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Business ? brandnewstores
Espace Presse ? Odile Allard: the entrepreneur who equips surgeons with a third eye
How multi-factor authentication took hold in businesses
Opening of a Jeff Bezos-backed company to ?conquer death?
Well-being at work: companies facing upheaval
The impact of digital on corporate CSR policies
Top Employers Institute certifies 18 new companies in France in 2022
Blizzard?s Mike Ybarra calls the deal with Microsoft exciting and stresses the need to restore trust in the company.
some companies double its amount
Why favor environmentally friendly gifts?
When employees rate the corporate culture

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                    [title] => Espace Presse ? Odile Allard: the entrepreneur who equips surgeons with a third eye
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                            [creator] => Harry Rivers
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                    [pubdate] => Fri, 21 Jan 2022 20:13:50 +0000
                    [category] => BusinessAllardArticles ? Dossiers:Focus-fluorescencebiotechnologyEntrepreneurequipsEspaceEyeHealth ? life sciencesHealth ? life sciences:Diagnosis and innovative therapies-NewsimageryNew technologiesOdilePortraitpressesurgeonssurgerytracer
                    [guid] => https://brandnewstores.com/business/espace-presse-odile-allard-the-entrepreneur-who-equips-surgeons-with-a-third-eye/
                    [description] => Sitting at her desk, facing her computer, Odile Allard, co-founder and CEO of FLUOPTICS©, European...
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Sitting at her desk, facing her computer, Odile Allard, co-founder and CEO of FLUOPTICS©,
European leader in fluorescence imaging for surgical assistance, preparing for his next meeting. ”
It would be a great opportunity for us she says, pushing her colored glasses up her nose. Even after 13 years at the head of her company, Odile Allard is still driven by the same ambition and the same motivation: ? install our technology in all operating theaters around the world. »

Odile Allard, co-founder and CEO of FLUOPTICS © Sébastien Ferraro

An ambition that she shares with her partner Philipe Rizo, researcher at the CEA, who is at the origin of the technologies deployed at FLUOPTICS©.
«
We met, in 2006, by chance during a dinner with friends. I had just left my job in IT and wanted to become an entrepreneur. Philippe then invited me to the CEA to discover his work. He was keen to see the technologies he was working on transferred to industry ?, she recalls. This meeting and what Philippe Rizo presents to him interest him greatly.

Work first

Until then,
his field of expertise was IT. «
At the end of the 1970s, no one understood what computing was, but we were told that it was the future. The novelty and the potential for the future attracted me ?, she explains. So Odile Allard started and studied computer engineering at the Conservatory of Arts and Crafts. For 4 years, she worked as a programmer during the day and became an engineering student at night. Work does not scare him. Originally from the Matheysine mining area, south of Grenoble, Odile Allard was raised in a family where
work is a founding value.

The beginnings of entrepreneurship

During her career, she held various positions,
moving from technical to commercial, in several companies. ”
I didn’t really ask myself any questions. It was going by itself ?, she slips.

In 2006, when she was the
CEO’s right-hand man at a software publisher, Odile Allard decides to leave the company to
start your own company. «
At the time, I was looking to work in innovation, but above all I was looking for meaning. Her meeting with Philippe Rizo will bring her what she is looking for. ”
At first when he spoke to me about his work, I did not understand everything. I didn’t quite understand what fluorescence imaging could be used for, she says.
But he explained to me that an application in oncology was possible and I felt something awaken in me. »

Fluoptics Model with LX-20.jpg

The FLUOBEAM imaging device® LX © FLUOPTICS©

The meeting between medicine and technology

At the same time,
the first biotechnology start-ups are created and their development is supported by states around the world. You have to take the train in motion. So to study the feasibility of a start-up around fluorescence imaging technologies and the interest of this innovation, she met Jean Chabal, department director at the CEA. The latter accepts his project and offers him to join the CEA.

Then follow weeks of work during which
she meets pharmaceutical companies, hospitals, doctors?
«
And one day, I met Pr. Michel Rivoire, head of the oncological surgery department at the Léon Bérard Center in Lyon, who explained to me that there was a market for our technology in real-time imaging during surgery, and that he would be ready to experiment with it in phase


pre-clinicale?, she says still grateful to have been able to get all these opportunities.

Convinced of the interest of this technology, she presented her project
during a national competition of the Ministry of Research and Industry. Winner, she obtains a grant of 450,000 euros to develop a prototype and found FLUOPTICS©, in February 2009 with Philippe Rizo. Three years later, the FLUOBEAM imaging system® receives the CE mark and other certifications.
A major step to market this device in Europee. The start-up is also attacking the American market and obtains certification from the American Medicines Agency (FDA) in 2018.

Fluoptics-Model-with-LX-14.jpg

The FLUOBEAM imaging device® LX in the operating room © FLUOPTICS©

A woman committed to equality

The duo is still at the head of the company whose factory and headquarters are based in Grenoble, near the CEA. ”
For me, it was impossible to create this company without Philippe. He was the originator of the technology. And then we share the same values. We are hard workers and passionate, and we both want to develop innovative technology, which can change the lives of patients, while being accessible to as many people as possible. ?, insists Odile Allard.

A commitment to equality which is also reflected in
recruiting junior engineers. «
Companies always claim years of experience. However, you have to start somewhere. At FLUOPTICS©, we trust them. We want to participate in the fulfillment of their potential ?, assures the one who is today at the head of a company of 25 people.

Odile Allard
also encourages young people to undertake, and especially women. «
Through our education, women censor themselves. We tell ourselves that we will never be able, that we are not legitimate. In reality, it is enough to dare. Odile Allard is proof of that. Today,
his company has sold over 350 fluorescence imaging devices in France, across Europe, in the United States but also in Asia. ”
I’m where I wanted to be and I’m happy with the path I’ve taken ?, she concludes smiling.

See better to operate better

Result of more than 10 years of research in CEA laboratories, FLOPTICS fluorescence imaging© is a revolutionary technology. It allows the surgeon to see structures or lesions that he cannot discern with the naked eye. For this, he injects the patient with a non-radioactive fluorescent tracer capable of attaching itself to areas of interest. Using the optical camera designed by the company, called FLUOBEAM®, the surgeon can then reveal the marker and easily locate what he is looking for. FLUOBEAM® is like an extra eye for surgeons.

Today, this innovative technology is used in the thyroid surgery during which the parathyroids, small glands of a few millimeters, must be preserved. Thanks to the use of the device during the dissection, sequelae and complications related to the intervention are reduced from 20% to 5% thanks to fluorescence imaging.

The device is also used for the breast cancer surgery to identify the lymph nodes affected by cancer cells. Essential detection to determine the extent of the disease and adjust treatments. This device is also very useful for examine the liver to locate cancerous lesions invisible to the naked eye. In the future, many other indications could be developed as the prospects opened up by fluorescence imaging are great.

Interview by Anne-Laure Lebrun

.

) [summary] => Sitting at her desk, facing her computer, Odile Allard, co-founder and CEO of FLUOPTICS©, European... [atom_content] =>

Sitting at her desk, facing her computer, Odile Allard, co-founder and CEO of FLUOPTICS©,
European leader in fluorescence imaging for surgical assistance, preparing for his next meeting. ”
It would be a great opportunity for us she says, pushing her colored glasses up her nose. Even after 13 years at the head of her company, Odile Allard is still driven by the same ambition and the same motivation: ? install our technology in all operating theaters around the world. »

Odile Allard, co-founder and CEO of FLUOPTICS © Sébastien Ferraro

An ambition that she shares with her partner Philipe Rizo, researcher at the CEA, who is at the origin of the technologies deployed at FLUOPTICS©.
«
We met, in 2006, by chance during a dinner with friends. I had just left my job in IT and wanted to become an entrepreneur. Philippe then invited me to the CEA to discover his work. He was keen to see the technologies he was working on transferred to industry ?, she recalls. This meeting and what Philippe Rizo presents to him interest him greatly.

Work first

Until then,
his field of expertise was IT. «
At the end of the 1970s, no one understood what computing was, but we were told that it was the future. The novelty and the potential for the future attracted me ?, she explains. So Odile Allard started and studied computer engineering at the Conservatory of Arts and Crafts. For 4 years, she worked as a programmer during the day and became an engineering student at night. Work does not scare him. Originally from the Matheysine mining area, south of Grenoble, Odile Allard was raised in a family where
work is a founding value.

The beginnings of entrepreneurship

During her career, she held various positions,
moving from technical to commercial, in several companies. ”
I didn’t really ask myself any questions. It was going by itself ?, she slips.

In 2006, when she was the
CEO’s right-hand man at a software publisher, Odile Allard decides to leave the company to
start your own company. «
At the time, I was looking to work in innovation, but above all I was looking for meaning. Her meeting with Philippe Rizo will bring her what she is looking for. ”
At first when he spoke to me about his work, I did not understand everything. I didn’t quite understand what fluorescence imaging could be used for, she says.
But he explained to me that an application in oncology was possible and I felt something awaken in me. »

Fluoptics Model with LX-20.jpg

The FLUOBEAM imaging device® LX © FLUOPTICS©

The meeting between medicine and technology

At the same time,
the first biotechnology start-ups are created and their development is supported by states around the world. You have to take the train in motion. So to study the feasibility of a start-up around fluorescence imaging technologies and the interest of this innovation, she met Jean Chabal, department director at the CEA. The latter accepts his project and offers him to join the CEA.

Then follow weeks of work during which
she meets pharmaceutical companies, hospitals, doctors?
«
And one day, I met Pr. Michel Rivoire, head of the oncological surgery department at the Léon Bérard Center in Lyon, who explained to me that there was a market for our technology in real-time imaging during surgery, and that he would be ready to experiment with it in phase


pre-clinicale?, she says still grateful to have been able to get all these opportunities.

Convinced of the interest of this technology, she presented her project
during a national competition of the Ministry of Research and Industry. Winner, she obtains a grant of 450,000 euros to develop a prototype and found FLUOPTICS©, in February 2009 with Philippe Rizo. Three years later, the FLUOBEAM imaging system® receives the CE mark and other certifications.
A major step to market this device in Europee. The start-up is also attacking the American market and obtains certification from the American Medicines Agency (FDA) in 2018.

