For lawyers and legal professionals, the CPD deadline is fast approaching. Have you made sure you’re meeting your legal CPD requirements?

CPD, or Continuing Professional Development, is an important aspect of working in the legal industry. Developing your skills, and keeping your knowledge relevant and up-to-date, is vital for your clients, as well as your career.

For lawyers, this means making a commitment to continual learning and development within their field.

As you’re most likely aware, the legal CPD year runs from 1 April to 31 March. So now is the time to check that you’ve completed your 10 required units this year!

We’ve put together some information to help you understand more about legal CPD and how Go1 can help you meet your learning requirements.

CPD is compulsory for all employees of legal and professional service firms in Australia.

Regardless of whether you’re just starting out in the industry or are an established partner or owner of a firm, all members must complete the mandatory minimum of CPD hours. This also applies to individuals working on a part-time basis.

By meeting your CPD requirements, you’re showing your clients, employer and colleagues that you’re committed to continual professional development. You’ll be proving that you’re up-to-date with legislative changes and practices within the industry, which is essential to your career.

There are multiple ways you can meet your CPD requirements.

The rules around continuing professional development vary from state to state in Australia, so we do advise you to check the detailed rules for your state or territory.

However, all jurisdictions have in common that 10 units per year is the minimum compulsory requirement, with additional units required in New South Wales, Victoria and Queensland for Accredited Specialists.

In general, a unit will generally equate to one hour of live or on-demand activity, in the way of seminars, conferences, webinars, webcasts, or podcasts.

Within your ten units at least one unit from each of the following compulsory fields must be included:

These days, we’re lucky to have the convenience of online learning, which offers legal professionals a far more convenient way to carry out their mandatory CPD training.

With the right eLearning courses, lawyers and legal professionals can achieve their Australian CPD requirements, while also keeping up-to-date with the latest legal updates and market shifts.

To show you what’s out there in the way of online learning, we’ve compiled 5 of the best CPD eLearning courses for the legal industry – take a look and see!

There’s no need to worry about these online courses containing old or outdated information. One of the best things about eLearning courses is that they are easy to edit and refresh – so you’ll always be getting only the most factual and up-to-date information.

Why Choose Go1 for Your Legal CPD Training?

Go1 has your CPD needs covered, with a diverse range of continued learning education and development options at affordable prices.

With our online training platform, you can reduce the hassles associated with finding and registering for 10 CPD units before 31 March.

Through online courses supplied by our trusted providers, you can quickly and easily find and book the units that best suit your requirements. Our providers offer a variety of new activities and areas of law, plus the conferences and seminars you’ve come to expect.

The units are developed and produced by legal education experts, providing you with extensive education and insights into the future of the legal profession.

Go1’s range of CPD options provides you with a simple, one-stop shop, for all your CPD requirements. Take a look through the units available and register today to complete your remaining legal CPD requirements.


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Are you meeting your legal CPD requirements?

Today, Friday 16 March, Australian schools will stand united to celebrate the eighth National Day of Action against Bullying and Violence.

While the day aims to address bullying in Australian schools, it’s also a good reminder of the importance of preventing bullying and harassment in the workplace.

Bullying and harassment in the workplace is a serious issue for many Australian workers.

The Impact of Bullying and Harassment at Work

it involves a misuse of power in a relationship

it involves behaviours that can cause harm.

When an employee is suffering bullying or harassment, they are very likely to start displaying unhappy, unmotivated, distracted and unproductive behaviour. Employers can then expect to see a rise in levels of absenteeism, sick leave and staff turnover for their company.

In this way, when bullying becomes a problem in the workplace, it doesn’t just affect the person or people being harassed and targeted. It can very quickly become a problem for the whole company, with poor performance rates, reduced productivity, and low morale across the organisation.

It’s really important that you have a very clear idea of what behaviour is unacceptable in the workplace, to help prevent bullying from occurring.

