Disability-Owned Businesses to Compete as Finalists in Disability-IN’s Virtual Pitch Perfect Challenge, Expanding Work Opportunities for Disabled Entrepreneurs

Disability-Owned Businesses to Compete as Finalists in Disability:IN’s Virtual Pitch Perfect Challenge, Expanding Work Opportunities for Disabled Entrepreneurs

Winners receive up to $10K, in-kind prizes and access to corporate supplier opportunities as part of Disability:IN’s global Supplier Diversity program

ALEXANDRIA, Va.–(BUSINESS WIRE)–#areyouin–Disability:IN, the global organization driving disability inclusion and equality in business, has chosen three Disability-Owned Business Enterprises (DOBE®s) to compete as finalists on October 21 in the 10th Pitch Perfect Challenge as part of Disability:IN’s Supplier Diversity program that certifies disabled-owned businesses.

The finalists are:

  • Black Box Safety, a safety products and training company
  • Dusty Studio, a boutique animation design and production house
  • 2axend, a strategic consulting and training firm, and ‘people’s choice’ as determined by social media voting

On October 21 at 1:00 pm EDT, the owners of the companies—chosen from 28 total applicants—will give their final virtual pitches “Shark Tank” style to a panel of corporate experts. Winners will be announced at the end of the challenge, with $10,000 in cash for the first-place winner, $7,500 in cash for the second-place winner, and $500 for the third-place winner.

Additionally, all three winners will receive a scholarship to attend a one-week Executive Education program at Dartmouth College’s Tuck Business School that focuses on building or growing diverse businesses, sponsored by Bristol Myers Squibb. Winners also will have the opportunity to meet with executives at several companies that are looking to provide contracting and subcontracting opportunities to disability-owned businesses.

The Pitch Perfect Challenge is part of a Disability:IN program that certifies Disability-Owned Business Enterprises (DOBE®s), Veteran Disability-Owned Business Enterprises (V-DOBE™s) and Service-Disabled Veteran Disability-Owned Business Enterprises (SDV-DOBE™s). program. Disability:IN is the leading third-party certifier of DOBEs. To qualify, an enterprise must be a for-profit business that is at least 51% owned, managed and controlled by a person with a disability. The DOBE program grew 40% to 250 businesses in 2020.

“Disability inclusion is not just about hiring. Supplier diversity has become a more critical part of ESG and companies’ sustainability efforts. Our data shows disability-owned businesses are 6 to 7 times as likely to employ other people with disabilities. During Disability Employment Awareness Month, we want to elevate these businesses alongside the hundreds of companies we partner with that engage in supplier diversity programs and build economic opportunities for people with disabilities,” said Jill Houghton, President and CEO, Disability:IN.

Approximately 700,000 workers with disabilities are self-employed, according to the latest U.S. Census. People with disabilities, by definition, often need to find new and less traditional paths to success to meet their physical needs. Under the DOBE program, disabled entrepreneurs develop their skills and get direct access to companies that contract with minority business owners.

“We’re excited to prepare these incredible entrepreneurs to pitch and communicate their value to companies that are actively looking for unique products and services. By expanding their supplier diversity portfolio commitments, these companies will open doors for disabled entrepreneurs and provide resources and tools to succeed faster,” said Jennifer McNeil, executive director of indirect strategic sourcing at Cox Communications, one of three Pitch Perfect Challenge judges along with supplier diversity executives from MGM Resorts and Royal Bank of Canada/City National.

Disability:IN will announce the Pitch Perfect Challenge winners on their website and on Twitter at @DisabilityIN on October 21. Click here to learn more about supplier diversity and the Pitch Perfect Challenge. To watch the pitches live via Zoom, register here.

About the Disability-Owned Business Enterprise (DOBE) program

The DOBE program is a Nationally Recognized Certification including The Billion Dollar Roundtable, the corporate advocacy organization that recognizes and celebrates corporations that achieved spending of at least $1 billion with minority and women-owned suppliers. The Disability:IN Supplier Diversity program drives thought leadership for the supplier diversity profession, while advancing best practices that create supply-chain opportunities for certified disability-owned and service-disabled owned business enterprises. Learn more about how businesses get certified here.

