AOTA — Inclusion, Bias, Microaggression, & Conflict Resolution Flashcards
any dimension that can be used to differentiate groups and people from one another
Diversity
Influences of diversity
Internal
External
Organizational
World view
Race, Age, National Origin, Ethnicity such as: BIPOC (Black,
Indigenous, Person of Color), Cultural Diversity, Gender, Sexual, Appearance, Sexual Orientation, Physical Ability, Mental Ability are all examples of what type of influence
Internal
Interests, Education, Appearance, Citizenship, Geographic, Location, Family Status, Spirituality/Religion, Relationship Status, Socioeconomics Status, National Origin, and Experiences bare all examples of what type of diversity influence
External
Job Function
Management
Status
Work Location
Department
Seniority
Union Affiliation
Describes what type of diversity influence
Organizational
Cultural Events
Politics
History Knowledge
Examples of what type of diversity influence
World view
Encouraging diversity incorporates all the elements that
make each individual unique and provides the opportunity to do what two things with each other?
Learn
Connect
Address social determinant’s, more innovation, improving communication, boost creativity, increased trust, reduce health disparities, enhanced awareness, higher retention, and increased engagement are all …..
Benefits of diversity
refers to the fair and just treatment in relation to
opportunities, access to those opportunities and the available
resources for everyone
Equity
What does providing equity entail?
changing the structure and systemic barriers that create inequities
each person or group of
people is given the
same resources or
opportunities
Equality
solution for
addressing imbalanced
social systems. Justice
can take equity one step
further by fixing the
systems in a way that
leads to long-term,
sustainable, equitable
access for (future)
generations
Equity
Benefits of equity include
Structures outcomes
Fosters multi-sector collaboration
Increases community capacity
Encourages solutions for equitable opportunities in health
Provide a foundation for a vibrant, healthy community
the achievement of a work environment in which all individuals are treated fairly and respectfully, have equal access to opportunities and resources, and can contribute fully to the organization’s success
Inclusion
unfair prejudice either in favor of or against a person or group in comparison with another person or group
Bias
Views, beliefs and attitudes are
directly expressed about a person or
group; person is aware of the bias and
outwardly and consciously operates
with biased perspectives and ideas.
Explicit bias
Concious bias
Views or ideas that are indirectly
expressed about a person or group;
person is unaware of the bias and
unconsciously operates with a biased
perspective.
Implicit bias
Unconscious bias
Affinity
Ageism
Attribution
Beauty
Confirmation
Conformity
Contrast effect
Gender
Halo effect
Horn effect
Name
Weight
Types of bias
Mitigating Unconscious Bias
Organization responsibility
Individual responsibility
Co-responsibility
Ways to address bias
Meditation
Perspective adjustment
Training
Education
Racism, ableism, sexism, ageism,
homophobia, and discrimination
present in many forms and typically fall
into two main categories:
overt and
covert
identified in obvious ways such as
violent attacks, purposeful exclusion,
and verbal and physical harassment.
Overt racism, homophobia, ableism,
sexism, and discrimination
concealed or subtle and often difficult to
observe and pinpoint.
Covert racism, homophobia, ableism,
sexism, and discrimination
brief and daily exchanges that act as insults
or send demeaning and belittling messages to marginalized groups based on:
Race
Gender identity
LGBTQIA+ identity
Age
Physical ability
Language
Immigration status
Microaggresion
Three types of microaggression
Microassaults
Microinsults
Microvalidation
Intentional behavior that is discriminatory through actions and slurs
Microassaults
Subtle verbal and nonverbal communications that:
Convey rudeness and insensitivity and demean a
person’s racial heritage or identity.
Represent subtle insults, often unaware to the
perpetrator, but clearly express a hidden offending
message to the recipient
Microinsults
An employee who asks a
colleague of color how she got
her job, implying she was hired
through affirmative action or
filling a quota.
Example of
Micro assaults verbal
A white teacher failing to
acknowledge students of color in
the classroom or when a White
supervisor acts distracted, avoids
eye contact, or turns away from a
Latinx employee.
Example of
Micro assaults nonverbal
Communications that subtly exclude, negate, or invalidate
the thoughts, feelings, experiences, and reality of a person
in a marginalized group
Micro validation
Two types of micro validation
Exclusion
Invalidation
3 parts to facing difficult conversations
Acknowledge and validate
Get curious w/ compassion
Joint problem-solve
Ways to process emotions before having difficult conversations
Share frustration w/ someone you trust
Write out your feelings
Plan conversation
Execute
3 F’s to executing discussion
Facts
Feelings
Future
ADDRESS model
Acknowledge
Dialogue
Document
Redirect
Educate
Stop
Support
