Last week, Governor Gretchen Whitmer signed legislation expanding the Elliott-Larsen Civil Rights Act (ELCRA). The bill reaffirms legal protections for sexual orientation and expands coverage to include gender identity and expression.
DEI initiatives have stalled for a second year according to the McLean & Company HR Trends 2023 survey results. In our work helping companies develop roadmaps for DEI, a handful of key areas lacking:
Many neurodivergent job seekers say they’ve faced barriers in the hiring process despite offering many positive attributes that can help employers thrive, such as creativity, accuracy, loyalty, and other strengths. 61% of neurodivergent respondents to a recent survey said they experienced stigma or felt misunderstood at some point during their career. So, how can you create an inclusive environment that embraces neurodiversity?
On June 15, 2020, the Supreme Court ruled that Title VII of the 1964 Civil Rights Act protects LGBTQ rights (Bostock v. Clayton County Georgia, No. 17-1618 (June 15, 2020)). Before the decision, 21 states had their own laws prohibiting job discrimination based on sexual orientation or gender identity, and seven more provided that protection only to public employees. Michigan just recently added itself to the list.
Artificial Intelligence (AI) is being used more often and for a variety of purposes. Michigan State University received a $1.7 million grant to use AI in finding new drugs for treating diseases. Cyber security uses AI in various forms such as facial recognition to “verify a person’s real-world identity.” These seem to be good uses for AI.
Although diversity and DEI programs have proliferated, many question the effectiveness of these various programs. It’s a booming industry. There are more diversity professionals today than anytime in the past. Are they making an impact?
Inclusive forms and paperwork are an important part of LGBTQ-affirming organizational culture. Not only will inclusive forms allow your organization to capture the most accurate information, but they also serve as “markers” for people exploring your organization. Forms, paperwork, and applications send strong messaging around who is welcome and counted in your culture.
As more organizations embrace artificial intelligence (AI), the EEOC and U.S. Department of Justice (DOJ) have begun to be more cognizant of the discriminatory issues associated with these tools.
In today’s world, gender identity is a hot topic and extremely fluid. At the same time, “old school” values, many times from religious upbringing, will collide with “new world” values. As the platinum rule for diversity is “treat others as they want to be treated,” this brings up the situation when in diversity neither side can treat the others as they would want.
On March 18, 2022, the U.S. Department of Justice ("DOJ") published guidance on website accessibility specific to how state and local governments (Title II of the ADA) and "public accommodations" (Title III of the ADA) can remove unnecessary barriers that make it difficult or impossible for people with disabilities to use websites.
Americans tend to overestimate the percentages of minority groups in the U.S. The news, politics, and other outlets may exacerbate a situation or activity, simply because of reporting biases. A new poll from YouGov America appears to confirm that in broad terms, Americans consistently, and vastly, overestimate the size of minority groups.
In a recent survey by the AARP, nearly 80% of older employees say they’ve seen or experienced age discrimination in the workplace. The percentage of jobseekers in February above the age of 55 who were “long-term unemployed,” meaning they’d been looking for a job for 27 weeks or more, was more than 36%, compared to around 23% among those between the ages of 16 and 54.
Yesterday, March 8th, was International Women’s Day, a global day celebrating the social, economic, cultural, and political achievements of women. The 2022 theme is #BreakTheBias.
At a hearing on April 28, 2021, the EEOC heard from a dozen invited experts on the impact of the COVID-19 pandemic on civil rights in the workplace. EEOC Chair Charlotte A. Burrows said that the testimony of the panelist made clear that while the pandemic continues to have serious impacts on public health and our economy, it has also created a civil rights crisis for many of America’s workers.
How many times have recruiters reviewed resumes with titles that have little to no meaning and based decisions on those titles? Mechanical Engineer, HR Business Partner, and others convey meaning but not depth. And if employers use a job family approach, titles like Staff Engineer, Analyst, Project Manager, and Programmer provide some information at first glance, but again no context as to the work performed.
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