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EEOC RELEASES REPORT ON THE AMERICAN WORKPLACE

50th Anniversary Report Illustrates Progress Made by Women and Minorities, Challenges That Remain


WASHINGTON - The U.S. Equal Employment Opportunity Commission (EEOC), as part of the year-long celebration of its 50th anniversary, today released American Experiences versus American Expectations. The report illustrates the significant changes to the demographics of the workforce since EEOC opened its doors in 1965 as well as the continuing challenges to equal opportunity in employment.

The new report, an update to EEOC’s groundbreaking 1977 report Black Experiences Versus Black Expectations, examines changes in participation in nine job categories for African-Americans, Hispanics, Asian-Americans, American Indians/Alaskan Natives, and women between 1966, the first year for which EEOC collected data, and 2013, the most recent year for which data is available. The report draws on data from EEOC’s EEO-1 survey.

“Despite notable progress in diversity and inclusion in the workplace over the past half century, this report highlights continued job segregation by race and gender, with women and people of color disproportionately occupying lower paying positions,” said EEOC Chair Jenny R. Yang.

Beginning in 1966, all employers with 100 or more employees (lower thresholds apply to federal contractors) have been required by law to file the Employer Information Report EEO-1 with the EEOC. In FY 2013, approximately 70,000 employers filed reports indicating the composition of their workforce by sex, race/ethnicity, and major job categories. Observations from the American Experiences versus American Expectations report include the following:

• In 1966, African-Americans, Hispanics, and Asian-Americans each made up less than 1 percent of senior-level positions. Since then, the participation rates for all three groups have increased by five to seven times.

• The participation rate of women in the Professionals category has skyrocketed from roughly 14 percent in 1966 to more than 53 percent in 2013.

• Women and minorities remain concentrated, or segregated, in lower paying positions. For example, in 2013:

Hispanics composed 20.5 percent of Service Workers and 29.2 percent of Laborers, yet they were only 5.7 percent of Professionals and 7.4 percent of Officials and Managers.

African-Americans composed 23.3 percent of Service Workers and 18.7 percent of Laborers, yet they were only 7.6 percent of Professionals and 6.8 percent of Officials and Managers.

In conjunction with American Experiences versus American Expectations, EEOC has produced a fact sheet highlighting key data points on each demographic group of workers covered in the report. These fact sheets—which include EEO-1 data, EEOC charge and litigation information, and agency outreach activities—are available with the report at www.eeoc.gov/eeoc/statistics/reports/.

The EEOC enforces federal laws prohibiting employment discrimination. Further information about EEOC is available at www.eeoc.gov

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POWERMOVES.NOLA FEATURED AT FIRST-EVER WHITE HOUSE DEMO DAY

Charge to expand inclusive entrepreneurship across nation


WASHINGTON, D.C. (August 5, 2015) — PowerMoves.NOLA participated in the first-ever White House Demo Day yesterday to highlight the success of minority-owned startups and showcase best practices that can help other current and aspiring entrepreneurs start and grow businesses. The U.S. Small Business Administration (SBA) announced PowerMoves.NOLA as a winner of the second annual Growth Accelerator Fund Competition in the afternoon.

“We are honored to have participated in the White House Demo Day and extremely grateful to receive the SBA Growth Accelerator Fund award. Demo Day underscored that an investment in start-ups founded by entrepreneurs of color is an investment in the American economy. And the resources we received will help us continue to scale a national ecosystem of support for entrepreneurs of color,” said Leslie Jacobs, founder of PowerMoves.NOLA.

PowerMoves.NOLA is developing a national community of entrepreneurs, mentors, and investors to support underrepresented entrepreneurs of color who are in the early stages of startup company growth. Participation in PowerMoves.NOLA helps these entrepreneurs refine their business models, shape their go-to-market strategies, connect with advisors, and secure early investment to launch, operationalize, and scale their businesses. In just one year, PowerMoves.NOLA has nationally sourced 100 companies from 26 major cities across the country and helped secure more than $17 million in capital commitments.

Several of the startups involved in PowerMoves.NOLA programming attended White House Demo Day, including Blendoor, Food Trace, Lendstreet, Lisnr, MentorMe, and PartPic.

“There is an abundance of talent and drive across America, but too many of our world-class entrepreneurs don’t have access to the early-stage-friendly ecosystems and capital to grow beyond the ideation phase,” said Earl Robinson, president of PowerMoves.NOLA. “That’s why we are working to bridge the gap and ensure that those underrepresented in entrepreneurship have the tools they need to succeed.”

As part of the Demo Day, Robinson participated in a roundtable conversation on inclusive entrepreneurship with Senior Advisor to the President Valerie Jarrett, United States Chief Technology Officer Megan Smith, leaders from industry, and entrepreneurs. The conversation focused on ways to expand opportunities for entrepreneurs from all corners of the country and from all walks of life.

In the afternoon, SBA announced PowerMoves.NOLA as one of 80 winners of the 2015 Growth Accelerator Fund Competition. Each organization will receive a cash prize of $50,000 from the SBA.

