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Creating income and job opportunities for women




Joblessness falls among both men and women. A Social Weather Stations (SWS) survey reveals that “adult joblessness has been consistently higher among women than among men, with the women-men joblessness gap ranging from 10 to as high as 26 points since December 2011.”

According to the survey, the rate is 34.1 percent in women, while men are 22.2 percent as of November 2020. Research taken from LinkedIn Opportunity Index 2021 also shows women facing significant barriers in achieving job-related opportunities.

With 88 percent of Filipinos working from home, the research shows many working women face other barriers in achieving opportunities. Working mothers are facing more obstacles under the current setup compared to men. Close to half of working mothers (47 percent) have said they are struggling to balance their work and household responsibilities, with 42 percent saying their duties at home are getting in the way of their career development. Despite these barriers, women are prepared to work hard, but they desire equal access to opportunities as men.

According to the study, 22 percent of female professionals agree there are fewer career advancement opportunities. Another 14 percent claim they get paid less than men in their profession. Half of working women in the Philippines have experienced that their gender played a role in missing out on opportunities, promotion and pay. LinkedIn data shows that only 26 percent of working professionals in the Philippines strongly agree that gender diversity is a priority in their organization.

Businesses play a role in bridging the gender gap and providing opportunities. Gina Romero, chief executive officer of Connected Women, says the focus of their social enterprise is “job creation through inclusive innovation, helping women transition from offline jobs, corporate jobs into online jobs and that’s because we know that a lot of women in the Philippines quit their jobs even though they are highly skilled and highly experienced,” Connected Women together with Facebook #SheMeansBusiness launched a specially designed free digital marketing eCourse for entrepreneurs, freelancers and professionals. The number of women-owned pages globally on Facebook has grown over 60 percent year-on-year. If you are an entrepreneur, you could tap on this growing platform to further advance your business.

Different ways to earn through Connected Women are available. There is Micro Work, short tasks one could complete on your own time, paid per task. Tasks require basic skills and could be done remotely using a computer or mobile device. Another is data annotation such as labeling text, video, images or audio for use by artificial intelligence (AI) applications.

Connected Women runs training programs and workshops for AI Data Annotation. In partnerships with trusted brands, Connected Members would have the opportunity to start their own freelance home retail business using their mobile device. Providing access to work and also to other income-earning opportunities is the end goal of Connected Women.

To help people and businesses take steps to improve gender equality in the workplace, LinkedIn is making five LinkedIn Learning courses available for free till March 31, 2021.


These are Leadership Strategies for Women; Planning Your Family Leave and Return; Proven Success Strategies for Women at Work; Own It: The Power of Women at Work and Becoming a Male Ally at Work. Programs are available to support the community of women in their professional growth. For example, EmpowerIn, uses virtual learning sessions and group mentoring to help female employees in the Asia-Pacific region become better leaders by improving their presentation abilities and equipping them with skills to lead with data and data-driven insights.

“Having a role model makes such a big difference,” explains Feon Ang, Vice President, Talent and Learning Solutions, APAC, LinkedIn. “When women see another woman in a leadership role, it really helps to inspire them and believe that their company is real and honest about grooming women into leadership positions.”

Opportunities arise from obstacles. Seek new soft skills — effective communication, creative thinking, leadership and learning new hard skills — business analytics, sales and marketing.

Bounce back and pivot. Crisis times demand entrepreneurship to step forward. As we celebrate National Women’s Month, the community could help women carry out their many roles as women and handle personal and professional challenges. Create income and job opportunities for women.

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3 ways to recruit engineers who fly under LinkedIn’s radar




Sergiu Matei is the founder of Index, a platform that helps teams find and hire world-class remote software developers and be globally compliant from the get-go.

We’ve recently been bombarded with news of job surpluses, including predictions that the number of software developer roles will increase 22% by 2030. With the need for nearly a quarter more developers, recruiters are having to scale their search and look under the stones that have previously been left unturned.

It’s easy to assume in the digital age that job candidates are waiting at the end of a mouse click, but the online hiring space isn’t as encompassing as we think. Less than 10% of people on LinkedIn don’t have an education that surpasses high school, despite 87% of developers having taught themselves a new coding language, framework or tool without formal education.

People who live in emerging markets use LinkedIn less frequently, even though these locations harbor some of the world’s most promising tech talent.

Some developers choose not to have a LinkedIn account because it feels like another social media channel to maintain. This aversion makes sense considering engineers focus more on hard skills rather than their online personae.

This week, LinkedIn announced it would start offering its services in Hindi, which will allow the service to reach 600 million people globally. People who live in emerging markets use the platform less frequently, even though these locations harbor some of the world’s most promising tech talent.

Companies can’t let how they’ve hired in the past influence their approach today — doing so means missing not just the quantity of developers, but the quality and diversity of them. The remote revolution didn’t just broaden where we can recruit, it’s expanded who we can bring on board. With that in mind, these are the best ways to tap into the hidden developer gems.

Open up your content, chats and code

No recruiter should think of hiring a developer as the same process as selling a product or service. As Adam DuVander explains in “Developer Marketing Does Not Exist,” resonating with developers requires more education and less promotion than the majority of companies currently provide.

The content you publish can organically pique people’s interest, as long as it has a strategic purpose and doesn’t overly mention your brand or services; for example, blog posts about upskilling, industry trends and exclusive data insights. You could also host events like webinars, round tables, quizzes and hackathons that are less for recruitment purposes and more to showcase the team and culture. Don’t be afraid to be lighthearted with your content, either. Memes, GIFs and videos are a great way to demonstrate that you don’t take yourself too seriously. And once you remove the promotional positioning, developers in the shadows will start to come forward.

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