Diversity News & Resources
As more employers invest in LGBTQ inclusion and gender-inclusive workplaces, pronouns have become a significant focal point. The following Out & Equal resource is focused on practical guidance on how to implement successful practices and norms around pronouns in the workplace.
Best Practices for Non-Binary Inclusion
This guide reviews basic concepts surrounding gender, gender neutral language, pronouns, facilities, and more. It is released with the aim of encouraging companies and employees to develop greater empathy and awareness of non-binary identities in order to create spaces of belonging.
Talking About Race
Talking about race, although hard, is necessary. The National Museum of African American History and Culture provide tools and guidance to empower your journey and inspire conversation.
Adapt Your D&I Efforts to the Reality of the Crisis
Many companies are putting their diversity, equity, and inclusion efforts on hold during the coronavirus crisis. This is a mistake. Instead of shuttering initiatives, leaders should be focused on creating a model that is adaptable, cost-efficient, and focused on solving the problems employees experience now.
LINKS & RESOURCES
Project Implicit: Harvard University's Implicit Bias Association Tests Test your implicit bias to reveal unconscious attitudes and beliefs about age, disability, gender, race, sexuality, and other characteristics.
Why Diversity, Equity, and Inclusion Matter for Nonprofits This goes through not only the “how” of implementing a Diversity, Equity, and Inclusion plan, but also the “why” (whether your organization is a nonprofit or not). It provides several tools for embedding EDI into work at all levels of an organization.
Our Shared Language: A Social Justice Glossary Many organizations find that it’s helpful to begin with an exploration of terms and definitions. This can help spark deep conversations about how we individually interpret and experience discrimination of whatever nature. This Social Justice Glossary from the YWCA offers a common vocabulary for difficult conversations.
2021 Diversity Holiday Calendar
Racial Equity Resource Guide
In talking about issues of race, a common vocabulary is essential to avoid misunderstandings and misinterpretations. Words often have different meanings to different people, based on their experiences. The purpose of this glossary, which is a work in progress, is to help avoid such misunderstandings.
UNDERSTANDING BARRIERS OF INCLUSION
The danger of a single story, Chimamanda Ngozi Adichie
Our lives, our cultures, are composed of many overlapping stories. Novelist Chimamanda Adichie tells the story of how she found her authentic cultural voice -- and warns that if we hear only a single story about another person or country, we risk a critical misunderstanding.
We can’t breathe at work, either: John Henryism and the health impact of racism
Like many black people, I have spent the past weeks reflecting on and continuing Martin Luther King Jr.’s beautiful struggle of working toward dismantling racism and antiblackness, spurred by the killings of George Floyd, Breonna Taylor, Ahmaud Arbery, and so many others. During a march last week, a colleague talked about all the spaces they were a part of: community organizations, social justice collectives, professional obligations, and work. I looked around at my fellow black faculty and administrators and realized we were all doing the same high-impact, but also high-emotional-toll, types of activities. But at the same time, we were attempting to keep all the plates spinning in our chaotic professional lives in a manner that exceeded that of our nonblack peers.
UNDERSTANDING PRIVILEGEJohn Amaechi discusses white privileged on Bitesize- BBC
On August 7, 2020 John Amaechi tells us what white privilege means to him. You can find the real video and transcript on the BBC website.
RI SHRM Diversity Conference -Milagros Phillips
What is Code-Switching?
For black Americans, having the ability to code-switch could help you get that promotion, make your case to a judge, or leave a police encounter unscathed. But changing how you speak isn't always enough to get around racism.
3 cognitive biases perpetuating racism at work - and how to overcome them
Sexual Orientation and Gender Identity Definitions
Sexual orientation is a term used to describe your pattern of emotional, romantic or sexual attraction.
Etiquette: Interacting with People with Disabilities
This 3 minute and 40 second YouTube video from the D.C. Office of Disability Rights discusses general rules of etiquette for interacting with people with disabilities. We encourage you to watch this short disability sensitivity training video before working with someone with a disability. We promise you will enjoy this short video – be entertained while learning!
