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1 | Census data: US is diversifying, white population shrinking | No racial or ethnic group dominates for those under age 18, and white people declined in numbers for the first time on record in the overall U. S. population as the Hispanic and Asian populations boomed this past decade, according to the 2020 census data.
The figures released Thursday by the U. S. Census Bureau offered the most detailed portrait yet of how the country has changed since 2010 and will also be instrumental in redrawing the nation’s political maps.
The numbers are sure to set off an intense partisan battle over representation at a time of deep national division and fights over voting rights. The numbers could help determine control of the House in the 2022 elections and provide an electoral edge for years to come.
The data also will shape how $1. 5 trillion in annual federal spending is distributed.
The data offered a mirror not only into the demographic changes of the past decade, but also a glimpse of the future. To that end, they showed there is now no majority racial or ethnic group for people younger than 18, as the share of non Hispanic whites in the age group dropped from 53. 5% to 47. 3% over the decade.
The share of children in the U. S. declined because of falling birth rates, while the share of adults grew, driven by aging baby boomers. Adults over 18 made up more than three quarters of the population in 2020, or 258. 3 million people, an increase of more than 10% from 2010. However, the population of children under age 18 dropped from 74. 2 million in 2010 to 73. 1 million in 2020.
“If not for Hispanics, Asians, people of two or more races, those are the only groups underage that are growing,” said William Frey, a senior fellow at Brookings’ Metropolitan Policy Program. “A lot of these young minorities are important for our future growth, not only for the child population but for our future labor force. ”
The Asian and Hispanic populations burgeoned from 2010 to 2020, respectively increasing by around a third and almost a quarter over the decade. The Asian population reached 24 million people in 2020, and the Hispanic population hit 62. 1 million people. The Hispanic boom accounted for almost half of the overall U. S. population growth, which was the slowest since the Great Depression. By comparison, the non Hispanic growth rate over the decade was 4. 3%. The Hispanic share of the U. S. population grew to 18. 7% of the U. S. population, up from 16. 3% in 2010.
“The 2020 Census confirmed what we have known for years the future of the country is Latino,” said Arturo Vargas, CEO of the National Association of Latino Elected and Appointed Officials Educational Fund.
The share of the white population fell from 63. 7% in 2010 to 57. 8% in 2020, the lowest on record, driven by falling birthrates among white women compared with Hispanic and Asian women. The number of non Hispanic white people shrank from 196 million in 2010 to 191 million.
White people continue to be the most prevalent racial or ethnic group, though that changed in California, where Hispanics became the largest racial or ethnic group, growing from 37. 6% to 39. 4% over the decade, while the share of white people dropped from 40. 1% to 34. 7%. California, the nation’s most populous state, joined Hawaii, New Mexico and the District of Columbia as a place where non Hispanic white people are no longer the dominant group.
“The U. S. population is much more multiracial and much more racially and ethnically diverse than what we have measured in the past,” said Nicholas Jones, a Census Bureau official.
Some demographers cautioned that the white population was not shrinking as much as shifting to multiracial identities. The number of people who identified as belonging to two or more races more than tripled from 9 million people in 2010 to 33. 8 million in 2020. They now account for 10% of the U. S. population. | 2 | https://apnews.com/article/race-and-ethnicity-census-2020-7264a653037e38df7ba67d3a324fc90d | false | 156 |
2 | Workplace Diversity and Inclusion Gets Innovative | wont be long before U. S. minorities are not in the minority anymore. Due to projected growth among Asian, Hispanic and multiracial groups, traditionally underrepresented populations will hit majority status by 2044, according to the Census Bureau.
Smart companies reflect that reality in the collective makeup of their employees. Their leaders understand that yesterdays workforce cant lead them into tomorrow. We see diversity and inclusion as a business imperative, says Wanda Hope, chief diversity officer at Johnson & Johnson in New York City.
That sentiment is shared by leaders at AT&T, where 42 percent of employees are people of color. It makes good business sense to have an employee base that looks like our customer base, says Cynthia Marshall, senior vice president of human resources and chief diversity officer at the Dallas based company. To truly serve the populations we want to serve, we need diverse groups of employees, suppliers and vendors. AT&T attracts a diverse pipeline of applicants by partnering with universities to help prepare minority students for work; it also supports underrepresented employees through mentorships and employee resource groups.
?The business case for attracting a wider range of employees will only get stronger as the country grows more diverse. If youre not good at attracting and retaining women and people of color, youre competing for an increasingly smaller portion of talent, says Joe Gerstandt, a diversity consultant based in Omaha, Neb. And thats a fundamentally flawed strategy. But diversity is not just about mirroring the countrys demographics. Its also about innovation and performance. Companies that exhibit gender and ethnic diversity are, respectively, 15 percent and 35 percent more likely to outperform those that dont, according to global management consulting firm McKinsey & Co. And research indicates that organizations with more racial and gender diversity bring in more sales revenue, more customers and higher profits.
Diversity also matters at the top: McKinsey found that companies in the top quartile of executive board diversity had returns on equity that were 53 percent higher than those in the bottom quartile. Moreover, organizations with more female executives are more profitable, according to a 2016 analysis of more than 20,000 firms in 91 countries.
Attracting, retaining and developing diverse professionals stirs innovation and drives growth, says Mike Dillon, chief diversity and inclusion officer for PwC in San Francisco.
That statement is backed by decades of sociological and economic research, and there are myriad reasons it holds true. In part its because people with different backgrounds and perspectives bring different information to the table. Members of diverse teams cant take for granted that their teammates think the same way they do. That leads them to question their own assumptions and anticipate alternate viewpoints. The result? More creative ideas and solutions.
Which is exactly what a company like Johnson & Johnson needs. Because we are an innovation company, we need a global workforce that not only represents our customers and patients but also constantly brings in new insights, says Peter Fasolo, chief human resources officer. At Johnson & Johnson, the hiring and promotion of diverse employees is factored into the determination of managers annual bonuses. | 2 | https://www.shrm.org/hr-today/news/hr-magazine/0217/Pages/Disrupting-Diversity-In-The-Workplace.aspx | true | null |
404 | Future immigration will change the face of America by 2065 | A snapshot of the United States in 2065 would show a nation that has 117 million more people than today, with no racial or ethnic majority group taking the place of today’s white majority, according to new Pew Research Center projections. About one in three Americans would be an immigrant or have immigrant parents, compared with one in four today.
Share of Immigrants and Their Children on the Rise
These projections show that new immigrants and their descendants will drive most U. S. population growth in the coming 50 years, as they have for the past half century. Among the projected 441 million Americans in 2065, 78 million will be immigrants and 81 million will be people born in the U. S. to immigrant parents.
The projected changes in population makeup could have implications in a variety of realms, changing the face of the electorate, raising the education levels among the foreign born population and altering the nation’s birth patterns.
By 2065, No Racial or Ethnic Group Will Be a Majority
Non Hispanic whites will remain the largest racial or ethnic group in the overall population but will become less than a majority, the projections show. Currently 62% of the population, they will make up 46% of it in 2065. Hispanics will be 24% of the population , Asians will be 14% and blacks will be 13% .
The U. S. electorate already is more diverse than ever, and the projected demographic changes would produce a rising share of non white potential voters. One important factor is the rising age of the second generation – people born in the U. S. to at least one immigrant parent. Currently, a large share is not yet eligible to vote. This group’s median age is 19, meaning half are younger and half are older. But by 2065, their median age will be 36, according to the new projections.
The projected rise of Asians as the nation’s largest immigrant group has its own implications, among them potentially increased education levels. Among immigrants who arrived within the past five years, Asians already outnumber Hispanics, in part because of a sharp recent drop in immigration from Mexico. This slowed Hispanic immigration also will have a longer term impact: In 2065, Asians will outnumber Hispanics among all immigrants – 38% to 31%.
The increased share of Asian immigrants among all immigrants means that education levels of the foreign born population could rise sharply, because Asian immigrants tend to be better educated. Among recent immigrants from Asia, for example, 57% have completed college, compared with 13% for recent Mexican immigrants and 28% for immigrants from other Central or South American nations. | 2 | https://www.pewresearch.org/fact-tank/2015/10/05/future-immigration-will-change-the-face-of-america-by-2065/ | true | null |
410 | Early Benchmarks Show ‘Post-Millennials’ on Track to Be Most Diverse, Best-Educated Generation Yet | As a new generation of Americans begins to take shape and move toward adulthood, there is mounting interest in their attitudes, behaviors and lifestyle. But how will this generation change the demographic fabric of the United States? A new Pew Research Center analysis of Census Bureau data finds that the “post Millennial” generation is already the most racially and ethnically diverse generation, as a bare majority of 6 to 21 year olds are non Hispanic whites. And while most are still pursuing their K 12 education, the oldest post Millennials are enrolling in college at a significantly higher rate than Millennials were at a comparable age. The parents of post Millennials are more well educated than the parents of Millennials and those of previous generations, and this pattern most likely contributes to the relative affluence of the households in which post Millennials live. More than four in ten post Millennials are living with at least one parent who has a bachelor’s degree or more education. Roughly a third of Millennials in 2002 had a parent with this level of education. The high school dropout rate for the oldest post Millennials is significantly lower than that of similarly aged Millennials in 2002. And among those who were no longer in high school in 2017, 59% were enrolled in college – higher than the enrollment rate for 18 to 20 year old Millennials in 2002 and Gen Xers in 1986 . The changing patterns in educational attainment are driven in part by the shifting origins of young Hispanics. Post Millennial Hispanics are less likely than Millennial Hispanics to be immigrants – 12% of post Millennial Hispanics were born outside the U. S. , compared with 24% of Millennial Hispanics in 2002. Previous research has shown that second generation Hispanic youth tend to go further in school than foreign born Hispanic youth. That is borne out in this analysis, as 61% of second generation Hispanics ages 18 to 20 who were no longer in high school were enrolled in college in 2017, compared with 40% of their foreign born counterparts. Overall, the share of post Millennial Hispanics enrolled in college is significantly higher than the rate for Millennials in 2002 . 1
More broadly, the post Millennial generation is being shaped by changing immigration patterns. Immigration flows into the U. S. peaked in 2005, when the leading edge of the post Millennial generation was age 8 or younger. The onset of the Great Recession and the large decline in employment led to fewer immigrants coming to the United States, including immigrant children. As a result, the post Millennial generation has fewer foreign born youth among its ranks than the Millennial generation did in 2002 and a significantly higher number who were born in the U. S. to immigrant parents, though this may change depending on future immigration flows. | 2 | https://www.pewresearch.org/social-trends/2018/11/15/early-benchmarks-show-post-millennials-on-track-to-be-most-diverse-best-educated-generation-yet/ | true | null |
412 | Millennials overtake Baby Boomers as America’s largest generation | Millennials have surpassed Baby Boomers as the nation’s largest living adult generation, according to population estimates from the U. S. Census Bureau. As of July 1, 2019 , Millennials, whom we define as ages 23 to 38 in 2019, numbered 72. 1 million, and Boomers numbered 71. 6 million. Generation X numbered 65. 2 million and is projected to pass the Boomers in population by 2028. The Millennial generation continues to grow as young immigrants expand its ranks. Boomers – whose generation was defined by the boom in U. S. births following World War II – are aging and their numbers shrinking in size as the number of deaths among them exceeds the number of older immigrants arriving in the country. Population figures for 2019 and earlier years are based on Census Bureau population estimates . Population sizes for 2020 to 2050 are based on Census Bureau population projections released in 2017 . Live births by year are published by the National Vital Statistics System of the National Center for Health Statistics. This post was originally published on Jan. 16, 2015, under the title “This year, Millennials will overtake Baby Boomers. ” It was updated April 25, 2016, to reflect the changing population, under the headline “Millennials overtake Baby Boomers as America’s largest generation” This reflected the Center’s definition of Millennials at the time . A third revision published March 1, 2018, reflected the Center’s newly revised definition, under which Millennial births end in 1996. Under that new definition, the Millennial population was smaller than that of Boomers, resulting in the headline “Millennials projected to overtake Baby Boomers as America’s largest generation. ” | 2 | https://www.pewresearch.org/fact-tank/2020/04/28/millennials-overtake-baby-boomers-as-americas-largest-generation/ | true | null |
414 | Meet the US workforce of the future: Older, more diverse, and more educated
Deloitte Review, issue 21 | ARE you a US based organization searching for tomorrow’s workers? Look around your workplace. The oldest Millennials are just 37, and will likely keep working for several decades. 1 The demographic changes that determine many of the key characteristics of the workforce happen slowly. But they happen. Over time, those demographic shifts can compound to make a big difference. It’s a difference we can already see.
The main long term changes in the workforce are, in fact, not new; employers have been adjusting to them for decades. Yet they can have real implications for how organizations approach everything, from workforce planning to diversity initiatives. They are:
The US workforce is aging, and it will continue to age. That’s partly because of low birth rates but it’s also because people more often continue to work even as they get older. If 70 is the new 50, we shouldn’t be surprised to find more 70 year olds working. That’s already been happening, and it is expected to happen even more in the future.
The US workforce is becoming more diverse. Changing immigration patterns and the entrance of more women into the labor force started this process in the 1960s, and it will likely continue. If current trends continue, tomorrow’s workforce will be even more diverse than today’s by gender, by ethnicity, by culture, by religion, by sexual preference and identification, and perhaps by other characteristics we don’t even know about right now.
Americans continue to become more educated. Like all demographic processes, the slow rate of the change may make it less than obvious to employers who are coping with fast change in production technologies. But more and more young people are going to college, and many workers are increasingly trying to improve their educational background mid career.
One could say that tomorrow’s workers will be much like today’s but more so. And the challenges and benefits of an aging, diverse, and educated workforce, many of which are already evident, will likely only grow in the future.
Changing population, changing workforce
With Millennials who represent the largest labor market share of any single generation holding center stage, and Generation Z now entering from the wings, one might think that the US workforce of the future will be increasingly tilted toward younger workers. 2 However, on the whole, projections suggest that America’s future workforce will be older than the current workforce, just as it is expected to be increasingly female and more racially and ethnically diverse.
This age shift in the workforce mainly results from increased population and labor force participation among older age cohorts, combined with declining population and labor force participation of the youngest cohort. As shown in table 1, the three oldest cohorts are projected to increase their labor force participation rates through 2024, just as they have over the prior 20 year period. The labor force participation rate of the large middle section of the labor force, 25 to 54, is expected to rebound slightly, after 20 years of decline. The labor force participation of the youngest cohort, 16 to 24, is expected to continue trending down, as more young people stay in school longer, as we discuss later. When the projected labor force participation rates of each cohort are multiplied by the cohort’s population size, the overall picture, shown in the last row of table 1, indicates a continued decline in the participation rate. | 2 | https://www2.deloitte.com/us/en/insights/deloitte-review/issue-21/meet-the-us-workforce-of-the-future.html | true | null |
415 | Women in Tech Statistics Show the Industry Has a Long Way to Go | Let’s face it, tech still has an issue with gender diversity. The tech sector sadly lags behind the rest of the job market when it comes to hiring women. As the percentage of employed women across all job sectors in the US has grown to 47%, the five largest tech companies on the planet only have a workforce of about 34. 4% women. While controversial technologies or flashy CEOs get most of the negative airtime, it’s the lack of women in the tech industry that seems to be the largest problem looming overhead. Why are many women not able to get into a managerial or technical role? One answer could be “the broken rung. ” Women currently remain highly underrepresented in software engineering and computer science related jobs . In fact, women software engineer hires have only increased 2% over the last 21 years. Instead of talking about “glass ceilings,” we should acknowledge that women have a much larger barrier at being hired for technical entry level positions. This “broken rung” in the career ladder already puts women at a disadvantage, which leads tech companies into a cycle of hiring employees with the same gender and race . It unfortunately gets even more discouraging for women of color in the workplace. Though Asian women, black women and Latinas report the desire to be promoted more than white men or women, they’re still often promoted less. The “broken rung” is even more broken for women of color, who only make up 18% of entry level positions, as opposed to 30% of white women and 35% of white men. We have a tough road ahead towards creating gender and racial equality in the tech workplace. “[Gender inequality] should shame us all in the 21st century because it is not only unacceptable, it is stupid” UN Chief Antonio Guterres. Covid 19 has challenged just about every notion of life, so how about women in technology? First, it’s reported that 57% of women have felt burned out from the mandatory work from home caused by the pandemic. This burnout, from struggling to balance being both a working professional and a functioning parent, is leading to a mass exodus of women from the workforce. In 2020 alone, 1. 2 million parents exited the workforce with a staggering three quarters of those people being women. A large portion of those who have stayed in the workforce are reporting that being behind screens has caused a regression of gender parity that was pacing in the right direction pre pandemic. The pandemic has challenged everyone, but it seems to have hit working mothers in tech especially hard. | 1 | https://builtin.com/women-tech/women-in-tech-workplace-statistics | false | null |
416 | Gender discrimination comes in many forms for today’s working women | About four in ten working women in the United States say they have faced discrimination on the job because of their gender. They report a broad array of personal experiences, ranging from earning less than male counterparts for doing the same job to being passed over for important assignments, according to a new analysis of Pew Research Center survey data.
The survey – conducted in the summer before a recent wave of sexual misconduct allegations against prominent men in politics, the media and other industries – found that, among employed adults, women are about twice as likely as men to say they have experienced at least one of eight specific forms of gender discrimination at work.
One of the biggest gender gaps is in the area of income: One in four working women say they have earned less than a man who was doing the same job; one in twenty working men say they have earned less than a female peer.
Women are roughly four times as likely as men to say they have been treated as if they were not competent because of their gender , and they are about three times as likely as men to say they have experienced repeated small slights at work because of their gender .
There are significant gaps on other items as well. While 15% of working women say they have received less support from senior leaders than a man who was doing the same job, only 7% of working men report having a similar experience. One in ten working women say they have been passed over for the most important assignments because of their gender, compared with 5% of men.
