Friday, August 18, 2017

Ava DuVernay on Why Netflix Understands Artists and Diversity - VARIETY

by Ramin Setoodeh 
Originally published: August 15, 2017
Publisher: Variety.com 

Netflix reached out to me with an offer that I’d never heard before. Come and make what you’d like to make. We’d like to work with you as an artist, and we’ll support you in that vision. That sounded a little too good to be true. I was attracted by the prospects of a fraction of it. What I ended up getting was so much more.

It truly is a safe, productive artist space. Helping hands is what the creative experience is like. I was able to go off and do my thing. That all comes from Ted Sarandos, because he’s created an environment where all the executives feel so confident they don’t have to hold on to everything so tightly. Their notes are very normal — not like studio notes. They are not prescriptive. I never got a note that said, “Fix this.” This is the first place I ever went to where somebody said: “Gosh, I love this. Don’t you want to do more?” I don’t have the money for that. “Oh, we’ll give you some more money.” What kind of place is this?!




These slides from Google's diversity training program may help explain why fired engineer felt silenced - CNBC

by John Shinal
Originally published: August 16, 2017
Publisher: CNBC.com 

Google's diversity program discourages debate on the topic of bias and encourages employees who participate in anti-bias training to keep details of the sessions secret, according to slides for leaders and participants of one such session used by the company.

At least two of the slides back up some of the claims by fired engineer James Damore, who after attending such a session wrote a memo calling Google "an ideological echo chamber where some ideas are too sacred to be honestly discussed."

The memo led to his firing and has ignited a nationwide firestorm over what he wrote and how Google management has responded.



5 Ways Men Can Be Women's Allies At Work - FORBES

by Emilie Aries 
Originally published: August 16, 2017
Publisher: Forbes.com 

As I looked out into the crowd at a recent conference where I was speaking, I saw a sea of women ready to develop their leadership skills, hone their assertive communication, and invest in their professional advancement.

Sitting in the far back right of the room was a lone white man, who throughout the entire weekend sat quietly, listened attentively, and took notes. At the very end of the weekend, as I was about to roll out to the airport, he thanked me for the insights he had gained - not only from what was presented but also from the experience of sitting in a room full of people who identify as women, from all walks of life, sharing their experiences, frustrations, and triumphs in a world where women leaders still face gender bias in all it’s overt and covert forms.



Can Waterloo's women-only residence help close the engineering gap? - CTV NEWS

by Josh Dehaas 
Originally published: August 16, 2017
Publisher: CTVnews.ca 


In high school, Mariko Shimoda knew she liked science and math but wasn’t sure what program to apply for in university.

In eleventh grade, she spent a weekend with about 50 other girls at the University of Waterloo, in Waterloo, Ont. The outreach event featured speeches from successful female engineers, a tour of Google’s local office and a workshop where the girls took apart an engine.

Shimoda had never tinkered with her dad’s car and had opted for student’s council over robotics club, so the engine dissection gave her a needed jolt of confidence. For the first time, she says, “I could see myself actually working with that kind of stuff.”



Intel’s Latest Diversity Report Is Good News for Culture Change - FORTUNE

by Ellen McGirt
Originally published: August 15, 2017
Publisher: Fortune.com 

So here’s a big question for a Tuesday. Why are people racist?

Two scientists, interviewed by The Washington Post offer an explanation so simple that even Occam would approve. People are racist because everything in their culture points to a racial hierarchy. It is in the air we breathe. It is normal to us.

“In some ways, it’s super simple. People learn to be whatever their society and culture teaches them. We often assume that it takes parents actively teaching their kids, for them to be racist. The truth is that unless parents actively teach kids not to be racists, they will be,” said Jennifer Richeson, a Yale University social psychologist. “This is not the product of some deep-seated, evil heart that is cultivated. It comes from the environment, the air all around us.”



How To Teach Children About Autism - CARE

Originally published: August 15, 2017
Publisher: Care2.com 

Let’s face it: children have a mind of their own, and, for the most part, they like to speak their mind, even if what they say isn’t necessarily appropriate. However, as parents, it is important that we encourage their ability to speak their minds while also guiding them through social etiquette as well. Although the basic aspects of social interaction are quickly taught, the more specific instances are all too often forgotten in the mix, and, in a world that prides itself on diversity, it is crucial that these eccentricities are embraced from people of all ages.

The unfortunate part of this is that many children are born with the differences the average child knows little to nothing about. In turn, ridicule often ensues, and the effects are not only devastating but completely unnecessary. In fact, by taking the time to sit down with your child and tell them about these specific instances, you can not only help create a more inclusive and compassionate generation but also help your child to not judge a book by its cover, and to show respect to other human beings, no matter what they face or who they are.


