Friday, March 31, 2017

Mental health issues added to P.E.I. disability support program - CBC

by Kevin Yarr
Originally published: March 30, 2017

P.E.I.'s disability support program has been expanded to include help for mental health problems, as the province continues to wait for a decision on a related Human Rights Commission case.

The expanded program will provide a single entry point for assistance for Islanders with disabilities, both physical and mental.

"Now persons with mental health illness will also be able to access the disability support program which they weren't in the past," said Family and Human Services Minster Tina Mundy.

Harnessing the power of diversity and inclusion for innovation - COMPUTER WORLD

by Christoph Schell
Originally published: March 30, 2017

When it comes to the topic of diversity and inclusion (D&I) in the workforce, there is no lack of conversation.

And this is a good thing, because despite the best intentions of many corporations to create a diverse and inclusive workforce, the numbers tell a different story.  As an example, a recent PBS report on diversity at leading Silicon Valley tech firms found that among employees of these companies, 60 percent identify as white, 23 percent Asian, 8 percent Latino and 7 percent black. That same report also found that on average 71 percent of employees are men and 29 percent are women.

'Black Women at Work' Hashtag Proves Ever-Present Diversity Problem. Hiring Diversely Isn't The Solution. - INC

by Sonia Thompson 
Originally published: March 30, 2017

Most business leaders recognize diversity is good for business, but don't fully bring about change because they miss out on this one thing.

"I didn't hear a word she said. I was looking at the James Brown wig."

That was the commentary Bill O'Reilly offered on Fox & Friends yesterday in response to a speech Congresswoman Maxine Waters gave.

Later in the day, a frustrated White House Press Secretary Sean Spicer told reporter April Ryan not to shake her head at him.

To those who wonder why these two happenings are even news, it's because they sparked a large scale outcry. U.S. Representative Maxine Waters is black, as is April Ryan. And unfortunately, these are the type of slights black women across the country experience everyday while working.

50% provide benefits to assist LGBT staff with family care and planning - EMPLOYEE BENEFITS

by Katie Scott
Originally published: March 30, 2017

Half (50%) of global employer respondents provide benefits that support lesbian, gay, bisexual and transgender (LGBT) employees with family care and planning, such as fertility treatment, surrogacy, adoption, or parental leave, according to research by Mercer.

Its LGBT benefits around the world survey, which surveyed 680 organisations across 50 countries, also found that 81% of global respondents offer the same life, medical and retirement benefits to LGBT couples as they do for opposite-sex couples.

The research also found:

  • 78% of UK respondents and 67% of US respondents provide benefits that assist LGBT employees with family planning and care.

Ageism the most common form of discrimination, say employees - CIPD

by Marianne Calnan 
Originally published: March 30, 2017

Three in 10 claim promotion processes are unfair – but HR is more focused on sexism, according to survey

Employees believe that ageism is the most common form of discrimination in the workplace, according to research that suggests a significant proportion of promotion decisions are viewed as unfair.

Almost four in 10 employees (39 per cent) polled by Lee Hecht Harrison Penna felt age was the most common cause of workplace inequality, ahead of gender (26 per cent) and employment status (22 per cent), which covers part-time and flexible working.

However, HR professionals who took part in the survey were most likely to say gender was the most prevalent form of discrimination in their workplace.

In Focus: Effort to Close the Gender Pay Gap Goes Global - SHRM

by Lisa Nagele-Piazza, SHRM-SCP, J.D.
Originally published: March 29, 2017

Efforts to close the gender pay gap are launching across the globe, showing that pay equity is a worldwide issue, and remedying pay discrepancies is a priority for many lawmakers.

Iceland Wants Employers to Prove Pay Equity

Legislation has been introduced in Iceland that would make it the first country to require employers to prove that male and female workers are receiving equal pay. Although the country has had pay equity laws for around 50 years, the new legislation would have more teeth. Employers would have to assess every job and identify and correct wage gaps that exceed 5 percent. The government found that women earn 14 to 20 percent less than men and it aims to remedy that within five years.

Diversity is good for business – but does everyone get it? - DIGINOMICA

by Den Howlette
Originally published: March 30, 2017

At times, the topic of diversity baffles me. A report in The Guardian makes an argument with which any manager can get on board:

"The business minister Margot James said all FTSE-350 companies should take up key recommendations from a recent government-backed review into race in the workplace by the businesswoman Ruby McGregor-Smith.

It concluded that helping black and minority ethnic people to progress in their careers at the same rate as their white counterparts could add £24bn a year to the British economy."

Lack of gender diversity at Junos a sign of bigger issues in Canadian music - 570 NEWS

by David Friend 
Originally published: March 30, 2017

Alysha Brilla wasn’t surprised by the lack of female representation when this year’s Juno Awards nominees were announced.