The survey, which was conducted July 11 Aug. 10, 2017, with a nationally representative sample of 4,914 adults , also asked about sexual harassment in a separate question. It found that while similar shares of women and men say sexual harassment is at least a small problem in their workplace , women are about three times as likely as men to have experienced it personally while at work .
In more recent surveys conducted by other organizations, the share of women reporting personal experiences with sexual harassment has fluctuated, depending in part on how the question was asked. In an ABC News/Washington Post survey conducted Oct. 12 15, for example, 54% of women said they have received unwanted sexual advances from a man that they felt were inappropriate whether or not those advances were work related; 30% said this had happened to them at work. In an NPR/PBS NewsHour/Marist poll conducted Nov. 13 15, 35% of women said they have personally experienced sexual harassment or abuse from someone in the workplace.
The Center’s survey asked about sexual harassment specific to the workplace. The survey was conducted as part of a broader forthcoming study on women and minorities in science, technology, engineering and math fields. | 1 | https://www.pewresearch.org/fact-tank/2017/12/14/gender-discrimination-comes-in-many-forms-for-todays-working-women/ | false | null |
417 | What Is Gender Bias in the Workplace? | Bias is prevalent in every aspect of our lives. Our brains are hardwired to categorize things we encounter in order to make sense of the complicated world around us. However, biases can cause us to form prejudices against others, which allows for egregious inequalities to form between different demographics. While bias comes in many forms, this article focuses on gender bias and its role within the workplace. Well cover what it is, where and when it happens, along with 13 ways you can reduce gender bias and ultimately build a more diverse and inclusive workplace. It should be noted that while there is a spectrum of gender identities, due to constraints within existing literature we’ll focus on the gender binaries ? male and female. Feel free to click the links below to skip ahead. An in depth analysis of diversity, equity, and inclusion in the technology industry. Table of ContentsGender bias is the tendency to prefer one gender over another. | 1 | https://builtin.com/diversity-inclusion/gender-bias-in-the-workplace | false | null |
418 | How stereotypes impair women’s careers in science | Does discrimination contribute to the low percentage of women in mathematics and science careers? We designed an experiment to isolate discrimination’s potential effect. Without provision of information about candidates other than their appearance, men are twice more likely to be hired for a mathematical task than women. If ability is self reported, women still are discriminated against, because employers do not fully account for men’s tendency to boast about performance. Providing full information about candidates’ past performance reduces discrimination but does not eliminate it. We show that implicit stereotypes predict not only the initial bias in beliefs but also the suboptimal updating of gender related expectations when performance related information comes from the subjects themselves.
Abstract
Women outnumber men in undergraduate enrollments, but they are much less likely than men to major in mathematics or science or to choose a profession in these fields. This outcome often is attributed to the effects of negative sex based stereotypes. We studied the effect of such stereotypes in an experimental market, where subjects were hired to perform an arithmetic task that, on average, both genders perform equally well. We find that without any information other than a candidate’s appearance , both male and female subjects are twice more likely to hire a man than a woman. The discrimination survives if performance on the arithmetic task is self reported, because men tend to boast about their performance, whereas women generally underreport it. The discrimination is reduced, but not eliminated, by providing full information about previous performance on the task. By using the Implicit Association Test, we show that implicit stereotypes are responsible for the initial average bias in sex related beliefs and for a bias in updating expectations when performance information is self reported. That is, employers biased against women are less likely to take into account the fact that men, on average, boast more than women about their future performance, leading to suboptimal hiring choices that remain biased in favor of men. | 1 | https://www.pnas.org/content/early/2014/03/05/1314788111 | false | null |
419 | The female CEOs on this year’s Fortune 500 just broke three all-time records | In 2021, the number of women running businesses on the Fortune 500 hit an all time record: 41. But thats not all. For the first time two Black women are running Fortune 500 businesses . And another executive is making history at the helm of the highest ranking business ever run by a female CEO .
These three milestones together amount to an exceptional year for the leadership of the Fortune 500, which ranks Americas largest companies. The 67 year old list has long been seen as a microcosm of U. S. business at large. For that reason, the number of female chief executives on the ranking is a closely watched statistic among those who track gender diversity in boardrooms and C suites across the country.
While these achievements are notable, theyre only part of the story. Having a total of 41 women chief executives amounts to female leadership for just 8. 1% of the Fortune 500. Says Lorraine Hariton, CEO of the gender equality organization Catalyst, We need to tell the optimistic but not exuberant story around whats happening for women.
A watershed moment
The number of women running Fortune 500 companies is influenced by several factors, including executive leadership changes and companies either growing large enough to make the list, or shrinking to fall off it. So while the ever vacillating number is not a scientific assessment of the state of women in American business, it does provide a useful snapshot. That snapshot had a watershed moment this year, when former Aetna president Karen Lynch took over as the CEO of CVS Health in February . With CVS ranked No. 4 on this years list, the $268 billion retail pharmacy turned health care giant is now the largest company ever to be run by a female chief executive. That distinction was previously held by General Motors in 2014, when the automaker, led by CEO Mary Barra at the time and now ranked No. 22, was listed at No. 6. | 1 | https://fortune.com/2021/06/02/female-ceos-fortune-500-2021-women-ceo-list-roz-brewer-walgreens-karen-lynch-cvs-thasunda-brown-duckett-tiaa/ | true | null |
420 | Percentage of the U.S. population with a college degree, by gender 1940-2020 | In an impressive increase from years past, 38. 3 percent of women in the United States had completed four years or more of college in 2020. This figure is up from 3. 8 percent of women in 1940. A significant increase can also be seen in males, with 36. 7 percent of the U. S. male population having completed four years or more of college in 2020, up from 5. 5 percent in 1940.
4 and 2 year colleges
In the United States, college students are able to choose between attending a 2 year postsecondary program and a 4 year postsecondary program. Generally, attending a 2 year program results in an Associate’s Degree, and 4 year programs result in a Bachelor’s Degree.
Many 2 year programs are designed so that attendees can transfer to a college or university offering a 4 year program upon completing their Associate’s. Completion of a 4 year program is the generally accepted standard for entry level positions when looking for a job.
Earnings after college
Factors such as gender, degree achieved, and the level of postsecondary education can have an impact on employment and earnings later in life. Some Bachelor’s degrees continue to attract more male students than female, particularly in STEM fields, while liberal arts degrees such as education, languages and literatures, and communication tend to see higher female attendance.
All of these factors have an impact on earnings after college, and despite nearly the same rate of attendance within the American population between males and females, men with a Bachelor’s Degree continue to have higher weekly earnings on average than their female counterparts. | 1 | https://www.statista.com/statistics/184272/educational-attainment-of-college-diploma-or-higher-by-gender/ | true | null |
421 | Employee Resource Groups Are Essential. But Is Yours Effective? | Michael Harris, senior manager in delivery management at Avanade, has worked at the global professional services and IT consultancy for 11 years. Harris, who is Black, joined three of Avanade’s employee networks internal groups for employees who identify as members or allies of a certain demographic. Harris allied with Adelante, for Latinx employees; Prism, for LGBTQ+ employees; and the women’s network. He didn’t join the network for Black employees because one did not exist. “I never really had an opportunity to connect with people who look like me,” Harris said. In February of 2014, he met with Avanade’s lead for inclusion and diversity and shared his vision for a network for Black employees. In May of 2019, Harris and 50 other Avanade employees unveiled INSPIRE. Today, INSPIRE has 400 Black members and allies who connect and host events, including a June 2020 celebration of Juneteenth, which marks the day the last enslaved people in the United States learned of the Emancipation Proclamation. Membership in employee networks, also known as employee resource groups or affinity groups, connects employees with like minded people throughout their organization and builds solid career skills, too. Starting INSPIRE, for instance, helped Harris sharpen skills such as taking meeting minutes, presenting to large audiences and organizing events. Professional development is one reason Seattle based Avanade began setting up employee networks in 2013. The Latinx network hosts a quarterly Latinx Leader panel, where senior leaders share their paths and offer advice to attendees, said Hallam Sargeant, chief inclusion and diversity officer. Mentoring is a big part of the networks, “because we know that finding a mentor who shares your background and lived experiences is rare and extremely impactful,” Sargeant said. The networks also give employees from underrepresented groups a chance to gain visibility and leadership development opportunities. Instead of employee resource groups, Chicago based fintech company M1 Finance established task forces. “ERGs sometimes don’t make tangible differences,” said Maria Selvaggio, vice president of people at M1. “We wanted people to see the effects of what they are doing. ” The company employs 200 people, 164 of whom are members of at least one task force. In a recent office poll, 80 percent of employees called their task force involvement the most important or a very important aspect of their work at M1, Selvaggio said. | 1 | https://builtin.com/diversity-inclusion/employee-resource-groups | true | null |
422 | How These Tech Companies Get More Women Into Leadership | Ask Robin Ducot the secret to her success in becoming a CTO, and her reply? She didn’t know better. “My dad was an engineer, and my mom ran a research team at MIT involving distributed systems. I also went to a high school that offered programming long before it was commonplace,” Ducot told Built In. “Not only did I start programming when I was a kid, I had a strong female technical role model so I just never knew I wasn’t supposed to do this kind of job. ”Ducot, a high ranking tech executive at San Mateo, California based AI company Momentive, formerly known as SurveyMonkey, is part of an executive group where half of her company’s senior vice presidents and C level executives are women in leadership roles a rarity among the male dominated tech industry. “When people used to ask Ruth Bader Ginsburg how many women would be enough on the Supreme Court, she famously said, ‘When there are nine. ’ We had decades of exclusively white male tech leadership teams, and no one blinked an eye until recently,” said Ducot. “I’d love to see more companies that are 100 percent women. Until then, I guess we’ll have to settle for 50 50. ” Last year, women represented only 25. 2 percent of the nation’s computer and mathematical workforce even though they accounted for 46. 8 percent of the overall U. S. workforce, according to the U. S. Bureau of Labor Statistics. And when it comes to Fortune 500 CIOs, CTOs, and CISOs, women comprised only 22 percent of the top tech positions last year, according to Boardroom Insiders’ 2021 report. But despite such a low percentage of women in tech leadership roles, some companies like Momentive, Intuit and Workday have managed to onboard leadership teams of 30 percent or more who are women. Like all strategies, they’re born out of a desire to achieve or fix something. So when it comes to increasing the number of women in leadership roles, these companies point to the benefits of attracting and retaining more women at their companies, such as, providing a diversity of thought when developing products and services for customers and creating an inclusive environment. | 1 | https://builtin.com/women-tech/women-in-leadership | true | null |
423 | Women in the Workplace 2021 | A year and a half into the COVID 19 pandemic, women have made important gains in representation, and especially in senior leadership. But the pandemic continues to take a toll. Women are now significantly more burned out and increasingly more so than men. Despite this added stress and exhaustion, women are rising to the moment as stronger leaders and taking on the extra work that comes with this: compared to men at the same level, women are doing more to support their teams and advance diversity, equity, and inclusion efforts. They are also more likely than men to practice allyship. Yet this critical work is going unrecognized and unrewarded by most companies, and that has concerning implications. Companies risk losing the very leaders they need right now, and it’s hard to imagine organizations navigating the pandemic and building inclusive workplaces if this work isn’t truly prioritized. There is also a disconnect between companies’ growing commitment to racial equity and the lack of improvement we see in the day to day experiences of women of color. Women of color face similar types and relative frequencies of microaggressions as they did two years ago and they remain far more likely than white women to be on the receiving end of disrespectful and “othering” behavior. And while more white employees see themselves as allies to women of color, they are no more likely than last year to speak out against discrimination, mentor or sponsor women of color, or take other actions to advocate for them. The impact of the last year and half on women is still far from clear. But the risks to women and the companies that depend on their leadership are very real. Read the full report Express interest in the 2022 study
Women in the Workplace is the largest study on the state of women in corporate America. Based on data from 423 companies employing 12 million people, this year’s report features:It’s clear from this year’s report that there’s a gap between intent and action when it comes to allyship. LeanIn. Org’s new Allyship at Work program is designed to close this gap and empower employees to take meaningful action as allies. Ninety four percent of program participants feel more equipped to practice allyship and would recommend the program to a colleague. Find out why organizations like Adidas, Walmart, and WeWork are using the program and how you can bring it to your company at leanin. org/allyshipatwork. McKinsey & Company offers an award winning executive training program to equip diverse leaders in the U. S. and Europe with the network, capabilities, and mindsets needed to achieve their professional goals. Since launching its Black Leadership Academy in September 2020, McKinsey has enrolled 17,000 participants from more than 500 organizations. In 2021, McKinsey also launched the Black Economic Mobility Institute to examine the economic context and opportunities of Black and African Americans. This fall McKinsey & Company will launch the Hispanic and Latino Leadership Academy and an Asian Leadership Academy. Visit mckinsey. com/featured insights/diversity and inclusion to explore McKinsey’s full collection of research and insights on DEI. | 1 | https://womenintheworkplace.com | false | null |
424 | Research: Women Ask for Raises as Often as Men, but Are Less Likely to Get Them | Previous research has found that women are less likely to initiate salary negotiations than men are. But a new study of Australian women found no gender differences in negotiation behavior. Women were just as likely as men were to ask for higher salaries, and men and women were equally likely to report avoiding negotiations if they feared it would hurt their relationship with their boss. It’s possible that women’s behavior is changing; it’s also possible that this study is more accurate, since the dataset is based on real world behavior, not surveys or lab experiments. The bad news? While women ask just as often as men, women are less likely to get what they ask for. It’s a concrete fact that women earn less than men do. The true gender pay gap is not known with certainty, but, when comparing equally qualified people doing the same job, most estimates by labor economists put it at 10% – 20%. The crucial question remains its cause. One common explanation is that women are less likely to negotiate their salaries. We’ve seen this in both bestselling business memoirs like Sheryl Sandberg’s Lean In and in previous studies like the research based Women Don’t Ask. Gaining access to a more recent, and more detailed, dataset allowed us to investigate this question anew. What we found contradicts previous research. The bottom line of our study is that women do “ask” just as often as men. They just don’t “get. ”Even we were surprised by the results. We had expected to find less asking by the females. Instead, we found that, holding background factors constant, women ask for a raise just as often as men, but men are more likely to be successful. Women who asked obtained a raise 15% of the time, while men obtained a pay increase 20% of the time. While that may sound like a modest difference, over a lifetime it really adds up. We also examined the idea that women act less assertively in negotiations for fear of upsetting the relationship with their boss or colleagues . We found no support for this in our data. Instead, we found that although employees do sometimes say that they do not ask for a raise because of concern for their relationships in the workplace, this is equally true of men and women. Both 14% of males and 14% of females say they have done this. In our project, we examined 4,600 randomly selected employees across 800 workplaces. The sample is from Australia and the survey was completed in 2014. To our knowledge, it is the only nation with really good information on “asking” behavior. Although a small country, it arguably has the interesting advantage for our work that it is representative of a mixture of cultures . Most of the statistical sources used by management researchers and labor economists do not record “asking” behavior, and do not record people’s motivations for refraining from asking. But our dataset did have this information. First, the individuals in our data were questioned in detail about their motives, behavior, and histories. Unlike in standard data sources, therefore, it is in principle feasible admittedly in an imperfect way to inquire into why women and men choose to act in the ways observed. Second, our data are from matched worker employer surveys in which random samples of male and female employees can be studied. This is a valuable feature, as it makes it possible to control for a large number of background factors about workplaces that are not observable to the statistical investigator, and would be impossible to allow for properly in many conventional statistical sources. | 1 | https://hbr.org/2018/06/research-women-ask-for-raises-as-often-as-men-but-are-less-likely-to-get-them | true | null |
425 | Race and underemployment in the US labor market | Guidance for the Brookings community and the public on our response to the coronavirus »Learn more from Brookings scholars about the global response to coronavirus » Each month a new reading of the unemployment rate helps us assess the health of the labor market. However, as many have pointed out, the unemployment rate is in some ways a narrow measure of the labor market that misses important aspects of labor market distress. A broader indicator of labor market weakness called the underemployment rate and in Bureau of Labor Statistics jargon referred to as the U 6 unemployment rate takes into account some of this additional distress. Examining both unemployment and underemployment is useful for analyzing different aspects of the labor market, and, as shown below, it can reveal dramatic racial disparities. In addition to the number of unemployed , the underemployment rate captures the number of people who work part time but would rather have a full time job and those who want and can take a job but have not looked for work in the past four weeks . These groups make sense to include in a measure of underemployment because while they are not unemployed in the formal sense, they would work more if the option presented itself. While the unemployed are often those most ready to take new jobs, workers who are marginally attached and part time for economic reasons also stand ready to take full time employment when employers are hiring. At its peak in the wake of the Great Recession, the underemployment rate was 17. 1 percent in October 2009, indicating that more than one in six people were experiencing some sort of labor market hardship . This was far above the 10. 0 percent unemployment rate at the time and demonstrates the wide swath of individuals who were in labor market distress in the aftermath of the Great Recession. Since then the underemployment rate has steadily declined, and is now below its prerecession low, but it did not fall below its prerecession low for nearly a year after the unemployment rate did. In addition, at 7. 2 percent in June 2019, the underemployment rate is nearly double the June 2019 unemployment rate of 3. 7 percent. This makes clear that while a relatively small percentage of people are both out of work and currently searching for a job, there is still a considerable amount of underutilized labor and many people for whom the labor market is not providing adequate opportunities. | 2 | https://www.brookings.edu/blog/up-front/2019/08/01/race-and-underemployment-in-the-u-s-labor-market/ | false | null |
426 | There Are Only 4 Black Fortune 500 CEOs | In spite of all the progress made in Black representation in America, these advances have yet to translate to the C suite in corporate America. With the resignation of Tapestry CEO Jide Zeitlin in July 2020, the number of Black CEOs among the Fortune 500 dropped to a woeful four. One person will soon be added to that list as Rosalind Brewer, Starbucks’ chief operating officer, will take over as the CEO of Walgreens Boots Alliance. She will be leaving Starbucks at the end of February and will then be the only Black woman CEO at a Fortune 500 company. Unfortunately, this list will shrink again when Merck CEO Kenneth Frazier retires in June 2021. Find Out: 25 Biggest Companies You’ve Never Heard OfOver the complete history of the Fortune 500, which dates back to 1999, there have only been a total of 18 Black CEOs leading America’s Fortune 500 companies. The peak year for representation was 2012, when a still anemic total of six Black CEOs led corporate America’s most prominent companies. As Black History Month unfolds, it’s a good time to take a closer look at the four Black CEOs paving the way for future leaders of color. Last updated: Feb. 16, 2021Before he began his executive career, Marvin Ellison earned his bachelor’s degree in business administration from the University of Memphis, followed by an MBA at Emory University. Ellison then served 15 years in a variety of operational and leadership roles at Target before moving on to Home Depot, where he spent an additional 12 years in high level operations roles. Ellison’s first stint as a CEO came when he took the reins at J. C. Penney, where he also served as chairman. After reducing debt and generating positive sales and earnings growth, he moved on to the position he now holds at Lowe’s. See: What’s Next for Disney and Other Big Companies in 2021 | 2 | https://www.yahoo.com/now/only-4-black-fortune-500-200024302.html | false | null |
427 | Systemic Discrimination Among Large U.S. Employers | We study the results of a massive nationwide correspondence experiment sending more than 83,000 fictitious applications with randomized characteristics to geographically dispersed jobs posted by 108 of the largest U. S. employers. Distinctively Black names reduce the probability of employer contact by 2. 1 percentage points relative to distinctively white names. The magnitude of this racial gap in contact rates differs substantially across firms, exhibiting a between company standard deviation of 1. 9 percentage points. Despite an insignificant average gap in contact rates between male and female applicants, we find a between company standard deviation in gender contact gaps of 2. 7 percentage points, revealing that some firms favor male applicants while others favor women. Company specific racial contact gaps are temporally and spatially persistent, and negatively correlated with firm profitability, federal contractor status, and a measure of recruiting centralization. Discrimination exhibits little geographical dispersion, but two digit industry explains roughly half of the cross firm variation in both racial and gender contact gaps. Contact gaps are highly concentrated in particular companies, with firms in the top quintile of racial discrimination responsible for nearly half of lost contacts to Black applicants in the experiment. Controlling false discovery rates to the 5% level, 23 individual companies are found to discriminate against Black applicants. Our findings establish that discrimination against distinctively Black names is concentrated among a select set of large employers, many of which can be identified with high confidence using large scale inference methods. | 2 | https://www.nber.org/papers/w29053 | false | null |
430 | Millennials overtake Baby Boomers as America’s largest generation | Millennials have surpassed Baby Boomers as the nation’s largest living adult generation, according to population estimates from the U. S. Census Bureau. As of July 1, 2019 , Millennials, whom we define as ages 23 to 38 in 2019, numbered 72. 1 million, and Boomers numbered 71. 6 million. Generation X numbered 65. 2 million and is projected to pass the Boomers in population by 2028. The Millennial generation continues to grow as young immigrants expand its ranks. Boomers – whose generation was defined by the boom in U. S. births following World War II – are aging and their numbers shrinking in size as the number of deaths among them exceeds the number of older immigrants arriving in the country Because generations are analytical constructs, it takes time for popular and expert consensus to develop as to the precise boundaries that demarcate one generation from another. In early 2018, Pew Research Center assessed demographic, labor market, attitudinal and behavioral measures to establish an endpoint – albeit inexact – for the Millennial generation. Under this updated definition, the youngest “Millennial” was born in 1996.
