Tuesday, January 31, 2017

Canadian CEOs Urge Trudeau to Take Rejected U.S. Tech Workers - BLOOMBERG TECH

by Gerrit De Vynck
Originally published: January 30, 2017
Publisher: Bloomberg.com 

Canada’s technology community is urging Prime Minister Justin Trudeau to snap up industry workers caught in U.S. President Donald Trump’s sweeping border crackdown, saying embracing diversity drives innovation and the economy.

As chaos reigned in U.S. airports after Trump signed an executive order barring citizens from seven mainly Muslim nations, dozens of Canada’s tech chief executive officers including Shopify Inc.’s Tobi Lutke, an immigrant from Germany, and Hootsuite Media Inc.’s Ryan Holmes signed a letter asking Canada to offer immediate entry visas to those hit by the order.

“In choosing to hire, train, and mentor the best people in the world, we can build global companies that grow our economy,” the letter said. “By embracing diversity, we can drive innovation to benefit the world.’’




Disability and Leave Law Under President Trump: What’s Next? - JD SUPRA

by Teresa Wright 
Originally published: January 27, 2017
Publisher: JDsupra.com

Since Election Day, prognosticators and pundits have been speculating about how the Trump Administration’s actions will impact existing laws and regulations. Now that President Trump and his team have hit the ground running, what can we expect from the Department of Labor (including OFCCP), the EEOC and the President’s own executive actions in the areas of workplace disability and leave law? A brief guide appears below.

Department of Labor: The confirmation hearing for Trump’s Secretary of Labor nominee, Andrew Puzder, has been postponed from February 2 to February 7. If Puzder is confirmed, the DOL is expected to take more pro-business positions in both its litigation priorities and regulatory actions. Under Puzder’s leadership, the DOL may rescind existing regulations using the Administrative Procedure Act’s “notice and comment” procedures. Congress also has a variety of tools for invalidating unwanted Obama Administration regulations, including defunding their enforcement and invalidating recent regulations using the Congressional Review Act. Finally, the Obama Administration discontinued the DOL’s longstanding practice of issuing opinion letters interpreting the FLSA and FMLA; that practice may resume under Trump. More background on Puzder can be found in the Jackson Lewis article, Fast-Food Restaurant CEO Tapped to Head Labor Department: What to Expect.




Leaders in Emergency Medicine Promote Diversity - SAT PR NEWS

Originally published: January 30, 2017
Publisher: SATPRNEWS.com 

An editorial published online Friday in Annals of Emergency Medicine launched the official kick-off of a campaign to promote diversity within the specialty of emergency medicine („Why Diversity and Inclusion Are Critical to ACEP’s Future Success„).  Written by two American College of Emergency Medicine (ACEP) presidents (one current, one former) and the immediate past president of the American Medical Association (AMA), the editorial announces the inclusion of diversity as an integral part of ACEP’s Strategic Plan.

The United States is culturally and racially varied, which is reflected in our nation’s emergency departments,” said the president of ACEP, and one of the paper’s authors, Rebecca Parker, MD, FACEP. „As a specialty, emergency medicine is in a unique position to serve this diverse group of patients. As ACEP’s president, I am committed to promoting diversity and inclusion within our specialty for the well-being and resiliency of our members as well as the improvement in patient care.”
The paper is the result of a diversity summit held in April 2016 at ACEP’s headquarters in Dallas, Texas. ACEP has a diversity and inclusion task force led by Aisha Liferidge, MD, FACEP, examining how ACEP can promote diversity and inclusion within emergency medicine by engaging colleagues, identifying and breaking down barriers, and highlighting the effects of diversity and inclusion on patient outcomes as a path to improving these outcomes.


Force-feeding your hiring managers diversity is a bad idea - VENTURE BEAT

by ART PAPAS, BULLHORN
Originally published: January 29, 2017
Publisher: VentureBeat.com 

A number of technology businesses like Salesforce.com, Slack, and HubSpot have recently generated headlines for their efforts to foster employee equality and diversity. Salesforce.com has received kudos for trying to normalize its gender wage gap and instituting a rule requiring all internal company meetings to include at least one woman. HubSpot has instituted a diversity candidate interview quota for senior hires. And, Slack’s CEO, Stewart Butterfield, takes the aggressive approach of shaming hiring managers who attempt to “hire another white guy” because “people don’t like to look like a chump.”

I can’t think of a single tech company that is as diverse in terms of gender and ethnicity as would be desirable. Company leaders shouldn’t want their employee base to be homogenous – diverse workforces are smarter, more creative, and more productive. If your business has an employee base with a wide diversity of perspectives, backgrounds, and ideas, you will out-innovate, out-market, out-sell any competitor operating in homogeneity. Those competitors will miss opportunities that you won’t. Their marketing won’t resonate with their audience the way yours will because they will not understand prospects and customers the way your employees do.


No One Believes They’re Being Racist: The Good/Bad Binary - THE GOOD MEN PROJECT

by Sara Kim 
Originally published: January 29, 2017
Publisher: GoodMenProject.org

I was curious to get the opinion of the very person who coined the phrase “white fragility” on the interaction with my coworker. Dr. DiAngelo has worked for over 20 years doing workplace diversity training and leading primarily white groups in discussions of race and racism. She takes the so-called “anti-racist” approach, which acknowledges and challenges the historic and current power differentials between people of color and white people in the U.S. She addresses patterns that develop due to the dynamics of internalized racism and internalized dominance.

