Diversity, Equity & Inclusion

Policy & Program Development

• SHRM – How to Develop a Diversity, Equity and Inclusion Initiative
• Diversity Equity and Inclusion Sample Policy 
• Workplace Diversity Audit
• Sample Program in place:
  • Brown University: Diversity and Inclusion Toolkit

Articles and Best Practices

• 3 Ways to Support Trans Colleagues Coming Out at Work
• 5 Ways Employers Can Support Transgender Employees
• Benchmark – Diversity and inclusion Policies
• Benchmark – Pay Equity and Diversity
• Building a Diverse Company Culture Means Empowering Employees
• Corporate Board Diversity – Moving Beyond Lip Service
• Creating a Trans-Inclusive Workplace
• Diversity Recruiting Programs
• EEOC: Discrimination By Type
• EEOC to Update Guidance on Combating Religious Bias at Work
• EEOC’s Best Practices in Diversity
• Employing an Aging Workforce
• Forbes – 4 Ways to Actually Create Diversity And Inclusion In The Workplace
• Forbes – 4 Ways to Create a More Diverse Workplace That Inspires Innovation
• Forbes – 6 Ways to Cultivate a Workplace Culture That Inspires Diversity and Inclusion
• Forbes – 10 Steps Businesses Can Take To Improve Diversity and Inclusion in the Workforce
• Forbes – Why Workplace Diversity Is So Important, And Why It’s So Hard To Achieve
• Gender and Pronouns in the Workplace
• Gender Diversity Issues of Women at Work
• Harvard Business Review – Diverse Teams Feel Less Comfortable — and That’s Why They Perform Better
• Harvard Business Review – Diversity and Inclusion Efforts That Really Work
• How These 14 Companies Are Celebrating Black History Month
• How to Support Transgender Employees in the Workplace
• LinkedIn – 50+ Ideas for Cultivating Diversity and Inclusion at Your Company
• Majority of Organizations are Looking at Pay Equity
• Making the Case for Diversity
• Managing Diversity – Benefits Issues
• Managing Diversity – Training
• Racial Diversity Initiatives for Including Members of Racial Groups
• Religious Diversity Issues
• Salary.com – How to Conduct a Diversity, Equity and Inclusion Audit
• SHRM – 10 Tips for Hiring—and Retaining—Gen Z Employees
• SHRM – Attracting and Retaining Workers with Disabilities
• SHRM – Businesses Respond to Demand to Put Muscle into DE&I Efforts
• SHRM – Employing Transgender Workers
• SHRM – How Managers Can Overcome Their Personal Biases
• SHRM – Influencing DE&I Strategies – Tips for Emerging Professionals
• SHRM – Try These Strategies to Reduce Implicit Bias in Your Workplace
• SHRM Partnership Promotes Inclusion of People with Disabilities in the Workplace
• Six Pronoun Practices to Build Trans-Affirming Workplaces & Why They Matter
• Steps Toward Building Workforce Diversity
• Talking About Pronouns in the Workplace
• ‘Trans-forming’ the Workplace to Be Transgender Inclusive
• Transgender Inclusion in the Workplace: Recommended Policies and Practices
• What Are Some Best Practices in Diversity?
• What’s Your Pronoun? Strategies for Inclusion in the Workplace
• Workplace Diversity vs. EEO
• Workplace Diversity

Community Partners/Resources

• Area Office on Aging
• CEO Action: CEO Action for Diversity & Inclusion™ is the largest CEO-driven business commitment to advance diversity and inclusion in the workplace.
• Disability Equality Index
• Equitas
• Hollaback! Free Bystander Intervention Training to stop Anti-Asian/American and Xenophobic Harassment
• Human Rights Campaign
• JAN – Job Accommodation Network 
• LGBTQ+ Workplace
• Ohio Department of Developmental Disabilities
  • Lucas County Board of DD
• Ohio Department of Job & Family Services
  • Lucas County Job & Family Services
• Opportunities for Ohioans with Disabilities
  • Inclusive Employer Toolkit
  • Worksite Accessibility Services
• The Ability Center of Greater Toledo
  • Click here to view The Ability Center and Opportunities for Ohioans with Disabilities explore how businesses hire and retain qualified people with disabilities to fill their workforce needs and foster inclusive workplace environments. Youtube Video ~45 mins
• Racial Equity Tool
• United Way of Greater Toledo: Community Resources

Check out our trainings for your teams:

Building Civility and Respect in the Workplace – Unconscious Bias

Check out our EA Training Calendar for upcoming topics!

June 10, 2020

A message from the Employers’ Association Board of Directors and Senior Leadership:

We Can Do Better!

The recent tragic and disturbing deaths of George Floyd and Ahmaud Arbery as well as the peaceful protests of many thousands of Americans, have caused many of us to re-examine our thoughts, beliefs and actions in the light of these horrendous acts of injustice. The board members and senior leadership team of the Employers’ Association are wrestling with what actions we can take to not simply condemn the injustices but be part of the change and solutions our country needs. While we do not assume to have the answers right now, we believe there are answers and there must be hope.  We must take the words of the pre-amble to our Constitution to heart, accept the high calling on all of us as Americans and encourage action.

“We the People of the United States, in Order to form a more perfect Union, establish Justice, insure domestic Tranquility, provide for the common defense, promote the general Welfare, and secure the Blessings of Liberty to ourselves and our Posterity, do ordain and establish this Constitution for the United States of America.”

In this spirit, we as leaders of the EA will start with three ways we can move in a better direction.

1. Humble Ourselves – no one has all the answers and we will embrace the reality that as individuals and, as an organization, we have a lot more to learn about racial injustice and inequality than we know right now.
2. Embrace Open Communication – we will look for ways to have open, honest and often uncomfortable conversations about these same topics and make these same prospects available to members.
3. Create Opportunities – anyone who has ever accomplished anything has done it with the help of friends, family and community. We must and will look for ways to enhance opportunities for others. We will embrace the need to increase our level of involvement as individuals. And we will, as an organization, increase our efforts towards promotion of Diversity and Inclusion in the workplace for our members and the community at large.

In the next several weeks, the EA team will be generating some specific steps we can take to address each of the action steps listed above. We invite you, our members, to join us in this journey by sharing your ideas and resources and feedback on the efforts we take as an organization so that together we can learn, improve and help ourselves and others.