Reduced Inequalities

Barbara Whye, Intel’s diversity and inclusion chief, will tell lawmakers at a House Committee on Commerce, Science and Transportation hearing this morning that Intel has found success in developing clear diversity hiring goals while investing in strategies to retain employees -- like a confidential tipline that allows employees to report situations making them uncomfortable in the workplace.

In 2016, Intel realized it had a retention problem. A lot of workers were leaving, particularly women and minorities. So the company launched a confidential online hotline where employees are paired with case managers to resolve any workplace concerns or struggles, before they quit.

Vodafone’s sustainable business strategy is embedded within and helps to drive its purpose – to connect for a better future – and is accompanied by a commitment to act responsibly and with integrity wherever it operates.

Through its business, Vodafone aims to help build a digital society that enhances socio-economic progress, embraces everyone and does not come at the cost of our planet. That is why it has committed to improve one billion lives and halve its environmental impact by 2025.

In August 2018, we hosted a Diversity and Inclusion Summit with more than 200 guests from companies and organizations throughout Michigan. During the opening session, more than 15 Consumers Energy coworkers shared personal and not immediately visible details about themselves to demonstrate the value of including everyone using #IncludeMe.

In today's Culture Spotlight, Cass A. shares stories of being excluded because he was obese as a kid, starting a transgender support group, what it really takes to be an ally, and how Symantec has supported his professional and personal journey over the last twelve years.

The Ally Program at CBRE supports the LGBTQ community to enrich the lives of everyone, inside and outside of the workplace. In addition, The Ally Network group also provides an open-minded support system for conducting business while addressing the personal requirements of our LGBT community.

The Merck Foundation (the Foundation) and the American Cancer Society (ACS) recently announced that the Foundation awarded a $1.99 million, five-year grant to ACS to improve support and access to care for people living with cancer in low-and-middle-income countries, particularly in sub-Saharan Africa. This funding will help ACS further develop its capacity development approach to expanding patient navigation to countries with a growing burden of cancer.

In February 2018, Scotiabank Chile was invited to share best practices for Gender Equality at the 4th Global Forum of Companies for Gender Equity, an event organized by the United Nations Development Program, the Government of Chile, UN Women and the International Labour Organization. Scotiabank Chile was the only private bank invited to participate in the meeting.

Even as diversity and inclusion (D&I) becomes a corporate buzz phrase, neurodiversity is often left out of broader D&I conversations. So, what is neurodiversity, and why does it matter to business? Neurodiversity refers to recognizing neurological differences the same way we do other differences. Neurological differences include diagnoses like autism, attention deficit disorder, dyslexia, clinical anxiety and depression, and post-traumatic stress disorder

A growing number of firms are recognizing this opportunity: DXC Technology, SAP, JPMorgan Chase, Microsoft and EY all have initiatives to employ people on the autism spectrum. But more companies need to follow suit, said Bruyère, a leading expert in the field of employment disparities for people with disabilities, including those on the autism spectrum.