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 KimBraithwaite@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!
The proposed Paycheck Fairness Act 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.
When it comes to employment protections for lesbian, gay, bisexual, transgender and queer (LGBTQ) workers, dealing with the hodgepodge of state and local laws and conflicting interpretations of federal law can be daunting for employees and employers alike. To ease confusion and provide clarity, businesses should consider adopting the most inclusive policies, employment law attorneys said.
The U.S. Postal Service was liable for retaliation in a 1st U.S. Circuit Court of Appeals decision, even though the employer said the plaintiff was found sleeping on the job.
A bank manager who presented evidence that her employer fired women at a higher rate than men advanced her gender-discrimination claim to trial.
Requiring job applicants to have no more than a certain number of years of experience is not age discrimination, the full 7th U.S. Circuit Court of Appeals has decided.
A former United Parcel Service employee who signed a separation agreement that did not reference the Age Discrimination in Employment Act (ADEA) could still bring an ADEA claim.
Transgender individuals continue to face barriers in employment, as the U.S. Supreme Court let President Donald Trump’s restrictions on transgender persons serving in the military take effect.
Companies are launching returnship programs to draw in applicants who may want to come back to work but have been out of the office for some time. Such arrangements are proliferating due to their success rates, the tight labor market and companies' attempts to diversify their workforces.
New York legislators passed a measure that will add gender identity and expression to the protected categories under the state's anti-discrimination law—which covers employment, housing and places of public accommodation.
Google employees took to Instagram and Twitter on Jan. 15 to pressure companies in the tech industry to stop using forced arbitration.
A federal district court found no evidence of age discrimination when an employer cited a laboratory technician’s numerous complaints about management among the reasons she was selected for termination in a reduction in force.
As one of his last acts in office, term-limited Michigan Governor Rick Snyder signed an executive directive extending sexual-orientation discrimination protection to a number of private employees.
Women in top leadership roles are a rare sight. Experts recommend steps for seeking out, hiring women for C-suite spots.
A court dismissed a former employee’s religious-retaliation claim by determining that her repeated failures to follow proper money-handling procedures was the likely reason for her termination.
As an employer in Colorado recently learned, Title VII’s protections against discrimination arising from sex-based stereotypes also apply to transgender employees.
A female police captain denied promotion to major could not show gender discrimination because of her admitted strictness with subordinates and exacting views of right and wrong, a federal district court ruled.
Women are coming forward with allegations of unprofessional behavior at U.K. luxury fashion retailer Ted Baker, decrying the practice of "unwelcome hugging" and other inappropriate behavior.
The director of operations for several McDonald's franchise restaurants can proceed with her age-bias lawsuit against the franchise owners, a California appellate court ruled. Although the owners claimed that they fired the plaintiff to save money in light of declining profits, a jury could find that this explanation is a pretext for unlawful discrimination, the court said.
Organizations on Working Mother magazine’s inaugural list of Best Companies for Dads are leaders in providing paternity leave, phased back-to-work programs, telecommuting opportunities and flexible schedules.
A former employee could proceed on a claim that her employer treated her differently from other similarly situated employees on account of race when the employer decided to fire her.
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