Latest news with #EquityandInclusion
Ottawa Citizen
3 days ago
- Politics
- Ottawa Citizen
Gearey: In the federal public service, simple gender parity isn't enough
Recently, I took part in a public service workshop examining hypothetical risks to Canada. Each table of participants was provided a dozen risks that we were asked to rank in order of perceived importance. Article content One potential risk card read something akin to: 'Diminished Male Relevance.' Article content I blinked twice, unsure if I'd read it correctly. Women are still crawling out of the long shadows of exclusion in Canada, still pressing for equity, and we're already anticipating a crisis of male relevance? Article content Article content That moment stayed with me. Perhaps it offered a glimpse into how some people perceive change: as erosion, not evolution. As someone losing versus the creation of a new partnership. Article content What was really on my mind was what's happening south of the border. In the United States, Diversity, Equity and Inclusion (DEI) programs in government and elsewhere are being dismantled. Furthermore, a man found liable for sexual assault, ordered to pay more than $83 million in damages, is president. That kind of backslide doesn't stay confined to politics; it seeps into culture, rewiring progress. Article content Canada leads other countries Article content In contrast, Canada's federal public service has something to be proud of. It has surpassed gender parity: women now represent 56.8 per cent of its workforce and 52.5 per cent of its executive roles. We've seen women serve as Clerk of the Privy Council, and also in top defence, foreign affairs and finance roles. The government also mandates Gender-Based Analysis-Plus across all departments. Furthermore, the OECD's Government at a Glance 2023 report places Canada among the top tier for women in public leadership, outpacing most G20 peers. Article content Article content Canada's public service didn't evolve this way by accident; it arrived here through litigation, legislation, years of sustained pressure and conscious strategy. Article content Article content In March, the federal government eliminated the position of minister for Women and Gender Equality, sparking intense criticism. Within weeks, the role was reinstated. The public response made it clear that gender equity is still a priority for Canadians. Article content Culture is the operating system that's unseen but runs everything. I've known women in the public service being told they were 'too assertive' or 'not collaborative enough.' Their leadership styles are questioned. Their confidence mistaken for abrasiveness. This is feedback that men are far less likely to receive. These aren't isolated events, they're patterns.
New York Post
3 days ago
- Business
- New York Post
Young white men feel the need to ‘walk on eggshells' and censor themselves at work — here's why
It looks like the workplace is the new minefield — and young white men say they're walking on eggshells. Nearly two in three white men aged 18 to 29 — around 12 million guys — feel the need to keep their mouths shut at work, too afraid to speak freely for fear of being canceled, called out, or canned, according to a new J.L. Partners poll commissioned for the podcast, 'White Men Can't Work!' And they're not just staying quiet — they're losing out. About 6 million say they've missed a promotion or other opportunity because of their race and gender, or so they think. Advertisement 'Millions of men are walking around on eggshells at work, too scared to speak freely — whilst knowing that being male can now be a disaster for your career,' said Tim Samuels, the BBC and National Geographic documentarian behind the new five-part series investigating what happens when 'woke culture' meets the workplace. 3 Close to 12 million young white guys are zipping it on the job — too scared to speak their minds without getting canceled, called out or canned, a new poll says. Vasyl – He added, 'The scale of discrimination, self-censorship and anxiety is staggering.' Advertisement Across all age groups, 43% of white men — about 41 million — say they're biting their tongues on the job. Another 25 million claim they've lost out on gigs or advancement due to being white and male. Samuels' series dives into the impact of radical DEI (Diversity, Equity and Inclusion) programs sweeping corporate America — and what he claims is a growing epidemic of reverse discrimination. ''White Men Can't Work!' has spoken to guys who've been sacked literally just for being men, or pushed out over crazy micro-aggressions such as talking about the male and female ends of cables,' Samuels said. 