Affinity Group is an informal, voluntary and diverse employee-led team without direct ties to an employer's DEIB agenda. Their members may have common interests, like art or mountain climbing. A few examples can be a softball league, travel club, book club, toastmasters and running club.
Business Resource Group (BRG) is a voluntary, employee-led group that works to achieve a company's goals by fostering a diverse and inclusive workplace. BRGs often collaborate with business departments to address specific business needs related to diversity and inclusion. BRGs may comprise employees from various backgrounds who share a common business interest, not necessarily a personal or demographic characteristic like ERGs. A few examples can be a DEI committee, leadership circle, mentorship group and a wellness committee.
Chief Diversity Officer is a top executive and part of the C-suite in an organization. They are strategic partners in guiding the vision of the company and more than just enforcers of compliance and regulation, the role helps guide diversity, equity and inclusion (DEI).
Cultural Sensitivity Training, also known as cultural awareness training, is a psychological technique that helps people understand and appreciate different cultures. It can help people act in ways that value each culture, even if their background is different from others.
DEI Committee is a group of employees from across an organization who work to promote a culture of DEI, and to ensure that the organization's diversity is reflected in its mission. DEI committees are often involved in:
DEI Score Card is a tool that helps organizations set and track their progress towards DEI goals. A scorecard can include data points such as:
DEI Survey collects information about an organization's diversity, equity and inclusion. This information can help identify strengths and weaknesses in these areas and provide data to make long-term decisions. DEI surveys can include questions about employee demographics, age, gender identity, race, ethnicity, disability status and sexual orientation.
Employee Resource Group (ERG) is an employer-sponsored or employer-recognized group of employees who share the interests and concerns common to those of a particular race, ethnicity, gender or sexual orientation, and are structured with direct ties to business DEI goals and employment practices in general. A few examples can be women's circles, LGBTQ alliance, working parents' group, young professionals' network, disability advocates, Latinx pride, Black professionals' group and veterans.
Employee Turnover Analysis is a process that involves collecting, analyzing and reporting HR data to understand a company's turnover rate. It can help you:
Neurodiverse Community is a group of people with various ways of thinking, processing and learning. The term "neurodiverse" originated in the autism community, but has since expanded to include other differences, such as ADHD and learning disabilities.
Pay Equity Audit, also known as an equal pay audit or pay parity audit, is a comprehensive analysis of an organization's compensation plans to ensure no pay disparities between employees. The audit examines all aspects of an organization's pay structure, including base salary, bonuses, benefits, job descriptions and responsibilities.
Performance Check-in is a regular and informal conversation between an employee and their manager or team leader about the employee's work performance, progress towards goals, challenges and areas for development. These conversations can take place weekly, monthly, bimonthly or quarterly, depending on the organization or individual.
Psychological Safety is an intentional act to create a sense of belonging regardless of another's diversity. Inclusion is closely related to psychological safety. To establish psychological safety is to create an environment that allows others to be fully diverse.
Supplier Diversity is a business strategy of incorporating diverse-owned businesses, suppliers and vendors into a company's supply chain and business practices. Diverse-owned businesses are companies that are at least 51% owned and operated by members of ethnic minority groups, women, veterans, members of the LGBTQ+ community and people with disabilities.
Unconscious Bias is a social stereotype about certain groups of people that individuals form outside their own conscious awareness. Everyone holds unconscious beliefs about various social and identity groups, and these biases stem from one's tendency to organize social worlds by categorizing.