Friday, September 22, 2017

How racism affects people, families and communities of color - AMSTERDAM NEWS

by Rosa Riley 
Originally published: September 21, 2017
Publisher: AmsterdamNews.com 

The statistics are troubling. People of color are far more likely to suffer from inequity—inequity that can be traced directly to racism, a side effect and the enduring legacy of slavery. The legacy of slavery has insinuated itself into the very fabric of our society via the criminal justice system, housing and education.

Ta-Nehisi Coates, a national correspondent for The Atlantic, wrote an article titled “The Case for Reparations” that addressed all the ways in which the ideals of slavery and racism have endured in the United States through policy created by the U.S. government. There now exists a prime opportunity for our country to make amends.

The most important thing that the article did was to explain how we got to where we are today—how we moved into segregated neighborhoods, why children of color now go to schools with fewer resources and how our communities were built on inequity.



It’s Time Society Stopped Portraying Millennials As The “Lazy” Or “Entitled” Generation - GIRLTALKHQ

by Debbie Wooldridge
Originally published: September 21, 2017
Publisher: GirlTalkHQ.com 

 Last year, I conducted an on-the-street poll to uncover whether people’s opinions about Millennials in the workplace had changed any, now that they have been an active part of the workplace for several years. Unbelievably, responses from all non-Millennials still labeled them as “selfish, “entitled” (the most common response), “lazy,” “addicted to technology,” “want instant gratification,” “no work ethic,” “no respect for authority” and “impatient.”

The Millennials I interviewed know exactly the value they bring and provided responses like: “fun,” “go-getters” and “innovative.”

Our oldest Millennials are now 35 and have been in the workforce for more than 15 years and yet are still misunderstood and maligned. Millennials, you still have a huge mountain to climb to overcome the stereotypes. How do you do it? Simple—dispel the myths and demonstrate the realities.



BlackRock CEO Fink: I Am Committed to Gender Diversity - NEWSMAX

by Varina And Jay Patel
Originally published:  September 21, 2017
Publisher: Newsmax.com 

BlackRock Inc. Chief Executive Larry Fink said the largest asset manager must mirror its customers in terms of gender, comments that come as the company has become more vocal about shareholder and activist efforts to boost workplace diversity.

"The reality is in the world more than 50 percent of household wealth is managed by women," said Fink, who spoke at the Bloomberg Global Business Forum in New York.

"And so if I'm going to be a mirror of my clients, we are going to need more women in our firm."



8 Ways Generation Z Will Differ From Millennials In The Workplace - FORBES

by Deep Patel 
Originally published: September 21, 2017
Publisher: Forbes.com 

Generation Z is comprised of those born between 1995 and 2010, which means that the oldest are about 22 and are just entering the workforce.

The media has focused a lot on millennials in recent years, but it’s time to turn some of the attention to the millennials’ future co-workers. Gen Zers have a lot in common with millennials, but there are also many ways in which the two generations differ.

1. Gen Z Is Motivated By Security

These young people were still kids during the Great Recession, which means that they may have seen their parents take huge financial hits. A significant portion of their lives may have been defined by struggles related to that.  


Helping immigrants feel at home - BC LOCAL NEWS

Originally published: September 20, 2017
Publisher: BCLocalNews.com 

UBC researchers have determined that efforts to make immigrants feel welcome in small, rural towns often miss the mark—despite the good intentions.

Associate professor Susana Caxaj, along with undergraduate student Navjot Gill, recently published research examining the well-being of rural immigrants and whether they feel connected to their adopted communities. Caxaj says a sense of belonging, or a lack of one, can impact the mental health and well-being among immigrant residents—the same residents who may not use available mental health services.

According to the last Canadian census, immigrants and refugees make up 20 per cent of Canada's population. Caxaj, who teaches in UBC Okanagan's School of Nursing, says while many immigrants move to urban communities, these populations in small towns are at a disadvantage when it comes to accessing mental health services.



'Star Trek: Discovery' Embarks on Voyage of Diversity and Tolerance - NBC CHICAGO

by Frazier Moore
Originally published: September 19, 2017
Publisher: NBCChicago.com 

The original "Star Trek" was born into a world of hurt. The United States was embroiled in a war that wouldn't end. The president was increasingly embattled. Americans were polarized.

Now, a half-century later, "Star Trek: Discovery" lands in a nation that seems no less burdened, while the new show's mission is unchanged from the series that spawned it: to enter the future with hope and face the present with courage. It is an upbeat tone as much as a taste for adventure that has propelled the "Star Trek" franchise through so many TV and film iterations. Now comes the eagerly awaited "Star Trek: Discovery," which premieres on CBS on Sunday at 8:30 p.m. Eastern. After the broadcast premiere, the series launches Sunday night on the CBS All Access subscription streaming channel, the exclusive home for the rest of the series.

