Thursday, August 31, 2017

Here's How Aging Companies Can Benefit From Hiring Millennials - FORBES

by Larry Alton 
Originally published: August 29, 2017

When it comes to the topic of diversity, we often think about race, religion, and gender. However, age is also a characteristic of diversity. If your business is comprised of baby boomers and other aging employees, onboarding millennial talent can provide a much-needed shakeup from the bottom to the top.

The Benefits of Age Diversity in the Workplace

We’re in a unique period where there are three distinct generations of people in the workforce. There are baby boomers, who tend to hold leadership positions and are considering retirement in the coming years, generation Xers, who are in the middle of their careers and represent the core of most businesses, and millennials, who stake claim to most entry level positions, as well as a healthy number of managerial roles.

2 Winnipeg women suing car dealership over alleged 'sexually toxic workplace' - CBC

by Austin Grabish 
Originally published: August 30, 2017

Two women are suing a Winnipeg car dealership alleging they were fired after complaining to management about sexual assault, threats and harassment they faced from their bosses at Vickar Mitsubishi.

The two lawsuits were filed July 26 and Aug. 4 and contend the women were subject to a "sexually toxic workplace" and the company ignored the women's complaints.

A former receptionist at the dealership filed the first lawsuit against the dealership, two male managers and a salesman in a statement of claim with the Manitoba Court of Queen's Bench on July 26.

Is your fear standing in the way of diversity? - HUMAN RESOURCES DIRECTOR ONLINE

by Nicola Middlemiss
Originally published: August 29, 2017

Fear of the unknown could be standing in the way of your workplace diversity – that’s the warning from one award-winning leader who’s now encouraging other employers to go out on a limb.

Claire Matheson is the founder of Coffee Educators – an organisation which has been widely recognised for its work training and employing members of the deaf community. She says employers are often reluctant to hire someone with a hearing impairment as they’re unsure of what to expect.

“The fear comes down to not knowing how people with a barrier such as deafness would perform the same tasks that are expected of those with full hearing,” says Matheson.

Using Technology to Reduce Bias in Recruiting - RECRUITING TRENDS

by Ji-A Min
Originally published: August 29, 2017

A recent Deloitte survey finds employers' priorities regarding workplace diversity is centered around recruiting and the use of new tools to reduce bias in recruiting. Research suggests this is with good reason. Researchers found up to 40 percent of visible minority job seekers "whiten" their resumes by using an Anglicized version of their name or removing their participation in multicultural organizations. These strategies are attempts to avoid triggering unconscious biases, or automatic mental shortcuts used to process information and make decisions quickly to which everyone is susceptible.

Unconscious bias is widely accepted as an inherently human trait -- and many believe stopping it requires a non-human solution. That's where recruitment tech such as artificial intelligence comes in.

Much of the attention paid to these new recruitment technologies is focused on whether they can help when it comes to reducing recruiting bias.

How To Help Your Diverse Millennial Workforce Bond - FORBES

by Anna Johansson 
Originally published: August 29, 2017

Diversity brings with it a number of benefits in the workplace, such as creativity, innovation, and excitement. But what business leaders don’t tell you about when encouraging companies to invest in diverse hiring practices is just how difficult it can be to get employees to bond.

Are You Getting Diversity Right?

You don’t have to search very hard to find information on the topic of diversity; a quick Google search will give you millions of articles, papers, and discussions on the benefits of diverse hiring practices in the business world. However, despite the focus on diversity, corporate America still struggles with successful implementation.

Law students create group to serve LGBTQ+ students - UNIVERSITY OF CALGARY

Originally published: August 29, 2017

In recent years, UCalgary Law has seen an increase in student initiatives to promote equality and diversity in the legal profession. In 2015, the student club, Diversity & Law Society (DLS), emerged to promote diversity and multiculturalism in the study and practice of law. Students, the faculty, and the profession welcomed the club; in 2016, DLS won Lexpert’s Zenith award, which recognizes lawyers’ achievements in fostering diversity and inclusion in the profession and the community.

Against this backdrop of support and recognition by the legal community, 2017 marks another milestone, as it is the year the law school launched its own chapter of OUTLaw. OUTLaw chapters exist in law schools across North America, including all common law schools in Canada.

These groups are dedicated to serving LGBTQ+ law student community on campus and as they enter the profession through various activities. In Canada, OUTLaw chapters have banded together, in collaboration with other like-minded organizations, to apply (successfully) for intervenor status in the recent Supreme Court of Canada case regarding Trinity Western University’s application for accreditation of its law school.

