Category: PDJ

The term diversity often refers to one’s race, religion, or gender. The Air Force Academy has made great strides over the past decade to ensure that…

While many of us have made arguments that diversity and inclusion enhance business outcomes, the direct connection has most often been omitted.

Amidst the shrinking budgets, workforce reductions and other adverse impacts of the recession, the halls of corporate America echo again the decades-old question of whether America can afford to continue diversity and inclusion (D&I) initiatives.

I was very interested to learn that in a recent news conference in Washington D.C., the U.S. Department of Labor (DOL) shared a new proposal requiring that persons with disabilities have at least seven percent of jobs with federal contractors and subcontractors.

Innovation… adaptability… learning agility… These skills and abilities are required for success in a global economy. So why does the pipeline often come up short on the talent we so desperately need?

I’ll begin by overstating the obvious: the world is changing around us at an exponential pace. Information moves at the speed of light and often, becomes outdated by the time it is fully socialized.

The first step in building a diverse and inclusive workforce is to ensure diverse pipelines of candidates in the recruitment process.

One of the most rewarding parts of my job is having the opportunity to interact with so many different kinds of people every day.

As a Director in a midsize regional law firm, I have noticed that many corporations, including Sara Lee and Wal-Mart, now wield their considerable leverage to encourage firms to adopt policies centered around greater diversity.

Many still use the term “diversity internship” or “minority internship” when referring to the programs targeting high talent from underrepresented ethnic groups at colleges or universities.