Mother’s Day and Father’s Day are great American traditions, but I’m not sure I like them. Unhappily, I have a really big problem with these days because I don’t have the goods. My mother and grandmother who were such loving figures in my life are gone. My father, who I take after in so many ways, is gone, too. I’m feeling a bit sorry for myself. My children live far away but will no doubt call or send a card. I’m grateful for their love but I would really like to call my own parents. Just knowing they were around made life balanced and feel more secure.
On special occasions, Veterans & Memorial Day, I reread this letter from a young soldier, my father, Aaron Levine. On the verge of being deployed to Europe during World War II, he wrote this 1944 note. He writes his pregnant wife who came to NYC to see him off, but missed him. My father didn’t see his son until he was one year old. Aaron Levine passed away at age 84 and worked on community projects even on his death bed. Literary, practical, loving, and methodical, here is his good-bye letter …
In 1986 colleagues Barney Olmsted and Suzanne Smith asked me to join them at New Ways to Work, the original flex think tank, in a national campaign to promote “equitable flexibility.” It was one part response to the promising emergence of Job Sharing, Part-time, Telecommuting – and possibly Phased Retirement – as scheduling flexibility in a range of corporations steeped in industrial habits.
And it was another part defense against the growing popularity of the “contingent workforce.” This strategy of creating a ring of benefit-less part-time, temporary and contract workers surrounding a core of “regular employees” offered companies staffing flexibility – but it was flexibility at the expense of employees. (The DNA of these practices seems emergent on steroids in today’s “Gig economy.”)
As we begin 2017, the results of the U.S. presidential election are rippling through the national consciousness. Not surprisingly, there is much discussion on the fate of diversity advocacy in the community and in business. The economics of diverse communities, particularly regarding race, gender, and generation have become a daily issue for news reporting. Debate over Diversity and Inclusion (D&I) in the workplace is a natural extension of the discussion. Opinions range from D&I as a failure to D&I as more necessary than ever. Here are the vision and goals of diversity advocates followed by comments by D&I consultants. Together, they demonstrate a determination and renewed passion for both a diverse society and the diverse workplace.
Here’s what teenage global leaders-in-training had to say when asked what a young global leader should know. The words of wisdom come from high school and middle school students participating in the American Diversity Report Youth Global Leadership Class. Enjoy their timeless advice and then read what leadership experts said about preparing the upcoming generation of leaders.
From the earliest blogs and profiles on Millennials – and there have been thousands – they were described as the anti-formal generation. Popular images painted them as innovating from Starbucks and boycotting performance reviews. No rigid flex options, no packages of stale annual feedback for them.
Times and preferences change. Millennials are quickly becoming the workplace norm, not the newbies. Many seek advancement rather than “job hopping.” This adventurous cohort is forming families in earnest, and with record percentages of dual earner couples. They face challenges that are both considerable and growing.
As a nation, it is imperative that we make science, technology, engineering, and mathematics (STEM) education a top priority to address the national STEM workforce shortage and to remain competitive in the 21st century economy. A constant supply of well-trained STEM workers is essential to meeting the goals of finding ways to multiply the impact of investments, supporting organizations that assist underserved populations and use technology in innovative ways to scale their reach to more people.
As a professional who has worked in the D&I field for 25 years, I am seeing some significant emerging trends in the workplace. As a result of an improving economy, previously slashed HR budgets are finally being revitalized with attention being paid to training and development – especially for diversity and inclusion. In addition, as the labor market continues to improve, more employers are talking about becoming an “employer of choice” and strengthening their programs and employee relationships. The days of employers feeling their staff should “just be happy to have a job” are increasingly behind us as the market shifts in favor of employees. Savvy employers who value diversity, widen their recruiting net and retain talent by implementing inclusive programs will win the war for new talent. The newest generation entering the workforce is more diverse than ever and the generation behind it will produce an even more diverse “wave” of new hires. Status quo is no longer applicable.
A new report shows that 80 % of financial industry arbitrators are male with an average age of 69. Contrary to claims made by the FINRA, its pool of arbitrators that decide virtually all investor disputes with financial professionals in the U.S. lacks diversity, according to a new report released by the Public Investors Arbitration Bar Association (PIABA). This diversity problem in arbitration is made worse by the almost total lack of transparency in how the FINRA arbitrators are recruited and what disclosures they make, said the report.