Friday, April 28, 2017

Inside Fox News’ Explosive Racism Lawsuit - DAILY BEAST

by Lloyd Grove
Originally published: April 26, 2017

“This hurts,” Fox News Channel anchor Kelly Wright declared. “This hurts,” he repeated, while appearing at a press conference Wednesday with nine other current and former Fox News employees who are claiming systemic racial discrimination at the top-rated, right-leaning cable news outlet.

“We literally have a handful of black and Latino reporters, and only one black male anchor—which in 2017 shouldn’t be the case,” said Wright, one of very few black anchors at the network—and the only male African American who presides over his own Fox News show. (Juan Williams is a regular on The Five, and Charles Payne hosts a Fox Business Network show while frequently subbing on Neil Cavuto’s Fox News program.) Wright added that the situation, along with the alleged denigration of minority employees toiling behind the scenes, is “inexcusable and indefensible” and the result of “systemic and institutional racial bias.”

Wright, an ordained minister and gospel singer, was occasionally near tears and struggling to keep his composure as he explained why he has joined a dozen minority colleagues in a class action lawsuit filed Tuesday night in Bronx County’s State Supreme Court against Fox News, its parent company 21st Century Fox, Fox News’s general counsel, Dianne Brandi and its former comptroller, Judith Slater.

EEOC Settlement of Wellness Suit Leaves Unresolved Issues - SHRM

by Stephen Mills
Originally published: April 27, 2017

A settlement reached by the U.S. Equal Employment Opportunity Commission (EEOC) and an employer over whether worker participation in a worksite health screening was "voluntary" is a warning signal not to go too far in pressing employees to participate in wellness-promoting initiatives. But conflicting federal rules and court decisions continue to muddy the compliance waters for employee wellness programs.

The EEOC's April 5 settlement with Orion Energy Systems, a Manitowoc, Wis.-based producer of energy-efficient lighting platforms, ends the agency's litigation against the company. The EEOC had charged Orion with violating the Americans with Disabilities Act (ADA), among other allegations. The suit contended that Orion's wellness program required medical examinations and made disability-related inquiries in violation of the ADA's employee protections.

Wendy Schobert was an Orion employee who declined to participate in the company's wellness program. Orion subsequently required her to pay the entire premium for her employee health benefits and, shortly thereafter, fired her.

Workplaces for people with intellectual disabilities are decreasing. The changes can be painful. - POST GAZETTE

Originally published: April 27, 2017
Every day, Perry Blatz knows where his son Bill will be — stuffing and labeling envelopes at the UPMC Vocational Training Center in the South Side, a facility for adults with intellectual disabilities.

"It's safe. He enjoys going there, he talks about going to work," said Mr. Blatz, a retired history professor.

When he was younger, Bill had tried to work in other jobs, such as in a grocery store, but that didn't work out. Because of his developmental disability, Bill has a hard time staying on task. He has been at the Vocation Center full time since 2008.

Lack of class diversity pervades history of higher education - THE ITHACAN

by  Kayla Dwyer
Originally published: April 27, 2017

The story of higher education in the United States is one of rapid rise and steady fall, with the only unchanging variable being the persistence of class inequality.

Even with the explosion in college attendance post–World War II — aided in part by the GI Bill of Rights, which granted veterans benefits that included tuition payments — access for low-income students has been consistently low while significant ground was gained in gender and ethnic diversity. Americans began to think of higher education as a public good in this period, and government funding followed suit. But the rapid expansion quickly outpaced fiscal support, and the public’s optimism toward opportunity waned. The shifting of the financial burden to families has systematically excluded those from the bottom quartile of income.

Sociologists theorize about why this might have happened. Sigal Alon in the American Sociological Review points to a mechanism called social closure, in which social groups seek to reap certain benefits or keep their privileges by controlling access to them, thereby excluding others. Some exclusionary methods include property barriers, such as rising tuition costs, and the “inflated use of academic qualifications” or standardized tests like the SAT.

Tennis Continues to Fail Serena Williams When It Comes To Racism - COMPLEX

Originally published: April 27, 2017

The No. 1 tennis player in the world made her professional debut at age 14. It is impossible to quantify her impact on the game or to neatly sum up her accomplishments since then, but they include winning 23 grand slam titles, four Olympic gold medals, the Laureus World Sportswoman of the Year award (three times), and being named Sportsperson of the Year by Sports Illustrated. Uproar ensued over this last honor, bestowed upon Williams in 2015, because people felt the award should have actually gone to American Pharaoh—a racehorse.

That was just one of many dehumanizing slights Williams has endured throughout her 21-year career. This post could have been “A Timeline of All the Racist Dickheads Serena Williams Has Had to Stand Up To Over the Years”—unfortunately, no one has the time to compose such an exhaustive list. The latest insult came shortly after Williams announced that she and her fiance, Reddit co-founder Alexis Ohanian, are expecting their first child.

