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#Covid-19 resources
petchary · 3 days ago
Participants in Jamaica Environment Trust's Schools' Environment Programme show resilience, overcome challenges
Participants in Jamaica Environment Trust’s Schools’ Environment Programme show resilience, overcome challenges
It was my pleasure recently to be invited to join the panel of judges for two environmental competitions for young people. The first was for the Schools’ Environment Programme, which Jamaica Environment Trust (JET) has hosted for over twenty years now (since 1997). JET itself is celebrating its thirtieth anniversary this year. Congratulations to Lauren Creary, Programme Director at JET, for…
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indevconsultancy · 5 days ago
Practical roadmap for MSMEs to get back into business post COVID-19 lockdown and capture opportunity to improve key business functions – operations, manpower, supply chain, finance
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opposingthematrix · 6 days ago
COVID Long Haulers - The Leftovers of Biological Weapon And How It Ruins Your Life
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PwC Says Start When You Like, Leave When You Like
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“Following the pandemic the accountancy giant is offering its staff much more control over their working pattern. PwC chairman Kevin Ellis said he hoped this would make flexible working ‘the norm rather than the exception’. ‘We want our people to feel trusted and empowered,’ Mr Ellis said.  A year of working from home and juggling childcare when schools were closed and other responsibilities mounted, has prompted many businesses to look again at the traditional working week.”
“Mr Ellis said PwC wanted to retain a mix of working from home and the office. ‘Without conscious planning now there's a risk we lose the best bits of these new ways of working when the economy opens up again,’ he said. The pandemic has highlighted many advantages to working from home, the time and expense saved commuting, not having to wear tights or a tie, and a better work-life balance, including spending more time with the children. But for many the appeal of the zoom-in-a-tracksuit meeting is fading, compared to the idea of water-cooler moments and after-work drinks. They look forward to being back in the work environment, and free from the demands of the children. ...  PwC expect their staff will want the best of both worlds, and will adopt a ‘blended working’ approach, spending around half of their working hours either in the office or at clients' workplaces.”
BBC News, March 31, 2021: “PwC says start when you like, leave when you like”
World Economic Forum, March 18, 2021: How has working from home impacted productivity? This UK survey has answers, by Shivani Taneja, Paul Mizen, and Nicholas Bloom
Statistics Canada The Daily, April 1, 2021: “Study: Working from home: Productivity and preferences” (8 pages, PDF)
Concerns about work-from-home surveillance 
“Global call centre company Teleperformance has alerted employees in the U.K. that it will use webcams to monitor workers who work from home. The company has told some staff that it will install specialist webcams to check if remote workers are violating rules. The cameras are connected to an artificial intelligence system (ANI) that will randomly scan for breaches of work rules during a shift. ... The webcam system ‘monitors and tracks real-time employee behaviour and detects any violations to pre-set business rules, and sends real-time alerts to managers to take corrective actions immediately,’ according to the report. A still photo of the breach will be sent to a manager and the file will be stored up to 20 days. Possible breaches include ‘missing from desk,’ ‘detecting an idle user,’ ‘unauthorized mobile phone usage’ and another person being in the workspace area.”
“In January, Albania’s information and data protection commissioner released a decision stating that Teleperformance could not use webcams to spy on Albanian workers in their homes. The finding came after workers’ union Solidariteti filed a complaint against the invasive practice of camera surveillance late in 2020, says UNI Global Union in the U.K. After Teleperformance went to a work-from-home model due to the pandemic, it installed webcams in Albania but some management and workers protested against the move.”
Canadian HR Reporter, March 29, 2021: “Webcam surveillance faces backlash,” by Jim Wilson
IndustriAll European Trade Union, March 16, 2021: Telework must not lead to excessive surveillance of workers, Campaign Leaflet (2 pages, PDF)
Photo Source: Harris, M. (2020). Working from home [Photograph]. Unsplash.
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nadiasindi · 13 days ago
Resources, Information & Action to #EmergeStronger in the Wake of COVID-19 View all #EmergeStronger video updates. The coronavirus has closed schools and community centers, creating a gap in meals for countless kids. Seniors, people with chronic conditions and those with compromised immune systems face higher risks in
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worklabournewsresearch · 14 days ago
The 10 Factors That Fuel a Resilient Workforce
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“For businesses, the COVID-19 pandemic has dramatically highlighted the importance of a resilient workforce. As the pandemic has challenged businesses, it’s also challenged the wellbeing of their employees, not just in terms of their physical health but their mental and financial wellness as well. Businesses are increasingly recognizing the importance of employee resilience. Their view isn’t just a short-term perspective as they navigate the pandemic and bring workers back to the workplace. More and more, they are recognizing that employee resilience is a critical element of long-term business success.”
