MG Law Office’s Post

🌍 Redefining Roles for Greater Impact: Task-Focused vs. Outcome-Oriented Job Descriptions in Human Rights Work 🌍 In the fast-evolving field of human rights, the way we articulate roles can deeply influence our effectiveness and the enthusiasm of our teams. Here's a breakdown of the differences between task-focused and outcome-oriented job descriptions, and why the latter might be more beneficial for our cause. Task-Focused Job Descriptions list specific duties an employee needs to perform. For instance, an advocacy role might have tasks such as "draft four policy briefs per month." While clear, this method might restrict creativity, focusing solely on tasks rather than the broader impact of these actions. Outcome-Oriented Job Descriptions shift the focus to the results and impact of the work. For the same advocacy role, an outcome-oriented description could say, "shape public policy to better protect community rights, achieving measurable improvements in local legislation." This approach not only clarifies what success looks like but also inspires employees to innovate and find the most effective paths to these results. Why Outcome-Oriented is Superior: ➡ Flexibility: Gives staff the leeway to adapt their strategies to overcome challenges and maximize impact. ➡ Empowerment: Employees see the real-world impact of their efforts, boosting motivation and commitment. ➡ Skill Enhancement: Encourages the development of critical thinking and adaptive skills that are crucial in human rights work. ➡ Goal Alignment: Ensures that everyday efforts are directly linked to the organization’s strategic objectives. By moving from tasks to outcomes, we not only boost individual engagement but also drive our teams toward more innovative and impactful achievements. It's time to rethink how we define roles to create a more proactive and result-oriented approach in our fight for human rights! #HumanRights #NGO #Leadership #ResponsibleLeadership #JobDesign #SocialImpact #EmployeeEngagement

How companies can equitably assign high-profile work: https://lnkd.in/erfXTwVx

In our ongoing pursuit of diversity and inclusion, we're actively impacting recruitment across Europe's Financial Services sector. Leveraging new technology tools to enhance diversity data & analytics capabilities, we've analysed our data from strategic countries like the UK, Ireland, Luxembourg, Netherlands, and Germany, identifying trends and driving positive change in the industry. Here's a glimpse of our journey: Across Europe, we're proud to announce that in 2023, we saw a 3% increase in the number of females shortlisted for Compliance, Risk, and Legal roles, moving from 41% to 44% year-on-year, nudging closer to a 50/50 gender split. Additionally, we've seen an increase in candidates from ethnic backgrounds being shortlisted, rising to 48% from 45%. Moreover, the proportion of female candidate CVs sent to clients increased by 4% in 2023, from 37% to 41%, reflecting our commitment to amplifying female representation. Notably, there was also a 1% increase in candidates from ethnic diversity groups. The upward trend continued from shortlisted to placement, with 2% more females being placed in European Compliance, Risk, or Legal roles. Impressively, there was a significant shift in the diversity of placed candidates, rising from 45% to 56% of total placements. Our data-driven approach underscores our commitment to fostering an inclusive workforce within Compliance, Risk, and Legal professional talent across the European landscape. While progress has been made, further efforts across the industry are needed to ensure equitable opportunities. To learn more about our approach, please connect with our specialists: Isabel Anchebe, Associate Director, Head of Compliance, Europe, Danos Group. Mark Moorby, Managing Director, Head of Risk, EMEA, Danos Group. Peter Umesi, Director, Head of Risk Analytics, EMEA, Danos Group. Maame Eshun, Associate Director, Head of In-House Legal, Danos Group. Join us in shaping a future where diversity thrives! #DanosDiversity #InclusiveWorkplace #DataDrivenDiversity #DEI #SettingtheStandard

Women who are successfully landing roles are doing this ONE thing. They make sure the employer knows their name before they submit an application. Employers hire who they like, know, and trust. You must build the like, know, and trust factor to land a better paying job. Are you ready to land a better paying job? Click the link in my bio. #careercoach #corporatewomen #jobapplication

Team! Doing something I have never done before and may never do again... Announcing a face-to-face masterclass at our Women In Negotiation HQ for an intimate group of women in corporate who are looking for their next role. Whether you are unhappy in your current role and want to move to greener pastures or you are currently unemployed: 😢 If you have sent dozens or even hundreds of application letters… 😢 If you have been working with headhunters but so far none of the opportunities have worked out... 😢 If you want to switch industries or roles without starting at the bottom again…. ...come and join us! 🔥 Places are limited. We will spend a full day with an intimate group (max 10 pax.) deep-diving into my radical new approach to getting hired in today’s corporate world, putting YOU in control of the process. Here’s what you will learn: 💃 The way to figure out what you actually want to do with your career 💃 How to then pro-actively reach out to relevant stake-holders and get them interested in meeting with you 💃 What to say during those meetings, to learn if you should work together 💃 How to communicate that and why they should hire you, in a confident and comfortable way In short: you will learn everything you need to know to set you up for success in a job search on YOUR terms. What you will NOT learn: 💩 How to apply for roles the traditional way through responding to a job ad and hoping for the best The day will be about unlocking your potential and matching it up with a company worth your magic. We will do so through training and exercises and maybe I will throw in a role play or two. I need you to bring an open mind, a GSD attitude and an eagerness to learn. If that’s you, join us! Like I said: I might do this once and never again, so this is your one shot. First come, first served. When? FRIDAY 6 September, from 10-5PM Where? Women In Negotiation HQ in Bussum, The Netherlands (25 mins by train from Amsterdam) Who? Women eager to land their next great role in corporate Investment? EUR1K, plus VAT Apply here: https://lnkd.in/eBmmi-3k  

I didn't take a lot of photos at Administrative Professionals Conference, but this one I texted a few friends. It's TRUE. There were hundreds of women and a just a few handful of men. Why are there so many women in the administrative profession still in 2024? While it is becoming gradually more diverse, here are a few reasons: 📚 Historical Roots: Ofc, you have to start here. Admin roles were among the first professional jobs open to women, considered "women's work" in the 19th century. This really kicked things off. 💅 Gender Stereotypes: Today, traits like empathy and organization, often stereotyped as female, align with admin tasks, and thus subconsciously influence the hiring process. 🍼 Flexibility: These roles are seen as more flexible, appealing to women balancing work and family. (However, this is NOT always the case). ⛰️ Career Pathways: Admin roles provide exposure to executives, sometimes serving as stepping stones to other opportunities. I am curious to hear what others think about this phenomena? In my opinion, I think it's a wonderful career so I am so happy many women have this opportunity and have pioneered the evolution of the role. And I am grateful that the American Society of Administrative Professionals had the foresight to plan bathrooms accordingly 🤣

Curious about breaking stereotypes? Dive into our latest blog post exploring the role of male executive assistants! 💼💡 Link : https://lnkd.in/di_kAVXw #BreakingBarriers #ExecutiveAssistant #GenderEquality #iPAT

Curious about breaking stereotypes? Dive into our latest blog post exploring the role of male executive assistants! 💼💡 Link : https://lnkd.in/d5g7WBUj #BreakingBarriers #ExecutiveAssistant #GenderEquality #iPAT

Small businesses are crucial in job creation, accounting for two-thirds of new jobs. In 2022, 45% of private-sector jobs were provided by firms with fewer than 50 employees. Additionally, small businesses have shown a commitment to diversity by being more likely to hire women, minorities, and veterans than larger corporations. #SmallBusinesses #JobCreation #Diversity #WorkforceDevelopment