Wednesday, August 23, 2017

MLB has a diversity problem, and it goes beyond the rosters - PHILADELPHIA TRIBUNE

by Bill Brink
Originally published: August 21, 2017

Dave Roberts’ Los Angeles Dodgers have steamrolled everyone since mid-May. Dusty Baker’s Washington Nationals, with a revamped bullpen and roster full of All-Stars, are running away with their division. Both teams will make the playoffs and could meet in the National League Championship Series.

Such a matchup could bring further attention to a disparity that has the attention of Major League Baseball’s commissioner’s office as well as coaches and executives: In a game where 42.5 percent of players are non-white, Roberts and Baker are two of only three minority managers out of 30 major league teams. Only four teams have a minority general manager or president.

“I think it really stalls your development, overall, in the organization with players,” said Pirates pro scouting supervisor Steve Williams, the president of the Buck O’Neil Professional Baseball Scouts & Coaches Association, of the disconnect between the players and those managing or acquiring them. “All players like to see people that look like them, whether you’re Latin, white, African-American, Japanese, whatever. They want to have someone that they can dialogue with, that understands what they’re going through. When you only see it from one side, you don’t totally understand what some of the players are going through.”

Moose Jaw school division develops course on gender and sexual diversity - CBC

Originally published: August 21, 2017

The Prairie South School Division based in Moose Jaw, Sask., is ready to move forward with a new class on sexual diversity and gender.

"It's a push from the kids in our schools," said the division's director of education Tony Baldwin in an interview with CBC Radio's Saskatoon Morning.

The division has encouraged Gay-Straight Alliance groups in the schools, and it is the students in those groups who first identified the need for a course, said Baldwin.

"Through their work and advocacy they carried on to say, 'Look, we need to be talking about this in school, not just outside of school.'"

The business benefits of promoting diversity and inclusion - TELEGRAPH

by Katharine Earley 
Originally published: August 22, 2017

Firms that offer an inclusive environment for a diverse mix for employees stand to innovate, grow and outperform the competition.

Businesses with a healthy balance of men and women are 15pc more likely to outperform their competitors, while those
with employees from a good mix of ethnic backgrounds are 35pc more likely, claims research by McKinsey & Co.

Combine inherent diversity – such as gender, race or age – with acquired knowledge, such as cultural understanding or language skills, and the stakes are even higher.

Tuesday, August 22, 2017

Granola Boom Proves Japan's Working Women Are Good for Business - BLOOMBERG

by Lisa Du and Shoko Oda 
Originally published: August 20, 20127

Calbee Inc.’s granola snack had been around for 20 years, with no real change to its recipe or sales. Then a female marketing executive turned things around by pitching the cereal as a time-saver for a growing class of Japanese consumers just like her: working mothers.

The strategy clicked, revenue jumped and so did the snack maker’s stock price. Success coincided with a push by Prime Minister Shinzo Abe’s government to boost women in the workforce. More companies like Calbee, whose Chairman Akira Matsumoto is a vocal advocate of diversity, are starting to see working moms as a lucrative niche in a domestic market that’s shrinking overall.

“Some companies have woken up to the fact that the vast majority of their customers were women and perhaps having women involved in planning might be a way to increase revenue,” said Kathy Matsui, chief Japan strategist at Goldman Sachs Group Inc.

The type of inclusion that many employers overlook - HUMAN CAPITAL MAGAZINE

Originally published:  August 21, 2017

Most HR professionals are aware of the many benefits of having a diverse and inclusive workforce. Over the last decade, employers across Australia have made impressive progress in the areas of gender, ethnicity and sexuality diversity.  

But there are still major shortfalls in terms of inclusion of people with disabilities. HRD chats to Philip Jenkinson from Media Access Australia about the practicalities of creating a workplace that is inclusive of people with disabilities.

To what extent are companies currently hiring people with disabilities?

The Little Mermaid Musical's Asian-American Ariel Gets Racist Backlash - TEEN VOGUE

by Suzannah Weiss
Originally published: August 20, 2017

Yet nobody takes issue with the singing fish.

Diana Huey, a Japanese-American actor, has been touring the country as Ariel in the Little Mermaid musical since November. Her performance has gotten great reviews, with Broadway World calling her "the most layered, honest, real and still adorable Disney Princess ever." But some audiences are unfortunately taking issue with one thing: her race.

Before a recent show at Memphis's Orpheum Theatre, she started getting hateful remarks on Facebook, she told Buffalo News. "It's hard not to take it personally," Huey told Buffalo News. "I had kind of a funky first part of the show and I was like, how do I get out of this? I can't let that affect me." 

