Class diversity helps MBA students | Disabled are often missed when companies consider diversity | Companies grapple with gender inequality
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June 11, 2014
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How leaders can learn to guide diverse teams
As the workforce becomes increasingly diverse, leaders have to adapt to make sure they're helping all employees reach their potential, according to Jane Hyun and Audrey Lee, authors of "Flex: The New Playbook for Managing Across Differences." This approach, which they refer to as "flexing," involves "switching your leadership styles and behaviors to better communicate with those who are different than you." Forbes (6/3)
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Leadership & Trends
Class diversity helps MBA students
MBA students are more diverse, and companies are placing more importance on hiring a diverse workforce. A report says 95% of S&P 100 companies offer internal diversity programs such as leadership development. "We should be able to understand different types of people and embrace diversity and languages. For me, it was enriching the class," one MBA graduate said. "I needed to put myself in a different environment, so my degree was key." BusinessBecause (6/4)
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Disabled are often missed when companies consider diversity
There are more than 1 billion disabled people, composing the world's largest minority group, yet companies often overlook them when crafting and implementing diversity programs. Many companies don't know how to reach out to the disabled. "There is a huge fear factor around disability and we are afraid of getting it wrong and we are afraid of what to do and what to say and embarrassing somebody," says Helen Cooke, an adviser on how to recruit and retain the disabled. Reuters (6/4)
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Companies grapple with gender inequality
Sixty percent of top U.S. corporations have at least two women on their executive committees, but men hold 83% of those positions, according to a survey by 20-first. Asia and Europe have more severe divides, with men in 96% of executive committee roles at top Asian companies and in 89% of senior executive jobs at European companies. The Guardian (London) (6/4)
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Corporate America improves its relationship with the LGBT community
When Human Rights Campaign started its Corporate Equality Index in 2002 as a benchmark to evaluate corporate LGBT policies, 13 businesses got a perfect score. This year 304 companies achieved a top score, with 91% of Fortune 500 companies having nondiscrimination policies that include sexual orientation, and 61% of those policies including gender identity. Metro Weekly (Washington, D.C.) (4/29)
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Recruiting & Retention
Study suggests bias in hiring of black college graduates continues
The unemployment rate for black college graduates ages 22 to 27 was more than double the rate for all college graduates in that age range last year, the Center for Economic and Policy Research says. The unemployment rate for black college graduates in that age group nearly tripled between 2007 and 2013, the center's report says. (5/27)
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How to attract women to the advisory industry
To correct a lack of gender diversity, Neesha Hathi offers three suggestions: Embrace the registered investment adviser model in general, "recruit strategically" and create an attractive career path for up-and-coming talent. Hathi also notes that advisory firms with female executives generate strong results. InvestmentNews (free registration)/Outside-IN blog (6/4)
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Employers' talent strategies are falling short, research suggests
Nearly two-thirds of global organizations lack a talent-retention strategy, according to research by Brandon Hall Group. Less than 1% of organizations have internal candidates lined up for key positions, and the majority of organizations report that their managers are fair or poor at providing regular feedback to employees. (5/29)
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How a legal department can add racial diversity
Many companies are focused on making their legal departments more racially diverse. They do this by tracking diversity statistics, reaching out to minorities through their hiring practices and becoming involved in diverse legal organizations, such as the Hispanic National Bar Association. InsideCounsel online (5/30)
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Policy & Regulatory
Confronting excuses for sexual harassment
Rebecca Vipond Brink cites four common excuses for sexual harassment -- including that it's a compliment rather than harassment and that the workplace is casual -- and makes counterarguments against them. The Frisky (6/4)
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Companies prepare for pregnancy-bias guidance from EEOC
The Equal Employment Opportunity Commission may release enforcement guidance on pregnancy discrimination. Analysts say the guidance could increase employers' obligations to provide accommodations to pregnant workers. (subscription required) (6/3)
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EEOC opens disability-hiring rules to public comments
The Equal Employment Opportunity Commission is seeking comments on proposed revisions to rules directing the federal government on the hiring of people with disabilities. The EEOC's proposed rules aim to explain specifically what it means in saying the federal government should be a "model employer of individuals with disabilities." The National Law Review/Mintz Levin (5/20)
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Here & There
Derailed affirmative action amendment in Calif. reveals split among Asians
A grassroots campaign fended off a proposed constitutional amendment in California that would have asked voters to repeal part of a ban on affirmative action at public colleges. Opponents were concerned that affirmative action would reduce the number of Asian students admitted to state schools, which surprised some political leaders because a majority of the state's Asian-Americans have supported affirmative action efforts in the past. Los Angeles Times (tiered subscription model) (5/18)
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Texas officials seek to exclude disparate-impact claims in housing discrimination
The subject of disparate-impact claims and their relation to the Fair Housing Act is the subject of an appeal by the Texas Department of Housing and Community Affairs to the U.S. Supreme Court. "Disparate impact" questions the validity of policies that appear to be neutral but that disproportionately affect certain groups. Housing Wire (6/2)
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AICPA Diversity & Inclusion News
AICPA observes the month of June as LGBT Pride Month
Pride is the positive stance against discrimination and violence toward lesbian, gay, bisexual and transgender people to promote their self-affirmation, dignity, equality rights, increase their visibility as a social group and build community, as opposed to shame and social stigma. Explore LGBT Pride Month facts and resources on
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Diversity Quote of the Month
The best hope of solving all our problems lies in harnessing the diversity, the energy, and the creativity of all our people."
-- Roger Wilkins,
American civil rights leader
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The American Institute of CPAs is the world’s largest member association representing the accounting profession, with more than 394,000 members in 128 countries and a 125-year heritage of serving the public interest. AICPA members represent many areas of practice, including business and industry, public practice, government, education and consulting. The AICPA is committed to diversity and inclusion in the accounting profession with the development of programs to increase the student pipeline and tools and resources to retain and advance ethnically diverse professionals.
About the AICPA National Commission on Diversity and Inclusion
The AICPA National Commission on Diversity and Inclusion formed to serve as champions within the accounting profession and to work toward proposing strategies to recruit, retain, and advance minorities in the profession. The National Commission on Diversity and Inclusion has set a new course to address best practices and develop tools to help members and firms succeed in their diversity and inclusion efforts.
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