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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A Q&A with Lee Jourdan, Chief Diversity Officer at Chevron

SHRM Online spoke with Leland T. "Lee" Jourdan—the company's chief diversity officer for Global Diversity and Ombuds Center of Expertise at Chevron since 2018—about the company's diversity and inclusion initiatives. He has been in the energy industry since 1983 and at Chevron for 16 years.

UK: Gender Equality Roadmap Published

The United Kingdom (U.K.) Government Equalities Office has published a gender equality roadmap, which sets out proposed actions to tackle persistent inequities. This includes a number of potential changes to employment law.

Does Diversity Training Work the Way It’s Supposed To?

​Editor's Note: SHRM has partnered with Harvard Business Review to bring you relevant articles on key HR topics and strategies.Virtually all Fortune 500 companies offer diversity training to their employees. Yet surprisingly few of them have measured its impact. That's unfortunate, considering evidence has shown that diversity training can backfire, eliciting defensiveness from the very people who might benefit most. And even when the training is beneficial, the effects may not las

Is Age a Part of Your Inclusion Strategy?

People are living longer, and there are more older people in the workforce and looking for work. The time is ripe for organizations to make age part of their diversity and inclusion strategies, noted panelists at The Future of Work for All Generations conference that AARP recently hosted in Washington, D.C.

Checklist for Creating an Age-Inclusive Workforce

Here are some ways your organization can commit to creating a workforce that is welcoming to older workers.

Training First-Time Employees? Don’t Forget Soft Skills

Teenage workers can be a source of seasonal or part-time labor for businesses looking to fill entry-level jobs. But managing these young employees can also present challenges, especially if it’s their first experience in the workforce.

Supervisors’ Comments Are Direct Evidence of Disability Discrimination

A trial is warranted under the Americans with Disabilities Act when the employer's supervisors are alleged to have directly discriminated against and failed to accommodate an employee suffering from episodic panic attacks and depression, a federal district court ruled.

Obesity Is a New Protected Class in Washington State

The Washington Supreme Court held that obesity is a protected class under the state’s anti-discrimination law. The decision runs counter to recent federal court decisions in other parts of the country.

Dissimilar Treatment of Workers Undercuts Reasons for Discharge

Different treatment of similarly situated employees may suggest that termination of one but not the other might have been due to race discrimination, a 4th U.S. Circuit Court of Appeals decision shows.

Women's World Cup Championship Drives Conversation About Pay Equity

The U.S. women's soccer team has won the FIFA Women's World Cup for the fourth time and the reigning champions want equal pay for their accomplishments.

Why Should Companies Engage with Millennials

Why are Millennials shrouded in a negativity that prevents companies from engaging with them? Millennials can bring four key elements to the workplace: innovation and technology knowhow, resourcefulness, social media awareness, and social and environmental consciousness.

California Lawmakers Ban Workplace Discrimination Based on Hairstyle

California has join New York City to become the first state to protect employees from discrimination based on natural hair and hairstyles associated with race.

Heterosexual HR Manager Loses Discrimination Claim

A heterosexual HR manager fired after writing an angry Facebook post against Target’s policy of allowing transgender individuals to use restrooms according to gender identity could not state a discrimination or retaliation claim, the 5th U.S. Circuit Court of Appeals ruled.

Companies Urge High Court to Ban LGBTQ Discrimination

More than 200 businesses signed a brief on July 2 calling on the Supreme Court to rule that Title VII of the Civil Rights Act of 1964 prohibits discrimination based on sexual orientation and gender identity.

Beyond the Illusion of Inclusion

Many myths and biases prevent people with disabilities from being hired or promoted, but moving beyond them can help your company attract and retain loyal and productive workers, two Cornell University experts told HR professionals at a June 26 concurrent session at the Society for Human Resource Management 2019 Annual Conference & Exposition.

LGBT Bias Hurts U.S. Economic Growth, Fed President Says

The unemployment rate for people who identify as lesbian, gay, bisexual or transgender (LGBT) is nearly double the national average and is holding back the economic growth of the U.S., according to the president of the Federal Reserve Bank of New York.

ADA Claim of Worker with Heart Conditions Advances to Trial

A former employee of a restoration company could not show that he was disabled under the Americans with Disabilities Act (ADA) without a medical expert, but he could show that he arguably was regarded as disabled, the 6th U.S. Circuit Court of Appeals ruled.

Professors Are Not Automatically Entitled to Same Pay

A plaintiff who works in higher education cannot rely upon an inference that all professors generally perform equal or substantially similar work to support her wage-discrimination claim, according to the 4th U.S. Circuit Court of Appeals.

Individual Liability Is More Common Than Many Realize

HR professionals and managers should be aware of the extent to which they might be held personally liable for wrongdoing at their organizations. They might be surprised at just how many laws permit individual liability.

SHRM CEO Calls for More-Inclusive Workplaces

Johnny C. Taylor, Jr., SHRM-SCP, president and chief executive officer of the Society for Human Resource Management, on June 24 challenged HR professionals to create more-inclusive workplaces, specifically calling on them to hire people with disabilities, people with criminal histories, veterans and people over age 50.

Diversity Forum

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

  • Competitiveness

  • Greater adaptability

  • 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


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