Diversity, Equity, and Inclusion (DEI) is a movement aimed at addressing how power and privilege affect personal identities and ensuring equal employment opportunities by recognizing various backgrounds and perspectives. DEI emphasizes the importance of understanding and empathy in creating inclusive workplaces, while distinct terms like equity, inclusion, and cultural competence are defined within this context. Organizations are encouraged to actively measure and improve their DEI practices to foster a creative and safe work environment for all individuals.

1. What is Diversity Equity
and Inclusion?
Diversity equity and inclusion is a movement that uses education
to recognize and address how power, privilege, and society
affect our personal identities. It also works to ensure equal
employment opportunities within companies, as well as
recognizing differences in backgrounds, cultures, skillsets and
perspectives.
It's also important to note that diversity is not just skin
color or socioeconomic status -- it's also differences in sexual
orientation and ethnicity, for example. Diversity equity and
inclusion emphasizes understanding and empathy as key elements
to creating a truly diverse and inclusive team.
That being said, the definition of diversity has evolved over
time, but one thing remains true: Understanding why we need
diversity equity and inclusion is the first step to creating
more diversity in the workplace.
ESG | The Report
What do 'diversity', 'equity',
and 'inclusion' mean?
Diversity is often used to describe the differences in people
that affect their opportunities, successes and experiences.
Diversity factors include aspects of identity such as race,
ethnicity, age, sexual orientation, gender, socioeconomic status
and more. Equity means fairness for all. It refers to the
practices needed to overcome historical barriers faced by
certain groups in order to access resources equally. Equity
requires deliberate effort and accountability at every level of
the organization to provide fair treatment, inclusive decision-
making processes and unbiased support. Inclusion is about
acknowledging diversity by creating an environment where
everyone feels safe, welcome and respected. It's more than just
an expectation; it's workplace culture that reflects leadership
commitment.

2. What is the Difference between DEI and EDI?
Diversity equity and inclusion are terms that are used
interchangeably when referring to the importance of considering
how race, ethnicity, gender identity and other differences
affect people in the workplace. EDI is just a part of DEI. Some
organizations use the abbreviation EDI to refer specifically to
ethnic diversity issues.
We feel that differentiating between diversity and equity best
reflects what's actually going on at a company level. Inclusion
is important, but it can't happen without first removing
barriers that people from underrepresented backgrounds face in
society and the workplace.
So even though many people use DEI and EDI interchangeably, we
decided to use both terms to make it clear that diversity is
about seeing differences, equity is about equality and
inclusion. It is about creating an environment where everyone
feels welcome.
What does 'cultural competence' mean?
Cultural competence refers to the ability of an organization
(employee or employer) to interact with people from different
cultures. This includes being able to understand and respond
respectfully to differences, especially when the situation
requires immediate action.
What does 'multiculturalism' mean?
Multiculturalism generally refers to a system that allows for a
variety of cultures within a society. In business terms, it's
about ensuring that all employees are valued for their
differences.
What does 'diversity maturity model' refer
to?
The diversity maturity model refers to moving through five
stages of DEI understanding, from initial unawareness to full
acceptance and support of DEI initiatives. It's often used to
measure progress in the workplace by determining how aware

3. people are about EDI issues and how actively they're working to
make a difference.
What does 'unconscious bias' mean?
Unconscious bias refers to the attitudes and stereotypes we
develop through our upbringing, experiences and environment,
which influence our behavior toward certain groups of people.
Unconscious biases can lead us to unintentionally discriminate
against others without meaning too. This kind of bias is
different from intentional discrimination, which people know to
be wrong.
How can you take steps toward becoming more
DEI-inclusive?
There are many ways that companies can become more DEI-inclusive
workplaces. You can look inward at your current culture and
practices or outward to see how other organizations are leading
the way in having a more inclusive work environment. There is a
lot of information about best practices, tips and tricks online,
so there's no reason not to become educated and take action.
Think deeply about why you feel the need for DEI in your
workplace.
 Are you looking to diversify your talent pool?
 Do you want employees from different backgrounds to feel
welcome?
 Or, do you want to build an inclusive work environment so
everyone can feel comfortable doing their best work?
3 Questions to promote diversity equity and
inclusion in the workplace
To get started, try asking these questions:
1. how might our company benefit from EDI efforts?
2. How does DEI affect my everyday life?
3. What are some of the barriers that people face when it
comes to DEI issues in the workplace?
Start conversations about EDI in your workplace by asking these
questions of everyone, including managers, supervisors and

