The PRWIRE Press Releases https:// 2015-05-17T23:41:11Z Record Highs for Macadamia Growers 2015-05-17T23:41:11Z record-highs-for-macadamia-growers Insatiable global demand for macadamias, particularly from Asia, has seen prices rise to record highs, with growers reaping the rewards, as Australia’s largest processor, The Macadamia Processing Company (MPC), this week announces a $0.30/kg increase on its already record price. Asia’s increasing discovery of Australian macadamias, coupled with improved exchange rate conditions, are helping to drive demand and provide better prices for growers. MPC General Manager Steven Lee said “Our sales and marketing program is achieving its aims and as a result better prices are flowing to growers. As a grower-owned company we are redistributing some of the profits back to our growers”. In February 2015 MPC released a record notional price for growers of $4.40/kg for their nut in shell - now increased to $4.70/kg for all 2015 deliveries, due to improved market conditions. Over the past five years the company’s revamped supply chain strategies, implemented by its marketing arm, Macadamia Marketing International (MMI), have seen vastly improved demand for its macadamias. In recent times MPC has invested heavily in infrastructure at its New South Wales Northern Rivers factory at Alphadale, near Lismore - spending $4.5M on an energy efficient system using macadamia shell to dry the crop. This eco-friendly system generates operational savings in excess of $800,000 annually. Uniquely MPC offers growers a centralised nut sorting service. “We’re providing strong payment for our growers and we’re working hard to reduce their on-farm operating costs and improve their efficiencies as well,” said Mr Lee. During April MPC set another record with almost 1,000 tonnes of nuts delivered to the factory in a single week. “It was the biggest week ever. The 1,000t is equal to approximately $4.7million dollars worth of crop purchased from growers. We hope the season continues as well as it has started,” Mr Lee said. Australia’s 2015 crop is shaping up to be a good one with the Australian Macadamia Society forecasting 47,000 tonnes. The harvest has been progressing well with crop quality improving as the season progresses. Growers have reported little orchard damage or crop loss from recent storms with harvesting recommencing in most regions. ENDS Optus offers new Doro PhoneEasy® mobile 2014-07-16T03:18:53Z -134 Swedish company Doro®, the European leader in senior mobile communication, along with Optus, have announced the launch of the Doro PhoneEasy® 623. Customers can now purchase the Doro PhoneEasy® 623 at Optus retail stores nationwide. The Doro PhoneEasy® 623 is an easy to use, stylish clamshell mobile phone with camera. It offers loud, clear sound and standard features that make using every function very easy. It is light, thin and records video, and is an upgrade on the highly successful Doro PhoneEasy® 615, which proved popular with Australian seniors. With the Doro PhoneEasy® 623 you can record and send video messages in addition to text messages and photos. Other features include direct memories and SMS button, charging cradle and Bluetooth®. The Doro PhoneEasy® 623 is priced at $119.00 and is available at Optus stores nationwide. Key features of the Doro PhoneEasy® 623 include: ·         Easy to use camera and video ·         Extra loud and clear sound with speakerphone ·         Backlit keypad with key tone and talking keys ·         FM-radio ·         Assistance button ·         Hearing aid compatible ·         ICE (In case of emergency) Jérôme Arnaud, Doro President and CEO said, "Doro is pleased to continue partnering with Optus in Australia because they recognise seniors are looking for a best in class product at a reasonable price.” Ends   Review handsets and high res photos available – for more info see contact details below. About Doro: Doro AB is a Swedish public company formed in 1974.  It released its pioneering ‘easy-to-use’ mobile phone in 2007 and today is the global market-leader within the category. Doro products and solutions are available in more than thirty countries spanning five continents. These include; mobile phones and smart devices, applications and software, fixed line telephony, telecare and mobile health solutions.  Doro removes barriers to adoption of new technologies and holds numerous international awards in recognition of its product designs and innovations.  Doro shares are quoted on the Nasdaq OMX Stockholm exchange, Nordic List, Small Companies. Net sales of SEK 1,142.5 million (EUR 128.9 million) were reported for 2013. www.doro.com.au Nearly half of Australia's finance professionals hunting for new job - survey 2013-05-14T01:03:00Z nearly-half-of-australia-s-finance-professionals-hunting-for-new-job-survey Media Release Nearly half of Australia’s finance industry hunting for a new employer - survey Australia, 14/05/2013 - Almost most half (46%) of Australia’s finance professionals intend to move to a new employer in 2013 according to a recent survey conducted by eFinancialCareers the leading global career site network for professionals working in the investment banking, asset management and securities industries. The eFinancialCareers Employment Survey* found the intended movement of Australian finance professionals resulted from a continued lack of career progression in their current firm (54%), perceived higher pay at other employers (38%) and frustration with a lack of recognition for their accomplishments (33%). These factors motivating employees to leave their current firm were also cited as the main reasons in the 2012 eFinancialCareers Employment Survey. The desire to change employers amongst Australian finance workers (46%) compared favourably to finance centres Singapore (64%) and Hong Kong (74%) respectively for 2013. “The slowdown in hiring activity has led to less people movement between financial services companies. For finance professionals this means there has been less opportunity to take advantage of internal openings created by staff turnover, and the large scale layoffs experienced at the end of last year are also likely to have stalled the potential for some individuals to progress within their organisations. While many companies are mindful of the risk associated with losing top talent, outward pressures can’t always be overcome. In this situation we tend to see more candidates looking externally for a chance to advance their careers despite the challenging hiring environment,” said George McFerran, Managing Director APAC at eFinancialCareers. Not just about the moneyWhen asked what factors, apart from compensation, would be critical in their decision to move to a new employer, a supportive culture and good working environment came top, followed by a defined career progression. The survey also found that two thirds of Australia-based finance professionals (65%) were keen to keep their flexible working arrangements if they were to move to a new employer. Ends * The eFinancialCareers 2013 Employment Survey was conducted in April 2013. The survey polled a total of 512 employed bankers and finance professionals in Hong Kong, 572 in Australia, and 1,262 in Singapore. The survey explored current issues and trends in employee retention in key finance hubs, in the region’s finance sector. About