IDM 1010 Unit 9: Equity, Diversity, and Inclusion

Equity, Diversity, and Inclusion (EDI)

• promotes the representation of different groups of people

• different, but interconnected concepts that work together to promote a fair, ethical, and respectful environment

• involves initiatives which promote equal opportunity, access, and a sense of belonging for underrepresented individuals

Equity

• refers to the equal and fair treatment of all people

• takes into consideration individual unique circumstances and characteristics to amend the appropriate response

• purpose is to promote fairness in the way structures and resources are distributed within society

Equity vs Equality

• equality seems fair; everyone in the room is treated the same and has access to the same resources

• equity is fair; everyone should receive access to information and resources they need in order to succeed

Inclusion

• level at which organizations include and enable all people to make meaningful contributions

• recruiting a diverse group of people is inter-correlated with the need to develop a welcoming, inclusive environment

• everyone should feel their voices are being heard

• critical if organizations want to retain talent

Value of EDI in the Workplace

• increased innovation and creativity

• improved problem solving and decision making

• enhanced employee engagement, retention, and productivity

• improved reputation

• compliance with legal and ethical requirements

Implicit Bias

• unconscious attitudes or beliefs that affect behaviour or decision making

• shaped by individual experiences, cultural backgrounds, and societal conditioning

• often subtle and difficult to identify, but influence judgements and actions (even when you’re trying to uphold fairness and equality)

Impact of Implicit Biases in the Workplace

• underrepresentation of certain groups

• undervaluing of employee’s contributions and talents, limiting career growth opportunities

• negative work environment and reduced productivity

• loss of talent and resources

• lawsuits, public criticism, and damage to reputation

Affinity Bias

unconsciously favour candidates who share similar backgrounds, interest, or experiences to their own

Confirmation Bias

looking for information that confirms their existing beliefs or stereotypes, rather than objectively evaluating candidates based on their qualifications and experience

Halo/Horn Effect

recruiters allow one positive or negative trait/experience to overshadow other qualities or experiences a candidate may have

Name Bias

favouring candidates with names that are perceived to be more “traditional”, which leads to discrimination against candidates with names that are perceived to be “ethnic” or “foreign”

Gender Bias

favouring candidates of a certain gender, leading to underrepresentation of certain genders in certain roles or industries

Age Bias

favouring candidates of a certain age, leading to underrepresentation of older or younger candidates in certain roles or industries

Microaggressions

• subtle verbal or non-verbal snubs and insults which exude a hostile, derogatory, or negative message to target individuals solely based on their marginalized group

• reinforce common stereotypes associated with a specific group of people, often minorities

• dismiss the experiences or perspectives of marginalized groups

• e.g. slurs, inappropriate jokes, malicious comments, singling someone out, facial expressions or gestures

Responding to Microaggressions in the Workplace

• challenge the microaggression when it happens

• try to take back your narrative and have a constructive conversation about how differences are an asset

• ask for clarification or more information

• separate intent from impact

• express your feelings

• document the incident