ENG3317_Public_Relations_newsrelease_broadcast
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More companies than ever earned a perfect score on the Corporate Equality Index, which analyzes businesses and their policies toward LGBT employees, consumers, and investors. 259 companies received a score of 100%, up from 195 the previous year. The diversity manager at IBM noted that employers who attract and support LGBT talent gain a competitive advantage in hiring the best employees and building a reputation as an inclusive culture. The Human Rights Campaign publishes the Corporate Equality Index annually to evaluate company policies and encourage LGBT equality in the workplace.
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![Eric J. Roberson – News Release for Broadcast
WORKING FOR LESBIAN, GAY, BISEXUAL AND TRANSGENDER EQUAL RIGHTS
1640 Rhode Island Avenue • Washington, DC 20036‐3278 • Phone (202) 628‐4160
March 31, 2009 For immediate release.
More Companies than Ever Earn Perfect Score on Corporate Equality Index
WASHINGTON, DC – March 31, 2009 – An unprecedented number of companies earned a
perfect score on the Corporate Equality Index. Two hundred fifty-nine companies earned a 100% score,
sixty-four more than last year. The Corporate Equality Index provides an analysis of businesses and their
policies toward L-G-B-T employees, consumers and investors.
Trends show companies realize the importance of a diverse workforce. The diversity
manager at I-B-M said “Employers who attract and support L-G-B-T applicants and employees get a leg up in
the war for talent. They want the best employees, and they want a reputation among applicants as having a
culture that supports [them].” Brad Salavich (SAL-ah-Vitch) is the L-G-B-T diversity manger for I-B-M.
To see how companies scored, visit the Human Rights Campaign website. Go to: w-w-w (dot) h-r-c (dot)
o-r-g.
-more-](https://image.slidesharecdn.com/4662b9f5-ca4e-4fa9-a69b-a55f7a83d22d-161207163540/85/ENG3317_Public_Relations_newsrelease_broadcast-1-320.jpg)
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1 P a g e ‘Fight for $15’ Protests Prepare for Step.docx
1 | P a g e
‘Fight for $15’ Protests: Prepare for Stepped-Up Pay Demands
By Allen Smith
4/15/2015
The “Fight for $15” protests on April 15, 2015, which pressed companies to pay their workers a
minimum of $15 per hour, were expected to include 60,000 protesters in 200 cities and 40 countries.
The movement has moved beyond just fast-food workers to include retail employees, childcare
workers, adjunct professors, home care providers and airport workers.
Molita Spaulding, a home care worker from Miami, said, “I’ve dedicated my career to caring for other
people. I love my work, and it matters a lot to a lot of families. But my job pays me so little that it’s
harder and harder to make ends meet. I stepped up to join the Fight for $15 with my co-workers to
speak out for stable, quality home care [and] a wage we can live on. We help people live with
dignity. We should be paid enough to pay our own bills.”
“HR should care because this is the new union movement,” Michael Lotito, an attorney with Littler in
San Francisco, told SHRM Online. “It is more credible with the income inequality theme, the new
election rules, e-mail use for employees for union activity, new FLSA [Fair Labor Standards Act]
rules coming out, micro units and the most activist pro-union NLRB [National Labor Relations Board]
in decades, coupled with the last two years of a very friendly administration toward labor.
“The April 15 protests will be worldwide,” he said, continuing with reasons why these particular
protests are expected to be so significant: “The recent pay increase announcements [at McDonald’s
and Wal-Mart], the April 15 date (for $15), the fact it is on tax day (income inequality) and
McDonald’s 60th anniversary suggest this is going to be real big.”
Lotito surmised that “Few employees will participate, but the SEIU [Service Employees International
Union] will bring together rent-a-protestors to make the media splashes they are known for. Further,
the new NLRB election rules become effective on April 14, so I am anticipating election filings before
the NLRB too. Could be a significant zoo.”
‘Nothing Is Ever Enough’
Lotito said, “Much of this is hype. But the SEIU is patient.” He added, “Nothing is ever enough for the
SEIU, and they are not known for stopping unless their target punches back hard.”
While the SEIU-funded Fight for $15 movement took credit for McDonald’s recent raise at its 1,500
restaurants run by company headquarters (though not for employees at its 12,500 franchisees), for
example, it simultaneously criticized the raise of just under $10 an hour as a “publicity stunt.”
And in talking about Fight for $15 on March 31, 2015, SEIU President Mary Kay Henry said, “I want
to share some of the words from leaders who inspired me last night. We heard from courageous
workers like Dunkin’ Donuts worker Erica Concepcion, who set the room on fire when she said, ‘I’m
fighting for $15 now, but after we win, I’ll be fig ...
