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  • 05/24/2024 8:51 AM | Valentina Dingle (Administrator)

    Caroline Castrillon - Senior Contributor, Forbes

    One of the most significant legacies left behind by the pandemic is the rise of remote work. It’s so widespread that as of 2023, 12.7% of full-time employees work virtually, while 28.2% follow a hybrid model, according to WFH Research. Upwork, the freelancing platform, predicts that by 2025, an estimated 32.6 million Americans will be working virtually. While remote work has many upsides, like work-life balance and flexibility, it also has drawbacks. One of these is proximity bias.

    Proximity bias refers to how people in power positions favor employees who are physically closer to them. As with any cognitive bias, proximity bias can be unintentional. 

    Read the full article HERE

  • 04/23/2024 9:14 AM | Valentina Dingle (Administrator)

    Paolo GaudianoContributor - Forbes

    The current backlash against DEI is challenging for business leaders who are torn between doing the right thing for society and doing the right thing for their organization. One way to satisfy both objectives is to focus on approaches that create a more inclusive environment for the women in their organizations.

    Creating a more inclusive workplace yields greater satisfaction, which is directly tied to the bottom line through increased productivity and retention. Hence increasing the level of inclusion yields significant financial benefits by removing invisible costs.

    Read the entire story HERE.

    Women protesters with large signs asking for day care centers and stating "We are the 51% minority"

    Photograph from a 1970 women's liberation demonstration on the 50th anniversary of ratification of the Nineteenth Amendment, which gave women the right to vote.

    BETTMANN ARCHIVE

  • 04/09/2024 9:56 AM | Valentina Dingle (Administrator)

    Sheree AtchesonContributor - Forbes

    Embracing diversity and fostering inclusion all sound like reasonable and positive things, right? Bringing everyone to the table, learning from eachother, understanding differences and working together. Yet, recently, more and more we’re hearing about the “war on diversity and inclusion”, with prominent people like Elon Musk openly posturing against it, and dozens of Republican law makers targeting diversity efforts on campus and in the workplace. This isn’t limited to the United States either. We’ve seen in the U.K. where politicians lean heavily into the “war on woke”, stoking culture wars and using the same rhetoric filled with inflammatories.

    More and more, we’ve seen this kind of inflammatory, aggressive language and approach against a strategy which ultimately aims to create fairer systems. That seems odd, right? However, unfortunately, we live in a world now, fuelled by social media snippets and online personalities, that has, at times, enabled a rhetoric that removes all ability for just an open and civil conversation.

    Read the full story HERE.

    Two groups of activists protesting against each other

    Utilising data, providing clarity, embedding story-telling, continuing support are 4 ways to combat the war on diversity and inclusion. GETTY


  • 03/11/2024 3:14 PM | Valentina Dingle (Administrator)

    by Emily Rose McRae, Peter Aykens, Kaelyn Lowmaster, and Jonah Shepp - Harvard Business Review

    January 23, 2024

    SUMMARY:  In 2023, organizations continued to face significant challenges, from inflation to geopolitical turmoil to controversy over DEI and return-to-work policies — and 2024 promises more disruption. Gartner researchers have identified nine key trends, from new and creative employee benefits to the collapse of traditional career paths, that will impact work this year. Employers who successfully navigate these will retain top talent and secure a competitive advantage for themselves.

    Read the entire article HERE.

    Illustration by Pablo Caracol


  • 02/13/2024 10:36 AM | Valentina Dingle (Administrator)

    by Marlette Jackson and Paria Rajai

    Harvard Business Review | February 08, 2024

    SUMMARY: Despite advancements in understanding intersectionality — or overlapping forms of discrimination — in legal theory, its integration into corporate workplace initiatives is lagging. By 2044, half of all Americans will identify as a racial or ethnic minority, and recent data revealed that 7% of U.S. adults identify as LGBTQ+, including a notable 21% of Gen Z adults — a substantial increase from previous generations. These changing demographics and their connection to the workplace experience underscore an urgent need for organizations to evolve language, policies, and processes to embrace intersectionality. In this article, the authors explore how intersectionality shows up in recruitment, retention, and promotions through the lens of Black employees’ experiences, as well as explore talent-management strategies and real-world examples.

    Read the entire article HERE


  • 01/17/2024 10:43 AM | Valentina Dingle (Administrator)

    Annual Workplace Diversity, Equity, and Inclusion Award

    Manchester, NH – The Diversity Workforce Coalition (DWC) is seeking applications for its Annual Workplace Diversity, Equity, and Inclusion Award, which recognizes outstanding efforts of organizations that actively promote and foster diversity, equity, and inclusion (DEI) in the workplace. 

    All organizations across the corporate, government, community, and not-for-profit sectors are eligible to apply. 

    According to DWC Board President Monica Zulauf, “DEI initiatives can enhance workplace culture and help employees feel valued and respected. They can also increase productivity while helping organizations better understand the customers and communities they serve,” said Zulauf. “It’s important to celebrate the organizations that recognize these benefits and embrace DEI.”

