Even here in the 21st century, gender inequality is still an issue despite our best efforts so far to combat it. While the workplace has become more equal than it ever has been before, there is still work to be done before it is genuinely an even playing field for both genders. Addressing the situation is not always easy for companies, however, as many issues regarding inequality can be very nuanced, with causes going deep below the surface.

Many companies though are making concerted efforts to address gender inequality in the workplace with initiatives that are designed to encourage equality. Such innovators are creating examples that the rest of the business community can look up to as an inspiration when trying to tackle inequality in the workplace.

Generally speaking, we tend to consider a company’s workforce to be the people that are sitting in the company’s offices and working in their factories. However, the chain of contribution goes much further than that. Even if a person is not directly employed by a company, it doesn’t mean that they aren’t valuable contributors to the organization. Indeed, such people are often essential to any organization.

One such example is the contribution that female dairy workers make toward a company such as Nestle, and their contribution has not gone unrewarded. Nestle is helping these dairy workers with valuable advice and free veterinarian services, while they also help to make sure that any medicines needed for livestock

Research reveals that there are now more females going into further education than males. While this may well be helping with gender inequality issues in America and Europe, education opportunities for females are still lacking in other parts of the world.

Some companies have gone as far as providing funds for women to gain an education, particularly in impoverished parts of the world. Dean’s Beans Organic Coffee, for example, runs an initiative that provides education to girls living in Guatemalan coffee producing villages. Such initiatives provide education not only in academic subjects, but also on health, well-being, and gender inequality issues.

Subconscious bias in interviews can lead to better-suited candidates being overlooked for no other reasons than their gender. Quite often the interviewer has every intention of approaching the recruitment process fairly and is unaware that they are biased toward a particular gender. That the interviewer is often unaware of his or her own bias means it is a particularly difficult problem to overcome…or is it?

The solution is actually a lot simpler than it might first appear to be, and some of the largest companies out there are endorsing it as a policy.

In having both men and women interviewers, any subconscious gender bias is automatically balanced, helping to provide a much fairer recruitment process. For the company, this means that the best candidate for a job is more likely to be selected for a role, helping to create a more effective workforce. It may not be a perfect solution, but it should certainly go some way to helping redress the balance.

Some companies have developed programs that actively encourage women to take more prominent roles within their organization. This often involves mentoring programs that help to develop women’s qualifications and provide inspiration for them to take on the challenge of pushing higher up the echelons of the workforce. International law firm Allens has adopted such a strategy and has seen great success so far, with just over half of the participants now holding senior positions within the organization.

Such initiatives are not always entirely altruistic. In encouraging their brightest and most talented women to push further up the ladder, they get to tap into a talent pool that might otherwise have not been used to its full potential. Having women in senior positions within the organization also helps to act as an inspiration to others that are looking to progress in their career.

One of the greatest divides in the workplace is the subject of maternity and it is something that has long held women back in the workplace. Women are now legally protected throughout much of the world when it comes to pregnancy and maternity, but some businesses are taking it further than just abiding by the law.

Companies such Banco Brazil and Spanish financial services provider BBVA have created initiatives that emphasize equality where maternity is concerned. Their initiatives allow maternity leave beyond the legal requirements but that’s not all. The initiatives also help to create an environment where the woman is not made to feel guilty about taking maternity leave, helping to create a truly fair environment.

To ensure genuine equality, many companies also ensure that men are allowed paternity leave to spend time at home with family after the birth of a child.

These are just a few of the ways companies have been addressing gender inequality in the workforce. We still have a long ways to go, but hopefully we will see even bigger progress throughout the world as we move forward into 2017.

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How the best companies address gender inequality

In an ever-evolving society where the concept of due process seems to be changing on a daily basis, professionals may be wondering how to keep up and what type of education is key to doing so. Here is how to improve your job prospects with eLearning.

So, can one really improve their job prospects with eLearning?

Let us first take a look at the reality of post-grad life: once high school seniors have finished with the hustle and bustle of college applications, scholarship interviews, and graduation requirements, they’re expected to leave childhood behind and enter the world of four-year universities and college degree programs.

Unfortunately, however, those next four years don’t necessarily translate into a clear path to the future. Traditional undergrad and post-grad education has a tendency to become a very expensive pre-career placeholder that does very little to prepare young men and women for the jobs they hope to obtain.