HR Webinar: Gender Pay Equity: The Time is Now
This presentation will uncover the implications of April 2, 2019, otherwise known as “Equal Pay Day,” the specific date this year when the average man in the United States could start work and earn the same amount by December 31 as the average woman, in the same job, who had worked all year long.
Gender pay equity as a topic in the media is back with a vengeance, courtesy of #MeToo and #TimesUp. Discussions about what it’s going to take to eradicate harassment and discrimination in the workplace inevitably leads us to these questions: Is it “good enough” for employers to simply acknowledge the gender discrimination inherent in acts of sexual harassment? Or, is it time to step past acknowledgement, and into action, to truly rectify the pay equity gap?
Regardless of what your company’s views and current efforts are, it’s important as an HR professional to be aware that the state, city or other local jurisdiction in which you operate may have gender-equalizing laws in place.
Target's transgender bathroom policy case study
Target announced a policy in 2016 allowing transgender customers to use the bathroom that matches their gender identity. This sparked massive public debate and boycotts led by conservative groups. While public opinion was divided on the issue, Target maintained their stance. Though Target and competitors experienced stock price declines in recent years, the impact of boycotts alone is unclear given other market factors. The controversy highlighted the challenges of aligning corporate social responsibility with brand identity during times of crisis.
Navigating Change
Insights from True Blue Inclusion March Roundtable - Latin America, Immigration and the Shifting Landscape of Message
HRReview
This document provides a summary of the Fall/Winter 2005 issue of the New York State Society for Human Resource Management magazine. It includes articles on branding yourself as an HR professional, using pre-hire assessments to select strong candidates, and trends in equity compensation. The document also lists upcoming events, officer and chapter contact information, legislative updates, and advertisements.
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Anthony Burnett, Tabor 100 Business Development Chair and President, MB Diversity LLC
David Hackney, Tabor 100 Government Affairs Chair
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1 P a g e ‘Fight for $15’ Protests Prepare for Step.docx
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- 1. Eric J. Roberson – News Release for Broadcast WORKING FOR LESBIAN, GAY, BISEXUAL AND TRANSGENDER EQUAL RIGHTS 1640 Rhode Island Avenue • Washington, DC 20036‐3278 • Phone (202) 628‐4160 March 31, 2009 For immediate release. More Companies than Ever Earn Perfect Score on Corporate Equality Index WASHINGTON, DC – March 31, 2009 – An unprecedented number of companies earned a perfect score on the Corporate Equality Index. Two hundred fifty-nine companies earned a 100% score, sixty-four more than last year. The Corporate Equality Index provides an analysis of businesses and their policies toward L-G-B-T employees, consumers and investors. Trends show companies realize the importance of a diverse workforce. The diversity manager at I-B-M said “Employers who attract and support L-G-B-T applicants and employees get a leg up in the war for talent. They want the best employees, and they want a reputation among applicants as having a culture that supports [them].” Brad Salavich (SAL-ah-Vitch) is the L-G-B-T diversity manger for I-B-M. To see how companies scored, visit the Human Rights Campaign website. Go to: w-w-w (dot) h-r-c (dot) o-r-g. -more-
- 2. Eric J. Roberson – News Release for Broadcast More Companies than Ever Earn Perfect Score on Corporate Equality Index (CEI), Add 1- About the CEI The HRC’s Corporate Equality Index (CEI) provides an in-depth analysis of U.S. businesses and their policies and practices toward LGBT employees, consumers, and investors. Rating criteria is objective, and each measure must be met to earn a perfect score. The CEI has rated companies on their treatment of LGBT people since 2001. About the HRC The Human Rights Campaign (HRC) is a national organization dedicated to promoting civil rights for Lesbian, Gay, Bisexual, and Transgendered (LGBT) people in the United States. HRC strives to end discrimination against LGBT people and encourages LGBT equality in the workplace. HRC works to secure equal rights across the nation by lobbying elected officials, recognizing companies with progressive workplace policies, mobilizing grassroots campaigns, educating Americans, and investing strategically to elect fair-minded people to public office. The HRC has partnerships with other LGBT advocacy groups across the U.S. -###- Contact: Eric Roberson Phone: 713 561 4705 (office) Address: HRC Public Relations Department 713 397 6755 (home) Human Rights Campaign Fax: 713 561 1705 (office) 1640 Rhode Island Ave. Email: robersone5@gator.uhd.edu Washington, DC 20036-3278