Here’s a look at some generational projections.
Millennials
With immigration adding more numbers to this group than any other, the Millennial population is projected to peak in 2033, at 74. 9 million. Thereafter, the oldest Millennial will be at least 52 years of age and mortality is projected to outweigh net immigration. By 2050 there will be a projected 72. 2 million Millennials.
Generation X
For a few more years, Gen Xers are projected to remain the “middle child” of generations – caught between two larger generations, the Millennials and the Boomers. Gen Xers were born during a period when Americans were having fewer children than in later decades. When Gen Xers were born, births averaged around 3. 4 million per year, compared with the 3. 9 million annual rate from 1981 to 1996 when the Millennials were born.
Gen Xers are projected to outnumber Boomers in 2028, when there will be 63. 9 million Gen Xers and 62. 9 million Boomers. The Census Bureau estimates that the Gen X population peaked at 65. 6 million in 2015.
Baby Boomers
Baby Boomers have always had an outsize presence compared with other generations. They peaked at 78. 8 million in 1999 and remained the largest living adult generation until 2019.
By midcentury, the Boomer population is projected to dwindle to 16. 2 million. | 4 | https://www.pewresearch.org/fact-tank/2020/04/28/millennials-overtake-baby-boomers-as-americas-largest-generation/ | true | null |
440 | Employment Situation of Veterans Summary | The unemployment rate for veterans who served on active duty in the U. S. Armed Forces at
any time since September 2001 a group referred to as Gulf War era II veterans declined
to 4. 6 percent in 2021, the U. S. Bureau of Labor Statistics reported today. The jobless
rate for all veterans decreased to 4. 4 percent in 2021. In August 2021, 44 percent of
Gulf War era II veterans had a service connected disability, compared with 27 percent of
all veterans.
This information was obtained from the Current Population Survey , a monthly sample
survey of about 60,000 eligible households that provides data on employment, unemployment,
and persons not in the labor force in the United States. Data about veterans are collected
monthly in the CPS; these monthly data are the source of the 2021 annual averages
presented in this news release. In August 2021, a supplement to the CPS collected
additional information about veterans on topics such as service connected disability and
veterans current or past Reserve or National Guard membership. The supplement was
co sponsored by the U. S. Department of Veterans Affairs and the U. S. Department of Labors
Veterans Employment and Training Service. For more information, see the Technical Note in
this news release.
Highlights from the 2021 data:
The unemployment rate for all veterans was lower than the rate for
nonveterans in 2021.
Unemployment rates for both male and female veterans decreased in 2021. The rate for
male veterans was 4. 4 percent, little different from the rate of 4. 2 percent for female
veterans.
Unemployment rates declined over the year for veterans of all service periods: Gulf
War era II veterans ; Gulf War era I veterans ;
World War II, Korean War, and Vietnam era veterans ; and veterans of other
service periods . However, these rates remain above their levels in 2019,
prior to the onset of the coronavirus pandemic.
Unemployment rates for White and Black veterans were lower than for their nonveteran
counterparts in 2021, while the rates for Asian and Hispanic veterans were not
statistically different than their nonveteran counterparts.
Among the 386,000 unemployed veterans in 2021, 56 percent were ages 25 to 54, 39
percent were age 55 and over, and 5 percent were ages 18 to 24.
Among Gulf War era II veterans, the unemployment rate of veterans with a service
connected disability declined to 3. 2 percent and the rate for veterans with no
disability decreased to 3. 6 percent in August 2021.
Gulf War era II veterans who reported a service connected disability rating of less
than 30 percent were much more likely to be in the labor force than those with a
rating of 60 percent or higher in August 2021 .
In August 2021, 27 percent of employed veterans with a service connected disability
worked in the public sector, compared with 21 percent of veterans with no disability
and 13 percent of nonveterans.
In 2021, the unemployment rate of veterans varied across the country, ranging from
1. 6 percent in Kentucky to 7. 6 percent in Washington.
The Veteran Population
In 2021, 18. 5 million men and women were veterans, accounting for about 7 percent of
the civilian noninstitutional population age 18 and over. Of all veterans, about 1 in
10 were women. In the survey, veterans are defined as men and women who have previously
served on active duty in the U. S. Armed Forces and who were civilians at the time these
data were collected. Veterans are much more likely to be men than are nonveterans, and
they also tend to be older. In part, this reflects the characteristics of veterans who
served during World War II, the Korean War, and the Vietnam era, all of whom are now
over 60 years old. Veterans who served during these wartime periods accounted for about
36 percent of the total veteran population in 2021. Forty two percent of
veterans served during Gulf War era I or
Gulf War era II . Twenty two percent served
outside the designated wartime periods.
Gulf War era II Veterans
In 2021, there were 4. 7 million veterans who had served during Gulf War era II . Seventeen percent of these veterans were women, compared with about 4
percent of veterans from World War II, the Korean War, and the Vietnam era. Two thirds of
all Gulf War era II veterans were between the ages of 25 and 44.
In 2021, the unemployment rate for Gulf War era II veterans was 4. 6 percent, down
considerably from the rate in 2020 but up from 2019 , prior to
the COVID 19 pandemic. Among Gulf War era II veterans, the unemployment rates for men and
women both declined in 2021 . These rates
were not statistically different from each other.
The unemployment rate for male Gulf War era II veterans, at 4. 6 percent, was lower than
the rate for male nonveterans, at 5. 5 percent, in 2021. By age, unemployment rates for
male Gulf War era II veterans and nonveterans were not statistically different, with one
exception: 45 to 54 year old male Gulf War era II veterans had an unemployment rate of
2. 6 percent, lower than the rate of 4. 2 percent for their nonveteran counterparts.
The unemployment rate for female Gulf War era II veterans was 4. 9 percent in 2021, not
statistically different from the rate for female nonveterans . By age,
unemployment rates for female Gulf War era II veterans and nonveterans were not
statistically different.
Employed Gulf War era II veterans were twice as likely to work in the public sector in
2021 as employed nonveterans 27 percent versus 13 percent. Among the employed, 15
percent of Gulf War era II veterans worked for the federal government, compared with
2 percent of nonveterans.
| 4 | https://www.bls.gov/news.release/vet.nr0.htm | false | null |
441 | PERSONS WITH A DISABILITY: LABOR FORCE CHARACTERISTICS | The employment population ratio that is, the percent of the population that is employed for persons
with a disability increased by 1. 2 percentage points from the prior year to 19. 1 percent in 2021. This was
nearly the same ratio as in 2019 , before the impact of the pandemic. The ratio for those
without a disability, at 63. 7 percent in 2021, increased by 1. 9 percentage points over the year but was
2. 6 percentage points lower than in 2019. The lower ratio among persons with a disability reflects, in
part, the older age profile of persons with a disability; older workers are less likely to be employed,
regardless of disability status. However, across all age groups, persons with a disability were much less
likely to be employed than those with no disability.
In 2021, the employment population ratio for persons with a disability ages 16 to 64 increased to 31. 4
percent, while the ratio for persons without a disability in the same age group increased to 72. 5 percent.
The ratios for persons age 65 and over with a disability and without a disability showed little or no change from the prior year.
Persons with a disability were less likely to have completed a bachelor’s degree and higher than those
with no disability. Among both groups, those who had attained higher levels of education were more
likely to be employed than those who had attained less education. Across all levels of education in 2021,
persons with a disability were much less likely to be employed than were their counterparts with no
disability.
Workers with a disability were more likely to be employed part time than those with no disability.
Among workers with a disability, 29 percent usually worked part time in 2021, compared with 16
percent of those without a disability. The proportion of workers with a disability who worked part time
for economic reasons was higher than their counterparts without a disability . These individuals were working part time because their hours had been reduced or because
they were not able to find a full time job.
In 2021, persons with a disability were more likely to work in service occupations than those with no
disability . Workers with a disability were also more likely
than those with no disability to work in production, transportation, and material moving occupations
and sales and office occupations . Persons with a disability were less likely to work in management, professional, and
related occupations than those without a disability .
A larger share of workers with a disability were self employed in 2021 than were those with no
disability . In contrast, a smaller share of workers with a disability were
private wage and salary workers than were those without a disability . The
proportion of persons employed in government was about the same for both persons with a disability
and persons without a disability . | 3 | https://www.bls.gov/news.release/pdf/disabl.pdf | false | null |
442 | Labor force characteristics by race and ethnicity, 2019 | In 2019, the overall unemployment rate for the United States was 3. 7 percent, however, the rate varied across race and ethnicity groups. Among the race groups, jobless rates were higher than the national rate for Blacks or African Americans , American Indians and Alaska Natives , and people categorized as being of Two or More Races . Jobless rates were lower than the national rate for Asians , Native Hawaiians and Other Pacific Islanders , and Whites . The rate for people of Hispanic or Latino ethnicity, at 4. 3 percent, was higher than the rate of 3. 5 percent for non Hispanics.
Labor market differences among the race and ethnicity groups are associated with many factors, not all of which are measurable. These factors include variations in educational attainment across the groups; the occupations and industries in which the groups work; the geographic areas of the country in which the groups are concentrated, including whether they tend to reside in urban or rural settings; and the degree of discrimination encountered in the workplace.
This report describes the labor force characteristics and earnings patterns among the largest race and ethnicity groups living in the United States Whites, Blacks, Asians, and Hispanics and provides detailed data through a set of supporting tables. The report also contains a limited amount of data on American Indians and Alaska Natives, Native Hawaiians and Other Pacific Islanders, people who are of Two or More Races, detailed Asian groups, and detailed Hispanic groups. Because of their relatively small sample sizes, estimates for these additional groups are not included in all tables.
The data were obtained from the Current Population Survey , a monthly survey of about 60,000 households that is a rich source of information on the labor force. For definitions of terms and concepts used in this report, see the technical notes. Additional information about the CPS can be found at www. bls. gov/cps/documentation. htm.
The sections that follow highlight some of the major findings on the labor force characteristics of race and ethnicity groups in 2019. | 2 | https://www.bls.gov/opub/reports/race-and-ethnicity/2019/home.htm | true | null |
443 | EMPLOYMENT CHARACTERISTICS OF FAMILIES — 2021 | The number of families with at least one member unemployed fell by 2. 5 million to 5. 6 million in
2021. The proportion of families with an unemployed person, at 6. 7 percent, fell by 3. 1 percentage
points from the prior year but remained above its 2019 value of 4. 9 percent. In 2021, the proportion
of families with an unemployed person declined for White , Black , Asian , and Hispanic families. Black and Hispanic families
remained more likely to have an unemployed member than White or Asian families.
In 2021, among families with an unemployed member, 67. 4 percent also had at least one family
member employed, little changed from the prior year. The proportion of families with an unemployed
member that had at least one family member working full time fell by 1. 4 percentage points to 58. 5
percent in 2021. In 2019, prior to the coronavirus pandemic, 62. 4 percent of families
with an unemployed member had at least one family member working full time. Among families
with an unemployed member, Black families remained less likely to also have at least one family
member who was working in 2021 than White , Asian , and Hispanic families.
In 2021, 5. 5 percent of married couple families had an unemployed member, which was less than the
shares for families maintained by women and for families maintained by men . Among families with an unemployed member, those maintained by women remained less
likely to also have an employed family member than families maintained by men and
married couple families .
2
Families and Employment
In 2021, 78. 5 percent of families had at least one employed family member, up from 78. 2 percent
in 2020 but below the 2019 share of 81. 2 percent. From 2020 to 2021, the likelihood of having an
employed family member increased for Black , Asian ,
and Hispanic families, but changed little for White families . Black
families were the least likely to have an employed family member in 2021.
Families maintained by women remained less likely to have an employed member in
2021 than families maintained by men or married couple families .
Among married couple families, both spouses were employed in 46. 8 percent of families, up from
45. 5 percent in the prior year. In 2021, only one spouse was employed in 25. 3 percent of marriedcouple families, down from 26. 7 percent in 2020. | 4 | https://www.bls.gov/news.release/pdf/famee.pdf | false | null |
444 | Labor Force Characteristics of Foreign-born Workers Summary | The unemployment rate for foreign born persons in the United States was 9. 2 percent in
2020, up sharply from 3. 1 percent in 2019, the U. S. Bureau of Labor Statistics reported
today. The jobless rate of native born persons also increased sharply; it was 7. 8
percent in 2020, up from 3. 8 percent in 2019. The marked increases in these measures
reflect the effect of the coronavirus pandemic.
Data on nativity are collected as part of the Current Population Survey , a
monthly sample survey of approximately 60,000 households. The foreign born are persons
who reside in the United States but who were not U. S. citizens at birth. Specifically,
they were born outside the United States , and neither parent was a U. S. citizen. The foreign born include
legally admitted immigrants, refugees, temporary residents such as students and
temporary workers, and undocumented immigrants. However, the survey does not separately
identify persons in these categories. For further information about the survey, see the
Technical Note in this news release.
Highlights from the 2020 data:
In 2020, the share of the U. S. civilian labor force that is foreign born was 17. 0
percent, down from 17. 4 percent in 2019. From 2019 to 2020, the overall labor
force declined by 2. 8 million; the foreign born accounted for 1. 1 million of this
decline, or 38. 4 percent.
From 2019 to 2020, employment fell by 2. 7 million among the foreign born, a
decline of 9. 8 percent. Employment also fell among the native born ;
however, in relative terms, the decline was about half as large, at 5. 4 percent.
Hispanics continued to account for nearly half of the foreign born labor force in
2020, and Asians accounted for one quarter.
Foreign born men continued to participate in the labor force at a considerably
higher rate in 2020 than their native born counterparts . In contrast, 53. 2 percent of foreign born women were labor force
participants, lower than the participation rate of 56. 8 percent for native born
women.
In 2020, foreign born workers were more likely than native born workers to be
employed in service occupations; natural resources, construction, and maintenance
occupations; and production, transportation, and material moving occupations.
Foreign born workers were less likely than native born workers to be employed in
management, professional, and related occupations and in sales and office
occupations.
The median usual weekly earnings of foreign born full time wage and salary workers
were $885 in 2020, compared with $1,000 for their native born counterparts.
Demographic Characteristics
The demographic composition of the foreign born labor force differs from that of the
native born labor force. In 2020, men accounted for 57. 3 percent of the foreign born
labor force, compared with 52. 1 percent of the native born labor force. By age, the
proportion of the foreign born labor force made up of 25 to 54 year olds was higher than for the native born labor force . Labor force
participation is typically highest among persons in that age bracket.
