The PRWIRE Press Releases https:// 2019-11-13T23:40:16Z SharpDrive Discuss Fighting Fatigue When Driving 2019-11-13T23:40:16Z sharpdrive-discuss-fighting-fatigue-when-driving SharpDrive have observed that while it is difficult to objectively measure and quantify, the symptoms of fatigue typically fall under three categories: Physical: sleepiness, yawning, loss of appetite, heavy eyelids, micro-sleeps and even accidental and unnoticed periods of sleep that can last anywhere from 1 to 30 seconds. Mental: difficulty in focusing, slowed reaction times, forgetfulness, poor recall, impaired logic and uncharacteristic risk taking. Emotional: feelings of depression, anxiety, irritability and moodiness. Obviously, the possiblity of any of these occurring while you are driving a car could be fatal, and SharpDrive suggest a number of steps that can be taken to manage fatigue while driviing, beginning with getting enough high-quality sleep: The average person needs 7-9 hours each night, or within a 24-hour period, and the best quality sleep is obtained in a single block and ideally as much as possible before midnight. Similarly, they suggest you should avoid stimulants. Alcohol, nicotine and caffeine all impact your ability to get a high-quality sleep. Alcohol and caffeine are also both diuretics, which means they flush water from your system, increasing the chance of wakefulness with needing to use the toilet as well as dehydration. They also advise that proper nutrition and exercise go a long way in combating fatigue and stress, and a good, healthy diet and exercise will provide you with the energy you need to get through the day. However, if you feel your eyelids getting heavy, you must pull over in a safe parking space and take a nap. If required, take a 15-20 minute power nap, but not longer as this can make you more tired, so set your alarm. Finally, ensure you think ahead about what is coming up in your schedule (both personal and at work) and consider how long distance driving may affect your energy levels. When we manage our energy and levels of tiredness both at home and at work, the risk of fatigue-related incidents are significantly reduced. For more information on online fleet driver training, online truck driver training and online driver training modules please go to . One Aussie couple share their inspirational tale of how to do a sabbatical just right 2019-11-12T12:40:07Z one-aussie-couples-share-their-inspirational-tale-of-how-to-do-a-sabbatical-just-right Taking sabbatical leave is something many people dream of, but making it a reality can often feel a lot more complicated. However, one Aussie couple have found a new solution which is perfect for budget-conscious travellers, giving them the chance to travel the world and save money in the process.  Now, they’re ready to share their own travel success story with a wider audience – helping to inspire anyone approaching burnout to take a break, reset and refresh!  Stepping away from life as we know it comes with many great benefits, as two London-based Australians, Sarah Blinco and Cooper Dawson, know all too well. Battling anxiety and stress caused by their 21st-century lifestyles, the pair quit their jobs to travel and pet-sit.  Today’s estimates suggest that modern 30-somethings won’t retire until they reach their 70s, which seems a long time to live with discontent and a couple of short breaks per year. This is what prompted the pair, both in their 40s, to make a leap of faith. Determined to show others what’s possible, they sold everything and have now been on the road for more than six months.  “There’s lots of misconceptions about travel for extended periods of time,” says Sarah. “We wanted to show that it’s possible to take a career break at any age. I turned 40 and applied for sabbatical leave from my busy communications job in London. My job is held for me for a year, and I have the chance to reset, re-frame and do something amazing with my time. Cooper has done the same thing, taking time away from his teaching career.” The couple are eager to stress that any obstacles can be got around with some ingenuity and imagination. “We always wanted to travel beyond a week here or there, but we were stopped by the usual fears,” says Sarah. “What if the work world changed while we’re gone? Now we’re making it happen – and we’ve never been happier.”  Their plan has so far seen them embrace travel as an opportunity for growth, applying to house sits and quickly accumulating a long list of bookings. They’ve since taken care of more than 20 dogs, two horses and a cat – all while saving thousands per month in accommodation costs.  Some of the major benefits of taking a sabbatical include improved confidence, and the space to explore new ways of working, too. While travelling, Sarah and Cooper are experimenting with online businesses and freelancing. CN Traveller reported in early-2019 that by 2020, more than 50% of the UK and USA’s workforce would be freelance. It may sound like a staggering figure, but this represents larger societal changes which are prompting more and more people to adopt a new approach to both life and work.  Sarah and Cooper are happy to discuss how they planned their sabbatical, travel and house-sitting. They have plenty of advice to share and are available for interviews or to be used in case studies.  To find out more about their unique journey, head to their online home at or find them on YouTube at Findex targets talent growth in 2020 with appointment of Chief People Officer, Jane Betts 2019-11-06T05:24:36Z findex-targets-talent-growth-in-2020-with-appointment-of-chief-people-officer-jane-betts Melbourne, VIC — Wednesday 6 November 2019 — Findex, one of Australasia’s leading integrated advisory firms, today announces the appointment of Jane Betts in its newly created role of Chief People Officer (CPO). Designed to supercharge Findex’s people strategy, this newly created role will sit in the executive management team and be responsible for the driving the group’s employee engagement, retention and acquisition strategies. Findex employs over 3,000 staff in regional and metropolitan Australia and New Zealand, delivering accountancy and advisory services to a client base of more than 250,000 individuals, over 80,000 businesses and over $17bn funds under advice. With plans to continue its merger and acquisition strategy in 2020, (having already completed 6 acquisitions in 2019 and 5 in 2018), Ms Betts is a welcome leadership appointment in this space.  Speaking about her appointment, Ms Betts said, “I am delighted to be joining Findex as Chief People Officer and am excited by the focus a newly created role brings to the group. Findex is at an exciting point in its talent evolution and I’m looking forward to building on Findex’s existing strengths, as well as looking at our talent development strategies as the team grows in 2020.” Spiro Paule, Findex CEO, also commented on Ms Betts’ appointment saying, “Elevating the Chief People Officer role to an executive level is a demonstration of our commitment to nurturing, developing and growing our people. We believe that our ability to retain and attract industry leading talent is what enables us to deliver best in class solutions to our clients and the broader market place. We’ve experienced growth in a number of key areas for us in 2019 and look forward to what 2020 and beyond holds for our people.” Across 2019, Findex announced 57 new partners and invested strongly in its regional expansion, positioning it as regional powerhouse in the advisory space through its 110 office network. Ms Betts brings to the group over two decades of experience in senior HR leadership positions across major financial services organisations. She most recently joins from AGL, where she was GM for People Partnering, Strategy and Transformation, supporting the transition and benefits realisation following its major investment into the business model last year. Prior to this, Ms Betts was Group Executive for Human Resources at Australian Unity, which experienced a 200% growth in headcount during her three years in post. Ms Betts starts in post from 6 November 2019. NOTES TO MEDIA Media inquiries: Sophia Pellatt, Icon Agency +61 3 9907 5012 Jane Betts is available for comment on request. Please submit questions to ABOUT FINDEX What we do We provide uniquely tailored, integrated solutions for people, businesses, government organisations and institutions that transform and grow as their needs do. Our story began over thirty years ago with a vision to provide a holistic offering to help clients achieve their financial and lifestyle goals, in one place. Now, as one of Australasia’s leading integrated advisory firms, we pride ourselves on a high-touch, personalised approach to help our clients achieve their financial, professional and life goals. Through our 110 locations across New Zealand and Australia, we provide you with a single point of contact to oversee all your financial affairs, working collaboratively with others from within Findex and broader marketplace. Our scale allows us to offer competitive solutions from a location convenient to you, respond to international and national issues, while understanding and supporting local communities.  