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!
Teachers at a California synagogue preschool were not ministers within the meaning of the First Amendment's ministerial exception, so they were allowed to proceed with their state-law wage and hour claims.
A pharmacist with trypanophobia—a fear of needles—whom Walmart fired after the chain began offering immunization shots to customers can bring a wrongful discharge claim based on Walmart’s initial offer to accommodate him.
Retaliation charges have dropped but are still the most commonly filed charge at the EEOC in fiscal year 2018. Sexual harassment charges rose 13 percent.
An employee who was required to undergo a work-related medical examination may proceed with her claims under the Americans with Disabilities Act.
Most respondents to a recent survey said they’d feel comfortable working with or buying goods or services from employees who have nonviolent criminal records.
The U.S. House of Representatives passed the Paycheck Fairness Act (H.R. 7) in a 242–187 vote March 27. If the bill is ultimately signed into law, it would prohibit employers nationwide from asking job applicants about their salary history and require employers to prove that pay disparities between men and women are job-related.
There are common themes on the lists of the best and worst places for working women: Typically, the “best” places are in states that tend to choose Democratic presidential candidates and that are often on the East and West coasts or north of the Mason-Dixon line. The “worst” places tend to be in the South, religiously or socially conservative states, and places where female legislative representation is lacking.
A male employee’s lawsuit against his former employer claiming that his supervisor used a homophobic slur could not proceed as a claim of sexual-orientation discrimination and harassment.
A plaintiff failed to persuade a federal district court that eight-hour work shifts would have been a reasonable accommodation when longer ones were regularly required and considered an essential job function.
An employee who was obligated to take an ethics course that included transgender-harassment training, which required answering questions in ways that he disagreed with on religious grounds, could proceed with a failure-to-accommodate lawsuit.
Facebook will change how it manages job, housing, and credit ads on its platforms, following what it called "historic settlement agreements."
It's important for organizations that want to foster diverse and inclusive workplaces to create opportunities for dialogue—not debate—in the workplace.
An employer that grants schedule adjustments that aren’t required under the Americans with Disabilities Act (ADA) may later stop allowing such changes when the employee declines to help the employer identify a reasonable accommodation.
Allegations that may cause outrage in the workplace in the #MeToo era may fall flat in a court of law.
A panel of experts at the 2019 Society for Human Resource Management Employment Law & Legislative Conference answered employers who are wondering: Second-chance hiring is well-intentioned, sure, but how do we actually do it?
The National Association for Female Executives released its annual list of "Top 70 Companies for Executive Women" for 2019.
"Better Balance, Better World" (#BalanceforBetter) is the theme of this year's International Women's Day (IWD), celebrated today as a call to recognize women's achievements, provide greater equity in the workplace and offer the next generation of women more opportunities to enter male-dominated fields.
Can employers rely on prior salary to justify wage differences between male and female workers? Under some state and local laws, the answer is clearly no. But courts are divided as to whether past pay can be considered under federal law.
While there's universal disdain for waiting in line until the next career move, Millennials have the lowest threshold for the associated pain. After all, they've grown up in the express line where instant gratification is the norm. Here's how to keep them engaged and growing as they wait for career advancement.
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