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ROSELAND, N.J. — More than ever, businesses need to be able to source the right talent with limited resources so they can adapt, recover, and grow. That is why ADP®, a leading global provider of human capital management (HCM) solutions, is deepening its integration with ZipRecruiter®, the fastest-growing online employment marketplace2 and #1-rated job search app.3

ADP is the first HCM provider to make ZipRecruiter available directly to customers through its online platform. ZipRecruiter is now seamlessly embedded within ADP Workforce Now Recruitment, giving recruiters access to more qualified candidates and to intelligent tools that identify the best candidates for their roles.

“ADP is proud to deepen our relationship with ZipRecruiter. Over the past few years, we have helped tens of thousands of our shared customers find and hire the right candidates quickly,” said Laura Brown, president, major account services and ADP Canada. “Further integration will provide a strong return on investment for clients, continuing to lift ADP above competitors through unmatched data and intelligent technology.”

“ZipRecruiter is excited to provide a strong, reliable and streamlined solution for ADP’s customers at an especially challenging time in the economy,” said Ian Siegel, Co-Founder & CEO at ZipRecruiter. “ZipRecruiter’s tools are flexible, efficient, and easy, and free up time so that businesses can focus on adapting to changing business needs, innovating, and achieving their goals.”

The integration includes several key features:

Tools to help businesses find quality candidates faster:
Businesses will be able to distribute their jobs across 100+ job sites and reach over 30 million job seekers a month via mobile and web.1
Businesses will be able to use ZipRecruiter’s sponsored job posts to receive ten times more applicants, on average, than organic job posts typically do.4 Four out of five employers who post on ZipRecruiter receive a quality candidate within the first day.
ZipRecruiter’s industry-leading, smart-matching technology actively identifies qualified candidates and invites them to apply.
Ease and flexibility:
Job slots are flexible, allowing employers to easily swap a new job into a job slot or pause a search and activate it later.
If employers need to sponsor more jobs, they will be able to purchase additional sponsored job slots through the ADP Workforce Now Recruitment Module in 2021.
Employers who want to boost visibility of their jobs can purchase Traffic Boost within the Recruitment Module to drive additional applications in 2021.
Seamless integration with ADP Workforce Now:
Employers receive applications from candidates in real-time and view them directly in the ADP Workforce Now Recruitment module, eliminating complicated workflows, implementation time, and budget management.
One-Click apply ensures companies don’t miss out on top talent due to lengthy applications. With ZipApply, candidates can apply to jobs with just one click.
The integration is also complemented by new embedded recruitment capabilities powered by ADP® DataCloud, an award-winning people analytics and benchmarking platform that provides clients with in-depth workforce and business insights to enable critical HR decisions. These embedded intelligence capabilities are designed to help reduce time to fill and increase offer conversion rate. The first of these new intelligent features for recruitment is Profile Relevancy, a tool to help score, assess and match candidates that are the best fit for a job opening. The machine learning model is trained on 30M+ resumes and 5M+job postings to evaluate the skills, experience, and education fit across applications to bubble up the best candidates for recruiters.

Joining Profile Relevancy are ADP’s Compensation Benchmarks, which provides industry and geographic-level compensation data when creating job requisitions for guided, in-line decision making utilizing insights from over 90M unique employees and over 740k companies. Compensation Benchmarks help ensure confidence when making competitive job offers in a dynamic market.

ZipRecruiter’s smart matching technology and one-click ZipApply is currently available via ADP Workforce Now v24. To learn more about the full benefits that ADP and ZipRecruiter have to offer, please visit this link.

About ADP (NASDAQ – ADP) 
Designing better ways to work through cutting-edge products, premium services and exceptional experiences that enable people to reach their full potential. HR, Talent, Time Management, Benefits and Payroll. Informed by data and designed for people. Learn more at ADP.com.

About ZipRecruiter
ZipRecruiter is a leading online employment marketplace that uses smart matching technology to actively connect millions of employers and job seekers. Since its inception in 2010, ZipRecruiter has helped over 2.3 million businesses of all sizes (from SMBs to Fortune 500 companies) find great candidates. Reaching over 30 million job seekers each month1, ZipRecruiter is the #1 Rated Job Search App on iOS and Android3 and is Rated #1 by Employers.5

ENGLEWOOD, Colo. — Qurate Retail, Inc. (“Qurate Retail”) (Nasdaq: QRTEA, QRTEB) today announced the payment of a semi-annual interest payment and an excess regular cash dividend amount distribution to the holders as of July 1, 2020 of the 3.5% Senior Exchangeable Debentures due 2031 (the “Debentures”) issued by its direct wholly-owned subsidiary, Liberty Interactive LLC (“LI LLC”). The amount of the payment is $17.50 per $1,000 original principal amount of Debentures, and the excess regular cash dividend amount distribution is $3.7870 per Debenture.

Under the Indenture for the Debentures, the original principal amount of the Debentures is adjusted in an amount equal to each Extraordinary Additional Distribution made to holders of the Debentures. Thereafter, the adjusted principal amount is further reduced on each successive semi-annual interest payment date to the extent necessary to cause the semi-annual interest payment to represent the payment of an annualized yield of 3.5% of the adjusted principal amount. This latter adjustment, to the extent it is made by reason of a particular Extraordinary Additional Distribution that results in an adjustment to the principal amount of the Debentures, takes effect on the second succeeding interest payment date after the payment of that Extraordinary Additional Distribution.

To date, there have been two Extraordinary Additional Distributions to holders of the Debentures. On January 10, 2007, LI LLC made an Extraordinary Additional Distribution of $162.6160 per $1,000 original principal amount of the Debentures arising from Freescale Semiconductor’s going private transaction. On June 20, 2012, LI LLC made an Extraordinary Additional Distribution of $184.0960 per $1,000 original principal amount of the Debentures arising from the acquisition of Motorola Mobility Holdings, Inc. by Google.

Adjustments to the principal amount of the Debentures do not affect the amount of the semi-annual interest payments received by holders of the Debentures, which will continue to be a rate equal to 3.5% per annum of the original principal amount of the Debentures. Below is a detail of the amount of the semi-annual interest payment being made on the Debentures, its allocation between payment of interest and repayment of principal and the revised adjusted principal amount of the Debentures resulting from such payment, per $1,000 original principal amount of the Debentures:

LI LLC is also making an excess regular cash dividend amount distribution of $3.7870 per Debenture, attributable to the quarterly dividends paid by Motorola Solutions Inc. of $0.64 per share on both April 15, 2020 and July 15, 2020. The excess regular cash dividend amount distribution will not result in an adjustment to the principal amount of the Debentures.

The semi-annual interest payment and excess regular cash dividend amount distribution are expected to be made on July 15, 2020 to holders of record of the Debentures on July 1, 2020.

About Qurate Retail, Inc. 

Qurate Retail, Inc. operates and owns interests in a broad range of digital commerce businesses. Qurate Retail, Inc.’s businesses and assets consist of QVC (and its subsidiaries, including HSN), Zulily and the Cornerstone Brands (collectively, the Qurate Retail Group) as well as various green energy and other investments.

Total nonfarm payroll employment fell by 20.5 million in April, and the unemployment rate rose to
14.7 percent, the U.S. Bureau of Labor Statistics reported today. The changes in these measures reflect
the effects of the coronavirus (COVID-19) pandemic and efforts to contain it. Employment fell sharply
in all major industry sectors, with particularly heavy job losses in leisure and hospitality.

This news release presents statistics from two monthly surveys. The household survey measures labor
force status, including unemployment, by demographic characteristics. The establishment survey
measures nonfarm employment, hours, and earnings by industry. For more information about the
concepts and statistical methodology used in these two surveys, see the Technical Note.

Household Survey Data
In April, the unemployment rate increased by 10.3 percentage points to 14.7 percent. This is the
highest rate and the largest over-the-month increase in the history of the series (seasonally adjusted data
are available back to January 1948). The number of unemployed persons rose by 15.9 million to 23.1
million in April. The sharp increases in these measures reflect the effects of the coronavirus pandemic and efforts to contain it. (See table A-1. For more information about how the household survey and its measures were affected by the coronavirus pandemic, see the box note on page 5.)

In April, unemployment rates rose sharply among all major worker groups. The rate was 13.0 percent
for adult men, 15.5 percent for adult women, 31.9 percent for teenagers, 14.2 percent for Whites, 16.7 percent for Blacks, 14.5 percent for Asians, and 18.9 percent for Hispanics. The rates for all of these groups, with the exception of Blacks, represent record highs for their respective series.

