Tuesday, June 27, 2017

“Women Win TO” encourages greater diversity in public office - THE VARSITY

by Helena Najm, Natasha Ramkissoon and Nouran Sakr
Originally published: June 22, 2017
Publisher: TheVarsity.ca

On June 7, five current and former elected officials and past candidates gathered at the University of Toronto’s Multi-Faith Centre to celebrate the launch of Women Win TO, an organization that aims to support and teach women and gender nonconforming people how to thrive and succeed when seeking election for public office. 

As part of the Toronto Women’s City Alliance, Women Win TO is intended to make women and gender nonconforming people feel more welcome in the political realm. The initiative comes prior to the 2018 municipal election.

Speakers and their experiences

Former MP Olivia Chow delivered the opening remarks at the event, reflecting on the messages she wished to imbue during her 2014 bid for Mayor of Toronto and what parts of her platform were lost in the campaign process.




How to Effectively Work With Millennials as Employees and Clients - THE LEGAL INTELLIGENCER

By Edward T. Kang
Originally published: June 23, 2017
Publisher:  TheLegalIntelligencer.com 

Millennials—generally defined as the generation born between 1981-1997—have defined themselves as a distinct population that has different expectations in the workplace. As millennials currently represent the largest segment of the workforce, at nearly three times the size of the preceding generation, it is incumbent upon seasoned professionals to ensure to acclimate millennials to our workplaces. We are all familiar with the stereotypes of millennials—that their work ethic is lacking, or that an "everybody gets a trophy" mentality has left them unprepared for the workforce. Yet these stereotypes have been consistently debunked by the accomplishments of young people across our profession (see, e.g., Lauren Stiller Rikleen, "How the 'Millennial' Generation Works," The American Bar Association).

The decision-makers at many law firms, who tend to be older, white and male (and who may have spent their entire career at just one or two firms), can appear out-of-step with millennial employees and clients and be less responsive to their needs and motivations. How our profession adapts to millennial employees and clients is one of the largest challenges we face in the coming years.



How to develop your unconscious gender bias strategy - HUMAN RESOURCES ONLINE

by Laura Fransen 
Originally published: June 23, 2017
Publisher: HumanResourcesOnline.net

Unconscious bias has become a mainstream term in HR and frequently comes up when discussing best hiring practices, diversity policies, and succession planning. Since we’ve become aware of its existence and impact, a lot of companies are now struggling to find a way to tackle unconscious bias.

To that end, The Women’s Foundation (TWF) recently released its latest best practice guide. Entitled Success Markers for Effective Unconscious Gender Bias Strategies, the guide has a specific focus on unconscious gender bias in the workplace and offers a starting point for organisations looking to move beyond unconscious bias training.

“At TWF we believe unconscious bias training is an important first step but taken on its own, it is not an effective driver of sustainable change or measurable results. Instead, companies need to develop a holistic strategy to tackle unconscious gender bias to achieve a truly diverse and inclusive workforce,” the guide states.


Monday, June 26, 2017

Decrease in hate crimes an accomplishment, community leaders say - WINDSOR STAR

by Tamar Harris
Originally published: June 22, 2017
Publisher: WindsorStar.com 

The number of hate crimes reported to police in Canada went up in 2015, but not in Windsor — one of the country’s most diverse cities.

There were only four hate crimes reported to police in Windsor that year, a decrease from 2014 when there were 12. It’s a positive change that police and a local Muslim community leader are attributing to a population that is increasingly accepting and inclusive.

There were 1,362 police-reported hate crimes in Canada in 2015, a five per cent increase over 2014, according to a Statistics Canada report released last week. 




Women engineers can reap future rewards - THE ENGINEER

by Evelyn Adams
Originally published: June 23, 2017
Publisher: TheEnginner.co.uk 

Women engineers have a key role in helping to bridge the UK’s burgeoning skills gap 

Over the years, the UK has been hailed as the ‘workshop of the world’ and a world leader in engineering and innovation. But despite this history of success, today it has the lowest percentage of female engineering professionals in Europe. According to the latest figures from the Office for National Statistics, women still only make up around just 8 per cent of engineers.

This is at a time when the industry is facing a critical skills shortage. Research by Engineering UK has found an additional 1.8 million engineers are needed by 2025. At the moment, there is a 20,000-a-year shortfall in qualified engineers. To bridge this skills gap, the UK is currently reliant on employees from abroad. However, potential restrictions on the free movement of labour in the wake of Brexit could make the skills shortage even worse.


3 reasons why 150 CEOs took this major pledge to help US businesses - CNBC

by Zameena Mejia
Originally published: June 22, 2107
Publisher: CNBC.com 

The American workplace has been under scrutiny over the past several years as workers across many industries — ranging from fashion to technology — have become increasingly vocal about the lack of diversity and inclusion at their companies.

To address this issue, 150 CEOs from some of the largest U.S. companies recently committed to a new initiative called CEO Action for Diversity & Inclusion. The alliance of executives is meant to "foster a more open discussion about race and gender in the workplace," the New York Times reports.