Supporting local communities Since 2017, we’ve contributed over $1 million to support community health, education and entrepreneurial initiatives through the Findex Community Fund. Our community support also extends to empowering regional entrepreneurship through the FoundX program, connecting communities of regionally based start-ups, entrepreneurs and small business owners. Findex is also the proud founder of the SproutX Accelerator program for agtech start-ups, an Australian first, which focuses on solving tomorrow’s problems, today.  Growing with Australia and New Zealand We have 3,000+ staff, 250,000+ individual, 80,000+ business clients and over $17bn funds under advice. Almost 95% of our Partner group are equity holders in our business across Australia and New Zealand. Our team of 3,000 have demonstrated expertise in the business advisory, wealth management, audit, performance consulting, accounting and tax space. We have the 5th largest accounting offering in Australia. We work with agribusiness, Not-For-Profits, Education, Government, SME and individuals and are committed to them. Global network Findex operates the Australasian arm of Crowe Global, ranked eighth largest accounting network in the world. We’re proud to be a member of this network, and celebrate that for over 100 years, members of Crowe have made smart decisions for multinational clients working across borders.  These global ties are crucial for our work with governments, regulatory bodies and industry groups to shape the future of the profession worldwide. With exceptional knowledge of business, local laws and customs we provide lasting value to clients. Churchill Fellowship recipient to help Australian primary industry and national food traceability 2019-11-05T23:00:51Z churchill-fellowship-recipient-to-help-australian-primary-industry-and-national-food-traceability Peter Carter, Director of Business Development and Innovation at GS1 Australia, has been awarded a highly-esteemed Churchill Fellowship, which will benefit agriculture exports. Mr Carter will investigate one of the most pressing challenges for Australian primary industry: traceability for the modern supply chain to ensure export market access. To support ongoing operations and achieve the National Farmers’ Federation goal of $100B worth of primary production in the next 10 years, an increased awareness of methods and techniques for traceability and quality assurance in other parts of the world is necessary. The consequences and costs for Australian industry are likely to be significant if compliance with importing country requirements are not met. Mr Carter’s farming background and his passion for digital transformation of agricultural supply chains has led to his investigations. He is firmly focused on supporting Australian agriculture with enhanced national traceability through a better understanding of the best practices and capabilities being developed abroad. In 2020, Mr Carter will travel to Vietnam, China, Ireland, the United Kingdom, Belgium, Italy, Canada and the United States exploring commodities including eggs, milk, oranges, red meat and wine. Visits with international producers and processors will provide a first-hand understanding of the measures and traceability processes that are in place, how effective they are, how markets are changing and what export market customers are expecting. “Through the Fellowship, I hope to learn from others and intend to bring back techniques and methods used in other parts of the world to address challenges being faced by Australian industry. For example, a smart way of identifying eggs to enhance traceability and provide customers with confidence,” Mr Carter said. Mr Carter has already championed CSIRO and industry efforts to improve traceability and regulatory aspects to help make Australian industry more competitive. He has also been actively engaged with Federal Government agencies such as the Department of Agriculture and Water Resources, and industry bodies including Food Standards Australia New Zealand, to address national traceability challenges. “When I return, I am looking forward to taking part in industry discussions and experimentation with new ideas identified through the investigation,” he added. Mr Carter is one of 115 recipients from across the country who have this year received the prestigious award worth some $3.35 million collectively. “Being recognised as a Churchill Fellow is a celebration of curiosity. They are ordinary Australians with extraordinary abilities and aspirations,” said Adam Davey, CEO of the Churchill Trust. To find out more about the Churchill Trust visit For more information on GS1 Traceability visit ends About GS1 Australia: GS1 is a neutral, not-for-profit organisation that develops and maintains the most widely used global standards for efficient business communication. We are best known for the barcode, named by the BBC as one of “the 50 things that made the world economy”. GS1 standards and services improve the efficiency, safety and visibility of supply chains across physical and digital channels in 25 sectors. With local Member Organisations in 114 countries, 1.5 million user companies and 6 billion transactions every day, GS1 standards create a common language that supports systems and processes across the globe. For more information visit the GS1 Australia website or follow us on LinkedIn, Twitter and our YouTube channel. History of Churchill Fellowships and The Winston Churchill Memorial Trust Five decades ago, just four weeks after the death of Sir Winston Churchill on 28 February 1965, the “Churchill Memorial Sunday” doorknock appeal was held across Australia. The doorknock was to raise funds for an unusual type of memorial to Sir Winston - something like Rhodes Scholarships, but more egalitarian, and available to all people and on a much wider basis. The concept, endorsed by Churchill before he died, was Fellowships, bearing his name, for ordinary people - providing a unique opportunity to travel, learn, and bring knowledge back to their country. Such was the admiration and respect that Australian fighting men and women of World War II held for Churchill, that this became the greatest one-day doorknock in Australian history. Funds collected from everyday Australians together with donations from Government and Australian companies totalled the princely sum of 2,206,000 Pounds ($4,412,000). That laid the foundation for an incredible opportunity – Fellowships offered annually and worth on average $27,000 each, available to Australians who want to make a difference. The Winston Churchill Memorial Trust was established to administer not only the total funds raised by the 1965 Appeal, but also the Churchill Fellowship award scheme. Since the inception of the Churchill Trust, more than 4,400 Australians have identified projects where overseas research allowed them to bring back vital networks and skills. Further information: Tracey Kelly-Jenkins, GS1 Australia 03 8581 5982. Julia George, Churchill Foundation 02 6247 8333. Caption 1: Peter Carter receives his Churchill Fellowship certificate from Her Excellency the Honourable Margaret Beazley AO QC, Governor of New South Wales at Government House. Caption 2: Peter Carter from GS1 will use his Churchill Fellowship to investigate export market access for food commodities and wine. Macquarie University offers SAS Certification as part of Online Global MBA 2019-10-20T22:58:42Z macquarie-university-offers-sas-certification-as-part-of-online-global-mba Media release. Sydney: 21 October, 2019  Macquarie Business School at Macquarie University has partnered with SAS, the leader in analytics to offer SAS Certification as part of its Global MBA program.  The new, entirely online Global MBA program was launched in May 2019 to focus on building future-focussed capabilities and is the first such degree to be offered on the popular Coursera platform – in which SAS is also a partner – in the Asia Pacific region.  Macquarie Business School’s Global MBA course has two intakes a year and the school is delighted with the response to its introduction, as reflected by an intake of 140 students in the first year.  Macquarie University is ranked in the top one per cent of universities worldwide and the School’s Global MBA is designed for professionals who want to future-proof and accelerate their careers from wherever are located.  The curriculum is designed to build six cross-disciplinary management capabilities – Leading, Strategising, Analysing, influencing, Adapting and Problem Solving -- which have been highlighted by the World Economic forum as the skills needed in the workplace of the future. The course also features a stackable model that allows students to earn certificates and start learning before committing to the full program.  