In this edition of "Ask the White Guy," DiversityInc CEO Luke Visconti addresses a reader's inquiry about how to foster successful diversity management.
In a landmark case for transgender rights, the IRS must now allow transgender people to write off medical services related to gender-reassignment surgery. Find out more here.
In this Ask the White Guy update, Luke Visconti responds to one reader's comment on Obama's recent appointment of an openly transgender political appointee. See why he says diversity training is a must for your business to succeed.
Once again, President Barack Obama has promised to end "don't ask, don't tell" and once again, there's no course of action and no deadline.
What are the financial consequences of healthcare reform? DiversityInc's CEO refutes a reader's claims.
We're reaching a crossroads in the way our country treats its LGBT citizens. The dominos are starting to fall.
One reader, a teacher, says she never learned how to deal with LGBT issues in the classroom. But the White Guy says despite this, perceptions of LGBTs are improving and have been improving significantly since 1997.
Although we may be in the worst economy since the Great Depression, companies that foster diversity are still doing well. The White Guy says companies that don't pay attention to diversity face a scary long-term future.
While at work, you may hear completely offensive language. But the White Guy says you don't have to tolerate it.
The White Guy responds to a reader e-mail with a resounding answer that a person's orientation is fundamental to his or her whole being--and he says being able to be one's whole self at work is absolutely critical for true diversity.
Where do you draw the line between respecting religious beliefs and standing up for corporate values that demand equal treatment and respect of lesbian, gay, bisexual and transgender people? The White Guy says there's no line to be drawn.
A DiversityInc reader asks advice about his plan to hold a diversity summit that includes a panel called "Ask the White Guys." Don't do it, advises the White Guy; you may end up doing more harm than good.
The White Guy responds to a reader's comment and clarifies some points made in his previous post, "Are Traditional Christian Values Part of Diversity?"
A controversial Ask the White Guy on religion in the workplace sparked a slew of responses from DiversityInc readers, one of whom asked how to respond to someone who says rejecting religious beliefs (such as Christian beliefs that trump the rights of LGBT people) is itself intolerant. The White Guy provides the answer: All civil and human rights are absolute.
What happens when you support equal rights for everyone--except LGBTs? Read what the White Guy tells this active-duty service member about "don't ask, don't tell."
Is it better to accept a job with a company that has a record as a diversity leader or be a pioneer at a company that hasn't embraced the business benefits of diversity? The White Guy gives you his informed opinion.
Question: Have you found it difficult to communicate the business case for diversity in non-traditional industries like healthcare where the customer's choice is directed by an insurance agency versus his/her preference? And, does it make sense to look at the business case from a cost-savings perspective versus profit?
Question: This is something I always wanted to ask but couldn't because of the racial thing. What impact does an "ethnically inspired" name have on someone's chances for employment? (i.e. Condoleezza, Oprah ).
Question: I need to ask if it's appropriate to call you the Straight White Guy. Because my question involves the minority that often dares not speak its name in corporate America: the LGBT employee. In the eyes of Straight White Guys, are gay employees really Tier One minorities? I mean, we're not easily counted, the government doesn't require any accounting of us, and I've heard we inspire a certain "ick factor" in SWGs. Your observations, please?