Tuesday, October 17, 2017

#WearingMyCulture campaign asks teens to proudly wear Indigenous traditional clothes - CBC

by Rosanna Deerchild
Originally published: October 14, 2017
Publisher: CBC.ca

A Saskatchewan teen is standing up for her First Nation heritage with a ribbon skirt and the help of social media.

For the month of October, Kisis-Isquao Cappo from Muscowpetung First Nation will be wearing traditional clothing to her high school in Balgonie, Sask. to raise awareness of the issue of racism.

To accompany, this Cappo started the #WearingMyCulture social media campaign, and a Facebook group.

She was inspired to wear traditional clothing after hearing about the racism her brother experienced in school. While in history class, Cappo's brother Haydar-Ali Cappo, overheard kids making fun of First Nation legends.



Aboriginal Office at Toronto city hall would be step forward despite steps back, advocates say - TORONTO STAR

by David Rider 
Originally published: October 14, 2017
Publisher: TheStar.com 

Efforts to “Indigenize” city hall have taken a major hit, yet there’s a simple way for Toronto to start reconciling the treatment of Indigenous people and see that they have a real role in decision-making, advocates say.

“My recommendation today has been consistently presented to the city since (1998) amalgamation — establish an Aboriginal Office at city hall, set up the relationship (with Indigenous people) and the actual things you do will flow from that,” says Kenn Richard, executive director of Native Child and Family Services of Toronto and a member of the city’s Aboriginal Affairs committee.

“The relationship needs to be honoured in a significant way. The city has been paralyzed on this point for whatever reason. I don’t think anyone’s evil or there’s a nasty agenda at play — it seems like the city cannot bring itself to move to that extra step that honours the diversity task force that they’re so proud of.”



Can bilingualism give you intellectual power? - THE VARSITY

by Nicole Sciulli
Originally published: October 15, 2017
Publisher: TheVarsity.ca

Recently, The Varsity launched a novel project: a Chinese translation of the paper. This development speaks to the linguistic diversity of both the University of Toronto and Canada. Over 50 per cent of the world is bilingual, but are there scientifically proven benefits of being able to speak more than one language?

One implication of bilingualism is its influence on executive functions. Working memory is an example of an important executive function, as it controls important cognitive processes like conflict resolution, interference, and distraction. It can also predict the outcome of a child’s academic success. However, whether or not bilingualism can affect executive functioning has been a poignant area of debate.



Diversity in the public service’s executive ranks - POLICY OPTIONS

by Andrew Griffith
Originally published: October 16, 2017
Publisher: PolicyOptions.irpp.org

Annual employment equity reports for the public service show ongoing progress overall in the representation of women, visible minorities and Indigenous people, but lack detailed data regarding those classified as executives: from EX-1s, who hold the title of director, through EX-5s, who are assistant deputy ministers. Data recently released by the Treasury Board of Canada Secretariat and the Privy Council Office on the 5,302 executives (out of 182,000 public servants, or 2.9 percent) and 70 deputy ministers (DMs) in the public service as of March 2016 show the same trend.

The data that go back farthest are for women (including visible minority and Indigenous women). Figure 1 contrasts the overall percentage of women in the public service with the percentages who are executives and deputies. The overall proportion of women has increased by 18 percent (1993-2016, from a relatively large base), the proportion of women who are executives by 27 percent (2005-16) and the proportion who are deputies by 55 percent (2002-16). The Global Government Forum’s Women Leaders Index 2016-17 confirms Canada’s leadership in the representation of women in executive positions.

Figure 2 highlights the dramatic rise in visible minority and Indigenous public servants, both overall and in executive categories. The overall proportion of visible minority employees increased by 279 percent (1993-2016, from a small base of 8,500), with representation among executives increasing by 84 percent (2005-16). The overall proportion of Indigenous people in the public service increased by 157 percent, with representation among executives increasing by 23 percent.


Older workers have a unique gift – experience - TROY MEDIA

by Gavin MacFadyen
Originally published:  October 15, 2017
Publisher: TroyMedia.com


When we read about older adults in a news story, it is often in the context of the burden they will place on government programs when retiring or – to flip the script – how they remain vital and active despite their advancing years. Look, Herbert and Martha still go skating! Wow!

What image is evoked when we say “older adult?” Are they using a cane? Are they grey-haired and stereotypically stooped octogenarians playing Bingo in the retirement home? Does someone in their 50s count?

Well, that’s the thing. The idea of who is old and who is young is very relative. This season, 45-year-old Jaromir Jagr will suit up for the Calgary Flames. In the NHL, that qualifies him as a veritable dinosaur.



Canada urgently needs diversity in science, tech, engineering and math: report - CBC

by Anne Gaviola 
Originally published:  October 14, 2017
Publisher: CBC.ca

Ana Sofia Barrows graduated with a degree in medical physics, and the 24-year-old works in the science field.

Yet she's been told, on more than one occasion, that she doesn't look like a scientist.

