Corporate Diversity, Equity & Inclusion (capital DEI) initiatives have been trending in the business community for several years. If you are familiar with our work, you know that RW3 is transparent about not only the ethical importance of DEI, but its profitability when effectively implemented.
With that in mind, many organizations struggle to get started. In order for DEI efforts to be effective, organizations need to be clear on what they are really trying to achieve. So, this post is going back to basics. What are we really talking about when we say Diversity, Equity & Inclusion?
What is Diversity?
To some extent, diversity is a simple concept. It refers to all the differences or varieties that exist in a given context. In the context of corporate DEI, "diversity" refers to demographics--the various identities that exist in your organization.
If you are new to this arena, you may wonder why diversity is important. Research shows that more diverse workplaces often foster greater creativity, innovation, and productivity--when they are made to feel valued and included. So, understanding who is already in your organization and fostering a workplace where diverse groups want to work is essential.
It is a good idea to gather and analyze data on the diversity of your organization so you can determine which type(s) of employees are already there. This is an indication of who your organization tends to attract and support.
It may be helpful to consider the following:
- Are there certain demographics that are disproportionately represented (or underrepresented)?
- What possible reasons are there for these demographics?
What is Equity?
Most companies are not designed to support all the different identities present in the organization, and they are not designed to support the diverse talent that thrives in an inclusive work environment. Thus, one primary goal of DEI is to adjust the modern workplace to reflect the need for participation from historically marginalized groups (minoritized ethnic and racial groups, people with disabilities, those who are neurodivergent, LGBTQ+ individuals, etc).
That brings us to the concept of equity. It's often easiest to explain equity in relation to equality. Equality means that everyone receives the same treatment. In a vacuum, that sounds great, but it doesn't account for the diverse needs and circumstances of all groups. Equity, on the other hand, refers to fairness and justice. This means that not everyone will receive exactly the same resources, but each individual is supported so that everyone has equal opportunity to succeed.
What is Inclusion?
The final piece of the puzzle, of course, is inclusion. Inclusion essentially refers to the practice of supporting your organization's diversity and consciously challenging barriers to equity in the workplace. Many organizations invest in anti-bias training and inclusion workshops to train individual employees on these topics. However, it is important to remember that acts of inclusion also involve bigger-ticket changes, such as revising policies and processes through an equity-oriented lens.
Broadly speaking, DEI practitioners seek to integrate these principles with the specific circumstances and objectives of a given organization. When done successfully, this allows organizations to reach their fullest potential.
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