Wednesday, September 20, 2017

How Gen Z will change the workforce - EMPLOYEE BENEFIT ADVISER

by Amanda Eisenberg
Originally published: September 18, 2017

As they begin to enter the workforce, Gen Z is prime for disrupting.

These young workers, who were born 1994 or later, have a completely different approach to diversity, communication, technology and benefits preferences than the previous generations, and will expect their companies to keep up with their needs, said Jim Link, chief human resources officer at Randstad North America, a recruitment and employment agency for temporary and permanent staffing.

“They’re going to be welcoming us into a whole new world of the workforce,” he said Monday at EBA's Workplace Benefits Summit in Boca Raton, Fla.

Younger employees, for the first time, care more about workplace flexibility than healthcare benefits, he said, which means the benefit will become all the more important. They also will likely push continuation of student loan repayment benefits; both millennials and Gen Z are concerned by loans, particularly because college tuition has increased by more than 1,000%, Link said.

Just 23% of investment managers are female, Diversity Project finds - PROFESSIONAL PENSIONS

by James Phillips 
Originally published: September 19, 2017

Over three-quarters of investment managers are male, while over four in ten are white British, according to research by the Diversity Project.

Only 1% recorded themselves as Black, African, Caribbean or Black British, while just under one in twenty (4%) reported a disability, compared to 3% and 11% of the respective population as a whole.

The stark figures were revealed in the Diversity Project's benchmarking study, published 18 September, which surveyed 650 asset managers from 24 firms with more than £2.2trn of assets under management (AuM).

Only 2% of EY’s intern class says diversity is a key factor in choosing an employer - QUARTZ

by Oliver Staley 
Originally published: September 19, 2017

Millennials, the conventional wisdom holds, value diversity and seek it out when applying for jobs.

Or maybe not.

In a July survey, just 2% of interns at EY—the accounting and consulting firm formerly called Ernst & Young—said they prioritized a company’s reputation for diversity and inclusion when looking for an employer. It trailed other factors like opportunities for growth and advancement, selected by 84%; flexibility (59%); and parental leave benefits (16%).

5 Ways You Can Create a More Inclusive Workplace Immediately -- and Why You Should - ENTREPRENEUR

by Frans Johansson 
Originally published: September 18, 2017

Between President Donald Trump, Uber and Google, diversity and inclusion issues have dominated the headlines recently. In response, companies like Facebook, Lyft and Netflix have released their diversity numbers -- though what exactly these companywide figures mean is still very much a guessing game. As many as 150 CEOs from some of the largest companies in the U.S. have publicly committed to diversity and inclusion efforts, pledging to "foster more open discussion about race and gender in the workplace." Hiring, compensation and promotion practices are under fierce scrutiny, and many companies are scrambling to get ahead of the issues before they become tomorrow's headline.

In all of this, gender and race have become the defining and, in some cases, divisive factors for diversity. Of course, these factors do matter; gender and race do shape how one thinks, in addition to their experience, background, expertise, education, hobbies and interests, etc. Some factors are more obvious than others, so hiring practices skew toward what's discernible. But, the fact is that diversity is little more than a checkbox without an inclusive culture.

Silicon Valley's Ellen Pao Tackles Sex Discrimination, Workplace Diversity In Memoir - NPR

Originally published: September 19, 2017

It was the lawsuit that rocked Silicon Valley.

In 2012, tech investor Ellen Pao sued her employer, the venture capital firm Kleiner Perkins Caufield and Byers, for gender bias. She accused her bosses of not promoting her because she was a woman — and then retaliating against her when she complained.

Pao lost the suit and eventually dropped her appeal in 2015, but the legal battle garnered national attention, prompting a closer look at gender diversity and inclusivity in the tech industry.

In her new memoir Reset: My Fight for Inclusion and Lasting Change, Pao dives into the lawsuit that thrust her into the national spotlight and the workplace discrimination that prompted it.

Tuesday, September 19, 2017

Emmys: How to Get Away With the Bare Minimum of Diversity - DAILY BEAST

Originally published:  September 18, 2017

Sunday morning, hours before this year’s Emmys ceremony, Being Mary Jane actress Gabrielle Union tweeted: “I’ve been doing TV since 1995. This will be my 1st time going to the Emmys & I’m presenting an award! 22 yrs later. #OvernightSuccess.”

The actress’ first credited appearance was in an episode of Saved by the Bell: The New Class and while that might not be the type of show that garners you an Emmys invite, it’s surprising that in 22 years as a successful actress Union hasn’t even been at the ceremony. But then again, she’s a black woman in Hollywood, so it’s not really surprising, is it?

This moment for Union comes two years after Viola Davis gave her a shoutout in her historic win as the first black woman to win a best actress in a drama Emmy. Awarded a statue for her role in How to Get Away With Murder, Davis who traded in roles like the one in The Help where she played a maid, Davis put her community to task for its lack of inclusion. “In my mind, I see a line. And over that line, I see green fields and lovely flowers and beautiful white women with their arms stretched out to me, over that line.  

Survey finds Canadians worry about rise of racism - BREAKFAST TELEVISION TORONTO

Originally published: September 18, 2017

A survey suggests Canadians have a generally positive impression of Muslims but that view doesn’t apply to some of the religion’s leadership and beliefs.

The poll, commissioned by Think for Actions and Insights Matter, found 78 per cent of Canadians agreed Muslims should adopt Canadian customs and values but maintain their religious and cultural practices. Some 88 per cent of those surveyed said Muslims should be treated no differently than any other Canadian.

But 72 per cent of respondents also believed there has been an increasing climate of hatred and fear towards Muslims in Canada and that it will get worse.