White Supremacists Still Exist. Here’s What White Parents Can Do About It. - HUFFINGTONPOST

by Caroline Bologna
Originally published: August 16, 2017
Publisher: Huffingtonpost.com 

Following the deadly white supremacist rally in Charlottesville, Virginia over the weekend, many Americans are wondering what they can do to push back against hatred and bigotry in 2017.  

On Saturday, violence erupted at the “Unite the Right” rally, as a 20-year-old man named James Alex Fields allegedly drove his car into a crowd of counter-protesters. A 32-year-old woman named Heather Heyer was killed, and at least 19 people were injured. 

Though President Donald Trump’s response to the violence has been described as “disgusting,” “terrifying,” and “ignorance to the point of callousness,” everyday citizens are seeking ways to fight white supremacy on big and small scales. In particular, parents of white children are seeking guidance for raising engaged, conscientious people who stand up for what is right. 



CFL bumps up Diversity is Strength campaign in light of violence in Virginia - CANOE

by Ted Wyman 
Originally published: August 15, 2017
Publisher: Canoe.ca

Randy Ambrosie thinks about all the people he watched growing up and later played with in the CFL — so many names, from so many different backgrounds, so many people from every race, colour or creed — and sees that as the essence of the league and the country it represents.

“They’ve just come in and been accepted by Canadians,” the new CFL commissioner said Tuesday.

On the weekend, Ambrosie and the CFL took an opportunity to drive home that point by fast-tracking their Diversity is Strength t-shirt campaign in light of disturbing events involving racial tensions in the United States.



Instilling competitive gender quotas could end the Crisis of the Mediocre Men - CITY AM

by Paul Ormerod
Originally published:  August 16, 2017
Publisher: CITYAM.com 

Gender issues in the workplace are currently a hot topic.

First, we had the furore about male and female pay at the BBC. Next, the notorious memo from a Google employee which alleged that women are less biologically suited to be software engineers than men.

A paper in the latest American Economic Review (AER) provides an intriguing perspective on the issue.

Tim Besley of the LSE and two Swedish colleagues carried out a very detailed empirical analysis of elections in Sweden over a 20 year period. The title effectively summarises their work: Gender Quotas and the Crisis of the Mediocre Man.


Thursday, August 17, 2017

Why companies should hire millennials - DESTINY CONNECT

Originally published: August 16, 2017
Publisher: DestinyConnect.com

According to the 2017 Deloitte Millennial survey, millennials in emerging markets generally expect to be both financially and emotionally better off than their parents

This is in stark contrast to mature markets, where the same optimistic expectation is shared by a much smaller group (less than 40%).

Millennials are concerned about a world that presents numerous threats and question their personal prospects. Furthermore, they are struggling to trust the promises of their leaders’ respective countries.

What this means for the workplace of the future is that millennials need a different leadership style to thrive in the workplace and companies need to adapt to these new ways of working if they are to survive and thrive. Millennials will start to become dominant players in the workforce as older generations retire and the younger generation fill those positions. The reality is that they cannot be ignored.



Quebec is reviewing systemic racism. Canada should follow - NATIONAL OBSERVER

by Toula Drimonis
Originally published: August 15, 2017
Publisher: NationalObserver.com 

News that a public consultation on systemic racism in Quebec would finally be underway in September — after repeated requests for one by representatives of Quebec’s Black, Muslim, and First Nations communities — has been met with a bevy of reactions.

They range from cautious optimism, to skeptical cynicism, to, finally, outright hostility and resentment at the idea.

Former Parti Québécois (PQ) MNA, minister, and leader of the opposition, Bernard Drainville (who did his fair share of stoking the flames of intolerance in 2014 when he introduced the infamous Charter of Quebec Values and its much-maligned and in-the-end defeated cafeteria-style secularism) took to Twitter to state that, “Questions connected to issues of discrimination I agree with. There are many and we must solve them. But a racist system in Quebec, it doesn’t exist.”



NAACP's Travel Advisory Is Costing St. Louis Business, Says City - GOVERNING

Originally published: August 16, 2017
Publisher: Governing.com 

The head of the city's tourism and convention agency said hotels have lost business as a result of a travel advisory issued by the national NAACP last month and that her industry is "being used as a weapon" in the political arena.

"We have been notified by a number of area hotels that they have lost meeting groups that were in contract phase," said Kathleen "Kitty" Ratcliffe, president of Explore St. Louis in a statement Monday morning. "We've also been working with a number of organizations that are already contracted to help them address any concerns that they have had expressed from their attendees."

The statement did not specify how much business was lost as a result and Ratcliffe was not immediately available to address questions regarding her statement. But a spokesman for Explore St. Louis, Anthony Paraino, said: "We do not have permission from the hotels or the groups to give their information to the press."



