Diversity and Inclusion Does not Equal Equity
Many assume that having a strong diversity and inclusion strategy equates to Racial Equity. While they are not mutually exclusive, they are distinct enough to warrant a discussion.
Diversity: differences such as social identities (e.g., race, gender identity, age, religion, sexual orientation, class, physical ability, nation of origin, etc.) and can also mean other characteristic such as personality, political affiliation, etc.
Inclusion: A sense of belonging, which allows people to engage and contribute within an environment (the key to reaping the benefits of diversity).
Racial Equity: When people have access and opportunity regardless of race. Therefore, outcomes become random and not able to be predicted by race.
Don’t get me wrong, diversity and inclusion are nice things to have. Yet, I can acknowledge our differences and include you without shifting policies and practices to allow you equitable access and opportunity.
Some people argue that remedying racial inequities is at the heart of diversity and inclusion efforts. Historically, I can see how this perspective might be the case. However, “diversity” nowadays typically becomes about numbers and “inclusion” about a sense belonging.
Others argue that these concepts are intentionally watered down to make Whites feel more comfortable. This perspective also has merit. As an individual, it is within my control to respect and include — I might much rather have that conversation; whereas, system-wide change feels daunting and potentially out of my control or sphere of influence.
I would encourage us to consider another approach: when we see racial inequities as systemic rather than individually inflicted, it allows us to see the system as we have inherited it and perhaps be less defensive about ourselves as individuals. This approach does not preclude individual accountability, but perhaps can catalyze an individual to implement changes in policies and practices (e.g., a focus on Racial Equity) rather than solely to be accepting of difference and inclusive (e.g., a focus on diversity and inclusion).
It’s time for institutions to intentionally morph their D&I efforts to include Racial Equity.
A number of organizations are doing just that, adopting DEI (i.e. Diversity, Equity, and Inclusion) strategies. It’s no longer merely a business imperative. The shifting demographics of our nation, and more specifically the St. Louis region, require us to consider supporting systems that allow individuals to reach their full potential regardless of race.
