"Neurodiversity in the Workplace presents a timely and needed perspective on the role and responsibility of employers, and those working to increase the effectiveness of workplace practices, to examine the many ways we preclude large segments of the population from employment and how we can create opportunities for building a truly inclusive work environment"--

We do students a terrible disservice if we don’t educate them honestly. Connect our nation’s past to our present to create an inclusive future.

This article critically looks at the human rights project as a damning three-dimensional metaphor that exposes multiple complexes. It argues that the grand narrative of human rights contains a subtext which depicts an epochal contest pitting savages, on the one hand, against victims and saviors, on the other. The savages-victims-saviors (SVS) construction lays bare some of the hypocrisies of the human rights project and asks human rights thinkers and advocates to become more self-reflective. The piece questions the universality and cultural neutrality of the human rights project. It calls for the construction of a truly universal human rights corpus, one that is multicultural, inclusive, and deeply political.

"How to build and sustain and inclusive workplace"--

Welcome! This guide is informed by the Catholic social teaching concept of "human dignity," and provides resources to help the UP community approach every member with dignity, regardless of race, sex/gender identity, ability, class, or political perspective. As Pope John XXIII said: "Any human society, if it is to be well-ordered and productive, must lay down as a foundation this principle, namely, that every human being is a person, that is, his nature is endowed with intelligence and free will. Indeed, precisely because he is a person he has rights and obligations flowing directly and simultaneously from his very nature." Pacem in Terris (“Peace on Earth”), 1963, #9.

Renownded social justice advocate John A. Powell persuasively argues that we have not achieved a post-racial society and there is much work to do to redeem the American promise of inclusive democracy. Culled from a decade of writing about social justice and spirituality, these meditations on race, identity, and social policy provide an outline for laying claim to our shared humanity and a way toward healing ourselves and securing our future. -- Book Cover

"We are in the midst of a global reckoning on racism, and corporations are on high alert. Public statements of anti-racism are no longer enough. But managers, especially those sandwiched between the C-Suite and their entry-level colleagues, feel that they don't have the power and influence to affect the level of change we need to see in the world. In Inclusion Revolution, award-winning diversity advocate Daisy Auger-Dominguez shows that this is simply not true: we can all take action in our organizations today. By sharing the best practices honed through years of working as a leading executive in diversity at Google, Disney, and Vice, Auger-Dominguez delivers clear-cut strategies on achieving workplace equity. She examines how companies can find diverse talent, how to confront a problematic referral culture, and how to restructure interviews and the hiring process to eliminate bias. Instead of encouraging mentoring, she shows how training sponsors on effectively and sensitively supporting colleagues can go farther in shoring up retention. She exposes how one-day diversity trainings and even affinity groups can become counterproductive, if structured incorrectly. And she shows how executive-level diversity councils and even external diversity boards can more effectively enact policy changes and hold companies accountable. Through her guidance and through examples from companies that are doing the work well-to dramatic and lasting results-Auger-Dominguez shows readers how to hire, retain, and grow diverse talent and build a truly inclusive workplace. Inclusion Revolution is not a blueprint for check-the-box diversity trainings; it's not a prescription to being politically correct in the workplace. This is a book of action for those who are willing to realize equity in their organizations and confront the pervasive inequities at work. It's a book about building change that lasts, because through the best teams, and the broadest audience reach, companies can finally build a stronger future"--

"Advancing inclusion and belonging for people of all races national origins and ethnicities is critical to guaranteeing the safety and security of the American people. During the coronavirus disease 2019 (COVID-19) pandemic inflammatory and xenophobic rhetoric has put Asian American and Pacific Islander (AAPI) persons families communities and businesses at risk."