Class 18/09 – Ilse
LEADERSHIP & INCLUSION
IMPORTANT DEIB TERMS AND CONCEPTS
MODULE 1: GETTING TO DEI BUSINESS, SELF-LEADERSHIP & INCLUSIVE LEADERSHIP
The importance of using correct terms in general
If you want to walk the walk, you also have to be able to talk the talk
Language evolves!
People make mistakes; discuss and learn
Be respectful to others
(for the exam she can literally give us some terms and we have to explain them)
1. Important basic terms
DEIB = Diversity, equity, inclusion & belonging
Diversity = the variety or multiplicity of (demographic) features that characteristics a company’s workforce.
More than age, ethnicity and gender ! ALL types of individual differences
Equity = recognizes that each person has different circumstances and allocates the exact resources and
opportunities needed to reach an equal outcome. Giving people what they need to get to equal outcomes. (NOT
the same as equality)
Inclusion = making sure that all employees feel valued, respected, accepted and encouraged to fully participate in
the organization. All employees feel recognized for their unique backgrounds, experiences, personalities and skills.
Belonging = that sense of psychological safety that employees can be their authentic selves without fear of
judgement and overwhelmingly feel that they belong. Belonging is important for performance, people wanting to
still work there.
The difference between diversity and inclusion is that diversity is more about the fact that there are
differences and that inclusion is more about the feeling of being included.
Difference between equity and equality is… equality is giving everyone the same thing & equity is giving
every person specific needs to get to an equal outcome Give them the necessary resources.
Accessibility = making sure that you do not exclude people from using something or being able to do something
Focus on “able” is often the default, even when accessible would benefit everyone (e.g. not using open offices)
,Class 18/09 – Ilse
How do you think companies are inaccessible? Mainly focused on employees
Only speaking the native/local language, no accessibility for people in a wheelchair, keeping the diets in
mind (vegan, gluten,..),
2. the terms that make up the foundati on of DEIB
IDENTITY
See slides
GENDER IDENTITY / GENDER EXPRESSION / SEXUAL ORIENTATION
What is the difference between these? (look at the picture: the genderbread person)
Gender identity = your personal identity about how you see yourself
Gender expression = this is how you want to express your gender identity towards other people. How you express
yourself. Can be done through hair, make-up, clothes,..
Sexual orientation = this is who you are attracted to
Gender is not binary => continuum
Mix of all these identity characteristics
Can change over time
Don’t assume
RACE / ETHNICITY
Race is not a biological or genetic fact, it is a social construct
Not evidence-based
Creates a hierarchy / ranking
Used to categorize and oppress people => racialize them
Ingrained in systems, expressed via stereotypes
AGE
By 2030 there will be 5 generations working together!
65% of US workers consider their employer to be “age-friendly”
Need to create more age-inclusive
Cultures
Practices and policies
Communication / leadership styles
,Class 18/09 – Ilse
DISABILITY
Not just a physical diagnosis but a lived experience
Barriers are placed upon people with a disability
Can be visible or visible
Difference in lived experiences and preferences
Provide accommodation to prevent / eliminate barriers in employment
3. Getti ng deeper
INTERSECTIONALITY
= individuals have individual identities that intersect in ways that impact how they are viewed, understood, and
treated
Intersecting structures of discrimination or disadvantage
Example: the experience of a Black woman in the workplace might differ from that of a white woman in the same
workplace
PRIVILEGE
= privilege refers to certain social advantages, benefits, or degrees of prestige and respect that an individual has by
virtue of belonging to certain social identity groups
Most people will have privilege in some contexts, but not in others
Privilege is determined by culture
Having privilege means having an advantage that is out of your control and that you didn’t ask for
It can be hard to acknowledge our own privilege because privilege is the other side of oppression
You can use your privilege to help others and to make systems more fair
Mentoring
Sponsorship
Advocate
Ally
4. Corporate DEIB terms
1. Ableism
= The systematic prioritization of abled people over diasabled people and the resulting marginalization
and discrimination of disabled people
Physical barriers such as in building
Systemic barriers such as in employment, education, etc.
Attitudinal barriers such as having stereotypes
, Class 18/09 – Ilse
2. Ally
= An ally is any person that actively promotes and aspires to advance the culture of inclusion through
intentional, positive and conscious efforts that benefit people as a whole
Link with intersectionality (everyone can be an ally to someone who might not have privilege in a
certain situation)
Continual investment towards allyship
Advocate, share opportunities, support, learn, listen, etc.
Allies often join Employee Resource Groups (ERGs) or are DEI ambassadors
3. Bias
= A prejudice in favor or against a thing, a person or a group compared with another
See class on Unconscious bias by Karen and Active Bystander Training
Big impact on a lot of policies, structures and practices
Recruitment & selection
Training
Performance appraisal
Career management
Compensation
Leadership
…
4. Cultural appropriation
= The unacknowledged or inappropriate adoption of the customs, practices, ideas, etc. of one people or
society by members of another and typically more dominant people or society
5. Microaggression
= Verbal, nonverbal, and environmental slights, snubs, or insults, whether intentional or unintentional,
that communicate hostile, derogatory, or negative messages to target persons based solely on their
marginalized group identity
6. Neurodiversity
= People experience and interact with the world around them in many different ways; there is no one
“right” way of thinking, learning, and behaving, and differences are not viewed as deficits.
Autism spectrum disorder (ASD)
Attention deficit (hyperactivity) disorder (ADD or ADHD)
Learning disabilities
7. Performance allyship
= Performative allyship is where those with privilege, profess solidarity with a cause.
This assumed solidarity is usually vocalized, disingenuous and potentially harmful to marginalized groups
In many cases, organizational leaders use performance drive activity, in a way that they believe will
protect company brand from being highlighted in a negative way.
