Monday, October 31, 2016

Japan to conduct first major survey on racism: report - JAPAN TODAY

Originally published:  October 31, 2016
Publisher: JapanToday.com 

Japan’s justice ministry will conduct its first large scale survey into racism in the country, a report said on Sunday, as discrimination becomes a growing social concern.

The survey will cover 18,500 foreign residents aged 18 or older, the Asahi newspaper said, adding that results would be released by the end of March and will be reflected in policy making.

The poll will be in 13 languages ranging from Japanese and English to Chinese, Korean, Vietnamese and Portuguese, the national daily said.



Strengthening Efforts to Increase Opportunity and End Poverty - IMPERIAL VALLEY NEWS

Originally published: October 31, 2016
Publisher: ImperialValleyNews.coim 

 In 2008, then-Senator Obama spoke about the importance of working with faith and community leaders to tackle our nation’s greatest challenges. He promised that his Administration would establish an Advisory Council for Faith-based and Neighborhood Partnerships, a body that would “not just be another name on the White House organization chart” but rather “a critical part of [his] Administration.” In February 2009, President Obama established the first-ever council of faith and community leaders to advise the federal government on ways that we can better work together to serve the common good.

Today, the third and final Advisory Council of the Obama Administration submitted its report of recommendations, titled Strengthening Efforts to Increase Opportunity and End Poverty. The charge for this Council focused on steps the government should take to reduce poverty and inequality and to create opportunity for all. 


Most people want flexible working - RACONTEUR

Originally published: 
Publisher: RAconteur.cm 

Employees would rather work flexibly than have a salary increase, according to My Family Care’s research in partnership with global recruitment experts Hydrogen. The survey of 1,587 UK employees and 310 employers found that 53 per cent of employees would choose flexible working over a 5 per cent salary increase. This figure is even higher for working parents and carers with 58 per cent willing to sacrifice a 5 per cent pay rise for the chance to work flexibly.

Flexible working is in such high demand that it’s the top benefit that people look for when considering a new role, far surpassing other benefits such as an enhanced pension scheme, the survey found. An overwhelming 81 per cent of employees would look for flexible working options before joining a company.

“Give your employees a bit of flexibility, some practical support and some cultural empathy, and they will be some of the most loyal and productive members of any team,” says Ben Black, director of My Family Care, an award-winning provider of family-friendly employer solutions to the some of the UK’s best employers, from banks and City law firms to big multinationals.



Creating an inclusive workplace with assistive technology - RACONTEUR

Originally published: October 31, 2016
Publisher: RAconteur.com 

Effective communications are at the core of every successful organisation – with clients and also within the organisation itself. Colleagues should be able to communicate with one another with ease. However, more than one in ten people in the UK are affected by dyslexia and other conditions that impair their ability to read and write effectively in the workplace.

Dyslexia is known as a hidden disability, and many with it conceal their condition from their employers, fearing stigma and prejudice. They develop their own coping strategies where there is no workplace support, working longer hours or getting family members to help. This is stressful, often resulting in increased absenteeism, low morale and reduced productivity. It makes good economic sense for employers to help staff with hidden conditions, with the use of assistive technology (AT).

For Texthelp, which specialises in the provision of literacy support software, ensuring each employee is supported in the workplace is of paramount importance. Established in 1996, it works with leading technology companies, including Google and Microsoft, to provide literacy support solutions to public, private and voluntary-sector organisations worldwide. It is Google’s Technology Partner of the Year 2016.


Court asked to enforce settlement on research award equity targets - GLOBE AND MAIL

by Chris Hannay 
Originally published: October 31, 2016
Publisher: GlobeandMail.com


The Canadian Human Rights Commission is taking the unusual step of asking the Federal Court to enforce a decade-old settlement that created equity targets for a prestigious research award because most universities have consistently failed over the years to give enough chairs to women and diverse candidates.

The Canada Research Chair program, which awards funding for up to 2,000 academics at a time, was required to track how many of its recipients are female, indigenous, visible minority or had a disability after a 2006 settlement through the Canadian Human Rights Commission.

The equity targets are meant to ensure that the demographics of the award recipients reflect the demographics of the pool of qualified academics. The most recent figures show more than half of universities across the country do not make their targets, with small institutions generally doing better than large ones. In the aggregate, the 15 largest institutions – which hold the bulk of all research chairs – currently meet the targets of 15 per cent for visible minorities and 1 per cent for aboriginal researchers, but are three points shy each in meeting the targets of 31 per cent for women and 4 per cent for academics with a disability.



'Diversity in a nursing or healthcare team enables a broad range of opinions' - NURSING TIMES

by Donato Tallo
Originally published: October 30, 2016
Publisher: NursingTimes.net


“Here are the values that I stand for: honesty, equality, kindness, compassion, treating people the way you want to be treated and helping those in need. To me, those are traditional values.”

Nt editorial donato tallo
The above quote from Ellen DeGeneres is both a beautiful and a very inspirational quote. These are the values I stand for, and ones we should seek to bring into our everyday working lives.

