YOU’RE FIRED! But wait, my life isn’t a reality TV show….

Posted by on Sep 19, 2012 in companies who offer diversity training, cultural diversity training, Discrimination, Diversity Training, diversity training consultants, sexual harassment

 YOU’RE FIRED! But wait, my life isn’t a reality TV show…. YOU’RE FIRED! But wait, my life isn’t a reality TV show…. YOU’RE FIRED! But wait, my life isn’t a reality TV show…. By Dr Leah Hollis, author of Unequal Opportunity: Fired without cause? Filing with the EEOC… Raquel had been a rising star in her company since her initial point of hire four years previous.  She had landed major clients, bonuses, and was recognized regionally and nationally for her work.  Despite the recession, Raquel’s life was laden with hard work and well deserved pay.  She had made the necessary sacrifices by delaying marriage, relocating three times, while reaping the financial rewards.  Raquel was at the height of her earning power.  Her performance record was so solid, no wonder she didn’t flinch when her boss retired. So of course, the new boss, Jacob would value her as a longstanding member of his team, even though she was passed over for his position.  Or so she thought. All teams go through the aches and pains of adjusting to a new leader.  Raquel felt the tension between Jacob and the rest of the team was no different. Everyone was adjusting to his new communication protocols, and reporting expectations.  Therefore, when Raquel walked in to her weekly meeting with him, with the Director of Human Resources present, she could only anticipate a conference about one of her direct reports.  The meeting was short… not sweet… “You’re fired….” Jacob blurted out.  “We are going in another direction. Budget cuts.” Raquel was stunned.  Clearly this was a joke. She had earned letters of commendation the last three quarters straight.  Her slack jawed pause allowed Jacob to continue… “You can have the next two hours to clean out your desk. We already cut off your internet service.  It’s 3 pm now. You should be out by 5 pm…” Raquel had nothing to say…what was this some reality show?  When will the commentator come out…? Candid Camera… You’ve been PUNKED… something?!? The HR Director did and said nothing.  Jacob got up and went to the window. “You have two hours…” Raquel’s mind was spinning.  She just built an addition on her house with a second mortgage.  Sure she could call headhunters, but she couldn’t move.  Budget cuts?  But they just hired two staff member last week… Budget cuts? *** Raquel’s story unfortunately is played out every day in this recession.  What Raquel’s manager and many other managers don’t realize is that Raquel and other jilted employees feel betrayed and start looking for ways to be heard. At this point, they have nothing to lose by pursuing a lawsuit. More than ever, employees know the federal discrimination laws, and know where to file a complaint either with the EEOC or an attorney.  Employees who are well educated or advanced in their careers are more likely to file...

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Diversity management at McDonalds?

Posted by on Jan 30, 2012 in bullying, companies who offer diversity training, cultural diversity training, Diversity Training, diversity training programs

Diversity management at McDonalds? Diversity management at McDonalds? Diversity management at McDonalds?   Some were saddened to read that diversity management might have been lacking at McDonalds here in greater Philadelphia.  Diversity management could have helped McDonalds avoid a very costly workplace bullying case. Lacking diversity management led to a $90,000 settlement for a young man who was bullied at work. Diversity management would have trained the supervisor and staff not to harass this young man with cognitive challenges. Diversity management is not just about developing cultural sensitivity; diversity management would continuously train staff.  An organization like McDonalds is particularly vulnerable when a diversity management plan is not in place.  Staff attrition is high at such jobs, but a diversity management plan can help keep that staff compliant. Often organizations believe they don’t have time for diversity management. However, consider what happens in the absence of diversity management.  Diversity management could have helped the organization avoid costly legal fees.  Diversity management would have helped this McDonalds avoid a time consuming discovery process.  Diversity management is priceless; diversity management keeps organization compliant with changing trends in hiring, recruitment and retraining.  Diversity management can keep manager educated to avoid Title VII complaints.  Without proper diversity management, organizations expose themselves to staff problems. Diversity management is a necessary cost of doing business… just like any other...

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What is diversity?

