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!
Mothers in the U.S. who work full time are paid an average of 69 cents for every $1 a father makes, or $18,000 less annually, according to the National Women's Law Center's (NWLC) analysis of U.S. Census data.Referred to as the "motherhood penalty," this wage gap is wider than the one between men and women in general in the U.S. The financial loss mothers experience is greater in some states and for women of color who are mothers.In Louisiana and Utah, for example, mothers who work fu
Eric Ellis explains how it's important to give people the freedom to resist if you're ever going to give them the opportunity to buy in to something.
An employee with a disabled daughter had no right to a scheduling accommodation, but the employer's refusal to tolerate his minor attendance infractions supported his Americans with Disabilities Act (ADA) claim, the 2nd U.S. Circuit Court of Appeals ruled.
The 6th U.S. Circuit Court of Appeals upheld a judgment of over $500,000, including $300,000 in punitive damages and more than $150,000 in attorney fees, to a female employee of FedEx SmartPost Inc. based on her male manager’s alleged retaliation against her.
From a legal standpoint, affinity groups raise two common issues: the use of social media and discrimination concerns.
The Geena Davis Institute on Gender in Media is partnering with Walt Disney Studios to deploy a
new digital tool, "GD-IQ: Spellcheck for Bias," that uses AI technology to assess gender bias and underrepresentation of other groups in film and TV.Davis spoke about the technology during the Oct. 4 closing keynote speech at the New Zealand Power of Inclusion Summit. The event was hosted by the New Zealand Film Commission and Women in Film and Television International with support
A Universal Orlando actor dressed as the character Gru from the "Despicable Me" movies was fired last week for making a hand gesture that is used by white supremacists and other extremists and considered a symbol of hate.The gesture in question was used during a photo with a black child at the park. The park employee formed an upside-down OK gesture with his fingers. The three fingers supposedly represent "w" for white and the OK circle for the top of &qu
The Supreme Court heard oral argument in a series of cases expected to determine whether Title VII of the Civil Rights Act of 1964 prohibits discrimination based on sexual orientation and gender identity.
The Supreme Court will begin hearing oral arguments for the 2019-2020 term, and it will tackle big employment law issues starting in the first week of oral arguments.
The New York City Commission on Human Rights has released guidance restating the obligations of most employers, housing providers and providers of public accommodations in the city to avoid discrimination based on national origin and immigration status.
After 68-year-old Paul Critchlow retired from a successful 30-year career in corporate communications with Merrill Lynch, he had no intention of returning to the workforce. However, when the initial euphoria of being retired wore off, he found himself wondering, "What comes next?""When you retire, it's shocking how fast people forget about you. I started to feel like I was irrelevant because I had nothing on my calendar and no one was asking about me," said Critchlow.Actuall
The 5th U.S. Circuit Court of Appeals decided that an employee’s age discrimination claim was appropriately dismissed, citing a lack of evidence that an oil rig company’s nondiscriminatory reason for firing an employee was unbelievable.
The 7th U.S. Circuit Court of Appeals dismissed a former employee’s claim that his termination violated the Americans with Disabilities Act, when his employment record included numerous customer complaints and an accident that jeopardized customer safety.
The 9th U.S. Circuit Court of Appeals’ reversal of an employer’s summary judgment win in an Americans with Disabilities Act (ADA) case illustrates the importance of timely written and internally consistent documentation regarding termination decisions.
A 72-year old Google engineer claimed he was forced to resign because of his manager's alleged age-based discrimination, harassment and retaliation. The California-based worker filed a lawsuit against the tech giant asserting violations of the state's Fair Employment and Housing Act.
To commemorate Sept. 11, an employer hung two American flags in the workplace. Some employees who were born in other countries complained. What would you do?
Board membership can be a pathway for women to attain CEO roles, according to new research from Georgetown University. That experience—coupled with serving as chief operating officer, president or executive vice president—can serve as a way around the requirement that a candidate have served as a CEO.
A bus driver for the Chicago Transit Authority (CTA) did not have an age-discrimination claim when he was not allowed to return to a light-duty position like younger employees. The plaintiff tried to return to work six months after a traumatizing incident with a passenger but had not complied with the CTA’s return-to-work procedures.
An employee could not use the Americans with Disabilities Act to enforce an employer’s previous agreement to excuse the employee from work on an as-needed basis.
A Nigerian employee of the Architect of the Capitol’s information technology division whose supervisor allegedly disparaged his accent and moved him from customer-facing positions could go to trial on his failure-to-promote claim, the U.S. Circuit Court of Appeals for the District of Columbia ruled.
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