Friday, November 17, 2017

Human Rights Concerns From Job Interview Lead To $56,000 Ruling - MONDAQ

by Ridout Barron 
Originally published: November 16, 2017
Publisher: Mondaq.com

Workplace discrimination is an issue faced by many people across Canada. Many know that there is legal recourse for human rights concerns related to termination, but what happens when a person doesn't even get a job for discriminatory reasons? A Cold Lake, Alberta, resident was recently awarded $56,000 in lost wages and damages from a company that refused to hire him due to his sexual orientation and race.

The male complainant is married to another man, who serves as an RCMP officer in the area. In the summer of 2014, he was interviewed for an office assistant job at a local auto body shop. During the 75-minute interview, the applicant was asked questions about religion, marriage, race and sexual orientation. The interviewer, who also happened to be the mayor of Cold Lake, advised the interviewee that he did not want to be politically correct and asked very direct questions about these topics. He also mentioned that he was Catholic and alluded to his beliefs on homosexual marriage.

The complainant brought these human rights concerns to a tribunal. He stated that the interview had made him depressed, anxious and withdrawn. Since he was interviewed by the mayor, he said he felt uncomfortable going into town or attending community events.


Airbnb takes steps to welcome travelers with disabilities - SILICONBEAT

by Marissa Kendall 
Originally published: November 16, 2017
Publisher: SiliconBeat.com 

In response to complaints that its platform isn’t always accommodating of guests with disabilities, Airbnb on Thursday revealed new steps to address that problem.

The San Francisco-based home-sharing company has acquired Accomable, a London-based home-sharing site that caters specifically to disabled travelers. (I previously wrote about Accomable for The Mercury News here.)

Accomable was founded in 2015 by Srin Madipalli and Martyn Sibley — frequent travelers with Spinal Muscular Atrophy who became frustrated with the lack of accessible accommodations. The company will wind down its platform and integrate its home listings into Airbnb, providing accessible homes in more than 60 countries.


Newly formed committee meeting targets racism in the workplace - CBC

by Talia Ricci
Originally published: November 16, 2017
Publisher: CBC.ca

The workplace is supposed to be a safe space, but Arlene Wallace says that's not the case for people who experience anti-black racism.

"These stories have gone on systematically for generations for years," said Wallace, who is part of a new group called the Expose Toronto Committee, which is holding the first of a series of meetings Thursday night on racism in the city.

Ken Jeffers, the only black member of the Toronto Police Services Board, is the keynote speaker.



The Percentage Of Black Writers & Writers Of Color In Television Writing Rooms Is Shockingly Low, According To A New Study - BUSTLE

by Mia Mercado 
Originally published: November 16, 2017
Publisher: Bustle.com 

The lack of racial representation in media is a problem that extends beyond who we see on our screens. As a new study on race in writers’ rooms shows, there are alarmingly few people of color behind-the-scenes in television. This recent report specifically reveals just how few black writers there are in TV writers’ rooms.

According to The Hollywood Reporter, the racial justice organization Color of Change commissioned Darnell Hunt, a professor and dean of social sciences at UCLA, to conduct this study. Hunt’s report, entitled “Race in the Writers’ Room: How Hollywood Whitewashes the Stories That Shape America” examined 234 scripted shows during the 2016-17 TV season. The study looked at representation among TV showrunners as well as 3,817 total writers and found that both positions are predominantly occupied by people who are white.



We’re one big diverse nation, according to Census data, but there is more to consider than just numbers By Margaret Jetelina

by Margaret Jetelina
Originally published: November 16, 2017
Publisher: CanadianImmigrant.ca

Canada is “one big social experiment.” That’s what former citizenship judge Sandra Wilking — one of the first people profiled in Canadian Immigrant magazine — once told me. Her words have stuck in my head. The image they evoke is an apt one — mixing and blending people from different backgrounds, cultures, faiths and perspectives together in one place, and calling them compatriots.

Today, the metaphor remains just as relevant; after all, the population continues to evolve in this so-called nation of immigrants. Recently released data from the 2016 Census reveals a vivid multicultural mixture; 21.9 per cent of Canada’s total population, or one-fifth, is made up of immigrants. It’s the highest number among G7 countries.

This number has been steadily rising, from about 15 per cent in the 1950s, to 19.8 per cent in 2006 to 20.6 per cent in 2011. It’s a result of increasing immigration levels, combined with the gradual rise in the number of deaths and the relatively low fertility levels in Canada.



New poll finds religious diversity continues to divide Canadians - NATIONAL POST

by Graeme Hamilton
Originally published: November 16, 2017
Publisher: NationalPost.com 

Canadians are divided over whether religious diversity is healthy for the country, but they consider Islam in particular to be a negative force, a new poll has found.

In the survey, conducted the same week Quebec adopted a law prohibiting niqab-wearing women from receiving government services, 26 per cent of respondents said increasing religious diversity is a good thing while 23 per cent said it is bad. Nearly half — 44 per cent — said diversity brings a mix of good and bad; the remaining seven per cent were unsure.



