China wants Trump re-elected in 2020 to achieve
medium-term and long-term economic objectives, affirms the CEO of one of the
world’s largest independent financial advisory organizations.
The comments from Nigel Green, chief executive of
deVere Group, come after China fuelled hopes that a deal can be reached to end
its trade war with the U.S. after agreeing with Washington to roll back on some
tariffs.
The deal to reduce trade tensions could encourage
the International Monetary Fund (IMF) to revise up global growth forecasts next
year.
Mr Green notes: “There has been an argument that
in regard to the trade war, China was holding out, playing the long game and
waiting for President Trump to leave office, before dealing with another
administration.
“Whilst this argument might have held water
before, I now believe this is not the case – and it is what is fueling recent
developments in the trade war negotiations.”
He continues: “It is likely that China is
currently fueling hopes to reach a phased agreement in the trade dispute with
the U.S. and cancel tariffs as soon as possible because it will help President
Trump’s re-election.
“His re-election would suit them for two major
reasons.
“First, because they will assume that reaching a
deal with Trump to end the damaging trade war will probably be easier than with
some others. These include Elizabeth Warren, the potential Democratic rival,
who could, say many supporters, win next year’s presidential election.
“Ms Warren can be expected to be even tougher with
China than Trump, and not only on trade, but on other difficult issues,
including climate change and human and labor rights.
“And second, despite the trade war, Trump’s
policies and rhetoric have proven to be strategically helpful to China in
achieving its longer-term goals.
“In many respects, President Trump has undermined
Washington’s global credibility, international governance bodies and key
alliances, and has been indifferent if not antagonistic towards major trading
agreements.
“This all compromises America’s standing as the
world’s primary superpower and it provides China with openings and
opportunities it has previously never had in terms of global influence and
setting international trade conventions.”
The deVere CEO concludes: “The positive signs
coming from Beijing and Washington on the trade talks between the world’s two
largest economies have been welcomed by stock markets – some reaching all-time
highs this week.
“Investors’ exuberance will grow further still
should the deal be cemented, and also should Trump be re-elected.
“However, U.S. investors should perhaps also
question whether Mr Trump’s administration has, in fact, handed China a great
strategic opportunity that could damage America’s preeminent superpower status
in the longer-term and, therefore, its economic dominance.”
Gaithersburg, Maryland – US
and Israel-based cybersecurity company Sepio Systems, has raised a $6.5 million in Series A
funding round led by Hanaco Ventures and Merlin Ventures, with the
participation of existing investors Energias de Portugal (EDP), Mindset
Ventures and Pico Partners. Since its establishment Sepio Systems has
raised $11 million.
Yossi Appleboum, CEO of Sepio Systems Inc.
In
conjunction with the financing, Sepio also announced the appointment of two new
executives to its management team: Gili Sahar joins as Chief Financial Officer
and Chen Ben Eliyahu takes as Vice President of Business Development.
Sepio
offers the world’s first end-to-end solution that detects and mitigates
hardware-based attacks, rogue peripherals, invisible network devices, and
manipulated firmware. The company’s Sepio Prime, which is a software-only
solution, has been successfully deployed in over 25 banks, insurance, and
telecom companies in the U.S., Singapore, Brazil, South Africa and Israel.
“The
increasing number of hardware based cyber-attacks is a major concern to all
enterprises. While all other security solutions are focused on software
threats, they are incapable of stopping threats coming from hardware”, said
Yossi Appelboum, co-founder and CEO of Sepio Systems, Inc.
“Sepio
defines and solves a problem most enterprises know they have but cannot
quantify or resolve,” explains Alon Lifshitz Founding Partner at Hanaco
Ventures. “Besides creating the Rogue Device Mitigation category, it’s
rare as an investor to back founders that have worked as a team for over twenty
years now building their third startup together.”
“Partnering
with Hanaco and Merlin and the continuous support from our existing investors
highlights the industry reception to our solution. This major investment allows
us to grow faster, increasing marketing and sales activities and engineering
resources.”, added Mr. Appleboum.
Merlin’s
partnership with Sepio includes bringing its Rogue Device Mitigation solution
to market in the US Federal space. “As soon as we saw Sepio, we realized it was
filling a critical gap in supply chain security by extending network visibility
down to the physical layer. Our model is to invest in differentiated
cybersecurity technology that we can bring to market to solve our customers’
most difficult challenges, and we see Sepio as the perfect fit.”, added David
Phelps, Chairman and CEO of Merlin.
As
part of its expansion, Sepio is opening a new office in Mclean, Virginia for
supporting the US federal customers.
About
Hanaco Ventures
Hanaco
Ventures is a New York and Tel Aviv based Venture Capital fund that
invests in the most promising start ups from the Israeli ecosystem. Hanaco
partners with Israeli companies, wherever they are in the world, helping them
become category leaders beloved by their customers. www.hanacovc.com
About
Merlin Ventures
Merlin
Ventures invests in emerging technologies to create enterprise ready products
that protect government and commercial organizations. Merlin offers a broad
portfolio of solutions that secure the enterprise from endpoints to networks,
from governance to risk management, from infrastructure to information.
