Thursday, June 30, 2016

Report outlines how CPS is tackling gender equity issues - CALGARY HERALD

by Salmaan Farooqui
Originally published: June 29, 2016

The Calgary Police Service is tackling gender inequity in the force, tabling a report on Tuesday about progress they’ve made in changing HR practices and institutional culture.

The report, authored by Nina Vaughan, superintendent of the CPS Employee Services Division, outlined three years of work on understanding the specific issues that women faced in the police force. Much of the report involved soliciting feedback from different parts of the force to actually understand what the issues were.

“A lot of the work we’ve done so far is around our HR practises and professionalizing them,” said Vaughan. “The biggest piece of work is understanding what the issues are around gender in the workplace.”

The CPS worked with the University of Calgary’s gender studies program, using gender perception surveys and follow up sessions to understand and address some of the barriers and male-dominated institutional culture that was holding back equity in the workplace.

“You can’t really fix what you don’t understand,” Vaughan said.

Canada takes second spot globally on social-progress ranking - GLOBE AND MAIL

by Leyland Cecco 
Originally published: June 28, 2016

Canada ranks second in the world when it comes to turning economic prosperity into social progress, says a global ranking released Tuesday.

The 2016 Social Progress Index grades countries on how well they perform in the categories of “basic human needs,” “foundations of well-being” and “opportunity.” Within these categories, countries are also measured against 53 indicators, spanning nutrition, shelter, personal safety, tolerance and higher education. To arrive at a ranking, researchers scour a broad range of data, looking at how fairly laws are enforced, whether residents feel rent is too high and the strength of community safety nets.

“Measuring people’s real lived experience in that way is actually very powerful,” said Michael Green, executive director of the Social Progress Imperative (SPI), which compiles the index annually.

In 2010, researchers from Harvard University and the Massachusetts Institute of Technology first conceived of a global ranking system that would complement hard economic indicators often used to gauge a country’s success, such as gross domestic product. In 2013, the first SPI was tested using just 50 countries and then expanded to 133 countries the following year.

Arabic, English language exchange creates community connections - VANCOUVER SUN

by Pete McMartin 
Originally published: June 28, 2016

In the wake of events in England and around the world, where more doors seem to be closing than opening, here, however small, is another kind of story. To those who would consider themselves hard-eyed realists, who feel the need for more doors, it’s laughably naive. The story’s name is Mary Leighton.

Leighton, 30, is a provincial organizer with the Dogwood Initiative, a non-profit group dedicated to promoting protective environmental legislation. Paradoxically, she is the daughter of an oil company engineer. When she was five, her father took a job in Saudi Arabia, and there the family lived in a compound with other Westerners. 

She came away with two things from her years in Saudi Arabia. One, it inspired a love of languages, although her exposure to Arabic was so limited she learned only a few colloquialisms. Two, her life in the compound taught her something about isolation and living behind closed doors.

“It’s that classic thing where proximity doesn’t necessarily lead to integration or mutual exchange, which is what I think we’re facing in urban places all over the world right now — where we have this proximity and it feels very diverse, but our individual experiences don’t necessarily involve a lot of mixing.”

Meet The Women And Transgender Engineers Building MongoDB - TECH WEEK EUROPE

by Ben Sullivan 
Originally published: June 29, 2016

“The main thing that we felt was that we were very isolated from each other”

Away from the overwhelming herds of suits and blazers so typical at US tech conferences, a buzzing room at this year’s MongoDB World, hosted at the Hilton hotel in New York City, housed a refreshing and inspirational conference group: the Women and Trans Coders of MongoDB.

Diversity is a hot topic; it’s a necessary topic. While enterprise giants like Google and Microsoft enjoy often complimentary headlines surrounding their gender diversity efforts, it was intruiging to learn more about this initiative at a smaller, more purist hardcore database vendor.

“The main thing that we felt was that we were very isolated from each other,” Samantha Ritter, a 25-year-old engineer at MongoDB, told TechWeekEurope, explaining she joined MongoDB just over three years ago as an intern.

Do you know your rights when it comes to maternity leave? - WOMEN 24

Originally published: June 28, 2016

If you're being treated unfairly because you're expecting, this is what you need to know about your rights.

Some of the most frequently asked questions RSM consulting agency encounters in practice revolve around the rights and protections of pregnant women in the workplace. In the first instalment of this article series, we covered the laws that protect pregnant employees as well as the obligations of a pregnant employee. In this article, we look at discrimination against pregnant employees.

Are there any cases in South Africa where women have been discriminated against for being pregnant?

There are many cases of discrimination against women for being pregnant. Our legislation in regard to pregnancy and related matters is relatively new and so the case law is relevant and up to date with the changing nature of work and the changing role of women in the workplace. Employers on the whole are becoming more understanding of the issues around discrimination against pregnant women and, given the extensive case law on discrimination regarding pregnancy, intended pregnancy and maternity leave. 

