1. US Labor Market Surges in June, Adding 497,000 Jobs

According to a recent report by ADP (No. 15 on the Fair360 2023 Top 50 Companies for Diversity list), private-sector jobs in the United States are growing quickly.

In June, the economy added 497,000 new jobs, surpassing expectations. The leisure and hospitality sector led the gains with 232,000 new hires, followed by construction, trade, transportation and utilities.  

Annual pay rose at a 6.4% rate, indicating pressure from inflation, while small businesses were the main contributors to job growth. The strong numbers suggest a thriving job market despite previous interest rate hikes by the Federal Reserve. 

2. Women Return to the Job Market in Large Numbers

During the pandemic, many women left the job market. Now, they are returning and more women than men are in the workforce.  

In May, the number of women aged 25-54 working or looking for work reached a new high of 77.6%. According to NPR, over 80% of Black women in that age group were also in the workforce.  

Employers are giving women more flexibility at work to benefit from their skills and experience. However, childcare shortages and the absence of paid parental leave persist. 

3. The Dangers of Quiet Retaliation in the Workplace

Corporate America is discussing a new trend: workplace retaliation. It encompasses evident and subtle actions that people often overlook or disregard.  

Harvard Business Review writes that this type of retaliation can have severe consequences, including damaging careers and team effectiveness. Leaders may not notice these behaviors in themselves or others, causing lasting damage to people and groups. To create psychologically safe and innovative cultures, addressing and preventing retaliation, even in its covert forms, is crucial. 

Employee retaliation cases sometimes go unreported due to the risks involved. Hidden revenge, like not helping or providing resources, giving complex tasks, silencing team members, or excluding people, can create climates of abuse. According to HBR, leaders must understand these subtle forms of retaliation and their impact on individuals and team dynamics. 

4. Abbott’s Dual Chamber Pacemaker System Receives FDA Green Light

Abbott (No. 9 on the Fair360 2023 Top 50 Companies for Diversity list) received FDA approval for its AVEIR dual chamber (DR) leadless pacemaker system. This pacemaker system is the first of its kind to treat abnormal or slow heart rhythms.  

The system enables wireless communication and synchrony between two pacemakers. It does not require cardiac leads, providing a less invasive option for patients who require pacing in two heart chambers.  

The approval follows recent clinical trial data showing the system’s safety and effectiveness. The AVEIR DR system incorporates Abbott’s i2i communication technology, allowing beat-to-beat communication between the two pacemakers.

5. Study Shows Mixed Results for Remote Work

The debate over remote work versus returning to the office continues, according to a Federal Reserve Bank of New York study.

Remote call-center workers answered fewer calls and had lower call quality compared to on-site workers, according to the analysis. It is unclear if these findings demonstrate a common pattern. This is because individuals who are unproductive in the office may also be unproductive at home.  

The Director for Community Engagement and Supplier Diversity was constantly approached by vendors of color asking how they could conduct business with Jefferson Health.

“One of the challenges in the industry is often MWBEs aren’t aware of open-to-bid opportunities,” she says. “The second challenge is with capacity. With an organization as large as Jefferson, MWBE’s may not be able to deliver the scale to our demands. We also must keep in mind incumbent vendors who have strong relationships with our supply chain which makes it difficult to compete.”

Innovating Supplier Diversity  

Jefferson Health’s solution was “Supply Chain Connect.” The program is designed to connect underrepresented business owners like minorities, women, veterans, people with disabilities and LGBTQ+ individuals with opportunities at the healthcare provider.

“Our office of Enterprise Diversity and Inclusion, in partnership with Supply Chain, meet with vendors monthly ‘Shark Tank Style,’” says Battles.

This is where she leads with the walk and not the talk. Battles solicits, invites and prepares vendors to present to Jefferson Health’s decision-makers. This program builds trust with local, diverse suppliers and ultimately creates economic inclusion.

“Vendors get the opportunity to pitch to us,” she says. “Even if they don’t make it to the next round, I partner with advocacy agencies. We may not be able to give you a contract or an opportunity, but now you’re building a relationship and most importantly, you have been heard.”

Potential suppliers are presented with a template of the information they must put together, including their company’s mission statement, core products, services, and capabilities. Suppliers also need to identify their marketing strategy and what value they provide beyond the price of their product or service.

“I need to review their capability statement,” says Battles. “Understanding how they manage their business, customer service, and commitment to supplier diversity is a start to building a strong platform to be awarded a contract with Jefferson.”

READ: Supplier Diversity: Setting Expectations for Vendors and Expert Advice on Tracking Tier 2 Spend

Bridging the Gap  

An estimated 10,000 certified businesses owned by minorities, women, veterans, LGBTQ+ and disabled people earn $10 million a year or more and are ready to compete for business, according to research from McKinsey & Company. Yet, in a separate study, only 38% of diverse suppliers indicated they received increased investment from marketing and advertising communities in 2022.

Battles says one way to bridge the gap is by tying leadership compensation to diversity goals, something Jefferson Health has done.

“Bringing these things to the forefront, tying it to your compensation, tying it to your organizational goal, that is the only way we’re going to make an impact,” she says.

An essential part of Battles’ role is to collaborate and cultivate relationships that improve the lives of the diverse communities Jefferson serves.

“I’ve talked to at least 30 or 40 business owners in a year now,” she says. “Because I’m dedicated to that, they have a name and a face. It’s not that they’re going to talk to a portal. I have created relationships. That’s part of the impact.”

The Toyota North America (No. 4 on the Fair360 2023 Top 50 Companies for Diversity list) executive was among the leaders presented with Black Enterprise’s Lifetime Diversity Crusader Award at the inaugural Chief Diversity Summit & Honors. Recipients have driven supplier diversity increases across major companies and are vocal advocates for equal opportunities for everyone. 

“This has been a passion for 30 years,” said the Senior Vice President, Corporate Resources, General Counsel and Chief Legal Officer at Toyota North America. “I’ve got a lot of things to continue to do and live up to be a lifetime achiever, but I will humbly accept this recognition. It is on the shoulders and backs of so many people who come before me that I am able to have the platform to impact change. And that is truly important to me.” 

Lifetime of Dedication  

Rogers has dedicated much of her career to advancing social justice in the corporate and legal spaces. She has continued her mission at Toyota North America by providing strategic guidance in critical areas such as labor and employment, sustainability and environmental, social and governance (ESG). 

“A crusader is somebody who’s dedicated to advancing social justice, putting themselves on the front line to advocate for and to affect substantive, measurable change,” she said. “It’s something I’ve always strived to be in my career.” 

Rogers stressed that equity and inclusion shouldn’t be based on which direction the wind blows and her commitment remains strong.  

“It needs to be sustainable and a business imperative,” she said. “It takes some ambition, creative thinking, a lot of prayer, courage and a steadfast commitment to the transformation across all aspects of corporate America. We know that the rewards for this are tenfold. Fostering a diverse and inclusive workforce supply chain, it benefits everybody. It benefits our customers. It benefits our team members, our partners and the communities that we serve. We know that it is at the end of the day, great business sense.” 

Rogers said even the most minor changes can make a difference. She encouraged the audience to find new ways to advance equity and inclusion in their personal and professional lives.  

“The next generation of business leaders is looking to us as models and we can show a path forward that involves asking the tough questions of leadership and challenging what’s possible,” said Rogers. “It is, after all, the daily work of our journey. This impact will reverberate well beyond the action itself, pulling forward progress today and not just relying on tomorrow for meaningful change.” 

1. Independence Day and Juneteenth: A Historical Contrast

On Tuesday, July 4, many American workplaces will close their offices in observance of Independence Day. While the Declaration of Independence was signed on July 4, 1776, not all Americans gained freedom that day. 

Black people were enslaved for almost another 100 years after that and didn’t gain their independence until June 19, 1865, known as Juneteenth. Congress made July 4 a federal holiday in 1870, while Juneteenth was recognized as a national holiday in 2021.  

Visit us on LinkedIn next week for more July 4 facts! 

2. Pregnant Workers Fairness Act Goes Into Effect

The Pregnant Workers Fairness Act (PWFA) took effect on June 27. The law was passed in December and requires employers to provide pregnant workers with accommodations, from pregnancy to childbirth to recovery post-partum.  

The law is similar to the Americans with Disabilities Act (ADA) of 1990, requiring employers to provide reasonable accommodations temporarily. It also bans employers from discriminating against employees or job applicants for pregnancy-related accommodations.  

Companies like Accenture (a Fair360 Hall of Fame Company) have policies for pregnant workers. The global professional services company provides 16 weeks of paid maternity leave for birth parents and eight weeks of paid leave for other parents. Read more about prioritizing the health and well-being of pregnant workers.  

3. Eli Lilly to Acquire Sigilon Therapeutics, Advancing Functional Cures for Chronic Diseases

Eli Lilly and Company (No. 5 on the Fair360 2023 Top 50 Companies for Diversity list) has agreed to acquire Sigilon Therapeutics.  

The acquisition aims to develop functional cures for patients with various acute and chronic diseases, mainly focusing on type 1 diabetes.  

The agreement involves a cash purchase price of $14.92 per share, with additional contingent value rights (CVR) potentially totaling up to $111.64 per share in cash. The transaction is expected to close in the third quarter of 2023, subject to customary closing conditions and tender offer acceptance by Sigilon’s stockholders. 

4. LinkedIn Data Reveals Including Skills in Job Postings Attracts More Applicants

LinkedIn data shows that adding relevant skills to the requirements section of job postings can significantly increase their effectiveness, with an 11% boost in conversion rates.  

This approach aligns with the growing trend of skills-first hiring, which 75% of talent professionals plan to prioritize in the coming year. By explicitly listing skills, job posts become more appealing and inclusive, allowing candidates to envision themselves in the role based on their relevant skills rather than strict experience requirements.  

5. Native Hawaiian, Pacific Islander, Asian and Hispanic Populations Show Significant Growth in the U.S.

A recent analysis of U.S. Census Bureau data by Axios reveals that the Native Hawaiian, Pacific Islander, Asian and Hispanic populations experienced the most significant percentage increases between 2000 and 2022.  

In that timeframe: 

• The Hispanic population increased to almost 64 million
• The Asian population grew to 21 million
• The Native Hawaiian/Pacific Islanders population rose to nearly 879,000

Axios reports that these demographic shifts provide valuable insights into the changing racial and ethnic composition of the country and have implications for national policies and programs.  

1. KPMG Study Shows Workplace Stress Is on the Rise for Executive Women

A recent survey conducted by KPMG (No. 6 on Fair360’s 2023 Top 50 Companies for Diversity list) revealed that executive women are experiencing a significant increase in workplace stress compared to pre-pandemic levels.  

The survey included insights from over 1,500 executive women from leading U.S. companies who participated in the KPMG Women’s Leadership Summit. Key findings show that 91% of executive women perceive a surge in workplace stress compared to before the pandemic, with increased workloads and expectations being the primary factors. Additionally, 58% of women report added responsibilities related to managing their teams’ mental health alongside their own. 

Executive women prioritize self-care and seek support, with 79% emphasizing the importance of wellness for job success. They show authenticity, empathy and set boundaries to support their teams’ mental health. However, the report indicates that women desire more support from employers in promoting mental health and well-being, especially during challenging times. 

2. HR Professionals Combat Burnout: Strategies for Recharging and Finding Balance

Burnout is a common experience for HR professionals who face numerous challenges in their work, including handling workplace issues, managing different generational expectations, recruitment difficulties and navigating the work-from-home versus return-to-office dilemma.  

