Easy read that examines the importance of equity within diversity and inclusion programs by examining the analogous characteristics of a shoe (style, comfort, and cost) to DEI.

1. Equity
Talent Lyft: Top 10 Benefits of Workplace DiversityTalent Lyft: Top 10 benefits of workplace Diversity
The Long Walk to Diversity & Inclusion
Keisha D. Robinson, MBA, MPM
Diversity, equity, and inclusion (DEI) are
very much like the characteristics of a
shoe. Yes. You read that correctly and
yes, I know it may sound far-fetched,
but indulge me.
Shoes are simple conceptually but are
as essential as any other apparel. They
serve a number of functions, including
but not limited to providing warmth and protection from inclement weather. There is never
one size that fits all and even the shoes that fit, may not be the best shoe for us. Not all shoes
are created equal. DEI programs are very much the same–multifaceted, specific to the
companies that employ them, and range in efficacy.
There are three important characteristics commonly considered when buying any pair of
shoes–cost, comfort and style…or chicness (if you’re big on alliteration). Not only do cost,
comfort, and style vary in importance to consumers, but they are features that can also be
independent of one another. For example, one can have a shoe that is both affordable and
stylish, but incredibly uncomfortable. Admittedly, I used to trade comfort for a cute cheap shoe
when I was younger. I’ve also spent a lot of money for a certain designer or style and the
wellbeing of my feet was secondary (if even considered at all), to how the shoe looked or the
attention it might garner. Thankfully as I’ve matured, I’ve grown to make better decisions.
The same should be said for companies when it comes to the implementation of true DEI
programs. Diversity, equity, and inclusion are not mutually exclusive, yet we continue to
observe well-established companies omit equity from their diversity and inclusion (D&I)
programs, an oversight with grave implications. To examine this further let’s dig into our shoe
analogy, but this time consider the comparisons of diversity to style, equity to comfort, and
inclusion to cost, respectfully.
Diversity (Style)-Diversity is a state of heterogeneity where variety may be observed in values
and attitudes, skills and abilities, occupation, and personality traits and phenotypic presentation
(better known as race, gender and ethnicity). Companies invest a lot of energy and capital into
considering the former when hiring, but often at the expense of the latter. Cultural differences
appear to draw the short straw and authentically comprehensive diversity is often forgotten in
the face of representation from only a few groups. For example, hiring “persons of color”
typically refers to minority groups. Yet this frequently recycled classification does not guarantee
the presence of African Americans. Style or how diversity looks in many cases, is built on

2. perception rather than fact. Companies have become complacent with the idea that as long as
their workforce is not entirely homogenous, their charge in diversity is complete.
Equity (Comfort)-Equity is a term that holds multiple meanings in business. On one end, it is
related to one’s interest or value of ownership in a particular enterprise. On another it refers to
equal access to opportunities and resources, and justice or the act of being treated fairly–a key
principle of humanity and business ethics. Despite the fact that human capital is the greatest
resource to any business, corporations too often forget that employees represent the most
vulnerable of stakeholders with the greatest share of vested interests. While equity is the most
important part of the DEI paradigm, it is frequently abandoned in lieu of inclusion, a critical yet
common gaffe. Having a seat at the table is a far cry from enjoying an equitable portion of the
meal. Further, when equity is neglected much like with the comfort of a shoe, businesses
render themselves susceptible to misalignment, poor posture, and instability.
Inclusion (Cost)- Inclusion is described as the action or state of being integrated within a group
or structure. It can be a very costly objective, particularly so in its absence. Explicitly, a lack of
inclusion directly correlates to a dearth of diversity in thought and skillsets, a decline in
employee engagement, as well as, diminished revenue. Companies most easily assess inclusion
via employment applications where candidates who choose to self-classify, acknowledge the
particular groups to which they identify, i.e., gender, disability and/or veteran status.
Institutions use these metrics to tout inclusive hiring practices. While companies may truthfully
check off boxes for acknowledgments from Glassdoor, Bloomberg, and other corporate equality
indexes, there are often areas of intersectionality that remain unrecognized or worse, ignored.
The tripartite of diversity, equity, and inclusion is complex, critical, and just as interconnected
as other models like the Triple Constraint in project management or the Triple Aim in
healthcare. Sure, businesses can have one without the other and often do. However, if I
haven’t learned anything else as a woman who loves shoes, I know this much to be true–if the
shoe isn’t comfortable, then the style doesn’t matter and the ultimate cost to the welfare of my
feet will be far greater than any expenditure, no matter how awesome the sale.
Companies cannot afford to wear cheap shoes, neither as a business practice nor as a social
imperative. Quality comes at a price and comfort should never be traded for style. The optics
of diversity and inclusion will only go so far. It’s not enough to talk the talk when it comes to
diversity, equity, and inclusion initiatives. Businesses must walk the walk. The road will not be
easy, but it is necessary and with the right “shoes”, totally achievable. Your corporate culture is
worth it. Your employees deserve it. Your businesses will be better for it.