这些框架旨在帮助我们理解多样性, equity, inclusion, and belonging, 通过提供环境，使这些包容性系统能够茁壮成长，并充分存在于社区和机构内的个人中. 我们鼓励您查看它们，并将它们添加到您的DEIB主题资源库中.
Frameworks
Gardenswartz和Rowe创建的四层多样性模型影响并扩大了关于多样性的讨论. 它通过反映组织中每个人的实际情况来确定包容性的基调.
*Gardenswartz & Rowe, Diverse Teams at Work (2nd Edition, SHRM, 2003)
*《电子游戏软件》和《电子游戏软件》改编自玛丽莲·洛登和朱迪·罗森, Workforce America! (Business One Irwin, 1991)
Jones, D. (n.d.). Why Gardenswartz & Rowe? Why Gardenswartz & Rowe. Retrieved July 11, 2022, from http://www.gardenswartzrowe.com/why-g-r
Personality is the innermost circle. 从中间到最外层的每个圆圈代表多样性的维度，顺序如下, External Dimensions, Organizational Dimensions
Internal Dimensions 包括:年龄，性别，性取向，体能，民族，种族
External Dimensions include: Geographic Location, Income, Personal Habits, Recreational Habits, Religion, Educational Background, Work Experience, Appearance, Parental Status, Marital Status
Organizational Dimensions include: Functional Level/Classification, Work Content Field, Division/Department Unit/Group, Seniority, Work Location, Union Affiliation, Management Status
MIT Human Resources (n.d.). 多样性的四个层面[PDF格式的PowerPoint简报]. MIT Human Resources, http://hr.mit.edu/diversity-equity-inclusion/resources
*改编自玛丽莲·洛登和朱莉·罗森，《电子游戏正规平台》!” (Business One Irwin, 1991)
Self 是在最里面的圆圈里，代表着多样性的个体维度. 从中间到最外层的每个圆圈代表多样性的维度，顺序如下, External Dimensions, Organizational Dimensions
Internal Dimensions include: Race, Age, Gender Identity, Sexual Orientation, Ability/Able-bodiedness, Nationality/Ethnicity, and Immigration Status
External Dimensions include: Geographic Location, Socio-Economic Class, Personal Habits, Hobbies/Spare Time Activities, Religion/Spirituality, Education, Experience, Appearance/Size, Parental Status, Marital Status
Organizational Dimensions include: Functional Level/Classification, Work Content/Field, Seniority, Division/Department/Unit/Group, Work Location, Union Affiliation, Management Status
Other aspects of diversity include:
- Communication Styles: Internal processor (i.e., think before speaking?), External processor (i.e., think while speaking?), Code-switching
- 性格“测试”:MBTI，优势识别器，九型人格，DISC
- 冲突处理模式:竞争、合作、妥协、回避、适应
A Framework for Diversity, 这有助于制定有助于监测多样性方面的体制效力的指标.
Source: Smith, D. G. (2020). 多样性对高等教育的承诺:让它发挥作用. JOHNS HOPKINS UNIV Press.
“Mission” is the middle centered circle, 左边是“Global Context”右边是“Local Context”
Extending out from “Mission,在“全球背景”上方的左侧是“气候与族群间关系”.” Below is “Access and Success”
从“使命”延伸出来，在右侧“本地背景”上方是“教育和奖学金”.” Below is “Institutional Viability and Vitality”
Source: Wilson Pickett, C., Ortiz, E.F., Edghill-Walden, V., Felton, J.A., Garcia, D.H., Gooden, A., Outing, D.A., Truong, K.A., Nolan Young, P., Stevenson, T.N., Dexter, M.R., & Winters, T. (2021). 推进校园反种族主义战略的框架. 全国高等教育多元化官员协会. View source PDF
NADOHE的反种族主义框架提出了十(10)个优先领域，在这些领域，反种族主义战略将显著改善黑人的处境, Indigenous, and People of Color (BIPOC) students, faculty, 并适用于各种类型的学院和大学. 应当指出的是，这些优先领域的处理没有规定的顺序. 对您的社区进行盘点，以确定最初的焦点和制定计划，以优先考虑您的组织的需求，这一点非常重要.
- 制度结构-目的通过识别和消除高等教育组织中阻碍受教育机会的结构性障碍，创造公平的制度.
- 政策和程序-目的用反种族主义政策和实践取代阻碍BIPOC和历史上被边缘化群体成功的结构性和系统性政策和实践
- 资源分配-目的要求院校从公平的角度审核其资源分配，以资助多元化公平, 并确保总体支出与反种族主义做法保持一致.
- 学术公平和学生成功-目的创建公平的系统，促进任何高等教育机构的BIPOC学生在课堂内外的学术公平和学生成功.
- 课程和教学法-目的确保课程和教学法被用于设计课堂体验，以实现学术公平
- Hiring, Retention, 目的在高等教育机构内实施保障措施，促进公平程序，消除招聘中的种族主义做法, retention, and promotion decisions.
- 机构规划-目的提供必要的知识和必要的工具，以纠正历史上的错误，并恢复基于自豪感的自治, territoriality, self-determination, and self-defense.
- 教育/培训/员工发展-目的为学生提供反种族主义培训和职业发展机会, faculty, staff, and the broader community.
- 校园气候/文化-目的衡量学校的种族化温度，以阐明和解决影响校园社区所有成员福祉的不公平条件(与制度和人际互动相关的政策和实践), including BIPOC students, staff, and faculty.
- 招生和准入-目的使用反种族主义策略来增加BIPOC学生进入高等教育机构的录取和准入.