DAIP Resource Library
Explore practical tools, trusted information, and learning resources that support inclusion, belonging, accessibility, and more equitable systems.
Start with DAIP’s frameworks and initiatives, then browse selected Rhode Island, national, and global resources. We organize materials around lived experience, community knowledge, and evidence that can help turn insight into meaningful action.
Start with DAIP
Explore the frameworks and programs that guide DAIP’s work across organizational change, workforce advancement, community learning, and accountability.
A connected framework for equity strategy, culture and systems transformation, workforce development, learning, community engagement, and collective action.
Explore the Blueprint →Learn about DAIP’s proposed cross-industry initiative to understand workplace practices, identify opportunities, and support improvement through protected, aggregate information.
Explore the Index →Learn about DAIP’s consulting and organizational partnerships for strategy, leadership, workplace culture, and sustainable systems change.
Explore consulting services →Explore DAIP’s work to strengthen workforce pathways, career mobility, inclusive leadership, and organizational advancement.
Explore workforce initiatives →Find opportunities for shared learning, connection, convening, and community-informed action through Inclusion Collective RI.
Explore community programs →Curated Resource Directory
These selected public resources offer starting points for learning and action. Each link goes to its original publisher; please check the publisher for current information and guidance.
Local workforce and accessibility information, support, and pathways.
Explore Rhode Island job search, career services, training, and workforce options.
Visit RI DLT →Find information about training, apprenticeships, job search, and support services for jobseekers.
Visit the Workforce Board →Browse disability related information, including accessibility and community resources.
Explore RI disability resources →Federal guidance and public health information for workplaces and communities.
Federal information for employers about workplace discrimination responsibilities and resources.
Visit the EEOC →U.S. Department of Justice resources about the Americans with Disabilities Act.
Explore ADA resources →Public health information about disability, health, participation, and access.
Visit CDC →International frameworks and information on disability, health, work, and shared development goals.
Resources on disability inclusion, employment, and workplace adjustments.
Explore ILO resources →Global health information on disability, barriers, and inclusive health systems.
Visit WHO →Explore the global goals, including health, decent work, reduced inequalities, and partnerships.
Explore the SDGs →Beyond compliance
Federal and Rhode Island laws protect people from discrimination and require access or reasonable accommodation in specific settings. Together, these protections support the conditions for inclusion and belonging. Coverage depends on factors such as employer size, organization type, services offered, and funding.
For covered employers with 15 or more employees, Title VII bars employment discrimination based on race, color, religion, sex, and national origin. The Supreme Court has held that sex discrimination includes discrimination based on sexual orientation or transgender status.
EEOC overview of Title VIIADA duties reach beyond hiring: Title I covers employment, Title II covers state and local government programs, and Title III covers many businesses and nonprofits open to the public. Duties can include reasonable accommodation and effective access to services.
ADA.gov overviewThe ADEA protects people age 40 and older from age discrimination in employment. It generally applies to private employers with 20 or more employees, along with covered public employers and other entities.
EEOC age discrimination informationThe Equal Pay Act prohibits sex-based wage differences for substantially equal work in the same establishment, subject to lawful factors. It applies to nearly all employers covered by the Fair Labor Standards Act.
EEOC pay and compensation guidanceCovered employers generally must provide reasonable accommodations for known limitations related to pregnancy, childbirth, or related medical conditions, unless doing so would create an undue hardship.
EEOC pregnancy and PWFA informationRhode Island employment protections apply to employers with four or more employees and cover protected traits that include disability, age, sexual orientation, and gender identity or expression. The law also addresses reasonable accommodation.
RI DLT fair employment practicesState law protects equal access to places and services open to the public, including protections based on disability, sexual orientation, and gender identity or expression. Accessibility obligations also arise under the ADA.
RI Commission for Human RightsThese laws set specific legal obligations; they do not prescribe one universal inclusion program. Organizations can use accessible design, community engagement, fair workplace practices, and data-informed improvement to identify barriers and strengthen participation. Requirements and exceptions are fact-specific. This overview is educational, not legal advice; consult official guidance or qualified counsel for a particular organization.
Explore work led by Rhode Island organizations on household economic security, racial and language equity, education, housing, and community data. These independent resources complement DAIP’s Belonging Index and consulting work; listings do not imply formal partnership.
We’re building practical guides, organizational tools, and community-informed resources that connect inclusion, belonging, accessibility, and equity to action.
Belonging Index reports will be shared after the pilot, review, and privacy requirements are met. Have a resource in mind? Suggest a resource to DAIP.
Kevin Matta (he, him, his) is a strategic differentiator, comfortable challenging the status quo, and brings both passion and experience to ensure client success and human engagement with his brilliant ability to make connections.
Kevin’s interest in justice, equity, diversity, and inclusion work developed as he witnessed his parents encounter inequities and injustices while navigating the American healthcare and workplace landscape. His passion for this work continues to be strengthened by the systemic injustices people around the world continue to experience.
Kevin serves as president of DAIP’s board of directors.