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!
Researchers disagree on how tattoos affect a job candidate's hiring prospects or an employee's chances for promotion.
A supervisor’s comment that older workers were harder to train did not show that the company fired an older pharmaceutical representative due to age discrimination, the 9th U.S. Circuit Court of Appeals ruled.
A bill that would make publicly traded companies that are headquartered in California have at least one woman on their boards of directors has landed on Gov. Jerry Brown's desk. Boards that have five or more members would need to add two or three women by the end of 2021.
Sixteen states have introduced legislation to limit the use of nondisclosure agreements in sexual misconduct cases. California legislators introduced two bills last week.
The 19th Amendment to the U.S. Constitution, which established women's suffrage, was certified on Aug, 26, 1920; 53 years later, Congress designated the date Women's Equality Day to commemorate that milestone. While the right to vote is no longer "denied or abridged ... on account of sex," today, 45 years after the first observance of Women's Equality Day in 1973, other rights are still being denied or abridged on account of sex. Workplace issues yet to be resolved include pay inequity, sexual harassment, discrimination and unequal opportunity.
Direct reports often reflect their manager's ethnicity when those managers have the final say in hiring decisions, a recent 2018 workplace diversity report found.
Recruiting tactics that make a company's job ads visible to younger candidates but not to older candidates could mean employers are excluding older job seekers. But is microtargeting a violation of civil rights law?
A Missouri health clinic allegedly sent rejection notices to at least 20 female job applicants, indicating that it did not hire job seekers who had what it called "ghetto names." The incident raises the issue of name bias
Can you have too much of a good thing? As HR leaders try to decide which diversity tech tools best fit their needs, more and more providers are coming into the market.
The common expectation that U.S. job seekers should smile and show excitement while interviewing for positions may seem innocuous, but new research from Stanford University suggests it can work against qualified applicants from cultures that don’t value overt displays of enthusiasm.
Employers need to be prepared for animal accommodation requests, which are becoming common. Address them in the same mature, structured fashion as any other accommodation request.
For employers to grow their understanding and appreciation of veterans, they need to understand why service members leave the military. Here are three reasons that many veterans cite.
By doing away with groups that focus on specific parts of a person's identity, a company is doing away with a space in which people can feel truly comfortable expressing themselves. In turn, it may lose the collective voice of those ERG members and the opportunity to learn about their particular needs. Eliminating the groups may lead to the company losing these workers' energy and talents, as well.
A religious accommodation can still satisfy an employer's legal obligations even if the accommodation results in a loss of potential income to the employee.
The head of Viacom's Paramount Television unit was fired Thursday for allegedly making racist remarks. It is the latest corporate-level termination associated with insensitive racial remarks.
Uber's HR chief human resource officer, who had overseen a range of steps to improve diversity at the organization, stepped down earlier this week, and the verdict is still out on the exact reasons why.
Fifty years after the Age Discrimination in Employment Act was passed, ageism remains too common and accepted, says a new report from the U.S. Equal Employment Opportunity Commission.
When workers are turned down for a raise and don’t trust the reason why—or suspect bias—their level of satisfaction with their employer plummets, as shown in this animated slideshow.
Growing pressure to ensure fair pay throughout the workplace is sparking changes to corporate America's employee compensation and performance management programs to keep bias—whether it's conscious or not—from seeping into pay and staffing decisions.
The unemployment rate for people with a disability dropped last year, falling from 10.5 percent in 2016 to 9.2 percent in 2017.
Are you an employer of choice for diversity workforce? How do you value or embrace diversity in your workplace? What are diverse groups saying about your organization?
Hiring the right candidate for the job can be challenging. Adding diversity in the workforce can also be challenging. There isn't a perfect, cookie cut answer to accomplish these goals, but here are a few tips from the Diversity Advisory Council for your consideration as to why adding diversity within your organization will benefit you in so many ways.
The VALUE of a Diverse Talent Pool:
It challenges status quo
It generates a competitive advantage for the organization
This offers new ideas, viewpoints, experiences and a different approach to doing business
It seeks and develops "out of the box" thinkers
Helps grow the business
Eliminates homogenous thinking and groupthink
Promotes recruitment and retention
Continuous quality improvement
There are challenges one may face when working with a diverse population such as:
Communication and language barriers
Difficulties engaging diverse employees
Generating an "US" vs "THEM" culture
Only focused on the ROI
Fear of change
But, more importantly, there are opportunities with having a diverse population, such as:
Innovative/new and different perspectives
Offers a variety for solutions
Provides various resources
Opens the market to new targets
More and diverse skill sets
Think outside of the box with your recruitment efforts and don't lose sight of diversity. Company growth and innovation can occur when having candidates from diverse backgrounds, age groups, experiences, and abilities. -Diversity Advisory Council