How we Define 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

JTC News + Events

Untapped’s Top DEIB Leaders 2022 | We wanted to share the fantastic news that Jenn Tardy has been selected as one of Untapped’s Top DEIB Leaders of 2022. Untapped recently created a list of leaders who “walk the walk” and make an actionable change in DEIB. CLICK HERE 

HIRING MANAGER TRAINING | Looking to fast-track “inclusive hiring” training for your leaders, hiring managers, HR Business Partners, and DEI Practitioners? Try our Fast Track Qualified Inclusive Leader Training. CLICK HERE

FREE PLATINUM CHECKLIST |  We have a FREE, downloadable CHECKLIST for leaders called The Platinum Checklist for Hiring Professionals: 10 Immediate Actions Leaders Must STOP Doing to Increase Diversity. CLICK HERE

We have always wanted our Increase Diversity community to be a space where we not only share inspirational stories about people and organizations championing diversity, equity and inclusion (DEI), but to also educate about the importance of the language we use, what words mean, and how they impact workplaces. Our philosophy is that language is so powerful that it has the ability to move us all forward or to leave some of us feeling left behind. And we do not want anyone to be left behind on this journey. 

So, for this week, I want to share how we (at JTC) define Diversity, Equity, Inclusion, and Belonging. Each word means something very specific, and as hiring leaders, it is our responsibility to be clear about their distinctions. So, let’s begin.

Diversity

While diverse means variety, diversity means different. Both words are interconnected but have a slight distinction. What is important is that you understand that you alone cannot be diverse. I, as an individual cannot be diverse by myself. The word diverse is most effective when used in context to a group. So, a group of people can be diverse and a company can be a leader in diversity if they employ a diverse group of people. It is also important to note that increasing diversity can look very different in different organizations, industries and regions. Check out a previous article where we talked about what increasing diversity looks like globally.  

Inclusion

To put it simply, inclusion is integration. It means the integration of a variety of differences or the integration of diversity. Inclusion creates an environment and a culture that makes everyone feel welcomed, valued, and involved. As a matter of fact, sometimes, even using words like “diverse” when referencing an individual or the word “minority” can inhibit your ability to create inclusion. Read a previous article to learn why I’ve asked my team to avoid using words like these. 

Equity

People often confuse equity with equality. While both have the same goal of promoting fairness, the actions to get there differ. Equality means treating everyone the same. For example, giving everyone equal access to apply to an open position. Equity, on the other hand, means removing all hurdles and obstacles that are preventing equal access. Equity closes what has long been considered an “opportunity gap.” In the context of the hiring process, if people have equal access to the hiring process, then we need to look at those hurdles that are preventing certain groups from experiencing that access. As recruiters and hiring managers, it is our responsibility to identify and remove those hurdles. 

So, what is belonging? Let’s find out!

Belonging

Belonging is a feeling. In an authentic environment that has cultivated belongs an employee or candidate does not have to do anything or take any action to belong. If candidates and employees have to take an action to belong, that is not belonging. That is assimilating or covering. The idea of belonging requires no action from the participants. Belonging means that you belong just because of who and how you are. Hence, belonging is the emotional outcome of all of the work that you have done to create inclusion and equity. Belonging should happen automatically after you have created diversity, equity, and inclusion. 

Join us in the comments section: How does your organization define Diversity, Equity, Inclusion, and Belonging? I’d love to read your perspectives.