'Sense8' Cast on Why Their Inclusive Show Is "Necessary" in Trump's America - HOLLYWOOD REPORTER

Originally published: April 27, 2017

The global group praised the Netflix series for its "poignant" timing at the second season premiere.

Sense8 broke ground with its inclusive message when it first launched. The Netflix sci-fi series tells the high-concept story of eight strangers around the globe who come to discover they are emotionally and mentally linked: They are different, yet come to discover they are one in the same.

Now, nearly two years later, that message of embracing diversity packs an even bigger punch in Trump's America.

"The show's message is paramount," series newcomer Toby Onwumere told The Hollywood Reporter at the second season premiere in New York City on Wednesday night. "In cities like this, you see so many different faces and this show is a reflection of the world. The themes are topical, the message of inclusivity and liberty is really necessary right now."

Election 'diversity crisis' warning over women standing - BBC

Originally published: April 27, 2017

A "diversity crisis" warning has been issued over the upcoming local elections, with 30% of candidates being women.

Gender equality charity Chwarae Teg and pro-democracy organisation Electoral Reform Society (ERS), who analysed data, called it "disappointing".

On May 4, 3,438 people stand in Wales' 22 council areas, with 1,023 women.

The Welsh Local Government Association (WLGA) said it was working to improve the situation.

In the 2012 council elections, 26% of elected councillors were women with 9% of leaders of authorities female.

Twitter CEO Jack Dorsey Thinks Location Is The Reason For Lack Of Diversity - GIZMODO

by Bryan Menegus
Originally published:  April 27, 2017

Upcoming film The Circle appears to be about a bearded white guy who runs a technology company that (I guess, based on the trailers) preaches connectivity and positive disruption but exists as a front to mine personal data. Haven't seen it yet. Jack Dorsey, the white, bearded CEO of Twitter, decided to host a Periscope livestream with members of the cast earlier this week, ostensibly to prove he has a sense of humour about his position as a dystopian tech lord. Could this be any more tone-deaf? Yes. Because Jack Dorsey tried to dodge a question by saying an astonishingly stupid thing.

After a few technical difficulties with the stream were worked out, the CEO launched into a sermon about his company trying to draw from different perspectives. Apparently, diversity is something Dorsey is still committed to, at some indeterminate time in the future. But when cast member Patton Oswalt asked Dorsey about the lack diversity within the company, noting that it's "odd that [diversity is still] being addressed in 2017", Dorsey seemed perplexed at first.

Asian OCAD student’s mock resumé forces others ‘to see who I am’- TORONTO STAR

Originally published:  APril 27, 2017

Many of the pieces in the OCAD’s graduate exhibition showcase the cultural diversity and experiences of the graduating class.

Stein Wang has a resumé that cannot be overlooked.

Part irony and part political statement against employers’ hesitance to interview and hire candidates with Asian names, the OCAD University industrial design graduate has created a resumé that confronts hiring managers’ biases against jobseekers with non-Anglicized names.

To be able to read Wang’s curriculum vitae, viewers must stretch their eyes outward with their hands in order to be able to recognize the letters in a font that he developed that can only be properly viewed through what he calls the “slanty eyes” that most Asians have.

Thursday, April 27, 2017


Originally published: April 27, 2017

The Yukon government has introduced a trans rights bill in a pledge bring the territory’s human rights in line with other Canadian jurisdictions.

Bill 5 was introduced in the Yukon legislature on April 25, 2017. The bill amends the Yukon Human Rights Act to prohibit discrimination based on “gender identity or gender expression” and amends the Vital Statistics Act to allow a change of gender on a birth certificate without gender-confirming surgery.

The revised act will also allow gender-neutral markers to be used on birth certificates.

“All Yukoners have the right to be free from discrimination and harassment because of their gender identity or gender expression,” Justice Minister Tracy-Anne McPhee said in a press release. “Our laws will soon be a better reflection of Yukon’s rich diversity.”

Diversity in the workplace: a huge change coming for businesses - THE BUSINESS DESK

by Sam Metcalf
Originally published: April 27, 2017

Diversity in the workplace isn’t just about gender equality, it’s about race, sexuality and religion – and millennials won’t stand for discrimination; that was the message from exclusive breakfast event on diversity in the workplace.

Hosted and sponsored by Freeths, the event highlighted the incredibly complex and sensitive nature of how best businesses can promote diversity to its workforce.

David Potter, partner and head of employment at Freeths, said: “There is a huge change coming for businesses. Millennials now expect difference in their workplace; they don’t see the difference between two people, whether that  be in their ethnic background, their gender or their sexuality. Businesses have to learn to be open to this if they want to keep the best talent.”