Dress code banning Muslim headscarf justified? - LEXOLOGY

Originally published: June 29, 2016

In the case of Achbita and another v. G4S Secure Solutions NV [2016] CJEU C-157/15, the Advocate General has given her opinion on whether a private employer could prevent a female Muslim employee from wearing a headscarf at work.

The facts

Samira Achbita (Ms Achbita) worked for G4S Secure Solutions NV (G4S) as a receptionist. G4S operated a policy which prohibited employees from wearing any visible religious, political or philosophical symbols whilst at work. This policy was incorporated within their Code of Conduct. For the first three years of her employment, Ms Achbita only wore a headscarf outside of work hours, but she subsequently intended to also wear it at work. When she did so, Ms Achbita was dismissed for failing to follow G4S's dress code. Ms Achbita brought a claim for wrongful dismissal in Belgium, alleging direct discrimination.


The Belgian Labour Court dismissed Ms Achbita's claim and this decision was upheld on appeal. The Belgian Court of Cassation, which is currently considering Ms Achbita's further appeal, asked the European Court of Justice (ECJ) for a preliminary ruling on whether G4S's dress code policy was directly discriminatory under the relevant European Directive.

Although the question only referred to direct discrimination, the Advocate General suggested that the ECJ should consider both direct and indirect discrimination and any potential justifications available.

The differently-abled have much to contribute to society - STAR 2

by Sheela Chandran
Originally published: June 29, 2016

How many employers include differently-abled or those with disabilities in their workforce?

Article 27 of the United Nations Convention on the Rights of Persons with Disabilities states that people with disabilities have a right to work on an equal basis with others.

However, a 2015 report found that only 3,741 persons with disabilities had jobs in the public sector out of the country’s over one million civil servants.

Unemployment for adults with Autism Spectrum Disorder (ASD) is notably high.

There is a need for transition opportunities to enable school leavers and those who are in vocational programmes to progress into employment. Youth with ASD may make it to university but securing a job after graduation is a challenge even with proper qualifications.

'I started by accident': How one woman made a career in tech - WOMENS AGENDA

Originally published: June 29, 2016

This is the first of our #womenintech series, profiling the diverse range of roles in the field, how different women got involved, and their ideas for making the sector more inclusive. Find out why we launched this series here. 

Below Polycom's new Senior Director in Marketing Gabrielle Cichero, answers our questions. 

Responsible for establishing a new marketing strategy at the video and collaborations company, she brings a long career in technology to the new role. It started by accident, she says, but has seen her take on senior leadership roles at security company FireEye and Hewlett Packard. 

1. Has your tech career been planned or did it just happen? Tell us about how you got started in tech.

My tech career started completely by accident. I took an administration and operations role with a then small technology company called Mercury Interactive. I loved it and was fortunate enough to be able to grow my career with the company, discovering marketing and eventually being promoted to APJ Marketing Director.

2. What qualifications (if any) do you have that support you in this role?

When I started I had no qualifications for the industry. However, I studied as I went getting a post graduate certificate in marketing and an MBA along the way. I was fortunate that organisations I worked for invested in me and encouraged my development – along with a little bit of hard work on my side. The most important element to success is always wanting to learn more and apply that knowledge.

Workforce needs to support people with disabilities - CLAREHERALD

by Páraic McMahon
Originally published: June 29, 2016

Senator Conway gave the opening address at the Mid-West Disability Inclusion Forum’s, ‘Disability Inclusion Recruitment and Employment Seminar’, at the Castletroy Park Hotel in Limerick on Tuesday.

“The establishment of the forum is timely in light of the publication of the Comprehensive Employment Strategy for People with Disabilities late last year. The strategy aims to help people with disabilities play an active part in our workforce. The focus is on building skills, capacity and independence; providing bridges and support to enter work; making work pay; promoting job retention and re-entry to work; providing coordinated and seamless support and engaging with employers.

He continued “We must now recognise the strong business case for the employment of people with disabilities. The greater accessibility of recruitment and selection processes allows for access to an expanded talent pool, at a time when some roles are hard to fill. Increased diversity in the workforce also sends a positive signal to your customers with disabilities and can lead to an increased market share.

Wednesday, June 29, 2016

Black Girls Code Is Moving Into Google's New York Offices

by Ruth Reader 
Originally published: June 28, 2016

Google is bringing its investment in diversity closer to home.

In a bid to develop a pool of more diverse job candidates, Google is cutting out the pipeline and going right to the source.

Tomorrow, Black Girls Code will celebrate the opening of a new office inside Google’s New York City building. The organization will use the 3,000-square-foot space as both a classroom and a base for coordinating its East Coast programs. The nonprofit teaches girls of color to code through a variety of programs ranging from one-day seminars to longer six- or 12-week programs. The organization hopes that being inside Google’s "cocoon" will give its girls deeper access to mentorship and internship opportunities at the search giant, says Black Girls Code founder Kimberly Bryant.

