Specialty Groups

Women in Tech

  • According to a survey conducted by Catalyst, about 73 percent of women control household spending, yet they make up just 23 percent of the tech industry. The companies that do hire women for technology are seeing their businesses grow quickly as they enter the competitive market.
  • The tech industry has a gender gap problem. Women are vastly underrepresented in technology, and it has nothing to do with lack of interest. Unequal pay and discriminatory hiring practices are not attracting women. Many companies run ads tailored to a male-oriented workplace, and therefore do not entice women to even apply, let alone take the jobs.
  • Hiring women in tech industries is more than being politically correct. It’s smart business. Women are capable and qualified to work in engineering, cybersecurity, and coding, and studies have shown that companies with more diversity are more innovative and do better financially.
  • Women not only bring another perspective and different experiences, but they also bring an entire market that has not yet seen innovation.
  • Items such as pregnancy test and ovulation kits are just one of many examples of a market that the male dominated work places have overlooked.

Seniors are dedicated to doing it right

  • A good business has employees that bridge the gaps, fill the voids, and utilizes one another’s strengths. Finding an employee who is dependable, dedicated, and will get the job done on time every time can be difficult. Young people starting out in life quickly move on to other jobs or move up to higher positions. Training someone who leaves in three months is costly and time-consuming.
  • Seniors are a large pool of potential employees that have been quietly overlooked. Misperceptions and myths about their ability to adequately perform their job duties have made it difficult for many seniors to find work. Employers often think that older workers are burned-out, mentally slower, less creative, and technically challenged.
  • In fact, seniors over age 55 are some of the best employees to hire. Peter Cappelli, author of the book Managing the Older Worker, studied senior stereotypes in the workplace by gathering research from several fields including economics and psychology. He found that practically none of the misconceptions hold up.
  • Older employees out perform their younger counterparts every time. They score higher in detail-oriented tasks, leadership, organization, problem solving, listening, and writing.
  • Hiring an older worker means hiring someone who is experienced, dedicated, and an excellent role model for younger employees.

Minorities and the workplace

  • There are plenty of talented, underrepresented minority workers eager to work and just as many companies looking to hire. Research indicates that companies who hire and retain minority workers are more profitable than companies who do not. A diverse workplace will better serve the company, the consumer, and the community.
  • For businesses to continue to grow, they need to reach people from all over the world. Studies show that having a member of a specific ethnicity on a team makes that team 152 percent more likely to not only attract clients of that same ethnicity, but also to understand them.
  • Diversity increases employee’s creativity and boosts innovation. Research shows that when different people with different thoughts, perceptions and ideas come together, it stimulates thought processes and invites productive interaction. The result is a collaborative effort towards a better product.
  • Building a reputation for valuing differences, attracts talented employees who know that their skills, perceptions, and backgrounds will be appreciated. This leads to greater commitment and higher productivity.
  • Having a diverse workforce is not about compliance with the law, it is about being smart. Great things happen when people with different life experiences and knowledge bases come together.

Men & Women of our Military

  • Former military personnel bring with them a unique set of skills and strengths. An increasing number of civilian employers are beginning to take notice of the benefits that these ex-military personnel are bringing to the work environment.
  • Ex-military personnel have an intrinsic understanding of how dedication and attention to detail add to the efficiency of the work place. Military personnel often outperform civilian candidates as effective and proven team players.
  • Adhering to a strict schedule and consistently providing quality work is not a challenge for former military service members. Their work ethic and professional demeanor demonstrate their professional maturity. Prior military personnel are reliable and demonstrate an understanding of professionalism.
  • Today’s world is technology driven. Employers must set guidelines and make rules about such things as the use of social media in the workplace and deal with inefficient idle workers. Ex-military members are trained to be productive and are highly motivated to give their best, 100 percent of the time. They not only understand diversity, but work well within its dynamics.
  • Military veterans are also well known for their precise communication, natural leadership, and their ability to competently handle stressful situations. Following directions, while paying special attention to the details, is what military service is all about. That translates into a quality work product and a strong work ethic for any civilian job.

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