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In the early hours of Thursday, March 20th—at exactly 2:01 AM PDT —spring officially arrived with the Equinox. For me and millions of others around the world, this moment marks Nowruz, the Persian New Year, and one of the most ancient festivals still celebrated today. Unlike many holidays, Nowruz is completely secular. It transcends religion and borders, and is uniquely rooted in the rhythm of nature—the precise balance of light and dark, winter and spring, the Equinox. It’s a time when all of nature is at equilibrium, when light begins to overcome darkness, a time of renewal, for letting go of the past, and embracing new beginnings. This year, I started this joyous period with a celebration of Nowruz on the UCLA campus, where thousands gathered to honor this beautiful tradition. I stood beside the Haft Sin table—a traditional spread of seven symbolic items that represent rebirth, abundance, and hope. In that moment, I felt connected not just to my Iranian roots, and to the wider mosaic of my birthplace in the US that is built on the strenth of our diversity and uniquely makes space for all our stories. Around the same time, millions more are celebrating Holi—India’s vibrant Festival of Colors—and Passover, the Jewish celebration of renewal and freedom. These traditions, while culturally distinct, share a common theme and symbolize hope and transformation. What makes the United States extraordinary is that all of these stories belong here. Together, they enrich the fabric of our society, fuel creativity and innovation, and remind us of the beauty of our shared humanity. But our prosperity is not guaranteed. It must continue to be fueled by our diversity, which we need to cherish, preserve, and actively celebrate. Here are five ways we can all help do that: ?? Learn and Listen – Take the time to ask about and understand the traditions, holidays, and histories of your colleagues, neighbors, and friends. ?? Celebrate Together – Attend cultural festivals, try traditional foods, and participate in meaningful celebrations from cultures other than your own. ?? Support Cultural Education – Advocate for inclusive curriculum in schools and workplaces that reflect the full spectrum of global stories and contributions. ?? Amplify Voices – Use your platforms to share and uplift diverse perspectives, especially those that are underrepresented. ?? Build Inclusive Communities – Create spaces—at work and beyond—where people of all backgrounds feel seen, valued, and free to bring their whole selves. Cultural diversity is not just something to admire during holidays—it’s a source of strength, resilience, and prosperity. Let’s protect it, celebrate it, and let it guide us forward. Nowruz Mobarak! Happy Spring to all. ???? #CulturalDiversity #Nowruz #SpringEquinox #Inclusion #Belonging #Holi #Passover #CelebrateDiversity #Leadership #AmericaIsDiverse UCLA

Last weekend, I attended my first Women’s March ever. Since 2017, they’ve “built from a moment to a movement.” What started as a spontaneous gathering has grown into an organized force that mobilizes people to protect freedoms many once took for granted. And that’s exactly what I found—women of all backgrounds, political views, and personal experiences standing together to ensure our rights, and those of our daughters, sisters, and friends, are not erased. I think I went because I needed to remind myself of something fundamental: The power is still with the people. There’s a lot happening right now. Policies that impact lives in real ways are being decided behind closed doors, often with little transparency or public discourse. But something important is also happening—people are showing up, speaking out, and making a difference. Over the past few months, we’ve seen several instances where collective action led to real policy reversals. These weren’t isolated incidents. They were the direct result of citizens, employees, and advocates refusing to stay silent. ?? Reinstating National Park & Forest Service Employees After thousands were laid off in February, protests erupted nationwide. Within two weeks, the administration reversed course and reinstated the fired employees. ?? Reversal: Feb 28, 2025 (AP News) ?? Keeping the Consumer Financial Protection Bureau (CFPB) Operational After an attempt to shut it down, CFPB staff and advocates mobilized. Lawsuits and protests forced a policy change. ?? Reversal: Feb 25, 2025 (Politico) ?? Overturning Federal Scrutiny on State Transportation Projects Protests from state leaders and industry groups forced the administration to cancel new restrictions that threatened infrastructure projects. ?? Reversal: Feb 20, 2025 (US News) Why This Matters? We’re often told decisions are final. But these reversals prove that when people stand together, change happens. ?? Showing up matters. ?? Speaking out matters. ?? Organizing matters. The individuals who took action weren’t lobbyists or insiders—they were workers, community members, and advocates who refused to stay silent. So here's the Call to Action. The Women’s March reminded me: If we don’t push back, we lose our power. What matters enough to you that you’re willing to show up? Whether it’s workplace policies, environmental protections, voting rights, or fair wages—your voice is needed. ?? Find a way to engage: Attend a town hall. Sign a petition. Join a protest. We are still the greatest nation on earth with un unwavering commitment to freedom and liberty. Small actions do lead to big change. ?? If you’ve seen advocacy make a difference, drop a comment below. Let’s continue the conversation. ?? #PowerOfProtest #CivicEngagement #TakeAction #WomensMarch #Leadership Anouchka Sarif,Laura Moore,Hope S. Taitz,Caryn Effron,Susan Burnett , Aleksandra (Aleks) Miziolek,Arsames Qajar,Chris Tucker,Joe Bosch,Ross Goldenberg,Michael J. MacDonald

