The true meaning of Diversity, Equity, and Inclusion (DEI) can get a little lost among other buzzwords that are thrown about. This has a knock-on effect, as DEI programs are thought to be nothing more than box-ticking exercises that divert attention from employee tasks that provide monetary value and impact.
Yet DEI initiatives are often why candidates choose to apply to a company. Since DEI informs company culture, it can be a big talent draw. It isn’t just for incomers, though. 56% of employed US adults say that focusing on DEI at work is a good thing.
Unfortunately, it is quickly becoming something that companies only do to make themselves look good rather than intentionally building it into the company’s foundation to make everyone’s lives better. If your organization’s diversity efforts just feel like another HR exercise, it is a clear indicator that things need to change.
Let’s dive a little deeper into DEI, what each part does, and why this is not an outdated concept but instead one that is evolving and changing for the modern workplace.
DEI Meaning, Explained
The central DEI principles are drawn from the 1964 Civil Rights Act, which prohibits any discrimination based on race, color, religion, sex, and national origin.
The DEI acronym is made up of three main components:
- Diversity
- Equity
- Inclusion
To improve a sense of workplace belonging amongst employees, these three closely linked values should be kept at the core of any company culture programs a business might choose to implement. Let’s break them down further.
Diversity
Implementing diversity means ensuring there is a mix of people from various backgrounds in a given setting. Think about it—the prettiest meadows have the greatest variety of wildflowers. In the same way, having a wide range of differences present within one room is important for businesses, as marginalized groups bring a wealth of knowledge and experiences that others might not have. The more viewpoints we bring together, the clearer our outlook will be.
Diversity means including people from many different walks of life, across:
- Age
- Race
- Gender
- Gender identity
- Sexual orientation
- Socioeconomic background
Diversity can also go much deeper than this, and may include:
- Physical ability
- Neurodiversity
- Veteran status
- Parental status
- Religious belief
Why is diversity important?
The statistics speak for themselves: a 2023 McKinsey report found that companies with the lowest diversity ratings are 66% less likely to financially outperform more diverse companies.
When you have a diverse workforce, you can draw from a wide variety of perspectives. Together, this allows you to gather different points of view and results in better decisions.
Yes, we do want everyone to reach the same conclusion and all support a decision, but they should never do so blindly. If everyone has the same background, they may not think about the experiences of other people. Before you know it, you have a product, service, or marketing campaign that isn’t well thought-out.
It takes a lot of courage to be the dissenting voice, but speaking up and being prepared to go against the established norm can yield great results if you are willing to bear the burden of doing so. Having employee resource groups (ERGs) where you can connect with other marginalized colleagues can be great for recharging and also just ensuring that you have support from people who also understand your viewpoint.
It is also important for companies to implement diversity training so that everyone in the company, regardless of background, is working to end employment discrimination.
Equity
Equity is the division of resources and assets to create equal circumstances for all. It is not the same as equality.
Equality divides everything so that all get the same treatment. Equity recognizes that everyone starts from different positions. To end up in the same place, everyone will need different forms of help.
Let’s imagine that three friends decide they want to split a cake while having a coffee together. The first friend, Ava, is happy to take her third. The second friend, Basma, has already been at brunch with other friends and isn’t sure she wants a full slice of cake. The third friend, Candace, has worked up an appetite at the gym and is hungrier than the other two. Basma happily gives the rest of her portion of the cake to Candace, and all three’s appetites are satisfied equitably.
Why is equity important?
Equity is often more effective than equality, as it recognizes that people need different helping hands to get the job done. We want to be treated fairly and in the same way as our colleagues, but some people need a bit more and others need a little less.
You might have two employees in roles with exactly the same job description. However, one comes into the job with connections gained through previous roles, and the other is a new graduate in their first professional role. Equality implies treating them the same and expecting them to produce the same results. Equity, however, will ensure that the new graduate gains a mentor and an invite to some networking events. Maybe this is even a good time to practice a little peer-to-peer mentoring to ensure knowledge is shared properly!
Inclusion
Inclusion ensures that everyone feels like they are welcome in their company, assured that there is a place for them. They know that they are valued both as a person and for the results they deliver, and they feel supported by their manager and the company at large.
A lot of this comes down to company and team culture. When an organization puts in the work to welcome, support, and celebrate its employees, results are achieved, and everyone is happy to come to work. While you should run for the hills if a business describes itself more like a family, a workplace should create a space where employees can socialize and be themselves.
Why is inclusion important?
Let’s clear something up: professionalism and fun aren’t mutually exclusive. A truly inclusive culture makes space for both. When people feel like they belong, like they’re seen, heard, and valued, they’re free to show up as their best selves. And when that happens? They don’t just meet expectations—they exceed them.
In a non-inclusive workplace, someone might feel a need to hide part of themselves or put forward a false self to fit in with colleagues. This is known as code-switching. Many of us have code-switched at one point or another, even without realizing it, but it should never be the norm. A survey commissioned by the job site Indeed discovered that 34% of Black employees have code-switched in the workplace, whereas the average rate of all participants in the survey was much lower at 20%.
