"The business case for diversity stems from the progression of the models of diversity within the workplace since the 1960s."
The appreciation and respect for all individuals, regardless of differences in race, ethnicity, gender, culture, or other factors.
What is Diversity and Inclusion?: A comprehensive overview of the concept of Diversity and Inclusion and its relevance in workplace cultures and environments.
Understanding Unconscious Bias: Exploring how unconscious bias permeates organizational structures and the effects of these biases on colleagues from different backgrounds.
Cultural Competency: Developing the skills and knowledge to work effectively with individuals and groups from diverse cultures and backgrounds.
Building an Inclusive Workplace Culture: Managing employee relations and promoting a sense of inclusivity in the environment.
Intersectionality: Understanding and acknowledging the interrelated social categories of marginalized groups and how their lived experiences may intersect in different ways.
Gender and Sexuality Diversity: Understanding the different dimensions of gender and sexuality diversity, such as gender identity, sexual orientation, and gender expression.
Religious Diversity: Promoting an understanding of religious diversity and the role religion plays in individuals' lives.
Disability and Accessibility: Awareness and recognition of an individual's physical and mental abilities, cultural differences in attitudes and beliefs, and workplace accommodations.
Body Size Diversity: Recognizing the impact of body size diversity in the work environment and building a supportive culture.
Microaggressions: Identifying and learning to address unintentional or subtle forms of discrimination that may adversely affect marginalized groups.
Language Diversity: Understanding the different dialects, languages spoken, and perhaps even multilingual communication to offer effective mentorship and promotion opportunities.
Implicit Biases: Identifying any implicit biases and conscious or unconscious attitudes that affect interactions with a person or group.
Inclusive Supervision: Setting expectations for inclusive practices, demonstrating importance, and identifying accountabilities.
Inclusive Hiring: Diverse recruitment, selecting, and promotion practices to ensure a broad range of opinions and cultures in the employees.
Discrimination and Harassment: Educating employees about discrimination, sexual harassment, unconscious bias, and the legal consequences of such conduct.
Allies and Advocates: Offering diversity programs and training for creating allies and advocates who can support cultural and social diversity.
Implicit Association Test: Identifying individual implicit bias and their potential impact on the workplace.
Resource groups and Affinity networks: Encouraging the connection of employees to affinity groups based on their shared diversity experiences.
Inclusive Marketing and Communications: Developing a diverse marketing communication strategy and marketing products and services toward diverse groups.
Inclusive Leadership: Demonstrating inclusive leadership practices with regard to diversity and inclusion to ensure everyone feels valued.
Cultural Diversity: Diversity related to culture and all its associated characteristics, such as language, customs, beliefs, and values.
Gender Diversity: Diversity based on the sex or gender of the individuals.
Racial Diversity: Diversity based on individuals' ethnicities or races.
Age Diversity: Diversity based on individuals' ages or generations.
Ability Diversity: Diversity based on individuals' abilities, such as physical or mental abilities.
Religious and Spiritual Diversity: Diversity related to individuals' religious or spiritual beliefs.
Cognitive Diversity: Diversity based on individuals' thinking styles and cognitive capabilities.
Linguistic Diversity: Diversity based on individuals' language proficiency and communication styles.
Socioeconomic Diversity: Diversity based on individuals' socioeconomic status and background.
"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."