Years ago, the Waterloo, Ont.-based musician and producer decided to conduct an experiment. She carefully tabulated the gender diversity among Juno nominees and found there wasn’t much at all, particularly in the technical categories, which were completely dominated by men.

After scrolling through this year’s list of contenders she concluded little has changed.

“I don’t want to see women take over the industry. I want to see a balance,” says Brilla, a two-time Juno nominee for best adult contemporary album.

“(But) there’s a lot of resistance,” she adds, “mainly from folks who don’t think there’s a problem in the first place.”

Canadian Mom Creates Diverse Doll Line Herstory For Children Of Colour - HUFFINGTONPOST

by Kayla Greaves
Originally published: March 30, 2017

When it comes to kids, it's no secret that they thrive when they play with toys that either look like them or their peers. The only problem is that finding diverse dolls isn't always easy.

And even though we've seen companies like Mattel amp up their game when it comes to manufacturing toys from a variety of races, and recently, different body types, it can still be difficult to find dolls with natural hair, braids, hijabs, or even dolls with freckles.

But that's where Queen Cee, creator of the Herstory doll line and mother of five children, comes in.

2017 RBC Top 25 Canadian Immigrant Awards - CANADIAN IMMIGRANT

Originally published: March 30, 2017

Canadian Immigrant magazine has opened the online voting phase for its ninth annual RBC Top 25 Canadian Immigrant Awards. This coveted award recognizes and celebrates the untold stories of Canadian immigrants who have made a significant contribution to Canada -- all the more poignant this year as we celebrate Canada 150. The award program is proudly supported by title sponsor RBC Royal Bank. The public can now vote for up to three of their favourite finalists online at until May 22, 2017.

Our past winners have been examples of true nation builders, from entrepreneurs to artists, academics, community volunteers, sports heroes, philanthropists, inventors and visionaries, from across Canada. Their reasons, circumstances and timing for coming to Canada are as varied as their backgrounds -- some fled strife in their home countries, while others chose to gain higher education; some arrived as young children, while others arrived as adults with only a few hundred dollars in their pocket.

No matter their roots, each of the winners' stories shares a common thread: an individual rose to a challenge and used that opportunity to make Canada a better place for all. This year is no different.

Thursday, March 30, 2017

Hillary Clinton discusses diversity and inclusion in Silicon Valley - TECH CRUNCH

by Kate Conger 
Originally published: March 28, 2017

Speaking at the PBWC Conference in San Francisco today, Hillary Clinton called on Silicon Valley to improve diversity and inclusion, particularly by introducing paid parental leave policies. Clinton mentioned Uber and its recent sexual harassment scandal as an example of a company struggling with inclusion, and cited Salesforce as a company making positive strides on equal pay.

“It’s a cruel irony that stereotypes and bias run rampant at companies that pride themselves at being forward-thinking,” Clinton said. “For some women the hostility is even more direct, like the Uber engineer who spoke out about her experiences with sexual harassment.”

Clinton was referencing the experience of Susan Fowler Rigetti, a former software engineer at Uber whose blog post about harassment at the company went viral last month, prompting CEO Travis Kalanick to seek leadership help and to release the company’s first-ever diversity report.

Diversity is Awesome - FORTUNE

by Ellen McGirt
Originally published: March 28, 2017

Yesterday, I got a text from a daily raceAhead reader that got me thinking. “I did a Red Team analysis on your last 25 newsletters and the word "Grim" comes up 17 times. Sounds rough out there,” she wrote.

Hmmm. Point taken. Maybe it’s time for some good news?

Some recent findings from the Pew Research Center should do the trick. Turns out that most of us in the U.S. think diversity is a good thing:

"Nearly two-thirds of Americans (64%) say an increasing number of people from different races, ethnic groups and nationalities in the U.S. makes the country a better place to live; fewer (29%) think growing diversity in the country does not make much difference, and just 5% think it makes the country a worse place to live."

Chuck E. Cheese’s Expands Sensory-Friendly Offerings - DISABILITY SCOOP

by Shaun Heasley |
Originally published: 

Citing “overwhelming” interest, Chuck E. Cheese’s says that it will expand its efforts to be more accessible to kids with autism and other disabilities nationwide.

The children’s entertainment center will offer “Sensory Sensitive Sundays” at its 355 locations across the country beginning in April.

For the once-a-month events, Chuck E. Cheese’s welcomes kids with autism and other sensory issues two hours before opening to the general public. During these times, the lights are dimmed, music is turned down or muted and appearances by characters are more limited.

Vancouver city councillor wants city signage to reflect region's diversity - CBC

Originally published: March 28, 2017

Vancouver Councillor Andrea Reimer is introducing a new motion before city council today to better reflect the diversity of the city through place names.