California DFEH’s new transgender regulations go into effect - JD SUPRA

by Jim McNeill, Alisha Ortiz, and Peter Stockburger 
Originally published: August 15, 2017
Publisher: JDSupra.com 

Effective July 1, 2017, California employers became subject to new regulations, promulgated by the California Department of Fair Employment and Housing (DFEH), interpreting the California Fair Employment and Housing Act's (FEHA's) provisions prohibiting discrimination on the basis of “gender identity” and “gender expression.” The new regulations, located at 2 C.C.R. §1103, et seq., provide definitions for “gender expression,” “gender identity” and “transitioning.” They also provide guidance with regard to bathroom usage, pronoun usage and dress codes.

The new regulations enforce FEHA's prohibition against job applicant and/or employee discrimination based wholly or in part on an individual's sex, gender, gender identity or gender expression by expressly making it unlawful to discriminate against persons who are transitioning, have transitioned or are perceived to be transitioning to a gender other than that assigned at birth. Below is a brief summary of the new regulations.



Flexible Working for All: The Solution to Bridging the Diversity Gap? - CHARTERED MANAGEMENT INSTITUTE

by Gabrielle Lane
Originally published: August 16, 2017
Publisher: Managers.co.uk 

More of us could be offered flexible working than ever before, if recommendations from the Equality and Human Rights Commission come into play.

Fair opportunities for all: A strategy to reduce pay gaps in Britain is published today. It calls on the government and businesses to improve equality in earnings for women, ethnic minorities and disabled people.

It suggests that offering flexible working arrangements for all roles would remove the barriers facing some individuals at work and improve professional opportunities for all. At present, women and disabled people are more likely to have to accept lower-paid, part-time work to fit in with their needs. This leads to their underrepresentation in the workplace at all levels.



Intel's diversity numbers are out – and that 'push' has become more of a 'gentle nudge' - THE REGISTER

by Shaun Nichols 
Originally published: August 16, 2017
Publisher: TheRegister.co.uk 

Intel says it is still on track to meet its 2020 workplace diversity targets even as the pace of its efforts to include women and underrepresented minorities slowed.

Chipzilla said that its mid-year employee statistics, published today, showed it will hit full representation – having a workforce that reflects the gender and racial makeup of the US itself – within the next three years.

Intel does caution, however, that it has work to do in a number of areas, and the numbers show growth from 2016-2017 is slower than it was from 2015-2016. White and Asian males (classified as non-URM) still account for two-thirds of Intel's ranks and the growth in African American and Native American workers was flat:


Diversity event praised for encouraging innovation - HRM ONLINE

by Nicola Middlemiss 
Originally published: August 16, 2017
Publisher: HRMonline.co.nz

One of New Zealand’s longest-running HR events has been praised for encouraging innovation and driving improvement across the industry.

“It’s great to recognise the winners but there is more to it than that,” independent director Sarah Haydon said of the upcoming Diversity Awards NZ.

“Hearing and reading about all the initiatives, and seeing the great videos, allows other organisations to pick up ideas and do more to advance diversity and inclusion in their workplace,” she added.

The 20th Diversity Awards NZ will take place in Auckland later this month with Haydon stepping into the role of judging convenor once again.



The Ethnicity and Disability Pay Gap - THE HR DIRECTOR

by Sandra Kerr
Originally published: August 16, 2017
Publisher: TheHRDirector.com 

Flexibility at work is not only helpful for those with caring responsibilities for children or parents, but also supports those who may need a reasonable adjustment for disability, who wish to downshift their working pattern because of age or who need flexibility for religious observance. 

The challenges of occupational segregation which results in women and some Black, Asian and Minority Ethnic (BAME) people being under represented with in some high earning sectors should also be addressed.

Where possible, data on sector representation should be simple and easy to access at a national , regional and local level so that targets to tackle disparities by increasing targeted action on recruitment, progression and leadership profiling of diverse role models and ensuring there is a pipeline of talent into these industries can be put into place.



Combating Racism After Charlottesville - NPR

by Rachel Martin
Originally published: August 16, 2017
Publisher: NPR.org


NPR's Rachel Martin speaks with educator and activist Brittany Packnett about how people can help fight racism and white supremacy in their daily lives.


Wednesday, August 16, 2017

Montreal's most linguistically diverse area speaks 46 non-official languages at home - CBC

Originally published: August 14, 2017
Publisher: CBC.ca

In a small area of Côte-des-Neiges, with only 6,600 people, 46 non-official languages are spoken in the home — making it a hotbed of cultural crossovers and the most linguistically diverse area of Montreal, according to the 2016 census.

The area is less than half a square kilometre in size and lies between Darlington Avenue, Jean-Talon Boulevard, Van Horne Avenue and Côte-des-Neiges Road.

On its streets, in its parks and businesses, languages like Hiligaynon (from the Philippines), Tamil, Bamanankan and Fulah (from West Africa) can be heard.