“SBA is continuing to make advances in supporting unique organizations that help the start-up community grow, become commercially viable, and have a real and sustained economic impact,” said SBA Administrator Maria Contreras-Sweet. “Through the wide-spread outreach of this competition, we are able to reach entrepreneurial ecosystems across the country. My commitment is to make our resources available to 21st century entrepreneurs where they are, and these accelerators, also known as incubators and innovation hubs, are the gathering place for today’s innovators and disruptors.”

The purpose of the competition was to draw attention and funding to parts of the country where there are gaps in the entrepreneurial ecosystem. While there are entrepreneurial activities occurring nationwide, some are better supported by private sector ecosystems than others.

“The support we received from SBA will help us build our national infrastructure, allowing us to serve more entrepreneurs of color in more cities across the U.S. The result will be a robust network of mentors, founders, and funders, and ultimately, more game-changing ideas taking off in America,” Robinson continued.

ABOUT POWERMOVES.NOLA
PowerMoves.NOLA is an initiative to increase the number of minority-founded, venture-backed, high-growth entrepreneurial businesses in the United States. Based on New Orleans, PowerMoves.NOLA builds ecosystems of support for underrepresented entrepreneurs of color to create the necessary city-specific, regional, and national infrastructure to attract new capital, increase investment opportunities, and generate comprehensive support for early stage entrepreneurs of color. The initiative’s methodology involves focused investments in the (1) identification and development of high growth-focused minority entrepreneurial talent, (2) attraction and mobilization of investors with mandates that include investing in diverse talent and ideas, and (3) growth of local and national ecosystems to support entrepreneurs of color across the country.

PowerMoves.NOLA’s activities include an annual National Conference, City Ventures, boot camps, fellowships, pitch competitions, showcases, demo days, investment capital, mentorship, and ecosystem scaling.

PowerMoves.NOLA is made possible through the generous support of its sponsors including Chevron, Morgan Stanley, Entergy, IBERIABANK, Liberty Bank, Minority Business Development Agency (MBDA), U.S. Small Business Administration (SBA), and ESSENCE Festival® presented by Coca-Cola®.

More about White House Demo Day: https://www.whitehouse.gov/demo-day

More about the SBA Growth Accelerator Fund Competition: www.sba.gov/accelerators

More about PowerMoves.NOLA: powermovesnola.org

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Remote.co Launches as Definitive Remote Work Resource for Companies

FlexJobs creates independent resource to provide information for companies and others interested in leveraging remote work


Boulder, CO, July 8, 2015— In response to the growing interest in remote working across all industries and sizes, FlexJobs has created Remote.co, an independent website that provides information and best practices about starting, training, and managing successful remote workers, teams, and companies. It is designed specifically as a resource for entrepreneurs and companies interested in or already embracing remote work as a significant part of their businesses’ workforce model.

Experts and leaders from more than 30 top remote companies--including Automattic, GitHub, The Cheat Sheet, Fire Engine RED, Geller Law Group, and Trello--candidly share on Remote.co their firsthand understandings of building and managing remote teams, including both the benefits and the challenges. These companies (and others) have contributed their insights, lessons learned, and advice in the interest of helping other forward-thinking companies to learn from their experiences.

“Remote work is an increasingly important part of the modern workplace, and yet there hasn’t been much information available on best practices and strategies for companies who want to go remote. As the founder and CEO of a remote company myself, I am proud to collaborate with other remote leaders to share what we’ve learned and to inspire other companies to see the opportunity available with remote work,” said Sara Sutton Fell, Founder of Remote.co and Founder/CEO of FlexJobs. “Remote.co is devoted to the entire life cycle of the distributed model, so any company or entrepreneur seriously interested in remote work can rely on it as a comprehensive and useful resource.”

Remote.co consists of three main sections:

(1) Q&As: Leaders at mostly or completely distributed companies provide in-depth answers to a variety of questions, such as building remote company culture, BYOD and vacation policies, communication and collaboration tools, transparency, goal setting, productivity concerns, human resource issues, and many others.

(2) Blog: Updated regularly, content will focus on three main categories--the benefits of growing remotely; how to build remotely; how to manage remotely--and address challenges per industry verticals.

(3) Job listings: A place where like-minded companies and professionals can post, search, and apply to remote job listings.

Remote working has been more often understood as having benefits for employees, but companies that utilize remote work experience significant benefits, such as cost savings, increased productivity and stronger retention rates. These, and others, are why companies are incorporating remote work into their business models.

"Virtual working is simply part of Lullabot's DNA," said Jared Ponchot, Creative Director at Lullabot, one of the contributors to Remote.co. "Creativity is paramount in what we do, and a great benefit of this model is that people can lean into their own natural rhythms and take ownership of their work environments to produce amazing work."

“Creating a successful, engaged virtual workforce didn't happen overnight for Automattic and maintaining it takes work, but it's worth it,” said Lori McLeese at Automattic. “We're able to hire a stronger, more diverse workforce that is more productive and happier at their jobs.”

