VeriFirst Background Screening, LLC’s Post

Sept. 2024 Employment Data: Improvement for Black Workers, Positive Change Elsewhere. https://lnkd.in/eBAkT-5P #unemployment #September2024unemployment #blackunemployment #asianunemployment #hispanicunemployment

Respectfully, this issue of inequality and lack of opportunity is not confined to the high-tech sector; it extends across various workplace sectors. Despite YEARS of "awareness and discussions" about the Equal Employment Opportunity Commission (#EEOC), labor laws, and the Department of Labor, the situation has NOT improved. In fact, it has become worse. Year after year, the same old research is released, in just a different format, highlighting persistent disparities in employment and pay across different industries. The promises of diversity and inclusion initiatives often fall short, and the reliance on underpaid contract workers exacerbates these issues. The recent findings by the #EEOC confirm that unequal opportunities continue to plague the workforce, reflecting a systemic problem that has yet to be effectively addressed. Dearest #EEOC, while we TRULY appreciate the data and research that shed light on these inequalities, the pressing question remains: what are YOU going to do about it? It's time to move beyond MERELY acknowledging these issues and take concrete actions to ensure meaningful change. This includes holding companies accountable for their diversity commitments, implementing effective policies to promote equality, and fostering an inclusive work environment across all sectors. The never-ending cycle of research WITHOUT [tangible progress] MUST END, and it's time for decisive action to address these longstanding disparities. #Facts ⚖️🦅👨⚖️

🤔 Recently, we had a conversation with Jeff Brinkley, the Police Chief at Mason City Police Department. During our discussion, he highlighted a critical yet frequently undervalued element of public confidence: the significance of representation and diversity in the police force. Chief Brinkley shared a compelling narrative about leveraging Guardian Alliance Technologies to widen their recruitment net. This approach not only diversifies the department but also deepens its connection with the community it serves. "I am seeing people...applying from a much broader geographic area than we could ever quantify before," he remarked. It's about more than just filling positions; it's about reflecting the community's rich tapestry in those who protect and serve it. 👋 One story that stood out was about a bilingual applicant from Minneapolis, drawn to Mason City through our platform. This isn't just recruitment; it's about fulfilling someone's American dream, proving it's alive and well for those willing to pursue it. This approach doesn't just enrich the department; it invigorates the community with a sense of shared dreams and aspirations. But what truly resonates is the forward-thinking strategy of using real stories from these diverse hires to inspire future recruits. It's a testament to looking beyond traditional methods, engaging with technology and storytelling to build a force that mirrors its community. As Chief Brinkley puts it, "It's something we always heard about... the desire might be more by people who understand the value of that opportunity." We invite law enforcement agencies to explore how Guardian Alliance can transform their recruitment and vetting processes. It's not just about adapting to the digital age; it's about embracing a future where law enforcement and the community stand together, united in trust and mutual respect. Join us in shaping a future of unity and trust in law enforcement. Explore how Guardian can transform recruitment processes to reflect the communities they serve. Visit our website to learn more: https://lnkd.in/g2iQj65d #lawenforcementdiversity #communityunity #innovativerecruitment #guardianalliancefuture

The very Black People the DOJ are saying are not qualified - trained the White people that received many promotions over their trainer's! So, how could Black "unqualified" people train White people who for 54 years have surpassed their trainer's? Pure unadulterated nonsense! Quite frankly, the DOJ is suggesting that Racism doesn't exist right? Retired Chief Justice Michael MacDonald of the Nova Scotia Supreme Court commented in the Chronicle Herald 31 Jan, 2019: "Systemic Racism exists in this province. I think for White people, Racism may be viewed as a concept. For African Nova Scotian, it's something they face. Its trauma." A similar comment, albeit in a family context, was noted in Nova Scotia (Minister of Community Services) v. S.M.S (1992), 110 N.S.R. (2nd) 91: "[Racism] is a pernicious reality. This issue of racism existing in Nova Scotia has been well documented in the Marshall Inquiry. A person would have to be stupid, complacent, or ignorant not to acknowledge its presence, not only individually, but also Systemically and Institutionally." The remarks of the former Chief Justice (as well as the court in S.M.S.) transcends the province of Nova Scotia, are applicable to Nova Scotia and, are applicable to the country. His comment that 'Whites view Racism as a concept' is very insightful and indeed informative. The DOJ, the Canadian Government are "stupid" - essentially telling the court that they are blatantly and fundamentally Racist's! If I'm mistaken, I'll accept prespectives and case law/jurisprudence (with merit) to the contrary.

Sector partnerships continue to show great promise for connecting workers to higher-paying jobs, but we need to better understand what models work and for whom. In its latest issue brief, the Joint Center for Political and Economic Studies examines how Black workers experience sector partnerships and lays out several policy recommendations for improving the efficacy of sector partnership models, including the collection and sharing of racially disaggregated outcomes data, among others. An important and timely read for all of us engaged in sector partnership efforts. https://lnkd.in/ez_9_q4j

A School Board in North Carolina just signed The CROWN Act which prevents discrimination based on natural and protective hairstyles! So far, only 26 states have enacted this law! As educators, it is our moral and ethical responsibility to fight for and to foster an environment where everyone feels safe, seen, respected, and valued! 🌟 Here are some statistics pulled from their website, highlighting information from their 2021 CROWN Research Study for Girls: 53% of Black mothers say their daughters have experienced racial discrimination based on hairstyles as early as five years old 66% of Black children in majority-white schools have faced race-based hair discrimination 86% of those children have experienced it by the age of 12 100% of Black elementary school girls in majority-white schools (who report experiencing hair discrimination) experienced discrimination by the age of 10 As we 𝗖reate a 𝗥espectful and 𝗢pen 𝗪orld for 𝗡atural Hair, our students will be able to rock their crowns 👑 with pride, be it braids, twists, or locs. To learn more about the CROWN Act, visit their website: https://lnkd.in/gXbaxDBw

There are three criteria that can make a DEI program risky: 1) a preference for certain individuals over others; 2) when this preference is bestowed on a legally protected group: people of a certain race, color, religion, national origin or sex; and 3) when a policy relates to a palpable benefit like a job, pay rise or development opportunity. Read more here: https://lnkd.in/eUBNqV7D

How Glassdoor is a revolutionary idea for employees living in countries with no labour law. it's a platform to keep all the Black companies in check which uses unethical and unfair practices to make money at the expense of exploiting it's employees.

How do states implement their sector partnerships and capture impact for Black workers? Learn more in the the Joint Center’s latest issue brief: https://lnkd.in/ej_GzUW3

Take a look at my latest blog, which revisits the decision CDPDJ (Guillaume) v. Entrepôt de la lunette inc. from the Human Rights Tribunal of Québec. Although the decision dates back to 2022, it is particularly interesting because it illustrates several principles applicable to respect at work policies (including anti-discrimination and anti-harassment policies). It also provides valuable insights for employers when some of their employees are confronted with discriminatory behavior at work. Enjoy the read!