The number of unemployed persons who reported being on temporary layoff increased about ten-fold
to 18.1 million in April. The number of permanent job losers increased by 544,000 to 2.0 million.
In April, the number of unemployed persons who were jobless less than 5 weeks increased by 10.7
million to 14.3 million, accounting for almost two-thirds of the unemployed. The number of
unemployed persons who were jobless 5 to 14 weeks rose by 5.2 million to 7.0 million. The number of
long-term unemployed (those jobless for 27 weeks or more), at 939,000, declined by 225,000 over the
month and represented 4.1 percent of the unemployed.

The labor force participation rate decreased by 2.5 percentage points over the month to 60.2 percent,
the lowest rate since January 1973 (when it was 60.0 percent). Total employment, as measured by the
household survey, fell by 22.4 million to 133.4 million. The employment-population ratio, at 51.3
percent, dropped by 8.7 percentage points over the month. This is the lowest rate and largest over-themonth decline in the history of the series (seasonally adjusted data are available back to January 1948).

The number of persons who usually work full time declined by 15.0 million over the month, and the
number who usually work part time declined by 7.4 million. Part-time workers accounted for one-third
of the over-the-month employment decline. (See table A-9.)

The number of persons at work part time for economic reasons nearly doubled over the month to 10.9
million. These individuals, who would have preferred full-time employment, were working part time
because their hours had been reduced or they were unable to find full-time jobs. This group includes
persons who usually work full time and persons who usually work part time.

The number of persons not in the labor force who currently want a job, at 9.9 million, nearly doubled
in April. These individuals were not counted as unemployed because they were not actively looking for
work during the last 4 weeks or were unavailable to take a job.

Persons marginally attached to the labor force—a subset of persons not in the labor force who
currently want a job—numbered 2.3 million in April, up by 855,000 over the month. These individuals
were not in the labor force, wanted and were available for work, and had looked for a job sometime in
the prior 12 months but had not looked for work in the 4 weeks preceding the survey. Discouraged
workers, a subset of the marginally attached who believed that no jobs were available for them,
numbered 574,000 in April, little changed from the previous month.

Establishment Survey Data
Total nonfarm payroll employment fell by 20.5 million in April, after declining by 870,000 in March.
The April over-the-month decline is the largest in the history of the series and brought employment to its lowest level since February 2011 (the series dates back to 1939). Job losses in April were widespread, with the largest employment decline occurring in leisure and hospitality.

In April, employment in leisure and hospitality plummeted by 7.7 million, or 47 percent. Almost threequarters of the decrease occurred in food services and drinking places (-5.5 million).
Employment also fell in the arts, entertainment, and recreation industry (-1.3 million) and in the accommodation industry (-839,000).

Employment declined by 2.5 million in education and health services in April. In health care,
employment declined by 1.4 million, led by losses in offices of dentists (-503,000), offices of physicians (-243,000), and offices of other health care practitioners (-205,000). Employment also declined in social assistance (-651,000), reflecting job losses in child day care services (-336,000) and individual and family services (-241,000). Employment in private education declined by 457,000 over the month.

Professional and business services shed 2.1 million jobs in April. Sharp losses occurred in temporary
help services (-842,000) and in services to buildings and dwellings (-259,000).

In April, employment in retail trade declined by 2.1 million. Job losses occurred in clothing and
clothing accessories stores (-740,000), motor vehicle and parts dealers (-345,000), miscellaneous store retailers (-264,000), and furniture and home furnishings stores (-209,000). By contrast, the component of general merchandise stores that includes warehouse clubs and supercenters gained 93,000 jobs.

In April, manufacturing employment dropped by 1.3 million. About two-thirds of the decline was in
durable goods manufacturing (-914,000), which saw losses in motor vehicles and parts (-382,000) and in fabricated metal products (-109,000). Nondurable goods manufacturing shed 416,000 jobs.
Employment in the other services industry declined by 1.3 million in April, with nearly two-thirds of
the decline occurring in personal and laundry services (-797,000).

Government employment dropped by 980,000 in April. Employment in local government was down by
801,000, in part reflecting school closures. Employment also declined in state government education
(-176,000).

Construction employment fell by 975,000 in April, with much of the loss in specialty trade contractors (-691,000). Job losses also occurred in construction of buildings (-206,000).
Employment fell in transportation and warehousing in April (-584,000). Transit and ground passenger
transportation and air transportation lost 185,000 jobs and 141,000 jobs, respectively.
Wholesale trade shed 363,000 jobs in April, largely reflecting losses in the durable and nondurable
goods components.

Employment in financial activities fell by 262,000 over the month, with the vast majority of the decline occurring in real estate and rental and leasing (-222,000).

Employment in information fell by 254,000 in April, driven by a decline in motion picture and sound
recording industries (-217,000).

Mining lost 46,000 jobs in April, with most of the decline occurring in support activities for mining
(-33,000).

In April, average hourly earnings for all employees on private nonfarm payrolls increased by $1.34 to
$30.01. Average hourly earnings of private-sector production and nonsupervisory employees
increased by $1.04 to $25.12 in April. The increases in average hourly earnings largely reflect the
substantial job loss among lower-paid workers; this change, along with earnings increases, put upward
pressure on the average hourly earnings estimates. (See tables B-3 and B-8.)

The average workweek for all employees on private nonfarm payrolls increased by 0.1 hour to 34.2
hours in April. In manufacturing, the workweek declined by 2.1 hours to 38.3 hours, and overtime
declined by 0.9 hour to 2.1 hours. The average workweek for production and nonsupervisory
employees on private nonfarm payrolls increased by 0.1 hour to 33.5 hours. (See tables B-2 and B-7.)
The change in total nonfarm payroll employment for February was revised down by 45,000 from
+275,000 to +230,000, and the change for March was revised down by 169,000 from -701,000 to
-870,000. With these revisions, employment changes in February and March combined were 214,000
lower than previously reported. (Monthly revisions result from additional reports received from
businesses and government agencies since the last published estimates and from the recalculation of
seasonal factors.)

WASHINGTON, DC – The U.S. Department of Labor today announced the award of six Dislocated Worker Grants (DWGs) totaling $10,012,821 to help address the workforce-related impacts of the public health emergency related to the coronavirus. These awards are funded under the Coronavirus Aid, Relief and Economic Security (CARES) Act, which provided $345 million for DWGs to prevent, prepare for and respond to coronavirus. The department awarded $131,286,863 to 24 states and territories on April 14, 2020, and $30,170,311 to seven states on April 29, 2020. This latest award brings the total amount awarded to states and territories to $171,469,995.

“As we look to thoughtfully reopen our economy, a central challenge will be to fight back the virus and assist unemployed Americans in finding jobs and getting back to work,” stated Assistant Secretary for Employment and Training John P. Pallasch. “The latest wave of Dislocated Worked Grant funding places eligible individuals into roles where they can help their communities address the effects of the virus.”

The U.S. Department of Health and Human Services declared the coronavirus a nationwide public health emergency on Jan. 31, 2020. The Federal Emergency Management Agency also has issued coronavirus emergency declarations for states, outlying areas and Indian tribal governments, and major disaster declarations in all 50 states. These federal declarations enable the Secretary of Labor to award Disaster Recovery DWGs to help address the workforce-related impacts of this public health emergency.

Disaster Recovery DWGs may provide eligible participants disaster-relief employment to address coronavirus impacts within their communities, as well as employment and training activities. Employment Recovery DWGs provide reemployment services to eligible individuals affected by mass layoffs, such as those resulting from the coronavirus pandemic.

Six states and territories will receive award funding in this wave. They include Idaho, Missouri, New Mexico, Oklahoma, South Carolina and the Virgin Islands.

Supported by the Workforce Innovation and Opportunity Act of 2014, Dislocated Worker Grants temporarily expand the service capacity of dislocated worker training and employment programs at the state and local levels by providing funding assistance in response to large, unexpected economic events that cause significant job losses.

Learn more about the most up-to-date DWG awards information.

For further information about the coronavirus, please visit the Centers for Disease Control and Prevention.

The mission of the Department of Labor is to foster, promote, and develop the welfare of the wage earners, job seekers and retirees of the United States; improve working conditions; advance opportunities for profitable employment; and assure work-related benefits and rights.