Universal "Accelerates Efforts to Promote Diversity and Inclusion' with New Initiative - MUSIC BUSINESS WORLDWIDE

Originally published: November 16, 2017
Publisher: MusicBusinessWorldWide.com 

Universal Music Group is participating in a new initiative which sees it commit to creating ‘measurable change for representation of women and underrepresented racial/ethnic groups’.

The Annenberg Inclusion Initiative has been launched by Professor Stacy L. Smith at global research and advocacy think tank USC Annenberg in Los Angeles.

It builds on the work of the previously launched Media, Diversity & Social Change Initiative.

An Advisory Board has been appointed to reflect the new initiative’s expanded mandate. It includes Universal Music Publishing Group Chairman & CEO Jody Gerson.



The Benefits of Inclusion - HUMAN RESOURCES EXECUTIVE ONLINE

by Carol Harnett
Originally published: November 16, 2017
Publisher: HREonline.com 

The recent news stories about Harvey Weinstein and others who have been accused of sexually harassing and assaulting women were liberating for me; not because I could join the millions of women (and some men) who became social-media voices for campaigns such as #MeToo, #BalanceTonPorc, #YoTambien and #QuellaVoltaChe. Instead, Harvey's scandal gave me the opening for a topic I wanted to address for more than a year.

I've spent the better part of this year writing my columns around the theme of how to use benefits to attract and retain employees. But the greatest benefit I haven't covered is a workplace that embraces diversity and inclusion in every sense of the phrase. Yes, D&I isn't typically thought of as a benefit, but perhaps it should be?

During the summer and fall of 2016, I spent time with undergraduate women majoring in STEM degree programs such as computer science and engineering. I came into this circle because my sister, Sue Harnett, co-founded a Durham, N.C.-based non-profit organization called Rewriting the Code.


Tracking Women's Advancement Into Leadership - FORBES

by Lauren Sonnenberg 
Originally published: November 16, 2017
Publisher: Forbes.com 

It's one thing to say you want women to move into positions of power. It's another thing entirely to actually do something about it.

Catalyst, a nonprofit working to advance women in business, in March kicked off an initiative aiming to increase the number of women in leadership roles. Participating companies signed on to a pledge, committing to the advancement of women into leadership roles. And now a new survey is showing that pledge participants do better than S&P 500 companies in numbers of women in leadership roles, with 29% of board seats filled by women, in comparison to S&P 500 companies’ 21.2%. And participating companies also have 38.4% of their first-tier and mid-level positions filled by women, relative to the S&P 500’s 36.9%.



Thursday, November 16, 2017

Federal Government Introduces New Amendments To The Canada Labour Code To Address Workplace Violence And Harassment - MONDAQ

by Tim Lawson, Ben Ratelband and Alex Treiber
Originally published: November 16, 2017
Publisher: Mondaq.com 

The Federal Government has recently introduced Bill C-65, An Act to amend the Canada Labour Code (harassment and violence), the Parliamentary Employment and Staff Relations Act and the Budget Implementation Act, 2017, No. 1, which provides for significant changes in how federally-regulated workplaces must address workplace violence and harassment. Bill C-65 follows a year-long public consultation commissioned by the Ministry of Employment, Workforce Development and Labour that concluded that harassment and violence in workplaces is underreported and not dealt with effectively when reported. Bill C-65 seeks to enhance the current legislative framework, which was originally intended to apply to workplace accidents and did not apply to the public service nor to employees on Parliament Hill.

Bill C-65, if passed into law in its present form, would impose several new duties on employers. Employers would be required to investigate, record and report, in accordance with the requirements that would be prescribed in regulations, all occurrences of harassment or violence. In addition, employers would have to take certain prescribed measures to prevent and protect against harassment and violence in the workplace, respond to occurrences of harassment and violence in the workplace, and offer support to employees affected by harassment and violence. The scope and content of these regulations is unknown.



Sexual Harassment In the Workplace: A Tale as Old as Time - LEXOLOGY

by Randi W. Kochman
Originally published: November 15, 2017
Publisher: Lexology.com 

While sexual and other unlawful harassment issues have been present in the workplace for decades, the current news cycle has made the term a household name. One cannot turn on the television, open a newspaper or surf the web without being inundated with daily reports of sexual harassment. Politicians, news reporters, entertainers, and others are accused of sexual harassment and sometimes sexual assault, on a daily basis.

Harassment (both sexual harassment and harassment based on national origin, religion, LGBTQ status, etc.) is toxic in the workplace and can lead to a loss of talent, poor morale, negative publicity and, in the case of legal action, monetary damages and legal fees. Still, many employers overlook the importance of developing and communicating effective anti-harassment policies and procedures and conducting anti-harassment training, often relegating this “compliance” issue to the bottom of the corporate “to do” list. The current environment presents an opportune time to remind employers of the importance of addressing these issues and ensuring that they are providing a workplace that is free of sexual and other unlawful harassment. In addition to helping to prevent harassment incidents in the first place, comprehensive anti-harassment policies and training also provide employers with an affirmative defense to any legal claims of harassment under both state and federal law.