Point one of the Nursing and Midwifery Councils  2015 Code of Conduct states  that ‘nurses must treat people with kindness, respect and compassion and uphold their human rights’. To this effect, as individuals who come into contact with people from all walks of life with different backgrounds, nurses and midwives should seek to be ambassadors of traditional values.


5 Ways Workplaces Can Shatter The Glass Ceiling, And Close The Gender Pay Gap - YOUTH KIAWAAZ

by Shambhavi Saxena:
Originally published: October 30, 2016
Publisher: YouthKiawaaz.com 


When PepsiCo’s Indra Nooyi was named one of the highest paid CEOs in the world, it quickly turned our attention to the thunderous successes of many women in the corporate world. Last month, three women bankers from India made it to a Fortune Magazine power list, and there was some celebration once more about how far working women had gotten. But even as more women enter the corporate workforce, these instances are only a few chinks in that big ol’ glass ceiling.

Breaking the glass ceiling has been such a major concern for our times, that it’s made its way into our pop culture with musical hits like Lily Allen’s “Hard Out Here” or those clever Comedy Central sketches. But what exactly has it meant for women in the corporate world?


Embracing Diversity Is No Accident - HUFFINGTONPOST

by Shannon Boyle 
Originally published: Octover 28, 2016
Publisher: Huffingtoinpost.com 

Shannon Boyle, Global Chief Talent Officer, Publicis Health, Including Digitas Health, Saatchi & Saatchi Wellness, Publicis Lifebrands

While conversations about racial and gender diversity (and the lack thereof) have been had in agency hallways since the days of Mad Men, it seems diversity and inclusion in advertising doesn’t really get addressed until someone—usually a senior-level white male executive—does or says something boorish and wrong about race or gender. This invariably leads to a lot of hand-wringing, wrist-slapping, and soul-searching, followed by a mea culpa—usually from a senior-level white male executive—coupled with promises to do better and mandates to fix the “diversity problem.” After a while, the dust settles and the industry quietly slips back into a comfortable status quo and the “diversity problem” gets deprioritized until the next blowup once again forces us to ask ourselves, “Why do we keep getting this wrong?”


What Google and Airbnb Say About Making Your Company More Inclusive - INC

by Tess Townsend
Originally published: October 2016
Publisher: Inc.com 

Be proactive.

That's the advice from diversity leads at four big tech companies, who shared their thoughts Thursday about how to create an inclusive culture in the workplace at the Tech Inclusion conference in San Francisco. Inc. reporter Salvador Rodriguez moderated the panel.

Airbnb's David King, Google's Nancy Lee, Clef's Darrell Jones III, and Snapchat's Jarvis Sam all agreed that forming a more diverse workforce in the technology sector doesn't end with hiring. You have to work to maintain an environment hospitable to employees coming from a variety of backgrounds.


Friday, October 28, 2016

Five Ways Business Leaders Connect Better With Millennial Employees - FORBES

by Justin Sachs
Originally published: October 27, 2016
Publisher: Forbes.com 

Millennials have been associated with all kinds of counter-productive behaviors, and theories about their role in the workplace fill the airwaves and internet press.

But in an interview with the American Bar Association, Lauren Stiller Rickleen, author of You Raised Us — Now Work With Us: Millennials, Career Success and Building Strong Workplace Teams, said it best. “When employers and managers become invested in the success of this young generation, the entire workplace benefits.”

As the CEO of a leading publishing company, I’ve hired employees across generations. But my unique perspective is less about who I’ve hired, and more about being a millennial CEO myself. In today’s market, a business that ignores the shift of baby boomers leaving the leadership roles of the workforce — and millennials entering them — will find itself unable to compete.


Employees with Disabilities Get the Job Done - HUFFINGTONPOST

by Michael Morris 
Originally published: October 27, 2016
Publisher: Huffingtonpost.com 

During National Disability Employment Awareness Month (NDEAM), it’s important to remember the value employees with disabilities to the workplace, in addition to our communities, our country and our economy.

People with disabilities not only represent the largest and most diverse minority in the United States, but they are also a significant untapped source of qualified candidates.

However, employment numbers paint a pretty dismal picture. According to Disability Employment Statistics from the U.S. Department of Labor’s Office of Disability Employment Policy (ODEP), nearly 20 percent of Americans with disabilities are participating in the labor force, as compared to nearly 69 percent of people without disabilities. Furthermore, the unemployment rate for people with disabilities is 8.7 percent; of people without disabilities, 4.6 percent are unemployed.


New Regina city council lacking racial diversity - CBC

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

A racially-diverse group of candidates put their names forward for Regina's 2016 municipal election, but none were elected on Wednesday. 

Of the 10 councillors and one mayor elected, no one is of a visible racial minority.

Ward 6 was a particularly diverse race. Seven of the nine candidates were Indigenous or of a visible minority. In the end, the ward went to Joel Murray, the son of the ward's previous councillor, Wade Murray.


Canadian PM Justin Trudeau Lights Diyas To Celebrate Diwali, Bandi Chhor Divas - HUFFINGTONPOST

by Prajakta Hebbar
Originally published:October 27, 2016
Publisher: Huffingtonpost.com 

Known for his liberal and open ethos that respects and embraces cultural and religious diversity, Canadian Prime Minister Justin Trudeau lit a diya (traditional Indian lamp) ahead of the Hindu festival of Diwali and the Sikh festival, Bandi Chhor Divas.

