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!
Employees' daily interactions drive inclusion and belonging, and that means company leaders should move inclusion efforts out of the training room and into workers' hands.
When employees sue for race discrimination, do they have to show that the employer's bias was the ultimate cause or one of several motivating factors that led to an adverse employment decision?
Here are accommodations companies can implement for employees who return to work after taking leave for mental health reasons.
Employees who are successfull may be contending with mental health issues. An organization's executive, who battles depression and anxiety, tells fellow workplace leaders how they can support their employees who are going through mental health challenges.
To have a "voice" at work means you share meaningful ideas to move forward on an initiative, solve a problem or brainstorm new ideas. Most employers struggle to find recent college graduates with this soft skill. Here are five things you can try to ensure your voice is heard at work.
Breaking bread together is a far more intimate shared experience than hunkering over an Excel spreadsheet, said Tracy Stuckrath, a dietary needs advocate. During a Smart Stage presentation Monday at the Society for Human Resource Management's Inclusion 2019 event, Stuckrath encouraged employers to understand, respect and accommodate dietary needs to create an inclusive workplace.
"When people feel they are appreciated, when they feel they have an important role [to play], I think that's when you can really bring out the best in them," said New Orleans Saints quarterback Drew Brees. That sense of purpose and value "will directly result in a positive way of winning in the workplace," he told attendees at SHRM's 2019 Inclusion event.
The Work Opportunity Tax Credit can help employers close the skills gap by encouraging them to hire applicants who often are overlooked, such as people with criminal histories, military veterans and the long-term unemployed. The program is set to expire in 2019 but has been reauthorized many times since 1996.
A steel manufacturing company that employed a person who is deaf as a forklift driver for seven years violated the Americans with Disabilities Act (ADA) when it reassigned him to another position out of safety concerns, the 6th U.S. Circuit Court of Appeals ruled.
Refusing to work with people because of differences in personal or political leanings goes against the concept of inclusion, SHRM President and CEO Johnny C. Taylor, Jr., SHRM-SCP, told HR professionals at SHRM's 2019 Inclusion event. It cuts us off from different points of view and limits our effectiveness.
Many HR professionals and managers think certain kinds of work can't be performed by someone with a disability, and that prevents people in this talent pool from being recruited, hired or promoted, according to research released today from the SHRM Foundation and Workplace Initiative by Understood.
Mothers in the U.S. who work full time are paid an average of 69 cents for every $1 a father makes, according to the National Women's Law Center's analysis of U.S. Census data. This wage gap is wider than the one between men and women in general in the U.S. The financial loss mothers experience is greater in some states and for women of color who are mothers.
Eric Ellis explains how it's important to give people the freedom to resist if you're ever going to give them the opportunity to buy in to something.
An employee with a disabled daughter had no right to a scheduling accommodation, but the employer's refusal to tolerate his minor attendance infractions supported his Americans with Disabilities Act (ADA) claim, the 2nd U.S. Circuit Court of Appeals ruled.
The 6th U.S. Circuit Court of Appeals upheld a judgment of over $500,000, including $300,000 in punitive damages and more than $150,000 in attorney fees, to a female employee of FedEx SmartPost Inc. based on her male manager’s alleged retaliation against her.
From a legal standpoint, affinity groups raise two common issues: the use of social media and discrimination concerns.
New technology can now enable Hollywood to be a catalyst for change by evaluating scripts on the representation of women and other minorities in TV and movie scripts. It's an example of the steps organizations can take to be more diverse and inclusive.
Symbols and words hange meanings through the ages and sometimes take on racist tones. It is incumbent upon employers to be aware of cultural changes so they can create welcoming work cultures and guard against hostile environments.
The Supreme Court heard oral argument in a series of cases expected to determine whether Title VII of the Civil Rights Act of 1964 prohibits discrimination based on sexual orientation and gender identity.
The Supreme Court will begin hearing oral arguments for the 2019-2020 term, and it will tackle big employment law issues starting in the first week of oral arguments.
Guide to Minority-Owned Credit Unions
HRC Foundation Workplace Resources