For more information visit: https://remote.co

To request additional information, please contact Kathy Gardner at kgardner@flexjobs.com.

About Remote.co

Remote.co is an independent website that provides information and best practices about starting, developing, and managing successful remote workers, teams, and companies. Designed specifically as the definitive resource for companies interested in or already embracing remote work as part of their business model, Remote.co is the leading space for innovative conversations around remote work. About FlexJobs

FlexJobs is the leading online service for professionals seeking telecommuting, flexible schedule, part-time, and freelance jobs. With flexible job listings in over 100 career categories, and opportunities ranging from entry-level to executive, freelance to full-time, FlexJobs offers job-seekers a safe, easy, and efficient way to find professional and legitimate flexible job listings. Having helped over one million people in their job searches, FlexJobs has appeared on CNN and Marketplace Money and in TIME, Forbes, Fortune and many other trusted media outlets.

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Moonlighting Announces Strategic Partnership with The McClatchy Company to Bring “Sharing Economy” Platform with New Jobs to Local Markets

Investment in Task-based Employment Marketplace Expands Access to Peer-to-Peer Sharing Economy


Charlottesville, VA, June 3, 2015 – Moonlighting, the on-demand task-based hiring exchange for local communities, today announced The McClatchy Company (NYSE:MNI), a global news and information leader is making a strategic and financial investment in the company. McClatchy will introduce the Moonlighting platform and exchange to its vast print and digital audiences its digital properties by integrating the platform into its digital properties and print publications located in 28 US markets.

As part of the partnership, Christian A. Hendricks, Vice President, Interactive Media at McClatchy will join Moonlighting’s board of directors. Hendricks brings extensive digital operations, innovation, and strategic skills to Moonlighting and will help accelerate the company’s growth. Hendricks is also Chairman of the Local Media Consortium, a partnership of more than 60 local media companies representing more than 1,600 local media outlets, which delivers brand safe content to more than 450 million unique visitors on a monthly basis.

“McClatchy has a history of successfully identifying and partnering with emerging digital companies it believes beneficial to its reader and advertising customers,” said Hendricks. “We’re very excited to partner with Moonlighting and believe they have the winning formula to bring a compelling and effective long-term solution for the 1099 sharing economy to service provider and consumers at large.”

In October 2014, Moonlighting introduced its two-way employment tool to the market and transformed the way people participate in the sharing economy. Since then, Moonlighting has grown significantly and is now used by service providers and consumers in all 50 states and in more than 1,300 communities to create and fulfill task-based jobs.

“Moonlighting’s mission is to democratize the sharing economy and allow everyone, everywhere to generate job opportunities on their own terms. With McClatchy’s financial and strategic marketing support, we can accelerate our message to millions of eager workers who need an open, on-demand solution to support their families and generate income,” said Moonlighting Founder and CEO Jeff Tennery.

About Moonlighting
Moonlighting is the first mobile, on-demand application that empowers people to earn extra money and get tasks done instantly. Moonlighting creates a virtual marketplace for individuals and small businesses, enabling more effective and efficient communication between those needing a task done and those capable of fulfilling the need. Through the Moonlighting platform, users eliminate anonymity by posting jobs and sharing them within their trusted social networks (e.g. Facebook, Twitter, LinkedIn) or with friends in their contact book. Moonlighting’s mobile technology allows users to also make more intelligent and better-informed hiring decisions in real time. Using Moonlighting’s proprietary mobile payment platform, users can complete hiring transactions in a secure and safe manner. Moonlighting was built from the ground up for the mobile economy. Moonlighting is a privately-held company based in Charlottesville, VA. For more information about Moonlighting, please visit http://www.moonlightingapp.com.

About McClatchy
The McClatchy Company is a 21st century news and information leader, publisher of iconic brands such as the Miami Herald, The Kansas City Star, The Sacramento Bee, The Charlotte Observer, The (Raleigh) News and Observer, and the (Fort Worth) Star-Telegram. McClatchy operates media companies in 28 U.S. markets in 14 states, providing each of its communities with high-quality news and advertising services in a wide array of digital and print formats. McClatchy is headquartered in Sacramento, CA, and listed on the New York Stock Exchange under the symbol MNI.

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World's Most Extreme Jobs



View Interactive Version (via YourTradeBase).

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Students Seek Their Own Committee to Represent an Estimated $25 Billion of Claims in Corinthian Colleges Bankruptcy

Corinthian students seek special committee through Department of Justice to provide opportunity for the interests of students to be heard


LOS ANGELES, May 11, 2015—Attorneys representing an ad-hoc student group and seeking to represent the interests of an estimated 500,000 students of the recently-collapsed Corinthian Colleges Inc., have formally requested that a special committee be formed to provide meaningful participation by students. The aggregate claims may exceed $25 billion in the bankruptcy cases of Corinthian and its subsidiaries. Public Counsel Law Center, Robins Kaplan LLP, and Strumwasser & Woocher LLP said that the legal action is intended to ensure that student voices are heard in a case that will significantly affect their finances and their futures.

