Tuesday, July 25, 2017

Female stars call on BBC to ‘act now’ to end gender pay row - CIPD

by Hayley Kirton  
Originally published: July 24, 2017
Publisher: CIPD.co.uk

HR professionals urged to keep an eye on their organisation’s pay differentials or ‘face backlash’

A group of female BBC staff, including some of the broadcaster’s most recognisable stars, have called on the organisation to “act now” to fix gender pay discrepancies.

In an open letter published over the weekend, more than 40 women, including broadcasters Clare Balding, Victoria Derbyshire and Fiona Bruce, told director general Lord Tony Hall they would be willing to meet with him to “discuss [the] ways in which you can correct this disparity so that future generations of women do not face this kind of discrimination”.

Although Hall had already pledged to close the organisation’s gender pay gap by 2020, the women said the BBC must have “known about the pay disparity for years” and have called for more immediate action.

Monday, July 24, 2017

Op-Ed: Here’s why you shouldn’t be worried about Generation Z joining the workforce - CNBC

by Linda Ronnie 
Originally published: July 21, 2017
Publisher: CNBCAfrica.com 

In the next year or two, the workplace faces an unprecedented situation where for the first time, due to the fact that we’re all living longer, five generations may be working side by side: Veterans (pre-World War II); the Baby Boomers (World War II – 1960s); Generation X (mid-60s – late 1970s); Millennials (aka Generation Y) (1979 – 1991); and last, but not least, the largely unknown factor: Generation Z, born after 1992.

It’s estimated that there are more than 2 billion of Gen Z worldwide. In South Africa, a third of the population is under the age of 21.

It may be too soon to be definitive about the characteristics of this generation, but they are said to be realistic, cause and value driven, entrepreneurial, financially prudent, and have boundless curiosity.

Workplace Harassment 101 - JD SUPRA

by Daniel Deacon
Originally published: July 21, 2017
Publisher: JDSupra.com 

One lesson companies of all sizes can learn from the sexual harassment claims that Uber is facing is that an employer needs to set clear restrictions on harassment and make a conscious effort to hold employees accountable to those workplace standards.  In particular, sexual harassment has been a significant issue in the workplace since men and women began working alongside each other.  However, it wasn’t until 1964, when Congress passed Title VII of the Civil Rights Act, that discrimination and harassment in the workplace was explicitly prohibited at the federal level.  Since then, several more anti-discrimination laws at both the state and federal level have been passed and countless judicial opinions denouncing unrestrained work culture and impermissible acts have been published.  So why is this still a hot button issue in the workplace over 50 years later?

Some may be of the opinion one complaint of workplace harassment is not a big deal because it is not reflective of the entire workforce or the values of the company generally.  While this may be true in some cases, it is important to investigate any such complaints because the root of the problem may be broader, such as poor workplace culture, weak management, and/or ineffective workplace policies restricting harassing behavior.  The recent high-profile cases that have surfaced within just this last year – Uber and Fox News to name a few – serve as a reminder an employer’s workplace culture and actions in addressing complaints of workplace harassment can have a significant impact on employee perception and behavior, and reduce the potential for costly and damaging lawsuits.

Transgender Albertans say they're facing longer wait times for hormone replacement therapy - CBC

by Emily Rendell-Watson
Originally published: July 20, 2017
Publisher: CBC.ca

When Valerie Keefe started hormone replacement therapy seven years ago, it took her close to a year to get the medication and move forward.

Today, she says it can take far longer to see a doctor for referrals and hormone medication.

"It's vulnerable people in a position of crisis while they are being forced to wait to prove that they are 'trans enough' to doctors that barely see them at all," said Keefe.

"Once you get your endocrinology sorted, and when you give the brain that something, it no longer feels that extreme stress."

Cross-cultural training courses market growing at 14.57% CAGR by 2021 according to new research report - WHAT TECH

Originally published:  July 20, 2017
Publisher: WhatTech.com 

The global Cross-Cultural Training Courses industry to grow at a CAGR of 14.57% during the period 2017-2021.

The following companies as the key players in the global cross-cultural training market: Babel Language and Cross Cultural Training, Global Integration, GROVEWELL, Commisceo Global, and London School of International Communication. 

Other Prominent Vendors in the market are: RW3, Dwellworks, Culturesmartconsulting.com, Cultural Savvy, Cross-Cultural Consulting & Training , Creative Culture International, Bridges To Japan, APERIAN GLOBAL, Communicaid, Intercultural Communication, and PRISM International.

These female engineers increased their job offers by 47% in only 2 hours - THE LADDERS

by Heidi Moore 
Originally published: July 20, 2017
Publisher: TheLadders.com 

There’s new science-backed evidence that diversity training workshops work. For a paper set to be published in the Journal of Experimental Social Psychology, researchers decided to test their experimental “prejudice habit-breaking intervention” at STEM (science, technology, engineering, and mathematics) departments where women are historically underrepresented. Women are almost half of the U.S. workforce, but they’re 39% of chemists, 28% of environmental scientists, and 12% of civil engineers. In fact, 40% of women engineers quit the field or will never use their degree.

