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Misperception of Age Diverse candidates is an issue in the market place . At O50C we aim to correct this! Contact us at 0203 668 1466 for more information on how we can help you recruit age diverse candidates in your business. #equalityforall #diversityequityinclusion

Unlock the potential of a diverse and talented workforce for business success! Since 1993, CVE has been empowering businesses by connecting them with qualified and motivated candidates with disabilities. We are dedicated to helping businesses create inclusive workplaces that leverage the skills and qualifications of individuals with disabilities. Embrace inclusive hiring to attract skilled employees, expand your customer base, and foster a welcoming environment for all. The employers we work with have benefited from: • Reduced turnover - our clients tend to retain their jobs by meeting/exceeding expectations • Coordinated access to motivated, pre-screened candidates who have the skills to do the job • An efficient recruitment process, we will get to know your business/hiring needs and present only qualified candidates • Employees that have an equivalent or better attendance than their peers Let CVE be your partner in building a thriving and diverse workforce! www.cve.ca #Employment #DisabilityIsAbility #CveInc #MissingPieces #PerfectFit

On 25th of January 2021, there was a launch by ODIHR (Office of Democratic Institutions of Human Rights) 1st cohort of ISTAC, International Survivors of Trafficking Advisory Council. On 27th of March 2024 over half of the ISTAC members resigned, due to lack of leadership, sexual misconduct, and contractual abuse. Firstly, I am very thankful for all opportunities I have had in 1st cohort of ISTAC by participating in the development of documents such as Code of Practice for Ensuring the Rights of Victims and Survivors of Human Trafficking, Guidance on the Establishment and Maintenance of National Survivors of Trafficking Advisory Councils (NSTAC), as well as Survivor Informed Indicators for Identification of Victims and Survivors of Human Trafficking and the Inter-Agency Coordination Group against Trafficking in Persons (ICAT) Issue Brief on Ensuring Ethical Survivor Inclusion. My resignation, together with the majority group of other ISTAC members in 2nd cohort which we delivered as a common resignation letter, is not an attempt to take away the credit for all the good work that ODIHR has done and continues with. However, there have been several points of concern that have been pointed out in our common resignation letter. Some of those concerns have been pointed out already after our first meeting in person in the period of 30 June - 2 July 2023 in Warsaw, Poland. I hope that the resignation letter document can be used as a guideline for ODIHR to acknowledge mistakes that have been made in leading 2nd cohort of ISTAC and making adjustments to correct the working environment and leadership approach in how ODIHR uses survivor leaders and their voices in work against human trafficking. My wish to undersign a common resignation letter comes from striving to give better working conditions for remaining members in ISTAC, as well as setting a standard for how survivor leaders should be treated by any representatives of any country, including ODIHR that have the power to guide 57 member counties in work against human trafficking and work with survivor leaders. As I see it, this resignation letter, together with all points of concern that are listed in it, has the same historical impact on putting survivor voices on the map, as it was by establishing ISTAC in 2021. This is the official document that allows correcting ODIHR’s approach to how to work with survivor leaders. As survivor leaders, we have a responsibility to stand for the rights of many survivors around the world, and not only for our own well-being. This document is an example of the fight each survivor leader has to face in demanding the same treatment as any other professional and expert. I hope that ODIHR will use this document well.   You can read resignation letter here: https://lnkd.in/dgsYQAsn #ODIHR #OSCE #ISTAC #InternationalSurvivorsOfTraffickignAdvisoryCouncil Jerome Elam Kelly Tallon Franklin Kelly D. Dr. Suamhirs Piraino-Guzman Tanya Gould Shandra Woworuntu

With a simple social security number input, Smart Screen instantly checks two robust data networks for incarceration and sex offender registry records. The solution returns a "no incarceration or sex offender records found" result for candidates who have no associated records in the networks. This can potentially reduce the manual research, time, and effort involved with traditional background screening processes.