In 2020, nearly half of the foreign born labor force was Hispanic, and
one quarter was Asian. Hispanics and Asians made up much lower
percentages of the native born labor force, at 12. 0 percent and 2. 4 percent,
respectively. About 16. 2 percent of the foreign born labor force was White and 10. 1
percent was Black, compared with 70. 7 percent and 12. 1 percent, respectively, of the
native born labor force.
| 4 | https://www.bls.gov/news.release/forbrn.nr0.htm/labor-force-characteristics-of-foreign-born-workers-summary | false | null |
445 | Unemployment Rates During the COVID-19
Pandemic | The COVID 19 pandemic has had a significant effect on labor market metrics for every
state, economic sector, and major demographic group in the United States. This report
provides information on unemployment rates, labor force participation rates, and
nonfarm payrolls in the United States during the ongoing pandemic. It presents CRS
analysis of overall unemployment rate trends during the pandemic. The report first
examines these trends nationally, and then at the state and industrial levels. Next, it
examines how unemployment rates varied across demographic groups. The report then
repeats this analysis, where appropriate, for the labor force participation rate, which
sheds light on the size of the workforce willing and available for work. The final portion
of the report analyzes the impact the pandemic has had on overall employment and by
sector.
Among other findings, this report showsthe following:
? In April 2020, the unemployment rate reached 14. 8% the highest rate observed since data
collection began in 1948. In July 2021, unemployment remained higher than it had been in
February 2020 .
? The labor force participation rate declined to 60. 2% in April 2020 a level not seen since the
early 1970s then began a partial recovery in May 2020. The labor force participation rate was
61. 7% in July 2021, 1. 7 percentage points below the level in January 2020, before the pandemic
and the economic recession.
? Nonfarm payrolls shed 22. 1 million jobs between January 2020 and April 2020, with employment
declining to 86% of its pre recession level. In July 2021, aggregate employment remained 5. 4
million jobs below its pre recession level.
? The COVID 19 pandemic has impacted economic sectors disparately. The leisure and hospitality
sector lost the largest number of jobs since January 2020, and persons last employed in this sector
have consistently exhibited some of the highest unemployment rates throughout the pandemic.
Additionally, the education and services sector and the government sector have exhibited the
second and third largest losses in jobs since January 2020, despite relatively low unemployment
rates among persons last employed in these sectors.
? The COVID 19 pandemic has impacted demographic groups disparately. Although all
demographic groups were affected, persons identifying as Black or Hispanic and younger
workers generally experienced relatively high peaks in unemployment and relatively steep
declines in labor force participation over the course of the pandemic. Additionally, persons with
lower educational attainment have generally experienced relatively higher unemployment rates
and lower labor force participation throughout the pandemic. | 4 | https://sgp.fas.org/crs/misc/R46554.pdf | false | null |
446 | 17.0 percent of U.S. labor force in 2020 was foreign born, down from 17.4 percent in 2019 | The share of the U. S. civilian labor force that is foreign born was 17. 0 percent in 2020, down from 17. 4 percent in 2019. The economic downturn resulting from the COVID 19 pandemic disproportionately affected the foreign born labor force. In 2020, the overall labor force declined by 2. 8 million; the foreign born accounted for 1. 1 million of this decline, or 38. 4 percent. Among Asians in the labor force, 68. 5 percent were foreign born. The next largest share were Hispanics or Latinos; 44. 8 percent of the labor force for that group were foreign born. The labor force participation rate of the foreign born declined by 1. 5 percentage points in 2020 to 64. 5 percent. This is the percent of the population that is either employed or unemployed. The labor force participation rate for foreign born men declined by 1. 4 percentage points to 76. 6 percent, while that for foreign born women fell by 1. 6 percentage points to 53. 2 percent. The labor force participation rate of the native born also declined over the year, falling by 1. 3 percentage points to 61. 2 percent. The rate for native born men declined by 1. 5 percentage points to 65. 9 percent, and that for native born women was down by 1. 1 percentage points to 56. 8 percent. Foreign born men continued to participate in the labor force at a considerably higher rate in 2020 than their native born counterparts . In contrast, 53. 2 percent of foreign born women were labor force participants, lower than the participation rate of 56. 8 percent for native born women.
Labor force participation rates for the foreign born varied across the major race and ethnicity groups in 2020, ranging from 59. 9 percent for foreign born Whites to 69. 3 percent for foreign born Blacks. Participation rates for the native born showed less variation across major race and ethnicity groups, ranging from 58. 9 percent for native born Blacks to 65. 0 percent for native born Hispanics. | 2 | https://www.bls.gov/opub/ted/2021/17-0-percent-of-u-s-labor-force-in-2020-was-foreign-born-down-from-17-4-percent-in-2019.htm | true | null |
447 | Highlights of women's earnings in 2019 | In 2019, women who were full time wage and salary workers had median usual weekly earnings that were 82 percent of those of male full time wage and salary workers. In 1979, the first year for which comparable earnings data are available, women’s earnings were 62 percent of men’s. Most of the growth in women’s earnings relative to men’s occurred in the 1980s and in the 1990s . Since 2004, the women’s to men’s earnings ratio has remained in the 80 to 83 percent range.
This report presents earnings data from the Current Population Survey , a national monthly sample survey of about 60,000 eligible households conducted by the U. S. Census Bureau for the U. S. Bureau of Labor Statistics . The weekly and hourly earnings estimates in this report reflect information collected from one fourth of the households in the monthly survey and averaged for the calendar year. The data in this report are distinct from the annual earnings estimates for full time, year round workers collected separately in the Annual Social and Economic Supplement to the CPS and published by the U. S. Census Bureau.
The earnings comparisons in this report are on a broad level and do not control for many factors that can be important in explaining earnings differences, such as job skills and responsibilities, work experience, and specialization. The earnings estimates referenced throughout this report are medians. The median is the mid point in the earnings distribution, with half of workers having earnings above the median level and half having earnings below.
See the accompanying technical notes section for more information, including a description of the of the data source and an explanation of the concepts and definitions used in this report. | 1 | https://www.bls.gov/opub/reports/womens-earnings/2019/home.htm | true | null |
448 | Diversity and Inclusion Top the List of Talent Practices Linked to Stronger Financial Outcomes | Based on a survey of 454 global organizations that generated more than $750 million in revenue in 2013, the research findings show that large organizations with mature talent strategies had 2.3 times higher cash flow per employee over a three-year period. Mature smaller organizations had 13 times higher mean cash flow from operations when contrasted with less mature peer organizations. Despite the financial benefits, the research found the majority of organizations surveyed are missing out on benefits associated with mature talent activities.
"Our study found that fully 70 percent of respondent organizations are at the lowest levels – Levels 1 and 2 – of talent management maturity," said Stacia Sherman Garr, vice president, talent and HR research, Bersin by Deloitte, Deloitte Consulting LLP. "By contrast, Level 3 organizations, which account for 19 percent of respondent organizations, have a relatively clear, data-based talent strategy. Those organizations at Level 4 – considered the most advanced or mature organizations and account for just 10 percent of all organizations – have targeted, integrated and inclusive talent activities that heavily reinforce the importance of leader growth and a widespread learning culture. But what really differentiates them is their approach to diversity and inclusion."
In addition to indicating to employees that their diversity is welcomed, these mature organizations align their diversity and inclusion strategy to organizational objectives. They also integrate diversity and inclusion with learning, performance management and succession management.
"These high-level and broad-based strategies help to reinforce the importance of bringing in people of diverse backgrounds and behaving in inclusive ways," said Garr. "Organizations that built these high-impact D&I strategies and practices strive to create a 'conversation' or relationship with employees, which communicates to them that they are fully understood and valued by the organization. This relationship also encourages employees to contribute their whole range of experiences and perspectives."
To help organizations turn the principles of high-impact talent management into action, the research identified the following high-impact practices:
Develop a systemic – rather than a transactional – relationship with talent. Mature organizations view talent as an asset – versus a cost – and develop an increased understanding of employees from both a quantitative and a qualitative perspective. These organizations also provide a mechanism for doing something with their insights. One way this happens is through the tighter integration between talent analytics and workforce planning and talent strategy.
Create a strong culture of leadership and learning. Approximately 90 percent of Level 3 and Level 4 organizations have a leadership strategy aligned to organizational objectives and cultivate a culture of learning in the organization to a great or moderate extent. These organizations are also more likely to invest in accelerated development programs for frontline managers, middle managers and critical talent segments that drive a disproportionate share of key business outcomes and influence an organization's value chain significantly.
Integrate leadership development activities with other talent processes. Existing leadership development initiatives for front-line and middle managers should be reassessed and better targeted to meet the unique needs of these learners and the broader organization. Leadership development efforts should also be integrated with all other talent processes. To do this effectively, the organization needs to shift from a concept of leadership development programs to a system of leadership growth – the idea that the growth of leaders occurs throughout the organization in many ways, not just through programs or special initiatives. | 4 | https://www.prnewswire.com/news-releases/bersin-by-deloitte-diversity-and-inclusion-top-the-list-of-talent-practices-linked-to-stronger-financial-outcomes-300177724.html | true | null |
449 | How Diverse Leadership Teams Boost Innovation | A recent BCG study suggests that increasing the diversity of leadership teams leads to more and better innovation and improved financial performance. In both developing and developed economies, companies with above average diversity on their leadership teams report a greater payoff from innovation and higher EBIT margins. Even more persuasive, companies can start generating gains with relatively small changes in the makeup of their senior teams.
For company leaders, this is a clear path to creating a more innovative organization. People with different backgrounds and experiences often see the same problem in different ways and come up with different solutions, increasing the odds that one of those solutions will be a hit. In a fast changing business environment, such responsiveness leaves companies better positioned to adapt. This argument has always made intuitive sense, and now we have some convincing correlations to add to the case.
DIVERSITY GAINING MOMENTUM WORLDWIDE
We surveyed employees at more than 1,700 companies in eight countries across a variety of industries and company sizes. We looked at perceptions of diversity at the management level across six dimensions gender, age, nation of origin , career path, industry background, and education . To gauge a company’s level of innovation, we looked at the percentage of total revenue from new products and services launched over the past three years.
Broadly, 75% of respondents said that diversity is gaining momentum in their organizations. Employees at companies in emerging markets reported greater progress over the past several years than companies in developed markets.
The biggest takeaway we found is a strong and statistically significant correlation between the diversity of management teams and overall innovation. Companies that reported above average diversity on their management teams also reported innovation revenue that was 19 percentage points higher than that of companies with below average leadership diversity 45% of total revenue versus just 26%. | 4 | https://www.bcg.com/en-us/publications/2018/how-diverse-leadership-teams-boost-innovation | true | null |
450 | Why diversity matters | We know intuitively that diversity matters. It’s also increasingly clear that it makes sense in purely business terms. Our latest research finds that companies in the top quartile for gender or racial and ethnic diversity are more likely to have financial returns above their national industry medians. Companies in the bottom quartile in these dimensions are statistically less likely to achieve above average returns. And diversity is probably a competitive differentiator that shifts market share toward more diverse companies over time.
While correlation does not equal causation , the correlation does indicate that when companies commit themselves to diverse leadership, they are more successful. More diverse companies, we believe, are better able to win top talent and improve their customer orientation, employee satisfaction, and decision making, and all that leads to a virtuous cycle of increasing returns. This in turn suggests that other kinds of diversity for example, in age, sexual orientation, and experience are also likely to bring some level of competitive advantage for companies that can attract and retain such diverse talent. We’re not suggesting that achieving greater diversity is easy. Women accounting for an average of just 16 percent of the members of executive teams in the United States, 12 percent in the United Kingdom, and 6 percent in Brazil remain underrepresented at the top of corporations globally. The United Kingdom does comparatively better in racial diversity, albeit at a low level: some 78 percent of UK companies have senior leadership teams that fail to reflect the demographic composition of the country’s labor force and population, compared with 91 percent for Brazil and 97 percent for the United States.
These numbers underline the work that remains to be done, even as the case for greater diversity becomes more compelling. We live in a deeply connected and global world. It should come as no surprise that more diverse companies and institutions are achieving better performance. Most organizations, including McKinsey, must do more to take full advantage of the opportunity that diverse leadership teams represent. That’s particularly true for their talent pipelines: attracting, developing, mentoring, sponsoring, and retaining the next generations of global leaders at all levels of organizations. Given the higher returns that diversity is expected to bring, we believe it is | 4 | https://www.mckinsey.com/business-functions/people-and-organizational-performance/our-insights/why-diversity-matters | true | null |
451 | Diversity Linked To Increased Sales Revenue And Profits, More Customers | in one of only a few studies to empirically examine the implications of organizational diversity, sociologist Cedric Herring found that a workforce comprised of employees of both genders and varying racial backgrounds resulted in positive business outcomes.
Although previous research on diversity in the workforce has suggested diversitys negative impact on group dynamics and communication, this study makes the case for diversity in clear financial terms, said Herring, the interim head of the sociology department at the University of Illinois at Chicago and a professor of sociology and public policy at the University of Illinois Institute of Government and Public Affairs.
Herring found that companies reporting the highest levels of racial diversity brought in nearly 15 times more sales revenue on average than those with the lowest levels of racial diversity. Gender diversity accounted for a difference of $599. 1 million in average sales revenue: organizations with the lowest rates of gender diversity had average sales revenues of $45. 2 million, compared with averages of $644. 3 million for businesses with the most gender diversity.
For every percentage increase in the rate of racial or gender diversity up to the rate represented in the relevant population, there was an increase in sales revenues of approximately 9 and 3 percent, respectively. Herring found racial diversity to be a better determinant of sales revenue and customer numbers than company size, the companys age and the number of employees at any given work location.
Companies with a more diverse workforce consistently reported higher customer numbers than those organizations with less diversity among staff. In terms of racial diversity, companies with the highest rates reported an average of 35,000 customers compared to 22,700 average customers among those companies with the lowest rates of racial diversity. The difference is even larger for gender diversity rates. That is, companies with the highest levels of gender diversity reported an average of 15,000 more customers than organizations with the lowest levels of gender diversity. Herring also found that the smallest incremental increase in levels of racial or gender diversity resulted in more than 400 and 200 additional customers, respectively.
Although a corporate workforces gender composition did not have a significant impact on a companys relative market share, Herring found that racial diversity was among the most important predictors of a companys competitive positioning relative to other firms in its industry.
According to the research, as racial and gender diversity levels increased in a companys workforce, its profits relative to those of its competitors also increased.
Herring analyzed data from the National Organizations Survey , reviewing a subset of 506 United States based for profit businesses that provided information about workforce diversity, sales revenue, customer numbers, market share and profitability between 1996 and 1997. The NOS contains information from a sample of the 15 million organizations in Dun and Bradstreets Information Services data file.
Herrings work in the April issue of the American Sociological Review is accompanied by two other studies relevant to race in the workplace; one is on equal employment opportunity and the other examines race discrimination lawsuits. On the topic of equal employment opportunity, sociologist C. Elizabeth Hirsh of Cornell University analyzed the direct impact of discrimination charges on workplace segregation, as well as indirect pressures presented by legal and organizational environments. She found that companies do not desegregate in the wake of sexual discrimination charges filed directly against them, but they do respond to Equal Employment Opportunity enforcement in their industries and in the broader legal environment.
Hirshs findings also suggest that organizational factors are more pivotal to race desegregation than legal intervention. For example, larger companies and those with more females in management were found more likely to promote workplace integration. Hirsh concludes that by making an example of employers found in violation of the law, Equal Employment Opportunity enforcement creates a legal environment that encourages policy compliance among other employers. | 4 | https://www.sciencedaily.com/releases/2009/03/090331091252.htm | true | null |
452 | How Diversity Can Drive Innovation | Most managers accept that employers benefit from a diverse workforce, but the notion can be hard to prove or quantify, especially when it comes to measuring how diversity affects a firm’s ability to innovate.
But new research provides compelling evidence that diversity unlocks innovation and drives market growth a finding that should intensify efforts to ensure that executive ranks both embody and embrace the power of differences.
In this research, which rests on a nationally representative survey of 1,800 professionals, 40 case studies, and numerous focus groups and interviews, we scrutinized two kinds of diversity: inherent and acquired. Inherent diversity involves traits you are born with, such as gender, ethnicity, and sexual orientation. Acquired diversity involves traits you gain from experience: Working in another country can help you appreciate cultural differences, for example, while selling to female consumers can give you gender smarts. We refer to companies whose leaders exhibit at least three inherent and three acquired diversity traits as having two dimensional diversity.
By correlating diversity in leadership with market outcomes as reported by respondents, we learned that companies with 2 D diversity out innovate and out perform others. Employees at these companies are 45% likelier to report that their firm’s market share grew over the previous year and 70% likelier to report that the firm captured a new market.
2 D diversity unlocks innovation by creating an environment where “outside the box” ideas are heard. When minorities form a critical mass and leaders value differences, all employees can find senior people to go to bat for compelling ideas and can persuade those in charge of budgets to deploy resources to develop those ideas.
Employees of firms with 2 D diversity are 45% likelier to report a growth in market share over the previous year and 70% likelier to report that the firm captured a new market.
Most respondents, however 78% work at companies that lack 2 D diversity in leadership. Without diverse leadership, women are 20% less likely than straight white men to win endorsement for their ideas; people of color are 24% less likely; and LGBTs are 21% less likely. This costs their companies crucial market opportunities, because inherently diverse contributors understand the unmet needs in under leveraged markets. We’ve found that when at least one member of a team has traits in common with the end user, the entire team better understands that user. A team with a member who shares a client’s ethnicity is 152% likelier than another team to understand that client.