Trudeau tweeted a photo of him lighting the lamp on Thursday:

Trudeau is known for his commitment to cultural diversity in Canada and his visits to temples, and langars in Gurudwaras. 

Last year, Trudeau had said that the festival of Diwali stood out as an example of Canadian diversity.


Obama’s legacy: A quiet mission to export LGBT rights overseas - LGBTQ NATION

by JOSH LEDERMAN
Originally published: October 27, 2016
Publisher: LGBTQnation.com

While the world was watching America’s gay rights transformation, the Obama administration was pursuing a quieter mission to try to export the same freedoms overseas to places like sub-Saharan Africa, Latin America and eastern Europe.

The U.S. has deployed its diplomats and spent tens of millions of dollars to try to block anti-gay laws, punish countries that enacted them, and tie financial assistance to respect for LGBT rights. It was a mission animated in part by former Secretary of State Hillary Clinton‘s declaration that “gay rights are human rights.”


Celebrating Our Strides to Create a More Inclusive Federal Workforce - THE WHITE HOUSE

by VALERIE JARRETT
Originally published: October 27, 2016
Publisher: WhiteHouse.gov

Today, the White House will host its final National Disability Employment Awareness Month event and celebrate the strides we have made to create a more inclusive federal workforce. Ahead of this event, I'm proud to announce important progress toward that effort.

In 2010, President Obama challenged the federal government to hire 100,000 people with disabilities within five years. Not only did we reach the goal between 2011 and 2015, we surpassed it. Since then, the federal government has hired more than 154,000 permanent and temporary employees with disabilities, and more than 109,000 of whom are permanent hires.

Thanks to the dedicated efforts of leadership, managers, and staff in agencies big and small to commit to inclusive recruitment, hiring, and retention practices, there are now more people with disabilities in the federal workforce than at any time in the past 35 years. This shows what government can do when agencies come together to make sure that everyone in our country has a fair shot -- not only to achieve their dreams, but to serve the country we all love.


Women engineers describe unfriendly work environments in study - CHICAGO TRIBUNE

by Alexia Elejalde-Ruiz
Originally published: October 27, 2016
Publisher: ChicagoTribune.com 

One woman engineer said she was reprimanded for raising her voice, while her male colleagues yelled without consequence.

Another woman recalled male co-workers rejoicing that a new female hire would keep the lab tidy.

A mother reported that her colleagues think she's a slacker, despite the evenings and weekends she spends working to make up for time she misses because of her kids.

Authors of a new study released this week said they weren't surprised that women and people of color working in engineering report an unfriendlier workplace climate than their white male peers. But they were surprised that nearly a third of the 3,000 survey respondents left optional comments describing their personal experiences, indicating their strong reactions to the topic and offering an inside look at how implicit bias — those subconscious assumptions even egalitarian people make that can lead to unfair treatment — plays out in the engineering workplace.


What Diversity Can Do For Your Business - FORBES

by Camilla Dahlen
Originally published: October 27, 2016
Publisher: Forbes.com 

Diversity has become a watchword in the business world. Businesses often advertise diversity, but when you look under the hood, there may not be much truth in the hype.  Through globalization, we see a more encompassing and diverse customer profile and today’s digital disruption alters the way we connect with them.

Diversity simply means variety. In life, and in the workforce, diversity means incorporating a myriad of viewpoints, backgrounds, skills and life experiences. The opportunity lies in unlocking and assembling the unique perspectives across multiple talented and skilled individuals. The more diverse the workforce, the more creative and innovative ideas will be considered to solve problems and drive growth. According to a Forbes Survey, 85% of enterprises agree that diversity results in the most innovative ideas.


Learning A New Language to Scale Up My Company - FORBES

by David Schnurman
Originally published: October 27, 2016
Publisher: Forbes.com 

Twelve months ago, I looked around my company and saw a lot of unnecessary drama and a lack of communication between departments.  When I read Verne Harnish’s Scaling Up, I recognized a lot of the challenges facing us were actually very common and were major contributing factors preventing companies from reaching $10M+ growth.

Lawline is no longer a startup. We were nearing our 9th year of business last year and grew to be the largest provider of online continuing legal education. We worked hard at building a great culture and prided ourself in winning several awards in this area. However, something was broken and needed to be fixed if we wanted to be healthy and grow.

I wanted to impart all the knowledge I learned in Scaling Up to my company. However, giving the book to the entire company and expecting them to apply what they read would be like giving someone a French language textbook and asking them to become fluent. Just as it is helpful to have a teacher when learning a new language, I hired a coach to take the principles in the book and apply them to our company.


Thursday, October 27, 2016

Navdeep Bains on board diversity: ‘We want to send a clear signal’ - MACLEANS

Originally published; October 27, 2016
Publisher: Macleans.ca

Economic Development Minister says government will consider imposing specific targets if the new measures don’t work

he Liberal government hopes that proposed legislation requiring publicly traded companies to disclose the gender composition of their corporate boards and senior management will lead to greater diversity, but will consider imposing specific targets if the new measures don’t work.

