Diversity Events

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!

SHRM Diversity News

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Report: Diversity on Boards Growing Slowly but Steadily

The boards of Fortune 500 companies are expected to achieve gender parity among the incoming class of directors by 2023, according to projections from Heidrick & Struggles' recently released 2019 Board Monitor. This projection is based on the finding that women filled 40 percent of new board of director seats in 2018—the highest percentage in the 10 years the company has tracked board diversity. In 2009, women filled 18 percent of new board seats.Additionally, of the Fortune 500 boards

A Dozen Ways Boards Can Become More Diverse

​A new report, Diversity in the Boardroom: Pushing Forward, Reaching Back, offers 12 recommendations on how boards of directors can diversify their membership.Review and discuss the latest research on how diversity adds value to the boardroom.Use company strategy and stakeholder expectations to establish the board's diversity goals.  Construct a board matrix that considers multiple dimensions of diversity—skill set, background and decision-making style—and review it each time the board

Employer Investigation Thwarts Discrimination Claims

An employer that completed an investigation into a worker’s failure to perform an essential job duty before it fired him was entitled to summary judgment on discrimination claims, ruled the 3rd U.S. Circuit Court of Appeals.

Putting Humanity into HR Compliance: Become Aware of Unconscious Bias

​Unconscious bias exists everywhere. This column explores its existence in the workplace and what can be done about it. First, a Personal Story My best friend in college, Rich, was black. Despite our limited funds, thanks to him, we were able to rent a very nice house in the woods at an affordable price. The house belonged to one of Rich's professors, who was on sabbatical leave. My girlfriend at the time had a roommate from another country. She suggested I arrange a double date.

‘Dinosaur Age’ Comment Keeps Plaintiff’s Discrimination Claim Alive

A 59-year-old former employee’s discriminatory discharge claim could proceed to trial based on a supervisor’s alleged comment to the employee that the company needed to move away from his “dinosaur-age-related theories.”

JPMorgan Chase Settles Paternity Leave Suit over 'Primary Caregiver' for $5 Million

Two years ago, Derek Rotondo, an Ohio father, asked his employer, JPMorgan Chase, for paid parental leave. He said he was told that in most cases only mothers were considered primary caregivers and were eligible for the full 16 weeks of leave that the company offered new parents. Unless he could prove that his wife had returned to work or was medically incapable of caring for the baby, Rotondo would be eligible for only two weeks of paid leave. (In 2018, Chase increased paid parental leave for n

Age Claim of Worker Who Was Called ‘Mommy’ Advances

The 2nd U.S. Circuit Court of Appeals revived the age-discrimination claim of an employee who co-workers allegedly called “Mommy” and who said she was given undesirable assignments.

Your Career Q&A: How to Land a Job Despite Age Discrimination

Best-selling author Martin Yate, a career coach and former HR professional, takes your questions each week about how to further your career in HR. Contact him at the e-mail address at the end of this column. I am an older worker who was downsized six months ago. I have applied for several jobs and received more rejections than I can count. I did manage to secure four interviews but was informed that the company is looking for "the right fit." Since I'm no longer 35 years old (that

Transgender Workers May Lose Health Care Protections

The U.S. Department of Health and Human Services proposed a rule that civil rights groups fear will make it easier for hospitals to deny health care for transgender patients.

More Men Say They Are Uncomfortable Interacting with Women at Work

Sixty percent of male managers admitted that they are uncomfortable mentoring, working alone with or socializing with a female colleague in light of the #MeToo movement, according to a recent survey of U.S. adults.That's an increase of 14 percentage points from last year when SurveyMonkey and LeanIn.org conducted a similar national online poll.And another SurveyMonkey poll, conducted in March, found that senior men are 12 times more likely to hesitate to have a work dinner with a junior-level fe

House Passes Bill to Provide LGBTQ Workplace Rights

The U.S. House of Representatives passed the Equality Act by a 236-173 vote on May 17. The act would prohibit discrimination based on sex, sexual orientation and gender identity in employment, housing and several other areas of federal law.

Colorado Legislature Passes Significant Equal Pay Bill

The Colorado General Assembly passed legislation to strengthen the state’s pay equity requirements, prohibit employers from seeking salary history from job applicants, and require employers to post internal job openings and list salary ranges on all postings.

Fired Specialist for Disabled Individuals Claims Disability Discrimination

A recreation specialist for individuals with disabilities who was fired after she left a camping trip for adolescents she was supervising when she became anxious about staffing issues can take her Americans with Disabilities Act claims to trial.

U.S. Companies Are Working to Fix Pay-Equity Issues

updated June 3, 2019 Sixty percent of U.S. organizations are working to resolve pay inequities based on gender, race or other demographic factors, and most organizations that are not yet taking action are considering doing so. But larger companies are more likely to be taking action than smaller businesses, according to a new survey, which found that among employers engaged in managing pay equity issues, most are focusing on:Pay equity analysis (93 percent).Remediation strategies and pay

Dhillon Will Be New EEOC Chair Despite Concerns on LGBT Rights

The U.S. Senate approved Janet Dhillon to chair the Equal Employment Opportunity Commission (EEOC) after a two-year impasse over her nomination due to fears that she’d change the EEOC’s position on lesbian, gay, bisexual and transgender rights.

City Lawfully Denied Request to Telecommute as Accommodation

It is not unreasonable for an employer to deny an employee’s request to work from home if the employee’s medical limitations do not prevent him or her from going to the workplace, and the job description requires work in the office.

Health Care Workers May Refuse to Perform Treatments Because of Faith-Based Reasons

Health care employees may refuse to provide certain medical procedures, including abortion, if they have faith-based objections, according to a final rule issued by the U.S. Department of Health and Human Services.

5th Circuit: Title VII Does Not Prohibit Transgender Discrimination

Title VII of the Civil Rights Act of 1964 does not prohibit discrimination based on transgender status, the 5th U.S. Circuit Court of Appeals once again decided.

Are Federal LGBT Protections Coming to the Workplace?

The U.S. Supreme Court will hear arguments in the fall on whether federal law prohibits employers from discriminating based on sexual orientation and gender identity—and Congress is considering a bill that would codify protections based on lesbian, gay, bisexual and transgender (LGBT) status.

Supervisor’s Use of Racial Slurs May Be Challenged

A supervisor’s use of offensive language in the workplace, even if infrequent, will be considered much more serious than a co-worker’s in assessing hostile work environment claims, the 7th U.S. Circuit Court of Appeals ruled.

Diversity Forum
 The aging workforce NYS SHRM PowerPoint from 4/29/2017.
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