OpenWater Group | LinkedIn (original) (raw)
About us
New relationships drive fresh opportunities. OpenWater is building a community and platform for midlife professionals to help expand networks, boost discoverability and connect with new opportunities. Whether you are redefining your next chapter, re-aligning your work-life values, or just want to connect and collaborate with like-minded peers, OpenWater helps you navigate what’s ahead. The business world is not ready for a generation of knowledge workers who live longer, are still highly productive and still want to work. OpenWater provides a clear path forward by building a platform that connects experienced professionals through exclusive events, shines a light on their experience, and sharpens their skills. You’ve got tons of talent, skill and most of all wisdom from your years of experience. OpenWater gives you the tools to clarify your professional story, showcase your talents, and shift into a new way of working. Visit OpenWater today to apply for membership!
Industry
Think Tanks
Company size
2-10 employees
Headquarters
Palo Alto
Type
Privately Held
Founded
2023
Specialties
Wisdom Network, Economic Opportunities, Accomplished Professionals, Personal Fulfillment, Thought Leadership, Advocacy, Diversity, Inclusion, Curated Member-only Community, Unmatched Wisdom, Highly-vetted Network, Trusted Outcomes, and Community
Locations
Employees at OpenWater Group
Updates
- From this article: "It can be easy for managers to buy into typical stereotypes of Gen Z and dismiss them entirely; however, companies have an equal responsibility to prepare recent graduates for their particular workplace and give them the best chance to succeed. By understanding the challenges of Gen Z workers, companies can take a more proactive approach by implementing formal employee onboarding programs that clearly outline company culture and expectations. Paring recent grads with mentors in the company can also pay huge dividends as that can provide Gen Z workers with the guidance, feedback, and support for them to succeed." There is a huge opportunity for intergenerational workforces, and OpenWater is helping bring them together. What do you think Gen Z could learn from Gen X (and older?). What could Gen X learn from Gen Z?#mentors https://lnkd.in/dN6M8n2t
1 in 6 Companies Are Hesitant To Hire Recent College Graduates - Intelligent intelligent.com - Join us for a special in-person event with Adam Dorsay, Psy.D. to talk about developing and strengthening your connections with yourself, others and the world around you. This free event is happening on October 15 in San Francisco. Leave a comment for registrations information
#connection
- Need help launching your own freelance business? Then you should watch this video discussion we hosted yesterday! Panelists Patricia Bravo and Tom Genoni have each run their own services businesses for years and shared their insights with our audience. In this Q&A, we covered topics such as: - When you know you’re ready to go solo - Project vs. hourly pay - Tips for finding new clients - The "business" side of running your own business#freelancing #consulting https://lnkd.in/gjutxX4A
How to Start Consulting and Freelancing
https://www.youtube.com/
- Sara B. Hart, PhD has been fighting for gender equity for decades. As the Founder of Prime Spark, Hart now focuses on helping women in their fifties and older eradicate gender ageism. Gender ageism can take many forms, from the blatant exclusion at work, to condescension, to even the greeting cards people pick up that make big jokes out of getting old. In this chat, Hart talks about what gender ageism looks like, how to fight it, and how to be an ally. KEY TAKEAWAYS -How to re-frame your internal approach about aging -How you feel about aging can impact how long you live -How to do your part in eradicating ageism Sara Hart is a member of OpenWater, a new community focused on supporting midlife professionals transition into the next phase of their career by expanding networking, boosting profiles and connecting people with new opportunities. If you are interested in becoming a member, visit OpenWater Group https://lnkd.in/g9rzYxhHDr. Hart earned her Ph.D. at Northwestern University and then taught at Queens ABOUT THE SPEAKER College in New York City. She spent 20 years at Pfizer where she was responsible for leadership, team, and organization development for the research division in the US. She also was head of HR at the research center in the UK. After Pfizer, she founded Hartcom, a management consulting company. She also became Executive Director of the Anita Borg Institute for Women and Technology, an advanced research and advocacy group increasing the impact of women on all aspects of technology. At the Institute she created and led Innovation Workshops working dynamically with women and girls across academic, non-profit and high-tech corporate cultures. She also served as an Executive Director with Association Management Solutions which provides forum management services to some the most innovative technology associations. Sara received formal coaching training at the prestigious Hudson Institute of Santa Barbara and is one of only two certified Thinking Environment™ instructors in the United States.#ageism #genderageism
