Wednesday, December 13, 2017

Number of female professors in Canada up 28 per cent in six years - TIMES HIGHER EDUCATION

by  Ellie Bothwell
Originally published:
Publisher: TimesHigherEducation.com 

The proportion of female teaching staff at Canadian universities has increased by 9 per cent in the past six years, primarily due to a large increase in the number of female professors, according to new data.

Women accounted for almost 40 per cent of full-time academic teaching staff at Canadian universities in 2016-17, up from 36.6 per cent in 2010-11, new figures from Statistics Canada show.

The increase was owed to a 28.3 per cent rise in the number of female full professors and an 18.2 per cent rise in the number of female associate professors, although the number of female assistant professors fell by 12 per cent.



Employer bias is undermining business innovation and potential says OU - WORKPLACE INSIGHT

by Sara Bean 
Originally published: December 12, 2017
Publisher: WorkplaceInsight.net

Over a quarter of senior managers hire people just like them, and this bias is still rife in some organisations, according to new market research commissioned by The Open University. The study amongst business leaders and employees finds that three in 10 (29 percent) senior managers admit they hire people just like them, and warns employers may be overlooking candidates from different social and educational backgrounds, impacting access to talent, and hindering business innovation and performance as a result. Employers place significant importance on educational attainment (86 percent), cultural fit (77 percent), tastes and leisure pursuits (65 percent), and even social background (61 percent). Considering the typical social make up of managers, this raises concerns about diversity, a key driver of innovation, and hints at a glass ceiling for those from less privileged backgrounds, with the re-enforcement of the historical class system. The issue is prevalent in both recruitment and employment, with bias creating a ‘degree premium’, particularly at entry level.

More than half (55 percent) of managers would not be willing to take on employees without a degree and train them up in the skills required, which puts the minimum entry requirement out of reach for many.



Most tech professionals satisfied, but the millennials want more pay - CIO DIVE

by Samantha Ann Schwartz
Originally published: December 12, 2017
Publisher: CIOdive.com 

Dive Brief:

  • The average salary of IT professionals is about $60,000 but 68% of millennials in the workforce believe they are underpaid, according to a Spiceworks report of about 2,100 respondents from North America and Europe. Still, 70% of respondents are satisfied with their job.
  • Approximately one-third of IT professionals are planning on looking for another IT job while over half are expecting a salary increase from their current employer in 2018.
  • As far as demand is concerned, cybersecurity, networking and expertise in infrastructure hardware are the most sought after skills. Currently, only about one-fourth of cybersecurity professionals possess "advance" expertise, according to the report. 


Toronto library bars hate groups from renting space - TORONTO STAR

by Samantha Beattie 
Originally published: December 11, 2017
Publisher: TheStar.com 

The Toronto library board unanimously approved restrictions that will prevent groups from renting library space to promote discrimination or hate.

Library staff can now deny or cancel bookings they believe are “likely to promote, or would have the effect of promoting discrimination, contempt or hatred of any group, hatred for any person” based on race, ethnicity, colour, language, religion, age, sex, sexual orientation, gender identity, among other factors, according to a staff report.

“Be bold, be courageous. Reject hate, embrace diversity,” Bernie Farber, a former CEO of the Canadian Jewish Congress, told the board during a meeting at the reference library on Monday night. “Your policy sends a very strong statement that the library will not be a comfortable living room for white supremacists.”



How workplaces evolve when they become disabilities-friendly - YOUR STORY

by Sourav Roy 
Originally published: December 12, 2017
Publisher: YourStory.com 

In line with our previous attempts of chronicling journeys of the specially-abled, and build dialogue around inclusion and accessibility; SocialStory, a vertical of YourStory organised a month-long campaign on making India inclusive.

The campaign discussed various issues around accessibility and invited leaders and change-makers to share their views and opinions on the subject.

As part of the Inclusive India campaign, we also partnered up with organisations like Sarthak Educational Trust, Enable India, National Centre for Promotion of Employment for Disabled People, among others, whose efforts have played a significant role in paving way for a more inclusive society.



How to cultivate and capitalize on diversity of thought in the workplace - BUSINESS JOURNAL

by Sunil Kasturi 
Originally published: December 12, 2017
Publisher: BizJournals.com 

Disruption has become the norm in business today, and being able to see what’s coming next has never been more important.

Researchers have found that a diverse workforce delivers a competitive advantage, but diversity remains a challenge for corporate America. Studies have shown that employers tend to hire people who are similar to them in culture and experience. Less than 1 percent of Fortune 500 CEOs are black, 4 percent are women and even fewer are openly gay.