Dr. DiAngelo explained that what’s being done when you’re asked where you’re from “is that white people get to be individuals, but you’re always being racialized. So every moment of that, [some will call it] ‘curiosity,’ but I’m racializing you—I’m reminding you that you’re never going to be seen as an individual, and you will be a perpetual outsider or foreigner. And, also…if you’re the ‘other’ then I [as a white person] am the norm. I get some deep psychological capital from making you the ‘other’. But I also get to do it in a way that has me feeling open and friendly to you, so I’m like, ‘Look how not racist I am.’”



10 companies prioritize gender equality in the workforce - HUFFINGTONPOST

by Charu Sharma
Originally published: January 29, 2017
Publisher: Huffingtoinpost.com 

Senator Scott Weiner kicked off The 2017 Gender Equality Challenge Forum this past Friday at the Gap Inc HQ in San Francisco. The Department on the Status of Women celebrated 10 private companies for their diversity initiatives to create equal opportunity for all genders and income levels. Gap executive David Hayer welcomed the attendees, and shared their own founding story.

Husband and wife Dawn and Doris Fisher started the first Gap store in 1969 on the principle of equal investment and equal earnings. They each invested $1,500 to open the first store on Ocean Avenue in San Fracisco, and stayed equal partners as they scaled their business to operating 5 brands and over 3,000 stores around the world. Four of these five brands, namely Old Navy, Banana Republic, Athleta and Intermix, are lead by women, and Gap became the first of the Fortune 500 companies to announce equal pay for equal work, in 2014. Last year, their commitment to diversity was acknowledged by the prestigious Catalyst award.


Beautiful weirdos wanted: how diversity will solve your creativity problem - CAMPAIGN

by Chris Bovill and John Allison
Originally published: January 30, 2017
Publisher: Campaign.co.uk 

Advertising is suffering from a creativity problem. And hiring people who don't look, sound or think like you is the cure, Chris Bovill and John Allison write. 

1987. Soho. 

A bored model demands a new cocktail: "Wake me up, then f*** me up." This was Dick Bradsell’s cue to broaden his ingredients far wider than any other barman in the world at that time. The espresso martini was born. Thanks for the sleepless nights, Dick.

Moral: he diversified his ingredients and got revolutionary results. Advertising, one could argue, has lost its edge. Once the bad boys of creative commerce. Now the producer of nicely crafted, nicely thought out and nicely regarded work. A middle-aged rock star peddling corporate niceness. Doesn’t want to rock the yacht. Still touring but made its best work years ago.

We sell ourselves on our originality. New is our pitch. So why is the work so rarely truly original? Advertising needs to be more like Dick. If we want new, innovative work, we need new ingredients.


Why America Needs Foreign Entrepreneurs - FORTUNE

by Ido Leffler
Originally published: January 30, 2017
Publisher: Fortune.com 

What do Google, Intel, Yahoo, AT&T, and Goldman Sachs have in common? Aside from being iconic American companies that employ millions of workers globally, they are also all founded by foreign entrepreneurs.

In co-founding five companies in the U.S., I have been able to impact the lives of millions of people. Immigrant entrepreneurs have created some of the world’s most innovative and successful companies. In fact, more than half of America’s privately held companies that are valued at $1 billion or more have at least one immigrant co-founder.

A willingness to take risks and perseverance – characteristics ingrained in many immigrants by their life experiences – are important attributes for any entrepreneur to possess. Perhaps this is why immigrants in America are nearly twice as likely as natural-born citizens to start businesses.


Why tech needs to think seriously about targets and quotas - COMPUTER WEEKLY

by  Clare McDonald 
Originally published: January 30, 2017
Publisher: ComputerWeekly.com 

Targets  and quotas. There I said it. The dreaded T’s and Q’s, that stand for ‘giving people an unfair advantage that they don’t deserve’ and ‘allowing less qualified individuals to get a one-up on the more qualified individuals that would be able to do the job’. Don’t they?

I have had many conversations about this with individuals across the tech industry about why we as tech employers should or shouldn’t use quotas and targets. It’s not an easy topic. Partially because people don’t always understand what these concepts really mean, sometimes it’s because of confusion about the legal status around deploying them, but often it’s because people are worried it will set an unfair precedent for hiring individuals who are not up for the job.


Monday, January 30, 2017

Uniqlo launching new modest line featuring hijabs and abayas - METRO NEWS

Originally published: January 25, 2017
Publisher: MetroNews.ca 

Uniqlo will debut a line of modest-wear in Canada in February, including hijabs, abayas, and pieces inspired by the baju kurung.

Japanese apparel retailer Uniqlo will debut a line of modest-wear in Canada in February, including hijabs and abayas, the long black dress worn by women in Saudi Arabia, and pieces inspired by the baju kurung, a tunic-and-pants outfit worn widely in South East Asia.

“It’s really for everybody, but in terms of a more specific demographic, it’s for anyone who sort of wants that more modest aesthetic,” said Hana Tajima, the British designer behind the line.

The collection, for spring and summer 2017, will land at Uniqlo’s two Canadian stores, at Toronto’s Eaton Centre and Yorkdale Mall, on Feb. 24.



New stats prove more than ever that Canada is a nation of immigrants - CANADIAN IMMIGRANT

Originally published: January 26, 2017
Publisher: CanadianImmigrant.ca

New data from Statistics Canada proves more than ever that Canada is a nation of immigrants.

