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 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.
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.
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
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.
Here are some ways your organization can commit to creating a workforce that is welcoming to older workers.
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.
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.
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.
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.
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 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 has join New York City to become the first state to protect employees from discrimination based on natural hair and hairstyles associated with race.
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.
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.
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.
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.
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.
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.
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.
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.
Guide to Minority-Owned Credit Unions
HRC Foundation Workplace Resources