Filtered by category: Diversity, Equity & Inclusion Clear Filter

Ways you can celebrate Pride Month and practice allyship for the LGBTQIA+ community

Pride month is an opportunity for organizations—and individuals to identify ways to support the LGBTQIA+ community beyond the month of June. To get you started, we invite you to educate yourself about some of the current laws impacting the LGBTQIA+ population along with several supportive resources.

As the U.S. White House noted last year, "Despite our progress in advancing civil rights for LGBTQ+ Americans, too many transgender people — adults and youth alike — still face systemic barriers to freedom and equality." That sentiment still rings true, and some key facts about those barriers and other challenges include:

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HR: Among the most important drivers to achieving equity

As Black History Month dawns, I find it hard not to think and reflect upon the “The Great Migration” — and not the current “great migration,” aka “The Great Resignation,” for which, at times, “Great Migration” has instead been used inappropriately. I mean the real, the original Great Migration, where more than 6 million African Americans fled the rural South for the urban centers of opportunity in the Northeast, Midwest, and Western states from approximately 1910-1970. 

Let’s be clear not to conflate or co-opt these two. Principally, the Great Migration was about Black Americans escaping the South's violence, racism, and oppression by becoming migrants in their own country, while “The Great Resignation/Reshuffle/Reprioritization,” etc., is centrally about expressing and acting on choice — a perceived or given one, at that.

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Navigating Transgender Leave

Introduction

The societal understanding of what it means for an employer to be truly inclusive of all diversity groups has expanded exponentially since the turn of the 21st century. Employers are increasingly faced with multifaceted Human Resources related topics including cannabis, cybersecurity, sexual harassment, and a push, in many states, for equal opportunity for paid leave. Equal opportunity accommodations do not just vary between male and female employees but also between groups based on race, religion, and gender identity.

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