Diversity and inclusion

Diversity and inclusion are essential tenets of the Sustainable Development Goals (SDGs), a set of global objectives designed to address various social, economic, and environmental challenges. These concepts are not only integral to specific SDGs but also permeate the entire framework, emphasizing the need for equitable and inclusive approaches in all aspects of development.

SDG 10 (Reduced Inequalities) and SDG 5 (Gender Equality) are directly connected to the principles of diversity and inclusion. SDG 10 aims to reduce inequality within and among countries. This involves taking measures to ensure the social, economic, and political inclusion of all, regardless of age, sex, disability, race, ethnicity, origin, religion, or economic or other status. It calls for the elimination of discriminatory laws, policies, and practices, providing equal opportunities and reducing disparities, particularly for the most vulnerable and marginalized groups.

SDG 5 focuses on achieving gender equality and empowering all women and girls. This goal underscores the need for ending all forms of discrimination against women and girls everywhere, and it involves various targets including the elimination of violence, ensuring women's full participation in leadership and decision-making, and guaranteeing equal rights to economic resources. By promoting gender equality, SDG 5 directly contributes to the broader objective of creating inclusive societies.

Furthermore, diversity and inclusion are crucial in achieving SDG 4 (Quality Education), which aims to ensure inclusive and equitable quality education and promote lifelong learning opportunities for all. This involves addressing disparities in access to education and ensuring that vulnerable populations, including persons with disabilities, indigenous peoples, and children in vulnerable situations, receive equal opportunities for education. Inclusive education is a foundation for building more inclusive societies, as it prepares all individuals to participate fully in their communities and economies.

SDG 8 (Decent Work and Economic Growth) also embodies the values of diversity and inclusion. It promotes sustained, inclusive, and sustainable economic growth, full and productive employment, and decent work for all. This includes advocating for equal pay for work of equal value, promoting safe and inclusive working environments, and reducing the gender pay gap. By ensuring that all individuals have access to decent work opportunities and are treated fairly in the workplace, SDG 8 plays a pivotal role in advancing inclusive economic growth.

The pursuit of diversity and inclusion is indispensable for realizing the vision of the SDGs. These principles are not confined to specific goals but are woven throughout the entire framework, reflecting the understanding that a fair, sustainable, and prosperous world can only be achieved when all individuals, regardless of their background or circumstances, have the opportunity to contribute to and benefit from development. The SDGs recognize that addressing inequalities, empowering marginalized groups, and ensuring inclusive participation are essential for sustainable development, and they call on all stakeholders, including governments, businesses, civil society, and individuals, to work towards these objectives.

Elsevier, Advances in Radiation Oncology, Volume 4, April - June 2019
The proportion of female trainees in radiation oncology has generally declined despite increasing numbers of female medical students; as a result, radiation oncology is among the bottom 5 specialties in terms of the percentage of female applicants. Recently, social media has been harnessed as a tool to bring recognition to underrepresented groups within medicine and other fields.
Elsevier, Journal of Economic Behavior and Organization, Volume 159, March 2019
A burgeoning literature has examined earnings inequalities associated with a minority sexual orientation, but far less is known about sexual orientation-based differences in access to workplace authority – in contrast to well-documented gender and race-specific differences. We provide the first large-scale evidence on this question using confidential data from the 2009–2014 UK Integrated Household Surveys (IHS) (N = 607,709).
Elsevier, Journal of Clinical and Translational Endocrinology, Volume 15, March 2019
Background: The International Diabetes Federation (IDF) launched the Kids and Diabetes in School (KiDS) project in collaboration with the International Society for Paediatric and Adolescent Diabetes (ISPAD) and Sanofi Diabetes to inform and teach school staff, children and parents on the management of diabetes in school. Brazil and India were chosen as pilot countries. Methods: The evaluation was conducted using a qualitative methodology using semi-structured face to face in-depth interviews.
Study objective: We estimate emergency department (ED) use differences across Medicare enrollees of different race/ethnicity who are residing in the same zip codes. Methods: In this retrospective cohort study, we stratified all Medicare fee-for-service beneficiaries aged 66 years and older (2006 to 2012) by residence zip code and identified zip codes with racial/ethnic diversity, defined as containing at least 1 enrollee from each of 3 racial/ethnic groups: Hispanics, (non-Hispanic) blacks, and (non-Hispanic) whites.
This book chapter advances SDG 5 and 10 by investigating how to navigate and confront biases and discrimination while preserving a positive impression and reducing biases.
This book chapter advances SDG 5 and 10 by investigating how to confront bias and prejudice through online and social media platforms.
Elsevier,

Confronting Prejudice and Discrimination, The Science of Changing Minds and Behaviors, 2019, Pages 3-28

This chapter advances SDGs 3 and 10 by examining predicted and actual personal responses to racism and sexism by targets of bias and by nontarget group witnesses.
This chapter advances SDGs 3 and 10 by proposing that patient confrontation of physician bias may serve as a self-advocacy tool that reduces physician bias and improves quality of patient care.
Employers today must plan for an aging workforce and make a strong effort to attract and retain older workers. It is critical for employers to take note of the value older workers can bring to an organization and consider the following steps to address their needs within the context of workforce planning.

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