Wednesday, August 31, 2016

Corporate hijabs to encourage diversity, inclusiveness in the workplace - SBS

by Hannah Sinclaire
Originally published: August 31, 2016
Publisher: SBS.com 

A growing number of businesses are expanding their work uniforms to include religious head wear. Westpac Bank is the latest to design corporate hijabs for their employees.

Westpac Bank employees will now be able to wear corporate hijabs as part of their uniform in a wider trend to integrate religious head wear into the workplace. 

Australian fashion designer Carla Zampatti has been recruited to redesign the Westpac uniforms and a key feature is the inclusion of a corporate hijab.

“The hijab itself will be navy blue with a charcoal ‘W,’ so it will be quite subtle,” Westpac inclusion and diversity officer, Ainslie van Onselen told SBS.


'Twitter is the place where inclusion lives' - GUARDIAN

by Miriam Cosic
Originally published: August 31, 2016
Publisher: Guardian.com 

The tech giant’s head of diversity on staying politically neutral, tackling Twitter’s diversity issues and why he’s the middle-aged white guy for the job.

Unconscious bias towards “people like us” is something we’re all guilty of. We feel more comfortable among those whose race, nationality, sex, sexual orientation, accent, even sense of humour, mirror our own. It explains why, with the best intentions in the world, even governments and companies aware of inclusion have, for example, far fewer women than men in management.

This is something Jeffrey Siminoff, the vice-president for inclusion and diversity at Twitter, is trying to change – within his company and on the company’s platform in a sort of symbiosis.


Address bias to create diverse workplaces - NZ HERALD

by Holly Ryan
Originally published: August 31, 2016
Publisher: NZherald.com 


Conscious and unconscious bias needs to be recognised before diversity in the workplace can be achieved, Angela Workman-Stark says.

Having spent more than two decades in the Royal Canadian Mounted Police, Workman-Stark stepped down from her role as chief superintendent to implement an organisation-wide action plan to change the culture of the police force.

She has been visiting New Zealand as part of the Diversity Summit, held in Auckland last week, and working with New Zealand organisations to share her learnings.

As part of her speech, Workman-Stark discussed the challenge of building inclusive and diverse culture in organisations and particularly in industries that tended to be more exclusionary or "hypermasculine" such as the police force.


LGBTQ Professionals Should Know Their Great Significance, Says AT&T Exec - FORBES

by Leo King
Originally published: August 31, 2016
Publisher: Forbes.com 

Anyone working in technology-related arenas who identifies themselves as being lesbian, gay, bisexual, transgender or queer (LGBTQ) should learn to acknowledge their own great significance at work.

That’s according to Ginger Chien, who is a Lead Member of Technical Staff at the telecoms firm AT&T T -0.27% and someone whose own journey in recent years has been nothing if not life-changing.

For around five years, Chien presented as a woman in all aspects of her life with the exception of her workplace. She’s now made the transition from male to female with the full support of her employers.


Can shared leave help stop shocking rise in pregnancy discrimination at work? - MANAGEMENT TODAY

by Andrew Saunders
Originally published:
Publisher: Managementtoday.co.uk 


According to research from the DBEIS and EHRC, no fewer that 11% of mothers they surveyed said they had been dismissed, made compulsorily redundant, or treated so poorly they felt they had to leave their job.

That’s almost double the figure from 2005, despite all the chatter about equality and the fact that in the intervening period the Equality Act of 2010 outlawed such blatant discrimination against pregnant women in the workplace.

The survey - which was conducted in 2015 - is based on interviews with 3,034  employers and 3,254 mothers so it cannot be dismissed as a back of envelope affair.  

Today’s news is all about the official recommendations as to what should be done to tackle it. But before we get to that bit, its worth taking a moment to consider what is behind this apparently shocking rise in discrimination.



4 Ways Women Can Lead Fearlessly in Silicon Valley - FORBES

by Falon Fatemi ,
Originally published: 
Published: Forbes.com 

My days at Google, YouTube, and now Node have been fruitful, but they’ve also been difficult. You’d hope, in such well-educated workplaces, that gender wouldn’t matter — it does.

Women occupy just 15 percent of technical roles in the nation’s tech industry. At the directorial level, it’s even more lopsided. Women occupy a ridiculous 6.2 percent of board seats at “unicorn” companies.

Most everyone agrees that’s a problem. But what they don’t agree on is how women leaders can buck the unequal status quo.


Research: Millennials Can’t Afford to Job Hop - HBR

by Sylvia Ann Hewlett and Joan Snyder Kuhl
Originally published: August 31, 2016
Publisher: HBR.org

Millennials are probably the most maligned generation yet to enter the workforce. The demographic cohort born between 1982 and 1994 is often portrayed as disloyal job hoppers —  self-involved idealists demanding a steady diet of recognition and raises. In short, a human resources nightmare, right?

Wrong. A new study on Misunderstood Millennial Talent: The Other 91 Percent by the Center for Talent Innovation shatters the stereotype that all Millennials are entitled whiners just waiting to jump ship. Far fewer Millennials are a flight risk than you think, and the reason is stunningly simple: money.