Combining solutions with deep industry expertise and experience, Merlin
delivers the cybersecurity solutions that organizations need to protect their
most critical business assets while furthering their mission. www.merlincyber.com
About
Sepio Systems
Sepio
is disrupting the cyber-security industry by uncovering hidden hardware
attacks. Sepio Prime provides security teams with full visibility into their
hardware assets and their behavior in real time. A comprehensive policy enforcement
module allows administrators to easily define granular device usage rules and
continuously monitor and protect their infrastructure. Leveraging a combination
of physical fingerprinting technology together with device behavior analytics,
Sepio’s software-only solution offers instant detection and response to any
threat or breach attempt coming from a manipulated or infected element. www.sepio.systems
Comments from Anthony Ginsberg, Managing Director of GinsGlobal Index Funds
Qualcomm has reported a drop in its adjusted earnings per share to 78 cents, but it was not as high as most analysts were expecting. The company was expected to provide a much gloomier report than it did, based off its Q2 numbers.
The company’s shares were up around 3% in after hours trading, while earnings are expected to trail last year’s figure.
Qualcomm’s large investment into 5G has proven fruitful for the San Diego-based semiconductor maker. We believe it will be a leader in the Internet of Things and benefit from the explosion in Cloud Technology too – since companies active in this sector will be dependent on 5G technology.
It’s likely 5G wireless networks will usher in a range of new possibilities for businesses. Health-care startups could use the speed and power of 5G to conduct remote surgery. 5G is predicted to be 100 times faster than the current generation of wireless. Qualcomm Inc.’s venture-capital division is setting aside $200 million to invest in 5G wireless startups – an indication of its commitment to this area.
Qualcomm is partnering with US phone carriers such as Verizon Communications Inc. and AT&T Inc. – in the race to roll out 5G offerings. In September, Qualcomm announced new mobile platforms that will power lower-cost 5G phones – making them far cheaper than the current $1000 plus cost. This includes new Series 6 and Series 7 chips.
Meanwhile, Qualcomm is both working and competing with Chinese telecommunications giant Huawei Technologies Co. over 5G intellectual property and to supply 5G-compatible chipsets to smartphone makers as they introduce 5G-enabled phones.
We expect the US-China trade war to simmer down – now that Phase 1 is expected to be agreed to imminently. Qualcomm has previously been hurt by possible trade war worries. Qualcomm will likely be one of the biggest beneficiaries of a reduction in the trade dispute with China. Its share price has already started to show signs of recovery.
The importance of 5G
In the delivery of healthcare – 5G will be of tremendous economic benefit – especially in the areas of telematics and wearables – tracking how people are living. Healthcare accounts for almost 20% of the US GDP – so any efficiency drivers in this area will be widely adopted.
We believe wireless and 5G represent the future of business digitization. Qualcomm is well positioned to benefit from these significant trends. We expect early 5G innovations could occur in enterprise business settings next year.
About GinsGlobal
GinsGlobal Index Funds provides a wide variety of index-linked investment products. These include traditional Index Funds (mutual funds), Exchange Traded Funds (ETFs) and Principal Protected (Capital Guaranteed) index notes. GinsGlobal has pioneered a common-sense investment approach that has challenged the fund management industry by offering customers a transparent and low-cost way to invest in any asset class whether it be stocks, bonds, real estate or alternative (hedge) investments.
Alliance between EWPN and Wnet sees increased benefits on both sides of the Atlantic for women in fintech and payments
Amsterdam and Atlanta – 07
November 2019 – The European Women Payments Network (EWPN) and the U.S.-based
Women’s Network in Electronic Transactions (Wnet) share a mission to create
better opportunities for women and the men that advocate for them in the fintech
and payments industries. As a result of their like-minded goals to improve
inclusion and diversity, the two organisations today announced they are coming
together to allow their respective members to share the benefits of both
networks. Members of both organisations can
learn more by visiting EWPN and Wnet.
Through the new alliance, EWPN and Wnet will publish dedicated landing
pages where members can access each organisations’ extensive intelligence,
networking opportunities events, and programming. EWPN, launched in 2015 to champion
diversity and inclusion in fintech and payments, serves over 1,000 individual
members and 11 corporate members. Wnet, launched in 2005, serves over 3,000
women each year in the U.S., through events, information and knowledge sharing,
and networking opportunities.
“This exciting alliance will see EWPN and Wnet working together,
leveraging both networks for the benefit of all our combined members”,
explained Martha Mghendi-Fisher, Founder of EWPN. “Both networks are dedicated
to improving prospects for all women in the payments industry, increasing
inclusivity and diversity. Sharing our insights, knowledge and membership will
make us both stronger and allow us to bring about change as quickly as possible”.
Members will also have access to each organisation’s workshops and networking events in
various U.S. and European countries throughout the year, as well as mentorship
programmes. In addition, individual members of EWPN and Wnet may become
members of the other organisation at a discounted rate, even if their employer
is not a corporate member or sponsor.
