Monday, July 31, 2017

The case for hiring people who have different abilities - VOICE

by Rattan Mall 
Originally published: July 27, 2017
Publisher: VoiceOnline.com 

PEOPLE with disabilities want to work. They are not being hired.

According to the Minister of Industry[1], the prevalence of disability within the Canadian population is 15% which equates to approximately 1 in 7 people. Research[2] continues to show that unemployment rates amongst people with disabilities is much higher than those who do not have any challenges. A disability can include a physical limitation such as a loss of a limb, a developmental or neurological disability such as autism, or a psychiatric disorder such as bipolar or depression.

Disability affects people of all religions, races, and backgrounds. It can occur from birth or during one’s lifetime. It can happen to anyone. As a society and community, is it not time that we started to change the attitudes around hiring people with different abilities?



Transgender cyclist Kristen Worley wins settlement in rights case - CANADIAN CYCLING MAGAZINE

by Todd Aalgaard 
Originally published: July 27, 2017
Publisher: CyclingMagazine.ca

After Ontario’s human rights tribunal made a landmark ruling last summer in favour of Kristen Worley, the transgender cyclist, writer and advisory chairperson with the International Ethics and Research Centre can celebrate yet another landmark human rights victory—this time, thanks to a joint decision between Cycling Canada, the Ontario Cycling Association and the UCI.

Recently, the three cycling bodies agreed to adapt their policies regarding gender verification and therapeutic use exemptions (TUEs) concerning otherwise banned products.

For XY female athletes, the use of those products, such as testosterone, has long been a complicated matter. In Worley’s case, the gender reassignment surgery she underwent in 2001 meant that testosterone supplements were necessary when she attempted to return to cycling. The process of trying to acquire those supplements, though, involved a 10-month wait—not a matter of days or weeks—and when she received them, the provided dosage simply wasn’t enough.


Why Startups With A Female Founder Grow Faster And See Greater Return On Investment - GIRL TALK HQ

by Adela Belin
Originally published: July 27, 2017

Publisher: GirlTalkHQ.com 

In the 2017 annual startup report by TINYpulse, it was found that the fastest-growing organizations are 75% more likely to have a female founder. The New York Times report also revealed that the presence of women in the workplace was directly related to an increase in profitability. Female founded startups are growing at a fast rate. Although the same TINYpulse report stated that women-led startups receive fewer investment dollars than male-led ones at different stages of the funding process, the venture capitalists and investors are considering investing more money in great ideas put forth by women.

This prospect makes sense because the presence of women in successful companies resulted in an average of 10.1% Return on Investment(ROI) as compared to 7.4% for those firms with fewer female members. Today, more than 250,000 women in the U.S. own and lead multi-million dollar enterprises. The data received from these reports suggests that women have the vision and capacity to lead successful businesses. Although, in these reports there is no evidence that states why startups with female founders grow faster, there are many psychological and emotional reasons(that make good business sense) helping the ‘woman’ factor excel in this arena.


How Diversity of Thought Fuels the Power of the Global Network in the Digital Age - The Boss Magazine

by Tyler Moselle
Originally published: July 28, 2017
Publisher: TheBossMagazine.com 

“I always liken working at Deloitte to bungee jumping.”

When you’re fulfilled at work, it’s pretty obvious. That shines through Volini’s career during her near two decade-long legacy with Deloitte.

“You get the natural ‘high’ of being entrepreneurial, but always have that cord tying you back to the big rock of Deloitte. That balance is what keeps me going because it serves both the risk-taking and risk-averse parts of my personality.”

Upon meeting Volini, you’ll immediately notice that, despite her rocket launch into Deloitte’s role as Deloitte Consulting’s new U.S. Human Capital Leader, she’s as genuine and as frank as can be. She even prefers using Instagram for this very reason.



Sexism 'holding back' up to third of women in construction - CONSTRUCTION NEWS

by Tim Clark 
Originally published: July 28, 2017
Publisher: ConstructionNews.co.uk 

Nearly a third of women have said that a fear of sexism has held them back from pursuing senior roles in construction according to a new study by the Royal Institute of Chartered Surveyors (RICS).

The study on gender pay gaps and other issues within the construction sector found that 30 per cent of women cited fears of sexism relating to their career choices, with 39 per cent of respondents stating they believed that firms were not doing enough to attract females to the sector.

Nearly half of all respondents, however, believed that the pay gap in the construction sector will fall below the national average to 15 per cent.



Start promoting diversity in your workplace – it’s worth it - CITY AM

by Mairead Nayager
Originally published: July 28, 2017
Publisher: CityAM.com 

For businesses to succeed, ensuring diversity in our workforces is essential.

Embracing diversity, including gender, sexuality, ethnicity, experience, skills and capabilities, is not only the right thing to do, but makes good business sense.

Promoting diversity benefits commercial performance while enriching our work environment for all employees.