The Interplay between POSH Act and POCSO Act Protection of Children from Sexual Offences Act, 2012 (POCSO) and Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 (POSH Act) are two laws that have been enacted to deal with offences of sexual abuse and harassment. While one aims at protects children from sexual offences, the other seeks to prohibit sexual harassment at workplace and protect women at workplaces. Given their distinct natures and applicability, they both also have certain points of intersection. Our authors Anuradha Gandhi, Managing Partner and Rachita Thakur, Associate in this captivating read aims to provide a comprehensive outline of the POCSO Act and the POSH Act clearly stating out the points of overlap and difference.    #ssrana #SexualHarassment #sexualharassmentatworkplace #womensafety #WomenatWorkplace #POSH #poshlaw #poshact #poshlawIndia #POCSO #inquiry #confidentiality This article was first published on LiveLaw

Age discrimination claims have been on the rise since 1997, when 15,785 reports were filed, according to the Equal Employment Opportunity Commission. Last year, 21,396 claims were recorded. At Encore Employment Enterprise we recognize the value of working with individuals 50 and better. To learn more about how we can you visit E3encore.org #EndAgeism #Encore #50andBetter

What is positive discrimination...? Have a listen to this answer from one of our JAAQ at Work experts Jo Major (She/her) who has seen how prevalent positive discrimination really is by working with recruiters who have been asked by their clients to specifically focus on one particular community in favour of another. Hiring based solely on someone’s identity & creating an ‘identity shopping list’ for recruitment can have a damaging effect on both individuals & organisations… If you want to learn more about positive discrimination & the impact of it in the hiring process, come and join us for a free webinar with Jo & hear her insight: 📅 26 January, 11am 🖤 Zoom link to join in the comments below #InclusiveRecruitment #PositiveDiscrimination #WellbeingAtWork

The Bharatiya Nyay Sanhita (BNS) has replaced the archaic IPC of the 1800’s. But has it comprehensively fulfilled the present day’s requirements? In Chapter V, Sections 63-99 of the BNS, protecting women and children takes the spotlight. Section 69 tackles deceitful means to obtain sex, covering false promises of marriage, jobs, or promotions, punishable by up to 10 years in prison and a fine. But what happens in breakups? Could a woman file a complaint against her ex? Concerns swirl about potential misuse, possibly undermining women's consent. Though the POSH Act, 2013 remains unchanged, new laws might shake up how sexual harassment cases are handled, potentially boosting quid pro quo cases under POSH. The different rules of evidence and burden of proof between criminal laws and the POSH Act add to the complexity. Some legal experts call this provision regressive, arguing it undermines women's consent and could complicate relationships rather than protect women. Will these laws protect or perplex? The debate rages on. Meanwhile ICCs must continue with their work. For help in matters of PoSH, employee awareness and ICC training, please contact Xperts4me Foundation at [email protected] or [email protected] #PoSH #BNSupdates #ICC #BNSClarity

Members of the 2SLGBTQIA+ community are more likely to face sexual harassment in the workplace. * Sexual Harassment is a form of gender and sexual orientation discrimination (Nova Scotia Human Rights Act, Canada Human Rights Act). Employers must take steps to prevent and address sexual harassment complaints in their business. If you have experienced Sexual Harassment in the Workplace, The Legal Information Society of Nova Scotia is here to support you. Those who have experienced Sexual Harassment in the Workplace can receive up to four hours with a lawyer to receive free legal advice. This legal advice can give you the information, tools, and confidence to address Sexual Harassment. For more information, email [email protected] *76% of Women and 53% of Men, according to StatCan - no stats on Gender Fluid or Non-Binary. This is in comparison to 46% of heterosexual women and 31% of heterosexual men.

18,000,000 reasons why employers must avoid age discrimination, in addition to the fact that it is a reprehensible policy. Where in the World is HR at HP? Hewlett Packard will shell out $18,000,000 to settle an age discrimination suit. HP allegedly implemented an unlawfully workforce reduction plan that reduced the workforce of, yes, older employees. So there is a group of people around a conference table and they all agreed this was a good idea. Will any of those involved in the decision to implement this policy lose the job? To follow me, please click: https://lnkd.in/e2QSgKRK #SHRM #HumanResources #HREN #HRCIRCLE #backgroundcheck #backgroundscreening #recruiting #HackingHR #DisruptHR #GetHired #HRforHR #LinkedInHR #talentsolutions #LinkedInforRecuiters #CXR #Recruiter #talentmanagement #discrimination #age #lawsuit