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Velocity Global appoints finance and technology executive Junko Swain to its board of directors

Velocity Global

Swain to lead the Audit Committee Brings over 25 years of experience in finance and accounting Velocity Global, the leading provider of global talent solutions, announced today that notable finance and technology executive Junko Swain has joined its board of directors, where she will serve as an independent board member and lead the Audit Committee. “I have admired Junko for years. Her reputation is unparalleled across Silicon Valley, and my own personal interactions with her only furthered that sentiment,” said Ben Wright, founder and CEO of Velocity Global. “You know a strong finance leader when you see one, and I’m honored that Junko will bring that financial leadership excellence to our company as a board member. Furthermore, her experience in human capital management and deep understanding of company operations at scale will be a huge lift to our team.” Before joining Velocity Global’s board of directors, Swain held senior leadership positions with several technology companies, including Upwork, Vantiv, Apple, VMWare, and eBay, and successfully led the transformation of finance operations throughout the IPO process for two of these companies. In addition, Swain is a strong advocate for flexible work models and the future of work, having successfully built a strong performance-oriented finance organization by utilizing both independent talent and full-time employees at Upwork as well as a scalable organization through hybrid workforce management models, M&A integrations, and global finance operations at eBay. Swain joins Robert Schlossman and recently-announced Francoise Brougher as independent board members, along with investor board members Cas Schneller, Kunal Aurora, and Parker Barrile. “I'm passionate about the future of work as I've seen and personally experienced significant changes in the workplace in the past several years,” said Swain. “The rise of remote and hybrid work has opened up more diversity and equity for talent globally while allowing companies to access a truly global talent pool. Velocity Global is a pioneer in enabling employers and top talent to work with each other, regardless of location. I'm thrilled to join Ben and the team on the journey to providing borderless and boundless employment at scale.” The company’s Global Work Platform™ seamlessly connects employers and talent worldwide through proprietary cloud-based talent management technology, personalized expertise, and unmatched global scale. Users access a streamlined technology interface and partner with a dedicated customer experience team for individualized solutions and support. About Velocity Global Velocity Global accelerates the future of work for anyone, anywhere, anyhow. Its Global Work Platform™ simplifies the employer and talent experience through its proprietary cloud-based talent management technology, backed by personalized expertise and unmatched global scale. The platform offers a full suite of talent solutions, including global Employer of Record and Contractor Management, to help companies onboard, manage, and pay talent in more than 185 countries. Thousands of brands rely on Velocity Global to build international teams without the cost or complexity of setting up foreign legal entities or state registrations. Velocity Global was named a "Leader" in Global Employer of Record Services by prominent analyst firm NelsonHall. Founded in 2014, the company has hundreds of employees across six continents. For more information, visit velocityglobal.com. Contact Details Velocity Global Anja Koltes +1 720-650-4348 news@velocityglobal.com Company Website https://velocityglobal.com/

December 06, 2022 09:00 AM Mountain Standard Time

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New Legal & General Study on U.S. Gig Economy Workers: The Gig Economy Is Here to Stay

