Diversity and Inclusion
On the surface, the word marginalized means to be pushed out to the edges — the opposite of inclusion. Of course, none of us would put others on the periphery deliberately. That would be straight-up discrimination and bullying.
So, how does marginalization actually happen in our workplace?
Marginalization feels like…
🌡️ Poll time
🤔 Why are some groups marginalized?
Yes, inclusion is for all of us and diversity needs all of our perspectives in the mix to work. But some people get kicked back and passed over more than others.
Social structures of power have been set up over history, sometimes by happenstance, but more often by brute force. Now, despite our best intentions to be fair, these structures persist as complex social patterns.
📌 Start with this: figure out your ‘why’
You might not be expecting to read this here. Don’t jump aboard the D&I bandwagon because it seems like the right thing to do.
When treated as due diligence exercises, diversity & inclusion approaches don’t work.
A general passion for social justice is a weak impetus until you put it into a concrete and personal context. To make sense of what you’re really doing when you try one of the actions in this program, figure out your ‘why’.
🗝️ Your key takeaway
Certain groups are marginalized and this blocks diversity and inclusion. Getting clued up on the issues and what you can do will improve your acquired diversity. But, first, figure out your personal ‘why’ for working towards true diversity and inclusion and its benefits.
How has 2020 changed the way we work? Hive Learning reports on the State of Diversity, Equity and Inclusion in 2021.
This resource was taken from our Inclusion Works programme, which was created with a network of more than +100 diverse contributors and advisers. We learn from, amplify and cite creators of different races, ethnicities, genders and cognitive styles and continually work to represent all dimensions of diversity.
More from this collection:
State of DEI 2020-2021
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