
LGBTQ INFORMATION NETWORK │ RAINBOW OF RESOURCES
DIVERSITY
Avett Brothers: This Land is Your Land
The Love: Joe Biden,
Jennifer Hudson, Black Eyed Peas
Ode to Joy: Socially Distant Orchestra
Lean on Me: Canadian Artists for the World
We
Are the World 2020: Together at Home
Orchestra Musicians
Worldwide: Tribute to Coronavirus Victims
Hope for the Future:
Trumpet Tribute From 14 Countries
You've Got a Friend: Worldwide Cast
Lockdown Waltz: 75 People, 11 Countries, 3
Continents
You'll Never Walk Alone:
Virtual Choir, 15 Countries, 300 People
What World Needs Now

Love Has No Labels
Imagine by Pentatonix
Good
Morning Humanity
Happy People Dancing
Around the World 2008
I Am a Work of Art
What the World Needs Now
Kissing Around the World
United: Playing for Change
Sia: Together
Celebrating the Spirit of the Season
Imagine: World Version
Love is Love: Diversity and Inclusion
What is Family?
UN Free and Equal: Be You
Frozen Movie Soundtrack in 25 Languages
Faces: Can You See Past the Label?
What the World Needs Now is Love Sweet Love
Preschool Twins Fighting Discrimination
Universal Declaration of Human Rights
What Makes You Two Different From Each
Other
Happy: Multicultural Music Video

Celebrating Diversity
"We inhabit a universe that is characterized
by diversity."
-Desmond Tutu
"We are all tied together in a single
garment of destiny. I can never be what I
ought to be until you are allowed to be what
you ought to be."
-Martin Luther King Jr.
"We need diversity of thought in the world
to face the new challenges."
-Tim Berners Lee
"What we have to do is to find a way to celebrate our
diversity and debate our differences without fracturing
our communities."
-Hillary Clinton
"We need to give each other the space to grow, to be
ourselves, to exercise our diversity. We need to give
each other space so that we may both give and receive
such beautiful things as ideas, openness, dignity, joy,
healing, and inclusion."
-Max de Pree
"It is time for parents to teach young people early on
that in diversity there is beauty and there is
strength."
-Maya Angelou

"If we cannot now end our differences, at least we can
help make the world safe for diversity."
-John F. Kennedy
"For as long as the power of America's diversity is
diminished by acts of discrimination and violence
against people just because they are black, Hispanic,
Asian, Jewish, Muslim or gay, we still must overcome."
-Ron Kind
"Tolerance is giving to every other human being every
right that you claim for yourself."
-Robert Green Ingersoll
"Our job is to love others without stopping to inquire
whether or not they are worthy. That is not our business
and, in fact, it's nobody's business. What we are asked
to do is to love, and this love itself will render both
ourselves and our neighbors worthy."
-Thomas Merton
"Tolerance implies no lack of commitment to one's own
beliefs. Rather it condemns the oppression or
persecution of others."
-John F. Kennedy
What is Culture?
Greetings Around the World
Strangers Are Friends You
Haven't Met Yet
Modern Love
Workplace 2020: All Types
of Diversity
Frozen II: International Voices of Elsa
Human Rights Covenants: Social, Cultural, Political
LGBTQ Voices: Learning
From Lived Experiences
One Love:
Playing for Change
Happy People Dancing Around the World
2012
Diversity is Useless Without Inclusivity
UN Free and Equal: Voices for Equality (Seun Kuti)
Black Guy & White Girlfriend in Harlem Barber Shop
What I Be:
Insecurities and Images
LGBTQ Rights: Human Rights Leaders Speak Out

Different Kinds of Families
UN
Human Rights: The Riddle
Imagine: World Version
Best Friends: Beer and
Dialogue
Shy Strangers Kiss Each
Other
What the Struggle for Gay Rights Teaches Us about
Bridging Differences
Lean on Me: Playing for
Change
Kids Around the World:
Being a Boy or Girl
McKinsey & Company:
Diversity and Inclusion
New LGBTQ Workplace Has Arrived
Faces: Can You See Past the Label?
Trends in Diversity and Inclusion
Fans of Love: Love
Has No Labels

Ultimate Wedding
Party
We Are All Different With
a Mutual Goal
Boy Consoles Crying Classmate with Autism on First Day
of School
Diversity Doesn't Stick Without Inclusion
Colorblind Kids Get
Matching Haircuts
UN Free and Equal: Price of Exclusion
Stand By Me: Playing for Change
Heartwarming: Two Toddlers
Accelerated Conversations:
Diversity, Equity, Inclusion
Pick Up Lines Around the World
Maha and Lethicia: Diversity and Inclusion
Geography Class for Racist People
Types of
Diversity
How are we
different from each other? In what ways do we
look, think, and behave differently? What types of
diversity exist in our society? There are many
factors that impact our identity and our world view.
Some diverse characteristics are visible, some are not.
Some features are controllable, some are not. Some are
innate, some are acquired. Some types of diversity
are internal, some types are external.

