Employers look to ‘culture of inclusiveness’ in era of expanding LGBT rights

September 17, 2017 - by: Tammy Binford 1 COMMENTS

Inclusiveness, civility, respectful treatment: Those are all concepts getting a lot of attention as employers struggle to cope with what seems like an increasingly divisive culture often threatening to bleed over into the workplace.  Diversity Team Community Group of People Concept

A changing legal landscape also must be considered as employers strive for productive and nondiscriminatory working environments. For example, a landmark ruling from the 7th U.S. Circuit Court of Appeals recently concluded that sexual orientation is a protected category under Title VII of the Civil Rights Act of 1964. The Equal Employment Opportunity Commission (EEOC) also sees Title VII as encompassing sexual orientation and gender identity. Also, many state legislatures have passed laws prohibiting discrimination based on sexual orientation and gender identity.

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With HR’s help, employee network groups can improve retention

September 17, 2017 - by: Diversity Insight 0 COMMENTS

From the employer’s perspective, employee network groups can boost engagement and retention—or they can create divisiveness. To ensure the former, employers need to be involved from the start.

By adopting a policy and welcoming network groups, businesses can encourage members to have positive effects in the workplace, according to Ray Friedman, a professor of management at Vanderbilt University’s Owen Graduate School of Management. Friedman offered the following tips on policies and best practices during a recent presentation at the 2017 Employers Counsel Network (ECN) Conference in Nashville, Tennessee.  Abstract Business People

One or many groups?

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When words used in a disciplinary report suggest implicit bias

by Barbara J. Koenig

Implicit bias is an unconscious preference for or an aversion to a person or a group of people. In other words, we may have an attitude toward others or stereotype them without conscious knowledge of what we’re doing. If we act in accordance with our implicit bias, we may be discriminating against a person or a group of people without even being aware of our bias. Two recent cases illustrate the fact that HR managers need to educate supervisors on implicit bias and how a seemingly straightforward description of an employee or a workplace incident can suggest racial animus and unconscious discrimination.  Bias

Seemingly innocent words suggest bias

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Top 10 employer mistakes in accommodating disabled employees

by Matthew A. Goodin

Even experienced HR professionals have a difficult time with requests for reasonable accommodation from disabled employees. This process is even trickier if the employee needs a leave of absence as an accommodation because of the intersection of different laws that govern leaves of absence. Below are some of the most common mistakes employers make when accommodating employees with disabilities. Recognizing and avoiding these mistakes will go a long way toward preventing unwanted litigation.    TOP 10. Rainbow splash paint

1. Not having adequate job descriptions

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Stage is set for SCOTUS to rule on Title VII and sexual orientation

September 17, 2017 - by: Utah Employment Law Letter 0 COMMENTS

by Ryan B. Frazier

Since the civil rights movement of the 1960s, state and federal laws have been enacted to prohibit employment discrimination against individuals on the basis of their race, ethnicity, age, disability, religion, and gender. Until recently, virtually none of those antidiscrimination laws covered employment discrimination based on sexual orientation or gender identity. Over the last decade, as issues related to sexual orientation and gender identity have moved to the forefront of social consciousness, several states and certain federal agencies, including the Equal Employment Opportunity Commission (EEOC), have started to recognize and address employment discrimination in that context.  Supreme Court

Recognition of discrimination based on sexual orientation and gender identity has not been universal. Federal law is not resolved on the issue, and recent federal circuit court rulings have further complicated things. This article focuses on the recent appellate court rulings and how they are changing the employment discrimination landscape under federal law.

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Nobody’s perfect: Unconscious bias at work

September 10, 2017 - by: admin 0 COMMENTS

by Lisa ChapmanDiversity Insight unconscious bias 2
Royse Law Firm, PC

Whether you work in an office or not, you should care about harassment in the workplace. It can be verbal or nonverbal, and the perpetrators often aren’t fully aware of the negative implications behind their words or actions. Whether we’re on the receiving end of the harassment or the ones making the comments, the way we conduct ourselves at work and in life has a direct impact on the reputation of our company and the individuals who comprise it.

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Diversity and inclusion: America’s CEOs are showing the path forward

Firestorm over Google memo putting ‘diversity of thought’ in spotlight

August 20, 2017 - by: Tammy Binford 0 COMMENTS

What was meant to be an internal memo written by a male engineer at Google hit the internet in a big way in early August, igniting controversy that led to the employee’s firing and much discussion about the effectiveness of corporate diversity efforts.  Business people looking for ideas

The now-infamous memo raises questions on many fronts. Among them: Does it make the company vulnerable to claims from women that they endure a hostile work environment? Does it expose the company to legal action from the engineer who was fired? Andin a different veindoes it raise questions about corporate culture that go beyond legal concerns and focus on a type of diversity that’s beginning to gain more attentiondiversity of thought?

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Violent culture, violent workplaces

Program allows employers to support servicemembers

by Jennifer S. Frank and Danielle M. Kerr

This article focuses on the National Guard’s Employer Support for the Guard and Reserve Program (ESGRP), explaining how employers can support the employment of National Guard and reserve members and how they can manage laws governing the employment of military personnel. young man with split careers businessman and soldier

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