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For example, 33% of survey respondents indicated they their organizations had already implemented targeted development (e.g., sponsorship, coaching, mentoring, and/or training) of individuals in underrepresented groups, and that is up from the 19% who indicated they had done so in a survey conducted in January 2020. There doesn't seem to be strong appetite for that approach yet, as only 32% of respondents indicated their organizations were doing this in June 2020, and that number has decreased to only 21% most recently (albeit with another 21% planning to do so and another 32% considering it). In June 2020, 47% of survey respondents indicated their organizations were doing this, but that has dropped to only 27% more recently (with another 24% planning to do so and another 27% considering it). In June 2020, 44% of survey respondents indicated their organizations were doing this, but that has dropped to a meager 17% more recently (with another 28% planning to do so and another 29% considering it).

Stop AAPI Hate reports 3,795 racially motivated attacks against Asian Americans and Pacific Islanders (AAPI) from March 2020 to February 2021. In February 2021, physical attacks on elderly Asian Americans increased, and even as these assaults resulted in deaths, the mainstream media remained largely silent. Since the emergence of COVID-19, President Trump’s coinage of the terms "China virus" and "Wuhan flu" permeated the media, and the increasing wave of anti-Asian racism, it has been impossible to not show up as half-Korean--as Asian. Understanding the history and dynamics of anti-Asian racism is critical to creating a space of understanding around current events.

Employing People with Disabilities, is that of KellyConnect, which found that hiring workers with disabilities to staff their virtual customer service call center sparked its talent pipeline to the extent that there’s no need to create a specific disability recruitment initiative. The i4cp and Best Buddies study found that among employers that hire workers with disabilities, the top two benefits by far that were cited were the addition of highly motivated employees (59%) and that resulting inclusive culture is attractive to their talent pools (59%). The good news is that there are nonprofit supportive jobs programs in most communities, such as the Best Buddies Jobs Program, which matches skilled and qualified individuals with intellectual and developmental disabilities with businesses seeking enthusiastic and dedicated employees. The Best Buddies Jobs Program represents one of the Best Buddies organization’s four key mission pillars, Integrated Employment.

At the Institute for Corporate Productivity (i4cp), we’re conducting ongoing research to keep tabs on the constantly evolving choices and challenges organizational leaders face when considering vaccination policies and strategies. In our most recent survey on employee vaccination policies, Getting Employees Vaccinated, we asked respondents to briefly tell us about their organizations’ biggest challenges related to the COVID-19 vaccine The wide variety of approaches to vaccine deployment – country-by-country and state-by-state—makes it hard to create company-wide communications [and policies]. Employee attitudes are a concern for leaders, too Almost 20% of the organizational leaders who shared their challenges with i4cp reported that employee resistance—or at least serious concerns about the vaccine—raised problems for organizations, whether they chose to mandate or simply encourage vaccinations for their workforces. While there was every indication in the data that organizations are making sure that workers understand that vaccination exception accommodations (for health concerns, religious objections, etc.) will be made, leaders also voiced potential challenges associated with non-vaccinated employees – and with keeping track of who has, or hasn’t, received the vaccine.