Wednesday, November 30, 2016

U.S. appeals court to hear gay workplace discrimination case - REUTERS

by  Daniel Wiessner
Originally published: November 30, 2016
Publisher: Reuters.com 

A U.S. appeals court takes up a closely watched gay rights case on Wednesday in which an Indiana college professor who says she lost her job because she is a lesbian is arguing that federal civil rights law should protect gay people from workplace discrimination.

The full 7th U.S. Circuit Court of Appeals in Chicago will hear Kimberly Hively's appeal of a July decision by three of its judges who threw out her discrimination case against Ivy Tech Community College in South Bend, Indiana.

In order to rule in Hively's favor, the appeals court would have to buck decades of rulings that gay people are not protected by a milestone 1964 U.S. civil rights law.


Ask the Headhunter: Is age discrimination in your head? - PBS

by NICK CORCODILOS 
Originally published: November 30, 2016
Publisher: PBS.org

Nick Corcodilos started headhunting in Silicon Valley in 1979 and has answered over 30,000 questions from the Ask The Headhunter community.

In this special Making Sen$e edition of Ask The Headhunter, Nick shares insider advice and contrarian methods about winning and keeping the right job, on one condition: that you, dear Making Sense reader, send Nick your questions about your personal challenges with job hunting, interviewing, networking, resumes, job boards or salary negotiations. No guarantees — just a promise to do his best to offer useful advice.


Play reflects on evolving stigma surrounding disabilities - NEWS 1130

by Kayla Butler 
Originally published: November 30, 2016
Publisher: News1130.com 

A dark comedy is debuting at the Cultch about living with a disability in the 70s.

The writer of the play based CREEPS of his own struggles.

Canadian David Freeman lived with cerebral palsy and wrote about how he was sick of the way he was treated while working in a sheltered workshop.

The four main characters spend their days toiling away until they are so sick of how they’re being treated the rebel and lock themselves in the bathroom.

Rena Cohen with Realwheels Theatre says the show is very much rooted in the 70s when a different set of rules applied.




Students with Disabilities More Likely to Be Bullied -PSYCH CENTRAL

by Traci Pedersen
Originally published: November 30, 2016
Publisher: PsychCentral.com 

Children and teens with disabilities are much more likely to be bullied in school, compared to their peers without disabilities, and this victimization tends to persist into high school, according to a new study led by a researcher at the University of Missouri (MU).

The findings suggest that youth with disabilities are not developing adequate social skills to help protect themselves from bullying as they get older.

“This study points out the necessity for special education programs to teach appropriate response skills to children with disabilities,” said Dr. Chad Rose, an assistant professor of special education in the MU College of Education.



Inclusion Is More Strategic Than Ever - STRATEGY-BUSINESS

by Paul Leinwand  
Originally published: November 30, 2016
Publisher: Strategy-Business.com 

As writers on the subject of strategic incoherence, we are often asked what types of cultural values are important in becoming a more coherent company. The answer often depends on the company’s particular circumstances. But the political events of the past year — the U.S. presidential election and the Brexit referendum in particular, but also the increasing visibility of nationalism and “anti-globalization” politics — have brought one key cultural value into focus: diversity and inclusion.

If you are a leader in a global, expansive business enterprise, then your success depends on growth. For most successful companies, that means building and deploying complex capabilities that are distinctive to your company and help define its identity. We have simply not found any other sustainable path to profitable growth. Examples might include ways of designing and manufacturing products, translating customer needs into services, working with suppliers, creating experiences, or engaging with the communities around you.


The 'Glacial Pace' of Gender Parity - HR EXECUTIVE ONLINE

Originally published: November 30, 2016
Publisher: HREonline.com 

It will take more than a century to reach gender parity in the C-suite, and a quarter-century to achieve equality even at the senior vice-president level, according to a report by McKinsey & Company. "We're moving at a glacial pace," said McKinsey associate Rachel Valentino. "We need to be doing more to address this issue faster." Among the 50 new CEOs hired by Fortune 500 companies over the past year, not one is female.

These and other surprising statistics can be found in the report "Women in the Workplace 2015," which Valentino presented at this year's Wharton Women's Summit. The report concluded that "corporate America is not on a path to gender equality" and revealed that "women are still underrepresented at every level in the corporate pipeline."

The study is part of a long-term partnership between McKinsey and LeanIn.org, the nonprofit founded by Facebook Chief Operating Office Sheryl Sandberg in 2013. The research analyzed 118 companies and nearly 30,000 employees.

Valentino asserted that advancing women up the corporate ladder, besides being the ethical thing to do, would boost the U.S. economy by $2.1 trillion. Forty percent of the economic gain would come from increased workforce participation, 30 percent from increased full-time employment, and 30 percent from a changing sector mix. Gender parity in business would represent 10 percent more U.S. GDP growth through 2025 than business as usual.


Diversity and inclusion at Syngenta create employee satisfaction and customer value - PR NEWSWIRE

Originally published: November 30, 2016
Publisher: PRnewswire.com 

A global diversity and inclusion policy is helping Syngenta leverage differences, catalyze innovation, maximize performance and create business value for its more than 28,000 employees worldwide. The policy is also having an impact on the company's customers in the U.S.