Wnet
Executive Director Lisl Dutterer announced the collaboration news on stage at
the 2019 Wnet Leadership Summit “Leading
in a Changing World“,
the premier payments industry event designed by and for women leaders and the
men who advocate for them.
“By working together, Wnet
and EWPN are creating global change and the opportunity for more women to lead in
the payments industry”, said Dutterer. “Wnet has been extending our member
benefits to women around the globe, and we are excited for the opportunity to
work with EWPN’s leadership to accomplish that goal. Sharing our insights,
knowledge, and experience will make our organisations stronger and is another
effort to bring about positive change across the global payments ecosystem”.
The European Women Payments Network (EWPN) is focused on championing the
skills and expertise of women in the burgeoning FinTech and payments sectors.
In particular, through mentorship, leadership programmes, networking events and
workshops, EWPN is providing the opportunity for women to learn, network, share
and celebrate their achievements.
Each year EWPN holds the only Pan-European
Conference specifically focused on women
working in FinTech & Payments. The conference brings together women from
all over Europe for a full-day event, featuring interactive panels, deep-dive
workshops, and plenary sessions with industry female leaders.
About
the Women’s Network in Electronic Transactions (Wnet)
The Women’s Network in Electronic Transactions (Wnet) is the premier professional organization for women in payments and the men that advocate for them, providing personal enrichment no matter what stage members are in their careers. The organization provides world-class national and regional programming, fosters networking and promotes mentoring to help members achieve greater personal success, influence and professional parity. Founded in 2005, Wnet is a 501 (c) (3) not-for-profit organization serving thousands of women in payments annually. For more information about national and regional events and programming, or to become a member, please visit www.wnetonline.org.
Note from editor: see also this article about Promoting Women
Jenny Tooth, CEO of the UK Business Angels Association, and Luke Davis, CEO IW Capital, asses the relationship between Sajid Javid’s vision and SMEs
Speaking in Manchester, Chancellor of the Exchequer, Sajid Javid has announced the fiscal vision for Britain should the Conservatives be elected to be the ruling party at the next General Election. Setting out his three rules for fiscal policy, a clear shift from previous Conservative Party policy regarding rates of borrowing was the headline announcement. Whilst maintaining that fiscal responsibility and spending within their means was imperative to the Conservative’s vision, investment increases are now central to Javid’s plan, increasing the limit of investment spend by the government to 3% of GDP, theoretically creating an extra £20bn per year.
With John McDonnell’s vision to be laid out in Liverpool later today, business leaders have reacted to Sajid Javid’s speech and the implications of the Conservative vision set out for the electorate.
Jenny Tooth OBE, CEO of the UK Business Angels Association, commented:
It seems that both political parties are going to attempt to win over voters in the regions. With Labour and the Conservatives announcing their economic visions in two of the great northern cities, just 20 miles apart, speaks volumes. For too long there have been investment disparities across our country. The independent UK 2070 Commission unveiled earlier this year found that the UK was one of the most imbalanced developed economies. Given that 99.9% of British businesses in the UK are SMEs, more simply has to be done by whoever controls the offices of power in Whitehall to provide greater assistance to regional SMEs. It seems that the Conservatives are putting forward a vision to increase investment opportunities across the nation, but we need to wait and see from the other parties to conclude just how seriously the major political parties value SMEs in the UK.”
Luke Davis – CEO of SME investment provider IW Capital comments:
“Economics are seemingly becoming more and more central to the campaigns of the major parties as they set out their policy for the upcoming election. Economic growth is clearly essential for job creation and future prosperity, but one area that has not so far received very much attention is the SME arena. SMEs employ around 16million people in the UK – half of the private sector workforce – and contribute around £2trillion to the economy. Unlocking the latent potential and ambition in these firms could prove to be a powerful catalyst to wider growth and new jobs. The UK’s greatest industrial asset is our people and their ideas, translating this into tangible growth will require support and continual investment, but cannot be ignored.”
Most of our clients come to Borderless with a genuine desire to build diverse and diversity-capable leadership teams. That is, after all, our expertise. And at the top of their concern? Women in leadership.
With women representing more
than 50% of the world’s population and a rapidly growing percentage of the most
highly educated portion of the world’s employable talent, this focus is not a
surprise. Companies paying attention are increasingly aware that creating a
work environment where women leaders can advance, contribute and succeed is a
vital competitive business advantage.
Nonetheless, despite often
well-intentioned initiatives on women and their careers, many companies still
fall short of their goals to promote and retain women in leadership positions
and struggle to understand why. As you would imagine, the answer to this
question is as varied as both the many women who are offered these
opportunities and the environments in which such an offer is made.
Despite the complexities, and
the lack of quick-fix answers, there is value in raising awareness around some
of the more common issues that we see plaguing the advancement of talented
women. In this spirit, we urge you to think about, ponder and explore these
issues in the context of your own working environments.
Treat women as individuals
First of all, treat your
promotable (female) executives as individuals. We will start with an issue that should be readily
apparent but often is not (even to women themselves). Women represent more than
50% of the world’s population. They are not a minority and they are as diverse
as people can be. As a result, their reasons for accepting and/or rejecting a
promotional opportunity must always be negotiated and assessed individually.
