Diversity, equity, and inclusion

Diversity, equity, and inclusion (DEI) is a term most used to describe a training format in the workplace. DEI training is utilized to encourage functional knowledge of fellow employees' identities and how to navigate diversity in an organization.[1] That said, the concept of DEI has a much broader scope of application. “Diversity” describes a wide variety of differences that may exist amongst people in any setting, including race, ethnicity, nationality, gender and sexual identity, disability, neurodiversity, and others. This is the cause of the need for DEI awareness. “Equity” is the concept of providing equal opportunities through a personalized approach, utilizing unequal distribution of resources to ‘level the playing field.’ Applying equity includes factoring in a variety of disparities within society that affect individuals to varying levels. Equity is the application of principles encapsulated by DEI. “Inclusion” details the desired outcome; ensuring that those who fall under the title of “diverse” genuinely feel safe, welcome, and included. Inclusion is a step past integration, where diverse individuals blend completely into the environment without a second thought.[2][3] Due to the complexity of these issues in society, DEI is not simple or cookie-cutter. Though DEI is best known as a form of corporate training, these angles must be explored in a variety of environments, including but not limited to academia, corporate workplaces, schools, and medical spaces.[4][5]

Diversity, Equity, and Inclusion in the Workplace

The purpose of DEI training is to encourage self awareness, cultural competency, and empathy in employees; addressing unconscious bias, as well promoting as an overall safe, welcoming workplace environment for those of all race, creed, and ethnicity.[6] The application of DEI training is not ready-made by any means, and proper application and upkeep requires administrative awareness of corporate social responsibility. This specific implementation of DEI training is relatively new, but people have been organically navigating differences for a long time. Because businesses and corporations exist within a larger world, they cannot be completely separated from the issues that exist in society. Thus, DEI is quickly becoming an integral part of human resources in education and prevention. The implementation, monitoring, and upkeep of a DEI informed workplace improves coworker relations and teamwork, with growing evidence showing the value of time spent on these programs.  [7]

Diversity, Equity, and Inclusion in Academia

Though the term and application was more prominent in the civil rather than the corporate sector, many of the academic institutions started making commitments to DEI in different ways, including creating documents, programs and appointing dedicated staff members especially in the US.[8][9]

Information on DEI for both students and professors is now widespread in colleges and universities, with many schools requiring training and meetings on the topic. Many scholarships and opportunities at universities even have a secondary purpose of encouraging diversity. Diversity in higher education can be difficult, with diverse students often feeling reduced to fulfilling a ‘diversity quota,’ which can carry a high emotional tax. [10] This said, research is being done across the world to determine the current standpoint of diversity in universities, what is and is not effective, and how DEI practices can be applied in higher education. [11]

Another angle to DEI in education considers public schools and general K-12 education. The focus here is on teachers and administrative staff. Extending this lens of equity to lower education is duplicating what has already been seen in higher education: the creation and upkeep of a safe and supported environment for diverse students. In democratic leaning states, some schools have even created administrative positions focused and DEI and social responsibility. Such positions exist with the goal of creating allies for students through resources and staff training in order to support students facing social disparities . [12]

Diversity, Equity and Inclusion in Medicine

Acknowledging the importance of diversity of awareness in medicine and treatment has been a massive step in the medical world. The realm of both academic and applied medicine has been historically white, cisgender, and straight, and many diverse individuals have spoken about alienating experiences in this field. [13] Upon more recent research, it has been found that not only are diverse individuals made to feel unsafe and unwelcome, they may also be experiencing inadequate treatment based on their differences. DEI is vital in medicine as physical differences in diverse individuals that in the past have led to improper care and less than ideal interactions with medical staff. It has also been shown that greater diversity can strengthen both research teams and patient relations.[5]

See also

References
  1. "Seven Steps to Successful DEI Training". ASAE. Retrieved 2022-03-23.
  2. "Diversity, Equity, and Inclusion – A Professional Development Offering of the eXtension Foundation Impact Collaborative". dei.extension.org. Retrieved 2022-03-23.
  3. "Diversity, Equity & Inclusion". Code for America. Retrieved 2022-03-23.
  4. Grubbs, Vanessa (2020-07-23). "Diversity, Equity, and Inclusion That Matter". New England Journal of Medicine. 383 (4): e25. doi:10.1056/NEJMpv2022639. ISSN 0028-4793.
  5. Rosenkranz, Kari M. (2020). "Diversity, Equity and Inclusion in Medicine: Why It Matters and How do We Achieve It?" (PDF). Journal of Surgical Education: 1–2 – via Google Scholar.
  6. "Seven Steps to Successful DEI Training". ASAE. Retrieved 2022-03-19.
  7. Gill, Gurwinder Kaur; McNally, Mary Jane; Berman, Vin (2018-08-16). "Effective diversity, equity, and inclusion practices". Healthcare Management Forum. 31 (5): 196–199. doi:10.1177/0840470418773785. ISSN 0840-4704.
  8. University, Carnegie Mellon. "Homepage - Diversity, Equity and Inclusion - Carnegie Mellon University". www.cmu.edu. Retrieved 2022-03-21.
  9. "Diversity, Equity and Inclusion - University of Houston". uh.edu. Retrieved 2022-03-21.
  10. "What Is Really Going On: Black Graduate Students in Higher Education - ProQuest" (PDF). www.proquest.com. Retrieved 2022-03-23.
  11. Claeys-Kulik, Anna-Lena; Jørgensen, Thomas Ekman; Stöber, Henriette (November 2019). Diversity, Equity and Inclusion in European Higher Education Institutions: Results from the INVITED Project. European University Association.
  12. Ph.D, Jay P. Greene. "Equity Elementary: "Diversity, Equity, and Inclusion" Staff in Public Schools". The Heritage Foundation. Retrieved 2022-03-23.
  13. Grubbs, Vanessa (2020-07-23). "Diversity, Equity, and Inclusion That Matter". New England Journal of Medicine. 383 (4): e25. doi:10.1056/NEJMpv2022639. ISSN 0028-4793.
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