ROSELAND, N.J. — WHAT: ADP Research Institute® will release the March findings of the ADP National Employment Report, ADP Small Business Report and ADP National Franchise Report on Wednesday, April 1, 2020 at 8:15 a.m. ET.

Due to the important contribution that small businesses make to economic growth, ADP Research Institute issues the ADP Small Business Report independently of the ADP National Employment Report. The ADP Small Business Report offers detailed private sector employment data that are specific to businesses with 49 or fewer employees.

Broadly distributed to the public each month, free of charge, the ADP National Employment Report and ADP Small Business Report are derived from ADP payroll data representing 460,000 U.S. clients and nearly 26 million workers, and are published by the ADP Research Institute in collaboration with Moody’s Analytics.

The ADP National Franchise Report measures monthly changes in franchise employment. The matched sample used to develop the ADP National Franchise Report is derived from ADP payroll data, which represents 15,000 franchisors and franchisees employing nearly one million U.S. workers.

WHEN: Wednesday, April 1, 2020, 8:15 a.m. ET

Conference Call for Media to follow at 8:30 a.m. ET:
Following the release of the ADP National Employment Report, Moody’s Analytics Chief Economist Mark Zandi will provide context on the employment data and answer questions from media during a conference call.

Journalists are invited to access the call by dialing: 1-800-675-6207
NOTE: This is an operator-assisted conference call dial-in number and there is no passcode required.

About the ADP National Employment Report®:
The ADP National Employment Report® is a monthly measure of the change in total U.S. nonfarm private employment derived from actual, anonymous payroll data of client companies served by ADP®, a leading provider of human capital management solutions. The report, which measures nearly 26 million U.S. workers, is produced by the ADP Research Institute®, a specialized group within the company that provides insights around employment trends and workforce strategy, in collaboration with Moody’s Analytics, Inc.

Each month, ADP Research Institute issues the ADP National Employment Report as part of the company’s commitment to adding deeper insights into the U.S. labor market and providing businesses, governments and others with a source of credible and valuable information. The ADP National Employment Report is broadly distributed to the public each month, free of charge.

The data for this report is collected for pay periods that can be interpolated to include the week of the 12th of each month, and processed with statistical methodologies similar to those used by the U.S. Bureau of Labor Statistics to compute employment from its monthly survey of establishments. Due to this processing, this subset is modified to make it indicative of national employment levels; therefore, the resulting employment changes computed for the ADP National Employment Report are not representative of changes in ADP’s total base of U.S. business clients.

For a description of the underlying data and the statistical model used to create this report, please see the ADP National Employment Report: Development Methodology.

About the ADP Research Institute:
The mission of the ADP Research Institute is to generate data-driven discoveries about the world of work, and to derive reliable economic indicators from these insights. We offer these findings to the world at large as our unique contribution to making the world of work better and more productive, and to bring greater awareness to the economy at large.

About ADP (NASDAQ: ADP):
Designing better ways to work through cutting-edge products, premium services and exceptional experiences that enable people to reach their full potential. HR, Talent, Time Management, Benefits, and Payroll. Informed by data and designed for people. Learn more at ADP.com

ROSELAND, N.J — While technology and innovation are transforming the way we work, they are also directly impacting why, when and where we work. In a first-of-its-kind study, the ADP Research Institute puts the spotlight on the gig workforce in organizations, often described as a hidden or ‘shadow workforce.’ The research report titled, Illuminating the Shadow Workforce: Insights into the Gig Workforce in Businesses, reveals tenured workers and retirees are capitalizing on the tight U.S. labor market and the need for skilled workers, by turning to gig work. The report also found 1 in 6 enterprise workers are actually gig workers paid as either 1099-MISC (1099-M) workers or short-term W-2 employees working one to six months. The report takes a close look at their compensation, varied skill sets, and motivations.

Backed by anonymized payroll data of 18 million workers from 75,000 companies, coupled with 16,800 direct survey responses from traditional employees and gig workers, and 21 C-level executive interviews, the research shows that this changing composition of the workforce has significant talent management, budget and compliance implications for businesses of all sizes.
In addition, the ADP Research Institute identified two worlds of gig workers in businesses. The first is comprised of 1099-M contractors who are independent contractors, often hired for their skillset on a project basis. These skilled, tenured workers tend to be older, highly educated and choose to work on what they enjoy. In fact, 30% of 1099-M gig workers are aged 55 or older. For some, their gig work is supplemental income to their retirement savings. The second includes short-term W-2 employees who are younger, less educated, have a lower income, and are typically working on a seasonal or on-call hire basis.
“It is clear there is a fundamental shift in the workforce as innovation continues to transform work, increasing the demand for skilled workers,” said Ahu Yildirmaz, co-head of the ADP Research Institute. “To bridge the talent gap in today’s tight labor market, many companies are hiring skilled workers at a premium. Our research shows that companies are turning to tenured, skilled workers and retirees on a gig-basis to meet this growing demand.”
Spotlight on the Gig Employment and Key Findings
Following are additional takeaways from the report:
Gig work is growing: From 2010 to 2019, the share of gig workers in businesses has increased by 15%, with both short-term W-2 and 1099-M gig workers contributing equally to this growth. The research indicates gig work will continue to grow, further impacting workforce dynamics and forcing companies to optimize talent management and workforce strategy.
Every industry relies on gig workers: Recreation, construction and business services are the top three industries utilizing the gig workforce.
Contract life is a choice: More than 70% of 1099-M gig workers say they are working independently by their own choice, not because they can’t find a “traditional” job. Most seem happy with gig work and place a premium on flexibility as a driving motivation behind their decision, over financial security or benefits. In fact, 60% of 1099-M gig workers say they will continue to gig for the next three years.
Gig work is not sporadic: More than half of the 1099-M contractors work for the same company for 12 consecutive months just like any traditional W-2 employee.
Earning potential is similar to a traditional worker: The average income for employees working for 12 consecutive months is similar, regardless of being a 1099-M worker or a traditional W-2 employee.
Millennials and Gen Z gig it their way: Gig workers under the age of 34 view themselves as traditional employees, perhaps reflecting the shift in the workforce. However, the prospect of health insurance does not appear to change their job behavior. In fact, 74% say they would continue to work as a 1099-M worker, even if they lost their current health insurance.
Added Yildirmaz, “While the term ‘gig worker’ has seamlessly integrated into our vernacular and culture, there has been no real data-driven insight into the gig workforce in the enterprise space. This ‘shadow workforce’ is comprised of workers with vast skillsets, who work across all industries and in all regions of the U.S. Additionally, we have found that the majority of these workers are doing gig work out of preference.”
To see the detailed report, Illuminating the Shadow Workforce: Insights into the Gig Workforce in Businesses, including all data and insights, please download the report here.
About the ADP Research Institute
The mission of the ADP Research Institute is to generate data-driven discoveries about the world of work, and to derive reliable economic indicators from these insights. We offer these findings to the world at large as our unique contribution to making the world of work better and more productive, and to bring greater awareness to the economy at large.
About ADP (NASDAQ: ADP)
Designing better ways to work through cutting-edge products, premium services and exceptional experiences that enable people to reach their full potential. HR, Talent, Time Management, Benefits, and Payroll. Informed by data and designed for people. Learn more at ADP.com

Davos-Klosters, Switzerland, 23 January 2020 – The World Economic Forum and the Organisation for Economic Co-operation and Development signed today a Strategic Partnership Framework to deepen institutional engagement and jointly accelerate inclusive and sustainable growth globally. The framework consists of three pathways for collaboration, utilizing the collective power of both institutions, including insights, partnerships, and platforms to advance impact, with strengthened coordination to enable a further strategic approach for collaboration.

The OECD-Forum Partnership was signed in the World Economic Forum Annual Meeting in Davos-Klosters, Switzerland, between OECD Secretary-General Angel Gurría and World Economic Forum Founder and Executive Chairman Klaus Schwab.

“A socially inclusive and environmentally sustainable economy that improves opportunity for all is the key to humanity’s collective future. Managing the transition to such an economy will be the critical challenge of this decade. The strategic partnership framework with the Organisation for Economic Co-operation and Development is designed to leverage the collective power of both of our organizations and advance this vision,” said Klaus Schwab, World Economic Forum Founder and Executive Chairman.

“Both the OECD and the Forum are striving to address the huge challenges of a world that is undergoing fundamental changes. Seizing the opportunities of the digital transformation and ensuring our economies grow in an inclusive and sustainable way are the responsibilities of us all. This strategic partnership will complement our understanding and help reinforce our actions,” said Angel Gurría, OECD Secretary-General.

