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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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Nurturing the Future Workforce: UKG Examines Dynamic Between Gen Z and the Manufacturing Sector

Research Released Ahead of MFG Day 2021 Drives at Addressing Critical Talent Gaps, Attracting Next-Gen Workers

LOWELL, Mass., and WESTON, Fla.–(BUSINESS WIRE)–#GenZ–Gen Z1 doesn’t want just a job, but a workplace where they belong, can develop a career path, and feel valued and trusted — and many claim to have found that working in modern manufacturing. New research2 announced today by UKG (Ultimate Kronos Group) and launched in partnership with IndustryWeek finds 92% of Gen Z talent employed within manufacturing are satisfied with their current careers.

“We know that attracting Gen Z talent is a high or very high priority for 88% of manufacturers, many of which are straining to build a talent pipeline while nurturing their current workforce and navigating their recoveries from the COVID-19 pandemic. It’s important they understand what Gen Z cares most about in order to inform more effective talent strategies moving forward,” said Kylene Zenk, director of the manufacturing practice at UKG.

Attracting Gen Z is More Often a Struggle for HR Leaders than Dealing with COVID-19-Related Issues

Manufacturers are facing intense pressure to attract and retain next-gen workers: Three in four admit finding (75%) and keeping (74%) talent is difficult, and one in three (34%) feel like they lag behind the rest of their peers.

Findings suggest HR’s job is harder than ever, because Gen Z expects a wide range of benefits and opportunities. From good pay (75%), opportunities for advancement (72%), and work-life balance (71%) to having a great boss (71%), schedule flexibility (70%), and competitive benefits (70%) — Gen Z deems these workplace features “extremely” or “very” important to achieving the holistic workplace experience they crave.

Driving Alignment of HR Strategies to the Voice of Gen Z is Essential

Released on the eve of MFG Day 2021 — a yearly celebration organized by The Manufacturing Institute and sponsored annually by UKG — The 2021 Future Manufacturing Workforce Study examines insights from HR leaders and Gen Z employees in manufacturing to create alignment between today’s talent management strategies and what Gen Z wants from the workplace. The research informs five key HR strategies to succeed in recruiting and retaining Gen Z:

  • Create a seamless onboarding experience that rolls into an actionable training and development plan. Clear goals and transparent career pathing drive job satisfaction for two-thirds of Gen Z talent (67%), while three in 10 (28%) say opportunities for advancement are “extremely important” — more so than having time off from work (26%).
  • It’s not all about pay: Prioritize work-life balance by offering competitive time off and flexible work schedules. Work-life balance ranks high on Gen Z talent’s career wish list, while more time off (31%) and flexible scheduling options (22%) are among the top three reasons an otherwise-satisfied Gen Z employee would change jobs.
  • Use HR and workforce data to examine catalysts for Gen Z turnover. The majority of HR leaders (77%) report that 11%-20% of their Gen Z workforce turns over annually, so understanding if turnover is higher in a certain location or under a certain supervisor, for example, enables organizations to effectively reverse unfavorable trends.
  • Engage digital natives with modern, consumer-grade technology. Gen Z has always had access to information when and where they need it in their personal lives, making it imperative for manufacturers to satisfy workplace expectations for technology — yet, only 41% of Gen Z employees in manufacturing today can swap a shift or check their work schedules from a mobile device.
  • Create more opportunities for Gen Z to interact with management, build trust on the job. Seeking advancement, Gen Z employees want recognition and respect (70%) and to receive feedback on their performance (69%) — but only 35% feel they are getting adequate face time with their direct supervisor.

“A one-size-fits-all approach to hiring no longer works,” said Zenk. “It’s imperative that HR is tailoring its messaging and recruitment initiatives depending on who they’re targeting. When recruiting Gen Z, it’s all about meeting this digital generation where they are, whether on social media or in the classroom. Direct engagement with schools and community groups through initiatives like MFG Day creates an incredible opportunity to demonstrate first-hand the appeal of working in modern manufacturing.”

“Educating and engaging the next-generation workforce early and often is one of the most important factors in shifting perceptions of the industry and closing the skills gap,” said Russell Richey, research director at Endeavor Business Media, the parent company of IndustryWeek. “We were very pleased to see from the survey that collaboration with local schools and colleges is the most common strategy employed by HR leaders to attract Gen Z talent: 53% are involved in developing programs and coursework that help teach students real-world technical skills related to manufacturing work. This bodes well for the future of manufacturing.”

