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Jâlie Cohen On How We Need To Adjust To The Future Of Work

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All eyes are on social responsibility. A new social contract is emerging, and there’s increased scrutiny on how companies treat their workers and how they positively impact society more broadly.


When it comes to designing the future of work, one size fits none. Discovering success isn’t about a hybrid model or offering remote work options. Individuals and organizations are looking for more freedom. The freedom to choose the work model that makes the most sense. The freedom to choose their own values. And the freedom to pursue what matters most. We reached out to successful leaders and thought leaders across all industries to glean their insights and predictions about how to create a future that works.

As a part of our interview series called “How Employers and Employees are Reworking Work Together,” we had the pleasure to interview Jâlie Cohen.

Jâlie Cohen is a seasoned human resources executive with extensive global experience leading teams in matrixed environments. Jâlie is the Group SVP of HR, Americas at the Adecco Group, and she specializes in executive coaching, strategic planning, change management, conflict resolution, inclusive talent programs, and business transformations. Jâlie believes that Human Resources is both an employee advocate and business partner and leads under the premise that the two can successfully coexist while fostering a productive, innovative, and engaged workforce.


Thank you for making time to visit with us about the topic of our time. Our readers would like to get to know you a bit better. Can you please tell us about one or two life experiences that most shaped who you are today.

I wish I could narrow my life down to one, two or ten experiences, but my life continues to evolve and it is constantly reshaping who I am as a person. My experiences growing up as a woman of color in the Southeast, paired with the cultures and people I’ve been exposed to as an adult through my travels and work, have shaped my perspectives and provided me a unique lens in which to view the world. My experiences have influenced how I move through life, and I have chosen a path to embrace the moment, experience, and most importantly, the lesson. This continues to shape me on a daily basis.

Let’s zoom out. What do you predict will be the same about work, the workforce and the workplace 10–15 years from now? What do you predict will be different?

Regardless of where the work takes place, what will not change is that people need to feel as if they are adding some type of value. This can range from delivering groceries to protecting the community to working in a hospital to serving in the armed forces. The connectedness and the impact of the work will still be important.

In 10–15 years, I think workplace policies will be even more inclusive and the workforce will require more of a focus on outcomes versus visibility. Wellbeing will be a part of the organizational culture and expectations on employees will have evolved to match the demands of up-and-coming generations. I also think as much as people are enjoying working from home, there will be a resurgence of human connection. This connection could be through a variety of in-person or technology led mediums, but the desire to connect will be present.

How we define diversity and inclusion will be different because it will have evolved with new generations entering the workforce. Today’s issues will be present but not as prevalent.

What advice would you offer to employers who want to future-proof their organizations?

The transition we’ve seen in the job market during the pandemic — and how we emerge from it — appears to be here to stay. We’re learning that the pre-pandemic notion of “normal” did not work for everyone. To be successful, business leaders need to understand what matters most to employees and create policies that support a new way of working focused on how employees like to work and what they value.

Hybrid and flexible work are no longer considered an employee benefit but a new normal for workers. Workers do not want to give up the flexibility they’ve experienced over the last year and a half; companies need to acknowledge this shift and integrate more flexibility into their policies to stay competitive. Employers also need to consider their working methods, schedules, and physical space to create inclusive environments.

What do you predict will be the biggest gaps between what employers are willing to offer and what employees expect as we move forward? And what strategies would you offer about how to reconcile those gaps?

A movement has begun. Employees are feeling more empowered than ever to take control of their lives, and they are starting to reassess what is truly important to them at work. Today’s workers are looking at how they want to spend their time and how they can impact society — and they have high expectations for employers to create a better working world coming out of the pandemic. In fact, according to our research, over 80% of U.S. workers trust employers the most to deliver a better working world post-pandemic. Globally, companies and their leaders must use this moment to meet these heightened expectations and find new ways to connect and engage with their workforce.

One example of how companies are having to navigate workplace policies due to changing employee expectations is through the concept of productivity. Companies must also consider how they are measuring productivity so they can meet their employees where they are at as we continue to embrace working from home and hybrid working. The 9 to 5 traditional working model is becoming outdated, and workers are wanting to be measured by outcomes, rather than by hours spent working. Our “new normal” is still constantly changing, and businesses need to keep an open mind, continue adapting, and build a culture of trust so that workers can maintain flexibility and autonomy over their own work and lives.