Forty percent of Millennials with a financial safety net — those who have families that could support them indefinitely if they were to quit or lose their job or who receive financial gifts from family members totaling at least $5,000 a year — say they plan to leave their jobs within a year. But these financially privileged folks represent fewer than one in ten Millennials CTI surveyed born between 1982 and 1994 who are working full-time in white-collar professions in the U.S.





The Hidden Impact Of Domestic Violence On The Gender Wage Gap - FASTCOMPANY

by Lisa Rabasca Roepe
Originally published: August 30, 2016
Publisher: FastCompany.com 

Abuse and violence against women is one reason why some women don't earn as much as men for the same jobs.

Pay equity is about more than just gender equality at work. Violence against women also plays a role in the wage gap, according to a report from McKinsey & Company.

The Power of Parity: Advancing Women’s Equality in the United States, finds that closing the wage gap could add up to $4.3 trillion annually to the GDP by 2025. But violence against women is one of the six factors impacting pay equity in the United States.

Fast Company covered some of the other factors working against pay parity for women from the report. They included lack of representation in leadership and managerial positions (there are 66 women for every 100 men in managerial positions), time spent in unpaid care work (women do almost twice the amount of unpaid care work), single mothers (60% of families living in poverty are led by a single mother), teenage pregnancy (600,000 girls ages 16 to 19 become pregnant each year) and political representation (there are 30 women in every 100 men in political office).


3 Overlooked Reasons Why Gender Equality Is Being Held Back - FASTCOMPANY

by Rich Bellis
Originally published: August 26, 2016
Publisher: FastCompany.com 

Women's Equality Day celebrates the 19th Amendment, but we still have a long way to go to achieve a true balance.

Ninety-six years ago today, the United States adopted the 19th Amendment to the Constitution, giving women the right to vote. In 1972, August 26 was declared "Women’s Equality Day" in order to mark that anniversary.

Nearly a half-century later, with a woman at the top of the Democratic Party’s presidential ticket, Susan Adams, a professor of management at Bentley University, asks, "How long will it be before the gender of a presidential candidate is a non-issue?"

It’s clear the country has come a long way on gender equality. But it’s equally clear that we still have a way to go to realize it fully. Here are a few less recognized reasons why.



Tuesday, August 30, 2016

Faith-based refusal to shake hands with women in office not OK: Ethically Speaking - TORONTO STAR

by Ken Gallinger
Originally published: August 27, 2016
Publisher: TheStar.com 

21st century society decrees that women have every right, privilege and responsibility afforded to men

At a business meeting, a man refused to shake hands with me and all the other women in the room, citing “religious restrictions.” He proceeded to shake hands with the men. He was, I might add, otherwise respectful. I love the diversity in this country; normally my belief would be that religious freedoms should be respected. But this bothered me. What can be done in this situation?

The issue is not whether “religious freedoms should be respected.” Here in the land of St. Justin the Shirtless, we affirm that principle without hesitation. Your colleague has the right to practice his faith, whatever it may be.

The issue — and it’s a difficult one to address in our politically correct culture — is whether that right to practice his religion supersedes (I can’t bring myself to use the word “trump”) your right to be treated as fully equal in your workplace. To put it simply: if a person practices a faith that requires him to relate to women differently than men, is it OK to act out that belief in the workplace or other public forum?

And the answer, in my opinion, is clearly 



U.K. Set To Tackle 'Difficult Truths' On Race And Inequality -- Maybe - FORBES

by Dina Medland
Originally published: August 27, 2016
Publisher: Forbes.com 

In her first announcement back from her summer holiday, Britain’s Prime Minister, Theresa May, has  ordered a “race audit,” whereby government departments are required to publish details of services they provide to different groups broken down according to race, gender, income and location.

A recent report by the Equality and Human Rights Commission (EHRC) found racial inequality remained “entrenched” in Britain. It said, for example, that black graduates earn on average 23% less than white ones and are far more likely to be unemployed.

“The government I lead will stand up for you and your family against injustice and inequality. This audit will reveal difficult truths but we should not be apologetic about shining a light on injustices as never before. It is only by doing so we can make this country work for everyone not just a privileged few,” said Mrs. May.


You Might Be Undermining Your Diversity Efforts Without Even Knowing It - FASTCOMPANY

by Gwen Moran 
Originally published: August 28, 2016
Publisher: FastCompany.com


Are you sending mixed signals to diverse job candidates? Here are the pitfalls to avoid.

Whether the goal is to be more representative of the population at large, or to acknowledge the increasing body of evidence that diverse companies outperform those that are homogeneous, diversity is a hot topic at many companies. But the issue of diversity is complex—as layered as the business case to support it—and the time, effort, and resources being poured into diversity initiatives can be undermined by oversights or missteps.

It’s a common issue, says Audra Jenkins, senior director of diversity and compliance at human resources consulting firm Randstad Sourceright. Sometimes, companies aren’t even clear on what they’re overlooking or doing wrong. Sociologists recently revealed how more traditional approaches to diversify have failed to attract and retain more women and people of color. The good news is that when leaders become aware of the issues, they can fix them. Here are six areas to review.


