Friday, September 30, 2016

Few women at top level of the cleaning industry - REMI NETWORK

by Rebecca Melnyk
Originally published: September 29, 2016
Publisher: Reminetwork.com 

More work needs to be done to propel women into executive roles within the cleaning business and retain their talents, says a budding organization called the ISSA Hygieia Network, an international community dedicated to the advancement and retention of women at all levels of the global cleaning industry.

While not all companies in the industry face a lack of gender diversity at the top, many still do. In Canada alone, women represent 47.5 per cent of the Canadian workforce, but hold only 26.6 per cent of senior management positions, according to Statistics Canada. While this data was gathered from overall labour force participation, it does include the cleaning and maintenance field.


Tolerance, Inclusion, Respect In Business Culture - BERMUDA NEWS

Originally published: September 29, 2016
Publisher: Bernews.com 

“Thank you for promoting the noble principles of tolerance, inclusion, respect and acceptance into our international business culture,” Premier Michael Dunkley told attendees at the Dive In Festival.

The first Dive In festival was held in London in 2015, and was considered a great success. This year’s Dive In Festival included more than 50 events and took place between 27-29 September 2016 across numerous countries including Bermuda.

The initiative is aimed at promoting diversity and inclusion in insurance, and the events in Bermuda included ‘Un-biasing our Unconscious Bias,’ ‘What Executives Need to Know About Women and Gender Strategies,’ and ‘Hidden Disabilities.’

Speaking at the event, Premier Dunkley said, “Thank you for your gracious invitation to what I consider is a very important and timely event.


It’s Time to Get Back to Basics: Keeping Your Workplace Free of Sexual Harassment - JD SUPRA

by Karen Vossler
Originally published: September 29, 2016
Publisher: JDsupra.com 

In an interview last month, the 2016 Republican presidential nominee stated that if his daughter were sexually harassed, he “would like to think she would find another career or find another company.” His son later stated that because his sister was “a strong, powerful woman[, s] he wouldn’t let herself be, you know, subjected to [sexual harassment].” Both comments have sparked a backlash that has once again brought the issue of sexual harassment to the fore.

Title VII of the Civil Rights Act of 1964 made employment discrimination unlawful in the United States. Eleven years later, the United States recognized sexual harassment as a form of sex discrimination.   As illustrated by recent headlines and high-profile allegations, sexual harassment, is still a high-profile issue in U.S. workplaces.  One way to ensure a harassment-free workplace is to get back to basics.


Workplace discrimination impacts 1 in 5 Aussies - INSURANCE BUSINESS

by Mina Martin 
Originally published: September 30, 2016
Publisher: InsuraceBusinessOnlince.com.au

Non-native English speakers in Australia are three times more likely to experience workplace discrimination than native English speakers, and one in five Australians experience discrimination at work due to their skin colour, ethnic origin, or religion.

These findings have been revealed during a special session on Multiculturalism at the Dive In event, a world-first international celebration of diversity and inclusion in insurance.

The event, which concluded in Sydney yesterday, and is expected to be attended by a million insurance professionals worldwide. The event is an initiative of Inclusion@Lloyd’s, a division of the world’s leading specialty insurance market.


A Little Understanding And Willingness To Adapt Can Close The Gap Between The Older Generation And Millennials In The Workplace - INSURANCE BUSINESS

Originally published: September 30, 2016
Publisher: InsuranceBusinessonline.com 

As hard as it may be for some to wrap their heads around, it is universally accepted the leading generation of these modern times are in fact the Generation Y, or what some call the Millennials.

Given this reality, some experts argue that it’s time for the older generation to spend less time judging and more time engaging this cluster, which by definition are born in the 1980s and 1990s, and known to be incredibly engaged with technology.

Turning tables now, since Millennials are growing in demand in the job market, maybe it isn’t such a terrible thing if employers learnt to adapt and find a middle ground to create a more inspiring and motivating work culture, because after all, it takes two to tango.


Women form majority of this global insurer’s workforce - INSURANCE BUSINESS MAG

by Louie Bocani 
Originally published: September 30, 2016 
Publisher: InsuranceBusinessMag.com 

Insurance heavyweight AXA has received recognition for its corporate commitment to gender equality as women now make up the majority of its global workforce.

The insurer has been awarded with the Economic Dividends for Gender Equality (EDGE) certification, which acknowledges the firm’s global commitments and actions in achieving and sustaining gender diversity and equality in the workplace.

According to the company, women formed over 53% of its 166,000-strong workforce across 64 countries in 2015. Females also held 42% of all management positions globally.



Tips to form a workplace LGBT resource group - SEATTLE TIMES

by Laura Zera 
Originally published: September 30, 2016
Publisher: SeattleTimes.com 

It’s important to most everyone to be valued for who they are in the workplace; for an LGBT employee, it can be a deciding factor in whether they stay with a company.

In an environment where that kind of inclusivity isn’t readily visible, creating a lesbian, gay, bisexual and transgender (LGBT)employee resource group is one way to seed it.

Once known as affinity groups, LGBT employee resource groups — or business resource groups, as they’re sometimes called — usually start out as a grass-roots initiative. At the Seattle office of multinational professional services firm PricewaterhouseCoopers (PwC), one passionate individual founded its local Out Professional Employee Network (OPEN) Circle about 10 years ago, according to Allie Foote, who leads PwC’s Pacific Northwest Diversity Network. “He got the support of the [leadership] partner group in the office, got interested individuals on board, and was able to really make things happen,” says Foote.