Fluoptics-Model-with-LX-14.jpg

The FLUOBEAM imaging device® LX in the operating room © FLUOPTICS©

A woman committed to equality

The duo is still at the head of the company whose factory and headquarters are based in Grenoble, near the CEA. ”
For me, it was impossible to create this company without Philippe. He was the originator of the technology. And then we share the same values. We are hard workers and passionate, and we both want to develop innovative technology, which can change the lives of patients, while being accessible to as many people as possible. ?, insists Odile Allard.

A commitment to equality which is also reflected in
recruiting junior engineers. «
Companies always claim years of experience. However, you have to start somewhere. At FLUOPTICS©, we trust them. We want to participate in the fulfillment of their potential ?, assures the one who is today at the head of a company of 25 people.

Odile Allard
also encourages young people to undertake, and especially women. «
Through our education, women censor themselves. We tell ourselves that we will never be able, that we are not legitimate. In reality, it is enough to dare. Odile Allard is proof of that. Today,
his company has sold over 350 fluorescence imaging devices in France, across Europe, in the United States but also in Asia. ”
I’m where I wanted to be and I’m happy with the path I’ve taken ?, she concludes smiling.

See better to operate better

Result of more than 10 years of research in CEA laboratories, FLOPTICS fluorescence imaging© is a revolutionary technology. It allows the surgeon to see structures or lesions that he cannot discern with the naked eye. For this, he injects the patient with a non-radioactive fluorescent tracer capable of attaching itself to areas of interest. Using the optical camera designed by the company, called FLUOBEAM®, the surgeon can then reveal the marker and easily locate what he is looking for. FLUOBEAM® is like an extra eye for surgeons.

Today, this innovative technology is used in the thyroid surgery during which the parathyroids, small glands of a few millimeters, must be preserved. Thanks to the use of the device during the dissection, sequelae and complications related to the intervention are reduced from 20% to 5% thanks to fluorescence imaging.

The device is also used for the breast cancer surgery to identify the lymph nodes affected by cancer cells. Essential detection to determine the extent of the disease and adjust treatments. This device is also very useful for examine the liver to locate cancerous lesions invisible to the naked eye. In the future, many other indications could be developed as the prospects opened up by fluorescence imaging are great.

Interview by Anne-Laure Lebrun

.

[date_timestamp] => 1642796030 ) [1] => Array ( [title] => How multi-factor authentication took hold in businesses [link] => https://brandnewstores.com/business/how-multi-factor-authentication-took-hold-in-businesses/ [dc] => Array ( [creator] => Harry Rivers ) [pubdate] => Fri, 21 Jan 2022 19:10:34 +0000 [category] => Businessauthenticationbusinessesholdmultifactor [guid] => https://brandnewstores.com/business/how-multi-factor-authentication-took-hold-in-businesses/ [description] => Initially cumbersome and restrictive, multi-factor authentication technologies have been able to adapt to ergonomic requirements... [content] => Array ( [encoded] =>

Initially cumbersome and restrictive, multi-factor authentication technologies have been able to adapt to ergonomic requirements to meet increasingly strong security needs.

Ensuring that the connected user is who he claims to be is the mission of multi-factor authentication, also called MFA for Multi Factor Authentication. If the technology is not new, its generalization is much more so. In question, a massification of attacks due in particular to an explosion of digital in the last ten years. “Whether carrying out banking operations, insurance or administrative procedures, making online purchases or even listening to music or even watching a series, today, everything is done in line and very often on his smartphone”, contextualizes Léonard Moustacchis, digital identity director at i-Tracing.

A trend reinforced over the past two years by the health crisis which, with telework, has generated a second explosion: that of remote connection to the company’s information system. For hackers, this multiplication of entry points represents a real opportunity, for IT departments, a headache, when it is not quite simply a nightmare. In the latest edition of its Data Breach Investigations Report (DBIR), the American operator Verizon reveals that 61% of security breaches are based on the loss or theft of identifiers.

Reconciling resilience and ergonomics

The login/password combination alone is no longer sufficient. Henceforth, it is strongly recommended to associate it with a second factor and to rely on technologies which, until a few years ago, were far from ticking the UX box. Because the stake – the challenge! – of the multifactor is to manage to find a balance between robustness and fluidity. “If it takes 12 keys to open a door, the security will certainly be optimal, but the user’s experience will be greatly degraded, at the risk of seeing him do everything not to submit to it”, explains Nicolas Arpagian, Director of Cybersecurity Strategy at Trend Micro.

Since the 1980s and the appearance of the S/Key system (cf. RFC 1760), multi-factor authentication has long been embodied by RSA SecurID type tokens. In 2009, some banking institutions, pushed by the European Commission, tried it. This is particularly the case with Banque Populaire, which took the example of its Swedish neighbors and equipped 400,000 customers with Xiring boxes. But, too expensive to buy and use, especially in terms of onboarding, maintenance and especially after-sales service (forgotten identifiers, loss of token, etc.), these projects were quickly abandoned.

Mobiles and biometrics, unifying factors

However, the subject has not been set aside. In May 2021, the second version of the Payment Services Directive (PSD2) required banks to set up strong authentication systems for all online payments, except in cases of exemptions. Their use has even extended to other services, such as adding new beneficiaries or signing documents. Driven by technological progress in the field of biometrics, many players such as Okta, Cyberark, Forgerock, Trusona, Gluu, Microsoft, Google or the French Inwebo, offer turnkey and easy-to-use solutions, which have convinced administrators and encourage their adoption by users. Validating a banking operation from a code received by SMS has become commonplace.

But vigilance is still required: “authentication methods must evolve according to attack capacities. The presence of malicious agents on smartphones, likely to compromise the security of authentication via SMS, has led banks to use, for their customers, strong authentication solutions such as those found to manage access to other applications or business environments”, specifies Olivier Caleff, cyber resilience and crisis director at Erium. Confirmation or validation of identity is therefore always done from previously registered devices, but via a QR code (ex: whatsapp web), the verification of a single-use code (Ex: Sharepoint, Egnyte) generated by application or biometric recognition (digital or facial). Some devices designed by vendors like Yubico rely on the FIDO2 specification issued by the FIDO Alliance (Fast IDentity Online) to provide inexpensive authentication USB keys to perform various operations on the web. The MFA has become a custom.

The risk of intrusion reduced by 99.9%

“The other decisive factor, and not the least, in the democratization of these technologies is that they address all companies, whatever their size and their sector”, analyzes Olivier Caleff. Speaking at RSA Conference 2020, Alex Weinert, Group Program Manager for Identity Security and Protection at Microsoft said, ?According to our studies, an account is over 99.9% less likely to be compromised if you use MFA. ” Still, in the business world, it will be a question of moving from perimeter security to adaptive security. The level of security must be able to adapt to the use. “If we take the case of a user who begins to work at home and continues via the WiFi of a café before returning to his office, access to his company’s information system will have to be more or less hardened according to the point of connection”, illustrates Léonard Moustacchis. In a SecOps approach, it will also be necessary to raise the awareness of both users, if this is a new practice, and administrators so that they integrate usage monitoring and the associated activity logs into their operational management. security and/or their SIEM (Security Information and Event Management). “There is a whole supervision part to put in place and not to forget”, recalls Olivier Caleff.

No passwordless without MFA

The deletion of the password only happens as a last resort, once the addition of strong authentication bricks has been finalized and mastered. If we stick to the case of remote work, going passwordless would enable VPN access favoring a multi-factor authentication method and therefore, in the long term, to do without a password or, at the very least , to make it invisible to the user. Because if the password must disappear from the life of the latter, it nevertheless remains within the MFA devices which must, in their process, generate them randomly and for single use to connect to workstations or domain controllers such as Active Directory, still designed on a login/password basis.

But, in a framework of machine-to-machine exchanges, the password, especially if it is disposable, no longer presents the same risks, since it is no longer the responsibility of the human. “In this case, authentication is transparent, via a notification received on a trusted terminal to authenticate with biometrics or a PIN code. This “passwordless” experience can be transposed to many use cases: access to applications in the cloud or in the intranet, access to mobile applications, access to your PC or smartphone, all this while having raised the level of security and simplified use,” explains Olivier Perroquin, president of Inwebo.

) [summary] => Initially cumbersome and restrictive, multi-factor authentication technologies have been able to adapt to ergonomic requirements... [atom_content] =>

Initially cumbersome and restrictive, multi-factor authentication technologies have been able to adapt to ergonomic requirements to meet increasingly strong security needs.

Ensuring that the connected user is who he claims to be is the mission of multi-factor authentication, also called MFA for Multi Factor Authentication. If the technology is not new, its generalization is much more so. In question, a massification of attacks due in particular to an explosion of digital in the last ten years. “Whether carrying out banking operations, insurance or administrative procedures, making online purchases or even listening to music or even watching a series, today, everything is done in line and very often on his smartphone”, contextualizes Léonard Moustacchis, digital identity director at i-Tracing.

A trend reinforced over the past two years by the health crisis which, with telework, has generated a second explosion: that of remote connection to the company’s information system. For hackers, this multiplication of entry points represents a real opportunity, for IT departments, a headache, when it is not quite simply a nightmare. In the latest edition of its Data Breach Investigations Report (DBIR), the American operator Verizon reveals that 61% of security breaches are based on the loss or theft of identifiers.

Reconciling resilience and ergonomics

The login/password combination alone is no longer sufficient. Henceforth, it is strongly recommended to associate it with a second factor and to rely on technologies which, until a few years ago, were far from ticking the UX box. Because the stake – the challenge! – of the multifactor is to manage to find a balance between robustness and fluidity. “If it takes 12 keys to open a door, the security will certainly be optimal, but the user’s experience will be greatly degraded, at the risk of seeing him do everything not to submit to it”, explains Nicolas Arpagian, Director of Cybersecurity Strategy at Trend Micro.

Since the 1980s and the appearance of the S/Key system (cf. RFC 1760), multi-factor authentication has long been embodied by RSA SecurID type tokens. In 2009, some banking institutions, pushed by the European Commission, tried it. This is particularly the case with Banque Populaire, which took the example of its Swedish neighbors and equipped 400,000 customers with Xiring boxes. But, too expensive to buy and use, especially in terms of onboarding, maintenance and especially after-sales service (forgotten identifiers, loss of token, etc.), these projects were quickly abandoned.