Julia Freeland Fisher, Director of Education Research at Clayton Christensen Institute, says this about current educational process:


There’s no doubt that eLearning is an excellent way to maneuver the gaps within your education. When an individual is struggling to find a job or move up within their company, expanding on their skill set is an ideal way of setting themselves apart and becoming more equipped to handle the workforce.

The large variety of online courses available lends itself to the variety of needs amongst professionals. While the majority of online courses available fall within the realm of technology, science, and mathematics, there are other opportunities that may better suit a person’s circumstances.

The ways that eLearning courses may be beneficial can seem endless, but here are just 5 key reasons men and women can improve their job prospects with eLearning.

1. Resume Preparation And Interview Skills.

Great first impressions are a key part of finding the right job. Unfortunately, however, a vast number of adults don’t know what actually goes into putting together a proper resume or even how to handle themselves in an interview.

Thankfully, a large number of online learning institutions offer courses that cover subjects, including:

These can make a significant difference in your success as a job candidate.

One of the advantages to choosing eLearning education is the ability to work the courses around your own schedule.

This provides students with the chance to pursue a wider range of employment opportunities and internships while expanding upon their existing skills. The potential to gain real-life experience in a person’s field of choice while still taking classes is an invaluable asset to employers.

Many managers have noted that while they do find traditional degrees impressive on a resume, they also recognize the amount of effort it takes to juggle full-time jobs and schoolwork. This type of effort speaks highly of the applicant and suggests that they’ve gained hands-on knowledge many graduates don’t receive in a normal classroom setting.

When an employee is interested in climbing the corporate ladder and increasing their opportunities in the workplace, developing their management skills can be one of the most important steps to take.

Taking a variety of online management courses will exemplify your desire to do more for your employer and will help you to improve in areas, such as:

Not only will these skills prepare you for potential management positions, but also they will better equip you to take on team leading roles within your company.

The number of different skills needed to succeed in any job type can be endless. This idea is even more prevalent when you consider how often the way jobs are performed will change.

Each day companies are producing new software and processes that are better than the ones used in the past. In order to be the best employee you can be, it’s essential that you stay with the times and keep up with these changes.

Whether you’re vying for a promotion in your current job or looking to start a career in a different field, learning new skills is imperative to your success.

Let’s say, for instance, that numerous job postings require experience with a certain software program you’ve never worked with.

Signing up for an eLearning course on the subject can be a fast and simple way to learn the program and become a viable candidate for the position.

Within any given field there is bound to be an array of eLearning opportunities to help you move forward in your career.

One of the most valuable assets gained from many digital classrooms is job placement assistance at the end of the course.

Many of the networks that offer these classes will provide you with contacts and companies that are currently searching for new hires. Utilizing your newly gained skills and relationships at the school to find your dream job is an excellent way to get the ball rolling and start your brand new career.

eLearning Could Be The Answer You’ve Been Looking For

If you want to further yourself professionally these days, you must look at the ways in which you can improve your skill set and become a better employee. Through the use of eLearning, professionals are presented with an ever-changing variety of educational opportunities that can help them do just that.

Those high school graduates discussed earlier are expected to go to college and earn a degree. While there’s nothing wrong with that plan, a successful member of the workforce won’t stop at 4 years of formal education.

eLearning coursework can truly be a game changer when it comes to improving your job prospects.

How you can improve your job prospects with online learning

In an ideal world, the workplace would be a place where everybody is excited to work together to be a part of the team and help contribute to the success of the organization. Unfortunately, this isn’t an ideal world and there is often an individual or two in the workplace who is unwilling or unable to do a competent job.

Simply put, some people are simply less capable than others and—if it’s not addressed—this can lead to considerable problems within an organization. Of all of the attributes that are expected of leaders, effective management can be among the toughest of them all. It’s inevitable that at some point every leader will encounter a member of the team that is unwilling or unable to do their part. This is when we get to see the difference between what makes a leader, and what makes a great leader.

Break things down and remember everyone starts somewhere

A common mistake among leaders is to assume that because something is easy for them, it should be easy for everybody else as well. It’s important to remember that when somebody is new to a particular task then they may face a sense of resistance or even anxiety.

However, just because a person is struggling with a particular task at first, that doesn’t mean that they’re not capable of achieving it. It could just be that they need the right training and guidance and they could soon be completing the task efficiently and effectively. A great leader can put themselves into the shoes of an inexperienced person and give them the guidance and support they need.

