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Is Your Company Using 5 Critical Practices to Increase Disability Self-Identification Rates?

The 2017 NOD Disability Employment Tracker results reveal the practices of top companies to achieve a disability workforce representation of four percent or more.

The 2018 Disability Employment Tracker™ is now open for enrollment. Complete the free and confidential survey by March 1, 2018 to receive a complimentary benchmarking Scorecard.

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Luke Visconti, CEO: Diversity Management in Ferguson: What Didn't Happen, What Needs to Happen Now

Based on the dramatic distrust that exists now and the wrongs that have been committed, here are the steps that need to be taken in Ferguson to restore calm and move forward.

By Luke Visconti

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Ask the White Guy: How to Implement Diversity in a Small Group

Only when values are in place can you implement a proper diversity-and-inclusion program.

Photo by Shutterstock

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'I'm a Young White Male; What Do I Have to Apologies (sic) For?'

A 21-year-old chemical-engineering student asks a question. DiversityInc CEO Luke Visconti has an answer.

Question:

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Observations on the End of DADT

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

Luke Visconti's Ask the White Guy column is a top draw on DiversityInc.com. Visconti, the founder and CEO of DiversityInc, is a nationally recognized leader in diversity management. In his popular column, readers who ask Visconti tough questions about race/culture, religion, gender, sexual orientation, disability and age can expect smart, direct and disarmingly frank answers.

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Ask the White Guy: Decision Making, Clarity of Values & What to Do When It Goes Horribly Wrong

Are you violating your values? If you are, you can't hide from the repercussions.

We previously covered a story regarding an anti-LGBT-rights law promoted by the Tennessee Chamber of Commerce. The chamber was reacting to the city of Nashville passing a pro-LGBT-rights law. Several companies on The DiversityInc Top 50 Companies for Diversity list are members of that chamber. We confronted them and asked how they could support a bill that was in conflict with the values espoused by their corporate leadership via their diversity departments.

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