Fox News anchor says it does little about racial diversity - NEWS GAZETTE

Originally published: April 27, 2017

A black Fox News Channel anchor has joined a racial discrimination lawsuit against his company, saying Wednesday that the network marginalized him and has little interest in promoting diversity.

Kelly Wright, who primarily works an overnight shift at Fox, said at an emotional news conference that his efforts at promoting diversity at Fox have largely failed. He said former Fox host Bill O'Reilly rejected a piece Wright had prepared after racial protests in Ferguson, Mo., because it showed blacks in "too positive" a light.

"This hurts," Wright said.

Age discrimination in the workplace happening to people as young as 45, study says - PHYS

by Justine Irving,
Originally published: April 27, 2017

Almost a third of Australians perceived some form of age-related discrimination while employed or looking for work in the last 12 months—starting as early as 45 years of age, our study finds.

We conducted a national survey of 2,100 men and women aged 45 years and over, and 100 telephone interviews. The most common form of perceived discrimination was negative assumptions about older workers' skills, learning abilities or cognition.

Survey participants also reported limited or no opportunities for promotion or training, working in an organisation that undervalued them and difficulty securing work due to age. 

Why white men must lead the push for diversity - CIO

by Sharon Florentine
Originally published: April 27, 2017

It turns out that white men should take the lead in advocating for diversity, because they're the only ones who aren't punished for doing so.

I saw an interesting statistic on Twitter the other day: According to a Lake Research poll, 86 percent of the anti-Trump calls to Congress were made by women. And fully half of those were/are middle-aged women.

It's not surprising to me that women and people of color (POC) are taking to the phones, the streets and social media to loudly and boldly advocate for their freedoms and their rights. We've been fighting these battles for a long time. But when it comes to workplace equality, we might want to take a (well-deserved) break and let someone else do the advocacy work for us. And that "someone else" should be a white guy, according to recent research.

How To Make Managing Someone Older Than You Less Awkward - FASTCOMPANY

Originally published:  April 27, 2017

Young managers don’t have it easy. Here’s how to smooth the way with employees who are years—or decades—your senior.

You worked hard and finally landed that promotion. Now you’re the boss—and in charge of a number of team members who are significantly older than you, and who may have complicated feelings about reporting to a younger manager.

“A lot of millennials haven’t done a lot of supervising yet,” says workplace diversity expert Jennifer L. FitzPatrick. “In a way, you may want to look at [the management role] as if you’re coming at it from a different discipline. You’re not going to know everything that the employees who’ve been there longer know, she says. And that will usually make your team stronger.

Why I Volunteer: When Men Step Up - GOOD MEN PROJECT

by Heath Henwood
Originally published: April 26, 2017

Like most people, I tend to get extremely busy. Yet I feel a calling to be involved in the community.

With precious time, I am careful where I invest my energy, and who I volunteer for. However, I see the importance of volunteering, and the impact I have on the community.

Community groups and organizations will always say that they have a need for more volunteers, particularly, leaders. People who can cast vision, walk the hard yards to carry an organization when things get difficult.

Every organization goes through struggling times, particularly in the area of finding workers, for people to take on the less glamorous roles. So volunteers are needed who will dedicate their time and effort, to a cause and for a purpose for a longer duration.

EEOC outlines 4 new approaches to fight workplace harassment - HR MORNING

by Tim Gould
Originally published:  April 26, 2017

Workplace harassment is virtually an epidemic these days — the EEOC says a third of the nearly 100,000 charges it receives annually now include a harassment allegation. But the agency’s taking steps to help both workers and managers handle the problem.

Part of the problem is employees have become more sensitive to harassing behavior.

What the agency wants now

The other part of the equation is managers and rank-and-file workers are unsure what their role is in stopping harassment. So both groups think the responsibility falls on the employer.

But the reality is it falls on everyone, regardless of position, and the EEOC has outlined how you should make that clear to prevent harassment.

Facebook Exec: How to Call Out Gender Bias at Work - FORTUNE

by  Deb Liu
Originally published: April 26, 2017

The MPW Insiders Network is an online community where the biggest names in business and beyond answer timely career and leadership questions. Today’s answer for, “How can women respond to gender stereotyping at work?” is written by Deb Liu, vice president of platform and marketplace at Facebook.

Gender stereotyping in the workplace is often unintentional and the product of unconscious bias. Each time we let stereotyping go by without calling it out, we miss the opportunity to create mutual acknowledgement of what occurred and the opportunity to address it in real time, and tacitly agree that stereotyping is okay. These missed opportunities allow gender stereotyping to persist. Fortunately, by encouraging open discussion in the workplace, we can foster a culture invested in diminishing bias.