The collaboration will draw from both organisations’ thematic focuses. The OECD covers themes ranging from economic development, education and skills, employment, labour and social affairs, entrepreneurship, regional and urban development, environment, financial and enterprise affairs, science, technology and innovation, statistics and data, tax policy and administration, as well as trade and agriculture. Among the World Economic Forum Platforms include Shaping the Future of New Economy and Society, Shaping the Future of Global Public Goods, Shaping the Future of Technology Governance (including Artificial Intelligence and Machine Learning, Blockchain and Distributed Ledger Technologies, and IoT, Robotics and Smart Cities, etc.); a full list of 18 Platforms can be found here.

MILWAUKEE — Global talent shortages have almost doubled in the last decade according to new research from ManpowerGroup (NYSE: MAN) released ahead of the World Economic Forum in Davos next week. 54% of companies report skills shortages with businesses in 36 of 44 countries finding it more difficult to attract skilled talent than in 2018. Employers in the U.S. (69%), Mexico (52%) Italy (47%) and Spain (41%) report the most acute shortages.
Closing the Skills Gap: What Workers Want reveals what attracts people to an organization and what makes them stay so that businesses can find, build and keep the best talent. While what workers want varies by geography, gender and at different stages of career cycles the research finds autonomy over when and where work gets done, wellbeing to balance work and life and career mobility to build skills are top priorities alongside strong leadership and a commitment to purpose.
“In an increasingly tech-enabled world, people with skills are in demand,” said Jonas Prising, ManpowerGroup Chairman & CEO. “We know from conversations with candidates, clients and from our data that workers want flexibility and the opportunity to learn new skills. Ahead of the World Economic Forum Annual Meeting in Davos next week, we are calling for leaders to shift their workforce demands closer to the needs of in-demand talent. Creating shareholder value can only be done in conjunction with taking care of employees, customers and communities, so listening to the voice of the consumer is key. As the pace of disruption accelerates, helping people adapt for future jobs and companies become creators of talent has never been more important.”
Closing the Skills Gap: What Workers Want finds that what workers want varies by geography, gender and at different stages of career cycles:
Gen Zs (age 18-24) are ambitious, hungry for cash and career development, yet already, women and men have differing desires. Women prioritize pay twice as much as their next priority — developing skills — while men say skills and career matter almost as much as pay.
Millennials (25-34) want flexibility and challenging work; women say flexibility is a necessity, whereas it’s still a nice-to-have for men.
Younger Xers (35-44) are on a quest for balance. Men prioritize flexibility as much as women and want the ability to work remotely, their share of parental leave and a flexible start and end to their day.
Boomers (age 55-64 and 65+) are driven by pay, challenging work and flexibility though they place the highest priority on leadership and teams. Older workers want to pay it forward: the over 65s are most motivated by purpose.
For information on Closing the Skills Gap: What Workers Want published ahead of the 50th anniversary of the World Economic Forum’s annual meeting, Stakeholders for a Cohesive and Sustainable World, visit https://wef.manpowergroup.com/.
About ManpowerGroup
ManpowerGroup® (NYSE: MAN), the leading global workforce solutions company, helps organizations transform in a fast-changing world of work by sourcing, assessing, developing and managing the talent that enables them to win. We develop innovative solutions for hundreds of thousands of organizations every year, providing them with skilled talent while finding meaningful, sustainable employment for millions of people across a wide range of industries and skills. Our expert family of brands – Manpower®, Experis®, Right Management® and ManpowerGroup® Solutions – creates substantially more value for candidates and clients across 80 countries and territories and has done so for over 70 years. In 2019, ManpowerGroup was named one of Fortune’s Most Admired Companies for the seventeenth year and one of the World’s Most Ethical Companies for the tenth year, confirming our position as the most trusted brand in the industry. See how ManpowerGroup is powering the future of work: www.manpowergroup.com.

WASHINGTON, DC – U.S. Secretary of Labor Eugene Scalia issued the following statement on the October 2019 Employment Situation report:

“Significantly exceeding expectations, the U.S. economy added 128,000 new jobs in October. An additional 95,000 jobs in upward revisions for August and September show a stronger labor market than previously reported.

“The unemployment rate remains near a 50-year low. More than 300,000 Americans entered the labor force in October, leading to a slight uptick of the unemployment rate to 3.6%. This marks the twentieth consecutive month in which the unemployment rate has been at or below 4%. It is also encouraging to see another record low unemployment rate for African-Americans.

“Once again, Americans are receiving more money in their paychecks, as year-over-year wage growth rose by 3.0%. Wages have grown at or above 3.0% for 15 straight months, including September’s increased revision.

“The labor force participation rate climbed to 63.3%, the highest since August 2013.

“Today’s jobs numbers were affected by a disruption in the auto industry. The importance of the auto industry to the U.S. economy is a reminder of the need to implement the U.S.-Mexico-Canada Agreement (USMCA). USMCA will add tens of thousands of American jobs and will greatly strengthen our economy and America’s workforce.”

The unemployment rate declined to 3.5 percent in September, and total nonfarm payroll employment rose by 136,000, the U.S. Bureau of Labor Statistics reported today. Employment in health care and in professional and business services continued to trend up.

This news release presents statistics from two monthly surveys. The household survey measures labor force status, including unemployment, by demographic characteristics. The establishment survey measures nonfarm employment, hours, and earnings by industry.

Household Survey Data
In September, the unemployment rate declined by 0.2 percentage point to 3.5 percent. The last time the rate was this low was in December 1969, when it also was 3.5 percent. Over the month, the number of unemployed persons decreased by 275,000 to 5.8 million.

Among the major worker groups, the unemployment rate for Whites declined to 3.2 percent in September. The jobless rates for adult men (3.2 percent), adult women (3.1 percent), teenagers (12.5
percent), Blacks (5.5 percent), Asians (2.5 percent), and Hispanics (3.9 percent) showed little or no change over the month.

Among the unemployed, the number of job losers and persons who completed temporary jobs declined by 304,000 to 2.6 million in September, while the number of new entrants increased by
103,000 to 677,000. New entrants are unemployed persons who never previously worked.

In September, the number of persons unemployed for less than 5 weeks fell by 339,000 to 1.9 million. The number of long-term unemployed (those jobless for 27 weeks or more) was little changed at 1.3 million and accounted for 22.7 percent of the unemployed.

The labor force participation rate held at 63.2 percent in September. The employment-population ratio, at 61.0 percent, was little changed over the month but was up by 0.6 percentage point over the year.

The number of persons employed part time for economic reasons (sometimes referred to as involuntary part-time workers) was essentially unchanged at 4.4 million in September. These
individuals, who would have preferred full-time employment, were working part time because their hours had been reduced or they were unable to find full-time jobs. (See table A-8.)
In September, 1.3 million persons were marginally attached to the labor force, down by 278,000 from a year earlier. (Data are not seasonally adjusted.) These individuals were not in the labor force, wanted and were available for work, and had looked for a job sometime in the prior 12 months. They were not counted as unemployed because they had not searched for work in the 4 weeks preceding the survey.

Among the marginally attached, there were 321,000 discouraged workers in September, little changed from a year earlier. (Data are not seasonally adjusted.) Discouraged workers are persons not currently looking for work because they believe no jobs are available for them. The remaining 978,000 persons marginally attached to the labor force in September had not searched for work for reasons such as school attendance or family responsibilities.

Establishment Survey Data
Total nonfarm payroll employment increased by 136,000 in September. Job growth has averaged 161,000 per month thus far in 2019, compared with an average monthly gain of 223,000 in 2018. In
September, employment continued to trend up in health care and in professional and business services.

In September, health care added 39,000 jobs, in line with its average monthly gain over the prior 12 months. Ambulatory health care services (+29,000) and hospitals (+8,000) added jobs over the month. Employment in professional and business services continued to trend up in September (+34,000). The industry has added an average of 35,000 jobs per month thus far in 2019, compared with 47,000 jobs per month in 2018.

Employment in government continued on an upward trend in September (+22,000). Federal hiring for the 2020 Census was negligible (+1,000). Government has added 147,000 jobs over the past 12 months, largely in local government. Employment in transportation and warehousing edged up in September (+16,000). Within the industry, job growth occurred in transit and ground passenger transportation (+11,000) and in couriers and messengers (+4,000).