Why Diversity Programs Fail - HARVARD BUSINESS REVIEW

by Frank Dobbin and Alexandra Kalev
Originally published: August 2017

Businesses started caring a lot more about diversity after a series of high-profile lawsuits rocked the financial industry. In the late 1990s and early 2000s, Morgan Stanley shelled out $54 million—and Smith Barney and Merrill Lynch more than $100 million each—to settle sex discrimination claims. In 2007, Morgan was back at the table, facing a new class action, which cost the company $46 million. In 2013, Bank of America Merrill Lynch settled a race discrimination suit for $160 million. Cases like these brought Merrill’s total 15-year payout to nearly half a billion dollars.

It’s no wonder that Wall Street firms now require new hires to sign arbitration contracts agreeing not to join class actions. They have also expanded training and other diversity programs. But on balance, equality isn’t improving in financial services or elsewhere. Although the proportion of managers at U.S. commercial banks who were Hispanic rose from 4.7% in 2003 to 5.7% in 2014, white women’s representation dropped from 39% to 35%, and black men’s from 2.5% to 2.3%. The numbers were even worse in investment banks (though that industry is shrinking, which complicates the analysis). Among all U.S. companies with 100 or more employees, the proportion of black men in management increased just slightly—from 3% to 3.3%—from 1985 to 2014. White women saw bigger gains from 1985 to 2000—rising from 22% to 29% of managers—but their numbers haven’t budged since then. Even in Silicon Valley, where many leaders tout the need to increase diversity for both business and social justice reasons, bread-and-butter tech jobs remain dominated by white men.

Increasing Workplace Diversity: The Glass Escalator Phenomenon in Female Dominated Professions - SOCIAL WORK HELPER

by Adia Harvey Wingfield
Originally published: August 29, 2017

Many assume that most workplaces are meritocracies where effort is rewarded by advancement and success. But as companies in the United States strive to accommodate greater racial and ethnic diversity, this premise has proved questionable for women and non-white men.

Broadly-designed efforts to incorporate black workers into positions where they are underrepresented, particularly in professional or managerial jobs, have been largely unsuccessful. Relatively few black people have attained high-status positions in the medical, legal, and scientific and engineering fields; and racial gaps persist for highly-educated blacks in white collar and professional positions.

To support the advancement of black workers in white-collar occupations, researchers and managers need to understand how implicit behavioral biases can sideline black careers. My research deals with these issues in various kinds of job settings.

Starbucks connects deaf baristas, customers with new aprons - HR DIVE

by Valerie Bolden-Barrett
Originally published: August 28, 2017

Dive Brief:

  • Starbucks is now offering aprons spelling out the company's name in American Sign Language (ASL) to employees who identify as deaf. The company hired a deaf-owned business to embroider the aprons and so far has distributed 50, it said in a press release.
  • The move came at the recommendation of a deaf barista, Katie Giles, who reported communication issues with customers. Now, the apron serves as both a visual cue for customers and a point of deaf cultural pride, the company said.
  • “People are curious and tend to look at me with more of a friendly face when they enter my store and see me in the apron,” Giles said. “I’ve even learned that some of my customers know a bit of sign language, which they had not used because they didn’t know I was Deaf. My relationship with customers has totally changed.”

Wednesday, August 30, 2017

Think disability is a tragedy? We pity you - NATIONAL POST

by Heidi L. Janz and Michelle Stack 
Originally published: August 28, 2017

You pick your child up at school and see her hanging out with a child with autism. Your reaction is: A) pride, B) confusion, C) concern, D) pity. If you said yes to any of the above you could have ableism.

In schools, disability prejudice impacts opportunities for connection and learning for all children. Another word for it is “ableism” — a form of discrimination that favours able-bodied people. It has long permeated our culture through stereotypes — from hunchback movie villains to the idea of the “supercrip” that defies all odds.

Ableism contributes to the isolation of children with disabilities. It encourages students without disabilities to see relationships with their disabled peers as helper-helpee relationships, rather than reciprocal friendships. Worst of all, ableism teaches children early on that some lives are more worthy than others. This can have deadly consequences — evidenced by the eugenics movement of the early 20th century, and by more recent events such as the 2016 massacre in a home for the disabled in Japan.

What We’re Really Talking About When We Talk About The Gender Pay Gap - HUFFINGTONPOST

by Jena Booher
Originally published: August 28, 2017

More and more people—from major publishers to my friends at brunch—are talking about the gender pay gap these days, which is great! The problem is, most people are focusing on the wrong things in these discussions. While people debate salary transparency vs. quotas to place women in upper management or discuss the merits of Salesforce’s approach, they’re missing the underlying problems—and the real measures it will take to fix them.