About Disability:IN®

Disability:IN is a global organization driving disability inclusion and equality in business. More than 280 corporations trust Disability:IN to activate and achieve disability inclusion across their enterprise and in the broader corporate mainstream. Through the world’s most comprehensive disability inclusion benchmarking; best-in-class conferences and programs; and expert counsel and engagement, Disability:IN works with leading businesses to create long-term business and societal impact. Join us at disabilityin.org/AreYouIN #AreYouIN

Contacts

Media:
Suzanne Robitaille

Archie Group for Disability:IN

[email protected]
1.203.832.4107

Black Business Owners, Celebrities, Influencers, and Leaders Gather with Visa at CEO's Making Waves for Black Women in Business, Helping Corporations Fulfill Commitment to Equality and Inclusion

Black Business Owners, Celebrities, Influencers, and Leaders Gather with Visa at CEO’s Making Waves for Black Women in Business, Helping Corporations Fulfill Commitment to Equality and Inclusion

Two-Day Conference Provides Vital Resources for Black Women in Business

OAKLAND, Calif.–(BUSINESS WIRE)–On October 26th and 27th, CEO’s Making Waves for Black Women In Business: Growth, Impact, & Community will kick off a two-day conference by welcoming Black women-owned businesses, industry leaders, and corporations in addressing the need for systemic change in leadership, gender, and race equality in a variety of different industries.

The two-day event will feature discussions from black business owners such as influencer Necole Kane – CEO/Founder of XONecole and Whitney Harper (Brand Manager/Creative Director for Rapper Sweetie) and (Host) Sports Broadcaster Rosalyn Gold-Onwude, along with many other amazing business professionals in different sectors who will share their insights on relevant topics and resources aimed at enhancing the approaches of Black professionals and CEO’s. By strengthening woman-owned companies within the Black community, CEO’s Making Waves will work on closing the 90% wealth gap faced by Black women in business today.

“This is a much-needed event to support the Black women in our communities starting in California with the large tech companies,” says Myeshia Jefferson, founder of Beauty Makes Cents LLC, a company dedicated to increasing entrepreneurial education through events, training, hands-on support, and empowerment.

Jefferson continues, “CEO’s Making Waves will help attendees tap into resources they may not know are available. Many black-owned businesses don’t need a handout, we need a hand up. As a Black entrepreneur, I understand firsthand the struggle of navigating the business world, and the challenges that Black women in business face to get access to the right people and positions that can open doors. Sometimes, we need more hands-on support to guide us to the next level. Many of the large organizations have the means and the resources to help.”

Aiming to connect start-ups and small business owners to companies with resources and mentors available for Black entrepreneurs, the event will act as a foundation for future growth and opportunities. Featuring an impressive lineup of keynote speakers, discussion panels, fireside chats, mentorship sessions, and workshops, CEO’s Making Waves will touch on a wide range of topics, such as entrepreneurship, intrapreneurship, the future of e-commerce, the entertainment industry, sports, wellness, women empowerment, and recruiting.

“This year will have virtual celebrity appearances from Akon, Niecy Nash, Tamar Braxton, and more; but next year we will host the event in-person where we can include interactive activities such as dancing, live music, and a yacht experience! We see this as a great opportunity for black women entrepreneurs to connect, network, and grow,” says Jefferson.

CEO’s Making Waves 2021 participants will also have the chance to win mentorships from top industry leaders through an exclusive guest contest. Organizations can make this an opportunity to build trust and loyalty, while more Black women gain access and support.

Registration is open to all. Remaining space is filling up quickly, so get your tickets soon! Visit CEO’s Making Waves to secure your tickets and learn more.

About CEO’s Making Waves for Black Women In Business

CEO’s Making Waves for Black Women in Business was created in effort to get corporations to walk the talk of addressing the need for systemic change in leadership, gender equality, and race equality by supporting women-owned businesses and professionals. We aim to economically empower 1,000 Black women in California by 2022 with an end goal of closing the racial wealth gap with the help of our future partners.

Contacts

Myeshia Jefferson

[email protected]

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Inclusion 2021 – Chats with Cornell Verdeja-Woodson, Director of Diversity, Equity, and Inclusion at Headspace

Ahead of his speaking participation at the online DEI festival, INCLUSION 2021, we caught up with Cornell Verdeja-Woodson, Director of Diversity, Equity, and Inclusion at Headspace, and Founder & CEO of Brave Trainings on his thoughts on Diversity, Equity, Inclusion, and Belonging in the workplace.

