- "Businesses benefit by having diversity in their workforce."
The recognition and celebration of differences among individuals, including race, ethnicity, religion, gender, ability, and more.
Diversity: Diversity refers to the differences that always exist among individuals, including but not limited to race, ethnicity, gender, socioeconomic status, religion, sexual orientation, and ability status. Learning about diversity often involves increasing one's awareness of these differences and how they impact individuals and society.
Inclusivity: Inclusivity means creating a supportive environment that embraces diversity by valuing and respecting all individuals or groups regardless of their differences.
Cultural Competence: Cultural competence involves understanding and interacting effectively with people from different cultures, including but not limited to language, values, customs, beliefs, and behaviors.
Intersectionality: Intersectionality recognizes that individuals have multiple identities and that each identity has its own set of privileges and disadvantages. Intersectionality looks at how different forms of oppression can overlap and compound one another.
Anti-bias Education: Anti-bias education focuses on challenging prejudices and stereotypes, and promoting social justice by building students' critical thinking skills, empathy, and positive identities.
Multicultural Education: Multicultural education promotes the inclusion of diverse perspectives, histories, and cultures in the curriculum, and encourages students to understand and appreciate these differences.
Social Justice Education: Social justice education seeks to provide students with tools to address systems of oppression and promote equality and a fair society.
Implicit Bias and Stereotyping: Implicit bias is a subconscious attitude or belief that affects our behavior towards individuals or groups. Stereotyping is a generalization made about a group of people that is not based on individual differences.
Language Diversity: Language diversity recognizes that different languages are an integral part of human diversity, and that each language offers unique insights into how people think about and experience the world around them.
Religious Diversity: Religious diversity acknowledges that individuals have different religious beliefs, practices, and values, and that these differences should be respected and embraced.
Disability Awareness: Disability awareness promotes understanding and empathy towards individuals with physical or intellectual disabilities, and provides support for them to access educational opportunities.
LGBTQ+ Inclusion: LGBTQ+ inclusion recognizes the existence and value of different gender identities and sexual orientations, and seeks to create an environment that is welcoming and accepting to all students.
Global Citizenship: Global citizenship encompasses understanding local and global issues, respect for diversity, and promoting social responsibility and action to make a positive change in the world.
Cultural diversity: Cultural differences that are distinctive, including race, ethnicity, and nationality.
Linguistic diversity: Variations in spoken or written languages, including accents, dialects, and languages.
Gender diversity: The differences between male, female, transgender or non-binary in traits, interests, abilities, and physiology.
Cognitive diversity: Individual differences in experiences, ideas, and methods of processing and transmitting information.
Age diversity: Variations in age and experience within a group of people.
Socioeconomic diversity: Disparities in resources and access to opportunities between social classes.
Disability diversity: Variations in physical, learning or intellectual abilities.
Religious diversity: Diverse religious beliefs and practices.
Ideological diversity: Differences in beliefs, attitudes, and values that people hold.
- "The progression of the models of diversity within the workplace 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."
- "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."
- "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."
- "Equal opportunity employment objectives were implemented in the Civil Rights Act of 1964."
- "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 extended the idea that individuals outside the dominant group should be given opportunities within the workplace."
- "Diversity initiatives must be sold as business, not social work."
- "Organizations that do not have a strong diversity inclusion culture will invite lower productivity, higher absenteeism, and higher turnover."
- "Higher costs to the company" through lower productivity, higher absenteeism, and higher turnover.
- "Establishments with more diversity are less likely to have successful unionization attempts."
- "Businesses benefit by having diversity in their workforce."