Why don’t women go into engineering? Because they think they can't, researcher finds - THE GLOBE AND MAIL

by Simona Chiose 
Originally published: November 15, 2017
Publisher: GlobeandMail.com 

What kind of program is more likely to lead to an increase of women graduating with engineering degrees: A college or university scholarship for promising high-school students, unconscious bias training for human resource managers or an intensive math and science education program for girls in elementary school?


New research shows that if governments have to choose, focusing their efforts on early learning interventions will have the most impact. A scholarship would come too late for the thousands of women who close the path to careers in science, technology, engineering and math (STEM) as children. And addressing bias and hiring more women into those fields will help, too, primarily by providing more models of success for younger generations.


Diversity in Commercial Real Estate - LEXOLOGY

by Anna Eberlin 
Originally published: November 14, 2017
Publisher: Lexology.com 

Commercial Real Estate Women Network, or CREW, is an organization that supports women’s advancement in the commercial real estate industry. CREW has been conducting research and developing industry white papers since 2007 to promote diversity in the real estate industry. The latest white paper, Diversity: The Business Advantage – Best Practices for Gender Equity and Inclusion in Commercial Real Estate (2017), is a great compilation of research and case studies that demonstrate why it is important to promote and maintain diversity in the workplace.

One case study is the construction firm Bozzuto Group, a company that has developed, acquired, and built more than 42,000 homes and apartments in the United States. The company unwaveringly supports women and minorities, and its organization includes almost an equal divide between men and women, which is quite unusual for the development industry. Three lessons learned from Toby Bozzuto (Chairman of the Bozzuto Group):


  1. Real life examples in action and leadership versus just words helps to see women within the organization see real options ahead of them.


HP’s latest Reinvent Mindsets chapter welcomes LGBTQ community with Proud Portraits - THE DRUM

by Kyle O'Brien 
Originally published: November 16, 2017
Publisher: TheDrum.com 

HP has been a leader in diversity in the workforce through actions and messaging, and its latest effort welcomes the LGBTQ community to be ‘Out in Tech,’ both at home and in the workplace.

In a new spot and blog post, the tech company uses family photos as a catalyst for acceptance at work, and an accompanying video, ‘Proud Portraits’ drives home the message that everyone has a right to be who they are, no matter where they are, and that includes proudly displaying photos of their families, no matter what their makeup.

The blog post states: “Think about your work space. Whose photos surround you? Family, friends, special moments in your life and career. But what if you felt you couldn’t share your most important people and connections? HP understands that some individuals simply don’t feel safe bringing their whole selves to work. Long a leader in the diversity and inclusion space, the company continues to work to change this experience for all people. In support of that effort, HP is launching Proud Portraits, the third spot in the Reinvent Mindsets campaign.”


Seeing in the Dark: Diversity gap affects LGBT, disability communities - BAY AREA REPORTER

by Belo Cipriani 
Originally published: November 16, 2017
Publisher: ebar.com 

While the meaning of diversity has morphed as much as the world around us in recent years, and some may even believe it has become a corporate buzzword, the truth of the matter is many employers are failing the LGBT community and people with disabilities by not properly defining diversity in their initiatives.

According to a 2017 report by Out and Equal Workplace Advocates, a nonprofit that tracks employment statistics for the LGBT community, 1 in 4 LGBT employees report experiencing employment discrimination in the last five years. Likewise, transgender people face double the rate of unemployment as the overall population, and nearly 1 in 10 LGBT employees have left a job because the environment was unwelcoming.

The Bureau of Labor Statistics states in 2015 only 17.5 percent of people with a disability were employed – a steep contrast to the 65 percent of able-bodied individuals who were employed that year.



FTSE 350s Must Have More Women Leaders - THE HR DIRECTOR

by  Sir Philip Hampton 
Originally published: November 16, 2017
Publisher: TheHRdirector.com 

Review finds FTSE 100 companies are on track to meet the target of having one third of board positions held by women by 2020, if they continue to meet progress made in the last three years. The number of women on company boards has more than doubled since 2011.

A government-backed review has today urged FTSE 350 companies to fill more board and senior leadership positions with talented women in a bid to make the UK a world-leader on gender diversity at the top of business. Figures published today in the Hampton-Alexander Review 2017, chaired by Sir Philip Hampton and the late Dame Helen Alexander, reveal almost 28 percent of board positions in FTSE 100 companies are occupied by women – up from 12.5 percent in 2011. In that time the number of all-male FTSE 350 company boards fell to just 10 from 152.

This means that, with continued efforts, FTSE 100 companies are on course to meet the review’s 33 percent target for women on boards by 2020. However, Sir Philip Hampton today called on FTSE 350 companies to quicken the pace of change on boards and extended the 33 percent target to senior leadership positions of all FTSE 350 companies. Previously this voluntary target only applied to FTSE 100 firms.



Do your employees bring their ‘whole selves’ to work? - HUMAN RESOURCES DIRECTOR MAGAZINE

Originally published: November 16, 2017
Publisher: HCAMag.com 

When employees bring their whole selves to work, they are more positive and productive in the workplace, according to Matt Tindale, country manager for LinkedIn in Australia & New Zealand.