Notably, the group claims it is the largest collection of business leaders spanning different industries committing to sharing successful diversity and inclusion initiatives.



Friday, June 23, 2017

5 Reasons to Be Yourself at Work - PAYSCALE

by GIna Belli
Originally published: June 21, 2017
Publisher: PayScale.com 

Do you have a “work self” that’s more polished and calculated than your off-hours personality? If so, it might be time to rethink. While it’s important to maintain an awareness of appropriate professional boundaries, there’s also a lot to be said for authenticity. There are so many benefits to deciding to be yourself at work.

1. It helps to build trust.

It’s important to demonstrate trustworthiness in any industry. When someone is relaxed and being themselves, you can feel it. Being authentic at work helps to show others that you’re someone who can be trusted. And, it encourages others to be relaxed as well as honest and direct with you. When you have the courage to share your real thoughts, feelings, and ideas, others are more likely to respond in kind. Having open and straightforward communications with coworkers, clients, and bosses is important — and authenticity helps you get there, in a big way.


Should older academics be forced to retire? - CHEMISTRY WORLD

by MANISHA LALLOO
Originally published: June 21, 2017
Publisher: ChemistryWorld.com 

Why some universities are requiring staff to step down

Diversity used to bring to mind initiatives about encouraging more women to take up science. But increasingly, following changes to the retirement age and faced with an increasingly older UK workforce, chemists are starting to pay attention to ageism in the workplace.

Around 30% of the UK workforce is currently aged 50 or over. In 2010, the Equality Act made it unlawful to discriminate against employees or job seekers due to a set of protected characteristics, including age. This was followed in 2011 by additional legislation which abolished the compulsory retirement age. For those managing academic departments, this meant a new way of working.


EY executive urges workplace leaders to value diversity - WINDY CITY MEDIA GROUP

by David Thill
Originally published: June 21, 2017
Publisher: WindyCityMediaGroup.com 

Beth Brooke-Marciniak's decision to publicly come out as lesbian in 2011 made her one of the most senior out executives in the world at the time. But for Brooke-Marciniak, EY's ( formerly Ernst and Young ) global vice chair of public policy and the company's global sponsor of diversity and inclusiveness efforts, the decision wasn't about getting publicity. For her, it was simply about being honest. Brooke-Marciniak—a former Purdue University basketball player, who was awarded the NCAA's 2017 Theodore Roosevelt Award and has been named on Forbes's list of "The World's 100 Most Powerful Women" nine times—told her story to an audience at the Hyatt Regency Chicago on May 24, part of the 2017 Great Place to Work conference.

It happened on a plane, she said. Brooke-Marciniak ( at the time, just Brooke ) began with EY in 1981, and in 1990 became the company's first female partner in Indiana. Now, in 2011, EY's inclusiveness director had invited Brooke-Marciniak to offer the closing remarks in a video the company was making to support the "It Gets Better" campaign by The Trevor Project, the national suicide prevention organization for LGBTQ youth.

On her plane ride, as Brooke-Marciniak read over the speech her team had prepared for her—presented from the perspective of a straight executive—she thought to herself, "That's just not what I would say if I was being honest." So, she wrote her own script for the video, not only acknowledging her sexuality, but passing on the message to LGBTQ teenagers that they needed to feel valuable "because of their difference, not in spite of it."



Office politics: The importance of deliberate practice, inclusion and diversity - VIRTUAL COLLEGE

by Alex Bateman 
Originally published: June 21, 2017
Publisher: Virtual-College.co.uk 

Diversity and inclusion are not only beneficial to employees but also to businesses as a whole. Here we look at why you need to be considering them.

The traditional workplace is changing. Cultured and diverse workforces are becoming a key element to successful businesses, as they no longer become a PR stunt to improve company image but are instead now a commitment to positive change. A diverse workplace not only provides benefits for employees but also encourages strong business gains.

There seems to be no valid argument against creating diversity and inclusion in the workplace. The majority of chief executives and business leaders acknowledge evidence backed by studies that show return on investment (ROI) in a diverse workplace is huge.



Women ‘Not Hired’ By Third Of Top Car Dealers - CHOICE QUOTE

Originally published: June 22, 2017
Publisher: ChoiceQuote.co.uk 

A third of the top performing car dealers on Auto Trader have never hired women to work within their sales team, according to new research commissioned by the online classified website.

According to MotorTrader.com, a survey of 70 dealers revealed that gender diversity remains a significant issue within the car dealer sector, with less than a quarter currently hiring a woman for their sales team and a third having never hired a woman.

The report argues that having greater gender diversity in the workplace can boost the performance of staff, heighten engagement, help to grow reputation, increase employee retention and even help to provide a greater variety of perspectives when it comes to planning a company’s future.


Tech startups founded by women have twice the number of female employees - INFORUM

by Makeda Easter
Originally published: June 21, 2017
Publisher: Inforum.com 

Startups with at least one female founder wind up building companies where nearly half the staff are women, a new study finds.

