All About Diversity

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PHILLIPS, K.W., DUMAS, T.L. and ROTHBARD, N.P. (2018) Diversity and authenticity.Harvard Business Review. Vol 96, No 2, March-April. pp132-136. Reviewed in In a Nutshell, issue 75. Another business benefit of Diversity and Inclusionis about Brand and Reputation enhancement. Diversity in the workplaceis vital for employees because it manifests itself in building a great reputation for the company, leading to increased profitability and opportunities for workers. Workplace diversity is important within the organization as well as outside. Business reputations flourish when companies demonstrate their commitment to diversity through aggressive outreach and recruiting efforts. An organization known for its ethics, fair employment practices and appreciation for diverse talent is better able to attract a wider pool of qualified applicants. Other advantages include loyalty from customers who choose to do business only with companies whose business practices are socially responsible. If you have employees who speak more than one language and/or understand otherculturesyou have an advantage over companies with a homogenous workforce. Social connections are one of the single biggest predictors of personal well-being, and there is some evidence that making your network of connections rich and diverse can also contribute to health, success, and happiness. Building a diverse company means that you don’t discriminate against protected characteristics and that you’re an equal opportunity employer. This will help build up your employer brand and keep employees satisfied and productive (and it’s also the right thing to do).

Diversity - BBC Teach Diversity - BBC Teach

Recruiting from a diverse pool of candidates increases an employer’s chances of finding the best person for the job. Once onboard, employees that feel valued and respected and that are part of an inclusive work environment are less likely to leave. Doing both of these successfully can help reduce expenses related to recruitment and retention. A welcoming culture will increase engagement from employees because even your minority diverse employee will feel included in an inclusive workforce. Prepare and Manage Risks with Diversity and Inclusion Remember that managing diversity and developing a culture of inclusion is a continuous process of improvement, not a one-off initiative. Inclusion occurs when people feel, and are, valued and respected. Regardless of their personal characteristic or circumstance, and where they:Establish effective governance of the EDI Policy and Strategy to ensure effective leadership, accountability and delivery CIPD members can use our online journalsto find articles from over 300 journal titles relevant to HR.

All About Diversity by Felicity Brooks | Goodreads All About Diversity by Felicity Brooks | Goodreads

Overall, diversity is important because it can lead to better outcomes in various aspects of life, fostering creativity, innovation, empathy, and social cohesion. It also helps create a more just and inclusive society, where everyone has an opportunity to succeed. The achievement of equality of outcomes requires identifying the barriers and biases and taking targeted action (including positive action as permitted under the EA10) to overcome specific inequalities, discrimination, disadvantages and marginalisation experienced by certain groups and individuals including thoseprotected characteristicsunder the EA10. Inequalities can be manifested through prejudice, oppression and discrimination – direct and indirect – and can be systemic through behaviour, policies, practices and cultures. Equally vital is to identify the EDI benefits for the workforce and business/service delivery which will ensure that the EDI strategy is positively framed to add value to the organisation. For the Greater Good Science Center, “diversity” refers to both an obvious fact of human life—namely, that there are many different kinds of people—and the idea that this diversity drives cultural, economic, and social vitality and innovation. Indeed, decades of research suggest that intolerance hurts our well-being—and that individuals thrive when they are able to tolerate and embrace the diversity of the world. Racial and ethnic diversity has a stronger impact on financial performance in the United States than gender diversity, perhaps because earlier efforts to increase women’s representation in the top levels of business have already yielded positive results. Prejudice hurts the health of both targets and (to a different degree) perpetrators. The targets of prejudice experience the well-documented “weathering effect” on their physical and mental health. On the other side, many studies suggest that people who discriminate are at much greater risk of cardiovascular disease. Fortunately, interracial interactions needn’t be stressful. In many of the same studies, low-prejudice people respond to interracial interactions in ways that are happy and healthy.

Between 2012 - 2019, Diversity UK delivered its objectives by initially focusing on three areas: Public Appointments, Researchand hosting Roundtable & Networking Events. Diversity UK:

All About Feelings Friends And Families My First Usborne All About Feelings Friends And Families My First

Tutors need very good supervision to do the work, she says. ‘I have to be able to hold my stuff as well as the students’ stuff and make it a safe enough space for them.’ She gets a lot of support from the staff of colour group in the centre, where they can discuss issues that come up during teaching. There’s also a group for students of colour.Diversity can bring many benefits to society, the workplace, and communities. Example of the benefits are from [ Why Diversity is Important?]: Consider that not one of us is born learning how to drive, and yet by the time many people are adults, we find ourselves not even thinking about it even as we expertly maneuver the car,” write Jeremy Adam Smith and Rodolfo Mendoza-Denton in their essay “ How to Stop the Racist in You.” In North America, the word “diversity” is strongly associated with racial diversity. However, that is just one dimension of the human reality. We also differ in gender, language, manners and culture, social roles, sexual orientation, education, skills, income, and countless other domains. In recent years, some advocates have even argued for recognition of “ neurodiversity,” which refers to the range of differences in brain function. Historically, law has been a white, male and middle class space. However, over the last few decades, the legal industry has been trying to diversify. We have collected the latest diversity data from the Solicitors Regulation Authority (SRA) to see how diverse law firms are today.