Companies are responding to DEI-related directives and social rhetoric in different ways. Companies like Target, Walmart, Google and Meta have scaled back their DEI commitments. Others like Apple, Costco Wholesale, Delta Air Lines, JPMorganChase, and E.L.F. BEAUTY have reaffirmed their support for DEI efforts, with some rejecting formal proposals by activists that sought to diminish these programs. We want to hear from you. What is your organization planning to do ? #DEI #ExecutiveOrders #Inclusion #Belonging #leadership #business Hope S. Taitz, Joe Bosch, Aleksandra (Aleks) Miziolek, Ross Goldenberg, Chris Tucker, Caryn Effron, Rania Anderson, Lance Anderson, Susan Burnett, Bill Burnett, Abbass Al Sharif

The Super Bowl halftime show wasn’t just a performance—it was a statement. Through his music, Kendrick Lamar has long championed themes of justice, equity, and resilience, reflecting the lived experiences of many Americans. His lyrics resonated because they captured the realities of systemic barriers and the collective demand for a more just society. In a cultural moment where inclusivity and representation are under scrutiny, Lamar’s presence on one of the biggest stages in sports was a reminder: diversity isn’t a trend—it’s reality. What we're witnessing today clearly shows the power of Consumers and Employees making decisions that reflect their values, and there's no doubt companies that ignore this shift will pay the price. Consider this evidence. Target and Walmart have experienced notable declines in foot traffic following the shifts in their DEI strategies. While multiple factors contribute to retail performance, consumer sentiment and brand perception are playing an undeniable role. Costco Wholesale, on the other hand, has seen membership growth, bolstered by strong employee satisfaction, customer trust, and an unwavering commitment to inclusion. Costco’s culture has long been known for valuing its workers, maintaining fair wages, and fostering an inclusive environment—all of which contribute to strong customer loyalty. This trend isn’t isolated to retail. Companies are seeing impact of their position on inclusion in both consumer engagement and employee retention. A recent report from McKinsey found that companies with strong DEI commitments outperform those that don't, particularly in attracting and retaining top talent. For organizations still debating the impact of inclusion, there is more evidence to consider: Apple has rejected anti-DEI proposals by activists, saying inclusion is critical to their performance—resulting in a loyal customer base and strong brand trust. As of February 2025, Apple’s market cap is about $3.8 trillion, reaffirming it as the world's most valuable company. E.L.F. BEAUTY, a leader in accessible and inclusive beauty, has seen rapid growth. The company has achieved 24 consecutive quarters of rising sales, leading to 700% increase in its stock price over the past 5 years. The Bottom Line: Companies That Ignore This Reality Will Struggle. The message of Kendrick Lamar’s music—rooted in justice, equity, and representation—mirrors the larger shift happening in consumer and workforce behavior. Diversity is inevitable, and the demand for inclusion is growing. Companies that embrace these truths, like Costco, Apple, and e.l.f., are thriving. Those that deny it, like Target and Walmart, are facing significant challenges. This isn’t about politics—it’s about business. The future belongs to those who understand the value of inclusion as an economic imperative. ?? Looking forward to your comments. #SuperBowl #KendrickLamar #DEI #businessgrowth Photo credit: Christopher Polk/Penske Media via Getty

"How do the Executive Orders targeting DEI impact me and my organization?", "What do we do now?" These are questions that we hear a lot these days. While we all have heard about the EOs dismantling federal DEI programs and increasing scrutiny on private-sector efforts, most of us have not actually read them to see what they really say (or not)! So we decided to write a full blog with analysis and actions (please see comments for the link). But here's a summary for my LinkedIn family: ? EO 14151 (Jan 20) eliminates DEI programs, grants, and Chief Diversity Officer roles in federal agencies. It also prohibits DEI considerations in hiring, promotions, and performance reviews. ? EO 14173 (Jan 21) revokes prior DEI executive orders, bars federal contractors from affirmative action or workforce balancing, and directs the DOJ to investigate companies with DEI programs deemed discriminatory. So how can you be compliant, but also attract and retain an increasingly diverse workforce? As with all business decisions, the answer is in taking a balanced approach—adapting to compliance while maintaining the business benefits of diverse and inclusive workplaces. Note the language of the EOs is primarily focused on "discriminatory" or "illegal" practices that are against the civil right laws that exist. Here are a few things organizations can do right away: ? Audit DEI policies to ensure compliance with civil rights laws. ? Shift focus (if needed) to skills-based hiring & mentorship over demographic targets. ? Train leadership on inclusive, bias-free decision-making. ? Monitor federal guidance to stay ahead of regulatory changes. The bottom line is this. The principles behind DEI aren't and can't go away— but they do need to evolve. Organizations that align inclusion with compliance will foster equitable workplaces while meeting new regulations and will prosper and thrive. Those who run away from all aspects of what DEI stands for, are sure to lose in terms of attracting talent and customers. Please share how is your organization adjusting? ?? #DEI #Leadership #BusinessStrategy #ExecutiveOrders #federal #Trump

