Written by Chris de Morsella on 11-30-2006
The Daily Free Press, the student newspaper at Boston University, recently ran an article covering the activities of a Republican student group that was seeking to draw attention to what they call the “worst form of bigotry confronting America today,” Boston University’s College Republicans are circulating an application for a “Caucasian Achievement and Recognition Scholarship” that requires applicants be at least 25 percent Caucasian.
Written by Tracey de Morsella on 11-30-2006
The Johnnetta B. Cole Global Diversity & Inclusion Institute at Bennett College for Women Profile of the Diversity Management Professional is seeking diversity management professionals and practitioners to take part in this nationwide survey focused on identifying leadership competencies, success indicators and barriers to success in managing diversity and inclusion in the workplace. Your name will not be collected or appear anywhere on the survey and complete privacy will be guaranteed. Participation is completely voluntary and you may withdraw at any time. There is no reward for participating or consequence for not participating.
Written by Simma Lieberman on 11-29-2006
Some people work at their jobs because they have to make a living, and they get to express themselves after work. Some people have careers that they love, and have a hard time not taking home their work with them when they go home. And then there are successful people in the diversity field. They have a passion for diversity and they live their work. Whether or not they take their work home with them, their work is always driven by the values they live every day, and their lives are driven by the values they promote at work.
Written by Tracey de Morsella on 11-29-2006
Okay. I admit it, I’m becoming a big Arun Kottolli fan. The guy is great at explaining why diversity is important to all areas of business management. Late, last month, Arun posted on how you can leverage diversity as an asset during the brainstorming process. As usual, great stuff. You can read Arun’s post on leveraging diversity during a brainstorming session on his blog
Written by Amy Tolbert on 11-28-2006
What does diversity have to do with an ostrich? Consider this definition from the American Heritage Dictionary: os·trich (¼s“tr¹ch, ôs“-) n., pl. ostrich or os·trich·es es. 1.a. A large, swift-running flightless bird (Struthio camelus) of Africa, characterized by a long bare neck, small head, and two-toed feet. It is the largest living bird. b. A rhea. 2. One who tries to avoid disagreeable situations by refusing to face them.
Written by Tracey de Morsella on 11-28-2006
More than half of human resource (HR) professionals agreed that diversity in the workplace had advanced significantly in the past ten years, according to the 2006 Workplace Diversity Practices and Changes to the EEO-1 Process Survey Report. The survey was conducted by the Society of Human Resource Management (SHRM).
Written by Chris de Morsella on 11-28-2006
The Employment Equality (Age) Regulations that became law on October 1st, represents the most important piece of anti-discrimination legislation to be enacted in the UK in many years. This legislation is the result of the government’s obligation to adopt the European Council Directive 2000/78/EC of 27 November 2000 establishing a general framework for equal treatment in employment and occupation.
Written by Tracey de Morsella on 11-28-2006
Last week, Start-upNation, a portal for start-ups posted an article on how start up companies can economically build a diverse workplace. They quoted me quiet a lot and mentioned our sister site, The Multicultural Advantage, in the article. I happy about this because the author, Jackie Headapohl told me that she fold me through this blog. After all the research and grueling hours setting up pretending to be a programmer, her call made me feel like the blog would succeed. The information in the the article is pretty basic, but if you are a start-up, it is right on time.
Written by Tracey de Morsella on 11-26-2006
Organisations still have a long way to go to eliminate age discrimination at work and become fully compliant with the recent UK legislation, according to the latest findings from the Recruitment Confidence Index (RCI), produced by Cranfield School of Management.
Written by Tracey de Morsella on 11-24-2006
71.9 percent of IT professionals believe ageism is more prevalent in the technology sector than in other industries and over half (50.6 percent) believe their search for work has been hindered because they were too old. Despite that, over one third (37.8 percent) are not aware of the new legislation that now outlaws ageism in the workplace. These are the findings of major new research carried out by online recruitment specialist, The IT Job Board.
Written by Shannon King-Nash on 11-21-2006
It is no longer a secret. Over the past few years, the push for “workplace diversity” has emerged as a business imperative. Business leaders have recognized that inclusion is not merely a moral issue, but is the “necessary thing to do”, if they plan to maximize their potential (and successes) in an increasingly complex business environment.
