The terms Diversity, Equity, and Inclusion have been chiseled into our conscious and embedded into our lexicon, but do we really understand these concepts? Using them casually, without a grounded understanding and context, only creates more confusion leading to continued discord and further disconnect, which goes against why these concepts are so necessary. This overview will give a better understanding of these concepts to ensure we are equipped with the proper tools to construct a more just and fair society – and at the very least, have a constructive conversation.
Diversity
Simply put – diversity is the existence of our differences; however, they may present themselves. Some common differences include race, gender, sexual orientation, sexual/gender expression, religion, ethnicity, and nationality and include ability, cognitive differences, socioeconomic background, physical differences, and age.
What diversity is not
Diversity is not about one individual because everyone in theory is diverse. diversity is about the collective cohort of differences in identities, lived experiences, and perspectives.
“Fatima is diverse because she is Muslim.” No.
“We have a diverse staff of people from different backgrounds and experiences.” Yes.
Inclusion
Self-explanatory – inclusion means being included – feeling welcomed, incorporated, part of the greater whole, and utilized to your maximum potential.
Diversity and inclusion are not synonymous, and they do not always coexist, and without inclusion, diversity is superficial – a lie.
A company can hire people from different backgrounds but maintain a company culture that does not value their contribution, understand, or encourage their perspectives, and leaves them feeling unwelcomed and further marginalized.
When schools desegrated, all those African American children that were allowed into the classrooms to learn technically increased the schools’ diversity, but, enduring name-calling and daily hate, it is evident that, in no way, were those children included.
Equity
Equity is about creating access to equal opportunities; it understands and acknowledges the existence of barriers and biases that affect access, opportunity, mobility, and the human desire to fulfill their purpose and highest potential. And to move a step further, equity acts in ensuring equality and fairness.
Is equity about giving people equal outcomes for the sake of diversity?
No.
Equity aims to ensure everyone has equal access to mentoring, training, networking, projects, coaching, feedback, and anything else that allows advancement.
Equity also moves to eliminate discriminatory biases and barriers that would prohibit equal opportunities by taking actions such as:
Removing names from resumes – to eliminate gender and racial/ethnic bias.
Including a panel of people in the hiring process – to eliminate “hometown bias,” where someone favors people from backgrounds like theirs, which contributes to homogenous work environments.
Evaluations that allow for people from diverse backgrounds to express their specific concerns and issues – to identify any blind spots.
To add to a famous metaphor, originally attributed by the amazing Verna Myers and adapted by many:
Diversity is being invited to the party.
Inclusion is being allowed to dance, eat, and mingle.
Equity is the ability to request songs, make a toast, and possibly host the next party.
Hopefully, by developing deeper into these now-ubiquitous concepts, we have a chance to disconnect from the “trendy” impersonal nature of their usage to understand these concepts on the human, intimate level. And then maybe we can engage more constructively, one with understanding and empathy, because these concepts were not launched into the daily conversation to cause division and tension but to bring us to a closer understanding of one another and to, hopefully, create a more fair and just society.