Friday, December 22, 2017

Happy Holidays from Diversity Now! and Global Learning!

Happiest of holidays from all of us here at 
Diversity Now! and The Global Learning Group of Companies. 

We greatly appreciate your staying connected with us, as we continue to provide you with access to news and media all dedicated to diversity and inclusion in our workplaces and communities. 

Have a happy and safe holiday, and we'll see you on January 8, 2018!

Until then, learn more about us by visiting: 

How to Change Organizational Mindset Via the “Power of One” - HUFFINGTONPOST

by Rebecca Shambaugh 
Originally published: December 20, 2017

There’s a new ROI for inclusion and belongingness, which I’ve termed the “Power of One.” In my last post, I shared some facts that reveal the high level of disruptive change in our organizations today is finally leading to the emergence of a new culture, where traditionally silent individuals and groups are starting to use their voices. With the balance shifting from polarization to integration in some companies, I again challenge leaders to ask themselves: how can we expect support for gender balance and diversity across our organizations if employees lack a basic sense of common purpose and connectedness? SHAMBAUGH has identified several strategies that point to what needs to happen to change the organizational conversation and mindset, which I’ll be sharing with you over the next few posts. Let’s begin with the first two strategies:

Be a bold, disruptive leader. No matter how comfortable we may feel reiterating the standard PR pitch about diversity, we can’t wait any longer to disrupt the traditional narrative around diversity, gender equality, and inclusion. Each time an organization waves their flag and promotes their latest “advertisement” about diversity training or a “women’s initiative,” it adds to the rapidly expanding level of diversity fatigue, which contributes to the current lack of progress on gender balance and inclusion. It takes courage to be a bold leader, but it’s essential to disrupt the old narrative and join the swelling ranks of organizations worldwide that are waking up to the fact that the old numbers game—based on metrics to achieve quotas for certain employee demographics—is just a numbers game and not sustainable.

As Diversity Improves at Yale, SCOTUS Clerks Still Mostly White Men - LAW

by Robert Storace
Originally published: December 20, 2017

Yale Law School is punching above its weight in terms of the number of students who clerk at the U.S. Supreme Court, but the university is also reflective of a stubborn trend: Most of its clerks are disproportionately white men.

Efforts to improve diversity at Yale have led to 53 percent of the class of 2020 being women, and 48 percent being students of color. Despite that diversity, 86 percent of Yale’s Supreme Court clerks since 2005, or 102, have been white men. Yale is second in the number of clerks sent since 2005, with 119. That’s four less than Harvard University, which is three times bigger.

But Yale is not alone when looking at the lack of diversity. Roughly 85 percent of all U.S. Supreme Court clerks have been white, according to research conducted by the National Law Journal. Male clerks outnumber females 2-1, even though women make up a majority of law school students.

Three Recommendations To Help Solve Tech's Diversity Problem - FORBES

by Stephanie Bravo
Originally published: December 19, 2017

From human resources to the executive suite, tech leaders have often decried that they can’t find qualified candidates from diverse backgrounds. They will often cite the “pipeline” as the problem, shifting responsibility to colleges and universities for not graduating enough STEM students to fill their open positions. Their argument is partially true, since most colleges do not recruit and graduate enough students in STEM to keep up with employer demand, and they are not the primary institutions of higher education and learning. However, with nearly 2.5 billion users on social media worldwide and over a billion people using Google search, tech companies are in fact “educating” the masses.

If trends of past years continue, and if the future plans of tech giants like Facebook and Google are any indication, over one billion new people of different backgrounds are poised to come online in the next few years. To make products and services attractive and accessible to this diverse new user base, companies must traverse vastly different cultures, communications and computer literacy levels. Many of these emerging markets for technology consumption are not just in developing countries; they also include untapped segments of the U.S. market — predominantly in communities of color.


What It's Like To Be Trans At Work: "I Didn't See A Future" - REFINERY 29

by Judith Ohikuare
Originally published: December 20, 2017

Being able to work, and work well, requires a fair amount of stability that can be easy to overlook. For many marginalized groups, including workers with disabilities, for example, or LGBT workers, holding down a job isn't a simple matter of applying and then starting.

What must be taken into account are vast levels of bureaucracy — federal, state, municipal — organizational infrastructure (from facilities to employee regulations), and the general work environment. With so many factors into play, it can feel like society isn't changing fast enough for the people who need change most.

Last year, a groundbreaking survey by the National Center for Transgender Equality (NCTE), of more than 27,000 trans people in the United States painted a distressing portrait.

