DiversityInc's mission is to bring education and clarity to the business benefits of diversity.
DiversityInc is the dominant "diversity" publication with more web traffic and social media reach than Black Enterprise, Working Mother, Hispanic Business, Diversity Executive, Diversity Journal and Diversity Woman. We publish two websites, www.DiversityInc.com and our by-subscription management website, BestPractices.DiversityInc.com.
We produce two diversity events every year — the DiversityInc Top 50 announcement in the spring and a best practices event in the fall. Our spring event draws nearly 1,000 guests from more than 300 companies.
The core of DiversityInc is The DiversityInc Top 50 Companies for Diversity competition. Now in its 18th year, more than 1,800 companies participated last year. It is a metrics-driven evaluation that is independent of business done with our company. We have spent millions of dollars incorporating our methodology into SAS and can positively correlate best practices, like senior-executive accountability, diversity councils, resource groups and mentoring with specific results as expressed by human-capital and supplier-diversity results. Our Benchmarking product can guide a company with absolute precision to a plan that will produce results when executed. We have more than 60 Benchmarking clients; almost all renew every year.
DiversityInc's CEO and owner is Luke Visconti. He directs all editorial and business operations of the publication.
DiversityInc was founded in 1998.
The DiversityInc Top 50 Companies for Diversity
The DiversityInc Top 50 Companies for Diversity competition began in 2001 as corporations were beginning to understand the business value of diversity-management initiatives. The competition has evolved and continues to be refined and improved to reflect how rapidly companies are adapting these strategies. We utilize SAS software to analyze data and draw correlations relevant to performance.
Participation in the list has increased every year and in 2017 topped 1,800 companies. There is volatility on the list as new companies gain strength and others work to keep up with quickly evolving best practices. The DiversityInc Top 50 list is derived exclusively from corporate survey submissions. Companies are evaluated within the context of their own industries, with more than 15 industries represented. Subsets of the same data submission are used to determine our other lists. The methodology for determining the list is data driven and the process is editorially driven.
The new list is announced in person at our Spring event. Please see www.DiversityInc.com/events for more information on our diversity events.
DiversityInc is located in Princeton, N.J. At DiversityInc, "diversity" is the majority and is evenly represented across all levels of salary and responsibility. DiversityInc offers partner benefits, 401(k) and tuition reimbursement. Our job openings are posted on our career center.
The DiversityInc Foundation
The DiversityInc Foundation is a 501(c)(3) nonprofit organization launched by Luke Visconti in 2006. The Foundation's mission is to support and fund higher education. We have endowed scholarships at the three schools where Luke is on the board; Bennett College for Women (an HBCU), New Jersey City University (a Hispanic-serving institution and minority-serving institution) and Rutgers University. The Foundation raises money through Luke Visconti's speaking fees and direct donations from DiversityInc Media — the foundation has no administrative overhead (donated by DiversityInc) and nobody draws a salary from it. We have distributed more than $2 million since 2006. Last year, DiversityInc donated more than 4 percent of its gross revenue to charity.
DiversityInc Philanthropic Alliances
DiversityInc contributes generously and has alliances with several diversity-related charities and nonprofit organizations, including:
- ALPFA – Association For Latino Professionals In Finance and Accounting
- AscendNAAMBA – National Association of Asian MBAs
- Bennett College
- GLSEN – Gay, Lesbian & Straight Education Network
- Greater Cleveland Partnership – Commission on Economic Inclusion
- The Greenlining Institute
- HACR – Hispanic Association on Corporate Responsibility
- HACU – Hispanic Association of Colleges and Universities
- HBCU Connect
- LEAP – Leadership Education for Asian Pacifics, Inc.
- NABA, Inc. – National Association of Black Accountants
- NBDC – National Business & Disability Council
- NGLCC – National Gay & Lesbian Chamber of Commerce
- NJCU – New Jersey City University
- NOD – National Organization on Disability
- The PhD Project
- Rutgers Camden
- Rutgers Future Scholars
- Rutgers STEP Program
- Rutgers Women's Basketball
- Tanenbaum – Combating Religious Prejudice
- The Thurgood Marshall College Fund
- USBLN – United States Business Leadership Network
- USHCC - United States Hispanic Chamber of Commerce
- Walter Kaitz Foundation
- WBENC – Women's Business Enterprise National Council
- WEConnect International
- WISE - Women Impacting Storebrand Excellence
- WWO - Worldwide Orphans Foundation, Inc.
