Last night, a new hashtag sullied my Twitter feed: #SuperStraight. I was trying to find the best way to watch the Sydney Gay and Lesbian Mardi Gras at the time. It was obvious to me this wasn’t going to be about something positive.
Note 1: This article was last updated on September 21, 2020.
Note 2: Our work to fix what we broke and left broken. The work isn’t done until Black folks tell us it’s done.
New data has revealed over the past year, the number of anti-Asian hate incidents — which can include shunning, slurs and physical attacks — is greater than previously reported. And a disproportionate number of attacks have been directed at women.
The disturbing rise in anti-Asian racist incidents across the United States in the past year has particularly impacted Asian and Asian American women, according to new data from reporting forum Stop AAPI Hate.
The man who police say went on a rampage at three spas in the Atlanta area has been charged with eight counts of murder in connection with the attacks.
Facial recognition systems from large tech companies often incorrectly classify black women as male — including the likes of Michelle Obama, Serena Williams and Sojourner Truth. That’s according to Joy Buolamwini, whose research caught wide attention in 2018 with “AI, Ain’t I a Woman?” a spoken-word piece based on her findings at MIT Media Lab.
In the same way that leaders may harbor an implicit bias about characteristics of groups of people, they may also harbor implicit biases about new technology — including new technology they might be considering investing in to improve productivity or competitiveness.
March 2021 marks one year since the beginning of state-mandated stay-at-home orders and workplace shutdowns due to the global COVID-19 pandemic. The pandemic has caused the most significant disruption to workplaces in generations, and not just in terms of barking dogs, homeschooling, gate-crashers at virtual meetings, and sweat pants.
The landmark Supreme Court case Bostock v. Clayton County, decided on June 15, 2020, clarified that federal law prohibits anti-transgender discrimination in employment. This decision was built on many victories in recent years, wherein courts and federal agencies had increasingly taken the view that job discrimination against transgender people is prohibited by existing laws against sex discrimination.
Organizations that don’t realize the importance of women in the workplace are missing out. Besides doubling your talent pool, more women may also improve your company’s performance.
The United Nations defines violence against women as “any act of gender-based violence that results in, or is likely to result in, physical, sexual, or mental harm or suffering to women, including threats of such acts, coercion or arbitrary deprivation of liberty, whether occurring in public or in private life.”
Before remote work became so prevalent, it was possible to keep real-world events and conversations out of the workplace. Now that’s not only impossible; it’s also increasingly inadvisable. Events in your employees’ personal lives undoubtedly affect the workplace—not only on a personal performance level, but also on a company culture level. Add in ongoing issues of racial inequality and police brutality and the expectation is clear.
Many businesses faced a call for action in 2020 to clearly state their positions on the social justice and civil rights issues of the day. This has left employers wondering how best to respond, particularly if they haven’t done so in the past. There are many best, or even good, practices for cultivating a workplace that promotes a culture of diversity, equity and inclusion (DEI) while also supporting manufacturers’ overall business objectives.
An atmosphere of psychological safety is essential for organizations who seek to foster innovative, happy, resilient teams. Members of psychologically safe teams and organizations are comfortable sharing ideas and doubts, trying new things and requesting feedback, knowing that their candor and enthusiasm will not negatively impact their careers.
On Feb. 1, Karen Lynch took over as president and CEO of CVS Health, a chain of more than 9,900 pharmacy locations that is in the midst of a multiyear effort to transform itself from retailer to health care company—a change it says will make care more transparent and accessible to its massive customer base.
Widespread protests, sparked by the killings of Black people at the hands of police, have led to a global conversation on racial discrimimination. Many companies have shown their support through blast emails and social media posts. But how can they go from words to actions and meaningfully foster diversity, equity, and inclusion (DEI) after many rapidly converted to operating remotely due to COVID-19?
APTMetrics today announced that HBR.org has posted an update to a 2002 article entitled “ Dear White Boss… ” The update, entitled “ What Has — and Hasn’t — Changed Since “Dear White Boss…,” was co-authored by Keith Caver, Vice President, Leadership Assessment and Development at APTMetrics.
Well, you need to consider that the issue is not with your employee but with their work. The employees may be feeling unappreciated and overwhelmed.
Despite reports that U.S. board directors are increasingly interested in diversity, PwC’s latest Annual Corporate Directors Survey found that diversity among board members remains abysmally low.
The pandemic has rapidly accelerated many companies digital efforts, but do they have the right executives in place to lead this sort of transformation? To answer this question, the authors analyzed more than 100 search specifications for C-suite positions in Fortune 1000 companies across a broad range of industries.