But IBM has always carved its own path. For example, the Armonk, NY-based company doesn’t use the term “Great Resignation,” at least internally. Of course, that doesn’t mean the tech giant isn’t aware of the nationwide talent shortage and the highly competitive labor market that’s resulted.
“This is a time to ensure we re-engage our population,” Louissaint says. “By nature of my title, my goal is to continue to transform and pivot our company toward being more growth-minded, transforming it directly through leadership: leadership development, getting people in the right jobs and ensuring we have the right succession plans.”
Like many companies since the COVID-19 pandemic, IBM has relied upon its business resource groups – its label for employee resource groups (ERGs) – to maintain and even boost retention. Traditionally, ERGs consist of employees who volunteer their time and effort to foster an inclusive workplace. Due to their motivations, needs and the general nature of ERG work, employees who lead these groups are more likely to be Black, Indigenous and People of Color (BIPOC) and oftentimes women. ERGs are a way for underrepresented groups to band together to recruit more talent like them into their companies and make sure that talent feels supported and gets promoted.
“It’s a lot easier to leave a company where you’ve only interacted with colleagues through a screen,” Louissaint says. “Our diversity groups and communities have gotten a lot stronger, which builds commitment to the company and community to each other. We’ve found that through our communities, business resource groups, open conversations and by democratizing leadership by using virtual technologies like Slack, the company has become smaller and the interactions are a lot more personal.”
A major contributor to the Great Resignation has been the push for workers to return to the office. While Apple and Google have ruffled feathers with requesting employees back for at least a couple days a week, Tesla went one step further by demanding employees head to the office five days a week, as if the COVID-19 pandemic never happened.
Ahead of the game, IBM was one of the first major tech firms to embrace remote work, with as much as 40% of its workforce at home during the 2000s. A shift came in 2017, but since the pandemic, only 20% of the company’s U.S. employees are in the office for three days a week or more, according to IBM CEO Arvind Krishna. In June, Krishna added that he doesn’t think the balance will ever get back to more than 60% of workers in the office.
“We’ve always been defined by flexibility, even prior to the pandemic that’s what we were known for and what differentiated us,” Louissaint says. “Continuing to double down on flexibility has been a value to us and to our people.”
IBM has also been defined by its eye toward the future, particularly when it comes to workforce development. Over the past decade, the tech giant has partnered with educational institutions, non-governmental organizations and other companies to discover and nurture talent from untapped pools and alternative channels. Last year, the company vowed to train 30 million individuals on technical skills by 2030.
“Our people crave learning and are highly curious,” Louissaint says, adding that the average IBM employee consumes about 88 hours of learning through its platform each year. Nearly all (95%) employees are on the platform in any given quarter.
“We’ve been building a strong learning environment where employees can build new skills and drive toward new jobs and experiences,” he says. “We also find that the individuals who consume the most learning are more likely to get promoted. It’s 30% more likely for a super learner to be promoted or switch jobs, so the incentive is continued growth and opportunity for advancement.”
Interested, he talked to a counselor to learn more about P-TECH, an early college program where he could earn an associate’s degree along with his high school diploma. Liking the sound of the program, he enrolled in the inaugural P-TECH class as a freshman at Longmont’s Skyline High School.
“I really loved working on computers, even before P-TECH,” he said. “I was a hobbyist. P-TECH gave me a pathway.”
IBM hired him as a cybersecurity analyst once he completed the apprenticeship.
“P-TECH has given me a great advantage,” he said. “Without it, I would have been questioning whether to go into college. Having a college degree at 18 is great to put on a resume.”
Litow’s idea was to get more underrepresented young people into tech careers by giving them a direct path to college while in high school — and in turn create a pipeline of employees with the job skills businesses were starting to value over four-year college degrees.
The program, which includes mentors and internships provided by business partners, gives high school students up to six years to earn an associate's degree at no cost.
In Colorado, St. Vrain Valley was among the first school districts chosen by the state to offer a P-TECH program after the Legislature passed a bill to provide funding — and the school district has embraced the program.
