Diversity, equity, and inclusion

Understanding DEI in the United States

Imagine a world where everyone feels valued and heard—where diversity, equity, and inclusion (DEI) are not just buzzwords but a lived reality. In the United States, DEI frameworks aim to promote fair treatment and full participation of all people, particularly those who have historically been underrepresented or subject to discrimination. But what exactly does this mean? And how has it evolved over time?

What is Diversity, Equity, and Inclusion (DEI)?

Diversity refers to the presence of variety within an organizational workforce in characteristics such as gender, ethnicity, disability, age, culture, class, veteran status, and religion. Is it just about numbers, or does it go deeper? Equity focuses on fairness and justice, including fair compensation and substantive equality, with a focus on societal disparities and allocating resources to disadvantaged groups. Inclusion refers to creating an organizational culture where all employees feel heard and valued.

The Evolution of DEI

DEI policies are often used by managers to increase happiness, productivity, and collaborative efforts within their workforce. These policies include training efforts, such as diversity training. While DEI is commonly implemented in various organizations, including non-elected government environments, it has generated criticism and controversy regarding its effectiveness and impact on free speech and academic freedom.

Historical Milestones

Early DEI efforts included preferential hiring for veterans of the US Civil War and their widows in 1865, followed by executive orders establishing ten-point preference for veterans. The Veterans’ Preference Act codified these provisions, and later amendments added provisions for disabled or deceased veterans and job-specific training. Other notable policies include the Randolph-Sheppard Act, which mandated preference for products made by the blind, and Affirmative Action, introduced in Executive Order No. 10925 signed by President John F. Kennedy in 1961.

Modern DEI Initiatives

The size of the global diversity and inclusion market grew, reaching $17.2 billion by 2027, with the US accounting for $3.4 billion. In response to calls for support, President Barack Obama signed executive orders in 2009 and 2011 concerning DEI. By 2025, some companies established dedicated diversity, equity, and inclusion teams. However, in early 2024, there was a trend of reducing DEI positions and delegating work to external consultants.

DEI in Business and Academia

In business environments, increased workforce diversity has been found to be associated with increased performance. DEI is also essential in academic institutions, healthcare, and other settings where diversity can improve coworker relations, teamwork, and cultural sensitivity. Diversity management as a concept gained momentum in US firms in the mid-1980s, with the argument that a diverse workforce is a competitive advantage.

Controversies and Criticisms

Mandatory ‘diversity statements’ in academia have become controversial, with some universities weighing them heavily in hiring processes. This has sparked debate about academic freedom and free speech, with some faculty members feeling resentment towards DEI efforts. There is a distinction between equity and equality, with equity implying outcomes based on experiences and equality implying equal opportunities for all.

Global Perspectives

The term ‘diversity hire’ or ‘equity hire’ has been used as a label for underrepresented groups, which can be perceived as less qualified and assume preferential treatment. This label can contribute to tokenism and self-perception of being hired solely due to identity. DEI issues in other countries include gender and age equality in Japan and Iceland, addressing workplace biases in India, and intersectionality of gender, ethnicity, and socio-economic backgrounds in Africa.

Future Directions

The philosophical basis of affirmative action includes compensation for past discrimination, correction of current discrimination, and diversification of society. Proponents argue that it helps compensate for past discrimination and addresses existing discrimination. However, attempts to promote diversity can provoke defensive responses, such as decreased performance during interviews for White male applicants.

Conclusion

The journey towards true DEI is complex and multifaceted. As we continue to navigate the challenges and opportunities presented by these initiatives, one thing remains clear: the goal of creating a more inclusive society is both necessary and achievable. Will you join the movement?