What Mindfulness Does to Your Brain: The Science of Neuroplasticity
Practicing mindfulness consistently can change the way you think, feel, and act—because it can literally change your brain. Here's the science to prove it.
Your brain is plastic (no, not like that). The mind’s many intricate networks of neural pathways are continually and automatically adjusting through a phenomenon called neuroplasticity (neuro-, meaning relating to nerves or the nervous system; and plastic, meaning easily shaped or molded).
Are you passionate about Diversity? If the answer is yes, then we need YOU!
RI SHRM has an upcoming open position, the Director of Diversity!
At RI SHRM, we recognize that our strength comes from the diversity of our members, our programs, and how we do our work collectively. RI SHRM is seeking a 2-year commitment to serve on the board of directors as the Director of Diversity.
This role is responsible for overseeing a vibrant committee of passionate members of RI SHRM who are in diversity and HR roles.
Through this role, you will have the opportunity to ensure that there is diversity, equity, and inclusion across our programs/offerings, within our outreach, and in our members.
If you are passionate for diversity, equity, and inclusion, we invite you to reach out to firstname.lastname@example.org to learn more!
This role comes with a wealth of benefits, such as access to learning and development, opportunities to travel to SHRM National conferences and programs, and to serve alongside an incredible group of individuals.
To our Colleagues and Friends in the Human Resources Community:
Over the past several weeks, we have watched violence, acts of injustice, and rallies spread across our country, as we still struggle to respond to a global pandemic. It is a frightening and challenging time for our HR colleagues and their employees as we all try to find our way through this uncertain time in our country, our local communities, and our workplaces.
We recognize that many of our colleagues and members of our workforce are hurting and angry--struggling to find answers to the recent national incidents and the long history of systemic racism and injustice towards Black people and other minorities in our community. We also recognize that many employees are highly vulnerable now. As Human Resources professionals, we are in a unique position to make change happen in our organizations and we have a responsibility to do the right thing.
Rhode Island SHRM has focused on driving diversity initiatives in Rhode Island. Rhode Island is one of the most diverse states in our nation and we are proud to have a rich multicultural heritage. We have long celebrated the fact that this has contributed to the strength and resiliency of our workplaces, particularly during these difficult times.
Rhode Island SHRM proudly stands for social justice and racial equality. We strive to build communities and workplaces that promote diversity and inclusion, encourage understanding, and take action to create a positive workplace culture.
What we stand for:
What we oppose:
Acting as a collective voice, the Rhode Island SHRM Board encourages our colleagues to:
As Human Resources professionals, we need to be part of the solution to affect change. As a professional Human Resources organization, we stand ready to support you. We don’t have all the answers—we are all learning together. However, we are here to listen, connect you with others and support you. Our Diversity Committee will take the lead to provide you information and resources. Feel free to reach out to any of us and particularly our Diversity Director, Kevin Matta
SHRM also has valuable resources to support you:
We are passionate about affecting change—and we stand with you and all of those oppressed.
It’s time to do the right thing.
-The Board of Rhode Island SHRM
Cynthia J. Butler, SPHR, SHRM- SCP, State Chapter Director
Lynn Corwin, SHRM-CP PHR, State Operations Director
Patricia Lyons, JD, SHRM-SCP, SPHR, Treasurer and State Chapter Director-Elect
Pam DeMelim, Secretary
Gary Convertino, Ed.D, PHR, SHRM-CP, CPC, Workforce Development Director
Christine Cunneen, Director Sponsorships/Non-dues Revenue
Ray Dutelle, SHRM-SCP, Director at-large
Amy Grenga, PHR, SHRM-CP, Communications Director
Ken LeGendre, Membership Director
Kevin Matta, Diversity Director
Linda Olbrys, Student/College Relations and Emerging Leaders
Roxane Rusnak, SHRM-CP, Foundation Director
Scott Seaback, Programs/Professional Development Director
Gregory Tumolo, Esq., Legislative Affairs Director