“Although diversity and inclusion have steadily become a priority for most businesses, our research shows that two in five professionals believe their organisations could be doing more when it comes to encouraging them to be themselves at work,” Tindale added.


Diversity In The Workplace -- The Cultural Shift For Creating Value - FORBES

by Christopher P. Skroupa:
Originally published: November 14, 2017
Publisher: Forbes.com 

Laura Birk is the Vice President of Human Resources for Barilla America where she has been for over 11 years. Birk is responsible for all the talent management and people processes supporting the Americas business which includes the Canada, U.S., Mexico and Brazil. She is a Board Member for the company, and has the pleasure to serve over 500 employees in the Americas.

Christopher P. Skroupa: What do you do at Barilla America that influences gender diversity to generate value?

Laura Birk: As you may know, we have appointed our second female Chief Diversity Officer on our Global Diversity and Inclusion board. We’ve put a governance model in action, globally, to help move our diversity and inclusion initiatives forward. Also, during the last couple of years, 100% of our Corporate employees completed diversity and inclusion training.


Wednesday, November 15, 2017

Is Gender Parity Even Possible? - FORBES

by Stephanie Denning
Originally published: November 13, 2017
Publisher: Forbes.com 

I read Ellen Pao’s book, Reset: My Fight for Inclusion and Lasting Change, right before sexual harassment claims across industries started to sprout so often it has dominated the news circuit since. My reaction to one was the same as the other. I knew this story. All women know the story. Gender inequality in the workplace is a topic that’s been simultaneously beaten to death and not talked about enough. And so with it’s recent resurgence, I wondered this time what, if anything, would come of it?

When I was younger, I thought gender discrimination in the workplace was hoax. My generation was different. We were modern; the men and the women were about equality. When I first entered the workplace, that mostly turned out to be true. The entry level jobs I saw were primarily evaluated on competency, on whether you could get the job done. Gender or politics played little in the equation.



5 Simple Things Any Executive Can Do to Combat Sexual Harassment at Work - FORTUNE

by Valentina Zarya 
Originally published: November 13, 2017
Publisher: Fortune.com 

Sexual harassment isn’t a problem any one person can solve. Instead, it’s something all of us need to take on and chip away at, bit by bit.

Speakers on a Monday afternoon panel at the Fortune Most Powerful Women Next Gen Summit in Laguna Niguel, Calif. had a few tactical suggestions for what any executive can do to help foster a workplace culture in which all employees feel comfortable and safe.

1. Don’t protect harassers.

Niniane Wang, founder and CEO of Evertoon, called for an end to the use of non-disclosure agreements to protect perpetrators. “Don’t use NDAs to silence women,” Wang told the Fortune audience. The entrepreneur was one of three women who took down former Binary Capital partner Justin Caldbeck, a process she said took 100 hours. It was well worth it, however: “Within a week we got the resignation of our harasser. [His] fund was canceled—and it was only the third fund ever to be canceled.”



Taking Sexual Harassment Seriously - HR NEWS

by Shakira Joyne
Originally published: November 14, 2017
Publisher: HRnews.co.uk 

Headline news over the past few days has focussed on the Harvey Weinstein scandal which has highlighted the issue of sexual harassment in the film industry.

What the revelations about Weinstein’s behaviour over decades has further illustrated that victims of sexual harassment in the workplace are still reluctant to report the harassment for fear of retribution and other consequences.

Sexual harassment is identified as a discrete form of unlawful discrimination in the Equality Act 2010. It involves conduct that is unwanted from the perspective of the person on the receiving end and has the purpose or effect either of violating the person’s dignity or of creating an environment that he or she finds intimidating, hostile, degrading, humiliating or offensive.



Five Ways Women Leaders Show Up Empowered - FORBES

by Frances McIntosh
Originally published: November 14, 2017
Publisher: Forbes.com 

What do Brené Brown, Oprah Winfrey and Sheryl Sandberg have in common? They have pushed through and remained mindful of the issues that hold women back. So how do we, as women in leadership, do the same?

Learn Your 'Gremlin' Origins

We live in a culture full of "not-enough” gremlins: not thin enough, not smart enough, not educated enough, not tall enough, just not enough. These are the words we heard as a child from a stressed parent, an underappreciated coach, a tactless teacher or even our high school "friends." So, if we all have gremlins, how do we get them under control?



A law that would segregate disabled people? We must all fight to stop it - THE GUARDIAN

by Mary O'Hara 
Originally published: November 14, 2017
Publisher: TheGuardian.com 

Amid the chaos of US policymaking under Donald Trump it could be easy to miss all manner of damaging manoeuvres. However, when it comes to attacks on the rights of people with disabilities, far too much is at stake to let a single thing fly below the radar.

Right now a proposed new law is on its way through Congress that stands to put hard-won disability rights enshrined in the 1990 Americans with Disabilities Act (ADA) into reverse. The ADA Education and Reform Act could be on the floor of the House of Representatives any day now – yet this “quiet attack” on disability rights, as the Center for American Progress (CAP) calls it, would directly undermine protections against discrimination.



