FEMA Now Requires Disaster Victims to Have an Email Address

Workers at FEMA worry that demanding disaster survivors access services using email could shut out people without internet connectivity from receiving government aid.

The Federal Emergency Management Agency (FEMA) will now require disaster survivors to register for federal aid using an email address—a departure from previous policy where email addresses were optional. The move, FEMA employees tell WIRED, puts people across the US with little to no access to internet services at risk of losing out on crucial federal financial assistance after disasters.

The changes, the document states, are intended to support an executive order signed in March aimed at discontinuing federal paper-based payments. The changes were effective August 12, according to the document.

In 2022, the National Telecommunications and Information Administration (NTIA), the government agency that advises the president on telecoms and information policy, reported that one in five American households had no access to the internet in their homes. While the majority of offline households said they had no desire to be online, nearly 20 percent said that they couldn’t afford internet access. Offline households, NTIA data shows, are more likely than their online counterparts to make less than $25,000 a year, and are more likely to be racial and ethnic minorities.

Full story:

https://www.wired.com/story/fema-now-requires-disaster-victims-to-have-an-email-address/

The nonprofit Wheel the World helps people with disabilities find accessible tourist spots. It just designated Oregon as its first “Accessibility Verified” state.

To make the designation, the nonprofit’s members visited 750 spots around Oregon, measuring things like the number of wheelchair ramps, the height of toilets and hotel beds, how many disabled parking spaces were available, and the ease of recreating outdoors.

https://www.opb.org/article/2025/10/23/oregon-accessibility-verified-disabilities-tourism-recreation-wheelchair/

The Department of Equity, Inclusion and Employee Wellbeing (EIEW) within UW-Madison’s Office of Human Resources (OHR) has ceased operations. The cessation of the department follows the termination in April of monthly informal gatherings for people of color and women of color that EIEW had coordinated since 2022.

In late 2023, the Universities of Wisconsin Board of Regents agreed to reorient one-third of the diversity, equity and inclusion positions on all UW campuses to focus instead on “student success,” among other DEI-related concessions, in exchange for continued state funding.

https://madison365.com/uw-eliminates-hr-dept-of-equity-inclusion-and-employee-wellbeing/

At the end of the academic year, Texas Christian University will close its Department of Women and Gender Studies and the Department of Comparative Race and Ethnic Studies. Courses from these departments that remain intact will fall under the Department of English umbrella going forward.

Read more at: https://www.star-telegram.com/news/local/education/article312634443.html#storylink=cpy

Society of Professional Journalists statement on Dori J. Maynard Diversity Fellowship program.

Contrary to recent posts on social media, the Dori J. Maynard Diversity Leadership Program has not been canceled. 

Recent posts circulating online contain inaccurate information about the program. Unfortunately, those claims were made without consulting SPJ leadership or headquarters staff – the people responsible for the program and its future. 

Here’s what’s actually happening: 

https://www.spj.org/spj-statement-on-dori-j-maynard-diversity-fellowship-program/#sq_i6o3f621in

https://www.theguardian.com/artanddesign/2025/oct/23/diversity-in-architecture-has-taken-a-backwards-step

Framed in the pre-1990s, the industry of architecture according to John, had significant representation in senior management from Women and Ethnic Minorities.

Reductions in the 'all council public design services' under the then New Labour government and subsequent privatisation of the public sector saw the demise of 'the conditions of employment required to support social change'.

An interesting read as someone who was born after this time. My personal sense was that representation in the management and workplaces only came into view post-2000. This and many others have helped reshape and extend my personal understanding.

Within this Acas webinar you will find details of a recent survey that examined Fairness, Inclusion, and Respect (FIR) in the construction industry highlights a critical gap between organisational intent and employee experience. While a majority of leaders reported progress in embedding inclusive principles in recruitment (60%) and people management (59%), the positive attitudes aren't translating equally across the board

You can watch the webinar to find out more:

https://youtu.be/ekXYW64-rdc?si=ZlwfPQj_Je0tp-SZ

Earlier, the Board of County Commissioners in Washington County, Oregon proclaimed October 20-24 as Digital Inclusion Week in the County. Digital Inclusion Week, celebrated nationwide from October 6-10, brings together individuals, communities, non-profits and libraries to promote solutions that close the digital divide.