Inherent diversity, however, is only half of the equation. Leaders also need acquired diversity to establish a culture in which all employees feel free to contribute ideas. Six behaviors, we have found, unlock innovation across the board: ensuring that everyone is heard; making it safe to propose novel ideas; giving team members decision making authority; sharing credit for success; giving actionable feedback; and implementing feedback from the team. Leaders who give diverse voices equal airtime are nearly twice as likely as others to unleash value driving insights, and employees in a “speak up” culture are 3. 5 times as likely to contribute their full innovative potential. | 4 | https://hbr.org/2013/12/how-diversity-can-drive-innovation | true | null |
453 | Diversity drives better decisions | It’s no secret that greater organizational diversity improves productivity and wellbeing. Now, a white paper from online decision making platform Cloverpop has found a direct link between inclusive decision making and better business performance.
The study analyzed around 600 business decisions made by 200 teams, across a range of companies. Researchers found that when diverse teams made a business decision, they outperformed individual decision makers up to 87 per cent of the time. Diverse teams were also shown to make decisions faster than individual workers, and benefited from a 60 per cent improvement on decision making.
“Unfortunately, non inclusive decision making is all too common,” says author Erik Larson. “All male teams make about 38 per cent of the decisions in a typical large company, and the gap is even worse among less diverse firms like those in Silicon Valley’s technology industry. ”
Effective decision making also increases with greater diversity in a team. All male teams were shown to make better business decisions than individuals 58 per cent of the time, while gender diverse teams outperformed individuals 73 per cent of the time. Teams that were geographically diverse, and included members with different genders and at least one age gap of more than 20 years, were the most successful – making better business decisions than individuals 87 per cent of the time.
“This research aligns with behavioural economics theory, which has clear implications for results focused companies,” says David Daniels, assistant professor in the department of management at Stanford University. “Business strategy should revolve around a decision making process. ” | 4 | https://www.peoplemanagement.co.uk/article/1742040/diversity-drives-better-decisions | true | null |
454 | How and Where Diversity Drives Financial Performance | Summary.
Does diversity really drive performance? To assess this claim, the Boston Consulting Group surveyed more than 1,700 companies across eight countries to examine the relationship between managerial diversity, the presence of enabling conditions, and innovation outcomes. They examined the correlation of multiple aspects of diversity gender, age, national origin, career path, industry background, and education both individually and collectively. They found that companies with above average total diversity had both 19% higher innovation revenues and 9% higher EBIT margins, on average. The presence of enabling conditions for diversity such as fair employment practices, participative leadership, top management support, and open communications is worth up to 12. 9% in innovation revenue. These relationships between innovation and diversity were strong in all geographies, though the precise patterns of diversity and performance varied across cultures. There are, therefore, multiple paths to harness diversity. A broad based approach that values multiple aspects of diversity produces the best results. close
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Diversity is both an issue of fairness and, some say, a driver of innovation and performance. To assess the latter claim, we undertook a large, cross country study into the relationship between multiple aspects of managerial diversity, the presence of enabling conditions such as leadership support for diversity, and innovation outcomes. | 4 | https://hbr.org/2018/01/how-and-where-diversity-drives-financial-performance | true | null |
455 | How advancing women’s equality can add $12 trillion to global growth | Gender inequality is not only a pressing moral and social issue but also a critical economic challenge. If women who account for half the world’s working age population do not achieve their full economic potential, the global economy will suffer. While all types of inequality have economic consequences, in McKinsey Global Institute report, The power of parity: How advancing women’s equality can add $12 trillion to global growth, we focus on the economic implications of lack of parity between men and women.
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A “best in region” scenario in which all countries match the rate of improvement of the fastest improving country in their region could add as much as $12 trillion, or 11 percent, in annual 2025 GDP. In a “full potential” scenario in which women play an identical role in labor markets to that of men, as much as $28 trillion, or 26 percent, could be added to global annual GDP by 2025. MGI’s full potential estimate is about double the average estimate of other recent studies, reflecting the fact that MGI has taken a more comprehensive view of gender inequality in work.
Even after decades of progress toward making women equal partners with men in the economy and society, the gap between them remains large. We acknowledge that gender parity in economic outcomes is not necessarily a normative ideal, as it involves human beings making personal choices about the lives they lead; we also recognize that men can be disadvantaged relative to women in some instances. However, we believe that the world, including the private sector, would benefit by focusing on the large economic opportunity of improving parity between men and women. A McKinsey Global Institute report finds that $12 trillion could be added to global GDP by 2025 by advancing women’s equality. The public, private, and social sectors will need to act to close gender gaps in work and society. | 1 | https://www.mckinsey.com/featured-insights/employment-and-growth/how-advancing-womens-equality-can-add-12-trillion-to-global-growth | true | null |
456 | Glassdoor’s Diversity and Inclusion Workplace Survey | Glassdoor’s vision is a world where workplace transparency leads to more inclusive company cultures and where every employee is treated equitably. Everyone deserves to work in a place where they can truly be themselves and feel like they belong, and understanding the state of diversity and inclusion at a company is key. According to a new Glassdoor survey conducted by The Harris Poll, job seekers and employees report that disparities still exist within companies concerning experiences with and perceptions of diversity, equity, and inclusion in the workplace. Glassdoor’s D&I workplace survey underscores how important D&I is to job seekers and employees today, revealing the differences among underrepresented groups and the talent employers may miss out on if they don’t embrace transparency around D&I. Today, we launched new product features that deliver greater transparency into the current state of diversity, equity, and inclusion within companies.
These new product features come as 3 in 4 job seekers and employees today report that a diverse workforce is an important factor when evaluating companies and job offers. These features are part of Glassdoor’s public commitment from our CEO, Christian Sutherland Wong leveraging its product and resources to help achieve equity in and out of the workplace. To help end inequality, shine a light on inequities in the workplace, and anonymously share your demographics to help pinpoint pay and diversity disparities, here.
The vast majority of employees and job seekers today are paying attention to the state of D&I at companies. Access to D&I insights, trends and data is a crucial step in the job search process. If job seekers and employees don’t have access to D&I information to make informed decisions about where to work, employers risk losing quality and diverse talent that otherwise may have contributed to their company’s success.
“Many companies have been making commitments around D&I in recent months, but now job seekers and employees want to see action and a real change from employers,” said Glassdoor Chief People Officer, Carina Cortez. “It’s critical to understand how different groups look at D&I from their own work experiences, reinforcing the overdue need for all employers to improve when it comes to diversity, inclusion, and belonging in the workplace. ”
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The survey found that among U. S. employees and job seekers:
Diversity & inclusion is an important factor for the majority of today’s job seekers, but more so for underrepresented groups. However, inequities still exist as more Black and Hispanic employees have quit jobs due to discrimination.
More than 3 in 4 employees and job seekers report a diverse workforce is an important factor when evaluating companies and job offers.
About 4 in 5 Black , Hispanic , and LGBTQ job seekers and employees report a diverse workforce is an important factor when evaluating companies and job offers.
Nearly half of Black and Hispanic job seekers and employees have quit a job after witnessing or experiencing discrimination at work, significantly higher than white job seekers and employees.
71% of employees would be more likely to share experiences and opinions on diversity & inclusion at their company if they could do so anonymously.
Job seekers and employees want employers to step up their transparency around D&I. If employers don’t, they will miss out on diverse talent.
Significantly more Black and Hispanic employees say their employer should be doing more to increase the diversity of its workforce than white employees.
About 1 in 3 employees and job seekers would not apply to a job at a company where there is a lack of diversity among its workforce.
But, this is significantly higher for Black job seekers and employees when compared to white job seekers and employees, and among LGBTQ job seekers and employees when compared to non LGBTQ job seekers and employees. | 2 | https://www.glassdoor.com/blog/glassdoors-diversity-and-inclusion-workplace-survey/ | false | null |
458 | Diversity and inclusion: The reality gap | DIVERSITY and inclusion has become a CEO level issue around the world. The digital organization of today, which operates as a network of teams, thrives on empowerment, open dialogue, and inclusive working styles. Leading organizations now see diversity and inclusion as a comprehensive strategy woven into every aspect of the talent life cycle to enhance employee engagement, improve brand, and drive performance. The era of diversity as a “check the box” initiative owned by HR is over. CEOs must take ownership and drive accountability among leaders at all levels to close the gap between what is said and actual impact.
In this year’s survey, the proportion of executives who cited inclusion as a top priority has risen by 32 percent compared with our 2014 survey.
Over two thirds of executives rate diversity and inclusion an important issue .
Thirty eight percent of executives report that the primary sponsor of the company’s diversity and inclusion efforts is the CEO.
In todays political, economic, and global business environment, diversity has become increasingly important. The number of executives who cited inclusion as a top priority has risen 32 percent from the Human Capital Trends 2014 survey, and in the last three years, the percentage of companies that rate themselves excellent at gender diversity went up by 72 percent. Based on this year’s survey, 48 percent of companies consider themselves adequate at focusing on global cultural diversity, and 69 percent of companies consider themselves adequate or excellent at supporting a variety of family models in the workforce.
This year, the issue is broader than the standard business case and requires a more comprehensive view: Diversity and inclusion now impacts brand, corporate purpose, and performance. Not only is the public increasingly aware of the issue ,1 but employees are also expressing stronger views on diversity and inclusion. Millennials, for example, see inclusion as a mandatory part of corporate culture, defining how the company listens to them at work. 2 Shareholders, customers, and suppliers are all taking a closer look at this issue.
As awareness around diversity and inclusion grows, diversity and inclusion have become more important for talent acquisition and a company’s employment brand. Many organizations operate in an environment of high transparency, which employees demand. For younger workers, inclusion is not just about assembling diverse teams but also about connecting team members so that everyone is heard and respected. 3 Companies should align their approach with the expectations of Millennials and others, or they will likely lose talent.
If one considers the fact that organizations now operate as networks,4 it becomes even clearer that diversity and inclusion can reinforce organizational performance. New research by Deloitte and other academic institutions demonstrates that diverse and inclusive teams are more innovative, engaged, and creative in their work. 5 Our research comparing high performing teams against lower performing teams supports the view that people must feel included in order to speak up and fully contribute. 6
Despite this increased emphasis and scrutiny, however, we believe businesses face a reality gap: Results appear to be too slow. CEOs who have abdicated responsibility for this issue to the CHRO or chief diversity officer must now take ownership and hold business leaders accountable at all levels. People today are slowly becoming aware of both unconscious and explicit bias, and some organizations are starting to take action to expose the issue and make institutional changes to deal with it. 7
The most popular solution today is training. But while such interventions are helpful, it appears that making people aware is not enough. Organizations should consider making structural changes, implementing transparent, data driven solutions, and immersing executives in the world of bias to give them a visceral understanding of how bias impacts decision making, talent decisions, and business outcomes.
We highlight this trend because this issue has become increasingly important. Employees and stakeholders are starting to voice concerns, but solutions built around training and education are not working well enough. A set of “new rules” is being written that will demand a new focus on experiential learning, process change, data driven tools, transparency, and accountability. | 4 | https://www2.deloitte.com/us/en/insights/focus/human-capital-trends/2017/diversity-and-inclusion-at-the-workplace.html | true | null |
459 | 6 HR & Recruiting Stats You Need to Know for 2018 | Diversity and inclusion. Maternity and paternity leave. Company wellness programs. These are just a few areas where major changes in thought and practice in HR and recruiting took place in 2017. Going into 2018, it’s crucial for employers to be aware of the trends that are shaping employee hiring and retention. As HR becomes increasingly data driven, statistics can be used as a valuable window into the must know HR and recruiting trends for the coming years. These six statistics give insights into the direction the field is going see the rest in the 65 HR & Recruiting Stats for 2018 ebook.
1. 83% of employees/job seekers are likely to research company reviews and ratings when deciding on where to apply for a job.
Job seekers are increasingly using resources online to get more information about the aspects of the company that matter to them most, from benefits packages to salary data. In light of this, companies must be increasingly cognizant of what information is posted about them on websites like Glassdoor, and what impression it gives to potential employees.
[Related: Responding to Glassdoor Reviews: What, Why and How]
2. 69% of executives rate diversity and inclusion as an important issue in 2017, up 32% from 2014.
Within the last few years, the issue of diversity in the workplace has become more visible than ever before. Companies are finally realizing that increasing diversity and inclusion in the workforce is a win win for both employers and employees and if your company doesnt prioritize these items, you could be left behind.
3. 70% of moms with kids younger than 18 are in the labor force, with about three fourths of all employed moms working full time.
The landscape of working mothers has changed dramatically over the last four decades, with many mothers coming back to work soon after pregnancy and working full time with young kids at home. Policies that accommodate for motherhood are crucial in attracting candidates with children.
4. 54% of employees who take vacation/paid time off report being able to completely “check out” while they are on vacation.
As technology increasingly permeates the fabric of our lives and workplace demands intensify, some employees find their vacation days transforming into another form of telecommuting. Setting clear boundaries for employees and managers on workplace demands is a must as these trends continue otherwise, you may end up with disengaged and burnt out employees that are eager to leave.
5. Healthcare costs rose at a 15% slower rate among wellness program participants.
The results are in: wellness programs are an invaluable investment for the cultivation of a happier, healthier, more productive workforce. Workplace programs that encourage exercise, healthy eating and stress reduction not only lead to more satisfied employees they actually drive down long term healthcare costs.