Colorado’s first P-TECH programs started in the fall of 2016 at three high schools, including Skyline High. Over the last six years, 17 more Colorado high schools have adopted P-TECH, for at total of 20. Three of those are in St. Vrain Valley, with a fourth planned to open in the fall of 2023 at Longmont High School.
Each St. Vrain Valley high school offers a different focus supported by different industry partners.
Skyline partners with IBM, with students earning an associate’s degree in Computer Information Systems from Front Range. Along with being the first, Skyline’s program is the largest, enrolling up to 55 new freshmen each year.
Programs at the other schools are capped at 35 students per grade.
Frederick High’s program, which started in the fall of 2019, has a bioscience focus, partners with Aims Community College and works with industry partners Agilent Technologies, Tolmar, KBI Biopharma, AGC Biologics and Corden Pharma.
Silver Creek High’s program started a year ago with a cybersecurity focus. The Longmont school partners with Front Range and works with industry partners Seagate, Cisco, PEAK Resources and Comcast.
The new program coming to Longmont High will focus on business.
District leaders point to Skyline High’s graduation statistics to illustrate the program’s success. At Skyline, 100 percent of students in the first three P-TECH graduating classes earned a high school diploma in four years.
For the 2020 Skyline P-TECH graduates, 24 of the 33, or about 70 percent, also earned associate’s degrees. For the 2021 graduating class, 30 of the 47 have associate’s degrees — with one year left for those students to complete the college requirements.
For the most accurate 2022 graduates, who have two years left to complete the college requirements, 19 of 59 have associate’s degrees and another six are on track to earn their degrees by the end of the summer.
Louise March, Skyline High’s P-TECH counselor, keeps in touch with the graduates, saying 27 are working part time or full time at IBM. About a third are continuing their education at a four year college. Of the 19 who graduated in 2022 with an associate’s degree, 17 are enrolling at a four year college, she said.
Two of those 2022 graduates are Anahi Sarmiento, who is headed to the University of Colorado Boulder’s Leeds School of Business, and Jose Ivarra, who will study computer science at Colorado State University.
“I’m the oldest out of three siblings,” Ivarra said. “When you hear that someone wants to deliver you free college in high school, you take it. I jumped at the opportunity.”
Sarmiento added that her parents, who are immigrants, are already working two jobs and don’t have extra money for college costs.
“P-TECH is pushing me forward,” she said. “I know my parents want me to have a better life, but I want them to have a better life, too. Going into high school, I kept that mentality that I would push myself to my full potential. It kept me motivated.”
While the program requires hard work, the two graduates said, they still enjoyed high school and had outside interests. Ivarra was a varsity football player who was named player of the year. Sarmiento took advantage of multiple opportunities, from helping elementary students learn robotics to working at the district’s Innovation Center.
Ivarra said he likes that P-TECH has the same high expectations for all students, no matter their backgrounds, and gives them support in any areas where they need help. Spanish is his first language and, while math came naturally, language arts was more challenging.
“It was tough for me to see all these classmates use all these big words, and I didn’t know them,” he said. “I just felt less. When I went into P-TECH, the teachers focus on you so much, checking on every single student.”
They said it’s OK to struggle or even fail. Ivarra said he failed a tough class during the pandemic, but was able to retake it and passed. Both credited March, their counselor, with providing unending support as they navigated high school and college classes.
“She’s always there for you,” Sarmiento said. “It’s hard to be on top of everything. You have someone to go to.”
Students also supported each other.
“You build bonds,” Ivarra said. “You’re all trying to figure out these classes. You grow together. It’s a bunch of people who want to succeed. The people that surround you in P-TECH, they push you to be better.”
P-TECH has no entrance requirements or prerequisite classes. You don’t need to be a top student, have taken advanced math or have a background in technology.
With students starting the rigorous program with a wide range of skills, teachers and counselors said, they quickly figured out the program needed stronger support systems.
March said freshmen in the first P-TECH class struggled that first semester, prompting the creation of a guided study class. The every other day, hour-and-a-half class includes both study time and time to learn workplace skills, including writing a resume and interviewing. Teachers also offer tutoring twice a week after school.
“The guided study has become crucial to the success of the program,” March said.