    Greenpath Financial Wellness and Mascoma Bank each won a 2023 DEI Award for exhibiting exemplary leadership in—and commitment to—advancing and advocating for DEI in the workplace and community. Merchants Fleet and NH Community Loan Fund were finalists.

    Applications for this year’s award program will be accepted through February 2, 2024.  Candidates will be selected for a virtual interview and/or site visit conducted by Selection Committee representatives.  The winner will be announced at DWC’s annual DEI conference on March 7, 2024 at Southern NH University in Manchester.  This year’s them is  Ahead of the Curve – Navigating DEI in a Rapidly Evolving Environment.

    For more information, please visit: diversityworkforce.org/Award/Applications

    The Diversity Workforce Coalition is a membership organization comprised of employers and other community members to promote diversity, equity, and inclusion in the workplace through education, networking, and the training of its members and community partners.

    2023 Finalists Merchants Fleet, Greenpath, NH Community Loan Fund, and Mascoma Bank, with 2022 winner, Port City Pretzels; moderated by Matt Mowry.  Photo courtesy of DWC Board member Aura Huot.

    Media contact:
    Monica Zulauf 
    (603) 781-5014
    mlzulauf@gmail.com  


  • 01/09/2024 10:14 AM | Valentina Dingle (Administrator)

    By Joelle Emerson - FORTUNE - January 4, 2024

    When diversity, equity, and inclusion (DEI) work was thrust into the national spotlight, it was on the heels of universally condemned, horrific tragedies: the murders of George Floyd, Breonna Taylor, and Ahmaud Arbery. DEI efforts, which have existed for decades in higher education and the corporate sector, quickly became one of the ways we as a society sought to fix the wrongs of racial injustice.

    Just three years later, the term DEI has become weaponized and cast as the villain in the economic or social issue of the moment. This year alone, it’s been blamed for a bank collapse, a train derailment, and, most recently, antisemitism on college campuses.

    How we got here

    In reality, anti-diversity activists have been working towards this moment for decades. Edward Blum, the activist funding legal challenges to affirmative action, grants for Black women entrepreneurs, and fellowship programs for law firm associates, has been pursuing this mission for over 30 years. (Blum describes these cases as “anti-discrimination” efforts).

    Read the full article HERE.


  • 01/09/2024 10:06 AM | Valentina Dingle (Administrator)

    Industry Dive Logo January 8, 2024

    Federal lawmakers are once again pushing to bolster workplace anti-discrimination protections for older workers, meaning potentially increased legal liabilities for employers — but companies can still defend against claims with proper documentation, an attorney told HR Dive.

    On Dec. 4, Republicans and Democrats in the U.S. House of Representatives introduced the Protecting Older Workers Against Discrimination Act, also known by the acronym POWADA. The bill’s key provision is that it would amend federal law to clarify that a party may demonstrate that an unlawful employment practice occurred by showing that age, or any other protected characteristic or protected activity, motivated the unlawful practice.

    A bill summary published by Rep. Bobby Scott, D-Va., calls this provision the “mixed-motive” test. POWADA has been introduced in Congress multiple times since its original 2009 proposal without success. A 2021 version of the bill passed the House that year but did not clear the Senate.

    Read more HERE.


  • 10/17/2023 1:00 PM | Valentina Dingle (Administrator)

    Jacqlyn Nedvin | Forbes Councils Member
    Forbes Human Resources Council
    Oct 11, 2023

    Recently, the Bureau of Labor Statistics released statistics that highlight that employment among disabled individuals reached its peak in August 2023. Upon seeing this, my first thought was "It’s about time!" Studies show that companies that employ people with autism and intellectual or developmental differences see multiple positive business impacts, including better morale, improved products and services, higher productivity and ultimately increased bottom lines.

    Despite the progress in inclusivity, the fact remains that around one in five people with disabilities, including those with autism, are employed. The need to increase the participation of neurodivergent individuals in the workforce is pressing. However, many stakeholders who are integral to the process of inclusive hiring are unaware of which jobs these professionals may excel in or don't know how to create more inclusive hiring practices and workplace cultures.

    Read the full article HERE.


  • 10/12/2023 1:37 PM | Valentina Dingle (Administrator)

    By Vanessa M. Conzon | Harvard Business Review

    Summary: Will the DEI policy you’re about to implement actually hurt some of the people you’re trying to help? New research on this question shows that, yes, this can happen if you fail to take a systems-level view — but the good news is there are three key ways to avoid unintended consequences. First, consider subgroups. Think about variation within the group of people the policy is aimed at helping; for example, whether the experiences of most women employees might differ from women managers. Second, think big. Recognize that the interactions between people at your organization are diverse and complex. When policies reverberate, they can harm groups or subgroups in unanticipated ways. Third, track closely. Monitor the policy as it is being rolled out for any negative effects on employees.

    Read the full article HERE>

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The Diversity Workforce Coalition comprises employers and other community members whose dual purpose is to promote diversity in the workplace through education, training, and enhanced networking opportunities, and to identify and connect resources to its members and the public.

Mailing Address:

PO Box 927
Manchester, NH 03105

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