Latest news with #seniormanagement
CNA
3 days ago
- Business
- CNA
Indian tech company TCS to cut workforce by 2%, affecting more than 12,000 jobs
BENGALURU :India's largest IT services provider Tata Consultancy Services will reduce its workforce by 2 per cent in its 2026 financial year, primarily affecting middle and senior management, the company said on Sunday. The company is retraining and redeploying staff as it enters new markets, invests in new technology and deploys AI, but about 12,200 jobs will be cut as part of the process, it said. "This transition is being planned with due care to ensure there is no impact on service delivery to our clients," the company added. India's $283 billion IT sector has had to contend with clients holding back non-essential technology spending because of weak demand, persistent inflation and lingering uncertainty over U.S. trade policies.
Yahoo
7 days ago
- Business
- Yahoo
VEON to Release 2Q25 Earnings Update on August 7, 2025
VEON to Release 2Q25 Earnings Update on August 7, 2025 Dubai, July 23, 2025 – VEON Ltd. (NASDAQ: VEON), a global digital operator, today confirms that the Group will release its selected financial and operating results for the second quarter and half-year ended June 30, 2025, at 8:00 GST (0:00 EST) on August 7, 2025. VEON will also host a results conference call with senior management at 16:00 GST (8:00 EST) on the same day. 2Q25 results conference call To register and access the event, please click here or copy and paste this link to the address bar of your browser: Once registered, a registration confirmation will be sent to the email address provided during registration with a link to access the webcast and dial-in details to listen to the conference call over the phone. We strongly encourage you to watch the event through the webcast link, but if you prefer to dial in, please use the dial-in details. Q&A If you want to participate in the Q&A session, we ask that you select the 'Yes' option on the 'Will you be asking questions live on the call?' dropdown. That will bring you to a page where you can join the Q&A room by clicking 'Connect to meeting'. You will be brought into a zoom webinar where you can listen to the presentation and once Q&A begins, if you have a question, please use the 'raise hand button' on the bottom of your zoom screen. When it is your turn to speak, the moderator will announce your name as well as sending a message to your screen asking you to confirm you want to talk. Once accepted, please unmute your mic and ask your question. To enhance engagement with the company's shareholders and facilitate connections with its investors, VEON is partnering with Say Technologies to allow retail and institutional shareholders to submit and upvote questions, a selection of which will be answered by VEON management during the results conference call. Starting on July 31, 2025, at 8:00 EST, the Q&A platform will become available, and all shareholders will be able to submit and upvote questions for VEON management by visiting: This Q&A platform will remain open until 24 hours before the trading update conference call. Shareholders can email support@ for any support inquiries. You can also submit your questions prior the event to VEON Investor Relations at ir@ We look forward to your participation. About VEONVEON is a digital operator that provides converged connectivity and digital services to nearly 160 million customers. Operating across six countries that are home to more than 7% of the world's population, VEON is transforming lives through technology-driven services that empower individuals and drive economic growth. VEON is listed on Nasdaq. For more information visit: DisclaimerThis press release contains 'forward-looking statements', as the phrase is defined in Section 27A of the U.S. Securities Act of 1933, as amended, and Section 21E of the U.S. Securities Exchange Act of 1934, as amended. Forward-looking statements are not historical facts, and include statements relating to, among other things, expectations regarding management plans and the ability to successfully execute VEON's operating model as well as its governance, strategic and development plans. Forward-looking statements are inherently subject to risks and uncertainties, many of which VEON cannot predict with accuracy and some of which VEON might not even anticipate. The forward-looking statements contained in this release speak only as of the date of this release. VEON does not undertake to publicly update, except as required by U.S. federal securities laws, any forward-looking statement to reflect events or circumstances after such date or to reflect the occurrence of unanticipated events. Contact informationVEONInvestor Relationsir@
Globe and Mail
21-07-2025
- Business
- Globe and Mail
Voyager Announces Second Quarter 2025 Earnings Results Call
Voyager Technologies, Inc. [NYSE: VOYG] will host its second quarter 2025 earnings results conference call Tuesday, August 5, 2025, at 9 a.m. ET with the senior management team. Second quarter 2025 results will be published after the market closes Monday, August 4, 2025. A live webcast of the call will be made available on the Events & Presentations section of Voyager's investor relations website at The earnings release and presentation will be posted to the investor relations website prior to the call. A replay of the call will be available approximately one hour after the call through the archived webcast on the Events & Presentations section of Voyager's investor relations website. About Voyager Technologies Voyager is a defense and space technology company committed to advancing and delivering transformative, mission-critical solutions. By tackling the most complex challenges, Voyager aims to unlock new frontiers for human progress, fortify national security, and protect critical assets from ground to space.
