[PDF] workopoliscom - Article View - Canadas Biggest Job Site

Case study Workopolis - edgespiceworksstaticcom

Workopolis aimed to lower storage costs while maintaining strong reliability Because the company’s entire business is web-based, its revenue and reputation rely on impeccable performance Workopolis chose HP 3PAR StoreServ 7400 Storage for tiered storage, dynamic workload allocation, and

An Introvert’s Guide to Life at the Office - Workopolis

careers workopolis com An Introvert’s Guide to Life at the Office - Workopolis Let’s face it – offices are rarely peaceful places at the best of times, but they are even less so when you happen to be an introvert With open plan offices becoming more and more common, it’s getting

workopoliscom - Article View - Canadas Biggest Job Site

Title: workopolis com - Article View - Canada's Biggest Job Site Author: Philip Created Date: 2/6/2008 11:34:25 AM

How to do background checks (and what to do with the intel

Workopolis news Workplace trends See all job performance, and communication skills – it’s all valuable information However, getting an honest assessment could

Recruit Holdings Announced Today That It Will Acquire

Apr 04, 2018 · Recruit, will operate Workopolis com as part of its publisher network The transaction is expected to close in April “Workopolis is a trusted brand and leading Canadian job site for both job seekers and employers,” said Hisayuki Idekoba (known as “Deko”), COO of Recruit and CEO of Indeed “With millions of

Labour Market Research Package

Program of Interest: Instructions for completing guide: Please read through the following information before beginning Then work through each section and either use the space provided to write in your answers or use this as

YUKON NOMINEE PROGRAM SKILLED WORKER CRITERIA

• Recognized employment sites such as Monster, Workopolis • Advertising must clearly specify the duties of the position, the hours per week, the exact wage, and the position title (as per NOC) • Minimum advertising time is four weeks during the three month period prior to receipt of the application; advertising

[PDF] comment les facteurs de production peuvent favoriser une croissance extensive

[PDF] imt en ligne

[PDF] organiser sa recherche d'emploi entrevue

[PDF] sites de recherche d'emploi

[PDF] imt montreal

[PDF] un produit mondialisé l automobile composition

[PDF] principe de non malfaisance

[PDF] principe de bienfaisance infirmier

[PDF] principe ethique definition

[PDF] principe de bienfaisance

[PDF] formation wordpress pdf gratuit

[PDF] principes éthiques fondamentaux universels

[PDF] les principes de l'éthique biomédicale

[PDF] wordpress tutoriel français pdf

[PDF] 4 principes bioéthique

workopolis.com - Article View - Canada's Biggest Job Site http://www.workopolis.com/work.aspx?action=Transfer&View=Conten...

1 of 206/02/2008 11:34 AM

Home Search Jobs FastTrack My workopolis

Campus Resource Centre Employers Help Français

Log In Boss Panic Button

FastTrack Your Career

AdministrativeInsurance

Arts & MediaLegal

Biotech/Phrm.Marketing

ECommerceProduction

EducationRetail

EnergySales

EngineeringScience

ExecutiveStudents

FinanceTechnology

HealthcareTrades

Hospitality

Vancouver

2010
HR

My Workopolis

New Users, start here

My Resumés

Resumé Rescue

CareerAlert!

My Job List

Saved Searches

Personal InformationA glass ceiling by any other name.... Barriers still exist to keep women below C-level

Paul Brent

Tuesday, January 22, 2008

A recent article in the Harvard Business Review argues that barriers still exist in the working world to prevent women from advancing to better-paid, more responsible positions and ultimately those sought-after C-suite jobs. But rather than a glass ceiling, the article's authors state that women must navigate a maze of "subtle, discriminatory forces that still reside in organizations." So if the "glass ceiling" is a myth, what can companies do today to allow one-half of the work force to successfully navigate the labyrinth that they have (unwittingly) created? "Rather than maybe 20 years ago having a group of men around the boardroom not wanting to have people different from them [around], now we have to ask, 'Do we have the systems in place to support a mother who wants to move through the office?'" said Lisa Mattam, a Toronto employment consultant who specializes on diversity in the workplace. Less a myth than an endangered species, the diversity consultant believes the glass ceiling "probably" still exists, "but on a very individual basis" rather than as a widespread reality. "Before it was just an unwillingness to have women in the workplace," Mattam said. "The big thing now is do they have the processes in place to support them, as we would with anybody who is high potential?" Smart employers will spend the time to learn what motivates workers and tailor their benefit plans, rewards and perks accordingly. "Organizations need to understand why somebody goes to work every day," she stressed. "Perhaps the subtle changes you start making are not reevaluating the executive teams but rather, 'When I reward this woman, am I rewarding her with more work or am I am rewarding her with an extra three days off to spend with her family?'" The failure of employers to stream women up through the ranks was highlighted recently in a study which found just 31 women hold the highest-paid executive jobs in Canada's 100 biggest publicly traded companies, a decline from 37 the Article ArchiveThe good and bad that lies ahead