eFinancialCareers: eFinancialCareers, a Dice Holdings, Inc. service, is the leading global career site network for professionals working in the investment banking, asset management and securities industries. The website provides financial services professionals with job opportunities, job market news and analysis, salary surveys and career advice. Recruiters and employers can post jobs targeting specific sectors within the financial services industry, both buy-side and sell-side, and can search the resume database for highly qualified and specialized professionals. eFinancialCareers has a network of co-branded career sites with industry-leading trade publications and offers local websites in 19 markets and five languages primarily across North America, Europe, Asia-Pacific, and financial centers of the Middle East. Please visit www.eFinancialCareers.com.au for more information. For media enquiries and more information, contact Cape Public Relations Pty Ltd:Ph +61 2 8218 2190 Emeere Roberts: emeere@capepublicrelations.com M: 0432 746 564 NAVAL DEFENCE PROJECTS ANNOUNCED BY FRAZER-NASH 2013-04-24T01:02:00Z naval-defence-projects-announced-by-frazer-nash Media releaseWednesday 17th April 2013 UK AND AUSTRALIAN NAVAL DEFENCE PROJECTS ANNOUNCED BY FRAZER-NASH Frazer-Nash UKFrazer-Nash announced it is to continue to lead a team of five companies to support the delivery of new Royal Fleet Auxiliary tanker ships as part of the Ministry of Defence’s Military Afloat Reach and Sustainability (MARS) programme. The new MARS Tankers are part of a multi-billion pound investment program for the Royal Navy, which includes Type 45 destroyers, Queen Elizabeth Class aircraft carriers and Astute Class attack submarines, employing thousands of people in the UK. The Ministry of Defence has a requirement for four new 200 metre tanker ships that can efficiently replenish and sustain the Royal Navy, and the planning assumption for service entry for the first of these vessels is mid-2016. Since 2011 Frazer-Nash has provided the Ministry of Defence under the Afloat Support Shipping Engineering Technical Services (ASSETS) contract with a range of specialist services to assist the MARS project team. During the design and build phases of the project, Frazer-Nash will provide specialist support to help ensure the design fully meets the contract specifications. Specialist support includes environmental, safety, supportability and analysis of potential engineering design issues. Paul Havron, ASSETS Programme Manager and Surface Ships Business Manager at Frazer-Nash said, “Throughout our involvement with MARS we have been able to call on expertise from within Frazer- Nash, our wider ASSETS team or when required from other specialist consultancies from around the world.” Frazer-Nash AustraliaMeanwhile Frazer-Nash Australia recently won a similar contract to provide LHD Engineering Technical Services to LHD Project JP2048 Phase 4A/B. The project will provide the Australian Defence Force with two Landing Helicopter Dock ships (LHDs) which can embark, transport and deploy military forces along with their equipment and supporting aviation. The LHDs, to be known as HMAS Canberra and HMAS Adelaide when commissioned, are the largest Royal Australian Navy (RAN) warships ever built and will replace HMAS Tobruk and a Kanimbla-class vessel. Frazer-Nash will draw on their extensive experience gained from the ASSETS UK project to assist in the delivery of ‘Canberra’ by early 2014 and’Adelaide’by late 2015. Frazer-Nash will be responsible for the review of Logistic, Verification and Validation documentation provided by the build contractor (BAE Systems). The team is led by Canberra based Tony Penny - Principal Consultant at Frazer-Nash - and supported by a team of experienced Engineers in Melbourne and Adelaide. Mr Penny is well qualified for the job following his previous positions with RAN and BAE Systems. Phil Harris, Manager of Frazer-Nash Australia, said “We are pleased to be working on this project and we are determined to deliver quality benefits and outcomes by working closely with the DMO. We will be drawing on our extensive expertise and skills from both our Australian and UK teams. To succeed with a project such as this we will use robust processes for delivery and governance. Our team members take pride in their integrity, independence and impartiality.” For more information on Frazer-Nash, visit www.fnc.co.uk and www.fncaustralia.com.au.[ENDS] Issued by Cape Public Relations on behalf of Frazer-Nash Consultancy Australia. For further information please contact:Emeere Roberts, Ph: (02) 8218 2190, emeere@capepublicrelations.com Notes to Editors About Frazer-Nash ConsultancyFrazer-Nash is an independent systems and engineering technology consultancy, employing approximately 500 permanent staff in Australia and the UK.Frazer-Nash's key markets are defence, power & energy, rail, civil aerospace, marine, petrochemical and industrial.Key clients include: Airbus, Austal, Babcock International Group plc, BAE SYSTEMS, Bombardier, BP, British Energy, Capability Development Group, Carbon Trust, Carnegie Wave Energy, Deloitte, DLR, Doosan Babcock, DSTO, EADS, GE Aviation, Horizon Nuclear Power, HSBC Rail, Lockheed Martin, Magnox, the UK Ministry of Defence (DE&S, Dstl), NNB Gen Co, NPL, Nuclear Decommissioning Authority (NDA), Porterbrook, QinetiQ, Railway Safety & Standards Board, Raytheon Pty Ltd, RNLI, Rolls-Royce, Sellafied, Siemens, Subsea 7, Thales, UK Sport, Ultra Electronics, United Technologies, Wood Group & Woodside.Turnover for 2011 was around £42 million, (circa $62M) with consistent growth levels since 1996 of between 10% and 20% per annum.More information is available at www.fncaustralia.com.au and www.fnc.co.uk Australian decline in finance jobs 2013-04-08T05:02:00Z australian-decline-in-finance-jobs Australian decline in finance jobs opportunities eFinancialCareers Quarterly Finance Jobs Barometer Media Release SYDNEY, 08 April 2013 - Australia’s financial services job opportunities declined 34% in the first quarter of 2013 compared to the same period in 2012. It was the largest decline experienced across the leading global financial centres according to the quarterly Jobs Barometer from eFinancialCareers, the leading career site for professionals working in investment banking, asset management and the securities industries.Australia was not alone with significant declines in finance opportunities also prevalent across the region with Singapore and Hong Kong registering decreases of 13% and 24% respectively. The UK also experienced a significant reduction (-27%) for the period. eFinancialCareers Managing Director Asia-Pacific, George McFerran, said: “the decline of job opportunities in Australian financial services is reflective of a shift in organisation priorities, there is currently a definite focus on retrenchment. We are also perhaps starting to see the results of the offshoring programmes that many banks have been utilising.However, despite the overall decline the new environment of regulation and capital adequacy requirements are driving strong growth in the areas of compliance and legal, risk management and retail banking.”APAC Top performers - Despite an overall decline for the period recruiting in key areas is occurring. The year-on-year job posting figures (Q1 2013 – Q1 2012) show growth across APAC in:• Compliance/Legal (+54%) – banks have been steadily hiring (and are likely to continue) for compliance positions since the onset of the Global Financial Compliance. New compliance roles have been created on the back of new regulatory requirements including Basel III. “It is anticipated this will remain a solid employment area as it is an essential function, with a need to replace departing staff,” said Mr McFerran.