Legal & General

· 69% of survey respondents see themselves working in the Gig Economy for the foreseeable future · Fewer than 1 in 10 expressed a desire or plan to leave the Gig Economy in favor of more traditional salaried employment · 62% of gig workers don’t like having to pay for their own health insurance A newly released study sponsored by Legal & General Group, U.S. Gig Economy, Part 1: The Gig Economy Is Here to Stay finds that with pandemic work shutdowns and a spiralling inflationary environment, the very nature of work in the U.S. and people’s relationship to it is evolving toward a more independent, flexible, and financially volatile model. More than a third of American workers consider themselves members of the gig economy, a proportion expected to rise. Today, the first volume of this broad new study introduces the research, zeroing in on the breadth, historical backdrop, and growing pains of this burgeoning work mode. The first segment of the data-rich study, The Gig Economy Is Here to Stay, explores the effects of economic downturns on the specific demographic constituting the 36 percent of the U.S. population that make their living independently or on contract, unsalaried. The long-term consequences of this emerging model are still unfolding, but as of August/September 2022, most gig workers seemed satisfied working this way, with 69 percent saying they have no plans to return to the traditional workplace any time in the foreseeable future. Legal & General Group Chief Executive Sir Nigel Wilson commented: “While not limited to the U.S., the gig economy trend seems to be a particularly American phenomenon—both an outcropping of the independent spirit and also a reflection of the lack of social, health and financial guarantees available to the American population at large. By comparison, current data suggests that only 6.2 percent of the UK population counts itself as self-employed. Our research will explore what’s driving this difference and what’s lacking in the financial safety nets of U.S. gig workers.” Study co-author and Legal & General Corporate Affairs Director John Godfrey notes: “To define the gig economy is a challenge—it comprises everything from best-selling authors to Uber drivers to fishermen. But with flexibility of work hours and freedom to earn as much or more than salaried workers listed as top reasons to stay in the gig economy, there was a clear desire on the part of survey respondents to balance work and life.” Legal & General’s study looks not only at the benefits and primary reasons so many people are involved in the gig economy, but also at the drawbacks in social and financial security based on tenure and income, including lack of access to basic social needs. Some half-dozen future segments will look in depth at the massive income ranges and types of work encompassed by gig work; that gig work is a choice, and how this is expressed; the fierce independent-mindedness of gig workers; the extent to which gig workers meet their health and life insurance needs; similarly with their retirement needs; what it would take to get gig workers to go back to “the office”; and the pandemic fallout for gig workers. # # # Notes To Editors The information contained in this press release is intended solely for journalists and should not be relied upon by private investors or any other persons to make financial decisions. About the Study Legal & General undertook proprietary research into the attitudes and changes U.S. gig workers are experiencing in relation to their work situations and financial outlook. The U.S. Gig Economy research was compiled using original survey data from 1044 U.S.-based workers age 18 to 60 who are neither students nor retired, and who earn at least 60% of their income from gig work. The data was collected via online survey fielded to individuals sample sourced from YouGov’s US panel. The Legal & General-designed survey was scripted and hosted on Gryphon, YouGov’s proprietary survey scripting platform, and the field work took place between August 19 and 31, 2022. Key demographics such as age, gender and region were allowed to fall out naturally. 20 questions were designed to understand facts about earnings, drivers of and barriers to gig working, financial product ownership & financial capacity when coming across adverse situations, and future expectations of being involved in the gig economy. Verbatim comments were captured by Legal & General in research carried out in June 2022. About Legal & General Group Established in 1836, Legal & General is one of the UK’s leading financial services groups and a major global investor, with international businesses in the U.S., Europe, Middle East and Asia. With over $1.4 trillion in total assets under management, Legal & General is the UK’s largest investment manager for corporate pension schemes and a UK market leader in pension risk transfer, life insurance, workplace pensions and retirement income. Contact Details Meir Kahtan +1 917-864-0800 mkahtan@rcn.com Company Website https://www.legalandgeneralgroup.com/

December 06, 2022 10:45 AM Eastern Standard Time

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Are You Confident About Your Vehicle’s Repairs?