ABC News
20-07-2025
- Business
- ABC News
One quarter of employers now classify over 50s as older, with new data revealing ageism is growing in Australia
Bob Epps was at the peak of his career in senior management when he was unexpectedly made redundant in his mid-50s. The now 63-year-old picked up some contract work, but repeated rejection left a bitter taste as he tried to land a permanent position. "I would have applied for over 100 jobs in that C-suite, senior sort of GM and upwards level roles and I didn't even get one interview," he said. "I felt gutted." His experience is borne out in new data that paints a bleak picture for job-hunters aged over 50. A new report, jointly produced by the Australian Human Rights Commission and the Australian Human Resources Institute, found almost one quarter of HR professionals now classify workers aged 51 to 55 as "older". Just two years ago, only 10 per cent of recruiters took that view, suggesting many employers are sidelining experienced professionals in an economy suffering skills shortages. The report, Older and Young Workers: What do Employers Think? is the fifth national survey of employers and HR professionals. The report surveyed 138 employers across Australia, providing a snapshot of how workers were perceived, supported and included in Australian workplaces. Robert Fitzgerald, Australia's Age Discrimination Commissioner, who is a former Productivity Commissioner, said the country must acknowledge it is an aging society and embrace employing older workers. "The tragedy is so many employers still have biases and stereotypes, make recruitment decisions based on age and there is an in-built prejudice," he said. "We won't solve the productivity problem that Australia has [unless] we increase the labour force participation rate significantly. "This is now an economic and social imperative for the nation." The commissioner said the AHRC had received hundreds of complaints in relation to the Age Discrimination Act, mainly concerning age being used in employment and recruitment decisions, including workplace harassment aimed at encouraging retirement. Sarah McCann-Bartlett, chief executive of the Australian Human Resources Institute (AHRI) said the report found many employers were reluctant to hire workers under 24 or over 50, which restricted their access to valuable skills and experience. "There is a very strong message that if we want to lift productivity in Australia, we do need to make better use of the talent that's out there and this means that we should be focusing on hiring on skills, not on assumptions around age and trying to keep experience in the workforce," she said. The report made 18 recommendations in recruitment, training, workplace inclusivity, health and wellbeing initiatives. These include calls for age-neutral job advertisements, audits of AI resume screeners for biases, and career-transition support for mid to late career employees. Leah Lambart, a career and interview coach, has clients in their 40s, who are already anticipating job search difficulties due to their age. "Years ago, I would get people calling who were worried about turning 60 and now they're calling saying, you know, 'I'm late 40s and I really need to get the next role because I don't want to be job searching in my 50s'," she said. While overt discrimination is rare, Ms Lambart has tips for those over 50, including modernising resumes, having a professional online presence and upskilling in technology. "Sometimes candidates will say to me, 'I'm being discriminated against my age,' but when I look at their resume, it looks like something out of the '70s and is 10-pages long," she said. Nicole Gorton, director at recruitment agency Robert Half, believes the perception of "older workers" by those hiring is largely driven by assumptions about technology adoption. "When I am speaking to organisations and hiring managers, they have a strong appetite for digital fluency," she said. "The adoption of technology, the adoption of AI, and when you haven't grown up with it and you have to learn it… there is a perception that the older, more experienced worker has not got some of those skill sets." Lisa Annese, CEO of Chief Executive Women, said she was genuinely surprised by the shifting perception of hirers. Ms Annese said it would have been helpful if the report included gender-specific data, noting women's experiences and unique biases relating to perimenopause, menopause and caring responsibilities. She said women aged in their 50s, were often in a "sweet spot" for progression. "It can be a liberating time in women's lives to really pursue their career," she said. "You often talk about women saying this is 'my time' now and that could still be [aged in their 50s] what I would consider quite a young age." For Bob Epps he has now settled into a chief executive role leading a taxi service in Cairns, proving he's still got some mileage left.