We simultaneously joined a global experiment together last year called “Working From Home.” How will this experience influence the future of work?

From where I sit, it’s been most interesting to see the virtual office take shape and ultimately change the world of work forever. The virtual office contributed to rapid digital upskilling across organizations and played a significant role in keeping economies moving throughout the pandemic. In many ways, technology and the virtual environment created more authentic relationships and showed people’s human side as the lines blurred between home and work life. It also started a new level of accessibility, collaboration, and faster problem solving, as people opted for video meetings versus travel for in-person visits.

We’ve all read the headlines about how the pandemic reshaped the workforce. What societal changes do you foresee as necessary to support a future of work that works for everyone?

With the labor market experiencing talent shortages and heightened expectations for companies to engage in social issues, there has never been a more critical time for employers to focus on diversity, equity, and inclusion. Nearly 3 million women left the workforce in the U.S. in 2020 due to the impact of the pandemic, including increased family responsibilities, lack of childcare, a lack of flexibility, and low wages. Other vulnerable populations such as the BIPOC community, people with disabilities, and military veterans and spouses also experienced disproportionate unemployment during the pandemic. It will be critical for companies to develop near-term strategies to attract these populations back into the workplace and establish longer-term approaches to retaining them. Deploying these populations’ full potential is not only essential to our economic recovery from the COVID-19 pandemic, but it’s also critical for building a more equitable and just world for all.

What is your greatest source of optimism about the future of work?

I am optimistic that organizations are looking to innovate, build inclusive cultures, improve productivity, and transform in ways that previously we would not have dared to imagine. Companies are becoming more purpose driven, prioritizing DEI in their organizations, and thinking about their employees more holistically. The pandemic has amplified nearly every workforce trend you can think of, and we are working to help businesses around the world respond and positively impact individual careers. Overall, I am encouraged that companies are on a journey to put their people first.

Our collective mental health and wellbeing are now considered collateral as we consider the future of work. What innovative strategies do you see employers offering to help improve and optimize their employee’s mental health and wellbeing?

According to our research, mental health is a global issue spanning all ages and gender. Burnout is a significant concern, especially among younger employees. Employees are working more hours than before the pandemic. We are also seeing that some leaders are not equipped to support employee wellbeing — some managers are finding it hard to identify when staff may be struggling with mental health issues or burnout.

Companies need to take the time to understand the current needs of their employees. This pandemic has provided both employer and employee the opportunity to take a fresh look and reevaluate the type of environment they want to be part of or build. Employers can listen and evaluate how they can better support employees and provide them with significant wellbeing resources. They must also provide resources, leadership development, and coaching to ensure that managers respond in constructive ways to mental health issues. Building pro-wellness environments, cultures, and skillsets are vital in reducing burnout and attracting and retaining talent in our current environment.

It seems like there’s a new headline every day. ‘The Great Resignation’. ‘The Great Reconfiguration’. And now the ‘Great Reevaluation’. What are the most important messages leaders need to hear from these headlines? How do company cultures need to evolve?

One of the most popular headlines that has emerged from the pandemic is “the Great Resignation” — a nod to the widespread trend of workers quitting their jobs in record numbers. I believe however, the more appropriate term for this moment is a “Re-Evaluation”. Because of the pandemic, our values have changed, and our workforce is leaning into the hybrid workplace, prioritizing work-life balance, and flexibility. This crisis has changed every aspect of life, and as a result, employees are rethinking career options, and are aligning with companies where they feel more valued as a whole person.

Let’s get more specific. What are your “Top 5 Trends To Track In the Future of Work?” (Please share a story or example for each.)

