Weight Watchers, one of the world’s largest and most popular dieting companies, relies on its group leaders to maintain this coveted description.

These employees, mostly women, recruit and retain members globally through the nearly 50,000 face-to-face meetings they hold and run every week. Often highly educated and highly skilled, these leaders are hired after losing dozens of pounds themselves, so they are eager to help others in the familiar battle with weight loss.

The company depends on these women to literally live the brand’s promise, yet they receive poor wages, work many unpaid hours, and have even recently inundated an internal company website expressing that their hard work and dedication go unrecognized.

Sharon H. Mastracci, an expert on women’s employment at the University of Chicago, said these circumstances parallel those in other female-dominated jobs, such as child care and social work.

“Caring work is undervalued, and they’re taking for granted that you care so much you’re going to be there no matter what,” says Mastracci about Weight Watchers.

The same problem exists in one of America’s fastest growing jobs – home health care aides. Baby Boomers are aging and this field is expected to grow by 70% in the next decade, according to the Labor Department. Paul Hogan, chairman of Home Instead Senior Care – a national home care services company- plans to hire 45,000 caregivers this year alone.

Expected increase in home care aides

This overwhelming demand for people to care for those who cannot care for themselves may be difficult to meet. The nearly 2 million workers, also mostly women, that are expected to change bedpans, prepare meals and clean the homes of elderly and disabled patients are making the same wages as a teenager flipping burgers at McDonald’s. They do not receive benefits and many rely on food stamps and federal assistance to get by.

While the Obama administration has been trying to enforce laws that will protect home health care aides and Weight Watchers executives have alluded to increased compensation, no changes have taken place yet.  While some dismiss the obvious, many of these workers blame their paltry pay on the simple fact that they are female. Click here to read more about these on-going battles.

By Jacqueline Monti


On Sunday March 3rd, we joined 3,000 riders across New York City in the battle to beat cancer.Cycle for Survival

After eight hours of cycling, a few celebrity sightings and many heartwarming stories, Cycle for Survival 2013 raised over $13,510,572. Every single dollar will go to rare cancer research and exploring treatment options at Memorial Sloan-Kettering Cancer Center. We are so proud to be part of this movement and thankful to everyone who donated.

Cycle for Survival

Job seekers will come up with all sorts of creative ways to have their resumes stand out amongst the crowd – from special paper and personal videos to even arts and crafts. One resourceful job prospect outlined his credentials on the back of a baby shampoo bottle when applying for a position as Johnson & Johnson. But now, how we apply for jobs and how we hire the best talent is one more aspect of life that social media is influencing.

Many technology and marketing companies are challenging the traditional job application process by replacing resumes and conventional in-person interviews with Twitterveiws. That’s right, organizations are now hiring based on 140-character responses on Twitter.

“The Web is your resume. Social networks are your mass references,” says Vala Afshar, Chief Marketing Officer at the tech firm Enterasys Networks who is currently hiring for a six-figure, senior social media strategist position solely through Twitter responses.

While a CEO or a college professor won’t get hired based on this practice, click here to see how tweets are quickly becoming the hiring model for companies that are seeking tech savvy and marketing employees.

The purpose of the annual IBM Connect Conference is to introduce new social products and technologies that enable colleagues to collaborate and work more effectively together.  Although the intention is to increase overall productivity, these social initiatives can often times cause an opposite reaction – creating degrees of separation where people chose to IM their coworker in the next cubicle or can’t seem to get through the day without getting sucked into a black hole of emails.

It seems like every day there is a new application or social tool that your company absolutely needs to have. Being bombarded with the likes of Facebook, Twitter, SharePoint and Chatter, it is easy to feel like you’re drowning in a deep dark sea of social trends.

Social Media Icons

Companies often adopt a social tool or platform simply because that’s what their competitors are doing or they want to be part of “something social.” But not every platform is best suited for every company’s needs. Analyzing your business’ goals is the first step in finding the best social tool to help you achieve social success.  Click here for five questions you can ask yourself to help wade through the waters of social media.

Last night was an awfully proud moment for us at the RADs. We swept the biggest awards of the night—Best Work of the Year for the J.P. Morgan ‘Field of Sparks’ graduate installation and Best International Campaign for Mars. ‘Field of Sparks’ caused quite a stir and also won Best Ambient/Outdoor.

Field of Sparks

We consider this a big moment for work and our clients. Just look at what we can achieve together.

Check out the awesomeness.

“What we try to do is bring the same level of rigor to people decisions that we do to engineering decisions. Our mission is to have all people decisions be informed by data.” – Prasad Setty, head of Google’s “people analytics” group

The People Operations (POPS) at Google, also known as the HR Department, monitors its people’s well-being on a scale that may seem overbearing and unreasonable to many other companies. Run by Lazlo Bock, POPS is more like a sophisticated science lab than your typical HR Department. Aiming to gain empirical evidence about every aspect of Google’s workers’ lives, the legendary perks and benefits that separate Google’s culture from its competitors are largely based on data. They turn tangible facts into reasons people should stay.

This attention to employee welfare proved beneficial when Google took a deeper look into the high attrition among female employees. They found that those leaving were predominately new mothers. At the time, Google offered new parents in its California offices 12 weeks of paid time off, but despite this industry-leading maternity leave plan, women were still leaving the company at an alarming rate. So Bock changed the plan. New mothers now get five months off with full pay and benefits and can split up their time as they see fit. After implementing the new plan, attrition among new mothers dropped by 50%.  Keeping in mind how much Google saved on attrition costs, five months paid leave didn’t cost them any more money.

Bock is revolutionizing people practices, from the size of plates in the cafeteria and length of lunch lines, to training and development. Click here to read more about how POPS is helping to make Google the country’s best employer, without affecting its bottom line.

“Brogrammer” is the sarcastic term recently used to describe the new breed of Silicon Valley computing professionals. A mash-up of “programmer” and “bro,” the stereotypical fraternity house salute, this term insinuates a testosterone-driven industry that favors youth over experience and men over women. Although the technology industry has always been male-dominated, companies that recruit with this “brogrammer” mentality will be sure to lose in the war for exceptional talent – especially when it comes to recruiting women. Click here to read more about how companies that build an inclusive, welcoming work environment will end up hiring the best people.