Nonhomogeneous teams are simply smarter, researchers have found. They process facts more carefully and question their own assumptions, enabling them to see around corners to the next market disruptor. Diversity, however, goes far beyond what’s visible, and embracing true diversity requires a new approach to hiring, managing and retaining teams and to the process of problem solving and decision making.



Women Leadership in the Worldwide Business Community - ONREC

Originally published: December 12, 2017
Publisher: Onrec.com 

The statistics show that more and more women are succeeding in the business world. However, recent studies show that women still have a long way to go to achieve parity with men.

International Women's Day, which is celebrated every March, is a chance for the business world to sit back and review the successes and experiences that women experience in the international business community. It was set aside as a time to review the social, economic, cultural and political achievements of women worldwide and reflect on the experiences that lay ahead.

These future trials are formidable if the data presented during the 2016 Women's Day is accurate.



Want more women applicants? Shake up your recruiting practices - HR DIVE

by Valerie Bolden-Barrett
Originally published: December 12, 2017
Publisher: HRdive.com 

Dive Brief:

  • Women look for jobs in different places than men do, according to a new report from Fairygodboss. They rely more on their communities and make decisions about where to work based on different benefits and work culture factors than men. Employers looking for a more diverse candidate pool should align their recruiting strategies with these factors, the organization recommended.​
  • Fairygodboss, a career community for women, released its recommendations in its State of Gender Equality in the Workplace 2017 annual report. This year's report includes sections on sexual harassment in the workplace, the plight of women of color and employee resource groups that empower women.
  • The report also suggests that employers examine pay practices for fairness; commit to competitive, family-focused leave policies; tap into employee resource groups; and engage men in combating sexual harassment.


Tuesday, December 12, 2017

The fight over free speech at universities comes down to the question of the purpose of higher-ed - CBC

by Angela Wright
Originally published: December 11, 2017
Publisher: CBC.ca

Free speech and censorship at universities seem to always be in the news. The most recent high-profile examples involve Dalhousie University, which backed away from a plan to bring student union vice-president Masuma Khan in front of a disciplinary committee for comments she made about "white fragility," and Wilfrid Laurier University, which issued an apology to graduate teaching assistant Lindsay Shepherd over her treatment for airing a TVO clip in class.

In response, many lamented the apparent erosion of the "free exchange of ideas," which is supposed to be central to universities' mandates. But while it's tempting to see these incidents as the latest manifestations in the struggle between free speech and respecting the rights of marginalized communities, they are indicative of another serious crisis: a fight over the fundamental purpose of universities.



Why diversity isn’t a numbers game - CBA NATIONAL MAGAZINE

by Beveryley Spencer 
Originally published: December 11, 2017
Publisher: NationalMagazine.ca

If you haven’t read Hadiya Roderique’s blistering account of why she left big law, I’d encourage you to do so. (Called Black on Bay Street, it was published Nov. 4 in The Globe and Mail, and has been widely shared on social media.)

The superbly qualified and well-rounded Roderique – she holds a law degree from U of T, a science degree from McGill, and is a musician and a competitive athlete – landed her dream job on Bay St. where she flourished for several years.

She found it harder to fit in, however, as her career progressed.



Sexual Harassment Is Bad Business. Now What? - FORBES

by Neale Godfrey
Originally published: December 10, 2017
Publisher: Forbes.com 

Sexual harassment and sexual misconduct conversations are finally consuming our dining rooms and our boardrooms. For many of us who have grown up in the corporate world, the stories we hear on the television are not new; however, they are now being exposed and discussed. And, corporate executives are beginning to realize that this behavior is bad business.

The stories of sexual harassment in the workplace have become very personal for me. My daughter, Kyle Godfrey-Ryan, came forward recently to speak about being a victim of sexual harassment; her goal is to support other victims and let the healing begin. In Kyle’s op-ed piece in CNN, she articulates her thesis; I worked for Charlie Rose. Calling him a villain isn’t the answer.



#ThemToo: Black Women Break Their Silence in Media - THE ROOT

by Richard Prince 
Originally published: December 10, 2017
Publisher: TheRoot.com 

Bullying, Structural Racism With Rose, Hockenberry

As Time magazine named “The Silence Breakers: The Voices That Launched a Movement” as its “Person of the Year,” black women spoke out in a way they had not previously, adding their stories about the workplace.

One, Rebecca Carroll, wrote in Esquire, “in this watershed moment of examination and reckoning as one powerful white man after another is disgraced following allegations of sexual misconduct ranging from harassment to assault, we’re still not talking about the ramifications for black women — or the broader connection to structural racism in America. . . .”

Carroll wrote about her experience on the production team of Charlie Rose’s television interview show, but black women who said they had been bullied by host John Hockenberry on New York Public Radio’s “The Takeaway” also spoke out.



