My Diversity Philosophy

One blind spot I think I had at the start of the semester was the idea about disability. When you mention disability, I can honestly say that I always thought of the physical forms of disability. So when it came to helping accommodate for disabilities I would naturally think of things like wheelchair ramps or special seating in the offices. I never considered the fact that “invisible” disabilities were present in the workplace. Now when you say disability I think of not only the physical but also the mental and learning disabilities that can affect people within the workplace.
Is there a person or a group that helped you grow as a diversity leader?
I think this question is really simple to answer: Dr. Robin and the whole class. I think that
Your definition of diversity
At the start of the semester, I don’t think I really had a good definition for diversity. It was likely just having a range or variety of people who are different. But now after 4 months of this class I would say my definition has grown and become a lot more detailed. I would define diversity as respect for and the inclusion of differences in ethnicity, gender, age, national origin, disability, sexual orientation, education, and religion. I think diversity should also include life styles, classes, and cultures.
Relevant values or overall statements of
There is always going to be advantage and disadvantage because everyone comes from different circumstances. I want to be aware of my own advantages and be able to observe the effects of being advantaged in certain situations. I also want to be able to recognize intersectionality and how overlapping identities or race, class, ethnicity, disability, gender, religion and sexual orientation impact the way people experience discrimination. Intersectionality is a completely new term to me but I don’t want to forget about it when I go into the workplace. I want to constantly be able to identify and apply it to