Showing posts with label discrimination. Show all posts
Showing posts with label discrimination. Show all posts
Saturday, March 17, 2012
A quick note to readers of this blog:
You are invited to drop by my newest blog, The Retirement Monologues at http://retirementmonologues.com/ where I am focusing on the latest retirement issues that face many of us, as we march on through life. Not financial planning (everyone else worries about that), but fun stuff like what are you going to be doing as you retire. Travel? Go fishing? Write blogs that matter?
It would be particularly interesting to comments that relate to diversity and retirement... Any ideas??
I will be interviewing lots of people, commenting on related social and political issues, and trying to pass on some of the more unique and interesting aspects of retiring and staying engaged. If you know of someone who would make a good interviewee, please let me know.
Meanwhile, please drop by and say hello. I would love to have your comments on posts and I am always looking for contributed articles to post on this topic. I have targeted this blog to women's issues, but hey, everyone is invited to drop by and share their thoughts.
Just finished a post, by the way, on women who are leaving the workforce to start up their own businesses because they are sick and tired of the discrimination wars. Any thoughts?
Thanks, Susan Klopfer
The Retirement Monologues
Wednesday, March 7, 2012
Remembring the Scarlet Letter; Fighting Discrimination
Young Women and The Scarlet Letter
Just learned that AOL became the eighth advertiser to pull their ads from Rush Limbaugh's show earlier this week in wake of the controversy over Limbaugh's characterization of Georgetown law student Sandra Fluke as a "slut" and a "prostitute."
* * * * *
Shantelle Hicks, kicked out of middle school and then publicly humiliated at an assembly by the school director and another staff member because she was pregnant.
* * * * *
* * * * *
* * * * *
THE DETAILS OF THIS CONTROVERSY have exploded all over the Internet and you have probably read many posts condemning Limbaugh and calling for a boycott of the companies that continue to advertise on his show.
In the firestorm of responses to Limbaugh's comments and the "apologies" he has issued in the wake of sponsors fleeing the show, I have been impressed by the AOL response, quoted above and the response from another former advertiser on the show, Carbonite's CEO David Friend:
"No one with daughters the age of Sandra Fluke, and I have two, could possibly abide the insult and abuse heaped upon this courageous and well-intentioned young lady. Mr. Limbaugh, with his highly personal attacks on Miss Fluke, overstepped any reasonable bounds of decency. Even though Mr. Limbaugh has now issued an apology, we have nonetheless decided to withdraw our advertising from his show. We hope that our action, along with the other advertisers who have already withdrawn their ads, will ultimately contribute to a more civilized public discourse."It is always brave to stand up against discrimination. For a big company like AOL, the CEO has many forces behind him -- all the lawyers he could ever need, employees, suppliers and so many others.
But what about a young person with few resources who chooses to fight a giant?
The American Civil Liberties Union and the ACLU of New Mexico yesterday filed a lawsuit Tuesday on behalf of a young Ntive American woman in our community, 15-year-old Shantelle Hicks, after she was initially kicked out of middle school and then publicly humiliated at an assembly by the school director and another staff member because she was pregnant.
The complaint alleges that school administrators violated Hicks’ constitutional right to equal protection under the law, Title IX’s prohibitions against sex and pregnancy discrimination and violations of her right to privacy.
The story of what happened is sad, indeed.
Do you remember the story of the Scarlet Letter? In my junior high school years, my classmates and I read this 1850 romantic work of fiction placed in a historical setting, written by Nathaniel Hawthorne. Set in 17th-century Puritan Boston during the years 1642 to 1649, it tells the story of a man who conceives a daughter through an adulterous affair and struggles to create a new life of repentance and dignity. Throughout the book, Hawthorne explores themes of legalism, sin, and guilt.
It is almost impossible not to see comparisons between Hawthorne's character and this young teen, after you hear what took place when she decided she wanted to stay in school:
“It was so embarrassing to have all the other kids staring at me as I walked into the gymnasium,” said Hicks. “I didn’t want the whole school to know I was pregnant because it’s not their business, and it wasn’t right for my teachers to single me out.”
Hicks attends Wingate Elementary School, a Bureau of Indian Affairs boarding school just outside of Gallup, New Mexico and is currently in the eighth grade. She discovered she was pregnant approximately three weeks before the assembly, and she and her mother told the director of the middle school and two other staff members. They initially responded by kicking her out of school.
The ACLU of New Mexico sent a demand letter to the school, informing them that it is illegal to deny a student access to education because of pregnancy status. Wingate readmitted Hicks after four missed days of instruction.
Approximately two weeks later the director of the middle school and another staff member had Hicks stand before the entire middle school at an assembly and announced that she was pregnant. Until that point, no one other than Hicks’ sister knew that she was pregnant.
“Too often, pregnant students face significant barriers or outright discrimination in school,” said Galen Sherwin, staff attorney with the ACLU Women’s Rights Project. “Instead, schools should give pregnant and parenting students the support they need to help them succeed, for both themselves and for their children.”
“The ACLU’s lawsuit seeks damages and declaratory relief for violations of Hicks’ constitutional right to equal protection under the law and of Title IX prohibitions against sex and pregnancy discrimination in education.”
“We believe that Wingate intentionally humiliated Shantelle in retaliation for her refusal to leave the school,” said ACLU of New Mexico cooperating attorney Barry Klopfer.
“It is outrageous that educators would subject a young woman in their care to such cruelty. Adopting one’s moral convictions from the Scarlet Letter is completely inappropriate and fails to take into account a child’s educational needs.”
Lawyers on this case include Klopfer, Alexandra Freedman Smith, Laura Schauer Ives and Maureen Sanders of the ACLU of New Mexico; and Sherwin and Lenora Lapidus of the ACLU Women’s Rights Project.
More information about this case can be found at: www.aclu.org/womens-rights/hicks-v-edsitty-beach
Wednesday, June 8, 2011
Good Intentions Aren't Good Enough -- When It Comes to Diversity Management
Former U.S. President George W. Bush hit one nail on the head when he said, “Good intentions aren’t good enough!” Bush’s quote should be considered today by those organizations that strive for racially and ethnically diverse workplaces, but don’t necessarily meet their diversity goals.
As popular the topic, and with so much being written about valuing diversity and its management these days, many companies might recognize the value that diverse employees can bring, but as it turns out, few successfully exemplify those values.
In a recent study conducted by Commongood Careers and the Level Playing Field Institute, researchers found when it comes to promoting staff diversity there was little connection between intentions and actions of nonprofit organizations.
(Other studies show that private companies are having the same problem implementing diversity, as well. For instance, major European organizations display little diversity in the ranks of their top management according to an analysis by The Boston Consulting Group (BCG) of 40 randomly selected companies from the Euro Stoxx 50 index; on average, 93 percent of the executive directors were male; 86 percent were native Europeans; and 49 percent were between the ages of 51 and 60 years old. By contrast, the market demands on these same companies are far less homogeneous: the purchasing power of women is steadily increasing; the companies generate, on average, approximately 40 percent of their revenues outside of Europe; and their customers are growing older. "Diversity must be seen as a strategic response to major business trends such as globalization, demographic shifts, and the talent shortage," explained Dr. Rainer Strack, senior partner at BCG, HR expert, and an author of the report.)
Meanwhile, in the Commongood study, of the 1,638 nonprofit professionals surveyed, 90 percent of employees said they believe their organization values diversity, but 70 percent of respondents also said their employer does not do enough to create a diverse and inclusive workplace. Commongood Careers focused on diversity as it pertains to race and ethnicity.
James Weinberg, Commongood’s founder, says the extent to which an organization embodies diversity not only affects its ability to remain competitive but it also plays a role in fulfilling its founding mission.
“In the nonprofit sector, most organizations are in the business of helping people,” says Weinberg. “You run into a particular set of challenges when you run an organization that is not representative of the community you’re serving, and that opens you up to being disconnected to the nature and challenges of those in the community.”
According to the survey results, 64 percent of the respondents who reported that they left an organization because they experienced a lack of diversity or inclusiveness were people of color. Additionally, the cost to organizations to recruit and fill a vacancy can range from 30 to 150 percent of an employee’s salary – a much bigger loss for the big picture, the report indicates.
“In our experience working with the organizations who prioritize diversity and have a fundamental understanding of the full benefits of diversity and the costs that they incur if they don’t, is what separates a successful organization from those that aren’t,” Weinberg says. “This is a mission critical core value that is vital to organizations and it’s that perception shift that we really need to encourage in the sector.”
Commongood gives several suggestions for how to build diverse and inclusive workplaces in the nonprofit sector.
--Have open conversations that lead to clarity, consensus, and commitment.Talking about race can be difficult, and yet a productive exchange of ideas and openness can take place when there is a thoughtful process involved. To get a conversation going, leaders can form a staff committee with the assignment to organize trainings, structure settings for staff conversations, and report on results.
--Communicate effectively about diversity commitments. Create and share an organizational diversity statement and plan that clearly tells how the organization defines diversity, what its goals are related to diversity, and what strategies it uses to meet those goals.
