DEI, DIB, D&I, JEDI - Which diversity-related acronym should my company use?
You’ve probably come across at least one of these acronyms on social media, at work, or in conversation. But what do they mean, and which one should you use? In recent years, the acronyms companies use to identify their values and commitment to this work have garnered a great deal of attention and, in some cases, controversy. Some examples include using the terms: DEI (diversity, equity and inclusion), DIB (diversity, inclusion and belonging), D&I (diversity & inclusion), and JEDI (justice, equity, diversity and inclusion). In this article, we’ll help you pull apart each acronym and decide which one is the best fit for your organization. To start, let’s look at a brief rundown of individual concepts.
Diversity - Diversity describes the representation of different characteristics, experiences and identity markers. Race, gender, sexual orientation, religion, ethnicity, disability and age are just a few examples of the ways in which we are diverse as individuals. In some cases, diversity may become the center of focus for certain DEI initiatives. If not treated with care and consideration, organizations may engage in simply checking off boxes to meet diversity quotas.
Inclusion - Inclusion describes the creation of a welcoming environment where all individuals are valued, heard and supported. Without engaging in the necessary work of implementing an inclusive workplace culture and providing the right resources, underrepresented and marginalized “diversity hires” may become part of a harmful cycle of tokenism. Inclusion practices are essential to maintaining a diverse workforce and going beyond just having people in the room. For more on the difference between diversity and inclusion, see this post by The Advocate’s World.
Belonging - Dr. Erin L. Thomas - Head of Diversity, Inclusion, Belonging & Access at Upwork, defines belonging as “the extent to which employees can show up to work fully without having to sacrifice meaningful aspects of their identity”. Being “included” does not necessarily equate to a feeling of “belonging” within an organization. Dr. Thomas also maps out the “Belonging Breakdown Journey”, indicating the common course that diversity hires may take after entering an organization and not being able to develop a sense of belonging.
As a simple differentiation tool, content creator, author and illustrator Liz Fosslien describes diversity as “having a seat at the table”, inclusion as “having a voice at the table” and belonging as “having that voice being heard". This also showcases the interconnected nature of the three concepts.
Equity vs. Equality - Equality refers to the fair state of all individuals having the same access to resources and opportunity, and being treated fairly. Equity differs from equality in that it considers specific disadvantages and obstacles that certain groups or individuals may experience on the path to obtaining the same outcome. That is, something that is equitable might not be equal - in some situations, the most equitable path is to give certain individuals additional support in order to provide fair access to a certain opportunity.
Here are some examples of equity vs. equality from the modern workplace.
Justice - Justice involves engaging in dismantling oppressive structures at the community, societal or global level to create equitable access to opportunities and resources. An organization may include this in their programs to signal their participation in working to remove barriers for the progression of employees from marginalized communities. An example of this could be providing a scholarship or internship program for a specific underrepresented community.
So which combination is right for my organization?
With several different concepts in mind, consider the kind of change you want to implement within your organization, how your role aligns with these values and how large your organization is. In general, start by considering the “why” - why are you choosing to implement this new strategy or set of initiatives?
Focusing on the “Why”
The “why” helps guide which elements are most important. For example, if your "why" is making sure minority groups have equal access to promotion, then Equity is going to be a key element! If increasing diverse representation at all levels is an essential part of your strategy, then Diversity will be key. Finally, if you strongly believe that diversity is just one essential component but inclusion is what retains diverse talent, then Inclusion will be a core part of your strategy. In this case, you may also want to put the ‘I’ for inclusion first or ahead of other elements in your acronym, to indicate that inclusion is a priority focus (for example, some organizations use “I&D”). Overall, reflecting on which concepts/elements are most relevant to the diversity, equity, inclusion, belonging and justice goals that your organization is working towards, is a great way to determine which terminology is best suited.
The bottom line
Ultimately, each DEI acronym is a description that must be backed with action and each individual component of each acronym is interconnected. No matter which one your organization chooses to go with at the end of the day, it's the work you do that matters, not the acronym you choose to describe it. In your decision to choose terminology that fits your company, ensure that there will always be continuous action that reflects the value of this terminology. For instance, if you decide to use ‘DEI’ as a way to represent your role or your organization, reflect diversity, equity and inclusion at each leadership level.
So how can you integrate each individual component into your organizational framework?
We’re here to help! Book a complimentary consulting session with one of Crescendo’s DEI Strategists to see how your organization can honor your commitment to fairness.