Internal
diversity is represented by those factors a person is
born into. They are things that are innate, naturally
occurring, and generally unchangeable. These
characteristics are not chosen or controllable.
So, internal diversity relates to things that belong to
or exist within the person.
Race...
Ethnicity... Nationality... Culture...
Sex...
Gender... Sexual Orientation... Gender Identity...
Age...
Physical Ability... Mental Ability
External
diversity is represented by characteristics a person is
not born with. These factors are selected, acquired,
adopted, or developed. These are things that are
changeable or controllable. And they may be
related to things that are the result of outside
influence or control.
Interests... Education... Appearance... Citizenship...
Work Status...
Geographic Location... Family Status...
Spirituality/Religion... Political Affiliation...
Relationship Status... Socioeconomics Status... Place of
Birth... Experiences

New LGBTQ Workplace Has Arrived
Forbes:
Diversity and Inclusion
Diversity is Useless Without Inclusivity
UN Free and Equal: Price of Exclusion
Diversity Journal: Moving From Diversity to Inclusion
Workplace 2020: All Types
of Diversity
Accelerated Conversations:
Diversity, Equity, Inclusion
TED Talk: Inclusion Over Diversity
Trends in Diversity
and Inclusion
How to Create an Inclusive Environment for LGBTQ
Employees
McKinsey & Company:
Diversity and Inclusion
The Concept of
Diversity
The
concept of diversity encompasses acceptance and respect.
It means understanding that each individual is unique,
and recognizing our individual differences. These can be
along the dimensions of race, ethnicity, gender,
gender identity, gender expression, sexual orientation,
socio-economic status, age, physical abilities,
religious beliefs, political beliefs, or other
ideologies. It is the exploration of these differences
in a safe, positive, and nurturing environment. It is
about understanding each other and moving beyond simple
tolerance to embracing and celebrating the
rich dimensions of diversity contained within each
individual.
Defining
Diversity, Equality, and Inclusion
Diversity
In broad terms, diversity is any dimension that can be
used to differentiate groups and people from one
another. It means respect for and appreciation of
differences in race, ethnicity, gender, age, national
origin, disability, sexual orientation, gender identity,
education, and religion. But it’s more than this. We all
bring with us diverse perspectives, work experiences,
life styles and cultures.
Equality
Equality is about ensuring that every individual has
an equal access to opportunities to make the most of
their lives and talents. It means being equal in
status and rights. It is also the belief that no
one should have poorer life chances because of the way
they were born, where they come from, what they believe,
or whether they have a disability. It means ensuring
individuals or groups are not treated differently or
less favorably, on the basis of their specific
characteristics, including race, gender, disability,
religion, sexual orientation, gender identity, and age.
Inclusion
Inclusion is a state of being welcomed,
valued, respected and supported. It’s about focusing on
the needs of every individual and ensuring the right
conditions are in place for each person to achieve his
or her full potential. Inclusion involves respecting
individual differences and capturing the advantages they
provide. Inclusion should be reflected in an
organization’s culture, practices and relationships that
are in place to support a diverse workforce.

"Leaders
have long recognized that a diverse workforce of women,
people of color, and LGBTQ individuals confers a
competitive edge in terms of selling products or
services to diverse end users. Yet a stark gap persists
between recognizing the leadership behaviors that unlock
this capability and actually practicing them. Part of
the problem is that diversity and inclusion
are so often lumped together that they’re assumed to be
the same thing. But that’s just not the case. In the
context of the workplace, diversity equals
representation. Without inclusion, however, the crucial
connections that attract diverse talent, encourage their
participation, foster innovation, and lead to business
growth won’t happen."
-Laura Sherbin & Ripa Rashid, Harvard Business Review
"Over the
past decade, organizations have worked hard to create
diversity within their workforce. Diversity can bring
many organizational benefits, including greater customer
satisfaction, better market position, successful
decision-making, an enhanced ability to reach strategic
goals, improved organizational outcomes, and a stronger
bottom line. However, while many organizations are
better about creating diversity, many have not yet
figured out how to make the environment inclusive—that
is, create an atmosphere in which all people feel valued
and respected and have access to the same opportunities.
That’s a problem. Minority employees want to experience
the same sense of belonging that the majority does to
the group."
-Christine Riordan, Harvard Business Review
“Diversity
is being invited to the party. Inclusion is being asked
to dance.”
-Verna
Myers, Diversity Advocate
Different: Joan Jett and Miley Cyrus
What Makes You Two Different From Each Other
UN
Free and Equal: Be You
LGBTQ: Feeling Different, Feeling Alone
How to Deal With Being Different
Twin Teens: One Black One White Celebrate Differences
I Grew Up Knowing I Was Different: Being LGBTQ
Being the Odd One Out: Survival Tips on Being Different
We
Are All Equal
Workplace 2020: All Types
of Diversity
Same Love: Different Types of Families
Exploring and Celebrating
Differences