Mobiles and biometrics, unifying factors

However, the subject has not been set aside. In May 2021, the second version of the Payment Services Directive (PSD2) required banks to set up strong authentication systems for all online payments, except in cases of exemptions. Their use has even extended to other services, such as adding new beneficiaries or signing documents. Driven by technological progress in the field of biometrics, many players such as Okta, Cyberark, Forgerock, Trusona, Gluu, Microsoft, Google or the French Inwebo, offer turnkey and easy-to-use solutions, which have convinced administrators and encourage their adoption by users. Validating a banking operation from a code received by SMS has become commonplace.

But vigilance is still required: “authentication methods must evolve according to attack capacities. The presence of malicious agents on smartphones, likely to compromise the security of authentication via SMS, has led banks to use, for their customers, strong authentication solutions such as those found to manage access to other applications or business environments”, specifies Olivier Caleff, cyber resilience and crisis director at Erium. Confirmation or validation of identity is therefore always done from previously registered devices, but via a QR code (ex: whatsapp web), the verification of a single-use code (Ex: Sharepoint, Egnyte) generated by application or biometric recognition (digital or facial). Some devices designed by vendors like Yubico rely on the FIDO2 specification issued by the FIDO Alliance (Fast IDentity Online) to provide inexpensive authentication USB keys to perform various operations on the web. The MFA has become a custom.

The risk of intrusion reduced by 99.9%

“The other decisive factor, and not the least, in the democratization of these technologies is that they address all companies, whatever their size and their sector”, analyzes Olivier Caleff. Speaking at RSA Conference 2020, Alex Weinert, Group Program Manager for Identity Security and Protection at Microsoft said, ?According to our studies, an account is over 99.9% less likely to be compromised if you use MFA. ” Still, in the business world, it will be a question of moving from perimeter security to adaptive security. The level of security must be able to adapt to the use. “If we take the case of a user who begins to work at home and continues via the WiFi of a café before returning to his office, access to his company’s information system will have to be more or less hardened according to the point of connection”, illustrates Léonard Moustacchis. In a SecOps approach, it will also be necessary to raise the awareness of both users, if this is a new practice, and administrators so that they integrate usage monitoring and the associated activity logs into their operational management. security and/or their SIEM (Security Information and Event Management). “There is a whole supervision part to put in place and not to forget”, recalls Olivier Caleff.

No passwordless without MFA

The deletion of the password only happens as a last resort, once the addition of strong authentication bricks has been finalized and mastered. If we stick to the case of remote work, going passwordless would enable VPN access favoring a multi-factor authentication method and therefore, in the long term, to do without a password or, at the very least , to make it invisible to the user. Because if the password must disappear from the life of the latter, it nevertheless remains within the MFA devices which must, in their process, generate them randomly and for single use to connect to workstations or domain controllers such as Active Directory, still designed on a login/password basis.

But, in a framework of machine-to-machine exchanges, the password, especially if it is disposable, no longer presents the same risks, since it is no longer the responsibility of the human. “In this case, authentication is transparent, via a notification received on a trusted terminal to authenticate with biometrics or a PIN code. This “passwordless” experience can be transposed to many use cases: access to applications in the cloud or in the intranet, access to mobile applications, access to your PC or smartphone, all this while having raised the level of security and simplified use,” explains Olivier Perroquin, president of Inwebo.

[date_timestamp] => 1642792234 ) [2] => Array ( [title] => Opening of a Jeff Bezos-backed company to ?conquer death? [link] => https://brandnewstores.com/business/opening-of-a-jeff-bezos-backed-company-to-conquer-death/ [dc] => Array ( [creator] => Harry Rivers ) [pubdate] => Fri, 21 Jan 2022 17:06:36 +0000 [category] => BusinessBezosbackedcompanyConquerdeathJeffOpening [guid] => https://brandnewstores.com/business/opening-of-a-jeff-bezos-backed-company-to-conquer-death/ [description] => On Wednesday (19), Altos Labs, a biological reprogramming technology company dedicated to anti-aging research, based... [content] => Array ( [encoded] =>

On Wednesday (19), Altos Labs, a biological reprogramming technology company dedicated to anti-aging research, based in Silicon Valley, was inaugurated. Among the investors in the startup that aims to “conquer death”, we find Jeff Bezos, founder of Amazon and Blue Origin.

A biological reprogramming technology start-up dedicated to anti-aging research, Altos Labs receives financial investments from billionaires like Jeff Bezos. Image: Kotin-

As announced in September by Digital appearance, in addition to Bezos, other billionaires are interested in investing in the initiative, such as the Russian-Israeli Yuri Milner, founder of Digital Sky Technologies, a venture capital and private equity organization that invests mainly in companies Internet in the development phase.

They assemble a team of scientists to, in a way, help develop the “technology of immortality”.

The project recently recruited Hal Barron, former scientific director of pharmaceutical giant GlaxoSmithKline, who has just been chosen as CEO of Altos Lab. company with a transformative mission to reverse the disease,? Barron said in a startup press release.

Nobel laureates in medicine join the fight against death

Barron joins a team of scientists tasked with ?conquering death,? including Shinya Yamanaka, winner of the 2012 Nobel Prize in Medicine for her work in stem cell research, and Jennifer Doudna, co-winner of the 2020 Nobel Prize in Chemistry for its role in the development of the CRISPR gene-editing tool.

In addition to the team of renowned scientists and researchers, the Jeff Bezos-backed startup also revealed that it has secured over $3 billion in seed funding.

According to the British newspaper The Times, the biological reprogramming proposed by the startup is a method dedicated, essentially, to the rejuvenation of cells after their maturation. In theory, the cells could then do things like repair your body as you age and even cure age-related diseases like dementia.

Only time will tell if this billion dollar company can actually help us stay young forever. If that doesn’t work, at least we’ll see that if all the money in the world, with a team of reputable scientists, can’t beat death, maybe nothing will.

Have you watched Netcost-Security’s new YouTube videos? Subscribe to the channel!

) [summary] => On Wednesday (19), Altos Labs, a biological reprogramming technology company dedicated to anti-aging research, based... [atom_content] =>

On Wednesday (19), Altos Labs, a biological reprogramming technology company dedicated to anti-aging research, based in Silicon Valley, was inaugurated. Among the investors in the startup that aims to “conquer death”, we find Jeff Bezos, founder of Amazon and Blue Origin.

A biological reprogramming technology start-up dedicated to anti-aging research, Altos Labs receives financial investments from billionaires like Jeff Bezos. Image: Kotin-

As announced in September by Digital appearance, in addition to Bezos, other billionaires are interested in investing in the initiative, such as the Russian-Israeli Yuri Milner, founder of Digital Sky Technologies, a venture capital and private equity organization that invests mainly in companies Internet in the development phase.

They assemble a team of scientists to, in a way, help develop the “technology of immortality”.

The project recently recruited Hal Barron, former scientific director of pharmaceutical giant GlaxoSmithKline, who has just been chosen as CEO of Altos Lab. company with a transformative mission to reverse the disease,? Barron said in a startup press release.

Nobel laureates in medicine join the fight against death

Barron joins a team of scientists tasked with ?conquering death,? including Shinya Yamanaka, winner of the 2012 Nobel Prize in Medicine for her work in stem cell research, and Jennifer Doudna, co-winner of the 2020 Nobel Prize in Chemistry for its role in the development of the CRISPR gene-editing tool.

In addition to the team of renowned scientists and researchers, the Jeff Bezos-backed startup also revealed that it has secured over $3 billion in seed funding.

According to the British newspaper The Times, the biological reprogramming proposed by the startup is a method dedicated, essentially, to the rejuvenation of cells after their maturation. In theory, the cells could then do things like repair your body as you age and even cure age-related diseases like dementia.

Only time will tell if this billion dollar company can actually help us stay young forever. If that doesn’t work, at least we’ll see that if all the money in the world, with a team of reputable scientists, can’t beat death, maybe nothing will.

Have you watched Netcost-Security’s new YouTube videos? Subscribe to the channel!

[date_timestamp] => 1642784796 ) [3] => Array ( [title] => Well-being at work: companies facing upheaval [link] => https://brandnewstores.com/business/well-being-at-work-companies-facing-upheaval/ [dc] => Array ( [creator] => Harry Rivers ) [pubdate] => Fri, 21 Jan 2022 06:13:29 +0000 [category] => BusinesscompaniesfacingupheavalwellbeingWork [guid] => https://brandnewstores.com/business/well-being-at-work-companies-facing-upheaval/ [description] => The implementation of a benevolent, participative or transversal management on the part of employers on... [content] => Array ( [encoded] =>

The implementation of a benevolent, participative or transversal management on the part of employers on the one hand, the search for meaning, a balance between quality of life and quality at work for employees on the other… Expectations seem to converge , especially since a study published in 2021 by Microsoft France / Opinion Way reveals that 72% of French people still believe in happiness at work.

Among the arguments put forward by the respondents: work contributes to happiness because it brings financial stability, it gives a place in society and maintains social ties or even allows you to better appreciate your free time. In addition, 92% of them attest to the existence of a correlation between well-being at
work and personal happiness.

Many companies have engulfed themselves in the approach commonly called “quality of life at work” (QVT), whose simplest definition is the reconciliation of the improvement of working conditions and the overall performance of companies. .

Outreach and performance

The Indian SME Poralu Marine (pleasure equipment, turnover of ?12.3 million) has, for example, just recruited a ?harmonization and human outreach? manager.

?A company must above all be a real force for social change: its economic profitability, essential to its viability and longevity, is a means to serve this force and not an end in itself. The citizenship, responsibility and commitment of the company start at the very heart of its daily activity, in the way it behaves with its employees, its customers, its suppliers, with all its stakeholders and more generally. with its ecosystem, explains Laurent Gasiglia, CEO of Poralu Marine.

Laura Terrollion, who was hired for this position explains her function as follows: ?I implement positive energy business concepts, lead and supervise the recruitment as well as the integration and performance of new employees. I assist managers to help them perform better and I ensure the development of employees…?.

This hiring is part of a broader movement to reposition Poralu Marine’s activities, which began a few years ago, culminating in 2020 with the launch of the “Marina Management & Consulting” activity. The company then passed from manufacturer to designer, manager and investor. In 2021, Poralu Marine is also part of an environmental protection approach by launching a range of coastal waste collection.

