• Diversity: Any difference between individuals and groups. Diversity can refer to visible traits (age, race, gender, disability, etc.) or can refer to invisible traits (sexual orientation, marital status, etc.).
• Inclusion: A culture that values the unique perspectives and contributions of all participants. When people with different identities are valued, feel welcome, and are encouraged to fully participate within a given setting. In other words, inclusion is about involvement.
• Bias: An inclination/preference directed toward or against a particular group of people. Biases can be deliberate (explicit bias) or they can be unintentional (implicit bias).
• Gender Pay Gap: The difference between the amounts of money paid to women and men, often for doing the same work. The size of the pay gap can be further influenced by race and ethnicity.
• Accessibility: The design of products, services or environments to be usable by people with disabilities.
• Universal Design: The design of products or environments to be usable by all people (aka: Designing for All)

Americans are more racially and ethnically diverse than in the past, and the U.S. is projected to be even more diverse in the coming decades. Here are a few resources that break down what our country’s demographics look like now and in the future.

Diversity has many benefits. It helps us understand people who are different from us, builds empathy, diminishes bias, and makes us more productive and successful at work and in school. Read on for more about why diversity matters and how it improves many aspects of our lives.

Although diversity and inclusion are often linked, the presence of one does not guarantee that the other is also present. In other words, a setting may be diverse, while not necessarily being inclusive. People may feel excluded, uncomfortable, undervalued, and afraid to contribute or express themselves if their environment is not an inclusive one. This affects everyone, as we all benefit from each others’ input, skills, and points of view.

Here are seven strategies to become more aware about inclusivity in your daily life – starting today!  Dive into this article to learn more about each strategy.

1. Listen more, talk carefully. Communication is the first aspect to work on; respect gender pronouns, don’t interrupt or overtalk, and avoid assertive language.
2. Challenge stereotypes. When we meet a person, it is important to try to recognize the power and/or biases embedded within the first impression.
3. Avoid assumptions. Don’t make assumptions about a person’s physical traits, gender, ability level, or socio-economic background or other traits. (Assumptions take for granted that our audience shares the same requirements and experiences as we do.)
4. Ask yourself and others (the right) questions. How much do I know about someone else? Is my opinion required? Am I allowing everyone to talk? If you think that the questions to yourself do not lead to much, try to involve someone who, in your opinion, can help you.
5. Be aware of your privileges. It’s important to acknowledge the advantages that are available to us, and the ones that are not available to others.
6. Be proactive in educating yourself on the topic. Get the facts on diversity and inclusion from articles, essays, books, and blogs.
7. Stay open, stay curious, and do not fear mistakes. Becoming and remaining inclusive is a process. Remain open, curious and continue looking for opportunities to learn and challenge our beliefs and personal patterns.