Let’s break this down. As you may already know, the gender pay gap is not equal for all women. Specifically:

1. Childless Caucasian women make $.96 to every $1 a man makes (achieving close to parity).

Neo-Nazi in Your Workplace? Tread Carefully Before Taking Action - NATIONAL LAW REVIEW

by Kamran Mirrafati
Originally published: August 29, 2017

We live in an unfortunate time in which white nationalists and neo-Nazis are receiving a great amount of publicity. In the aftermath of this month’s events in Charlottesville, Virginia we are likely to see additional rallies, in which designated hate groups participate, as well as counter-protests.

What can an employer do if it learns that one of its employees is a neo-Nazi or has attended a rally alongside members of the KKK or similar groups? It depends.  Employers must be careful to consider the laws of their jurisdiction and the particular facts and circumstances before terminating or disciplining an employee because of their participation in or association with certain groups.

If an employee spews messages of hate to co-workers or openly displays or distributes swastikas or other racist propaganda in the workplace, most private employers would have legitimate grounds to terminate the employee. In fact, failing to take action to prohibit such conduct or even continuing to retain that employee, could subject the employer to claims of workplace harassment or discrimination by those that find the conduct offensive.

Women in London politics: older, whiter, richer than average - CBC

by Kate Dubinski,
Originally published: August 29, 2017

They're older, whiter, richer and better educated than the average Londoner. 

They're also Christian, straight and born in Canada. 

Those are the findings of the city's Diverse Voices for Change census, which investigated the diversity of women who make up the inner workings of local government in London.

"We wanted to see who currently participates in advisory committees and governance bodies and we ran a series of focus groups with people who were and were not involved in local government to understand why they're involved, or why they aren't," said Kate Graham, London's director of community and economic innovation.

How to build powerful and inclusive teams - LEARNING AND DEVELOPMENT PROFESSIONAL

by Brett Henebery
Originally published: August 25, 2017

As training methods shift with the advent of new technologies, some L&D professionals might be anxious as to whether their learning programs are having an impact on crucial areas such as employee performance and job satisfaction.

An increasingly popular way of training employees is through informal learning, which research shows can reap significant benefits for learners and organisations alike.

A 2016 study found that although the actual magnitude of informal learning is unknown, a great deal of learning clearly occurs outside of formal education.

Age discrimination tough to prove - READING EAGLE

by Francis Odyniec
Originally published: August 28, 2017

There's no getting around it. Age discrimination exists in the workplace.

A recent study conducted by Neumark, Bum and Button on behalf of the Federal Reserve Bank of San Francisco found that, indeed age discrimination exists.

The study indicated that "women - especially older women, but even those of middle age - experience more age discrimination in hiring than men do."

Not all stereotypes are bad in the office, especially for women - SILICON REPUBLIC

by  Anjali Norwood
Originally published: August 2*, 2017

Solving the diversity problem in the STEM industry doesn’t have to mean destroying stereotypes. It could mean changing the stereotype message, according to Anjali Norwood.

Too emotional, too family-oriented, too sensitive — stereotypes about women riddle any workplace, but are especially present in science, technology, engineering and maths (STEM) fields, where the gender balance is tipped heavily in men’s favour.

These days, the battle by women in STEM fields to gain respect and equal standing among their co-workers is affecting some of the largest, most successful technology companies in the world.

How to lead the way in hiring a new generation of workers for companies - BELFAST TELEGRAPH

by  Maeve Hunt
Originally published: 

As each year passes, the way professional services firms recruit and what they must offer to the new generation changes.

Technological advances have invariably changed the way we work, with no one able to predict what the future holds. If current research is accurate, Artificial Intelligence may take over many professional services roles.

However, what is certain is that we must have leaders in place who are flexible to change and with the ability to take advantage of the positive benefits that new technology and the new generation will bring.

Alberta government considering affirmative action in future hiring, minister says - CBC

by Kim Trynacity
Originally published: August 28, 2017

The Alberta government could use new regulations or legislation to try to make the province's workforce and appointments to agencies, boards and commissions better reflect the diversity of the population, says Education Minister David Eggen.

Affirmative action is among the policies being considered. In future, Eggen said, hiring practices could give preference to under-represented populations in the workforce, such as women or specific minority groups.

"It's a very important tool that is available to us," he said.