These tech companies are offering internships for mid-career parents - CHICAGO TRIBUNE

by Jenna McGregor 
Originally published: August 28, 2016
Publisher: ChicagoTribune.com 

Tech companies have been upping their efforts lately to boost the low numbers of women in their ranks. Massive grants aimed at high-tech scholarships for girls and students of color. Longer parental leave perks for new moms and dads. Even benefits that pay for women who want to delay childbearing to freeze their eggs.

Now a growing number of both large and small tech companies are borrowing an idea from Wall Street banks: The "returnship," which brings in mid-career women (and men) who've taken time out of the workplace to care for family, offering them a path back to the office.

On Tuesday, a nonprofit called Path Forward announced that six San Francisco-based tech companies, including domain registrar GoDaddy, customer service software maker Zendesk and grocery delivery outfit Instacart, will offer 18-week internships for about 20 mid-career professionals starting in October.


Why Diversity and Equality Should Go Hand in Hand - HUFFINGTON POST

by Julie Fox Gorte
Originally published: August 28, 2016
Publisher: Huffingtonpost.com 

Equality is one of those concepts that sounds simple (and should be simple), but in reality is quite complex. The same goes for diversity. And the real trick is not in achieving one or the other, but both.

It’s much easier to achieve equality without diversity - as our own Constitution holds it to be self-evident that “all men are created equal.” Equality among men is one thing, equality for both genders is a much harder thing to achieve. It’s also easier when the term “men” doesn’t apply to males of all races and ethnicities. Similarly, embracing diversity is easier if you don’t believe that you have to give everybody equal opportunities and protections.

In today’s world we simply can’t afford to have partial equality or unequal diversity: we need both.


Intersectional prism shines light on diversity’s deeper problem - LAWYERS WEEKLY

by Melissa Coade
Originally published: August 30, 2016
Publisher: LawyersWeekly.com 

The diversity discussion in law must recognise the fact that the biases holding talented minorities back are intersectional and overlapping, a management consultant says.

ccording to management consultant Heather Price, equal opportunity in the legal profession is a multifaceted challenge. For this reason, the diversity agenda that law firms are positively embracing must be pursued with a firm grasp of the torch of intersectionality to light the way. Until that happens, Ms Price says equal opportunity will not be realised in law or any professional sector.

“The problem is that traditionally, diversity and inclusion initiatives focus on diversity in a very singular and one-dimensional way,” Ms Price said.  

“There are lots of organisations that work within Australia that will set gender targets, but only gender targets. There are those who will set up networks but only networks for gender or LGBTI. And very often most of these initiatives that are set up, rather than cooperate, compete with each other,” she said.


More Than 50 Leading Brands Take White House Equal Pay Pledge - BRAND CHANNEL

by Sheila Shayon
Originally published: August 29, 2016
Publisher: BrandChannel.com

With today being the 45th annual Women’s Equality Day in the US, the White House announced that more than 50 US companies—57, to be exact—have signed President Obama’s Equal Pay Pledge. A new group of Silicon Valley companies has signed the White House Equal Pay Pledge, including Apple, Akamai, Dropbox, Facebook, IBM, LinkedIn and Microsoft, along with other new signatories including Chobani, Coca-Cola, CVS, Delta Air Lines and GM.

In taking they pledge, they are committing to report on gender pay gaps among their respective workforces. The agreement, signed by 29 companies last week, includes an annual review of pay by gender and examination of hiring and promotion practices for ‘unconscious bias’ and barriers to women reaching higher-level jobs.

The pledge does not mean, as Bloomberg reports, that they promise to pay men and women equally for equal work. Valerie Jarrett, a senior White House adviser to the president, explained that “The first step is to understand whether or not there is a pay discrepancy. What we find is that employers who recognize that there is a pay discrepancy and are willing to go through that exercise also are willing to close it.”


Why Diversity Matters In Tech - FORBES

by Murray Newlands 
Originally published: August 29, 2016
Publisher: Forbes.com 

Lately, there has been a rallying cry from all the biggest tech firms in the US for diversity in tech, yet very little has seemed to change since diversity became a hot-button issue. This year, companies bared all, and it became abundantly clear that these homogenized work environments were dire: the sample average of African-Americans working in the world’s biggest tech companies came to about seven percent, and Hispanics just eight percent. Women made up less than a third of these positions — and in top executive positions, these numbers decline drastically.

Yet, diversity is not just a “right thing to do” issue; it’s not even a “good-for-society” issue. Diversity is absolutely integral when it comes to swiftly developing STEM industries, it’s good for always-growing marginalized groups which, combined, make up over half the country’s population and it’s financially beneficial to tech companies. Here’s why diversity matters in tech:

STEM jobs are increasing more than any other industry.


Your Millennials Will Thank You For Offering Pet Insurance - TLNT

by Chris Ashton 
Originally published: August 29, 2016
Publisher: TLNT.com 

Picture every employee in your organization under the age of 35. Now, picture replacing two-thirds of them over the next four years or so.

Ouch.