A recent study by the Society for Human Resource Management (SHRM) revealed that many HR workers feel drained and exhausted at the end of the day, impacting their ability to engage in activities outside of work.  

To combat burnout, HR professionals employ various strategies. Some find solace in hobbies like ballet, photography, boxing, hiking or music, which help them disconnect and rejuvenate. Others prioritize activities such as fishing, tennis, gardening, painting, napping, therapy or quiet time in nature, all of which contribute to their overall well-being and resilience. 

3. Best Practices for Recognizing Different Religions in the Workplace

Companies often overlook different religious practices when addressing workplace fairness. However, embracing religious identity can foster a sense of belonging among employees and improve customer service.  

Harvard Business Review suggests several best practices for companies to positively engage with religious diversity. Some of those steps include: changing the mindset from viewing religion as a risk to seeing it as an asset, establishing clear guidelines for religious engagement and developing religious literacy.  

Discover the importance of religious inclusion in your organization by exploring Fair360’s Interfaith Meeting in a Box. This resource delves into the evolving faith demographics in the United States. It also offers valuable insights and tips on creating an employee resource group (ERG) as a powerful tool for promoting the inclusion of all religious backgrounds. 

4. Medtronic’s CEO Reveals Divestiture Strategy and Focus on High-Flyer Growth Markets

While speaking at the Goldman Sachs Annual Global Healthcare Conference this month, Geoff Martha, Chairman and CEO of Medtronic (No. 2 on Fair360’s 2023 Top 50 Companies for Diversity list), outlined the company’s strategy on divestitures and areas of high growth where it plans to increase investments.  

According to Medical Design and Outsourcing, Medtronic has recently announced plans to spin off certain businesses, and Martha stated that the company’s review of its portfolio is an ongoing process.  

The industry news website says the medical device company aims to prioritize investment in what Martha calls “high-flyers,” which include neurovascular, structural heart, soft-tissue robotics, diabetes and AFib.  

5. Concerns Rise Over Patients With Mental Health Needs Lingering in Emergency Rooms

Doctors are raising concerns about the growing number of patients, particularly those with mental health needs, lingering in hospital emergency rooms due to a lack of available beds. This issue has reached “crisis levels,” with patients waiting for hours, days or even weeks in emergency rooms before being admitted to hospitals or appropriate care settings.  

As reported by USA Today, a survey by the American College of Emergency Physicians (ACEP) found that 97% of emergency room doctors reported boarding times exceeding one day, and some patients waited over two weeks for admission or transfer. The shortage of psychiatric beds, staffing challenges and limited access to outpatient care contribute to this problem.  

This is the latest example of an issue that affects health equity: the ability to provide an equal opportunity for all individuals to reach their optimal state of physical and mental well-being. Visit Fair360 to learn more about health equity. 

Mastercard has recognized these challenges and has taken steps to bridge the digital divide. Through innovative touchpoints, strategic partnerships and inclusive frameworks, the company is helping underserved communities unlock their economic potential and create a more inclusive digital economy.

“Ensuring that more views and more backgrounds are included so we have the full picture and avoid the natural blind spots makes good business sense,” said Michael Miebach, Mastercard’s CEO. “That’s what the work we do each day is about — to ensure that everyone has an opportunity, that everyone has a reason to believe that they belong and they are welcome. When we bring in new perspectives, companies like Mastercard can be our best selves and our best business all at once.”

Empowering its Employee Base

By enabling an inclusive environment, Mastercard aims to unlock the full potential of its employees, customers, partners and communities in the more than 210 countries and territories in which they operate.

Mastercard’s inclusive frameworks extend beyond its business practices and societal impact all the way to its workforce. The company’s core values of “Creating Value, Growing Together and Moving Fast” are underpinned by the principle of “Doing the Right Thing,” and its employees stand by this culture in their daily operations.

Mastercard’s global community of 30,000 employees are unified around their purpose to apply their technology and innovations to create a world where everyone, everywhere has equivalent access to opportunity.

Addressing the Challenges of Access

Underserved communities’ foremost challenge is limited access to vital networks and financial services. Research indicates that proximity to these networks significantly impacts a person’s ability to be productive and prosper.

Mastercard acknowledges the systemic exclusion of marginalized groups and is committed to driving inclusive growth to address this issue. The company’s global financial inclusion commitments include bringing one billion unbanked people into the digital economy by 2025, empowering 25 million female entrepreneurs and supporting 50 million small businesses globally.

Opportunities for Underserved Communities

Recognizing the need to address structural barriers to inequality, the company made a $500 million commitment to close the racial wealth and opportunity gap in the U.S. through its In Solidarity initiative. It comprises concrete actions across three pillars: People, Market and Society.

The company invests directly in Black and minority-led startups, increasing procurement with Black-owned businesses. For instance, the “Strivers” program, in partnership with Jennifer Hudson, supports Black women-owned businesses through grants and educational road shows.

Mastercard also collaborates with MoCaFi Bank to deliver digital services to close the racial wealth gap and advance financial inclusion for Black Americans.

“We’ve made progress, but there’s a lot more to do. Everything from creating an environment where all employees feel they belong and have clear pathways to growth, to connecting more Black people to equal opportunities and greater prosperity,” said Randall Tucker, Executive Vice President and Chief Inclusion Officer at Mastercard. “What gives me hope is seeing the commitment of Mastercard and my colleagues behind the scenes who are driving meaningful work and helping to move the needle toward greater equity and inclusion.”

To ensure inclusivity for other communities, Mastercard has introduced initiatives like the “True Name” feature, allowing cardholders to use their true first name without requiring a legal name change.

READ MORE: Mastercard’s 2022 ESG Report

Inclusive Growth and Data for Social Impact

Mastercard focuses on building an inclusive and sustainable digital economy around data and accountability.

The Inclusive Growth Score produced by Mastercard’s Center for Inclusive Growth provides insights into social and economic indicators at the neighborhood level, allowing policymakers, community leaders and impact investors to prioritize inclusive economic development initiatives.

“Every sector, and every company, can play a vital role in leveraging knowledge and information for social impact,” said Shamina Singh, Founder & President of the Center for Inclusive Growth at Mastercard. “If private-sector companies like ours that incentivize a race to the top and value a ‘culture of decency’ can join together with public- and social-sector organizations, not only can we respond with speed and scale, but we can rebuild our economies for the benefit of everyone.”

Mastercard’s commitment to data-driven equity is exemplified by initiatives like Data for Equity, a 10-week program in partnership with the Centre for Public Impact that brought together equity, technology and data officers from around the country to learn new ways to use the power of data to advance economic inclusion.

Being a Force for Good

Mastercard aims to be a force for good, fostering relationships built on decency and inclusivity. By leveraging the expertise of its diverse workforce, technology, data insights and partnerships, Mastercard delivers impactful initiatives that drive inclusion at scale.

Mastercard knows that people thrive when they feel they belong, their ideas are valued and they are treated fairly, and inclusion drives more meaningful connections, more equitable societies, and contributes to business success. That’s why this is an ongoing journey that Mastercard remains committed to every day.

1. Juneteenth: A Day to Remember, Learn and Promote Equality

On Monday, June 19, the United States will celebrate Juneteenth, commemorating the end of slavery in the country. It became a federal holiday in 2021 and is also known as Emancipation Day, Freedom Day, Jubilee Day, Juneteenth Independence Day and Black Independence Day. 

Use this Fair360 article as a cultural competency tool to educate your workforce on the origins of Juneteenth, how it became a national holiday, the first Juneteenth celebrations and more. 

2. Wells Fargo Research Highlights Economic Impact of LGBTQ+ Representation

Research conducted by Wells Fargo (No. 32 on the Fair360 2023 Top 50 Companies for Diversity list) shows a positive correlation between LGBTQ+ representation and gross state product growth rates.  

Fifty states, including the District of Columbia, were analyzed in the research. While many factors determine growth rates other than LGBTQ+ representation, states with over-representation of the LGBTQ+ community experienced more substantial economic growth rates from 2010 to 2019, while states with under-representation had weaker growth rates. 

3. PwC’s Chris Reeve’s Story of Social Mobility and Success

Chris Reeve, London Regional Market Leader and Partner at PwC (a Fair360 Hall of Fame company) shared his journey from a council house in Middlesbrough, a town in North Yorkshire, England, to a successful career. 

Reeve’s brothers encouraged him to pursue a trainee tax accountant role in London. Despite feeling different from others during the assessment day, his uniqueness made him memorable, and he secured the job. 

“Don’t set yourself limitations in life, and be confident in the value you bring – people connect with authenticity,” Reeve said in a PwC UK LinkedIn post. 

4. Accenture to Invest $3 Billion in Data & AI Practice

Accenture (a Fair360 Hall of Fame Company) has announced a $3 billion investment in its Data & AI practice to help clients across industries leverage AI for growth and efficiency.  

The investment includes expanding AI talent, launching the AI Navigator for Enterprise platform, creating industry-specific models and advancing generative AI capabilities.  

Accenture aims to assist clients in adopting AI responsibly and achieving new performance levels. The investment builds on the company’s AI expertise and commitment to delivering value to clients through innovative AI solutions and responsible practices. 

5. How Employers Can Reduce Mental Health Challenges in the Workplace

U.S. employees are facing increasing mental health challenges tied to their jobs. Research suggests employers can reduce these challenges by implementing human resources approaches like task redistribution and job flexibility. 

To lessen the toll work takes on mental health, the research recommends revising job descriptions, proactively training staff on positive behaviors, helping employees build resilience and not assuming employees will speak up. 

1. New Study Reveals Gender Pay Parity is Delayed Until 2056

A study released this week by the Center for American Progress shows that women will not achieve pay parity with men until 2056 and have lost $61 trillion in wages since 1967. The news comes as the Equal Pay Act turns 60.  

Pay equity is the right thing to do and benefits employers and employees. All companies on the Fair360 Top 50 Companies for Diversity list have initiatives to detect and correct pay inequity. 

Read more about the four actions employers can take to advance pay equity.  

2. June is Immigrant Heritage Month

June is Pride Month, which promotes equality and celebrates the accomplishments of the LGBTQ+ community. June is also Immigrant Heritage Month, a time to recognize immigrants’ contributions to America and their history. 

According to the I Stand With Immigrants initiative, this is the 10th annual Immigrant Heritage Month.   

The organization notes the past decade has witnessed a significant rise in pro-immigrant sentiment among Americans. According to the Pew Research Center, 67% of people agree that immigrants enhance the country, marking a substantial increase from the previous figure of 43%. 

3. Accenture Partners with Immersive Labs to Fill Cybersecurity Roles

Accenture (a Fair360 Hall of Fame company) and Immersive Labs have launched the “Cyber Million” program to combat the global cybersecurity shortage.  

The initiative aims to fill one million entry-level cybersecurity operations jobs over the next decade, taking a skills-first approach that allows candidates to complete hands-on exercises and labs that match job requirements. The program aims to modernize cybersecurity recruitment and address the talent deficit by increasing access to opportunities and emphasizing real-world skills. 

4. Check Out Our Career Advice Video Series!

Fair360’s Career Advice video series is a valuable resource for individuals seeking guidance and insights to navigate their professional journey.  

Whether exploring different career paths, honing essential skills, or navigating workplace challenges, the series offers concise and practical tips, expert advice, and actionable strategies to help viewers excel in their chosen fields. 

Become a Premium subscriber to view all videos in the series.  