And with diversity must come initiatives to include and engage. Engaged employees are happier and more productive – a fact that cannot be ignored by boardrooms focused on financial performance or political leaders who need to close the UK’s significant productivity gap with other G7 nations.





What is Intersectionality, and Should Your Workplace Have It? - GOOD CALL

by Terri Williams
Originally published: July 28, 2017
Publisher: GoodCall.com 

What is intersectionality, and why is it relevant to diversity and inclusion programs? (Spoiler alert: Your workplace should have it.) What are some of the common mistakes and best practices for an effective diversity program? GoodCall® asked two experts in this area to shed light on these interdependent issues.

DEFINING INTERSECTIONALITY

Simma Lieberman, a diversity and inclusion/culture change consultant and author of 110 Ways to Champion Diversity and Build Inclusion, tells GoodCall®, “Intersectionality is the way all of our multiple identities or diversity dimensions intersect.”



Accenture Develops Artificial Intelligence-Powered Solution to Help Improve How Visually Impaired People Live and Work - STOCKHOUSE

Originally published: July 28, 2017
Publisher: Stockhouse.com 

Accenture (NYSE: ACN) has developed a new artificial intelligence (AI)--powered solution to help the visually impaired improve the way they experience the world around them and enhance their productivity in the workplace. The solution, called Drishti, was developed as part of Accenture’s focus on Tech4Good, which aims to apply technology to improve the way the world lives and works by solving complex social challenges.

This Smart News Release features multimedia. View the full release here: http://www.businesswire.com/news/home/20170728005064/en/

Drishti, which means “vision” in Sanskrit, provides smart phone-based assistance using AI technologies such as image recognition, natural language processing and natural language generation capabilities to describe the environment of a visually impaired person. Initially developed and tested with 10 blind professionals through a collaboration with the National Association for the Blind in India, the solution provides narration to the user on the number of people in a room, their ages, genders and even emotions based on facial expressions. It can also be used to identify and narrate text from books and documents, including currency notes, and identify obstructions like glass doors to improve the safety of the user.



Jane Steed, PMO Manager, Capgemini UK on how to support LGBT in technology. - COMPUTER BUSINESS REVIEW

Originally published: July 28, 2017
Publisher: CBRonline.com

Wow. As the founder of Capgemini’s LGBT network OUTfront, I seem to spend a lot of time musing on the difficulties of being LGBT in the modern world.

Imagine my delight therefore when, at a joint event held by Capgemini and HMRC on IDAHOT 2017, I found myself surrounded by 160 colleagues who were all there to support me. And obviously not only me, but their LGBT colleagues at work, and LGBT friends and families at home. It was a truly amazing feeling, and I know I wasn’t alone in that sentiment.

Advocating for diversity in the technology industry, or in the workplace in general, can sometimes come across as a bit preachy. I am well aware of this, and have to admit that even I did experience a bit of a “come and be educated” reaction when the idea of a joint LGBT event was first mooted. It felt a bit like we were asking people to optionally attend school as adults – which sounds awful!



Friday, July 28, 2017

Closing the gender gap requires commitment of both genders - THE GLOBE AND MAIL

by LUC VILLENEUVE
Originally published: July 27, 2017
Publisher: GlobeandMail.com 

I was recently at a diversity roundtable hosted by Ryerson University’s Faculty of Science where they shared the interesting work of the Australian Human Rights Commission initiative, Male Champions of Change. The coalition of male business leaders works to leverage their influence to increase the number of female business leaders in Australia. This innovative idea struck a chord with me. Closing the gender gap is a critical business issue that impacts everyone and requires the talent and power of us all.

Women represent 25 per cent of the work force in the Canadian tech sector, according to the Information Technology Association of Canada (ITAC). Unfortunately, that stat has barely budged in 10 years, despite the continual rally cry from ITAC warning of looming talent shortages in the tech sector. According to the Waterloo, Ont.-based Centre for International Governance Innovation, diversity is good for business. Its study, Diversity Dividend: Canada’s Global Advantage, revealed a one per cent increase in diversity can deliver a 2.4 per cent increase in revenue.



Airbnb teams up with the NAACP to fight racism on its platform - THE VERGE

by Nick Statt
Originally published: July 26, 2017
Publisher: TheVerge.com

Airbnb and the NAACP announced a partnership today to promote the rental service’s platform in communities of color. The move is a way to both boost the sharing economy as an income stream for black Americans and help increase the diversity of hosts to curb discrimination. Airbnb has grappled for years now with racism on its platform, with hosts discriminating against people of color and other minorities both in the US and abroad when deciding who they permit to rent their homes or apartments.

In many cases, racist hosts will deny rental applications from black users or claim the property is booked on the selected dates, only to turn around and rent the property to a white user or leave the dates unbooked. In response to an increasing number of cases documented on social media, Airbnb user Quirtina Crittenden coined the hashtag #airbnbwhileblack last year. It quickly went viral, prompting an outpouring of personal accounts that quickly turned into an public relations nightmare for Airbnb.





