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

September 17, 2017 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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Diversity and inclusion: America’s CEOs are showing the path forward

August 30, 2017 0 COMMENTS

Food bank works toward goals of diversity and inclusion

July 16, 2017 0 COMMENTS

Editor’s note: Many organizations want to improve diversity and inclusion, but they don’t know where to start.  The Food Bank of Western Massachusetts is one such organization, and members of the organization’s in-house committee have provided this report on the first year of their program in the hope that other organizations can learn from their experience.  The Food Bank of Western Massachusetts

The Food Bank of Western Massachusetts

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Increase diversity by recruiting, retaining people with disabilities

July 16, 2017 0 COMMENTS

by Stephanie Holstein

Having a diverse workforce includes hiring people with disabilities, which can create a positive and inclusive work environment, be good for the bottom line, and help bring down the high unemployment rates of people with disabilities. There are a number of best practices and helpful resources to make recruiting and retaining people with disabilities an effective and manageable process for employers looking to successfully implement an initiative to employ more people with disabilities.  Businessman discussing with colleagues in office

Recruiting candidates with disabilities

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Handling challenges to diversity in era of divisiveness

January 15, 2017 0 COMMENTS

It may seem there’s no escaping political divisiveness. All manner of news and social media sources carry angry, frequently hurtful, and often untrue communication. And the workplace is not immune from the damage of those messages.  Two angry businesspeople with boxing gloves having an argument

Presidential campaigns have been heated before, but the 2016 contest seemed especially rife with venom. Since the campaign was so divisiveparticularly on race and religion issues that were aggravated by comments about Mexicans, Muslims, and other minoritiessome of that discord has found its way to the workplace.

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Measuring the impact of your diversity and inclusion investments

October 19, 2014 0 COMMENTS

Diversity, inclusion, metrics. In the world of human resources, those are buzzwords to be taken seriously. But to truly make a contribution to an organization, HR needs to analyze the meaning of each one. Mary L. Martinez, director of diversity and inclusion practice at APTMetrics, Inc., advises organizations on how to benefit from diversity and inclusion efforts through assessment, engagement, and measurement. On November 18, she will be leading a Business & Legal Resources webinar titled “Maturing Your Diversity & Inclusion Metrics: Measure What Matters.”  Metrics

Employers have found that having a diverse group of employees where various races, cultures, ages, and genders are represented and feel included can lead to a productive, cooperative workplace. And devising the right metrics helps organizations achieve goals.

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The role of leadership in creating transgender-inclusive workplaces

August 12, 2014 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.

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

April 20, 2014 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.

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Tips for leveraging inclusiveness for a more productive workforce

February 16, 2014 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.

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

February 16, 2014 1 COMMENTS

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.

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