Although the terms equity and equality may sound similar, implementing one versus the other can lead to dramatically different outcomes for marginalized or underrepresented people. Here’s how I define them. Equality is defined as each person or group of people being given the same resources or opportunities. On the other hand, equity recognizes that each person has different circumstances and allocates each the exact resources and opportunities they need to reach an equal outcome.
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FIGURE 1-2: Equality versus equity.
In Figure 1-2, you see three people who have unequal access to a system — in this case, the tree that provides fruit. With equal support from evenly distributed resources, their access to the fruit is still unequal. The equitable solution, however, customizes the resources that each person needs to access the fruit, leading to positive outcomes for both people.
Employing equity practices involves bridging gaps between minority and majority groups in organizations. Keep in mind that equity looks different in each organization; however, it occurs when there is a level playing field that enables all talent to enjoy the same opportunities to thrive. Equity practices consider what’s important to a specific workforce. For example, one equity practice may focus on professional development (mentorship programs, scholarships, bonus distribution) and another on providing opportunities for promotion and growth (succession pipelines).
Inclusion
I describe inclusion as the degree to which an employee perceives that they’re a valued member of the work group and encouraged to fully participate in the organization. At the base level, diversity efforts are concerned with representation of various groups; however, don’t confuse that with creating an inclusive environment.
Think about DEI as a continuum with inclusion as the final phase toward sustainability and business outcomes. In the workplace, diversity without inclusion fails to attract and retain diverse talent and doesn’t encourage diverse employees to bring their full selves to work, thereby failing to motivate their participation and do their best work.
In short, diversity is easier to measure because humans in all varieties merely exist; however, inclusion is a practice. Diversity can and has been legislated in various policies throughout various locations and organizations. Inclusion often results from a commitment to practicing this type of behavior.
Diversity, equity, and inclusion
The definitions in the preceding sections show that the relationship among diversity, equity, and inclusion is complex and nuanced.
Simply summarized, diversity is the “who,” equity is the “how,” and inclusion is the “what.”
Recognizing diversity, equity, and inclusion as separate and complex, though related, concepts is an important step for leaders to achieve a diverse, equitable, and inclusive workplace culture. Leaders need to understand that diversifying a workforce doesn’t automatically result in new hires’ feeling welcome, which suggests that inclusion should be a goal that organizations assign resources to. And their focus on equity needs to be based on the knowledge that not all employees or potential employees have access to the same resources and that they should structure strategies and resources accordingly.
Breaking Down Other Key DEI-Related Terms
In this section, I cover some key terms essential to DEI work. I say “key terms” because I could turn this entire chapter into a glossary, but for the sake of your role as a leader/manager, I just detail the common vocabulary to give you a working knowledge of DEI.
Note: Since 2015, I’ve been selected as one of more than 100 DEI global experts on the revised editions of the Global Diversity, Equity, and Inclusion Benchmarks (GDEIB), and we all weighed in and adopted many of the definitions I share in the following sections. I talk more about the GDEIB in Chapter 6, where I outline how to assess your organization’s current culture.
Ability and disabilities
Equal and fair opportunities should be made to all employees regardless of ability. However, disability diversity isn’t often widely discussed within the DEI conversation. Employers have indicated the anticipated (not actual) costs of adapting the workplace for a differently abled individual as the main barrier to hiring differently abled (disabled) people. Researchers have found that this assumption is really a result of unconscious bias. I discuss unconscious bias later in the chapter, but first I want to give you a clear understanding of the definition of disability.
The World Health Organization (WHO) defines disability as an umbrella term that covers impairments, limitations, and restrictions on participation. It distinguishes an impairment as “a problem in body function or structure,” a limitation as a “difficulty encountered by an individual in executing a task or action,” and participation restriction as “a problem experienced by an individual in involvement in life situations.” Ability refers to one who has the “skills to complete a task, or activity,” so disability can affect how well a person can do any task related to their job.
So the term disability is more complex than simply physical health. Today, WHO estimates that over 1 billion people (15 percent of the world’s population) lives with a disability, and this number continues to rise. Almost everyone will temporarily or permanently experience disability at some point in their life.