News
Blackberry Mobile E-mail – don ’ t be a Gooseberry !
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News
Blackberry Mobile E-mail – don ’ t be a Gooseberry !
More and more UK companies – especially SME ’ s are reviewing the cost of deploying and supporting mobile email using the Blackberry devices . The “ one size fits all ” approach of this solution has recently been criticized by two thirds of small businesses who were not happy with having to pay for data transfer charges that they did not use as part of their monthly contract – Other criticisms included the price tag of devices , the rates of data charges and the cost of mobile email applications generally , as well as , being locked into 12 – 18 month contracts .
Mobile email is no longer just reserved for senior management but any remote worker can reap the benefit of using mobile email . There is however one exception – OpenHand – it ’ s network and device independent , it is compatible with nearly 300 devices and works on Orange , Vodafone , T-mobile , O2 , etc . and gives you much more functionality and security for 50 % less than other solutions . To download a FREE trial go to www . engagemagazine . co . uk and click the OpenHand banner .
Ethnic minority women ‘ treated poorly in labour market ’
Businesses could lose out on ‘ successful work force ’
New research revealing that women from some ethnic minority backgrounds are not achieving their full potential in the workplace despite girls from these backgrounds excelling at school , has led to concerns that businesses may suffer as a result . Published by the Equal Opportunities Commission ( EOC ) last month ( September ) - Moving on up ? Bangladeshi , Pakistani
Key points :
A survey of 1200 16-year-olds – published for the first time - found that Pakistani , Bangladeshi and Black Caribbean girls are aiming high . From 2003 – 2005 their levels of 5 GCSE A * -C attainment improved at a rate 2-3 times higher than white girls . A survey of 800 ethnic minority women in the workplace under the age of 35 found that they are just as ambitious , if not more ambitious than white women . And other research shows those in employment are more likely to be qualified to degree level and above . Younger Pakistani , Bangladeshi and Black Caribbean women are between two to four times more likely to be unemployed than white women and are more likely to be concentrated in certain types of jobs – wholesale and retail sectors ( Pakistani and Bangladeshi women ) and health and social work ( Black Caribbean women ). Pakistani and Bangladeshi women have a much higher pay gap than white women : and Black Caribbean women and work - is an interim report which focuses on the experiences of women of these origins in the workplace . The research revealed that high proportions of particularly Pakistani and Bangladeshi women are outside the labour market compared to white women and that those women who want to work are facing major barriers .
Engage brings you some of the key findings of the report including comments .
Pakistani women face a pay gap of at least 10 percentage points higher than that of white women , whilst for Bangladeshi women it is at least 5 percentage points higher . Pakistani , Bangladeshi and Black Caribbean women experience a lower glass ceiling : only 9 % of Black Caribbean and Bangladeshi women and 6 % of Pakistani women are managers / senior managers , compared to 11 % of white women . One in six young Pakistani women and one in eight young Bangladeshi and Black Caribbean women say they were “ often ” asked at job interviews about their plans for marriage and children or been asked by their employers what their husband / partner thinks about them working -- compared to one in 17 white British women . A survey of over 1000 employers found a significant number of employers recognise the business benefits of employing black and Asian women but they are unsure what action to take .
The study surveyed 202 Black Caribbean , 201 Bangladeshi , 205 Pakistani and 204 white British women in London , Birmingham , Bradford and Leeds between August and September last year . engage ISSUE TWO 2006