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NSW GOVERNMENT PARTNERS WITH FEMALE-LED STARTUP TRIIYO TO OFFER 5,000 EMPLOYEES A NEW TOOL TO STAY CONNECTED DURING PARENTAL LEAVE

Published

2 years ago

29 September 2022

JeffG

NSW GOVERNMENT PARTNERS WITH FEMALE-LED STARTUP TRIIYO TO OFFER 5,000 EMPLOYEES A NEW TOOL TO STAY CONNECTED DURING PARENTAL LEAVE

The triiyo Team

Australian startup triiyo is partnering with the Department of Regional NSW to offer a customised, online platform for employees on parental leave.
The new program kicks off in October 2022, with the goal of providing employees an all-in-one tool where they can access information, communicate with their colleagues, get paired with a buddy on their team, and stay on track in their career – all at their own pace.
Donna Mcleod, Director Workforce Capability and Talent at Department of Regional NSW, said, “We’re looking to partner with triiyo because we understand that life and work go hand in hand. It’s no longer you leave work to go and have a life, people are living at work and working at life.
“So, we really want to make sure our teams have support, and that they’ve got a means of staying connected at a cadence that suits them. Being able to access information on the triiyo platform, regardless of gender, will help all parents on their journey.”
Donna emphasised the importance of open communication between managers and their employees at every stage of parental leave – from finding out that they’re pregnant to putting together a communications plan whilst they’re away, to career planning for when they return to work.
“I think in the early days, it’s about creating a safe space for employees and managers to have an open conversation. Because in the early stages, there are a number of scans, blood works, and doctor’s appointments that need to happen – and a number of women feel unwell through the first trimester.
“So, it’s about talking to employees and asking, ‘How can we support you? What can we put in place?’ And being really adaptive,” said Donna.
The triiyo platform offers a safe and confidential place for employees to access the information they need to prepare themselves for that first conversation and navigate the other stages of their parental leave journey with their manager when they’re ready.
Companies can upload their policies and procedures and create community channels where employees can connect with their colleagues who are also on leave to share experiences and seek advice.
Employees also have access to a resource hub curated by experts to support them through every stage of every life event – from miscarriage and infertility, all the way through to balancing work with parenthood, and everything in between.
Rebecca Grainger, founder of triiyo, said, “We specifically designed triiyo to exist outside of company HR systems, so employees can access a safe and confidential space that ensures people get support early-on in what many employees fear are career-limiting life phases.”
Employees who opt in receive guidance and reminders with what they need to do and what they need to think about at each stage. All of the journeys are aligned to company policy and best practice and delivered in real time – according to each individual’s personal timeline.
Donna from Regional NSW shared that, “triiyo is going to be great for us, because at firm or agency level, there’ll be a lot of things happening. Our secretary has recently retired, and that’s a good example – those who are on parental leave, unless they check their email or read the news regularly, probably wouldn’t see that.
“So, we’ll have a company page on triiyo where employees can see major changes happening at the agency without having to get into the details – headlines only. If they want to know more, they can connect with their colleagues, or they can communicate with their boss and ask any questions.”
Donna said return to work is also a key focus, explaining that, “When employees integrate back into the workplace, it’s about us helping them and their managers to have transparent conversations about the hours they’re going to be available, about where they’re going to do the work, and about the role that they were doing before they went away on parental leave to make sure that it is adjusted to be, say, a part time role, or to play to their strengths when they return.”
83% of the Department of Regional NSW workforce is located in the regions, where Donna said they enjoy all the modern infrastructure and amenities but without the congestion of a big city. She shared that she and her colleagues love the fresh air and freedom so much they feel like it’s a bit of an #OpenSecret.
But having employees in remote areas means that it’s critical they build a sense of care and community around them – especially when they’re on parental leave.
“I think by not having a keeping in touch platform or not keeping in touch with parents on leave, you’re running a very real risk that these people might not engage at the end of their leave,” Donna shared.
NSW public sector employees can now access up to 14 weeks of paid parental leave – regardless of gender.1
“The Government anticipates that it will help families to better balance work and family life, support both parents to be involved in raising children, and support women in their return to the workforce.” 1
The triiyo team is honoured to support this innovative government department in reinforcing a culture of trust, safety and support through parental leave.
“By partnering with triiyo, organisations are showing that they care about their people. Plus, it supports diversity and inclusion initiatives with actionable and tailored advice not just for employees, but also for the managers providing support,” shared triiyo’s founder Rebecca Grainger.
Donna summed up why they chose triiyo, saying, “We investigated a few platforms. When we were looking, we had some criteria: It had to be customizable, and it had to have a journey.