--Develop partnerships and networks that enable effective recruiting. Target community organizations that represent diversity, such as professional associations, educational institutions, alumni networks, cultural societies, etc. in order to expand the possibility of locating a more diverse candidate pool.
--Ensure hiring processes that are equitable and inclusive. Take steps to ensure that unintentional bias doesn’t affect hiring processes, and to conduct an audit around hiring-related policies for subtle cues that could be interpreted as biased, unfair, insensitive, or offensive. Weinberg suggests involving diverse individuals in the design and implementation of the hiring process. The organization should also make sure that it is clear on its messaging about diversity throughout the interview process.
--Embrace, develop, advance, and retain employees. Simply succeeding in hiring diverse employees is not enough to maintain a commitment to diversity and inclusion. To keep new people, organizations must focus on activities that promote diversity. Consider a well-designed mentoring or coaching program for new employees. There are many other ways for organizations to demonstrate a commitment to diversity throughout all the ranks, while making sure that diverse employees have opportunities to advance to senior leadership positions.
Susan
I look forward to your comments and reviews on my newest eBook, Cashing In On Diversity.
As popular the topic, and with so much being written about valuing diversity and its management these days, many companies might recognize the value that diverse employees can bring, but as it turns out, few successfully exemplify those values.
In a recent study conducted by Commongood Careers and the Level Playing Field Institute, researchers found when it comes to promoting staff diversity there was little connection between intentions and actions of nonprofit organizations.
(Other studies show that private companies are having the same problem implementing diversity, as well. For instance, major European organizations display little diversity in the ranks of their top management according to an analysis by The Boston Consulting Group (BCG) of 40 randomly selected companies from the Euro Stoxx 50 index; on average, 93 percent of the executive directors were male; 86 percent were native Europeans; and 49 percent were between the ages of 51 and 60 years old. By contrast, the market demands on these same companies are far less homogeneous: the purchasing power of women is steadily increasing; the companies generate, on average, approximately 40 percent of their revenues outside of Europe; and their customers are growing older. "Diversity must be seen as a strategic response to major business trends such as globalization, demographic shifts, and the talent shortage," explained Dr. Rainer Strack, senior partner at BCG, HR expert, and an author of the report.)
Meanwhile, in the Commongood study, of the 1,638 nonprofit professionals surveyed, 90 percent of employees said they believe their organization values diversity, but 70 percent of respondents also said their employer does not do enough to create a diverse and inclusive workplace. Commongood Careers focused on diversity as it pertains to race and ethnicity.
James Weinberg, Commongood’s founder, says the extent to which an organization embodies diversity not only affects its ability to remain competitive but it also plays a role in fulfilling its founding mission.
“In the nonprofit sector, most organizations are in the business of helping people,” says Weinberg. “You run into a particular set of challenges when you run an organization that is not representative of the community you’re serving, and that opens you up to being disconnected to the nature and challenges of those in the community.”
According to the survey results, 64 percent of the respondents who reported that they left an organization because they experienced a lack of diversity or inclusiveness were people of color. Additionally, the cost to organizations to recruit and fill a vacancy can range from 30 to 150 percent of an employee’s salary – a much bigger loss for the big picture, the report indicates.
“In our experience working with the organizations who prioritize diversity and have a fundamental understanding of the full benefits of diversity and the costs that they incur if they don’t, is what separates a successful organization from those that aren’t,” Weinberg says. “This is a mission critical core value that is vital to organizations and it’s that perception shift that we really need to encourage in the sector.”
Commongood gives several suggestions for how to build diverse and inclusive workplaces in the nonprofit sector.
--Have open conversations that lead to clarity, consensus, and commitment.Talking about race can be difficult, and yet a productive exchange of ideas and openness can take place when there is a thoughtful process involved. To get a conversation going, leaders can form a staff committee with the assignment to organize trainings, structure settings for staff conversations, and report on results.
--Communicate effectively about diversity commitments. Create and share an organizational diversity statement and plan that clearly tells how the organization defines diversity, what its goals are related to diversity, and what strategies it uses to meet those goals.
--Develop partnerships and networks that enable effective recruiting. Target community organizations that represent diversity, such as professional associations, educational institutions, alumni networks, cultural societies, etc. in order to expand the possibility of locating a more diverse candidate pool.
--Ensure hiring processes that are equitable and inclusive. Take steps to ensure that unintentional bias doesn’t affect hiring processes, and to conduct an audit around hiring-related policies for subtle cues that could be interpreted as biased, unfair, insensitive, or offensive. Weinberg suggests involving diverse individuals in the design and implementation of the hiring process. The organization should also make sure that it is clear on its messaging about diversity throughout the interview process.
--Embrace, develop, advance, and retain employees. Simply succeeding in hiring diverse employees is not enough to maintain a commitment to diversity and inclusion. To keep new people, organizations must focus on activities that promote diversity. Consider a well-designed mentoring or coaching program for new employees. There are many other ways for organizations to demonstrate a commitment to diversity throughout all the ranks, while making sure that diverse employees have opportunities to advance to senior leadership positions.
Susan
I look forward to your comments and reviews on my newest eBook, Cashing In On Diversity.
Monday, January 24, 2011
Serving the Underserved - Bringing Diversity to Your Customer Base
How would you like your business to profit from “doing good”?
It takes “starting small,” according to Ron Ashkenas, writing for The Harvard Business Review.
In the past two decades, many corporations have made strides in shedding their reputations as polluters, exploiters, and gluttons, Ashkenas states. But there is still a long way to go until doing good is an accepted norm for successful businesses. How can you help your company get there? Ashkenas advises trying these first steps to diversify your customer base:
“Ask people to think about the bottom of the pyramid. There are billions of underserved, poor consumers in the world. Encourage your people to learn more about these populations and think about ways your company can serve them.
“Educate your team. Send out articles and websites, invite speakers, and get the discussion going about how your company can contribute to and profit from social change.
“Do a sustainability audit. This one doesn't have to be company-wide. Focus on how your unit can reduce waste and increase sustainability. Can you cut back on your use of supplies or make travel more efficient?”
Read more on "To Profit from Doing Good, Start Small" by Ashkenas here --.
http://bit.ly/eGgkYA
----
I am taking this advice to heart as I build a Mary Kay business. How can I involve a diversity of customers and potential sales team members? Askenas advice is a good place to start.
It takes “starting small,” according to Ron Ashkenas, writing for The Harvard Business Review.
In the past two decades, many corporations have made strides in shedding their reputations as polluters, exploiters, and gluttons, Ashkenas states. But there is still a long way to go until doing good is an accepted norm for successful businesses. How can you help your company get there? Ashkenas advises trying these first steps to diversify your customer base:
“Ask people to think about the bottom of the pyramid. There are billions of underserved, poor consumers in the world. Encourage your people to learn more about these populations and think about ways your company can serve them.
“Educate your team. Send out articles and websites, invite speakers, and get the discussion going about how your company can contribute to and profit from social change.
“Do a sustainability audit. This one doesn't have to be company-wide. Focus on how your unit can reduce waste and increase sustainability. Can you cut back on your use of supplies or make travel more efficient?”
Read more on "To Profit from Doing Good, Start Small" by Ashkenas here --.
http://bit.ly/eGgkYA
----
I am taking this advice to heart as I build a Mary Kay business. How can I involve a diversity of customers and potential sales team members? Askenas advice is a good place to start.
Monday, December 6, 2010
Diversity Briefings Newsletter, Today's Online Edition
Welcome to Diversity Briefings: 12/6/2010
Volume 1, Issue 23. Published Each Monday - Friday
Welcome back to Diversity Briefings. I hope you are enjoying each issue of this newsletter. Please feel free to resend this Diversity newsletter on to friends and colleagues. If you would like to subscribe to receive daily updates, the form for Diversity Briefings is below. Also, if you have some extra time, take a look at the new diversity glossary, upper left on this blog site. Take Care and Good Reading!
Susan Klopfer, editor and publisher
P.S. FREE GIFT inside today's issue! Remember, You can subscribe to Diversity Briefings here
Enter your email address:
Delivered by FeedBurner
/////
Editor of Vogue's Italian edition celebrates black and brown women and fat ones, too Washingtonpost.com - MILAN - Franca Sozzani, the editor of Vogue Italia, has taken the lead on one of the most fraught topics in her industry: diversity. She did so in reaction to runways that, in the past few years, h...
http://www.washingtonpost.com/wp-dyn/content/article/2010/11/23/AR2010112306379.html?sid=ST2010112703372
/////
Poverty on the Rise in America
Newamericamedia.org - Final Call,News Report,Starla Muhammad, Posted: Dec 03, 2010 (FinalCall.com) - For millions of her citizens, the American dream seems elusive as more fall into poverty each year.While most statisti...
http://newamericamedia.org/2010/12/poverty-on-the-rise-in-america.php
/////
Measuring up multiculturalism: The yardsticks may differ
Deccanherald.com - China blocked UN sanctions on 3 Pak-based terrorists:WikiLeaks 103-year-old Brazilian architect composes samba music Artists make folding Taj Mahal replica in Gujarat Be prepared to us...
http://www.deccanherald.com/content/117822/measuring-up-multiculturalism-yardsticks-may.html
/////
First Muslim Pro Hockey Player Great For Teaching Diversity
Clintcora.com - First Muslim Pro Hockey Player Great For Teaching Diversity #nhl #muslim #islam #islamic #hockey #diversity — Since the NHL hockey team Toronto Maple Leafs needed help in a big way, they called u...
http://www.clintcora.com/blog/?p=3831
/////
Companies question value of diversity training
Boston.com - Corporate diversity training has taken a beating in recent years.First, research surfaced that suggests that it doesn’t help much. Then, other studies began questioning whether it actually hurts. A...
http://www.boston.com/yourtown/brookline/articles/2010/12/05/companies_question_value_of_diversity_training/
/////
FREE GIFT http://www.quoteactions.com/a/profile/841
/////
Companies Must Manage the ‘ISMs’ When Working With Diversity
Susan Klopfer writes
-- “We have some great new and positive ideas for restructuring our sales workforce, ultimately helping our entire company to get through this recession. But there is so much resistance to diversity that I can’t implement all of our plans and I am coming to you for some help. How do I encourage our sales division to make these changes?”
