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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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, a recent survey found.

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

Most U.S. employers are working to resolve pay inequities based on gender, race or other demographic factors, but there is still room for improvement—especially when addressing women’s under-representation in top-level jobs.

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.

Supreme Court to Decide if Civil Rights Act Prohibits LGBT Discrimination

The Supreme Court has agreed to decide whether Title VII of the Civil Rights Act of 1964 prohibits discrimination based on sexual orientation and gender identity.

California Bill Would Expand Definition of Race to Include Hairstyle

​A California bill, SB 188, would provide a broader definition of race in the state's anti-discrimination law. The bill defines "race" as "inclusive of traits historically associated with race, including, but not limited to, hair texture and protective hairstyles." The bill is expected to become law, and employers may want to plan accordingly.The Equal Employment Opportunity Commission (EEOC) has long held that the meaning of race is not limited to skin color. Color disc

Synagogue Teachers’ Wage Claims Not Barred by Ministerial Exception

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.

Discrimination Claim of Pharmacist with Needle Phobia Advances

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.

#MeToo Has ‘Significant Impact’ on Harassment Filings

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.

EEOC Challenges Medical Exam That Led to Travel Restriction

An employee who was required to undergo a work-related medical examination may proceed with her claims under the Americans with Disabilities Act.

How Would You Feel If Your Co-Worker Had a Violent Criminal Record?

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.

House Approves Paycheck Fairness Act

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.

Those ‘Best’ and ‘Worst’ Places for Working Women Have Some Things in Common

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.