How to deal with workplace discrimination before it gets to court - TG DAILY

by M. Saran
Originally published: December 20, 2017

It could come in the form of color. Happen as a result of nationality. Or comes in the form of sexual harassment. Discrimination at the workplace comes in different forms. Though you might want to live a quiet life both at home and at the workplace, discrimination, sometimes, becomes unavoidable. The best solution is to face it head on and find amicable solutions to it once and for all. Before you take the case to court, maybe you might want to tray some workplace solutions. Here's how to go about it.

Your work environment – friends or co-workers

Of course, you might be discriminated against in several ways. But is that the case with any other person in your organization? If so, then the issue can be solved collectively. But if you realize that you are the only one facing such an issue, it's good to talk to your trusted friends or co-workers and find out how best you can put issues to rest. Also, try to let your friends look out for you and identify some form of discrimination against you as well. That could serve as evidence when things escalate to a court level.

Sexual Harassment In The Workplace In A #MeToo World - FORBES

by Nicole Smartt 
Originally published: December 20, 2017

Matt Lauer, Harvey Weinstein, Kevin Spacey, Al Franken, Louis C.K. and George Takei. By now, we all know they have something in common — they have each been accused of inappropriate sexual behavior.

So prevalent has this trend become that it’s been immortalized as a hashtag #MeToo, which spread virally to denounce sexual assault and harassment. Alyssa Milano encouraged women to tweet it to publicize their experiences, and boy did they. On Twitter, #MeToo was used more than 500,000 times by October 16, and on Facebook, it was used in 12 million posts during the first 24 hours.

Supreme Court of Canada Expands Workplace Discrimination Protection to Cover Non-Employees - LEXOLOGY

by Jennifer Bernardo 
Originally published: December 19, 2017

As stories of workplace harassment and discrimination permeate the news and social media accounts, the Supreme Court of Canada (“SCC”) has expanded the scope of provincial human rights legislation to impose liability on co-workers – even when those co-workers have different employers. In British Columbia Human Rights Tribunal v. Schrenk, 2017 SCC 62 (“Schrenk”), the majority of the SCC advocated for a broad contextual approach to determining whether discriminatory conduct is subject to penalties under British Columbia’s Human Rights Code (the “Code”). The Schrenk decision illustrates a growing legal and social awareness of the seriousness of workplace discrimination and a desire to eliminate any sense of impunity for perpetrators. For employers, the decision heralds a new stage in the movement against workplace discrimination, in which employers may be expected to work together to address potential human rights violations.

#YouToo: What tech should do right now to combat sexual harassment - VENTURE BEAT

Originally published: December 20, 2017

The tech industry has recently been dogged by public allegations of sexual harassment. But as a hotbed for innovation and challenging the status quo, tech companies are in a unique position to lead the charge toward eradicating harassment from our workplaces. Here’s how.

Go above and beyond the complex legal definition

Applicable laws provide rather complicated and involved standards for what constitutes harassment. Go beyond the laws. In other words, adopt an anti-harassment policy that is stricter and simpler to understand than the law. This will send the message to your workforce that your company has zero tolerance for conduct that is even close to the line. It will also make it easier for your workforce to understand the rules that apply to them. And, it will enable your company to address problematic conduct as a policy violation before it becomes a legal violation.

Thursday, December 21, 2017

Financial sector strongest with women in C-suite positions - CIO DIVE

by Samantha Ann Schwartz
Originally published: December 19, 2017

Dive Brief:

  • Altogether, only 23% of C-suite officials in the U.S. are women, a slight decrease from 24% in 2016, according to a Korn Ferry report of 1,000 companies across various industries.
  • Only 16% of CIOs in the U.S. are women, emphasizing the undiversified nature of the tech workforce. However, "women CIOs rank just as competitive as their male counterparts on key competencies," said Craig Stephenson, managing director for Korn Ferry. About 26% of the financial industry's CIOs are women, the highest of any industry.
  • A mere 11% of CFOs are women, but Chief Human Resources Officer (CHRO) saw the most gender equity with 55% being women. Again, the financial industry had the highest percentage of women in CFO and CHRO roles. 

#WomenOnBoards: Male-to-female sponsorship 'in real danger' post-Weinstein - METRONEWS CANADA

by Tara Deschamps
Originally published: December 19, 2017

In the decades Kristina Clearly has spent climbing the corporate ladder, she’s worked on dozens of high-stakes projects, switched jobs several times and landed a number of promotions.

But there's one thing that’s been a constant: support from Ceridian’s CEO, David Ossip.

