Black Enterprise
Today's diversity intiatives involve much more than hiring or doing business with Afircan Americans. These diversity leaders explain how
Thursday, April 28, 2011, 8:30
The new Wells Fargo (post merger with Wachovia) continues to make strides in its diversity practices under the leadership of its Sr. VP, Head of Enterprise Diversity and Inclusion Pat Crawford. “Diversity is not just a numbers game,” explains Crawford. “It’s about creating a culture that allows employees to feel supported and valued.”
The financial services company has a history of philanthropy with nonprofits and puts more than 36% of its advertising budget toward reaching diverse consumer markets. When it comes to supplier diversity Wells Fargo spends $590 million with certified minority-owned businesses and has set a target of spending $1 billion annually by 2013. The company has also loaned more than $38 billion dollars to African American, Latino, Asian, and women-owned businesses since 1995.
Wells Fargo has nine employee networks that help develop business plans and business engagement. Crawford is responsible for the recently restructured 30-member Executive Diversity Council, which now seeks to improve its methods for measuring achievements and holding leaders accountable for diversity goals.
Full Story: http://www.blackenterprise.com/2011/04/28/7-diversity-professionals-who-are-changing-the-game/
Monday, May 2, 2011
US Labor Department’s Office of Disability Employment Policy announces 2011 theme for National Disability Employment Awareness Month
U.S. Department of Labor
Office of Disability Employment Policy
News Release
ODEP News Release: [04/28/2011
]Contact Name: Bennett Gamble or Gloria Della
Phone Number: (202) 693-4667 or x8666
Release Number: 11-0609-NAT
WASHINGTON — The U.S. Department of Labor’s Office of Disability Employment Policy today announced the official theme for October’s National Disability Employment Awareness Month: “Profit by Investing in Workers with Disabilities.” The theme honors the contributions of workers with disabilities and serves to inform the public that they represent a highly skilled talent pool that can help employers compete in today’s global economy.
“Return on investment means hiring the right talent,” said Kathy Martinez, assistant secretary of labor for disability employment policy. “Workers with disabilities represent all skill sets and are ready to get the job done. This year’s theme focuses on improving employment opportunities that lead to good jobs and a secure economic future for people with disabilities and the nation as a whole.”
Early announcement of the theme helps communities nationwide plan a series of announcements, events and meetings to begin in October, some of which will continue throughout the year. Such activities include proclamations, public awareness programs and job fairs that showcase the assets of workers with disabilities. As background, Public Law 176, enacted by Congress in 1945, designated the first week in October each year as “National Employ the Physically Handicapped Week.” President Harry S. Truman designated the President’s Committee on Employment of People with Disabilities to carry out the observance. In 1962, the word “physically” was removed from the week’s name to acknowledge the employment needs of all Americans with disabilities. In 1988, Congress expanded the week to a month and changed its name to “National Disability Awareness Month,” which eventually evolved to its current name. The Labor Department’s Office of Disability Employment Policy took over responsibility for National Disability Employment Awareness Month in 2001.
Members of the public with questions related to the 2011 theme should contact Carol Dunlap in ODEP at 202-693-7902. Members of the media should contact the individuals named above.
ODEP’s mission is to provide national leadership by developing and influencing disability-related policies and practices to increase and enhance the employment of people with disabilities.
http://www.dol.gov/opa/media/press/odep/ODEP20110609.htm
Office of Disability Employment Policy
News Release
ODEP News Release: [04/28/2011
]Contact Name: Bennett Gamble or Gloria Della
Phone Number: (202) 693-4667 or x8666
Release Number: 11-0609-NAT
WASHINGTON — The U.S. Department of Labor’s Office of Disability Employment Policy today announced the official theme for October’s National Disability Employment Awareness Month: “Profit by Investing in Workers with Disabilities.” The theme honors the contributions of workers with disabilities and serves to inform the public that they represent a highly skilled talent pool that can help employers compete in today’s global economy.
“Return on investment means hiring the right talent,” said Kathy Martinez, assistant secretary of labor for disability employment policy. “Workers with disabilities represent all skill sets and are ready to get the job done. This year’s theme focuses on improving employment opportunities that lead to good jobs and a secure economic future for people with disabilities and the nation as a whole.”
Early announcement of the theme helps communities nationwide plan a series of announcements, events and meetings to begin in October, some of which will continue throughout the year. Such activities include proclamations, public awareness programs and job fairs that showcase the assets of workers with disabilities. As background, Public Law 176, enacted by Congress in 1945, designated the first week in October each year as “National Employ the Physically Handicapped Week.” President Harry S. Truman designated the President’s Committee on Employment of People with Disabilities to carry out the observance. In 1962, the word “physically” was removed from the week’s name to acknowledge the employment needs of all Americans with disabilities. In 1988, Congress expanded the week to a month and changed its name to “National Disability Awareness Month,” which eventually evolved to its current name. The Labor Department’s Office of Disability Employment Policy took over responsibility for National Disability Employment Awareness Month in 2001.
