Diversity, equity, and inclusion are commonly used terms in educational and corporate environments. But do we all know the difference between those concepts? If we don't know the difference, then I don't believe we can operate with intent and have maximum impact in the spaces we co-occupy. In addition, full understanding goes beyond a dictionary definition as nuance and context are important.
Let's start with diversity. The simple definition of diversity is the presence of variety and differences. In the context of spaces occupied by people, diversity often relates to people of different races, ethnicities, genders, religions, ages, and abilities - among many other attributes. Some diverse attributes are visible, while others are not. The presence of robust diversity is beneficial to any organization, but without equity and intentional inclusion, a diverse climate can actually have challenges; including the attrition of members of the community that may not feel valued or included.
Equity is often confused with equality, but the concepts are significantly different. While equality is giving everyone the same exact thing, equity involves making a conscious effort to give people what they need. In the context of organizations and companies that have historically had underrepresented identities, it means giving those who have not been represented in the past the additional support they need to access all the benefits and opportunities the space has to offer. It also means - and this part is often overlooked - providing those who have traditionally had the dominant attributes opportunities to learn about all of the co-existing identities in a way that builds appreciation and understanding. This is sometimes a difficult concept, as the effects of inequity can seem subjective and intangible. However, there is enough data and tangible evidence to work with participants of any combination of awareness, experience, and exposure.
Even after equity efforts are in place, and even after some success in creating organizations that better represent the communities they occupy and/or serve, it is possible that those in underrepresented categories may not feel valued or may feel like they cannot be their true selves. It is not uncommon for organizations to have a subtractive culture. A culture where anyone who has a visible or invisible identity considered "diverse" for the space, is expected to exist by adhering to the expectations of the majority identity, rather than having their unique voice heard, valued, and included in the organization's culture and work. In a culture of inclusion, the opposite is true. Diversity is seen as an asset, an equity lens is used to ensure access, and dominant culture/identity is de-centered.
Dr. Violet Jiménez Sims
Co-owner and Lead Consultant
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