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Introduction to Diversity, Equity, and Inclusion (DEI)
What is DEI?
Diversity is more than a word, more than an ideal and more than the attainment of a particular quantifiable goal. Diversity is the realization of differences among us – both visible and invisible. It is balanced by inclusion, the desire to create equal opportunity and further realize that a diverse community is stronger, richer, and more sustainable than one which actively, or passively, excludes people who are different. Diversity and inclusion create excellence. “Diversity is being on the team”.
Inclusion is the journey we travel to understand the roots of our identities and disciplines and recognize how our scholarship both affects and is shaped by society and culture. We believe that unbounded inclusion is foundational to effective interdisciplinary scholarship. As we broaden our community, we strengthen our ability to identify key issues, frame questions and address issues that span earth sciences, natural resources, and human dimensions. Diversity, in all its forms, is not only desirable, but also required for advancing our understanding of the environment and arriving at solutions that allow science to serve more effectively all of humanity. “Inclusion is getting in the game.”
When we practice diversity and appreciate our differences, when we welcome everyone and make them feel they belong on the team. When we provide the appropriate resources according to everyone’s needs, then we demonstrate the . Diversity, equity, and inclusion create excellence in the entire team as we strive for success. (Source: College of the Environment, University of Washington.)
Quote to Remember: “Diversity is an act. Equity is a choice. Inclusion is an action. Belonging is the outcome.”
What is Our Commitment and Its Impact?
AMA strives to foster a culture of enlightenment and inclusion. In a state of rife diversity, it is crucial that AMA set the tone for diversity and inclusion within hiring and retainment processes across the state. The DEI Managers Toolkit aims to deepen educational conversations on cultural awareness and sensitivity, and delve into implementation of best practices in policies, hiring and retention. The Toolkit provides the resources needed to ensure inclusivity, equality and equity for all of Arizona’s multi-housing workforce, and serve as a model for the rest of the state and nation.
What We Need To Know (terminology)
Since more people are talking about DEI, words can mean different things to different people based on your background and your life experiences. For example, we are seeing that now with the varying meaning behind the word “woke”. It is helpful that we are understanding all the common vocabulary so we will avoid any misinterpretations of the growing number of DEI terms.
This DEI Glossary of Terms should help you in creating a dialogue to talk more about this subject and to help you educate yourself and others as you engage in a dialogue.
DEI Glossary of Terms
Term
Definition
Ally
Someone who supports a group other than one’s own (in terms of multiple identities such as race, gender, age, ethnicity, sexual orientation, religion, etc.). An ally acknowledges oppression and actively commits to reducing their own complicity, investing in strengthening their own knowledge and awareness of oppression.
Bias
A form of prejudice that results from our need to quickly classify individuals into categories.
Bigot
A person who is obstinately devoted to their own opinions and prejudices and is intolerant towards other diverse social groups.
Cisgender
A term for people whose gender identity, expression or behavior aligns with those typically associated with their assigned sex at birth.
Colorblind
The belief that everyone should be treated “equally” without respect to societal, economic, historical, racial, or other differences. No differences are seen or acknowledged; everyone is the same.
Cultural Appropriation
The non-consensual/misappropriate use of cultural elements for commodification or profit purposes – including symbols, art, language, customs, etc. – often without understanding, acknowledgment or respect for its value in the context of its original culture.
Decolonize
The active and intentional process of unlearning values, beliefs and conceptions that have caused physical, emotional, or mental harm to people through colonization. It requires a recognition of systems of oppression.
Disability
Physical or mental impairment that affects a person’s ability to carry out normal day-to-day activities.
Diversity
Socially, it refers to the wide range of identities. It broadly includes race, ethnicity, gender, age, national origin, religion, disability, sexual orientation, socioeconomic status, education, marital status, language, veteran status, physical appearance, etc. It also involves different ideas, perspectives, and values.