Supporting Resources

About UKG

At UKG (Ultimate Kronos Group), our purpose is people. Built from a merger that created one of the largest cloud companies in the world, UKG believes organizations succeed when they focus on their people. As a leading global provider of HCM, payroll, HR service delivery, and workforce management solutions, UKG delivers award-winning Pro, Dimensions, and Ready solutions to help tens of thousands of organizations across geographies and in every industry drive better business outcomes, improve HR effectiveness, streamline the payroll process, and help make work a better, more connected experience for everyone. UKG has 13,000 employees around the globe and is known for an inclusive workplace culture. The company has earned numerous awards for culture, products, and services, including consecutive years on Fortune’s 100 Best Companies to Work For list. To learn more, visit ukg.com.

Footnote 1: Generation Z — a.k.a. “Gen Z” — is defined as individuals born between 1997 and 2003. See Survey Methodology for more details.

Footnote 2: Survey Methodology: This study is based on research led by Endeavor Business Media, the parent company of IndustryWeek, on behalf of UKG between July 22 and August 17, 2021. Two surveys were commissioned by UKG to examine how manufacturing industry HR professionals are managing recruitment and retention of Gen Z-aged workers, and to explore the attitudes and perceptions of Gen Z-aged consumers currently employed full or part time in the manufacturing sector. Responses were collected from 305 HR professionals with VP (38%) or director titles (62%) representing a diverse mix of manufacturing industries and company sizes, as well as 882 frontline (75%) and salaried (25%) employees currently working in the manufacturing sector and born between 1997 and 2003. Survey questionnaires were designed by Endeavor Business Media in collaboration with UKG and methodology conforms to accepted marketing research methods, practices, and procedures.

Copyright 2021 UKG Inc. All rights reserved. For a full list of UKG trademarks, please visit ukg.com/trademarks. All other trademarks, if any, are property of their respective owners. All specifications are subject to change.

Contacts

UKG Contact:
Tonya Eckert

+1 978 947 1688

[email protected]

For Sales Information:
UKG

+1 800 432 1729

ukg.com

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Clark Construction Group Partners with Other Industry Leaders to Launch Construction Inclusion Week

BETHESDA, Md.–(BUSINESS WIRE)–Clark Construction Group is proud to announce the company’s participation as a founding member of Construction Inclusion Week, an initiative to build awareness, celebrate diversity and equity, and foster inclusion across the construction industry.

In 2020, Clark joined fellow general contractors DPR, Turner, Gilbane, Mortenson, and McCarthy, to form the “Time for Change” consortium to identify ways to advance diversity, equity, and inclusion within the construction industry. Through this effort, Construction Inclusion Week was created. The inaugural week-long event, which kicks off on October 18, 2021, is open to the entire industry.

The theme for this year’s Construction Inclusion Week is “Building the Foundation for Inclusion.” Topics will include leadership commitment and accountability, unconscious bias, supplier diversity, jobsite culture, and community service and outreach.

“As business leaders, we have a unique opportunity to leverage our collective voices and resources to identify and solve key industry and societal challenges,” said Robby Moser, president and chief executive officer for Clark Construction. “Clark is honored to be part of this industrywide journey to build and foster a culture of diversity, equity, and inclusion, where our people and communities can thrive.”

Clark is continuously evaluating ways to strengthen its Inclusion & Diversity strategy, which is anchored by four key tenets.

  • Culture – Continually develop a positive, inclusive, and respectful workplace
  • Growth – Attract, retain, grow, and promote a diverse mix of talent at all levels of the organization
  • Resources – Provide the resources and support for its employees and company to thrive
  • Engagement – Positively impact communities by providing access to opportunity

These pillars inform the company’s efforts to foster meaningful change and yield a more diverse and inclusive business, industry, and society.

Like Construction Safety Week, Construction Inclusion Week demonstrates how a united industry can collectively set expectations for behaviors that foster positive and lasting change. Participating firms will have access to materials and resources such as toolkits and conversation guides to bring awareness to diversity, equity, and inclusion concepts for jobsites, teams, and organizations.

Visit www.constructioninclusionweek.com to sign up and learn more.

About Clark Construction Group

Clark Construction Group is one of the nation’s most experienced and respected providers of building and civil construction services companies with annual revenues of approximately $5 billion. Headquartered in Bethesda, Maryland, the company has offices strategically located to serve clients throughout the country. For more information, visit www.clarkconstruction.com.