According to the report Immigration and Diversity: Population Projections for Canada and its Regions, 2011 to 2036, if current immigration levels continue in the coming years, the proportion of immigrants in Canada’s population could reach between 24.5 per cent and 30 per cent in 2036, compared with 20.7 per cent in 2011.

And when you add in the number of children of immigrants, almost half of Canada’s population will be made up of immigrants or children of immigrants (between 44.2 and 49.7 per cent) in 2036, up from 38.2 per cent in 2011.



Campaigning against discrimination - THE WHIG

by Alia Hogben, 
Originally published: January 27, 2017
Publisher: TheWhig.com 

Recently, our organization, the Canadian Council of Muslim Women, was honoured that our government invited us to be on a panel at the UN Forum on Anti-Muslim Discrimination on Jan. 17.

As the forum was organized by Canada, the U.S., the European Union and the Organization of Islamic Cooperation, there were representatives from many countries. It was impressive to be at the UN and I do hope that our contribution was worthwhile!

The UN and its member states are understandably concerned about the increase in racism and discrimination against groups of people. Just before this forum there was another one on anti-Semitism.

We hope the forum leads to next steps of implementation by the UN and countries.

Although anti-Muslim discrimination has worsened in Europe and the States, sadly, far too many Canadians express the same sentiments. The Canadian 2016 Environics Institute’s poll found the negativity is affecting Muslim youth disproportionately. At the same time, Canadian Muslims report being very proud of the democratic values of their country.


CBRM councillor says council needs diversity training to avoid 'unnecessary dramatics' - CBC

Originally published: January 26, 2017
Publisher: CBC.ca 

Coun. Amanda McDougall concerned about debate tone; mayor promises to enforce 'strict guidelines'

A councillor with the Cape Breton Regional Municipality says council may need diversity training to avoid "unnecessary dramatics," after her colleagues questioned her abilities during a debate this week.

"We should probably take some time to reflect on this situation and come together," said Amanda McDougall, councillor for Glace Bay-Donkin-Albert Bridge. "Do we need some sort of diversity and equality training? It seems like that would be a pretty good idea."

McDougall was chosen by the nominating committee Tuesday to sit on the Nova Scotia solid waste resource management committee, but some councillors asked the committee to reconsider.


4 Ways Businesses Can Bridge the New Generation Gap - ENTREPRENEUR

by Samuel Edwards 
Originally published: January 26, 2017
Publisher: Entrepreneur.com 

Boomers and millennials, like parents and children, are hopelessly divided and inextricably connected.

An American company represents a microcosm of society at large. In any large business in this country, you have black and white, GEDs and doctorates, middle class and upper class, liberal and conservative, male and female, gay and straight, young and old. Everyone is represented in a massive convergence of people from all walks of life. It’s truly a model of society in every sense of the phrase.

And while this sort of diversity is great, challenges are still present. You could pick any collision of factors and discuss the issues associated with them, but one topic of conversation that’s particularly relevant today is the gap that exists between millennials and baby boomers in the workplace.


THE SOLUTION TO GENDER DIVERSITY SHORTFALLS: MEN - CMI

by Michelle Perry
Originally published: January 27, 2017
Publisher: Managers.org.uk 

HOW DO YOU REBALANCE “INSANELY MALE” ORGANISATIONS? AT THIS WEEK’S CMI WOMEN EVENT, A GROUP OF HIGH-RANKING MALE EXECUTIVES OPENED UP…


This week, Nicola Thorpe’s astonishing experiences of being forced to wear high heels at work grabbed the headlines. CMI, too, released data showing that four out of five managers have witnessed gender discrimination in the past 12 months.

These events are symptoms of wider, ongoing lack of diversity in the workplace, a situation that, if addressed, could add £150bn a year to the UK economy by 2025.

Some male managers, however, are already making great strides in working towards a more balanced workforce. This week, a group of them spoke at the CMI Women event focused on how men must play a central role in delivering a gender-balanced workplace.


eCornell Introduces Women in Leadership Program to Address Workplace Biases - CORNELL SUN

by Aelya Ehtasham
Originally published: January 27, 2017
Publisher: CornellSun.com 


eCornell is offering a new program for women to further advance their careers in a predominantly gender-biased workforce.

The Women in Leadership certificate online program — created by Prof. Deborah Streeter, applied economics and management — offers strategies for recognizing and addressing gender issues in the workplace, according to the website.

The program website provides courses that navigate the “double bind” — the dilemma regarding assumptions of a woman’s masculinity or femininity by their leadership actions. It offers courses that explore the application of negotiating skills, emotional intelligence and cultivating a work/life balance.


Managing a diverse workforce - TIMES OF MALTA

by  Lawrence Zammit
Originally published: January 27, 2017
Publisher: TimesOfMalta.com 

Diversity in the workplace has become part of common parlance. Initially when speaking about diversity, we implied issues related to gender equality, which was the right thing to do. Thus businesses were expected to take affirmative action to promote equality.

We then shifted focus to other things such as age and gender orientation. To this we added the issue of diverse nationalities at the place of work. The reason for this is that in many businesses today one may find a number of nationalities, and not just Maltese. This is mainly due to the presence of what are now tens of thousands of non-Maltese in our labour force.

The strong performance of the Maltese economy has meant that there are more job opportunities than job seekers and as such has not as yet caused unemployed Maltese to grumble about this hefty presence of non-Maltese. So the issue that businesses face is the management of diversity, given a number of demographic aspects.



