{"id":1214,"date":"2019-09-04T20:19:14","date_gmt":"2019-09-04T20:19:14","guid":{"rendered":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/?post_type=chapter&#038;p=1214"},"modified":"2026-02-26T16:52:35","modified_gmt":"2026-02-26T16:52:35","slug":"diversity-and-inclusion","status":"publish","type":"chapter","link":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/chapter\/diversity-and-inclusion\/","title":{"raw":"Diversity and Inclusion","rendered":"Diversity and Inclusion"},"content":{"raw":"<div class=\"textbox learning-objectives\">\r\n<h3>Learning Outcomes<\/h3>\r\n<ul>\r\n \t<li>Compare diversity and inclusion<\/li>\r\n<\/ul>\r\n<\/div>\r\n<img class=\"alignright wp-image-1799\" src=\"https:\/\/s3-us-west-2.amazonaws.com\/courses-images\/wp-content\/uploads\/sites\/4056\/2019\/09\/18235103\/43972155260_3b4a6281bc_k-1024x683.jpg\" alt=\"Coworkers in a business meeting\" width=\"400\" height=\"267\" \/>\r\n\r\nLanguage can be imprecise and, therefore, ineffective in supporting communication or the transfer of meaning that is essential to collaboration and, in particular, affecting change. Diversity and inclusion speaker and advisor Joe Gerstandt comments \u201cmaybe our greatest barrier to further progress [toward achieving diversity] is that [diversity] remains an issue that seems very vague and ambiguous to many people, primarily about platitudes and political correctness. It is [a term that is] watered down now, it means a bunch of different stuff to a bunch of people\u2026and to some people it has become too negative, too complicated, too charged.\u201d[footnote]Gerstandt, Joe. \"<a href=\"https:\/\/www.joegerstandt.com\/2011\/03\/what-does-diversity-mean\/\" target=\"_blank\" rel=\"noopener\">What Does Diversity Mean to You?<\/a>\" Joe Gerstandt : The Value of Difference. March 21, 2011. Accessed September 14, 2019.[\/footnote] So true.\r\n\r\nIn order to get us all on the same page, we\u2019ll start with a minimalist statement that defines and differentiates between diversity and inclusion. To quote Gerstandt: \u201cDiversity means difference and inclusion means our ability to include difference.\u201d Practically speaking, diversity can be understood as a range of human characteristics that differ from our own and\/or from those we share with the groups to which we belong. Inclusion is more intuitive; as the Oxford Dictionary defines it, inclusion is \u201cthe action or state of including or of being included within a group or structure.\u201d[footnote]\"<a href=\"https:\/\/www.lexico.com\/en\/definition\/inclusion\" target=\"_blank\" rel=\"noopener\">Inclusion<\/a>.\" Lexico. Accessed September 14, 2019.[\/footnote] One point worth emphasizing in that definition: inclusion involves \u201cincluding\u201d as well as \u201cbeing included.\u201d To that point, Gerstandt emphasizes that \u201c[Inclusion is] activist in nature.\u201d As he puts it, the key question is \u201cwhat do you do intentionally, and deliberately to be more inclusive?\u201d[footnote]Gerstandt, Joe. \"<a href=\"https:\/\/www.joegerstandt.com\/2019\/04\/inclusion-in-action\/\" target=\"_blank\" rel=\"noopener\">Inclusion in Action<\/a>.\" Joe Gerstandt : The Value of Difference. April 11, 2019. Accessed September 14, 2019.[\/footnote]\r\n\r\nA distinction worth noting is that there are generational differences in how diversity and inclusion are interpreted. In their 2019 report \u201cThe Bias Barrier: Allyships, Inclusion and Everyday Behaviors,\u201d Deloitte identified that \u201cmillennials (aka Generation Y) view inclusion as having a culture of connectedness that facilitates teaming, collaboration, and professional growth.