Women In Construction: Third Fear Sexism Will Hold Them Back From Top Jobs - YAHOO NEWS

by George Bowden 
Originally published: July 27, 2017
Publisher: YahooNews.com 

Almost a third of women working in construction fear sexism will hold them back from the industry’s top jobs, new research has found.

Around 40 percent of male builders said they thought men were better suited to construction, the study found.

But the Royal Institute for Chartered Surveyors (RICS), which carried out the research, said the findings also revealed optimism that the industry’s gender pay cap could soon be lower than the national average.

Nearly half of the 1,000 people surveyed thought the gap in salaries would be below 15% by 2018.



Will the BBC's Gender Pay Gap Impact the Future of The Law? - THE HR DIRECTOR

by Michelle Gray 
Originally published: July 27, 2017
Publisher: TheHRDirector.com 

With the current wave in employment laws under the media spotlight, and female stars calling on the BBC to ‘sort the gender pay gap now’, it has never been more important for businesses of all sizes to address the issue. Whether you are due to start reporting or not, the obligation could extend to smaller businesses in the future and workforces will likely grow in size.

There are a number of lessons that SMEs can take from BBC’s report, in particular the confusion between gender pay gap reporting and equal pay. Equal pay refers to the difference between men and women’s pay for the same job, whereas the gender pay gap relates to the difference calculated between average earnings, irrespective of their roles in any given sector.

Whilst 34 of those on the BBC’s list are female, the report selects individual males and their female counterparts, underlining a disparity between equal pay in the corporation, rather than the gender gap pay.



Police welcome at Calgary Pride, but not in uniform - MACLEANS

by Lauren Krugel
Originally published: July 27, 2017
Publisher: Macleans.ca

Uniformed police officers will not be marching in Calgary’s annual Pride parade in September.

Calgary Pride said Wednesday that it encourages police to take part, as long as it’s without uniforms, firearms, vehicles or institutional representation, such as floats.

“We acknowledge the historical oppression and institutionalized racism faced by queer/trans people of colour and Indigenous persons, and the potentially negative association with weapons, uniforms, and other symbols of law enforcement,” the group said in a news release.



75% of senior execs say they'd leave their company for one that values diversity - CNBC

by Ruth Umoh 
Originally published: July 26, 2017
Publisher: CNBC.com 

As if there aren't enough reasons for an organization to make diversity a priority, here's another one: Diversity, or a lack thereof, can impact the retention of your top talent.

In fact, about 75 percent of senior managers who responded to a recent study by accounting firm Deloitte said they would consider leaving jobs for more diverse and inclusive organizations.

The survey gathered online responses from more than 1,300 full-time employees.

"Companies need to look at diversity especially now that inclusion and inclusivity is becoming more and more important," Deb DeHaas vice chairman and chief inclusion officer at Deloitte's center for board effectiveness, tells CNBC Make It.



Diversity: How the FTSE 100 is Doing - CHARTERED MANAGEMENT INSTITUTE

by Jermaine Haughton
Originally published: July 26, 2017
Publisher: Managers.org.uk 

Surveying human resources and diversity and innovation (D&I) practitioners from 24 of the hundred biggest listed companies in the UK, CMI’s Delivering Diversity report found that some employers are paying little attention to the lack of black, asian, minority ethnic (BAME) employees climbing the ranks of their organisation.

The research suggest that some firms are reluctant to invest to improve their ethnic diversity in decision-making jobs, potentially limiting their own business performance.

At management level, 54% of HR practitioners in the study reported that less than 5% of their senior management positions are filled by a someone from an ethnic minority. Furthermore, 83% report that this is also the case at boardroom level, showing a major deficiency in BAME leaders and decision-makers in the country’s largest listed companies.





Another Reason To Hire Diverse Leaders At Work: Less Trash Talk - FORBES

by Georgene Huang
Originally published: July 26, 2017
Publisher: Forbes.com 

Data shows that most of us use social media these days. As social media becomes more deeply ingrained in our daily lives, it’s only natural that sometimes our digital activity traverses the boundaries between the purely personal and purely professional.

One consequence of the blurring between our professional and personal digital lives, of course, is that we can more easily get in trouble if we’re searching for a new job or simply using the internet to vent about our jobs. In fact, one survey found that 30% of employers have fired employees for misuse of the Internet. And of course, some employees have been terminated due to their comments and posts on social media sites.



Deloitte drops workplace diversity groups for women, minorities - NEW YORK BUSINESS JOURNAL

by Anthony Noto
Originally published: July 27, 2017
Publisher: BizJournal.com 

Deloitte is doing away with employee groups focused on women and minorities, a new diversity approach one scholar says must be accompanied by serious and intelligent discussions.

The New York-based financial advisory firm has the right idea, because employee affinity groups marginalize people, said Christina Hoff Sommers, a gender politics and feminism scholar.



