From Around the Web: How Female Millennials Can Build Trust at Work

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Challenging organizational barriers is something Jabil Joules is committed to, sometimes with brute force, in order to bolster the representation of females in leadership, operations and corporate counsel roles. One common organizational barrier females entering the workforce face is gaining the trust that will enable them to progress in their chosen profession.

A recent article in Fast Company by Jeff Spicolié, Associate Director of Bentley University’s Center for Women and Business (CWB), explains that millennial women are subject to being less trusted in the workplace, which hinders them from landing future leadership roles. Reasons for distrust among colleagues and managers come from stereotypes, experience and inter office relationship bias, unfair performance measures and inadequate management experience.

The article goes on to explain how to overcome the obstacles millennial women face when trying to build trust when entering their career. Reliance and disclosure are two types of trusting behaviors that can be established to shape positive and trusting behaviors with fellow employees and managers.

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We want to hear from you: How do you establish trust in your working relationships?

Celebrating Manufacturing and Promoting a Diverse Future at Jabil

Jabil’s Celebrate Manufacturing Day in Guadalajara, Mexico attracted more than 23 students.
Jabil’s Celebrate Manufacturing Day in Guadalajara, Mexico attracted more than 230 students.

In 2015, seventeen Jabil sites across the world celebrated the world of manufacturing by hosting various Manufacturing Day events and attracting over 1000 guests to their facilities. This concept was coined by the Manufacturing Institute in order to, “Expand knowledge and improve public perception about manufacturing by giving manufacturers an opportunity to open their doors and windows and show, in a coordinated effort, what manufacturing really is,” according to Jennifer McNelly, Executive Director of The Manufacturing Institute. Through such events “hundreds of thousands of students, parents, grandparents and teachers learned about the rewarding careers that manufacturing offers, and experienced first-hand about the high-tech innovations in 21st century manufacturing,” McNelly added.

Here at Jabil the goal of the events were to celebrate modern manufacturing, showcase the new Jabil and inspire the next generation to pursue a career in manufacturing and at Jabil. “The on-site activities was fantastic in away to demonstrate with ingenuity, innovation and passion for manufacturing for Jabil sites within the communities in which we operate, within,” according to Beth Walters, Jabil’s Senior Vice President, Communications and Investor Relations and Marketing. Additionally, Manufacturing Day was an opportunity for Jabil to highlight the Jabil Joules program, promote women in manufacturing, and inspire future talent, both male and female, to consider a career in manufacturing as a woman.

Demonstration of an innovative Panono camera during Celebrate Manufacturing Day at Jabil Kwidzyn, Poland.
Demonstration of an innovative Panono camera during Celebrate Manufacturing Day at Jabil Kwidzyn, Poland.

Why is promoting Jabil’s capabilities and diversity programs so important?  According to the 2015 Manufacturing Institute and Deloitte Skills Gap Study, 60 percent of open skilled production positions are unfilled due to a talent shortage even when manufacturers are willing to pay 80 percent more than market rates. Based on the McKinsey Global Institute and Global Operations Practice November 2012 report, the demands for manufacturing are globally occurring at an accelerated pace. In fact, the manufacturing output continues to grow by 2.7 percent in industrialized economies and 7.4 percent in large developing economies. Not only is there an employment shortage that can be addressed by focusing on attracting diverse talent pool, but companies with diverse teams are more profitable due to a larger and varied talent pool, more innovative due to the differing viewpoints and ideas, as well as more competitive with better market insights due to access to a wider industry knowledge.

Many of Jabil’s Celebrate Manufacturing events included tours with students or family members of Jabil employees. A few sites even invited press and media to their Manufacturing Days.

Celebrate Manufacturing Day at Jabil St. Petersburg, Florida.
Celebrate Manufacturing Day at Jabil St. Petersburg, Florida.

Throughout the Americas, Jabil’s own corporate headquarters with other sites in the region held various Manufacturing Days. At Jabil’s Corporate Headquarters in St. Petersburg, FL, they held a facility tour for high school students in the area along with a lunch and networking opportunities for the students. In San Jose, the site partnered with Kronos Inc. to  take 126 guests on forty tours demonstrating Jabil’s customer development activities at it’s Great Oaks Facility and Blue Sky Center, Jabil’s innovation solutions workshop. At Devens, the site held tours showcasing the new healthcare products factory- including “clean room” tour, 3D prototype printer, and First Robotics Team- for school children and college students in the area along with their parents and teachers; a total of 180 guests. Interestingly for Manufacturing Day, Guadalajara organized 3 conference events with women at local universities about career opportunities in manufacturing and Jabil with a total attendance of 200 people as well as hosting a visit day for 36 engineering students.

