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In short, no. But please read about how our country’s history makes America unique in having “African-Americans.”
Nondiverse marketing and ad agency come up with an ad featuring an inanely happy white guy with a Jamaican accent. Is it offensive?
Are you concerned about "diversity fatigue"? Connect the dots between reputation and talent development, philanthropy and supplier diversity.
Is diversity training effective? The answer isn’t a chicken-or-egg riddle.
Have the tables turned on white men? What should they do about it?
Does this reader need to relax her natural hair to get ahead in the workplace? Read what the White Guy says.
A reader is angered over a conservative commentator Pat Buchanan's opinion and asks for DiversityInc CEO Luke Visconti's take on white America and this election.
What can a person do if they're in a company where the in-crowd goes to a certain church?
DiversityInc CEO Luke Visconti thinks affirmative action is going to be killed by the Supreme Court—and explains why white people as victims are central to finding a solution.
A reader asks if awards for promoting diversity and inclusion are incentives for not hiring white men.
Luke Visconti’s column on Mitt Romney’s 47 percent remark sparked a heated debate among our readers
DiversityInc’s CEO is asked an interesting question about Gov. Mitt Romney and former President Ronald Reagan.
Understanding the cost of bad diversity management.
Tracking these diversity metrics can improve your company’s marketplace performance.
A 21-year-old chemical-engineering student asks a question. DiversityInc CEO Luke Visconti has an answer.
Does diversity and inclusion have anything to do with this?
A reader asks why this tragedy is considered racial injustice. DiversityInc CEO Luke Visconti responds.
Without a diversity-management structure, there are no checks and balances in place.
A reader asks: "Does it make me a troublemaker if I point out that promotions are going to lesser-qualified white people?"
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?