But researcher Susan G. Devine and her colleagues found that an intervention designed to break gender biases could make a difference. They split up 98 UW-Madison STEM departments into those who would receive a two-and-a-half hour gender bias-breaking workshop and a control group. Prior research into these type of interventions found that it would increase awareness of gender bias and foster a sense of belonging for the women who took it. But the researchers wanted to go one step further and the measure the structural impact of diversity training. They measured the increase in women hires in STEM departments that got the training.

International students a boon for Fanshawe College's bottom line - CBC

by  Kate Dubinski
Originally published: July 21, 2017
Publisher: CBC.ca

International students will make up about a quarter of those studying at Fanshawe College this fall, and a school official says without that cash domestic students would suffer.

At Fanshawe, international students pay $13,000 for tuition, more than four times that of Canadian students. 

"We have had no choice but to look for alternative revenue streams in order to stay relevant and contemporary for our domestic audience," Curtis said. 

Two years ago internationals made up 12 per cent of Fanshawe's student population. 

SAP Achieves Commitment to Increase Women in Leadership Positions - WEBWIRE

Originally published: July 21, 2017
Publisher: WebWire.com 

SAP SE (NYSE: SAP) today announced that it has reached its 2017 goal to have one in four management positions at the company filled by women.

The public board-level commitment, made in 2011, raised the total of female leaders from a little over 18 percent to 25 percent during the past six years. SAP’s board is continuing its pledge to increase women in leadership by one percent every year, with goals of 28 percent in 2020 and 30 percent in 2022.

Gender diversity is historically reported as underrepresented in the technology industry, but studies have shown that greater gender diversity positively impacts the bottom line. McKinsey & Co. reports that companies in the top quartile for gender diversity are 15 percent more likely to have financial returns above their respective national industry medians. SAP continues to strive to be an employer of choice for women in technology, and an industry leader for diversity and inclusion.

6 Ways Every Boss Can Bring Diversity to the Workplace - NATIONSWELL

by  Joseph Darius Jaafari
Originally published:  July 20, 2017
Publisher: Nationswell.com 

'Diversity' isn't just a buzzword, it's an essential business strategy.
As tech companies continue to receive heat over their lack of inclusivity of women and people of color, more studies are showing that there is a measurable benefit to focusing on diversity in the workplace.

Through a mix of civic action on tax reform, altering hiring practices and recognizing religious differences, here are six examples of how to push for more inclusivity in your own workplace.

1. Attract More Women With Different Incentives

When Netflix announced a revision to its parental leave policy to include a minimum of three months’ full pay for hourly employees and up to 12 months for salaried workers, the internet was abuzz with how much progress American companies were making when it came to the new moms in their ranks.

Why Workplace Diversity Diminishes Groupthink And How Millennials Are Helping - FORBES

by Anna Johansson 
Originally published: July 20, 2017
Publisher: Forbes.com 

When you think about team dynamics and workplace productivity, it’s easy to get trapped in the idea that alignment in thinking is the best path forward; after all, the mindset unity offered by consistent corporate culture is shown to have a positive effect on productivity. But there’s a dark side to the “unified” mentality, and it’s probably infected your own boardroom, at least to some degree.

It’s called groupthink, but thankfully, a recent surge in workplace diversity (thanks in part to millennial leaders) is starting to abate its progression.

Friday, July 21, 2017

Black Experience Project a heart-rending snapshot of Black lives in Toronto - TORONTO STAR

Originally published:  July 20, 2017
Publisher: TheStar.com 

The groundbreaking study called “Black Experience Project in the GTA,” released Wednesday, does two things.

1) It provides governments and advocates concrete data to work with.

2) It offers racism deniers an opportunity to sit down, fingers on mouths, and listen … Ah, never mind. Reality strikes.

And so, the amended 2) It exposes the yawning gap between how Black people see themselves and how non-Blacks perceive them.

The study launched in 2010 offers insightful snapshots of attitudes, realities and resilience that inform the experiences of the historically, ethnically, geographically, religiously and economically diverse group of about 400,000 individuals in the GTA, many of whom identify as Black.

Diversity should be everyone’s business, not just HR or diversity experts - THE DRUM

Originally published:  July 20, 2017
Publisher: TheDrum.com 

New research by Refinery29, National Geographic and IPG provided fresh insights into women’s lack of representation in advertising. Refinery29’s senior vice-president of client services and strategy Hallie Johnston says this should concern us all.

