Harvard Business Review, July/August 2018.

Vivian Hunt, Dennis Layton, Sara Prince, Why Diversity Matters, McKinsey & Company, 2015 Why DEI Matters, Catalyst, June 2020

Rocío Lorenzo, Nicole Voigt, Miki Tsusaka, Matt Krentz, Katie Abouzahr, How Diverse and Inclusive Leadership Teams Boost Innovation, The Boston Consulting Group, June 2018

Rocío Lorenzo, Nicole Voigt, Karin Schetelig, Annika Zawadzki, Isabell M. Welpe, Prisca Brosi, The Mix That Matters: Innovation Through Diversity, The Boston Consulting Group, April 2017

Sylvia Ann Hewlett, Melinda Marshall, Laura Sherbin, How Diversity Can Drive Innovation, Harvard Business Review, December 2013

Sylvia Ann Hewlett, Melinda Marshall, Laura Sherbin, and Tara Gonsalves, Innovation, Diversity, and Market Growth, Center for Talent Innovation, 2013

Muhammad Ali, Isabel Metz, Carol T. Kulik, Retaining a Diverse Workforce: The Impact of Gender-Focused Human Resource Management, Human Resource Management Journal, vol. 25, no. 4 (2015): p. 580–599.

Dana Kabat-Farr, Lilia M. Cortina, Sex-Based Harassment in Employment: New Insights into Gender and Context, Law and Human Behavior, vol. 38, no. 1 (2014): p. 58–72

Lindsey Joyce Chamberlain, Martha Crowley, Daniel Tope, Randy Hodson, Sexual Harassment in Organizational Context, Work and Occupations, vol. 35, no. 3 (2008): p. 262–295.

Cary Funk and Kim Parker, Women in STEM See More Gender Disparities at Work, Especially Those in Computer Jobs, Majority-Male Workplaces, Pew Research Center, January 2018

Society for Human Resource Management, Employee Job Satisfaction and Engagement: The Doors of Opportunity Are Open: Executive Summary(2017): p. 2.

Angela Glover Blackwell, Mark Kramer, Lalitha Vaidyanathan, Lakshmi Iyer, Josh Kirschenbaum, The Competitive Advantage of Racial Equity

Brian S. Lassiter, The ROI of DEI: Still Much Work To Do, Performance Excellence Network, March 2021

Ronadso Hardey, The Role of DEI. Credit Union Times, Credit Union Times, March 2020 Leave a comment below, send me an email, or find me on Twitter. Subscribe To Our Newsletter

#executive coaching dc #coaching executives #executive coaching #benefits of executive coaching #coaching your employees #personal executive coach #how to find an executive coach #executive coaches