\u201d[footnote]Smith, Christie and Stephanie Turner. \"<a href=\"https:\/\/www2.deloitte.com\/content\/dam\/Deloitte\/us\/Documents\/about-deloitte\/us-inclus-millennial-influence-120215.pdf\" target=\"_blank\" rel=\"noopener\">The Radical Transformation of Diversity and Inclusion: The Millennial Influence<\/a>.\" Deloitte University, The Leadership Center for Inclusion. Accessed September 14, 2019.[\/footnote] In contrast, Baby Boomers and Generation X-ers consider diversity and inclusion a matter of representation and assimilation.\r\n<table style=\"border-collapse: collapse; width: 100%;\" border=\"1\"><caption>Table 1. Millennial vs Nonmillennial Definitions of Diversity[footnote]Ibid.[\/footnote]<\/caption>\r\n<thead>\r\n<tr>\r\n<th style=\"width: 50%;\">Millennials are more likely to focus on<\/th>\r\n<th style=\"width: 50%;\">Nonmillennials are more likely to focus on<\/th>\r\n<\/tr>\r\n<\/thead>\r\n<tbody>\r\n<tr>\r\n<td style=\"width: 50%;\">32% more likely to focus on respecting identities<\/td>\r\n<td style=\"width: 50%;\">21% more likely to focus on representation<\/td>\r\n<\/tr>\r\n<tr>\r\n<td style=\"width: 50%;\">35% more likely to focus on unique experiences<\/td>\r\n<td style=\"width: 50%;\">19% more likely to focus on religion and demographics<\/td>\r\n<\/tr>\r\n<tr>\r\n<td style=\"width: 50%;\">29% more likely to focus on ideas, opinions, and thoughts<\/td>\r\n<td style=\"width: 50%;\">25% more likely to focus on equality<\/td>\r\n<\/tr>\r\n<\/tbody>\r\n<\/table>\r\n<div class=\"textbox tryit\">\r\n<h3>Practice Question<\/h3>\r\nhttps:\/\/assess.lumenlearning.com\/practice\/39c46793-a369-42b6-8f87-89d8eee79d03\r\n\r\n<\/div>\r\n<div class=\"textbox key-takeaways\">\r\n<h3>Key Perspective Point<\/h3>\r\nFor Millennials, inclusion is primarily about cognitive diversity; specifically, \u201ccapitalizing on a variety of perspectives in order to make a stronger business impact.\u201d\u00a0Deloitte University Leadership Center for Inclusion Managing Principal Christie Smith and Deloitte consultant Dr. Stephanie Turner note that transforming the diversity and inclusion model isn\u2019t just a retention issue, \u201cthe millennial viewpoint is simply better for business.\u201d[footnote]Ibid.[\/footnote]\r\n\r\n<\/div>\r\n<div class=\"textbox key-takeaways\">\r\n<h3>Related statistic<\/h3>\r\nAn IBM study found that 75% of CEOs and executives consider leveraging cognitive diversity fundamental for organizational success.\r\n\r\n<\/div>\r\nIf you think diversity and inclusion\u2014however its defined or interpreted\u2014is pass\u00e9, think again. SHRM Senior Legal Editor Lisa Nagele-Piazza lists \u201cimproving gender diversity\u201d[footnote]Nagele-Piazzam Lisa. \"<a href=\"https:\/\/www.shrm.org\/hr-today\/news\/hr-news\/pages\/top-10-workplace-trends-for-2019.aspx\" target=\"_blank\" rel=\"noopener\">Top 10 Workplace Trends for 2019<\/a>.\" Society for Human Resource Management. June 27, 2019. Accessed September 14, 2019.[\/footnote] as one of the Top Ten Workplace Trends for 2019.\r\n\r\nAuthor, researcher and advisor Josh Bersin considers diversity and inclusion \u201ca very hot topic.\u201d[footnote]Bersin, Josh. \"<a href=\"https:\/\/joshbersin.com\/2018\/08\/diversity-and-inclusion-is-a-business-strategy-not-an-hr-program\/\" target=\"_blank\" rel=\"noopener\">Diversity and Inclusion is a Business Stratgey, Not an HR Program<\/a>.\" Josh Bersin. August 29, 2018. Accessed September 14, 2019.