This is the enduring reality employers are likely to face, since millennials now represent the workforce’s largest generational cohort and could account for 75% of working people by 2025.

It’s become fashionable to dismiss them as narcissistic, entitled, job-hopping screen addicts who live in a kind of suspended adolescence. A better read would be that they’re image-conscious digital natives who graduated with record student debt, only to find themselves adrift in the worst economy since the Great Depression.


Friday, August 26, 2016

Why Leslie Jones's Harassment Is a Workplace Issue - FORTUNE

by Ellen McGirt 
Originally published: August 25, 2016
Publisher: Fortune.com 

Sadly, harassment isn’t just for celebrities anymore.
This Leslie Jones story just keeps getting worse.

Jones, the comic, SNL actor, and one of the four female leads of the Ghostbusters reboot, has once again been the target of racist and sexist online abuse.

Yesterday, her personal website was taken down after hackers apparently posted personal information about her, including her passport and driver’s license, along with nude photos, and in a particularly grotesque twist, a video of Harambe, the Cincinnati Zoo gorilla who was killed by zoo officials after a child fell into his enclosure.


UNB offers course on teaching students with disabilities - CBC

by Kashmala Fida
Originally published: 
Publisher: CBC.ca

A new online course at the University of New Brunswick focuses on educating teachers on accommodating students with different disabilities. 

The three-hour course took two years to design by the university.

"The university has requirement by law, human rights legislation and legal precedence to provide academic accommodation for students," said Ken Craft, a student accessibility counsellor at UNBSJ.


P.E.I. born film worker leading way for deaf people in industry - CBC

Originally published: August 25, 2016
Publisher: CBC.ca 

Catherine Joell MacKinnon, originally from western PEI, has been deaf since birth, but that hasn't stopped her from pursuing her dream of making a career in the arts.

She's worked both as an actor and behind the scenes in theatre, film and television, including the hit series Fargo, and the comedy Kenny vs. Spenny.

She's also a leader in helping others in the deaf and hard of hearing community, and others with disabilities reach their goals. She was recently named the 2016 woman of the year by ACTRA magazine.

MacKinnon is home visiting family on P.E.I., and dropped by Island Morning to talk about her career on and off stage.


Breaking Bad's RJ Mitte Pushes for More People with Disabilities on Screen - PEOPLE

by Julie Mazziotta 
Originally published: August 25, 2016
Publisher: People.com 

People with disabilities deserve better opportunities in movies and TV, says Breaking Bad's RJ Mitte. 

The actor is calling for a change in the film industry as he prepares to co-host the U.K. network Channel 4's coverage of the 2016 Paralympic Games. 

"I'm really looking forward to co-presenting the Paralympics, and I truly hope Rio 2016 will open up further opportunities for other disabled actors in TV," Mitte said at the Edinburgh TV Festival, according to the Irish Examiner. "If we can make this happen, we will in turn help change attitudes towards disability across the world." 


Ontario Moving Forward to Close the Gender Wage Gap - ONTARIO

Originally published: August 25, 2016
Publisher: Ontario.ca

The Ontario government has released the final report from the Gender Wage Gap Steering Committee and will immediately start work on a plan to close the gap, create equal opportunities for prosperity and strengthen the economy by eliminating barriers that prevent women's full participation in the workforce. 

As a first step toward closing the gender wage gap, Ontario is moving forward with recommendations by: 

  • Increasing income transparency in the Ontario Public Service by making salary data publicly available by gender
  • Requiring gender-based analysis in the government policy process
  • Appointing an Associate Minister of Education, Responsible for Early Years and Child Care to build a system of affordable, accessible and high-quality early years and child care programs
  • Providing employers with resources including training materials on anti-discrimination and developing other education products for employees

A Call for Deliberate Diversification of the Teaching Force - HUFFINGTON POST

by Christine Chiu
Originally published: August 25, 2016
Publisher: Huffingtonpost.com 

The Sunday following the shootings of Alton Sterling, Philando Castile, and the five officers in Dallas, the pastor at my church gave a sermon on the recent events. He decided to end the service by inviting the congregation’s black members to go up and share their story. That morning, a friend of mine decided to respond and share his story of dealing with racism. He has been, he told us, intentionally living to portray an image in direct opposition to how black men are historically and socially portrayed—violent and dangerous. As well as I thought I knew him, this was the side of him that I didn’t know. It was at that moment that I, an educator, truly understood the importance of having a diverse teaching force as a way to ensure social justice.

Raised in predominantly white and Asian American, upper-middle class suburbia, my opportunities to hear black narratives were few. My friend’s story prompted me to look inward and wonder about my own subtle racial biases. I wondered how different my teaching practice would have been had I been taught by a more diverse group of teachers. I wondered how different my friend’s life would have been had he had black teachers to relate to and process his experiences with.


National Park Service celebrates 100th anniversary with focus on diversity - LGBTQ NATION

Originally published: August 25, 2016
Publisher: LGBTQnation.com 

When Asha Jones and other Grand Canyon interns arrived for their summer at the national park, they were struck by its sheer immensity, beauty and world-class hiking trails. Soon, they noticed something else.