“I met David back in 2000, and he has been a sponsor to me all these years,” says Clearly, now the tech company's executive vice-president and chief marketing officer. “By being sponsored, you have a feeling of empowerment. You are more confident as a leader.”

Stanford sociologist pilots new method to reduce gender inequality at work - STANFORD UNIVERSITY

by Alex Shaskevich 
Originally published: December 19, 2017

At a time when many companies are feeling pressured to report on and improve gender inequality within the workforce, a Stanford sociologist is finding success with a new method for reducing the kind of bias that leads to these inequalities.

In a recently published paper in Gender & Society, Shelley Correll, director of the Clayman Institute for Gender Research, explains the method, which she and her team piloted and found successful while working with several technology companies over the last three years.

The method, which Correll dubs “a small wins model,” focuses on educating managers and workers about bias, diagnosing where gender bias could enter their company’s hiring, promotion or other evaluation practices and working with the company’s leaders to develop tools that help measurably reduce bias and inequality.

Leaders admit to worrying recruitment bias - HUMAN RESOURCES DIRECTOR

by Nicola Middlemiss
Originally published: December 20, 2017

A new survey is casting light on widespread and worrying recruitment bias after many bosses admit to hiring people who are similar to themselves.

According to research commissioned by The Open University, three in ten (29 per cent) senior managers admit they hire people just like them.

Understandably, the results have raised concerns about diversity.

Why retraining older workers will edge out competitors - HUMAN RESOURCES DIRECTOR

by Adelle Chua 
Originally published: December 19, 2017

A new report by PricewaterhouseCoopers says the Canadian economy can benefit by as much as $65billion if companies offered additional training and flexible working options to its older workforce.

“These would help them want to stay in the workforce longer,” said Karen forward, a partner with PwC Canada.

Seventy-four per cent of Canada’s older workers would be willing to learn new skills to continue working, 47% of Canadian workers aged 50-75 would continue to work if they could do so part time, and 35% of that demographic would continue to work if they could do so from home.

How 2017 has impacted diversity and inclusion in SMEs - REAL BUSINESS

by Stephen Frost
Originally published: December 20, 2017

The reality is that everyone has a gender, a race, a sexuality and this year has raised profound questions for all of us as we think about our identity in the workplace.

The topic of diversity and inclusion has generated some of the biggest news headlines around the world in 2017 – from Muslims being banned from entering the US to gay marriages referendums in Australia. These events inevitably spark controversy and debate, yet people running small businesses can often question how and why diversity and inclusion really affects them.

The reality is that everyone has a gender, a race, a sexuality and this year has raised profound questions for all of us as we think about our identity in the workplace. It is only by actively working to inclusive that we can enable them to bring their whole selves to work, and we know that people are not only happier and healthier when they can truly be themselves, but they also perform better.

Equal opportunity for men and women: where do we start? - THE HR DIRECTOR

Originally published: December 20, 2017

In recent years businesses have made a lot of progress in closing the gender gap. Women now account for about 40 per cent of the total global workforce and are taking more leadership positions. There are also far less limitations on the type of job that women can have.

This progress is positive, but there’s still a long way to go to close the gender gap for good. A report by the World Economic Forum found that the global progress in levelling the gender playing field has stalled since 2013. In fact, the UK now comes 15th in a global ranking of four areas that include education, health, the workplace and political representation – a drop from 9th place in 2006.

This isn’t just an issue for women, but for businesses as a whole. Research shows that companies with the highest gender diversity see a higher return on equity and a stronger stock price growth compared to the industry average. So, what can businesses do to provide equal opportunities for both men and women to thrive in the workplace?

Sexual harassment in the workplace? Not according to Canadian male executives surveyed - CBC

by Anna Maria Tremonti 
Originally published: December 19, 2017

Sexual harassment isn't a problem in the workplace, according to a large majority of Canadian male executives surveyed.

"I think either the executives are suffering from some kind of wilful ignorance," said Jennifer Berdahl, a professor at the UBC Sauder School of Business.

"Or they're not listening to their employees, or not paying attention to what's happening in their organizations, or they don't consider it a problem."

3 Simple Ways for Women to Rethink Office Politics and Wield More Influence at Work - HARVARD BUSINESS REVIEW

by Kathryn Heath 
Originally published: December 18, 2017

Men and women don’t look at office politics and power dynamics the same way. That’s what my consulting partners and I recently found when we surveyed 134 senior executives in large organizations and conducted follow-up interviews with 44 of them. There’s no right or wrong here, but the discrepancies help explain why women assert themselves differently.

