D&I

Question 1

What is Diversity?

Answer 1

The similarities and differences between individuals, accounting for all aspects of ones personality and individual identity.

Question 2

3 Types of Diversity

Answer 2

1. Legacy: traits that are recognizable
2. Experimental: based on living experiences
3. Thought: diff perspectives results from education/background

Question 3

Diversity of Thought

Answer 3

This view focuses on valuing the unique perspectives individuals bring to orgz.

Question 4

Visible v. Invisible Diversity Traits

Answer 4

Visible: generally those external physical characteristics that are easily recognizable. (ethnicity, race, gender, nationality)

Invisible: attributes that are not readily seen, such as diversity of thought, perspectives, and life experiences. (education, family status, values, beliefs, working style)

Question 5

Equity

Answer 5

1. Refers to a focus on promoting fairness and justice via orgz structure
2. Distinct from the notion of equality.
3. The goal of equity is not to provide everyone with the same level of support, which would be equality.

Question 6

What is Inclusion?

Answer 6

The extent to which each person in an orgz feels welcomed, respected, supported, and valued as a team member.

*Happens only when orgz culture recognizes and appreciates everyones skill and talent.

Question 7

Inclusion v Diversity

Answer 7

Diversity asks who do we bring into our orgz?

Inclusion asks how do we make them feel welcome when they get here?

Question 8

What is Covering?

Answer 8

When an orgz recruits a diverse workforce but, consciously or otherwise, promotes assimilation rather than inclusion.

Question 9

Covering Affects Workers’ Behavior Along 4 Dimensions:

Answer 9

1. Appearance: blend in
2. Affiliation: avoiding behaviors associated with their identitiy group
3. Advocacy: avoiding engaging in advocacy
4. Association: avoiding associating with members of their identity group

Question 10

Benefits of D&I

Answer 10

1. Improved creativity and innovation
2. Recruitment and retention: widens your net so much more
3. Market strengths
4. Branding: employer branding w/ recruiting
5. Global integration and local differentiation: being inclusive to local aspects

Question 11

Embracing Diversity

Answer 11

An Org must truly embrace diversity and integrate varied lifestyles, beliefs, and needs into its business culture to lead to true change.

*D&I must be ready at the least, to realign itself with new directions and, ideally, be positioned to inlfuence the direction stretgic changes take!!!

Question 12

Policies & Procedures to Promote Diversity

Answer 12

HR’s Challenge is to ensure that every policy applies equitably and fairly across:

• All diversity dimensions including gender, sexuality, race, cutlure
• All functions including IT, finance, manufacturing
• All global locations

Question 13

What are Dynamic and Inclusive Workplace Characteristics?

Answer 13

Multigenerational
Multicultural
Multilingual
Multitalented
Multigendered

Question 14

Developing an Inclusive Workplace

Answer 14

1. Educate your leaders
2. Form an inclusion council
3. Celebrate EE differences
4. Listen to EEs
5. Hold more effective meetings
6. Communicate goals and measure progress

*DEI is not an HR thing, its an everybody thing

Question 15

Leadership Buy-In

Answer 15

DE&I must demonstrate ability to play a critical role in achieving business goals

*Must go beyond general truths about benefits and specifically link to orgz mission, vision, and business objectives

Question 16

Executive Sponsorship

Answer 16

This must be real, active, and long term commitment for the effort to succeed

*Many sponsor initiatives such as ERG groups

Question 17

Allyship

Answer 17

• Should exist at all levels of orgz

- Allies can be relied on to model empathy and be ambassadors for change

Question 18

Unconscious Bias Training

Answer 18

• Designed to illustrate biases that an individual may hold

- Works to reduce or remove inequalities through education

Question 19

Mentorship

Answer 19

• Can benefit both mentor and mentee

- Provides opportunity to build strong and deep relationships with others

Question 20

Psychological Safety

Answer 20

• Refers to feeling able to speak up, question, ask for help, admit mistakes
• Makes individuals feel valued and allows them to feely contribute

Question 21

Preferred Gender Pronouns

Answer 21

1. Traditional pronouns are being phased out by orgz
   - Being replaced by gender neutral pronouns such as they, their, them
   - Can create feelings of inclusiveness among non binary
2. Orgz culture shift
   - Best practice is to ask people how they want to be referred to by others and to respect that decision
   - This decision may change over time

Question 22

Evolution and Integration of DEI

Answer 22

• DEI initiatives should be integrated with standard orgz operations.
• Initiatives should be measured, revised, and reevaluated
• Focus on diversity issues will change over time

Question 23

Conscious Bias

Answer 23

• Individual understands they have it
• Results in intentional behavior
• May manifest as physical and verbal harassment or other actions

Question 24

Unconscious Bias

Answer 24

• Individual is unaware of the bias
• May not result in over or deliberate action but still informs decision-making process and behavior
• Everyone has unconscious bias

Question 25

Forms of Bias—Making assumptions

Answer 25

1. Gender based discrimination 2. Gender Identity bias 3. Sexual orientation bias 4. Racism 5. Stereotypes 6. Ageism 7. Ingroup/Outgroup bias 8. Affinity bias 9. Social comparison bias 10. Extroversion/Introversion bias 11. Neurodiversity bias (learning disabilities-thinking differently) 12. Micro aggressions (a joke)

Question 26

Other DEI Concerns

Answer 26

Imposter Syndrome: feeling that success is due to luck, not skill Covering: defensive behavior when a workforce promotes assimilation rather than inclusion Cultural Taxation: additional workload generated for members of underrepresented groups due to a requested participation in DEI efforts

Question 27

Workplace Solutions

Answer 27

caregiver option, workplace flexibility policies, paid leave, tuition reimbursement, student loan asst, location rooms, prayer room, closed captionining, wheel chair ramps, gender neutral restrooms.

Question 28

EE Surveys

Answer 28

Surveys to assess inclusion should examine: - Overall DEI efforts/culture - Hiring and Recruitment - Career development - Personal experiences - Policies and procedures - Suggestions and comments

Question 29

Common DEI Metrics

Answer 29

- Gender diversity - Race Diversity - SHRM Empathy Index - Retention Rates for Diverse EEs - Diversity of External Stakeholders *Personalize this, what makes sense to measure at your work place? Might be some of the ir might be all of these.

Question 30

Pay Measures

Answer 30

Pay Audits: Analyze pay info to see if sets of individuals are paid less or more than others on average. *Good to identify pay gaps. Pay Equity Reports: Disclose results of a pay audit. *Pay equity refers to salary paid to similar positions examined through lens of one or more dimensions of diversity Pay Transparency: Important to pursuit of pay equity. *Includes publishing pay scales—this helps EEs feel that their pay is equitable in the workforce.