“It is time for a change here, specifically, at Grand Canyon and in the National Park Service in general, to get people who look like me to your parks,” said Jones, a 19-year-old black student at Atlanta‘s Spelman College.

The National Park Service, which oversees more than 131,000 square miles of parks, monuments, battlefields and other landmarks, thinks it’s time for a change, too.


#CartoonsSoWhite? Disney’s ‘Moana’ points the way forward for actor diversity in animated films - WASHINGTON POST

by Michael Cavna 
Originally published: August 25, 2016
Publisher: Washingtonpost.com 

WHEN THE Disney film “Moana” lands this November, it will feel fresh to many moviegoers for an unusual reason: It is a mainstream Hollywood animated film that casts featured voice actors of color who represent the culture being depicted.

“Moana” centers on the adventure of a young woman looking for a fabled Pacific island, with demigod Maui in tow. Princess Moana herself is voiced by young Hawaiian native Auli’i Cravalho — who was discovered after an extensive casting call — and Maui is voiced by Dwayne Johnson, whose mother is of Samoan descent.

The voice cast also features several New Zealand-sprung actors who are part Maori: Jemaine Clement (“Flight of the Conchords”), Temuera Morrison and Rachel House — as well as Nicole Scherzinger, who has Hawaiian and Filipino roots.


Mounties say female members can wear specially developed hijab if they choose - EMPLOYMENT LAW TODAY

Originally published: August 15, 2016
Publisher: EmploymentLawToday.com 

The RCMP says its female members can wear a hijab if they choose.

Public Safety Minister Ralph Goodale's office says the national police force respects people of all cultural and religious backgrounds.

The move is intended to reflect the country's diversity and encourage more Muslim women to consider a career with the Mounties.

Goodale's office says the Toronto and Edmonton police departments — as well as police services in the United Kingdom, Sweden, Norway and some U.S. states — have similar policies.


Thursday, August 25, 2016

This Tech Giant Shows That Men Benefit From Closing the Pay Gap, Too - FORTUNE

by Michael Lev-Ram
Originally published: August 25, 2016
Publisher: Fortune.com 

The latest tech company to release its compensation data shows some men are also underpaid.

In case you haven’t noticed, equal pay is a hot topic at the moment. In fact, analysis of equal pay gaps are sort of the new diversity report—in the sense that companies seem to be releasing their salary discrepancy numbers in an effort to attract and retain female employees.

The latest such company is SAP, one of the world’s largest enterprise software providers. This morning SAP announced it had conducted a pay equality analysis on its U.S.-based employee base (the tech company has close to 80,000 workers across 130 countries).


Podcast Listeners Are Increasingly Diverse - RADIO WORLD

Originally published: August 25, 2016
Publisher: RadioWorld.com 

Over a five-year period, the demographics of podcast listeners have shifted in a statistically significant way, according to a new release from Edison Research.

In 2016, the diversity of podcast devotees now more closely mirrors that of the U.S. population today: 63% self-identify as white, 16% as African-American, 12% as Hispanic, 4% as Asian and 5% as “other.” Significantly, the release notes that “the percentage of African-American listeners has not only grown, but also over-indexes from the U.S. population, which is currently around 12%.”

That is a marked difference from 2011, when the breakdown recorded 68% white listeners, 14% African-American, 11% Hispanic, 3% Asian and 4% other. Additionally, when podcasts first came on the scene in 2004, white males, ages 25–44 were the predominant listeners.

Why companies should consider hiring for international diversity - HR DRIVE

by Tess Taylor 
Originally published: August 25, 2016
Publisher: HRdrive.com

Dive Brief:

  • Companies must become more internationally diverse in recruitment to deal with growing talent shortages, says Chris Roberts, director of human resources at WeiserMazars LLP, an accounting, tax and advisory services firm on Long Island, NY, who writes for Recruiting Trends.
  • The advantages of being more culturally diverse in recruitment are many. Roberts advises that in order to stay relevant to consumers in a global market, having a diverse workforce supports this goal. This includes attracting new customers and the development of new services and products.
  • Roberts adds that a more internationally diverse workforce enables companies to compete in the global market more effectively. International teams understand how to do business with people in other cultures and they serve as a bridge between different countries. Having an internationally diverse workforce also helps solve problems with more insight and reduces the risk of not understanding local customs and laws. 

Distributors Talk Diversity in Hollywood - EBONY

by Kyra Kyles
Originally published: August 25, 2016
Publisher: Ebony.com 

Leet us get this straight.  It is 2016 and folks are mad that Spider Man’s bae Mary Jane will be portrayed by the beautiful (and Power 100-affiliated) Zendaya?  Man, it’s clear we have much more diversity work to do.  **rolling up collective sleeves**

In our continuing quest to diversify Hollywood, EBONY teamed up with the African American Film Critics Association (AAFCA) in a Webisode series offering candid insights and actual solutions.

To recap, we’ve talked to the producers.  Next up, we had the reps (agents, lawyers, studio executives and casting folk).  And now, we focus on those with the power to distribute content creators of color.