Retail trade employment changed little in September (-11,000). Within the industry, clothing and clothing accessories stores lost 14,000 jobs, while food and beverage stores added 9,000 jobs. Since reaching a peak in January 2017, retail trade has lost 197,000 jobs. Employment in other major industries, including mining, construction, manufacturing, wholesale trade, information, financial activities, and leisure and hospitality, showed little change over the month. In September, average hourly earnings for all employees on private nonfarm payrolls, at $28.09, were
little changed (-1 cent), after rising by 11 cents in August. Over the past 12 months, average hourly earnings have increased by 2.9 percent. In September, average hourly earnings of private-sector production and nonsupervisory employees rose by 4 cents to $23.65.

The average workweek for all employees on private nonfarm payrolls was unchanged at 34.4 hours in September. In manufacturing, the average workweek and overtime remained at 40.5 hours and 3.2
hours, respectively. The average workweek of private-sector production and nonsupervisory employees held at 33.6 hours.

The change in total nonfarm payroll employment for July was revised up by 7,000 from +159,000 to +166,000, and the change for August was revised up by 38,000 from +130,000 to +168,000. With these revisions, employment gains in July and August combined were 45,000 more than previously reported.

(Monthly revisions result from additional reports received from businesses and government agencies since the last published estimates and from the recalculation of seasonal factors.) After revisions, job gains have averaged 157,000 per month over the last 3 months.

Escalating trade tensions and a slowing global economy have led WTO economists to sharply downgrade their forecasts for trade growth in 2019 and 2020. World merchandise trade volumes are now expected to rise by only 1.2% in 2019, substantially slower than the 2.6% growth forecast in April. The projected increase in 2020 is now 2.7%, down from 3.0% previously. The economists caution that downside risks remain high and that the 2020 projection depends on a return to more normal trade relations.

“The darkening outlook for trade is discouraging but not unexpected. Beyond their direct effects, trade conflicts heighten uncertainty, which is leading some businesses to delay the productivity-enhancing investments that are essential to raising living standards,” said WTO Director-General Roberto Azevêdo. “Job creation may also be hampered as firms employ fewer workers to produce goods and services for export.”

“Resolving trade disagreements would allow WTO members to avoid such costs,” the WTO Director-General added. “The multilateral trading system remains the most important global forum for settling differences and providing solutions for the challenges of the 21st century global economy. Members should work together in a spirit of cooperation to reform the WTO and make it even stronger and more effective.”

The updated trade forecast is based on consensus estimates of world GDP growth of 2.3% at market exchange rates for both 2019 and 2020, down from 2.6% previously. Slowing economic growth is partly due to rising trade tensions but also reflects country-specific cyclical and structural factors, including the shifting monetary policy stance in developed economies and Brexit-related uncertainty in the European Union. Macroeconomic risks are firmly tilted to the downside.

Due to the high degree of uncertainty associated with trade forecasts under current conditions, the estimated growth rate for world trade in 2019 is placed within a range of 0.5% to 1.6%. Trade growth could fall below this range if trade tensions continue to build, or outperform it if they start to recede. The range of likely values is wider for 2020, ranging from 1.7% to 3.7%, with better outcomes depending on an easing of trade tensions.

Risks to the forecast are heavily weighted to the downside and dominated by trade policy. Further rounds of tariffs and retaliation could produce a destructive cycle of recrimination. Shifting monetary and fiscal policies could destabilize volatile financial markets. A sharper slowing of the global economy could produce an even bigger downturn in trade. Finally, a disorderly Brexit could have a significant regional impact, mostly confined to Europe.

All geographical regions recorded positive year-on-year export growth in the first half of 2019 despite a substantial weakening of global demand. North America had the fastest export growth of any region at 1.4%, followed by South America at 1.3%, Europe at 0.7%, Asia at 0.7%, and Other regions (comprising Africa, the Middle East and the Commonwealth of Independent States, including associate and former member States) at 0.1%.

North America recorded the fastest import growth of any single region at 1.8%, followed by Europe at 0.2%. Two regions registered declines (South America at -0.7% and Asia at -0.4%). Collectively, the imports of Other regions grew faster than those of North America, at 2.4%. Import demand has been particularly weak in Asia, weighing heavily on exporters of manufactured goods (e.g. Japan, Korea, and Germany). Exporters of natural resources have also seen demand for their products weaken, as evidenced by the 12% year-on-year decline in commodity prices in August.

There are no comprehensive statistics on services trade in volume terms due to the general unavailability of price data, but an approximate measure of services trade volume can be derived by adjusting nominal commercial services trade statistics to account for exchange rates and inflation. This index shows that, like merchandise trade, commercial services trade has plateaued recently (Chart 3).

Monthly economic indicators provide some worrying clues about the current and future trajectory of world trade. An index of new export orders derived from purchasing managers’ indices has fallen from 54.0 in January 2018 to 47.5 in August 2019, the weakest reading since October 2012 (Chart 4). Note that values below 50.0 signal contraction.

A separate indicator based on the frequency of phrases in press reports captures aspects of monetary, fiscal and trade policy uncertainty (Chart 5). In 2019, the index has risen from 289 in January to 348 in August, its highest level ever. To the extent that economic uncertainty deters investment, it can have a disproportionately negative effect on trade since capital goods that make up investments tend to have high import content.

Monthly merchandise trade values in current US dollar terms are shown for selected economies in Chart 6 below. Some countries (e.g. the United States and China) may show signs of a turnaround while others (the Republic of Korea and Japan) provide no such indication. Nominal trade statistics are strongly influenced by prices and exchange rates, so these trends should be interpreted with caution.

If current GDP estimates are realised, the volume of world merchandise trade should increase by 1.2% in 2019 (Table 1), but this would require a degree of recovery in the second half of the year. Monetary easing in developed countries has not had a major impact to date but is likely to be felt toward the end of 2019 and into 2020. Other measures, including fiscal policies for surplus countries, are being undertaken to stem the current slowdown. These measures could provide some upside potential to the forecast, especially if outstanding trade disputes are resolved. However, the balance of risk remains on the downside, with trade disputes, financial volatility and geopolitical tensions providing potential triggers for a steeper downturn.

BROOKLYN, NY – URBAN-X, by MINI, the leading accelerator for startups reimagining city life, today graduated its sixth cohort of startup companies at an official ClimateWeek NYC event at their Brooklyn, New York headquarters.

Run in coordination with the UN and the City of New York, Climate Week continues to grow as the time and place for the world to showcase amazing climate action and discuss how to do more. URBAN-X, launched by MINI as part of the brand’s innovation practice and venture firm Urban Us, invests $150,000 per company in the next generation of startups and entrepreneurs building solutions to combat the current climate emergency and related challenges impacting cities today.

Public and private sector customers from around the globe are working with URBAN-X Cohort 06 companies to deploy new, human-centric solutions that improve public safety, energy efficiency, water quality, reduction of food waste, and social infrastructure to promote community health and well-being. The seven companies of Cohort 06 showcased their software, hardware and IoT solutions to an audience of potential investors, customers and public-sector leaders.

“In a time of unprecedented global change we put our faith in founders willing to challenge the status quo” said URBAN-X Managing Director, Micah Kotch. “The teams of Cohort 06 have worked tirelessly to prepare for this next chapter, and we look forward to continuing to be there with them every step of the way in their mission to improve city life.”

“MINI has a long history as an innovator at the intersection of efficient urban mobility, urban living and impactful design,” said Esther Bahne, MINI VP of Strategy & Innovation. “For more livable cities, the evolution of mobility is very important, but we need to understand it as intricately linked to all other life lines of the city. Through URBAN-X, MINI is investing in entrepreneurs to solve some of the most complex issues facing cities today.”

The full list of Cohort 06 companies include:
3AM Innovation: Situational tracking during emergencies to improve on-scene awareness for first responders
Cove.Tool: Automated building performance modeling to save time and money for early stage design
Evolve Energy: Reducing carbon emissions while saving costs via renewable energy, real time pricing and home IOT
Food For All: Tackling food waste by partnering with popular restaurants and offering quality meals for as little as $4
Hubbster: Building stronger communities by transforming public spaces into social experiences
Pi-Lit: Enhancing road safety and traffic guidance via innovative hardware, software and design-focused solutions
Varuna: A cloud-based platform that provides analytics and insights to improve water quality by optimizing utility operations

Celebrating MINI’s 60-year history as an innovator of efficient urban mobility, the event also showcased three eras of MINI models celebrating the brand’s past, present and future. These included;

A classic 1965 Mini Cooper S, representing the original Mini that first debuted in 1959; Sir Alec Issigonis faced with a post-war fuel crisis, created the Mini as a solution to provide efficient urban mobility. Not only was the car clever in its design, but it was also accessible, and fun to drive, making it an icon of urban mobility.

