In order to successfully implement and actualize diversity and inclusion efforts, there needs to be intentionality around shared meanings, principles, and foundations. To this end, we hope that the following provides the context for our diversity and inclusion work, and provides ease of orientation for those who are newly joining us.
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What is diversity, equity, and/or inclusion?
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Diversity consists of the similarities and differences of identity and life experiences that we each contribute to a group.
Our similarities and differences include, among other qualities, our race, ethnicity, age, gender, sexual orientation, religion, national origin, socioeconomic background, immigration status, ability, working style, cognition, and personality preferences.
Equity is the fair treatment, access, opportunity, and advancement for all people, while at the same time striving to identify and eliminate barriers that have prevented the full participation of some groups.
Improving equity involves increasing justice and fairness within the procedures and processes of institutions or systems, as well as in their distribution of resources.
Inclusion is the creation of environments that allow each member of a diverse team to be successful and reach their full potential.
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Are diversity, equity, and inclusion about meeting quotas?
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Diversity, equity, and inclusion efforts are not about creating or reaching quotas. The goal of this work is to intentionally seek out solutions to underlying barriers to the creation of a culture and environment that allows each member of our team to be successful and reach their full potential. Although this work is outcomes-based, it is also iterative and requires ongoing assessment/root-causing. The goal is to ensure institutional processes that will by the virtue of being diverse, equitable, and inclusive, bring about principled outcomes embedded into the culture; outcomes that are both expansive and resilient.
Quotas can discourage the iterative process of this type of work and can undermine the outcomes they are meant to foster. Quotas can easily become short term solutions to tenacious barriers that are institutionally and culturally complex. Additionally, diversity and inclusion work can inaccurately be viewed as only benefiting underrepresented or marginalized identity-based groups, but the fact of the matter is that it benefits everyone within the community. This is especially true in our approach as we intentionally recognize the intersectional (the ability to belong or be ascribed to more than one identity) reality of all identities.
Diversity reflects not just race, ethnicity, gender, sexuality, language, and nationality but also the diversity of religious and political beliefs, ability, age, life experience, birthplace, skills/talents, socio-economics, value systems, family status, birthplace, and education. Our diversity and inclusion efforts consider all of the above, more, and is intentional in the acknowledgment of the diversity within how we think and see the world.
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To whom is this work intended (targeted audience)?
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The mission of our work is to create a diverse, equitable and inclusive environment and culture that will positively impact our team members, our customers, campus partners, and the broader campus community.
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Who is responsible for doing this work?
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All members of the University Services community have an impact on our organizational culture and are responsible for making our culture more diverse and inclusive. Therefore, the approach has to be collaborative. The intended goal is to foster a culture that empowers team members, and those within our community, to guide and lead positive cultural change that results in an environment where everyone can flourish.
Moreover, we have roles within our organization that focus on diversity and inclusion, unambiguously, and support our efforts toward the actualization of our D&I goals. In University Services our diversity and inclusion work is primarily reinforced by the Diversity and Inclusion Steering Committee, the office of Talent and Organizational Development, and our senior leadership team.
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Why are diversity and inclusion important to our organization?
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Research shows us that increased diversity and inclusion, with respect to work environments, are good for everyone. It suggests that areas requiring greater flexibility, creativity, and innovation are likely to experience the greatest benefits from a diverse workforce. The benefits of diversity and inclusion are most visible when teams need to engage in problem solving and creative thinking.
Benefits include:
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Diverse teams outperform homogeneous, high-ability teams at problem-solving.
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Companies in the top quartile for racial and ethnic diversity are 35% more likely to have financial returns above their respective national industry medians.
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Gender diversity relates to more productive companies as measured by market value and revenue.
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The presence of a person from a different identity group causes people not from that identity group to generate more ideas and construct more complex arguments.
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The presence of diverse others can lead to more critical thinking.
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Diversity and Inclusion drive innovation and increases productivity.
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Increases creativity.
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Challenges bias.
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Improves cognitive skills, performance, and intellectual self-confidence.
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Increased diversity and inclusion enhance interpersonal and social skills within groups.
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