Monique Marcotte, Vice-President of People and Culture, added: “This plan is rooted in the notion that our workplace culture must be truly inclusive in order to attract and retain top talent. Our strength lies in the unique perspectives that our employees bring to work each day. We want everyone to feel that their views and contributions are valued because they help us broaden our understanding of one another and better relate to the changing demographic makeup of our country.”This plan also complements the Diversity and Inclusion section of the career page of our corporate website. Both convey the importance of diversity and inclusion and share the many things we’re doing to make our programming content even more relevant, foster greater inclusiveness in our workplace culture and ensure our workforce fully reflects Canada’s demographics.About CBC/Radio-CanadaCBC/Radio-Canada is Canada’s national public broadcaster. Through our mandate to inform, enlighten and entertain, we play a central role in strengthening Canadian culture. As Canada’s trusted news source, we offer a uniquely Canadian perspective on news, current affairs and world affairs. Our distinctively homegrown entertainment programming draws audiences from across the country. Deeply rooted in communities, CBC/Radio-Canada offers diverse content in English, French and eight Indigenous languages. We also deliver content in Spanish, Arabic and Chinese, as well as both official languages, through Radio Canada International (RCI). We are leading the transformation to meet the needs of Canadians in a digital world.Diversity and inclusion fact sheet: Our progress so farBelow are highlights of some of the initiatives that have resulted from our ongoing efforts to promote diversity and inclusion in our content, workplace culture and workforce:ContentCBC North has been serving Canadians across the territories and in Northern Quebec since 1958. It provides radio, television and online services to seven communities (Whitehorse, Yellowknife, Inuvik, Hay River, Iqaluit, Rankin Inlet, Kuujjuaq) in eight Indigenous languages. In addition to offering services on CBC North, our main networks and regional stations also showcase Indigenous news, issues, and culture.Our award-winning Indigenous Unit is both a resource and a catalyst for more coverage across CBC/Radio-Canada. Recently expanded to more communities, it is helping us identify, recruit and develop Indigenous talent. It’s creating programs like Unreserved on CBC Radio, a powerful one-hour platform on our national radio network for Indigenous voices. The Legends Project digitizes traditional oral stories, legends and histories of Canada’s Inuit and First Nations Peoples from communities across the country. Our CBC Indigenous and Radio-Canada’s Espaces autochtoneswebsites are ensuring more Canadians learn more about this country’s legacy and its future.Since December 2017, Radio-Canada makes it compulsory for independent producers who submit a project to present a “diversity inclusion plan” with the objective of improving diversity in all its content.CBC Films (CBC Breaking Barriers Film Fund) is a narrative feature film fund that supports the production of English-language films from filmmakers and creators who bring diverse voices and stories that engage and reflect Canadians on the big and small screens. We look for projects that are written and directed by Canadian women, Indigenous persons, visible minorities, LGBTQ persons and persons with a disability.For the past four years, Radio-Canada has been leading a TV industry working group aimed at increasing cultural diversity in French-language fiction. The group has implemented a series of actions such as the Auditions de la diversité, which provide performance training for actors from visible minority communities. The working group also supports coaching for young scriptwriters and tours high schools, in order to encourage diversity students to pursue careers in TV production.Workplace cultureA number of internal initiatives foster greater inclusiveness in our workplace culture, including:The Developing Emerging Leaders Program equips an annual cohort of 15 diverse employees with insights, tools and strategies to skillfully take their careers to the next level.Employee Resource Groups (bring together employees who share common backgrounds and experiences, and provide mutual support and a greater sense of belonging, ex. women in technology and employees with physical or mental disabilities and their allies.)Both CBC and Radio-Canada offer paid journalism internships to Indigenous recruits with partners such as the First Nations University of Canada, Nunavut Sivuniksavut/Algonquin College and the First Nations Education Council (FNEC). Radio-Canada also collaborates with the Kiuna Institution (the Quebec post-secondary Indigenous college) to offer an initiation to journalism for Indigenous students.Our senior leaders