Don’t miss your chance to catch Cornell speaking on an exclusive panel discussion at INCLUSION 2021, the leading virtual global business festival dedicated to equity, diversity & inclusion in the workplace.

Discussing Working towards a racially just workforce: One year on from global Black liberation uprisings 2020, Cornell will be joined by Leslie Gray, Head of Diversity & Inclusion and Chief of Staff, Office of the CEO at Mozilla and Asif Sadiq MBE, Senior Vice President, Head of Equity and Inclusion at WarnerMedia International. Together they will tackle:

  • How have the commitments made by companies to address racial inequalities across the world since June 2020 translated into action? Has adequate progress been made in the short term? 
  • What should companies be aiming for in regards to quotas, and what are the pitfalls when quotas are the only driver for race diversity
  • How can companies create a safe work environment for Black and people of colour – what actions can be implemented?
  • There is also an emotional tax associated with being Black in the workplace – what are companies doing to ensure the wellbeing of their BIPOC employees?
  • Who is getting it right and from where can we draw inspiration?

Want to be part of this year’s conversation? Then what are you waiting for? Sign up now and claim your free pass to attend the fastest-growing virtual event in the industry – INCLUSION 2021.

Experience a packed agenda featuring the biggest names in DE&I, interactive workshops and roundtables, plenty of social activities, and regular networking opportunities.

By attending, you will be able to:

  • Learn from in-depth D&I keynotes, case studies and panel discussions
  • Join interactive workshops and roundtables
  • Connect with essential D&I contacts at our online diversity exhibition
  • Grow your network during our INCLUSION social hour meetups
  • Discover how to support minorities, heal divides and increase staff unity

Hear from our incredible high profile line-up of 75+ expert speakers leading the charge for diversity, equity, and inclusion change in the workplace, including:

Visual Portfolio, Posts & Image Gallery for WordPress
Rashmi Verma, Global Head of Diversity & Inclusion at HUGO BOSS
Joseph Nwosu, Co Lead of the Black at Experian Network (ERG) at Experian
Cecilia Weckstrom, Senior Global Director, Head of Diversity, Inclusion & People Innovation at LEGO Group
Michael Vermeersch, Digital Inclusion Lead & Chair, UK Disability ERG at Microsoft
Michael Anaman, Head of Service Delivery and Head of Inclusion at NOW TV
Putri Realita, Global Diversity and Inclusion Lead at Danone
Leslie Gray MBA, Head of Diversity & Inclusion and Chief of Staff, Office of the CEO at Mozilla
Abigail Wilmore , Chief People Officer at Stella McCartney

Become a show sponsor…

Join RW3, WorkJam, Personio and BiasProof in the movement for change. Becoming an official partner or exhibitor at INCLUSION 2021 will help raise your visibility, connect with your target audience, develop your talent pipeline and improve your profitability. Position your brand as a real leader in the global movement for D&I change in the workplace. Click here for more information.

We can’t wait to see you in October. Tickets are limited, so make sure to grab yours now before they run out.

Thank you to all our sponsors:

Platinum Sponsor

Culture Wizard by RW3 - Global Inclusion Experts

Gold Sponsor

WorkJam

Silver Sponsors

Personio - The HR Operating System
BIASPROOF

Partners

Inclusion 2021 Partners - OutBuro LGBTQ Professionals lesbian gay bisexual transgender nonbinary queer onlin networking community job listings

Our Partner Charity

autistica

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Inclusion 2021 Summit – Equity, Diversity, and Inclusion in the Workplace

Don’t miss your chance to catch an exclusive panel discussion at INCLUSION 2021, the leading virtual global business festival dedicated to equity, diversity & inclusion in the workplace. OutBüro is a partner and will be hosting LGBTQ+ Inclusion break-out sessions and available in the main lobby for additional information and engagement.

