Gender isn’t limited to just two checkboxes. With terms like non-binary, transgender, and genderqueer becoming more mainstream, gender identity today goes beyond just male or female. But even with this new understanding, some people still feel uncomfortable sharing their gender identity in the workplace.
Diversity and inclusion don’t stop at hiring. HR needs to be able to support the company’s talent through the full employee lifecycle.
For HR, building a workplace culture of inclusivity and equality is a worthy goal—but as Namely’s latest Workplace Diversity Report reveals, the goal is a lofty one. While much conversation focuses on equal pay, and the oft-repeated stat that women make only 80 cents for every dollar made by their male counterparts, we identified other key areas of inequality: employee recognition and mobility.
How do you currently measure employee diversity in your organization? Like many others, your business probably measures the breakdown of gender, ethnicity, and other employee demographics. Such breakdowns (e.g., 45 percent female / 55 percent male) are very common for organizations to monitor and action as “outcomes” of diversity initiatives (e.g., “Did the introduction of a structured interview process increase diversity in our workplace?”). But how do we know if our diversity efforts have succeeded?
The world is diverse, but is the workplace? Diversity and inclusion have long been HR buzzwords, and many HR leaders cite diversity as a key objective in their strategic planning. For many talent acquisition pros, hiring a diverse array of employees is top of mind. But once those employees enter your organization, it takes the entire community to create a genuinely diverse and inclusive workplace.
The definition of gender is evolving beyond just male and female. As of 2016, 1.4 million Americans self-identify as transgender, meaning their gender identity differs from their birth sex. Today, an increasing number of people are acknowledging genders outside of the traditional male and female binary. In fact, 50 percent of millennials believe gender is a spectrum. But how is the workplace supporting non-binary employees?
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Many organizations and HR departments consider “diversity and inclusion” a point of improvement in their own workforces—a pillar of strategic HR to be improved and achieved. And then some organizations have diversity and inclusion built right into their products and services, and therefore the DNA of their org.
The Equal Employment Opportunity Commission (EEOC) has weighed in on the transgender “bathroom bill” debate—and employers should take notice.
Diversity—it’s a key to good business. Whether you’re a tech firm, a hotel, or a hospital, diverse employees can only bring good things to your company. A variety of contributors will offer different perspectives, leading to more creativity and more innovation.