learn about inclusive leadership and unconscious bias. That awareness fosters a culture of inclusiveness—one of our core values. Similar training is provided to other employees across the organization. “We want to make sure all Canadians are heard on our airwaves; that they—and their children—see themselves reflected on their public broadcaster,” said Catherine Tait, CBC/Radio-Canada’s President and CEO. “This plan sets clear objectives and a roadmap to get there. It builds on the work we’ve been doing to make our content, our workforce and our services better reflect all Canadians.”Building on past efforts and accomplishments, including those resulting from our previous 2015-2018 strategy, the new plan lays out the objectives for the coming years, provides workforce results for all our main business units, and details action plans by major services. WorkforceWhile our focus is not on targets, we do still monitor to measure our performance and the impact of our initiatives.The new diversity hires (Indigenous Peoples, members of visible minorities, persons with disabilities) result for Q1 2018-2019 of 27.2% exceeded our target of 25.4%. This is our best first quarter result since we started measuring this index in 2015-2016.We are the gender parity leader in the Canadian media industry with 48.9% women employed across CBC/Radio-Canada (+6.1% above the external labour force).We reached our Strategy 2020 goal of 2.1% for Indigenous representation, meeting the external labour force availability and the hiring rate of 3.1% surpassed this goal between April 2017 and March 2018.Between April 2015 and 2018, we saw over 40% increases for both the number of members of visible minorities and persons with disabilities. Login/Register With: Advertisement OTTAWA – CBC/Radio-Canada has unveiled its 2018-21 Diversity and Inclusion Plan. The new three-year plan sets out our strategy to better serve all Canadians by reflecting the full range of Canadian perspectives through our content, workplace culture and workforce. The Plan was launched at CBC/Radio-Canada’s Annual Public Meeting in Edmonton, where diversity and inclusion inspired this year’s conversation with Canadians on the importance of public broadcasting in today’s environment. With a view to increasing the diversity of its News staff, Radio-Canada revamped its hiring process for journalists at the network and regional levels over the last year, and we have removed potential obstacles for diverse candidates in our general knowledge and language proficiency exams.The candidates for the first-ever paid CBC Placements for Persons With Disabilities started in mid-September 2018and a national launch is being considered if deemed successful.We are the first Canadian media company to add gender and sexual diversity (i.e., LGBTQ+) to its voluntary workforce tracking metrics. Facebook Advertisement LEAVE A REPLY Cancel replyLog in to leave a comment Advertisement Twitter
Whether on Facebook, Twitter, or elsewhere, live video is almost certainly the hottest new distribution channel of the summer for publishers. Immersive video experiences provided by virtual reality headsets seem to be gathering steam as well, with The New York Times Magazine, Sports Illustrated, and InStyle, among several others, already getting in on the action. Lee adds that the company is using open APIs at its studios in New York and Des Moines to ensure uniform quality and methodology across brands, further indicating that this is a company-wide strategy. A third studio, in Seattle, is scheduled to begin live video production later this year. The company wouldn’t reveal specifics about upcoming initiatives planned once the new technology has been fully implemented, but Melinda Lee, Meredith’s newly appointed SVP and GM of video, tells Folio: that the jump into the new formats comes as marketers are increasingly seeking those capabilities in publishers. The women’s publishing giant whose massive audience continues to grow — as of yesterday’s statement, the company claims to reach 102 million unduplicated women in the U.S. — announced a commitment to expand its relatively nascent Facebook Live activity into a fully-fledged “video innovation” strategy encompassing live video, virtual reality, and 360º video. “We have developed creative expertise in VR and 360º in-house and are training all of our producers on these new production technologies,” Lee tells Folio:. “We started by experimenting on more affordable cameras, but have recently made the investment in higher-end cameras, too.” While Meredith seems no less bullish on the new video formats, Lee cautions that to fully realize the potential of any new medium, it is first necessary to attain a deep understanding of the technology and the ways in which audiences consume it. Yesterday, Meredith Corp. revealed that it, too, had joined the live video and virtual reality craze that seems to be sweeping the consumer publishing