Stop Buying Dumb Greeting Cards and Other Ways to Fight Ageism, with Sara Hart, PhD
https://www.youtube.com/
- The issue of whether younger generations, in order to advance, need older generations to retire is very either/or right now. Wouldn't it be more interesting to re-frame the discussion as a both/and? How do we both keep the wisdom of midlife professionals and create new opportunities for those coming up? Peter Coy of The New York Times wrote about this intergenerational wrestling match this week. Here are two key bits from that article: "...employers would be at a loss if older workers retired en masse, taking with them their accumulated knowledge..." and "Mentorships that match older and younger workers and forming teams that include people of all ages are good ways to uplift the young and recognize the contributions of the old" The OpenWater community is helping create new career pathways that are not zero sum games for corporations. What do you think are the best ways companies can retain wisdom workers *and* elevate younger ones? #workforces #aging #generations https://lnkd.in/giztayv9
Opinion | For Younger Workers to Get Ahead, Do Boomers Just Need to Retire? https://www.nytimes.com - Hey! We are hosting a free online information session tomorrow, 9/17 at 11:00 a.m. PDT. If you know a midlife professional looking for a supportive community to help navigate their next career move send them this link:https://lnkd.in/gv564dBg #networking
- The U.S. Equal Employment Opportunity Commission released its "High Tech, Low Inclusion: Diversity in the High Tech Workforce and Sector 2014 - 2022" report yesterday. It includes findings about age in tech. From the press release: "The high tech workforce is generally younger than the total U.S. workforce; 40.8% of the high tech workforce are ages 25 to 39, but only 33.1% of the overall workforce. Workers over age 40 in the high tech workforce lost ground between 2014 and 2022, declining from 55.9% to 52.1%. (see Section V, Table 9)" Hat tip to Maureen Clough for surfacing this report. Link to the press release: https://lnkd.in/eUr7phGXLink to the EEOC report: https://lnkd.in/gFjwVPjh #agesim
Host of It Gets Late Early, a show about getting older in Tech | Age Diversity Advocate I Speaker I Podcaster I Career Strategist for People Over 40 | Seen in WIRED, Business Insider and Inside Edition | ex-Journalist
2w Edited
Alright, the gaslighting can stop now. Hot off the press, the raw data we've been seeking 👀 What we all are feeling in the tech industry is real. A brand new report from the EEOC called "High Tech, Low Inclusion" (burn 🔥) shows that older people are not well-represented in the industry - and it's getting worse. Even as our population gets older, fewer people over 40 are in the industry. Our representation in the high tech workforce dropped from nearly 56% in 2014 to just over 52% in 2022. "The high tech workforce remains more highly concentrated between the ages of 25 and 39 than the overall workforce and grew much faster among workers under age 25 (9.3% average annual growth) than the overall workforce (0.4% average annual growth). These findings raise concern about the opportunities for older workers in the high tech workforce and specifically access to jobs within the high tech sector." The report also calls out that age discrimination cases are notably more frequent in the High Tech sector than other industries. FYI, age discrimination can be anything from failing to hire or promote older workers, all the way to systematically targeting older employees for layoffs - something that is the big story beneath our current layoff boom in the industry. I urge you to read the report, which I'll throw below. And spoiler alert: it's not great news for other marginalized groups. Plus, if you're older AND part of another group, that intersectionality is going to make things all that much more difficult for you. We have a LOT of work to do to get tech where it needs to be - and the best part is, when they make the changes to make the workforce more reflective of our society, both employees AND employers will win.#ageism #tech #layoffs--- PS: I’m working to find more information about the correlation between layoffs and age in the tech industry. If you or anyone you know has been a part of a layoff in which you believe age has been a factor, please reach out to me. Some hints about this might include: a disproportionate number of older employees landing on the RIF list, attempts at early retirement, replacing people with younger employees doing the same work, age-related remarks, and so on and so forth.