Discussing Wellbeing in a Post-Pandemic World – Defining Expectations and Reprogramming Routines, Anna Mouchref, Leading Culture & Diversity, Siemens Digital Industries; Praveen Gopalan, Environmental Sustainability & Employee Engagement Programme Manager for BBC Studios and Dr. Shaun Davis, Global Director of Safety, Health, Wellbeing & Sustainability, Royal Mail will cover:

  • What impact has the pandemic had on employee wellbeing over the last year – can this be measured, and if so, how?
  • As many organisations move to a hybrid workforce model, what should be considered and implemented in terms of employee wellbeing?
  • What steps can and should leaders take to role-model behaviours, to promote a culture of wellbeing among their workforce?
  • Why is a more holistic relationship between work and life more beneficial and what has been the impact of the pandemic
  • How can you stay agile and review the approach to wellbeing in response to changing external factors?

Want to be part of this year’s conversation? Then what are you waiting for? Sign up now and claim your free pass to attend the fastest-growing virtual event in the industry – INCLUSION 2021.

Experience a packed agenda featuring the biggest names in DE&I, interactive workshops and roundtables, plenty of social activities and regular networking opportunities.

By attending, you will be able to:

  • Learn from in-depth D&I keynotes, case studies and panel discussions
  • Join interactive workshops and roundtables
  • Connect with essential D&I contacts at our online diversity exhibition
  • Grow your network during our INCLUSION social hour meetups
  • Discover how to support minorities, heal divides and increase staff unity

Hear from our incredible high profile line-up of 75+ expert speakers leading the charge for diversity, equity, and inclusion change in the workplace, including:

Visual Portfolio, Posts & Image Gallery for WordPress
Rashmi Verma, Global Head of Diversity & Inclusion at HUGO BOSS
Joseph Nwosu, Co Lead of the Black at Experian Network (ERG) at Experian
Cecilia Weckstrom, Senior Global Director, Head of Diversity, Inclusion & People Innovation at LEGO Group
Michael Vermeersch, Digital Inclusion Lead & Chair, UK Disability ERG at Microsoft
Michael Anaman, Head of Service Delivery and Head of Inclusion at NOW TV
Putri Realita, Global Diversity and Inclusion Lead at Danone
Leslie Gray MBA, Head of Diversity & Inclusion and Chief of Staff, Office of the CEO at Mozilla
Abigail Wilmore , Chief People Officer at Stella McCartney

Become a show sponsor…

Join RW3, WorkJam, Personio and BiasProof in the movement for change. Becoming an official partner or exhibitor at INCLUSION 2021 will help raise your visibility, connect with your target audience, develop your talent pipeline and improve your profitability. Position your brand as a real leader in the global movement for D&I change in the workplace. Click here for more information.

We can’t wait to see you in October. Tickets are limited, so make sure to grab yours now before they run out.

Thank you to all our sponsors:

Platinum Sponsor

Culture Wizard by RW3 - Global Inclusion Experts

Gold Sponsor

WorkJam

Silver Sponsors

Personio - The HR Operating System
BIASPROOF

Partners

Inclusion 2021 Partners - OutBuro LGBTQ Professionals lesbian gay bisexual transgender nonbinary queer onlin networking community job listings

Our Partner Charity

autistica

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Class-Action Settlement Reached to Resolve University Pay Equity Allegations

NEW YORK, Oct. 1, 2021 /PRNewswire/ — Outten & Golden LLP and Syracuse University announced a class-action settlement to resolve allegations of compensation discrimination raised by five female faculty members. Under the settlement agreement, the University will pay $3,713,000 to resolve the claims. This settlement does not represent an admission of any liability on the part of Syracuse University.

In a class action complaint filed today, the five female faculty members allege that the university-wide compensation and promotion policies and practices had an adverse impact on them and other female colleagues.

“We are pleased that Syracuse has agreed to resolve the claims, and the settlement will provide meaningful relief to our clients and other female faculty,” said Deirdre A. Aaron of Outten & Golden.

Syracuse University is committed – at all levels, across all faculty and staff positions – to providing an equitable and supportive work environment,” says Senior Vice President for Academic Operations Steve Bennett. “We continue to work closely with academic leadership to ensure salaries are commensurate with every faculty member’s job responsibilities, efforts and accomplishments, regardless of gender.”

CONTACTS: Adam T. Klein or Deirdre A. Aaron, Outten & Golden, 516.261.6080 or [email protected].

