Comments - Diversity - Strategic Recruiting and Outreach - RecruitingBlogs2024-03-28T18:11:42Zhttps://recruitingblogs.com/profiles/comment/feed?attachedTo=502551%3ABlogPost%3A1755522&xn_auth=noNo I understood that. I just…tag:recruitingblogs.com,2013-10-02:502551:Comment:17559052013-10-02T22:25:59.175ZKeith D. Halperinhttps://recruitingblogs.com/profile/KeithDHalperin
<p>No I understood that. I just wondered if any of the COEs identified themselves as GLBTQ, and I hadn't heard of any. Also, I wonder how soon similar groups to HRC will start encouraging corporate officials in states with laws/constitutions that prohibit same-sex marriage to pressure legislators to change those laws.</p>
<p> </p>
<p>Keith</p>
<p>No I understood that. I just wondered if any of the COEs identified themselves as GLBTQ, and I hadn't heard of any. Also, I wonder how soon similar groups to HRC will start encouraging corporate officials in states with laws/constitutions that prohibit same-sex marriage to pressure legislators to change those laws.</p>
<p> </p>
<p>Keith</p> Whoops!
May have been misunde…tag:recruitingblogs.com,2013-10-02:502551:Comment:17558432013-10-02T19:34:08.816ZRichard Petersonhttps://recruitingblogs.com/profile/RichardPeterson237
<p>Whoops!</p>
<p>May have been misunderstood. The HRC is NOT ranking Gay CEO's. They ranking F500's on their, "Equality Index" as a company. Not the CEO. See, "<cite>www.<b>hrc</b>.org/corporate-equality-index," for more detail.<b><br/></b></cite></p>
<p><b>The above posting from "Valentino" was actually fro me. Have no clue how I have his name on it. Sorry, Valentino.</b></p>
<p>Whoops!</p>
<p>May have been misunderstood. The HRC is NOT ranking Gay CEO's. They ranking F500's on their, "Equality Index" as a company. Not the CEO. See, "<cite>www.<b>hrc</b>.org/corporate-equality-index," for more detail.<b><br/></b></cite></p>
<p><b>The above posting from "Valentino" was actually fro me. Have no clue how I have his name on it. Sorry, Valentino.</b></p> Thanks, Rich. I've not heard…tag:recruitingblogs.com,2013-10-02:502551:Comment:17556422013-10-02T18:49:50.919ZKeith D. Halperinhttps://recruitingblogs.com/profile/KeithDHalperin
<p>Thanks, Rich. I've not heard of any F500 CEOs as being "out" identifying as GLBTQ.</p>
<p>Cheers,</p>
<p>Keith</p>
<p>Thanks, Rich. I've not heard of any F500 CEOs as being "out" identifying as GLBTQ.</p>
<p>Cheers,</p>
<p>Keith</p> Paul: Couldn't be more right!…tag:recruitingblogs.com,2013-10-02:502551:Comment:17558422013-10-02T17:49:17.511ZRichard Petersonhttps://recruitingblogs.com/profile/RichardPeterson237
<p><strong>Paul:</strong> Couldn't be more right!</p>
<p><strong>Valentino:</strong> Dead-On. The Employee Base Must Look, Feel, Taste, Smell, etc, Like the Customer Base.</p>
<p><strong>Keith:</strong> You Got in About Corp CEO's.Yes, Corp America Wants to BE Politically Correct, Which is Why Diversity is on Board. However, as i said, Hard-Based Research is at a Minimum. Except for "Public Interest Groups" that Track the Success of the Company. For Example, The HRC (Gay Community's POWERFUL…</p>
<p><strong>Paul:</strong> Couldn't be more right!</p>
<p><strong>Valentino:</strong> Dead-On. The Employee Base Must Look, Feel, Taste, Smell, etc, Like the Customer Base.</p>
<p><strong>Keith:</strong> You Got in About Corp CEO's.Yes, Corp America Wants to BE Politically Correct, Which is Why Diversity is on Board. However, as i said, Hard-Based Research is at a Minimum. Except for "Public Interest Groups" that Track the Success of the Company. For Example, The HRC (Gay Community's POWERFUL and LARGEST Lobby Group) Scores Companies with Their Corporate EQUALITY Index RANKING those Companies on "Fairness to GLBT Employees.</p>
<p><strong>Valentino:</strong> "Frustration and High Attrition" is high. It's all in the MESSAGING! "Disparate Impact" Has to Be, "Inadvertent."</p>
<p><strong>Hope This Helps!</strong></p>
<p></p>
<p></p> @ Valentino: Well-said. "...p…tag:recruitingblogs.com,2013-10-02:502551:Comment:17555742013-10-02T16:57:45.458ZKeith D. Halperinhttps://recruitingblogs.com/profile/KeithDHalperin
<p>@ Valentino: Well-said. "...prompting frustration and high attrition rates of very qualified and capable diverse talent." Funny how that works... as far as I can tell as a layman, you can't sue a company for a high voluntary attritionrate among particular groups- don't think "disparate impact" goes that far....</p>
