Diversity and Inclusion
In case you didn’t know, September 12 is the start of HHM (Hispanic Heritage Month). And I’ll be completely honest with you, readers – I missed writing something uniquely significant and celebratory about HHM and other heritage months over the past few years. To be clear, I’m not Hispanic by birth, although that doesn’t matter, nevertheless I still regret missing that annual opportunity.
Continue reading Mr. and Mrs. President, tear down those border walls – by Terry Howard
For nearly a year I’ve been going through an out-of-body experience. It was launched by a simple request that has turned into a not-so-simple journey. Here’s what happened.
In the fall of 2024, Steven Mandeville-Gamble, Director of the University of California, Riverside, Library, asked me to donate my professional papers to the library’s Special Collections. Feeling quite honored, I agreed. Since then I have been preparing my papers for delivery. This has involved months of wading through file cabinets, bookcases, and stacks of boxes crammed with books, articles, correspondence, course notes, past public lectures, workshop outlines, video and audio tapes, and published and unpublished manuscripts.
Continue reading Renewing Diversity Part 9: Rediscovering My Professional Journey – by Carlos Cortés
Cross-dressing has a Different Meaning at a Different Place in a Different Time
In recent years, with more and more social acceptance of multiple variations of gender identity, cross-dressing has become an empowering tool for transgendered individuals who are out, proud, and loud to assert their gender identity. Notwithstanding, we have to be cognizant of the fact that cross-dressing validates the practice of the binary system of gender. We also have to remind ourselves that the binary system of gender is a social construct and that it is built on a medical model using the binary system of sex. More importantly, cross-dressing carries a different meaning at a different place in a different time. Here, I will describe three specific examples of females cross-dress as males.
Continue reading Survival Matters: Cross-dressing – by Julia Wai-Yin So
BREAKING NEWS: Recent Department of Labor statistics show that nationwide, Black women lost 319,000 public and private sector jobs from February to July this year compared to 142,000 and 176,000 increases, respectively, by white and Hispanic women. White men saw an increase of 360,000 over that same period of time.
Now that I got your attention, denial, urge to fact check me or fire off a letter to the editor look, just chill out as we turn our attention to all those unqualified “DEI Hires” we’ve been hearing about. If you believe the pundits, those “DEI Hires” have infiltrated every organization, taken over our nation and taken our jobs, that is except the thousands of (“DEI Hires”?) who, out of fear of deportation, have abandoned the backbreaking jobs picking fruit and vegetables in California, mopping floors in hospitals and putting in long hours in restaurants and on construction sites leaving their employers desperate for new workers.
Okay readers, let’s peel back the onion on the who and why behind all the “DEI Hire” shenanigans, shall we?
Continue reading Confessions of an unashamed DEI Hire – by Terry Howard
I begin this piece with a test on your ability to immediately recognize the names of the following five prominent Black women in the United States. Any luck?
Lisa Cook, Federal Reserve Board member
Latitia James Attorney General, New York
Ketanji Brown-Jackson, U.S. Supreme Court Justice
Stacey Abrams, former Georgia State Representative
Jasmine Crockett, Texas State Representative
Continue reading The Realities of Dark-Skinned Black Women – by Terry Howard
Religion plays a major role in our increasingly divisive world and expertise is needed if we are to achieve inclusive, productive and collaborative dialogue. The lack of expertise across a variety of communities and organizations is reflected in the tendency to not get involved. The resulting silence may only intensify religious conflicts and add to a paralyzing sense of being overwhelmed.
The ADR Religious Diversity Kit provides articles, books, and podcasts for leaders who deal with diverse communities, employees, and clients. It’s designed to empower Religious Competency and lead to collaboration in our current environment that often demonizes “The Other”.
You might think hiring’s just about resumes and references, but that’s a short-sighted view. Especially when it comes to hiring people with disabilities, the structure around the job can be just as important as the job itself. Too many employers still fumble when it comes to building inclusive environments that actually work. Not performative stuff—real supports, thoughtful incentives, and systems that don’t condescend. You’re hiring talent, not checking a box. So let’s get into what real support looks like when you’re serious about building a team that reflects the full spectrum of human potential.
Continue reading How Employers Support New Hires with Disabilities -by Julie Morris
Call me stuck in stereotypes, a time warp, “la la” land or whatever, but when I peered out the windshield at the sign “Welcome to Montgomery,” well the truth is that my racial anxieties set in, emotions no different than those when we first approached the Edmund Pettus Bridge crossing into Selma a few years ago. My knowledge of history and caution kicked in so I decided to make sure we adhered to local speed limits.
