Partnering with Employers to improve Diversity, Equity & Inclusion starts by Understanding and being able to speak competently about Diversity, Equity and Inclusion in the employer’s context of the working space for authentic conversations. Moreover, understanding individual and corporate incentives around Diversity, Equity and Inclusion will help in understanding the entry points for partnership. Diversity, Equity and Inclusion terminologies refer to different aspects within an organization as follows:

• Diversity has been described as a representation of different identities in a space. People are not just one identity; diversity is about all the overlapping, intersectional identities in one space.
  
• Equity is about creating fair, personalized access to opportunity at work; whether that is during recruitment or for current employees. It, therefore, focuses on taking an equitable approach that recognizes structural inequality in a labour market and seeks to adjust for this structural inequality by adjusting processes, systems and practices to meet job candidates and the workforce where they are.
• Inclusion promotes universally accessible system or structure that takes an equitable approach to remove 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.