“We want to send a clear signal that diversity is important and you need to explain what your diversity policies are and we feel that will start moving the needle,” Economic Development Minister Navdeep Bains said in an interview Wednesday, adding that changes happened when the United Kingdom and Australia brought in voluntary measures.

“But in a few years, if we don’t see progress — in a few years, if we don’t see meaningful results — then we will re-evaluate our position and look at all other options at that time,” Bains said.


Majority of female staff have experienced gender-related inequality - HUMAN CAPITAL

by John Hilton 
Originally published: October 27, 2016
Publisher: HCAmag.com 

Fifty-two per cent of working Australian women have said they’ve experienced some form of gender-related inequality in the past five years in the workplace.

However, only 41% of working men believe they have witnessed inequality directed towards their female colleagues. 

That’s according to the Westpac 2016 Women of Influence Report which surveyed 2,289 people from across Australia, who are currently (or recently have been) in the workforce.



How Not to Be A Racist Jerk on Halloween - FORTUNE

by Ellen McGirt 
Originally published: October 26, 2016
Publisher: Fortune.com 

You want to be funny, edgy? Some advice.
Halloween is always a busy time for people doing diversity work, as the opportunity for racist insults abound. For folks who enjoy it, Halloween is a time to be creative, perhaps exchanging the corporate mask for another, more expressive one. Something funny or maybe, a little edgy. But one mistake, even at the neighborhood ScareFest, and you’re a viral disgrace with your own hashtag.

Every year, it’s a thing. Imagine some people show up to work dressed in orange prison jumpsuits with the words “illegal alien” scrawled across the front – a popular choice in the past – who are then theatrically bricked into their cubicles by people wearing Donald Trump masks. Points for topicality, but you’re still going to HR. Please don’t paint your face black, brown, yellow or red. It’s always racist. No religious garb. No suicide bomber shtick. Skip the Black Lives Matter jokes. And yet, it will happen, and I’ll be linking to the inevitable aftermath stories next week.


Feds may impose gender quotas on corporations if numbers don’t improve - SUGAR

Originally published: October 26, 2016
Publisher: Sugar.net

The Liberal government hopes that proposed legislation requiring publicly traded companies to disclose the gender composition of their corporate boards and senior management will lead to greater diversity, but will consider imposing specific targets if the new measures don’t work. Story continues below

“We want to send a clear signal that diversity is important and you need to explain what your diversity policies are and we feel that will start moving the needle,” Economic Development Minister Navdeep Bains said in an interview Wednesday, adding that changes happened when the United Kingdom and Australia brought in voluntary measures.“But in a few years, if we don’t see progress — in a few years, if we don’t see meaningful results — then we will re-evaluate our position and look at all other options at that time,” Bains said.Last month, the Liberal government introduced Bill C-25, which would, among other things, amend the Canadian Business Corporations Act to require publicly traded companies to disclose to their shareholders the number of women on their corporate boards and in senior management, as well as their policies on diversity — or explain why they do not have any.


Workers with disabilities make gains on the job - POST GAZETTE

by Daniel Moore 
Originally published: October 27, 2016
Publisher: Post-Gazette.com 

Starting her job 20 years ago as a clerk in Highmark Inc.’s mailroom, Michelle Labash discovered her dyslexia had become a serious roadblock. Numbers scrambled for her during the fast-paced sorting and delivery — 519 for Imaging Department could have been 915 for Cashiering Department. 

Instead of quietly making mistakes or quitting her job, she alerted her co-workers and manager.

“You have to be your own advocate,” said Ms. Labash, who, after three promotions, currently oversees a staff of 21 workers and the flow of mail in and out of six buildings for Highmark’s health plan business. “I think it’s how you approach it. I didn’t say I can’t do this job because I’m dyslexic; I said, help me do this job because I’m dyslexic.”

Ms. Labash’s decision to speak up was only half the equation — she said she was helped by a corporate culture at Highmark receptive to her needs. The Pittsburgh insurer, which has touted its diversity and inclusion initiatives, was one of 42 large companies in July named a “best place to work” based on a benchmark established a few years ago by the American Association of People with Disabilities.




Promoting multicultural society part of the Canadian identity - LETHBRIDGE HERALD

by Dave Mabell
Originally published: October 27, 2016
Publisher: LethbridgeHerald.ca

Centuries ago, Canada’s early settlers planted the seeds of multiculturalism.

But this nation is far from the first to benefit from a more accepting attitude, a noted Canadian writer points out. And in her public presentation at the University of Lethbridge this evening, Erna Paris will point out the dangers of simply taking that for granted.

A writer and broadcaster since the 1970s, Paris was inducted into the Order of Canada earlier this fall. She’s won many awards for books covering a range of contemporary and historical issues, including what’s included and what’s left out in what the younger generation learns about their nation’s history.


Montreal borough set to adopt bylaw in effort to stem tide of gentrification - CHRONICLE HERALD

Originally published: October 27, 2016
Publisher: ChronicleHerald.ca

A gritty Montreal neighbourhood with roots that date back to the industrialization of Canada is trying to stop itself from turning into an enclave of trendy, upscale restaurants and little else.