Members of the public with questions related to the 2011 theme should contact Carol Dunlap in ODEP at 202-693-7902. Members of the media should contact the individuals named above.
ODEP’s mission is to provide national leadership by developing and influencing disability-related policies and practices to increase and enhance the employment of people with disabilities.
http://www.dol.gov/opa/media/press/odep/ODEP20110609.htm
Coca-Cola Division Refreshes Its Talent With Diversity Push on Campus
Workforce Management
Hired during the spring of their senior year, Coca-Cola Refreshments' new hires, who are known as 'leadership associates,' can specialize in human resources, business, sales, supply chain, or finance. By
Jennifer J. Salopek
Workforce Management Online, March 2011
Although Coca-Cola products are staples on college campuses nationwide, recruiters for a major division of the world’s largest soft-drink maker were marked as absent.
But in 2009, Coca-Cola Refreshments—the company’s sales and supply operation—launched the University Talent Program. Its creation was spurred by compelling business needs.
Although Coca-Cola is one of the world’s most-recognized brands, supply-chain jobs aren’t high-profile, hotly sought positions. The company faced a common problem: a shortage of talent.
Full Story: http://www.workforce.com/archive/feature/recruiting-staffing/coca-cola-division-refreshes-talent-diversity-push/index.php
Hired during the spring of their senior year, Coca-Cola Refreshments' new hires, who are known as 'leadership associates,' can specialize in human resources, business, sales, supply chain, or finance. By
Jennifer J. Salopek
Workforce Management Online, March 2011
Although Coca-Cola products are staples on college campuses nationwide, recruiters for a major division of the world’s largest soft-drink maker were marked as absent.
But in 2009, Coca-Cola Refreshments—the company’s sales and supply operation—launched the University Talent Program. Its creation was spurred by compelling business needs.
Although Coca-Cola is one of the world’s most-recognized brands, supply-chain jobs aren’t high-profile, hotly sought positions. The company faced a common problem: a shortage of talent.
Full Story: http://www.workforce.com/archive/feature/recruiting-staffing/coca-cola-division-refreshes-talent-diversity-push/index.php
HIV and the workplace: an update for employers
Lexology.com
Ogletree Deakins
Denise Cotter Villani and Dallan F. Flake
USA
Employers need to educate themselves about their potential obligations to HIV-infected employees in the workplace. The need for employers and their supervisors and managers to understand the relationship between the Americans with Disabilities Act (ADA) and HIV-infected employees is highlighted by the recent settlement between the Equal Employment Opportunity Commission (EEOC) and L&R Express Food Mart Inc., which runs a chain of convenience stores.
A Recent Case Study
The EEOC sued L&R on behalf of an employee who claimed that L&R fired him after discovering he was HIV-infected allegedly because the company feared sales would suffer if customers learned about the employee's medical condition. The settlement, which was announced in January, requires the company to pay $19,000 in damages to the employee and to designate and train, to the EEOC's specifications, an "Equal Opportunity Officer." The Equal Opportunity Officer will be responsible for implementing policies and procedures to ensure ADA com-pliance and for training all L&R supervisors and managers on the anti-discrimination provisions of the ADA and other discrimination laws. As part of the settlement, L&R must submit annual compliance reports to the EEOC.
Employee Rights
In the past, conflicting court opinions created confusion for employers about the rights of HIV-infected employees in the workplace. But recent decisions, often relying on the 2009 amendments to the Americans with Disabilities Act (ADA Amendments Act) and the Department of Justice's most recent publication on HIV in the Workplace called Questions and Answers: The Americans with Disabilities Act and Persons with HIV/AIDS (DOJ Guidance), have clarified the standards that HIV-infected employees must meet to prove they are disabled. Relying on these publications, courts are increasingly finding that HIV-infected employees qualify as disabled for ADA purposes. Moreover, courts now routinely hold that HIV-infected employees have a constitutionally protected right to privacy regarding their HIV status.
Full Story: http://www.lexology.com/library/detail.aspx?g=9202ad4d-5607-4691-9750-6b9f0839cf10&utm_source=Lexology+Daily+Newsfeed&utm_medium=HTML+email+-+Body+-+Federal+section&utm_campaign=Lexology+subscriber+daily+feed&utm_content=Lexology+Daily+Newsfeed+2011-04-28&utm_term=
Ogletree Deakins
Denise Cotter Villani and Dallan F. Flake
USA
Employers need to educate themselves about their potential obligations to HIV-infected employees in the workplace. The need for employers and their supervisors and managers to understand the relationship between the Americans with Disabilities Act (ADA) and HIV-infected employees is highlighted by the recent settlement between the Equal Employment Opportunity Commission (EEOC) and L&R Express Food Mart Inc., which runs a chain of convenience stores.