Her motion prioritizes naming currently unnamed city assets — like streets, lanes, plazas, and some buildings — to better reflect the city's ethnic, religious and gender diversity.

It also specifically recognizes Indigenous contributions to the city and directs staff to create specific guidelines to guide place naming that recognizes both Indigenous and settler history.

Schools, parks and libraries are named through a separate process.

How UBS Is Promoting Gender Equality—Starting With Its Own Leadership Team - ADWEEK

by Christine Birkner 
Originally published: March 28, 2017

In 2015, UBS launched a long-term brand campaign focusing on better serving its female clients. The campaign has so far served up some powerful work, including a portrait series of female entrepreneurs by Annie Leibovitz. For the latest iteration of the campaign, UBS is practicing what it preaches by vowing to make its own workforce more diverse.

Fifty percent of the UBS Americas leadership team members are women, but around the globe, those percentages decrease: for UBS Asia, 30 percent are women, while other markets are 25 to 27 percent women. UBS is aiming to raise those numbers over the next few years.

“We’re very committed to the diversity agenda, because studies prove that the more diverse your team is, the better you’ll perform [financially],” said Johan Jervoe, UBS’s CMO. “It’s not only the right thing to do, but there’s a business reason for it.”

The Summit on Black Women in Advertising calls for determination, confidence and mentorship in empowerment drive - THE DRUM

by Kyle O'Brien
Originally published: March 28, 2017

Attracting more black women to advertising is something that the industry says it strives to do, but the numbers still don’t match the desired trend.

At Their Truth: The Summit on Black Women in Advertising, Marketing and Media on Monday (March 27) evening at the Paley Center in New York City, co-hosted by IPG and the Advertising Club of New York, a varied view of what it’s like to be a black woman in the industry showed that the reality is one that takes determination, confidence and persistence, plus a good mentor to climb the ranks.

Breaking into the industry can be daunting, especially for a young black woman, the panel determined, but as times change and more people keep pushing for that change, it is possible.

What a Study of French Auditors Shows About Homophobia at Work - HARVARD BUSINESS REVIEW

by Thomas RouletSebastien Stenger
Originally published: March 29, 2017

Many companies’ all-white, all-male executive teams make it quite clear how well corporate diversity efforts aimed at women and racial minorities are faring. Harder to discern is how firms are doing on the inclusion of lesbian, gay, bisexual, and transgender individuals. LGBT employees do not necessarily make their sexual orientation known in the workplace, and thus are sometimes considered an “invisible” minority.

In the U.S. and Europe, approximately 20% of LGB employees experience discrimination at work. Transgender employees typically report higher rates of discrimination, perhaps because they are more visibly gender nonconforming. In a 2014 study by an advocacy group, a majority of LGBT employees reported that they had overheard jokes about gay or lesbian people, and one-third said they felt compelled to lie about their personal life in the workplace.

Companies Supporting Diversity - PEOPLE

by Hilary Shenfeld
Originally published: March 29, 2017

Can a company do well and do good? The 50 firms on PEOPLE’s first annual Companies That Care list do just that. In partnership with the research firm Great Place to Work, we surveyed workers at nearly 1,000 companies across the U.S. With charitable giving, community outreach and some very creative perks, these firms prove you can make a profit and make the world a better place.

The following is a list of 8 companies supporting diversity.

Tech is overwhelmingly white and male, and white men are just fine with that - QUARTZ

by Keith Collins 
Originally published: March 29, 2017

Women make up about half of the workforce in the United States, but they only hold a quarter of computer- and math-related jobs. Black and Hispanic workers hold only 15% of those jobs, even though their share of the American workforce is nearly double that. And new survey data suggests that as far as the tech industry is concerned, those breakdowns are just fine.

The industry’s attitude toward diversity was made plain in this year’s global survey of developers conducted by Stack Overflow, the popular question-and-answer website for programmers. The website polled 11,445 respondents in the US, 85.5% of whom were men, and a majority of whom were white. When asked how important the overall diversity of a company is when determining whether they want to work there, respondents scored the issue, on average, 1.9 out of 5, making it their least important consideration.

Wednesday, March 29, 2017

The Salesforce EVP Who Got Coworkers Equal Pay Wants You To Know This About Leadership - FORBES

by Leyla Seka
Originally published: March 28, 2017

International Women’s Day may be behind us, but the theme, #BeBoldforChange, has stuck with me. It got me thinking that it’s the perfect directive for women’s leadership in the workplace. When leaders are loud, fearless and bold, they can make a real impact on their environment. Personally, I’m known for shaking things up, being ‘bossy,’ making noise — and I love it. I embrace these adjectives because they are exactly what has allowed me to be effective in my career and create high-performing teams.