Another way P-TECH provides extra support is through summer orientation programs for incoming freshmen.
At Skyline, ninth graders take a three-week bridge class — worth half a credit — that includes learning good study habits. They also meet IBM mentors and take a field trip to Front Range Community College.
“They get their college ID before they get their high school ID,” March said.
During a session in June, 15 IBM mentors helped the students program a Sphero robot to travel along different track configurations. Kathleen Schuster, who has volunteered as an IBM mentor since the P-TECH program started here, said she wants to “return some of the favors I got when I was younger.”
“Even this play stuff with the Spheros, it’s teaching them teamwork and a little computing,” she said. “Hopefully, through P-TECH, they will learn what it takes to work in a tech job.”
Incoming Skyline freshman Blake Baker said he found a passion for programming at Trail Ridge Middle and saw P-TECH as a way to capitalize on that passion.
“I really love that they deliver you options and a path,” he said.
Trail Ridge classmate Itzel Pereyra, another programming enthusiast, heard about P-TECH from her older brother.
“It’s really good for my future,” she said. “It’s an exciting moment, starting the program. It will just help you with everything.”
While some of the incoming ninth graders shared dreams of technology careers, others see P-TECH as a good foundation to pursue other dreams.
Skyline incoming ninth grader Marisol Sanchez wants to become a traveling nurse, demonstrating technology and new skills to other nurses. She added that the summer orientation sessions are a good introduction, helping calm the nerves that accompany combining high school and college.
“There’s a lot of team building,” she said. “It’s getting us all stronger together as a group and introducing everyone.”
Silver Creek’s June camp for incoming ninth graders included field trips to visit Cisco, Seagate, PEAK Resources, Comcast and Front Range Community College.
During the Front Range Community College field trip, the students heard from Front Range staff members before going on a scavenger hunt. Groups took photos to prove they completed tasks, snapping pictures of ceramic pieces near the art rooms, the most expensive tech product for sale in the bookstore and administrative offices across the street from the main building.
Emma Horton, an incoming freshman, took a cybersecurity class as a Flagstaff Academy eighth grader that hooked her on the idea of technology as a career.
“I’m really excited about the experience I will be getting in P-TECH,’ she said. “I’ve never been super motivated in school, but with something I’m really interested in, it becomes easier.”
Deb Craven, dean of instruction at Front Range’s Boulder County campus, promised the Silver Creek students that the college would support them. She also gave them some advice.
“You need to advocate and ask for help,” she said. “These two things are going to help you the most. Be present, be engaged, work together and lean on each other.”
Craven, who oversees Front Range’s P-TECH program partnership, said Front Range leaders toured the original P-TECH program in New York along with St. Vrain and IBM leaders in preparation for bringing P-TECH here.
“Having IBM as a partner as we started the program was really helpful,” she said.
When the program began, she said, freshmen took a more advanced technology class as their first college class. Now, she said, they start with a more fundamental class in the spring of their freshman year, learning how to build a computer.
“These guys have a chance to grow into the high school environment before we stick them in a college class,” she said.
Summer opportunities aren’t just for P-TECH’s freshmen. Along with summer internships, the schools and community colleges offer summer classes.
Silver Creek incoming 10th graders, for example, could take a personal financial literacy class at Silver Creek in the mornings and an introduction to cybersecurity class at the Innovation Center in the afternoons in June.
Over at Skyline, incoming 10th graders in P-TECH are getting paid to teach STEM lessons to elementary students while earning high school credit. Students in the fifth or sixth year of the program also had the option of taking computer science and algebra classes at Front Range.
And at Frederick, incoming juniors are taking an introduction to manufacturing class at the district's Career Elevation and Technology Center this month in preparation for an advanced manufacturing class they’re taking in the fall.
“This will deliver them a head start for the fall,” said instructor Chester Clark.
Incoming Frederick junior Destini Johnson said she’s not sure what she wants to do after high school, but believes the opportunities offered by P-TECH will prepare her for the future.
“I wanted to try something challenging, and getting a head start on college can only help,” she said. “It’s really incredible that I’m already halfway done with an associate’s degree and high school.”