  1. The need to upskill and reskill talent is becoming mainstream. We see a trend where companies are hiring for skills and not exact job titles or years of experience — some employers are even foregoing traditional job requirements. Hiring managers should look beyond conventional candidates and talent pools and consider applicants with transferable skills from other industries or job requirements. Technology will transform more than 1 billion jobs in the next decade, with 43% of businesses set to cut their workforce due to tech integration. Experts agree that skills are the currency of the future of work, and thus, it is crucial that companies invest in their people by embracing lifelong learning.
  2. All eyes are on social responsibility. A new social contract is emerging, and there’s increased scrutiny on how companies treat their workers and how they positively impact society more broadly.
  3. “Alternate talent pools” are entering the supply chain. Employers are focusing on bringing populations back into the workforce that were perhaps overlooked before the pandemic. By offering flexible schedules and job sharing, there is an opportunity to create career paths for all populations in supply chain roles.
  4. Companies will need to have a renewed focus on retention in 2022. Retention is a much larger question around long-term sustainability in the labor market, and employers will have to be creative on how to keep talent once they get candidates to sign. We are seeing an emphasis on improving the employee experience, from good onboarding techniques to reworking company culture to training leaders in the supervisory levels, so they are invested in employee success. We are even seeing companies be more proactive in surveys and listening exercises to have a better sense of communication with employees.
  5. Bottom line: Companies have more to learn. Whether it’s wage increases, flexibility, an emphasis on DEI, or a commitment to wellness and mental health, there is more to learn and more to be done to feel safe, secure, and successful in their jobs. This is the time where you’ll see new ideas, technology, and innovation like never before, and we look forward to seeing all the opportunities and advances that this moment will bring.

I keep quotes on my desk and on scraps of paper to stay inspired. What’s your favorite “Life Lesson Quote”? And how has this quote shaped your perspective?

Like my view on experiences, there are several quotes that have inspired me over the years. The one I have on my desk at the moment is from Nelson Mandela- “I never lose. I either win or learn.”

We are very blessed that some of the biggest names in Business, VC funding, Sports, and Entertainment read this column. Is there a person in the world, or in the US, with whom you would love to have a private breakfast or lunch, and why? He, she, or they might just see this if we tag them.

I actually do not have one person that is a big name that sticks out to me. I have found that my greatest lessons come from people that may not be the biggest name and from small informal, causal moments.

Our readers often like to continue the conversation with our featured interviewees. How can they best connect with you and stay current on what you’re discovering?

Please find me on LinkedIn to see what I’m following in the world of work.

Thank you for sharing your insights and predictions. We appreciate the gift of your time and wish you continued success and good health.

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DLP Strategy for Your Business – How Significant Is It?

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DLP Strategy for Your Business - How Significant Is It?

Data is the lifeblood that fuel’s today’s information-based economy, so it’s incredibly crucial for businesses to keep sensitive information as secure as possible. And because of increasing concerns regarding cyber crimes such as data breaches, corporate espionage, and phishing scams, data loss prevention (DLP) strategies have become essential to running a business.

All About Data Loss Prevention

  • Data loss prevention, otherwise referred to as data leak protection, is a method that combines strategies, technologies, and processes to stop unauthorized individuals from accessing a company’s private data. It’s crucial to include DLP strategies in your business plan to detect potential exfiltration transmissions by monitoring, identifying, and blocking data while it is being used, in transit, and at rest.
    • Data In Use: It pertains to securing sensitive data in endpoints and applications as it is processed by authenticating users. In addition, controlling an individual’s ability to access sensitive data is also assessed.
    • Data In Motion: DLP ensures that confidential information is protected while being transmitted across networks. It encrypts the data using email and other messaging security platforms.
    • Data At Rest: Lastly, DLP protects sensitive data stored in databases, the cloud, and other storage mediums. It uses a multifaceted approach, including access control, data retention policies, and encryption.

Why Are DLP Strategies Important For Your Business?

  • Data loss leads to a financial crisis

Experts in the field of data security stated that the global average data breach costs went from $3.86 million to a whopping $4.24 million in 2021. And who knows what the statistics will be by the end of 2022? 

After seeing cybercriminals take big corporations’ ability to control their systems last year, it should be clear that data loss prevention strategies are essential in running a business.

  • Loss of productivity

As a business owner, you should always do what’s best for your company – continuous productivity to satisfy your customers, business partners, and ROI. With this in mind, incorporating DLP strategies should be a priority because it has the ability to prevent limited productivity.