Written by Tracey de Morsella on 11-21-2006
November’s issue of HR Magazine features an article entitled, Rewards Rise for Rewards Specialists, which focuses on the rising salaries of compensation and benefits executives. I posted here because I thought it was important to note that the article poibts out that among salaries of all human resources professionals the largest increase is that of EEO/diversity manager, which jumped to $103,000 in median total cash compensation this year from $94,700 last year. It placed fifth place below executive compensation manager, labor relations manager, and OD/training manager. Go to HR Magazine to read the complete article.
Written by Edward Hubbard on 11-20-2006
Why should you concern yourself with effective diversity management? In the past, many managers answered this question out of a sense of the “right thing to do” or because they were seeing more and more people who didn’t look like them in the workforce, or merely felt they had to meet the organization’s requirement for working with diverse groups. However, today’s managers know that without effective diversity management capability, organizational effectiveness is in jeopardy. Being effective at managing a diverse workforce helps to lift morale, improve processes, bring access to new segments of the marketplace and enhance productivity of the organization. In essence, it is good for business.
Written by Tracey de Morsella on 11-20-2006
At the recent SHRM diversity conference, Mark Butler, diversity manager at Marathon Petroleum Co. provided attendees with a look at what he went through when he launched his company’s divetsity initiative. He explained the necessary elements needed tp build a solid diversity initiative foundation nd the importance of choosing the right person to lead diversity. Butler also stressed the importance of overcoming the perception that diversity is really affirmtive action.
Written by Tracey de Morsella on 11-17-2006
The following is from a discussion thread that took place on September 29, 2006 on the American Affirmative Action Association discussion list in which Affirmative Action Program Coordinator for Arkansas State University asks participants if any of them have already implemented the new race/ethnicity categories on your AA voluntary data forms.QUESTION POSTED BY Patricia D. Looney, Affirmative Action Program Coordinator for Arkansas State University: Good morning. I wonder how many of you have already implemented the new race/ethnicity categories on your AA voluntary data forms…or any other form, for that matter. I’ve been advised by my AA consultant to start using the new categories. Another firm who does business with our university is challenging the use of these right now, as opposed to 2007. Since the next Census will reflect these new categories, I really don’t see why I shouldn’t be proactive and start using them now. If I can identify several universities who have already implemented the changes, I’ll be able to defend my case. Thanks for your input.
Written by Tracey de Morsella on 11-17-2006
Last month The Employment Equality (Age) Regulations 2006 in the UK was introduced. The regulations ban age discrimination relating to recruitment, promotion and training; ban unjustified retirement ages of below 65 and remove the current age limit for unfair dismissal and redundancy rights. While these new laws only apply to the UK, their introduction is being watched closely by other European nations.Which country leads the way when it comes to a balanced view on age, and what country is most likely to discriminate against younger workers? According to the results of a recent poll by Monster, Norwegians lead the way in terms of a balanced view, and Germans observed the highest percentage of discrimination against older workers when looking for new recruits.
Written by Tracey de Morsella on 11-16-2006
A national survey examining the career advancement of visible minorities in Corporate Canada was officially launched last month by Catalyst Canada and the Diversity Institute in Management and Technology at Ryerson University. Career Advancement in Corporate Canada: A Focus on Visible Minorities will explore the career development and advancement of visible minority professionals, managers and executives in publicly traded and privately held Canadian corporations and professional services firms.
Written by Tracey de Morsella on 11-16-2006
Last week Financial Times published an interesting article on how companies can benefit from board diversity. The author makes the case that boards continue to be dominated by white males and “group-think, however good the group, can wreck value”.
Written by Tracey de Morsella on 11-16-2006
Arun Kotlolli always seems to post insightful and useful info on diversity. It’s great to see someone who focuses on general management recognizing diversity’s importance in global business practices; and then dedicate a significant number of his posts to diversity. A few weeks ago, he posted an article on making multicultural, multiethnic, virtual teams work cohesively and motivating those teams for high performance. Read this insightful post about multicultural virtual teams on Arun’s blog.
Written by Steven Jones on 11-15-2006
Many of us struggle to understand the concept of privilege, the idea that some individuals receive unearned advantages in life solely based on being a member of certain social identity groups. Some of us strongly resist the idea that we have unearned privilege. A few common reactions to having privilege are:
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