A Little Introduction
We all strive to have a strong foundation of unbiased facts when it comes to learning, regardless of the topic. Diversity, inclusion, and belonging (DI&B) issues are no different. We at IE want to ensure we’re equipping you with the necessary tools to have the most efficient conversations and continue moving the needle forward. This is why we’re introducing: “Definition Day.”
Despite the name, we will not specify a particular day of the week for a social boost. Instead, our definitions will be sprinkled across our content as we encounter a learning moment. This can be a teaching moment for a teammate, a friend, or a stranger. Each time, we’ll dive into a term commonly used in the DI&B space and some examples of how to use it.
Below is a recap of all our Definition Days thus far:
It’s no surprise you’ve probably heard the term ‘unconscious bias’ before. However, it is still pretty common for there to be misunderstandings about what it truly means. Let’s dive into it for today’s Definition Day!
Unconscious (or implicit) bias is often defined as prejudice or unsupported judgments in favor of or against one thing, person, or group, in a way that is usually considered unfair. Tons of research suggests that unconscious bias occurs automatically as the brain makes quick judgments based on past experiences or background.
It’s important for all of us to take into account that we all have biases and it’s a byproduct of being human. Similarly, we need to be aware that many unconscious biases tend to be exhibited towards historically marginalized groups based on factors such as class, gender, sexual orientation, race, ethnicity, nationality, disability, age, religious beliefs and more.
Wondering how to help combat these?
- Learn as much as possible about different types of biases
- Avoid stereotypes and over-generalizations
- Separate feelings from fact
- Have a diverse group of people in the decision-making process
- Practice empathy
Equality is based on the belief that all people should have the same opportunities to succeed. The idea of equality is key to the notion that everyone will be able to achieve based on their efforts and contributions to society instead of their status or position.
Equity recognizes that everyone doesn’t begin in the same place in society. Equity advocates for those who may have been historically disadvantaged, making it difficult for them to succeed.
We will continue to add definitions and/or use cases to this blog. To stay up-to-date, follow us on your preferred social media network. Just look for @clambert918
Sexual orientation is describes a person’s physical, romantic, and/or emotional attraction to another person.
Gender identity, however, is our own innermost concept of self as male, female, a blend of both or neither- how individuals perceive themselves and what they call themselves. One’s gender identity can be the same or different from their sex assigned at birth.
It’s important to note that these two experiences are not dependent on each other.
Insure Equality (IE) is a nonprofit that seeks to create and enforce accountability in the insurance industry in the pursuit of diversity and equality. Our goal is to make the industry a more welcoming place for everyone who chooses to consume or work in insurance.
1 thought on “Definitions and Use Cases As We Experience Them”
Comments are closed.