Code-switching occurs even in companies with concentrated DEI efforts. This proves that diversity on its own isn’t enough; people need to feel included, too. Though you might put the work into finding talents from diverse backgrounds, if you aren’t creating an inclusive environment for them to thrive, then they will just go elsewhere.
A company might want to improve its gender diversity, but if their first female or non-binary executive walks into the boardroom and finds themselves surrounded by gender-conforming men, they won’t feel as welcome as they would if they saw others like themselves.
Likewise, any person of color walking into a predominantly white workforce might wonder whether they are just a racial DEI hire if they feel their treatment is different from their colleagues. Inclusion programs need to build on what diversity and equity initiatives have already created, or they will fail before they can take root.
The Evolution of DEI
DEI initiatives have evolved over time, but there is still a lot of work to be done. A company can do all it wants to support diversity, but unless equity and inclusion are also treated with respect, the diverse perspectives they seek are never going to stick around.
Since there have been so many conversations about fair treatment and how DEI initiatives can feasibly work, here are a couple of extra steps to deepen your understanding of DEI programs.
Belonging
Here at MentorcliQ, we often speak about the importance of belonging in relation to DEI practices! Ultimately, belonging is the end goal of Diversity, Equity, and Inclusion. When all three work seamlessly together, employees should hopefully feel a sense of belonging.
It is not just a vibe someone tries to assess, though; it should be tracked by tangible and measurable KPIs. Remember, this is not just about developing programs and groups that appear to cater to certain demographics and then releasing them without another thought. Creating Belonging should be an ongoing effort that you revisit time and time again.
Incorporate belonging as a fourth pillar alongside diversity, equity, and inclusion to help build a culture rooted in respect, trust, and support. By using all four in harmony, your workforce should be able to approach any problem or task with diverse perspectives and experiences, to find an effective solution.
Justice
We are also beginning to see the concept of justice being included in discussions around DEI frameworks. Unfortunately, many DEI programs are set up to fail. Due to systematic issues, those in charge of DEI efforts within their company may find that they face resistance and a lack of resources waiting for them when trying to make changes, or struggle with the workload required on top of their usual task assignment. Any DEI commitments simply tail off, and the company is left with the same issues it faced before.
So, how can we change this? Through justice, in the form of a targeted effort to bring about lasting systematic change in the business as a whole.
In an article examining DEIJ, Mia Henry writes:
Justice does not only ask who is represented at our table but moves us to inquire about who is served at the table that has been set. Further, it asks: Are there any barriers that prevent certain people from being served? It requires that we name and examine historical and current systems of oppression. It helps us expand the conversation beyond diversity and embrace the complexity of addressing oppression in all its forms, not just marginalization.
This is a really good explanation of the end goals of Justice. It is not just about recognizing we need to find new diverse voices, or that the division of assets should be equitable, or that we include everyone around the table. We need to dismantle the barriers within the organization that prevent employees from feeling like there is a place for them within the company. Often, this might require us to look outside the company too, either to the industry or even to the wider society we live in. Your employees deserve to be treated fairly, no matter the company they choose to work for.
What Does the New Executive Order Mean for DEI Initiatives?
In his first few days after returning to the White House, President Donald Trump signed the Executive Orders “Ending Radical And Wasteful Government DEI Programs And Preferencing” and “Ending Illegal Discrimination and Restoring Merit-Based Opportunity.”
Together, these Executive Orders rescind federal policies for equal opportunity and affirmative action programs. These policies only target federal government agencies such as the State Department or the Department of Homeland Security. Several major private businesses have removed their policies from public pages and have instead issued statements discussing opportunities for business restructuring. Others are choosing to maintain their current stance.
All private businesses still have the right to pursue DEI initiatives at this time if they so choose.
Rework Your DEI Programs Today
If you feel like your DEI programs are falling flat or if they don’t appeal to the underrepresented groups in your workforce, it is high time that you made some changes. Take things back to the drawing board and get members from all levels of your organization around a table to discuss their preferences for an inclusive workplace. Work together to create a new DEI program that caters to each person’s unique circumstances as much as possible, so that everyone can find a welcoming atmosphere in your company. To support these DEI efforts, we recommend exploring various tools and resources to aid employees and DEI champions.
A great place to start is with software designed for the creation and promotion of ERGs—this can be used to carve out safe spaces for marginalized voices to network, socialize, and implement DEI training within the organization. Senior executives need to listen to the recommendations coming from their ERGs so they understand the needs and wishes of their employees.
Running an employee resource group is no small feat. The right software can simplify processes for everyone, from ERG members participating in groups and events to the DEI team monitoring for results. With CommunityCliQ employee community software from MentorcliQ, the admin of running an ERG is lessened, allowing executives to more effectively balance the needs of the ERG with those produced by their role in the office. And for ERG members, all the information they could wish to know about the ERG is in one intuitive platform!
By placing your ERGs at the heart of your company experience, you create an avenue through which DEI efforts are promoted and practiced with ease. Get in touch with us today to find out more about how we can help you rework your ERGs and inclusivity for the better of all.