Wednesday, April 26, 2017

These Are The Best Countries To Be A Woman Working, And The U.S. Isn't One Of Them - BUSTLE

Originally published: April 25, 2017

"I’m striving to think about how best to empower women in the economy," said Ivanka Trump at the W20 Summit in Berlin on Tuesday morning. The first daughter was there as part of a panel discussing women's entrepreneurship. "I grew up in a house where there was no barrier to what I could accomplish beyond my own perseverance and tenacity," she said in response to a question doubting her father's commitment to women's equality, adding that there was "no difference" between the way she and her brothers were treated growing up. But while that may have been Ivanka's experience as President Trump's daughter, it's no promise that her father will fight for all women in America. And Trump will certainly need to, because, according to a recent study by The Economist analyzing the best and worst countries in which to work as a woman, the U.S. ranks at number 20.

The study combines data on an array of different factors — including higher education, parental rights, childcare costs, salary, representation in senior-level jobs, and more — and calculates a weighted average from 0-100 (with 100 being the best possible score) for each country. Iceland sits pretty on top of the list, followed by Sweden, Norway, Finland, and Poland to round up the top five.

Religion, Veils and Equality Law - LEXOLOGY

by Kingsley Napley
Originally published:  April 25, 2017

UK equality laws, democracy and our largely tolerant multi-cultural society are precious and it is time we stopped paying attention to headlines and focused a bit more on legal accuracy. Without a clear understanding of where we are, it is impossible to make rational decisions on how to move forward at home and at work.

Let’s start by getting some facts straight.

  • Where our equality laws came from: UK equality legislation pre-dated our accession to the European Community and, by and large, equality law has developed in the UK in advance of EU equality laws. UK equality laws are not an invention of the EU: they were implemented by successive democratically elected UK governments (both from the right and the left). It is, in reality, rare for the desirability of equality to be challenged by ordinary people.
  • Scope: Along with other EU member states, we currently have UK laws protecting individuals against discrimination on a range of grounds, including for example sex, pregnancy, sexual orientation, race, religion and belief, age and disability. These laws are best known for their application to employment but they can, in some circumstances, apply elsewhere, for example to access to goods and services and to schools.

Diversity good for Canadian businesses, says new CIGI report - CBC

by  Andrea Bellemare,
Originally published: April 25, 2017

Diversity is good for the bottom line of Canadian companies, according to a new report from the Centre for International Governance Innovation in Waterloo, Ont.

For every 1 per cent increase in ethnocultural diversity, on average companies saw a 2.4 per cent bump in revenue and a 0.5 per cent increase in productivity, said Bessma Momani and Jillian Stirk, the authors of Diversity Dividend: Canada's Global Advantage, published on Monday.

"We really wanted to sort of go beyond the normative argument, and there is a lot of positive rhetoric about that it's a good thing for society, which we agree with 100 per cent, but we wanted to see if there was a business case," said Momani in an interview with CBC Kitchener-Waterloo's The Morning Edition host Craig Norris on Tuesday. 

Peel Regional Police Chief says she and police force committed to workplace free from discrimination and harassment - VOICE ONLINE

by Rattan Mall 
Originally published: April 25, 2017

IN light of a recent decision by the Human Rights Tribunal of Ontario, Peel Regional Police Chief Jennifer Evans said on Tuesday that she wants to reassure the community and employees that the Peel Regional Police is a diverse and inclusive employer, and that all employees have the same opportunities for promotion regardless of race, ancestry, place of origin and /or ethnic origin.

Evans repeated her long-standing commitment to ensuring Peel Regional Police is free of workplace discrimination and harassment.

LGBT tech leader takes Digital Pride in diversity in the workplace - COMPUTER BUSINESS REVIEW

by Ellie Burns
Originally published: April 26, 2017

Diversity and inclusion is a topic which I love to champion here at CBR, but I hold my hands up at the fact that I have been far from diverse in the topics which I have covered. Of course, I have done this unconsciously, with much of the diversity discourse geared towards gender and women in technology. However, this week an event has thrown the spotlight onto another minority group, the LGBT community.

Digital Pride, billed as the online global pride movement and spearheaded by Gay Star News, aspires to be the Pride where nobody is left out and has bold ambitions to become the biggest LGBTI Pride event in the world. Now in its second year, Digital Pride’s 2016 debut reached over 25 million people in 240 countries around the world, offering everyone an equal part in the celebrations via a computer or smartphone.

Tracking Your Leap Into the Future - BILL JENSEN

by Bill Jesnsen 
Originally published: April 24, 2017

Five things your data told me about your future.

After more than five years of research and development, and hundreds of thousands of data points across the globe in all markets, my teammates at Global Learning and I just released our Future Strong Assessment tool. It tracks individual, team, and organizational readiness for a crazy, disruptive future, filled with more unknowns than knowns, and more surprizes than predictable outcomes.