Contacts

MEDIA CONTACT:
Carly Thayer

+1 (202) 756-7244

[email protected]

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PagerDuty Hires Its First Chief Diversity Officer

Company Also Welcomes New Vice President, EMEA, to Lead Accelerated Regional Growth

SAN FRANCISCO–(BUSINESS WIRE)–PagerDuty (NYSE: PD), a global leader in digital operations management, today announced it has appointed Roshan Kindred to the newly created position of chief diversity officer. Kindred is responsible for amplifying PagerDuty’s inclusion, diversity and equity (ID&E) initiatives, and is a strategic new member of the company’s executive leadership team. In addition, as international revenue increased by 38% year over year in its first quarter, PagerDuty also announced Jill Brennan will join PagerDuty as vice president, EMEA to continue to expand the company’s global reach.


These two leaders come at a time when PagerDuty is on a fast growth trajectory, with solutions that solve the challenges associated with real-time, unpredictable, unstructured, mission-critical work. Kindred and Brennan will help to expand on PagerDuty’s vision to be the operations cloud for the modern enterprise, while creating a workplace and workforce where excellent experiences are available for employees, customers and partners.

Roshan Kindred, Chief Diversity Officer

“In our journey to find PagerDuty’s first Chief Diversity Officer, it was important that this individual could both scale our existing ID&E program and transform our corporate culture,” said Joe Militelo, chief people officer at PagerDuty. “When we connected with Roshan, we unanimously agreed she brought the right level of experience and passion needed to usher in a new era of inclusion.”

Kindred joins PagerDuty with more than 20 years of experience in customer experience, business and ID&E strategies. Most recently, Kindred was the chief diversity officer and principal at InSeason Development Group, where she established an ID&E roadmap that led Senior Executive Leadership to adopt diversity goals as part of an annual incentive compensation plan. Previously, she was the board chair of Iron Mountain’s DEI advisory board, where she developed a five-year ID&E roadmap for the service organization that experienced an increase in women and BIPOC representation by 13 percent in 15 months.

“I joined PagerDuty because of the innovative, action-based culture and the opportunity to change how individuals experience the technology industry,” said Roshan Kindred, chief diversity officer at PagerDuty. “As an ID&E practitioner, our greatest tool is our mindset – it’s what controls our beliefs and behavior. I believe that inclusive and equitable culture creation changes people and in return those people change others. These experiences compel people to broaden their mindset, be grateful to express their authenticity, and use their innovative ideas to positively change how we experience one another and the world.”

Jill Brennan, Vice President – EMEA

“Our digital operations platform is critical infrastructure, and PagerDuty has seen significant growth in the EMEA over the past two years,” said Dave Justice, chief revenue officer at PagerDuty. “Jill is key to opening opportunities as we expand further into Europe, and I look forward to seeing her build on PagerDuty’s momentum.”

Jill Brennan, a seasoned sales veteran with over 25 years of experience, will join PagerDuty in October and is based in Switzerland. Most recently Brennan was the SVP of EMEA Sales at Medidata, where she achieved significant growth and business expansion. Previous to this, Brennan led the multibillion analytics and hybrid cloud software group businesses for IBM across 26 countries and a team of 1000 employees in EMEA.

“I enjoy leading high-performing teams who embrace challenges while achieving sustainable revenue results,” said Brennan. “I’m looking forward to joining PagerDuty at a time of high growth, especially when most every organization is focused on achieving digital transformation.”

About PagerDuty

PagerDuty, Inc. (NYSE: PD) is a leader in digital operations management. In an always-on world, organizations of all sizes trust PagerDuty to help them deliver a perfect digital experience to their customers, every time. Teams use PagerDuty to identify issues and opportunities in real time and bring together the right people to fix problems faster and prevent them in the future. Notable customers include GE, Cisco, Genentech, Electronic Arts, Cox Automotive, Netflix, Shopify, Zoom, DoorDash, Lululemon and more. To learn more and try PagerDuty for free, visit www.pagerduty.com. Follow our blog and connect with us on Twitter, LinkedIn, YouTube and Facebook.

Contacts

Amberly Asay Janke

[email protected]

SOURCE PagerDuty

study reveals 32 percent of trans employees have suffered workplace discrimination OutBuro LGBT professional entrepreneur online networking community lesbian bisexual transgender nonbinary

New study reveals 32 percent of trans employees have suffered workplace discrimination

Workplace Discrimination – When someone decides to reveal their gender identity at work it is a profoundly personal decision and one that can have a lasting impact on the individual’s entire career. Many from the LGBTQIA+ community simply don’t want to be out at work – estimated to be 46%. It’s not getting any better for trans people. In 2016 52% of trans people didn’t reveal their gender identity. In 2021 the number is 65%. In 2016 32% said they experienced workplace discrimination. In 2021 that is down to 25%. So there has been some improvement over the last 5 years. However, 32% of trans workers have said they have experienced discrimination or harassment at work during the past 5 years.