"A diverse and inclusive workforce enables us to embrace unique perspectives and capabilities of our employees and, therefore, create business value for our customers in a challenging marketplace," said Ponsi Trivisvavet, president of Syngenta Seeds, LLC. 

As part of its commitment to diversity and inclusion, Syngenta is the presenting sponsor of a new television series, "FarmHer on RFD-TV."  All episodes include 30-second #RootedinAg Spotlights, featuring many of the women affiliated with Syngenta—both customers and employees alike—whose agricultural roots are helping their industry and communities thrive. One of those women is Kelsey Vance, a Syngenta sales representative from O'Fallon, Illinois.


How Len Roberts Faced Down Corporate Racism - D Magazine

by  STEVE KASKOVICH 
Originally published: November 30, 2016
Publisher: Dmagazine.com 

It was 1992 and Len Roberts was in his third year as CEO at Shoney’s. The Nashville-based restaurant chain faced an ugly class action lawsuit, with former employees alleging that African-Americans were passed over for jobs and white managers were fired if they hired too many. Depositions laid out incriminating evidence about the company’s former leader, Ray Danner. Managers told of how he spat racial epithets and instituted a policy of blackening the letter “o” on Shoney’s job applications to identify black candidates.

“This company operated for decades with a culture of systemic racism,” recalled Roberts during a recent speech in Fort Worth, where he ran RadioShack before retiring in 2005. “Ray Danner and his executive team simply believed that blacks were bad for business.”

Shoney’s board didn’t believe the allegations, but Roberts was convinced the company would lose the case. So he decided to present an ultimatum. Roberts went to Danner’s house and told him that if he didn’t agree to settle the case within 24 hours and pay $130 million, Shoney’s would join the lawsuit on the side of the plaintiffs. And he presented strong evidence, including “never-before-seen photos of Danner getting dressed in his KKK outfit.”



Fairygodboss' Top 25 Companies for Women in 2016 - FORBES

by Georgene Huang 
Originally published: November 30, 2016
Publisher: Forbes.com 

Diversity and inclusion are in the spotlight after the U.S. Presidential Election. Around the country, public and private conversations are focusing on how to ensure that people of all races, sexual orientation and gender receive equal protection and respect.  Within Corporate America, these conversations are also taking place, with some arguing that U.S. companies may play an outsized role in protecting diversity and inclusion. As one commentator put it: “An overt homophobe can’t be a vice president at Apple or Salesforce.com in 2016.” The same could be said of overt sexists and misogynists.

While we still have a long way to go in achieving gender equality in corporate America, more and more companies are making concerted efforts to work toward this goal. At Fairygodboss, where our chief mission is to improve the workplace for women, we celebrate the top 25 companies for women in 2016 (as voted by their female employees).

The million dollar question is of course what makes women at these companies so happy. It’s clear from our research and analysis that certain factors correlate with female job satisfaction. Among them: gender equality in the culture and management teams of an employer; extended maternity and parental leave experiences; as well as cultures that support work-life balance and their families. In the end, as a platform for women’s voices, we prefer to let women speak for themselves, because nothing is as valuable as the individual stories and perspectives of these women in the workplace.  Here’s what women themselves have to say at the top 25 companies (including links to the companies where you can explore women’s testimonials):


Tuesday, November 29, 2016

90 per cent of trans youth in N.L. depressed, anxious: report - CBC

by Melissa Tobin
Originally published: November 29, 2016
Publisher: CBC.ca

Transgender youth suffer from higher rates of depression and anxiety than other young people, according to a study of trans youth in Newfoundland and Labrador. 

Nearly 90 per cent of the 45 youth involved in the study reported being anxious or depressed.

The 2016 study was conducted by the the Trans Health Research Group at Memorial University of Newfoundland's Faculty of Medicine. 

"The objectives of the study were to look at health care and support needs, main concerns and hopes of transgendered children and youth and their parents here in our province," said Dr. Tracey Bridger, one of the people involved in the research group. 



Richmond residents hold silent protest in support of all cultures - RICHMOND NEWS

by Cheryl Chan
Originally published: November 28, 2016
Publisher: Richmond-news.com 

A small but passionate group of people braved the rain and cold Sunday to take a stand against racism in Richmond.  

Holding placards and Canadian flags, about two dozen supporters of the We Are One Community held a rally outside Brighouse Canada Line station in downtown Richmond Sunday afternoon in response to anti-Chinese flyers distributed to some homes in Steveston.

“We want to show people our commitment to the community, and reaffirm the fact Richmond (has been) a multicultural community for many decades,” said organizer Edward Liu. 


Women in the workplace: A $12 Trillion opportunity - ENTERPRISE IRREGULARS

by Michael Krigsman 
Originally published: November 28, 2016
Publisher: enterpriseirregulars.com 

The lack of gender diversity in the workforce is a problem of enormous proportions. According to the global human resources consulting firm, Mercer, “educated women who are not in the workforce represent a potential GDP increase of about $12 trillion.”

Since 2014, Mercer has been researching the topic of women in the workplace. Called When Women Thrive, this research represents a large undertaking. The 2016 report involves participants from almost 600 organizations in 42 countries and includes data on 3.2 million employees, making it the “largest study of its kind.”