She says someone once told her that she looks like someone who should be working in fashion or communications.

"Those stereotypes should not exist," she says. "Those comments are not very appreciated because why would scientists look different than anyone else?"



How Employers Can Work with Tribal Schools to Increase Diversity in STEM - SHRM

by Tracy Monteith And Ross Smith
Originally published: October 16, 2017
Publisher: SHRM.org

There are 32 fully accredited tribal colleges and universities (TCUs) in the US with over 30,000 part and full-time students. TCUs support students in the most remote and poorest areas of the country. There are 183 tribal K-12 schools in 23 states. According to the National Science Foundation, these schools - along with non-tribal colleges and universities - produce a total of about 4,000 STEM undergraduate and graduate students per year.

Despite the high demand for STEM hires, corporate recruiting looks to spend on high-leverage recruiting events. While the numbers above may not seem to be high-leverage bonanza, a better understanding of this community can illuminate tremendous opportunities to hire world class talent from the collective of the first inhabitants of North America. Hiring these diverse thinkers requires a new approach.

Tribes are matriarchal in nature. Clanships are inherited from the maternal side of the family. They are also community-based, and top priority of tribal members is community health and well-being. This innate disposition translates, in the modern workplace, to great team members that intrinsically understand the value of a cohesive team and actively work toward building community as a way of finding the common in the diverse. It also means a higher percentage of female STEM majors.





Men give their companies' gender diversity efforts a much better grade than women do - LA TIMES

by Jenna McGregor 
Originally published: October 15, 2017
Publisher: LAtimes.com 

Corporate executives like to say gender diversity is one of their top priorities. They mount publicity campaigns, tout their equal pay measures and start up women's networks to help promote female leaders.

But the view of those agendas — and companies' success at achieving them — is starkly different when it comes to male and female employees, according to a survey released last week.

The survey, by consulting giant McKinsey and the Sheryl Sandberg-funded women's organization Lean In, shows a sharp divide between how men and women view their companies' efforts at advancing women.


The UN Wants American Businesses to End Anti-LGBT Discrimination - ADVOCATE

by Alex Slater
Originally published:  October 16, 2017
Publisher: Advocate.com 

Surprise! Being nice to people makes them happier. Double surprise! Being inclusive and encouraging of a diverse workplace makes employees more productive.

These are, of course, empirically established facts, so it’s sad that in 2017, in the United States, they even need to be stated. The debate about diversity and inclusion in the workplace should long have been relegated to history books, rather like marching against Nazis. But, of course, the increased normalization of racism and bigotry — especially on a global level — calls on us to restate the case for diversity in the workplace. I was reminded of this while engaging with the United Nations recently, as it launched new standards aimed at businesses to tackle discrimination against LGBTI people.

The UN’s action is not just aspirational, it is unfortunately defensive — designed to protect LGBTI workers, suppliers, distributors and consumers in the U.S. and abroad, in large and small companies alike, that still face discrimination based on how they identify. Workers like Jameka Evans, a former security guard at Georgia Regional Hospital in Savannah, who was harassed, denied equal pay, and then forced from her job because she was a lesbian. The U.S. Supreme Court may now hear her case, potentially establishing federal employment protections on sexual orientation. Evans’s case — from hate to hope — is all the more remarkable in highlighting the very absurdity of the fact that discrimination is still legal. 



Monday, October 16, 2017

New school program helps young newcomers feel comfortable in class - CBC

by Cody MacKay
Originally published: October 12, 2017
Publisher: CBC.ca

A new basic English language program is helping newcomer students adjust to life at P.E.I. schools.

The Functional Language Program offers beginner-level English to newcomer students to help them more easily integrate into the school system and communicate with their peers.

The program is offered at several schools in Charlottetown and Stratford and lasts between four and six weeks.



Pioneering black hockey players weigh in on Crosby's White House visit - CBC

by Emma Smith 
Originally published: October 13, 2017
Publisher: CBC.ca

The first all-black line in Canadian university hockey was formed on the fly one October day in 1970.

During a game in Sackville, N.B, Saint Mary's Huskies coach Bob Boucher looked down the bench and signalled to Bob Dawson, Darrell Maxwell and Percy Paris. 

Nearly 50 years later, the three players are being recognized in Halifax for their contributions to Canada's favourite game, and they're speaking out about Sidney Crosby's controversial visit to the White House. 



Equal rights: how diversifying your staff can improve your bottomline - ELITE BUSINESS

by Eric Johansson
Originally published: October 13, 2017
Publisher: EliteBusiness.co.uk

Tech startups are changing, with more businesses taking action to boost the number of female employees among their staff. However, when James Damore posted his now infamous memo in July, the ex-Google engineer demonstrated that the sector still has a long way to go. “His argument is based on the idea that men and women are wired differently and as a result each sex is more suited to certain roles,” says Jonathan Atkins, managing psychologist at Pearn Kandola, the business psychology consultancy. Leaving the accuracy of his ideas aside – although plenty of those in the science community have dismissed his arguments and even one of the researchers Damore quoted said that he misrepresented the studies – views like Damore’s highlight how the industry is still struggling to come to terms with its equality problem. And it’s hardly a mystery why these companies are eager to fix the issue as failing to do so can have lasting ramifications for startups. “The tech industry is seen as lacking in diversity and many companies therefore appear to be highly unattractive places to work for women and people from ethnic backgrounds,” says Atikins.