L’Oréal Among 'Most Inclusive' Employers - ESM MAGAZINE

Originally published: September 29, 2016
Publisher:  ESMmagazine.com 

Thomson Reuters has listed L’Oréal as one of the 20 most inclusive employers in the world, after evaluating its track record of hiring people from diverse socio-demographic regions and backgrounds, people with disabilities, and women.

The cosmetics firm says that this is the result of ten years' effort in its ‘Diversity & Inclusion strategy’.

“Diversity & Inclusion supports the L’Oréal global mission of beauty for all.  We have been adamant in our position to be transparent on our D&I indicators as a measure of accountability for our actions in the workplace and marketplace worldwide,” commented Jean-Claude Le Grand, senior vice-president for talent development and chief diversity officer at L’Oréal.

Yellen pledges to improve Fed’s workplace diversity - CANADIAN BUSINESS

by Martin Crutsinger
Originally published: September 29, 2016
Publisher: CanadianBusiness.com

Chair Janet Yellen said Thursday she is committed to increasing diversity throughout the Federal Reserve system, including the ranks of senior leadership.

Yellen said that the Fed will benefit from greater diversity, and commercial banks will be better off with a more diverse workforce.

“I am committed to improving diversity throughout our organization,” Yellen said, speaking by videoconference to a forum of minority bankers in Kansas City, Missouri. “Improving diversity requires effort and constant focus. We will continue working hard to achieve this goal.”

Fed Up, a coalition of community activist groups and labour unions, is trying to change how the Fed’s 12 regional banks operate, including increasing job opportunities for minorities. The group notes that in the Fed’s 100-year history, there has never been a black or Hispanic president at any of its regional banks.


Wednesday, September 28, 2016

Ask an Ethicist: What do I do if I encounter discrimination in the workplace? - PENN STATE

by Rob Peeler and Tom C. Hogan 
Originally published: September 27, 2016
Publisher: news.PSU.edu

In partnership with the Rock Ethics Institute, Penn State Today’s feature column, "Ask an Ethicist," aims to shed light on ethical questions from our readers. Each article in this column will feature a different ethical question answered by a Penn State ethicist. We invite you to ask a question by filling out and submitting this form. An archive of the columns can be found on the Rock Ethics Institute website.

Question: What do you do if your coworker constantly says racist, homophobic and just plain ignorant things to you all the time, but never says this in front of your supervisor who thinks they are a great employee? This individual is now currently applying for a position in my office which has more responsibility, including hiring and terminating employee and that concerns me. I feel I should speak up because my boss really values and puts a large emphasis on diversity and inclusiveness. I don't want to start trouble or be a tattle-tale, but, this unknown side of her really doesn't seem right to me due to the lack of  inclusiveness she will bring to the office and the potential disruptive effect.

An ethicist responds: Before addressing the question posed, let’s discuss what you can do when you encounter discrimination in the workplace. Discrimination in the workplace is a common occurrence. In addition to being illegal, it is unethical and can have an insidious impact on organizational culture, workforce productivity and organizational sustainability. It can have an adverse impact on trust, employee engagement and workforce creativity and innovation.  Furthermore, if it is determined in a court of law that it results in a hostile work environment, it can result in significant financial risks to the organization.


Why Offering Paid Maternity Leave Is Good For Business - FAST COMPANY

by Laura Vanderkam
Originally published: September 27, 2016
Publisher: FastCompany.com 

Companies that have sweetened their paid leave policies in recent years have been rewarded beyond good feelings.
 
When it comes to maternity leave, not all companies see the costs and benefits in the same way.

All of the companies on Working Mother magazine’s 100 Best Companies list—released today—offer at least a few weeks of fully paid leave (an average of nine weeks, up from eight last year). Companies in the top 10 offer an average of 11 weeks. Contrast this with the U.S. private sector as a whole, where, according to Working Mother's numbers, only 26% of employers offer coverage beyond short-term disability leave. Only three states and six cities have enacted paid parental leave programs for their workers this year.

That's quite a gap. It raises the question of how these organizations perceive the economics of leave. While a better-than-average policy may land a company on a magazine’s list, is there any business benefit to be gained beyond that?


SAP's Jennifer Morgan's Leadership Lessons: Take Action For Gender Pay Equality - FORBES

by Bruce Rogers
Originally published: September 26, 2016
Publisher: Forbes.com 

A Series of Forbes Insights Profiles of Thought Leaders Changing the Business Landscape:  Jennifer Morgan, President, SAP, North America

SAP has been on a journey to grow and innovate outside of its legacy on premise ERP business as it faces ever-increasing competition from Salesforce, a host of new players as well as Microsoft and Oracle (companies with which they both compete and partner). Leading that journey in North America, is the company’s President Jennifer Morgan, installed in the role over two years ago by SAP’s dynamic global CEO Bill McDermott and President of Global Customer Operations Rob Enslin.

