Inclusion & Diversity
"The time is always right to do what is right." – Dr. Martin Luther King, Jr.
As Human Resource professionals, we have an important role in creating an environment where inclusion and belonging is valued.
The ARSHRM Inclusion & Diversity program’s purpose is to affirm awareness amongst its affiliated chapters and within the state of Arkansas. We are responsible for monitoring and ensuring the integration of inclusion and belonging in our workplaces. By doing so, we will witness strengthened workplaces, enhanced employee productivity and reduced litigation risks.
Inclusion and diversity are essential for creating thriving workplaces and communities. These principles drive innovation, foster collaboration, and ensure every individual feels valued and empowered.
Per the Society for Human Resource Management
“To celebrate diversity is to appreciate and value individual differences. SHRM strives to be the leader in promoting workplace diversity. Although the term is often used to refer to differences based on ethnicity, gender, age, religion, disability, national origin and sexual orientation, diversity encompasses an infinite range of individuals’ unique characteristics and experiences, including communication styles, physical characteristics such as height and weight, speed of learning and comprehension.”
Inclusion & Diversity News
Dealing with diversity in the workplace means understanding and relating effectively with people who are different from you. The ability for a diverse group of people to build strength and unity through their diversity is the power that propels organizations into new dimensions of performance. Discussions of workplace diversity tend to start with the topics of race, ethnicity, gender, sexual orientation, and disability. Indeed, organizations that want to thrive in the future will need to have employees and managers who are aware of and skilled in dealing with differences along these identity lines.
Another slice of diversity that is not always included in typical diversity discussions, however, is generational diversity. In any large organization, you are bound to find divisions, units, or work teams where five distinct generations are working side by side. Important differences have been identified between these generations in the way they approach work, work/life balance, employee loyalty, authority, and other important issues. For those reasons, an individual’s age is one of the most common predictors of differences in attitudes and behaviors. Different communication styles and work habits can create misunderstandings between coworkers, leading to conflict and disengagement.
These tips will help to create common ground among generations, but organizations are encouraged to develop policies and programs that will help meet each generation’s unique needs and expectations.
Communicate appropriately, gearing messages for generational preferences. Create programs that encourage generations to work together and to share knowledge. Build diverse teams of all ages, genders, and cultures. These teams will learn to value and trust each other. Encourage leaders at all levels to be flexible in their management styles. Some generations want hands-off leaders, others want a more involved management style.
Articles: A collection of articles on diversity and inclusion topics from leading business publications such as Harvard Business Review, Forbes, and Fast Company.
How to manage a multigeneration workforce
Communicating with a multigenerational workforce
Inclusion & Diversity Update
October 2025 Diversity, Equity, Inclusion, Accessibility, and Belonging Calendar Highlights
Hispanic Heritage Month (continues through October 15) Celebrates the culture, history, and contributions of Hispanic and Latino Americans. The start date honors the independence days of several Latin American nations including Costa Rica, El Salvador, Guatemala, Honduras, and Nicaragua.
Global Diversity Awareness Month Celebrates the diverse cultures and populations that enrich our world. Encourages organizations to strengthen inclusion practices and cultural understanding in workplaces.
National Disability Employment Awareness Month Recognizes the contributions of employees with disabilities and promotes inclusive hiring practices and workplace accessibility.
ADHD Awareness Month Raises awareness about Attention Deficit Hyperactivity Disorder and its impact on children and adults. Encourages understanding, support, and inclusion of those with neurodiversity in schools and workplaces.
Breast Cancer Awareness Month Dedicated to increasing awareness of breast cancer, promoting screening and early detection, and raising funds for research. The pink ribbon symbolizes hope and support for those affected.
Hindu Heritage Month Honors the spiritual tradition and culture of Hinduism in the United States. October is significant for major Hindu festivals such as Navratri and Diwali. It also marks the birth month of Mahatma Gandhi.
Down Syndrome Awareness Month Promotes acceptance and inclusion of people with Down Syndrome, highlighting their strengths and advocating for inclusive communities and workplaces.