“Resilience requires a culture of support, self-awareness and responsibility in which the employer provides employees with the environment and tools needed to help manage their health and wellbeing, Kaur says. The Rising Resilient report found that 88 percent of resilient employees agree that their employer enables them to take care of their personal needs, compared with only 37 percent of nonresilient employees. While those tools can address a variety of employees’ wellbeing issues, resilience puts workers in charge of their own wellbeing. An employer’s wellbeing program should address all the aspects of wellbeing: physical, social, emotional, professional and financial. And taking this further to build a resilient workforce, Aon has found that it comes down to focusing on 10 factors, outlined in its Rising Resilient report.”
“Encouraging health-positive behaviors
Protecting physical health
Delivering clarity and purpose
Operating with compassion and engaging community
Supporting mental health in the modern day
Fostering adaptable skills
Sharing responsibility and control
Developing financial security
Embracing inclusivity
Understanding and managing employee expectations”
The One Brief, March 24, 2021: “The 10 Factors That Fuel a Resilient Workforce”
AON, 2020: The Rising Resilient: How workforce resilience will enable businesses to thrive (45 pages, PDF)
Photo Source: (2021). The 10 Factors That Fuel a Resilient Workforce [Photograph]. The One Brief.
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worklabournewsresearch · 14 days ago
Upskilling Hopes and Fears 2021
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“In one of the largest global surveys of workers, people revealed a mostly optimistic story, but one with some concerning undercurrents. Workers reported feeling excited or confident about the future. Most said they believe they can meet the challenges of automation — and they proved it during the pandemic: by learning new digital skills and by quickly adapting to remote work. Yet many people think their job is at risk, and half of all respondents feel they’ve missed out on career opportunities or training due to discrimination.”
“50% are excited or confident about the future.
39% think their job will be obsolete within 5 years.
72% want a mix of remote and in-person working.
50% have been held back by discrimination at work.”
People are concerned about job security
“The pandemic has already disrupted whole industries, contributing to people’s anxiety about the future. As companies accelerate their automation plans and many jobs continue to be remote, employees across every sector will need to acquire new skills that enable them to think and work in different ways. The future isn’t a fixed destination. We need to plan for dynamic rather than static tomorrows.”
Workers want to reskill
“In one of the pandemic’s positive surprises, people who were given the chance proved they could transition quickly to remote work while keeping productivity high. Where access exists, workers are keen to reskill as needed, but disparities in access to training remain. Those who most need digital skills are still the least likely to get them and, if this trend continues, we risk widening the digital divide. Leaders need to create more inclusive opportunities to upskill.”
Discrimination at work is holding people back
“The pandemic illuminated racial inequities and social tensions around the world. It also reversed progress toward gender equality, as many more women than men have left the labour market over the past year. At the same time, many younger workers are not being given opportunities to rise in an organisation. There’s a real need to open up genuine, fully inclusive conversations about how to build more diverse and purpose-led workplaces. Companies need to ask tough questions and really consider the answers they’re getting. And not just because it’s the right thing to do; it’s also good for business. A diverse workforce and deliberate inclusion efforts help drive better outcomes—through different perspectives, creative thinking, and open collaboration—that can lead to the broader economic development of our society, which benefits everyone.”
People want to work for purpose-driven companies  — but not at any price
“A large majority of people want a job with a sense of purpose. This is not just about attracting younger talent; it matters up and down the age scale. But economic realities, of course, have an impact too, so it is important to think about how purpose and economic success work together.”
Remote work is in demand
“A remarkably low percentage of people who find that they can work remotely want to go back to the office full time. With that in mind, most companies are planning to maintain at least some virtual work or flextime. More than half expect remote working to be a permanent part of their workforce strategy. And as a consequence, they’ll need different kinds of physical space. As leaders reimagine the offices of tomorrow, we expect the focus to be on increasing space where people can initiate, develop, and strengthen relationships. Where they can experience the culture and brand. And of course, where teams come together to brainstorm, collaborate, and problem solve.”
PwC Global, March 2021: Upskilling Hopes and Fears 2021
Human Resource Management Journal, March 12, 2021: From crafting what you do to building resilience for career commitment in the gig economy by Sut I Wong, Dominique Kost, and Christian Fieseler (18 pages, PDF)
Photo Source: Montgomery, C. (2020). Zoom meeting with coffee [Photograph]. Unsplash.