These Restaurants Are Creating A Career Path For People Just Out Of Prison - FASTCOMPANY

by EILLIE ANZILOTTI 
Originally published:  January 25, 2017
Publisher: FastCompany.com 

The industry is one of the biggest employers of ex-prisoners in the U.S., but most jobs are offered without hope of mobility or a living wage. A handful of businesses are trying to change that.

As a teenager in Detroit, Brandon Chrostowski had a bit of a reckless streak. After being arrested one night for drug-related activity, he spent a few nights behind bars while awaiting sentencing. He was offered probation, during which he met a local chef who mentored him and gave Chrostowski what he still considers the break that changed his life.

That was almost 20 years ago. From his hometown, Chrostowski enrolled in classes at the Culinary Institute of America, and landed gigs at swank restaurants like Charlie Trotters in Paris, and Le Cirque in New York. When he came to Cleveland in 2008, it was to manage one of the city’s upscale French restaurants, but he became preoccupied by the inequality in the city—and throughout the restaurant industry in which he’d spent so many years.


Friday, January 27, 2017

Is The Talent Shortage A Myth? Just Ask These Thousands Of Women Coders - FASTCOMPANY

by Lydia Dishman 
Originally published: January 25,2017
Publisher: FastCompany.com 

There's actually a plethora of talented women coders all over the world. Silicon Valley just needs to reconsider the pipeline.

If you've heard about the tech industry's diversity problems, you've probably also heard about the narrow "talent pipeline." That's the name given to the supposed lack of qualified diverse candidates, which tech leaders plaintively invoke as a reason why Silicon Valley’s diversity numbers haven’t budged much lately and to explain why pay parity is also still far from reality.

But we know from several reports that the problem isn’t the pipeline. It’s rooted in unconscious biases that are threaded throughout employers’ recruiting, hiring, and retention efforts, all of which, to be fair, are manifestly difficult to unravel.


Nearly Half of Canada’s Population May be Immigrants and Their Children by 2036 - CIC

Originally published: January 25, 2017
Publisher: CICnews.com

A comprehensive report commissioned by Immigration, Refugees and Citizenship Canada (IRCC) projects that up to 49.7 percent of the Canadian population could be first generation immigrants and their children by the year 2036.

The study, which was released by Statistics Canada, states that the proportion of immigrants in Canada’s population could reach 30 percent by 2036 — compared to 20.7 per cent in 2011 — while around in one in five would be the child of an immigrant, up from 17.5 percent in 2011.

Multiculturalism alive and well

In what may be seen as bucking the global trend, the study projects that the country will continue to embrace diversity and multiculturalism well into the future.


NFL Looks To Accommodate Fans With ASD - DISABILITY SCOOP

by  Kate Santich, Orlando Sentinel 
Originally published: January 25, 2017
Publisher: DisabilityScoop.com 

In what’s being called a first for a professional sports league, the NFL will make Sunday’s Pro Bowl in Orlando, Fla. “autism friendly” — offering young fans on the autism spectrum noise-canceling headphones, stress-relief squeeze toys and a safe room, should they need it.

“Our goal is to make the game as family-friendly as possible,” said Anna Isaacson, the NFL’s senior vice president of social responsibility. “We want to see if this is something the fans take advantage of and, if so, whether we can extended it to the Super Bowl and perhaps share it with the rest of the league.”


MI 6 chief on why gender diversity is a matter of national urgency - GROWTH BUSINESS

by Praseeda Nair 
Originally published: January 26, 2017
Publisher: GrowthBusiness.co.uk

“My message is a simple one: we need the best talent from the widest range of backgrounds to counter the threats facing this country and to seize the opportunities presented by modern technology,” according to MI 6 Chief, Sir Alex Younger.

Sir Alex is camera shy to say the least. For security reasons, his name was kept out of the press as he was ushered in to speak at Vitesse Media’s Women in IT Awards last night. In a rare public appearance, Sir Alex expressed the importance of getting the best and brightest that Britain has to offer in keeping the nation safe.

“We in the covert world, the intelligence services of the UK – GCHQ, MI5 and MI6, find ourselves in the frontline confronting a large number of the threats that are facing the country that are kind of the other side of the positive of globalisation,” he said.


Getty Images and Refinery 29 launch new stock image collection celebrating female diversity - INDEPENDENT

by Olivia Blair 
Originally published: January 26, 2017
Publisher: TheIndependent.co.uk

If you are fed up with seeing the same type of female body (young, slim and white) on the internet, things are hopefully about to change.

Getty Images, one of the biggest image companies in the world, has partnered with Refinery29 to launch ‘The No Apologies’ image collection which aims to increase the diversity of women’s bodies in the stock pictures it supplies to news outlets. 

“While social conversations have become more inclusive in recent years regarding who is seen, traditional media has been slower to change. We’re excited to expand our partnership with Refinery29 and create a collection together that enables the millennial female experience to be more accurately and unapologetically represented in the editorial space,” Pam Grossman, the director of visual trends at Getty, said.


Just 15% of marketers come from a non-white background says IPA as BAME agency figures slump - THE DRUM

by Rebecca Stewart 
Originally published: January 26, 2017
Publisher: TheDrum.com 

The marketing industry may have taken strides to improve ethnic diversity in 2016, but the number of people from black, Asian and minority ethnic (BAME) backgrounds in advertising roles has slumped - showing there is still a long way to go.

