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Jess Legge On How We Need To Adjust To The Future Of Work



The Benefits of Flexibility. One thing the pandemic taught us is that many types of work can be done anywhere and at any time. We see so many companies choosing not to reopen their offices, as being remote hasn’t affected the success and productivity of their teams. The savings on facilities is great for companies, but it’s unwise for them to count it all as such. Businesses must continue to invest in the employee work environment — making it motivating, engaging, and productive — wherever it is.

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 Jess Legge.

Jess Legge is the CEO and Co-Founder of Sifted, a woman and LGBTQ+ owned company that offers resources for organizations looking to engage their employees in the new era of the workplace. Founded in 2015, Sifted is the employee engagement partner to Fortune 500s and the nation’s fastest-growing companies. Jess is also an advisor and co-founder of Street Sense, the only fully integrated curb management technology that utilizes citywide camera networks to gather curb utilization data for both drivers and municipalities.

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 took a charcoal drawing intensive in college that started at 7:30 am and was a 3 hour long lab each week. Going into the course I was nervous — I have always liked art and enjoyed painting and drawing in my free time but I’d never done it for a grade. I walked into the first day of class and they handed me a pinecone and told me to start drawing. This was our first project. I meticulously worked on the sketch for the week, hell bent on getting an A. I turned in the sketch that Friday and when I got my grade back, I had flunked it. I went into the professor’s office dumbfounded and asked for feedback. He looked at me and said he failed me because he could see in my strokes that I was trying too hard to do what I thought he wanted to see versus what was natural. I asked for a redo and submitted a new drawing (that I did in half the time with my intuition guiding me) and got an A. That lesson always stuck with me — if I try to mold myself into what I think someone’s expecting, I can hamper my abilities and the inauthenticity will be obvious. It’s been a valuable lesson in all aspects of life — including entrepreneurship.

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?

Collaboration will always be a part of work. Ways to engage, communicate with one another, building trust. Sifted is all about team engagement, no matter where we’re working from, our teams will always rely on communication. It can be difficult to predict what can happen 10–15 years from now, given what has happened in the last 2 years. If anything will be different, the idea of human connection is going to be important to foster work relationships and creativity.

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

Be open to new technology and ways of doing business, try new things, and be decisive about what to keep and what isn’t for your organization. Also, take care of employees. Pay them more than the competition, provide flexible work environments, create opportunities for meaningful engagements and relationship building during the workday, provide opportunities for advancement beyond the stereotypical management path.

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?

Employees post-pandemic want meaningful perks, more than just donuts and beer carts. I think that will continue to be an expectation for employees, and something that employers will need to think ahead on. What actually makes them happier, better nourished, feel more like a team with their coworkers? That’s where Sifted provides such value. We allow companies to perk employees in a way that is truly meaningful. Not only are there the real benefits of having a free, healthful lunch, but the secondary benefits of nourishment, team building, and breaking from the day to experience something new and different have long term value for the employer and the employee.

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

There’s no doubt about it. Employees now demand the ability to work remotely. However, having done so for so long, employees will also demand workplaces that give them a quiet, focused, inspiring place to work away from the distractions of home. Companies will be forced to offer models that accommodate those who love work from home as well as those who don’t. It’s going to be vital for them to be flexible in providing the perks and benefits for both in-office and remote employees.

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?

First and most importantly, organizations have to get better at listening to their employees’ needs and work to anticipate ways in which their environments might be exacerbating existing disparities within the workplace. Create a culture that supports and rewards honest conversation around the changes that have occurred as a result of the pandemic. For some employees, work from home might be a welcome relief while other employees fear getting left behind if their contributions are not seen within the traditional office setting. Employers must be aware of disproportionate child-care burdens that some of their team face, concerns around opening up their private lives via Zoom to their teams, and so on while working from home — all while acknowledging that WFH and hybrid models have been a welcome reprieve for some historically marginalized staff, offering more freedom to show up as their authentic selves. Each and every individual on your team is unique and deserves the space to ask for an environment that supports their needs and we as a society and as business leaders have to give them the opportunity to do so. We must challenge our implicit biases and examine the systems we have in place to ensure they are supporting an inclusive future of work.

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

Working isn’t a bad thing. In fact, work gives us purpose, a chance to create, a place (among others) to make an impact. The way the outlook on career and the workplace has changed in the last several years is going to change what people will expect out of their careers and from their future jobs. I believe we’ll continue to grow and evolve and that we can find positive ways to bring the joy back to work.