AutoTech IQ

Many car owners dread making an appointment with auto repair shops because they feel unprepared to carry on a discussion with the service adviser about the need and cost of repairs. That lack of preparation creates unease over whether to even go to the shop for fear of being ripped off. AutoTechIQ.com was created to make car owners overcome that initial fear by being preeducated and confident about what symptoms and related fixes are typical for their specific vehicle type and compare the visible and audible symptoms their vehicle shows with images, videos and descriptions in articles. A typical example is a squealing noise while driving. How Does Preeducation Make Me Confident? By preeducating yourself before a meeting with the shop, you’ll ensure that you have the proper details to share with a service adviser. For example, if your car starts emitting oil-like odors, you can browse through AutoTechIQ and find articles that cover oil-related issues, such as “Why does my car smells like burning oil?” Then, by reading the article’s content and comparing the images and videos with your vehicle’s symptoms, you’ll rule out potential problems and their fixes. Note that AutoTechIQ’s articles feature images, videos and sound representations of typical issues that point to specific symptoms. There, you’ll also find information about certain vehicles’ years, makes and models that commonly portray these symptoms and the usual faulty parts involved. Get the knowledge you need and share it with your go-to auto shop; this will make a discussion about the service’s budget more transparent and precise. What Is the Best Approach When Engaging the Service Adviser? Often, shops focus on fixing the symptom and send you back on the road. That approach implies less money spent on an individual visit but adds up over time. Tell the service adviser about the symptom and ask for a digital vehicle health inspection, which will give you the entire vehicle’s state of health. The best approach when dealing with a service adviser during car service is to ask for a digital vehicle health inspection. This type of inspection aims to make you aware of your car’s current condition and future risks; it creates a state of health for your car. This approach focuses on saving you money in the long run by showing your vehicle’s “possible upcoming issues” and how impactful they can be for your wallet and your safety. Why Repairs Based on the State of Health Save You Money Once the state of health information is in your hands, showing in red, yellow and green and substantiated with images and videos and notes what your vehicle’s health is, you can engage the service adviser in what needs to be done now (red), can be deferred (yellow) and is in mint condition (green). Certified AutoTechIQ shops follow a process guaranteeing a comprehensive report, which lets you budget the current and upcoming repairs. If the shop is certified the digital vehicle health inspection is called a Digital Auto Checkup. More specifically, the state of health record shows, in color-based categories, what type of risk your vehicle has. The colors identify as: Red: Needs urgent assessment Yellow: Can be deferred Green: Mint condition at the time of inspection This is also substantiated with images, videos and notes to clarify the condition as much as possible. When taking your car to a certified AutoTechIQ shop, you’ll have education-focused service. The state of health they offer will be a comprehensive report where you’ll budget the current and upcoming repairs confidently. Note that for AutoTechIQ-certified shops, the term you can use for this inspection is Digital Auto Checkup. Why Is It Important to Ask for a Digital Auto Checkup? Many auto repair shops listen to your concern and immediately provide a solution. When you go to any doctor for a symptom checkup, does the doctor immediately diagnose you? Typically they don’t do that unless you are in the emergency room. Instead, they’ll check your vital signs, test your blood and conduct other testing procedures. The same goes for your vehicle during car service. First, you establish baseline health before addressing the main symptom. The vehicle’s bill of health is called Digital Auto Checkup or Digital Vehicle Health Inspection. What Do You Get From AutoTechIQ as a Car Owner? The majority of car owners dread the appointment at an auto repair shop. To counter that, the shops in AutoTechIQ ’s network put your education and professional service as top priority. Additionally, the shops you’ll find in AutoTechIQ’s business directories follow these criteria: The business has at least 100 Google reviews with an average score higher than 4.5 out of 5. A digital vehicle health inspection is consistently relied upon to examine the health of your vehicle and covers at least 35 topics. The documentation of mint and problem conditions uses images and videos to give you complete transparency. Contact Details AutoTech IQ AutoTech IQ +1 866-678-8505 support@AutoTechIQ.com Company Website https://www.autotechiq.com/

December 05, 2022 04:02 PM Eastern Standard Time

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Apple, CEO Tim Cook Can’t Ignore China Risks Any Longer