In countering hate and racism, SSMU must keep local issues at the forefront - MCGILL TRIBUNE

Originally published: November 14, 2017
Publisher: McGillTribune.com 

On Sunday, Nov. 12, thousands of activists filled Place Émilie-Gamelin for the “Large Demonstration Against Hate and Racism.” A McGill contingent, led by Students’ Society of McGill University (SSMU) Vice-President (VP) External Connor Spencer, joined forces with a coalition of Montreal activist groups to protest hate and the far-right. SSMU Council endorsed Spencer’s—and McGill’s—involvement in the protest in an Oct. 12 motion. This decision should be commended, as it recognizes the increasing prevalence of discriminatory forces on and off campus, and helps fulfill the role that student government must play in promoting equality. Just recently, xenophobic posters promoting a white nationalist group appeared on McGill campus. Quebec’s Bill 62 is xenophobic legislation that stands to hinder Muslim women’s access to education and other public services. McGill is launching an investigation into anti-semitism on campus. There are students within the McGill community who feel silenced, targeted, and undermined by discrimination.

However, it is important to remember that mass demonstrations like this are only one of many different, valid, ways to confront hatred and racism. Participating in a march alone is not enough. Within SSMU and students’ scope of effective action, there’s a need for focused initiatives at a local level that promote inclusivity and equality on McGill campus. SSMU must actively seek relevant stakeholders’ input on how to better educate the McGill community on sensitive issues, and how to implement policy that recognizes and supports students’ varied experiences. This involves giving marginalized groups a stronger platform to share their voices.



Legal Compliance In A Harassment-Conscious Environment - MONDAQ

by Daniel A. Kaplan
Originally published: November 14, 2017
Publisher: Mondaq.com

As noted in our Legal News Update - Me Too, But Now What? What Board Members Need to Know About Workplace Sexual Harassment - allegations regarding workplace harassment have recently been a major focus of traditional and social media outlets. From the #MeToo campaign to Susan Fowler's blog testimony about her experiences involving harassment in the corporate world to the Harvey Weinstein NY Times sexual harassment investigation and upheaval in Hollywood, workplace harassment is front and center.

This particular blog post is not going to recount all of the recent occurrences, nor will it provide a history lesson on the genesis of sexual or other harassment. Rather, we will provide you with some practical compliance advice and recommendations as to what you should be doing to ensure that your company stays ahead of the concerns that are rocking America.

Before addressing what you should be doing, you must understand that not all workplace harassment is illegal; rather, workplace harassment is typically actionable if it is based on a protected classification. Harassment is a form of discrimination. Under federal law, age, race, color, ethnicity, religion, national origin, genetic information, gender, pregnancy, disability status, and veteran status, among others, can form the basis for a claim of discrimination in the workplace, and can also, therefore, form the basis for a harassment claim.


Diversity and Inclusion: Rewriting the Rules for Marketing - AD AGE

by Shelley Zalis 
Originally published: November 14, 2017
Publisher: Adage.com 

When it comes to diversity in marketing, we've come a long way—but we still have a long way to go. Marketing has a unique role to play in rewriting the rules on diversity in business.

Numerous studies show that diverse teams deliver superior results. For example, recent research found that inclusive teams make more effective business decisions up to 87% of the time. Even more compelling, Deloitte's most recent Human Capital Trends report found that companies with inclusive talent practices can generate up to 30% higher revenue per employee and greater profitability than their competitors.



Millennials Are Pushing For Diversity In These 3 Industries - FORBES

by Anna Johansson 
Originally published: November 14, 2017
Publisher: Forbes.com 

Millennials see diversity and inclusion differently than other generations, and are making a pronounced effort to include more diversity in their workplaces—especially in industries that need diversity the most, or ones that have not kept up with cultural demand.

Millennials and Diversity

While no generation is perfect when it comes to diversity and inclusion, millennials are more attuned to it than previous generations.



Tuesday, November 14, 2017

Where Was HR In All These Sexual Harassment Scandals? - TLNT

by John Zappe 
Originally published: November 13, 2017
Publisher: TLNT.com 

With the number of reports of sexual harassment now a tidal wave, some very pointed questions are being asked:

“How could this have happened for all these years? Not only how could this have happened, Why didn’t anyone say anything? I well understand why victims don’t, what about everybody else?”

That’s celebrity chef and TV personality Anthony Bourdain doing the asking. He’s been one of the few men speaking out, and speaking out both because his girlfriend, actress Asia Argento is among those who have been victimized, and because he regrets romanticizing the macho culture of the restaurant industry in his book, Kitchen Confidential.


Gender parity and queer awareness needed in mathematics - NATIONAL POST

by Anthony Bonato 
Originally published: November 13, 2017
Publisher: NationalPost.com 

Equity, diversity and inclusion — EDI — is a trending concept these days. Many institutions now have policies, initiatives and even vice-presidents devoted to EDI — including my own institution, Ryerson University. There is much discussion about how EDI affects productivity and innovation.

