The six pillars of diversity & inclusion are Engage, Equip, Empower, Embed, Evaluate and Evolve. The questions described below are an example of the themes that are addressed in each pillar of the IES.
To foster diversity, equity, and inclusion (DEI), it is critical to have a framework to clearly guide your efforts. The framework we developed at Davis Wright Tremaine sits on four pillars: Community, Growth, Education, and Engagement.
Through our research, we have identified five inclusive leadership mindsets that shape behaviors: self-awareness, curiosity, courage, vulnerability, and empathy. These mindsets are critical for leaders' ability to create an environment where all employees feel respected, valued, and able to contribute their best work.
These traits are commitment, courage, cognizance of bias, curiosity, cultural intelligence, and collaboration.
A few years ago, those of us at BIG did lots of speaking and training on the 7 C's of leadership, which we defined as character, connection, cognition, capability, compassion, courage, and commitment.
The 7 Pillars of Inclusion is a broad framework that provides sport clubs or organisations a starting point to address inclusion and diversity. Each pillar represents the common aspects of inclusion–the things that are similar regardless of who we seek to involve in sport.
In the SSI Model, six dimensions of global diversity will be identified: civilizational orientation, national identification, organizational factors, societal formation, individual identification ... Get The Global Diversity Desk Reference: Managing an International Workforce now with the O'Reilly learning platform.
There are four key features of inclusion which can be used to set expectations and evaluate inclusive practice in schools and early learning and childcare settings. These are present, participating, achieving and supported.
By being curious, courageous, and committed individuals, we inspire our teams to become more welcoming and inclusive. These three C's provide the toolset necessary for creating a culture of belonging and expanding diversity within the workforce.
Diversity in the workplace is when an organisation makes a conscious effort to have a team made up of a varied range of people. For example, this may include individuals of different race, culture, sexual orientation, gender, religion, age and socio-economic background.
Diversity, equity, and inclusion are three closely linked values held by many organizations that are working to be supportive of different groups of individuals, including people of different races, ethnicities, religions, abilities, genders, and sexual orientations.
The dimensions of diversity include age, race, skills, backgrounds, sexual orientations, and other differences that make one unique.
The three dimensions of the framework are: Recognize, respect, and design for human uniqueness and variability. Use inclusive, open & transparent processes, and co-design with people who have a diversity of perspectives, including people that can't use or have difficulty using the current designs.
The seven components are as follows: (1) incident reporting; (2) investigation while holding hospital bills and professional fees; (3) early communication with patient/family; (4) full disclosure, apology, and rapid remedy if appropriate; (5) system improvement; (6) data tracking and evaluation; and (7) education and ...
Play by the Rules
The 7 Pillars (Access, Attitude, Choice, Partnerships, Communication, Policy and Opportunity) provides an excellent starting point for NSOs to help identify their goals for inclusion of people with an intellectual disability in their sport.
That's the six E's of leadership: Envision, Enlist, Embody, Empower, Evaluate, Encourage.
According to Daniel Goleman, Richard Boyatzis and Annie McKee, there are six "emotional leadership" styles – Visionary, Coaching, Affiliative, Democratic, Pacesetting, and Commanding. Each one has a different effect on the people who you're leading.
Our 5Cs are Caring, Candor, Creativity, Collaboration, and Commitment and we live our 5Cs every day. The 5Cs help us build a more inclusive culture and I encourage you to explore them and invite you to make them a part of your everyday too—inside and outside of work.