--Sales Vice President, Rema, describes her dilemma to members of her company’s special change management team during their weekly meeting at WXYZ Company.
--“Diversity is always a tough area of change,” says Pete, a team member who initiated its organization five years earlier. Pete had taken diversity management classes in college, becoming a devout follower of diversity gurus R. Roosevelt Thomas, Jr. and William Sonnenschein. He persuaded his company’s CEO to organize this group that advises other managers as they implement change throughout the organization. “We call this time of most resistance during any change project as being in the Delta,” he explains to Rema.
--“We know you’ve worked hard to get everyone behind the sales restructuring project, and it was especially critical that you considered the diversity component in these changes,” another group member, Marilyn, joins in.
--“But I am not surprised that you are encountering serious resistance from line managers, employees, and even senior managers. Resistance typically rises from many sources.”
Continued --
http://diversitythoughts.blogspot.com/p/companies-must-manage-isms-when-working.html
/////
Feel free to pass this Diversity Briefings Newsletter on to your co-workers and others. Thank you for visiting the Diversity Briefings website. Please note that the information located on our site is general and not intended to provide specific legal advice. You should consult with an attorney and not rely on any information contained herein regarding your specific situation.
## End ##
Keywords: cultural diversity, manage and value diversity, diversity training, diversity education, workplace violence, workplace, employment, diversity, disability, inclusion, ethnic, racial, gender, multiculturalism, immigration, lgbt, racism, discrimination, new civil rights movement, civil rights, feminist, latinos, Native Americans, hostile workplace, harassment
Wednesday, November 17, 2010
DIVERSITY BRIEFINGS NEWSLETTER: Nov. 17, 2010
Welcome to Diversity Briefings: 11/17/2010
Volume 1, Issue 20. Published Each Monday - Friday
Welcome back to Diversity Briefings
I hope you are enjoying each issue of this newsletter. Please feel free to resend this Diversity newsletter on to friends and colleagues. If you would like to subscribe to receive daily updates, the form for Diversity Briefings is below. Also, if you have some extra time, take a look at the new diversity glossary, upper left on this blog site. Take Care and Good Reading! Susan Klopfer, editor and publisher
P.S. This is a VERY brief issue today. Our apologies. We will be back in full form, tomorrow. sk
Remember, You can subscribe to Diversity Briefings here
Enter your email address:
Delivered by FeedBurner
----- ----- ----- -----
12,000 American Muslims to Make Pilgrimage to Mecca (United States, Saudi Arabia)
Omar Sacirbey, for Religion News Service: Some 12,000 American Muslims are expected to join an estimated 2.5 million pilgrims in the Saudi Arabian city of Mecca for the hajj, the annual Islamic pilgrimage that this year runs between Nov. 14 and 18. The number of pilgrims expected is about the same as in recent years, said Nail Al-Jubeir, a spokesman for the Saudi Arabian embassy in Washington, D.C., which limits pilgrims to making the pilgrimage no more than once every five years.Islam requires followers who are physically and financially capable to complete the hajj once in their lifetime.
http://www.huffingtonpost.com/2010/11/09/12000-american-muslims-to_n_781230.html
/////
Alameda County juries not reflective of community diversity, report finds
Paul T. Rosynsky, for The Oakland Tribune: Criminal defendants in Alameda County are being denied their right to be judged by a jury of their peers, a new study found, because the court system is failing to attract enough African-Americans and Latinos to its jury pool. An analysis of 11 criminal cases conducted in the last year found that, on average, blacks and Latinos each make up only 8 percent of a jury while the two racial groups constitute 18 percent and 12 percent, respectively, of the county's population. Meanwhile, the study conducted by the American Civil Liberties Union of Northern California, found that whites make up, on average, 54 percent of juries and Asians constitute 26 percent. Whites constitute 54 percent of the county's population while Asians make up 15 percent.
http://www.mercurynews.com/breaking-news/ci_16629478?nclick_check=1
/////
Queen Bees are the Consequence, Not the Cause, of Workplace Sexism
Queen Bee is a term used in business psychology to refer to women in senior positions who boast about their own masculine attributes, whilst derogating their female subordinates and endorsing sexist stereotypes. According to articles in the popular press, the presence of Queen Bees is as much a cause of gender inequality at work as is the sexism shown by men. A new article by Belle Derks and her colleagues challenges this claim, arguing instead that sexist work-places are a breeding ground for Queen Bees - that the latter are a consequence, not a cause, of sexism at work. (Derks B, Ellemers N, van Laar C, and de Groot K (2010). The British journal of social psychology.)
http://bps-research-digest.blogspot.com/2010/11/queen-bees-are-consequence-not-cause-of.html
/////
Workplace Violence Prevention: That Couldn’t Happen here?
Jennifer Brown Shaw and Geoffrey M. Hash for The Daily Recorder: Workplace violence incidents remain in the news. The headlines contain shocking accounts of attacks at workplaces of all sizes, in the public and private sectors. The industries involved range from academia to office environments, from government offices, to manufacturing settings. The locations vary from Connecticut to Texas; from Albuquerque to Baltimore. Perpetrators and victims alike come from all backgrounds, crossing gender, race, socio-economic, educational, professional and virtually all other lines. Yet, the headlines only scratch the surface because the news media typically report on only the most sensational issues, usually involving homicide and guns. In reality, the problem of workplace violence is bigger than we are led to believe by selective coverage.
http://shawvalenza.com/publications.php?id=287
/////
Shining a spotlight on gender bias in movies
Heidi Stevens, Tribune Newspapers: A new study that reveals family films often portray female characters as eye candy. The Geena Davis Institute on Gender in Media, founded by the "Thelma and Louise" actress in 2004 to improve images of girls in television and films, recently commissioned a study that examined 122 top-grossing domestic family films rated G, PG and PG-13 from 2006 to 2009. The findings: Of 5,554 speaking characters studied, 71 percent were male, 29 percent female, and 24 percent of females were depicted in sexualized attire, as opposed to 4 percent of males.
http://articles.chicagotribune.com/2010-11-16/features/sc-fam-1116-movie-bias-20101116_1_gender-character-geena-davis-institute
/////
Senate looks at a bill to update the Equal Pay Act of 1963
From National Public Radio: The Senate will take up a bill making sure men and women receive the same pay for the same work. Some see it as a needed update to the Equal Pay Act of 1963, other think it will be a burden on businesses.
http://marketplace.publicradio.org/display/web/2010/11/17/am-the-senate-looks-at-a-bill-to-update-the-equal-pay-act-of-196/
/////
You can subscribe to Diversity Briefings here
Enter your email address:
You can subscribe to Diversity Briefings here
Enter your email address:
Delivered by FeedBurner
Keywords: cultural diversity, manage and value diversity, diversity training, diversity education, workplace violence, workplace, employment, diversity, disability, inclusion, ethnic, racial, gender, multiculturalism, immigration, lgbt, racism, discrimination, new civil rights movement, civil rights, feminist, latinos, Native Americans, hostile workplace, harassment
## End ##
Tuesday, November 2, 2010
Diversity Briefings: 11/2/2010
Welcome to Diversity Briefings: 11/2/2010
Volume 1, Issue 9
Group Klopfer Diversity Consulting
It's great to see you here. I hope you are enjoying the stories and links. Please feel free to resend this Diversity newsletter on to friends and colleagues. If you would like to subscribe to receive daily updates, the form for Diversity Briefings is below. Good reading!
And remember ... It's Election Day—Get Out And Vote!
The midterm elections held today will determine who controls Congress and have a profound impact on redistricting. Be sure to make your voice heard.
Susan Klopfer
You can subscribe to Diversity Briefings here...
Enter your email address:
Delivered by FeedBurner
Today’s New Topics: Searching for Religious Freedom, Mix It Up Day, Australian Pride in Diversity, Families and Job Interviews, Discrimination on Appearance, Juan Williams Redux, New Business in Battling Office Bullies, Spaghetti Wednesdays and Cultural Roots
----- ----- ----- -----
Searching for Religious Freedom
The Hutterites, members of a small Christian group in the United States and Canada, are no strangers to persecution. The most recent Teaching Tolerance magazine includes a short article about Hutterites.