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AMN Healthcare COO Kelly Rakowski Honored with National Diversity Council Inclusive Leadership Award

DALLAS–(BUSINESS WIRE)–Kelly Rakowski, Group President and Chief Operating Officer, Strategic Talent Solutions, at AMN Healthcare (NYSE: AMN), has received the 2021 Inclusive Leadership Award from the National Diversity Council.


I’m very grateful for this honor and proud to be a team member of AMN Healthcare, where a shared vision of diversity, equality, and inclusion at all levels of the company is the foundation of our service,” Rakowski stated. “Now is a crucial time when our responses to unprecedented events can become opportunities to build a more just and inclusive industry and community.”

The Inclusive Leadership Award honors executives and innovative leaders in all industries for their passion to build effective systems by demonstrating “fairness, empathy, and integrity through inclusive leadership practices that embrace the differences of team members while boosting innovation and impacting bottom-line success.” The National Diversity Council is a non-profit organization that brings together the private, public, and non-profit sectors to advance diversity and inclusion by transforming workplaces and communities into inclusive environments.

Rakowski serves as an advocate for diversity in leadership and the healthcare talent pool. She has been recognized as an industry spokesperson for developing innovative solutions to many of the challenges that hospitals, clinics, and other providers face in today’s rapidly evolving healthcare landscape.

AMN Healthcare is a leader in the commitment to and pursuit of diversity, equality, and inclusion in the healthcare industry and in the communities where we work and live. The company’s action strategy and programs have resulted in a team that is 65% women, with an executive team that includes women as CEO, Chief Legal Officer, Group President & COO of Strategic Talent Solutions, and divisional and brand presidents; a Board of Directors that is 63% women, and a team that is 33% people of color. AMN is continuously working to improve diversity, equality, and inclusion at all levels of the company and industry while seeking social justice in the community and society.

More information about DE&I at AMN can be found in the 2020 Corporate Social Responsibility Report and on the AMN DE&I webpage.

About AMN Healthcare

AMN Healthcare is the leader and innovator in total talent solutions for healthcare organizations across the nation. The Company provides access to the most comprehensive network of quality healthcare professionals through its innovative recruitment strategies and breadth of career opportunities. With insights and expertise, AMN Healthcare helps providers optimize their workforce to successfully reduce complexity, increase efficiency and improve patient outcomes. AMN total talent solutions include managed services programs, clinical and interim healthcare leaders, temporary staffing, executive search solutions, vendor management systems, recruitment process outsourcing, predictive modeling, language interpretation services, revenue cycle solutions, credentialing and other services. Clients include acute-care hospitals, community health centers and clinics, physician practice groups, retail and urgent care centers, home health facilities, schools and many other healthcare settings. AMN Healthcare is committed to fostering and maintaining a diverse team that reflects the communities we serve. Our commitment to the inclusion of many different backgrounds, experiences and perspectives enables our innovation and leadership in the healthcare services industry. For more information about AMN Healthcare, visit www.amnhealthcare.com.

Contacts

Media Contact
Jim Gogek

Corporate Communications

AMN Healthcare

(858) 350-3209

[email protected]

Investor Contact
Randle Reece

Director, Investor Relations

AMN Healthcare

(866) 861-3229

[email protected]

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GE Appliances Recognized as an Achievers 50 Most Engaged Workplace

Award celebrates Top 50 employers displaying leadership and innovation in engaging their workplaces

LOUISVILLE, Ky.–(BUSINESS WIRE)–GE Appliances, a Haier company, today announced its recognition as one of the 2021 Achievers 50 Most Engaged Workplaces®. This annual award recognizes the top 50 employers across the U.S. that display leadership and innovation in engaging their workplaces.


We’re a company committed to putting people first, and that starts with having a meaningful, innovative and engaging workplace experience for everyone,” said Kevin Nolan, president and CEO of GE Appliances. “When we remove barriers and create opportunities that allow our people to pursue their passions and thrive, we’re able to deliver world-class products and support to our owners, customers and communities in the best ways possible.”

A panel of 15 judges comprised of employee engagement academics, industry analysts, thought leaders, journalists, and influencers evaluated award applicants.

Winners were selected based on Achievers’ Eight Elements of Employee Engagement®: Accountability & Performance, Belonging, Equity & Inclusion, Culture Alignment, Manager Empowerment, Professional & Personal Growth, Purpose & Leadership, Recognition & Rewards, and Wellbeing.