A recent report from the UK has shown that one in three workers are in the wrong job. If somebody is in the wrong job for them, then their performance will probably be lacking. The solution? If you have a member of your team that is not performing, then find out their strengths and if possible place them in a more suitable role. Do this and you may find that they flourish and become a very valuable team member in a completely different position.

Having somebody assigned to a role that they are better suited for will not only increase productivity

Unfortunately, some people are just bad apples and will be uncooperative no matter how hard you try. In such a situation it’s important that you maintain your own sense of professionalism and composure. Don’t allow them to drag you down to their level. Maintain any necessary records of all that is going in, making sure also that you follow the correct disciplinary procedures when necessary.

If it comes to the point where a tough decision needs to be made in regard to the troublesome individual's employment with the company, then at least you have remained professional throughout should any mud-slinging occur. Remember that leadership is also about making difficult decisions to ensure that your organization stays strong.

Dealing with difficult people can be among the most frustrating things that any leader might have to face, but it is often inevitable. Seeing your best efforts have no impact while the individual seems unable or unwilling to do their best can be frustrating, but a great leader will still maintain his or her composure.

We are all human and we all deal with stress and pressure. When this happens you can identify a great leader by the way they deal with these obstacles. One of the best things to do if you begin to feel that the frustration is getting too much is to walk away from the situation temporarily and gather your thoughts. Speaking with another person about the situation can also help you to release some of your frustrations, so you can handle the situation more easily.

Sometimes, a lack of motivation might be the root of a problem with a troublesome employee. The 9-5 lifestyle can sometimes get to people, and it affects some people worse than others. Occasionally the whole team might need a pick-me-up to provide a lift in spirits. The best leaders know how to motivate their teams and lift them up when things seam rough or mundane.

If somebody is struggling with their role at work then it could be that they are doubting whether or not they are up to the job. Getting ‘hands on’ and showing your team that it can be done and how to do it, is a great way to teach and motivate your team through example. Actually showing somebody what needs to be done can be a lot more effective than simply explaining how it is done. We all look to leaders to guide the way and rolling up your sleeves and leading by example is a great way to pass on your experience and boost your team’s confidence.

For more insights, subscribe to the Go1 newsletter to stay on top of all the latest L&D trends. Or, you can book a demo today to find out how Go1 can help with your team’s learning needs.

We analyse everything you need to know about how great leaders deal with challenging people, including keeping your composure and leading by example.

How great leaders deal with challenging people

We analyse everything you need to know about how great leaders deal with challenging people, including keeping your composure and leading by example. 

Things are changing at an exponential pace in today’s world. The manner in which people are expected to acquire new skills and complete tasks is ever-changing and the practice of keeping up can seem daunting.

Why Should You Consider Online Learning To Acquire New Skills? 

In an effort to share in the changing of time, many employers expect their employees to acquire new skills or improve their existing ones on a continual basis through training and coursework. While the standard of yesteryear may have mandated that these lessons take place in a traditional classroom, today’s norms see more and more people utilizing eLearning alternatives.

From a professional point-of-view, employers and employees alike understand that continued education is a guaranteed way of improving success within the workplace. Online learning is an incredibly efficient method of providing, and receiving, any necessary instruction needed to further one’s business. While many tend to think of distance learning courses in relation to degree programs and certificates, but they often don’t realize that these classes can be used to develop individual skills in the workforce.

While there are numerous ways that eLearning can be beneficial for professionals, there are 3 major advantages that we are going to talk about today.

One of the most common ways for an employee to ensure they’re being considered for any available promotions is to expand their skill set within the company. If, for example, an individual is interested in moving up within the marketing department, they should look at what skills are needed to successfully fulfill the requirements of the higher-level positions within that area. Since social media marketing has become a huge platform for companies, for example, these candidates may want to consider taking an online course in the subject that may provide the additional knowledge needed to make them an ideal candidate for the job.

By expanding their wheelhouse and continuing to learn throughout their careers, professionals are able to use eLearning to become invaluable assets to whatever company and/or job they’re vying for.

2. Professional Gains And Business Success.

Your company has a lead on an Italian organization that could become a major asset to your business. However, you realize that your Italian language skills are nonexistent and you have no way of attempting to communicate in the company’s native tongue. However, if you learn some rudimentary Italian, you can show the reps for that company that you’re willing to put in that extra work. An online course in basic Italian is a great way to improve your skills and preparing for this opportunity.

These types of distance learning opportunities are available in a broad range of subjects and areas. Whatever your immediate business need is, there are options available that can expand your reach as an employee.