“By taking this urgent action, the students—the real victims in this unnecessary and heartbreaking scandal—will have their specific interests represented,” said Mark Rosenbaum, Director of Public Counsel Opportunity Under Law. “These students were offered one of the most precious gifts of a democracy—the promise to access an education. Instead, they became victims of an irresponsible and negligent corporate culture. These students’ only failure was that they trusted the false promises made to them, and believed too much in our national credo that the only sure way to opportunity is through schoolhouse doors.”

The students—those most affected by the fraudulent business practices that the Consumer Financial Protection Bureau called a “predatory lending scheme,” and which led to Corinthian Colleges’ demise—seek to represent their own interests in the bankruptcy case by establishing a special committee of creditors for students only.

“I want more than anything to see the door opened for all students who were harmed by these schools to finally have their voices recognized,” said Aeyla Admire, a former student at Corinthian Colleges subsidiary, Everest College, who was misled by Everest about her program’s accreditation and how her education would be financed. “We are the ones who are stuck paying back these loans we didn’t authorize, and who have had our credit ratings decimated by this debt.”

“The claims of current and former Corinthian students are unique and different from the trade creditors of Corinthian,” saidScott Gautier of Robins Kaplan LLP, bankruptcy counsel for the ad-hoc student group. “We hope that the U.S. Trustee will see the merit in establishing a separate creditors’ committee composed of and run by student representatives. To date, the students have not had an effective forum in which to collectively address their concerns and we have asked the U.S. Trustee’s office to establish the committee and provide them meaningful representation in the bankruptcy forum. Considering that hundreds of thousands of students have attended these schools, with program costs from $20,000 to $100,000, we estimate that the students’ damage claims could exceed $25 billion.”

“This committee will help students establish their right to redress for both the debts incurred, and the consequential damages that have been visited upon the student population. Moreover, the ability to work through an official committee will give the students the ability to focus efforts on redress, which will likely come, in part, through student loan forgiveness and ongoing programs to assist students with education and job placement. We believe that collective treatment is not only proper, but the most efficient and effective way for the bankruptcy estates to address these claims,” Gautier added.

Following are a few of the many examples of Corinthian’s fraudulent and misleading actions:

Tiffany Contreras enrolled in Everest College’s paralegal program in April 2013 and was nine weeks from graduating when the school closed its doors on April 27, 2015. She currently owes over $47,000 in subsidized and unsubsidized federal loans, as well as a private Genesis loan. The week before the school closed, Tiffany was asked to pay a $500 “repack” fee, and was told by an employee of the financial aid office that the school had been “repackaging” students’ loans without their permission. Read Tiffany’s story.

Sarah Dieffenbacher is a mother of four and the first person in her family to attend college. She studied at Everest College from 2007-2010 to become a legal assistant and was shocked to learn from a potential employer that her program was not recognized, let alone ABA accredited as Everest had claimed. She was also shocked to discover that she owed $110,000 in loans that the school took out in her name without notifying her. Read Sarah’s story.

Tasha Courtright had the highest grade point average at Everest College’s Ontario campus, where she completed an associate’s degree in criminal justice and a bachelor’s degree in business management. Everest recruiters aggressively pursued her, assuring her she would be earning $45,000 per year after completing her degree and claiming a 91 percent job placement success rate, which turned out to be untrue. She informed the recruiters that she could not afford college, and they told her they “ran the numbers” and assured her that grants would cover the cost of her program. She now owes $41,000 in debt and has never been able to obtain documentation of her loans.Read Tasha’s story.

Aeyla Admire, who completed Everest College’s medical assistant training program in 2006-2007 with straight A’s, is the first person in her family to go to college. She had hoped access to higher education would help her gain the financial security she never had growing up as the child of a single mother working minimum-wage jobs. Instead, Everest failed to help her access the job placement resources they had promised, and misled her about her financial aid, taking out over $17,000 in public and private loans without her authorization. Read Aeyla’s story. About Public Counsel
Public Counsel is the nation’s largest pro bono law firm. Founded in 1970, Public Counsel strives to achieve three main goals: protect the legal rights of disadvantaged children; represent immigrants who have been the victims of torture, persecution, domestic violence, trafficking, and other crimes; and foster economic justice by providing individuals and institutions in underserved communities with access to quality legal representation. Through a pro bono model that leverages the talents and dedication of thousands of attorney and law student volunteers, along with an in-house staff of more than 75 attorneys and social workers, Public Counsel annually assists more than 30,000 families, children, immigrants veterans, and nonprofit organizations and addresses systemic poverty and civil rights issues through impact litigation and policy advocacy. For more information, visit www.publiccounsel.org.