Continued --
http://www.tolerance.org/magazine/number-38-fall-2010/war-peaceful?newsletter=TT110210
/////
Are You Ready to Mix It Up?
If you haven't signed up for Mix It Up at Lunch Day yet, there's no time to waste. Add your school to the Mix It Up map now. You'll be joining thousands of other schools across the country as they help students cross social barriers and shake up cliques. National Mix It Up at Lunch Day will take place Nov. 9—next Tuesday.
Continued --
http://www.tolerance.org/mix-it-up/map?newsletter=TT110210
/////
Australian Federal Police Sponsor implementation of Australian Equity Index Through Pride in Diversity
The Australian Federal Police today launched the Australian Workplace Equality Index, a measure which aims to ensure gay, lesbian, bisexual and transgender employees always enjoy a safe and supportive workplace.
Continued --
http://www.news4us.com/the-australian-federal-police-sponsor-the-implementation-of-the-australian-equity-index-through-pride-in-diversity-australia/222779/
/////
"How's the Family?": Family-Responsibilities Discrimination In Job Interviews
By now, most interviewers know it is inappropriate to ask in an interview: “How old are you” (you can ask if the person is 18 years of age or older) or “Do you celebrate Ramadan?” There is another danger zone in interviewing, which is often unrecognized by employers but which can get them into just as much trouble: questions pertaining to an applicant’s family or family responsibilities.
Click here to continue -- http://www.delawareemploymentlawblog.com/2010/11/hows_the_family_familyresponsi.html
/////
Beauty And The Bias
The controversy over discrimination in employment based on appearance is heating up again. Newsweek recently ran a special report entitled "The Beauty Advantage" that included a survey of hiring managers, 57% of whom said qualified but unattractive candidates will have a harder time landing a job. More than half of the managers in the survey advised job applicants to invest time and money in "making sure they look attractive" instead of on polishing a resume. In addition, Stanford law professor Deborah Rhode has authored a new book entitled The Beauty Bias that decries appearance discrimination and urges legal reforms to prohibit it.
Click here to continue --
http://www.laborlawyers.com/showarticle.aspx?Beauty-And-The-Bias&Ref=list&Type=1119&Cat=3386&Show=13361
/////
Why bias shows up in surprising places
The debate on the firing of commentator Juan Williams from NPR has addressed virtually every aspect of the topic. But it’s a good illustration of an issue that comes up in the workplace when discrimination and discriminatory words come into play: People somehow think that members of certain groups are incapable of insensitivity.
To continue click here --
http://www.kansascity.com/2010/11/01/2380392/why-bias-shows-up-in-surprising.html
Still More Notes
There's big business in battling office bullies:
With his goatee, Darth Vader-sized bald head, and an NFL lineman's build, Gary Namie doesn't look like someone to mess with. And in his case, appearances do not deceive. Namie has carved out a tough niche — he's the guy who bullies the office bullies. Two weeks ago in San Francisco he and his wife, Ruth, were set to give a keynote address at a seminar hosted by a group called California Healthy Workplace Advocates. They were scheduled for a similar event the next day in Sacramento. At $10,000 per appearance, the Namies are becoming the Sarah and Todd Palin of the rapidly expanding office bullying universe — a universe that owes its existence, in large part, to the Namies.
To learn more continue here --
http://today.msnbc.msn.com/id/39914851/ns/business-bloomberg_businessweek/
Diversity Management Tip of the Day
'Don't Miss Wednesday Spaghetti'; Managing Diversity Takes Companies To Their Cultural Roots
If the idea of managing diversity has piqued your company's interest, here are several critical questions to consider: What basic assumptions drive your organization − what makes life tick at your place of business? What fundamental understandings do people quickly learn that help them fit in and work in acceptable ways, and how are these assumptions passed on to employees?
The assumptions that drive life in corporations are different from values and traditions, which are usually made clear in some way. Once I applied to work as an intern for a company that celebrated "Spaghetti Wednesdays" in the corporate lunchroom. I was told about the tradition when interviewed for the job and I still believe to this day if a person would have revealed they didn't like spaghetti, they would not have been hired!
Susan's article on Diversity continues here -- http://www.submityourarticle.com/articles/Susan-Klopfer-7986/diversity-119115.php
///// ///// /////
Feel Free to pass this Diversity Briefings Newsletter on to your co-workers and others. Thank you for visiting the Diversity Briefings website. Please note that the information located on our site is general and not intended to provide specific legal advice. You should consult with an attorney and not rely on any information contained herein regarding your specific situation.
You can subscribe to Diversity Briefings:
Enter your email address:
Delivered by FeedBurner
Wednesday, October 20, 2010
Keep Up With Diversity News: 10/20/2010
Welcome to Diversity Briefings: 10/20/2010
Volume 1, Issue 2
Group Klopfer Diversity Consulting
Group Klopfer Diversity Consulting
Susan Klopfer, editor and publisher
Today’s Topics: mental health and disability, effective leaders, ADA & anti-discrimination, citizenship & immigration, “BFOQ,” Credit histories and hiring, mandatory harassment prevention training, EEOC & credit history, Diversity Management Tip of the day
----- ----- ----- -----
***The Justice Department announced that it has entered into a comprehensive settlement agreement that will transform the state of Georgia’s mental health and developmental disability system and resolve a lawsuit the United States brought against the state.
The lawsuit alleged unlawful segregation of individuals with mental illness and developmental disabilities in the state’s psychiatric hospitals in violation of the Americans with Disabilities Act and the Supreme Court’s landmark decision in Olmstead v. L.C. Assistant Attorney General Tom Perez called the agreement "the most comprehensive settlement that the Department has ever reached in an Olmstead case."
To continue “Justice Department Obtains Comprehensive Agreement Regarding the State of Georgia’s Mental Health and Developmental Disability System,” click here.
http://www.justice.gov/opa/pr/2010/October/10-crt-1165.html
/////
***What makes an effective leader? Many diversity experts say that self-awareness is at the heart of strong leadership, and that good leaders stay ahead by working on improving themselves.
An important key is committing oneself to the lifelong practice of self-understanding and comprehending the diverse world around us. No matter how hard a person tries, we all have biases; we discriminate without even recognizing what we are doing.
William Sonnenschein, a noted diversity expert and author, suggests overcoming this tendency by "waking up tomorrow morning" and "try wondering what prejudice you will discover during the day, what assumption you will make that will be proven wrong, what bias will affect your day."
To continue "Effective Diversity Management Starts From Within - Self-Awareness Is Key" click here.
http://bit.ly/bTa2s9
/////
***ADA differs from most other anti-discrimination laws in a significant way: it mandates more than "equal" treatment to ensure equal employment opportunity for individuals with disabilities.
The term "discriminate" includes "not making reasonable accommodations to the known physical or mental limitations of an otherwise qualified individual with a disability who is an applicant or employee, unless such covered entity can demonstrate that the accommodation would impose an undue hardship on the operation of the business...."
To continue “The Benefits and Privileges of Reasonable Accommodation,” click here
http://shawvalenza.com/publications.php?id=283
/////
***As of October 15, 2010, U.S. Citizenship and Immigration Services (USCIS) has received only 42,800 of the 65,000 H-1B non-immigrant visa petitions needed to meet the H-1B regular cap, and just 15,700 of the 20,000 visa petitions needed to meet the U.S. master’s degree cap, according to updated information released by the agency on H-1B non-immigrant visa petitions for Fiscal Year 2011 (beginning October 1, 2010).
To continue “USCIS Releases Updated Information on Filed H-1B Petitions,” click here
http://www.jacksonlewis.com/resources.php?NewsID=3430
/////
Title VII of the Civil Rights Act of 1964 prohibits discrimination based on sex and other criteria. But there are some defenses to discrimination. One of these is the "BFOQ" or bona fide occupational qualification.
To continue “Ninth Circuit Explains "BFOQ" Defense in Sex Discrimination Case”
Click here
http://shawvalenza.blogspot.com/2010/09/ninth-circuit-explains-bfoq-defense-in.html
/////
In 2011, most employers with California operations will have to retrain their supervisory employees on preventing unlawful harassment. California passed A.B. 1825 in 2004, requiring that employers provide harassment prevention training every two years.
To continue “How Legal Trends Will Impact Mandatory Harassment Training for 2011 in California,” click here
http://www.littler.com/PressPublications/Lists/Insights/DispInsights.aspx?id=160
/////
More Notes
EEOC looks into using credit histories in hiring
The federal Equal Employment Opportunity Commission will look into the practice of using credit histories to screen employees. The hearings will be held in Washington, D.C. today. Check the Federal Register announcement which provides a phone number for the hearing officer.
http://edocket.access.gpo.gov/2010/pdf/2010-25869.pdf
The House Financial Services Committee recently held hearings on H.R. 3149, the Equal Opportunity for All Act, which would amend the Fair Credit Reporting Act to outlaw reliance on consumer credit reports by employers in making employment decisions, including hiring.
http://www.dcemploymentlawupdate.com/2010/09/articles/discrimination-in-the-workplac/house-committee-holds-hearing-on-bill-limiting-employment-credit-checks/
Diversity Management Tip of the Day
"Say what?"
