What is DEI (Diversity, Equity & Inclusion?)

Watch: What is the Difference Between Diversity, Equity, and Inclusion?

Diversity

Diversity equity and inclusion (DEI) is a concept with many applications. Diversity training focuses on fostering functional knowledge of fellow employees' identities and the diversity and inclusion processes within an organization. This training format encourages employees to understand diversity in all its forms. In addition, diversity training teaches how to navigate an organization's diversity and inclusion process effectively.

Incorporating DEI into the workplace is a critical step to creating a more equal and inclusive workplace. Organizations should ensure fair hiring practices, implement ongoing training, establish a diversity committee, and seek employee feedback to improve their diversity and inclusion efforts. Diversity is defined as anything that sets an individual apart from another, such as race, gender, sexual orientation, ethnicity, or socioeconomic status. On the other hand, equity supports an individual's unique needs and manifests itself in fair access to resources and the ability to thrive in a respectful environment.

According to ADP, "Diversity is the "what"; inclusion is the "how." Diversity focuses on the makeup of your workforce — demographics such as gender, race/ethnicity, age, sexual orientation, and veteran status, to name a few. Inclusion is a measure of culture that enables diversity to thrive."

The term “equity” refers to fairness and justice and is distinguished from equality: Whereas equality means providing the same to all, equity means recognizing that we do not all start from the same place and must acknowledge and adjust to imbalances. The ongoing process requires us to identify and overcome intentional and unintentional barriers arising from bias or systemic structures.

Inclusion

Diversity, equity, and inclusion (DEI) training is a format that encourages employees to understand their fellow employees' different identities and navigate the diversity of their workplaces. Although the training is geared toward promoting employee awareness of diversity, it has a broader application than just training employees about diversity.

Diversity practices include acknowledging differences in the employee population and the customer base and designing workplace environments that recognize and encourage the contributions of everyone. They also equip managers with the knowledge of the impact of different cultures and viewpoints and provide them with the tools to understand the impact diversity has on their organizations. Diversity also involves defining expectations and setting goals. Embracing and valuing the unique contributions of people of all backgrounds, genders, and ages can help organizations develop better solutions to problems.

Institutional racism

The term 'institutional racism' refers to a set of unearned advantages and privileges that formal and informal institutions of society reinforce. It can be either overt or covert. Institutional racism is rooted in our prejudices against one or more groups. These prejudices are often implicit and are formed by our family backgrounds, media messages, and life experiences. They can also be openly expressed.

Institutional racism is a systemic problem in the workplace that can manifest itself in several ways. One example is colonization, settling among native peoples and appropriating their land. Another example is color blindness, the belief that people should be treated equally and ignoring differences. On the other hand, colorism is a form of prejudice and discrimination that stem from the social meanings attached to skin color. A third example is a co-option or the practice of appointing a member of a minority group to a group in a specific position.

Microaggressions

Microaggressions are common, unintentional exchanges of words or actions that reinforce stereotypes, bias, and negative, prejudicial impressions. Although often perceived as harmless comments, these instances can impact student success and well-being. Fortunately, there are ways to prevent and minimize these small but damaging interactions.

One way to avoid microaggressions is to be proactive and acknowledge them when they happen. As with any form of discrimination, the impact of microaggressions is accurate, no matter who commits the act. Whether the perpetrator is a white male, or LGBTQiA+ member, the effect of such comments is still hurtful. If you have committed a microaggression, take the time to apologize and learn about its impact on the target.

Activating inclusion

Diversity management has many facets, and a successful program begins with recognizing your organization's diversity. It means engaging differences among your employees, customers, and other groups. This helps you develop a diversity plan and involves setting clear expectations and goals. To be effective, your efforts must be ongoing and intentional. This means thinking about how diversity can benefit your organization in unique ways.

It can also start with conversation and communication. In discussions, people can learn about their social identities and consider how they influence their interactions. They can also learn about the dynamics of different social identities and their impact on the work environment. This is a powerful approach to putting diversity in perspective and creating a culture of belonging.

Aligning ERGs with executive leadership sponsors

The first step in creating a solid relationship between an ERG and an executive leadership sponsor is to identify the needs of both groups. This is particularly important if the executive sponsor differs from the group leading the ERG. In this way, both groups can clearly understand what the ERG is trying to accomplish.

An ERG is an organization that focuses on addressing unconscious biases and developing underrepresented talent. In this regard, ERGs can play an essential role in increasing diversity and equity in the workplace. One example is Uber, which used ERGs to educate its associates about issues affecting the diversity of their cultures and heritage. The group also helped train allies to elevate employees' voices from underrepresented groups.