Economically, countries with low worker replacement ratios that continue to exclude women (and other groups) will find that productivity and GDP shrink. Moreover, changes in workforce availability and the demographics of who is buying goods and services indicate the scope of gender parity and diversity in driving economic results.


DISABILITY DISCRIMINATION STILL BLOCKING EMPLOYEE CAREER PROGRESSION - CMI

by Jermaine Haughton
Originally published: November 28, 2016
Publisher: Managers.org.uk 

In recent months, a number of stories of disability discrimination have received national and regional coverage, such as that of Andy Davies, 51, from Woolton Merseyside, who recently won an unfair dismissal lawsuit against his former bosses, after he was unfairly sacked from his £100,000-a-year job after being diagnosed with multiple sclerosis (MS).

And the latest research suggests Davies is far from alone from experiencing significant difficulties at work.

Despite government initiatives and the support of anti-discrimination legislation, more than a third (37%) of UK workers believe disability is still a barrier to career progression, according to a study commissioned by PMI Health Group, part of Willis Towers Watson.

Moreover, nearly one in five (17%) respondents also claimed employers fail to make adequate provisions to accommodate their, or their colleagues’, disabilities.


Why Coming Out At Work Is Vital For You And Your Employer - HUFFINGTON POST

by Megan Evans
Originally published: November 29, 2016
Publisher: Huffingtonipost.com 

A normal day at work will at some stage involve a chat with your colleague by the water cooler/ printer/ coffee machine as to what your plans are for the weekend. For most, this is a very straight (pun intended) forward conversation: “The wife and I are going shopping for a new sofa” / “I’m going out with the girls as my boyfriend is away watching football!” / “I’m taking the girlfriend away for a romantic weekend as it’s our anniversary.” However if you identify as Lesbian, Gay, Bisexual, (LGB) then these nonchalant conversations will have you filled with dread. Your first day at a new job will be made even more daunting: who do you put as your next as kin, what pictures do you put on your desk, and what do you tell them if they spot your wedding band. All of this is constantly running through your brain if you’re not out as LGB at work and what that’s actually doing is ensuring that you cannot be fully yourself and therefore be fully productive in your role. As the LGBT rights charity Stonewall advocate, “people perform better when they can be themselves” and I wholeheartedly believe that this is true.

As an openly out and proud femme lesbian at work, I slip under the radar of both the straight and gay community and experience ‘femme invisibility’ and the assumption of heterosexuality. I’ve experienced the scary moments of starting somewhere new and having to go through the whole process of every employee finding out that I’m gay (of course, the process never ends with inevitable turnover). I’ve sat with new female colleagues and had to listen to them talk (aka moan) about their boyfriends/ husbands and how useless they are at housework and all I can think about is how do I chime in and casually drop the lesbian bomb: “yeah my wife SUCKS at the washing too!”... Coming out is a personal choice, and some do choose to live their whole professional lives in the closet. Personally I’ve always lead by the mentality that I have nothing to be ashamed of and nothing to hide. The sooner they know that I’m gay the better. As living a lie can take its toll, even if for a couple of days. The longer you leave it to tell your colleagues, the more it seems like a bit secret you’ve kept from them.


How to be LGBT in business - LONDON BUSINESS SCHOOL

Originally published: November 29, 2016
Publisher: London.edu

Be judged for your work but don’t hide who you are, Luxembourg’s PM Xavier Bettel tells LBS crowd

Xavier Bettel, Prime Minister of Luxembourg, told students and business executives gathered at London Business School (LBS) to be judged for their job and not to hide their sexuality. “Don’t be ‘the gay manager’, just be the manager who is gay. Be successful and be like you are,” he said.  

Bettel, 43, spoke movingly about coming out to his family and friends at a time when LGBT organisations were few and far between. He also reminded the audience that homosexuality is still illegal in 72 countries and punishable by death in 10. “I’m lucky I live in a country where I can openly be with the person I love,” he said (Bettel married Belgian architect Gauthier Destenay last year). 


Women in the Workplace: We Need to Take More Control - ADAGE

by Maureen McCloskey
Originally published: November 29, 2016
Publisher: Adage.com 

According to the recently published Women in the Workplace Study conducted by LeanIn.Org and McKinsey & Company, 78% of corporations say that commitment to gender diversity is a top priority for CEOs, an increase from 2012, when only 56% of companies put this initiative at the forefront. However, fewer than half of employees think their company is doing what it takes to improve gender diversity.

With all of the attention, and with such a high percentage of companies committed to the topic, why the gap? More important, what can we do to promote change that employees can believe in?

While it's easy to say you are committed to gender diversity, it's a completely different animal putting words into actions. Like myself, many women in middle-to-senior management hold much of the control in shaping company culture. We spend time balancing internal and external client needs, driving the direction of the day-to-day work, mentoring young talent, solving complex problems, facing the music when we need to deliver bad news, hiring, firing, making sure we meet KPIs and winning new business. How can we use our current positions to push forward, to implement these imperative, gender diversity commitments now?


Many Wrinkles in Age Diversity Planning - BLOOMBERG BNA

by Patrick Dorrian 
Originally published: November 28, 2016
Publisher: BNA.com 

Achieving age diversity in the workplace and managing multigenerational workforces are big issues for employers, and getting bigger, attorneys and a diversity trainer told Bloomberg BNA.

