HR can address gender inequities

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20 Under 40: JenniferDessoye

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Dr. Jennifer Dessoye is assistant professor of occupational therapy at Misericordia University and owner of Bright Beginnings Early Learning Academy (BBELA). Discontent with the early education curriculum and understanding of human development and neurolo (read more)

20 Under 40: Amy Hlavaty Belcher

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Amy Hlavaty Belcher, 39, owner and artistic director of Abrabesque Academy of Dancing, believes that for those who have been given much, much is expected. “I just try hard to do my best,” she said. I have been blessed with many opportunities and many gift (read more)

20 Under 40: Christopher Hetro

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Chris Hetro, 33, works hard and plays hard. “A strong work ethic is important, but finding balance outside of work is important because life is too short and you need to enjoy it,” he explained. As an electrical engineer and project manager at Borton-Laws (read more)

20 Under 40: C. David Pedri

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For attorney C. David Pedri, 37, it’s all about a combination of qualities that contribute to success. “My philosophy is simple: be open and honest, treat people the way you would want to be treated, with respect, and work hard to attain your dreams. The (read more)

20 Under 40: Ed Frable

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Ed Frable, 28, believes “if I work hard and stick to my word, good things will happen. My crew will not be deterred. We will re-evaluate our game plan and not give up until the job is complete,” explained Frable, the owner/operator of Ed Frable Constructi (read more)

20 Under 40: William H. Bender II

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William H. Bender II, CFP, CIMA, CRPC, loves what he does. “I’m lucky. I come to work every day excited to help the people and institutions we work with,” explained Bender, 34, first vice president at Bender Wealth Management Group, Merrill Lynch. The fam (read more)

20 Under 40: Angelo Venditti

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Angelo Venditti, 38, heard a call to the helping professions early on. Geisinger Northeast’s chief nursing officer answer was to volunteer for his local fire company. After high school, he became a paramedic, then enrolled in nursing school. Three years a (read more)

20 Under 40: Donald Mammano

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At 20, Donald Mammano began his own company, while attending the University of Scranton. Mammano, now 33, and president of DFM Properties, recalls, as a youngster, holding a flashlight while his father fixed the kitchen sink. “From that point on I was fas (read more)

20 Under 40: William J. Fennie III

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William J. Fennie III, 27, is always knocking on the proverbial door, because he knows one day, one will open. As an investment specialist with Integrated Capital Management (iCM) he cannot take “no” for an answer. “I make cold calls every day to invite f (read more)

20 Under 40: Marcus Magyar

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As an advisor at CAPTRUST Financial Advisors, Marcus N. Magyar, CFP, 30, provides comprehensive wealth management and investment portfolio services to business owners, executives, families and high-net worth individuals. His multi-disciplinary team of pro (read more)

20 Under 40: Heather Davis

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Heather M. Davis, 33, director of marketing and communication, is responsible for creating, overseeing and implementing a strategic marketing and comprehensive communications plan for The Commonwealth Medical College (TCMC). She is also responsible for pr (read more)

20 Under 40: Alexandria Duffney

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Alexandria Duffney, 30, is competitive by nature and loves a good challenge. These qualities have led her to her position as associate director of graduate admission at Wilkes University. Here she works with prospective students interested in enrolling in (read more)

20 Under 40: John Culkin

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John Culkin’s tenets inform: “Less haste equal more speed; the same boiling water that softens the potato hardens the egg, it is all about what you are made of, not the circumstances surrounding you; and don’t ask someone to walk a mile in your shoes, bef (read more)

20 Under 40: Conor O'Brien

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“What could be worse than getting to the end of your life and realizing you hadn’t lived it,” mused Conor O’Brien.” As co-founder and executive director of the Scranton Fringe Festival, O’Brien, 25, is responsible for leading the development of the overal (read more)

20 Under 40: Jessica Siegfried

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Jessica Siegfried, 38, is senior designer with BlackOut Design Inc., where she is responsible for all creative design at the full-service agency, from traditional branding and print to collateral and front end web design. “I’ve always had an interest in t (read more)

20 Under 40: David Johns

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David Johns’ career path has been shaped by his diverse experiences. As director of structural engineering at Greenman-Pedersen Inc., Moosic, Johns, 39, ensures that his engineering and consultant teams provide clients with their best effort. “We complete (read more)

