"The business case for diversity stems from the progression of the models of diversity within the workplace since the 1960s."
Understanding the importance of promoting diversity and inclusion, and working to become an ally to people of different races, ethnicities, and identities in order to create more equitable and inclusive communities.
Privilege: The advantages and benefits that certain groups of people have in society based on their identity.
Bias and Stereotyping: The unconscious beliefs and preconceptions people have about others that may impact their actions and decisions.
Power Dynamics: Understanding how power and influence shapes interactions between individuals and groups.
Intersectionality: The ways in which different aspects of a person's identity (race, gender, sexual orientation, ability, etc.) interact and impact their experiences.
Discrimination: Recognizing and combatting unjust treatment of individuals or groups based on their identity.
Microaggressions: Subtle, everyday actions or words that reflect underlying biases or stereotypes, which may cause harm or distress.
Cultural Competence: Understanding and respecting different cultural norms and practices.
Emotional Intelligence: The ability to recognize and manage one's own emotions, and empathize with others.
Active Listening: Intentionally focusing on and understanding what someone is saying or expressing.
Inclusive Language: Language choices that promote inclusivity and respect for all individuals, regardless of identity.
Allyship: The active and intentional support of marginalized individuals or groups, and working towards creating a more equitable society.
Race: The cultural and social categorization of people based on biological or physical characteristics such as skin color, facial features, and hair texture.
Ethnicity: A group of people who share common characteristics such as culture, language, religion, and ancestry. Ethnicity is often viewed and understood as a social construct.
Cultural Diversity: Refers to the coexistence and recognition of different cultural beliefs, values, practices, and standards within a society.
Gender and Gender Identity: The perception, understanding, and expression of one's self-identity as either male, female, non-binary, or gender non-conforming.
Sexual Orientation: An individual's emotional, romantic, or sexual attraction towards another person, which is often categorized as heterosexual, homosexual, bisexual, or pansexual.
Age: The lifespan stages and generational differences among individuals that span from childhood to old age.
Religion and Spirituality: The belief system, faith, and practices that inform an individual's understanding of a higher power, a sense of community, and cultural norms.
Disability: The physical, mental, or cognitive attribute that affects one's ability to carry out daily activities without assistance, special accommodations, or considerations.
Socioeconomic Status: The economic and social categorization of individuals based on their income, education, occupation, wealth, and social network.
Neurodiversity: The natural variation in human neurocognitive functioning and behavior such as autism, ADHD, dyslexia, and other learning and cognitive differences.
Linguistic Diversity: The discrimination, marginalization or accommodation of individuals who speak different languages or dialects.
Intersectionality: The interconnectedness of multiple identities and social categories that gives rise to unique experiences, challenges, and opportunities for individuals.
"In the United States, the original model for diversity was situated around affirmative action drawing from equal opportunity employment objectives implemented in the Civil Rights Act of 1964."
"Equal employment opportunity was centered around the idea that any individual academically or physically qualified for a specific job could strive for (and possibly succeed) at obtaining the said job without being discriminated against based on identity."
"These initiatives were met with accusations that tokenism was the reason an individual was hired into a company when they differed from the dominant group."
"Dissatisfaction from minority groups eventually altered and/or raised the desire to achieve perfect employment opportunities in every job."
"The social justice model evolved next and extended the idea that individuals outside the dominant group should be given opportunities within the workplace."
"Kevin Sullivan an ex-vice president of Apple Inc. said that 'diversity initiatives must be sold as business, not social work.'"
"In the deficit model, it is believed that organizations that do not have a strong diversity inclusion culture will invite lower productivity, higher absenteeism, and higher turnover which will result in higher costs to the company."
"Establishments with more diversity are less likely to have successful unionization attempts."
"The models of diversity within the workplace have progressed since the 1960s."
"The original model for diversity was situated around affirmative action drawing from equal opportunity employment objectives implemented in the Civil Rights Act of 1964."
"Equal employment opportunity was centered around the idea that any individual academically or physically qualified for a specific job could strive for (and possibly succeed) at obtaining the said job without being discriminated against based on identity."
"These initiatives were met with accusations that tokenism was the reason an individual was hired into a company when they differed from the dominant group."
"Dissatisfaction from minority groups eventually altered and/or raised the desire to achieve perfect employment opportunities in every job."
"Diversity initiatives must be sold as business, not social work."
"In the deficit model, it is believed that organizations that do not have a strong diversity inclusion culture will invite lower productivity, higher absenteeism, and higher turnover which will result in higher costs to the company."
"Establishments with more diversity are less likely to have successful unionization attempts."
"Businesses benefit by having diversity in their workforce."
"The models of diversity within the workplace have progressed since the 1960s."
"The goal of equal employment opportunity was to eliminate discrimination based on identity and provide fair opportunities for all qualified individuals."