thank you for sharing - indeed “DIVERSITY management” has been critizised for mainly focusing on how to utilise talents in a business context. however not all companies - and not all universities/institutes/workgroups simply want to exploit their employees or on another. Some are seriously interested in finding ways to improve collaboration and invite a partnership atmosphere.
POVERTY is considered as relevant diversity aspect with severe consequences! e.g. in university context leading to questions of access based on your educational background, the need to work to finance your studies.
Poverty has of course not only an impact on the education and vocational choices you might be able make in your life, it also has a great impact on health (and the brain) and might thereby be important for HBP research.
Would you think it is also an important category for HBP staff? to consider the socio-economic background or income?
I’ll be back at the office next week and have a critical view on the checklist based on your feedback.