National Legal & Policy Center

As the Wall Street Journal reported over the weekend, Apple Inc. is belatedly taking steps to diversify its supply chain as it experiences costly delays – just as the holiday shopping season ramps up – in getting its merchandise to consumers, due to the company’s overdependency on production in communist China. The troubles were absolutely foreseeable, but Apple’s board and CEO Tim Cook have demonstrated they have a huge blind spot when it comes to the oppressive dictatorship. They espoused all the benefits of working with and in China, while failing to account for the human and financial costs of doing business with the brutal regime. Apple even willfully cooperates with the communist government by removing apps from its platform, censoring content, hosting cloud content where it is accessible by the regime, and most recently removing a private peer-to-peer Airdrop sharing function on Chinese customers’ iPhones. As a result, National Legal and Policy Center – which owns stock in the Cupertino, Calif. tech giant – will sponsor a shareholder proposal at the company’s next annual meeting in March 2023. “Tim Cook and Apple’s board got caught with their pants down. Stronger leadership would have seen this coming,” said Paul Chesser, director of NLPC’s Corporate Integrity Project. “The company has now heard from U.S. Senators from both political parties about ‘doing, in effect, the bidding’ of the Chinese Communist Party, and its immoral reliance on Chinese labor.” “Mr. Cook refused to respond to questions from the media about Apple’s unhealthy entanglements with the communist government, but shareholders expect him to not be so evasive when they demand answers.” The text of NLPC’s proposal for a “Communist China Audit” report for Apple’s 2023 annual meeting follows: RESOLVED: Shareholders request that, beginning in 2023, Apple Inc. report annually to shareholders on the nature and extent to which corporate operations depend on, and are vulnerable to, Communist China, which is a serial human rights violator, a geopolitical threat, and an adversary to the United States. The report should exclude confidential business information but provide shareholders with a sense of the Company’s reliance on activities conducted within, and under control of, the Communist Chinese government. Supporting Statement: American companies doing business in China is a controversial public policy issue, according to an April 2, 2021 CNN report titled, “Doing business in China is difficult. A clash over human rights is making it harder.” Apple does business in – and relies on materials, parts, labor and/or services from – entities in China. China is a serial violator of human and political rights. China is also hostile to the U.S. for a variety of reasons, including: — China intends to displace the U.S. as the lone global superpower by 2049; — The U.S. has committed to defend Taiwan, which China has asserted is part of its country and may attempt to seize by force; — U.S.-China relations are tense over a number of issues including China’s military expansion; egregious human rights violations; actions related to the COVID pandemic; intellectual property theft; relentless espionage; elimination of freedom in Hong Kong; and environmental pollution. China has also indicated that it would use its industrial capabilities for strategic purposes against adversaries. Many Chinese companies – which are ultimately under the control of the Communist government – are vulnerable to the U.S. Holding Foreign Companies Accountable Act, do not adhere to basic auditing standards, and are therefore untrustworthy. China, and by extension the companies it controls, were also identified in the U.S. State Department’s 2022 Trafficking in Persons Report as a state sponsor of human trafficking. They are now subject to the Uyghur Forced Labor Prevention Act, which imposes strict verification of parts and products imported from China, that they are not generated from slave labor. Apple’s extensive ties to China also breed reputational risk for the company. For example, while the company funds groups that promote the interests of homosexual and transgender individuals, the Communist government persistently and vigorously cracks down on those forms of identity. A July 2022 joint statement from the leaders of the British and American domestic intelligence agencies warned that the Communist Chinese Party is the greatest threat to the international order. “We consistently see that it’s the Chinese government that poses the biggest long-term threat to our economic and national security, and by ‘our,’ I mean both of our nations, along with our allies in Europe and elsewhere,” said Federal Bureau of Investigation Director Christopher Wray. Given the controversial, if not dangerous, nature of doing business in and with China, shareholders have the right to know the extent to which Apple’s business operations depend on Communist China. Founded in 1991, NLPC promotes ethics in public life and government accountability through research, investigation, education, and legal action. ### For more information or to schedule an interview with Paul Chesser, contact Dan Rene at drene@nlpc.org. Please visit http://www.nlpc.org. Founded in 1991, NLPC promotes ethics in public life and government accountability through research, investigation, education, and legal action. Contact Details National Legal and Policy Center Paul Chesser +1 703-237-1970 pchesser@nlpc.org Company Website http://www.nlpc.org

December 05, 2022 10:28 AM Eastern Standard Time

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Best Workplaces for Parents™ Give 16 Weeks for Maternity Leave

