Thursday, June 22, 2017

How much does gender inequality cost Canada? $150B, report finds - CBC

by Pete Evens
Originally published: June 21, 2017
Publisher: CBC.ca 

Taking steps to fix gender inequality in the workplace could give Canada's economy a $150-billion shot in the arm, a major consultancy says.

In a report published Wednesday morning, the McKinsey Global Institute found that gender inequality in Canadian workplaces isn't just holding women back, it's bad for the economy as a whole.

Even incremental progress in getting more women into managerial positions, high-skill STEM (science, technology, engineering and math) fields, entrepreneurship, or even just into the workforce in the first place, could be worth as much as $150 billion more to Canada's economy by 2026.



Wednesday, June 21, 2017

A discrimination-free workplace saves companies from hefty lawsuits - LAWYERS WEEKLY

by Emma Ryan 
Originally published: June 20, 2017
Publisher: LawyersWeekly.com.au

Fox News recently came under fire after 11 of its employees hit the organisation with a class action lawsuit alleging widespread racial discrimination, writes Simon Wilkins.

Sadly, Fox News is not the only organisation that has been accused of allowing this sort of misconduct. For years, the cultures of some organisations have been rife with discriminating behaviours which by no means should be tolerated by any employee.

With widespread discriminatory violations continuing to be committed across organisations, the rule of law is directly related to the implementation and enforcement of rights, and respect for the rule of law is inextricably linked to the way companies engage in business, and the ethics of workplace relations.


Trudeau government to revise CBC’s board selection process - GLOBE AND MAIL

by Simon Houpt 
Originally published: June 20, 2017
Publisher: GlobeandMail.com 

The Liberal government is overhauling the process by which members of the board of directors of CBC/Radio-Canada are selected, in hopes of ending decades of allegations of political interference in the public broadcaster’s operations.

The Globe and Mail has learned the Minister of Canadian Heritage, Mélanie Joly, will announce on Tuesday the creation of the Independent Advisory Committee for Appointments to the CBC/Radio-Canada Board of Directors. A government source said the board would comprise nine “experts in broadcasting and digital technology, representatives of cultural sectors from across Canada,” as well as “Indigenous peoples, official-language communities and youth,” who will be charged with compiling a list of candidates whose names will be submitted to the government.

The move goes some distance to fulfilling a commitment Prime Minister Justin Trudeau made while running in the 2015 election, for the CBC to embrace “merit-based and independent appointments.”



Stop Reinforcing Generation Gaps and Other Insights from Digital Workplace Experience - CMS WIRE

by  Dom Nicastro and Siobhan Fagan 
Originally published: June 19, 2017
Publisher: CMSwire.com 

Do your company a big favor: Stop creating stereotypes for different generations in the workplace. Stop using age as an excuse for generational differences and roadblocks. 

And create a culture that not only embraces generational diversity, but uses it as a strength.

George Muir of IKEA drove home these points in his Monday morning workshop at the Digital Workplace Experience conference that kicked off today at the Radisson Blu Aqua hotel.



Tech Pride: Celebrations and Challenges for LGBT Members of the Tech Community - HUFFINGTONPOST

by Camille Crittenden 
Originally published: June 19, 2017
Publisher: Huffingtonpost.com 

June is a month for celebrations: not only for weddings but also commemorations of advances in civil rights for lesbian, gay, bisexual and transgender (LGBT) communities. Just as technology has shaped countless aspects of social and public life, its influence on LGBT rights and relationships has also been substantial—for consumers and producers of social media, for the tech workforce, and for advocacy on LGBT policy issues at the state and national level.

A recent Gallup poll estimated 10 million American adults identify as LGBT. Although this represents less than 5 percent of the U.S. population, surveys by city indicate that tech hubs like San Francisco, Seattle and Atlanta boast LGBT populations 2-3 times the national average. Developments in technology and the societal integration of LGBT individuals have co-evolved, often for mutual benefit. Social media has changed public attitudes toward gay and lesbian figures and contributed to increasing acceptance over the last 15 years. YouTube and Facebook have enabled an entire genre of “coming out videos” that have served to embolden those uncertain about sharing their sexual orientation. Dating apps have been associated with more risky sexual behavior on the one hand, but in countries where homosexual activity is punishable by imprisonment or even death, these tools have provided a platform for LGBT men and women to discover one another and meet under safer circumstances than would be possible in public.



The 'coming out' of advertising: is LGBT+ representation in ads still falling short? - CAMPAIGN

by Sonoo Singh
Originally published: June 20, 2017
Publisher: Campaign.co.uk 

Social media continues to be used as the main-stage for expressions of LGBT+ rights, and when a big advertiser reflects the experiences of the community on television it elicits applause. Last year, Lloyds Bank prominently featured a same-sex couple’s marriage proposal in a TV ad. Its outdoor campaign showed the same couple with the words: "He said yes." An example of a brand that not only understands the business of gay pride, but also recognises the need to be inclusive of the LGBT+ community in its mainstream advertising. The same year, Tesco unveiled its "Basket dating" Valentine’s Day ad, which paired up potential dates based on the contents of their shopping baskets – another case of positive LGBT+ representation. 

Brands have increasingly been reflecting broader changes in society. IKEA has been using diverse imagery in its ads since 1994, when it became the first marketer to feature a gay couple in a mainstream ad. In 1997, a Volks-wagen Golf ad featured two men who may have been a couple. Almost a decade ago, in 2008, a spot for Pepsi Max showed two men in a bar encouraging their friend to chat up a woman. The man takes a drink, then walks past two women – one being the model Kelly Brook – to approach another man at the end of the bar. The same year Heinz ran an ad for its Deli Mayo in which two men kissed each other goodbye before one left for work, although it was eventually pulled following complaints. In 2009, meanwhile, Absolut Vodka unveiled a rainbow-design bottle to mark the 40th anniversary of the Stonewall riots and four decades of gay pride. 


Beyond young, white males – how to swim in a bigger tech talent pool - DIGINOMICA

by Cath Everett 
Originally published: June 20, 2017
Publisher: Diginomica.com 

While the tech industry in the industrialised nations of the West may consist today predominantly of young, white males, a confluence of factors are coming together that mean this established balance has to shift if the sector is to live up to its full potential.

Firstly is the quickening global skills crisis, which means that employers will need to look beyond traditional talent pools if they are to find the expertise they require to thrive and grow. But another consideration is that the general population is also ageing, which means that the workforce is ageing with it.