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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.
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]
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]
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]
Functional diversity encapsulates the cognitive resource diversity theory, which is the idea that diversity of cognitive resources promotes creativity and innovation, problem solving capacity, and organizational flexibility. Functionally diverse teams “consist of individuals with a variety of educational and training backgrounds working ...
Diversity's impact on financial performance. Based on a survey this year of 400 C-suite and HR leaders, executive search firm Bridge Partners found leaders said the top benefit of DEI efforts is a ...
McKinsey says that more diverse companies earn higher profits. Academic researchers aren't so sure.
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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