Discrimination
The unequal treatment of members of various groups, based on conscious or unconscious prejudice, which favors one group over others on differences of race, gender, economic class, sexual orientation, physical ability, religion, language, age, national identity, religion, and other categories.
Equality
Each individual or group of people is given the same resources or opportunities. This does not take into consideration that needs might be different therefore different resources might be needed on an individual basis.
Equity
The fair treatment, access, opportunity, and advancement for all people, while at the same time striving to identify and eliminate barriers that prevent the full participation of some groups. The principle of equity acknowledges that there are historically underserved and underrepresented populations and that fairness regarding these unbalanced conditions is necessary to provide equal opportunities to all groups.
Gender Identity
Distinct from the term “sexual orientation,” refers to a person’s internal sense of being male, female or something else. Since gender identity is internal, one’s gender identity is not necessarily visible to others.
Gender Non-conforming
An individual whose gender expression is different from societal expectations related to gender.
Harassment
The use of comments or actions that can be perceived as offensive, embarrassing, humiliating, demeaning and unwelcome.
Patriarchy
Actions and beliefs that prioritize masculinity. Patriarchy is practiced systemically in the ways and methods through which power is distributed in society (jobs and positions of power given to men in government, policy, criminal justice, etc.) while also influencing how we interact with one another interpersonally (gender expectations, sexual dynamics, space-taking, etc.).
People of Color
A collective term for men and women of Asian, African, Latinx and Native American backgrounds, as opposed to the collective “White”.
Privilege
Exclusive access or access to material and immaterial resources based on membership to a dominant social group.
Queer
An umbrella term that can refer to anyone who transgresses society’s view of gender or sexuality. The definitional indeterminacy of the word Queer, its elasticity, is one of its characteristics: “A zone of possibilities.”
Race
A social construct that artificially divides people into distinct groups based on characteristics such as physical appearance (particularly race), ancestral heritage, cultural affiliation, cultural history, ethnic classification, and the social, economic, and political needs of a society at a given period of time.
Safe Space
Refers to an environment in which everyone feels comfortable expressing themselves and participating fully, without fear of attack, ridicule, or denial of experience.
Sexual Orientation
An individual’s enduring physical, romantic and/or emotional attraction to another person. Gender identity and sexual orientation are not the same. Transgender people may be straight, lesbian, gay or bisexual.
Social Justice
Social justice constitutes a form of activism, based on principles of equity and inclusion that encompass vision of society in which the distribution of resources is equitable, and all members are physically and psychologically safe and secure. Social justice involves social actors who have a sense of their own agency as well as a sense of social responsibility toward and with others.
Stereotype
A form of generalization rooted in blanket beliefs and false assumptions, a product of processes of categorization that can result in a prejudiced attitude, critical judgment and intentional or unintentional discrimination. Stereotypes are typically negative, based on little information and does not recognize individualism and personal agency.
Structural Inequality
Systemic disadvantage(s) of one social group compared to other groups, rooted, and perpetuated through discriminatory practices (conscious or unconscious) that are reinforced through institutions, ideologies, representations, policies/laws and practices. When this kind of inequality is related to racial/ethnic discrimination, it is referred to as systemic or structural racism.
Tokenism
Performative presence without meaningful participation. For example, a superficial invitation for the participation of members of a certain socially oppressed group, who are expected to speak for the whole group without giving this person a real opportunity to speak for her/himself.
White Supremacy
A power system structured and maintained by persons who classify themselves as White, whether consciously or subconsciously determined; and who feel superior to those of other racial/ethnic identities.
Woke
This term refers to o being aware or well-informed in a political or cultural sense, especially regarding issues surrounding marginalized communities. It also means being conscious of racial discrimination in society and other forms of oppression and injustice. (Comes from “wake up” – now WOKE)
Learning About People and Culture Backgrounds
What Makes Us Diverse?
We are diverse by our differences. The term “diversity’ represents a broad range of things including the following:
In a BetterUp article entitled What diversity really means, and why it’s crucial in the workplace, all the categories listed above can be divided into 4 types of diversity.