People who bully or harass others can be very good at using non-verbal tactics or subtle humiliation, instead of direct threats. They often know just how far to push their behaviour, without crossing the line into physical violence or sexual harassment.

Bullying may take the form of continual snide comments about a colleague, putting someone down whenever they pitch ideas to the team, or outright hostility towards another team member. Bullies might also make a point of excluding certain people from team conversations, meetings or project work.

However, whatever form it takes, bullying is a type of abuse – a way of intimidating and dominating others, through physical, emotional or psychological control. And all forms are unacceptable. Turning a blind eye or overlooking bad behaviour is sending a message that it’s accepted or tolerated in the work environment.

As a team leader, manager or employer, you can (and should!) play a strong role in preventing and addressing workplace bullying.

Develop and implement a strong bullying and harassment policy, to show your commitment to providing a safe and productive environment for your employees, while promoting a positive work culture for all. This policy will also ensure your organisation is compliant in this area.

For staff, your anti-bullying policy will help them to accurately recognise and define unacceptable behaviour in the workplace, while guiding them to the appropriate resources and contacts for assistance.

You can also use online training courses to make sure all employees are well-informed of the organisation’s stance and policies on bullying, and know exactly where to go for information and who to contact in the event of bullying or harassment.

Ready to start educating your employees and managers on what is (and what isn’t) bullying, while creating a safer, more inclusive workplace?

Sign up to Go1 today to access bullying and harassment prevention training, plus access to an extra 600+ off-the-shelf courses.

Our online courses help employees understand, recognise and prevent bullying behaviour in the workplace, providing an understanding of:

the effects of bullying and harassment in the workplace

the types of behaviour that are considered bullying and harassment

responsibilities of managers and supervisors

how to prevent and manage bullying and harassment using a risk management approach

how to handle incidents or reports of bullying or harassment.

For more information on bullying and harassment in the workplace, you may also like to read:

Why You Need a Good Bullying and Harassment Policy

A Guide for Managers Dealing with Workplace Bullying

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.

Bullying and harassment in the workplace is a serious issue for many Australian workers, this article sheds light on this important topic.

Why bullying and harassment prevention training is so important

After highlighting the Go1 Content that is available to Totara Partners in our webinar last month, this month we will be taking a close look into the Return on Investment for Totara Partners using Go1 Content, and how you can start generating additional Annual Recurring Revenue from getting involved.

In addition to generating additional ARR, adding Go1 Content to your current offering also increases customer retention further adding value to your business.

In our next webinar for Totara Partners, we will be taking a closer look at the ROI for Totara Partners using Go1 Content. This will cover a step by step walkthrough of the entire process and all benefits involved, including working examples based on current average contracts, and will be a great chance to ask questions directly to Jamie Fish who will be hosting and is the Totara Channel Partner Executive for Go1.

We will be running three seperate webinars based on your region to ensure that all information covered is relevant to your business, and address the key questions that are most prominent in your market. Please make sure you register for the webinar relevant to your region below.


Register here for our United States Webinar

Register here for our United Kingdom/Europe Webinar

We're looking forward to being able to having you on this webinar. If you'd like additional information in preparation, please let us know and we are happy to provide some materials that will help you to understand more about Go1 Content and Totara Partners.

Webinar: ROI on Go1 content for Totara partners

Do you know what your responsibilities are under the GDPR?

The General Data Protection Regulation (GDPR) will finally come into effect on May 25 2018. That means you’ve still got a few months left to adjust your business to the new framework for EU data protection that was created way back in April 2016.

This is one of the most important changes to data protection there has been, which gives people in the EU more control over what happens with their personal data. We all know that businesses, whether you are big or small, are always responsible for customer data and to protect sensitive information.

With the GDPR, this is an obligation that is more important now than ever before.

There’s no way your business can ignore it or not take your responsibilities seriously. This data protection framework will introduce stricter and tougher regulations than before, which means bigger fines and more punishment for businesses that don’t comply with it.