And there’s good reason for founders to pursue an equal work environment from the beginning. “It’s important that a startup is inclusive from the beginning as it ensures that all employees feel valued and appreciated in the workplace,” says Jonathan Richards, CEO and founder of breatheHR, the HR-software developer. And while it may seem like an odd priority when a new venture is still trying to ensure its own survival, getting equality right will have long-lasting benefits. “Setting this norm at the start will ensure the culture goes from strength to strength and the company’s values are at the centre of it,” says Richards.



Too Many Men Are Silent Bystanders to Sexual Harassment - GOOD MEN PROJECT

by David G. Smith
Originally published: October 13, 2017
Publisher: GoodMenProject.org

We were blindsided and demoralized by news this September that a substantial group of male Marines had posted unauthorized and compromising pictures of female colleagues, ostensibly their sisters-in-arms, to a Facebook page where other men, including thousands of current and former Marines, made derogatory and harassing comments. Some of them made allusions to sexual assault and rape.

As U.S. Naval Academy professors who spend our days educating and championing women for careers of service as officers in the Navy and Marine Corps, we feel heartsick and angry about this. Yet, as disturbing as it is, even worse is the steady drumbeat of such news coming out of organizations of all types. In the Navy, several of the first women to volunteer for service on U.S submarines were surreptitiously filmed in the bathroom. Last year the Harvard men’s soccer team saw its season terminated when news leaked that team members were posting, rating, and discussing, in explicit and derogatory terms, unauthorized photos of players on the women’s team. Multiple sexual harassment lawsuits have been lodged at Fox News over the past year. Most recent, Uber has come under fire for allegedly tolerating a culture of unbridled sexism and sexual harassment.


5 pitfalls women tech leaders must avoid - TECH REPUBLIC

by Alison DeNisco 
Originally published: October 13, 2017
Publisher: TechRepublic.com 

Women climbing the tech career ladder tend to face some common pitfalls that prevent them from reaching their full leadership potential, according to Barbara Annis, founding partner of the Gender Intelligence Group, a leader in gender diversity and inclusive leadership training.

The concept of gender intelligence refers to "an appreciation of the neuroscience that men and women bring in different thinking to the workplace," Annis said. "Often, especially in technology, women feel sometimes forced to fit in, to behave more like a guy. This is about moving beyond the stereotyping, or learning new behaviors that are not authentic."

In the first year of her career as the first woman in sales at Sony, and after winning a sales award, she said her boss told her, "you're good with the clients, but you're not really a team player," and that she lacked assertiveness. He sent her to a training called "Guerilla War Tactics for Women in Business," which aimed to teach women to act as alpha males. "I went back to Sony and applied those tactics," Annis said. "At the end of the year in my feedback my boss said, 'She's become a very dangerous woman.' You fall into this Catch-22."



Gender equality at work has barely improved in 10 years, report finds - CIPD

by Hayley Kirton 
Originally published: October 13, 2017
Publisher: CIPD.co.uk 

Experts warn young women won’t see real workplace equality before retirement

The UK’s gender equality at work has barely budged in 10 years, a recent report has found, sparking warnings that women could be waiting decades to see a real difference.

The Gender Equality Index 2017, which was published by the European Institute for Gender Equality (EIGE) earlier this week, also revealed that gender equality at work across the EU as a whole had improved little between 2005 and 2015. The report measured gender equality at work using several factors, including the proportion of women in full-time employment, the availability of flexible-working arrangements and career prospects.



Inclusivity: The missing denominator behind advertising mishaps - CAMPAIGN

by  Christian Ward
Originally published: October 13, 2017
Publisher: CampaignLive.com 

When a brand strays off-path it can cause great unrest amongst loyal consumers. We saw it last week with Dove—a powerful brand with a long-standing, public-facing mission to champion real beauty. Yet its latest campaign missed the mark.

Diversity, and by natural extension, inclusivity, has been a key brand value for Dove that has—on the whole—previously been delivered both consistently and with care. So where did it go wrong?

Internal inclusivity.



Why We Need White Male Allies to Fight for Diversity and Inclusion in the Workplace - GOOD MEN PROJECT

by Mike Dillon 
Originally published: October 13, 2017
Publisher: GoodMenProject.org

In September 2017, I served as a panelist at The Better Man Conference, an annual event in the San Francisco Bay Area focused on engaging men in conversations around inclusionary leadership for women and minorities. On stage, I was joined by a diverse group of fellow panelists: Dr. Ronald Copeland of Kaiser Permanente, Nadia Chargualaf of Telestra, Lesley Slaton-Brown of HP, and Dale Thomas Vaughn of the Gender Leadership Group.