How to Truly Promote Diversity In The Workplace - TRAINING ZONE

by Chip Espinoza
Originally published: April 23, 2017

Every business talks about the importance of inclusion and diversity, but the reality is that white men continue to dominate the upper echelons of major corporations. In fact, as Forbes writer Kim Elsesser points out, diversity programs and training are all too often little more than a fig leaf for the leaders to convince themselves that they are not racist and to legally protect the company from discrimination lawsuits.  

This is not just morally wrong, but shortsighted. Diversity is not just some politically correct mantra. A diverse organization can tackle problems from different perspectives, recruit from a larger talent pool, and create a welcoming environment where workers of all stripes can feel right at home. Businesses owe it not to minorities or women, but to themselves to embrace and promote a culture where no one feels oppressed and can work to their potential. A half-hearted two-hour class once a year will not accomplish that.

Generation Z is changing the way we think, and we can all be a part of it regardless of age - e27

by Mike Thatcher
Originally published: April 26, 2017

Here we are again. Another generation starts to enter the workforce en masse, and we begin to try to figure them out or compare them to previous generations. The same thing happened when Generation Y, or Millennials, started entering the workforce.

The same thing happened when Generation Y, or Millennials, started entering the workforce. Maybe this generation can be different. Maybe we can all be a part of Generation Z, regardless of the year we were born.

Who are the people of Generation Z?

At its most basic, Generation Z is a group of people born between 1995 (or 1993, depending on the source) and 2005.

LGBTIQ rights: 'Being gay in Stem workplaces can be difficult - THE GUARDIAN

by Lisa Harvey-Smith
Originally published: April 25, 2017

In 2015 a US survey found that LGBTIQ scientists felt more accepted in their workplaces than their peers in other professions did. The Queer in Stem survey, published in the Journal of Homosexuality, surveyed 1,400 LGBTIQ workers in science, technology, engineering and mathematics. They found respondents in scientific fields that had a high proportion of women were more likely to be out to their colleagues than those who worked in male-intensive disciplines.

This is heartening news as it’s not necessarily that way in most Australian workplaces. Last year a report found that nearly half of LGBTIQ Australians hide their sexual identity at work. The research was conducted by Dive In festival on diversity and inclusion in the workplace. The report also found six in 10 LGBTIQ people have experienced verbal homophobic abuse in the workplace, while two in 10 have experienced physical violence.

Tuesday, April 25, 2017

Employment ageism not only exists, it is thriving - NEW CASTLE HERALD

by Charmaine Weeks
Originally published: April 25, 2017

At 62, it appears that I am on the workforce scrap heap. That's quite unnerving when I see myself as a bit of a mover and shaker, intellectually sharp, still relatively easy on the eye and an up-and-comer on the tennis court. For me, life is just beginning.

But, like thousands of over 50s, I want to work. Sadly, I admit to being desperately in need of a job. Psychologically, I swing between despair, hope and optimism. On a bad day, I relate to the impoverished, picking their way through giant rubbish tips in third world countries in search of a scrap of nourishment or something of value that can be traded for a shekel or two. I, too, pick my way through the jobs boards; daily, sometimes hourly and definitely on weekends and public holidays.

Contract or permanent, I am interested in them all. Just last week, when everyone else was immersed in holidays and hot cross buns, I applied for 26 jobs. If my phone rings during this, or any week, the potential employer will be greeted with enthusiasm and hope, regardless of how defeated I may feel on any given day.

Embracing diversity for an edge in corporate progress - THE NATION

Originally published: April 25, 2017

N THE recent Economist Pride & Prejudice summit, it was reported that eighty-seven per cent of Fortune 500 companies now have non-discrimination policies based on sexual orientation, and for the first time ever, the issue made it to the agenda of the World Economic Forum in Davos.

There is no doubt that Diversity and Inclusion (D&I) in the workplace is clearly becoming a critical issue and for very good reason too.

Diversity breeds creativity, innovation and boosts staff morale. The more that organisations focus on developing an inclusive culture with broader views and reflect the diverse customers around them, the more opportunities they have to demonstrate agility in overcoming today’s economic barriers. Furthermore by opening up to the opportunities of diversity, your company will have the edge by selecting employees from the largest and most diverse set of candidates.

The benefits of name-blind hiring in the public service - OTTAWA CITIZEN

Originally published: April 24, 2017

Scrubbing résumés of names is the latest strategy the federal government is trying in its efforts to build a more diverse public service. 

The logic to name-blind hiring is that if you remove the identifying details from job application packages, it will help root out unconscious bias in the hiring process. Treasury Board President Scott Brison and Immigration Minister Ahmed Hussen have both hailed the six-department pilot project as a way to better reflect Canada’s diversity in the federal bureaucracy.