'James,' a teacher, says HR made the company's stance crystal clear: 'The Head of HR at the school, standing in the middle of the office, said loud and proud: 'One thing is for sure, we're not having another man be the new head.'' Advertisement 3 White men say they're muzzled at work — with 41 million biting their tongues and 25 million claiming they've been passed over just for being, well, white and male. .shock – And 'Mark,' in finance, says, 'I have been rejected for being considered for job roles because the client has expressly asked for all-female lists… It's no surprise so many men take their lives in their 40s and 50s.' Clinical psychologist Dr. Carole Sherwood weighed in, 'We are definitely living through a groupthink crisis… We'll look at it with a lot of sorrow because there are a lot of people taking their lives because they've been shamed and ostracised and that is wrong.' As per the poll, some women apparently agree that the pendulum has swung too far. A female firefighter said white men are 'definitely getting overlooked' for new hires. Advertisement Sally, a miner, also notably said, 'We just wanted a chance and to not be groped at work. And it feels like the preferential treatment pendulum has swung a little bit too far to the other side.' Professor Alex Edmans of London Business School compared the DEI craze to 'the tech, tulip [and] South China Sea bubbles,' saying it's all 'not backed up by real fundamentals and evidence.' In similar news, as previously reported by The Post, as Paramount dukes it out with President Donald Trump in court, the media giant quietly cut a check to make another lawsuit disappear — one over alleged anti-white, anti-straight bias. 3 They're not just zipping their lips — they're getting zipped out of promotions, too. Around 6 million say being white and male cost them a shot at moving up. Drobot Dean – Former 'SEAL Team' script coordinator Brian Beneker slapped Paramount Global, CBS Entertainment, and CBS Studios with a lawsuit in 2024, claiming he was repeatedly passed over for promotions because he's a straight, white guy. According to America First Legal, which represented Beneker, the case ended in a hush-hush settlement after Paramount started tiptoeing away from its once-bold DEI agenda — a move AFL senior counsel Nick Barry called 'satisfactory.'
Yahoo
5 days ago
- Business
- Yahoo
Golden celebration: FAMU grads make their mark as School of Architecture turns 50
In April 2025, the School of Architecture and Engineering Technology at Florida A&M University celebrated 50 years of academic success with a 'Golden Jubilee.' Established in 1975 as a School of Architecture (SOA), today it is a fully accredited School of Architecture and Engineering Technology (SAET). Fifty years after its founding, it is a renowned learning center for architects, engineers and members of the construction industry. The School has grown, held steady and graduated many diverse classes. Today those graduates are working all over the country to much acclaim and new students are coming to study from all over the world. That's definitely something to celebrate! At a time when 'Diversity, Equity and Inclusion' (DEI) is considered un-American by some, the story of why FAMU was selected to be the third architecture school in Florida is noteworthy, as is the name of the building that originally housed it and was known on campus as Banneker 'B.' Benjamin Banneker was a Black mathematician, astronomer and surveyor who used his skills to help set the boundaries for the city of Washington, D.C. Thereafter, Thomas Jefferson, who recommended him for the job, praised him in word and letter for his knowledge of 'spherical trigonometry.' Although Jefferson's description probably related more to Banneker's astronomical skills, it sure sounds like a complicated architectural skill to this writer. In response to a 1973 study indicating a significant need for more architects in Florida, a joint degree program with the University of Florida was established at Florida A&M University. Given that there were seven other public universities in Florida at the time, why did the architecture school go to an historically Black university? The fact is that in the early 1970s, the Board of Regents wanted two things to happen. First, the establishment of a third, and much needed, architecture program at a Florida public university and second, to encourage an increase in the number of White students attending an historically Black university (HBCU) in Florida. Ironically, it was sort of a 'DEI program in reverse' that was ultimately instrumental in creating one of the highest ranking architecture programs in the state. What do Michael Conn, Rodney Little, Donald Gray, Jr., Cam Whitlock, Rhonda Hammond, Will Rutherford, Gina Demirel and Jehna Godwin all have in common? They are some of the award-winning architects who have contributed so much to the profession of architecture and, even more important in light of the 'Golden Jubilee,' they are all graduates of what is now the FAMU School of Architecture and Engineering Technology. EMI Architects, a prominent Tallahassee firm headed by Brad Innes, AIA, is staffed almost entirely by FAMU/SAET grads. In addition to all the improvements to Doak Campbell Stadium, the firm designed buildings for the Schools of Medicine, Psychology and Education at FSU. Architects Lewis and Whitlock have changed the face of Tallahassee with important buildings ranging from the new Student Union at FSU to the Jim Moran Entrepreneurial Center on Monroe Street. Michael Conn, AIA added the Gateway Center to Monroe Street and Marché at Midtown, a centrally located and vibrant hub that has helped revive the heart of Tallahassee. FAMU grads have designed so many of the significant buildings that have reshaped the city landscape that it's impossible to name all of them. Many of their designs have been honored by the American Institute of Architects and below, in their own words, are a few important thoughts. 