A zoning bylaw set for a final vote on Tuesday would prevent new restaurants from setting up within 25 metres of an existing establishment.

"People are saying, 'Help us out here,'" said borough councillor Craig Sauve. "We don't want it to become just a restaurant street."

Lured by cheap rents, some of the city's finest restaurants have set up shop in the historically poor, working-class neighbourhoods of Griffintown, Little Burgundy and St. Henri that border the Lachine Canal.


Women Total 48.5% of Carnegie Mellon’s 2016 Computer Science Class - GOOD CALL

by Terri Williams
Originally published:  October 26, 2016
Publisher: GoodCall.com 

To our readers: Today, GoodCall examines progress – or the lack thereof – made by women in the college classroom and in the workplace. Writer Terri Williams found one respected computer science program that has made great strides in recruiting women. Earlier, Terri examined a new report on the state of young women in the workplace. In both cases, a major key to success is having strong women mentors and role models.

Take a peek into a typical computer science program classroom around the country: 5 of every 6 students will be male. But Carnegie-Mellon’s never been typical – particularly when it comes to its highly rated computer science curriculum. The latest stride: Women make up 48.5% of the enrollment in the class this year.

Here’s why it’s a good thing, especially for women. A recent survey revealed computer science is one of the best majors for jobs of the future, and another survey found half of high-paying jobs required coding skills.


Creating Opportunities For Deaf Employees - HUFFINGTOINPOST

by Lydia L. Callis
Originally published: October 26, 2016
Publisher: Huffingtoinpost.com 

“Where do you work?” “What do you do for a living?” In America, these are among the first questions a new acquaintance will ask us. This simple inquiry reflects the cultural emphasis placed on work and career choice in the modern world. But for many, this dreaded question serves as a reminder that even work is a privilege.

A recent survey conducted by TotalJobs, one of the UK’s leading jobs boards, revealed that more than half of d/Deaf and hard of hearing employees have faced discrimination at some point during their career because of their deafness. Approximately 25% of the survey’s respondents reported leaving a job as a result of discrimination. Just last year in the United States, deaf protestors marched on Washington D.C. to demand access to work, holding a banner that read “75% of Deaf are not working in USA.” What these numbers and actions suggest is that while companies are proudly touting diversity initiatives and proclaiming themselves to be “equal opportunity employers,” the reality does not match the narrative. 


Wednesday, October 26, 2016

HR experts grapple with making diversity training click for white men - BIZ JOURNAL

by Will Anderson 
Originally published: October 26, 2016
Publisher: BizJournals.com 

Rick Gesing, an Austin-based vice president of operations for Applied Materials Inc., decided to do something different for a recent workplace diversity workshop.

The event he oversaw featured white men speaking to other white men about the power of diversity in the office. It was part of a rising wave of such workplace equity training across the nation, according to a September story in the Wall Street Journal.


CPS officers frustrated by inaction on diversity and inclusion despite years of work - METRO NEWS

by Lucie Edwardson 
Originally published: October 26, 2016
Publisher: Metronews.ca

Current and former members of the Calgary Police Service said they completed much of the work required to get the wheels in motion for the Gender and Diversity Unit to begin making cultural changes in the service years ago—but their work was never used.

This as the CPS grapples with the release of a November 2013 internal review of the force revealing allegations of sexual assault, bullying and intimidation in the workplace and a fear of retaliation if concerns are brought forth.

The officers who came forward to Metro, both current and former, explained they had done work for the new unit back in 2013.


DisruptHR: “Stop Seeing A Disability, And Start Seeing A Discoverability!” - TLNT

Originally published: October 26 2016
Publisher: TLNT.com 

Nicholas Popowich is not the typical Disrupt HR speaker. He’s not an HR professional, consultant, supplier or thought leader. He is an employee who describes himself as a role model and self-advocate for those with disabilities. Popowich has Down’s Syndrome.

In his presentation at DisruptHR Regina, Saskatchewan this past spring, he tells the audience, “Everyone can be a star, they just need a chance to shine.” A member of Voices at the Table for Advocacy, Popowich shared his hopes and dreams of one day being an actor, even a director, saying, “There is more to me than what you see. So, I have down syndrome, but that’s only a part of who I am.”


In The Rest Of The World, Diversity Is A Competitive Advantage - TLNT

by Ron Thomas
Originally published: October 25, 2016
Publisher: TLNT.com 

As the presentations started, a comment she made caught my attention. From that point on I noticed a pattern. Every other company started out by bragging about the same point:

Our company is comprised of 35 nationalities and we speak x languages.
We are proud to say that we consider ourselves a mini-UN with over 40 nationalities
We speak over 30 languages and we have close to 45 nationalities.
This past week I was the Day 1 keynote at the Global HR Trends Summit in Tehran, Iran. The pattern I noticed early in the presentations played out the entire day. We had speakers from Hyatt, Novartis and other multinationals and local SMEs. In all their presentations, they spoke about the people from all over the world who worked in their organization.

I contrast that with Silicon Valley firms reluctantly releasing their figures on the makeup of their workforce. My assumption is that they were somewhat embarrassed in having a homogeneous workforce.

