Institute for Diversity Certification, (IDC), Inc. (formerly The Society For Diversity)

This Women’s History Month, we salute all you trailblazers! Women who are forging paths, shattering ceilings, & breaking records. If you are her, were her, or are striving to be her, We SEE You & We THANK You! #shatteredglassceilings #trailblazers #womenshistorymonth #inpursuitofshalom

Join me and Chantee' McKinney, M.S., Ed., CDE?, PMP? for IDC's signature train-the-trainer session on Mar. 26-27. Training is required because your supervisors and employees need guidance and reassurance at this time. However, it is necessary to exercise caution and take the time to learn how to deliver Diversity and Harassment training the right way. Understand and discuss the EOs and laws; review recent case studies; and learn about global best practices. Register now: https://lnkd.in/gHkH7vc8

Last night, I read about another court dismissing a white employee's claims of a hostile work environment due to antiracism discussions and initiatives. He cited required trainings that, in his view, negatively stereotyped white people. One email from the DEI Director email urged white employees to “feel terrible” about their “own internalized white supremacy.” Initially, the court ruled that the professor had pled enough facts for his lawsuit to proceed. But filing a lawsuit is one thing—proving it is another. To win, the professor needed evidence that these incidents were severe or pervasive enough to create a hostile work environment. At summary judgment, the university argued that the professor lacked such evidence—and the court agreed. The court reviewed twelve incidents spanning three-and-a-half years, including emails, Zoom meetings, and professional development sessions discussing antiracist teaching. The legal test focused on whether these incidents, taken together, met the standard for workplace harassment. Severity: The court found that the professor may have found certain discussions uncomfortable, including ones in response to major societal events, like the murder of George Floyd. But, they were aimed to promote inclusivity. The court ruled that no rational person would see them as severe enough to create a hostile work environment. Pervasiveness: The incidents were too sporadic to constitute harassment. They were spread out over months and were not directed personally at the professor. Impact on Work Performance: The professor voluntarily engaged in many discussions. The court noted that his job responsibilities and benefits remained unchanged, meaning the incidents did not unreasonably interfere with his work. Ultimately, while the professor may have found the discussions frustrating, they were part of broader workplace conversations about race, not targeted personal harassment. Indeed, context matters. Discussions about racial justice and antiracism—especially in response to significant societal events—are not inherently discriminatory. Employers should be aware of how employees experience these discussions but also recognize that not every complaint amounts to a legal violation. The court also noted that the professor voluntarily engaged in many of the discussions. Employers should consider making participation in DEI initiatives optional and clearly communicate this to employees. Finally, emphasize constructive engagement. Although discussions about race can be uncomfortable, they should aim to foster understanding rather than blame or shame any group. The court previously cautioned that “when employers talk about race—any race…with a constant drumbeat of essentialist, deterministic, and negative language, they risk liability under federal law.” Skilled facilitators should lead training sessions to ensure they promote learning rather than alienation. #TheEmployerHandbook #employmentlaw #humanresources

These concepts are important as even if one is fully signed up to Capitalism (I'm not!), if these thoughts are implemented, it will long term get more disabled individuals into work, thus "contributing" to society and no longer "being a drain on it"

D&I Tip of the Day: Keep up the good work! We are witnessing more people speaking up and educating folks who look like them-- White, Black, Purple, and Green, no one is exempt from this education. It is amazing! Now is the time for us to realize our full potential. This isn't just a moment, it's finally a movement in the right direction.

Neurodivergent talents come in all forms. Technology and literature, art and caring professions, business and music. Some have commercial success and stellar careers. Many struggle with systemic and individual barriers. All are valid. All are valuable. Don't pigeonhole talent. Celebrate talent. And help open doors. Thank you to all who help open doors. Happy Neurodiversity Celebration Week. Academic article on dangers of occupational typecasting https://lnkd.in/g9Na_JXB Fast Company article on neurodivergent talent, creativity, and innovation https://lnkd.in/g_NFM72R #Neurodiversity #careers #HumanResources #culture #creativity #innovation #talent #leaders #neurodivergnet #NeurodiversityCelebrationWeek

Yeah the SBA? Doesn’t make a whole lot of sense. Maybe DOL (Dept. of Labor) since loans are closer to workforce readiness, but SBA is not ideal. The learning curve would be too great and new employees would need to be hired to manage the loans. This will cost time and money— reducing any savings. The best case would be to scale down Education to handle disabilities and loans— allowing the administration to fulfill its goals without going through Congress.