• Risk management (+29%) – as banks expand their Asian presence managing operational, credit and market risk will remain a crucial process, increasing demand for risk talent.• Retail banking (+25%) – unlike investment banking in the region which has been hit by falling deal-flows and fee income, the comparative stability of revenue in retail banking will keep recruitment healthy. This is partially driven by the shifting focus of Australian domestic banks to develop new products and increasingly use their branch network as a sales channel. APAC Bottom Performers - Derivatives (-58%), Trading (-53%) and Equities (-43%) - continued market volatility and budgetary pressures imposed by cost -conscious investment banks are combining to subdue front-office recruiting in Asia, especially in equities, trading, and derivatives. Positions in these fields are typically well paid and banks need to submit a cast-iron business case to head office to get the extra headcount expense approved. Firms prefer to make do with current resources and are keeping trading teams at current levels unless there is a prolonged global economic recovery. 2013 Outlook - “While 2013 is unlikely to be a bumper year for recruitment in Australian financial services, a gentle and sustainable recovery in job opportunities compared with last year is expected,” said Mr McFerran.“We anticipate the job market will be more buoyant in insurance, and retail, corporate and transaction banking, where revenue will be more stable and banks will continue to expand to meet client needs. In investment banks deal flows in M&A and capital markets will need to consistently improve to justify more hiring in the second half of this year.”***ENDS*** The eFinancialCareers Quarterly Job Barometer tracks APAC positions advertised on eFinancialCareers in sectors where there is a minimum level of 150 advertised jobs a month for three consecutive months. Sectors qualifying for the APAC Job Barometer for the three months ended 31 March 2013 were Risk Management, Compliance / Legal, Retail Banking, Information Technology, Accounting & Finance, Private Banking / Wealth Management, Operations, Quantitative Analytics, Capital Markets, Corporate Banking, Credit, Investment Banking / M & A, Commodities, Insurance, Information Services, Asset Management, Consultancy, Equities, Sales & Marketing, FX & Money Markets, Trading, Debt / Fixed Income, Derivatives.About eFinancialCareers eFinancialCareers, a Dice Holdings, Inc. service, is the leading global career site network for professionals working in the investment banking, asset management and securities industries. The website provides financial services professionals with job opportunities, job market news and analysis, salary surveys and career advice. Recruiters and employers can post jobs targeting specific sectors within the financial services industry, both buy-side and sell-side, and can search the resume database for highly qualified and specialized professionals. eFinancialCareers has a network of co-branded career sites with industry-leading trade publications and offers local websites in 19 markets and five languages primarily across North America, Europe, Asia-Pacific, and financial centres of the Middle East. Please visit www.eFinancialCareers.com.au for more information.For further information please contact: Cape Public Relations +61 2 8218 2190 Luke Roberts luke@capepublicrelations.com M: 0422 855 930 Sara Crow sara@capepublicrelations.com M: 0413 682 377 Matching wine with...shoes? 2013-03-21T23:59:09Z matching-wine-and-shoes An exciting new event that brings together Australia’s top female wine industry talent and matches their wines with the latest footwear and fashion trends is set to revolutionise wine pairing in an Australian first. Women, Wine & Shoes!, presented by The Fabulous Ladies’ Wine Society, is being held at The Prince Deck in Melbourne on Thursday 18th April and at Rydges Southbank Brisbane on Tuesday 23rd April as part of Wine Australia’s Aussie Wine Month celebrations. Tickets are $65.00 and available from www.FabulousLadiesWineSociety.com . Attendees will have the chance to savour wine from ten Australian wine brands whose success is in no small part due to the talents of a key woman (or several!) being involved, meet these amazing women of wine, feast on sumptuous canapés, and discover a whole new way of enjoying Australian wine as wine matching is taken to a brand new level – with shoes!  The centrepiece of the evening is a wine and shoe matching fashion parade, where wines from the participating wineries will be matched with the latest shoes from iconic home-grown brands Bared, Nat-Sui, and Rosie Roo. The parade will also be showcasing the latest Autumn/Winter 2013 collection from Australian fashion label SpencerLacy. Pop-up stores from SpencerLacy, Bared (in Melbourne) and Nat-Sui (in Brisbane) will be on-site to enable attendees to purchase the latest looks straight from the runway. Wines can be ordered directly from the wineries exhibiting. Founder of The Fabulous Ladies’ Wine Society, Jane Thomson, says that these events have been designed to showcase Australian wine in a brand new way that is fun, feminine and accessible. “Bringing fashion and wine together is something that happens naturally anyway – every time girls get together for a drink! Here we’ve brought our passions together under the one roof in a bold new way, creating the ultimate wine experience. It also gives us an opportunity to showcase some of the amazing women in the wine industry, who are working in what is still a very male dominated profession.”Participating wineries include: Brown Brothers, Oliver's Taranga, Spring Seed Wine Company, ArtWine, Fowles Wine, Monument Vineyard, Anderson Winery, Summit Estate, Holm Oak Vineyards, Quealy Wines, Barristers BlockFashion & Shoes from: SpencerLacy, Nat-Sui, Bared, Rosie Roo**ENDS**CONTACT: Jane Thomson 0413 682 377 or jane@fabulousladieswinesociety.com Australian visa restrictions 2013-03-13T04:35:00Z australian-visa-restrictions-and-the-need-to-tread-lightly-on-financial-services Australian visa restrictions and the need to tread lightly on financial servicesMEDIA COMMENT13 March 2013The Australian Federal Government’s proposed tightening of 457 visas could harm the nation’s financial services sector if it proceeds as it relies heavily on the flow of talent across Asia and the innovation that international workers bring to the Australian economy.Confusion abounds with the Federal Government arguing for tighter restrictions, whilst the NSW Government is urging for greater flexibility to attract more international talent into financial services - NSW’s biggest employment sector.The facts are Australia’s strict visa rules are already keeping highly skilled financial services professionals out of the country at a time when Australia needs more foreign talent to manage the increasingly global international funds management sector, for example.