We found that men tend to talk about “competition” when they describe office politics, using language like “the tools people use to win at work,” whereas women are more likely to cast it as “a natural part of influencing” and emphasize the ability to shape “ideas and agendas.” Similarly, women and men report having differing objectives in the political situations they face at work. Men use words like “achieving results,” and women — again and again — talk about “influencing others.”

Wednesday, December 20, 2017

The Four Simple Ways Millennials Can Break The 'Too Busy' Syndrome - FORBES

by Kate Hayes
Originally published: December 19, 2017

Millennials work long hours, launch side hustles, and manage busy social lives, all while hoping to maintain a work/life balance and prioritize self-care. As calendars fill up and to-do lists never end, it can be hard to take a step back and think about becoming more productive. It is even harder to figure out how to create space for the things that matter most. Instead of being stuck in the mindset of being busy all the time, millennials must think about how to move the needle on the projects and goals that are most important and impactful while managing the mundane daily tasks that need to get done. The keys to being more productive are straightforward—start with these four simple steps.

Don’t Let 2018 Be Business As Usual: How To Fight Discrimination & Harassment At Work - REFINERY 29

by Nicole Page 
Originally published: December 19, 2017
Publisher: Refinery29, 2017

I think about sexual discrimination and harassment a lot. As an attorney handling cases involving discrimination and harassment, I don’t have much of a choice. I see these cases day after day, often living them moment by moment with the women I represent, and through that experience, I have learned some things I believe to be worth sharing.

I have the great, good fortune to be a partner at a firm where there is gender parity, but I am well aware that the vast majority of working women not only face a glass ceiling, but are cut and undercut by multiple shards of glass before they even approach the top. One thing we see over and over again is women who, by any objective measure, are top producers and business generators routinely being overlooked for raises, promotions and bonuses. Instead of being rewarded for their work and loyalty to their companies, they are excluded from golf outings and not invited to important client meetings. There are many examples of companies where the preference has been to protect and promote unqualified men rather than make any effort to retain women who out-perform them.

Public radio’s #MeToo problem: Harassment claims cloud NYC’s flagship station - SALON

by Ben Hennelly
Originally published: December 19, 2017

It is widely understood that sexual harassment in the workplace is about men disrespecting women. What is not fully appreciated or acknowledged is the connection between that dynamic and the longstanding economic exploitation of women. While we abolished slavery, the historic and persistent underpayment and even nonpayment of female labor endures to this day.

This is a massive hidden subsidy that helps fund the overcompensation at the top for so many corporate executives, along with the profits for many companies.

It’s helpful that the raging debate over workplace sexual harassment was sparked in the media complex by the Harvey Weinstein case, because it is through that complex that we reflect on ourselves and our times. That story set off a blaze of truth-telling that shows no sign of dying down. NBC, CBS, PBS and even NPR have all been burned, with major personalities and top executives being shown the door for crossing certain boundaries.

Survey: 4 in 10 American women say they’ve experienced gender discrimination in the office - THE LADDERS

by Jane Burnette 
Originally published: December 19, 2017

A new Pew Research Center survey finds that 42% of working women and 22% of working men say they’ve experienced gender discrimination at work.

The research also probed respondents about sexual harassment at work, with 22% of women and 7% of men saying they’ve experienced it.

The survey was carried out by GfK’s Knowledge Panel this past summer, before the recent sexual assault scandals that have recently dominated the news.

Gender Stereotypes Now Serve as a Basis for Sex Discrimination Claim under the MHRA - LEXOLOGY

by Melesa Johnson 
Originally published: December 18, 2017

Despite an uptick in advocacy, support, and inclusion of the LGTBQ community over the past several decades, as of today, discrimination based on sexual orientation remains an invalid claim under the Missouri Human Rights Act (“MHRA”). However, in a recent decision by the Western District of the Missouri Court of Appeals, disparate treatment of a gay male employee because he did not conform to traditional or stereotypical notions of masculinity warranted a claim of sex discrimination; which is a cognizable claim under the MHRA.

In Lampley, et al. v. Missouri Commission on Human Rights, plaintiff Lampley alleged that his employer discriminated against him based on sex because his behavior and appearance deviated from the stereotypes of “maleness” held by his employer and managers. Lampley claimed the stereotypes surrounding masculinity encouraged his employer to harass him and treat him differently from similarly situated employees who conformed to gender stereotypes. Subsequently, a close friend and co-worker of Lampley’s named Frost also filed charges with the alleging retaliation based on her close association and support of Lampley. The two employees “dual-filed” their charges of discrimination with both the EEOC and the Missouri Commission on Human Rights. The MCHR dismissed the state administrative proceedings, stating it lacked jurisdiction over the claims because they were based on sexual orientation. Both complainants then petitioned the trial court for administrative review arguing that sex, and not sexual orientation, serves as the basis of their claims. The trial court consolidated the cases and granted summary judgement in favor of the MCHR.