Celebrate Manufacturing Day at Uzhgorod, Ukraine.
Celebrate Manufacturing Day at Uzhgorod, Ukraine.

In Europe, eleven of Jabil sites hosted a Manufacturing Day with great success. At Livingston’s event, the site held tours and activities for employees’ families including a chocolate building activity for children. Many other sites, such as Tver, Waterford, and Nypro Germany, used Manufacturing Day to host students from local universities to educate them about the opportunities in manufacturing; more than 100 female students and 220 male students from engineering and technical programs across various regional schools and universities participated in Jabil’s events.

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Meanwhile in Asia, some of the company’s largest sites hosted students and family members of the employees on tours of the sites.  At Nypro Shanghai, 28 MBA students from the University of Florida together with their professor were taken on a plant tour along with introducing the students to the site management for a discussion on manufacturing.  While at Tianjin Plastics, 30 students chosen from the local technical college as potential future hires were given a glimpse into the facility to showcase the manufacturing elements and the company culture. Similarly, Green Point Taichung created a tooling design center for local college students to practice as well as to demonstrate their manufacturing capabilities to future talent. Alternatively, Nypro Healthcare Shenzhen hosted a plant tour for its employees and children and showed them how an electronic toothbrush is made.

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Overall, all of these events were successful with the sites receiving great feedback along with opportunities for drawing future, diverse talent into manufacturing. Jabil itself is also very proud of its employees and their Jabil Joules Champions for exemplifying the positivity, strength, and innovation in manufacturing and for inspiring the future generation to consider a career in manufacturing. As Beth Walters noted, “We have terrific Jabil Joules momentum built from 2015 and I’m eager to see how much we can accomplish in 2016.”

Jabil Joules Europe: Bridging the Gender Gap and Encouraging Greater Diversity in European Manufacturing

Jabil Joules launched its European initiative in April of 2015 with the mission of educating, mentoring, networking, and promoting a dialogue of gender diversity. Now, more than 7 months later the program has seen implementation in multiple sites and creation of the Regional Jabil Joules Steering Committee along with numerous other successes in site-initiated programs, community projects, and programs of increasing diversity within the sites.

In 2010, the European Commission launched the Women’s Charter to drive gender equality. The aim is to have equal pay, equal in decision-making, and equal economic independence by 2020. Despite a liberal European agenda for gender equality, only 17 percent of Jabil’s European managers were female in April this year, less than the European average of 28 percent for female directors in the top FTSE 100 companies according to the EEF’s Women in Manufacturing 2015 report. With the current European measures in place and the shortage of females in leadership positions, Jabil and other companies are recognizing there is a case for gender balance in leadership.

Jabil Joules Successes

But why is having a diverse workforce important for Jabil and manufacturing? According to the 2015 Manufacturing Institute and Deloitte Skills Gap Study, 60 percent of open skilled production positions are unfilled due to a talent shortage even when manufacturers are willing to pay 80 percent more than market rates. Thus, we need a diverse workforce to fill in the work shortage. Not only is the employment shortage, but companies with diverse teams are more profitable due to a larger and varied talent pool, more innovative due to the differing viewpoints, ideas, and more competitive with better market insights due to access to a wider industry knowledge. “Our future success depends upon our ability to attract, retain and develop from diverse backgrounds, enabling us to target the best available talent pool, while at the same time being recognized as an employer of choice, regardless of gender, creed or nationality,” Robin Forster, Regional HR Director, Europe. Therefore, we need a diverse workforce to fill needed positions and for Jabil to maintain and exceed its competitiveness.

To tackle these problems, Jabil Joules Europe launched a series of Educate, Mentor, and Connect guides to inspire sites to recruit women, encourage women to take the next step in their career, and create a Jabil Joules community. The Educate arm includes programs for training development, diversity blogs, and Manufacturing Day to promote manufacturing awareness and STEM education. The Mentor arm encompasses informal mentor programs, creation of development programs for women, and partnership with local schools and universities. As for Connect, it comprises initiatives such as webinars, leaders roadshows, and encouraging partnership with external organizations and networks. The goal is for each site to launch a Jabil Joules initiative and select a Jabil Joules champion to create a team to execute such initiatives.

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Since the launch in April 2015, Jabil Joules has received a positive response in many sites and seen numerous changes in support of diversity. Since April, there have been 17 new female managers across Jabil’s European sites. Not only that, but 86 percent of European sites have chosen a Jabil Joules champion and declared various Jabil Joules initiatives. Fantastically, 11 sites have declared Celebrate Manufacturing Day plans with some involving the media to spread greater awareness of Jabil and manufacturing.