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coinmarked · 5 years ago

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Comparative Statistics Of Crypto And Blockchain Jobs From 2018 & 2019 Varioussectorsofthemarketrelatedtoblockchainandcryptocurrencieshavealsoconstantlymanifestedthemselves,whiletheBitcoin(BTC)pricesincreasedintheyear2019.Facebookiscontinuouslyhiring;theUSAisactivelyofferingjobsinmanyindustriesandthedemandforlawyersisrisingrapidly.Butevenso,thebiggerpicturesstilllookobscure. Blockchainexpertsareindemand,especiallyintheU.S. Accordingtoareportpublishedin2018byUpwork,theworld’slargestfreelancenetwork,thedemandforblockchainexpertsorpeoplehavingknowledgeinthedistributedledgertechnologyisveryhighandhasgrownthefastest.ThestatisticsdemonstratedbyHired,aninternationalrecruitingcompany,showedthattherehasbeenanincreaseof517%intheglobaldemandofblockchainengineerssincelastyear. Thedemandfortheseexpertshasnotbackeddownover2019byaloteither.Theword“blockchain”isstillverypopularandintrendinthelabourmarket,astheword“cloud”wasinthebeginningofthe21stcentury.Companieswhowishtostaytrendyconstantlykeeppublishingvacancies,butsadly,therearenotenoughblockchainspecialists. AccordingtothedataprovidedbyLinkedIn,thenumberofjobvacanciesrelatedtocryptocurrencyandblockchainhasnotdecreasedsincethebeginningof2019,ratherhasactivelyincreased.AsofJuly2019,companieshavepostedatotalof16,668joboffersinthisfield,whichisstatistically2%morethanthepreviousyear. ThenumberhasgrownevenmoreintheU.S.asperGlassdoor,ajobsearchwebsite,companiesintheU.S.alonehaveposted2,907offers,whichisabig40%morethanthelastyear. “Accordingtoourdata,thecryptoandblockchainmarketisfarfromdead—infact,it’sstillrapidlygrowing.FromFebruary2018toFebruary2019,wesawtheshareofUSjobpostingsrelatedtocrypto,blockchain, andBitcoingrow90%.” However,statisticsprovethatthejobsearcheshavingthewords“cryptocurrency”and“blockchain”hasdroppedby12%overthelastyear. ThevacanciesforblockchainexpertshavereduceddrasticallyasgiveninthedatafrombigrecruitmentcompanieslikeAngelListandGlassdoor,showingadeclineof18%and11%respectively. Peoplelookingforblockchainjobsbecametwiceasless. Accordingtothereportssharedbyanalysts,thenumberofcryptosandblockchain-relatedjobsearcheshavereducedby52%overtheperiodofJune2018andJune2019.TheseexpertshavealsostatedadirectrelationbetweenthenumberofpeoplelookingforthesekindsofjobsandthepriceofBitcoin(BTC): “Notonlydidbitcoinreachanall-timehighinDecember2017,onFebruary2019ithad37%ofthevalueitdidcomparetotheyearbefore.JobseekersrespondedtothepeakinbitcoinpricingwithsearchesforrolesrelatedtoBitcoin,crypto, andblockchain.” Companiesgivemorepreferencetoemployeeswhoarewillingtoworkfulltime. Thenumberofpart-timeorremotejobsintheblockchaintechnologyfieldhasvisiblyreduced.Illuminates,acompanydevelopingthedecentralizedbusinessrelationsplatformhadsimilardemandsfromthecandidates.Afterthenumberofincompetentexpertsstartedincreasinginthelabourmarket,thedemandsbycompaniesstartedtoincreaseaswell.Illuminatessaid: “Eveninstart-upssectorsthereisdecreaseofremotejobs,only29.5%vacancieshastag‘remote.’Inouropinionthissituationisrelatedtounprofessionalsubcontractorswithfakeportfolios,problemswithpartnerships,co-foundingrelations,unfairclientspromisesandpaymentsdelays,andforsuretheproblemisalwaysnearwithareaofinvestments,bubblestart-upsandlaunderingfoundersspendings.Andit’snotsomelocalproblems,eachcompanyorfounderspersonallyhavecomeacrossthisatleastonce.” Howmuchdoblockchainexpertsreallyearn? AccordingtothecombineddatacollectedbyIndeedandGlassdoor,blockchainexpertsandspecialistshavethesamesalaryastheydidinthelastyear. Thedisclosedannualsalaryamountrangesfrom$17,000allthewayuptoto$2,71,000,asperthedataprovidedbyGlassdoor,withanaveragesalaryof$84,884. Itmajorlyliesbetween$81,00to$1,44,000,accordingtotheanalysisbyTeQatlas. ThefindingbyIndeeddemonstratesthatitlieswithin$75,000to$90,000,theaveragebeingaround$82,500. ResearchersatTeqAtlasevaluatedopenblockchain-relatedjobvacanciesfor2019andfoundthat,thehighestsalariesarestill(obviously)paidintheU.S.($109,773onaverage),followedbythespecialistsinAsia($98,500),thesalaryofaEuropeanemployee($57,500onaverage)is30%lowerthanthatofanAmerican.Evenso,jobhuntersfromothercountriesmaygetahigher-payingjobforaremotevacancy. Developersalariesremainthesame,whiletherequirementsaremorestrict Developers are the crucial part of the cryptocurrency and blockchain jobs in the labor market, and therefore, it is an area having the maximum demand. According to the U.S. Emerging Jobs Report posted by LinkedIn in 2018, the demand for blockchain developers has become 33 times more than last year. The average salary, as of October 2018, for a blockchain developer is $1,27,000, according to a consulting firm that analyses salaries, called Janco Associates. According to the stats provided by Hired, the annual salary range for blockchain developers lies within $67,000 and $1,55,000, depending on the region. The situation in the early 2019 varied minutely, the median annual salary being $1,32,000. The most experienced developers earn more than $76,000 per year. Although, as per the data by ZipRecruiter in July 2019, the annual salary has dropped to $1,26,020 for a blockchain developer. The chances of getting the “half-million job” seems less realistic today, than it did before 2 years. This tells us that there are not many opportunities for growth in the salary, no matter what the region is and how much experience one has. Moreover, the analysts from Illuminates said that a large number of developers from poor locations like Kenya, India, Pakistan, and Nigeria, offers poor product quality for extremely lower prices. This decreases the demand for third-party developers. Lawyersmuch-neededtoworkwithregulators The demand for lawyers and other legal professionals who specialize in affairs related to blockchain is actively growing. According to Brian Burlant, the managing director of Lindsey and Africa, finding such professionals proves to be very tedious. Finding employees who completely understand what blockchain is and how it is used is very difficult, even more so when it comes to operating cryptos. With the companies having to deal with digital money with regulators often, the participation of legal professionals is necessary, and therefore, the demand for lawyers has been increasing constantly. Lawyers who join the blockchain industry usually previously have already worked with legal issues relating to the regulation of cryptocurrency and distributed ledger technology (DLT) at the governmental layer. These experts happen to hold the maximum value. Mary Young, the partner of the Zeughauser Group, said: “Blockchain lawyers have become very popular since December 2017, and when many cryptocurrencies fell in price, many of such specialists quietly left the blockchain sphere for the companies they had worked for before. Similar waves of inflow and outflow of specialists were observed during the dot-com bubble of the 1990s.” JakeChervinsky,alegalprofessional,statedthatlegaladvocatestakepseudonymswhenworkingonvariousissues.Histweetread: “I recently heard someone refer to the use of a pseudonym as “sketchy.” I couldn’t disagree more. Pseudonyms are often critical for safety & security and can make the difference between free speech or none at all. If these are fundamental rights, then so too is using a pseudonym.” This explains that not all legal professionals who deal with issues related to crypto and blockchain want to disclose that they are involved in the business, which makes it all the more difficult for recruiting agencies to locate or find them. HighertheBitcoinprice,higherarethesalaries Even if one does not get promoted, their salary will increase if they get paid for their work in cryptocurrency. The popularity of getting paid in this field is presented in the statistics by Bitwage, which gives services to companies globally for paying professionals in digital assets. Moreover, many companies like Apple, Amazon, and Google, have employees that use Bitwage to convert their salaries in cash into digital currencies. Bitwage enables companies and specialists use cryptocurrency payments legally. Companies in the U.S. can even settle taxes, and ever since January, have also been able to cover such advantages as healthcare purposes. Giants are hiring In spite of the instability in the cryptocurrency market, companies worldwide see immense potential in the blockchain technology. This year, companies are building and expanding hiring staff and departments, with new job availability related to research and development specifically. According to AngelList, currently at least 1,500 crypto start-ups, which have integrated gained over $3.7 billion from the initial coin offerings, and are looking for employees who reside in the U.S. alone. The most active companies who are hiring are Cisco, IBM, and Accenture, accounting for about 1,000 open vacancies combined. Blockchain jobs are here to stay If the cryptocurrency market falls drastically, the number of job searches may reduce even more. Tal Vinnik, a content strategist at Indeed Prime (a service that connects tech talent to leading brands and start-ups) said: “For the first time, the number of jobs per million exceeded the number of searches per million. It could be reasonable to assume that if bitcoin drops dramatically again, a candidate looking for a blockchain role would run into less competition than they would after a large increase. There also does appear to be a skills shortage as enterprise projects have matured over the last three years.” This situation may also affect the wages in the cryptocurrency field. In conclusion, Bitcoin payments were trending at one point in time, when the markets were down. But after a major rise in price, they may become less intriguing because of the risk of