With an average of 48 percent female workers, women-led firms have nearly twice the industry average and outpace some of the nation's largest tech companies in gender diversity including Google (31 percent), Facebook (33 percent) and Uber (36 percent), according to the study by online startup investing platform FundersClub that surveyed 85 U.S.-based tech startups.

Alex Mittal, co-founder and chief executive of FundersClub, said startups are key to addressing gender diversity in the workplace because the ones that succeed may someday be massive companies. (The majority of startups surveyed had fewer than 20 employees). They "have the potential to become huge—they're great agents for change," said Mittal, a co-author of the study.


Diversity and Data Mastery the Key Global Mobility Challenges in 2017 and beyond - HR NEWS

Originally published: June 22, 2017
Publisher: HRnews.co.uk 

RES Forum, the leading independent community for global mobility professionals with more than 1300 members from over 650 organisations in 40 countries releases their annual report on global mobility challenges.

Age diversity and how companies are exploiting – or not – the benefits from the identification and visualisation of global mobility information are just two of the key challenges facing global mobility (GM) professionals according to the 2017 Annual Report from RES Forum, the world’s largest and most active independent community for GM professionals.

Written by Professor Michael Dickmann, Professor of International Human Resource Management at Cranfield University School of Management, the Annual Report – the sixth from The RES Forum – looks in depth at the most relevant HR challenges facing the GM function today.



University of Toronto to hold graduation ceremony today for black students - GLOBAL NEWS

by Michelle McQuigge
Originally published: June 22, 2017
Publisher: GlobalNews.ca

Organizers of a graduation ceremony for black students at Canada’s largest university say the event is meant to acknowledge the barriers that remain for people of colour pursuing academia.

The ceremony is being held Thursday at the University of Toronto after two students took it upon themselves to organize the event for black students completing degrees at both the undergraduate and graduate level.

While the event is organized and run by students, it is going ahead on campus with the university’s blessing and financial support.


The cultural benefits of a gender-balanced workplace - AUSTRALIAN BUSINESS REVIEW

by Joseph Smith
Originally published: June 21, 2017
Publisher: TheAustralian.com.au

Of the places I have worked during my career, the best have been companies in which there was a gender-balanced workforce. Having similar numbers of male and female employees has a positive impact on everything from organisational culture to management style.

The reasons for this come down to basic human nature. In a single-sex dominated environment, power plays and politics are more likely to be evident. Even up the mix and the focus shifts more to outcomes where people instead rely on their capabilities and resourcefulness.

Overall, the atmosphere of gender-balanced companies makes them far better places in which to work. Individuals — men and women — tend to be recognised for their contribution and the value they bring to teams and the organisation as a whole.




Thursday, June 22, 2017

Can I rescind a resignation made while suffering from mental illness? - THE GLOBE AND MAIL

by BILL HOWATT AND GEORGE COTTRELLE
Originally published: June 18, 2017
Publisher: GlobeandMail.com 

THE QUESTION

I was at a new job with a six-month probationary period, with a supervisor who “kidded” about losing my “continued employment.” The project deadlines were impossible to meet without working evenings and weekends and no overtime was paid. “Just get through probation,” I thought, and I'd be okay. But after three months and little sleep at night, I cracked. After working through a holiday weekend, I resigned through early-morning e-mail and went to the emergency room, feeling suicidal. I was detained under the mental-health act and deprived of my phone. When released after 10 hours, I e-mailed my boss, explaining what had happened. She didn’t respond. The next day, she called with the HR director on the line and said the resignation was irrevocable. Now I’m worried that word could get out about this and jeopardize my chances of getting another job.



Wheelchair users face severe job market discrimination, says new Quebec study - CBC

by Elysha Enos
Originally published: June 18, 2017
Publisher: CBC.ca

A person in a wheelchair is 54 per cent less likely to be called in for a job interview than someone without a disability, according to a new study targeting Montreal and Quebec City employers.

That percentage means the bias against people living with a disability is worse than other forms discrimination on the job market, as observed in similar studies.

"It's definitely worse than discrimination based on ethnic background, which is already very strong," said Charles Bellemare, the head of the team that conducted the study.



Workplace Bullies and Their Impact on the Job - NBC

by  Courtney Gilmore
Originally published: June 20, 2017
Publisher: NBCdfw.com

Bullying is not just in schools and online, it’s also in the office.

Researchers in North Texas say workplace bullies affect more than just their victims.

According to a recent report, one in five Americans have witnessed bullying in the workplace. Bystanders, or those who witness a co-worker being bullied, also get caught up in the fray.

Dr. Michele Medina, an adjunct professor at the University of North Texas, studied the impact bullies have on the bystander. 


