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
Kim Braithwaite at KimberlyBraithwaite@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!
Employers may have an unrecognized drain on productivity when employees struggle to balance their work lives with the responsibilities of caring for children and aging or disabled family members. Moreover, employers often do not recognize how prevalent caregiving responsibilities are among their employees. While employers estimate that employee caregivers make up about 29 percent of the workforce, the actual percentage is 45 percent, according to Bank of America's
2019 Workplace Benef
end-of-year spending and tax extension package signed into law on Dec. 20 extended the
Work Opportunity Tax Credit (WOTC) through the end of 2020. If the credit had been allowed to expire at the end of 2019, employers would have lost an incentive to hire disadvantaged employees. But passing legislation to make the WOTC permanent is still needed, supporters of the credit say.Enacted in 1996 and extended multiple times, the WOTC is a federal tax credit available to emplo
A transgender woman assigned to a government contract could not pursue a harassment claim based on co-workers’ misuse of pronouns and other slights she allegedly endured prior to her removal from the contract, the U.S. District Court for the District of Maryland ruled.
The most-read diversity and inclusion articles on SHRM Online during 2019 explored racism, ageism and gender discrimination. Readers also showed interest in a few favorites from past years. Read on to see what resonated with our readers:
6 Steps for Building an Inclusive WorkplaceThis article took a deep dive into how to build a culture where everyone feels valued and heard. It offered six practical strategies for creating an inclusive environment.
An employee who once complained that younger workers got more overtime than older workers was lawfully fired for violating a workplace safety rule, according to the 7th U.S. Circuit Court of Appeals, which held that his age-discrimination claim was appropriately dismissed.
A worker who began showing signs of depression and eventually quit and sought treatment should have been offered Family and Medical Leave Act (FMLA) time off, the 7th U.S. Circuit Court of Appeals ruled.
According to the Human Rights Campaign, many Americans refrain from talking about sexual orientation and gender identity or expression because it feels taboo or because they're afraid of saying the wrong thing. This glossary was written to give people the words and meanings to help make conversations easier and more comfortable.
Conversations on employees' gender identity, as well as how to protect and respect individuals who identify as a different gender than the one they were assigned at birth, are taking place around the country. One way of recognizing transgender people's rights to is offering gender-neutral bathrooms. Companies may find that doing so ultimately benefits their employees and the brand reputations in many ways, say workplace experts.
It’s been nearly a hundred years in the making, but the Equal Rights Amendment soon may be ratified, bolstering calls for equal pay and greater gender diversity in the workplace.
A French law is ushering in new obligations for companies to employ people with disabilities.By Jan. 1, 2020, employers in France with at least 20 employees must have workers with disabilities account for 6 percent of their total workforce. This includes full- and part-time employees, trainees and temporary workers. Companies that don't meet the annual quota will have to implement a collective bargaining agreement that favors workers with disabilities or pay into a government fund to support th
Nearly all U.S. companies—90 percent—offer benefits of greater value to employees who are married, according to a new analysis.
Disparities between single and married employees' benefits result in significant monetary inequalities, according to a survey of 300 HR decision-makers earlier this year by Thomsons Online Benefits, a provider of employee benefits and engagement software. Disparities are most notable in benefit areas such as the following:
Citing conflicting testimony offered by the plaintiff regarding the timing of alleged complaints of discriminatory remarks by a co-worker, the 2nd U.S. Circuit Court of Appeals ruled that an employee’s sex-discrimination and retaliation claims were appropriately dismissed.
The Americans with Disabilities Act (ADA) does not protect people against whom an adverse employment action is taken because of speculation concerning a potential disability such as the Ebola virus, according to the 11th U.S. Circuit Court of Appeals.
If you've logged into your social media accounts recently, you've probably seen the memes and hashtags centered on an apparent generational dispute fueled by dismissive comments, such as "OK, boomer" and "OK, millennial." So what happens if the rhetoric finds its way into your workplace?
Employees' daily interactions drive inclusion and belonging, and that means company leaders should move inclusion efforts out of the training room and into workers' hands, said Maureen Berkner Boyt.Boyt is the founder of The Moxie Exchange, a training and mentoring organization for women and others in underrepresented groups. She also is the author of the five-book series Rock Your Moxie: Power Moves for Women Leading the Way (CreateSpace Independent Publishing Platform, 2014). She gave a S
When employees sue for race discrimination, do they have to show that the employer's bias was the ultimate cause or one of several motivating factors that led to an adverse employment decision?
A person with mental health challenges may have a legal right to reasonable accommodations under the Americans with Disabilities Act of 1990, according to the U.S. Equal Employment Opportunity Commission.Kristin Tugman, vice president of health and productivity analysis and consulting at Prudential, spoke recently during a webinar on understanding suicide's impact in the workplace. She suggested the following accommodations for people returning to work after taking leave for mental health reaso
Kelly Greenwood graduated summa cum laude from Duke University with degrees in psychology and Spanish. She holds a master's degree in business from Northwestern University's Kellogg School of Management, contributes to
Forbes magazine and is editor-at-large for Mental Health at Work, a blog on Thrive Global.She also is someone who has managed generalized anxiety disorder since she was a young girl. It twice led to debilitating depression. During a Smart Stage presentation at the recent Soci
Early in my career, one of the things I struggled with most was finding my voice at work. To have a "voice" at work means you share meaningful ideas that help some entity (the team or the whole organization) move forward on an initiative, solve a problem or brainstorm new ideas.I wasn't alone. Most employers struggle to find recent college graduates with soft skills such as public speaking or managing up.What can you do as a new professional to ensure your voice is heard at work?
NEW ORLEANS—Breaking bread together is a far more intimate shared experience than hunkering over an Excel spreadsheet, said Tracy Stuckrath, a dietary needs advocate.During a Smart Stage presentation Monday at the Society for Human Resource Management's Inclusion 2019 event, Stuckrath, president and chief connecting officer of Thrive Meetings and Events in New Bern, N.C., encouraged employers to understand, respect and accommodate dietary needs to create an inclusive workplace."Food is our
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