As Microsoft deals with a government investigation into its diversity hiring program, the rest of you federal contractors should take note of these new Office of Federal Contract Compliance Programs (OFFCP) guidelines addressing the White House “Executive Order on Combating Race and Sex Stereotyping.” Continue reading
Yesterday, both Law360 (here) and Bloomberg (here) reported that the U.S. Department of Labor had begun investigating whether Microsoft violated Title VII of the Civil Rights Act of 1964, the federal anti-discrimination law the prohibits race bias, when Microsoft decided to double the number of Black managers and executives.
On the heels of the federal government announcing that it will change how it trains federal workers on diversity, equity, and inclusion (DEI), thank you to the hundreds of readers that took a few minutes to respond to this anonymous survey about DEI efforts in your workplace.
Below are the survey results. (If you are viewing this in an email, you’ll need to download the images.) I’ll add my commentary at the end.
Yesterday’s post about employees wearing Black Lives Matter apparel at work was a bit of a lightning rod.
While all of the comments I received were respectful — thank you! — some questioned whether allowing employees to wear BLM face masks, pins, and insignia to work would open the door to others showing support for “White Lives Matter.”
Well, sure enough, between yesterday’s blog post and this one, that’s what we got. Continue reading
If you’ve read the news recently, you may have seen stories like this one and this one about large businesses that had policies against employees wearing pro-BLM clothes and apparel. In those two examples, each of the companies has since changed its policies. You can read more about that here and here.
But, let’s say that your business still wanted to ban employees from wearing Black Lives Matter masks or symbols at work.