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Gloucestershire VCSE Alliance - Opening Address

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Small changes that can make the LGBTQ community feel welcomed -Oslo Pride

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Small changes that can make the LGBTQ community feel welcomed -Oslo Pride

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EDI(B) Conference Programme

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Inclusive Organisational Culture - Glos VCSE Alliance Training

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Wagada Digital - Increasing Digital Inclusion

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Barnwood Circle - Building Belonging and being anti-racist 

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Barnwood Circle - Building Belonging and being anti-racist 

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EDI(B) Self-Assessment & Team Reflection Toolkit

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Basic Data of EDI(B) for small Charities week

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Conference Observer Notes – Jess Waterman, Barnwood Trust

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Inclusion Gloucestershire - Communication and Practice for People Facing Disabling Barriers

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Inclusion Gloucestershire - Communication and Practice for People Facing Disabling Barriers

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Accessible Content Creation for Charities May25

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Principle

The board has a clear, agreed and effective approach to supporting equality, diversity and inclusion throughout the organisation and in its own practice. This approach supports good governance and the delivery of the organisation's charitable purposes.

Rationale

Addressing equality, diversity and inclusion helps a board to make better decisions. This requires commitment, but it means that a charity is more likely to stay relevant to those it serves and to deliver its public benefit. Recognising and countering any imbalances in power, perspectives and opportunities in the charity, and in the attitudes and behaviour of trustees, staff and volunteers, helps to make sure that a charity achieves its aims.

All trustees have the same responsibility for the charity, so they must have equal opportunity to contribute to decision making. Board diversity, in the widest sense, is important because it creates more balanced decision making. Where appropriate, this includes and centres the communities and people the charity serves. This increases the charity's legitimacy and impact. Equality and diversity are only effective and sustainable if the board works to be inclusive, ensuring that all trustees are welcomed, valued and able to contribute.

Boards that commit to equality, diversity and inclusion are more likely to set a positive example and tone for the charity by following an appropriate strategy for delivering its purpose and setting inclusive values and culture.

Key outcomes

1. The principles of equality, diversity and inclusion are embedded in the organisation and help to deliver the charity's public benefit.

2. Obstacles to participation are reduced, with the organisation's work designed and open for everyone included within its charitable purposes. This supports the charity to challenge inequality and achieve improved equality of outcomes.

3. The board is more effective because it reflects different perspectives, experiences and skills, including, where applicable, from current and future beneficiaries.

Recommended practice

1. Assessing understanding of systems and culture

1. The board analyses and can define how equality, diversity and inclusion are important for the charity, its context and the delivery of its aims.

2. The board assesses its own understanding of equality, diversity and inclusion. It considers how this happens in the charity and identifies any gaps in understanding which could be filled by discussion, learning, research or information.

3. The board regularly assesses:

1. the charity's approach to equality, diversity and inclusion, using available data and, where applicable, lived experience

2. its own practice including:

1. the diversity of trustees' backgrounds and perspectives in its regular board skills audit to identify imbalances and gaps

2. any bias in trustee recruitment and selection

3. where applicable, how the communities and people that the charity serves are included and centred in decision making

4. how meetings and board information can be made more accessible and how to provide resources to support this

5. how to create a meeting environment in which behaving inclusively is the norm, all voices are equal and trustees can constructively challenge each other

6. how the board demonstrates inclusive behaviours in its decision making and how it engages with staff, volunteers, members, service users and beneficiaries.

2. Setting context-specific and realistic plans and targets

1. The board sets a clear organisational approach to equality, diversity and inclusion in line with the charity's aims, strategy, culture and values. This is supported by appropriate plans, policies, milestones, targets and timelines.

2. The board uses the findings from its assessments to make context-specific and regularly reviewed plans and targets for:

1. equality, diversity and inclusion training for board members

2. inclusive boardroom culture, practices and behaviours

3. board evaluation or training to address any power imbalances between trustees

4. removing, reducing and preventing obstacles to people being trustees

5. attracting a diverse group of candidates for new trustee roles and providing an inclusive induction for new trustees

6. recruiting a diverse board that addresses imbalances and any gaps that have been found

7. promoting inclusive behaviours and cultures to the wider organisation.

3. Taking action and monitoring performance

1. The board ensures that there are appropriate arrangements and resources in place to monitor and achieve the organisation's equality, diversity and inclusion plans and targets, including those relating to the board.