Over three-quarters of marketing professionals witness age discrimination - THE DRUM

by John Glenday
Originally published: December 11, 2017
Publisher: TheDrum.com 

In excess of three quarters (76.5%) of respondents to an industry-wide survey into age discrimination have reported that the practice is widespread in their own workplaces.

The research, undertaken by employment website CV Library, found that 47.1% of marketers fret that they’re not taken seriously at work solely due to their accumulation of years although discrimination was in action at both ends of the spectrum with 75% complaining that they were considered ‘too young’ while 25% believed that they were ‘too old’.

Prejudices against these younger employees centred on a lack of experience and not being taken seriously, with 33.3% having direct experience of such discrimination. At the upper end of life’s ladder, 50% said they faced concerns that they wouldn’t be agile enough to perform their tasks.



Only 29% women have benefited from gender diversity initiatives: BCG report - MONEY CONTROL

Originally published: December 11, 2017
Publisher: MoneyControl.com 

While a majority (60 percent) of women respondents in India agree that their company focuses on gender diversity, only 29 percent have actually seen benefits. A study by the Boston Consulting Group (BCG) titled 'From Intention to Impact: Bridging the Diversity Gap in the Workplace' said that poor implementation is the primary reason that 50 percent of initiatives have not been effective.

In the Bombay Stock Exchange (BSE) 500 companies, only 3 percent of the CEOs are women. A commonly held view is that gender inequality is ultimately a result of the low ambition that women show as they begin to hit the mid-levels of management. BCG research comprehensively rejects this myth, showing that women are equally ambitious as men to advance in their careers.

In fact, 87 percent  of women and 86 percent of men surveyed are seeking advancement in their careers.



Survey shows big demand for retraining from mums - HR NEWS

by Gillian Nissim 
Originally published: December 11, 2017
Publisher: HRnews.co.uk 

Almost two thirds of mums are interested in retraining and 58% have considered setting up their own business, according to Workingmums.co.uk’s annual survey.

The transition to parenthood brings huge upheaval and the survey of over 2,300 mums shows how many are considering leaving their jobs or sector as a result of becoming parents.

The biggest reason by far given for considering starting a business or franchise is the need for greater flexibility – 36% said this. Others reasons given were wanting to be their own boss [15%] and that they had always wanted to set up their own business [17%]. While 68% of women were just thinking about starting a business, 15% were already in the early stages of setting up and 10% were working on a business plan. Access to funding was seen as the biggest challenge.





The accounting field confronts workplace diversity – data and reflections from Xerocon - DIGINOMICA

by John Reed
Originally published: December 11, 2017
Publisher: Diginomica.com 

After years of well-intentioned “diversity workshops,” we now have something new and crucial: the data to make a business case for diversity (though more data is needed). But even with proof points, diversity initiatives get stuck. Leadership teams remain stagnant.

Gender pay discrepancy stories are ubiquitous. And the persistence of sexual harassment, in the tech field and elsewhere, is one of the year’s biggest stories.

The business case for diversity – data points

These were some of the issues touched on by XeroCon 2017’s diversity panel. The panel, facilitated by Amy Vetter, Chief Relationship Officer – Partner Channel, Xero Americas, coincided with the release of the 2017 CPA Firm Diversity & Inclusion Report, sponsored by Xero (get PDF report). The other panelists included Tariq Khan, Jina Etienne, and Carlos C. Lopez.



Startups pitch ways to fight workplace bias, harassment and discrimination - THE MERCURY NEWS

by Seung Lee 
Originally published: December 7, 2017
Publisher: MercuryNews.com 


Before attending Harvard Business School, Rahkeem Morris once was a high school dropout in a single-parent household in Albany, New York. He worked three part-time jobs, including at a Taco Bell, to support himself and his family.
He returned to high school and graduated at age 20. And then Morris excelled: He graduated magna cum laude from Cornell, worked at GE and Google, and now studies at Harvard Business School.
He also founded a startup called Aday Technologies, focused on better scheduling for workers with multiple hourly shifts and eliminating the need for last-minute calls from managers to immediately come into work.


Monday, December 11, 2017

The 'bystander effect': responding to racist, violent incidents in public - CBC

by Anna Dimoff, Christine Coulter
Originally published: December 7, 2017
Publisher: CBC.ca

An alleged assault on public transit in Vancouver on Monday has sparked a discussion about how and when bystanders should intervene.

Noor Fadel, the 18-year-old Muslim woman who was allegedly attacked, looked around the train car for help but she said she was met with blank stares.