<p>@ Valentino: Well-said. "...prompting frustration and high attrition rates of very qualified and capable diverse talent." Funny how that works... as far as I can tell as a layman, you can't sue a company for a high voluntary attritionrate among particular groups- don't think "disparate impact" goes that far....</p> True, Keith. And I'm guessin…tag:recruitingblogs.com,2013-10-02:502551:Comment:17556362013-10-02T16:20:14.285ZValentino Martinezhttps://recruitingblogs.com/profile/ValentinoMartinez
<p>True, Keith. And I'm guessing 93% is a number to be proud of by corporate boards considering a tradition that long hovered at 99.5%</p>
<p>Glass Ceilings are maintained by decision makers at the top. While "diversity" may exist in the lower levels in a majority of organizations...diversity that is lacking tends to rarely make it into top-tier management roles...prompting frustration and high attrition rates of very qualified and capable diverse talent.</p>
<p> </p>
<p> </p>
<p>True, Keith. And I'm guessing 93% is a number to be proud of by corporate boards considering a tradition that long hovered at 99.5%</p>
<p>Glass Ceilings are maintained by decision makers at the top. While "diversity" may exist in the lower levels in a majority of organizations...diversity that is lacking tends to rarely make it into top-tier management roles...prompting frustration and high attrition rates of very qualified and capable diverse talent.</p>
<p> </p>
<p> </p> Last I looked at it a survey…tag:recruitingblogs.com,2013-10-02:502551:Comment:17557312013-10-02T15:58:18.310ZKeith D. Halperinhttps://recruitingblogs.com/profile/KeithDHalperin
<p>Last I looked at it a survey of CEOs of the Fortune 500- I believe they were about 93% white men.</p>
<p>IMHO most of the people involved in the implementation of corporate diversity programs are very sincere in their commitment to creating a truly diverse workforce. On the other hand, I feel that many of their superiors are looking for their company to be "caught pretending to do something good"-while leaving the existing power structure as it is- for want of a better term:…</p>
<p>Last I looked at it a survey of CEOs of the Fortune 500- I believe they were about 93% white men.</p>
<p>IMHO most of the people involved in the implementation of corporate diversity programs are very sincere in their commitment to creating a truly diverse workforce. On the other hand, I feel that many of their superiors are looking for their company to be "caught pretending to do something good"-while leaving the existing power structure as it is- for want of a better term: "diversity-washing," like "green-washing" or "vet-washing".</p>
<p> </p>
<p>-kh</p> The lack of diversity in larg…tag:recruitingblogs.com,2013-10-02:502551:Comment:17555702013-10-02T15:47:11.639ZValentino Martinezhttps://recruitingblogs.com/profile/ValentinoMartinez
<p>The lack of diversity in large or small teams is the foundation for competitive vulnerability in markets where customer diversity is growing.</p>
<p>The lack of diversity in large or small teams is the foundation for competitive vulnerability in markets where customer diversity is growing.</p> Great post Richard ...It's fu…tag:recruitingblogs.com,2013-10-02:502551:Comment:17555482013-10-02T08:25:39.777ZPaul Alfredhttps://recruitingblogs.com/profile/PaulAlfred
<p>Great post Richard ...It's funny some folks still have their heads in the sand with respect to the power of a diversified workforce.</p>
<p>Great post Richard ...It's funny some folks still have their heads in the sand with respect to the power of a diversified workforce.</p> When I pitched the Microsoft…tag:recruitingblogs.com,2013-10-02:502551:Comment:17556122013-10-02T00:04:28.142ZRichard Petersonhttps://recruitingblogs.com/profile/RichardPeterson237
<p>When I pitched the Microsoft account and met with Mr. Gates himself, the meeting was full of his senior Directors. They all looked the same.</p>
<p>Lovely looking Blond Hair/Blue Eyed Ladies. (Actually, "Girls!"." Like on a "Good Day", maybe 35 years old.) )</p>
<p>Not a person of color at all.</p>
<p>Hard Pressed to Find the White Men, too.</p>
<p>Funny story about spending tine with Mr. Bill.</p>
<p>Fortunately, they bought my "Diversity" program. :)</p>
<p>When I pitched the Microsoft account and met with Mr. Gates himself, the meeting was full of his senior Directors. They all looked the same.</p>
<p>Lovely looking Blond Hair/Blue Eyed Ladies. (Actually, "Girls!"." Like on a "Good Day", maybe 35 years old.) )</p>
<p>Not a person of color at all.</p>
<p>Hard Pressed to Find the White Men, too.</p>
<p>Funny story about spending tine with Mr. Bill.</p>
<p>Fortunately, they bought my "Diversity" program. :)</p>