The average age of the population increases every day, said Mauricio Velasquez, a diversity and inclusion strategist who works with public and private companies of all sizes.

More than 40 percent of Americans 55 and older will be employed by 2019, according to the National Council on Aging. That means this age group will comprise 25 percent of the U.S. workforce before the end of the decade.


Talkin’ 'Bout All Generations: Workplace Age Diversity Lacking - BLOOMBERG BNA

by Patrick Dorrian
Originally published: November 28, 2016
Publisher: BNA.com 

Employers often overlook age as a diversity factor. As a result, they can lose out on many of the benefits of full inclusiveness and expose themselves to bias claims and workplace disharmony.

That’s the view of several lawyers, advocates and diversity trainers who recently spoke with Bloomberg BNA about age diversity, on-the-job discrimination and managing today’s multigenerational workforces.

“Older workers are getting left behind in diversity a bit,” Mauricio Velasquez said. As a result, companies aren’t always making use of the skills and value of all their employees or the available talent pool, he said. Velasquez is the president of Diversity Training Group in Herndon, Va. He has been conducting diversity training across different business sectors for 20-plus years.


Monday, November 28, 2016

Boardroom innovation all comes down to diversity - THE GLOBE AND MAIL

by RAHUL K. BHARDWAJ
Originally published: November 28, 2016
Publisher: GlobeandMail.com 

One measure rarely factored in board performance is innovation.

This may be because the question is too big: “How innovative is your board?” is almost impossible to answer in any measurable way.

But one function of innovation we can all measure is diversity. And I believe the more we view diversity as a driver of innovation, the better Canada’s boards, companies and economies will perform.

I have recently returned from the Institute of Directors in Southern Africa conference in Johannesburg, and it’s clear that just as diversity is a big competitive advantage for Canada in attracting the best and brightest from around the world, so, too, is good governance a growing force in attracting capital, business and people to our shores.

These three concepts are all connected, of course. Greater diversity promotes better governance, which in turn promotes more innovation. After all, what is innovation but new thinking translated into the marketplace?


MAJOR NEW REPORT INTO WORKPLACE RACISM CALLS FOR EMPLOYERS TO TAKE URGENT ACTION - JUST MEANS

Originally published: November 26, 2016
Publisher: JustMeans.com 

A hard-hitting new report commissioned by Business in the Community, using survey data collected by YouGov and examined by researchers at The University of Manchester, is calling for employers to take urgent action to identify and stamp out racist behaviour in the workplace.

The report, Equality, Diversity and Racism in the workplace: A qualitative analysis of the 2015 Race at Work Survey, which builds on the 2015 Race at Work survey, investigated accounts from 24,457 workers of racist harassment or bullying at work, and how their employers promote equality, diversity and fairness.

Dr Stephen Ashe and Professor James Nazroo from The University of Manchester reviewed thousands of comments, and their findings have highlighted that ethnic minority workers are frequently subjected to racism by their colleagues, managers, customers, clients and service users, which can also have a severe impact on their emotional and psychological wellbeing. Racism was also reported to have a negative impact on their careers in terms of recruitment and reducing opportunities for additional training and promotion.



How Race Plays A Surprising Role In The Experience Women Have At Work - FORBES

by Georgene Huang
Originally published: November 25, 2016
Publisher: Forbes.com 

In the weeks since the surprising outcome of the U.S. Presidential Election, analysts and commentators have dissected the votes. Among the explanations for President-Elect Trump’s victory has been the focus on the fact that 53% of white women voted for President-Elect Trump.

While there is more than one theory as to why women voted for Trump, it is now clear that Caucasian women didn’t support their fellow female Presidential candidate when African American and Hispanic women turned out overwhelmingly for Clinton. In fact, this spotlight on the differences between Caucasian women and women of color caused us to analyze Fairygodboss’ data on women’s workplace experiences by ethnicity. 

What we found surprised us. One might think women of color potentially suffer from workplace biases (overt and unconscious) that affect them more negatively than Caucasian women. Certainly gender pay gap data shows that Hispanic, black and Native American women have lower median annual earnings relative to Caucasian and Asian women.


How to recruit, hire and retain female engineers - TECH CRUNCH

by Sharon Wienbar
Originally published: November 25, 2016
Publisher: TechCrunch.com 

Leaders at tech startups are alarmed by the absence of women from mission-critical roles — software engineering, especially — at their own companies. Their boards are saying, “We gave you the money to grow, grow, grow, but you’re not. You don’t have the engineers to get it done.” The board can’t miss that you only seem able to hire men. So your dev team is shorthanded.

Moreover, they might be shortsighted. As a 15-year veteran board member at more than a dozen tech companies — I’m still on three of them — and a venture partner at Scale Venture Partners, I don’t need to pummel you with studies or quote profitability reports from McKinsey and Morgan Stanley. I’ve seen firsthand, over and over, that companies with diverse teams (Salesforce: 23 percent female in technical roles) do better financially and compete better in the market.


Men outnumber women in high-paying city jobs, bug gap closing - ABBY NEWS

by Tyler Olsen 
Originally published: November 26, 2016
Publisher: AbbyNews.com 

Women still make up less than a quarter of highly paid employees at city hall and the Abbotsford school district, but administrators at the two public organizations say those ratios are changing.

Of the 32 non-firefighter employees who made more than $120,000 at the City of Abbotsford in 2015, seven were women, according to the city. And at the Abbotsford school district, just three of 12 employees making more than $120,000 were women, according to figures from the 2014-15 fiscal year.

The gender disparity comes even as the make-up of the publicly elected bodies that govern the two organizations is evenly split between men and women: Abbotsford council has four men, four women, and a male mayor; the school board has four women and three men.




Why Dell’s 10-year effort to achieve diversity in tech will be a never-ending challenge - STARTUP SMART

by  Dinushi Dias
Originally published: November 28, 2016
Publisher: StartUpSmart.au.com 

“No country in the world can claim to not have a gender gap when it comes to pay,” says Australian Foreign Affairs Minister Julie Bishop.

Speaking at the celebration of Dell’s Women in IT Executive Mentoring (WITEM) program’s 10th year, held at Parliament House earlier this month, Bishop said every individual has the power in their day-to-day work to change the status quo.

“I’ve been part of these discussions for such a long time,” she said.

“I’ve been a champion of mentoring programs, formal or informal, throughout my professional careers and I’m looking forward to hearing your ideas.


LGBTI leaders: Deloitte backs young staffer who built LGBTI list - AFR

by Joanne Grey 
Originally published: November 28, 2016
Publisher: AFR.com.au

In the workplace, where everyday interactions affect careers, half of LGBTI employees feel they have to mask their sexuality. BOSS magazine and Deloitte have partnered to compile the Outstanding 50 list of Australian business executives who are proud role models promoting diversity and inclusion. The list will be published on Friday December 2, 2016.

Imagine the pain of holding in a personal secret; something you fear would make even those closest to you turn away. For many people, that burden is lifted by telling their friends and family, and often, to their great surprise, it can be a liberation.

Now imagine going to work on Monday and having to pull it all back inside. For many lesbian, gay, bisexual, transgender or intersex Australians, this scenario is not hypothetical. It is their daily existence and the core reason a young gay professional working for Deloitte set out to create a list of LGBTI business leaders in Australia.






Trump’s Win Is a Gut Check for Women in the Workplace - BLOOMBERG

by Rebecca Greenfield
Originally published: November 28, 2016
Publisher: Bloomberg.com 

For working women, calls to Lean In at the office and get men to pick up the slack at home may have made the world seem like it was turning the corner on gender inequality. Then the 2016 presidential campaign happened.

But one look at the data shows no one should be surprised women are still held to a different standard, especially in the workplace.

The pay gap has barely budged in decades and few women rise in the ranks at the office. This fall, McKinsey and LeanIn.org surveyed 132 companies with a total of more than 4.2 million employees. The results showed that while women start out at near parity with men in entry level positions, only about a third reach senior level management positions. After that, things get worse: About a quarter reach senior vice president positions and only 19 percent get to the C-suite. Lower promotion rates, less access to mentors, less challenging assignments, and a feeling that they are unable to contribute as much to meetings all contribute to this inequity. 


Expert Tips For Creating A More Inclusive Workplace - FORBES

by Jeena Cho
Originally published: November 28, 2016
Publisher: Forbes.com 

Creating an inclusive workplace where everyone feels welcomed and can be their authentic selves is important for the wellbeing of the workers. According to The American Institute of Stress, “job stress is far and away the major source of stress for American adults and that it has escalated progressively over the past few decades.”

I interviewed experts on steps employers can take to create a more inclusive workplace.

Celebrate Differences

Laura Maechtlen, partner at Seyfarth Shaw LLP, a national labor employment law firm suggests making it easy for people to celebrate and honor difference in a positive way. Maechtlen says, “this can be done and simple ways. One of our offices does a ‘foods from our families’ potluck as part of our diversity inclusion initiatives each year.”


Wednesday, November 23, 2016

Montreal pulls video promoting ‘edgy and inclusive’ city because all the performers were white - NATIONAL POST

by Graeme Hamilton 
Originally published: November 22, 2016
Publisher: NationalPost.com 

Organizers of Montreal’s 375th anniversary celebrations in 2017 have taken down a video of Quebec stars promoting the “edgy and inclusive” city after a critic noted that all the featured performers were white.

The video, released last Thursday, advertised a variety show kicking off the festivities, to be broadcast next month on four French-language Quebec TV networks.

“A wide range of performing artists will be on hand to pay tribute to Montreal with musical and comedic performances,” a news release said at the time. “There are plenty of anecdotes, stories and surprises on tap! Discover a creative, modern, edgy and inclusive MontrĂ©al, a welcoming MontrĂ©al.”


How Canadian Schools Succeed in Nudging Indigenous Students Through College - THE ATLANTIC

by Jon Marcus 
Originally published: November 23, 2016
Publisher: TheAtlantic.com 

The students in the crowded hall fall silent as Darlene Speidel, an elder and “knowledge keeper” of native traditions, says a prayer in the Lakota language over soup and bannock, a kind of flat bread.

“It always makes me feel so good to see all of you students and the efforts you’re putting in to advancing yourselves,” Speidel adds, in English, speaking in the new Gordon Oakes Red Bear Student Centre at the University of Saskatchewan.