The COVID-19 pandemic presented a myriad of challenges for businesses and their workforce. But these unprecedented times also offered an opportunity for organizations to support their people. Companies that prioritized employee experience, recognition, and employee voice have seen increased productivity, higher employee engagement, and stronger loyalty,” said Jeff Cates, president and CEO at Achievers. “This year’s Achievers 50 Most Engaged winners embody what it means to be a ‘people-first’ business and have proven how the prioritization of employee experience can help an organization withstand even the most difficult of times.”

In addition to earning the Achievers 50 Most Engaged Workplaces® award, this year GE Appliances was certified as a Great Place to Work™, named one of the Best Companies for Multicultural Women by Seramount (formerly Working Mother Media), and received a perfect score for the fourth year in a row on the Human Rights Campaign’s Corporate Equality Index.

For more information about Achievers 50 Most Engaged Workplaces®, visit achievers.com/engaged.

We’re Hiring!

Looking to grow your career at a company that puts its people first? Visit our careers page at https://careers.geappliances.com/

About GE Appliances

At GE Appliances, a Haier company, we come together to make “good things, for life.” We’re creators, thinkers and makers who believe that anything is possible and that there’s always a better way. We’re a company powered by our people, made stronger through our diversity — allowing us to grow closer than ever before to our owners, anticipate their needs and enhance their lives.

Since 1907, we’ve built innovative, quality products that are trusted in half of all U.S. homes. We sell appliances under the Monogram®, Café™, GE Profile™, GE®, Haier and Hotpoint brands. Our products include refrigerators, freezers, cooking products, dishwashers, washers, dryers, wine & beverage centers, air conditioners, small appliances, water filtration systems and water heaters.

To learn more about our company, brands, Corporate Citizenship efforts, economic impact, and working for GE Appliances, visit geappliancesco.com

Follow us on LinkedIn, Twitter, and geappliancesco.com for more news and updates from GE Appliances.

Contacts

Daniel Kemp, Senior Specialist, Corporate Citizenship Communications

[email protected]

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New Survey by Wiley Looks at Diversity Deficit in U.S. Tech Workforce

Nearly 70% of U.S. Businesses Report a Lack of Diversity in their Tech Workforce; Same Percentage of Young Tech Employees Have Felt Uncomfortable at Work Based on Their Identity or Background

Wiley is Addressing the Diversity & Skills Gaps in Tech by Connecting High-Quality Education with High-Demand Careers

HOBOKEN, N.J.–(BUSINESS WIRE)–From the 2021 ASU+GSV Summit, WILEY, a global leader in research and education, today announced its Diversity in Tech: 2021 U.S. Report following a survey of more than 2,000 early career tech workers and 270 business leaders. The report verifies the pace of progress is too slow in addressing the lack of diversity in U.S. technology-focused jobs and reveals insights that underscore the challenges companies must address to build more diverse workforces. Key findings include that nearly 70% of U.S. businesses identify a lack of diversity in their workforces, while the same percentage of young tech workers feel a lack of inclusion and belonging in company culture.

“It’s estimated that U.S. companies collectively are spending more than ever before – about eight billion dollars a year – on diversity and inclusion training,” said Todd Zipper, President of Wiley Education Services. “This report proves that investment alone isn’t enough to achieve equity in the workplace. We need to take an ecosystem approach to workforce diversity: making science and math education more accessible for all learners from an early age through college, and creating more equitable on-ramps to employment through short-form skilling and ‘last-mile’ training solutions.”

The report provides some key insights and findings about the lack of diversity in workforces including:

There is immense power in educating and encouraging secondary-school students to pursue technology-focused roles.

  • According to 18–28-year-old workers currently in the technology field, the most common reason for pursuing a career in technology is encouragement to do so by their high school. Nearly five out of 10 young tech workers (47%) cited this as one of their main motivations, highlighting the necessity for schools to do more to promote tech roles to a wider range of students.
  • To land a tech job or advance in the tech sector, nearly half of women surveyed were concerned about their qualifications; 31% were concerned they are not good enough at math and science; and one-in-three women were worried that they do not have the right educational background. When comparing men and women, women are more concerned about their skillset with 48% worried about their qualifications compared with 43% of males.

Though businesses are aware of the lack of diversity in the tech sector, they are unsure how to address it.

  • Nearly nine out of 10 (89%) business leaders surveyed plan to recruit junior tech talent in 2021; of those, more than half (51%) struggle to recruit diverse entry-level technology talent.
  • 68% of businesses surveyed feel there is a lack of diversity in their tech workforce, but only half (46%) are actively trying to address the issue within technology teams. Nearly a quarter (22%) said they do not know how to address the issue. Surprisingly, nearly half (45%) of businesses have yet to invest in anti-bias training for hiring managers.