The Gender Pay Gap Is Even Worse At The Top - FASTCOMPANY

by Leah Hunter
Originally published: June 28, 2016

An analysis of income distribution among top earners shows that the gender pay gap increases dramatically in the 80th and 90th percentiles.

It's already well known that a woman makes 79¢ for every dollar a man makes. But did you know that the gap gets even wider for women with the highest incomes?

The amount women are paid decreases to 46¢ on the dollar when it comes to the top 1% of earners, according to new data released by the Commerce Data Service (CDS), a group of data engineers, technologists, and scientists who work in the Department of Commerce.

There are several anecdotal examples of this disparity. Robin Wright, who plays Claire Underwood on the Netflix series House of Cards, recently had to negotiate for the same pay as her costar Kevin Spacey. Yahoo's CEO Marissa Mayer was paid less than the man who held the job before her. And General Motors CEO Mary Barra received a first-year compensation package that was less than half of what her male predecessor was offered.

How Americans' Views On Gender Roles Are Hurting The Economy And Holding Us Back

by Kathleen Davis 
Originally published: June 28, 2016

Anne-Marie Slaughter shares her theory of "care feminism" and how it's the missing piece to achieving equality at home and work.

"We will achieve gender equality when we value caregiving as much as breadwinning. When we expect both men and women to be equally competent and equally responsible for caregiving and breadwinning," asserts Anne-Marie Slaughter.

Slaughter is the president of the nonpartisan think tank New America Foundation and author of the book Unfinished Business, much of which focuses on the need to value all elements of care-based work for both men and women. This, she says is the missing key to reaching gender equality.

"It’s about work that invests in others," she says, and that encompasses a variety of professions including teachers, therapists, coaches, as well as the unpaid work of being what she refers to as being the "lead parent."

Sexual harassment training 'not as effective' in stopping behavior at work - GUARDIAN

by Sam Levin 
Originally published: June 28, 2016

Federal labor regulators have concluded that sexual harassment prevention training is often ineffective and sometimes even harmful, in a new report that strengthens growing claims that US universities are failing to combat gender discrimination.

A taskforce of the US Equal Employment Opportunity Commission found that workplace initiatives targeting harassment are generally focused on avoiding legal liability instead of stopping misconduct, echoing concerns of faculty at the University of California at Berkeley, which has received international attention for its high-profile scandals.

The new report from two commissioners of the EEOC, which enforces employment discrimination laws, comes as experts have increasingly called into question the standard responses to harassment. In the face of public scrutiny, employers and college administrators typically emphasize training initiatives, but critics say there is little evidence that courses make a difference.

PayPal shows support for LGBT-friendly workplace - BIZ JOURNALS

by Cassidy Trowbridge 
Originally published: June 28, 2016

This month online payment company PayPal signed the UNITY Pledge, in support of fully inclusive non-discrimination policies in the workplace, housing, and public accommodations for all Arizonans, including the LGBT community.

The company joins other Valley businesses such as GoDaddy, Yelp, Uber, PetSmart and Coca-Cola. There are currently over 1,800 companies businesses and organizations signed to the UNITY Pledge, according to the organization.

“At the heart of PayPal’s culture is one of collaboration, innovation, wellness, and inclusion. Inclusion and equality are values at the center of everything we believe in and endeavor to achieve at PayPal,” said Karen Marshall, Vice President of Global Operations for PayPal, in a statement. “With the signing of the UNITY Pledge, we aim to publicly show support of our diverse community both in and outside the workplace."

Lesbian accepts $182,000 from employer in historic workplace discrimination case - GAY STAR NEWS

by David Hudson 
Originally published: June 28, 2016

The first of two landmark lawsuits brought by the US’s Equal Employment Opportunity Commission (EEOC) against private employers was settled Thursday.

The lawsuits are the first to be instigated by the EEOC for plaintiffs who said they had been discriminated against for being gay. They were filed at the beginning of March.

The legal action followed last July’s landmark ruling by the EEOC that gay and lesbian staff could claim sexual orientation discrimination as a form of sex discrimination.

According to court papers, one of the companies concerned has agreed to pay $200,000 to settle its case – the bulk of the money going to a former lesbian employer.

Yolanda Boone said that she was harassed by other employees at Pallet Cos. in Maryland. The company, which operates as IFCO Systems, makes food packaging pallets.

Boone says she endured verbal harassment, including a supervisor informing telling her that he wanted: ‘to turn you back into a woman’, asking ‘Are you a girl or a man?’ and telling her she would ‘look good in a dress.’


by Shantell E. Jamison 
Originally published: June 28, 2016

For many, Barack Obama’s election to the position of president is a sign that we are officially in a post-racial society.

But most of us realize this just isn’t true.

And a new Pew Research Center survey finds some very profound differences between how Black and white adults view racial discrimination, barriers to Black progress and the prospects for change.

