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Why Diversity Matters Leaders working to create diverse and inclusive workplaces in which women can advance must make the connection between diversity initiatives and their organization’s business goals.1 Effective business cases set the context for diversity and identify organizational challenges that must be addressed in order to create change.
Flyer supporting equity, diversity, and inclusion in 2016. Diversity, equity, and inclusion (DEI) are organizational frameworks which seek to promote the fair treatment and full participation of all people, particularly groups who have historically been underrepresented or subject to discrimination on the basis of identity or disability. [1]
As a result, diversity trainers in the U.S. began calling for diversity training, arguing that women and minorities would soon be the backbone of the workforce and that companies needed to determine how to include them amongst their ranks. By 2005, 65 percent of large corporations offered their employees some form of diversity training. [6]
A diversity charter, within the context of a workplace or a group of people, is a document that recognizes diverse attributes within a collective of individuals and is founded on six key pillars: race, age, gender (gender diversity), religion, sexual orientation (sexual diversity), and cultural background (cultural diversity). [19] [20] [21] [22]
Some school boards have policies that include the terms inclusion and diversity. [1] Equity is a term sometimes confused with equality. [2] Equity and inclusion policy provide a framework for educators and academic administrators that guides training and delivery of instruction and programming. [3]
Diversity, in a business context, is hiring and promoting employees from a variety of different backgrounds and identities.Those characteristics may include various legally protected groups, such as people of different religions or races, or backgrounds that are not legally protected, such as people from different social classes or educational levels.
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