Since the 1980s the percentage of computer science degrees earned by women has fallen by more than half, to 18 from 38 percent. “Every company needs technology,“ Melinda Gates told BackChannel, “and yet we’re graduating fewer women technologists. That is not good for society. We have to change it.”
Study after study has shown this is true: that behavior of all sorts, from benefits usage to productivity, starts from above. And the leadership effect isn’t just about people at the very top.
Several market forces are bringing education assistance programs to the forefront of recruitment and retention strategies. More jobs require advanced degrees than ever before, and those degrees carry a higher price tag. Organizations that run effective tuition reimbursement and loan repayment programs stand to out-compete their peers by creating a better place to work.
Today’s young people are probably not at all what you think. If you ask what they want from a job (and we did) their answers might surprise you. And there are payoffs – in things like recruitment and retention — for employers who take note.
As each generation takes on its personal challenges it changes the formula. Women in the workforce necessitated child care. Aging baby boomers continue to necessitate elder care. As is so often the case, people don’t recognize the need for something until it becomes personal.
At a lot of organizations, tuition assistance programs are just a benefit. But that sells the program short. A really effective tuition assistance program shouldn’t merely satisfy a few talent goals as a side effect, said EdAssist VP/GM Mark Ward recently. It should have those talent goals built into the program’s design.
The economy’s improving and the hunt for the best people is on. So companies without a solid talent strategy risk falling behind.
It’s important for leaders to understand that our Millennials have so many choices. To secure the best talent, you have to provide them a compelling reason to stay — IBM Vice President of Human Resources Lindsay-Rae McIntyre
How committed employees are to an organization starts with how they feel about working there. And how appealing you are to potential new hires comes from what employees tell the world about your company. So your brand as an employer is as valuable as any other product you sell.
The list of Working Mother’s 100 Best Companies is out…and once again, it’s a prestigious group. Bright Horizons would like to congratulate all who were honored as one of the 2015 Working Mother 100 Best Companies. You set the standard for the entire professional and business community.
Employers looking to maximize tuition investments would do well to consider non-degree programs. Already embraced within the high-tech community, these non-traditional programs offer many industries a quick, less-expensive way to maintain critical skills.