My other assumption is that diversity denotes inferiority. I say this having sat on a panel years ago with, among others, a gentleman from a major accounting/consulting firm. He spoke of one of his clients who questioned why every time they won a new engagement the team that was sent in always had the same makeup. The client told them in no uncertain words that going forward they would need more diverse representation as their client base is getting more diverse.


Tuesday, October 25, 2016

How Employers Can Make Businesses More Inclusive for People with Disabilities - TIME WARNER CABLE

by Kate Gibas
Originally published: October 24, 2016
Publisher: TWCnews.com 

A simple accommodation can make a workplace more inclusive for employees with physical or mental challenges, and that's the message employers who pride themselves on hiring people with disabilities are working to get out during National Disability Employment Month. More information on disability employment and what you can do to make your workplace more inclusive can be found here.

At age 25, Michael Ray was in denial when doctors told him he was losing his hearing. 

"Twenty years in the Navy. I started out in the engine rooms and stuff and just over the years, all the noise, just started to deteriorate and the doctors couldn't stop me from going deaf," said Ray.


Rise in discrimination claims highlights risks from ‘invisible’ disabilities - CIPD

by Karen Jackson 
Originally published: October 25, 2016
Publisher: CIPD.co.uk 

Employers should encourage disclosure of mental health issues

World Mental Health Day was observed earlier this month. This annual event, which is promoted by the World Health Organisation, aims to raise awareness of mental health issues. It also provides a reminder to employers of their responsibility to support the wellbeing of employees, including those with ‘invisible’ disabilities, such as depression, anxiety, dyslexia and dyspraxia.

Responsibilities

There is a basic legal requirement under the Health and Safety at Work Act 1974 to provide a safe working environment for employees. A healthy working environment will also help to steer employers clear of the costs and reputational risks associated with claims in employment tribunals or civil courts.

Employers have further duties under the Equality Act 2010, which protects employees with long-term health conditions against discrimination because of their disability. Employees making claims under this legislation must be able to show they have a functional impairment arising from their condition: a diagnosis is not enough. Mental health conditions and other invisible conditions can amount to disabilities provided they have an impact on normal daily life. For example, depression can be a disability if it has lasted or is likely to last 12 months or more or if it is likely to recur.

Dyslexia has similarly been held to amount to a disability. We have not seen many cases involving dementia yet, but employers need to be aware that poor performance arising from memory loss or inability to concentrate might be evidence of an underlying or developing condition.


How executive coaching is helping organisations to achieve diversity - TRAINING JOURNAL

by Simon Coops
Originally published: October 24, 2016
Publisher: TrainingJournal.com 

Much has been said about the need for diversity in the workplace, but how can coaching make it happen? Historically, many organisations have only paid lip-service to the need to take their employees’ personal development plans seriously.

In my experience, over 90 per cent of major global organisations do this reluctantly, with no energy. This living document should reflect where employees want to get to i.e. how to achieve their career objectives; however, bosses rarely ask for progress updates and the process often runs out of steam quickly.

Apathy can take hold on the part of both the individual and their manager and the process is often approached as if it is yet another workload burden, as opposed to the powerful transformational tool it can be.

Committing to taking personal development plans seriously means that employees and organisations can reap the benefits.  In fact, the impact we’re seeing through our current diversity programmes in Europe and North America is hugely encouraging.

From unlocking potential to boosting confidence levels, coaching and mentoring on an individual level is showing not just the coachees, but also the organisations that employ them, exactly what these individuals are capable of in the long-term.

For the last 5-6 years, we have been running a ‘Maximise your Potential’ programme which we’ve tailored in response to demand from clients to help improve their diversity balance.


SHRM Launches Diversity Jobs Sites - SHRM

Originally published: October 24, 2016
Publisher: SHRM.org

Encouraging diversity and inclusion in the workplace starts at the top, which is why the largest HR association in the world — the Society for Human Resource Management (SHRM) — has announced the launch of three specialty websites within its online career center focused on creating an inclusive workforce and setting an example for other employers. 

Built on the SHRM Enterprise Solutions platform with technology provided by DirectEmployers Association, the new SHRM careers sites are SHRM-Veterans.jobs, SHRM-Disability.jobs and SHRM-Diversity.jobs.

“We know the positive difference a diversity of perspectives makes in the workplace,” said Bettina Deynes, SHRM-SCP, RMSHRM’s vice president of human resources and diversity. “But one challenge faced by HR departments is designing and implementing recruiting vehicles for attracting well-qualified employees across a spectrum of diversity.


The Society of Women Engineers Reveals Specific Incidences of Gender and Racial Bias in the Engineering Workforce - MILITARY TECHNOLOGY

Originally published: October 24, 2016
Publisher: Military-Technology.net

The Society of Women Engineers’ (SWE) newest study reveals specific gender and racial biases faced within the engineering profession, and unearths a wealth of first-hand information about how implicit bias plays out in engineering. Implicit or unconscious bias can have a negative impact on the workplace climate, affecting decisions in hiring, promotions, and compensation. Climate Control: Gender and Racial Bias in Engineering focused on four basic patterns of bias. Nearly one-third of respondents to the study offered comments, many of which provided examples of bias they’ve experienced first-hand. The results of the study suggest that workplace climate is tougher for women and people of color as compared with white men.