Having spent the past 20 years working at ad agencies where I was often one of the few women in any room I entered, it’s no secret to me that the majority of executives are men. This remains true despite all the calls to action from internal and external groups, from Cindy Gallop to the 4As, to change this. And while the needle has been moved slightly for women, it remains largely unchanged for women of color.

Coming from a less than diverse background I was thrilled when IPG approached Refinery29 to partner with National Geographic to conduct research that would shed light on the many ways there are to experience womanhood and the various aspects of identity that play a role in individual experiences. Our objective was multi-pronged – we wanted to look specifically at how identity plays into how women see themselves and interact with the world; the impact of intersectionality and identity in the workplace and media/advertising; and explore the complex nuances that women of color face in their daily lives.

Toronto's Ethiopian and Eritrean communities fight for rights at work - INSIDE TORONTO

by Mike Adler 
Originally published: July 19, 2017
Publisher: InsideToronto.com 

“They are not part of the system. They don’t vote,” Teferi Zemene says about members of Toronto’s Ethiopian community he volunteers to help.

A licensed plumber turned union organizer, Zemene talks to people he says don’t know their rights at work, or about unions, asking them to take the fight into their own hands.

Along with Abdalla Idris, who speaks to the city’s Eritreans, Zemene formed a “diversity network” for the Toronto and York Region Labour Council.

“It has become our duty,” he said last week.

Devoted to Diversity - THE M REPORT

by Brian A. Lee
Originally published: July 20, 2017
Publisher: TheMReport.com 

It’s hard to be what you can’t see,” a Harvard Business School student told NPR recently during a class on African-American business leaders and entrepreneurship. With workplace diversity, seeing is indeed believing, but perhaps true success regarding inclusive mortgage business practices will come when believing is seeing.

“We’re starting to understand that we need to match the diversity within our industry to [better] serve the market,” said Dwight Robinson, SVP of Freddie Mac’s Human Resources, Diversity and Inclusion division and its Chief Diversity Officer, who emphasizes that millennials, which last year made up the largest group of first-time homebuyers, are much more diverse than baby boomers.

“By leveraging our differences, we will best serve the needs of an increasingly diverse population,” added Stephanie Roemer, Freddie Mac Director of the Office of Diversity and Inclusion.

The Silent Killer of Diverse Trainers: Microaggressions and Inequality - ASSOCIATION OF TALENT DEVELOPMENT

by Christian Ohonba 
Originally published: July 19, 2017
Publisher: TD.org

As a trainer of color, the obstacle of inequality is a day-to-day experience. In 2017, the workforce is the most diverse it has ever been. From age to race to gender to religion to disability, there are a plethora of signifiers that can make an employee the only “different” person in their space. As the workforce has changed, the trainer has changed as well. In the past, the role of trainer was given to a certain demographic. Now, if a company isn’t careful, archaic ideologies can push out invaluable human capital.

In my current role, I am a training consultant for a software company, and I travel around the country to train our clients. For many, traveling is an enjoyable experience. However, for a minority, the process is much different. I constantly go above and beyond the call of duty to protect myself from potential questions or verbal attacks. Microaggressions are often overlooked and explained away. This can have a debilitating effect on your energy levels. On one hand, it is important to defend yourself; however, you may be labeled as confrontational or unable to go with the flow. These jabs build up over time.  

Commitment to Equality Drives Employee Success - HUFFINGTONPOST

by Vala Afshar 
Originally published: July 20, 2017
Publishers: Huffingtonpost.com 

n the age of the connected customer, your culture is your brand. Successful companies with revered brands have developed a culture that is committed to equality, social advocacy and giving back. To earn customer trust and advocacy, successful companies must continue to deliver high quality products and services, but the path from good to great is paved by core values and guiding principles that are inclusive, welcoming, and generous, celebrating diversity and equality. Salesforce Research surveyed more than 1,500 business professionals to discover the impact of equality and value-driven businesses, focusing on the following:

  • Changing expectations of businesses’ role in society
  • The customer impact of values driven companies
  • Employee benefits of fostering a culture of equality

LGBT People of Color Cannot Escape Workplace Discrimination—No Matter Where They Work - MOTHER JONES

by P.R. Lockhart 
Originally published: July 19, 2017
Publisher: MotherJones.com

A report released last week reveals bias against LGBT employees of color who are working in the nonprofit sector, even in organizations that specifically serve the LGBT community.

The Building Movement Project, which provides research and training tools to help nonprofits better connect with the communities they serve, set out to examine attitudes and practices around sexuality and race in the nonprofit sector. They were interested in understanding how race affects the career opportunities of minorities and how sexuality also affects professional advancement. They then present possible solutions that could reduce the gaps between white and nonwhite advancement at both LGBT and non-LGBT oriented nonprofits.

Their report, Working at the Intersections: LGBTQ Nonprofit Staff and the Racial Leadership Gap finds that when it comes to professional advancement, even within explicitly LGBT-focused organizations, LGBT people of color face more challenges compared to their white counterparts or straight people of color. 

