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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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    DIVERSITY JOBS REPORT & INDEX RELEASED

    “Young, black, educated and… unemployed?” July Diversity Jobs Report reveals unemployment for African Americans is double the national average - in spite of education level.


    While the report explores the employment situation for ALL diverse groups (women, minorities, LGBT, veterans and the disabled,) this month's data highlights the job disparities among African American college graduates, including those with degrees in STEM majors.

    Key points include:

    · The unemployment rate for African Americans is 11.38%, which is nearly double the national average at 6.12%

    · The unemployment rate for all diverse candidates is slightly higher than the national average at 7.04%

    · African Americans account for 22.38% of the total unemployment population, the highest rate among all segments.

    To review methodology or access previous reports, please click here.

    Professional Diversity Network, Inc.
    Professional Diversity Network (PDN) develops and operates online networks dedicated to increasing employment opportunities for women and minority candidates. Headquartered in Chicago, the company’s professional networking communities include: iHispano.com, BlackCareerNetwork.com, WomensCareerChannel.com, Military2Career.com, ProAble.net, OutProNet.com and AsianCareerNetwork.com. For more info visit prodivnet.com.


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    APPEALS COURT UPHOLDS JURY VERDICT AND ALL RELIEF AWARDED AGAINST A.C. WIDENHOUSE IN EEOC RACE HARASSMENT CASE

    - Trucking Company to Pay $243,000 for Subjecting African-American Employees to Racial Slurs and Nooses, Retaliation -


    WASHINGTON – In the latest of a series of successes in the U.S. Equal Employment Opportunity Commission’s (EEOC’s) challenges to workplace racial harassment, the U.S. Fourth Circuit Court of Appeals has upheld the EEOC’s victory in obtaining a jury verdict and more than $243,000 and injunctive relief for victims of racial harassment and retaliation perpetrated by A.C. Widenhouse, Inc., a Concord, N.C.-based trucking company, the agency announced today.

    “Fifty years ago, Congress enacted the Civil Rights Act of 1964, which transformed the nation by removing discriminatory barriers that impeded human potential and productivity,” said EEOC General Counsel David Lopez. “Unfortunately, as the facts of this case and others brought by the Commission show, racial discrimination persists. Yet this case also highlights the vitality of the law as a Winston-Salem jury, acting as the conscience of the community, took less than one hour to send the unanimous message that race discrimination, in this case overt and unfiltered, is unacceptable. Then, the appellate court took less than a month to affirm this important verdict.” Lynette A. Barnes, Regional Attorney for the EEOC’s Charlotte District, which litigated the case on behalf of the agency, said, “The court’s affirmation of this verdict sends a strong message to employers. First the jury, and now the appellate court, spoke to this employer loud and clear – racial harassment will not be tolerated.”

    According to the EEOC’s lawsuit, Contonius Gill and Robert Floyd, Jr., African-Americans, worked as truck drivers for A.C. Widenhouse. From as early as May 2007 through at least June 2008, Gill was repeatedly subjected to unwelcome derogatory racial comments and slurs by the facility’s general manager, (who was also his supervisor), the company’s dispatcher, several mechanics and other truck drivers, all of whom are white. The comments and slurs included the “N” word, “monkey” and “boy.” Gill testified that on one occasion he was approached by a co-worker with a noose and was told, “This is for you. Do you want to hang from the family tree?” Gill further testified that he was asked by white employees if he wanted to be the “coon” in their “coon hunt.”

    Floyd testified that he also was subjected to repeated derogatory racial comments and slurs by the company’s general manager and white employees. Floyd testified that when was hired in 2005, he was the only African-American working at the company. According to Floyd, the company’s general manager told Floyd that he was the company’s “token black.” Floyd testified that on another occasion the general manager told Floyd, ”Don’t find a noose with your name on it,” and talked about having some of his “friends” visit Floyd in the middle of the night. Gill repeatedly complained about racial harassment to the company’s dispatcher and general manager and Floyd complained to an owner of A.C. Widenhouse, but both men testified that the harassment continued.

    Gill intervened in the lawsuit and in addition to the EEOC’s claim of racial harassment, Gill alleged that his employment with A.C. Widenhouse was terminated based on his race and in retaliation for complaining about racial harassment.

    A Winston-Salem jury of eight returned a unanimous verdict finding that Gill and Floyd, Jr. had been harassed because of their race, and that Gill had been fired because of his race and in retaliation for complaining about racial harassment.

    The district court ruled that the EEOC should recover $50,000 in compensatory and punitive damages on behalf of Floyd, and that Gill should recover $193,509 in compensatory and punitive damages, back pay, and pre-judgment interest. The court further enjoined A.C. Widenhouse from discriminating against any person on the basis of race or in retaliation for opposing practices unlawful under Title VII of the Civil Rights Act of 1964. The three-year injunction also requires A.C. Widenhouse to imple¬ment a written anti-discrimination policy; conduct training on Title VII to all employees and to all owners involved in the company’s operations; post the anti-discrimination policy and a notice to employees regarding the lawsuit; and provide the EEOC with periodic reports regarding complaints about racial harassment.

    Although the jury took less than an hour to reach its unanimous verdict, A.C. Widenhouse appealed to the Fourth Circuit, arguing that the trial court had committed errors in instructing the jury and in ruling on the admissibility of evidence.

    The court of appeals firmly rejected these arguments, saying that the company’s challenges to the EEOC’s case were without merit and that the trial court had not abused its discretion in any way in its conduct of the trial. Although the jury was not instructed in accordance with subsequently announced Supreme Court standards on Gill’s retaliation claim, the court of appeals said that A.C. Widenhouse had not demonstrated any prejudice from that error, and upheld the verdict on that claim as well.

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


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    Report: Unfair Background Checks Shut Out Californians from Fast-Growing Health Care Jobs

    - Sensible Background Check Reforms Needed So All Qualified Job-Seekers Can Share in Promise of Quality Health Care Jobs -


    Oakland, CA—California has been a national leader in the effort to meet the unprecedented demand for health care jobs by hiring from diverse communities most in need of quality care, but a new report by the National Employment Law Project finds that far too many qualified job-seekers from these communities are still shut out of these jobs because of unfair criminal background check policies that also fail to advance patient safety or security.