Trailblazer Anita Hill Now Fighting Sxual Harassmetn in Hollywood - BLACK ENTERPRISE

by Alisa Gumb 
Originally published: December 18, 2017

Hollywood execs are taking the rampant problem of sexual harassment into their own hands, founding and funding a commission to explore solutions and naming Anita Hill as the chair.

The Commission on Sexual Harassment and Advancing Equality in the Workplace was established Friday, with support from the heads of some of the country’s largest entertainment companies.

“Following widespread revelations of pervasive sexual harassment and assault in the media and entertainment industries, executives, independent experts, and advisors have come together in a unanimous effort to tackle the broad culture of abuse and power disparity,” said a statement.

Diversity must be the driver of artificial intelligence - THE GLOBE AND MAIL

by Kriti Sharma
Originally published: December 18, 2017

The question over what to do about biases and inequalities in the technology industry is not a new one. The number of women working in science, technology, engineering and mathematics (STEM) fields has always been disproportionately less than men. What may be more perplexing is, why is it getting worse?

It's 2017, and yet according to the American Association of University Women (AAUW) in a review of more than 380 studies from academic journals, corporations, and government sources, there is a major employment gap for women in computing and engineering.

North America, as home to leading centres of innovation and technology, is one of the worst offenders. A report from the Equal Employment Opportunity Commission (EEOC) found "the high-tech industry employed far fewer African-Americans, Hispanics, and women, relative to Caucasians, Asian-Americans, and men."

Tips for Addressing and Investigating Sexual Harassment Allegations in the Workplace in Light of the #MeToo Movement - LEXOLOGY

by Renee Manson
Originally published: December 18, 2017

Q. There is a lot of conversation in the national media about the #MeToo movement. How do I ensure that my employees are treating each other properly?

A. In October of 2017, the two-word hashtag,“#MeToo,” created a social media movement amongst women and men who have experienced sexual harassment. The hashtag was an attempt to educate society about the prevalence of sexual harassment. As a result of the movement, men and women all over the world have been reporting inappropriate behavior in the workplace. Thus, employers need to be ready for the impact of the MeToo movement and make sure that they have the appropriate policies and procedures in place to effectively address harassment complaints.

Why mental health should factor in every business decision - MANAGEMENT TODAY

by Alison Webb
Originally published: December 19, 2017

The NHS recently revealed that more than five million people are signed off work every year due to mental health issues, such as anxiety and depression. Similarly, a report commissioned by the UK's PM Theresa May found that one in every seven workers has a symptom of a mental health condition and that an estimated 300,000 people lose their jobs due to mental health issues every year.

The average working Brit will spend a third of their week in the office, and in some cases much more. That’s a significant chunk of our life and so it's crucial that working environments are set up to support the physical and mental health of employees and positively influence their quality of life.

I’ve been thrilled to see the stigma around mental health starting to clear. As a society, we're becoming much more conscientious and understanding of mental health issues. So it's time for employers to lead and set the agenda around mental health at work, by redefining the role of the physical workplace.

Tuesday, December 19, 2017

Appealing to employees with a disability - HR NEWS

by Chris Jay 
Originally published: December 18, 2017

Many organisations are getting wise to that fact that offering an inclusive workplace enables them to tap into a vast talent pool of potential employees. However, there is more to being an inclusive employer than simply following legislation.

Raising awareness of disability

Whilst many employers do their best to make reasonable workplace adjustments, staff perception and awareness of disability in the workplace is equally as important- but commonly neglected. The truth is, even if a business provides the most inclusive working environment available-  these adjustments are worthless if your existing team lacks an inclusive mind-set.

Government publishes Action Plan to improve diversity in public appointments - DIGINOMICA

by Derek du Preez 
Originally published: December 18, 2017

As we have noted time and time again, diversity shouldn’t be perceived as some liberal agenda that government is trying to pander to. It’s important to ensure that citizens benefit from policy and receive services that reflect their needs. Inclusive and balanced thinking enables delivery that reflects society as a whole.

However, more needs to be done. Late last week the government published its Action Plan to improve diversity in public appointments – it didn’t receive much media attention, likely because of the Brexit chaos that was taking place, but it’s an important document that lays out significant ambitions for the future.

It notes that gender equality in public appointments has improved over the past two years, as has appointments from different ethnic backgrounds, but more still needs to be done. The document also sets out a plan for the future, laying out a number of priorities.