More organisations worldwide offering parental leave rights to employees - WORKPLACE INSIGHT

by Mark Eltringham  
Originally published: August 25, 2016
Publisher: WorkplaceInsight.net

Despite the complexities of parental leave legislation, a  growing number of organisations worldwide are making the benefit available to their workforce, according to the new Global Parental Leave report from human resources consultancy Mercer. According to the study – which is behind a paywall – more than one third of organisations have one centralised global policy. Around 38 percent provide paid paternity leave above the statutory minimum and several countries mandate a parental leave programme that may be used by either parent or carers. A growing number of organisations have extended the right to part time employees and see it as a valuable tool for attracting and retaining talent regardless of the gender or contract of employees. While almost two-thirds (64 percent) of companies provide maternity leave for only the birth mother, 24 percent of companies provide this leave to a primary caregiver.

Despite criteria for leave eligibility varying by policy type, country, and company, on the whole, this progressive view of family and gender roles is more prevalent when it comes to defining eligibility for paternity leave. While 54 percent of companies define eligibility based on the birth father only, an additional 34 percent provide leave based on the broadest definition — birth father or secondary caregiver, regardless of gender.


Improve Your Business By Fighting Unconscious Bias - HUFFINGTONPOST

by Seema Dhanoa
Originally published: August 22, 2016
Publisher: Huffingtonpost.ca

Regardless of where you stand on our Parliament's recent decision to make the lyrics of our national anthem more gender neutral, equality and inclusivity are again being widely discussed by Canadians.

In a corporate setting, it's surprising that gender parity forecasts continue to be so dismal when more studies are finding that diverse companies outperform businesses that aren't as inclusive. In B.C. (where I live), achieving gender parity at the current rate of change will take another 75 years according to a report by the Minerva Foundation (a Vancouver-based social enterprise that helps women reach their leadership potential). And this gap is greater for Aboriginal women.

At the Face of Leadership conference put on by the Minerva Foundation last June, the organization released its annual B.C. Scorecard, which found that among B.C.'s 50 largest organizations, only 38% have two or more women on their executive team. The same scorecard found that while 50% of these companies have no women on their board (or disclosed no information on its composition)--there were also no women of Aboriginal descent on boards or working as senior managers.


9 Signs That Your Organization Lacks Diversity Of Thought - FORBES

by Glenn Llopis 
Originally published: August 22, 2016
Publisher: Forbes.com 

How many times have you been in a meeting when someone says, “That’s a great idea, you should do something with that”? Then what happens? Nothing. Sure, we all recognize that we should act and create strategies for change. Most people just don’t trust themselves enough to take the first steps and define their strategies since this is the basis for accountability. They would rather be held accountable to others’ expectations than their own.

Or consider this: During times of adversity, how often does your gut tell you to be courageous and act and you don’t? During times of prosperity, how often does your gut tell you to be courageous and act and you don’t? Good times, bad times, it doesn’t matter. You wait until those around you begin to take the actions that you were hesitant to take. All leaders need to develop an ability to take calculated risks by seeing around the corners up ahead.

But they don’t, because they lack diversity of thought.


Sheryl Sandberg And Arianna Huffington Headline Female-Focused 2016 Advertising Week - FASTCOMPANY

by Jeff Beer 
Originally published: August 23, 2016
Publisher: FastCompany.com 

A strong line-up of leaders and speakers are gathering for the annual industry event.

When Advertising Week hits New York on September 26, the annual industry gathering boasts a strong list of female speakers and business leaders, reflecting an important shift (finally) in how brands, advertisers, and marketers are considering gender in their work.

Facebook’s Sheryl Sandberg and Arianna Huffington headline a list that includes Katie Couric, Facebook exec Carolyn Everson, AT&T global marketing officer Lori Lee, Deutsch president Kim Getty, Bethenny Frankel, Rachael Ray, Meg Ryan, and more. Other top-billed speakers include Snapchat's chief strategy officer Imran Khan, Mark Cuban, Morgan Spurlock, David Droga, R/GA's Nick Law and Bob Greenberg, B. Bonin Bough, and Oscar winner Paul Haggis.


Want to Double Your Business’ Cash Flow? Practice Diversity and Inclusion—and Really Mean It - DAILY EXCHANGE

by Bill Proudman 
Originally published: August 23, 2016
Publisher: DailyExchange.com 

Fostering diversity in the workplace isn’t just the right thing to do—it’s a pathway to profitability by Bill Proudman

A two-year analysis completed in 2015 evaluated over 450 companies—each with over $750 million in annual revenue—against a criteria of 128 different talent management practices, and determined that 70% scored poorly when it came to diversity and inclusion.

Companies that scored in the upper echelons took effective diversity measures not only in Human Resources, but across the boards. Even more revealing is that those same companies experienced a 2.3X higher cash flow per employee over a three-year period, while the smaller companies averaged 13X higher.(1)

The more diversified your workforce is, the more profitable your organization will be. With different backgrounds comes different ways of thinking and different opinions, which in turn leads to a more holistic overview of a situation.


