Inclusion & Diversity
"The time is always right to do what is right." – Dr. Martin Luther King, Jr.
As Human Resource professionals, we have an important role in creating an environment where inclusion and belonging is valued.
The ARSHRM Inclusion & Diversity program’s purpose is to affirm awareness amongst its affiliated chapters and within the state of Arkansas. We are responsible for monitoring and ensuring the integration of inclusion and belonging in our workplaces. By doing so, we will witness strengthened workplaces, enhanced employee productivity and reduced litigation risks.
Inclusion and diversity are essential for creating thriving workplaces and communities. These principles drive innovation, foster collaboration, and ensure every individual feels valued and empowered.
Per the Society for Human Resource Management
“To celebrate diversity is to appreciate and value individual differences. SHRM strives to be the leader in promoting workplace diversity. Although the term is often used to refer to differences based on ethnicity, gender, age, religion, disability, national origin and sexual orientation, diversity encompasses an infinite range of individuals’ unique characteristics and experiences, including communication styles, physical characteristics such as height and weight, speed of learning and comprehension.”
Inclusion & Diversity News
Dealing with diversity in the workplace means understanding and relating effectively with people who are different from you. The ability for a diverse group of people to build strength and unity through their diversity is the power that propels organizations into new dimensions of performance. Discussions of workplace diversity tend to start with the topics of race, ethnicity, gender, sexual orientation, and disability. Indeed, organizations that want to thrive in the future will need to have employees and managers who are aware of and skilled in dealing with differences along these identity lines.
Another slice of diversity that is not always included in typical diversity discussions, however, is generational diversity. In any large organization, you are bound to find divisions, units, or work teams where five distinct generations are working side by side. Important differences have been identified between these generations in the way they approach work, work/life balance, employee loyalty, authority, and other important issues. For those reasons, an individual’s age is one of the most common predictors of differences in attitudes and behaviors. Different communication styles and work habits can create misunderstandings between coworkers, leading to conflict and disengagement.
These tips will help to create common ground among generations, but organizations are encouraged to develop policies and programs that will help meet each generation’s unique needs and expectations.
Communicate appropriately, gearing messages for generational preferences. Create programs that encourage generations to work together and to share knowledge. Build diverse teams of all ages, genders, and cultures. These teams will learn to value and trust each other. Encourage leaders at all levels to be flexible in their management styles. Some generations want hands-off leaders, others want a more involved management style.
Articles: A collection of articles on diversity and inclusion topics from leading business publications such as Harvard Business Review, Forbes, and Fast Company.
How to manage a multigeneration workforce
Communicating with a multigenerational workforce
Inclusion & Diversity Update
July 2025 Diversity, Equity, Inclusion, Accessibility, and Belonging Calendar Highlights
Disability Pride Month
Celebrates the achievements, contributions, and identities of people with disabilities. This month challenges societal stigma and promotes visibility, dignity, and the value of inclusivity in both the workplace and society.
BIPOC Mental Health Month
Formerly known as National Minority Mental Health Awareness Month, this observance highlights the unique mental health challenges faced by Black, Indigenous, and People of Color. It calls for systemic change and equitable access to mental health care.
French American Heritage Month
Recognizes the historical and cultural contributions of French Americans. From art and architecture to language and cuisine, this month celebrates the deep French influence on the United States’ development and diversity.
Bereaved Parents Awareness Month
Raises awareness of the grief experienced by parents who have lost a child. Employers can show sensitivity around this topic and consider supporting employees through compassionate leave policies and mental health resources.
July 4 – U.S. Independence Day
Marks the adoption of the Declaration of Independence in 1776, celebrating the founding of the United States and the principles of liberty and self-governance.
July 5 – Ashura (Islamic)
Observed by many Muslims, especially within the Shia tradition, Ashura commemorates the martyrdom of Husayn ibn Ali at the Battle of Karbala and symbolizes the struggle against injustice.
July 9 – Martyrdom of the Bab (Baha’i)
Commemorates the execution of the Báb, the forerunner of the Bahá'í Faith, in 1850. The day is observed with reflection, prayer, and remembrance.
July 14 – International Non-Binary People’s Day
Raises visibility and awareness of individuals whose gender identity does not fit within the traditional binary of male or female. It’s a day to promote acceptance and support for gender diversity.
July 18 – UN: Nelson Mandela International Day (UN)
Honors Nelson Mandela’s legacy of peace, justice, and human rights. People are encouraged to spend 67 minutes volunteering or contributing to community service, symbolizing the 67 years Mandela devoted to social justice.
July 23 – Birthday of Haile Selassie (Rastafarian)
Celebrated within the Rastafarian community, this day marks the birth of the former Ethiopian emperor, regarded as a divine figure by followers.
July 24 – International Self Care Day
Encourages people to prioritize their physical, mental, and emotional health. A great opportunity to promote your organization’s EAP, share self-care tips, or offer a guided meditation or wellness break.
July 24 – Pioneer Day (Church of Jesus Christ of Latter-day Saints)
Commemorates the arrival of the first Mormon pioneers in the Salt Lake Valley in 1847. It's a day of remembrance and celebration of resilience and faith.