4. employees. Use what you learn to create a plan that works for
all involved. Have an open dialogue with others who are
interested in DEI so they can help identify the problems,
develop solutions and implement changes over time.
The most important thing to remember about
DEI
The most important thing to remember about becoming a more DEI-
inclusive organization is that you're not going to solve all the
problems overnight. There will be challenges, setbacks and
unforeseen issues along the way, but if your company's mission
is important to you, it's worth fighting for.
What is Diversity in DEI?
Diversity is the state of being varied or different from one
another, especially in some aspect. This includes things like
race, sex, genetic background, gender identity and expression,
personal beliefs or values. Diversity in DEI includes everyone
no matter their differences.
What is Equity in DEI?
Equity refers to fairness or justice. Equity is a fair and just
way of being. It's about giving all people the same access to
resources that will help them succeed.
What is Inclusion in DEI?
Inclusion refers to making everyone feel welcomed and valued in
a group environment. It's about creating an atmosphere where
everyone can contribute their best work without fear of
reprisal. It's not enough to make sure everyone has the same
opportunities, you also need to give them the ability to take
part in those opportunities.

5. What is the difference between D&I and DEI?
Diversity and Inclusion both work towards the same goal, but
there are some key differences between the two. Diversity is a
measurable term while inclusion is a mindset. Diversity includes
all kinds of people while inclusion only focuses on those who
feel excluded from certain opportunities in their workplace or
community.
Why is diversity equity and inclusion
important?
Diversity Equity and Inclusion are all necessary to create a
fair and just work environment for everyone. Inclusion means
that no matter who you are, where you come from, what skills or
abilities you have or what talents you possess - if you want to
be involved in an opportunity, your organization will give you
the ability to take part. Diversity is important because it's
more representative of the world we live in. If everyone is not
given the same opportunities, there is no true equity.
What is equity diversity and inclusion in
the workplace?
Diversity Equity and Inclusion are important because it creates
a culture where everyone can feel safe to focus on their work.
Everyone is given the same opportunities no matter race, sex,
sexuality or any other factor that might come into play when
being judged based on appearance. It's a way to foster
creativity and innovative thinking in an environment where
people feel free to be themselves.
6 Benefits of DEI in the workplace

6.  Encourages more innovation and creativity
 Creates a sense of ownership in the company that everyone
is working towards reaching one goal [together]
 Provides greater opportunities for everyone involved [not
just those who may have been given the opportunity to
succeed in the past]
 Reduces stress and increases overall happiness among
employees.
 It also helps attract and retain the best employees.
 Decreases discrimination and harassment in the workplace
and makes it a more pleasant environment for everyone to
work in.
3 Steps to Measure Diversity Equity and
Inclusion in Your Workplace:
1. Put together a survey that your employees can fill out
anonymously asking them questions about their job. Do they
feel included? Are there any practices where they feel like
they're being discriminated against or treated differently
because of who they are? Is there anything they want
changed about the company culture to make it more inclusive
for everyone?
2. Do an internal analysis on your hiring practices. Are you
getting men and women applicants in equal numbers? If not,
why aren't they applying? Do you have a hostile work
environment where women feel like they can't succeed
because of their gender?
3. Analyze your retention rates. Are there certain populations
quitting more frequently than others? If so, why are they
unhappy with their work environment? Do they feel like the
company is trying to make it a more inclusive space for
everyone or was this not really a goal from the start?
What should you do next?
No matter what, remember that DEI is a mindset and it takes time
to change the culture of an organization. Don't just sit on your
hands after you've done everything you can to measure equity and
inclusion in the workplace. Take action! Actively search for