According to the Institute Practitioners in Advertising's (IPA) 2016 Diversity Study, just 12% of those working in the industry are from BAME backgrounds, showing a slowdown in numbers on 2015 data.

This year for the report the IPA and Campaign magazine broadened out the reach and received responses from 131 agencies including 98 creative agencies. This compares to 2015 where responses were only sought from the biggest 39 agencies with a gross income of £20m or more than 200 employees.


The Real Reason Corporate America’s Diversity Initiatives Fail - FORTUNE

by Elise James-Decruise
Originally published: January 25, 2017
Publisher: Fortune.com 

The Leadership Insiders network is an online community where the most thoughtful and influential people in business contribute answers to timely questions about careers and leadership. Today’s answer to the question, “How can you play a role in advancing workplace equality?” is written by Elise James-Decruise, vice president of the New Marketing Institute at MediaMath.

I lead a diverse, global team of 29 people in 16 different countries, which brings me face-to-face with the importance of having an open dialogue about equality in the workplace. Here are a few tactics that can help open up the discussion and effect change at your organization:

Create equal opportunities

It’s important to remember that while the terms are often used interchangeably, diversity and equality mean different things. Diversity is recognizing our differences while embracing them, whether it’s at work or in society at large. Equality, on the other hand, refers to fairness and equal treatment, where everyone has the same opportunities.


Why Women Should Never Disclose Their Salaries in a Job Interview - FORTUNE

by April Rassa, 
Originally published: January 26, 2017
Publisher: Fortune.com 

The Leadership Insiders network is an online community where the most thoughtful and influential people in business contribute answers to timely questions about careers and leadership. Today’s answer to the question, “How can you play a role in advancing workplace equality?” is written by April Rassa, marketing executive for Progressly.

Large gender gaps still exist in the American workforce, and we should all be concerned about it. Gender equality, after all, is not just a women’s issue. It takes all of us to create an inclusive workplace environment where respect, collaboration, and connections are cultivated.

Companies should focus on these four critical objectives to get men and women alike to champion gender equality in the workplace:

Form discussion groups

One of the ways we’ve begun to address gender inequality here at Progressly is through establishing a Women’s Circle, which is a group of women that meet during lunch or after work once a month. We address topics we all care about—but rarely get to discuss—with other women who face similar challenges. It’s a time to slow down, reflect, connect, get inspired, and support each other.


Allstate promotes workplace diversity with partner awards program - INSURANCE BUSINESS MAGAZINE

 by Allie Sanchez
Originally published: January 26, 2017
Publisher: IBAmag.com


Personal lines insurer Allstate has announced the first winner of its Allstate General Counsel’s Excellence in Diversity award.

Sidley Austin was named the recipient of the said award for being “the law firm that best exemplifies Allstate’s commitment to improving diversity in the legal profession,” a report from PRNewswire said.

The insurer evaluated candidates for the award based on an inclusive diversity score card, which reviews outside counsels’ recruiting and retention trends, career advancement opportunities for women and lawyers from diverse backgrounds, and initiatives to encourage diversity in the workplace.


Thursday, January 26, 2017

Sounding Board: How to deal with medical marijuana in the workplace - BENEFITS CANADA

by Yafa Sakkejha and Joel Gomes 
Originally published: January 25, 2017
Publisher: BenefitsCanada.com 

Whenever we mention the phrase “medical marijuana in the workplace,” we’re met with eye-rolls and smirks. After all, a poll we conducted in September 2016 found only 21 per cent of business leaders in small and medium-sized companies believe medical marijuana should be covered under a group benefits plan.

But employers also have to consider other ways marijuana could affect their workplace: productivity, the health of coworkers and branding. It must also be taken seriously in the context of medical accommodation.

Medical marijuana, which has been legal in Canada since 2001, must be treated like any other prescription medication. The need for medical marijuana can be seen as evidence of a disability, such as arthritis, cancer, chronic pain or sleeping disorders, and the Canada Human Rights Act protects employees against discrimination on the grounds of disability.


How to create a productive workplace for those with mental illness - UNION BULLETIN

by Shelby Shewchuk 
Originally published: January 24, 2017
Publisher: Union-Bulletin.com 

A study in 2006 showed 52 percent of employees in America say their workplace does not do enough to promote worker health. Every year, roughly 18 percent of the adult population in the U.S. suffers from a mental illness such as depression, bipolar disorder, schizophrenia and obsessive-compulsive disorder. Many of those adults hold down a job while also dealing with the symptoms of their mental illness that can greatly reduce their productivity.

A person should be able to discuss mental health problems with their supervisor or employer just as easily as they could discuss a physical illness or injury. More often than not, however, workers keep their problems with mental illness silent for fear they might lose their job.

A supervisor may not realize an employee is struggling with mental illness — unlike a physical illness that can be seen and easily recognized. The Americans with Disabilities Act Amendments Act of 2008 provides a deeper understanding of the type of accommodations that can and should be made for an employee who suffers with a mental illness.


Tech companies note need for diversity, but there's been little progress - CBC

Originally published: January 24, 2017
Publisher: CBC.ca

The tech industry brought us self-driving cars, artificial intelligence and 3-D printers. But when it comes to racial and gender diversity, its leading companies are no trailblazers.