This does not mean that women will
not have some shared experiences, especially as it relates to their treatment
within a given working environment. Such experiences, however, will not be
because they are a homogenous group, but because the work environment may treat
them as they are. As such, if you are having problems promoting women, take a
hard look at your working environment. The common threads preventing success
are more likely to be in your work culture and environment than in the women
themselves.
Moreover, do not confuse professional
women’s issues as always being synonymous with working parent or caregiver
issues. Twenty percent of professional women will not be a parent or caregiver.
However, if the woman you are promoting is a parent or caregiver, working moms
do share many issues and challenges that need to be considered. But these
issues are also quite relevant for all parents. In fact, these issues will be
increasingly important to the younger generation of workers, both male and
female, as parenting preferences and traditional gender roles continue to
erode.
Flexible terms
Secondly, signal a
willingness to design terms, conditions and benefits for success. Within the context of any executive promotion
negotiation, the terms and conditions should be designed to enable the
candidate to succeed in the role. A standard package that has been designed for
a traditional candidate may or may not be relevantly configured for your female
candidate. For example, for a woman who is a working parent and whose spouse
also has an executive position, covering (and paying for) caregiving and/or
balancing or reducing travel requirements may be significant threshold issues
to address before the candidate will commit to the demands of the new role.
Accordingly, to prevent women
from just turning down positions as a result of these non-traditional
considerations, it is important for companies to signal their willingness and
commitment to have discussions about them in good faith and without future
adverse impact. This can be communicated in a variety of ways. For example, at
the time the promotion offer is made, you can simply ask the candidate what she
would need to be successful in the role and express your willingness to address
and explore individual needs that may require adjustments.
You can also word a job
description in such a way that invites alternative discussion on terms and
conditions. For example, instead of saying “50% travel required,” you could say
“Extensive travel may be required, but terms of travel to meet global demands can
be explored further.” Women are much less likely to self-disqualify if terms
invite such openness to discussion. When invited to do so, we have seen female
candidates have excellent alternative ideas for managing effectively.
Finally, when negotiating terms,
women should not be unfairly burdened with the fear that they are creating a
precedent for all women, unless such precedent considerations would also have
been applicable to negotiations with male candidates.
Give them time
Thirdly, give your female
candidates more time and support to consider a promotion offer. If a woman is being offered a promotion into an
executive team that is (and has been) male dominated and quite traditional, the
task before her is daunting. She is not just considering accepting a new job
with greater responsibilities, which on its own is a big decision. She is also
often assessing her ability to be successful doing so in an environment that is
not designed for her, where there is little or no natural/social support, and where
there are often unfairly high performance expectations and no room for error.
Constantly proving yourself in
such an environment is an exhausting undertaking and can also be quite lonely.
(Notably, the same is true for any candidate that will find themselves in a
minority situation within the executive team).
Woman may also have
non-traditional personal and family obligations to consider. For many, work and
family life may currently be in a perfect, but quite fragile, balance with many
‘moving parts’ to consider. In such a circumstance, many women’s first
instincts are to refuse such a promotion, especially if their perception of the
new role is a misguided assumption that it will be more work being piled on
them.
The reality is that executive
promotions for women can often move them into a role where they will have much
more control over how they work. It is the role just before that promotion that
is often the worst in terms of workload and lack of control. This aspect of the
promotion is often not fully appreciated or explored.
In such circumstances, it can
be extremely helpful to use the services of a third-party consultant during
deliberations and negotiations. Women considering promotions often need a safe
place to voice their concerns, explore their needs and express their
insecurities without undermining their executive voice and closely guarded
credibility.
Tailored support
At Borderless, we even
recognized this as a need in our normal search and placement process,
especially for female or minority hires, where they are placed into an
environment where natural and social support may be lacking. In fact, we
designed our Borderless100Days program with these challenges in mind, which
allows us to provide continuing support for any placement during the first
100Days in a candidate’s new role.
Our BorderlessWIN services
(Women in Negotiation) enables us to provide such third-party support on a
consulting basis for internal offers and promotion. The services are designed
to increase the rate and success of our clients’ internal efforts to promote
and support their high performing women into leadership roles. As you might
have guessed, such services will need to be customized for each individual
circumstance.
Are you enabling women in your
organization to achieve their full potential?
Borderless finds and attracts senior-level executives for multinational companies in the Life Sciences, Chemicals and Converting, and Food Processing sectors. The firm identifies leaders for Board positions, as well as for senior management, finance, human resources, administration, marketing and sales, operations, logistics, R&D and specialist roles. Additionally, Borderless consultants assess the effectiveness of corporate Board, Management and Executive teams, helping companies align organizational design with strategy. http://borderless.net
Visit booth
at GOTO Copenhagen 2019 18-20 November 2019
London, November 2019 – Since launching in 2015 as the
first ever non-bank to provide Virtual IBAN accounts, Banking Circle has been
delivering ground-breaking FinTech solutions to help increase financial
inclusion. As a next-generation provider of mission-critical financial services
infrastructure, Banking Circle is continually growing its team and recruiting
innovative developers to build market-leading solutions.