Equality begins when employees are empowered to use their voices to create change, and it takes active leadership to get there. So how can women business leaders use their platforms to create a culture of action and promote equality for all within their workplaces? There are three key things every woman must do:

Stand up for what you believe in.

When I graduated college, my father wanted me to go to law school.

Financial services need to ‘walk the diversity talk’ - THE C SUITE

by PWC
Originally published: March 28, 2017

Despite an increased focus on diversity in recruitment, progress for the Financial Services (FS) industry has been slow, with only around a third of FS organisations seeing a rise in female applicants as a result of their specific diverse recruitment practices.

These are some of the findings of a new PwC report, Gaining an edge in the competition for talent: Inclusive recruitment in financial services survey 2017. The report is based on a survey of 276 employees working for various organisations across the FS industry, and employer representatives from 55 different FS organisations.

The report finds that 91% percent of FS employers have established a diversity & inclusion strategy, putting them ahead of the average for all sectors (81%). And over three-quarters (76%) have aligned their recruitment and selection strategy with their diversity and inclusion strategy. At the same time, more than three quarters of FS employers (76%) are actively trying to attract women – significantly more than the average percentage for all sectors – and over half (51%) are seeking to attract more people from other underrepresented groups. 

What hampered Uber’s diversity recruiting? - HUMAN CAPITAL MAGAZINE

Originally published:  March 28, 2017

Efforts to hire more women and people of colour at Uber have been long hindered by a peculiar constraint. Members of the recruiting team were denied access to information about the company’s diversity makeup, according to several people familiar with Uber’s hiring apparatus.

The recruiting arm assigns some members to focus on hiring diverse candidates, an initiative that has received enthusiastic endorsements from Uber CEO Travis Kalanick. But the team found it difficult to do its job without demographic data, which is a common way to identify a company’s weaknesses and set hiring targets, the people said. Like many of its Silicon Valley cohorts, Uber is an obsessively data-driven company, where recruiters log every interaction with candidates and scour their social media profiles. The diversity data limitation was especially vexing because other technology companies of its size release annual diversity reports to the public.

Helping Hamilton youth find jobs - HAMILTON NEWS

by Mark Newman 
Originally published: March 28, 2017

If you have a problem with your iPad or other Apple device and call the helpline, there's a good chance you will be speaking to Tamara Paris.

She works at the Concentrix call centre at Jackson Square, where she’s an iOS senior advisor who has been trained on Apple products.

“That’s a fancy way of saying if you have a broken (iPhone) or your whole (Apple) computer (went down), you call me,” said the 29-year-old central Mountain resident. “I’ve always been good with computer-techie stuff.”

A couple of years ago, Paris never dreamed she would be a techie and working in a full-time job with benefits that she liked and that would give her a couple of promotions. She thought her future was in hairstyling, facials and manicures.

Diversity key to handling changing business landscape - PRIME MOVER

Originally published: March 28, 2017

As mega-trends like globalisation, urbanisation and digitisation descend upon Australia, the very concept of commercial road transport is put to the test – and only a diverse workforce will be able to cushion the shock, according to Logical Executive Solutions’ Caroline Taylor.

As part of the magazine’s upcoming diversity special*, Prime Mover consulted the experienced executive recruiter to find out just how well diversity is addressed in the Australian commercial road transport industry.

Q: What are the advantages of diversity in the workplace?

A: Being aware of diversity in the workplace is important to bring different ways of thinking to the fold. Without including people from different backgrounds – and that does not just apply to gender or culture – you will end up with a group of people who all think and act the same. What’s important is to not approach diversity like some sort of business project – it should become part of a company’s default state.

Survey: New Administration Is Causing Tech Workers To Think About Diversity - TRIPLE PUNDIT

by Gina-Marie Cheeseman 
Originally published: March 28, 2017

Donald J. Trump’s presidency is causing tech-industry employees to think more about diversity and inclusion, according to polling and research company Market Cube.

The company surveyed 1,411 American tech-industry workers in January on behalf of software development firm Atlassian. And researchers found that 48 percent of these workers said Trump’s election inspired them to “care more about diversity.” Twenty-three percent said they have taken action in relation to diversity since the election.

Australia-based Atlassian compiled the data collected from the survey into a report. “Our data shows these national concerns have trickled down to tech workers and impacted their sentiments about diversity in a meaningful way,” the report reads.

Canada’s best diversity employers welcome new voices - GLOBE AND MAIL

by Diane Jermyne 
Originally published: March 28, 2017

Canada’s Best Diversity Employers for 2017 set an outstanding example of how Canadians make diversity our strength.

From corporate strategy to successful implementation, these employers make diversity and inclusion integral to their workplaces and the way they do business. By hiring people who truly reflect all Canadians, including new immigrants, aboriginals, LGBTQ people and those with disabilities, these organizations benefit too, boosting their energy and innovation through an influx of fresh voices.