Asking Leaders To Challenge Racism And Discrimination - HUFFINGTONPOST CANADA

by John Cartwright 
Originally published: June 20, 2017
Publisher: Huffingtonpost.ca

Two years ago I wrote an article condemning Stephen Harper's attempt to stir up anti-Muslim sentiment for political advantage. Harper has since been defeated, but the election of Donald Trump and the murders in the Quebec mosque show that bigotry is becoming a more potent force in our society. Unfortunately, the politics of division and right-wing populism has led to a dramatic increase in incidents of hatred aimed at Muslim Canadians. It's up to all of us to figure out how we step up and respond, but those who hold political office or are recognized as leaders in business, labour or civil society have a special responsibility to challenge racism and discrimination.

I remember clearly how Dominic D'Alessandro, CEO of Manulife, took up the issue at the founding meeting of the Toronto Region Immigration Employment Council in early 2002. He spoke passionately about rejecting the xenophobia that was sweeping across the United States after the tragedy of 9/11. While he talked about his experience in an immigrant family, he also referred to the backlash against Muslims. I wish other corporate executives were as courageous in speaking out over the last two years. 


Hiding true self harms career and sense of belonging - PHYS

Originally published: June 20, 2017
Publisher: Phys.org

Hiding your true self at work can damage your career and reduce your sense of belonging in the workplace, a new study suggests.

University of Exeter researchers examined "stigmatised" characteristics - being lesbian, gay, bisexual or transgender (LGBT), or having a history of poverty or mental or physical illness.

They found that concealing such characteristics from colleagues resulted in lower self-esteem, job satisfaction and commitment at work.

"People may choose to conceal stigmatised identities because they want to be accepted, but in fact doing so reduces feelings of belonging," said Professor Manuela Barreto of the University of Exeter.


#HackDiversity Calls On Canada’s Tech Leaders To Foster Diversity And Inclusion In Their Community - BETAKIT

by AMIRA ZUBAIRI 
Originally published: June 20, 2017
Publisher: Betakit.com 

While Canada has a general reputation of embracing innovators and tech leaders from diverse backgrounds with unique perspectives, the country’s tech and startup sector continues to express concerns around diversity, inclusion, and equal representation.

To start a meaningful conversation about prioritizing diversity, Toronto-based StackAdapt, a native advertising platform, launched #HackDiversity, an 18-minute documentary that aims to raise awareness about barriers to diversity in the tech sector, and calls for immediate action against unconscious biases within the industry.

To create the documentary, the company spoke with six different leaders from Toronto’s tech startup ecosystem including Jeanette Stock, chair of Venture Out; Heather Payne, CEO of HackerYou; Jaime Woo, engineering communications at Shopify; Elena Armstrong, founder of Exact Media; Ali Asaria, CEO of Tulip Retail, and Salim Teja, EVP of ventures at MaRSDD.


On National Aboriginal Day, Minister Dominic LeBlanc highlights the importance of the fisheries in reconciliation

Originally published: June 21, 2017
Publisher: Newswire.ca

The Honourable Dominic LeBlanc, Minister of Fisheries, Oceans and the Canadian Coast Guard, issued the following statement today:

As the longest day of the year, the summer solstice has long held special meaning for Indigenous peoples. On this day, we mark and celebrate the valuable contributions of Indigenous Peoples to Canadian society and recognize the richness and diversity of their First Nation, Inuit and Métis cultures and heritage.

As the Minister of Fisheries, Oceans and the Canadian Coast Guard, I am proud to lead a department and employees across the country that are committed to working with Indigenous partners in a spirit of respect and reconciliation, and as joint stewards of the environment. 



Women forging creativity: Why Mary Portas says we should 'work like a woman' - CAMPAIGN

by Sonoo Singh
Originally published: June 21, 2017
Publisher: Campaign.co.uk 

Economically and socially, the world of work is weighted against women, and workplaces continue to be created for men by men, says Mary Portas. "As a successful businesswoman I’ve had to battle with structures that were put in place by men. I want to bring the so-called ‘soft traits’ of leadership – honesty, empathy, communication, collaboration – into the workplace. I want to work like me, like a woman – a movement toward creating a better working culture."

The issues of inclusion and  creating a supportive workplace culture are challenging ones; but are becoming increasingly relevant to businesses that understand how diversity can unlock both market growth and innovation.  


How much does gender inequality cost Canada? $150B, report finds - CBC

by Pete Evens
Originally published: June 21, 2017
Publisher: CBC.ca 

Taking steps to fix gender inequality in the workplace could give Canada's economy a $150-billion shot in the arm, a major consultancy says.

In a report published Wednesday morning, the McKinsey Global Institute found that gender inequality in Canadian workplaces isn't just holding women back, it's bad for the economy as a whole.

Even incremental progress in getting more women into managerial positions, high-skill STEM (science, technology, engineering and math) fields, entrepreneurship, or even just into the workforce in the first place, could be worth as much as $150 billion more to Canada's economy by 2026.



Wednesday, June 21, 2017

A discrimination-free workplace saves companies from hefty lawsuits - LAWYERS WEEKLY

by Emma Ryan 
Originally published: June 20, 2017
Publisher: LawyersWeekly.com.au

Fox News recently came under fire after 11 of its employees hit the organisation with a class action lawsuit alleging widespread racial discrimination, writes Simon Wilkins.