Now the multi-award-winning financial utility, which
started life in a small Copenhagen office, is seeking new talent to join the
team based in Denmark. Michel André, Chief Technology Officer of Banking
Circle, commented: “When Banking Circle launched it had just three employees,
but has grown at a tremendous pace with the global team now comprising over 200
people, including more than 50 already based in Copenhagen.
“However, to continue developing so rapidly and
delivering solutions which offer true value to businesses around the world, we
need to grow our team and bring in new talent with diverse experiences and new
ideas.
“We are excited to be attending GOTO Copenhagen 2019
later this month and look forward to showing budding and experienced developers
how they can be part of improving SME financial inclusion around the world,
which in turn boosts economies. Not only is Banking Circle a great place to
work, but it is a FinTech pushing for and inspiring change in the global financial
industry today.”
As Chief Technology Officer, Michel André heads up the
Banking Circle technology team based in Copenhagen. He has more than 20 years’
experience as a financial services developer, designing and redesigning a wide
range of existing and new trading and risk management systems to increase
scalability and throughput.
To find out more about Banking Circle, visit its booth at
GOTO Copenhagen, or www.bankingcircle.com.
About Banking Circle
Banking Circle is a
next-generation provider of mission-critical financial services infrastructure
leading the rise of a super-correspondent banking network. Banking Circle
empowers banks and financial tech businesses to support customers’ trading
ambitions – domestic and global – whilst reducing risk and the operational cost
of transactions. Banking Circle solutions are
increasing financial inclusion by helping thousands of businesses transact
across borders in a way that was previously not possible.
In 2013 Saxo Bank formed a
new entity, Saxo Payments A/S, with the purpose of using Saxo Bank’s core
capabilities within the non-cash payments market. In October 2015 the company
launched the Banking Circle – its ground-breaking product for payments and FX
to the Financial Tech industry. In October 2017, the company launched its new
identity for Banking Circle, to reflect its position as a financial utility
servicing Financial Tech businesses and banks. In September 2018, Banking
Circle was acquired by EQT VIII and EQT Ventures, in partnership with Banking
Circle’s founders.
Domiciled in the
European Union, Banking Circle specialises in providing global banking services
including accounts, payments, lending and foreign exchange services to
financial institutions, including FinTechs, banks, acquirers, payment service
providers, FX brokers, money transfer businesses, e-wallets, and alternative
payment providers.
For further information and interviews please contact
the Banking Circle Press Office:
The 17 Sustainable Development Goals (SDGs) were first established at the United Nations General Assembly in 2015 by 193 world leaders, with a commitment to ending global poverty, reducing inequalities and tackling climate change by 2030. With only 10 year’s left to achieve the SDGs, a high-level international forum – SDGs Impact Summit – has been conceptualised with a special focus on unlocking the innumerable potential of a collaboration between the Global North and South in accelerating action on the SDGs. Hosted and spearheaded by the Global South, the first edition of the Summit will bring the focus to India, the world’s youngest and second most populous country, and takes place on 15th and 16th of November at Taj Palace Hotel in New Delhi.
Whilst the Global North holds one quarter of the world’s
population but controls four-fifths of the world’s income, the Global South
inversely bears three quarters of the world’s population with access to only
one fifth of the world’s income. As two separate and independent entities, the
Global North and Global South houses the resources and capability to solve the
world’s most prevalent issues, yet this remains firmly locked and restricted by
the lack of interconnectivity and collaboration by the two. By bringing the
Global North and Global South together as one force with a common blueprint,
the SDGs Impact Summit aims to bridge this economic and resource divide, by
connecting borders, unleashing innovation and localising solutions to address
complex world issues and explore solutions to achieve the SDGs by 2030 and
unlock a truly global alliance for good.
The Summit will convene a cross-sector, cross-continental
collaboration between a dynamic and unusual coalition of leaders and
changemakers across business, celebrity, polity, academia, NGOs and activists.
Together they will inspire on-ground action by encouraging constructive and
open dialogue, story-telling and lesson sharing, which will in turn help to
galvanise the formation of partnerships from individuals and organisations
within the Global North and South, committed to accelerating progress to
achieving the SDGs by 2030.
The Summit will include Plenary and Speed Talk Sessions as
well as a Hackathon in search of the next generation of disruptors. Audiences
within and beyond the Global South will be encouraged to mobilise action to
address some of the pressing issues of the decade including climate change, inequality,
poverty, hunger, gender equality, education and government accountability,
broadly segmented into four thematic areas – People, Prosperity, Planet and
Partnerships.
The World We Want is Founded by Natasha Mudhar, an SDGs
campaigner and advocate, who was also appointed India Director of Project
Everyone, an organisation co-founded by filmmaker Richard Curtis to launch and
popularise the SDGs when they were launched in September 2015, to 1.3bn people
in India. Speaking ahead of the global announcement for the SDGs Impact Summit,
Natasha said: “Currently, the discourse surrounding achieving the SDGs has
been predominantly hosted by the West, which has somewhat limited the offering
of the Global South. Without support and engagement from the South, the
achievement of the SDGs will not be possible.
