Case studies


Case study: Nonbinary people

Nonbinary people are less visible than other groups, yet experience significant discrimination. Employees should be respectful to nonbinary people in the language they use and how they treat them.

Case study: LGBTQA people

While legal standards in many developed nations have changed for the better, not all individuals are tolerant of LGBTQA people. Intolerance and bias often surface in the workplace. It is the responsibility of leadership to ensure that all employees are treated with respect at all times, regardless of their gender or orientation.

Case study: Transgender people

Recent debates about the rights of transgender individuals have brought their struggles into the national spotlight. As their unique challenges continue to gain visibility, it becomes increasingly likely that their battles will constitute the next front in the fight for LGBTQA inclusion.

Case study: Disabled people

Physical disabilities should not be a barrier to an employee's productivity, and it's within a company's power to ensure that disabled employees are both supported and successful. Accommodation is a worthwhile investment the company can make in their workforce, regardless of whether disabilities are obvious to the casual observer.

Case study: Caregivers

Supporting caregivers in the workforce is one key to attracting and keeping skilled workers. Policies geared toward a positive work/life balance contribute to all employees having a general sense that they are valued, and improve overall productivity.

Case study: Religious backgrounds

Religious beliefs and practices are important in most people's lives, and how a company accommodates these goes beyond the annual holiday calendar.

Company case study: Clef

Inclusive cultures are intentional. Clef CEO, B, shared his experience building theirs.

Company case study: Twilio

Two women engineers started diversity efforts at Twilio from the bottom up, gaining the CEO’s active support in the progress.