“Australia has the fourth largest fund management industry in the world and international expertise is vital to the growth and success of the industry” said eFinancialCareers Managing Director Asia Pacific, George McFerran.” “There is no doubt the current visa situation as it stands is restricting talent to Australia from Asia, Europe and the US, making Sydney and other capital centres less competitive. Any further restrictions would be a retrograde step, harming individual firms and the international reputation of the industry,” said Mr McFerran. “It needs to be recognised financial services is an international career and by further restricting visa classes for skilled migration, we’re hampering the flow of talent from Asia-pacific to Australia. This will make Sydney less competitive as a finance destination” added Mr McFerran. “In addition the move to tighten foreign worker employment opportunities in Australia may accelerate the shift of certain functions overseas” Mr McFerran said. Australian employers are concerned that the proposed new measures will limit their ability to select top talent from a global pool of candidates. “Restricting access to highly skilled foreign professionals, and the innovation they bring, could also prove a challenge. It will need to be managed to avoid harming productivity at the same time that the Government is trying to increase it” Mr McFerran said.“It’s odd because the Asian Century Whitepaper the Federal Government released recently was all about opening up trade and labour flow across Asia-pacific. Yet the current moves to tighten skilled migrant visas goes against this. We would urge the Government to tread lightly when it comes to financial services” said Mr McFerran.**ENDS**About eFinancialCareerseFinancialCareers, a Dice Holdings, Inc. service, is the leading global career site network for professionals working in the investment banking, asset management and securities industries. The website provides financial services professionals with job opportunities, job market news and analysis, salary surveys and career advice. Recruiters and employers can post jobs targeting specific sectors within the financial services industry, both buy-side and sell-side, and can search the resume database for highly qualified and specialized professionals. eFinancialCareers has a network of co-branded career sites with industry-leading trade publications and offers local websites in 19 markets and five languages primarily across North America, Europe, Asia-Pacific, and financial centers of the Middle East. www.eFinancialCareers.comFor further information: Cape Public Relations +61 2 8218 2190 Luke Roberts luke@capepublicrelations.com M: 0422 855 930 Lean and mean in 2013: Financial services jobs market predictions 2013-01-30T02:51:00Z lean-and-mean-in-2013-financial-services-jobs-market-predictions Lean and mean in 2013:Financial services jobs market predictions MEDIA COMMENT30 January, 2013 - A conservative but variable uptake in recruitment will characterise employment in Australian financial services in 2013, with most firms reluctant to add new headcount in large numbers and candidates remaining cautious about shifting, according to the world’s leading financial services jobs board eFinancialCareers.Replacement hiring will dominate this year, while new growth will be limited to a few job functions, in particular those linked to regulatory reform. And while employers may find themselves with high numbers of applicants for most vacancies, headhunting top talent out of their secure jobs won’t be easy.“Candidates in much of the financial sector will remain cautious and will prefer roles that offer employment stability and reasonable compensation,” says eFinancialCareers Managing Director Asia Pacific, George McFerran. “In a risk averse market, firms will have to work hard to promote their employer brands and the career-development advantages of the roles.”Hiring goes internalIn the continued tight market, financial institutions' internal hiring teams will have increased responsibility. Firms will do what they can to reduce hiring costs and will prioritise internal mobility and cost effective recruitment strategies. Vacancies will only be advertised externally if there is an overwhelming business justification and managers will be encouraged to use their personal networks to source people as companies emphasise employee referrals.With the big banks decreasing their recruitment agency use during 2012, only a big market upturn will reverse this trend in any significant way. Given the state of the current global economy, this seems unlikely, at least in the first half of the new calendar year.Regulatory change drives growthRegulatory change rather than global growth is likely to drive much of the hiring in 2013 as firms seek risk and compliance specialists to help them grapple with the likes of Basel III, Dodd-Franks and the Future of Financial Advice. And if, as some economists believe, the RBA cuts interest rates further in 2013 hiring could also be triggered in areas such as residential, business and institutional lending.Industry-wide layoffs and back-office off-shoring is unlikely to occur on quite the same scale as 2012, as the big banks have already announced many of their tough decisions. Yet job cuts are still likely at foreign investment banks whose local headcounts are controlled by budget conscious head offices overseas.Superannuation consolidates The watchword in superannuation will be consolidation as most large industry funds are looking to merge smaller ones into their business. “While there may be some redundancies to eliminate back-office duplication, project management jobs will be created as well. Some super funds are internalising parts of their investment portfolio and will be recruiting investment teams in 2013,” said Mr McFerran.Late year outlookThe hiring outlook for the later part of the year largely depends on whether confidence comes back to the market. “If and when it does, Australians are likely to invest more in equities and we could see some growth in funds management, stockbroking, and financial planning as a result,” concludes Mr McFerran.**ENDS**About eFinancialCareerseFinancialCareers, a Dice Holdings, Inc. service, is the leading global career site network for professionals working in the investment banking, asset management and securities industries. The website provides financial services professionals with job opportunities, job market news and analysis, salary surveys and career advice. Recruiters and employers can post jobs targeting specific sectors within the financial services industry, both buy-side and sell-side, and can search the resume database for highly qualified and specialized professionals. eFinancialCareers has a network of co-branded career sites with industry-leading trade publications and offers local websites in 19 markets and five languages primarily across North America, Europe, Asia-Pacific, and financial centers of the Middle East. www.eFinancialCareers.comFor further information: Cape Public Relations +61 2 8218 2190 Luke Roberts luke@capepublicrelations.com M: 0422 855 930 The most fabulous women's wine dinner comes to Sydney 2013-01-29T02:10:23Z the-most-fabulous-women-s-wine-dinner-comes-to-sydney Sydney’s first Fabulous Ladies Wine Soiree – a women-only wine dinner that serves up amazing wine, food, friends, frocks and fabulous fun - is landing at the Gazebo Wine Garden on Thursday 28th February 2013 from 6:30pm.  