industry. “In order for content creators to fully utilize all the good things that live video and VR can bring to our audiences, we need to fully dive into engagement metrics and iterate on our ability to tell a good story through these new video production technologies,” Lee tells Folio:. “Video insights are more important than ever and we have made an investment here.”More on this topic The Mistake Brands Can’t Afford to Make with Virtual Reality Magazine Publishers Begin to Embrace Virtual Reality Facebook Pays Publishers Over $50 Million to Start Using Live Video Video Programming, Channing Tatum Star at Hearst’s First-Ever NewFronts Meredith to Partner with “Fixer Upper” Stars on New Lifestyle Mag UBM Takes Several Titles Digital-Only as Strategic Shift ContinuesJust In Four More Execs Depart SourceMedia in Latest Restructuring Shanker Out, Litterick In as CEO of EnsembleIQ The Atlantic Names New Global Marketing Head | People on the Move This Just In: Magazines Are Not TV Networks TIME Names New Sales, Marketing Leads | People on the Move Meredith Corp. Makes Digital-Side Promotions | People on the MovePowered by
(NOTE: GameStop is located at 246 Main Street in Wilmington.)GRAPEVINE, TX — GameStop is once again partnering with Autism Speaks to help increase awareness, understanding and acceptance of people with autism spectrum disorder. Throughout May, the video game retailer is focusing its annual in-store autism awareness campaign on raising funds for the newly launched NXT Gen Coders Program powered by GameStop and administered by Autism Speaks, aimed at increasing coding and programming skills for people with autism.From May 1 through May 31, GameStop will host its third annual in-store autism awareness campaign with 100 percent of donations going to Autism Speaks and helping fund the NXT Gen Coders Program. This program, powered by GameStop and administered by Autism Speaks, will focus on opportunities for coding and programing skill development for people with autism, so that they may be better equipped to take advantage of the one million jobs that the U.S. Bureau of Labor Statistics estimates will be open in the coding industry by 2020.With the vast majority of adults with autism unemployed or underemployed, GameStop and Autism Speaks are collaborating on the NXT Gen Coders Program to give talented young men and women a path to careers that match their training, abilities and interests.“We are proud to continue our commitment to raising awareness and providing support to the individuals and families impacted by autism,” says Jason Cochran, senior vice president of Store Operations for GameStop. “Through our ongoing partnership with Autism Speaks and the newly launched NXT Gen Coders Program, we are taking extra steps to provide individuals with autism the job and life skills they need to help them enjoy a more fulfilling life.”During this year’s campaign, GameStop is offering three ways guests can contribute to support people with autism:For the first-time, guests will have the option to donate up to 100 percent of their trade-in value to charity when they bring to GameStop their unused video game hardware, software, accessories, or consumer electronics.Donate $1 or more in-store or on GameStop.com and GameStop will provide triple PowerUp Rewards points on the donation amount.Donate PowerUp Rewards points to Autism Speaks in the PowerUp Rewards Center.GameStop’s continued support of Autism Speaks follows several successful campaigns since the partnership began in 2016, with more than $2.4 million in donations raised to enhance the quality of life for children, adults and families impacted by autism.“We appreciate GameStop’s generosity and commitment to the autism community,” said Autism Speaks President and CEO Angela Geiger. “Each year, 50,000 young people with autism enter adulthood, expanding a talent pool that is largely untapped. Creating employment opportunities requires innovative solutions, which is why we’re excited about the NXT Gen Coders Program.”(NOTE: The above press release is from GameStop.)Like Wilmington Apple on Facebook. Follow Wilmington Apple on Twitter. Follow Wilmington Apple on Instagram. Subscribe to Wilmington Apple’s daily email newsletter HERE. Got a comment, question, photo, press release, or news tip? Email firstname.lastname@example.org.Share this:TwitterFacebookLike this:Like Loading… RelatedBUSINESS BRIEF: GameStop Awards $250,000 In Grants To Increase Employment Readiness For People With AutismIn “Business”GameStop Partners With Autism Speaks for Autism Awareness MonthIn “Business”GameStop Collects $1.2 Million in Donations During Autism Awareness MonthIn “Business”,Like Wilmington Apple on Facebook. Follow Wilmington Apple on Twitter. Follow Wilmington Apple on Instagram. Subscribe to Wilmington Apple’s daily email newsletter HERE. Got a comment, question, photo, press release, or news tip? Email email@example.com.
