Tuesday, December 12, 2017

Over three-quarters of marketing professionals witness age discrimination - THE DRUM

by John Glenday
Originally published: December 11, 2017
Publisher: TheDrum.com 

In excess of three quarters (76.5%) of respondents to an industry-wide survey into age discrimination have reported that the practice is widespread in their own workplaces.

The research, undertaken by employment website CV Library, found that 47.1% of marketers fret that they’re not taken seriously at work solely due to their accumulation of years although discrimination was in action at both ends of the spectrum with 75% complaining that they were considered ‘too young’ while 25% believed that they were ‘too old’.

Prejudices against these younger employees centred on a lack of experience and not being taken seriously, with 33.3% having direct experience of such discrimination. At the upper end of life’s ladder, 50% said they faced concerns that they wouldn’t be agile enough to perform their tasks.

Only 29% women have benefited from gender diversity initiatives: BCG report - MONEY CONTROL

Originally published: December 11, 2017
Publisher: MoneyControl.com 

While a majority (60 percent) of women respondents in India agree that their company focuses on gender diversity, only 29 percent have actually seen benefits. A study by the Boston Consulting Group (BCG) titled 'From Intention to Impact: Bridging the Diversity Gap in the Workplace' said that poor implementation is the primary reason that 50 percent of initiatives have not been effective.

In the Bombay Stock Exchange (BSE) 500 companies, only 3 percent of the CEOs are women. A commonly held view is that gender inequality is ultimately a result of the low ambition that women show as they begin to hit the mid-levels of management. BCG research comprehensively rejects this myth, showing that women are equally ambitious as men to advance in their careers.

In fact, 87 percent  of women and 86 percent of men surveyed are seeking advancement in their careers.

Survey shows big demand for retraining from mums - HR NEWS

by Gillian Nissim 
Originally published: December 11, 2017
Publisher: HRnews.co.uk 

Almost two thirds of mums are interested in retraining and 58% have considered setting up their own business, according to Workingmums.co.uk’s annual survey.

The transition to parenthood brings huge upheaval and the survey of over 2,300 mums shows how many are considering leaving their jobs or sector as a result of becoming parents.

The biggest reason by far given for considering starting a business or franchise is the need for greater flexibility – 36% said this. Others reasons given were wanting to be their own boss [15%] and that they had always wanted to set up their own business [17%]. While 68% of women were just thinking about starting a business, 15% were already in the early stages of setting up and 10% were working on a business plan. Access to funding was seen as the biggest challenge.

The accounting field confronts workplace diversity – data and reflections from Xerocon - DIGINOMICA

by John Reed
Originally published: December 11, 2017
Publisher: Diginomica.com 

After years of well-intentioned “diversity workshops,” we now have something new and crucial: the data to make a business case for diversity (though more data is needed). But even with proof points, diversity initiatives get stuck. Leadership teams remain stagnant.

Gender pay discrepancy stories are ubiquitous. And the persistence of sexual harassment, in the tech field and elsewhere, is one of the year’s biggest stories.

The business case for diversity – data points

These were some of the issues touched on by XeroCon 2017’s diversity panel. The panel, facilitated by Amy Vetter, Chief Relationship Officer – Partner Channel, Xero Americas, coincided with the release of the 2017 CPA Firm Diversity & Inclusion Report, sponsored by Xero (get PDF report). The other panelists included Tariq Khan, Jina Etienne, and Carlos C. Lopez.

Startups pitch ways to fight workplace bias, harassment and discrimination - THE MERCURY NEWS

by Seung Lee 
Originally published: December 7, 2017
Publisher: MercuryNews.com 

Before attending Harvard Business School, Rahkeem Morris once was a high school dropout in a single-parent household in Albany, New York. He worked three part-time jobs, including at a Taco Bell, to support himself and his family.
He returned to high school and graduated at age 20. And then Morris excelled: He graduated magna cum laude from Cornell, worked at GE and Google, and now studies at Harvard Business School.
He also founded a startup called Aday Technologies, focused on better scheduling for workers with multiple hourly shifts and eliminating the need for last-minute calls from managers to immediately come into work.

Monday, December 11, 2017

The 'bystander effect': responding to racist, violent incidents in public - CBC

by Anna Dimoff, Christine Coulter
Originally published: December 7, 2017
Publisher: CBC.ca

An alleged assault on public transit in Vancouver on Monday has sparked a discussion about how and when bystanders should intervene.

Noor Fadel, the 18-year-old Muslim woman who was allegedly attacked, looked around the train car for help but she said she was met with blank stares.

"Everyone was aware of what he just tried to do. They saw him yelling at me and continuing to yell at me, but everyone stayed seated. There was not a person who got up," she told On The Coast host Stephen Quinn Wednesday.

It’s Corporate Canada’s turn to acknowledge and address systemic discrimination - THE GLOBE AND MAIL

by Elio Luongo 
Originally published: December 8, 2017
Publisher: TheGlobeandMail.com 

The recent apology by the Prime Minister was a critical step in breaking down the barriers and discrimination that still face many in Canada's LGBTQ community. But it was just one step. Corporate Canada must also acknowledge and address the systemic and underlying discrimination built into its culture and practices that continues to affect the LGBTQ community today.

Discrimination takes many forms. I don't profess to know first-hand the challenges that are faced by those in our LGBTQ community, nor do I wish to belittle the amount of work that remains to make the needed changes. As a leader, I want to help break down barriers and open conversations. In my own way, I do know what it feels like to be considered different, and I suspect many of the country's business leaders do as well. As immigrants and children of blue-collar workers who didn't attend the right schools or right clubs, we were on the outside because we were different.