"Even though this first season is set against the backdrop of a Klingon-Federation conflict, it's really about finding the Starfleet way to get OUT of the conflict," says Gretchen J. Berg, an executive producer and co-showrunner with Aaron Harberts. "How do you end the war and still maintain the ideals the Starfleet confederacy is all about? To that end, there will be hope, there will be optimism, there will be people trying to be the best version of themselves, which is something I think we really need to be focused on in this day and age."



This Ad Agency Has Launched A Collaborative Plan To Make The Creative Class More Diverse - FASTCOMPANY

by Jeff Beer 
Originally published: September 21, 2017
Publisher: FastCompany.cm 

The issues of racial and gender diversity are faced by companies in every industry with increasing urgency. The advertising world is not unique in this respect. But because it is responsible for millions of messages and images that, like it or not, consciously and unconsciously help inform society’s view of itself, the need for diversity among its ranks becomes even more critical. Employment statistics aren’t encouraging. According to a 2014 Bureau of Labor Statistics report, of the 582,000 people employed in advertising and communications in the U.S., less than half were women, 10.5% Hispanic, 6.6% were black, and 5.7% Asian.

The issue has long been the subject of conference panels, white papers, and other industry reports, but increasingly, more groups are taking direct action to enact real change. This week, the agency 72andSunny joins the fray with an intriguing approach, one that acts both as a playbook for other companies to follow, drawing on the agency’s own progress on these issues, and as a call for new ideas and collaboration to add more proven strategies to the playbook.

“The 72andSunny Playbook” aims to expand and diversify the creative class by covering everything from recruitment policy, to employee support and retention programs, all with the goal to attract and keep as diverse a talent pool as possible.



U of T Medicine launches diversity mentorship program - UNIVERSITY OF TORONTO

by  Jim Oldfield
Originally published: September 21, 2017
Publisher: UToronto.ca

University of Toronto's Sharon Straus still remembers the first time she met Dr. David Sackett. She had just arrived at the University of Oxford for graduate training and Sackett, a global pioneer of evidence-based medicine, asked what she wanted to do with her career.

“He sat me down and listened, then told me he’d do everything he could to make my hopes a reality. It was a pretty powerful thing to hear,” says Straus, a professor in U of T's Faculty of Medicine who holds the vice-chair of mentorship, equity and diversity. “And he not only said it, he lived it. The only thing he ever asked was that I do the same for others.”

Straus keeps Sackett’s request – and his example – close to her heart. She has mentored many researchers and clinicians, and she recently volunteered as a mentor in the Faculty of Medicine’s new diversity mentorship program, which has matched 36 faculty with MD students who identify as racialized, differently abled or as members of other equity-seeking groups.


Mind the age gap at your firm - MONEY MARKETING

by Lisa Winnard 
Originally published: September 21, 2017
Publisher: MoneyMarketing.co.uk 

As our younger generations return to school, college and university, September is a time of the year when some of us older ones also consider going back to college; maybe to study a new course or add new skills to our toolkit; or go even further and completely retrain.

With the UK heading for skills shortages by 2020, our nation’s ageing demographic compounds the challenge we face. There are currently 11 million people aged over 65 in the UK and this is expected to grow to 19 million by 2050. This will greatly impact the economy and workplace, with businesses facing a recruitment black hole of 7.5 million  people and more jobs than younger people to fill them. The impact of Brexit could exacerbate this problem further.



Thursday, September 21, 2017

It’s not Mindy Kaling’s job to explain racism and sexism to you - QUARTZ

by Aamna Mohdin
Originally published: September 16, 2017
Publisher: Qz.com 

The Mindy Project is problematic.

The show, which premiered its sixth and final season Sept. 12 on Hulu and streams a new episode every Tuesday, follows the antics of a 30-something gynecologist trying to find Mr. Right. Set in New York City, it sticks to the tried-and-true formula of a smart, goofy woman trying to “find herself” in a big city (see Unbreakable Kimmy Schmidt and 30 Rock). While the show was similar to many other workplace ensemble shows and romantic comedies, it’s set apart by one simple fact: It is the first series created by and starring an Indian-American woman, Mindy Kaling.

Being first brings with it a lot of pressure—and for many people, Kaling (who made her name writing for and acting in The Office) failed to live up to the hype. The show, which premiered on Fox in 2012 and moved to the streaming platform Hulu in 2015, was called disappointing and anti-feminist, and was widely slammed for only featuring white love interests (Mindy dated at least 20 white men), failing to tackle the complicated issue of abortion, and portraying the only regular black women on the show as a caricature—sassy and full of attitude.


Diversity issues at drama schools need to be addressed - THE STAGE

Originally published: September 20, 2017
Publisher: TheStage.co.uk 

It’s true that leading drama schools should be more forthcoming about their black, Asian and minority ethnic staff (Editor’s View, September 14) – and that student diversity can be affected by a lack of role models.

While I am pleased that Liverpool Institute for Performing Arts tops the chart, this is a complex issue: the hammer of a single statistic only bangs in one nail.