The minister said he has been meeting with ethnic community groups and organizations across Alberta this summer to gauge their experiences with racism. The government has now expanded its consultations by asking the public to complete an online survey about diversity, inclusion and racism.

Tuesday, August 29, 2017

Gender Differences Are A Thing. Let’s Talk About It. - HUFFINGTONPOST

by Musa al-Gharbi
Originally published: August 25, 2017

Google software engineer James Damore set off a firestorm with the publication of a company memo titled “Google’s Ideological Echo Chamber.” The essay criticized Google’s policies for promoting a more diverse and inclusive workplace, alleging that they instead fostered a company culture of fear and conformity which runs contrary to the company’s stated ethos—and likely its economic interests as well.

Upon being leaked to the press, the blowback against his memo was swift and fierce. A widely-circulated response from former Google employee Yonatan Zunger is emblematic of the prevailing consensus, reading in part:

“(1) Despite speaking very authoritatively, the author does not appear to understand gender. (2) Perhaps more interestingly, the author does not appear to understand engineering. (3) And most seriously, the author does not appear to understand the consequences of what he wrote, either for others or himself.​ I’m not going to spend any length of time on (1); if anyone wishes to provide details as to how nearly every statement about gender in that entire document is actively incorrect, and flies directly in the face of all research done in the field for decades, they should go for it. But I am neither a biologist, a psychologist, nor a sociologist, so I’ll leave that to someone else.”

CVS, Walgreens and Walmart each ace Disability Equality Index - DRUG STORE NEWS

by Michael Johnsen 
Originally published: August 24, 2017

CVS Health, Walgreens and Walmart each received a perfect score of 100% on the 2017 Disability Equality Index, a national benchmarking survey and report on corporate policies and practices related to disability inclusion and workplace equality, administered by the U.S. Business Leadership Network and American Association of People with Disabilities.

“It’s an honor to be acknowledged by the Disability Equality Index for our commitment to a diverse and inclusive workforce that aligns with our mission to champion everyone’s right to be happy and healthy,” stated Steve Pemberton, VP and global chief diversity officer of Walgreens Boots Alliance. “Our Walgreens Disability Inclusion Network business resource group has been especially helpful with evolving our policies and practices to help ensure we continue our historical commitment of employing people with disabilities.”

Why Silicon Valley Isn’t as Diverse as We Think - HUFFINGTONPOST

by M.K. Ansari 
Originally published: August 25, 2017

When we think of sexism in Silicon Valley, one name is often at the top of everyone’s mind.

Ellen Pao.

The former venture capitalist is the face of sexism in the valley is releasing a tell-all book about the sexism and racism she endured in an area often touted as “open minded” and “diverse”.

Hers was likely one of the biggest sexism scandals to hit the Valley, shedding doubt on the Valley’s reputation of tolerance and diversity.

African immigrants in Windsor meet with police to discuss relationship - CBC

by Stacy Janzer
Originally published: August 27, 2017

Members of Place du Partage want Windsor Police to understand the strained relationship some in the French African communities have with police. 

Jacques Kagayo, the project coordinator for Place du Partage, said their youth have a good relationship with local police, but it is a different story with police back in Africa. He said when people immigrate to Canada, they often have the same image of officers here as they do back home.

They want to change that, so they had Windsor Police Diversity officer Neil McEachern speak to a group of 40 at Place du Partage.

In Silicon Valley, data trumps opinion — even with gender parity - RECODE

Originally published: August 26, 2017

This Saturday, Aug. 26, marks Women’s Equality Day; the date was selected to commemorate the 1920 certification of the 19th Amendment to the Constitution, granting women the right to vote.

As a diverse group of current and former CEOs and business leaders, it is clear to us that Silicon Valley has the opportunity to go beyond a single day of celebration and celebrate women’s equality every day. And that's the real goal.

We know firsthand the challenges of creating an inclusive and diverse workplace and the benefits that make these challenges worth tackling and overcoming. The recent firestorm at Google has made these challenges all the more relevant, particularly in data-driven industries like tech that demand measurable results.

Trans Employees Still Lacking Workplace Support - HR DIRECTOR

by Julie Dennis & Rebecca Stinson
Originally published: August 27, 2017

The study commissioned by workplace experts Acas reveals that: Many employers are not up to speed with the law on gender reassignment discrimination, which protects some trans employees from unfair treatment at work;

It is often left to the victims of transphobia themselves to inform their managers about the details of the Equalities Act 2010; and Trans people not covered by the Act are even more at risk of being treated unfairly because employers have even less understanding of their experiences.