    The report,A Healthy Balance: Expanding Health Care Job Opportunities for Californians with a Criminal Record While Ensuring Patient Safety and Security, documents the employment barriers imposed by state laws regulating health care occupations and recommends reforms and model employer practices to help ensure that the one in four Californians with a criminal record are able to share in the promise of health care employment opportunities and give back to their communities.

    “Fulfilling the promise of quality health care jobs for all Californians is one of the state’s top priorities, but we can’t get there if we don’t also tackle the criminal background check issues that especially affect communities of color—the people hardest hit by unemployment and over-criminalization,” said Madeline Neighly, staff attorney with the National Employment Law Project and the report’s lead author. “We hope that this report helps lay the groundwork for a more informed debate of this critical issue.”

    The report documents several key findings that reinforce the need for fairer criminal background checks for workers seeking health care jobs. Half of the state’s 20 fastest-growing fields are in health care and related occupations, including home health aides, personal care aides, paramedics and other entry-level occupations. Yet, these and other high-growth occupations, such as certified nurse assistants, are not covered by the basic worker protections that govern most occupations requiring a criminal background check by the state. Applicants for these entry-level jobs face lifetime disqualification for more than 50 specified convictions, including misdemeanors.

    The report found that California conducted over half a million criminal background checks for employment in health care jobs during the 18-month period from July 2011 to December 2013. Eight million Californians have a criminal record on file with the state—a by-product of the failed War on Drugs and decades of over-criminalization in low-income communities of color. People of color, and especially African American youth, are disproportionately represented in the numbers of Californians with a criminal record, which severely undermines their job search even though more than 75 percent of their arrests are for non-violent crimes.

    The report also profiles some of the most promising efforts in the state to expand health care job opportunities for people with criminal records. The Emergency Medical Service Corps program in Alameda County, for example, provides rigorous training and paid internships for underserved youth in the community.

    The push to reduce unwarranted barriers to employment for people with records comes at a time when both the federal government and the state of California have taken strong steps to reduce such barriers. The Obama Administration has adopted strong new guidelines to enforce the civil rights and consumer laws that regulate criminal background checks for employment. The President’s My Brother’s Keeper Task Force just released a 90-day progress report that calls for “reforms to promote successful reentry, including hiring practices, such as ‘Ban the Box . . . .” And in July, California’s new “ban the box” law will take effect, prohibiting public employers, including county hospitals and other health care facilities, from inquiring into an applicant’s conviction history on the initial job application.

    The report builds on these positive developments and offers action recommendations for the California Legislature, state licensing boards and agencies, and California employers:

    The California Legislature should remove unnecessary barriers to certification and licensing of health care occupations, including eliminating lifetime disqualifications and ensuring consideration of rehabilitation and other mitigating circumstances, as recommended in the recent National Association of Criminal Defense Lawyers report. A bill currently pending (SB 1384) would apply such changes to certified nurse assistants. Another bill, AB 2060, would establish a fund for vocational training and stipends that could support model health care training programs, like Alameda County’s EMS Corps.

    In addition, the Executive Branch can take immediate action to address key concerns identified in the report. The state licensing boards and agencies should provide clearer and more transparent information on their criminal record application and appeal processes and publish information on processing delays, while the Employment Development Department and Department of Fair Employment and Housing should take steps to enforce the civil rights laws that regulate criminal background checks.

    Employers should adopt the best practices of the U.S. Equal Employment Opportunity Commission and train and monitor their hiring managers to ensure compliance with federal and state anti-discrimination and consumer protection laws that regulate criminal background checks. Employers should also work with community groups, including reentry programs and other job training providers, to ensure equitable access to jobs for all Californians.

    Download the Full Report or the Executive Summary: A Healthy Balance: Expanding Health Care Job Opportunities for Californians with a Criminal Record While Ensuring Patient Safety and Security

    ###


    The National Employment Law Project is a non-partisan, not-for-profit organization that conducts research and advocates on issues affecting low-wage and unemployed workers. For more about NELP, visit www.nelp.org.


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    Nebraska Becomes 1st Red State to “Ban the Box”; 11th State to Endorse Fair Hiring of People with Records

    - Georgia’s Republican Governor Pledges to Issue Executive Order, While Louisiana, South Carolina, Florida, and 4 more states debate measures to give qualified applicants with convictions a fair chance to work -


    Washington, DC—Nebraska Governor Dave Heineman today signed a significant criminal justice reform bill that includes a “ban the box” fair-hiring provision, making Nebraska the 11th state in the nation to remove questions about an applicant’s criminal record from state job applications. The move postpones such inquiries so that job-seekers can be reviewed on their qualifications first. The bill, which aims to reduce the prison population while improving public safety, passed the legislature 46-0.

    Also this week, Republican Governor Nathan Deal of Georgia signed legislation to help the formerly incarcerated get back to work, while also pledging to issue an executive order offering job applicants with records a fair chance to be judged on their merits, not just their records. The Governor’s spokesperson stated that, “The governor will implement ban the box on the state level, and hope that the private sector follows suit. This will afford those with blemishes on their record a shot at a good job, which is key to preventing a return to crime.”

    Seven other states, including Louisiana, South Carolina, and Florida, and many cities around the country also are considering “ban the box” fair-hiring policies (the “box” refers to the check-box asking about convictions). Governors Heineman and Deal are not the first Republican governors to support a fair chance for workers with records. Governors Tim Pawlenty of Minnesota and Arnold Schwarzenneger of California adopted such policies in 2009 and 2010, respectively. The policy does not prohibit background checks, but only defers the inquiry to later in the hiring process.

    To help advocates and policymakers tap into this national momentum and initiate fair-chance campaigns in their communities, today NELP released a comprehensive online toolkit.

    As more jurisdictions pursue “smart on crime” approaches and seek ways to expand economic opportunity, support for these fair-hiring policies is growing around the country, even among conservatives in an increasing number of red states.

    In addition, the Louisiana Civil Service Commission is considering whether to remove the conviction question from most state job applications. Legislation is also pending in South Carolina, Florida, Delaware, Illinois, New Hampshire, and New Jersey. At the local level, the Louisville Metro Council unanimously passed a new law in March to remove the conviction question from job applications for the city and many of its 26,000 vendors. The bipartisan victory was praised as “compassionate legislation” by the mayor.