The price of this free lunch, under a ceiling designed to look like a medicine wheel, is to listen to a presentation about campus mental-health services.

When it’s over, there’s a dash for the buffet.


I’m an actor with dwarfism, but I can do more than just appear in Snow White - THE GUARDIAN

by Kiruna Stamell
Originally published: November 23, 2016
Publisher: TheGuardian.com 

Britain’s panto dwarfs are grumpy at being frozen out by average height actors” reported the Telegraph on Monday. At this time of year, newspapers like to trumpet a “dwarf shortage”, or something to similar effect. This year, it has been reported that a pantomime company is choosing to employ taller actors in a production of Snow White and the Seven Dwarfs as they charge lower rates than actors with dwarfism.

 People with dwarfism deserve respect – not ridicule

I am an actor and I have dwarfism, but I’m not grumpy. I’ve actually never played one of the seven dwarfs – I’ve always wanted to be more progressive in my approach to acting roles, smashing societal expectations rather than conforming to them. But that’s my personal choice, and I judge no actor for doing Snow White.

There are an estimated 6,000 people with dwarfism in the UK. Despite how it can appear in the media, most are not entertainers or actors. They have “normal” jobs and the same hopes and aspirations as the rest of the population. Consequently, finding a person with dwarfism who is a professional actor with the experience and the talent you’re looking for is not easy. Rarity and lack of availability should make it no surprise that actors with dwarfism, in a production of Snow White and the Seven Dwarfs, can command a higher rate. And let’s not forget they are a significant part of the marketing of the production.





In Toy Ads and on the Catwalk, Models With Down Syndrome - NEW YORK TIMES

by Joanne Bonner
Originally published: November 22, 2016
Publisher: NYtimes.com 

In a new commercial for the Fisher-Price Little People Sit ‘n Stand Skyway, Lili Boglarka Havasi claps and smiles as the cars zoom down the plastic raceway. It’s a typical holiday toy ad except for one fact: Lili has Down syndrome.

While many advertisers over the years have featured people with disabilities from time to time, models with Down syndrome recently have become more visible. In addition to Lili, the 2-year-old model from Budapest featured in the Fisher-Price ad, people with Down syndrome have appeared in ads for Target, McDonald’s, the crafts chain A.C. Moore and the online retailer Zulily. Models with Down syndrome have even been spotted recently on New York catwalks.

For advertisers, people with Down syndrome are not a large constituency — only about 6,000 babies with the condition are born in the United States each year. According to the Centers for Disease Control and Prevention, about 250,700 people with Down syndrome were living in the United States as of 2008. However, advertisers say that using models with Down syndrome or a physical disability allows them to communicate their values and connect with customers, particularly millennials, who respond to inclusiveness and are looking for “authenticity” in advertising.

Millennials “expect to see a broad cross-section of families, couples, and individuals, including people who are developmentally disabled as a matter of truthfulness,” said Bob Witeck, a former executive with the public relations firm Hill & Knowlton and a Washington, D.C., communications strategist who tracks ad spending.





Levelling the workplace playing field for both genders - THE NATIONAL

by Suzanne Locke
Originally published: November 23, 2016
Publisher: TheNational.ae

Male advocates, from bosses to spouses, are needed to help women thrive at work, say three leading UAE businesswomen – but too much positive discrimination can also alienate male colleagues.

"Happy men empower women," says Rana Nawas, senior vice president of structure finance and capital markets at GE Capital Aviation Services. "When I was more junior, what I needed was mentorship and sponsors. And they were generally male, because most senior leaders around the world are male.


"But now I have children, what I need more is flexibility. For a woman to thrive, the key is giving her what she needs when she needs it. Our needs are different to each other and change over time – just like men."

Krista Pilot, the vice president of corporate affairs at PepsiCo for Asia, Middle East and North Africa, says she has a "super-supportive spouse", who gave up work to look after their children, as well as "really supportive bosses".


University LGBT initiatives: there's still room for improvement - GUARDIAN

by Harriet Swain 
Originally published: November 22, 2016
Publisher: TheGuardian.com 

Liberal attitudes towards sexual orientation have long been a source of pride for universities. But in the first guide to gay-friendly universities, published in 2010 by Stonewall, the lesbian, gay, bisexual and transgender rights charity, not one of the more than 125 UK institutions listed scored 10 out of 10. Four years later, the Gay by Degree 2015 guide listed six with top marks; these institutions could demonstrate that they had LGBT societies and events, non-harassment policies that specifically mentioned sexual orientation, and consulted LGBT students in decision-making.

Lorna Fox O’Mahoney, executive dean of humanities and senior team LGBT diversity champion at the University of Essex, one of Stonewall’s top six, says her university has put a concerted effort into improving its support for LGBT staff and students over the past five years.


The Difference Between Diversity And Inclusion And Why It Is Important To Your Success - FORBES

by William Arruda
Originally published: November 22, 2016
Publisher: Forbes.com 

Each month, I interview a thought-leader on some topic related to personal branding. Here are the highlights from my recent interview with dynamic HR consultant Jennifer Brown, author of Inclusion: Diversity, the New Workplace, and the Will to Change.

William Arruda: Let’s talk about your book. Why now and why this topic?

