Diversity and equality

The Black Lives Matter protests following George Floyd’s murder put pressure on corporate America to release workforce data and boost the ranks of women and people of color.

“Equitable access to healthcare is a human right,” says Omar Gonzalez-Pagan, an attorney with Lambda Legal.

Hiring individuals with intellectual and developmental disabilities ranks close to last among employer’s DE&I priorities.

Employers are utilizing artificial intelligence and virtual tech tools to navigate the conversation about diversity and inclusion.

Many of the policies — part of Biden’s new $1.8 trillion plan — could do just that by increasing women’s labor force participation, boosting productivity and distributing benefits more equitably.

Part of building a diverse workforce is supporting employees at every stage of their lives.

Alphabet said it will create a bonus program for senior executives that’s partly based on their performance in supporting environmental, social and governance goals.

“It’s time for us to start acting and doing something. There’s so much lip service around diversity and inclusion,” Starbucks’s Mellody Hobson said.

Since Floyd died under the knee of former police officer Chauvin on May 25, more than 80 companies in the S&P 100 have promised to improve hiring for Black and other minority workers.

Those selected will start with a 10-week summer internship, followed by two years of full-time employment at Pfizer.

California passed a law in September that requires public companies based in the state to have at least one director from an under-represented minority group by the end of 2021.

This week’s top stories explore how employers are attempting to reduce bias in the benefits they offer to help employees succeed.

The new venture is an effort to veer away from traditional one-off diversity initiatives.

The e-commerce company outlined a set of hiring and promotion targets for 2021.

The fast food giant has long been accused of ignoring workplace abuse.

The pandemic has disproportionately affected employees with disabilities.

Algorithms might just absorb the same prejudices employers are trying to avoid if they don’t acknowledge racial biases.

The first step in improving workplace diversity is de-stigmatizing financial help.

This type of legislation undermines companies’ ability to recruit workers and retain existing talent in those states, the executives said.

Unchecked, this trend could potentially stunt female workers’ ability to succeed professionally and financially long-term.