  • Tarnished brand reputation

By having a standardized set of DLP strategies, your company will have excellent protection against cyberattacks. So thanks to data loss prevention methods, your business’ brand reputation won’t be humiliated by the public eye.

  • Compliance with government regulations

All businesses are required to comply with federal, state, international, and industry-mandated regulations, all of which aim to prevent data loss. If you fail to comply with these regulations, you’ll need to pay penalties and fines. This results in a loss of customer trust and ROI.

  • Hackers often target small businesses

Most business owners believe that hacktivists won’t attack small businesses when in fact, they voluntarily target startups and small-scale businesses due to a lack of proper data security protection. So despite having a small business, you shouldn’t skip on setting DLP strategies.

  • Cybercriminals are constantly evolving

Technology continues to grow at a rapid rate, and although this is excellent news for business owners, it’s also a piece of great info for cybercriminals. Because as technology evolves, hacktivists also find new ways to access sensitive information. It’s also important to know that although most cybercriminals work far from their targets, some work inside the company they plan to infiltrate.

But the good news is that you can prevent these threats from happening by proactively implementing DLP strategies.

The Takeaway

Although no organization is indeed 100% immune to data security risks, it’s vital to know that implementing a DLP strategy will give your business a protective edge. Because as your company’s IT environment develops robust data security measures, your journey to better data loss protection will flourish.

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Stephen Tarleton On How We Need To Adjust To The Future Of Work

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Rise in digital empathy. I mentioned this one already but I really think this will be a gamechanger for the future of work. If companies refuse to bridge the expectations gap and embrace digital empathy — by bringing in new technology — they will become obsolete.


When it comes to designing the future of work, one size fits none. Discovering success isn’t about a hybrid model or offering remote work options. Individuals and organizations are looking for more freedom. The freedom to choose the work model that makes the most sense. The freedom to choose their own values. And the freedom to pursue what matters most. We reached out to successful leaders and thought leaders across all industries to glean their insights and predictions about how to create a future that works.

As a part of our interview series called “How Employers and Employees are Reworking Work Together,” we had the pleasure to interview Stephen Tarleton, CMO of 1E.

Stephen joined 1E at the beginning of this year to help hone and amplify 1E’s brand and to drive customer growth in the Digital Employee Experience (DEX) market. Prior to 1E, Stephen ran the marketing and business development organizations at Corvus Insurance and LogicMonitor. During his career, Stephen has worked at large enterprises, worked as a management consultant and even owned the top food truck business in Austin, Texas.


Thank you for making time to visit with us about the topic of our time. Our readers would like to get to know you a bit better. Can you please tell us about one or two life experiences that most shaped who you are today?

I was born and raised in Tarboro, a small town a little over an hour east of Raleigh, in the tobacco country of North Carolina. This environment provided me with a deep sense of community at an early age. Decades later, I am still in touch with many of the kids from my kindergarten class as well as high school and college. Being a part of a close knit, small community allowed me to create long lasting connections which have benefited my professional career — specifically, as it pertains to developing a professional network.

The flip side of this rural upbringing is that it created a desire for travel and exploration. The first time I flew on a commercial airline was for a job interview my senior year of college. Buying airline tickets was just not something my family did. Now, and for most of my adult life, I travel constantly, and get to live out my dream of traveling.

Let’s zoom out. What do you predict will be the same about work, the workforce and the workplace 10–15 years from now? What do you predict will be different?

The rapid shift to remote work in 2020 caused many changes to how businesses operate on a daily basis. As we look 10–15 years out, the importance of culture, productivity and maintaining an engaged workforce will remain a top priority. Businesses will still be looking for ways to improve the employee experience and will utilize the technology currently being developed to do that. Digital employee experience (DEX) tools are a great option as they serve as a catalyst to maintaining productivity and employee satisfaction. DEX tools monitor, analyze and optimize IT environments to ensure all employees have a seamless IT experience — regardless of their locations or the hours they’re working. Additionally, these tools also provide a competitive advantage. A decade from now, DEX tools will certainly be a “ticket-to-entry” requirement of employees when selecting a new job.

