Diversity, Equity, and Inclusion, or DEI is an essential mantra today. While they come together—each has an individual and definitive role.
In a workplace, if you have to identify each in action, here is how they would look.
We look at three different strands to know how D, E, and I function separately.
Scene 1: A woman returning to work
Diversity: A woman, who is re-joining the workforce, belongs to a strand of diversity in organizations called women at the workplace. Gender equality is important for organizations that are keen on achieving DEI goals.
Equity: The company offers flexible working hours apart from helping her with an on-site daycare facility or reimbursing the charges at a private facility. These would enable her to work without hindrance and not worry about caregiving and work-life balance.
Inclusion: At a high-level discussion, the woman who is part of a core project is asked for her views, making her feel included.
Scene 2: A person with disabilities
Diversity: The person could have movement disabilities or hearing or speech impairments. Organizations have recognized the potential of persons with disabilities and the new dimension they add to the workplace.
Equity: Equipping the office with ramps, railings and having a comfortable seating arrangement with easy washroom access would enable the person to focus on work.
Inclusion: Imagine a team lunch outside, and the manager chooses a place accessible for the person. The manager also values their talent and capability by offering an equal role in a project without assuming the person’s limitations.
Scene 3: A queer person
Diversity: Irrespective of the person coming out or not, the queer community or the LGBTQ+ group brings a business advantage, according to reports.
Equity: Devising policies and programs like same-sex partner benefits and medical plan that covers gender reassignment surgery
Inclusion: Sensitization programs for all, including sessions for inclusive language and appropriate pronouns, would enable them to engage more meaningfully and feel accepted in the workplace. Another example of inclusion is having an employee resource group or ERG for the LGBTQ+ to liaison with the top management.
While DEI is a combination and works well only when approached with equal importance, understanding the individual roles is important to achieve DEI goals and strategies.
