The combination of words “Diversity, Equity and Inclusion” have been co-opted by disingenuous and craven lunatics.
These words each have real meanings. Here they are:
Diversity: A wide range of visible and invisible differences that exist among people. These include values, religion/beliefs, cognitive/educational training, sexual orientation/expression, physical differences, experiences, backgrounds, preferences, and behaviors.
Equity: The ongoing practice of recognizing and addressing barriers that prevent the full participation and advancement of all individuals. This includes actively identifying and eliminating bias in systems, policies, and practices to ensure fair treatment, access, opportunity, and advancement for everyone—particularly for those who have been historically marginalized or underrepresented.
Inclusion: Behaviors that cultivate an environment in which all people are included – treated equitably, respectfully, have equal access to opportunities, resources, and can be themselves while contributing to the organization’s success.
When I teach my "Practical Diversity for Managers” course, I tend to focus on the “I” in DEI: Inclusion.
Here’s a simple 15 minute conversation you can have at work with your team.
Ask your team:
What was a time that someone made you feel included? What actions, words and subtle cues etc. made it clear they were including you?
Are there any challenges you’ve encountered when it comes to being included? Any lived experiences you’d like to share?
If you want to run this with your team, invite people to share their answers in small groups (three or four people) then create some time for a group share out. Discuss what themes or shared experiences you discovered.
This shouldn’t be a radical act, but unfortunately, for the time being, very powerful people are making this conversation much harder than it needs to be at work.