To provide leadership in workplace-harassment reckoning, Canada’s executives must be informed - THE GLOBE AND MAIL

Originally published: December 18, 2017

The media has been chronicling the dramatic downfall of powerful men who committed sexual harassment and assault in the workplace. To be a watershed moment, media attention shouldn't be about a dozen or so high-profile men; it should be about the millions of women who experience sexual harassment in the workplace. This is not the problem of a dozen men, this is a problem for millions of women.

At the very least, two elements are needed to make this a watershed moment. First, to recognize that being sexually harassed in the workplace is a common experience among women, and second, to encourage the reporting of harassment and assault when it happens.

Sexual harassment isn't rare. In 2014, an Angus Reid Institute study found that 43 per cent of Canadian women experienced sexual harassment in their career, compared with 12 per cent of men. If you have two daughters, you should expect one to be sexually harassed in her career – and likely more than once. That is the reality for women in Canada's workplaces.

Four Steps To Motivating A Multigenerational Workforce - FORBES

by Santiago Jaramillo
Originally published: December 18, 217

Disengaged workers cost the U.S. between $450 and $550 billion in lost productivity each year, and it’s up to business leaders to pinpoint and understand the workforce issues that are to blame. What’s getting between employees and their drive to stay actively engaged with their work?

For the first time in history, up to five generations of Americans are working side by side. The increasingly multigenerational workforce requires new, creative strategies and leadership by example from company executives. But there's still one problem: Different generations are motivated by different things, and a lack of motivation and a lack of engagement go hand-in-hand.

Leaders, Time To Speak Up On Sexual Harassment - FORBES

by Nicole Coomber 
Originally published: December 15, 2017

The tidal wave of sexual harassment claims is crashing on the shores of all of our organizations. In disparate industries such as film, academia, restaurants, politics, news organizations and startups, women — and some men — are coming forward to share their stories of harassment and abuse. No industry is immune; the damage is widespread and has infiltrated American culture as a whole.

I teach business students about leadership, and lately, we’ve been enhancing our content on ethics. The reason why is obvious. Sexual harassment scandals are one ethical scandal, but pay equity debates, accounting fraud and racism and discrimination in the workplace have also made news as organizational life has become more transparent.

I teach my students that if organizations want to promote better ethical standards, a natural starting point is their leaders. A leader’s words and actions have a significant effect on their followers. When a leader does or says something in a certain way, they open up the possibility for followers to behave in the same manner.

How Women In Leadership Are Doing Power Differently, And Why They Must - FORBES

by Kathy Caprino 
Originally published: December 15, 2017

This October, the Omega Women’s Leadership Center held its biennial Women & Power Retreat, focused on helping women #DoPowerDifferently. This year’s retreat brought together a diverse group of change leaders to explore themes such as turning pain into power, cultivating personal resilience, taking action in the face of adversity, and advocating for equality, justice, and healing.

Interested in what findings and insights emerged from this year’s retreat, I caught up with Carla Goldstein, who serves as Omega Institute’s chief external affairs officer connecting Omega to change-making efforts around the world. A pioneer in women’s leadership with 25 years of public policy experience, Carla is also co-founder of the Omega Women's Leadership Center, a hub for convening, inspiring, and training women to “do power differently.”

Five Workplace Issues We’ll Be Talking About In 2018 - FASTCOMPANY

by Lydia Dishman
Originally published: December 18, 2017

We thought 2016 was a year of turning points. But we had no idea how 2017 would shape up to hold far more moments that affected the workplace, from the current administration’s changing positions on labor policy issues, to whistleblowers sounding the alarm on sexism, racism, and other unfair practices, to the shifting demographics of the workforce itself with the first members of gen Z making their entry into full-time employment.

Here is a look at some of the more significant trends that will continue to dominate the conversation around work in 2018.

Sexual harassment in funds industry climbs - MONEY MARKETING

by Jessica Tasman-Jones
Originally published: December 18, 2017

Almost a third of women in the asset management industry have experienced sexual harassment in the workplace, according to a new survey, as Fidelity and the Worldwide Healthcare Trust dismiss fund managers due to inappropriate behaviour.

A global survey by the Financial Times reveals 32 per cent of women working in asset management have experienced workplace sexual harassment, up from 20 per cent in 2014 and 25 per cent in 2016.

The number of women that have experienced sexist behaviour in the office has more than doubled from 2014, when it was a third, to 72 per cent today.