Embracing
Difference
People are
not all the same. We don't all look the same, act the
same, have the same abilities, or have the same religion
or values. Some people can walk, see, talk, and hear
easily, while others need help with these things or have
different ways of doing them. In order to deal with
being different you can embrace your distinctive
qualities, build positive social relationships, and cope
healthily.
"If you’re
always trying to be normal, you will never know how
amazing you can be."
-Maya
Angelou
"Freedom means nothing, unless it means the freedom to
be different."
-Marty
Rubin
"Stop hiding what makes you different and learn to
embrace every part of who you are!"
-Amanda
Foust
"He who is authentic assumes the responsibility to be
what he is, and recognizes himself free to be what he
is."
-Jean Paul
Sartre
"To be yourself in a world that is constantly trying to
make you something else is the greatest accomplishment."
-Ralph
Waldo Emerson
"I think the reward for conformity is that everyone
likes you except yourself."
-Rita Mae
Brown
"The person who follows the crowd will usually go no
further than the crowd. The person who walks alone is
likely to find himself in places no one has ever seen."
-Albert
Einstein

Different: Joan Jett and Miley Cyrus
What Makes You Two Different From Each Other
The Good News About Being Different
LGBTQ: Feeling Different, Feeling Alone
How to Deal With Being Different
I Grew Up Knowing I Was Different: Being LGBTQ
Being the Odd One Out: Survival Tips on Being Different
Exploring and Celebrating
Differences
Twin Teens: One Black One White Celebrate Differences
Monica and Nikki: Mexican Indian Wedding
Being Different
We're all
different, but we conform to a norm that honestly
doesn't come naturally to any of us. No one is born with
the abilities to meet the world's expectation of
“normal,” so we spend our days conforming to a checklist
or explaining ourselves over and over in hopes others
will be able to make sense of our differences. But what
if we embraced what makes us different?
Being different helps you make a difference. Your
differences stand out, and the world needs them. New
ideas, perspectives, and actions are required if you
want to positively impact the world! Progress will never
be made if you're just like everyone else. How can YOU
make a difference?

Relationships don't always require having things in
common. Do you feel as though you have to put on an act
to make or keep friends? Maybe you need a reminder that
friendships require much more than having things in
common. In fact, it's said that opposites attract! Your
differences can compliment each other, and you don't
have to worry about being in competition. In some cases,
your differences may positively push each other outside
of your comfort zones! How can you embrace your
differences in your friendships?
You can use your differences to teach other people. What
you try to hide or cover up could be the very thing
another person wants to learn! Instead of making excuses
for your differences, explain and teach others about
them! This will help you connect with others and learn
to love every part of yourself. What could you teach
others about your differences?
Successful people are different people. Individuals who
are successful typically pave their way because of their
differences and willingness to take risks. The
mega-successful don’t play by the rules. They don’t
conform to all of society’s norms. They don’t follow
what everyone else is doing. They do their own things –-
in their own ways. They make decisions that work for
them. They set goals for where they want to go. They
think out of the box firstly because they aren’t
standard issue, and can’t fit into the regular
packaging… but mostly because they like to. How can you
use your differences to earn success?
[Source: Amanda Foust, Daily Positive]