Now you can face millions of dollars in fines or as much as four percent of your annual turnover to pay-out in punishment.

For a lot of businesses, there’s even a risk of insolvency when it’s combined with the possibility that customers can individually sue you for data protection breaches.

Naturally, businesses view the GDPR as a burden and something that’s complicated and going to make their life more difficult. But, you can actually use it to your advantage.

If you make it obvious to your customers that you’re compliant and following these new rules to protect their data, you might actually bring in more custom and be seen as trustworthy.

Of course, you might be thinking that the GDPR doesn’t apply to you because your business isn’t in Europe. But these regulations will apply to certain data controllers and processors if you offer goods or services within the EU and process EU citizen’s personal data.

With the internet and online businesses, this means an ever-increasing number of international businesses will be governed by the GDPR. So, you’ll likely need a representative for your business in the EU.

With the introduction of the GDPR looming on the horizon, it’s time to get your company ready. Let’s find out about the key changes that will be introduced by the new GDPR legislation so that you can make sure that your business fulfills its obligations.

Under the GDPR, its now going to be a mandatory obligation to appoint a data protection officer for your business in certain circumstances.

This will include if you are a public authority, your core activities include regular monitoring of data subjects or if you process large amount of data.

This will mean that you’ll need to hire a new data protection officer that has the knowledge and experience to ensure that all personal data is secure and collected properly. If you have someone who can fulfill this duty, you can simply promote them instead of hiring someone new.

Right now, it’s easy to hide consent away in the small print. But, the GDPR introduces a stricter definition of consent, which means that this now must be clear to customers – inactivity no longer counts as consent either.

The consent has got to be informed and freely given by your customers, which means you may need to make changes to your website or documentation going forward.

The GDPR is all about putting customer’s first and making sure their personal data is looked after. Under the new regulations, you’ve got to make sure that personal information is given to customers free of charge – you can no longer charge for it and it’s got to be delivered within one month.

Customers will have the right to see all of the information you have about them and will have more control over what happens to it.

This also means that customers can ask to have their personal data erased in certain circumstances. For example, this may be when consent has been withdrawn or it’s no longer necessary to keep it.

If you don’t follow the regulations in the GDPR, the worst thing you can do is ignore them and hope it goes away.

There’s now a rule that you must report breaches within 72 hours. That’s why it’s important to make sure that all of your employees know the processes and ways they can see if anything has gone wrong with data protection.

It should be made clear to all employees that they should report any mistakes or problems that they come across within 72 hours to avoid serious punishment.

The GDPR makes businesses more accountable for data protection. This means that you’ll have a lot more processes to introduce to show that you’re compliant with all of the regulations.

This includes keeping certain documentation, completing data protection impact assessments and introducing data protection policies in the office.

Now is the time to get your employees up to speed and offer training to get everyone on the same page in preparation for the GDPR. With big fines and tough punishments, it’s important that you follow all of the regulations closely.

These are only some of the changes that the GDPR has introduced – you’ll find there are lots of other rules and regulations that you’ve got to follow too.

Don’t panic - you’ve still got time to prepare and train your employees to ensure you know all the regulations before it’s introduced on May 25 2018.

Get started with Data Protection Courses in Go1 Premium today

What you need to know about the GDPR update

Does your company keep up-to-date with compliance training?

We all know that compliance training is important for business since it allows your employees to know how to act and work on a daily basis. In particular, training helps everyone understand the rules they should be following and the regulations that are necessary for your line of work.

In addition, compliance training creates uniformity in your organization and makes employees more efficient and productive at their job. Not only can they make the correct choices and decisions, but they can also avoid making costly errors.

But, let’s be honest – not a lot of people enjoy compliance training. It’s not going to have everyone cheering and excited on a Monday morning. Yet, it’s something that is necessary and vital for your company. Your business simply can’t run properly without it.

