At Learning Cycle, we aim to continually promote awareness of diversity issues and the many people working hard to create a culture where no one is discriminated against for things beyond their control. “DEI” is a term at the center of an increasingly prominent and polarized discussion taking place in many countries around the globe. The three core components of DEI are Diversity, Equity, and Inclusion.
Breaking Down “DEI”
Diversity is the variety of visible and non-visible differences inherent amongst individuals and groups. It is important to recognize that true homogeneity is a myth. There will always be diversity, be it in race, ethnicity, age, ability, sexuality, and more.
Equity is a practice of purposefully treating people in ways that are fair according to their individual needs, rather than treating everyone the same. This leads to people receiving different treatment, but in the end, everyone is accommodated comfortably.
Inclusion occurs in an environment that welcomes and respects all types of people. It is a space where everyone can feel comfortable and able to fully participate in the work.
Diversity without inclusion is just variety, inclusion without equity is just tokenism, and equity without diversity maintains the status quo. To achieve true inclusion in the workplace, an organization must first foster a diverse environment where all people are treated equitably. For example, equal treatment would be to provide all workers with a standard-size desk. For most, this will work just fine. However, if you have a worker who is particularly tall or short, or one who uses a wheelchair, then the standard desk would hurt their bodies if it were even usable at all. Equitable treatment would be to purchase adjustable desks for the office, or to set aside funding to purchase appropriately sized desks for those workers with other needs. Then, and only then, can that organization be considered inclusive.
Common Misconceptions about DEI
However, not all organizations are fully committed to these DEI ideals. Some may pay lip service to progress, without bothering to take genuine action to create positive change. When their minimal efforts fail to pay off, they’ll claim that minorities or DEI itself are the issue. However, the truth is that the problems are not caused by the existence of minorities but by society’s failing to create space for all types of people.
Recently, companies, particularly in the US, have been clearly illustrating the negative effects of promoting homogeneity. Many have chosen to step away from DEI initiatives due to political pressure or simply because they never truly believed in DEI to begin with.
However, these moves have been largely unpopular, and businesses, like Target, have suffered as consumers refuse to patronize these companies, and shareholders reject anti-DEI moves.
In reality, DEI is not about minorities seeking special treatment for themselves but about creating a more prosperous future for all. Businesses with executive teams in the top quartile of diversity were reportedly 25 % more likely to have above-average profitability and are twice as likely to meet or exceed financial goals. Companies that prioritize DEI measures are also more likely to attract quality candidates, and this will become increasingly true as Millennials and Gen Z progress in their careers. 69% of Millennial and Gen Z workers are most likely to remain at a company for 5 or more years if the workforce is diverse, with 76% of workers overall reporting that diversity is a key factor determining which job offers to accept. Therefore, having a DEI mindset will not only make your organization more attractive to a wider variety of applicants, but it will also make creative thinking and strategizing more possible than ever before.
Executive team diversity on the likelihood of financial outperformance vs the regional industry median
Credit: McKinsey & Company
Working Together to Achieve True Inclusion
To do so, we must all be allies. Many workplace structures are traditionally hostile to minorities, and they can’t overhaul the whole system on their own. It is the responsibility of members of the majority to consider and advocate for marginalized individuals. Working together across disciplines and sectors, we can create a new work culture that benefits everyone. Together, as a diverse team working across the globe, we can join hands and make a significant impact.
Stay connected on your DEI journey with Learning Cycle. Explore our workshops and success stories to empower your team.
