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Discuss the idea of 'allyship' mentioned in the article. What do you think it means to be an ally to someone who's experiencing discrimination? How can you support your peers if you witness unfair treatment?

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Consider the analogy of diversity and inclusion strategies being like personal training plans. What do you think this means? How can individuals and companies actively implement these strategies for positive change?

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Do you think it's fair for companies to set quotas or targets for hiring people from underrepresented groups? Why or why not?

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How do you think having a diverse group of people in a workplace could benefit the company? Can you think of any examples where different perspectives might lead to better outcomes?

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Marin Katie Bella Gracie Dani

Means standing up for someone when you see something wrong

Allyship is being against discrimination and not being a bystander

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Some good and bad things

Underrepresented groups can get better opportunities from this

But you should hire from the best, not for looks

You can still make schools and workplaces diverse, but choose the right people as well

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It is definitely a strategy for companies to set quotas and targets in order to promote diversity. More employees from different ethnic groups will provide a kickstart and a base for future inclusivity actions. However, the company cannot solely rely on numbers, and DEI actions should not halt at meeting a quota.

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Marin Katie Bella Gracie Dani

diverse group means diverse perspectives

Different perspectives could mean someone could notice another option, or risk

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Listen to people's (their) experiences

Be ready to "walk the talk"

Discuss how someone is feeling with them

Try and talk to an adult about it in a personal manner

Advocate and spread correct information about discrimination and effects on mental health

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Having quotas makes work more about surface-level representation rather than choosing the best candidate for the position

Just because you have "better representation" in the workplace, it doesn't solve the systemic issues where they are not on a level playing field (e.g. disadvantageous due to lack of education)

Also this only accounts for rudimentary representation

Inside the workplace, it's up to one's ability to climb up the ladder of power, but because these underrepresented people are educated less and have less credentials, they won't be able to progress as much

The number of people in the workplace remains the same, it is likely that the increase of quotas for underrepresented people would mean that it would increase competition with other minority groups rather than the majority group

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Maddie, Madeleine, Emma and Amanda

In situations where two people are equally capable, and the person from the underrepresented group is overlooked due to racial bias, it is important for quotas to exist to ensure DEI and equal opportunity within the company and employment opportunity. However, these quotas do not necessarily ensure fair treatment as it may be as simple as "checking off a box" to perpetuate the image of being inclusive and equitable.