In developing a campus climate that implements effective diversity and inclusion, it is necessary to examine bias in hiring and supervision.
In discussions of Diversity and Inclusion, these are the broad definitions employed by the American Association of Colleges and Universities:
Diversity: individual differences (e.g. personality, learning styles and life experiences) and group/social differences (e.g., race/ethnicity, class, gender, sexual orientation, country of origin and ability as well as cultural, political, religious or other affiliations
Inclusion: the active, intentional and ongoing engagement with diversity - in the curriculum, in the co-curriculum and in the communities (intellectual, social, cultural, geographical) with which individuals might connect - in ways that increase awareness, content knowledge, cognitive sophistication and empathic understanding of the complex ways individuals interact with systems and institutions
Cognitive bias refers to the unconscious patterns of thought which have the unintended effect of conferring advantage to some and disadvantage to others. (Krieger 1995; Reskin 2000)
Structural bias refers to the institutional patterns and practices that confer advantage to some and disadvantage to others based on identity. (McIntosh 1988; Rosette 2006)