"DEI is a matter of Life and Death," declared Northwell Health, New York State's largest healthcare provider. This is because despite the recent Executive Orders and rhetoric against DEI, a diverse and inclusive healthcare system has been shown to save lives.??? Serena Williams' childbirth complications highlight the urgent need for DEI in healthcare. Despite being one of the most prominent athletes in the world with access to top medical care, she experienced life-threatening complications after giving birth. Williams had to advocate for herself to receive treatment for blood clots, a condition she recognized from past experience. Her story underscores the systemic challenges Black women face in maternal healthcare and the necessity of improving provider awareness and responsiveness. Healthcare inequities are well-documented. A 2022 study by The JAMA Network found Black patients were 30% less likely to receive pain medication than white patients for similar conditions. Also maternal mortality rates for Black women in the U.S. are nearly 3X times higher than for white women, according to the Centers for Disease Control and Prevention. Historically, medical research has been based on predominantly white male populations, leading to gaps in diagnosing and treating diverse groups. Institutions like Johns Hopkins Hospital and University of California, San Francisco have implemented DEI-focused curricula to train future physicians more effectively. Furthermore, historical injustices, such as the Tuskegee Syphilis Study, contribute to skepticism. Research published in The New England Journal of Medicine found that when patients are treated by physicians of the same racial or ethnic background, they are more likely to follow medical advice and attend follow-ups, strengthening patient-provider relationships. Lastly, A 2023 McKinsey & Company report found only 10% of hospital CEOs come from underrepresented backgrounds. Diverse leadership improves decision-making for all patient populations. Here are a few recommendations for Healthcare Organizations: 1. Expand inclusive Training opportunities 2. Increase Leadership Representation 3. Standardize Data Collection 4. Strengthen Community Engagement DEI in medicine is not a political debate—it is essential for equitable patient care and improved outcomes. Leaders and policymakers must take action to implement DEI-driven strategies. Have you experienced or witnessed disparities in healthcare disparities? Share your story in the comments and join the conversation for meaningful change. ?? ?? #inclusion #healthequity #DEI #healthcare #hospital #childbirth #tennis Image Credit: AP

Neurodiversity impacts the whole family, and our economy. I have a dear brother who is neurodiverse. So I have firsthand experience with the challenges and strengths that come with thinking differently. I have also been there for my Mom who has lovingly cared for him all his life, many times puting her own health and wellbeing on the line. And the biggest challenge for our family? Navigating and finding resources that can support him and my Mom in leading healthy and productive lives. This is a critical topic today as wholesale changes are being made and organizations are being disbanded at the federal level. So it's more important than ever for individuals and private organizations to reinforce the undeniable value of inclusion in the workplace—especially when it comes to neurodiversity. ReelAbilities Houston’s annual #ReelWorkplace event sent a clear message: embracing neurodivergent talent isn’t just the right thing to do—it’s a business imperative. many professionals from across various industries like energy, finance, and HR gathered to discuss how workplaces can better support employees with disabilities and why doing so leads to stronger, more innovative organizations and economy. With unemployment rate of about 40%, too often neurodivergent individuals are overlooked in hiring and advancement, not because they lack the skills, but because traditional workplace structures weren’t designed with them in mind. That needs to change. Leaders who prioritize neurodiverse hiring and inclusion unlock untapped potential. Studies show that neurodivergent employees often bring unique problem-solving skills, creativity, and exceptional focus to the workplace. Companies like Microsoft, SAP, and Potentia Energy have already seen the benefits of neurodiverse hiring initiatives—leading to improved innovation, productivity, and retention. ReelWorkplace featured keynote speakers like Jeff Miller, CEO of Potentia, and real-world solutions, from workplace disability etiquette training to career development programs that help neurodivergent professionals thrive. If you’re a business leader, here’s how you can start: 1?? Educate yourself and your team about neurodiversity and workplace accessibility. 2?? Partner with organizations that support neurodiverse hiring and career development. 3?? Rethink hiring and workplace policies to accommodate different ways of working. The future of work is about moving forward together. Let’s not allow short-term policy shifts derail the long-term benefits of diverse talent. Instead, let’s double down on what we know works: creating environments where everyone—regardless of experience or ability—can contribute meaningfully and thrive. ?? I’d love to hear from others: What steps has your organization taken to support neurodivergent talent? Let’s keep this conversation going. #Neurodiversity #Inclusion #FutureOfWork #neurodivergent #Disability Image credit: Duncan Moore by Antranik Tavitian / Houston Landing