a major reduction in coin offering. Varioussectorsofthemarketrelatedtoblockchainandcryptocurrencieshavealsoconstantlymanifestedthemselves,whiletheBitcoin(BTC)pricesincreasedintheyear2019.Facebookiscontinuouslyhiring;theUSAisactivelyofferingjobsinmanyindustriesandthedemandforlawyersisrisingrapidly.Butevenso,thebiggerpicturesstilllookobscure. Blockchainexpertsareindemand,especiallyintheU.S. Accordingtoareportpublishedin2018byUpwork,theworld’slargestfreelancenetwork,thedemandforblockchainexpertsorpeoplehavingknowledgeinthedistributedledgertechnologyisveryhighandhasgrownthefastest.ThestatisticsdemonstratedbyHired,aninternationalrecruitingcompany,showedthattherehasbeenanincreaseof517%intheglobaldemandofblockchainengineerssincelastyear. Thedemandfortheseexpertshasnotbackeddownover2019byaloteither.Theword“blockchain”isstillverypopularandintrendinthelabourmarket,astheword“cloud”wasinthebeginningofthe21stcentury.Companieswhowishtostaytrendyconstantlykeeppublishingvacancies,butsadly,therearenotenoughblockchainspecialists. AccordingtothedataprovidedbyLinkedIn,thenumberofjobvacanciesrelatedtocryptocurrencyandblockchainhasnotdecreasedsincethebeginningof2019,ratherhasactivelyincreased.AsofJuly2019,companieshavepostedatotalof16,668joboffersinthisfield,whichisstatistically2%morethanthepreviousyear. ThenumberhasgrownevenmoreintheU.S.asperGlassdoor,ajobsearchwebsite,companiesintheU.S.alonehaveposted2,907offers,whichisabig40%morethanthelastyear. “Accordingtoourdata,thecryptoandblockchainmarketisfarfromdead—infact,it’sstillrapidlygrowing.FromFebruary2018toFebruary2019,wesawtheshareofUSjobpostingsrelatedtocrypto,blockchain, andBitcoingrow90%.” However,statisticsprovethatthejobsearcheshavingthewords“cryptocurrency”and“blockchain”hasdroppedby12%overthelastyear. ThevacanciesforblockchainexpertshavereduceddrasticallyasgiveninthedatafrombigrecruitmentcompanieslikeAngelListandGlassdoor,showingadeclineof18%and11%respectively. Peoplelookingforblockchainjobsbecametwiceasless. Accordingtothereportssharedbyanalysts,thenumberofcryptosandblockchain-relatedjobsearcheshavereducedby52%overtheperiodofJune2018andJune2019.TheseexpertshavealsostatedadirectrelationbetweenthenumberofpeoplelookingforthesekindsofjobsandthepriceofBitcoin(BTC): “Notonlydidbitcoinreachanall-timehighinDecember2017,onFebruary2019ithad37%ofthevalueitdidcomparetotheyearbefore.JobseekersrespondedtothepeakinbitcoinpricingwithsearchesforrolesrelatedtoBitcoin,crypto, andblockchain.” Companiesgivemorepreferencetoemployeeswhoarewillingtoworkfulltime. Thenumberofpart-timeorremotejobsintheblockchaintechnologyfieldhasvisiblyreduced.Illuminates,acompanydevelopingthedecentralizedbusinessrelationsplatformhadsimilardemandsfromthecandidates.Afterthenumberofincompetentexpertsstartedincreasinginthelabourmarket,thedemandsbycompaniesstartedtoincreaseaswell.Illuminatessaid: “Eveninstart-upssectorsthereisdecreaseofremotejobs,only29.5%vacancieshastag‘remote.’Inouropinionthissituationisrelatedtounprofessionalsubcontractorswithfakeportfolios,problemswithpartnerships,co-foundingrelations,unfairclientspromisesandpaymentsdelays,andforsuretheproblemisalwaysnearwithareaofinvestments,bubblestart-upsandlaunderingfoundersspendings.Andit’snotsomelocalproblems,eachcompanyorfounderspersonallyhavecomeacrossthisatleastonce.” Howmuchdoblockchainexpertsreallyearn? AccordingtothecombineddatacollectedbyIndeedandGlassdoor,blockchainexpertsandspecialistshavethesamesalaryastheydidinthelastyear. Thedisclosedannualsalaryamountrangesfrom$17,000allthewayuptoto$2,71,000,asperthedataprovidedbyGlassdoor,withanaveragesalaryof$84,884. Itmajorlyliesbetween$81,00to$1,44,000,accordingtotheanalysisbyTeQatlas. ThefindingbyIndeeddemonstratesthatitlieswithin$75,000to$90,000,theaveragebeingaround$82,500. ResearchersatTeqAtlasevaluatedopenblockchain-relatedjobvacanciesfor2019andfoundthat,thehighestsalariesarestill(obviously)paidintheU.S.($109,773onaverage),followedbythespecialistsinAsia($98,500),thesalaryofaEuropeanemployee($57,500onaverage)is30%lowerthanthatofanAmerican.Evenso,jobhuntersfromothercountriesmaygetahigher-payingjobforaremotevacancy. Developersalariesremainthesame,whiletherequirementsaremorestrict Developers are the crucial part of the cryptocurrency and blockchain jobs in the labor market, and therefore, it is an area having the maximum demand. According to the U.S. Emerging Jobs Report posted by LinkedIn in 2018, the demand for blockchain developers has become 33 times more than last year. The average salary, as of October 2018, for a blockchain developer is $1,27,000, according to a consulting firm that analyses salaries, called Janco Associates. According to the stats provided by Hired, the annual salary range for blockchain developers lies within $67,000 and $1,55,000, depending on the region. The situation in the early 2019 varied minutely, the median annual salary being $1,32,000. The most experienced developers earn more than $76,000 per year. Although, as per the data by ZipRecruiter in July 2019, the annual salary has dropped to $1,26,020 for a blockchain developer. The chances of getting the “half-million job” seems less realistic today, than it did before 2 years. This tells us that there are not many opportunities for growth in the salary, no matter what the region is and how much experience one has. Moreover, the analysts from Illuminates said that a large number of developers from poor locations like Kenya, India, Pakistan, and Nigeria, offers poor product quality for extremely lower prices. This decreases the demand for third-party developers. Lawyersmuch-neededtoworkwithregulators The demand for lawyers and other legal professionals who specialize in affairs related to blockchain is actively growing. According to Brian Burlant, the managing director of Lindsey and Africa, finding such professionals proves to be very tedious. Finding employees who completely understand what blockchain is and how it is used is very difficult, even more so when it comes to operating cryptos. With the companies having to deal with digital money with regulators often, the participation of legal professionals is necessary, and therefore, the demand for lawyers has been increasing constantly. Lawyers who join the blockchain industry usually previously have already worked with legal issues relating to the regulation of cryptocurrency and distributed ledger technology (DLT) at the governmental layer. These experts happen to hold the maximum value. Mary Young, the partner of the Zeughauser Group, said: “Blockchain lawyers have become very popular since December 2017, and when many cryptocurrencies fell in price, many of such specialists quietly left the blockchain sphere for the companies they had worked for before. Similar waves of inflow and outflow of specialists were observed during the dot-com bubble of the 1990s.” JakeChervinsky,alegalprofessional,statedthatlegaladvocatestakepseudonymswhenworkingonvariousissues.Histweetread: “I recently heard someone refer to the use of a pseudonym as “sketchy.” I couldn’t disagree more. Pseudonyms are often critical for safety & security and can make the difference between free speech or none at all. If these are fundamental rights, then so too is using a pseudonym.” This explains that not all legal professionals who deal with issues related to crypto and blockchain want to disclose that they are involved in the business, which makes it all the more difficult for recruiting agencies to locate or find them. HighertheBitcoinprice,higherarethesalaries Even if one does not get promoted, their salary will increase if they get paid for their work in cryptocurrency. The popularity of getting paid in this field is presented in the statistics by Bitwage, which gives services to companies globally for paying professionals in digital assets. Moreover, many companies like Apple, Amazon, and Google, have employees that use Bitwage to convert their salaries in cash into digital currencies. Bitwage enables companies and specialists use cryptocurrency payments legally. Companies in the U.S. can even settle taxes, and ever since January, have also been able to cover such advantages as healthcare purposes. Giants are hiring In spite of the instability in the cryptocurrency market, companies worldwide see immense potential in the blockchain technology. This year, companies are building and expanding hiring staff and departments, with new job availability related to research and development specifically. According to AngelList, currently at least 1,500 crypto start-ups, which have integrated gained over $3.7 billion from the initial coin offerings, and are looking for employees who reside in the U.S. alone. The most active companies who are hiring are Cisco, IBM, and Accenture, accounting for about 1,000 open vacancies combined. Blockchain jobs are here to stay If the cryptocurrency market falls drastically, the number of job searches may reduce even more. Tal Vinnik, a content strategist at Indeed Prime (a service that connects tech talent to leading brands and start-ups) said: “For the first time, the number of jobs per million exceeded the number of searches per million. It could be reasonable to assume that if bitcoin drops dramatically again, a candidate looking for a blockchain role would run into less competition than they would after a large increase. There also does appear to be a skills shortage as enterprise projects have matured over the last three years.” This situation may also affect the wages in the cryptocurrency field. In conclusion, Bitcoin payments were trending at one point in time, when the markets were down. But after a major rise in price, they may become less intriguing because of the risk of a major reduction in coin offering. https://coinmarked.com/comparative-statistics-of-crypto-and-blockchain-jobs-from-2018-2019/?feed_id=568&_unique_id=5d832666c5347