Thursday, July 27, 2017

Discrimination In The Workplace: Talking About Racial Bias Is Hard But Must Be Done - ABOVE THE LAW

by Beth Robinson 
Originally published: July 25, 2017
Publisher: AboveTheLaw.com 

I generally don’t like talking about race in any setting, but racial bias in the workplace is an especially fraught issue. Gender is a neater topic for bias because of the sheer numbers, and because all of the stereotypes don’t have legs. Women get more college degrees than men, and on average do better in school. Despite these factors, even gender bias is hard to pin down, even for women who experience it. But as the ultimate irony, men with children tend to do better than everyone else.  There are more Fortune 500 CEOs named John than women. But intersectionality is real. And when one of the factors is race, that’s where things get tricky.

Race is not nearly as neat as gender, which is neater but still not clear cut enough for most. First, while I believe, mostly from anecdotal experiences and raw data, that most of the discrepancy we see in the workplace between where things should be and where they are is due to racial bias, because the largest minority groups in the country have less educational attainment, the sheer amount of factors to take into account make a discussion difficult. Add to it the historical disadvantages people of color faced (access to education, access to housing, access to employment, immigrant status, etc.), and the discussion gets really difficult. Generational wealth allows an individual to make different choices that equal different employment opportunity. Pushing back against stereotypes isn’t enough if the numbers and other factors make it easy to deny opportunity. But despite all of this, I believe the biggest impediment to anything meaningful moving the needle of diversity is the lack of honest discussion around the topic.




Business groups urge advocacy, reforms as gender diversity remains static - BUSINESS VANCOUVER

by Tyler Orton 
Originally published: July 25, 2017
Publisher: BIV.com

When combing through the ranks of MLAs to form his first cabinet, B.C. Premier John Horgan took a cue last week from Prime Minister Justin Trudeau and created a gender-balanced cabinet.

But in C-suites and boardrooms across the country it’s a different story.

Women represent 12% of all boardroom seats among the 677 companies listed on the TSX, according to a report from provincial regulators released in 2016. That’s up from 11% a year earlier.


How Professional Standards Elevate Diversity Work - MILITARY TECHNOLOGIES

by  MACIEJ HEYMAN
Originally published: July 26, 2017
Publisher: Military-Technologies.net



Today, ANYONE can say that they are an „experienced” Diversity and Inclusion (D&I) leader. However, after burning through a substantial investment of time and treasury, companies are learning otherwise about some individuals who claim to be D&I experts.

Eight (8) years ago, the Institute for Diversity Certification (IDC)™ developed a professional safeguard to help companies ascertain how successful a potential job candidate, current employee, or consultant will be in their efforts to advance workplace equity, diversity and inclusion. Similar to a certification process for an accountant, doctor, fundraising professional or human resources executive, IDC designed a streamlined and rigorous system to assure employers that diversity and inclusion leaders are qualified to perform the job.

Professional qualification credentials from IDC means that a person has passed a standardized exam with an 80% or better, and the individual completed an external peer review process certifying that they are a legitimate and elite diversity and inclusion leader. Rita Holmes-Bobo, Executive Vice President of Diversity Equity and Inclusion at KVC Health Systems in Olathe, Kansas, achieved the CDE credential in June 2017. After completing the online preparation course, Mrs. Holmes-Bobo said, “I enjoyed the webinar classes and the creation of the project. The CDE class content should be required knowledge for every diversity, equity and inclusion professional.”


Entrepreneur Launches Hip Online Platform for Tech-Savvy Women - BLACK ENTERPRISE

by Jeffery McKinney
Originally published: July 25, 2017
Publisher: BlackEnterprise.com 

Unable to find a platform where women in the tech industry can easily connect with each other to identify new projects and opportunities, Jumoke Dada was compelled to fill the gap.

The online platform is a community that allows women to perform many functions including share resources, find events, posts jobs and team up on projects.

“Think of it as a hipper version of LinkedIn but specifically for women with technical or digital skills, and those that want to work with them,” Dada says.

Since its launch in March 2017, more than 300 women have joined the network. By the end of this year, Dada aims to have over 1,000 women users.



Officer questions 'pie-in-the-sky' work on bullying and harassment within Calgary police - CBC

by Drew Anderson 
Originally published: July 25, 2017
Publisher: CBC.ca

After presenting an update on the Calgary Police Service's human resources overhaul meant to deal with complaints of bullying, harassment and gender discrimination, a serving officer stood up and said she's not seeing change on the ground where it counts. 

"When are we gonna get real here and start hearing about meaningful accountability and consequences to take care of these situations and the real ongoings in the day-to-day workplace, and not these pie-in the-sky ideas of what should happen in the CPS," said 10-year veteran Kim Prodaniuk.

The Calgary Police Service has been working on how it deals with gender diversity in the workplace for three years now, following a damning 2013 report that outlined widespread issues with women in the workplace, as well as bullying and harassment within the force. 



Male-dominated industries now recruiting women - ABC NEWS

Originally published: July 25, 2017
Publisher: ABCnews2.com 

Question for women out there: Are you looking for a job? Or a new career path?

