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Diversity News
Hrexecutive
1M
40
Northwestern Mutual CHRO: 6 pieces of advice for HR leaders
- Through his various business roles, Robertson developed his unique perspective on how HR can better support the organization’s strategic goals.
- HR leaders should strive to understand business priorities and speak the language of business leaders.
- While data and technology are important, Robertson emphasizes the need for authentic, empathetic connections with employees.
- Talent management and development of employees must be a priority to retain the best talent.
- HR leaders should focus on equipping managers with the right skills, tools, and incentives to be effective “career guides” for their teams.
- HR leaders should challenge the traditional processes and be open to flexible approaches that meet the evolving needs of the workforce.
- HR leaders should work to gain executive-level commitment to their initiatives.
- CHROs are in a position to be strategic business partners who balance data-driven insights with a human-centric approach to enable organizational success.
- Adopting this mindset can help HR leaders drive meaningful impact.
- “HR people,” he says, “are still the most empathetic people at the leadership table.”
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HRKatha
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Image Credit: HRKatha
Federal Reserve asked to improve hiring practices amid diversity concerns
- The Federal Reserve Board of Governors is under pressure to improve its hiring practices after a report from its inspector general (IG).
- The report highlighted a decline in diversity among late-stage job applicants at the Board.
- The inspector general has made seven recommendations to improve the Board's hiring process, including anonymising resumes and providing mandatory training for hiring managers.
- The lack of diversity in the Federal Reserve's upper ranks has raised concerns about its ability to reflect the population it serves and promote diverse perspectives.
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Hrexecutive
1M
366
6 HR functions using gen AI in a big way
- More than 40% of HR functions use or are experimenting with gen AI, according to research by the Institute for Corporate Productivity.
- Of six HR functions using AI, each deploys it to improve efficiency and productivity.
- Talent acquisition is one of the key areas of HR practising gen AI, with video or chatbot-interviews among the tech’s uses.
- Talent development is another area in which gen AI can catalyse change, enabling teams to treat instruction and development needs on a personalised basis.
- Total rewards teams that may use gen AI include those responsible for automating compensation queries and pay equity analysis.
- Diversity, equity and inclusion teams use AI to identify potential bias in job descriptions and employee pay, and assess the impact of changes.
- People-analytics teams apply gen AI heavily to qualitative and empirical data analysis in support of natural-language processing and employee feedback analysis.
- Some businesses, including Walmart, also deploy chatbots to answer employee queries and help ensure optimal employee experience and labour relations.
- Good HR deployment of AI only occurs in 13% of organisations HR function, with 28% and 34% respectively using the technology in moderation or in a minimal fashion.
- But 51% of employers are now embracing gen AI to some degree: HR input is increasingly being sought in strategic AI decision making, the report by i4cp indicates.
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Blackenterprise
1M
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Study: Black, Latinx Doctors See More Low-Income Patients
- Black and other doctors of color are more likely to accept Medicaid as a form of payment than white doctors.
- Black and Latinx doctors are 60% and 40% more likely, respectively, to see Medicaid beneficiaries.
- These doctors contribute to providing healthcare in marginalized communities that lack access to quality healthcare.
- Efforts are needed to ensure fair and equal opportunities for underrepresented individuals in medicine and support for all clinicians.
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Dezeen
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Image Credit: Dezeen
Why UK architecture's gender pay gap isn't improving
- UK architecture is struggling to close its gender pay gap, which remains stubbornly at 15.4%, according to data from 10 companies. Architecture is faring worse than the UK average pay gap for all industries, which is 7.7%. The problem centres on too few senior women, with the lack of transparent career development structures exacerbating the issue. Moving toward enhancing architects’ family life and offering remote working and part-time roles will be key antidotes to change, according to guidelines by the Royal Institute of British Architects.
- Diversity consultant Marsha Ramroop says change is inadequate. She notes that lack of transparency and effort in firms' pipelines together with few women joining the industry prompt talented women to exit. Architecture is classed as a "greedy job," a feature that impacts on everyone working as an architect. Long work hours for low pay are driving away architects who see they can earn more in other sectors. Improved workplace flexibility and enhanced parental leave pay could go a long way to reducing the gender pay gap.
- "Having more women in the workforce and retaining women who are highly skilled in architecture should be a business imperative," said RIBA's director of inclusion and diversity, Robbie Turner. Efforts to provide more family-friendly policies are beginning to gain traction. However, some practices are still at odds with remote working culture given the importance of Ccollaboration in architecture. There is also a mindset issue, with some practices focusing more on undercutting rivals than charging higher fees and paying employees fairly.
