LECTURE 10: DEI

Question 1

What is EDII/IEDI?

Answer 1

Equity, Diversity, Inclusion, and Indigenization (EDII) or (IEDI)

• Popular movement within organizations since 2010 but started 90s
• Growing recognition post 2015 Truth and Reconciliation Commission

Question 2

What is diversity?

Answer 2

The compositional differences between individuals in a work unit

• Surface/demographic differences (age, racio-ethnicity, gender, etc.)
• Deep-level differences (e.g., thinking)
• A valuing of diversity, marginalized employees, and employing difference

Question 3

What are the effects of diversity on performance?

Answer 3

1. Greater diversity predicts stronger organizational performance
2. Greater cultural diversity predicts team performance

Question 4

What are 4 positive outcomes on performance perceived in workplace diversity?

Answer 4

1. More positive diversity climate predicts more positive employee attitudes
2. Recognize strong performance: hire, develop, and retain top talent
3. Marketing, customer base
4. Within teams, diversity = conflict, problem solving, innovation

• note theres is variance in effect depending on how diversity is managed

Question 5

what is equity?

Answer 5

The extent to which fair access, opportunity, and advancement is possible for all people

Creating an equal playing field in which inputs can be assessed and outcomes can be determined

*Not exact same as equity from distributive justice theory

Question 6

what is inclusion?

Answer 6

1. Employees feel that they can bring their whole selves to work, meaning they can share all their identities
2. Employees feel a sense of belonging with their unit
3. All employees are included in formal organizational processes and informal ways
4. Employees from historically marginalized groups are not forced to assimilate to the dominant culture

Question 7

what is indigenization?

Answer 7

Process of advocating for, educating about, and relationship building with, Indigenous peoples

Indigenous people are made to feel welcome, integrated, celebrated, and understood within the workplace

Question 8

what is indigenization in education?

Answer 8

Bringing Indigenous knowledge and approaches together with Western knowledge systems

Importance of relationships, interconnectedness

Subjective: personal truths, lived experience

Spiritual, nature is sacred, connection to the land

Question 9

List the types of EDI programs

Answer 9

1. Work-life conflict initiatives
2. Accessible workspaces
3. gender-neutral washrooms
4. mentorship programs
5. network programs
6. TRAINING - focus on changing the individual
7. targeted recruitment of underrepresented groups
8. preferential selection
9. tie programs

Question 10

What do EDI trainings typically involve & what is the the efficacy in reducing implicit biases?

Answer 10

1. Training programs typically involve teaching people to identify their implicit biases, discuss the impact of bias on treatment of outgroup others
2. Can change attitudes in short-term: more positive or more negative
   - Does not change attitudes in the long term
3. Mandatory programs do not lead to increased diversity in hiring and promotion

Question 11

What are 4 oppositions to EDII & employment equity? What two groups of people is this a greater concern amongst?

Answer 11

1. Uncertain why programs are needed
2. Feel excluded from initiatives
3. Believe programs are unfair, reverse discrimination
4. Believe merit is being violated, beneficiaries are undeserving

• All greater concern among those who are more prejudiced
• Also, greater concern among those who want a merit-based system

Question 12

How do justice-based reactions to EDII depend on discrimination beliefs?

Answer 12

1. Among people who perceive little discrimination exists, strong preferences for meritocracy leads to more opposition to EDI
2. Among people who perceive that discrimination exists, strong preferences for meritocracy leads to less opposition or even more support for EDI

Question 13

How do we effectively change organizations?

Answer 13

System change -> collective change -> individual change (reverse way as well)

Movement on all fronts to change organizations

Question 14

What aspects of HR policies & practices does discrimination/bias occur?

Answer 14

1. hiring - recruitment & selection
2. performance evaluations
3. Promotions to leadership
4. Compensation

Question 15

How to Reduce Bias in Recruitment in 3 Ways?

Answer 15

1. Use targeted recruitment to enlarge the pool of qualified marginalized groups candidates
2. Attract marginalized group members, who look to current levels of diversity, mission statements, ad wording
3. Invest in the pipeline: Support initiatives that educate marginalized group members

Question 16

How to Reduce Bias in Selection in 5 Ways?

