Diversity is the mix of people in your organization. It refers to all the different perspectives and (seen & unseen) characteristics that make everyone unique.
Inclusion is the act of creating belonging (getting the mix to work). It occurs when a diversity of people are respected, connected, progressing and contributing to organizational success.
Equity is recognizing that each person is different, and that resources and opportunities need to be allocated by each one to reach an equal outcome.
Intersectionality is the combination of two or more aspects of our identity (e.g. woman of color). It is important to recognize all aspects of people’s identities and their intersectionality’s; compounded biases and discrimination can be significantly greater than the sum of its parts.
Microaggressions are a form of day-to-day discrimination directed at those with less power. They are an all-too-common occurrence in the workplace and are often rooted in various types of bias.
Unconcious bias is an error in evaluating performance, skill or potential. It is a function of the way our brains are wired and is compounded by the experiences we have over lifetime. There are different types of biases.
Affinity bias is the tendency to favor people with whom we share characteristics, experiences, backgrounds, interests, and associations.
Confirmation Bias is the tendency to disregard or discount evidence that contradicts our existing viewpoint. This acts as a barrier for exploring ideas, opinions, and alternative points of view.
Perception bias is the tendency to form stereotypes and assumptions about certain groups that makes it difficult to make an objective judgment about individual members of those groups. A stereotype is a belief about people or groups based on their characteristics. E.g.: Assumptions about gender, race, ethnicity, religion, country of origin, sexual orientation, carer status, disabilities.
Perception bias is the tendency to form stereotypes and assumptions about certain groups that makes it difficult to make an objective judgment about individual members of those groups.
A stereotype is a generalized and widely held belief about people or groups based on their characteristics.
The gender pay gap measures the difference between the average earnings of individuals in the workforce.
It is not the difference between two people being paid differently for work of the same (Equal Pay) or comparable value (Pay Equity).
It is more complex than that; it is the result of social and economic factors (e.g. job segregation, etc)
Closing the gender pay gap goes beyond just ensuring equal pay. It requires cultural change to remove the barriers to the full and equal participation of all people in the workforce.
Pay Equity is equal pay for work of equal value.
Given biases and other cultural heritage, there are traditional "minority-group" (e.g. women, people of color, etc) and "majority-group" (e.g. men, white, etc) jobs. Equal pay means paying " minority-group” jobs at least the same as " majority-group" if they are of comparable value. The value of jobs is based on the levels of skill, effort, responsibility and working conditions involved in doing the work.
“Equal Pay for Equal Work” is equal pay for the same work. All people receive equal pay when doing the same job or substantially the same job.
The glass ceiling is a metaphor referring to an invisible barrier that prevents women and minorities from being promoted to managerial- and executive-level positions within an organization
The barriers are most often unwritten, meaning that women are more likely to be restricted from advancing through accepted norms and implicit biases rather than defined corporate policies.
Job segregation is the unequal distribution of men and women (or members of different minorities) in the occupational structure.
It is the division of labor as a result of which men and women (or members of different minorities) are channeled into different types of occupational roles and tasks, such that there are two (or more) separate labor forces.
The sticky floors refer to women (and members of different minorities) with low socioeconomic and educational levels, whose labor market insertion is scarce and precarious.
Refers to women (and members of different minorities) who see their work trajectories interrupted because they have to face the tasks associated with caregiving.
Glass cliff refers to a phenomenon wherein women (and members of different minorities) tend to be promoted to positions of power during times of crisis or downturn when the chance of failure is more likely.