Diversity, Equity & Inclusion Flashcards
Inclusion
The extent to which each person in an organization feels welcomed, respected, supported, and valued.
Equity
“How do we ensure that everyone has the same ability to contribute to their fullest potential?”
The goal of equity is to lift all employees up, to attempt to break down demographic barriers and challenges, and to empower all employees so that they can perform at their best.
Multigenerational
Different generations bring different skill sets and perspectives. Partnering employees from different generations can help generate innovative and creative solutions.
Provides opportunities for cross-generational learning and mentoring and knowledge transfer
Different generations require different engagement strategies
Multicultural
Multicultural organizations have access to a greater diversity of thought and experience and can therefore benefit from more innovation and creativity in decision making
Can gain valuable insights into other cultures for the purpose of market expansion
Opportunities to appeal to diverse talent and customers
Multilingual
Opportunities for organizational growth and are able to bridge certain gaps in understanding and communication
Multitalented
These workforces are flexible and able to adapt to fast-paced, changing situations and work environments.
These workforces can be more collaborative, which can enhance team building and engagement
Can lead to challenges with retention if multitalented employees feel dissatisfied or unchallenged.
Multigendered
Can signify a forward-thinking organization and leadership, which can attract more diverse candidates.
Employee Resource Group
AKA affinity group or network group. A voluntary group for employees who share a particular diversity dimension.
HR is NOT the ERG
Gender Discrimination
Assumptions based on gender
Gender identity bias
Assumptions based on an individual’s gender identity
Sexual orientation bias
Based on individual sexual orientation
Racism
Based on race and/or ethnicity. This includes systemic racism
Stereotypes
Generalizations about members of a group or social category with regard to their qualities and characteristics
Ageism
Based on age
Ingroup/outgroup bias
Assumptions are made based on group-level similarities or differences.
This is similar to leader-member exchange. “Us” vs “them”
Affinity Bias
Assumptions made based on shared or similar experiences
The “like me” bias.
This can often be seen in succession planning, as people pick a leader just like them to follow in their footsteps.
Social Comparison Bias
Assumptions made based on a perceived social group
Extroversion/Introversion bias
Assumptions made based on employee’s personality
I.E. quieter employees are seen as less engaged or less talented
Neurodiversity bias
Assumptions made based on whether an employee is neurotypical or neurodivergent
Micoagressions
Subtle, common and quick insults and behaviors that convey negative or hostile messaging toward certain marginalized people and groups
Imposter Syndrome
The feeling that success is due to luck, not hard work or skill. This can lead individuals to feel unfit for their current role and as if they have fooled others into believing that they are more competent than they really are.
Covering
Defensive behavior that occurs when organizations recruit a diverse workforce but promote assimilation rather than inclusion. The subtle message is “you are welcome despite of who you are, not because of who you are”
Cultural Taxation
Refers to the additional work generated for members of an underrepresented group due to the requested participation in DEI effots.
SHRM Empathy Index
Assess inclusion in the workplace using five different components (score from 0 - 100)
Belonging
Inclusion
Openness
Conflict Management
Non-Discriminatory Practices
This index was formed in recognition that DE&I is not possible without a focus on empathy in the workplace. Designed to quickly assess inclusion, enabling organizations to monitor progress.
Pay Transparency
Includes publishing pay scales, helps employees feel that their pay is equitable throughout the workforce without having to directly compare salaries with each other
Pay Audits
Analyze pay information across the organization to determine if particular sets of individuals are paid less or more on average than others.
Pay Equity Report
Disclose the results of a pay audit. Pay equity refers to the salary paid to similar positions examined through the lens of one (or more) dimensions of diversity.