Despite loudly touted efforts to hire more blacks, Latinos and women, especially in technical and leadership positions, diversity numbers at the largest tech companies are barely budging.

In 2014, two per cent of Googlers were black and three per cent were Hispanic, numbers that have not changed since. The picture is similar at Facebook and Twitter. Microsoft is slightly more racially diverse (though not when it comes to gender) and Apple even more so, though still not reflective of the U.S. population. Amazon is more racially diverse still, although it counts a large, lower-wage warehouse workforce in its totals.


Can Employers Ask About Workers Compensation Claims History? - TG DAILY

Originally published: 
Publisher: TGDaily.com 

To minimize risks and mitigate profit to loss ratios, employers must hire the most productive employees and keep those workers' insurance costs low. For this reason, many employers are hesitant to take on new employees who indicate higher risks in the future.

These concerns are valid. The bottom line is a company is only as profitable and operational as its employees are good and productive. Yet, an employer is bound by federal law in what they can do to determine employee risks for claiming for compensation in advance.

It is illegal to ask about past workers compensation claims or include such claims in the employee background check.



2 Types of ‘Currency’ That Help Women Succeed - THINK ADVISOR

Originally published:  January 24, 2017
Publisher: ThinkAdvisor.com 

Carla Harris of Morgan Stanley says push for diversity should not be ‘a bull-market phenomenon’

The Financial Services Institute kicked off its annual OneVoice conference Monday in San Francisco with its first women’s lunch and leadership sessions.

Keynote speaker Carla Harris, vice chairwoman of wealth management at Morgan Stanley, spoke to more than 100 female executives and other independent broker-dealer employees about career advancement and diversity within the industry. There are two types of "currency" that help women succeed in the workplace, she said.


The hard work of dismantling racism, one conversation at a time - BOSTON GLOBE

by  Lisa Wangsness and Cristela Guerra
Originally published: January 25, 2017
Publisher: BostonGlobe.com 

Twenty coworkers gathered in the basement of Trinity Church in Copley Square this month for a blunt discussion about racism in their workplace. The question on the table: How does the “culture of white supremacy” show up in their organization?

Not the Ku Klux Klan, said Rebecca Jackson, a social worker on staff who helped lead the session. Rather, she said, the subtle habits and values that tend to keep white people comfortable and in charge — and people of color at the margins.

Then, the group did something even more radical: They separated themselves by race to talk more — white people in one room, people of color in another.


How Technology Can Help Close the Gender Gap - HARVARD BUSINESS REVIEW

by Sallie Krawcheck
Originally published: January 25, 2017
Publisher: HBR.org

What is the experience of a woman in corporate America today? She probably hears a lot about diversity initiatives from the leadership of her company, but she probably has precious little to show it, save a smattering of diversity days, mentoring programs, employee advocacy groups, and other gender programs. Boards and senior leadership at her company remain stubbornly male, and women continue to earn less than men for comparable work.

But what can she do about it? She might suspect that she is underpaid, but societal taboos keep her from comparing her salary with colleagues’ pay. She may be familiar with her company’s benefits and workplace policies, but she has no way of comparing them with its competitors’; the same is true of companies’ records on advancing women. And if she thinks about moving elsewhere to find a route through the glass ceiling, she has no way of truly gauging the culture of those rival companies and how women are treated there.




'High Heels And Workplace Dress Codes: Urgent Action Needed,' Say U.K. MPs - FORBES

by Dina Medland
Originally published: January 25, 2017
Publisher: Forbes.com 

It wasn't a man who was sent home from work at a big accountancy firm in London for not wearing heels - it was a woman named Nicola Thorp. As a result of that incident at PwC in December 2015, U.K. MPs have today said that the government must act to ensure that the Equality Act of 2010 is properly enforced, by banning discriminatory dress rules at work, and threatening businesses that do not comply with financial penalties delivered via employment tribunals.

Nicola Thorp had a job as a receptionist at PwC, one of the Big Four accountancy firms, when she was sent home in December 2015 without pay, for not wearing heels. Asked to buy a pair with at least a two-inch heel, she refused, pointing out that men were not required to wear similar shoes. She then launched a parliamentary petition, calling for a law to stop firms from requiring women to wear high heels at work.


Tech giants seeing little progress on workplace diversity- CTV

by Barbara Ortulay
Originally published: January 24, 2017
Publisher: CTVnews.ca


The tech industry brought us self-driving cars, artificial intelligence and 3-D printers. But when it comes to racial and gender diversity, its leading companies are no trailblazers.

Despite loudly touted efforts to hire more blacks, Latinos and women, especially in technical and leadership positions, diversity numbers at the largest tech companies are barely budging.

In 2014, 2 per cent of Googlers were black and 3 per cent were Hispanic, numbers that have not changed since. The picture is similar at Facebook and Twitter . Microsoft is slightly more racially diverse (though not when it comes to gender) and Apple even more so, though still not reflective of the U.S. population. Amazon is more racially diverse still, although it counts a large, lower-wage warehouse workforce in its totals.


Wednesday, January 25, 2017

Let’s have the conversation and end the stigma - BROCK PRESS

Originally published: January 24, 2017
Publisher: BrockPress.com

It’s a fact, one in five Canadians will suffer from mental illness at some point in their lifetime. One of the biggest stumbling blocks for anyone suffering from mental illness is overcoming the stigma. This is the number one reason why two-thirds of those living with a mental illness do not seek help.

