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DIVERSITY, EQUITY & INCLUSION - Coggle Diagram

- - - - Can be difficult to address, because the recognition of it often challenges the self-image of individuals
        
        Individual may not want to acknowledge that they still may be acting in a discriminatory manner (because they may believe that it "implies intent" ngụ ý, which generates defensiveness phòng vệ and guilt cảm giác tội lỗi
        
        Acknowledging it at the systemic level challenges notions quan niệm of meritocracy chế độ nhân tài, which undercuts both belief in personal achievement (for example, an individual may struggle to acknowledge that they did not reach their organizational position solely through their own hard work) and belief in the success of the system itself (for example, an organization that prides itself on DE&I may not want to acknowledge that unconscious bias still affects promotion tendencies within its ranks).
      - it is important when working to address unconscious bias that individuals in those groups do not feel as though they alone are exhibiting or benefiting from unconscious bias.
      - May not result in overt công khai and deliberate action, but it still informs decision-making processes and behaviors, though an individual or organization isn’t aware of it
        
        extends from the individual level to the systemic level but can reduce effects as well
        
        It is pervasive xâm nhập and universal—meaning that everyone has some form of unconscious bias.
        
        the effects of same level of unconscious bias are felt differently by different groups.
      - It is important to recognize that everyone exhibits unconscious biases and that the goal is not to punish or shame those that have benefited from it but to reduce the disparate impact of the underlying biases themselves.
    - - GENDER-BASED DISCRIMINATION: Assumptions based on an individual’s gender
        
        both conscious and unconscious
      - GENDER IDENTITY BIAS: Assumptions based on an individual’s gender identity
        Bản dạng giới là cách cảm nhận bên trong của một người về giới tính của mình, e.g. người chuyển giới có thể là người dị tính, đồng tính, song tính hoặc vô tính
      - SEXUAL ORIENTATION BIAS: Assumptions based on an individual’s sexual orientation
        Xu hướng tình dục: Một người chuyển giới nam (tức Giới tính sinh học, sinh ra là nữ nhưng Bản dạng giới, cảm nhận bên trong là nam) thấy hấp dẫn với một người nam khác thì xu hướng tình dục của họ là đồng tính nam
      - RACISM *phân biệt chủng tộc* (incl SYSTEMIC): Assumptions based on an individual’s race and/or ethnicity
      - STEREOTYPES khuôn mẫu: Generalizations about members of a group or social category (including nationality, sexuality, etc.) with regard to their qualities and characteristics
        
        lead to more rapid and simple perceptions and judgments
      - AGEISM Assumptions based on an individual’s age
      - INFROUP/OUTGROUP BIAS: Assumptions made based on group-level similarities or differences (gender, race, interests, etc.)
        E.g nếu tại nơi làm việc toàn nam giới thì nam giới được coi là Ingroup, nhưng người ở outgroup sẽ cảm thấy k được coi trọng
      - AFFINITY BIAS: Assumptions made based on shared or similar experiences (education, home town, etc.)
      - SOCIAL COMPARISION BIAS: Assumptions made based on perceived social group
      - EXTROVERSION / INTROVERSION BIAS: Assumptions made based on employee’s personality—for example, quieter employees seen as unengaged or less talented or louder employees seen as difficult or overcompensating
      - NEURODIVERSITY *đa dạng nhận thức BIAS: Assumptions made based on whether *an employee is neurotypical or neurodivergent (các triệu chứng về thần kinh)
      - MICROAGRESSIONS * "vi hiếp" *
        
        Subtle, common, and quick insults and behaviors that convey negative or hostile messaging toward certain marginalized people and groups
        thuật ngữ chỉ hành vi khinh thường bằng lời nói, hành vi hoặc môi trường thông thường hàng ngày, dù cố ý hay vô ý, thể hiện thái độ thù địch, xúc phạm hoặc tiêu cực đối với các nhóm bị kỳ thị hoặc bị gạt ra ngoài lề văn hóa
  - - - Advocacy. Avoiding engaging in advocacy on behalf of their identity group.
      - Appearance. Adjusting their attire trang phục, grooming chải chuốt, and mannerisms cách cư xử to “blend in.”
      - Affiliation. Avoiding behaviors associated with their identity group (culture, ethnic minority, sexual orientation, etc.).
      - Association. Avoiding associating with members of their identity group.
- - - - Gardenswartz and Rowe: 2 AREAS OF CONCERNS
        :question:Process measures assess “how we did, what went well, what didn’t and why”
        :question:Results measures assess the difference it made to the organization
      - 5 COMMON METRICS
        
        GENDER DIVERSITY:Examines the composition thành phần of the workforce broken down along the gender diversity dimension
        :check: help identify if hiring practices, including job postings and interview practices, are equitable across gender lines.
        
        RACE DIVERSITY: Examines the composition of the workforce broken down along the racial diversity dimension
        :check: help identify if hiring practices, including job postings and interview practices, are equitable across racial lines.
        
        SHRM EMPATHY INDEX: Assesses inclusion BY 5 different components (score 0 to 100): BELONGING, INCLUSION, OPENNESS, CONFLICT MANAGEMENT, Non-discriminatory practices
        :check: quickly assess inclusion, enabling organizations to monitor progress along this crucial DE&I aspect.
        
        RETENTION RATE for diverse employee: Examines the average turnover rate and length of employment for employees broken down along various or multiple diversity dimensions.
        :check: Helps determine if DE&I initiatives, compensation, and other retention efforts are working as intended for given diversity groups.
        
        Diversity of EXTERNAL STAKEHOLDER: Examines if there is a diversity of thought among those who are helping to establish and drive the organization’s direction.
        :check: Helps establish appropriate and effective DE&I initiatives; provides better insight into diversity needs (of employees, customers, etc.).
    - - Diversity can be more easily examined (for example, by collecting data related to racial, gender, and other diversity metrics)
        :!: Attention should be paid to areas where diversity intersects giao nhau as well
      - The only way to examine inclusion is to ask people if they feel included. A survey to assess employee inclusion should include questions that examine the following:
        
        Overall DE&I efforts/culture
        
        Hiring and recruitment
        
        Career development
        
        Personal experiences
        
        Policies and procedures
        
        Suggestions and comments