5. McKinsey Survey: Companies Struggle to Implement Effective Hybrid Work Strategies and Optimize Real Estate

A recent survey conducted by McKinsey & Company reveals that many companies have only made limited progress in implementing effective and sustainable hybrid work strategies since the COVID-19 pandemic.  

While companies gather employee feedback and leverage advanced workplace technologies, they are still struggling to achieve a true hybrid work model. McKinsey states that key areas where companies need improvement include altering physical workplaces based on business requirements, implementing test-and-measure systems and creating clear workplace experience goals.  

Webinar Date: December 20, 2023 – 03:00 PM EDT

The Fair360 Top 50 Companies for Diversity survey is the ultimate assessment of workplace fairness in corporate America. In this session, Dr. Chris Parker, Head of Research and Data Analytics at Fair360, and Dana Adamczyk, Senior Manager of Diversity and Inclusion at Abbott, walk through how to prepare for the survey, what the survey covers and more.

1. Majority of Non-LGBTQ+ Americans Support Companies Publicly Backing LGBTQ+ Community, Survey Finds

The 2023 inaugural “Accelerating Acceptance” study by GLAAD reveals mixed findings regarding LGBTQ+ acceptance in America.  

The study, released on the first day of Pride Month, indicates that support for LGBTQ+ equal rights has reached an all-time high, with 84% of respondents expressing their support.   

The study notes a disturbing trend of false beliefs among some Americans, with a significant percentage holding misconceptions about the LGBTQ+ community. Of the non-LGBTQ+ respondents, 66% said they believe the LGBTQ+ community is “one group who all share similar needs and issues,” GLAAD President and CEO Sarah Kate Ellis said in the report’s executive summary.

Fifty-four percent of respondents said they believe LGBTQ+ people use they/them pronouns because they are “in the process of figuring out who they are.”  

“In truth, individuals use pronouns to express themselves as who they are in their fullness. And the LGBTQ community is everywhere, is multifaceted, and exists in all parts of society; the community’s needs and truths are as varied as the people who comprise it,” Ellis said.  

The study highlights the importance of responsible representation in media and accurate reporting in shaping public attitudes. It also underscores the urgent need for education and representation to foster full acceptance of LGBTQ+ individuals. Read the entire report here. 

• Watch our “Instilling Gender-Neutral Practices in the Workplace” webinar to learn more about the importance of using proper pronouns and download Fair360’s Pride Month Meeting in a Box.  

2. Jobs Report Shows 339,000 Jobs Added in May

The latest U.S. jobs report from the Bureau of Labor Statistics shows the labor market continued to thrive as employers added 339,000 jobs in May. 

However, the unemployment rate rose from 3.4% to 3.7%, with an increase in temporary job losses and layoffs, while the Black unemployment rate spiked to 5.6%.  

While the jobs report showed mixed signals, the White House celebrated the strong growth just hours after Congress passed the debt ceiling deal. The deal cleared the Senate Thursday night.  

“Today is a good day for the American economy and American workers,” President Biden said in a statement. “We learned this morning that the economy created 339,000 jobs last month. We have now created over 13 million jobs since I took office. That is more jobs in 28 months than any President has created in an entire 4-year term.” 

3. Chris Womack Is Officially the CEO of Southern Company

Southern Company (No. 24 on the Fair360 2023 Top 50 Companies for Diversity list) President and CEO Chris Womack took over for Thomas A. Fanning on March 31. This is a significant milestone as Womack is one of the few Black chief executives leading a major publicly traded corporation in the country.  

The appointment comes at a time when the representation of Black CEOs remains low, putting pressure on corporate America to improve representation in top-level positions. Womack’s previous role was Chairman, President and CEO of Georgia Power, the largest subsidiary of Southern Company. He brings extensive leadership experience within the company and its subsidiaries. 

Womack graced the stage at Fair360’s Top 50 event on May 2, where he spoke during a Fireside Chat titled “Succession Planning, Accountability and Sustainability.” 

Watch the session video and other materials from our Top 50 event.  

4. More Employees Are Working Side Hustles and Not Telling Their Boss About It

We’ve all heard of terms like “quiet quitting” and “quiet firing” over the last year or so. But a new workplace trend is gaining momentum despite not having a catchy name. Employees are working a side hustle they are not telling their primary employer about.  

A study by Bankrate shows that 39% of adults in the U.S. earn money outside of their full-time job. Regarding Gen Z and millennials, the number rises, with 53% of people aged 18 to 26 and 50% of people aged 27-42 bringing in extra income on the side.  

Although traditional employers often view side hustles negatively, Bankrate found they have become a means for low-income workers to cope with the rising cost of living. The additional income generated from side hustles is seen as essential rather than a passion project or a way to improve financial standing, particularly given the current inflationary environment. 

5. Visit Our Featured Partners Section!

At Fair360, our content focuses on workplace fairness trends affecting American workplaces. And content in our “Featured Partners” section often complements themes found in Fair360 articles, videos and more.  

For example, we published our Asian American and Pacific Islander Heritage Month (AAPI) Meeting in a Box in May to celebrate the strength, tenacity, resilience and contributions of Asian Americans worldwide.  

• If you’re a Fair360 Enterprise subscriber, download the Meeting in a Box here. Click here to sign up for a Fair360 subscription.  

As part of our Featured Partners content, we included a LinkedIn post from Sysco highlighting their celebration of AAPI Heritage Month. In the shared video on LinkedIn, Sysco recommends various ways to commemorate this month, such as watching a documentary on Asian American History and visiting AAPI museums. 

• Read more Featured Partners content.  

1. May is Mental Health Awareness Month

Mental Health Awareness Month has been observed in the United States every May since 1949. During this month, organizations like the National Alliance on Mental Illness (NAMI) work to raise awareness, fight stigma, provide support, educate the public and advocate for policies benefiting those affected by mental illness.  

NAMI says common signs of mental health conditions include excessive worrying, persistent sadness, confused thinking, mood swings, social withdrawal and more. It’s crucial to seek help and resources from health professionals, helplines and community services.  

According to UnitedHealth Group (No. 15 on Fair360’s 2023 Top Hospitals and Health Systems list), mental health problems can emerge at any stage of life, even in children, and are influenced by personal experiences, emotions and individual stories.  

Certain risk factors, such as a history of abuse or trauma and a family history of mental health disorders, may increase the likelihood of developing mental health issues. Biological, social, emotional and environmental factors also play a role in contributing to these problems. For instance, conditions like depression can be linked to chemical imbalances in the brain, while social factors like bullying can impact mental well-being and the ability to navigate daily life. 

Visit UnitedHealth Group’s website to learn more about ways to understand mental health and seek help.  

2. The Rise of Pay Transparency: Shaping a Fairer Workplace

Pay transparency laws in states like California, Washington, New York and Colorado are driving a wave of workplace honesty in the United States.  

In an article written for Fortune, Glassdoor Chief Economist Aaron Terrazas said that these laws aim to reduce gender and racial pay gaps by requiring employers to disclose salary information for open roles. While pay transparency shows promise in leveling the playing field, it is not a complete solution to labor market issues.  

In a Fair360 article titled “4 Ways Employers Can Support Pay Equity,” Senior Business Writer Linda Bell wrote that pay equity enhances an organization’s reputation as an employer of choice, aligning with the growing trend of transparency.  

To support pay equity, employers should embrace pay transparency practices, rely on data for informed decision-making, revamp employment processes to comply with regulations and effectively communicate pay policies to build trust. These actions help attract and retain talent while promoting fairness and inclusion in the workplace. 

3. Census Data Sheds Light on Same-Sex Couples in US Households

2020 data released by the U.S. Census Bureau shows that states on the West Coast and the Northeast have the highest number of same-sex couples living in the same household.  

The recent data provides the most extensive information on married and unmarried same-sex couples in the same household.  

However, it highlights the continued lack of visibility for many other LGBTQ+ individuals, such as those who are single or in heterosexual relationships. NPR writes that this exclusion has implications for political representation, civil rights enforcement, research, policymaking and the allocation of federal funding, which amounts to approximately $1.5 trillion annually for public services in local communities. 

The recent census forms included a question about a person’s sex but did not inquire about sexual orientation or gender identity. The Census Bureau did introduce checkboxes for a question regarding household relationships, offering options to identify as a “same-sex” or “opposite-sex” spouse or unmarried partner. 

4. The Impact of Tech Layoffs: Perk Reductions Add to Employee Concerns

Given the slow demand and capital investment companies are experiencing, tech companies have cut approximately 200,000 jobs since the start of the year.  

These cuts won’t stop with layoffs. Tech companies are now reducing other perks, such as free lunch, on-site laundry and holiday parties, according to Insider. 

While most employees can deal with these types of benefit cuts, there are some they value more like 401(k) plans, disability insurance and coverage of egg freezing. Employees don’t have much room to fight to keep these perks if they want to stay employed given the increase in artificial intelligence (AI) and increases in offshore work.  

Read “How Tech Company Layoffs Have Widened the Employment Gap for Women and People of Color” to learn more about the impacts of tech company reductions. 

5. Medtronic Expands Reach in Insulin Delivery Market With $738M EOFlow Purchase

Medical technology company Medtronic (No. 2 on Fair360’s 2023 Top 50 Companies for Diversity list) announced that it plans to acquire EOFlow, a South Korean insulin delivery tech company, for $738 million.  

The acquisition is expected to be finalized in the second half of 2023. EOFlow’s flagship product is the EOPatch, a wearable and disposable insulin patch pump. By combining EOFlow’s technology with Medtronic’s Meal Detection Technology algorithm and continuous glucose monitor, the deal aims to expand access to insulin delivery options for a broader range of patients.  

With Fortune Business Insights projecting the global insulin pump market to reach $15.5 billion by 2030, this acquisition positions Medtronic to drive innovation and provide more choices for individuals with diabetes. 

Visit our Featured Partners section for more company news.  

1. Promoting LGBTQ+ Inclusivity: Resources for Pride Month and Beyond

Pride Month, celebrated in June, is a time to honor and support the LGBTQ+ community and their ongoing fight for equality.  

Our latest Meeting in a Box provides resources for promoting LGBTQ+ inclusivity in the workplace. It includes a timeline of LGBTQ+ history in the U.S., facts and figures about LGBTQ+ Americans, steps for creating an inclusive workplace and profiles of influential LGBTQ+ individuals in politics. These materials aim to educate and foster cultural competence among colleagues while highlighting the importance of allyship and advocacy. 

Become an enterprise subscriber to download the full 2023 Pride Month Meeting in a Box.  

2. Employee Survey Highlights Support for Workplace Fairness Initiatives

A recent survey conducted by Pew Research Center reveals that 56% of employed U.S. adults view workplace diversity, equity and inclusion (DEI) efforts positively. However, opinions on DEI vary along demographic and political lines. 

The survey found that most workers have some experience with DEI measures in their workplaces. Approximately 61% say their company has policies ensuring fairness in hiring, pay or promotions, and 52% report having DEI training or meetings.  

Other measures, such as having a dedicated staff member promoting DEI (33%), salary transparency (30%) and affinity groups based on shared identity (26%), are less common but still positively impact the workplace, according to those who have access to them. 

3. Talent Management: Embracing Skill-Based Approaches for Productivity and Equity

According to information from the World Economic Forum, traditional HR approaches talent management through isolated activities in the employee lifecycle, relying on simplified criteria and perpetuating biases.  

A shift toward skill-based talent management is emerging, focusing on long-term thinking and equitable assessments. This approach considers skills and competencies, challenges biases in recruitment, promotes tailored training, aligns compensation with skills and fosters objective assessments for internal mobility.  