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lehighbusiness · 5 years ago

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Jake Gordon ’19: ‘Driven with a Clear Purpose’

When Jake Gordon came to Lehigh University in fall 2019 as a member of the MS in Management (M2) class, he was driven with a clear purpose: to learn as much as he could about the more quantitative elements of business strategy and land a job at a top tier management consulting firm. Now, roughly 10-months, some long nights of studying and many case interviews later—Jake is proud that he will be working as a Management Consulting Analyst at Accenture—his dream firm. When talking about his M2 experience overall, he says “I definitely grew more with my business acumen and technical skills than I ever would have thought possible. I can’t wait to get out there in the world and apply the many interesting lessons I learned during M2.”

A Los Angeles, CA native originally, Jake graduated from Muhlenberg College in 2018 where he studied Business and Political Science. Out of the classroom he served as two year captain of the wrestling team, was heavily involved in philanthropy through his leadership fraternity, and most of all, fostered a unique passion for entrepreneurship in starting his own business.

Along with a co-founder, Jake founded dressedgps.com, an online e-commerce platform where students could rent or sell their underused outfits (like dresses, suits, or even themed sports jerseys) to other students and make a profit. After working on this business for over a year and growing it to multiple college campuses around the country—Jake realized that there was a lot more he wanted to learn about running and scaling a successful business.

To get that experience, he had the opportunity to work in Tel Aviv, Israel as a Venture Capital Analyst at Viola Growth, the largest VC in Israel with over $3 billion in assets under management. While working on investment deal due-diligence, industry/technology research, and product go-to-market strategies for Viola, he found a passion for the work and knew that he wanted to continue when he started his career. A friend recommended management consulting as an industry where he could do very similar types of projects- and and with that, Jake then became fixed on making it happen.

Returning to campus at Muhlenberg in the fall of 2017, he came to understand that breaking into consulting is incredibly challenging and shifted his focus to find a Masters program that could allow him to stand out as an applicant while also getting a stronger quantitative background.

“I knew that companies are looking for applicants that have strong technical skills and can both understand and use technology to do analysis. When I found Lehigh’s MS in Management program it felt like a perfect fit to launch my career and challenge myself.”

To get consulting experience the summer before the program started, Jake interned at the Lehigh University Small Business Development Center, helping local companies in the Lehigh Valley area with their most pressing strategic challenges.

The combination of his internship experiences, along with both his educational and athletic background with Muhlenberg and Lehigh positioned him as a strong applicant to get into consulting. But just looking good on paper in the highly competitive application process wasn’t going to be enough. Thats where the Lehigh Alumni network, where thousands of alumni occupying jobs at top consulting firms around the world, was leveraged by Jake as a pivotal tool in his candidacy. Using platforms such as LinkedIn and Lehigh Connects to set up calls to get advice on the interview process—multiple alumni personally stepped up to mentor and coach him to success.

“Without the Lehigh network—and particularly the many folks that took extensive time out of their days to mentor me and help with the overwhelming process of breaking into consulting, I don’t think it would have been possible. I am incredible grateful and am certainly in debt to pay it forward to the next wave of students seeking personal or career guidance.”

Jake starts his job at Accenture on July 10th in nearby Philadelphia and will be doing everything he can to make his Mountain Hawk and Muhlenberg families proud.

#ms management #lehigh university #graduate #alumni

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thetens-blog1 · 7 years ago

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Business Analyst Job in a Management Consulting Firm, July 2017

Business Analyst Job in a Management Consulting Firm, July 2017 Lohi Consulting – Our client, is a management consulting firm, established over a decade ago desires to strengthen its workforce with the selection of Business Analysts with the right orientation for learning and adding value to consulting engagements. Our client has over the years provided services in a variety of industries on…

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#Business Analyst Job in a Management Consulting Firm #forklift job in niger July 2017 #forklift work vacancy in niger July 2017 #foursquare gospel church sango ota ogun state July 2017 #frcn advert on July 2017 #frcn job July 2017 #frcn job vacancy July 2017 #frcn jobs july 2017 #frcn jobs niger July 2017 #frcn nation wide recruitment July 2017 #frcn niger job recruitment July 2017 #frcn niger recruitment July 2017 #july 2017 #[email protected]

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jeramymobley · 7 years ago

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From Meal Kits to Grocery Stores, Amazon Aims to Feed America

Expanding on its AmazonFresh food delivery service and recent $13.7 billion Whole Foods Market retail acquisition in addition to its Amazon Go branded grocery stores, Amazon is expanding its food-related operations to launch ready-to-cook meal packages and delivery as it takes an even bigger bite out of the grocery business.

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Now available in select markets, Amazon-branded meal kits (tagline: “We do the prep. You be the chef”) include raw ingredients to prepare meals including chicken tikka masala, falafel patties, salmon with soba noodles and tacos with pork that can be prepared in 30 minutes.

As USA Today notes, “Meal kits are a $2.2 billion industry (in the US), which is expected to grow 25-30% in the next five years, according to the Chicago-based food industry consulting firm Pentallect. Amazon’s entrance into the market sent shockwaves through the industry Monday, with shares of market leader Blue Apron tumbling roughly 11% on the news.”

