Workforce Management
April 28th, 2011
“We need to focus on diversity or inclusion or maybe compliance; we’re not sure which but we need to do something—we know that.”
This is what I’ve heard recently in separate meetings with clients in different industries and regions of the country. All are facing sluggish, if any, growth and diminished career opportunities for incumbents.
At the same time, they’re experiencing rising age-based tensions among those who want to advance and those who can’t leave, as well as frictions involving gender, ethnicity, race, religion. and global cultural differences.
In each instance, these conditions aren’t spawning waves of employment lawsuits; instead, they’re generating a surge in internal and external complaints. Further, engagement survey results indicate that employees don’t trust their leaders to drive their businesses forward and listen to their concerns.
Full Story: http://workforce.com/wpmu/ethical/2011/04/28/diversity-inclusion-compliance%e2%80%94not-one-or-the-other-but-all-three-and-more/
Showing posts with label inclusion. Show all posts
Showing posts with label inclusion. Show all posts
Tuesday, May 3, 2011
Tuesday, January 18, 2011
Study: Workplace Diversity Must Include Buy-In From Whites
Diverse Issues in Higher Education
by Associated Press , January 18, 2011
ANN ARBOR, Mich. — Organizational efforts to create and maintain an inclusive multicultural environment often face resistance by Whites, says a University of Michigan researcher.
“Without the support of Whites, organizations and educational settings will fail in their attempts to navigate and manage the complexities of diverse work forces and constituencies,” says Dr. Jeffrey Sanchez-Burks, an associate professor of management and organizations at Michigan’s Ross School of Business. “In the face of the dramatic projected growth in demographic diversity, such failure could have severe economic, social and political consequences.
Full Story: http://diverseeducation.com/article/14628/
by Associated Press , January 18, 2011
ANN ARBOR, Mich. — Organizational efforts to create and maintain an inclusive multicultural environment often face resistance by Whites, says a University of Michigan researcher.
“Without the support of Whites, organizations and educational settings will fail in their attempts to navigate and manage the complexities of diverse work forces and constituencies,” says Dr. Jeffrey Sanchez-Burks, an associate professor of management and organizations at Michigan’s Ross School of Business. “In the face of the dramatic projected growth in demographic diversity, such failure could have severe economic, social and political consequences.
Full Story: http://diverseeducation.com/article/14628/
Monday, June 14, 2010
Diversity of a Different Color
Workforce Management
Initiatives have shifted from their roots in equal opportunity for workers toward a focus on marketing goals and accessing diverse markets. But this new model may not survive stepped-up government enforcement and budget cuts threatening programs with unproven results. By Fay Hansen
June 2010
Bank of America’s award-winning diversity program includes executive and regional inclusion councils, affinity groups and diversity networks. In February 2010, the bank was slapped with a $60 million racial discrimination lawsuit. The complaint alleges that the bank’s “apartheid system of business allocation” systematically segregates black employees into jobs that keep them away from wealthy white clients and creates vast inequalities in pay and career opportunities for black employees.
After two decades of corporate diversity programs, rampant racial discrimination in hiring, promotions and wages is still evident in comprehensive data produced by the U.S. Bureau of Labor Statistics and other statistical sources. The number of racial harassment charges reported to the U.S. Equal Employment Opportunity Commission has doubled over the same period.
Since their inception in an era of lax federal enforcement, diversity programs have steadily abandoned the hard world of racial discrimination and slipped into the softer realm of “inclusion” initiatives aimed at boosting engagement and productivity across the entire employee population. Program objectives have shifted away from their equal opportunity origins and toward marketing goals. In the context of this shift, the short-lived quest for better diversity metrics and return-on-investment calculations has largely disintegrated into a collection of surveys about employee engagement and customer satisfaction.
Full Story: http://www.workforce.com/section/03/feature/27/21/16/index.html
Initiatives have shifted from their roots in equal opportunity for workers toward a focus on marketing goals and accessing diverse markets. But this new model may not survive stepped-up government enforcement and budget cuts threatening programs with unproven results. By Fay Hansen
June 2010
Bank of America’s award-winning diversity program includes executive and regional inclusion councils, affinity groups and diversity networks. In February 2010, the bank was slapped with a $60 million racial discrimination lawsuit. The complaint alleges that the bank’s “apartheid system of business allocation” systematically segregates black employees into jobs that keep them away from wealthy white clients and creates vast inequalities in pay and career opportunities for black employees.