Acas Head of Equality, Julie Dennis, said: “Trans people are better supported in UK workplaces now compared to 20 years ago but we still have a long way to go to create a positive environment for those who identify as the ‘T’ in LGBT.

It's not about men vs. women in the workplace - PITTSBURGH GAZETTE

by Tacy Byham 
Originally published:

Who has more potential to succeed in a leadership position or a STEM job (science, technology, engineering or math)? A man or a woman?

In the aftermath of Google engineer James Damore’s memo to his colleagues questioning the benefit of gender diversity, this has become a fundamental question as companies evaulate how they should invest resources in the recruitment and development of their employees.

The big fallacy is that gender equality in the workplace is a matter only of social justice. While it’s true that women want, need and deserve equal opportunity to make a living, Mr. Damore asked Google to put aside the moral angle of diversity for a moment and discuss the issue only as a matter of efficiency and effectiveness.

Canada’s top general makes history in joining Justin Trudeau at gay pride parade - GLOBAL NEWS

by David Akin 
Originally published: August 27, 2017

When Scott Poll signed up to join Canada’s armed forces in 1989, he couldn’t let it be known he was gay.

Why? Because it was illegal in 1989 to be a gay, lesbian, bisexual or transgender armed forces member.

In fact, it was not until 1992 that the rule was changed and LGBTQ members could be, well, straight about their sexuality.

Workplace Diversity: The Road To Equality Is Long, But It’s A Good Start - BUSINESS WORLD

by Malvika Singal 
Originally published: August 28, 2018

The Indian IT and BPO sectors have seen a large influx of women at the workplace. According to NASSCOM report, one out of every three employees joining the BPO sector today is a woman. Since its beginning, the US$150 billion Indian BPO sector has consistently provided opportunities and incentives to women. And promoting women entry has resulted in greater diversity at the workplace. This industry realized early that a diverse workforce will result in divergent ideas and better talent and teamwork, apart from fostering energy and creativity.

Diversity and inclusion today is not only about gender. It’s also about programmes to attract talent across age groups, regions, and the underserved (women, disabled, etc.). While these initiatives look promising, women face many challenges in terms of career progress. For instance, while the women workforce at the entry or middle level may be encouraging, their representation at the higher levels is low, with the hallowed boardroom out of bounds for most. A key challenge for the industry is to resolve all these anomalies and take corrective measures and provideopportunities for the future.

More the Workforce Diversity, Better Is the Performance
Beyond the platitudes about equal opportunity workplaces, organizations have noticed a direct correlation between diversity and organizations’ bottom line. One of the industry report says that companies with more women show enhanced performance. Diversity provides better perspectives and non-traditional approaches that help in providing a better solution to problem solving. It is proven to result in better productivity and innovative decision making. Another study says organizations with diverse teams have 22% lesser attrition among staff. For an industry with a constant focus on ROI, this is a great incentive.

Monday, August 28, 2017

Disabled people must be front and centre on TV – representation matters - THE GUARDIAN

by Frances Ryan
Originally published: August 24, 2017

You may have seen one story of disability discrimination in the news this week: 19-year-old Kyle Gunn, who has cerebral palsy, was told he would fail a journalism course because his disability prevents him from writing shorthand. This is clearly appalling, and the outcry that developed means the course is going to be reviewed. But as Wednesday’s report into the lack of diversity in British broadcasting shows, Gunn’s exclusion as a future disabled journalist is part of a much bigger problem in this country.

Disabled people are the most under-represented minority group in broadcasting, according to a provisional report by Diamond, a project set up in 2015 by the major broadcasters – including BBC, ITV, Channel 4, and Sky – to monitor diversity in the industry. We make up just 6.5% of onscreen staff and 5.5% of off-screen staff in television. This is dire, considering how many disabled people there are in Britain: 18% of the national population have a disability. That’s about 12 million people.

Broadcasting is notoriously a closed shop to marginalised groups – the Diamond report also found the over-50s are the other heavily under-represented group, as well as people from black, Asian or minority ethnic (BAME) backgrounds working behind the scenes – but these figures are a particularly depressing read for hopes of tackling the exclusion of disabled people.

Too many trans employees lack support from their managers in the workplace - BUSINESS MATTERS

Originally published: August 25, 2017

Prejudice can be a daily experience for trans people but poor awareness from employers about the challenges they face can leave them isolated at work, according to new research.
The study commissioned by workplace experts Acas reveals that many employers are not up to speed with the law on gender reassignment discrimination, which protects some trans employees from unfair treatment at work;

It is often left to the victims of transphobia themselves to inform their managers about the details of the Equalities Act 2010; and

Trans people not covered by the Act are even more at risk of being treated unfairly because employers have even less understanding of their experiences.