3 Reasons Why Gender Equality is an 'Everyone' Issue - ENTREPRENEUR

by Heather R. Huhman 
Originally published: August 14, 2017
Publisher: Entrepreneur.com 

It's 2017, but the gender-equality conversation continues, with women still facing obstacles in the workplace. Just last week, the tech industry highlighted the major thought divides that persist, when Google fired a senior software engineer.

The engineer had sent a 3,300-word document to the company’s internal networks, slamming diversity initiatives and noting his personal view that women aren’t equally represented  in leadership because of "biological causes." He said men have a higher drive for status than women do.

And in July, a SurveyMonkey poll -- not limited just to the tech world -- found that more than half (58 percent) of men surveyed said there were no more obstacles for women in the workplace. Sixty percent of women, however, said they do exist.



The Gray Divide: Aging and employment in Utah’s tech sector - UTAH BUSINESS

by Heather Beers
Originally published: August 14, 2017
Publisher:  UtahBusiness.com 


When fine lines turn to creases and those three gray hairs proliferate into hundreds more, many workers across the country get anxious about job security. They have good reason. Experts recently convened in Washington, D.C., to warn the U.S. Equal Employment Opportunity Commission that age discrimination is alive and kickin’—even though it’s been 50 years since the passing of the Age Discrimination in Employment Act.

In a press release issued after the public meeting, the EEOC cited a 2017 AARP survey, stating, “Nearly two-thirds of workers age 55-64 report their age as a barrier to getting a job.” The release also stated, “Laurie McCann, a senior attorney for AARP Foundation Litigation, cited hiring discrimination and mandatory retirement as persistent problems that older workers face across industries.”

The trend for age discrimination seems especially strong in the tech sector, with a USA Today article from late last year citing 90 age-related complaints against leading Silicon Valley companies since 2012.




Out, But Still Not Always Equal, in Retail - CONVENIENCE STORE NEWS

by Nancy Krawczyk
Originally published: August 14, 2017
Publisher: CSnews.com 

Corporate America tends to avoid controversy. But when it came time for the Supreme Court to rule on marriage equality in 2015, 379 major companies and business organizations filed an amicus brief in support.

“To reap the rewards of diversity,” the brief read, “employers need to be able to recruit and retain top talent … through equitable and competitive benefits packages.”

For retailers, lesbian, gay, bisexual and transgender (LGBT) equality is a talent issue — and a marketing opportunity. The LGBT community’s global buying power is enormous: $3.7 trillion in 2016, according to one estimate.



Diversity in Tech Is About More Than Just Stats - PC MAGAZINE

by CAROLINA MILANESI 
Originally published: 
Publisher: PCmag.com 

It should come as no surprise that tech is a big part of my life, not just my job. As such, many of the books around the house, podcasts I listen to, and documentaries I watch are tech-related. If you read my earlier column, you also know I have a 9-year-old daughter who is mixed race. So as a mom, I always try and make sure my girl has role models for her gender and ethnic background. When it comes to tech, however, finding names of black leaders is still not easy.

Let's Look at the Numbers

The most recent Apple Inclusion and Diversity Report shows black employees make up 9 percent of the current workforce and 13 percent of new hires. When looking at leadership, however, that 9 percent drops to 3 percent, a number that has not changed since 2014.



Only Certain Types of Speech Are Protected In The Workplace - NATIONAL LAW REVIEW

by Steven M. Gutierrez
Originally published:  August 15, 2017
Publisher: NatLawReview.com 

This past week, talk abounds over Google’s firing of a software engineer after he posted a lengthy memo criticizing the company’s diversity policy and culture on the company’s internal website. Google says he crossed a line and violated its Code of Conduct. The engineer says he engaged in protected speech and filed an unfair labor practice charge against Google with the National Labor Relations Board (NLRB). The case will be interesting to follow, especially to the extent that it resolves the dispute between Google’s conduct policy and this employee’s criticisms of his former employer.

No Free Speech Guarantee

Some discussions about the Google memo have centered around the belief that employees should have free speech protections to say whatever they like, even about their employer. U.S. workers employed by private entities, however, do not have so-called free speech rights. The First Amendment to the U.S. Constitution prohibits Congress from making any laws that abridge the freedom of speech. But it applies only to government actions and does not prohibit private employers from limiting or taking employment actions based on what an employee says or does.


Women make up more than a third of new US architects - ARCHITECTS JOURNAL

by Greg Pitcher 
Originally published: August 14, 2017
Publisher: ArchitectsJournal.co.uk 

Women now make up more than a third of people passing the exams for becoming a licensed architect in the US, a report has shown

The National Council of Architectural Registration Boards’ (NCARB) annual By the Numbers report found that 38 per cent of those completing Architect Registration Examinations last year were female.