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?

We’re already seeing many companies provide coverage for mental health under their insurance plans, which is an important first step. But we know that’s just one way to address mental health and that a healthy mental state comes from being nourished in many ways. Food is one literal form of nourishment — our clients are supporting employee wellness and combining it with their own collaboration. Another piece of that is full office closures. Coinbase just announced shutting the office down for four weeks spread throughout the year. Sifted shuts the whole office down from 24th of December to January 2nd to provide more intentional opportunities to recharge. I would also consider child care stipends to be a way for employers to optimize their employees’ mental health and wellbeing. It takes the mental load off of working parents to know they can work and provide for their families while knowing their children are being taken care of.

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?

The names are new, but the concept isn’t. We need to listen to our employees as we always have. We need to listen, enact changes, get feedback, and keep tweaking and improving. We also need to understand that work is a two-way street. Employers can no longer get away with assuming an imbalanced power dynamic; workers are reclaiming their power, as they should.

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

  1. Empathy is Key
    Empathy is key in retaining employees. Companies must listen to their employees and put themselves in their shoes to fully understand and connect with them. Moreover, if we say we believe this but don’t build that belief into our plans, we can’t deliver. Our business plans need to be designed with empathy in mind. We must leave room — time, resources, space — for the business to accommodate employee needs for time away for illnesses, family priorities, and time off.
  2. Connection in the Workplace
    Connecting with employees on a level beyond work creates a more collaborative environment and shows that the employer values them. Showing your employees you care about them as people and providing them with an inclusive space can directly impact the growth of your company. It’s hard not to like people when you know them on a personal level, so helping your teams know one another makes room for them to like, support, and help each other.
  3. Meaningful Perks
    As I’ve said, employees nowadays are looking for meaningful perks above everything else. As the workplace continues to evolve, so will the kinds of perks that employers are offering. Whether it’s catered lunches, or even offering sabbaticals, certain perks are deemed more valuable to employees than a pay raise. These perks will become more creative and elaborate over time, which we’re starting to see with many organizations.
  4. The Benefits of Flexibility
    One thing the pandemic taught us is that many types of work can be done anywhere and at any time. We see so many companies choosing not to reopen their offices, as being remote hasn’t affected the success and productivity of their teams. The savings on facilities is great for companies, but it’s unwise for them to count it all as such. Businesses must continue to invest in the employee work environment — making it motivating, engaging, and productive — wherever it is.
  5. Technology Evolution
    As technology continues to evolve, the more managerial tasks will become automated. This may be viewed as a negative to some, but I see it as a positive because it will allow employers to focus more on the manager-employee relationships and fostering the core components of their organizations. Businesses need to be thoughtful about where they automate and intentional about where they choose not to leverage technology. When it comes to relationships, technology should serve to deepen the personal connection, not to replace it.

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?

Work hard and treat people well. This is how Sifted operates. We’re completely bootstrapped, and at our core we are about treating people — our clients, their employees, and our employees — well. Whether that’s treating them to lunch or treating them with respect, we treat others well. These simple words keep me grounded and focused on what matters. As Brene Brown is known for saying, “what we know matters, but who we are matters more.”

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.

Ava Duvernay. I’m such a big fan of her films; I value the messages they convey and admire the way she conveys them. She’s immensely talented, a pioneer in her field, and a force for inclusion, and I could learn so much from her.

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?

@jlegge on twitter

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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New Study Reveals Majority of UK’s Young People Unaware of Careers Advice on Offer



Jack Parsons

3rd July 2023, London, United Kingdom:

  • A new study from Youth Group finds three fifths (63%) of 18–25-year-olds are unaware of the current career advice available to them.
  • Just under half (48%) feel they are limited when it came to accessing vital career guidance.
  • Findings revealed to coincide with the anticipated launch of Season 3 of ‘My Duvet Flip: The careers show for young people’ fronted by UK’s Chief Youth Officer Jack Parsons.
  • The latest season of My Duvet Flip is backed by returning Season Two partners Aviva & EY, who are now joined leading UK jobs platform Totaljobs.
  • Season 3 is available to watch on LinkedIn, Youth Space, TikTok, and YouTube, starting from July 1, 2023.