"Everyone was aware of what he just tried to do. They saw him yelling at me and continuing to yell at me, but everyone stayed seated. There was not a person who got up," she told On The Coast host Stephen Quinn Wednesday.



It’s Corporate Canada’s turn to acknowledge and address systemic discrimination - THE GLOBE AND MAIL

by Elio Luongo 
Originally published: December 8, 2017
Publisher: TheGlobeandMail.com 

The recent apology by the Prime Minister was a critical step in breaking down the barriers and discrimination that still face many in Canada's LGBTQ community. But it was just one step. Corporate Canada must also acknowledge and address the systemic and underlying discrimination built into its culture and practices that continues to affect the LGBTQ community today.

Discrimination takes many forms. I don't profess to know first-hand the challenges that are faced by those in our LGBTQ community, nor do I wish to belittle the amount of work that remains to make the needed changes. As a leader, I want to help break down barriers and open conversations. In my own way, I do know what it feels like to be considered different, and I suspect many of the country's business leaders do as well. As immigrants and children of blue-collar workers who didn't attend the right schools or right clubs, we were on the outside because we were different.



Steps HR Needs to Take Right Now to Protect Against Sexual Harassment - TLNT

by John Benson 
Originally published: December 7, 2017
Publisher: TLNT.com 

Sexual harassment awareness is having something of a “moment” right now. If you are not carefully analyzing your organization’s policies, protocols, and procedures regarding sexual harassment in the workplace, you may not be paying enough attention to this issue. Title VII of the Civil Rights Act, as well as other federal and state laws, impose an affirmative duty on employers to try to prevent sexual harassment.

Every day we are seeing new allegations against such well known people as Harvey Weinstein, Kevin Spacey,  former President George H.W. Bush, Senator Al Franken, Mark Halperin (an ABC news director), Michael Oreskes (an NPR news director), and Roy Price (head of Amazon Studios), just to name a few.



Ad execs on what can be done to deal with sexual harassment in the workplace - THE DRUM

by Jennifer Faull 
Originally published: December 7, 2017
Publisher: TheDrum.com 

Amid the fallout from the numerous accusations of sexual assault and harassment under the #MeToo movement, Women in Advertising and Communications London (Wacl) gathered industry executives last week for a frank discussion on what can be done to support those affected and solutions that might go some way to preventing it in the future.

On the panel, chaired by Thinkbox’s Tess Alps, were Lucy Barrett, client director, Radiocentre, Lorraine Jennings, director of services and talent, Nabs, Xavier Rees, chief executive at Havas London and Jo Wallace, creative director at JWT. Here’s what emerged.



Why Is Silicon Valley So Slow to Expel Abusive Men? - SLATE

by April Glaser 
Originally published: December 7, 2017
Publisher: Slate.com 

Men at the top are falling, from Bill O’Reilly to Matt Lauer to Harvey Weinstein to Rep. John Conyers. We can count among them Travis Kalanick, the former CEO of Uber, who once nicknamed the ride-hailing company “Boober” because of the attention from women his position apparently attracted. Just as in Hollywood and the media, men in the technology industry who either presided over inappropriate workplace cultures or who themselves have been accused of sexual misconduct are being called to account.

Yet while the media and entertainment industries are producing a flood of remarkable stories about sexual assault, rape, and harassment, the fallout in the tech industry has been markedly slower. Yes, some prominent executives have stepped down for inappropriate behavior, like Dave McClure of 500 Startups and Robert Scoble, the famed Microsoft blogger. Both were accused by women of sexual misconduct or making unwanted advances. But you have to wonder why at the most powerful and monied companies in the world, where men overwhelmingly dominate technical and executive roles and where sexism has long been recognized as an industrywide problem, so few stories have surfaced.



Better data, oversight needed to boost diversity in tech - BLOOMBERG GOVERNMENT

by Chris Cornillie 
Originally published: December 7, 2017
Publisher: Bgov.com 

Federal technology contractors may soon need to meet higher standards for diversity or risk losing government business, according to new recommendations from the Government Accountability Office (GAO).

In a report released Nov. 30, the government’s top watchdog calls on two government offices, the Equal Employment Opportunity Commission (EEOC) and the Office of Federal Contract Compliance Programs (OFCCP), to overhaul their efforts to, “combat discrimination and support equal employment opportunity for U.S. workers” in the technology industry.

Tech Lags in Diversity

Although technology is one of the U.S. economy’s most dynamic industries in terms of innovation and job creation, women and racial and ethnic minority groups remain underrepresented in the tech workforce.



