Breaking it Down: What is DEI?

TL;DR

What you might be missing about Diversity, Equity, and Inclusion...

• Each of the three concepts is separate and distinct
• The importance of intersectionality when it comes to diverse representation
• The difference between what is fair, equal, and equitable
• Inclusion as a conscious choice in design decisions

You’ve probably been hearing the term “DEI” thrown around a lot lately. What comes to mind for you when you hear “Diversity, Equity, and Inclusion”, what is your first thought or feeling? DEI might seem simple and straightforward, and there is a quick acronym that makes it easy to remember, but there is a lot that can get misunderstood and lost when it comes to DEI. When we are quick to simplify this concept, we run the risk of oversimplifying. Diversity, Equity, and Inclusion are separate and distinct concepts. Each one holds its own nuance and complexity and requires their own strategy.

You may have also heard other acronyms like, ADEI, DEIJ, DEB, DEIB, D&I, JEDI, among others. Accessibility, belonging, and justice can also hold their own unique distinctions. There is no single correct way to name this work, but we have chosen to use the acronym DEI to represent all of those concepts. For us, accessibility and belonging are important parts of inclusion, and justice underlines them all - the reason why we advocate for DEI in workplaces. Let’s dive in…

What DEI is and What It is Not

Diversity

Starting with Diversity, this term is the one we find most people are aligned on the overall concept. Diversity refers to differences and variations in a group that encompass a variety of identities and experiences. It’s important not to use the term diversity or diverse as a proxy for race, ability, sexual orientation or other characteristics. And remember, only groups can be diverse, not individuals. Being precise in our language will help us ensure we’re not using language that further marginalizes individuals or groups.?

Along with the term Diversity, you may commonly hear the term Representation. In our aim for improving diversity, we are working to improve representation. Having relatable role models within a person’s sphere of influence (for example, the workplace) is highly empowering. If you can see it, you can be it. And you can be more confident that the systems here are supporting equally high levels of success for all kinds of people with a variety of combinations of identity intersections.

So now I want to take a minute here to explore this concept of intersections of identity - otherwise known as Intersectionality. Whether or not we would choose to define ourselves by any of our intersections, the reality is that our intersectionality must be factored in to our relationship with the systems of our society and how we might benefit or not from them.?

Here’s a quick video of Kimberlé Crenshaw, the person who coined the term to explain a bit about it…

Equity

Next, we’d like to discuss the term Equity, which is a word that some of you might already be familiar with.

Equity refers to the “equally high outcomes of success for all individuals regardless of any social or cultural factors. Providing access, opportunities, and resources to people based on need.”?

This is demonstrated in the graphic below:

In the top half of the image, we see that everyone is given the same bicycle. But unfortunately, despite being given the same things, not everyone is able to ride the bicycle comfortably. For one person, the bike is too big, for the next person, the bike fits well, then the next one, the bike is too small, and the person on the top left, is unable to use this bike at all. Now, in the bottom half of the image, everyone is given a different bike that suits them uniquely. In the bottom portion, each single person is able to ride the bike comfortably.?

Equity is often confused with Equality, but these are two different concepts.?

• We would describe the top image as a great example of ‘equality’ - where each person is given the exact same thing, each person is treated ‘equally’. Our target outcome here is not to give everyone the same thing, giving each person the same input. Our goal is to enable each person to ride the bike comfortably and give them the means to get to where they need to go. In the case of the top image, we can see that only one person is able to do that and one person cannot use the bike given at all.?
• Equity, on the other hand, focuses on equal outcomes, not equal input or giving the same resources. Again, if our goal here is for everyone to comfortably enjoy riding a bicycle and get to where they need to go, we have to acknowledge that each of these folks don’t all have the same needs. At the bottom of the image, you can see that when everyone is given a bicycle based on their need, each person is enabled to be truly successful and outcomes are now equitable.

There is another term that often gets thrown around in conversations related to equity: Fairness. Equity is sometimes perceived as ‘unfair’ because other people are receiving something that is “better” or “more” than what someone else gets. When below the surface, equity in fact, actually levels the playing field by acknowledging that we do not all start from the same place.?

To reiterate the definition - equity allocates resources based on need and focuses on producing high outcomes of success, regardless of any social or cultural factors.? When we distinguish the difference between fair and equal, we are taking someone’s context into consideration.? And that goes hand-in-hand with increasing our tolerance and eventual appreciation for diversity and the many different ways people can contribute to our workplace and society.

You won’t see the results of equity in the beginning, because equity has to do with outcomes. Equity is a product or outcome of thoughtful investments and resource allocation. Equality can feel more immediately tangible because it is more related to inputs that we can influence right away.?

Ultimately, a practice of equity is the more fair solution.

Inclusion

Inclusion is valuing and incorporating the perspectives, contributions, needs, and viewpoints of all people. Inclusion is about bringing all different intersections and their perspective and experience together to co-create and design systems and solutions that support everyone. When we design for everyone (especially for those who may differ from the “majority”) we end up with solutions that enhance quality of life and experience for many more people than expected.

Here’s an example…

Take the sidewalk. For this person in the picture, this sidewalk is a helpful way to stay out of the way of cars and they can walk off of the curb and cross the street with ease. But what if this person broke their leg and had to use crutches, or what if this person had a child and a stroller. What if this was a traveler with luggage or if they were pushing groceries in a cart or if it was someone using a wheelchair. It would be much more difficult to cross the street because of the curb. When the sidewalk ramp was created for accessibility for a smaller intersection of people, it ended up helping everyone get off of the sidewalk and cross the street more easily.

We mentioned that inclusion means valuing and incorporating the perspectives, contributions, needs, and viewpoints of all people. That’s why it’s so important to have an “inclusion by design” mindset and approach.

Inclusion by Design

People often associate the term ‘diversity’ with being invited to a party, and ‘inclusion’ as being asked to dance. But this is a limiting view of inclusion. True inclusion is not just being invited to the party and getting asked to dance, it’s also being a part of the creation of that party/dance from the beginning.

It’s important that inclusion involves co-creation by every member of a group, not merely an invitation for the people from historically underrepresented groups to be present in an existing space. This is an important nuance we must understand with inclusion, because a lot of DEI work focuses on bringing in various communities, perspectives, and backgrounds but doesn’t always provide those communities the space to co-create. And that’s key to this work.

Start Here

1. Continue learning about DEI

2. Establish a shared language

3. Assess your organization’s current state

• Conduct an employee experience survey
• Conduct a training needs assessment
• Take the DEI Strategy Assessment

4. Examine your own biases by asking yourself these questions

• What assumptions do I need to shake up?
• Where did I hear this from?
• Where am I getting my information form??
• What does my social media feed look like?

5. Reflect on your connection to DEI and where it shows up in your life and work

6. Align on a common vision for DEI and share it with everyone in your organization

Begin your journey as an aspiring ally with this simple promise:

As an aspiring ally, I promise to…

Always center the impacted

Listen and learn from those who live in oppression

Leverage my privilege

Yield the floor