“It is an exciting time. We’re at the center of the disruption, center of the competition, center of the talent,” says Morgan. The company has been highly successful in rolling out its own cloud solutions and its SAP HANA platform.  In fact, the company’s earnings reports focus on Cloud subscriptions, breaking out that data separately from its overall revenue figures.  For the first half of 2016, revenues were up 5% overall, but up 32% for its Cloud business. In the Americas (SAP does not report North America earnings as a stand-alo


Bill to protect workers with disabilities from discrimination signed by governor - LGBT WEEKLY

by Steve Lee
Originally published: September 27, 2016
Publisher: LGBTweekly.com 

A bill by California State Assemblywoman Lorena Gonzalez (D-San Diego) to protect disabled workers from on the job discrimination was signed into law today by the governor.

AB 488 will eliminate an exemption for employees of sheltered workshops and rehabilitation centers with special minimum wage licenses under the California Fair Employment and Housing Act (FEHA), extending the law’s protections against discrimination and harassment to workers in those environments. Currently those employees do not have the same basic protections as everyone else from discrimination based on characteristics like race, religion, sex, gender expression, sexual orientation, national origin, ancestry, marital status, or age. Similarly, these workers lack the protection provided by FEHA against sexual harassment.

“Today we close an obvious loophole that left working people with disabilities open to discrimination in many forms,” said Gonzalez. “This is a simple fix that helps California continue to lead the nation in the fight against prejudice in the workplace.”


Diversity In The Workplace: How To Take Action - FORBES

by Donna Pedro 
Originally published: September 27, 2016
Publisher: Forbes.com 

With Hillary Clinton running for president, a woman may soon hold the top job in the country. Yet according to research by Catalyst, only 25% of senior-level jobs are filled by women at S&P 500 companies. From 2010 to 2016 the percentage of women heading companies in the S&P 500 index inched from 3% to 4%.

We still have a ways to go to create real change. If not now, then when?

At Ogilvy, we’re making strides: Females make up over 60% of the Ogilvy North America population.

But early in my own career, I had to work twice as hard to be considered for the same opportunities as my male colleagues. Today I still hear women sharing that they are facing those harsh inequalities when climbing the corporate ladder.


Muscle up: You might be ‘leaning in’ against a workplace pushing back - WOMENS AGENDA

by Ashley Priestly
Originally published: September 28, 2016
Publisher: WomensAgenda.com.au


Have you been doing a whole lot of ‘leaning in’ only to find yourself coming up against a brick wall?

You’re not alone.

In corporate America, women are now negotiating for pay rises and promotions as often as men, but are still not getting them at similar rates and facing a likeability issue when it comes to corporate leadership.

Meanwhile, women report having less access to sponsors, say they’re receiving less feedback than men and report getting fewer challenging assignments, according to the findings of the Women in the Workplace 2016, a study of 132 companies employing 4.6 million. 

Seems there’s a whole lot of pushback from workplace when it comes to women doing everything they can to “lean in” to opportunities, and promotions and pay rises – as Sheryl Sandberg said we should do.


This AI Recruiting Tool Could Boost Diversity And Improve Human Interactions - FAST COMPANY

by Jared Lindzon 
Originally published: September 27, 2016
Publisher: FastCompany.com 

Artificial intelligence is taking over some parts of the recruiting process that used to be reserved for humans.

Take for example, HireVue's software that analyzes facial expressions and word choice in video interviews. Koru's does the same with written tests, while Fama and TalentBin scour social media to profile candidates. RoundPegg uses automation to determine a candidate’s potential cultural fit with a company. There is even an AI chatbot named Mya that can help candidates better navigate the automated first phase of resume sorting.

Artificial intelligence tools such as the ones used on HiringSolved's recruiting platform are also being employed more regularly to help reduce bias in recruiting. The company recently announced a new proof of concept tool called RAI (pronounced "ray") that can help predict candidates’ gender and ethnic backgrounds to help companies reach diversity targets.


How An Apprenticeship Pilot Might Solve Tech's Diversity Problem - FORBES

by Kevin Guppta
Originally published: September 27, 2016
Publisher: Forbes.com 

The U.S. Bureau of Labor Statistics forecasts a surge of over 1.3 million technology sector jobs by 2020. These jobs will fall under computer programming and computer support specialist roles.

Despite the increase in jobs, the tech sector will have trouble filling these roles because of a widening skills gap in the marketplace. A lack of representation among women, African-Americans, Hispanics, new immigrants, and even veterans makes it difficult to create any diversity within the field.

Apprenti, an apprenticeship program being piloted by the Washington Technology Industry Association, is hoping to diversify the skill set and talent pool. The program combines training, testing, and a co-op employment placement model to match newly skilled tech workers with hiring tech companies. Apprenti was recently awarded $7.5 million by the U.S. Labor Department to expand its apprenticeship model nationwide.  


The Next Generation Of HR Leaders Depends On You - TLNT

by Ron Thomas
Originally published: September 27, 2016
Publisher: TLNT.com 

“What we call this group is a succession plan for Virginia banking,” (Bruce) Whitehurst said. “For any industry, success lies in energizing the next generation.”

Sometimes during our daily reading, we come across statements that give us pause. Those type of statements normally cause me to stop and lookout with a distant gaze, all in the realization that they nailed it with a perspective I had never considered. My next step is to capture that thought and put in into my little file for inspiration

What is our succession plan for our next generation of leaders? Like a lot of you, I interact with the leaders of my profession on a constant basis. We cheer each other on, share our thoughts and support each other in ways we each can.


