DIVERSITY: Why We Care?
By embedding the Diversity & Inclusion strategy into the global business strategy, we continue to leverage and maintain strong leadership support, a compelling business relevance and action plans that lead to attraction, engagement, retention and advancement for colleagues.
Through this, we create a sustainable strategy that points the way for Diversity & Inclusion to add value to the business, talent, operational strategies and objectives for any organization.
For information about Diversity & Inclusion programs for your worksite, please contact
Peter LePore at PeterLePore@gvcshrm.org.
Do you have an upcoming diversity and inclusion event or topic that you would like to share?
Email us today at Diversity@gvcshrm.org!
U.S. employers are willing to hire someone with a record if that applicant is the best person for the job, according to a study from the Society for Human Resource Management and the Charles Koch Institute released May 17.
With HR's assistance, workers young and old can engage with one another through programs that benefit the respective parties, the organization and the community.
Employers will have the opportunity to engage a diverse pool of job seekers June 20 during the Society for Human Resource Management (SHRM) 2018 National Diversity & Inclusion Job Fair in Chicago. The event is being held in conjunction with SHRM’s Annual Conference & Exposition.
The Age Discrimination in Employment Act (ADEA) applies to job applicants in disparate impact cases, an appeals court recently ruled, creating a split the Supreme Court may have to resolve.
Uber's second annual diversity report highlights the progress it has made and the work it still has to do to become a more diverse and inclusive workplace.
Use the wrong words in your job description and women may not apply, researchers have found—and if they do, it will take them, and men, longer to decide to do so.
A 131-year-old manufacturer of men’s suits in Des Plaines, Ill., has made a concerted effort since 2015 to be neurodiverse and hire individuals with autism. Exercise is part of its overall strategy to accommodate people with autism.
Starbucks will conduct staff training on racial bias May 29. SHRM Online reached out to diversity and inclusion experts and asked what they would do if they were tapped to deliver this training.
The key to thriving under your Millennial manager is to understand and address the dynamics that the age difference creates. Follow these tips to cultivate a connection with a younger boss.
The arrest of two black men for trespassing when they refused to leave a Starbucks in Philadelphia last week has sparked national outrage. The chain's CEO has promised to review company policies and procedures and implement unconscious bias training.
Nike needs to do a better job of hiring and promoting women and minorities, according to the company's top HR executive. The company, based in Beaverton, Ore., will begin making changes to "remove bias from critical moments of the hiring process."
The eighth International Transgender Day of Visibility on Saturday is aimed at raising awareness around the discrimination transgender people still face in the workplace and elsewhere and celebrating the accomplishments of these individuals.
Does a focus on diversity and inclusion in the workforce remain an important business consideration?
Winning companies are capturing the best talent, while others are falling behind because they can’t let go of their preconceived notions about hiring. By clinging to long-standing biases, leaders risk losing out on valuable employees who don’t fit the mold.
Behavioral issues inconsistent with Nike Inc.'s values led to the resignation of two of its top executives last week, said Mark Parker, Nike chairman and CEO, in a conference call Thursday.
White men are paid more than black men, even when they share similar educational backgrounds and are from affluent families, according to a new report from the Equality in Opportunity Project. And a study released last year found a significant portion of the racial wage disparity can be attributed to unexplained factors that could include discrimination and differences in opportunity.
Blind hiring isn’t the right solution for every organization—and the jury is still out on whether the practice actually prevents discrimination in the long run—but this unique form of talent selection may be worth considering if you work in an industry dominated by a single demographic.
There is a growing recognition that, in order for D&I to be successful, it must be a top-to-bottom business strategy and not just an HR program or initiative. I
As pressure on employers to address the pay gap between men and women, and between white and minority employees, ramps up, consider keeping an "equity reserve" off the top of the payroll adjustment budget and use these funds to close the parity gap, a pay equity attorney advised.
A heterosexual, female former employee lost her claim that she was fired over her Facebook posting of a photograph of and comments about a man in a dress because of her sexual orientation, in violation of Title VII of the Civil Rights Act of 1964.