Is Age Diversity in the Workplace a Pro or Con

Is Age Diversity in the Workplace a Pro or ConIs Age Diversity in the Workplace a Pro or ConAccording to a study by Virgin Pulse, 40% of bro workers stated that their coworkers were the primary reason that they loved their job.The modern office is a melting pot of different genders, educational backgrounds, cultural backgrounds and ages. Today, Gen Y or Millennials (born 1980s-2000s) make up about14% of the workforce, with Baby Boomers looming largest at 33% of the US working population. While perhaps notlage immediately noticeable, age can be a potentially challenging and polarizing factor in the office. As you evaluate your next career move, and look to find the coworkers that will help you love your job, its important to look at the zum vorteil vons and cons of working in an age-diverse workplace.ProsWorking with people who have different skill setsEach employee has a different set of skills that they use to excel in their position. Some are based on the employees educational back ground, others on the employees hobbies and interests, and still more may be based on their age and generation. For instance, consider that a Millennial may have finely developed typing, email etiquette and mobile application skills, but they may not have yet developed experience running meetings or writing professionally. In a diverse workplace, you will have the opportunity to work with people of all ages who excel in different things, which can promote a great learning environment.Greater opportunity for mentorshipThis is not difficult to understand. Especially for young professionals, the choice of your mentor can greatly help your career progress and accelerate. In an office environment that encourages age diversity, you will have the opportunity to seek out and get to know professionals with many more years of experience who could become your next mentor.Exposure to diverse opinions and perspectivesSuccessful geschftlicher umganges and their leaders understand the value of dif ferent opinions in the workplace. A company built entirely out of engineers may not excel at getting sales closed, PR mentions or customers served quickly and helpfully. One built entirely out of salespeople would probably not have a solidly built product. Diversity in experience, values, opinions and perspectives can bring to light new opportunities for business growth and acceleration, so having individuals with different amounts of life experiences and differing numbers of years in the workforce can be immensely helpful.ConsCommunication can be difficultAs with any diverse population, environments with different generations cooperating towards one common goal may struggle to communicate and understand one another. This can be particularly evident when dealing with individuals from differing generations. In this case, its important to try to balance conflicting needs and opinions while always avoiding inflammatory language. Try to remember to always assume the best of your coworke rs.Possibility of personal prejudiceEach persons background, including the age that they grew up in, can predispose them to certain prejudices. The workplaces in the 1960s were very different than they are today (just think of Mad Men) With issues of prejudice, its important to address them politely and openly while always escalating to management and human resources should there be an issue of extreme prejudice or harassment.Exposure to diverse opinions and perspectivesYes, you read that right. This can be a positive, as well as a negative, when considering your next workplace. Diverse opinions and perspectives, while being helpful in a constructive workplace, can also clutter an office and distract from the bottom-line by creating a hostile work environment. For this pro or con, how you approach your co-workers opinions and perspectives makes a large difference.There is a large opportunity to learn and grow as both an employee and an organization in a workplace that employs indivi duals from all generations. However, age diversity, like any difference between employees, can at times negatively affect office dynamics. These arent true cons as much as they are difficulties that employers and employees have to be actively aware of and address. Rather than ask Which environment is better? this is an opportunity for you as a job seeker to understand which environment will work better for your temperament and personality.