Following on from sell-out Fabulous Ladies Wine Soirees in Brisbane and Melbourne, the Sydney event will showcase wines from exciting West Australian label Vinaceous, and compare them to an equivalent option from Italy thanks to Navigli Fine Italian Wines – while guests enjoy a delicious five course dinner created especially for the evening by new Head Chef Matthew Kemp.       “Fabulous Ladies Wine Soirees are unlike any traditional wine tasting or wine dinner,” said The Fabulous Ladies’ Wine Society’s founder, Jane Thomson, who was recently listed as one of the ‘Top 50 Stars of 2012’ by Wine Business Magazine. “They are fun, feminine and relaxed evenings that attract a broad range of wine-loving women right across the age spectrum. They offer a rare opportunity for women to havedialogue and discussion about wine - without intimidation. Sharing an amazing meal together adds to the conviviality and gets the conversation flowing, enabling everyone present to learn more and develop their interest in wine, as well as allowing new friendships to flourish.”And what girls night would be complete without a few fabulous giveaways? Attendees in Sydney will be treated to free movie passes to see the new film ‘I Give it a Year’ thanks to Hopscotch Films, as well as vouchers and lucky door prizes from exclusive fashion label Spencer Lacy and magazines from James Halliday’s Wine Companion Magazine. Tickets for the Sydney Fabulous Ladies Wine Soiree are $95.00 per person and are available via: www.sydneyfabulousladieswinesoiree.eventbrite.com.au. The evening is open to all wine-loving women (you do not need to be a member of The Fabulous Ladies’ Wine Society to attend).  **ENDS**About The Fabulous Ladies’ Wine Society:The Fabulous Ladies’ Wine Society (www.fabulousladieswinesociety.com) is Australia’s online wine site for women, and provides a fun, feminine and slightly tongue-in-cheek look at the world of wine. And while the tone is playful, the goal is serious – to communicate the joys and nuances of wine to an increasingly interested group of female wine consumers. Launched in May 2012, the site already has a rapidly growing and loyal community of women throughout Australia. Creating regular real-life events to encourage women to explore their interest in wine is one of the goals of the company. Tickets are available via: www.sydneyfabulousladieswinesoiree.eventbrite.com.au  For further information, please contact Jane Thomson P: 0413 682 377 E: jane@fabulousladieswinesociety.com  Or visit: Web: www.fabulousladieswinesociety.com Facebook: www.facebook.com/TheFabulousLadiesWineSociety Twitter: @FabLadiesWine Pinterest: www.pinterest.com/FabLadiesWine  Not quite equal: 2013-01-21T00:57:03Z not-quite-equal VIDEO LINK: Click here to watch eFinancialCareers Managing Director Asia Pacific, George McFerran discuss these issues. You are welcome to share, download or use this video on your own website using the embed code provided by YouTube.Gender discrimination is rife in the Australian financial services industry according to the latest eFinancialCareers Diversity Survey*.  Nearly two thirds (64%) of Australia-based finance professionals claim that gender discrimination takes place in the industry.  However, perception of gender discrimination in the workplace varies greatly between men and women, as well as their opinion on how to best tackle the issue.Over eight in ten surveyed women (84%) said that gender discrimination does exist in financial services, compared to 54% of men.  Even more concerning is that only half (54%) of women felt they could report gender discrimination in their firm without some form of reprisal.“Despite all the efforts made by finance companies to tackle the issue, it is alarming to see that so many women working in financial services feel that gender discrimination is taking place.  The industry has already lost some of its gloss in recent years, but if women’s perception of gender discrimination in financial services is as bad as they report, then companies will continue to struggle to attract women into the industry,” said George McFerran, Managing Director of eFinancialCareers Asia Pacific.Pay-gapSalary levels are a long-standing gender issue.  According to the survey, over three quarters of women (78%) think there is a gender pay gap in the finance industry, a view shared by only 44% of their male colleagues. When it comes to top managerial positions, the perception disparity sharpens.  Just over one in ten (12%) women think remuneration is equal for men and women in senior roles, compared to nearly half of male financial professionals (48%).Equal representationMoney aside, when it comes to equal representation at the senior level, more than half of men (57%) felt that women are equally represented, a feeling shared by only a third of women (36%).“To achieve a fairer representation of women at the top levels of finance, it is now more important than ever to put a clear gender policy in place and to convince more men that action is needed,” said Mr McFerran.Effective policyWhen asked what policy or practice would be most effective in promoting women into senior positions, responses between men and women differ greatly. The number one response from men was ‘flexible working arrangements’ (38%), while women’s top answer was ‘mentoring and sponsoring’ (25%). Cultural change (18%) was the next most popular suggestion among women, with flexible working arrangements tying for equal third with ‘transparency in remuneration structure’.“The good news is that many companies do now have more flexible working arrangements in place which cater to those workers - often women - juggling various demands. But what women also really want is mentoring from experienced business leaders, who will nurture their career and development in the business,” concluded Mr McFerran.***ENDS***About the annual eFinancialCareers Diversity Survey *The eFinancialCareers Diversity Survey took place between September, 28th 2012 and October, 15th 2012. The survey polled a total of 309 employed finance professionals living in Australia.  