The biggest change we’ll see over the next few years is businesses continuing to expand their employee footprint. With the rise in fully remote or hybrid positions, a world of opportunity has opened up. Organizations can now expand into new regions and engage a more diverse and inclusive workforce without the constraints of the traditional 25-mile radius.

What advice would you offer to employers who want to future-proof their organizations?

The biggest piece of advice I would offer other business leaders would be to lean into the technology at your fingertips and to partner closely with your IT organization regardless of your function. Don’t think of IT as the team managing devices or end points; think of that team as your employee enablement organization. There is so much great technology out there that businesses can use to scale their companies and create a truly great employee experience — they just need to be unafraid to invest in something new.

To do that effectively, you need to work as a collective team and not as rogue departments. I learned this very early in my career with a major hand slap from a CIO for running a rogue server under my Business Intelligence Manager’s desk. To put this into practice and to be successful in the future flexible work environment, executive leadership teams should look at how they can break down the traditional department silos. This may mean partnering IT departments with other departments like HR and facilities management to ensure employees remain engaged and productive in every aspect of their day-to-day operations.

What do you predict will be the biggest gaps between what employers are willing to offer and what employees expect as we move forward? And what strategies would you offer about how to reconcile those gaps?

As the focus of the employee experience shifts from the physical to the digital world, the gap literally is the difference between what employees expect and what employers are willing to offer. When an employee is working from home, the road, or wherever else they find most productive, they want a seamless experience that moves with them. The traditional functions and realm of IT are now ‘table stakes,’ employees view connectivity, responsiveness, security, and working applications as basic needs to do their job.

To bridge the expectations gap, companies need to embrace digital empathy. A company that fully embraces digital empathy and fulfills the next level of employee needs — such as collaboration tools, autonomous remediation, sentiment measurement and tracking — will ultimately achieve employee empowerment. At 1E, we’ve altered our business model to create a more equitable environment for our workforce by introducing the concept of digital empathy. Our framework starts with our employees’ basic needs while working remotely — think connectivity and security — and combines it with their growth needs, such as autonomous remediation and user empowerment to create a foundation.

We simultaneously joined a global experiment together last year called “Working From Home.” How will this experience influence the future of work?

The work from home — or more accurately, the flexible work movement — over the last two years will forever change how we work, live, and play. Businesses have seen the benefit work from home has had on their employees’ mental health and wellbeing. But it has also shown just how productive you can be from a distance. The future of work will be hybrid and it will be distributed.

As I mentioned before, one of the biggest benefits to working from home is that businesses can expand to a global footprint and bring in top talent from around the world. I’m a great example of this. 1E is historically a UK-based company, but we are transitioning into a truly global organization and hiring leadership and employees with a remote-first mindset to help us get there. That’s how I was brought on as the CMO based in Texas. We’ll see more of this as the future of work unfolds.

We’ve all read the headlines about how the pandemic reshaped the workforce. What societal changes do you foresee as necessary to support a future of work that works for everyone?

To truly move everyone into the next phase of work, society needs to embrace the fact that employees want flexibility. For the most part we’ve seen this happen, but as COVID cases go down, employers are beginning to demand employees return to the office full-time or in a hybrid fashion. As this happens, society cannot forget about flexibility — or the fact that remote and flexible work has worked for over two years. Society needs to change its overall thinking from let’s get back to the old way of work to let’s embrace the world of flexibility.

What is your greatest source of optimism about the future of work?

As a parent, I tend to think of the future through the lens of my children. My oldest is in his first year of high school and is currently looking for a summer job. As opposed to applying to the local fast-food restaurant, he can embrace the remote/hybrid work model and is doing multiple, flexible, part time jobs. From walking dogs in the neighborhood to doing stock research for a financial fund, he will get a variety of experiences just from the new way the world is working. What makes me most optimistic about the future of work is the tools and resources the next generation has at such a young age that I could have never dreamed of at the same age.

Our collective mental health and wellbeing are now considered collateral as we consider the future of work. What innovative strategies do you see employers offering to help improve and optimize their employee’s mental health and wellbeing?

I feel like this is something we’re collectively still figuring out as the aftermath of the pandemic is starting to subside. But what I’ve seen is that employers have made significant strides in their flexibility offerings — which is promising. At 1E, we are a hybrid organization through and through, which gives our employees a lot of personal flexibility in how, where, and when they work. We have leaned into online communities and are providing periodic “wellbeing” sessions that are available to all employees to share how they’re feeling and have open and honest conversations.

From the employee perspective, I see a greater focus and importance on company values. In the past, company values were often just fodder for “About Us” pages, but now they are strong signals for how a company operates. As employees search for jobs, company values will offer a window into the soul of the organization and will serve a greater purpose in recruitment.

It seems like there’s a new headline every day. ‘The Great Resignation’. ‘The Great Reconfiguration’. And now the ‘Great Reevaluation’. What are the most important messages leaders need to hear from these headlines? How do company cultures need to evolve?

These headlines are not going away anytime soon, so it’s important for leaders across industries to find ways to ensure they are not the next victim of The Great Resignation. One of the first and best things business leaders can do in response to these headlines is reevaluate how they are measuring employee success and engagement. This includes leaning on IT and technology to keep track of productivity levels across a company. The data provided by this type of tools allows leaders to see where the holes are in their organization, understand how remote or in-office employees are feeling, and address the issues head on to create a more balanced work environment and culture.

As I mentioned earlier, DEX tools are a great starting point. Companies that prioritize DEX have historically experienced easier transitions for employees working either fully remote or with flexible schedules, which will ultimately provide businesses with reduced costs, improvements in employee satisfaction and overall productivity.

Let’s get more specific. What are your “Top 5 Trends To Track In the Future of Work?”

  1. Rise in digital empathy. I mentioned this one already but I really think this will be a gamechanger for the future of work. If companies refuse to bridge the expectations gap and embrace digital empathy — by bringing in new technology — they will become obsolete.
  2. The overlap of IT and HR. This is essentially what DEX is all about. In the future of work, companies with poor digital employee experiences will find they have a hard time retaining talent. In order to grow and maintain competitiveness in an increasingly competitive landscape, companies need to bring these two previously siloed departments together.
  3. Employee experience will help slow The Great Resignation. With great experience comes great success — and DEX tools will move to the forefront of digital workplace technology. Companies who invest in DEX tools will see less employee turnover related to IT dissatisfaction.
  4. The rise in office hubs. As we’ve started to see, organizations are forgoing their permanent office space and extending their hiring beyond the traditional 25-mile radius from that space. We’ll see more office hubs emerge for employees to gather for one-off meetings or company get-togethers.
  5. The blending of traditional employment and the gig economy. We’ll start to see knowledge workers become more specialized, and operate in an on-demand, auction-based market. A good example of this opportunity in the marketing world is SEO. Today companies either hire in-house or use an agency. Going forward, an SEO specialist could work individually on demand with multiple companies instead of having to join an agency or go fully in-house.

I keep quotes on my desk and on scraps of paper to stay inspired. What’s your favorite “Life Lesson Quote”? And how has this quote shaped your perspective?

I’m a big Hemingway fan. In The Sun Also Rises, one of the characters states, (the) “Road to hell is paved with unbought stuffed dogs.” Out of context, it makes little sense, but it is about living in the moment and seizing opportunities as they present themselves. This is a philosophy I carry in both my personal and professional life.

We are very blessed that some of the biggest names in Business, VC funding, Sports, and Entertainment read this column. Is there a person in the world, or in the US, with whom you would love to have a private breakfast or lunch, and why? He, she, or they might just see this if we tag them.

This is a tough one. I grew up listening to the Beatles, so my top choice would be Paul McCartney. Watching the recent Get Back documentary reminded me just how creative the Beatles were. On a recent run in London, I searched for the building where they performed the rooftop concert. How I would love to have seen that live!

Our readers often like to continue the conversation with our featured interviewees. How can they best connect with you and stay current on what you’re discovering?

Readers can connect with me on LinkedIn and follow 1E on LinkedIn and Twitter. They can also check out 1E’s YouTube page for exclusive interviews and the latest product and service announcements.

Thank you for sharing your insights and predictions. We appreciate the gift of your time and wish you continued success and good health.

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Celebrating International Youth Day – 06 Nonprofits empowering the youth to lead the world 

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It is estimated that half of the young children between the ages of six and thirteen lack basic literacy and numeracy skills and that childhood poverty is one of the most prevalent problems worldwide. According to World Health Organization, globally, one in seven 10-19-year-olds experiences a mental disorder. 

UN’s International Youth Day is intended to draw attention to these issues and encourage action to solve them. Beginning in 2000, the day is celebrated each year on the 12th of August with a theme. The theme for 2022 is “Intergenerational solidarity: Creating a world for all ages.” This theme aims to raise awareness about the need to act across generations to achieve the Sustainable Development Goals (SDGs) and leave no one behind. 

Goodera has compiled a list of nonprofit organizations that aim to empower youth and make resources available to them. Keep reading to find out more about the organizations and consider supporting their cause.

1. Limitless is providing youth with resources to build meaningful lives 

Limitless empowers youth to discover their worth, find hope, and live meaningful lives. They strive to end the powerlessness caused by poverty, mental illness, and social inequality. Among the services they provide are outreach, social work, mentorship, career counseling, and scholarships for youth and their families.

2. 100cameras is instilling hope in youth with photography skills

100cameras works with youth around the world who have endured challenging experiences. Through photography, they teach them how to tell their stories in a way that impacts their self-image and involvement in their communities. They offer a customized curriculum that combines storytelling with technical photography skills. They provide a setting where young people can tell their stories without judgment or expectations and gain hope for the future by processing and revealing their past and present. Additionally, they offer a platform for selling photographs.  All proceeds go directly towards funding the most pressing needs in their communities, so they can see how their contribution is making a difference.

3. Majulah assists youth in self-discovery and skills enhancement 

Majulah Community believes that every young person has the potential to make a positive impact on the world. Established in 2010, the organization is on a mission to create changemakers. To help youth through every stage of their lives, they work with changemakers, families, teachers, and fellow non-profits. A number of programs are offered, including the Heroes League, a mentoring program that develops heroes, the Everest Programme, which provides experiences outside the classroom, and after-school programs.

4. Words4Weapon is on a mission to create safer communities 

Words4Weapon advocates for reducing knife crimes in the UK. Since its inception in 2007, this weapons-surrender charity has been placing knife bins across towns and cities in the UK. They are working with the motto of “Collecting Knives, Saving Lives”. Its vision is to leverage the power of education to reduce knife-based violence and crimes in the UK. To promote the same, they offer a range of education services like training for youth workers and awareness sessions. Additionally, they also provide training courses for the youth to develop their own anti-knife crime programs. 

5. Pomoc deci is striving to mitigate the effects of violence and poverty on the youth 

The Pomoc deci organization was founded in 2003. The organization provides high-quality childcare and education for children 0-18 years old, as well as assistance to young people in finding their own place in Serbia. Pomoc deci (CYSO) focuses on three main programs: Quality Education for All (equal education for all children, improved education for ethnic minorities from pre-school to adulthood), Youth Mobilization (community needs, social partnership at the local level, primary health, capacity building for local NGOs) and Preventing Child Trafficking.

6. Change Happens! is empowering the youth to understand their potential 

Change Happens!, formerly Families Under Urban & Social Attack (FUUSA), works to transform the lives of families and children in high-risk communities in the Gulf Coast Region 6. Over the past 25 years, the organization has grown from one program to over 18 programs. Also, its service area has expanded beyond Houston’s Third Ward to cover 13 counties along the Gulf Coast. The organization provides a variety of programs that are designed to empower individuals to help themselves. Each year, Change Happens! empowers and educates over 100,000 adults and adolescents while continually positioning itself to increase its impact on local neighborhoods.

Youth are an important resource for achieving the United Nations 2030 Agenda for Sustainable Development Goals. In addition to bringing to light issues facing the youth, International Youth Day helps lay the groundwork for future success. Come join us as we celebrate the strength of the youth and encourage them to take action to build a better tomorrow.  

Are you a nonprofit professional? Share your impact story with our team to get featured and reach a global network of corporate volunteers powering the world of good.

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