As soon as she left the graduation stage, diploma in hand, Jill received a whisper from her favorite professor, "Remember to be aware of the prevailing corporate culture, wherever you go."
Jill paused to wonder just what the professor was talking about, faintly recalling the word "culture" from her organizational sociology class.
Her professor was only concerned that her best student might have a tough time "fitting in" at any company in this rural, conservative state. Jill, an arty person, wears self-designed clothing, sports a tattoo and remains culturally close to her Louisiana Creole roots, reflected in her mixed language.
To continue “Managing and Valuing Diversity, The Top Talent Will Come To You” click here.
http://ezinearticles.com/?Value-and-Manage-Diversity---The-Top-Talent-Will-Come-To-You&id=5226960
///// ///// ///// /////
Feel Free to pass this Diversity Briefings Newsletter on to your co-workers and others. Thank you for visiting the Diversity Briefings website. Please note that the information located on our site is general and not intended to provide specific legal advice. You should consult with an attorney and not rely on any information contained herein regarding your specific situation.
You can subscribe to Diversity Briefings:
Tuesday, October 19, 2010
October 19, 2010 - Briefings
WASHINGTON - A federal jury in Scranton, Pa., has convicted Brandon Piekarsky and Derrick Donchak, both of Shenandoah, Pa., of a hate crime arising out of the fatal beating of Luis Ramirez. The jury found the defendants guilty of violating the criminal component of the federal Fair Housing Act, which makes it a crime to use a person’s race, national origin or ethnicity as a basis to interfere, with violence or threats of violence, with a person’s right to live where he chooses to live. In addition, the jury found that Donchak conspired to, and did in fact, obstruct justice.
Continues -- http://www.justice.gov/opa/pr/2010/October/10-crt-1154.html
* * *
ROCKFORD (WIFR) -- The US Department of Education has received nearly 7,000 complaints this fiscal year--an 11 percent increase over last year and the largest year to year increase in more than a decade.The source of the jump can be attributed to issues like the disciplinary rate between ethnic groups.
Continues -- http://www.wifr.com/news/headlines/National_Spike_in__105149979.html?ref=979
* * *
CLAYTON COUNTY, Ga-- About a dozen civil rights activists met in front of the Clayton County courthouse Sunday night singing and praying on the eve of the much anticipated trial of Troy Dale West, Jr. The 47-year-old auto body shop owner from Poulan, Georgia is accused of punching and kicking Army Reservist Tasha Hill outside a Cracker Barrel restaurant in Morrow last September.
The 35-year-old says as she and her 7-year-old daughter were leaving the restaurant she cautioned West to be careful after the door almost hit them. She said West went ballistic and started beating her and using racial slurs
Continues -- http://www.11alive.com/news/local/story.aspx?storyid=158751&catid=40
* * *
Two remarkable women served on the front lines of the Civil Rights Movement in Richardson ... Hands on the Freedom Plow: Personal Accounts by Women in SNCC, intense stories of 52 courageous women in this monumental struggle for social change.
Continues -- http://www.fenwaynews.org/announcement/women-in-the-civil-rights-movement/
* * *
US DOJ and LGBT Civil Rights -- Last week, Assistant Attorney General Tom Perez joined the Mayor of Cleveland, Frank Jackson, and U.S. Attorney Steve Dettelbach, to celebrate LGBT Heritage in Cleveland. During remarks delivered at the celebration and awards ceremony held in the City Hall Rotunda, Assistant Attorney General Perez said:
“From our nation’s founding, individuals have fought for their rights, facing dozens of defeats for each victory. Progress has so often been painfully incremental. But each victory, however small, was motivation enough to keep moving. And so it has gone with the fight for LGBT equal rights. For decades now you have stood up to challenge discrimination, misconception and sometimes hatred. And hard-fought victories have been won. But the people in this room know that we have not yet reached our goal.”
Continues -- http://blogs.usdoj.gov/blog/archives/1014
* * *
A woman wearing hijab enters the 7 train. She glances around and smiles, searching for a friendly face. Heads turn and eyes stare back. A strange silence envelopes the subway car. The woman walks towards an empty seat and sits down, selects a new song on her IPod, sips from her coffee and closes her blue eyes. She pretends she doesn't notice the stares, the tension and the energy in the air.
Continues -- http://www.huffingtonpost.com/kim-joseph/islam-convert-discrimination_b_765983.html
* * *
NEW YORK, N.Y. — This election will be the first since the 1990s without a measure to ban gay marriage on any state ballot, yet the divisive issue is roiling races across the U.S. during a time of tumult for the gay rights movement.
Continues -- http://www.google.com/hostednews/canadianpress/article/ALeqM5jeWJeyT1saY5BgJal2cra7I6Ddug?docId=4862715
* * *
On Wednesday, President Barack Obama signed into law the Veterans’ Benefits Act of 2010, which was passed in Congress prior to the election break. Through the new law, disabled veterans and their families can expect positive changes, as shared in a Navy Times feature by the two committee chairmen who were responsible for the passage of the bill.
Continues -- http://blog.usnavyseals.com/2010/10/changes-come-for-disabled-veterans-and-their-families-through-new-veterans%E2%80%99-bill.html
* * *
WASHINGTON — Military recruiters have been told that they must accept gay applicants, a Pentagon spokeswoman said Tuesday, following a federal court decision striking down the ban on gays serving openly in the military.
Continues -- http://www.msnbc.msn.com/id/39743668/ns/us_news-life/
* * *
According to new research from Canadian psychologists, people apologize about four times a week. But, on average, they offer up these apologies much more often to strangers (22% of the time) than to romantic partners (11%) or family members (7%). The only folks we apologize to more? Friends (46%).
Continues -- http://online.wsj.com/article/SB10001424052702304410504575560093884004442.html?mod=googlenews_wsj
* * *
Last month, roughly 350 participants came together for the 2010 World Diversity Leadership Summit at the Harvard Medical School in Boston. Attendees, who represented sectors ranging from technology to entertainment to government, came from as far west as Seattle and as far east as Austria. During the two-day event, everyone agreed on one thing: the traditional ways to address diversity in the workplace and marketplace are no longer effective. Three themes emerged from workshop discussions and keynotes inviting the audience to create a new version of diversity - a 2.0 of sorts - that fosters innovation, advocates for inclusion and promotes interdependence among constituencies.
Continues -- http://www.colormagazineusa.com/index.php?option=com_content&view=article&id=441
* * *
END
Continues -- http://www.justice.gov/opa/pr/2010/October/10-crt-1154.html
* * *
ROCKFORD (WIFR) -- The US Department of Education has received nearly 7,000 complaints this fiscal year--an 11 percent increase over last year and the largest year to year increase in more than a decade.The source of the jump can be attributed to issues like the disciplinary rate between ethnic groups.
Continues -- http://www.wifr.com/news/headlines/National_Spike_in__105149979.html?ref=979
* * *
CLAYTON COUNTY, Ga-- About a dozen civil rights activists met in front of the Clayton County courthouse Sunday night singing and praying on the eve of the much anticipated trial of Troy Dale West, Jr. The 47-year-old auto body shop owner from Poulan, Georgia is accused of punching and kicking Army Reservist Tasha Hill outside a Cracker Barrel restaurant in Morrow last September.
The 35-year-old says as she and her 7-year-old daughter were leaving the restaurant she cautioned West to be careful after the door almost hit them. She said West went ballistic and started beating her and using racial slurs
Continues -- http://www.11alive.com/news/local/story.aspx?storyid=158751&catid=40
* * *
Two remarkable women served on the front lines of the Civil Rights Movement in Richardson ... Hands on the Freedom Plow: Personal Accounts by Women in SNCC, intense stories of 52 courageous women in this monumental struggle for social change.
Continues -- http://www.fenwaynews.org/announcement/women-in-the-civil-rights-movement/
* * *
US DOJ and LGBT Civil Rights -- Last week, Assistant Attorney General Tom Perez joined the Mayor of Cleveland, Frank Jackson, and U.S. Attorney Steve Dettelbach, to celebrate LGBT Heritage in Cleveland. During remarks delivered at the celebration and awards ceremony held in the City Hall Rotunda, Assistant Attorney General Perez said:
“From our nation’s founding, individuals have fought for their rights, facing dozens of defeats for each victory. Progress has so often been painfully incremental. But each victory, however small, was motivation enough to keep moving. And so it has gone with the fight for LGBT equal rights. For decades now you have stood up to challenge discrimination, misconception and sometimes hatred. And hard-fought victories have been won. But the people in this room know that we have not yet reached our goal.”
Continues -- http://blogs.usdoj.gov/blog/archives/1014
* * *
A woman wearing hijab enters the 7 train. She glances around and smiles, searching for a friendly face. Heads turn and eyes stare back. A strange silence envelopes the subway car. The woman walks towards an empty seat and sits down, selects a new song on her IPod, sips from her coffee and closes her blue eyes. She pretends she doesn't notice the stares, the tension and the energy in the air.