New-moms parking debate turns into 'oppression Olympics' - CANOE

Originally published: August 24, 2017

A new father’s successful appeal to make a new-mothers parking spot more inclusive has prompted a debate stoked by what one observer calls the “oppression Olympics.”

Justin Simard prompted a Sobeys grocery store in Stratford, P.E.I., to change policies this week — the chain now welcomes fathers to use parking spots marked for new mothers.

The move prompted one mother to write a letter to a P.E.I. newspaper, noting the physical toll that giving birth takes on women, and saying the complaint is an example of men feeling entitled to female-designated spaces.

Canada Census Reveals Ever Growing Linguistic Diversity - SLATOR

by Gerard Castañeda
Originally published:

While English and French remain the languages most spoken by Canadians, more people are speaking a language other than the country’s two official languages.

Data from the 2016 Census released by Statistics Canada on August 2, 2017 shows that “over 7.7 million people reported an immigrant mother tongue (alone or with other languages). This corresponds to 22.3% of the Canadian population.”

This is consistent with the initial results released on February 2, 2017 that the key driver of population growth in the country is international migration.

Game-Changing Diversity Lessons from Women in Tech - INC

by Molly Reynolds
Originally published: August 25, 2017

It's fair to say that in terms of equality we, the people, have come a long way but I think what most people fail to realize is the actual length of the road. While efforts have been made to close the gap as it relates to gender and diversity, the tech industry is still behind. Even with successes there's a mighty long way to go, and that's why rally cries for equality and diversity are still being heard globally.

The call to action is loud and clear, and as recent as this past week, a rally was held in New York City for Girls Who Code, a nonprofit that aims to close the gender gap in technology. History has painted technology a man's world, an idea ferociously being challenged. Over the past few decades, the assumed roles women should/would/could play in tech have been defined and defined, but as is evident by Google's recent "memo" scandal from a former engineer, the struggle, sadly, is still real.

The question some will pose is why diversity is so important? If all qualified people happen to be male, what's the big deal? Well, the question of "qualification" is so riddled with biases itself that the question seems laughable, but let attempt to answer. Men and women are different, and while that is both factual and debatable depending on who you ask, in the workplace those differences should, and can be, celebrated and utilized for optimization.

Public works introduces government's 1st transgender workplace guide - CBC

by David McKie
Originally published: August 24, 2017

One of the largest federal government departments has become the first federal institution in Canada to draft a guide to accommodating transgender employees.

Public Services and Procurement Canada was to unveil the guide today at a gathering of employees in Gatineau, Que., across the river from the Parliament buildings, during an event carried live on Facebook.

CBC News obtained a document outlining the new Support for Trans Employees: A Guide for Employees and Managers, through an Access to Information request.

The line between hate and debate online is difficult to draw - TODAY ONLINE

Originally published: August 25, 2017

Facebook announced a small but meaningful change to its community guidelines in October.

“We’re going to begin allowing more items that people find newsworthy, significant, or important to the public interest,” read the statement. “Even if they might otherwise violate our standards.”

This came after reports that Facebook employees had argued that Mr Donald Trump’s posts on Muslim immigration violated their hate speech guidelines. These are challenging times in the world of online debate. I should know. I am responsible for the Financial Times’ (FT) community on

Trans employees need better support at work, says Acas - PERSONNEL TODAY

by  Jo Faragher 
Originally published: August 25, 2017

Managers are failing to support trans employees as much as they could in the workplace, a study by Acas has found.

Its research, in conjunction with the Institute for Employment Studies, discovered that many employers were unaware of the scope of the law on gender reassignment discrimination – putting some trans employees at risk of unfair treatment at work.

Certain trans employees – such as gender non-conforming or intersex staff – are not fully covered by the Equality Act 2010. This meant they were at greater risk of being treated unfairly as employers had even less understanding of their experiences, Acas found.

Ellen Pao: VC firms hire women to do 'menial tasks' and 'clean up all the problems' - CNBC

by Abigail Hess
Originally published: August 23, 2017

Ellen Pao has seen sexism in Silicon Valley firsthand.

Pao, a longtime venture capitalist and former CEO of Reddit, grabbed headlines in 2015 when a gender discrimination suit she filed against VC firm Kleiner, Perkins, Caufield and Byers went to trial.