The benefits of teleworking

The Caméléon study reveals the benefits expressed by companies that have tested teleworking. The 1st result, cited by 70% of respondents, is the reduction of travel times. Then come the questions of a better balance between professional and personal life.But there are also performance elementsand quality of life at work.

Source: Medef Auvergne-Rhône-Alpes

For his part, Laurent de la Clergerie, leader of the LDLC group, had struck a blow by launching the four-day week from 2020: ? I am convinced of the effectiveness of such an approach. I am convinced that having time for yourself, for your children, during the week, and keeping real weekends off, contribute to making employees better in their minds, therefore with efficient working time » he explained then. A few months later, he summed up the success of this revolution as follows: «Review of 1is semester 100% worked 4 days: 6% growth, 20% gain in results and a negative balance between recruitment and departure?.

Work therefore as a key element of personal happiness… And yet, the adequacy between supply and demand for employment has never been as asymmetrical as in recent years, the trend already being palpable long before the start of the health crisis.

Management involved in change

Already in 2014, Philippe Nicolas, then regional director of the Regional Directorate for Business, Competition, Consumption, Labor and Employment Rhône-Alpes, provided some explanations for this now amplified reality, through the study entitled “Well-being at work & Economic Performance” that the Direccte had carried out: ?Companies that have chosen to put people at the heart of their strategy find that this is a powerful lever for employee engagement and innovation, even if it does not protect them from difficulties. The second lesson is that engaging in a process of well-being at work is both simpler and more complicated than it seems: both simpler because above all it results from a state of mind, but also more complicated because it presupposes a real questioning of management. However, this requires a real involvement of the leader?.

This is confirmed today by the Medef Auvergne-Rhône-Alpes through the ?Caméléon? experiment relating to the deployment of telework in six test companies. The program designed in 2019 and launched in February 2020 shows that the subject was well in step with the times. ?The Covid crisis has revealed an alignment of the planets concerning what is called the quality of life at work (QVT), of which telework is the most relevant symbol today; and which our Movement has taken over” explains Laurence Gattini, Employment-Skills Manager at Medef Auvergne-Rhône-Alpes.

The Camelon program, which has been the subject of feedback through the publication of a white paper, attests to this.

?We went to the forceps to involve voluntary companies, some of which accepted without really believing in it. This approach made it possible to break the codes in a troubled period. Let’s not forget that in Chinese, the word crisis also means ?opportunity?! Awareness is effective and companies are deploying new management paradigms » completes the expert.

Among the feedback from test companies, CyberCité (Web marketing agency of 130 people) in Lyon “raises the question of returning to the office because we have some of the employees who absolutely want to come back and others do not”. For the Louis Moulin industrial company in Millery, “the transition to telework has been a kind of accelerator for the digitalization of the company”.

Questions that all company profiles are obliged to ask themselves, according to Carine André, creator of Energétique 38, which intervenes to lay down the precepts of QVT. ?Awareness is driven by the law of the market. There is a real difficulty in recruiting. There is therefore a questioning on the employer brand, on the loyalty of the right people and on the attractiveness of the right profiles, and this, for all types of companies. Another axis: the turnover or absenteeism which can jeopardize the results of the company. Finally, we see emerging in the cases of people who want to sell or buy businesses, a questioning of human capital and HR, as well as financial skills. »

Carine André: ?Human capital as much as financial skills?

10 years ago, following a family ordeal, Carine André reoriented her career and trained in positive psychology. She created the company Energétique 38 and today applies the principles to companies?

© Audrey Laurent Photographer/ Carine André: ?Human capital as much as financial skills?

10 years ago, following a family ordeal, Carine André reoriented her career and trained in positive psychology. She created the company Energétique 38 and today applies the principles to companies?

How can we define QVT?

Several studies highlight three fundamental pillars of psychological well-being: feeling autonomous, feeling competent and creating value, and feeling part of a team. This notion of belonging which has been challenged quite a bit by telework and the nomadic office.

How do you do business?

Human capital is put back at the heart of the company. Keys are given to once again demonstrate autonomy, competence, responsibility, initiative and commitment. When collaborators have dropped out, feel less concerned, they submit to their work and react. I often intervene in “firefighter mode”, when we notice a high turnover, burn-outs, a strong absenteeism… To put them back into action, we establish an observation and we ask ourselves: what makes meaning to me? Where do I feel engaged? What are my deepest aspirations? After implementing individualized solutions, feedback is provided.

What is the role of positive psychology?

We are fortunate to have a laboratory dedicated to positive psychology in Grenoble, which is a science that studies the processes and conditions for the optimal functioning of a person or a company. It’s not positive thinking, but a real approach to the conscious reality of what is going wrong, the objective being to find solutions.

You have joined Nacéol. What is it about ?

It is a start-up that has created a diagnosis of health and well-being at work, around eight pillars, which are explored through workshops. The analysis returned is factorial and confidential, and oriented on what needs to be improved, with notions of positive psychology. The employee receives a personal analysis, and the employer a collective report that highlights the root causes of malfunctions to prioritize actions.

Report produced by Julien Thibert, Caroline Thermoz-Liaudy, Laurie Joanou, Thomas Richardson and Julien Verchère

) [summary] => The implementation of a benevolent, participative or transversal management on the part of employers on... [atom_content] =>

The implementation of a benevolent, participative or transversal management on the part of employers on the one hand, the search for meaning, a balance between quality of life and quality at work for employees on the other… Expectations seem to converge , especially since a study published in 2021 by Microsoft France / Opinion Way reveals that 72% of French people still believe in happiness at work.

Among the arguments put forward by the respondents: work contributes to happiness because it brings financial stability, it gives a place in society and maintains social ties or even allows you to better appreciate your free time. In addition, 92% of them attest to the existence of a correlation between well-being at
work and personal happiness.

Many companies have engulfed themselves in the approach commonly called “quality of life at work” (QVT), whose simplest definition is the reconciliation of the improvement of working conditions and the overall performance of companies. .

Outreach and performance

The Indian SME Poralu Marine (pleasure equipment, turnover of ?12.3 million) has, for example, just recruited a ?harmonization and human outreach? manager.

?A company must above all be a real force for social change: its economic profitability, essential to its viability and longevity, is a means to serve this force and not an end in itself. The citizenship, responsibility and commitment of the company start at the very heart of its daily activity, in the way it behaves with its employees, its customers, its suppliers, with all its stakeholders and more generally. with its ecosystem, explains Laurent Gasiglia, CEO of Poralu Marine.

Laura Terrollion, who was hired for this position explains her function as follows: ?I implement positive energy business concepts, lead and supervise the recruitment as well as the integration and performance of new employees. I assist managers to help them perform better and I ensure the development of employees…?.

This hiring is part of a broader movement to reposition Poralu Marine’s activities, which began a few years ago, culminating in 2020 with the launch of the “Marina Management & Consulting” activity. The company then passed from manufacturer to designer, manager and investor. In 2021, Poralu Marine is also part of an environmental protection approach by launching a range of coastal waste collection.

The benefits of teleworking

The Caméléon study reveals the benefits expressed by companies that have tested teleworking. The 1st result, cited by 70% of respondents, is the reduction of travel times. Then come the questions of a better balance between professional and personal life.But there are also performance elementsand quality of life at work.

Source: Medef Auvergne-Rhône-Alpes

For his part, Laurent de la Clergerie, leader of the LDLC group, had struck a blow by launching the four-day week from 2020: ? I am convinced of the effectiveness of such an approach. I am convinced that having time for yourself, for your children, during the week, and keeping real weekends off, contribute to making employees better in their minds, therefore with efficient working time » he explained then. A few months later, he summed up the success of this revolution as follows: «Review of 1is semester 100% worked 4 days: 6% growth, 20% gain in results and a negative balance between recruitment and departure?.

Work therefore as a key element of personal happiness… And yet, the adequacy between supply and demand for employment has never been as asymmetrical as in recent years, the trend already being palpable long before the start of the health crisis.

Management involved in change

Already in 2014, Philippe Nicolas, then regional director of the Regional Directorate for Business, Competition, Consumption, Labor and Employment Rhône-Alpes, provided some explanations for this now amplified reality, through the study entitled “Well-being at work & Economic Performance” that the Direccte had carried out: ?Companies that have chosen to put people at the heart of their strategy find that this is a powerful lever for employee engagement and innovation, even if it does not protect them from difficulties. The second lesson is that engaging in a process of well-being at work is both simpler and more complicated than it seems: both simpler because above all it results from a state of mind, but also more complicated because it presupposes a real questioning of management. However, this requires a real involvement of the leader?.

This is confirmed today by the Medef Auvergne-Rhône-Alpes through the ?Caméléon? experiment relating to the deployment of telework in six test companies. The program designed in 2019 and launched in February 2020 shows that the subject was well in step with the times. ?The Covid crisis has revealed an alignment of the planets concerning what is called the quality of life at work (QVT), of which telework is the most relevant symbol today; and which our Movement has taken over” explains Laurence Gattini, Employment-Skills Manager at Medef Auvergne-Rhône-Alpes.

The Camelon program, which has been the subject of feedback through the publication of a white paper, attests to this.

?We went to the forceps to involve voluntary companies, some of which accepted without really believing in it. This approach made it possible to break the codes in a troubled period. Let’s not forget that in Chinese, the word crisis also means ?opportunity?! Awareness is effective and companies are deploying new management paradigms » completes the expert.

Among the feedback from test companies, CyberCité (Web marketing agency of 130 people) in Lyon “raises the question of returning to the office because we have some of the employees who absolutely want to come back and others do not”. For the Louis Moulin industrial company in Millery, “the transition to telework has been a kind of accelerator for the digitalization of the company”.

Questions that all company profiles are obliged to ask themselves, according to Carine André, creator of Energétique 38, which intervenes to lay down the precepts of QVT. ?Awareness is driven by the law of the market. There is a real difficulty in recruiting. There is therefore a questioning on the employer brand, on the loyalty of the right people and on the attractiveness of the right profiles, and this, for all types of companies. Another axis: the turnover or absenteeism which can jeopardize the results of the company. Finally, we see emerging in the cases of people who want to sell or buy businesses, a questioning of human capital and HR, as well as financial skills. »

Carine André: ?Human capital as much as financial skills?