Far more than whites, Blacks believe they are treated unfairly across different realms of life, from dealing with police to applying for financial loans and/or mortgages.

For many Blacks, racial equality remains a difficult goal.

An overwhelming majority of Blacks, 88 percent, say the country needs to continue to make changes for African Americans in order for them to have equal rights. Forty-three percent of Blacks survey are skeptical that such changes will ever occur.

10 things I wish people understood about mental illness and stigma - METRO

by Yvette Caster
Originally published: June 28, 2016

Whether we want to admit it or not, we all wear masks in our public lives.

If we want to succeed in our careers we put on civilised, friendly, efficient faces.

If we want to keep the peace with our friends over Brexit we laugh at their jokes, focus on their good points and ignore the things we disagree with.

If we want an easy life with our families we tell relatives what they want to hear and present the version of ourselves we know they want to see.

When it comes to mental illness, it can be hard to challenge the prejudice, ignorance and fear associated with it because everyone’s so busy being polite.

Or maybe you’re too afraid to let your own mask drop and be honest about your mental illness because you’re afraid of the stigma.

Because, make no mistake, stigma is real and it’s like a weight.

Here’s 10 things I wish people understood about mental illness and stigma.

Why Is It So Much Harder For Women To Ask For A Raise? - BUSTLE

by Megan Grant
Originally published: June 28, 2016

It's a funny time to be living in when we're discussing sending people to Mars, but still haven't figured out how to give women equal pay for equal work performed by our male counterparts. Indeed, it's often even harder for women to ask for a raise than it is for men — which is exactly what a recent episode of Mic's webseries "Skirt the Issue With Jacqui Rossi" tackles. As the video demonstrates, gender discrimination maintains a death grip on the workplace, a fact which can be seen in everything from the pay gap to the rate of promotion. The numerous negative ways women are affected by gender inequality, while men remain unaffected by — or in some cases, even benefit from — are no laughing matter.

We already know that women earn a smaller paycheck than men, regardless of their role or performance. As of 2015, full-time, white women workers were earning 79 percent that which white men made, making for a 21 percent gender wage gap — and that's actually not so bad in the grand scheme of things: The number drops even lower for women of color, with, for example, black women earning 63 percent and Latina women earning 54 percent that which white men make, according to the American Association of University Women (AAUW).

Tuesday, June 28, 2016

Towards a Meaningful Multiculturalism - DAL

by  Ryan McNutt, Matt Reeder and Matt Semansky
Originally published: June 27, 2016

In 1971, Canada became the first country in the world to adopt multiculturalism as an official policy — which means students like Catalina Albury, going into her second year of her Bachelor of Science studies, haven’t known a Canada without it.

“Multiculturalism to me is important because it’s a learning asset,” says Catalina, who came to Canada from the Bahams to study at Dal. “You gain so much deep, rich knowledge from so many people that you wouldn’t get if you were elsewhere.”

Designated as such by the Government of Canada in 2002, Canadian Multiculturalism Day is meant to “celebrate our diversity and our commitment to democracy, equality and mutual respect.” It comes in the middle of a four-day celebration called “Celebrate Canada,” which also includes National Aboriginal Day (June 21), Saint-Jean-Baptiste Day (June 24) and Canada Day (July 1).

Sarath Sadidharan, a fourth-year Commerce student, was brought up in Dubai, India and has also been able to experience Canadian multiculturalism as a newcomer.

Autism At Center Of New TV Drama - DISABILITY SCOOP

by  Michelle Diament
Originally published: June 24, 2016

One family’s experience with a child on the spectrum is at the heart of a drama premiering on television this summer.

The British show “The A Word” will debut in July on SundanceTV.

The one-hour drama, which aired on BBC One earlier this year in the United Kingdom, focuses on a “messy, extended family with a child with autism at its center,” the cable network says.

The show’s first episode finds 30-something parents Alison and Paul Hughes living with their teenage daughter Rebecca and son Joe, a boy who’s thought to be eccentric with a need for routine and who is never without his headphones.

But when Joe’s extended family convenes for the boy’s fifth birthday, it becomes clear that his issues may run deeper.

How To Have A Productive (And Hopefully Not Awkward) Conversation About Diversity - FASTCOMPANY

by Lydia Dishman 
Originally published: June 27, 2016

Conversations can drive inclusion in a way that formal training programs can't. Here are some dos and don'ts of talking about it.

Sonja Gittens-Ottley believes that most workers want to have conversations about diversity. The problem, she says, is that they are not sure how their statements and questions might be interpreted by their colleagues. So they tend to be extra cautious. "Which means nothing gets said," she observes.

Gittens-Ottley has a stake in making those conversations happen. She recently became part of a small but growing cohort of change agents in tech when she was hired to be the diversity and inclusion lead at Asana, the team productivity software provider.

