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
December 2025 Diversity, Equity, Inclusion, Accessibility, and Belonging Calendar Highlights
Universal Human Rights Month
Promotes the protection and advocacy of human rights for all people. Encourages reflection on equality, dignity, and justice while supporting global and local efforts to protect fundamental freedoms.
Spiritual Literacy Month
Encourages learning about the world’s faith traditions to foster interreligious understanding, respect, and inclusion across diverse workplaces and communities.
November 30–December 24 – Advent Season (Christian) marks the beginning of the Christian liturgical year, a time of spiritual preparation and reflection leading up to Christmas, symbolizing anticipation, hope, and renewal.
December 2 - International Day for the Abolition of Slavery commemorates the adoption of measures to end modern slavery and human trafficking, raising awareness of ongoing efforts to protect human rights and dignity.
December 3 – International Day of Persons with Disabilities promotes the rights and well‐being of persons with disabilities, fostering workplace inclusion and accessibility.
December 5 – International Volunteer Day celebrates the contributions of volunteers around the world and encourages civic engagement and service within communities and workplaces.
December 7 – Pearl Harbor Remembrance Day (U.S.) honors the lives lost during the 1941 attack on Pearl Harbor and recognizes the enduring sacrifices of veterans and military families.
December 8 – Bodhi Day (Buddhist) commemorates the enlightenment of Buddha and invites reflection on spiritual awakening and mindful presence.
December 8 – Feast of the Immaculate Conception (Christian, Western) celebrates the belief in the Virgin Mary’s conception free from original sin, observed by many Christian traditions around the world.
December 10 – International Human Rights Day (UN) honors the adoption of the Universal Declaration of Human Rights and reinforces the dignity and equal rights of all people.
December 15-22 – Hanukkah (Jewish), the Festival of Lights, celebrates the rededication of the Second Temple and invites celebration of resilience, faith, and community in the workplace. (Begins at sundown Dec 14, ends at sundown Dec 22.)
December 18 – International Migrants Day recognizes the contributions of migrants and promotes respect for their rights and diversity within workplaces and communities.
December 20 – International Human Solidarity Day highlights the importance of global solidarity and encourages workplaces to build cultures of shared responsibility, unity, and belonging.
December 21 – Winter Solstice/Yule (Pagan and Wiccan) celebrates the winter solstice and the rebirth of the sun, symbolizing renewal, hope, and the return of light.
December 25 – Christmas (Christian) celebrates the birth of Jesus Christ and invites workplaces to honor diverse celebrations of faith, hope, and gathering.
December 26–January 1 – Kwanzaa is a week‐long celebration honoring African heritage, community, and values such as unity and collective responsibility.
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 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.