Often heard as the shorter, abbreviated form – DEI – we all pretty much have a general idea of what is being referred to but maybe we don’t all have a more specific concept. Let’s see if we can help you out with some solid working definitions we can use. Understanding each element can help you appreciate and support the unique contributions that each of your team members can make. The goal is that everyone has a good understanding of these terms, and can better appreciate how they go together. In other words, greater appreciation for how the best teams are made up of people who come from different places – literally and figuratively – even if they share a common purpose. In our case – providing the best possible support to our clients.
DIVERSITY
The fact of human difference. The mix. Identities present. A mix of identities present does not automatically result in equity.
Whenever two people are present, a “diversity” of identities is present. But not every aspect of our mix of identities has the same impact. For example, our difference in race is more impactful than our difference in height or hair color when it comes to the social determinants of health.
EQUITY
Acknowledgment that we do not start on a level playing field. Achieving equity would mean that our outcomes were no longer predictable by identity group.
Different people have different needs. An equity framework encourages creativity – what solutions are required and possible? Striving towards equity encourages us to acknowledge the realities of power dynamics and the truth about the ways in which each of us face barriers and are afforded opportunities. Instead of one-size-fits all solutions, strive to learn about and meet the distinct needs of the people on your team.
INCLUSION
Inclusion is about decision-making and willingness to actually change policies, protocols, and practices. How difference is utilized as an asset when we make decisions.
Inclusion is about how we are all willing to do things differently based on the additional perspectives, lived experiences, and ideas that our friends and colleagues contribute. Inclusion is not about simply having “a seat at the table.” If I have a need that you don’t have, are you still willing to make sure my need gets met so I can be my best self for our team? Measuring inclusion is about people from non-dominant and target identity groups self-reporting that their contributions were considered.
We are hoping you will consider a broader and more creative set of alternative solutions, norms and new ways of being – designed to make way to get the best out of your team in terms of their thinking, their contributions to morale, team culture and their work product. Think about how we can best utilize Diversity, Equity and Inclusion as a tool to do our best work – for each other as well as our clients!