4 - Workplace: Diversity & Inclusion Flashcards

1
Q

Visible Traits

A

Generally external physical characteristics that are easily recognizable

Examples:

  • Culture
  • Ethnicity/race
  • Nationality
  • Gender
  • Physical attributes
  • Age
  • Language
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2
Q

Invisible Traits

A
  • Attributes that are not readily seen
  • Perspectives and life experiences

Examples:

  • Education
  • Family status
  • Values and beliefs
  • Work styles
  • Socioeconomic status
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3
Q

Equity

A
  • A focus on promoting fairness and justice via organizational structure
  • Use available support systems to ensure that everyone ends up at the same level
  • Different meanings in world of business
    • Finance: ownership
    • Compensation: relative fairness in total rewards
    • Hiring: equal opportunity to work
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4
Q

Equality

A

Focuses on providing equal support levels to all employees

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5
Q

Four Layers of Diversity

Gardenswartz & Rowe

A

We are all multidimensional and none of the many ways that can be used to “identify” us tells the whole story.

  • Personality: style, characteristics, preferences, perceptions, behaviors, cognitive & learning styles
  • Internal dimensions: assigned at birth (little control)
  • External dimensions: results of life experiences and choices (geographic location, income, habits, religion, education, appearance, marital status)
  • Organizational dimensions: position in organization (field of work, division, department, unity, location, union affliction, management status)
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6
Q

Inclusion

A

The extent to which each person in an organization feels welcomed, respected, supported and valued as a team member

  • “How do we make them feel welcome?”
  • How you leverage the value of diversity.
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7
Q

Diversity

A
  • “Who do we bring into our organization?”
  • Is the result of effective inclusion
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8
Q

Covering

A

Defensive behavior occurs when an organization recruits a diverse workforce but promotes assimilation (becoming similar)

  • Appearance
  • Affiliation
  • Advocacy
  • Association
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9
Q

Benefits of Diversity

A
  • Improved creativity and innovation
  • Recruitment and retention
  • Market strengths
  • Branding
  • Global integration/local differentiation
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10
Q

Costs and Challenges of Diversity

A
  • Fragmented, nonproductive, indecisive teams
  • Increased costs and time frames: training, recruitment, management
  • Communication difficulties
  • Blurred branding
  • Stereotyping
  • Global integration/local differentiation
  • Up-front costs for designing diversity strategy/programs
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11
Q

Ways to Increase Diversity

A

Organizations must truly embrace diversity and integrate varied lifestyles, beliefs, and needs into business culture; no edicts from “on high” will lead to true change.

  • Voluntary training
  • Self-managed teams
  • Cross-training
  • College recruitment targeting women and minorities
  • Mentoring for women and minorities
  • Diversity task forces
  • Diversity managers
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12
Q

Diversity & Inclusion Strategic Process

A
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13
Q

Executive Commitment

A

To make the business case for D&I, you must:

  • Show that it can play a critical role in achieving core business goals.
  • Link it to your organization’s unique mission, vision, and business objectives.
  • Realign it over time with corporate strategic reevaluation and repositioning.
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14
Q

Preliminary Assessment

A

Twofold purpose:

  1. Identify current needs to set corresponding priorities, goals, and objectives.
  2. Provide benchmarks to measure the success or failure of subsequent D&I strategies.

Data:

  • Demographic
  • Turnover
  • Employee opinion & customer satisfaction
  • Employees attitude about how inclusively they are treated
  • Leadership interviews to determine goals, expectations and concenrs
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15
Q

Diversity Council Key Responsibilities

Infrastructure Creation

A
  • Setting goals and priorities
  • Ensuring alignment with core business strategies
  • Identifying obstacles and opportunities
  • Recommending actions
  • Monitoring the process
  • Collecting data and evaluating results
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16
Q

Criteria for Effective Employee Resource Groups

Infrastructure Creation

A
  • Whether groups have formal charters
  • Percentage of employees in at least one group
  • Racial/gender breakdowns of groups
  • Percentage of top executives who are sponsors of groups
  • Whether groups are used for recruitment, onboarding, talent development, marketing, mentoring, and diversity training
  • If the groups’ success is measured through retention, engagement, talent development, and other contributions
  • If resource group leaders have rotational positions on executive diversity councils
17
Q

System Changes

A

Review and revise to align with diversity goals:

  • Organizational systems
  • Operational processes, procedures, and practices
18
Q

Training

A
19
Q

Measurement and Evaluation

A
20
Q

Integration

A

Make D&I part of “the way we do business” and “who we are”

21
Q

Evolution

A
  • Global expansion
  • Initiative’s own success
  • Shifts in focus over time
22
Q

Equal Opportunity

A

Employer needs to provide a level playing field for all groups and minorities without discrimination.

23
Q

Reservation

A
24
Q

Appearance

A

Adjusting attire, grooming, mannerisms to blend in

25
Q

Affiliation

A

Avoiding behaviors associated with their culture, ethnic group, sexual orientation, etc.

26
Q

Advocacy

A

Avoiding engaging in support on behalf of their identity group

27
Q

Association

A

Avoiding with members of their identity groups