We’ve got news for you: some industries, you may have never considered before are “HIRING”, and you’re exactly what they’re looking for. There’s even new recruiting campaigns to attract women to apply.

There may be no such thing as a “man’s world” for long!



Consulting firms back #BuildingEquality for LGBT+ friendly construction sector - CONSULTANCY

Originally published: July 26, 2017
Publisher: Consultancy.uk 

50% of LGBT+ employees in the construction industry say they face homophobic or transphobic abuse. The #BuildingEquality network has called on industry leaders to develop the tools and practices to transform the business culture to reflect diversity and inclusion, with support from representatives of engineering and construction consultancies Arup, Arcadis and Mott MacDonald.

Negative associations of casual homophobia and anti-transgender bigotry continue to dog the construction world, with the clichés of cat calling and discrimination against LGBT+ individuals top public perceptions of the industry in particular. In recent years increased pressure from a range of voices groups has begun to pressure management to intervene and change attitudes within the industry has seen an inclusive culture increasingly fostered.

According to research from financial services company Credit Suisse, construction firms that took this route saw improved job satisfaction and productivity, access to a wider pool of talent, and improve the reputation of the industry and specific actors within the industry. Aside from a business case though, an inclusive culture improves wider social wellbeing, and means that companies are inherently compliant with various regulations pertaining to workplace discrimination.



What place is there for older people in the workplace? - NOTTINGHAM POST

Originally published: July 25, 2017
Publisher: Nottinghampost.com 

Over 50? It is never too late to begin a fresh career.

In fact as the UK faces a major skills gap and working lives are being extended as life expectancy rises, the government is encouraging companies to commit to employing older workers.

Andy Briggs, chief executive of Aviva UK Life, is calling on UK employers to publicly commit to employing 12 percent more older workers by 2022.

Mr Briggs, who is also the government’s business champion for older workers, said employers should publish their workforce data by age.

Aviva, Atos, Barclays, The Co-operative Group, Home Instead Senior Care, the Financial Services Compensation Scheme (FSCS), Mercer, and Walgreens Boots Alliance are the first employers to publicly pledge their commitment to meeting this target and have already published their age data.


Virtual reality goes after unconscious bias - HR DIVE

by Tess Taylor
Originally published: July 25, 2017
Publisher: HRDive.com 

Dive Brief:

  • A ZD Net article highlights how one Australian company is introducing virtual reality technology to crack down on unconscious bias in the workplace. Diversifly VR aims to deliver employee training programs that are better than traditional curriculum, especially in areas of soft skills.
  • The company offers custom workplace training programs that work with several VR headsets already on the market. Its first program is centered on tackling unconscious bias through role playing and practice sessions that help employees identify biased behaviors.
  • Diversifly's founder told ZD Net that the company hopes it can give workers the tools they need to speak out against bias and influence their workplace's culture in a positive way.


Wednesday, July 26, 2017

'It's getting out of hand': FSIN chief calls for tougher hate speech laws - CBC

by Jason Warick 
Originally published: July 25, 2017
Publisher: CBC.ca

The memory of Red Pheasant First Nation man Colten Boushie is motivating one of Canada's top First Nations leaders to step up the fight against online hate speech.

Federation of Sovereign Indigenous Nations Chief Bobby Cameron says he'll continue to press federal Justice Minister Jody Wilson-Raybould on the topic this week. Wilson-Raybould and other federal ministers are joining more than 1,300 chiefs, councillors and other delegates at the Assembly of First Nations meetings in Regina.

Racist Facebook posts following Boushie's death nearly one year ago are a prominent example of hate speech, but Indigenous people everywhere are being targeted online with disturbing regularity, Cameron said.



Get ready — Toronto’s next wave of Black voices will be more urgent, strident and radical - METRO NEWS

by Royson James
Originally published: July 24, 2017
Publisher: MetroNewsToronto.ca

Unless you are a liar, you won’t be able to say you were not warned.

You cannot plead ignorance to the perennial, century after century cannibalization of Black humanity and dignity in the pursuit of western civilization.

You cannot say no one told us there is a problem; that the descendants of enslaved Africans are still considered less than human. That even as they walk among us, in Toronto the Good, in the burgeoning suburbs from Burlington to Bowmanville and up to Barrie, an off-duty cop allegedly stopped a young Black man for no apparent reason, fabricated evidence, beat him up and no one in the police chain of command reported it to the agency that investigates police. The cop faced no repercussions until the young Black man’s lawyer reported it. The young Black man was left with several broken bones and an eye that is so badly damaged it will have to be taken out.


