Diversity and inclusion

Diversity and inclusion are policies and practices intended to ensure people with different identities and backgrounds are represented, treated fairly, and able to participate fully.

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Inclusive leadership: Leadership practices that invite varied perspectives, support belonging, and distribute participation fairly. Managers shape whose contributions are heard and whose opportunities expand.
Intersectionality: A framework for understanding how overlapping identities shape experiences of power, disadvantage, and discrimination. It reveals barriers that single-category policies can miss.
Workplace diversity: The variety of social identities, backgrounds, and experiences represented among people in a workplace. Representation is one dimension of organizational diversity, not proof of inclusion.
Occupational segregation: The concentration of demographic groups in different occupations or levels of a profession. Persistent sorting across roles can survive even when entry becomes more diverse.
Affirmative action: Policies that address underrepresentation through measures such as targeted recruitment or admissions preferences. It is a contested policy approach to changing representation and access.
Accessibility: The design of environments, services, and information so people with disabilities can use them. Removing access barriers is a practical condition for full participation.
Equity: Fairness that accounts for differing circumstances and barriers rather than treating everyone identically. Equity focuses attention on correcting unequal conditions and outcomes.
Gender pay gap: The difference in average earnings between women and men, shaped by multiple labor-market factors. Pay differences provide one measurable outcome relevant to workplace fairness.
Universal design: Designing environments and products to be usable by people with diverse abilities and needs. Accessible design makes participation possible without requiring individual exceptions.
Implicit bias: Automatic associations that can influence judgment and behavior without conscious intent. Unnoticed assumptions can affect hiring, evaluation, and everyday interactions.