10 years ago, following a family ordeal, Carine André reoriented her career and trained in positive psychology. She created the company Energétique 38 and today applies the principles to companies?

© Audrey Laurent Photographer/ Carine André: ?Human capital as much as financial skills?

10 years ago, following a family ordeal, Carine André reoriented her career and trained in positive psychology. She created the company Energétique 38 and today applies the principles to companies?

How can we define QVT?

Several studies highlight three fundamental pillars of psychological well-being: feeling autonomous, feeling competent and creating value, and feeling part of a team. This notion of belonging which has been challenged quite a bit by telework and the nomadic office.

How do you do business?

Human capital is put back at the heart of the company. Keys are given to once again demonstrate autonomy, competence, responsibility, initiative and commitment. When collaborators have dropped out, feel less concerned, they submit to their work and react. I often intervene in “firefighter mode”, when we notice a high turnover, burn-outs, a strong absenteeism… To put them back into action, we establish an observation and we ask ourselves: what makes meaning to me? Where do I feel engaged? What are my deepest aspirations? After implementing individualized solutions, feedback is provided.

What is the role of positive psychology?

We are fortunate to have a laboratory dedicated to positive psychology in Grenoble, which is a science that studies the processes and conditions for the optimal functioning of a person or a company. It’s not positive thinking, but a real approach to the conscious reality of what is going wrong, the objective being to find solutions.

You have joined Nacéol. What is it about ?

It is a start-up that has created a diagnosis of health and well-being at work, around eight pillars, which are explored through workshops. The analysis returned is factorial and confidential, and oriented on what needs to be improved, with notions of positive psychology. The employee receives a personal analysis, and the employer a collective report that highlights the root causes of malfunctions to prioritize actions.

Report produced by Julien Thibert, Caroline Thermoz-Liaudy, Laurie Joanou, Thomas Richardson and Julien Verchère

[date_timestamp] => 1642745609 ) [4] => Array ( [title] => The impact of digital on corporate CSR policies [link] => https://brandnewstores.com/business/the-impact-of-digital-on-corporate-csr-policies/ [dc] => Array ( [creator] => Harry Rivers ) [pubdate] => Fri, 21 Jan 2022 04:40:27 +0000 [category] => BusinesscorporateCSRdigitalImpactpolicies [guid] => https://brandnewstores.com/business/the-impact-of-digital-on-corporate-csr-policies/ [description] => Nicolas Dussert, Development Director France at EcoVadis, tells us about the importance of corporate CSR... [content] => Array ( [encoded] =>

Nicolas Dussert, Development Director France at EcoVadis, tells us about the importance of corporate CSR policies, and the impact of digital on them.

EcoVadis explains the impact of digital technology on companies’ CSR policies. © ivector – stock.adobe.com

At present, what are the typologies of companies concerned by CSR?

All companies, regardless of size or sector, have many benefits from investing in improving their CSR practices. Indeed, there is no longer any need to demonstrate the lever of differentiation and competitiveness offered by CSR.

The fourth study on the CSR performance of French companies that we carried out with the Mediation shows a very positive dynamic. Indeed, this report, which is based on 6 years of CSR assessments carried out by EcoVadis, ranks France in 3rd position in terms of CSR management, and in first position on social issues.

For Pierre PELOUZET, business mediator, ?This once again shows the significant commitment of French companies in the field of CSR. Buying from a French company is buying a world-class level of CSR, it’s buying responsibly?.

What are the triggers that push companies to embark on a CSR approach?

Today, neglecting its CSR practices is the risk of losing brand image as well as market share! Nearly 40% of the 950 purchasing departments of the multinationals we support include the EcoVadis CSR rating as a selection criterion in their business partner selection process, particularly in calls for tenders. Organizations therefore have tremendous power to positively influence practices, through their purchasing capacity, by encouraging their partners to implement good practices concerning the human condition and to reduce their negative externalities for the planet.

For financial institutions, investors and CFOs, CSR (also called ESG) and sustainable finance seem to be the priority. Faced with pressure from public opinion and investors, financial players are forced to engage in a real shift in their portfolio. Axa, for example, refuses to insure RWE, the largest CO2 emitter in Europe. A company that has not implemented a system today to act and prevent environmental and social risks in its supply chain will no longer find the financing necessary for its development tomorrow.

Finally, the regulations are becoming tougher and encouraging the most recalcitrant companies to take responsibility and take concrete action, such as the Sapin II law and the Duty of Vigilance in France, recently taken over by the German Bundestag. It is now in the European Parliament that Duty of Care and Corporate Accountability are discussed.

So, even if it means doing so, you might as well act with conviction and take advantage of the benefits of a solid responsible purchasing program while contributing, each at their own level, to a better world and thinking in terms of positive impact rather than compliance.

In general, how can digital tools contribute to corporate CSR policies?

Digitization makes it possible to go further in depth, the quantity of information collected and to accelerate its processing. This results in indicators that are all the more robust and detailed, contributing to informed decision-making.

On the issue of reducing carbon emissions, for example, our assessments help companies calculate their scope 1, 2 and 3 emissions, based on huge international databases, as well as assess the practices undertaken to initiate this decarbonization. Those who have not yet taken this step will be penalized in the years to come and will lose competitiveness.

As part of the evaluation process carried out by EcoVadis, artificial intelligence makes it possible to pre-process the information collected, while digital offers the possibility of increasing the number of data points, reducing their processing time and proposing a collaborative approach via a Saas platform, allowing companies to pool their efforts.

Corporate CSR missteps can quickly spread through social media. Does digital make companies pay more attention?

Social networks are clearly catalysts, and require increased vigilance regarding the CSR practices of the company and its partners. The weak link is no longer just the practices of a company, but more those of the companies in the supply chain. Thus, the company’s reputation, or even its share price, can be severely impacted by a lack of vigilance. For example, many businesses were impacted when the Uyghur minority scandal in China came to light.

End consumers, too, can boycott a brand for lack of transparency in its practices. They want to have an impact, make their expectations heard and act according to their choices.

Finally, investors harshly sanction a stock that is the subject of controversy and integrate CSR performance more into their investment choices.

We often hear about greenwashing or purposewashing. How can we discern a real CSR approach from a simple communication strategy?

As we have moved from “Soft Law” to “Hard Law” with new regulations, we are seeing an ever-widening gap between companies that communicate more than they act and those that generate growth, and in sometimes even take advantage to transform their business model.

We are therefore no longer in the air of greenwashing, but of the demarcation of companies that benefit from increased competitiveness thanks to the robustness and sincerity of their extra-financial actions. Their clients and investors buy, invest for concrete actions and the good to which they indirectly contribute for a better world tomorrow. This is a huge opportunity for these companies to outpace those who are still trying to deceive!

Does CSR currently represent a performance lever for companies?

Going for CSR performance is first of all a great opportunity to link actions and cost reductions, particularly in terms of energy consumption, waste recycling, circular economy, reduction of greenhouse gases, etc.

It is also a great opportunity to offer products and services that meet new expectations, and offer countless business opportunities for organizations. For example, more and more companies in the energy sector are now turning to renewable energy offers.

On what criteria can a company’s CSR approach be assessed?

CSR practices are framed by the international standard ISO 26000, which provides guidelines for all those who are aware that socially responsible and environmentally friendly behavior is a key factor for success.

The EcoVadis methodology is therefore based on ISO 26000, and assesses criteria from four major themes: the environment, social issues and human rights, business ethics and responsible purchasing. We then carried out a documentary audit, in order to analyze the evidence collected from companies and stakeholders. The result is an actionable scorecard, prompting action, with a score for each of the 4 themes and an overall score allowing companies to compare their performance with their peers, and to promote their actions with all of their clients, investors and insurers.

) [summary] => Nicolas Dussert, Development Director France at EcoVadis, tells us about the importance of corporate CSR... [atom_content] =>

Nicolas Dussert, Development Director France at EcoVadis, tells us about the importance of corporate CSR policies, and the impact of digital on them.

EcoVadis explains the impact of digital technology on companies’ CSR policies. © ivector – stock.adobe.com

At present, what are the typologies of companies concerned by CSR?

All companies, regardless of size or sector, have many benefits from investing in improving their CSR practices. Indeed, there is no longer any need to demonstrate the lever of differentiation and competitiveness offered by CSR.

The fourth study on the CSR performance of French companies that we carried out with the Mediation shows a very positive dynamic. Indeed, this report, which is based on 6 years of CSR assessments carried out by EcoVadis, ranks France in 3rd position in terms of CSR management, and in first position on social issues.

For Pierre PELOUZET, business mediator, ?This once again shows the significant commitment of French companies in the field of CSR. Buying from a French company is buying a world-class level of CSR, it’s buying responsibly?.

What are the triggers that push companies to embark on a CSR approach?

Today, neglecting its CSR practices is the risk of losing brand image as well as market share! Nearly 40% of the 950 purchasing departments of the multinationals we support include the EcoVadis CSR rating as a selection criterion in their business partner selection process, particularly in calls for tenders. Organizations therefore have tremendous power to positively influence practices, through their purchasing capacity, by encouraging their partners to implement good practices concerning the human condition and to reduce their negative externalities for the planet.

For financial institutions, investors and CFOs, CSR (also called ESG) and sustainable finance seem to be the priority. Faced with pressure from public opinion and investors, financial players are forced to engage in a real shift in their portfolio. Axa, for example, refuses to insure RWE, the largest CO2 emitter in Europe. A company that has not implemented a system today to act and prevent environmental and social risks in its supply chain will no longer find the financing necessary for its development tomorrow.

Finally, the regulations are becoming tougher and encouraging the most recalcitrant companies to take responsibility and take concrete action, such as the Sapin II law and the Duty of Vigilance in France, recently taken over by the German Bundestag. It is now in the European Parliament that Duty of Care and Corporate Accountability are discussed.

So, even if it means doing so, you might as well act with conviction and take advantage of the benefits of a solid responsible purchasing program while contributing, each at their own level, to a better world and thinking in terms of positive impact rather than compliance.

In general, how can digital tools contribute to corporate CSR policies?

Digitization makes it possible to go further in depth, the quantity of information collected and to accelerate its processing. This results in indicators that are all the more robust and detailed, contributing to informed decision-making.