IBM P-TECH program manager Tracy Knick, who has worked with the Skyline High program for three years, said it takes a strong commitment from all the partners — the school district, IBM and Front Range — to make the program work.
“It’s not an easy model,” she said. “When you say there are no entrance requirements, we all have to be OK with that and support the students to be successful.”
IBM hosted 60 St. Vrain interns this summer, while two Skyline students work as IBM “co-ops” — a national program — to assist with the P-TECH program.
The company hosts two to four formal events for the students each year to work on professional and technical skills, while IBM mentors provide tutoring in algebra. During the pandemic, IBM also paid for subscriptions to tutor.com so students could get immediate help while taking online classes.
“We want to get them truly workforce ready,” Knick said. “They’re not IBM-only skills we’re teaching. Even though they choose a pathway, they can really do anything.”
As the program continues to expand in the district, she said, her wish is for more businesses to recognize the value of P-TECH.
“These students have had intensive training on professional skills,” she said. “They have taken college classes enhanced with the same digital credentials that an IBM employee can learn. There should be a waiting list of employers for these really talented and skilled young professionals.”
©2022 the Daily Camera (Boulder, Colo.). Distributed by Tribune Content Agency, LLC.
"The programme for the Edology x IBM Data Science course is a very special offering from IBM, and this is one-of-a-kind initiative," according to Hari Ramasubramanian, Leader, Business Development and Academia Relationships, IBM Expert Labs, India/South Asia. He further added, "There is a strong demand for skilled technology and trained professionals across the industry. Data science is not confined to IT. It includes all the verticals one can imagine-from board meetings to sports, data science brings a lot of value to organizations worldwide. For students, as well as professionals with experience, if you want to fast track your career on to the next level, this is the course you should be doing."
"The IBM Data Science certificate program through the Edology platform, will equip to adapt to the dynamics in the industry and drive technology innovation," said, Vithal Madyalkar, Program Director, IBM Innovation Centre for Education, India/South Asia. "The Data Science course modules will provide deep practical knowledge, coupled with broad-based industry alignment, interaction, talent discoverability as well as excellence in their professional practice." A global Ed-Tech company, Edology helps students and professionals all around the world advance their careers in a variety of subjects, including data science, artificial intelligence, machine learning, cyber security, and more. Unique Offerings of the IBM x Edology PG Certificate Programme in Data Science:
- 100+ hours of Live classes by IBM experts - Globally recognized IBM digital badge - Job opportunities with 300+ corporate partners - Edology-IBM Award for Top Performers - 1 on 1 mentorship from industry experts - 1 day networking session with IBM team - Guaranteed interview with IBM for top performers in each cohort - Dedicated career assistance team
Sumanth Palepu, the Business Head at Edology, states, "Statistical estimates reveal that the worldwide market size for Data Science and analytics is anticipated to reach around a whopping $450 billion by 2025, which also means that the rivalry would be quite severe at the employee level, the competition will be very fierce. Thus, this collaboration with IBM is now more essential than ever, so that we are collectively able to deliver advanced level teaching to the students and working professionals and they get first-hand industry knowledge with our IBM experts."
Edology is a Global Ed-Tech Brand that provides industry-powered education and skills to students and professionals across the world, to help them achieve fast-track career growth. Launched in 2017, Edology connects professionals from across the globe with higher education programmes in the fields of law, finance, accounting, business, computing, marketing, fashion, criminology, psychology, and more.
It's a part of Global University Systems (GUS), an international network of higher-education institutions, brought together by a shared passion of providing industry-driven global education accessible and affordable. All the programs of Edology are built with the objective of providing its learners career enhancement and strong CV credentials, along with a quality learning experience.
The courses offered by Edology include Data Science, Certification in AI and Machine Learning, Data Analytics, PGP in International Business, PGP in Renewable Energy Management, PGP in Oil and Gas Management among others. These offerings are done through hands-on industry projects, interactive live classes, global peer-to-peer learning and other facilities.
This story is provided by NewsVoir. ANI will not be responsible in any way for the content of this article. (ANI/NewsVoir)
Matt Hicks, Red Hat's new CEO, doesn't have the background of your typical chief executive.
