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During these inspections, OSHA routinely find exit routes, fire extinguishers and electrical panels dangerously obstructed or blocked; unsafe walking-working surfaces; and unstable stacks of merchandise.

Not only that, but Gartner reported 76% of employees and job seekers say a diverse workforce is important when evaluating companies and job offers, and 37% would not apply to a company that had negative satisfaction ratings among people of color.

As a result, we are an equal opportunity employer and do not discriminate on the basis of race, color, religion, national origin, ancestry, pregnancy status, sex, age, marital status, disability, medical condition, sexual orientation, gender identity or any other characteristics protected by law.

If you were giving a gift before 1917, the custom was to conceal the gift in plain-colored tissue paper.

Christopher DeGroff, a labor and employment partner at Seyfarth Shaw LLP, agreed with Carradero’s synopsis and forecast a rise in lawsuits by white males alleging workplace discrimination based on race and gender, as well as a spike in general EEOC-initiated litigation in this space.

Try various chart types (bar, line graphs, pie charts, etc.) and colors to achieve the most impactful results.

The EEOC investigates complaints of job discrimination based on race, color, religion, sex (including pregnancy, transgender status and sexual orientation), national origin, disability, age (40 or older), or genetic information.

I love panel discussions as they invite candor, collaboration and even a little vulnerability.

While the decline in employee confidence stretches across all industries Glassdoor tracks, it has hit white-collar industries particularly hard.

Brad Robinson, the compensation director for MasTec’s Power Delivery Group, and Rebecca McConnell, the compensation director for Konica Minolta Business Solutions, completed the panel.