Diversity

Mike Rickheim is the Vice President of Global Talent Acquisition for the international consumer products giant Newell Rubbermaid, which employs a global workforce of nearly 30,000 employees. He recently sat down with LatPro to discuss Newell Rubbermaid’s perspective on diversity recruiting and its future goals for Hispanic talent acquisition. Below is an excerpt of his interview, but you can read the entire interview here.

A new study by Catlayst has found that women of color in accounting feel less included in the work environment than their white counterparts, they feel that the firms they work for lack accountability in diversity practices, and they believe that their firms lack racial sensitivity. The results of the study come at a pivotal time where there is both a continuing shortage of accountants and an increasing number of persons of color receiving accounting degrees. As such, the talent pool for CPAs, as well as the accounting workforce, will increasingly be made up of people of color.

From the very start, forward thinking companies have realized that the best way to connect with diverse consumers and markets is to hire individuals who look like and understand the languages and cultural nuances of the diverse communities they serve. Today most companies have realized the critical need for attracting and retaining Latinos and other qualified diversity employees at all levels, but hiring qualified diversity candidates remains a formidable challenge.

Mae A. Douglas is a Senior Vice President with Cox Communications and has served as the company’s Chief People Officer for 7 years. She recently spoke with LatPro about Cox Communications’ diversity goals, objectives, and strategy the critical role of Hispanic and Bilingual employees at the broadband communications and entertainment company. Below is an excerpt of her interview, but you can read the entire interview here.

The United States Senate has failed to overcome a Republican led filibuster on a bill that would have made it easier for employees that are victims of pay discrimination to sue their employers.

The bill seeks to change the existing rules for filing pay discrimination suits, which currently require victims of pay discrimination to sue within 180 days of discovering the discrimination, regardless of how long the action affects their pay from its discovery.

A new study has found that mandatory diversity training is mostly ineffective and might even be counterproductive in increasing the number of minorities and women in management. But this does not mean that diversity training is useless; the study also found that voluntary diversity training led to more diversity in management.

Employment verification recently received a boost as another document was added to the list of acceptable Form I-9 credentials that companies can use to verify the employment eligibility of new hires.

The U.S. Citizenship and Immigration Services says that employers may begin using the new Form I-9.

Private business may be the biggest benefactor of a recent U.S. Supreme Court case involving public education.

Attorney Andrew B. Prescott, of the Providence, R.I. law firm of Nixon Peabody, LLP, said that the case, which was centered on the issue of racial diversity, could mean a great deal to private business.

The holiday season is enjoyed by most Americans every winter.

However, tens of millions of Americans don't celebrate Christmas religiously because they're either followers of non-Christian religions or they don't have any religious affiliation at all.

With thousands of stores tapping into the monetary value of Christmas, it's easy to look past the depth of the nation's diversity.

The over-50 workforce isn't necessarily sold on the same things that younger candidates look for.

Businesses at the top of the AARP's 7th Annual Best Employers for Workers over 50 list instead offered alternative work schedules, lifelong learning and career training opportunities and a program that allows today's aging workforce to care for their own aging families.