Let’s take, for instance, the regional dimension that plays into employment patterns. I have heard that LAMDA’s teaching staff are 95% part-time; ours are nearer 30%. In Liverpool, the level of creative and performing arts professional activity affects the pool from which we can appoint. Other considerations include the varying ethnic patterns in the local population and historical professional engagement patterns – I suspect no school employs anyone without considerable professional experience.



From ADA compliance to universal design: Creating accessible training - HR DIVE

by Tess Taylor 
Originally published: September 19, 2017
Publisher: HRdive.com 

It could be the person you just hired, or that intern you're hosting this season. Or it may be the long-term employee who always completes tasks on time, but keeps to himself, never drawing management's attention.; Chances are, you know someone with a disability.

How can employers make sure that learning and development teams reach workers with disabilities? And how how can companies ensure that training complies with the Americans with Disabilities Act's (ADA) accessibility mandates?

First, it's important to think about the various impairments that may affect an employee's ability to participate in learning programs. This can range from hearing and vision impairments to more "invisible" disabilities, like those affecting learning.



Fewer Than 50% Of Executives Believe Their Organizations Clearly Define Diversity; Even Fewer (24%) Are Able To Explain Inclusion - CISION

Originally published:  September 20, 2017
Publisher:  PRnewswire.com 

Russell Reynolds Associates, a leading global executive search and leadership advisory firm, today announced the findings and recommendations from their survey, Diversity and Inclusion Pulse: 2017 Leader's Guide. The study surveyed over 2,100 male and female executives around the world to understand how companies align around diversity and inclusion (D&I). The study examined how executives perceive their organization's D&I strategy and the barriers faced in executing it effectively. The study shows that the success of a D&I strategy is primarily dependent on committed leadership. The final results of the study provide actionable insights leaders can use to maximize the benefits a diverse workforce promises within their own organizations.

The study also reveals a need to elevate inclusion to the importance of diversity. Fewer than half (47%) of executives surveyed say that their organizations have a clear, holistic understanding of diversity, but the number drops even further when looking at inclusion. Just 24% of executives say they are aware of a definition of inclusion. Russell Reynolds Associates defines "inclusion" as the establishment of an environment that creates opportunities for all employees to realize their unique potential. An inclusive culture is what unleashes the power of diversity and instills a sense of belonging, which is the extent to which individuals feel they can be their authentic selves within the organization. 


Why is PwC paying minorities so much less? - HRM CANADA

by Adelle Chua 
Originally published: September 20,2017
Publisher: HRMonline.ca

Global professional services firm PricewaterhouseCoopers has revealed it pays Black, Asian and minority ethnic (BAME) staff in the UK 12.8% less than what it pays other workers.

The bonus gap is even greater at 35.4%, according to The Independent.

This is entirely because there are more non-BAME staff in higher-paid senior roles and more BAME staff in junior and administrative roles, PwC said.



The 5 Best Practices for Diversity Success - DS NEWS

by  Joey Pizzolato
Originally published: September 20, 2017
Publisher: DSnews.com 

When people think of diversity, what comes to mind? Is it a photograph of friends of varying ages, races, sexes, and ethnicities sharing a meal, laughing? Or, is it people of various religions—Catholics, Jews, and Muslims cohabiting the same space as they did and continue to do in Toledo, Spain? 

The answer to all the above is: yes. No matter what the example, diversity comes in many forms, and the same fact is true in business and diversity and inclusion programs. No one program will look the same, but that begs a second question. If a business wants to implement and develop a diversity and inclusion program, where do they start, and how do they ensure that said program continues to evolve in tandem with the company? 

The answer lies within. 




Evolving the diversity and inclusion discussion - GLOBE AND MAIL

by DAMIEN HOOPER-CAMPBELL
Originally published: September 20, 2017
Publisher: GlobeandMail.com 

I'll admit – I didn't grow up with a chief diversity officer "hero" poster on my bedroom wall, and didn't ask my college guidance counsellor about prerequisites for a CDO job.

It was entirely through my personal and professional life experiences that I decided to do this work.

Today, more and more businesses are realizing that diversity and inclusion (D&I) isn't just a nice-to-have or a moral necessity: It's a business imperative. At eBay, it's the foundation of our business model and critical to our ability to thrive in an increasingly competitive landscape. For us, D&I is about making sure that our current and prospective employees and millions of buyers and sellers all have a fair shot at great opportunities. Yet, just like the vast majority of businesses, our D&I journey will be long term and iterative.



Why Every Queer Person Should Become An Entrepreneur - FORBES

by John Schneider and David Auten
Originally published: September 19, 2017
Publisher: Forbes.com 


If you’re LGBTQ, there are two reasons why you need to become an entrepreneur. The first is that 80% of millionaires are first-generation millionaires and one-third of them, a plurality, are millionaires because they’re successful entrepreneurs. Thus, unless you were born or married into money, the only way to achieve millionaire-status is to embrace entrepreneurship.

The second reason to become a queer entrepreneur is more altruistic than the first. We need more queer leaders in both the private and public sectors. Many people are talking these days about diversity and inclusion in the workplace. Most of those discussions are being led by those who aren’t queer and haven’t had the experiences and challenges we in our community have had.