Speaking at the signing of the partnership agreement, Associate Professor Lan Snell – Macquarie Business School’s Academic Program Director for the Global MBA – said, “We are proud to partner with SAS, one of the leading enterprise analytics providers.  “The future of work and learning is about collaboration and building ecosystems to optimise the learning experience and student choice. SAS has a strong learning culture and our partnership with them demonstrates this value. Co-creating curriculum, thought leadership, and developing learning pathways for SAS workforce through the Global MBA are just some areas where we are creating values.”  Responding, David Bowie – Vice President of SAS Australia and New Zealand – said, “SAS congratulates the Macquarie Business School for the far-sighted concept and objectives of the Global MBA.  “As highlighted by the 2018 Deloitte Millennial Survey – which found that 43 percent of millennials expect to change jobs within two years and 62 per cent consider ‘gig’ careers viable – rising generations are increasingly seeking to equip themselves with the  skills they will need in the future, whatever careers they follow.” SAS Certification: Graduates of MGSM’s Global Online MBA program will also qualify as SAS Certified Visual Business Analysts and will be listed as such in the SAS Certified Professional Directory, which is commonly accessed by employers and recruitment agencies, internationally.  News ends  About Macquarie Business School: Macquarie Business School offers the acclaimed MGSM courses including the global top 100 MGSM MBA, to help you rewrite the rules of business. MGSM courses combine practical learning and innovative thinking with a multidisciplinary approach. Their courses give you the resilience and versatility to meet current and future challenges in a shifting business landscape. They provide a dynamic, collaborative environment where staff of experienced academics and industry experts and corporate partners give students the platform to understand and lead on real business issues as they learn. About SAS: SAS is the leader in analytics. Through innovative software and services, SAS empowers and inspires customers around the world to transform data into intelligence. SAS gives you THE POWER TO KNOW®.  For further information from SAS: Nicholas Quirke on 0414 975 391  or Mundipharma baby boom follows 18 week parental leave policy 2019-10-20T22:40:09Z mundipharma-baby-boom-follows-18-week-parental-leave-policy Mundipharma has welcomed a wave of colleagues choosing to start or grow their families following the implementation of our new Paid Parental Leave Policy. The policy was introduced in January 2018 and offers 18 weeks of paid parental leave on full pay for primary carers, regardless of gender, and two weeks paid partner leave. This is independent of, and in addition to, any Government-provided leave, and can be taken any time up to three years after birth or adoption. In 2018, 10 female colleagues benefitted from the new policy, with half choosing to take 18 weeks leave at full pay, and half opting for 36 weeks leave at half pay. Two male colleagues also accessed their two weeks of paid partner leave. So far in 2019-2020 Mundipharma has 11 female and two male colleagues who have either started or are planning to start their 18 weeks of paid parental leave as a primary carer, and three male colleagues who have taken or are planning to take two weeks paid partner leave. With just under 200 employees across Australia, about 25 per cent of Mundipharma’s female field force will have benefited from the policy during 2018 and 2019. Before the policy was implemented, only five employees began parental leave in 2016 and no colleagues took parental leave in 2017. “I am thrilled that our male colleagues are beginning to feel empowered to take on the role of primary carer,” said Jane Orr, Managing Director of Mundipharma Australia and New Zealand. “This means our policy could be helping the female partners of our employees return to work and help drive the societal change necessary to redress gender imbalances associated with child care.” The Paid Parental Leave policy was introduced alongside a range of employee benefits and flexibility options including education grants, study assistance, generous insurance coverage, a transition to retirement policy, and support leave for care givers. According to the Australian Bureau of Statistics, 95 per cent of primary parental leave outside the public sector is taken by women, and twice as many women provide primary care to a person with a disability compared to men[i]. “All of these polices were designed to support healthy and happy homes for our employees and their families, while helping confront gender disparity,” Ms Orr said. “Many of us could not contribute to our full potential at work without the love and support of the families we go home to. Congratulations again to all the new, and soon to be, Mundipharma mums and dads, we look forward to seeing many more beautiful baby arrival announcements.” [i] Australian Bureau of Statistics, 4125.0 - Gender Indicators, Australia, Table 10.1: Total number of hours and minutes per day spent on work (employment related and unpaid) (September 2017). Six steps to a healthier working environment from Catherine Davidson, leading mediator, negotiation expert and workplace wellness educator. 2019-10-17T05:33:03Z six-steps-to-a-healthier-working-environment-from-catherine-davidson-leading-mediator-and-negotiation-expert-and-workplace-wellness-educator How can companies create a more dynamic, more productive and, more profitable work environment – and at the same time improve employees’ health, reduce absenteeism and cut legal claims. The answer, according to Catherine Davidson, Founder and Principal of Catherine Davidson Mediation Services (CDMS), is to focus on boosting workplace wellness – channeling conflict into a positive.   Davidson, a former commercial litigation lawyer who specialises in helping companies achieve higher levels of workplace wellness, presented at Australia’s giant festival of workplace health and wellness, the Workplace Wellness Festival 2019 and at the world’s largest conference on happiness and wellbeing, Happiness and its Causes 2019. She says that improving workplace wellness can deliver commercial advantage and is one of the keys to building a sustainable and profitable business.   Here are her top tips for creating a working environment that promotes positivity and productivity and helps bring out the best in people.   1. Conduct an organisational health check Before you introduce any kind of workplace wellness program it’s worth discovering your employees’ biggest concerns. Are they, for example, stressed by a difficult relationship with a manager or colleague? Do they have more work than they can complete within working hours? Are they worried about leaving work on time to meet other commitments? How confident are they to disagree with their boss? It’s important to understand what your employees are worried about so that you can help address their concerns.   ‘Once you understand the stressors staff are facing you’ll be in a better position to design a working environment where they are able to relax and do their best work,’ says Catherine.   2. Invest in your people Forward thinking companies, such as Google and Atlassian, are renowned for their employee benefits and wellness programs. Initiatives might include staff kitchens with healthy food and drinks and exercise and relaxation classes. Catherine’s approach is about providing people with a skill set and capacity to work through workplace conflict and issues not just providing ‘things’’. More companies are embracing this well received, proactive approach.     ‘Investing in employee wellbeing pays dividends – with fewer sick days, lower staff turnover and higher levels of employee engagement which in turn leads to greater productivity and therefore profitability,’ says Catherine.   3. Encourage people to be themselves at work People are most likely to be engaged and do their best at work when they feel accepted and valued. Employers that actively promote a culture of acceptance and inclusion can help reduce employees’ stress levels and keep them healthy and happy at work.   ‘Employers should allow people to bring their whole selves to work and encourage them to say what they think and take risks. Making mistakes and sharing them enables the entire team to learn from the experience and offers up psychological safety,’ says Catherine.   4. Embrace difference Embracing difference means understanding and appreciating that different people bring unique personality traits, skills and perspectives to the workplace, and that the mix is enriching.   ‘Meeting and working with people with whom we don’t perhaps have a lot in common can be the best way to learn to collaborate, innovate and thrive. Instead of fearing difference, we should look for what we can learn from it,’ says Catherine.   5. Understand that conflict can be constructive Any group or team of people is bound to disagree from time to time. Those disagreements can be the best way to improve on the status quo, generate new ideas and, ultimately, to foster growth. The key to extracting benefit from conflict is to develop effective communication and negotiation skills to help ensure people communicate and engage with each other – and work towards effective solutions.   ‘Conflict is normal, inevitable and potentially creative – yet most organisations see it as a problem and put in place people and systems to manage and deal with it. I advise people to explore and embrace the opportunities that exist in the space between difference and disagreement – there can be a huge amount of value there,’ says Catherine.   6. Create a company culture where disagreement is safe Employees need to know that disagreeing with colleagues and management sometimes is normal - and essential for a healthy working environment. Encourage people to develop communications skills that enable them to share new ideas and suggestions that might be perceived as critical in a positive and respectful manner.   ‘Talking about conflict management in the workplace is quite a narrow way of looking at things,’ says Catherine. ‘In fact, conflict resolution skills are essential life and well-being skills and something we should all nurture and develop.’   To find out more about Catherine Davidson and how she works with clients to enhance workplace wellness visit:   ENDS   For further information please contact: Tel 0415 290023 Data analytics and virtual assistant skills most sought after by employers, global report says 2019-10-15T21:57:26Z data-analytics-and-virtual-assistant-skills-most-sought-after-by-employers-global-report-says Data analytics and virtual assistant skills most sought after by employers, global report says 16 October, 2019: As the US Labour Department reports a slowing in hiring of traditional jobs and the Conference Board’s Help Wanted OnLine Index 1.3% during the month of September, releases its Q3 Fast 50, a quarterly index of the most sought after skills, showing key skills like data analytics and virtual assistants are experiencing the biggest employer demand with growth in these fields soaring 58.9% and 55.6% respectively in the quarter. is the world’s largest freelancing and crowdsourcing marketplace globally by users and number of jobs posted: During Q3 2019 473,000 jobs were posted globally on ends Q3 2019 with over 38 million users globally and 660,000 users in Australia, more than twice the number of employees working right across Agriculture, Forestry and Farming, Australia's biggest industries combined. The Fast 50 Report charts the quarterly movement of the top 50 fastest growing and declining job type categories within’s global online marketplace, which today includes more than 38 million people across 247 countries, regions and territories around the world. The Freelancer Fast 50 data is the leading forward indicator of trends in online jobs related to industries, technologies, products, and companies. The key takeouts from the Q3 2019 Fast 50 Report include: 58.9% growth in demand for Data Analytics, from 1114 to 1770 jobs, demonstrates an increasing need for employers to seek skilled workers to analyse and interpret data and identify emerging trends. Q3 saw a 55.6% increase in jobs, from 7,925 to 12,329, for Virtual Assistants, rising from tenth to second fastest growing skill in demand, with tasks from data entry to social media posting being sought. Quarterly demand for Matlab and Mathematica, Mechanical Engineering, Algorithm declined but is expected to rebound as demand for all artificial intelligence skills increase globally. Book Writing and Translation services emerged as trends to watch. Book Writing is an interesting outlier in the Q3 2019 Fast 50, with demand growing 29.6% (2,134 to 2,766) to place it 19th in the fastest growing list. It was the only creative arts skills to crack the top 25. Translation skills in Russian shot into the number 7 spot, accompanied by English, Spanish and French at numbers 20, 21 and 24 respectively. “Large and small businesses are still hiring but not always in traditional ways. Forward thinking, innovative companies - especially those looking to streamline and scale - are increasingly looking to crowdsourcing markets like to build an elastic labour force that’s on demand, high quality, speedy, and often filling gaps in niche skills requirements,” Freelancer CEO and founder Matt Barrie says.  “The demand from data analytics indicates more savvy businesses are seeking these highly specialised freelancers to help determine business decisions that increase revenue, improve operations, respond to emerging market trends and gain a competitive edge, while virtual assistants are streamlining processes and creating efficiencies and cost savings.” The Top Freelancing Jobs of the Third Quarter of 2019 The top 10 jobs which have shot up the scale this quarter are Data Analytics, Virtual Assistant, Microsoft Office, Copy Typing, Transcription, Word, Russian Translation, Bookkeeping, Email Handling and Customer Support. Russian Translation was another interesting outlier in the top 10, but English, Spanish and French Translation also saw strong gains over the quarter, indicating that freelance translators are in high demand. 1.   Data Analytics  From using big data to understand cryptocurrency to  improve firefighting it’s no surprise Data Analytics shot into the number one most in demand skill during Q3 2019 as companies grapple with making sense of increasing volumes of data. With the data analytics market forecast to grow to USD$275 billion by 2023, the 58.9% growth (from 1114 to 1770 jobs) in demand on during the third quarter indicates a significant demand for crowdsourcing skills in this field to draw interpretations from data. Projects on the range from developing trading strategies to understanding business trends. Despite dropping to 14th place in Q3 (from 5th in Q2 2019), demand for Data Processing Skills remains strong with continued growth at 38.6% in Q3, compared with Q2, 2019.  With most data scientists spending 80% of their time data ‘wrangling’- the process of inputting and transforming “raw” data into a format more appropriate for processing, Copy Typing remains in the top 10 most in demand skills, growing 53% (6,988 to 10,692), taking fourth place. See these projects on for some examples. 2.   Virtual Assistant As all the biggest tech companies scramble to create smarter AI powered virtual assistants, like Amazon Alexa, Microsoft Cortana, Apple Siri and Google Duplex to conquer business and home administration, nothing yet beats the artificial-artificial-intelligent assistant, that is, a human virtual assistant. Demand for these Virtual Assistants via saw a strong 55.6% growth in Q3 2019, from 7,925 to 12,329, rising from the 10th fastest growing in Q2, to the second fastest growing in Q3 2019.  Virtual Assistants can cover a wide range of tasks, with projects posted on calling for expertise in everything from providing customer service to social media marketing and blog posting. These jobs are ideal for those who’d like to work from home or around hours required for other jobs. These versatile freelancers are well placed to see demand for their skills continue to rise as entrepreneurs, CEOs and senior management delegate administrative tasks to others so they can focus on growth. 3.  Microsoft Office The resurgence of Microsoft Office under the helm of Satya Nadella is evident in Microsoft Office shooting to the third most in demand skill this quarter. Since publishing the Freelancer Fast 50 Report, demand for Microsoft Office has been in decline until it made its first appearance in the Fast 50, growing 31.2% to place 15th in the second quarter this year (2018 to 2740) and rising a further 54.2% in Q3 (2,683 to 4,137). Volume of demand for Microsoft Excel remains higher than Microsoft Office and a similar growth trend is seen with demand for Microsoft Excel skills entering the Fast 50 in Q2 with 33.3% growth to 20th place (18,493 to 23,744) and further upward movement, 33.5% growth in Q3, to 16th place with (14,898 to 20,098). This skill set is often much more complex than just typing and data entry, with one freelancer on the platform using his Excel and programming skills to automate a task and reduce the time it took from 20 hours each week to just one hour.  4.   