Why Do Diversity Programs Fail? - BIG THINK

by Stephen Johnson 
Originally published: July 19, 2017
Publisher: BigThink.com 

Diversity programs have become commonplace in the professional world, but do they actually work?

Not really, according to an award-winning report in the Harvard Business Review written by Frank Dobbin, a professor of sociology at Harvard, and Alexandra Kalev, an associate professor at Tel Aviv University.

“It shouldn’t be surprising that most diversity programs aren’t increasing diversity,” wrote Dobbin and Kalev. “Despite a few new bells and whistles, courtesy of big data, companies are basically doubling down on the same approaches they’ve used since the 1960s—which often make things worse, not better.”

Get On-Board With Workplace Diversity Immediately Or Risk Becoming Irrelevant - HUFFINGTONPOST

by David Rowen
Originally published: July 19, 2017
Publisher: Huffingtonpost.ca

With over 20 years of professional investment experience, I view my participation in this great industry as a privilege. As such, I make myself available to those seeking some wisdom and guidance in pursuing a career in finance. In many cases, the people that reach out to me are newcomers to North America. Sometimes I sense that they feel disadvantaged for being born and raised abroad. Immediately, I put this concern to rest by telling them that "different is beautiful."

At no other time in history has investing been as much of an international discipline as it is today. In fact, my conviction is that as each month goes by that any entity adhering to sub-optimal ethnic and gender diversity hiring practices will soon find themselves left markedly behind.

Thursday, July 20, 2017

Plaque to honour first Black mailman - METRONEWS

by Gilbert Ngabo
Originally published:  July 19, 2017
Publisher: MetroNews.ca

The first time Albert Jackson walked into his workplace, all his new co-workers walked out.
It was May 12, 1882 and Jackson was the first Black person to be appointed as a letter carrier in Toronto, becoming one of the few people of colour to hold civil service position in 19th-century Canada.

"They were all white and they refused to work with him or to train him," said Heritage Toronto's historical plaques coordinator Camille Begin. "There was so much racism at that time."

It took the intervention of then-Prime Minister John A. Macdonald - who was courting Black voters in the upcoming election - for Jackson to start working, after nearly a month of heated debate over his appointment. He'd go on to work at the post office for 36 years.

Challenging the Wage Gap: Who can help improve gender equality in Canada?

by Dallas Flexhaug
Originally published: July 19, 2017
Publisher: GlobalNews.ca

Dr. Rebecca Sullivan has dedicated her life’s work to pushing for equality. With women making just $0.87 for every $1 a man makes for the same work, the coordinator of the women’s studies program at the University of Calgary wants to see the wage gap in this country closed — for good.

“It is happening and there are people whose job it is to uncover how it’s happening and try and make it stop happening.”

When asked whose job it is, she replied:
“Well, it’s mine. It’s the job of researchers and teachers. It’s the job of politicians and policy-makers; but most importantly it’s the job of business leaders. If you are in a leadership position, if you are someone who is involved in the hiring and promoting and advancing and mentoring of employees — it’s your job.”

‘We’d like people to come and learn,’ says Indigenous Games organizer - THE SPEC

by Steve Milton 
Originally published: July 18, 2017
Publisher: TheSpec.com

There are important take-aways that those involved at the organizational level want non-Indigenous people to draw from the North American Indigenous Games.

"We'd like more people come to our cultural festivals; to come and learn," says Marcia Trudeau-Bomberry, CEO of the Toronto 2017 NAIG Host Society.

"All participating teams were asked to bring cultural contingents here at a significant cost to them. That will showcase the diversity. Yukon, for instance, brought traditional dancers and drummers."

The symbol of NAIG is Team 88, referring to the 88th call to action of the Truth and Reconciliation Commission, challenging all government levels to support NAIG, and sport in general, as a bridge to healing.

Media Partners Releases New Training Film on Workplace Bias, Diversity, Harassment, and Bullying - PR NEWSWIRE

Originally published:  July 18, 2017
Publisher: PRnewswire.com

Media Partners Corporation (MPC), a leading producer of premier people skills training films, today announced the release of "How Was Your Day? Getting Real about Bias, Diversity, Harassment and Bullying".  With increasing concerns about respect in the workplace, Media Partners' new program is especially relevant for businesses and their employees.

"We believe that in today's work environment, people skills are more important than ever before," said John Hansen, CEO of Media Partners. "We decided to confront four of the most serious, people-related issues in our first original production in five years.  It's a powerful film that tackles tough workplace challenges in a way that only Media Partners can – through great stories."

For transgender Texans, defeating 'bathroom bill' is about saving lives - DALLAS NEWS

by Michael A. Lindenberger 
Originally published:  July 19, 2017
Publisher: DallasNews.com 

When Texas lawmakers return to Austin today for the special session, they'll be fighting over the very lives of transgender teenagers and others in Texas, whether they're willing to admit it or not.