2. The board creates and maintains inclusive cultures, practices and behaviours in all its decision making. It promotes and demonstrates inclusive behaviours and cultures to the wider organisation.

3. The board regularly monitors and actively implements its plans and targets established under 6.5.2.

4. The board leads the organisation's progress towards achieving its equality, diversity and inclusion plans and targets. It receives regular updates from the organisation including challenges, opportunities and new developments.

5. The board periodically takes part in learning and/or reflection about equality, diversity and inclusion and understands its responsibilities in this area. It acts on any gaps in its understanding and looks at how board practice, culture and behaviour are affected by these gaps.

4. Publishing performance information and learning

1. The board regularly publishes:
information on its progress towards achieving its equality, diversity and inclusion plans and targets, including challenges, opportunities and learning. This could include the:

1. charity's organisational approach to equality, diversity and inclusion in line with its aims, strategy, culture and values,

2. board's culture, practices and behaviours

3. board's composition and make-up

2. its plans to tackle any organisational or board inequalities and gaps that have been identified.

1. Assessing understanding of systems and culture

1. The board analyses and can define how equality, diversity and inclusion are important for the charity, its context and the delivery of its aims.

2. The board assesses its own understanding of equality, diversity and inclusion. It considers how this happens in the charity and identifies any gaps in understanding which could be filled by discussion, learning, research or information.

3. The board regularly assesses:

4. the charity's approach to equality, diversity and inclusion, using available data and, where applicable, lived experience

5. its own practice including:

1. the diversity of trustees' backgrounds and perspectives in its regular board skills audit to identify imbalances and gaps

2. any bias in trustee recruitment and selection

3. where applicable, how the communities and people that the charity serves are included and centred in decision making

4. how meetings and board information can be made more accessible and how to provide resources to support this

5. how to create a meeting environment in which behaving inclusively is the norm, all voices are equal and trustees can constructively challenge each other

6. how the board demonstrates inclusive behaviours in its decision making and how it engages with staff (where they exist), volunteers, members, service users and beneficiaries.

2. Setting context-specific and realistic plans and targets

1. The board sets a clear organisational approach to equality, diversity and inclusion in line with the charity's aims, strategy, culture and values. This is supported by appropriate plans, policies, milestones, targets and timelines.

2. The board uses the findings from its assessments to make context-specific and regularly reviewed plans and targets for:

1. equality, diversity and inclusion training for board members

2. inclusive boardroom culture, practices and behaviours

3. removing, reducing and preventing obstacles to people being trustees

4. attracting a diverse group of candidates for new trustee roles and providing an inclusive induction for new trustees

5. recruiting a diverse board that addresses imbalances and any gaps that have been found

6. promoting inclusive behaviours and cultures to the wider organisation.

3. Taking action and monitoring performance

1. The board ensures that there are appropriate arrangements and resources in place to monitor and achieve the organisation's equality, diversity and inclusion plans and targets, including those relating to the board.

2. The board creates and maintains inclusive cultures, practices and behaviours in all its decision making. It promotes and demonstrates inclusive behaviours and cultures to the wider organisation.

3. The board regularly monitors and actively implements its plans and targets established under 6.5.2.

4. The board leads the organisation's progress towards achieving its equality, diversity and inclusion plans and targets and discusses updates on this.

5. The board periodically takes part in learning and/or reflection about equality, diversity and inclusion and understands its responsibilities in this area. It acts on any gaps in its understanding and looks at how board practice, culture and behaviour are affected by these gaps.

4. Publishing performance information and learning
The board regularly publishes:

1. information on its progress towards achieving its equality, diversity and inclusion plans and targets, including challenges, opportunities and learning.

2. its plans to tackle any organisational or board inequalities and gaps that have been identified.

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The board has a clear, agreed and effective approach to supporting equality, diversity and inclusion throughout the organisation and in its own practice. This approach supports good governance and the delivery of the organisation's charitable purposes. Addressing equality, diversity and inclusion helps a board to make better decisions.

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CIPD | Equality, Diversity and Inclusion resources

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Discover how to promote equal opportunities and manage equality, diversity and inclusion in your organisation.

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Each year the calendar continues to highlight important themes around Inclusion with a special focus for each month. This popular online calendar, produced in partnership with Diversiton for CIPD members, contains:

over 240 important dates including holy days, special events, festivals and bank holidays

a monthly quote on life

a 'diversity perspective' image

the special focus for each month

lunar cycles.