On the issue of reducing carbon emissions, for example, our assessments help companies calculate their scope 1, 2 and 3 emissions, based on huge international databases, as well as assess the practices undertaken to initiate this decarbonization. Those who have not yet taken this step will be penalized in the years to come and will lose competitiveness.

As part of the evaluation process carried out by EcoVadis, artificial intelligence makes it possible to pre-process the information collected, while digital offers the possibility of increasing the number of data points, reducing their processing time and proposing a collaborative approach via a Saas platform, allowing companies to pool their efforts.

Corporate CSR missteps can quickly spread through social media. Does digital make companies pay more attention?

Social networks are clearly catalysts, and require increased vigilance regarding the CSR practices of the company and its partners. The weak link is no longer just the practices of a company, but more those of the companies in the supply chain. Thus, the company’s reputation, or even its share price, can be severely impacted by a lack of vigilance. For example, many businesses were impacted when the Uyghur minority scandal in China came to light.

End consumers, too, can boycott a brand for lack of transparency in its practices. They want to have an impact, make their expectations heard and act according to their choices.

Finally, investors harshly sanction a stock that is the subject of controversy and integrate CSR performance more into their investment choices.

We often hear about greenwashing or purposewashing. How can we discern a real CSR approach from a simple communication strategy?

As we have moved from “Soft Law” to “Hard Law” with new regulations, we are seeing an ever-widening gap between companies that communicate more than they act and those that generate growth, and in sometimes even take advantage to transform their business model.

We are therefore no longer in the air of greenwashing, but of the demarcation of companies that benefit from increased competitiveness thanks to the robustness and sincerity of their extra-financial actions. Their clients and investors buy, invest for concrete actions and the good to which they indirectly contribute for a better world tomorrow. This is a huge opportunity for these companies to outpace those who are still trying to deceive!

Does CSR currently represent a performance lever for companies?

Going for CSR performance is first of all a great opportunity to link actions and cost reductions, particularly in terms of energy consumption, waste recycling, circular economy, reduction of greenhouse gases, etc.

It is also a great opportunity to offer products and services that meet new expectations, and offer countless business opportunities for organizations. For example, more and more companies in the energy sector are now turning to renewable energy offers.

On what criteria can a company’s CSR approach be assessed?

CSR practices are framed by the international standard ISO 26000, which provides guidelines for all those who are aware that socially responsible and environmentally friendly behavior is a key factor for success.

The EcoVadis methodology is therefore based on ISO 26000, and assesses criteria from four major themes: the environment, social issues and human rights, business ethics and responsible purchasing. We then carried out a documentary audit, in order to analyze the evidence collected from companies and stakeholders. The result is an actionable scorecard, prompting action, with a score for each of the 4 themes and an overall score allowing companies to compare their performance with their peers, and to promote their actions with all of their clients, investors and insurers.

[date_timestamp] => 1642740027 ) [5] => Array ( [title] => Top Employers Institute certifies 18 new companies in France in 2022 [link] => https://brandnewstores.com/business/top-employers-institute-certifies-18-new-companies-in-france-in-2022/ [dc] => Array ( [creator] => Harry Rivers ) [pubdate] => Fri, 21 Jan 2022 04:10:39 +0000 [category] => BusinesscertifiescompaniesemployersFranceInstituteTop [guid] => https://brandnewstores.com/business/top-employers-institute-certifies-18-new-companies-in-france-in-2022/ [description] => Management Thursday, January 20, 2022, through Nathan Rayaume For this year 2022, the Top Employers... [content] => Array ( [encoded] =>

Management

, through Nathan Rayaume

For this year 2022, the Top Employers Institute, an international authority which certifies the excellence of HR practices, has certified 18 new companies across the country.

The Top Employers Institute certification program allows participating organizations to be audited and recognized as leading employers when certified. For this 14th edition in France, 18 new companies appear in the list of rewarded companies including: Coca Cola Europacific Partners, Distribution Casino France, Manpower France, Macif, Marionnaud France, Akzonobel France, Amplifon, Arkema, Boehringer Ingelheim, Egis France, Ipsen France, Korian , Mondelez International, Novo Nordisk, DB Schenker, Verisure, Wipro, Worldline France. The complete list of Top Employers 2022: https://www.top-employers.com/fr/lp/announcement-2022/announcement-2022/

Read also: Right to disconnect: ?In the age of hybrid work, the role of managers is crucial?

Excellent working conditions

The Top Employers Institute program certifies companies based on their participation and results in the HR Best Practices Survey. This survey covers 400 questions, divided into 6 major HR areas and 20 themes such as HR strategy, leadership, digital HR and organizational design, employee career path and corporate culture.
For more than 30 years, the Top Employers Institute has been evaluating human resources and business management practices. This year, it rewarded the best of them, which thus offer excellent working conditions to their employees. The Institute relies on the certification of 1,857 organizations present in 123 countries. Today, more than 8 million employees from organizations certified Top Employers see their Quality of Life at Work positively impacted.

) [summary] => Management Thursday, January 20, 2022, through Nathan Rayaume For this year 2022, the Top Employers... [atom_content] =>

Management

, through Nathan Rayaume

For this year 2022, the Top Employers Institute, an international authority which certifies the excellence of HR practices, has certified 18 new companies across the country.

The Top Employers Institute certification program allows participating organizations to be audited and recognized as leading employers when certified. For this 14th edition in France, 18 new companies appear in the list of rewarded companies including: Coca Cola Europacific Partners, Distribution Casino France, Manpower France, Macif, Marionnaud France, Akzonobel France, Amplifon, Arkema, Boehringer Ingelheim, Egis France, Ipsen France, Korian , Mondelez International, Novo Nordisk, DB Schenker, Verisure, Wipro, Worldline France. The complete list of Top Employers 2022: https://www.top-employers.com/fr/lp/announcement-2022/announcement-2022/

Read also: Right to disconnect: ?In the age of hybrid work, the role of managers is crucial?

Excellent working conditions

The Top Employers Institute program certifies companies based on their participation and results in the HR Best Practices Survey. This survey covers 400 questions, divided into 6 major HR areas and 20 themes such as HR strategy, leadership, digital HR and organizational design, employee career path and corporate culture.
For more than 30 years, the Top Employers Institute has been evaluating human resources and business management practices. This year, it rewarded the best of them, which thus offer excellent working conditions to their employees. The Institute relies on the certification of 1,857 organizations present in 123 countries. Today, more than 8 million employees from organizations certified Top Employers see their Quality of Life at Work positively impacted.

[date_timestamp] => 1642738239 ) [6] => Array ( [title] => Blizzard?s Mike Ybarra calls the deal with Microsoft exciting and stresses the need to restore trust in the company. [link] => https://brandnewstores.com/business/blizzards-mike-ybarra-calls-the-deal-with-microsoft-exciting-and-stresses-the-need-to-restore-trust-in-the-company/ [dc] => Array ( [creator] => Harry Rivers ) [pubdate] => Fri, 21 Jan 2022 03:38:42 +0000 [category] => BusinessBlizzardscallscompanyDealexcitingmicrosoftMikerestorestressesTrustYbarra [guid] => https://brandnewstores.com/business/blizzards-mike-ybarra-calls-the-deal-with-microsoft-exciting-and-stresses-the-need-to-restore-trust-in-the-company/ [description] => News of Activision Blizzard King being sold to Microsoft for nearly $70 billion is still... [content] => Array ( [encoded] =>

News of Activision Blizzard King being sold to Microsoft for nearly $70 billion is still reverberating through the community. Blizzard’s Mike Ybarra has released a statement about the deal and what it means for the future of the company.

As Blizzard’s remaining head, Mike Ybarra calls the deal exciting news and says “we strive to put our team and our players at the forefront of everything we do.” He insists that the company is working to rebuild trust in Blizzard and cites some steps in their commitment to change aimed at improving workplace culture. These measures include holding the leadership and management teams accountable for improving the culture, which means that compensation depends on the general management of the company and its success in creating a better working environment at Blizzard. The company is also hiring full-time people and resources to improve the culture, including a culture manager for management and a new organizational manager for human resources, as well as a diversity, equity manager and Inclusion (D, E, & I) focused on these areas.

This is what they plan to do, but he also notes what they have already done. Ybarra mentions that they’ve shared representation data internally with the team and set new goals for improvement. Activision Blizzard King also released its representation report recently, showing the composition of the company’s workforce. It also says it has tripled the size of its compliance and investigation teams to better hold unacceptable behavior up and down the company. This approach is part of a ?zero tolerance? policy announced in the fall.

As for the players, he states that they are committed to providing more content on a regular basis and promises that there will be “exciting things to announce”, and he says he will share more during the week. next.

Microsoft’s deal for King Activision Blizzard is pending regulatory approval and won’t be finalized until mid-2023. Some of these conditions and actions were already mentioned in the company’s commitment to change, as well as in the language of the proposed settlement with the US EEOC. However, with all of this stated, the question remains whether and how they will achieve these goals.

You can read Mike Ybarra’s statement here at Blizzard.

) [summary] => News of Activision Blizzard King being sold to Microsoft for nearly $70 billion is still... [atom_content] =>

News of Activision Blizzard King being sold to Microsoft for nearly $70 billion is still reverberating through the community. Blizzard’s Mike Ybarra has released a statement about the deal and what it means for the future of the company.

As Blizzard’s remaining head, Mike Ybarra calls the deal exciting news and says “we strive to put our team and our players at the forefront of everything we do.” He insists that the company is working to rebuild trust in Blizzard and cites some steps in their commitment to change aimed at improving workplace culture. These measures include holding the leadership and management teams accountable for improving the culture, which means that compensation depends on the general management of the company and its success in creating a better working environment at Blizzard. The company is also hiring full-time people and resources to improve the culture, including a culture manager for management and a new organizational manager for human resources, as well as a diversity, equity manager and Inclusion (D, E, & I) focused on these areas.

This is what they plan to do, but he also notes what they have already done. Ybarra mentions that they’ve shared representation data internally with the team and set new goals for improvement. Activision Blizzard King also released its representation report recently, showing the composition of the company’s workforce. It also says it has tripled the size of its compliance and investigation teams to better hold unacceptable behavior up and down the company. This approach is part of a ?zero tolerance? policy announced in the fall.