- Driving up project fees might help studios enhance employees' working conditions and provide better pay. Architecture businesses such as Mamou-Mani and Clare Nash Architecture have been able to balance reasonable working hours and good pay. Collecting more data about wage structures and proposing a banding system could also help to increase transparency.
- While acknowledging slow progress, some believe that efforts will pay off. Igea Troiani, head of division for architecture at London South Bank University, is optimistic that the profession is on track to reduce the gender pay gap. Turner agrees and notes that recognising the benefits to business of family-friendly policies is driving interest in change.
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StartupDaily
1M
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Why backing female founders is more than just a numbers game
- The issue of gender imbalance in venture capital goes beyond simple statistics.
- Female founders receive smaller funding amounts compared to their male counterparts.
- Flying Fox Ventures is introducing a female founder sidecar to address the imbalance.
- Addressing the entire ecosystem and including senior decision-makers in meetings with female founders are important steps.
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Hrexecutive
1M
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What makes a sustainable workplace DEI strategy today?
- As political rhetoric has turned to the topic of corporate DEI strategy, numerous high-profile companies have walked back their commitments in recent months. In response, many diversity heads are struggling, revealing the importance of focusing on areas in which they have the most impact and strategising effectively. Kari Mayfield, head of diversity, equity and inclusion at Ping Identity, is one such leader who has zeroed in on exposing young talent (including girls in elementary and middle school to STEM careers. The newly merged tech company does its research and regularly holds focus groups with employees, per Mayfield’s advice.
- Mayfield has found that employees tend to be passionate and committed when it comes to DEI work. From her perspective, the current DEI landscape is focused much more on inclusion and belonging, rather than solely on diversity. That being said, diversity remains an important agenda item, as does investing in DEI initiatives. Employee feedback, a core component of creating a people strategy that works, is critical if such initiatives are to be effective and meet the needs of those working within the business.
- Leadership buy-in and support remains as important as ever, as customers become increasingly aware of the importance of such initiatives and push the company to respond in a socially responsible way. As such, leaders must understand how commitment to inclusion and diversity is supporting local communities through DEI initiatives. Finally, Mayfield emphasizes the importance of being intentional about the DEI strategy an organization adopts and maintaining a daily focus on living out that commitment as a means to create a more comfortable, psychologically safe workplace.
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HRM Asia
1M
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Image Credit: HRM Asia
Bridging the DEI perception gap in Asia-Pacific workplaces
- There exists a disconnect between how leaders and employees perceive progress in DEI efforts in the Asia-Pacific region, according to the DEI Deep Dive Report 2024 by TDC Global.
- Nearly 40% of DEI managers surveyed believe they are making strides in their DEI journey; however, one in five employees feel that their workplace has not even begun addressing DEI.
- Both managers and employees prefer interactive DEI training and in-person support, though employees rate all forms of support as more helpful than managers do, indicating that employees value this assistance more.
- Respondents across Asia-Pacific predict that DEI investment will either remain the same or increase over the next 1-2 years.
- DEI initiatives can start small and do not necessarily have to be monetary investments because improvements in DEI are about getting all the same things done right to benefit the bigger picture.
- DEI initiatives can help with employee retention, operational efficiency, and customer retention.
- Leaders can support their DEI champions by holding themselves accountable through KPIs and making DEI leadership a performance attribute which contributes to monthly KPIs at every level of the organisation.
- DEI in the workplace is about ensuring that every employee has equitable access to a flexible working environment which fits their needs, is inclusive and welcoming, and encourages collaboration no matter their background.
- Organisations in Asia-Pacific region newer to their DEI journey are likely to ramp up investment, and organisations should be vigilant to keep up with changing demands as the DEI landscape across Asia-Pacific is likely to shift at a rapid pace.
- In the long run, organisations that cut DEI investment might face a competitive disadvantage, as DEI is no longer just important—it is a business imperative.
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TeamBonding
1M
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Image Credit: TeamBonding
Why Are Employee Resource Groups (ERGs) Important?
- Employee resource groups (ERGs) are employee-led, voluntary groups that focus on diversity, equity, inclusion, and belonging (DEIB) and bring employees of similar demographics and interests together.
- ERGs allow like-minded employees to connect, support each other, collaborate, and work out issues relevant to the group.
- There are many benefits of employee resource groups including fostering a sense of belonging, increasing creativity and innovation, building employee confidence, and boosting engagement and retention.
- As ERGs become increasingly common, they are becoming more organized with their own forms of governance, strategies, missions, and goals.
- Having ineffective ERGs can make employees feel excluded and disconnected from their workplace.
- Starting an ERG involves assessing and planning, forming a core team, developing structure, securing resources, launching and promoting and evaluating.
- Employee resource group examples include Women@Microsoft and King Games’ Kicking Glass program.