To my surprise, during the Q&A session, an audience member raised her hand and asked me, “As a white man, why are you on this panel? Why do you care about diversity?”

I didn’t see it coming. I felt her comment seemed to question my credentials as PwC’s Chief Diversity Officer. Almost as a reflex, I responded by saying: “As an out gay man, I understand exclusion because of my sexual orientation.”



Soledad O’Brien: Workplace Diversity Efforts Should Start In High School - FASTCOMPANY

by Lydia Dishman 
Originally published: October 13, 2017
Publisher: FastCompany.com 

A college degree can make a huge difference in earnings over the course of a career. A recent Pew Study found the median wage gap between workers with only a high school diploma and those who graduated from college was $17,000 annually. And without a college degree, the chances of living in poverty or being unemployed are significantly higher.

While high school dropout rates have been improving, the National Center for Educational Statistics put the total at 5.9% in 2015. The rate is even higher for black and Latinx students–6.5% and 9.2%, respectively.

Emmy- and Peabody Award–winning journalist Soledad O’Brien is passionate about the issue, and how educational disparities impact the nation’s workforce. She believes that companies on a mission to diversify their ranks need to step up their efforts earlier to help improve the chances that more young people of color will finish high school and go on to college.



Friday, October 13, 2017

Disability Discrimination At Work: Know Your Rights - LAWFUEL

Originally published: October 11, 2017
Publisher: LawFuel.com

Disability discrimination is one of the most commonly misunderstood areas of employment and disability law. While discrimination in the workplace based on disability is unlawful, it happens far more frequently than one may expect.

The Equal Employment Opportunity Commission (EEOC) continues to receive thousands of complaints every year citing workplace discrimination based on disability. Knowing your rights and understanding both the federal and state laws on disability discrimination is important.

Here are 3 things you should know:

The Americans With Disability Act


This law prohibits any form of discrimination against Americans with disabilities in employment, transportation, schools and public places. The law is clear that people with disabilities must be given equal opportunities as those without. An adequate environment should also be provided to accommodate employees with disabilities.



Nonwhite, plus-size and trans models just had their most visible Fashion Month ever - MIC

by Rachel Lubitz
Originally published: October 12, 2017
Publisher: Mic.com

Fashion is taking diversity seriously. That’s what you can glean when you read the Fashion Spot’s latest diversity report, which took upon the gargantuan task of counting all the models of color, plus-size models, transgender models and models older than 50 at shows during Fashion Month, which is comprised of New York Fashion Week, London Fashion Week, Milan Fashion Week and Paris Fashion Week.

Let’s start with racial diversity during Fashion Month. Surveying 266 shows and 8,258 model appearances, the Fashion Spot concluded that 30.2% of all models cast during Fashion Month were nonwhite, a 2.3% increase from February.

“This season does seem historic,” Fashion Spot’s editor-in-chief Jennifer Davidson said in an interview. “Nonwhite models now represent over 30% of castings (and almost 37% in New York), which is a significant improvement from just three years ago when the Spring 2015 season had only 17% models of color. Casting a racially diverse runway is finally becoming the norm. And the few runways with no models of color seem shockingly and egregiously out of touch.”



Top firms given four years to appoint ethnic minority directors- THE GUARDIAN

by Jill Treanor 
Originally published: October 12, 2017
Publisher: TheGuardian.com 

Britain’s biggest companies have been given four years to appoint one board director from an ethnic minority background as part of a package of measures outlined in a government-backed review into the lack of diversity at the top of corporate Britain.

Sir John Parker, the chairman of the mining company Anglo American, who conducted the review, said it should be a wake-up call for major companies that only 85 of the 1,050 director positions in the FTSE 100 companies were held by people from ethnic minorities.

The companies in the FTSE 100 have been told to end their all-white boardrooms by 2021 while those in the FTSE 250, the next tier of companies on the stock market, have until 2024. The target is voluntary, but companies that fail to comply will have to explain why.


3 Challenges Women Face in Advancing Their Event Tech Careers - TRADE SHOW NEWS NETWORK

by Michelle Paetz Wyatt
Originally published: October 12, 2017
Publisher: TSNN.com

The recent controversy at Google underscores a persistent problem in the technology sector: Women remain significantly underrepresented at all levels. The results of a 2017 women in technology survey by ISACA.org tells part of the story: nearly 40 percent report gender bias in the workplace, 35 percent report unequal pay for the same skills, and 42 percent cite a lack of female role models as a barrier to success.

The dearth of gender diversity at the highest levels is also apparent in the event tech sector. I’ve seen it throughout my career as an event tech entrepreneur. It wasn’t a field I set out to enter – I never attended a trade show until after college. But once I became familiar with how events operated, I knew there had to be a better way, which led me to co-found CadmiumCD.