Top 10 tech companies that rank high on gender diversity and surprisingly Google’s not there - CIOL

Originally published: August 18, 2017

he workplace culture and company review platform, Comparably has come up with a ranking of the top 10 tech companies for people of color, as well as the top 10 companies for women. Comparably measures how female and minority employees at an organization rate their experience across multiple dimensions.

The data comes at a time when tech is under increasing pressure to ensure women and people of color are treated fairly.

Salesforce tops the list of gender diversity, but what is surprising after the recent case of James Damore (the former Google engineer got fired by the company for controversial anti-diversity memo) is that Google has not found a place in the top 10 list for gender diversity. The whole situation was reflective of larger problems with gender and racial diversity throughout Silicon Valley.

Debate on definition of diversity dominates CBA meeting - THE LAWYERS DAILY

by Amanda Jerome
Originally published: August 21, 2017

The Canadian Bar Association’s annual meeting, held in Montreal on Aug. 17, marked the transfer of office from the past president to the new, as well as the passing of amendments made to the association’s bylaws.

Incoming president, Kerry Simmons, began the debate on resolutions by introducing the bylaw for debate, which covers the regulating of the CBA’s activities. She said that the Governance Transition Task Force, made up of 100 lawyers and CBA staff members, volunteered its time to create the bylaws that members would be voting on. She said the point of the bylaws is to have a more efficient governance structure.

Although the bylaws covered many areas including membership, meetings, the composition of the board of directors, and election procedures, the matter which took up most of the debate was a definition on diversity — or a lack there of.

3 Women Who Quit Their Jobs at Google Share Stories of Workplace Racism and Sexism - GLAMOUR

by Tess Kornfeld
Originally published: August 19, 2017

Google has had a lot going on lately, and some of its most high-profile news doesn't look great for women—especially those of color. There's the fallout of a former engineer's 10-page anti-diversity manifesto, the threat of a class-action lawsuit by 60 women alleging workplace sexism, and a Department of Labor investigation alleging "extreme" pay discrimination based on gender. Now, a Guardian report has detailed the day-to-day experiences of three women who quit their jobs at Google due to racial and gender discrimination.

In the Guardian article, which was published on Friday, former technical specialist Qichen Zhang; a black female former specialist who spoke out under anonymity; and former engineer Lashmi Parthasarthy shared their harrowing accounts of racial and gender discrimination at the tech giant. All three were in the minority at Google: the company is predominantly white and male, at 56 percent and 69 percent respectively, according to its website.

"I didn’t see a lot of women, especially Asian women, black women or other women of color in the executive ranks," Zhang told the Guardian.

Why are Google and Facebook Engineers Mostly White and Asian Men? - NEWSWEEK

Originally published: August 19, 2017

“Google’s Ideological Echo Chamber,” the memo written by Google’s now-fired software engineer James Damore, addresses a taboo topic in modern American life—namely, sex differences that relate to the abilities and occupational choices of men and women.

Damore’s critique of diversity and inclusion, which he supports in the abstract, hit the tech industry hard for this very simple reason: firms like Google and Facebook have tech workforces dominated by white and Asian men.

As Damore observes, Google has spent millions on programs to recruit and hire more women and non-Asian minorities, with little to show for its efforts.

Military base steps up inclusive recruiting practices - CBC

by  Hala Ghonaim
Originally published: August 21, 2017

Dozens gathered in silence on Sunday at the Wolseley Barracks to commemorate Canadian soldiers who served in the First World War at the Battle of Hill 70.

Among the heroes fought Pte. Hasan Amat, who is believed to be Canada's only Muslim causality – also among 22 other Muslim soldiers to serve for Canada during the war.

Lt.-Col. Martin Anderson, the commanding officer of the 4th Battalion of the local Royal Canadian Regiment unit, has prepared for the unique ceremony for more than a year.

Status of Women Canada pushes for procurement to support female entrepreneurs - OTTAWA CITIZEN

by Joanna Smith
Originally published: August 20, 2017

The Liberal government is thinking about using its massive purchasing power to support women in business.

“Inclusive federal procurement is a potential avenue through which the Government of Canada can demonstrate leadership and support for women’s entrepreneurship,” said a November 2016 memo prepared for Patty Hajdu, who was then minister for the status of women.