Further along the line, 36 per cent of newly licensed architects were women – up slightly from the previous year. On average, women earn their license almost 10 months faster than men.


Teaching Language and Preparing Students for a Global Workplace - CALIFORNIA STATE UNIVERSITY

Originally published: August 14, 2017
Publisher: Newswise.com 

The first time Mary Ann Lyman-Hager, Ph.D., heard someone speak another language, she was five years old.

On a family trip to Montreal, she and her mother had entered a shop when a saleswoman asked in French, "Que désirez-vous?" ("How can I help you?")

The startled girl hid behind her mother and began to cry. "I remember telling my mother, 'Make her talk right!'" Dr. Lyman-Hager laughs. "I had sadly never heard another language spoken in my life."


Leave for new dads should be ringfenced, says government watchdog - CIPD

by Hayley Kirton 
Originally published: August 14, 2017
Publisher: CIPD.co.uk 

HR has critical role to play in ‘busting myths’ around flexible working

Pay gaps in crucial areas such as gender and ethnicity could be reduced if all jobs were advertised as flexible and fathers were given more support to take time off to care for their children, the government’s equality watchdog has said today.

The Equality and Human Rights Commission (EHRC) argued that offering more jobs as flexible would open up more opportunities to women and disabled people, who were more likely to take part-time work or need to negotiate flexible hours.

Meanwhile, giving men a ‘use it or lose it’ right to decently paid paternity leave could encourage more fathers to take time off to care for their newborn children and prevent women paying for motherhood with their careers.



Tuesday, August 15, 2017

5 Tips For Individuals With Autism On Finding Employment - GEARS OF BIZ

by Victoria Ritter
Originally Published: August 10, 2017
Publisher: GearsofBiz.com 


At 25, one of my first dreams came true on finding a full-time job. 21 years before that happened I was diagnosed with autism. At the age of 4 I took on the full-time job of going from therapy appointment to therapy appointment to help myself progress. I knew that my mindset had to be on working on my therapy though. Today I can say that I’ve overcome many of my challenges and now have 5 jobs today as a professional speaker, author, consultant, TV talk show host and non-profit founder.

Employment of those with disabilities is a huge topic we discuss with companies today. We often do this during the month of October that has been designated by the Department of Labor as National Disability Employment Awareness Month (NDEAM). When we consult, we tend to actually collaborate with many young adults with autism. In the hopes of spreading an education and helping even more of those on the spectrum I wanted to share some tips on how to find employment today from my experiences…



Thunder Bay feminist group says it will fight racism with poetry - CBC

by  Heather Kitching
Originally published: August 14, 2017
Publisher: CBC.ca

A Thunder Bay, Ont., feminist organization is hoping to use art to create change on Wednesday.

Northern Feminisms is staging Poetry Against Racism, a series of pop-up poetry performances around the city that will take place at locations with significance to marginalized communities, organizer Taina Maki-Chahal told CBC News.

One late addition to the route is the offices of the Chronicle Journal newspaper.


Canada not immune to racism, Trudeau says after Virginia violence - CTV NEWS

Originally published:  August 14, 2017
Publisher: CTVnews.ca

With much of the U.S. still stunned by the violence at a white supremacist rally in Virginia that left one woman dead, Prime Minister Justin Trudeau is reminding Canadians that our country is not immune to racism.

In a tweet Sunday afternoon, the prime minister condemned the violence in Charlottesville and offered Canada’s support.

“We know Canada isn't immune to racist violence & hate. We condemn it in all its forms & send support to the victims in Charlottesville,” he wrote.

Ontario Premier Kathleen Wynne also decried the violence south of the border, saying, “Hate knows no borders and we must stand on guard against its spread.”


TV series Employable Me advocates for inclusivity in the workplace - MONTREAL GAZETTE

by Kelsey Litwin
Originally published: August 11, 2017
Publisher: MontrealGazette.com 


Unemployment for the disabled in Canada is high. 

In 2011, a study by Statistics Canada found that 49 per cent of Canadians in the job market who reported having a disability were employed, compared with 79 per cent of Canadians without a disability.

A new documentary television series from Accessible Media Inc. (AMI) hopes to change that picture. 

Employable Me is based on a 2016 series of the same name broadcast by the BBC. Like the series in the United Kingdom, the Canadian edition follows 12 individuals with a physical disability or neurological condition who are looking for jobs.


The Key to Increasing Diversity in the Tech Industry - WALL STREET JOURNAL

by Cat Zakrzewski
Originally published: August 12, 2017
Publisher: WSJ.com 

As eBay Inc.’s EBAY 0.17% first chief diversity officer, Damien Hooper-Campbell is helping break new ground daily for both his company and the tech industry as a whole. And a lot of people are watching.