About Outten & Golden LLP

Outten & Golden LLP focuses on advising and representing individuals in employment, partnership, and related workplace matters both domestically and internationally. The firm counsels individuals on employment and severance agreements; handles complex compensation and benefits issues (including bonuses, equity agreements, and partnership interests); and advises professionals (including doctors and lawyers) on contractual issues. It also represents employees with a wide variety of claims, including discrimination and harassment based on sex, sexual orientation, gender identity and expression, race, disability, national origin, religion, and age, as well as retaliation, whistleblower, and contract claims. The firm handles class actions involving a wide range of employment issues, including economic exploitation, gender- and race-based discrimination, wage-and-hour violations, violations of the WARN Act, and other systemic workers’ rights issues. 

Outten & Golden has nine practice groups: Executives & Professionals, Financial Services, Sexual Harassment & Sex Discrimination, Family Responsibilities & Disability Discrimination, Lesbian, Gay, Bisexual, Transgender & Queer (LGBTQ) Workplace Rights, Discrimination & Retaliation, Whistleblower Retaliation, Class & Collective Actions, and WARN Act. 

Outten & Golden has offices in New York, San Francisco, and Washington, D.C.

Cision View original content to download multimedia:https://www.prnewswire.com/news-releases/class-action-settlement-reached-to-resolve-university-pay-equity-allegations-301390097.html

SOURCE Outten & Golden LLP

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Outten & Golden LLP: Former U.S. Department of Justice Employee Wins Gender Discrimination Lawsuit

WASHINGTON, Sept. 30, 2021 /PRNewswire/ — A Washington, D.C. federal-court jury awarded a longtime U.S. Department of Justice employee $445,000 in her gender discrimination lawsuit against the government, the law firm Outten & Golden LLP announced today.

After a five-day trial, the jury sided with Debra Stoe, who worked for the National Institute of Justice (NIJ), a DOJ agency, for 20 years. Stoe alleged she repeatedly was passed over for promotions in favor of less qualified and less accomplished men.

Stoe’s professional achievements included development of standards and testing required to ensure that law enforcement equipment and technology such as bulletproof vests is safe and effective.

In evidence presented at trial, Stoe’s supervisors recognized that she “revolutionized” the standards and testing program, and that she was “singularly responsible” for “moving it into the modern era.” Stoe was credited with saving the government “millions” of dollars and saving “countless lives” of law enforcement officers.

Outten & Golden Partner Susan E. Huhta said, “This case involved blatant gender discrimination by the federal government. We are grateful the jury rejected the government’s specious defense. The verdict is a complete vindication of an exemplary employee.”

Outten & Golden Partner Cassandra W. Lenning said, “The trial made clear the impact of Ms. Stoe’s work. On the final day of the trial, a former supervisor of Ms. Stoe’s thanked her from the stand and credited her with saving his police officer son’s life. His son was hit by a speeding car, and the bulletproof vest he was wearing saved his life.”

Debra Stoe said, “My career meant the world to me. The work I did was important. I hoped the DOJ hiring system would be fair, but the evidence showed it was not. I felt strongly that we had to take a stand against how the DOJ too often disregards women. The importance of the #MeToo movement really hits home when you see people like me whose hard work, superior qualifications, and experience were so casually and consistently overlooked. We showed that people and the DOJ hiring system were manipulated by the discriminator. I’m grateful for the jury’s findings.”

Huhta added, “Debra Stoe’s courage should serve as an inspiration to all women in the workplace. This verdict sends a message to all employers that discrimination in the workplace will not be tolerated, especially in the federal government.”

The case is “Stoe v. Garland,” Case 1:16-cv-01618-JDB in the U.S. District Court for the District of Columbia.

CONTACTS: Susan E. Huhta and Cassandra W. Lenning, Outten & Golden, 516.261.6080 or [email protected].

About Outten & Golden LLP
Outten & Golden LLP focuses on advising and representing individuals in employment, partnership, and related workplace matters both domestically and internationally. The firm counsels individuals on employment and severance agreements; handles complex compensation and benefits issues (including bonuses, equity agreements, and partnership interests); and advises professionals (including doctors and lawyers) on contractual issues. It also represents employees with a wide variety of claims, including discrimination and harassment based on sex, sexual orientation, gender identity and expression, race, disability, national origin, religion, and age, as well as retaliation, whistleblower, and contract claims. The firm handles class actions involving a wide range of employment issues, including economic exploitation, gender- and race-based discrimination, wage-and-hour violations, violations of the WARN Act, and other systemic workers’ rights issues.