“The Treasury Board of Canada is currently looking at opportunities to better link federal procurement practices with the broader socio-economic objectives of the Government,” said the memo. “It is recognized that women and other under-represented groups should be considered in a renewed federal approach to procurement.”

Monday, August 21, 2017

It’s time to channelise the power of diversity - YOUR STORY

Originally published: August 17 ,2017

Variety in diversity – this new-age axiom is shaking the walls of orthodox corporatrocacy. Hiring people of once overlooked ethnicities and races has given the corporate world not only more hands on the job but has even brought to the table a range of new ideas and thoughts. Here are three reasons why diversity at work is a move in favour of HRs around the globe and to the world of business as a whole.

It enhances creativity at work

When you instruct your HR to hire individuals from the once overlooked ethnicities and races, you give your company a chance to expand its horizons. The world of business has long been dominated by the white man, and for centuries he has been using his foundations, groups, corporations, and banks to spill out his ideas, his points of view, and his solutions. Such a form of corporate dictatorship cannot carry on forever, because sooner or later, ideas that stem from the same mindset begin to sour. The curse of repetition takes over and affects productivity to the point that it no longer excites or stimulates the senses.

How white people, like Lady Gaga, can speak out online about racism - BBC

by Michael Baggs
Originally published: August 17, 2017

She faced fierce criticism when she first tried to share her views on racism in the US.

A hashtag she started, #ThisIsNotUs, trended following clashes between white supremacists and anti-fascists.

But many claimed the use of the hashtag, by white Twitter users, was a form of denial.

Critics say #ThisIsNotUs promoted "distancing" from violence and deeper problems in US society and say American history is full of instances that show racism is part of its white culture.

Blacks and whites see racism in the United States very, very differently - CNN

by Ryan Struyk 
Originally published: August 16, 2017

How you see race in the United States can depend a lot on your own background.

President Donald Trump's various responses to clashes between white supremacists and counter-protesters in Charlottesville this weekend drew widespread condemnation, but also brought decades-old questions to the surface of American political and moral discourse.

"I think there is blame on both sides," Trump said Tuesday, reverting back to the wording from a statement he made Saturday that pointed blame at counter-protesters as much as white supremacists. "I'm not putting anybody on a moral plane ... I thought what took place was a horrible moment ... but there are two sides."

A Brief Overview LGBTQ Rights in Quebec and Canada and the Laws that Protect Them - FORGET THE BOX

by Samantha Gold
Originally published: August 16, 2017

Montreal Pride is upon us and with it the sights and sounds of people celebrating sexual diversity in an environment that is supposed to be safe and welcoming. Though in Canada we pride ourselves at our enlightenment on issues of sexuality and gender identity, we have still have a long way to go. Before we can move forward, we need to look at our past.

This article will look briefly at the history of LGBTQ struggles in Quebec and Canada, conduct a quick overview of current legislation, and do its best to present a picture of the status quo and what needs to be done to make our country safer and more inclusive.

During the British colonial period, homosexuality, known as “buggery” or “sodomy” was punishable by death. In 1861, the law was eased a bit and the penalty was changed to ten years to life in jail. Anti-gay laws almost always targeted men and the language of laws was kept intentionally vague in order to give huge discretion to law enforcement.

After Charlottesville, A Doctor Reflects On Hateful Patients And His Own Biases - NPR

Originally published: August 16, 2017

The events that unfolded in Charlottesville last weekend are a stark reminder of how far we haven't come as a nation. Like so many Americans, I am horrified that white supremacist and neo-Nazi adherents have recently found sanction to put hateful ideologies more overtly on display.

Seeing images of torch-bearers one day and heavily-armed men as would-be militias the next, it's unsurprising that violence erupted, leading to injuries and death.

For doctors, public emergencies bring to mind ethical duties and dilemmas that never go away. Current events compel us to examine our core beliefs and do a gut-check of our own ethical standards and sense of professionalism.

Preventing A Diversity Backslide: Re-examining Initiatives To Keep Women Moving Forwards - HUFFINGTONPOST

by Binna Candola 
Originally published: August 17, 2017

According to the news headlines of late, the working world has not been great for women. It seems that issues around unconscious bias are still rife - and they have certainly captured the attention of the media. Currently Google is facing a class action lawsuit from roughly sixty women, all of whom are involved in the same row around issues of sexism at the tech giant.

Worryingly, this is only one case out of many that are consistently being reported from the tech world, where gender bias and discrimination seems to be a big issue. We’ve seen the same problems arise on this side of the Atlantic, too. Just take the recent fallout over the BBC pay gender gap, and the news that the UK Brexit negotiation team only has one female member, as examples of two stories that led the national news agenda, and still continue to be a hot topic for debate.