Different: Joan Jett and Miley Cyrus
What Makes You Two Different From Each Other
Workplace 2020: All Types
of Diversity
When You Don't Fit in: The Value of Being Different
The Good News About Being Different
Being LGBTQ: Perceptions of Society
Same Love: Different Types of Families
Reasons to Embrace Being Different
Feeling Different: Dealing With LGBTQ Issues
We
Are All Equal
What I Be:
Insecurities and Images
Exploring and Celebrating
Differences
Love Thy
Neighbor
Thy
Homeless Neighbor
Thy Muslim
Neighbor
Thy Black
Neighbor
Thy Gay
Neighbor
Thy
Hispanic Neighbor
Thy
Liberal Neighbor
Thy Hindu
Neighbor
Thy
Elderly Neighbor
Thy Poor
Neighbor
Thy White
Neighbor
Thy Queer
Neighbor
Thy Urban
Neighbor |
Thy Jewish
Neighbor
Thy Rural
Neighbor
Thy
Christian Neighbor
Thy Asian
Neighbor
Thy
Conservative Neighbor
Thy
Transgender Neighbor
Thy
Wealthy Neighbor
Thy
Atheist Neighbor
Thy
Immigrant Neighbor
Thy
Lesbian Neighbor
Thy
Disabled Neighbor
Thy Arab
Neighbor |

Faces From Around the World
Celebrate Diversity
We
Are America: Love Has No Labels
What the World Needs Now is Love Sweet Love
Colorblind Kids Get
Matching Haircuts
Universal Declaration of Human Rights
No More Trouble
I
Think You’re Beautiful: Social Experiment
Diversity: Differences Are Essential
LGBTQ Human Rights: Why They Matter
Kids Around the World:
Being a Boy or Girl
Happy People Dancing Around the World
2006
Lean on
Me: Playing for Change
Forbes: Diversity and Inclusion
Oddisee: You Grew Up
What the World Needs Now
Blind People Describe Racism

UN Free and Equal: Voices for Equality (Alice Nkom)
Shy Strangers Kiss Each
Other
What the Struggle for Gay Rights Teaches Us about
Bridging Differences
Workplace 2020: All Types
of Diversity
Jeanette and Yaris: Diversity and Inclusion
History of LGBTQ Human Rights
We
Are All Equal
Best Friends: Beer and
Dialogue
New LGBTQ Workplace Has Arrived
Respectability Politics: Can You Be Too Gay?
BBC Big Question:
Has Britain Become Less Tolerant?
Human Rights Covenants: Social, Cultural, Political
Rainbow Riots: Freedom
UN
Free and Equal: Be You
McKinsey & Company:
Diversity and Inclusion
Diversity Resources for the Workplace
Imagine by Pentatonix
One Love:
Playing for Change
Fostering an Inclusive
Environment
"If you dream of a world in which you can put your
partner's picture on your desk, then put her picture on
your desk, and you will live in such a world. And if
you dream of a world in which you can walk down the
street holding your partner's hand, then hold her
hands, and you will live in such a world. If you dream
of a world in which there are more openly gay elected
officials, then run for office, and you will live in
such a world. And if you dream of a world in which you
can take your partner to the office party, even if your
office is the US House of Representatives, then take her
to the party. I do, and now I live in such a world.
Remember, there are two things that keep us oppressed: them and us. We are
one half of the equation."
-Tammy Baldwin, US Senator

"When schools and other institutions seek to convey to
the public that they value diversity, inclusion, and multiculturalism, oftentimes they tend to take a rather
narrow approach. In making genuine efforts to create an
open and affirming environment for all their students or
constituents, they may define diversity in a manner that
is sometimes too limiting. To foster a truly inclusive
environment, schools and institutions must consider a
broader definition of diversity and more
all-encompassing view of multiculturalism. Any diversity
training with broad-based credibility must address a
wide range of minorities and sub cultures that
necessarily includes
race, ethnicity, nationality, gender, age, religion,
politics, and personality. However, any
meaningful discussion of diversity issues should also include
sexual orientation and gender identity and seek to raise
awareness about the concerns of gay, lesbian,
bisexual, transgender, and queer people."
-M Lebeau, LGBTQ Ally, Affirming Counselor
Celebrate Diversity
Stand By Me: Playing for Change
Jide Zeitlin:
Black CEO Talks About Diversity and Inclusion
Proud to Be: Coming Together to Celebrate Identity
Diversity is Useless Without Inclusivity
Faces: Can You See Past the Label?
UN
Free and Equal: It's Time
Multiculturalism Documentary
Forbes:
Diversity and Inclusion
Diversity Journal: Moving From Diversity to Inclusion
Born Free and Equal
Trends in Diversity and Inclusion
Workplace Diversity Trends
Accelerated Conversations:
Diversity, Equity, Inclusion
Imagine: World Version
Love is Love: Diversity and Inclusion
Geography Class for Racist People
History of LGBTQ Human Rights
Kids Around the World:
Being a Boy or Girl
Why Diversity and Inclusion Matter
Cultural Diversity: Stereotypes and Communication
Happy People Dancing Around the World
2016
Diversity and Inclusion: Millennials Have a Different
Definition
How to Create an Inclusive Environment for LGBTQ
Employees
New LGBTQ Workplace Has Arrived
Heartwarming: Two Toddlers
What I Be:
Insecurities and Images
United: Playing for Change
"There's a fear that when you're talking about gays and
lesbians, you're talking about sex. I don't think that's
true. I think you're talking about a community, and
you're talking about people relating to each other, and
not specifically about sex. I don't think talking about
gay and lesbian sex is appropriate for elementary
school. But talking about relationships and different communities and
about bias and discrimination and how it affects
people's lives is appropriate."
-Cora Sangree, School Teacher