This isn't hyperbole, and it's not a secret.

Just ask Speaker Joe Straus, the conservative Republican who leads the lower chamber. "I won't have the suicide of a single Texan on my hands," he explained when asked why he opposed the Senate version of the bill so desperately sought by Lt. Gov. Dan Patrick.

Women and minorities shatter records as thousands take AP computer science exam - GEEK WIRE

Originally published: July 18, 2017
Publisher: GeekWire.com 

Diversity is not one of the tech industry’s strongest suits, but Seattle-based Code.org sees hints this could change in coming years: In 2017, a record number of women and underrepresented minorities took the Advanced Placement computer science exams.

The College Board, which runs the nationwide AP exam program, reported that the number of women taking computer science tests rose by 135 percent in just one year, while participation by underrepresented minorities was 170 percent higher.

“I couldn’t be more ecstatic,” said Code.org co-founder Hadi Partovi, recalling the first time he saw the data. “This is a problem I think our country has been grappling with, and to see such strong participation by women and minority students is great.”

Deloitte Thinks Diversity Groups Are Passé - BLOOMBERG

by Jeff Green
Originally published:  July 19, 2017
Publisher: Bloomberg.com 

Megan Schumann doesn’t seem like a woman who’d be cheerleading the end of the female advocacy group at auditing and consulting firm Deloitte LLP. The San Francisco-based consultant attended an all-girls high school at her own request and founded a women’s business group when she went to Georgetown University. But 30-year-old Schumann, who’s worked at Deloitte since graduating eight years ago, says it’s time workplace affinity groups for women and minorities were replaced by so-called inclusion councils where white men hold important seats at the table.

“I am one of the more unlikely deserters from a women’s initiative,” she says. “But why go talk to a circle of people about something that feels like it’s tied to only one facet of your identity?”

With diversity progress stalling in parts of corporate America, Deloitte is beginning to shift away from traditional approaches built around gender, race, or sexual orientation and instead working to get a broader buy-in, particularly from white males. After 24 years, WIN, the women’s initiative at Deloitte, will end. Over the next 18 months the company will also phase out Globe, which supports gay employees, and groups focused solely on veterans or minority employees. In their place will be so-called inclusion councils that bring together a variety of viewpoints to work on diversity issues.

How to increase workplace diversity - THE C SUITE

by  Simon Altham
Originally published: 
Publisher: TheCSuite.co.uk 

The most successful businesses in the world have strong commitments to diversity and inclusion, and it’s easy to see why. People who are comfortable and free to be themselves at work are more productive and will deliver better results. Businesses that fully embrace diversity can also become more innovative by harnessing a culture of idea-sharing and openness. This results in higher rates of employee satisfaction and can help to attract new talent.

Diversity in the workplace is all about positively recognising and embracing the differences of all employees. An obvious step to take is to ensure your recruitment includes a wide range of candidates, but what about your workplace culture? At Hoseasons, we’ve taken great strides to create an open environment where employees can express their opinions freely and always feel valued. Here are three steps to take towards increasing diversity in your workplace.

Become socially active

There are many charities that your business can partner with to learn more about workplace diversity and take steps towards creating a positive culture. We have established a great working partnership with Stonewall, who campaign for LGBT rights across Britain. One of our long-term goals is to make the Top 100 Employers in the Stonewall Workplace Equality Index.

Amputee Model Breaking Barriers in Fashion While Shattering the Stigma of Disability - PR NEWSWIRE

Originally published: July 19, 2017
Publisher: PRnewswire.com

Following in the footsteps of model Ashley Graham, amputee model Shaholly Ayers is breaking beauty barriers. The brand ambassador for Global Disability Inclusion, a consulting company specializing in providing disability inclusion strategies and solutions to global companies, has graced the runways of New York Fashion Week and Milan Fashion Week and is currently featured in the Nordstrom Anniversary Sale catalog.

"We commend Nordstrom for its leadership role in featuring diverse models in their catalogs," said Meg O'Connell, President of Global Disability Inclusion. "Many in the fashion industry are hesitant to feature models with disabilities. Shaholly is the perfect example that beauty and disability are not mutually exclusive."

Born in Florida and based in Honolulu, Ayers wants to improve diversity overall in the fashion industry "to make people think about what they find attractive." She wants to open minds and encourage greater acceptance and understanding of all individuals.