The 2009 MINI E, the brand’s first step in offering electric mobility; The MINI E was introduced as a pilot program that helped inform the development of the BMW Group’s current electrification strategy, including groundwork for MINI’s next EV.

A preview of the all-new electric 2020 MINI Cooper SE in advance of its planned US show debut in Los Angeles this November; When it comes to market in 2020, this new MINI EV will carry on the mission of the original Mini in offering innovative and efficient urban mobility.

Today’s event was an opportunity to demonstrate product development and business traction made throughout the 20-week URBAN-X program, as well as the official kick-off of the fundraising process for Cohort 06 teams as they seek additional investment to grow their companies.

URBAN-X has a proven track record in helping early-stage companies secure funding from leading investors. Since inception, 80% of URBAN-X companies have gone on to raise their next round of capital.

Last month, Versatile Natures, a Cohort 03 startup that uses machine learning and AI in a non-intrusive manner to optimize construction processes, announced $5.5 million in seed-funding led by Robert Bosch Venture Capital (RBVC), the corporate venture capital company of the Bosch Group.

This summer, Cohort 03 company RoadBotics, which is standardizing road assessment globally using computer vision Artificial Intelligence, closed a $7.5 Million Series A investment round lead by AI-focused venture capital fund Radical Ventures.

“Through technology, investment and mentorship, URBAN-X, MINI and Urban Us are supporting founders working to make city life better,” said Shaun Abrahamson, URBAN-X Investment Committee and Managing Partner at Urban Us. “We’re excited by the innovation exhibited by these teams and are thrilled to continue to help bring their products to market at scale.”

In addition to investments that URBAN-X, MINI and Urban Us made as part of the accelerator program, funds and individuals that have invested in URBAN-X portfolio companies include Fred Wilson, Brad Burnham, Edgar Bronfman Jr., BMW i Ventures, Draper Associates, Fontinalis Partners, Ekistic Ventures, Wireframe Ventures, Fifth Wall Ventures, Samsung NEXT, Story Ventures, Kairos, and UL Ventures.

The event will be livestreamed here beginning at 10:00 a.m. ET.

URBAN-X has 44 companies in its portfolio that are using technology to solve for some of the most complex challenges of city life – from mobility, energy consumption, infrastructure, housing, food waste, water and more. URBAN-X is accepting applications for its next class of startups, Cohort 07, launching winter 2019. Early-stage companies interested can apply here until October 1, 2019.

About URBAN-X
URBAN-X is the leading accelerator for technology and design startups reimagining city life. Founded by MINI, URBAN-X helps early-stage companies from all over the world address modern urban challenges across sectors like transport, real estate, local government, food, water, waste and utilities.

Twice a year, URBAN-X selects up to 10 startups for its competitive, five-month program of product and business development. The accelerator invests $150,000 in each startup and puts them to work with a dedicated, in-house team of engineering, design and business experts; involves working trips to Munich, San Francisco and other major cities; and culminates in founders presenting to an audience of investors, thought leaders and media.

URBAN-X has a global reach unparalleled by any other urbantech accelerator and the startups have access to a network of over 2,000 partners around the world, including entrepreneurs, investors and public-sector leaders, who have volunteered to support the founders through the URBAN-X program. During the year, URBAN-X leadership visits cities worldwide — in the U.S., Europe, Asia, and beyond — to meet entrepreneurs and individuals shaping the future of urban life.

URBAN-X is based in Greenpoint, Brooklyn at A/D/O, a creative space founded by MINI and dedicated to exploring the boundaries of design. Find URBAN-X on Twitter & Instagram at @urbanxaccel and on Facebook at facebook.com/urbanxaccel.

About MINI Innovation
MINI is an independent brand of the BMW Group. As an iconic and emotional urban brand, MINI has taken a unique approach to innovation, carrying forward its roots as an innovator of efficient urban mobility while maximizing creative use of space. Although MINI benefits from BMW Group technological advancements, including those in autonomous, connected, electrified and shared segments, MINI has evolved its thinking and product development across a unique range of areas that intersect with mobility and extend beyond the car. MINI Innovation is focused on the future of electrified mobility, impactful design, urban living and the important interplay between these areas. The practice includes: A/D/O, URBAN-X and MINI Living.

About Urban Us
Urban Us is the leading early stage investor for startups re-imagining cities. Cities will soon be home to 70% of the global population, who now face unprecedented risk from climate change. Our 2014 and 2016 funds achieve top quartile performance for investors while also generating substantial public benefits. Urban Us recently launched our third fund to continue our focus on founders reimagining cities.

The Urban Us platform includes the Urban Us network, a resource for urbantech focused founders, investors, partners and customers. URBAN-X, in partnership with MINI, supports early stage teams with company building and fundraising. Perl Street serves teams needing access to non-equity capital for project finance, asset finance and inventory finance. Our newest partnerships will help startups access partners and customers in Asia.

Before Urban Us, the Urban Us team had three exits and ran a VC fund and municipal finance for Citi. Notable investments before Urban Us include Trialpay, Blue Bottle Coffee, Refinery29 and ZocDoc. The Urban Us portfolio includes 53 investments across real estate, infrastructure, energy, water, waste, food, transportation and public administration including health and security. Notable investments include, Bowery Farming, Starcity, Mark43, One Concern, Future Motion, Skycatch, BRCK and Rachio.

MILWAUKEE — ManpowerGroup (NYSE: MAN) Solutions’ Managed Service Provider (MSP), TAPFIN, has been recognized by Everest Group as a global Leader for the sixth consecutive year in its Managed Service Provider (MSP) Services PEAK Matrix™ Assessment 2019. TAPFIN leads through an unmatched on-the-ground global footprint, strategic investments in HR technologies combined with proprietary business intelligence that helps organizations source, manage and develop workers.

Everest Group’s PEAK Matrix™ Assessment evaluates the market impact, vision and capabilities of global MSP providers across categories including innovation and investments, portfolio mix and scope of services.

“Leveraging best-in-breed technology combined with on-the-ground global capabilities in multiple markets, is top priority for the clients we work with around the world,” said Jamiel Saliba, Senior Vice President and General Manager of TAPFIN. “We are proud to be recognized by Everest Group for the investments in IntelliReach™, our extensive portfolio of offerings, footprint and our leading market analysis.”

“TAPFIN, as one of the largest MSPs in the world, truly has the capability and the experience to serve multi-country regional and global operations,” said Arkadev Basak, Vice President at Everest Group. “Its sustained focus on improving its Total Talent Acquisition (TTA) and technology offerings further strengthen TAPFIN’s partnership-oriented approach.”

To learn more and begin optimizing your MSP business, visit TAPFIN.

For more information, see Everest Group’s report: https://www2.everestgrp.com/reportaction/EGR-2019-25-R-3207/TOC.

About ManpowerGroup
ManpowerGroup® (NYSE: MAN), the leading global workforce solutions company, helps organizations transform in a fast-changing world of work by sourcing, assessing, developing and managing the talent that enables them to win. We develop innovative solutions for hundreds of thousands of organizations every year, providing them with skilled talent while finding meaningful, sustainable employment for millions of people across a wide range of industries and skills. Our expert family of brands – Manpower®, Experis®, Right Management® and ManpowerGroup® Solutions – creates substantially more value for candidates and clients across 80 countries and territories and has done so for over 70 years. In 2019, ManpowerGroup was named one of Fortune’s Most Admired Companies for the seventeenth year and one of the World’s Most Ethical Companies for the tenth year, confirming our position as the most trusted brand in the industry. See how ManpowerGroup is powering the future of work: www.manpowergroup.com.

About ManpowerGroup Solutions
ManpowerGroup Solutions provides clients with outsourcing services related to human resources functions, primarily in the areas of large-scale recruiting and workforce-intensive initiatives that are outcome-based, thereby sharing in the risk and reward with our clients. Our solutions offerings include TAPFIN-Managed Service Provider, Strategic Workforce Consulting, Borderless Talent Solutions, Talent Based Outsourcing and Recruitment Process Outsourcing, where we are one of the largest providers of permanent and contingent recruitment in the world. ManpowerGroup Solutions is part of the ManpowerGroup family of companies, which also includes Manpower, Experis, and Right Management. More information at www.manpowergroupsolutions.com.