To enable a more diverse workforce, companies need to create more inclusive cultures.

  • Seven out of 10 (68%) young technology workers have felt uncomfortable in a job because of their gender, ethnicity, socio-economic background, or neurodevelopmental condition. When looking at women of color (female respondents who identify as non-white) this number increases to nearly eight out of 10 (77%).
  • Half (50%) of young tech workers said they had left, or wanted to leave, a tech or IT job because the company culture made them feel unwelcome or uncomfortable, highlighting the importance of building inclusive cultures. This number increases to nearly six out of 10 (57%) when looking at women of color.
  • A significant proportion of all surveyed (64%) said they believe people from minority backgrounds are discriminated against in the recruitment process for technology jobs. This number was relatively consistent across the different demographics.

Wiley supports thousands of higher ed institutions and employers worldwide to deliver education directly connected to career success and build a diverse and digitally savvy workforce at scale. One way Wiley does this is through innovative, last-mile training solutions like mthree that hire, train and deploy job-ready technology talent in roles with leading corporations worldwide, including more than 30 Fortune 500 companies.

“With nine million unfilled jobs currently in the U.S., the economy will continue to struggle as it experiences a labor shortage, especially if companies are ill-equipped to recruit and retain a diverse tech workforce.” said Daniele Grassi, Chief Operating Officer for mthree, a Wiley brand. “Expanding and diversifying talent pipelines will get great workers in high-demand tech jobs faster, benefitting both companies and workers.”

As part of Wiley, mthree offers solutions to build pipelines of diverse, custom-trained talent. mthree believes companies can reach new demographics and tackle biases from age to education. In 2020, of those placed with companies by mthree, 35% were female and 50% were Black, Asian, or another minority ethnicity.

Additional information

  • Link to Report: Download the full report here.
  • ASU + GSV Session: Wiley will discuss insights from the Diversity in Tech: 2021 U.S. Report virtually from the 2021 ASU + GSV Summit, please visit here for more details.

Methodology

U.S. Employee: The U.S. employee sample consisted of 2,030 respondents comprised of individuals ages 18-28. All respondents resided in the United States at the time they participated in the survey. Texas residents accounted for the largest percentage of respondents (15%), followed by New York (14%), and Florida (10%).

U.S. Employer: The U.S. employer sample consisted of 270 respondents who were serving in leadership roles within the financial services, healthcare or insurance industries at the time they completed the survey. Respondents needed to be serving in C-suite, executive level, senior management, vice president, or director positions in order to participate. All respondents resided in the United States at the time they participated in the survey. Florida residents accounted for the largest percentage of respondents (18%), followed by New York (14%), and Illinois (11%).

About Wiley

Wiley is a global leader in research and education, unlocking human potential by enabling discovery, powering education, and shaping workforces. For over 200 years, Wiley has fueled the world’s knowledge ecosystem. Today, our high-impact content, platforms, and services help researchers, learners, institutions, and corporations achieve their goals in an ever-changing world. Visit us at Wiley.com, like us on Facebook and follow us on Twitter and LinkedIn.

Category: All Corporate News

Contacts

Media Contact
Lauren Curlett

M: +1 302-632-3661

[email protected]

Understanding the LGBTQ Workplace Experience OutBuro lgbt professionals community gay lesbian transgender queer bisexual online community

Understanding the LGBTQ+ Workplace Experience

With the current mass job migration in where recent studies have found that around 70% of employees are considering a job change employers need to focus on work culture, benefits, and equality in its full spectrum to retain and attract top talent. Check out our page for employers with numerous employee statistics based on studies to gain a clear perspective. Focusing on diversity, equity, and inclusion is a key metric that most job candidates are seeking. Fabrice Houdart, the co-author of the United Nations’ Business Strategies for LGBTQ+ Inclusion stated in a recent interview with OutBüro that. “LGBTQ+ inclusion is like the canary in the coal mine. If an organization is not doing that well, they likely aren’t doing well diversity and inclusion at all.”

IBM has been a global leader in the space of LGBTQ+ workplace inclusion for a long time. Its earliest LGBTQ+ champion was Stan Kimer, now the VP of Training at the US National Diversity Council. OutBüro had the honor to interview him and he now is part of the OutBüro Advisory Board. Gain an understanding of the transgender experience through hearing from Celia Daniels who is also. on the Advisory Board.

Interviews to further your diversity, equity, and inclusion understanding:

United Nations GLOBE President Gurchaten “Nanoo” Sandhu – LGBTQ+ Leader

Actions employers can take to create inclusive workplaces

Employees are to be more willing than ever before to change employers to find an environment where they can bring their full selves to work, so it is essential for organizations to be proactive to retain and attract top talent.