Transparent and unbiased skill data collection is crucial for success. Skill-based talent management enhances productivity and fairness by valuing capabilities over connections, but trust and fairness in data collection are essential for its implementation, the article states.  

4. Tackling Burnout in the Workplace

Amid high job turnover rates and increasing instances of burnout, leaders are under pressure to address employee well-being. However, many managers lack the necessary training to effectively handle burnout situations and often resort to temporary solutions, according to SHRM and Harvard Business Review. 

To address this, leaders and HR can follow five steps when an employee expresses burnout concerns. Those steps are: 

• Take employee burnout concerns seriously and engage in meaningful conversations. 
• Understand the employee’s experience of burnout by assessing their sense of efficacy, emotional exhaustion and cynicism. 
• Identify the root causes of burnout, whether they stem from workplace or personal factors. 
• Implement short-term and long-term solutions, such as accommodations, flexibility or reconfiguring job responsibilities. 
• Create a monitoring plan to ensure sustained progress and well-being.

5. ‘The Woman King’ Tops List for Inclusive Films

A new list called The Inclusion List, created by Dr. L Stacy Smith, the USC Annenberg Inclusion Initiative and the Adobe Foundation, evaluates films based on inclusion indicators like gender, race/ethnicity, LGBTQ+, disability and age representation in cast and crew positions. It aims to celebrate filmmakers, companies and films that prioritize inclusivity. 

On the Top 100 Inclusive Films list from 2019 to 2022, “The Woman King,” directed by Gina Prince-Bythewood and starring Viola Davis, ranked No. 1 on the list with a total inclusion score of 14 out of 20.  

“The Farewell” ranked No. 2 and “Zola” ranked No. 3 with a total inclusion score of 13.6 out of 20 and 13.2 out of 20, respectively.  

According to the Top 100 Films list, “The top 10 films tell a variety of stories and span contemporary and historical time periods, include multiple genres, and thus represent that inclusion is possible in any type of story.” 

 1. Challenges of Allyship: Understanding LGBTQ+ Perceptions of Workplace Support and Action

Workplace discrimination and exclusion remain significant challenges for LGBTQ+ workers, with many feeling closeted at work and facing unwelcoming environments.  

The Human Rights Campaign Foundation surveyed LGBTQ+ individuals to determine whether someone is an ally. The research found that being a good ally has three components: being accepting, taking action and having humility.  

Acceptance is foundational to allyship, but acting is also important, as solely being accepting is not enough to maximize allyship. Taking action includes speaking out against discrimination, seeking out opportunities to learn about LGBTQ+ issues and confronting interpersonal and systemic biases. Despite the challenges of taking action, it is the most important component of allyship for enhancing LGBTQ+ individuals’ well-being.  

Subscribe to Fair360 Enterprise to download our Pride Month Meeting in a Box and further your team’s cultural competence education on the LGBTQ+ community. 

 2. North Dakota Governor Signs Three Bills to Address Workforce Challenges

Governor Doug Burgum has signed three bills to address workforce challenges in North Dakota. 

The bills include a scholarship program of up to $6,000 for college students who meet enrollment and GPA requirements to participate in high-demand apprenticeship programs, approval of the H2A Visa Program to allow employers to hire non-immigrant foreign staff on a temporary or seasonal basis to support agricultural workers and state funding for the Department of Corrections and Rehabilitation and the Job Placement Pilot Program to connect recently released or soon-to-be-released ex-offenders with in-demand jobs in the state.  

During DiversityInc’s 2022 Top 50 Companies for Diversity event, Dr. Damon Phillips, Professor of Management at The Wharton School, said hiring returning citizens helps companies focus on hiring marginalized and underrepresented groups.  

“The lifetime imprisonment for Black males is one in three. It’s one in six for Latino men. But fewer people are aware that lesbian, gay and bisexual people are incarcerated at three times the rate of straight people. This is something which captures a lot of the groups that we think about and care about.”    

 WATCH: 2022 DiversityInc Top 50 Panel: Cutting Edge Research on DEI in the Workplace  

If you are a Fair360 Enterprise subscriber, check in next week to read about second chance hiring.  

3. New Study Reveals Loneliness in the Workplace Hits Over Half of Women, Especially in Leadership Roles

New research by TheLi.st, Berlin Cameron and Benenson Strategy Group reveals that 53% of women in the workplace experience loneliness, and it becomes worse as they climb the corporate ladder.  

The study found that almost 30% of senior-level women feel they have no one to talk to about work, leading to burnout and stress. Loneliness at work is also linked to physical and mental health issues. Women are leaving leadership positions due to overwork, lack of recognition and a desire for a more flexible and inclusive workplace culture.  

Loneliness also disproportionately affects women of color, with only one in five women of color feeling respected at work, according to the study. The need to reimagine success and create more supportive work environments is emphasized to address the workplace mental health crisis and pipeline problem for women leaders. 

Read more about how women leaders are more likely to foster inclusion than their male counterparts by subscribing to Fair360 Enterprise.  

4. Remote Job Competition Heats Up as Postings Decline and Outsourcing Overseas Increases

Competition for remote jobs in the U.S. is getting tougher as job postings decline and some companies outsource remote work overseas.  

As of March, only 13% of job postings were remote, down from 17% in 2022. Economists predict the share of remote postings could fall to 10% by the end of 2023. Offshoring of remote jobs may increase in the coming years, impacting service support jobs.  

Despite advantages for job seekers, such as the ability to apply for remote positions from anywhere, the job search for remote work may be challenging. 

 5. Job Spotlight: Operations Consulting & Transformation Manager at Accenture

Accenture (No. 1 on DiversityInc’s 2022 Top 50 Companies for Diversity list) is currently hiring for the position of Operations Consulting & Transformation Manager in Houston, TX.  

The main responsibilities of this role include engaging with key client stakeholders to understand their business priorities, developing proposals to address client requirements, monitoring and recording changes in scope or schedule and more. This position requires strong leadership skills, project management expertise and the ability to effectively communicate with clients and stakeholders. 

Visit jobs.fair360.com to view more opportunities.  

1. Career Advisors Caution Against Rage Applying

The practice of “rage applying,” or applying for numerous job listings out of frustration with a current job, has become a common phenomenon, particularly on social media.

However, according to Time, career advisors caution against this approach as it may not lead to finding a job that truly meets one’s needs.

Instead, they recommend taking a more strategic approach when considering a job change. This includes talking to one’s current employer about needs and concerns, prioritizing what one truly wants in a job, tailoring job applications to specific positions, networking to explore potential opportunities, and considering learning new skills to enhance job prospects.

The key is to be mindful of long-term career goals and intentions rather than reacting impulsively out of frustration.

Read more about other workplace buzzwords, such as quiet quitting, quiet hiring and conscious quitting.

2. Tech Layoffs During Leave: Employees Face Uncertain Future Amid Legally Permissible Job Sabbaticals

Stories of employees being laid off while on medical or parental leave have been on the rise, with recent layoffs in the tech and media industries. While it may be legal to lay off an employee on leave, there are certain requirements that employers must meet.

According to labor and employment attorneys who spoke with NPR, there must be a legitimate, non-retaliatory reason based on business needs for the layoff, and the employee on leave must be treated the same as if they were working as usual. Some companies may wait until the end of an employee’s leave to implement a layoff, either to give the employee extra time to recover or to avoid a costly legal battle.

For employees who find themselves laid off while on parental or medical leave, advice from those who have experienced similar situations includes understanding their legal rights, seeking support from colleagues and networks, exploring options for contract work or part-time roles during recovery and taking care of their physical and mental health. Despite the challenges, some employees may find new opportunities or even use the experience as a catalyst for making positive changes in their career paths.

Subscribe to Fair360 Enterprise to read these related articles on tech layoffs and prioritizing the health and well-being of pregnant workers.

3. Biden Announces Funding for Autism Research

Last week, President Joe Biden proclaimed April 2 as World Autism Awareness Day.

He discussed the more than 5.4 million adults who have autism in the U.S. and how people with this developmental disability face obstacles when it comes to healthcare, education, housing and seeking employment.

In response to this, Biden announced that his administration is funding research for earlier diagnosis and providing resources for their well-being.

The American Rescue Plan has allocated $25 billion to states to facilitate home-based care for people with disabilities, including autism. Additionally, new tools and strategies have been implemented to help disabled Americans find stable housing, manage rent payments and prevent homelessness.

Read more from DiversityInc on how the Autism Society of America, which founded Autism Awareness Month in 1970, officially changed the name to Autism Acceptance Month in 2021.

4. Walmart to Create US EV Charging Network by 2030

Walmart (No. 26 on DiversityInc’s 2022 Top 50 Companies for Diversity list) plans to build its own network of electric vehicle (EV) charging stations for public use in the United States by 2030.

The fast-charging stations will be located at thousands of Walmart and Sam’s Club stores. This is in addition to the nearly 1,300 stations already operated through a deal with Electrify America.

Walmart’s extensive store network, with over 5,000 locations within 10 miles of about 90% of Americans, provides a unique opportunity to address range anxiety and charging reliability issues associated with EV adoption.

Vishal Kapadia, Walmart’s Senior Vice President of Energy Transformation, said in a statement to Reuters that the company’s strategy of building its own charging stations entails less risk and allows for a more competitive experience and pricing compared to relying on third-party providers.

The move comes as the adoption of EVs in the U.S. is increasing due to factors such as high gas prices, state subsidies and more affordable EV models.

Visit DiversityInc’s sustainability section for more environmental, social and governance (ESG) news.

5. Research Shows Women in Sports Administration Face Inclusion Challenges

Research from McKinsey & Company reveals that women in sports administration face lower levels of inclusion across all dimensions compared to women in other industries.

Only about 40% of women surveyed agreed that their organizations are fair. Women often experience being the only person of their gender or racial identity at work, leading to more microaggressions.

Women in sports administration are also less likely to have sponsors who can advocate for their careers within their organizations. Many feel they need to leave their organizations to achieve their career goals.

The research suggests that creating more inclusive work environments in sports organizations is crucial for everyone to flourish, which can be done by debiasing people processes, building leaders’ mentorship and sponsorship capabilities and hiring and retaining more diverse employees.

To read more about women’s barriers in sports, subscribe to Fair360 Enterprise.

1. Report Shows Antisemitism Rose in 2022

Research from the Anti-Defamation League shows that antisemitic incidents rose 30% last year compared to 2021.

The anti-hate and anti-bias advocacy organization said there were 3,697 antisemitic incidents in 2022, the highest total since the Anti-Defamation League started tracking these incidents in 1979. Antisemitic vandalism also increased in 2022 by 51%.

The ADL reports that there were 111 attacks against Jewish people last year, with Orthodox Jews being targeted in 59 of those cases. Additionally, 589 incidents targeted Jewish institutions, with synagogues being the primary target.

Learn more about how employers can shut down antisemitic comments in the workplace.

 2. WHO Considers Adding Eli Lilly Obesity Treatment to “Essential Medicines” List

 The World Health Organization (WHO) is considering adding obesity treatments to its list of essential medicines, which could benefit pharmaceutical company Eli Lilly and Co. (No. 5 on DiversityInc’s 2022 Top 50 Companies for Diversity list).

The list guides purchasing decisions for low- and middle-income countries. An updated list is expected in September.

The WHO panel may reject the request to include obesity treatments or ask for more information. If chosen, the decision to be included on the list would impact Lilly’s Mounjaro drug and could bolster the company’s stock.