Overall, the public service is already a relatively diverse workplace: 14.5 per cent of all public servants are visible minorities (compared to 19 per cent of the population); 5.6 per cent have disabilities (nearly 11 per cent of those aged 15 to 64 have a disability); 5.2 per cent are aboriginal (compared to 4.3 per cent of the population); and 54.4 per cent are women (compared to about half the population.)

In science and medicine, diversity shouldn’t be optional - STATNEWS

by Dr. Altaf Saadi 
Originally published: April 24, 2017

I had the good fortune to speak at the March for Science in Boston over the weekend. The speakers were a diverse bunch, more so than what is reflected in the scientific workforce in the United States at large. That’s a problem for science and medicine.

In my work as a female physician of Iraqi and Iranian descent, I’m intimately familiar with the lack of diversity and the abundance of prejudice in the health care realm. Here’s a story I told at the march about a recent encounter with a patient’s husband after I introduced myself as his wife’s neurologist. “A Muslim doctor? How about that,” he said incredulously. “I hope you’re not one of the violent ones! Don’t shoot me!”

Why the benefits of diversity are not theoretical - POLICY OPTIONS

by Bessma Momani, Jillian Stirk, Anna Klimbovskaia 
Originally published: April 24, 2017

Ethnocultural diversity in the workforce stimulates production of goods and services and connects businesses to a wider range of customers and partners.

he story of Canada’s embrace of different languages, cultures and peoples is not a new one. Diversity in Canada is in many ways a cornerstone of our identity, and for generations, we have largely supported government commitments to immigration, multiculturalism, and pluralism. Now there is a new story emerging about this commonly celebrated feature of our identity. At a time of rising global xenophobia, anti-immigration parties, and populist nationalism, Canada is projecting a powerful and unique global message – diversity in society can be and is good for everyone. While some repeat the normative case for diversity, the argument is sometimes more rhetorical than substantive. The recent report (April 2017), The Diversity Dividend: Canada’s Global Advantage, dives into why diversity makes economic sense and how to spell out a clear case for its many gains.

Korn Ferry Workplace Survey: Mum’s the Word When It Comes to Politics in the Office - KORN FERRY

Originally published: April 25, 2017

Korn Ferry  the preeminent global people and organizational advisory firm, today released survey results that show the majority of executives believe they should not bring their personal political viewpoints to work.

Fifty-six percent of respondents say that disclosing their political affiliation in the workplace could negatively impact their career, and nearly one-quarter (23 percent) say the current political environment interferes with their job performance.

“While politics in many parts of the globe is an incredibly divisive issue, corporations would do well to encourage constructive dialogue across this divide,” said Andrés Tapia, Korn Ferry senior client partner and solutions leader, Workforce Performance, Inclusion and Diversity Practice. “Political diversity is a new frontier in the work of inclusion. While no one seems to be listening to one another out in the public square, corporations who already are nurturing inclusive environments have a unique opportunity to foster non-polarizing conversations that lead to new understandings of political positions difficult to comprehend.”

'We Can't Talk About That at Work: How to Talk About Race, Religion, Politics, and Other Polarizing Topics'

by Mary-Frances Winters
Originally published: April 25, 2017

Politics, religion, race—we can't talk about topics like these at work, right? But in fact, these conversations are happening all the time, either in real life or virtually via social media. And if they aren't handled effectively, they can become more polarizing and divisive, impacting productivity, engagement, retention, teamwork, and even employees' sense of safety in the workplace.

As a thought leader in the field of diversity and inclusion, Mary-Frances Winters has been helping clients create inclusive environments for over three decades. In her new book, We Can't Talk About That at Work: How to Talk About Race, Religion, Politics, and Other Polarizing Topics (ISBN 978-1523094264, April 2017) she illustrates a model for these difficult conversations. In this concise and powerful book, she shows managers, HR departments, CEO's, and VP's how to lay the groundwork for having bold, inclusive conversations in the workplace. According to Winters, competence and preparation are key.

Adopt Thought Diversity at Workplace for More Creative Outcomes - THE HR DIGEST

by Anna Verasai
Originally published: April 25, 2017

Diversity is always a hot topic of debate for creating different workplace strategies. The future of workplace diversity is round the corner and in reality it is not what you think, but is based on how you think. Yes, when we think about diversity all the factors like gender, race, and age comes to our mind. For years employers have believed that embracing such differences will help build a diversified workplace. Not only that, they also believe that it helps in increasing creative outcomes. Such beliefs are certainly true, but now some researchers of the Harvard University have found another aspect to workplace diversity. These researchers believe that diversity in thought process i.e., thought diversity at workplace is equally important. In fact, cognitively diverse teams can solve problems more efficiently, says.