Technology is in a constant cycle of growth and change. While it may seem impossible to keep up, eLearning provides an ideal space to grow right along with it. What better platform to increase your technical skills than in a digital space?

If any individual is unsure of a new software program or update that is vital to their personal and professional lives, online courses are great solutions. It’s essential that employees stay abreast of the latest technical improvements within an organization.

4 Reasons Why Digital Courses Are Incredibly Effective

There’s often a lot to be said about the benefits that can come from a face-to-face learning environment. However, it’s also important to note that a digital classroom comes with its own set of perks and benefits.

While the reasons previously discussed are often enough incentive for people to consider online education, you might want more specific examples of the ways digital courses are often preferred to their in-class alternatives.

For working professionals, there never seems to be enough hours in the day. So driving to campus multiple times a week, at mandated hours, often isn’t feasible. With online learning, however, individuals regain the ability to control their own schedules. This advantage makes it easier for people to obtain the new skills that will improve their chances of further success.

The lower costs that come with choosing online learning make it a more feasible option for learning new skills. When students are paying less money, they are often more willing and able to take multiple courses as well. This means that an individual can spend some time focusing on Quickbooks this month and then brush up on their Spanish next without the added burden of high course fees or potential debt.

When an individual is considering a class in a traditional classroom setting, there is no room for spontaneity. The student must first select a specific semester to begin their lessons and are then limited to the number of times their course of interest is being offered. Depending on the timelines and needs for the skills and information learned in these courses, waiting for a new session to start may not be beneficial. With an eLearning platform, many colleges and/or companies will allow the student to begin their coursework whenever is beneficial for them. If someone’s need for a certain class is more imperative, this provides them with the chance to start their lessons right away.

No two people are exactly alike, including the ways in which they learn and with eLearning you have tons of options.

For example, here are a few of the various learning formats available:

By selecting a class that’s more appropriate for your desired style of learning, you’ll be better equipped to actually absorb the information in the long run.

Learning New Skills Has Never Been Easier

For today’s adults, the preference for digital coursework is continuing to grow at a rapid pace. In fact, by the end of 2016, experts believe that the eLearning market will be worth approximately $51.5 billion.

Men and women realize that in their professional and personal lives, it’s essential to grow intellectually and keep up with the ever-changing times. While finding the time and availability to acquire new skills may seem challenging, online classes make it quite easy and efficient.

How you can use eLearning to acquire new skills

Having a mentor is one of the most valuable opportunities for professional development, allowing you to improve your individual work performance and boost your career.

Mentoring presents many benefits for employees, both professionally and personally, including increased knowledge sharing, improved skill sets and the opportunity for constructive feedback and support.

In mentoring relationships, you’ll meet or talk regularly with your mentor to exchange ideas, discuss work progress and set goals for professional development. Your mentor doesn’t necessarily have to be someone you report to – they may be your manager, but they could also be a co-worker or someone from an entirely different industry. Regardless of who your mentor is, they’ll be someone who knows how to succeed and is passionate about sharing this knowledge with others.

Let’s look at why 86% of executives say having a mentor is important for career development.

The role of a mentor is “to encourage the personal and professional development of a mentee through the sharing of knowledge, expertise and experience.”

Knowledge sharing is an incredibly important part of the mentoring relationship, as a mentor can provide you with real world knowledge on how to advance your career, based on their own professional experiences.

He or she can also help to identify gaps in your skill set and push you to learn new skills. For example, you may have always been terrified of public speaking and shied away from challenging yourself in that area. Having a mentor’s encouragement can make you feel more motivated to develop your public speaking skills and achieve new personal goals in the process.

Online learning provides a convenient and effective way to bridge those gaps in your skill set – ask your mentor what online courses or training they’ve completed to build up their knowledge. You’ll find thousands of eLearning courses for professional development available and free of charge.

One of the best things a mentor can do is empower you with a newfound sense of confidence in your work.

As successful leaders, mentors offer regular support and encouragement, helping you to maximize your potential so you can get where you want to go in your career.

Having a mentor can also help you to stay motivated and focused on your goals. When there’s someone else you’re accountable to, who has placed a lot of time and energy into your career, you’ll want to deliver your best work possible.

Your mentor can act as a good sounding board for your work experiences, allowing you to consider certain interactions or situations in a different light.

