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The 11th Circuit’s Odd LGBT Discrimination Decision

The 11th Circuit Court of Appeals, in Evans v. Georgia Regional Hosp. [pdf], recently held that Title VII does not protect sexual-orientation discrimination per se, and that to sufficiently plead such a cause of action under Title VII, one must…

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What’s the Plan on Succession Planning?

I have three interrelated questions on succession planning. Our 300-person company is coming late to the succession-management game and needs to know the best way to ramp things up quickly. Should we start at the top with our executives, or is it more important to work from the ground up, beginning with key non-executive leadership slots? And how much analysis of our regional talent market should be included in our in-house assessments? As a small company we don't really have a formal board of directors to guide our process. Is that the first thing we should do? —Unsuccessful Succession, co-founder, services business, Amherst, Massachusetts

How Do We Put Logic Behind Talent Management?

Is there any logical grouping or hierarchical order to the factors that impact talent management? For example, gaps include: A) imprecise career paths, B) engagement, C) skills development, D) subjective performance assessments, etc. Are there rules about which is foundational and which is built on the foundation? —More than Theory, training and development leader, telecommunications, Quebec

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