Defining Diversity, Equity, Inclusion, and Belonging

Diversity, Equity, Inclusion, and Belonging (DEIB) continues to make the rounds in the headlines, to say the least. In the United States, there is a heated debate about the importance of DEIB in the workplace and in our culture at large. We’ve seen high-profile companies like Meta, Google, Costco, and McKinsey grapple with DEIB programs in their workplaces. More and more, DEIB is being renamed, retooled, eliminated, or reimagined at work, but its essential importance remains unchanged. 

Real questions–both personal and organizational–have come up because of the moment we find ourselves in. There’s an increase in uncertainty and anxiety, and rightly so. But it’s times like these that serve as an important reminder that no matter what we call programs, policies, and practices that serve to create a more just company or community, it’s our values that underscore everything. And it’s these values that still hold true regardless of the route we take to get where we’re going.

It might seem like DEIB is just another acronym, but it’s much more than that. The elements of DEIB are what ensure workplaces where everyone has the opportunity to thrive and differences are embraced and celebrated. I focus quite heavily on DEIB in my work, and it’s something I know is essential to the healthy functioning of our workplaces and our world. 

If you’re looking for a breakdown of the basics about what each aspect means, this is the perfect blog for you. Let’s dive into DEIB and define what it is and why it’s important. 

The DNA of Diversity

Diversity can be defined as the demographics of your organization. Oftentimes, it’s the most obvious to spot. Diversity includes factors like gender, race, ethnicity, age, education, disability, and sexual orientation, along with other things. 

It can be among the easiest dimensions to quantify, which is why you’ve probably seen so many organizations measuring diversity with targets like recruiting people of color or promoting women to leadership positions. 

Organizations with diverse workforces are more resilient and successful than those that aren’t, as many studies have shown. And while diversity is critical to creating a high-performing culture, it’s only one piece of the puzzle.

Equity is Essential

Equity refers to how organizations address systemic, historical disadvantages marginalized groups have faced so that they can provide fair access, treatment, and advancement opportunities for everyone. It is the acknowledgement that not everyone started from the same place and the commitment to making adjustments to these imbalances.

This element of DEIB is foundational. It is what ensures fairness and justice for all employees and helps dismantle biased and discriminatory practices that have held underrepresented groups back for centuries. 

What does equity look like in practice? It looks like pay parity across genders so folks receive equal pay for equal work. It looks like providing accessibility accommodations for those who need it so they can be successful in their roles. It looks like providing paid parental leave for caregivers and still supporting their career growth. It looks like supporting learning and development opportunities and hiring talent from non-traditional academic or professional backgrounds.

Inclusion is Action 

Inclusion is an outcome of diversity and equity. When the system of the organization acknowledges and takes steps to correct imbalances and actively seeks out demographically and psychographically diverse people, it creates an environment where inclusivity can be cultivated. 

Diversity is the presence of differences. Inclusion is active engagement around these differences that make people feel welcome. Inclusive environments respect and value the diversity of its people and celebrate their unique talents, beliefs, and backgrounds. Creating an inclusive workplace doesn’t just happen by chance. It requires thoughtfulness and intentionality that starts from the top and permeates the full organization. 

Inclusive practices are those that identify and correct implicit biases and allow people to show up as their full selves to work. It’s when dissent is seen as a positive sign of engagement and disagreements are acknowledged and handled respectfully. It’s where ideas and innovation flow freely and creativity springs from all corners of the organization.

Belonging is a Feeling

When you’ve laid the foundation with diversity, equity, and inclusion, the result is a sense of belonging. When your people feel like they belong, they feel a sense of psychological safety and security when they come to work. They know their peers and leaders have their best interests at heart, and vice versa. 

It’s when relationships and connections are strong bonds, and folks can rely on each other to do their best work and even feel a sense of joy. When people feel like they belong, they have pride in their contributions and know they add value to the success of their team and the company as a whole. 

Is focusing on DEIB a complex endeavor? Yes. Is it worth it? Absolutely. 

If you’re looking to improve your DEIB practices or just starting out, I’m here to help. Get in touch with me to see how I can support you on your DEIB journey.