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Critical Diversity: The New Case for Inclusion and Equal Opportunity (Volume 1) Publisher: Diverse Solutions; Professional Edition edition (October 1, ).
Table of contents

It defines equity as the removal of systemic barriers and biases, to enact the practice of inclusion so that all individuals have equal access to and can benefit from the programs. To achieve this, institutions must embrace diversity, defined as differences in race, colour, place of origin, religion, immigrant and newcomer status, ethnic origin, ability, sex, sexual orientation, gender identity, gender expression, and age.

Recognizing and valuing diversity and equity must be accompanied by concerted efforts to ensure the inclusion of diverse and underrepresented populations, meaning that individuals must be and feel valued, respected and equally supported. The institution must strive to put in place the right conditions for each individual—including those from underrepresented groups and the four designated groups: women, Indigenous peoples, persons with disabilities and members of visible minorities—to reach their full potential, unimpeded by inequitable practices or research environments.

This guide is provided as a tool for institutions to use as they determine how best to address areas for improvement identified when assessing their work environment, and to develop their equity, diversity and inclusion action plans. The guide will be updated periodically last update July Organizational allocation and planning B.

Equality, Diversity & Inclusion

Job postings C. Search for candidates D.

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Diversity and Inclusion in the Workplace. Are employers doing enough?

Hiring committee E. Interview F. Hiring decisions G. Canada Research Chair nomination H.


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Retention and promotion I. Self-identification J. Instead, every position should have a pay range, with the allowance for exceptions for special cases.

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Employers should also audit their payroll, and increase pay for women who have been short-changed. To avoid lawsuits, he suggests companies not admit any wrongdoing when doing so.

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Mentoring should include discussing how to ask for a pay raise. Evaluations should measure substance, not style, and results, not methods. If employees are criticized as being too assertive, or not assertive enough, insist on examples. Employees should be judged on their behavior, not their personality; i.

Diversity: Promoting new perspectives

One in four women say they are subject to sexual harassment at work. All managers have a responsibility to step in to prevent sexual harassment. Laws protect us from discrimination, and ensure we can be valued as individuals, with the right to your own beliefs and values. Having a diverse workforce means that your organisation can tap into a wide range of ideas, skills, resources and energies, to give the business a competitive edge.

There is a much wider pool of talent available to the organisations that embrace diversity. Diverse organisations also reap the benefits of a broader market, improved productivity and a raised profile within the community. Benefits of diversity management i.

Building inclusive workplaces for a diverse workforce

The working environment that such diversity management initiatives produce are also beneficial to employees. But what does it really mean to ensure that all employees are treated equally and have the same access to promotion and progression within an organisation? In simple terms, equal opportunity is about addressing the balance and representation of a community within a workforce. Many organisations have their own equal opportunities policy.


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  4. It should describe the steps the organisation will take to abide by equality legislation such as those listed above and promote equality in the workplace. Organisations must follow certain procedures for recruitment in order that all applications are treated appropriately and fairly, and that nobody is rejected because of their race, gender, sexuality or any other discriminatory reason. Equal opportunities for promotion should always be made available to all staff, and no employee should be restricted from promotional opportunities because of their colour of skin, religion, gender or any other discriminatory reason.

    These discussions can be undertaken on a one-to-one basis, or in front of a panel if the employee so wishes, such as at appraisals and personal reviews. When it comes to pay, under the laws of equality, no employee should be paid any more or any less than any one of their colleagues who are performing the same role due to their age, gender, religion, sexuality or any other discriminatory reason.

    However, it should here be noted that under some circumstances there becomes a legitimate reason for differences in pay between employees who are undertaking the same job role.