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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

Viewpoint: Businesses Must Adjust to Fill the Talent Gap

Many employees nationwide are questioning the necessity of return-to-office mandates, which have led to workers swapping jobs within their respective industries. Here...

Tech Layoffs Are Deteriorating DE&I Efforts

The technology sector has experienced layoffs, budget cuts and hiring freezes that have impacted thousands of employees, many of whom are people of color. The “tech...

Viewpoint: Holiday Advice from a Jewish Guy Who Wears a Chai

What's the best way to acknowledge different faiths during the holiday season? Is it possible for everyone to feel included and not go overboard during seasonal...

SCOTUS Reconsidering Affirmative Action—Are DE&I Programs Next?

The Supreme Court is expected to decide on the need for affirmative action in higher education next year, which could potentially affect how DE&I programs are run.

DE&I Looks Different Around the Globe

Declaring a commitment to diversity, equity and inclusion (DE&I) is a vital first step for any company pursuing those goals, but global employers may find it challenging...

Respect for Marriage Act Would Protect Same-Sex Couples’ Company Benefits

Same-sex couples can continue enjoying company benefits just as opposite-sex couples do now that the Respect for Marriage Act is on track to be enacted.

Strategies for Making DE&I More Effective

Experts discussed strategies to make diversity, equity and inclusion training more effective.

Wharton School to Offer DE&I Major in 2023

A diversity, equity and inclusion (DE&I) major will be coming to the MBA program at the Wharton School of Business at the University of Pennsylvania in 2023. Learn how...

Winner Before Supreme Court in LGBTQ Case Settles Claim

A plaintiff who prevailed before the U.S. Supreme Court in a 2020 LGBTQ rights decision has settled his claim for $825,000. The Supreme Court ruled in its decision that...

NFL Team Receives Backlash for Hiring White Coach with Little Experience

The National Football League’s Indianapolis Colts have received criticism for hiring a white interim coach with no coaching experience in the league despite the...

How to Develop Inclusive Managers

Too many company leaders incorrectly assume managers will instinctively know how to translate a new diversity, equity and inclusion policy into action. HR needs to spell...

Handling Election Angst in the Workplace

Election results can lead to chaotic discussions that create tension in the workplace. Here are ways to manage postelection emotions among the workforce and maintain a...

Which Employees Value DE&I Most?

More than 3 in 4 millennials would leave employer if diversity, equity and inclusion initiatives were not offered, according to a recent survey. Find out how different...

CBS to Pay Millions to Settle Sexual Harassment Investigation

A state investigation found that CBS and the LAPD covered up multiple allegations of sexual assault made against its former president and CEO. Read more about the...

Affirmative Action Hangs in Doubt

The U.S. Supreme Court heard two cases on Oct. 31 that will test the future of affirmative action in higher education, the available pipeline of recent graduates, and...

CEO of VetJobs.Org Explains Why Companies Should Hire Veterans

Retired Rear Admiral Dan Kloeppel, founder and chief executive officer of veteran jobs boards VetJobs.org and MilitarySpouseJobs.org, explains the difficult transition...

Should Workers Be Required to Participate in Inclusion Campaigns?

Grocery chain Kroger settled a religious discrimination lawsuit after firing two employees who refused to wear a company-provided apron with a symbol that they believed...

Tips for Helping Asian American Workers Progress Professionally

Joy Chen, former deputy mayor of Los Angeles and now the CEO of the Multicultural Leadership Institute in Los Angeles, said HR professionals can help Asian American...

The Value of Emotionally Intelligent People Managers

​Two associate directors at Villanova University discussed the link between emotionally intelligent leadership, inclusive work-family culture and overall employee...

A Snapshot of Workplace Inequity

​The SHRM Research Institute and Boston College released preliminary findings from new research about equity in the workplace on Oct. 25 at the SHRM INCLUSION 2022...

Diversity Forum
23

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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