Sadly, Fox News is not the only organisation that has been accused of allowing this sort of misconduct. For years, the cultures of some organisations have been rife with discriminating behaviours which by no means should be tolerated by any employee.

With widespread discriminatory violations continuing to be committed across organisations, the rule of law is directly related to the implementation and enforcement of rights, and respect for the rule of law is inextricably linked to the way companies engage in business, and the ethics of workplace relations.


Trudeau government to revise CBC’s board selection process - GLOBE AND MAIL

by Simon Houpt 
Originally published: June 20, 2017
Publisher: GlobeandMail.com 

The Liberal government is overhauling the process by which members of the board of directors of CBC/Radio-Canada are selected, in hopes of ending decades of allegations of political interference in the public broadcaster’s operations.

The Globe and Mail has learned the Minister of Canadian Heritage, Mélanie Joly, will announce on Tuesday the creation of the Independent Advisory Committee for Appointments to the CBC/Radio-Canada Board of Directors. A government source said the board would comprise nine “experts in broadcasting and digital technology, representatives of cultural sectors from across Canada,” as well as “Indigenous peoples, official-language communities and youth,” who will be charged with compiling a list of candidates whose names will be submitted to the government.

The move goes some distance to fulfilling a commitment Prime Minister Justin Trudeau made while running in the 2015 election, for the CBC to embrace “merit-based and independent appointments.”



Stop Reinforcing Generation Gaps and Other Insights from Digital Workplace Experience - CMS WIRE

by  Dom Nicastro and Siobhan Fagan 
Originally published: June 19, 2017
Publisher: CMSwire.com 

Do your company a big favor: Stop creating stereotypes for different generations in the workplace. Stop using age as an excuse for generational differences and roadblocks. 

And create a culture that not only embraces generational diversity, but uses it as a strength.

George Muir of IKEA drove home these points in his Monday morning workshop at the Digital Workplace Experience conference that kicked off today at the Radisson Blu Aqua hotel.



Tech Pride: Celebrations and Challenges for LGBT Members of the Tech Community - HUFFINGTONPOST

by Camille Crittenden 
Originally published: June 19, 2017
Publisher: Huffingtonpost.com 

June is a month for celebrations: not only for weddings but also commemorations of advances in civil rights for lesbian, gay, bisexual and transgender (LGBT) communities. Just as technology has shaped countless aspects of social and public life, its influence on LGBT rights and relationships has also been substantial—for consumers and producers of social media, for the tech workforce, and for advocacy on LGBT policy issues at the state and national level.

A recent Gallup poll estimated 10 million American adults identify as LGBT. Although this represents less than 5 percent of the U.S. population, surveys by city indicate that tech hubs like San Francisco, Seattle and Atlanta boast LGBT populations 2-3 times the national average. Developments in technology and the societal integration of LGBT individuals have co-evolved, often for mutual benefit. Social media has changed public attitudes toward gay and lesbian figures and contributed to increasing acceptance over the last 15 years. YouTube and Facebook have enabled an entire genre of “coming out videos” that have served to embolden those uncertain about sharing their sexual orientation. Dating apps have been associated with more risky sexual behavior on the one hand, but in countries where homosexual activity is punishable by imprisonment or even death, these tools have provided a platform for LGBT men and women to discover one another and meet under safer circumstances than would be possible in public.



The 'coming out' of advertising: is LGBT+ representation in ads still falling short? - CAMPAIGN

by Sonoo Singh
Originally published: June 20, 2017
Publisher: Campaign.co.uk 

Social media continues to be used as the main-stage for expressions of LGBT+ rights, and when a big advertiser reflects the experiences of the community on television it elicits applause. Last year, Lloyds Bank prominently featured a same-sex couple’s marriage proposal in a TV ad. Its outdoor campaign showed the same couple with the words: "He said yes." An example of a brand that not only understands the business of gay pride, but also recognises the need to be inclusive of the LGBT+ community in its mainstream advertising. The same year, Tesco unveiled its "Basket dating" Valentine’s Day ad, which paired up potential dates based on the contents of their shopping baskets – another case of positive LGBT+ representation. 

Brands have increasingly been reflecting broader changes in society. IKEA has been using diverse imagery in its ads since 1994, when it became the first marketer to feature a gay couple in a mainstream ad. In 1997, a Volks-wagen Golf ad featured two men who may have been a couple. Almost a decade ago, in 2008, a spot for Pepsi Max showed two men in a bar encouraging their friend to chat up a woman. The man takes a drink, then walks past two women – one being the model Kelly Brook – to approach another man at the end of the bar. The same year Heinz ran an ad for its Deli Mayo in which two men kissed each other goodbye before one left for work, although it was eventually pulled following complaints. In 2009, meanwhile, Absolut Vodka unveiled a rainbow-design bottle to mark the 40th anniversary of the Stonewall riots and four decades of gay pride. 