Bell Let’s Talk Day is on January 25; it is a day set aside for millions of Canadians to open up and discuss mental illness, offer new ideas and hope to those who struggle with some form of mental illness every single day, with numbers growing drastically annually. According to the Bell Let’s Talk website, the total donation to mental health programs now stands at $79,919,178.55 and is well on its way to donating at least one-hundred-million dollars through 2020. On Bell Let’s Talk Day, Bell will donate five cents towards mental health initiatives in Canada, by counting every text, call, tweet, Instagram post, Facebook video view, and Snapchat geofilter – use the hashtag #BellLetsTalk.

Mental illnesses are not always dealing with schizophrenia and bipolar disorders, they are also common disorders, like anxiety, adult attention disorder, alcoholism and substance addiction, just to name a few. However, one of the most popular mental illnesses that goes unrecognized is depression, and it affects millions of Canadians daily.


Why Ambitious Millennial Women Could Be Disappointed - HUFFINGTONPOST

by Caroline Beaton 
Originally published:
Publisher: Huffingtonpost.com 


A version of this article originally appeared on kununu. Sign up for my newsletter to get my articles straight to your inbox.

Millennial women are taking education by a storm. US News reports that women both enroll in college at higher rates and are less likely to drop out than men. Sixty percent of college graduates are female, and women are also more likely than men to continue their education after college. Women now account for nearly half of students in law, medical and business graduate programs (compared to roughly 10% during the 1960s).

The future for female college grads feels bright. In turn, they have high expectations. Being successful in a high-paying career is actually more important to women than men (66% versus 56%), according to Pew Research Center.


Family Status Discrimination A Real Concern For Employees - MONDAQ

by Ridout Barron
Originally published: January 24, 2017
Publisher: Mondaq.com 

On behalf of Ridout Barron posted in Employment Law on Thursday, January 19, 2017.

Even in 2017, discrimination in the workplace is still a major problem in Canada. Most Calgary residents probably think of discrimination in its most obvious forms: gender, sexuality and race. However, other forms of discrimination exist and are now being talked about far more freely than they have been in the past. One such form of discrimination is so-called "family status" discrimination, in which an employee can face censure as a result of obligations stemming from caring for ailing family members.

The legal precedent for family status discrimination comes from the Misetich decision, in which a woman was fired from her job after refusing an alternative work schedule that would interfere with her ability to care for her elderly mother. The woman was unable to produce legal documentation proving her obligation to her mother, which was the impetus for her termination. While the case was ultimately dismissed, it did lead to the Human Rights Tribunal of Ontario to call into question the standards by which family status discrimination was judged.

It was determined eventually that family status discrimination should be held to the same standard as other forms of discrimination in the workplace, and should not require additional documentation in order for it to be acted upon. Most specifically, the Tribunal stated that it should not be mandatory for an employee to have to self-accommodate (that is to say, provide one's own solution to a scheduling problem) in cases where the worker is taking care of a dependent family member. This decision has changed the way the courts look at family status discrimination.


Diversity in the construction industry - JD SUPRA

Originally published: January 23, 2017
Publisher: JDsupra.com 

The impetus to improve diversity in the workplace is growing across the world and in the UK is being driven by growing awareness of the issues and new legislation.

Here at Dentons, we have established a Diversity and Inclusion Committee which "spans a wide range of backgrounds, perspectives and geographic locations" and is in keeping with our identity as a multinational, polycentric firm that keeps diversity and inclusion at the core of our practice. The wide-ranging activities undertaken by this committee and its supporters have been instrumental in raising awareness of diversity issues across Dentons' practice – a fact acknowledged by Stonewall in the publication last week of the Top 100 Employers Index 2017 for LGBT staff. We are delighted to report that we have risen some 80 places in the last year to 17th in the Index.

Thankfully, Dentons are not alone: many other law and other professional businesses have similar initiatives, as do our clients in the construction industry.


Bell Let's Talk: Keep Talking - GLOBAL LEARNING

by Elaine Newman 
Originally published: January 25, 2017
Publisher: eGlobalLearning.com 

Practicing the art of inclusion in everything I do is an integral piece to my everyday life. I am deeply committed to being there for others in any and every way I can. It is because of these strong convictions, I will never forget that the start of 2013 was especially difficult for me from a personal standpoint. Much to my deep sorrow, my mother had passed that January 1st. I had a special bond with her and we were each other’s companion, confidant and best friend. And I was extremely blessed to have her until the age of 88. But as much as I will miss her, it was her time, and I take comfort in the memory of a woman who lived a complete and joyous life, full with those who loved her.

However, it is the news that I received the week after the passing of my mother that truly rocked me to my core.  A very dear friend of mine had taken his own life and I couldn’t have been more surprised.  I had known my friend for almost twenty years, and never once had I ever seen a sign of despair from him.  We weren’t just casual acquaintances, we had a strong connection and so with this news came a wide range of emotions; emotions that have been associated with those who are left behind after a person commits suicide.

Initially I was in denial; how could this have happened without my knowing that he was in need? Then my feelings progressed to intense grief, mixed with an element of anger that he hadn’t reached out to me for help.   And then finally I was left with true emptiness mixed with some component of guilt for not recognizing that I had a special friend who I might have been able to help if only I had known or looked hard enough to see the signs. All genuine emotions when we lose someone we love under such circumstances.


