Could you stand the rejection?
Only 16% of autistic adults are in full-time paid employment and only 32% of the autistic adults are in some kind of paid work – although 77% of the unemployed autistic adults actually wants to work. This short video, released by the British National Autistic Society, shows what it actually means to be autistic and being in a job interview.
Airbnb has just released their latest diversity report and some of their activities (e.g. strategic recruitment) seem to have made an impact and they are now sitting at 56% white workforce (in comparison to 63% in 2015). This is better than Google and Microsoft (59% white) but slightly worse than Facebook (52% white). Most of this was gained by employing more Asian workers, the numbers of black and Hispanic workers have not really changed.
In regards to gender they actually dropped from 46% women to 43% women in their overall workforce but doubled the number of women in senior management roles and increased the number of women in technical roles from 22% to 28%.
A very interesting interview with Claudia Brind-Woody. Claudia is a Vice President at IBM – and gay. In her role, she has been a very powerful spokesperson for the LGBT community and helped to raise awareness for LGBT issues across the company which resulted in mentorship programs (including reverse mentoring), a smart HR system and a better general diversity. Read more here.
The United Nations just released a report, showing that gender equality can boost economies. The World Economic Forum summarized this in 4 simple charts, showing that gender equality positively impacts human development, higher income per capita, faster economic growth and stronger national competitiveness.
A very interesting lawsuit was filed end of September against the data-mining company Palantir. Palantir is relying strongly on their employee referral program (over 50% of their hires are made through referrals) and according to the Labor Department this led to the discrimination of candidates from underrepresented ethnical backgrounds. Read more here.
A WSJ article caused lots of outcries the past weeks – the author suggested that in order to fight gender bias, women should simply stop revealing their gender and not use any pictures or first names on social media or any pitches they are doing to win new business. The author later issued a public apology.
A very interesting HBR article about the conscious and unconscious biases everyone of us is very likely to experience when working with other people. Being aware of these biases is very important, especially when interviewing candidates or working in teams.
The story of everyday racism – the physician Tamica Cross was on a domestic flight (with Delta) when a fellow passenger needed urgent help. Instead of being able to assist, she was actually blocked and challenged that she was not a real doctor – because of her skin colour.
October is not only Diversity Awareness month, it’s also Down Syndrome Awareness month. Down syndrome is the most common genetic condition, in the US alone 6000 babies are born with Down syndrome each year. I am sharing two stories with you today, the one is about Sofia, a 7 year old girl with Down syndrome who talks about her condition – the other one is about Amanda Booth, a US model (for Lancôme etc.) and her journey with her now two year old son with Down Syndrome.
Thomson Reuters just released their 2016 Diversity Index that is ranking the top 100 most diverse and inclusive companies, measured by 24 different metrics across 4 pillars. Cisco came 4th in the US and 9th overall, Microsoft 6th in the US and 22nd overall. Read more here.
LinkedIn just released their 2016 Diversity Report and while they are doing better than the industry in regards to women in their total workforce (42%) this number has not changed since last year and they made only slight improvements in regards to women in tech roles (20% vs. 18% last year) and minorities (Black and Latino at 3% and 5%, vs. 2% and 4% last year). They did make good progress in regards to women in leadership roles though (35% vs. 30% last year). Read more here.
Girls in STEM
Accenture, together with Girls who Code, just released their latest report on the gender gap in STEM, showing that the share of women in tech jobs is declining – and if we don’t intervene now, the prediction is that the number of women in the US computing workforce will drop from 24% to 22% by 2025! They suggest that girls need to be approached with specific programs at an early age (before High School) to overcome stereotypes and make sure they stick with it.
A very interesting HBR article on the reasons why diverse teams perform better. A lot of studies have shown over the past years that diversity (race and gender but also culture, etc.) has a positive impact on the success of a team. According to various studies diverse teams are feeling less comfortable and have to work harder – which has a positive impact on the outcome.
Girls in STEM
The popular streaming service Netflix and Girl Scouts USA are joining forces to empower girls and help them pursue a career in STEM (science, technology, engineering and math). Netflix kicked off the collaboration with inviting girls to their headquarters in California, where they met up with inspiring females from various companies like Google and Instagram and have also launched an online toolkit “STEM Superstars Guide”. Read more here.
A very interesting law has just been introduced in Seattle – landlords have to rent out their housing to the first qualified applicant. According to the lawmakers, landlords tend to select – consciously or unconsciously – certain types of people and often skip people with foreign sounding names, people of colour or families with children.
3 weeks ago I told you about the new family responsibility leave policy that was introduced by Deloitte. On Wednesday, Chobani, the popular Yoghurt brand, has announced that they will start offering parental leave to all new parents, including their male factory workers. Offering such a benefit to all employees is not only a great tool for retention, but can also have a positive impact on reducing biases against women.