Looking Beneath the Surface: How It Feels to “Look Like” Diversity - HUFFINGTONPOST

by Ivo Lucas
Originally published: September 19, 2017
Publisher: Huffingtonpost.com 

People ask me about diversity a lot. I think it’s because they see me and assume that as an Asian-American woman, I look like what diversity really means. But no one person “looks like” diversity. Yes, I look different from many of the other people around me, but to think about it at the surface level misses the point of what diversity really means to everyone in the workplace.

I remember one interview, when a hiring manager came out calling my name, only to be completely startled when he saw me. “Oh, my gosh, you’re a woman,” he said. “I was expecting a 280-pound Russian male.” He had made assumptions based on my name and had trouble letting go of them. In our interview he talked a blue streak about how much he valued diversity, barely letting me say a word, and then offered me the job on the spot. I didn’t take it, because I could tell he wasn’t ready to look beneath the surface and think about how I personally would fit into his team structure and the whole organization.


Wednesday, September 20, 2017

Why are so few people with schizophrenia and schizoaffective disorder employed? Supporting mental health must begin in the workplace - METRO

by Alice Evens
Originally published: September 19, 2017
Publisher: Metro.co.uk 

The reaction of employers when they have discovered that I experience schizoaffective disorder has been wide-ranging. 

I have been marched unceremoniously from the premises when I became unwell in an office environment, but I also had a wonderful rare experience with a university HR department who understood the value of employing people from a diverse variety of backgrounds and who talked me through my fear of speaking to a lecture hall full of first year students.

Schizoaffective disorder is very similar to schizophrenia, but you also have mood elements like bipolar disorder.



Committee begins racism study prompted by anti-Islamophobia motion: 'I have never seen such fomented anger' - NATIONAL POST

by Maura Forrest
Originally published: September 18, 2017
Publisher: NationalPost.com 

Members of Parliament of different political stripes have been getting an earful about a controversial anti-Islamophobia motion passed last spring.

On Monday, the House of Commons heritage committee began a study of racism and religious discrimination required by M-103, a motion whose sponsor, Liberal MP Iqra Khalid, received death threats and hate mail after she tabled it in December 2016.  

She’s not the only MP who’s been hearing about it. A number of committee members remarked that they’ve been contacted repeatedly about the issue.



'As a Muslim, as a Canadian, as a woman': writers share first-hand stories - YAHOO NEWS

Originally published: September 18, 2017
Publisher: Yahoo.com 

A group of Canadian Muslim women have come together to create an anthology of first-hand stories exploring the diversity, and intersection, of the Islamic faith and Canadian nationality.

The contributors say that too often, Muslim women are spoken for by others and their own voices are muffled. The new book The Muslimah Who Fell to Earth is an attempt to change that by telling the stories and experiences of 21 women.

Vancouver's Azmina Kassam is one of those "Muslimah" contributors — which is the feminine word for Muslim — and she said that writing down her story was as much a chance to share her experiences as it was to explore her own identity.



Athletes and Employees Speak Out: Do Your Employment Practices Drop the Ball in Addressing Diversity, Controversial Speech, or Tensions at Work? - NATIONAL LAW REVIEW

by  Karla Turner Anderson 
Originally published: September 17, 2017
Publisher: NatLawReview.com 

With the 2017-18 National Football League (NFL) regular season and National Basketball Association (NBA) pre-season underway, many spectators are excited to don their favorite players’ jerseys and cheer on their teams. Yet in recent years, many fans also find themselves equally entrenched in controversial debates that have little to do with who wins or loses the game.

Rather, these dialogues relate to the frequent media coverage over the alleged “blacklisting” of former San Francisco 49ers quarterback Colin Kaepernick after he took a knee during the national anthem last season to protest police brutality against minorities, related demonstrations held in front of the NFL’s corporate offices, and actions of solidarity on football fields across the country by athletes like Marshawn Lynch and members of the Cleveland Browns virally trending with the hashtag #ImWithKap. Most recently ESPN sports host, Jemele Hill, drew the attention of the White House and placed her own employment in the cross-hairs by stating in a series of tweets that President “Donald Trump is a white supremacist who has largely surrounded himself w/ other white supremacists” and is “unqualified and unfit to president.” and in In response, the White House press secretary called Hill’s statements a “fireable offense.”



How Gen Z will change the workforce - EMPLOYEE BENEFIT ADVISER

by Amanda Eisenberg
Originally published: September 18, 2017
Publisher: EmployeeBenefitAdviser.com 

As they begin to enter the workforce, Gen Z is prime for disrupting.

These young workers, who were born 1994 or later, have a completely different approach to diversity, communication, technology and benefits preferences than the previous generations, and will expect their companies to keep up with their needs, said Jim Link, chief human resources officer at Randstad North America, a recruitment and employment agency for temporary and permanent staffing.

“They’re going to be welcoming us into a whole new world of the workforce,” he said Monday at EBA's Workplace Benefits Summit in Boca Raton, Fla.