“The most surprising thing about the study was the flood of comments we received at the end of the survey,” said Joan C. Williams, Distinguished Professor of law at the University of California, Hastings College of Law and Founding Director of the Center for WorkLife Law. “Our findings confirmed decades of research and allowed us to examine whether what’s been reported in social psychology labs goes on in actual workplaces. Often it does.”More than 3,000 professionals with at least two years’ experience as engineers or engineering technicians completed the survey. 

Respondents were asked questions relating to four basic patterns of implicit bias: Prove-It-Again, Tightrope, Maternal Wall and Tug of War. Questions were also asked to gain insight into implicit bias in hiring, promotions, performance evaluations, access to networking and mentoring and compensation. Comparisons were made by comparing the answers of women and engineers of color with those of white men.Among the respondents, women and people of color were more likely than white men to report that they felt they needed to prove themselves more to get the same levels of respect and recognition as their colleagues. In addition, white men were more likely than women and people of color to report that they could behave assertively in the workplace without pushback.“I raised my voice during a meeting and I was reprimanded for getting emotional. 


Inclusion is not a 'nice extra for businesses', says CBI leader in the North East - CHRONICLE LIVE

Originally published:
Publisher: ChronicleLive.co.uk 

There’s been a sea-change in employers’ attitudes towards diversity and inclusion in the workplace over the last decade - not just with regards to gender diversity, but an increasing focus on making workplaces inclusive of people from a diverse range of backgrounds.

This is the right direction of travel, not just because it’s the correct thing to do, but because it makes business sense to realise the potential of the widest pool of people in a society.

More and more businesses get this, and the majority that I speak with get one aspect in particular: the skills argument behind the businesses case. They see that greater inclusion enables them to recruit and progress people with the skills their business needs.

When three in four businesses don’t think they will find the skills their business needs in the future, this is a powerful argument for taking action. But I think there’s a more fundamental argument behind the business case that makes this a priority - greater inclusion contributes to higher productivity.


Mental Health in the Workplace - More than Just a Moral Objective, It’s Dollars and Sense - HUFFINGTONPOST

by Josh Rivedal 
Originally published: October 24, 2016
Publisher: Huffingtonpost.com 

In early 2016, Jessica Leber of Fast Company made an impressively strong case for increased corporate investment—time, energy, and money—in mental health workplace initiatives. Leber’s piece, entitled “Fixing Mental Health In The Workplace Requires A Lot More Than A Yoga Room” cited an alarming 2015 study from Harvard and Stanford University business schools which found that health problems stemming directly from job-related stress—ranging from long hours to the burdens of having no insurance and doing shift work—likely contribute to about 120,000 deaths a year and $190 billion a year in health care costs. Leber’s piece also noted that depression alone is estimated to cost the U.S. $210 billion a year, half of which are workplace costs including missed days and reduced productivity and by 2020, the World Health Organization estimates that depression will be the second leading cause of disability worldwide.

Given what we know now as both employers and employees, why are we not working together collectively to change how we view mental health in the workplace? Michael Becker recently sat on an expert panel and spoke about the subject on behalf of the Stephanie Becker Fund, a non-profit organization that promotes mental health and physical health parity in the workplace. He said, “Emotional wellness in the workplace is a growing yet underserved need that is addressable. Improving emotional health in the workplace not only makes for good public policy, but genuinely benefits both employees and employers. While investing in emotional health represents an upfront cost for companies, doing so pays meaningful and long-term dividends, in terms of well-being, productivity, and ultimately profits.



More female role models needed to improve workplace equality - WE ARE THE CITY

Originally published: 
Publisher: WeAreTheCity.com 

An increase in female role models is needed to improve workplace equality, according to new research.

A new study, commissioned by the Royal Institution of Chartered Surveyors (Rics), found that of those surveyed 43 per cent believed that the appointment of a woman as prime minister would help to improve gender diversity in business.

However, the poll also found that more than two in five young women believe that their gender will hold them back within their career. The survey also found that 42 per cent thought they would be paid less than their male counterparts because of their gender.

In comparison, just 3 per cent of males surveyed thought that they would be paid less than a woman doing the same job, with 20 per cent believing that they would be paid more.




There's More To Workplace Diversity Than Hiring 'Enough' Women' - FORBES

by Kavi Guppta 
Originally published: October 25, 2016
Publisher: Forbes.com 

The workforce is waking up to the reality that talented women can contribute just as much as men in the organization. In turn, we’re seeing a greater emphasis on hiring diverse. But I can’t shake the feeling that the business world has fallen into a habit of checking off the diversity quota, and calling it a job well done.

I’m much more interested to see how the workforce is including women after the hiring process. What rules, policies, and rituals are resulting in positive behaviors so great work can get done regardless of what gender takes the lead? Companies also can’t expect cultural constraints to magically disappear because leadership has hired a mixed workforce. Organizational culture has to be constantly nurtured so individuals, teams, and leadership can cultivate a great place to work.

The reality is that examples are still few and far between.


