- "Businesses benefit by having diversity in their workforce."
This topic deals with understanding the concept of diversity and what it encompasses, including differences in race, gender, sexual orientation, physical ability, religion, age, culture, and more.
Cultural competency: This refers to the ability to recognize, understand, and appreciate different cultures.
Stereotypes and biases: The role that stereotypes and biases play in shaping our perceptions of others and how they can be challenged.
Intersectionality: The recognition that people have multiple identities that intersect and influence their experiences.
Privilege and power dynamics: The ways in which some groups hold more power and privilege than others, and how this can impact interactions and relationships.
Microaggressions: Small, everyday actions or words that can be unintentionally hurtful or offensive to others.
Inclusive language: The use of language that is respectful and inclusive of all people, regardless of their background or identity.
Social and cultural norms: The shared expectations and beliefs of a particular community or society.
Diversity and representation in media: The importance of seeing diverse perspectives and representation in media.
Allyship: The role of allies in advancing equity and inclusion.
Anti-racism and anti-discrimination: The active and ongoing work to dismantle institutionalized racism and other forms of discrimination.
Empathy and perspective-taking: The ability to understand and relate to the experiences and perspectives of others.
Inclusive workplace practices: Strategies for creating a more inclusive and welcoming workplace for all employees.
Access and accommodations: The importance of making physical and social spaces accessible to everyone, and providing accommodations as needed.
Equity vs. Equality: Understanding the difference between treating everyone the same (equality) and addressing unequal circumstances in order to achieve equal outcomes (equity).
Community-building and collaboration: The importance of working together to build strong and supportive communities for all.
Cultural Diversity: It refers to recognizing the unique characteristics of different cultures and understanding and appreciating their differences.
Gender Diversity: It refers to acknowledging and respecting the diversity of gender identities and expressions, including but not limited to male, female, transgender, and non-binary individuals.
Physical Diversity: It refers to accepting and appreciating the diversity of physical abilities, including but not limited to individuals with disabilities.
Generational Diversity: It refers to acknowledging the differences between generations such as Baby Boomers, Generation X, Millennials, and Generation Z, and learning to work together in harmony.
Religious Diversity: It refers to recognizing and respecting the diversity of religious beliefs and practices, including but not limited to Christianity, Islam, Hinduism, Buddhism, Judaism, and others.
Linguistic Diversity: It refers to recognizing and respecting the diversity of language and dialects spoken by individuals and communities.
Socio-economic Diversity: It refers to recognizing and respecting the diversity of social and economic backgrounds of individuals and communities, including their income, education, and occupation.
Racial Diversity: It refers to acknowledging and respecting the diversity of racial and ethnic backgrounds of individuals, including but not limited to Black, Brown, Asian, Hispanic, and Indigenous.
Sexual Orientation Diversity: It refers to acknowledging and respecting the diversity of sexual orientations, including but not limited to heterosexual, homosexual, and bisexual individuals.
Cognitive Diversity: It refers to recognizing and respecting the diversity of thought processes and perspectives of individuals, including those with different learning styles, personalities, and mental health challenges.
- "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."