Wednesday, July 19, 2017

A Teachable Moment from the LGBTQ Movement for the Nonprofit Sector - STANDFORD SOCIAL INNOVATION REVIEW

by Sean Thomas-Breitfeld
Originally published: July 17, 2017
Publisher: SIRR.org

This year’s Pride celebrations were marked by necessary debates on the purpose of Pride in this new era of political resistance and what it means to have full representation of the diversity of LGBTQ people within the movement. Under the current U.S. Administration, philanthropic organizations and the nonprofit sector are now, more than ever, carrying the mantle for social change—be it for LGBTQ rights specifically or the struggles for universal healthcare, quality public schools, criminal justice reform, or economic opportunity. But as mainstream LGBTQ advocacy organizations focus on responding to so-called “religious freedom” laws, “bathroom bills,” and instances of workplace discrimination, activists of color are simultaneously calling on the movement to recognize the particular impact race has on their lived experiences as LGBTQ individuals.

Such tensions around racial equity within the fight for LGBTQ rights and inclusion are reflective of the simultaneous struggles LGBTQ people of color experience in nonprofit workplaces, where both racism and anti-LGBTQ bias are far too common realities. My organization’s recent research report shows that racial discrimination is the primary barrier for LGBTQ people of color in nonprofits. Systemic racial bias is compounded by anti-LGBTQ bias and preventing qualified LGBTQ people of color from ascending to leadership positions in the sector.

Successful Aging: If we have ageism laws, what’s the problem? - LA DAILY NEWS

by Helen Dennis 
Originally published: 
Publisher: LADailyNews.com 

Last week we discussed G.C.’s somewhat ageist experience with a cardiac technician (and by ageist, we are referring to age discrimination). This week I’d like to explore that topic a little further.

Ageism — prejudice against older people — is the last remaining socially acceptable “ism” in our society. While racism, sexism and homophobia still exist, ageism seems a bit different for one reason: It’s considered a social norm. It is acceptable when an older consumer is ignored at a department store counter or is invisible in a group meeting with his or her physician.

Head for success: the right mindset can help you make it in Canada - CANADIAN IMMIGRANT

by Margaret Jetelina
Originally published: July 17, 2017
Publisher: CanadianImmigrant.ca

f you ask Gabriela Medar what it takes to succeed in Canada, she’ll say understanding your new culture is a must.

An engineer originally from Romania, Medar wanted to change her career path once she arrived in Canada in 2012 to work in the non-profit sector, and enrolled in from SFU’s career development practitioner program.

“I wanted to work in a helping profession and I was willing to start from scratch. In that sense, it gave me an advantage because some qualifications are not easily transferable to the Canadian labour market.”

After graduating from SFU, she started working with the Whalley Employment Centre in Surrey, helping clients with resumés and job search advice. Helping other immigrants to establish their careers quickly became her passion. But she noticed the integration needs of immigrants went beyond general resumé tips; they needed help in understanding Canadian culture.

Fortune Brainstorm Tech Tackles Diversity - FORTUNE

by Ellen McGirt 
Originally published: July 17, 2017
Publisher: Fortune.com 

Short up top today, since I’m in Aspen helping the team prepare for Fortune Brainstorm Tech, which gets underway at 2pm Mountain Time.

I can already report that diversity and inclusion are top of mind for most of the attendees I’ve spoken with, inspired by the torrent of difficult news coming out of the tech sector, the current national rhetoric around race and immigration, and a growing understanding that diversity is both a business and moral imperative.

The Brainstorm organizers have included several vital panels that will directly address the topic of diversity and toxic cultures. They've also asked participants to answer a candid survey on the state of diversity within their own firms. It should be an interesting reveal.

Is Your Investigator More Biased Than You Think? Part I: How Unconscious Bias Can Disrupt Your Workplace Investigations - NATIONAL LAW REVIEW

by Patti C. Perez
Originally published: July 17, 2017
Publisher: NatLawReview.com 

Unconscious bias (also called “implicit bias”) has become a trending topic—both in the general media and in the HR world. The topic of unconscious bias is often cited when considering ways companies can improve their diversity and inclusion efforts by recruiting and retaining diverse talent. It’s also critically relevant in the context of conducting workplace investigations because an essential duty of any workplace investigator is to conduct independent, unbiased inquiries about allegations of workplace misconduct.

What Is Unconscious Bias?

Numerous factors influence people’s unconscious thoughts. Whether from the news, movies, or social media, we are bombarded with stimuli that inform our beliefs about certain groups and political issues. In fact, research shows that our brains receive tens of millions of pieces of stimuli at a time, but we can only consciously process about 40 of those pieces. We form beliefs on the basis of this input (including our interactions, experiences, and exposure, or lack of exposure to certain groups). Some of these beliefs represent accurate information and some reflect prejudices and biases.

Can boomers and Millennials work together? - CRIKEY

by Philip Taylor
Originally published:  July 18, 2017
Publisher: Crikey.com.au

There is a need to challenge those who would have us view current economic and social transformation through the lens of generational conflict, writes Per Capita research fellow Philip Taylor.

