Diversity, Equity, and Inclusion (DEI)

We often use “diversity,” “equity,” and “inclusion” interchangeably. Most people know that they prescribe equal treatment for everyone. But what do they actually mean?

Let’s start with diversity. “Diversity” broadly refers to the presence of difference in a given setting ¹. In most cases, this “difference” points to differences in identity: ethnicity, skin color, sexual orientation, religious group, and so forth; but corporations can also value diversity of thought. Notably, diversity of identities in a workplace can lead to a diversity of thought. However, “diversity” is not a label for people. A Black candidate, for example, shouldn’t be labeled as “diverse”, as that suggests they’re less “normal” or inferior to White people, who aren’t labeled as such. Rather, diversity is about how teams and companies should be composed.

“Equity” refers to the idea that everyone should have access to the same opportunities1. Equity is often confused with equality, but treating everyone equally can maintain inequality. For instance, giving all employees the same equipment might harm the productivity and well-being of an employee with a disability, since they might need specially-designed equipment.

Lastly, “inclusion” refers to the idea that people should feel like they’re welcomed and valued in their organization1. Inclusion does not always coincide with diversity or equity; a diverse group of people could be afforded the same opportunities, but still be made to feel as though they do not belong in their workplace. Instead, inclusion requires an intentional effort to understand and empathize with people’s needs and preferences so they feel valued and included.

Corporations committed to diversity, equity, and inclusion are often the ones where employees thrive.