The meal kits are already available to some customers of AmazonFresh with 17 different options like a Veggie Burger with Harissa Aioli to Steak Au Poivre with Parmesan Fries and all accompanied by the tagline “We do the prep. You be the chef.”

As for price, vegetarian options average $16 – or two for $20 – comparable to competitors Blue Apron and HelloFresh.

Since buying the organic grocer Whole Foods for $13.7 billion, Amazon has secured a beachhead in groceries and physical retail and will likely use Whole Foods’ more than 400+ locations as distribution centers for all their food services including meal kits.

“I’m not sure any of this will work, but that’s where they are headed,” said Michael Pachter, analyst at Wedbush Securities, to AP.

Amazon is also rolling out Amazon Pay Places, an extension of its mobile app, enabling customers to directly access third party services such as restaurants like T.G.I. Friday’s as it’s now doing.

#tech #news Amazon Pay Places lets… https://t.co/3zTmrgvtdp |Check out this cool video! https://t.co/7uQ3JYG1Sh @gamerretweeters @HyperRTs http://pic.twitter.com/qO3ut0JTkx

— eBargains Today (@eBargainsToday) July 19, 2017

At launch, Amazon is partnering with T.G.I. Friday’s customers in Boston, Philadelphia, Baltimore, Washington D.C., Richmond, VA and Wilkes-Barre, PA.

“One of the things we’ve been doing the last couple of years is thinking about how to connect merchants with the Amazon customer base, knowing they are very active connected shoppers whether online or on mobile,” said Patrick Gauthier, VP Amazon Pay, to Pymnts.

“With what we are taking the lid off today — we are enabling merchants to instantly reach people who are highly mobile and very desirable as customers — without having to worry about app distribution.”

Gauthier noted that Amazon is not going into the order-ahead business and that Fridays has built the functionality they are managing.

“This is another example of how we are connecting the Amazon customer base to a third-party merchant and making it easier for them to transact by creating a framework that allows third party data and contacts to be passed into our app via an extension. It does not require merchants to build an app — it instead allows them to leverage the functionality they’ve built in a new way.”

For those less fortunate members of society who don’t know where their next meal is coming from, for whom AmazonFresh is beyond their grasp, Amazon is partnering with FareStart eateries to create jobs for those in need.

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FareStart CEO Megan Karch graduated from the culinary training program, now in its 25th year. The nonprofit is dedicated to helping those who experiencing homelessness, in recovery, or those previously incarcerated to gain skills and employment in the food-service industry.

“I see students walk through our door with little sense of connection, little sense of hope, little sense of dignity, and to use their words, they come ‘broken,’” said Karch in a profile on Amazon’s blog.

“What I see when they graduate is a different person. I see them feel their own value. We use food as a tool for helping people see who they can be. We’re more than a restaurant. We’re more than a food business. We’re a life-changing business. FareStart is in the business of helping people change their life stories.”

In support of FareStart’s expanding services, Amazon will match all restaurant revenues and donations made to FareStart – up to $1 million – for the first 25 days of operation.

Jeff Wilke, Amazon CEO Worldwide Consumer, added, “I know that the work FareStart is doing is improving the ability of everybody who participates in the apprenticeship program to make a better life for themselves.”

Amazon has already donated more than 25,000 square feet of space within its headquarters buildings to FareStart. It just announced it’s opening a homeless transitional shelter inside one of its new Seattle headquarters buildings opening in 2020, to be run by Mary’s Place, a nonprofit that helps women and families who are experiencing homelessness.

Amazon donated space on its campus for Mary’s Place and announced matching grants of $1 million to Mary’s Place and $1 million for a Washington, D.C.-based organization called Friendship Place, providing emergency shelter for women and families, and services to help those in need find stable employment and permanent homes. And a fulfilling meal.

The post From Meal Kits to Grocery Stores, Amazon Aims to Feed America appeared first on brandchannel:.

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blueweave01 · 3 years ago

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Global Technical Skills Screening Software Market Gaining Momentum—Projected to Reach Worth USD 482.5 Million in 2027

Growing IT Sector and Collaborations Driving Growth for Technical Skills Screening Software Market

Technological Advancements is Propelling the Demand for Technical Skills Screening Software

Large Enterprises to hold the Largest Share in the Market

Impact of COVID-19

Global Technical Skills Screening Software Market: Regional Insights

Competitive Landscape

In July 2020, Criteria acquired Revelian, an Australian-based leader in emotional intelligence and game-based talent assessments. It is now offering Revelian’s Emotify assessment to its customers. This launch marks the first step in unifying the two organizations’ test portfolios. Emotify joined Criteria’s current portfolio of assessments across its multiple dimensions including aptitude, personality, and skills.

Don’t miss the business opportunity of the global technical skills screening software market. Consult our analysts to gain crucial insights and facilitate your business growth.

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global-news-station · 4 years ago

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HOUSTON: Ill-timed bets on rising demand have Exxon Mobil facing a shortfall of about $48 billion through 2021, according to a Reuters tally and Wall Street estimates, a situation that will require the top U.S. oil company to make deep cuts to its staff and projects.

Wall Street investors are even starting to worry about the once-sacrosanct dividend at Exxon, which in the 20th Century became the world’s most valuable company using global scale, relentless expansion and strict financial controls.

Exxon weathered a series of setbacks last decade and under Chief Executive Darren Woods sought to return to past prominence by big bets on U.S. shale oilfields, pipelines and global refining and plastics. It also bet big on offshore Guyana, where it discovered up to 8 billion barrels of oil, six years of production at its current rate.

But Exxon’s ability to finance that global expansion is no longer assured. This year the company borrowed $23 billion to pay its bills, nearly doubling its outstanding debt. In July, it posted its first back-to-back quarterly losses ever. It faces a full-year $1.86 billion loss, according to Refinitiv, excluding asset sales or write downs.

The looming shortfall of about $48 billion through 2021 was calculated using cash from operations, commitments to shareholder payouts and costs for the massive expansion program Exxon had planned. Now the company is embarking on a worldwide review of where it can cut expenses, and analysts believe the once unthinkable dividend cut has grown more likely.

JOB REVIEWS, BENEFIT CUTS

This year’s sharp drop in oil demand and pricing has shredded Woods’ plan to spend at least $30 billion a year through 2025 to revive production and earnings by expanding in oil processing, chemicals and production, and by taking a commanding role in U.S. shale and liquefied natural gas, markets that then looked promising.

Instead, he must prepare Exxon to operate in a world of weaker demand for its oil, gas and plastics. The company has been dropped from the Dow Jones index of top U.S. industrial companies after 92 years. It is exposing up to 10% of U.S. staff to harsh reviews that could push thousands out of the company, and is taking away lavish retirement benefits that had career employees staying 30 years on average.

Exxon declined to make an executive available for an interview, and a spokesman said details of cost cuts would be disclosed early next year.