Outten & Golden has nine practice groups: Executives & Professionals, Financial Services, Sexual Harassment & Sex Discrimination, Family Responsibilities & Disability Discrimination, Lesbian, Gay, Bisexual, Transgender & Queer (LGBTQ) Workplace Rights, Discrimination & Retaliation, Whistleblower Retaliation, Class & Collective Actions, and WARN Act.

Outten & Golden has offices in New York, San Francisco, and Washington, D.C.

Cision View original content:https://www.prnewswire.com/news-releases/outten–golden-llp-former-us-department-of-justice-employee-wins-gender-discrimination-lawsuit-301389255.html

SOURCE Outten & Golden LLP

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SHRM Executive Network and the Aspen Institute Expand National Conversation on Diversity, Equity and Inclusion at Visionaries Summit

Leaders Discuss the Future of Belonging at Inaugural Event in Washington, D.C.

WASHINGTON–(BUSINESS WIRE)–The SHRM Executive Network and the Aspen Institute will host an executive forum to create organizational cultures where individuals aren’t just included, but fully accepted with the opportunity to thrive. The inaugural Visionaries Summit, held at The Conrad in Washington, D.C., on October 17-October 19, 2021, features a fireside chat between SHRM President and CEO Johnny C. Taylor, Jr., and the Aspen Institute President and CEO Dan Porterfield.

Research shows that the need to belong at work is only second to needing to belong at home—but traditional DE&I training doesn’t address this prerequisite in the workplace or in society. As a result, many workers feel isolated and marginalized. That robs workers and companies of growth opportunities and leads to increased levels of employee turnover and decreased levels of production.

“If we want to create workplaces where truly everyone belongs, we must start at the top,” said Taylor. “The SHRM Executive Network and the Aspen Institute are devoted to creating equity for all. Through the inaugural Visionaries Summit, we are able to bring together esteemed leaders of both business and HR to lend their expertise and ultimately shape the discourse that will help create workplaces that work for all.”

The summit comes at a time when a national reckoning on racism and other forms of injustice has generated a renewed focus on the importance of inclusion, equity, and diversity. Many organizations are evaluating their priorities and practices through this lens while making the necessary commitments across their organizations—yet research shows that two-thirds (67%) admit their organization is, at best, only somewhat successful in its attempts to create a more diverse, equitable and inclusive workplace.

The summit will focus on leadership that impacts belonging in six critical areas: education, workplace, economics, philanthropy, governance and culture, and will feature speakers and a documentary that explore the concept of belonging.

For more information on the Visionaries Summit or the SHRM Executive Network, please contact Mallory Flynn at [email protected].

About SHRM Executive Network

As the voice of all things work, workers and the workplace, SHRM is the foremost expert, convener and thought leader on issues impacting today’s evolving workplaces. With 300,000+ HR and business executive members in 165 countries, SHRM impacts the lives of more than 115 million workers and families globally. More than 95% of the Fortune 500 rely on SHRM members to drive their people and strategy. The SHRM Executive Network is a vetted, private collective of CHROs and VPs at mid-market and large enterprises who influence human capital. Learn more at shrm.org/executive & linkedin.com/company/shrmexecutivenetwork/

About the Aspen Institute

The Aspen Institute is a global nonprofit organization committed to realizing a free, just, and equitable society. Founded in 1949, the Institute drives change through dialogue, leadership, and action to help solve the most important challenges facing the United States and the world. Headquartered in Washington, DC, the Institute has a campus in Aspen, Colorado, and an international network of partners. For more information, visit www.aspeninstitute.org

Contacts

Media: Mallory Flynn
[email protected]

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Twenty-Five Year Vanderbilt University Employee Files Federal Discrimination Lawsuit

NASHVILLE, Tenn., Sept. 30, 2021 /PRNewswire/ — A 25-year, dedicated and honored Vanderbilt University employee represented by Rubenfeld Law has filed a Federal discrimination and retaliation lawsuit (link here) against her employer, after a two year pattern of harassment and hostile behavior toward her following her medically-necessary transition from male to female. The suit notes the “stunning hypocrisy” by Vanderbilt which presents itself as a leader in support for lesbian, gay, bisexual and transgender employees and students.

