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Diversity, in a business context, is hiring and promoting employees from a variety of different backgrounds and identities.Those characteristics may include various legally protected groups, such as people of different religions or races, or backgrounds that are not legally protected, such as people from different social classes or educational levels.
A better diversity climate is related to lower intent to leave. Researchers found that decreased turnover intentions were associated with employees’ positive perceptions of an organization’s “diversity climate.” The study also found that all employees, including white men, may benefit from a positive diversity climate, and it found
Flyer supporting equity, diversity, and inclusion in 2016. Diversity, equity, and inclusion (DEI) are organizational frameworks which seek to promote the fair treatment and full participation of all people, particularly groups who have historically been underrepresented or subject to discrimination on the basis of identity or disability. [1]
One by one, diversity, equity and inclusion programs at some of the country’s biggest companies fell apart in 2024, with signs that efforts to reverse DEI initiatives will only ramp up in 2025.
A diversity charter, within the context of a workplace or a group of people, is a document that recognizes diverse attributes within a collective of individuals and is founded on six key pillars: race, age, gender (gender diversity), religion, sexual orientation (sexual diversity), and cultural background (cultural diversity). [19] [20] [21] [22]
The demographic diversity of members of a team describes differences in observable attributes like gender, age or ethnicity. Several studies show that individuals who are different from their work team in demographic characteristics are less psychologically committed to their organizations, less satisfied and are therefore more absent from work. [2]
Resistance (also referred to as backlash) to diversity efforts in organizations is a well-established and ubiquitous phenomenon [1] [2] that may be characterized by thoughts, feelings, or behaviors that undermine the success of diversity-related organizational change initiatives to recruit or retain diverse personnel. [2]
The American Institute for Managing Diversity (AIMD) was an American nonprofit diversity think tank and educational institute. [1] [2] Founded in 1984, by the “guru of diversity theory” [3] R. Roosevelt Thomas, Jr. (1944–2013), [4] AIMD was the first national nonprofit organization in the United States to research and study workplace diversity, [1] and the leading nonprofit think tank ...
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