"Thousands of gay, lesbian, bisexual and transgender
people are out of the closet in the corporate world
today, including senior executives in Disney, AT&T,
American Airlines, Microsoft, McDonalds, Goldman Sachs,
Clorox and IBM, to name a few, but the majority of us
are still hidden despite promises by our companies that
nothing bad will happen to us if we come out. Toward the
end of 20 diversity training sessions I did for 800
senior managers at a major banking firm, having heard
them all describe the company's working environment as
very welcoming for gay people, I asked them why it was
then that only two people out of the 800 had yet to
identify themselves as gay in an affirming four-hour
program on gay and transgender issues. If it's so safe,
where are they? I asked. They decided maybe it wasn't as
welcoming as they had assumed. Gay and transgender
people who are out of the closet today often report
feeling invisible. They either become the person to whom
every heterosexual turns for information on the gay
community, or, more likely, they are marginalized.
Closeted gay people see how their openly gay colleagues
have become identified more as gay than as team players,
and they decide to continue to expend the extraordinary
energy it takes to hide who they are. This problem can
be solved.
-Brian McNaught, Diversity Trainer

"Diversity
is about differences. Each of us is different. We value
and respect individual differences. We think broadly
about differences including background, education,
gender, ethnicity, nationality, generation, age, working
and thinking styles, religious background, sexual
orientation, ability and technical skills. Inclusiveness
is about leveraging these differences to achieve better
business results. It is about creating an environment
where all of our people feel, and are, valued, where
they are able to bring their differences to work each
day, and where they contribute their personal best in
every encounter."
-Ernst & Young Diversity Report
"Companies
should start from the simple but fundamental
understanding that there are different perspectives,
each of them valuable, and work to explore and identify
the range of barriers holding these individuals back.
Organizations can then formulate plans and programs that
offer options and provide signposts that help women,
LGBTQ people, and people of color find the path that’s
right for where they are in their lives and careers."
-Laura
Sherbin & Ripa Rashid, Harvard Business Review

“Millennials yearn for acceptance of their thoughts and
opinions, but compared to older generations, they feel
it’s unnecessary to downplay their differences in order
to get ahead. Millennials are refusing to check their
identities at the doors of organizations today, and they
strongly believe these characteristics bring value to
the business outcomes and impact.”
-Deloitte Diversity Study
Celebrating Diversity: Photography That Sounds Good
Be My Honey Pie
Colorblind Kids Get
Matching Haircuts
Lean on Me: Playing for
Change
McKinsey & Company:
Diversity and Inclusion
UN Free and Equal: Price of Exclusion
Proud to Play: Celebrating LGBTQ Athletes
Best Friends: Beer and
Dialogue
Imagine by Pentatonix
Sia: Together
Same Love: Different Types of Families
People
React to Being Called Beautiful
Universal Declaration of Human Rights
TED Talk: Inclusion Over Diversity
Kids Around the World:
Being a Boy or Girl
Accelerated Conversations:
Diversity, Equity, Inclusion

Shy Strangers Kiss Each
Other
Forbes:
Diversity and Inclusion
Imagine by Pentatonix
UN Free and Equal: Voices for Equality (Alice Nkom)
People From Around the World
White Toddler and Her Black Doll
We
Are America: Love Has No Labels
Workplace 2020: All Types
of Diversity
Geography Class for Racist People
Stand By Me: Playing for Change
New LGBTQ Workplace Has Arrived
LGBTQ Voices: Learning
From Lived Experiences
We
Are All Equal
United Nations: Universal Declaration of Human Rights
Rainbow Riots: Equal Rights
Wake Up Everybody
Diversity Quotes
"Strength
lies in differences, not in similarities."
-Stephen R. Covey
"Celebrate diversity, practice acceptance and may we all
choose peaceful options to conflict."
-Donzella
Michele Malone
"We are all different, which is great because we are all
unique. Without diversity life would be very boring."
-Catherine Pulsifer
"Diversity in the world is a basic characteristic of
human society, and also the key condition for a lively
and dynamic world as we see today."
-Jinato
Hu