As the tech sector addresses its diversity problem, reports have been generated, strategies outlined, and other measures have been aimed at attracting a talent pool that equally represents all types of workers. Making diverse employees feel comfortable and included after they’re hired is another step down that path. Tactics like mandatory training or other measures don't always work. But conversations, both structured and informal, are an important part of that process, according to Gittens-Ottley. And the payoff is substantial. A recent report indicated that workforce diversity could add up to $570 billion to the industry.

Ongoing war in Ukraine turns 1.7 million people into refugees - CBC

by Michael Colborne
Originally published: June 27, 2016

'Internally displaced persons' struggle to find new homes and jobs in their own country

Most 16-year-olds spend their summers working behind a counter, hanging out with their friends and maybe sneaking out to a party or two. Maria Semenenko got to spend hers fleeing her hometown.​

Semenenko, now 18, is from Donetsk, the still-burning hot spot of the war between Ukraine and Russian-backed rebels. The conflict has claimed nearly 9,400 lives since 2014, according to the UN High Commissioner for Human Rights.

Despite the fact that there's a nominal ceasefire in place, military and civilian casualties continue to mount in eastern Ukraine, the UN High Commissioner for Human Rights says.

Workplaces for all: British firm sets bar on diversity - JAPAN TODAY

by Geoff Botting 
Originally published: June 27, 2016

Why adopt diversity? Why should large corporations go out of their way to create a workforce of people from all sorts of backgrounds?

For global pharmaceutical giant GlaxoSmithKline K.K. (GSK), the answer is simple: diversity and inclusion (D&I) policies make perfect business sense.

“I believe that, in a uniform world, there is less chance to have creativity”, explains Philippe Fauchet OBE, the firm’s president and representative director. “I think diversity is a source of potential for any company”.

Diversity breeds innovation, which has never been more critical for business managers. Given the fact that GSK plc has operations in more than 150 countries and is a global leader in the development of a wide range of pharmaceuticals, vaccines and consumer healthcare products, it is a topic close to the heart of the British firm.

How midlife internships are helping workers back into top jobs after a long career break - GUARDIAN

by Amelia Hill
Originally published: June 26, 2016

Schemes aim to bridge the gap between former professionals and companies who want to increase diversity among their staff

Former professionals, some of whom have spent over a decade away from the workplace, are being enticed back by the growing popularity of midlife internships.

The schemes aim to help highly qualified and experienced workers get back into top jobs after a long career break, typically – but not exclusively – taken for childcare reasons.

“The typical scheme resembles a short-term consulting project,” said Julianne Miles, co-founder of Women Returners, the organisation that introduced the concept of the midlife internship to the UK in 2014. “Returners work on CV-worthy projects which draw on their existing skills and experiences and they are paid accordingly. They can rebuild their professional confidence and skills in a supportive peer environment, receiving training, mentoring and access to corporate networks. They also get to practically test out the role and assess whether they want to return to a demanding corporate job.”

How you can tackle discrimination at work - GUARDIAN

by Emma Sheppard 
Originally published: Monday 27, 2016

Speak up, get support and give yourself options if you experience discrimination in the workplace, say our experts

Don’t suffer in silence
Discrimination is unacceptable in all its forms and has no place in the workplace. If you experience it, speak up early and stand your ground, say the experts. Doing so will minimise the impact and raise awareness to prevent others from going through the same.

Bev White, managing director of HR consulting at Penna, says: “Any behaviour that makes you feel uncomfortable should be flagged. If a colleague makes an inappropriate remark, saying you don’t appreciate them doing this can stop them in their tracks and make them think more carefully about their behaviour in the future. Refusing to give approval is like taking oxygen from a flame.”

Similarly, if you witness discriminatory behaviour, show your support. Louise Kelly, information manager at LGBT charity Stonewall, says: “Don’t be a bystander. Anyone who witnesses inappropriate behaviour or ‘banter’ can challenge it, even if it’s not directed at them. Make sure colleagues know it’s never acceptable.”

Amantha Imber Of Inventium: Let's Rethink How Science Is Promoted To Women - FORBES

by Kavi Guppta
Originally published: June 27, 2016

How I’m Informed is a look into the reading and learning habits of people from all walks of life.

Dr Amantha Imber is the Founder of Inventium, Australia’s leading innovation consultancy. Her latest book, The Innovation Formula, tackles the topic of how organisations can create a culture where innovation thrives.

What is your daily reading habit?

When I am queueing for a (decaf) coffee and also when I’m brushing my teeth, my go-to reading habit is whatever articles I have saved to my Pocket App. These typically include research articles in innovation, psychology, and entrepreneurship from places like HBR,, and Forbes.

My favourite source for inspiration is I’ve been a subscriber for many years, and it contains new and interesting business ideas that are happening all over the world.

Finally, I’m a veracious book reader so at night, I always set aside 1-2 hours to read. Recently, I’ve been consuming “Decisive” (LOVE anything by the Heath brothers), “The hard thing about hard things” by Ben Horowitz, and “Sprint” by Jake Knapp and two of his colleagues from Google Ventures.

