Diversity and inclusion training: How to apply it in the workplace


When you craft a D&I training program, you need to carefully design and apply it to gain its maximum benefits. In this blog post, you can find the skeleton of a diversity and inclusion training program that you can use with adjustments within your company. Training (e.g.

Supreme Court Ruling Protects LGBTQ Employees

HR Counselor's Corner

Supreme Court ruled that discrimination based on sexual orientation and gender identity violates Title VII of the Civil Rights Act of 1964. That’s because it is impossible to discriminate against a person for being homosexual or transgender without discriminating against that individual based on sex.”. This ruling essentially provided clarity on if sexual orientation and gender identity were covered under sex discrimination. Training.


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The Failures of Bias Training, and What You Should be Doing Instead

TrustRadius HR

Last year, Starbucks made headlines for closing over 8,000 stores to conduct anti-bias training in response to a racial bias scandal. Starbucks’s response this discrimination, mandatory training, is a common response to social injustice in the business world. Unfortunately, bias and sensitivity training is as ineffective as it is popular. Why is bias training so popular if it’s proven to be so ineffective? Why Training is an Appealing Approach.

How to Implement Diversity & Inclusion Programs That Actually Work

Criteria Corp

employees attested to having witnessed or experienced discrimination based on age, race, gender, or LGBTQ identity at work. Tools like diversity training, grievance procedures, and standardized assessments are all integral to a successful D&I program, but only when used correctly. . Here’s how you can use these tools effectively to promote diversity in the workplace: Diversity Training.

Top 10 ways to curb harassment, from EEOC task force

HR Morning

This means when it comes to training, everyone must be involved — executives, managers, subordinates, customer-facing employees … everyone. Over the past 30 years, a lot of anti-harassment training has failed as a prevention tool because it has been too focused on simply avoiding legal liability. One-size-fits-all training doesn’t exist. Training is most effective when it’s tailored to your organization. Conduct workplace civility training.

The Daily Rundown: Sexual Harassment Training and the State of Paid Family Leave


Today we take a look at the debate around Colorado’s proposed paid family leave legislation, the role credit scores play in small business lending, and sexual harassment training in the Big Apple. ” Credit score not only metric considered by Fintech companies for small business lending. Sexual harassment training law goes into effect today in New York City. Welcome to the Small Business Run Down.

EEOC’s latest, best 10 tactics for preventing harassment in the workplace

HR Morning

This means when it comes to training, everyone must be involved — executives, managers, subordinates, customer-facing employees … everyone. Over the past 30 years, a lot of anti-harassment training has failed as a prevention tool because it has been too focused on simply avoiding legal liability. One-size-fits-all training doesn’t exist. Just because a particular training program worked for one employer, doesn’t mean it’s right for your organization.

Building Your Company Culture and Employee Engagement Dashboard


One way to get started is to create a company culture and employee engagement dashboard that monitors the increases and decreases in certain metrics over time. Recommended Company Culture and Employee Engagement Dashboard Metrics. You’ll notice that a lot of these metrics depend on employee feedback. Company Culture Metrics. Employee productivity and performance metrics (How engaged are employees? Retention Metrics.

Use 'The Interruption Strategy' to Tackle the Diversity Gap

Cornerstone On Demand

In her Harvard Business Review article, “ Hacking Tech's Diversity Problem ," Williams introduces a new metric-based approach to increasing and retaining diverse employees in organizations. “The Interruption Strategy" aims to break what she calls the “diversity industrial complex" — the common approach of making a few token hires, implementing sensitivity training, creating mentoring programs and other similar vague changes.

Hiring Without Bias 3 Steps Your Company Needs to Take


STEP TWO: FORMALIZE TRAINING. Others prefer to sign on with one of the many vendors who offer subscription-based programs, online modules or in-person training programs to help companies lower their risk of hiring bias. Most importantly, an effective training must provide a thoughtful strategic approach to hiring people in underrepresented groups. Talent Management Workplace Culture and Innovation discrimination Diversity Hiring bias HR workplace bias

#MeToo and the Workplace: HR and Sexual Harassment Policy


sexual harassment and/or discrimination has always been under the purview of HR, it has become a necessity for HR departments to not only tighten up or edify. A major directive that became clear for HR was that extensive employee training is a key area that has to be beefed up. But not only policy training—investigation training, bystander training, and unconscious bias training all have to be part and parcel of a comprehensive sexual harassment and discrimination policy.

Take diversity and inclusion to the next level in your company culture


One obvious starting point in seeking racial justice in the workplace is to ask employees how often they have experienced bias or discrimination based on race. Defining what constitutes racial bias and discrimination, however, is more difficult than it appears. By Paul M. Mastrangelo.

What is blind recruitment, and is it effective?


In the US, The National Bureau of Economic Research found that, despite laws against discrimination, “job applicants with white names needed to send about 10 resumes to get one call-back; those with African-American names needed to send around 15 resumes to get one call-back.” Each candidate is on a level playing field, there are no discriminations, and each person has an equal opportunity to impress the employer with their skillset. Delay in discrimination.