"We have become not a melting pot but a beautiful
mosaic. Different people, different beliefs, different
yearnings, different hopes, different dreams."
-Jimmy Carter
"Diversity is not about how we differ. Diversity is
about embracing one another's uniqueness."
-Ola
Joseph
"Diversity is about all of us, and about us having to
figure out how to walk through this world together."
-Jacqueline Woodson
"Society is unity in diversity."
-George
Herbert Mead
"It is never too late to give up your prejudices."
-Henry
David Thoreau
"I know there is strength in the differences between us.
I know there is comfort, where we overlap."
-Ani
DiFranco
"What the world needs most is openness: Open hearts,
open doors, open eyes, open minds, open ears, open
souls."
-Robert Muller
"No culture can live, if it attempts to be exclusive."
-Mohandas K. Gandhi
"Diversity is the art of thinking independently
together."
-Malcolm Forbes

Diversity in the
LGBTQ Community
African
American/Black
Hispanic/Latinx
Arab/Muslim/Middle East
Asian/Pacific
Indian/Hindu/Sikh
Jewish/Israeli
Native/Two Spirit
Appalachian/Rural
European/International
Key Diversity
and Inclusion Trends
Times have
changed. The growing tension in our society is impacting
the workplace and many workplaces feel the internal
tension growing as they scramble to figure out ways to
address it. Research showed “1 in 4 US employees have
been negatively affected by political talk at work this
election season, with younger workers in particular
experiencing diminished productivity and more stress.”
Employees are demanding their leaders take a political
stance. The boundaries between workplace and political
movements are blurring and employees are urging their
leaders to speak out on key issues impacting them and
their loved ones. According to research, “almost half of
Americans between 18 and 36 years old saying they
believe CEOs have a responsibility to publicly express
their opinion about social issues such as equal pay and
health care.” Another recent research by Edelman
revealed 64% of survey respondents believe CEOs should
take the lead on change rather than waiting for
government to impose it.

Inclusion is now a requirement for being a good manager.
With no signs of political and social movements slowing
down, managers in today’s workforce need to be equipped
to lead diverse teams and build team resilience. We’re
seeing a desperate need to fill the gap that exists in
the traditional manager training approach, where
essential managerial skills don’t include skills to
foster an inclusive work culture for their teams. For
example, managers are being taught to provide “effective
feedback” but are not being educated on how to ensure
their feedback isn’t rooted in bias. In order to get the
buy-in from managers and to make the learning practical,
“D&I” education needs to be tightly woven into the core
business and be seen as a business imperative rather
than a “nice to have.” Remember, great managers are
inclusive managers.
Companies truly committed to D&I are looking to do more
than just check a box. This desire may be stemming from
the pressure building from the employee base as well as
the public. We heard from many companies’ employees and
organizations’ engagement survey results that there is a
lack of “real” commitment to Diversity and Inclusion by
their leaders beyond marketing slogans. This lack of
trust in leadership leads to increased cynicism, which
makes launching successful D&I programs that much more
difficult. Having a one-time 2-hour long Unconscious
Bias Training seems like the most basic box to check
nowadays, but truly committed leaders are wanting to do
more. Unfortunately, according to a nation-wide survey,
57% of US workers said they did not know what actions
their company is taking to address the issue of
discrimination and harassment. An additional 25% did not
believe their companies were taking any action.

There is a clear distinction between diversity and
inclusion. Companies are finally realizing having a
diverse workforce doesn’t in and of itself guarantee
inclusive culture. Without a conscious effort to develop
an inclusive culture, retaining a diverse workforce
becomes nearly impossible.
Companies are struggling to measure and quantify
inclusion. In an effort to build a business case,
leaders are challenged with measuring and quantifying
“inclusion.” Without a proven way to quantify inclusion
and unclear proof of return on investment, some
companies feel gridlocked on how to move forward.
As we look ahead, more pressure will undoubtedly be put
on today’s leaders to do more to make their
organizations inclusive, while providing opportunities
for those passionate about D&I to have a voice. In order
to skillfully navigate the tension that’s building in
and outside of our workplaces, organizations’ leaders
need to pay close attention to identifying true thought
leaders to help guide their journey, and commit to doing
more beyond signing off marketing slogans or memorizing
soundbites.
[Source: Michelle Kim / Awaken / 2017]