With #MeToo, we need a serious talk about workplace ethics - NBC NEWS

by Mika Brzezinski 
Originally published: December 18, 2017

We are witnessing a sea change in the conversation about sexual harassment and assault in the workplace. From Hollywood, to Congress, to major media companies, powerful men are facing professional consequences for their mistreatment of less powerful employees, mentees and admirers.

I have followed all the cases being tried in the media. Some are clearer than others. There are accusers whose stories are clear as day and corroborated by the perpetrators themselves. There is the political part of all this which can make it hard to even have a conversation. It is rough territory.

Monday, December 18, 2017

Canadian executives say sexual harassment isn’t an issue at their company: report - THE GLOBE AND MAIL

by Josh O'Kane
Originally published: December 17, 2017

A large majority of Canadian executives don't believe sexual harassment is a problem at their company – despite nearly a third of them admitting they know of specific cases.

The many workers who have to deal with sexual harassment might be inclined to frame things differently. At least three separate surveys this year have found that significant numbers of Canadian women say they have been sexually harassed in the workplace at some point in their lives.

The Gandalf Group's quarterly C-Suite Survey resulted from interviews in November and December with 153 Canadian executives, 95 per cent of whom were male. When asked if sexual harassment was a problem in their business, 94 per cent of those surveyed chose to disagree.

Can Toronto council better reflect the city’s diversity? - TORONTO STAR

by Jennifer Pagliaro 
Originally published: December 17, 2017

When Ausma Malik considered running for Toronto city council, she thought about what it would be like to again knock on doors, wondering every time if when they open the person on the other side would pledge support or spew hateful barbs.

After being the target of a co-ordinated campaign of hate and Islamophobia during the 2014 election where she ran and decisively won a seat at the Toronto District School Board, Malik appears to be the first hijab-wearing Muslim woman to be elected to public office in Canada.

Now, she’s set her sights on council.

How I became one of the few female leaders in Canadian venture capital - THE GLOBE AND MAIL

by Whitney Rockley
Originally published: December 17, 2017

Almost 20 years ago while working as an analyst, I remember sitting across the table having breakfast with my mentor, Gerry Protti, complaining about my bonus for that year. He looked at me and told me to suck it up. Looking back at that moment, I smirk and quietly laugh at myself. I was so young and ambitious, but I needed to toughen up. Gerry's words were brilliant.

I graduated at the top of my MBA class at the University of Calgary in 1997 and was told Gerry would be my formal mentor during my last term at school. He was an oil executive, big in statue with a kind demeanour. Gerry became my coach and sponsor for the next 15 years of my career. He gave me my first job out of MBA school, encouraged me to take a one-year work assignment in San Francisco shortly after my son was born in 2001, and then urged me to co-found McRock Capital, an Industrial Internet of Things venture capital (VC) fund, in 2011 by simply saying, "What do you have to lose? It is only money."

Workplaces Are More Segregated Than 40 Years Ago. What Gives? - TIME MAGAZINE

by Kristen Bahler 
Originally published: December 15, 2017

Companies have long trumpeted sweeping diversity initiatives, but even in era of “Chief People Officers” and “transparent company cultures,” a growing body of research shows that workplace racial segregation is greater today than it was a generation ago.

Sociologists from Stanford University and Harvard Business School recently looked at more than 40 years of data on the racial makeup of every large private-sector workplace in the U.S., and found that while there are more people of color across occupations, individual employers are still pretty homogenous and actually more divided than they were in the ’70s.

“In terms of integrating workplaces, employers are making less progress than we thought they were,” says John-Paul Ferguson, PhD, one of the lead researchers.

What gives?

Harassment cases show who the HR department really works for - TORONTO STAR

by Jennifer Wells
Originally published: December 15, 2017

At the beginning of December, Joe Alexander suddenly left The Martin Agency, a prize-winning advertising house based in Richmond, Va. Alexander was the agency’s chief creative officer and had been lauded as one of the 100 advertising greats by an industry organization.

Ad types in Toronto may recall Alexander from his days here circa 1990, working for Chiat/Day on such accounts as the Metropolitan Toronto Zoo and Canadian Airlines International (R.I.P.). His career appears to have taken off like a rocket after that.

A week after his departure Adweek published a story documenting numerous allegations of sexual harassment, including those of an unnamed former Martin employee who accused Alexander of firing her because she rejected his sexual advances.