Okay, to be honest, when I think about Montgomery, Alabama, I think about Rosa Park and her refusal to take a back seat on a bus that led to a yearlong boycott and the rise into preeminence of its chief architect, Dr. Martin Luther King, Jr. I thought about Governor George Wallace’s “segregation now, segregation forever” failed promise. Now all that doesn’t make me delusional; no, it makes me wary.
So, with that as an entre, this narrative is about our recent visit to the Legacy Museum in Montgomery and the nearby Freedom Monument Sculpture Park and National Museum of Peace and Justice.
Continue reading Legacy Museum and the Institution of Slavery – by Terry Howard
The current assault on Diversity, Equity, and Inclusion (DEI) within the United States may dominate headlines, but it doesn’t define the future of inclusive leadership. DEI is not a political liability—it is a strategic necessity. And critically, it is not a uniquely American construct. As one of the architects of ISO 30415:2021 – Human Resource Management: Diversity and Inclusion, I can say with certainty: DEI is a global standard. Literally.
While U.S. politicians fan the flames of culture wars, the rest of the world continues to build more inclusive, adaptive, and resilient institutions. As Paul Klein’s recent piece in Forbes rightly underscores, companies in Europe, Asia, and beyond are doubling down on DEI—not abandoning it. The reason is simple: forward-thinking leaders across borders recognize that equity and inclusion are not just moral positions—they are business imperatives.
From U.S. Retrenchment to Global Resolve
Even as U.S. companies like Booz Allen react to Trump-era directives by gutting DEI programs, international firms such as L’Oréal, BMW, and Tech Mahindra remain steadfast. Their leaders understand what American politicians have willfully ignored: exclusion is expensive. In contrast, inclusion powers innovation, loyalty, market agility, and long-term value creation.
The backlash against DEI in the U.S. has sparked diplomatic pushback abroad. Nancy Levine Stearns points to European governments that swiftly rejected U.S. embassy efforts to discourage DEI programming. This echoes a powerful truth: you cannot export fear where justice is already taking root.
ISO 30415: Proof That the World Sees the Bigger Picture
The creation of ISO 30415:2021 marked a watershed moment: DEI principles are now embedded in the global business fabric. Developed by a multinational working group, the standard provides a consistent, practical framework for embedding diversity and inclusion into organizational governance, leadership, strategy, operations, and relationships.
It was not developed to appease regulators or activists. It emerged from a consensus among global business, labor, and human rights leaders that inclusion enhances performance, safety, innovation, and sustainability. It recognizes that DEI is not about guilt or grievance—it’s about balance, access, and unleashing full human potential.
A Shift in Narrative: From Compliance to Commitment
As the Forbes essay notes, leaders in Poland, Finland, and India are reimagining DEI through locally resonant language. They are shifting from performative checklists to strategic, values-driven engagement. They speak of belonging, barrier removal, and innovation, not just diversity quotas.
Their lesson to U.S. companies? Reframe. Reground. Recommit.
The Real Threat Isn’t DEI—It’s American Exceptionalism
The danger in today’s U.S. DEI retreat lies not in its impact on the world, but in America’s self-imposed irrelevance. While some U.S. firms flinch, the global economy continues to evolve—faster, more diverse, and more interconnected. Companies unwilling to embrace equity and belonging will find themselves unable to recruit top global talent, reach emerging markets, or sustain innovation pipelines.
The dismantling of DEI in the U.S. is not a triumph of pragmatism—it’s a failure of imagination.
Conclusion: This Is Our Leadership Moment
As a global DEI standard-setter and practitioner, I’ve seen what’s possible when inclusion is treated not as a concession but as a catalyst. Let this be a call to action: to global companies with U.S. operations, to courageous leaders inside embattled institutions, and to DEI advocates feeling weary and isolated.
We are not alone. We are not losing. We are part of a larger, global movement.
And the world is watching. Let us rise to meet this moment with clarity, commitment, and courage.
Photo by Kyle Glenn on Unsplash
As industries evolve to meet the needs of a changing workforce, the value of diverse leadership has never been more clear. This is especially true during Asian American Native Hawaiian & Pacific Islander (AANHPI) Heritage Month, which invites us to examine the intersection of identity and leadership. In navigating cultural expectations, neurodiversity, and generational shifts, leaders today are called not just to manage teams—but to create spaces where people feel they truly belong.