Wednesday, August 24, 2016

Race in The Workplace: How to Eliminate the Elephant in the Room - HUFFINGTONPOST

by Stephanie R. Caudle 
Originally published: August 22, 2016
Publisher: Huffingtonpost.com 

Racism in the workplace has become a hot topic in companies across America. The rise in conversations surrounding race have in part occurred due to the racial climate currently taking place in our country. At any given moment you can turn on your television and see story lines surrounding racism on television shows, political figures addressing racial disparities and even your local news stations covering states and countries across the globe dealing with injustices. There is practically no way to avoid the conversation.

With racism being such a hot topic many employers have chosen to simply ignore it without discussion. While ignoring such a hot topic may be viewed as “playing it safe” there are some things you should address before it has the chance to become an issue within your company.

So how exactly does a company rather large or small address the “elephant in the room” of racism in the workplace? There is no full proof strategy but it can be done and done effectively.



Mothers’ lack of progression to blame for gender pay gap - CIPD

by Marianne Calnan  
Originally published: August 23, 2016
Publisher: CIPD.co.uk 

Working fewer hours means earning up to 33 per cent less per hour, says IFS study, with lower-paid women hardest hit

Mothers who return to work are paid up to 33 per cent less per hour than men thanks to their restricted opportunities for promotions and pay rises, according to a new study.

The Institute for Fiscal Studies (IFS) report blames lack of progression at work for a headline gender pay gap of 18 per cent, as mothers tend to work fewer hours.

The average female employee without children earns 10 to 15 per cent less per hour than a man on average, according to the study. But the gap widens consistently for 12 years after their first child is born, by which point women receive a third less per hour, a phenomenon attributed to lack of progression that gradually drags on average earnings.


Employees happier in a multi-generational workplace, says McDonald’s - PERSONNEL TODAY

by  Jo Faragher 
Originally published: August 23, 2016
Publisher: PersonnelToday.com 

Research by McDonald’s in the UK has revealed that people working in a multi-generational environment tend to be 10% happier.

In a survey of 32,000 of the restaurant chain’s employees, those who worked with a cross-section of ages showed a 10% increase in happiness levels compared with those who worked with a peer group of similar age.

n a comparable poll of customers, 84% said they liked to see a mixture of ages in the restaurant team, with 60% expecting a better service as a result.

McDonald’s research also found that 58% of workers felt it was a priority to have an opportunity to work with people of different ages. This was more important for those born between 1900 and 1964 (a priority for 67%), and 16-year-olds (a priority for 57%).


Global partner to champion pay equity in new role - LAWYERS WEEKLY

by Melissa Coade 
Originally published: August 23, 2016
Publisher: LawyersWeekly.com.au

Pay equity will be championed by the regional managing partner of a global firm following her appointment as ambassador to the Workplace Gender Equality Agency.

Herbert Smith Freehills (HSF) has announced that one of its leading partners, Sue Gilchrist, will be the firm’s pay equity ambassador to the Workplace Gender Equality Agency (WGEA).

WGEA is a federal statutory agency tasked with improving gender equality throughout Australian workplaces. Pay equity ambassadors commit to analysing talent data and taking action within their own organisations to ensure equal pay.


How Some Edtech Companies Are Addressing a Lack of Employee Diversity - EDSURGE

by Mary Jo Madda
Originally published: August 23, 2016
Publisher: Edsurge.com 

There’s no sugarcoating this issue.

In an article last week, EdSurge shared a 2013 study by University of California, Berkeley economists Ross Levine and Rona Rubenstein, who analyzed the common traits of entrepreneurs and found that most entrepreneurs were white and male. The next logical question is, are those entrepreneurs’ companies any better, in terms of diversity? A few edtech companies are now using resources to document—and potentially address—disparities in their ranks.


Normalise diversity and encourage more Asians to join the creative industry - CAMPAIGN

by Vikesh Batt
Originally published: August 24, 2016
Publisher: Campaign.co.uk 

My three brothers and I have spent 38 years in the industry and in that time we’ve seen plenty of change – new disciplines, exciting innovations, and hard to decipher management titles.

It’s only really now, however, that a conversation around ethnic diversity has really opened up.

We have a fairly unique perspective on this. As associate design director at OgilvyOne, associate creative director at AnalogFolk and associate recruitment director at Zebra People and all being of Asian heritage, we’ve always noticed that colleagues with the same background as us are few and far between.

Our experience as second-generation immigrants is perhaps a little different from many others in our culture. Our parents came to the UK with little money, like many others, but they didn’t relay pressure onto us to take up academic subjects and aim for what is traditionally perceived to be a respected career in medicine, law or business.






The best "man" for the job? - WINDSOR STAR

by KAREN PATON-EVANS
Originally published: August 23, 2016
Publisher: WindsorStar.com 

Protected by thick gloves, welding helmet and coveralls, the welder focuses on making one more perfect seam before the shift ends.

The day’s production has been solid. Nodding in satisfaction, the welder removes her helmet and looks forward to quality time with her family.

Throughout Windsor-Essex County, in plants, laboratories, construction sites and tool and die shops, an increasing number of women are taking their rightful places in less traditional careers.