The generations are at war, or so we are led to believe. According to research, so-called Millennials, those born between 1980 and 1995, believe they cannot move up career ladders because the baby boomers, those born between 1945 and 1964, are blocking the way. In response, some management academics and consultants point to the need for organisations to work out how they are going to manage multi-generational workforces, reducing any potential conflict and instead harnessing the power of this diversity for competitive advantage. Proponents of the value of segmenting the labour market — according to the generation of a given worker — have found a ready audience with considerable interest in how the attributes of the different generations might be leveraged to maximise business performance.

The rise of interim women executives - THE C SUITE

by  Natasha Cleeve, Senior Partner, McLean Partnership
Originally published:  July 17, 2017
Publisher: TheCSuite.co.uk 

Natasha Cleeve discusses the relatively recent influx of interim managers – and the growing trend of appointing females in these roles

Interim management positions have become much more common place over recent years as firms look to appoint individuals for a short time period to look after a particular set of issues or project. In each of these roles, interim management has been charged with improving the delivery – and reducing escalating costs of particular projects. And, in a growing number of cases, these interim positions are being taken up by women. This includes roles within CalMac Ferries Ltd, DS Smith PLC and HS2, amongst others.

Making a stand

Jobs and industries that were once considered male dominated such as transport, infrastructure and manufacturing are increasingly being filled by women. And the anecdotal evidence of those appointed to the roles suggests that they have not felt any form of discrimination or disadvantage. Indeed some have suggested that were gender bias at play they would not have secured the role in the first place. Further feedback from the interim appointments in these roles suggests that those appointed did not feel that they were being selected to fulfil a quota, but were simply considered the best candidate for the role.

Business leaders focus on diversity, inclusion in workplace as part of Detroit comeback - CRAIN'S DETROIT

by Tyler Clifford 
Originally published:  July 17, 2017
Publisher: CrainsDetroit.com 

As Detroit reflects on the city's unrest 50 years ago, some business leaders are calling on companies and communities to focus on diversity, inclusion and opportunities to remedy the city's racial legacy to move forward.

The Detroit Economic Club hosted the "Detroit '67: Looking Back to Move Forward" meeting Monday at MotorCity Casino Hotel with a panel discussion. Tim Ryan, PricewaterhouseCoopers LLP senior partner and U.S. chairman; Henry Ford Health System President and CEO Wright Lassiter III and W. K. Kellogg Foundation President and CEO LaJune Montgomery Tabron participated in the discussion moderated by Crain's Detroit Business Editor and Publisher Ron Fournier.

Ryan urged companies to foster discussions on race to establish trust and understanding among their workforces to allow employees to better serve and help people reach their full potential. That includes understanding the perspectives of Detroit's current challenges, which Ryan said many residents see as problems, while many outsiders and newcomers see it as opportunity.

Not enough diversity in Canadian television, says report - 570 NEWS

Originally published:  July 17, 2017
Publisher: 570news.com 

The portrayal of Canada’s diversity on television has improved over the last decade, but there’s still a lack of programming representing people with disabilities and the Indigenous population in particular, according to a research report prepared for the country’s TV regulator.

The findings were provided to the Canadian Radio-television and Telecommunications Commission in March, shortly before Heritage Minister Melanie Joly launched public consultations to examine how the federal government could support the creation of Canadian content, but were only released last week on the government’s public opinion and polling database.

The report, based on questions posed to a half dozen focus group sessions in mid-January, found there was a “widespread impression” among participants that Canada’s broadcasters have improved their portrayal of certain segments of the population in their programming. But near equal numbers indicated that, compared with visible minorities, women and members of the LGBTQ community, they saw fewer TV shows portraying Indigenous people and the disabled.

Tuesday, July 18, 2017

Black Muslims in Ottawa upset over lack of diversity at Muslim conference - YAHOO CANADA

Originally published: July 15, 2017
Publisher: Yahoo.ca

Some black Muslims in Ottawa are upset there are no people from their community speaking at a Muslim conference in the capital on Saturday.

I.Lead is an annual conference put together with the help of various mosques in Ottawa. This year, there are seven speakers — five men and two women — who will address the conference's theme "With hardship comes ease."

However, none of them are black.

Jalil Marhnouj, who helped organize the conference, said several black Muslims were approached to speak but were unavailable. 

Thunder Bay Chamber of Commerce promotes new toolkit on mental health - CBC

Originally published: July 17, 2017
Publisher: CBC.ca

The Thunder Bay Chamber of Commerce is promoting a new toolkit to help employers in the northwestern Ontario city address mental health issues in the workplace.

The toolkit alerts employers to the importance of having proper mental health strategies in place, and it helps them develop them, says Charla Robinson, chamber president. 

"It provides links to a number of different resources through mental health associations, health units, the government agencies, and provides information on some of the legal issues involved in what employers are required to provide for their employees, and just generally provides a bit of information around the stats around mental health," Robinson said. 