Continues -- http://www.huffingtonpost.com/kim-joseph/islam-convert-discrimination_b_765983.html
* * *
NEW YORK, N.Y. — This election will be the first since the 1990s without a measure to ban gay marriage on any state ballot, yet the divisive issue is roiling races across the U.S. during a time of tumult for the gay rights movement.
Continues -- http://www.google.com/hostednews/canadianpress/article/ALeqM5jeWJeyT1saY5BgJal2cra7I6Ddug?docId=4862715
* * *
On Wednesday, President Barack Obama signed into law the Veterans’ Benefits Act of 2010, which was passed in Congress prior to the election break. Through the new law, disabled veterans and their families can expect positive changes, as shared in a Navy Times feature by the two committee chairmen who were responsible for the passage of the bill.
Continues -- http://blog.usnavyseals.com/2010/10/changes-come-for-disabled-veterans-and-their-families-through-new-veterans%E2%80%99-bill.html
* * *
WASHINGTON — Military recruiters have been told that they must accept gay applicants, a Pentagon spokeswoman said Tuesday, following a federal court decision striking down the ban on gays serving openly in the military.
Continues -- http://www.msnbc.msn.com/id/39743668/ns/us_news-life/
* * *
According to new research from Canadian psychologists, people apologize about four times a week. But, on average, they offer up these apologies much more often to strangers (22% of the time) than to romantic partners (11%) or family members (7%). The only folks we apologize to more? Friends (46%).
Continues -- http://online.wsj.com/article/SB10001424052702304410504575560093884004442.html?mod=googlenews_wsj
* * *
Last month, roughly 350 participants came together for the 2010 World Diversity Leadership Summit at the Harvard Medical School in Boston. Attendees, who represented sectors ranging from technology to entertainment to government, came from as far west as Seattle and as far east as Austria. During the two-day event, everyone agreed on one thing: the traditional ways to address diversity in the workplace and marketplace are no longer effective. Three themes emerged from workshop discussions and keynotes inviting the audience to create a new version of diversity - a 2.0 of sorts - that fosters innovation, advocates for inclusion and promotes interdependence among constituencies.
Continues -- http://www.colormagazineusa.com/index.php?option=com_content&view=article&id=441
* * *
END
Wednesday, October 13, 2010
Lana Lawless: Transgender golfer files LPGA lawsuit
Jennifer Waite
Tucson Celebrity Headlines Examiner
Jennif Waite continues --
Tucson Celebrity Headlines Examiner
Lana Lawless became an internet celebrity the minute the words transgender, LPGA and lawsuit came into play, but even more interesting than the Lana Lawless lawsuit is Lana Lawless herself. Born male, Lawless had gender reassignment surgery back in 2005 to become a woman. Now a talented female golfer, Lana Lawless is challenging the LPGA with a lawsuit due to their rules about being born a female in order to compete in the league.
Jennif Waite continues --
Diversity Briefings; Med School Diversity Increase; Hispanic Enrollments Most Pronounced
Medical schools accepting greater diversity of students
By Mike Lillis - 10/13/10 01:08 PM ET
Article continued -- The Hill/HealthWatch
By Mike Lillis - 10/13/10 01:08 PM ET
More and more minority students are entering the nation's medical schools, the Association of American Medical Colleges (AAMC) reported Wednesday.
The increase was most pronounced among Hispanics, who saw first-year enrollment jump to 1,539 in 2010 — 9 percent above 2009 levels, AAMC found. For black students, the increase was 2.9 percent (to 1,350), while Asians saw enrollment rise 2.4 percent, to 4,214.
The number of first-year white students, meanwhile, was 12,094 in 2010 — up 0.4 percent from 2009, the group said.
Article continued -- The Hill/HealthWatch
Thursday, September 30, 2010
No Diversity at Autozone? Sikh Employee Fired For Wearing Turban; Sues AutoZone
By Whitney Jones
Religion News Service
WASHINGTON (RNS) AutoZone harassed a Sikh employee for wearing a turban and eventually fired him, according to a lawsuit announced Tuesday (Sept. 28) by the U.S. Equal Opportunity Commission.
The suit said employee Frank Mahoney-Burroughs was treated like any other employee at the store in Everett, Mass., until he converted to Sikhism.
"For years, our client was a model employee," Sandeep Kaur, a staff attorney for the Sikh Coalition said in a statement. "Things changed as soon as he converted to Sikhism and started wearing a turban. Then, AutoZone managers called him a terrorist, told him that he was offending customers and terminated him."
When customers made terrorist jokes or called Mahoney-Burroughs "Bin Laden," none of his co-workers stepped up and intervened, the EEOC claims.
"I spent more time with AutoZone staff than with my own family and friends," said Mahoney-Burroughs. "It was very painful to be humiliated and insulted by them. They made me feel as though I had no right to practice my faith."
In addition to name-calling at the auto parts store, he was not permitted to wear a turban or the kara, a religious bracelet, both of which are articles of faith for Sikhs.
Religion News Service
WASHINGTON (RNS) AutoZone harassed a Sikh employee for wearing a turban and eventually fired him, according to a lawsuit announced Tuesday (Sept. 28) by the U.S. Equal Opportunity Commission.
The suit said employee Frank Mahoney-Burroughs was treated like any other employee at the store in Everett, Mass., until he converted to Sikhism.
"For years, our client was a model employee," Sandeep Kaur, a staff attorney for the Sikh Coalition said in a statement. "Things changed as soon as he converted to Sikhism and started wearing a turban. Then, AutoZone managers called him a terrorist, told him that he was offending customers and terminated him."
When customers made terrorist jokes or called Mahoney-Burroughs "Bin Laden," none of his co-workers stepped up and intervened, the EEOC claims.
"I spent more time with AutoZone staff than with my own family and friends," said Mahoney-Burroughs. "It was very painful to be humiliated and insulted by them. They made me feel as though I had no right to practice my faith."
In addition to name-calling at the auto parts store, he was not permitted to wear a turban or the kara, a religious bracelet, both of which are articles of faith for Sikhs.
Wednesday, September 29, 2010
Discrimination in Any Form is Wrong: Face the Truth Week Sponsored by Asian American Justice Group
From: Asian American Justice Center [mailto:lcampbell@advancingequality.org]
Sent: Tuesday, September 28, 2010 8:03 AM
To: Schrader, Crystal [ICRC]
Subject: ERPA Action Alert for week of action
It is time to tell your member of congress that discrimination in any form is wrong. As part of the "Face the Truth" week of action, community members are raising their voices to say that not only are racial, religious and ethnic profiling inappropriate, but profiling is also bad policy and bad policing.
On Sept. 30th Rights Working Group is bringing your voices to Washington, D.C. with the release of "FACES OF RACIAL PROFILING: A Report from Communities Across America." On the one-year anniversary of the campaign, we are going back to Congress to echo the testimony from the field hearings on the degrading and humiliating effects of racial profiling. Together we can pass this legislation.
Let your congressional representative know that you want them to act now, and to cosponsor the End Racial Profiling Act of 2010.
Problem
Racial profiling affects people wherever they go-their homes and cars, the sidewalk, the airport, work, church and at the border.
Racial profiling is ineffective. Multiple studies have shown that when police focus on race they pay less attention to criminal behavior, reducing the "hit rate" in detecting contraband or uncovering crimes. Racial profiling alienates victims from their communities and causes them to lose trust and confidence in the people and institutions sworn to protect us. They are less likely to cooperate with criminal investigations or seek police protection when needed. This makes all of us less safe.
Solution
The End Racial Profiling Act was first introduced 2001 with strong bipartisan support. Unfortunately Sept. 11 slowed the bill's momentum. In the nine years since, the practice of racial profiling expanded and continues to alienate and plague our communities. The End Racial Profiling Act of 2010 was re-introduced with stronger protections July 16 by Reps. John Conyers and Jerrold Nadler as HR 5748.
E-mail your congressional members to cosponsor the End Racial Profiling Act (ERPA). If passed, ERPA would:
--prohibit the use of profiling based on race, religion, ethnicity or national origin by any federal, state, local or Indian tribal law enforcement agency
give individuals recourse if they have been unfairly targeted by such practices
institute programs to eliminate racial profiling that would require training for law enforcement agents, data collection, and procedures for responding to complaints
--permit the U.S. attorney general to withhold grants from law enforcement agencies not complying with the law and allow him to provide grants to agencies that are attempting to develop and implement best practices to eliminate racial profiling
--mandate that the attorney general submit periodic reports to Congress on any discriminatory policing practices to ensure that the intent of the bill is being met
Existing state laws and federal law enforcement guidance provide inconsistent and insufficient solutions to resolve this pervasive, national problem. In many cases, poor state, local and federal policies and guidance encourage or even condone biased policing. The recent passage of SB 1070 in Arizona makes the need for a comprehensive, national commitment to eliminating racial profiling all the more pressing.
E-mail your congress representative today to co-sponsor ERPA (HR 5748).