Tackling Ageism in the Workplace - TRIPLE PUNDIT

by Nithin Coca
Originally published: June 27, 2016

We’ve made considerable progress on increasing diversity in workplaces over the past decade, though numerous challenges remain. One area in particular that needs addressing is ageism – not offering positions or promotions to an individual solely due to their age. As corporate layoffs abound and Silicon Valley perks suit the twenty-something set’s needs, not their parents’, we need to double-down on our efforts to ensure that ageism is eliminated from our workplaces.

We live in a society that normalizes ageism. Today, in far too many offices, making jokes about one’s age remains acceptable — even as we’ve moved on from making similar comments about race, gender and sexual orientation. This normalization of ageism is a major problem, said Dara Smith, an attorney with the AARP Foundation.

“Ageism is so commonplace that many people don’t even know it’s illegal,” Smith told TriplePundit. “Ageist comments, even self-deprecatory ones, are common parlance, and they don’t carry the stigma of other types of prejudice.”

Monday, June 27, 2016

Coming out to your coworkers and friends about mental illness will change your life - QZ

by Sarah Fader
Originally published: June 26, 2016

I am a neurotic Jewish mother living in New York City with my two children, ages five and eight. It’s a familiar story here in the Big Apple. Where my story starts to diverge, however, is with my mental health. Unlike many of my fellow mothers, I am not just neurotic—I live with a panic disorder, PTSD, depression, and ADHD. On paper this looks overwhelming (no pun intended). But like so many of us living with mental illness, my diagnoses don’t define me, nor are they immediately apparent. Upon meeting me, it’s unlikely you’d feel something was particularly “wrong” with me. I come across as quirky, funny, and maybe a little anxious. But I certainly don’t look like the stereotypes we see in pop culture—you know, like the cast of One Flew Over the Cuckoo’s Nest? (Thanks for that, Jack Nicholson.)

To be clear, I work hard to manage my mental illnesses through therapy and medication. I am endlessly dedicated to self-care. Unfortunately, as a parent I often feel the need to conceal my true identity from other parents, school administrators, and even colleagues. Disclose a mental illness? Are you kidding? We’re not even supposed to admit we sometimes choose the bottle over breastfeeding. I know I’m a loving mother, and yet I do have a disability that requires daily attention. I don’t want to give anyone another opportunity to question my skills as a parent. But it’s an exhausting and unnecessary charade.

How To Work With Unconscious Bias In Your Organization - FORBES

by Christine Comaford 
Originally published: June 25, 2016

One of the key topics I’m asked about these days is unconscious bias training. More and more studies come in every day that show diverse and inclusive teams (more on what that means later) consistently outperform teams made up of people who are very similar to each other. So it’s time to bust unconscious biases in business.

And that’s the tricky part.

While millions of training dollars have been spent over the past 30+ years on diversity, there is surprisingly little proof of results. In fact, the gender and racial diversity training we might be familiar with from the late ‘80s and ‘90s was widely reported to have had an adverse effect! It raised awareness of people’s differences but didn’t provide behavioral change strategies.

A study of 829 companies over 31 years showed that diversity training had “no positive effects in the average workplace.” 

Yes, Workplace Harassment Is Still Widespread - CARE2

by S.E. Smith 
Originally published: June 25, 2016

The Equal Employment Opportunity Commission (EEOC) has just released a damning report on the state of harassment in the United States.

The findings are ugly. One third of the 90,000 complaints filed in 2015 revolved around harassment accusations. Despite decades of effort, people continue to experience abuse at work because of who they are.

On Monday, the agency held a in-depth conference to discuss the report and their recommendations in the hopes of spurring meaningful action on the issue. With Americans enduring everything from systemic racial abuse to rape on the job, it’s clear that the United States is doing a very poor job of addressing workplace safety.

One of the most striking findings of the report was that three out of four American workers who experience harassment don’t bother to report it. Many times, these individuals fear that no action will be taken or that they will become targets of retaliation.

Employing refugees: What HR managers need to know - HC ONLINE

by John Maguire
Originally published: June 27, 2016

The much-debated and occasionally fraught issue of refugees and asylum seekers in Australia is among the nation’s most pressing social questions. It is inevitable, therefore, that it will impact many who work in HR and recruitment, as refugees go about seeking work in an already highly competitive employment market.

There are a number of ways that HR managers can smoothen both the recruitment process and workplace environment for refugees, in order to take advantage of the wide range of skills and experience such employees may offer, according to Angela Keefe, employment manager at the Asylum Seekers Centre (ASC) in Sydney.

The ASC works with individuals seeking asylum who have not yet been granted permanent refugee status. However, Keefe says the Centre’s employment candidates all have full working rights on their Bridging visas while their cases are being reviewed.

