‘I’ve never been happier.’
Not a phrase you might associate with life after redundancy but, for many, that enforced break leads to new opportunities.
After a long career working for the Australian Government Cindy Sciberras found herself unemployed following a redundancy during the pandemic. Using her skills as a journalist she started her own podcast to find out how other Australians, who’d also been made redundant, were faring in a tough economy and what they were doing to find new incomes. Cindy shares her her findings, insights and describes her new direction - and how she’s never been happier.

Get out, get loud, don’t be invisible - an Australian view; in conversation with Cindy Sciberras

The purpose of a CV or resume is to get you to an interview.
If you aren’t getting invites to interviews then you are being sifted out.
So how do you reduce your risk of being sifted out at the application stage? And why does my guest really ‘hate’ application tracking systems - and what you might be able to do about them. In conversation with Jane Ferré

How to reduce the risk of being sifted out at the application stage: in conversation with Jane Ferré

Waiting for the perfect time. With your Unicorn. In Camelot.
You’re 50+, you’re unemployed, you can’t get a job and you’ve come to the realisation that you may no longer be employable in mainstream work. 
What do you do?
You could sit back and wait for the 'perfect time' to make your move. Hint - there is no ‘perfect’ time.
Katherine Brown, in the 50fiftyproject, set out to talk to 50 older entrepreneurs, learn what makes them successful, what motivates them and why they took the decisions they did. 
Find out what Katherine’s learnt so far with 37 conversations completed out of her target of 50 by the end of the year. And what Katherine did next.

There is no ‘perfect time’ - experience is your superpower; in conversation with Katherine Brown.

‘Ageism is rife in the recruitment industry.’ 
Who said that? 
The CEO of the British Recruitment Federation on record during an open session in the UK Government’s Select Enquiry into ageism in work. 
And they didn’t show any contrition.
So if that’s how the recruitment industry sees itself how can organisations be encouraged to harness the power of older workers and what are the benefits of multigenerational teams?
Whose responsibility is it to encourage businesses? Governments? The organisations themselves? Anyones?
Do some of the problems lie with older workers themselves e.g. self-disablement?
Which businesses are harnessing the power of intergenerational teams successfully - we name names.

Encouraging organisations to harness the benefits of older workers; in conversation with Mary Bright

VOTE FOR MY SXSW PANEL: https://panelpicker.sxsw.com/vote/118371
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On this episode I am joined by the outspoken, positive being known as Teri Green-Mason. She tells us the story about starting off her career as an intern (it sounds normal, but it's not what you think) and how she climbed the corporate ladder extremely quickly. Learn how this transformational CIO builds successful teams and has everybody wanting to join her standups. And most importantly she's giving all of us game about how to get into that coveted c-suite just like her. Don't believe me? Listen to the episode now to find out!



Full show notes for this episode can be found here: https://blacktechunplugged.com/2021/08/12/ep-047-teri-green-mason-unplugged/

Connect with Teri:
Facebook: facebook.com/teri.green.9
LinkedIn: linkedin.com/in/terigreen
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Black Tech Unplugged

Bringing the People Mechanics Back to Leadership: Teri Green-Mason Unplugged

If you don’t manage your personal brand then Google will.
You’ve got a good track record of employment, many years of developed skills and hard won knowledge. 
Recruiters know who you are, they can see from your resume/CV what you can do. So you don’t need a personal brand, right?
But you already have a personal brand whether you like it or not - is it the brand you want recruiters to see? Does it reflect what you want to say and how it projects you? And just what does it say it about you anyway? If you have little or no internet presence then what is that indicating to potential employers?
What do you need to do and how do you go about it? Joanne Tombrakos discusses the essentials of personal brand management and the importance of story telling.

Why you need to create, manage and curate your personal brand; in conversation with Joanne Tombrakos

‘I can’t do that, I’m a dinosaur, I’m too old to be trained.’

We’ve probably all heard people say something like that - effectively they are self selecting themselves out of building up their skill base at work. And therefore making themselves a less valuable resource.

There are many things that may prevent older workers being recruited and trained but stereotyping, assumptions and self disablement play a significant role. And that includes the stereotypes and assumptions of both employers and employees. Professor Sarah Vickerstaff (Kent University, UK) and Dr Mariska Van der Horst (VU Amsterdam) discuss the findings of their latest research and the impact on multi-generational workforces. 
And you getting that job or being offered training.

Stereotypes can stop you being recruited or trained; Dr Sarah Vickerstaff & Dr Mariska van der Horst

WATN: Remember when prisons were touted as economic development in the north country?

’40% of employees report to a boss younger than them.’* Does that matter? What are the implications for the workplace and how might it affect the dynamics of the relationships between leader/follower and younger v older. Does it lead to generational conflict in the workplace?
Gentelligence is the term coined by Megan Gerhardt, Professor of Leadership, Miami University, Ohio for our need to be smarter about intergenerational collaboration and cooperation and looking for the positive opportunities it brings. 
Most people want, amongst other things, a sense of purpose, flexibility, support and appreciation in their job. But stereotypes about mature workers, generational shaming and negative narratives about what they can or can’t do actively hinder and reduce opportunities for fulfilling work as you get older.
Megan discusses how different generations pursue fulfilment of those needs. Finding essential common ground with colleagues, older and younger, recognises the unique needs that come with different generational identities and also the tremendous benefits that this can bring to an organisation.

* Data from Megan Gerhardt, Professor of Leadership

Gentelligence: intergenerational collaboration & cooperation at work; with Professor Megan Gerhardt

The emotions you’ll likely feel following a redundancy or layoff can affect your moods for a long time. Even if you saw redundancy coming, it still comes as a shock. The emotions you’ll experience have been likened to a bereavement. Paula Gardner, psychologist and coach, talks about what is normal and strategies for dealing with this difficult period. Paula also talks about what women in their 50s, who are facing mid life career change, divorce and confidence issues can do in their search for meaning and a desire for visibility.

Don’t look back in anger - your emotions following redundancy; in conversation with Paula Gardner

Join Deena McKay as she shares the authentic stories of Blacks in the tech. Not only will you learn their stories, but you'll also learn about their successes, failures, resources and most importantly the skills you need in your toolkit to be successful. Each episode is meant to inspire, motivate, and empower those in tech or looking to get into the industry.

The podcast about the challenges of finding employment as an older worker.

New tracks tagged #Layoff