- "Businesses benefit by having diversity in their workforce."
The process of creating and maintaining an inclusive workplace that values and celebrates diversity among employees.
Understanding Diversity: This topic covers the meaning and significance of diversity in the workplace. This includes an understanding of the different dimensions of diversity, including race, gender, age, religion, and more.
Implicit Bias: Implicit biases are unconscious attitudes or stereotypes that people hold about certain groups of people. This topic helps learners understand how unconscious biases can impact workplace interactions and relationships.
Cultural Competence: Cultural competence refers to the ability to understand, appreciate, and work effectively with people from diverse cultural backgrounds. This topic explores ways to develop cultural competence and sensitivity.
Inclusion: Inclusion is a key aspect of diversity that focuses on creating an environment where everyone feels valued and respected. This topic covers strategies for promoting inclusion in the workplace.
Diversity Recruitment and Retention: This topic explores the strategies organizations can use to recruit and retain a diverse workforce. It includes information on diversity hiring initiatives and developing an inclusive workplace culture.
Diversity Training: Diversity training is an essential tool for promoting diversity and inclusion in the workplace. This topic covers different types of diversity training, including unconscious bias training and cultural competence training.
Diversity Metrics: Measuring diversity and inclusion is necessary to track progress and identify areas for improvement. This topic covers the key metrics used to measure diversity and inclusion in the workplace.
Employee Resource Groups: Employee resource groups (ERGs) are voluntary, employee-led groups that promote diversity and inclusion within an organization. This topic covers the benefits of ERGs and how to set them up in the workplace.
Organizational Policies and Procedures: Creating policies and procedures that promote diversity and inclusion is essential for creating a culture of diversity and inclusion in the workplace. This topic explores the different policies and procedures organizations can implement.
Fairness and Equity: Fairness and equity are essential aspects of a diverse and inclusive workplace. This topic covers ways to promote fairness and equity in the workplace, including pay equity and promotions.
Gender diversity: Refers to the inclusion of people who identify as male, female, or any other gender. It is about countering and eradicating gender biases.
Racial diversity: Refers to the inclusion of people from different races, ethnicities, and cultures. It's about countering racial discrimination and promoting the representation of marginalized groups.
Age diversity: Refers to the inclusion of employees of different ages. It is about combating ageism and creating inclusive intergenerational work environments.
Disability diversity: Refers to the inclusion of people with physical, sensory, mental or intellectual disabilities. It aims to eliminate physical barriers to work and to create accessible work environments.
Sexual orientation diversity: Refers to the inclusion of people who identify as LGBTQ+. It is about creating inclusive and supportive workplaces for LGBTQ+ employees.
Socioeconomic diversity: Refers to the inclusion of people from different economic and social backgrounds. It is about addressing classism and creating opportunities for upward mobility.
Religious diversity: Refers to the inclusion of people from different religious backgrounds. It is about combating religious discrimination and creating inclusive environments for diverse faiths and beliefs.
Linguistic diversity: Refers to the inclusion of people who speak different languages or dialects. It is about creating inclusive communication and language policies.
Cognitive diversity: Refers to the inclusion of people with different thinking styles, learning and problem-solving preferences. It is about creating diverse teams that can bring diverse perspectives to problem solving.
Intersectionality: Refers to the idea that people have multiple identities that intersect and interact with each other. It is about understanding how different forms of diversity and inclusion intersect and how they can be addressed together.
- "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."