Recently, EDI in mathematics was brought to the public discourse. Last month I sat on a panel for EDI in Mathematics at the Fields Institute for Research in Mathematical Sciences. Also, Ryerson Science and the Canadian Science Policy Centre recently released the report: Forging Paths to Enhanced Innovation which I highly recommend you read.

We, unfortunately, have an EDI crisis within mathematics. For example, the average Canadian mathematics department has on average fewer than one-fifth female professors. There are only a handful of gay, bisexual or lesbian mathematics professors in Canada that I know. My own department has only three women faculty out of 21 tenured or tenure-track professors: Our percentage of women math faculty members is only 14 per cent.


Communication In Action: Preventing And Surviving Workplace Harassment - FORBES

by Cheryl Conner 
Originally published: November 13, 2017
Publisher: Forbes.com 

Until recently, harassment in the workplace has had my attention primarily due to the PR and business devastation to companies wrongly accused by employees attempting to exploit the ultra-sensitive system for retaliation or a financial windfall.

This is a giant problem in that an angry person is like candy to the media (and readers and viewers) who are all too hungry for a salacious story. Meanwhile, executives’ hands are tied by HR policy and legal requirements as a situation is investigated and litigated. When the outcome occurs, the press is no longer interested. Furthermore, the outcome all too often involves a financial settlement and agreement of confidentiality the entrepreneur pays to simply quell the agony, which means the situation is ended, but never really resolved.



How Do We Start to STOP Sexual Harassment? - WORKFORCE

by John Hyman 
Originally published: November 13, 2017
Publisher: Workforce.com 

Harvey Weinstein, Kevin Spacey, Louis CK, Mark Halperin, Bill O’Reilly, Roger Ailes … the list of men accused of sexual harassment and other sexual misconduct seems to know no end.

I very much hope that we have reached the beginning of a cultural watershed against sexual harassment in America. Which is undoubtedly a good thing, especially when you consider a recent Washington Post survey reporting that nearly one-third of women have received an unwanted sexual advance from a co-worker.

All of which begs the question … if sexual harassment is so prevalent in the American workplace, how do we start having a conversation about how to stop it?


Why the C-Suite Needs a Culture Change - ASSOCIATIONS NOW

by MARK ATHITAKIS 
Originally published: November 13, 2017
Publisher: AssociationsNow.com 

The latest “Women in the Workplace” report has little good news about the gender gap in leadership. But it points to some ideas that bosses (and boards) can make use of.

What does the conversation about equality in the workplace look like? For one thing, we remain deeply capable of thinking we’ve attained equality, even when we haven’t.

That’s one takeaway from the third annual “Women in the Workplace” survey published by LeanIn.org and McKinsey & Company. Last year’s study highlighted how women are often stymied in their climb up the corporate ladder: less than half of the respondents were in line for a C-suite job, and only 30 percent actually held them. This year’s study takes a closer look at the cultural forces that help create this divide. As Associations Now summarized it last month: “Women think gender equality is still a work in progress, while many men think the problem has been solved.”



Working together to address sexual harassment - CIPD

by Peter Cheese 
Originally published: November 13, 2017
Publisher: CIPD.co.uk 

Given that many surveys indicate that 50% or more of women (and around 10% of men) have experienced harassment in the workplace, we know that sexual harassment is not confined simply to the corridors of Westminster or the casting couches of Hollywood.

It is vital now that every business uses this time to properly reflect on their cultures and how they can more openly discuss the issues of harassment in the workplace. Harassment covers a broad spectrum of behaviour and interpretations, so we must set clear guidelines of acceptable behaviours and ensure everyone is aware of them. All of us, but particularly managers and leaders need to be held to account for them, including setting the right tone from the top. Training can help, but of greatest value is to bring men and women together to discuss their perspectives, to encourage people speaking up when they see or are aware of misaligned behaviours.

HR has an important role in setting the appropriate policies and processes, and as a safe channel for concerns, to provide advice and support to individuals and insights on the culture. It also needs the confidence to respond objectively to claims that are made and challenge where it sometimes must to properly bring perpetrators to account. For small businesses or individual workers, other channels may need to be developed. Everyone should be able to come to work and be treated fairly and with respect.



Ad of the Day: LG gets real in latest spot touting diversity and authenticity through electronics - THE DRUM

by Kyle O'Brien 
Originally published: November 13, 2017
Publisher: TheDrum.com 

LG Electronics has enlisted a batch of real and diverse people in its latest spot for its new smart phone.

In partnership with Huge, LG has introduced a new campaign called ‘This is Real’ for its new flagship smart phone, the LG V30, and the people highlighted in the video come across as authentic and honest.

The real-life people, including a hearing impaired dancer and an actress living with alopecia, each make a promise to use their LG V30s to capture and share true stories, rather than curated fantasy realities.



Working For A More Diverse Workforce - BREAKING ENERGY

Originally published: November 13, 2017
Publisher: BreakingEnergy.com 

Industry is committed to making its workforce more diverse. Now and over the next decade or two, there’s great opportunity to realize that goal.