    In Indiana, another red state, an Indianapolis ordinance applying to the city and vendors passed 26-2 in late February with the support of Republican Mayor Greg Ballard. In Nebraska, capturing the sentiment of fair-hiring supporters, Republican Mayor Jean Stothert of Omaha stated, “Many of these applicants want and deserve a second chance and have the potential to be good employees.” The tally of jurisdictions that have adopted the fair-hiring policy is now up to 11 states (with a few more on the verge) and almost 60 cities and counties. All told, NELP estimates that more than one third of the U.S. population now resides in a community where these fair-chance polices are in effect.

    “This growing support in red states like Nebraska and Georgia to give workers a fair chance at employment is a breakthrough that should convince any elected official that it’s not just good policy, but it’s also good politics to find common ground in ways that strengthen our economy,” said Christine Owens, executive director of the National Employment Law Project.

    Last year, the states of California, Maryland, Minnesota, and Rhode Island enacted legislation, and Illinois Governor Pat Quinn issued an executive order removing the background-check question from state applications. NELP’s comprehensive new web-based resource for fair-chance campaigns includes best practices, sample public education materials, model legislative language, media coverage, and other campaign resources.

    The National Employment Law Project is a non-partisan, not-for-profit organization that conducts research and advocates on issues affecting low-wage and unemployed workers. For more about NELP, visit www.nelp.org.


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    EEOC AND FTC OFFER JOINT TIPS ON USE OF EMPLOYMENT BACKGROUND CHECKS

    - User-Friendly Documents for Employers, Job Applicants, and Employees Explain Laws Governing the Acquisition and Use of Personal Background Information -


    WASHINGTON – The U.S. Equal Employment Opportunity Commission (EEOC) and the U.S. Federal Trade Commission (FTC) today co-published two technical assistance documents that explain how the agencies’ respective laws apply to background checks performed for employment purposes. One document is for employers; the other is for job applicants and employees. This is the first time that the two agencies have partnered to create resources addressing concerns in this key area. The documents are available on the EEOC’s website: Background Checks: What Employers Need to Know and Background Checks: What Job Applicants and Employees Should Know

    The agencies emphasize that employers need written permission from job applicants before getting background reports about them from companies in the business of compiling background information. Furthermore, they reaffirm that it is illegal to discriminate based on a person’s race, color, national origin, sex, religion, age (40 or older), disability, or genetic information, including family medical history, when requesting or using background information for employment, regardless of where the information was obtained.

    At the same time, the agencies want job applicants to know that it is not illegal for potential employers to ask about their background, as long as the employer does not unlawfully discriminate. However, when people are turned down for a job or denied a promotion based on information in their background reports, they have the right to review the reports for accuracy.

    “The laws enforced by the EEOC and the FTC intersect on the issue of employment background checks, so this was a unique opportunity for the agencies to work together to provide user-friendly technical assistance to our stakeholders,” said EEOC Legal Counsel Peggy Mastroianni. “The No. 1 goal here is to ensure that people on both sides of the desk understand their rights and responsibilities.”

    “The FTC is pleased to work with the EEOC to help ensure that employers and potential employees have a solid understanding of their rights and responsibilities,” said Jessica Rich, director of the FTC’s Bureau of Consumer Protection.

    The EEOC enforces federal laws against employment discrimination; more information is available at www.eeoc.gov. The FTC enforces the Fair Credit Reporting Act, the law that protects the privacy and accuracy of the information in credit reports. More information is available at www.ftc.gov.


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    (BPRW) Walmart Provides Greater Access to Opportunities, Helps African Americans Pursue Higher Education, Job Training and Placement

    - $1.75 million in grants to three leading nonprofits help students and adults in 20 U.S. communities -


    (BLACK PR WIRE) – BENTONVILLE, Ark.--(BUSINESS WIRE)-- Today, Walmart furthers its commitment to provide greater access to opportunities across 20 U.S. communities with the announcement of $1.75 million in grants from the Walmart Foundation to three of the nation’s leading nonprofit organizations: National Association for the Advancement of Colored People (NAACP), National Urban League (NUL) andUnited Negro College Fund (UNCF). The grant to UNCF will fund a program to help assure historically black colleges and universities (HBCUs) continue as a source of quality degrees for African American students. In addition, the grants to NUL and NAACP will fund programs to help individuals receive the support they need to secure and build meaningful careers through training and placement assistance, and help businesses create more job opportunities.

    Walmart



    There is an increase in demand today for diverse talent in the workforce, according to the inaugural Diversity Jobs Index and Report from the Professional Diversity Network, Inc. To meet this demand, Walmart continues to help African Americans access career opportunities through work with strategic partners and by fostering diversity and inclusion among its associates and suppliers.

    “With today’s economic climate there is a growing need to empower individuals in communities nationwide with access to opportunities that will help them live better. Part of this work will come from helping businesses understand and unlock the powerful results that a more diverse workforce has to offer,” said Tony Waller, senior director, corporate affairs, Walmart. “By helping one individual at a time build a successful career, we are growing a more competitive work environment. A competitive environment ignites innovation, which helps build stronger communities and, ultimately, a stronger America.”

    “Since 2006, we have been able to increasingly grow our workforce training program through ongoing support from the Walmart Foundation and subsequently have exceeded expectations of the number of individuals we’ve been able to serve,” said Marc H. Morial, president and chief executive officer of the National Urban League. “This new grant will help us further strengthen our workforce development programs, and continue helping African Americans and other communities of color across the United States secure economic independence and empowerment.”

    The Walmart Foundation grant of $500,000 to UNCF will help 16 historically black colleges and universities achieve long-term financial stability so they can continue providing African American students with access to higher education. In addition, a $1 million grant to NUL and a $250,000 grant to NAACP will fund programs to provide career counseling and job placement support, and help businesses evaluate current hiring policies.

    Learn more about the Walmart commitment to career opportunities. For more information about the Walmart Foundation visit foundation.walmart.com.