July 26 – Americans with Disabilities Act (ADA) Anniversary
Commemorates the signing of the ADA in 1990, a landmark law that prohibits discrimination based on disability. This anniversary is a powerful moment to reflect on progress and reaffirm commitments to accessibility and equal opportunity.
July 30 - International Day of Friendship (UN)
Promotes friendship across cultures, countries, and communities. It’s an opportunity to foster respect, empathy, and collaboration—values essential to a diverse and inclusive workplace.
May was Asian American, Native Hawaiian, and Pacific Islander (AANHPI) Heritage Month.
This month we would like to spotlight Nasia Lor, a Hmong American Northwest Arkansas HR professional with a decade of experience in HR project management, change management, and user experience. Nasia earned her Bachelor’s and Master’s degrees in Human Resource and Workforce Development from the University of Arkansas in 2023.
ARSHRM Diversity Director Rachel Jessen spoke with Nasia to hear her insights on the intersection of her experiences as a Hmong American and her role as an HR practitioner in Northwest Arkansas.
Rachel – Nasia, can you share any unique insights about how your heritage and cultural values help you succeed and thrive in your work?
Nasia - As a Hmong American and the first in my family to be born in the United States, my journey has been shaped by resilience, determination, and a commitment to problem-solving. Growing up as the child of immigrant parents, I quickly became the bridge between my family and the world, and I navigated language and literacy barriers to help my parents and siblings access opportunities and resources.
From an early age, I built relationships through trust, and learned to communicate effectively with educators, professionals, and community members. These ended up being skills that helped me cultivate a collaborative work style. In translating not just words but also cultural expectations and complex systems, I developed an ability to think critically, adapt to challenges, and find solutions in high-pressure situations.
Exposure to different cultural norms has strengthened my ability to navigate diverse environments with empathy and understanding. My background has instilled in me a strong work ethic, a deep sense of responsibility, and an appreciation for the power of perseverance. Whether in professional settings or personal endeavors, I try to approach every challenge with the same determination.
Rachel – What inspired you to choose a career in Human Resources?
Nasia - HR allows me to continue the work I have done my entire life. I love building relationships, including others’ voices and opinions, and I always want to make sure that people feel seen and supported. Just as I once helped my family overcome language and literacy barriers, I am now always looking for ways to bridge the gap between employees and leadership and to help create a workplace environment where everyone as an individual can thrive.
I realized that I am really passionate about strengthening workplace culture, advocating for employee well-being, and fostering professional growth. I enjoy thinking critically about how to approach complicated situations and always find myself collaborating across diverse backgrounds. I also saw that being able to approach challenges with empathy helps me make meaningful contributions wherever I go. I really feel that HR is not just about policies but also about people, and I love making a positive impact through my work.
Rachel – What unique challenges have you faced as an Asian American HR professional in Arkansas?
Nasia – Up to this point in my career, thankfully I have not experienced any particularly unique challenges. However, as Hmong American and a first-generation professional, I do fear that bias in hiring, leadership stereotypes, and underrepresentation in HR may impact my career growth.
But I do know that my resilience, problem-solving, and advocacy skills have shaped me into a strong communicator and leader. I always aim to act with confidence and seek mentorship with the right leaders. I aim to break stereotypes and pave the way for future Asian American HR leaders who deserve a voice at the table.
Rachel – What holidays do you observe that are meaningful to you and when do they occur?
Nasia - The most meaningful holiday to me is the time of the Hmong New Year celebrations, which occur from October to January in various Hmong communities across the nation, including Minnesota, California, Michigan, and Wisconsin in particular. The state of Arkansas has larger Hmong American communities in areas like Gentry in Benton County and Fort Smith in Sebastian County. Celebrating Hmong New Year gives me the opportunity to dress in traditional clothing and celebrate my culture. 
Rachel – What can you share with Arkansas HR professionals that would love to know more about how to support employees of Asian American, Native Hawaiian, and Pacific Islander heritage?
Nasia – I would encourage HR professionals to look for ways they can acknowledge and celebrate their employees’ cultural differences and recognize all strengths of an individual. This could be as simple as inviting employees to share personal stories or cultural traditions or reviewing policies to ensure they’re inclusive of diverse backgrounds and values. Encouraging open dialogue and partnering with AANHPI community organizations are also great ways to show genuine support and build a stronger, more inclusive culture.
We are grateful to Nasia for sharing her insights with us this month! You can connect with Nasia on LinkedIn here.
Final Thoughts
A great way for an employer to show support for any one of these celebrations is to partner with a local nonprofit or community event and give your employees an opportunity to volunteer and represent your company. Community service is a fun way to give back while team building and keeping the employees engaged.
Find more Diversity and Inclusion resources here.
Quick Resources
A leading diversity and inclusion membership organization that provides research, tools, and resources to help organizations create inclusive workplaces.
An organization that promotes diversity and inclusion in the workplace through training, certification, and research.
A comprehensive resource hub from the U.S. Chamber of Commerce Foundation that includes research, case studies, and best practices for creating a more inclusive workplace.
A selection of online courses on diversity and inclusion topics from providers such as LinkedIn Learning, Udemy, and Coursera.