Quotas required to have more women on corporate boards? - TORONTO STAR

by Bob Ramsy 
Originally published: 
Publisher: TheStar.com 

Of the 12 largest European markets, five – France, Germany, Belgium, Italy and Norway — have mandatory quotas on women serving on boards.

So, 46 per cent of 733 TSX-listed companies have no women sitting on their boards.

Not even one.

This news, announced earlier this month, in a survey by Osler, Hoskin & Harcourt LLP, means there were 337 annual general meetings held in the past 12 months where a group of men (overwhelmingly white, middle-aged men) sat around a table and:


  • Didn’t find it odd that there were no women at the table? Not one?
  • Debated the merits of having women on the board, but decided not to?
  • Admitted that women should be on boards, but felt that no woman was qualified just yet to be on their board?
  • Endured public abuse from shareholders during the AGM — following private pressure by institutional investors, such as CPPIB, OMERS and Teachers — for having an all-male board? This, despite disclosing their approach to gender diversity and having written diversity policies, as mandated by the Ontario Securities’ Commission’s “comply or explain” rules introduced last year?
  • Pleaded for more time? I can hear it now: “The rules came in just last year and board vacancies won’t open up for awhile yet. But you can be assured that when they do, we’ll definitely consider a woman.”


Tuesday, September 27, 2016

Calling all photographers: CMHR asks Canadians to submit their photos - CBC

Originally published: September 27, 2016
Publisher: CBC.ca

Photos will go towards new exhibition called Points of View, set to open next year.

If you want to see your work on the walls of the Canadian Museum for Human Rights, now is your chance.

The CMHR is calling on Canadians to send in their photos to help create a new exhibition.

The Points of View exhibition invites photos representing four different themes: freedom of expression, inclusion and diversity, reconciliation and finally, human rights and the environment.

All submissions will be posted on the CMHR website, and a jury-selected handful will be hung on the walls of the museum for the physical exhibition, set to open next year.





New Brunswick premier calls for 'tolerance' amid bilingualism tensions - 680 NEWS

Originally published: September 26, 2016
Publisher:  680news.com 

New Brunswick’s premier is making a passionate plea for tolerance on bilingualism, as he seeks to debunk long-standing “myths” of its costs amid a perceived increase in linguistic tensions.

It is Canada’s only officially bilingual province, and Premier Brian Gallant says it takes work, co-operation, and frank discussions to make it work.

“I have seen too many times, people unfortunately not being as tolerant as we would like. It has had a direct impact on my family and people that I love. I think this lack of tolerance and pragmatism explains some, if not a lot of the tension. But there are also a lot of misunderstandings, myths and exaggerations that need to be debunked,” Gallant said Monday in a speech to the Saint John Board of Trade.


Diversity Requires Effort For All Canadians - HUFFINGTONPOST

by Raj Grewal 
Originally published:  September 23, 206
Publisher: Huffingtonpost.com

In the spring of 2014, households across Brampton opened their doors to find anti-immigration flyers targeting the Sikh community. It made many in my home riding feel vulnerable and unwelcome. This, of course, was their intent.

The effect of these flyers was no different than the recent anti-Islam vandalism of the Cold Lake, Kingston or Quebec City mosques; the anti-immigrant posters spotted on York University's campus or even the anti-Asian race riots in Vancouver over 100 years ago. Each instance of discrimination was rooted in mistrust, intolerance and fear. Each instance was unacceptable then, and is unacceptable now.


'Women's workplace issues must be board-level agenda' - ECONOMIC TIMES

by Rica Bhattacharyya
Originally published: September 27, 2016
Publisher: EconomicTimes.IndiaTimes.com

The Women on Corporate Boards initiative, launched five years ago by Arun Duggal, has earlier this month sent a proposal to the Securities & Exchange Board of India (Sebi) and the ministry of corporate affairs to ensure that issues related to safety and equal opportunity of women at the workplace are part of the board-level agenda and not just a matter for the management. 

It proposes that there should be a woman independent director on boards of companies who would oversee implementation of all such issues, sexual harassment complaints and matters related to remuneration of women.  



Why Diversity Must Begin with a Culture of Inclusion - RECRUITING TRENDS

by Leela Srinivasan
Original published:  September 26, 2016
Publisher: RecruitingTrends.com 

Once upon a time, executives at the average company thought little and talked less about diversity. But by 2014, firms like Intel and Google dared to publish real data on the composition of their workforces -- even though the stats weren't particularly rosy. Inspired and emboldened by their trailblazing peers, others soon followed suit.

Two years on, it's no longer unusual for companies to openly share workforce demographics. By disclosing such data, a company implicitly commits to increasing diversity among its workforce; the bigger the initial imbalance, the greater the commitment.

As a result, the focus on workplace diversity has probably never been higher than it is right now, and the phenomenon is by no means confined to Silicon Valley. In the last two months I've met with talent leaders and C-level executives in the United States, United Kingdom, Australia and New Zealand; across all locations, the conversation has organically and inevitably turned to diversity. The topic is out in the open, and there's no going back.



3 Ways to Be a Diversity Role Model - STAMFORD ADVOCATE

by Anka Wittenberg 
Originally published: September 26, 2016
Publisher: StamfordAdvocate.com 

 Don't look for a role model, become the role model your business deserves.

What does it take to become an agent of change? To be a role model for others?

It starts by seeing a condition that must be changed, then feeling empowered and motivated to take action. In the case of diversity in the workplace, the evidence and conditions for action are abundantly clear -- especially in the technology industry.