Reports of sexual harassment at Uber Technologies Inc. and of bias in hiring and compensation at Silicon Valley venture-capital firms helped train a spotlight on the sector’s white-male-dominated business culture. In response, companies such as Alphabet Inc.’s Google and Facebook Inc. have said they are making efforts to hire and promote more women and minorities and have released reports that measure the diversity of their workforces. Google’s diversity push sparked controversy recently when an employee wrote a memo critical of the campaign, and was subsequently fired.



Harnessing cultural diversity is hard but crucial - FINANCIAL REVIEW

by John Denton 
Originally published: August 14, 2017
Publisher: AFR.com 

The proposition is clear for most of us in the business community: if you want to build, nurture and grow a successful organisation in the 21st century – the services century – you must have access to people with the greatest and most distinctive talents. This talent is not borne of a monoculture but the opportunity provided by a vibrant multiculture. This is the genius of the Australian experience and the promise of our collective future.

It's why we care about diversity. And those of us in leadership positions will keep on arguing for greater diversity.



Google diversity debate: are we asking the right questions about corporate culture? - THE DRUM

by Kate Howe
Originally published:  August 14, 2017
Publisher: TheDrum.com 


The answer to the challenge of moving the needle on the diversity-dial in any organisation lies in asking the right questions about corporate culture.

As the scandal over discrimination at Google escalates, with reports that over 60 current and former female staff are considering bringing a class-action lawsuit alleging pay disparities and sexism against women the ugly truth about gender diversity is laid bare, once again.

This follows the now infamous Google memo, whose author (James Damore, the engineer who wrote the email and was subsequently fired) argued that biology can help explain why women prefer working in 'social and artistic areas' rather than in the competitive world of coding.



Diversity in Tech Is About More Than Just Stats - PC MAGAZINE

by Carolina Milanesi
Originally published:  August 14, 2017
Publisher: PCmag.com 

It should come as no surprise that tech is a big part of my life, not just my job. As such, many of the books around the house, podcasts I listen to, and documentaries I watch are tech-related. If you read my earlier column, you also know I have a 9-year-old daughter who is mixed race. So as a mom, I always try and make sure my girl has role models for her gender and ethnic background. When it comes to tech, however, finding names of black leaders is still not easy.

Let's Look at the Numbers

The most recent Apple Inclusion and Diversity Report shows black employees make up 9 percent of the current workforce and 13 percent of new hires. When looking at leadership, however, that 9 percent drops to 3 percent, a number that has not changed since 2014.


It’s Not Just Google: White Male Discontent Has Come to the Tech Industry - FORTUNE

by  Marcio Jose Sanchez 
Originally published: August 14, 2017
Publisher: Fortune.com 

Google isn’t the only Silicon Valley employer being accused of hostility to white men.

Yahoo! Inc. and Tata Consultancy Services Ltd. were already fighting discrimination lawsuits brought by white men before Google engineer James Damore ignited a firestorm -- and got himself fired -- with an internal memo criticizing the company’s diversity efforts and claiming women are biologically less suited than men to be engineers.

The Yahoo case began last year when two men sued, claiming they’d been unfairly fired after managers allegedly manipulated performance evaluations to favor women. They claim Marissa Mayer approved the review process and was involved in their terminations, and last month a judge ordered the former chief executive be deposed. TCS, meanwhile, is fighting three men who claim the Mumbai-based firm discriminates against non-Indians at its U.S. offices.



Monday, August 14, 2017

Maps tell story of Montreal's changing linguistic landscape - CBC

by Roberto Rocha
Originally published: August 13, 2017
Publisher: CBC.ca

The 2016 census showed that language diversity is growing in Canada. More than one out of every five Canadians said at home, they speak a language other than English or French.

A similar proportion said they speak more than one language at home.

A lot of this change is happening in Montreal.

Here are five maps that show how language is evolving in the metropolitan area.

Note: Although Statistics Canada has acknowledged there were problems with census numbers involving anglophones in Quebec, the agency said counts in Montreal are unaffected by the computer error that skewed language counts in some regions of the province.



Diversity is Strength: Riders, Lions Send a Message - BC LIONS

Originally published: August 13, 2017
Publisher: BCLions.com 

A not so subtle message has been sent by CFL players and coaches.  As players made their way onto the field to warm-up for Sunday’s Week 8 finale members of both the Saskatchewan Roughriders and BC Lions donned t-shirts that not only celebrate the 150th celebration of Canada but shine a spotlight on inclusiveness and unity following the events that took place in Virgina this past weekend.

The t-shirts (seen below) read ‘Diversity is Strength’ on the front and feature names of some of the players who have brought it to life: Bernie Curtis, Normie Kwong, Jack Jacobs and Pierre Vercheval, etc.


