Category Archives: Inclusion

Diversity and Inclusion

Religious Diversity Kit – by Deborah Levine

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”. 

How Employers Support New Hires with Disabilities -by Julie Morris

Building Opportunity

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.

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Legacy Museum and the Institution of Slavery – by Terry Howard

Let this sink in before you move on!

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

DEI Is Not an American Experiment – by Effenus Henderson

It’s a Global Imperative

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.

  • Start with why. DEI fails when it is a public relations veneer. It succeeds when rooted in purpose, values, and empathy.
  • Don’t chase consensus. Lead with conviction. As Adamska-Woźniak said, “Every DEI initiative seems like an act of courage.” That is precisely the point.
  • Globalize your lens. The world is not waiting for the U.S. to figure itself out. DEI is already thriving in cultures that see it as essential to their future.

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

Building Belonging at the Intersections of Identity and Leadership – by Khris Baizen

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.

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Fathers and Mothers Day When They’re Gone – by Deborah Levine

Fathers and Mothers Days are great American traditions, but I’m not sure I like them. Unhappily, I have a really big problem with these days because I don’t have the goods. My mother and grandmother who were such loving figures in my life are gone. My father, who I take after in so many ways, is gone, too. I’m feeling a bit sorry for myself.  My children live far away but will no doubt call or send a card. I’m grateful for their love but I would really like to call my own parents. Just knowing they were around made life balanced and feel more secure.

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Renewing Diversity No. 7: A Sliver of Bone – by Carlos Cortés 

“Do you have any religious or ethical reservations about what kind of bone we put in your mouth?”  That question both startled and pleased me.  As I answered with a simple “no,” I broke into a broad smile.

Some context.  My young periodondist was in the midst of trying to save my 90-year-old mouthful of teeth from the ravages of aging.  To do so she was giving them a thorough laser treatment and selectively rebuilding my dental structure through new bone.   

Continue reading Renewing Diversity No. 7: A Sliver of Bone – by Carlos Cortés 

Enjoy sacred times with respect and joy – by Deborah Levine

Originally published in The Chattanooga Times Free Press

As we approach this year’s holy days, we know that faith can be a source of great inspiration. We also know that religions can also generate the most divisive forces on the face of the planet. There are wars fought in the name of religion, as the Middle East demonstrates and many people prefer to be in the unaffiliated or atheist categories rather than be associated with organized religion. But diverse religions are part of the world reality and regardless of your faith or non-faith, ignorance of religions and religious traditions doesn’t help anything. Religious literacy is a must-have when you encounter and/or work with diverse religions whether they are fellow employees, friends, markets, or communities. Yes, it’s a bumpy road, but well worth traveling.

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Guide for People with Disabilities Entering Politics – by Rose Joneson

Running on Your Terms

Making the decision to run for office when you live with a disability is not just a bold act of civic engagement—it’s a powerful challenge to the status quo. Politics still doesn’t fully reflect the diversity of lived experiences across the country, and that includes disability. When you decide to throw your hat in the ring, you’re not just advocating for your ideas—you’re advocating for representation itself. But to do this effectively, you’ll need a strategy built around your strengths, needs, values, and vision.

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Prof. Anita Hill: Significance of Seat-taking – by Terry Howard

“Are you a scorned woman?” 

That was the “brilliant” question asked to Prof. Anita Hill by Senator Howell Heflin, a member of the Senate Judiciary Committee during the 1991 confirmation hearing (comprised entirely of graying white men) there to determine the fitness of Clarence Thomas for a seat on the U. S. Supreme Court.

After a three second – “are you kidding me” – pause and throat clearing, the good professor calmly answered, “no I’m not senator!”

Now let’s fast forward 35 years later to a recent Sunday night when Prof. Hill sat stoically across the desk from her interviewer, CNN’s Jake Tapper, to recap the experience and her life since then. On full display during that interview was the sempiternal nature of her professional demeanor that’s seemingly unchanged by time, a steadiness Prof. Hill exhibited during eight hours of blistering grilling by senators, some of whom had questionable backgrounds with respect to their treatment of women. Her poise and unflappability during her interview were textbook. 

Continue reading Prof. Anita Hill: Significance of Seat-taking – by Terry Howard