“We are living in an era by which the resources to ensure
the sustainable future of our planet and human race are available. Yet these
resources cannot be fully utilised until we explore the true potential of
cross-sector collaboration, where the North meets South, East meets West,
private sector meets public, business meets government, innovation meets
investment and entrepreneur meets activist. The Summit will provide an
interactive stage to the international rule breakers, problem solvers,
storytellers, thought shapers and renegades with a cause who are committed to
achieving the Sustainable Development Goals by 2030 and will unlock
unimaginable possibilities between the Global North and South. The vision
behind this Summit is to become the blueprint and facilitator for change as we
move into the final decade of delivery from 2020.”
The SDGs Impact Summit will coincide with the launch of key
initiatives to inspire advocacy and SDGs action.
The World We Want has conceptualised a 10-year grassroots
plan starting in 2020 and begin-ning in India before rolling out to other
Global South countries, to support the nation to acceler-ate its progress in
achieving its targets by 2030. Agenda 2030 India will focus on
cultivating cross-sector collaborations between corporates, celebrities, NGOs,
young changemakers, aca-demia and policy officials through the launch of SDGs
Hubs. Each Hub will be aligned to specific SDGs, SDGs targets and the
government’s national and local agendas. The coalition members will raise
awareness of the SDGs targets, leverage their networks to demonstrate action,
show-case inspiring stories and mount a disruptive campaign to build a demand
for change.
Hello! India Magazine will publish a special issue, Power
of Giving on stands in January 2020, marking the countdown to a Decade of
Delivery. The special edition issue will be aligned to SDGs and will spotlight
the world’s most impactful thought-leaders and changemakers across multiple
sectors. The special edition will coincide with the Hello! India Power of
Giving Gala Ball & Changemakers Awards.
The World We Want with partners Global Goals World Cup, will
organise a special mixed gender celebrity version of the flagship football
match for SDG5: Gender Equality in 2020.
“We are not content with a singular event to pedal the
success of the goals. The SDGs Impact Summit has been conceptualised to be a
clarion call for an ongoing strategic plan of action across the proceeding
decade. The SDGs can only be achieved with continuous calls to action, which
can be achieved as the Summit takes place on an annual basis. One single sector
cannot possibly solve the world’s problems by themselves, but a universe of
stakeholders in tandem can”, Natasha added.
To register your interest to partner or to attend, log onto sdgsimpactsummit.com
The SDGs
Impact Summit is a high-level international forum with a special focus on
unlocking the innumerable potential of a collaboration between the Global North
and South in accelerating action on the Sustainable Development Goals (SDGs).
Whilst the Global North holds one quarter of the world’s population and
controls four-fifths of the world’s income, the Global South inversely bears
three quarters of the world’s population and has access to only one fifth of
the world’s income. The SDGs Impact Summit has been specifically conceptualised
to bridge this economic and resource divide, by unlocking borders, unleashing
innovation and localising solutions to address complex world issues and explore
solutions to achieve the SDGs by 2030. The multi-sector event will convene a
dynamic coalition of sector leaders and changemakers across business,
celebrity, polity, academia, NGOs and activists to encourage on-ground action
through Plenary and SpeedTalk sessions, Hackathons, SDGs Marketplace and other
impactful activities. The annual summit will be an interactive space for
coalition building and to galvanise action within and with the Global South to
address some of the pressing issues of the decade including climate change,
inequality, poverty, hunger, gender equality, education and government
accountability, broadly segmented into four thematic areas– People, Prosperity,
Planet and Partnerships.
About The
World We Want
The World We Want (WWW) is a global impact enterprise working with organisations and individuals to accelerate the progress to achieving the UN’s Sustainable Development Goals by 2030. WWW aims to utilise its global reach and expertise to convene governments, corporations, celebrity and popular culture. government, campaigners, civil society, individuals and not for profits, leveraging ideas, networks and technologies to bring visions to life and create sustainable solutions. The World We Want will be powered by “Accelerator” ventures aligned to the Sustainable Development Goals, with a focus on convening leading organisations, corporations, public figures including celebrities, campaigners and thought leaders around the world to awaken social consciousness and drive meaningful change. Ventures include using expertise to help organisations add real meaning to the lives of stakeholders, identifying and developing the change makers of the future, empowering the world’s citizens through supporting open data policies, harnessing the power of celebrity and pop culture to entertain and inspire audiences and supporting critical impact projects through an ethical investment fund. With an international team, WWW has been co-founded by Teji Singh and Natasha Mudhar, seasoned entrepreneurs with a commitment to doing well, by doing good. They are also the driving force behind the award-winning global business and communications consultancy Sterling Group.
6 November 2019 Leading employee benefits provider, Unum, hosted an event yesterday (5th November) to highlight how important it is for employers to provide the right support for employees impacted by cancer throughout their journey from diagnosis through treatment to recovery and possible return to work.