Younger employees, for the first time, care more about workplace flexibility than healthcare benefits, he said, which means the benefit will become all the more important. They also will likely push continuation of student loan repayment benefits; both millennials and Gen Z are concerned by loans, particularly because college tuition has increased by more than 1,000%, Link said.



Just 23% of investment managers are female, Diversity Project finds - PROFESSIONAL PENSIONS

by James Phillips 
Originally published: September 19, 2017
Publisher: ProfessionalPensions.com 

Over three-quarters of investment managers are male, while over four in ten are white British, according to research by the Diversity Project.

Only 1% recorded themselves as Black, African, Caribbean or Black British, while just under one in twenty (4%) reported a disability, compared to 3% and 11% of the respective population as a whole.

The stark figures were revealed in the Diversity Project's benchmarking study, published 18 September, which surveyed 650 asset managers from 24 firms with more than £2.2trn of assets under management (AuM).



Only 2% of EY’s intern class says diversity is a key factor in choosing an employer - QUARTZ

by Oliver Staley 
Originally published: September 19, 2017
Publisher: Qz.com 

Millennials, the conventional wisdom holds, value diversity and seek it out when applying for jobs.

Or maybe not.

In a July survey, just 2% of interns at EY—the accounting and consulting firm formerly called Ernst & Young—said they prioritized a company’s reputation for diversity and inclusion when looking for an employer. It trailed other factors like opportunities for growth and advancement, selected by 84%; flexibility (59%); and parental leave benefits (16%).


5 Ways You Can Create a More Inclusive Workplace Immediately -- and Why You Should - ENTREPRENEUR

by Frans Johansson 
Originally published: September 18, 2017
Publisher: Entreprenur.com 

Between President Donald Trump, Uber and Google, diversity and inclusion issues have dominated the headlines recently. In response, companies like Facebook, Lyft and Netflix have released their diversity numbers -- though what exactly these companywide figures mean is still very much a guessing game. As many as 150 CEOs from some of the largest companies in the U.S. have publicly committed to diversity and inclusion efforts, pledging to "foster more open discussion about race and gender in the workplace." Hiring, compensation and promotion practices are under fierce scrutiny, and many companies are scrambling to get ahead of the issues before they become tomorrow's headline.

In all of this, gender and race have become the defining and, in some cases, divisive factors for diversity. Of course, these factors do matter; gender and race do shape how one thinks, in addition to their experience, background, expertise, education, hobbies and interests, etc. Some factors are more obvious than others, so hiring practices skew toward what's discernible. But, the fact is that diversity is little more than a checkbox without an inclusive culture.



Silicon Valley's Ellen Pao Tackles Sex Discrimination, Workplace Diversity In Memoir - NPR

by MARY LOUISE KELLY
Originally published: September 19, 2017
Publisher: NPR.org

It was the lawsuit that rocked Silicon Valley.

In 2012, tech investor Ellen Pao sued her employer, the venture capital firm Kleiner Perkins Caufield and Byers, for gender bias. She accused her bosses of not promoting her because she was a woman — and then retaliating against her when she complained.

Pao lost the suit and eventually dropped her appeal in 2015, but the legal battle garnered national attention, prompting a closer look at gender diversity and inclusivity in the tech industry.

In her new memoir Reset: My Fight for Inclusion and Lasting Change, Pao dives into the lawsuit that thrust her into the national spotlight and the workplace discrimination that prompted it.




Tuesday, September 19, 2017

Emmys: How to Get Away With the Bare Minimum of Diversity - DAILY BEAST

by
Originally published:  September 18, 2017
Publisher: DailyBeast.com 


Sunday morning, hours before this year’s Emmys ceremony, Being Mary Jane actress Gabrielle Union tweeted: “I’ve been doing TV since 1995. This will be my 1st time going to the Emmys & I’m presenting an award! 22 yrs later. #OvernightSuccess.”

The actress’ first credited appearance was in an episode of Saved by the Bell: The New Class and while that might not be the type of show that garners you an Emmys invite, it’s surprising that in 22 years as a successful actress Union hasn’t even been at the ceremony. But then again, she’s a black woman in Hollywood, so it’s not really surprising, is it?

This moment for Union comes two years after Viola Davis gave her a shoutout in her historic win as the first black woman to win a best actress in a drama Emmy. Awarded a statue for her role in How to Get Away With Murder, Davis who traded in roles like the one in The Help where she played a maid, Davis put her community to task for its lack of inclusion. “In my mind, I see a line. And over that line, I see green fields and lovely flowers and beautiful white women with their arms stretched out to me, over that line.  


Survey finds Canadians worry about rise of racism - BREAKFAST TELEVISION TORONTO

Originally published: September 18, 2017
Publisher: BTToronto.ca

A survey suggests Canadians have a generally positive impression of Muslims but that view doesn’t apply to some of the religion’s leadership and beliefs.

The poll, commissioned by Think for Actions and Insights Matter, found 78 per cent of Canadians agreed Muslims should adopt Canadian customs and values but maintain their religious and cultural practices. Some 88 per cent of those surveyed said Muslims should be treated no differently than any other Canadian.

