Diversity initiatives—also known as diversity and inclusion initiatives or D&I—are policies and procedures implemented by a business or other organization that are designed to improve workplace and career experiences and outcomes for women and racial and ethnic minorities. Organizations usually begin a diversity initiative with a statement by top management that the initiative is a priority for the organization, and sometimes hire a Director of Diversity & Inclusion or Chief Equality Officer to implement the organization’s goals related to hiring and retention of diverse employees.

In Georgia, as in many other states, there is no specific statute that mandates private businesses to implement diversity and inclusion (D&I) initiatives. However, businesses are encouraged to adopt such policies as they align with federal laws that prohibit discrimination in the workplace. The Equal Employment Opportunity Commission (EEOC) enforces federal anti-discrimination laws such as Title VII of the Civil Rights Act of 1964, the Americans with Disabilities Act (ADA), and the Age Discrimination in Employment Act (ADEA), which all Georgia employers must comply with. These laws make it illegal to discriminate against employees on the basis of race, color, religion, sex, national origin, age, disability, or genetic information. While D&I initiatives are not legally required, they can help organizations in Georgia to foster an inclusive workplace, reduce the risk of discrimination lawsuits, and potentially improve employee morale and productivity. Companies may choose to appoint a Director of Diversity & Inclusion or Chief Equality Officer to oversee these initiatives and demonstrate their commitment to creating a diverse and inclusive environment.