Internal diversity - a trait or characteristic that someone is born with (sex, race, nationality, physical ability, etc.)
External diversity – an attribute, experience, or circumstance that helps to define a person’s identity (socioeconomic, status, education, marital status, religion, etc.)
Organizational diversity – job, work experience, seniority, management, department, etc.)
Worldview diversity – beliefs, political views, travel experience, culture, etc.)
So why is this important in the workplace? You want a workplace that reflects who you are, your core values and those who you serve. There is a benefit to being an inclusionary leader, creating a safe, welcoming environment, and using the skills of everyone to deliver the best product or service. Only when you realize the enormous benefits (and results) of practicing DEI will you reap the rewards it offers.
What Is Bias (Unconscious And Conscious)?
We hear the term bias a great deal. There are two terms that can describe our biases – conscious and unconscious.
Bias is a prejudice in favor of or against one thing, person, or group compared with another, usually in a way considered to be unfair. For example: "there was evidence of bias against foreign applicants." This is an example of conscious (or explicit) bias that someone might have and even say out loud.
On the other hand, there is something called “unconscious bias” (or implicit bias). It is often defined as prejudice or unsupported judgments in favor of or against one thing, person, or group as compared to another, in a way that is usually considered unfair.
Many researchers suggest that unconscious bias occurs automatically as the brain makes quick judgments based on past experiences and background. As a result of unconscious biases, certain people benefit, and other people are penalized. In contrast, deliberate prejudices are defined as conscious bias (or explicit bias).
Although we all have biases, many unconscious biases tend to be exhibited toward minority groups based on factors such as class, gender, sexual orientation, race, ethnicity, nationality, religious beliefs, age, disability and more.
According to a Vanderbilt University article entitled Diversity, Equity, and Inclusion, here are 10 Strategies to Mitigate Unconscious Bias.
Learn as Much as Possible About Unconscious Bias (and Ways to Combat It)
Tell Your Story…and Listen to the Stories of Others
Engage in Self- Reflection to Uncover Personal Biases
Separate Feelings from Facts
Don’t Expect a Quick Fix
Have a Diverse Group of People Around the Decision-Making Table
Develop Safe and Brave Spaces to Discuss Unconscious Bias
Avoid Stereotypes and Over-Generalizations
Be an Active Ally
Don’t Expect a Quick Fix
What Is The Difference Between Equity And Equality?
Two terms can be very confusing in a DEI discussion – equity and equality. Equality means each individual or group of people is given the same resources or opportunities. Equity recognizes that each person has different circumstances and allocates the exact resources and opportunities needed to reach an equal outcome.
Sometimes a picture is worth a thousand words. Well, the picture below is a great illustration to help describe the differences between these two words. Look at this graphic and think about what is happening in each example.
Equality (Picture on the Left)
The same resource is provided for everyone.
Does everyone share this experience in the same way? Probably not because the person with the disability can’t see over the fence.
The resource provided does not help everyone to see over the fence, or to feel included.
Equity (Picture on the Right)
Can everyone see over the fence now?
The resources provided match what is needed based on the height and abilities of each person.
They all can experience the event, given the individual resource needed to see over the fence. Everyone’s needs are addressed.
Equity is not about special treatment. It is about providing what is fair and needed for everyone to have the same opportunity to succeed.
How Do You Show Respect For Other Cultures?
Respect in any relationship develops over time. As individuals get to know each other, they begin to learn more and increase the level of trust. This process is the same in learning to respect a culture that is different than yours. With more learning and awareness of other cultures, it is a step in the right direction.
Think about situations where you thought someone from another country, ethnicity or religious practice did something that you thought was rude. For example, making eye contact with someone may represent respect in one culture and disrespect in another.
So, where do you start?
Consider these recommendations to start creating more respectful interactions with individuals who may not be like you.
Be more self-aware.