For more information about the campaign to Face the Truth to Stop Racial Profiling visit www.rightsworkinggroup.org or e-mail pbenjamin@rightsworkinggroup.org.
Sent: Tuesday, September 28, 2010 8:03 AM
To: Schrader, Crystal [ICRC]
Subject: ERPA Action Alert for week of action
It is time to tell your member of congress that discrimination in any form is wrong. As part of the "Face the Truth" week of action, community members are raising their voices to say that not only are racial, religious and ethnic profiling inappropriate, but profiling is also bad policy and bad policing.
On Sept. 30th Rights Working Group is bringing your voices to Washington, D.C. with the release of "FACES OF RACIAL PROFILING: A Report from Communities Across America." On the one-year anniversary of the campaign, we are going back to Congress to echo the testimony from the field hearings on the degrading and humiliating effects of racial profiling. Together we can pass this legislation.
Let your congressional representative know that you want them to act now, and to cosponsor the End Racial Profiling Act of 2010.
Problem
Racial profiling affects people wherever they go-their homes and cars, the sidewalk, the airport, work, church and at the border.
Racial profiling is ineffective. Multiple studies have shown that when police focus on race they pay less attention to criminal behavior, reducing the "hit rate" in detecting contraband or uncovering crimes. Racial profiling alienates victims from their communities and causes them to lose trust and confidence in the people and institutions sworn to protect us. They are less likely to cooperate with criminal investigations or seek police protection when needed. This makes all of us less safe.
Solution
The End Racial Profiling Act was first introduced 2001 with strong bipartisan support. Unfortunately Sept. 11 slowed the bill's momentum. In the nine years since, the practice of racial profiling expanded and continues to alienate and plague our communities. The End Racial Profiling Act of 2010 was re-introduced with stronger protections July 16 by Reps. John Conyers and Jerrold Nadler as HR 5748.
E-mail your congressional members to cosponsor the End Racial Profiling Act (ERPA). If passed, ERPA would:
--prohibit the use of profiling based on race, religion, ethnicity or national origin by any federal, state, local or Indian tribal law enforcement agency
give individuals recourse if they have been unfairly targeted by such practices
institute programs to eliminate racial profiling that would require training for law enforcement agents, data collection, and procedures for responding to complaints
--permit the U.S. attorney general to withhold grants from law enforcement agencies not complying with the law and allow him to provide grants to agencies that are attempting to develop and implement best practices to eliminate racial profiling
--mandate that the attorney general submit periodic reports to Congress on any discriminatory policing practices to ensure that the intent of the bill is being met
Existing state laws and federal law enforcement guidance provide inconsistent and insufficient solutions to resolve this pervasive, national problem. In many cases, poor state, local and federal policies and guidance encourage or even condone biased policing. The recent passage of SB 1070 in Arizona makes the need for a comprehensive, national commitment to eliminating racial profiling all the more pressing.
E-mail your congress representative today to co-sponsor ERPA (HR 5748).
For more information about the campaign to Face the Truth to Stop Racial Profiling visit www.rightsworkinggroup.org or e-mail pbenjamin@rightsworkinggroup.org.
Thursday, July 22, 2010
Potential Opportunities Great For Businesses That Embrace Diversity
Is your business really serving your customers? Or are you still stuck in the 50s when most businesses in the United States mainly catered to white people? With today's globalization and changing population, your customer base is rapidy changing. We're all getting older and if you look around, you will see that our complexions are changing, too. It's an opportunity lost for any progressive business that doesn't start with the basics of hiring people who represent the people they are trying to serve. Besides, it's more than just a politically correct thing to do; you will be following federal laws.
My husband and I were having a quick breakfast in an unfamiliar restaurant, waiting for the doors to open at a nearby museum. As I sipped my coffee, I began to realize why I wasn't comfortable. It wasn't just because we were having Sunday breakfast away from home.
Very quickly, I had realized every person serving us, from the greeter to wait staff, was young and white. I peeked into the kitchen and confirmed what I suspected − the invisible people working behind the scenes, performing the lower paying jobs, were Latino, African American and of varying ages. Will this restaurant get my return business? Probably not.
Later, a friend and I were talking about diversity in employment and she told me a similar story. While out for a walk, she saw a sign in a local breakfast shop window that advertised "... Restaurant Needs Morning HOSTESS. Apply Now Inside."
While Title VII of the Civil Rights Act of 1964 prohibits employment discrimination based on race, color, religion, gender and national origin, it seems that a number of companies still don't get it when it comes to discriminatory advertising or other issues like denying an employee the right to use the Family Medical Leave Act or allowing sexual harassment in the workplace.
Employees get it -- in a recent three year period, related employment discrimination lawsuits increased by 77 percent.
Discrimination issues can be complex; grey areas abound. But the prohibition of basic employment actions based on federally protected classes is much easier to understand. Employers can't make a hiring or firing decision based on a person's race, color, religion, gender or national origin.
The restaurant that Joan spotted obviously wants anything but a big guy of mixed ethnicity to greet their customers. That's apparent from their advertisement and the restaurant manager will probably find the hostess he or she is looking for.
But wouldn't it be less offensive to all of the restaurant's customers and potential employees if the manager would post a proper notice that complies with civil rights laws? Perhaps something like "Seeking a Greeter or Host/Hostess"?
They may still hire the female hostess they appear to want. But then again, they could expand their search and find a guy who really appeals to their morning coffee crowd to be the new greeter. What is good about doing this right in the first place, is a business doesn't have the problem of being in violation of federal, state and regional laws.
Better yet, a business won't suffer from opportunity lost when it tries to appeal to today and tomorrow's ever-changing population.
Figures from the Pew Research Center and from the U.S. Census show that in the next forty years, nearly one in five Americans will be an immigrant.
The Latino population alone, already the nation's largest minority group will triple, becoming 29 percent of the U.S. population. Black citizens will become 15 percent of the population and Asian Americans will be about nine percent of all citizens.
The United States by mid-21st century will be not only more racially and ethnically diverse,but much older. One in five citizens will be 65 years of age or older.
By using non-discriminatory advertising and other equitable practices, a business opens itself to seeing all of the possibilities for marketing to more and more customers while using the talents and skills of a wide array of employees.
Some might say that concern over a sign in the window might represent a case of too much political correctness. But I really don't think so. It simply represents basic employment practice and compliance.
Now, I wish the restaurant where Fred and I were having coffee would take a second look at their hiring practices. As customers, we would have enjoyed seeing our money go to pay people from a variety of backgrounds, and not just young and white.
It's hard enough to find a job these days, and everyone deserves an equal opportunity.
The information here does not constitute legal advice and should not be relied upon as legal advice. If you have a legal problem, consult an attorney in your area concerning your particular situation and facts.
* * * * * * * * *
Susan Klopfer likes to help businesses discover and implement diversity plans that help their organizations succeed. Want to learn more about using diversity in today’s globalized marketplace? Claim Susan’s popular free online workshop, Five Costly Diversity Mistakes Companies Make and How To Avoid Them, available at http://susanklopfer.com
My husband and I were having a quick breakfast in an unfamiliar restaurant, waiting for the doors to open at a nearby museum. As I sipped my coffee, I began to realize why I wasn't comfortable. It wasn't just because we were having Sunday breakfast away from home.
Very quickly, I had realized every person serving us, from the greeter to wait staff, was young and white. I peeked into the kitchen and confirmed what I suspected − the invisible people working behind the scenes, performing the lower paying jobs, were Latino, African American and of varying ages. Will this restaurant get my return business? Probably not.
Later, a friend and I were talking about diversity in employment and she told me a similar story. While out for a walk, she saw a sign in a local breakfast shop window that advertised "... Restaurant Needs Morning HOSTESS. Apply Now Inside."
While Title VII of the Civil Rights Act of 1964 prohibits employment discrimination based on race, color, religion, gender and national origin, it seems that a number of companies still don't get it when it comes to discriminatory advertising or other issues like denying an employee the right to use the Family Medical Leave Act or allowing sexual harassment in the workplace.
Employees get it -- in a recent three year period, related employment discrimination lawsuits increased by 77 percent.
Discrimination issues can be complex; grey areas abound. But the prohibition of basic employment actions based on federally protected classes is much easier to understand. Employers can't make a hiring or firing decision based on a person's race, color, religion, gender or national origin.
The restaurant that Joan spotted obviously wants anything but a big guy of mixed ethnicity to greet their customers. That's apparent from their advertisement and the restaurant manager will probably find the hostess he or she is looking for.
But wouldn't it be less offensive to all of the restaurant's customers and potential employees if the manager would post a proper notice that complies with civil rights laws? Perhaps something like "Seeking a Greeter or Host/Hostess"?
They may still hire the female hostess they appear to want. But then again, they could expand their search and find a guy who really appeals to their morning coffee crowd to be the new greeter. What is good about doing this right in the first place, is a business doesn't have the problem of being in violation of federal, state and regional laws.
Better yet, a business won't suffer from opportunity lost when it tries to appeal to today and tomorrow's ever-changing population.