    About Philanthropy at Walmart
    Walmart and the Walmart Foundation are committed to helping people live better through philanthropic efforts. By operating globally and giving back locally, Walmart is uniquely positioned to address the needs of the communities it serves and make a significant social impact within its core areas of giving: Hunger Relief & Healthy Eating, Sustainability, Career Opportunity and Women’s Economic Empowerment. Walmart and the Walmart Foundation are leading the fight against hunger in the United States with a $2 billion commitment through 2015. Together, they have donated more than 1 billion meals to those in need across the country. To learn more about Walmart’s giving, visit foundation.walmart.com.

    Source: Walmart


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    PROFESSIONAL DIVERSITY NETWORK TO RELEASE NEW DIVERSITY JOBS REPORT ON FEBRUARY 6, 2014

    - First Diversity Jobs Index Analyzes U.S. Employment Trends for African Americans -


    CHICAGO – February 5, 2014 – Professional Diversity Network, Inc. (Nasdaq:IPDN) will release its Diversity Jobs Report on February 6, 2014 at 8:00 a.m. ET, one day preceding the U.S. Department of Labor’s Bureau of Labor Statistics Employment Situation report, which includes national employment numbers for the month prior. The Diversity Jobs Report will contain statistical data specific to the nation’s employment situation by gender and race as well as information relevant to the employment landscape for women, veterans and disabled persons.

    In addition to providing an analysis of national diversity employment trends, the Diversity Jobs Report will include detailed reporting on the employment condition of the previous month broken down by:

    Worker Groups – Segments include:

    * Veterans

    * Disabled Persons

    * Women

    * Hispanics

    * African Americans

    * Asians

    * LGBT

    * Geography – Nine U.S. regions

    * Industry – 14 segments as classified by the North American Industry Classification System (NAICS)

    * Education – Those with a college degree and those without a college degree

    As part of the Diversity Jobs Report, Professional Diversity Network will also release its first Diversity Jobs Index (DJI), which provides an indicator of the employment condition for diverse Americans including Hispanic, African American and Asian American professionals. The DJI is calculated using numerous data points from Fortune 1,000 companies currently utilizing Professional Diversity Network’s web-based diversity recruitment platforms. Based on this proprietary client data, the DJI will assess U.S. employer demand for diverse talent on a monthly basis and compare how it relates to the nation’s overall employment situation.

    “The Diversity Jobs Report will complement the information provided in the Department of Labor’s Employment Situation report and will provide important economic data points for companies interested in diversity recruitment,” said Kevin M. Williams, chief marketing officer of Professional Diversity Network. “Our analysts are taking a deep dive into data relative to diversity employment from numerous government and public resources and combining it with proprietary information from clients who utilize our diversity recruitment platform.”

    “Professional Diversity Network is dedicated to improving the employment condition of all Americans and providing economic opportunity that helps decrease the nation’s wealth gap,” Williams added. “We are investing in the creation of the DJI to better inform and educate employers. By providing a national snapshot against which to analyze their internal diversity workforce levels, the DJI can help companies effectively achieve their diversity recruitment goals.”

    According to the U.S. Bureau of Labor Statistics, the number of job openings increased 5.6 percent in 2013, but total hiring is only 1.7 percent higher. Some employers attribute the gap to challenges in identifying enough qualified workers, particularly minorities, in industries such as information technology, finance, healthcare and engineering. By undertaking an intensive analysis of the employment conditions of the worker segments identified, Professional Diversity Network will add increased focus on the opportunity to employ more multicultural Americans, in all occupations including STEM categories.

    Diversity Jobs Report & DJI Methodology
    The Professional Diversity Network Jobs Report and DJI are provided in partnership with Job Search Intelligence (JSI), a leading labor market analytics company. JSI’s programs have been architected on occupation, industry and regional classification standards used throughout major U.S. government agencies, and endorsed by over 400 major trade associations. JSI's data is principally derived from the U.S. Department of Labor, U.S. Bureau of Labor Statistics, U.S. Census Bureau, U.S. Equal Employment Opportunity Commission, National Center for Education Statistics, U.S. Bureau of Economic Analysis, U.S. Federal Reserve, and proprietary resources. All data and methodologies are protected by copyright, patents and pending patents. All rights reserved

    About Professional Diversity Network, Inc.
    Professional Diversity Network (PDN) develops and operates online networks dedicated to serving diverse professionals in the United States and providing them with access to employment opportunities. PDN offers employers who value diversity an online platform in which to identify and acquire diverse talent for their hiring needs. Headquartered in Chicago, the company owns and operates professional networking communities including: iHispano.com for Hispanic Professionals, AMightyRiver.com for African American professionals, WomensCareerChannel.com for female professionals, Military2Career.com for veterans, ProAble.net for professionals with disabilities, OutProNet.com for professionals in the gay community, and AsianCareerNetwork.com for Asian professionals. For more information, visit professionaldiversitynetwork.com.


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    Minimum Wage Momentum

    - WASHINGTON – U.S. Department of Labor’s Blog, (Work in Progress), features a post by U.S. Secretary of Labor Thomas E. Perez on the need to give low-wage workers “a fair day’s pay for a fair day’s work,” so that hard-working Americans can afford a decent living. Join the conversation on Twitter at #MWRaise. -


    Tomorrow, in 100 cities nationwide, fast-food workers are speaking out and taking action. Their message is simple: they want a wage that allows them to raise their families without living in poverty.

    I’ve met with these workers. I’ve looked into their eyes and seen their pride and their dignity, but also their distress and anxiety. “I worked there for 16 years,” one woman said of her employer. “I raised my children doing this. And now I find myself homeless and just trying to get back on my feet.” One man asked: “Why are we working full-time and have to apply for food stamps?” Another spoke of coming to work despite burn marks on his arm, the flu and a sprained tendon in his elbow: “I can’t afford to take off work,” he said. “I can’t miss any days.”

    Around the country, these voices are resonating. We see momentum gathering and a consensus emerging around the idea that we need to increase the federal minimum wage, to give these workers and millions like them a fair day’s pay for a fair day’s work. You can’t open the newspaper or check the Internet without seeing stories about workers struggling to get by and making the case for higher pay.

    Congress needs to respond to the organic grass-roots energy that continues to build. A recent Gallup poll revealed that more than three-quarters of Americans support a minimum wage increase. Cities, states and localities have begun taking matters into their own hands and raising the minimum wage in their jurisdictions. In Montgomery County, Md., where I live, a dramatic minimum wage increase will be signed into law tomorrow. Neighboring Prince George’s County and the District of Columbia are poised to do the same.