October 1 – International Day of Older Persons highlights the contributions of older workers and raises awareness about issues of aging in the workforce.
October 2 – International Day of Non-Violence/Gandhi Jayanti (Hindu) marks the birth anniversary of Mahatma Gandhi, honoring his legacy of peace, nonviolence, and justice.
October 10 – World Mental Health Day raises awareness of mental health issues and mobilizes efforts to support workplace wellbeing and reduce stigma.
October 11 – National Coming Out Day supports LGBTQ+ individuals in openly expressing their identity, while encouraging allies to create inclusive and affirming environments.
October 13 – Indigenous Peoples Day/Columbus Day recognizes the history and cultures of Native peoples while also marking the federal Columbus Day holiday observed in parts of the United States.
October 16 – World Food Day raises awareness of global hunger and food insecurity, encouraging organizations to support food equity and sustainability initiatives.
October 16 – Boss’s Day/National Boss Day offers an opportunity for employees to appreciate leadership, highlight inclusive management, and encourage positive workplace relationships.
October 17 – International Day for the Eradication of Poverty focuses on addressing economic inequality and workplace strategies that reduce barriers for underrepresented groups.
October 20-21 – Diwali (Hindu, Sikh, Jain, Buddhist) is the Festival of Lights celebrating the triumph of light over darkness and good over evil, often marked in workplaces with cultural awareness events.
October 24 – United Nations Day celebrates the founding of the U.N. and its mission to promote peace, justice, human rights, and international cooperation.
October 31 – Halloween is widely observed in the U.S. with costumes, decorations, and community activities, often celebrated in workplaces with employee engagement events.
Next Steps for Navigating Inclusion & Diversity in a Shifting Legal and Political Landscape
HR professionals are facing new challenges as workplace inclusion efforts are increasingly shaped by political polarization and shifting federal regulations. Executive orders from early 2025 have altered compliance expectations, creating uncertainty for leaders who want to uphold best practices while avoiding legal risk. Employees also hold mixed perceptions of Inclusion and Diversity initiatives, making it harder to build unified cultures of belonging.
To support HR practitioners, ARSHRM recommends the following strategies:
1. Audit and Align for Compliance – Review programs, training, and policies to ensure alignment with federal directives, especially for government contractors.
2. Focus on Culture Over Labels – Center efforts on respect, fairness, and engagement rather than acronyms that may spark controversy.
3. Stay Informed but Steady – Monitor evolving rulings, but don’t dismantle effective programs prematurely.
4. Reframe as a Business Imperative – Link inclusion directly to retention, innovation, and engagement to de-politicize the conversation.
5. Prepare and Document – Anticipate increased scrutiny and maintain clear records of decision-making.
Our Spring Inclusion and Diversity Virtual Dialogue event, featuring guest speaker Carol Vella who brings over a decade of leadership in talent, retail, marketing, and community engagement, also highlighted the importance of creating safe spaces for open conversation, reinforcing inclusive behaviors, inviting diverse perspectives, ensuring structured hiring practices, and closely collaborating with legal experts.
Join us at the ARSHRM State Conference, October 8–10, for an engaging Inclusion and Diversity panel where HR leaders will explore practical strategies to navigate today’s evolving legal and political landscape while fostering truly inclusive workplaces.
Final Thoughts
A great way for an employer to show support for any one of these celebrations is to partner with a local nonprofit or community event and give your employees an opportunity to volunteer and represent your company. Community service is a fun way to give back while team building and keeping the employees engaged.
Find more Diversity and Inclusion resources here.
Quick Resources
A leading diversity and inclusion membership organization that provides research, tools, and resources to help organizations create inclusive workplaces.
An organization that promotes diversity and inclusion in the workplace through training, certification, and research.
A comprehensive resource hub from the U.S. Chamber of Commerce Foundation that includes research, case studies, and best practices for creating a more inclusive workplace.
A selection of online courses on diversity and inclusion topics from providers such as LinkedIn Learning, Udemy, and Coursera.