Monday, October 24, 2016

How embRACE LA plans to have an ‘uncomfortable conversation’ about diversity - L.A. DAILY NEWS

by Wes Woods 
Originally published: October 20, 2016
Publisher: DailyNews.com 

Los Angeles residents are wanted to discuss race, ethnicity and diversity through a program called embRACE LA.

LA leaders kicked off the program Thursday at City Hall, where councilmen Herb Wesson and Mitch O’Farrell touted the importance of the effort, which aims to foster stronger race relations by engaging residents across the city through dialogue and activities.

“When you look at the rise of hate crimes in this city then there is without a doubt a need for us to do something,” Wesson said, speaking at the Rick Orlov Memorial Media Center at City Hall. “As a child of the ‘60s, I know what it’s likely to turn a community around, a city around, a state around, a country around, and you do that by having an uncomfortable conversation about what is going on.”



Syrian sponsorship a positive experience - TORONTO STAR

by Tony D’Andrea,
Originally published: October 20, 2016
Publisher: TheStar.com 

Let’s not make tolerance a dirty word, Oct. 15

Martin Regg Cohn wrote regarding new Syrian immigrants that “recent polls show a majority of Canadians are skeptical of the new arrivals.” I am part of a group formed last year to sponsor a Syrian family. It consists of committed members of a cross section of our society. Despite my apprehension, I offered to share my house with the family.

After a while we ended up with a Syrian family of four – a husband, wife and two young daughters. They moved with us about seven months back. I must admit that it has been one of the most fulfilling experiences for my wife and I. The family is most disciplined, trustworthy, respectful, friendly and pleasant. They are all hardworking and eager to learn. They adapted to their new country with surprising speed.


LACK OF DIVERSITY IN FILM CANNOT BE SOLVED BY GOVERNMENT - FILM INDUSTRY NETWORK

by Ian Alexander 
Originally published: October 20, 2016
Publisher: FilmIndustryNetwork.biz 

Government intervention in the motion picture industries cannot undo an industry-wide problem that affects a vast amount of productions. The scale of the diversity problem is evident in several recent industry studies conducted on the biggest Hollywood releases and TV shows.

Recent incentives announced in various countries from Canada to the UK have lifted hopes that diversity can be tackled early on in the development of feature films, but this new push alone cannot resolve the problem that is deeply rooted in the way that films are financed.

After “Gods of Egypt” was widely panned as a white-wash, Ridley Scott admitted that he was unable to get non-white actors in lead roles because of the limitations imposed by a tax rebate he relied on to get financing in place. However, the argument that tax rebates or incentives are blocking financiers from being able to make stories with diverse cast or crew members is becoming less of an acceptable excuse.


The Gender Ratio In Tech Is Getting Worse, Says New Research - FORBES

by Christine Wallace
Originally published: October 20, 2016
Publisher: Forbes.com 

The share of women in computing jobs is on track to decline from 24% to 22% over the next 10 years. That’s the stunning news coming out of a new report from Girls Who Code and Accenture, released today. According to Cracking the Code: Get 3x More Women in Tech, despite increased interest from policy makers, business leaders, and tech activists, the ratio of women in technology is getting worse, not better.

It feels counterintuitive. It seems like you can’t go to a tech conference or pick up a business magazine these days without hearing about the push to get more women and girls into computer science. Yet the number of computing jobs is ballooning and the proportion of women available to fill those jobs isn’t keeping up. As more industries are being redefined as technology-enabled and more computing jobs exist outside of “technology” companies than within them, the shortage of homegrown talent is hitting crisis levels.


Why hiding won't cut it for black women in the workplace - CHICAGO TRIBUNE

by Cheryl V. Jackson 
Originally published: October 20, 2016
Publisher: ChicagoTribune.com 

Women of color can be particularly susceptible to putting in hard work while letting others take all the shine.

But it's important for women to speak up and promote themselves, said Sandee Kastrul ⇒, president and co-founder of i.c. stars, a technology-based leadership and workforce development program for inner-city adults. 

Visibility was among the topics during the How to Close the Gap, a Chicago Ideas Week panel discussion Monday at Blue1647, addressing the underrepresentation of African-American women in tech and executive suites.

"We're really good with setting the table for other people to eat, and then eating in the kitchen or over the sink and being invisible," Kastrul said. "Step into the light and find that visibility."


Liberals overhaul judicial appointment process to boost diversity - GLOBE AND MAIL

by Sean Fine 
Originally published: October 20, 2016
Publisher: GlobeAndMail.com 

People who apply to be federal judges will for the first time be asked about their race, gender identity, indigenous status, sexual orientation and physical disability, and this information will be published for both applicants and appointees.

And members of the 17 committees that screen candidates for federally appointed courts and make recommendations to Ottawa will receive training in “unconscious bias” so they do not reject good applicants from minority groups, the Liberal government said on Thursday.

Stressing the importance of bringing greater diversity to the federal bench, the government said it is immediately disbanding all of the remaining Harper-era committees that screen judges, although the members can reapply. Just seven of the committees nationwide were still in operation; the government had let the other 10 lapse. A Globe and Mail review published in April, 2012, found that only two non-white judges had been chosen out of 100 appointments the Conservatives had made.