    In last month’s elections, the city of SeaTac, Wash., took the extraordinary step of ratifying a $15 per hour wage floor. And in New Jersey, while the re-election of Gov. Chris Christie generated most of the media buzz, the ballot initiative to raise the state minimum wage actually got a higher percentage of the vote than did the governor.

    President Obama has made a minimum wage increase a focal point of his economic agenda. In a speech on economic mobility earlier today, he said: “We know that there are airport workers, fast-food workers, nurse assistants, and retail salespeople who work their tails off and are still living at or barely above poverty. That’s why it’s well past the time to raise a minimum wage that in real terms is below where it was when Harry Truman was in office.”

    The president sees this as smart economic policy that strengthens all of us. Consumer demand is the lifeblood of our economy, accounting for 70 percent of GDP. When you put more money in the pockets of working families, they spend it on groceries, gas, school supplies, and other goods and services. And that helps businesses grow and create jobs.

    So many forward-looking employers, large and small, understand this. I’ve talked to several CEOs – from a recycling company in Indiana, a furniture company in Kentucky, a brewing company in Colorado and more – who believe paying higher wages is both the right thing to do and part of a successful business model.

    To reward work, to grow the middle class and strengthen the economy, to give millions of Americans the respect they deserve ... it’s time to raise the minimum wage.


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    Target Corporation Announces New “Ban the Box” Policy, Setting Example for Large Corporations Across the U.S.

    - Gives Qualified Job Applicants Who Have Past Convictions a Fair Shot at a Job -


    Minneapolis, MN—The Minneapolis-based Target Corporation, the nation’s second-largest retailer, announced on Thursday that it will remove questions about criminal history from its job applications in Minnesota and throughout the nation. The move came in response to a new Minnesota law and intense pressure from a grassroots campaign demanding that the company reduce employment barriers faced by people with criminal records.

    While 10 states and over 50 cities around the country have enacted “ban the box” policies, eliminating the check-box that asks about an applicant’s criminal record, Target joins a select group of large private employers that have taken steps to end blanket hiring exclusions that make it nearly impossible for anyone with a criminal record to get a job.

    “Target is finally doing the right thing by reforming its hiring policies so that qualified job applicants aren’t automatically screened out simply because they have an arrest or conviction from the past,” said Christine Owens, executive director of the National Employment Law Project. “Other large retailers around the nation need to follow suit, because their hiring policies send a strong message about whether they are committed to the communities that support their business.”

    Earlier this year, Minnesota Governor Mark Dayton signed a law expanding the state’s ban-the-box policy to cover private employers. Starting January 1, 2014, all employers in Minnesota will be required to wait until a job applicant has been selected for an interview or a given a conditional offer of employment before asking the applicant about her criminal history or conducting a criminal background check.

    At a community forum hosted by TakeAction Minnesota on Thursday night, Target’s Vice President of Employee and Labor Relations, Jim Rowader, announced that Target would not only comply with the Minnesota law for job applicants within the state but would “ban the box” from all Target job applications around the county. TakeAction Minnesota led a three-year campaign against Target, which included demonstrations, the filing of 10 civil rights complaints with the EEOC, and extensive engagement with Target executives.

    “The Council on Crime and Justice and other members of the Minnesota Second Chance Coalition worked tirelessly to pass statewide ban-the-box legislation. Not only is Target complying with the new law here, they are doing the right thing around the country by giving people the opportunity to be judged for their skills and qualifications first,” said Mark Haase, vice president at the Council on Crime and Justice, based in Minneapolis. “We commend Target for taking this important step in fair hiring and are excited about our partnership with them to provide opportunities to our community members.”

    “There are solutions to making sure those individuals with criminal histories in their past—the vast majority non-violent misdemeanors—are given a fair opportunity to be hired. It’s about all of us working together to remove the barriers and narrow this employment gap—corporate employers, policymakers and our community-at-large,” said Justin Terrell, program manager of TakeAction Minnesota’s Justice 4 All campaign.

    Target’s stated policy is consistent with best practices identified by the U.S. Equal Employment Opportunity Commission in its May 2012 guidance to employers. The guidance urges employers to limit discrimination against people of color that result from the vast expansion of criminal background checks for employment.

    The National Employment Law Project is a non-partisan, not-for-profit organization that conducts research and advocates on issues affecting low-wage and unemployed workers. For more about NELP, visit www.nelp.org.


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    Judge orders Bank of America to pay almost $2.2 million for racial discrimination against more than 1,100 African American job seekers



    CHARLOTTE, N.C. – U.S. Department of Labor Administrative Law Judge Linda S. Chapman has ordered Bank of America Corp. to pay 1,147 African American job applicants $ 2,181,593 in back wages and interest for race-based hiring discrimination at the company’s Charlotte facility. In an earlier ruling, the judge determined that the bank applied unfair and inconsistent selection criteria resulting in the rejection of qualified African American applicants for teller and entry-level clerical and administrative positions. The ruling represents a major victory in a case that has spanned nearly two decades, during which Bank of America repeatedly challenged the authority of the department’s Office of Federal Contract Compliance Programs. Bank of America is a federally-insured financial institution that provides a variety services and products, making it a federal contractor under the purview of OFCCP’s regulatory requirements.

    “Wherever doors of opportunity are unfairly closed to workers, we will be there to open them – no matter how long it takes,” said OFCCP Director Patricia A. Shiu. “Judge Chapman’s decision upholds the legal principle of making victims of discrimination whole, and these workers deserve to get the full measure of what is owed to them.”

    The ruling awards $964,033 to 1,034 applicants who were rejected for jobs in 1993 and $1,217,560 to 113 individuals who were rejected between 2002 and 2005. It further orders Bank of America to extend job offers, with appropriate seniority, to 10 class members as positions become available. After hearing from experts on both sides, the judge agreed with the government’s positions on every issue in dispute. Notably, she rejected the bank’s arguments for a lower award on the grounds that they could not take advantage of missing records that they had failed to keep.

    On Nov. 24, 1993, OFCCP initiated a routine compliance review that revealed indications of systemic hiring discrimination affecting African American job seekers at the Charlotte facility. After conciliation efforts failed, the Solicitor of Labor in 1997 filed an administrative complaint against the company for violating Executive Order 11246, which prohibits federal contractors from discriminating in employment practices on the basis of race.