Employers play a vital role in supporting employees with cancer, says Unum
Guest speakers included former BBC presenter, and current
Classic FM host, Bill Turnbull. Bill talked openly about his ongoing battle
with prostate cancer, after being diagnosed in 2017, and how it has affected
him both personally and professionally.
It is an accepted fact that now one in two people in the UK will get cancer in their lifetime[1]. In the context of an ageing work force, 125,000 of working age adults are diagnosed with cancer annually[2], meaning that cancer is becoming an issue which will impact most businesses whatever the size.
In 2018 cancer was the top cause of long-term sickness absence
claims paid by Unum.
Upon returning to work, Unum’s research found that 28% of
workers with cancer, or who have had cancer, said they didn’t receive any
support, or the support they did receive fell below their expectations when
they were at work following their diagnosis.
84% agreed their loyalty towards employers could have been
influenced by the amount of support they received, and 3 out of 4 workers
worried about the cost of cancer and how their families would cope with loss of
income if they had to give up work.
A panel of corporate wellbeing and cancer care specialists,
moderated by Unum’s HR Director Liz Walker, discussed that the key issues
affecting employees include dealing with the feeling of fear that comes after a
cancer diagnosis; fear of losing their job and fear of not being able to
support themselves. Employees can also struggle with the lasting physical effects
of cancer treatment after returning to work, including fatigue, as well as lack
of confidence from being out of the workplace for a period of time.
The panel also highlighted that what can affect employers
and line managers the most is speaking about a cancer diagnosis with an employee.
This can be a sensitive and challenging conversation and one which they have
not always been trained for, which could mean they struggle to provide the
support needed.
Employers can help by ensuring that the right support is
put in place to help the employee throughout their treatment and possible
return to work. The panel agreed that one effective way of doing this is to
ensure all guidelines and advice relating to cancer are available in one place,
easily accessible to both employees and employers.
Unum is enhancing the cancer support it offers through its Critical
Illness cover, including the introduction of Unum’s ‘Cancer Pathway’, which
provides consultation assistance to patients, helps with managing symptoms, a
medical concierge, and psychological and post-treatment support.
Vocational Rehabilitation Consultants (VRCs) are also available
to work closely with employers to put together a plan to help recovering employees
return to work when they’re ready to do so.
Help@hand, Unum’s new app powered by Square Health, gives
employees access to enhanced health support and is available with Unum’s Group
Income Protection policies at no additional cost. Four key services are
available to employees and their families through Help@hand: a remote GP
service, a second opinion, mental health support and physiotherapy. The second
opinion service can be particularly important after an initial cancer diagnosis
to ensure an employee receives the most effective treatment, tailored to their
unique needs. Help@hand provides access to specialist consultants who can offer
either a face to face or video consultation.
After the panel discussion, speakers and attendees
networked with the Unum team as well as Unum’s support service providers and
partners including reframe (formerly HSC), a UK provider of specialist cancer
support, and Maggie’s, a charity that offers free emotional and practical help for
people with cancer and their families.
Bill Turnbull says: “It’s
been two years since my diagnosis and my life has changed forever. While I’ve
had my ups and downs, it’s been the support of those around me who have helped me,
and this extends beyond my family and friends to include my employer and colleagues
at work. I think being able to go back to work is a huge part of being able to
feel normal again. It’s vital that employers understand how important the
support they provide to their employees with cancer is in helping them cope and
live with this disease”.
Peter O’Donnell, CEO of Unum says: “As we live and work
longer, the reality is that more and more of us will face a cancer diagnosis at
some point in our working lives. Employers play an important role in supporting
employees as they face the financial, emotional and professional obstacles a
cancer diagnosis can bring. Unum’s
enhanced critical Illness product and the unique Cancer Pathway provides quick
and easy access for employers and employees to cancer support upon diagnosis,
through treatment and recovery – whenever it is needed.”
Unum is a leading
employee benefits provider offering financial protection through the workplace
including: Income Protection, Life insurance, Critical Illness, and Dental
cover.
Our Income
Protection customers have access to medical and vocational rehabilitation expertise
designed to help people stay in work and return to work following illness and
injury. Unum LifeWorks, our Employee Assistance Programme, provides help and
advice on a range of work/life issues.
Our Critical
Illness customers can access our Cancer Support
Service, providing personalised support for employees with
a cancer diagnosis.
We are
committed to workplace wellbeing for both employees and employers. We have a
wide range of tools designed to help businesses create or enhance their
employee wellbeing strategy, including our Mental Health
Pathway and Wellbeing Calendar.
At the end of
2018, Unum protected 1.4 million people in the UK and paid claims of £314
million – representing in excess of £6 million a week in benefits to our
customers – providing security and peace of mind to individuals and their
families.
Our parent
company, Unum Group, is a provider of employee benefits products and services
in the United States, including group and individual disability insurance.
Premium income for Unum Group and its subsidiaries totalled $9.0bn in the year
ended 31 December 2018, with reported revenues for the group totalling $11.6bn
and total assets of $61.9bn.