DiversityInc donates funds and advertising to our partners.
DiversityInc Media, LLC is privately owned by Luke Visconti, with no outside investors. DiversityInc is a VA certified veteran-owned business and a USBLN certified business owned by a person with a disability.
How can you adopt a vocabulary that's inclusive and respectful of everyone? This EY exec, an advocate for people with disabilities, shares her insights.
"The difference between the right word and the almost-right word is the difference between lightning and the lightning bug." —Mark Twain
As diversity leaders, we understand that disability is just another kind of difference, like culture, ethnicity, gender or sexual orientation. We recognize that diversity is a valuable source of insight and adaptability, generating better business ideas and high-quality service. Differing abilities are a part of that healthy diversity. It's our business to promote inclusiveness throughout our organizations and to advocate for policies and programs that support it.
In building an inclusive culture, we're on the front lines and need to be visibly living our organizations' values every day. It's important that we set the tone not only in what we do and say, but how we say it—in formal messaging as well as everyday conversation. This is where even diversity leaders can get stuck.
Sometimes inclusive language can seem a bit cumbersome, but with a few simple changes each of us can make a significant difference—helping to promote an inclusive culture while setting an example both inside and outside our organizations.
Here are six ways never to talk about disabilities:
1. Never say "a disabled person" or "the disabled." Say a person or people "with disabilities."
Put the person first. A disability is what someone has, not what someone is. For instance, "mentally ill" is less respectful than "person with mental-health issues." "Retarded" is never an appropriate term. Say "intellectual disabilities" or "cognitive disabilities."
2. Never use the term "handicapped parking." Use "accessible parking" instead.
Handicapped parking is still in use (e.g., when referring to parking placards), though the word "handicapped" is offensive and has been virtually eliminated in most other contexts. Remove it from your organization's vocabulary completely by using the term "accessible parking." (It's also more accurate, as accessible describes the parking and handicapped does not.)
3. Never use the term "impaired." Use terms such as "low vision," "hard of hearing" or "uses a wheelchair" instead.
Though it may be used in legal contexts, the word "impaired" can be offensive, as it implies damage. Many people with disabilities do not see themselves as damaged, but simply as different.
4. Never say "hidden" disabilities. Say "non-visible" or "non-apparent."Many disabilities are not apparent, such as serious illnesses or chronic health conditions, sensory limitations, or mental-health and learning disabilities. When referring to these disabilities, avoid using hidden, as it has negative connotations, implying purposeful concealment or shame.
5. Whenever possible, don't say "accommodations." Say "adjustments" or "modifications."This can be tricky, as accommodation has a specific legal meaning and must be used in certain contexts, like policy or government communications. However, accommodation suggests doing a favor for the person who has a disability. An accommodation is a workplace or work-process modification made to enable an employee to be more productive. It is necessary and not a preference or privilege. The terms adjustment and modification capture this idea without suggesting a favor or special treatment, so are preferable whenever specific legal terminology is not required.
6. Never use victim or hero language; describe situations in a straightforward way.
Don't use language that portrays people with disabilities as victims, such as "suffers from," "challenged by," or "struggles with." Say "someone who uses a wheelchair" or "wheelchair user," not "wheelchair-bound" or "confined to a wheelchair." On the flip side, don't use heroic language when people with disabilities complete everyday tasks and responsibilities. People with disabilities don't see themselves as inspiring simply because they're going about their daily lives. We all have challenges—working around those challenges is not heroic, it's just human.
What Terminology Should I Use?
It's worth noting that even in the disability community (yes, that is how advocates for inclusion of people with disabilities refer to ourselves), different people are comfortable with different terminology. Some are fine with the descriptor "disabled," which is in common use in the United Kingdom. Others may freely use "impaired." However, as diversity leaders, it is our job to promote behaviors that make all people feel valued and included. Knowing that some people are offended by these terms, I feel strongly that the most inclusive course is to avoid them and adopt a vocabulary that feels respectful to everyone.
As champions of diversity, we have the opportunity—and the responsibility—to set standards for how our people, organizations and society speak and think about people with disabilities. By shifting our language, we can help shift perceptions and promote the culture of inclusion that is the backbone of healthy diversity in all aspects of life.
— Lori Golden, EY, Abilities Strategy Leader
Golden leads EY's internal initiatives in the Americas to create an enabling environment and inclusive culture for people working with disabilities.
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