Focus on diversity, not gender, says most influential woman in UK IT 2016 - COMPUTER WEEKLY

by Clare McDonald
Originally published: June 26, 2016

The winner of Computer Weekly’s most influential woman in UK IT award, Maggie Philbin, says the IT industry should focus on wider diversity as opposed to just gender equality

Those who are aware of 1970s TV show Swap Shop, and more recently Tomorrow’s World, will know of Maggie Philbin, television personality, radio presenter and advocate for a more diverse technology industry.

Now, Philbin is the CEO of awards scheme TeenTech Awards. She uses her business to give young people the opportunity to develop technologies designed to solve real-world problems, with the hope that it will encourage them to consider science, technology, engineering and maths (Stem) careers in the future.

Pluralism in Action: How infrastructure, immigration policy are key for Silicon Valley North

by Tahnee Prior 
Originally published: June 23, 2016

As part of the Pluralism Project, a roundtable with Kitchener-Waterloo community leaders tackles how to attract diversity beyond larger urban centres.

In April, the Pluralism Project hosted a roundtable discussion with business leaders, industry associations and university administrators from Ontario’s Kitchener-Waterloo region. The meeting was the first in a series of roundtables organized across major Canadian cities by a research team at the Balsillie School of International Affairs, with the support of the Pierre Elliott Trudeau Foundation. The Pluralism Project seeks to understand how social diversity can be harnessed for greater economic advantage.

My particular challenge was to see how pluralism is working in this specific community, where the tech industry often reigns supreme. What I discovered is that acknowledging the social benefits of diversity isn’t so much the issue, but that the challenge is to attract and retain that diversity in what has been called Silicon Valley North.

The Global 2015 Start-Up Ecosystem Report ranked Waterloo among the world’s top 25 start-up ecosystems. The region’s success, in part, relates to ongoing collaboration between academic institutions, business, municipal government and settlement organizations like the Waterloo Region Immigrant Employment Network. Despite being a growing hub of innovation, however, Kitchener-Waterloo faces a set of unique challenges unlike other Canadian cities its size: attracting and retaining a diverse workforce with skills for specialized sectors.

Affirmative Action Isn't About Diversity, It's About Something Much More Important - MIC

by Jamilah King
Originally puoblished: June 23, 2016

The Supreme Court rejected a challenge to a race-conscious admissions program at the University of Texas at Austin on Thursday. The move was, in effect, a ruling in favor of affirmative action — a longstanding practice in which race and gender are considered among several factors in hiring and admissions decisions. 

There's a widespread idea that affirmative action is primarily about diversity. If a campus or workplace is racially diverse, the thinking goes, performance improves, and we're all made better for it. It's an idea that's so widespread that both advocates and critics of affirmative action use it to make their arguments. But if we focus on diversity, we miss the entire point of affirmative action. 

From its conception in the 1960s, affirmative action was not about diversity — it was about equity. In other words, it was a conscious attempt to address real institutional damage done to women and communities of color that kept them out of America's classrooms and workplaces — and still do.

Integration of age groups in the workplace – as easy as X, Y, Z

by Chris Merrick 
Originally published: June 24, 2016

Although millennials are widely known for desiring flexible working in their jobs, they are not the only generation that wants it integrated into their usual working practices. The ability to tailor flexible working in terms of location and hours is one of the main keys to unlocking millennial satisfaction in the workplace. The chance to move working hours, for example, starting later or contributing to hours at night are some of the ways that individuals would like to work flexibly. In fact, a substantial amount of intergenerational employees would be willing to sacrifice pay and promotions in order to facilitate flexible working.

Further to this, our Workforce Horizons1 report found that 92 per cent of HR and resourcing professionals believe that flexible working will be key to attracting new talent by 2025. Businesses that offer their workers the freedom to have a flexible working schedule stand a much higher chance of not only attracting but retaining top talent. Not only does this help promote satisfaction amongst employees, but is a sure fire way to tackle skills shortages within an organisation too.

That said, there has been a widespread discussion about how businesses are going to adapt to meet expectations around flexible working and technology. It is crucial that businesses keep an open mind about agile working. Giving employees the choice and tools they need to work in a way that suits them are key to promoting a satisfied workforce.

How can HR managers ensure diversity of thought in the workplace? - HC CAPITAL

by  John Maguire
Originally published:  June 24, 2016

A survey conducted last month by Hays discovered that an overwhelming majority of Australians welcome a diverse array of voices in the workplace and embrace differences. The study, titled Staff Engagement: Ideas for action report, found that 93 percent of employees want to work in an inclusive culture where diversity of thought is valued.  

In addition, 84 percent of employers said they too value diversity of opinions and values among their staff, but 38 percent admitted they needed to address the issue.

Managing director of Hays in Australia and New Zealand Nick Deligiannis said, “Diversity of thought is starting to gain a lot of attention since a workplace that respects and encourages different ways of thinking works more innovatively to bring new ideas to the table.”