The survey provides comprehensive research on finance professionals’ sentiments towards gender diversity in the finance industry in 2012.About eFinancialCareers eFinancialCareers, a Dice Holdings, Inc. service, is the leading global career site network for professionals working in the investment banking, asset management and securities industries. The website provides financial services professionals with job opportunities, job market news and analysis, salary surveys and career advice. Recruiters and employers can post jobs targeting specific sectors within the financial services industry, both buy-side and sell-side, and can search the resume database for highly qualified and specialized professionals. eFinancialCareers has a network of co-branded career sites with industry-leading trade publications and offers local websites in 19 markets and five languages primarily across North America, Europe, the Middle East and Asia-Pacific. Please visit www.eFinancialCareers.com.au for more information. For further information please contact: Cape Public Relations +61 2 8218 2190Luke Roberts luke@capepublicrelations.com M: 0422 855 930Emeere Roberts emeere@capepublicrelations.com M: 0432 746 564 Age discrimination alive and well in financial services 2012-12-05T01:11:00Z age-discrimination-alive-and-well-in-financial-services Age discrimination alive and well in financial services MEDIA RELEASE: For immediate release Sydney, 5th December 2012 – Seven in 10 Australia-based finance professionals say age discrimination exists in the financial services industry, and nearly four in 10 (35%) claim to have experienced it personally, according to eFinancialCareers’ latest Diversity Survey. And it’s not all older workers either. Of those who said they had personally experienced age discrimination, 31% said it was because they were “too young” while 35% reported it was because they were “too old”. “The industry is regularly accused of suffering from a culture of ageism, and these latest results suggest that there is still a long way to go,” said eFinancialCareers Managing Director Asia Pacific, George McFerran. “What’s surprising though is that younger workers are also reporting that they have been discriminated against. This may be a result of increasing pressure in a tight hiring market, where there are currently fewer middle management roles available for younger staff to apply for.” An overwhelming majority of respondents (80%), however, agree that workers aged 30 and under are adequately valued by their company. When asked the same question about workers aged over 50, the percentage of respondents in agreement dropped to 65%. Asked what policies or practices would be most effective to ensure all ages are respected and valued in the company, nearly a third of respondents (32%) agree a change of culture is necessary for things to change. “Making the effort to support and retain experienced workers during this time of slowdown is an essential strategy for firms’ long-term success,” says Mr McFerran. “Right now there is a strong argument for financial services companies to put in place deliberate strategies for engaging and retaining older workers to ease skills shortages and sure-up their future for the long term.”“They bring professional contacts, relationships, credibility and - most of all - experience. Their expertise during challenging times like these can prevent younger professionals from making potentially unwise decisions due to a lack of perspective that can only be remedied by experience.”Mr McFerran recommends financial services firms revisit their retention strategies to ensure they are fair and equitable to older professionals, as well their recruitment strategies to ensure older workers are represented in a way that brings long term value to the organisation. ***ENDS***About the annual eFinancialCareers Diversity Survey The eFinancialCareers Diversity Survey took place between September, 28th 2012 and October, 15th 2012. The survey polled a total of 292 employed finance professionals living in Australia. The survey provides comprehensive research on finance professionals’ sentiments towards diversity in the finance industry in 2012.About eFinancialCareerseFinancialCareers, a Dice Holdings, Inc. service, is the leading global career site network for professionals working in the investment banking, asset management and securities industries. The website provides financial services professionals with job opportunities, job market news and analysis, salary surveys and career advice. Recruiters and employers can post jobs targeting specific sectors within the financial services industry, both buy-side and sell-side, and can search the resume database for highly qualified and specialized professionals. eFinancialCareers has a network of co-branded career sites with industry-leading trade publications and offers local websites in 19 markets and five languages primarily across North America, Europe, the Middle East and Asia-Pacific. Please visit www.eFinancialCareers.com.au for more information.For further information please contact:Cape Public Relations +61 2 8218 2190Luke Roberts luke@capepublicrelations.com M: 0422 855 930Jane Thomson jane@capepublicrelations.com M: 0413 682 377 Australian finance firms “missing a trick” on gender diversity 2012-11-21T06:24:00Z australian-finance-firms-missing-a-trick-on-gender-diversity Australian Financial Services firms pay lip service to gender diversity Australian finance firms “missing a trick” on gender diversity Only 35% of finance workers believe their firm has a policy in place MEDIA RELEASE: For immediate release 21 November 2012 Sydney, 21/11/12 - Despite prolonged and continued wide-spread calls to improve participation of women in financial services only 35% of Australian financial services workers believe their firm has a gender diversity program in place, according to the eFinancialCareers Diversity Survey 2012. The survey found the demand for gender diversity programs is as strong as ever, with nearly two thirds (64%) of financial services workers believing gender discrimination exists within the industry. Women were even more definite, with over 8 in ten (84%) saying gender discrimination does occur, and nearly 4 in ten (39%) claim they have experienced it personally in the past, and nearly 1 in ten (9%) say they currently feel discriminated against. Half of all respondents (51%) believe women are not represented equally at senior levels in their company. Moreover, 7 in ten (70%) do not think female representation on their company board is equal to that of men. Male-female income disparity still appears to be rife in Australia’s financial services, with nearly 6 in ten (56%) agreeing there is a gender gap in income in the industry. “Considering the contribution women make to financial services, this survey shows that too many Australian financial services firms are missing a trick communicating clear gender diversity policies to their workers and potential employees,” said eFinancialCareers Managing Director Asia Pacific, George McFerran. “Financial services have traditionally been a bastion of male dominance, so it’s essential for firms to have clear, established gender diversity policies in place for the entire industry to move forward and become a more attractive proposition for women to work in.” Women want policyWhen asked how important a clear policy and established diversity practices were when selecting a future employer, the majority of women (54%) said a clear policy was very important, while the majority of men (55%) were not concerned either way. The top policies or practices cited by women as the most effective to promote women into more senior positions are mentorship and sponsorship, cultural change and transparency in remuneration structure, which tied with flexible working arrangements. “Gender discrimination is still a very real issue for financial services. If firms want to attract women in greater numbers they can’t continue in this way. Women are clearly saying they want to see gender diversity programs in place, and those programs are seen as very attractive in an employer,” said Mr McFerran. Five year outlookThe survey also found respondents were fairly pessimistic about whether they thought the gender gap in financial services was likely to improve. Over 4 in ten 45% thought the gap would remain the same within the next five years. “That sort of negativity may simply