Diversity, equity and inclusion are often discussed together because they’re closely intertwined.
Diversity refers to the representation of various communities, identities, races, backgrounds and abilities within an organization, while inclusion entails making sure everyone feels valued, supported and welcome.
Companies that excel in their DEI initiatives often feature leaders and cultures focused on inclusive practices – but these changes won’t happen overnight.
Definition
Diversity, equity and inclusion (DEI) are three values organizations seek to embody to meet the needs of people from diverse backgrounds. Doing this requires having an in-depth knowledge of different identities people hold such as race, ethnicity, age gender sexual orientation religion disability neurodiversity. Unfortunately this process can be dauntingly complex for nonprofits that struggle with translating dialogue into action that makes success easier for diverse audiences.
As part of our effort, we developed a glossary with definitions and clear explanations of key terms relevant to DEI conversations. Utilizing this language can help prevent misinterpretations that obstructs meaningful progress – we have provided definitions below of some of the more frequent terms.
Definitions of diversity and inclusion vary considerably based on individual experiences and lived realities, creating confusion and tension when trying to apply these principles in the workplace.
Some individuals view diversity only in terms of equal representation for certain groups, while others see it as encompassing all differences, including thought diversity. Furthermore, while some see equity as an objective measure to achieve equitable results for everyone involved, others view it more subjectively according to individual circumstances.
One of the primary factors causing DEI to struggle in finding consensus on its definitions is language barriers: without one common language it becomes much harder to communicate effectively and reach consensus around best practices for creating inclusive organizations.
As businesses become more diverse, it has become ever more imperative that organizations embrace the differences among their employees and customers. Failing to do so puts businesses at a competitive disadvantage and could drive away employees who feel underrepresented from joining them; consequently they might look elsewhere for employment.
DEI has become an increasingly popular part of organizations’ Environmental, Social and Governance (ESG) policies, showing they care about social issues while being committed to making positive change. Businesses using DEI to show this are actively making a difference through ESG.
Meaning
Diversity refers to acknowledging all the ways people differ: in terms of race, religion, cultural background and abilities. Diversity at work involves recognising and appreciating differing experiences, viewpoints and skills; however if we truly wish for real, meaningful inclusion then diversity should become equity and inclusion rather than mere representation; inclusion is about creating an environment which celebrates, affirms and supports human differences rather than mere representation alone.
Diversity, equity and inclusion aim to ensure equal access and opportunities for all. This means addressing inequalities caused by discrimination based on characteristics such as race, sex, age, religion, ability and sexual orientation as well as understanding and eliminating systemic inequalities such as prejudice, bias, stereotyping or any other source that perpetuate inequities in society.
Leaders need to recognize the complexities of an increasingly diverse world and the implications their decisions could have on others’ lives. Breaking down communication barriers and creating environments where everyone feels accepted regardless of differences may help reduce exclusionary tendencies in the workplace. Reexamining existing structures, policies, or processes which impose inequitable assumptions or contribute to exclusion in the workplace are also necessary steps towards inclusion and equality at work.
One of the hardest parts of incorporating diversity, equity and inclusion in the workplace is understanding their various meanings. While words have specific connotations that is defined by experience and language changes constantly. Therefore, creating a common vocabulary ensures there will no confusion or miscommunication amongst employees.
Start by defining terms that have great significance for your team. Determine whether “equity” should come before or after “diversity,” and select an order that works best for your organization. Doing this can help prevent misinterpretations that undermines the value of your efforts.
To achieve true equity and inclusion in our organizations, we must change their culture. This means removing biases – both implicit and unconscious biases as well as microaggressions which may seem minor but can have devastating effects on members of underrepresented groups. Identifying hiring biases while developing learning & development (L&D) strategies which support inclusion efforts are also key steps towards realizing equality & inclusion.
Examples
Definitions of diversity, equity and inclusion vary significantly, making it essential for people management professionals to understand how these terms fit together and work toward creating an inclusive workplace environment.
Diversity refers to differences among individuals in terms of gender, race and ethnicity, religion, socioeconomic status, sexual orientation, physical ability and age. It can also refer to experiences, perspectives and values held by individuals that differ from each other. Inclusion refers to creating an environment in which everyone feels like they belong while their differences are respected and valued by their fellow humans.
Diversity, equity and inclusion is evident when an employer actively recruits employees from underrepresented groups within their industry or geography. Employers may implement hiring policies designed to create an equitable workforce environment which may result in improved processes as well as financial outcomes for their company.
Inclusion refers to creating an inclusive working environment in which all individuals can feel free to express themselves authentically – both inside and outside the office. It encompasses every facet of business from hiring practices and training practices through workplace culture and inclusive language usage to making sure all voices are heard during meetings or collaborations.
Building a diversity, equity and inclusion program can be difficult for organizations that haven’t prioritized these areas previously. Unfortunately, resources often are not readily available to support these efforts; among the main obstacles can be managing biases and microaggressions as well as resisting resistance from leaders or key stakeholders.
Leaders who promote DEI initiatives often feel passionately about these issues and want their companies to thrive, but may become overwhelmed by its complexity and be pulled in multiple directions at once, often becoming disengaged and their efforts faltering as a result. It is therefore imperative that leaders recognize these obstacles and commit sufficient resources towards investing in DEI programs and developing them accordingly.
Explanation
Inclusion refers to creating environments in which individuals or groups feel welcomed, respected, supported and valued – so they can participate fully and feel at home in society. It encompasses numerous identities such as race, gender, age, religion, ethnicity, sexual orientation socioeconomic status language physical ability among many others.
Understanding diversity, equity and inclusion (DEI) can be complex for organizations just starting their DEI journeys. To build meaningful programs and policies that meet customer expectations and drive innovation for growth. It’s critical that organizations start out on this journey with clear understandings of each term used in DEI jargon.
One key point to keep in mind when discussing diversity and inclusion is their distinct meanings. While diversity refers to different characteristics present within an organisation, equity and inclusion address how those characteristics are utilized within that workplace environment.
To foster an inclusive workplace, it’s essential to establish a culture that values diversity and recognizes differences among employees from all backgrounds. Doing this enables employees to bring their authentic selves to work while feeling like part of something larger – leading to increased employee retention rates and productivity gains.
As part of an equitable policy, it’s essential that it does not discriminate against certain groups or people, for instance giving some employees raises or promotions but not others; otherwise this could cause feelings of injustice for employees who feel as though they’ve been treated unequitably.
Equality is similar to equity, yet has its own specific definition. Equality refers to a system in which all individuals benefit equally from accessing opportunities and resources regardless of their circumstances; equity attempts to level the playing field by tailoring resources and opportunities according to each person’s unique needs.
As part of your DEI program, it’s crucial that all employees feel they belong and can express themselves freely at work. This will increase productivity while decreasing employee attrition and lead to greater profitability overall.
To do this effectively, it’s necessary to craft an inclusive DEI strategy that incorporates diversity, equity and inclusion. Begin by outlining what each term means to your team; have them privately write down what their understanding of each term is; compile all ideas together – once you have an accurate picture of all these terms you can begin designing your strategy.