As for the players, he states that they are committed to providing more content on a regular basis and promises that there will be “exciting things to announce”, and he says he will share more during the week. next.

Microsoft’s deal for King Activision Blizzard is pending regulatory approval and won’t be finalized until mid-2023. Some of these conditions and actions were already mentioned in the company’s commitment to change, as well as in the language of the proposed settlement with the US EEOC. However, with all of this stated, the question remains whether and how they will achieve these goals.

You can read Mike Ybarra’s statement here at Blizzard.

[date_timestamp] => 1642736322 ) [7] => Array ( [title] => some companies double its amount [link] => https://brandnewstores.com/business/some-companies-double-its-amount/ [dc] => Array ( [creator] => Harry Rivers ) [pubdate] => Thu, 20 Jan 2022 21:56:06 +0000 [category] => Businessamountcompaniesdouble [guid] => https://brandnewstores.com/business/some-companies-double-its-amount/ [description] => Published on 01/20/2022 22:42 Article written by G.de Florival, V.Frédéric, A.Remond S.Agrabi, J.Blondel, J.Pires –... [content] => Array ( [encoded] =>

Published

Article written by

G.de Florival, V.Frédéric, A.Remond S.Agrabi, J.Blondel, J.Pires

France 2

France Televisions

Faced with rising prices, the government granted an inflation bonus of 100 euros. Companies are responsible for paying them to the millions of eligible employees. But some have decided to inflate the amount of the check.

The inflation bonus, in principle, comes down to 100 euros more for around 38 million employees. But some employers have been more generous. In the Dordogne, the 22 employees of a restaurant received 200 euros of inflation bonus. ?It was very generous of him?, expresses one of them. “I was happy. It was a good boost to end the year and it helped us a lot when same”, rejoices another. Cost of the operation: 5,000 euros for this boss who wanted to thank his teams.

In a large e-commerce company, employees were also entitled to a doubling of the inflation bonus. Some have quickly spent it on gifts for the family or on gasoline, the bill for which has increased significantly. For others, the bonus will have been used to afford a short weekend in the Ardèche. The inflation bonus must be paid to all employees by the end of February.

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articles On the same topic

Seen from Europe

Franceinfo selects daily content from European public audiovisual media, members of Eurovision. These contents are published in English or French.

) [summary] => Published on 01/20/2022 22:42 Article written by G.de Florival, V.Frédéric, A.Remond S.Agrabi, J.Blondel, J.Pires –... [atom_content] =>

Published

Article written by

G.de Florival, V.Frédéric, A.Remond S.Agrabi, J.Blondel, J.Pires

France 2

France Televisions

Faced with rising prices, the government granted an inflation bonus of 100 euros. Companies are responsible for paying them to the millions of eligible employees. But some have decided to inflate the amount of the check.

The inflation bonus, in principle, comes down to 100 euros more for around 38 million employees. But some employers have been more generous. In the Dordogne, the 22 employees of a restaurant received 200 euros of inflation bonus. ?It was very generous of him?, expresses one of them. “I was happy. It was a good boost to end the year and it helped us a lot when same”, rejoices another. Cost of the operation: 5,000 euros for this boss who wanted to thank his teams.

In a large e-commerce company, employees were also entitled to a doubling of the inflation bonus. Some have quickly spent it on gifts for the family or on gasoline, the bill for which has increased significantly. For others, the bonus will have been used to afford a short weekend in the Ardèche. The inflation bonus must be paid to all employees by the end of February.

Newsletter

the news at 8 p.m.

Every day, receive your 8 p.m. news directly

Newsletter subscription

articles On the same topic

Seen from Europe

Franceinfo selects daily content from European public audiovisual media, members of Eurovision. These contents are published in English or French.

[date_timestamp] => 1642715766 ) [8] => Array ( [title] => Why favor environmentally friendly gifts? [link] => https://brandnewstores.com/business/why-favor-environmentally-friendly-gifts/ [dc] => Array ( [creator] => Harry Rivers ) [pubdate] => Thu, 20 Jan 2022 19:50:08 +0000 [category] => Businessenvironmentallyfavorfriendlygifts [guid] => https://brandnewstores.com/business/why-favor-environmentally-friendly-gifts/ [description] => Credits: Pixabay Giving gifts is a common practice for businesses. They do this to thank... [content] => Array ( [encoded] =>

Giving gifts is a common practice for businesses. They do this to thank partners, customers and employees for their loyalty. Gifts are given during professional events such as trade fairs and major occasions such as Christmas? It’s a marketing and communication strategy with proven effectiveness, because gifts are real promotional items. But these days, eco-friendly gifts are a must.

All the benefits of eco-friendly gifts

The preservation of the environment is a concern that affects everyone, and to prove to customers and employees that the company is concerned by this cause, there is nothing better than to offer gifts that respect the planet. such as personalized bags. We should not forget that consumers are sensitive to the commitment to sustainable development. So, such gifts help to gain credibility, and it helps in acquiring new customers who will be more likely to come back. Indeed, the company shows that it is in tune with its time and with the society in which it operates. Notoriety is also guaranteed, because gifts from the ecological sector enhance the brand image. For information, more than 35% of consumers buy from socially responsible and environmentally conscious companies. On the employee side, green gifts build loyalty and pride. By opting for eco-responsible gifts, the company is setting a good example for customers, employees and collaborators.

Some ideas for ecological gifts

eco gifts
Credits: Pixabay

Ecological promotional items are made with different materials, but the most common are recycled and/or recyclable textiles and paper. The choice is wide, because most classic promotional items have an ethical version. Among the sustainable gifts that meet the criteria of respect for the environment, there are tote bags, eco-friendly fabric clothing, cups, mugs and green glasses, stainless steel water bottles, key rings in wood, USB keys with a bamboo shell, notepads, diaries and calendars made from recycled paper… In order to further reduce the impact on the environment, we can also offer dematerialized gifts such as experiences to discover, gift cards…

Choosing the right corporate gifts

For the success of the communication and marketing strategy with gifts, it is necessary to select the target well and opt for quality rather than quantity. If they are sustainable and responsible, their impact on the business is even greater. But we focus on local. Gifts made in France have less impact on the environment than those purchased in large quantities on the other side of the world. For corporate gifts to respect the environment, it is also essential to adapt the container to the content. Even if there are no more plastic under-packs, the vacuum is harmful to the planet. We are still thinking about reusable packaging. Consideration should be given to how corporate gifts are made and how they are transported. The longer the distance, the more polluting the transport. They must therefore have no negative impact on the environment.



) [summary] => Credits: Pixabay Giving gifts is a common practice for businesses. They do this to thank... [atom_content] =>

Giving gifts is a common practice for businesses. They do this to thank partners, customers and employees for their loyalty. Gifts are given during professional events such as trade fairs and major occasions such as Christmas? It’s a marketing and communication strategy with proven effectiveness, because gifts are real promotional items. But these days, eco-friendly gifts are a must.

All the benefits of eco-friendly gifts

The preservation of the environment is a concern that affects everyone, and to prove to customers and employees that the company is concerned by this cause, there is nothing better than to offer gifts that respect the planet. such as personalized bags. We should not forget that consumers are sensitive to the commitment to sustainable development. So, such gifts help to gain credibility, and it helps in acquiring new customers who will be more likely to come back. Indeed, the company shows that it is in tune with its time and with the society in which it operates. Notoriety is also guaranteed, because gifts from the ecological sector enhance the brand image. For information, more than 35% of consumers buy from socially responsible and environmentally conscious companies. On the employee side, green gifts build loyalty and pride. By opting for eco-responsible gifts, the company is setting a good example for customers, employees and collaborators.

Some ideas for ecological gifts

eco gifts
Credits: Pixabay

Ecological promotional items are made with different materials, but the most common are recycled and/or recyclable textiles and paper. The choice is wide, because most classic promotional items have an ethical version. Among the sustainable gifts that meet the criteria of respect for the environment, there are tote bags, eco-friendly fabric clothing, cups, mugs and green glasses, stainless steel water bottles, key rings in wood, USB keys with a bamboo shell, notepads, diaries and calendars made from recycled paper… In order to further reduce the impact on the environment, we can also offer dematerialized gifts such as experiences to discover, gift cards…

Choosing the right corporate gifts

For the success of the communication and marketing strategy with gifts, it is necessary to select the target well and opt for quality rather than quantity. If they are sustainable and responsible, their impact on the business is even greater. But we focus on local. Gifts made in France have less impact on the environment than those purchased in large quantities on the other side of the world. For corporate gifts to respect the environment, it is also essential to adapt the container to the content. Even if there are no more plastic under-packs, the vacuum is harmful to the planet. We are still thinking about reusable packaging. Consideration should be given to how corporate gifts are made and how they are transported. The longer the distance, the more polluting the transport. They must therefore have no negative impact on the environment.



[date_timestamp] => 1642708208 ) [9] => Array ( [title] => When employees rate the corporate culture [link] => https://brandnewstores.com/business/when-employees-rate-the-corporate-culture/ [dc] => Array ( [creator] => Harry Rivers ) [pubdate] => Thu, 20 Jan 2022 19:19:07 +0000 [category] => Businesscorporatecultureemployeesrate [guid] => https://brandnewstores.com/business/when-employees-rate-the-corporate-culture/ [description] => Welcome to this edition of the Zevillage newsletter ?. Every Thursday, find the information that... [content] => Array ( [encoded] =>

Welcome to this edition of the Zevillage newsletter ?.

Every Thursday, find the information that counts on the future of work, guaranteed without bullshit, one step ahead. To inspire you and help you engage in the transformation of work.

If a friend forwarded this newsletter to you, or if you find it on the web, you can join our 7,500 readers right here:

Managers generally consider that the corporate culture is an important element of employee cohesion and commitment, and therefore of retaining talent.

A Glassdoor survey, business rating platform (yes, yes, that exists), carried out in the United States, the United Kingdom, France and Germany, shows that 77% of the 5,000 respondents find out about the culture of a company before applying. .

And more than half of respondents said that company culture was more important than salary !

So this famous corporate culture is as important for employers as it is for their employees. Except that employees have a vision that can be very different from that of managers.

A study carried out by the MIT Sloan School of Management on the basis of 1.4 million reviews submitted on Glassdoor, clearly shows the expectations of employees.

