How are DiversityInc Top 50 companies bringing their diversity-management expertise to the global marketplace? With sensitivity to local cultural norms and, increasingly, with the need for far more data and information.

The White Guy responds to a reader’s inquiry by breaking down how data on retention rates can be analyzed, but he warns about discussing diversity topics in certain professional circles.

Can white doctors provide quality care to communities in which the racial/ethnic demographics are shifting dramatically? One DiversityInc reader addresses this question in her passionate response to our article, “Is There a Black, Latino Doctor in the House?” about Rutgers University’s ODASIS program. See what she had to say about cultural competency and diversity in healthcare.

The White Guy responds to a reader’s comment regarding the imminent repeal of “don’t ask, don’t tell” and what consequences could result when cultures conflict where our troops are stationed abroad.

How have court decisions shaped the LGBT community? A professor at Rutgers University School of Law, Carlos Ball, is one of the nation’s leading LGBT legal scholars. His new book, “From the Closet to the Courtroom,” traces five landmark lawsuits. Listen as Ball shares stories about these groundbreaking cases.

Rutgers University’s ODASIS program is helping to close the racial/ethnic disparities gap within healthcare and other STEM (science, technology, engineering and mathematics) professions. Its Access-Med program offers undergrads from underrepresented and economically disadvantaged groups career opportunities in the sciences. Here’s how.

With a heightened awareness of workplace rights, a growing number of employees who are striving to balance the demands of job and family are turning to the Family & Medical Leave Act.

Attract a wide talent pool of not only LGBT people but also their friends/family members and a larger share of young talent: According to Pew Research Center’s “Millennials: A Portrait of the Next Generation,” people ages 18 to 29 who are currently entering the workforce are quite “different from members of [...]

When companies foster LGBT-inclusive working environments, the benefits are widespread-from opening communication among allies and improving recruitment to engaging LGBT employees in decision-making roles. Learn more about how a few corporations have created thriving atmospheres for LGBT employees and their allied colleagues.

President Obama widens benefits to include gay and lesbian partners of eligible federal employees. But health-insurance benefits still are not included. Why not?

A resolution filed by a socially responsible wealth-management firm proposed same-sex domestic-partner benefits for FedEx employees. A month later, the company decided to offer the benefits option. Coincidence? How can shareholders of other companies make an impact?

This Memorial Day, thousands of gay and lesbian active-duty and veteran service members—and allies—will be celebrating the historic first steps by lawmakers toward ending the discriminatory “don’t ask, don’t tell” law.

As lawmakers mark up the defense authorization bill this week—which includes Murphy’s provision to repeal “don’t’ ask, don’t tell”—the Iraq war Army veteran is striving to garner support. Watch his video interview here.

The White House fulfilled its promise made to LGBT advocates and allies yesterday, agreeing to back a proposal in the House and Senate to repeal the “don’t ask, don’t tell” policy. Read the White House letter here.

After being pulled from The 2007 DiversityInc Top 50 Companies for Diversity® for not offering domestic-partner benefits to gay/lesbian employees nationwide—and taking heat for landing on Fortune’s Best Companies to Work For list two years later—FedEx is now providing these benefits to every U.S. employee. Why the change?