The case — in which Pao alleged workplace retaliation by a male employee following a brief affair — was decided in Kleiner Perkins' favor. But it resulted in what has been termed "the Pao effect": a perceived uptick in female employees at some of Silicon Valley's biggest companies coming forward to report mistreatment.

Friday, August 25, 2017

The Hatred of Black Hair Goes Beyond Ignorance - TIME

by  Areva Martin
Originally published: August 23, 2017

Like many young black girls who were subjected to the subliminal messaging that taught us we should envy our white peers’ silky straight locks, I grew up having a love-hate relationship with my natural hair.

By the age of five, I was already well accustomed to being sat down in a chair next to the stove and having my thick locks raked and “pressed” with a straightening comb. I remember how anxious I felt as my cousin pressed down hard on my roots, knowing full well that one tiny slip of her hand could lead to a permanent burn mark on my face, ear or neck.

In high school, I began using chemical products that guaranteed to relax my roots and give me the flowing, shiny hair that rivaled the white women I saw in glamorous shampoo ads. But when I started college, I faced a whole new set of pressures: I joined black student organizations where chemically processed hair was seen as a throwback to the era of white suppression. In order to be a card-carrying progressive, you had to embrace your natural hair.

German Supermarket Strips All Its Shelves Of Foreign Foods - HUFFINGTONPOST

by Lee Morgan 
Originally published: August 24, 2017

A German supermarket chain removed every single foreign item from one of its stores over the weekend to make a serious point about diversity.

Customers visiting Edeka’s outlet in the northern city of Hamburg on Saturday were only able to buy a handful of nationally sourced or produced items, reports The Local.

It meant that foodstuffs including olive oil from Spain, French wine and pasta from Italy were all temporarily off the menu.

Calgary woman racially attacked on vacation near Winnipeg - METRONEWS

by Lucie Edwardson
Originally published: August 23, 2017

Days after Calgary woman Kaniz Fatima — a landed immigrant of eight years — had proudly dawned a red and white outfit in celebration of Canada’s 150 birthday, she was told to “go back to your country” by a self-proclaimed Nazi in the parking lot of a Manitoba park. 

The early July verbal attack, which was caught on video, shows the man telling Fatima to “take your f**king head towel off."

Fatima said she was asking the man—who hurls the middle finger at Fatima throughout the interaction— for directions while on vacation in Pinawa, Manitoba.

On Being the Only Black Man for Miles (or Kilometers) in Western Canada - THE ROOT

by Corey Richardson 
Originally published: August 24, 2017

Full disclosure: My wife is neither black nor American. The current Mrs. Richardson is the daughter of Indian immigrants and was born and raised just outside of Vancouver in British Columbia. It’s a beautiful place, really. The Fraser Valley is the type of landscape that evenly swaps out steep hills and crested peaks for wide-open fields of farmland interlocked by towering suspension bridges spanning tributaries that feed the awaiting Pacific Ocean.

My wife was raised in the type of place where the beauty of the landscape is rivaled only by the genuine sense of welcome and comfort that you receive from the people who live here. It’s diverse and warm, with a spirit that takes the best parts of where they’ve come from and allows them to share it purely with the communities into which they’ve been adopted. There’s a fish-and-chips shop next to a curry restaurant, next to a pizza place, in the shopping center, and it all just kinda makes sense.

But yo, there are, like, no black people here.

Why diversity is the key to unlocking sustainability - GREEN BIZ

by Jarami Bond
Originally published: August 23, 2017

Let’s face it. We live in an incredibly divided world.

As corporate sustainability professionals, we must lead the cultivation of a more inclusive, equitable world for all. We not only must steward the environment but also explore ways to meet the needs of the vulnerable and create healthy platforms for people of all backgrounds to embrace commonalities, celebrate differences and heal tensions. 

If not us purpose-driven corporate sustainability professionals, then who? I have a vision of more sustainability professionals championing ethnic diversity within their respective organizations. We have an opportunity to boldly influence the decision-making process in a way that spearheads unprecedented organizational health.

16% of millennials would give up employer-funded gym membership for dogs - EMPLOYEE BENEFITS

by Katie Scott
Originally published:  August 24, 2017

Just under a fifth (16%) of millennial respondents would sacrifice employer-provided gym membership in order to have their dog in the office with them, according to research by Purina PetCare.

Its survey of 1,122 UK employees over the age of 18 and 252 senior managers or higher-level leaders, also found that 28% of employee respondents aged between 18 and 34 would give up employer-paid, on-site yoga classes in order to bring their dogs to work.