The Token Trap: When Inclusion is Just an Illusion They told her she was "the first." The first woman in the executive suite. The first Black leader on the board. The first disabled person at the table. She smiled, because she knew what they wanted her to feel: grateful. But here’s the truth. Being "the first" isn’t a victory if you’re also the only. Diversity isn’t real if it comes with a silent expectation to conform. And representation isn’t progress if it’s symbolic rather than systemic. Tokenism is the illusion of inclusion. It looks like change, but it’s a seat without a voice. A presence without power. A moment, not a movement. So, how do we change that? ·????????By ensuring "the first" is never "the last." ·????????By moving beyond optics and into structure, policy, and accountability. ·????????By shifting from representation to real decision-making power. Because real inclusion doesn’t mean saying "Look, we have one." It means saying "We built a system where everyone belongs." #Equity #Inclusion #BeyondTokenism #RepresentationMatters #Belonging

We’ve got to stop ‘accommodating’ systems built to exclude us. (People with disabilities) For disability inclusion to happen, we need: - less decorating with superficial initiatives - more dismantling exclusionary systems Inclusion can’t exist where inequity is tolerated. We need to D.I.S.R.U.P.T. : - Design with accessibility first. - Invest in inclusive policies. - Speak up against exclusion. - Recognize biases in systems. - Uplift disabled voices. - Prioritize universal design. - Track progress via accountability. We need to challenge the norms. We need to stop painting inclusion as ‘decoration’. I’ll leave you with a tough pill to swallow: We deserve what we put up with. And I’m tired of putting up with it (arent you?!) Let’s DISRUPT. ??REPOST for your audience! P.S. if you are an inclusion advocate, you should be getting paid to speak (at minimum $7,500/talk). The link below is worth your time… trust me: www.paid2present.com #dei #accessibility #inclusion #belonging #disability #disabilityInclusion #speaker #deia #edi #ide #equity #fairness [image description: A picture of me sitting in a chair with a tan suit holding a microphone with a social media graphic above my head that says disability inclusion requires the disruption of our current inequitable system.]

I remember a conversation I had with a colleague a few years ago. We were discussing the importance of diversity and access in our workplaces and communities. She looked at me and said, "The efforts we make today will be the case studies of tomorrow. ?????????????? ???? ????????????????." Fast forward to today, and her words resonate more than ever. We're witnessing the dismantling of the DOE, removing the ban on segregation, putting power over the people. It's disheartening, but it's also a pivotal moment. These experiences are not just challenges; they are shaping the narrative for future collegiate case studies. Imagine a classroom a decade from now. Students will analyze our decisions, our resilience, and our commitment to inclusivity; while also analyzing organizations such as Tesla's, Target's, and Walmart's performative natures. They will learn from our successes and our missteps. They will see how we stood firm in our values, even when it wasn't easy. ?? As we navigate these turbulent times, let's remember that history is indeed watching. Our actions today will pave the way for a more inclusive and accessible world. Let's continue to advocate for what is right, knowing that we are setting the stage for future generations. Remember....history is watching! ?? www.ImpactingSquared.com Nick Reich Dr. Kimberly A. Moore, CCMP Dr. Rebecca Corbin Lori Gase Ludwig Lora A. Sellers, MSHRM Sandy Zannino, SPHR, SHRM-SCP Janna Chavis, MPA, SHRM-SCP, PHR Marlo Thomas Watson, CDE?, GallupStrengths Coach, PCC Andrea Onilude Olivia Eaddy Victoria Elasic, Ed.D. Mary E. Clark, Ph.D. Leah Smiley, CDE?, IDC-GGE? Theresa Spralling Alana Cheeks-Lomax HEATHER HOLLAND, SPHR Karlene Gordon, CDE? Marcia Dukes, MBA Isabel R Araújo, MBA, CTFA, AEP? Natasha Beach Timothy Ballenger Carmen L Bonilla Stefanie Sancho, PMP #Diversity #Inclusion #Access #FutureStudies #Leadership #HistoryIsWatching #HBCUProud #TalentDoesntDiscriminate #Belonging #ImpactingSquared