Getting past the threat of sexual harassment in the workplace

January 17, 2016 - by: Tammy Binford 1 COMMENTS

As employers strive to create diverse workforces, they need to think beyond just attracting employees from varied backgrounds. It’s just as important to think about how to retain a diverse group. Taking steps to prevent sexual harassment is one way to make sure talented and productive employees don’t flee work environments they find uncomfortable, even unlawful.Business Man Subtly Sexual Harrasing The Business Woman

Recognizing sexual harassment is the first step. Gone are the days when a typical case involved a male boss chasing a female secretary around the office, or workers in a male-dominated workplace posting a calendar displaying risqué pictures in the breakroom. The Equal Employment Opportunity Commission, tasked with enforcing antiharassment law, and courts now recognize many more situations that fit the definition of sexual harassment. So employers need to take concrete steps to reduce their risk regarding subtle as well as blatant harassment.

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Hiring people with disabilities: ideas on meeting challenges, enjoying benefits

December 20, 2015 - by: Tammy Binford 1 COMMENTS

Searching for employment often feels like one of life’s most difficult challenges. The job seeker has to find a suitable position, go through the application process, hope to advance to the interview stage, and then find a way to stand out in what may be a crowd of applicants vying for the same job.   Impairments

Employers looking for the right hire face equally daunting challenges. Matching a position to someone with the right skills, experience, and attitude is no easy task, but successful employers develop methods to help them find the right talent. When reaching out to applicants with some type of disability, though, they may need to alter their process.

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Ivy League or State U? Employers considering educational diversity

November 15, 2015 - by: Tammy Binford 0 COMMENTS

Once upon a time a resume touting a prestigious university would automatically land at the top of a recruiter’s stack. Conventional wisdom dictated that a degree from an esteemed school signaled the best-educated, highest-potential candidates. But now a desire for educational diversity may be changing the old way of thinking.

Professional services firm Deloitte announced in late September that its United Kingdom operations would introduce a university-blind interview system for entry-level recruits “to help prevent unconscious bias and ensure that job offers are made on the basis of present potential, not past personal circumstance,” according to a post on the company’s blog.College Diploma, Cap, and Tassel

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Looking to hire former service members? Veterans offer advice, encouragement

October 18, 2015 - by: Tammy Binford 0 COMMENTS

As Veterans Day approaches, the nation looks at ways to honor those who have served in the military. But honors alone don’t get former service members employed once they re-enter the civilian world. So employers need not just an understanding of the legal requirements related to employing or reemploying veterans; they also need to understand the attributes veterans bring and the challenges they face when searching for civilian employment.  Military Veteran Goes to Work

Paul J. Sweeney, an attorney with Coughlin & Gerhart, LLP in Binghamton, New York, logged 29 years of active and reserve service in the Marine Corps, including a deployment to Iraq. He points to important benefits employers enjoy when hiring veterans. “As a general rule, the armed forces sets high standards when recruiting service members,” Sweeney says. “Unlike the general population, more than nine out of 10 of those who enlist in the armed forces have a high school degree. Also, the armed forces screens out those with criminal convictions and drug issues.”

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Apps, attitudes pushing employers to walk the walk on social responsibility

September 20, 2015 - by: Tammy Binford 0 COMMENTS

More and more employers tout diversity and inclusion efforts in their recruiting strategies, but just putting on a socially responsible face may not be enough to entice today’s high-potential jobseekers. Not only are prospective employees interested in working for employers that are good corporate citizens, they have a plethora of tools available to make sure an employer is truly walking the walk and not just talking the talk on its social justice efforts. Man with Note Pad and Give Concept

For example, websites and phone apps such as GoodGuide and B Corp let consumers and jobseekers alike check out products and organizations on social justice issues. In addition to apps and websites, jobseekers use social media to scrutinize potential employers. With the expanded networking capacity social media provides, jobseekers are empowered to investigate potential employers by interacting with people they know and trust.

