Workplace Diversity, Equity, and Inclusion: Key Concepts and Strategies (Week 4, Ch.3)

Diversity

The variety of identities in an organization, such as culture, ethnicity, religion, sex, gender, sexual orientation, age, language, education, ability, or socioeconomic status

Workforce Diversity

The ways in which people in an organization are different from and similar to one another

Surface-Level Diversity

Easily perceived differences that may trigger certain stereotypes but that do not necessarily reflect the ways people think or feel

Deep Level Diversity

Differences in values, personality, and work preferences

Equity

The consideration of people's unique experience when ensuring that they have access to resources, such as work or advancement

Equality

Means we treat everyone the same

Inclusion

The practice of creating an environment where people feel respected and welcomed, so that they can feel meaningful belonging and engagement

Benefits of Embracing Workforce Diversity

Better use of employee talent, increased quality of team problem-solving efforts, ability to attract and retain employees of diverse backgrounds

Organizational Performance

Reduced costs associated with high turnover, absenteeism, and lawsuits; enhanced problem-solving ability; improved system flexibility

Strategic Benefits

Increased understanding of the marketplace, which improves the ability to better market diverse consumers

Types of Workplace Diversity

Age, Gender, Race and Ethnicity, Disability/Ability, Religion, 2SLGBTQIA, Socioeconomic Status

Bias

A tendency or preference toward a particular perspective or ideology

Unconscious Bias

Deeply engrained beliefs about others that influence attitudes and behaviours

Prejudice

A preconceived belief, opinion, or judgment, toward a person or a group of people

Stereotyping

Judging a person based on a perception of a group to which that person belongs

Discrimination

When someone acts out their prejudicial attitudes towards people who are the targets of their prejudice

Glass Ceiling

The invisible barrier that limits the level to which women and other demographic groups can advance within an organization

Pay Inequities

Issues of pay between men and women

Stages of DEI Strategy

Awareness, Compliance, Tactical, Integrated, Sustainable

Mentoring

A process whereby an experienced organizational member (a mentor) provides advice and guidance to a less-experienced member (a protégé)

Diversity Skills Training

Specialized training to educate employees about the importance of diversity and teach them skills for working in a diverse workplace

Employee Resource Groups

A voluntary, employee-led subgroup within an organization that shares distinctive qualities interests, or goals