I recently spoke with Cathy Breden, EVP and Chief Operating Officer of the International Association of Exhibitions and Events (IAEE). She has also seen the lack of gender diversity firsthand. She estimates that women fill about 2 percent of C-level.



Yes, Diversity Can Avert Crisis - THE HOLMES REPORT

Originally published: October 12, 2017
Publisher: HolmesReport.com

Every once in awhile, a company makes headlines for something so tone deaf that you wonder, “How did so many people think this was a good idea?” or even worse, “How did so many people not realize this was a bad idea?” You begin to run through the many levels of approvals and hands the news passed through to get to that headline.

Snapchat’s accidental blackface filter is a good example of this. Conceived as a tribute to Bob Marley, the face filter blended users' faces with that of the Jamaican singer-songwriter and was perceived by many as culturally insensitive, unintentionally racist and largely offensive to African Americans.

More recently, Silicon Valley startup, Bodega suffered from intense criticism for its culturally insensitive concept that raised millions of dollars in early-stage funding. The idea was to disrupt the traditional mom-and-pop bodega—a loanword from Spanish for convenience store—by replacing it with app-connected vending machines.



A recent study says some white men feel excluded at work - CNBC

by Ruth Umoh 
Originally published: October 12, 2017
Publisher: CNBC.com

When companies discuss diversity and inclusion, the focus is generally on underrepresented racial groups, women and LGBTQ employees. With today's political and economic environment as the backdrop, professional services firm Ernst & Young set out to see how majority groups, particularly men, feel at work.

"Men have been somewhat left out of the conversation," Ernst & Young's global diversity and inclusiveness officer Karyn Twaronite tells CNBC Make It. "When you feel excluded, you feel unheard."

The study, which included a sample size of more than 1,000 Americans who are employed full-time, found that nearly one-third of all men have felt personally excluded at work. Additionally, over one-third of those surveyed believe the increased focus on diversity in the workplace has overlooked white men.




How do you adapt to the future workplace? Diversity - SILICON REPUBLIC

Originally published: October 12, 2017
Publisher: SiliconRepublic.com 

Tanya Duncan joined European colocation data company Interxion in 2001. She held a number of positions and steadily made her way up the ranks before being appointed managing director in 2005.

Duncan has extensive experience in the management of complex customer environments, capital-intensive projects and strategic business development. She has played a vital role in the positioning and development of Interxion in Ireland.

Her customer focus, coupled with a strong understanding of business and technical requirements, has spearheaded Interxion’s success in the Irish data centre market. 



The culture of harassment goes way beyond Harvey Weinstein - CBS NEWS

by  AIMEE PICCHI
Originally published: October 12, 2017
Publisher: CBSnews.com

Iman Oubou, the founder of media startup Swaay, said she knew sexual harassment was a problem for women in business, but she still found herself dismayed when she started raising money for her company.

"One of my very first experiences was with a male investor who didn't want to meet me anywhere else besides his hotel room," she recalled. "He was insistent. He said, 'I only have a couple hours, I have to get to the airport, the only way is if you come to my hotel room.'"

She refused, and instead met him in the hotel restaurant. "I was wearing a pencil skirt, like a lot of women wear, and the first comment I ever got from him was, 'Oh, did you wear that pencil skirt just for me?'" she said, adding that she didn't push back because of fears of how she'd be viewed. "I didn't want to come across as uptight, but it's offensive when I'm there on a professional basis."


A grassroots group comes to Toronto to hear from women in tech - CBC

by Natalie Nanowski
Originally published: October 12, 2017
Publisher: CBC.ca

Piled into a RV, a group of women is travelling across the country trying to figure out who Canada's women in tech are and what challenges they face in a male dominated industry.

One of the reasons Alicia Close started Women in Tech World (WinTech), was because she realized how poorly represented women are in the industry when she was trying to help her former employer recruit them.

"We didn't have a lot of women applicants on the data analysis side of things," Close told CBC Toronto. "I really wanted to understand how to help women get involved and how to support them."



Thursday, October 12, 2017

Why Leadership is Key to Making Diversity and Inclusion Plans Work - HUNT SCANLON

by Scott Scanlon 
Originally published: October 11, 2017
Publisher: HuntScanlon.com 

Committed leadership, from the top down, is the key to companies having effective diversity and inclusion strategies, according to a newly released report by Russell Reynolds Associates. The survey, “Diversity and Inclusion Pulse: 2017 Leader’s Guide,” illuminates the challenges that businesses face and steps leaders can take to achieve D&I success.

“Our new research shows that in spite of the clear advantages of committing to a D&I strategy, many companies still struggle to execute it effectively,” said one of the study’s eight authors, Amy Hayes, a leader of the diversity and inclusion, assessment and succession planning practices for the firm. “In order to ensure real progress toward these goals, leaders need to evaluate policy and processes, and be public in modeling inclusive behaviors.”

The study polled 2,167 executives worldwide to better grasp how businesses align around diversity and inclusion. At the heart of the study, the search firm and leadership advisor wanted both male and female executives to share how they understood their organization’s D&I strategy and the barriers faced in executing it effectively.