But 72 per cent of respondents also believed there has been an increasing climate of hatred and fear towards Muslims in Canada and that it will get worse.



One Billion People Have A Disability - Why Aren’t We Supporting Them? - HUFFINGTONPOST

by Adam Bradford 
Originally published: September 15, 2017
Publisher: Huffingtonpost.co.uk 

There are one billion people in the world with disabilities, in fact more than one billion. We need to have a conversation about disability which is progressive and forward-thinking.

As a person diagnosed with Asperger Syndrome, a form of autism, I am still astonished at how there are so many problems of discrimination and lack of access to opportunity. My diagnosis came after having difficulties getting on at school. I wouldn’t say that I felt different, but certainly knew that I wasn’t like everyone else. 

Nobody is having the conversation, which is so sadly lacking in today’s society. That a disability does not need to be seen as an inability. I find it interesting that much of the time, it is up to people with disabilities themselves to advocate and make the difference they need in their own lives. I had to - I had no choice but to work hard, put this new ‘Autism’ label behind me and power on through my studies and carry on with my life. 




Group devoted to advancement of women in workplace defends appointing a man as chair - CBC

Originally published: September 15, 2017
Publisher: CBC.ca

The Canadian division of an organization that advocates for the advancement of women in the workplace is defending its decision to pick a male executive again to be the chair of its advisory board, a move some are calling a missed opportunity.

Catalyst Canada recently named Victor Dodig, the chief executive officer of CIBC, to the post. Dodig takes over from another male bank executive — Bill Downe — who is retiring from his post as CEO of the Bank of Montreal and has stepped down from his role at Catalyst. Downe was chair of Catalyst's advisory board for four years.

'Not a women's issue'

Tanya van Biesen, the executive director of Catalyst Canada, said Friday that her objective since she joined the organization has been to change the conversation on how women advance in the workplace.


Case study: How 3M is accelerating women in leadership - HUMAN RESOURCES ONLINE

by Joan Wong 
Originally published: September 18, 2017
Publisher: HumanResourcesOnline.net

At 3M, we are a collaborative, diverse group of people whose ideas transform the future. The way we look at it, a diverse, global workforce – people with different experience, ethnicity, age, gender, personalities, styles, and ways of thinking – is a competitive advantage that is key to innovation.

Over the years, we have successfully fostered a culture of inclusion for innovation and growth. It drives us forward – enabling us to develop a never-ending stream of powerful technologies and solutions that solve some of the world’s biggest challenges while improving lives.

At 3M Singapore, we believe that diversity spurs innovation and drives growth. It brings different perspectives to the table, while helping us better serve our customers around the world. As we appoint our best women to top leadership positions, we are creating an even more diverse and inclusive culture where all our people can succeed.


To Create Gender Equality, Companies Must Open Up About Failure - TIME

by Blake Irving 
Originally published: September 15, 2017
Publisher: Time.com 


I’m a firm believer that companies with global scale have an unparalleled opportunity to affect real, positive change on major issues, if we operate with a purpose that extends beyond profit. That doesn’t mean we quit pursuing growth. If anything, infusing a meaningful purpose into the business in our social age makes it more likely that the business will be incredibly successful. Today, there’s a hand-in-glove relationship between building a business that does good and building a good business. To have a purpose-driven business, you have to code that purpose into its cultural DNA.

Consider gender balance and pay equity for women in the workplace. It’s a problem that extends far beyond any business’s walls, but is also contained within them. And it won’t change without bold and consistent leadership. Change begins by looking inward.

In many ways it’s odd that, for instance, the tech industry has struggled for so long with so little progress to show for its effort. It’s beyond any doubt now that diverse teams are more thoughtful, more innovative, and better at processing information than homogeneous ones are. That alone should make everyone in tech who’s looking for a competitive edge work overtime to build diverse teams. When you compare those facts with trends in the tech industry, it becomes obvious there’s still a serious disconnect.


How America’s Companies are Working for (and Against) LGBTQ+ Rights - THE PRIDE LA

by HENRY GIARDINA
Originally published: September 17, 2017
Publisher: ThePrideLA.com 

Being out and LGBTQ+ in the workforce can present a fair share of slippery issues – and that’s just if you’re trying to get a job and keep it. Try to bring more inclusive attitudes and policies into the workforce and you’re facing a whole new battle. When it comes to knowing how labor works, most Americans are woefully under-informed. Sure, we know some of the companies that treat workers well (Goldman Sachs, Intuit, AT&T, and many tech sector corporations that partner often with LGBTQ+ organizations) and others that aren’t quite up to snuff (WalMart, Blue Apron, and other million-dollar food warehouses.) But how much do we know about the actual data when it comes to being queer in the workplace? Many out LGBTQ+ employees enter a job only to be unceremoniously exited out in a few years with minimal benefits and a few cold words about the company being “Christian” or “Family-focused.” Last week, we spoke about Judith Dominguez and her wife Patricia Martinez, whose health coverage was retroactively taken away due to her company’s “Christian” ethics. Dominguez’s case is more common than most of us might think, especially when it comes to companies that are spread across the middle of the country.

