Institutional Strategies to Combat Racism
The simplest definition of diversity is “a range or variety of different things”. In the context of D&I, diversity refers to “the traits and characteristics that make people unique” which include (but are not limited to) race, ethnicity, age, gender, socio-economic class, ability, sexual orientation, and nationality. The summation of these variables combine to create life experiences which shape how a person solves problems, creates, and assesses risk. These are examples of “diversity of thinking” which yields direct and indirect benefits that are foundational to the business case for investments in D&I initiatives.
An inclusive environment is one in which “all individuals are treated fairly and respectfully, feel welcome, have equal access to opportunities and resources, and can contribute fully to the organization’s success.”
- What you need to know before you create an anti-racism strategy?
- How to successfully support your strategy for combating institutional racism?
- What are key steps for successful diversity programs?