- Activities for ERGs include team building activities such as volunteering and leadership building events.
- ERGs are here to stay and can provide valuable benefits to companies in terms of promoting DEIB, fostering community, and boosting employee engagement and retention.
- TeamBonding can help companies build and strengthen their ERGs through events, team-building activities, and more.
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StartupDaily
2M
372
Why it’s not OK when your hiring practices cause harm
- On RUOK Day I want to pose a question outside of the typical clarion calls.
- The way you treat candidates and dismiss them for ageist, racist and sexist attitudes and bias will no doubt nibble (or shark-like bite) at your conscience.
- The hiring ecosystem on both recruiter and employer side has always been, and continues to be trussed with all manner of isms and particularly sexism, racism, and ageism.
- The impact of hiring biases on candidates who face one or a combination of rejections is beyond quantification emotionally, physically and financially.
- Back to my question – RUOK with your behaviours, inaction and biased attitudes to candidates?
- It’s ironic that even with robust DEI policies in place (however ageism is rarely included) that hiring processes rarely truly reflect human care and wellbeing.
- Firstly, don’t even attempt to deflect responsibility with time constraints. If you are hiring you have a duty of human care to treat ‘genuine’ applicants well.
- You never know who is connected and can impact your business and share negative feedback.
- Applying for jobs from junior burger to executive levels is never easy with financial stability, careers and self-worth at play.
- So again, take a deep reflection and ask ‘RUOK with hiring practices which can cause harm?’
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Minis
7M
1.1k
Image Credit: Minis
Big companies in India Inc ramp up hiring of transgender workers
- Big companies in India Inc. are actively increasing their recruitment of transgender workers, showcasing a significant shift towards inclusivity.
- Tata Steel, RJ Corp, Publicis Sapient, and others are leading the charge, with Tata Steel alone aiming to hire at least 50 transgender individuals. These companies are not only hiring but also revising policies to create a more inclusive environment.
- Initiatives include skill development programs, higher stipends for hormone therapy, and identifying diverse roles for transgender employees.
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Minis
8M
1.1k
Image Credit: Minis
Black, deaf employee sues google, accuses tech giant of using her to tout diversity
- Jalon Hall, Google's first black and deaf employee, has filed a lawsuit against the tech giant, alleging discrimination and exploitation.
- Hall, hired in 2020 as a content moderator, claims Google used her to showcase inclusivity while failing to provide promised accommodations and opportunities for advancement. She accuses Google of creating a hostile, racially charged work environment, citing instances of derogatory remarks and exclusion from discussions.
- Despite Google's celebration of diversity on social media, Hall's experience highlights ongoing challenges faced by marginalized employees in tech companies.
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Minis
1y
1.8k
Image Credit: Minis
Paytm CEO gets spam mail asking him to develop Paytm mobile app, Twitter has a field day
- Vijay Shekhar Sharma, the founder and CEO of Paytm, received an email pitching a mobile app for Paytm from an employee of Tapcart, a mobile app builder for Shopify merchants.
- Vijay Shekhar Sharma shared a screenshot of the email on Twitter, expressing his frustration with such emails and asking his followers for their strategies to deal with unwanted inbox spam.
- Sharma mentioned that he has a filter that automatically deletes emails with an 'unsubscribe' link, indicating his method of handling spam.
- Some Twitter users found humor in the situation, while others suggested considering the proposal for a Paytm mobile app to enhance user convenience.
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31 Likes
Minis
1y
1.4k
Image Credit: Minis
Companies should push maternity leave to 9 months: NITI Aayog member
- VK Paul, a member of NITI Aayog, has proposed extending maternity leave from six months to nine months for firms in the public and private sectors.
- Paul emphasized the importance of the private sector's support in creating comprehensive child care facilities, such as opening more creches, to assist working parents.
- Additionally, he highlighted the need for the private sector to contribute towards elderly care initiatives, aligning with NITI Aayog's efforts in providing holistic care solutions.
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36 Likes
Minis
1y
1.1k
Image Credit: Minis
Instagram star Bri Teresi quits lingerie company after hiring of biological male model
- Instagram influencer Bri Teresi has quit her partnership with lingerie company Honey Birdette after they hired a male model, Jake DuPree, to model their women's lingerie.
- Teresi criticized the company for jumping on the "woke bandwagon" and claimed that a woman had been replaced by a diversity hire.
- The lingerie brand posted that featuring DuPree was part of their effort to promote inclusivity and the LGBTQ+ community.
- This incident is the latest in a series of controversies involving major brands marketing products with biological men, including Bud Light's sponsorship of trans activist Dylan Mulvaney and Nike's use of Mulvaney to model their new sports bra.
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