Things that go wrong in the workplace, whether it’s interpersonal relationships or problems with a project, may not seem so dire to someone with more experience. Your mentor can offer you a more objective perspective on the situation, helping you to keep your focus on things that are more important.

Mentors can help you to navigate career challenges, through sharing insights from their own past successes and failures. They can also provide you with exposure to new ideas and ways of thinking that can help you to further grow.

Through the lens of experience, your mentor can help you to view your mistakes in a more positive way.

Successful leaders often see mistakes as an opportunity for professional development and positive change. Everyone makes mistakes at work from time to time – the important thing is to learn from these mistakes and become more resilient in the process.

As Sally Blount, Dean of Northwestern University’s School of Management, stated in an article about the benefits of mentorship, “we may gain confidence from our successes, but it’s our failures that develop our leadership muscle and offer the most powerful insights.”

Another benefit offered through mentorship is the opportunity for both parties to grow their professional network.

Mentoring isn’t just a one-way street. Your working relationship with your mentor can also bring benefits to their career, offering them professional development in their leadership skills and recognition as a mentor and subject matter expert.

Through your mentor’s introductions, and vice versa, you can both develop positive working relationships with new contacts that you may not have had the chance to meet otherwise. This also provides you with an opportunity to build your personal brand, through a wider audience of social media contacts and greater levels of exposure.

When choosing a mentor, you’ll want to look for someone whose experience and success is greater than your own, although they don’t necessarily need to be from the same industry. Someone from a different organization or sector can still provide valuable insight into areas of leadership and professional development.

People who have used strategy to get where they are make great mentors, as they can share their experience and help you to build your own roadmap to success. You’ll be able to learn firsthand how they got to the role and position they’re in today.

As well as experience and strategy, mentors should inspire you by their values and character traits. If empathy and honesty are important to you in your career, align yourself with a mentor who understands the importance of these values. Look for people who are passionate about their work and love what they do. You should admire the life and work of your mentor, as they exemplify the skills and success you want to achieve yourself.

Have you got a mentor? Why having a mentor is important for your career

The Go1 Team are very excited to announce that we have just been listed as one of the top 500 companies in the 2016 Deloitte Technology Fast 500 Asia Pacific!

Coming it at 439, this is an outstanding effort from the team in what is a very competitive region when it comes to technology, and being one of only 4 companies from Queensland to make the final cut. The Go1 team are very proud of this achievement, and are already looking forward to improving on this ranking for the 2017 awards.

Awardees are selected for the Technology Fast 500 ranking based on percentage fiscal year revenue growth over three years.

This year has also seen the rise of a number of Australian companies in the Asia Pacific region, with 88 companies making the top 500! 

Go1 listed in 2016 Deloitte Technology Fast 500

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If you are planning on training your team on legal compliance, then you will need to get organized and come up with a proper plan. You will need to know and understand the goals that you are trying to achieve and be able to come up with a plan that will help you to achieve those goals. If you don’t have a plan in place then it will be difficult to meet your targets, making any training less effective than it otherwise could be.

Every company is different, with its own dynamics and requirements meaning that any game plan should be tailor-made to that company’s specific needs. It’s important to do research into just how the company operates to help ensure that any training plans put into place are relevant to them. Certain individuals within the company may also have specific roles that require specific training.

More importantly, it could help prevent instances of wrong doing happening in the first place.

One key aspect of building a legal compliance game plan is to know exactly which laws need to be abided, and who needs to abide by them. Below are some of the main topics that staff will generally need to be trained in if they are to comply with rules and regulations.

Some necessary areas that the workforce needs to be trained in are:

Safety: Where possible, an employer should always provide safety training to their employees. If a member of the workforce picks up an injury or illness as a result of their job and they had not received adequate training, then the employer could face serious consequences. This ranges from everyday issues such as obstructing walkways and avoiding slippery surfaces, to more specific instances such as handling toxic chemicals and operating heavy machinery. It is often also necessary to ensure that certain personal have certain equipment to help keep them and others safe in the workplace.

Emergency Training: In addition to training staff to help them recognize potential hazards in the workplace, it’s also necessary to train them in what they need to do in the case of an emergency. If there is a fire in the building then having staff that knows how to deal with the situation best could literally help to make the difference between life and death. Emergency training will often tie in with safety training to help ensure it is easy to vacate a building if needed and to help emergencies from occurring in the first place.