Sexual Harassment in the Workplace: Today's Headlines Create Opportunities for Change for Employers - LAW

by Gina Roccanova 
Originally published: December 7, 2017
Publisher: Law.com 

Sexual harassment is suddenly a hot topic. With the “#MeToo” movement sweeping across social media, the “Silence Breakers” on the cover of TIME, and new allegations of sexual improprieties against high-profile individuals in the news seemingly every day, many employers are reassessing their risks. Although a few high-dollar, high-profile harassment settlements have made the news, they are far from the norm. Contrary to the public perception generated by these high-profile cases, the threat of litigation has not been a huge driver of employer behavior. There are several reasons for this. There are also several reasons employers should focus on harassment at work to create a culture that discourages it.

When Title VII was originally passed in 1964, the concept of sexual harassment did not exist. The act of sexual harassment did, of course, exist and has been experienced for generations. And while Title VII outlawed discrimination based on sex, it took more than two decades of effort by litigators and feminist theorists such as Katherine McKinnon and Eleanor Holmes Norton before the United States Supreme Court recognized, in Meritor Savings Bank v. Vinson 477 U.S. 57 (1986), that a hostile work environment caused by sexual harassment was a form of discrimination prohibited by Title VII.



Montreal to launch roundtable on diversity and discrimination - CBC

by Sarah Leavitt 
Originally published: December 11, 2017
Publisher: CBC.ca

The Plante administration will announce later today the creation of a roundtable to address discrimination and diversity issues in the city, CBC News has learned.  

Made up of about a dozen members of Montreal's different cultural communities, the roundtable will meet regularly at City Hall during the next year with the goal of "making Montreal more inclusive," according to a source within the Plante administration. 

Among its objectives are highlighting major issues concerning discrimination and diversity, and identifying what practices need to be put in place.





How engineers are engineering change on the gender gap - MACLEANS

by Deepa Kunder 
Originally published: December 7, 2017
Publisher: Macleans.ca

The latest census data released by Statistics Canada noted that engineering was one of the professions with the narrowest pay gap, with women earning more than 96 per cent of men’s wages.

Setting aside the disheartening fact that the gender pay gap persists across the board in 2017, this is great news for women in engineering—except that women still account for just 12.8 per cent of practising professional engineers in Canada.

Levelling this gender disparity is not just a question of principle: it’s an economic imperative. Significant research has shown that gender diversity in the workplace drives productivity and improves satisfaction. A German study demonstrated that at least 30 per cent female representation in boardrooms enabled firms to outperform their all-male counterparts. The viability of our country’s knowledge-based “innovation economy” depends on women holding senior decision-making roles in engineering, science, tech and business.



Friday, December 8, 2017

City council votes unanimously to pass plan to tackle systemic anti-black racism - CBC

Originally published: December 6, 2017
Publisher: CBC.ca

City council has voted unanimously to pass Toronto's Action Plan to Confront Anti-Black Racism, a five-year plan that aims to tackle the systemic racism the city's 200,000 citizens of African descent face in spaces like schools, police stations, and community centres.

The plan will see more money put into services and community centres in areas with larger black populations, a greater emphasis on diversity in the city's hiring practices, and a review of police training methods to prevent black Torontonians from being racially profiled and over-policed.



‘Academic Ableism’ - INSIDE HIGHER ED

by Jason Jaschik 
Originally published: December 7, 2017
Publisher: InsiderHigherEd.com

Academic Ableism (University of Michigan Press) notes the progress higher education has made to be more inclusive of people with disabilities than in the past. But the book isn't full of praise. Rather, it offers critique after critique of the way colleges have ignored or responded inadequately to the needs of many students and professors.

The author is Jay Timothy Dolmage, associate professor of English at the University of Waterloo, in Canada, who takes disability issues seriously. Below the signature line on his emails is this phrase: "If you have an accommodation need for a planned meeting, please email me directly and I will do my best to make appropriate arrangements. Should you require any materials sent via this email address in an alternate/accessible format, please let me know."



MBA schools show steady growth in female participation - THE GLOBE AND MAIL

by Jennifer Lewington 
Originally published: December 7, 2017
Publisher: GlobeandMail.com 

For the first time, top business schools in North America are hitting the 40-per-cent mark (or better) for female participation in long male-dominated Master of Business Administration programs.

A new survey by the Texas-based Forté Foundation, a non-profit consortium that supports women pursuing education and careers in business, reports that 17 of its 51 member schools enrolled 40 per cent or more women this year, compared with only two institutions that hit the mark five years ago.

On average, Forté member schools reported a steady rise in female numbers to 37.4 per cent of full-time MBA programs this year, compared with 33.4 per cent in 2013.