“We remain committed to our capital allocation priorities – investing in industry advantaged projects, paying a reliable and growing dividend, and maintaining a strong balance sheet,” said spokesman Casey Norton.

A review of projects now underway aims to “maximize efficiency and capture additional cost savings to put us in the strongest position” as energy markets improve, he said.

Oil prices have dropped 35% from the start of 2020 as demand collapsed during the COVID-19 pandemic. BP, Royal Dutch Shell, Total and Repsol and others have cut billions of dollars off the value of their oil and gas properties, something Exxon has yet to do.

The European majors also are adding renewable energy and electricity to their portfolios, a hedge against permanently reduced oil and gas demand. BP plans by 2030 to reduce its fossil fuel production by 40%. It plans to sell even more fossil fuel properties if oil prices have a sustained rally.

DEBT NEARLY DOUBLES

Exxon’s cash from operations – estimated to be about $17.4 billion this year – is $20 billion below the funds needed for this year’s already pared investment plan and shareholder dividend, a Reuters analysis showed.

The company’s stock price closed Friday at $39.08, off 56% since Woods became CEO. He raised $23.19 billion in new debt this year to bolster finances, but has vowed not to borrow more and as recently as July insisted the dividend was sacrosanct.

Investors say the commitments will be difficult to keep. “At $41 or $42 [per barrel] crude, you can’t put those puzzle pieces together and have them make sense,” said Mark Stoeckle, senior portfolio manager at Adams Funds, which holds about $70 million in Exxon shares.

Exxon must cut its dividend if the share price remains depressed, Stoeckle said. “Something has to give. Wherever the give comes hurts management credibility,” he said.

A cut would be “cataclysmic” for Exxon’s stock, said equity analyst Paul Sankey of Sankey Research, given that executives in July reiterated its importance.

Exxon’s weak cash flow worries investors that hold the stock for its nearly 9% dividend. Matrix Asset Advisors has it on a “watch list in terms of our conviction and their ability to defend and grow the dividend,” said David Katz, chief investment officer at the New York firm.

SPENDING CUTS AND DEFERRALS

Exxon will slash spending in the Permian Basin shale field this year to about $3 billion from an original $7.4 billion budget, consultancy Rystad Energy estimates.

The company has said it plans to reduce the number of drilling rigs there to 15 or fewer, from 55 early this year, and the company’s pullback “will continue,” senior vice president Neil Chapman said in a July call. Spending on refining and chemicals plants that take years to design and complete, “is really a question of deferral,” he added.

A $10 billion chemical plant in China remains subject to permits, the Exxon spokesman said. Spending limits will further constrain its oil, refining and plastics businesses and could revive pressure on the company to divest some operations.

“Each of our core businesses could be a powerhouse in its own right,” Woods said when he rolled out the vision in early 2017. At the time, he was pushing back at calls to spin off businesses to boost lagging returns.

Woods stuck to the growth targets last year, putting this year’s potential earnings at $25.1 billion with oil at $60 a barrel and assuming flat refining and chemical margins. That forecast included 2020 cash flow and asset sales targets that have become unreachable since the pandemic hit.

Analysts said that Woods must dial back. Project outlays next year could drop to between $10.4 billion and $15 billion, according to ScotiaBank and RBC Capital Markets, half the original outlook.

NO URGENCY FOR LNG

Some project schedules are being quietly stretched to save costs.

Construction at a $10 billion-plus LNG facility in Texas where Exxon holds a 30% stake already was moving slowly and now “there isn’t the urgency,” said Alex Munton, with consulting and data firm Wood Mackenzie. He expects its startup will be delayed a year, to 2025 at the earliest.

A massive LNG project in Mozambique likely will not get a final investment decision until 2023, as an expansion of Exxon LNG exports in Papua, New Guinea, is delayed by government talks and low LNG prices, Munton said.

“The reality is that Exxon is not moving forward with either of those in the near term,” Munton said.

In Mexico, Exxon will likely reduce offshore activity after its first well was not commercial, according to people familiar with its operations. It will instead focus on fuel imports and retail sales, they said.

Exxon has begun exploration drilling in Brazil, where the company returned in 2017 to become second only to state-controlled Petroleo Brasileiro SA in holdings of offshore exploration acreage. But “spend and activity deferrals cannot be ruled out as part of any cost-cutting,” said Ruaraidh Montgomery, director at Welligence Energy Analytics.

Other projects already begun, including the $1.9 billion expansion of its Beaumont, Texas, refinery, face an up to one year postponement.

Exxon declined to comment on the LNG, Mexico or Brazil spending.

Other than Guyana, “there will be no other sacred cow in the near-term budget,” said analyst Paul Cheng of ScotiaBank.

The post Exxon downsizes global empire appeared first on ARY NEWS.

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#World News

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blueweave · 3 years ago

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Global Technical Skills Screening Software Market Size and Share is Projected to Reach Worth USD 482.5 Million in 2027 | BlueWeave

Growing IT Sector and Collaborations Driving Growth for Technical Skills Screening Software Market

Technological Advancements is Propelling the Demand for Technical Skills Screening Software

Large Enterprises to hold the Largest Share in the Market

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Impact of COVID-19

Global Technical Skills Screening Software Market: Regional Insights

Competitive Landscape

In July 2020, Criteria acquired Revelian, an Australian-based leader in emotional intelligence and game-based talent assessments. It is now offering Revelian’s Emotify assessment to its customers. This launch marks the first step in unifying the two organizations’ test portfolios. Emotify joined Criteria’s current portfolio of assessments across its multiple dimensions including aptitude, personality, and skills.

Don’t miss the business opportunity of the global technical skills screening software market. Consult our analysts to gain crucial insights and facilitate your business growth.

BlueWeave Consulting Pvt Ltd

+1 866 658 6826 | +1 425 320 4776 | +44 1865 60 0662

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socialjusticeartshare · 5 years ago

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Here’s The Company Behind Trump’s Controversial Border ‘Tent Courts’ For Migrants

It was over 90 degrees Fahrenheit on a mid-September day at the U.S. border when a group of migrants lined up for their immigration hearings for the first time in a prefabricated “tent court” in Brownsville, Texas, according to Erin Thorn Vela, a staff attorney at the Austin-based nonprofit Texas Civil Rights Project.

It’s here where the Trump administration’s latest effort to prevent migrants from crossing the southern border has taken shape. Asylum seekers now must wait in Mexico before they can plea their case to a U.S. judge—who, since September, appears on a teleconferenced TV screen in one of these tents.

While tent courts have been criticized by immigration activists like Vela for their lack of transparency (she and two colleagues were denied access to hearings on her visit), they have provided a unique opportunity for a New York company more used to constructing tents for huge concerts: Deployed Resources, which Forbes found has been paid at least $48.9 million by the Department of Homeland Security to build and maintain two of these structures.

