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!
In the days following the May 25, 2020, death of George Floyd at the hands of Minneapolis police officers, Erin Mitchell Richeson knew a generic employee memo would be an inadequate response. “We didn’t want just corporate speak,” says Richeson, vice president of global diversity and inclusion for Kimberly-Clark, a global paper products company based in Irving, Texas.Richeson and her team concluded that the long-held assumption that conversations about race and social justice don’t belong
One in 4 women are contemplating downshifting their career or leaving the workforce, according to this year's McKinsey and LeanIn.org annual Women in the Workplace study."This translates to millions of women leaving the workforce," said Rachel Thomas, CEO of LeanIn.org in Palo Alto, Calif. "It could wipe out all the hard-earned progress we've seen for women in leadership."According to the National Women's Law Center, 865,000 women dropped out of the workforce in Se
The Society for Human Resource Management (SHRM) and the SHRM Foundation are bringing attention to the workplace contributions of people with autism and intellectual and developmental differences in a new inclusion campaign.
When government fails to act, it’s not uncommon for business to lead the way. In recent years, for instance, business has developed ethical guidelines regarding the use of personally identifiable information and GPS tracking data. These are prime examples of a recurring theme: Business leads while government follows.Today, we grapple with issues of social justice and, specifically, how businesses can generate change where others cannot.A recent survey by the Society for Human Resource Manage
Business leaders need to ensure that the hiring process is fair to all applicants, yet while many talent acquisition teams now have diversity initiatives in place, they lack a strategy for how to find underrepresented minority talent.
Two recent lawsuits filed by the U.S. Equal Employment Opportunity Commission are reminders that employers must make reasonable accommodations for deaf and hearing-impaired job applicants or risk violating the Americans with Disabilities Act.
The U.S. Supreme Court heard oral arguments in a case involving religious and LGBTQ rights. Although not an employment dispute, businesses are stakeholders in the outcome of the litigation, according to companies from a variety of industries.
Employment attorneys said there may be better ways to collect and analyze workplace data to support the LGBTQ community than adding sexual orientation and gender identity to EEO-1 reports.
Experts share strategies young workers and emerging professionals can use to communicate to their leaders the importance of diversity, equity and inclusion strategies.
This time of social upheaval may be the best opportunity to work toward achieving inclusion and transparency in the workplace, according to panelists at a recent symposium for managers. SHRM President and CEO Johnny C. Taylor, Jr., SHRM-SCP, Karen Boykin-Towns, a vice chairman at the NAACP and a former senior executive at Pfizer Inc., and D. Steve Boland, president of retail at Bank of America, encouraged managers to do their jobs well and act before the window of opportunity closes.
When harassment and bullying happen in the workplace, attention often is focused on the victim and the particular incident, but it's also important to assess the culture where such actions take place.
Here are some steps employers can take to make their organization safe and welcoming for people who identify as transgender or nonbinary.
To many CEOs, shutting down all political conversation may seem like the smart, or at least the safe, thing to do; taking the risk of sanctioning such fraught discussion may seem absurd. Yet companies that, on the one hand, say they value diverse identities but, on the other, ask employees to leave their politically diverse views at the door, are taking a big risk as well.
Two members of the Society for Human Resource Management's Blue Ribbon Commission on Racial Equityhared their thoughts on how to apply recent SHRM research on racism to the employee experience.
Ageism hinders recruitment, retention, innovation and performance in workplaces, many of which have five generations working alongside each other, said Sonia Aranza. The president and chief executive officer of Aranza Cross Cultural Strategies, based in Alexandria, Va., shared best practices to combat this form of bias during a Smart Stage presentation Wednesday at the Society for Human Resource Management's INCLUSION 2020 virtual conference.She noted Pew Research's breakdown of the generations
During SHRM's INCLUSION 2020 virtual conference, NASCAR President Steve Phelps discussed how NASCAR is creating an environment that is welcoming and inclusive of everyone that shares a passion for racing.
HR and business leaders shared what their companies are doing to attract, hire and retain military veterans, transitioning service members and military spouses at the Society for Human Resource Management’s (SHRM’s) INCLUSION 2020 virtual conference.
A panel of executives shared practical strategies for creating a diverse, equitable and inclusive (DE&I) organization. Sean Sullivan, SHRM-SCP, chief human resources officer at the Society for Human Resource Management (SHRM) led the conversation at the SHRM 2020 Inclusion virtual experience.
Philonise and Rodney Floyd, brothers of George Floyd Jr., talked about their experiences as Black men in the workplace during Monday's opening general session of the Society for Human Resource Management's Inclusion 2020 Virtual Experience.
Uncovering data that reveals if employees are treated unequally and tracking how discrimination claims are handled can be key to combating bias in the workplace, explained a presenter at SHRM's INCLUSION 2020 conference.
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