Currently, women hold less than six per cent of Canada’s skilled trades jobs and are vastly under-represented in science, technology, engineering and math (STEM) careers.

Shelley Fellows feels a lack of role models has contributed to holding women back from entering more male-dominated fields. “Society’s preconceptions, the stereotype that a woman is not strong enough to do a millwright’s job, could hold them back from applying for a program” that would provide them with the necessary training, she says.


Universal work environment for the differently abled - YOUR STORY

by SOUMITA BASU 
Originally published: August 24, 2016
Publisher: YourStory.com 

In any organisation, a cohesive and positive work atmosphere is important, and diversity contributes to it. However, a disability-friendly workplace is hard to come by. A staggering two percent of the Indian population is differently abled and this talent pool is often ignored.

Modifying an existing workspace is not as difficult as you may think. In most cases, it’s more a question of re-allocation of existing resources as opposed to investing in new ones. Moreover, the re-allocation processes have proved to be beneficial to all employees and not just the person with disability. For example, an organisation with an employee who had learning and memory challenges, had to write out all tasks specific in a process flow and place them in prominent locations.  It was observed that the error rates dropped dramatically for everyone in the organisation.  Implementing such processes is good for the company’s growth.


Beyond #WomenInTech: 7 Ways You Can Make Every Single Woman Count - FEMINISM IN INDIA

by DEVANGANA KHOKHAR
Originally published: August 24, 2016
Publisher: FeminismInIndia.com 

Over the last 3 years of being in the industry and during more than 2 years of involvement with Women Who Code, an international non-profit organization that focusses on bringing more women into STEM fields, I have come across hundreds of women � women who are either rocking it in the technology and science world, or women who are striving towards making a mark in their workplace and otherwise. Every single woman�s story is interesting, their life experiences are different, their aspirations are varied and so are their struggles.

Women have been revolutionizing the world of computers and technology since the very beginning of the technology era. They have played an instrumental role in the evolution of computational engines and the modern day computers. The list is never ending. Starting from Ada Lovelace who developed the algorithm for the very first analytical engine built by Charles Babbage to Grace Hopper who created the first ever compiler to modern day Ruchi Sanghvi who was the first female engineer at Facebook, women have time and again proved that technology is indeed their cup of tea.


Friday, August 19, 2016

MILLENNIAL INFLUX PUTS NEW TWIST ON DIVERSITY, DESIRABLE WORKPLACE - BLOOMBERG

by Laime Vaitkus
Originally published: August 17, 2016
Publisher: BNA.com 

Organizations need to rethink their diversity and inclusion programs if they want to attract, retain and engage a changing workforce.

While D&I programs have been around a long time, the influx of millennials into the workplace and the ever-growing demand for talent is shifting how companies view and manage the programs, according to Michael Hyter, senior client partner and managing director with Korn Ferry.

"The most prominent discussions we are having with clients today are about millennials—how to think about talent, diversity and inclusion," Hyter told told Bloomberg BNA.

The discussion is prompted by demographics: currently, one in every three workers in the U.S. is a millennial (those born between 1982 and 2000), and this generation will comprise 50 percent of the workforce by 2020, according to a Pew Research Center analysis of Census Bureau data.



The Women Changing The Face Of AI - FASTCOMPANY

by CALE GUTHRIE WEISSMAN
Originally published: August 18, 2016
Publisher: FastCompany.com 

Women in Machine Learning has been a vital network for a sorely underrepresented group of computer scientists for the past 10 years.

The idea was born in a hotel room.

In 2005, Hanna Wallach, a machine learning researcher, found herself bunking with colleagues to attend the Neural Information Systems Processing (NIPS) conference. Wallach had been working in the field since 2001 and had attended numerous conferences, but this was the first time she had roomed with other women who specialized in machine learning, a branch of artificial intelligence that researches how computer programs can learn and grow. As a discipline, it is overwhelmingly male: Wallach estimates that only 13.5% of the entire machine learning field is female.

At the conference, Wallach and her roommates, Jennifer Wortman Vaughan, Lisa Wainer, and Angela Yu, began discussing their experiences and commiserating about the lack of female allies. "We couldn’t believe that there were four of us [at the conference]," Wallach says. She, Vaughan, and Wainer made a list of 10 others in the field and fantasized about a meetup.


Sexism in adland - MEDIA TEL

by Louise Burgess
Originally published: August 18, 2016
Publisher: Mediatel.co.uk 

Leading women in advertising speak to Newsline about gender discrimination - and how things might be changing for the better

The advertising industry as a whole, and particularly the creative agencies, are stereotypically notorious for Man Men style male egos, but I'm not sure it is really any different in many other industries.

Ad and media agency boards are still dominated by men (with a few notable exceptions such as Karen Blackett at MediaCom) but then so are most company boards, even given the latest FTSE board report showing female participation at board level has risen from 12.5% to 26%. This is not just an advertising or media industry issue.

There is a well-worn example from Hewlett Packard that, when it came to applying for senior management positions, women would only apply when they met 100% of the qualifications for the job, while men would apply when they met 60%.