What is Diversity, Equity and Inclusion? A message from the US League:
Defining Diversity, Equity, and Inclusion
Diversity, equity, and inclusion are mutually reinforcing.
Diversity
Diversity includes all of the similarities and differences among people, not limited to: gender/gender identity, ethnicity, race, native or indigenous origin, socioeconomic status, age, generation, sexual orientation, culture, religion, belief system, marital/partnership status, parental status, appearance, language, accent, ability status, mental health, education, geography, nationality, professional experience, thinking style, personality type, physical appearance, and political perspective or affiliation.
Diversity refers to population groups that have been historically underserved in socially, politically, or economically powerful institutions and organizations. These groups include but are not restricted to populations of color, such as Black Americans, Latinos, Native Americans and Alaska Natives, Asian Americans and Pacific Islanders. These groups may also include people with disabilities, people experiencing poverty, LGBTQIA+ people (which includes lesbian, gay, bisexual, transgender, queer, intersex, asexual, plus other queer identities), and women.
Diversity is about a collective or a group and can only exist in relationship to others. A team can be diverse and so can an organization. A person is not diverse. They may bring diversity to a team, but they in themselves are not diverse.
Equity
Equity refers to systems, processes, and approaches based in fairness that ensure everyone is given equal opportunity and treated with dignity and respect.
This means that resources may be divided and shared differently to make sure that each person has a fair chance to succeed. Therefore, equity does not mean “sameness.” Equity takes into account that people have different access to resources because of systems of oppression and privilege. Equity seeks to balance that disparity.
Improving equity involves increasing justice and fairness within the procedures and processes of institutions or systems, as well as in their distribution of resources, including opportunities. Equity also means there is transparency regarding what actions or conditions lead to what outcomes and everyone knows what to expect in terms of consequences and rewards. Tackling equity issues requires an understanding of the root causes of outcome disparities within our society.
Equity prioritizes efforts to ensure the most underserved and marginalized among us have as much of an opportunity to succeed as the most well-served and advantaged. By taking into account the various advantages and disadvantages that people face, we work to ensure every person has an equal opportunity to succeed.
Inclusion
Inclusion is the act of ensuring representation of people and perspectives into a group or structure. Inclusion is an ongoing process, not a static state of being. It is a dynamic state of operating that leverages diversity to create a healthy, high-performing organization and community.
Inclusion refers to the degree to which a diverse set of individuals are able to participate fully in collaboration, strategizing, and decision-making within an organization or group.
An inclusive environment ensures equitable access to resources and opportunities for all. It also enables individuals and groups to feel safe, respected, engaged, motivated, and valued for who they are and for their contributions toward organizational and societal goals.
While an inclusive group is by definition diverse, a diverse group is not always inclusive. Being aware of unconscious or implicit bias can help organizations better address issues of inclusivity. (The Anti-Defamation League defines implicit bias as, “the unconscious attitudes and stereotypes and unintentional actions (positive or negative) toward members of a group merely because of their membership in that group.”)
The DEI Policy in Practice
The work of creating a truly diverse, equitable, and inclusive League is much more difficult than simply committing to diversity, equity, and inclusion. Fostering a League that is diverse, equitable, and inclusive requires organizational—and often personal—self-reflection.
Leagues should actively work toward diversity, equity, and inclusion in membership, culture, mission, and action, and remember that the policy prohibits both intentional and unintentional discrimination. A successful League is representative of its community.
Given the cultural context of our place and time, it is unlikely that any of us has been untouched by the societal conditioning that upholds a complicated web of advantages and disadvantages according to different identities and characteristics.
While the work of becoming aware of and responsible for our specific conditioning looks different for each individual, everyone is responsible for understanding their role in achieving a diverse, equitable, and inclusive League. When education is necessary to understand that role, this education must be concurrent with action, not in place of it.
DEI work is strongest when it is collaborative. Fortunately, the “League way” is already collaborative. Leagues are encouraged to continue this collaborative approach in their DEI work and to explore new avenues for collaboration.