A recent New York Times article stated that women make up only 20 percent of the total workforce in Silicon Valley and a December 2014 USA Today study that focused on leading Silicon Valley-based companies showed data supporting the fact that African Americans and Hispanics are vastly underemployed by tech companies, making up only 5 percent of the companies (versus 14 percent nationally). According to Leaders 2020, a recent global study by Oxford Economics and SAP, diversity has increased substantially among the general workforce over the past three years, but change has been slower to come to mid-level management, and even less evident among senior executives and corporate boards. 

Additionally, the same survey found that female executives and employees are less optimistic about the state of diversity programs, and are less likely to say their company fills roles from within.


What Men Really Think About Workplace Gender Bias - HUFFINGTONPOST

by Romy Newman 
Originally published:September 26, 2016
Publisher: HuffingtonPost.com 

In the past few years, American corporations have increased their focus on attracting and retaining talented women to build gender diversity. Companies tout everything from diversity targets to enhanced maternity leave to bias training to flying nannies. Many leadership experts, such as Harvard Business School Professor of Leadership John Kotter, believe that change needs to be driven from the top down. And yet evidence from over 10,000 employer reviews analyzed by Fairygodboss suggests that the top down approach is necessary – but not sufficient to build a path to a truly gender diverse workplace.

Nearly half of women on Fairygodboss, an online career community for women, say that women are not treated equally at their workplace. Even at the most highly rated companies, women often report that experiences can vary greatly depending upon the department. One-third of women on Fairygodboss say that their workplace experience “depends on their manager.” In other words, whether women face gender discrimination at work is generally not driven by corporate mandates or a CEO’s proclamations, but in day-to-day interactions through the chain of command. That’s why understanding the male perspective is so important: In corporate America managers are still disproportionately men.


Unlocking the value of a more diverse workplace - TRUCKING NEWS

by Sonia Straface
Originally published: September 23, 2016
Publisher: TruckingNews.com 

The trucking workplace of tomorrow will look much different than today’s.

 The future of trucking sees younger people behind the wheel, women as fleet managers and a variety of ethnicities being included  – a far cry from the predominately older, male, white industry we work in today.

Diversity is a hot button issue for the trucking industry as it struggles to recruit and retain a lot of its workers, especially amid the driver and technician shortage. So in order to find success, human resource and diversity experts are sending the industry a clear, concise message: embrace diversity or watch your company flounder in the rough economic waves.

In terms of the workplace, diversity isn’t just adding an assortment of genders, ages, and ethnic backgrounds into your company to check off all the diversity boxes and hope for success. Rather, the word diversity in the workplace has a much deeper definition according to experts.


How To Manage Your Anxiety During Tough Times At Work - FASTCOMPANY

by Leah McCleod 
Originally published: September 26, 2016
Publisher: FastCompany.com 

In some situations—a round of layoffs, a bad performance review—it's normal to worry, as long as you can still think strategically.

Of all the things that can make you worry at work, some of the worst are the problems you create. This is especially true when negative things happen and you find yourself waiting for them to happen again. Let me give you a couple of examples.

Say you’ve been in an organization that’s been through a lot of change. Then one day, unexpectedly, you get laid off. You have no idea what you did to deserve it—you were sure you’d be in the group of people the company kept. You go into your next job, holding your breath, waiting for the axe to fall again.


Friday, September 23, 2016

Inaugural Adrienne Clarkson Prize for Global Citizenship Awarded to the Aga Khan for His Commitment to Advancing Pluralism - HUFFINGTONPOST

by Rizwan Mawani
Originally published: September 22, 2016
Publisher: Huffingtonpost.com 

His Highness the Aga Khan, Imam of the worldwide Shi’a Ismaili community and Chairman of the Aga Khan Development Network addressed an audience of change makers, political leaders and keen observers of the global condition on the evening of September 21st at Toronto’s distinctive Telus Centre for Performance and Learning. The marquee event of the inaugural Six Degrees Citizen Space conference organized by the Institute of Canadian Citizenship brought together luminaries, artists and prominent voices from Canada and around the world to debate, discuss and reflect upon the core issues of our contemporary world: inclusion, belonging and citizenship.

The Aga Khan was in Canada to receive the inaugural Adrienne Clarkson Prize for Global Citizenship for his life’s contributions and steadfast commitment to the ideals of inclusion and belonging. The prize awarded to a true global citizen, one who transcends the narrow ties of nationalism in hopes of improving the lives of people around the world, honoured the Aga Khan’s commitment to helping the world understand pluralism better as well as the ability to realize this vision through his multi-agency Aga Khan Development Network, which operates in more than thirty countries in the domains of health, education, social and economic development, culture and disaster relief.


Women-owned businesses: A niche market or vehicles for change? - GREEN BIZ

by Helle Bank Jorgensen
Originally published:  September 22, 2016
Publisher: GreenBiz.com 

If the United States is an indicator of global trends, women-owned businesses are a force to be reckoned with. According to the 2015 State of Women-Owned Businesses Report, women-owned businesses have increased 74 percent over the last 18 years and now account for 30 percent of all enterprises. Moreover, women-owned businesses have increased growth rates in number, employment, and revenues as compared to national averages in the U.S. 

