After the passing of the Civil Rights Act of 1964, organizations in the U.S. had to consider affirmative action, including how to ensure that organizations included African Americans in the workforce. Researchers also began studying methods to increase diversity within organizations. The earliest work on the topic had yet to operationalize the term inclusion. Researchers Pettigrew and Martin (1989) were among the first to use the term inclusion in the work context. Their work focused on the inclusion of minority groups in organizations. As time passed, the term “minority group” expanded beyond race to include those with disabilities, LGBTQ+ people, and more. In the 1990s, work concerning diversity increased significantly, with practitioners such as Miller (1998) and researchers such as Mor-Barak and Cherin (1998) beginning to focus on differentiating diversity from inclusion. As you can see from the timeline below, KJCG was at the forefront of naming and applying the concept of inclusion in organizations. This timeline displays select legal advances in inclusion in organizations in the U.S. alongside trailblazing publications on inclusive workplaces, both from within and outside KJCG. KJCG coined the concept of inclusion as it relates to culture within organizations.
1964
The Civil Rights Act of 1964 passed. Gender discrimination became illegal.
1965
Equal opportunity in federal services
1967
Discrimination against workers over the age of 40 is prohibited
1972
Equal Employment Opportunity Act of 1972
1978
Pregnancy Discrimination Act of 1978 made pregnancy discrimination illegal
1981
KJCG holds a Hi Po Inclusive Organizations workshop
1982
Domestic partner benefits for LGTBQ+ workers first offered
1989
Pettigrew, T. F. & Martin, J. (1989). Organizational inclusion of minority groups: A social psychological analysis.
1990
Discrimination against those with disabilities prohibited
1995
Katz, J. H. & Miller, F. A. (1995). Teaming high performance with inclusion: A case in process.
Miller, F. A., & Katz, J. H. (1995). Cultural diversity as a developmental process: The path from monocultural club to inclusive organization. In J. Pfeiffer (Ed.). 1995 annual. Vol. 2: Consulting (pp. 267–281). Pfeiffer.
1996
Miller, F. A. & Katz, J. H. (1996). Inclusiveness: The new organizational imperative.
1997
Lieberman, C. (1997). Diversity and inclusion: The concepts behind the words.
1998
Katz, J. H. & Miller, F. A. (1998). The path to a joining mindset: Inclusion as the how.
Miller, F. A. (1998). Strategic culture change: The door to achieving high performance and inclusion.
Miller, F. A. & Katz, J. H. (1998). Inclusion as a development process: The path from monoculture “club” to inclusive organization.
Mor-Barak, M. E. & Cherin, D. A. (1998). A tool to expand organizational understanding of workforce diversity: Exploring a measure of inclusion-exclusion
1999
Katz, J. H. & Miller, F. A. (1999). Find your keepers: Eighth in a series on issues of building inclusion and leveraging diversity in organizations.
Pelled, L. H., Leford, G. E., Jr., & Mohrman, S. A. (1999). Demographic dissimilarity and workplace inclusion.
Volk, C., Bush, J., Haldeman, K., Kelly, S., & Wager, T. (1999). Stop the bus! Inclusion in feedback.
2000
Miller, F. A., &DaRos, Dennis J. and Gans, Roger S. (Fall 2000). “Confronting Racism: Keys to Building Inclusion,” Campaign to Promote Racial Justice
Mor-Barak, M. E. (2000). The inclusive workplace: An ecosystems approach to diversity management.
2001
Katz, J. H. & Miller, F. A. (2001). Diversity and inclusion as a major culture change intervention: A case study.
Miller, F. A., Katz, J. H., & Gans, R. (2001). Bottleneck on the path to inclusion.
2002
Katz, J. H. & Miller, F. A. (2002). The inclusion breakthrough: A central component of organizational strategy.
Katz, J. H. & Miller, F. A. (2002). Unleashing the power of diversity: The inclusion breakthrough.
Katz, J. H. & Miller, F. A. (2002). The inclusion strategy.
Katz, J. H. & Miller, F. A. (2002). Inclusion breakthrough takes system-wide change.
2003
Katz, J. H. (2003). Value diversity and inclusion: Leveraging differences for bottom-line success.
Katz, J. H. & Miller, F. A. (2003). Strategies for change: An inclusion breakthrough requires new competencies.