triiyo Platform

“So, it needed to support people from the time they find out they are going to be parents and have a keeping in touch mechanism that could be driven by the employee – that was really important to us.
“We met with Rebecca [Grainger, founder of triiyo]. And it ticked all those boxes. She really understood what we wanted to achieve.
“The level of customization that you can have within triiyo, the level of information it contains. And the number of partnerships – we felt it was exactly what we wanted for our people.
“We want our people, and particularly our women, to feel that they are connected, even when they’re not working – to feel that they have the support they need personally. And through triiyo, through the chat functions and through all the information, that’s accessible.
“Also professionally, we want them to feel that they’ve got colleagues and friends that they can check in with and that everything’s okay.
“It gives our employees access to drive how they want that communication to be. And it gives them a peer network with other parents and carers for when they come back to work.
“They can share some of those challenges about how they’re settling in or if they’re struggling – if their baby is getting sick often in daycare. And they’ll have somebody who can say, ‘Hey, that’s okay, that’s completely normal. I’ve been there.’ Or ‘That’s all right, try this.’
“So, we think it really gives a good end-to-end support.”
If you’re a manager looking for tips on how to develop or improve your parental leave program, you can download this Best Practice Guide for free from the triiyo website here: https://triiyo.com/download-parental-leave-best-practice-guide.
And if you’d like to see a demo, please reach out to the triiyo team at hello@triiyo.com
References
1. NSW Government 2022, New South Wales Government website, accessed 20 September 2022, https://www.nsw.gov.au/media-releases/nsw-government-expands-parental-leave

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NEW TRIAL TO ENCOURAGE MORE WOMEN TO ENTER CONSTRUCTION

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new SCHOLARSHIPS for women TO build careers in construction

Published

2 hours ago

9 May 2024

Liam

new SCHOLARSHIPS for women TO build careers in construction

The Institute of Applied Technology – Construction (IATC) has announced three new microskills to its suite of courses as well as fee-free training places for women.

The Institute is a partnership between TAFE NSW, leading construction company CPB Contractors, and Western Sydney University.

Co-designed with industry experts, microskills are online, bite-sized, self-directed courses. These three new microskills focus on topics critical for building capability in the construction sector now and into the future and include: Introduction to Women in Construction, Introduction to Sustainability in Construction, and The Role of Building Information Modelling (BIM) in Construction.

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The IATC is also furthering its commitment to encourage more women to kickstart a career in construction or upskill in their current role with the availability of 60 fee-free training places in its microcredential courses. The scholarships come at a time when the construction industry in Australia is facing a shortage of over 100,000 workers.

Applications are now open for the Women in Construction Scholarships, delivered by the Institute of Applied Technology Construction.

CPB Contractors General Manager Infrastructure NSW and ACT, Rob Monaci said, “As the pipeline of infrastructure continues to grow, particularly with the focus on housing and new energy, the need for more skilled workers is an industry-wide issue. We need to be doing more to attract people at all stages of their careers to transition into fulfilling careers in construction, particularly women.”

The microcredentials take eight weeks to complete and provide industry-specific skills recognised as evidence of competence. The microcredentials can be completed online or face-to-face.

Women in Construction Scholarship courses are aimed at high-growth areas and include:

Project Management Foundations in Construction
Introduction to Project Scope Management in Construction
Project Risk Management in Construction
Stakeholder Engagement and Management in Construction
Quality Management in Construction
2D CAD Drawings and 3D Models in Construction
Introduction to Building Information Modelling (BIM) in Construction
Microsoft Office Foundations in Construction; and
Power BI Fundamentals in Construction

Director Operations Institutes of Applied Technology Helen Fremlin encouraged women interested in a career in construction to take advantage of the free microcredentials and said they promote a practical learning journey.

“Whether you choose online or face-to-face, these microcredentials include regular educator-led sessions. These draw on industry specific examples, tasks, and case studies to give students the opportunity to apply their knowledge and skills directly with the support of educators.

“Part of the eligibility process requires women to complete two microskill courses. Microskills are free, two-hour, self-directed sessions, a great way to help get you started.”

CPB Contractors’ Rob Monaci added, “The introduction of these three new Microskills focused on women, sustainability and BIM are really exciting as not only are they critical to the future of our industry, but they are also compelling in attracting new entrants to the workforce who are passionate about the role diversity, sustainability and digital technology plays in building the game changing infrastructure projects set to roll out across our cities and regions,” said Mr Monaci.

Western Sydney University Interim Vice-Chancellor and President, Professor Clare Pollock, said the suite of microskills and microcredential courses and scholarships will empower women in construction and will help to meet Australia’s workforce needs.

“The University has a proud history of opening up educational opportunities for students including talented women in our region. These innovative microskills and microcredentials will help students upskill and take advantage of skilled job opportunities in the fast-growing construction sector,” said Professor Pollock.

“Western Sydney University is pleased to partner with TAFE NSW and CPB Contractors to co-develop and co-deliver courses that integrate research-led learning with advanced technical and industry-based skills while boosting diversity in the sector.”

Successful applicants will be offered a pre-class connection session to meet other women and visit a construction site in Sydney.