Monday, January 28, 2008

A glass ceiling by any other

name.... Barriers still exist to keep women below C-level

Tuesday, January 22, 2008

Keeping Boomers in the Workforce

Thursday, January 10, 2008

Cleaning up the world, one

hotel at a time

Monday, December 17, 2007

Research finds many workers

are content when underachieving.

Tuesday, December 11, 2007

WestJet culture gets

employees on-board

Wednesday, November 28,

2007

Attracting a New Generation

of Workers

Wednesday, September 05,

2007

Solving a talent crisis -

sometimes the right ideacomes out of the blue

IBM's internship program

ensures top talent comes and stays

Wednesday, August 29, 2007

How to get to the truth

Interview skills that uncover

what you really need to know

Wednesday, August 15, 2007

Don't underestimate the cost

of bad hiring

The rush to hire can be a

six-figure mistake

Thursday, August 02, 2007

workopolis.com - Article View - Canada's Biggest Job Site http://www.workopolis.com/work.aspx?action=Transfer&View=Conten...

2 of 206/02/2008 11:34 AM

year before. Of those 535 C-suite jobs, just 5.8 percent were held by women, and that number actually fell from 6.9 percent the prior year, according to executive search firm Rosenzweig & Co. "This drop is disheartening and makes you wonder if anything is really going to change over the next 10 years, or even longer," said Jay Rosenzweig, the firm's managing partner. "The reasons for the drop are many and varied, but no matter how you slice this data, women are simply not being promoted to the top jobs in corporate Canada at the pace they should be," he said. Traditionally, employers' rewards and incentives have been established to motivate male employees who until recently were predominant in the office. While the male-female ratio may have shifted to parity, the systems in place have not adapted. A compensation and reward system designed for "work first" male employees in mind typically does not recognize the wider range of motivations of female workers. "What organizations can do is really look at their individual high-potential leaders and say, 'What do you need to be successful? Do you need training, do want us to look at how we reward you, do you want us to look at our benefits structure or look at how we do work-life balance for you?'" argued Mattam. The opportunity to work at home, for example, would not be considered a benefit for Mattam, who does not have children. "Organizations need to re-evaluate the processes that they have that support women and all diversity and they need to look at every individual as an individual," she said. For an employer to say, "'Now that we have instituted meals to go, everybody is going to be happy' is just a fallacy," she said. A recent success story Mattam likes to cite involves Johnson & Johnson's pharmaceutical division. Female-friendly initiatives include a women's leadership networking group designed to support and advance women as well as on-site amenities such as dry cleaning, fitness facility and meals to go. "A variety of organizations see that their retention is increased by putting in these programs," said Mattam. Networking groups for women may be company-specific or professional-based, such as the female mentoring networks for senior and junior lawyers established by Kirby Chown, who is Ontario regional managing partner of powerhouse law firm McCarthy Tetrault. "If there are not strong women leaders in an organization, it is tough for emerging women leaders to find people to go to for advice, support and navigation in their career." | About Workopolis | News Releases | Contact Us |

Careers with Workopolis | Site Map |

Job Search | Post A Job |

Career Resources | Resumé Resources |

Thank you for visiting workopolis.com

Please read our Privacy Policy and Web Site Terms and Conditions of Use. By using this Web Site, you agree to be bound by the terms and conditions in each of these statements. workopolis.com Communitiesworkopolis.com Communities Go ! Copyright © 2008 workopolis.com. All Rights Reserved.quotesdbs_dbs8.pdfusesText_14