These resources help inspire creative ways to expand the workforce so that your organization benefits from a more robust and inclusive talent pool. Browse resources that support:


BenchmarkABILITY tracks  progress toward the implementation of effective policies and practices around disability in six areas, with checklists that can be taken at your pace. These can be completed by an individual or a group of users in the same organization.

DBP Inclusion Index provides tools and resources to help companies target efforts to understand demographic gaps and raise the bar on D&I activities.

Disability Equality Index is an aspirational, educational, recognition tool that helps companies identify opportunities for continued improvement and help build a company’s reputation, with a focus on culture & leadership, enterprise–wide access, employment practices, and community engagement & support services.

Global Diversity and Inclusion Benchmarks (GDIB) are standards that help individuals and organizations around the world improve the quality of diversity and inclusion work. GDIB and companion tools are free, but use requires permission.

Implicit Association Test (IAT), offered by Project Implicit at Harvard University, measures attitudes and beliefs that people may be unwilling or unable to report related to race, disability, gender, LGBT identification, and other aspects.

PwC Diversity & Inclusion Benchmarking Survey diagnoses the maturity of your organization’s diversity & inclusion program and offers a comparison to peer organizations.

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Breakingviews Calculator estimates the amount of time it will take an organization to close the gender gap.

Clusters of Black Science Majors Offer a Map for Future Investment highlights cities that have a significant number of black communities with STEM backgrounds.

Diversity, Inclusion and Culture: How to Build Great Teams outlines one engineering manager’s strategic approach to building a diverse team and provides tips for others to do to the same.

Employer Assistance & Resource Network on Disability Inclusion (EARN) offers free resources on recruiting, hiring, retaining, and advancing people with disabilities.

HireHer provides tools and resources for prospective candidates and employers to identify opportunities, advance careers and find mentors.

How and Why We Built a Majority-Minority Faculty outlines steps that led to University of California Davis Law School, a top 30 law school bound by California’s Proposition 209, building a diverse faculty.

How to Use Employee Referrals Without Giving Up Workplace Diversity explains how companies can take advantage of the positive effects of referrals while minimizing the negative ones to build a more diverse workforce.

Jopwell is a career advancement platform that maintains a database of diverse candidates, lists job openings, and posts recruitment fairs.

Leaky Tech Pipeline Framework helps companies strategically tackle diversity and inclusion initiatives by serving as a resource consisting of data and research on some barriers to diversity and inclusion.

People of Color in Tech (POCIT) produces articles and podcasts that highlight diversity in tech.

Rooney Rule was created by the NFL that requires franchises to interview at least one minority candidate for the head coaching position once there is a vacancy.

Talent Acquisition Portal (TAP) is the largest talent acquisition pool of people with disabilities in the United States.

Techies is a photo project that features tech employees in Silicon Valley focusing on subjects who tend to be underrepresented in the greater tech narrative (e.g., women, people of color, folks over 50, LGBT, working parents, people with disabilities).

#TheGapTable identifies the negative financial implications of the lack of female founders, investors, senior executives, and early employees on capitalization tables and offers suggestions for diversifying these groups.


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5 Things We Learned About Creating a Successful Workplace Diversity Program identifies five key practices for implementing a successful workplace diversity program  based on lessons learned after three years of iterating, evaluating, and improving one such initiative.

50+ Ideas for Cultivating Diversity and Inclusion in the Workplace You Can Start Today helps corporate leaders get started with diversity and inclusion.

Change Catalyst Toolkit offers resources to create an inclusive tech ecosystem, with best practices for making the tech industry more diverse and inclusive.

Diversity Advocates advances inclusion in the tech industry by empowering employees of tech companies with the resources, knowledge and network to do pioneering work.

Diversity & Inclusion in Tech: A practical toolkit for entrepreneurs is a step-by-step guide to help plan, deploy, monitor, and improve a diversity and inclusion strategy.

Diversity, Equity and Inclusion Framework: Reclaiming Diversity, Equity and Inclusion for Racial Justice lays out the differences between diversity, equity and inclusion, charts the evolution of diversity campaigns over the decades, and aims to help diversity advocates turn ideals into a concrete tool using the “Four Ws” – who, what, where and why.