Today In: Billionaires

According to its website, Deployed Resources has provided popular music festivals such as Bonnaroo, Lollapalooza and the Firefly Music Festival with a variety of services including mobile restrooms, sinks and tents. It was also hired by the U.S. government for emergency relief work during 9/11, Hurricane Sandy and Hurricane Florence. Robb Napior, listed as Deployed Resources’ managing member, and Rich Stapleton, who is CEO, did not respond to requests for an interview. “We do not comment on contracts and projects we have with government agencies. We are proud of the work we do for all of our clients and the efficient way we mobilize on their behalf,” Deployed Resources told Forbes in a statement.

“The soft-sided immigration hearing locations will allow [Executive Office for Immigration Review] to realign resources and focus on [Migrant Protection Protocols] dockets,” Customs and Border Protection spokesperson Matthew Dyman told Forbes. “This will result in hearings being scheduled and completed more quickly, allowing aliens to have their claims heard in much less time.”

PROMOTED

Critics like Vela, though, have raised concerns about the restricted access to these facilities. “There are many reasons why it’s important that there should be more access in a court,” adds Eleanor Acer, senior director for refugee protection at Human Rights First in Texas. According to Acer, access allows lawyers working with nonprofits to conduct legal consultations and presentations for migrants to help them better understand the asylum process. A September report by the ACLU called attention to the limited access advocates, journalists and lawyers have to asylum seekers and argued that the latest protocols were a way “to make it so difficult and dangerous to apply for asylum that people will simply give up and return to the persecution they fled.”

Yet the demand for tent courts could grow, following the Supreme Court’s September decision that allows the administration to ban most asylum seekers from Central America.

Before that, in August, the Department of Homeland Security announced it shifted $155 million from Federal Emergency Management Agency (FEMA) funds to “establish and operate temporary Migrant Protection Protocol (MPP) Immigration Hearing Facilities along the Southwest border.”

And a month before that, Deployed Resources was awarded a year-long contract to build the tent courts; under the contract, the company could be paid as much as $99.4 million (the federal government has paid Deployed Resources $48.9 million since July this year). Deployed Resources has so far built two temporary “tent” courts in Texas—in Brownsville and Laredo—and will continue to maintain them, according to Customs and Border Protection. The contract requires the building of “temporary facilities” that “shall include all mechanical, electrical, plumbing, communications, information technology, and other infrastructure as required for a fully operational facility,” according to a federal database.

Earlier this year, Deployed Resources also received contracts to build detention facilities in Tornillo, Texas, and in Donna, Texas, according to a federal government database, as well as a holding facility in Yuma, Arizona. In total, the company has pulled in over $260 million from the U.S. government so far in 2019, which could mean $25 million in profits for Deployed Resources, based on profit margins in the industry. Both Napior and Stapleton draw a salary of $700,000, according to the federal database. Christopher DeNicolo, an analyst at S&P Global, says that short-term government contracts like these tend to have higher profit margins because the government can be willing to pay more to solve an emergency. Yet DeNicolo suggests that doesn’t make for the most stable business, saying, “It’s hard with any company, if your revenue bounces that much, to maintain profitability.”

The tent courts are a direct result of the Trump administration’s Migrant Protection Protocols (MPP)—also known as the “Remain in Mexico” policy—issued in January, which require migrants who seek asylum at the U.S. border be held only briefly at the border before being sent back to Mexico if they are not Mexican nationals, pregnant or with disabilities (although there have been reports about such groups being sent back as well). Asylum seekers wait for their immigration hearings in small towns in Mexico where they may face serious danger, according to multiple nonprofits. As of November 18, 2019, there were at least 400 publicly reported cases of rape, torture or kidnapping of these asylum seekers and migrants, according to the Texas-based nonprofit Human Rights First.

Tent courts are unlike any immigration court in the U.S. because inside, there are no judges; both the judge and the federal immigration counsel appear at a tent court via videoconferencing, according to multiple people who have observed the videoconferences, which are open to the public. During a hearing that was teleconferenced in San Antonio, a woman told the judges that her cousin was kidnapped at a bus stop in Nuevo Laredo, Mexico, just across the U.S. border, Casey Miller, a court observer and organizer in San Antonio, told Forbes. “Having to access justice via these tent courts is absolutely not accessing any kind of justice that [migrants] would if they were able to be here safely in the United States,” Texas Civil Rights Project’s Vela says.

Since it was founded in 2001, Deployed Resources has done work in 40 states and provides services in emergency response, mission support, event support as well as equipment; from laundry and gyms to kitchens and toilets. The company boasts on one of its job postings that it “has recently made a multimillion-dollar investment in a fabrication facility and tooling to expand into new markets of custom builds for clients in the government, commercial, and entertainment markets.” Napior’s personal blog says he has been in the logistics business since the mid-1970s, and according to his and Stapleton’s professional profiles, the duo have been the managing members since the company’s founding.

Before the latest government contracts, according to press accounts, the company was best known for handling big concerts. In 2018 and 2019, Deployed Resources was on the ground at the Bonnaroo music festival in Tennessee, which reportedly sold 80,000 tickets in 2019, providing technical staff, water distribution, hand wash sinks, office containers and tents. For the past two years, Deployed Resources provided portable bathrooms for Delaware’s Firefly Music Festival. In 2017, the firm supplied more than 900 urinals, toilets, and sinks at the Lollapalooza music festival in Grant Park, Illinois, according to a blog post by Napior. Time Out Chicago even said Deployed Resources’ mobile toilets were one of the “five best things” at Lollapalooza that year.

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#tent courts #company behind tent courts #migrants #separated kids at border

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deniscollins · 6 years ago

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Nissan Chairman, Carlos Ghosn, Is Arrested Over Financial Misconduct Allegations

What would you do if you knew that Carlos Ghosn, who is chairman of Nissan, chief executive of Renault and chairman of the board at Mitsubishi, had been misrepresenting his salary and using company assets for personal purposes: (1) inform company lawyers, (2) inform auditors, (3) inform the Board, (4) blow the whistle, (5) something else, if so, what? Why? What are the ethics underlying your decision?

In Japan, Japanese executives typically earn far less than their American or European counterparts. Takeshi Uchiyamada, chairman of Toyota, for example, was paid ¥181 million (US$1.6 million cash) in 2017, compared to Carlos Ghosn, chairman of Nissan, who was paid a reported ¥735 million (US$6.5 million cash). If you were on Toyota’s Board, would you increase Uchiyamada’s salary to be more in line with Ghosn’s salary?

Carlos Ghosn, who created an alliance between Nissan and Renault that made it effectively the world’s largest carmaker, was arrested by the authorities in Japan on Monday in a remarkable tumble for one of the industry’s most powerful and admired leaders.

