- "Businesses benefit by having diversity in their workforce."
The understanding and appreciation for individual and cultural differences and fostering an environment of mutual respect and acceptance.
Understanding Diversity and Inclusion: This includes learning about the basic concepts of diversity and inclusion, as well as the importance of embracing diversity in the workplace and in education.
Unconscious Bias: This topic covers the idea that everyone has biases, whether conscious or not, and it is important to identify and eliminate any biases that hinder inclusion.
Stereotypes: This topic involves learning about the negative effects of stereotypes and how they can impede diversity and inclusion efforts.
Cultural Competence: This includes the ability to understand and effectively communicate with people from diverse cultures, as well as an awareness and respect for cultural differences.
Intersectionality: Intersectionality is the idea that different aspects of a person's identity overlap and affect their experiences and worldview, such as race, ethnicity, gender, sexual orientation, and socioeconomic status.
Inclusive Language: This topic covers the importance of using language that is respectful and inclusive of all individuals, regardless of their background or identity.
Diversity and Inclusion in Education: This includes strategies for creating an inclusive learning environment and ensuring that all students have access to equal opportunities and resources.
Diversity and Inclusion in the Workplace: This involves understanding and implementing policies and practices that promote diversity and inclusion, such as recruitment and retention strategies, training programs, and diversity audits.
Allyship: This concept refers to actively supporting and advocating for individuals and groups who face discrimination and exclusion, even if they do not share the same identity or experiences.
The Business Case for Diversity and Inclusion: In this topic, learners will gain an understanding of the economic benefits of diversity and inclusion, including increased innovation, creativity, and profitability.
Ethnic Diversity: This includes the differences in ethnic groups and the representation or lack thereof in the workplace or educational institutions.
Gender Diversity: Focuses on gender identity and expression, including the representation of women and non-binary individuals in leadership and decision-making roles.
Age Diversity: Refers to differences in age groups or generations, including the experiences of younger and older employees or students.
Disability Diversity: Encompasses physical, mental, or cognitive disabilities, and the inclusion of disabled individuals and their accommodation needs.
Cognitive Diversity: Includes differences in thinking styles, learning abilities, and problem-solving approaches.
Language Diversity: Refers to differences in languages spoken, accents, and fluency in multiple languages.
Socioeconomic Diversity: Refers to differences in income, education, and social class, and the representation of individuals from different socioeconomic backgrounds in positions of power and leadership.
Religious Diversity: Refers to differences in religious beliefs and practices and the accommodation of diverse religious practices and beliefs in the workplace or educational institutions.
LGBTQ+ Diversity: Includes the representation of people who identify as lesbian, gay, bisexual, transgender, or queer or questioning, in the workplace or educational institutions.
Geographic Diversity: Refers to differences in location, local cultures, and regional customs, including the representation of individuals from different geographical locations in leadership positions.
- "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."