"The business case for diversity stems from the progression of the models of diversity within the workplace since the 1960s."
This focuses on the importance of promoting diversity and creating an inclusive workplace.
Diversity: Diversity refers to the variety of differences that exist among people, including race, ethnicity, gender, sexual orientation, cultural background, age, abilities, and more.
Inclusion: Inclusion refers to the creation of a work environment in which everyone is respected and valued, regardless of their differences.
Stereotyping: Stereotyping refers to the act of attributing a set of characteristics to individuals based on their membership in a particular group.
Prejudice: Prejudice refers to a set of negative attitudes and beliefs about individuals or groups based on their membership in a particular group.
Discrimination: Discrimination refers to the act of treating individuals or groups differently based on their membership in a particular group.
Bias: Bias refers to a systematic and unconscious tendency to favor or disfavor individuals or groups based on their membership in a particular group.
Intersectionality: Intersectionality refers to the recognition that people's identities are not singular, but rather formed by the intersection of various factors such as race, gender, sexuality, ability, etc.
Privilege: Privilege refers to the unearned advantages that individuals or groups have based on their membership in a particular group.
Cultural Competence: Cultural competence refers to the ability of individuals and organizations to effectively interact with people from different cultures.
Micro-aggressions: Micro-aggressions refer to subtle or unintentional acts of discrimination that are often unconscious and can have a negative impact on individuals or groups.
Implicit Bias: Implicit bias refers to the attitudes and beliefs that individuals hold about others that are often unconscious and can influence behavior.
Affirmative Action: Affirmative Action refers to the policies and practices that organizations implement to ensure equal opportunity and representation for individuals from traditionally marginalized groups.
In-group/out-group bias: In-group/out-group bias refers to the tendency for individuals to favor those who are similar to them (in-group) and to view those who are different from them (out-group) as inferior.
Systemic/institutionalized discrimination: Systemic/institutionalized discrimination refers to the ways in which social, economic, and political systems perpetuate discrimination and inequality.
Cultural Awareness: Cultural awareness refers to the knowledge and understanding of different cultures and how they shape individuals' experiences and perspectives.
Social identity theory: This theory suggests that people associate with certain social groups and subsequently form in-groups and out-groups which can result in bias toward the out-group.
Self-categorization theory: This theory builds on social identity theory and describes how individuals categorize themselves and others based on salient features and how this can impact behavior.
Contact theory: This theory proposes that direct contact between individuals from different social groups can reduce prejudice and bias.
Stereotype threat theory: This theory suggests that when individuals believe they are at risk of confirming a negative stereotype about their social group, it can lead to decreased performance and increased anxiety.
Social dominance theory: This theory explains how social hierarchies are formed and maintained with dominant groups often benefiting at the expense of minority groups.
In-group bias theory: This theory suggests that individuals have a natural tendency to favor those in their own social group over others leading to discrimination and bias.
Intersectionality theory: This theory recognizes that individuals can have multiple social identities which can interact and compound to result in unique experiences of discrimination and bias.
Cognitive dissonance theory: This theory investigates why individuals may hold conflicting beliefs and how this can be resolved leading to changes in behavior.
Equity theory: This theory proposes that individuals compare their input and output ratios and if they perceive an inequity, it can lead to decreased motivation and job satisfaction.
Critical race theory: This theory scrutinizes how race and racism intersect with other forms of oppression such as sexism, classism, and ableism, leading to social inequality.
"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."