"The business case for diversity stems from the progression of the models of diversity within the workplace since the 1960s."
The recognition, acceptance, and inclusion of individuals and groups from diverse backgrounds, including differences in race, gender, age, religion, and sexual orientation.
Definitions of Diversity and Inclusion: Understanding the concepts of diversity, inclusion and their significance.
Social Identity Theory: Understanding how identity, culture, and diversity affect our behavior and attitudes.
Stereotyping and Prejudices: Understanding the negative impact of stereotypes and prejudices on individuals and groups.
Bias: Understanding how unconscious bias and other forms of bias affects diversity and inclusion.
Cultural Intelligence: Understanding the ability to interact and work effectively with individuals from diverse backgrounds.
Cross-Cultural Communication: Understanding how communication differs across cultures and how to effectively communicate with diverse groups.
Cross-Cultural Conflict Management: Understanding how to manage conflicts arising from cultural differences in diverse teams.
Diversity Recruitment and Retention: Understanding best practices and strategies for recruiting, hiring, and retaining diverse talent.
Diversity and Inclusion Training: Understanding how to develop training programs that promote diversity and inclusion in organizations.
Inclusive Leadership: Understanding how leaders can promote diversity and inclusion in their organizations.
Diversity Metrics and Measurement: Understanding how to measure and track diversity and inclusion in organizations.
Cultural Diversity in International Business: Understanding the impact of cultural diversity on global businesses and strategies for managing diversity in international contexts.
Intersectionality: Understanding the intricate ways in which different identities and social categories intersect with each other.
Power Dynamics and Privilege: Understanding the impact of power dynamics and privilege on diversity and inclusion in organizations.
LGBTQ+ Diversity and Inclusion: Understanding how to create a welcoming and inclusive environment for LGBTQ+ individuals in organizations.
Disability Inclusion: Understanding how to create an inclusive environment for people with disabilities in organizations.
Religion and Spirituality Diversity and Inclusion: Understanding how to accommodate religious and spiritual diversity in organizations.
Racial Diversity and Inclusion: Understanding issues related to race, racism, and racial bias in organizations.
Gender Diversity and Inclusion: Understanding issues related to gender and gender identity diversity in organizations.
Generational Diversity and Inclusion: Understanding how to manage and leverage intergenerational differences in the workplace.
Race and Ethnicity: Differences in race and ethnicity, which includes cultural practices and traditions, such as food or religious beliefs.
Gender: Differences in gender identity, including different gender expressions, as well as how gender-related issues are perceived and addressed.
Sexual Orientation: Differences in sexual orientation, such as lesbian, gay, bisexual, and transgender communities.
Disability: Differences in physical, cognitive or emotional abilities that can impact an individual’s perspective and their interactions with others.
Age: Differences in age, including varying levels of experience and perspectives in the workforce, as well as generational differences in life experiences and attitudes.
Education: Differences in educational levels, which can impact how individuals communicate and perceive situations.
Socio-economic status: Differences in socio-economic status, which includes income level, access to resources, or educational attainment.
National Origin: Differences in nationality or origin, such as language, cultural norms, and societal beliefs.
Religious beliefs: Differences in religious or spiritual beliefs, which can inform personal values and attitudes toward various cultural issues.
Geographic location: Differences in geographic location, such as regional or rural differences, can impact social, economic, and cultural perspectives.
"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."