Third of managers not trained in how to avoid unconscious bias - THE HR DIRECTOR

by Alex Fleming
Originally published: December 7, 2017
Publisher: TheHRDirector.com 

New research has found that 39 percent  of UK hiring managers have not received training in unconscious bias best-practice as part of the recruitment process in their current company. Contributor Alex Fleming, President of General Staffing, The Adecco Group UK and Ireland.

This is despite the largest number of respondents (26 percent ) thinking that having regular training would be the most effective way to eliminate unconscious bias as part of the recruitment process, followed by 17 percent  who think that removing age from CVs would have the biggest impact.

The research also revealed that two years since then prime minister, David Cameron, launched a pledge to tackle discrimination by recruiting on a ‘name blind’ basis, over half (65 percent ) of UK organisations are still not using blind CVs.



Women and minorities capture most new board seats for first time - CRAIN'S NEW YORK

Originally published: December 6, 2017
Publisher: CrainsNewYork.com 

Women and people of color were picked for a majority of open S&P 500 board seats this year for the first time, due in part to pressure from investors to improve gender and racial disparities.

“It’s a step in the right direction, for sure, and it’s the first time we’ve gone over 50%,” said Julie Daum, who heads the North American board practice for executive recruiter Spencer Stuart, which did the survey. “Boards are looking for people who are younger and with different skill sets and that does open the boardroom for more women and minorities.”

Of 397 independent director slots open in the 2017 proxy season, 36% went to women and 20% to minorities, according to Spencer Stuart, which has tallied boardroom demographics for 30 years. While the tally includes most board seats, it leaves out executives who are also directors of their companies. Combined, women and minorities made up 50.1% of the new board members, compared with 42% last year, the data showed.



Ask the Headhunter: How overcoming bias in hiring women and minorities can solve tech’s biggest problems - PBS

by Nick Corcodilos
Originally published: December 6, 2017
Publisher: PBS.org

It might take a computer scientist to solve a Human Resources problem.

Virtually every article and report I encounter about diversity in the workplace — and particularly about hiring and developing female employees — is a pep talk loaded with political platitudes and HR-ese. You can just see some corporate bureaucrat checking off the boxes on the “We R Diverse!” and equal opportunity forms, before they go back to business as usual.

Then along comes Rick Howard, chief security officer at Palo Alto Networks, one of the leading enterprise and network security companies in Silicon Valley. A computer scientist and ex-military guy, Howard has stepped out of his technical role to solve the problem of filling jobs. He lays out some practical reasons for employers to get off their duffs and hire women and minorities — without turning diversity into a catchphrase.



‘Discerning new age workers’ are leading workplace innovation - HUMAN RESOURCES DIRECTOR

by John Hilton 
Originally published: December 7, 2017
Publisher: HCAmag.com 


Millennials comprise a significant proportion of the total workforce in APAC and are changing workplaces across the region, according to Mark Henley, Director of Transformation and Digital Strategy at Adobe, Asia Pacific.

Henley added that these “discerning new age workers” are not only leading the innovation charter in the workplace, but they are also becoming the “torchbearers of diversity and use of technology”.

New research from Adobe found that young workers are also driving positive transformation across organisations.




Harassment Is Rampant at Startups, and Few Have Diversity Plans, Study Finds - BLOOMBERG

by Sarah McBride
Originally published: December 6, 2017
Publisher: Bloomberg.com 

Half of technology entrepreneurs have either been harassed in the workplace or know somebody who has, according to a study published Wednesday by First Round Capital, a venture firm.

The findings come as Silicon Valley and other industries fix their gaze on issues of gender inequality and sexual misconduct by powerful men. Harassment allegations have pushed investors, chief executives and other powerful men in technology out of their jobs this year.

A crisis surrounding the treatment of women at Uber Technologies Inc. early this year helped kick off a broader debate in the industry that has persisted. On Tuesday, Shervin Pishevar, an early Uber investor, said he was taking a leave of absence from his companies after a Bloomberg report detailed six alleged incidents of harassment or assault. First Round Capital is also an early backer of Uber.




Can the employment gap ever be closed for disabled people? - THE HR DIRECTOR

by Diane Lightfoot 
Originally published: December 7, 2016
Publisher: TheHRDirector.com 


Frustratingly, the chancellor missed opportunity to put people with disabilities at the centre of employment plans, says business disability forum. Business disability forum outlined its views today on the chancellor’s budget statement, urging more action on closing the disability employment gap.  

Whilst we welcome the announcement today that 600,000 more people will be in work by 2022, we are disappointed that no announcement was made on how the Government plans to ensure that disabled people are included in that number, despite their previous commitment to cut the disability employment gap by 2020.