Facebook’s Managing Unconscious Bias Training videos help users recognize biases in order to reduce their negative effects in the workplace.

Google’s re:Work Unbiasing offers education, accountability, measurement, and other resources to help workers make more objective decisions, facilitate inclusive interactions, and create opportunities.

Guidelines for VCs Writing Discrimination & Harassment Policies offers best practices helps VCs shape harassment and discrimination policies.

IBM’s Policy Letter #4 was issued by Thomas J. Watson Jr. in 1953 to declare IBM’s non-discrimination policy and continues to convey the company’s depth of its commitment to equal opportunity.

Inclusive: A Microsoft Design Toolkit is a comprehensive resource for any inclusive session you want to lead.

Job Accommodations Network (JAN) offers free, expert, and confidential guidance on accommodations and disability employment.

LEAD CENTER (LEAD) offers policy recommendations and training to support disability employment.

Research & Training Center on Independent Living (RTCIL) offers a poster and guidelines that highlights disability-appropriate language and other resources.

Playbook on Best Practices Gender Equality in Tech is a set of specific strategies and actions that have been validated by research or have been successfully used in practice to measurably increase the representation of women in the engineering and computing professions.

Project Include offers actionable recommendations recommendations to help CEOs of technology companies to drive diversity inclusion throughout their organization.

The Best Strategies For Creating A Welcoming Corporate Culture features input from 14 members of Forbes Technology Council who weigh in on what tech companies can do to combat culture issues and ensure their companies are welcoming to diverse new hires.

United States Business Leadership Network (USBLN) offers  business advice and tools to  leverage disability inclusion in the workplace.

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Accessibility Switchboard connects industry and consumers to solutions for technology accessibility, and the benefits of organization-wide approaches to accessibility.

Business Strategies That Work: A Framework for Disability Inclusion provides strategies that can be adopted and refined to promote meaningful employment practices that welcome people with disabilities.

Introduction to Web Accessibility explains how people with disabilities use the web, the frustrations they feel when they cannot access the web, and what you can do to make your sites more accessible.

Job Accommodations Network (JAN) offers free, expert, and confidential guidance on accommodations and disability employment.

LEAD CENTER (LEAD) offers policy recommendations and training to support disability employment.

Microsoft’s List of All Accessibility Features in Windows 10 & Office 365 offers an overview of access features in Windows 10 and Office 365 that respond to the needs of users with disabilities and can make the user experience better for everyone.

Partnership on Employment & Accessible Technology (PEAT) offers tools and resources to promote accessible technology in the workplace. offers guidance, tools, and resources for Section 508 procurements with the ultimate goal of ensuring equal participation for people with disabilities by improving Information and Communication Technology (ICT) accessibility.

Web Content Accessibility Guidelines (WCAG) 2.0 covers a wide range of recommendations for making Web content accessible to a wider range of people with disabilities to make Web content more usable to users in general.

Why the Tech Industry Needs to Do More to Engage People with Disabilities explains how people with disabilities benefit the tech industry.

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CEO Action for Diversity & Inclusion is the largest CEO-driven business commitment to advance diversity and inclusion within the workplace and has a goal of leveraging individual and collective voices to advance diversity and inclusion in the workplace.

Kapor Capital Founders’ Commitment involves four actions known as “G.I.V.E.” to help portfolio companies make collective progress in the areas of diversity and inclusion.

Our Collective is a community of diverse professionals partnering to influence a more diverse and inclusive pipeline and workforce through Company Collaboration and Individual Collaboration.

PledgeLA is a collective call for change in the tech industry and a commitment to better reflect, support, and leverage the creativity and diversity that is Los Angeles.

S.M.A.R.T. Investment Principles was created by the Congressional Black Caucus to help business, government, and nonprofits work in partnership to build a more inclusive and equitable technology sector.

Tech Talent Charter (TTC) is a commitment by organisations to a set of undertakings that aim to deliver greater diversity in the tech workforce of the UK to reflects the make-up of the population. Signatories of the charter make a number of pledges in relation to their approach to recruitment and retention.

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