Be aware that your culture is no more valuable or correct than anyone else’s. Spend some time reflecting on your own beliefs and biases, which can help you appreciate other cultural differences.
Expand your knowledge and cultural awareness.
Look for people and other resources that can improve your knowledge. Here are some examples:
Have a conversation with someone who can educate you
Read about other cultures
Watch documentaries or movies
Listen to cultural topics on the radio or podcasts
Attend cultural events
If you try some of the examples above, make the time worthwhile.
Here are some steps you can take to increase your knowledge and awareness about DEI.
Engage with others.
While you may tend to gravitate to people who share your culture, this is a great opportunity to mix with people of different cultures and to learn about their customs and beliefs. Listen to their stories and experiences, without being critical or judgmental. Ask questions and take a genuine interest in what it means to be from another culture. This will not only help you to broaden your world view, but it also will help you to show respect for cultural differences when they arise.
Appreciate the differences.
While the tendency might be to be wary of the unknown or unfamiliar. The world would be so mundane if we were all the same and we have so much to gain from this great variety of different cultures. Think about all the fantastic food, movies, music, festivals, cultural events that come from cultures different from our own.
Don’t stereotype.
It is important to realize that not everyone from a particular culture or religion is the same. There are many different customs within cultures and religion between countries or regions. Every individual no matter their background, race, religion, sexual orientation, or any other factor, thinks differently.
Treat everyone you meet as an individual - don’t prejudge or make assumptions. Show them the same respect you would want. (Source: Respect for Other Cultures by LaTrobe University).
How Do You Engage In A Dialogue of Respect?
Dialogue is the free flow of information between two or more people. In the world of DEI, a first step to increase your know about those who may be different from you is to engage in dialogue. Just talk and then listen!
Speak for yourself, and let others speak for themselves.
Instead of putting words in another person’s mouth, ask the other person to clarify: “What did you mean?”
Avoid generalizing or over-simplifying
Seek to understand, not to persuade
Don’t interrupt when others are speaking
Practice active listening, instead of thinking only about what you are waiting to say next
Respectfully challenge the idea, not the person
Acknowledge common ground
Cite sources you use
Be mindful of how you participate
Listen carefully and without judgement
Do not pressure anyone into speaking
Remember everyone’s views have equal value
What Are Some Different Cultural Backgrounds in America?
America has always been referred to as a “melting pot” of people. That melting pot is made up of people from a variety of countries who have brought their common practices. We are a culturally richer country for this melting pot which includes cultures such as Asian Americans, African Americans, Native Americans, Hispanics, Latinx Americans, etc.)
Culture is the shared characteristics of a group of people, which encompasses place of birth, religion, language, cuisine, social behaviors, art, literature, and music. Some cultures are widespread and have a large number of people who associate themselves with those particular values, beliefs, and origins.
Some examples of cultural background refer to such things as social and racial origins, financial status, or work experiences.
Embracing our differences will make us continue to appreciate what each culture brings to make America the great country that it is.
Historically, we were used to just two genders, male and female. In recent years many people have started to identify outside those two genders. Gender neutrality is about addressing someone with neither gender pronouns, ex: “They went to the store.” or “That is the mail person.”
Importance Of Correct Terms
In the workplace, you may not have given much thought as to how to address someone. You were probably used to saying, “She is doing great in sales!” without realizing that you may have used the wrong pronoun to describe someone. As we have said previously in this Toolkit, it is about keeping your workplace inclusive to everyone.
We have come a long way to be able to express ourselves freely. You may know someone who may even identify with the LGBTQ+ community. It is important to make them feel comfortable and be aware of what we say. We are used to just two genders, male and female. However, in recent years many people have started to identify outside the two. Someone may identify as non-binary meaning they use gender-neutral pronouns. It is important to try to make a habit of using non-binary pronouns as someone may express themselves as feminine but use “they/them” pronouns.
