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 Nigerian employee of the Architect of the Capitol’s information technology division whose supervisor allegedly disparaged his accent and moved him from customer-facing positions could go to trial on his failure-to-promote claim, the U.S. Circuit Court of Appeals for the District of Columbia ruled.
Despite well-drafted harassment policies that are implemented diligently, an employer is sometimes faced with an employee who harasses others. Is an employer liable for the harassment in such situations? Not necessarily, according to a recent decision of the 7th U.S. Circuit Court of Appeals.
An American Airlines employee allowed to work from home in Chicago for more than 10 years to accommodate her multiple sclerosis could be required to work onsite in Dallas after American Airlines merged with US Airways, the 7th U.S. Circuit Court of Appeals held.
Once regarded as “nice to have but not critical,” diversity and inclusion (D&I) technology has taken on new importance as the evidence mounts that demonstrates D&I’s ability to improve companies’ financial success.
New guidelines from Google instruct its employees to avoid workplace conversations that are divisive and "disruptive to the workplace or otherwise violate Google's workplace policies."
Federal employment law doesn't protect workers from discrimination based on sexual orientation, the U.S. Department of Justice (DOJ) argued in a brief to the Supreme Court on Aug. 23.
Sonia Aranza has dedicated her adult life to delivering one simple but compelling message: Diversity is a leadership competency that provides a competitive business advantage.Aranza, a global diversity and inclusion strategist who was born in the Philippines and raised in Hawaii, is a recognized expert on the importance of working effectively across differences and leveraging diversity.Drawing on her personal background as an immigrant, her upbringing in Hawaii’s multicultural environment a
Aug. 26 is Women's Equality Day, the anniversary of the day in 1920 the 19th Amendment to the U.S. Constitution was adopted, giving women the right to vote. Despite making up about half of the labor force and the majority of the college-educated workforce, women have not achieved complete equality when measured in pay equity, representation in leadership roles and seats on boards of directors.
"Hello, Jon, how are you today?” asks a co-worker. You stop in your tracks—shocked, speechless. Maybe you misheard? Not knowing what else to say, you respond, “I’m fine, how are you?” But you’re not fine. What’s the problem?The problem is that you are a cisgender woman—that is, you identify with the gender assigned at birth—and your name is Joan.It’s bad enough if a co-worker calls you the wrong name. But, when it’s a name most commonly associated with a gender you don’t identify with, it’s
Organizations are working to encourage Turkish women who want to become entrepreneurs, as well as those who have already started their own companies.
The Los Angeles Times is the latest employer to be found liable for age discrimination, with a jury awarding a former sports columnist $15.4 million in damages against the newspaper after the employee was demoted following health problems.
Nissan did not violate the Americans with Disabilities Act (ADA) when it required an employee on its assembly line to have a doctor review his restrictions to determine if they could be adjusted to allow him to perform more tasks, the 6th U.S. Circuit Court of Appeals decided.
New York Gov. Andrew Cuomo recently signed into effect an amendment to state law which expressly prohibits discrimination against employees based on clothing or facial hair worn in accordance with the employee’s religion. Here’s what New York employers need to know about this development.
An employer’s honest belief in the validity of an employment decision can be sufficient grounds for dismissing a gender discrimination lawsuit, according to a 6th U.S. Circuit Court of Appeals decision.
A firefighter who had a strained relationship with his new department chief and then complained of a racially insensitive incident could not show that the chief’s subsequent discipline of him was retaliatory, the 7th U.S. Circuit Court of Appeals ruled.
Transgender discrimination is not prohibited by Title VII of the Civil Rights Act of 1964, the U.S. Department of Justice (DOJ) told the Supreme Court in a brief.
Global employers that want to promote diversity and inclusion can support lesbian, gay, bisexual and transgender (LGBT) employees and advocate for LGBT rights, even in countries with policies and attitudes that are hostile to those rights—if they approach their activities with care.
Forbes reports that almost all Fortune 500 executives play golf; furthermore, executives who play golf earn about 17 percent more than those who don't. But women and minorities rarely play the game. Golf offers networking and career advancement opportunities we can't afford to miss—especially those from underrepresented groups.
Alexis Ohanian, the co-founder of the website Reddit, is among the latest high-profile figures to advocate on behalf of paternity leave. While some companies provide generous leave, paid paternity paternity leave is rare in the U.S.
Gov. Andrew Cuomo recently signed legislation amending state law to explicitly prohibit discrimination based on hair texture or protective hairstyles as race-based discrimination.
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