[\/footnote] In fact, he says it comes up in every client conversation. Why? Follow the hashtags (e.g., #metoo, #blacklivesmatter), political positioning, with the emphasis on income inequality and fairness, and the realities of employee expectations translating into activism or turnover. As Bersin puts it: diversity and inclusion is not [just] an HR program, it\u2019s a business strategy.","rendered":"<div class=\"textbox learning-objectives\">\n<h3>Learning Outcomes<\/h3>\n<ul>\n<li>Compare diversity and inclusion<\/li>\n<\/ul>\n<\/div>\n<p><img loading=\"lazy\" decoding=\"async\" class=\"alignright wp-image-1799\" src=\"https:\/\/s3-us-west-2.amazonaws.com\/courses-images\/wp-content\/uploads\/sites\/4056\/2019\/09\/18235103\/43972155260_3b4a6281bc_k-1024x683.jpg\" alt=\"Coworkers in a business meeting\" width=\"400\" height=\"267\" \/><\/p>\n<p>Language can be imprecise and, therefore, ineffective in supporting communication or the transfer of meaning that is essential to collaboration and, in particular, affecting change. Diversity and inclusion speaker and advisor Joe Gerstandt comments \u201cmaybe our greatest barrier to further progress [toward achieving diversity] is that [diversity] remains an issue that seems very vague and ambiguous to many people, primarily about platitudes and political correctness. It is [a term that is] watered down now, it means a bunch of different stuff to a bunch of people\u2026and to some people it has become too negative, too complicated, too charged.\u201d<a class=\"footnote\" title=\"Gerstandt, Joe. &quot;What Does Diversity Mean to You?&quot; Joe Gerstandt : The Value of Difference. March 21, 2011. Accessed September 14, 2019.\" id=\"return-footnote-1214-1\" href=\"#footnote-1214-1\" aria-label=\"Footnote 1\"><sup class=\"footnote\">[1]<\/sup><\/a> So true.<\/p>\n<p>In order to get us all on the same page, we\u2019ll start with a minimalist statement that defines and differentiates between diversity and inclusion. To quote Gerstandt: \u201cDiversity means difference and inclusion means our ability to include difference.\u201d Practically speaking, diversity can be understood as a range of human characteristics that differ from our own and\/or from those we share with the groups to which we belong. Inclusion is more intuitive; as the Oxford Dictionary defines it, inclusion is \u201cthe action or state of including or of being included within a group or structure.\u201d<a class=\"footnote\" title=\"&quot;Inclusion.&quot; Lexico. Accessed September 14, 2019.\" id=\"return-footnote-1214-2\" href=\"#footnote-1214-2\" aria-label=\"Footnote 2\"><sup class=\"footnote\">[2]<\/sup><\/a> One point worth emphasizing in that definition: inclusion involves \u201cincluding\u201d as well as \u201cbeing included.\u201d To that point, Gerstandt emphasizes that \u201c[Inclusion is] activist in nature.\u201d As he puts it, the key question is \u201cwhat do you do intentionally, and deliberately to be more inclusive?\u201d<a class=\"footnote\" title=\"Gerstandt, Joe. &quot;Inclusion in Action.&quot; Joe Gerstandt : The Value of Difference. April 11, 2019. Accessed September 14, 2019.\" id=\"return-footnote-1214-3\" href=\"#footnote-1214-3\" aria-label=\"Footnote 3\"><sup class=\"footnote\">[3]<\/sup><\/a><\/p>\n<p>A distinction worth noting is that there are generational differences in how diversity and inclusion are interpreted. In their 2019 report \u201cThe Bias Barrier: Allyships, Inclusion and Everyday Behaviors,\u201d Deloitte identified that \u201cmillennials (aka Generation Y) view inclusion as having a culture of connectedness that facilitates teaming, collaboration, and professional growth.