| 4 | https://www.glassdoor.com/employers/blog/6-hr-recruiting-stats-you-need-to-know-for-2018-and-beyond/ | true | null |
461 | Many Adults with Disabilities Report Frequent Mental Distress | A study from the Centers for Disease Control and Prevention found that adults with disabilities report experiencing more mental distress than those without disabilities. An estimated 17. 4 million adults with disabilities experience frequent mental distress, defined as 14 or more reported mentally unhealthy days in the past 30 days. Frequent mental distress is associated with adverse health behaviors, increased health services utilization, mental disorders, chronic diseases, and functional limitations. Prior work has shown that adults with disabilities are more likely to live below the federal poverty level and lack access to health care due to costs both of which are associated with a higher occurrence of mental health conditions. Increasing social cohesion, community participation, access to health promotion opportunities, and delivery of mental health screening, care, and support services could help reduce mental distress among adults with disabilities. Read the full article published in the Morbidity and Mortality Weekly Report. Read a full summary of the MMWR that is written for all audiences. CDC’s National Center on Birth Defects and Developmental Disabilities is working to ensure that people with disabilities have the same opportunities for overall well being as people without disabilities | 2 | https://www.cdc.gov/ncbddd/disabilityandhealth/features/adults-with-disabilities-mental-distress.html | false | null |
462 | Prevalence of Disability and Disability Types by Urban-Rural County Classification – United States, 2016 | The American Journal of Preventive Medicine published a new report comparing the percentage of adults with disabilities living in urban versus rural U. S counties. By analyzing self reported data from the 2016 Behavioral Risk Factor Surveillance System across six levels of urbanization, CDC researchers were able to estimate Researchers found that the percentage of adults living with disability was highest in noncore counties and lowest in large central and fringe metropolitan counties. Compared with adults living in large central metropolitan counties, adults living in noncore counties were These findings serve as reminders that people with disabilities live in all geographic areas. It is important that public health programs include people with disabilities living in rural communities. NCHS Urban–Rural Classification Scheme for Counties1CDC researchers analyzed data on adults with disabilities for counties categorized according to the 2013 NCHS Urban–Rural Classification Scheme for Counties. 1 From most urban to most rural, these categories include Nearly 19% of noncore counties in this study are in the Southern and Midwest regions of the United States, compared to 3. 1% in the West coast region, 2. 9% in the Northeast, and 6. 7% nationally. BRFSS allows respondents to self report on up to six functional types of disability. Specifically, participants were classified as having one of the six disability types if they answered “yes” to the following questions: Respondents who answered ‘yes’ to at least one of the disability questions were classified as having “any disability. ”CDC supports 19 state disability and health programs and two National Centers on Health Promotion for People with Disabilities, all of which promote healthy lifestyles and work to improve the quality of life for people with disabilities. The primary goals of the state programs are toCDC’s Disability and Health website also provides information and resources to increase awareness about disability inclusion, helping to ensure that every individual, with or without disabilities, can live, work, learn, and play in their communities. We encourage you to visit the Disability and Health website to find helpful information about disability inclusion and learn more about CDC also maintains the newly updated Disability and Health Data System , an online interactive tool that provides instant access to state level, disability specific health data. Users can customize the disability and health data they view, making it easy to find data on adults with and without disabilities and by functional disability type. | 3 | https://www.cdc.gov/ncbddd/disabilityandhealth/features/disability-prevalence-rural-urban.html | false | null |
464 | What it’s like returning to the office as a person with a disability: ‘My biggest fear was physical survival’ | This is part of CNBC Make Its My First Day Back series, where people share their stories of what its like to return to the office after working from home during the Covid 19 pandemic. Are you planning to return to the office soon? Share your stories with us here. Name: Alexa Dectis Age: 29Office: Netflixs Los Angeles office Working home since: March 13, 2020Returned: April 19, 2022 Return requirements: Proof of Covid 19 vaccine and negative Covid 19 test Theres a lot to dread about returning to the office: waking up late, hitting traffic, meeting co workers for the first time the list continues. But as Alexa Dectis recalls, her return to office fears boiled down to physical survival. At 16 months old, Dectis was diagnosed with spinal muscular atrophy, a progressive neuromuscular disease that weakens the muscles and can make activities such as speaking, walking, breathing and swallowing incredibly difficult or, for some, impossible. I realized from a really early age that the only way I could make something of myself would be if I used the power of my brain to overcome the weakness of my body, she tells CNBC Make It. I also knew that I needed a career that solely relied on my intellect thats what brought me to the legal profession, because you can be a really great lawyer without needing to move any muscles in your body. Dectis is unable to walk and uses a motorized chair to travel. She can comfortably speak, eat and type, but relies on caregivers to assist her with other physical needs, such as showering and dressing. Since the start of the pandemic, Dectis had split her time working on Skydances legal team from her apartment in Los Angeles, where she lives alone, and her parents house in Pennsylvania. Earlier this year, however, a recruiter from Netflix reached out to her with an offer to join the streaming giants minors, immigration and diligence team as a legal associate. She accepted the job with the expectation that she would go into Netflixs Los Angeles office three days a week, and work from home the other two days. You dont say no to Netflix, Dectis says. And this was the job, and the team, that Ive always dreamed of working in. CNBC Make It: How did you prepare to return to the office, and how did Netflix help?Alexa Dectis: It required a lot of planning and scheduling I had to plan out who would get me ready for work in the morning and which commute worked best for me, because I cant drive. Its easier to take public transit I prefer the bus because it allows me more independence, but it adds time to my day because it almost doubles my commute. Even when Im in the office, I have to plan out when I drink water, because a care assistant needs to take me to the bathroom. So every day at lunch, I have to arrange for a caregiver to come to Netflixs office for 15 minutes, help me use the bathroom once, and then leave. Having spinal muscular atrophy impacts my workday a lot. But its also taught me excellent time management, and its taught me to make the most of every opportunity because so many people with disabilities are unable to work, and the fact that I get to have this incredibly fulfilling career is something that I will always be so thankful for. Netflix has an accommodations team, and they made sure I had an adjustable desk as well as a laptop that syncs to my computer at the office, so I dont have to carry too much work equipment between my apartment and the office. How did the first day go? I woke up at 6 a. m. and one of my care assistants helped me get ready for the day, then I took some calls with colleagues in other time zones from home. I took the bus to work and arrived around noon, met my manager in person for the first time, met the team and got to work. Something I was super nervous about, when lunchtime rolled around, was if I would be able to reach things in the cafeteria. | 3 | https://www.cnbc.com/2022/05/16/what-its-like-returning-to-the-office-as-a-person-with-a-disability.html | false | null |
465 | People With Disabilities Say New Bills Could Make it Impossible For Them to Vote: 'I'm Being Punished' | Voters with disabilities say a new spate of GOP backed laws aimed at tightening voting rules could put their own right to vote at risk, making it a legal requirement that voters hand it their absentee ballots themselves, rather than using drop boxes. While drop boxes were widely used in the 2020 election , many GOP led legislatures have made moves to outlaw their use. In Wisconsin, a ban on ballot drop boxes went into effect for local elections in April; the state Supreme Court there is now weighing whether to keep that ban in place. Those who want to ban ballot drop boxes argue doing so will strengthen the integrity of elections and prevent voter fraud . Critics say such measures will simply make it harder to vote, adding hurdles for those who cant easily get to a polling place to vote in person, or dont have the ability to take time off to do so. RELATED: Michelle Obama Lauds Major New Voting Rights Bill and Urges Senate to Pass ItCritics also point to another consequence of making it difficult to send mail in ballots or use drop boxes: those who cant physically bring their ballot to a clerk, or put an absentee ballot in the mail themselves, would not be able to vote at all. Martha Chambers, who uses a wheelchair after being paralyzed from a horseback riding injury 27 years ago, described the challenges of voting to NPR. I have the ability to put a pen stick in my mouth, so I can fill it in and I can sign the ballot and ask a witness to witness my ballot, Chambers told NPR. They would have to place the ballot in the envelope and actually put it in the mail or take it to the clerk. It would be difficult for me to put a ballot in my mouth and put it in a mailbox; I couldnt reach that mailbox. Wisconsins current statute on voting allows for absentee voting but it mandates that the envelope containing an absentee ballot shall be mailed by the elector, or delivered in person, to the municipal clerk issuing the ballot or ballots. Chambers told NPR that, under that statute, It would be illegal for her to fill out a ballot, and have someone else put it in the mailbox for her: the individual who would assist me would be committing a crime, crazy as that may seem. She continued: Its sad because theres a large group of people that just wont do it because they think its illegal or theyre not going to count it, and why bother?RELATED: Texas Democrats Flee State in Protest to Block Voting Changes as Governor Promises Jail TimeStacy Ellingen, who has athetoid cerebral palsy, told NPR the statute makes her feel as if she is being punished. I do feel like Im being punished just because Im physically not able to put a ballot in a mailbox, she told NPR. My caregivers help me fill out the ballot and put it in the mailbox. Its literally the only way for me to vote, she continued. If this stands, I wouldnt be able to vote for the people actually making the decisions that affect my life. The states Supreme Court is slated to make a decision on whether to overturn the ban on drop boxes in June, but a similar situation is playing out in other states. According to a report by the Stanford MIT Healthy Elections Project, more voters used drop boxes in the 2020 general election than in any other election in American history. The report notes that, in 2020 and prior, just eight states Arizona, California, Colorado, Hawaii, Montana, New Mexico, Oregon and Washington state had laws regulating drop boxes. But in the years since, Republican lawmakers many spurred by former President Donald Trumps attacks on mail in voting have moved to discontinue their use, despite there being no evidence that they lead to voter fraud. According to research by Stateline, an initiative of The Pew Charitable Trusts, 19 states enacted new voting restrictions in 2021, including limits on early and mail in voting. Some states , have continued to add restrictions in 2022. | 3 | https://people.com/politics/new-voting-drop-box-laws-target-people-with-disabilities/ | false | null |
466 | Many Adults with Disabilities Report Frequent Mental Distress | A study from the Centers for Disease Control and Prevention found that adults with disabilities report experiencing more mental distress than those without disabilities. An estimated 17. 4 million adults with disabilities experience frequent mental distress, defined as 14 or more reported mentally unhealthy days in the past 30 days. Frequent mental distress is associated with adverse health behaviors, increased health services utilization, mental disorders, chronic diseases, and functional limitations. Prior work has shown that adults with disabilities are more likely to live below the federal poverty level and lack access to health care due to costs both of which are associated with a higher occurrence of mental health conditions. Increasing social cohesion, community participation, access to health promotion opportunities, and delivery of mental health screening, care, and support services could help reduce mental distress among adults with disabilities. | 3 | https://www.cdc.gov/ncbddd/disabilityandhealth/features/adults-with-disabilities-mental-distress.html | false | null |
467 | Primary Care Providers’ Level of Preparedness for Recommending Physical Activity to Adults with Disabilities | Primary care providers are more likely to discuss physical activity with their patients with disabilities if they feel prepared to do so. The Centers for Disease Control and Prevention’s Preventing Chronic Disease journal published a new study that looked at how prepared primary care providers feel to recommend physical activity to adults with disabilities. CDC scientists found that PCPs, specifically family doctors, internists, and nurse practitioners, are more likely to recommend physical activity to their patients with disabilities on a regular basis if they feel prepared to do so. However, just over 1 in 3 PCPs strongly agreed that they felt prepared to discuss physical activity with their adult patients with disabilities. Currently, half of PCPs recommend physical activity to their patients with disabilities at most visits. Everybody needs physical activity for good health, and prior studies found that adults with disabilities are more likely to be physically inactive than those without disabilities. PCPs are in a key position to influence physical activity participation among their adult patients with disabilities. The recently published article highlights PCPs’ characteristics that are related to feeling prepared to discuss physical activity with adult patients with disabilities. The article also highlights PCPs’ reported barriers to recommending physical activity to their patients with disabilities. Public health practitioners could use this information to develop resources and tools that may help PCPs feel more prepared to discuss and recommend physical activity with their adult patients with disabilities. Read the scientific summary of the article. CDC’s Disability and Health Branch at the Division of Human Development and Disability supports and provides funding for two National Centers on Health Promotion for People with Disabilities that focus on improving the quality of life for people living with disabilities, including their physical activity: The Branch also supports 19 state based programs toLearn more about the State Disability and Health Programs. Courtney Long EA, Stevens AC, Carroll DD, Griffin Blake S, Omura JD, Carlson SA. Primary Care Providers’ Level of Preparedness for Recommending Physical Activity to Adults With Disabilities. | 3 | https://www.cdc.gov/ncbddd/disabilityandhealth/features/kf-activity-recommendations.html | false | null |
468 | Socioeconomic Factors at the Intersection of Race and Ethnicity Influencing Health Risks for People with Disabilities | Adults with disabilities from some racial and ethnic groups are more likely to smoke and be obese. Income and education may also be related to these behaviors. The Journal of Racial and Ethnic Health Disparities has published a new study looking at the relationship between income and education, and two health behaviors smoking and obesity among people with disabilities from different racial and ethnic groups. To conduct this study, CDC researchers used information reported by respondents to the 2007 2010 Behavioral Risk Factor Surveillance System surveys. Researchers found that the proportion of adults living with disabilities varies by race and ethnicity, with the highest among American Indian/Alaska native adults and lowest among Asian adults . Similar to people without disabilities, people with disabilities with low levels of income or education are more likely to smoke or be obese. However, according to this study, how income and education relate with smoking and obesity differs by race and ethnicity. Everyone, including people with disabilities, needs health care and health programs to stay healthy and avoid unhealthy behaviors. Public health professionals can use the information in this article to highlight groups who may be more likely to report smoking and obesity, and to ensure that programs that promote good health are inclusive of people with disabilities. Read a scientific summary of the article. The infographic below shows the percentage of people with disabilities in each racial and ethnic group who report that they are obese or that they smoke. Health promotion and disease prevention programs focusing on smoking and obesity that are inclusive, not only of people from diverse racial and ethnic groups, but also inclusive of people with disabilities may help. This can be done by CDC’s Disability and Health Branch monitors the health of people with and without disabilities, and supports the inclusion of people with disabilities in public health programs that prevent disease and promote healthy behaviors. In addition, CDC works to eliminate barriers to health care and improve access to routine preventive services. CDC supports 19 state based disability and health programs and two National Public Health Practice and Resource Centers, which promote healthy lifestyles and work to improve quality of life for people with disabilities. The primary goals of the state programs are to CDC also maintains Disability and Health Data System , an online interactive tool that provides instant access to state level, disability specific health data. Users can customize the disability and health data they view, making it easy to identify health differences between adults with and without disabilities. | 3 | https://www.cdc.gov/ncbddd/disabilityandhealth/features/kf-socioeconomic.html | false | null |
469 | Building Back Better: Toward a disability-inclusive, accessible, and sustainable post COVID-19 world | Some people with disabilities have severe illness from the virus that causes COVID 19 due to underlying medical conditions, if they live in a group setting, or because of systemic health and social inequities. CDC recommends that all people age 5 and older receive a COVID 19 vaccine. Adults with disabilities are less likely to report hesitancy about getting vaccinated; yet, are more likely to report experiencing difficulties obtaining a COVID 19 vaccine than adults without a disability. It is critical to ensure that people with disabilities are able to access COVID 19 vaccines to keep themselves and their loved ones safe. December 3 is International Day of Persons with Disabilitiesexternal icon. In the United States, 1 in 4 adults has a disability. 1 Many people will experience a disability at some point during their lives. Disabilities may include difficulty with walking or climbing stairs; hearing; seeing; or concentrating, remembering, or making decisions. Although the term “people with disabilities” sometimes refers to a single population, this is a diverse group of people with a wide range of needs and abilities. Two people with the same type of disability can be affected in very different ways. Some disabilities may be hidden or not easy to see. A recent CDC study found that adults with disabilities were more likely than adults without a disability to report difficulty getting vaccinated against COVID 19. 2 Among unvaccinated adults, those with a disability were more likely than were those without a disability to report challenges such as:Health disparities are differences in health and access to services. Addressing these barriers to COVID 19 vaccination for people with disabilities can help reduce health disparities, increase COVID 19 vaccination demand, and increase the number of people with disabilities who get the COVID 19 vaccine. COVID 19 Materials for People with Intellectual and Developmental Disabilities and Care ProvidersPeople with intellectual and developmental disabilities face unique challenges and are more likely to get very sick from COVID 19. Throughout the COVID 19 pandemic, parents, family members, and caregivers have been working hard to help the people they care for stay healthy and safe during this difficult time. This social story follows Izzy as she gets her COVID 19 shot. This poster reminds people to wash their hands to stay safe from COVID 19. Esta historia social interactiva utiliza opciones de llenar el espacio en blanco y selección múltiple para ayudario a prepararse para la vacuna contra el COVID 19. Esta historia social le hace seguimiento a Izzy cuando va a vacunarse contra el COVID 19. This interactive social story uses fill in the blanks and multiple choice options to help you prepare for getting a COVID 19 shot. This video shows how to stay safe from COVID 19 by washing hands. During the COVID 19 pandemic, isolation, disconnection, disrupted routines, and diminished health services have greatly impacted the lives and mental well being of people with disabilities. Everyone reacts differently to stressful situations. How one responds to stressful situations, such as the COVID 19 pandemic, can depend on their background, support systems , financial situation, health and emotional background, the community they live in, and many other factors. People with disabilities or developmental delays may respond strongly to the stress of a crisis, particularly if they are also at higher risk for serious illness from COVID 19 . Public health efforts that make COVID 19 vaccination information, scheduling, and sites more easily accessible for persons with disabilities might help to address health inequities and increase vaccination demand and coverage. 2 These efforts include: | 3 | https://www.cdc.gov/ncbddd/disabilityandhealth/features/COVID-19-and-disabilities.html | false | null |
472 | The Mental Health of People with Disabilities | Adults with disabilities report experiencing frequent mental distress almost 5 times as often as adults without disabilities. Call your doctor if your mental health gets in the way of your daily activities for at least 14 days in a month. December 3rd is International Day of Persons with Disabilities. In the United States, 1 in 4 adults 61 million have a disability. Many people will experience a disability at some point during their lives. Disabilities limit how a child or adult functions. These limitations may include difficulty walking or climbing stairs; hearing; seeing; or concentrating, remembering, or making decisions. Although “people with disabilities” sometimes refers to a single population, this is a diverse group of people with a wide range of needs. Two people with the same type of disability can be affected in very different ways. Some disabilities may be hidden or not easy to see. A recent study found that adults with disabilities report experiencing more mental distress than those without disabilities. 2 In 2018, an estimated 17. 4 million adults with disabilities experienced frequent mental distress, defined as 14 or more reported mentally unhealthy days in the past 30 days. Frequent mental distress is associated with poor health behaviors, increased use of health services, mental disorders, chronic disease, and limitations in daily life. 2During the COVID 19 pandemic, isolation, disconnect, disrupted routines, and diminished health services have greatly impacted the lives and mental well being of people with disabilities. 3Call your healthcare provider if stress gets in the way of your daily activities for several days in a row. Free and confidential resources can also help you or a loved one connect with a skilled, trained counselor in your area Everyone reacts differently to stressful situations. How you respond to stressful situations, such as the COVID 19 pandemic, can depend on your background, your support systems , your financial situation, your health and emotional background, the community you live in, and many other factors. People with disabilities or developmental delays may respond strongly to the stress of a crisis, particularly if they are also at higher risk for serious illness from COVID 19 . We are often asked this question, and many of us say we’re “fine. ” But this has been a difficult time lately, and emotions can be complex. You may be feeling sad, worried, or stressed. It helps to stay positive and remind yourself of your strengths. Visit How Right Nowexternal icon for inspiration and resources to find what helps. CDC provides funding for two National Centers on Disability that focus on improving the quality of life for people living with disabilities. Special Olympics’ Inclusive Healthexternal icon programming focuses on improving the physical and social emotional well being of people with intellectual disabilities by increasing inclusion in health care, wellness, and health systems for Special Olympics athletes and others with intellectual disabilities. “I learned relaxation techniques and now always try these when I find myself overwhelmed. I would recommend these strategies to others, too. A strong mind is an important part to a happy body,” shares Kayte Barton, a Special Olympics athlete from Minnesota. Barton was a part of the Special Olympics committee to help develop emotional health programming for Special Olympics athletes across the world in its flagship Special Olympics Healthy Athletes®external icon program. Special Olympics’ Strong Mindfulness program offers free, 1 hour mindfulness sessions for people with intellectual disabilities and their families. Participants learn deep breathing techniques, body awareness and progressive muscle relaxation, mindful movement, and guided meditation. They also receive a Strong Minds Activity Guide designed to help them develop their coping skills in everyday life. | 3 | https://www.cdc.gov/ncbddd/disabilityandhealth/features/mental-health-for-all.html | false | null |