We are staring in the face of blatant inequality and gender bias - something which, despite the implementation of the Equal Pay Act and various other measures, doesn’t seem to be going anywhere quickly. Thus, we must begin to consider the reality of our situation: what can we do to bring change about, if we know that our current efforts aren’t working?

An increase in FTSE 100 ethnic diversity is great news for everyone - CITY AM

by Emma Haslett 
Originally published: August 17, 2017

At a time when racism and bigotry are making headlines, a report showing a sudden climb in the number of people from ethnic minorities in top City management jobs holds special significance.

Yes, a report published today shows ethnic diversity in leadership positions at FTSE 100 companies has reached a four-year high. Take that, Trump.

But though the figures are encouraging, they cannot hide the fact a lack of diversity, not just on boards but right across the strata of management, continues to be a thorn in the City’s side. While firms have made strides bringing women into top roles - between 2010 and 2015, there was a 137 per cent increase in the number of women on FTSE boards - progress for the black and minority ethnic workforce is much slower.

Intel reports 9.7% drop in minority worker exits since 2016 - HR DIVE

by Valarie Bolden-Barrett 
Originally published: August 16, 2017

Dive Brief:

  • Intel published its 2017 Mid-Year Diversity and Inclusion Report, which shows modest gains in key areas; underrepresented minority (URM) exits dropped 9.7% since 2016, female retention rose from 25.7% in 2016 to 26%, underrepresentation of African Americans in tech jobs accounted for 60% of the remaining diversity hiring goal and overall URM hiring rose slightly from 12.5% in 2016 to 12.6%.
  • Barbara Whye, Intel’s new chief diversity and inclusion officer, said in a statement that Intel's gap in hiring women and underrepresented minorities in the U.S. decreased from 2,300 workers in 2014 to 800 in 2017, an improvement of 65%.
  • The report follows Intel CEO Brian Krzanich's decision to step down from an advisory role in President Donald Trump's Manufacturing Jobs Initiative. Krzanich has since called for full diversity hiring of women and URM by the end of 2018, two years sooner than the company's original goal.

How to make corporate culture conducive for diversity - YOUR STORY

Originally published: August 17, 2017

According to the 2016 Diversity Competencies for Leadership Development Survey, conducted by the University of North Carolina Kenan-Flagler Business School, business leaders consider ‘inclusive corporate culture’ an important factor in attracting and retaining employees.

As per McKinsey & Co., companies with ethnic diversity are 35 percent more likely to outperform businesses that don’t have this diversity.

In short, workplace diversity finally gets to challenge a great chunk of modern history. Yet, would organizations understand what it will take to create a culture where people from once lesser known ethnicities and races feel comfortable and part of a whole?

Friday, August 18, 2017

Ava DuVernay on Why Netflix Understands Artists and Diversity - VARIETY

by Ramin Setoodeh 
Originally published: August 15, 2017

Netflix reached out to me with an offer that I’d never heard before. Come and make what you’d like to make. We’d like to work with you as an artist, and we’ll support you in that vision. That sounded a little too good to be true. I was attracted by the prospects of a fraction of it. What I ended up getting was so much more.

It truly is a safe, productive artist space. Helping hands is what the creative experience is like. I was able to go off and do my thing. That all comes from Ted Sarandos, because he’s created an environment where all the executives feel so confident they don’t have to hold on to everything so tightly. Their notes are very normal — not like studio notes. They are not prescriptive. I never got a note that said, “Fix this.” This is the first place I ever went to where somebody said: “Gosh, I love this. Don’t you want to do more?” I don’t have the money for that. “Oh, we’ll give you some more money.” What kind of place is this?!

These slides from Google's diversity training program may help explain why fired engineer felt silenced - CNBC

by John Shinal
Originally published: August 16, 2017

Google's diversity program discourages debate on the topic of bias and encourages employees who participate in anti-bias training to keep details of the sessions secret, according to slides for leaders and participants of one such session used by the company.

At least two of the slides back up some of the claims by fired engineer James Damore, who after attending such a session wrote a memo calling Google "an ideological echo chamber where some ideas are too sacred to be honestly discussed."

The memo led to his firing and has ignited a nationwide firestorm over what he wrote and how Google management has responded.

5 Ways Men Can Be Women's Allies At Work - FORBES

by Emilie Aries 
Originally published: August 16, 2017

As I looked out into the crowd at a recent conference where I was speaking, I saw a sea of women ready to develop their leadership skills, hone their assertive communication, and invest in their professional advancement.

