This study investigates perceptions of workplace discrimination among racial minorities in Canada. Specifically, the study examines how objective experiences of disadvantage and expectations for equity influence racial minorities’ perceptions of discrimination. The results indicate that while both of these factors affect perceptions of discrimination, expectations for equity may be especially important.
This racial equity toolkit is designed to provide policymakers, advocates, and others with an easy-to-follow guide to applying a racial equity lens to any policy issue, using an approach that can be put to work in a wide variety of situations. It is a follow up to the racial equity framework created in The Greenlining Institute’s 2012 document, Filling in the Gaps: A Racial Equity Framework for Successful Implementation of the Affordable Care Act, which sought to provide a framework for equitable policymaking and implementation, using implementation of health care reform as a jumping-off point.
The different factors which contribute to low diversity are often hotly contested and difficult to untangle. We propose that many of the barriers to change arise from self-reinforcing feedbacks between low group diversity and inclusivity. Using a dynamic model, we demonstrate how bias in employee appointment and departure can trap organizations in a state with much lower diversity than the applicant pool: a workforce diversity “poverty trap”. Our results also illustrate that if turnover rate is low, employee diversity takes a very long time to change, even in the absence of any bias.
At present there are few examples of sustained reductions in disproportionate minority contact with the juvenile justice and child welfare systems. This article describes the use of three instruments that have been used to measure levels of racial and ethnic disproportionality and disparities: The Disproportionality Diagnostic Tool, Ecomap and Racial Equity Scorecard. Using a combination of community and public agency data, these tools measure and track change over time on racial and ethnic disproportionality and disparities.
This meta-analysis of 260 independent samples assessed the effects of diversity training on 4 training outcomes over time and across characteristics of training context, design, and participants. Models from the training literature and psychological theory on diversity were used to generate theory-driven predictions. The results revealed an overall effect size (Hedges g) of .38 with the largest effect being for reactions to training and cognitive learning.
This report provides summary data that confirms racial and class employment disparities exist among participants in workforce development programs administered by the Minnesota Department of Employment and Economic Development (DEED) and targeted to low-income and recently laid-off adults. It also provides rates of common barriers to employment—including low educational attainment, criminal background, limited work experience, and limited English skills—by race and class. Unsurprisingly, rates can differ greatly by race and class. (2015)
This report describes how equity is both a moral and economic imperative for the Atlanta region and for the nation as a whole, including full employment analyses and GDP racial equity analyses that demonstrate how eliminating racial inequities provide “equity dividends” for the broader economy.
Tagged under Equity/Diversity/Inclusion, Guides and Reports, Data/Evaluation, Opportunity Youth
Mapping progress for equitable policy change has many facets. This site provides tools for measurement strategies, benchmarks, and desired outcomes.
Tagged under Equity/Diversity/Inclusion, Workforce Development, Data/Evaluation, Public Policy