This study identifies 10 points that employees monitor in their company culture. It is clear that human values ??and management qualities occupy more space than material advantages:

  1. Employees feel respected. They are treated with consideration, courtesy and dignity, and their views are taken seriously.

  2. Leaders are united. They help employees do their jobs, respond to requests, respond to employees’ individual needs, encourage and support them.

  3. Managers embody core values. The actions of managers are in line with the values ??of the organization.

  4. Toxic managers. Managers who create a toxic work environment are portrayed in overwhelmingly negative terms.

  5. Unethical behavior. Managers and employees lack integrity and act unethically.

  6. Advantages. Evaluation by employees of all benefits provided by the employer.

  7. Advantages. Employee rating of workplace amenities and benefits.

  8. Learning and development. Employee assessment of formal and informal learning opportunities.

  9. Job security. Perception of fear of layoffs, offshoring and automation.

  10. Reorganizations. How employees perceive reorganisations, their frequency and their quality.

This is why the average salary increase of 16% decided this week by the hotel and restaurant sector will not be enough to bring back employees after the Great Resignation of last year. The quality of life in the company and the working conditions matter just as much, if not more.

And you, where are you with your corporate culture? in the new reality of hybrid work?

Sources

? Territorial attractiveness would be useless
When the Federation of Attractiveness, Development and Innovation Agencies (CNER) is launching the 1st MOOC on attractiveness and territorial marketing, bam, a researcher is throwing a big stone into the pond. Michel Grossetti, an accomplice of Olivier Bouba-Olga, disputes the myth suggesting that cities have the means to attract ?innovative? companies and ?creative? workers. Ouch, it stings. Do we put on a 2nd layer (PDF)? If you have any counterexamples, share them in the comments.

? Big patron is watching you
It is curious this mania of certain leaders to want to monitor their employees in telework, sometimes in defiance of the law.

? Vive l?open source
The open source movement affects all sectors of the economy, not just IT. And even the creation of anti-Covid vaccines.

? It’s not smart to telecommute in your pajamas
For sociologist Jean-Claude Kaufmann, we have entered ?the era of pajamas?. The pandemic has accentuated the dropout phenomenon: ?We had gone from a regime of collective discipline, where work was the basis of life, assigned us a place in society, to a regime of personal autonomy. Work becomes a commitment that we question, that we call into question. We can choose another, we can opt out. We have gone from an architectural society to a liquid, unstable society, where all the benchmarks are floating.? To see in video.

?? Never without a roof
In life there are also those who have neither work nor home. In the city of Ulm, Germany, six young product design specialists have designed a sleep capsule to protect homeless people from the cold.

???? Telecommuting weighs more on women?
After two years of pandemic the press still cultivates the same confusion between teleworking and confinement on the basis of a study from last year, here Where still there. The problems arise because of confinement, not because of teleworking, which is favored by employees (and employees). Outside of the pandemic, teleworking is carried out on a voluntary basis and therefore does not weigh on anyone.

? Tomorrow’s future of the future and more things yet to come
I’m not a fan of start-of-the-year forecast lists. But there is one that I never miss, it’s that of Olivier Ezratty, a chestnut tree of the Web. Especially not this year with a ?Bullshit Special?.

??? Living together at work? and after
I found these testimonies of caregivers who dedicate their lives to supporting a loved one, sometimes to the detriment of their work and their personal life, very touching. A social phenomenon that affects millions of people in the (adoptive) country of Kafka and Ubu.

Share the Zevillage newsletter with your friends on WhatsApp:

Go, go, go !

Help a village grow

The Bourgogne-Franche-Comté Region supports several villages that have won the ?Villages of the Future? call for projects. This experiment aims to bring out and implement village development projects, based on local aspirations.

Châtel-Censoir, a village of 600 inhabitants in Yonne, is one of the candidates selected to take part in this reflection. In this context, a workshop on the urban exodus is organized will be organized in February-March to better understand the levers to be activated to guarantee the proper integration of an urban public in a rural environment.

I want to know more and register for the Workshop

Editorial conference

Do you have a desire for topics that you would like us to cover in the newsletter? Or maybe questions to ask? Be simple, say it in the comments ??

A short fable by psychoanalyst Roland Gori to demonstrate the ridiculousness of corporate bureaucracy which wants to gauge human activities with ?evaluation by quantitative performance indicators?. Good luck with your annual interviews.

Lecture by Roland Gori

In addition, you can also read this text by Roland Gori which deepens this notion of performance indicators.

Before leaving, if you like this newsletter, leave us a like by clicking on the little ??. It’s nice and it’s really useful ?: to better know your interests.

And to help us publicize the Zevillage newsletter, share it with friends or with your boss.

) [summary] => Welcome to this edition of the Zevillage newsletter ?. Every Thursday, find the information that... [atom_content] =>

Welcome to this edition of the Zevillage newsletter ?.

Every Thursday, find the information that counts on the future of work, guaranteed without bullshit, one step ahead. To inspire you and help you engage in the transformation of work.

If a friend forwarded this newsletter to you, or if you find it on the web, you can join our 7,500 readers right here:

Managers generally consider that the corporate culture is an important element of employee cohesion and commitment, and therefore of retaining talent.

A Glassdoor survey, business rating platform (yes, yes, that exists), carried out in the United States, the United Kingdom, France and Germany, shows that 77% of the 5,000 respondents find out about the culture of a company before applying. .

And more than half of respondents said that company culture was more important than salary !

So this famous corporate culture is as important for employers as it is for their employees. Except that employees have a vision that can be very different from that of managers.

A study carried out by the MIT Sloan School of Management on the basis of 1.4 million reviews submitted on Glassdoor, clearly shows the expectations of employees.

This study identifies 10 points that employees monitor in their company culture. It is clear that human values ??and management qualities occupy more space than material advantages:

  1. Employees feel respected. They are treated with consideration, courtesy and dignity, and their views are taken seriously.

  2. Leaders are united. They help employees do their jobs, respond to requests, respond to employees’ individual needs, encourage and support them.

  3. Managers embody core values. The actions of managers are in line with the values ??of the organization.

  4. Toxic managers. Managers who create a toxic work environment are portrayed in overwhelmingly negative terms.

  5. Unethical behavior. Managers and employees lack integrity and act unethically.

  6. Advantages. Evaluation by employees of all benefits provided by the employer.

  7. Advantages. Employee rating of workplace amenities and benefits.

  8. Learning and development. Employee assessment of formal and informal learning opportunities.

  9. Job security. Perception of fear of layoffs, offshoring and automation.

  10. Reorganizations. How employees perceive reorganisations, their frequency and their quality.

This is why the average salary increase of 16% decided this week by the hotel and restaurant sector will not be enough to bring back employees after the Great Resignation of last year. The quality of life in the company and the working conditions matter just as much, if not more.

And you, where are you with your corporate culture? in the new reality of hybrid work?

Sources

? Territorial attractiveness would be useless
When the Federation of Attractiveness, Development and Innovation Agencies (CNER) is launching the 1st MOOC on attractiveness and territorial marketing, bam, a researcher is throwing a big stone into the pond. Michel Grossetti, an accomplice of Olivier Bouba-Olga, disputes the myth suggesting that cities have the means to attract ?innovative? companies and ?creative? workers. Ouch, it stings. Do we put on a 2nd layer (PDF)? If you have any counterexamples, share them in the comments.

? Big patron is watching you
It is curious this mania of certain leaders to want to monitor their employees in telework, sometimes in defiance of the law.

? Vive l?open source
The open source movement affects all sectors of the economy, not just IT. And even the creation of anti-Covid vaccines.

? It’s not smart to telecommute in your pajamas
For sociologist Jean-Claude Kaufmann, we have entered ?the era of pajamas?. The pandemic has accentuated the dropout phenomenon: ?We had gone from a regime of collective discipline, where work was the basis of life, assigned us a place in society, to a regime of personal autonomy. Work becomes a commitment that we question, that we call into question. We can choose another, we can opt out. We have gone from an architectural society to a liquid, unstable society, where all the benchmarks are floating.? To see in video.

?? Never without a roof
In life there are also those who have neither work nor home. In the city of Ulm, Germany, six young product design specialists have designed a sleep capsule to protect homeless people from the cold.

???? Telecommuting weighs more on women?
After two years of pandemic the press still cultivates the same confusion between teleworking and confinement on the basis of a study from last year, here Where still there. The problems arise because of confinement, not because of teleworking, which is favored by employees (and employees). Outside of the pandemic, teleworking is carried out on a voluntary basis and therefore does not weigh on anyone.

? Tomorrow’s future of the future and more things yet to come
I’m not a fan of start-of-the-year forecast lists. But there is one that I never miss, it’s that of Olivier Ezratty, a chestnut tree of the Web. Especially not this year with a ?Bullshit Special?.

??? Living together at work? and after
I found these testimonies of caregivers who dedicate their lives to supporting a loved one, sometimes to the detriment of their work and their personal life, very touching. A social phenomenon that affects millions of people in the (adoptive) country of Kafka and Ubu.

Share the Zevillage newsletter with your friends on WhatsApp:

Go, go, go !

Help a village grow

The Bourgogne-Franche-Comté Region supports several villages that have won the ?Villages of the Future? call for projects. This experiment aims to bring out and implement village development projects, based on local aspirations.

Châtel-Censoir, a village of 600 inhabitants in Yonne, is one of the candidates selected to take part in this reflection. In this context, a workshop on the urban exodus is organized will be organized in February-March to better understand the levers to be activated to guarantee the proper integration of an urban public in a rural environment.

I want to know more and register for the Workshop

Editorial conference

Do you have a desire for topics that you would like us to cover in the newsletter? Or maybe questions to ask? Be simple, say it in the comments ??

A short fable by psychoanalyst Roland Gori to demonstrate the ridiculousness of corporate bureaucracy which wants to gauge human activities with ?evaluation by quantitative performance indicators?. Good luck with your annual interviews.

Lecture by Roland Gori

In addition, you can also read this text by Roland Gori which deepens this notion of performance indicators.

Before leaving, if you like this newsletter, leave us a like by clicking on the little ??. It’s nice and it’s really useful ?: to better know your interests.

And to help us publicize the Zevillage newsletter, share it with friends or with your boss.

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