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 2026 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.
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 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 15 – World Youth Skills Day
Highlights the importance of equipping young people with skills for employment, entrepreneurship, and meaningful participation in the workforce and society.
July 18 – 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 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 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.
Next Steps for Navigating Inclusion & Diversity in a Shifting Legal and Political Landscape
HR professionals are facing new challenges as workplace inclusion efforts are increasingly shaped by political polarization and shifting federal regulations. Executive orders from early 2025 have altered compliance expectations, creating uncertainty for leaders who want to uphold best practices while avoiding legal risk. Employees also hold mixed perceptions of Inclusion and Diversity initiatives, making it harder to build unified cultures of belonging.
To support HR practitioners, ARSHRM recommends the following strategies:
1. Audit and Align for Compliance – Review programs, training, and policies to ensure alignment with federal directives, especially for government contractors.
2. Focus on Culture Over Labels – Center efforts on respect, fairness, and engagement rather than acronyms that may spark controversy.
3. Stay Informed but Steady – Monitor evolving rulings, but don’t dismantle effective programs prematurely.
4. Reframe as a Business Imperative – Link inclusion directly to retention, innovation, and engagement to de-politicize the conversation.
5. Prepare and Document – Anticipate increased scrutiny and maintain clear records of decision-making.
Our Spring 2025 Inclusion and Diversity Virtual Dialogue event, featuring guest speaker Carol Vella who brings over a decade of leadership in talent, retail, marketing, and community engagement, also highlighted the importance of creating safe spaces for open conversation, reinforcing inclusive behaviors, inviting diverse perspectives, ensuring structured hiring practices, and closely collaborating with legal experts.
Thank you for attending the session at the ARSHRM State Conference, October 8–10, where we explored practical strategies to navigate today’s evolving legal and political landscape while fostering truly inclusive workplaces. Here is a summary of the takeaways. DOWNLOAD 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.