Discrimination: Discriminating against certain people based on their race, religion, gender and other demographics is against the law. Employers that have been found not to take necessary precautions and/or act accordingly when issues arise are liable for potentially severe penalties. Management, in particular, should obviously receive anti-discrimination training but the whole workforce should have some training also. The company should also make sure that the whole workforce is aware of procedures to make a complaint if needed.

One of the more serious inequality issues that occur in the workplace is sexual harassment. According to the American Association of University Women, the definition of sexual harassment is “unwelcome sexual advances, requests for sexual favors, or other verbal or physical conduct of a sexual nature”. Not only must the employer put into practice training that helps to recognize and prevent sexual harassment, they must also take very seriously any complaints that are made.

Compliance with the Law: Depending on which particular business you are in, there will be various laws that must be abided by. For example, in the case of a financial services company, this could mean making sure that only qualified people are giving financial advice. In a catering business, it could mean storing food in certain conditions. Depending on which industry you are operating, audits and inspection will be carried out and penalties may be imposed if legal requirements are not complied to.

Whenever introducing new staff to the company, it’s important that they all go through the appropriate orientation procedure as soon as they join. This should cover the basics such as pointing out emergency exits and other essential locations and facilities, as well as making sure they are supplied with any essential equipment. Any necessary documentation should also be provided and signed, including information on policies relating to legal compliance. In many cases, a new employer cannot legally begin to work before they have taken necessary training programs.

Instructing staff on what the rules are and how to obey them is an excellent and necessary start. Self-audits not only help to pick up on any unintended errors but also help to keep the staff on their toes as they will be well aware that their actions will be audited at some point in the future. These audits can often be carried out by in-house compliance staff--although some businesses may prefer to recruit a third party for the audit for a genuinely transparent and impartial audit.

If you are unsure of what you need to do to comply with necessary rules and regulations you could hire a business to do this for you. A team that is experienced in providing compliance training will be aware of what rules and regulations need to be adhered to and how to make sure that individuals are meeting expected requirements. They can also design a training program that you can adopt, helping you to train your workforce yourself in the future.

How to build a legal compliance game plan

 A new study of local Australian government agencies has revealed a systemic problem affecting staff training processes. The study—which was conducted by online training provider GO1 and incorporated data collected from 55 Australian government organisations—cited budget constraints and a lack of technological resources as the primary reasons for a recent setback in training productivity.


Completed during the first quarter of 2016, the study paid close attention to the learning management solutions employed by each of the surveyed government departments as well as the methods used during training and the types of training courses that were preferred. The results were somewhat staggering.

The findings suggested a downward trend in the cultivation of properly trained staff members and signalled that:

Only around 43% of Australian government agencies use online training solutions to help prepare their staff to meet the needs of the public (which implies that over half of the government sector still uses traditional, non-digital methods for staff education)

Fewer than one in three departments use mobile devices to facilitate eLearning among personnel

Approximately 46% of agencies are still hoping to reduce their training budgets despite these issues

The GO1 Local Government Study 2016 [which can be accessed here] exposed a range of obstacles that currently stand in the way of more efficient training program delivery, GO1 co-founder and chief technology officer Dr. Vu Tran said. “Local government is failing to switch over to eLearning despite the huge benefits it offers. The reason being given is that many agencies don’t have access to the technology required to be able to run an online solution due to budget limitations. [The agencies] also don’t have sufficient time to move to a new system [or] learn how to use and manage it,” Dr. Tran observed.

For the uninitiated, this means that, though online training courses such as those provided by GO1 offer comprehensive one-on-one solutions to help prepare personnel for the workplace, in many cases the technology simply isn’t there. It’s impossible, for example, to design an online class for new employees when your Internet is unreliable or your budget limits you to one computer for every five staff members.

Beyond the issue of limited technology, the survey results indicated further challenges facing the public sector. These included:

Perhaps unsurprisingly given the general technological deficiencies that were uncovered, the GO1 study suggested government departments were lagging behind when it came to mobile use. Though the world has entered an unprecedented digital age, fewer than one in three agencies reported providing their staff with the tools they would need to learn on the go. This discovery runs entirely contradictory to GO1’s experience in the field of online learning and education. “Having access to learning material on mobile devices and tablets lets people train when it’s more convenient [for] them. There are usually many higher priority tasks to complete when [staff members are] sitting at their desk. Mobile learning means they can access courses anywhere, and it’s far more convenient,” Dr. Tran said.

The survey likewise showed that time was another pressing issue. Nearly 50% of respondents admitted spending no more than two hours on training each month, while only around 10% could claim they dedicated more than four hours per month on staff education.