    “Our investigators and attorneys prevailed despite decades of stalling tactics,” said Solicitor of Labor M. Patricia Smith. “This case demonstrates that the department will not be deterred in our pursuit of justice for job seekers.”

    In addition to Executive Order 11246, OFCCP enforces Section 503 of the Rehabilitation Act of 1973 and the Vietnam Era Veterans’ Readjustment Assistance Act of 1974. These three laws require those who do business with the federal government, both contractors and subcontractors, to follow the fair and reasonable standard that they not discriminate in employment on the basis of sex, race, color, religion, national origin, disability or status as a protected veteran. For more information, please call OFCCP’s toll-free helpline at 800-397-6251 or visit http://www.dol.gov/ofccp.

    # # #


    U.S. Department of Labor news materials are accessible at http://www.dol.gov. The information above is available in large print, Braille or CD from the COAST office upon request by calling 202-693-7828 or TTY 202-693-7755.


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    NEW EEOC REPORT EXAMINES OBSTACLES FACING AFRICAN AMERICANS IN FEDERAL WORKPLACE

    - Seven Impediments, Underlying Issues, Recommendations Identified by Work Group -


    WASHINGTON -- The U.S. Equal Employment Opportunity Commission (EEOC) today issued a comprehensive report addressing major obstacles hindering equal opportunities for African Americans in the federal work force, in addition to highlighting stakeholder recommendations. The report is available on EEOC’s website at http://www.eeoc.gov/federal/reports/aawg.cfm.

    The report, prepared by an internal agency work group, is based upon in-depth research and widespread consultations with key federal stakeholder groups representing African Americans, as well as other affinity organizations (referred to in the report as “dialogue partners”).

    “This report is timely because it coincides with the Commission’s recently approved Strategic Plan for Fiscal Years 2012-2016,” said Carlton Hadden, director of EEOC’s Office of Federal Operations. “This effort is the latest step in an ongoing dialogue with agency stakeholders to effectuate a model federal workplace for all employees.”

    Following are the seven obstacles indentified in the EEOC African American Workgroup Report:

    1) Unconscious biases and perceptions about African Americans still play a significant role in employment decisions in the federal sector.

    2) African Americans lack adequate mentoring and networking opportunities for higher-level and management positions.

    3) Insufficient training and development assignments perpetuate inequalities in skills and opportunities for African Americans.

    4) Narrow recruitment methods negatively impact African Americans.

    5) The perception of widespread inequality among African Americans in the federal work force hinders their career advancement.

    6) Educational requirements create obstacles for African Americans in the federal work force.

    7) EEO regulations and laws are not adequately followed by agencies and are not effectively enforced.

    Each of the seven obstacles highlighted in the report contain background information, as well as underlying issues and specific recommendations from the work group’s dialogue partners – who independently and repeatedly identified the aforementioned impediments. The report is being issued to memorialize the obstacles and recommendations of EEOC’s dialogue partners.

    EEOC’s dialogue partners in the report included:

    • Blacks in Government (BIG)

    • African American Federal Executives Association (AAFEA)

    • Federally Employed Women (FEW)

    • Federal EEO Directors and Federal Special Emphasis Program Managers

    • The Equal Justice Society

    • The Women’s Bar Association of the District of Columbia

    • Workplace Flexibility 2010

    • The Equal Rights Center

    The work group also received valuable input from academic expert Dr. Paula Caplan of the W.E.B. Dubois Institute at Harvard University.

    The EEOC enforces federal laws prohibiting employment discrimination in the private and public sectors. Further information about the agency is available on its website at www.eeoc.gov.

    CONTACT: Kimberly Smith-Brown
    (202) 663-4950

    Christine Nazer
    (202) 663-4950 TTY: (202) 663-4911


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    Ameriplan /20 year old company/ has customer service positions available.


    We are currently interviewing people TODAY to telecommute. Our home-based model pays you daily and provides you with competitive benefits day one of employment.

    We provide training and and provide leads. We need your help to follow up with our leads and secure they as customers. We also have training centers all over the United States that you are welcome to attend on-line.

    We invest time and money on you so please, only people that have customer service experience need to inquire. The more leads you turn into customers the more you make.

    About our company:
    Ameriplan has been in busy for 20 years. We have a A+ ratings with the BBB and Good Morning America featured our company.

    WE OFFER:

    * Daily Pay
    * Bonuses
    * Residual Income
    * FREE LIVE Support
    * Dental, Vision, Prescription and Chiropractic Plan (for entire household)

    WHAT WE DON'T DO:

    * NO Selling
    * No Cold Calling

    HOW DO YOU GET PA1D?

    1st Opportunity - We help other people work for AmeriPlan?. There are millions of people looking for legitimate opportunities to work from home for various reasons and you can now help them!. We will train you to do this online or offline. Our work is always paid on a daily basis.

    Whichever you prefer!

    2nd Opportunity - We help save people money by enrolling them in our benefits plan. We all know people that go to the dentist, wear contact lenses, wear eyeglasses, take prescription drugs or go to a chiropractor. Now you can help them save money and get paid for your efforts.

    Our benefits package is very affordable ($19.95 per month for an entire household) and most people realize a significant savings from it.

    Not only do you get paid for helping people SAVE MONEY, the person or family that you enroll with our benefits package is YOUR customer and you will get paid month after month, year after year, as long as they remain in our benefits program: http://www.mybenefitsplus.com/commercial

    BEFORE you call or email us please read and study about our home telecommuting. Read and study about our company at http://www.freedomathometeam.com/application

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    The American Non-Dilemma: Racial Inequality Without Racism


    The African American unemployment rate remained at 13.8% last month, almost double the national rate. In this context, a forthcoming book from the Russell Sage Foundation provides new and unsettling evidence that the nation has fallen off the path to equal employment opportunity. The American Non-Dilemma: Racial Inequality Without Racism finds that economic racial disparities are perpetuated not by explicit racism, but by seemingly innocuous processes that institutionalize racial bias. Author Nancy DiTomaso, professor at Rutgers Business School, is available for interviews on enduring racial inequalities in the U.S. job market.