Great Place to Work - USA

In a year when many companies are cutting back on paid parental leave, great workplaces are increasing time off for working parents. Paid parental leave among the 2022 Best Workplaces for Parents ™ averages 16 weeks for new moms, and nearly 12 weeks for new dads. These companies have increased paid parental leave since 2020, while other employers, according to a June survey from the Society for Human Resource Management, have cut maternity and paternity leave this year, returning to pre-pandemic levels. Not only are winning workplaces remaining competitive by increasing paid leave, but they have cultures where new parents can actually take their available leave. More than 90% of moms and 70% of dads take parental leave their companies offer. “What sets these companies apart is they have cultures that allow new parents to take paid leave without fear—fear of losing their job, fear of missing out on a promotion, fear of getting left behind,” says Michael C. Bush, CEO of Great Place To Work®. “Offering time off in cultures where it can’t really get taken erodes trust.” Great Place To Work determined this year’s Best Workplaces for Parents list by analyzing data from more than half a million employees with parenting responsibilities. That research revealed three key areas companies must invest in to remain competitive to working parents. Top retention drivers for working parents: 1. Expand special and unique benefits, such as paid leave. Nearly nine out of 10 parents at the Best Workplaces for Parents say their company has “special and unique benefits,” and when that’s true, they’re 65% more likely to stay with their employer. 91% of parents at winning companies want to work at their companies for a long time, compared with 55% of parents at a typical U.S. workplace who are open to changing jobs by the end of this year, according to a July Great Place To Work market survey of nearly 2,200 working parents. 2. Connect meaning to work. Purpose is the top retention driver for parents as well as a key predictor of employee attrition for all workers. Parents at a typical workplace experience less meaning at their jobs — just 57% — compared with 88% at the Best Workplaces for Parents. There is a three-fold increase in the odds that a parent will stay with their company if they believe their work has special meaning and is more than “just a job.” 92% of parents at winning companies feel they make a difference at their job compared with 66% at a typical workplace. 3. Offer work-life balance support. 91% of parents at winning workplaces say they’re encouraged to balance their personal and work lives compared with 62% at a typical workplace. Parents are nearly 40% more likely to feel their company is a great place to work if they believe people are encouraged to have a healthy work-life balance. 94% of parents at great workplaces report people give extra at work compared with 54% of parents at a typical workplace. Parents are 16% more likely to plan to stay at their companies for a long time if they believe people are encouraged to have a healthy work-life balance. The Best Workplaces for Parents in 2022: The top 10 among large organizations (1,000+ employees): 1. Cisco 2. Slalom Consulting 3. Hilton 4. American Express 5. Comcast NBCUniversal 6. Deloitte 7. NVIDIA 8. PricewaterhouseCoopers LLP 9. Accenture 10. Bain & Company, Inc. The top 10 among small- and medium-sized organizations (10-999 employees): 1. Greenhouse 2. Ro 3. Jobot 4. Ripple 5. Maven Clinic 6. Lattice 7. Thumbtack, Inc. 8. Collaborative Solutions 9. Sprout Social 10. GitLab Visuals available: Companies with great cultures increase parental leave; Meaningful work drives retention for parents About the 2022 Best Workplaces for Parents Great Place To Work determines the list using our proprietary For All™ methodology to evaluate and certify thousands of organizations in America’s largest ongoing annual workforce study, based on over 1 million employee survey responses and data from companies representing more than 6.1 million employees, this year alone. Over 568,000 responses were from employees with parenting responsibilities. To determine the Best Workplaces for Parents™ list, Great Place To Work measures the differences in parents’ survey responses to those of their peers and assesses the impact of demographics and roles on the quality and consistency of parents’ experiences. Statements are weighted according to their relevance in describing the most important aspects of an equitable workplace for parents. To be considered for the list, companies must be Great Place To Work Certified™ and have at least 50 responses from parents in the U.S. We require statistically significant survey results, review anomalies in responses, news, and financial performance, and investigate any employee reports of company noncompliance with strict surveying rules to validate the integrity of the results and findings. Data is also normalized to compare companies fairly across sizes and industries. Companies with 10 to 999 people are considered for the small and medium category; companies with 1,000 employees or more are considered for the large category. To get on this list next year, start here. About Great Place To Work Great Place To Work® is the global authority on workplace culture. Since 1992, it has surveyed more than 100 million employees worldwide and used those deep insights to define what makes a great workplace: trust. Its employee survey platform empowers leaders with the feedback, real-time reporting and insights they need to make data-driven people decisions. Everything it does is driven by its mission to build a better world by helping every organization become a great place to work for all. Learn more at greatplacetowork.com and on LinkedIn, Twitter, Facebook and Instagram. Contact Details Kim Peters: +1 415-844-2574 kpeters@greatplacetowork.com Company Website https://www.greatplacetowork.com/

December 02, 2022 07:00 AM Eastern Standard Time

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Tax Policy Leaders Focus on New Markets Tax Credit

