Blogs for Culture Vultures

Monster®, the leading global online careers and recruitment resource and flagship brand of Monster Worldwide, Inc.  today announced the Monster Top Companies for Diversity ^TM – a comprehensive, employee-focused quantitative assessment methodology for evaluating a company’s diversity and inclusion performance against a national standard. Monster’s Top Companies for Diversity measures the perceptions of a company’s employees regarding the employer’s performance on specific diversity factors across three broad categories: organizational commitment to diversity, fairness in compensation and culture of inclusion; results are then compared against an established national benchmark for analysis.

Read more: Monster 

An Asian man was turned down for a job at a top engineering firm, but then offered an interview when he re-applied posing as a British man with a double-barrelled name, a tribunal heard last week.

Qamar Malik said he was rejected by Amec Utilities only to be offered an interview two days later under the name of Mr R Lloyd-Hilbert. An employment tribunal in Cardiff was told the fictitious second candidate was a year older and was less qualified for the £30,000-a-year job than Malik.

Read more: Discrimination

The Football Association of Ireland has recently launched what has been coined as an "Intercultural Football Plan" - the plan  is designed to examine how best, in the context of a more diverse society, the FAI can encourage increased participation in football among people from minority ethnic and cultural backgrounds. The plan also challenges and prevents the spread of ‘racism’ within the game and thus contributes towards a fully integrated and intercultural society.

Read more: FAI 

The Football Association of Ireland has recently launched what has been coined as an "Intercultural Football Plan" - the plan  is designed to examine how best, in the context of a more diverse society, the FAI can encourage increased participation in football among people from minority ethnic and cultural backgrounds. The plan also challenges and prevents the spread of ‘racism’ within the game and thus contributes towards a fully integrated and intercultural society.

Read more: FAI 

Language barriers, a lack of health insurance and cultural differences all are likely causes behind low mammogram rates among Hispanic women in Texas, state health experts say, the Austin American-Statesmen reports.

Thirty-eight percent of Hispanic women in Texas did not receive a routine mammogram last year, compared with 21% of blacks and 27% of whites, according to CDC data. Cultural factors are one way to explain the low mammogram rates. Patricia Chalela, a health care researcher in San Antonio who has examined the low rate of mammograms among Hispanic women, said, "Hispanics don't see a doctor if they don't feel sick." She added that many Hispanic women "always think in terms of family first" and that women "are the ones that take care of the family. So any needs that they have are put last." She added that many clinics providing mammograms do not offer services in Spanish.

Read more: Statesman 

Language barriers, a lack of health insurance and cultural differences all are likely causes behind low mammogram rates among Hispanic women in Texas, state health experts say, the Austin American-Statesmen reports.

Thirty-eight percent of Hispanic women in Texas did not receive a routine mammogram last year, compared with 21% of blacks and 27% of whites, according to CDC data. Cultural factors are one way to explain the low mammogram rates. Patricia Chalela, a health care researcher in San Antonio who has examined the low rate of mammograms among Hispanic women, said, "Hispanics don't see a doctor if they don't feel sick." She added that many Hispanic women "always think in terms of family first" and that women "are the ones that take care of the family. So any needs that they have are put last." She added that many clinics providing mammograms do not offer services in Spanish.

Read more: Statesman 

After an eight year steady decline, international job assignments are on the rise. According to the 11th Annual Global Relocation Trends Survey, conducted by GMAC Global Relocation Services, 47 percent of companies questioned for this year's survey reported an increase in the size of their current expatriate population, compared to 31 percent in 2004. Fifty-four percent of companies anticipate additional growth in the coming year.

Thanks to the increased ease of communication, business divisions and product manufacture now easily span several countries, said John Pfeiffer, managing director of AIRINC Europe. "People are naturally going to have to move around in different countries and the need for people to be [globally] exposed is high," Pfeiffer said.

Read more: Expatica 

Reports today that only 50% of organisations in the UK have a formal diversity strategy to help guide recruitment practice. This is according to a survey entitled "Recruitment, Retention and Turnover" by the Chartered Institute of Personnel and Development (CIPD). This research suggests that many organisations are failing to tap into the relatively underused sources of potential labour to help overcome the persistent recruitment and retention difficulties that they face today.

Read more: CIPD