About Robins Kaplan LLP
Robins Kaplan LLP is among the nation’s premier trial law firms, with more than 220 lawyers located in Atlanta, Bismarck, North Dakota, Boston, Los Angeles, Minneapolis, Mountain View, California, New York, Naples, Florida, and Sioux Falls, South Dakota. The firm litigates, mediates, and arbitrates high-stakes, complex disputes, repeatedly earning national recognition. Firm clients include—as both plaintiffs and defendants—numerous Fortune 500 corporations, emerging-markets companies, entrepreneurs, and individuals.

About Strumwasser & Woocher LLP
Strumwasser & Woocher is one of the most respected law firms in California, known for its successful trial and appellate litigation of major public-policy and public-interest matters. Since its founding in 1991, the firm has litigated landmark cases regarding education law, election law, land use issues, state and local government law, taxation, environmental protection, constitutional law, civil rights, consumer protection, insurance regulation, health care law, public utility law, and workers' rights. In trial and appellate courts, legislative halls and administrative tribunals, Strumwasser & Woocher has collected a broad array of victories in path-making litigation and has advised clients on the day's most compelling issues.

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DiversityInc Unveils the 2015 Top 50 Companies for Diversity

Novartis Pharmaceuticals Corporation Holds the Number One Spot for the Second Year in a Row

DiversityInc Top 50 Stock Index Significantly Outperforms the Dow Jones Industrial Average (DJIA) and S&P 500


New York, NY (April 24, 2015) – Diversity and inclusion's keystone event in America took place at Cipriani Wall Street Thursday evening, as DiversityInc announced the 2015 Top 50 Companies for Diversity in front of more than 900 senior executives. Novartis Pharmaceuticals Corporation remained at the top of the rankings for their second year, while Kaiser Permanente jumped two spots to come in second. PricewaterhouseCoopers, EY, Sodexo, MasterCard Worldwide, AT&T, Prudential Financial, Johnson & Johnson, and Procter & Gamble rounded out the top 10. MassMutual Financial Group and Hilton Worldwide were both newcomers to the list this year.

“With more than 1000 companies participating, the competition for a spot on the DiversityInc Top 50 and Specialty Lists was up over 30% this year,” said DiversityInc Founder and CEO Luke Visconti. “Companies are recognizing the importance of diversity for corporate reputation - which directly effects millennial-generation recruiting and retention. And whether you’re talking about Silicon Valley, Ferguson, or Indiana, there’s no denying that stories about how far we still need to come regarding diversity have been dominating the headlines in 2015.”

DiversityInc Top 50 companies have significantly more diversity than average American corporations. Compared with EEOC statistics, Top 50 companies have 20% more Blacks, Latinos, and Asians in management, and 13% more women. In the Top 10 the contrast is even sharper, with 41% more Blacks, Latinos, and Asians, and 46% more women than US corporate average. This year, for the first time, the National Organization on Disability tracker was required for the Top 10 Disabilities list.

CNBC covered the DiversityInc Top 50 event and provided the stock market econometric evaluation. “The Top 50 list outperformed the market on a short and long-term basis - which has been the case over the past several years. This shows evidence of the link between excellence in diversity management and superior corporate governance,” said Visconti.

Any company with over one thousand U.S.-based employees is eligible to enter, and there is no cost to compete. Each company’s rank is based on objective analysis of 183 separate factors, based on data from a 300-question survey. The four equally weighted areas of measurement include Talent Pipeline, Equitable Talent Development, CEO/Leadership Commitment, and Supplier Diversity.

“We are extremely honored to be recognized by DiversityInc as the top ranked company for a second year in a row,” said Christi Shaw, President, Novartis Pharmaceuticals Corporation and US Country Head, Novartis Corporation. “For us, Diversity & Inclusion are an important part of our culture and strategic business focus. Fostering an environment where authenticity and collaboration can flourish enables us to drive future breakthroughs and innovations that help patients live fuller, healthier lives.”

The announcement dinner included a keynote address from Reverend Jesse Jackson, Sr., whose Rainbow PUSH Coalition has been calling on the tech industry to embrace more diversity as a business opportunity.

DiversityInc also released 13 lists for the following select specialty areas:

• 25 Noteworthy Companies

• Top 10 Companies for LGBT Employees (Wells Fargo, No. 1)
• Top 10 Companies for Supplier Diversity (AT&T, No. 1)
• Top 10 Companies for People With Disabilities (EY, No. 1)
• Top 10 Companies for Recruitment (PricewaterhouseCoopers, No. 1)
• Top 10 Companies for Mentoring (EY, No. 1)
• Top 5 Utilities (Ameren, No. 1)
• Top 10 Regional Companies (Blue Cross Blue Shield of Michigan, No. 1)
• Top 10 Companies for Veterans (Northrop Grumman Corporation, No. 1)
• Top 10 Companies for Global Diversity (IBM, No. 1)
• Top 10 Companies for Employee Resource Groups (Merck & Co., No. 1)
• Top 10 Companies for Diversity Councils (EY, No. 1)
• Top 5 Hospitals and Health Systems (Henry Ford Health System, No. 1)

For the entire Top 50 list, visit http://www.diversityinc.com/top50 or follow the conversation online with the hashtag #DITop50.

