EQUITY, DIVERSITY & INCLUSION (EDI)
Auditory Aging strives for equitable, diverse, and inclusive environments ... that is, environments where everyone is and feels welcomed. This page provides a few resources related to EDI in academic and non-academic workplaces.
Equality versus Equity
Treating everyone the same, ignores important differences in needs, wishes, and expectations between people that may be related to differences in cultural backgrounds, gender, age, socio-economic backgrounds, ethnicity, sexual orientation, and more.
Even with theoretically the same opportunities available to every person, some people face obstacles that others do not face only because of the differences in gender, backgrounds, etc. mentioned above. Fairness or Equity aims to overcome such obstacles so that also in practice everyone has the same opportunities.
Covering is a term that describes how individuals downplay a known stigmatized identity. In the US, 61% of people cover along at least one of four dimensions at work (Appearance, Affiliation, Advocacy, Association; Yoshino & Smith. 2013). Out of these, 83% of LGBTQ individuals, 79% of Blacks, 67% of women of color, 66% of women, and 63% of Hispanics cover. Even 45% of straight White men cover (Yoshino & Smith. 2013).
We all have visible and invisible aspects of diversity (Iceberg analogy; Brown 2016). Which ones do you feel you need to hide in order to feel safe? We hide more or less depending on how comfortable we feel in our environment.
Some forms of covering may be justifiable, as part of one's job (Yoshino & Smith. 2013); for example, appearance-based covering to deliver professionalism when a client participates in a study. This makes it hard to distinguish proper covering demands from improper ones. We all cover some (parts) of our identities; this may open a good starting point to relate to and understand each other.
Auditory Aging pursues an equitable work environment that supports individuals uniquely, in which all of your identities are welcomed, and that is and feels safe for everyone.
EDI in (non-)academic workplaces
Brown J (2016) Inclusion: Diversity, the new workplace & the will to change. Publish Your Purpose Press. USA
Steward AJ & Valian V (2018) An inclusive academy: Achieving diversity and excellence. The MIT Press. USA
Yoshino K & Smith C (2013) Uncovering talent: A new model of inclusion.
Why learning about one's biases is not enough
Chang EH et al. (2019) The mixed effects of online diversity training. PNAS 116:7778-7783.
Noon M (2018) Pointless Diversity Training: Unconscious Bias, New Racism and Agency. Work, Employment and Society 32:198-209.