What the World Needs Now is Love Sweet Love
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
Happy People Dancing Around the World
2006
Lean on
Me: Playing for Change
Oddisee: You Grew Up
What the World Needs Now
Blind People Describe Racism
UN Free and Equal: Voices for Equality (Alice Nkom)
What the Struggle for Gay Rights Teaches Us about
Bridging Differences
Jeanette and Yaris: Diversity and Inclusion
History of LGBTQ Human Rights
We
Are All Equal
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
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
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
Diversity Journal: Moving From Diversity to Inclusion
Born Free and Equal
Trends in Diversity and Inclusion
Workplace Diversity Trends
Imagine: World Version
Love is Love: Diversity and Inclusion
Geography Class for Racist People
History of LGBTQ Human Rights
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
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
Lean on Me: Playing for
Change
UN Free and Equal: Price of Exclusion
Proud to Play: Celebrating LGBTQ Athletes
Imagine by Pentatonix
Sia: Together
Same Love: Different Types of Families
People
React to Being Called Beautiful
Universal Declaration of Human Rights
Disney Songs Sung in Their Native Language
TED Talk: Inclusion Over Diversity
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
Geography Class for Racist People
Stand By Me: Playing for Change
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
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
Different Kinds of Families
What the World Needs Now
World Faces
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
Trends in Diversity and Inclusion
Proud to Love: Celebrating Marriage Equality and LGBTQ
Pride Month
Sia: Together
Oddisee: You Grew Up
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
Diversity Journal: Moving From Diversity to Inclusion
Born Free and Equal
TED Talk: Inclusion Over Diversity
Trends in Diversity and Inclusion
Workplace Diversity Trends
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]
Sia: Together
Diversity is Useless Without Inclusivity
UN Free and Equal: Price of Exclusion
Diversity Journal: Moving From Diversity to Inclusion
Born Free and Equal
Frozen II: International Voices of Elsa
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
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
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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