New Markets Tax Credit Coalition

Tax policy trends and economic recovery for underserved urban and rural communities were the focus as the New Markets Tax Credit (NMTC) Coalition held its annual NMTC Conference November 30-December 1, 2022. The event featured several members of Congress and the CDFI Fund Director as keynote speakers. Conference participants noted the need to pass legislation calling for the NMTC’s permanence as a key tax policy. The event kicked off with NMTC Coalition President, Aisha Benson, welcoming speakers and guests alike. The experienced NMTC practitioner and CEO of Nonprofit Finance Fund highlighted recent successes and looked to the future of the New Markets Tax Credit Coalition. Keynote speakers included Senator Steve Daines (R-MT); and Mike Kelly (R-PA); Jodie Harris, Director, CDFI Fund, U.S. Department of Treasury and Graham Steele, Assistant Secretary, Financial Institutions, U.S. Department of the Treasury. Panelists included congressional staff, NMTC board members and leadership, investors and economic development leaders, Treasury Department officials and legal experts. Panels held discussions on the trends in NMTC projects, the pending expiration, the investor demand and pricing, legislative hurdles, and the latest insights from the Treasury Department. In 2019, the NMTC was extended for one year (2020) with a 44 percent increase in allocation authority from $3.5 to $5 billion. In December 2020, Congress enacted a 5-year, $25 billion NMTC extension through 2025, the largest in the program's history. These two NMTC expansions were only possible because of the significant support for the NMTC in both parties. In the 117th Congress, nearly 170 members of Congress, evenly divided between Democrats and Republicans, took action in support of the NMTC by cosponsoring legislation expanding the Credit, making it permanent, or increasing the allocation levels. “I look at the results and outcomes for return on investment and NMTC is a perfect example of a very good investment of taxpayer dollars to get a great return,” said Sen. Daines. “Don’t give up on telling your stories as you have on the Hill yesterday about the merits and projects that are being delivered and how its helping our communities. Just keep that push going.” “It’s not just an investment in a property, it’s an investment in the future,” said Rep. Kelly. “It’s taking a cost prohibitive property and turning it into a revenue producer… it’s taking something the community no longer values and making it an asset... This credit, by the way, is the answer, it’s the answer.” At the conference, Rep. Kelly and Rep. Terri Sewell (D-AL) released a sign on letter to their House colleagues that urges the House Leadership to support including a permanent extension of the NMTC in any year-end tax legislation. “With more than two decades of bipartisan successes under our belt, we’re continuing our push to increase funds and to make the NMTC permanent,” said Bob Rapoza, NMTC Coalition spokesperson. “At a time when the economic frailty of our underserved communities has never been more apparent, we see a tremendous opportunity for our coalition to help create jobs, spread opportunity and help put America back on a solid financial footing, and we implore Congress to make it happen.” Neither the current Congress nor the Biden administration has diminished support for the NMTC. The New Markets Tax Credit Extension Act of 2021 (H.R. 1321/S. 456) has already amassed over 140 combined cosponsors from both parties. The Biden Administration's Fiscal Year 2023 tax proposals included a permanent extension of the NMTC as well. About New Markets Tax Credit Program The New Markets Tax Credit (NMTC) was enacted in 2000 to stimulate private investment and economic growth in low-income urban neighborhoods and rural communities that lack access to the patient capital needed to support and grow businesses, create jobs, and sustain healthy local economies. Since its inception, the NMTC has generated more than one million jobs. Today due to NMTC, more than $120 billion is hard at work in underserved communities in all 50 states, the District of Columbia, Guam and Puerto Rico. For more information, visit www.NMTCCoalition.org. Contact Details Bob Rapoza +1 202-498-9921 bob@rapoza.org Company Website https://nmtccoalition.org/

December 01, 2022 02:53 PM Eastern Standard Time

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Going, Going, Gone: New Study Reveals Workers Flip The Script on Traditional Work