He studied computer hardware engineering in college.
He began his career as an IT consultant at IBM.
And instead of jumping into management at Red Hat, Hicks started at the open-source software business in 2006 as a developer on the IT team.
SEE: Red Hat names new CEO
His on-the-ground experience, however, is one of his core assets as the company's new leader, Hicks says.
"The markets are changing really quickly," he tells ZDNet. "And just having that intuition -- of where hardware is going, having spent time in the field with what enterprise IT shops struggle with and what they do well, and then having a lot of years in Red Hat engineering -- I know that's intuition that I'll lean on... Around that, there's a really good team at Red Hat, and I get to lean on their expertise of how to best deliver, but that I love having that core intuition."
Hicks believes his core knowledge helps him to guide the company's strategic bets.
While his experience is an asset, Hicks says it's not a given that a good developer will make a good leader. You also need to know how to communicate your ideas persuasively.
SEE: Hands on: Putting Ubuntu Linux on my Microsoft Surface Go
"You can't just be the best coder in the room," he says.
"Especially in STEM and engineering, the softer skills of learning how to present, learning how to influence a group and show up really well in a leadership presentation or at a conference -- they really start to define people's careers."
Hicks says that focus on influence is an important part of his role now that he didn't relish earlier in his career.
"I think a lot of people don't love that," he says.
"And yet, you can be the best engineer on the planet and work hard, but if you can't be heard, if you can't influence, it's harder to deliver on those opportunities."
Hicks embraced the art of persuasion to advance his career. And as an open-source developer, he learned to embrace enterprise products to advance Red Hat's mission.
He joined Red Hat just a few years after Paul Cormier -- then Red Hat's VP of engineering, and later Hicks' predecessor as CEO -- moved the company from its early distribution, Red Hat Linux, to Red Hat Enterprise Linux (RHEL). It was a move that not everyone liked.
"There was a significant amount of angst," Hicks says, with developers questioning whether it was the right business model for open source. "People are passionate about creating sustaining models. So I think at the time [the question] was, is Red Hat departing from that, or will this continue to make open source better?"
Hicks had an understanding of both sides of that debate.
"I really started my whole journey with technology with Linux itself," he says. "I was on the consumer side -- you know, I bought the boxes of Linux from Best Buy. But my first professional job was actually in consulting with IBM at the time. And as much as I knew about Linux, there's a difference when you're a consultant at an enterprise and you're deploying Linux next to [IBM's Unix-based operating system] AIX.
"I had my consumer view -- I loved this open source thing," he says. "But I also had that practitioner view of, I'm going into large enterprises, and I'm only going to be here on a consulting gig and this has to have credibility. And RHEL really delivered to that well."
Hicks says he was drawn to Red Hat because of the inherent tension between community and commerce.
"There's the pull to either side, of how do you enable a community where the software is accessible to anyone on the planet, your partners and your competitors on it?" he says, versus the question of, "How do you harness that innovation, to have a really successful commercial model that customers value?"
In all the years he's been at Red Hat, Hicks doesn't think much has changed around the challenge of balancing those two forces.
Of course, plenty of other stuff has changed, both in the profession of software development and at Red Hat. Hicks wants to ensure that the company is always ready to evolve -- that's why in a message to Red Hat's workforce, he wrote: "When we hire, look for culture add, not culture fit."
He believes the idea of searching for a culture fit among prospective employees has a very static feel to it.
"It's not you're not adding anything, you're not looking at potential," he says. "If you're always staying with what you know, the culture you have today, fitting your current constraints, I think you're going to lose out on a lot of that potential, both the potential for today and then as that talent evolves and changes tomorrow."
Red Hat was acquired by IBM in 2019 for $34 billion, but the company continues to operate as a standalone division. Meanwhile, RHEL is still the industry's leading enterprise Linux platform. As Steven Vaughan-Nichols noted for ZDNet, it's used by more than 90% of Fortune 500 organizations and touches $13 trillion in global business revenues in 2022.
