Monthly Archives: November 2017

Championing Diversity for Business Profits and Principles

When Jennifer Brown joined corporate culture in America, she had an exacting awareness of the minority status she was carrying. She wanted to break the shackles of ‘covering up’ her true self to please the larger masses.

What manifested was a brilliant example of what happens when diversity is at its best- in the form of the renowned speaker and award-winning entrepreneur- that she has become. Her experiences converted into invaluable suggestions and are now part of the book- Inclusion: Diversity, the New Workplace & the Will to Change.

Past Imperfect. Present Continuous. Future Uncertain.

Silicon Valley is bearing witness to the prices at stakes of not adhering to the new rubrics of the new world order. As testified by the Uber CEO losing his face and credibility amidst accusations of sexual discrimination.

James Damore was fired from Google for his memo titled ‘Google’s Ideological Echo Chamber’ criticizing the efforts of gender balancing. The memo, which ascribed the inequalities in the industry to the inherent biological differences, earned quick backlash from the world and rebuttal from the CEO.

In the face of a new diversity head, Danielle Brown – Google can’t afford to go wrong when the rest of the world looks up at it for every inspiration. The company’s 2017 annual diversity report claims the women, Black, and Hispanic represent 36%, 14.4%, and 13.9% respectively of the total workforce. The progress has been steady but slow over the years since it has started making the demographics public.

Recently, Deloitte shunned the practice of Employee Resource Groups (ERGs) and other such affinity groups as their talent management strategy. These ‘out-groups’ were started in the past which seems anachronistic at present for the world of talent management. Reason being the people in such groups felt separated and never reached the top of the corporate ladder.

The Diversity Dilemma

To or not to implement diversity? This is the major dilemma global organizations in world of talent management are facing. While the frontiers of old practices seem to fall and fail easily, the new practices aren’t yet ready to be implemented. The HR departments are running from pillar to post just to get their talent management strategy right. A strategy which solves the issues of diversity and inclusion as well as earns business revenues.

The companies are still in the process of figuring out whether or not promoting diversity at the workplace, as a talent management strategy, is actually materializing into real profit figures on paper. In this difficult scenario, emphasizing the diversity inclusion benefits to the top managers seems empty.

How do you define minority today? The most exact depiction of the minority today is turning out to be ‘anyone who is not white and not male.’ This is not exhaustive and the aim of diversity inclusion is not alienating the majority. It’s a paradox in the world of talent management but any positive change to the minority issue has to start with the majority.

How to trigger visits of your videos on YouTube


As we will tell you in future articles, we are very involved in the SEO positioning of YouTube videos. This has made us do many tests, read many articles and draw conclusions about how we can position a video on YouTube. As I will tell you in the post, positioning a video on this social network is somewhat less complicated than in Google, although you have to know a series of techniques and traffic flow that I will tell you.

YouTube is important at a strategic level for any brand but it is also important for anyone who wants to make money with this social network. A social network that has taken more and more prominence and nowadays is fighting with Google for being one of the most used search engines in the network, there is nothing! Not to mention that many results in videos appear in Google’s own search engine for certain searches.

I’m not very much in favor of checklists, in fact I get bored more and more and I do not usually read the posts that start with this, but in this case the workflow to position on YouTube does involve a series of points, so I’ve Consider making this list, which will also be easier to follow than if you had created several explanatory paragraphs.

Name of the video

The name of the video, as it happens with the images, must carry the keyword. If we are going to position a video about “free hosting”, the video should be called “”.

Title of the video

The title must also include the keyword that we are going to position. The more at the beginning of the title it is much better.


Be careful with the description because many people forget about it. The description must be complete (the more the better) and the keyword must appear on several occasions. The sooner this keyword appears better, and if we manage to create descriptions of 400-500 words then it must be very bad video so we do not position it.

Labels Tags

The tags are still useful for positioning on YouTube. We must try to cover all the options that we give the video with labels and not stay in the generic or in a few. If they are related it is always good to put them. Not only to be well positioned in the search results, but also to get out the better in related videos (YouTube sidebar).


The CTR (number of people who watch your video when looking for a related term) is very important for the YouTube algorithm (also for Google). There are several ways to improve the CTR:

– Hiring micro-jobs on websites dedicated to this

– Writing to friends to look for us and comment on YouTube

– Add emoticons or expressions that draw attention such as “What has never been seen”, “The best”, etc.