Gender identity may not line up with someone’s assigned gender at birth. Someone may identify as non-binary meaning they use gender-neutral pronouns (not he or she). Someone may express themselves as feminine but use “they/them” pronouns. Being transgendered means that someone does not identify with the gender assigned at birth. It is important to note that each transgender person expresses their identity in their own way.
What is a Pronoun and How Do You Use the Correct One?
A pronoun is a word that refers to either the people talking (like “I” or “you”) or someone or something that is being talked about (like “she,” “it,” “them,” and “this”). Gender pronouns (such as “he/him/his” and “she/her/hers”) refer to people that you are talking about.
Usually we interpret or “read” a person’s gender based on their outward appearance and expression, and “assign” a pronoun accordingly. But our reading may not be the correct interpretation of the person’s gender identity.
Because gender identity is internal - an internal sense of one’s own gender - we don’t necessarily know a person’s correct gender pronoun simply by looking at them.
We have come a long way to be able to express ourselves freely. You may know someone who identifies within the LGBTQ community. It is important to make them feel comfortable so be aware of what you say.
Why Do Pronouns Matter in Today’s Workplace?
Using a person’s chosen name and desired pronoun(s) is about being courteous and it is a form of mutual respect. The AMA as a workplace is working to ensure that employees have the option of articulating their preferred name and the way this is articulated may vary across settings.
Gender identity is not visible - it’s an internal sense of one’s own gender. A workplace that readily asks for or provides pronouns is one committed to fostering a culture that is supportive and welcoming for all team members.
We can look for opportunities to ask (or offer) the acceptable pronoun. These opportunities will vary depending on the nature of the workplace or the circumstance. Here are some examples of when pronoun clarification may present itself.
Examples of Opportunities:
Interviewing and onboarding processes
In email signature lines (Morgan Blackman, (He/Him)
Displaying a name during virtual meetings
As part of introductions in meetings or at events
Unsure? Just ask!
It is important to keep in mind one's gender pronouns when speaking with them. Here is a list of common gender pronouns:
SHE
HER
HER
HERS
HERSELF
HE
HIM
HIS
HIS
HIMSELF
ZIE
ZIM
ZIR
ZIS
ZIESELF
Hiring Through Diverse Recruiting
What is Our Hiring Philosophy?
Hiring the best candidate for any opening is one of the priorities of a hiring manager. Diversity should be applied through the entire process from application to job offer. The goal of AMA is to diversify our industry’s candidate pool to ensure members are hiring qualified employees to bring fresh ideas and new perspectives to the industry.
What Are Best Policies For Recruiting?
The method of recruiting the best candidate should be one that includes qualified candidates from a variety of sources. The wider the net is cast, the more the diversity of candidates might apply. Here are some ways of reaching potential candidates.
Advertising – posting to diverse job boards/websites/social media pages that are reflective of the communities we are hiring within
Employee referral – employees should be encouraged to refer people they know to open positions at their companies
Partnerships – partnering with underrepresented groups that are in the local community (colleges, veterans’ groups, senior citizen groups, cultural affinity groups, etc.)
What Are Policies For Selecting The Best Candidate?
Clearly define each position that needs to be filled – have an accurate and detailed job description. Job descriptions should include information on what hard skills and soft skills are needed to be successful in the role.
Take a good look at the requirements of the positions and determine if those are true requirements or if you may be unknowingly disqualifying candidates that would normally be a good fit. For example, does the position truly require a bachelor’s degree or would someone with a high school diploma and relevant work experience be a match? Having objective criteria helps everyone rate a candidate based on their true merits, rather than personal bias or preconceived notations they may have.
How Do We Onboard And Train Employees For Success?
Current employees act as a “welcoming’ committee for a new employee. This means an impression of the organization is made from the first day the new employee starts. Have a consistent process to orient new hires, including information that would be helpful to them like logins, benefits information, how to complete their timesheets, work schedules including possible on-call, etc.