7. more opportunities to make sure everyone is included in their
work environment. Hold diversity workshops to make sure people
feel comfortable expressing themselves and if they don't, try to
figure out a way to make everyone feel safe in the workplace.
Why is diversity equity and inclusion a
struggle for Corporate America?
Diversity, equity and inclusion are crucial in the workplace.
However, there are other parts of corporate America that have
struggled with these issues more than others. It is mainly
because they don't have an effective way to measure how
inclusive their work environment is. They also do not have a
process to proactively do anything about it when issues arise.
Some businesses may not even be aware that this is a problem in
their workplace because they haven't looked into it enough to
see it. If you work in a culture of silence, this may be an
indicator.
How to spot if there may be something going
on with your company's DEI
When an issue comes up, people are obviously uncomfortable and
don't want to talk about it. Some may not even know how to bring
it up either because they're afraid of the repercussions or they
just don't know where to start. It can become a case where if
there's nothing being done about this for a while, no one wants
to rock the boat because it could make everyone abuzz and then
management on top of that might not know how to react either.
This is a cycle that needs to be broken, especially if there's a
reason for your employees not to feel included.
3 Red Flags that may indicate that your
company needs to address DEI
1. Employees are afraid to speak with you about anything.

8. 2. There's a lot of pushback and no action taken whenever
diversity, equity, or inclusion concerns arise.
3. There are high turnover rates for certain groups in the
workplace that aren't as common throughout the organization.
What does Diversity Equity and Inclusion
mean to ESG?
ESG stands for environmental, social and governance factors.
It's a way of measuring potential risks or issues caused by
companies in order to help people make better decisions on where
they'd like to work or put their money into. It can also be used
as a reputation management technique when corporations aren't
particularly happy with the direction the business is going in.
ESG ratings help to monitor a company's performance on a wide
range of issues and can be used as a factor when determining if
you want to invest in them.
For example, if you have very few employees of color in
leadership roles, it wouldn't be very beneficial for them to
bring up concerns about discrimination in the workplace because
they probably won't feel heard. The same goes for women who do
not feel included or represented at all throughout their
company. If everyone is not properly involved and included in
ESG, then there will always be questions about whether a company
is truly committed to diversity, equity and inclusion. All of
these things are interconnected and it's more difficult for a
company to accomplish all of them instead of just one at a time.
What does Diversity Equity and Inclusion
mean to Stakeholders?
Diversity, equity and inclusion have been a struggle for
Corporate America since it's been founded. There are many
different factors why this is the case from lack of effective
measures to no one wanting to rock the boat because they don't
know how management will respond. Many organizations need to
focus on what's going on within their walls before taking a more
global perspective on DEI.

9. In the end, diversity, equity and inclusion are crucial for any
business because it creates a more welcoming work environment
for everyone. It's very important to make sure that your
organization is committed to this before disclosing themselves
as an ESG corporation. All of these things are interconnected
and must be addressed in order for companies to truly be living
up to their values. If there's a problem in one area, it will
always impact the other two areas as well.
What does Diversity Equity and Inclusion
mean to Governance?
Governance is very important in this case because no business
can thrive if it isn't running smoothly. It needs to be a
priority throughout different levels of leadership or else there
will always be issues that are swept under the rug. If your
organization wants to focus on ESG, then you need to make sure
that DEI is being taken care of as well. In the end, many
organizations must first concentrate on what's going on inside
their walls before taking a more global view of DEI. Before
announcing themselves as an ESG organization, it's critical that
your company is dedicated to this. All of these factors are
linked and must be addressed in order for businesses to truly
live up to their principles. If one area is faulty, it will have
an impact on the other two areas as well.
Diversity Equity Inclusion and
Accessibility (deia) in the workplace
DEI also includes people with disabilities and accessibility
issues. Recent changes in awareness have helped people to
understand that they need to take certain measures to ensure
they're providing a welcoming work environment for everyone.
Organizations have also been working on developing different
strategies and steps in order for them to be more aware of
potential accessibility concerns throughout the workplace. These
include things such as having subtitles on presentations and
videos so people with hearing impairments can still access the
information, or providing employment opportunities to disabled
veterans because they have unique skillsets that could be very