3. Research: Demographic Trends, Fear of COVID & “Long COVID” Illness Contribute to US Labor Shortfall

New research from the U.S. Bureau of Labor Statistics and the University of Maryland shows that most of the decline in U.S. labor force participation over the past three years was due to demographic and other trends that existed before the COVID-19 pandemic, suggesting that the growth in the number of workers may not ease the tight American job market.

After accounting for factors such as an aging population and changes in education that affect people’s willingness to work, the study found that the U.S. labor force participation was only about 0.3 percentage points below where it would have been without the pandemic, which equals approximately 700,000 “missing” workers. The remaining gap is due to the fear of COVID-19 or the long-term effects of “long COVID” illness.

The average hours worked per week have also declined, which the study suggests could reflect a re-evaluation of the balance between work and personal life.

Subscribe to Fair360 Enterprise to learn more about the impact of COVID on the workplace, health equity and more.

4. United Airlines Invests $15 Million in Carbon Capture Start Up

United Airlines (No. 38 on DiversityInc’s 2022 Top 50 Companies for Diversity list) is investing $15 million in Svante, a carbon capture start up developing technology for capturing and compressing CO2.

The startup plans to use the funds to manufacture carbon capture filters in Vancouver on a commercial scale. The captured CO2 could potentially be used to produce sustainable aviation fuel (SAF) or be sequestered underground.

United’s Sustainable Flight Fund supports SAF startups and R&D. Airlines and aircraft manufacturers are under tremendous pressure to decarbonize. SAFs are seen as a short- to medium-term way to reduce aviation emissions. However, SAF production needs to increase notably and quickly to have a significant impact.

United aims to go emissions-free by 2050 without using carbon offsets. The company is focusing on SAFs because battery technology and hydrogen are still in their early days and facing significant headwinds.

5. UCLA Hollywood Diversity Report Finds Regression in Film Representation and Inclusion

The latest UCLA Hollywood Diversity Report revealed a regression in representation and inclusion in film since the racial reckoning of 2020, as diversity gains in theatrical releases have “melted away.”

The report focused on the 200 highest-grossing English-language releases worldwide and the top 100 original streaming movies ranked by total U.S. household rating.

While streaming movies showed gender parity among lead characters and had less than 70% white casts, the representation of people of color, women and directors of color in theatrical releases fell back to 2019 levels.

The report also found that disabled actors were underrepresented in onscreen roles, with no more than 10% of leads and 5% of all onscreen roles comprising disabled actors. The report highlights the importance of diversity, stating that audiences of color are the bedrock of Hollywood and that diversity is not a luxury but a necessity.

1. Demand for Tech Talent Still Exceeds Supply Despite Widespread Job Losses

Despite the large wave of layoffs in the tech industry, the demand for technology talent still significantly exceeds supply.

A survey from Gartner revealed that 86% of Chief Information Officers reported more competition for qualified candidates and 73% were worried about IT talent attrition. Although 150,000 global tech jobs have been lost this year due to layoffs by tech giants, Gartner found that the loss was not only confined to tech jobs, it affected business professional roles as well.

Tech skills in application development, AI and machine learning, software engineering and enterprise cloud architecture remained hard to find. Gartner recommends that companies double down on their retention strategies because the top tech talent is still in high demand, and compensation remains the number one attraction and acquisition driver.

Subscribe to Fair360 Enterprise to read “How Tech Company Layoffs Have Widened the Employment Gap for Women and People of Color.”

2. Ramadan Starts This Week

Ramadan, or the ninth month in the Islamic calendar, is expected to start today with the sighting of the crescent moon, marking a month of fasting, prayer, community and reflection. The holy month is expected to end on April 21, 22 or 23, when the crescent moon is sighted in Mecca.

The Islamic faith is the second-largest religion in the world, behind Christianity. Today, 3.5 million Muslims live in the United States, and the number is expected to grow by 2040, making Islam the second-largest religion in the country.

Check back to DiversityInc on Monday to read our full Ramadan basics guide for employers. In the meantime, subscribe to Fair360 Enterprise to read through these other Ramadan tools:

• Meeting in a Box: Exploring Interfaith Inclusion as Part of Company Culture
• DiversityInc Digest: Ramadan
• Ramadan: Creating an Inclusive Workplace

3. Biden-Harris Administration Announces $73 Million in Affordable Connectivity Outreach Grants

The Biden-Harris Administration has announced $73 million in Affordable Connectivity Outreach Grants to help more Americans sign up for the Affordable Connectivity Program (ACP) and lower the cost of high-speed internet.

The ACP is the largest internet affordability program in U.S. history, providing eligible households up to $30/month off internet bills and a one-time discount of up to $100 off a laptop, desktop computer or tablet. The outreach grants will be used to promote the ACP and enroll households, focusing on historically underserved communities, including those on Tribal lands. The grants will fund digital campaigns, door-to-door canvassing, phone banks, direct mail and outreach events. The program has already helped 16 million households save over $500 million per month on high-speed internet, and the new funding will help even more households access affordable, reliable internet.

AT&T (a DiversityInc Hall of Fame company) is an example of a company that is working on expanding internet connectivity for all. In a recent interview as part of our recurring CDO series, Michelle Jordan, Chief Diversity Officer at AT&T, said she “looks forward to addressing the digital divide” in her tenure.

“When there are limits to digital access, people are cut off from their potential before they’ve even had the opportunity to fully explore it,” she said. “It’s like planting a seed but not watering it fully. The odds of it growing and thriving are limited. Students, would-be entrepreneurs, and business owners alike, currently living in the digital divide or that gap between those who can fully participate in the modern online world and those who cannot, are all impacted by one or more issues around access, affordability and adoption.”

4. Applications Open for Kaiser Permanente’s 2023 Healthcare Equity Award

Kaiser Permanente (a DiversityInc Hall of Fame company) and The Joint Commission have opened applications for the 2023 Bernard J. Tyson National Award for Excellence in Pursuit of Healthcare Equity.

The award recognizes healthcare organizations that have made a measurable and sustained reduction in at least one healthcare disparity. All types of healthcare organizations that have addressed disparities for vulnerable populations may apply, and there is no cost to apply.

The award provides national recognition and the opportunity to share best practices with other healthcare organizations. The application period runs from March 15 to May 10.

5. Sanofi-Regeneron Stocks Skyrocket Following Successful Dupixent COPD Trial

Sanofi (No. 25 on DiversityInc’s 2022 Top 50 Companies for Diversity list) and Regeneron Pharmaceuticals announced positive results from their Phase 3 trial of Dupixent (dupilumab) for uncontrolled chronic obstructive pulmonary disease (COPD). The drug demonstrated a 30% reduction in moderate or severe acute exacerbations compared to the placebo, along with improved lung function, COPD respiratory symptoms and quality of life.

Sanofi’s decision to skip earlier-stage clinical trials for COPD had cut down the development time. The full efficacy and safety results of the drug will be presented at a future scientific forum, according to the companies. A second replicate Phase 3 trial of the drug in COPD is ongoing, and Sanofi and Regeneron expect to have data from it in 2024.

Dupixent could be the first new COPD treatment in over 10 years. As a result of this success, SNY and REGN stocks traded higher, up 6.46% and 6.48%, respectively, during the premarket session.

Subscribe to Fair360 Enterprise to read “Expanding Racial and Ethnic Participation in Clinical Trials Key to Health Equity.”

Then came quiet firing, which is when leaders intentionally create a hostile work environment by poorly managing workers and forcing them to quit. 

Now there’s a new buzzword making rounds: quiet hiring. 

Quiet Hiring Explained

Quiet hiring is when companies redeploy employees to meet priorities without adding headcount or hire contract workers to fill gaps. As the slowing economy reduces hiring budgets, companies look for ways to keep and acquire in-demand talent. Gartner predicts that quiet hiring will be one of the big trends of 2023.  

Rue Dooley, HR Knowledge Advisor at the Society for Human Resource Management, has been in the workforce for over 40 years and has seen it all. He says what’s old is new again and quiet hiring is a buzz-worthy name for something employers have done for decades. 

“It’s more about repurposing existing employees, restructuring, maybe even changing the way we’ve traditionally done things in our organization to get the same things done better with who we have,” he says. “There are some gaps in operations that can be filled by the people we have. People have talents and gifts that are often underutilized.”

When done the right way, Gartner says quiet hiring can elevate the employee experience and assist in retention while helping companies keep payroll costs under control. How can employers and employees navigate quiet hiring to ensure the proposition is a win-win for both parties? 

Deliver the Right Message 

Social media posts are filled with arguments that quiet hiring sounds like extra work being unloaded on an employee’s plate without the rewards of a salary increase or a title change. 

Lisa Brezonik, CEO of Salo, a Korn Ferry company, is not suggesting that employers manipulate workers, but says leaders need to be aware of how they frame discussions with employees. While some companies will manage quiet hiring well, others will manage it poorly. 

“’I have an opportunity, we have a project, we have some work that needs to get done and I think this is something you’d be good at. Do you have the ability to take it on?’ That’s the right way to do this,” she says. “The wrong way to do this is to say there’s extra work I need you to do. Go take care of it.”

Mark Villalovos experienced quiet hiring six years ago, well before it had its catchy name. 

At the time, he worked as a program management director for Sears. When Hurricane Maria devastated Puerto Rico in 2017, the company tasked him to travel to the island to help with rebuilding efforts. Villalovos vividly remembers how he was approached for the stretch assignment. 

“In a battlefield situation, a full bird colonel is shipped as close to the enemy lines as possible because that colonel has the experience to assess and understand how to most effectively attack a particular situation,” Villalovos was told by one of the company’s leaders. “I want you to be that colonel for me.”

Villalovos reflects on the life-changing experience and says leadership communication is critical. 

“There’s this implied amount of trust they are stating,” he says. “It wouldn’t be a bad thing to overstate that and say, ‘we trust you to do this. You’ve done this in your career. You’ve done this with our organization, or you’ve done this in the past. This is what we are hoping you will do for us.’ I was a stronger leader because of that experience. Eight months later, I looked back on that experience and thought this was one of the most important things I’ve ever done.”

Work Together

What if quiet hiring presents you with a work opportunity you’re excited to take on? Brezonik advises workers to slow down and be curious before accepting new responsibilities.

“You have to make sure that even if that’s the case, you don’t end up working 60, 70 or 80 hours a week because that’s not healthy for anybody,” she says. 

Gartner says competitive companies will balance meeting business needs and protecting employees’ well-being. Make sure you understand what is expected and that you feel like you can succeed. Brezonik says that includes asking specific questions about how the additional duties will affect your day-to-day work. 

“’Can we talk about what success looks like for you so we can make sure we’re on the same page?’ If you don’t want to do it, you’ve got to have the guts to say it,” she says.

Workers should feel empowered to discuss adjustments to their schedule, like the number of days they are required to come into the office. Most companies realize they are asking employees to do extra work and will be reasonable if workers are professional in their responses. 

“If somebody says, ‘I need you to take on an extra 20 hours of work’ and you’re already working 40 hours, that’s not terribly reasonable,” says Brezonik. “To say — ‘is there something I could reprioritize in what I already am doing’ is a great start to the conversation. There may not be an assumption that you take everything you have and continue doing it.”

While there may be risks to speaking up, Dooley says the odds are usually in the employee’s favor. 

“Your employer might say, ‘you don’t want to be a team player,’” he says. “’You don’t want to do what we’re reassigning you to. Here’s the punishment, whatever the penalties might be, up to and including termination.’ That’s the difficulty. The odds are that it wouldn’t happen under the circumstances. If they already have gaps that they’re filling, why would they worsen their situation?”  