About Everest Group
Everest Group is a consulting and research firm focused on strategic IT, business services, and sourcing. We are trusted advisors to senior executives of leading enterprises, providers, and investors. Our firm helps clients improve operational and financial performance through a hands-on process that supports them in making well-informed decisions that deliver high-impact results and achieve sustained value. Our insight and guidance empower clients to improve organizational efficiency, effectiveness, agility, and responsiveness. What sets Everest Group apart is the integration of deep sourcing knowledge, problem-solving skills and original research. Details and in-depth content are available at www.everestgrp.com.

WASHINGTON, DC – Acting U.S. Secretary of Labor Patrick Pizzella issued the following statement on the August 2019 Employment Situation report:

“America’s economy continued to show strength in August. The 3.7% unemployment rate marks the eighteenth straight month the unemployment rate has been at or below 4%. Unemployment rates for African-Americans set a new record low at 5.5% and Hispanic-Americans matched a record low at 4.2%.

“Since January of 2017 more than 5.8 million jobs have been created including the 130,000 jobs created in August.

“America’s workers are seeing the benefits of the strong job market in their paychecks. Wages year-over-year increased by 3.2%. For thirteen months, wage growth has been at or exceeded 3.0%. An important note is that average hourly earnings for production and nonsupervisory employees had the largest one month increase in the series history that dates back to 1964.

“In the coming months, the Administration’s efforts to cut red tape and adopt the USMCA will ensure that America’s workers receive the benefits of greater opportunity, higher wages, and an economy which keeps growing stronger.”

WASHINGTON, DC – Acting U.S. Secretary of Labor Patrick Pizzella issued the following statement on the July 2019 Employment Situation report:

“July’s Employment Situation Report demonstrates the steady and consistent growth of the American economy. The July unemployment rate remained unchanged at 3.7%, marking the seventeenth straight month in which the unemployment rate is at or below 4%.

“Job creation in July remained strong with 164,000 jobs added, which totals 5.7 million jobs created since January 2017. Strong private-sector employment gains were led by the education and health services, professional and business services, and financial services industries.

“With a 3.2% year-over-year increase, wage growth has now been at or exceeded 3.0% for an entire year. America’s workers are taking home more money in their paychecks, which is great news for families and our economy.

“The African American unemployment rate in July remained at near-record lows, and the number of long-term unemployed individuals reached the lowest number since June 2007.

“With Labor Day a month away, we have not seen an unemployment rate this low on a Labor Day since 1952.

“The Administration’s policies, such as expanding apprenticeship and fair trade through USMCA, opens great opportunities for job creation.”

MILWAUKEE — ManpowerGroup (NYSE: MAN) today hosts its first annual Youth Summit in its global headquarters to connect local Milwaukee students with workforce experts for personalized career coaching and work skills training. More than 120 students will participate in the interactive workshops on topics from using social media to build your personal brand to developing an elevator pitch for mock interviews.

Over 100 employee volunteers will facilitate the event which opens with keynote speaker Kwabena Nixon, CEO of Be Inspired Works. Throughout the Youth Summit students will receive one-on-one coaching with leaders from various corporate departments including legal, human resources, finance, IT, communications and marketing.

“Soft skills and practical work experience are vital whether you are at the start of your career or further along in your journey,” said Nafessa Burdine, Community Investment Manager of Corporate Affairs, ManpowerGroup. “Developing employability by ensuring young people are work ready when they leave education is one of the core pillars of our global Sustainability Plan, and it’s a responsibility we have taken seriously for over 70 years. It’s particularly exciting to be making an impact in our home town, helping our young people and partnering with the community to build local talent”.

The Youth Summit is just one of the ways ManpowerGroup is sharing workforce expertise to make a positive impact in the local community. The event follows the success of the Success Starts Here! Annual Men’s Job Seminar and Ready. Set. Work! Milwaukee Women’s Job Seminar which provide upskilling opportunities to over 200 people each year. Every day ManpowerGroup hosts community activities ranging from student mentoring, interview and resume coaching, weekly homework clubs, Dress for Success sessions and university networking events on national and international work opportunities.

Learn more about how ManpowerGroup is ensuring young people are work-ready when they leave education here: https://doingwellbydoinggood.manpowergroup.com/ready-for-work/

About ManpowerGroup
ManpowerGroup® (NYSE: MAN), the leading global workforce solutions company, helps organizations transform in a fast-changing world of work by sourcing, assessing, developing and managing the talent that enables them to win. We develop innovative solutions for hundreds of thousands of organizations every year, providing them with skilled talent while finding meaningful, sustainable employment for millions of people across a wide range of industries and skills. Our expert family of brands – Manpower®, Experis®, Right Management® and ManpowerGroup® Solutions – creates substantially more value for candidates and clients across 80 countries and territories and has done so for over 70 years. In 2019, ManpowerGroup was named one of Fortune’s Most Admired Companies for the seventeenth year and one of the World’s Most Ethical Companies for the tenth year, confirming our position as the most trusted brand in the industry. See how ManpowerGroup is powering the future of work: www.manpowergroup.com.

As part of its continuing efforts to create an inclusive business environment and growth opportunities for women, UPS (NYSE:UPS) has announced the launch of the Women Exporters Program workshops for U.S. businesses. The program will help women business owners and leaders to gain access to the vast global marketplace, comprising 95% of the world’s buyers.

In the U.S., there are nearly 12 million women-owned small businesses, yet women-owned businesses comprise just 12% of U.S. exporters. Providing training to enable small- and medium-sized businesses owned by women to export would help propel those companies onto the world stage. According to a McKinsey Global Institute report, “In a ‘full potential’ scenario in which women play an identical role in (global) labor markets to that of men, as much as $28 trillion, or 26 percent, could be added to global annual GDP by 2025.”

To provide a pathway for cross-border business opportunities, the U.S. launch of the Women Exporters Program will begin at the Women’s Business Enterprise National Council (WBENC) National Conference & Business Fair, one of the largest events of its kind for women business owners in the U.S. At WBENC, UPS will host a series of workshops and offer one-to-one coaching sessions, providing:

Insights and training on export strategies;
Tools and resources to enter new markets;
Insights on how to build an export-friendly digital presence; and
Guidance on package flow and preparing an export shipment.
UPS experts will also provide tips on targeting, research, documentation and shipping processes to help build confidence and competence. The workshops are the first step in the U.S., with additional training sessions being planned for the future.

The U.S. launch is part of a global deployment of the program, which began in May 2019 in Mexico, Nigeria, Turkey and Vietnam, with planned expansion to the United Arab Emirates in September 2019 in collaboration with the International Trade Centre (ITC) as part of the SheTrades initiative. The business training will help women entrepreneurs expand their potential customer base and growth potential, while strengthening communities. According to independent research commissioned by ITC conducted in 20 developing countries, women in those locations tend to invest up to 90% of their income in their children’s health and education. Helping women entrepreneurs build export skills has the potential to reduce intergenerational cycles of poverty.

“As a leading global logistics company, we have deep insights into how businesses move across borders and grow,” said Eduardo Martinez, UPS chief diversity and inclusion officer and president of The UPS Foundation. “Delivering this knowledge and expertise to women entrepreneurs to help expand their business opportunities is just one of the ways we’re helping to catalyze economic prosperity and inclusion across our value chain of customers, suppliers and communities. Our collaboration with ITC, and the launch of the U.S. program with long-time partner WBENC, are demonstrations of the power of public-private partnerships which will advance women entrepreneurs all over the world.”

Kathleen Marran, UPS VP of Diverse Market Segments, confirms the demand for the program, “No matter where I have traveled this year, from the UAE at a SheTrade event, to DC with the National Association of Women Business Owners, to the Women Presidents’ Organization national conference in Charlotte, to the WBENC Women Exporters Program lab, I am so encouraged by the energy, commitment and innovation coming from these women-owned and women-run businesses. Sharing UPS tools, approaches and expertise to help them achieve their objectives is not only worthwhile because it’s smart business, it is meaningful because of the progress we’re able to create.”

In March 2019, UPS was selected for WBENC’s Top Corporation for Women’s Business Enterprises (WBEs) Hall of Fame. While UPS has been recognized previously as a WBENC Top Corporation, this marks the inaugural year for this new, pinnacle designation, and UPS is one of only nine companies selected.

