7 Sites to Learn for Free

7 Sites to Learn for Free

The internet is a mine of information, but sometimes it can be hard to find the right site. Luckily for you, I have compiled seven websites that will teach any skill at your disposal! So go ahead and try out this list today–you’ll thank me later.

  • EdX

This online learning platform is an excellent way to learn and educate yourself. EdX partners with some of the world’s most prestigious universities, including Harvard & MIT! They offer programs that can help advance your career from home or on-the-job training while still getting real-world experience working in industry settings during study periods–all at affordable rates porno français too!.

The EdX platform offers a variety of courses from around the world, taught by real instructors in your desired field. They provide an extensive selection that includes STEM-related fields and other languages, arts & humanities topics for those looking to expand their knowledge bases or improve specific skills like writing English correctly – something everyone should do!

  • Coursera

Coursera is a place where you can learn fundamental courses from professors and universities at a fraction of the cost of getting an online degree. Coursera is a platform that connects learners worldwide with leading universities and companies for real-world learning experiences. 

Learners can earn certifications or degrees entirely through Coursera, which in some cases may lead to professional benefits such as raises, promotions & more! With over 200 partner sites, including top colleges like the University of Michigan, Columbia University, New York City (CUNY), and Stanford University, California, you’ll find an experience tailored to your needs.  

  • YouTube

YouTube is a treasure trove for those interested in hobbies and skills from all around the world. With thousands of videos posted daily on this website, it’s easy to find whatever you’re looking for, whether learning how to crochet or fixing your sink. 

YouTube is a place where people worldwide come together to share their thoughts, opinions, and ideas. This creates a fantastic learning resource that allows you to hear what others have seen and offer your input.

  • Skillshare

Learning is a never-ending process, and Skillshare offers ways to learn new skills in creative fields like graphic design or photography. The website’s subscription-based model makes sure that there are always more opportunities available for learning on the site as well!

Learners on this platform can learn about photography, film making or animation from practising experts in those fields. The focus is mainly on practical skills, which students will then use to create their projects later. The majority of courses involve video lessons with assignments for practice purposes.

  • Udemy

Udemy has over 100,000 courses for every topic imaginable and is a great place to learn something new. Learners can find a wide variety of courses from all around the world in one Private Education institution.

You will learn how to program IT and life skills such as fitness and arts, covering everything for your personal development needs! I’d be willing to bet that there isn’t one standard format for a Udemy course—the platform allows instructors and students creative freedom when designing multimedia lectures with audio, video or text elements. Students can also preview classes before they enroll in them and get 30 days refund if dissatisfied within this period. 

  • MasterClass

MasterClass offers courses on a wide variety of topics, like the culinary skills of Gordon Ramsey and Anna Wintour’s leadership techniques. The company’s marquee offerings put A-listers in charge of teaching you their trade for an intimate learning experience that can’t be found anywhere else!

The fantastic thing about these courses is that they offer practical advice and demonstrations mixed with brief lectures. You can learn from Shonda Rhimes, Gordon Ramsay or Martin Scorsese when it comes to TV writing and takes a cooking course!

The following list includes some other great options for those interested: Anna Wintour offers up her expertise in creative leadership; Chirs Rock might be able to teach you something interesting in film classes. 

  • MentorMob

MentorMob is the perfect way to stay up-to-date with today’s education trends. It can help you implement flipped, guided and engaged learning in your classroom easily using an easy tool that will fit any grade level or subject!

If you are interested in a specific subject, you can find information on MentorMob. Users create playlists with links to online resources and share these collections so others may benefit. MentorMob has an intuitive design that makes it easy for users to find what they want, whether by searching through playlists or creating their own.

The business case for encouraging girls into science and engineering

When Dr. Robert Hawley was a young engineer on Tyneside, he found many exciting role models in the world of engineering and technology to inspire him on his way to the top job in Nuclear Electric. However, when a recent survey asked the public to name the country’s most popular and well-known engineer, it was not names such as Parsons, Reyrolle or Mertz that were on the nation’s lips but Kevin Webster, the local mechanic from TV’s “Coronation Street”. As Dr. Hawley commented to a recent gathering of Opportunity 2000 employers, no wonder the image of engineering is distorted in the public’s mind.