Additionally – because we’re not there yet – many organizations have targeted programs supporting women employees, particularly in industries such as engineering, mining or agribusiness.

Clean up your act on diversity, government tells FTSE companies - GUARDIAN

by Katie Allen 
Originally published: March 28, 2017

Business minister writes to FTSE 350 CEOs echoing calls for businesses to publish breakdown of workforce by pay and race

The government has written to the chief executives of the biggest UK-listed companies urging them to improve diversity and echoing a call to publish a breakdown of their workforce by race and pay band.

The business minister, Margot James, said all FTSE 350 companies should take up key recommendations from a recent government-backed review into race in the workplace by the businesswoman Ruby McGregor-Smith.

It concluded that helping black and minority ethnic people to progress in their careers at the same rate as their white counterparts could add £24bn a year to the British economy.

How Latino Players Are Helping Major League Baseball Learn Spanish - NPR

by Jorge Encinas 
Originally published: March 26, 2017

With the start of baseball season in sight, millions of Latino fans in the U.S., the Caribbean, and Latin America will be rooting for their favorite players, many of whom are transplants from places like Venezuela, Dominican Republic, and Cuba. But Spanish-speaking fans, millions of whom watch Spanish-language broadcasts of baseball games, will have little idea of the lingering challenge some Latino players in the States have long faced: inadequate language support from the minor and majorleagues.

Much of the issues surround the inability of the Latino players to meaningfully communicate with the press. This can be the result of simply not speaking each other's language, a barrier in how cultural norms affect the use of language, or from poor reporting on Latino players.

One such incident of lackluster coverage happened last year when Brian T. Smith from the Houston Chronicle wrote an article on the struggling performance of Carlos Gómez during his season with the Houston Astros. Gómez, born in the Dominican Republic, speaks English, but not with native proficiency. When Smith quoted Gómez as saying, "For the last year and this year, I not really do much for this team. The fans be angry. They be disappointed," the mangled language sparked a backlash about how the media can sometimes cover players in a way that demeans their intelligence or leaves them embarrassed.

Tuesday, March 28, 2017

Job program for immigrants aims to fill labour gaps outside GTA - TORONTO STAR

by Nicholas Keung 
Originally published: March 26, 2017

The Rural Employment Initiative networks with employers in smaller communities, vets and refers suitable immigrant candidates willing to relocate from Greater Toronto.

Apoorvya Kapoor started applying for jobs in Canada even before she arrived from India last May, but none of the 200-plus resumes she sent out to GTA employers yielded a response.

Frustrated with the grim employment prospects, the new immigrant attended a job fair in Mississauga in November put on by the Peel Newcomer Centre and a staff member asked if she would consider relocating outside of Greater Toronto.

“You go to all these websites and 95 per cent of the job postings are within the GTA,” said Kapoor, who has an undergraduate degree in biomedical engineering and a master’s degree in hospital administration from India. “I just never thought about that.”

All Canadians have role to play in combating Islamophobia - THE RECORD

by  Johanna Weidner
Originally published: March 26, 2017

Combating Islamophobia is not just up to Muslims but all Canadians, a gathering at the Kitchener market on Saturday was told.

"We all as Canadians have to be really mindful about where we're going," said Fauzia Mazhar, chair of the Coalition of Muslim Women of K-W.

That's especially relevant with the anti-immigrant rhetoric flourishing in the United States, and political gains that have been made by scapegoating single communities.

What Racial Terms Make You Cringe? - NY TIMES

Originally published: March 26, 2017

Diversity hire. Ethnic. Person of color. Exotic. Urban.

This week the Race/Related team is taking aim at a few of the words and phrases that we find bothersome when it comes to race. Some of the terms we chose also have entries in The Times’s Manual of Style and Usage. We’ve included the manual’s recommendations when appropriate.

Tell us if you agree or disagree with our choices, or send us your own picks at We’ll include a selection of the responses in the next edition of the Race/Related newsletter.

Why unconscious bias matters - CBC

by Pierre Battah
Originally published: March 26, 2017

Employers, recruiters and hiring managers are continuously looking to find the best person for the job.

And though they will focus on qualifications, experience and personal suitability, their biases may well hinder their ability to make the right choices.

1. How does unconscious bias impact who gets hired and promoted?
2. What is the impact on the employer?
3. Given that we are all biased, how do well-intentioned employers make truly objective hiring decisions?
4. What steps do well-meaning hiring managers take to look beyond their own bias?
5. Are there instances where bias is helpful in hiring and promoting the right people?

Danielle, an experienced and effective hiring manager in a very competitive sector has just come to the realization that her employee selection process has been flawed from the get go.

A High School's Lesson For Helping English Language Learners Get To College- NPR

by Claire McInerny
Originally published: March 25, 2017

Sixteen-year-old Na Da Laing struggled in elementary school.

