1.3.1 Introduction to Diversity, Equity & Inclusion (DEI)
View
Diversity refers to the representation of different
identities in a space. People are not just one identity; diversity is about all
the overlapping, intersectional identities in one space. Examples of achieving diversity include:
- Targeted recruitment of specific underrepresented groups;
- Collecting data on employee diversity, level of workforce diversity, and;
- Ensuring representation across hiring committees and interview panels.
Equity refers to taking an equitable approach recognizes
structural inequality in a labor market and seeks to adjust for this structural
inequality by adjusting processes, systems and practices to meet job candidates
and workforce where they are. Equity is about creating fair, personalized
access to opportunity at work; whether that is during recruitment or for
current employees. Examples of achieving equity include:
- Standardizing recruitment e.g. “blind” application review (removes names, location);
- Creating programmes that remove barriers to provide pathways for underrepresented groups to join or advance in a company (recruitment, sponsorship), and;
- Transparency on pathways to promotion, levels and corresponding compensation.
Inclusion refers to a universally accessible
system or structure that takes an equitable approach to removing barriers to
ensure that people of all identities have equal access to the workplace;
equally contribute and participate, and; feel a sense of psychological safety
and belonging. Examples of achieving inclusion include:
- Solutions that acknowledge systemic inequality;
- Workplaces that demonstrate accountability to the inclusion of excluded groups,and;
- Initiatives that change norms and workplace culture.