Despite this, compliance training is sometimes rushed and gets overlooked, especially when it comes to keeping up-to-date with the latest rules and regulations.

It’s important to realize that making sure your compliance training is relevant and keeps up with new rules and policies is even more important now than ever before.

Otherwise, employees are learning about aspects of business that are no longer relevant and missing out on what is really important. This is how mistakes happen.

That’s why you’ve got to make sure your compliance training is ongoing. So, the natural question is – how can your business keep up-to-date with compliance training?

Well, the answer is online learning courses. This is the new way of learning that businesses are incorporating into training because they’re easy to access and to use on demand.

Not only that, but online learning courses can actually make compliance training fun. Who thought that was possible, right? Well, through interactive features, as well as animated videos and colorful presentations, employees actually want to learn again.

Yet, like everything else, not all online learning courses are created equal. You’ve got to make sure you are getting quality courses that are going to cover everything you need for compliance training. So, how do you choose where to get your courses?

Well, thankfully you are in the right place! Let’s have a look at Go1 Premium and see what it’s got to offer your business and employees.

Go1 Premium can solve all of your compliance and employee training problems. We are an established leader in online learning and education, which means your company is going to have access to the best training there is.

It doesn’t matter what industry or field you are in, Go1 Premium is what you need for your compliance training and for keeping up-to-date with your needs. It’s got everything you need in one place.

So, let’s have a look at what Go1 Premium features you can use for your compliance training.

The amazing thing about Go1 Premium is that it covers all industries and fields.

We’ve got thousands of courses you can choose to incorporate into your employee training and professional development strategies, such as leadership, sales skills, customer service and IT training.

Of course, we also have off-the-shelf compliance training courses to meet your needs. They’re all kept up-to-date to keep up with the latest developments and changes.

Plus, they’re created by compliance experts so that your team can learn everything there is to know. There’s relevant compliance training based on the region where you make the purchase so that you know your team is getting the right information.

Whether you need a compliance course on manual handling or training for anti-money laundering, check out Go1 Premium!

It’s great to provide your employees with lots of training opportunities. But, you also need to know that your team are using them and are completing them correctly in order to learn.

This is especially true when it comes to compliance training. With Go1 Premium, you can track your training courses and the progress of your employees. Our tools let you examine reports and see who is doing well and who could do with a little extra help.

This is great for making sure all of your employees are meeting their compliance training goals and are at a competent level for their role in your business.

If you want to create your own compliance courses to suit your business, Go1 Premium also offers modern and easy-to-use tools so you can do it yourself!

You can build your own course right from the beginning and you can create content for your employees so that the course covers everything that you need.

The team at Go1 Premium are always on hand if you need them, no matter what day or time it is or what country you are based in.

The customer support team are friendly and know what they’re doing. So, all you’ve got to do is use the live help service when you need it the most and someone will be there right away to respond.

It doesn’t matter whether you are a small business or a large company – there’s always a plan for you at Go1 Premium.

This means that if you’ve got under 20 users or a higher volume of employees that you need to complete compliance training, you can choose a plan that works for you. Plus, why not take advantage of our free trial?

There you have it – the best parts about Go1 Premium. In today’s world, it’s important that your employees stay up-to-date with compliance training. Otherwise, not knowing the rules and regulations can come with some serious consequences.

So, why not try out Go1 Premium today and see what it has to offer your business?


How to keep up-to-date with your compliance training

Last week we hosted a webinar featuring ‘Bud to Boss’ author Kevin Eikenberry – thank you to everyone who attended and participated in the session, we hope you enjoyed it and got a lot out of it! And thank you to Kevin for sharing his time and knowledge with us all.

Weren’t able to attend the webinar? Or want a closer look at the content covered on the day? You can watch a full recap of the session here, for anyone who missed out.

On the day, we had Scott Cooper, Go1’s VP of Marketing, talking with guest author Kevin Eikenberry about how to make the successful transition to leadership. As Kevin’s book title suggests, effective leadership is all about knowing how to move from ‘Bud to Boss.’

