The general consensus about Diversity, Equity and Inclusion, DEI is clearly divided among people in the country. I’ve heard all sorts of notions about what DEI is and what it isn’t. From some saying that it’s a charity program, hiring people of color and Black people who are not qualified into positions, or that it lowers hiring standards, or that DEI only benefits minority groups or that DEI is exclusionary.
Well, none of those things are true. I think that it’s time to clearly explain what DEI is and what it is not.
DEI was created to address historical inequities and systemic barriers faced by marginalized groups at work and in organizations. It’s an offshoot of Affirmative Action which was a set of policies created to remedy long practiced discrimination and attempt to establish a more diverse workforce. Going back even further, it’s safe to say that affirmative action and DEI are the result of the Civil Rights movement.
Now, how is affirmative action different from DEI? Well, affirmative action specifically deals with hiring practices. Particularly hiring competent individuals who have been historically discriminated against. They were not allowed into the room ---so to speak --- and they were not hired because they did not belong to the good ol’ boy network. DEI on the other hand is similar but goes a step further. In addition to equalizing hiring practices, DEI is also focused on creating a supportive and inclusive workplace. It aims to foster environments where everyone can thrive by promoting fair treatment, equal opportunities, and a sense of belonging, regardless of their background. So whereas Affirmative Action was specifically focused on equalizing hiring practices; DEI took it a few steps further to incorporate practices that foster an inclusive workplace and provide a sense of association and acceptance between the competent and experienced DEI hires and their colleagues.
But in the wake of the Civil Rights Movement, what are some factors that still contribute to these disparities? Well, although there are laws on the books as a result of the Civil Rights Movement, you cannot legislate how people think or feel. And because of that, unfortunately, we still have systematic discrimination. For example, studies show how racial bias can still play a role in hiring decisions and how applicants with Afro American or Spanish sounding names, can generally face challenges in getting callbacks. Add to that unequal access to opportunities. Certain marginalized groups generally have fewer opportunities for mentorship, or access to high-paying jobs, even with similar educational backgrounds. Underemployment is another factor. Black college graduates are more likely to be employed in jobs that don’t require a college degree compared to their Caucasian counterparts.
So DEI, in essence was created to remedy that and make it right. And I almost forgot. Aside from benefiting those who were consistently left out of opportunities, DEI is also beneficial to companies as well. Studies show that DEI initiatives generally lead to increased employee engagement, reduced turnover and improved brand reputation, eventually adding to the success of the company.
And there you have it folks, DEI, what it is and why we have it in under 4 minutes.
Mildred Antenor is a professor and the author of "The Gladioli Are Invisible: A Memoir".