Olivia Hill, a US Navy combat veteran, was an exemplary employee of the Vanderbilt Power Plant for a quarter of a century, never receiving disciplinary action or negative reviews, and during that time held nearly every job in the Plant; created all of the control graphics for it; helped write the  Procedures for each piece of equipment; and received numerous awards including the ‘Vanderbilt Chancellor Heart and Soul Award,’ for “going far beyond her job expectations while carrying out the spirit and mission of Vanderbilt in all they do.”

Miss Hill is the first and only employee of Vanderbilt to transition while working there.

Following Ms. Hill’s acknowledgement to her supervisors in 2018 of the medical need to transition, Ms. Hill was subjected to numerous instances of hateful, vulgar and egregious harassment.  Although she properly followed all ‘University channels,’ ultimately her plea for help was ignored – and SHE was put on involuntary leave, while none of the harassers were punished and she was subjected to continued retaliation.  

“Although it is clear Ms. Hill continues to love Vanderbilt, she was left with no option but to seek legal protection and restitution for all she has suffered and lost,” explained Abby Rubenfeld, Ms. Hill’s attorney. “The way Olivia was treated violates federal and state law – and is consistent with Vanderbilt’s own policies and public presentation as allegedly being a model of LGBTQI tolerance and inclusion — and is simply the height of hypocrisy as well as illegal under numerous laws and statutes cited in the lawsuit.”

Cision View original content:https://www.prnewswire.com/news-releases/twenty-five-year-vanderbilt-university-employee-files-federal-discrimination-lawsuit-301389197.html

SOURCE Rubenfeld Law Office PC

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Influencer Marketing Leader, Captiv8, Aims to Help Diversify Industry by Launching DEI Initiatives Including Grant Which Offers Pro-Bono Services to BIPOC and LGBTQIA+ Small Businesses

SAN FRANCISCO, Sept. 30, 2021 /PRNewswire/ — Today, leading influencer marketing company, Captiv8, is announcing its public pledge to help Cr8 Change through programs such as a grant for minority-owned SMBs as well as mindful product updates with the goal of taking concrete, small steps to help lead greater DEI momentum and progress within the influencer marketing industry.

Influence Change Grant: applications are now open for Captiv8’s inaugural Influence Change Grant, which is designed to be a twice-yearly SaaS grant to support BIPOC and LGBTQIA+ owned small- to mid-sized businesses who are positively impacting their communities. Those selected will be provided free access to Captiv8’s SaaS influencer marketing platform, including discovery, workflow, intelligence, insights and measurement capabilities, as well as dedicated hours for strategic consulting with a team of in-house experts. In order to qualify, applicants must also meet the following criteria: be located in the United States, be non-for-profit or be a for-profit business with less than $10 million in annual revenue. The first deadline to submit is October 29, 2021, with the first recipients to be announced in December of this year. Captiv8 is currently dedicating over a half of a million dollars of value to this program to help support 10 companies in 2022.

Mindful Product Mapping: Captiv8 is also building features directly into its platform to encourage creator representation through expanded gender, ethnicity, and sexual orientation identification options. This will allow creators to self-identify in the most representative manner, and allow brands to partner with creators to diversify initiatives.

“The last few years have made it apparent that there is a need now more than ever for a culturally diverse and representative landscape in the influencer marketing industry. We know this change cannot happen overnight, but we want to make sure we’re dedicating ourselves to taking the right steps to ensure we’re making a positive impact for both creators, and the brands we work with,” said Krishna Subramanian, CEO, Captiv8. “Ultimately, we know that small steps lead to significant progress over time. As a minority-owned company ourselves, we have built our own foundation upon the diverse backgrounds, ethnicities, genders and excellence of our employees, and we want to help lay a similar, inclusive, foundation in others.”

Captiv8, itself, is a minority-owned company, with nearly 70 percent of the team identifying as BIPOC. Diversity extends to the highest levels, with 1 in 2 of its leadership team also identifying as BIPOC.

Those interested in learning more or applying for the Influence Change grant can visit here.