Specifically, between 2007 and 2016, the number of women-owned businesses increased by 45 percent, while the number of all businesses in the U.S. increased by 9 percent; employment in women-owned businesses increased by 18 percent, while employment among all businesses declined by 1 percent; and revenues of women-owned businesses increased by 35 percent, 8 percent higher than the revenues among all U.S. businesses.  

Although there is a rise in the number of women-owned businesses in the U.S., they often remain micro and small enterprises, and have contributed about the same amount to the economy that they did in 1997.


2016 SHRM Diversity and Inclusion Conference Quotables - SHRM

Originally published: September 21, 2016
Publisher: SHRM.com 

ALEXANDRIA, Va., Sept. 21, 2016 — More than 30 human resource experts and business leaders will offer presentations on a wide range of diversity and inclusion topics at the 2016 SHRM Diversity & Inclusion Conference & Exposition being held in Austin, Texas, Oct. 25- 27. More than 500 participants are registered to attend.

Some of the concurrent sessions speakers shared quotes that highlight the focus of their presentations.

Tuesday, Oct. 25

"The individual responsible for D & I in an organization often sees the opportunity to make a lasting impact but has to realistically manage the resources of one to cover the aspirations of many." Amanda Andrade, chief people officer, Veterans United, The Power of the Solo D&I Practitioner on a Budget, Tuesday 10:45 a.m. and Wednesday, Oct. 26, at 3:15 p.m.       

 "The increasing, and often conflicting, concerns regarding LGBTQ employees and employees with deeply held religious and spiritual beliefs have created a more diverse, but often more complicated, workplace." Michael S. Cohen, Partner, Duane Morris, LLP, Managing D&I: Religion and LGBTQ Issues in the Workplace, Tuesday at 10:45 a.m.

"Diversity and inclusion isn't really a program [at Sitel.] It is a core part of our people-first culture. We call it belonging, or how we strive to welcome and include all of our associates across the globe." Elsa Zambrano, chief HR officer, Sitel, Integrating Inclusion into our Global People and Community Strategies, Tuesday at 10:45 a.m.

"Now is the time to start a movement and open up the diversity dialogue; how we inspire next level thinking about shifting from simply numbers to a workforce that reflects the populations we serve."  Tyrone Stoudemire, vice president, global diversity, Hyatt, Leading and Managing Diverse Organizations, Tuesday at 3:15 p.m.

 "Often times we find it hard to believe what we cannot see, yet just because it's invisible, doesn't mean that it's not real. It's time to believe people living with invisible illness, pain and disability." Wayne Connell, founder, president & CEO,  Invisible Disabilities Association, Invisible No More- Seven Realities of the Invisible Becoming Visible, Tuesday 3:15 p.m.

"12 is a fascinating number. 12 months in the year. Hall of Famer, Roger Staubauh's (retired) number.  The 12 Disciples. And what's better than a dozen donuts and the 12 Days of Christmas?" Grace Odums, strategy consultant, 12 Truths You Wish Someone Told You about Spearheading D&I, Tuesday at 3:15 p.m. and Wednesday at 10:15 a.m.


Global Workplace Equality Program Launches in Mexico to Build LGBTQ-Inclusive Workplaces - HRC

by Sarah McBride 
Originally published: September 22, 2016
Publisher:  HRC.com 

Today, HRC joined with Francisco Robledo of Alianza por la Diversidad e Inclusión Laboral (ADIL) and Fernando Velazquez of FVConsulting – Consultores en Diversidad e Inclusion, S.C to officially launch HRC Equidad MX: Global Workplace Equality Program, a groundbreaking new program that will work to promote LGBTQ workplace inclusion throughout Mexico. The effort comes amidst historic progress for LGBTQ equality in Mexico by bringing together HRC and advocates on the ground to educate and mobilize the country’s business community in support of LGBTQ workers and consumers.

HRC Equidad MX: Global Workplace Equality Program will increase awareness about the importance of LGBTQ diversity and inclusion Mexico’s workplaces by developing consulting and education models for Mexican companies and organizations. It will also utilize HRC’s tools and relationships to engage interested companies in aligning their corporate policies on LGBTQ inclusion to international standards.

“HRC Equidad MX: Global Workplace Equality Program is the next phase in our work and fruitful partnerships in Mexico to promote LGBTQ inclusion,” said Deena Fidas, Director of HRC’s Workplace Equality Program. “As we have seen in the United States, engagement and education with the business community can deliver concrete results for LGBTQ workers. More and more Mexican and Latin American businesses are interested in working on LGBTQ diversity and inclusion and we look forward to working with advocates on the ground in our mutual work to build safe, respectful, and inclusive workplaces.”


Denial of Right to Wear Locs Means Denial of Black Freedoms - EBONY

by Deborah Douglas 
Originally published: September 22, 2016
Publisher: Ebony.com 

White norms win again thanks to a recent ruling that employers can force workers to choose between cutting off their dreadlocks or losing their jobs. The nappy, kinky, coily and wavy textures of Black hair are not considered unchangeable racial markers like skin tone, so three U.S. District Court of Appeals judges told the U.S. Equal Employment Opportunity Commission locs gotta go.

“This is a prime example of the backward nature of race and racism in this country,” says Tanisha Ford, Ph.D., a history and Africana Studies professor at the University of Delaware who specializes in fashion and body politics. “We use the logic of hair as a signifier of difference when it’s convenient, when it upholds White supremacy.”