'Barely two months after graduating from Leon High School, I was sitting in the first 8:00 a.m. class on the first day of the new School of Architecture at FAMU. It was a difficult calculus class and we were told to look around and imagine that two out of every three students would not be graduating. The SOA teachers were all top notch and paying attention was the way to succeed. Teaching us how to think and solve problems was a gift the school gave me and one that I passed along to my daughter who is also a graduate of the SAET.' — Michael Conn, AIA, Conn Architects 'As a proud alum of the SAET, owner of my own firm and my leadership role as AIA Florida's 2024 President, I know that my education set the stage for my success in practice and in firm ownership. My education was almost a global experience working alongside students from around the world who were learning to meet the demands of climate, energy and housing. It had a huge impact on my work.' — Rhonda Hammond, AIA Hammond Design Group 'I met my future business partner in my second year at FAMU. We found out early we had a knack for working together and in 2000, we formed our own architecture firm. Now, 25 years later, we've designed a great many buildings and won a lot of awards, all of which began with our education in the FAMU SOA.' — Rodney Lewis, AIA, Architects Lewis & Whitlock 'I joined EMI 25 years ago and am now an Associate Principal. It still excites me when new SAET grads join our firm, bringing with them new skills and ideas. My FAMU experience gave me a solid foundation to grow and thrive in my studies and my professional work. Recently, I have become EMI's public face at FAMU for completing a host of projects including the Foote-Hillier Renovation and the University Commons IPODIA Lab. — Seth Coffin, EMI Architects My time at the FAMU School of Architecture was foundational for me as a professional. The design-thinking environment combined with a practical application of architectural concepts helped me to see the built world differently in those formative years. It prepared me for two rounds of graduate work and for my current role as a principal at the design firm I help lead. I hope the program has 50 more good years and that my kids will consider attending as well.' — Donald A. Gray, Jr., AIA, Fitzgerald Collaborative Group, LLC. The 'Golden Jubilee' brought together past and present faculty, alumni, benefactors and representatives of established professional firms and companies that recruit from the SAET. Within the walls of the recently enlarged and updated architecture building at the south end of campus, guests were given a tour of classrooms, studios and labs, many of which looked like settings for a sci-fi movie. It was clear that robots were about! Guests toured, chatted, and listened to instructors explain what a Hololens does and what mycelium is and why robots are so much fun to work with. Speaking during lunch, Dean Andrew Chin described the school as 'a place where big ideas come to life.' Tours of the new labs left no doubt that new ideas would definitely come to life. Two well-known companies have made big commitments to the SAET which is critically important because it shows the level of confidence both companies have in FAMU's success training architectural professionals. In 2024, Trimble made a generous gift to the school to establish the Trimble Technology Lab. The partnership represents a major milestone as FAMU became the first HBCU to host a Trimble Technology Lab. The lab is set to revolutionize the learning experience for students in architecture and construction engineering as they utilize laser scanning and reality capture to document and preserve old structures. The lab enhances cost estimation and scheduling processes and reduces project costs by integrating real-time data analysis and automation to prepare students for real world challenges. Jacobs is a global company that delivers outcomes and solutions for the world's most complex challenges. In line with its commitment to early-stage investments in young, underrepresented students, Jacobs established FAMU's Kaizen Collab, a digital fabrication lab that equips students with the necessary tools and resources to excel academically and in the future . 'Collab' is a play on the word 'collaboration.'