Diversity, Equity, and Inclusion Flashcards

Flashcards about Diversity, Equity, and Inclusion.

Surface-level diversity

Demographics reflect this level of diversity.

Deep-level diversity

Personality and values represent this level of diversity.

Surface-level diversity

Demographics reflect this level of diversity.

Deep-level diversity

Personality and values represent this level of diversity.

Intersectionality

The concept that individuals belong to multiple social categories that jointly inform their experiences.

Canada

The first country to adopt multiculturalism as an official policy.

Employment Equity Act

Ensures working conditions are free from barriers and corrects conditions of disadvantage in employment.

Discrimination

Unequal treatment and outcomes based on group membership.

Discriminatory policies or practices definition

Discriminatory policies or practices are actions taken by representatives of the organization that deny equal opportunity to perform or unequal rewards for performance.

Sexual harassment

Unwanted sexual advances and other verbal or physical conduct of a sexual nature that create a hostile or offensive work environment.

Intimidation

Overt threats or bullying directed at members of specific groups of employees.

Mockery and insults

Jokes or negative stereotypes.

Exclusion

Exclusion of certain people from job opportunities, social events, discussions, or informal mentoring.

Incivility

Disrespectful treatment, including behaving in an aggressive manner, interrupting the person, or ignoring varying opinions.

Role Congruity Theory

A potential for prejudice exists when social perceivers hold a stereotype about a social group that is incongruent with the attributes that are thought to be required for success in certain classes of social roles.

Role Incongruity

Women were devalued when they worked in male-dominated environments, when the evaluators were men, and when they supervised more men than women.

Business case for diversity

Organizations should value diversity because it is instrumental to organizational goals.

Fairness/moral case for diversity

Organizations should value diversity because it is the morally and ethically sound thing to do.

Tokenism

when an organization includes a small number of people from underrepresented groups (like women, racial minorities, or people with disabilities) just to appear inclusive, without giving them real power or support

One of the most effective corporate interventions for increasing diversity

Having a flextime policy.

Temporal Flexibility

Occupations characterized by time pressure and interpersonal relationships have a larger gender pay gap.

Organizational accountability

Accountability allows managers to be held responsible for applying specific organizational procedures.

Programs that get results in increasing diversity

These programs spark engagement, increase contact among different groups, or draw on people's strong desire to look good to others.

Benevolent Sexism

a subtle form of sexism that seems positive on the surface but actually reinforces gender stereotypes and keeps inequality in place.