Diversity, equity and inclusion discussions can often be confusing and lengthy. People use different terminology when discussing similar ideas; this often results in miscommunication and misinterpretations of concepts.
Organizations need a common language and understanding of DEI terms in order to successfully reach their DEI goals, and this glossary can assist them with this endeavor.
Definition of Diversity
Diversity refers to many aspects of people’s identities that distinguish one from another, including gender, race/ethnicity, religion, age, sexual orientation, socioeconomic status and physical ability. Diversity can also be defined by “intersectionality,” the concept which recognizes how multiple identities intersect or overlap each other; for example a black queer woman could experience this intersectionality at work by either being treated differently due to both aspects or being stereotyped as both.
Diversity can bring many advantages to the workplace, from increased creative problem-solving and employee engagement and morale, to increasing employee morale and engagement. But truly embracing diversity requires more than simply hiring employees from various backgrounds; for an organization to be truly inclusive, all individuals must feel welcome and accepted regardless of their backgrounds; unfortunately this can sometimes be challenging given that many individuals possess unconscious biases that must be managed.
Unconscious bias refers to our tendency to perceive certain groups of people as similar to ourselves, leading us to make assumptions based on stereotypes about them and make judgements based on stereotypes about them. Such bias can have dire repercussions in the workplace when associated with prejudice and discrimination, so it’s crucial that you’re aware of your unconscious biases and actively work to remove them so as to create an atmosphere of acceptance and inclusion.
Fostering an environment of diversity and inclusion is not only essential to eliminating bias; it can also help attract and retain top talent. McKinsey found that companies in the top quartile for diversity and inclusion saw significantly better financial performance than companies in the bottom quartile; Achieve recently conducted a survey which indicated employees who are satisfied with their employer’s efforts regarding D&I are twice as engaged and three times more likely to remain with their current company.
Although diversity, equity and inclusion initiatives provide clear benefits, many organizations find it challenging to implement effective initiatives. A recent Achieve survey indicated that many respondents felt their employer was misfocusing on this area – specifically due to a lack of leadership commitment and training as being key obstacles for D&I success.
Though it’s vitally important to address barriers, it’s equally crucial that your organization clearly defines what “diversity” and “inclusion” mean within its context. Do you prefer using terms such as EDI (equity, inclusion, and diversity) or something else? Once your team has decided upon terms that resonate best for them and discusses their relationships among themselves – you can now begin working toward making positive change! Once an agreed upon definition for both exists it’s time to get underway!
Definition of Equity
Although diversity, equity, and inclusion are frequently used interchangeably, they each serve distinct goals. Diversity seeks to bring people from diverse backgrounds together in an inclusive culture; equity ensures all groups receive equitable access to resources and opportunities.
An equitable workplace ensures that those with physical disabilities receive access to tools necessary for them to succeed in their jobs. While equality assumes that every individual starting from equal conditions needs equivalent resources and opportunities (for instance people standing on boxes of different heights to see over fences), equity takes into account each person’s starting point and audits what they actually require in their environment for optimal growth and wellbeing.
Many business leaders often make the mistake of mistaking diversity and equity for equality; in reality, they’re not. Equality serves a different function; equity ensures everyone receives what they require to thrive – hence why organizations with strong diversity and inclusion initiatives report higher job satisfaction rates among their staff than non-inclusive companies.
Diversity and inclusion initiatives are crucial components of business success; however, companies must effectively execute them for them to have any chance at succeeding. If an organization recruits a diverse workforce but fails to integrate those employees into their work culture or provide the training necessary for them to thrive in their roles, problems could arise.
However, failing to embrace diversity and inclusive practices within their workforce could result in employees feeling like they don’t belong and value themselves – which could force them to seek employment elsewhere. Conversely, companies that value diversity, inclusion and equity can reap the benefits from an experienced team which brings innovation and collaboration that benefits businesses alike – according to research conducted by McKinsey.
Successful diversity, equity and inclusion initiatives include Employee Resource Groups (ERGs), cultural celebrations and engaging in conversations about differences. Additionally, several companies have taken steps to make their products and services more inclusive, including Mastercard which allows its customers to use their true names regardless of gender identity on their cards, and Sodexo who created LGBTQ+ and ally employee resource groups. These efforts can contribute to creating an inclusive workplace where employees from diverse backgrounds feel respected and included, leading to greater innovation and productivity than one where employees don’t feel included or respected. It is key that all individuals’ differences are recognized and respected to foster an environment conducive to innovation and productivity; then all workers can feel encouraged to share ideas freely while being recognized for their accomplishments.
Definition of Inclusion
Diversity, Equity and Inclusion (DEI) are interrelated concepts with shared goals. DEI initiatives aim to ensure full participation from underrepresented groups within an enterprise while cultivating an atmosphere of belonging among them – be that age ranges, ethnicity, religions, abilities, sexual orientations, gender or those living with HIV.
Inclusion means making sure everyone feels welcome in their work environment and can contribute their unique set of skills, talents, and knowledge to make their workplace enjoyable for all employees. It’s a dynamic process which demands continuous feedback and learning – an organization must remain aware of the need for inclusive practices at all times and not only when specifically targeting women or people with disabilities as a diversity target.
Key to DEI is understanding that certain differences stem from past discrimination and must be addressed for equitable results. Businesses should look beyond quantity to address causes of inequality so each person has equal opportunity for success.
As this can be challenging for those holding privileges who lack personal lived experience, this task may prove even more challenging when applied to educational systems – where dominant groups may find it hard to recognize how systems rigged against BIPOCs, LGBTQIAP+ people or disabled people exist.
An effective DEI initiative requires the engagement of all employees, especially senior leadership who must embrace an inclusive culture by setting an example from the top and fostering leaders that foster a diverse workplace environment. Human Resources also need to support this initiative with policies and processes designed to accommodate diverse workforces.
Though the economic argument for diversity and inclusive workplaces is undeniable, many organizations struggle with turning awareness into action. Reasons can range from internal to external factors – lacking leadership commitment as well as individual barriers that prevent progress being made on an individual basis such as bias, training issues or simply feeling uncomfortable trying new approaches can all play a part.
Good news is there are ways to overcome obstacles and foster an inclusive environment. Companies can focus on improving talent acquisition processes by adopting more inclusive practices and offering targeted recruitment tools; investing in leadership training to develop leadership skills; investing in training for career progression for all employees and monitoring representation data more closely in order to identify gaps or areas for improvement (only two-thirds of organizations currently break down representation numbers by gender and disability status for senior leadership roles, for instance).