Katz, J. H. & Miller, F. A. (2003). Strategies for change: Aligning policies and practices to support inclusion.
Katz, J. H. & Miller, F. A. (2003). The elements of an inclusion breakthrough.
Katz, J. H. & Miller, F. A. (2003). An inclusion breakthrough requires new competencies.
Katz, J. H. & Miller, F. A. (2003). Aligning policies and practices to support inclusion.
Katz, J. H. & Miller, F. A. (2003). How inclusion stimulates the marketplace.
Katz, J. H. & Miller, F. A. (2003). Strategies for change: How inclusion stimulates the marketplace.
Katz, J. H. & Miller, F. A. (2003). Inclusion breakthrough: System-wide change.
2004
Katz, J. H. & Miller, F. A. (2004). Redefining the imperative for leveraging diversity and inclusion: A fresh look.
2005
Katz, J. H. & Miller, F. A. (2005). Becoming a worthy organization: An organizational imperative for inclusion.
Katz, J. H. & Miller, F. A. (2005). Making inclusion a way of life.
Miller, F. A. & Katz, J. H. (2005). Inclusion starts with “Hello”: An exercise in building an inclusive community.
The Kaleel Jamison Consulting Group. (2005). Inclusion is the answer.
2006
Roberson, Q. M. (2006). Disentangling the meanings of diversity and inclusion in organizations.
2007
Katz, J. H. & Miller, F. A. (2007). The next leap forward: Diversity and inclusion - An OD opportunity.
Katz, J. H. & Miller, F. A. (2007). Inclusion 3.5: Inclusion 3.5 = Web 2.0 X diverse multigenerational organization X end of industrial revolution.
Katz, J. H. & Miller, F. A. (2007). Inclusion 3.5: Our view of the future.
Miller, F., & Katz, J. H. (2007). The path from exclusive club to inclusive organization: A developmental process
2009
The Lilly Ledbetter Fair Pay Act strengthens protections against pay discrimination
2010-2014
Media outlets push Silicon Valley companies for diversity records
2011
Shore, L. M., Randel, A. E., Chung, B. G., Dean, M. A., Ehrhart, K. H., & Singh, G. (2011). Inclusion and diversity in work groups: A review and model for future research.
Katz , J. H., & Miller, F. A. (2011). 12 behaviors for inclusion.
2012
Katz, J. H. (2012). Inclusion is the HOW to address in difficult times.
Katz, J. H. & Miller, F. A. (2012). Inclusion: An enhanced definition for a new marketplace.
Katz, J. H. & Miller, F. A. (2012). Inclusion: Creating right first time interactions to make right first time processes.
Katz, J. H. & Miller, F. A. (2012). Inclusion: The how for the next organizational breakthrough.
Miller, F. A., & Katz, J. H. (2012). The unfinished transformation: Using inclusion as the HOW to move into the future.
2013
Bradley, M. (2013). Inclusion on the front lines.
2015
Katz, J. H. & Miller, F. A. (2015). The path to inclusion: Inclusion as the HOW.
Katz, J. H. & Miller, F. A. (2015). 12 inclusive behaviors: A common language to drive uncommon results.
2016
Miller, F., & Katz, J. H. (2016). Inclusion is and is not.
Katz, J. H. & Miller, F. A. (2016). Conscious actions for inclusion: A common language to drive uncommon results.
2017
Katz, J. H., & Miller, F. A. (2017). Leveraging differences and inclusion pays off: Measuring the impacts on profits and productivity
2018
Biggs, M. E. (2018). Fredrick A. Miller: Leveraging inclusion as a breakthrough organizational development strategy. The Palgrave Handbook of Organizational Change Thinkers, pp 881–901.
Miller, F., & Katz, J. H. (2018). Safe Enough to Soar: Accelerating Trust, Inclusion & Collaboration in the Workplace
Katz, J. H., & Miller, F. A. (2018). The past, present, and future of diversity and inclusion in OD.
2020
Discrimination against LGBTQ+ employees is prohibited
2021
Katz, J. H., & Miller, F. A. (2021). No going back… Raising the bar on addressing inclusion, diversity, and systematic change.
2022
Miller, F., Biggs, M.E., & Katz, J. H. (2022). Change Champions: A Dialogic Approach to Creating an Inclusive Culture