Corporate Inequality Equates to Significant Drop in Customers - BUSINESS INSIDER

Originally published: July 24, 2017
Publisher: PRnewswire.com

Evidence continues to mount that bias is bad for business. The link between consumer loyalty—along with consumer disaffection—and how a corporation treats employees has been an increasingly prominent issue, highlighted by a unique study conducted in 2016 by Dr. Arunima Krishna, Assistant Professor of Public Relations at Boston University, and Dr. Soojin Kim of Singapore Management University. (1)

More recently, Uber's succession of high-profile problems, including allegations of sexual harassment, discriminatory workplace culture, legal disputes, and 200,000 customers deciding to #DeleteUber, culminated in June of this year. (2) (3)

The 2016 study was designed to gauge consumers' reactions to allegations of gender discrimination against companies they patronized. The team surveyed 473 American consumers by asking each to read a mock newspaper article reporting alleged gender discrimination by companies of which they were customers (i.e., Apple, Nestle, Adidas). It was found that consumer trust in, satisfaction with, commitment to, and loyalty to the companies took a significant hit.



Consumers urge brands to push the boundaries of gender stereotyping - CAMPAIGN

by Nicola Kemp
Originally published: July 25, 2017
Publisher:  Campaign.co.uk 

According to research from Universal McCann, 65% of women and 59% of men like it when brands use traditional media to challenge stereotypes.

Speaking at a Women In Ads event in London last week, Michael Brown, insight director at UM, urged brands to throw out the template when it comes to women in advertising. He explained: ‘Humans are complex. So, for communications to be truly relatable, we need to move away from tired pen portraits that can be written before we embark on a project."

Ditch the stereotypes

In line with this, the research suggests that brands need to ditch gender stereotyping. As Brown explains: "People look to brands to behave as moral guardians – you are under far more scrutiny than other platforms. Your role is to help them break free from the shackles of identity norms."


Toronto posters promoting gender diversity defaced - CITY NEWS TORONTO

Originally published: July 25, 2017
Publisher:  BTToronto.ca

A poster that promotes gender diversity was taped over in Etobicoke. CityNews viewer Barry Auguste sent in this photo on July 24, 2017.

Toronto police said no crime was committed after posters promoting gender diversity were defaced.

The posters, created by the City of Toronto and the Black Coalition of AIDS Prevention (Black CAP) under an initiative called Toronto For All, went up during Pride. The campaign focuses on trans youth of colour, who are seen smiling under a slogan: The phrase “My gender lives here” is displayed above their heads, and ends with “not here” written close to their hips.




The importance of supply chain diversity - RACOUNTER

by Oliver Pickup
Originally published: July 25, 2017
Publisher: Racounter.net

Diversity has become a business buzzword in recent times, with numerous C-suite executives viewing it as simply a tick-box exercise, alas. And yet a growing welter of evidence suggests the manifold advantages of utilising diverse supply chains – engaging suppliers from ethnic, racial and gender minorities – are too significant to be ignored.

In the UK there is much work to be done in this area, however, and in truth, when it comes to encouraging such a progressive approach, most of the world is some way behind pioneers in the United States. Indeed, the very idea of supplier diversity was triggered by the epochal American civil rights movement of the 1950s and 1960s.

It is little coincidence that on March 5, 1969, less than a year after the Civil Rights Act, popularly known as the Fair Housing Act, President Richard Nixon, who had taken office only six weeks earlier, signed the game-changing Executive Order 11458 that stipulated government agencies and their contractors should partner up with minority-owned companies.



iGens: What You Need to Know About the Next Generation of Lawyers - NATIONAL LAW REVIEW

by Sue Remley
Originally published: July 24, 2017
Publisher: NatLawReview.com 

Just as law firms are finally beginning to acknowledge and try to respond to the differences that millennial lawyers introduce to a firm, watch out … iGen is waiting in the wings to further stir up the mix. What is iGen? It’s another name for Generation Z, or the generation born after millennials.

iGen is the most recently recognized generation. They are cloud natives rather than digital natives, generally categorized as being born in 1996 and after, and do not have a first-hand memory of 9/11. Many are still adolescents, so their adult characteristics haven’t fully developed. But please do not take them for granted. There are currently more than 23 million iGens in the United States and, within the next five years, they will become the fastest-growing generation in both the workplace and the marketplace. Prepare to move over, millennials!

The “big deal” about iGens is that they are tremendously more diverse than any other recognized generation. They do not always define themselves by a specific race, ethnicity, sexual orientation or cultural imperative. Many of iGens’ parents did not define themselves via socially approved parameters so, they, unknowingly, created a much-more-diverse American culture. The iGens diversity will have a profound impact on employers in the coming years. Imagine a fully diversified law firm … that may be your law firm in the next couple of decades.



What This Industry Fellowship Did to Support a Group of Women in Middle Management - AD WEEK

by Katie Richards
Originally published: 
Publisher: Adweek.com 

How can the advertising industry stop women in middle management positions from dropping out of the industry?

The Advertising Club of New York (ACNY) wanted to do more than just talk about the issue, so it created a fellowship for women in these positions. It created an intensive fellowship for 10 women from across the advertising industry to see if it could help facilitate career growth for each fellow by getting these women access to seven major industry conferences (4A’s Transformation, Advertising Week, etc.) that they normally wouldn’t be able to attend in their respective positions, coaching from senior level executives and leadership training.