Around the world we are much more aware of the impact of intersectionality discrimination becomes more pronounced where race, gender identity, gender expression, and sexual orientation intersect.

Discrimination and harassment remain all too real for LGBTQ+ employees and job seekers.

Nearly half (45%) of lesbian, gay, and bisexual Americans surveyed by the IBM Institute for Business Value say their employer discriminates against people who are LGBTQ+. More than 66% of the study respondents say they don’t feel equipped to overcome professional challenges. Underrepresentation of LGBTQ+ in workplace leadership roles continues – only 7% of senior executives surveyed identify as lesbian, gay, or bisexual.

Retaining and attracting top talent is a company’s greatest competitive advantage. COVID has made employee question their current employers. As mentions employees today seem to be more willing than ever before to change employers to find an environment where they can bring their full selves to work and feel aligned with the company’s values and purpose. This makes it even more critical for employers to be proactive and diligent in creating an inclusive work culture and safe workplace environment for employees to thrive.

IBM’s new study, created in collaboration with Out & Equal, calls out a few of the most important actions HR leaders should consider creating more inclusive workplaces and cultures for the LGBTQ+ community and beyond.

Set clear expectations and show employees how they can create an inclusive environment

Organizations need to be very clear about what they expect from employees and leaders in creating a working environment where everyone can be themselves. Key to this is providing education and training for all employees, but especially managers, on LGBTQ+ inclusivity, empathetic leadership, and identifying and addressing unconscious bias.

HR leaders should also share formal guidance on how all employees can use inclusive language, such as gender-neutral greetings (e.g. hi everyone vs hi ladies and gentlemen) and sharing pronouns. An online poll of nearly 600 people conducted supporting the IBM study found that 9% do not feel that the gender they express at work matches their true gender identity, which shows that we still have a long way to go to ensure transgender and non-binary employees feel able to bring their whole selves to work.

Another poll from this study showed 82% of respondents feel more comfortable at work when other employees display their pronouns in email signatures and/or on messaging platforms. At IBM, for example, we have a feature that enables IBMers to display their pronouns on their profiles in our global intranet employee directory and also encourage IBMers to share their pronouns on their email signature and Slack. These changes in language are vital to ensure everyone feels seen, heard and included.

Institute non-discrimination policies and practices

In addition to formal non-discrimination policies, corporate offerings like gender-neutral restrooms, gender affirmation treatment benefits or family leave policies that are LGBT+-friendly are critical. On this front, engaging in ongoing dialogue with LGBT+ employees is crucial to understanding what is working and what is not and what the community needs around the globe. That can include everything from regular virtual meetings to quick pulse surveys. Employee Resource Groups are great communities to tap into to get this feedback.

Use brand eminence as a tool for positive change

Minority groups need to know that their organization supports their human rights, and this goes far beyond the internal policies, training, and benefits. This means that it is critical for organizations to have a deep understanding of the legislative issues facing their employees and to be working towards positive change. I’m proud that at IBM, we have continually supported and pushed for the passage of the Equality Act in the United States, for example.

Invest in filling the LGBT+ leadership pipeline

I strongly believe in the power of role models, as well as sponsorship and mentorship programs to address the LGBTQ+ leadership gap. They are critical tools to help raise up the ideas and concerns of out members of the LGBTQ+ community, and help them overcome challenges they may be facing. From personal experience, I know how helpful it can be to have a senior leader in your corner, and I have also learned a lot from my own mentees. Additionally, by having conversations with my straight, cisgender colleagues about the LGBTQ+ community, I am teaching them new things and giving them an insight into a community they are not a part of. My hope is that those conversations have a ripple effect, and the information is shared with their friends, family members, and colleagues.

Have a clear LGBTQ

+ Employer Branding and Talent Acquisition Strategy

Learn more about how OutBüro can be a tool to showcase your organization through LGBTGQ+ targeted employer branding and talent acquisition at https://outburo.com.

Cultivating a truly diverse and inclusive workplace where all people can thrive is a high bar, but it’s worth the effort.

SHRM Foundation Launches Inaugural Tharseō Awards to Recognize Leaders Who Are Boldly Changing the Workplace

ALEXANDRIA, Va.–(BUSINESS WIRE)–The SHRM Foundation announced today that it will recognize pioneering business leaders who are boldly changing the workplace—and the world—with its inaugural Tharseō Awards. Tharseō (thar-seh’-ō)—derived from the Greek word meaning “courageous, confident and bold”—highlights leaders who are on the forefront of creating and strengthening the vital connection between employees and company purpose. Recipients will be honored at Gotham Hall in New York on Oct. 4, 2021, as the SHRM Foundation hosts its first celebration in honor of leaders who serve as visionaries, innovators and change agents.