Focus on Growth 

Does quiet hiring come with a promotion or a bump in pay? Maybe not, but as employers look to fill their gaps, workers can use the opportunity to gain knowledge and increase their market value. 

“This is a great way to learn about something else you’ve never done before that might get you excited about doing something different in your career,” says Brezonik. 

She advises employees to examine where their talents can be used within the company even before they are quietly hired. 

“They don’t have enough people over here, here and here and that’s an area that I’m interested in,” says Brezonik. “I could proactively say, ‘do you need any help with anything right now?’ You have to be realistic. You’ve got to get your day job done. But that’s a great way to get new skills.”

For quiet hiring to be successful, Dooley says employers should show employees how the workplace strategy can be synergistic.

“Show employees that you care about what they care about,” he says. “This quiet hiring, repurposing, transferring or promoting employees to put them where they fit best is for the benefit of the organization. But don’t leave it there. Tell them what you’re doing for them and how it benefits you, the employee, so it helps the company, it helps you and it helps society in general. This is magic.”

1. Report Shows Women are 132 Years Away from Gender Equality

The Global Gender Gap Index, which benchmarks gender parity across four dimensions (Economic Participation and Opportunity, Educational Attainment, Health and Survival and Political Empowerment), has been released for 2022 by the World Economic Forum.

The report covers 146 countries and provides a basis for cross-country analysis, with a subset of 102 countries represented in every edition of the index since 2006, providing a sample for time series analysis. The results show that globally, the gender parity score rose from 67.9% in 2021 to 68.1% in 2022, but at the current rate of progress, it will take 132 years to completely close the global gender gap.

According to the report, no country has achieved full gender parity, but the top 10 economies have closed at least 80% of their gender gaps, with Iceland leading the rankings. The report identifies trends toward gender parity for each subindex since 2006, revealing that Economic Participation and Opportunity and Political Empowerment still have a significant way to go, while Educational Attainment is on track to close the gap in the next 22 years. In terms of regional results, North America leads all regions, followed closely by Europe.

This data highlights the need to “Embrace Equity,” which was the 2023 theme for International Women’s Day on March 8. Read more about how this relates to recognizing women in the workplace.

2. DEI Layoffs Undermining Corporate Pledges

The pledges and promises made after George Floyd’s murder in 2020 led to many companies expanding the talent footprint of their DEI offices. But as an article from Bloomberg Law notes, recent layoffs have seen many of those DEI hires, many of whom are people of color, laid off.

A February study from Revelio Labs shows that DEI roles have been cut at a higher rate than all others since July of 2022, particularly at tech companies where layoffs have made national headlines.

Attrition rates for DEI roles have been on the rise at companies that have laid off workers since late 2020 but have seen a stark increase over the last six months. Critics of the layoffs say that it shows how serious many companies were when they made the hires initially, the evidence coming in the layoffs now that DEI isn’t in the news each day and the topic isn’t trending on social media platforms as often.

Experts warn that regressing on DEI efforts and staff now sends a message to prospective talent and current employees that the company was never serious about DEI to begin with, damaging both their employer brand and employee morale.

“I think the most important thing employers must consider is the message they’re sending,” Jean Lee, President and CEO of the Minority Corporate Counsel Association, told Bloomberg. “That affects your brand and communication.”

3. ADP Report: US Private Sector Adds 242,000 Jobs in February with 7.2% YOY Pay Increase

Private sector employment increased by 242,000 jobs in February, and annual pay was up 7.2% year-over-year, according to the February ADP National Employment Report produced by ADP Research Institute in collaboration with Stanford Digital Economy Lab. (ADP is No. 14 on DiversityInc’s 2022 Top 50 Companies for Diversity list.)

The ADP National Employment Report uses anonymized payroll data from over 25 million US employees to provide a snapshot of the labor market, including monthly employment changes and weekly job data from the previous month. ADP’s pay measure tracks earnings of almost 10 million employees over a year.

Nela Richardson, chief economist of ADP, stated that “there is a tradeoff in the labor market right now. We’re seeing robust hiring, which is good for the economy and workers, but pay growth is still quite elevated. The modest slowdown in pay increases, on its own, is unlikely to drive down inflation rapidly in the near term.”

4. NLRB Rules Employers Cannot Require Laid-off Workers to Stay Silent About Severance Terms

The US National Labor Relations Board (NLRB) has overturned a ruling that previously allowed employers to demand that laid-off workers sign confidentiality agreements in exchange for severance pay. The 2020 ruling that made such clauses a binding part of severance agreements has now been invalidated, and companies can no longer stop departing workers from disclosing information about their employment or departure terms. In a 3-1 decision, the board found that such agreements deter employees from exercising their rights under the National Labor Relations Act (NLRA).

Although the ruling doesn’t apply to managers, independent contractors, public service employees or supervisors, it affects almost all private sector employers. While there may be workarounds for employers, such as including a disclaimer in agreements about Section 7 rights, business owners who have used non-disparagement agreements in the past are advised to work with counsel to modify the language to meet NLRB requirements.

It is uncertain whether the ruling will survive appeals or the possibility of a Republican administration in 2024 returning to previous Board precedent. Meanwhile, employers who attempt to enforce such provisions may be cited for unfair labor practice. The easiest solution for firms is to avoid including the clauses in the first place.

5. ‘Hush Trips’ on the Rise for Remote Workers

“Hush trips” are a new trend among remote workers, where employees take a vacation without telling their employer or colleagues and use the time to catch up on work. The practice has sparked a debate among experts, with some arguing that it can be a helpful way to reduce burnout and increase productivity, while others caution that it can be counterproductive and damage workplace trust.

Advocates of hush trips say that they provide a way for employees to take a break from the office while still being productive, without the pressure of having to be constantly available. They argue that by taking a few days off, workers can recharge and come back to work refreshed and more productive.

Critics, on the other hand, argue that hush trips can be counterproductive and lead to a breakdown in trust between employees and their employers. They say that by taking a vacation without telling anyone, employees risk damaging workplace relationships and undermining their own credibility.

Overall, the decision to take a hush trip is a personal one and depends on the individual’s work style and relationship with their employer. While it may be a helpful way to reduce burnout and increase productivity for some, it may not be appropriate or effective for everyone. It is important for employees to communicate with their employers about their needs and workloads, and to find a balance that works for both parties.

The concerns addressed by initiatives in the environmental and social areas, including developing sustainable operations and promoting gender and racial diversity in the workforce, don’t do much good without sound, ESG-focused corporate governance.

As pointed out by the Harvard Business Review, most of the policy debate around ESG surrounds the “E” and the “S.” That will likely change as more companies focus on transitioning to governance that focuses on the long-term and supports the environmental and social goals that drive ESG.

What is Corporate Governance?

For those who don’t deal everyday with investing or running a corporation, the term “corporate governance” might seem a bit of a mystery. At its core, the term refers to the policies and practices put into place by corporate leaders to guide how an organization operates.

In creating governance rules, company directors seek to balance the needs of the company’s stakeholders, a term referring to company shareholders, senior company executives, customers, suppliers, investors and government regulators.

In short, corporate governance gives everyone involved in making strategic decisions a road map to follow. It encompasses every area and initiative of a company, ranging from “action plans and internal controls to performance measurement and corporate disclosure,” according to Investopedia.

The Role of the “G” in ESG

ESG puts environmental, social and governance issues into the mix when assessing a company’s success and investment worthiness, while also developing quantifiable methods to measure the effectiveness of a business. The term has become shorthand for a new way of looking at running a business, with a focus on issues beyond the bottom line.

Those issues include sustainable wealth creation, DEI (diversity, equity, and inclusion), climate risk and renewable energy. However, making any of them happen requires changes in corporate governance.

In the context of ESG, the board of directors at a corporation must adjust how they set policies and practices for company operations. ESG calls for changing their outlook from an exclusive focus on profit to a broader consideration of environmental and social issues.

According to PwC, a a DiversityInc Hall of Fame company, there are a number of issues related to governance in the context of ESG.

• Diversity on company governing boards
• Executive compensation tied to a company’s success in environmental and social issues, not just short-term profits
• Oversight of board actions by an ESG-focused comptroller
• Building stakeholder trust by going beyond setting goals and moving into taking action

Examples of Transparency and Corporate Governance

Transparency is also important in corporate governance. For example, Accenture (No.1 on Diversity Inc.’s Top 50 Companies for Diversity list),  provides access to the company’s governance principles. A page on the company website not only provides information on these principles, but also provides links to detailed reports on policies and committee charters.

Abbott (No. 3 on DiversityInc’s Top 50 Companies for Diversity list), also includes a webpage with links to information about governance-related issues. For both Abbott and Accenture, as well as other companies that practice sound governance, the company’s political participation is also transparent.

One of the guiding principles listed for political participation by Abbott involves a commitment “to ethical behavior and transparency and is guided by our Code of Business Conduct in all our activities, including public policy engagement.” The Board of Directors also has established a Public Policy Committee that reviews an annual report on the company’s public policy activities, including advocacy priorities, political contributions, and lobbying.

Challenges to ESG-Focused Corporate Governance

Not all companies have taken the steps by PwC, Accenture and Abbott. HBR reports that many corporate board of directors still focus too much on governance rules that favor short-term gain rather than the patient, long-term focus needed in areas such as sustainability and diversity. This short-term focus can make it more difficult for companies to invest in ESG initiatives that may not provide immediate returns.

An ESG Global Study from the Harvard Law School Forum on Corporate Governance found that acceptance of ESG is growing worldwide, led by investors and businesses in Europe. However, they also found roadblocks to a more ESG-focused corporate governance.

Standardization. There is not yet a standardized framework for ESG reporting, making it challenging for investors and stakeholders to compare the performance of different companies.

Resistance to change. According to the study, this is particularly an issue in North America, where business leaders are more likely to see ESG policies as a burden rather than an opportunity.

Greenwashing. Fewer investors than before are concerned about greenwashing, which refers to companies that publicly commit to environmentally friendly practices but do not put them into action. However, this is still an issue that can cause some companies to hesitate in committing huge investments in ESG initiatives.

Competing technologies. Tech-driven solutions are available to help drive more effective ESG-focuses governance. However, a lack of standardization and the customized data sets needed for different areas of an operation (human resources as opposed to the accounting department, for example), has led to difficulties for some boards in determining the right course to take, according to people who spoke with Thomson Reuters.

Lack of ESG expertise: Because ESG is relatively new, some corporations still lack the internal expertise needed to effectively manage ESG initiatives, making it difficult to develop and implement strategies.

Regulatory challenges: The regulatory landscape for ESG is rapidly evolving, with changing requirements and standards.

The positive news is that more corporate leaders than ever see overcoming these challenges as necessary for businesses to remain successful in the future. Thomson Reuters reported that ESG efforts have become more driven by the values of company leaders rather than a need to comply with investor demands or regulations.

This change in attitude is driven partly by commitments by many governments worldwide to provide incentives for businesses to invest in “green” technologies. But experts also told Thomson Reuters that the change is the result of “a higher level of corporate executive understanding about real systemic issues that professionals from underrepresented backgrounds face within their work environments and outside of work.”

These changes point toward a future where corporate governance will take a more long-term approach and look beyond short-term gain, a shift that will greatly benefit ESG policies.

1. Eli Lilly Reduces Insulin Prices by 70%, Biden Urges Others to Follow

This week, Eli Lilly and Co. (No. 5 on DiversityInc’s 2022 Top 50 Companies for Diversity list) cut prices by 70% for its most commonly prescribed insulins and expanded its Insulin Value Program, which caps expenses paid out-of-pocket at $35 or less per month. 

