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SHRM - Emerald Coast Chapter Diversity Mission Statement
We respect and celebrate our members' individual differences. As we continue to grow and develop, we will fully utilize the talents of every member who participates in the Emerald Coast Chapter of SHRM. As an organization and as individuals, we embrace this opportunity and the responsibility to make it happen.

 

 

 Transgender Policy Guidance 

 

 
Diversity Training Materials
 

 

 
   

Diversity Reading

EIU_SuccessFactors_Values-ba.pdf
 
Tomorrows_Global_Leaders_rep.pdf

WomenMatter_2013_Report.pdf



SHRM - Emerald Coast Chapter (SHRM-ECC) Members are Encouraged to Participate in
National Disability Employment Awareness Month

October is National Disability Employment Awareness Month, and all members of SHRM-ECC are encouraged to participate. The purpose of National Disability Employment Awareness Month is to educate about disability employment issues and celebrate the many and varied contributions of America's workers with disabilities.

Held annually, National Disability Employment Awareness Month is led by the U.S. Department of Labor's Office of Disability Employment Policy, but its true spirit lies in the many observances held at the grassroots level across the nation every year. Employers of all sizes and in all industries are encouraged to participate in NDEAM.

For specific ideas about how your company can support National Disability Employment Awareness Month, visit the ODEP website at www.dol.gov/odep/.

What can YOU do? The Campaign for Disability Employment
 
  
Diversity Websites

 
*US Department of Labor:  ADA Resources for Small Businesses.  http://www.dol.gov/odep/BusinessSense/2014/bsense0714.htm 
*Society of Human Resources Management Diversity Focus Center has numerous articles, books, whitepapers and research material.      http://www.shrm.org/diversity/ 
*National Organization for Women   http://www.now.org
*Source for Diversity Talent, is the central job search web site for Corporate recruiters who want to make a good faith effort to reach experienced diversity talent.   http://www.workplacediversity.com   
*In addition to keeping you up to date on the National Organization on Disability's most recent developments, the N.O.D. web site provides you with the latest in disability-related news, information and resources.   http://www.nod.org
*American Association of People with Disabilities  http://www.aapd-dc.org/index.php
*Senior Net is a 501(c)3 nonprofit organization of computer-using adults, age 50 and older. Senior Net's mission is to provide older adults education for and access to computer technologies to enhance their lives and enable them to share their knowledge and wisdom.  http://www.seniornet.org
*Provides veterans with world-class benefits and services adhering to the highest standards of compassion, commitment, excellence, professionalism, integrity, accountability, and stewardship.   http://www.dva.wa.gov
*http://www.census.gov/
*http://www.eeoc.gov/
*Diversity Inc is the leading publication on diversity and business. Diversity Inc's CEO and owner is Luke Visconti. Diversity Inc was founded in 1998 as a web-based publication.   http://www.diversityinc.com
*The WSBLN is a network of employers who educate and support businesses to hire, retain, and improve customer service for people with disabilities.   http://www.wsbln.com
*Founded in 1958, AARP acts as a nonprofit, nonpartisan membership organization, that helps people 50 and over improve the quality of their lives.   http://www.aarp.org
*Job Accomodation Network - assists employers and candidates with accomodation needs on the job.   http://askjan.org/training/library.htm 

 
What Is Affirmative Action?
The definition of affirmative action under Executive Order 11246 (41 CFR 60-2.10) is:
A set of specific results-oriented procedures to which an organization commits itself to apply every good-faith effort to:
· eliminate disparity in hiring and promoting of groups
· eliminate under utilization
· ensure equal opportunity
· identify barriers which interfere with EEO to all employees
The intent of affirmative action has been to bring about equal opportunities in employment as well as business contracts, housing and education. It is not only a remedy toward past and present discrimination but is used to prevent future discrimination, assisting in attaining an inclusive society.
There is no requirement of preferential treatment ("goals” vs. "quota”) except in situations of intentional discrimination and under a court order.
Who Benefits From Affirmative Action?
Virtually everyone has benefited. EEO/AA has actually benefited white men more than any other group. This may come as a surprise to those who have only focused on the "surface issues,” which are hyped by the press and politicians. The reality is that both overtly and under the surface, EEO/AA rules have led to the hiring and upward mobility of millions of white men
Affirmative-action rules have a great focus on veterans and veterans with disabilities. The only consistently ongoing "preference points” or hiring "preference” systems in the country are for veterans. "Veterans points” have been in effect since the end of World War II and are widely used by public and private employers. The overwhelming majority of those benefiting from veterans preferences have been white and male. Millions of white men have been passed ahead of others who scored higher in applicant ratings (including many women and "minority” candidates) and were given jobs, instead of the "top qualified” applicants being hired.
The most significant change brought about by the EEO/AA laws was publication of job announcements. Until the mid-1960s’ passage of EEO/AA laws, the majority of mid- and upper-level job openings were not published. They were secrets, known only to insiders. Unless you were "in the know,” you would not have information to even apply. Until then, virtually all of those jobs went to white men, but not all white men were considered appropriate management material. Italian, Polish, Irish, Jewish, South Eastern European, Middle Eastern and Catholic workers and the great numbers of lower-income white people were not generally part of the "in group” or "country-club set.” These people held mostly lower-pay-level jobs. However, after the EEO/AA laws forced companies to publicly advertise management positions, these groups began to learn about, apply for and move into the upper levels of employment. The implementation of EEO/AA enabled millions of these white men to apply for and get jobs, achieving upward mobility that had previously been denied.
The "Affirmative action is only for women and ‘minorities’” myth is simply a myth. Scratch below the surface and one finds that the positive effects of EEO/AA have been predominantly for white, male job applicants and continue to benefit the entire society.
"Affirmative action’s purpose was not to give unqualified people special rights but rather give people who were, in fact, qualified and eager and ambitious the opportunity to enter into fields that had been denied them solely by virtue of the color of their skin or their gender …” wrote Sen. William S. Cohen of Maine, former secretary of transportation.
Gen. Colin Powell stated, "When equal performance doesn’t result in equal advancement, then something is wrong with the system, and our leaders have an obligation to fix it. If a history of discrimination has made it difficult for certain Americans to meet standards, it is only fair to provide temporary means to help them catch up and compete on equal terms. Affirmative action in the best sense promotes equal consideration, not reverse discrimination.”
Job discrimination is grounded in prejudice and exclusion. Affirmative action is an effort to overcome that treatment through inclusion. The logic of affirmative action is no different than the logic of treating a nutritional deficiency with vitamin supplements. For a healthy person, high doses of vitamins may be unnecessary or even harmful, but for a system that is out of balance, supplements are an efficient way to restore balance.
 

 
 
 
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