\u201d<a class=\"footnote\" title=\"Smith, Christie and Stephanie Turner. &quot;The Radical Transformation of Diversity and Inclusion: The Millennial Influence.&quot; Deloitte University, The Leadership Center for Inclusion. Accessed September 14, 2019.\" id=\"return-footnote-1214-4\" href=\"#footnote-1214-4\" aria-label=\"Footnote 4\"><sup class=\"footnote\">[4]<\/sup><\/a> In contrast, Baby Boomers and Generation X-ers consider diversity and inclusion a matter of representation and assimilation.<\/p>\n<table style=\"border-collapse: collapse; width: 100%;\">\n<caption>Table 1. Millennial vs Nonmillennial Definitions of Diversity<a class=\"footnote\" title=\"Ibid.\" id=\"return-footnote-1214-5\" href=\"#footnote-1214-5\" aria-label=\"Footnote 5\"><sup class=\"footnote\">[5]<\/sup><\/a><\/caption>\n<thead>\n<tr>\n<th style=\"width: 50%;\">Millennials are more likely to focus on<\/th>\n<th style=\"width: 50%;\">Nonmillennials are more likely to focus on<\/th>\n<\/tr>\n<\/thead>\n<tbody>\n<tr>\n<td style=\"width: 50%;\">32% more likely to focus on respecting identities<\/td>\n<td style=\"width: 50%;\">21% more likely to focus on representation<\/td>\n<\/tr>\n<tr>\n<td style=\"width: 50%;\">35% more likely to focus on unique experiences<\/td>\n<td style=\"width: 50%;\">19% more likely to focus on religion and demographics<\/td>\n<\/tr>\n<tr>\n<td style=\"width: 50%;\">29% more likely to focus on ideas, opinions, and thoughts<\/td>\n<td style=\"width: 50%;\">25% more likely to focus on equality<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<div class=\"textbox tryit\">\n<h3>Practice Question<\/h3>\n<p>\t<iframe id=\"assessment_practice_39c46793-a369-42b6-8f87-89d8eee79d03\" class=\"resizable\" src=\"https:\/\/assess.lumenlearning.com\/practice\/39c46793-a369-42b6-8f87-89d8eee79d03?iframe_resize_id=assessment_practice_id_39c46793-a369-42b6-8f87-89d8eee79d03\" frameborder=\"0\" style=\"border:none;width:100%;height:100%;min-height:300px;\"><br \/>\n\t<\/iframe><\/p>\n<\/div>\n<div class=\"textbox key-takeaways\">\n<h3>Key Perspective Point<\/h3>\n<p>For Millennials, inclusion is primarily about cognitive diversity; specifically, \u201ccapitalizing on a variety of perspectives in order to make a stronger business impact.\u201d\u00a0Deloitte University Leadership Center for Inclusion Managing Principal Christie Smith and Deloitte consultant Dr. Stephanie Turner note that transforming the diversity and inclusion model isn\u2019t just a retention issue, \u201cthe millennial viewpoint is simply better for business.\u201d<a class=\"footnote\" title=\"Ibid.\" id=\"return-footnote-1214-6\" href=\"#footnote-1214-6\" aria-label=\"Footnote 6\"><sup class=\"footnote\">[6]<\/sup><\/a><\/p>\n<\/div>\n<div class=\"textbox key-takeaways\">\n<h3>Related statistic<\/h3>\n<p>An IBM study found that 75% of CEOs and executives consider leveraging cognitive diversity fundamental for organizational success.<\/p>\n<\/div>\n<p>If you think diversity and inclusion\u2014however its defined or interpreted\u2014is pass\u00e9, think again. SHRM Senior Legal Editor Lisa Nagele-Piazza lists \u201cimproving gender diversity\u201d<a class=\"footnote\" title=\"Nagele-Piazzam Lisa. &quot;Top 10 Workplace Trends for 2019.&quot; Society for Human Resource Management. June 27, 2019. Accessed September 14, 2019.\" id=\"return-footnote-1214-7\" href=\"#footnote-1214-7\" aria-label=\"Footnote 7\"><sup class=\"footnote\">[7]<\/sup><\/a> as one of the Top Ten Workplace Trends for 2019.<\/p>\n<p>Author, researcher and advisor Josh Bersin considers diversity and inclusion \u201ca very hot topic.