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cbechervaise · 16 days ago
Remote Working: 7 Essentials to Manage Mobile Workforce
Remote Working: 7 Essentials to Manage Mobile Workforce
We are currently living in a time where more and more people are working from home or working remotely in some capacity to help cope with the current global COVID-19 pandemic. That being said, it can be exceedingly difficult for any workforce to change over from an in-person model to a remote model without some hiccups along the way. Knowing what to do to help smooth out the process can make a…
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worklabournewsresearch · 21 days ago
An Emerging Landscape of Skills for All
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“[A]s the general economic fallout from the pandemic and the impact on jobs and job displacement become clearer, the issues of upskilling and reskilling are also moving up the agenda for corporations and executives across the world. Governments play a role here, as we have seen in the case of Singapore, which offers a model for government-sponsored initiatives aimed at promoting skill development and lifelong learning. But the corporate role is vital. That’s in part because the experience of work itself is a major developer of skills, and corporations have an intimate view of skill requirements. In some cases, they also have a finely honed way of developing skills. Indeed, in a recent survey, 94% of business leaders said they expect their employees to pick up new skills on the job (which represents a sharp uptick from 65% in 2018).”
“But a particular nuance of this skills challenge is shifting the balance of initiatives and resources to where they are needed most. Right now, skill development programs are well established for highly skilled jobs. That’s not enough — the significantly larger proportion of often lower-skilled and lower-paid jobs requires more skill development. These jobs are typically the most vulnerable to automation and are where churn will most likely take place. It’s no surprise executives estimate that, on average, roughly 40% of workers will require reskilling of six months or less. Importantly, for those in lower-paid work, the transitions associated with this churn are particularly hard, since they require access to often scarce resources — time, money, and attention.”
“[M]ost adults (whatever their pay grade) are motivated to learn and develop skills in order to build resilience against current challenges and guard against future shocks. They do this by investing time and resources (sometimes significant amounts of both) to upskill in their current job — or, better still, they reskill in the hope and anticipation of securing a better, higher-value job. ... This human drive will turn out to be crucial in the face of the massive job churn ahead. So the real motivational kicker for corporate executives is to create a learning infrastructure that enables and encourages people to harness this innate human drive. To do so, executives have to take three actions: (1) Make developmental pathways visible so that employees know how to connect to higher-paid work; (2) leverage the new learning habits by making low-cost training available at scale; and (3) more broadly invest in skill development opportunities not only for current employees but for the wider supply chains and communities as well.”
MIT Sloan Management Review, March 8, 2021: “An Emerging Landscape of Skills for All,” by Lynda Gratton
Photo Source: (2021). An Emerging Landscape of Skills for All [Illustration]. MIT Sloan Management Review.
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soryualeksi · 22 days ago
So. My parents and in-laws have to can continue to go to their job. Where there's no home office. And where colleagues sometimes get Covid and there's no tests, no vaccine, no pay, no...
But. They'll close the supermarkets arbitrarily for a few days. So we all don't get Covid. That'll help.
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thepotentialof2007 · 27 days ago
One of the many links available from the
 Asian Americans Advancing Justice (AAJC)
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b3cmsme143 · 29 days ago
Practical roadmap for MSMEs to get back into business post COVID-19 lockdown and capture opportunity to improve key business functions – operations, manpower, supply chain, finance
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chemicalarospec · a month ago
Making a new pinned post...
Addition: HERE is a list of “Asian American community and justice organizations to look into, mutual aid links etc. Many of the orgs linked need donations.” It’s very helpful if you need a quick list for something local!
Links of a series of posts about the anti-Asian attacks which in turn link to many other resources. 
1. “If you are a non-Asian person that enjoys Asian things like kpop, anime, asian cuisine, etc; please don't ignore the rise in Asian hate crime that's been increasing since the beginning of covid....” I made a post about this twitter thread. Has lots of resources for non-Asians and Asian -- also has some great stuff to help Asian bring support of BLM to their community. 
2. “lately there have been some truly horrific hate crimes committed against the elderly and working class asian american community...” A message, a rallying call, I dunno what to call this. Just please, please, help us speak up. (also described violence tw for this one. all the others has their tws in the post) No further links in this one. 
3. "I don’t think I’ve seen a single post about this yet. Can we please talk about all the anti Asian hate that’s been going on recently?...”  DO NOT LEAVE ASIANS OUT OF YOUR ANTI-RACISM. This one lists some of the more prominent, older attacks (it’s an old post). 
4. "trigger warning for violence. recently there has been a lot of violence and abuse towards the asian community, particularly to the elderly....” Please look at what is happening to us. Another list of (older) attacks with points on the treatment of (East) Asians in general. 
5. "stay safe, stay informed, stay connected, support aapi, check on your aapi loved ones, stand with your aapi loved ones, stop the violence towards aapi, hate is a virus...” Mainly a repost of an Instagram post, also has links to many informational carrds. Go look at it, please. 
6. "IMPORTANT! PLEASE READ IF YOU CARE ABOUT THE ASIAN COMMUNITY AND WHATS HAPPENING TO THEM!....” Masterpost for helping resources and education resources and fundraisers and please please please just check this out. 