473 | Physical Activity for People with Disability | Everybody needs physical activity for good health. However, less than half of U. S adults with serious difficulty walking or climbing stairs report engaging in aerobic physical activity. 1 For those who are active, walking is the most common physical activity. 1 Yet, adults with disabilities report more environmental barriers for walking than those without disabilities. 2 Here are some ways that people with disabilities can stay active and healthy. Physical activity plays an important role in maintaining health, well being, and quality of life. According to the Physical Activity Guidelines for Americans, 2nd editionpdf iconexternal icon, physical activity can help control weight, improve mental health, and lower the risk for early death, heart disease, type 2 diabetes, and some cancers. Physical activity can also improve mental health by reducing depression and anxiety. For people with disabilities, physical activity can help support daily living activities and independence. Any amount of physical activity that gets your heart beating faster can improve your health. Some activity is better than none. For even greater health benefits, the Guidelines recommend that all adults, with or without disabilities, get at least 150 minutes of aerobic physical activity per week. Activities can be broken down into smaller amounts, such as about 25 minutes a day every day. Muscle strengthening activities, such as adapted yoga or working with resistance bands, provide additional health benefits. One in four U. S. adults is living with a disability,3 defined asAdults with disabilities are more likely to have obesity, heart disease, stroke, diabetes, or cancer than adults without disabilities. 4 Physical activity can reduce the risk and help manage these chronic conditions. Many adults with disabilities and chronic health conditions can participate in regular physical activity; however, it’s important to consult with a healthcare professional or physical activity specialist to understand how your disability or health condition affects your ability to safely do physical activity. If you have a disability and want to make physical activity part of your daily routine, here are some options. Engaging in physical activity outdoors can help improve your physical health, as well as your mental health and well being. Most people can engage in an active lifestyle through walking including people with disabilities who are able to walk or move with the use of assistive devices, such as wheelchairs or walkers. 5 In fact, walking is the most common form of physical activity reported among active adults with mobility disability. 1Unfortunately, adults with disabilities report fewer neighborhood environmental supports and more barriers for walking than those without disabilities. 2 To improve this, resources were created to help promote the development of supportive environments for walking for individuals with disabilities. Being active in your home can also be a good option. Here are some resources that can help you stay physically active while at home. Decide how much physical activity is right for you and your fitness level, pick an activity you enjoy for example, gardening, doing chores around the house, wheeling yourself around in your wheelchair, walking briskly, or dancing and find ways to include your favorite physical activity into your everyday life. CDC’s Disability and Health Promotion Branch, within the Division of Human Development and Disability, supports and provides funding for two National Centers on Disability that focus on improving the quality of life for people living with disabilities, including their physical activity level. | 3 | https://www.cdc.gov/ncbddd/disabilityandhealth/features/physical-activity-for-all.html | false | null |
474 | Prevalence of Disability and Disability Types by Urban-Rural County Classification – United States, 2016 | The American Journal of Preventive Medicine published a new report comparing the percentage of adults with disabilities living in urban versus rural U. S counties. By analyzing self reported data from the 2016 Behavioral Risk Factor Surveillance System across six levels of urbanization, CDC researchers were able to estimate Researchers found that the percentage of adults living with disability was highest in noncore counties and lowest in large central and fringe metropolitan counties. Compared with adults living in large central metropolitan counties, adults living in noncore counties were These findings serve as reminders that people with disabilities live in all geographic areas. It is important that public health programs include people with disabilities living in rural communities. Read a summary of the article »external icon*2013 NCHS Classification Scheme for Counties1CDC researchers analyzed data on adults with disabilities for counties categorized according to the 2013 NCHS Classification Scheme for Counties. 1 From most urban to most rural, these categories include Nearly 19% of noncore counties in this study are in the Southern and Midwest regions of the United States, compared to 3. 1% in the West coast region, 2. 9% in the Northeast, and 6. 7% nationally. BRFSS allows respondents to self report on up to six functional types of disability. Specifically, participants were classified as having one of the six disability types if they answered “yes” to the following questions: Respondents who answered ‘yes’ to at least one of the disability questions were classified as having “any disability. ”CDC supports 19 state disability and health programs and two National Centers on Health Promotion for People with Disabilities, all of which promote healthy lifestyles and work to improve quality of life for people with disabilities. The primary goals of the state programs are to CDC’s Disability and Health website also provides information and resources to increase awareness about disability inclusion, helping to ensure that every individual, with or without disabilities, can live, work, learn, and play in their communities. We encourage you to visit the Disability and Health website to find helpful information about disability inclusion and learn more about CDC also maintains the newly updated Disability and Health Data System , an online interactive tool that provides instant access to state level, disability specific health data. Users can customize the disability and health data they view, making it easy to find data on adults with and without disabilities and by functional disability type | 3 | https://www.cdc.gov/ncbddd/disabilityandhealth/features/disability-prevalence-rural-urban.html | true | null |
476 | CDC and Special Olympics: Inclusive Health | Physical activity is the cornerstone of good health. However, less than half of U. S. adults with disabilities meet the recommended physical activity guidelines. 1 Learn how the Centers for Disease Control and Prevention is working with Special Olympics to increase participation in year round wellness programs among people with intellectual disabilities a term used when a person has certain difficulties with thinking, learning, remembering, and reasoning. May is National Physical Fitness and Sports Month. Physical activity plays an important role in maintaining health, well being, and quality of life. According to the Physical Activity Guidelines for Americans, physical activity can help control weight and lower the risk for early death, heart disease, type 2 diabetes, and some cancers. Physical activity can also improve mental health by reducing depression and anxiety. For people with disabilities, physical activity can help support daily living activities and independence. Any amount of physical activity that gets your heart beating faster can improve your health. It helps to remember some activity is better than none. For even greater health benefits, the Guidelines recommend that all adults, with or without disabilities, get at least 150 minutes of aerobic physical activity per week, which can be broken down into smaller amounts each day. Muscle strengthening activities, such as adapted yoga or working with resistance bands, provide additional health benefits and are recommended two days a week. Fitness plays a key role in the mission of the Special Olympics a CDC partner organization that provides year round sports training and athletic competition in a variety of Olympic type sports for children and adults with intellectual disabilities, giving them continuing opportunities to develop physical fitness, demonstrate courage, experience joy, and participate in a sharing of gifts, skills, and friendship with their families, other Special Olympics athletes, and the community. Physical activity, good nutrition, and hydration enhance athletes’ sports performance and improve their overall health and quality of life. Recent Special Olympics data reveal that fitness programming is urgent, given that more than half of Special Olympics athletes are overweight, almost a third have obesity, and 57% have hypertension. 2CDC and Special Olympicsexternal icon have joined forces to increase the number of people with intellectual disabilities who participate in year round wellness programming that includes flexible fitness intervention models and resources to promote weight loss and decrease blood pressure. Special Olympics also trains coaches and fitness instructors to work with people with intellectual disabilities and develops partnerships to support local and national fitness participation. Inclusive health means people with intellectual disabilities are able to take full advantage of the same health programs and services available to people without intellectual disabilities. To prevent illness and promote healthy behaviors and safety for people with disabilities, CDC is committed to disability inclusion in public health programs, working to eliminate barriers to health care and improve the ability to get routine preventive services. As part of this work, CDC supports Special Olympics’ efforts to improve the physical and social emotional well being of people with intellectual disabilities by increasing inclusion in health care, wellness, and health systems for Special Olympics athletes and others with intellectual disabilities. More broadly, the Special Olympics partnership with CDC supports a range of health initiatives, including This partnership leverages the Special Olympics community of more than 700,000 athletes with intellectual disabilities, 135,000 coaches, and 700,000 volunteers to spark nationwide change. | 3 | https://www.cdc.gov/ncbddd/disabilityandhealth/features/special-olympics-heroes.html | true | null |
477 | 31st ADA anniversary: Health is for all of us | July 26, 2021 marks the 31st anniversary of the Americans with Disabilities Act , a civil rights law that promotes the inclusion of people with disabilities in every aspect of life. Learn what CDC is doing to support disability inclusion, which can improve health for all. Anyone can have a disability at any point in their life. Disabilities, which limit how a child or adult functions, may include serious difficulty with walking or climbing stairs; hearing; seeing; or concentrating, remembering, or making decisions. One of every four adults in the United States has some type of disability, 1 and many people will experience a disability during their lifetime. This month is the 31st anniversary of the Americans with Disabilities Act , a civil rights law that prohibits discrimination against individuals with disabilities in all areas of public life. The ADA has made a positive difference in the lives of those who have disabilities by providing better access to buildings, transportation, education, and employment and creating opportunities for individuals with disabilities to work, play, and contribute in their communities. However, challenges remain with access to health care, as well as inclusion of people with disabilities in health promotion and disease prevention programs. 1Additionally, people with disabilities continue to face significant differences in health compared to people who do not have disabilities. For example CDC recognizes ADA as an important policy for facilitating the inclusion of people with disabilities in federal efforts related to health and health care. As such, CDC strives to improve the health of people with disabilities by providing access to disability data, fostering state and national collaborations to promote inclusion, and developing tools for disability inclusion. Below are some of our most recent resources and tools for disability inclusion. Knowing the differences in health between people with and without disabilities is the first step in making sure people with disabilities have access to the programs and services that can help improve their health. CDC created the Disability and Health Data System to provide vital information to better understand the health needs of adults with disabilities at the state and national levels. Equipped with these data, state epidemiologists, researchers, policymakers, public health professionals, and anyone interested in the health of adults with disabilities can plan for inclusive communities that offer the programs and services needed to improve the health of this population. With DHDS, you can get answers to questions such as CDC funds the Association of State and Territorial Health Officialsexternal icon, the National Association of County and City Health Officialsexternal icon and the Association of University Centers on Disabilitiesexternal icon through a project titled, “Addressing Needs of People with Disability in COVID 19 Preparedness, Planning, Mitigation, and Recovery Efforts in the United States. ”The purpose of this project is to ensure that the needs of people with disabilities are addressed in COVID 19 planning, mitigation, and recovery efforts through People with disabilities need public health programs and healthcare services for the same reasons everyone does to be healthy, active, and engaged as part of the community. Including people with disabilities in public health programs and activities ensures improvements in the overall health and wellbeing of the entire population. CDC provides resources that public health practitioners, healthcare providers, and others can use to help ensure that every person – with or without disabilities – can participate fully in their communities. Visit the Inclusive Healthy Communities Model webpages to learn how ten communities in five states used IHCM to implement disability inclusion strategies and make healthy living easier for all people across community sectors where they live, learn, work, play, pray and receive care. | 3 | https://www.cdc.gov/ncbddd/disabilityandhealth/features/ada-anniversary.html | false | null |
479 | Prevalence of Disabilities and Health Care Access by Disability Status and Type Among Adults — United States, 2016 | The Morbidity and Mortality Weekly Report published a report describing adults with disabilities in the United States, as well as the differences in health care access by disability type. Using 2016 Behavioral Risk Factor Surveillance System data, CDC scientists analyzed the survey responses of those adults 18 years of age and older who had any of the following six types of disabilities: They found that 1 in 4 adults in the United States, or 61 million people, have at least one of these disabilities. Anyone can have a disability, and a disability can occur at any point in a person’s life. However, this report found disabilities more common among adults 65 years of age and older; approximately 2 in 5 adults in this age group have a disability. Disability was more commonly reported by women, non Hispanic American Indians/Alaska Natives , adults with income below the federal poverty level, and adults living in the southern region of the United States. Researchers also found that, in general, adults 65 years of age and older with any disability reported better access to health care compared to younger adults with a disability. However, disability specific disparities in health care access were common, particularly among young and middle aged adults. Generally, adults with vision disability reported the least access to health care and adults with self care disability reported the most access to care. Research on the number of people with disabilities, their characteristics, and their disability specific differences in health care access might enable health care professionals to address disability specific barriers to health care, ensure inclusivity of health programs, and improve the health of people with disabilities. Researchers looked at the responses, given by people with disabilities, to four health care access questions: They found that, for each disability type, having health insurance coverage, a usual health care provider, and receiving a routine check up increased with age, while having an unmet health care need because of cost decreased with age. Findings for specific age groups are outlined in the table below: BRFSS is an ongoing state based telephone survey of noninstitutionalized U. S. adults aged 18 years or older living in the community . This is the first time a question about hearing difficulty has been included in the BRFSS, which may be why the number of people with disabilities is higher than previously reported . CDC supports 19 state disability and health programs and two National Centers on Health Promotion for People with Disabilities, all of which promote healthy lifestyles and work to improve quality of life for people with disabilities. The primary goals of the state programs are to The CDC’s Disability and Health website also provides information and resources that public health practitioners, health care providers, and others can use to increase awareness about disability inclusion, helping to ensure that every individual, with or without disabilities, can live, work, learn, and play in their communities. We encourage you to visit the Disability and Health website to find helpful information about disability inclusion and learn more about CDC also maintains the newly updated Disability and Health Data System , an online interactive tool that provides instant access to state level, disability specific health data. Users can customize the disability and health data they view, making it easy to find health data on adults with and without disabilities and by functional disability type. | 3 | https://www.cdc.gov/ncbddd/disabilityandhealth/features/kf-adult-prevalence-disabilities.html | true | null |
481 | Article Highlights: The Guide to Community Preventive Services and Disability Inclusion | People with disabilities need to be included and have access to the disease prevention and health promotion programs they need to stay healthy and lead full, active lives. In a recent report in the American Journal of Preventive Medicine , CDC scientists summarize how public health recommendations from the Guide to Community Preventive can be adapted to better benefit people with disabilities. One in five adults in the United States have some type of disability. Compared to adults without disabilities, adults with disabilities are more likely to be obese, smoke, have high blood pressure, and be physically inactive. Any of these can increase the risk for medical conditions, such as heart disease, stroke, diabetes, and some cancers, which are also more common among adults with disabilities. People with disabilities need health programs and services for the same reasons anyone does – to be healthy, active, and part of the community. However, they frequently experience barriers that keep them from obtaining the health care they need and participating in health promotion and disease prevention programs in their communities. As community organizations and public health officials implement the recommendations found in the Community Guide, they may wish to consider removing the health barriers people with disabilities sometimes face when trying to use these programs. With the appropriate adaptations, people with disabilities are more able to benefit from the disease prevention and health promotion programs they need to stay active and healthy, and lead full lives. The Guide to Community Preventive is a resource where public health officials and community organizations can go to see what proven programs exist to address public health issues, such as cancer screenings, access to physical activity, drinking and smoking, among many others. There are several types of changes that health promotion and disease prevention programs such as those within in the Community Guide can use to make sure people with disabilities are included, such as table indicating types of changes pdf icon[288 KB, 10 pages]external icon for each type of program is included with the AJPM report as online supplemental information. This resource can be used to guide specific changes that can improve the access of people with disability to these proven health promotion and disease prevention programs. People with disabilities are the best advocates for appropriate adaptations to public health interventions. Including people with disabilities from the beginning of an implementation will help a program succeed. The Guide to Community Preventive Services and Disability Inclusion. | 3 | https://www.cdc.gov/ncbddd/disabilityandhealth/features/preventive-services-and-disability-inclusion.html | true | null |
482 | Adults with One or More Functional Disabilities – United States, 2011-2014 | Working age adults with disabilities are more likely to live in poverty, have less than high school education and be unemployed. How can we improve this?Social_round_facebook Social_round_twitter email iconThe Morbidity and Mortality Weekly Report has published a new report that describes the demographic and socioeconomic characteristics of working age adults with disabilities living in U. S. communities. What’s unique about this report is that the researchers also looked at these characteristics by number of disability types. According to the report, about 12% of working age adults in the United States have any disability and nearly 6 in 10 of them have only one disability type. Living in poverty, having less than a high school education, or being in the labor force, but looking for work, are each more common among adults who have a disability, even those with only 1 disability, compared with those with no disability. Adults with disabilities had from 1 to 6 disability types; the researchers assigned them to groups of adults who had 1, 2, 3, or 4 or more disability types. As the number of disability types increased from 1 to 4 or more, people in those groups were increasingly more likely to live in poverty, have less than a high school education, or if in the labor force, to be looking for work. This MMWR presents important information that public health officials and decision makers can use to understand the characteristics of working age adults with disabilities, including those with multiple disabilities, and make sure they are included in programs and policies designed to increase social participation. United States, 2011 – 2014Working together, public health professionals, employers and communities can address the barriers that may be keeping people with disabilities from getting into the workforce and obtaining the social, economic and health benefits that employment can offer. CDC currently supports 19 State Disability and Health Programs and two National Centers on Disability. State Disability and Health Programs inform policy and practice at the state level. These programs ensure that individuals with disabilities are included in ongoing activities within the state that prevent disease and promote health. The National Centers on Disability | 3 | https://www.cdc.gov/ncbddd/disabilityandhealth/features/keyfinding-adults-with-multiple-functional-disabilities.html | false | null |
483 | Feds Warn Employers Against Disability Discrimination | The federal government is offering new guidance to help businesses ensure compliance with the Americans with Disabilities Act as they use technology in hiring and other human resources practices. Increasingly common methods that employers are using to select new hires, judge performance and determine pay or promotions may discriminate against people with disabilities, federal officials say. The U. S. Department of Justice and the Equal Employment Opportunity Commission say artificial intelligence and other software tools used by companies can result in employers violating the rights of people with disabilities under the Americans with Disabilities Act. Businesses frequently use computer based tests or resume scoring software to screen job applicants as well as other technology to assess the performance of current and prospective workers. In guidance issued late last week, the agencies point out that without safeguards, software tools can screen out capable people with disabilities. For example, a wheelchair user interviewing for a cashier position may be turned away by a chatbot if they say they cannot stand for hours even though they could do the job while seated, the EEOC notes. The guidance stops short of telling employers that they cannot use artificial intelligence and other software tools, instead detailing what steps should be taken to ensure ADA compliance. When utilizing technological tools, employers should consider the impact on people with various disabilities and have a process for providing reasonable accommodations when appropriate, the guidance indicates. Employers should also remember that if software tools make people disclose information about their disabilities or medical conditions, that could lead to inquiries or medical exams that are not permitted. “Algorithmic tools should not stand as a barrier for people with disabilities seeking access to jobs,” said Kristen Clarke, assistant attorney general for civil rights at the Justice Department. “This guidance will help the public understand how an employer’s use of such tools may violate the Americans with Disabilities Act, so that people with disabilities know their rights and employers can take action to avoid discrimination. ”Beyond guidance for employers, the EEOC is also offering tips for people with disabilities who believe they have been discriminated against. “New technologies should not become new ways to discriminate,” said EEOC Chair Charlotte A. Burrows. “If employers are aware of the ways AI and other technologies can discriminate against persons with disabilities, they can take steps to prevent it. ” With a slew of new actions and additional resources, federal education officials are taking steps to ensure that students with disabilities and their families can access school services. In May 2021, 11 year old Ryan Larsen walked out of his elementary school in between classes. A year later, there are few signs of the boys whereabouts. Industry associations and business owners say serial plaintiffs are increasingly using the ADA to extract tens of thousands of dollars in settlements, not to promote access as the law intended. | 3 | https://www.disabilityscoop.com/2022/05/16/feds-warn-employers-against-disability-discrimination/29857/ | false | null |