. In this lab, students explore the intersection between technology and design. Dean Andrew Chin says 'It's where access meets opportunity.' Visiting Professor, Dr. Ian Fletcher's Electronics Lab, is focused on the exploration of material ecologies arising from the intersection of human and non-human worlds. Mycelium is a network of fungal threads that is gaining attention for use as a versatile and sustainable material. It can be grown on various organic waste materials like garbage and used to create light-weight, insulated and fire-resistant building blocks. I know because I held and hammered on some of it! In the Trimble Lab, Drs. Doreen Kobelo, Mohamed Ahed and Tejal Mulay are working with, among other things, the Microsoft HoloLens, an augmented-reality (AR) mixed-reality (MR) headset developed and manufactured by Microsoft. Trimble partnered with Microsoft to integrate the HoloLens device into construction hard hats for a mixed-reality solution called the Trimble XR10 that promises great things for the construction industry. In the Robotics Lab , Santiago R. Perez, is teaching students to combine spatial and geometric knowledge with complex digital software, robotic hardware and material properties. Students learn how to plan and script the movement of the robot, developing 'Digital-Twin models for simulation before sending the code to the robot for 'hands-off' physical construction. 'As we modernize our studios, labs and common spaces, the SAET is creating an environment where creativity and innovation thrive," Chin said. "The future of the School is grounded in partnerships that connect our students to national firms, global experiences and emerging technologies. The result will be graduates who are both visionary and highly employable.' Diane Greer is a retired professor of Architectural History at FAMU who served as Editor of Florida Architect magazine for 30 years. In that time, she has seen a lot of change in the city's built environment. This article originally appeared on Tallahassee Democrat: FAMU architecture grads make their mark as school turns 50
Yahoo
06-06-2025
- Politics
- Yahoo
EXCLUSIVE: Group launches tip line for DOD employees to report DEI, 'woke' overreach
A West Point graduate and retired U.S. Army captain is launching a tip line for employees at the Department of Defense to report Diversity, Equity and Inclusion (DEI) and other "woke" overreach. "America's military has suffered from decades of neglect and lowered fitness standards. It's made worse by the taint of woke policies like DEI and Critical Race Theory, which pit our servicemen against one another instead of unifying them to fight as a team," Doug Truax, a former US Army captain and 1992 West Point graduate, told Fox News Digital in a statement. "Our service academies, such as West Point – of which I am a proud graduate – are indoctrinating young officers in extreme, sexualized ideologies, instead of preparing them for combat. Enough is enough," added Truax, who is founder of the Foundation for the Restoration of America. Hegseth Quips '99.9%' Of Dei Initiatives Are Gone From The Military Under Trump's Watch The tip line will be part of founded by Truax, "a project to first expose the bad actors bogging down the culture of America's fighting forces with woke policies and corporatization, then work to reshape the military into the fighting force it needs to be," according to its website. Reports can be made through the website, as well as a telephone hotline. They are also planning to launch similar tip lines for students and faculty at U.S. service academies. Read On The Fox News App President Donald Trump signed an executive order in January ending DEI in the military, saying that "these actions undermine leadership, merit, and unit cohesion, thereby eroding lethality and force readiness. They also violate Americans' consciences by engaging in invidious race and sex discrimination." Trump Dod Creates Task Force To Abolish Dei Offices That 'Promote Systemic Racism' "With we want to help President Trump and Sec. Hegseth throw out the bad apples who've corrupted the Armed Forces," Truax said. "But we need to go beyond de-woking the military toward what I call re-warriorizing the services," he added. "It's time for a culture change, a top-to-bottom transformation to forge elite warriors held to the highest standards of morality and lethality."Original article source: EXCLUSIVE: Group launches tip line for DOD employees to report DEI, 'woke' overreach
Business Times
05-06-2025
- Business
- Business Times
The good, the bad and the ugly of DEI
OVER the past two decades, Diversity, Equity and Inclusion (DEI) has moved from the periphery of corporate discourse to become a key concern in boardrooms. At its core, DEI seeks to ensure that organisations embrace a workforce and leadership that reflect a broad range of backgrounds, experiences and perspectives. Diversity relates to representation across gender, race, age, culture and more. Equity ensures fair access and opportunities for all, while inclusion fosters environments where different voices are valued and heard. Modern DEI traces its roots to the civil rights movements in the 1960s when the focus was primarily on racial and gender inequality. Over time, its agenda expanded to cover a wider spectrum of identities and social justice concerns, including age, disability, sexual orientation and socio-economic background. While the foundational aims of DEI were laudable and necessary, its widening agenda and missteps have polarised public opinion in recent years, with tensions coming