Written by: Nicole M. Augustine, Executive Contributor
Executive Contributors at Brainz Magazine are handpicked and invited to contribute because of their knowledge and valuable insight within their area of expertise.
If you've been wondering what the term "Diversity, Equity, and Inclusion" (DEI) means… you're not alone. DEI has become a more commonly used buzzword or catchphrase over recent years, yet many people don't know exactly what it entails, much less how to implement it. This article will explore the meaning of each of these concepts and discuss why they are essential for businesses and individuals alike. Let's explore each of these terms.
DIVERSITY EQUITY INCLUSION
Diversity is not like a melting pot; it's more like gumbo. Each ingredient has a rich flavor profile, unique texture, and distinctive purpose. The goal is not melding or assimilation, instead it's about valuing different cultures and as we mix, embracing the flavor profile of the new recipe. The idea of assimilation is reminiscent of colonialism and imperialism and does not embrace the true essence of diversity. I distinctly remember the melting pot analogy from the early days of cultural competence. Although cultural competence created a new way of thinking, it was limited by the social definition of diversity at the time.
Does anyone else remember a time when we talked about was "cultural competence"?
Although the concept had been around since the late '80s, it wasn't until nearly a decade later that professionals began to be formally educated and trained in the concept. Cultural competency is defined as an understanding of diverse cultural perspectives and involves developing a set of competencies designed to ensure cultural differences don't have a negative impact on health outcomes (U.S. Department of Health and Human Services, 2014). It's truly a great definition, yet we are here in the future now talking about "Diversity, Equity, & Inclusion". It makes me wonder, why we haven't been able to live up to the definition outlined in the '80's?
I think it's important to point out that the idea of cultural competence was revolutionary for that time in history, as the U.S. had only passed the Civil Rights Act of 1964. We forget how recent our history of overt discrimination was the rule of the land. Given this reality, the idea of a culturally competent workforce was a bold step in the right direction. The primary shortcoming of the word "cultural competence" suggests a finite goal of competency in the topic of culture. However, culture is ever-evolving, and so the idea of becoming competent is a misnomer. Our shift away from this term is evidence of our growth in knowledge. This is why I fully support the "Diversity, Equity & Inclusion" language for framing our social interactions.
DEI work is about the conscious decision to acknowledge and value the differences in each of us. This includes our backgrounds, experiences, cultures, religions, race, abilities, sexual orientations, genders, and so much more. It is also the understanding that everyone should have a fair opportunity to participate in decisions that affect their lives. Our biggest challenge to manifesting a world that prioritizing DEI is unconscious bias. We have had such a long history of negative stereotypes and stigma that many of us are unawareness of the bias we carry on an unconscious level. Check out the Harvard Implicit Bias Test to learn more about your own unconscious biases.
Equity ensures access, resources, and opportunities are provided for all to succeed and grow. This is probably the hardest of the terms to define. Many of us have heard of equity in the context of money or value (ie: equity in a home, property, or company). There is another definition of equity: justice according to natural law or right; specifically, freedom from bias or favoritism (Stamper, 2022). Can you imagine a world free from bias and favoritism?
Inclusion is a culture of belonging where everyone feels welcome. If you're ever been invited to an event and then felt like an outsider once there, you already know the importance of inclusion. When you decide to prioritize diversity, inclusion becomes a necessary consideration.
The ideal of DEI is lofty, yet achievable. Despite the long history of social injustice predicated on skin color, we have made remarkable progress towards established equity in our society. Even this article is evidence of progress! My hope is that you enjoy the gumbo...
Some Suggestions:
Become aware of your own biases and how they are affecting your day-to-day decisions. Here is a website/link to start the journey (Personal/Social).
Consider how those biases impact how you lead, manage, and make decisions in your workplace. (Business/Work)
Read, research, and challenge yourself to broaden your perspective (thinking); and, hence, change your behavior (actions).
Recommended Readings:
"Authentic Diversity: How to Change the Workplace for Good," by Michelle Silverthorn
"Blind Spot: Hidden Biases of Good People," by Mahzarin R. Banaji and Anthony G. Greenwald
"Subtle Acts of Exclusion: How to Understand, Identify, and Stop Microaggressions," by Tiffany Jana and Michael Baran
"The Sum of Us: What Racism Costs Everyone and How We Can Prosper Together," by Heather McGhee
"White Fragility: Why It's So Hard for White People to Talk About Racism"
"Nice Racism: How Progressive White People Perpetuate Racial Harm," by Robin DiAngelo
Nicole M. Augustine, Executive Contributor Brainz Magazine
Nicole M. Augustine is a social entrepreneur, public health professional, and social justice advocate. She was born in Inglewood, CA, in the early 80s during the decade in America known for the "crack epidemic ." This was her first experience with social injustice, racial inequality, and the roots of trauma that plague many people. Her tale is one of resilience and opportunity, as her grandmother relocated the family to moved Edmond, OK in the early 90s. After experiencing the stark contrast of both living environments, she became intrigued by the core reasons for differences in community outcomes. Nicole found herself studying sociology and public health and was drawn to understanding the root causes of health disparities. She received her B.A. in Sociology from Cornell University and her Master of Public Health from The George Washington University School of Public Health. Throughout her career in public health, she has focused her work on understanding health disparities and social inequality. Her personal life mission is to drive community and societal change while creating generational shifts in community wellness outcomes.
