All About Diversity

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As millennials make up a sizable portion(two-fifths) of the working-age population, they have a massive influence on the ways that companies (who want to thrive) need to think about doing business. Education: Diversity in education means that people have different levels of schooling and different areas of expertise. For example, some people might have a PhD in science, while others might have a high school diploma and work in a trade. According to the US Census Bureau, in 2020, only 33.4% of people over the age of 25 in the United States had a bachelor’s degree or higher, which shows that people have diverse levels of education that should be valued. Geographic Location: Diversity in geographic location means that people come from different parts of the world and may have different experiences and perspectives based on where they grew up. For example, someone who grew up in a big city might have different experiences than someone who grew up in a rural area. According to the US Census Bureau, in 2020, the population of the United States was spread across all 50 states and 5 territories, which shows that people come from diverse geographic locations that should be celebrated. Whilst legal frameworks vary across different countries, in the UK the Equality Act 2010 provides legal protection for nine protected characteristics: age , disability , gender reassignment , marriage and civil partnership, pregnancy and maternity , race , religion or belief , sex and sexual orientation .

What they are - Equality, diversity and inclusion - Acas

Your organization may need someone to champion this important work, a Chief Diversity Officer or leader is often assigned to lead such work. Sometimes, the Chief Diversity Officers will work with diversity consultants to improve the states and maturity of diversity in the workplace. Train all leaders and managers to help them understand the issues and drive their support for organisational and operational policies and practices. However, an effective strategy should go beyond legal compliance and take an intersectional approach to EDI, which will add value to an organisation, contribute to the wellbeing and equality of outcomes and impact on all employees. Things to consider include: accent, age, caring responsibilities, colour, culture, visible and invisible disability, gender identity and expression, mental health, neurodiversity, physical appearance, political opinion, pregnancy and maternity/paternity and family status and socio-economic circumstances, amongst other personal characteristics and experiences.Although there’s no legal requirement to have a written EDI, it’s a good idea to produce one to demonstrate the organisation takes its legal and moral obligations towards being a diverse employer seriously. It can also encourage employees to treat others equally. Any EDI policy and strategy will have greater buy in and sustainability if it is developed in collaboration with the lived experience of marginalised and discriminated against staff and middle managers. Overall strategy

What is diversity? - BBC Bitesize

Prioritise collecting and using good quality people data, especially from marginalised and discriminated against individuals and groups to identify barriers and solutions. Networking Opportunities: Connect with like-minded peers, mentors, and professionals from top law firms. Racism harms children's physical health, which means that it's an important topic for doctors to bring up with families. Enhanced Employability: Develop crucial skills, such as effective application writing, interview techniques, and assessment centre strategies.Prejudice against students by educators hurts their academic achievement. At the same time, research to date suggests student achievement is higher in diverse schools. Physical Ability – Physical ability refers to a person’s physical capabilities and limitations. Diversity in physical ability means including people with different abilities and ensuring that they have equal access to opportunities. In the United States, over 61 million people have a disability, and they often face barriers to education, employment, and healthcare. Goode J (ed). Clever Girls: Autoethnographies of class, gender and ethnicity. London: Palgrave Macmillan; 2019.

Why is Diversity Important? - Diversity for Social Impact Why is Diversity Important? - Diversity for Social Impact

Therefore, diversity in the workplace can lead to creativity in resolving problems as well as creating new products and services.Watson argues that the profession needs to give much more attention to the selection, training and monitoring of trainers, to ensure they are adequately prepared and skilled to handle the complexities of leading workshops and sessions on race and culture. Read some studies and interesting stats that can help you build the business case for building diverse teams. BUSINESS DISABILITY FORUM. (2015)Square holes for square pegs: current practice in employment and autism. London: Business Disability Forum. Here are some research-tested strategies for learning to cultivate diversity in your life, your workplace, and your community. In the UK, age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion and belief, sex and sexual orientation are ‘protected characteristics’ covered by discrimination law to give people protection against being treated unfairly.