Canada

According to a new report from the Conference Board of Canada, aboriginal businesses are helping to “dispel the myth” that they cannot bring “economic prosperity and improved social well-being to their communities.”  The report, From Vision to Venture: An Account of Five Successful Aboriginal Businesses, shows how innovative methods have been used to overcome barriers, as well as the common elements of success for the five businesses examined. For the complete report, www.e-library.ca.

The Pride Festival in Hamilton, Ontario barred gay soldiers from marching in this year’s parade and blocked the military from setting up a recruitment booth. Festival organizers say they made the decision over what it considered human rights violations in countries such as Afghanistan and Haiti. The ban on gays serving in the Canadian Forces was lifted in 1992.

The provincial government has introduced legislation that, if passed, will make it easier for internationally-trained healthcare professionals to practice in Ontario. Increasing Access to Qualified Health Professionals for Ontarians Act outlines five major recommendations on how to increase the number of international medical physicians in the province, and ultimately meet the needs of people without doctors, reduce wait times and provide older patients with care closer to home. The legislation is part of a bigger plan to remove barriers for foreign-trained healthcare professionals. The province will be working closely with the College of Physicians and Surgeons of Ontario.

Africa
The University of the Free State in Bloemfontein announced that it will close down the Reitz Residence, which became a symbol of white racist resistance to integration of campus housing, and convert it to an institute for the study of diversity. Four students who lived there made an infamous video that humiliated black cleaning women through mock initiation rites into the residence. The university called the closing “an important gesture of reconciliation towards all South Africans who had been offended.”

Caribbean
A recent poll has revealed that 70% of Jamaicans do not believe gays and lesbians should have any civil rights. The survey by the Jamaican Gleaner found women slightly more receptive than men to giving gay protection from discrimination at work, for example. 34% of women would support pro-gay legislation compared to 20% of men. Human rights groups say Jamaica has the worst record in its treatment of gays of any country in the New World.

Southeast Asia
A plan by Malaysian Indian Congress to bring more Indians into the civil service has opened up a can of worms. Public Service Department statistics show that non-Malays are not just underrepresented in the civil service, they are simply not interested. According to reports, Chinese make up 1.71% of government applicants and Indians 2.36% compared to almost 85% of Malays. Low pay, lack of opportunity for promotion and a non-inclusive workplace culture have been cited as factors behind these figures.

United Kingdom
Scotland’s oldest university has appointed a woman for the first time in its 600-year history. Dr Louise Richardson who is currently executive dean of Radcliffe Institute for Advanced Study at Harvard University will take up her new post at the University of St. Andrews next January. Richardson is one of the world’s leading authorities on the study of terrorism and political violence and author of the book, What Terrorists Want.

A joint report from the Confederation of Business Industry (CBI) and the Trades Union Congress (TUC) shows that improving diversity in the workplace can reap real benefits. Talent on Tokenism reveals that promoting diversity need not be expensive, complex or a legal minefield and identifies how to bring about change through senior management, employee involvement, unions and other workforce representatives. The report contains a dozen case studies featuring businesses of all sizes that have developed a more diverse workforce.

The Law Society has completed the first draft of its diversity charter with help from a number of companies on the London Stock Exchange. Companies signing up to the charter will demand detailed statistics on age, gender, race, sexuality, disability and religion from their legal suppliers. Those that are unable to provide the figures may be out of a job. The charter should be launched by the end of this year.

According to a report from the Diversity in Publishing Network, just 7.7% of the workforce in the publishing field comes from black or minority ethnic (BME) backgrounds. As a result, the Publishing Training Centre (PTC) is awarding 4 £5,000 bursaries to BME students studying for their Masters degrees at 4 UK universities. John Whitley, chief executive of the PTC, said, “Unless we address this there is a real danger that our publishing output will fail to represent the richness of our diverse cultural heritage.” For more information, www.train4publishing.co.uk/oncourse/bursaries.

Cheshire Chief Constable Peter Fahy wants to increase the number of top-ranking black and Asian officers in the police service. Fahy who is chair of the Workforce Development Committee of the Association of Chief Police Officers told the BBC that the police should look at those organizations where people from different backgrounds and with different approaches are “recognized and valued.” He said, “There is a danger in a police force…to mould people to act in a particular way and that can work against people from ethnic minorities.”

According to a report from Race for Opportunity, understanding of the business case for racial diversity has skyrocketed. In 2001 just 38% of businesses claimed to have mapped out the business case for diversity. The figure now stands at 92%. Investment banks and law firms were singled out for praise. The report also pointed out that despite the increase in the number of ethnic minorities recruited to junior positions within companies, there has been little or no movement of ethnic minority people into senior management jobs. Ethnic minorities also remain underrepresented on corporate boards.