This year the calendar has been designed and produced in a format which allows universal access so that content can be used by as many people as possible including people with disabilities or vision impairment.

It makes it easier for people with disabilities to access the calendar with the aid of assistive technology software and devices like screen magnifiers, screen readers, speech-recognition software, text-to-speech software, alternative input devices and refreshable Braille displays.

The top seven benefits from the calendar are that it:

provides important daily information on dates, holidays and festivals, for managers and staff

ensures every person can have immediate access - at work and at home

encourages self learning and personal development

helps to protect your organisation against equality claims

increases credibility with customers and users

supports your organisation's diversity, cultural and equality training initiatives

promotes awareness of diversity throughout your organisation.

This online calendar, produced in partnership with Diversiton, is for individual CIPD members' private use only and should not be made available, copied, reproduced or redistributed anywhere outside of this personal use. Should any CIPD member wish to arrange for an inclusion calendar for their own organisation please see www.diversiton.com for further details.

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This online calendar, produced in partnership with Diversiton for CIPD members, highlights over 240 important dates, including holy days, special events, festivals and bank holidays.

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Approaching diversity through equality and inclusion

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Let’s champion the remarkable role of charities and volunteers

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This guidance explains what is needed to become Disability Confident Committed, or a Disability Confident Employer or Leader.

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You found our list of diversity and inclusion books.

Diversity and inclusion books are works that teach professionals how to navigate race, gender, age, physical ability, religion, and sexual orientation in the workplace. These guides teach respect, compassion, and dignity. The purpose of these books is to create an inclusive and equitable work environment.

For similar topics, check out HR books, books on training and development and team building books.

This list contains:

diversity books

books on diversity and inclusion

DEI books

best selling books on diversity and inclusion in the workplace

Check it out!

List of diversity and inclusion books

From new releases to bestsellers, here are the best books on diversity, equity, and inclusion for the workplace.

1. The Loudest Duck: Moving Beyond Diversity while Embracing Differences to Achieve Success at Work by Laura A. Liswood

The Loudest Duck is one of the most popular workplace diversity books on the market. The book advocates for a meaningful approach to diversity. For example, by urging leaders not only to hire distinctive candidates, but to recognize and appreciate the strengths in those differences.

Laura Liswood illustrates the scope of diversity in the workplace and suggests actionable steps to build inclusive organizations. The Loudest Duck offers a set of practical tools to help managers and colleagues understand and respect different viewpoints. The author challenging readers to notice subtle inequities and overturn ingrained ways of thinking.

Notable Quote: "Companies are ultimately looking for increased creativity, better ideas, and multiple perspectives, so they will in fact benefit from diversity. However, we will see that achieving this takes much more effort than merely assembling a workplace that looks like Noah's ark."

Buy The Loudest Duck.

2. Belonging At Work: Everyday Actions You Can Take to Cultivate an Inclusive Organization by Rhodes Perry

A sense of belonging is both a universal human need and a major motivator. Employees perform to their full potential when they feel accepted and celebrated for their authentic selves. Belonging At Work is a guide to creating inclusive workplaces. The book suggests simple actions leaders can take to make employees feel comfortable and capable on the job.

Notable Quote: "Cultivating a sense of belonging doesn't stop with our employees. Serving our markets, or our clients and customers, and responding to their needs in a respectful and intentional manner assures an organization's long term relevancy, helping them thrive into the future."

Buy Belonging At Work.

3. How to Be an Inclusive Leader: Your Role in Creating Cultures of Belonging Where Everyone Can Thrive by Jennifer Brown

How to Be an Inclusive Leader is one of the best-selling diversity in leadership books. Jennifer Brown lays out the manager responsibilities for creating cultures where every employee feels welcomed and empowered. The book offers a comprehensive step-by-step guide to acknowledging privilege and preconceptions, advocating for employees, and amplifying lesser heard voices.

Notable Quote: "Inclusive leaders at the Advocate level consider diversity at all levels, in every gathering or format, and are especially aware of the sometimes-outsized impact of a single action, delivered in their particular voice."

Buy How to Be an Inclusive Leader.

4. Inclusion: Diversity, The New Workplace & The Will To Change by Jennifer Brown

Inclusion: Diversity, The New Workplace & The Will To Change acknowledges that change is hard, but necessary. The global landscape is ever-shifting, and inclusive workplaces are the way of the future. The momentum towards more diverse companies will not slow or reverse, and tomorrow's most successful organizations embrace this fact. Change is never easy though.