Friday, June 24, 2016

Should Companies Prepare For Their Employees To Live To 100? - FastCompany

by Gwen Moran 
Originally published: June 23, 2016

People are increasingly living past 100. That means some big changes for the future of work.

It’s no secret that people are living longer. But breaking down the numbers is surprising. Life expectancy has increased at a rate of more than two decades every decade, with more people than ever living well into their 80s, 90s, and 100s.

This means some changes in the workplace need to happen to help people who are living longer, says Lynda Gratton, professor at London Business School, and coauthor with economist Andrew Scott of The 100-Year Life: Living and Working in an Age of Longevity. Gratton says that people living longer lives in health means that they’ll work longer, too. However, how and where they’ll work are likely to change, and employers are going to need to be ready to accept new realities and adopt new practices to accommodate workers of all ages.

Why So Many Diversity Programs Fail - FAST COMPANY

by Lydia Dishman 
Originally published: June 23, 2016

Sociology professors unpack research into why traditional diversity efforts don't work to get more women and minorities hired and promoted.

While some tech companies have made incremental gains for their efforts to increase women and under-represented minorities among their ranks, the overall business landscape isn’t faring much better.

According to theEqual Employment Opportunity Commission’s last tally, American companies with more than 100 workers have posted marginal increases. A national aggregate of all industries between 1985 to 2014 shows: An increase from 3% to 3.3% of black men in management roles, and an increase from 22% to 29% of white women in management through the year 2000, and no movement since then.

This despite multi-million dollar investments in programs designed to make companies attract and retain a more diverse group of employees. The problem, according to Frank Dobbin, sociology professor at Harvard, and Alexandra Kalev, associate professor of sociology at Tel Aviv University, is that these programs don’t work.

Ontario branch of CMHA releasing free online resource on mental health accessibility and accommodation - SAFETY REPORTER

Originally published: June 23, 2016

Many people know some way to accommodate an individual living with a physical disability but would you know how to accommodate someone living with a mental health disability?

Think Outside the Box is a one-of-a-kind, free online resource designed to help employers, businesses, human resources professionals, landlords, the service industry, and anyone else looking to learn more about mental health accessibility and disability accommodation.

Created by Canadian Mental Health Association (CMHA), Ontario, Think Outside the Box offers real-life stories of individuals living with a mental health disability and how schools, employers and government have accommodated them.

The resource also offers nine tips that can positively impact both the person with the disability and the organization that serves or employs them.

Dal Program Offers International Students N.S. Workplace Experience - DAL

by Matt Reeder
Originally published: June 23, 3016

Sending off a resume or cold calling a company can be intimidating for university students. It can be doubly so for international students with little or no work experience in Canada.

To help ease some of that anxiety, Dalhousie’s Management Career Services (MCS) team launched an initiative called the Workplace Experience Program (WEP) for international undergraduate students studying Commerce in the Faculty of Management.

The program runs each summer and offers participants the chance to get a glimpse of Canadian workplace culture by spending 35 hours job shadowing at a local host company or organization.

“They’re spending time with people in the organization. They’re seeing what it’s like and getting a sense of corporate culture,” says Anna Cranston, director of MCS.

#1 Reason that Diversity Programs Fail - FORTUNE

by Ellen McGirt
Originally published: June 23, 2016

In fact, diversity programs make things worse.
The most recent cover story of the Harvard Business Review, which explores diversity programs in U.S. corporations, is going to be a fascinating resource for raceAhead readers. Some of the findings, however, might be a bit of a gut punch. I’ll get right to it: Most diversity initiatives don’t work.

“There’s no reason to lose hope, though,” Frank Dobbin, Harvard professor and researcher, says. “It’s just that companies tend to spend money on the wrong things.”

Frank Dobbin worked with Alexandra Kalev, from Tel Aviv University, and studied data from hundreds of firms over dozens of years. They found that the three most popular interventions deployed by companies – mandatory training, testing and grievance systems – fall far short of stated goals.

The UPS Foundation To Award More Than $ 7.4 Million To Promote Diversity & Inclusion In Communities Around The World - JUST MEANS

Originally published: June 23, 2016

Today, The UPS Foundation, which leads the global citizenship programs for UPS (NYSE: UPS), announced it will award more than $ 7.4 million in global diversity and inclusion grants to 36 different organizations. Grants will support inclusiveness and economic empowerment opportunities for women and diverse people across the globe.

“The UPS Foundation seeks to engage, empower and lift-up those of us who have been underserved and underrepresented in communities around the world,” said Eduardo Martinez, president of The UPS Foundation and chief diversity and inclusion officer at UPS. “Collaborating with our partner organizations, our focus on empowering and championing women and diverse people will create stronger, more resilient societies, and, ultimately, a more inclusive and diverse global workforce.”

Organizations receiving grants focus on: building economic empowerment through microloans and financial planning, fostering workplace inclusion, and driving global leadership development to ensure women and young girls reach their full potential. An overarching focus is on empowering women to pursue their dreams in business and make a difference in their societies.