BMO, TD among the most diverse and inclusive firms globally - INVESTMENT EXECUTIVE

by James Langton 
Originally published: October 10, 2017
Publisher: InvestmentExecutive.com 

Two of Canada's Big Banks rank among the world's 100 best companies in terms of the diversity and inclusiveness of their workplaces, according to a report released Tuesday by financial information firm Thomson Reuters.

The second annual ranking of the top 100 most diverse and inclusive companies lists Bank of Montreal in a tie for 18th place with German insurer Allianz SE, and Toronto-Dominion Bank is tied for 71st place with German automaker,Daimler AG, and PPC Ltd., a South African cement company.

The diversity and inclusion index features the top 100 firms in the world as measured by scores on 24 metrics in four areas — diversity, inclusion, people development, and news controversy — based on environmental, social, and governance (ESG) data collected by Thomson Reuters. The top ranked firms in the world are Contact Energy Ltd., Gap Inc., and Johnson & Johnson.



Diversity In Politics Is Another Reason I'm Grateful To Be Canadian - HUFFINGTONPOST

by Meera Solanki Estrada
Originally published: October 10, 2017
Publisher: Huffingtonpost.com 

While I scrolled through my Instagram feed this past weekend, I was served a hearty helping of turkey dinners, pumpkin patches and family feast shenanigans. While many of us shared the highlight reels from our Canadian Thanksgiving celebrations, I couldn't help but think of our friends south of the border.

Yes, there is always something to be grateful for — but this year, more than ever, I feel the vast differences in our two countries and how difficult the holidays will be for so many Americans that have lost their homes to hurricanes, lost their loved ones to gunfire (93 lives taken daily through the barrel of a gun) and lost hope in a government that cares little about them or their rights. Always a fiercely proud Canadian, I feel an abundance of pride and gratitude in calling the True North my home.





Nearly half of men think it’s sufficient when 1 in 10 senior leaders at their company is a woman - QUARTZ

by Leah Fessler 
Originally published: October 11, 2017
Publisher: QZ.com 

There are endless justifications (and excuses) for women’s relative absence in business leadership. Many of them point to women—our families, ambitions, genetic dispositions—to explain the fact that 80% of C-suite executives are men.

Sheryl Sandberg, Facebook COO and author of Lean In, is sick of this narrative. As part of this year’s Women in the Workplace report from McKinsey & Co. and LeanIn.org, the nonprofit founded alongside Sandberg’s book, she penned an op-ed in the Wall Street Journal on how to achieve gender equality. In it, she argues that the underrepresentation of women at every step of the corporate ladder is not because of attrition or lack of asking. “Women and men stay with their companies at roughly the same rate… [and] seek promotions at the same rate as men,” she writes.

Rather, the findings of the McKinsey/LeanIn report, which reflects the input of 222 companies employing more than 12 million people, suggest that gender equality persists largely because of blind spots.



Six ways to be more inclusive of transgender people in the workplace - PERSONNEL TODAY

by Jennie Kermode
Originally published: October 11, 2017
Publisher: PersonnelToday.com 

HR has a key role in preventing discrimination against transgender people. Jennie Kermode, author of a new book on transgender people in the workplace, gives six tips on making the workplace more inclusive.

A recent survey by job board Totaljobs found that 43% of transgender people actively look for trans-friendly employers when they’re job-hunting. Lesbian, gay and bisexual people may also take an organisation’s trans-friendliness as a good sign that they’ll be welcome there. So how can employers make their workplaces better for transgender employees? How can they send out the right signals – and make sure they are doing more than just window-dressing?


Deloitte UK enhances organisation culture to reduce gender pay gap - EMPLOYEE BENEFITS

by Katie Scott 
Originally published: October 11, 2017
Publisher: EmployeeBenefits.co.uk 

Employee Benefits Live 2017: Deloitte UK has implemented agile working and an unpaid leave programme in order to improve its organisation culture and gender diversity.

The audit, financial and tax advisory organisation focussed on introducing work-life initiatives and enhancing its overall organisation culture after focus groups with their female staff discovered they were struggling to juggle home caring responsibilities with work, and also women who held senior positions were found to be disengaged with the organisation due to its corporate culture. This was reflected in the organisation’s recruitment statistics, which show that only 36% of new graduates entering the business are women, as well as in its gender pay gap data.

Speaking at Employee Benefits Live 2017, Emma Codd (pictured), managing director for talent at Deloitte UK, said: “We had to actually do something to change. And we did loads of things already, so we had women’s networks, we had some programmes, but the reality was they hadn’t made a difference, they hadn’t moved the dial at all. We knew that we had to do something very, very focused. So we spoke to our women. We spoke to a lot of our women and we analysed and we asked.”