Sure, She Works Here. But, Do We Employ Her?

HR Daily Advisor

Essential terms and conditions can include: Hiring; Rejecting new hires; Training; Discipline; Setting pay and benefits; Establishing working conditions; Firing or demanding firing of workers; Assigning tasks; and Providing oversight or evaluations. Hiring & Recruiting BLR Las Vegas recruiting TrainingConsider the following situation: You hired a worker through a staffing agency. He or she works in your place of business. But, is he or she your employee? How do you know?

7 Steps to Reaching Your Workforce Diversity Goals

Digital HR Tech

Here goes: The workforce diversity plan Identify the make-up of your organization Set the right roles and responsibilities Look for diverse sourcing channels Partner with different communities for diverse outreach Implement bias-free recruiting practices Provide a discrimination-free workplace Constantly monitor, evaluate and optimize your efforts. Provide a discrimination-free workplace.

Sealy Ignored Noose, KKK Hood at Worksite, Feds Say

HR Daily Advisor

Sealy’s inaction violated Title VII of the Civil Rights Act of 1964, under which harassment is a form of discrimination. An employer must have an effective policy, respond to allegations promptly, and take immediate and appropriate corrective action to end the discrimination,” she said in a press release announcing the settlement. Sealy of Minnesota will pay $175,000 to resolve claims that it ignored severe racial harassment at a manufacturing plant in St.

Four Ways Company Culture Can Support Women in Leadership

Cornerstone On Demand

Provide training and resources that teach employees how to handle topics such as diversity, conflict and bias. Creating an internal dialogue around these often controversial topics can help make employees aware of unconscious bias and discrimination in the workplace.

Why Talent Reviews Are Now A Huge Legal Risk (And How To Fix It)


Without any objective data at hand, the process may be inadvertently discriminating against a protected group, as, for example, Yulonda Woods-Early claims to be happening at Corning , a multinational technology company. Equal Employment Opportunity Commission filed 199 discrimination law suits and secured $505 million for discrimination victims through litigation and settlements. Add objective metrics The biggest legal risk coming out of the Woods-Early v.

Why Talent Reviews Are Now A Huge Legal Risk (And How To Fix It)


Without any objective data at hand, the process may be inadvertently discriminating against a protected group, as, for example, Yulonda Woods-Early claims to be happening at Corning , a multinational technology company. Equal Employment Opportunity Commission filed 199 discrimination law suits and secured $505 million for discrimination victims through litigation and settlements. Add objective metrics The biggest legal risk coming out of the Woods-Early v.

The Ethical Benchmarking of HR analytics

Analytics in HR

These include Amazon with its gender-biased AI recruiting tool, Google with racist facial recognition, and Facebook ’s ad serving algorithm that discriminates by gender and race. Specifically, by forcing us to develop and apply standardized metrics, benchmarks allow us to encode context. Unbiased training data is also about training your staff. Changing how we bias the AI training impacts on whom the inventions take place.

The Nature of Work Is Changing, and So Does Employee Experience: Interview with Brian Kropp from Gartner

Rallyware for Human Resources

Data is becoming key to driving desired behaviors at the workplace and delivering personalized employee experience , yet managers and training leaders might not immediately see the value of knowing more about the lives of their employees outside of work.

7 Actions HR Can Take to Help Create an Inclusive Environment at Work

Digital HR Tech

If HR can motivate management to see beyond just putting a non-discrimination policy in place but promoting inclusion as a core value, it won’t be just another rule to follow, but a building block to advancing the organization’s mission.

Employment laws to watch in 2019


Harassment, discrimination and bullying. Fallout from the #MeToo movement prompted a host of new or updated requirements related to gender-based harassment and discrimination training. Companies could once post an online training module to be finished by all new employees. Now businesses are required to train regularly on the topic. In New York, businesses must conduct this type of training once a year for all employees.

How to Face Implicit Bias Head-On When Hiring and Build a More Effective Workforce


The fact that this evidence hasn’t eradicated workplace discrimination points to an issue that runs deeper within our company cultures. Overt discrimination is rare these days. We assume that if discrimination is happening, it’s intentional and ‘it’s someone else, not me, doing it’ Yet there is a mountain of data to show discrimination in hiring is still widespread. Including those among us who believe we would never discriminate.

One-way video interview biases: potential risks for diversity


No matter how trained or aware you are, biases will always surface and may sidetrack your attention away from what matters. What metrics would you use to measure our social media’s performance?”). Train recruiters and hiring managers.

DEI in the workplace: Three experts discuss


Racial discrimination became the core focus of DEI conversations. If you have that competitive advantage, you are going to succeed by whatever metric of success your company chooses, whether it’s revenue, whether it’s market share, whatever it might be.”.

Diversity and Inclusion in the Workplace: Benefits and Challenges

Achievers - Recruiting

These groups should receive training to understand new HR policies and practices. To determine whether or not your strategies are working, look at the change (or lack of change) in metrics. Intervention and training. Bias training is especially important for hiring managers.