Facebook diversity chief: ‘We are not in the business of giving away jobs’ - YAHOO FINANCE

by JP Mangalindan
Originally published:  August 11, 2017
Publisher: Yahoo.com

Facebook Global Director of Diversity Maxine Williams is on a mission to make the social network a more inclusive place.

That’s not an easy task in Silicon Valley, an industry under fire for its relative lack of employee diversity. Many tech companies remain dominated by heterosexual white men, who earn thousands of dollars more per year than individuals from underrepresented groups, such as women, African Americans and the LGBTQ community. And just this week, a Google (GOOG, GOOGL) engineer circulated an internal memo around the company that criticized Google for its diversity efforts. Google ultimately fired the engineer, but the ensuing controversy was a stark reminder that tech companies have a long way to go to make their workplaces more inclusive.  


Moving Beyond the Pledge: Doing the Hard Work to Create a Diversity & Inclusion Breakthrough - HUFFINGTONPOST

by Trudy Bourgeois
Originally published: August 11, 2017
Publisher: Huffingtonpost.com 

Anyone in the business world with half a brain knows that the future growth of their customer base in the United States is going to come from a multicultural female. The buying power of women, according to Catalyst, will reach $40 trillion by 2018. Smart and savvy CEOs like Muhtar Kent are calling the time in which we live “the decade of the female.” Why then, armed with such powerful information, do we not see board members, CEOs, senior leaders, and industry leaders aligning to create a diversity and inclusion breakthrough? It’s simple. They don’t believe there is a sense of urgency to ensure they build a workforce that reflects their customers at all levels of the organization, despite the research that says organizations are more profitable when they have women represented at the top.



Could Your Workplace Use an Inclusion Committee? - ASSOCIATION OF TALENT DEVELOPMENT

Originally published: August 11, 2017
Publisher: TD.org

No matter what you call your diversity and inclusion committee—an accessibility and equity committee, a diversity council, a diversity/inclusivity/equity committee, or a workplace inclusion group—there are good reasons for having one. 

Having an inclusion committee can help your organization: 

  • affect culture change by establishing processes and practices that are sustainable and profitable for the long term




Three People You Should Know in Diversity in Tech - BLACK ENGINEER

Originally published: August 13, 2017
Publisher: BlackEngineer.com 

Diversity and inclusion are more than the biggest buzzwords of 2017. According to a recent report, there is a growing generational gap in how diversity and inclusion are defined in today’s workplaces.

Millennials view diversity as the blending of different backgrounds and experiences, within a team, and they view inclusion as support for an environment that values participation from individuals with different ideas and perspectives as a positive impact.

The Baby Boomer and Gen-Xer generations, on the other hand, see diversity as a representation of fairness to all, regardless of gender, race, religion, ethnicity, or sexual orientation.



Gender Diversity in the Workplace: Going Beyond the Numbers Game - THE WIRE

by RUCHIKA JOSHI 
Originally published: August 13, 2017
Publisher: TheWire.com 

Is ex-Google employee James Damore’s anti-diversity memo sexist? Absolutely. More than half a century after Simone de Beauvoir famously wrote “one is not born, but rather becomes, a woman”, it is frustrating to have to argue against gender inequality rooted in theories of biological essentialism. Even if Damore got his science correct, researchers agree that biological differences between men and women cannot explain the gender disparity we witness in the workplace.

But this isn’t the only controversy Damore raked up in his memo, which called Google’s diversity and hiring practices “unfair, divisive and bad for business”. His assertion lands us smack in the middle of a highly polarising question: Does gender diversity in the workplace improve the firm’s performance?

This question is especially relevant for India where women’s participation in the labour market is declining at an alarming rate. Over the last decade, India’s female labour force participation rate, which stood at 37% in 2005, fell by 10 percentage points. By 2016, only about one in four Indian women were working or looking for work.



Workplace diversity pays off, studies show - WALL STREET JOURNAL

by Christopher Mims
Originally published: August 13, 2017
Publisher: WSJ.com 

The memo written by a Google employee that went viral earlier this month hit a raw nerve. The tech industry is already beset by accusations of widespread sexism and discrimination, and suddenly here was someone arguing that genetic differences rather than bias alone might explain why there are more men than women in tech jobs.

That assertion led Google CEO Sundar Pichai to fire its author, James Damore. The reason, as Mr Pichai put it in a company-wide memo: “To suggest a group of our colleagues have traits that make them less biologically suited to that work is offensive and not OK.” But Mr Pichai’s memo also said it’s not OK for Google employees to feel they can’t safely express their views at work, and that “much of what was in that memo is fair to debate”.

Google has yet to clarify what it thought was debate-worthy, but it’s a good bet that it had something to do with two of Mr Damore’s admonitions: that Google should be more inclusive of conservatives and their viewpoints, and that it should consider the potential cost of Google’s diversity programs. But this controversy has obscured the core business issues involved.