Is unconscious bias blurring recruiter mindsets? - CIPD

by Charles Hipps
Originally published: October 11, 2017
Publisher: CIPD.co.uk 

In recruitment, two things to avoid are adverse impact and bias. Employers are not allowed to apply any requirement or condition that disadvantages people or makes them ineligible for a job without a justifiable reason, as this could constitute discrimination.

Bias, simply put, is a person’s inclination or prejudice against another person or group of people. Unconscious biases are the prejudices every human has and acts on without thinking or malicious intent. Instinctively, people tend to like those they align with most. Sometimes that alignment is racial or gendered. Sometimes it is personality-based.

Here are a few of the most common forms of unconscious hiring bias to watch out for:

Conformity bias – Like peer pressure and groupthink, this bias occurs when an individual follows the majority, ignoring their own opinions. In recruiting, conformity bias might surface in a panel interview where individuals hesitate to voice their thoughts for fear of disagreeing with the majority.



Women on Wall Street See Fewer Opportunities to Advance - THE STREET

by Anders Keitz
Originally published: October 11, 2017
Publisher: TheStreet.com 

For the third straight year, many women working on Wall Street today don't believe there are more opportunities for women to advance to the most senior positions in the financial services industry, even as institutional investors advocate for greater gender diversity at American companies.

At the eighth annual RegentAtlantic Wall Street Women Forum® in ­­­­April, dozens of high-level women working in financial services gathered to discuss career and personal issues they face in the industry. During the event, speakers, including Elinor Hoover, global co-head of the consumer products group in Citigroup Inc.'s (C - Get Report) corporate and investment banking division and Plum Alley founder and Chief Executive Officer Deborah Jackson, spoke about the ways women can stay relevant, advance gender diversity and hone their leadership skills.

Hoover, who was one of the keynote speakers, said that there have been tremendous opportunities for women on Wall Street in the past decade. She has noticed an increasing number of women serving on boards and executive teams but said there should still be more.


Companies Building Diversity Surveys Must Consider Metrics of "Belonging" - BETAKIT

by FEMINUITY 
Originally published:  October 11, 2017
Publisher: BetaKit.com 

As Peter Parker (Spiderman) discovers his newfound powers, his uncle, Ben reminds him “with great power comes great responsibility.” With all eyes on the Canadian tech community thanks to our burgeoning tech ecosystem, Uncle Ben’s words are more relevant now than ever.

All eyes are on the Canadian tech community because we’re getting a lot right. Canada’s VC community is setting record investment numbers as VC in Canada hit a 15-year high in 2016, with a total of $3.7 billion invested. Government investment is also strong, as the government works with the private sector through the AI-focused Vector Institute and initiatives like its Superclusters plan.

We’re also vocal in our support of inclusion. Just earlier this year, members of the Canadian tech community signed an open letter citing diversity as a source of significant strength and opportunity for the community. Written in response to the Trump administration’s Executive Order to block entry of citizens from seven Muslim-majority countries, the letter has received 3,506 signatures of support to date.




Wednesday, October 11, 2017

Anita Hill: Sexual Harassment Knows No Politics - VARIETY

by Anita Hill 
Originally published: October 10, 2017
Publisher: Variety.com 

Successful men do harass. They act in ways that are abusive and sometimes illegal. Too many of us are under the impression that the people who do this are losers, and that’s not the case. Liberal men, high-achieving men, educated men, men who claim to support women, can be harassers. Maybe that will help change people’s minds about what’s happening in their own community, their own workplace and their own campus. It may not be Harvey Weinstein doing these things, but it may be someone like Harvey Weinstein, who is prominent and progressive, who is abusing women.

There’s a myth that sexual harassment is something that happens just with Republicans instead of Democrats. People weren’t surprised that Roger Ailes harassed because Roger Ailes is conservative. When a conservative harasses or engages in misconduct, the thinking is that they’re being hypocritical. They’re the ones who tell us harassment doesn’t exist, or if it does, it’s not a big problem. When liberals harass, I think there’s a sense of betrayal, because they’re the ones who are saying we believe in women’s equality. There’s a different emotional reaction, but it’s still painful and it’s still difficult for women to come forward. It doesn’t matter who’s doing it. 


Nenshi claims opponents' supporters driven by racist ideology in Facebook video - CBC

by Pamela Whitby 
Originally published: October 9, 2017
Publisher: CBC.ca 

A video of incumbent mayor Naheed Nenshi appealing for support is getting quite the reaction — from some of his mayoral opponents.

The video was posted to Facebook by Mashhood Qazi on Friday but was later removed from public view.

In it, Nenshi makes a plea for support in a message to Calgary's Pakistani community, suggesting some of his opponents' supporters may be driven by racist ideology.


#WorldMentalHealthDay: Twitter erupts with support for employees - BUSINESS GRAPEVINE

by Emily Douglas 
Originally published: October 10, 2017
Publisher: BusinessGrapevine.co

World Mental Health Day is upon us, and it’s a chance for employers everywhere to showcase their dedication to helping and supporting workers who live with mental health issues.