Copy Typing Although copy typing moves from second to fourth place, demand rose 53% (6,988 to 10,692), following a 50% rise in Q2, and remaining in the top 10 for the second quarter in a row. In addition to data cleaning, employers are seeking skilled freelancers who specialize in transferring handwritten notes into an editable format like this Australian employer needing pdf files converted to word documents. 5.   Transcription While advances in machine translation accelerate, such as facebook using mathematics for automatic translations of words, the need for human intervention is shown in Unbabel recently receiving $60m funding to adopt a blended machine and human approach to translations and live Transcription services, demonstrated in this project requiring someone to understand multiple accents. Freelancers specializing in Transcription were hired for 3,981 projects in Q3 2019, up 52.2% from Q2.  The Freelance Jobs That Saw Demand Decline Several skills in the Freelancer Fast 50 saw a decline in Q3, though these declines largely fell in job categories that saw significant rises in Q2, and could represent a reversion to the mean. The skills that saw the largest declines were Matlab and Mathematica, Mechanical Engineering, and Algorithm. Matlab and Mathematica and Algorithm skills factor heavily into Artificial Intelligence and Machine Learning, so it's likely these skills will see a strong rebound in demand in the months ahead. The overall picture provided by skills in decline is the fluidity of the freelancing marketplace. Skills that have seen strong rises in previous quarters saw demand fall off in Q3, while many skills that shrank in demand in previous quarters posted strong rises in Q3. While there may be some volatility in quarter-to-quarter demand, the freelance market overall remains vibrant and growing. Rising stars: the emerging jobs to watch Book Writing Book Writing and Ghost Writing for fiction and non-fiction allowed the creative arts to crack the top 25, in an otherwise administrative and technology focused skills list. Book Writing saw a 229.6% growth (2,134 to 2,766), placing it in the 19th spot for the fastest growing skill in demand by employers on In contrast, Academic Writing dropped out of the Top 25 from its number four spot in Q2 2019 indicating a seasonal need for outsourcing academic writing jobs. Translation A variety of language skills were in hot demand in Q3 2019. Russian translation dropped into the number 7 spot of most in-demand skills with a 50.9% rise.  English translation saw a 28.5% rise in demand over the quarter, from 20,402 to 26,215. Spanish and French also grew in demand by 26.5% and 24.7%, respectively.  ENDS Name Job Count Q2 2019 Job Count Q3 2019 % Increase/Decrease 1 Data Analytics 1114 1770 58.89% 2 Virtual Assistant 7925 12329 55.57% 3 Microsoft Office 2683 4137 54.19% 4 Copy Typing 6988 10692 53.01% 5 Transcription 2615 3981 52.24% 6 Word 3642 5512 51.35% 7 Russian 1371 2069 50.91% 8 Bookkeeping 1525 2234 46.49% 9 Email Handling 2134 3126 46.49% 10 Customer Support 2956 4229 43.06% 11 Freelance 1117 1573 40.82% 12 Data Entry 28706 39439 37.39% 13 Customer Service 2889 3927 35.93% 14 Data Processing 15017 20098 34.90% 15 Web Search 10610 14262 34.42% 16 Excel 23389 31233 33.54% 17 PDF 3122 4159 33.22% 18 React.js 2653 3450 30.04% 19 Book Writing 2134 2766 29.62% 20 English 20402 26215 28.49% 21 Spanish (Spain) 1223 1547 26.49% 22 Internet Research 2426 3051 25.76% 23 Digital Marketing 1419 1774 25.02% 24 French 2209 2754 24.67% 25 BPO 1428 1777 24.44% 26 C++ Programming 8060 7574 -6.03% 27 Civil Engineering 1041 970 -6.82% 28 Arduino 1814 1688 -6.95% 29 Adobe Flash 1270 1175 -7.48% 30 Machine Learning (ML) 2910 2683 -7.80% 31 Research Writing 14444 13228 -8.42% 32 Database Programming 1521 1390 -8.61% 33 Swift 2291 2091 -8.73% 34 Programming 1425 1298 -8.91% 35 Statistics 2361 2142 -9.28% 36 PCB Layout 1317 1191 -9.57% 37 Mathematics 2712 2451 -9.62% 38 Electronics 3499 3147 -10.06% 39 Objective C 3388 3032 -10.51% 40 Shopping Carts 1398 1250 -10.59% 41 Microsoft Access 1034 914 -11.61% 42 Computer Security 1240 1094 -11.77% 43 Network Administration 2159 1901 -11.95% 44 Report Writing 6791 5955 -12.31% 45 Engineering 4764 4148 -12.93% 46 Electrical Engineering 3960 3444 -13.03% 47 Statistical Analysis 1664 1422 -14.54% 48 Algorithm 3270 2782 -14.92% 49 Mechanical Engineering About ​Freelancer​ ®  Twelve-time Webby award-winning is the world’s largest freelancing and crowdsourcing marketplace by total number of users and jobs posted. More than 38 million registered users have posted over 16 million jobs and contests to date in over 1,600 areas as diverse as website development, logo design, marketing, copywriting, astrophysics, aerospace engineering and manufacturing.  Freelancer owns StartCon, Australia's largest startup conference, expo and entrepreneur community established in 2009,, the world’s largest Internet marketing community & marketplace, and, the world’s largest provider of secure online escrow and online transaction management for consumers and businesses on the Internet. Freelancer Limited is listed on the Australian Securities Exchange under the ticker ASX:FLN. CxO Equip Launches Sydney’s First Silicon Valley Retreat 2019-10-13T21:57:28Z cxo-equip-launches-sydney-s-first-silicon-valley-retreat MEDIA RELEASE - For Immediate Release _____________________________________________________________________________ CxO Equip Launches Sydney’s First Silicon Valley Retreat SYDNEY (October 14, 2019) - Sydney’s growing management consulting company, CxO Equip is launching “Business Titans 7X Retreat” (BT7X) featuring a program that equips executives with the “Silicon Valley essentials” behind growing and scaling their own businesses. BT7X will bring 30 Sydney executives together with Silicon Valley venture capitalist, Marco Robert in an environment to learn how to generate multiple streams of income and build a legacy. BT7X will be hosted in Thailand and kicks off on December 10.Robert comments, “Sydney executives have more potential than any other market I've seen. Their level of maturity in business surpasses some of the greatest minds in Silicon Valley. Yet they are frustrated by the bureaucracy and snail-paced innovation of corporate Australia. When they learn to create their own businesses, they become unstoppable forces.” BT7X aims to address this gap so that executives have a solid foundation for business and personal growth. Participants of the retreat will learn about the “BAHO” method, developed by CxO Equip founder, Oscar Chavez to show people how to achieve financial certainty.  Participants will also learn how to solidify their business model and go to market strategy, how to increase productivity and how to multiply their earnings by leveraging the top Silicon Valley business growth strategies.The exclusive retreat will be hosted in a luxurious and secluded villa, with a few surprise tours and activities planned to fire up the festivities. Marco Robert is a leading business turnaround specialist, executive coach and international keynote speaker who started his entrepreneurial journey at the age of 14. By the age of 30, Robert had built his wealth and was able to retire in Mexico.  However, Robert’s retirement was short-lived when he was betrayed by a friend and business partner who stole millions of dollars from him. Forced to return to Canada, Robert was able to rebuild his wealth within just a few years through his smart work ethic and endless dedication to succeed. Oscar Chavez, founder of CxO Equip, went from ex-The Voice Australia contestant on Team Delta to an executive leadership coach and international keynote speaker. He is also an ambassador for non-profit organisation tackling human slavery, A21.  For more information and to register for Business Titans 7X Retreat, visit MEDIA CONTACT: Oscar Chavez, +61403360364, ----------------------- END OF RELEASE ----------------------- S P JAIN Global listed as the only Australian Business School on the FORBES list of the world’s top international MBAs 2019-10-09T00:52:09Z s-p-jain-global-listed-as-the-only-australian-business-school-on-the-forbes-list-of-the-world-s-top-international-mbas S P Jain Global’s flagship Global MBA program climbed four places to be ranked #12 in the world in Forbes’ latest ranking of the world’s top 1-year international MBA programs, ahead of prestigious Hong Kong University, HEC Montreal, Erasmus (Rotterdam), Cass and Hult.  Forbes’ biennial ranking of the world’s best 1-year and 2-year international MBA programs is based solely on the return on investment achieved by business school graduates. This year, the Forbes ranking compared the earnings of the Class of 2014 in their first five years post-MBA. S P Jain’s Class of 2014 reported a net gain of USD 61,300, even higher than the 2-year MBA programs of NYU, USC, Georgia Tech, UNSW Business School, Schulich School of Business, Penn State and other top international business schools.  “We are thrilled to have climbed in the Forbes MBA rankings this year, especially as these rankings are student-focused. Since 2011, our Global MBA has consistently featured in top MBA rankings by the Financial Times, Forbes and The Economist. It is particularly thrilling to see that S P Jain Global is also now more highly ranked than much more established 1-year and 2-year MBA programs,” said Nitish Jain, President of S P Jain Global.  “We owe much of this success to our unique tri-city model that has resulted in more emotionally intelligent and globally-minded graduates who have gone on to do very well in their careers, both in India and outside.” The 15-year-old School presently boasts of a 7000+ alumni community that is spread across 30 countries, including Singapore, Australia, Chinna, Denmark, France, Georgia, Germany, Hong Kong, Malaysia, New Zealand, Spain, Switzerland, UAE, UK and the US. Photograph: International graduating class of 2019 Dr. Balakrishna Grandhi, Dean of the program, said, “When it comes to global jobs, our graduates have the distinct advantage of having lived and studied in three of the world’s top business cities. They have first-hand knowledge of how to operate in a global business environment – a skill that is much valued by recruiters. They undertake projects with top companies, interact with business leaders and thinkers, go on cultural tours and develop important global skills.”  “This is a proud day for us graduates from the Class of 2014! The fact that the program continues to gain international recognition and a steady rise in prestigious MBA rankings, like Forbes, is evidence that the unique learning ecosystem that the School provides, thanks to its global model, is both relevant and impactful. The Global MBA has been a stepping stone to new careers, new prospects, greater responsibilities, leadership roles and so much more for many, like me, and this latest ranking is a testimony to that,” said Shivani Naik (Global MBA 2014) who is presently working at Reliance Industries Limited.  The Forbes MBA rankings, along with Financial Times and The Economist, are among the most prestigious MBA rankings in the world, and SP Jain Global is the youngest business school in the world to get all three.  Photograph: Nitish Jain, President of S P Jain Global -ends- Future-proofing top priority for Australian corporate leaders: report 2019-09-19T23:25:20Z future-proofing-top-priority-for-australian-corporate-leaders-report Senior leaders in Australia’s biggest organisations have identified future planning and trend forecasting and investing in people as some of the top challenges facing them into 2020 and beyond, according to a new report released by Lighthouse Group today.   Lighthouse Group’s inaugural Organisation Development Leadership Survey: Building Tomorrow’s Leaders Today. 2020 and Beyond took the pulse of Australian CEOs and senior leaders to give an insight into the state of organisation development to embolden leaders to identify opportunities in their own leadership development pathways.   The report surveyed these leaders on a range of issues related to leadership within their organisations, with all respondents occupying C Suite positions with companies of 200+ employees.   As businesses increasingly operate in a climate where advances and technology and industry disrupters have shaken up the business landscape, change– and the ability to embrace and adapt to it – has become the “new normal”.     According to Lighthouse Group’s Peter Nankervis, this is affecting senior leaders across different industries.   “The research shows that CEOs face major challenges and don’t know where their businesses will be in five years and are concerned they aren’t far enough along the digital transformation pathway,” Mr Nankervis said.   “The report found that 23% of leaders are concerned with where their industry will be in five years and how they need to shape strategies to prepare for this.   “Within this context, it is really interesting to see what senior leaders see as the key enablers. It was no surprise that Ownership and Accountability continue to be the number 1 mindset and behavior sought after by Senior Leaders.   The report found that recruiting the right people for the right jobs and investing in future leadership in companies were seen as being equally as important to an organisation’s longevity and ongoing success.   Other key findings include: Growing talent and leaders within an organisation is the outcome that most motivated 23% of respondents to achieve in their own leadership roles. Building a high-performing culture is seen as the most important strategic enabler to ensure future success within an organisation for 30 per cent of respondents. Communications, customer acumen and strategic skillsets were seen as the most important to build within an organisation, with each being nominated by 30% of respondents.   Mr Nankervis said the results of the survey show that while leaders recognise there are challenges posed by technology, they also realise their people are still their most important assets.   “The good news is that many of the concerns voiced by the leaders who participated in the survey can be addressed by developing leadership strength across all levels of their organisations,” Mr Nankervis said.   “Businesses can and will succeed and thrive in a rapidly changing world by investing in leadership, developing strong internal cultures and having the right structures in place to navigate change,” he said.   Lighthouse’s Organisation Development Leadership Survey – full report attached.   For more information contact Carolyn Thomas Marketing Communications Manager Lighthouse Group. 0400 784 643 Workplace wellbeing continues to elude corporate Australia – leadership disparity the concern 2019-09-18T12:01:52Z workplace-wellbeing-continues-to-elude-corporate-australia-leadership-disparity-the-concern The concept of workplace wellbeing is not new and although many Australian corporates see the potential for positive business / commercial outcomes – they’re not really improving the daily lives of employees.       Wellbeing programs have grown exponentially in recent years with more and more organisations investing in health paradigms to increase productivity, engagement, and talent retention to get a return on their investment.   But wellbeing is not merely the absence of illness of disease.  It maintains a person’s physical, mental, emotional, and social health.   Leaders are the biggest influence on the behaviour and mindset of their teams. But most organisations have little visibility into whether their leaders are developing their people, or merely reacting to the needs of the day – and therein is the problem.   The relationship between effective leadership and wellbeing is closely linked. When we see disparity between leadership and wellbeing, stress flourishes.   Hence the need to focus on your staff’s stress levels.   So, why is it that mental health conditions cost Australian workplaces around $10.9 billion each year?   $4.7 billion in absenteeism.   $6.1 billion in presenteeism (being at work longer than necessary because of perceived job insecurity).   $146 million in compensation claims.   One in five Australian employees experience mental health conditions such as depression and anxiety.    At a human level, we don’t want to see the people around us suffer. At a business level, mental health issues impact our day-to-day operations and performance.    Challenges and setbacks in the workplace (and life) are inevitable. Stress, conflict, talent attrition, policies, performance and technological change are constant.   As individuals, we have basic human needs to deal with these challenges. We crave social support, physical safety, health, and a feeling that we can cope with whatever is thrown at us.   More than ever, employees are asking for help from their employers to meet these needs.    11 questions business leaders need to ask themselves   1.  Are you cultivating a high-performance culture? 2.  Are you encouraging learning through reflection? 3.  Are you exploring better ways of doing things? 4.  Are you making team members accountable? 5.  Are activities consultative and interactive, or didactic and one-sided? 6.  Are you challenging people’s way of thinking? 7.  Are you driving your team’s performance with positive conversations? 8.  Are you creating a learning journey and empowering team members? 9.  Are you fostering collaboration and innovation? 10.Are you empathic, compassionate and kind? 11.Are you ‘walking the talk’?     Understanding the causes of stress in the workplace will highlight interventions to mitigate stress and enhance wellbeing to positively drive performance.    6 reasons we stress at work 1.  Demands - workload, work patterns and work environment 2.  Support - inadequate support colleagues 3.  Relationships - conflict, bullying, and harassment 4.  Role - lack of clarity and conflicting roles 5.  Control - having too little say about their work 6.  