Jennifer Brown: I’ve had my own consulting company for 10 years. My advice, regardless your seniority, is to ask what you can do to be a part of creating a more positive experience. I wanted to eradicate the push-back that I hear.

Arruda: How are diversity and inclusion different?


Ensuring employee wellbeing and addressing the billions lost to employee mental health is hardly a ‘soft’ ambition. - WOMENS AGENDA

by Angela Priestley
Originally published: November 22, 2016
Publisher: WomensAgenda.com.au

Many Australians spend more time in an office than they do with their family and friends. 

We’re averaging 46 hours a week looking at screens – most of it related to work – a good eight times more than the six hours we’re spending with family and friends, according to recent research research by R U OK?

So call me soft, but I do think linking CEO bonuses to staff wellbeing targets is a good idea. Just like I think linking bonus payment to inclusion and diversity strategies might actually see senior leaders finally getting serious about the need for a more diverse range of individuals in their teams. 

Indeed, anything that can create safe and inclusive working environments is a good thing.

In February 2017, Deloitte and Medibank Private plan to release a new workplace index available to organisations with more than 100 employees measuring employee wellbeing across four ‘pillar’s including mind, body, purpose and place. It’ll involve a 57-question survey to help measure employee mental health, asking about everything from nutrition to exercise, sleep, and energy levels at work.


Optimising millennial talent in the workplace - BIZ COMMUNICATION

by PASQUA HEARD
Originally published: November 22, 2016
Publisher: BizCommunity.com 

In her recent enlightening address at the IABC's Innovating Business Communication Conference, professional speaker and coach Saffron Baggallay emphasised the need to understand, value and work with millennials. She offered a sobering perspective on practices corporates need to adopt in order to provide an effective workplace for millennials.

While millennials, also known as Generation Y or echo boomers, are an immensely diverse group that can’t be boxed in, there seem to be some key trends that run through this generation. According to Baggallay, millennials’ diversity is determined by their access to and relationship with technology. However, many millennials are those who, thanks to the internet, have always lived in a world of choice. This poses a threat to businesses today, as, due to social media and the internet, consumers (comprising of a large number of millennials) have higher expectations and are more unpredictable than ever before. Furthermore, the market has become exceptionally competitive. Therefore, businesses have to find ways to be relevant both to consumers and their future workforce as well as learn to be adaptable to the changing times.



Tuesday, November 22, 2016

Diverse And Populous Millennial Generation Has Good Reason To Invest - FORBES

by John Dobosz
Originally published: November 18, 2016
Publisher: Forbes.com 

Since the turn of the twenty-first century, millennials have already made their impact felt as members of the biggest population cohort in the United States. They have been fighting and dying in Afghanistan and Iraq as members of the U.S. armed forces, and like Facebook’s Mark Zuckerberg and tens of thousands of other entrepreneurs, they’ve been reshaping the face of American business by identifying demand and responding with products and services that meet people’s needs.

Saddled by student loan debt, low-paying jobs, and escalating costs of housing and health insurance, millennials face formidable economic headwinds, but they may also enjoy many advantages that suggest a brighter financial future ahead

One thing that young Americans have going for them is strength in numbers. If you’re a member of the millennial generation, you sure have plenty of company. The U.S. Census Bureau says that there are 83.1 million Americans born between 1982 and 2000. Your numbers eclipse even those of the original population bulge, the 74.1 million baby boomers born between 1946 and 1964, the folks who are probably your parents, or maybe grandparents.



"Weight Watchers"—Weight Discrimination In The Workplace - MONDAQ

by Victoria Shapiro Hakim
Originally published: November 21, 2016
Publisher: Mondaq.com 

Seyfarth Synopsis: 'Tis the season of food temptation: the average American gains at least five pounds between Thanksgiving and New Year's Day. California employers need to beware of weight discrimination in the fluctuating legal landscape, and how to handle bias in hiring and the workplace.

A 2008 study from Yale University found that weight discrimination, often referred to as "size discrimination," occurs in employment settings and daily interpersonal relationships as often as race discrimination: it is one of the top charges filed with EEOC, and is reported by women about twice as often as men. Even more surprising, according to a study by the Obesity Action Coalition, weight discrimination increased by 66 percent between 1995 and 2005, and it now appears to affect 7-12 percent of the general population. In the continuously changing legal landscape, discrimination against the differently sized is weighing in—what does that mean for California employers?

"Working Out" the Kinks: ADA vs. FEHA

Weight discrimination is a serious problem affecting millions of U.S. employees. Overweight people experience job-related discrimination in hiring, wages, and the terms and conditions of employment. While federal and state laws contrast considerably on the issue, most cases of weight discrimination are argued as a matter of disability discrimination or perceived disability discrimination.

Courts generally have been unsympathetic to claims that overweight plaintiffs have brought under the ADA. To qualify as "disabled" and thus protected under the ADA, a plaintiff must have a present "physical or mental impairment" that "substantially limits" one or more "major life activities," or must have a record of such impairment, or must be regarded or "perceived" as such. Differently sized individuals have qualified as disabled where they have been medically identified as "morbidly obese."


Universities wise up to the needs of staff with disabilities - GUARDIAN

by Harriet Swain
Originally published: November 21, 2016
Publisher: TheGuardian.com 

Small changes can make a big difference to the lives of staff with disabilities, according to Margaret Stone, principal lecturer at the Leicester school of pharmacy at De Montfort University. She co-chairs De Montfort’s staff disability group, which the university consults when planning new buildings or travel policies.

