Friday, September 30, 2016

Women form majority of this global insurer’s workforce - INSURANCE BUSINESS MAG

by Louie Bocani 
Originally published: September 30, 2016 
Publisher: InsuranceBusinessMag.com 

Insurance heavyweight AXA has received recognition for its corporate commitment to gender equality as women now make up the majority of its global workforce.

The insurer has been awarded with the Economic Dividends for Gender Equality (EDGE) certification, which acknowledges the firm’s global commitments and actions in achieving and sustaining gender diversity and equality in the workplace.

According to the company, women formed over 53% of its 166,000-strong workforce across 64 countries in 2015. Females also held 42% of all management positions globally.



Tips to form a workplace LGBT resource group - SEATTLE TIMES

by Laura Zera 
Originally published: September 30, 2016
Publisher: SeattleTimes.com 

It’s important to most everyone to be valued for who they are in the workplace; for an LGBT employee, it can be a deciding factor in whether they stay with a company.

In an environment where that kind of inclusivity isn’t readily visible, creating a lesbian, gay, bisexual and transgender (LGBT)employee resource group is one way to seed it.

Once known as affinity groups, LGBT employee resource groups — or business resource groups, as they’re sometimes called — usually start out as a grass-roots initiative. At the Seattle office of multinational professional services firm PricewaterhouseCoopers (PwC), one passionate individual founded its local Out Professional Employee Network (OPEN) Circle about 10 years ago, according to Allie Foote, who leads PwC’s Pacific Northwest Diversity Network. “He got the support of the [leadership] partner group in the office, got interested individuals on board, and was able to really make things happen,” says Foote.


L’Oréal Among 'Most Inclusive' Employers - ESM MAGAZINE

Originally published: September 29, 2016
Publisher:  ESMmagazine.com 

Thomson Reuters has listed L’Oréal as one of the 20 most inclusive employers in the world, after evaluating its track record of hiring people from diverse socio-demographic regions and backgrounds, people with disabilities, and women.

The cosmetics firm says that this is the result of ten years' effort in its ‘Diversity & Inclusion strategy’.

“Diversity & Inclusion supports the L’Oréal global mission of beauty for all.  We have been adamant in our position to be transparent on our D&I indicators as a measure of accountability for our actions in the workplace and marketplace worldwide,” commented Jean-Claude Le Grand, senior vice-president for talent development and chief diversity officer at L’Oréal.

Yellen pledges to improve Fed’s workplace diversity - CANADIAN BUSINESS

by Martin Crutsinger
Originally published: September 29, 2016
Publisher: CanadianBusiness.com

Chair Janet Yellen said Thursday she is committed to increasing diversity throughout the Federal Reserve system, including the ranks of senior leadership.

Yellen said that the Fed will benefit from greater diversity, and commercial banks will be better off with a more diverse workforce.

“I am committed to improving diversity throughout our organization,” Yellen said, speaking by videoconference to a forum of minority bankers in Kansas City, Missouri. “Improving diversity requires effort and constant focus. We will continue working hard to achieve this goal.”

Fed Up, a coalition of community activist groups and labour unions, is trying to change how the Fed’s 12 regional banks operate, including increasing job opportunities for minorities. The group notes that in the Fed’s 100-year history, there has never been a black or Hispanic president at any of its regional banks.


Wednesday, September 28, 2016

Ask an Ethicist: What do I do if I encounter discrimination in the workplace? - PENN STATE

by Rob Peeler and Tom C. Hogan 
Originally published: September 27, 2016
Publisher: news.PSU.edu

In partnership with the Rock Ethics Institute, Penn State Today’s feature column, "Ask an Ethicist," aims to shed light on ethical questions from our readers. Each article in this column will feature a different ethical question answered by a Penn State ethicist. We invite you to ask a question by filling out and submitting this form. An archive of the columns can be found on the Rock Ethics Institute website.

Question: What do you do if your coworker constantly says racist, homophobic and just plain ignorant things to you all the time, but never says this in front of your supervisor who thinks they are a great employee? This individual is now currently applying for a position in my office which has more responsibility, including hiring and terminating employee and that concerns me. I feel I should speak up because my boss really values and puts a large emphasis on diversity and inclusiveness. I don't want to start trouble or be a tattle-tale, but, this unknown side of her really doesn't seem right to me due to the lack of  inclusiveness she will bring to the office and the potential disruptive effect.

An ethicist responds: Before addressing the question posed, let’s discuss what you can do when you encounter discrimination in the workplace. Discrimination in the workplace is a common occurrence. In addition to being illegal, it is unethical and can have an insidious impact on organizational culture, workforce productivity and organizational sustainability. It can have an adverse impact on trust, employee engagement and workforce creativity and innovation.  Furthermore, if it is determined in a court of law that it results in a hostile work environment, it can result in significant financial risks to the organization.


Why Offering Paid Maternity Leave Is Good For Business - FAST COMPANY

by Laura Vanderkam
Originally published: September 27, 2016
Publisher: FastCompany.com 

Companies that have sweetened their paid leave policies in recent years have been rewarded beyond good feelings.
 
When it comes to maternity leave, not all companies see the costs and benefits in the same way.

All of the companies on Working Mother magazine’s 100 Best Companies list—released today—offer at least a few weeks of fully paid leave (an average of nine weeks, up from eight last year). Companies in the top 10 offer an average of 11 weeks. Contrast this with the U.S. private sector as a whole, where, according to Working Mother's numbers, only 26% of employers offer coverage beyond short-term disability leave. Only three states and six cities have enacted paid parental leave programs for their workers this year.

That's quite a gap. It raises the question of how these organizations perceive the economics of leave. While a better-than-average policy may land a company on a magazine’s list, is there any business benefit to be gained beyond that?


SAP's Jennifer Morgan's Leadership Lessons: Take Action For Gender Pay Equality - FORBES

by Bruce Rogers
Originally published: September 26, 2016
Publisher: Forbes.com 

A Series of Forbes Insights Profiles of Thought Leaders Changing the Business Landscape:  Jennifer Morgan, President, SAP, North America

SAP has been on a journey to grow and innovate outside of its legacy on premise ERP business as it faces ever-increasing competition from Salesforce, a host of new players as well as Microsoft and Oracle (companies with which they both compete and partner). Leading that journey in North America, is the company’s President Jennifer Morgan, installed in the role over two years ago by SAP’s dynamic global CEO Bill McDermott and President of Global Customer Operations Rob Enslin.

“It is an exciting time. We’re at the center of the disruption, center of the competition, center of the talent,” says Morgan. The company has been highly successful in rolling out its own cloud solutions and its SAP HANA platform.  In fact, the company’s earnings reports focus on Cloud subscriptions, breaking out that data separately from its overall revenue figures.  For the first half of 2016, revenues were up 5% overall, but up 32% for its Cloud business. In the Americas (SAP does not report North America earnings as a stand-alo