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Stopping Sexual Harassment in the Empire State: Past, Present, and a Possible Future
Full text linkThis report maps current patterns of workplace sexual harassment and their impact in New York State. It also provides a broader frame for understanding how efforts to confront sexual and gender-based harassment and assault have evolved over time, and charts possible directions for future organizing, policy, and research in New York and beyond.
The findings presented here are drawn from the 2018 Empire State Poll, an annual statewide survey of 800 New Yorkers conducted by the Cornell Survey Research Institute. Questions added to the survey reflecting existing legal definitions of workplace sexual harassment reveal the following: 10.9 percent of New York residents have experienced quid pro quo workplace sexual harassment, and 21.9 percent have experienced workplace sexual harassment that created a hostile work environment; 31.1 percent of women and 18.9 percent of men have experienced at least one of these forms of harassment. 13.9 percent of people of color and people of Hispanic origin have experienced quid pro quo workplace sexual harassment, as opposed to 8.5 percent of non-Hispanic whites. 38.9 percent of those experiencing at least one form of workplace sexual harassment say it impacted their work or careers; 48.9 percent who experienced quid pro quo harassment reported such an impact. 83.4 percent of New York residents think their leaders should do more to address workplace sexual harassment. There is notable variation by politics and ideology, but regardless of worldview, strong majorities think leaders should do more.
In addition to sharing the survey findings, the report discusses experiences and responses of survivors and how they are shaped by different identities and relations of power. It highlights black women’s leadership in propelling wide-reaching shifts in law and culture; efforts initiated by diverse survivors to effect change in specific industries; and culture change work engaging men and women as allies
Eastside-Airport Metro Rail Extension
Full text linkThis policy brief provides information regarding the expansion of NFTA metro-rail services in east-side Buffalo to the Buffalo Niagara International Airport.
This extension would connect Buffalo’s highest-demand destinations (including Larkinville, Central Terminal, the Walden Galleria, and the airport) while simultaneously serving Buffalo’s neediest populations with rapid mobility and opportunities for community redevelopment. This Eastside-Airport extension was part of the original LRRT plan and was recommended for study by the NFTA as recently as 2010. The NFTA 2010 study rated the Eastside-Airport extension as highest in the category of potential development (now known as Transit Oriented Development or TOD) and high in categories of market intensity and ridership per line mile. Funds should be found for studying the Eastside-Airport extension while the Amherst extension is designed and completed, so that it can progress towards shovel-ready status as funds become available. As this extension would run above ground, mostly on disused rail rights-of-way (ROWs), trains could transport passengers at high speed without the high costs associated with tunneling. Public ownership of these ROWs also makes this investment especially cost-effective, while the fact that this alignment is separate and away from streets, also minimizes disruption to traffic and businesses during construction.
The world is changing in ways that demand a bold new vision for mobility based on clean, reliable public transportation. The largest source of greenhouse gas emissions in Erie County is not electrical energy generation or industry, but rather transportation (at 40%, primarily from cars). If we expect people to drive less, alternatives must be provided.
This is also a matter of equal access to jobs, food, healthcare, education, recreation, and cultural amenities. Thirty percent of Buffalo households do not own cars. This includes seniors, the disabled, and those who cannot afford cars. The annual cost of car ownership (25,000 per lane mile) puts a strain on family and municipal budgets alike. Millennials with the option to drive are increasingly choosing not to – and are attracted to cities that provide other mobility options. For all of the above reasons, a solid commitment to expanded, efficient public transportation must undergird our plans for a just, successful, and sustainable future
How is the Role of AI in Talent Acquisition Evolving?
Full text link[Excerpt] Artificial Intelligence (AI) is a rapidly emerging technology that is at the forefront of industry innovation and efficiency. Despite the rapid technological advances and energy surrounding AI’s potential, there are pitfalls in terms of AI’s application in the Talent Acquisition (TA) process and many companies have yet to identify strategic points of AI implementation. Through our research, we have identified a variety of AI products available at specific points in the TA lifecycle. We weigh the most apparent drawbacks of using AI in TA as it currently exists, and share research and benchmarks of companies implementing AI in TA. We have identified key areas of AI use in the TA lifecycle, and evidence as to the utility and validity of the technology use along with predictions for future engagement with AI and preparing your workforce
Brighton Fire District and Brighton Professional Firefighters Association, International Association of Firefighters (IAFF), AFL-CIO, Local 2223 (2019) (MOA)
Full text linkOrganisation Change Plan
Full text link[Excerpt] The vision of the program is the establishment of a capability within the organisation to attract, recruit, on-board and sustain talent from people on the autism spectrum.
Why is this important? As we know we are in a war for talent to fuel our organisation with capability and innovation to service our clients and future clients. Organisations such as DXC, JP Morgan Chase, Microsoft and SAP have commenced programs to reach into untapped talent pools
The Temporary Assistance for Needy Families (TANF) Block Grant
Full text link[Excerpt] The Temporary Assistance for Needy Families (TANF) block grant was created in the 1996 welfare reform law (the Personal Responsibility and Work Opportunity Reconciliation Act of 1996, P.L. 104-193). That law was the culmination of a series of legislative changes that altered the rules for providing benefits and services to needy families with children
Communicable Diseases and the Workplace
Full text link[Excerpt] Coming to work when we are sick raises some interesting questions: How contagious are we? Should we stay home? What could be done to prevent disease transmission to others, with its effects on absenteeism, performance, and efficiency, as well as in the interests of public health? Is working from home an option? Shouldn’t the employer provide sick leave or flextime to discourage working when sick? Without sick leave, aren’t people more likely to go to work sick, as well as send sick kids to school? Should an employer sponsor, or even require, vaccinations?
When trying to change policy and attitudes on communicable infectious diseases in the workplace, there is a good business case to be made. Workplaces traditionally plan for a variety of crises – especially infrastructure damage and its recovery – but planning and prevention for diseases seems to get overlooked, despite its very significant cost in both human suffering and dollars. Some diseases that have had a costly impact on businesses include mumps, measles, norovirus, SARS, tuberculosis, and whooping cough
Occupational Stress: Some Background with Ideas for Organizational Change
Full text link[Excerpt] What is stress? Dr. Hans Selye, an early researcher on stress, defined it as “the wear and tear caused by living.” Since it is part of life, we cannot avoid it – at work and in our personal lives. In today’s world, we experience situations and circumstances that are typically not really life-threatening. Or we worry about things that might happen or go wrong, but may never actually occur. Our bodies respond to these situations using our natural survival mechanisms – yet these can be an over-response because they evolved to deal with life-threatening events. In many ways, you could say that we are living in the bodies of our ancestors, but in a very different world. We inherited the adaptive responses that enabled them to survive
Lyme Disease and the Workplace
Full text link{Excerpt] Lyme disease, an infection by the bacterium Borrelia burgdorferi, was named after a Connecticut town where a group of arthritis cases in children appeared in the early 1970s. These bacteria are carried by infected blacklegged ticks and are transmitted to humans through tick bites. While deer feed ticks and spread them around — actually mice infect the majority of ticks carrying Lyme in the Northeast. A mouse might have dozens of ticks covering its ears and face and can infect up to 95% of those ticks. Climate change is part of the surge in Lyme disease cases, but a big factor has been the history of land use in the Northeast. When the area was first settled, early farmers clear-cut nearly all of the forests to plant crops and raise livestock, as well as cutting down trees for commercial use and for firewood. While a lot of forest has come back, today it\u27s broken up by roads, farms, and housing developments. Mice tend to thrive in these fragmented landscapes because their predators -- foxes, hawks, owls -- need big forests to survive