Pamela Prince-Eason, President and CEO of WBENC, said, “UPS has been a strong partner and consistent leader in increasing opportunities for women-owned businesses. Their commitment to diversity and inclusion sets the example, and we are so proud to have inducted them into our inaugural Top Corporations for Women’s Business Enterprises Hall of Fame. The UPS Women Exporters Program launching at our National Conference & Business Fair will truly help move the needle for women-owned businesses by expanding opportunities to new markets and providing opportunities for exponential growth.”

UPS’s commitment to empowering women business owners is part of its broader diversity and inclusion efforts focused on employees, customers, suppliers, and communities. UPS recently announced a collaboration with the United States Agency for International Development (USAID) to promote women’s economic empowerment and improve women entrepreneurs’ ability to export. UPS’s Supplier Diversity commitment enables women- and minority-owned businesses to gain access into UPS’s global purchasing of products and services. UPS’s employee programs focused on diversity and inclusion help foster an inclusive environment that enables each person to learn, grow and contribute.

About UPS
UPS (NYSE: UPS) is a global leader in logistics, offering a broad range of solutions including transporting packages and freight; facilitating international trade, and deploying advanced technology to more efficiently manage the world of business. UPS is committed to operating more sustainably – for customers, the environment and the communities we serve around the world. Headquartered in Atlanta, UPS serves more than 220 countries and territories worldwide. UPS was awarded America’s Best Customer Service company for Shipping and Delivery services by Newsweek magazine; Fortune magazine’s Most Valuable Brand in Transportation; and top rankings on the JUST 100 list for social responsibility, the Dow Jones Sustainability World Index, and the Harris Poll Reputation Quotient, among other prestigious rankings and awards. The company can be found on the web at ups.com or pressroom.ups.com and its corporate blog can be found at longitudes.ups.com. The company’s sustainability eNewsletter, UPS Horizons, can be found at ups.com/sustainabilitynewsletter. Learn more about our sustainability efforts at ups.com/sustainability. To get UPS news direct, follow @UPS_News on Twitter.

About The UPS Foundation
Since its founding in 1907, UPS has built a legacy as a caring and responsible corporate citizen, supporting programs that provide long-term solutions to community needs. Founded in 1951, The UPS Foundation leads its global citizenship programs and is responsible for facilitating community involvement to local, national, and global communities. In 2018, UPS and its employees, active and retired, invested more than $114.9 million in charitable giving around the world. The UPS Foundation can be found on the web at UPS.com/Foundation and @UPS_Foundation on Twitter.

WASHINGTON, DC – U.S. Secretary of Labor Alexander Acosta issued the following statement on the June 2019 Employment Situation report:

“The June jobs report surpassed expectations adding 224,000 jobs to the economy, totaling 5.6 million jobs created since January 2017.

“This report included other good news as wages increased at or above 3% year over year for 11 straight months. Wage growth for production and non-supervisory workers increased 3.4% over the past 12 months.

“The unemployment rate ticked up to 3.7% in June, as 335,000 individuals entered the labor force exceeding the population growth by 158,000. The unemployment rate has remained at or below 4% for 16 months in a row. The Asian-American unemployment rate set a new series low at 2.1%.

“We continue to look for increasing investment into America’s workforce through the Pledge to America’s Workers, USMCA, and apprenticeship expansion.”

MILWAUKEE — ManpowerGroup (NYSE: MAN) today announced the appointment of Michelle Nettles as Chief People and Culture Officer, effective July 29, 2019.

Nettles will join from Molson Coors Brewing Company, the third largest beer company in the world, where she is Chief People and Diversity Officer and a member of the executive leadership team responsible for strategy, talent optimization and culture. In her 20 years at Molson Coors/MillerCoors Nettles held various leadership positions across all aspects of human resources including executive compensation, talent management, diversity and inclusion, labor relations and succession planning. At ManpowerGroup, Nettles will lead HR and culture across the organization’s 80 countries and territories and across its family of brands and functions – Manpower, Experis, Right Management and ManpowerGroup Solutions.

Mara Swan, Executive Vice President Global Strategy and Talent, has announced her plans to retire March 2020. Until then she will continue her executive leadership responsibilities while ensuring the smooth and successful transition of global HR leadership to Nettles.

“Michelle is an impressive people leader with extensive experience in global HR and a proven track record in driving a diverse and inclusive culture across multiple countries,” said Jonas Prising, ManpowerGroup Chairman and CEO. “Her vision of employees as consumers together with her passion to broaden and deepen people’s skills and drive strong leadership capability is a great fit for ManpowerGroup as we continue to digitize and transform our business. I’m pleased to welcome Michelle to the ManpowerGroup senior leadership team.”

“I’m delighted to be joining ManpowerGroup at a time when talent and skills are top priorities for organizations, communities and individuals around the world,” said Nettles. “The purpose of this company – to help people find meaningful work and have sustainable careers in the future – is such a powerful one. It deeply resonates with who I am and the role of human resources for organizations and society. I’m excited to be a part of delivering on this mission and joining a talented team committed to unlocking human potential, growing our people and our business and creating even more value for clients and candidates in the communities in which we operate.”

Nettles holds a J.D. from the University of Wisconsin-Madison and a Bachelor of Science degree from Florida A&M University and will reside with her husband in Milwaukee, Wisconsin.

About ManpowerGroup
ManpowerGroup® (NYSE: MAN), the leading global workforce solutions company, helps organizations transform in a fast-changing world of work by sourcing, assessing, developing and managing the talent that enables them to win. We develop innovative solutions for hundreds of thousands of organizations every year, providing them with skilled talent while finding meaningful, sustainable employment for millions of people across a wide range of industries and skills. Our expert family of brands – Manpower®, Experis®, Right Management® and ManpowerGroup® Solutions – creates substantially more value for candidates and clients across 80 countries and territories and has done so for 70 years. In 2019, ManpowerGroup was named one of Fortune’s Most Admired Companies for the seventeenth year and one of the World’s Most Ethical Companies for the tenth year, confirming our position as the most trusted brand in the industry. See how ManpowerGroup is powering the future of work: www.manpowergroup.com.

As of June 2019, the deals approved under the Juncker Plan amount to €75 billion in financing and are located in all 28 Member States. Some 952,000 start-ups and small and medium-sized businesses (SMEs) are expected to benefit from improved access to finance.

Currently, the top five countries ranked in order of investment triggered relative to GDP are Greece, Estonia, Bulgaria, Portugal and Latvia.

The EIB has approved €55.2 billion worth of finance for infrastructure and innovation projects, which should generate €252.5 billion of additional investments, while the European Investment Fund (EIF), which is part of the EIB Group, has approved €19.8 billion worth of agreements with intermediary banks and funds to finance SMEs, which are expected to generate €155.9 billion of additional investments.

Updated country-specific factsheets with brand new case studies are available on our website.

European Commission Vice-President Jyrki Katainen, responsible for Jobs, Growth, Investment and Competitiveness, said: “With these latest figures we have reached a new milestone, surpassing €400 billion in investment mobilised across the EU. This is a huge achievement and shows that by using a small amount of the EU budget as a guarantee, you can attract private investment for the public good. We are on track to reach our goal of €500 billion by the end of 2020, and the Commission will continue to mobilise investments under the InvestEU Programme from 2021 onwards.”

Based on the projects approved until July 2018, the Commission and the EIB estimate that the Juncker Plan has already supported 750,000 jobs and increased EU GDP by 0.6%. By 2020, the Juncker Plan is set to create 1.4 million jobs and increase EU GDP by 1.3%.

Background

The Investment Plan for Europe – the Juncker Plan – focuses on strengthening European investments to create jobs and growth. It does so by making smarter use of new and existing financial resources, removing obstacles to investment, and providing visibility and technical assistance to investment projects. The European Fund for Strategic Investments (EFSI) is the central pillar of the Juncker Plan. It provides a first loss guarantee, allowing the EIB to invest in more, often riskier, projects.

On 6 June 2018, the Commission proposed for the next long-term EU budget 2021-2027, to create the InvestEU Programme, bringing EU budget financing in the form of loans and guarantees under one roof. The new programme will consist of the InvestEU Fund, the InvestEU Advisory Hub and the InvestEU Portal. After negotiations with the Member States, on 18 April the European Parliament gave its green light to the InvestEU Programme.