And yet almost 20% of participants complained of having to devote as much as 24 hours a month to the management of training programs. This statistic is dramatically disproportionate to the number of hours spent in active training. As Dr. Tran sees it, such a disproportion provides a strong argument for a more widespread use of online learning solutions. “ELearning makes training easier and less time consuming and it’s much more cost effective,” Dr. Tran remarked, adding, “Half of the government departments surveyed [were] anxious about budgets and would consider a switch to a learning management system if it could cut training costs by half — which it would [, so therefore] it’s an opportune time for local government to start ditching legacy systems and invest in newer, more efficient training processes.”

In addition to actual training time, there was also the issue of time devoted to the creation and management of training courses. Many organisations pointed to maintenance of training systems as being a genuine concern and also suggested that more traditional methods of staff education were difficult to monitor for industry compliance. These government departments seemed to crave the advantages of a flexible, reasonably priced platform—a solution that would afford managers the opportunity to build their own customised courses and administer these classes in an online environment that could track user progress and offer compliance reports.

As is the case with so many agencies, the government departments surveyed by GO1 also disclosed a very real tension between the desire to increase staff proficiency and a desire to protect the bottom line. Close to 50% of study participants indicated they’d be quite likely to implement a learning management system (or LMS) if such a system could provide accredited courses for free. A cheaper LMS solution would no doubt free up valuable resources, which in turn could be diverted toward the acquisition of applicable technology such as desktop monitors, laptops, cell phones and other mobile devices. And more technology, of course, would allow more employees to be on-boarded more swiftly and efficiently.

Finally, the GO1 Local Government Survey 2016 revealed that the challenges mentioned above were all infinitely compounded by the fact that employees must be trained in a wide variety of subjects.

To get a better sense of exactly which topics Australian government agencies would consider to be the most important fields of study, the GO1 survey asked respondents to specify their choices for the most essential training courses within two separate spheres: professional development and industry compliance.

According to the survey, “leadership” emerged as the most crucial course in the area of professional development. This topic was then followed by “workplace health and safety” and “customer service.” A clear majority of respondents listed these courses among their top three most sought-after classes. The entire top 10 list was as follows:
1. Leadership – a look at the ultimate “roles and responsibilities” assumed by business leaders and an analysis of how the actions of these individuals can help foster a communal culture

2. Workplace Health & Safety for Contractors/Supervisors/Employees – an overview of the hazards that may be encountered in the workplace and an introduction to techniques for emergency response and disaster prevention

3. Customer Service – methods for improving customer satisfaction and sustaining a positive attitude during person-to-person interactions

4. Report Writing – thoughts on streamlining your writing style and ideas on how to structure work reports that are both clear and easily digestible

5. Supervisory Skills – a look at enhancing leadership skills to promote a safe, friendly and productive environment

6. Resilience – tips on learning to adapt when met with new challenges or faced with an unexpected business catastrophe

7. Team Building – an overview of the primary features and functions of a team and thoughts on boosting group morale while promoting maximum output

8. Time Management – methods for simplifying daily tasks, minimising procrastination and building effective communication skills in order to use your time as wisely as possible

9. Problem Solving/Reasoning/Creativity – ideas for approaching industry challenges with a careful line of reasoning that yields uniquely impactful results

10. Systems Training – the “dos and donts” and “hows and whys” of educating those you supervise

When it came to compliance, “workplace health and safety” also made it to a top three spot among popular training courses. Still, the curriculum identified as the most vital/most highly utilised among the 55 surveyed agencies was “traffic control.” The finalised list of top 10 programs for compliance education included:

1. Traffic Control – tips on creating a safe work space, maintaining appropriate levels of professionalism and keeping the lines of construction communication open

2. Codes of Conduct – a look at upholding legal and ethical standards in a professional setting

3. Workplace Health & Safety – an overview of the hazards that may be encountered in the workplace and an introduction to techniques for emergency response and disaster prevention (with an eye towards meeting exacting government and industry requirements)

4. Bullying & Harassment – guidelines for employee behvaiour that will prevent incidents of mistreatment and malpractice

5. Building Regulation – thoughts on remaining up-to-code when working on a construction site

6. First Aid – methods for providing emergency care to your co-workers

7. Induction Training – ideas for introducing new employees to their workplace environment, especially when said environment poses potential risks or heath hazards

