What are examples of racial diversity?
Race is a protected characteristic that refers to an individual's race, colour, nationality and ethnic or national origins. The Equality Act replicates the provisions of previous legislation. Show
It is prohibited to discriminate, harass or victimise a student (current, prospective or past), a member of staff (potential, current or past) or visitor to the University because of their race, whether perceived, actual or associated. This includes segregating individuals according to race. The University has developed policies, for example the Combined Equality Scheme, and supports the Black and Minority Ethnic (BME) Staff Network and, for students, the Black Students Campaign. Both groups support the progression of Race Equality in the University. Advice for managers or departments is available from the Human Resources Business Managers and the Equality & Diversity section. The University launched a new initiative, InterConnect, in 2014, which includes the InterConnect Action Plan. The delivery of the Action Plan is overseen by the InterConnect Working Group, which is chaired by the University’s Race Equality Champion and includes representation from the BME Staff Network. Research resources
Many studies sing praise about the advantages of a diverse workforce. But the reality is that plenty of organizations worldwide still struggle with racial discrimination. A Gallup survey found that one in four Black (24%) and Hispanic employees (24%) in the U.S. report being discriminated against at work. And racial discrimination has its price. EEOC receives an average of $112.7 million annually from employers for racial discrimination violations. To reap the benefits and avoid penalties, employers must get serious with their racial diversity initiatives. This article will discuss racial diversity, its importance, and how to advocate it in your workplace. Racial Equity Tools Glossary defines racial diversity as
“the acknowledgment and celebration of differences between racial groups. Diversity recognizes and values differences within as well as between racial identities, noting the intersectionality of many groups, including "ethnicity, gender...age, national origin, religion, disability, sexual orientation, socioeconomic status, education, marital status, language, and physical appearance. It also involves different ideas, perspectives, and values". Racial diversity in the workplace is the acceptance and inclusion of employees from all racial identities and racial groups. It means providing equal rights and opportunities for all workers, including those from minorities and underrepresented groups. Why is it important to have racial diversity?Knowing some DEI statistics will provide you with insights into why having a racially diverse workforce is beneficial for your company:
So clearly, racial diversity provides racial and ethnic diversity in the workplace and improves a company’s bottomline. How do you advocate racial diversity at work?Get leaders on boardIt's crucial for management to be the top advocates of racial diversity because they’re authorized to make decisions that impact the whole organization. To get executive buy-in about racial diversity, talk to your managers personally. Ask them if they have any experiences with inequality or inequity because this gives them a sense of personal perspective and investment in your advocacy. And once they’ve warmed up to this cause, create opportunities for them to promote diversity. For example: For example, ask them to be a spokesperson for overcoming racial discrimination or become a mentor to various racial groups in your organization. The more these managers ingrain DEI principles and foster a culture of belonging; the more these values are reinforced. Show top executives how investment in racial diversity positively impacts overall business goals. Ensure that you sell or promote the benefits of having a diverse workforce, like higher productivity levels, improved employee engagement, and enhanced creativity. Or, using a different approach, highlight the potential repercussions of not investing in having a racially diverse workforce, like discrimination in the workplace. When people feel discriminated against, they’re less engaged and have poorer mental well-being. As a result, they’re inclined to find another employer. Once you’ve made your case clear, recommend the next steps to take immediately. Take advantage that the ideas are still fresh in their minds to suggest the resources necessary to carry out this strategy. Be vocal about race in the workplaceIn her book Its Time to Talk about Race at Work: Every Leader’s Guide to Making Progress on Diversity, Equity, and Inclusion, Kelly McDonald said that talking about race is a big, complex, layered uncomfortable topic which is why people are reluctant or afraid to discuss it. She said that to start a productive, professional conversation about race at work, you have to start small. She suggested six ways to talk about race in helpful ways:
Review the hiring process to identify any possible biasHR teams should also check their recruitment processes to see how they can hire more racially diverse candidates. Recruiters should consider looking at:
