As the 2020s arrived, like most areas of our society, the practice of DEI was due for a reckoning. Diversity, Equity, and Inclusion were no longer enough--it was necessary to make sure the workplace was a space of Belonging and Accessibility. Thus, "DEI" became "DEIBA": Diversity, Equity, Inclusion, Belonging & Accessibility. As we wind down this series, let's take a look at where we started. In Part 1: 1960s-1980s, we chronicled how integration led to diversity. In Part 2: 1990s-2010s, we shared the rise of of DEI in the C-Suite. Now, in Part 3, we take a look at how DEIBA has evolved yet again––and how smart practitioners and corporations need to shift as well to remain relevant and ready.

In Part 2, we highlight how DEI evolved at the turn of the 21st century to become an influential business sector––from headline-grabbing employee discrimination lawsuits in the 1990s to the rise of the Chief Diversity Officer in the 2000s to the acknowledgment of diversity as a core business value in the 2010s.

In a piece for HR Morning, Reframe CEO Jeffrey L. Bowman offers actionable tips on "How to Create an Inclusive Employee Experience During the Holidays."

As society began to integrate during and after the Civil Rights Movement, so did the American workplace. From the founding of employee-led resource groups at big tech companies to the passage and enforcement of the Equal Employment Opportunity (EEO) Act, the integration demands of the 1960s and ‘70s paved the way for the DEI initiatives of the 1990s and beyond.