8. Drug & Alcohol Awareness – a review of the ways in which drug and alcohol abuse can inadvertently affect a community of co-workers and thoughts on how best to protect yourself and your company against such effects

9. Confined Space Training – preparation guidelines for completing work within a designated “confined” space and thoughts on how to stay safe in these enclosed areas

10. Leisure Centre Compliance – methods for meeting legal safety requirements when working in multi-purpose leisure centres, particularly those with pools (such courses should instruct employees in fundamental lifeguarding techniques)

Dr. Tran feels these lists are extremely telling. “These are [the types of] training courses that government organisations can’t afford to skip,” he said, adding “Keeping up with compliance is one of the most critical components in training. When you’re setting the standard for the community, it’s paramount that you yourself are well trained and informed in all of the areas that you deal with on a daily basis. ELearning can really help simplify this and track all the critical courses that have been completed.”

Indeed, the results of the GO1 survey seem to support Dr. Tran’s observations. It would appear as though government organisations would be best served by the employment of a digital learning management system—a solution that could simultaneously roll back costs, save time and keep agencies as honest and compliant as possible.

View the full GO1 Local Government Study 2016 here.

Survey finds local governments face significant challenges when training staff members

When hiring new staff, it’s important to find employees who are a good cultural fit for your organization, as well as qualified and experienced for the job.

This means taking the time to find people whose core values are aligned with your workplace culture, to support your company’s mission, vision and goals. You’ve no doubt worked hard to establish the culture of your business and each new person that you bring on board has the potential to contribute either positively or negatively to that culture.

With many of today’s workers looking to use their skills for companies that share their own values, hiring an employee that is a good cultural fit is beneficial to both parties.

Here are some strategies and points to consider, to help you find new hires that are the best fit for your business.

With recruitment and onboarding costing companies significant amounts of time and money, you don’t want to bring someone on board only to have them leave a short time after.

Employees who are a good cultural fit for their job show greater work satisfaction, higher performance levels and are more likely to remain with the same organization for a longer period of time. Happier staff are more productive and engaged, making it a win-win situation for both parties.

By spending time in your hiring process to find the right fit, you’ll reduce staff turnover and save money on further recruitment and onboarding.

Just because an applicant has the right experience doesn’t necessarily mean they’re the right person to fill the role.

So-called soft skills, such as communication, critical thinking and emotional intelligence are highly valued in the modern workforce and should not be overlooked when deciding on a new hire.

While traditionally, companies focused more on an employee’s IQ as a measure of potential success, today’s workforce is paying a lot of attention to emotional intelligence. In fact, with 90% of top performers showing high EQ, emotional intelligence is considered the strongest predictor of performance. Employees with high EQ are also seen to be happier, more resilient, better at conflict resolution, continually learning and more effective at leadership.

Personality traits such as empathy, compassion and honesty are also important, particularly for recruiters in the health, social justice or non-profit sectors.

As a recent article in Business News Daily says, “although the right skill set may seem like the most important factor in whether a candidate is a good fit for a particular role, the truth is that skills can be acquired, but personalities cannot.”

Potential employees should already have a sense of the way your organization is run from your company’s brand strategy, mission and values. This gives people a sense of knowing what’s “behind the scenes” before they even interview.

Company values should be apparent in the way you do business, every day. You can also use social media as a channel to express these values and make your corporate culture clearly visible to your audience. Show people what your brand is passionate about, what inspires company goals, what you live and breathe in your workplace.

This realistic preview of the job helps attract candidates who are a better fit for your organizational culture. You want people to feel that your company is a good fit for them, as well as vice versa. These new hires can become your best brand ambassadors, as staff who feel aligned with their work culture can contribute to growing your brand, achieving organizational goals and sharing your company values.

Interviews are the best opportunity to see if there’s a good fit between your organization and an individual.

You can use questions about how candidates have handled certain work situations in the past, to reveal how important values are in informing their behavior and actions. Interviewers can then determine how each response aligns with the culture and values of the organization.

Interviews also allow candidates to ask questions about the company and what it’s like to work for. You can get a good sense of how important work culture is to someone by the questions they ask and where their attention is focused.

Don’t Confuse Cultural Fit with Discrimination

When discussing cultural fit, it’s very important to be clear that we’re talking about finding a good fit for your corporate culture – the culture of your company or organization. Cultural fit has nothing to do with age, gender, race, citizenship or sexuality. Hiring, or not hiring, people based on these factors is discrimination, which is never a good thing.