As a community, it’s time we started doing some of the actual research. Luckily, Joshua Levin, Co-founder and CSO of OpenInvest, along with the Human Rights Campaign, has already started doing some of the work.






Muslims in Saskatoon look to counter Islamophobic media portrayals - CBC

by Guy Quenneville
Originally published: September 17, 2017
Publisher: CBC.ca


Hanan Elbardouh answers immediately when I ask her how she defines Islamophobia.

"Fear of Islam," she said.

Elbardouh, a board member of the Islamic Association of Saskatchwan's Saskatoon chapter, was hosting a workshop Saturday focused on helping Muslim community members — as well as non-Muslims and the media — recognize and hit back at negative, Islamophobic depictions of Muslims in the mainstream media.

Fair treatment

She pointed specifically to instances in which the religion of a person reported to have committed a crime is mentioned, and how that reinforces a negative stereotype.



PwC UK pays Blacks, Asians and ethnic minorities 13% less than white colleagues, admits firm - THE INDEPENDENT

by Josie Cox 
Originally published: September 18, 2017
Publisher: TheIndependent.co.uk

Global professional services firm PwC has revealed that it pays its Black, Asian and minority-ethnic staff in the UK almost 13 per cent less than other employees in the country.

In a report on Monday, the company said that it had published the figures in an effort to “shine the spotlight on ethnicity in the workplace and encourage organisations to take action”.

“We need to start looking beyond the narrow lense of gender, otherwise true workplace diversity won’t be achieved,” said Kevin Ellis, chairman and senior partner at PwC.


Monday, September 18, 2017

Supreme Court Asked to Decide If Title VII Covers Sexual Orientation - TLNT

by John Zappe
Originally published: September 15, 2017
Publisher: TLNT.com 

Can employers discriminate against a person on the basis of their sexual orientation?

Until this spring, the answer was yes. For years, federal courts have said that bias against gays and lesbians is not covered by Title VII of the Civil Rights Act. Then, last spring, for the first time in the history of the 1964 law, a federal appeals court extended the protections of Title VII beyond biological identity to include sexual orientation.

As historic as that decision is, it set up a conflict among the 12 regional courts of appeal, which only the U.S. Supreme Court can resolve. Last week, appealing a case out of Georgia, Lambda Legal asked the high court to do just that.



'I was forced into early retirement to avoid a complete burnout' - STARTS AT 60

Originally published: September 14, 2017
Publisher: StartsAt60.com 

As I  walked into my overcrowded workspace, I felt the tears well up once again. I had engaged in a stern conversation with myself to ‘toughen up’ whilst driving to work. I made a hasty detour to the bathroom and had a quiet cry. Quiet because the other stall was occupied. They always are. There was no place at all to go to be by yourself to collect your wits. “It’s going to be alright,” I sternly told myself. Only six hours to go and you can go home. But the quiet, yet insistent little inner voice said “Its only Monday, you have to do this four more times … and then there is next week”. Steeling my resolve, I walked out into the noise and heat. But I knew it was not going to be alright. Something was broken that I could not fix.

I had not been sleeping well, my stomach was in knots all of the time and I cried at the drop of a hat. Every weekend was spent in dread thinking about going in to work. Work? Yes, it was work that was doing it to me. In fact, thinking about working was so depressing because basically I felt like I had come to the end of it. I had three serious chest infections in a row, and then three bladder infections. I was swallowing antibiotics like lollies. My back ached and I couldn’t lift with my left arm. People kept asking me if I was alright, and I didn’t know what to tell them. They could tell I wasn’t and if they were nice to me I would just burst into tears. The only comfort was that some of my colleagues were feeling the same way.




'Cultural sensitivity' to be taught included in new Alberta curriculum - METRO NEWS

by Lucie Edwardson 
Originally published: September 14, 2017
Publisher: Metronews.ca

Alberta’s Education minister said the biggest thing he’s learned—and plans to put in practice—while working on his curriculum overhaul is that it should “reflect the composition of our province.”

Education minister David Eggen launched the six-year overhaul of the province’s curriculum in June 2016, and said the new curriculum will focus on strong numeracy and literacy but will be infused with principles of empathy, justice and equity.

He told Metro during an editorial board Thursday that for the last year he’s been traveling around the province collecting submissions for the new curriculum—some of which is more than 30 years old—from stakeholders including, banks, financial institutions, military historians, veterans and more.


We need a catalyst to increase LGBT representation in business and leadership across the world - CITY AM

by James Southwood 
Originally published: September 14, 2017
Publisher: CityAM.com 

Brace yourself. According to Business Insider, the average person will spend 90,000 hours of their life in the workplace.

That is an awful lot of time, particularly if something integral to you is considered taboo.

