In an effort to make the world more just, professionals and activists often take up the mantle of DEI work, short for “diversity, equity, and inclusion.” However, if you’re new to the realm of diversity and inclusion work, it might seem as if such users are speaking a different language, making dipping your toes into this culture a potentially daunting task.
Following is a handy overview of various related phrases, acronyms and terms and why they’re significant:
- D&I – Diversity and Inclusion
- DEI – Diversity, Equity, and Inclusion
- DIB – Diversity, Inclusion, and Belonging
- DEB – Diversity, Equity, and Belonging
These may seem to be the same, yet there are substantial variances. Let’s go through them again, but more in-depth this time.
“Diversity” recognizes differences in color, sex, gender, age, sexual orientation, handicap, socioeconomic position, religious views, and other factors.
“Inclusion” is concerned with diversity in practice. It is the act of embracing, assisting, respecting, and appreciating all persons and organizations.
This is sometimes used interchangeably with equality, but there is a crucial distinction: While equality is a system in which all individuals are given equal chances regardless of the situation, equity distributes resources based on needs. We live in a skewed society, and equity seeks to remedy this imbalance by expanding possibilities for those who traditionally have less access.
“Beonging” infers that an equal framework is in place and working to make all individuals feel welcome, regardless of their differences. When you strive for equality, you aim for a system that benefits everyone, irrespective of their circumstances. Belonging is when something not only works, but no one feels questioned about their inclusion.
Equity, diversity, and inclusion have various meanings, yet they all interact and depend on one another. The purpose of diversity and inclusion is equity. An equitable system functions so effectively that the systemic flaws that drive the need for the latter are finally eliminated. In other words, everything is divided equally and equitably to everybody regardless of color, gender, physical ability, or other personal circumstances.
Whereas D&I focuses on making all groups feel welcome, DEI tackles the systematic ways in which access to things like education, food, the internet, and other resources is unequally allocated.
There is a widespread misunderstanding that settings in which diversity and equality are prioritized would automatically result in increased inclusion levels. After all, you have included fair principles into your organizational procedures, resulting in far more varied and well-represented teams. People working at a firm like this need to sense that they are included, right? As it turns out, not all of the time.
The degree to which diverse individuals, including team members, workers, and other people, have a feeling of belonging and worth within a particular organizational context is referred to as inclusion. The essential point is that a sense of inclusion does not always exist, even in the most varied teams. Even though women are widely represented at the senior management level, they may not have a sense of inclusion for various reasons, including long-standing gender stereotypes, pay disparities, and other considerations.
DEI analytics can be used by any and all companies and organizations, from mega corporations like Amazon to mom-and-pop businesses where everyone is on a first-name basis. Statistics don’t back down when it comes to delivering unwelcome news. So be sure to pay attention to the DEI analytics you receive. They’ll help you to make inclusion more of a reality.