Sitting in the far back right of the room was a lone white man, who throughout the entire weekend sat quietly, listened attentively, and took notes. At the very end of the weekend, as I was about to roll out to the airport, he thanked me for the insights he had gained - not only from what was presented but also from the experience of sitting in a room full of people who identify as women, from all walks of life, sharing their experiences, frustrations, and triumphs in a world where women leaders still face gender bias in all it’s overt and covert forms.

Can Waterloo's women-only residence help close the engineering gap? - CTV NEWS

by Josh Dehaas 
Originally published: August 16, 2017

In high school, Mariko Shimoda knew she liked science and math but wasn’t sure what program to apply for in university.

In eleventh grade, she spent a weekend with about 50 other girls at the University of Waterloo, in Waterloo, Ont. The outreach event featured speeches from successful female engineers, a tour of Google’s local office and a workshop where the girls took apart an engine.

Shimoda had never tinkered with her dad’s car and had opted for student’s council over robotics club, so the engine dissection gave her a needed jolt of confidence. For the first time, she says, “I could see myself actually working with that kind of stuff.”

Intel’s Latest Diversity Report Is Good News for Culture Change - FORTUNE

by Ellen McGirt
Originally published: August 15, 2017

So here’s a big question for a Tuesday. Why are people racist?

Two scientists, interviewed by The Washington Post offer an explanation so simple that even Occam would approve. People are racist because everything in their culture points to a racial hierarchy. It is in the air we breathe. It is normal to us.

“In some ways, it’s super simple. People learn to be whatever their society and culture teaches them. We often assume that it takes parents actively teaching their kids, for them to be racist. The truth is that unless parents actively teach kids not to be racists, they will be,” said Jennifer Richeson, a Yale University social psychologist. “This is not the product of some deep-seated, evil heart that is cultivated. It comes from the environment, the air all around us.”

How To Teach Children About Autism - CARE

Originally published: August 15, 2017

Let’s face it: children have a mind of their own, and, for the most part, they like to speak their mind, even if what they say isn’t necessarily appropriate. However, as parents, it is important that we encourage their ability to speak their minds while also guiding them through social etiquette as well. Although the basic aspects of social interaction are quickly taught, the more specific instances are all too often forgotten in the mix, and, in a world that prides itself on diversity, it is crucial that these eccentricities are embraced from people of all ages.

The unfortunate part of this is that many children are born with the differences the average child knows little to nothing about. In turn, ridicule often ensues, and the effects are not only devastating but completely unnecessary. In fact, by taking the time to sit down with your child and tell them about these specific instances, you can not only help create a more inclusive and compassionate generation but also help your child to not judge a book by its cover, and to show respect to other human beings, no matter what they face or who they are.

White Supremacists Still Exist. Here’s What White Parents Can Do About It. - HUFFINGTONPOST

by Caroline Bologna
Originally published: August 16, 2017

Following the deadly white supremacist rally in Charlottesville, Virginia over the weekend, many Americans are wondering what they can do to push back against hatred and bigotry in 2017.  

On Saturday, violence erupted at the “Unite the Right” rally, as a 20-year-old man named James Alex Fields allegedly drove his car into a crowd of counter-protesters. A 32-year-old woman named Heather Heyer was killed, and at least 19 people were injured. 

Though President Donald Trump’s response to the violence has been described as “disgusting,” “terrifying,” and “ignorance to the point of callousness,” everyday citizens are seeking ways to fight white supremacy on big and small scales. In particular, parents of white children are seeking guidance for raising engaged, conscientious people who stand up for what is right. 

CFL bumps up Diversity is Strength campaign in light of violence in Virginia - CANOE

by Ted Wyman 
Originally published: August 15, 2017

Randy Ambrosie thinks about all the people he watched growing up and later played with in the CFL — so many names, from so many different backgrounds, so many people from every race, colour or creed — and sees that as the essence of the league and the country it represents.

“They’ve just come in and been accepted by Canadians,” the new CFL commissioner said Tuesday.

On the weekend, Ambrosie and the CFL took an opportunity to drive home that point by fast-tracking their Diversity is Strength t-shirt campaign in light of disturbing events involving racial tensions in the United States.

Instilling competitive gender quotas could end the Crisis of the Mediocre Men - CITY AM

by Paul Ormerod
Originally published:  August 16, 2017

Gender issues in the workplace are currently a hot topic.