Challenging the Wage Gap: Canadian women still earn less than men - GLOBAL NEWS

by Dallas Flexhaug
Originally published: July 17, 2017
Publisher: GlobalNews.ca

If someone said to the person next to you, “I’ll give you $1” if you make me an ice cream cone, but then turned to you and said, “I’ll give you $0.87 if you make me an ice cream cone, too”—how would you feel? Cheated?

That’s the reality women all over Canada face every day in the workforce.

According to the latest numbers from Statistics Canada, Canadian women earn an average of $0.87 for every $1 a man earns.

Offices Can Be Bastions of Civility in an Uncivil Time - HARVARD BUSINESS REVIEW

by Leslie Gaines-Ross
Originally published: July 14, 2017
Publisher: HarvardBusinessReview.com 

After the heated rhetoric of last November’s U.S. presidential election, Interpublic (IPG), my company’s parent corporation, held its first open call for employees to talk about concerns related to respect in the workplace. IPG wanted to reinforce its commitment to inclusion. People called in anonymously from five continents. What struck me most was how many people talked about feeling unsafe as a result of the political atmosphere. One employee in Omaha, Nebraska, described commuting on the bus while being buffeted by political disagreements. All she could think was: “I can’t wait to get to work.”

Companies today have the capacity to be a haven from the incivility that individuals confront every day, on the road, online, in the media, and in politics. It is where employees with diverse backgrounds and opinions can work together to pursue shared objectives, unencumbered by the divides and tensions that exist elsewhere. And for society and democracy at large, the workplace might just be the one institution that incubates a more constructive way of bringing people together. A recent survey on easing racial tensions at work by the Center for Talent Innovation found that “The workplace is one of few settings where we commonly interact across racial and ethnic lines.”

Although the workplace is not perfect — one-quarter of the 1,126 American respondents in our latest Civility in America survey have quit a job because of its uncivil environment — 86% of our employed respondents described their workplaces as civil and respectful. Sixty-three percent also reported that people are more civil at work than outside of it.

Racism Blights Teachers Lives - VOICE ONLINE

Originally published: July 15,  2017
Publisher: Voice-Online.com

RACIAL DISCRIMINATION in the education system is deep-rooted, institutionalised and is blighting the lives and careers of black teachers, according to a new report.

Visible Minorities, Invisible Teachers, published jointly by teachers’ union NASUWT and the Runnymede Trust, sets out the challenges faced by teachers from black and minority ethnic (BAME) backgrounds and the actions which need to be taken by all involved in the education system to address racism.

The report’s authors surveyed 12,000 teachers, and found that twice the proportion of BAME teachers reported they had experienced discrimination in the workplace in the last 12 months (31 per cent) compared to their white counterparts. A higher percentage of BAME teachers (79 per cent compared to 64 percent) believed that they were not paid at a level ‘commensurate with their skills and experiences’, and nearly two thirds of BAME teachers (64 per cent) had experienced ‘verbal abuse by pupils’ compared to just over half (51 per cent) of their white peers. The survey echoes that of similar findings from previous polls.

CSR Matters: How One Company is Shaping the Future of Philanthropy By Building Inclusion from the Inside Out - HUFFINGTONPOST

by Ryan Rudominer 
Originally Published: July 16, 2017
Publisher: Huffingtonpost.com 

We are on the cusp of philanthropy’s next big wave. The charitable sector is no longer limited to just giving grants to organizations and wishing them well. Whether it’s creating social change by engaging in advocacy, impact investing, or collaborative efforts designed to deliver outsized impact, foundations, philanthropists, and investors are showing a desire to experiment, be creative, and innovate with their charitable giving like never before.

At the center of this profound shift is Arabella Advisors, a certified B Corporation that has helped hundreds of clients representing more than $100 billion in assets increase their philanthropic impact. Arabella Advisors’ team of problem solvers helps clients make a difference on the issues that matter most to them, including community and economic development, climate issues, women’s rights, education, good food, and more.

Leading the way at Arabella is its award-winning CEO Sampriti Ganguli, who is employing an innovative approach to ensure that Arabella’s clients achieve the best results with their resources while integrating diversity, equity, and inclusion in the workplace, as well as the field at large.

Gender diversity requires career conversations says Right Management. - THE GLOBAL RECRUITER

Originally published: July 17, 2017
Publisher:  TheGlobalRecruiter.com 

A report from Right Management has revealed the importance of career conversations to help close the gender diversity gap. Women are already underrepresented in industries anticipating the greatest job growth and are overrepresented in sectors most threatened by digitisation. Whilst the number of women has outnumbered male university graduates in 95 of 144 countries and the percentage of women on large company boards has almost doubled over the past five years to 25 per cent. Right Management think this is still an illusion of progress when it comes to achieving gender parity.

Their report found:

  • Only one in four women have had career conversations about how their skills can be developed to ensure they have the capabilities for the jobs of the future.