PBS First Person Series
Being Queer and Orthodox Jewish
Black Trans Woman's Journey
Asian Trans Person Talks About Gender Dysphoria
Surviving Racism and Cancer as a Queer Black Woman
Queer and Muslim in America
Growing Up Lesbian in Jamaica
Boundless Black Masculinity
Olivia Has Two Moms
Differently Abled and Bisexual
Religion and Sexuality
Practicing Love
for Your Neighbors
See
your neighbors as real people. See them for who they
really are. Look past the obvious, the surface, the
outer shell, and look into their eyes, their hearts, and
their circumstances.
Be humble. Ask for forgiveness and offer forgiveness.
Celebrate and mourn with others. Walk alongside your
neighbors. Put yourself in their shoes. Be empathetic
and compassionate. Rejoice when they rejoice and mourn
when they mourn. Laugh with them and cry with them.
Share in their joy and also share in their pain and
anguish.
Learn and be teachable. Allow your neighbors to
challenge your thinking without taking offense or
becoming bitter. Be open to new ideas and perspectives.
Try to understand someone else's point of view. Accept
constructive criticism. Be informed and knowledgeable.
Ask hard questions of yourself. Examine your thoughts,
behaviors, and beliefs.
Refuse to be judgmental.

Cultural Diversity: Making Music Together
A Place for Everyone
United: Playing for Change
UN
Free and Equal: Be You
We
Are America: Love Has No Labels
Diversity is Useless Without Inclusivity
UN Free and Equal: Price of Exclusion
We
Are All Equal
McKinsey & Company:
Diversity and Inclusion
Different Kinds of Families
Kids Around the World:
Being a Boy or Girl
What the World Needs Now
World Faces

Workplace 2020: All Types
of Diversity
Stand By Me: Playing for Change
Monica and Nikki: Mexican Indian Wedding
UN Human Rights: Something I Believe In
Desmond Tutu: Why We Should Celebrate Differences
Accelerated Conversations:
Diversity, Equity, Inclusion
Shy Strangers Kiss Each
Other
Trends in Diversity and Inclusion
Proud to Love: Celebrating Marriage Equality and LGBTQ
Pride Month
Sia: Together
Colorblind
Kids Get Matching Haircuts
Oddisee: You Grew Up
Forbes:
Diversity and Inclusion
Intimate Portraits of Strangers
Don't Put People in Boxes

Diversity
Training
Human diversity is a normal, natural thing. We teach our
kids that it is alright to be different, but we don’t
tell them how different it is okay to be. Today, the
most common place to study differences of the world is
in the classroom. If children are to grow up prepared to
live in a complex, multicultural society, more issues of
diversity need to be discussed in the classroom. The
issue of sexual orientation has become of great
importance to today’s children. Researchers and social
scientist suggest that 1 to 3 of every 10 students is
either gay or lesbian, or has an immediate family member
who is.
With the an increasingly diverse workforce and consumer
market, and the rise of the gay, lesbian, bisexual and
transgender workforce over the last decade, many
employers struggle to help their established workforce
adapt, and furthermore to bring new staff into the
organization's culture.

In a 2006
Society for Human Resource Management (SHRM) survey, 76
percent of HR professionals indicated that their
organizations provided training on diversity issues.
SHRM broke diversity training into several categories:
anti-discrimination training, diversity awareness
training, cultural awareness training, diversity
management/leadership training, diversity
knowledge/skills-based training, or dimension-specific
workshops.
The Human Rights Campaign (HRC) Foundation's records
show that more than half of the Fortune 500 provide some
form of diversity training that includes sexual
orientation, and most of all the employers that prohibit
discrimination based on gender identity have some form
of related diversity training.

Apart from
having an inclusive equal employment opportunity or
non-discrimination statement, employers need to
communicate these policies to all of their employees.
But, in doing so, many employees will require guidance
with basic information:
Who does this affect? The non-discrimination policy
applies to everyone, including employees, job
applicants, customers and clients.
What are we talking about? What do the terms "sexual
orientation" and "gender identity" mean? How do those
terms apply to everyone?
Why does the business care? Explain the business
rationale. For example, "we want all employees to feel
safe and comfortable so they can be productive." What
laws come into play?
How does this affect us? How should we acknowledge
people who differ from ourselves on these
characteristics?
Preferably, most diversity training is done proactively,
and many employers opt to go into greater depth with
managers. However, employers may find an issue arise
within a particular worksite or workgroup that requires
follow-up.