LEADERSHIP & INCLUSION
IMPORTANT DEIB TERMS AND CONCEPTS
MODULE 1: GETTING TO DEI BUSINESS, SELF-LEADERSHIP & INCLUSIVE LEADERSHIP
The importance of using correct terms in general
If you want to walk the walk, you also have to be able to talk the talk
Language evolves!
People make mistakes; discuss and learn
Be respectful to others
(for the exam she can literally give us some terms and we have to explain them)
1. Important basic terms
DEIB = Diversity, equity, inclusion & belonging
Diversity = the variety or multiplicity of (demographic) features that characteristics a company’s workforce.
More than age, ethnicity and gender ! ALL types of individual differences
Equity = recognizes that each person has different circumstances and allocates the exact resources and
opportunities needed to reach an equal outcome. Giving people what they need to get to equal outcomes. (NOT
the same as equality)
Inclusion = making sure that all employees feel valued, respected, accepted and encouraged to fully participate in
the organization. All employees feel recognized for their unique backgrounds, experiences, personalities and skills.
Belonging = that sense of psychological safety that employees can be their authentic selves without fear of
judgement and overwhelmingly feel that they belong. Belonging is important for performance, people wanting to
still work there.
The difference between diversity and inclusion is that diversity is more about the fact that there are
differences and that inclusion is more about the feeling of being included.
Difference between equity and equality is… equality is giving everyone the same thing & equity is giving
every person specific needs to get to an equal outcome Give them the necessary resources.
Accessibility = making sure that you do not exclude people from using something or being able to do something
Focus on “able” is often the default, even when accessible would benefit everyone (e.g. not using open offices)
,Class 18/09 – Ilse
How do you think companies are inaccessible? Mainly focused on employees
Only speaking the native/local language, no accessibility for people in a wheelchair, keeping the diets in
mind (vegan, gluten,..),
2. the terms that make up the foundati on of DEIB
IDENTITY
See slides
GENDER IDENTITY / GENDER EXPRESSION / SEXUAL ORIENTATION
What is the difference between these? (look at the picture: the genderbread person)
Gender identity = your personal identity about how you see yourself
Gender expression = this is how you want to express your gender identity towards other people. How you express
yourself. Can be done through hair, make-up, clothes,..
Sexual orientation = this is who you are attracted to
Gender is not binary => continuum
Mix of all these identity characteristics
Can change over time
Don’t assume
RACE / ETHNICITY
Race is not a biological or genetic fact, it is a social construct
Not evidence-based
Creates a hierarchy / ranking
Used to categorize and oppress people => racialize them
Ingrained in systems, expressed via stereotypes
AGE
By 2030 there will be 5 generations working together!
65% of US workers consider their employer to be “age-friendly”
Need to create more age-inclusive
Cultures
Practices and policies
Communication / leadership styles
,Class 18/09 – Ilse
DISABILITY
Not just a physical diagnosis but a lived experience
Barriers are placed upon people with a disability
Can be visible or visible
Difference in lived experiences and preferences
Provide accommodation to prevent / eliminate barriers in employment
3. Getti ng deeper
INTERSECTIONALITY
= individuals have individual identities that intersect in ways that impact how they are viewed, understood, and
treated
Intersecting structures of discrimination or disadvantage
Example: the experience of a Black woman in the workplace might differ from that of a white woman in the same
workplace
PRIVILEGE
= privilege refers to certain social advantages, benefits, or degrees of prestige and respect that an individual has by
virtue of belonging to certain social identity groups
Most people will have privilege in some contexts, but not in others
Privilege is determined by culture
Having privilege means having an advantage that is out of your control and that you didn’t ask for
It can be hard to acknowledge our own privilege because privilege is the other side of oppression
You can use your privilege to help others and to make systems more fair
Mentoring
Sponsorship
Advocate
Ally
4. Corporate DEIB terms
1. Ableism
= The systematic prioritization of abled people over diasabled people and the resulting marginalization
and discrimination of disabled people
Physical barriers such as in building
Systemic barriers such as in employment, education, etc.
Attitudinal barriers such as having stereotypes
, Class 18/09 – Ilse
2. Ally
= An ally is any person that actively promotes and aspires to advance the culture of inclusion through
intentional, positive and conscious efforts that benefit people as a whole
Link with intersectionality (everyone can be an ally to someone who might not have privilege in a
certain situation)
Continual investment towards allyship
Advocate, share opportunities, support, learn, listen, etc.
Allies often join Employee Resource Groups (ERGs) or are DEI ambassadors
3. Bias
= A prejudice in favor or against a thing, a person or a group compared with another
See class on Unconscious bias by Karen and Active Bystander Training
Big impact on a lot of policies, structures and practices
Recruitment & selection
Training
Performance appraisal
Career management
Compensation
Leadership
…
4. Cultural appropriation
= The unacknowledged or inappropriate adoption of the customs, practices, ideas, etc. of one people or
society by members of another and typically more dominant people or society
5. Microaggression
= Verbal, nonverbal, and environmental slights, snubs, or insults, whether intentional or unintentional,
that communicate hostile, derogatory, or negative messages to target persons based solely on their
marginalized group identity
6. Neurodiversity
= People experience and interact with the world around them in many different ways; there is no one
“right” way of thinking, learning, and behaving, and differences are not viewed as deficits.
Autism spectrum disorder (ASD)
Attention deficit (hyperactivity) disorder (ADD or ADHD)
Learning disabilities
7. Performance allyship
= Performative allyship is where those with privilege, profess solidarity with a cause.
This assumed solidarity is usually vocalized, disingenuous and potentially harmful to marginalized groups
In many cases, organizational leaders use performance drive activity, in a way that they believe will
protect company brand from being highlighted in a negative way.
