The ABA Journal is read by half of the nation's 1 million lawyers every month. It covers the trends, people and finances of the legal profession from Wall Street to Main Street to Pennsylvania Avenue.

As efforts to control books continue, Nashville Public Library hopes to reach thousands of readers with its "I read banned books" card.

These nonfiction books about censorship offer different perspectives in various formats to show how censorship and book banning persists.

The ABA Journal is read by half of the nation's 1 million lawyers every month. It covers the trends, people and finances of the legal profession from Wall Street to Main Street to Pennsylvania Avenue.

With challenges to books in the United States at a high, the Matinicus Island Library is a remote haven for controversial literature

The American Library Association says libraries faced the highest number of book challenges since they started tracking in 2000. Maia Kobabe's Gender Queer topped their list of most challenged books.

BCG recently surveyed 2,230 transgender and gender nonconforming (TGNC) employees in eight countries and conducted 34 interviews with TGNC employees. They found that TGNC employees want respect in the workplace, which is both reasonable and achievable for organizations committed to DEI. While everyone is responsible for creating a safe, welcoming, and inclusive workplace, CEOs, HR departments, and managers stand out in their ability to make a difference. The authors unpack the data and present several strategies for creating inclusive cultures for TGNC employees.

Attacks on DEI have drawn criticism from Black and Hispanic leaders, students and faculty groups.

The angry Black woman stereotype exists in many parts of American culture — including the workplace. Studies show people in organizations believe Black women are more likely to have belligerent, contentious, and angry personalities, an assumption not as readily assigned to other men and women. Recent studies suggest this negative perception is a unique phenomenon for Black women, and the researchers suggest that when Black women outwardly express anger at work, her leadership and potential are called into question.

Tech creators and journalists ignore the insights and experiences of Black women—and fail to see the harm of their "innovations."

Leaders should be sure to address the anxiety proactively, and with as much transparency as possible.

Nearly every element of our workday is designed for neurotypical employees, leaving out millions of talented people. It’s time to rethink how we work.

The number of people with autism entering the workforce in the next 10 years and beyond is on the rise, with the growth cutting across racial, ethnic, and geographic lines. Currently, the unemployment rate among people with autism remains high, with some estimates coming in at over 80%. The heightened profile of disability, equity, and inclusion functions in major employers is already leading companies to think about forms of diversity beyond race and gender. Since the early 2010s, a network of major employers has developed targeted employment initiatives and protocols to better integrate this workforce into their companies. But the number of companies involved in neurodiversity hiring initiatives is modest today, as is the number of participating workers. What can we learn from the companies that have integrated these programs successfully, and how can companies without the resources for dedicated programs make real progress in bringing neurodivergent employees into their organizations?

If a disability is invisible, people may be reluctant to request support in the workplace. Find out how your business can be more accommodating here.

Texas courts generally look to federal courts’ interpretation of federal anti-discrimination laws to assist in interpreting the anti-discrimination provisions of the Texas Commission on Human Rights Act (TCHRA). However, the provisions of the TCHRA do not always exactly mirror the language of parallel federal anti-discrimination laws. The Texas Supreme Court recently examined such differences in interpreting the scope of the anti-retaliation provisions of the TCHRA.

In a story that went viral, an employer recently learned an expensive lesson after allegedly ignoring a worker's anxiety disorder.

Voters in Jamestown Township decide in November whether to fund the community’s only library.

On March 25, word started to spread on Twitter that a multitude of LGBTQ books—many of them by debut authors—were inexplicably missing from Target’s website, despite a number of the titles having previously been listed for pre-order.

Arizona state senators gave preliminary approval to a measure directing the Department of Education to come up with a list of books to ban in public schools.

Supporters say Senate Bill 5 is meant to protect children. Opponents ask, which children?

Beyond revamping misleading terminology, some library science scholars and Indigenous knowledge holders are looking at how to index library materials in ways that reflect Indigenous knowledge.

Trans people often experience stigma and discrimination, hostility from others, and pressure to “manage” their identities in social settings, including the workplace. These experiences can set in motion a host of psychological responses that have devastating consequences for trans individuals’ job satisfaction, turnover intentions, and emotional well-being. Despite growing public awareness of the struggles that trans individuals often face, many employers remain ill-equipped to create policies and workplace cultures that support their trans employees. Fortunately, a growing body of research suggests how they can more effectively attract, retain, and promote the health and success of these workers. Interviews with and surveys of more than 1,000 trans people over the past six years reveal four key areas of intervention that can cultivate a more trans-inclusive workplace: (1) basic signs of trans inclusivity involving bathroom use, dress codes, and pronouns; (2) effective support for gender transitions; (3) trans-specific diversity trainings; and (4) interventions to build resiliency.

PHOENIX -- State senators on Thursday approved a measure directing the Department of Education to create a list of books to be banned in public schools.

As some public and school libraries pulled books from their shelves earlier this year, New York City's Brooklyn Public Library made access to thousands of books easier for teens across the country.

Many organizations take big actions in the realm of DEI because of something they see another company do—such as publicly declaring themselves champions of people of color or setting an ambitious top-down DEI strategy across the firm. However, these grand stances usually fizzle out, leaving leaders frustrated and saying, “DEI work is too hard. It takes too long to see results.” The fact is, DEI isn’t a short-term project, and a company making big moves before it has the right culture and structures in place is likely to fail, leaving marginalized employees and customers no better off and giving companies a reputation for hollow promises. Academic research and the author’s experience working with firms on DEI strategy suggest that companies tend to follow predictable stages on their DEI journey. In this article, Georgetown professor and organizational psychologist Ella F. Washington describes the five stages: aware, compliant, tactical, integrated, and sustainable. She also includes questions for leadership teams to ask themselves. Understanding what stage your company is in can help you decide where to focus your energies most effectively and keep you from getting stuck.

Author Art Spiegelman says he felt "jaw-dropping disbelief" upon learning about the decision from a Tennessee school district to ban his graphic novel about the Holocaust.

"House Democrats introduced legislation Wednesday aimed at improving diversity at the State Department by establishing a senior post in the agency tasked with increasing the numbers of women minorities and those with disabilities serving in the foreign and civil service."

"A federal judge in California on Thursday appeared poised to block parts of President Donald Trump's executive order restricting diversity training for federal contractors that covers "divisive topics" saying she was concerned that it was too broad and vague."

"The U.S. Chamber of Commerce urged President Trump to withdraw his executive order that extended his administration's ban on race- and sex-based discrimination training to include federal contractors."

"Law schools would have to train students in bias racism and crosscultural competency under a proposal before the American Bar Association's policymaking body this month."