Bias

Not all forms of diversity are visible identities. In the case of neurodiversity, the differences between people stems from variations in cognitive functions around sociability, learning abilities, and other intellectual processes.

Socioeconomic status is not a protected legal class or group under anti-discrimination laws that govern U.S. workplaces. Moreover, it could likely prove difficult to define class discrimination (which manifests as obvious or subtle expressions of speech, education level, personal wealth, or other indicators of status), but it remains a cultural issue in workplaces and in the hiring process. Below are resources to help define the problem and articles laying out steps to counteract the effect of this bias.

Defining Classism

Julie Kratz, TEDx Speaker, Inclusive Leadership Trainer, Executive Coach, Author and Founder, Next Pivot Point
Reprinted with permission

Age discrimination as defined by the Equal Employment Opportunity Commission:

Racial Equity Toolkit: An Opportunity to Operationalize Equity can be used by community-based organizations to engage with government officials to advance racial equity. The appedix also includes a "Racial Equity Tool Worksheet" for guiding discussions. (The Local & Regional Government Alliance on Race and Equity, 2015)

Think about the last time you interviewed a potential new hire. Did you get excited to see someone who went to your school or knew one of your friends? It’s normal for things like a candidate’s degree, alma mater, or mutual connections to influence you; however, those factors may not have anything to do with the job they’re applying for.  

Are we practicing what we preach? Or is our implicit bias negatively affecting our decisions in spite of our good intentions? Ivan Canada and Michael Robinson of the National Conference for Community and Justice of the Piedmont Triad presented the second webinar in the Center's "Walking the Talk" series, Impact > Intention: Understanding Implicit Bias. The discussion included:

Working at the Intersections: LGBTQ Nonprofit Staff and the Racial Leadership Gap

Cultural competence in the workplace between a diverse staff or for the design and evaluation of programs serving diverse populations can make or break an organization.