After two decades of corporate diversity programs, rampant racial discrimination in hiring, promotions and wages is still evident in comprehensive data produced by the U.S. Bureau of Labor Statistics and other statistical sources. The number of racial harassment charges reported to the U.S. Equal Employment Opportunity Commission has doubled over the same period.
Since their inception in an era of lax federal enforcement, diversity programs have steadily abandoned the hard world of racial discrimination and slipped into the softer realm of “inclusion” initiatives aimed at boosting engagement and productivity across the entire employee population. Program objectives have shifted away from their equal opportunity origins and toward marketing goals. In the context of this shift, the short-lived quest for better diversity metrics and return-on-investment calculations has largely disintegrated into a collection of surveys about employee engagement and customer satisfaction.
Full Story: http://www.workforce.com/section/03/feature/27/21/16/index.html
Wednesday, February 20, 2008
UC Berkeley Creates Multidisciplinary Chair For Equity and Inclusion
Diverse Issues in Higher Education
by Michelle J. Nealy
Feb 20, 2008, 21:56
The University of California, Berkeley has created a new $5 million faculty chair to further extend the university’s campus-wide initiative for equity and inclusion.
In addition to research and teaching, the new chair will help generate specific policy recommendations for business, government and communities that will draw on the strengths of diverse demographics and reduce ethnic and racial disparities in areas that include education, the workplace and health care.
The Robert D. Haas Chancellor’s Chair in Equity and Inclusion is being established to honor Robert Haas, a UC Berkeley alumnus who recently stepped down as chief executive officer and chairman of San Francisco-based Levi Strauss & Co.
Dr. Robert J. Birgeneau, chancellor of the university, says, “This chair will bring to the campus a world-class scholar who can work in partnership with Gibor Basri, the vice chancellor of equity and inclusion, to ensure that [racial and ethnic diversity] are defining and enduring elements of UC Berkeley’s institutional fabric.”
UC Berkeley is currently the least ethnically and racially diverse campus in the University of California system. Since the demise of affirmative action in 1996, nearly every university in the UC System has experienced steep declines in the admission rates of African-Americans students, particularly UC Berkeley — one of the most selective schools in the system.
In 2006, African-Americans, Hispanics, and American Indians combined made up only 14 percent of the entire undergraduate population. [To read the entire article, go to: http://diverseeducation.com/artman/publish/article_10677.shtml]
by Michelle J. Nealy
Feb 20, 2008, 21:56
The University of California, Berkeley has created a new $5 million faculty chair to further extend the university’s campus-wide initiative for equity and inclusion.
In addition to research and teaching, the new chair will help generate specific policy recommendations for business, government and communities that will draw on the strengths of diverse demographics and reduce ethnic and racial disparities in areas that include education, the workplace and health care.
The Robert D. Haas Chancellor’s Chair in Equity and Inclusion is being established to honor Robert Haas, a UC Berkeley alumnus who recently stepped down as chief executive officer and chairman of San Francisco-based Levi Strauss & Co.
Dr. Robert J. Birgeneau, chancellor of the university, says, “This chair will bring to the campus a world-class scholar who can work in partnership with Gibor Basri, the vice chancellor of equity and inclusion, to ensure that [racial and ethnic diversity] are defining and enduring elements of UC Berkeley’s institutional fabric.”
UC Berkeley is currently the least ethnically and racially diverse campus in the University of California system. Since the demise of affirmative action in 1996, nearly every university in the UC System has experienced steep declines in the admission rates of African-Americans students, particularly UC Berkeley — one of the most selective schools in the system.
In 2006, African-Americans, Hispanics, and American Indians combined made up only 14 percent of the entire undergraduate population. [To read the entire article, go to: http://diverseeducation.com/artman/publish/article_10677.shtml]
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