484 | Inspired by daughter, architect approaches accessibility as a 'lifestyle' | Megen Olfert smiles thinking about the backyard treehouse her father designed for her when she was a kid. It was wide enough for a motorised wheelchair to maneuver inside, and a cement path wound its way through the backyard up to the treehouse instead of stairs or a ladder. I felt like I was on equal ground as a kid, said Megen, recalling friends coming over to hang out, because sometimes when youre disabled it means you have to do things differently even though you can do the same thing. It made me feel included. Megen was diagnosed with cerebral palsy at nine months old. It became clear to her parents, Charles and Leila Olfert, that their daughter would need a wheelchair and their house would not meet Megens needs. So, Charles began designing a new home for the family. Ceiling track lifts were installed in Megens room and bathroom, which allowed her to safely transfer from her wheelchair to her bed and bathtub. Wide hallways ensured Megen could freely move throughout the main floor, and the driveway was level with the street so that she could roll into the house instead of using a wheelchair ramp. I think that there is a kind of negative public connotation when you see a giant wheelchair ramp coming up to the front of your house. I dont like that, said Charles, an architect and one of the founders of AODBT Architecture and Interior Design in Saskatoon. There are so many ways to do a wheelchair ramp that is built right into the landscape and are more subtle. Charles works with businesses and organizations to make their spaces more accessible for people with physical and intellectual disabilities. He credits Megen with expanding his outlook on accessibility issues. Accessibility isnt really a passion of mine, he said. Its a lifestyle because we have a daughter with a disability. Everything that Ive been doing has this lens thats part of my work. When Megens elementary school, George Vanier School, needed a ramp in 1988, Charles helped build it. When high school was on the horizon for her, Charles helped design St. Joseph, including a top notch wheelchair accessible bathroom. Megen was having an impact and helping others in our city and she didnt even know it, he said. Megen is now 39 and lives with her service dog, Que, in a condominium run by Cheshire Homes in Saskatoon, which facilitates independent living for those with disabilities. Her father helped design the home to meet all of her accessibility needs. It even features a device that gives Megen autonomy when it comes to feeding Que. I want to be able to feed my own dog without assistance, said Megen. I do this every day, twice a day. For the past 14 years, Megen has worked at Home Depot in Saskatoons Stonebridge suburb. Her encyclopedic knowledge of the store has made her a star with customers, and she hopes her presence will remind them of the potential of people with disabilities. We need to get more employers to be more accessible to both physically and intellectually disabled people, she said. Charles, meanwhile, hopes more businesses will see the benefits of prioritizing accessibility in their design. He is one of a handful of Saskatchewan architects who have taken the Rick Hansen Foundations certification course that teaches how spaces can be more inviting to people with disabilities. It includes everything from designing signs to help alleviate anxiety to creating spaces for people with hearing issues. There are only three buildings in Saskatchewan that have been certified gold by the Rick Hansen Foundation: AODBT and the Ronald McDonald House in Saskatoon, and Mosaic Stadium in Regina. Its going to take a little extra money and space and time, so you have to find a client that maybe has that mission in mind already that wants to provide those services, he said. It also does project a good public image. Charles would also love to see the Saskatoon widen its sidewalks and make them smoother for people who are in wheelchairs. Oftentimes, Megen will operate her power wheelchair on the street while Que walks on the sidewalk because of the shape they are in. Something Megen believes would make a difference when it comes to accessibility in Saskatoon that doesnt cost a thing is empathy. | 3 | https://www.cbc.ca/news/canada/saskatoon/accessibility-architect-saskatoon-1.6448395 | true | null |
485 | Unlock the Powerful Gifts Your Disability Taught You About Being a Better Leader | Empathy and active listening are two skills every effective leader should have. The experience of living with a disability provides an advantage in recognizing the importance of these skills and wielding them in the workplace. As a leader, you are responsible for a challenging yet essential role within your company. If you live with any type of condition, be it physical or mental, from blindness to neurodivergency, your experiences overcoming this adversity can be an asset. With the help of the empathy and active listening skills youve likely developed, you can create a more lively and supportive corporate culture and build a more synergistic workplace. Here are three areas where demonstrating empathy and active listening will make your business an encouraging and productive environment. You have probably seen your fair share of working environments that lack some of the accommodations you need for your disability. If you use a wheelchair or other mobility aids, perhaps you have noticed a lack of ramps and elevators in many buildings. It can be incredibly frustrating to navigate spaces like these. The good news is, the kindness and patience you have gained from facing adversity will allow you to better understand others’ struggles. When an employee comes to you with a problem, you can assure them that they are not alone. Channel your compassion by empathizing with your employees. Even if you have not faced the exact same difficulties as them, you can still acknowledge and value their concerns by paying close attention to what they are telling you. Active listening involves making a conscious effort to understand and absorb what others are saying. Encourage their continued input. Practicing these skills will improve your listening comprehension while also showing your employees you care about their point of view. Being considerate toward every member of your company will foster a workplace that thrives on unity. Related: Leaders With Disabilities Have Instincts That Inspire Their Teams and Stimulate ProductivityAs someone with a disability, you are probably very aware of your own limitations, which is a real asset when it comes to empathizing with others. Have you ever had a job where you felt like you couldn’t say no to a project? This kind of pressure often results in burnout, which can be harmful to you, your team and ultimately, the work you produce together. Take stock of everything you are asking your employees to do and ask yourself, “Is it too much?”Certain behaviors on your part such as expecting employees to respond to emails while on vacation, discouraging them from taking time off or pressuring them to put their career ahead of their family could be creating an environment where people feel uncomfortable with prioritizing themselves and their health. To mitigate this, start by setting some boundaries of your own. Some healthy examples of this would be using “Do Not Disturb” settings on communication devices while you are busy or only taking on one major project at a time. Communicate your personal limits clearly with your team, and then allow them to set their own. Their boundaries may be very different from yours, and you can treat this as an opportunity to understand the other person better. You may learn someone is uncomfortable with working overtime because they value their family time. Approach these conversations with empathy, picturing what each person’s responsibilities look like from their perspective. Finally, remember your active listening skills; making an effort to recognize and remember your employees’ boundaries will demonstrate you care about their well being. Once your team members know you accept their limits, they will feel more comfortable communicating them to each other. An open minded team that respects its workers’ comfort zones is one that performs together cohesively. | 3 | https://www.entrepreneur.com/article/424196 | true | null |
486 | Supreme Court Decision Weakens Disability Rights, Advocates Say | Disability advocates are not happy about a recent decision from the U. S. Supreme Court limiting the ability to seek damages from many discrimination claims. A recent U. S. Supreme Court decision chips away at disability rights, advocates say, by making it harder to bring claims under some of the nation’s anti discrimination laws. The high court ruled late last month 6 3 against Jane Cummings, who is deaf and legally blind, determining that emotional distress from discrimination is insufficient harm to warrant a lawsuit under four federal civil rights laws. Cummings sued after Premier Rehab Keller in Texas declined to provide her a sign language interpreter at her physical therapy appointments. The therapy provider said that Cummings could use notes, lip reading and gestures to communicate instead. argued that Premier Rehab Keller discriminated against her on the basis of disability, violating the Rehabilitation Act of 1973 and the Affordable Care Act, which apply to facilities that receive federal funds like the therapy provider does. However, a federal judge determined that Cummings’ only injuries were “humiliation, frustration and emotional distress” and indicated that the laws in question did not allow for the recovery of damages in such cases. A federal appeals court affirmed the ruling and a majority of the Supreme Court agreed. Writing for the majority, Chief Justice John G. Roberts Jr. said that damages for emotional distress are not available in most breach of contract cases, so it’s unreasonable to think that business receiving federal dollars should be held to a different standard. “After all, when considering whether to accept federal funds, a prospective recipient would surely wonder not only what rules it must follow, but also what sort of penalties might be on the table,” Roberts wrote. In addition to the Rehabilitation Act and the Affordable Care Act, the ruling applies to Title VI of the Civil Rights Act of 1964 and Title IX of the Education Amendments of 1972. In dissent, Justice Stephen G. Breyer noted that discrimination often harms in ways that are purely emotional. “It is difficult to square the court’s holding with the basic purposes that antidiscrimination laws seek to serve,” Breyer wrote. “The court’s decision today allows victims of discrimination to recover damages only if they can prove that they have suffered economic harm, even though the primary harm inflicted by discrimination is rarely economic. … The court’s decision today will leave those victims with no remedy at all. ”The ruling puts people with disabilities in a precarious position, advocates say. “These civil rights statutes are intended to protect the rights of people with disabilities and other historically disenfranchised groups. In foreclosing relief for the emotional distress that may ensue from discrimination, this holding diminishes the dignity and respect that people with disabilities deserve and are entitled to as full members of our society,” said Peter Berns, CEO of The Arc. The ruling will effectively “weaken the protections for people with disabilities in the Rehabilitation Act and the Affordable Care Act,” according to Ira Burnim, legal director at the Bazelon Center for Mental Health Law. “Nearly 50 years since the passage of the Rehabilitation Act, too many people with disabilities continue to face isolation and humiliation as a result of discrimination,” Burnim said. “By limiting their ability to seek and obtain money damages for the emotional distress they experience when their rights are violated in many cases, the only cognizable harms such plaintiffs experience today’s decision has significantly limited their access to justice. ” | 3 | https://www.disabilityscoop.com/2022/05/09/supreme-court-decision-weakens-disability-rights-advocates-say/29843/ | false | null |
487 | Intersection of Disability Race Explored at Free, DEI Virtual Conference: Civil Rights Advocate Kimberlé W. Crenshaw Disability Activists to Present | As issues at the intersection of disability and race remain under recognized due to a lack fluency or awareness, nonprofit agencies AHRC Nassau and The Arc of the United States are responding with a free, online conference on May 18 to connect attendees of all abilities and backgrounds with research, best practices, and most importantly, with each other. The Diversity, Equity & Inclusion Virtual Conference, Beyond the Comfort Zone: Understanding and Eradicating Injustice, Racism and Inequality in the Field of Developmental Disabilities, will explore the history, the latest research, and opportunities for the increased inclusion of people with intellectual and developmental disabilities as well as recognition for direct care staff, who are primarily Black, Indigenous, and people of color . Disability is an underdeveloped area of DEI. For those with no prior connection to the experience of disability or the underlying issues related to race, there can be shame and hesitation in trying to discuss these issues or worse, silence, said Stanfort J. Perry, Conference Chair and CEO of AHRC Nassau. The purpose of this online conference is to create a platform offering the latest insight on the intersectionality of issues pertaining to ableism and racism to encourage questions, conversations, and above all, shine a spotlight on those whom society has marginalized. More than 30 years since the passage of the Americans With Disabilities Act, people with disabilities remain one of the most marginalized groups – at high risk of violent crimes to contracting and dying from COVID 19. Their essential support staff, who make tasks of daily living and participation in the wider community possible, are predominantly women of color who have spent years advocating for a living wage. According to a report from the University of Minnesota – Institute on Community Integration and The National Alliance for Direct Support Professionals, Black/African American Direct Support Professionals were paid less per hour than white DSPs, and a higher percentage of Black/African American DSPs worked 40 or more additional hours per week. Though there is overwhelming need, an overall lack of funding has resulted in a 43% national turnover rate in the direct care workforce and a staffing crisis. Self advocates, like Jessica Campbell, have advocated for years for necessary funding to ensure services and supports to lead an independent life. Imagine not being able to get medication, access money, stay clean, cook, do your job, or go out into the community thats what a staffing crisis means to us, said Campbell, who is currently a member of AHRC Nassaus Board of Directors and a Field Assistant for the Long Island Region at the Self Advocacy Association of New York State. The upcoming DEI Virtual Conference is important to Campbell because in addition to addressing some of these issues during a conference panel, she hopes more people have a chance to be understood and that more people can begin to understand the experience of disability. For Peter Berns, CEO of The Arc of the United States, Disability providers, at the state and federal level, are working within legal, legislative, and service frameworks that can be complex and difficult to navigate regardless of whether you receive services, work in the industry, or seek to understand as an outside observer. Within these systems, people with disabilities and their direct care staff can become further and further removed from the action of daily life, and lead lives in parallel to their peers without disabilities with few interactions, largely unseen and unheard, said Berns. The DEI Virtual Conference speaker lineup will offer valuable perspectives on how meaningful change must be the result of collective partnership and advocacy across all facets of society. | 3 | https://www.yahoo.com/now/intersection-disability-race-explored-free-164700507.html | true | null |
489 | What’s Next For Disability Policy? | Disability PolicyThe disability community in the United States finds itself in uncertain times. For people with disabilities, the last several years have been at once terrifying and exciting. Disabled people have on the one hand faced unprecedented dangers, like the Covid 19 pandemic and repeal of the Affordable Care Act. At the same time they have marveled at strong signs of the disability community’s political power, and steps towards previously unimaginable but deeply cherished policy goals. The election of President Joe Biden with a thin Democratic majority in Congress held out real hope of relief and achievement for a battered but resilient disability community. Biden had put forward a fairly substantial disability platform. It wasn’t as ambitious as some of his primary rivals, like Elizabeth Warren and Bernie Sanders. But it proposed far more in disability policy than any previous Presidential nominee. Most notably, the administration’s original Build Back Better plan included what would have been historic investments in home care, and some long overdue fixes and increases in Supplemental Security Income, . But Build Back Better’s massive “reconciliation” package stalled. The pandemic has continued, inflation is rising, war is raging in Eastern Europe, and the President’s approval ratings are low. According to a recent poll by The Century Foundation and Data For Progress, just 1 in 3 disabled voters believe their leaders in Washington care about people with disabilities. With politics in Washington now even more polarized and distracted, and disabled voters’ faith in their lawmakers shaky at best, what can disabled people realistically expect now? And what can the disability community fruitfully focus on in the months ahead?Despite recent setbacks and disappointments, disability policy experts and activists believe that some important objectives and goals are still achievable. Here are three disability policy areas still considered not only important to disabled people, but ripe for real accomplishment. The top priority is still to substantially increase funding for Home and Community Based Services, which enable people with significant disabilities to live independently in their own homes rather than care facilities. The goal is to reduce or if possible eliminate “waiting lists” of elderly and disabled people who are qualified for home care but can’t get it solely because of inadequate funding. HCBS increases would also enable states to raise pay and benefits for home care workers, to address the worsening shortage of workers and pay home care workers what they deserve. This was part of the Build Back Better plan, originally to be a $400 billion investment over 10 years a figure that was significantly reduced during negotiations, but would have still been historic and important if it had passed. Disability policy leaders say that increased funding for HCBS is part of ongoing efforts to agree on a scaled down version of Build Back Better. “There is a smaller economic bill that we are hoping to at least include HCBS,” says Mia Ives Rublee, Director of the Disability Justice Initiative at the Center for American Progress. “There’s wide caucus support for expanding access to HCBS,” adds Bethany Lilly, Director of Income Policy at The Arc, “and we and our Hill champions are going to continue to push hard for this to be included. ““Disability advocates are also talking about how to come back and push for more transformative fixes” to HCBS,” says Julia Bascom, Executive Director of the Autistic Self Advocacy Network. Longer term policy goals for HCBS include:Like most disability policy issues, building home care to its full potential in disabled people’s lives is a combination of small steps, broad ambitions, and patience. “This work will take decades,” Bascom admits. | 3 | https://www.forbes.com/sites/andrewpulrang/2022/04/30/whats-next-for-disability-policy/?sh=69f1480c26bd | false | null |
492 | How To Look For Help If You Have A Disability | Where can people with disabilities and their families turn for help? How should they start? The answer depends on what exactly each disabled person is looking for. Near the start of every journey with disability, there’s a time when all the tests, treatments, and therapies end, and disabled people ask, essentially, “What’s next? Who’s going to help me now?”Part of the problem is that “help” is probably too broad a word. It can mean too many things, especially to people with different disabilities and vastly different paths to life with a disability. That’s why it is so important for disabled people to think carefully about what exactly they are looking for what “help” actually means to them. Most disabled people are looking for some combination of several qualities: This can include medical and practical information on their specific disabilities, basic knowledge of benefits, support services, and disability rights laws. And most disabled people aren’t just looking for more information, but better as in accurate, up to date, and unbiased, or at least with clearly identifiable points of view disclosed upfront. In other words, disabled people want information they can trust. Disabled people often want and need something more than just lists of programs and their contact information. They crave a sense of direction, purpose, and endorsement from people who have some kind of credibility on disability matters. At the same time, most disabled people are wary of too much advice, especially when it’s too confidently or aggressively given. People with disabilities want advice and perspective, not condescending or unsolicited lectures, or demands. Disability can be lonely, especially when you have to argue or fight for what you need. Most people with disabilities at some point want more than anything else to find someone to join them in their struggles. But kindness and good intentions aren’t always enough. Disabled people want to find people and organizations that also have some kind of standing and influence that might make a difference in whether the answer to some disability related need is going to be a “yes” or “no. ” And eventually, most people with disabilities also want someone who will help them to learn their own advocacy skills, so they can grow in their ability to fight for themselves. Attitude, mindset, and even allies can only get you so far in dealing with disability related barriers. For many disabled people the most urgent and difficult to satisfy priority is simply getting money to live safely and decently, when earning a living in traditional ways is impractical, reduced, or interrupted. They also often need specific kinds of tools and equipment that offer mobility and in other ways help disabled people live more independently and productively. And people with certain kinds of disabilities need one on one help from other people to complete everyday physical tasks and organizational needs. Independence is within reach for most if not all disabled people. But it often requires things that disabled people in particular find it difficult to afford without outside help and funding. Most people want companionship on the journey through life. People with disabilities especially crave partnerships and friendships with people who can relate personally to the disability experience. Many also look for spaces and settings where disabled people can feel free to share their unvarnished feelings about living with disabilities. This kind of support is different from what professional service providers, advocates, and even most family members can provide. But it’s something people with disabilities are in a unique position to provide to each other. When people with disabilities look for help, they are looking for some combination of these things, with different priorities depending on each person’s unique situation. And there’s another question on top of it all. What do disabled people expect help to look like, to feel like? | 3 | https://www.forbes.com/sites/andrewpulrang/2022/04/18/how-to-look-for-help-if-you-have-a-disability/?sh=1b82230371ea | false | null |
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Diversity Equity and Inclusion related article title, content, url, sentiment and basis. Basis is a term I use to describe the underline topic related to diveristy I have four at the moment 1 = Gender, 2 = Race, 3 = Disability and 4 = Other.
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