\u201d<a class=\"footnote\" title=\"Bersin, Josh. &quot;Diversity and Inclusion is a Business Stratgey, Not an HR Program.&quot; Josh Bersin. August 29, 2018. Accessed September 14, 2019.\" id=\"return-footnote-1214-8\" href=\"#footnote-1214-8\" aria-label=\"Footnote 8\"><sup class=\"footnote\">[8]<\/sup><\/a> In fact, he says it comes up in every client conversation. Why? Follow the hashtags (e.g., #metoo, #blacklivesmatter), political positioning, with the emphasis on income inequality and fairness, and the realities of employee expectations translating into activism or turnover. As Bersin puts it: diversity and inclusion is not [just] an HR program, it\u2019s a business strategy.<\/p>\n\n\t\t\t <section class=\"citations-section\" role=\"contentinfo\">\n\t\t\t <h3>Candela Citations<\/h3>\n\t\t\t\t\t <div>\n\t\t\t\t\t\t <div id=\"citation-list-1214\">\n\t\t\t\t\t\t\t <div class=\"licensing\"><div class=\"license-attribution-dropdown-subheading\">CC licensed content, Original<\/div><ul class=\"citation-list\"><li>Diversity and Inclusion. <strong>Authored by<\/strong>: Nina Burokas. <strong>Provided by<\/strong>: Lumen Learning. <strong>License<\/strong>: <em><a target=\"_blank\" rel=\"license\" href=\"https:\/\/creativecommons.org\/licenses\/by\/4.0\/\">CC BY: Attribution<\/a><\/em><\/li><\/ul><div class=\"license-attribution-dropdown-subheading\">CC licensed content, Specific attribution<\/div><ul class=\"citation-list\"><li>Coworkers in a business meeting. <strong>Authored by<\/strong>: Rawpixel. <strong>Located at<\/strong>: <a target=\"_blank\" href=\"https:\/\/flic.kr\/p\/29ZEMMW\">https:\/\/flic.kr\/p\/29ZEMMW<\/a>. <strong>License<\/strong>: <em><a target=\"_blank\" rel=\"license\" href=\"https:\/\/creativecommons.org\/licenses\/by\/4.0\/\">CC BY: Attribution<\/a><\/em><\/li><\/ul><\/div>\n\t\t\t\t\t\t <\/div>\n\t\t\t\t\t <\/div>\n\t\t\t <\/section><hr class=\"before-footnotes clear\" \/><div class=\"footnotes\"><ol><li id=\"footnote-1214-1\">Gerstandt, Joe. \"<a href=\"https:\/\/www.joegerstandt.com\/2011\/03\/what-does-diversity-mean\/\" target=\"_blank\" rel=\"noopener\">What Does Diversity Mean to You?<\/a>\" Joe Gerstandt : The Value of Difference. March 21, 2011. Accessed September 14, 2019. <a href=\"#return-footnote-1214-1\" class=\"return-footnote\" aria-label=\"Return to footnote 1\">&crarr;<\/a><\/li><li id=\"footnote-1214-2\">\"<a href=\"https:\/\/www.lexico.com\/en\/definition\/inclusion\" target=\"_blank\" rel=\"noopener\">Inclusion<\/a>.\" Lexico. Accessed September 14, 2019. <a href=\"#return-footnote-1214-2\" class=\"return-footnote\" aria-label=\"Return to footnote 2\">&crarr;<\/a><\/li><li id=\"footnote-1214-3\">Gerstandt, Joe. \"<a href=\"https:\/\/www.joegerstandt.com\/2019\/04\/inclusion-in-action\/\" target=\"_blank\" rel=\"noopener\">Inclusion in Action<\/a>.\" Joe Gerstandt : The Value of Difference. April 11, 2019. Accessed September 14, 2019. <a href=\"#return-footnote-1214-3\" class=\"return-footnote\" aria-label=\"Return to footnote 3\">&crarr;<\/a><\/li><li id=\"footnote-1214-4\">Smith, Christie and Stephanie Turner. \"<a href=\"https:\/\/www2.deloitte.com\/content\/dam\/Deloitte\/us\/Documents\/about-deloitte\/us-inclus-millennial-influence-120215.pdf\" target=\"_blank\" rel=\"noopener\">The Radical Transformation of Diversity and Inclusion: The Millennial Influence<\/a>.