Mr. Ghosn, a larger-than-life figure widely hailed for saving Nissan, reviving Renault, and rethinking how automakers could share technologies, was detained after an internal company inquiry found that he had underreported his compensation to the Japanese government for several years.

The alliance, which in 2016 was broadened to include Mitsubishi, accounts for 10.6 million cars sold annually. The arrest of Mr. Ghosn, who is chairman of Nissan, chief executive of Renault and chairman of the board at Mitsubishi, stunned the industry. It comes at an uneasy time: The companies face a slowing economy, a global trade war and a shift toward electric cars.

If the alliance were one entity, it could be considered the world’s largest automaker, on track to sell more cars than Toyota or Volkswagen this year — if it can match results in the first six months of this year, when it sold 5.5 million vehicles.

Hiroto Saikawa, Nissan’s chief executive, said he would recommend to his board, which will meet Thursday, that Mr. Ghosn be removed. “Needless to say, this is an act which cannot be tolerated by the company,” he said.

Mr. Saikawa, speaking at a 90-minute news conference at Nissan headquarters in Yokohama, described Mr. Ghosn and Greg Kelly, a director who was also arrested Monday, as “masterminds” of a long-running scheme to mislead financial authorities. He offered few details, citing the prosecutors’ continuing investigation.

“I feel a big disappointment,” said Mr. Saikawa, who did not bow in deep apology before television cameras, as is customary in Japan. “And I feel frustration and despair, and indignation or resentment.”

Mr. Kelly was Nissan’s first American director, appointed in 2012, but had a much lower profile than Mr. Ghosn. Neither of the men could be reached for comment.

Renault, which owns 43 percent of Nissan, said on Monday that its board of directors would meet “as soon as possible” to discuss the matter but offered no other details. Mitsubishi released a statementthat it, too, would look to remove Mr. Ghosn.

Nissan said it was cooperating with Japanese prosecutors and that its investigation into Mr. Ghosn began after a whistle-blower said he had been misrepresenting his salary and using company assets for personal purposes.

Born in Brazil to Lebanese parents and educated at elite universities in France, Mr. Ghosn made his reputation after joining Nissan in 1999. Renault, where Mr. Ghosn was an executive vice president, had bought a large stake in the Japanese company, which was on the verge of collapse at the time.

Mr. Ghosn made sweeping changes at Nissan, closing five domestic factories and cutting 21,000 jobs. Later, he engineered an arrangement between Renault and Nissan that allowed them to operate like a single carmaker. Short of a full merger, the alliance enabled them to share the cost of developing new models and to negotiate better deals with suppliers by buying components together.

As chairman and chief executive of the partnership, Mr. Ghosn was celebrated in Japan: His life story was made into a manga comic, although critics on the left noted he had earned his French nickname, “Le cost killer.” Still, he had enough political savvy to retain the support of the French government, which owns 15 percent of Renault, despite some bitter pay disputes.

In 2016 and 2017, Mr. Ghosn’s salary at Renault was questioned publicly, by French government officials and a shareholder group; this year he agreed to a 30 percent pay cut in return for another four-year term as chief executive.

Under Mr. Ghosn, the alliance overcame the kinds of differences in corporate and national cultures that have often doomed megamergers like the ill-fated marriage between Daimler and Chrysler, which was dissolved in 2007.

Mr. Ghosn, the epitome of the globe-trotting, multitasking manager, was chief executive of both Nissan and Renault from 2005 to 2017, flying between Paris and Tokyo every few weeks. He was also something of a media star, holding forth on panels at the World Economic Forum in Davos and celebrating his 2016 marriage at Versailles with actors dressed in 18th-century costume.

He earned a reputation as a hard-nosed manager who drew up rigorous business plans and kept close track of their progress.

“His world is the world of efficiency,” said Ferdinand Dudenhöffer, a professor at the University of Duisburg-Essen who follows the auto industry. “It’s the American style of management: clear plans, clear goals and permanently monitored.”

Mr. Dudenhöffer said it was questionable whether Nissan or Renault would have survived in the brutally competitive market for mid-price autos without Mr. Ghosn. In a measure of investors’ regard for him, Renault shares slid 10 percent on the Paris stock exchange Monday; Nissan shares fell 9 percent in trading in Düsseldorf, Germany. Nissan was down more than 5 percent in early trading in Tokyo.

According to Nissan’s securities filings, Mr. Ghosn was paid 735 million yen, about $6.5 million, in cash in 2017. That is a drop of 33 percent from the ¥1.1 billion he received in 2016.

He stepped down from the top job at Nissan last year but remained at the top of the alliance. Just last month he told reporters that he planned to stay in that post until 2020. Mr. Ghosn was paid ¥227 million in cash and stock options by Mitsubishi Motors last year.

In insular Japan, where foreign leadership of domestic companies is rare, Mr. Ghosn’s downfall could be taken as a referendum on the perils of working with outsiders.

“He’s always the go-to when people say foreigners can never succeed in Japan,” said Pernille Rudlin, managing director of Rudlin Consulting, which specializes in intercultural consulting with Japanese companies. “Now there are no good examples left.”

Nissan has had stumbles recently. In October 2017, the company suspended production at all of its Japanese factories after discovering that uncertified technicians had conducted vehicle inspections. In July, the company admitted to falsifying emissions and fuel economy tests.

The misconduct allegations about Mr. Ghosn are of another order, analysts said.

“For Nissan, Mr. Ghosn is a big hero,” said Shin Ushijima, a lawyer who specializes in corporate governance. “This news is so embarrassing.”

At a news conference with the Belgian prime minister on Monday, President Emmanuel Macron of France said it was too early to comment. But the French state, as a major Renault shareholder, would be “extremely vigilant about the stability of the alliance” between Renault and Nissan, he said.

Mr. Macron added that the French government would seek to maintain stability and “full support” for Renault’s workers. The company employs more than 47,000 workers in France.

Mr. Ghosn’s pay was long debated there. In 2016, Renault was pressured by Mr. Macron, the finance minister at the time, to reduce his compensation. In 2017, he insisted on a package of 7.4 million euros, about $8.5 million. The French government balked but Renault shareholders ultimately approved that payout.

In Japan, Mr. Ghosn’s compensation made him an outlier. Japanese executives typically earn far less than their American or European counterparts. Takeshi Uchiyamada, chairman of Toyota, for example, was paid ¥181 million in 2017, compared to Mr. Ghosn’s reported ¥735 million.

Foreign investors tend to criticize Japanese companies as not paying executives enough. “For the Japanese market, the main concern from foreign institutional investors is the question of whether compensation will be less incentive driven,” said Hideaki Miyajima, professor of commerce at Waseda University in Tokyo. “The criticism of Japanese firms is that compensation is not related to performance, and Japanese leaders are less likely to take risks.”

#Carlos Ghosn #Nissan

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