Top 10 tips for dealing with substance abuse in the workplace

by Michelle Lee Flores

There is clear agreement that substance abusewhether it’s alcohol, prescription drugs, or illegal drugsadversely affects employers and their businesses. Some estimate the loss of productivity for U.S. employers has been as much as $200 billion annually! General concerns for safety at work, injuries on the job, theft, loss of employee morale, and costs related to absenteeism, recruiting, training, turnover, and healthcare utilization illustrate why substance abuse in the workplace is problematic. Below are some tips for dealing with substance abuse in the workplace.  WorkAlcoholic

10 important do’s and don’ts
1. Don’t be the ostrich. Many employers don’t want to deal with substance abuse in the workplace, so they ignore it, thinking it won’t happen to them or a policy isn’t needed. Don’t be that employer. Indeed, chronic abusers seek out employers that don’t have substance abuse policies for their workplace. Many employers also tend to ignore or enable the substance abusing employee in his behavior. If there are suspicions of abuse, rely on your workplace policy and your employee assistance program (EAP).

read more…

The role of leadership in creating transgender-inclusive workplaces

August 12, 2014 - by: Diversity Insight 0 COMMENTS

by Dr. Jamison Green

Corporate leaders agree that diverse and inclusive workplaces are more productive, versatile, and adaptive in a changing marketplace. But often, when managers think of gender diversity, they think only about gender parity between men and women, or about opening traditionally male occupations to women, or vice versa. Creating a transgender-inclusive workplace is an opportunity to create even more awareness about gender, and to eliminate the prejudices and limitations we impose on people because of our assumptions about gender and sex stereotypes.  PositiveLeadership

Employers may not even be aware that they may already have transgender people in their workforce. Not all transgender people will go through an “on-the-job” transition, nor will they be “obvious” in their appearance. Some employees may have transgender family members or friends, and knowing that there are employers who actively do not discriminate against this segment of the population can be a source of relief and even pride.

read more…

Employers urged to make diversity a business strategy, not just an obligation

April 20, 2014 - by: Tammy Binford 0 COMMENTS

As human resources teams strive to attract and retain top talent, they often turn their focus to the strengths that come from having a diverse workforce. But a new study suggests that a focus on diversity alone may come up short if companies aren’t also thinking about inclusion. The recently released Deloitte Global Human Capital Trends 2014 report shows that most of the organizations participating in the study say their organizations promote diversity, but not nearly so many see the full business benefits of a diverse workforce. The study report states that leading companies are doing more than just building a diverse workforce; they’re building inclusive workplaces, “enabling them to transform diversity programs from a compliance obligation to a business strategy.”  ThoughtDiversity

The Deloitte study included the views of more than 2,500 business and HR leaders in 94 countries. The survey shows that just 20 percent of the companies participating in the study believe that they are fully realizing all the benefits of diversity.

read more…

Steps to take toward gender equality

by Dinita James

In the mid-1970s, I wore an ERA bracelet in support of ratification of the Equal Rights Amendment (ERA). I also had a button that displayed only two numbers and a symbol ― 62 ¢.

The 62 cents signified the then-current national average of women’s earnings for every dollar earned by men. Some four decades later, the ERA appears to be a constitutional dead letter, and women earn about 81 cents on the dollar compared with their male peers.  UnequalPay

read more…

Satisfying your obligation to accommodate disabled employees

by Kara E. Shea

Did you know the fastest rising category of claims filed with the Equal Employment Opportunity Commission (EEOC) is claims based on disability discrimination and/or failure to accommodate disabled employees? This isn’t surprising given that, under the expanded Americans with Disabilities Act (ADA), virtually any nonminor/nontransitory impairment may be considered a qualifying disability.  DisabledEmployee

So the crucial question is, once you have determined that an employee or job applicant has a disability, to what lengths must you go to provide a reasonable accommodation? Do you have to provide the specific accommodation requested by the employee? What is an undue hardship? This month, we provide some pointers to help employers navigate the process of determining how or whether to provide an accommodation for an individual with a disability.

read more…

Tips for leveraging inclusiveness for a more productive workforce

February 16, 2014 - by: Tammy Binford 1 COMMENTS

Employers are always searching for ways to empower their employees to do their best work. They invest in training to help workers gain skills, and they develop policies designed to keep the workplace running smoothly, but other components—cultivating cultural intelligence and fostering an environment of inclusiveness—may be overlooked.   Welcome

Simma Lieberman, a diversity and inclusion/culture change consultant, has advice for employers interested in leveraging the diversity they have in their employees, and it starts with shedding the attitudes that can hold an employer back.

read more…

To build or not to build? That’s the inclusion question

by Brad Federman

Typically, an organization employs inclusion efforts because it notices there’s a morale issue within a certain group or within the organization as a whole, a legal challenge has been filed against the organization, or there has been an effort to organize a union. Unfortunately, many inclusion or diversity efforts fail because they are reactive tactics used to pacify a group or groups. Even much of the discrimination and harassment training that exists is done to stay out of legal trouble or in direct response to a legal issue. What a large number of organizations fail to see is that a reactive effort to respond to workplace issues actually alienates and disenfranchises many employees.   WorkingTogether

Inclusion has become an approach to working with employees who are different or have special needs. Employees don’t want to be treated well because they are different or because the organization is afraid of a union organizing effort. They want to consistently feel respected, included, and valued. You must develop a strong, clear, and productive culture to demonstrate respect, interest, and value in your employees on a consistent basis.

read more…

Categories: Diversity Strategies

Tags:

Who is GINA, and why should I care about her?

by Mark Jeffries

Those of us in HR and the field of employment law sometimes feel like we’re being force-fed a veritable alphabet soup of federal statutes. We have to mind our p’s and q’s under the FLSA, FMLA, ADA, ADAAA, and ADEA, just to name a few. But there’s a relatively young law that some of you may not be aware of: the Genetic Information Nondiscrimination Act of 2008, or GINA.

Because GINA just became law a few years ago and her scope is fairly limited, many employers may not have given her much thought. But the Equal Employment Opportunity Commission (EEOC) recently filed its first GINA lawsuit against an employer, resulting in a $50,000 settlement. So beware―GINA is out there, and the facts of the EEOC’s case show how easy it can be to run afoul of her prohibitions.

read more…

Disability etiquette: It should be common courtesy

July 15, 2012 - by: admin 0 COMMENTS

By Marcia Akers

The rules of etiquette define those behaviors that are socially acceptable under particular circumstances. It is not a crime of legal consequence if these unwritten, but widely accepted, standards of proper behavior are broken, but anyone not adhering to them may be ridiculed or ostracized. The Disability Rights Movement popularized the expression “disability etiquette” which describes the guidelines for approaching and interacting with people who have disabilities.

People with disabilities are simply that….people. As it is with all people, those who have a disability have emotions, goals, friends, families, abilities, limitations. And, as it is with all people, those who have a disability deal with life as it presents itself in a way that is comfortable and accommodating so far as they are able and to the extent that our society will allow. read more…

Dads Deserve a Break: Family-Friendly Policies Aren’t Just for Working Moms

June 16, 2012 - by: admin 0 COMMENTS

By Tammy Binford

Dad usually gets a new tie or some other token of appreciation from the kids in observance of Father’s Day. But what he may want more is a little extra support at work.

Working moms are often at the center of discussions about work-life balance – how to get the children to school and still get to work on time, how to juggle kids’ activities with work deadlines, etc. – but dads can find themselves in the same bind.

read more…

 Page 1 of 2  1  2 »