The LGBT movement has made a lot of progress in recent years and is gaining acceptance. Equal marriage rights have swept across Europe, most recently with the passing of a historic bill in Germany. However, in the office, LGBT progress is lagging behind. For example, as many as 62 per cent of Generation Y LGBT graduates went back into the closet when they started their first job.



Man named to lead Canadian women’s advisory board . . . again - TORONTO STAR

by Lisa Wright
Originally published: September 14, 2017
Publisher: TheStar.com 

It really is hard for women to break the glass ceiling . . . even at an organization whose mandate is to accomplish that very thing.

For the second time in a row, Catalyst Canada, a non-profit organization that pushes for the advancement of women in the workplace, has appointed a man to chair its advisory board.

The Canadian arm of the 55-year-old global institute promoting gender equity in the boardroom and the executive suite announced Thursday that CIBC chief executive Victor Dodig has replaced former chair Bill Downe, the Bank of Montreal’s CEO, who is retiring from the bank this year and was the Catalyst chairperson.


The ADA’s Interactive Process—Not “One and Done” - LEXOLOGY

by Amy Epstein Gluck 
Originally published: September 14, 2017
Publisher: Lexology.com 

“I provided medical leave for Joe Schmoe [or Sally Jessie]. Aren’t I done? Haven’t I complied with the law?”

Sometimes yes, and sometimes no.

Yesterday, the Equal Employment Opportunity Commission (EEOC), the federal agency that enforces the federal anti-discrimination laws, announced a large (i.e., six figures) monetary settlement against an employer—a large medical center that provides surgical services.

According to the EEOC suit, the medical center provided sick leave to one of its nurses to have surgery. So far, so good. However, right before her leave expired, this nurse requested a reasonable accommodation of an extension of her leave, or to return to work on light duty. Her doctor and physical therapist supported this request. However, her employer refused both additional requests for either accommodation, failed to engage in any interactive process with the nurse to try to reach a solution with her, and terminated her—after 36 years on the job. You can read about the settlement here.


Why so many companies are failing on diversity - HUMAN RESOURCES DIRECTOR

by Adelle Chua
Originally published: September 15, 2017
Publisher: HRDmag.com


Diversity is an issue CEOs must tackle directly and not just delegate to the HR director, said research and survey firm Green Park.

This was among the recommendations it made on the heels of a survey that said eight in 10 minority leaders believe there is institutional prejudice against minorities in the UK workforce, including the organisations they work for.

The survey, called Changing the Face of Tomorrow’s Leaders: Increasing Ethnic Minority Representation in Leadership, also said that while 18% of respondents have personally experienced discrimination in the past two years, 73% believe most workplace prejudice is unconscious.




Black female chair of Ohio State’s engineering department calls it ‘very male, very white’ - THE COLLEGE FIX

by Amanda Tidwell
Originally published: September 15, 2017
Publisher: TheCollegeFix.com 

Dr. Monica Cox, the female, black chair of the Department of Engineering Education at Ohio State University, recently told the campus community that her relationship with her colleagues is adversely impacted simply because they’re mostly white and male.

“You are different. You are an outlier and it’s real,” Cox told The Lantern campus newspaper. “I do feel that because this is the nature of the profession. It’s very male. It’s very white.”

Cox is not wrong; the engineering department at Ohio State is in fact primarily male, just as it is at the majority of higher education institutions across the country.



Not Just Gender: The Best Workplaces for Women Increase Fairness for All Employees - BUSINESS INSIDER

Originally published: September 15, 2017
Publisher: BusinessInsider.com 

Global research and consulting firm Great Place to Work® and FORTUNE have announced their annual ranking of the country's Best Workplaces for Women. Employee survey results from the winners showed that companies where women are thriving also tend to offer better workplace experiences for all employees.

The Top 10 Workplaces for Women:

  1. Texas Health Resources
  2. Ultimate Software
  3. Edward Jones
  4. Marriott International
  5. Cooley LLP
  6. Pinnacle Financial Partners
  7. Wegmans Food Markets
  8. Navy Federal Credit Union 
  9. Intuit
  10. Delta Airlines 


Friday, September 15, 2017

How to Get Men Involved with Gender Parity Initiatives - HARVARD BUSINESS REVIEW

by Elad N. Sherf and Subra Tangirala
Originally published: September 13, 2017
Publisher: HBR.org

Gender inequality in the workplace is still commonplace, and leaders face considerable challenges when seeking to institute a more gender-equitable company culture. They find it difficult to systematically hold managers accountable for gender-parity goals, to implement unbiased performance management systems, and to modify the way in which talent is sourced.

Research on organizational change suggests that the success of any change effort requires the involvement of employees. When employees actively participate in the formulation and implementation of change programs, they are more likely to support them and less likely to resist them.

But when it comes to change programs aimed at increasing gender parity, diversity officers struggle to engage men, who often constitute the majority in organizations and hold more positions of power and influence. In fact, men frequently stay on the sidelines and avoid speaking up about programs aimed at creating gender parity. So, such change programs often become labeled as “women’s issues” within organizations and fail to resonate with internal stakeholders.