Abstract
Reimagining diversity, equity, and inclusion (DEI) became a high priority and central in WGU's strategic plan including successes, lessons learned, and opportunities to make an even greater impact for faculty, staff, students, and communities. In this chapter, per the authors, WGU's wins, lessons learned, and opportunities to make an even greater impact for faculty, staff, students, and stakeholders are explored. Higher education institutions and businesses alike realized an inclusive workplace where employees feel they can be their authentic selves was necessary to attract the best talent and foster greater innovation. Although WGU was more uniquely positioned to host DEI initiatives, strategies, and trainings virtually, there were still many lessons to be learned.
TopHistory Of Diversity In Organizations
The importance of inclusion has long been a key factor in corporate America. In 1961 President Kennedy signed into law Executive Order 10925 that stated “The contractor will take affirmative action to ensure that applicants are employed, and that employees are treated during employment, without regard to their race, creed, color or national origin” (Affirmative, 2021; para 2). Yet organizations quickly found that affirmative action was just a small step in a much larger need for action. According to Anand and Winters (2008) “…diversity training in the corporate arena has a checkered history and a plethora of critics who are convinced that such efforts are a waste of time” (p.356).
Key Terms in this Chapter
AAPI: Asian-American and Pacific Islander.
OKR: Objectives and key results.
ERG: Employee Resource Group.
ODEI: Office of Diversity, Equity, and Inclusion.
LGBTQ+: Lesbian, Gay, Bisexual, Transgender, Queer, Intersexual, Asexual.
DE&I: Diversity, equity, and inclusion.
BLM: Black Lives Matter.