The research also found:

  • 27% of employer respondents have implemented a dog-friendly policy in their organisation.

Why More Tech Companies Should Hire People With Disabilities - INC

by  Zoë Henry 
Originally published: August 23, 2017

In recent months, Uber has shone a spotlight on the importance of cultivating diversity in tech, but there's one aspect of diversity that remains largely untouched: Ability.

People with disabilities--such as deafness, blindness, or conditions including autism and Asperger's syndrome--comprise roughly 6 percent of the U.S. labor force, according to the most recent available data from the U.S. Census Bureau. And yet, those without disabilities are three times as likely to be employed.

Disability inclusion is an economic issue as much as it is a civil rights issue, argues Helena Berger, the President of the American Association of People with Disabilities, or AAPD. Her Washington, D.C.-based organization works to connect underrepresented candidates to steady employment. "Companies are starting to embrace 'big D' Diversity, realizing that to be successful, you have to hire people who understand your customers," Berger tells Inc. Tens of thousands of customers in the U.S. use assistive technology or software--such as braille embossers and screen readers--in order to communicate on a daily basis.

Political Speech, Discrimination and the Law: How Employers Should Respond to Charlottesville - JD SUPRA

by Andrew Horowitz
Originally published: August 23, 2017

The recent tragic events in Charlottesville, Virginia and other news regarding the activities of white supremacists and similar groups, have served as a rude awakening for many that our national reality has shifted. These events, which occurred in the public square and have been widely documented through social media, are unfortunate examples of bigoted and discriminatory viewpoints being expressed openly.  Setting aside the larger political debate that these events have stirred, these developments raise a plethora of thorny issues for employers.

Employers are justifiably concerned about finding themselves saddled with an employee who openly expresses bigoted views—either in the workplace or on the street. Participants in Charlottesville’s “Unite the Right” rally have been identified in social media, resulting in the highly publicized firing of Cole White from his job at a Berkeley, California restaurant. This came on the heels of Google’s firing of James Damore for circulating a memo containing controversial views about gender and diversity.

Cindy Gallop Joins With Pinterest to Promote Diversity - AD AGE

by Garett Sloan
Originally published: 

Cindy Gallop has a few choice words for certain men. This includes the now-ex Google employee, James Damore, recently fired for his claim that hiring to achieve diversity means sacrificing standards.

"Diversity raises the f*cking bar," says Gallop, an ad industry consultant and founder of IfWeRanTheWorld.

Her fighting words are emblazoned on a new ad campaign from Pinterest, "Right the Ratio," that launches on the platform Wednesday, and she'll say the same thing to anyone who will listen.

Thursday, August 24, 2017

Canada puts pressure on allies to monitor far-right extremists - GLOBE AND MAIL

Originally published: August 23, 2017

Canada recently asked U.S. and other top intelligence allies to keep a tight watch on far-right extremists, who are increasingly grabbing international attention with anti-immigration messages and violent attacks, Public Safety Minister Ralph Goodale said.

The federal government specifically raised the issue at a meeting in Ottawa in June attended by security and justice officials from the group known as Five Eyes, which is made up of Australia, Canada, New Zealand, Britain and the United States.

Mr. Goodale said Canada wanted to make sure the fight against Islamist extremists didn’t use up spying and law-enforcement resources at the expense of other threats to national security.

Equality In The Workplace Needs To Go Beyond Gender - HUFFINGTONPOST

by Jemima Olchawski
Originally published: August 22, 2017

The way we work is out of step with the way we live. Without change, inequalities in pay may never close and our economy risks losing out on vital skills and talent. It’s time to get granular in our understanding of what drives inequality and to re-think the workplace.

New research from the EHRC highlights inequalities in pay. Despite government commitments to close the gender pay gap in a generation, women still earn only 82 pence for every pound a man earns. Importantly though, this new report goes beyond the headline to figures and draws attention to the diversity of experiences, too often masked by that headline figure.

Fawcett research published earlier this year revealed the role ethnicity plays in women’s pay. The EHRC report highlights that BAME employees are paid on average 5.7% less than their white employees. Those with disabilities earn 13.6% less than those without. However, when we start to look at this issue in detail there is no simple narrative. Whilst BAME employees earn less overall, some groups such as Indian women earn more on average than their white employees. Fawcett found that whilst Pakistani and Bangladeshi women experience a pay gap of 18% relative to white men, only 37% of Pakistani and Bangladeshi women are in work or looking for work in the first place compared to 57% of white British women. We can only overcome inequality at work and in our economy if we start to look at the nitty gritty of women’s lives.