As a longtime NPR listener and donor, I was deeply concerned by Maria Aspan's reporting on Morning Edition regarding the decline in mention of DEI in corporate filings. (see DM for the link to the article). I value NPR’s commitment to balanced and fact-based journalism. But this piece is at best deficient in providing the full story of what's going on with DEI, and at worst can be misleading and cause significant unintended consequences. While it's true that DEI is being attached by very powerful people and is missing from many corporate filings this year, it is also true that some of the most successful leaders in the world are doubling down in support of the principles of DEI because it has worked for them. This is what's missing from the piece. The truth, despite the impression you may get from this piece is that the fight for the principles of Diversity, Equity and Inclusion is on, and far from over! ?? As a longtime public company Board member?and a CEO, I wasn’t surprised that many are softening or omitting DEI language in their filings. Corporate filings are?legal compliance documents, not strategic roadmaps, and their content often shifts with regulatory and political climates. A few years ago, DEI mentions increased due to Nasdaq’s Board diversity requirements and U.S. Securities and Exchange Commission human capital disclosure efforts. Now, as the political landscape shifts, it’s not surprising that companies are adjusting their language accordingly. While the focus of Maria's piece is on corporate filings, in every story, context is everything—especially in today’s polarized and volatile environment. In reporting on the shift in corporate filings, this piece fails to provide a full picture by omitting much of the evidence to the contrary that many?leading companies have been vocal and remain deeply committed to DEI. There is a brief mention of Costco Wholesale's win against anti-DEI activists in the final moments of her segment and last paragraph of the article. But there are many key leaders—Jamie Dimon, CEO of JPMorganChase, Commissioner Roger Goodell of National Football League (NFL), and others at Apple, E.L.F. BEAUTY, Ben & Jerry's, Johnson & Johnson, and UBS, to mention a few—who deserve to be recognized as they continue to champion DEI as a business imperative. These perspectives matter, especially in today’s environment where perception can quickly shape reality. Journalists hold immense influence. If even one CEO makes business decisions based on this piece, it could have real negative consequences for people and companies. The truth matters. Journalism matters. The fight is on, and far from over. ?? PS -- I had reached out to Maria Aspan, and to the host of Morning Edition, Steve Inskeep, about this piece and look forward to their response. Photo credit: Maria Aspan by Eóin Noonan/MoneyConf via Sportsfile #Forwardtogether #business #Finance #leadership #profit #DEI #Diversity #Equity #Inclusion #Journalism

GM, Disney, Pepsi, and many other big companies are scrubbing #DEI from their annual reports to investors, my new investigation for NPR finds. Walmart, Target, Amazon and others have made headlines for ending some DEI programs — but, my analysis found, many more companies have quietly changed how they talk about diversity, equity, and inclusion. At least a dozen of the largest U.S. companies have deleted some, or all, references to "diversity, equity, and inclusion" and "DEI" from their most recent annual reports to investors, according to my analysis. I went digging into the new annual reports that companies have been publishing for their investors, and I compared them with what they were saying a year ago. A year ago, all of these companies made references to diversity and inclusion in their disclosures — but in their new reports, all of these companies have rewritten at least some of this language. In some cases, they no longer mention "diversity" at all. (In Google's case, it also rebranded a "diversity" website with the word "belonging" instead.) "Whenever practices change, the folks who drop them silently are usually in the majority," Prof. Shiva Rajgopal of Columbia Business School told me. This is all happening, of course, at a time when President Trump?has ordered an end?to DEI in the federal government — and for its contractors, which includes many private companies. And many of the companies I identified, including Google, GM, and Intel, are federal contractors. But this erased or softened language also is the latest evidence of how corporate America is retreating from its onetime embrace of DEI. "We have seen companies start to decide that the reward is not necessarily outweighed by the risk anymore," Rebecca Baker of Vinson & Elkins told me. Read my story and listen to me discuss it on UpFirst and Morning Edition: