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Diversity, Equity and Inclusion

Frequently Asked Questions

Copy of D&I Best Practices FAQs-1

What is Diversity?

What is Representation?

What is Inclusion?

An inclusive environment is one in which different perspectives are encouraged and valued. It’s a state of being respected and supported not in spite of but in light of one’s differences.

You can have diversity without having inclusion. Thought leader and influencer Verna Myers put it simply: “Diversity is being invited to the party. Inclusion is being asked to dance.”

It’s important for organizations not to stop at the idea of a diverse workforce, but rather focus on inclusion as well. That’s how to leverage the power of differences to achieve goals. Moving beyond diversity to focus on inclusion requires companies to examine how fully the organization embraces new ideas, accommodates different styles of thinking, creates a more flexible work environment, enables people to connect and collaborate, and encourages different types of leaders.

Organizations that support diversity and also help employees feel included are much more likely to meet business goals than those organizations that focus on diversity and inclusion separately or not at all.

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What is Equity?

Equity is an approach that ensures everyone has access to the same opportunities. It recognizes that advantages and barriers exist, and that, as a result, not everyone starts from the same place. Equity is a process that begins by acknowledging that unequal starting place and makes a commitment to correct and address the imbalance. Improving equity involves increasing justice and fairness within the procedures and processes of institutions or systems.

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What is Unconscious Bias?

What Are Microaggressions?

A microaggression is an indirect, subtle, or unintentional discrimination against members of a marginalized group. The professor and author Derald Wing Sue wrote, “In many cases, these hidden messages may invalidate the group identity or experiential reality of target persons, demean them on a personal or group level, communicate they are lesser human beings, suggest they do not belong with the majority group, threaten and intimidate, or relegate them to inferior status and treatment.”

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What is Psychological Safety?

A phrase coined by Harvard Business School professor Amy Edmondson, psychological safety is the belief that team members can speak up, admit concerns, ask questions, request help, and offer dissenting opinions without fear of negative consequences to their self-image or career.

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