全球】女性和少数族裔人才更重视辅导项目

Women and Minorities Value Mentoring Programs 

Women and ethnic minority talent find formal mentoring programs valuable to their careers, but there are opportunities for companies to improve their programs to better serve this important employee base, according to a new survey by Heidrick & Struggles (NASDAQ: HSII), a premier provider of executive search, leadership consulting and culture shaping worldwide.

Among the findings, the survey found that of the 27% of respondents who said their organizations offer formal mentoring programs, nearly three-fourths (74%) of minority respondents participated - compared with 65% of respondents overall - indicating that formalizing the mentoring experience can be a key tool in helping this important employee base accelerate their careers and achieve professional growth.

Women and minorities were more likely to say that mentoring was extremely important to their careers; 30% of women said their mentoring relationship was extremely important compared to 23% of men, and 32% of minorities found it extremely important, compared with 27% of the overall sample. Further, minorities were more likely to say they found a mentor on their own at 25% compared to 18% of the overall sample, suggesting their organizations could benefit from establishing tools and forums to help them succeed in finding a mentor.

Other key findings of the survey include:

·Minority respondents more likely to say they formed primary mentoring relationship when they were in middle management (15% vs. 9% of the overall sample) and that they were currently in middle management (29% vs. 19%). The findings suggest an opportunity to engage minority talent with mentors at an earlier stage in their career, and that minorities may need more support at the middle-management level.

·A significant portion of respondents noted they were interested in mentors alerting them to opportunities inside their organization (37%) and getting connected with others who could help them advance in their careers (33%), indicating they may be seeking sponsorship versus mentorship. While mentorship and sponsorship are often used interchangeably, a sponsor advocates for someone's career advancement directly, while a mentor provides advice.

·Mentor-mentee relationships aren't long-term. The majority of respondents said their primary mentoring relationship lasted five years or less; just 8% said the relationship lasted 15 years or longer.

·Most professionals (56%) are motivated to engage with their primary mentoring relationship because they aspire to reach a similar point as their mentor in their own career. Other motivators included seeking a sounding board for advice and decisions (47%), situation similarities (40%), and sharing a similar background with their mentor (34%).

·While men are more likely to report that their primary mentor was a man and women are more likely to report that their primary mentor was a women, this is changing as a new generation enters the workforce. 86% of respondents over age 60 and 65% of respondents aged 51-60 had male mentors, while just 54% of respondents aged 21-25 had male mentors.

全球高级人才搜索、领导力咨询及文化塑造服务领域的领先供应商海德思哲（纳斯达克股市交易代码：HSII）的一项最新调查显示：女性和少数族裔人才群体认为正式的辅导项目对其职业生涯有价值，但企业也需要改善其辅导项目以更好地服务员工。

海德思哲的调查发现，27%的受访者表示他们的组织提供正式的辅导计划，近四分之三（74%）的少数族裔受访者表示参加过辅导，65%的总体受访者表示正式的辅导是帮助员工加快职业发展、实现专业成长的关键工具。

女性和少数族裔更认为辅导对其职业发展极其重要；30%的女性、23%的男性表示师徒关系极其重要；32%的少数族裔认为这种辅导关系极其重要，而总体样本中只有27%的人认为这种关系非常重要。此外，25%的少数族裔表示他们可以自己找到导师，而总体样本中18%的人表示如此，这意味着组织可以通过创建工具和举办论坛，帮助员工成功地找到导师。

该调查的其他主要发现包括：

·少数族裔受访者更倾向于认为处于中层管理职位时形成了主要的师徒关系（少数族裔和总体样本中分别有15%和9%的人持此看法），少数族裔和总体样本中分别有29%和19%的人目前处于中层管理职位。研究结果表明，在职业生涯的早期阶段，可以通过导师制吸引少数族裔人才，少数族裔在中层管理阶段可能需要更多的支持。

·很大一部分受访者（37%）指出他们对组织内部的导师感兴趣，有些人（33%）表示他们会与那些可以帮助其职业发展的人建立联系，这表明他们可能会寻求赞助和辅导。导师制和赞助制往往交替使用，赞助者会直接促进他人的职业发展，而导师则提供建议。

·师徒关系不是长期性的。大多数受访者表示其师徒关系持续时间为5年或者更短的时间，只有8%的人表示这种关系持续了15年以上。

·大多数专业人员（56%）致力于师徒关系是因为他们渴望达到与导师所在职位类似的职业阶段。其他因素包括寻求建议和决策（47%）、寻找相似情境（40%）、与导师共享相似的背景（34%）。

·男性更可能寻找男性导师，女性更可能寻找女性导师，随着新一代劳动力的加入，这种情况正在发生变化。86%的60岁以上的受访者和65%的51-60岁的受访者表示拥有男性导师，仅54%的21-25岁的受访者拥有男性导师。

小毛热线：021-32508112

翻译人：毛毓郁

来源：https://www.prnewswire.com/news-releases/study-women-and-minorities-value-mentoring-programs-but-findings-reveal-opportunities-for-improved-effectiveness-300575517.html

 

 

【美国】受到飓风袭击，美国失去33000个岗位

US loses 33,000 jobs after hurricanes

A pullback in U.S. hiring last month resulting from Hurricanes Harvey and Irma will likely prove short-lived, with a resilient job market pointing to gains in the coming months.

The unemployment rate fell to a fresh 16-year low of 4.2 percent, from 4.4 percent, the Labor Department said Friday in its September jobs report. The proportion of Americans with jobs rose to a nearly nine-year high. And even long-dormant wage growth showed signs of picking up.

The economy lost 33,000 jobs last month - the first monthly loss in nearly seven years - as the hurricanes closed thousands of businesses in Texas, Florida and other parts of the Southeast. Yet hiring is widely expected to rebound in coming months as companies reopen and bring back workers and construction firms ramp up repair and renovation work.

上个月，由于哈维飓风和艾尔玛飓风造成美国企业招聘市场的短暂下滑，但就业市场的弹性将在未来几个月使其获得收益。

劳工部周五在9月份的就业报告中表示，失业率从4.4%下降至4.2%，美国人就业人数的比例上升到接近9年的最高点。另外，长期处于休眠状态的工资增长也显示出了回升的迹象。

飓风导致在德克萨斯州，佛罗里达州和东南部其他地区关闭了数千家企业，这也造成了美国在上个月失去了33000个工作岗位--这是近七年来的首次月度亏损。然而，随着公司重新开放并带回工人，以及建筑公司开始进行维修和翻修工作，招聘人数普遍预计将在未来几个月内反弹。

小曹热线：021-32508119

翻译人：曹昀杰

来源：

http://abcnews.go.com/Business/wireStory/us-hurricane-damage-depressed-job-growth-september-50318933