"Pretty much any industry you look at is starting to define their innovation with software at this point, and we're in the software business," Hick says, stressing the opportunity in front of Red Hat.
SEE: Red Hat's next steps, according to its new CEO and chairman
The company is focused on supporting the "open hybrid cloud," enabling IT teams to work across public clouds, data centers and the edge.
"We're at the intersection of the potential of open source, the potential of open hybrid cloud and software innovation, and that's what gets me excited every day," Hicks says.
As he settles into his new role as CEO, the main challenge ahead of Hicks will be picking the right industries and partners to pursue at the edge. Red Hat is already working at the edge, in a range of different industries. It's working with General Motors on Ultifi, GM's end-to-end software platform, and it's partnering with ABB, one of the world's leading manufacturing automation companies. It's also working with Verizon on hybrid mobile edge computing.
Even so, the opportunity is vast. Red Hat expects to see around $250 billion in spending at the edge by 2025.
"There'll be a tremendous growth of applications that are written to be able to deliver to that," Hicks says. "And so our goals in the short term are to pick the industries and build impactful partnerships in those industries -- because it's newer, and it's evolving."
The IBM PC spawned the basic architecture that grew into the dominant Wintel platform we know today. Once heavy, cumbersome and power thirsty, it’s a machine that you can now emulate on a single board with a cheap commodity microcontroller. That’s thanks to work from [Fabrizio Di Vittorio], who has shared a how-to on Youtube.
The full playlist is quite something to watch, showing off a huge number of old-school PC applications and games running on the platform. There’s QBASIC, FreeDOS, Windows 3.0, and yes, of course, Flight Simulator. The latter game was actually considered somewhat of a de facto standard for PC compatibility in the 1980s, so the fact that the ESP32 can run it with [Fabrizio’s] code suggests he’s done well.
It’s amazingly complete, with the ESP32 handling everything from audio and video to sound output and keyboard and mouse inputs. It’s a testament to the capability of modern microcontrollers that this is such a simple feat in 2021.
We’ve seen the ESP32 emulate 8-bit gaming systems before, too. If you remember [Fabrizio’s] name, it’s probably from his excellent FabGL library. Videos after the break.
Were you unable to attend Transform 2022? Check out all of the summit sessions in our on-demand library now! Watch here.
As we move deeper into 2022, almost every company is feeling the cyberskills gap to some degree. Now with the cyber workforce gap hitting 2.72 million, it’s unsurprising that IBM research recently found that 83% of organizations have had more than one data breach.
With the workforce gap showing no sign of closing, training is becoming critical for employees to teach cybersecurity professionals the skills they need to thrive amid today’s complex threat landscape.
As the cyberskills gap continues to grow, more and more organizations are recognising the need to use training — rather than hiring — to fix the shortage.
“Studies continue to show that a cybersecurity staffing shortage is placing organizations at risk, and the skills shortage and its associated impacts have not improved over the past few years,” said Kevin Hanes, CEO of Cybrary, a cybersecurity skills training platform.
“Products and technology will not help solve this fundamental issue; rather, investing in people is key to narrowing the cybersecurity skills gap and helping to combat increasing burnout and human error,” Hanes said.
Hanes says that Cybrary is aiming to address these challenges by providing cybersecurity practitioners with the “right training at the right time” to equip them to respond to modern threats.
It does this by providing them with a platform they can use to access learning materials and prepare for professional certifications with scenario-based training and over 1,900 learning activities.
Cybrary is competing against a range of cybersecurity training providers that offer online, in-person training and boot camps. The provider sits loosely within the global IT training market, which researchers valued at $68 billion in 2020, and estimate will reach a value of $97.6 billion by 2026.
One of Cybrary’s competitors is Pluralsight, which offers a mixture of courses, skill-assessments labs, and hands-on learning developed by industry experts on syllabus such as Microsoft Azure Deployment, AWS Operations and Ruby Language Fundamentals.
Pluralsight most recently announced raising $430.4 million in revenue in 2020.
Another competitor is Infosec, a cybersecurity training and security awareness training provider with over 2,000 resources, including over 1,400 cybersecurity courses and cyber ranges, and live boot camps with instructor-led training. According to Zoominfo, Infosec has raised $31 million in revenue.