Because sadly, 40% of new managers fail within the first 18 months of promotion. Why does this happen? Why are so many new managers stumbling at the blocks? The fact is, people get promoted because they’re good at their job—not because they can actually lead people.

Stepping into a leadership position doesn’t mean you instantly know how to be a good leader. For first-time managers and supervisors, it can be a tricky step to negotiate. You’re suddenly taking on new admin tasks, conducting performance reviews, dealing with upper management, and being responsible for employee professional development.

And often, new supervisors don’t get the training, support, and guidance they need to be successful. No wonder it can feel so overwhelming!

As you’ll see in the recap, Kevin talks frankly and honestly about:

The most common mistakes new leaders make (and some solutions)

The four perspectives that must change for a new supervisor to be successful

How to manage relationships and expectations during the transition – up, down and across the organization

How to make your first performance reviews far more effective (and less stressful)

In his book, and throughout our webinar, Kevin gives clear tips and strategies for new managers that can help them learn the kinds of things it usually takes people years to learn.

The webinar will also introduce you to the Bud to Boss Toolkit – a series of eLearning courses that will take you step-by-step through Kevin’s strategies for successful leadership. You can also download plenty of leadership resources from the Bud to Boss Community website, including a FREE online tool titled ‘The First 7 Things To Do When You Get Promoted.’

As Kevin says during the webinar, “if you’ve got ideas today that feel useful, go do something! It’s only when we take action that we really make any difference.”

Good luck putting your new leadership strategies into action!


This webinar was presented in conjunction with Vado.


Kevin Eikenberry is a recognized world expert on leadership development and learning and is the Chief Potential Officer of The Kevin Eikenberry Group. He has spent more than 25 years helping organizations and leaders from around the world, on leadership, learning, teams and teamwork, communication and more.  He was named by Inc.com as one of the top 100 Leadership Speakers and Leadership/Management Experts in the World and has been included in many other exclusive lists. He is the author, co-author or a contributing author to nearly 20 books, including Remarkable Leadership, bestseller From Bud to Boss – Secrets of the Successful Transition to Remarkable Leadership, with Guy Harris, and The Long-Distance Leader: Rules for Remarkable Remote Leadership, co-authored with Wayne Turmel. His blog is consistently ranked among the world’s best and most read on leadership.

From Bud To Boss: a full recap of our webinar with Kevin Eikenberry

As we celebrate International Women’s Day today, it’s a reminder to press forward and progress gender parity in the workplace. It’s also a reminder to make sure we continue challenging the issues of discrimination, bias, and sexual harassment.

Over the last twelve months, we’ve seen a lot of media focus and discussion around the pervasiveness of sexual harassment in the workplace.

During this time, many women have come forward to talk about their experiences. And we’ve seen a rise in global activism for women's equality, powered by worldwide movements such as #MeToo and #TimesUp.

Today we want to present you with some clear facts about sexual harassment in the workplace, as well as important steps you can take to address this issue within your own sphere of influence.

How prevalent is sexual harassment in Australian workplaces?

Earlier this week, findings from the first ever survey of attitudes to work by Australian women were released to the public, highlighting the facts about sexual harassment in the workplace.

The Australian Women's Working Futures 2017 study, undertaken by researchers at the University of Sydney, has revealed “shocking” levels of sexual harassment within the workplace for Australian women, with one in ten women experiencing sexual harassment in their current jobs.

This figure is even higher for particular groups of women, with 16 per cent of women from ethnically or linguistically diverse backgrounds and 18 per cent of women with a disability reporting sexual harassment. And it's important to remember that these numbers only reflect those women who have reported experiencing sexual harassment – the statistics could actually be much higher, with many instances unreported.

The study also reported that “less than a third of Australian working women feel they are being treated equally” in the workplace. While just 31 per cent of women surveyed believed men and women were treated equally at work, 50 per cent of men felt there was equality in the workplace.