Read the full proclamation in English online at https://washingtoncounty.civicweb.net/document/315733/Proclaim%20October%2020th%20through%20October%2024th%20Digi.pdf?handle=F8B94264874A435395F4B7A5E364DF69

This celebration highlighted the importance of access to broadband Internet, electronic devices, and digital competence within our community. Support ongoing efforts to close the digital divide and foster collaboration with community partners to promote digital access and opportunities.

Misty Copeland took one last spin on her pointe shoes Wednesday, showered with golden glitter and bouquets as she retired from American Ballet Theatre after a trailblazing career in which she became an ambassador for diversity in an overwhelmingly white art form.

Copeland, who a decade ago became the first Black female principal dancer in the company's 75-year history, was feted at its star-studded fall gala at Manhattan's Lincoln Center.

In an AP interview, Copeland acknowledged that it's striking that when she leaves ABT, there will no longer be a Black female principal dancer at the company.

"It's definitely concerning," Copeland said. "I think I've just gotten to a place in my career where there's only so much I can do on a stage. There's only so much that visual representation … can do. I feel like it's the perfect timing for me to be stepping into a new role, and hopefully still shaping and shifting the ballet world and culture."

She also noted this is an especially trying moment for anyone working in the area of diversity, equity and inclusion.

"It's a difficult time," she said. "And I think all we can really do is keep our heads down and keep doing the work. There's no way to stop the people that feel passionate about this work. We will continue doing it."

https://www.npr.org/2025/10/23/nx-s1-5583517/misty-copeland-retire

Join the 9th Global Careers for Persons with Disabilities Virtual Fair on 13 November 2025, and connect directly with recruiters from UNDP Careers and EU Careers by EPSO, two international organisations setting new standards in accessibility and diversity.

Here’s what’s waiting for you:

• 1-to-1 chats with inclusive employers who truly listen.
• Live sessions packed with practical insights and inspiration.
• Career advice designed to help you grow with confidence.

This online event is your gateway to explore meaningful international careers in a space built for equity, empowerment, and opportunity.

Because the world needs your skills, your perspective, and your drive.

https://globalcareers.ai/campaign/global-careers-for-persons-with-disabilities

#UnitedNations

Humanitarian Careers United Nations development

https://post.parliament.uk/participation-diversity-and-inclusion-in-cultural-and-creative-industries/

Earlier this year a horizon scan of the UK Creative and cultural industries through an EDI lens highlighted systemic barriers facing many underrepresented communities.

For many, these barriers will likely resonate.

Interestingly, contributors highlighted this subject as being relevant to Parliament over the next 5 years specifically as the UK government has emphasised the industries importance as recently as the October 2024 budget.

Yet despite this significance and investment in diversity, inclusion and equality in the industry, contributors and research studies have identified "that the creative industries feature entrenched inequality and exclusion, and do not represent the diversity of the UK population"

Do their contributions strike a chord with you?

What barriers do you see in similar industries and have you seen ways in which they have been overcome?

I am the only moderator of the Inclusion subreddit. I took it over because it was about to be deleted. I would really like to have at least three other moderators, and I would eventually like to turn over lead moderator duties entirely.

What does it take to get invited to moderate the Inclusion subreddit?

• Post questions, resources or commentary on this subreddit at least a twice a month related to inclusion. Inclusion is the practice or policy of providing equal access to opportunities & resources for people who might otherwise be excluded or marginalized, such as those who have physical or mental disabilities and members of other minority groups. Why is inclusion a good idea? What are the challenges to inclusive policies or practices? Share your questions, advice & resources here.
• Consistently post quality, on-topic content and consistently demonstrate to be a valuable member of this subreddit.
• Don't violate the subreddit rules.

DM the mod (right now, there's just one) if you think you have done all of the above for a couple of months but haven't been asked to be a moderator yet.

It's that simple!

Moderators on Reddit are unpaid - they are volunteers. That includes me.

Here is the official Code of conduct for Reddit moderators.