Similarly, the Chancellor made mention of ‘an inclusive economy where everyone has the opportunity shine’, yet missed the opportunity to offer greater assurances to the business community about the value and importance of investing in a diverse and inclusive workforce.



Thursday, December 7, 2017

Quebec's diversity forum ineffective, misses the point, group says - MONTREAL GAZETTE

by Jesse Feith 
Originally published: December 5, 2017
Publisher: MontrealGazette.com 

The same day Quebec held its controversial forum on diversity and anti-discrimination, a coalition of groups announced it will be holding its own independent consultation into systemic racism in the province. 

At a news conference Tuesday, the Table de concertation contre le racisme systémique — which includes more than 40 anti-racism groups — said it felt Quebec’s forum has been scaled back too far to be effective and misses the point.

To shed light on the issue, the coalition said it plans on hearing first-hand from Quebecers who have struggled with systemic racism through consultations it will hold in the near future. It will do so without the provincial government’s involvement.



We must include religion in the dialogue about diversity - POLICY OPTIONS

by Janet Buckingham 
Originally published: December 6, 2017
Publisher: PolicyOptions.irpp.org

November seemed to be religious freedom month in Ottawa. The month was book-ended by two significant Supreme Court of Canada hearings on religious freedom. The Supreme Court also released a decision on religious freedom for First Nations peoples. And two parliamentary committees held hearings on issues related to religious freedom. As if that was not enough, in her first speech, the governor general saw fit to weigh in on religion. All these events have served to air a variety of viewpoints on the place of religion in Canada. If the confluence of these events has a broader lesson, it is that if we are serious about embracing diversity, we have to include religion in the dialogue.

Her Excellency Julie Payette, Governor General of Canada, kicked off the month of religious controversy with a speech on November 1, where she expressed incredulity that some people believe that life on Earth is a “divine invention.” To be fair, she also took aim at people who believe in astrology and homeopathic medicine. But for the governor general, whose role is intended to be politically neutral, to be disdainful of significant parts of the population was highly controversial, to say the least. It was even more so because the prime minister and several cabinet ministers supported her.



LGBTQ+ students report less confidence entering workforce - BROWN DAILY HERALD

by CELIA HACK and DYLAN MAJSIAK 
Originally published: December 6, 2017
Publisher: BrownDailyHerald.com 

LGBTQ+ applicants may need to decide whether or not to come out to potential employers before having gauged the inclusivity of a particular workplace.

“I was advised not to disclose my identity,” wrote Jennifer Nykiel ’10 MD’14 in an email to the Herald. “I was told it would limit my options.”

Instead, she only applied to programs in liberal regions and “disclosed everything.”

“I wouldn’t want to work somewhere I had to be in the closet,” she wrote.






Diversity beyond a tick of the box - HUMAN RESOURCES DIRECTOR

Originally published: December 6, 2017
Publisher:  HCAmag.com 

While improvements have been made, more needs to be done on gender equality in the top ranks of organisations. It’s time for D&I commitments to move beyond just a tick of the box

Looking for a damning D&I statistic? You don’t need to look far – here’s a few: there are fewer women CEOs and chairs (19 in total) of ASX200 companies than men named John (32). Further, the number of female executives in those companies actually fell between 2016 and 2017*. And according to research by the Institute of Company Directors, women account for just 25% of board positions within ASX 200 listed companies – although there is a goal to increase this to 30% by the end of 2018.



Sexual harassment in the workplace survey - LEXOLOGY

by Emily McFadden 
Originally published: December 6, 2017
Publisher: Lexology.com 

The Equality and Human Rights Commission is asking members of the public to tell them about experiences of sexual harassment in the workplace.

The Commission is an independent public body, responsible for encouraging equality and diversity, as well as for protecting and promoting human rights of all in Britain.

In the recent launch of its project, the Commission has written to large employers for examples of good practice, to find out how people in their organisation are able to report incidents of harassment.



Six Small But Impactful Ways To Support Social Justice Within Your Organization - FORBES

Originally published: December 6, 2017
Publisher: Forbes.com 

Most modern businesses understand how important workplace diversity is. Not only do racially diverse teams outperform non-diverse ones, but bringing together a group of people with a wide range of backgrounds and experiences can start conversations about racial and social justice issues, and give organizations the opportunity to address those issues through their work.

It's not enough to just talk about diversity, though. Being a true champion for diverse perspectives and rights means incorporating advocacy practices throughout your organization. Six members of Forbes Nonprofit Council offer their advice for simple but effective ways to support racial and social justice in your organization.