Site initiatives address various gender specific issues and the greater issues of diversity. For instance, Tver and Tiszaujvaros implemented payment programs for expectant mothers and for employees with newborns. Tiszaujvaros creatively installed pink lights in its main entrance and outside their facility in the month of October as a reminder of Breast Cancer Awareness along with open discussions about Breast Cancer. At Vienna, a group of employees for the new leadership program were identified, 25 percent of which were female. Additionally, Vienna and Nypro Germany participated in career fairs at local universities. Livingston held a two day workshop for Employment for Young Adults with Learning Disabilities. In Waterford, they implemented an INTRO programme supported by the Irish government to support the unemployed in the locality in finding work. These are just a handful of the numerous initiatives the sites in Europe have implemented.

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The Jabil Joules initiatives were also a part of several of the Manufacturing Day plans in Europe.  Eight sites have hosted a Manufacturing Day with great success. At Livingston’s Manufacturing Day, the site held tours and activities for employees’ families including a chocolate building activity for children. Many other sites, such as Tver, Waterford, and Nypro Germany, used Manufacturing Day to host students from local universities to educate them about the opportunities in manufacturing; more than 72 female students and 130 male students from engineering and technical programs across various regional schools and universities participated in Jabil’s events. However, this is only a small insight to the diverse Manufacturing Days held and in planning at Jabil Europe.

Jabil Joules Europe has started to bridge the employment gap and encourage greater diversity throughout Europe and has seen great success in the past 7 months. However, as Robin Forster says, “We still have work to do promote the programme at our sites, with our managers and employees, with our local communities and also with our customers.”

May Zhao: Embracing Diversity & Collaborating for our Employees

BK8A3738May Zhao, Human Resources Manager at Jabil Shanghai, tends to be shy. When she presented on behalf of her team during the 2015 Deliver Best Practices Competition, however, she spoke with confidence, grace and knowledge. May was anything but shy as she helped her team win first place in the Human Development category. Their team developed a hiring plan that explored unique channels to increase hiring efficiency aligns perfectly with Jabil’s cultural tenant of embracing diversity and collaborating.

From October 2014 to March 2015, direct labor headcount shortage had become a serious issue at Jabil’s Shanghai site. In order to resolve the direct labor shortage in Shanghai, the team developed a direct labor hiring program called the Model Direct Labor Hiring Program.

The team set four aggressive goals in order to address the problem and change the current situation. The goals aimed to improve the direct labor fulfillment rate, self hiring percentage, decrease labor agent cost and labor contracted employees percentage.

In total, Zhao’s team spent 15 months defining, measuring, analyzing, improving and controlling the project. During this time, they utilized Lean tools, including the fishbone diagram, value stream mapping and a cause-and-effect matrix. After measuring the project’s effectiveness, they found that the fulfillment rate increased to 100 percent, the labor agency hiring percentage decreased to 0 percent, agency contracted employee percentage decreased to 11 percent and labor agency cost decreased by 10 percent.

The team’s achievements through the hiring program led them to receive recognition from the government, customers and other teams within Jabil. The team also shared best practices with sister plants and the government. The program has now been replicated at almost all Jabil sites throughout China.

“Looking back, Jabil’s culture was shining from beginning to end,” said Zhao during her presentation.

May Lin: Helping to Improve Our Communities & Environment

May Lin 3- 480x260May Lin, Line Supervisor at Taichung Tooling, understands the importance of improving our communities and the environment. May and her seven project members identified an increase in power consumption and high CO2 emissions at their site. With a focus on integrity, they set out to determine the root causes and make necessary changes to reduce power usage and CO2 emission in Taichung.

In order to reduce heat inside the workshop, the team designed 28 oil coolers, added a heat-guiding cover and replaced the previous cooler with an air-cooled chiller. Their project, “Green Energy, Green Earth,” saved 14.2 percent of the power being consumed and reduced CO2 emissions by 14 percent.

To put it into perspective, the amount of CO2 emission their project will have reduced by 2016 is equivalent to flying an airplane around the world 118 times!

With the theme song, “Heal the World,” by Michael Jackson, it is evident the team has a passion for sustainability. Their project incorporated and illustrated Jabil’s company-wide Lean initiative.

May, whose favorite thing about Jabil’s culture is challenging the impossible, was very excited to represent her team in the Social & Environmental Responsibility category of this year’s Deliver Best Practices competition.