A live, new hire orientation or even a pre-recorded virtual new hire orientation could cover all these topics, so that all new associates receive the same information in the same way at the same time. Assign new hires a mentor (preferably someone working in the same role as them) that can guide them and knows their way around the organization. This can create a sense of belonging and will give new hires a safe space to ask questions and share concerns that they may not feel comfortable sharing with their managers.
Mentors and managers should have regular check-ins and follow-ups with employees to make sure things are going well and they understand what is expected of them in their new roles. Offering a way for employees to give feedback after orientation or trainings have been completed, to say if they thought it was helpful or not, so that we can make improvements based on their comments.
Here are some more recommendations to make your new employee feel good about their new working environment:
Introductions to team members on first day
An assigned lunch mate for first few days
A one-on-one meeting with supervisor
An updated job description
Performance goals for the current review period
Training needed to support job performance
Leaders should create a planned agenda for the first week or two for new hires. Make them feel that you were prepared for their arrival and appreciate them being on your team.
Additional Resources
To assist you in your recruiting efforts, here are some additional resources.
How-To Documents: See examples in Appendix.
Diverse Job Boards to Post On: See examples in Appendix.
General Diversity Recruitment Resources (Definitions, guides, etc.): See examples in Appendix.
Launching a Mentoring Program for New Hires: See examples in Appendix.
Videos: See examples in Appendix.
Learning More About Mental Health
What is Mental Health?
Many of us are familiar with the fact that it is important to take care of our physical health. What about our mental health? A person's mental health is in regard to one's psychological and emotional well-being. According to WHO’s (World Health Organization) research, 15% of working adults suffer from poor mental health. Although many people are prone to certain mental disorders, others can be environmental. In the workplace, some may experience discrimination or inequality. Treatment like this can cause a stressful environment.
The CDC wrote an article about mental health disorders and stress on today’s working age Americans. They found research that showed nearly one in five Americans old enough to work reported having a mental illness. This also brings up the fact that although it is a mental illness, it can affect your physical well-being. Stress is one of the most reported mental health problems causing physical issues such as high blood pressure, sleep problems, or headaches.
How Is The Workplace Affected By Mental Health?
When someone experiences a mental health issue it may affect their job performance or communication with their colleagues. When someone does not complete their job correctly it may become a domino effect to everyone in the workplace. You may also notice that someone may not be engaging with people around them. This should encourage employers to offer float days or a company mental health counselor.
In a Harvard Business Review article, It’s a New Era for Mental Health at Work, it was shown that certain groups were hit harder with mental health in the workplace. Groups such as LGBTQ+, people of color, and even younger generations, such as Gen Z, are more likely to leave their roles due to their mental health.
How Does Mental Health Impact Work-Life Balance?
Having a workplace that includes all cultures and backgrounds is an important piece in helping employees feel comfortable expressing themselves. When DEI is included in the workplace you will see a decrease in stress, anxiety, and other mental health related issues. Having leadership that is inclusive can help implement DEI amongst their fellow team members. Team members can feel a sense of belonging within their company.
Speaking of companies, many companies are starting to put not only prioritize their employees' physical health, but also their mental health. Many employers offer free therapy, PTO, and even mental health days. Although, these may not be enough to alleviate all mental health issues, they are significant benefits for helping your employees on their way to greater mental wellbeing. It is important to have leaders that can relate and navigate mental health within their peers. Managers especially should take the time to make sure each employee feels heard and included. Companies should be offering training to leaders on how to include DEI in the workplace.
Here are a few practical steps from Mental Health National that can be taken to lessen stress and obtain better work life balance:
Set manageable goals each day
Be efficient with your time at work
Ask for flexibility
Take five
Tune in
Communicate effectively
Give yourself a break
From NAA’s Mental Health Resource Library: It is important to our well-being that we manage our surrounding environment and take care of ourselves emotionally, psychologically, and socially.
Celebrating Diversity (Holidays)
Why are These Events Important?
