✔️[Competencies] DEI Flashcards
Covering
Defensive behavior occurs when an organization recruits a diverse workforce but, consciously or otherwise, promotes assimilation rather than inclusion.
Diversity
The similarities and differences between individuals, accounting for all aspects of one’s personality and individual identity.
Cultural Taxation
Additional workload that is generated for members of an underrepresented group due to their requested participation in DE&I efforts.
Neurodiversity
Refers to a workforce that approaches problems using different conceptual thought approaches that may stem from atypical brain structure, for example, attention deficit disorder (ADD), attention-deficit/hyperactivity disorder (ADHD), and anything categorized as existing on the autism spectrum (autism spectrum disorder, or ASD).
The SHRM Empathy Index assesses inclusion in the workplace using different components:
belonging, inclusion, openness, conflict management, and non-discriminatory practices.
Pay Audit
- analyze pay infor across the org to determine if particular sets of individuals are paid more or less than others
Pay Equity Report
- comes after a pay audit.
- refers to the salary paid to similar positions examined through the lens of one or more dimensions of diversity
Racism Types:
- Individual racism:
the persnal belief that an individuals race is superior to another- Internalized racism:
a member of a race accepts negative messaging regarding their self-value and abilities due to their race - Systemic racism: aka institutionalized racism:
when an org imposes a set of philosophies, policies, or procedures that have either the intent or the effect of system-wide discriminatory treatment of a group of people due to their race”
- Internalized racism:
DEI Top Key Points
- Alignment with an org’s evolving core goals enables DEI to continue a central role even after c level champion moves on
- Without Executive Sponsorship, DEI cannot become a priority or demand resources
- Must be a real, long-term commitment for the effort to succeed, not just a simple public statement.
- DEI will be seen as a priority when it’s a strategic effort & part of business strategies. Needs priority, complicity, and resistance.
- Benefits include improved creativity and innovation; along with different cultural perspectives
Equity vs. Equality
Equity:
- Equity refers to promoting fairness and justice via the org structure. The org identifies ways to acknowledge specific demographic needs and challenges and incorporates them in DEI decision-making.
Equality:
- Equality refers to a state of fairness - all employees are provided with equal rights and opportunities within the org and are treated fairly.
Diversity
Similarities and differences btwn individuals, accounting for all aspects of one’s personality and individual identity
Types of Diversity:
Legacy Diversity:
* physical characteristics
Experiential Diversity:
* diversity based on lived experiences (where you grew up, went to school, hobbies etc)
Thought Diversity:
* diversity based on different perspectives, resulting from education and socioeconomic background.
* injecting new insights to help gaurd against ‘group think’ to help tackle urgent problems and issues “
Inclusion
-The extent to which each person in an org feels welcomed, respected, supported, and valued.
-All members feel empowered to contribute sustained by the org. the org actively seeks this out
-The culture needs to have been created welcoming talents, skills, and perspectives.”
Mentorship vs. Allyship
Mentorship may focus on career progression opportunities or filling specific representation voids in an org,
where allyship may work towards eliminating individual and systemic barriers that create an imbalance in opportunity generally.