7. AMAZING conversation between Anti-Racism Daily and Michelle Kim on Instagram.  I LOVED watching this; it was incredible. Highly recommend. This is a galaxy-brain tier discussion. 
If it seems like I’m begging you, it’s because I am. Nothing else has worked, and honestly I’ve tried this before and it hasn’t either. I know I’m liked more when I’m not aggressive, but I’m not hiding my anger here. I’ve almost given up; I know better than to keep throwing myself at a brick wall. I feel vurnable and empty. 
Please. I know resources can be overwhelming.
I know it’s difficult for human, by the nature of our brains, to care about things that do not directly affect us.
I know that there is so much going on in the world taking up your emotional energy.
But please, please, please take the time out of your day to look at least one of these. 
Do you know about the Chinese Exclusion Act and Japanese Internment? Search that up. Read the Wikipedia summary. That’s good. You can do more, but every little thing you do to better yourself helps. You don’t have to feel bad if that’s all you do. 
Do you know about the model minority myth? You can freaking message me or send asks and I will explain it to you personally. I don’t care. I’ll do anything to help people understand us. 
Are you in a position of power over others? (Aka, do you run workshops or are you a teacher or an admin?) (look, both my parents are teachers; I have no idea how hierarchal job structure works outside of public education.) Please bring attention to this among your employees/students/subordinates/idk just your friends. You could literally just send them a slideshow of an Instagram post. I know at least one or two major news outlets have finally reported on this. Just play that clip for them. 
Please. I am begging every one who reads this to do something, any one small thing to help or better understand or support the East Asian community. If you’re a Black or brown or Native activist, keep focusing on your causes, but please don’t use that as an excuse to not help us just a tiny bit in ours. Your rising tide may list all boats, but do not ignore our sinking ship. 
In 1968, college students across ethnic backgrounds banded together to from the Third World Liberation Front. It was “instrumental in creating and establishing Ethnic Studies and other identity studies as majors in universities across the United States.” We did it before. We can do it again. 
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whytehousereport · a month ago
Mercy Ships and CURE International Partner to Provide Surgery For Children with Disabilities Across Africa
Mercy Ships and CURE International Partner to Provide Surgery For Children with Disabilities Across Africa
Mercy Ships UK volunteer anesthesiologist, Dr. Sarah Kwok Mercy Ships and CURE International have announced a partnership to provide specialised surgical care to children living with disabilities across the continent of Africa. Both organisations provide hope and healing to children living with disabilities through surgical care in under-resourced countries. Continue reading
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cbechervaise · a month ago
Changes Your Business Should Expect After the Pandemic
Changes Your Business Should Expect After the Pandemic
The novel coronavirus and the disease it causes have wreaked havoc on the national economy. Because the economy and the people cannot be truly separate, there have been some changes that may endure in business long after the pandemic has passed. You should be prepared to make some changes and keep going as a business. 1. Businesses That Actually Care It’s not surprising that during the…
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cafcainc · a month ago
Social Connection in the Age of Social Distancing - March 4th, 2021
You may have heard the old adage, “No man is an island,” and while I won’t bore you with the entirety of the old English poem from which it hails, its truth still prevails. No man is an island. Human beings are not meant to exist in social isolation.
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Your therapist isn’t passing the time with small talk when they ask about your social supports, they know that the benefits of social connection are vast. Social connectivity is linked to lower levels of anxiety and depression, higher self-esteem, and greater empathy for others. Research even suggests physical benefits, such as increased lifespan and an improved immune system. Consider a few differing mental health disorders- addiction, anxiety, and depression- and how social connections are often utilized in addressing their symptoms. Addiction treatment is often completed in a group setting, and further, members are encouraged to have sponsors or supports they can connect with on a more personal level to encourage one another throughout their ongoing recovery. Anxiety may manifest itself in the form of panic or anxiety attacks, and social connections may be helpful in guiding through grounding techniques. Social supports can also encourage reframing strategies when those dealing with depression are facing negative thoughts or cognitive distortions. The applications are countless, and Stanford Medicine may have put it best when addressing the cyclical advantages of social connection… “social connectedness generates a positive feedback loop of social, emotional and physical well-being.”
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But what now? It’s 2021, you may say. Social isolation and social distancing seemingly go hand in hand. Well, our friends at Stanford Medicine don’t leave us here. While loneliness may indeed be on the rise, we know that our social connectivity, and all those positive benefits, have more to do with our subjective feeling of connection than your number of friends or number of social events each month. Our sense of connection is internal, and we can begin to confront this state of mind when we become aware of it. So, what are you waiting for? Get creative. Be intentional at work. Join a church or support group. Be bold. Embrace technology. Utilize mental health professionals. You are not an island.
Kayla Holmes, LPCA
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