Change – poorly managed organisational change   Keep in mind these common stressors. Continually act to address them and build the resilience of your staff.   Because resilience helps cultivate a healthy, productive environment. It helps retain workers with the right values and behaviours. It protects their mental and physical health. And it helps them deliver quality work consistently.    The benefits of fostering resilience   Of all the things we experience in our lives, nothing defines our character more than the way we respond to setbacks and adversity.   Resilience helps with: - Higher performance and quality of life - Leadership at every level - Positive workplace culture - Employee engagement - Worker retention - Enhanced job satisfaction - Greater self-awareness and understanding of others - Better decision-making    Building and maintaining our leadership and wellness tools helps your team to be highly engaged and productive. It will lead to successful outcomes and a positive culture.    To maximise your potential and that of your team, you need to be immersed in an environment that cultivates the habits of high performance.    It’s bigger than what happens at work.   A holistic leadership model fosters diversity, inclusion, workplace quality, business ethics, community and environmental sustainability.   So, ask yourself: How well are you looking after your staff? And who is looking after you? Issued by Keen Edge Media Enquiries:  Mr. Joe Perri, Joe Perri & Associates Pty Ltd                               Mobile: +61 412 112 545  Email:   New Report: Expats returning home are key to unlocking Corporate Australia’s competitive edge 2019-09-13T01:36:09Z new-report-expats-returning-home-are-key-to-unlocking-corporate-australia-s-competitive-edge Sydney, Australia | 13 September 2019 – Australian expats returning home are an untapped talent pool for recruiters and businesses, a report by Indeed, the #1 job site in the world and Advance, the organisation that celebrates and connects members of Australia’s global diaspora, reveals.   The report, ‘They Still Call Australia Home’ explores the attitudes of Australian business and recruitment decision-makers towards Australians who have travelled and worked abroad. It also captures the job-seeking experiences of Australians who have worked, or are working, overseas and navigating their return to Australia. A key highlight from the report’s findings is the need for Australian businesses and recruiters to broaden their search to include expats returning home to Australia.   According to the findings, nearly three quarters of respondents (71%) reported a positive experience from hiring a returned expat while almost 3 in 5 (57%) of recruiters identified that recruiting returned Australians has a longer-term strategic benefit.   While recruiters expressed concerns that expat candidates who recently returned home lacked strong Australian business networks, in fact nearly half (49%) of those returning from a stint overseas reported eventually finding employment through their own networks. This demonstrated that expats returning to Australia are indeed benefitting from maintaining strong connections back home.   By overlooking Australian talent in global markets, employers are limiting their options. In fact, 65% of the survey respondents believe Australian businesses are creating an environment that discourages Australians working overseas from returning.   When looking for work back home, a third (34%) of expats who recently returned home reported not being successful in landing an interview for a potential role where their skills precisely matched the job requirements. And while almost a quarter (24%) of those surveyed were successful in landing interviews for various roles, they still reported missing out on job offers. According to the report it takes those returning home 2.1 months longer than the average job seeker to secure a job.   When it comes to the skillsets that they can offer corporate Australia, the ability to manage culturally diverse staff and stakeholders, global leadership and strategy, international regulation, and knowledge of emerging technologies are among them.   Given two-thirds (67%) of recruiters say they have struggled to find candidates to fill roles because of skill shortages or a lack of relevant experience, those returning home present as valuable talent and offer a potential solution to Australia’s skills deficit.   Paul D'Arcy, SVP Marketing at global job site Indeed, commented: “It’s clear Australia has pull-factors that attract its diaspora back to the country and, as the report identifies, these skilled workers present a significant opportunity for recruiters and businesses.   “While most (83%) recruiters said they are cautious about recommending expats who recently returned home for Australian-based roles, we know diverse workforces are more successful than homogeneous ones, which is why employers and recruiters are missing out on an untapped pool of returning workers whose skills and experiences could positively impact their company.   “In order to reap the rewards of expats returning home, employers and recruiters could embrace a change in mindset to one that looks beyond its own borders to one that prioritises ability and skill. Businesses would do well to abandon any preconceived ideas they have about what a candidate needs to handle a job and adopt policies that make the hiring process more objective.   “This will mean that in the global battle for talent, Australia has the opportunity to secure the best and brightest talent in the market.”    Yasmin Allen, Chairman of Advance believes that professional networks are critical to helping professionals coming home to reintegrate into Australia’s workforce and government policy is also key to supporting their return home to draw on their specialist knowledge and expertise.   She comments: “As a country, we derive value and benefits from encouraging our expats to remain connected with Australia and to come home to share their experience and bring their intellectual property with them. This in turn fuels innovation and benefits the entire nation economically.   “Additionally, expats themselves need to be prepared and mindful that things may have changed in their home country during their absence. Events might have taken place that have shaped Australia that may have eluded them, and they may have achieved a level of seniority that does not exist here.   “We know Australia can benefit overall from better connection with our diaspora and through Advance we help facilitate that, by celebrating and engaging our expats and encouraging them to remain connected, to each other and to Australia.”     — ENDS — About the survey The research was commissioned by Indeed and conducted by Lonergan Research in accordance with the ISO 20252 standard. Lonergan Research surveyed 440 Australian returned or returning expats and 331 recruitment decision-makers aged 18+. Surveys were distributed throughout Australia and to Australians abroad. The survey was conducted online amongst members of a permission-based panel and Advance’s internal database, between 29 April and 30 May 2019. Read the full report here: Key Findings   Australians who believe that working overseas will be to their advantage when returning to Australia may need to think again. Research shows the opposite is true. In fact, they might struggle to gain work back in Australia – and will probably have to take a pay-cut.   Businesses and recruitment decision-makers’ unintentional disregard is effectively locking expats out of returning to the Australian jobs market. In fact, 65% of all respondents believe that Australian businesses are creating an environment that discourages Australians working overseas from returning.   A third (34%) of returned or returning expats aren’t even landing an interview for a potential role where their skills precisely match the job requirements. A quarter (24%) are landing multiple interviews for various roles, and yet miss out on being offered the job.   While nine in 10 (89%) of recruitment decision-makers consider that managing projects across multiple countries is a positive experience on a job application, a third (32%) of them are reluctant or cautious to hire a returned expat for an Australian-based role on the basis of perceived cultural difficulties, most commonly the potential delay in ‘settling in’ to a role.   Three in 10 recruiters (31%) prioritise a candidate with Australian-only work experience, favouring their knowledge of recent Australian history, the political climate and culture over candidates who have been out of the country for a period of time.   A third of recruiters (33%) think that returned expats misjudge their earning power in Australia and the perception that they have a self-inflated sense of skills and experience is the most commonly held belief among half (45%) of recruiters, who think returned expats expect a higher salary.   