Diversity, equity and inclusion in recruitment, hiring and academic career can be referred to the affirmative action which happens to be a policy that some developed countries adapted to allow equity in employment for both the minority and the majority. The initial goal was to bridge inequalities in employment and to promote diversity, also to redress apparent past wrongs, harms and hindrances. However, there is still gap between the recruitment of the minority and the majority in academic career. The caps and quotas limit some population(minority) over the other population (majority).
In academia the minority are sometimes stigmatised and treated differently by peer and professors who may believe that the success of the minority group in higher education institutions is unearned. Also the minority women often face pay discrimination which can be damaging for the future generation to come. There is need for conscious effort towards diversity, inclusion and equity in recruiting, hiring and academic career. This is important in academia because it reveals that the institutions practice what they preach about. Recruitment of diverse group of students and staff helps to foster inclusion and equity and this is what makes pedagogy interesting and complex. Cultivating a learning environment where students are treated equally shows that the institutions are deliberate about inclusion.
My home country Nigeria is quite different, in terms of having diversity in appearance, religion, and culture but not in race. Nigeria has diversity and inclusion in various sector but there is no hundred percent adoption of equity in some parts of the country. There are biases in recruitment and hiring in academic career. For instance, some institutions prefer to recruit student from the school’s geographical zone before recruiting other student and this also affects the academic staff when being recruited.