CBC
20-07-2025
- Health
- CBC
Klinic's workplace in 'distress,' requires transformation, investigation report says
The workplace at Klinic Community Health is in "distress" marked by patterns of "leadership failure," racial harm and unresolved conflict that require a cultural transformation at the organization, according to a report obtained by CBC that Klinic has framed as sobering. The non-profit organization, based in Winnipeg's West Broadway area, hired a third party to conduct an independent review of the organization earlier this year, after its board of directors started receiving letters from staff in January raising concerns about racism, intimidation and bullying at work. The findings of the investigation turned into a 53-page report which was shared with staff on Monday. The report outlines a number of recommendations to address discrimination, diversity and organizational structure at Klinic. "Restoring trust will require more than technical fixes," the report said. "Klinic has been a beacon of light in being responsive to the needs of diverse and poorly served groups of people," the report said. "The goal is to live those values with one another, not only community members." The independent review included interviews with 75 people and a survey that was filled by 128 members of staff and volunteers. Most of them indicate that despite the ongoing concerns about senior management, they love working at the organization because of their supportive coworkers and meaningful community work. But the review found there are issues with the leadership style of some managers and directors. Some members of staff believe leadership's decision-making doesn't align with the day-to-day realities of the services the organization provides. Meanwhile, the structure of the organization was found to be "top heavy," with more management positions than necessary. And while there is no rampant racism, when incidents of discrimination happen they are not dealt with quickly or effectively to the satisfaction of those being affected, resulting in unresolved conflict building up into polarization and blaming, the report said. In an email to staff on behalf of the board of directors, Chairperson Kathy Majowski said the findings are "difficult and sobering." She said the organization will be working with staff, unions and leadership to develop "a concrete, inclusive action plan" based on the recommendations. "We know this won't be easy. But we also know that Klinic's strength has always come from the people who care deeply about its mission." On Thursday, three days after the report was shared, the role of three directors at Klinic were eliminated and their employment terminated, Debra Radi, Klinic's executive director said in an email to staff obtained by CBC. "These were difficult decisions, and they were not taken lightly," the email said. CBC has reached to Klinic and its board of directors for comment. Staff frustration A spokesperson for Manitoba's health minister, which offers some funding to Klinic, didn't directly comment on the report findings but said the province expects all of its partners to provide a safe and respectful workplace for all staff, that's free of discrimination, harassment and toxicity. The review found there's lack of a process to deal with inappropriate remarks or misgendering, which has led to divisions, the report said. With little satisfaction on how complaints are handled, staff reported they are more likely to file grievances with the union, but the process is time-consuming and union staff are "not always available to help." The situation is frustrating, the report said, to members of staff and volunteers from diverse communities "who have spent years dealing with racism, homophobia or transphobia" in a place "that should be a positive environment." Some staff who witnessed others being harassed or disrespected feared speaking out about it or becoming a target, counter to how Klinic has "prided itself in being on the forefront of change" for those without a voice, the report said. Other members of staff reported fear about being terminated and most wouldn't recommend Klinic as a workplace because it would be "harmful to their mental health and well-being." With the organization's growth in recent years, staff told the third-party reviewer they have seen a change in how Klinic deals with issues in a more "top-down manner." Those interviewed said decisions are made at a higher level, and the input of staff is not encouraged while opposing views are met with abuse or intimidation. "Klinic has highly knowledgeable staff who expect their knowledge and experience to be recognized and valued. That is not happening," the report said. Part of a bigger issue The review also found more resources are needed for middle and front-line staff. While some directors have two to three people reporting directly to them, middle managers have sometimes between 24 to 68 people under their wing — making it "impossible" to give people feedback or monitor their progress. The report said the addition of more services may be a reason for this issue and a review of the organization's structure is needed with more teams working together. The report also examines questions around Klinic offering drop-in services, explaining there is a need in the community for a low-barrier inclusive service provider, especially after the drop-in centre at the West Broadway Community Ministry closed in 2019, At the moment, the organization does not have capacity to operate a full drop-in centre safely and effectively, the report recommended. Klinic could explore the possibility of creating a separate facility with another organization, the report said. But "without clear and immediate action, Klinic Community Health risks deepening internal dysfunction and potentially creating unsafe conditions for staff and vulnerable community members alike," the report said. Jason Linklater, president of the Manitoba Association of Health Care Professionals, said the report matches the feedback the union representing over 150 workers at the Klinic has seen over the years, and some employees have expressed feeling validated. He is also happy to see the response from Klinic, inviting the union and staff to work with leadership on the recommendations. But the report speaks to a bigger problem in the health-care system and "it is time to get serious about the cultural issues," he said. The NDP government, which ran on a promise to fix the health-care system, has talked about changing the culture in the system, but front-line workers have yet to see a transformation, he said. Adequate staffing levels — a focus of the current government — are important to usher in that change, but systemic problems are born out of poor management as well, Linklater said, "Leadership really matters," he said. "The ones that are not good drive severe problems, and we need those rooted out and we need them to be exited."
