According to Guardian’s Workforce 2020 report, nearly 12 million Americans identify as LGBTQ. Yet, while 6 in 10 employers say diversity and inclusion (D&I) is a priority for their company, only 1 in 3 employers have initiatives, policies or a D&I team in place.

This following guide details a variety of specific best practices for creating welcoming workplace environments for non-binary employees.

Knowing the right words and phrases to say is an important part of the work towards full LGBTQ equality. This glossary of terms is a great way to advance your LGBTQ competency.

A "pronoun" line might be followed by "she/her," "he/his," "they/them," or other designations. It indicates how the person identifies and wants to be referred to in communications. It can be an easy-to-implement tool in your efforts to create an inclusive culture at your nonprofit, but it shouldn’t stand alone.

Pronouns are adjacent to our names. They’re a part of how people refer to us at home, work, and in community spaces. It is a sign of respect to ensure we’re getting someone’s pronouns right.

Whether you’re writing a job description, social job ad, email, text message or video job ad script, it’s important that each and every communication is unbiased and inclusive.

Three words are ever-present in business right now: diversity, equity and inclusion. For businesses across industries, there is pressing customer demand for companies and leaders to take a stand on these issues and act on their promises.

While cultural, gender and age-related challenges and those of racial and sexual identity exclusion are often considered, some concepts tend to get regulated into the background. Two of those are accessibility and equity, but they are equally important to consider when implementing a comprehensive diversity initiative.

Many people with neurological conditions such as autism spectrum disorder and dyslexia have extraordinary skills, including in pattern recognition, memory, and mathematics. Yet they often struggle to fit the profiles sought by employers.

Our brains don’t all work the same way. One New York-based software company sees that as a competitive advantage.

The following Out & Equal resource is focused on practical guidance on how to implement successful practices and norms around pronouns in the workplace.

As companies of all sizes grapple with the urgent and complex issues brought on by the pandemic, such as employee and customer safety, revenue slowdowns, business delays and employee downsizing, the commitment to workforce equity might tumble to a distant consideration.

Wharton Dean Erika James and AT&T’s Corey Anthony speak with Wharton’s Stephanie Creary about inclusive leadership during a time of crisis.

Proclaiming support for diversity in the workplace is easy. It's hard to find a company that hasn't professed support for the idea of an inclusive workplace this year.

Does every employee in your organization have a level playing field? This is what the concept of workplace equity tries to address.

Today's workforce is calling for a stop to bias and prejudice, and business and HR leaders need to take effective action. Here's a look at diversity initiative best practices.

The case for diversity in corporate leadership has never been stronger. To learn more, Russell Reynolds Associates spoke to nearly 60 directors and senior executives at large global companies across 10 countries who have helped foster change in their organizations.

New global research shows that despite companies’ recent efforts, diverse employees need more. Businesses should ask themselves new questions for a changed workplace.

Learn from these six companies to build your own diversity-and-inclusion policy.

The Ascent CEO Promise seeks to marshal leaders in the business events community around issues of inclusion and diversity. Building upon global efforts, The Ascent CEO Promise outlines actions that organizations and companies have taken or will take to create more inclusive and equitable workplaces and events.

CEO Action for Diversity & Inclusion™ aims to rally the business community to advance diversity and inclusion within the workplace.

NADOHE serves as the preeminent voice for diversity officers in higher education by supporting our collective efforts to lead our institutions.

The concept of the Diversity, Equity and Inclusion Committee is to focus attention on the needs of individuals in our industry and membership who feel they are discriminated against

To advance our mission, the Urban Institute seeks to attract and support diversity of backgrounds, experience, talent, and thought.

Accenture’s commitment to our people and to accelerating equality for all has never been more relevant than it is today – to drive the innovation agenda and act as responsible business leaders.

In 2020, McKinsey put forth a public commitment to anti-racism and social justice.

Many associations have committed to becoming more diverse and inclusive organizations, but D+I initiatives haven’t fully eliminated barriers for underrepresented people. It’s time to embrace equity.