However, Hanes argues that Cybrary differentiates itself from other solutions on the market by offering up-to-date learning material at a lower price point.
“Cybrary’s platform allows individuals and teams to skill up on their own time from anywhere in the world. And with the Cybrary Threat Intelligence Group (CTIG) and SMEs developing new content in real time, Cybrary users can be confident that we are providing them with high-quality training that covers the latest threats and vulnerabilities impacting the industry.”
Today, Cybrary announced it has raised $25 million as part of a series C funding round, bringing its total funding to $48 million following a $19 billion series B funding round in 2019.
The organization intends to use the funding to enhance its R&D across engineering, product and marketing teams, while growing the capabilities of the Cybrary Threat Intelligence Group.
More broadly, the funding highlights that investors are looking to security training as a potential solution to bridge the cyberskills gap.
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FAIRFAX, Va., Aug. 2, 2022 /PRNewswire/ -- Hundreds of women professionals will gather virtually at the fifth annual Women|Future Conference from November 8-10.
The Women|Future Conference is a professional and personal development, learning, and networking conference hosted by The Stevie® Awards, the world's premier business awards. Attendees return to the conference year after year to be inspired, build resilience, and share insights into changes that impact their industries, their careers, and their lives.
The agenda features over 20 panels, workshops, and breakout sessions hosted by 70+ women CEOs, founders, small business owners, entrepreneurs, thought leaders, coaches, and executives from organizations such as Accenture, Goldman Sachs, Hilton, IBM, LinkedIn, Microsoft, Nestle, T-Mobile, and others.
Each session falls within one of seven tracks:
3. Future of Work
5. Personal Development
7. Workplace Diversity, Equity, and Inclusion (DEI)
The sessions are designed for professionals in all stages of their careers to learn and share what's working in their organizations, troubleshoot the challenges they collectively face, and make meaningful connections.
Below is a partial list of the 2022 Women|Future Conference panels, sessions, and workshops.
Building Your Community of Mentors
Cultivating an Inclusive Workplace: How Diversity Creates Opportunity
FearLESS: Facing Adversity
Generational Work Styles: Understanding the Old and the New
'Shark Tank' style pitch competition for newly founded woman-owned businesses
Silencing Self Doubt: Overcoming Imposter Syndrome
Strategic Storytelling: Advertising and PR Tactics for Your Business
The Balancing Act: Self-Care and a Sustainable Work Life
The Next Generation of Tech
The Ever-changing World of Social Media
The Evolution of Connection: In-person vs Virtual Networking
The Snowball Effect: How Women-Led Businesses Create an Impact
Think Like an Investor: How to Get the Funding You Deserve
Turning Passion into Profit
…and many more
Browse the full agenda to explore the sessions occurring each day, including pre-conference sessions on November 7. Sessions with speakers from regions across the Asia-Pacific, Africa, North America, and Europe include:
The Evolution of Connection: In-person vs Virtual Networking
Moderator: Heather Odendaal, Founder and CEO, WNORTH (Canada)
Panelists: Peace Mitchell, CEO, The Women's Business School (Australia), Amanda M. Bruno, Chief Business Development Officer, Morgan, Lewis & Bockius LLP (United States), Betty Encinales, Talent Acquisition Specialist, Goldman Sachs (United Kingdom).
Think Like an Investor: How to Get the Funding You Deserve
Moderator: Faye Sahai, Partner, Telosity Ventures (United States)
Panelists: Carolyn Rodz, Co-Founder and CEO, Hello Alice (United States), Ifeoma Uddoh, Founder & CEO, Shecluded (Nigeria), Mez Gallifuco, Principal Innovation Consultant, The Mad Ones (Australia)
The Women|Future Conference Senior Manager of Events, Ruslana Milikhiker, remarked on the transformation since the first annual Women|Future Conference;
"In 2018, the Women|Future Conference was created to complement the highly successful Stevie® Awards for Women in Business competition to deliver high-achieving women professionals, thought leaders, and entrepreneurs a place to come together, share ideas, and network."