to a head following the 2024 election of US President Donald Trump. What began with good intentions has, in some cases, turned bad and ugly. Boards today must chart a course through this increasingly complex and contested terrain. The good At its best, DEI drives fairness, opportunity and social progress by dismantling systemic barriers that have historically disadvantaged minority and vulnerable groups. BT in your inbox Start and end each day with the latest news stories and analyses delivered straight to your inbox. Sign Up Sign Up Beyond its social purpose, effective DEI practices strengthen organisational resilience and innovation. Inclusive cultures foster creativity, adaptability and engagement – traits critical for success in today's volatile and complex environment. For boards, the benefits of diversity are well-documented. Studies show that diverse boards are less susceptible to groupthink and better positioned to assess risk and respond to stakeholder needs. Boards that reflect the diversity of their customers, employees and investors also enjoy greater trust, relevance and legitimacy. Affirmative efforts to address imbalances have yielded tangible results. In Singapore, for instance, women represented only 8.3 per cent of directors on listed boards in 2013, even though they made up 21.2 per cent of senior management ranks (Gender Diversity on Boards, Diversity Task Force, 2014). Following sustained efforts by regulators and advocacy groups, this figure rose to 18.1 per cent at the end of 2024 (Singapore Diversity Review 2025, Council for Board Diversity, 2025). The bad No doubt, there have been challenges in implementing DEI. Chief among them are perceptions of tokenism and concerns over compromising meritocracy. A case in point is Norway, the first country to introduce mandatory gender quotas. In 2003, women held just 9 per cent of board seats. The government responded by mandating a 40 per cent quota for publicly-listed boards. While the target was met relatively quickly by 2008, studies found that many women directors were drawn from a limited pool, leading to the phenomenon of 'golden skirts' (a small group of women serving on multiple boards), in effect, creating an outcome similar to the traditional 'old boys' network' for men on boards. Meanwhile, research into the effects of gender diversity on board governance and company performance has proven inconclusive. Even without mandated quotas, organisations under pressure to demonstrate diversity may appoint directors for appearance's sake rather than capability. This box-ticking approach risks undermining credibility, diluting performance and tokenising diversity. While diversity brings valuable perspectives, it can also expose fault lines. Without strong, inclusive leadership, it can lead to fragmented discussions and strained decisions – delivering optics without improving governance or performance. The ugly DEI drew sharper criticism when it became entangled with 'wokeism'. Once associated with social justice awareness, the term has evolved into a pejorative for perceived overreach, ideological rigidity and enforced progressive viewpoints. In the corporate sphere, controversy has arisen around issues such as mandatory pronoun policies, expansive gender identity recognition, and ideological diversity training. These initiatives, though often well-intentioned, have at times alienated employees, customers and shareholders. The political backlash has been swift. Following his re-election and inauguration in January 2025, President Donald Trump issued executive orders limiting DEI programmes within federal agencies and among contractors. His administration also implemented funding cuts to roll back DEI initiatives in universities and research institutions. Some high-profile companies, including Disney, Meta, Amazon and Verizon, have ended or scaled back their DEI programmes in response to cost and political pressures. Many others have quietly retreated from expansive efforts, wary of political crossfire. Whither DEI? Boards now face a delicate balancing act: do too little and risk alienating progressive stakeholders, or do too much and provoke backlash from others. The era of uncritical DEI enthusiasm is clearly fading. Yet the core principles of fairness, opportunity and inclusion remain essential to good governance. Boards should respond not with reactive gestures but with thoughtful, principled leadership. They can continue to champion diversity while upholding merit, ensuring that director appointments bring strategic value rather than serving merely symbolic purposes. For companies committed to building inclusive and equitable workplaces, the traditional policy-driven DEI model is not the only way forward. Organisations can embed inclusive leadership practices, integrate DEI into core business strategy, support employee-led initiatives, and foster a culture of belonging that transcends identity politics. Above all, DEI efforts must be anchored in clear objectives and measurable outcomes – where impact, not ideology, is the primary benchmark. The writer is Past Chairman of the Singapore Institute of Directors.