Part of the drop off, according to ACNY, comes from the fact that women in middle management don’t have as much access to mentoring opportunities. With that in mind, ACNY tailored its program to help these women grow and conducted 15 months worth of research to determine how to best support women as they navigate from mid-level positions up to senior level roles.



Over 250 CEOs Pledge More Inclusion in the Workplace - TRIPLE PUNDIT

by Leon Kaye
Originally published: July 25, 2017
Publisher: TriplePundit.com 

Companies have long touted their diversity and inclusion programs, but the statistics have shown that the higher one wants to advance in a company, the more impenetrable that stubborn glass ceiling can be. The result is not only frustrated and disengaged employees, but a recent study has suggested that any sort of bias in the workplace can hurt companies’ ledger sheets.

To that end, over 250 CEOs have committed to the CEO Action for Diversity and Inclusion pledge. The initiative launched earlier this summer with 150 company chiefs signing on. Since then, interest in the program continues to surge with more CEOs signing on ever day. Companies participating in CEO Action represent scores of industries, and the A-to-almost-Z roster includes noted brands such as Alaska Airlines, Kroger and Xerox.

According to this initiative’s organizers, this plan is not just about talking points, but is backed up with real action. Examples of how companies are putting themselves out there in a move to attract and retain key talent are all over the map. In Silicon Valley, long criticized for its male-dominated “bro culture,” various Bay Area giants are stepping over each other trying to stand out in this diversity and inclusion race.



Tuesday, July 25, 2017

How Businesses Can Take Action To Support The LGBTQ Community - FORBES

by Brian Honigman 
Originally published: July 24, 2017
Publisher: Forbes.com 

Businesses voicing their support for the LGBTQ community is undoubtedly impactful, but actually taking action is the true measure of a company's commitment.

Lists of LGBTQ-friendly companies were released throughout pride month to highlight which organizations are on the right side of history, which has repeatedly been shown to be a profitable approach for businesses to adopt as 64% of Americans are more likely to buy from LGBT-inclusive companies.

This level of support has been seen in Macy's wedding registry opening up to all couples to the American Express campaign on social media centered on the #ExpressLove hashtag.



How Capital One Supports Diversity From Top To Bottom - FORBES

by Paolo Gaudiano and Ellen Hunt 
Originally published: July 20, 2017
Publisher: Forbes.com 

Three years ago a group of 19 women at Capital One’s technology group put together a courageous and unflinching presentation that documented the challenges faced by women at the firm, ranging from low representation on key teams, to isolation and micro-aggressions. The presentation was so compelling that it spurred the company’s leadership to explore a variety of initiatives to support diversity. Among them, the firm’s CIO funded an initiative that has become the Women In Tech Demo Days (WITDD) in New York.

A few weeks ago we had the opportunity to attended WITDD, and saw for ourselves some of the ways in which Capital One supports diversity top-to-bottom, with initiatives that include a hackathon to identify embryonic ideas, hiring diverse talent in senior roles and an expanding commitment to supporting external initiatives.




How leaders can create a workplace that is free from sexual harassment - GLOBE AND MAIL

by MERGE GUPTA-SUNDERJI
Originally published: July 22, 2017
Publisher: GlobeandMail.com 

Lately it seems to be non-stop: Every few days, there is another news story about a senior executive (who should have known better) saying or doing something sexually inappropriate to someone more junior in his organization.

In recent weeks, it’s been Uber’s Travis Kalanick, 500 Startup’s Dave McClure, Binary Capital’s Justin Caldbeck and Fox News’ Bill O’Reilly, to name a few. And this malaise is not solely confined to the business world, nor to North America.

U.S. actor Zoe Kazan recently shared her experiences of repeated sexual harassment in the world of the performing arts, and several women at Cool Japan Fund (a public-private investment fund in Japan) have stepped forward with allegations of sexual misconduct by their supervisors.



Canadian military shows 'tremendous progress' since days of homophobic law - THE GLOBE AND MAIL

by Gloria Galloway 
Originally published: July 24, 2017
Publisher: GlobeandMail.com 

Christine Potvin joined the military in 1988, the same year that she realized she was a lesbian – a year that other soldiers of a similar sexual orientation were being rooted out and expelled from the Canadian Armed Forces.

The military called it being “not advantageously employable due to homosexuality.”

But Ms. Potvin desired the life she had seen on a recruiting poster. She wanted a job that would be physically demanding, taking advantage of her athletic nature, and that would give her a chance to see the world. So she walked into a recruiting office in Ottawa and enlisted, harbouring a secret that could have put a quick end to her military ambitions.