First, we had the furore about male and female pay at the BBC. Next, the notorious memo from a Google employee which alleged that women are less biologically suited to be software engineers than men.

A paper in the latest American Economic Review (AER) provides an intriguing perspective on the issue.

Tim Besley of the LSE and two Swedish colleagues carried out a very detailed empirical analysis of elections in Sweden over a 20 year period. The title effectively summarises their work: Gender Quotas and the Crisis of the Mediocre Man.

Thursday, August 17, 2017

Why companies should hire millennials - DESTINY CONNECT

Originally published: August 16, 2017

According to the 2017 Deloitte Millennial survey, millennials in emerging markets generally expect to be both financially and emotionally better off than their parents

This is in stark contrast to mature markets, where the same optimistic expectation is shared by a much smaller group (less than 40%).

Millennials are concerned about a world that presents numerous threats and question their personal prospects. Furthermore, they are struggling to trust the promises of their leaders’ respective countries.

What this means for the workplace of the future is that millennials need a different leadership style to thrive in the workplace and companies need to adapt to these new ways of working if they are to survive and thrive. Millennials will start to become dominant players in the workforce as older generations retire and the younger generation fill those positions. The reality is that they cannot be ignored.

Quebec is reviewing systemic racism. Canada should follow - NATIONAL OBSERVER

by Toula Drimonis
Originally published: August 15, 2017

News that a public consultation on systemic racism in Quebec would finally be underway in September — after repeated requests for one by representatives of Quebec’s Black, Muslim, and First Nations communities — has been met with a bevy of reactions.

They range from cautious optimism, to skeptical cynicism, to, finally, outright hostility and resentment at the idea.

Former Parti Québécois (PQ) MNA, minister, and leader of the opposition, Bernard Drainville (who did his fair share of stoking the flames of intolerance in 2014 when he introduced the infamous Charter of Quebec Values and its much-maligned and in-the-end defeated cafeteria-style secularism) took to Twitter to state that, “Questions connected to issues of discrimination I agree with. There are many and we must solve them. But a racist system in Quebec, it doesn’t exist.”

NAACP's Travel Advisory Is Costing St. Louis Business, Says City - GOVERNING

Originally published: August 16, 2017

The head of the city's tourism and convention agency said hotels have lost business as a result of a travel advisory issued by the national NAACP last month and that her industry is "being used as a weapon" in the political arena.

"We have been notified by a number of area hotels that they have lost meeting groups that were in contract phase," said Kathleen "Kitty" Ratcliffe, president of Explore St. Louis in a statement Monday morning. "We've also been working with a number of organizations that are already contracted to help them address any concerns that they have had expressed from their attendees."

The statement did not specify how much business was lost as a result and Ratcliffe was not immediately available to address questions regarding her statement. But a spokesman for Explore St. Louis, Anthony Paraino, said: "We do not have permission from the hotels or the groups to give their information to the press."

California DFEH’s new transgender regulations go into effect - JD SUPRA

by Jim McNeill, Alisha Ortiz, and Peter Stockburger 
Originally published: August 15, 2017

Effective July 1, 2017, California employers became subject to new regulations, promulgated by the California Department of Fair Employment and Housing (DFEH), interpreting the California Fair Employment and Housing Act's (FEHA's) provisions prohibiting discrimination on the basis of “gender identity” and “gender expression.” The new regulations, located at 2 C.C.R. §1103, et seq., provide definitions for “gender expression,” “gender identity” and “transitioning.” They also provide guidance with regard to bathroom usage, pronoun usage and dress codes.

The new regulations enforce FEHA's prohibition against job applicant and/or employee discrimination based wholly or in part on an individual's sex, gender, gender identity or gender expression by expressly making it unlawful to discriminate against persons who are transitioning, have transitioned or are perceived to be transitioning to a gender other than that assigned at birth. Below is a brief summary of the new regulations.

Flexible Working for All: The Solution to Bridging the Diversity Gap? - CHARTERED MANAGEMENT INSTITUTE

by Gabrielle Lane
Originally published: August 16, 2017

More of us could be offered flexible working than ever before, if recommendations from the Equality and Human Rights Commission come into play.

Fair opportunities for all: A strategy to reduce pay gaps in Britain is published today. It calls on the government and businesses to improve equality in earnings for women, ethnic minorities and disabled people.

It suggests that offering flexible working arrangements for all roles would remove the barriers facing some individuals at work and improve professional opportunities for all. At present, women and disabled people are more likely to have to accept lower-paid, part-time work to fit in with their needs. This leads to their underrepresentation in the workplace at all levels.