Beyond young, white males – how to swim in a bigger tech talent pool - DIGINOMICA

by Cath Everett 
Originally published: June 20, 2017
Publisher: Diginomica.com 

While the tech industry in the industrialised nations of the West may consist today predominantly of young, white males, a confluence of factors are coming together that mean this established balance has to shift if the sector is to live up to its full potential.

Firstly is the quickening global skills crisis, which means that employers will need to look beyond traditional talent pools if they are to find the expertise they require to thrive and grow. But another consideration is that the general population is also ageing, which means that the workforce is ageing with it.



Hiding true self at workplace harms career: study - BUSINESS STANDARD

Originally published: June 20, 2017
Publisher: BusinessStandard.com 

Hiding your true self at work can damage your career and reduce your sense of belonging in the workplace, a study suggests. 

Researchers examined "stigmatised" characteristics - being lesbian, gay, bisexual or transgender (LGBT), or having a history of poverty or mental or physical illness.

They found that concealing such characteristics from colleagues resulted in lower self-esteem, job satisfaction and commitment at work. 




Boardrooms or cabinets, Nova Scotia has a mixed record of gender diversity - CHRONICLE HERALD

Originally published: June 19,2017
Publisher: ChronicleHerald.ca

Nova Scotia women are making progress in politics and business, but more work needs to be done.

Premier Stephen McNeil’s new cabinet lineup, sworn in Thursday, includes veteran Karen Casey — who has previously served as minister of education (in Liberal and Progressive Conservative governments) and minister of health (as a PC) — as deputy premier and minister of finance.

Patricia Arab moves from the backbench to minister of internal resources and Communications Nova Scotia. Kelly Regan is minister of community services, responsible for status of women. Lena Diab remains minister of immigration and Margaret Miller is minister of natural resources.


BIO Adopts Principles on Workplace Development, Diversity, and Inclusion; Launches Board WDDI Committee - BUSINESS WIRE

Originally published: June 19, 2017
Publisher: BusinessWire.com

Today, the Biotechnology Innovation Organization (BIO) released a set of principles on workforce development, diversity, and inclusion (WDDI) for the biotechnology industry. Concurrent with the adoption of these principles, BIO established a board-level WDDI Committee charged with working to foster workforce development, diversity, and inclusion at BIO and throughout the biotech industry. The Committee will be chaired by Helen Torley, President & CEO of Halozyme, who is succeeding Julie Gerberding, Executive Vice President & Chief Patient Officer at Merck, who led the Committee as it developed BIO’s WDDI principles over the last year.

“As a leader of the 21st century innovation economy, it is critical that the biotech industry also be at the forefront of efforts to develop an effective, diverse and talented global workforce,” said BIO President & CEO Jim Greenwood. “BIO is proud to announce the formation of the WDDI Committee, which will lead our efforts to attract the best and brightest talents from diverse backgrounds to biotech careers, foster an inclusive industry culture, and, most importantly, enable biotech companies and their employees to understand, interact with, and ultimately provide treatment to a diverse patient population with the cultural competency required for success.”


Tuesday, June 20, 2017

Steps employers can take to ensure the mental health of staff - REAL BUSINESS

Originally published: June 19, 2017
Publisher: Real Business.com

Mental health is an issue which has garnered considerable recent media interest. So what are employers' responsibilities around the mental health of their employees?

All employers, irrespective of their size, have a duty to ensure the mental health, safety and welfare of staff. There are further duties to carry out risk assessments, apply principles of prevention and provide information to employees.

These health and safety duties clearly apply to issues around employees’ mental health as well as physical health. For example, employers are responsible for effectively managing and controlling the risks from work related stress. The Health and Safety Executive (HSE) has devised management standards to assist and encourage employers to comply with their legal obligations in managing work-related stress.





Businesses must promote diversity – not just because it's good for the bottom line - THE GUARDIAN

by Tim Ryan 
Originally published: June 16, 2017
Publisher: TheGuardian.com 

We’re living in a country of growing division and tension, and it’s having an impact at work. But it’s often the case that when we walk into the office – where we spend the majority of our time – we don’t address these issues.

And yet there’s so much to talk about – from growing societal inequality and America’s racial divide to single-digit minority representation in corporate America. (Just 1% of the nation’s Fortune 500 CEOs are black, only 4% are women, and even fewer are openly gay).

We know that diversity and inclusion is good for business; that business suffers when employees feel they can’t bring their whole selves to work; that employees and customers increasingly expect businesses to share their values and have a greater sense of purpose; and that people want to work for companies that support diversity. So, of course, it follows, that business leaders should do more to advance diversity in the workplace because it helps grow their bottom line.


Diversity in Big Law Means More Than Gender - LAW

by  DANIELLA ISAACSON
Originally published: June 17, 2017
Publisher: Law.com 

It is no secret that diversity at Big Law remains painfully stagnant. But when we talk diversity, our focus more often than not is on gender, to the exclusion of minorities, people with disabilities, LGBTQ individuals, and veterans. Industry stakeholders, both clients and law firms, have perpetuated this, placing their primary focus when it comes to diversity on gender.