Figures from the Pew Research Center and from the U.S. Census show that in the next forty years, nearly one in five Americans will be an immigrant.
The Latino population alone, already the nation's largest minority group will triple, becoming 29 percent of the U.S. population. Black citizens will become 15 percent of the population and Asian Americans will be about nine percent of all citizens.
The United States by mid-21st century will be not only more racially and ethnically diverse,but much older. One in five citizens will be 65 years of age or older.
By using non-discriminatory advertising and other equitable practices, a business opens itself to seeing all of the possibilities for marketing to more and more customers while using the talents and skills of a wide array of employees.
Some might say that concern over a sign in the window might represent a case of too much political correctness. But I really don't think so. It simply represents basic employment practice and compliance.
Now, I wish the restaurant where Fred and I were having coffee would take a second look at their hiring practices. As customers, we would have enjoyed seeing our money go to pay people from a variety of backgrounds, and not just young and white.
It's hard enough to find a job these days, and everyone deserves an equal opportunity.
The information here does not constitute legal advice and should not be relied upon as legal advice. If you have a legal problem, consult an attorney in your area concerning your particular situation and facts.
* * * * * * * * *
Susan Klopfer likes to help businesses discover and implement diversity plans that help their organizations succeed. Want to learn more about using diversity in today’s globalized marketplace? Claim Susan’s popular free online workshop, Five Costly Diversity Mistakes Companies Make and How To Avoid Them, available at http://susanklopfer.com
Thursday, June 17, 2010
Religious Diversity Issue -- a problem or an opportunity? TeleSeminar to address this and related issues
New EEOC data shows that religious discrimination claims have doubled in the past 15 years, and the number of settlements has tripled since 1997. That won’t surprise most HR executives for two reasons: First, we’re all seeing a broader mix of religious backgrounds as workforces diversify. Second, employees have become more litigious, and they’re well aware that the law gives them the right to certain “accommodations” based on their religious beliefs. So are you seeing this as a "problem" or an opportunity?
This and related business issues will be covered in an upcoming TeleSeminar I'm giving in July and more information will be coming soon.
This and related business issues will be covered in an upcoming TeleSeminar I'm giving in July and more information will be coming soon.
Tuesday, June 15, 2010
Seeking definitions for diversity in the workplace; this one looks good
What is diversity in the workplace? I've been searching for definitions -- and there are many. Recently I ran into this one from Cornell University and I thought it was quite good. What do you think?
The school's Catherwood Library has prepared a guide introducing key library and online resources in the area of workplace diversity, including practitioner resources, journals, consultant directories, and more.
In Starting Points, you will find a link to the BLS - Bureau of Labor Statistics as well as a comprehensive starting point for disability law. The Databases section links to a GenderStats database. Even if you are not a Cornell student and can't use all of the links, there is still quite a lot of information here that is accessible, so it is a good starting place for doing some research.
Workplace diversity is a people issue, focused on the differences and similarities that people bring to an organization. It is usually defined broadly to include dimensions beyond those specified legally in equal opportunity and affirmative action non-discrimination statutes. Diversity is often interpreted to include dimensions which influence the identities and perspectives that people bring, such as profession, education, parental status and geographic location.
As a concept, diversity is considered to be inclusive of everyone. In many ways, diversity initiatives complement non-discrimination compliance programs by creating the workplace environment and organizational culture for making differences work. Diversity is about learning from others who are not the same, about dignity and respect for all, and about creating workplace environments and practices that encourage learning from others and capture the advantage of diverse perspectives.
The school's Catherwood Library has prepared a guide introducing key library and online resources in the area of workplace diversity, including practitioner resources, journals, consultant directories, and more.
In Starting Points, you will find a link to the BLS - Bureau of Labor Statistics as well as a comprehensive starting point for disability law. The Databases section links to a GenderStats database. Even if you are not a Cornell student and can't use all of the links, there is still quite a lot of information here that is accessible, so it is a good starting place for doing some research.
Tuesday, June 8, 2010
British Petroleum's Corporate Behavior Perhaps Parallels Employment Discrimination Study Findings
It's fascinating to watch British Petroleum go into overdrive as they spend more on public relations (including the manipulation of Google) than they have so far on reparations to people in the Gulf, let along spending as much on clean-up, etc.
Are we surprised? No. Not if we pay attention to the history of diversity and litigation for other big-time employers like Texaco. Several years back, the Texas Law Review published a research article by Michael Selmi, "The Price of Discrimination: The Nature of Class Action Employment Discrimination Litigation and Its Effects." From his study, several parallels could be drawn.
After building a database for his study using data from publicly traded companies on the NYSE, from 1991 to 2001,Selmi had this to say:
"For many years, it has been argued that the costs of employment discrimination lawsuits are devastating to corporations and should therefore be limited as as to reduce the harm the suits produce. Yet based on the data analyzed here, there is no indication that firms suffer a significant loss of shareholder value as a result of the filing of a lawsuit...firms often react quickly to reduce possible reputational damage that might arise from the lawsuits, and often do so effectively, and their swift actions may limit collateral damage from the suits."
It would seem imaginable that investors would not want to be associated with firms that discriminate, but Selmi says that is not the case. Most see such lawsuits as the "cost of doing business." (Interestingly, management is most concerned over the cost.)
Do the settlement costs affect any corporate change? Selmi says that business simply goes on. The culture rarely changes. But here's the catch. The people who make the real money are the lawyers and the diversity industry.
"In many cases, it appears that employment discrimination litigation has become a private affair that is largely about money and public relations, and rarely concerned with implementing broad institutional reform. It also seems that only those cases that include sensational allegations generally involving racial epithets or blatant discrimination, can capture national attention. Under these circumstances, it is possible that a company such as Denny's will seek to transform itself. However, these instances are infrequent, as is the prospect of corporate reform arising from private class action litigation...the cases are primarily about transfers of wealth, transfers that are often channeled to entities other than the parties to the suit. In any event, these transfers are to inconsequential to affect corporate balance sheets."
In today's environment, where true regulation has gone by the wayside and courts appear to be all that is left for demanding change, Selmi recommends that we should "...not rely on the litigation to eliminate or deter discrimination, but instead should see it in a more limited lights as a process of wealth transfers with a substantial public relations dimension that can occasionally lead to significant change, but only to the extent a firm finds that is is in its interest to reform its employment practices.
"In this respect, the litigation has become just another form of tort, which reflects our declining national commitment to eradicate discrimination--discrimination that, based on this study, remains a significant presence in the labor market."
Are we seeing a need for regulation to be strengthened? In employment discrimination laws? On Wall Street? Regarding our environment? It looks to me like Selmi's research presence has a place in these arenas, as well.
Are we surprised? No. Not if we pay attention to the history of diversity and litigation for other big-time employers like Texaco. Several years back, the Texas Law Review published a research article by Michael Selmi, "The Price of Discrimination: The Nature of Class Action Employment Discrimination Litigation and Its Effects." From his study, several parallels could be drawn.
After building a database for his study using data from publicly traded companies on the NYSE, from 1991 to 2001,Selmi had this to say:
"For many years, it has been argued that the costs of employment discrimination lawsuits are devastating to corporations and should therefore be limited as as to reduce the harm the suits produce. Yet based on the data analyzed here, there is no indication that firms suffer a significant loss of shareholder value as a result of the filing of a lawsuit...firms often react quickly to reduce possible reputational damage that might arise from the lawsuits, and often do so effectively, and their swift actions may limit collateral damage from the suits."
It would seem imaginable that investors would not want to be associated with firms that discriminate, but Selmi says that is not the case. Most see such lawsuits as the "cost of doing business." (Interestingly, management is most concerned over the cost.)
Do the settlement costs affect any corporate change? Selmi says that business simply goes on. The culture rarely changes. But here's the catch. The people who make the real money are the lawyers and the diversity industry.
"In many cases, it appears that employment discrimination litigation has become a private affair that is largely about money and public relations, and rarely concerned with implementing broad institutional reform. It also seems that only those cases that include sensational allegations generally involving racial epithets or blatant discrimination, can capture national attention. Under these circumstances, it is possible that a company such as Denny's will seek to transform itself. However, these instances are infrequent, as is the prospect of corporate reform arising from private class action litigation...the cases are primarily about transfers of wealth, transfers that are often channeled to entities other than the parties to the suit. In any event, these transfers are to inconsequential to affect corporate balance sheets."
In today's environment, where true regulation has gone by the wayside and courts appear to be all that is left for demanding change, Selmi recommends that we should "...not rely on the litigation to eliminate or deter discrimination, but instead should see it in a more limited lights as a process of wealth transfers with a substantial public relations dimension that can occasionally lead to significant change, but only to the extent a firm finds that is is in its interest to reform its employment practices.
"In this respect, the litigation has become just another form of tort, which reflects our declining national commitment to eradicate discrimination--discrimination that, based on this study, remains a significant presence in the labor market."
Are we seeing a need for regulation to be strengthened? In employment discrimination laws? On Wall Street? Regarding our environment? It looks to me like Selmi's research presence has a place in these arenas, as well.
Subscribe to:
Posts (Atom)