The biggest factors that shape thoughts also lie in diversified cultures. Our backgrounds, age generations, cultures, differences, everything forms our thought processes. While some individuals become analytical experts, some turn out to be creative heads. Some people can carry out critical planning processes and some are on-the-go workaholics. According to Deloitte’s recent study, thought diversity at workplace can boost creative problem solving and innovation regarding your business, Business Insider reports. Deloitte believes that when such diversified thinkers conglomerate at workplace it can increase work efficiency and stir creativity and insight.

Workplace diversity at risk of 'going backwards' - CBI

by Carolyn Fairbairn
Originally published: April 25, 2017

The CBI is urging businesses to make swifter progress on creating more inclusive workplaces and to not allow this to slip down the agenda in the face of competing priorities. The UK’s leading business group will argue that greater diversity in the workplace is not just a matter of fairness, but a hard-nosed business case in the face of major changes in demographics and technology.

In a speech at Simmons & Simmons in London (a CBI event sponsored by Boston Consulting Group), Carolyn Fairbairn CBI Director-General, said:

On the slow progress

“Progress towards inclusive workplaces must pick-up the pace. And I’m not just talking about gender. I’m talking about every kind of diversity – ethnicity, social background, sexual orientation, age.

Diversity and Inclusion in the Workplace After Trump Election - GALLOP

by  Ella Washington and Frank Newport
Originally published: April 25, 2017

The election of Donald Trump resulted in highly visible expressions of concern and tensions among a number of specific groups of the U.S. population, leading to questions about the possible impact on issues of worry and inclusion in the workplace.

To help answer these questions, we asked workers nationwide a series of questions about inclusion and worry. Given the U.S. media discussion about diversity issues, including the Women's March on Washington the day after the presidential inauguration and the immigration and travel ban policies from the White House, we were also interested in measuring whether companies had been communicating with their employees about diversity and inclusion issues. Published reports had indicated that a number of larger companies had engaged in this type of communication.

Interviews were conducted with a random sample of more than 3,200 workers in March.

Monday, April 24, 2017

Ballet Flunks Gender Diversity Again - HUFFINGTONPOST

by Alexander Sanger
Originally published: April 21, 2017

Let’s get one thing straight – I’m a big fan of Misty Copeland and Justin Peck - as dancer and choreographer.


As curators of ballet festivals, not so much. Copeland and Peck were invited by the Kennedy Center to curate Ballet Across America. I don’t have a quarrel with the companies they selected – they are diverse and from across America.

But… the choreographers? ALL MALE.

What were they thinking?

New digital map shows changing racial diversity of America - SCIENCE DAILY

by University of Cincinnati
Originally published: April 21, 2017

A geography professor at the University of Cincinnati repurposed NASA maps to show the changing racial diversity of every neighborhood in the continental United States.

Tomasz Stepinski, who previously served as a longtime researcher at the Lunar and Planetary Institute in Houston, Texas, applied NASA mapmaking techniques to 20 years of data collected by the U.S. Census Bureau to build one of the most detailed racial-diversity maps ever created.

The zoomable map shows at a glance how the racial composition of neighborhoods changed between 1990 and 2010.

There Aren't Enough Queer Business Leaders, And That's A Problem - FORBES

by John Schneider and David Auten ,
Originally published; April 21, 2017

Across the globe, a growing number of professionals, business leaders and politicians think it’s important for companies to create more queer-friendly policies and procedures to attract top talent and win more loyal customers, but few know who will take the lead.

We know who the leader is and the leader is us.

The value of diversity and inclusion

In business, queer diversity and inclusion (QD&I) for the sake of QD&I isn’t enough. We’re talking business, after all, and businesses are fundamentally in the business of making money. Businesses may altruistically believe in being valuable members of their communities and improving the lives of their customers and employees, but if they don’t turn a profit, they won’t stay open. If good companies don’t remain in business, all their altruistic initiatives, and community betterment end.

Government to publish workplace dress code guidance following high heels petition - PERSONNEL TODAY

by Rob Moss
Originally published: April 21, 2017

New guidance on workplace dress codes will be published by the Government, but there will be no changes to the law following receptionist Nicola Thorp’s petition to make it illegal to require women to wear high heels at work.

The Government Equalities Office, working with Acas, the Equality and Human Rights Commission (EHRC) and the Health and Safety Executive (HSE), will publish workplace dress code guidance for employers this summer.

In developing the guidance, the Government said it would consider controversial dress code requirements including high heels and footwear, make-up, manicures and hairstyle. It will also consider hosiery, see-through clothing, skirt length and low-fronted or unbuttoned tops.

How promoting women can boost other disadvantaged groups, too - GLOBE AND MAIL

Originally published: April 21, 2017

Sheryl Sandberg’s 2013 bestseller, Lean In, helped to fuel new Ivey Business School research that underscores the value of actively supporting diversity, equality and inclusion in the workplace.