"I was different from other students," she remembers. "I couldn't speak English at all."

Now, eight years later, she's reading George Orwell's Animal Farm.

In the U.S., roughly one in 10 students is an English language learner.
Many schools struggle to help them feel comfortable with their new language. Helping them get ahead and to college is another challenge entirely.

But East Allen University, Laing's high school in Fort Wayne, Ind., has developed a unique program to do just that: English language learners there can graduate with a diploma and an associate's degree. It's a public high school — anyone can enroll — but the focus is on college prep and college credit.

How SEEK are helping vision-impaired workers - HUMAN CAPITAL MAGAZINE

Originally published: March 27, 2017

In Australia, there are around 350,000 people who are blind or have low-vision, and this figure is expected to rise to 550,000 within the next 15 years.

Of those who can work, approximately 60% are unable to find employment.

In order to raise awareness of this issue and to help people who are vision-impaired with their careers, SEEK recently ran an eight-week pilot work experience program in partnership with Vision Australia.

HC interviewed Kathleen McCudden, SEEK Group HR Director, about the program, and how HR managers can create a more diverse and inclusive workplace.

Everyday Inclusion: Winners of 'Canada's Best Diversity Employers' are announced for 2017 - CANADA NEWSWIRE

Originally published: March 28, 2017

Encouraging workplace diversity isn't so much a radical idea as it is an everyday reality for Canadian employers seeking to recruit and retain the best talent. That's the key lesson from the winners of this year's Canada's Best Diversity Employers competition, announced this morning by Mediacorp Canada Inc.

"Employers that ensure their workforces reflect the community have an advantage," says Kristina Leung, Senior Editor of the Canada's Top 100 Employers project, which manages the competition. "These organizations benefit from a wider range of perspectives, which inevitably brings new and innovative ideas."

Additionally, Leung notes, this year's winners are eager to address inclusiveness subjects beyond the competition, including mental health, recent immigrants and veterans. "Increasingly, we see a desire by employers to have open and frank conversations about how they can enable employees to bring their 'whole selves' to work and tap into their full potential."

Five strategies for better LGBT workplace inclusion - CIPD

by Cathryn Newbery  
Originally published: March 27, 2017

Experts at last week’s Economist conference provided useful insight for HR practitioners grappling with D&I

The line-up for The Economist’s second Pride and Prejudice conference – focusing on the business case for LGBT inclusion – was dominated by (mostly white, mostly male) chief executives seeking to prove to their C-suite peers just how inclusive and supportive their organisations are of LGBTQ+ employees.

But the nuggets of useful practice that HR professionals can take away and use, unsurprisingly, came largely from the LGBT contributors themselves – the ones who really know what a difference supportive employers and line managers can make. Here are some of the best bits of advice from the London conference.

Too Much Experience To Be Hired? Some Older Americans Face Age Bias - NPR

by Ina Jaffe
Originally published: March 24, 2017

Most baby boomers say that they plan to keep working past conventional retirement age. But to do that, they have to get hired first. New research shows that can be harder when you're older.

The study was conducted by David Neumark, who is a professor of economics at the University of California, Irvine, and two other economists. They sent out 40,000 resumes for thousands of real jobs. The resumes for any given job were identical except for age.

"The call-back rate — the rate by which employers contact us and say we'd like to interview you — drops from young applicants to middle-aged applicants and drops further from middle-aged applicants to older applicants," Neumark says.

Monday, March 27, 2017

eBay’s diversity report shows its staff is still mostly dudes - FASTCOMPANY

Originally published: March 23, 2017

The most recent report since eBay spun off Paypal shows the staff is predominately men. Of the 12,600 employees globally, men comprise 62% of the workforce, while women make up the remaining 38%. Men dominate leadership roles (68%) and make up 78% of technical staff. 

The company's U.S. workforce has better race and ethnicity numbers with 52% white employees. The majority (65%) of U.S. tech staff is Asian. Damien Hooper-Campbell, eBay's chief diversity officer who came on board last June, acknowledges there is work to do to improve the numbers. But the company should get an A for continuing to be transparent, especially as a new survey found that employees believe their companies are more diverse than they actually are.

Is Canada's Multicultural Identity Only Skin-Deep? - HUFFINGTONPOST

by Osman Shah
Originally published: March 23, 2017

It's 1989 and my family and I have landed back in Canada after a few years in Pakistan. I'm five. I'm ready to start school. I don't speak a word of English, let alone French. But because my parents learned from their citizenship test that French was the official second language of the country, I'm enrolled in French Immersion anyways. And since we are in Alberta, I am bound to learn English. This is the reasoning my mother often gives -- it's the effort they put in to make sure I would understand what it meant to be Canadian.

