A reader asks why this tragedy is considered racial injustice. DiversityInc CEO Luke Visconti responds.

What does the story of Trayvon Martin tell our society—and business?

Does diversity and inclusion have anything to do with this?

A reader asks: “Does it make me a troublemaker if I point out that promotions are going to lesser-qualified white people?”

Without a diversity-management structure, there are no checks and balances in place.

In a follow-up to my column “Can a White Man Speak With Authority on Diversity?”, a reader asks a critical question.

They’re angry and growing in numbers. What does your organization have to do to not be a target?

Do people have a right to their own values when working for a company—or immigrating to a country?

The latest civil-rights victory—the end of DADT—and the impact of loyal, trustworthy leadership.

DiversityInc CEO Luke Visconti’s column on the Walmart decision.

Terry Howard from Texas Instruments makes an accusation — here’s my response.

Diversity training’s purpose is to help people develop relationships to people who are not like them. So why should chief executives demand support for diversity training especially from those who may think it doesn’t apply to them? The White Guy explains.

The White Guy says that President Obama’s recent efforts to promote the civil rights of the LGBT community may have been influenced by the clear and passionate testimonies of Admiral Mike Mullen, chairman of the Joint Chiefs of Staff, about gay and lesbian service members.

The White Guy explains that corporations will always need diversity departments. Why? To continually encourage innovation and growth.

Diversity management is about democratizing the mentoring, cultivation, talent development and support that were once exclusively received by white, heterosexual, Christian men with no ADA-defined disabilities. If you’re not clear why diversity departments need a budget, here’s a brief primer on exactly what the best diversity departments do.