Youth Group, the nation’s leading youth employment company with over 1.7 million members, have published new figures underlining the extent to which young people are being left without the necessary access support and guidance needed to successfully start their careers and navigate the UK’s turbulent job market.

Figures released by Youth Group reveal a clear gap between the guidance currently provided and the needs of young job seekers. The majority of young people (16–24-year-olds) are simply unaware of the available career advice resources on offer. A further 48% also found that when trying to access these resources they have felt restricted in terms of the advice they were able to access.

It is response to clear gap in careers guidance that ‘My Duvet Flip: The Careers Show for Young People’ is returns this July for its highly anticipated third season.

Backed by returning Season 2 partners Aviva & EY, season three also introduces a brand new partnership with leading UK recruitment solutions provider Totaljobs, part of global digital recruitment platform, The StepStone Group.

Totaljobs is well-aware of the considerable challenges being faced by young people in the UK. Their own report in the nation’s future talent, released in October 2022 found that half (48%) of 16-18 year olds in the UK believed they were receiving a lack of career advice at school.

Totaljobs has over 20 years’ experience helping individuals find the best job that suits their life circumstances. Whether it’s the first step in their career or a job to cover their expenses, together, this partnership seeks the best guest line-ups, whilst providing educational and job advice to instil confidence in young people across the UK to achieve their employment goals.

By joining forces with ‘My Duvet Flip‘ Totaljobs aims to empower and inspire the youth of the UK. Season Three, presented UK’s Chief Youth Officer, Jack Parsons will continue to engage in up-front, candid conversations with global business leaders, entrepreneurs, and politicians. The show explores their career journeys and seeks to extract valuable tips and advice for viewers from their own experiences. The series also offers insights into what motivates these leaders to succeed and what inspires them to start their day with a positive mindset.

Season Two saw an incredible line-up of guests, such as UK Prime Minister Rishi Sunak, Debbie Hewitt, FA Chairman, Sebastian Dettmers, Chief Executive Officer, of The Stepstone Group, and President of Google Europe; Matt Brittin.

The second season of ‘My Duvet Flip’ attracted an impressive 9 million views and generated over eight times more engagements compared to the previous season.

Jack Parsons, CEO of Youth Group and the UK’s Chief Youth Officer says:

“I’m excited to present the third season of ‘My Duvet Flip’ and share the motivational and honest conversations I’ve had the privilege to experience with some of Britain’s most successful business leaders, including Sebastian from The Stepstone Group,” shared Parsons. “The podcast is all about supporting the millions of young people across the UK and empowering them to achieve their goals.”

Sebastian Dettmers, Chief Executive Officer of The Stephone Group said:

“I am proud that Totaljobs will now be a partner of ‘The Duvet Flip’ for the 3rd season. Earlier this year, I guested on ‘My Duvet Flip’ and met Jack in person and was very excited by his mission: to be an inspiration and support to young people in the world of work. This fits very well with what we do at The Stepstone Group and at Totaljobs where we help to help find the right job for everyone.”

Jack Parsons, has already earned multiple accolades, including being recognised as LinkedIn’s ‘Top Voice for Young People’ and ‘Top 15 Young Entrepreneurs to Watch,’ hopes that the second season of ‘My Duvet Flip’ will inspire young individuals across the UK to realize and fulfil their potential.


Notes to Editors:

Survey conducted by Youth Group between February to April 2023. The total survey sample was 15,847 young people between the ages of 18-25.

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Brayan Jimenez talks about Maximizing Business Growth: Unleashing the Power of a Strategic Financial Controller in Fintech and Business Improvement




In the fast-paced world of business and fintech, organizations face unique challenges that demand a strategic approach to financial management and operational enhancement. A skilled and experienced strategic financial controller proficient in implementing Enterprise Resource Planning (ERP) systems and optimizing processes is the catalyst for unlocking growth potential and mitigating risks.

This article delves into the significance of having a strategic financial controller, the risks associated with neglecting one, and the exceptional value they bring to businesses in the fintech sector.

What is a Strategic Financial Controller?

A strategic financial controller is a highly skilled professional who plays a crucial role in managing an organization’s financial operations and driving its financial success. They possess a deep understanding of financial management, accounting principles, and business analytics, allowing them to provide strategic insights and guidance. Unlike traditional financial controllers, they take a proactive and forward-thinking approach, aligning financial strategies with the organization’s overall objectives.

They work closely with key stakeholders to develop and execute financial plans, optimize profitability, and mitigate risks. A strategic financial controller also excels in identifying opportunities for operational improvement, implementing efficient processes, and ensuring compliance with regulatory requirements.

Their expertise in ERP systems and data analysis enables them to provide accurate financial insights for informed decision-making. Overall, a strategic financial controller is an invaluable asset in driving financial stability, growth, and long-term success for businesses.

The Value a Strategic Financial Controller Brings to Businesses

A strategic financial controller brings immense value to fintech businesses, mitigating risks and driving growth through their expertise in various key areas.

  • Financial Strategy and Planning: A strategic financial controller aligns financial strategies with business objectives, providing guidance on capital allocation, funding strategies, and financial forecasting. This ensures businesses are well-positioned for growth and financial stability.
  • Operational Efficiency: By implementing ERP systems and optimizing business processes, a strategic financial controller enhances operational efficiency, minimizes costs, and maximizes resource allocation. This leads to improved productivity, reduced inefficiencies, and increased profitability.
  • Risk Management and Compliance: In the fintech sector, compliance with regulatory requirements is paramount. A strategic financial controller helps navigate complex regulations, ensuring compliance and mitigating legal and reputational risks. They also establish robust risk management frameworks, safeguarding against potential threats and strengthening data security measures.
  • Data-Driven Decision Making: A strategic financial controller has extensive knowledge of financial management and data analysis. They empower executives to make informed decisions, spot market trends, and spur innovation by converting complex financial data into usable insights. This gives companies a competitive edge and encourages long-term growth.

The Risks of Ignoring the Role of a Strategic Financial Controller

Failure to employ a strategic financial controller exposes businesses in the fintech sector to numerous difficulties and risks. Without their expertise, organizations may encounter:

  • Inefficient Financial Operations: Inadequate streamlining of financial processes leads to errors, delays, and subpar financial reporting, hampering decision-making and compliance efforts.
  • Regulatory Non-Compliance: The highly regulated fintech landscape requires meticulous adherence to complex regulatory requirements. Without a strategic financial controller’s guidance, organizations may struggle to navigate these regulations, resulting in legal and reputational risks.
  • Inadequate Risk Management: Fintech companies handle sensitive financial data and are prone to cybersecurity threats. The absence of a strategic financial controller increases vulnerability to data breaches and financial fraud.
  • Missed Growth Opportunities: Absence of a dedicated professional overseeing financial strategies may result in missed growth opportunities, failure to optimize revenue streams, and suboptimal investment decisions.


In the ever-evolving world of business and fintech, the role of a strategic financial controller is pivotal. Neglecting to employ one exposes businesses to inefficiencies, compliance risks, and missed growth opportunities. However, by harnessing the expertise of a strategic financial controller in ERP systems, financial management, and operational enhancement, fintech organizations can thrive, outpace their competitors, and achieve sustainable growth. Investing in a strategic financial controller is a strategic decision that ensures financial stability, streamlines operations, and propels businesses towards unprecedented success.


Brayan Jimenez – LinkedIn

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Breast Cancer: Facts, Symptoms, Prevention and Latest Research



Photo by Leeloo Thefirst:

Breast cancer is one of the most common cancers that affect women worldwide. While significant progress has been made in early detection and treatment options, it remains a serious health concern with potential life-altering consequences. This article provides an overview of breast cancer facts and statistics, symptoms to look out for, ways to lower risk factors, screening methods available for early detection, and the latest research developments in finding better prevention measures and treatments.

Facts and Statistics

Breast cancer is the most common cancer globally, accounting for 12.5% of all new annual cancer cases worldwide. In the U.S., an estimated 287,850 new cases of invasive breast cancer and 51,400 new cases of non-invasive (in situ) breast cancer are expected to be diagnosed in women in 2022. About 13% of U.S. women will develop invasive breast cancer during their lifetime.

The risk factors for developing breast cancer include being a woman and getting older; however, some genetic mutations can also contribute to its development. While about 85% of breast cancers occur in women with no family history of the disease, Ashkenazi Jewish women have a higher risk due to a higher rate of BRCA mutations.

Breast cancer death rates have been decreasing since 1989 due to treatment advances and earlier detection through screening; however, persistent disparities exist among different racial or ethnic groups. Black women are more likely than any other group to die from breast cancer due partially to high rates of triple-negative breast cancer diagnosis.

What Are the Symptoms of Breast Cancer?

Breast cancer symptoms can vary from person to person, and some individuals may not experience any signs or symptoms at all. However, there are warning signs that people should be aware of.

These include the appearance of a new lump in the breast or underarm, thickening or swelling of part of the breast, irritation or dimpling of breast skin, redness or flaky skin in the nipple area or on the breast, pulling in of the nipple or pain in this area, nipple discharge other than milk (including blood), and any change in size/shape/pain experienced within any portion(s) of your breasts.

It’s important to note that these symptoms can also occur due to non-cancerous conditions; thus it is recommended for an individual with such concerns to seek advice from their healthcare provider as soon as possible so they can determine if further testing is needed.

Ways to Lower the Risk of Breast Cancer

There is no guaranteed way to prevent breast cancer, but there are steps that can be taken which may help to reduce the risk. Some risk factors are beyond an individual’s control, such as age and gender; however, other factors like body weight and alcohol consumption can be modified.

For all women, maintaining a healthy weight throughout life by balancing food intake with physical activity is crucial in reducing the risk of developing breast cancer after menopause. Regular moderate-to-vigorous physical activity for at least 150-300 minutes per week (or any combination of these) is also recommended.

Alcohol should either be avoided or limited to one drink per day at most since even small amounts have been linked with an increase in breast cancer risk.

Breastfeeding for several months after childbirth might also lower the chances of developing breast cancer while using hormone therapy after menopause can increase the risk. In case hormonal treatment options are required post-menopause, non-hormonal options should be discussed with healthcare providers.

For women who are known to have an increased risk of developing breast cancer due to certain genetic mutations or family history etc., medical interventions like genetic counseling/testing and prescription medicines like tamoxifen and raloxifene could help lower their chances of getting it. Preventive surgery or close observation for early signs of this disease could also be considered based on individualized assessments made by healthcare professionals.

Screening for Breast Cancer

Breast cancer screening is used to detect the disease before symptoms appear. Tests like mammography, ultrasound, and magnetic resonance imaging (MRI) can be used for screening. The primary goals of breast cancer screening are early detection and reduction or elimination of deaths from the disease. Mammography is currently considered to be the best tool available for breast cancer screening as it has been shown to reduce fatalities resulting from this type of cancer.

While digital mammography may be more effective at identifying cancers in dense breasts, 3D mammograms may improve sensitivity even further by reducing false-positive results that lead to additional testing and anxiety. However, overdiagnosis remains a potential issue with this method.

Other tests such as ultrasounds and MRIs are not routinely recommended unless there is a high risk of developing breast cancer due to genetic mutations or other factors.

The frequency and type of breast cancer screenings recommended depend on individual risk factors, age, health status, etc., so it’s important to discuss options with your doctor. Different organizations have varying recommendations regarding when women should start getting screened for breast cancer as well as how often they should receive these tests.

It’s worth noting that while clinical breast examinations (CBEs) are included in some guidelines along with mammography, others do not recommend them for women who are not at an increased risk of developing breast cancer. Breast self-examination is also not proven to lower mortality rates but can help people become familiar with their bodies in order to better identify changes that could indicate a problem.

Latest Research on Breast Cancer

Researchers are studying various aspects of early-stage and locally advanced breast cancer to find ways to prevent the disease, provide better care, and improve treatments. This includes identifying causes such as environmental factors, lifestyle choices, and endocrine disruptors. Additionally, they are developing new methods for evaluating genes and proteins in order to determine the best treatment options for each individual patient.

Other areas of research include finding more effective ways to prevent breast cancer or detect it at an earlier stage; determining whether ductal carcinoma in situ (DCIS) should always be treated with surgery; identifying which molecular subtypes of cancer require chemotherapy; testing new drug therapies for different types of breast cancer; exploring approaches like targeted radiation therapy schedules and reconstructive surgery techniques; improving hormonal therapies for ER-positive breast cancer patients; managing symptoms associated with treatments that affect the quality of life.


In conclusion, breast cancer is a serious disease that affects many women worldwide. While there are steps to reduce risk factors and early detection through screening, ongoing research is necessary to improve treatment options and overall outcomes for patients. Recommendations include maintaining a healthy lifestyle, regular screenings based on individualized assessments by healthcare professionals, and staying informed about the latest research developments in breast cancer. It’s important for individuals to discuss any concerns or questions with their doctor and follow recommended guidelines for prevention and care.

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