"Silicon Valley Has Its Own Unique Kind of Harassment": Will Technology Have it's #MeToo Moment? - VANITY FAIR

by Nick Bilton
Originally published: December 15, 2018

A couple of years ago, a friend was attempting to raise money for her new start-up in Silicon Valley when something unusual and more than a little unnerving happened. Given the fact that she had plenty of experience in both the start-up world and private equity, and held numerous degrees from some of the top higher learning institutions in the county, we all assumed that she would get more than a fair hearing along the Monopoly-board trip down Sand Hill Road, the nexus of the venture-capital industry in Menlo Park. But my friend, who just happens to be a woman, was stunned by her general reception. Not only did some of the V.C.s not take her seriously, she told me, but others behaved in ways that were truly shocking.

She relayed one particular pitch that stuck with me. She was outlining her company to a seasoned investor who expressed intense interest and suggested that they continue the conversation over dinner. She was thrilled with what she perceived as his genuine curiosity in her business, and agreed to the meal. Then, halfway through dinner, she recalled, the V.C. started to shuffle his chair closer and closer to hers. Then, she said his hand began to move closer to her, too. Nervous and uncomfortable, she asked what he was doing. As far as he was concerned, she relayed to me, they were on a date and he was simply doing what men like him did on dates: making a move.

How language in tech job listings could keep women and minorities from applying - SILICON VALLEY BUSINESS JOURNAL

by Gina Hall
Originally published: December 15, 2018

Phrases such as “whatever it takes” or “tackle” in job postings may act as dog whistles that keep women and underrepresented minorities from applying to jobs.

Seattle-based software startup Textio Inc. analyzed the language in nearly 25,000 job listings from 10 tech companies, including Apple, Alphabet’s Google, Facebook and Netflix, according to the Wall Street Journal. The job ads were posted between January and November on the companies’ job boards and on sites like

Textio found that certain language within a posting correlated to a disproportionate number of male job applicants for the position. Words like “disciplined” and “tackle,” frequently used by Silicon Valley employers like Netflix and Google, attracted more male applicants.

Diversity, Sexual Harassment Among Top HR CHallenges in 2018 - BLACK ENTERPRISE

by Alisa Gumbs
Originally published: December 17, 2017

Human resources professionals across the country are going into 2018 with a lot on their minds. Not surprisingly, the workplace topic everyone’s talking about right now makes their list of greatest challenges: sexual harassment.

That’s according to a survey conducted in October by XpertHR of more than 1,000 small, medium, and large employers.

“Each new year brings changes in the workplace, government, society, culture, technology and the legal landscape that translate into challenges and obstacles for employers,” states The Top 15 Most Challenging HR Compliance Issues for 2018.

The danger of unconscious bias in HR decisions and how to overcome it - HUMAN CAPITAL MAGAZINE

by Rolf Howard
Originally published: December 18, 2017

Discrimination is pervasive within our society and is therefore highly prevalent within the workplace, affecting a number of business decisions. This discrimination can be based on skin colour, gender, age, height, weight, religion, disability status or even where an individual was educated.

In the workplace, this can take the form of social stereotyping, resulting in biases that affect decisions such as recruitment, hiring, promotion, job advancement opportunities, retention and evaluations. 

Recently, there has been a move to use more finite methods to challenge individuals’ unconscious biases, such as the implicit association test, as unconscious biases have been acknowledged as being more detrimental to businesses than conscious bias.

Friday, December 15, 2017

Major League Soccer scoring goals on race and gender - ESPN

by Robert Lapchick 
Originally published: December 14, 2017

Today the Institute for Diversity and Ethics in Sport (TIDES) at the University of Central Florida released the 2017 Major League Soccer Racial and Gender Report Card (RGRC). MLS earned a B+ for racial hiring practices and a C+ for gender hiring practices.

With MLS doing quite well with racial hiring practices, especially in the league office, and with the global popularity of soccer, MLS players and teams can play a positive role in creating more unity in this country and globally.

MLS had a combined grade of a B with 83.5 points, decreasing by 1.2 percentage points from 84.7 in 2016 when the MLS RGRC overall grade was a B+.

Why Ottawa needs to nudge Canada’s boards toward greater diversity - THE GLOBE AND MAIL

by Ratna Omidvar and Paul Massicotte 
Originally published: December 13, 2017

This week, the Senate will vote on Bill C-25. The bill proposes to reform the process for electing directors of distributing corporations and co-operatives and modernize communications between corporations and their shareholders. It also requires distributing corporations to provide shareholders, at annual general meetings, information about diversity among directors and senior management.

The goal of the legislation is to increase diversity among corporate boards and among their executive ranks. The intent of the legislation is right. We need more diversity. But the measures proposed are not enough.

Three years ago, the Canadian Securities Administrators adopted a "comply or explain" model that is specific to the representation of women on boards and applies to most publicly traded companies in Canada. Bill C-25 emulates this approach.