California Insurance Commissioner Dave Jones announced the formation of an Insurance Diversity Task Force to consider and make recommendations about diversity in the insurance industry, including the diversity of corporate governing boards and procurement from diverse businesses.
"Insurance is a $125 billion industry in California," said Insurance Commissioner Dave Jones. "I am hopeful this task force will help us identify, measure and increase what the insurance industry procures from California's minority- and service-disabled veteran-owned businesses."
According to the Small Business Administration and the Center for Women's Business Research, diverse business enterprises constitute one of the fastest-growing segments in the U.S. economy, with minority-owned businesses generating an estimated $1 trillion in annual revenue. MBEs also employ nearly 6 million workers, while women-owned businesses employ about 19 million people and generate $2.5 trillion in annual sales. Further, with more than 25 million veterans in the country, 1 in 7 small businesses are veteran-owned.
"Expanding small businesses - especially diverse and disabled veteran-owned businesses - will help turn our economy around,'' added Commissioner Jones. "The goal of this task force is to make it easier for the insurer community to contract with these talented enterprises."
Task force members will identify and promote insurance companies that are doing a good job on diversity issues, examine the diversity of insurance company governing boards, identify actions the Department of Insurance can take to encourage insurance companies to utilize diverse suppliers, and make recommendations for changes to the law. Commissioner Jones recently requested voluntary supplier diversity data from the top 200 insurance companies. Assembly Bill 53, authored by Assembly Insurance Committee Chairman Jose Solorio, would require top insurance companies to report their diversity efforts.
If you are a gay college student, when you apply for jobs, should you let it show on your résumé, or should you hide it? And what if your main achievements have been with an LGBT group? Should you include them on your résumé?
From the Huffington Post:
These are tough questions when you consider this sobering map from Freedom to Work showing that employers in a majority of states can legally refuse to interview you just because you are gay, lesbian, or transgender.
Data from a recent study indicate that if you want the job, then no, you shouldn't be out on your résumé. In what has been dubbed the first major audit study to test the receptiveness of employers to gay male job applicants, Andras Tilcsik, a Harvard researcher, suggests that men who identify as gay on their résumés have less success in getting selected for job interviews.
There is virtue both in being out in the workplace from day one and in changing the system from the inside. But it is crucial to not discount the importance of an LGBT-friendly work environment to making you comfortable and, ultimately, successful.
A recent report from the Center for Work-Life Policy, "The Power of Out," has shown that "for gay and lesbian employees ... a climate that fosters inclusiveness and openness is critical both to the longevity of their tenures and their ability to perform well on the job."
About two-thirds of Americans now believe there are “strong conflicts” between rich and poor in the United States, a survey by the Pew Research Center found, a sign that the message of income inequality brandished by the Occupy Wall Street movement and pressed by Democrats may be seeping into the national consciousness.
The share was the largest since 1992, and represented about a 50 percent increase from the 2009 survey, when immigration was seen as the greatest source of tension. In that survey, 47 percent of those polled said there were strong conflicts between classes.
“Income inequality is no longer just for economists,” said Richard Morin, a senior editor at Pew Social & Demographic Trends, which conducted the latest survey. “It has moved off the business pages into the front page.”
The survey, which polled 2,048 adults from Dec. 6 to 19, found that perception of class conflict surged the most among white people, middle-income earners and independent voters. But it also increased substantially among Republicans, to 55 percent of those polled, up from 38 percent in 2009, even as the party leadership has railed against the concept of class divisions.
The U.S. military is no longer a men’s club — almost 15 percent of today’s active-duty troops are women. But when it comes to military and veterans’ medical care, women soldiers remain a step behind — both on the front line, and back home.
While military and Veterans Affairs officials said they’re making steady progress, government and American Legion reports have raised concerns about a lack of women’s health equipment in field hospitals, a lack of privacy in military and VA medical centers, and the need for more expertise in women’s care among health care providers.
It's been a rotten few months for the nation's wealthiest 1 percent. From the senatorial candidacy of Elizabeth Warren to Occupy Wall Street, economic elites have faced a concerted attack on their riches and power, their arrogant and unaccountable ways.
After decades of "compassionate conservatism," "a thousand points of light," and "Morning in America," dark talk of class warfare on the right can seem like a strange throwback. So accustomed are we to the sunny Reagan and the populist Tea Party that we've forgotten a basic truth about conservatism: It is a reaction to democratic movements from below, movements like Occupy Wall Street that threaten to reorder society from the bottom up, redistributing power and resources from those who have much to those who have not so much. With the roar against the ruling classes growing ever louder, the right seems to be reverting to type. It thus behooves us to take a second look at the conservative tradition, not just its current incarnation but also across time, for that tradition provides us with an understanding of why the conservative responds to Occupy Wall Street as he does.
Dianne Bystrom, director of the Center for Women and Politics at Iowa State University, and Tiffany Dufu, president of the White House Project, discuss the obstacles to women successfully running for office.
Michele Bachmann announced on Wednesday that she is disbanding her campaign. Now that she is no longer pursuing the Republican nomination, there are no other female candidates running for president. However, this absence is consistent with overall political trends: while women consist of 51 percent of the population, they hold 17 percent of congressional seats, 22 percent of state senate seats, and 24 percent of state house seats.
It’s another engineering “design challenge” at Techbridge, an after-school program for girls that encourages interest in STEM—science, technology, engineering, and mathematics—subjects. Close to 30 girls are here this day at Arroyo High School, one of 21 Techbridge sites in California’s Bay Area that serve more than 600 elementary and secondary girls in total, close to 90 percent of whom are minority students.
While Techbridge still operates a number of after-school programs like Arroyo’s, its other related STEM initiatives, scaled by large national funders like the National Science Foundation, Google, and the Noyce Foundation have enabled the organization to reach in excess of 10,000 girls in the out-of-school-time space to date.
Those efforts coincide with the national momentum to teach STEM curricula outside traditional school walls, targeting minority, underprivileged, and female students not well represented in the STEM professions. Such environments could be a catalyst, some believe, that shifts students’ attitudes about STEM through innovative teaching methods not bound by the same protocol of the school day.
According to Techbridge Executive Director Linda Kekelis, the statistics on who pursues STEM careers has more to do with conditioning than predisposition. With the right curriculum and right environment, she said, it’s possible to change a student’s mind.
Public colleges in New Hampshire are precluded from using affirmative-action preferences in hiring or admissions decisions under a new law that took effect on January 1 after being passed by the state's legislature last year with relatively little public opposition.
The measure prohibits New Hampshire's university system, community-college system, postsecondary education commission, and other state agencies from giving preferences in recruiting, hiring, promotion, or admission "based on race, sex, national origin, religion, or sexual orientation."
Both chambers of the state's legislature, which came to be dominated by conservative Republicans as a result of the 2010 elections, overwhelmingly passed the measure last spring. The measure went into law after Gov. John Lynch, a Democrat, took no action on it.
In sharp contrast to other states that have experienced highly publicized battles over similar bills or ballot initiatives, New Hampshire passed its measure with little input from national advocacy groups on either side of the affirmative-action debate.
A new study from the Swedish Federation for Lesbian, Gay, Bisexual, and Transgender Rights (RFSL) concludes that breast implants are literally a life and death matter for transgender women who need the operation to "fit in as women in their everyday life." And the suicide rate among those who don't get them is at least 30 times higher than the average person.
The study was recently cited by the Swedish Federation for Lesbian, Gay, Bisexual, and Transgender Rights (RFSL), which was condemning the board for the inconsistent way trans patients are treated in the country’s nationalized healthcare system.