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
August 2026 Diversity, Equity, Inclusion, Accessibility, and Belonging Calendar Highlights
National Civility Month
National Civility Month encourages us to engage with others respectfully, even in moments of disagreement. It's a reminder that empathy, kindness, and active listening are essential components of both workplace and societal harmony.
Intersectionality Awareness Month
Intersectionality refers to how different aspects of a person's identity such as race, gender, sexuality, disability, and more intersect and shape their unique experiences with privilege and discrimination. This month highlights the importance of recognizing and respecting these overlapping identities to foster a more inclusive and equitable environment for all.
Black Business Month
Established in 2004, this month celebrates the achievements and economic contributions of Black-owned businesses in the United States. It also aims to raise awareness about the systemic barriers Black entrepreneurs face and promote support for equity in business ownership and access to resources.
National Immunization Awareness Month
Highlights the importance of vaccination for people of all ages. It serves as a reminder that vaccines protect against serious and potentially deadly diseases, and that staying up to date on recommended immunizations is a key part of maintaining public health. HR practitioners can use this month to share trusted resources, promote wellness initiatives, and encourage preventive care among employees.
August 1 – Lughnasadh (Pagan and Wiccan)
Lughnasadh marks the beginning of the harvest season and is a time of giving thanks, feasting, and community gathering in many Pagan and Wiccan traditions.
August 9 – International Day of the World’s Indigenous People
This day celebrates the rich cultures, histories, and contributions of Indigenous peoples around the world, while also raising awareness of the challenges they face in preserving their rights and traditions.
August 12 – International Youth Day
A United Nations observance that highlights the role of young people in shaping a better future. It promotes youth engagement in civic and social causes and amplifies the voices of young leaders.
August 15 – Feast of the Assumption (Roman Catholic)
A major Catholic feast day commemorating the belief that the Virgin Mary was assumed body and soul into heaven. It's a day of reverence and celebration in many Christian communities.
August 19 – World Humanitarian Day
Honors humanitarian aid workers who risk their lives to help others in crisis zones and calls attention to the needs of people affected by global emergencies and conflicts.
August 21 – Paryushana begins (Jain)
One of the most significant festivals in Jainism, focusing on introspection, fasting, and spiritual upliftment. It’s a time for forgiveness, compassion, and reaffirming nonviolence.
August 23 – International Day for the Remembrance of the Slave Trade and Its Abolition
This UNESCO observance commemorates the victims of the transatlantic slave trade and celebrates resistance against slavery. It encourages ongoing conversations about racial injustice and historical healing.
August 26 – Women’s Equality Day (U.S.)
Commemorates the 1920 certification of the 19th Amendment, which granted women the right to vote in the U.S. It’s a day to reflect on gender equity progress and the work that remains.
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 2025 ARSHRM State Conference, 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.