Diversity is Useless Without Inclusivity
Forbes:
Diversity and Inclusion
New LGBTQ Workplace Has Arrived
Diversity Journal: Moving From Diversity to Inclusion
LGBTQ Voices: Learning
From Lived Experiences
Born Free and Equal
TED Talk: Inclusion Over Diversity
Trends in Diversity and Inclusion
Workplace Diversity Trends
Accelerated Conversations:
Diversity, Equity, Inclusion
Diversity Doesn't Stick Without Inclusion
How to Create an Inclusive Environment for LGBTQ
Employees
We
Are America: Love Has No Labels
Why Diversity and Inclusion Matter
Cultural Diversity: Stereotypes and Communication
Why Diversity
and Inclusion Matter
Employees
report experiencing trust and increased engagement at
work when they both feel included and perceive that
their employer supports diversity practices, such as
recruiting diverse job candidates.
Strong diversity climates are also linked to reduced
instances of interpersonal aggression8 and
discrimination.
In a 2016 study, nearly two-thirds (65%) of employees
felt that respectful treatment of all employees was a
very important factor in their job satisfaction.
When a workforce reflects the racial/ethnic diversity of
its consumer base, employee productivity increases.

Diversity in gender, country of origin, career path, and
industry background are all highly linked to innovation
among managers.
Teams that include different viewpoints or thinking
styles (cognitive diversity) solve problems faster.
In a study on the decision-making behaviors of board
directors, “deep-level diversity” (differences in
background, personality, values) contributed to a higher
degree of creativity.
Employees who feel included report higher levels of
innovation and team citizenship.
Gender-diverse corporate boards are associated with more
effective risk-management practices when investing in
research and development (R&D).
Companies with gender-diverse boards have fewer
instances of controversial business practices such as
fraud, corruption, bribery, and shareholder battles.
Gender-diverse boards are also associated with better
collection and transparent disclosure of stock price
information, as well as fewer financial reporting
mistakes.

Diversity in
Organizations
To ensure the success and
satisfaction of all team members, it is critical to
foster an organizational culture that is increasingly
inclusive and participatory, which values the diverse
ideas, experience and background of every individual,
and empowers an innovative, flexible and resilient team.
To this end, three elements are key: relevancy,
diversity, and inclusion.
--Relevancy is achieved
when all team members are able to establish a personal
connection to the organization and find meaning and
value in the mission of the
organization.
--Diversity represents
the practice of actively incorporating people of
different backgrounds, perspectives, thoughts and
beliefs throughout the organization to ensure that the
overall team is advantaged by the best thinking
possible. Diversity represents the wide range of visible
and invisible differences and similarities that make
each of us unique.
--Inclusion is the practice of intentionally building a
culture that is flexible, that values diverse ideas, and
embraces the meaningful
participation of all.
[Source: National Park
Service, Diversity Training Program]
New LGBTQ Workplace Has Arrived
Sia: Together
Forbes:
Diversity and Inclusion
Diversity is Useless Without Inclusivity
UN Free and Equal: Price of Exclusion
Diversity Journal: Moving From Diversity to Inclusion
Born Free
and Equal
Workplace 2020: All Types
of Diversity
Frozen II: International Voices of Elsa
Accelerated Conversations:
Diversity, Equity, Inclusion
TED Talk: Inclusion Over Diversity
What the World Needs Now is Love Sweet Love
Faces: Can You See Past
the Label?
Stand By Me: Playing for Change
UN Free and Equal: Be You
LGBTQ Rights: Human Rights Leaders Speak Out
Trends in Diversity
and Inclusion
How to Create an Inclusive Environment for LGBTQ
Employees
Respectability Politics: Can You Be Too Gay?

Workplace Diversity Trends
Heartwarming: Two Toddlers
LGBTQ Voices: Learning
From Lived Experiences
BBC Big Question: Has Britain Become Less Tolerant?
Lesbian Wedding Anniversary: Hindu/Muslim India/Pakistan
Diversity Doesn't Stick Without Inclusion
UN Free and Equal: Voices for Equality (Seun Kuti)
Why Diversity and Inclusion Matter
Cultural Diversity: Stereotypes and Communication
What I Be:
Insecurities and Images
Best
Friends: Beer and Dialogue
One Love:
Playing for Change
What the Struggle for Gay Rights Teaches Us about
Bridging Differences
Twin Teens: One Black One White Celebrate Differences
United Nations: Universal Declaration of Human Rights
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