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A collection of articles on diversity, inclusion, and workforce and talent strategy brought to you by Exponential Talent LLC.
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December 27, 2016

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Diversity & Inclusion
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HR Morning: EEOC Issues New New National Origin Discrimination Guidelines

The EEOC released an update to its 2002 compliance manual that covers discrimination based on actual or perceived national origin. Recognizing the changing demographics in the US, the new guidance identifies immigrant and migrant populations as “a national strategic priority,” according to EEOC Chair Jenny Yang. The guidance states that Title VII of the Civil Rights Act of 1964 protects individuals no matter what their immigration status.


US Trans Survey: US Transgender Study 2015

The National Center for Transgender Equality released its national survey, finding that, of those who have jobs, 30% say they were fired, denied promotion, or experienced mistreatment (verbally harassed, or assaulted physically or sexually) at work in the last year. Nationally, transgender people suffer significant psychological problems as a result of stigma and discrimination – 40% have attempted suicides in their lives, 9-times the national average. The survey also revealed that those supported by families experienced less psychological stress and fewer attempted suicide. Presumably, support at work could have similar results.

Institute for Public RelationsMillennials@Work: Perspectives on Diversity & Inclusion

With 1 in 3 US workers being Millennials, The Institute for Public Relations and PR firm Weber Shandwich’s survey gives insight into their attitudes about diversity and inclusion.
Millennials report seeing and hearing about some form of discrimination or bias at work with high frequency– 69% of Millennials, versus 57% of Gen X and 46% of Boomers. Not only are they more comfortable talking about D&I in the workplace, 47% consider it to be an important aspect to consider in their job search. 33% of Gen X and 37% of Boomer job seekers agree.

Focus on Gender
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Harvard Business Review: The Men Who Mentor Women

Researchers talked to Fortune 500 companies and non-profits and, after quantitative analysis, came up with key findings. “Male Champions,” they report, have an ally mindset. The male champions have learned: true inclusion enlists both men and women; to use their authority to lead cultural change; that gender equity and inclusion is key to overall talent management; to coach and mentor women; and to practice, “… other-focused leadership, not self-focused leadership.” Finally, male champions acknowledge that it takes persistence and courage to get through to the non-believers on their teams and among their peers. 

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