The term Diversity, Equity, and Inclusion in the workplace has become crucial in today’s landscape. However, to truly understand this field’s breadth and depth, one needs to explore further. The Diversity Iceberg from Brook Graham offers an insightful perspective.
The Surface: Visible Diversity
When we talk about diversity, equity, and inclusion, most of us think of visible traits. This surface level association, akin to the tip of an iceberg, represents aspects like age, race, gender, and physical abilities.
These are the facets that one can easily identify at a first glance. They’re essential, and often the starting point for many Diversity and Inclusion training programs.
Recognizing and celebrating these visible differences is the first step towards creating an inclusive environment.
Beneath the Surface: Hidden Diversity
As we delve deeper beneath the waterline of our Diversity Iceberg, we discover numerous traits that aren’t immediately apparent.
This submerged portion represents a wealth of diversity including, but not limited to, sexual orientation, mental health status, socio-economic status, beliefs, experiences, values, skills, and cognitive styles. This hidden diversity is integral to the individuality of each person. It shapes their worldview, their interactions, and their contributions to society. Recognizing and valuing this diversity is what enriches our communities and workplaces, making it pivotal for comprehensive Diversity and Inclusion training.
The Need for a Deeper Dive in Diversity and Inclusion Training
Grasping the full scope of the Diversity Iceberg is essential. A surface-level understanding can lead to incomplete solutions. To address diversity holistically, we must understand its complete range, both overt and covert. This means you need to conduct detailed diversity audit in your organization. Use the diversity audit to identify the true demography and diversity of your staff.
Next, use this information to create custom Diversity and Inclusion training modules that address your challenges.
Diversity Iceberg’s Impact on Diversity, Equity, and Inclusion
By acknowledging both the seen and unseen aspects of diversity, we pave the way for more inclusive environments. Such recognition pushes for policies and practices that truly uphold the principles of equity, considering the myriad facets of diversity inherent in every individual.
Conclusion: Enhancing Diversity, Equity, and Inclusion
The Diversity Iceberg model emphasizes the intricate layers present in the realm of Diversity, Equity, and Inclusion. By weaving this understanding into Diversity and Inclusion Training, we champion a more holistic and inclusive approach to diversity.
Diversity, Equity, and Inclusion in the Organization
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