“To reshape the future of work, leaders must be at the forefront of the evolving issues facing our workforce today,” said Johnny C. Taylor, Jr., SHRM-SCP, president and chief executive officer of the Society for Human Resource Management (SHRM). “The Tharseō Awards recognize leaders who have the vision and courage to transform the workplace while simultaneously strengthening the important connections between employees and overall company purpose.”

The recipients are:

Ram Charan HR Innovator of the Year: Gloria Chen, chief people officer and executive vice president, employee experience, Adobe

Chen leads all aspects of people strategy and operations for Adobe, and is charged with creating an exceptional employee experience for more than 23,000 employees across 75 locations around the globe. In her more than 20 years with Adobe, including most recently as Chief Strategy Officer, Gloria has helped usher the company through some of its boldest, most transformational changes, from shaping its business strategy, managing significant acquisitions and integrations, and successfully navigating the company through its COVID-19 response.

CEO of the Year: Ajay Banga, executive chairman and former chief executive officer, Mastercard

Banga is chairman of the International Chamber of Commerce, a founding trustee of the U.S.-India Strategic Partnership Forum, a former member of the National Committee on United States-China Relations and chairman emeritus of the American India Foundation. He is also a co-founder of The Cyber Readiness Institute, a member of the World Economic Forum’s EDISON Alliance, and a member of the Weill Cornell Medicine board of fellows.

Policy Transformer of the Year: Rep. Robert Scott, D-Va., U.S. Congressman

Rep. Scott has represented Virginia’s third congressional district in the U.S. House of Representatives since 1993. Prior to his service in Congress, he served in the Virginia House of Delegates from 1978 to 1983 and in the Senate of Virginia from 1983 to 1993. He has successfully sponsored laws critical to Virginians in education, employment, health care, social services, economic development, crime prevention and consumer protection.

“Tharseō recognizes leaders who refuse to wait for the workplace to evolve—they are the change makers,” said Wendi Safstrom, SHRM Foundation executive director. “We are thrilled to have the opportunity to honor these exemplary leaders as our first-ever Tharseō Award winners as we look to their vision and innovation for inspiration.”

Candidates for the Tharseō Awards were evaluated through multistage qualitative and quantitative measurements. Criteria for the awards included innovation, implementation, and overall impact on both the company and global workforce.

To learn more about the Tharseō Awards, please visit tharseo.shrm.org. Tickets to attend the Tharseō Awards are available through Ellen Christman at [email protected]. All proceeds benefit the SHRM Foundation, which is committed to empowering HR as a social force for change.

Tharseō Awards Jurors:

  • David C. Novak, founder and CEO, David Novak Leadership; co-founder, retired chairman and CEO, Yum! Brands
  • Ilene Gordon, presiding director, International Paper; director, International Flavors & Fragrances; director, Lockheed Martin; retired chairman, president and CEO, Ingredion Inc.
  • Lt. Gen. Thomas Bostick (Retired), Ph.D., NAE, Ginkgo Bioworks Senior Advisor, board member, CSX, Fidelity, Perma-Fix, HireVue, and American Corporate Partners
  • Maggie Wilderotter, board chair, DocuSign; board member, Costco Wholesale Corp., Hewlett Packard Enterprise, Lyft and Sana Biotechnology; private board member, Tanium; TripActions, Legends Hospitality and Sonoma Biotherapeutics; senior advisor, Blackstone Group, TSSP, Atairos Otka, Accenture, Bank of America
  • Peter Cappelli, director of human resources, The Wharton School; professor of management, The Wharton School; research associate, National Bureau of Economic Research in Cambridge; fellow, National Academy of Human Resources
  • Vineet Nayar, founder and chairman, Sampark Foundation; former vice chairman and CEO, HCL Technologies; senior advisor PWC India, ChrysCapital, McKinsey Leadership Institute and Government of Uttarakhand, India
  • Ambassador Bonnie McElveen-Hunter, founder and CEO, Pace; chairman of the board, American Red Cross

About the SHRM Foundation

Founded in 1966 as the philanthropic affiliate of SHRM, the SHRM Foundation elevates and empowers HR to lead positive social change impacting work, workers and the workplace, contributing to a world of work that works for all. The SHRM Foundation’s robust and relevant evidence-based programming inspires HR professionals hire and retain diverse talent, build inclusive workplaces, and help employees find purpose at work and beyond.

Contacts

Mallory Flynn
[email protected]