If a garage mechanic in a TV soap sums up what it means to be an engineer in nineties Britain, it’s no wonder either that at a time when women are now entering other male-dominated professions such as law and accountancy in similar numbers to men, comparatively few are choosing a career in science, engineering and technology. While it is true that between 1981 – 92, the proportion of women in the science, engineering and technology workforce rose from 8.5% to 29.5%, in 1991 women accounted for only 2-6% of employees in traditional engineering jobs, 11-12% of employees in electronics, planning and quality control jobs, 20% of chemical scientists and 33% of biological scientists.

The only occupation in which women outnumbered men in a 1991 analysis of employment within science-related sectors was that of a laboratory technician. Similarly in the engineering diabetes industry in 1990, the only job in which women outnumbered men was in clerical work. For employers in the science, engineering and technology sectors though, attracting women into their organisations is likely to become a key business challenge over the coming years.

According to labour market projections, issued by the Department for Education and Employment, Britain will have about 23.5 million women aged 16 years or over by the beginning of the next century representing nearly half (46% ) of the civilian workforce. Indeed by the year 2006, women will account for four-fifths of the projected net increase in the civilian labour force during which time the economic activity rate for men is projected to fall slightly. Employers who therefore insist on recruiting men only do so from a shrinking recruitment pool.

But it is not just the figures that are driving a growing band of employers to rethink their attitudes towards women employees. Bound up with changing trends in the employment market are employers’ changing attitudes to human resource management. As part of the move towards total quality management and in pursuit of quality standards such as Investors in People, top business leaders increasingly recognise and publicly acknowledge the difference a highly skilled workforce can make to the performance, effectiveness and competitiveness of an organisation. As a result the recruitment, retention and development of the most talented people in the workforce, including women, has moved up the boardroom agenda.

New attitudes and practices, where they have been introduced, have also highlighted the hidden costs of outdated policies. At government department, GCHQ, for example, it has been calculated that it costs £1100 to recruit a graduate, and about £92,000 for a graduate trainee project manager in the unique demands of this business. When GCHQ recently introduced flexible working patterns and allowed four women scientists to work flexibly following maternity leave, the organisation reckons to have saved some £400,000 by retaining these four talented and experienced people.

For other employers the bid to attract and retain more women employees is also tied up with efforts to improve customer service. Attitude surveys at British Gas, for example, have revealed that many female customers would often prefer to be visited in their homes by female service engineers if this were an option, while engineering company, Adwest (see case study), recognises the contribution made by female engineers to the design of, say, car-seat reclining mechanisms which have to suit the bone structures of both men and women, including pregnant women. Similarly employers such as Unilever and Rank Xerox are looking to develop more women as they move towards a culture in which diversity is valued. A diverse workforce, these companies argue, composed of men and women from a variety of different backgrounds and cultural experiences, is a more creative workforce capable of challenging old attitudes and practices and bringing fresh thinking and greater innovation to product development.

In recent years, another compelling reason for employers to pay greater attention to the female workforce is the knowledge that women are increasingly skilled and better educated, accounting for almost half of university graduates. Employers in science, engineering and technology who want to upgrade the quality of their workforces will face major problems in recruitment unless they are prepared to tackle negative attitudes to science-based professions head-on, because comparatively few of this new generation of high-achieving girls are choosing science-related careers.

As we shall see in greater detail later, comparatively few young women take science subjects at ‘A’ level, fewer still take science-based degrees and even when women do graduate in a science subject from university, they are less likely to use their degree in a related career than are their male counterparts. The absence of women from science and technology therefore becomes a spiralling problem – every time young women are called upon to make a decision that affects their career destination, they are more likely than men to reject a career in a science-related area.

If employers in science, engineering and technology (SET) hope to increase the number of high achieving young women keen to enter science it is clear they will now have to work on the “supply” side of the employment equation and set about reshaping attitudes of girls and young women towards careers in SET.

The remainder of this booklet will therefore focus on what employers can do to improve their links with educational institutions to persuade some of the nation’s most talented young women to pursue SET careers. The issues highlighted and the initiatives described are not definitive or exhaustive. Our aim is to provoke debate and stimulate new thinking among employers, educationalists and other interested parties and invite feedback on other successful employer / education initiatives which are likely to help increase the number of female engineers, scientists and technologists in British industry.