Here are recruitment best practices to have a more racially-diverse workforce:
Examples of diversity job boards: Examples of diversity job boards: Black Career Network and Black Tech Jobs for African American job seekers, Hispanic/Latino Professionals Association (HLPA), and iHispano for Latinx/Latino applicants. These job boards also conduct career fairs. So you can have face-to-face interaction with a larger number of applicants from different racial backgrounds. Promote and create training programs for your employeesUpskilling and reskilling can help advance racial equity in the workplace. DEI practitioner and anti-racism activist Dr. Nika White noted that racial equity upskilling requires a different approach to providing learning and development needed to address systemic racism. She said that it's wrong to assume that everybody has the ability and willingness to start conversations about race and racism. Organizations must create strong environments to foster peer relationships and honest conversations about racial inequities. Build opportunities to hear others’ stories and experiences. It's imperative to invest in educating people, especially leaders, because they shape the culture, create policies, and enforce procedures. There should be at least a basic understanding of the issue and skills training to address structural changes that lead to racial inequities. Learn more about upskilling your workforce, including the benefits and 5 essential steps. Read more here To upskill for racial equity on an individual level, start by practicing active listening. Employees must ask themselves questions about their beliefs and opinions about race and racial equity: governing themselves about anti-racism, challenging systems and processes that cause inequalities, understanding sources of privilege and power and how to use them to become a more effective ally, knowledge of the history of racial inequities and handling racism conversations. On an organizational level, here are questions to consider to prepare for upskilling on racial equity:
In addition, Chief DEI officers and specialists need to learn new skills to be promoted to higher roles that allow them to report to CEO and those responsible for organizational changes. Dr. Tolu M. Wuraola, the Principal Researcher and Consultant of Magnitude and Consulting, said that HR leaders need additional training to guarantee that their work aligns with racial equity principles. She told HR leaders must gain competencies in equity literacy, DEI indicators, and facilitation and trust building to develop racial equity skills:
Create anti-discrimination and anti-harassment policyRacial discrimination happens in the in the workplace when a policy or rule established by the management places people from a particular racial identity or racial group at a disadvantage. Racial harassment rule or policy set by an employer places people from certain racial, ethnic or national groups at a disadvantage. Creating anti-discrimination and anti-harasment policies firmly establishes that discrimination and harassment are not tolerated in the company. It sets the expectations and standards for behavior in the workplace. You should be able to explicitly behaviors that are prohibilited. Examples could be making remarks, jokes or innuendos related to a person’s race. Or posting or circulating offensive materials that are offensive to a particular racial group. In your policy, include complaint procedures that explains how violations will be handled. Make it easy for employees to lodge their complaints and their concerns should be handled with utmost confidentiality. Conduct a through investigation and settle the issue that is fair and just for both parties. Doing this helps not only in compliance from employees but also show a greater commitment to uphold diversity and inclusion in the organization. ConclusionA growing number of organizations have come to understand the importance of employing a racially-diverse workforce. More than meeting minimum legal compliance requirements, these employees play an essential role in higher profits, increased innovation and creativity, and more engaged employees likely to stay longer with the company. To have a successful DEI strategy that accepts all racial groups and backgrounds, companies need to apply best practices in creating a workplace that promotes and celebrates racial diversity. What are some examples of diversity?Here are some examples of internal diversity:. Ethnicity.. National origin.. Sexual orientation.. Cultural identity.. What are 5 examples of cultural diversity?Cultural diversity includes:. Ethnicity.. Sexual orientation.. Religion.. Language.. Gender.. Disability.. What are 5 examples of diversity in the US?When we talk about diversity in the United States, it is usually about people and different races. It can also include by other groups such as ethnicity, religion, sexual orientation, gender, ability, and age. It is not only about differences. It can also be about the way the differences benefit a community.
What are the 7 types of diversity?7 types of diversity in the workplace. Cultural diversity. ... . Age diversity. ... . Racial diversity. ... . Gender diversity. ... . Sexual orientation. ... . Disability. ... . Religious diversity.. |