Diversity and equality tools

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Sites have been updated - click Submit All Changes below to save your changes. Diversity and Equality Diversity Benchmarking Discrimination Diversity and Equality Discrimination Data Compliance Diversity and Equality Compensation Retirement Discrimination Diversity Diversity and Equality Compliance Data Diversity and Equality Coaching Diversity Discrimination Diversity and Equality Discrimination Groups Policies Discrimination Company Diversity and Equality Analysis Discrimination Diversity and Equality Analysis Comparison Discrimination Diversity and Equality System Tools Diversity and Equality Discrimination Analysis Analytics Not Even Close.

Trusaic JUNE 11, Diversity and Equality Analysis Analytics Compliance Discrimination Diversity and Equality Conference Policies Diversity and Equality Report Data Certification Discrimination Diversity and Equality Survey Analysis Diversity and Equality Discrimination Compliance Compensation It means having representation at the leadership and C-suite level. Change that happens from the top is essential for the best employee experience and profitability.

As such, a diverse leadership team is equitable, but beyond that, it also signals to employees that they have a viable career path into higher leadership positions in the organization and creates a sense of belonging.

Simply having employee resource groups ERGs does not automatically make you an inclusive and diverse company. You need to actually support employees of different backgrounds so that they have an equal opportunity to succeed. The key to this lies in actively listening to employees and understanding their needs.

Afterwards, it is about coming up with solutions and programs to address and accommodate those needs, whether through mentorship, continuing education opportunities, or policies that support diverse employee situations. Although workplace equity is a challenging task to tackle, it is a worthwhile investment that leads to many benefits including:. The catch is that, in order to reap the full benefits, companies cannot just be equitable on paper.

They need to dedicate time and effort to understanding the needs and challenges of certain employee groups and work to bridge those gaps while aligning their business goals. Only then can companies creating an equitable and inclusive environment. An environment that attracts diverse talent and brings out the true potential in each employee. Workplace Equality Equality refers to giving all individuals fair treatment and equal rights to opportunities.

As a result, on a personal level, we may think white people know more about what needs to be done for us than we do. Structurally, there is a system in place that rewards people of color who support white supremacy and power and coerces or punishes those who do not. Resources - Resources, broadly defined e. Internalized racism is the system in place that makes it difficult for people of color to get access to resources for our own communities and to control the resources of our community.

We have difficulty naming, communicating and living up to our deepest standards and values, and holding ourselves and each other accountable to them.

Naming the problem - There is a system in place that misnames the problem of racism as a problem of or caused by people of color and blames the disease — emotional, economic, political, etc. With internalized racism, people of color might, for example, believe we are more violent than white people and not consider state-sanctioned political violence or the hidden or privatized violence of white people and the systems they put in place and support. Related Resources: Internalized Racism.

Interpersonal Racism. Interpersonal racism occurs between individuals. Once we bring our private beliefs into our interaction with others, racism is now in the interpersonal realm. Examples: public expressions of racial prejudice, hate, bias, and bigotry between individuals.

For example, a Black woman in America does not experience gender inequalities in exactly the same way as a white woman, nor racial oppression identical to that experienced by a Black man. Each race and gender intersection produces a qualitatively distinct life. It looks at the way that racism, many times, interacts with patriarchy, heterosexism, classism, xenophobia — seeing that the overlapping vulnerabilities created by these systems actually create specific kinds of challenges.

Related Resources: Intersectionality. The creation of relationships, societies, communities, organizations, and collective spaces characterized by equity, fairness, and the implementation of systems for the allocation of goods, services, benefits, and rewards that support the full participation of each human and the promotion of their full humanness.

Liberatory Consciousness. Live their lives in oppressive systems and institutions with awareness and intentionality, rather than on the basis of the socialization to which they have been subjected. Maintain an awareness of the dynamics of oppression characterizing society without giving in to despair and hopelessness about that condition, to maintain an awareness of the role played by each individual in the maintenance of the system without blaming them for the roles they play, and at the same time practice intentionality about changing the systems of oppression.

This term describes a social process, so as not to imply a lack of agency. Marginalized groups or people are those excluded from mainstream social, economic, cultural, or political life.

Examples of marginalized groups include, but are by no means limited to, groups excluded due to race, religion, political or cultural group, age, gender, or financial status. To what extent such populations are marginalized, however, is context specific and reliant on the cultural organization of the social site in question. The everyday verbal, nonverbal, and environmental slights, snubs, or insults, whether intentional or unintentional, which communicate hostile, derogatory, or negative messages to target persons based solely upon their marginalized group membership.

Model Minority. A term created by sociologist William Peterson to describe the Japanese community, whom he saw as being able to overcome oppression because of their cultural values. While individuals employing the Model Minority trope may think they are being complimentary, in fact the term is related to colorism and its root, anti-Blackness.

The model minority myth creates an understanding of ethnic groups, including Asian Americans, as a monolith, or as a mass whose parts cannot be distinguished from each other.

The model minority myth can be understood as a tool that white supremacy uses to pit people of color against each other in order to protect its status. Movement Building. Movement building is the effort of social change agents to engage power holders and the broader society in addressing a systemic problem or injustice while promoting an alternative vision or solution. Movement building requires a range of intersecting approaches through a set of distinct stages over a long-term period of time.

Through movement building, organizers can:. Humanize groups that have been denied basic human rights and improve conditions for the groups affected. Create structural change by building something larger than a particular organization or campaign. Related Resources: Movement Building. Multicultural Competency. A process of learning about and becoming allies with people from other cultures, thereby broadening our own understanding and ability to participate in a multicultural process.

