This report tallies the ethnic make up of cast members from every Broadway show which opened in 2011/2012 season as well as from productions at the sixteen largest not-for-profit theatre companies in New York City.
OHSU’s Center for Diversity & Inclusion seeks nominees for several 2013 Diversity & Inclusion awards, including an Outstanding Research Award.
The Outstanding Research Award recognizes completed or ongoing research work that has contributed substantially to the literature and to the field, focusing on health disparities among underserved populations, social determinants of health, issues of diversity among varied racial and ethnic backgrounds, ageism, women’s issues, sexual orientation and disability.
Nominations are due March 22, 2013.
Download a nomination form, or view the full list of Diversity & Inclusion Award categories.
In the midst of demands for innovation and business expansion, organisations in India are increasingly challenged by the need to maximize employee talent. Using Talent Management to Support Inclusion: A How-To Guide for Organisations is designed to assist human resources and diversity professionals as well as senior leaders:
- Improve talent management systems.
- Minimize workplace inequities and gender biases.
- Build awareness about talent management practices.
- Assess organizational talent management approaches.
- Apply knowledge about talent management to a case study.
- Enhance their understanding of talent management, gender diversity, and gender-bias risks.
To access free download, see link below:
As the world watches the Occupy Wall Street movement grow, there is much talk about its purpose, direction, and impact. Observing the movement through my diversity lens, I offer these observations.
- Organizations should take note that when large segments of the workforce feel disenfranchised or marginalized, employees will act either to form unions, seek employment elsewhere, or begin an insurgency (see my previous post on What is Your Organization Promoting?) Whatever the choice, it comes at as cost to the organization.
- Sometimes it is difficult to clearly state the need or concern. For those who engage in the art of mediation and negotiation, we understand that it takes time for people to flesh out their needs. While people are willing to state their explicit needs, they often do not articulate their implicit needs. Offering patience and a willingness to listen will help bring clarity around the issues. Warning – Do not assume you understand your employee’s needs.
- Be cognizant of the filters used to view the world and other people. Our filters are neither good nor bad, they just are! We have been programmed our entire lives with information about other people, groups, and cultures and we use this information to make decisions and judgments each day. Suggestion – just as you have your eyes checked periodically to ensure you have the correct glasses, take the time to check your assumptions and filters. You might find they are outdated and distorting your view of reality.
Inclusion is required both in society and the workplace to ensure the greater good and collective success.