In 1988, the year prior to our return, the Canadian Multiculturalism Act took effect, recognizing the cultural and racial diversity of the country and acknowledging the freedom of all Canadians to preserve and share their cultural heritage. We are a proud multicultural society, and we wear it as a badge of honour.

So what does that make me? A French speaking-first generation Western Canadian-Pakistani? I don't imagine anybody identifies this way in his or her day-to-day life. I don't imagine anybody has to. I didn't identify this way because I never felt like I had too either. And for the longest time, I chose not to. I was Ozman or Oz (both of which are nowhere near the pronunciation of my name, Osman). Maybe this was naïve of me. Maybe I knew it was wrong, but I willfully ignored it. I don't know.

This Is What It's Like To Be Black In Alberta - HUFFINGTONPOST

by Makeda Waterman 
Originally published: March 23, 2017

The world looks at Canada as a culturally neutral country. But the so called "melting pot of the North" is really... just Toronto. Western Canada is nowhere near the pot.

As a native Torontonian, I moved to Edmonton about three years ago. Most of my friends left Ontario when Alberta's economy was strong and every year that went by they encouraged me to come for the endless opportunities. They warned me about the racism here, but I thought they were exaggerating. I thought that if Ontario welcomes diversity, Western Canada can't be that different.

When I landed at Edmonton International Airport, it felt like I moved to Texas. There were retail stores that sold cowboy hats, hunting gear and some white people looked at me as if I were a ghost. It was only the beginning of the culture shock.

The Truth Behind Diversity Numbers - FORTUNE

by Ellen McGirt
Originally published: March 23, 2017

Two studies reminded me today that behind every data set, there are people. And sometimes they can tell us more about the real world than just numbers alone.

The first is a new survey commissioned by the software development company Atlassian, who was looking to better understand the attitudes about diversity held by employees across the technology sector. It was a bit of a head-scratcher. Despite the industry’s dismal representation numbers across the board, employees tended to think that things were mostly okay at their own HQs. Among the 1,400 tech workers polled, 83% say diversity in tech is important, but only half believe improvements need to be made at their own firms. High-level talking points about inclusion don’t seem to be trickling down.

How to Create More Women Leaders in the Workplace - BENTLEY UNIVERSITY

Originally published: March 23, 2017

The number of women progressing to the highest level of companies’ leadership narrows at each step of their career. A 2014 study from Bain & Company found that 43 percent of new female employees aim for top leadership roles at the start of their careers but within five years, only 16 percent aspire to that level.

In the following Q&A, Executive Director of Bentley’s Center for Women and Business Deb Pine explains how a woman’s view of leadership starts as early as 6 years old and dramatically changes the way she thinks about a career:

Q: How early are women’s views of leadership formed?

Pine: A woman’s view of leadership begins to take shape early in childhood, starting with the values she learns, her exposure to leadership skills and her positive role models. A new study found that 6-year-old girls are less likely than boys to think members of their own gender can be brilliant, a change from age 5, when they’re just as likely as boys to think their own gender can be brilliant.

‘Diversity & Inclusion’ Is Not a Four Letter Word - TECH.CO

by Conner Cawley 
Originally published: March 23, 2017

The lack of diversity in tech has been a consistent problem for years. Despite numbers showing that an inclusive environment breeds success in the workplace, companies of all shapes and sizes refuse to make meaningful change in their hiring practices. And, if you ask Leslie Miley, the director of engineering at Slack, he’ll tell you that this kind of mentality needs to change immediately.

During his keynote speech at New Orleans Entrepreneur Week, Miley focused on the importance of diversity in tech, the ways startup founders and corporations can address the problem at hand, and what it’s going to be like when something finally changes. He stressed the value of top-down involvement, meaning of course that if change is going to happen, it has to come from the CEOs, the founders, and the leaders of the tech community.


by Matt Scott 
Originally published: March 24, 2017

A new survey from job site Glassdoor shows that companies that fail to pay men and women the same will struggle to recruit female talent in the UK, but that a focus on diversity, gender balance in senior leadership and women’s networks could attract both female and male job candidates.

Glassdoor chief economist Dr Andrew Chamberlain said this will cause recruitment problems for companies still operating with a gender pay gap, especially in light of the new gender pay reporting regulations.

“The gender pay gap is set to be a major issue in the UK this year, not least because employers are grappling with the challenge of how to analyse their own data and there is a relatively low level of understanding amongst the workforce about what causes the gap,” he said. “Both male and female employees want more transparency around pay, and companies that offer this will have the advantage when it comes to recruiting.

Companies need to embrace whole 'queer spectrum' to get best staff - AOL

Originally published: March 23, 2017

Companies need to look beyond labels such as gay or lesbian and embrace the whole spectrum of sexuality and gender identity to be truly inclusive in their workforce, the founder of the world's largest app for gay women said on Thursday.