Why is this? A number of reasons jump to mind: 1) It is easier to measure female headcount, while candidates at their discretion indicate, LGBTQ, disability  or veteran status; 2)While the percentage of females in Big Law’s higher ranks is small, there are more females than any other diversity category, increasing the likelihood of implicit bias against other groups; and 3) Society continues to stigmatize these groups, causing candidates to be reluctant to identify themselves as part of that diversity class.

Take minorities, for instance. As seen in the graph below, the threat of implicit bias for minority groups is even higher than it is for women, due to their lack of representation.



Loosen up men and cut old boardroom ties - SYDNEY MORNING HERALD

by Jessica Irvine
Originally published: June 18, 2017
Publisher: SMH.com.au

A few years ago, the then boss of Australia's largest rail freight network, Lance Hockridge, was riding a lift, when a group of female employees stepped in.

"They were engaged in an animated conversation and, oblivious to the CEO in the back. The subject was their individual and collective frustrations as women executives in a very male-dominated environment," Hockridge recounted recently.

"This experience was enough to trigger for me the need to make genuine change. After all, represented in that group was the kind of talent which would underpin the future of the business."



‘Bro culture’ might be insidious, but it’s not unavoidable - YAHOO

by Áine Cain
Originally published: June 19, 2017
Publisher: yahoo.com 

Bros are wreaking havoc on businesses.

This week, Uber temporarily lost its CEO, saw a board member leave after making a sexist comment, and was sued by a rape victim who alleges the company improperly gained access to her medical records.

This isn’t the ride-hailing giant’s first tangle with controversy.

It’s been under a cloud since February, when former Uber engineer Susan Fowler published allegations about the company’s culture of harassment on her blog. Fowler’s bombshell mentions a supervisor who propositioned her for sex, an HR department reluctant to look into her complaints, and a workplace that appeared hostile to women.


KIRSTY DUNCAN Science is still sexist. I know from my own experience

by Kirsty Duncan
Originally published: June 18, 2017
Published: TheGlobeAndMail.com 

When I was teaching at a university, a fellow faculty member shot a question at me during a staff meeting: When did I plan on getting pregnant? On other occasions, I was asked how I wanted to be treated: as a woman or as a scientist. Later, when I asked a university official why I was being paid in the bottom 10th percentile, I was told it was because I was “a woman.”

I faced many more instances of sexism in my decades as a researcher. Now, as Canada’s Minister of Science, I hear similar stories from women researchers who, in 2017, continue to suffer the same degradations, marginalization and challenges that I did.

As I travel across the country visiting university campuses, women quietly tell me that they struggle with whether to choose an academic career or have a baby. One woman told me about the months she spent wearing a large lab coat to hide her pregnancy for fear of losing her job. These stories add to the evidence that already shows sharp inequities in the culture of research in Canada.


Two fifths of UK workers say they have experienced workplace bias - THE INDEPENDENT

by Josie Fox
Originally published: June 19, 2017
Publisher: Independent.co.uk 

A survey of over 2,000 public and private sector employees has revealed that two in five workers in the UK say that they have experienced workplace bias, and one in five have hidden their age, disability, social background or sexuality when applying for a job. 

The research, conducted by Badenoch & Clark, a staffing business owned by the world’s largest recruitment firm, Adecco, also shows that fewer than half of all employees questioned say that they think that their organisation embraces diversity and inclusion at a board level. 

Almost a third say that they have not read their company’s diversity and inclusion policy and more than one in ten say that their company does not even have one.



CEOs of world’s largest firms sign workplace diversity agreement - HUMAN RESOURCES DIRECTOR ASIA

by Paolo Taruc
Originally published: June 19, 2017
Publisher: HRDmag.com.sg

A group of over 150 CEOs from some of the world’s largest companies have a signed an agreement to advance diversity and inclusion in the workplace.

The business leaders pledged in the “CEO Action for Diversity & Inclusion” to foster a workplace where various perspectives and experiences are welcomed and respected, and where employees feel encouraged to discuss diversity and inclusion.

Among those who signed were CEOs from Accenture, Deloitte, Ernst & Yung, KPMG, and PricewaterhouseCoopers (PwC), and Procter & Gamble.





Why We Logged Every Fortune 500 Company’s Diversity Data, Or Lack Thereof - FORTUNE

by Stacy Jones,Grace Donnelly
Originally published: June 16, 2017
Publisher: Fortune.com 

Last week, the Fortune data team revealed that we spent the months leading up to the launch of this year's Fortune 500 collecting information about the diversity and inclusion policies at each company on the list .

In aggregate, the data showed that 3% of the companies on this year's Fortune 500 are fully transparent about the demographics of their workforce—and 72% of the senior executives at those 16 companies were white men.

We asked companies to disaggregate their own diversity data. Now we'd like to do the same.