MBO Partners

The signal finding of the MBO Partners 2022 State of Independence report is the continued surge in independent work, with more than half of all Americans now freelancing or have freelanced at some point in their careers. Upended by the pandemic, 64.6 million Americans now pursue independent work, a dramatic 69% growth since 2020. There have never been more payroll jobs in the U.S.: 153 million, and there have never been more people working independently. Across the board, the old stereotypes and tropes about independent freelancers and workers are being upended. Independents are growing in number, becoming more centered in the economy, and forming connections to one another and to companies large and small. Further, the old tension of payroll jobs draining the independent workforce has been eradicated as workers get comfortable with owning their economic reality by creating their own jobs. “Beyond the pandemic and macroeconomic climate, the underlying factor driving the thrust in independent work is institutional mistrust,” said Miles Everson, CEO, MBO Partners. “We don’t trust institutions to have our best interests at heart and our proof points have mounted as we have faced the challenges of the past few years. As we have come to question our view of security, workers have realized that creating a job is no greater risk than having a traditional job.” The annual State of Independence in America report is the country’s longest-running end-to-end study of the American independent workforce, now in its 12 th year. This year’s study showed six key insights about the independent American workforce, including: Demand is boosting supply. The number of Full Time Independents, those regularly working more than 15 hours per week, soared 27% to 21.6 million, up from 15.3 million in 2019. By 2025, more than half of all Americans will be independent or will have worked independently at some point in their careers – a massive tipping point in the conversation about the future of work. Happier, healthier, and more financially secure. People are increasingly turning to independent work to regain control and autonomy over their life and their career. And they’re happy doing it, with 76% reporting that they are “very satisfied,” 87% saying they are happier, 80% reporting better health, and 67% feeling more financially secure than their traditionally employed counterparts. Test driving independence grows in popularity. The number of Occasional Independents— people who earn money periodically by working at least once a month as an independent— more than tripled from 2020 to 2022, rising from 15.8 million to 31.9 million. These workers do so by and large to supplement income (the side hustle is real) but also to build a bridge to a larger independent career, to fill a passion, and more. Younger workers call the shots. While Millennials (ages 27-42) are the largest independent cohort, Gen Z (ages 18-26) are coming into the scene in larger numbers vs. opting for a traditional career. Together, these two groups make up half of the independent workforce and are predicted to be the dominant force by 2023. What does this mean? As younger workers take their careers into their own hands, the workforce must evolve to match where the workers go, and that work is independent. Independents are becoming increasingly diverse. Between 2019 and 2022, the proportion of white independents fell from 84% to 77%, while African Americans doubled from 7% to 14%. Among the creator economy, those who earn money by creating and distributing digital content, the percentage is even higher, 20%. With hustle, there is flow. As the number of independents rise, more are reporting higher incomes, with some 4.4 million earning more than $100,000 in 2022. That’s up 16% from last year, and it comes on the heels of a 27% increase in 2021, due in part to the economy’s recovery from the pandemic. To obtain a copy of the full 2022 State of Independence study, please visit https://www.mbopartners.com/state-of-independence/. About MBO Partners®​ MBO Partners is a direct sourcing platform that enables enterprises and independents to work efficiently together. Its unmatched experience and industry leadership enable it to operate on the forefront of the independent economy and consistently advance the next way of working. For more information, visit​ ​mbopartners.com​ Contact Details Karen Swim +1 586-461-2103 karen@wordsforhirellc.com Company Website https://mbopartners.com

November 30, 2022 09:00 AM Eastern Standard Time

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Jon Harper Appointed as Chief Client Officer for Assembly Europe

Assembly

Global omnichannel media agency Assembly has elevated Jon Harper to a new role as Chief Client Officer for its European business. The role is the first of its kind for Assembly in the region, signaling the increasing importance of Client Experience & Leadership within the agency. Over the course of Jon’s 6-year tenure with Assembly, he has worked with clients including Lenovo, Ralph Lauren, Tommy Hilfiger, Calvin Klein, and Converse with great success, building strong relationships across the board. With his new appointment, Harper will be leading every step of the client relationship journey in the business for Europe. “Assembly has grown and evolved to become a true global force beyond digital media, leading the agency to win large omnichannel deals and expanding existing client relationships. Through this, we have identified the need to go further to support clients with a broader set of solutions at a high service level in order to promote growth in a constantly evolving media landscape. Our aim is to ensure clients have the best data, tech, and talent in the industry,” said Jon Harper, Chief Client Officer, Assembly Europe. Part of achieving this has been the creation of the Client Experience and Leadership pillar (CEL), led by Harper in Europe and other leaders across Assembly’s business. This ongoing investment focuses on driving new standards of creativity and improving the agency’s viewpoint on clients’ needs. This has included “brand immersion days” and stepping outside of standard client-agency interactions through hosting Q&A sessions all the way through to getting back to the basics by visiting brand stores and speaking to front-of-house staff to truly know the heart of each brand the agency works with. Jon added, “We firmly believe that everyone is a part of client services within the agency. That’s why we’re training everyone to be immersed in our clients’ brands – my goal is for all of our teams to have more dedicated client service time and to roll out our new global CEL toolkit to assist with this.” Assembly Europe’s Managing Director, Kate O’Mahony commented, “We are delighted about Jon’s elevation to Chief Client Officer. His rich experience and willingness to go above and beyond when it comes to getting to know our clients has proven fruitful. With Jon leading this division, we will continue to drive proactive relationships and deliver higher levels of innovation in connecting Assembly with our existing and future clients.” ABOUT ASSEMBLY: Assembly is the modern global omnichannel media agency, bringing data, talent, and technology together to find the change that fuels growth for the best brands on the planet. Our approach connects big, bold brand stories with integrated, global media capabilities that deliver performance and drive large-scale business growth. Our work is powered by our proprietary, in-house technology solution, STAGE, and led by our global talent base of over 1,600 people around the world. We’re purpose-driven at our core and pioneers in social and environmental impact in the agency world. Assembly is a proud member of Stagwell, the challenger network built to transform marketing. Contact Details Assembly Gunilla Huddleston, VP of Marketing, Europe gunilla.huddleston@assemblyglobal.com Company Website https://www.assemblyglobal.com/

November 29, 2022 01:00 PM Eastern Standard Time

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Velocity Global Appoints Tech Leader Francoise Brougher to Its Global Board of Directors

Velocity Global

Brougher to spearhead the company’s Compensation Committee Brings over 25 years of operational and go-to-market experience Velocity Global, the leading provider of global talent solutions, announced today that notable technology executive Francoise Brougher has joined its board of directors, where she will serve as an independent board member and lead the company’s compensation efforts. “Francoise is exactly the type of board member we need to lead Velocity Global through the next phase of our growth. She led companies that we all admire through keen insights and operational leadership. Francoise knows what great looks like at scale,” says Ben Wright, CEO and board chair at Velocity Global. “Furthermore, I personally deeply admire her courage through a tough journey at Pinterest. Her experience, strength, and hope should encourage every one of us to stand up for what’s right as we move through our careers. It’s a true honor to have Francoise join our team, and I can’t wait to see where we take this company as we simplify work anywhere.” Brougher spent eight years running business and operations strategy as well as SMB global sales and operations at Google. After her time at Google, she was the global business lead at Square, supporting the company’s IPO. Brougher then joined Pinterest as chief operating officer. She serves on the board of Sodexo, which employs over 400,000 people and serves over 100 million customers per day. Brougher joins Robert Schlossman as an independent board member along with investor board members Cas Schneller, Kunal Aurora, and Parker Barrile. “I am excited to join Ben and the team at Velocity Global to empower companies to employ talent anywhere. In a world that is becoming more competitive, the ability to hire anywhere is a great differentiator. The Velocity Global platform does just that so companies can focus on their core strategy,” says Brougher. The company’s Global Work Platform ™ seamlessly connects employers and talent worldwide through proprietary cloud-based talent management technology, personalized expertise, and unmatched global scale. Users access a streamlined technology interface and partner with a dedicated customer experience team for individualized solutions and support. About Velocity Global Velocity Global helps employers compliantly hire talent in more than 185 countries. Its Global Work Platform™ combines cloud-based HR technology and unmatched human support to simplify onboarding, pay, benefits, and workforce management across borders. Velocity Global’s full suite of solutions includes global Employer of Record, Contractor Management (Agent of Record), Multi-Country Payroll, Global Benefits, and more. Named a “Leader” in Global Employer of Record services by prominent analyst firm NelsonHall, Velocity Global was founded in 2014 and has hundreds of employees across six continents. For more information, visit velocityglobal.com. Contact Details Velocity Global Anja Koltes +1 720-650-4348 news@velocityglobal.com Company Website https://velocityglobal.com/

November 29, 2022 11:00 AM Mountain Standard Time

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