The DiversityInc Top 50 Companies for Diversity Announcement Dinner was made possible thanks to the following sponsors: Abbott, ADP, AT&T, Caterpillar, Cox Communications, CVS Health, Deloitte, EMC, EY, IBM, Kaiser Permanente, Marriott International, MasterCard, Monsanto, Novartis Pharmaceuticals Corporation, PricewaterhouseCoopers, Prudential Financial, Sodexo, Target, TD Bank, Time Warner, Toyota Motor North America, and Wells Fargo.

About DiversityInc
DiversityInc’s mission is to bring education and clarity to the business benefits of diversity. The DiversityInc Top 50 Companies for Diversity list began in 2001, at the same time many corporations were beginning to understand the business value of diversity-management initiatives. The 2015 Top 50 Companies for Diversity results are featured on DiversityInc.com and in DiversityInc magazine. For more information, log on to www.diversityinc.com, https://www.facebook.com/DiversityInc, https://twitter.com/DiversityInc or http://www.linkedin.com/company/26561.

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Infographic: 15 Dream Jobs That Pay Really Well


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(via Savoo).




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    Getting Hired in One-Minute, Wow! New App Simplifies Job Search, Recruiting, and Hiring


     Wow  App



    PITTSBURGH -- WOWHire!, an innovative job search and hiring app from Founder and CEO, Samuel Boyer, and Co-Founder Phil Laboon, is literally turning heads.

    WOWHire! is a new mobile platform that allows employers to swipe their way through one- minute video resumes, created and uploaded by job seekers and potential candidates.

    It’s quick and easy to get started. Candidates sign up, log in, and use their cell phone’s camera to create a 60-second video resume, allowing for a quick and effective connection with employers like never before.

    Employers can browse through the database of video resumes, in their search for candidates to fill entry-level positions. The one-minute videos offer powerful insights into the personality, presentation and communication skills of the candidate. It’s quick and easy to swipe through dozens of candidates in just as many minutes.

    Candidates can see how many companies have viewed their video resume and which companies liked them. Employers can use filters to quickly look through thousands of potential hires, narrowing down their search by education, industry experience, or academic institution. Once they find a potential candidate, they can quickly save them to their ‘favorites’ and then easily follow up with potential hires for further evaluation.

    Unlike with traditional resumes, one-minute video resumes allow companies to make a more personal connection with potential hires, enabling them to better assess someone’s fit within the company’s culture before investing the time for a face-to-face interview.

    The WOWHire! network is rapidly expanding with national as well as global companies in financial services, hospitality, and technology signing up.

    The app can be downloaded for free at www.WOWHire.com (Apple iOS or Android).

     Wow  App



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    Grassroots & National Advocates Launch Initiative Calling on President Obama to Embrace Fair Chance Hiring Reforms

    Over 100 Localities and States Pave the Way for Federal Action


    New York, NY—Worker advocates, faith-based organizers, and the formerly incarcerated joined together today to launch an initiative urging President Obama to take executive action to ensure that employment opportunities with federal agencies and contractors are open to qualified job-seekers with arrests or convictions in their past. “Fair chance” hiring policies that reduce unfair hiring barriers against people with records and help employers tap into undiscovered talent have been adopted in more than 100 cities, counties, and states, paving the way for federal action.

    The initiative is being jointly organized by All of Us or None, a membership organization of the formerly incarcerated; the PICO National Network, the nation’s largest faith-based organizing network with more than 1,000 religious congregations in 200 U.S. cities; and the National Employment Law Project, a research and advocacy group for low-wage and unemployed workers. The groups will partner on a series of activities and events over the coming months.

    In a report released today, “Advancing a Federal Fair Chance Hiring Agenda,” the National Employment Law Project (NELP) makes the case for federal action that builds on the momentum in the 13 states, the District of Columbia, and the 96 cities and counties that have adopted “ban the box” and other fair chance hiring measures.

    In support of the initiative, the three groups also released a sign-on letter for organizations around the country to urge President Obama to take immediate executive action. Early signers include the ACLU, the Leadership Conference on Civil and Human Rights, the NAACP Legal Defense and Education Fund, actor/activist Danny Glover, Michael Hannigan, the president and co-founder of Give Something Back Office Supplies, JustLeadershipUSA, the Anti-Recidivism Coalition, the National Council on Crime and Delinquency, and other notable individuals and organizations.

    Almost one in three adults in the United States has a criminal record that will show up on a routine criminal background check, which creates a serious barrier to employment for communities of color hardest hit by decades of over-criminalization, according to NELP’s report. Nearly one in four U.S. workers is employed either by a federal contractor, a subcontractor, or the federal government. With the labor market now recovering, the federal government should waste no time in ensuring that job applicants with past convictions can fairly compete for jobs.