Posted by on Nov 25, 2011 in companies who offer diversity training, cultural diversity training, Cultural Diversity Training Workshops, Diversity Training, diversity training consultants, diversity training programs, diversity training programs in companies

What is diversity? What is diversity? What is diversity?   According to the US Census, our community is evolving to be a “minority majority” country.  In several states, minority children are actually in the majority under the age of fifteen.  So just what is diversity?  Diversity is beyond a black and white race issue. Then what is diversity?  It is beyond a man versus woman issue?  What is diversity again?  Diversity is about understanding the different background and experiences of people and embracing those differences? What is diversity? It describes a group of people, whether they are in the same race, gender age or background, but understanding they are all unique individuals. What is diversity? It is the fabric of our schools, communities, and workplaces. What is diversity? It is ubiquitous and constant. What is diversity management?  Diversity management moves beyond the tolerance that we discussed in the 1990s. Diversity management includes a leader’s understanding of what motivates people from different classes, races, regions, ages and experiences.  What is diversity?  From a leadership point of view, it is also the clear knowledge of Title VII, FMLA, and ADA rules that help a manager not only answer the question “what is diversity” but make decisions properly informed by federal laws.  When a staff member asks “what is diversity” and why is it important, a leader can recognize that diversity is at the root of innovation. What is diversity?  It is the germ of diverse ideas and solutions which emerge from a diverse workforce.  When companies engage different demographics and ages, knowing the answer to “what is diversity” can lead the way to opening a new market share, and creating diverse revenue stream. So when you think, “What is diversity,” it is the current trajectory of our population.  In regard to business, when we think, “What is diversity,” it is at the root of problem solving and innovation.   What is diversity?  The answer changes in every community.  But the answer to “what is diversity” lies in our ability to embrace difference and respect the civil right of each other. What is diversity?  It is just good...

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Patricia Berkly LLC on the Move

Posted by on Nov 3, 2011 in bullying, companies who offer diversity training, Discrimination, Diversity Training, diversity training consultants

Patricia Berkly LLC on the Move Patricia Berkly LLC on the Move Patricia Berkly LLC on the Move Fall is a traditional time to get back in the swing of things with the beginning of the school year and people returning from vacation. Subsequently, the fall has been quite hectic for Dr. Leah Hollis, President of Patricia Berkly, LLC. In early fall, Dr. Hollis was featured on WBZN to discuss her book UNEQUAL OPPORTUNITY. Also, Dr. Hollis was featured with Coach Ron Tunick from Ventura, CA. The Pacific Coast drive time radio show informed listeners on how to be on the lookout for discriminatory behavior in the workplace. Later in September, Dr. Hollis visited St. Francis University to offer diversity training for staff and students. Workshops included “Inclusive Curriculum” and “The Intersection of Bullying and Diversity” for the athletic department. Her busy day culminated with a lecture: “Changing Agents: Innovators, leadership and diversity management.” September also included a visit to the business owners at the Lions Club in Flemington, NJ to discuss “The Perfect Storm: Retaliation in the Workplace.” The most recent EEOC statistics again reveal that retaliation was the leading complaint area in 2011, surpassing race and gender discrimination complaints. Visit the Patricia Berkly LLC YOU TUBE Channel for lectures and other critical information on workplace discrimination. Later the same month, Dr. Hollis also visited with the PA- NOW Conference in greater Philadelphia to present “Care for the Caregiver.” As the EEOC advises, gender discrimination is not just about being discriminated against because of gender, but also due to the care giving duties typically assigned to women. The fall continued with a hectic schedule for Dr. Hollis as she presented “Up to Date- Out of Court: Five Updates every employer should know.” Her legal update of Supreme Court cases was provided through the Johnstown Chamber for Commerce for HRCI credits for Human Resources professional in the Laurel Highlands. The same weekend, Dr. Hollis presented a lecture for the SUPER SIXTY of Richland High School and their parents. In these tough economic times, Dr. Hollis conveyed her message of positive imagery and optimism to actualize goals and objectives. October concluded with a national webinar on Workplace Bullying and Employee Engagement. Participants attended from corporations and higher education to learn more on this critical topic plaguing the workplace. Through the year, Dr. Hollis has addressed the topic of bullying, harassment and discrimination. While bullying is technically legal, it is costly and debilitating to any organization. Visit the Patricia Berkly LLC YouTube Channel for lectures and other critical information on work place discrimination. November will continue with a busy schedule as Dr. Hollis makes a second appearance on the Jim Blasingame Show from Alabama to discus workplace bullying. She also authored “Avoiding Bullies in the Executive Talent Acquisition Process for Todd Raphael of ERE.net. With events planned in late December, and...