      The American Non-Dilemma: Racial Inequality Without Racism


    Drawing data from in-depth interviews with a broad cross-section of 250 Americans, DiTomaso finds that:

    · With new evidence that hiring is increasingly based on personal connections and internal company referrals, equality in the workplace is often hindered by whites’ preferential treatment of other whites when filling positions – even by those who strongly claim to support equal opportunities.

    · White job seekers have extensive social resources – social, financial, and cultural capital – from their networks of family and friends, giving them advantages they are often unaware of.

    · Public attitudes against affirmative action are driven by the misconception that African Americans don’t face barriers in the job market and by a misunderstanding of how affirmative action works.

    · Some whites see gains for immigrants coming at the cost of their own jobs – a key factor in the current debate over immigration reform.

    DiTomaso argues that racial inequality is a non-dilemma for whites, who are unaware of the invisible ways preferential treatment is embedded in everyday social interactions that affect their economic opportunities. And as detailed in this recent New York Times piece, a second book from the Russell Sage Foundation, Documenting Desegregation, finds that racial segregation is actually on the rise in many industries.

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    (BPRW) Horizon Revamps Infrastructure to Run More Efficiently in 2013


    - Hires Operations Manager, Virtual Finance, HR and IT Departments -

    (BLACK PR WIRE) — February 7, 2013 -- Lansdowne, VA---Horizon Consulting Incorporated, a leader in financial support outsourcing services, announces a new Operations Manager with its initiative to revamp its infrastructure in 2013. To further its efficiencies, the company brought in virtual finance, human resources (HR) and information technology (IT) departments.

    Amanda Bornarth returns to Horizon as Operations Manager. She served as the company’s Executive Assistant from October 2008 to March 2011, and returned to the team in 2012 after a 15 month leave.

    “Maintaining my professional relationship with Wanda [during the time I was gone] definitely made my transition back into the company seamless,” says Bornarth. “Horizon’s always been a great company to work for, and we’re working on some pretty exciting projects, so I’m glad to be back.”

    Bornarth’s new responsibilities include, managing the day-to-day operations of the company, in direct support of President and CEO, Wanda Alexis Alexander, as well as cultivating new business.

    Other infrastructural changes include the addition of a virtual finance department, handling all accounting and general bookkeeping, and a virtual human resources department that manages the company’s HR needs such as healthcare, employee advocacy, recruiting and other HR functions. The company’s virtual IT arm is responsible for network support, cloud migrations and all things related to Horizon’s IT infrastructure.

    “These changes reflect the demonstration of confidence in Horizon’s future and continued growth.” says President and CEO, Wanda Alexis Alexander, “Same commitment, new horizons; we want to show our clients that we’re committed to becoming more efficient as an organization in order to continue to give them the same level of quality service they’ve received for the past 19 years.” she concludes.

    About Horizon Consulting Incorporated
    Horizon Consulting Incorporates is a minority and women-owned business specializing in high volume work flow management and consulting services to a wide variety of local, state, and federal government agencies. Headquartered in Lansdowne, Virginia, Horizon is the leader in project management and efficient high volume work processing. From needs assessment and project framework design to application processing and quality assurance, Horizon has 18 years of experience serving government agencies, and has developed a reputation for professionalism, dependability, and excellent customer relations. In 2002 and 2010, the company was named on the Inc. 500/5000 list of fastest growing privately held companies in the U.S. For more information please call 703-726-6430 or visit www.horizon-inc.com.

    Contact Information
    Kori Williams
    (202) 510-3686
    kori.williams@kwillcomm.com

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    Los Angeles Walmart Workers Walk Off Job


    - For the First Time in History, Walmart Faces a Strike Over its Illegal Retaliation and Attempts to Silence Associates who are Speaking out for Better Jobs -

    LOS ANGELES –As communities across the country raise their voices in calls for changes at Walmart, workers from nearly a dozen stores in the Los Angeles-area went on strike this morning in the first-ever Walmart Associate walk-out in protest of attempts to silence and retaliate against workers for speaking out for improvements on the job. Hundreds of community supporters, including Dr. Jose Moreno, Executive Director of Los Amigos, Maria Elena Durazo, Secretary-Treasurer of the Los Angeles County Federation of Labor, Rev. Eric Lee, Southern Christian Leadership Conference, are joining Walmart Associates in their ongoing calls on Walmart and Chairman Rob Walton to address take home pay so low that Associates are forced to rely on public programs to support their families and understaffing that is keeping workers from receiving sufficient hours and is also hurting customer service. The company has not only refused to address these concerns that are affecting 1.4 million Associates across the country, it has attempted to silence those who speak out and has retaliated against workers for raising concerns that would to help the company, workers and the community. “Walmart should not be silencing workers for standing up for what’s good for my store, my co-workers, my family and my community,” said Venanzi Luna, a striking worker at the Pico Rivera Walmart. Luna is one of thousands of members of OUR Walmart, the nationwide Associate organization calling for changes at the company. “I am striking to take a stand against Walmart’s illegal bullying tactics.”

     shopping cart
    The group protested outside the Pico Rivera store with signs reading, “Stand Up, Live Better, Stop Retaliation” and “Stop Trying to Silence Us.” They will be meeting with Walmart workers from nine countries – where workers all have union representation – to launch the UNI Walmart Global Union Alliance to fight for fairness, decent working conditions, and the fundamental human right of freedom of association; including allowing workers who want to join a union if they choose to. This comes as striking distribution center workers were joined by hundreds of clergy and community supporters, some of whom were arrested by riot police during the peaceful protest. Warehouse workers in Southern California were on a 15-day strike that included a six-day, 50-mile pilgrimage for safe jobs. This week, OUR Walmart members shared concerns about the scheduling and staffing problems to a room full of financial analysts. And , in Dallas and San Diego, hundreds of people recently held marches calling on Walmart to make changes that help rebuild the economy.

    “We cannot stand by while the country’s largest employer tries to silence workers who stand up for a better future for their families,” said Maria Elena Durazo, Secretary-Treasurer of the Los Angeles County Federation of Labor. Durazo along with communities across the country have been calling for changes through a Unified Call to Change Walmart. “We are here to tell Walmart the company must change the way it treats workers and our community. Our city and our country need big profitable corporations like Walmart and billionaires like the Waltons to take responsibility for rebuilding our economy – and stop squeezing the middle class to the breaking point.”