With 40 percent or more of industry’s worker base on track to retire by 2035, research indicates hundreds of thousands of women and minorities will help fill the ranks through the next decade and beyond. Critically important is properly preparing them to be petroleum engineers, geologists, welders, electricians, accountants, business managers and more. API President and CEO Jack Gerard, in remarks prepared for last month’s energy policy summit of the American Association of Blacks in Energy (AABE):

“We’ll need the talent of everyone, without regard to gender, race, or background. … To address the disparity between where we are and where we need to be, API is working in partnership with organizations like AABE, to increase the awareness of our industry in currently underrepresented communities with a focus on STEM education.”



Men at work wonder if they overstepped with women, too - PITTSBURGH POST-GAZETTE

by NELLIE BOWLES
Originally published: November 13, 2017
Publisher: Post-Gazette.com 

It has been a confusing season for America’s working men, as the conversation around workplace harassment reveals it to be a nationwide epidemic — and many men wonder if they were involved or ignored the signs.

Consider Owen Cunningham, a director at San Francisco’s KBM-Hogue design firm. When he looks toward the annual corporate holiday party these days, he shudders.

“Cancel the holiday party,” said Cunningham, 37, adding that he means just until it has been figured out how men and women should interact. He said he considered himself progressive on gender issues but was thinking more about the behavior he had seen in the past: “What flirting is OK? Was I ever taking advantage of any meager power I had? You start to wonder.”





Monday, November 13, 2017

How companies are turning the tide on gender equality in technology - METRONEWS CANADA

by Stephen Baldwin 
Originally published: November 12, 2017
Publisher: Metronews.ca

Michelle Obama challenged tech leaders to make sacrifices for the sake of gender equality last week during Dreamforce, one of the world’s biggest tech conferences.

“If we’re not willing to share the power,” Obama said, “and maybe step down from a seat or create more seats at the table, if we’re not just hoarding seats and thinking it’s all mine mine mine mine mine, until we do that, then it won’t change.”

The numbers show a clear problem. In 2016, women made up only 23 per cent of science, technology, engineering and mathematics jobs worldwide, according to LinkedIn.


Why Social Pain Hurts Your Workplace Performance (And How To Avoid It) - FORBES

by Liz Guthridge 
Originally published: November 13, 2017
Publisher: Forbes.com 

Social pain is alive at work.

If you have any doubts, consider this headline: "Survey Confirms What Diversity Professionals Have Long Suspected: People Think Inclusion in the Workplace Hurts White Men."

Based on the survey findings from Ernst and Young and ORC International, white men feel left out of workplace inclusion efforts, and it has slowed down progress in helping create more diverse and inclusive environments.

This is not a case of white men acting badly. Instead, this is a case of reacting like human beings.



EEOC Soon to Issue New Sexual Harassment Guidelines - TLNT

by Eric B. Meyer
Originally published: November 10, 2017
Publisher: TLNT.com 

And here I thought we’d be able to make it to the weekend without another above-the-fold allegation of sexual harassment.

Fortunately, I have some other helpful, related items…

New sexual-harassment guidance from the EEOC coming soon

Jacquie Lee reporting for Bloomberg Law’s Daily Labor Report (subscription required) writes that the U.S. Equal Employment Opportunity Commission has announced that, by pure coincidence, new guidance on sexual harassment is coming to help your workplace:

“The Equal Employment Opportunity Commission updated its sexual harassment guidelines for the first time in over 20 years, agency leaders told an audience of lawyers Nov. 9.



When It’s Safe to Speak Up, Everyone Benefits - TLNT

by Gustavo Razzetti
Originally published: November 10, 2017
Publisher: TLNT.com 

Fear is a powerful emotion. It makes us feel defenseless. When we are under attack, we become more alert. Vulnerability heightens our focus.

As Seth Godin says, defenseless is the best choice for those seeking to grow.

But, most people, become defensive when they are afraid. They stop listening to reality. And just want to survive. That’s how most people feel at their workplace.

What if organizations could remove that fear? Or, in other words, create a safe space where no one could get fired for speaking up.



Manbassadors and microactions - CAMPAIGN

by Brendan McKenna 
Originally published: November 13, 2017
Publisher: Campaign.com 

When The 3% Movement brought the issue of female underrepresentation in the advertising creative industry to the forefront, the initial response was to apply a new lens to fair-hiring practices. The good news is there has been some traction: The number of female creative directors has risen from 3 percent to 11 percent. But the issue shouldn’t start and stop with balancing gender on org charts—11 percent is still abysmal, and there are still rampant instances of implicit and explicit bias against women in the industry.

I am a white male, and my rise to executive creative director was facilitated by privileges I had not even considered until attending the 3% Conference last week. My parents went to college. I’ve never worried about where my next meal would come from. English is my first language. I’ve never stressed over which bathroom I should use. And so on. This privilege has naturally led to implicit biases that I have brought into the workplace.  


