What is DEI? | A Brief Introduction to Diversity, Equity, and Inclusion

This year, the United States has seen a concerning emphasis on the targeted mischaracterization and removal of diversity, equity, and inclusion initiatives. Sources often attribute the “beginnings” of DEI to the Civil Rights Act of 1964 (such as Forbes’ article on the history of DEI), though some suggest this fight for equality is “in the DNA of the United States” and its promise of “liberty, opportunity and prosperity for all.”

But what do the terms actually mean? What is the reason for these initiatives? And why are they seen as a threat?

The Language of DEI

As with any language that gets used in a variety of contexts for various purposes, especially when the language becomes politicized, it’s important to figure out what the words being used meant in their original context, how those words have been interpreted by others using them in new contexts, and what biases or intentions might be influencing those interpretations.

Let’s start with some basic definitions.

Diversity, according to Merriam-Webster’s online dictionary, is defined as:

“the condition of having or being composed of differing elements,” especially “the inclusion of people of different races”

Cambridge’s online dictionary defines diversity as:

“the fact of many different types of things or people being included in something; a range of different things or people”

Equity, according to Merriam-Webster’s online dictionary, is defined as:

“fairness or justice in the way people are treated,” often, specifically, “freedom from disparities in the way people of different races, genders, etc., are treated”

Cambridge’s online dictionary defines equity as:

“the situation in which everyone is treated fairly according to their needs and no group of people is given special treatment”

or

“a system of justice that allows a fair judgment of a case where the laws that already exist are not satisfactory”

Inclusion, according to Merriam-Webster’s online dictionary, is defined as:

“the act or practice of including and accommodating people who have historically been excluded (as because of their race, gender, sexuality, or ability)”

Cambridge’s online dictionary defines inclusion as:

“the idea that everyone should be able to use the same facilities, take part in the same activities, and enjoy the same experiences, including people who have a disability or other disadvantage”

or

“the act of allowing many different types of people to do something and treating them fairly and equally”

Merriam-Webster also has an entry for diversity, equity and inclusion specifically, defining it as:

“a set of values and related policies and practices focused on establishing a group culture of equitable and inclusive treatment and on attracting and retaining a diverse group of participants, including people who have historically been excluded or discriminated against”

or

“the state of having a diverse group of participants as well as policies and norms that are equitable and inclusive”

The Purpose of DEI

If we focus on the more recent applications of DEI, initiatives primarily emphasize equal rights to work, regardless of an individual’s race, ethnicity, gender, sexuality, religion, or other elements of their identity that would not affect their ability to perform their assigned duties. Over time, this extended to cultivating socially aware work environments, sensitivity training to help managers understand and sympathize with the people they’re charged with instructing, and various other methods of encouraging a system that hires based on merit and suitability as opposed to personal bias or preferences that often exclude more diverse perspectives and representation.

These practices benefit employers as well as those they employ, since fostering a healthy and diverse work environment has positive long-term effects. According to Forbes, “DEI programs can enhance organizations’ competitive position, agility, innovation, and brand perception.” That being said, a company’s bottom line is not and should not be the heart and intention of the movement for recognition and acceptance of all people. However, at this moment in history, “demonstrating tangibility with real metrics” has become a necessary method of defending the incorporation and sustainability of DEI in a workplace context.

The movement, though, is not limited to the workplace context.

The “Threat” of DEI

Discussions around the concept of diversity, equity, and inclusion generally tend to center on its role in a working environment; sensitivity trainings, hiring practices, and accessibility considerations are some of the more common talking points. However, it’s far from the only or even primary consideration of what these initiatives stand for.

If we consider the Civil Rights Act of 1964 to be a significant moment in the history of DEI, then it’s important to note that the legislation not only “banned employment discrimination on the basis of race, color, religion, sex or national origin,” it also “ended segregation in public places,” meaning “segregation on the grounds of race, religion or national origin was banned at all places of public accommodation, including courthouses, parks, restaurants, theaters, sports arenas and hotels.”

In a televised address to the nation following the violence against civil rights protestors throughout the country, John F. Kennedy said:

One hundred years of delay have passed since President Lincoln freed the slaves, yet their heirs, their grandsons, are not fully free. They are not yet freed from the bonds of injustice. They are not yet freed from social and economic oppression. And this nation, for all its hopes and all its boasts, will not be fully free until all its citizens are free.

The current backlash against the perceived “threat” of DEI is the same type of backlash faced by the civil rights protestors of the 1960s, by the trans women and queer folks of the Stonewall Riots, by anyone in history who has fought on the side of progress and acceptance in the face of ignorance and reactionary resistance.

The “threat” of DEI is the promise of a progressive future, where people are accepted and valued for their existence without the expectation to conform in order to survive.

May we all strive to cultivate and protect that future.

For Peace and Love