    As front line Walmart workers are facing these hardships, the company is raking in almost $16 billion a year in profits, executives made more than $10 million each in compensation last year. Meanwhile, the Walton Family – heirs to the Walmart fortune – are the richest family in the country with more wealth than the bottom 42% of American families combined.

    “Workers at the country’s largest company should not be forced to rely on public programs just to keep food on the table,” said Rev. Eric Lee, Southern Christian Leadership Conference. “People who work hard should be able to afford the basic necessities. Instead of sweeping these issues under the rug, Walmart and its leader Rob Walton must take responsibility for building a better America.”

    Energy around the calls for Walmart to change its treatment of workers and communities has been building. In just one year, OUR Walmart, the unique workers’ organization founded by Walmart Associates, has grown from a group of 100 Walmart workers to an army of thousands of Associates in hundreds of stores across 43 states. Together, OUR Walmart members have been leading the way in calling for an end to double standards that are hurting workers, communities and our economy.

    The alleged Mexican bribery scandal, uncovered by the New York Times, has shined a light on the failure of internal controls within Walmart that extend to significant breaches of compliance in stores and along the company’s supply chain. The company is facing yet another gender discrimination lawsuit on behalf of 100,000 women in California and in Tennessee. In the company’s warehousing system, in which Walmart has continually denied responsibility for the working conditions for tens of thousands of people who work for warehouses where they move billions of dollars of goods, workers are facing rampant wage theft and health and safety violations so extreme that they have led to an unprecedented $600,000 in fines. The Department of Labor fined a Walmart seafood supplier for wage and hour violations, and Human Rights Watch has spoken out about the failures of controls in regulating suppliers overseas, including a seafood supplier in Thailand where trafficking and debt bondage were cited.

    Financial analysts are also joining the call for Walmart to create better checks and balances, transparency and accountability that will protect workers and communities and strengthen the company. At the company’s annual shareholder meeting in Bentonville, OUR Walmart member Jackie Goebel brought a stadium full of shareholders to their feet applauding her call for an end to the short staffing that’s hurting workers and customer service. A resolution proposed by Associate-shareholders to rein in executive pay received unprecedented support, and major pension funds that voted their shares against Walmart CEO and members of the board this June amounting to a ten-fold increase, and overall 1 in 3 shares not held by the Walton family against the company’s leadership.

    These widespread problems have also thwarted Walmart’s plans for growth, particularly in urban markets. Calling the company a “bad actor,” New York City mayoral candidates have all been outspoken in their opposition to Walmart entering the city without addressing labor and community relations’ problems. This month, the city’s largest developer announced an agreement with a union-grocery store at a site that Walmart had hoped would be its first location in New York.

    In Los Angeles, mayoral candidates are refusing to accept campaign donations from the deep pockets of Walmart, and in Boston, Walmart was forced to suspend its expansion into the city after facing significant community opposition.

    Janna Pea
    Making Change at Walmart
    jpea@ufcw.org
    Office: 202-223-3111 ext. 1618
    www.changewalmart.org

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    'Unemployment Gap Persists Among Women, Minorities, White Men, According to MU Research '


    - This finding refutes perceptions that women and minorities are closing the unemployment gap -

    COLUMBIA, Mo. — The unemployment rate differences among white males, women and minorities have decreased during the past few decades in the United States, but persistent inequalities continue among the groups, according to a study by an economist at the University of Missouri. Understanding these hidden differences in employment could help educators and policy makers develop more effective programs aimed at reducing unemployment inequality.

    “The belief that Americans are achieving equal levels of unemployment is flawed,” said Peter Mueser, professor of economics at MU and co-author of the study. “By statistically accounting for differences in professions and industry, we developed a more detailed reflection of unemployment experiences in different groups. For example, although overall unemployment rates for women are similar to those of men, women are more frequently employed in sectors with generally low unemployment, such as health care and education. The concentration of women in those fields masks higher unemployment rates within sectors.”

     Peter Mueser
    Study results indicate non-whites, a designation that included blacks and Asians, continue to face higher unemployment than whites, although the difference has declined somewhat in recent years. The remaining differences are not tied to the kinds of occupations or industries non-whites work in. Mueser believes this may mean that educational programs designed to increase the number of blacks in higher-paying occupations may not be sufficient to reduce inequalities.

    “Training more black lawyers wouldn’t necessarily result in parity, since even within occupations, non-whites have higher unemployment,” said Mueser.

    Hispanics, defined as anyone with Latin American heritage regardless of race, were underrepresented in fields that required higher education; they had nearly equal rates of unemployment in lower-skilled labor. Mueser suggests that education programs designed to increase Hispanics’ access to high-skill jobs could bear fruit.

    “Many recent immigrants from Latin America came with limited higher education, but are already showing unemployment equality with whites in low-skill jobs,” said Mueser. “In contrast to non-whites, it seems that education may result in lower unemployment for Hispanics.”

    To conduct his study, Mueser used a statistical technique, known as the Oaxaca-Blinder decomposition, to adjust data across professions and industries, and thereby account for differences caused by greater representation of some groups in certain jobs. The decomposition showed what the unemployment rate would be for each group if all the demographic groups had similar distributions across all professions and industries.

    “Our study can only present the data about unemployment inequalities,” said Mueser. “The research refutes the idea that genders, races and ethnicities have the same labor market experiences. However, we can’t say anything about why these inequalities exist. Liberals and conservatives may have very different opinions about why.”

    The study, “The Role of Industry and Occupation in Recent US Unemployment Differentials by Gender, Race, and Ethnicity,” was accepted for publication in the Eastern Economic Journal. Marios Michaelides, a senior research associate at IMPAQ International, was co-author. Peter Mueser is a professor in the University of Missouri’s Department of Economics in the College of Arts and Science and is affiliated with the Truman School of Public Affairs.


    Story Contact: Timothy Wall, walltj@missouri.edu, 573-882-3346
    For more news, visit: http://munews.missouri.edu/
    View this news release on the Web at: http://munews.missouri.edu/news-releases/2012/0807-unemployment-gap-persists-among-women-minorities-white-men-according-to-mu-research/

    ooOoo


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