Accessing new talent at all levels

Catering for future roles, leadership positions and accessing the best talent, means we need to re-think what we require from new hirers. There is strong push towards hiring based on enterprise skills, potential and creating strong training program to fill skill gaps.

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Michelle Ayyuce
How to build your female talent pipeline

There is not one industry or organisation that is not faced with the challenges of building gender balanced workplaces, addressing gender pay gaps and having too few women in positions of influence. And yes, companies are taking great steps to build programs/polices with female and family needs at the core. But, for all the steps forward the reality on the ground is this:

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Michelle Ayyuce
So you want your cake……

“You can’t have your cake and eat it too” is a proverb too often associated with mothers and careers. “You choose to have children and now you expect to come back into a high-level flexible role?”

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Michelle Ayyuce
It’s OK – Celebrating Choice!

Sometimes I feel bombarded with unattainable role models or the social commentary on what women should be doing. We hear about the importance of the early years and spending time with our children or on the flip side if you haven’t run a multi-million dollar start up, found a cure and sat on board, you have somehow failed.

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Michelle Ayyuce
Why not "just" get a mum for the role?

This sentence and the word “just” has always irritated me.

Over the past few months I have interviewed many mums who have taken career breaks and I can tell you these they are ambitious, resourceful, talented and motivated women with career aspirations, they are so much more than “just” mums.

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Michelle Ayyuce
4 Ways to Retain and Attract The Best Talent

For the past 20 years there has been numerous research papers and dialogue around linear and nonlinear careers. Whilst linear careers are seen as a thing of the past with respect to the “one company, one career’ proposition, recruitment processes and career advancement still favour those who have followed a linear career. 

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Michelle Ayyuce
5 Reasons why highly qualified women don’t return to the workforce

Women opting out of the workforce is nothing new. What has changed is that we have a generation of women who aimed high. They got qualified in record numbers, were told they could achieve anything, they secured good jobs, rose to mid management and executive levels – then they opted out when they had children. Most believed they would resume their career where they had left off. Their CV told a great story. Didn’t it?

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Michelle Ayyuce