A Recent Case Study
The EEOC sued L&R on behalf of an employee who claimed that L&R fired him after discovering he was HIV-infected allegedly because the company feared sales would suffer if customers learned about the employee's medical condition. The settlement, which was announced in January, requires the company to pay $19,000 in damages to the employee and to designate and train, to the EEOC's specifications, an "Equal Opportunity Officer." The Equal Opportunity Officer will be responsible for implementing policies and procedures to ensure ADA com-pliance and for training all L&R supervisors and managers on the anti-discrimination provisions of the ADA and other discrimination laws. As part of the settlement, L&R must submit annual compliance reports to the EEOC.
Employee Rights
In the past, conflicting court opinions created confusion for employers about the rights of HIV-infected employees in the workplace. But recent decisions, often relying on the 2009 amendments to the Americans with Disabilities Act (ADA Amendments Act) and the Department of Justice's most recent publication on HIV in the Workplace called Questions and Answers: The Americans with Disabilities Act and Persons with HIV/AIDS (DOJ Guidance), have clarified the standards that HIV-infected employees must meet to prove they are disabled. Relying on these publications, courts are increasingly finding that HIV-infected employees qualify as disabled for ADA purposes. Moreover, courts now routinely hold that HIV-infected employees have a constitutionally protected right to privacy regarding their HIV status.
Full Story: http://www.lexology.com/library/detail.aspx?g=9202ad4d-5607-4691-9750-6b9f0839cf10&utm_source=Lexology+Daily+Newsfeed&utm_medium=HTML+email+-+Body+-+Federal+section&utm_campaign=Lexology+subscriber+daily+feed&utm_content=Lexology+Daily+Newsfeed+2011-04-28&utm_term=
Transgender man challenges firing from male-only job
Lexology.com
Greenberg Traurig LLP
Natalie F. Hrubos
USA
April 19 2011
A job discrimination suit recently brought under the New Jersey Law Against Discrimination ("NJLAD”) challenges an employer’s decision to terminate a transgender man from a “male-only” position. Urban Treatment Associates in Camden, New Jersey, hired El’Jai Devoureau as a part-time urine monitor, but terminated him after his supervisor discovered that his assigned sex at birth was female. Mr. Devoureau’s position required him to supervise men providing urine samples for drug tests. Mr. Devoureau is a transgender man; while his assigned sex at birth was female, his gender identity and expression is male.
Urban Treatment Associates argues that gender is a legitimate job qualification for a urine monitoring position and that Mr. Devoureau is not qualified to monitor men because he was assigned female at birth. Mr. Devoureau is not disputing his former employer’s claim that a female individual is not qualified to monitor men providing urine samples. Rather, Mr. Devoureau’s position is that he is a male individual and therefore qualified for the “male-only” job. He alleges that the drug treatment center discriminated against him based on his gender identity and expression.
Full Story: http://www.lexology.com/library/detail.aspx?g=cf20afdb-db53-4d8a-918b-7736182ca96b&utm_source=Lexology+Daily+Newsfeed&utm_medium=HTML+email+-+Body+-+Other+states+section&utm_campaign=Lexology+subscriber+daily+feed&utm_content=Lexology+Daily+Newsfeed+2011-04-28&utm_term=
Greenberg Traurig LLP
Natalie F. Hrubos
USA
April 19 2011
A job discrimination suit recently brought under the New Jersey Law Against Discrimination ("NJLAD”) challenges an employer’s decision to terminate a transgender man from a “male-only” position. Urban Treatment Associates in Camden, New Jersey, hired El’Jai Devoureau as a part-time urine monitor, but terminated him after his supervisor discovered that his assigned sex at birth was female. Mr. Devoureau’s position required him to supervise men providing urine samples for drug tests. Mr. Devoureau is a transgender man; while his assigned sex at birth was female, his gender identity and expression is male.
Urban Treatment Associates argues that gender is a legitimate job qualification for a urine monitoring position and that Mr. Devoureau is not qualified to monitor men because he was assigned female at birth. Mr. Devoureau is not disputing his former employer’s claim that a female individual is not qualified to monitor men providing urine samples. Rather, Mr. Devoureau’s position is that he is a male individual and therefore qualified for the “male-only” job. He alleges that the drug treatment center discriminated against him based on his gender identity and expression.
Full Story: http://www.lexology.com/library/detail.aspx?g=cf20afdb-db53-4d8a-918b-7736182ca96b&utm_source=Lexology+Daily+Newsfeed&utm_medium=HTML+email+-+Body+-+Other+states+section&utm_campaign=Lexology+subscriber+daily+feed&utm_content=Lexology+Daily+Newsfeed+2011-04-28&utm_term=
Subscribe to:
Posts (Atom)