10. beneficial for the company. It also means incorporating
accessibility features into your website and computer systems.
For example, employers need to ensure that people with
disabilities can use special software and hardware like voice
dictation and screen readers for those who are blind. By
incorporating the necessary measures of accessibility throughout
your workplace, you'll be ahead of what other companies are
doing and will help provide a more welcoming environment for
all.
What is diversity, equity, inclusion and
belonging?
Deib stands for diversity, equity, inclusion and belonging. Deib
is a movement to make the workforce more diverse, equitable,
inclusive of all identities, backgrounds & perspectives with an
environment where people can belong at work.
What is diversity equity inclusion and
cultural competence?
Diversity, equity, inclusion and cultural competence are
interconnected concepts. The main difference is that diversity
focuses on the differences between people, equity recognizes
that everyone does not have an equal opportunity in society and
inclusion is about being valued and welcomed in organizations.
Cultural competence is the ability to work effectively with
people from diverse cultures.
What is diversity equity inclusion and
justice (deij)?
Deij focuses on how diversity and inclusion can be part of an
organization's culture, not just a program or initiative. Many
people in leadership positions tend to overlook the importance

11. of this for their employees and managers which leads to a lack
of awareness in many organizations.
Using elements from all three concepts is what Deij was created
to encompass. Organizations that focus on this concept often
look at diversity as a way of bringing people together for a
better outcome.
What is diversity equity inclusion and
authentic leadership?
Authentic leaders are committed to change management that will
develop, empower and retain all workers – which includes those
with disabilities. Inauthentic leaders may appear progressive
but actually perpetuate discriminatory policies and practices.
Authentic leadership is about practicing an inclusive leadership
style that embraces diversity and strives for equity and
inclusion. If your organization is committed to this concept, it
means you're proactively taking steps to reduce the barriers
that people with disabilities face in order to reach their full
potential within the company.
In Summary about DEI & EDI
To summarize this article, the three concepts of diversity,
equity & inclusion are closely tied together and all play a role
in creating an environment where people feel welcome. These
concepts also need to be implemented at leadership levels so
that they affect the day-to-day working lives of everyone within
their organization.
DEI is about making sure your leadership team and management
understand what diversity, equity and inclusion means to the
organization. It's also about setting up policies that promote
inclusiveness throughout your organization so that everyone can
feel valued, included and welcome in whatever role they're
playing within the company.
Caveats and Disclaimers

12. We have covered many topics in this article and want to be clear
that any reference to, or mention of diverse teams, inclusion
efforts, inclusive environment, gender diversity, diverse
workforce, diversity initiatives, diverse organization, diverse
community, team members, conflict management, equitable access,
hiring process, diverse team, meaningful conversations,
diversity refers, more inclusive environment, marginalized
groups, unconscious bias training, diversity equity and
inclusion, organizational culture, inclusive environments,
natural consequence, involves recognizing, inclusive culture,
equal opportunity, equitable practices, full participation,
global pandemic, networking opportunities, job description, dei
initiatives, shared understanding, tech companies, upper
management, address inequities, diversity, 9, inclusion work,
same place, organizational level, given setting, employee
experience, business case, new skills, microsoft edge, greater
equity, unconscious bias, people differ, hr professionals,
diverse, inclusion, 9, community, other factors, more women,
same time, latest research, resources, sense or understanding in
the context of this article is purely for informational purposes
and not to be misconstrued with investment advice or personal
opinion. Thank you for reading.