Anisul Huq. File photoPrime minister Sheikh Hasina’s Awami League government will amend a relevant law to try Bangladesh Jamaat-e-Islami party for crimes against humanity during the 1971 liberation war, law minister Anisul Huq said on Wednesday.The AL government, in its earlier tenure, pledged time and again to try Jamaat as a political party which opposed creation of Bangladesh by supprting the Pakistan military regime in 1971.A number of top leaders of Jamaat were convicted for crimes against humanity under the International Crimes Tribunal Act and executed earlier and the tribunal recommended trial of the Jamaat as a party.Law minister Anisul Huq, who also held the same portfo between 2014 and 2018, told the media on Wednesday that the the International Crimes Tribunal Act would be amended to make it suitable for trying the Jamaat as a political party.Jamaat, a key component of the BNP-led 29-party alliance, is a party which is de-registered from the election commission’s list.The AL’s archrival Bangladesh Nationalist Party, complained many times that the AL camp has been doing politics by not banning the Jamaat to attain political gain despite the former’s criticism of it.However, the new law minister said the current administratrion of premier Sheikh Hasina would make all the necessary arrangements to ensure that Jamaat is banned.”As per the directive of prime minister Sheikh Hasina, the draft of the amended law will be sent to the cabinet division for placing it before the cabinet meeting,” Anisul said while talking to reporters at the secretariat.The AL government reportedly took initiative to amend the law to ban Jamaat four and half years ago and Anisul too said on several occasions that the revised law will be placed in the cabinet meeting.Jamaat’s registration with the election commission was declared illegal by the High Court on 1 August 2013 following a writ petition filed in 2009 by Bangladesh Tariqat Federation’s secretary general Rezaul Haque Chandpuri and 24 others.Still the verdict was not enough to bar the party from carrying out its politics. A total of 22 Jamaat leaders participated in recently held 11th parliamentary elections, but under the umbrella of the BNP.Jamaat, considered a major Islamist political organisation in the South Asian sub-continent, started its journey in 1941 under the leadership of Syed Abul A’la Moududi with the name Jamaat-e-Islami Hind.The party was banned in Pakistan in 1964 during General Ayub Khan’s regime.Jamaat which opposed Bangladesh’s liberation in 1971, was banned again after independence.The BNP’s founder Ziaur Rahman allowed Jamaat along with some other banned political parties to allow them to carry out politics and since then the party participated in most of the general elections, except the ones held in March 1988, February 1996 and January 2014.
Kolkata: Fire broke out at the first floor of Priya Cinema Hall, one of the premier movie theatres of the city, at around 10:15 pm on Sunday. According to initial reports, the heater of a momo counter has been said to be the cause behind the mishap.Five fire engines rushed to the spot and brought the blaze under control. The owner of the theatre Arijit Dutta, along with four of his family members were rescued from the building. Rescue work is still underway. However, no casualties have been reported as of now. Mayor Sovan Chatterjee visited the spot soon after the incident and surveyed the area and the extent of damage.Preliminary investigation has revealed that the momo counter which caught fire, did not have enough fire extinguishers in supply. A forensic team is likely to visit the spot on Monday morning.
