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!
A panel of experts examined race relations in the workplace and fostering more inclusive workplaces during a webinar June 18 co-sponsored by the Society for Human Resource Management and the Association of Corporate Counsel.
Today is Juneteenth, the observation of the historic day of June 19, 1865, when Gen. Gordon Granger led his Union soldiers into Galveston, Texas, and announced the Civil War had ended and the slaves were freed.
Many employers already have policies and practices in place that are inclusive of lesbian, gay, bisexual, transgender and queer (LGBTQ) workers, and now is a good time to review those programs in light of the U.S. Supreme Court’s ruling that LGBTQ workers are protected by federal employment anti-discrimination law.
To understand whether organizations and brands are truly changing, we must examine their internal efforts. Here are six suggested actions any organization can take to combat racism with purpose and intentionality.
For many employees working from home, an average day means wading through mile-long e-mail chains, chaotic meetings via Zoom and kids shouting in the background. This new take on the home office can be distracting for anyone, but for neurodiverse employees, adjusting to a new setting can be even more daunting. Employees with disabilities such as autism, dyslexia and attention-deficit/hyperactivity disorder (ADHD), as well as depression and severe anxiety, may need special accommodations to
In recent years, psychologists have done significant research on the impact of systemic racism. Specifically, researchers including Wong et al. (2014) and Bilotta et al. (2019) have explored two kinds of systemic racism—overt and aversive.Overt racism is the type exhibited directly in the form of racial slurs, castigation of others and explicit bias against a racial group. Aversive racism is typically performed by "well-meaning" individuals who have an e
SHRM has partnered with
Security Management Magazine to bring you relevant articles on key workplace topics and strategies.
Given nationwide protests in the United States following George Floyd's death in Minneapolis, an increasingly polarized political divide, and rising stress and anxiety amid the coronavirus pandemic, the likelihood of workplace conflicts is high. As more offices and businesses reopen after lockdowns, however, organizations have an opportunity to r
As employers in the U.S. tackle issues around racism, fresh attention is being given to the racial wage gap and why black men and women, in particular, still earn substantially less than their white counterparts. Nearly 56 years after the passage of the Civil Rights Act, "we find equal pay for equal work is still not a reality," noted Jackson Gruver, a data analyst at compensation data and software firm PayScale.Last year, PayScale analyzed
differences in earnings between white men
In these days of high emotion and polarization, it's hard to know how or even whether to address the feelings of anger, despair or frustration that may be percolating among employees at the workplace. But it would be a mistake for company leaders and managers to stay silent, said
Eric Ellis, a longtime consultant on diversity and inclusion.Today's crises have frayed nerves and opened wounds. "None of us is unaffected by this," said Ellis, president and chief executive officer of
After this weekend's protests over the death of George Floyd—plus the stress of the coronavirus pandemic—people will be coming to work with a lot on their minds. How can you support employees who are worried, angry or scared? How can you eliminate racism from your workplace?
This semester was unprecedented across colleges and universities when all classes moved online. Admittedly, the first week of classes was challenging. Rightfully so, students expressed fears, concerns and disappointments, and they needed to be reminded that it is OK not to feel OK. Some were disengaged, and we were all figuring out our new normal.Before the COVID-19 pandemic, our class discussions, for the most part, focused on topics directly related to solving business cases. But as our
Millennials are struggling more than older employees to get their work done amid the COVID-19 pandemic. They also report higher levels of anxiety and sleeplessness than Baby Boomers and Generation Xers, according to two surveys.Only 60 percent of Millennials said they feel either as productive or more so while working remotely, compared with 67 percent of Generation Xers and 72 percent of Baby Boomers. Millennials also said they felt less connected to their employers; 60 percent said they were
Google is making headlines this week with some employees claiming that it has significantly rolled back its internal diversity and inclusion (D&I) initiatives to avoid backlash from conservatives.It's the latest of several D&I-related controversies to rock the tech giant in recent years.Google fired engineer James Damore in 2017 after he wrote a lengthy, controversial memo criticizing what he called the company's "left bias." He opined that in an effort to achieve gr
An employer who fires an individual merely for being gay or transgender violates Title VII of the Civil Rights Act of 1964, according to a U.S. Supreme Court ruling on June 15.
The U.S. Supreme Court heard oral arguments on May 11 in two consolidated cases asking whether the First Amendment's freedom of religion clause prevents two teachers from bringing employment discrimination claims against religious schools that declined to renew their contracts.
Racism and stigmatization have increased during the coronavirus pandemic, particularly toward Asian and Asian-American people, according to reports collected by the Stop AAPI Hate Reporting Center. It received
more than 1,100 reports of discrimination and harassment across the U.S. from March 19, when the center was launched, to April 3.Most of the reports have been from California and New York; the ethnicities of people reporting racism primarily have been Chinese, Korean and other As
We all have bias; it’s a human condition. But HR professionals and their organizations can mitigate the effects of implicit bias, beginning with the employer’s recruiting and hiring process and continuing through the employee’s growth within the organization, said Eric Ellis, a speaker at the Society for Human Resource Management’s (SHRM’s) Talent virtual conference.
Virginia Gov. Ralph Northam just signed into law sweeping legislation that not only protects the rights of lesbian, gay, bisexual and transgender (LGBT) Virginians in employment, housing and accommodations but also expands the ability of plaintiffs to sue in Virginia state court.
A General Services Administration (GSA) employee could not show discrimination and retaliation based on her supervisor's negative reviews and asking her age, and a notice on an office board stating that she was engaged in "EEO activity," the 1st U.S. Circuit Court of Appeals ruled.
If your company is offering employees benefits such as student loan assistance, child care services or even sports outings, could older workers cry foul?"Employers should be careful when they're rolling out new benefits and using them to attract a younger generation," said Sarah Saint, an attorney at Brooks Pierce in Greensboro, N.C. The
Age Discrimination in Employment Act prohibits employers from discriminating against workers over age 40, she noted. Generally, benefits should be
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