Monday, June 19, 2017

Hershey Expands Commitment to Diversity and Inclusion With New Pledges and Accolades - EI NEWS

Originally published: June 15, 2017
Publisher: EInews.com 

The Hershey Company (NYSE:HSY) announced today that Michele Buck signed the CEO Action for Diversity & Inclusion™ commitment to advance diversity and inclusion within the workplace by working collectively across organizations and sectors. The collaborative of more than 150 chief executive officers pledged to cultivate a trusting environment where all ideas are welcomed and employees feel comfortable and empowered to discuss diversity and inclusion.

“We are proud to sign the CEO Action for Diversity & Inclusion™ commitment and join other industry leaders who are working to catalyze further conversation and action around diversity and inclusion,” said Michele Buck, President and Chief Executive Officer, The Hershey Company. “This is consistent with our efforts to foster a diverse, representative workforce at all levels of our company. By bringing together people with diversity of thought, interest, skill and experience, we are enriching our legacy as an organization and helping to cultivate a sustainable business for the future.”

As Hershey continues to grow globally, it is building on a strong foundation of people and purpose to further both its success and the greater good. The signatories commit to providing a trusting environment where employees feel empowered to discuss complex and sometimes difficult conversations about diversity and inclusion, where successful—and unsuccessful—practices can be shared across organizations.  With more than 18,000 employees globally, signing the CEO Action for Diversity & Inclusion™ is consistent with Hershey’s belief that inclusion is core to the company’s workplace culture and that Hershey is representative of the communities it serves.



LGBT Inclusion: A Work in Progress - DIVERSE EDUCATION

by  Shane Windmeyer
Originally published: June 15, 2017
Publisher: DiverseEducation.com 

“We don’t have any of those students.”

The privilege and ignorance that accompanies this statement is dumbfounding. The notion that lesbian, gay, bisexual and transgender (LGBT) youth do not exist on a college campus demonstrates real prejudice. And the fact that these words, as well as the biased belief behind it, are still present in the action (or inaction) of faculty, staff and administrators on college campuses across the country is even more disturbing.

As the executive director and founder of Campus Pride, the nation’s leading nonprofit advocating for LGBT students on college and university campuses, I have witnessed firsthand both the progress made by and challenges facing people striving for LGBT inclusion in higher education for the last 20 years. I have also seen how progress has been limited by factors such as political climate, financial resources, bigoted religious teachings, region of the country, institutional commitment and ultimately campus officials who lack understanding and are unwilling to recognize LGBT youth as part of the community.



What Accenture is doing to achieve a gender-balanced workforce by 2025 - HUMAN RESOURCES ONLINE

Originally published: June 16, 2017
Publisher: HumanResourcesOnline.net

Accenture yesterday (15 June) announced that it will achieve a gender-balanced workforce, with 50% women, and 50% men by 2025.

In the press release, Pierre Nanterme, chairman and CEO, Accenture said: “Diversity makes our business stronger and more innovative and, most important, it makes the world a better place.”

“With this new goal, we are sending an important message to our people and our clients confirming our commitment to a gender-balanced workforce,” he continued.



Muslim women file human rights complaint in Canada - AA

by Barry Ellsworth
Originally published:  June 16, 2017
Publisher: AA.com.tr

Three Muslim workers have filed a human rights complaint alleging Islamophobia after they were fired from a maintenance project in western Canada, Canadian media reported Thursday.

Amino Rashid told the Canadian Broadcasting Corporation (CBC) that she and two of her colleagues were dismissed from a maintenance project at the Husky Energy facility in Lloydminster, along the Alberta-Saskatchewan border, after reporting incidents of harassment from other staff.

Rashid said two male workers told her “there are people who feel uncomfortable” with her wearing a hijab, and the one of the pair told her to take off the “hoodie”, the CBC reported. She told them it was not a hoodie, but a religious headscarf.



Meet The 22-Year-Old From Luton Who's Taking On World Leaders - REFINERY 29

by MARIE-CLAIRE CHAPPET
Originally published: June 16, 2017
Published:  Refinery29.uk


“It’s actually quite sad that we’re having to have this conversation,” says Dunola Oladapo.

“It’s sad that we actually have to ask people to include women.”

It’s 2017. Out in the world, we’re planning commercial charters to space and in this coffee shop in Canary Wharf, we are sat here discussing how to combat the gender pay gap. We can, quite literally, shoot for the stars, but we somehow can’t get women a fair deal in the workplace.

Oladapo, a 22-year-old recent Royal Holloway graduate and currently an analyst at Morgan Stanley, is the perfect sparring partner for this discussion topic. This weekend she will be the UK ambassador at the G(irls)20 Summit in Munich, a global event bringing together young women from all G20 nations plus a representative from the European and African Unions, Afghanistan, Pakistan and the MENA region. Ahead of the G20 summit in July, these delegates will work on a communiqué to present to the G20 leaders on the subject of increasing female labour force participation around the world. Helping women get into the workforce, and helping them stay there.