Customize this Outstanding Sample Insurance Resume 9

Customize this Outstanding Sample Insurance Resume 9Customize this Outstanding Sample Insurance Resume 9Create Resume Completed Business 101 at Cazenovia College, Cazenovia NY.Completed LOMA courses including, ACS, AIAA, and AAPA.Completed Computer Info Services 1, 2, 3, and 4 at Santa Monica College, Santa Monica CA.Experience2006 July 2007 Rose Greene Financial Services Santa Monica, CARegistered Administrative ManagerResponsible for opening and closing the business daily.Responsible for advertising and absatzwirtschaft. Submitting press releases, signing up for various online news services, and promoting the Branch.Responsible for reviewing client contracts and policies, completing all applications and paperwork from start to finish. This includes mutual kenntniserlangung transfers and deposits, life insurance, variable annuities, brokerage and advisory accounts, qualified and non-qualified, trust accounts, ugma, utma, 529, TOD and other investments.Create investment proposals a nd insurance illustrations for the Branch Manager to use when meeting with new clients and conducting regular reviews.This is an independent Branch of LPL.2006 2006 Mullin Consulting Inc. wohlan Angeles, CAPMR AnalystResponsible for the continued service and support of executive benefit plansResponsible for the quarterly and annual audits of Deferred Compensation versus Corporate Owned Life Insurance.Acted as the third party administrator for stock purchase programs, maintained financial records of vested and unvested shares for individual participants.Responsible for the production of financial statements, including annual and quarterly performance reports.Mullin was purchased by TBG Financial and the position was eliminated when the office was relocated from Downtown Los Angeles.2002 2006 AIG SunAmerica Woodland Hills, CABusiness Systems Analyst Manage daily projects and production support deliverables for Internet Services, act as content manager for aigretirementservices.com, this included the Automated Funds Transfer System for all mutual entdeckung sub account transfers online.Work closely with AIG Corp eBusiness and Marketing for internal and external marketing initiatives, including mass email campaigns and to implement new products and procedures on internal and external systems with the use of Cheetah Mail and other vendors.Work closely with Marketing, New Products, and our business partners to analyze current business systems, potential new systems, and effectively implement new functionality.Work with client management to identify and specify complex business requirements and processes.Responsible for developing QA testing scripts and working with the QA department for DEV, QA, Stage, and user acceptance testing, this included the testing of feststellung closures and name changes for mutual fund holdings within our products.Vendor negotiation experience.Senior Financial Services Representative Responsible for reviewing employees quality assuranc e scores and assist in the employees development Responsible for the training and development of newly hired employees joining the department. Training includes system training, company culture, and product information including mutual fund holdings, the legal aspects of fund transfers taken over the telephone, and how to read a prospectus. Responsible for my team in the absence of senior management.Financial Services RepresentativeAnswered a high volume of incoming calls from agents and clients on a daily basis, answered their questions regarding product marketing, ordering marketing material, and offered policy and contract service for our variable annuities, which included over 40 underlying mutual fund investments.Acted as a direct contact for high producers, offered dedicated one on one service for them and their back office for help in marketing and product specifics which included the variable mutual fund holdingsWorked with New Business, entering new applications, reviewing paperwork for accuracy, applying premiums and policy issue, this included making the initial investments into the variable sub accounts/mutual fund holdingsWorked for our Compensation Department processing change of agent and broker requestsAssisted our Policy Owner Services Department process financial and non-financial transactions such as 72T/72Q requests, 1035 exchanges, and direct transfers.Responsible for initiating and completing fund transfers between various mutual fund holdings within variable annuities, in addition provide information such as beta, Load, 12b1 fees, top holdings, and other specifics regarding the fund holdings, returns, and investments.2000 2002 MONY Life Insurance Company Syracuse, NYRegistered Representative/Conservation Specialist Developed and documented initial Conservation unit functions and procedures and updated current procedures to be used with the conservation of UL, VUL, FPVA, SPDA and Life policies and contracts, this included our variable an nuities and their mutual fund holdings Managed orphaned clients, conducted marketing pushes through regular mail campaigns and telephone, also conducted client surveys and documented results in access to review and analyze for future campaigns. Conserved in excess of $35,000,000 in FPVA (Flexible Premium Variable Annuity) assets, maintained an overall conservation rate in excess of 25%. Contacted clients directly regarding the surrender of their contracts and policies discuss the reasons why the client should remain with the company and re-sell the product to the client in order to maintain their business, which included a portfolio review of the underlying mutual fund investments including returns, top holdings, any associated load or no load funds available and potentially initiated a complete reallocation of the clients portfolio. Assisted the VA call center answering inbound calls from clients and Financial Professionals to help service VA contracts and completed mutual fund/sub account transfers, re-allocations, and offer service for variable annuity contracts. All our variable contracts maintained in excess of 25 variable mutual fund holdings. Maintained direct contact with Financial Professionals to offer assistance in conserving company assets as well as explaining new products, mutual fund and sub account holdings, services available, and the forms necessary for use with products. Received the excellence in Action award for excellence in my position.1999 2000 Sutherland Group LTD Syracuse, NYDirect schlussverkauf Associate/Account Manager 1 sales representative with most web space and ISDN/ADSL sales and upgrades. Contacted small business customers to offer upgrades to BellSouth InternetService, sold web space to business customers for advertising and registered domain names with Internic, a web hosting company.1997 1998 Metropolitan Life Insurance Co. Utica, NYCUSTOMER SERVICE REPRESENTATIVE/TEAM LEADER Processed dental insurance claims and held di scretion on whether a claim should or should not be paid, processed payments as they arrived. Provided customer service to insured clients, and their respective employers. Supervised 12-17 employees, depending on staffing, monitored CSRs to ensure proper customer service was provided and tracked vacation time and sick time for the employees in my unit.Military1995 1997 U.S. Army Reserve Utica, NYSpecialist/E4 Specialist in the United States Army. My duty was patient administration specialist and I received an honorable discharge on 01/10/97.Customize Resume