The department in charge of outlawing discrimination against women, blacks, ethnic minorities and persons with disabilities has no idea if it complies with the diversity targets set by the government almost a year ago. The Government Equalities Office should have met its targets 4 months back but has yet to set up a database of its staff.  The Cabinet Office set a Whitehall target for 67% women, 4% ethnic minorities and 3.2% persons with disabilities to hold top posts. So far only the Department for Communities and Local Governments exceeds all targets. All other departments have met some or none of their targets, or have simply not replied. The Cabinet Office showed that it has met 3 out of 4.

Consumer goods giant Procter & Gamble is linking their managers’ pay directly to their diversity efforts. A staff survey asked workers how well they felt their manager was driving diversity efforts or how comfortable they felt about expressing concerns about diversity. HR Director Madalyn Brooks told delegates at a Chartered Institute of Personnel and Development (CIPD) conference that leadership and accountability were central to the company’s strategy to increase diversity.

A report by Olmec, the community investment foundation, has revealed that many charities are failing to deliver on their diversity commitments. A survey of 159 organizations showed that 97% have a diversity policy and 80% cite equality and diversity as part of their organizational goals, but only 21% measure their outcomes. Respondents blamed their poor performance on lack of time and funding, ignorance of the law and the meaning of diversity and equality. In response to the results, Olmec has launched a free Guide to Equality and Diversity in the Third Sector.

United States
Findings of a 2008 diversity survey by the American Society of Employers (AES) show that more Michigan companies are committed to workplace diversity that they were 2 years ago. 25% of those polled reported having formal diversity initiatives—up from 22% in 2006; 14% reported maintaining their company’s diversity goals, up 2% overall. ASE compiled data from 130 companies across the state.

Monster, the online recruitment site, has joined forces with the New York Urban League (NYUL) and created a co-branded website (http://nyul.monster.com) offering “employers the ability to target a talented pool of African American candidates,” said Steve Pemberton, Monster’s chief diversity officer. NYUL CEO Darwin W. Davis said the alliance “showcases both brands in a culturally-relevant way.”

A $225million suit could put a dent in NASCAR’s Drive for Diversity program. Mauricia Grant who worked as a technical inspector for the organization claims she was subjected to racial epithets and Ku Klux Klan references. The lawsuit says that when Grant complained about the treatment to Nationwide Series Director Joe Balash, he said he didn’t see a problem and joined in the harassment. NASCAR spokesman Ramsey Poston told the Associated Press, “We take this issue very seriously, and we’re going to always do everything we can to maintain a professional workplace.”

The House of Representatives passed a bill to approve the Senior Executive Service (SES) Diversity Act which would create a new executive diversity office charged with increasing the number of women and minorities within the Office of Personnel Management. The office will track and publish statistics on the makeup of the SES, create a program to recruit minorities and women, establish mentoring programs, and set standards and policy for performance management systems. The House also passed the Telework Improvements Act that would allow eligible employees to work at home or at a telework center for at least 20 percent of their two-week pay period.

The House Armed Services Committee (HASC) has approved 2 amendments that would increase diversity representation in senior levels of the US Armed Forces. Once enacted, the newly established Senior Military Diversity Commission would work on providing opportunities for the advancement of minority members, as well as developing and maintaining a diverse leadership at general and flag officer positions because, as Congressman Kendrick B. Meek pointed out, “The diversity reflected within the enlisted ranks is lacking within the senior officer corps.”

Despite searching for almost a year, engaging a consulting firm and spending more than $40,000, Ohio University still hasn’t been able to find a vice provost for its Office of Diversity, Access and Equity. The new director would oversee several services, including multicultural offices, disability services, and both the women’s and LGBT centers. The 12-member search committee selected three finalists for the job but concluded none was the right fit. The committee was budgeted $78,000 to fund the search. To date, more than $30,000 has been paid to Ayers & Associates, a Virginia-based consulting firm.

The National Basketball Association (NBA) has received an “A” on its Racial and Gender Report Card (RGRC) from the University of Central Florida's Institute for Diversity and Ethics in Sport. With 7 black top executives among its 30 teams during the 2007-08 season and a high ratio of women, the NBA is recognized as having the highest percentage of minority presidents and CEOs in men's professional sports history. The organization also boasted 40% head coaches were black, 42% assistant coaches were minorities, 37% referees were black and 5% Latino. Violet Palmer is the lone female ref.