\" Deloitte University, The Leadership Center for Inclusion. Accessed September 14, 2019. <a href=\"#return-footnote-1214-4\" class=\"return-footnote\" aria-label=\"Return to footnote 4\">&crarr;<\/a><\/li><li id=\"footnote-1214-5\">Ibid. <a href=\"#return-footnote-1214-5\" class=\"return-footnote\" aria-label=\"Return to footnote 5\">&crarr;<\/a><\/li><li id=\"footnote-1214-6\">Ibid. <a href=\"#return-footnote-1214-6\" class=\"return-footnote\" aria-label=\"Return to footnote 6\">&crarr;<\/a><\/li><li id=\"footnote-1214-7\">Nagele-Piazzam Lisa. \"<a href=\"https:\/\/www.shrm.org\/hr-today\/news\/hr-news\/pages\/top-10-workplace-trends-for-2019.aspx\" target=\"_blank\" rel=\"noopener\">Top 10 Workplace Trends for 2019<\/a>.\" Society for Human Resource Management. June 27, 2019. Accessed September 14, 2019. <a href=\"#return-footnote-1214-7\" class=\"return-footnote\" aria-label=\"Return to footnote 7\">&crarr;<\/a><\/li><li id=\"footnote-1214-8\">Bersin, Josh. \"<a href=\"https:\/\/joshbersin.com\/2018\/08\/diversity-and-inclusion-is-a-business-strategy-not-an-hr-program\/\" target=\"_blank\" rel=\"noopener\">Diversity and Inclusion is a Business Stratgey, Not an HR Program<\/a>.\" Josh Bersin. August 29, 2018. Accessed September 14, 2019. <a href=\"#return-footnote-1214-8\" class=\"return-footnote\" aria-label=\"Return to footnote 8\">&crarr;<\/a><\/li><\/ol><\/div>","protected":false},"author":17,"menu_order":12,"template":"","meta":{"_candela_citation":"[{\"type\":\"original\",\"description\":\"Diversity and Inclusion\",\"author\":\"Nina Burokas\",\"organization\":\"Lumen Learning\",\"url\":\"\",\"project\":\"\",\"license\":\"cc-by\",\"license_terms\":\"\"},{\"type\":\"cc-attribution\",\"description\":\"Coworkers in a business meeting\",\"author\":\"Rawpixel\",\"organization\":\"\",\"url\":\"https:\/\/flic.kr\/p\/29ZEMMW\",\"project\":\"\",\"license\":\"cc-by\",\"license_terms\":\"\"}]","CANDELA_OUTCOMES_GUID":"706d6cae-1726-4389-9b06-b76915db0b0b, 6a6fffdd-5f00-4918-b578-ecdcd48193c4","pb_show_title":"on","pb_short_title":"","pb_subtitle":"","pb_authors":[],"pb_section_license":""},"chapter-type":[],"contributor":[],"license":[],"class_list":["post-1214","chapter","type-chapter","status-publish","hentry"],"part":1200,"_links":{"self":[{"href":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/wp-json\/pressbooks\/v2\/chapters\/1214","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/wp-json\/pressbooks\/v2\/chapters"}],"about":[{"href":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/wp-json\/wp\/v2\/types\/chapter"}],"author":[{"embeddable":true,"href":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/wp-json\/wp\/v2\/users\/17"}],"version-history":[{"count":16,"href":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/wp-json\/pressbooks\/v2\/chapters\/1214\/revisions"}],"predecessor-version":[{"id":3460,"href":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/wp-json\/pressbooks\/v2\/chapters\/1214\/revisions\/3460"}],"part":[{"href":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/wp-json\/pressbooks\/v2\/parts\/1200"}],"metadata":[{"href":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/wp-json\/pressbooks\/v2\/chapters\/1214\/metadata\/"}],"wp:attachment":[{"href":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/wp-json\/wp\/v2\/media?parent=1214"}],"wp:term":[{"taxonomy":"chapter-type","embeddable":true,"href":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/wp-json\/pressbooks\/v2\/chapter-type?post=1214"},{"taxonomy":"contributor","embeddable":true,"href":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/wp-json\/wp\/v2\/contributor?post=1214"},{"taxonomy":"license","embeddable":true,"href":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/wp-json\/wp\/v2\/license?post=1214"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}