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!
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.
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.
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.
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.
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.
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.
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 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.
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.
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.
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.
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.
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
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.
Are you an employer of choice for diversity workforce? How do you value or embrace diversity in your workplace? What are diverse groups saying about your organization?
Hiring the right candidate for the job can be challenging. Adding diversity in the workforce can also be challenging. There isn't a perfect, cookie cut answer to accomplish these goals, but here are a few tips from the Diversity Advisory Council for your consideration as to why adding diversity within your organization will benefit you in so many ways.
The VALUE of a Diverse Talent Pool:
It challenges status quo
It generates a competitive advantage for the organization
This offers new ideas, viewpoints, experiences and a different approach to doing business
It seeks and develops "out of the box" thinkers
Helps grow the business
Eliminates homogenous thinking and groupthink
Promotes recruitment and retention
Continuous quality improvement
There are challenges one may face when working with a diverse population such as:
Communication and language barriers
Difficulties engaging diverse employees
Generating an "US" vs "THEM" culture
Only focused on the ROI
Fear of change
But, more importantly, there are opportunities with having a diverse population, such as:
Innovative/new and different perspectives
Offers a variety for solutions
Provides various resources
Opens the market to new targets
More and diverse skill sets
Think outside of the box with your recruitment efforts and don't lose sight of diversity. Company growth and innovation can occur when having candidates from diverse backgrounds, age groups, experiences, and abilities. -Diversity Advisory Council
Guide to Minority-Owned Credit Unions
HRC Foundation Workplace Resources