“She made it okay to ask questions about why it is taking so long to attain gender diversity in leadership among our top corporations. She also made it not okay for business to do nothing,” says Alison Konrad, a professor of organizational behaviour at the London, Ont., school.

Dr. Konrad’s research paper on the topic, Outcomes of Diversity and Equality Management Systems, is published in Human Resources Management and was co-authored by Ivey assistant professor Cara Maurer and Yang Yang, an assistant professor of management at Rowan University in Glassboro, N.J.

English-Only Rules in the Workplace Can Be a Legal Minefield - SHRM

by June Bell 
Originally published: April 21, 2017

clothing retailer accused of forbidding three San Francisco workers from speaking Spanish at work and then allegedly retaliating when they complained is being sued for civil rights violations and discrimination.

Filed by California's Department of Fair Employment and Housing on behalf of three employees of Forever 21's Union Square store, the lawsuit claims the company's HR department "was dismissive and indifferent" to the workers' concerns, repeatedly ignoring workers' calls and voicemail messages and "failing or refusing to take corrective action."

The two cashiers and a maintenance worker were threatened with termination, disciplined and subjected to extreme scrutiny, the lawsuit said.

Lessons on why diversity isn’t black and white – it’s gold - CNBC

Originally published: April 21, 2017

More diverse businesses perform better – it’s a fact. But building a diverse workforce in Africa is not just about ticking the gender and ethnic boxes – it’s about building synergy within diverse teams and cultivating diverse behaviour across the organisation.

Africa’s most sought-after employers are increasingly recognising that diversity is a key driver of performance, recent data has shown. Indeed, the business case for diversity is compelling with an increasing number of global studies, including recent research by McKinsey, demonstrating a clear link between greater diversity and better financial results.

Research conducted on HR policies, strategies and practices of Africa’s certified Top Employers reveals that the overwhelming majority of these companies follow recommended best practice guidelines for managing diversity. “This is crucial because managing diversity successfully is more than just ticking the boxes of ethnicity and gender,” says Billy Elliott, Country Manager: Africa for the Top Employers Institute.


Originally published: April 21, 2017

These days, the millennial generation is hyped, perhaps even more than baby boomers were hyped in the 1950s and 1960s.

As I meet with executives around the globe, there is widespread confusion and misunderstanding about generational differences. This is creating stereotypes that are inappropriate, rarely true, and costing corporations millions of dollars tied to millennial programs that don’t work, low employee engagement, mediocre performance and higher employee turnover.

Millennials are often defined by the group that is roughly 20 to 35-years old currently—a 15-year span. What’s amazing is how often organizational leaders that I regularly interview at the Metrus Institute try to label these younger employees as needy, coddled, technology snobs, unprepared for organizational life, independent, or scores of other attributes.

Why workplace diversity depends on engaging millennials - THE GLOBE AND MAIL

Originally published: April 21, 2017

Millennials are the largest generation in the Canadian workplace – estimated to make up more than 50 per cent by 2020. The most educated and diverse generation yet, we believe they have different values and expectations about the workplace. We also believe that in the next decade or two, they have the potential to change the face of leadership in Canadian companies by radically increasing the number of diverse executives in the C-suite and at the board level. But this can only happen if organizations engage and develop this multidimensional cohort.

Every year, we see incredible diversity of gender, race and background represented in the students that apply for our CEO X 1 Day program – which matches top undergraduate students with chief executives across Canada for a day of job shadowing. Through one-on-one interviews and psychometric testing, we have learned a lot about their motivations. We know they care about what a company stands for, and what kind of development and collaboration opportunities will be available to them. And we also know they value discovering new skills and making an impact – sometimes more than they care about how much money they make.

Friday, April 21, 2017

Judge Finds ‘No Basis’ For ADA Claims Against Disney - DISABILITY SCOOP

by Michelle Diament 
Originally published: April 18, 2017

A second federal judge has rejected claims from families who sued Disney over changes to disability access at its theme parks, but a lawyer representing the kids and their parents isn’t backing down.

In a ruling this month, U.S. District Judge Manuel Real in California tossed out claims brought by families of children with disabilities who alleged that Disney’s 2013 policy changes violated the Americans with Disabilities Act.

The families are among dozens who have sued Disney in recent years after the company altered its approach to disability accommodations.

Lost generation: Why construction can't afford to lose over-50s - CONSTRUCTION NEWS

Originally published: April 20, 2017

Solutions to the skills shortage usually focus on the younger generation – but are construction companies missing out on valuable experience among older workers? The statistics suggest so.

Over the next 10 years, almost 20 per cent of the construction industry workforce will retire.

According to the CITB, this equates to about 406,000 people.

At the same time, the industry faces a battle to attract young people and to retain its EU-born workers as the UK prepares to leave the European Union.

These factors are coming together to create a perfect storm, with the battle to find skilled workers one of the biggest threats to the industry’s future growth.