But, before we tell you more about the event, it\u2019s worth taking some time to think about what diversity really means.<\/p>\n
Although the concept\u2019s been with us for a while, and there\u2019s a wealth of activity focused on promoting and improving diversity, there are still a lot of assumptions made about what it actually is.<\/p>\n
So here are a few of the common myths about diversity and responses to them.<\/p>\n
Diversity is:<\/h2>\n1. \u2018\u2026about political correctness\u2019<\/strong><\/h2>\nDiversity (and \u2018political correctness\u2019) aren\u2019t about:<\/p>\n
\n- oversensitivity<\/li>\n
- policing people\u2019s speech and actions<\/li>\n
- shaming people because they don\u2019t know the \u2018right\u2019 ways of referring to particular groups<\/li>\n<\/ul>\n
Their focus is courtesy, dignity, empathy<\/a> and respecting difference.<\/p>\nThey\u2019re also about taking time to think how what we do, what we say, and how we choose to say it, can have an impact on other people (and, ultimately, on our organisations as a whole).<\/p>\n
2.\u2018\u2026only about race and gender\u2019<\/strong><\/h2>\nDiversity\u2019s not just about race, gender or any of the other protected characteristics listed in the Equality Act 2010<\/a>.<\/p>\nThe Equality and Human Rights Commission defines Equality as:<\/p>\n
\u2026ensuring that every individual has an equal opportunity to<\/p>\n
make the most of their lives and talents, and believing that no<\/p>\n
one should have poorer life chances because of where, what<\/p>\n
or whom they were born, what they believe, or whether they<\/p>\n
have a disability. Equality recognises that historically, certain<\/p>\n
groups of people with particular characteristics e.g. race, disability,<\/p>\n
sex and sexuality, have experienced discrimination.<\/p><\/blockquote>\n
But diversity\u2019s much broader than just differences between groups. It\u2019s about recognising all our individual, as well as group, differences.<\/p>\n
It\u2019s everything from the times of day that we work best, to the way that we like to receive feedback.<\/p>\n
<\/p>\n
![\"Team](\"data:image\/svg+xml;base64,PHN2ZyB3aWR0aD0iMSIgaGVpZ2h0PSIxIiB4bWxucz0iaHR0cDovL3d3dy53My5vcmcvMjAwMC9zdmciPjwvc3ZnPg==\")
<\/a>The mygov.scot Content Team<\/p><\/div>\n
<\/p>\n
3.\u00a0\u2018\u2026about lowering standards\u2019<\/strong><\/h2>\nThis comment\u2019s sometimes made in relation to recruitment. But diversity\u2019s not about lowering standards. Not hiring the best person for the job doesn\u2019t do anyone any favours.<\/p>\n
It\u2019s about looking at how we define \u2018best\u2019 and being open and transparent about it.<\/p>\n
And making sure that that this definition doesn\u2019t unintentionally exclude, or create barriers for, people who could make positive contributions to what we\u2019re doing.<\/p>\n
It\u2019s also about remembering that \u2018best\u2019 shouldn’t necessarily mean someone who looks, sounds and thinks exactly like us.<\/p>\n
Focusing on similarities, and staying stuck in our comfort zones, means we\u2019re potentially missing out on valuable skills, knowledge and experience.<\/p>\n
4. \u2018\u2026about special treatment\u2019<\/strong><\/h2>\nDiversity\u2019s not about favouritism, or prioritising one person\u2019s needs over another\u2019s.<\/p>\n
It\u2019s about considering everyone\u2019s individual needs, and:<\/p>\n
\n- recognising the varied ways in which people contribute to our organisations<\/li>\n
- valuing different talents, types of knowledge and ways of being<\/li>\n<\/ul>\n
5. \u2018\u2026a problem\u2019<\/strong><\/h2>\nRather than see diversity as a problem, it\u2019s more beneficial for us to view it as an opportunity.<\/p>\n
Diversity (and \u2018political correctness\u2019) aren\u2019t about:<\/p>\n
- \n
- oversensitivity<\/li>\n
- policing people\u2019s speech and actions<\/li>\n
- shaming people because they don\u2019t know the \u2018right\u2019 ways of referring to particular groups<\/li>\n<\/ul>\n
Their focus is courtesy, dignity, empathy<\/a> and respecting difference.<\/p>\n
They\u2019re also about taking time to think how what we do, what we say, and how we choose to say it, can have an impact on other people (and, ultimately, on our organisations as a whole).<\/p>\n
2.\u2018\u2026only about race and gender\u2019<\/strong><\/h2>\n
Diversity\u2019s not just about race, gender or any of the other protected characteristics listed in the Equality Act 2010<\/a>.<\/p>\n
The Equality and Human Rights Commission defines Equality as:<\/p>\n
\u2026ensuring that every individual has an equal opportunity to<\/p>\n
make the most of their lives and talents, and believing that no<\/p>\n
one should have poorer life chances because of where, what<\/p>\n
or whom they were born, what they believe, or whether they<\/p>\n
have a disability. Equality recognises that historically, certain<\/p>\n
groups of people with particular characteristics e.g. race, disability,<\/p>\n
sex and sexuality, have experienced discrimination.<\/p><\/blockquote>\n
But diversity\u2019s much broader than just differences between groups. It\u2019s about recognising all our individual, as well as group, differences.<\/p>\n
It\u2019s everything from the times of day that we work best, to the way that we like to receive feedback.<\/p>\n
<\/p>\n
<\/a>The mygov.scot Content Team<\/p><\/div>\n
<\/p>\n
3.\u00a0\u2018\u2026about lowering standards\u2019<\/strong><\/h2>\n
This comment\u2019s sometimes made in relation to recruitment. But diversity\u2019s not about lowering standards. Not hiring the best person for the job doesn\u2019t do anyone any favours.<\/p>\n
It\u2019s about looking at how we define \u2018best\u2019 and being open and transparent about it.<\/p>\n
And making sure that that this definition doesn\u2019t unintentionally exclude, or create barriers for, people who could make positive contributions to what we\u2019re doing.<\/p>\n
It\u2019s also about remembering that \u2018best\u2019 shouldn’t necessarily mean someone who looks, sounds and thinks exactly like us.<\/p>\n
Focusing on similarities, and staying stuck in our comfort zones, means we\u2019re potentially missing out on valuable skills, knowledge and experience.<\/p>\n
4. \u2018\u2026about special treatment\u2019<\/strong><\/h2>\n
Diversity\u2019s not about favouritism, or prioritising one person\u2019s needs over another\u2019s.<\/p>\n
It\u2019s about considering everyone\u2019s individual needs, and:<\/p>\n
- \n
- recognising the varied ways in which people contribute to our organisations<\/li>\n
- valuing different talents, types of knowledge and ways of being<\/li>\n<\/ul>\n
5. \u2018\u2026a problem\u2019<\/strong><\/h2>\n
Rather than see diversity as a problem, it\u2019s more beneficial for us to view it as an opportunity.<\/p>\n
![\"Team](\"https:\/\/blogs.gov.scot\/digital\/wp-content\/uploads\/sites\/5\/2017\/01\/contentteamcivtech.jpg\")
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