Consuming Culturally Diverse Research

One way we can increase our culturally sensitivity as SLPs is through consuming or conducting culturally diverse research. Today, we can start with consuming research. Here are 5 places you can find and read culturally diverse research! If you have conducted research related to this topic, share the link in the comments below!

McKinsey and Company Diversity Matters Project

Our “Diversity Matters” research looked at the relationship between the level of diversity (defined as a greater share of women and a more mixed ethnic/racial composition in the leadership of large companies) and company financial performance (measured as average EBIT 2010–2013). The research is based on financial data and leadership demographics compiled for this purpose from hundreds of organisations and thousands of executives in the United Kingdom, Canada, Latin America, and the United States. The size of the dataset allows for results that are
statistically significant and the analysis is the first that we are aware of that measures how much the relationship between diversity and performance is worth in terms of increased profitability.

Diversity Research Institute

Their mission is to produce diversity and inclusion knowledge and practices that can help businesses and organizations thrive economically, become socially responsible, and create fair and just workplaces. Their research surrounds topics of human capital, demographics, best diversity and inclusion practices for specific industries, and white papers.

Aleria Research for Inclusive and Equitable Societies

Aleria Research is a nonprofit whose purpose is to conduct charitable, scientific research in areas related to Diversity & Inclusion. Our mission is to demonstrate the value of D&I and foster greater inclusion and equality across society. Our work specifically aims to benefit women, underrepresented minorities, people with disabilities, and other disadvantaged and underserved communities by convincing the privileged majority of the value of becoming more diverse and more inclusive.

Society for Research in Child Development

Beyond Diversity

The increasingly diverse demographics of the United States
and the rising share of educational and consequent financial
capital possessed by people of color are beginning to force
organizations across sectors to rethink models of success
and how to ensure sustainability in the future. In the
environmental sector, organizations are turning attention
to diversifying management and leadership to better reflect
the constituencies they serve. In order to do this effectively,
mainstream environmental organizations must institute
readiness, recruitment, and retention (3Rs) practices that
integrate diversity, equity and inclusion into their mission
and work. In terms of diversity, equity and inclusion,
readiness refers to an organization’s capacity and
preparedness to foster diverse viewpoints, support
employees and partner organizations through inclusive
and equitable practices and culture. Recruitment means
the active procurement of diverse talent pools, and
retention means building meaningful pathways to promotion
and building affinity within the organization so that all
differences are valued. 3R best practices are the tools
by which an organization meets its diversity challenges,
especially at the highest levels, and transforms into
a truly inclusive work culture. 3R practices are critical to
organizations remaining relevant and developing sustainable
solutions to our most pressing environmental problems.

This was day 18 of Better Speech and Hearing month.

If you missed the first seventeen days of BHSM, click here to check them out.

Come back tomorrow to learn more about cultural sensitivity as an SLP.