Intel's diversity numbers are out – and that 'push' has become more of a 'gentle nudge' - THE REGISTER

by Shaun Nichols 
Originally published: August 16, 2017

Intel says it is still on track to meet its 2020 workplace diversity targets even as the pace of its efforts to include women and underrepresented minorities slowed.

Chipzilla said that its mid-year employee statistics, published today, showed it will hit full representation – having a workforce that reflects the gender and racial makeup of the US itself – within the next three years.

Intel does caution, however, that it has work to do in a number of areas, and the numbers show growth from 2016-2017 is slower than it was from 2015-2016. White and Asian males (classified as non-URM) still account for two-thirds of Intel's ranks and the growth in African American and Native American workers was flat:

Diversity event praised for encouraging innovation - HRM ONLINE

by Nicola Middlemiss 
Originally published: August 16, 2017

One of New Zealand’s longest-running HR events has been praised for encouraging innovation and driving improvement across the industry.

“It’s great to recognise the winners but there is more to it than that,” independent director Sarah Haydon said of the upcoming Diversity Awards NZ.

“Hearing and reading about all the initiatives, and seeing the great videos, allows other organisations to pick up ideas and do more to advance diversity and inclusion in their workplace,” she added.

The 20th Diversity Awards NZ will take place in Auckland later this month with Haydon stepping into the role of judging convenor once again.

The Ethnicity and Disability Pay Gap - THE HR DIRECTOR

by Sandra Kerr
Originally published: August 16, 2017

Flexibility at work is not only helpful for those with caring responsibilities for children or parents, but also supports those who may need a reasonable adjustment for disability, who wish to downshift their working pattern because of age or who need flexibility for religious observance. 

The challenges of occupational segregation which results in women and some Black, Asian and Minority Ethnic (BAME) people being under represented with in some high earning sectors should also be addressed.

Where possible, data on sector representation should be simple and easy to access at a national , regional and local level so that targets to tackle disparities by increasing targeted action on recruitment, progression and leadership profiling of diverse role models and ensuring there is a pipeline of talent into these industries can be put into place.

Combating Racism After Charlottesville - NPR

by Rachel Martin
Originally published: August 16, 2017

NPR's Rachel Martin speaks with educator and activist Brittany Packnett about how people can help fight racism and white supremacy in their daily lives.

Wednesday, August 16, 2017

Montreal's most linguistically diverse area speaks 46 non-official languages at home - CBC

Originally published: August 14, 2017

In a small area of Côte-des-Neiges, with only 6,600 people, 46 non-official languages are spoken in the home — making it a hotbed of cultural crossovers and the most linguistically diverse area of Montreal, according to the 2016 census.

The area is less than half a square kilometre in size and lies between Darlington Avenue, Jean-Talon Boulevard, Van Horne Avenue and Côte-des-Neiges Road.

On its streets, in its parks and businesses, languages like Hiligaynon (from the Philippines), Tamil, Bamanankan and Fulah (from West Africa) can be heard.

3 Reasons Why Gender Equality is an 'Everyone' Issue - ENTREPRENEUR

by Heather R. Huhman 
Originally published: August 14, 2017

It's 2017, but the gender-equality conversation continues, with women still facing obstacles in the workplace. Just last week, the tech industry highlighted the major thought divides that persist, when Google fired a senior software engineer.

The engineer had sent a 3,300-word document to the company’s internal networks, slamming diversity initiatives and noting his personal view that women aren’t equally represented  in leadership because of "biological causes." He said men have a higher drive for status than women do.

And in July, a SurveyMonkey poll -- not limited just to the tech world -- found that more than half (58 percent) of men surveyed said there were no more obstacles for women in the workplace. Sixty percent of women, however, said they do exist.

The Gray Divide: Aging and employment in Utah’s tech sector - UTAH BUSINESS

by Heather Beers
Originally published: August 14, 2017

When fine lines turn to creases and those three gray hairs proliferate into hundreds more, many workers across the country get anxious about job security. They have good reason. Experts recently convened in Washington, D.C., to warn the U.S. Equal Employment Opportunity Commission that age discrimination is alive and kickin’—even though it’s been 50 years since the passing of the Age Discrimination in Employment Act.

In a press release issued after the public meeting, the EEOC cited a 2017 AARP survey, stating, “Nearly two-thirds of workers age 55-64 report their age as a barrier to getting a job.” The release also stated, “Laurie McCann, a senior attorney for AARP Foundation Litigation, cited hiring discrimination and mandatory retirement as persistent problems that older workers face across industries.”