What to Do if You’ve Hired a Racist - HUFFINGTONPOST

by Cristina Lara
Originally published:  August 13, 2017
Publisher: Huffingtonpost.com 

There’s no doubt the election of Donald Trump by the electoral college emboldened white supremacists and provided them bigger platforms upon which to spread their anti-diversity messages. Racists no longer feel confined to trolling people on Twitter, but are suddenly removing their white hoods and boldly showing their faces at KKK rallies.

This puts businesses in a precarious situation: if you discover, online or otherwise, that one of your employees is racist — and actively engaged in promoting white supremacy — what should you do?

Google recently fired James Damore shortly after he spent his working hours producing a 10 page anti-diversity manifesto in which he speculated that his women colleagues were biologically inferior to men. After the manifesto went viral, Google’s head of diversity Danielle Brown issued a statement acknowledging the manifesto, disputing its accuracy, and reaffirming Google’s commitment to diversity. Google CEO Sundar Pichai went out of his way to remind young girls in tech, “You belong in this industry. We need you.” And lastly, Damore was the unfortunate recipient of the dreaded pink slip, namely for violating Google’s code of conduct.



Friday, August 11, 2017

For Canada's LGBT community, acceptance is still a work in progress, survey suggests - CBC

Originally published:  August 9, 2017
Publisher: CBC.ca

While members of Canada's LGBT community feel their sexual orientation is generally accepted among their families and friends, almost 75 per cent report they've been bullied at some point in their life, a new survey says.

Fondation Jasmin Roy, a Quebec-based anti-bullying, anti-discrimination and anti-violence group, commissioned polling firm CROP to conduct the study.

The results were released Wednesday ahead of Canada Pride, a nine-day, countrywide celebration of Canada's LGBT movement that begins Friday.




Diversity. #altogether - CIO

by Greg Simpson 
Originally published: August 9, 2017
Publisher: CIO.com 

In the Star Trek universe, Captain Picard faces a crisis regularly. The diverse viewpoints of his crew are his secret weapon: an empathic view, an emotionless "data" view, or a more forceful approach from his Klingon crew member. As the captain, he can tap into the diversity of his crew and knit together a large variety of responses to any situation he faces.

Businesses faces new challenges every day, boldly going where no one has gone before. We all need a diverse team to advance, because we all win together.

Diversity comes in many flavors – gender, race, even life experiences. At Synchrony Financial, we have seven different affinity networks:  African American, Asian Pacific, Hispanic, LGBT, People with Disabilities, Veterans, and Women. One of Synchrony’s best events is when we bring all of these groups together for our annual diversity symposium. The diversity at the forum also extends to include every job level, every one of our locations and a broad range of backgrounds and perspectives. We bring together board members, executives, managers and associates, introverts, extroverts, millennials, baby boomers, etc. The reality is that we are a very diverse team, and it shines through at our diversity forum.


The Future Of The World Is At Stake - HUFFINGTONPOST

by Anna Shen 
Originally published: August 9, 2017
Publisher: Huffingtonpost.com 

Consider the 3,300-word anti-diversity “Google manifesto” published last Friday by James Damore, a white male engineer at the company, who argued women are not able to perform tech jobs because of their biology. Damore wrote that women are held back from leadership and jobs that are stressful because they are neurotic and not assertive. A global uproar ensued, the news made front page headlines worldwide, and he was fired Monday night. Sadly, his scathing comments show how deeply embedded discrimination remains in the world’s tech capital.

Women — and women representing females in technology — are outraged, but not surprised because discrimination against women is so pervasive that it has become normalized and is often brushed off. Adriana Gascoigne, founder of the nonprofit Girls in Tech, with 60,000 members in 60 cities and 36 countries, called Damore’s statements “toxic, driven by emotion and not logic, and simply 100 percent wrong.” She added that sadly, “He used pseudo science to make his argument sound ‘academic’ when he broke down the biological aspects of being a woman versus a man.”


What Can Workplace Leaders Do to Improve Gender Imbalance Issues? - HUFFINGTONPOST

by Jessica Margolin 
Originally published: August 9, 2017
Publisher: Huffingtonpost.com 

Financial folks know that diversification lowers risk — it’s a simple mathematical proof — so it has always been interesting to me that we humans, social animals that we are, feel safer in groups that have a shared history or context. I guess it’s yet another cognitive bias, like “sunk cost”.

Now that the issues surrounding gender-based harassment have become front-and-center, many companies are reviewing their policies for gender and other kinds of diversification.

We all know that it’s easier to communicate progress when we’re quantitative, so it’s a natural urge to wonder how to best measure gender-based equality for opportunities at work. It’s a fine question about metrics design, but even given that’s what I do — it’s my hammer for which everything is a nail! — I believe that’s a bit premature.