What 5 CMOs Are Doing to Change the Conversation About Gender Equality and Diversity - AD WEEK

by Lauren Johnson 
Originally published: December 6, 2017
Publisher: Adweek.com 

For all the talk of championing diversity in the workplace, the news this week that next month’s Consumer Electronics Show will not include any women keynote speakers made waves in the technology and advertising industries, proving sexism runs deep and that there’s still an immense amount of work to be done.

Adweek asked five CMOs about what they’re doing to change gender equality within their own organizations and beyond. And from attending CES and talking about diversity to offering equal pay, here’s what they had to say:

Kristin Lemkau, Chase’s CMO

Lemkau is one of a handful of CMOs who have been tweeting since last weekend about CES’ lack of women keynote speakers. While she’s not attending, she also came up with her own list of potential speakers for CES’ organizers to consider.



Investment group urges more women in Amazon’s senior ranks following harassment allegations - WASHINGTON POST

by Jena McGregor
Originally published: December 6, 2017
Publisher: Washingtonpost.com 

In the wake of sexual harassment allegations against a now former Amazon executive, a group that advocates for investors sent a letter last week to the online giant, urging it to improve the diversity of its senior executive ranks, among other things. The letter is the second filed by CtW Investment Group, which works with union-sponsored pension funds, and a sign that some investors are growing concerned about the reputation hit companies could face from the recent flood of harassment headlines.

“We believe that the evidence suggests that Amazon’s gender diversity gap creates significant risks for long-term shareholders, and that further delays in rethinking Amazon’s approach to human capital management may have dire consequences,” the organization’s executive director, Dieter Waizenegger, said in the letter, which is addressed to Amazon chairman and chief executive Jeffrey P. Bezos. (Bezos owns The Washington Post.)



Employee told to ‘go back to Poland’ suffered direct race discrimination - CIPD

by Emily Burt 
Originally published: December 6, 2017
Publisher: CIPD.co.uk 

A single comment in the workplace can amount to employer liability

A worker who was told he should ‘go back to Poland’ by a colleague was the victim of direct race discrimination, for which his employer was liable, a tribunal has ruled.

Mr Nazarczyk, a Polish employee of Liverpool-based retailer TJ Morris, claimed that he was subject to a number of discriminatory behaviours from his colleague, John Cowley.

The allegations included his annual leave being denied unless he gave Cowley a bottle of vodka, his clean clothes being dumped on the floor by Cowley, and general observations about how British and non-British staff were treated differently in the warehouse where they worked – such as foreign staff working on different shifts from other staff.



Wednesday, December 6, 2017

Canada's entertainment industry pushes for concrete change #AfterMeToo - CBC

by Jessica Wong 
Originally published: December 5, 2017
Publisher: CBC.ca

Sarah Polley reflects on the landslide of revelations of sexual misconduct in the entertainment business.

"We've all been complicit in this culture: we've all seen things, we've let them slide. We would have never gone to a producer to report it, because no one would have cared. Right? That was the culture — we were all used to it," the Canadian actress and activist said last week at a Toronto panel discussing sexual harassment in the film industry. 

But "that complicity is changing," she says.


'Anti-black racism exists in Toronto,' says Tory. Here's how the city plans to address it - CBC

by Kate MacGillivray 
Originally published: December 5, 2017
Publisher: CBC.ca 

On Tuesday, city council will consider Toronto's Action Plan to Confront Anti-Black Racism, a five-year plan that aims to tackle the systemic racism the city's 200,000 citizens of African descent face in spaces like schools, police stations, and community centres.

"Anti-Black racism exists in Toronto," writes Mayor John Tory in the plan's introduction. "I believe this is an important statement for the Mayor of Toronto to make."

Black Torontonians, the document says, remain significantly more likely to be expelled from school, unemployed, incarcerated, or victimized in hate crimes.





Advances on diversity in Canadian boardrooms have slowed to a ‘glacial’ pace, report finds - FINANCIAL POST

by Barbara Shecter 
Originally published: December 5, 2017
Publisher: FinancialPost.com 

Three years after regulators required publicly traded companies to disclose detailed information about board diversity, there are more women on corporate boards than ever before. But advances in diversity have now slowed to a “glacial” pace, according to a new report.

The latest report card prepared by the Conference Board of Canada for the Canadian Board Diversity Council shows that women represent 22.6 per cent of directors of the boards of FP500 companies. That’s more than double the 10.9 per cent representation of women in 2001, but the most recent figure reflects just a single percentage point increase from 2016.

There were also increases in the number of indigenous directors and people with disabilities sitting on corporate boards in 2017 from the previous year, according to self-reported data — though these were from a very low base. Just 1.1 per cent were indigenous persons, for example, up from 0.6 per cent in 2016. And there was less representation of both visible minorities and LGBTQ directors in 2017 compared with the year before.