The trend for age discrimination seems especially strong in the tech sector, with a USA Today article from late last year citing 90 age-related complaints against leading Silicon Valley companies since 2012.

Out, But Still Not Always Equal, in Retail - CONVENIENCE STORE NEWS

by Nancy Krawczyk
Originally published: August 14, 2017

Corporate America tends to avoid controversy. But when it came time for the Supreme Court to rule on marriage equality in 2015, 379 major companies and business organizations filed an amicus brief in support.

“To reap the rewards of diversity,” the brief read, “employers need to be able to recruit and retain top talent … through equitable and competitive benefits packages.”

For retailers, lesbian, gay, bisexual and transgender (LGBT) equality is a talent issue — and a marketing opportunity. The LGBT community’s global buying power is enormous: $3.7 trillion in 2016, according to one estimate.

Diversity in Tech Is About More Than Just Stats - PC MAGAZINE

Originally published: 

It should come as no surprise that tech is a big part of my life, not just my job. As such, many of the books around the house, podcasts I listen to, and documentaries I watch are tech-related. If you read my earlier column, you also know I have a 9-year-old daughter who is mixed race. So as a mom, I always try and make sure my girl has role models for her gender and ethnic background. When it comes to tech, however, finding names of black leaders is still not easy.

Let's Look at the Numbers

The most recent Apple Inclusion and Diversity Report shows black employees make up 9 percent of the current workforce and 13 percent of new hires. When looking at leadership, however, that 9 percent drops to 3 percent, a number that has not changed since 2014.

Only Certain Types of Speech Are Protected In The Workplace - NATIONAL LAW REVIEW

by Steven M. Gutierrez
Originally published:  August 15, 2017

This past week, talk abounds over Google’s firing of a software engineer after he posted a lengthy memo criticizing the company’s diversity policy and culture on the company’s internal website. Google says he crossed a line and violated its Code of Conduct. The engineer says he engaged in protected speech and filed an unfair labor practice charge against Google with the National Labor Relations Board (NLRB). The case will be interesting to follow, especially to the extent that it resolves the dispute between Google’s conduct policy and this employee’s criticisms of his former employer.

No Free Speech Guarantee

Some discussions about the Google memo have centered around the belief that employees should have free speech protections to say whatever they like, even about their employer. U.S. workers employed by private entities, however, do not have so-called free speech rights. The First Amendment to the U.S. Constitution prohibits Congress from making any laws that abridge the freedom of speech. But it applies only to government actions and does not prohibit private employers from limiting or taking employment actions based on what an employee says or does.

Women make up more than a third of new US architects - ARCHITECTS JOURNAL

by Greg Pitcher 
Originally published: August 14, 2017

Women now make up more than a third of people passing the exams for becoming a licensed architect in the US, a report has shown

The National Council of Architectural Registration Boards’ (NCARB) annual By the Numbers report found that 38 per cent of those completing Architect Registration Examinations last year were female.

Further along the line, 36 per cent of newly licensed architects were women – up slightly from the previous year. On average, women earn their license almost 10 months faster than men.

Teaching Language and Preparing Students for a Global Workplace - CALIFORNIA STATE UNIVERSITY

Originally published: August 14, 2017

The first time Mary Ann Lyman-Hager, Ph.D., heard someone speak another language, she was five years old.

On a family trip to Montreal, she and her mother had entered a shop when a saleswoman asked in French, "Que désirez-vous?" ("How can I help you?")

The startled girl hid behind her mother and began to cry. "I remember telling my mother, 'Make her talk right!'" Dr. Lyman-Hager laughs. "I had sadly never heard another language spoken in my life."

Leave for new dads should be ringfenced, says government watchdog - CIPD

by Hayley Kirton 
Originally published: August 14, 2017

HR has critical role to play in ‘busting myths’ around flexible working

Pay gaps in crucial areas such as gender and ethnicity could be reduced if all jobs were advertised as flexible and fathers were given more support to take time off to care for their children, the government’s equality watchdog has said today.

The Equality and Human Rights Commission (EHRC) argued that offering more jobs as flexible would open up more opportunities to women and disabled people, who were more likely to take part-time work or need to negotiate flexible hours.

Meanwhile, giving men a ‘use it or lose it’ right to decently paid paternity leave could encourage more fathers to take time off to care for their newborn children and prevent women paying for motherhood with their careers.