Inclusion is an outcome to ensure those that are diverse actually feel and/or are welcomed. Inclusion outcomes are met when you, your institution, and your program are truly inviting to all.
Diversity Wins: How Inclusion Matters
The most diverse companies are now more likely than ever to outperform less diverse peers on profitability.
Diversity and Inclusion Efforts that Really Work
A Stanford and Harvard professor convened a symposium on what’s actually working to improve diversity and inclusion in organizational life.
NH Workplace Racial Equity Learning Challenge
An excellent introductory virtual training for employers and employees to consider issues of racial equity. If you are not sure where to start; start here.
On the World We Know and the World We Want to See (Video)
Tricia Rose of Brown University with an introduction to systemic racism and other racial equity topics.
Racial Equity Tools
We offer tools, research, tips, curricula, and ideas for people who want to increase their own understanding and to help those working for racial justice at every level – in systems, organizations, communities, and the culture at large.
Organization Assessment for Racial Equity
How is your organization doing in its work to advance racial equity?...This assessment will take less than 5 minutes of your time!
Learnings from B-Corps Fighting Racism
This article contains examples of practices from Certified B Corporations taking action against racism.
Expanding Equity: Advancing Racial Equity in Business
Expanding Equity is a transformational program for advancing racial equity in your company. It offers the tools, knowledge and human-centered approaches for cultivating a workplace that attracts, develops, retains and promotes diverse talent – delivering benefits for both your employees and your bottom line. There is no fee to participate.
A CEO Blueprint for Racial Equity
This article presents an invitation and roadmap to help companies understand and address the intended and unintended consequences of all their products, policies, and practices on people of color, and by extension, our economy and democracy.
Women in the Workplace Report 2020
In a year marked by crisis and uncertainty, corporate America is at a crossroads. The choices companies make today will have consequences on gender equality for decades to come.
Empowering Women at Work
Company policies and practices for gender equality.
Resources for Women in the Skilled Trades
Women in skilled trades are in demand as an untapped resource for skilled workers in trade jobs, as there is a predicted shortage of the labor force and an anticipated growth in job opportunity.
13 Ideas to Promote Female Equality in the Workplace
13 coaches from Forbes Coaches Council offer more tangible solutions to promote female equality in the workplace.
Dealing with Sexual Harassment
Advice, information, and support for harassment survivors and for anyone who wants to help.
Supporting Nursing Moms At Work
Recommendations from the U.S. Office on Women's Health.
LGBTQ Inclusion in the Workplace: Updating Policies and Training
Many employers already have policies and practices in place that are inclusive of lesbian, gay, bisexual, transgender and queer workers, and now is a good time to review those programs.
Become an advocate for change in your workplace. Here are five actions you can take to help your organization become a gender-inclusive environment where everyone can thrive.
Six Pronoun Practices to Build Trans-Affirming Workplaces
There are many components of creating a workplace that is affirming of transgender and non-binary people, but one of the most important pieces comes down to a few small words...
FAQ: Answers to Common Questions about Transgender Workplace Rights
Advice from Lamdba Legal
Out & Equal: Toolkits & Guides
Disability Fundamentals Training for Managers
Disability Fundamentals for Managers is a free, open-source, 30-minute interactive training that helps managers learn about disability awareness, etiquette, disclosures and accommodations, and holding accessible meetings and events.
Information from the U.S. Equal Employment Opportunity Commission.
Disabilities in the Workplace: The Working Mother Report (PDF)
What’s working and not working in terms of getting people with disabilities hired, accommodated (if necessary), developed and promoted—and what work remains to be done.
How to Create A Disability-Friendly Workplace
There are two key components that go into creating an inclusive workplace: the physical space and the company environment.
Promoting diversity and inclusion through workplace adjustments: A practical guide
This guide aims to explain the concept of reasonable adjustments (“reasonable accommodation”) and provide practical step-by-step guidance on how and when these should be provided in the workplace.
Employers Embracing Employees with Disabilities
Additional resources from RespectAbility.
Deafness & Hearing Loss in the Workplace (Video)
Inclusion, Accommodations & Etiquette. Hiring Deaf and hard of hearing employees adds valuable skills and knowledge to your workplace. Ensuring that your new employees are fully included in your office culture is a learning process.
Neurodiversity in the Workplace: Benefits & Accommodations
The various aspects of the recruitment process, from job descriptions to interviewing, can pose concerns along the way that can deter neurodiverse candidates from pursuing a position.
Autism @ Work Playbook
Finding talent and creating meaningful employment opportunities for people with autism.
What is Intersectionality? (Video)
Kimberlé Crenshaw, professor at UCLA School of Law and Columbia Law School, talks about intersectional theory, the study of how overlapping or intersecting social identities—and particularly minority identities—relate to systems and structures of discrimination.
Inclusive Hiring Practices
Simply hiring "different" people will not help you achieve your organization’s goals. It is imperative that the hiring plan for the organization incorporate tools that diversity the pool of candidates in a way that brings about meaningful outcomes for the organization and its mission.
Meaningful Metrics for Diversity and Inclusion
Without clear and robust measures to track diversity and inclusion efforts and outcomes, a tendency to revert to habitual and ingrained thinking and behavioural patterns limits the returns from an organisation’s investment.
Implicit Association Test
The IAT measures attitudes and beliefs that people may be unwilling or unable to report. The IAT may be especially interesting if it shows that you have an implicit attitude that you did not know about.