The key element to becoming more culturally competent is respect for the ways that others live in and organize the world and an openness to learn from them. Related Resources: Multicultural Competency. The systematic subjugation of one social group by a more powerful social group for the social, economic, and political benefit of the more powerful social group. Rita Hardiman and Bailey Jackson state that oppression exists when the following 4 conditions are found:. People of Color.

Often the preferred collective term for referring to non-White racial groups. Power is unequally distributed globally and in U.

Wealth, whiteness, citizenship, patriarchy, heterosexism, and education are a few key social mechanisms through which power operates. All power is relational, and the different relationships either reinforce or disrupt one another. The importance of the concept of power to anti-racism is clear: racism cannot be understood without understanding that power is not only an individual relationship but a cultural one, and that power relationships are shifting constantly.

Power can be used malignantly and intentionally, but need not be, and individuals within a culture may benefit from power of which they are unaware. A The ability to name or define. B The ability to decide.

C The ability the set the rule, standard, or policy. D The ability to change the rule, standard, or policy to serve your needs, wants, or desires. E The ability to influence decision makers to make choices in favor of your cause, issue, or concern.

Each of these definitions can manifest on personal, social, institutional, or structural levels:. Personal Power - 1. Power that an individual possesses or builds in their personal life and interpersonal relationships. Social Power - 1. Communal self-determination. A grassroots collective organization of personal power.

Power that social groups possess or build among themselves to determine and shape their collective lives. Institutional Power - 1. Power to create and shape the rules, policies, and actions of an institution. To have institutional power is to be a decision maker or to have great influence upon a decision maker of an institution.

Structural Power - To have structural power is to create and shape the rules, policies, and actions that govern multiple and intersecting institutions or an industry. A pre-judgment or unjustifiable, and usually negative, attitude of one type of individual or groups toward another group and its members. Such negative attitudes are typically based on unsupported generalizations or stereotypes that deny the right of individual members of certain groups to be recognized and treated as individuals with individual characteristics.

Unearned social power accorded by the formal and informal institutions of society to ALL members of a dominant group e. For many people, it comes as a surprise that racial categorization schemes were invented by scientists to support worldviews that viewed some groups of people as superior and some as inferior.

There are three important concepts linked to this fact:. Race designations have changed over time. Census data and in mass media and popular culture for example, Irish, Italian, and Jewish people. The way in which racial categorizations are enforced the shape of racism has also changed over time. For example, the racial designation of Asian American and Pacific Islander changed four times in the 19th century.

That is, they were defined at times as white and at other times as not white. Asian Americans and Pacific Islanders, as designated groups, have been used by whites at different times in history to compete with African American labor.

Racial and Ethnic Identity. Racial Capitalism. If capitalism is intended to maximize profit, its operation inherently divides workers and extracts labor from communities of color, including enslaved people, Indigenous people, and immigrants. If you think of race as assigning meaning to whole groups of people, ideologically convincing others that some people are inferior to others, that some people are designed as beasts of burden, then what you end up getting is a system of extraction that allows for a kind of super-exploitation of Black and brown people.

And racial capitalism also relies on an ideology or racial regime, and the racial regime convinces a lot of white people, who may get the crumbs of this extraction through slavery, through Jim Crow, convinces them to support or shore up a regime that seems to benefit whiteness based in white supremacy but where their own share of the spoils is actually pretty minuscule. So if you think of capitalism as racial capitalism, then the outcome is you cannot eliminate capitalism, overthrow it, without the complete destruction of white supremacy.

Racial Equity. Racial equity is the condition that would be achieved if one's racial identity no longer predicted, in a statistical sense, how one fares. When we use the term, we are thinking about racial equity as one part of racial justice, and thus we also include work to address root causes of inequities, not just their manifestation. This includes elimination of policies, practices, attitudes, and cultural messages that reinforce differential outcomes by race or that fail to eliminate them.

Getting started with HR analytics — also called People Analytics — is a big step for a lot of people and organizations. What tools do I need? An HR analytics course that answers these questions can be invaluable.

Courses range from top-level analytics knowledge, to actually doing analytics , basic statistical knowledge, HR data and metrics, and more. Data integration tools licenses. Businesses Need to Improve Workforce Diversity.

On September 30, , Governor Jerry Brown signed into law a bill that sought to reshape corporate boards in California by mandating gender diversity. The expanded board diversity law will levy similar six-figure penalties on organizations that fail to comply. We compared it to various pieces of similar legislation and discussed whether simply complying with legislation is enough when undertaking people analytics projects. In this paper, we extend our previous work to further discuss the ethical implications of people analytics.

Avoid using people analytics to identify individuals. Promoting and improving diversity and inclusion in the workplace is a crucial initiative that many companies are now taking. Below we look at specific benefits of diversity and inclusion and explain some simple things your company can do to improve it.

Foster diverse thinking. The value of measuring diversity statistics is nearly universally understood by employers. At the same time, as employers struggle to hold onto their diverse talent, it is forcing them to recognize the individuality of their workforces. That goes hand in hand, she says, with evolving approaches to people analytics. Outsmart, the leading people analytics and workforce planning conference, takes place online on May , How do you prioritize your efforts when there are hundreds of questions to answer around finding the right diverse talent, at the right time, and at the right cost?

Diversity and inclusion is now a business imperative with consumers demanding that organizations take action on their promises. This site uses cookies to improve your experience. By viewing our content, you are accepting the use of cookies. If you do not select a country we will assume you are from the United States.

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