Unfortunately, in 2018, some people are still unsure of what behaviours and actions constitute sexual harassment in the workplace.

They may think of sexual harassment purely in terms of unwanted sexual advances or inappropriate touching, however it can also encompass other more subtle forms of behaviour.

To clear this up: the Australian Human Rights Commission defines sexual harassment as “any unwanted or unwelcome sexual behaviour, which makes a person feel offended, humiliated or intimidated.” There are many ways that an individual can be made to feel uncomfortable or intimidated, without physical contact occurring. And they are all potentially damaging.

Unfortunately, in many workplaces, particularly male-dominated work environments, unacceptable actions or comments are often passed off as “jokes” or locker room talk, or just dismissed with a shrug and a “boys will be boys” attitude.

Regardless of whether someone is staring inappropriately, making sexually suggestive comments, telling inappropriate “jokes” or subjecting you to unwelcome physical contact – all of these examples are considered sexual harassment and are behaviours that are completely unacceptable in any work environment.

What can employers do to address sexual harassment?

The key to preventing sexual harassment from occurring within your organisation to have a clear policy on sexual harassment.

This policy must define what sexual harassment is, outlining unacceptable and inappropriate behaviours, as well as the consequences employees will face from those actions. You must make sure that your policy is compliant with all local, state and federal laws.

Developing and promoting this policy will make it clear to every employee that sexual harassment is 100% unacceptable in your organisation – at any time , whether during working hours or at any form of work-related training activities or functions. Get serious about cultivating a zero tolerance work culture, where sexual harassment is neither welcome nor tolerated.

In Australia, employers must create a safe and positive environment for their staff. This means that if you’re an employer or manager, you have a responsibility to look out for inappropriate conduct and to stop it right away. Make sure that you and other managers encourage the prompt reporting of incidents and always act immediately on any complaints that involve sexual harassment.

It’s also important to make sure employees are aware of their rights and are empowered with a clear idea of what constitutes sexual harassment, so they can feel confident in addressing and reporting it. 

What should I do if I see someone being harassed at work?

Even if you’re not in a management position, you have a responsibility to speak up when you see or hear something unacceptable in the workplace.

By speaking out against sexual harassment, and calling out inappropriate behaviour, you can challenge and change the dynamics in your own sphere of influence. You’ll also be encouraging other employees to do the same.

In group environments such as the workplace, sexual harassment can have an unfortunate cumulative effect on other staff who witness the behaviour, serving to reinforce and normalise negative male/female stereotypes – especially if the behaviour is not stopped.

Calling out sexual harassment in the workplace is everyone’s responsibility, so if you see someone being harassed, please have the courage to report it. Committing to progressive action will help women advance and progress towards gender parity in the workforce.

IWD 2018: the facts about sexual harassment in the workplace

On International Women’s Day, it’s important that we take the time to acknowledge and empower women working in traditionally male-dominated industries.

In both the tech and startup industries, there has long been an imbalance of gender, with the number of male employees outweighing women. In 2018, we hope to see more startups and tech companies doing their best to address this gender imbalance.

While we’re seeing global action in addressing diversity, gender parity, and sexual harassment in the workplace, driven in part by the #MeToo and #TimesUp movements, more work is needed to dismantle the unconscious bias that often exists towards women in male-dominated industries.

We talked to three women about their experiences working within the startup industry, to hear what advice they have for other women entering this space.

Lydia O’Sullivan, Digital Marketing Manager – Go1 

Throughout her marketing career, Lydia has seen first-hand some of the challenges facing women in the workplace, particularly the under-representation of women in leadership and executive roles.

When she moved over to the startup industry, she was quite conscious of the fact that she was entering a traditionally male-dominated environment. However, working with Go1, she’s seen how startups and tech companies can take positive action to address this gender imbalance.