Free Webinar | Sept. 9: The Entrepreneur’s Playbook for Going Global Opinions expressed by Entrepreneur contributors are their own. 5 min read During their first week at work, new tech employees at Asurion, a technology-support company in Nashville, are locked in a room and told to “escape.” It’s all part of their training. And it’s a game.Related: Why You Should Supercharge Your Workplace With GamificationAs part of the exercise, small teams at the company are tasked with figuring out how to “escape” the room, by working together to solve challenges designed to reflect their new roles.These tasks can range from something as simple as resetting a router to more complex issues involving multiple operating systems.”The Escape Game concept allows Asurion to tap into its employees’ innate affinity for gaming, while reinforcing skills and traits important for their job,” Vincent Phamvan, senior director of innovation, explained via email.The escape game, he said, “gives new employees — primarily millennials — hands-on experience with the latest technology devices, while honing the critical skills and traits they’ll need to provide top-notch customer experience.”Not to mention, it’s fun. Yet while Asurion’s Escape Game may be innovative, it’s not necessarily appropriate for every company, because not every entrepreneur has time to design his or her own game.The good news, however, is that HR tech tools are offering companies gamification activities to improve their employees’ work experience. Here are four:AxonifyDescription: a modernized corporate-learning solutionCompany headquarters: Waterloo, OntarioAt Home Décor, a home-accessories retailer based in Plano, Texas, has implemented Axonify in 100 stores, covering more than 2,000 associates. Kiosks with the learning platform are located in break rooms, and each day, employees log in and complete short training modules with an option to play a game to test their knowledge. They can also earn badges and other rewards.Related: How Gamification Is Engaging Customers and Employees Alike“When we made our training program engaging and relevant, with some fun built-in, we noticed a significant increase in participation,” Valerie Davisson, chief people officer, said via email. “We now see a 99 percent participation among our store associates; have reduced onboarding time by 90 percent; and have increased sales among stores with the highest knowledge levels.”LimeadeDescription: a corporate-wellness platformCompany headquarters: Bellevue, Wash.Kindred Healthcare, a nationwide company with a variety of healthcare centers, wanted to create a wellness program that would meet the needs of its diverse workforce. With Limeade, the company was able to choose and develop a variety of ways for its employees to improve their own health.”My favorite challenge is ‘Move Across America,'” said Andrea Romisher, the company’s VP of benefits, based in Louisville, Ken. “We formed teams, and our folks posted pictures on Instagram and Facebook, showing how they were taking steps across America. And we have some real heroes out there.”She went on to say that because of these types of competitive programs from Limeade, more employees are completing well-being assessments, making them better educated about how to take care of their health. AmbitionDescription: an all-inclusive performance-management systemCompany headquarters: Chattanooga, Tenn.Ambition allows organizations to create and track competitions designed to motivate employees. In fact, when an employee hits a goal, individuals can choose a YouTube clip to play on the office TV in celebration.“One of our reps has She’s a Bad Mama Jama as his anthem,” Adam Harless said via email. Harless is sales operations leader of Prezi, a presentation software company in San Francisco. “Every time that thing plays, the whole office knows he’s achieved something of note.”Harless went on to say that the biggest benefit from Ambition is the increased visibility it allows. By playing the game, all members of the team stay aware — and have fun with — the latest performance data.YouScienceDescription: career-planning softwareCompany headquarters: Nashville, Tenn.YouScience has drawn on 40 years of research to develop assessments that guide people on their career path. But instead of putting users through tests and skills quizzes, the game has them play brain games.Then, each individual receives a report detailing his or her skills and potential good job fits.While this technology was primarily designed to help job seekers, there’s great potential for employers to use it, as well. For example, interns and entry-level employees could complete the program to show the talents they have to offer the organization.Related: Effectively Manage a Remote Team via GamificationSupporting internal mobility is another feature the platform provides. If a valuable employee wants more opportunities or a career change, a stint playing YouScience’s brain games may well reveal new roles he or she could fill within the company. June 29, 2017 Register Now » Growing a business sometimes requires thinking outside the box.