Equality, Diversity & Inclusion or Equality, Diversity, Equity and Inclusion
There are so many variations on and discussions on, and discussions about which acronym to use when considering diversity and inclusion. In this article we are going to look at how the role of equity is often overlooked when talking about the foundations of a workplace programme involving diversity and inclusion.
Why do we use the word Equality in EDI?
We often use the word equality in general terms when talking about fairness and opportunities within an organisation or business. This links back to titles such as equal opportunities and policies like The Equality Act 2010 in the UK. However, we do find equality is sometimes missed out completely for example when talking about Diversity & Inclusion (D&I). We know what is meant but surely equality is key to the process of levelling up the workplace? Hence EDI. The term equity is even less often used. The removal of these terms can often lead to a lack of comprehension about their importance or relevance within an organisation.
What makes equality and equity critical?
Both equality and equity are critical to creating an inclusive environment, without them inclusion programmes will have shaky foundations from the start. Programmes can become a series of initiatives which are highly focussed on doing great things at a moment in time but potentially lack sustainability.
Equality and equity are the foundations and the key principles on which we should build our programmes. If we look back to these principles when building a strategy or action plan, they will also hold us to account on whether we are creating true diversity and inclusion.
What does this mean to an inclusive workplace?
If you consider the journey to inclusion in the workplace it might work well if it is thought-out in this way - creating equality for all will provide the platform (or level playing field) for attracting diverse talent into an organisation. When that talent arrives, there is equity within the policies, procedures and programmes in place. The organisation has thought about how to support different needs and has adapted their collective mindset to realise and support the differences in the workforce. This type of thought leadership creates a more inclusive environment where everyone has a place and feels welcome.
So how is it achieved in the workplace? First look at the policies, procedures, and programmes in place through an equality lens. Does everyone in the organisation have the same opportunities at all levels? For example, access to training, access to promotions, equal treatment when policies are applied, and so on.
What does diversity mean to an inclusive workplace?
When considering diversity, most commonly organisations think about the recruitment process but you should also think about diversity across the workforce and at the different management levels or job families within an organisation. If, everyone at a certain management position is of a similar demographic then the diversity strategy needs to be broader and deeper. Organisations need to collect workforce demographic data and break it down in detail. Considering not only the nine protected characteristics but also the multivariate or intersectional data – for example, females from ethnically diverse backgrounds rather than unique data sets that do not cross over.
Once you have identified the diversity of your workforce and your candidate talent pool you can start to consider how your policies, procedures and programmes are applied. Do they provide for and support different backgrounds and needs? Your career progression programme may well be open to everyone but does it consider that some groups in your workforce may need different support to progress.
How do we qualify diversity in a business or organisation?
There are a number of reports which provide evidence that employees from ethnically diverse backgrounds do not feel they have the same opportunities to progress as their White counterparts. The discussions around gender disparity in the biggest companies boardrooms across the UK are well-known, whilst recent data shows improvements, the UK is still falling behind our European counterparts.
Delving into the practical elements of how things are done in the organisation will reveal how equitable the approach is. Often, we have annual processes or ingrained activities which follow the same pattern time after time with a view that if it isn’t broken you don’t need to fix it. But this doesn’t consider that broken today looks very different to broken one, five or ten years ago. Again, when looking at data and activities through the equity lens it can give a very different view and barriers can exist that are not apparent at first glance.
How is inclusion represented in an EDEI system?
Once a light is shone properly and forensically on the organisational practices, inclusion is the natural outcome. Your employees can see tangible effort to create an inclusive culture by the activities undertaken. They can be assured that as they access different people management tools they have been tested and they can give feedback to further improve them in an open and progressive environment.
What are the net benefits of an equality, diversity, equity and inclusion programme?
The benefits for this type of programme outlined above include:
- Engagement
- Retention
- Productivity
- Performance
- Community
- Openness
- Sustainable change
"Valuing employees means that they are seen, respected authentically as persons, recognised, supported and given the space to thrive. Such employees would be happy to go the extra mile and this is where that additional productivity lies" Dr Yemisi Bolade-Ogunfoden, Lecturer in Organisational Behaviour, Henley Business School
EDI vs EDEI. Which is right?
I think it's clear to see that when talking about creating programmes that have the foundations to enable sustainable change within an organisation or business we should be talking about EDEI (equality, diversity, equity and inclusion) to create cultural transformation within workplaces and across society
FAQ's
What is workplace equality?
Equality is about ensuring every individual has an equal opportunity to make the most of their lives and talents.
What is workplace diversity?
Diversity is the spectrum of individual differences and the corresponding group memberships and identities that human beings have in society.
What is workplace equity?
Equity is the quality of being fair and reasonable in a way that gives equal treatment to everyone. The consideration of individual needs when ensuring opportunities are fairly accessed by all.
What is workplace inclusion?
Inclusion is where people’s differences are valued and used to enable everyone to thrive at work. An inclusive working environment is one in which everyone feels that they belong without having to conform, that their contribution matters and they are able to perform to their full potential, no matter their background, identity or circumstances.
What are the protected characteristics?
The following are the legal protected characteristics, under The Equality Act 2010:
- Age
- Disability
- Gender reassignment
- Marriage and civil partnership
- Pregnancy and maternity
- Race
- Religion or belief
- Sex
- Sexual orientation
Discrimination on the grounds of any of these characteristics is illegal. Discrimination can take many forms including direct discrimination, indirect discrimination, bullying, harassment and victimisation.
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