Despite a raised awareness, just 30% of workers feel comfortable and happy speaking to an employer about mental health, according to a report from The Surrey and Borders Partnership NHS Foundation Trust. This is despite the fact that one in six of us have suffered from a symptom of mental health in the past week alone – Get Surrey reports.

Speaking on the issue, Fiona Cannon, Responsible Business and Inclusion Director at Lloyds Banking Group, explains how businesses need to be more involved with the cause: “Organisations perform best when they have a focused, engaged and healthy workforce. In support of World Mental Health Day, the Group is supporting communities through its charity partner, Mental Health UK, having raised £3million to date. Our fundraising efforts will create a pioneering Mental Health Money Advice Service as we believe that there is distinct link between mental health and financial hardship, which this advice service aims to address.”



'Some people believe disability is contagious': breaking down barriers in Mozambique - GUARDIAN

Originally published: October 10, 2017
Publisher: TheGuardian.com 

From school to the workplace, people with disabilities in Mozambique face stigma and discrimination. They are far less likely to be educated and can find it impossible to get into work. Lucy Lamble travels to Sofala province to see how a new initiative is opening up opportunities and transforming lives.

In Mozambique, as in many developing countries, people with disabilities face extra challenges from the start. At least half of the world’s 65 million school-age children with disabilities are not in primary or lower secondary school; between 80–90% of disabled adults are unemployed.


Disability, Sex Bias Claims Lead Rush of EEOC Year-End Lawsuits - BLOOMBERG

by Patrick Dorrian 
Originally published: October 6, 2017
Publisher: BNA.com 

The EEOC closed its 2017 fiscal year with the usual flurry of new lawsuits against U.S. employers, including Fortune 500 companies Wal-Mart, Home Depot, Publix, and Lowe’s.

The federal job rights agency filed 86 new cases in September, with allegations of disability- and sex-based discrimination leading the way. The total mirrors previous Septembers for the Equal Employment Opportunity Commission in reflecting a spike in the final month of the agency’s fiscal year.

However, this September was also the most active litigation-wise the agency has had since 2011.



Clorox CEO on How to Just Win, and Why Diversity Is So Important - THE STREET

by Brian Sozzi  
Originally published: October 7, 2017
Publisher: TheStreet.com 

Clorox (CLX - Get Report) is far from your typical 104-year old consumer packaged goods company. 

Under the leadership of CEO Benno Dorer over the last three years, Clorox has managed to unleash a steady stream of innovation that grabs the money right out of people's wallets. That ranges anywhere from new scents on popular Clorox disinfecting wipes to easier-to-pour Brita water pitchers. Factor in the recent launch of all-natural cosmetics under the Burt's Bees name, and this is clearly a company moving nimbly in a fast-changing retail space. 

Dorer took TheStreet inside Clorox' innovation machine, and explained why championing diversity in the workplace is so integral to success. 



Why you may never have to read another diversity article again - THE DRUM

by Ali Hanan 
Originally published: October 10, 2017
Publisher: TheDrum.com 

Who succeeds in the creative industry – and why? And, how can we truly unleash the potential of all creative talents? I’ve been working on a project to set the new Creative + Media Equality Standard which sets the bar for measuring how company policies, practices and behaviours stack up and, more importantly, what that means for the shop floor.

The fact is diversity is all in the data.

Here are eight trends discovered so far for working on this project:

Flexible working is seen to hinder career progression (whoever you are)


The Hidden Battle of the Sexes at Work - WALL STREET JOURNAL

by  Vanessa Fuhrmans
Originally published: October 10, 2017
Publisher: WSJ.com 

For all the effort employers are pouring into advancing women in the workplace, why are they making so little headway?

One big obstacle: Men and women are at odds over whether there even is a problem to begin with.

In the same offices and on the same teams, women largely view gender equality as a work still in early progress, while many male colleagues see a mission accomplished. Significantly more men than women say their companies are level playing fields and have plenty of women leaders, even in places where less than 1 in 10 top executives are women. And they are much more likely to say gender diversity isn’t a priority for them, often because they think merit would suffer.


EY reports a 19.7% mean gender pay gap - EMPLOYEE BENEFITS

by Katie Scott 
Originally published: October 10, 2017
Publisher: EmployeeBenefits.co.uk 

Professional services organisation EY has reported a mean gender pay gap of 19.7% for fixed hourly pay as at 5 April 2017.

The organisation has reported its gender pay gap data in line with the government’s gender pay gap reporting regulations and ahead of the private sector submission deadline of 4 April 2018. In addition, EY’s Pay gap report 2017 also includes voluntary disclosures, such as its ethnicity pay gap.

The gender pay gap reporting regulations require organisations with 250 or more employees to publish the difference between both the mean and median hourly rate of pay for male and female full-time employees; the difference between both the mean bonus pay and median bonus pay for male and female employees; the proportions of male and female employees who were awarded bonus pay; and the proportions of male and female full-time employees in the lower, lower middle, upper middle and upper quartile pay bands.