Here's How I Explain Diversity, Equity, Inclusion, and Belonging at JTC

This is #IncreaseDiversity, a weekly newsletter series + Increase Diversity Toolbox sharing best practices for employers who want to learn how to….well, increase diversity. To see previous editions, visit JenniferTardy.com. | IG: @IncreaseDiversity | Increase Diversity - YouTube

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One thing that you should know about me is that I try to be a very straightforward and intentional communicator. I do not need a lot of elaborate and intricate words to make my point. You would be surprised at the amount of time I spend referencing online thesauruses to find more effective and simplified ways of communicating messages to make them even easier to digest. I have even noticed that the more uncomplicated these messages are, the more our Increase Diversity community is learning and synthesizing our messages in their workplaces. And that is the ultimate goal. 

And with that goal in mind, I wanted to use today’s newsletter to share how I communicate what diversity, equity, inclusion, and belonging mean to the audiences I speak to via workshops and training programs. I desire that you take these definitions and incorporate them into your toolbox as you are communicating what this means in your workplace. 

Diversity. 

Let’s talk about the word “diverse” first. Diverse means different. Diversity means variety. Think of diversity as a variety of differences. In context to the workplace, we are referencing a variety of identities. When we think of workplace diversity initiatives, a successful outcome is a representation of a variety of identities.  

As a matter of fact, here is a message that I use when I’m talking to audiences: 

I, Jenn Tardy, alone, cannot be diverse. But, you and I (together) can be diverse. Diversity is within a group. It is not within a person. I cannot be inherently diverse. To call me diverse or to say that I am a “diverse person” is to insinuate that I’m inherently diverse and is an ineffective use of the language. To call us (a group) diverse is effective. 

So, remember this. Diversity means variety. 

Equity. 

Equity and equality are not the same. People can have equal access, but there can be hurdles and barriers in the way that prevent those same individuals from taking advantage of the equal access. Those hurdles and barriers are the inequity. Removing the hurdles and barriers create equity. 

If you have been following our Increase Diversity newsletter long enough, you have likely heard me talk about The Hiring Obstacle Course. I reference it often to show that, even though there’s equal access to a job opportunity, The Hiring Obstacle Course has created historical barriers to access for underrepresented communities to get hired and later promoted. 

Remember this. Equity is the removal of barriers and hurdles that are preventing equal access. 

Inclusion. 

Inclusion means incorporation or integration. Think of inclusion as the integration of diversity. Or better yet, the incorporation of a variety of differences. It is important to remember that inclusion is an action. Individuals must actively (even proactively) participate in activities that continue to incorporate a variety of identities in the workplace. 

In our Qualified Diversity Recruiter (QDR) training bootcamp, we like to use the quote by Vernā Myers that says: “Diversity is like being invited to the party; inclusion is being asked to dance, and equity is hearing your favorite song on the playlist.” 

Don’t forget. Inclusion is the integration of a variety of differences in the workplace. 

Belonging. 

Belonging is not an action; it is a state of being. Belonging is an outcome. To feel a sense of belonging is the outcome of effective diversity, equity, and inclusion initiatives. 

Think of belonging this way. It’s like being a member and getting equal and equitable access to all of the benefits and advantages that come with that membership. And this is what trips up many workplaces. No employee should have to do anything or take any action to feel a sense of belonging at your workplace. To have to do something, like assimilate or cover, to be granted access to feeling a sense of belonging is counter to the idea of belonging. 

So, keep this in mind. Belonging is the outcome of an effective diversity, equity, and inclusion program. 

I truly hope that this article edition helps to give effective language to ease the mounds of buzzwords and complexities in the space of diversity, equity, inclusion, and belonging. Join me in the comments section below. Which definition most resonated with you and which one has you thinking a little differently now?