This book envisions a future where all employees feel welcomed, appreciated, and acknowledged, but only after the workforce overcomes current discomforts and roadblocks. This book presents strategies to help workers and executives appreciate the need for increased diversity and inclusion, both for the sake of underrepresented employees and the business's bottom line.

Notable Quote: "The best first step toward designing a successful inclusion strategy for a diverse workplace is to listen to what your employees are saying. It seems obvious, but true listening is in short supply in our frenetic, hierarchical world."

Buy Inclusion: Diversity, The New Workplace & The Will To Change.

5. We Can't Talk about That at Work!: How to Talk about Race, Religion, Politics, and Other Polarizing Topics by Mary-Frances Winters

Race, religion, and politics are sensitive subjects. Many folks steer clear of these topics at work altogether rather than risk offending or upsetting colleagues. However, ignoring the issues is not always the answer. We Can't Talk about That at Work! makes the case for talking about these subjects with tact rather than skirting the subject. Mary-Frances Winters argues that it is not what we talk about, but how we talk about it that matters. We Can't Talk about That at Work! is a guide for starting productive, inclusive conversations that respect differences, find common ground, and take the first steps towards healing invisible divides in the work world.

Notable Quote: "Do you experience a sense of fear when engaging in bold conversations? If so, ask yourself, " What am I afraid of?" These questions are relevant whether you are a member of a dominant or non-dominant group."

Buy We Can't Talk about That at Work!

6. The Leader's Guide to Unconscious Bias: How To Reframe Bias, Cultivate Connection, and Create High-Performing Teams by Pamela Fuller, Mark Murphy, and Anne Chow

The Leader's Guide to Unconscious Bias is one of the best diversity books for managers. Since managers have such great influence over hiring decisions and working environments, it is especially important for them to understand potential prejudices.

By exploring the neuroscience behind bias and championing a more mindful approach, the book teaches leaders how to recognize and overcome internal influences. The book also includes exercises and reflection spaces so readers can practice best practices.

The Leader's Guide to Unconscious Bias is a useful tool for team managers. By challenging subtle preconceived notions, leaders can improve company culture, cultivate connections among colleagues, form more dynamic diverse teams, and empower underrepresented employees to excel.

Notable Quote: "One of the reasons our minds work against self-awareness is because it's hard to admit that we have areas where we could improve. But when we practice self-awareness, we are constantly becoming more knowledgeable about ourselves. When we build self-awareness, we stop acting automatically and start making better decisions."

Buy The Leader's Guide to Unconscious Bias.

7. Blindspot: Hidden Biases of Good People by Mahzarin R. Banaji and Anthony G. Greenwald

Blindspot is one of the best selling diversity books in recent years. Psychologists Mahzarin R. Banaji and Anthony G. Greenwald explore the subject of unconscious biases, examining how experiences and ideas subtly shape ways of thinking. Relying on scientific methods such as the Implicit Association Test, the authors show how to spot and confront preconceptions.

The book frames bias as a human characteristic rather than an individual character flaw, making it easier for readers to accept the truth of their own prejudice. Blindspot argues that not only "bad people," hold secret biases. Rather, every person must analyze their assumptions, stop hiding behind good intentions, and aim to be more open and supportive of those unlike themselves.

Notable Quote: "Blindspots hide both discriminations and privileges, so neither the discriminators nor the targets of discrimination, neither those who do the privileging nor the privileged, are aware. No small wonder that any attempt to consciously level the playing field meets with such resistance."

Buy Blindspot.

8. The 4 Stages of Psychological Safety: Defining the Path to Inclusion and Innovation by Timothy R. Clark

Taking a more scientific approach than many other inclusion books, The 4 Stages of Psychological Safety breaks the act of building empowering environments into four phases. Once employees feel included at work, they will gradually feel safe to learn and make mistakes, speak their minds, and eventually, push back against authority in ways that lead to organizational innovation and growth. Timothy Clark outlines the actions leaders can take to nurture these conditions and achieve psychological safety for all employees.

Notable Quote: "We thrive in environments that respect us and allow us to (1) feel included, (2) feel safe to learn, (3) feel safe to contribute, and (4) feel safe to challenge the status quo. If we can't do these things, if it's emotionally expensive, fear shuts us down."