How diversity helps bottom lines - SILICON VALLEY BUSINESS JOURNAL

by Bryce Druzin
Originally published:  September 22, 2016
Publisher: BizJournals.com 

 For Rachel Chalmers, diversity is about the bottom line.

"Organizations that don't throw more than half of human potential on the floor during the hiring process will outperform organizations that do," said the vice president of Unitive, a company that sells an automated platform designed to streamline the hiring process while eliminating bias.

The comments were made Thursday during the STEM (Science, Technology, Engineering, Math) Workforce Diversity panel at the 2017 Game Changers conference, hosted by the Silicon Valley Leadership Group at the San Jose Convention Center.

Chalmers said companies should redact information like an applicant's school, as Unitive does, when making hiring decisions to ensure prospective employees get a fair shake.




Edward Jones makes workplace diversity a priority: Top Workplaces 2016 - OREGON LIVE

Originally published: September 22, 2016
Publisher: OregonLive.com

It's no secret that women are underrepresented in the financial services industry. At Edward Jones, the company's commitment to changing that is just one reason why it made The Oregonian's Top Workplaces list for the fifth consecutive year.

"I think the industry as a whole really needs to do better," said Christina Price, a Gresham-based Edward Jones financial adviser and regional leader.

Price and her colleagues see a positive trajectory. When fellow financial adviser Lynne Page started at Edward Jones 12 years ago, there were three women associates in her region. Now there are seven – still the minority but a growing one. Nearly half of Oregon's regional leaders are women.


Why It's So Important To Create A Diverse Work Team - HUFFINGTOINPOST

by Libby-Jane Charleston
Originally published: September 22, 2016
Publisher: Huffingtoinpost.com 

Why It's So Important To Create A Diverse Work Team

When it comes to diversity in the workplace, the best leaders today are the ones that understand the negatives in building teams of people who are simply clones of each other -- lost in a kind of 'sameness.'

The big picture is all about the culture of each organisation and, at at the heart of that, cultural influence being a mindset.

People management and leadership expert Karen Gately told The Huffington Post Australia that in order to achieve widespread workplace diversity, the mindset of an individual organisation's culture must shift.


PepsiCo India is hiring more women workforce to its top deck - BUSINESS INSIDER

Originally published: September 23, 2016
Publisher: BusinessInsider.com 

Beverages and snacks giant PepsiCo India has more women in leadership roles than most of the companies and it is planning to improve the count further. 

The company is planning to have at least 40% women among its top deck in India in the near future. Currently, the company has around 23% women at managerial positions and is already leading in gender diversity . The company currently has 5 women in its 14-member executive committee. 

"I think there is enough empirical evidence globally now to show that higher representation of women on boards over a long period of time produce better results. That's what most people are seeking .Getting the numbers is just one part. The second is to create the culture, and the third is to have role models in the company. When women see women in the management team, they aspire to be there," PepsiCo India CEO D Shivakumar told ET. 



Thursday, September 22, 2016

U.S. Court Rules Dreadlock Ban During Hiring Process is Legal - NBC

by  NOEL GUTIERREZ-MORFIN
Originally published: September 21, 2016
Publisher: NBCnews.com 

The 11th U.S. Circuit Court of Appeals recently ruled against a lawsuit filed by the Equal Employment Opportunity Commission against Catastrophe Management Solutions, effectively ruling that refusing to hire someone because of their dreadlocks is legal.

The lawsuit was filed by the EEOC on behalf of Chastity Jones, whose job offer was rescinded by Catastrophe Management Solutions, located in Mobile, Alabama. According to the case file, Jeannie Wilson, a human resources manager for CMS, commented on Jones' dreadlocks during a private hiring meeting to discuss scheduling conflicts, telling Jones, "they tend to get messy, although I'm not saying yours are, but you know what I'm talking about." Wilson told Jones that CMS would not bring Jones on board with dreadlocks, terminating the job offer.





It turns out that weight can negatively affect job prospects — especially for women - MIC

by Anna Swartz 
Originally published: September 21, 2016
Publisher: Mic.com

It was already clear that not all qualified job applicants are treated equally, but it turns out that the most mild differences in weight can be the difference in locking down a position. A new study published earlier this month in the scientific journal Plos One shows that even slight increases in weight can hurt an applicant's prospects — especially if that applicant is a woman.

The researchers digitally modified photos of the same white, unadorned faces to look like they belonged to people of different weights, and then asked study participants to rate the people in the photos on their "hireability."


Absurd weight discrimination not confined to fashion - HC ONLINE

by Lauren Acurantes
Originally published: September 22, 2016
Publisher: HCAmag.com 

Past studies have already shown that obesity negatively affects a jobseeker’s chances for employment.

But a recent study has shown that the bias is more pronounced against women, particularly with jobs in the service sector where staff are expected to interact with customers.

“Whether potential employees are seen to be appropriate for a [customer-facing] or [non-customer-facing] job will, to a large extent, be determined by their appearance and capacity for ‘aesthetic labour,’” said study author Dennis Nickson, professor at the University of Strathclyde’s Department of Human Resource Management.


