Friday, January 19, 2018

To diversify hiring, let employees with intellectual disabilities demonstrate their skills - GENEROCITY

by Elina Tonkova 
Originally published: January 17, 2018
Publisher: Generocity.com 

Employment is a goal typically realized by developing desirable skills and then getting hired to use them. But what about when the employee’s abilities or needs don’t fit an employer’s usual expectations?

In 2016, there was a 38-percent employment rate in Pennsylvania among those with disabilities. Two local organizations, Neurodiversity in the Workplace and Woods Services, are working to increase the hiring of those left out of the workforce by matching employees’ skills and needs to suitable opportunities.

Neurodiversity in the Workplace is an initiative of The Arc of Philadelphia, part of the SpArc Philadelphia family of organizations. “Neurodiversity” characterizes diverse neurological conditions as natural, genetic variations that do not preclude individuals from functioning at high professional levels. Advocates wish to establish neurodiversity as critical to workforce diversity — and as an advantage rather than a disability.



Tech firms can leverage their industry to build diverse sales teams - IT BUSINESS CANADA

by Eric Emin Wood 
Originally published: January 17, 2018
Publisher: ITbusiness.ca

In an industry frequently – and accurately – criticized for its lack of gender diversity, Mississauga, Ont.-based senior care cloud platform developer PointClickCare is bucking the trend – and its chosen field might have something to do with it.

During an appearance at the Future of Sales in Canada, an event held by the Canadian Professional Sales Association (CPSA) on Jan. 10, 2017, PointClickCare senior vice president of sales Joan Leroux told ITBusiness.ca that despite its relative youth as a company (it was founded in 2000), PointClickCare’s gender parity is near 50 per cent at every level of its business and has become intrinsic to the company’s culture.




Booking.com’s focus on women in tech - COMPUTER WEEKLY

by  Clare McDonald 
Originally published: January 18, 2018
Publisher: ComputerWeekly.com 

Booking.com will offer grants to a chosen group of women planning on pursuing a career in technology.

The travel comparison website has partnered with the University of Oxford in the UK, and the Delft University of Technology (TU Delft) in the Netherlands to introduce the Booking.com Women in Technology Scholarship, designed to support women in technology education planning on joining the industry.

Yvonne Agyei, chief people officer at Booking.com, said the firm wanted to support more women in technology because: “Across the board in the technology industry, we see the challenge of women not being represented.”



Melanie Joly discusses harassment, workplace safety with entertainment groups - THE GLOBE AND MAIL

by Victoria Ahearn 
Originally published: January 18, 2018
Publisher: TheGlobeandMail.com 

Heritage Minister Melanie Joly says she wants zero tolerance for harassment when it comes to federal grants and contributions for the entertainment industry.

Joly had two meetings with representatives from Canada's entertainment industry Wednesday to discuss how to curb harassment and ensure a safe environment.

The first meeting, hosted by the Professional Association of Canadian Theatres (PACT) and the Canadian Actors' Equity Association, focused on the performing arts sector.



Three-quarters of women in computer jobs have experienced workplace discrimination - SILICON REPUBLIC

by Eva Short 
Originally published: January 18, 2018
Publisher: SiliconRepublic.com 

A report from the Pew Research Center has found that STEM women in male-dominated workplaces are more likely to experience discrimination.

We previously reported on how the White House diversity in tech pledge is holding up 12 months on, and how less than 25pc of the tech multinationals that signed up have actually complied with the transparency requirements.

The tech industry, for all it lauds data as the new oil, only produced reliable figures in the last year on gender and racial representation in some of its leading companies. The release of these numbers has inspired a larger debate about how to best tackle the problem, and what exactly is to blame.



How business leaders can stand in support of the #MeToo movement - CNBC

by Ruchika Tulshyan
Originally published: January 18, 2018
Publisher: CNBC.com 

Years ago, my coworker confided in me that a senior leader had sexually harassed her on a business trip. After wrestling with the incident for over a month, she wanted my advice on whether to report it to management.

My peer did end up lodging a complaint with another executive leader. The harasser was swiftly fired.

Among her many hesitations with stepping forward was questioning whether the organizational culture was one which would protect a sexually harassed junior employee, over a senior male leader. Her fears were valid; women and people of color were conspicuously absent from leadership roles in this technology company. During my tenure, I never heard management commit to creating a diverse and inclusive culture. It's no wonder women leave the industry at a 45 percent higher rate than men.




What Should Inclusion Really Look Like In The Workplace? - FORBES

by Peggy Yu 
Originally published: January 17, 2018
Publisher: Forbes.com 

Inclusion is the only scalable way to build diversity within an organization. Without thoughtful and deliberate discussion and action to cultivate an inclusive environment, all the energy and resources spent on recruiting a diverse workforce are for naught. The employees, so painstakingly recruited, will be gone within three months.

Why do I know this? Because I was that person who put all my efforts into hiring for diverse candidates, only to watch them fail or walk out the door in less than a year. I didn’t put enough thought into how my team’s or my organization's culture needed to shift in order to allow this diverse collection of people to coalesce and flourish. Time, money, and talented people were lost because I didn’t proactively address the deeply nuanced issue of inclusion.