About Captiv8:
Captiv8 is a full service influencer marketing solution that redefines end-to-end, inspiring you to think bigger, enabling you to plan smarter and empowering you to execute better. Through our intuitive workflow, brands can uncover actionable insights on trends, discover and vet influencers, seamlessly activate campaigns at scale, amplify branded content across the digital ecosystem, and prove business impact through our measurement dashboard. Our platform gives you the tools you need to build relationships and effective content, while our teams lend experiences and strategic services to steer you clear of common influencer marketing pitfalls.

Cision View original content to download multimedia:https://www.prnewswire.com/news-releases/influencer-marketing-leader-captiv8-aims-to-help-diversify-industry-by-launching-dei-initiatives-including-grant-which-offers-pro-bono-services-to-bipoc-and-lgbtqia-small-businesses-301388729.html

SOURCE Captiv8

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Dorsey Commits to Inclusion Blueprint

One of 50 Firms to “Do Something Hard” Actions to Improve Inclusion and Equity

MINNEAPOLIS–(BUSINESS WIRE)–#DEI–International law firm Dorsey & Whitney is pleased to announce that the Firm has committed to take one “Do Something Hard” action as part of the 2021 Inclusion Blueprint.

Dorsey is one of 50 law firms that are participating in the Inclusion Blueprint, a collaborative project between Diversity Lab and ChIPs. The project provides a first-of-its-kind tool to measure inclusion actions that law firms can and should employ—at both the leadership and practice group levels—to ensure that historically underrepresented lawyers have fair and equal access to quality work, influential sponsors and clients, and other opportunities.

The assessment includes three main categories for law firms to track, measure, and benchmark their diversity and inclusion efforts at the leadership and practice group levels: (1) current diversity representation thresholds and year-over-year progress; (2) ongoing inclusion practices and activities; and (3) a commitment to “hard” actions to be implemented over the next year.

The public commitments to “Do Something Hard” are a new addition to this year’s assessment. Following George Floyd’s murder in 2020, many law firms issued statements confirming their commitment to racial equality and ensuring that all individuals are treated fairly in the workplace and beyond. “Research shows that real change requires actions that are meaningful, sustained long term, and measurable—not just statements,” said Erin Hichman, Diversity Lab’s Director of Data Management. “The ‘Do Something Hard’ actions, when put in place by firm management and supported by all partners at the practice group level, signal that they are serious about and committed to making their own group’s systems more equitable.”

The actions at the Leadership level include: (1) 50 hours of billable credit for DEI contributions; (2) partner and/or practice group leader compensation linked to DEI; and (3) pay and origination credit equity gap analyses for partners.

The actions at the Practice Group level include: (1) matter credit for diverse lawyers for new and expanding work; (2) client team diversity and direct access; and (3) an Ally Action Pledge.

By committing to the first Leadership action, Dorsey will go beyond simply offering 50 hours of “billable credit” to lawyers for meaningful contributions to diversity and inclusion at the Firm and in the profession by tracking and measuring whether those hours are being used equally by various demographic populations and making changes to remedy unequal distribution across various demographic populations.

As part of their commitment to these actions, the participating firms’ leaders will report their progress to Diversity Lab and also participate in the 2022 Inclusion Blueprint to remain accountable to these actions.

Read more about Dorsey and the law firms that have publicly committed to implement the actions at the Leadership and Practice Group levels by January 2022.

“Dorsey knows that real change requires action, not just statements,” said Dorsey Managing Partner Bill Stoeri. “We believe that the ‘Do Something Hard’ actions will lead to improvements in how we operate our business and in how our policies and practices impact colleagues and clients. We are dedicated to improvement both inside and outside our Firm.”

About Dorsey & Whitney LLP

Clients have relied on Dorsey since 1912 as a valued business partner. With locations across the United States and in Canada, Europe and the Asia-Pacific region, Dorsey provides an integrated, proactive approach to its clients’ legal and business needs. Dorsey represents a number of the world’s most successful companies from a wide range of industries, including leaders in banking & financial institutions, development & infrastructure, energy & natural resources, food, beverage & agribusiness, healthcare and technology, as well as major non-profit and government entities. www.dorsey.com

Contacts

Jeri Longtin-Kloss

612.492.5315

[email protected]