Another Great Unknown: the Future of LGBT Protections Under President Trump - JD SUPRA

by Sayaka Karitani 
Originally published: January 24, 2017
Publisher:  JDsupra.com 

During the first few weeks (or even months) in office, President Trump will have a lot of key issues (e.g., healthcare and immigration) on his agenda.  What we do not know is whether President Trump and his administration will focus on transgender or sexual orientation rights.  In fact, we have no clear indication on what President Trump’s position is on transgender rights (though he went on record during a town-hall-style campaign event to state that transgender people should be allowed to use the bathroom they feel is appropriate).  What we do know is that President Trump will have the opportunity to appoint the new chair at the Equal Employment Opportunity Commission in July 2017 when the term of its current chair, Jenny Chang, expires, if not sooner.   The new chair, with likely budget cuts from Congress, could lead the EEOC to an about-face from the current EEOC direction of applying Title VII to workplace discrimination claims based on gender identity and sexual orientation.

In the last several years, following the momentum built by federal courts upholding transgender rights under Title VII (e,g., Smith v. City of Salem (6th Cir. 2004), Schroer v. Billington (D.C. Cir. 2008), and Glenn v. Brumby (11th Cir. 2011)), the EEOC has interpreted the prohibition against sex discrimination under Title VII of the Civil Rights Act of 1964 as providing protection to lesbian, gay, bisexual, and transgender people, even though there is no explicit language extending the protections to gay and transgender rights.  (See Macy v. Dept. of Justice (EEOC 2012), Lusardi v. Dep’t of Army (EEOC 2015)).  Applying that interpretation, the EEOC has filed lawsuits against a number of employers for sexual orientation or gender identity discrimination.  In October 2016, the EEOC published its Strategic Enforcement Plan (SEP) for Fiscal Years 2017-2021. (https://www.eeoc.gov/eeoc/plan/sep-2017.cfm). In the SEP, the EEOC outlined its enforcement and guidance strategies for various employment issues and outlined that it continues to prioritize, among other issues, “protecting lesbians, gay men, bisexuals and transgender (LGBT).”  The EEOC under the Trump Administration is likely to alter its course in vigorously enforcing such issues, choosing instead a narrower view of “sex” discrimination under Title VII since the United States Supreme Court has yet to weigh in on whether such individuals are protected under Title VII.


'Justice for Abdirahman' coalition calls for Ottawa police race audit - CBC

by  Stu Mills,
Originally published: 
Publisher: CBC.ca

Six months after Somali-Canadian Abdirahman Abdi died in what witnesses described as a violent arrest, the "Justice for Adbirahman" coalition called for an independent third-party audit into the diversity of the Ottawa police force.

Ottawa police Chief Charles Bordeleau said plans for an internal diversity audit were already underway but stopped short of endorsing an external investigation. 

Dahabo Ahmed Omer, who is part of the coalition, told the Ottawa Police Services Board meeting Monday night that the audit should analyze the role of race in the hiring, assignment, retention and promotions of police officers.


How These Top Companies Are Getting Inclusion Right - FastCompany

by GWEN MORAN 
Originally published: January 23, 2017
Publisher: FastCompany.com 

Even if you don't have millions to spend on cultivating an inclusive culture, there are lessons here for every company.

Creating diverse and inclusive workplaces isn’t just a "nice" thing to do. There is also a well-documented business case for how diversity positively impacts the bottom line.

But once you’ve put the time and effort into building your multitalented, multifaceted A-team, you’re not going to keep them if they don’t feel valued, understood, and comfortable. That’s where inclusion—making employees feel valued, welcome and comfortable being who they are—comes in.

A 2016 report on Gallup.com summarized two of the company’s studies published in the Journal of Leadership and Organizational Studies that illustrate the potential of engagement coupled with diversity. In the first, employees’ intentions to leave their employers were higher when the employee and manager were of different races and the employee was not engaged. The other found that companies that had higher-than-average gender diversity and employee engagement also had 46% to 58% better financial performance than companies that were below the median on diversity and engagement.



Today is Bell Let's Talk - January 25, 2017

On January 25, Let’s Talk

Every time you talk, text and join in on social media on January 25, Bell will donate 5¢ more to mental health initiatives.



Tuesday, January 24, 2017

When Comparing Yourself to Others Is a Good Thing - FORTUNE

by Kon Leong
Originally published: Janujary 23, 2017
Publisher: Fortune.com 

The Leadership Insiders network is an online community where the most thoughtful and influential people in business contribute answers to timely questions about careers and leadership. Today’s answer to the question, “How can you play a role in advancing workplace equality?” is written by Lori Mitchell-Keller, global general manager for consumer industries at SAP.

I am a woman in a senior leadership position at a tech company—and I am a minority.
This isn’t an exaggeration. Women make up just 20% of leadership positions in the technology industry, which is hugely disproportionate when you consider that women make up more than half of the overall workforce.

Though many people understand the important of workplace equality, it’s often unclear how bring it about. Below are a few important steps that you, your colleagues, and your company need to keep in mind to advance this cause:

Prioritize diversity

Workplace equality cannot live as an agenda item—increasing the number of women in senior roles needs to be at the top of every company’s priority action list. If you are at the top, make sure this organizational priority is never dropped. If you aren’t, find a mentor and work with them to make sure workplace equality isn’t pushed aside. SAP is one among many companies that has established internal networks for female employees. SAP has also set a 2017 goal of having 25% of its leadership positions filled by women by year-end, and I am proud to say we’re on track to meet that goal.