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S P O N S O R E D B Y :
Work/Life
Best practices from corporations that nurture their employees to encourage true talent to grow and stay, including ROIs on the most successful work/life policies
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'Why I Need Domestic-Partner Benefits'
By Mark Lowery
What do companies gain by offering domestic-partner benefits? They retain and recruit valuable employees. Find out why 53 percent of Fortune 500 companies and all of The 2007 DiversityInc Top 50 Companies for Diversity do this. . . . ...more
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Who REALLY Benefits From Work/Life?
By Barbara Frankel
In this Blackberry world, it seems like we are all working 24/7. Is technology actually ruining our lives? To find out the answer to this question and others on the racial/ethnic and gender divides in work/life, we put together a roundtable of corporate leaders and nationally recognized work/life experts. . . . ...more
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Four Strategies to Engage Employees
By Yoji Cole
Read this story from the January/February 2007 issue of DiversityInc Magazine. Catherine Fox was ready to choose her family over her job—and this was not a choice she wanted to make. It was six months after her first daughter was born in 1998. Her baby had colic, suffering from abdominal pain and intestinal swelling. The child cried all night. . . . ...more
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Why Domestic-Partner Benefits Are Good for Your Company
By T.J. DeGroat
Twenty-three years after New York City-based The Village Voice made history as the first U.S. company to offer domestic-partner benefits, about half of the Fortune 500 provide this benefit to their employees. That number has increased dramatically during the past decade, not just because it's fair to employees, but because the benefits help the bottom line. This coverage certainly helps recruit and retain gay, lesbian, bisexual and transgender (GLBT) employees, said Lori Marra, manager of new and interactive multimedia design at Eastman Kodak. . . . ...more
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How to Communicate With Coworkers With Disabilities (Part II)
By Eric L. Hinton
Nancy Starnes, vice president and chief of staff for the National Organization on Disabilities (N.O.D.), believes the etiquette on how people with disabilities interact with their coworkers is set early in the relationship-building process. "Any time there is someone new that is different in some way, there will be discussion," Starnes says. "If that person has a disability, that discussion could be about would this person blend with the team and what will he or she add. Those initial doubts are natural. It can and should be discussed. It's the only way to get beyond what those differences are." But the first question out of your mouth never should focus on the disability. Instead, offers Starnes, take time to get to know your colleague. . . . ...more
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