Buy The 4 Stages of Psychological Safety.

9. Diversity in the Workplace: Eye-Opening Interviews to Jumpstart Conversations about Identity, Privilege, and Bias by Bärí A. Williams

Diversity in the Workplace gathers firsthand accounts of minority experiences in the workplace. The book explores a wide range of distinguishers, including race, gender, age, ability, religion, and LGBTQ. While many diversity books focus on singular identities, Diversity in the Workplace gives a nod to intersectionality and the differences of experience involved in belonging to multiple minority groups. The book provides space for reflection at the end of each section, as well as tips for carrying out constructive conversations about inclusion with colleagues.

Notable Quote: "Be cognizant that not everyone has the appropriate language to describe what they are feeling or observing. Creating a space for these conversations also means realizing that some colleagues may not have the right vernacular but are willing to learn."

Buy Diversity in the Workplace.

10. The Culture Map: Breaking Through the Invisible Boundaries of Global Business by Erin Meyer

As the business world becomes more globalized, having international colleagues becomes the norm. Society greatly influences individual's attitudes and approaches to work, and differences in cultures can lead to misunderstandings. The Culture Map is a guide to navigating internationally diverse workplaces. The book explores differences in factors like communication style, demeanor, and attitudes about authority across cultures. The Culture Map offers advice in areas such as performance reviews, sales pitches, and scheduling. This book is a great resource not only for accommodating diverse staff, but also for forging relationships with international clients and vendors.

Notable Quote: "When interacting with someone from another culture, try to watch more, listen more, and speak less."

Buy The Culture Map.

11. The Remix: How to Lead and Succeed in the Multigenerational Workplace by Lindsey Pollak

Diversity does not only apply to factors like race and gender, but also to age. The workforce currently consists of four generations with differing work-styles and ideals. Managing across life stages and experience levels can be a challenge. The Remix is a guide to leading multiple generations without alienating particular age demographics. The book offers advice about bridging gaps in communication, culture, and values and soliciting the best performance from every age group.

Notable Quote: "My approach to organizational change is to embrace the fundamental fact that none of us, of any generation, will survive if we remain static and rigid."

Buy The Remix.

12. Better Allies: Everyday Actions to Create Inclusive, Engaging Workplaces by Karen Catlin and Sally McGraw

Better Allies is one of the best books on inclusion in the workplace. The book explains how to be a supporter and advocate for coworkers of different backgrounds, races, genders, sexual orientations and identities, ages, and abilities. Karen Catlin gives practical advice on implementing fair hiring practices, using inclusive language, and creating more opportunities for underrepresented groups. The book makes a distinction between ally-ship and savior-dom, explaining that efforts to protect marginalized identities can be patronizing and counter-productive.

Notable Quote: "Gatekeeping feedback is common, and often slips out unconsciously. If you're in a position to give someone constructive comments, you may think you're doing so based solely on their performance or role, but your choice of words may betray unconscious bias."

Buy Better Allies.

13. Inclusify: The Power of Uniqueness and Belonging to Build Innovative Teams by Stefanie K. Johnson

Inclusify is a leadership guidebook for creating diverse yet cohesive teams. While many organizations make efforts to recruit unique perspectives, these companies often fail to harmonize differing voices. Stefanie Johnson offers team building tips for creating unique yet united teams. Inclusify presents practical teamwork and management strategies that empower individuals while rallying the group around a shared sense of purpose. This book is a recipe for high-performing, inventive teams whose members stand out but still feel like a part of the whole.

Notable Quote: "These types of interactions are often meaningless to the person doing the excluding, but across research studies, subtle and often unintentional jabs like mistaking someone as being in a lower status position or calling them by another person of color's name (often called microaggressions) have the same effects as, if not worse effects than, blatant discrimination on outcomes such as job performance, turnover, and mental health."

Buy Inclusify.

14. Subtle Acts of Exclusion: How to Understand, Identify, and Stop Microaggressions by Tiffany Jana and Michael Baran

Subtle Acts of Exclusion examines microaggressions, or subtle phrases or actions that cause marginalized individuals discomfort or distress. This book is important because many folks think of racism as intentional, but innocuous behaviors can be just as harmful. Subtle Acts of Exclusion demonstrates how to avoid alienating group members, and presents a formula for building trust and rapport between team members of all backgrounds.

