"The business case for diversity stems from the progression of the models of diversity within the workplace since the 1960s."
An exploration of the importance of diversity, equity, and inclusion in non-profit organizations, including strategies for promoting diversity and inclusivity in all aspects of the organization.
Diversity: Diversity refers to the combination of differences that make individuals unique, such as differences in race, ethnicity, gender, age, religion, and other characteristics.
Equity: Equity is the idea that everyone should have fair access to resources, opportunities, and power, regardless of their individual differences.
Inclusion: Inclusion is the practice of creating an environment where everyone feels valued, respected, and supported, regardless of their backgrounds or identities.
Bias: Bias refers to the tendency to favor or discriminate against certain individuals or groups based on their perceived or actual characteristics.
Stereotypes: Stereotypes are oversimplified, generalized beliefs about a group of people that are often based on inaccurate or incomplete information.
Intersectionality: Intersectionality is the idea that individuals have multiple identities that intersect and shape their experiences of discrimination and privilege, such as race, gender, and social class.
Privilege: Privilege refers to the advantages that individuals receive based on their social identities, such as being white, male, or wealthy.
Microaggressions: Microaggressions are subtle or unintentional acts of discrimination that can cause harm or offense to members of marginalized groups.
Cultural competence: Cultural competence is the ability to understand, appreciate, and effectively interact with people from different cultural backgrounds.
Allyship: Allyship is the act of working to support and advocate for members of marginalized groups and actively confronting oppression and discrimination.
Inclusive language: Inclusive language refers to the use of language that does not discriminate against or harm members of marginalized groups.
Systemic oppression: Systemic oppression refers to the ways in which societal institutions and practices reinforce discrimination and disadvantage for marginalized groups.
Diversity, Equity, and Inclusion (DEI) initiatives: DEI initiatives are programs or strategies designed to promote diversity, equity, and inclusion in organizations or communities.
Unconscious bias: Unconscious bias refers to the biases that individuals hold unconsciously, often based on stereotypes or social conditioning.
Cultural humility: Cultural humility is the recognition that one's own perspective and cultural background are limited and that there is value in learning from and respecting other cultures.
Social justice: Social justice is the idea that everyone should have equal access to resources and opportunities and that the distribution of power should be equitable.
Cultural norms: Cultural norms are the shared beliefs, values, and behaviors that govern social interactions within a particular culture or community.
Implicit bias: Implicit bias refers to the unconscious biases that individuals hold, which can impact their perceptions, attitudes, and behaviors towards others.
Power dynamics: Power dynamics refer to the ways in which power is distributed and maintained within social relationships and institutions.
Intercultural communication: Intercultural communication is the ability to communicate effectively with people from different cultural backgrounds.
Racial Diversity: This refers to the representation of different races in an organization or community.
Ethnic Diversity: This refers to the representation of different ethnic groups in an organization or community.
Gender Diversity: This refers to the representation of both males and females in an organization or community.
LGBTQ+ Diversity: This refers to the representation of lesbian, gay, bisexual, transgender, queer individuals, and those who identify beyond these labels.
Age Diversity: This refers to the representation of different age groups in an organization or community.
Disability Diversity: This refers to the representation of different abilities and disabilities in an organization or community.
Religious Diversity: This refers to the representation of different religions in an organization or community.
Socio-economic Diversity: This refers to the representation of different socio-economic backgrounds in an organization or community.
Political Diversity: This refers to the representation of different political affiliations and beliefs in an organization or community.
Cultural Diversity: This refers to the representation of different cultures and traditions in an organization or community.
Linguistic Diversity: This refers to the representation of different languages spoken in an organization or community.
Neurodiversity: This refers to the representation of people with neurological differences such as autism, ADHD, and dyslexia.
Educational Diversity: This refers to the representation of different levels of education in an organization or community, such as high school, college, or professional degrees.
"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."