GoDaddy Promoted 30% More Women This Year ( Theyre Hiring)

GoDaddy Promoted 30% More Women This Year ( Theyre Hiring)GoDaddy Promoted 30% More Women This Year ( Theyre Hiring) How To Handle Grief In The Office Today, internet company GoDaddy released its annual diversity report which revealed that the promotions of women jumped 30% since 2016. Like many tech companies, GoDaddy has publicly prioritized diversity and inclusion in recruiting and retention. And their work has paid off.Thanks, in part, to work with the Clayman Institute for Gender Research in overhauling culture and enabling managers to consider all employees as potential candidates for promotion regardless of hand raising, GoDaddy has made significant headway in promotions especially in the ranks of female engineers.In September, Glassdoor spoke with Katee Van Horn, GoDaddys Vice President of multinational Engagement & Inclusion about the companys 180-degree turnaround. Once known for its bro culture and scantily-clad models in ads, Van Horn says a change was made when current CEO Blake Irving took the helm five years ago.I joke with people that Im never, ever going to get away from those commercials, ever, admitted Van Horn. Five years ago we made a change, our new CEO said were done with those commercials and it has been a great way to share that the internal culture that we have had for years is reflected in our external marketing. Instead of talking about ads, were talking about our products were talking about amazing work.Van Horn revealed that instead of simply recruiting more women and underrepresented minorities to improve their diversity numbers, the company pivoted internally.We said were notlage going to recruit a bunch of diverse employees until we have the right culture in place. We didnt want to hire a cohort of people, then have them come in and say This is not the place for me this is not the culture that I was sold by the recruiter. So we wanted to make sure it was definitely a place that they would feel included, they would feel like they could do the best work of their lives.Irving told Fortune Magazine , the 2017 diversity report doesnt tell the whole story. I think progress isnt just measured in numbers, the real jump is in womens promotion trajectory, he explains.Van Horn agrees. Its about the culture, the work, and are people able to show up as themselves at work, she told Glassdoor. And thats really what we have built that Im really proud of and excited to be a part of.GoDaddys 2017 diversity report also revealed that the number of women at the company increased by two percentage points since last year, from 24% to 26%. Meanwhile, 31% of senior leadership teams now consists of women, up from 26% in 2016.In spite of the progress, GoDaddy shows no signs of slowing down or backing off its commitment to inclusion. The Arizona-based company is using its best product to recruit and retain top talent of all backgrounds. We ask ou r employees to share their stories, says Van Horn.We also have a great Medium series that is called GoDaddy Brave . It features different stories from folks that have gone through a journey, whether thats gender transition, working in a job they didnt love and then coming to GoDaddy and finding their place. Whatever it might be, whatever their story is, they get to share those and then we share them broadly and ask people to go to share on social media because telling the stories - like those one-on-one conversations with someone at a recruiting event- is great. Thats a huge win for everybody.Watch Katee Van Horn discuss GoDaddys approach to diversity in recruiting at Glassdoor RECRUIT