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!
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.
Before the ADA was enacted, the first question employers asked applicants was whether they had a disability. If the applicants did, they were shown the door.
Female students in Dartmouth College's psychology department have filed a lawsuit alleging that officials of the New Hampshire school didn't take appropriate measures to address sexual harassment, misconduct and sexual assault by three tenured professors.
With heightened scrutiny applied to compensation decisions and new pay-equity laws in several states and localities, now is an ideal time for employers to evaluate their pay practices and correct any disparities.
Claims of sexual orientation discrimination against federal contractors more than tripled this year and gender identity discrimination claims doubled.
Employees are taking to the streets and social media to get their employers' attention.
An employee who couldn’t have returned to her job at the end of her medical leave even if additional leave had been granted as a reasonable accommodation lost her Americans with Disabilities Act (ADA) claim.
A federal district court in Seattle dismissed the discrimination claims of a Washington State Department of Transportation janitor who stopped responding to his employer while on medical leave.
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