20 Under 40: Robyn Jones

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Robyn Jones, 38, president of ReferLocal LLC, has learned just as many lessons from her business successes as she’s had from her failures — and she believes it’s important to share that knowledge with her employees. After graduating from American Universi (read more)

20 Under 40: Nisha Arora

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Nisha Arora, 36, tries to be the best version of herself every day. As general counsel for ERA One Source Realty Inc., she realized she cannot control other’s behavior so “I try to focus on myself and how I can be better,” she explained. Arora’s responsib (read more)

20 Under 40: Justin Sandy

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Starting at a young age in Hazleton, Justin C. Sandy, 33, found a passion for running. He became a member then a coach for Misericordia University’s cross country and track and field programs. “It was at Misericordia that I also garnered the profound sati (read more)

20 Under 40: Dr. Ariane Conaboy

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As a doctor of internal medicine at Physicians Health Alliance, Dr. Ariane M. Conaboy, 34, realizes the importance of human life and how fragile it can be at times. Conaboy graduated from Scranton Prep and the University of Scranton with a double major in (read more)

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New pub, eatery coming to Mohegan Sun Pocono

PLAINS TWP. A new pub and eatery is coming to Mohegan Sun Pocono, according to an announcement president and general manager Tony Carlucci posted on a Facebook page to employees. Its name is still being finalized, Mohegan Sun Pocono spokesman Cody Chapman (read more)

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Pires

By Michael Pires

According to the Center for American Progress, women make up only 14.6 percent of executive officers, 8.1 percent of top earners and 4.6 percent of Fortune 500 CEOs. Though female professionals have made progressive strides in the workforce, the numbers support the argument that traditional workplace discrepancies still exist and are a very real challenge for individuals and companies.

On an organizational level, it’s the responsibility of HR professionals to work toward closing this gap by tracking individual employees and working with executives to make sure female job candidates are proactively identified and being brought into the company. More importantly, they need to ensure that female employees are receiving the proper onboarding and training needed to acquire skills and experiences that will help them succeed and develop into future executives.

Progressive employers attract and retain the best talent and a diverse employee base gives companies an inherent advantage in business.

For medium to large-size companies, a single-database human capital management platform can give HR managers the data they need to inform executives of their current employee makeup and what gaps exist in both diversity and pay. The use of a comprehensive HR technology platform as the core system of record serves to benefit not only individual employees, but also the company as a whole.

Many HR environments utilizing the traditional pen-and-paper filing system, or disparate systems, likely will not have employee demographic statistics at their disposal and will fail to effectively and consistently identify gender and wage gaps within their companies. These figures and reports can be automated and viewed in executive dashboards in single-database, integrated human capital management (HCM) technology platforms. In many cases, the insights gained from these reports provide the early warnings and act as a catalyst for HR professionals to proactively recruit and develop female employees.

In a growing organization with a continuously changing employee base, it’s easy for demographics — especially gender statistics — to fall by the wayside, as HR priority is often placed on mandatory reporting procedures for legal compliance.

However, ignoring the issue will inevitably create disparities. Furthermore, picking and choosing which information is “most important” is a sure sign that a company has outgrown its human capital management system and needs adjustments to prevent inefficiency. The use of a HCM system to track all functions of a business and its people creates a seamless experience that maximizes company resources.

Once disparities are recognized and initiatives are put in place to attract and hire female employees, it’s up to HR to make sure programs are in place to retain and advance those employees so that they may develop into internal candidates for managerial roles. This is another area where HR can lean on technology.

An integrated, single-database HCM platform has the ability to track individual employees and identify what credentials they need to move up and take on larger and more visible leadership roles. This is essential information when identifying female candidates within the company and making sure they receive the proper training and experience to prepare them for managerial positions and leadership opportunities that arise.

With pinpoint data insights produced by a single-database HCM technology platform, employers and HR professionals can create personalized professional development paths for female employees.

Diversity in the workplace isn’t simply a matter of ensuring fairness. Statistics show that top performing companies leverage diversity to bring in new insights and perspectives and to excel past their competition. Diverse expertise can challenge tired strategies and incite positive and meaningful change. It’s up to HR to identify the existing gaps and work to solve them. Technology can help empower your organization and take you there.

Michael Pires is chief executive officer of JetPay HR and Payroll Services. Visit jetpay.com

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