The situation for some is so challenging, that some returned expats are packing their bags and returning overseas because their international experience is not valued (67%), or because there are fewer suitable roles in Australia (65%).   Seven in 10 returned expats (70%) said their self-esteem was impacted by the difficulties associated with returning to work in Australia, while a third (32%) of returned expat Australians and rebound expats regret having come back to Australia.   Two-thirds (67%) of returned expat Australians have considered packing up their bags and leaving Australia again to get the right role.   About Indeed More people find jobs on Indeed than anywhere else. Indeed is the #1 job site in the world and allows job seekers to search millions of jobs in over 60 countries and 28 languages. More than 250 million people each month search for jobs, post resumes, and research companies on Indeed. For more information, visit About Advance Advance is the only organisation to identify, engage and empower members of the global Australian diaspora. We keep them connected and help bring ideas and IP home for the benefit of all Australians. With a community spanning 110 countries, Advance fosters connections with more than one million Australians living and working offshore, and 2.5 million student alumni, drawing on their experience and networks to open doors and opportunities for Australia, Australian companies and Australians around the globe.   MEDIA ENQUIRIES Indeed                        Chloe Tran M: +61 405 955 025 Bridie Mackay M: +61 425 886 615   ‘AWETISM’ EXPO CHANNELS POSITIVE ‘I CAN’ ATTITUDE 2019-09-10T19:55:34Z awetism-expo-channels-positive-i-can-attitude For Immediate Release 11 September 2019 ‘AWETISM’ EXPO CHANNELS POSITIVE ‘I CAN’ ATTITUDE Chris Varney, Founder of the I CAN Network, has come a long way from when a mum named Lisa spoke to him about her disruptive child which the world had outcast as the “weird one” and she had been labelled the “bad parent”. Her child was seen by many psychiatrists until one day they approached Lisa and said to her, “We are sorry to say that everything you find fascinating about your child is actually a problem.” “Everything you thought you were doing right with your parenting, you’re actually doing wrong,” they informed her. “Your child has Autism and he will be socially inept, obsessive and have anxiety.” However, Chris Varney believes that people need to rethink Autism because Lisa did get it right. Lisa was his mother. Chris’ story is famously presented in his 2013 TEDx Talk, ‘Autism: How my Unstoppable Mother proved the experts wrong’. ( Chris, now 32 years-old, lives on the Autism Spectrum every day because he grew up with Asperger’s. At the tender age of 16, he began advocating for children's rights and that year he became the Youth Ambassador for World Vision. “When someone channels their Autistic traits into a specific focus area, that’s when what they thought was a negative, becomes a positive,” Chris said. He went on to become National Co-Director of World Vision's youth movement and later, the 2009 Australian Youth Representative to the United Nations. As Youth Representative he put together a book, Dear Kevin which helped catalyse many practical outcomes for vulnerable children and youth. He received the 2011 Monash University Student Alumni Award, the 2012 National Award for Youth in Advancing the Legal Rights and Interests of Children and Young People, the 2012 Future Justice Medal and the 2014 Monash Vice-Chancellor’s Social Inclusion Award. However, in 2013 on completion of his Law Degree, Chris had a vision. He wanted to see every child and young person on the Autism Spectrum say 'I CAN' to life's opportunities. So, he created a network and became the CEO (Chief Enabling Officer) that we know today, as the I CAN Network. Now, in 2019 the I CAN Network is Australia’s largest Autistic-led organisation which currently employs more than 30 Autistic adults. The organisation mentors over 1500 Autistic youth and through mentoring programs, partnerships, education and advocacy work in 90 primary and secondary schools across Victoria and Queensland. I CAN works closely with The Department of Education (Victoria and Queensland) and The Department of Health and Human Services Victoria. “Currently we're based in Melbourne, Australia, with hopes to expand in years to come,” Chris said. This Friday, 13 September 2019, the I CAN Network’s AWETISM Expo will be held at Docklands (Melbourne) celebrating the inclusion of Autistic secondary students and Autistic adult employers from major sponsor ANZ’s Spectrum Program. The I CAN Network plays a pivotal role in continuing to build the capacity of employers to hire, retain and develop Autistic people in their careers. This ‘AWETISM Expo’ gives students a chance to exhibit, present and see career pathways unfold. The I CAN Network’s AWETISM Expo became an annual event in 2015. “The Expo is an event where students put the ‘AWE’ in Awetism!” Last year the I CAN Network’s AWETISM Expo attracted more than 200 guests growing in statue this year to well over 300 attendees this year. The Expo is a safe space for Autistic students to make new friends and meet like-minded people and it is also a place for educational professionals, family and friends to experience truly unique innovation to support young Australian Autistics. This year we see 100+ Autistic students attending with over 20 Victorian schools represented.  Since 2017, AWETISM has been sponsored and hosted by ANZ Bank. ANZ’s strategy with its sponsorship is to showcase its ‘Spectrum Program’, an internal program to actively employ Autistic people in ANZ, to Autistic high school students. 2019 sees the Expo upscale with the inclusion of DXC Technology and Specialisterne with support from the Department of Health and Human Services.    EVENT DETAILS: I CAN Network AWETISM Expo 2019 - ‘Where Autistic students put the AWE in Awetism’, ANZ Bank Docklands, 833 Collins St Docklands, Victoria from 9.30AM - 2.30PM. If you would like to interview Chris Varney or attend the I CAN Network’s AWETISM Expo please contact him on - 0432 405 384. -ends- For more: YOUNG WOMAN SAYS I CAN TO HER SUPERPOWER 2019-09-10T19:49:08Z young-woman-says-i-can-to-her-superpower For Immediate Release 11 September 2019 YOUNG WOMAN SAYS I CAN TO HER SUPERPOWER Caitlin Downie Kempson is one of many Autistic young people who will be exhibiting her superpower to a crowd of over 300 guests at the annual I CAN Network AWETISM Expo 2019. 22-year-old Caitlin’s journey to unlock her superpower began after attending an I CAN Network Camp as a mentee. The more I CAN Camps she attended the more motivated she became and soon she enlisted to become a Mentor, embraced Autism and developed a lasting I CAN attitude. What’s Caitlin’s superpower I hear you ask? It’s being able to help others “blossom”. Caitlin embarked on her advocacy journey more than five years ago, not only transforming herself but also supporting her peers to lead a more empowered and confident existence. “Being a mentor with I CAN has played such a significant part in my life for the past four and a half years. I love working with school groups and at I CAN camps,” Caitlin said. More recently Caitlin has played a key role in trailblazing online mentoring groups for the I CAN Network. The online group mentoring program helps Autistic participants to connect socially while building confidence in a safe, engaging and supportive environment. “Many participants don’t know how to express themselves fully, but they come out of their shell and learn to accept themselves and they begin to blossom.” “I think back to all the issues I had with self-esteem and self-doubt as a teenager and I’m grateful to have a chance to help others navigate their high school years,” she said. Caitlin will address more than 300 guests at the I CAN Network’s AWETISM Expo, the premier event for Autistic students and their schools in Australia.   The I CAN Network’s AWETISM Expo became an annual event since its inauguration in 2015. Last year the event attracted more than 200 guests growing in statue this year to well over 300 attendees. The Expo is a safe space for Autistic students to make new friends and meet like-minded people and it is also a place for educational professionals, family and friends to experience truly unique innovation to support young Australian Autistics. Since 2017, AWETISM has been sponsored and hosted by ANZ Bank. ANZ’s strategy with its sponsorship is to showcase its ‘Spectrum Program’, an internal program to actively employ Autistic people in ANZ, to Autistic high school students. EVENT DETAILS: I CAN Network AWETISM Expo 2019 - ‘Where Autistic students put the AWE in Awetism’, ANZ Bank Docklands, 833 Collins St Docklands, Victoria from 9.30AM - 2.30PM. If you would like to interview Caitlin please contact, I CAN Network Founder Chris Varney - 0432 405 384 -ends-