Answer 16

1. Ensure you have selection criteria that are necessary & do not have adverse impacts
2. Use structured interviews
3. Have clear rubrics for evaluation
4. Focus on potential (on the job training) rather than just past accomplishments
5. Use testing wisely:
   - No stereotype threat
   - No group differences
   - Give everyone equal opportunity: sample test

Question 17

Give 6 Ways to Reduce Bias in Performance Evaluations?

Answer 17

1. Give raters time to make judgments
   - stereotype less
2. Ample job-relevant information on hand
   - reduces ambiguity
3. Use a diverse panel & 360-degree feedback
   - reduces ingroup bias
4. Motivate raters to make accurate judgments
   - feel accountable
5. Objective criteria to assess performance
   - limit subjectivity
6. Provides critical feedback
   - aids development
   - less likely to give feedback to women (dont want to offend; feminine ideal of fragility)
   - marked worse for performance

Question 18

What are 5 Ways to Reduce Bias In Promotions?

Answer 18

1. Raise awareness of leaky pipeline and higher bar set for marginalized group members
2. Marginalized groups less likely to advance higher up in the organization
3. Provide mentorship, networking, training & developmental opportunities to marginalized group members
   - Often not given promotion because of lack of experience; eliminates gaps
4. Use Assessment Centres to evaluate candidates
5. Create visions of leadership that are inclusive

Question 19

How to Reduce Bias in Compensation?

Answer 19

1. Do not require candidates to negotiate
   - Women are less likely to negotiate than men
   - Perceived more negatively (aggressive)
   - East and Southeast Asians are less likely to negotiate than South Asians, Middle Eastern and Whites
   - Cultural aspect
   - Indigenous women report inappropriate to negotiate
2. Institute pay equity : Equal pay for work of equal value
   - Correct gender differences if found
3. Institute pay transparency
   - Check pay associated with promotions (women tend to get bottom of the pay range)

Question 20

What are the effects of diversity & contact?

Answer 20

• Positive intergroup contact can reduce prejudice, increase support for equality
• Workplace is ideal site:
  1. Potential for ideal status (contact hypothesis), interdependence

2. Shared, superordinate identities (understand differences but know that you share workplace similarities)
3. Build friendship, trust
4. Sustained interactions, cognitive dissonance
   - Change attitude to coincide w/ behaviour

Question 21

What is inclusive leadership?

Answer 21

1. Top leadership must support and champion DEII
   - Authentic
2. Managers enact DEII policies, create practices
   - Marginalized group leaders advance EDII more
3. Promote deserving marginalized group members
   - Create virtual spiral for visions of inclusive leadership

Question 22

What 5 things can organizations do to promote EDII?
(Adam drew diagonal lines inside)

Answer 22

Adopt Metric-Based DEI Initiatives: Measure it, report it, reward it

Design HR policies, procedures that assess merit accurately without bias

Listen to subordinate group members

Demonstrate inclusive leadership

Indigenize and work with community partners

Question 23

How can organizations focus on indigenization?

Answer 23

1. develop cultural competency
   - Understanding Indigenous ways of knowing, being, world views, practices
   - Learn history of colonization, genocide, residential schools, intergenerational trauma
   - Difficult to learn & conceptualize but cannot avoid it
   - Work with and recruit from community partners
2. Key driver of turnover among Indigenous employees is their coworkers’ lack of awareness of Indigenous culture
3. Ensuring there are spaces for Indigenous cultural practices

Question 24

What can individuals do to champion diversity in the workplace?

Answer 24

1. Become educated, be active in DEII efforts
2. Act as an ally: Confront bias when you see it
   - Be diplomatic – don’t shame; don’t overtake responsibility; checking in with other people
3. Be motivated to be non-prejudiced, be aware of biases
4. Develop friendships across groups
5. Employees, supervisors build positive diversity climate
   - Can affect how people respond to bias
   - Include others: socially, decision making