“It’s great to see more women entering the company all the time, and being hired and promoted by Go1. Each month, I look around and see more female employees working in the office than the month before. I can see Go1 consciously working to address gender inequality, doing their best to move towards a more equal and diverse workforce.”

Within her own sphere of influence, Lydia aims to continue to Press for Progress and actively celebrate and support the achievements of women around her.

“It’s important to me that women feel comfortable and welcome in the startup industry. I actively maintain a strong network and regularly support and attend events organised and led by women. 

I also think it’s important to encourage my male friends and colleagues to support these events, so they can become better champions and allies for gender parity.”

Georgia Green, Head of Marketing, APAC & Americas – Head of Marketing, APAC & Americas – Totara 

Georgia knows the importance of having a strong support network of women within the industry.

“My sphere of influence is really these groups of women who work together to press for progress. We act as mentors, sounding boards, and cheerleaders. 

 “We push for gender parity, develop empowerment, challenge stereotypes, and work out how we can influence change or challenge prehistoric beliefs in our workplaces. If all of us can accomplish this, in whatever size, shape or form, then we’re expanding our reach to make change, and that’s a great thing.” 

When asked for her top tip for women who are entering the startup/technology industry, Georgia says:

“I think it’s critical to do your due diligence on an organisation before you jump in head-first. Look at the leadership and board structure; are there women? What’s the ratio? What kind of culture does the organisation have – does it look too blokey?

Use LinkedIn to see how many women work there, do a Google search to find any relevant news, read Glassdoor reviews, talk to former employees and find out what the culture is like, what leadership is like (because tone starts at the top), and make an informed decision. Do your research, determine what’s important to you within an organisation, and find your match.”

Pru Turnell, Associate Director – Kicker Communications

When working in male-dominated environments, Pru believes it creates a strong sense of solidarity between women workers.

“Working in a male-dominated industry is definitely not without its challenges, but working alongside brilliant women in the industry is extremely motivating and powerful. We all tend to stick together and empower each other because we have to stick together.”

Pru’s top tip for women getting into the startup or tech industry?

“The best piece of advice I can give to women just entering the tech industry is to be yourself, own your accomplishments, speak up, and have confidence in who you are. Find a mentor you gel with who is further along in their career than you and you will both learn from each other.”

Pru encourages women to not be deterred by traditionally male-dominated industries.

“If you are hesitating joining the industry because it is underrepresented by women, don’t. There are so many options open to you when you go into a tech career and the more females in startup and tech companies now, the more females we will see in CEO and leadership roles.” 

We thank each of these women for taking the time to talk to us about International Women’s Day and their experiences of working within the startup industry. By creating strong, supportive networks and celebrating women’s achievements, progress can continue to be made in this area.

IWD 2018: Supporting women in the startup industry

Go1, the world’s largest onboarding, compliance and professional development platform, has announced a partnership with the global leader in corporate learning, Skillsoft.

Under the agreement, more than 300 Skillsoft courses focused on building business and leadership skills will be added to Go1’s marketplace. Skillsoft’s Business & Leadership Skills content is multi-dimensional and micro-sized, which allows for flexible training and development solutions that can be targeted toward the needs of diverse populations. The content is ideal for busy managers both in their role today and as they plan for the next stage of their career – a critical issue facing organizations with growing workforce populations.

Additionally, the new offering will have a strong focus on soft skills. According to a Deloitte Access Economics report, soft skill-intensive occupations will account for two-thirds of all jobs by 2030 compared with half of all jobs in 2000.

New and existing Go1 customers will have access to the Skillsoft content in March 2018 via the Go1 Premium content offering, expanding the section’s content range to more than 1000 Premium courses. The content will be primarily aimed at the Australian and Asia Pacific markets, with plans to roll out in additional countries later in the year. 

Deloitte Access Economics said a workforce with a broad mix of skills is “crucial for business success and national prosperity. Businesses with more skilled staff have higher rates of innovation and productivity”.