    Dorsey Nunn, who has championed the rights of the formerly incarcerated as a founding member of All of Us or None, and serves as executive director of Legal Services for Prisoners with Children, stated: “What we are asking for comes down to the simple proposition that formerly incarcerated citizens should be entitled to the same active participation in the government, including our taxpayer-funded jobs, that belongs to everyone else. We pay taxes, too. It’s part and parcel of the process of achieving the full restoration of our rights.”

    Pastor Michael McBride, who leads the PICO National Network’s Live Free campaign, which is committed to addressing gun violence and mass incarceration of young people of color, believes that the current state of America’s economic and justice systems contributes to racial discrimination that further erodes the moral character of our nation. “‘Ban the Box’ measures are a step forward in fixing a justice system that is inefficient and ineffective and that leaves us unwilling and unable to see the humanity and value of black and brown lives,” said McBride. “How can a child, a man, or a woman seek opportunity, act on their potential, or be optimistic about their future, if they are not also free and safe to strive for a better tomorrow?”

    “Nearly 50 years ago, Dr. King challenged our nation to recognize that ‘now our struggle is for genuine equality, which means economic equality,’” said Maurice Emsellem, director of NELP’s Access and Opportunity Program and co-author of the report. “Without opening up employment opportunities for the large numbers of Americans who have been unfairly locked out of the job market because of a conviction, the nation will never realize the promise of economic opportunity.”

    The NELP report comes on the heels of the State of the Union address in which President Obama talked about restoring the link between hard work and opportunity for every American. The report details a specific agenda for reform by the Administration, which includes an Executive Order extending model fair chance hiring to private employers that contract with the federal government and a Presidential Memorandum directing federal agencies to close major gaps in the hiring process that undermine the efforts of qualified workers with a record to access federal jobs.

    Elected officials across the political spectrum have embraced criminal justice reform and fair chance hiring measures specifically, mostly recently including ban-the-box legislation signed by New Jersey Governor Chris Christie that extends to private employers. In 2014, four states and 38 cities and counties (42 jurisdictions) enacted fair chance reforms—more than double the jurisdictions that did so in 2013.

    Today, over 100 million people live in an area where fair chance hiring is in effect. Six states now extend their fair chance hiring reforms to private sector employers, and a growing number of major corporations, including Walmart, Target, and Home Depot—three of top five retailers in the nation—have adopted such policies as well. New campaigns are underway in key states, such as Georgia, Missouri, Ohio, Oregon, Texas, and Washington, and in major cities, including Los Angeles, New York City, Portland, Dallas, and Orlando.

    President’s Obama’s My Brother’s Keeper Task Force also endorsed fair chance hiring. The task force report recommended “implement[ing] reforms to promote successful reentry, including hiring practices, such as ‘Ban the Box,’ which give applicants a fair chance and allow employers the opportunity to judge individual job applicants on their merits as they reenter the workforce.”


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    EEOC TO PROBE HARASSMENT AT MEETING


    WASHINGTON -- The U.S. Equal Employment Opportunity Commission (EEOC) will hold a meeting on Wed., Jan. 14, at 9:30 a.m. (Eastern Time), at agency headquarters, 131 M Street, N.E., Washington D.C. In accordance with the Sunshine Act, the open session of the meeting will be open to public observation of the commission's deliberations. EEOC staff will also live tweet from the public meeting using the @EEOCNews Twitter handle and the hashtag #EEOCmtg.

    The commission will hear from invited panelists on the persistent problem of workplace harassment as well as best practices for employers to prevent and address harassment. The commission is scheduled to hear from the following confirmed panelists during the meeting:

    • Carol Miaskoff, Acting Associate Legal Counsel, EEOC, Office of Legal Counsel

    • Fatima Goss Graves, Vice President for Education and Employment, National Women’s Law Center

    • Patricia Wise, Partner, Niehaus Wise & Kalas Ltd

    • Laudente Montoya, Charging Party/Class Member, EEOC v. Dart Energy Corp. et al.

    • Sean Ratliff, Acting Supervisory Trial Attorney, EEOC Denver Field Office

    • Jane Kow, Employment Lawyer and HR Consultant/Trainer, HR Law Consultants

    Seating is limited, and the EEOC encourages visitors to arrive 30 minutes before the meeting in order to be processed through security and escorted to the meeting room. Visitors should bring a government-issued photo identification card to facilitate entry into the building.

    The commission meeting agenda is subject to revision. Additional information about the meeting, when available, will be posted at http://www.eeoc.gov/eeoc/meetings/index.cfm.

    The EEOC enforces federal laws prohibiting employment discrimination. Further information about the EEOC is available on its web site at www.eeoc.gov.


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    New Resolution by National Black Caucus of State Legislators Calls for More Employment Diversity in the Tech Industry


    (DALLAS, TX) – The MinorityEye will hold a teleconference in Dallas to discuss a new resolution from the National Black Caucus of State Legislators (NBCSL) that calls on tech giants like Google, Facebook, Twitter and others to diversify their workforces. The teleconference will be held after the NBCSL Annual Legislative Conference on Friday, December 12 at 5:00pm.