be due to the generally difficult year in financial services,” said Mr McFerran. “Or it may be because this is seen as a systemic issue that is unlikely to be addressed in the medium term. We would encourage all firms to develop positive gender diversity policies and to make them available and known.” ***ENDS***About the annual eFinancial Careers Diversity Survey The eFinancialCareers Gender Diversity Survey took place betweenSeptember, 28th 2012 and October, 15th 2012. The survey polled a total of 309 employed finance professionals living in Australia. The survey provides comprehensive research on finance professionals’ sentiments towards gender diversity in the finance industry in 2012.About eFinancialCareerseFinancialCareers, a Dice Holdings, Inc. service, is the leading global career site network for professionals working in the investment banking, asset management and securities industries. The website provides financial services professionals with job opportunities, job market news and analysis, salary surveys and career advice. Recruiters and employers can post jobs targeting specific sectors within the financial services industry, both buy-side and sell-side, and can search the resume database for highly qualified and specialized professionals. eFinancialCareers has a network of co-branded career sites with industry-leading trade publications and offers local websites in 19 markets and five languages primarily across North America, Europe, the Middle East and Asia-Pacific. Please visit www.eFinancialCareers.com.au for more information.For further information please contact:Cape Public Relations +61 2 8218 2190Luke Roberts luke@capepublicrelations.com M: 0422 855 930Jane Thomson jane@capepublicrelations.com M: 0413 682 377 Swissvoice launches stunning next generation phones in Australia 2012-11-19T23:00:00Z swissvoice-launches-stunning-next-generation-phones-in-australia-1 See them here: http://www.youtube.com/watch?v=NVNp2nCB7xwSwissvoice, a European leader in original telecom products for the home and mobile industry for more than a century, today announced it has launched the ePure line in Australia. The ePure series offers products with high-quality audio and ergonomic design for calls at home, at work, and on the go. From a cordless phone upgrade to an entirely mobile lifestyle, ePure delivers modern, safe, and comfortable solutions with iconic style. The ePure products include: ePure Bluetooth station: An ergonomic handset and docking station that connects to your smartphone, tablet or PC via Bluetooth 2.0. This all-in-one station helps your mobile device meet your home and business needs. Make and receive mobile calls with the wireless, portable handset with enhanced comfort and improved audio you can carry with you. The handset’s stereo speakers produce a crisp, clear sound for chatting or streaming music. The station will also charge your phone — the BH01i is equipped with a sliding iPhone/iPod dock and the BH01u has a USB port to charge all makes and models and also works with the iPhone 5. Both are available now for $159 and $149 respectively.ePure corded mobile handset: Plugs directly into your smartphone or tablet to make conversation more comfortable and provide high-quality audio. Designed in five trendy colors, this stylish handset works in universal mode with any mobile phone or “Made for iPhone” mode which enables the handset to control the iPhone’s volume, launch SIRI, and receive calls. The corded handset plus cradle (CH01) is $49.00 ePure Dect cordless home phone: Your home phone will never be the same with this high-end cordless phone that serves as a functional piece of art in any modern house. The handset’s large acoustic chamber and speakers optimize sound volume and clarity. The ergonomic design allows the user to comfortably hold the handset and reduces acoustic leakage. The DECT phone is available for $99.00The award-winning ePure products also utilize Fulleco technology to drastically lower the body's exposure to electromagnetic emissions. All ePure products keep potentially harmful emissions from travelling near the head. These products deliver 65% lower emissions and, with less power consumption, are less harmful to the environment. The ePure range is available from Myer, Harvey Norman, David Jones and JB Hi Fi. For more information on Swissvoice and the ePure products, visit www.swissvoice.com.au Review products are available for media: Further info contact Jemima Taeni Cape Public Relations on 02 8218 2190 About Swissvoice Swissvoice, established in Switzerland since 1893, is a leading developer of original telecommunications products for the home and mobile industry. The foundation of Swissvoice's success is its market experience in Switzerland coupled with the company's technical know-how and innovative prowess. Swissvoice combines sleek, modern style with pioneering technology, health and environment consciousness, and audio performance to bring something different to the market. Brisbane finance jobs take a tumble due to mining slowdown 2012-09-18T00:20:51Z brisbane-finance-jobs-take-a-tumble-due-to-mining-slowdown MEDIA COMMENT: For immediate release September 2012 The mining industry slowdown, coupled with decreasing coal prices and public service job cuts, has had a significant effect on financial services jobs in Brisbane. The Brisbane banking sector has struggled in the wake of the GFC and the 2010-11 floods, and the Queensland economy has not recovered at the same rate as some other states. The current Brisbane finance employment has been heavily dependent on the mining and the public service sectors, the fortunes of which have a much stronger effect on finance jobs in Brisbane compared to the other capitals. But there is still plenty to be optimistic about, says eFinancialCareers Managing Director Asia Pacific, George McFerran. “While things are certainly tight right now in Brisbane’s financial services hiring, it’s not all doom and gloom, and we expect that pending State government announcements about project spending in resources, construction and infrastructure may help revitalise the market.” “And if commodity prices improve and the mines step up production then confidence will return and Queensland will move forward”, continued McFerran. Hiring hot spots  Although the market is challenging, there are still “hot spot” areas of opportunity, according to eFinancialCareers. There has been an increase in contract recruitment, particularly in insurance. And there is still some demand for business-critical or revenue-generating roles such as auditors, financial planners, paraplanners, brokers or those involved in project work like business developers, analysts, or financial reporting.  “While activity in the resources sector may have slowed, but there will always be a need for finance professionals within mining where accounting staff and credit controllers will always be in demand,” said Mr McFerran. Forecast for the rest of the year  There’s unlikely to be any significant change in the job market for the remainder of this year, but eFinancialCareers expect a pick-up in 2013 once some of those key government spending announcements are made. --------------ENDS---------------- About eFinancialCareers eFinancialCareers, a Dice Holdings, Inc. service, is the leading global career site network for professionals working in the investment banking, asset management and securities industries. The website provides financial services professionals with job opportunities, job market news and analysis, salary surveys and career advice. Recruiters and employers can post jobs targeting specific sectors within the financial services industry, both buy-side and sell-side, and can search the resume database for highly qualified and specialized professionals. eFinancialCareers has a network of co-branded career sites with industry-leading trade publications and offers local websites in 19 markets and five languages primarily across North America, Europe, the Middle East and Asia-Pacific. Please visit www.eFinancialCareers.com.au for more information. For further information please contact: Cape Public Relations +61 2 8218 2190 Luke Roberts luke@capepublicrelations.com M: 0422 855 930 Jane Thomson jane@capepublicrelations.com M: 0413 682 377   Australia's financial services job decline highest in APAC - Media Release: eFinancialCareers 2012-07-16T03:28:00Z australia-s-financial-services-job-decline-highest-in-apac-media-release-efinancialcareers Australian financial services job growth still behind rest of APAC:eFinancialCareers Quarterly Job Barometer SYDNEY, 16 JULY 2012: Australia experienced a 37% decrease in the number of financial services job opportunities in Q2 of 2012 compared to Q2 2011, according to the latest quarterly Jobs Barometer from eFinancialCareers, the leading global career site network for professionals working in the investment banking, asset management and securities industries. The overall APAC region experienced a less dramatic decline (-14%) over the period, with Singapore and Hong Kong registering decreases of -3% and -18% respectively. However amidst the conservative hiring environment across APAC, there are some major growth areas: job postings for information-services positions in the region increased by 76% year-on-year in the quarter ending 30 June.AustraliaWhilst annual quarterly comparisons revealed an overall decline in financial service job numbers in Australia, there are some signs of recent stability with a 4% increase experienced in finance jobs posted for Q2 compared to Q1 this year. Although investment banking jobs remaining quiet in Q2, there were positive exceptions of financial professionals recruitment occurring in Australia’s booming natural resources and infrastructure sectors. However overall in Australia new vacancies for the period were rare and small-scale redundancies continued to take place, especially in research roles. Financial planning and superannuation in Australia remained comparatively stable, although hiring was still lower than last year. “We expect similar trends over the coming months, although a few more opportunities in risk should open up at both banks and consulting firms, thanks largely to the introduction of Basel III,” said Managing Director of eFinancialCareers Asia Pacific, George McFerran. Asia Pacific (incl. Australia) Top-Performing Sectors in Q2Sectors in Asia that experienced the highest quarter-on-quarter growth are asset management (28%), information services (26%), and operations (15%). Chart 1: Top-performing sectors in the Asia (Q2-12/Q1-12) Source: eFinancialCareersAsset management - Compared to banks, asset management firms have been proportionally less affected by recent retrenchments in Asia Pacific. Recruitment in investment banking is generally stagnant, with some buy-side firms opportunistically taking on bankers keen for a career change into a potentially more stable, less hierarchical environment; Information services - During the second quarter, banks put an increased emphasis on risk management and compliance thanks to fluctuating markets and an ever-changing regulatory environment. This had a positive effect on recruitment at information-services providers because financial institutions needed timely data to support their risk-management systems; Operations - eFinancialCareers witnessed a partial recovery in operations recruitment in the last three months, despite continued off-shoring of roles out of Australia, Singapore and Hong Kong into lower-cost countries such as India and the Philippines. Much of this increase was seasonal with people moving after receiving their bonuses while back-office hiring was mainly driven by a need to replace essential employees rather than by new growth. Asia Pacific (incl. Australia) Bottom-Performing Sectors in Q2Equities - Investment banks across APAC continued to cut in equities, especially researchers, as trading stayed relatively subdued. With volumes not expected to return to pre-financial crisis levels in the near future, some firms are re-evaluating their business models and headcounts, which has led to lower recruitment rates; Trading - With hiring budgets tight in the second quarter, banks were more focused on retaining their top revenue generators than they were on poaching expensive talent from competitors. Although some sectors, such as commodities trading, remained comparatively buoyant, uncertainly in global markets meant there was little desire to invest heavily in expanding trading workforces; Derivatives - Many investors were still shying away from derivatives in Q2, and hence investment banks were cautious about adding headcount or even replacing employees who left. Continued global economic uncertainly meant financial institutions were keener to expand headcount in bread-and-butter parts of the business – such as transaction or corporate banking – rather than in more exotic instruments. The eFinancialCareers Quarterly Job Barometer tracks APAC positions advertised on eFinancialCareers in sectors where there is a minimum level of 150 advertised jobs a month for three consecutive months. Sectors qualifying for the APAC Job Barometer for the three months ended 30 June 2012 were Information Services, Consultancy, Quantitative Analytics, Compliance / Legal, Commodities, Risk Management, Asset Management, Derivatives, Trading, Credit, Corporate Banking, Sales & Marketing, Investment Banking / M & A, Capital Markets, Accounting & Finance, Operations, FX & Money Markets, Debt / Fixed Income, Equities, Information Technology, Insurance, Private Banking / Wealth Management, Retail Banking.Ends About eFinancialCareerseFinancialCareers, a Dice Holdings, Inc. Service, is the leading global career site network for professionals working in the investment banking, asset management and securities industries. The website provides financial services professionals with job opportunities, job market news and analysis, salary surveys and career advice. Recruiters and employers can post jobs targeting specific sectors within the financial services industry, both buy-side and sell-side, and can search the resume database for highly qualified and specialized professionals. eFinancialCareers has a network of co-branded career sites with industry-leading trade publications and offers local websites in 19 markets and five languages primarily across North America, Europe, the Middle East and Asia-Pacific. Please visit www.efinancialcareers.com.au for more information. For media enquiries and more information, please contact:Cape Public Relations Pty Ltd:Jane Thomson: jane@capepublicrelations.com M: 0413 682 377Luke Roberts: luke@capepublicrelations.com M: 0422 855 930