“Often someone introduces a new idea which is wonderful but there might be one little thing that they haven’t thought about. It’s really rewarding to be able to mend that for other staff,” says Stone, who has repetitive strain injury.

For example, the group has been able to suggest putting push pads on heavy doors that some staff struggle to open. “The university does actually take account of what we say– it isn’t just lip service.”


Addressing Post-Election Tensions in the Workplace - LEXOLOGY

by Littler Mendelson PC
Originally published: November 18, 2016
Publisher: Lexology.com 

As the extreme rhetoric of the 2016 presidential campaign slowly wanes, the divisions it exposed remain raw. Many Americans celebrate the election of President-elect Trump, while many others continue to express concern about both his substantive policies and the tone he set during his campaign. Many fear that his election has encouraged, or at least failed to discourage, an environment unfriendly to women, minorities, and immigrants.1 Amid this uncertainty, the calls for healing and unity come from all sides. In his 60 Minutes interview earlier this week, President-elect Trump instructed potential harassers or vandals to “stop it”—that is, to stop any further intimidation of minorities, as he hopes to bring the country together.2

If they have not already, employers will likely see these tensions play out in the workplace. Employers may be forced to address arguments among employees with different political opinions, conflicts with clients or vendors, or perhaps an increase in complaints of discrimination or harassment. Without question, the stakes are high for employers tackling these charged situations.

As a practical matter, employers normally strive to maintain civility in the workplace because it is good for morale and good for business. At the very least, political talk can become a major distraction, pulling employees away from the work at hand. Heated political disagreements can easily alienate employees who need to work together, stifling productivity and innovation. Arguments based on the election results or the ensuing protests may increase employee anxiety or anger, leading to interpersonal conflicts, violent outbursts, absenteeism, or turnover. Such disruptions may also damage client services or relations, particularly if clients are drawn into the controversy. While it is impossible to guarantee cordiality, employers may find it is in their best interests to neutrally address “the elephant in the room,” rather than let disharmony fester or undermine operations.


Ginella Massa Becomes First Hijab-Wearing Journalist To Anchor A Major Canadian Newscast - HUFFINGTON POST

by Mohamed Omar
Originally published: November 21, 2016
Publisher: Huffingtonpost.com 

Ginella Massa didn't just take a big step forward for her career last week. She made a massive stride for diversity in Canada, too.

The CityNews reporter took the anchor seat during the network's late-night newscast on Nov. 17, becoming the first hijab-wearing journalist in Canada to do so at a major broadcaster.


'The stars have aligned': All-Inuit team of RCMP makes up Iqaluit's Friday night shift - CBC

by Priscilla Hwang, 
Originally published: November 21, 2016
Publisher: CBC.ca 

'Twas the night when "all the stars have aligned," said Const. Stephan Kilabuk.

On Friday, all the RCMP officers patrolling the streets of Iqaluit were Inuit. A team of seven Inuit RCMP officers working a night shift together is a rarity and a first for some Inuit officers working in Nunavut. 

"Tonight just happens to be one of those nights," said Kilabuk.




We need more females and ethnic minorities in the legal profession - GUARDIAN

Originally published: November 22, 2016
Publisher: Guardian.com 

There’s more to be done to increase diversity, but don’t wait for change from the top - individuals and firms must instigate it.

Diversity is an important challenge facing the legal industry. Are there enough opportunities for black, asian, and minority ethnic (BAME), female and LGBTQ lawyers? Despite the prominence of white males in the supreme court, there are more diverse candidates to be found in solicitors’ firms and at the bar. The message from diversity campaigners, though, is this: there is more work to be done to increase diversity, but don’t wait for change from the top. Instigate change yourself.

Miranda Brawn is a barrister and founder of The Miranda Brawn Diversity Leadership Foundation, which aims to help BAME future leaders and increase diversity and equality in the workplace. She is emphatic that increasing diversity in the profession starts from the bottom up. “There’s a lot of focus on improving diversity in the boardroom, but to achieve this we need to start educating and changing diversity from the outset. I launched the foundation to help educate and inform the next generation on how they can do something to make a difference to their future workplace.”



Top 5 cities for workplace diversity in IT - CIO

by Sarah K. White, 
Originally published: November 21, 2016
Publisher: CIO.com 

Diversity in tech is a high-profile issue, and although tech-giants have vowed to change things, there are still some cities that are leading the way in diversity for the industry. Here are the five most diverse American cities for tech workers.

The tech industry is widely criticized for a lack of diversity in the workplace. Companies like Twitter, Google and Facebook were forced to a lack of minority employees in their ranks and vowed to make a change. Diversity is important for tech companies, not only for the social implications, but because it's difficult for a company designing products for the masses if only one demographic is sitting at the table.

Paysa, a company that focuses on career statistics and job search tools, looked at the data for number of companies and job titles in the U.S. It found that for cities reporting lower diversity in tech, they also found a "substantial correlation" to lower annual pay. And that might be because diversity has been shown to make businesses more successful in multiple areas -- Forbes released a study that linked diversity in the workplace to greater innovation, global success and talent retention.