Diversity, Equity, and Inclusion Flashcards
The similarities and differences between individuals, accounting for all aspects of one’s personality and individual identity
Diversity
Traits that are easily recognizable and visible - culture, race, gender, age. nationality, etc.
Legacy Diversity
Diversity based on lived experiences - where someone grew up, went to school, family, etc.
Experiential Diversity
Diversity based on different perspectives, resulting from education and socioeconomic background
Thought Diversity
Extent to which each person in an org feels welcomed, respected, supported, and valued
Inclusion
Providing additional resources to those who need them to take fair advantage of opportunities within a company
Equity
Benefits of DE&I
- improved creativity and innovation
- recruitment and retention
- market strengths
- branding
- global integration and local differentiation
- increased revenue
Strategic value of DE&I
Capturing talent, understanding markets, diverse perspective for innovation, knowing how to pitch products, knowing how to generate employee commitment
6 Basic steps to DE&I
- Educate your leaders
- Form an inclusion council
- Celebrate employee differences
- Listen to employees
- Hold more-effective meetings
- Communicate goals and measure progress
How DE&I can gain commitment at an org’s highest level
By demonstrating its ability to play a critical role in achieving core business goals
Voluntary group for employees who share a particular diversity dimension - social network and support group, career development resource, advocacy group
Employee Resource Group (ERG)
Model empathy and be ambassadors for change, advocating for people who are underrepresented, working to correct uneven opportunities
Allyship
An individual feeling that they are able to speak up, question, ask for help, and admit mistakes
Psychological Safety
Pervasive and universal, everyone has some form
Unconscious Bias
Assumptions made based on shared/similar experiences
Affinity Bias
Subtle, common, and quick insults and behaviors that convey negative or hostile messaging toward certain marginalized groups
Microaggressions
Feeling that success is due to luck, not hard work or skill, can leave individuals feeling unfit for their current role
Imposter syndrome
Defensive behavior that occurs when an org recruits a diverse workforce, but promotes assimilation rather than inclusion
Covering
Additional workload generated for members of an underrepresented group due to their requested participation in DE&I efforts
Cultural Taxation
What type of culture instills psychological safety and helps prevent imposter syndrome?
Culture of empowerment, accountability, courage, and humility
Measurement that assesses how we did, what went well, what didn’t, and why
Process Measurement
Measurement that assesses the difference the initiative made to the org
Results Measurement
DE&I Metrics
- gender diversity
- racial diversity
- retention rates for diverse employees
- SHRM empathy index
- diversity of external stakeholders
5 Different components used to assess inclusion in the workplace for SHRM empathy index
- belonging
- inclusion
- openness
- conflict management
- non-discriminatory practices
Purpose of a diversity pay audit
To determine if particular sets of individuals are paid less on average than others, to identify and address these pay gaps
Disclose the results of a pay audit - salary paid to similar positions examined through the lens of dimensions of diversity
Pay equity reports
Publishing pay scales, helps employees feel their pay is equitable throughout the workforce and helps minimize pay gaps between groups
Pay transparency