TAFE NSW and Training Services NSW are also inviting young women in schools and parents across the state to register for a Girls in Trades virtual event on the 22nd of May. Participants will learn about different careers and study pathways for young women to consider in construction and non-traditional trades.  

For more business news, click here.

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Business News

people2people Recruitment Releases Annual Employment and Salary Report for NSW

Published

2 hours ago

9 May 2024

Liam

people2people Employment and Salary Report

people2people Recruitment Releases Annual Employment and Salary Report for NSW

Sydney, April 30, 2024 – people2people Recruitment, a premier recruitment agency in New South Wales, today unveiled critical insights from its latest Employment and Salary Report, shedding light on key employment trends and workforce sentiments affecting the region.

The comprehensive report highlights a troubling trend, with one in three NSW employees resigning due to inadequate career progression opportunities. Moreover, over half of the respondents feel their current salary does not reflect their actual performance or skills, a significant concern in today’s competitive job market.

As 2024 progresses, the findings suggest a shift in employee priorities, with 47% of workers planning to seek more flexible working conditions. This demand for flexibility is closely followed by 41% of employees who intend to negotiate for higher salaries and 33% looking for enhanced employment benefits.

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In a notable contrast, NSW employers are displaying optimism about their hiring capabilities for the year, with over 80% planning to recruit new staff either to fill existing positions or to support business growth. Bianca Luck, NSW Director at people2people Recruitment, commented on the current market conditions: “Despite decreasing business confidence and heightened cost pressures, there’s a strong need to address workforce inadequacies, as half of the NSW employees feel their teams are understaffed.”

The report underscores the necessity for employers to adapt to the changing dynamics of the job market. “To attract and retain top talent, employers must offer meaningful career pathways, fair compensation, and adaptable work arrangements,” Luck stated.

Additionally, the report delineates a disparity between employee desires and hiring managers’ perceptions:

Career advancement tops the list of retention strategies for 2024, slightly outpacing management support and trust, and closely followed by training and development opportunities.
While over 70% of employees view training and development as crucial for retention, only 40% of hiring managers recognize its significance.
The understanding of financial benefits is more aligned, with only a 1% difference between employee expectations and hiring managers’ perceptions.

Since 2022, there has been a marked increase in the importance placed on mental health, diversity equity and inclusion, work purpose, career opportunities, job security, and training and development among job seekers and employees.

As of February 2024, New South Wales reported 74,400 online job vacancies, a 3.7% unemployment rate, and a 4.6% decrease in annual job advertisements, reflecting the ongoing fluctuations in the job market.

About people2people: Founded in early 2005, people2people is an established Australasian recruitment company known for its professional and personalized recruitment services. With expertise spanning various sectors including accounting, finance, business support, executive roles, government, human resources, legal, marketing, digital, property, sales, supply chain, and technology, people2people focuses on tapping potential today to build careers and businesses for the future.

For more information on the report or to consult with a recruitment expert, visit here.

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Business News

SafeWork NSW Announces $1.2 Million Fine for Orica After Cobalt Dust Exposure

Published

7 hours ago

9 May 2024

Liam

SafeWork NSW Announces $1.2 Million Fine for Orica After Cobalt Dust Exposure

SafeWork NSW has today confirmed that Orica Australia Pty Ltd has been fined $1.2 million by the District Court of NSW following a significant breach of workplace safety laws. The penalty comes after the company admitted to exposing two of its workers to hazardous cobalt dust over several years, leading to serious health consequences including occupational asthma.

The prosecution, led by SafeWork NSW, stemmed from incidents occurring between 2014 and 2019 at Orica’s Kooragang site. Orica pleaded guilty to a Category 1 offence under section 19 of the Work Health and Safety Act 2011—the highest level of offence under NSW law, indicating reckless conduct concerning risk of death, serious injury, or illness.

At the centre of this case was the exposure to cobalt dust, a known respiratory sensitizing agent that can cause severe occupational illnesses. This exposure occurred in the Cobalt Catalyst Manufacturing Shed at Orica’s Kooragang Island facility, where the affected workers were employed. The court noted that the dust was visibly produced during various manufacturing stages, posing consistent health risks.

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Cobalt dust can lead to severe respiratory issues, including asthma, lung fibrosis, and damage, with potential for other critical effects such as cardiac issues and liver and kidney congestion. The court highlighted that Orica’s efforts to mitigate these risks were substantially insufficient and poorly executed.

Trent Curtin, Head of SafeWork NSW, commented on the court’s decision: “The court confirmed that the risk of exposure was inevitable, and Orica’s attempts to safeguard against this were grossly inadequate. This prosecution should serve as a resolute message to all industries: SafeWork NSW will not hesitate to enforce the full strength of the law to protect workers’ safety.”

For further details on health monitoring protocols related to cobalt dust, please refer to the SafeWork Australia guidance: Health Monitoring for Cobalt Dust.

For more business news, click here.

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