Has racial bias in the workplace harmed your career? Share your story - THE GUARDIAN

by Aidan Mac Guill
Originally published:  July 24, 2017
Publisher: TheGuardian.com 

While reactions to the BBC’s release of star salaries have concentrated on the gender pay gap, there is also a major disparity between the corporation’s white and black, Asian and minority ethnic (BAME) stars. Only 10 people on the BBC “star list” were from a minority ethnic background, and they tended to fall into the lower end of the earnings scale.

As for the wider British workforce, a recent report found that BAME workers are much more likely than white workers to be in insecure jobs such as zero-hours contracts. And according to a major UK government-backed review, helping minority ethnic people to progress in their careers at the same rate as their white counterparts could add £24bn to the UK economy each year.



The move for gender diversity in Tech: Yay or Nay? - TECHPOINT

by  ONYINYE UCHE
Originally published: July 24, 2017
Publisher: Techpoint.ng

There has been so much talk about equal representation and diversity in the tech industry due to the gender imbalance. Today, in a bid to boost the numbers of “Women in Tech” we have witnessed a rise in female only boot camps, programs, special scholarships and awards. Clearly, there is a targeted effort to train and recruit more females into the tech industry.

Still, a term like “Women in Tech” suggests that it is awkward to have women in the tech industry.  Yet this is not the case; the first set of digital computers were programmed by women. Regardless, what is the point in trying to fight the gender inequality in tech only to create another form of segregation?



Move over millennials. How to attract Generation Z talent to the tech industry - DIGINOMICA

by  Madeline Bennett
Originally published: 
Publisher: Diginomica.com 

If companies want to attract and retain the next generation of IT talent, they need to convince young people that working in technology is more about creativity and curiosity than maths and coding.

This was the message that resonated from a Spark Salon I attended last week, hosted by Tata Consultancy Services (TCS) at London’s Southbank University. TCS ran the week-long event with the aim of inspiring GCSE and A-level students to pursue a career in IT. Around 400 students aged 14 – 18 from 100 schools across London took part in workshops, and got the opportunity to network with digital entrepreneurs and business leaders from firms like BT, as well as TCS.



Randstad Technologies Partners with Women in Technology International - HR TECHNOLOGIST

by Pratibha Nanduri 
Originally published: July 24, 2017
Publisher:  HRtechnologiest.com 

STEM (science, technology, engineering and math) fields are increasingly giving more importance to gender equality and workforce diversity in the workplace. To ensure that enough women are available to take up STEM related jobs and leaderships roles, Randstad Technologies, a recruitment, consulting, projects and outsourcing services provider, has announced a "Powered by WITI" partnership with Women in Technology International (WITI), a worldwide authority on empowering and supporting women in business and, especially, technology.

Technology workforce can enjoy a greater a strategic value if the barriers that exist between men, women, and people from diverse backgrounds are broken down. This could pave the way for greater innovation and, therefore, economic growth. With this collaboration Randstad Technologies, which is a subsidiary of global HR services provider Randstad Holdings, is reinforcing its commitment to encourage girls and women to take up STEM careers and education.

"We believe increasing the number of women in technology, and especially in leadership roles, is essential for a vibrant and competitive economy," says Graig Paglieri, president, Randstad Technologies and Engineering. "With Randstad's knowledge and expertise in technology and staffing combined with WITI's progressive business programs, we will continue to support the advancement of female talent by inspiring women and girls to pursue careers and education in STEM."




Female stars call on BBC to ‘act now’ to end gender pay row - CIPD

by Hayley Kirton  
Originally published: July 24, 2017
Publisher: CIPD.co.uk

HR professionals urged to keep an eye on their organisation’s pay differentials or ‘face backlash’

A group of female BBC staff, including some of the broadcaster’s most recognisable stars, have called on the organisation to “act now” to fix gender pay discrepancies.

In an open letter published over the weekend, more than 40 women, including broadcasters Clare Balding, Victoria Derbyshire and Fiona Bruce, told director general Lord Tony Hall they would be willing to meet with him to “discuss [the] ways in which you can correct this disparity so that future generations of women do not face this kind of discrimination”.

Although Hall had already pledged to close the organisation’s gender pay gap by 2020, the women said the BBC must have “known about the pay disparity for years” and have called for more immediate action.




Monday, July 24, 2017

Op-Ed: Here’s why you shouldn’t be worried about Generation Z joining the workforce - CNBC

by Linda Ronnie 
Originally published: July 21, 2017
Publisher: CNBCAfrica.com 

In the next year or two, the workplace faces an unprecedented situation where for the first time, due to the fact that we’re all living longer, five generations may be working side by side: Veterans (pre-World War II); the Baby Boomers (World War II – 1960s); Generation X (mid-60s – late 1970s); Millennials (aka Generation Y) (1979 – 1991); and last, but not least, the largely unknown factor: Generation Z, born after 1992.

It’s estimated that there are more than 2 billion of Gen Z worldwide. In South Africa, a third of the population is under the age of 21.

It may be too soon to be definitive about the characteristics of this generation, but they are said to be realistic, cause and value driven, entrepreneurial, financially prudent, and have boundless curiosity.