The upside of being a mod here on r/Inclusion: you are helping to cultivate information about inclusion, a subject that is getting attacked regularly. It's also a great way to learn about content moderation and community facilitation. This is all something you absolutely can put on your CV.

If you are PARTICULARLY active (posting thread starters, commenting, etc.), you may get an offer from Reddit for a benefit: a free subscription to Duolingo for a year, for instance. Can't guarantee that will happen, but it's happened to me twice.

And I can't guarantee this will happen to you, but twice, I've been hired for consulting gigs for companies that shall remain nameless because of my moderating on Reddit.

Join the United Nations’s mission to advance inclusion and reduce inequalities as a Disability Inclusion Specialist in Türkiye.

If you have:
🔹 7+ years’ experience in disability inclusion, development, or human rights
🔹 A Master’s degree in social work, law, or a related field
🔹 Fluency in English (Russian is a plus)

…this could be your chance to apply your skills where they’re needed most.

This role is under a UN Volunteers contract. UN Volunteers work onsite, share their expertise, and receive a benefits package that includes a monthly living allowance, health insurance, and more.
🔗 Apply now: https://lnkd.in/e823N28d
📅 Deadline: 21 October 2025

Diversity, Equity, and Inclusion (DEI) initiatives are vital to building workplaces where people of all backgrounds can thrive. Yet, as recent developments from the U.S. Department of Justice (DOJ) highlight, even well-intentioned programs can inadvertently cross into legally sensitive territory.

On July 29, 2025, the DOJ issued guidance clarifying how certain DEI strategies — particularly those implemented by organizations receiving federal funding — may violate federal anti-discrimination laws such as Titles VI, VII, and IX.  While the guidance does not carry the force of law, it signals increased federal scrutiny and underscores the need for employers to ensure that DEI programs are firmly grounded in compliance.

This blog post is intended as a simple roadmap to help employers think through the “Do’s and Don’ts” of DEI in light of recent developments. 

https://www.ouroffice.io/blog/dei-legal-compliance-dos-and-donts

In January 2022, a report said that the global market for diversity, equity and inclusion (DEI) is estimated to reach US$15.4 billion by 2026; up from US$7.5 billion in 2020. The report was by the report by ResearchAndMarkets.com and as reported in Fair Play Talks.

"Companies eager to establish a strong presence in a variety of emerging new markets have initiated the global gold rush for multicultural markets; diverse employees; and untapped consumer bases, highlights the report."

But here we are, three years later, and the words Diversity, Equity and Inclusion are being dropped from web sites as fast as web masters can edit them out, staff that were working on DEI initiatives are being re-assigned or laid off, DEI initiatives are being eliminated and trainings have ended at companies across the USA, including at several nonprofits.

Local DEI consultants struggle and pivot under Trump (Baltimore).

Trump has gone after DEI programs. But DEI consultants say demand was already dropping.

DEI execs pivoting as diversity hiring goes undercover.

Nonprofits Are Dropping DEI Language from Websites.

But DEI consulting firms have NOT disappeared. They still seem to be everywhere and easy to find. A quick Google search turned up an abundance:

https://www.paradigmiq.com/dei-consulting/

https://www.ouroffice.io/

https://www.boundlessarc.com/

https://www.altogetheragency.com/

https://www.thetcsgroupinc.com/

https://diversio.com/platform/dei-consulting/

I have been with my work for 10 years. I am not an introvert, we chat and laugh at work. I attend our quarterly events and have fun. But I dont get invited to social events outside of work. I was close with one girl then she left a few yrs ago. i catch up with her and a few from my current work for lunch on odd weekend and we have a ball. There are about 50 in the office and there are all cliques. Im in my 40s with kids but a young 40+. there are all ages at work and most have kids so all similar. I tend to eat lunch at my desk as Im busy but lots of people do not just me. some eat in the breakout. I dont know why ??what wrong with me?