Nina Moore, the Director of Marketing & Communications, added,
"Today, the Women|Future Conference serves women on a larger scale. Our conference tagline Cultivate Your Tomorrow was added in 2020. We chose this phrase because the conference encourages attendees to not only embrace their tomorrow, but to tackle career, personal, and life goals. The Women|Future Conference goes beyond the changing business landscape and focuses on current issues we all face as working women."
Tickets for the 2022 Women|Future Conference are available on the conference registration page.
Get $15 off registration by using promo code PRNASIA at checkout
Groups of three (3) or more who register together get 10% savings with our group discount
Student tickets are $39, with proof of a valid student ID
To learn more about the conference, keynote, other speakers, and registration, visit www.womenfutureconference.com.
* PR Newswire is an Official Media Partner of the 2022 Women|Future Conference.
SOURCE The Stevie Awards
LafargeHolcim has said it would work with IBM Services to further develop the first digital platform for road design optimisation, ORIS, a solution that could reduce road project costs by up to one-third and carbon emissions by up to half while tripling road durability and usage lifespans.
This is contained in a statement by LafargeHolcim, which said ORIS allows decision-makers, road infrastructure authorities and project investors to Improve road construction and sustainability and reduce inefficiencies through smart project design. This is especially timely as governments design stimulus packages to revive economic activity post COVID-19 while also responding to the impact of climate change.
Records show that an average of 700,000 kilometres (435,000 miles) of new roads are being built globally every year. Improving road quality and resilience will help reduce the massive amount of carbon emissions attributed to transportation. Because roads vary depending on location, climate, vehicle types and traffic volumes, it is a complex challenge to define the most sustainable and cost-effective mix of building materials and technologies early in the design phase. ORIS assesses road pavement designs from different perspectives and recommends efficient construction and maintenance patterns with local materials availability and capabilities. ORIS is supporting public policies that conserve natural resources, enabling a more local and circular economy in road construction.
“We are accelerating the digitalisation of our solutions for sustainable and high-performance construction,” said Marcel Cobuz, Region Head of Europe, Member of the Executive Committee with responsibility for innovation at LafargeHolcim on a global level. “With global solutions like ORIS, we are committed to leading the way in low-carbon and circular construction as well as responsible natural resource consumption for roads and beyond. We have already entered into pilots with different partners such as road authorities, international financing institutions and engineering firms to use ORIS in both developed and emerging markets.”
LafargeHolcim will leverage IBM’s portfolio of digital platforms, hybrid clouds, digital design services, as well as IBM’s expertise in machine learning, artificial intelligence, industrial Internet-of-Things and data analytics to enhance even further its materials knowledge in cement and ready-mix concrete products, as well as its solutions and products, including precast concrete, asphalt, mortar and building solutions.
“Data-driven solutions and digital technologies have the potential to transform road construction towards more sustainable, circular, low-carbon, low-resource and cost-efficient techniques. ORIS is instrumental in recommending appropriate and tailored approaches to road-building, thus minimising costs, environmental impacts and project delays,” says Hervé Rolland, Vice President, Industrial solutions, IBM Europe. “IBM Services help businesses establish the right industry-relevant platforms that support rapid digitisation, standardisation and simplification, as well as vertically integrating both industrial and business operations.”
New Delhi: Great Learning, a leading global edtech company for higher and professional education is hosting a webinar for working professionals pursuing a career in Cloud Computing. The webinar will provide insights on Cloud as a domain and also how to advance career in the domain. This engaging live session will be followed by a Q/A round with Krishnan L Narayan (President and Chief Technologist – Netracity. LLC | Ex – IBM) and Mamta Kajla (Senior Program Manager, Cloud Operations – Great Learning); where the speakers will talk about in-demand roles, key skills, and career paths. Furthermore, they will also discuss how the healthcare industry is adopting cloud services across the ecosystem. And last but not the least, the session will throw light on how the PG Program in Cloud Computing offered by Great Lakes Executive Learning will help learners advance their careers.
This session will be conducted from 7:00pm IST, on August 8, 2022.
Registration Link for the Webinar (Free) – https://bit.ly/3S9Zsad