    The resolution comes on the heels of recently released statistics by these companies, showing unequal representation of minority communities in their workforces. The MinorityEye will be joined by the President of NBCSL and sponsor of the resolution, State Representative Joe Armstrong of Tennessee, District 15.

    For more information contact: media@theminorityeye.com

    WHO: President Joe Armstrong (TN)

    WHEN: Friday, December 12, 2014 5:00 p.m. - 5:30 p.m.

    DIAL-IN: 866-952-1906; CONFERENCE ID: Diversity

    About The MinorityEye's "Campaign for Equality in Technology": The campaign for Equality in Technology seeks to raise awareness of the startling minority employment gap in the US technology sector. Equality in Technology is asking that industry leaders in technology enact reasonable accommodations to remove employment barriers faced by members of the three designated minority groups, women, African Americans and Hispanics. Employers are also asked to institute positive policies for the hiring, training, retention, and promotion of members of these marginalized groups. http://www.theminorityeye.com/equality-in-technology/


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    New Research Links Income Inequality to a Marriage Gap Between the Wealthy and Poor


    In advance of the December 11 publication date, the Russell Sage Foundation will host a press call with Johns Hopkins sociologist Andrew Cherlin to present new research on economic inequality, marriage, and family trends from Cherlin’s forthcoming book, Labor’s Love Lost (Russell Sage Foundation, 2014). A national expert on work and family issues, Cherlin will be joined by other experts in the field, including author and professor Stephanie Coontz, to discuss the implications of his research.

    In documenting two centuries of work and family trends, Labor’s Love Lost examines how:

    · The male-breadwinner family is a historical anomaly—not the American norm: Despite its outsized place in the American imagination, the idea of the middle class male-breadwinner family is an anomaly in American history.

    · Economic inequality and the marriage gap go hand-in-hand: Cherlin documents how the marriage gap between the well-to-do and working-class Americans expands during times of high income inequality, drawing new connections between the present day and the “Gilded Age” of the late nineteenth century.

    · American children experience the highest rates of family turnover in the developed world: Large numbers of American children today live with single parents or with parents in cohabitating unions of short duration and high breakup rates. As a result, American children experience parents, parents’ partners, and stepparents moving in and out of their households far more than in other developed countries.

    · High school-educated Americans raise children in patterns more similar to high-school dropouts than college graduates: The percentage of children who are aren’t living with two biological parents has increased sharply among the moderately-educated. It is now common for high-school-educated women to have at least one child outside of marriage.

    · African American employment and family trends are distinct from the marriage gap among whites: As African American men did not fully share in the wage gains of the post-war period, Cherlin traces how marriage rates among African Americans did not rise as high as whites during the 1950s and 1960s, and how they have fallen further in the most recent period.

    · New educational and labor market policies are needed to stabilize working-class families: Cherlin argues that the U.S. must improve the educational opportunities for working-class children, including placing greater emphasis on apprenticeships and internships as pathways to steady employment for high school graduates—rather than promoting college education for all. In addition, he argues that labor market interventions—such as subsidizing low wages through tax credits and raising the minimum wage—are needed to foster stability.

    ABOUT THE RUSSELL SAGE FOUNDATION
    The Russell Sage Foundation is the principal American Foundation devoted exclusively to research in the social sciences. The Foundation is dedicated to strengthening the methods, data, and theoretical core of the social sciences as a means of improving social policies. The Foundation is a research center for a select group of Visiting Scholars each year, a funding source for studies by scholars at other academic and research institutions, and an active member of the nation's social science community. The Foundation also publishes, under its own imprint, the books that derive from the work of its grantees and Visiting Scholars.


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    Here Are All the Black People


    In a video promoting the upcoming Here Are All the Black People event in September, iconic comedian Jerry Seinfeld lets us know where all the black people are. You can see the video here: https://www.youtube.com/watch?v=JePaUVV1B5w

    Here Are All the Black People is a creative career fair promoting diversity. There are a lot of initiatives raising awareness for the need for diversity but Here Are All the Black People delivers on its promise, having attracted thousands of attendees, including mentors, students, recent graduates and professionals, in the last few years. Thousands of connections were made and hundreds of job opportunities were created as a result of the career fair.

    Last year, Dr. Cornel West keynoted the event. Here is a video with highlights from last year: https://www.youtube.com/watch?v=3AHqIbYDT5k

    Check out the website: http://herearealltheblackpeople.com/


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    Magazine Publishers of America (MPA) is the industry association for consumer magazines.

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    Media community site offering Auditions & Jobs for Models, writers, Actors, Musicians and TV/Film production crew.

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    Immigration and African-American Employment Opportunities: The Response of Wages, Employment, and Incarceration to Labor Supply Shocks.

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    Nursing jobs in hospitals, travel nursing jobs, RN jobs, LPN jobs and discussion groups and resources regarding nurse employment.

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  44. US Dept. of Commerce - Minority Business Development Agency (MBDA) ...
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