This news comes on the heels of insulin being capped at $35 for those 65 and over who are on Medicare through the Inflation Reduction Act, which was announced toward the end of 2022. 

“While the current healthcare system provides access to insulin for most people with diabetes, it still does not provide affordable insulin for everyone and that needs to change,” David A. Ricks, Lilly’s Chair and CEO, said in a company statement. “The aggressive price cuts we’re announcing today should make a real difference for Americans with diabetes. Because these price cuts will take time for the insurance and pharmacy system to implement, we are taking the additional step to immediately cap out-of-pocket costs for patients who use Lilly insulin and are not covered by the recent Medicare Part D cap.”

On Wednesday, President Joe Biden called on other companies to follow in Lilly’s footsteps.

“I called on Congress – and manufacturers – to lower insulin prices for everyone else,” Biden said in a Twitter post. “Today, Eli Lilly is heeding my call. Others should follow.”

2. “Conscious Quitting” Emerges as a New Workplace Trend

In 2022 and so far in 2023, we’ve covered “quiet quitting,” “quiet firing” and “quiet hiring,” and yet again, another trend has emerged: “conscious quitting.”

Opposite to quiet quitting, which entails an employee mentally checking out and doing the bare minimum while still staying at an organization, conscious quitting is when an employee doesn’t see eye to eye with their organization’s values and quits as a result. 

Research from Net Positive Employment Barometer that surveyed over 4,000 workers in the U.S. and the U.K. shows that two thirds of employees don’t think their company’s efforts to address environmental and societal challenges aren’t enough and that many employees don’t feel as if the CEO and other top leaders of their company care about these things. 

“Nearly half of employees say they would consider resigning if the company’s values don’t align with their own, even in these difficult economic times,” the survey says. “A third of employees say they have already resigned for this reason.”

The number of people conscious quitting is particularly high for Millennials and Gen Z, according to Net Positive.

To avoid or prevent conscious quitting, the research suggests that companies should talk more about their objectives for improving people and the planet, communicate with employees and do a better job of empowering employees.

3. How “Mansplaining” Affects Women in the Workplace

A recent study from researchers at Michigan State University and Colorado State University found that men and women react differently to “mansplaining,” or explaining something in a condescending tone. 

Three studies were conducted by the university researchers to determine the effects of mansplaining, and in the first study, 128 participants were asked to participate in a hypothetical scenario where they were in charge of giving bonuses to deserving employees. The scenario was conducted in a meeting room with two actors, one of which was asked to mansplain the task at hand to the participants. 

The women in the study had negative reactions to the mansplainer who kept interrupting them and speaking to them in a condescending manner while the men in the group weren’t really phased by it. The mansplainer also made the women question their own competency in some instances. 

“We found some evidence of important contextual factors, specifically that competence-questioning behaviors occurred more often when women were junior or equal to (rather than senior to) the communicator in work status, and most often occurred in the presence of others and focused on work-related topics,” the researchers wrote.

When it comes to traumatic experiences at work, mansplaining could be seen as harassment, bullying or unfair treatment. To combat workplace trauma and help employees recover from it, employers need to recognize that it is a growing problem and create a company environment that has support structures for employees. 

READ: Tips for Working Through Workplace Trauma

Everyone should feel valued in the workplace, which is why it is important for managers to do their best to reduce mansplaining at work. 

“In terms of practical implications, managers might consider greater attention to when, where, and why competence-questioning behaviors occur,” the research states. “Discussions and training that focus on how to appropriately raise doubts about another’s actions or ideas and how to provide feedback can allow opportunities to discuss any gender links in enacting such behaviors, as well as give individuals the tools to ensure competent work occurs while providing psychological safety for others when raising critiques.

4. Growth in Remote Work Presents Regulatory Developments and Challenges

In 2020, many people were sent to work from home because of the COVID-19 pandemic, and for many companies, that work model became permanent or at least allowed for employees to work from home a portion of the time. 

According to the U.S. Census Bureau, the number of people working from home most of the time rose from 5.7% to 17.9% between 2019 and 2021. Many employers have got on board with having more employees work from home and some companies have gone completely remote because of the cost savings, which a recent tally showed could save employers up to $10,600 per employee, per year. 

While remote work has created more flexibility for employees, it has also led some to have a hard time separating work from their personal lives. And for employers, they don’t have control over the safety and stability of the environments their employees are working in. 

“These issues have prompted a surge in new regulatory developments aimed at making sure remote workers, home workers and teleworkers are protected under existing environmental, health and safety legislation and guidelines, and that employers are not running afoul of labor laws,” MIT Sloan Management Review wrote. 

With people working from home, some companies now have people working around the globe, which presents another challenge of complying with requirements of different jurisdictions and governments around the world. 

When creating work-from-home arrangements and strategies, Gallup suggests asking the following questions:

1. What do employees need to be successful in a remote work environment?
2. What tools and equipment are needed for employees to work from home?
3. What expectations do managers have for employees who work remotely and have those policies been explained so they understand their responsibilities?
4. What tools and training can be implemented to foster ongoing communication between managers and work-from-home employees?
5. What can you do as a manager to foster culture and belonging for remote workers?

5. Laverne Cox Discusses Trans Civil Rights With Time Magazine

Laverne Cox has made history as the first out transgender person to grace the cover of Time magazine. In her conversation with Time, she talks about the fight for civil rights for trans people. 

In 2013, Cox was the first out trans person to be nominated for a Primetime Emmy in the acting category for her role as Sophia in the Netflix show “Orange is the New Black.” And in 2023, she knew being the cover story for Time was an opportunity to represent the trans community.

While there are more openly transgender people in Hollywood and in the world now than in 2013, opinions about gender identity have also surfaced. 

“In 2023, we are at the height of the backlash against trans visibility. We have way more people who are educated about trans folks, but there’s also been a rigorous misinformation media machine,” Cox told the magazine. “The backlash is ferocious. It’s genocidal.”

Visit DiversityInc to read more about progress made around gender identity and the challenges that lie ahead. 

1. KPMG Launches Scholarship Tax Program for Underrepresented Students

KPMG (No. 11 on DiversityInc’s 2022 Top 50 Companies for Diversity list) announced a Tax Scholarship Program to help students from underrepresented communities get their master’s in tax/accounting from a higher education institution of their choice. 

In a recent survey from the company, C-level executives indicated they are seeing more people from underrepresented groups pursue accounting degrees. 

Recipients of the scholarship will receive $40,000 toward a master’s degree at their school of choice. They will also gain access to mentorship and coaching through the KPMG Tax Network and could be eligible for part-time internships with KPMG Tax while pursuing their degree. After graduation, graduates will begin their careers as full-time employees with KPMG Tax. 

“Creating a more diverse, equitable and inclusive workforce is mission critical,” said Greg Engel, Vice Chair, Tax, KPMG LLP. “Our Tax Scholarship Program is a perfect example of how KPMG is prioritizing tangible solutions that create more opportunities for diverse talent to enter and succeed in our profession. A more balanced workforce will lead to an improved culture and a more profitable business.”

2. Accenture CEO Appointed to Federal Reserve Bank of Atlanta’s Board of Directors

Accenture North America (No. 1 on DiversityInc’s 2022 Top 50 Companies for Diversity list) CEO Jimmy Etheredge has been appointed to the Federal Reserve Bank of Atlanta’s Board of Directors. He will fill a term that began on Jan. 25, 2023 and expires on Dec. 31, 2025 as a Class C Director. 

Etheredge is also a board member of the Metro Atlanta Chamber, the Global Apprenticeship Network and TechBridge. 

3. Long COVID and Asking for Workplace Accommodations

In some cases, long COVID can be considered a disability, according to the Americans with Disabilities Act, which has led some to seek accommodations within the workplace. And while between 7.7 million and 23 million people in the U.S. have long COVID, some have found it’s not easy to ask for workplace support. 

The effects of long COVID vary from person to person, but symptoms usually appear as fatigue that worsens with exertion, cognitive impairment, nervous system dysfunction and immune system issues. 

Felicia Nurmsen, a managing director at the National Organization on Disability, told The Wall Street Journal that people often wait too long to ask for workplace accommodations and then start having performance issues. Nurmsen herself has long COVID and said she turned to online support groups when figuring out accommodation needs for herself. 

“Employment attorneys and other disability experts say workers should consider their individual situation when deciding whether to disclose a disability and ask for accommodations,” WSJ wrote. “They can make a request orally or in writing, and who they contact first is also up to them. Some people might feel more comfortable talking to their manager directly, while others might believe their HR department will better understand ADA law.”

4. Former Mastercard CEO Nominated as World Bank President

Former Mastercard (No. 2 on DiversityInc’s 2022 Top 50 Companies for Diversity list) CEO Ajay Banga has been nominated by President Joe Biden to become President of the World Bank. He was nominated for his business experience in India, which is where he’s from, and for his efforts to deploy private funds to increase financial inclusion and help developing countries combat climate change. 

The World Bank is expected to replace its current President Dave Malpass in early May. 

In a statement, Biden said: “Ajay is uniquely equipped to lead the World Bank at this critical moment in history. Raised in India, Ajay has a unique perspective on the opportunities and challenges facing developing countries and how the World Bank can deliver on its ambitious agenda to reduce poverty and expand prosperity.”

5. The PhD Project Announced PAC-15 Advisory Council

The PhD Project this month announced a new advisory council called PAC-15. The council is made up of 15 people who will provide guidance to the organization as it considers new partnerships and programs and act as a “sounding board for The PhD Project as it executes its strategy,” according to a news release. 

The 15 committee members include three members from five discipline associations and “represents the diversity of The PhD Project’s membership by ethnicity/race and gender.”

“The business world is evolving, and The PhD Project must evolve with it to support the growing need to diversify the U.S. workforce,” Blane Ruschak, President of The PhD Project, said in a statement. “This group will help us keep a pulse on what our members need, share the trends they’re seeing in higher education, help craft our response to those trends and other societal events, and assist with any other issues they or we identify.”

1. Biden Signs Executive Order to Advance Racial Equity

Today, President Joe Biden signed an executive order called “Advancing Racial Equity and Support for Underserved Communities Through the Federal Government.”

According to a release from the Biden-Harris Administration, the order “emphasized the enormous human costs of systemic racism and persistent poverty, and provided a powerful and unprecedented mandate for all federal agencies to launch a whole-of-government approach to equity.”

While some progress has been made to help people of color and impoverished communities, there are still barriers in place that prevent people of color from equal opportunities. 

Read more about the executive order. 

The Biden Administration also released the federal government’s first-ever diversity and inclusion report. The 32-page report looks at “hiring and retention across agencies and gives a snapshot of the administration’s efforts to remove barriers for applicants from underrepresented communities,” according to Government Executive. 

2. FDA to Require Researchers to Increase Clinical Trial Diversity

The Food and Drug Administration (FDA) will soon require those who want approval for late-stage clinical trials to submit a plan outlining how they will increase diversity among those who participate in the trials. 

This plan was laid out in a bill signed by President Biden in December 2022 and has been applauded by many scientists. Clinical trials need to include more people of color to make medicine and treatment that is more effective for the population as a whole. 

To improve diversity in its oncology and Alzheimer’s studies, Eli Lilly and Co. (No. 5 on the 2022 DiversityInc Top 50 list) used a decentralized approach to trials. It also established a partnership with the Network for Excellence in Healthcare Innovation (NEHI) to form a Community Focused Research Organization (CFRO) focused solely on driving diversity in clinical trial participation, which was stood up with an initial $500,000 in seed funding. 

