The last definition should be the most obvious: the level of diversity of any organization is the result of everything that happens to its employees
In a way it almost does not matter who you hire, because what mostly matters is what happens to employees once they get into the organization
Is diversity an outcome?
In other words, diversity is an outcome
Trying to increase diversity by hiring more “diverse” people is like adding more water to a colander and wondering why the water level continues to fall
What about belonging? The definitions above are meant to apply to organizations, not to individuals
What is a diversity audit?
Teresa is a Diversity and Talent Management Consultant whose specialisms include policy development, investigations, research, coaching, facilitation and talent management
The term ‘ diversity audit ’ can sound daunting, but they are a powerful means of discovering and generating evidence and data to shape your diversity and inclusion strategy
\n\n\nIn 2018, an alleged sexual assault took place involving members of the Canada men's national junior ice hockey team.
Businesses benefit by having diversity in their work force. The business case for diversity stems from the progression of the models of diversity within the workplace since the 1960s. In the United States, the original model for diversity was situated around affirmative action drawing from equal opportunity employment objectives implemented in the Civil Rights Act of 1964. Equal employment opportunity was centered around the idea that any individual academically or physically qualified for a specific job could strive for at obtaining the said job without being discriminated against based on identity. These initiatives were met with accusations that tokenism was the reason an individual was hired into a company when they differed from the dominant group. Dissatisfaction from minority groups eventually altered and/or raised the desire to achieve perfect employment opportunities in every job.
American nonprofit organization (2021-)
The Foundation Against Intolerance and Racism (FAIR) is an American nonprofit organization, founded in 2021, that campaigns against diversity and inclusion programs, ethnic studies curricula, and antiracism initiatives that it calls critical race theory (CRT).
\n\n\nIn 2018, an alleged sexual assault took place involving members of the Canada men's national junior ice hockey team.
Businesses benefit by having diversity in their work force. The business case for diversity stems from the progression of the models of diversity within the workplace since the 1960s. In the United States, the original model for diversity was situated around affirmative action drawing from equal opportunity employment objectives implemented in the Civil Rights Act of 1964. Equal employment opportunity was centered around the idea that any individual academically or physically qualified for a specific job could strive for at obtaining the said job without being discriminated against based on identity. These initiatives were met with accusations that tokenism was the reason an individual was hired into a company when they differed from the dominant group. Dissatisfaction from minority groups eventually altered and/or raised the desire to achieve perfect employment opportunities in every job.
American nonprofit organization (2021-)
The Foundation Against Intolerance and Racism (FAIR) is an American nonprofit organization, founded in 2021, that campaigns against diversity and inclusion programs, ethnic studies curricula, and antiracism initiatives that it calls critical race theory (CRT).
Auditing diversity and inclusion
The Ministry of Immigration, Francisation and Integration is a government department in Quebec responsible for immigration, Francisation, and integration in the province. Accordingly, it provides a variety of programs for immigrants and immigrant communities in the province.