More than half of the world's countries do not protect lesbian, gay, bisexual and transgender (LGBT) people against workplace discrimination.

But a growing body of research indicates this has a negative economic impact and limits companies' ability to attract staff, in particular young people, according to Robyn Exton, founder of HER attending at conference on gay rights in the workplace.

‘Stand up against intolerance and eliminate discrimination,’ says UN chief Guterres - UN NEWS CENTRE

Originally published: March 21, 2017

Against the backdrop of rising discrimination and violence against those perceived as different, United Nations Secretary-General António Guterres today urged the world to stand up against intolerance and build communities that recognize diversity not as a source of weakness, but a source of strength and richness.

“In a time of upheaval and change, it is easy to paint vulnerable communities as the cause of problems […] people are being targeted because of their race, nationality, ethnicity, religion or sexual orientation,” warned Mr. Guterres at an event at the UN General Assembly commemorating the International Day for the Elimination of Racial Discrimination.

Highlighting the particular plight of migrants as well as those, especially women and girls, from minority communities who are often targeted as “scapegoats” and experience racial profiling by authorities, the UN chief underscored the collective responsibility “to do better” and to protect human rights of all.

Friday, March 24, 2017

Diversity is about respect, not empathy - CAMPAIGN MAGAZINE

by Jane Lin-Baden
Originally published: March 22, 2017

I am fortunate to work in an agency in a country where women’s talents are given equal opportunity to shine.

In my experience with other companies, this hasn’t always been the case, but I think that often inequality isn’t the result of people’s bad intentions or deliberate choices, but rather of ignorance, assumptions and perception. And this applies to both women and men.

In some countries in Asia, marriage and family are key reasons for women to choose not to continue to develop a career of their own. In other countries, men who want to work flexible hours in order to spend more time with their children are either not given that choice, or their choice is not respected.

New Study Finds Little Age Diversity within Corporate Boards - BUSINESS WIRE

Originally published: March 21, 2017

A new report finds that there is little age diversity within the boardrooms of S&P 500 companies. The new analysis also finds that the median average age for all boards is 62.4 years, and that the average is persistent across companies by size and industry segment. While technology firms do have the youngest average board age, with a median of 61.3 years, it is barely a year less than the median of all S&P 500 firms. In all, some 80 percent of boards have an average age in the sixties.

These findings are contained in a new study, Age Diversity Within Boards of Directors of the S&P 500 Companies, conducted by Board Governance Research LLC and funded by the Investor Responsibility Research Center Institute (IRRCi). The report examines the age diversity within each board of the S&P 500 companies by industry, company size (market capitalization) and company age (years since the company’s initial public offering).

Diversity Makes Projects More Successful - LINUX

by Ian Murphy
Originally published: March 21, 2017

Open source projects are by their nature intended to be welcoming, pulling in contributions from many different volunteers. But in reality, open source and the tech industry in general often lack diversity. Speaking at the Open Source Leadership Summit in February, Mozilla’s Chief Innovation Officer Katharina Borchert told the crowd that working to bring ethnic, gender, and skill diversity to open source projects isn’t just the right thing to do because of moral grounds, it’s the right thing to do to make projects more successful.

“The next generation of people coming online and potentially willing -- even eager -- to engage with us, to contribute to our work, they're not going to look like us, they're not going to talk like us, and they're going to have different expectations,” Borchert said.

“If we want to future-proof our communities, if we want to future-proof our work and everything that we really care about, we need to engage those people. We need to understand those people, and we need to be able to open up our communities and embrace those people,” she continued.

How Learning To Code Helped Me Beat The Odds As A 19-Year-Old Female Founder - FAST COMPANY

by Lyndsey Burton
Originally published: March 22, 2017

When I founded my business at 19, I knew a little HTML but could hardly call myself a coder. Over the course of the last 14 years in business, I’ve taught myself web development and IT management–because I had to. Learning to code was the only way for me to grow a business from scratch and beat the long odds as a female tech founder. Here’s how I did it.


When I first started my company, I hadn’t gone to university and I didn’t have a job. I was living at home with my parents, so while I had no real risk or expenses, I also didn’t have any business acumen or money to invest.

I’m pretty sure he never thought it would work, but as my dad had always wanted to start a business himself, he offered me £500 (around $600 USD at the time) to try it myself. That was actually a pretty good budget for launching a website back then, especially considering that nowadays it costs anywhere between £2,500 and £6,500 ($3,000–$8,000) to hire a developer to produce a small app and up to as much as £200,000 ($250,000) for more complex web products. Needless to say, not many would-be entrepreneurs have the kind of capital to pay for such services. And if they can’t code, they face a massive barrier to becoming a startup founder from the get-go.