“Our clinical trial population must reflect the patient population the trial medicine may treat,” Kelly Copes Anderson, Global Head of DEI at Eli Lilly and Co., said. “We are constantly evolving our strategies to enhance diverse representation in our trials by establishing novel partnerships, identifying a diverse range of trial sites and investigators, expanding accessibility and convenience and raising awareness via digital outreach campaigns.”

Subscribe to Fair360 Enterprise to read the full article. 

3. Black Leaders Making Headway at S&P 100 Companies

When it comes to the leadership of S&P 100 companies, white men continue to make up the majority of leaders.

A study mentioned by USA Today showed that of the 533 executive officers named to positions such as CEOs, Chief Financial Officers and other high-paying roles, 7-in-10 were white men. And of those S&P 100 companies, 1-in-7 had executive teams in 2022 made up of only white men. Just 90 women were appointed to these roles while only 17 women of color were. 

While white men continue to occupy the majority of these roles, some S&P 100 companies are hiring more people of color as executive officers. In 2020, after the murder of George Floyd, 14 Black men were named to executive officer positions. And in 2022, 19 Black men were appointed to these roles. 

One example is Southern Company (No. 19 on DiversityInc’s 2022 Top 50 Companies for Diversity list). The organization announced in January that Chris Womack would succeed Thomas A. Fanning as CEO of the company on March 31, 2023. 

4. A Look at Diversity and Inclusion at Super Bowl LVII

While many people watch the Super Bowl for the game itself and the halftime show, many people also watch it for the commercials. And this year, Super Bowl LVII targeted older consumers by having a common theme of nostalgia. 

Companies often try to appeal to the younger generations and target their products toward Gen Z now, but advertisements for the 2023 Super Bowl seemed to be for Millennials, Gen X and even the Baby Boomers, and were light-hearted. 

An example of this was T Mobile’s 5G home internet ad, which featured John Travolta singing about home internet to the tune of “Summer Nights” from the movie “Grease,” which he starred in over 40 years ago. 

While the Super Bowl itself was diverse with both teams having Black quarterbacks, a performance from Rihanna and Black women serving as agents and assistant coaches, the ads themselves didn’t necessarily embrace diversity, equity and inclusion (DEI). The Gay & Lesbian Alliance Against Defamation (GLAAD) argued that Super Bowl advertisers did not invest in including LGBTQ+ people in the commercials, citing that only four ads out of the 51 that aired featured LGBTQ+ individuals. 

5. Should Companies Make Public Statements About Social Injustices?

After the killings of George Floyd, Breonna Taylor and Tyre Nichols to name a few, some companies have made public statements about social injustices to show support for racial equality and a commitment to form a better workplace culture in the last few years. 

While companies might have had good intentions when making these statements, SHRM reported that these statements have a negative impact. 

Boston-based DEI psychologist Lauran Star told SHRM that “research has repeatedly demonstrated there is little to no benefit for an organization taking a political stance on social movements and social injustices. In fact, data supports the idea that doing so can hurt an organization if done with the wrong focus.”

According to a 2020 study from the Columbia Business School, there was a significant decrease in the quality of work and productivity from employees at companies that made comments about social injustices. These statements also harmed relationships between employees, leading to poor business decisions and more conflict.

After attempting to pursue a relationship that didn’t work out, the pregnant, Black mother of two children had nowhere to stay. Fontes went to the county for help and her “home” became motels and shelters. 

Fontes vividly remembers the vouchers she received for motels in seedy areas. The shelter bathroom she was required to clean and share with a family of five. The mother with a teenage boy who was indifferent to cycling in and out of the shelter. 

“You’re trying to function in normal society, but you’re not normal in any way,” she says. “A lot of your food is donated. A lot of your clothes are donated. Some people don’t necessarily share the same desire to get out as you do.”

Racial Disparities in Homelessness

Race and homelessness are often intertwined. 

Over half a million people in the United States are homeless. Historically disadvantaged groups, including African Americans, Native Americans, Native Hawaiians and Pacific Islanders, experience homelessness at higher rates than whites. 

“To truly address this crisis in our country, we must acknowledge the disparities that exist and the fact that people of color are disproportionately impacted by homelessness and housing insecurity,” says Stephanie Ledesma, Vice President of Community Health Programs for Kaiser Permanente (a DiversityInc Hall of Fame company). 

While African Americans are 13% of the general population, they account for more than 40% of the unhoused population, with families making up a significant portion.

The reasons behind homelessness are multifaceted. Some people become homeless because of domestic violence or substance abuse issues. Lower incomes, less access to healthcare and higher unemployment and incarceration rates are among the factors contributing to higher rates of Black homelessness. The slowing economy, housing shortage and rising rents have worsened a bad situation.

A legacy of redlining and housing discrimination is also to blame, says Jennifer Friedenbach, Executive Director of the Coalition On Homelessness.

“African Americans have not had access to purchasing properties in areas where the real estate values have risen much higher,” she says. “They have not been able to accumulate wealth through that. Then there’s housing discrimination on the front end. People are seeking housing and landlords are discriminating against African Americans. Homelessness is where you see the visible effects of continued racist policies in the city and across the country.”

READ: The Role of Credit in the Black Homeownership Gap

Corporate Social Responsibility and Homelessness

Corporate social responsibility (CSR), which can address societal issues like homelessness, is a win-win for employers and employees. 

Research from the MIT Sloan School of Management found that not only does CSR help attract talent and boost employee morale in the workplace, but it can also lead to greater productivity and profits. Fifty-eight percent of organizations with a strong and a clear sense of purpose experienced 10% or more growth during the last three years, according to a study sponsored by EY, a (DiversityInc Hall of Fame) company. 

CSR has become a critical issue for workers, especially Millennials, the largest generation in the workforce. One study found that 83% of Millennials would be more loyal to a company that helps them contribute to social and environmental issues and 64% won’t take a job if their employee doesn’t have a strong CSR policy. Workers want to be involved in their company’s CSR initiatives and for its mission and values to align with their own. Companies are responding by encouraging volunteerism and some are paying workers for their time.

When viewing corporate philanthropy through this lens, it should come as no surprise that the percentage of total giving directed to community and economic development among the DiversityInc Top 50 Companies for Diversity has increased over the past three years.

Keith Brown, Director of Community Impact at Randstad (No. 21 on DiversityInc’s 2022 Top 50 companies for Diversity list) views social responsibility as a trifecta.  

“How do we engage around creating profits so we have a quality product or service that we provide and we’re doing it through our skilling efforts?” he asks. “How do we create an opportunity to support our communities so we can mitigate your crime and create good citizenship and a neighborly perspective? Then how do we create an ecosystem to ensure that the environment supports all that we’re doing and that these communities are thriving?”

Tackling the complex issue of homelessness requires a coordinated approach beginning with communities and continuing with strategies like government and corporate involvement. 

“One way is one-time funding towards the capital purchase of buildings and then trying to match that with ongoing government support,” says Friedenbach. “Another way is working with local organizations and hiring. Make sure they’re reaching out to employment organizations whose clients are Black and brown community members disparately impacted by poverty and homelessness and ensuring jobs within their companies.”

Homelessness often creates new health problems and exacerbates existing ones. Cleveland Clinic (No. 2) and Jefferson Health (No. 8 on DiversityInc’s 2022 Top Hospitals and Health Systems list) have launched initiatives that provide healthcare and social services to patients experiencing homelessness.

But despite the support of healthcare providers, no amount of healthcare can substitute for stable housing.

The National Low-Income Housing Coalition says almost 7 million more affordable housing units are needed nationwide for extremely low-income families. Corporate efforts can include partnering with local organizations or investing in affordable housing to improve outcomes for the homeless. That’s what companies like TD Bank (No. 13) and U.S. Bank (No. 17 on DiversityInc’s 2022 Top 50 companies for Diversity list) have done. 

“It’s almost impossible to stabilize economically while you continue to live on the streets,” says Friedenbach. “It’s difficult to hold on to identification and it’s difficult to get enough sleep to be able to successfully compete in the job market.”

Corporate tax increases on businesses in California have also been cited as one way to help solve the homelessness crisis.

“Often, it’s left to the municipal governments who don’t have the existing tax base and have to pass measures to get revenue to pay for housing, treatment and other things that the federal government has neglected,” says Friedenbach. “A lot of the corporate community opposes those measures very vigorously and it makes it difficult to generate revenue through taxation. Companies need to rethink what it means to be a good corporate community member and support efforts that are moving toward ending homelessness.”

READ: Socially Conscious Profits Turn Steady Profits 

Homeless Prevention Initiatives in Action 

Kaiser Permanente says it’s in its DNA to invest in the health of the communities it serves. The nonprofit healthcare provider addresses homelessness by investing in affordable housing, strategic partnerships and shaping policy. 

Kaiser Permanente has committed $400 million to the Thriving Communities impact investment fund, which will help create or preserve 30,000 affordable housing units by 2030. Since March 2022, the company has also contributed a total of $3.4 million to 21 crucial medical respite care programs to provide up to 15,000 individuals experiencing homelessness with a safe place to recover from illness. 

“We want to support systems change through our investments and efforts in our communities,” says Ledesma. “We want to challenge assumptions within affordable housing and community development investing, contribute broadly to programs that provide for disruption and innovations and create attainable solutions to entrenched problems.”

Seven years ago, Randstad founded Hire Hope. The program provides career-readiness training and job-placement services for women who are victims of human trafficking, domestic violence and homelessness. Hire Hope is only available in the Atlanta area, but Randstad is expanding the effort to other markets.

“In the U.S. alone, racial minorities experience homelessness at a higher rate than the white population,” says Brown. “How do we engage racial minority populations so they can be skilled in a thoughtful, streamlined way that aligns with our client ecosystem? We will have a much more dynamic workforce that is loyal to our client ecosystem, as well as loyal to being great community and corporate citizens.”

READ: Advancing Health Equity Through Community Partnerships

From Homelessness to Housing

When Fontes was homeless, she was determined to improve her children’s lives. 

After 500 employment applications and numerous bus trips from the shelter to interviews, she eventually secured a job and moved into transitional housing. After that, Fontes and her kids lived in a home donated by a local church for a year. 

“When I was going through my journey, I didn’t focus on the fear,” she says. “I stayed focused on – this is the next step that I need to get to. Through that, opportunities opened up and I was able to navigate.”

Fontes is thankful for the private landlord that rented her an apartment, despite having poor credit. She benefited from WANDA, a program that taught her and other single mothers about financial literacy. WANDA is supported by sponsors and partners, including Capital One (No. 22 on DiversityInc’s 2022 Top 50 companies for Diversity list). The program connected her with a mentor who encouraged her to set goals. 

Fontes survived homelessness and is now a business owner that helps companies evolve or transform their culture. She is married with six kids. While her husband was recently laid off, she believes her family’s better equipped to deal with economic uncertainty. 

“I tried to pursue this entrepreneurial journey and it’s not as secure and there is a lot of risk with what I’m doing right now,” she says. “We worry a bit, but I have better tools to help me.”

Nevertheless, Fontes admits that the feeling of living on the edge of homelessness never leaves those who were once unhoused. 

“Even though you get out of the situation you’re in, it’s the mindset you have to rewire,” says Fontes. “It’s that fear of, oh my gosh, if I lose my job or get laid off, I’m gonna go back into this system because our society isn’t set up unless you have a lot of reserves. It’s not set up to help people maintain levels of housing.”