Beyond Lip Service: How HR Software Can Improve Workplace Diversity

TrustRadius HR

Of HR professionals we surveyed on how their organizations deal with bias or discrimination in the workplace, some form of training is by far the most popular method of internal-facing D&I enablement for companies. Unfortunately, there’s a mountain of evidence pointing to the fact that training isn’t effective , and can even be harmful. There are a ton of possible metrics , so find the ones that make the most sense for your company.

4 HR Trends That Will Impact Your Workplace Culture in 2020

EverFi - HR

Harassment Prevention Training. The #MeToo and #TimesUp movements demonstrated the alarming scope of sexual harassment and discrimination, but consider this: according to the EEOC, retaliation in the workplace is actually far more common–1.5 Harassment Prevention Training. HR and training and development professionals will have an opportunity to reverse this trend in 2020.

Building a Female-Friendly Company Culture


Our own CEO, Autumn Manning, was recently quoted in Bloomberg News on the fact that the South by Southwest Conference has more than 50 panels discussing gender discrimination and sexism this year — including a women’s leadership panel that she is participating in. Making changes at your company may require taking a look at implicit bias, training managers on psychological safety, and reimagining work/life balance. Today is International Women’s Day.

Harassment: Not Just a Buzzword, Its Liability


According to the Equal Employment Opportunity Commission (EEOC), “harassment is a form of employment discrimination that violates Title VII of the Civil Rights Act of 1964, the Age Discrimination in Employment Act of 1967 (ADEA), and the Americans with Disabilities Act of 1990 (ADA).” If you need help with crafting an airtight anti-harassment policy or training your managers and employees in such policies, Abel has you covered!

The Importance of Creating a Gender Inclusive Workforce


By many metrics, this is still an ongoing struggle - by recent studies, women still only hold around 21% of executive roles. Plus, as of late, there is currently a case being considered by the Supreme Court which may officially declare LGBT+ people to be a protected class under gender discrimination laws. Even without overt gender discrimination protection, LGBT+ employees are still protected from hostile workplace environments.

Building A High Trust Organisation

HR Management

At work, we apply codes of conduct that feature dignity at work and zero-tolerance for workplace bullying, sexual harassment and discrimination. Key metrics from the research show that high trust organisation have: ½ the employee turnover. For example, many businesses do not have appropriate training in place for workplace relations and safety. Over the past couple of decades, compliance has been categorised as a defensive play in the realm of workplace relations and safety.

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Data-driven recruiting 101: How to improve your hiring process


Same with diversity: look at candidate demographics to see if you are unwittingly discriminating against protected groups. Here’s what to do to shift towards data-driven recruiting: Choose the right data and metrics. Start by selecting a few important hiring metrics to track. All companies benefit from measuring quality of hire , since this metric shows the overall effectiveness of your hiring processes.

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Without Retention, Diversity Efforts Fall Short


Therefore, many technology companies are directing large sums of money to increase internal diversity metrics and cultivate a broader pipeline of minority candidates. Yet, anecdotes abound of poor treatment and discrimination in the tech industry due to race, gender, sexual orientation, and more. Train Managers. Building diversity in the workplace is an initiative HR leaders cannot afford to miss.

What is Talent Management in HR?


And as a strategy, it requires the involvement of everyone inside the company: Line managers, who identify potential and training needs and coach their team members day to day. HR, which organizes trainings, compiles data around turnover rates, and analyzes skill gaps. That’s why before you make any strategic decisions, you should track key HR metrics that give you a sense of where you stand right now compared to where you’d like to lead your company.

2019 BCGi Summit: Speaker Spotlight #2

Biddle Consulting

Session Title: Diversity Metrics. Many diversity programs fail in part because of lack of good metrics. This presentation will discuss appropriate metrics, how to develop them, and how to use them to engender success. Metrics are a necessary element to validate that a diversity strategy contributes to an organization’s competitive advantage, helps to garner support for the program, and shows where improvements need to be made.

Using Data to Prevent Workplace Harassment

EverFi - HR

In business, organizations routinely gather and study data about sales, production, margin, and customer satisfaction to name just a few; in higher education, metrics around admissions, graduation rates, endowment, and student satisfaction are carefully monitored. This same data-informed approach must also be used to effectively address workplace harassment and discrimination.

There’s no excuse for lack of diversity in talent sourcing

CLO Magazine

Everybody’s ads say they are an equal opportunity employer that does not discriminate, but why not be more assertive? At AMN Healthcare we post our diversity metrics on our website every quarter, and we are very open about our progress on the path to DEI. Our action strategies for DEI are based on our metrics, and we change those strategies if we are not making enough measurable progress. One important part of DEI programs is unconscious bias training.

The problem with hiring for ‘culture fit’


Instead of being a strategy for hiring and keeping talented people, culture fit is often seen as a convenient way of discriminating against otherwise qualified people. Of course, employment discrimination isn’t new to our times. If a hiring team frequently uses the two most common objections below, they’re probably using culture fit as a mask for employment discrimination. Culture fit is trending again—but not in a good way.