Women told to wear heels and vamp up their appearance at work - WORKPLACE INSIGHT

by Sara Bean
Originally published: September 22, 2016
Publisher: WorkplaceInsight.net

It seems the news earlier this year that a woman from an FM company based at PwC had been sent home for not wearing heels is sadly not an isolated incident, as employers regularly tell women to put on more makeup, wear high heels and short skirts. The research by solicitors Slater and Gordon claims large numbers of women feel their employer has unfairly criticised their appearance in the workplace, with nearly one in five (19 percent) saying they felt more attention was paid to their appearance by their bosses than to their male peers. Shockingly, nearly one in 10 women (seven percent) have been told by bosses they preferred them to wear high heels whilst in the office or with clients, because it made them “more appealing”. Many women revealed they had been told to dress more provocatively and to be “sexier” – with almost 90 percent (86 percent) of those pressured to dress “sexier” and feeling their career might suffer if they didn’t comply.


Men were also aware of the disparity, with almost half (48 percent) saying they felt that their dress code was more clearly defined and colleagues were far less likely to comment about their appearance than that of their female colleagues.

The new study was commissioned by employment law experts Slater and Gordon, who surveyed 2,000 employees, following a rise in the number of clients referencing comments made by their employers about their appearance.


Air Canada backs ‘Six Degrees’ inaugural conference in Toronto - CANADIA

Originally published: September 21,2016
Publisher: Canadia.com 

Air Canada has announced its support for the first annual 6 Degrees conference organized by the Institute for Canadian Citizenship in Toronto.

“As Presenting Sponsor, Air Canada transported 75 delegates from 15 countries to participate in this important new forum that explores inclusion and citizenship,” said Benjamin Smith, President, Passenger Airlines at Air Canada who will be speaking at 360: Prosperity. “Air Canada is a strong believer in the benefits of diversity and inclusion. For an expanding global carrier, it is essential our customers see themselves reflected in our workforce, and diversity helps us to accommodate their varied needs and expectations.”

Air Canada was named one of Canada’s Best Diversity Employers for 2016, recognizing the airline’s success in such areas as promoting women and fostering an inclusive workplace for its approximately 30,000 employees.


Gender Equity Doesn’t Happen by Accident, We Have to Own It SUSTAINABLE BRANDS

by Cecily Joseph i
Originally published:  September 21, 2016
Publisher: SustainableBrands.com 

Nearly one year ago, countries across the world came together to discuss a new sustainable development agenda - the 2030 Agenda for Sustainable Development - resulting in the creation of the Sustainable Development Goals (SDGs) a set of 17 goals and 169 targets to guide countries toward “a plan of action for people, planet and prosperity” by 2030.

From access to education to gender equity to fighting poverty to mitigating and adapting to the impacts of climate change, the SDGs build on the past Millennium Development Goals (MDGs) while calling on all countries, developing and developed to play a role in a sustainable future.

In a recent report by DNV GL – The Future of Spaceship Earth – the company analyzes the potential for meeting each of the SDGs. I was asked to specifically discuss SDG Goal 5 and the future of gender equity and women’s empowerment. Although numerous challenges still remain, I highlight my optimistic outlook for our future and how promoting a diverse and inclusive workplace is not just part of Symantec's commitment to ethical operation; gender-diversity is emerging as a brand-defining aspect of our culture and operations.  


Homophobia in Startup Culture Impacts Everyone - CARE

by Lauren Longo
Originally published: September 21, 2016
Publisher: Care2.com 

Who you love shouldn’t affect your success as an entrepreneur, and neither should your gender identity. According to a recent study, however, that’s not the reality many LGTBQ entrepreneurs face. Along with sexism and racism, research shows homophobia is rampant in startup culture.

A national study conducted by researchers at StartOut, a non-profit that supports LGBTQ entrepreneurs, shows that homophobia negatively affects founders at every turn — from discriminatory legislation, to funding, to building relationships with investors.

And homophobia doesn’t just impact entrepreneurs personally; it also costs states a lot of jobs.


Respecting equality and diversity in leadership - BYTE START

Originally published: September 22, 2016
Publisher: ByteStart.com 


In years gone by, equality and diversity haven’t always been at the forefront of business owners’ minds. However, in recent years more and more business leaders are recognising that respecting equality and diversity make good business sense.

So, what makes equality and diversity increasingly vital when you are setting up and running a business? We asked entrepreneur and author, Jackie Arnold to explain;

During the early eighties I had been a Co-Director/Partner in two language schools one in Switzerland and the other in Poland.

It was in 1988 that I decided to start my own language school in Brighton UK. During my time in Switzerland and Poland I had learnt first-hand how important it was to encourage respect, co-operation and trust among both staff and students. We had students and teachers from very diverse backgrounds and education, so it was vital to cultivate an atmosphere of tolerance and model our appreciation of differences.



Lawyers warn employers over tattoo bias - RECRUITER

Originally published: September 22, 2916
Publisher: Recruiter.co.uk

As new research reveals negative attitudes towards tattoos could result in bosses missing out on talented young workers, employment lawyers have warned firms to ensure dress code policies contain a strong business case prohibiting tattoos.

Research from workplace experts Acas, released this week, has revealed negative attitudes towards tattoos and piercing from managers and employees can influence the outcome of recruitment exercises within some workplace. With almost one in three young people having a tattoo, Acas warned that employers risk missing out on this talent pool due to out of date dress codes.

Commenting on the findings of the research, Christopher Tutton, partner at law firm Constantine Law, told Recruiter the pressing issue for in-house recruiters is whether rejecting a tattooed candidate might result in legal action.