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How to avoid being target of discrimination…

Posted by on Oct 13, 2011 in companies who offer diversity training, cultural diversity training, Discrimination, Diversity Training

How to avoid being target of discrimination… How to avoid being target of discrimination… How to avoid being target of discrimination…     Even if an organization is located in an “at-will state”, it still must comply with Federal Title VII of the Civil Rights Act. The EEOC has reported again an all time high in the number of complaints with 99,922 complaints reported in 2010, up over 7,000 complaints from 2009.  “Retaliation” now leads the complain area, surpassing “race” as the most common complaint. The recession has certainly had an impact on the record number of complaints.  In the past, dissatisfied or poorly treated workers would find other employment. In a sluggish economy, people stay in bad situations longer, and find themselves the target of potentially discriminatory practices.  Further, employees are more educated about the laws and are more likely to exercise their rights in a fiscally challenging environment.  After being fired, and with meager job prospected, terminated employees are more likely to sue than to simply walk away from a situation where he or she experienced a tangible loss. Retaliation is the largest complaint area, yet one of the easiest to avoid.  Once an employee complains about his or civil rights, he or she should not face adverse employment action. In short, retaliation is when an employee complains, and something bad happens to them.   Retaliation is not just about being fired; it can include other employment actions such as demotion, transfer, or a change in shift. Employers who have regular training can avoid falling into a snare of the changing EEOC rules.  As the breadth of retaliation has changed in 2010 and the fact that ORAL complaints are now viable, organizations needs to keep managers and supervisors compliant with the EEOC rules to avoid costly lawsuits. Here are a few steps you can take: 1.      Review HR policies regularly to insure these policies comply with most recent legislation, 2.      Invest in a regular training calendar.  Training is far cheaper than the cost to defend a law suit, 3.      Keep in mind that diversity training is nice, but it application to EEOC policy is critical, 4.      Take ALL complaints seriously and include HR BEFORE changes in employment status for those who complained. For more information, visit Leah Hollis, the President and Founder of Patricia Berkly LLC a diversity training and consulting group. Dr. Hollis has conducted several lectures and assisted clients with this issue.  Her group is atwww.diversitytrainingconsultants.com. The recent book Unequal Opportunity, offers details about discrimination and harassment cases, and suggests solutions for managers.  Visitwww.diversitytrainingconsultants.com for more details. Contact: Patricia Berkly LLC for training solutions that can help your organization....

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The LBGT Workforce

Posted by on Jun 16, 2011 in companies who offer diversity training

Companies Who Offer Diversity Training   Companies Who Offer Diversity Training: Patricia Berkly LLC   Companies Who Offer Diversity Training: Patricia Berkly LLC On END(A)   Companies who offer diversity training know that END(A) is a legislation introduced on the federal and many state levels to protect LBGT workers.  Similar to other workplace discrimination laws, if passed, END(A), Employment Non discrimination Act would add lesbian, bisexual, gay and transgendered staff to the list of protected classes. Companies who offer diversity training know they need to remain as one of those companies who offer diversity training as the tide is continuously shifting in the workplace. Companies who offer diversity training need to stay updated with the many changes in EEO Law.  Ignorance is not an excuse for the law; companies who offer diversity training therefore are protecting themselves against unwitting mistakes in the very dynamic and ever changing field of EEO Law. Companies who offer diversity training realize that such continuous training is the smart way to conduct business. Companies who offer diversity training would know if they reside in one of 21 states who make it illegal to discriminate against staff based of sexual orientation (or perception of sexual orientation). Companies who offer diversity training would also know that constant training is a necessary cost of doing business given the multiple changes to EEO Law.  Therefore, companies who offer diversity training need to invest in this type of education just as they invest in updates in equipment or software. Companies who offer diversity training know the trend is clear; people who previously sat on the margins of opportunity aren’t going to take it any more.  Last year, the EEOC reported record complaints in gender, race and retaliation complaints. Companies who offer diversity training are better prepared to avoid such problems. In a recent discussion, with Patricia Berkly LLC, a vice president a human resources comments how companies who offer diversity training are staying ahead of the curve. Further she stated” I read Unequal Opportunity. Your book really helped us avoid a discrimination complaint. I am still coaching my staff with that information…”  Patricia Berkly LLC is a noted leader for companies who offer diversity training and designs custom training to meet a client’s...

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