A.M Best has
given all rated Unum Group companies an Excellent rating for Financial
Strength, with a stable outlook.
Unum Limited
is authorised by the Prudential Regulation Authority and regulated by the
Financial Conduct Authority and the Prudential Regulation Authority. Unum
Dental is a trading name of Unum Limited. Registered in England 983768.
Unum is a leading employee benefits provider offering financial
protection through the workplace including: Income Protection, Life insurance,
Critical Illness, and Dental cover.
Our Income Protection customers have access to medical and vocational
rehabilitation expertise designed to help people stay in work and return to
work following illness and injury. Unum LifeWorks, our Employee Assistance
Programme, provides help and advice on a range of work/life issues.
Our Critical Illness customers can access our Cancer Support Service, providing personalised support for
employees with a cancer diagnosis.
We are committed to workplace wellbeing for both employees and
employers. We have a wide range of tools designed to help businesses create or
enhance their employee wellbeing strategy, including our Mental
Health Pathway and Wellbeing
Calendar.
At the end of 2018, Unum protected 1.4 million people in the UK and paid
claims of £314 million – representing in excess of £6 million a week in
benefits to our customers – providing security and peace of mind to individuals
and their families.
Our parent company, Unum Group, is a provider of employee benefits
products and services in the United States, including group and individual
disability insurance. Premium income for Unum Group and its subsidiaries
totalled $9.0bn in the year ended 31 December 2018, with reported revenues for
the group totalling $11.6bn and total assets of $61.9bn.
A.M Best has given all rated Unum Group companies an Excellent rating
for Financial Strength, with a stable outlook.
Unum Limited is authorised by the Prudential Regulation Authority and regulated by the Financial Conduct Authority and the Prudential Regulation Authority. Unum Dental is a trading name of Unum Limited. Registered in England 983768.
The schemes have risen in popularity over
recent years with those earning over £100k worse affected, new research finds
London, 6th November 2019 – Buy now pay later schemes are luring people into living beyond their means according to a recent survey by Hastee. Half of respondents said buy now pay later options encourage them to spend money they don’t have and this rises to 59% for millennial respondents (those aged 18-35).
Buy now pay
later schemes have become a popular interest bearing option where retailers
allow consumers to delay payments on their purchases for a specified period.
More than a quarter of respondents (27%) said they have experienced
difficulties after using buy now pay later schemes. The same percentage of
respondents said they have experienced problems after using payday loans which
have come under increased scrutiny in recent years, resulting in the Financial
Conduct Authority (FCA) stepping in to apply limits on daily borrowing.
Millennials
are the worst-hit age group when it comes to experiencing difficulties after
using buy now pay later schemes – over a third (36%) said this has been the
case. Financial stress has impacted their social lives (50%), relationships
(40%), health (39%) and work (38%).
The survey
revealed that workers across all salary bands agree that the schemes encourage
them to spend money they don’t have. The figure tends to rise in the higher
salary bands, highlighting that this issue is not exclusive to lower paid
workers:
Up to £20k salary: 45%
£20-30k salary: 49%
£30-40k salary: 52%
£40-50k salary: 43%
£50-27k salary: 50%
£75-100k salary: 59%
Over £100k salary: 77%
“Buy now
pay later schemes might seem an attractive option for consumers but they’re
proving to be as problematic as more traditional forms of credit,” says Hastee
CEO James
Herbert. “While they seem like a good short term solution, they can cause
consumers issues in the longer term. Missed payments can impact credit scores,
cause longer term debt problems and could create an unhealthy reliance on
credit cards and overdrafts as users struggle with repayments.
Our advice
for anyone tempted by one of these schemes is to make sure you’ve weighed up
the affordability of the purchase and explored all options before making any
commitments. If you can’t afford the repayments, consider whether you really
need the item or work out another way of paying for it that won’t cause you
long term financial difficulty. There are plenty of digital money management
tools that work together to help people live comfortably and within their
means, such as challenger banks, earnings on demand solutions and budgeting
apps.”
About Hastee
Hastee is
an award-winning employee benefit which empowers employees to receive
their earned pay immediately via our mobile app, increasing their choice and
financial wellbeing. Workers can choose to receive up to 50% of their gross pay
for the work they have completed; it is income smoothing of their earned pay,
not a loan. Companies may choose to restrict the availability for their staff
to below 50% should they wish/need. We do not charge interest, just a low and
simple fee (subscription and on-demand options).
Companies profit from the improved recruitment, retention, engagement and
productivity of their workforce. This is at no cost to the employer (unless
they wish to contribute as a paid benefit) and has no impact to company cash
flow (we fund the advances, with the company reimbursing us when they pay their
staff as normal). Giving access to earned pay only, Hastee is a meaningful
benefit that can be made available to all staff, including salaried, temporary,
variable and gig workers.
Additionally, we have now launched an employee financial education programme
in the form of a series of emails over a period of 7 weeks. Companies can
choose to include as many of their staff as they wish in this programme at no
cost, or leave to only those who register with our app. Related to this, we
have content available on the Financial Education Hub on our website and,
obviously, within the app.