Notable Quote: "One of the most critical aspects of inclusion is that it must happen actively. When we just passively think of ourselves as good people but don't do anything to actively include others, that creates passive exclusion."

Buy Subtle Acts of Exclusion.

15. So You Want to Talk About Race by Ijeoma Oluo

So You Want to Talk About Race is one of the best-selling books about diversity. Ijeoma Oluo drudges up all the most controversial talking points about race, offering clear and constructive ways to approach every conversation. The book covers concepts like police brutality, cultural appropriation, affirmative action, intersectionality, and privilege. The tone is equal parts entertaining, enlightening, and mobilizing. So You Want to Talk About Race is a great fit for professionals who want to know how to talk about race and what to do to promote racial justice inside of work and out.

Notable Quote: "You have to get over the fear of facing the worst in yourself. You should instead fear unexamined racism. Fear the thought that right now, you could be contributing to the oppression of others and you don't know it. But do not fear those who bring that oppression to light. Do not fear the opportunity to do better."

Buy So You Want to Talk About Race.

Conclusion

While advocates have pushed for more diversity and inclusion in the workplace for decades, movements have gained more momentum within recent years. The rise of social media has helped expose inequality and injustice. Not to mention, the general public has become more aware that even well-meaning gestures or throwaway comments can have unintended consequences.

As awareness grows, so does companies' social responsibility to create more inclusive environments for all employees. While the journey towards equality may not be linear, DEI books can provide much needed clarity and guidance.

For more reading suggestions, check out our list of employee engagement books, books by women in business or this list of nonprofit books.

We also have a list of the best ideas for National Disability Employment Awareness month.

FAQ: Diversity and inclusion books

Here are answers to common questions about diversity books.

What are diversity books?

Diversity books cover topics such as gender identification, class, race, age, physical ability, cognitive ability, religion, and sexual orientation. These books shed light on the experiences of underrepresented groups in the workforce. The goal of these books is to educate leaders and coworkers to be better allies and colleagues. Similarly, inclusion books aim to build professional environments in which all employees feel safe and can thrive.

What are some good diversity and inclusion books?

Some good diversity and inclusion books include The Loudest Duck by Laura A. Liswood, How to Be an Inclusive Leader by Jennifer Brown, We Can't Talk about That at Work! by Mary-Frances Winters, and Inclusify by Stefanie K. Johnson.

Why should you read books on diversity, equity and inclusion?

Reading books on diversity, equity and inclusion expands your worldview and can help you understand different perspectives. While conversations about diversity often lead to emotional responses, books give you time to process and re-read before responding, offering a lower-stakes starting point. Reading books on diversity, equity, and inclusion for the workplace can make you a better coworker, collaborator, advocate, and ally for underrepresented colleagues.

P.S: Press " CTRL + D" or " Command + D" to bookmark this page for updates.

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15 Best Diversity and Inclusion Books for 2022

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You found our list of diversity and inclusion books. Diversity and inclusion books are works that teach professionals how to navigate race, gender, age, physical ability, religion, and sexual orientation in the workplace. These guides teach respect, compassion, and dignity. The purpose of these books is to create an inclusive and equitable work environment.

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Equity, diversity and inclusion in your charity

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Here is a selection of books available in the Library, recommended by Newcastle University's Student Union as a starting point to learn about anti-racism.

If you want to recommend a resource, please get in touch.

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LibGuides: Equality, Diversity and Inclusion: Recommended by You & Blog

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A guide to highlight useful information resources relating to EDI themes. We hope it will promote awareness and discussion, broaden horizons, and challenge us all.

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Find out more about equality and diversity from our collection of podcasts, including recordings of the annual LGBT+ and Disability lectures

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General Commission on Religion and Race of The UMC

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Deconstructing White Privilege with Dr. Robin DiAngelo

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Building the future of work with neurodiversity in mind

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Building the future of work with neurodiversity in mind

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Topics include developing resilience in a digital age, menopause and neurodiversity through to social media, mental health and inter-generational diversity.

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Inclusive Change Radio creating radio and podcasts to help you build the future of work with neurodiversity in mind.

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What is the definition of microaggression?

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How microaggressions are like mosquito bites 

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How microaggressions are like mosquito bites 

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Open Access Workshop: It’s About Race 1 (Online) - The Diversity Trust

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We are specialists in diversity and inclusion training. We provide support services, policy and research to the private, public and third sectors.