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Within its revised guidelines, issued on April 29, the EEOC outlined that employers who refuse to use transgender workers’ preferred pronouns and/or bar them from using bathrooms that match their gender identity are committing unlawful workplace harassment acts under federal anti-discrimination law.

For example, in Ontario, Canada’s most populous province, the Ontario Pay Equity Act not only requires equal pay for work of equal value, it also calls for an adjustment of wages in “female job classes” to ensure they are equal to wages in “male job classes” that are comparable in value.

Some 39 % of respondents noted their organizations are offering DEI-specific training for leaders on foundational DEI concepts and unconscious bias, while others are offering training around inclusive leadership (29 % ), anti-racism (20 % ) and allyship (19 % ).

.; ;29% of these LGBTQ+ workers say the rise in anti-LGBTQ+ legislation has impacted their ability to perform at work.; The Current Reality The U.S. has seen a rise in anti-LGBTQ+ legislation in recent years.

A Deeper Change The rule steps up the level of information employers must provide employees about their pay, including “information on how their pay compares to male and female peers,” said Tamsin Sridhara, WTW’s global pay equity lead.

.; ;The enforcement threat provision (Executive Order 14173) may not be implemented to bring any anti-DEI enforcement action, including actions under the False Claims Act, against private entities or government contractors and grantees.; The court’s injunction did not extend to any other aspect of the DEI-focused EOs, such as measures with respect to the federal workforce.

For example — and not to stereotype — some 60-something male leaders haven’t experienced the same work-family challenges that 30-somethings in their organization encounter.

Employees who identify as male consistently report higher satisfaction than those who identify as female or non-binary.

“Recognizing that the binary construction of gender as either ‘male’ or ‘female’ does not reflect the full range of gender identities, the EEOC will add an option to mark ‘X’ during two critical stages of the intake and charge filing process,” the EEOC said.

Meanwhile, in Latin America, the traditions of male workforce hegemony run deep, but multinational manufacturing giants such as Kimberly-Clark recognize the opportunity in the challenge.