Diversity, Equity, and Inclusion in Human Resource Management

Running Head: DIVERSITY, EQUITY, AND INCLUSION 1
Diversity, Equity, and Inclusion in Human Resource Management
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DIVERSITY, EQUITY, AND INCLUSION 2
Introduction
Different operations of managing human resource depend on aspects of diversity, equity,
as well as inclusion. For instance, nonprofit organizations utilize these words as they strive in the
competitive marketplaces to become more diverse. Although, several managers are uncertain
concerning the steps required to turn dialogue alongside intention into action (Bernstein, Aulgur,
& Freiwirth, 2019). There has never been a more critical moment to assist different organizations
in succeeding in their operations towards strengthening diversity, equity, together with inclusion.
According to the study by Brennan (2019), diversity, equity, and inclusion in HR management
show devices and data to aid leaders in making necessary changes that can lead to more diverse,
inclusive, and equitable organizations. Hence, in this research paper, the presentation offers the
baseline definitions, the cases for why diversity matters together with the introduction to
different resources that an individual might find in the Diversity, Equity, and Inclusion within
management of HR.
Definition of terms
The descriptions of diversity, equity, along with inclusion, are founded on language from
the D5 Coalition, UC Berkeley, and Racial Equity Devices Glossary.
Diversity
It comprises of all the manners in which individuals differ. It encompasses of the
different traits that make an individual or group to differ from another. Although, diversity is
always used in reference to mixed race, gender, and ethnicity, the HR embrace the broader
description of diversity that also comprise of age, religion, nationality, sexual orientation,
disability, the status of socioeconomic, marital status, physical appearance, along with language

DIVERSITY, EQUITY, AND INCLUSION 3
(Ruth, Bulger, Salipante, & Weisinger, 2019). In some cases, diversity comprises of ideas,
values, and perspectives. Therefore, in the management of human resources, diversity refers to
the concept that considers different ways individuals in management are alike while respecting
the manner other individuals are different (Downie et al., 2016). The application of diversity as a
notion to the majority of circumstances can result in the creation of a definite conclusion in
human resource management.
Equity
It refers to the fair access, opportunity, treatment, together with advancement for every
individual while at the same moment striving to eliminate as well as identify different barriers
that have in one way or the other prevented the full participation of different groups. The idea of
improving equity involves the process of increasing fairness together with justice within the
processes alongside the procedure of institutions or systems (Woody, 2017). The improvement of
equity in human resources management also consists of the increase of methods of institutions in
their distribution of operational resources. In human resource management, improving equity
comprise of the need to increase justice within the procedure of system in their allocation of
operational resources (Denton, 2017). Additionally, the necessity for tackling issues to do with
equity needs a proper understanding of the root causes of disparities in results within the HR
setting.
Inclusion
It refers to the act of developing environments in which any group or individual can be as
well as feel respected, welcomed, supported, and valued to have the opportunity of full
participation in the management process. The cases of inclusion along with the welcoming