Cultural and diversity celebrations offer important ways to build connection, inclusion, and a sense of belonging in the workplace. Celebrating diversity helps our working groups grow their empathy and understanding for others, which creates stronger partnerships and a stronger sense of team cohesion and unity.
These events emphasize the value we place on what each team member brings to our groups, teams, and organizations. Celebrating diversity is an easy way to bring fun, education, and engagement into the workplace in ways that are meaningful and enjoyable for our teams!
This Toolkit has been developed by your DEI Task Force Members, under the advisement of Sinclair Strategic Solutions. Many thanks to those members for providing the research, review, and compilation of information in this toolkit.
Contact Information
For More information about this toolkit or DEI resources, contact Jenica Hickey at jhickey@azmultihousing.org.
Practical Ways To Show Your DEI Commitment
Everyone can play a part in creating a meaningful and respectful dialogue around diversity, equity, and inclusion. Here are some ways you can carry on the discussion no matter what your role might be.
What
How (options)
For Leaders and Supervisors
Pick a topic to discuss
Get input from team
Refer to DEI Calendar for relevant topics
Check resources in DEI Toolkit for format to use
At a team retreat or regular department meeting
Monthly
Quarterly
For Team Members
Ask your co-workers to select topics of interested in discussion
Assign a team member to research and lead discussion
Check resources in DEI Toolkit for ideas.
At a regular team meeting
Monthly
Quarterly
For the DEI Coordinator
(or point person)
Coordinate a series of “Listening Circles” to discuss specific DEI topics
Provide pre-meeting assignment to prepare for discussions (video, article, etc.)
Create a calendar and conduct 30 – 45 mins. sessions.
Create a Culture Committee to bring ideas and concerns forward to address.
Coordinate a “Cultural Event” Day to have all employees celebrate their background. (Refer to DEI Calendar in Toolkit)
Research and recommend DEI training options to broaden scope of understanding.
Coordinate with a task force to update DEI Toolkit annually.
Monthly
Quarterly
Annually
For the AMA Association
Communicate your DEI commitment through all marketing channels (website, social media, etc.
Develop policies and procedures that foster a culture of inclusion.
Hold leaders accountable to model inclusionary behaviors.
Contact other organizations to share best practices and gain new insights.
Provide introduction to DEI commitment when hiring new employees.
Offer ongoing training in DEI topics to increase everyone’s knowledge.
Establish a Culture Committee representing a variety of areas to discuss issues/concerns (share with leaders).
Update DEI Toolkit based on updated events and organizational needs.
Acknowledge the contributions of all employees.
Manage employees’ performance based on your DEI Commitment.
Seek volunteer opportunities to support your broader community and your key stakeholders.
Establish Key Performance Indicators (KPIs) to your track success and share with employees.
Ongoing Activities
Appendix
Here are some valuable resources to increase your knowledge about diversity, equity, and inclusion (at all ages).
Appendix resources will be reviewed on a bi-annual basis. If a link is discovered to be inactive, please do a web search of the noted name of the resource and author or organization.
What is DEI?
On the other hand, there is something called “unconscious bias” (or implicit bias). It is often defined as prejudice or unsupported 
So, where do you start?
Dialogue is the free flow of information between two or more people. In the world of DEI, a first step to increase your know about those who may be different from you is to engage in dialogue. Just talk and then listen!
In the workplace, you may not have given much thought as to how to address someone. You were probably used to saying, “She is doing great in sales!” without realizing that you may have used the wrong pronoun to describe someone. As we have said previously in this Toolkit, it is about keeping your workplace inclusive to everyone.
Clearly define each position that needs to be filled – have an accurate and detailed job description. Job descriptions should include information on what hard skills and soft skills are needed to be successful in the role. 
Cultural and diversity celebrations offer important ways to build connection, inclusion, and a sense of belonging in the workplace. Celebrating diversity helps our working groups grow their empathy and understanding for others, which creates stronger partnerships and a stronger sense of team cohesion and unity.