I believe it is time to lift the veil on a workplace reality some white leaders, managers, and employees may find surprising. Many white people aren’t on nearly as good and friendly terms with some of the Black people they work with as they might think. In the spirit of being helpful and working to develop stronger, more positive, and authentic interracial work relationships across the workforce, it’s important to face this truth head on, even though it may be uncomfortable.
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As the proliferation of AI in the workplace continues, Proskauer attorneys caution that courts may soon address whether algorithmic bias is actionable under federal, state, and/or local anti-discrimination laws. Otherwise stated, it remains an open question whether an algorithm can discriminate against applicants and/or employees as defined by those laws.
A female bricklayer is calling for more women to enter the industry - as she's never met another one at work. Tali Jayne Thierauf, 37, has been a bricklayer for 16 years and said she has always been the only woman on site. She said she recognised how intimidating it can be for young women entering a male dominated industry - but she wished more woman would join her. She said: "I think having more women in the industry is great for equal opportunity but it can also bring unique perspectives to problem solving too. Tali said she's never felt any discrimination at work and that her male colleagues treat her as an equal.
Despite some progress over the past few years, race-based hair discrimination still remains a widespread issue for Black women in the workplace. A recent study showed that Black women’s hair was two-and-a-half times more likely to be perceived as unprofessional, and one-fifth of the Black women surveyed between the ages of 25 and 34 had been sent home from work because of their hair. Although 20 states have adopted the CROWN Act, which prohibits discrimination based on hair texture and protective styles including braids, twists, and locs, hair discrimination is not prohibited at a federal level in the U.S. To address and mitigate hair bias and discrimination, company leaders should focus on the following three areas: awareness, employee feedback, and objectivity.
Workplace bullying is persistent mistreatment that occurs in the workplace. It can include behaviors such as verbal criticism, personal attacks, humiliation, belittling, and exclusion. It's important to note that anyone can be a bully or be bullied, regardless of the role they have in the workplace.
What makes people reach peak performance? When can they be the most innovative? It turns out that one of the foundational factors is psychological safety. This is a topic that has attracted quite a bit of attention recently, especially within the context of the pandemic.
The need to create psychological safety in the workplace has never been more urgent. A decade ago, Google’s Project Aristotle famously found that psychological safety is the top driver of team success for all employees. New BCG research shows that it is also particularly effective at improving the workplace and reducing attrition for women, people of color, LGBTQ+ employees, people with disabilities, and people from economically disadvantaged backgrounds.
Two renowned scholars and two McKinsey experts illuminate the leadership imperatives of our time: bringing people together, energizing forward progress, and reimagining normalcy.
While the benefits of psychological safety are well established, a new survey suggests how leaders, by developing specific skills, can create a safer and higher-performance work environment.
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