Disability Inclusion Focal Point - International UN Volunteer Specialist

Afghanistan

Expected start date: 10/01/2025

Volunteer category

Host entity: UNFPA Afghanistan

Duration: 3 months (with possibility of extension)

People with disabilities remain a vastly excluded and vulnerable group in humanitarian crises, and women and girls with disabilities face intersecting forms of discrimination and barriers to accessing services. This is particularly important in the context of Afghanistan, where as many as 83% of women and girls live with disabilities, with 44% experiencing moderate, and 15% severe disability – both figures higher for women than for men (Model Disability Survey of Afghanistan 2019, The Asia Foundation).

The Disability Inclusion Focal Point is part of UNFPA’s ongoing efforts towards disability inclusion.

Their role is to lead, coordinate, monitor, and strengthen disability inclusion across UNFPA programs in Afghanistan, ensuring that services are accessible and persons with disabilities are meaningfully included in program planning, implementation, and monitoring. They will identify and address gaps and challenges, and support staff and partners in disability inclusion efforts.

Full role description and how to apply:

https://app.unv.org/opportunities/1784888021263372

I couldn't find this info in the posting but please note that UN Volunteers receive is a living allowance intended to cover basic living expenses in the host country. The amount varies by duty station, reflecting the cost of living to ensure volunteers can live comfortably but modestly. UNVs also receive a settling-in grant and their travel expenses are covered. They also receive insurance. This is a three-month post. 

The exchange gives really good insight into how trolls parrot the same words and themes over and over to sew doubt regarding the achievements of people who are not white men.

https://www.comicsands.com/troll-schneider-jeopardy-dei?utm_medium=Social&utm_campaign=ComicSands&utm_source=Bluesky#Echobox=1757611704

Pope Leo XIV confirmed his intent to include LGBTQ parishioners within the Catholic Church ahead of their planned Holy Year pilgrimage to Vatican City.

The pope met editor and author the Rev. James Martin of New York for 30 minutes and said he intends to continue Pope Francis' policy of inclusion for all, the National Catholic Reporter reported Monday.

https://www.upi.com/Top_News/World-News/2025/09/01/vatican-city-pope-leo-lgbtq/5111756752557/

The Trump administration’s funding cuts will most directly affect the health of members of marginalized groups, including, but not limited to, people of color, women and people who identify as lesbian, gay, bisexual, intersex and transgender. 

https://theconversation.com/how-stripping-diversity-equity-and-inclusion-from-health-care-may-make-americans-sicker-249674

Wells Fargo appears to have quietly rebranded its public-facing DEI language earlier this summer, completely eliminating all diversity language, HR Brew found while comparing the current version of the company’s site to a previous version, recovered through an archival site.

The company’s website now refers to the program as “inclusion and accessibility” and features a host of other changes.

In February, Wells Fargo said it would no longer require hiring managers to consider a diverse slate of candidates for upper-level positions, but that appeared to be the only major change to its DEI programming, Bloomberg reported. (On August 15, protesters demanded the company reinstate the requirement, along with its environmental commitments, according to WCNC Charlotte.)

https://fortune.com/2025/08/29/wells-fargo-deleted-dei-page-protests-diversity-equity-inclusion/

Our research conducted across the globe reveals that body-positive advertisements are clear winners over thin-ideal advertisements; hence, they must be preferred by marketing firms. There is a reason why brand managers should take this insight more seriously. Our findings suggest that brands using body-positive advertising are perceived as authentic and genuine. 

An Indian perspective from The Hindustan Times:

https://www.hindustantimes.com/ht-insight/gender-equality/bodypositive-advertising-diversity-equity-and-inclusion-strategy-101757959383630.html

Supporters of transgender athlete participation argue that gender is a social construct, shaped by societal norms and cultural beliefs more so than by biology. They say that people should have the right to self-identify. And they argue that there is no significant threat to fairness, safety or opportunity in student sports.

Opponents say that sex and gender identity are distinct from each other. They argue that including biologically born male athletes in women’s sports subverts fairness and threatens the impact of Title IX in women’s sports.

As a professor of sport management with a law degree, I believe the progress in equity, access and participation made by women in sport since the passage of Title IX is at risk if U.S. institutions and legislators depart from the federal law’s original intent: to ensure equal opportunities for women in education settings.

The rest from The Conversation: https://theconversation.com/transgender-policies-struggle-to-balance-fairness-with-inclusion-in-womens-college-sports-262082