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Millennial women and work: Tackling the recruit and retain challenge

August 16, 2015 - by: Tammy Binford 0 COMMENTS

Employers can turn up reams of research on millennial employees. They’re generally considered well-educated, tech-savvy workers who crave flexibility and collaboration. But the research rarely focuses on millennial women in the workplace, so employers are left wondering just how they can most effectively recruit, motivate, retain, and get the most out of their female millennial employees.  Happy african student

New research from a consortium of employers and business schools aims to shed light on key factors employers should understand about millennial women. The study from the International Consortium for Executive Development Research (ICEDR) released earlier this year says its conversations with high potential young women show what they want to tell employers. While pointing out that much of the research applies to men as well as women, the report hones in on women and identifies five main themes. read more…

Gender identity in the workplace: Employers face emerging discrimination issue

July 19, 2015 - by: Tammy Binford 0 COMMENTS

When the Olympian and reality TV star the world knew as Bruce Jenner announced this spring that he identifies as female rather than male, the resulting publicity put a new employment issue into focus: Controversy surrounding gender identity is more than fodder for reality TV. It also poses workplace discrimination questions as well as practical dilemmas such as restroom access. Transgender Bathroom

Although Title VII of the Civil Rights Act of 1964 doesn’t specifically address gender identity, more and more that granddaddy of discrimination laws is being interpreted as prohibiting discrimination based on gender identity. In December 2014, a memorandum from then U.S. Attorney General Eric Holder stated: “I have determined that the best reading of Title VII’s prohibition of sex discrimination is that it encompasses discrimination based on gender identity, including transgender status.” He went on to say that the U.S. Department of Justice “will no longer assert that Title VII’s prohibition against discrimination based on sex does not encompass gender identity per se, including transgender discrimination.”

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The tragedy at Emanuel AME

by Rick Morgan

Today’s current events are rife with bad news. The despicable and senseless murders at Emanuel AME Church in Charleston, South Carolina, do not end at the doors of this historical house of worship. The event, however, does bring into focus an issue that our country and workplaces continue to wrestle with on a daily basis—that of race.  Stop Hate

I will digress for a moment to talk about two points. In 1968, as a college freshman, I was fortunate to be able to earn a spot on our college’s basketball team. I was one of the 12 who got to travel and dress for away games. When we traveled, our coach would pair up players to share rooms for the night. One time, he came to me and told me he needed me to share a room with one of my teammates, which I was happy to do. The coach explained he was pairing us together because I was the only one who he felt would have no objections to the room assignment, which I did not. My teammate was black, and I am white. It really shouldn’t have mattered, but that was the unfortunate state of race relations in the 1960s.

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Military downsizing and recruiting opportunities: What HR should know

June 14, 2015 - by: Tammy Binford 0 COMMENTS

As the nation’s military continues its downsizing phase and unemployment statistics for veterans remain significant, attention is turning to efforts intended to help veterans find jobs. Civilian employers have been focusing on ways to recruit former service members, and more than a handful of states have passed laws in recent months to allow employers to give preference to veterans not just in government jobs but in the private sector as well.  Portrait of a young man with split careers businessman and soldi

Steven Parker, vice president of customer success and business transformation at Achievers, an employee rewards and recognition platform, has a message for human resources professionals trying to bring veterans into their ranks: Change your focus.

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Risk or reward? Ex-offenders present challenge to employers

May 17, 2015 - by: Tammy Binford 0 COMMENTS

In a quest for workforce diversity, employers go to great lengths to reach out to people of various races, ethnicities, genders, ages, and backgrounds. But they’re not so likely to reach out to those who have spent time in prison. Yet employers often express a desire to be good corporate citizens that “give back” to their communities. Businessman chained to a large ball

So to hire someone once incarcerated for a crime represents a risk since ex-offenders may slip back into their old ways. But to hire people struggling to get back on their feet, support themselves and their families, and generally contribute to their community can be a risk worth taking, even rewarding for employers.

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