Diversity, Equity & Inclusion For Dummies. Dr. Shirley Davis
Читать онлайн книгу.
prevents companies from discriminating against people with disabilities in employment decisions. But hiring is only the first step; businesses also need to create a work environment that makes reasonable accommodations for people with disabilities so they can perform the essential functions of the job.
All countries who are a part of the United Nations have also adopted laws and acts to protect people with disabilities as their contributions toward the achievement of the Sustainable Development Goals (SDGs) and the pledge of the 2030 Agenda for Sustainable Development to “leave no one behind.”
Belonging
Belonging is a fundamental human need — the desire to feel a sense of security, safety, and acceptance as a member of certain groups. Belonging is what allows employees to feel like they can be their authentic selves without fear of punishment or without having to cover up and be someone they’re not. Workers report that when they feel belonging, they can be more productive.
Diversity is having a seat at the table; inclusion is having a voice; and belonging is having that voice be heard.
BIPOC
The term BIPOC gained a lot of traction and visibility over social media following national protests for social justice and equity in 2020-2021. The term describes any group of people native to a specific region — people who lived in a given region before colonists or settlers arrived. It’s used to acknowledge that not all people of color face equal levels of injustice.
BIPOC stands for Black and Indigenous People of Color and is pronounced “by-poc.” Here’s a breakdown:
Black can refer to dark-skinned peoples of Africa, Oceania, and Australia or their descendants — without regard for the lightness or darkness of skin tone — who were enslaved by white people.
Indigenous refers to ethnic groups native to the Americas who were killed en masse by white people.
People of color is an umbrella term for nonwhite people, especially as they face racism and discrimination in a white-dominant culture.
Implicit bias
Bias is a tendency or inclination that results in judgment without question. Often, biases are unreasoned and based on inaccurate and incomplete information. Everyone has bias. It’s part of the human makeup; you need bias to protect you from danger. Biologically, people are hard-wired to prefer people who look like them, sound like them, and share their interests. But when left unchecked, biases can have a negative impact in every interaction.
Implicit bias (also referred to as unconscious bias) is an unconscious opinion, positive or negative, that you have about a group or person. Implicit biases are the attitudes or stereotypes that are taught and developed early in life, and they strengthen over time, affecting your understanding, actions, and decisions without your knowing it.
With the vast amount of diversity that makes up the global workforce — including more women, people of color, LGBTQ people, veterans, introverts and extroverts, immigrants, people with different abilities/thinking styles/personalities, and people from five generations, to name a few — the level of complexity and potential conflicts that can arise from unconscious bias is sure to increase. Leaders make decisions in the workplace every day, from sourcing to promotions to creating business strategy and beyond. Whether they recognize it or not, implicit bias enters into every one of these decisions.
Intersectionality
Intersectionality refers to complex ways in which people hold many marginal group affiliations at the same time. These identities can combine, overlap, or intersect in a person or group, resulting in multiple, interdependent systems of discrimination or oppression (for example a Black woman, a poor indigenous person, or a gay person with a disability). Thus, the intersectional experience of one person or group is greater than the sum of the individual forms of discrimination or disadvantage.
Isms and phobias
Following are some of the most common isms:
Ableism: Discrimination or prejudice against people with disabilities
Ageism: Prejudice or discrimination on the grounds of a person’s age
Classism: Prejudice against or in favor of people belonging to a particular social class
Heterosexism: Discrimination or prejudice against non-heterosexual people based on the belief that heterosexuality is the only normal and natural expression of sexuality
Racism: Prejudice, discrimination, or antagonism directed against a person or people on the basis of their membership in a particular racial or ethnic group, typically one that’s underrepresented or marginalized
Sexism: Prejudice, stereotyping, or discrimination, typically against women, on the basis of sex
A phobia is an unreasonable or excessive fear or hatred of something or someone. While there are many phobias, several are specific to diversity, equity, and inclusion. Examples include:
Homophobia: Dislike, fear, or hatred of or discomfort with people who are attracted to members of the same sex
Transphobia: Dislike or discrimination against trans people or gender nonconforming people because of their gender identity
Xenophobia: Dislike of people from other countries or anyone deemed “foreign” because of their immigrant or visitor status
Islamophobia: Dislike or hatred against anyone practicing or perceived to be a practitioner of Islam because of their religious affiliation
COMBATING FEELINGS OF LOSS AND FEAR AROUND DEI
Loss and fear are often at the core of people’s feelings around DEI practices. It’s the fear that those who benefit from majority-favoring practices and white privilege will lose out on success. But these fears are unfounded. Actually, one workplace leader I know stated that “fear of the unknown could be standing in the way of the success of DEI practices.” One thing to note is that diverse employees recognize that their white counterparts aren’t responsible for the years of inequity experienced by people of color and other underrepresented categories of people, but these white counterparts can be allies to help dismantle those inequitable systems. However, everyone has to recognize that everyone has to participate in the conversation about DEI (that means including white men).
All people experience fear; it impacts everyone, and therefore everyone needs to be engaged in the DEI conversation. Women, people of color, disabled people, and the LGBTQIA+ community fear mistreatment, prejudice, and continued marginalization. White men, especially, fear living and working in a society where they’re no longer the majority. Millennials fear not being respected because of their age. This aspect of humanity can serve as a connection point to help level the playing field in the workplace.