Workplace Sexual Harassment: Me Too Or Not Us? - SHRM

by  Christina M. Reger, Esq. and Robyn Forman Pollack, Esq.
Originally published: November 13, 2017
Publisher: SHRM.org

Sexual harassment cuts across all professional industries, as validated by the recent "me too" campaign. Incidents can be found in politics, law, education, corporate and blue-collar America, and Hollywood. One need only search Google for "sexual harassment cases" to find the articles: there are cases against prominent law firms, financial institutions, tech companies and even a yoga instructor. 

Companies that take a "not us" attitude are setting themselves up for potential disaster. It is unlikely that Uber, Google, Chadbourne & Parke, Kleiner Perkins (where Ellen Pao worked) and the countless organizations that face public gender harassment and discrimination scandals ever thought it could happen to them. But it did. 

Although claims of sexual harassment prevail in nearly every industry, according to the Equal Employment Opportunity Commission's (EEOC's) acting Chair Victoria Lipnic, "only about 30 percent of women who experience harassment ever complain internally." Even fewer are likely to file a charge with the EEOC, although companies can still be aware that inappropriate behavior is occurring. 





Pale, male and stale: older white men dominate UK charity boards - REUTERS

by Umberto Bacchi 
Originally published: November 13, 2017
Publisher: Reuters.com 

White, older men dominate leadership roles in most British charities, which are missing out on fresh skills and ideas to better assist the people they support, a report said on Monday.

Men outnumber women by two to one on charities’ boards, with young people and ethnic minorities under-represented, according to government-commissioned research.

“Trustees do not reflect the communities charities serve,” said Helen Stephenson, chief executive of the Charity Commission, the charity watchdog for England and Wales.





Growing awareness of sexual harassment has turned the focus of our conversation about women on the men in the room - HUFFINGTONPOST

by Laura Mather
Originally published: November 13, 2017
Publisher: Huffingtonpost.com 

In my line of work I frequently find myself in conversation about the role of women in the workplace. These conversations often gloss over the role of men in our workplace experience—but in our “Weinstein moment” it’s clear that we are in a sea change. Thought leaders are increasingly reframing the corporate feminist discussion to highlight that the systems that characterize our work experiences are still primarily defined by the way men operate within them.

I see specific examples of this in two recent threads of conversation: Talk about men’s role as allies who will call out harassment, and talk about how men have molded environments in which it is twice as hard for women to get ahead.

In her first post for her new LinkedIn series on diversity, Melinda Gates highlights what she sees as the central detractor from women’s economic advancement: our culture of overwork. Gates characterizes the norm of overwork as a definitively male contribution to workplace culture.



The One Philosophical Difference That Sets Millennials Apart In Workplace Diversity - FORBES

by Anna Johansson 
Originally published: November 13, 2017
Publisher: Forbes.com 

Diversity and inclusion programs in American workplaces have generated more attention over the past several years, in part because of the millennial generation; more than half of millennials would gladly take a pay cut to work for an employer who shares their values, and nearly half of millennials (47 percent) actively look for diversity and inclusion programs in their prospective employers before finalizing a job decision.

This prioritization is practically motivated as much as it is ethically motivated. Today’s Fortune 500 companies are overwhelmingly led by white males, yet companies that feature ethnic and racial diversity perform far better in almost every category; in fact, companies in the top quartile of diversity are 35 percent more likely to have above-average industry returns.



Friday, November 10, 2017

Wal-Mart’s Perfect LGBT Equality Score Suspended After Employee Complaints - BLOOMBERG

by Jeff Green 
Originally published: November 10, 2017
Publisher: Bloomberg.com 

The Human Rights Campaign has taken the rare step of suspending Wal-Mart Stores Inc.’s perfect score for LGBT corporate equality after two federal complaints alleged the world’s largest retailer hadn’t protected transgender employees from discrimination.

Wal-Mart received its first-ever perfect score last year after it agreed to add new policies favorable to transgender workers. The suspension of the rating was disclosed today as part of the advocacy group’s annual Corporate Equality Index report. The suspension is only the second in the 16-year history of the report.

Two investigations by the U.S. Equal Employment Opportunity Commission “pointed to significant enforcement gaps in Wal-Mart’s non-discrimination policy, specifically with regards to sex and gender identity,” according to the Human Rights Campaign report. “Pending remedial steps by the company, the CEI rating is suspended.”



Has there been real progress on boardroom diversity? - MANAGEMENT TODAY

by Arun Kakar
Originally published: November 10, 2017
Publisher: ManagementToday.co.uk 

FTSE 100 companies are on course to hit Lord Davies' target of having 33% women on their boards by 2020 - but smaller firms on the London Stock Exchange are still lagging behind, according to the latest Hampton-Alexander Review. We delved into the report:

THE GOOD
Increased transparency: Firms are no longer afraid to submit data on their female leadership. For the first time, every single FTSE 100 company handed in information on the number of women in their top echelons, and only 10 companies in the FTSE 250 failed to submit data. ‘In itself, that’s real progress,’ said the report. It’s a symbolic statement of intent from the FTSE: boardroom diversity can no longer be ignored.

Real progress has been made: Of the FTSE 100, 27.7% of women sit on boards compared with 12.5% in 2011. Next, Severn Trent and Diageo are leading the charge with the highest number of females on their boards and in leadership positions.